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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.

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customized staffing solutions
Temporary Contract Staffing.
Direct-Hire Staffing.
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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.

Why You Should Phone Interview Everyone

Okay, maybe you shouldn’t phone interview everyone, but what about those people on the cusp? The candidates whose resumes you review and think, “they’re so close but….” Our recruiting professionals have partnered with hundreds of clients and talked with thousands of candidates, and their biggest tip for staying competitive in today’s hiring market? Invest 15 minutes into a phone interview. Don’t simply discount someone because they don’t check every box. You could be missing out on incredible candidates with great attitudes, motivation to achieve, and passion for your work.

Your wish list might be unrealistic

When you craft a job description, you include all skills and experiences that you think are necessary. But have you ever stopped to take a closer look at what are your true must-haves? JSG Senior Vice President, Perry Paden, elaborates, “In today’s market, clients need to realize that the candidate that meets all the must-haves and the wish list may not be obtainable in today’s market. When a client looks at a resume and doesn’t see a particular skill, does not mean the candidate doesn’t have the skill or possess the ability to learn it quickly.”

Not everything fits on a resume

Many professionals’ careers are complicated webs of qualifications and experiences intricately woven together to make them who they are today. A simple resume can’t always display hundreds of projects and those subtle nuances that make all the difference. “You shouldn’t discount candidates based only on a resume because that doesn’t show the full picture!” shared Hayley Kancius, Recruiting Team Lead at JSG. “Often, people have been told to have a 1-page resume, and it can be challenging to fit 5+ years of experience and qualifications on 1 page.”

There’s always more to the story

A resume only tells a portion of someone’s story. Matt Owens, Business Development Manager at JSG, clarifies, “From a recruiting standpoint, we deal with a lot of hiring managers who focus a lot on employment gaps and/or job-hopping and don’t want to interview someone based on that. We fight for them since you never know the circumstances. Someone could have had a child and wanted to be home with their baby, medical reason, or just wanted a year off to go find out what they want to do, travel, etc.”

“Resumes only tell half of the story, and it’s up to you to complete the rest!” Kancius agreed.

People are more than their resumes

Many factors make a person hirable beyond their qualifications on paper. Kancius explains, “People have special projects, volunteer experience, and skills that are sometimes left out of a resume. Plus, you can’t show personality on a resume!”

Owens elaborated, “Some of the best resumes in the world don’t translate to being a good fit. (Soft skills are huge in the business world!).”

What traits do you value most when you look at your current team? We’d be willing to bet you’d list a variety of soft skills like passion, self-motivation, and communication. So, when you add your next employee, why not prioritize those same traits? “There are a tremendous number of candidates on the market that may fit the attitude, desire, and drive to make an impact, and if companies would invest in a 15-minute conversation, I think they would be surprised they may have uncovered a great employee. A team member that can adapt, has a thirst for knowledge and mentorship, and will impact a company’s bottom line,” Paden explains.

Have a conversation

As you seek to compete in an unprecedented hiring market, it can only benefit you to take a deeper look. Kancius concludes, “Hopping on the phone and taking a few minutes out of your day to prescreen a candidate is always worth the time.”

Still not convinced? Think of it from a different perspective as Owens explains, “As a hiring manager in my previous employment, I always wanted to interview someone. My philosophy is I always test drive a car before buying, no matter how good it looks on paper….why wouldn’t you do the same with a potential employee?”

We understand that you’re busy and can’t spend all day conducting phone interviews. That’s what we’re here for. Partner with JSG to fill your critical roles, and we will help whittle down candidates to the best fit for your company, team, and position. We look beyond the resume and have those conversations, so when we submit a candidate, you can trust that they will be a great fit. Ready to get started? Contact us today!

Hiring Market Outlook for 2022

If there’s one thing we’ve learned about the labor market over the past few years, it’s to expect the unexpected. There’s no concrete way to predict what will happen in 2022, but we have some insights into what will likely impact the hiring market this year. Here are three trends to watch for regarding the hiring market outlook in 2022.

Labor Supply May Stabilize

In 2021, the demand for workers absolutely skyrocketed and significantly outpaced the number of available candidates. A record 4.53 million workers quit their jobs in November alone. Due to increased mobility in the labor market, job openings continually outnumbered those looking for work. This year, we hope to see the labor supply stabilize. As vaccination rates rise, COVID-19 risk may continue to fade. Additional factors such as increasing childcare options and decreasing financial cushion could also contribute to the stabilization of candidates on the market.

Remote Work Demand Will Continue To Increase

One of the lasting effects of the COVID-19 pandemic that will undoubtedly continue into 2022 is that of remote work. While the number of remote workers decreased throughout the year in 2021 from 23.2% in January to 11.3% in November, job postings for remote positions continue to rise. Employers are catching on to the benefits of remote and hybrid work environments, including better work-life balance, increased productivity, and lower overhead costs. Additionally, it expands the talent pool significantly, allowing you to better compete in a highly competitive hiring market.

Candidates Will Be In The Driver’s Seat

The candidates of 2022 are not the same as candidates of years previous. In past interviews, candidates tread lightly and avoided hard-hitting questions regarding salary, diversity, and paid time off. However, those days are long gone! No longer afraid to rock the boat, candidates are now in the driver’s seat and want answers. Don’t be surprised if these heavy questions arise early in the interview process. Job seekers will be juggling multiple hiring processes at once, and they’ll want to eliminate non-matches early on.

So, while there’s no surefire way to know what this year’s hiring market will hold, preparation will be key. Partner with JSG to tackle your staffing and consulting needs, and you’ll be ready for anything!

How To Hire Better In 2022

It’s no secret that hiring was challenging in 2022. As nearly 20 million workers resigned last year alone, competition in the hiring market was as tough as it’s ever been. However, this trend does not have to continue into the new year. You can do three things to hire better in 2022 starting today. Let’s discuss.

Be more flexible

According to LinkedIn data, over 35% of entry-level jobs require at least three years of experience. Wait, what? How did we get so turned around? Your chances of hiring hard-working, motivated employees will increase tenfold if you are more flexible with requirements. Entry-level jobs should require absolutely no experience (that’s why they’re entry-level!), and even higher-level positions should be more lax in requirements. Instead, think about the skills and traits that are truly necessary for success in this role. So much of what employees do is trainable!

Hire faster

We’ve said it before, and we’ll say it again: time kills all deals. LinkedIn data shows that the average hiring process took 49 days in some industries over the past year and a half. So, from the day a candidate applies to the day they start is two months! In a job market like today’s, that is plenty of time for your competition to swoop in and make a more substantial offer. Instead, speed up the hiring process as much as possible. Make it a priority to schedule interviews and follow up with candidates immediately. Find someone you like? Offer them the job! Gone are the days of multiple rounds of phone, video, and in-person interviews. To hire better in 2022, we’ll need to speed things up significantly.

Pay more

Over the past two years, inflation has skyrocketed. Salaries? Not so much. One of the reasons people are quitting in droves is to seek out better pay. It’s no longer acceptable to pay employees the bare minimum. Ensure your HR team is up to speed on local minimum wage increases, market salary rates, and competitive benefits. The bottom line is: if you pay people, they will come!

2022 is looking to be another rollercoaster year. Stay ahead of hiring obstacles by implementing these three changes now. And don’t be afraid to adapt as the year goes on to hire better in 2022. Looking for more advice on hiring and interviewing? Explore our client resources here.

How To Hire Over Video

In today’s competitive market, you don’t have time to hesitate when it comes to hiring. Long gone are the day of multiple rounds of in-person interviews. To remain competitive while securing your next team member, here’s how to hire over video.

Ask the right questions

When you think about it, hiring over video isn’t so different from hiring in person. You have the opportunity to get the exact same information; it’s all about asking the right questions! Video interviews can stunt back and forth conversation, so you have to make sure to continue pushing the conversation. Ask various behavioral questions that allow you to envision the candidate on your team. Practice active listening so you can ask follow-up questions and fuel that conversational vibe.

Get personal

On that note, it’s important to get to know your candidate beyond their resume. Who are they as a person? What makes them happy? What do they like to do for fun? Don’t get so caught up in checking off boxes that you forget the human element. Of course, make sure to stay compliant with local and federal laws and guidelines when it comes to interview questions!

Make your best offer

When you hire over video, it’s an expedited process. As a result, your offer should be the best you have right off the bat. Explain every facet of the compensation package – from salary and bonuses to healthcare and retirement. Leave the lines of communication open and allow your candidate to reach out with any questions.

Give a timeline

While it’s not expected that someone accepts an offer right on the spot during a video interview, you should put a timeline on their decision. Let them know when you need an answer, and then share your expectations for the remainder of the hiring process and onboarding. When is your desired start date? What will the onboarding process look like? Will it be virtual or in-person?

Having the ability to hire over video opens the professional world to endless possibilities. However, it also creates unique challenges. There is no reason to be intimidating by hiring an employee virtually as long as you are prepared! Looking for more hiring tips and advice? Explore our client resources here.

Employees Are Quitting In Droves, Here’s How To Keep Yours

Over 4.2 million Americans left their positions in October. (That’s around 2.8% of the overall workforce in the United States!) Simultaneously, job openings bumped up close to a record high at 11 million. This leaves many companies struggling to stay afloat following an already impossibly difficult year. If you want to avoid falling victim to the great resignation, beat your competition to offering your team members what they really want. Here’s how to keep your employees from quitting.

Reevaluate Wages

A steep rise in inflation has completely negated any economic progress employees might have made in the past year. So, as prices increase around them, employees are quickly feeling left behind. Now is the perfect time to do a salary audit and bring employees up to market prices.

Offer Flexibility

Many workers are still feeling the pressures of child and family care amidst the lingering COVID-19 pandemic. Others still experienced a taste of remote work and increased work-life balance that has left them wanting more. Offering work flexibility – remote, hybrid, or fluid hours shows that you listen to employees’ needs. Need advice on how to implement it at your company? Check out our post here.

Don’t Let Your Team Get Behind In Hiring

This might seem counter-productive, but the further you get behind in hiring, the more your current employees feel it. Many are burdened by balancing their former peers’ workload on top of their own. So, hire quickly to replace key team members! Some great ways to do this are partnering with a recruiting firm to discover talent, requiring less experience right off the bat, and making offers virtually over video.

Workers have more job listings to browse than ever, and employers are making incredible offers as they are desperate to hire. So, to avoid losing your best employees, make them an offer they can’t refuse before they even try to leave! Looking for more hiring and retention advice? Browse our client resources here.

Should You Use Sick Days While Working Remotely?

Prior to the pandemic, we wrote an article discussing whether it’s okay to use sick time when you are not actually sick. Some employers take this seriously, while others let you use your sick time at your leisure. However, a new dilemma has arisen as many of us continue to work from home: should you use sick days while working remotely? With nearly 92% percent of employees still working from home in some capacity, should you use sick time when sick or power through it?

Why you should use sick time while working from home

Before COVID-19 turned our lives upside down, it was a pretty simple process to stay home when feeling under the weather. It was an easy decision to stay home to rest up and prevent infecting your colleagues. Fast forward to today, and this decision becomes more challenging. Since you are already home, should you buck up and get your work done? In a recent poll by OnePoll, two out of three Americans feel less inclined to take time off when feeling ill. 70% of respondents also reported that they worked from home while feeling sick. However, this mindset leads to “presenteeism,” which is when employees are present at work but unable to perform and focus. As a result, this can lead to burnout, longer recovery times, and even costly mistakes or accidents.

So, instead of logging on with the sniffles, use some of your paid time off to rest up. After all, that’s what sick time is for!

How employers can help encourage healthy habits

Back in the day, the employees that came to work with a head cold were portrayed as committed and hardworking. In some circumstances, these people set a precedent, making others feel uncomfortable for utilizing their sick time instead of coming into the office. But the pandemic has forced many employers to abandon this mentality. Instead of discouraging employees from using sick time, executives need to foster a culture of acceptance. Companies need to encourage their employees to utilize their time off when feeling ill and make it known that it’s okay to log off and rest up. If one of your teammates is obviously under the weather, or you notice their mental health is less than par, urge them to use their time off.

Promoting a culture where it’s okay to use sick days while working from home will help you combat the Great Resignation and make it easier for your hiring team to attract new talent in this competitive market. Looking for more ways to attract new employees during these challenging times? Check out our client resources!

3 Ways To Retain Talent In Today’s Competitive Market

As a record-breaking 4.3 million people quit their jobs in August, employers are scrambling to retain talent. It’s challenging enough to hire the employees you desperately need, let alone keep the ones you have and value. So, let’s focus on how to stop the hemorrhage of talent first and foremost. Then, we can help you hire the team members you need to reach your goals.

Audit Salaries & Make Adjustments As Needed

Amidst “The Great Resignation,” many employees are seeking out better compensation. With as many as 10.4 million job openings, they have plenty of options! Your competition recognizes this and is increasing compensation packages to match demand. Thus, don’t wait for an employee to quit to entice them with a counter-offer. Conduct a company-wide salary audit, compare with comps in the area and at each level of expertise, and adjust salaries as needed.

Try Out A Hybrid Work Environment

If your industry and work allow, test out a hybrid work environment. The COVID-19 Pandemic proved to thousands of employers that not only did employees enjoy working from home, but it was also effective. Eliminating commute times, allowing for a better work-life balance, and fewer in-person meetings have led many to want to continue this trend.

Allow For Flexible Schedules

Along with a hybrid work environment, many employees discovered they like setting their own schedules. Productivity time varies from person to person. If we’re allowed to dictate our own schedule, employers can take advantage of that. Some employees may want to start working at 5 AM, while others prefer to burn the midnight oil. Gone are the days of the standard “9 to 5” workday.

If you want to remain competitive in today’s job market, you have to start with retaining the talent you already have. Then, as word gets around about how awesome it is to work for your company because of how much you value your employees, your open positions will dwindle. Now that we’ve created a game plan to retain talent, are you ready to hire? Explore the rest of our client resources for more ways to keep the employees you love and hire the employees you need.

How To Survive The Great Resignation

Have you heard the term “the great resignation” floating around? According to Microsoft, over 40% of the global workforce has considered leaving their employer in 2021. This phenomenon has been referred to as “the great resignation.” Employers are struggling to retain staff, and with 10.4 million job openings in August, hiring is as competitive as it gets. So, how do you endure as an employer? Follow these guidelines to survive the great resignation, hire the employees you need, and retain the team members you love.

Simplify Your Application Process

When candidates have to rehash their qualifications repeatedly throughout your application process, they go elsewhere. Simplify your application process by requiring only a resume. Partner with an ATS that automatically parses information from a candidate’s resume into your database. Additionally, eliminate any excess requirements like an online application, cover letters, assignments, or an extensive list of references. The easier it is to apply to your job, the more applications you will receive!

Speed Up Your Hiring Process

Great candidates will not wait for you to make up your mind about who you want to hire. In the current market, people are receiving multiple offers at competitive salaries. So, if you find someone you like, make an offer! Don’t shy away from offering during an interview. Your hiring process needs to be as expedited as possible. Additionally, come out of the gate with your absolute best offer. This is not a time to lowball. To beat the competition, you must meet (or exceed) the candidate’s salary expectations.

Cater To Candidate’s Priorities

Above all, the most significant piece to retaining your current employees and attracting new ones is simple. Give them what they want. In addition to adequate salaries, workers are looking for impressive benefits, flexible work schedules, and remote work options. Assess your resignations and exit interviews to understand why people are leaving your company. If you’re losing more people of color, overhaul your diversity and inclusion programs. If your employees continually note salary as a reason for leaving, do a full audit of your team’s salaries and implement change.

In conclusion, these trends will only continue as we head into 2022. Candidates are in the driver’s seat, and they expect all the creature comforts of a luxury vehicle. During the great resignation, companies that don’t adapt will get left behind. Looking for advice on how to stay ahead of the curve? Get exclusive access to our client resources here.

4 Candidate Red Flags 🚩 That Should Make You Think Twice Before Hiring

When interviewing candidates, it’s easy to pick up on obvious signs that this person isn’t your next employee. However, there are also more subtle red flags that typically signal a deeper issue. During your next hiring process, keep an eye out for these four candidate red flags.

Showing Up Late To An Interview

If someone shows up late to an interview, it means one of two things. Either they always run late, or they are unprepared. A team member who is chronically late can affect the productivity of the whole department. However, we say lack of preparedness is even worse. As long as you provide the correct information such as phone number, zoom link, or physical address, the candidate should be on time. Of course, there are always extenuating circumstances. But as a general rule, showing up late to an interview is a huge red flag.

Not Knowing Anything About Your Company

Speaking of being unprepared, there are zero excuses for knowing nothing about your company in today’s modern world. With unlimited access to job descriptions, websites, social media, news stories, and even employee profiles on LinkedIn, your candidate has all your company information at their fingertips. A lack of understanding of your business shows that the candidate is not invested in your position. They are simply looking for a job, any job.

Having A Victim Mentality

If a candidate repeatedly throws previous companies, managers, or peers under the bus, they will likely inhabit a “victim mentality.” These candidates rarely take accountability for issues or mistakes, even though both are common in the workplace. When your first meeting with a candidate is riddled with negativity, lack of ownership, and deflection, just imagine what they would be like as an employee. You can easily discover this trait by asking behavioral interview questions. Do not ignore this glaring red flag.

Not Asking Questions

Finally, if a candidate fails to ask questions throughout or at the end of an interview: red flag. Curiosity demonstrates an investment in the position and your company as a whole. There’s no way you covered every aspect of the job in a short interview slot. So, a candidate that probes deeper is someone who truly wants to put themselves in that role and on your team.

These candidate red flags can help you avoid a painful and costly hire. However, have you considered what red flags your candidate is picking up on? Check out our article on job search red flags here.

How To Create The Best Hybrid Work Schedule

With the recent announcement from Amazon that they will be letting individual teams decide their work environments and schedules, many are left wondering how to create the best hybrid work schedule. When the decision is left up to the employee, how do you decide? To determine which days to work from home, ask yourself these three questions.

Which days and in which environments are you most productive?

Most of us have days of the week on which we are most productive. Oftentimes, Mondays are spent catching up after the weekend that passed, and Fridays are spent dreaming of the weekend to come. This is why Tuesdays, Wednesdays, and Thursdays, are often the sweet spots for productivity. However, it varies from person to person! Once you’ve determined the days on which you are most productive, consider the environment that best lends itself to accomplishing tasks. For some, this may be the office where you are free from the distractions of home. For others, it may be at home if you work in a loud or busy office with a lot going on. To create your best hybrid work schedule, discover your productivity sweet spots.

Which days do you have the most meetings?

Meetings can be a productivity killer. And in modern days, when many meetings are held virtually, they can truly dictate your entire day! If all of your meetings are virtual, it can be challenging to participate in the office with lots of noise and distractions. However, if your team is meeting in person, you’re going to want to be in-office for those, naturally. So, consider your team’s working and meeting style to create your best hybrid word schedule. And once you’ve decided, let your team know which days you prefer to have meetings so you can meet effectively moving forward.

Is your company open to “work from anywhere”?

If your company is comfortable with you working from anywhere, it can be beneficial to WFH on Mondays and/or Fridays. This enables you to work from the lake cabin or start work a little earlier and kick off your weekend early on Friday. What’s most important in this scenario is that you respect the policy. Working remotely on Fridays or Mondays doesn’t just give you a “3 day weekend.” You must treat it as a typical workday, with added flexibility. And as always, be sure to discuss expectations with your manager!

Everyone’s situation is unique, and what works best for one person might not work best for someone else. When crafting your best hybrid work schedule, have open conversations with management about what will be most effective for you. And most importantly? Be flexible! The most significant benefit of hybrid work is that it allows for adaptability, so you must be adaptable along with it for best results.