How To Make A Panel Interview Work For Your Hiring Process

How To Make a Panel Interview Work For Your Hiring Process

How To Make A Panel Interview Work For Your Hiring Process

There are many steps you can take to determine if a candidate is right for a position. Your goal is to decide whether or not they have the skills and experience needed to be successful in a role. Additionally, you want to understand if they will be a culture fit with your team. Arguably one of the best ways to do this is by holding a panel interview. In a recent study of performance and interview ratings, Google found that “averaging the ratings of a group of interviewers was by far a more accurate predictor of success than the rating of a single interviewer.”

By gathering company leaders or team members that a candidate would work closely with if hired, you add a variety of perspectives into your hiring process. Your employees get the opportunity to ask pointed questions during this time. Additionally, your candidate will get a glimpse at the team dynamics. But how do you add a panel interview to your hiring process successfully? Keep reading for our top tips on incorporating this crucial step!

Ensure that everyone is up to speed

If your panel involves employees who have not been involved in the hiring process thus far, it’s important to get them caught up. Before the interview, give everyone a copy of the candidate’s resume. This allows them to read about the experience and formulate specific questions. Let everyone know where this candidate is at with respect to the hiring process – is this their third interview? Have they already met with key leaders in the organization? Finally, lay out the goal of this panel interview. Is it to make a final hiring decision? Or is to determine which role on the team would be the best fit?

Give everyone a chance to engage

The main benefit of holding a panel interview is access to viewpoints. Ideally, your interviewers will ask different questions and focus on varied experiences and skill sets throughout the candidates’ past. That’s why each member of the panel must have the opportunity to engage with the interviewee! More than likely, the variety of questions will spark follow-up questions from other panel members, making for a much more dynamic interview all around.

Ask for individual feedback after the interview

To avoid groupthink, it’s important to let each member of the panel form their own opinion prior to discussing as a group. Before coming together to discuss the interview, have each team member submit their thoughts on the candidate separately. This allows you to get an unbiased view of the candidate from multiple perspectives.

Want more information on interviewing and hiring? Subscribe to the JSG newsletter for the latest and greatest tips from a recruiting team who has hired thousands of candidates.

Construction engineers discussing work on site.

Construction & Engineering Trends to Look Out for in 2019

Construction engineers discussing work on site.

What’s Happening in the Construction & Engineering Industry?

With the implementation of new technologies, changing practices, and a shift in mindset, the engineering and construction industry faces some major changes in 2019 and beyond.

Currently, the construction industry is booming with the employment of over 7.2 million people, an all-time low unemployment rate (1.3% for engineering and 3.6% for construction), and a projected market value of $808 billion by the end of 2019.

This market is extremely competitive; some are even calling 2019 in the construction and engineering industry “The War for Talent.” The heightened competition in this field makes it hard for employers to find the best talent that will drive their company to success. Let’s take a look at the four industry trends to look out for in the second half of 2019.

Technology Might Be Changing Everything

As we all know, technology is constantly changing, affecting almost every part of our lives! As a result, today’s increase in technology directly provides career growth opportunities in the engineering and construction industry. Technology supports, rather than replaces, the industry’s talent with better tools for success. In short, technological advancements provide safer work environments, more efficient practices, and an elevated quality of work.

Technology like smart gear, drones, AI, and smart cities are taking this industry by storm. Smart gear, like connected hardhats and work boots, leads the way in safety with alternative ways to communicate, monitor, and track employees. Alongside smart gear, drones have become more popular on work sites. Within the last year, drone usage increased by 239 percent. Using drones provides a more advantageous way to look at sites, create heat maps, gather analytics, and market.

In addition, the efficiency of projects is skyrocketing with the help of technology. AI alone reduces project time and cost by as much as 15 percent! Overall, the variety and multitude of advancing technology are paving the way to the future: smart cities! These advanced cities incorporate ICT, information, and communication technologies to improve the entire city’s quality of life. Smart cities provide a better future living while also reducing waste and consumption. New York, China, and Singapore are just a few cities that have already started implementing smart city practices. Smart city spending is expected to reach $158 billion globally by 2022, and is relying on the engineering and construction industry to get there!

Software is Improving Efficiency Beyond Belief

Overall, the construction and engineering industry is thriving due to the increase in technology. The industry is facing some technological advancements related to data and software from which it won’t be able to shift away. Improvements in project management software programs make jobs more time-efficient by eliminating steps in the process. Building Information Modeling (BIM) Software and Smart Contracts are on the rise. BIM’s 3D intelligent software is making industry leaders stand out from the crowd by facilitating the entire life cycle of a project. Likewise, Smart Contracts also increase productivity by providing an all in one tracking system that keeps all the moving parts of the business operation in line.

Construction and Engineering Practices are Taking a 360

Modular and prefabricated construction is accelerating the future of the construction and engineering industry. Modular/prefabricated construction can generally be clumped together and defined as when modules of buildings are assembled off-site then brought on-site for final construction. This relatively new method in construction has significant benefits, including financial savings, time efficiency, environmental benefits, safety improvements, and project flexibility. Being overall, greener, faster, and smarter. It’s predicted that modular construction will continue to grow by 6.9 percent per year, hitting an impressive $157 billion by 2023!

Sustainability is Becoming More and More Important

In combination with updated practices and technology advancements, going green in today’s society seems easy. Consequently, green construction is the most trending topic in the construction industry. Green construction is a way of building projects in an environmentally responsible and resource-efficient way. And, the younger generation views not as an extra benefit, but as an expected standard. This industry is gearing toward renewable and sustainable practices by aiming for the Leadership in Energy and Environmental Design (LEED) Certification. This world-renowned certification provides a way to verify environmentally friendly practices through a widely recognized source. Today, companies want to obtain this certification to achieve instant recognition, increased efficiency, and decreased resources. In conclusion, it’s evident that going green truly has its perks in saving money and time in this industry.

What Now?

The engineering and construction industry faces rapid growth and change in 2019, and it doesn’t seem to be stopping there! Now is the time where talent is needed the most but the most difficult to find! But, we are ready to help you find the best and most qualified talent in today’s tight labor market. Check out our job board to get your critical roles filled fast!

Candidate Experience, Hiring

Is Candidate Experience Hindering Your Hiring?

Candidate Experience, Hiring

Hiring experienced talent is getting awfully competitive out there! Your internal recruiting team is doing their best to keep up with a growing demand for open positions. However, the number of people on the market is slim and the best candidates are comparing multiple offers at once. One of the main factors affecting your company’s ability to attract and retain qualified talent is your candidate experience. Here are the make or break steps throughout your hiring process.

Internet Presence

Oftentimes, the first contact candidates will have with your brand is through the internet. This is where the candidate experience begins. Once they apply for your job or have an initial conversation with a recruiter, they’ll head straight to Google. An engaged candidate will browse your website, check out your social media presence, and read online reviews. Consider how your company is portrayed online – is it an accurate representation of your culture and team as a whole?

Timing

In a job market where candidates are receiving multiple job offers at a time, it’s absolutely essential to move the process along as quickly as possible. Scheduling interviews needs to be your first priority, and if you’re particularly interested in a candidate, go ahead and bring them onsite! Finally, when you decide on a candidate you’d like to hire, extend your offer ASAP.

Communication

The number one thing that will improve your candidate experience is open and honest communication throughout the entire process. If you would like to bring someone in for an interview, go ahead and let them know. Even if you still need to coordinate timing, informing the candidate of your interest will make them feel respected and give them something to look forward to and prepare for.

Support

The recruiting team you partner with can make a big difference in a candidate’s overall experience. When you work with JSG to fill your critical needs, we work with both you and the candidate every step of the way. Our team helps facilitate interviews, communicate questions and timelines, and coordinate offer delivery. So, when you need to add a member to your growing team, contact us. JSG can help make it a seamless process, allowing you to secure the talent you need when you need it!

talent in this candidate-driven market

What Today’s Talent Really Wants

talent in this candidate-driven market

In today’s candidate-driven market, the competition for top talent is fierce. When a professional candidate puts the feelers out for jobs, they’re often receiving multiple offers in a matter of weeks. As a result, companies are finding themselves laying out more robust offers than ever before. When thinking about your recruiting strategy, be sure to push the boundaries of “standard” job offerings by incorporating some of the following elements:

Work-Life Balance

You may think “work-life balance” refers strictly to flexible working schedules and environments when in reality, it’s so much more. Candidates are on the hunt for positions that complement their personal lives in a sustainable way. Think outside the box for perks such as gym memberships, childcare, and opportunities for training and education.

Strong Leadership

You’ve probably heard the old adage, “people leave managers, not jobs.” This rings especially true now that candidates have more career opportunities available to them. In a candidate-driven market, constant change is inevitable. Top talent is seeking out leaders that will challenge yet support them while navigating uncharted waters.

Commitment To Technology

Technology is advancing so rapidly, it can be hard to keep up. However, organizations must commit to making strides in technology or talent will be drawn elsewhere. Focus your efforts on things that will make your employees’ every day easier. Consider HR software, computers, mobile devices, and CRMs.

Opportunities For Advancement

Of course, employees want the opportunity to climb the ladder. Moreover, have you considered the skills and traits they’ll need when they reach their goals? Providing proper training for leadership makes all the difference in your company from the top-down. When you have leaders that are committed to your team AND possess rockstar management skills, you’ll strengthen your department from the inside-out.

A Sense Of Purpose

Last, but certainly not least, candidates are moving on to opportunities that give them a sense of purpose. This can be a result of their job function or even a simple sense of belonging to a great team. When employees are emotionally invested in their job, it shows in both their performance and the atmosphere. And it will really show during interviews as your best team members share their infectious passion with impressionable candidates.

We know how tough it can be to compete in a tight labor market. Partnering with a professional staffing firm will give your organization the extra boost it needs to secure the best candidates. Contact us today and let’s find you the candidates your team needs!

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!