Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.

Designer
customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
Temp-to-hire staffing.
project management consulting services.
payroll services.
IT consulting services.

WE WORK HARD. WE WORK TOGETHER. WE WORK FOR YOU.


If you’re an employer, navigating the labor market can be challenging. But at Johnson Service Group, we are here to simplify things. Here is a collection of hiring process recommendations, overviews of the current landscape of the labor market, industry news, and much more. At JSG, we work hard, we work together, and we work for you.

These 7 Deal Breakers Could Be Costing You Candidates

These 7 Deal Breakers Could Be Costing You Candidates

Modern-day candidates have different priorities than even just a few years ago. And when a hiring process is less than ideal, they aren’t settling. Top talent will wait for an opportunity that matches their wish list and a hiring process that demonstrates they would be a valued team member. “Each touchpoint in the recruitment process vitally matters to job seekers,” explains Richard Wahlquist, ASA President and CEO. During challenging economic times, companies cannot afford to miss important details that prevent candidates from applying to their jobs or accepting job offers. Here are seven deal breakers that could prevent candidates from accepting job offers.

Inappropriate Interview Questions

Over half (53%) of U.S. people say that inappropriate interview questions would deter them from accepting a job offer from a company. These inappropriate questions can range from flat-out illegal to simply distasteful. So, what questions should you ask? Here are a few of our recent favorites.

Unrealistic Job Or Skill Requirements

51% of candidates simply won’t apply to a job that lists unrealistic job or skill requirements in the description. Consider dialing it back on your job description to cast the widest net possible for diverse and qualified candidates. You can always narrow down necessary skills later on in the job process.

Misrepresenting Job Duties

Similar to unrealistic requirements, candidates tend to feel tricked if the job turns out to be a complete 180 from what they first applied to. In fact, 50% of candidates won’t accept a job offer if they feel the duties have been misrepresented. So, even when simplifying your job description, be sure to keep it honest and in line with the actual job. (If you’re looking for more job description advice, check out what makes a great job description here.)

Aggressive Behavior Of Recruiter Or Hiring Manager

They say distance makes the heart grow fonder, and in the case of candidate pursuit, that certainly seems to be the case. 49% of top talent doesn’t want to be aggressively pursued or given unrealistic ultimatums. Instead, they value a recruiter or hiring manager who prioritizes their needs during a hiring process.

Not Responding To Questions About Open Positions

Job applications are a significant time investment for candidates. And for 38% of candidates, it’s a deal-breaker if questions go unanswered. If they reach out with questions during the application process, it leaves a lasting impact if they get an immediate and direct answer. Similarly, during the interview process, great candidates will come prepared with a list of important questions. They will value interviewers who take the time to answer thoughtfully.

Poor Follow-Up By Recruiting Or Hiring Manager

We’ve all heard horror stories from both sides of the desk regarding ghosting during the hiring process. 37% of candidates will be turned away from a job if the communication process is lacking. Be sure to layout clear next steps and follow through with timelines throughout the entire hiring process. (Yes, even if you’re turning a candidate down!)

No Face-To-Face Contact During Hiring Process

Admittedly, this one can be challenging amidst the recovery from a global pandemic. However, face-to-face interaction is still important to 30% of job applicants. If your area is still in some form of lockdown, you can achieve this via video interviews. To go the extra mile, allow your final candidates to meet the entire team on video chat so they can envision themselves as part of the team.

Interested in more interviewing and hiring tips? Explore our client resources here.

How to Attract Applicants in A Competitive Job Market

How to Attract Applicants in A Competitive Job Market

The unemployment rate is currently sitting at a pandemic low of 6% and the U.S. economy added nearly 1 million jobs in March. The result is the candidate-saturated market is quickly transforming into a competitive one. So how can your hiring team attract qualified candidates that fit your company dynamic? Here are a few suggestions to source the best candidates in a competitive job market.

Refresh your employee benefits

One of the best ways to attract applicants in a competitive job market is to refresh your employee benefits. Is your company currently offering a traditional vacation and sick time policy? If so, it’s time to review and revise it to fit our current climate better. If you are still offering sick time and vacation time, you should start thinking about offering a paid time off (PTO) pool. Updating to a PTO policy will give your employees more flexibility and control of the time they earned, and it will let them utilize it as they need.

Flexibility is key

Last year, employers were forced to quickly shift their gears to remain operational. Companies that wouldn’t have even batted an eye at supporting remote work suddenly found themselves knee-deep in Zoom meetings. Thankfully, we can see the light at the end of the tunnel with the pandemic. However, if your team wants to attract applicants in this competitive market, you must remain flexible. What if you find the perfect candidate, but they need the flexibility to work from home twice a week because their kids have virtual learning. Are you going to turn away this top-tier candidate because you want them working from the office 9-5 every day? When possible, offer flexibility that the best candidates have grown to love over the last year, and you will instantly see a boost in your applicant pool (and retention rates!).

Offer employee referrals

To encourage your current employees to get involved in the recruitment process, offer a referral program. Whether that’s a cash bonus, gift card, or some company swag, your employers are more likely to submit an employee referral if they have an incentive. Creating an employee referral program is one of the easiest and cheapest ways to receive qualified candidates that will fit your company’s culture. Typically, your employees won’t stick their necks out for just anyone. Plus, you can establish your referral program, so a bonus is only available for a successful hire. You can even place a time restriction on it. For example, employees only get a bonus if the referral is hired and stays on the team for at least 30 days.

If you think that offering a referral reward for an employee recommendation is expensive, keep in mind the average cost of a vacancy. Having a vacancy open for weeks or even months can be much more costly than a $200 Amazon gift card.

Partner with a recruiting firm

If you are serious about attracting applicants in a competitive job market, working with a professional is a wise decision. Recruiters that specialize in your industry are great resources to have on hand. We have pipelines of talented candidates that are ready to make a career transition. If you are ready to tackle this competitive market head-on, reach out to us today. At JSG, we have offices across North America that are ready to source the best candidates on the market.

4 Tips For Successful Recruitment Strategy

4 Tips For Successful Recruitment Strategy

Finding the best candidates to fill your open positions is no easy task. There are a ton of excellent candidates looking for a new opportunity right now, and it can be tough to hire the right one. With remote interviews, social distancing, and other safety protocols, ensuring you hire the best candidate is even trickier. You must improve your hiring activities to ensure your team makes the right hiring decisions. Here are four tips to craft a successful recruitment strategy.

Pair down your applicants

The first step in establishing a successful recruitment strategy is narrowing down your job applicants. We are in a candidate-saturated market, thanks to the coronavirus. As a result, there are a ton of qualified (and not so qualified) candidates on the market. You can pair down your candidate pool in several different phases of the hiring process. Start by crafting a detailed job description to weed out candidates that may not be interested. Then, add application requirements such as a cover letter or samples of work. Asking for resources beyond a resume will instantly trim out some of the fat and make your recruitment practices leaner. Next, you can weed out candidates in the initial interviewing stage by asking behavioral interviewing questions. Asking the right interview questions will help you identify the candidates that are more qualified and a better fit for your team.

Make a decision quickly

When it comes time to make a hiring decision, don’t dilly dally. If you know who you want to add to your team, present them your best offer. Yes, we are in a candidate-heavy market, but that isn’t going to last long as more employers ramp up their hiring efforts this summer. With the unemployment rate currently at a pandemic-low of 6%, more employers are actively hiring. If you don’t want to miss out on your best candidates, make a decision quickly. If they accept your offer, immediately send out the offer letter to get it signed. The sooner the deal is official, the more likely they will not accept another employer’s offer.

Keep your backup candidates until the deal is done

Before you turn away your runner-up candidates, wait for the hire to be official. No, you don’t have to wait until they actually start working, but don’t turn away your backup candidates until your number #1 choice has signed on the dotted line. If you turn your runner-ups away, you run the risk of starting the hiring process over again if your top candidate backs out. Wait until the background check comes through and the offer letter is signed to turn away any secondary candidates. Holding on to your secondary candidates is an essential part of building a  successful recruitment strategy.

Enlist the help of a recruiter

One of the simplest ways to implement a successful recruitment strategy is to partner with a recruiter. If you are struggling to fill a couple of your roles or need quality candidates quickly, working with a professional recruiting firm is a smart move. Top-tier recruiting agencies, like Johnson Service Group, thoroughly vet our candidates before we submit them. If you work with us, you will never receive a resume from a candidate we haven’t screened. If you want to take your recruiting strategy to the next level, reach out to us today! We have customized staffing solutions to meet your team’s individual hiring needs.

3 Ways To Effectively Narrow Down Your Job Applicants

3 Ways To Effectively Narrow Down Your Job Applicants

In a candidate-saturated job market, it can be easy to get overwhelmed with the number of applicants you receive for a job opening. However, there are a few things you can do to narrow down your job applicants effectively. Doing so will create a better application experience for candidates and a smoother hiring process for your team.

At The Application Stage

One of the most powerful ways to narrow your candidate pool is during the application stage. This helps save you, your recruiters, and your applicants time. There are a few effective strategies to weed out candidates who may not be qualified. First, make sure your job description is specific. Include any and all must-haves, including qualifications, location, and experience. Next, don’t be afraid to ask for additional materials. Whether that’s a cover letter, portfolio, or writing sample, supplemental materials can significantly deter unqualified candidates from applying. We recommend asking for something that will add value to your decision-making process and take the time to factor those documents into your consideration process.

During The Interview Stage

Another great time to narrow down your job applicants is during the interview process. You can do this by asking well-crafted and intentional questions. Skip the usual “what are your weaknesses” and dig deeper to actually imagine candidates in your position. (To get you started, here are some of our favorite questions.) Additionally, aim to give interviewees a realistic view of what it’s like to work at your company and on your team. Yes, this includes the good, the bad, and the ugly! Cover challenges, expectations, and celebrations. This will help to weed any candidates out that won’t be a culture fit or are looking for something different.

When It Comes Time To Offer

Once you’ve made it through the entire hiring process, you may face a tough decision in this candidate-saturated market. To narrow down your choices, picture your top candidate in the position. How would they get along with the rest of your team? What does their long-term growth trajectory look like? Would they go above and beyond to push your team to the next level?

Additionally, don’t forget to factor in diversity initiatives, budgets, and future goals. When it comes time to offer, make a decision quickly and put your best offer on the table. While many people are currently looking, the job market is rapidly changing, and the best candidates are getting swept up swiftly.

These are just a few of the options you have when it comes to effectively narrowing down your job applicants. Doing so as you move through the hiring process will result in a better application experience and a more productive employee in the end. Looking for more hiring advice? Explore our client resources here.

How to Vet Candidates in the Post-Pandemic Job Market

How to Vet Candidates in the Post-Pandemic Job Market

The unemployment rate has slowly been ticking downward as employers continue to rebound from the pandemic. Some industries are thriving, while others are preparing to ramp up their hiring efforts for the spring. But with a job market flooded with job seekers and workers looking to enter into pandemic-proof career paths, hiring managers have a ton of resumes to sift through. Ideally, these new additions to your team will stick around for the long haul and make a significant impact on your team. Thus, assessing a candidate’s fit is essential. If you are struggling to pin down the best talent this year, here is how to vet candidates in the post-pandemic job market.

Use a skills test

With an influx of job applications, utilizing skill assessments will help you identify candidates that will excel in the position. Although hard skills aren’t everything, your hiring team needs to know if a candidate can perform the basic functions of the job. These tests are not new, but they are an excellent method of highlighting each of your open positions’ best applicants. Skill assessments will help you weed out the least suitable candidates and streamline your hiring process. These tests are also helpful at discouraging the applicants that are spamming their resume in the post-pandemic job market.

Culture compatibility is crucial

Identifying candidates with the right skill sets is imperative, but culture compatibility is crucial for long-term success. You can teach almost any employee hard skills, new processes, and other details important for a particular role. However, you cannot train a new employee to fit your team dynamic. Behavioral interview questions can help your hiring team identify the candidates with the energy, passion, and work ethic that will make them successful. These questions will penetrate the surface-level assumptions you can make when initially interviewing candidates; they will also help you look beyond a candidate’s skills. These exercises are even more critical if you have a hybrid workforce with employees working both on-site and remotely.

Partner with a recruiting firm

Hiring suitable candidates for your team is no simple feat, and vetting candidates in the post-pandemic job market is even more challenging. Analyzing a candidate’s hard skills and culture compatibility will be essential moving forward. Although, performing these exercises can be time-consuming and difficult. If you need these job openings filled immediately, consider partnering with an external recruiting firm. The best recruiters will thoroughly vet candidates for their aptitude and fit before their resume even reaches your desk. At JSG, we meticulously vet each of our candidates to ensure they will mesh well with your team and make an immediate impact on your organization. Reach out to us today, and let’s work together to navigate the post-pandemic job market.

How To Avoid Phishing Scams At Your Company

How To Avoid Phishing Scams At Your Company

As more and more people work from home and cybersecurity measures become more complicated, corporate phishing scams are on the rise. In fact, one in every two organizations has been targeted by a ransomware attack in 2019, and the attackers successfully encrypted data in 73% of these attacks. And a single spear-phishing attack results in an average loss of $1.6 million. This is why it is more important than ever to take these actionable steps towards shielding your company from phishing scams.

Implement and Maintain Strong Security Software

The best way to avoid phishing scams at your company is by implementing reliable security software. This will help to filter out and neutralize any threats from the start. The more layers of protection your software can offer, the better. Phishing scams are evolving and changing every day, so you need to continually monitor and adapt your protection and response.

Educate Your Employees

Your employees will be on the front lines of your phishing defense. First, encourage everyone to utilize multi-factor authentication – especially on any personal devices that are connected to their company email, like their mobile phones. Next, educate your employees on what phishing scams look like. Provide examples of phishing emails and red flags to look for. Last, establish open lines of communication between your teams. When someone receives a phishing email, have them report it to your IT department immediately!

Backup Your Data

Mistakes happen, and if you, unfortunately, find your company a victim of a phishing scam, you need to be prepared. Task your IT team with creating an extensive backup protocol to protect and preserve your most important and sensitive information. This backup protocol should extend to your individual employees so they can maintain personal documents as well.

Partner With A Professional

The thought of your company being threatened by frequent phishing attacks is intimidating. Especially if you don’t have the bandwidth to add a full team of IT professionals to your company’s payroll. Instead, consider partnering with an IT Consulting Firm like Johnson Service Group. Our IT Consulting Team can partner with your management and employees to create a custom phishing defense plan that will work for your company. Additionally, our team is here if you do experience the unfortunate event of a phishing attack. In the long run, you will obtain peace of mind and save money by proactively partnering with experts.

Contact us today to learn more about our IT Services and how you can protect your company from phishing scams.

How to Manage A Hybrid Workforce

How to Manage A Hybrid Workforce

Last March, the majority of companies were forced into supporting a remote workforce because of the pandemic. Fast forward to today, and things are finally turning a corner for the better. As we continue to enter this new normal, many employers are supporting both a remote and an on-site team to optimize production and adhere to essential safety protocols. If your team is struggling to handle this new transition, here are a few tips on how to effectively manage a hybrid workforce.

Set clear expectations

With a split team, it is essential to establish clear expectations for both remote workers and your on-site staff. With a hybrid team, it can be more challenging to communicate and frequently check in to see how things are going. If expectations for your staff are clear and effectively communicated, it will be easier to hold everyone accountable. If you set expectations, your team will better understand what you are expecting from them, and thus, there will be less confusion and disparities amongst your team.

Clear communication is essential

When it comes to managing a hybrid workforce, you must facilitate clear communication. With your team in different regions and possibly in different time zones, communication can get messy. As a result, your company should invest in communication technologies such as Slack, Zoom, or Microsoft Teams. These communication tools will help enable solid communication and ensure your team is always on the same page. These tools will make it easier to check in with your staff, conduct regular meetings, and share project timelines.

Be flexible and open-minded

If you are managing a hybrid workforce, you must be flexible and open-minded. Your workers in the office will have a little more structure and rigidity. However, your staff working from home will have different distractions; they will be managing their personal and work lives simultaneously and maybe working nontraditional hours. If you plan on this hybrid team being successful, you must practice patience and understand that flexibility is key. Your remote staff may have to step away from their computers for a few minutes to tend to their kids or pets. Being flexible will help your team from reaching burnout and ultimately make them more productive.

Watch for signs of burnout

If part of your hybrid workforce has been working remotely for a while, they may be inching closer to burnout. Your in-office staff likely has more structure, and it’s easier to leave work at work. However, for your remote staff, it’s easy for the lines between work and home to get blurry. As the leader of your team, you should be looking for signs of burnout. Lack of motivation, late-night emails, employees who are always online, and less-than-perfect performance are all signs an employee may be on the verge of burnout. The expectations you set for your team will help mitigate this, but that may not be enough.

Encourage your team to share how they feel, regularly check in with them one-on-one to see how they manage this newer working environment, and listen to their concerns. Also, urge your staff to use their time off, especially those who are remote. It can be easy to let those vacation days stack up while working from home. Stepping away from work is essential to your team’s mental health and performance, and leaders must support that.

Emphasize cybersecurity best practices

Cyberattacks are on the rise for your employees that are working remotely. Your team is accessing company documents, systems, and other valuable information on personal internet connections. As a result, it is vital to establish IT best practices. It’s a good idea to regularly send emails with your company’s IT policies and procedures to reduce your risk of these attacks. Keeping your staff, and ultimately, your company secure from the additional working-from-home vulnerabilities will help your team remain safe and secure.

Managing a hybrid workforce is not an easy feat, but if you follow these guidelines, you are on your way to a more productive, happier team.

The Most In-Demand Jobs in February 2021

The Most In-Demand Jobs in February 2021

With more coronavirus restrictions lifting, employers are back on the hiring train. Now that the holidays are over and the typical hiring slump for the traditional sectors (like retail) is dwindling, here are the most in-demand jobs in February 2021.

Tax professionals

There are two things certain in life, and one of them is taxes. With tax season upon us, the hiring of tax professionals has exponentially grown. According to LinkedIn, three different roles for tax professionals made the list of the most in-demand jobs. Tax specialists (3), tax preparers (7), and tax associates (8) are some of the most in-demand jobs this month. Companies are going on a hiring spree for these tax professionals as they prepare for a messy tax season, thanks to the pandemic. With extended due dates, stimulus packages, and Paycheck Protect Program loans, this tax season will be complicated for many corporations in the United States.

And just like corporations, individual taxpayers are poised for a crazy tax season because of stimulus checks, retirement account withdrawals, and other setbacks.

Receptionists

Further proof that employers are preparing to return to the office is the explosive hiring of receptions. Receptionists are the fastest-growing job, with a growth of 22x in one month. According to LinkedIn, many of these receptionist positions are for companies offering tax services. However, this can be an indication that employers are anticipating the return to their brick-and-mortar offices soon.

Software developers and engineers

Software developers and engineers have been some of the most in-demand jobs throughout the pandemic. Tech and software companies were able to adapt to the pandemic better than other industries. Their positions naturally offered more flexibility and made the transition to working remotely much easier. Software engineers are the job with the most overall demand this month, followed by full-stack engineers at the number 10 position.

Also, three software-related positions are the jobs with the fastest-growing demand for the month. These include blockchain developers, Android developers, and technical project managers.

Looking to add these professionals to your team?

So, these are three of the most in-demand jobs in February. If your hiring team is looking to add these professionals to your team, now is the time to start recruiting. Don’t wait and miss out on the best talent to your competition. Therefore, if you need assistance sourcing these professionals or other vacancies, reach out to JSG today. Our team of expert recruiters is ready to work for you to boost your team.

The Results of An Understaffed IT Department

The Results of An Understaffed IT Department

One of the biggest obstacles for IT departments is staffing shortages. Approximately 63% of companies struggle with understaffed IT personnel. Moreover, 51% of companies cannot source the talent with the skill sets they need. The results? Your employees cannot receive the support they need, projects are going over budget, and worse, your network is left vulnerable to a possible cyberattack.

So, how can you identify if your team is suffering from being understaffed?

Signs of an understaffed IT department

Your team is overworked

If your IT department is understaffed, your team is suffering from being overworked. Their attention is spreading too thin, forcing them to wear too many hats to ensure they meet all your IT needs. Overtime is becoming a weekly occurrence, which is hurting your bottom line. Your team is becoming stressed and irritable, and as a result, their work is suffering.

Mistakes are occurring

Overstaffed IT departments are more prone to making mistakes. These mistakes may begin as overlooking small details or tasks being left undone. However, over time, these mistakes can add up to a huge security risk that can bring your network to a screeching halt or other services experiencing downtime for unexpected maintenance.

Projects are running late

Another common trend of understaffed IT teams is missing crucial deadlines. When projects are running late, your team’s attention shifts away from other projects or concerns, which can quickly create a backlog of projects. As a result, the costs associated with each project begin to rack up, raising red flags to senior leadership.

Employee turnover

If your team is experiencing the above signs, the risk of higher employee turnover occurs. If your team is overwhelmed and overworked, they will ultimately seek other opportunities that offer more resources and better work-life balances. When employees start leaving, your quality of work further declines, projects become impossible to complete, and your company loses money by the fistful.

Solutions to understaffed IT teams

So, with 29% of IT departments believing they lack the adequate personnel to function properly, what can your team do to solve this issue before it transpires into something much graver?

Address the situation with your team

The first thing you should do is address this understaffing issue with your team and identify the cause. Provide examples to your boss or leadership team of why your department is understaffed and the results of the dilemma. Solving this problem may be as simple as bringing it to light to the right people. Share where you are spending your hours and each task you are responsible for working on. Once you identify the source of the problem, you can work on a solution.

Hire a contract worker

If the root of the problem is simply being understaffed, the only solution is to bolster your IT group. One way your team can get support is by hiring a contract worker. If you need help in one specific area, hiring a contractor might be a great solution. You can hire a temp worker with a flexible schedule that meets your department’s needs. If you only need to enlist help for a particular project, this might be the best option. Once their support is no longer needed, you can terminate their contract, saving your team the hassle and costs of laying off a permanent employee.

If this sounds like the best solution for your IT needs, JSG can work with you to source qualified contractors that will fill any critical staffing gaps.

Outsource some of your IT projects or tasks

Moreover, if your staffing shortages are more critical, it may be time to consider outsourcing part of your IT tasks. Now that you understand where your team’s deficiencies are, you can outsource those responsibilities. So, if your team is getting bogged down with troubleshooting hardware devices, you can easily outsource your helpdesk support. Whatever your shortcomings are, you can outsource those tasks to a certified JSG expert with our IT Consulting Services.

With JSG’s extensive IT consulting service offerings, we can create a custom solution that is the perfect fit for your organization. We offer 24/7 support and are ready to alleviate your IT team’s staffing shortages. Therefore, if this solution sounds like an excellent fit for your needs, reach out to our IT Consulting Services experts today, and let’s have a conversation!

How To Normalize Employees Taking Mental Health Days

How To Normalize Employees Taking Mental Health Days

Following an extremely taxing year on the North American workforce, more workers are prioritizing mental health in their careers. They are purposely seeking out companies that offer mental health days and normalize taking that much needed time to recharge. However, companies are not rising to the challenge. In fact, according to a Deloitte survey, “95% of employees who have taken time off due to stress named another reason, such as an upset stomach or headache. Also, less than 30% of employees feel comfortable talking to their managers about their mental health, and even less (25%) to HR.” So, how can your company attract these candidates and create a more successful team overall? Try implementing these three strategies to normalize mental health days in your workplace.

Change Your Policies

The first thing you must do is implement a concrete change in policies. Don’t just assume that your allocated “sick time” will attract new candidates. Talk to your HR team about changing the PTO policy to explicitly include mental health days so that employees know this is accepted and encouraged.

Advertise Your Priorities

After you’ve made a change to your policies, shout it from the rooftops! Advertise it on your website, include it in your job descriptions, even build a social media campaign around it. Everyone from current employees to prospective candidates should understand that your team supports mental health days. You will be amazed at how this small change can attract impressive talent!

Encourage The Use Of Mental Health Days

As a result of “unlimited vacation day” policies, we learned that just because a perk is offered doesn’t necessarily mean it’s utilized. Fostering a supportive mental health culture will take ongoing work. Check-in with your team members often, and keep the mental health policy top of mind. If you notice that someone is struggling, encourage them to take a couple of days to recharge! Sometimes people need a break more than they’d like to take one.

These are just a few ways that your company can start supporting time off for mental health. This is a trend that will only continue to grow in the corporate world, and it’s essential that you don’t get left behind in order to remain competitive. Interested in learning more ways to support your team and hiring efforts? Explore our client resources!