Why Summer is A Great Time to Hire

great time to hire

Most of us have been patiently waiting for summer. Longer days, warmer weather, and much-needed vacation time. But before you start to kick back and relax, it’s time to think about your hiring needs. There’s a common myth that summer is the slowest hiring season. Many people believe hiring slows down because there are not as many opportunities available. That simply isn’t true. With a 50-year low unemployment rate and 7.5 million job openings, the labor market is the busiest it’s been in decades!

Don’t let summer slow you down and deviate your hiring needs. Here are a few reasons why it’s actually a great time to hire.

Hiring tends to slow down

Typically, many employers slow hiring efforts during the summer months. Your fellow employees may be on vacation or taking advantage of “Summer Fridays.” These absences can make it difficult to coordinate panel interviews, and ultimately, make hiring decisions. However, with an unemployment rate of 3.6 percent, the pool of candidates to choose from is still shrinking.

Many companies desperately need talent, so it’s a great time to take advantage of your competition’s lack of attention to their hiring needs. With fewer hiring managers and human resource professionals hunting for candidates, there will be less competition for your company to swoop in and find fantastic candidates.

Additionally, many younger candidates have just graduated and are looking for their first career opportunity. Take advantage of this fresh pool of applicants and find some recent college grads to fill any entry-level roles.

Candidates are taking vacations

Many people patiently wait to take their vacation or paid time off during the summertime. This available time opens up the perfect opportunity for squeezing in an interview.

If a candidate is already taking a week off for a vacation, it may be easier to tack on an extra day for an onsite interview. Or if it’s just a phone interview, most people can spend 30 minutes to an hour away from the beach or family for a brief conversation. Don’t let vacation time scare you away from searching for the candidates your team needs!

Faster hiring process

Everyone is busy in the summer. Employees are out of the office and departments are balancing multiple projects. The faster you can add qualified people to your team, the faster they can get acclimated and start making an immediate impact. This is great for your company’s bottom line as the average job vacancy takes 42 days to fill at a cost of $4,129. Thus, by making smart hiring decisions quickly, you are saving your department money in the long run. It’s a win-win situation!

Just because the sun is shining, doesn’t mean you should put your hiring efforts on hold. In fact, hiring for critical needs during the summer months might be just what your organization needs to do in order to get ahead of your competition!

cost of vacancy

Are You Aware of the Cost of Vacancies?

cost of vacancy

In this crazy labor market, it’s not uncommon for an employer to have multiple vacant positions. But have you ever thought about the direct and indirect costs associated with a vacancy at your organization? It’s costing your company a lot more than you may think! Here are a few costs incurred by vacant positions and some tips on how to mitigate them.

Cost of vacancy

The average time to fill a vacant position is 42 days at a cost of $4,129. That’s $98 per day. That’s an extraordinary cost to your company’s bottom line, especially if you have numerous unfilled positions.

However, the time-to-fill and costs vary from industry to industry. In the Professional and Business Services industry, the average time-to-fill is only 25.2 days, just over three weeks. However, average time-to-fill vacant positions in the Healthcare industry is a staggering 49 days. So, depending on your industry, that $98 per day price tag can really add up!

Others are picking up the slack

If you have multiple vacant positions, chances are others on your team are picking up the slack. This is especially true if these vacant positions are critical to the operations of your organization. Regardless of how understaffed you are, some things cannot be left undone. So, now you have employees trying to do their job and someone else’s jobs. And if that’s the case, both jobs are probably not being done as well as they should be.

Unfinished work

The interviewing process takes time (22.9 days on average, to be exact). That’s a long time to take hiring managers, HR, and your team members away from their day-to-day tasks interviewing candidates. With employees away from their desks or workstations, the unfinished work starts to add up. Orders don’t get placed on time, projects start to fall behind, and even your customer service may start to suffer. All of these factors cost your company money (and possibly it’s reputation.)

Speed up your hiring process

The average length of the interviewing process is just over three weeks. If you’re looking to reduce the costs of vacancies at your organization, try to reduce the length of your interviewing process. Don’t wait to bring good applicants in; in a candidate-driven market, they won’t last long! Be open to phone or video interviewing in order to move things along.

After an interview, don’t wait more than a few days to make a decision. Quickly decide whether you want to present an offer or not. The longer you wait, the higher the odds of you getting ghosted by a candidate and having to start your search all over again.

Quick onboarding process

If you’re waiting to start onboarding your new employees once an offer is presented and accepted, you’re making a crucial error. The longer they wait, the more opportunities other companies have to send them a competitive offer. With an unemployment rate of 3.6 percent, your team can’t afford to wait. There are plenty of opportunities out there and if you don’t speed up your onboarding process, a candidate may bail on you and accept a stronger offer from one of your competitors.

Don’t go at it alone

If you are struggling to identify ways to improve your hiring process or implement the changes necessary to attract talented candidates, don’t fight this uphill battle alone. Partner with a recruiter, like one from Johnson Service Group, to get the help you need and reduce your costs incurred from those daunting vacant positions.

attract talent

5 Ways To Attract Talent To Your Company

attract talent

With the unemployment rate at 3.6%, it’s a near 50-year low in the United States. It has been a candidate-driven market for quite a while now, making it incredibly hard for companies to hire the talent they need to take their organization to the next level. Because of this, it’s necessary to get a little more involved in recruitment in order to accomplish your hiring goals. Here are 5 great ways you can attract talent to your company throughout the entire process.

Demonstrate Company Culture

Now more than ever, company culture is at the forefront of employment conversations. Gone are the days when candidates were on the market for “just a job.” With the plethora of options out there, they are now weighing a multitude of factors such as work-life balance, leadership structure, and perhaps most importantly, company culture. Help candidates envision what it will be like to be a part of your team, from the moment they first read the job description. Paint a picture of the office, the makeup of the department, and how they’ll work with the rest of the company. For bonus points, list any special perks your company might offer like volunteer time, special events, or unique benefits.

Get The Team Involved

If you’ve taken the time to build a strong team, it’s to your benefit to show them off during the hiring process. Not only will they advocate for your company, but they’ll also be able to give a deeper look into the company culture. When it comes to making hiring decisions, having the opinions of your employees on who would be the best fit can only help to strengthen the team as a whole.

Act Quickly

There’s a popular saying in the recruiting industry – “time kills all deals.” In this tight market, candidates are often interviewing at multiple companies, and receiving offers as soon as a week from submitting their application. The faster you act on top candidates, the more likely you’ll be to secure a hire. Schedule interviews as quickly as possible, and even be open to the possibility of providing an offer after a phone or video interview. Bonus tip: Include an “expiration date” when you make the offer so that the candidate has a definitive time frame.

Present A Strong Offer

It’s no longer an option to “start low and see where we go from there” when offering a position to a candidate. Come in with a strong offer from the get-go, so that there’s not a lot of room for back-and-forth or comparison with other job offers. Be sure to explain in detail all of the different benefits included in the package, ranging from bonus structure to healthcare options. It’s essential that candidates have a comprehensive offer package to view when comparing options.

Partner With A Recruiter

Is all of this starting to sound a little overwhelming? Well, then you’ll love this option. Partnering with a recruiter helps make steps 1-4 a lot easier. A great recruiting company will cover all these points and more to help your team attract talent. They’ll find candidates much faster than you can through a traditional job posting; they will ensure that the interview process moves along slowly; they’ll give details on who will be involved in the interview process and why; and they can even help you secure a verbal offer before your HR department has a chance to put together all of the paperwork.

Start the conversation with JSG today to find out how we can help you attract the talent you need in today’s competitive market.

organization

2 Easy Ways to be More Organized in the Office

organization

Good organization is one of the areas that almost all of us could improve in. Obviously, some people are messier than others. However, your organization extends past manila folders and to-do lists. We see people working to be more organized in their homes (think the Marie Kondo craze on Netflix), but what can you do to increase work-based organization, and as a result, be more productive?

Your calendar is your friend

Your calendar represents your life, or at least your life at work. It also serves a dual purpose as it reminds you of obligations, but it also alerts others in your organization to when you’re busy, where you’re located, or what you are working on. Keeping an organized, up-to-date calendar helps ease lines of communication in the office when a supervisor or boss can quickly find what you are up to, without having to call or send an email. Whether you (or your company) uses Outlook, Google Calendar, iCal or others, you have the ability to send meeting invitations, set reminders, and even color-code specific event types.

But like anything, if you utilize it in the wrong way you may find that your work-based organization suffers. With your calendar, ensure that you are scheduling relevant items. If a meeting is canceled be sure to remove it from the day. Or, if a recurring event ends duration, ensure it isn’t taking up space on your calendar just because. Like an email inbox, calendars can quickly become cluttered if not attended to or maintained. If you miss a scheduled phone call because you had to take extra time to search through a jumbled calendar, the tool that is designed to help you could actually be hurting you. Keep your calendar organized and remain as productive as possible!

Declutter your workspace

I am sure you can think of at least one person who is that person in your office. That person may even be you. Their desk is piled high with papers and documents, nothing is filed, but they swear they know where everything is. This is just how they work best. Well, science says this is wrong. More specifically, neuroscientists from Princeton University say this is wrong.

In their 2011 study titled, Interactions of Top-Down and Bottom-Up Mechanisms in Human Visual Cortex, they found that when there is too much “stuff,” he or she had a significantly harder time being productive. To put it simply, anything not directly related to the task at hand is distracting. Your productivity drains every time something unrelated catches your attention and takes time away from the task at hand. A clear desk minimizes these distractions and as a result, drives productivity.

Keep these tips in mind and see how your new-found organization skills help you be more productive at work.

labor market

First Quarter Roundup: The Labor Market is Still Going Strong

labor market

Spring has finally sprung, and the first quarter of 2019 has come and gone. There was a lot of speculation that the labor market was going to slow down this year. However, the job market is still roaring, and we’ve had 102 consecutive months of job growth. In fact, job gains have averaged 180,000 over the past three months.

Average hourly wages also were much better than expected. Over the last 12 months, the average hourly earnings rose by 3.4 percent, a rate that we have not seen since April 2009. This drastic growth in wages illustrates that employers are still struggling to find qualified workers and that the market is getting even tighter.

If you’re still struggling to attract candidates in this tough market, here’s a few things you can do to improve your chances of finding top talent.

Candidates want a faster process

We cannot stress this enough. Regardless of where you’re located or what industry your organization operates in, you must streamline your hiring process. Identify and eliminate any unnecessary steps in your hiring process. With more job openings than unemployed people in the US, candidates have plenty of options to choose from.

The average hiring process in the US takes about 23.8 days. Take some time to examine your hiring process and see how the average length of your hiring process stacks up with the national average. If you’re dragging your feet or taking too long to contact, interview, or even onboard candidates, you may run the risk of being ghosted. Many candidates will choose whichever offer comes in first, which may even be your competition. Even if they have accepted your job offer, if you’re waiting weeks and weeks for their first day, you run the risk of losing them to another company who will start them immediately. To mitigate this, make your decisions quickly and reduce snags in your process.

Great company culture attracts candidates

Company culture is becoming more important for candidates. Employers need to demonstrate a great company culture to attract and retain great candidates. This is important to note because Millennials will soon be the largest demographic in the workforce. By 2025, Millennials will make up nearly 75 percent of the workforce.

With that being said, Millennials care more about company culture than any other demographic. In fact, on average, Millennials would be willing to take a $7,600 annual pay cut to work at a job with a more desirable culture. This generation wants better work-life balance and employers who are more involved in the community. To ensure you retain your younger employees, make sure you take a good look at your company’s culture; see if there are places where you can make changes to attract this demographic.

Work with a recruiter

If you are struggling to fill your critical positions or retain employees, it may be time to seek out some help. At JSG, we will take the weight off of your shoulders. Our comprehensive screening process thoroughly evaluates the candidate’s technical ability, interpersonal skills, and reliability to ensure each candidate we present to you is a perfect fit.

If you want some help navigating this competitive labor market, reach out to one of our professional recruiters today!

soft skills

What Are Soft Skills and Why Are They Important?

soft skills

If you are on the market for a new job, you are not alone. With roughly 7.6 million job openings across the US, people are leaving their jobs for better opportunities every single day. If you’ve been browsing potential new careers, there’s no doubt you’ve seen employers express interest in “soft skills.” So what are soft skills are why do employers care about them so much?

What Are Soft Skills?

Soft skills are a mixture of your social, people, and communication skills that, combined with your personality traits, allow you to understand an environment and work well with those around you. They contrast with “hard skills,” which are typically more technical in nature, specifically teachable and can be defined or measured. Think of a person’s writing ability or familiarity with a software program.

Soft skills are intangible and usually unteachable, meaning you can’t sign up for a class to acquire them. Common examples include:

  • Critical Thinking
  • Leadership
  • Time Management
  • Emotional Intelligence
  • Problem-Solving
  • Adaptability

Why Are They So Important?

Soft skills are important because of their rarity. Not everyone has the ability to think critically, the same way not everyone knows how to create websites. But it is often easier to teach someone to use a program than it is to change the way they interpret a problem. For this reason, managers are sometimes forced to pick between candidates who possess hard skills or soft skills, but not both.

One person may be gifted in the technical areas of a job description but is evidently a horrible communicator. Another may lack experience in the technical disciplines, but has a track record for creative problem-solving and leadership experience. Often, the latter candidate is more attractive, as hiring either person comes with the expectation of them learning the skills they lack. Because hard skills are easier to teach, employers look to hire those who will ultimately be successful with the right training from leadership.

To illustrate this point, LinkedIn’s Global Talent Trends 2019 report, 92% of talent professionals reported that soft skills are equally or more important to hire for than hard skills.

How Do I Showcase Them?

The hard thing about soft skills is demonstrating you possess them. Anyone can say they are a good problem solver and adaptable on their resume, but how do you prove this? The best opportunity you may get is in your cover letter. Use the cover letter to tell a story that lets these intangibles shine through your background and experiences. Give specific examples of a time or a project that was a success and connect it to a solution you devised.

This strategy is the same if you find yourself in an interview. List relevant experiences and connect your soft skills to why you were successful. If you can prove you have attained these skills, most hiring managers will be thrilled to speak with you!

good employees leave

Why Good Employees Leave

good employees leave

One of the biggest challenges businesses face is finding and acquiring the right talent. Leadership is tasked with developing employees and setting the groundwork for them to contribute and be successful. Ideally, the process is successful, and that entry-level new hire develops into one of your best employees. But then one day she tells you she is leaving. Leaving for another role, with a different company, and now you not only have to replace an employee – you must replace a key piece of your organization. So why do good employees leave, and how do we get them to stay?

Candidate-Facing Market

While the job market cooled down over the month of February, the last three months have seen an average of 186,000 jobs created. With these many opportunities, employers all over the country are searching for top talent that they can plug into their own organizations. Your best employees may not be actively looking for a new job, but you are still at risk of losing them.

Passive candidates are becoming quite the commodity, with recruiters leveraging online resources like LinkedIn to present them with new, often more financially-attractive positions. So how do you combat this and ensure your best employees stay?

Don’t Tolerate Laziness

One of the simplest ways employees begin to lose faith in their employer stems from a lack of accountability. Your best employees come to work, ready to work, every day. They strive to exceed expectations and meet deadlines. They help others and actively seek out new tasks once their previous responsibilities are met. If you have someone constantly going above and beyond, one of the quickest ways to ensure they stay is to tolerate laziness from others.

If your superstar constantly sees others doing much less with no consequences, where is their motivation to continue exceeding expectations? The lack of work reflects badly on their peers, but it speaks volumes about what kind of leader you are. If you ignore this, your employee will think you either don’t notice or worse, don’t care. Either will steer talent out of your office and into someone else’s.

Bad Mid-Level Managers

Company culture is a huge component of both why people choose to work somewhere and why they decide to stay. Often, managers have the largest hand in enforcing and promoting said culture. Bad management will have a negative effect on your company culture, which in turn has a negative effect on your employees. Employees looking to escape this often see switching jobs or employers as the only way out.

But what does “bad” management look like? While it varies based on the expectations an employee might have, over-bearing micromanagers are the first that come to mind. People don’t like to feel controlled and distrusted, and will leave for roles with more independence. Similarly, management that is uninspiring or underachieving doesn’t create the support system that most employees need to be successful. Ensure that whatever company culture you claim is reflected in the leadership styles and actions of managers, or your employees will find an organization that does.

If you are still struggling to fill the void of good employees leaving, you’re not alone. Partner with a recruiter that will help you find candidates that’ll make a lasting impact on your organization.

hiring process

How to Take the Luck Out of Your Hiring Process

hiring process

With St. Patrick’s Day around the corner, you’ve probably started seeing lots of four-leaf clovers, leprechauns, and pots of gold. However, with this candidate-driven market, you’ll need a little more than luck to ensure you’re hiring process is effective. Instead of relying on your good ol’ lucky charm, here’s how to streamline your hiring process to find the candidates your organization needs.

Pick up the pace

If you want to stop relying on luck, you have to stop dragging your feet. It’s a candidate-driven market. Do you know what that means? It means candidates have options (and lots of them!). You need to make hiring decisions quickly to ensure the candidates you’re interviewing don’t disappear into thin air.

You’ve probably heard the complaints of candidates “ghosting” employers. Without so much of a moment’s notice, candidates are vanishing; they aren’t calling back recruiters or HR, they’re not showing up to scheduled interviews, and even failing to show up on the first day of work.

If you don’t want this to happen to your company, you need to speed up your process. Try to identify some slack in your hiring process and eliminate it. The more you streamline your process, the better your chances of finding a great candidate on the other end of the rainbow.

Stop looking for that “leprechaun”

A great candidate is like a four-leaf clover: hard to find and lucky to have. In this tight job market, you don’t have the luxury of waiting for the perfect candidate, that magical leprechaun, to show up on your desk. According to the last JOLTS Report, there are a staggering 7.3 million job openings across the country! However, there is currently only 6.5 million unemployed persons. With open jobs substantially outnumbering people available to fill them, it’s getting harder and harder for employers to find that “perfect” candidate.

Instead of looking for a candidate that checks off all your boxes, look for a candidate that’s qualified, but maybe is missing a thing or two from your candidate wish list. Don’t just turn down a candidate because they don’t seem like a perfect fit. Invest some time and see if they have the potential to be a great addition to your team. They may not have all of the hard skills or years of experience you’d like, but unfortunately, in this crazy labor market, employers don’t have that luxury. If they have the soft skills needed and have a good attitude, the candidate may be a great fit for your team!

Team up with a recruiter

If you’re sick of relying on luck to fill your critical roles, why not team up with a professional? Working with a recruiter, like one from Johnson Service Group, will help you navigate this competitive labor market. We’ll help you streamline your hiring process and find you the candidates your team needs. Reach out to us today and lets Sham-rock and roll.

working with a recruiter

4 Reasons You’ll Love Partnering with a Recruiter

partnering with a recruiter

Many hiring managers and HR professionals have misconceptions about working with a recruiter. A common misunderstanding is that recruiters only care about filling jobs for our clients. That’s simply not true. It’s just as important to us to find qualified candidates that will add value to your organization!

Working with a recruiter takes stress off of your plate and allows you to focus on what’s truly important: your job. And since Valentine’s Day is right around the corner, here are four reasons why you’ll love partnering with a recruiter.

Recruiters are (professional) match-makes

Recruiters don’t just find any candidate for your open position. We work diligently to find candidates that are a perfect match for both the position and your organization. We take the time to truly understand your needs and find you candidates that will make a significant impact within your organization. And we don’t just find candidates that look good on paper. JSG takes pride in ensuring that it will be a perfect match for both you and the candidate.

We do the heavy lifting for you

We get it, you’re busy. Let us take some of that stress off your plate. We know how stressful it is to find a talented candidate for your open positions AND continue all of YOUR day-to-day duties. And with 304,000 jobs created in the month of January, you are probably one of the numerous organizations that are dealing with staffing shortages. Allow us to help you find the candidates you need so you can focus on your job.

We can help find a diamond in the rough

Did you know the best candidates are the ones that aren’t even looking? That’s right. Passive candidates are the ones your company wants to hire. They are good at their jobs and happily employed elsewhere. And since they are not actively looking, you probably won’t find their resumes hitting your desk. However, recruiters have strong relationships with candidates that are casually open to new opportunities. We can help find you the “best of the best.” Let us work our magic and help you find those hidden gems that your team would likely never be able to locate.

Recruiters are experienced in your industry

And finally, recruiters have experience in your industry. Yes, you heard that right. We know the Staffing & Recruiting industry well, but we know the ins and outs of your industry, too. We understand that needs, challenges, and hurdles you face. That’s why working with a recruiter is great! We won’t just send you bodies to fill jobs; we care about your needs and want to help match candidates that can fill those needs. By truly understanding your struggles and your industry, we can help find you candidates that are qualified and competent. It’s a match made in heaven.

If you’re ready to fall in love with a recruiter, let’s work together today.

happiness

3 Ways to Be Happier at Work

happiness

Although the majority of Americans (51%) report that they are satisfied with their jobs, what does that mean for the other 49%? Considering that employee happiness can be directly tied to employee productivity, the quality of our work is affected by how you feel on any given day. This can become even more problematic during the winter months when Seasonal Depression is at its highest and our jobs are especially demanding with the start of a new year. So, what can you do at work to be happier and as a result, more productive?

Start the Day Off Right

How you start your day matters. In this study, researchers observed the moods and productivity of customer service representatives. Those who had positive interactions with customers were in better moods in the morning and went on to champion more productive days. So, do whatever you need to do before work to get yourself in this mindset. For some, it may be eating a full, nutritious breakfast. It is hard to stay focused if your stomach won’t stop growling.

For others, it may be taking a walk before work, or even walking for your commute to the office. Studies have shown that as little as 20 minutes of walking can leave you with a greater sense of positivity and energy – two things that can be likened to a happier start to your day and more productivity in the office. Even an act as simple as listening to your favorite music while enjoying a cup of coffee can shift your mood into a happier, more productive place.

Begin your day with whatever works for you and get your mind right. The day infinitely times harder when you show up to work with a sense of dread, rather than a smile.

Minimize Controllable Stresses

Stress is one thing that can bury a person’s happiness, which in turn shrinks productivity. Stress is a normal part of life and experienced by everyone; however, some have a better handle on stress-management than others. If you are stressed out before you even sit down at your desk, you are setting yourself up for a miserable day. We control the things we can control. If you are constantly barely on time to work, consider leaving about ten to fifteen minutes earlier. This extra time will ease your mind of tardiness as a result of unexpected delays along your commute, like traffic.

If you manage others, check-in with them in the mornings so you know exactly what they are doing. If you don’t, you may spend part of your day concerned with what others should be working on. Put this out of your mind by communicating early, so you can focus on your tasks for the day.

Take Care of Yourself

This one sounds so obvious but is often the most neglected by professionals of any field. We all tend to get caught up in our work. Often this is because we are proud of what we do, we want to be successful, it’s busy, or you may be short staffed. Whatever the reason, failure to take care of your personal needs will undoubtedly decrease your happiness and likely your productivity.

You are a person, not a machine. People need exercise, healthy foods, socialization, relationships, and sleep to reach their maximum potential. The time demanded of these things is often sacrificed in favor of more time in the office, working on the weekends, or company travel. But failure to address your basic needs will lead to more stress and feeling burnt out of your job.