attract Millennials in 2020

How to Attract Millennial Talent in 2020

Did you know that Millennials will make up nearly 75% of the workforce by 2025? In just five short years, the generation that roughly ranges from ages 24-39 will be the largest group in the workforce. In other words, your team must change the way they attract and retain talent to ensure they aren’t pushing away the largest workforce population. Here are three ways your team can attract Millennials in 2020.

Try to better understand Millennials

Millennials are often misunderstood. There is a lot of controversy and confusion when discussing where this generation begins and where it ends. According to Pew Research, Millennials are the generation born between 1981 and 1996. And there are a lot of misconceptions and stereotypes plaguing this generation. At the top of the list are generalizations such as they’re narcissistic, lazy, and technology addicted. But these are just stereotypes. You can say all these things about anyone in any generation. So instead of just falling victim to all of these fallacies, employers need to take time to understand the soon-to-be largest workforce in the world.

Positive employee experience

Once you develop a better understanding of who Millennials are, we can examine what they want in an employer. We’ve all seen movies and memes that exaggerate Millennials in the workplace with foosball tables, unlimited snacks, and dogs in the office. Sure, those things are all nice, but that’s not what Millennials genuinely desire in a prospective employer.

According to a recent survey, these are the top six things Millennials want in the workplace:

  • To be understood by their employer
  • The opportunity to learn and grow
  • They want to be highly engaged
  • They want to make a difference
  • The authenticity of your company
  • Flexibility

In other words, Millennials just want to be respected, feel like they belong, and flexibility within their job. One of the key features employers can offer to their employees to attract this generation is a healthy work-life balance. Millennials care deeply about their lives outside of work. They want to be able to spend time with their families, work from home on occasion, and take time off to “unplug” from their job.

recent study also illustrates that Millennials are willing to take a pay cut for a better work-life balance, and 58% of them rank work-life balance as being more important than financial benefits. Therefore, you may not be able to entice Millennial candidates with just financial benefits alone.

Stick to your company values (and mean them!)

This generation is passionate about their beliefs, and they want their employers to value them as well. Millennials are the most environmentally conscious generation in today’s workforce. They want a company that cares about sustainability just as much as they do. According to another survey, 75% of Millennial workers are willing to accept a smaller salary to work for a company that values sustainability.

Additionally, another study illustrates that Millennials won’t accept a job offer if the company isn’t socially responsible. Therefore, if you want to hire Millenials in 2020, your mission statement and core values have to be more than just text on your website. To attract this generation, you must stand behind your company values.

Be conscious of your Millennial hiring strategy

Millennials are taking over the workforce, and it’s essential to have a better understanding of them. Keep these three things in mind when developing your hiring strategy to help you attract Millennials in 2020.

How To Avoid False-Positive Hiring Decisions

How To Avoid False-Positive Hiring Decisions

There is an art to interviewing, and just because someone has mastered that aspect it doesn’t necessarily mean they are the right person to hire, which is why we want to discuss false-positive hiring. This is when you hire someone who excels during the interview but underperforms on the job once hired. How can you avoid making this fateful mistake? Follow these 3 steps to ensure that you aren’t hiring candidates just because they’re an expert interviewer.

Dig deeper

Many interviews feature the same questions. “Why do you want to work here?” “What are your strengths and weaknesses?” “Why should we hire you?” And while these questions can be an effective initial gauge, it’s crucial to push candidates a little further in order to understand their true personalities and motivations. Always ask candidates to elaborate on their answers and ask further questions based on their responses.

Seek diversity

When sifting through resumes and conducting interviews, be sure to assess a variety of candidates. Seek diversity in gender, age, ethnicity, experience, and more. It’s been proven that teams with more diversity consistently perform better and are overall more successful. Additionally, this will allow you to avoid confirmation bias, wherein you hire someone whom you think would be suitable for the job without actually assessing their skills

Set clear expectations about the job (and follow-through)

When candidates have an idyllic concept of the job they’re interviewing for in their mind, they may just say anything necessary to get the job. To truly understand if someone will be a good fit, explain all aspects of the job, good and bad. Ask behavioral questions centered around the challenges of the position to avoid false-positive hiring. Pry the candidate on how they work on teams, individually, and how they like to be managed. Discuss 30, 60, and 90-day goals and how employees are evaluated at each stage. Be sure to follow through on those evaluations, and don’t be afraid to set high expectations!

Looking for more tips on how to improve your hiring process? Connect with one of our experienced team members today!

How To Avoid False-Negative Hiring Decisions

How To Avoid False-Negative Hiring Decisions

Hiring is a tough game in today’s market. There are all sorts of obstacles that could prevent you from hiring your next great employee. False-negative hiring is one of those hurdles that can cause you to miss out on incredible talent. When a candidate who would have been a great employee underperforms in an interview, leading you to decline their application, that is false-negative hiring. And because you don’t exactly know what you’re missing out on, it can be challenging to avoid! You can, however, try these 3 tactics to avoid a false negative hiring situation and land your next successful team member.

Help your candidates prepare for the interview

One of the main things you can do to level out the hiring field is to prep your candidates for their interviews. Those who are less polished at interviewing or who get nervous when put on the spot will appreciate having information ahead of time. Have your HR team send an email to candidates with all of the interview details; who they’ll be meeting with, parking details, relevant websites and social media, and even interview questions they can expect.

Don’t throw in oddball questions

While it may be trendy to ask questions like “how many rubber duckies fit in an airplane?” it’s not helping you hire lasting team members. Keep your interview questions straightforward. Every question should have a purpose behind it and add value to both the interviewer and the interviewee.

Be transparent about the hiring process

When your candidates understand the steps and timeline of a hiring process, they can be better prepared. Transparency will also establish loyalty to your company and excitement about the position. When candidates are left in the dark, wondering about the next steps or if they’re still in the running, they may pursue other options or simply feel distanced from the opportunity.

Looking for more tips on how to improve your hiring process? Connect with one of our team members and get the conversation started!

hiring metrics

Understanding Your Hiring Metrics in 2020

LinkedIn just released its new Future of Recruiting Report with insights into the hiring metrics that you should be tracking in the new year. In 2020, they are encouraging businesses to monitor “the direct business outcome of your efforts.” To help you achieve hiring success this year, we’re breaking down how you can utilize these essential hiring metrics.

Quality of Hire

While the quality of hire is incredibly challenging to measure, it can be one of the most effective ways to understand the value of your efforts. When you partner with a recruiting team like Johnson Service Group, we work to help you define your own metrics for success when it comes to a successful hire. From the start of our recruiting efforts, we strive to understand what it takes for a candidate to be successful within a specific role, team, and at your company as a whole. We apply those standards throughout our entire recruiting and hiring process. 

Additionally, we keep in touch with our candidates and hiring managers after they’re on-boarded to ensure a successful hire.

Sourcing Channel Effectiveness

With a plethora of recruiting tools on the market, it’s essential to understand which channels are yielding the most value. While some sourcing and recruiting tools may appear affordable on the surface, when tracked against the quality of hire, you may find that they actually cost you MORE money in the long run.

Assessment Effectiveness

Many companies use assessments to understand candidates better and how they may fit on a particular team. But when was the last time you measured the effectiveness of the assessment and interview process? Examine your hires over the past few years and study their assessments and interview notes. More than likely, you’ll be able to pick up on a few patterns. Is there anything in particular about candidates that went on to be rockstars? What do you notice about candidates that didn’t work out?

The better you understand your hiring metrics, the more effectively you can allocate your time and money. Need help with forming your hiring strategy in 2020? Talk to a Johnson Service Group expert to find out how you can hire the talent you need this year.

Behavioral Interview Questions

Behavioral Interview Questions You Should Be Asking Candidates

Interviewing candidates can be challenging. Not only is it time-consuming, but also there is a lot of pressure to determine precisely if this person will be the right fit for your position, team, and company as a whole. One of the best ways to do this is via behavioral interview questions. In fact, behavioral interviewing is often considered to be the most effective technique across different levels, organizations, and industries.

Here is a quick synopsis of behavioral interviewing from SHRM:

“Behavioral interviewing focuses on a candidate’s past experiences by asking candidates to provide specific examples of how they have demonstrated certain behaviors, knowledge, skills, and abilities. Answers to behavioral interview questions should provide verifiable, concrete evidence as to how a candidate has dealt with issues in the past. This information often reveals a candidate’s actual level of experience and his or her potential to handle similar situations in your organization.”

So, which behavioral interview questions should you ask in order to compare candidates and determine their qualifications objectively? Let’s jump right into a few of our favorites here at JSG.

Describe your proudest professional accomplishment.

This is a great question to kick off a behavioral interview. It allows the candidate to reference something they’re passionate about and gets them more comfortable right off the bat. When listening to their answer, try to pick up on a couple of cues. Do they give credit to other team members? How significant of an accomplishment was it? Did this accomplishment assist in propelling their career development further?

Tell me about a time you failed. What could you have done to make it better, and how did you move past it?

Everyone has failed at some point in their career. In fact, your best candidates will have experienced plenty of failures. The difference is that they will have learned and grown from each situation. Avoid candidates who dance around giving an actual failure. Don’t take a page out of Michael Scott’s book. This is not the time for a fluffy answer of “I care too much.”

Behavioral Interview Questions

Give me an example of a time when you had to work with someone whose personality was different from yours.

This question can be tricky to answer. You are NOT looking for the candidate to throw a previous coworker under the bus. You should be, however, interested in discovering how they handle conflict in general. Do they address it head-on or look for support from upper management? There isn’t necessarily a right or wrong answer, but the insights you gain can help you understand how to manage this person best.

Describe a time when you were juggling a lot of different projects. How did you prioritize?

The logic behind this question is twofold. First, you’ll be able to understand what the candidate deems as “a lot of projects.” Second, you’ll get an inside peek into their thought process. Everyone gets overwhelmed at times; it’s how we handle it that’s most important.

So, these four behavior interview questions will help you determine if the candidate is a true fit for your team.

streamline your hiring process

How to Streamline Your Hiring Process in 2020

Many companies are slowing down right now. The holidays are just around the corner, and that much-needed time off is directly in your sight. But if you’re a hiring manager, the opposite is likely occurring. You’re figuring out ways to get your critical roles filled and how to do it more efficiently next year. However, this can be challenging if you have an inefficient hiring process. If you’re reflecting on how you and your team can better navigate our tight job market, here’s how to streamline your hiring process in 2020.

Write better job descriptions

The first thing you want to do is take a 10,000-foot view of your job descriptions. No matter how great your hiring process is, if your job descriptions stink, you’re not going to get the right resumes on your desk. Many job seekers are only casually browsing, and thus, your job description really needs to stand out at them. Make them concise, engaging, but not too fluffy. Share a little glimpse of your culture and why your company would be an excellent employer. If you’re ever unsure about your descriptions, read one over and ask yourself if you’d apply for the job. If the answer is no, you have some work to do!

Ask for interview feedback

If you are hosting interview after interview with no luck, why not ask your candidates for some feedback? Whether it’s a brief survey you send them or a simple email, it’s never a bad idea to hear how you can improve from those going through your hiring process. If a candidate backs out of the process or declines your job offer, don’t be afraid to ask for some constructive criticism. This can be an invaluable exercise to help improve your hiring process in 2020.

Move it along efficiently

We won’t spend too much time here as we have discussed this topic numerous times throughout the year. Your team must speed up your hiring process. We have a saying in our industry: “time kills all deals.” In this hot market, you will lose out on your candidates if you take too long to interview, onboard them, or fail to provide feedback to your recruiters.

Partner with a recruiting firm

Speaking of recruiters, one of the easiest ways to streamline your hiring process in 2020 is to partner with a recruiting firm, like Johnson Service Group. We will take the leg work out of your recruiting efforts by sourcing, interviewing, and communicating with candidates. If you’re looking to improve your hiring next year, let’s work together and help you find the talent you need.

partnership with a recruiter

How To Make The Most Out Of Your Partnership With A Recruiter

If you’ve decided to partner with a recruiter to fill your critical needs, you may already be ahead of your competition. However, more and more companies are joining forces with recruiting powerhouses in order to compete in this candidate-driven market. So how can you ensure that you are getting the most out of your partnership with a recruiter? Follow these three steps, and you’ll be on your way to hiring top talent in no time!

Communicate Often

Open lines of communication are absolutely essential to maximizing a recruiter’s value to your team. At JSG, we hustle to get the best candidates in front of you as quickly as possible. Oftentimes, these candidates are juggling multiple interviews, with offers from several companies rolling in at once. So it’s vital that you let us know who you want to interview quickly and provide feedback immediately.

Likewise, if you have questions or find yourself wanting more from the candidates we submit, let us know! The more information we have about the position, your team dynamic, and company culture, the more accurate our search is for finding your next great hire.

Be Open To Advice

At Johnson Service Group, we have placed tens-of-thousands of candidates with hundreds of companies. Along the way, we’ve gathered some insights into hiring trends and processes. We do our best to ensure that you are able to hire the best candidates available. Thus, we’ll offer advice along the way! Maybe your salary is a bit too low for the skill set, or you’ll be able to get an out-of-this-world candidate if you offer relocation. Open yourselves to our feedback for a chance to secure the talent you need to take your team to the next level.

Streamline Your Hiring Process

Last, but certainly not least, you must streamline your hiring process as much as possible! In this candidate-driven market, competition for great candidates is hot, and they are not available for long. And while we try to submit our candidates exclusively to our clients, it may be out of our control if they are ready to make a move right now. Consider skipping multiple phone interviews and bring candidates on-site as soon as possible. Did you receive a candidate you absolutely loved? Don’t hesitate and continue interviewing “just because.” Let us know when you’re ready to extend an offer, and you’ll have a next-level employee in no time!

If you’re ready to start your partnership with a recruiter, reach out to us today and let’s work together.

behavioral interview questions

Behavioral Interview Questions You Should Be Asking Candidates

Interviewing candidates can be challenging. Not only is it time-consuming, but there’s a lot of pressure to determine precisely if this person will be the right fit for your position, team, and company as a whole. One of the best ways to do this is via behavioral interview questions. In fact, behavioral interviewing is often considered to be the most effective technique across different levels, organizations, and industries. 

Here is a quick synopsis of behavioral interviewing from SHRM

“Behavioral interviewing focuses on a candidate’s past experiences by asking candidates to provide specific examples of how they have demonstrated certain behaviors, knowledge, skills, and abilities. Answers to behavioral interview questions should provide verifiable, concrete evidence as to how a candidate has dealt with issues in the past. This information often reveals a candidate’s actual level of experience and his or her potential to handle similar situations in your organization.”

So, which behavioral interview questions should you ask to compare candidates and determine their qualifications objectively? Let’s jump right into a few of our favorites here at JSG.

Describe your proudest professional accomplishment. 

This is a great question to kick off a behavioral interview. It allows the candidate to reference something they’re passionate about and get comfortable right off the bat. When listening to their answer, try to pick up on a couple of cues. Do they credit other team members? How significant of an accomplishment was it? Did this accomplishment assist in propelling their career development further?

Tell me about a time you failed. What could you have done to make it better, and how did you move past it? 

Everyone has failed at some point in their career. In fact, your best candidates will have experienced plenty of failures. The difference is that they will have learned and grown from each situation. Avoid candidates who dance around, giving an actual failure. This is not the time for a fluffy answer of “I care too much.” You want a real answer that demonstrates that the candidate is self-aware and capable of learning from and moving on from shortcomings.

Give me an example of a time when you had to work with someone whose personality was different from yours. 

This question can be tricky to answer. You are NOT looking for the candidate to throw a previous coworker under the bus. You should be, however, interested in discovering how they handle conflict in general. Do they address it head-on or look for support from upper management? There isn’t necessarily a right or wrong answer, but the insights you gain can help you understand how to manage this person best. 

Describe a time when you were juggling a lot of different projects. How did you prioritize? 

The logic behind this question is two-fold. First, you’ll be able to understand what the candidate deems as “a lot of projects.” Secondly, you’ll get an inside peek into their thought process. Everyone gets overwhelmed at times; it’s how we handle it that’s most important.

Behavioral interview questions are a great technique to determine if a candidate is a right fit for the position and your team. If you want to read some of our other go-to interview advice, check out our blog!

hiring process

This Is Where Your Hiring Process Fails

Are you having a hard time hiring in today’s competitive market? Do you find yourself mulling over your hiring process, wondering where it all went wrong? While every situation is different, and occasionally some factors are  entirely out of your control, we can often pinpoint exactly what went wrong. Here are three basic reasons why your hiring process is failing.

It Takes Too Long

The number one reason candidates stray from your hiring process is because it takes too long! There is a saying in the recruiting world, “time kills all deals,” and it is truer than ever in this candidate-driven market. With multiple job offers on the table, candidates don’t have time to wait for a long, drawn-out hiring process. The longer your process, the more likely your candidates will pull out of contention.

You Require Too Many Interviews

To add another layer, requiring too many interviews can significantly affect the length of your hiring process. When the “interviewing stage” consists of phone interviews, video interviews, panel interviews, in-person interviews, informal team meet-and-greets, etc., your candidates will undoubtedly be turned off. Keep your interview process simple and only involve those who are on a “need-to-know” basis. If you can eliminate steps throughout your process, you will save valuable time and resources without spooking your candidates.

You’re Afraid to Commit

If you’ve interviewed a fantastic candidate, but are still hesitant to pull the trigger, you could be missing out on a great opportunity. Once you’ve found a strong candidate, stop scheduling more interviews! If you go all-in on a job prospect, they’re likely to return the favor.

If you find your hiring process lacking, it’s time to partner with JSG. We have helped thousands of clients discover qualified candidates, improve their hiring process, and achieve their growth goals. Contact us today to learn more!

Ghosted By Candidates

3 Reasons Why You’re Being Ghosted By Candidates

With an unemployment rate of 3.5 percent, almost every employer out there has been ghosted recently. Job seekers are optimistic about today’s job market and are taking risks when committing to job offers. So much so that 28 percent of candidates have backed out of a job offer after accepting it. And nearly half of those “ghosts” (44 percent) did so because they accepted a more lucrative opportunity. If you don’t want to join the 83 percent of employers that have been ghosted by candidates, here are three reasons why candidates are ghosting you.

The job market is scary good

With 7.1 million job openings throughout the country, there are literally millions of different opportunities out there. And with a 6.26 percent decrease in unemployment claims year-over-year, there isn’t an abundance of available workers. In other words, the labor market is a frightening place for employers. With so many job opportunities to pick from and a rapidly shrinking talent pool, job seekers have the luxury of being selective.

Your hiring process is driving candidates batty

If your process is too slow, you are more likely to be ghosted by your candidates. If it’s taking you weeks to reach out to candidates for a phone screening or an initial interview, you’re likely too late. Hiring managers are currently filling jobs in less than four weeks. So, if your process is taking much longer than that, you are probably going to miss out on candidates. Try to find bottlenecks in your process that are taking too long. Once you’ve identified hiccups, you can adjust your hiring process relatively painlessly to scare off the ghosts.

Your offer letters are full of cobwebs

In today’s market, you have to present candidates with a strong offer from the get-go. If you’re not competitive with your compensation or other benefits, you may be scaring job-seekers away. Many candidates are receiving multiple offers, so if you don’t provide a desirable offer quickly, they will join the 44 percent of job seekers that back out for more lucrative offers.

If your team is struggling to combat all of the job-seeking ghosts out there, reach out to a professional recruiting firm that specializes in your industry. We have all the tools your team needs to fight off the job seeking ghouls and goblins. Contact us today!