Client Resources

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.

What You Should Look For In Entry-Level Employees

What You Should Look For In Entry-Level Employees

Now is a great time to hire entry-level employees. There are some incredible new grads on the market that are eager to jump in and make an impact on your organization. However, it can be intimidating to hire someone with little to no experience. But instead of piling on unnecessary requirements like meaningless years of experience or a laundry list of hard skills, look for these three things.

Strong Work Ethic

Recent findings show that 85% of managers believe that work ethic is crucial for employees to have. Rather than focusing on experience, look for employees who will simply work hard. To determine if a candidate has a strong work ethic, look at their past. Do they have volunteer opportunities listed on their resume? Did they hold a job or internship throughout high school or college? Then, when you get to the interview stage, ask them to explain their work ethic and style. Listen for cues that will tell you they are the kind of person who goes above and beyond, someone who is self-motivated, and will dive in and get stuff done.

Willingness To Learn

Hear us out on this one; it can actually be advantageous to hire someone without experience! A great entry-level employee will come in as a sponge and soak up all of the knowledge that your team has to offer. In order to judge a candidate’s willingness to learn, ask them a behavioral interview question. Here’s an example, “Let’s say we teach you how to perform a task that will be part of your everyday duties. However, you think there is a better approach to that task. How would you handle this situation?” The candidate doesn’t necessarily have to say they would do it your way, but you want them to be open to trying different strategies or talking it out with you.

Time Management

According to a recent survey, only 13% of managers think that time management can be taught. This means it should be moved to the top of your hiring priorities! An entry-level employee needs to be self-motivated and able to prioritize. With excellent time management, work ethic and willingness to learn will follow suit. To assess a candidate’s time management skills, ask them how they prioritize multiple projects at a time. Take it a step further with a behavioral interview question about a time they had to juggle a lot of tasks at once, or even have them explain a time they missed an important deadline and how they handled it.

We hope you’re ready to rethink your entry-level job descriptions! By limiting your requirements to unrealistic expectations, you miss out on incredible candidates with little to no experience. Interested in more ways to take your hiring to the next level? Explore our client resources!

3 Ways Companies Can Offer Flexibility For Employees

3 Ways Companies Can Offer Flexibility For Employees

As states across the country start to establish plans for fall education, many companies are finding themselves needing to adapt. As such, you need to offer options and provide flexibility for employees. Everyone is juggling work, assisting their kids with home learning, and following appropriate social distancing guidelines. Here are three ways you can accommodate your team member’s needs while still allowing for maximum productivity.

Implement Work From Home Flexibility

Dozens of major companies have announced that employees won’t be going back into the office until at least 2021, including Scotiabank, Google, and Indeed. Others like Facebook, Slack, and Zillow have communicated that employees don’t ever have to come back to the office in the same capacity. Due to ever-changing lockdowns and changes to the school system, many companies are forced to come to terms with a new future of work. Whether you offer full-time work from home options or flexible workweeks, your employees need it now more than ever. As Google CEO Sundar Pichai explained in a memo to employees, “I hope this will offer the flexibility you need to balance work with taking care of yourselves and your loved ones over the next 12 months.”

Expand Your PTO Policies

The pandemic has changed how we think about PTO. Former policies consisting of five days of sick time will not fly moving forward when the minimum quarantine time for Coronavirus is 14 days. Provide clear communication about new sick policies to your team often. Make sure they understand proper protocols if they do need to quarantine or take time off to recover.

Establish boundaries

Recent research shows that since the beginning of the pandemic, the average workday has lasted 48.5 minutes longer. Your employees are feeling the pressure of a global pandemic, an economic recession, and increased childcare demands. By setting clear boundaries (everyone logs off at 5 pm, no matter what), you can help your team avoid burnout.

By offering flexibility for employees, you demonstrate your investment in the team. Interested in more management and hiring tips? Explore our client resources!

Stay Productive While Working from Home

How to Stay Productive While Working from Home

Are you still working from home? If so, you are definitely not alone. Millions of workers across the country have been working from home for over four months. Some of us are thriving in our new work environment, while others may be feeling burnt out. The days are blending together, our kids will likely be going back to school soon, and the lines between work and home are getting a little blurry. As a result, your productivity may be a bit lackluster. If this sounds like your current situation, here are a few tips to stay productive while working from home.

Establish a schedule

You may have a little more flexibility while working remotely; however, you should establish a schedule and stick to it. Try to wake up at the same time and stick with a morning routine, whatever that may look like. Essentially, you should treat your day as you would if you were heading to the office. Wake up, make some coffee, do a quick workout, or whatever you typically do before making your way to the office. Establishing a schedule will help make your workday feel more consistent and boost your productivity all day long.

Create a to-do list the day before

One of the best tips for staying productive while working from home is to make a to-do list the night before. How many times have you woke up, got ready, sat down at your desk, and started stressing about what you need to accomplish? I know I have been there before. Instead of wasting time to figure out what you are doing, create a to-do list the night before of all the essential tasks you need to get done. That way, you start the day off on the right foot and already have a roadmap of your workday. It will help you stay productive while WFH and will make a significant difference in your day.

Tackle the most important things first

If you start making a daily to-do list, this should be easy! When you walk into “the office,” review your to-do list. Carefully decide which task you are going to work on first. One mistake many of us make is tackling the easiest tasks first to get them achieved. Research suggests that this gives workers a “completion high,” but also a false sense of productivity. A recent study of doctors in an East Coast emergency room found that doctors who completed more difficult tasks first were more productive in the long run. However, if you get a “high” from crossing things off of a list, break your more challenging tasks into milestones that you can cross off as you go!

Job Market Survival Guide

2020 Job Market Survival Guide

The job market is unpredictable right now to say the least. Hiring Managers and candidates alike are feeling lost and unsure of what the future holds. Companies need to staff their teams, while trying to navigate a huge influx of qualified candidates. Meanwhile, millions of incredible candidates have been displaced and are now juggling video interviews on top of already complicated application processes. Well, don’t worry. We’ve been hard at work monitoring statistics and analyzing the job market to craft resources that will help you maneuver your professional world.

Follow the links below to jump to the guide that best matches your professional status right now.

                                                           


Candidate Survival Guide 2

Chapter 1: Where Do I Start?

It’s easy to feel overwhelmed applying to jobs when everything feels so chaotic. However, there are jobs out there! It just helps if you know where to look. Check out the industries and areas that are hiring most right now.

Jobs On The Rise In The Wake Of COVID-19

Best Places To Restart Your Career After The Pandemic

The Midwest Becomes Increasingly Attractive To Job Seekers

Chapter 2: Market Yourself

One of the best things you can do during uncertain times is to make yourself even more valuable. Take this opportunity to build up your portfolio and make yourself even more marketable.

3 Ways To Sell Yourself For A Remote Position

How To Show Off Your Quarantine Skills

How To Prove Your Value During Tough Economic Times

Making Your LinkedIn Profile Stand Out

Chapter 3: Nail The Hiring Process

With millions of candidates on the market right now, it’s essential that you stand out. Follow our tips to shine throughout the hiring process.

How To Get Hired In Today’s Job Market

How To Stand Out In A Sea Of Applicants

The Future of The Job Interview

What Is An On-Demand Video Interview And How Can You Nail It?

Chapter 4: You Did It. Now What?

Congratulations, you got the job! But, how do you start a new job from your own home? We’ve got you covered!

6 Tips For Starting a New Job Remotely

Hiring Manager Survival Guide

Chapter 1: Manage Your Current Team

We get it, it feels like your company is in crisis mode. Before you hire new employees, make sure your current team is thriving under these unusual circumstances.

How To Make Your Post-Pandemic Company Better Than Before

How To Support Your Remote Workers

Easing Back Into Office Life After Working From Home

Managing A Remote Team: How To Keep Morale Up

Chapter 2: Discover Great Candidates

There are some incredible candidates on the market right now, and you’d be remiss to not take advantage! Create a recruiting game plan and get started today!

How To Manage A Surge of Applicants

Your Diversity & Inclusion Hiring Playbook

How To Attract Job Seekers During COVID-19

Chapter 3: Switch Up Your Hiring Process

As the times change, so should your hiring process. Change up the way you hire so you can get great candidates in the door right away.

You Need To Interview Differently, Starting Today

4 Virtual Interview Red Flags

How To Hire Virtually & Offer A Great Candidate Experience

Chapter 4: Run The Welcome Committee

Once your new employees are on board, make them feel at home. (Even if they are literally in their own homes!)

How To Make New Employees Feel Welcomed Virtually

5 Ways To Have Fun At Work

Surge of Applicants

How To Manage A Surge of Applicants

The tables (unfortunately) have turned for job seekers across the country. Millions of Americans are out of work and are now scrambling to find a new job opportunity. The result has been a surge of applicants for employers of all shapes and sizes. What was once a candidate-driven market is now a job market where employers and hiring managers are in the driver seat. So, if you are one of the many hiring managers receiving an influx in applications, here is how to sift through all of these terrific candidates efficiently.

Focus on skillsets

It is tempting for hiring managers and HR professionals to refine the job applications they have received by eliminating “overqualified” candidates. This is a huge mistake! Thanks to the coronavirus, the unemployment rate is currently 11.1%. Therefore, you will likely get applicants from all different types of backgrounds. So, instead of throwing out an application because someone is “over-educated” or has “too much experience,” focus on skillsets.

If you are the hiring manager, you know what skills are crucial for your open position. Thus, when reviewing applicants, identify candidates that have these must-have skills. This will help you sift through your mountain of candidates and reach out to those who appear to have what your team needs.

Take a close look at applicants’ cover letters

After you filter through the candidates that appear to have the essential skillsets, pair down your applicant pool by cover letters. Many candidates underestimate a cover letter’s power – it gives you a platform to sell yourself and explain all of your qualifications, skills, and passion. If an applicant submits a cover letter with their resume, it shows that they are serious about your opening. Take a few minutes to read through their message. It will be well worth your time as it will give you much more insight into their background, qualifications, and personality. If they go the extra mile in today’s economic climate to write a cover letter for you, you should at least take a moment to review it.

Look for experience outside of your industry

Many hiring managers would prefer candidates that have experience within the same industry as your company. Sure, hiring someone with industry experience might be helpful in certain situations; however, have you thought about the value of bringing someone in who doesn’t have the same industry experience? They may be able to bring different perspectives to the table. This can help your company approach issues that your team has never thought about. And just because they don’t have industry experience doesn’t mean they don’t have the necessary background to do the job. Like we discussed above, focus on skillsets, not getting lost in the nitty-gritty of their qualifications.

So, there you have it. A few simple methods you can utilize to help your team handle a surge of applicants. However, if you are a job seeker looking for some help navigating this challenging job market, here are a few steps you can take to stand out in a sea of applicants.

5 Ways To Have Fun At Work

5 Ways To Have Fun At Work

The reasons for wanting to have fun in the workplace are kind of obvious. However, having a bit of fun at work makes your team happier, more productive, and it creates a company culture that others want to join. Employee satisfaction is essential to establishing a good company culture that you can brag about! A study from CIPHR, researchers found that, on average, happier employees range between 12-20 percent more productive. This means you can be happier AND do your job better simultaneously! Here are five ways to start incorporating fun into the workplace.  

Communal Lunches 

Nothing brings people together more than food. Support your favorite local restaurant by ordering takeout to the office. Your employees will leave these team lunches with fuller bellies and hearts after socializing over some delicious food!  

Furry Coworkers 

Working in an office full of furry coworkers sounds like a dream come true. Puppies around the office are fun and a great way not to leave your pup at home all day when you’re working 9-5 pm. Besides, dogs are yet another sly and fun way to increase employee productivity. A new study from Virginia Commonwealth University found that dogs in the workplace reduce employee stress levels and improve productivity!  

Friday Afternoon Games 

When Friday afternoon rolls around, most employees feel that TGIF mood, so why not use these positive spirits to better your team? Conduct some office games to boost energy, introduce some friendly competition, improve relationships, and develop team harmony. There are so many office games to choose from! To start, you can race around the office, bring in a basketball and mini hoop, or play office Olympic tournaments. Office games are the perfect ending to a Friday workday and a great start to the weekend.  

Happy Hour 

It’s essential for your team to connect outside of the workplace. When you’re outside a work environment, you can establish meaningful relationships and bonds with your coworkers. These relationships are easily transferrable to the workplace as well. Going out to happy hour is a great way to bring people together!  

Check Your Attitude at the Door 

Lastly, you need to check your attitude and mood when you enter the workplace. No one wants to work with someone that is always glooming around. Try to leave your personal life and emotions at the door so that you don’t affect those around you. Afterall, moods are contagious, and there’s even a scientific name for it! It’s called ‘emotional contagion,’ which psychologists at Scientific American define as “a three-step process through which one person’s feelings transfer to another.” Affect your coworkers with positive energy instead! 

Get your coworkers on board with some of these fun suggestions and watch your team’s happiness, productivity, and energy boost! If you’re having fun, that’s a sign that you are comfortable enough to let you guard down, which is the perfect storm for creative ideation. Build your team in the right direction by allowing some major fun in the workplace.

Interested in more management and hiring advice? Visit our client resources!

4 Virtual Interview Red Flags

4 Virtual Interview Red Flags

Contract Staffing

Contract Staffing Is Key In Today’s Market

There are a lot of uncertainties in the world today. As both companies and workers try to navigate this unknown territory, it can feel like you’re doing it blindfolded. Many workers are unsure of what’s in store for their future careers, and that can be unsettling. However, businesses must continue to grow and provide the products and services necessary to keep our society in motion. What if we told you it is possible to do this while mitigating risks and offering employment to the incredible talent on the market today? With contract staffing, this can easily be achieved. In today’s post-pandemic market, contract staffing offers a stable yet flexible workforce solution for both companies and employees.

Why Contract Employment Is The Right Move For Your Career

As a result of the Coronavirus pandemic and the subsequent shutdowns throughout the country, millions of talented workers found themselves suddenly displaced. If you are in this situation, you’re probably wondering what to do next. Job listings are slim, especially in the trajectory of your ideal career. The jobs that are available jobs aren’t probably part of your long-term career goals. However, you also don’t want to look like a “job hopper.” It’s almost a catch-22.

Contract employment is the perfect middle-ground. It allows you to get back to work quickly, provide benefits for your family, and continue advancing your career. Simultaneously, you are afforded the opportunity to work temporarily or on projects as needed. As an added bonus, you may also get to work in areas that you usually wouldn’t, giving you a chance to actually beef up your skills and resume. And in a perfect world, your contract assignment may even turn into a full-time opportunity if it’s a good fit!

How Contract Staffing Can Keep Your Company Moving Forward

While business starts to pick back up, many companies are cautiously optimistic. And as a result of the millions of furloughs and layoffs, there are some incredibly talented candidates on the market right now. If you’re itching to take advantage but unsure of the stability of the economy, contract staffing is the perfect solution.

It allows you to hire employees on an as-needed basis; whether that is for a specific project or to fill critical gaps in your workforce. You can hire contractors on a long-term or short-term basis to choose what works best for your current needs. And at any time, you can terminate the contract, which is much more amicable than implementing layoffs. Hiring contract reduces fixed costs and helps you save by paying straight time for hours worked. And finally, contract staffing allows you to get someone in the door immediately.

So, whether you are looking for a contract position or to hire a contractor, partner with Johnson Service Group. We’ll help you build a contract staffing solution that solves your immediate needs and paves the way to a brighter future.

post-pandemic company

How to Make Your Post-Pandemic Company Better Than Before

COVID-19 has been a very tricky time for companies around the world to navigate. Businesses needed to do things they have never done before, like work from home, attend video conference calls, and experience a lapse in breakroom donuts. As we strive into the future together, we cannot revert to the same ways; let COVID-19 be an opportunity for a better, brighter future for your company. Here are five things your organization can do to make your post-pandemic company even better than before.

Increased Flexibility

COVID-19 has shown us the importance of workplace flexibility, and now, it is no longer a benefit, but an expectation from employers. In a survey from Zenefits, they found that 77% of workers have flexibility as a top priority in their job search, which means offering a flexible workplace will be crucial to hiring great talent. The transition to a more flexible working environment must happen quickly because about 30% percent of workers have left jobs due to their lack of flexibility. 

So, the spectrum of flexibility will vary from team to team. Still, you can offer flexibility with better PTO policies, WFH benefits, and empathy for sick employees – because if this pandemic taught us anything, it is to stay home when you feel sick! 

Enhanced Digitization

The quickness of the pandemic pushed workers around the world to dial in on their digital skills. Suddenly, workers needed to establish a WFH office to maintain a “normal” workday. For a boost in efficiency, we expect an increase in video conferences and other technologies to make your workforce more agile. Make the necessary investments in the technology your post-pandemic company needs to keep the ball rolling and your team more productive.

An Overload of Sanitizer

Once everyone returns to the office, workplace hygiene will be at an all-time high. Employees washing their hands and sanitizing throughout the day will become habitual, and honestly, completely necessary. An overload of hand sanitizer and other cleaning routines should be encouraged to ensure the safety of all employees.

Clear Expectations

Transitioning into a post-pandemic world will have its own set of challenges. It is different than it was previously, and you need to lay out clear expectations for what you want from your employees. Clear communication and building trust with your team will be essential as we start to return to work.

Laid-Back Dress Code

Professional outfits hit the back burner while WFH parents had to work from home and watch their children. As we transition to a new normal, there’s a trend toward casual dressing. If appropriate, relax your dress code protocol to make your team feel a little more comfortable as they return.

So, let’s reimagine your post-pandemic company: more flexible, caring, and safe. Relax the strict workplace rules that have been around for decades and offer your employees a workplace experience that they won’t want to leave.

Your Diversity & Inclusion Hiring Playbook

Your Diversity & Inclusion Hiring Playbook

Diversity is a hot topic in the world today, and many companies are scrambling to recognize deep-rooted unconscious biases and improve how they hire and manage their teams. While the first step of identifying and admitting bias can be the most challenging, it is also the most important for implementing actionable change. However, once you’re ready to tackle injustice and be a part of the change, where do you start? We’ve gathered just a few resources for diversity hiring that will get you started. 

→ You will probably need to overhaul your hiring process. Here’s a great breakdown of how to begin:

Recruiting For Diversity

→ For more on how browsing candidate’s social media profiles could be leading to bias hiring decisions:

Should Employers Screen Candidate’s Social Media

→ Learn about false-positive and false-negative hiring decisions and how you can avoid them, thus building a diverse and qualified team:

How To Avoid False-Negative Hiring Decisions

→ Creating a diverse team doesn’t start with hiring. Learn more about action steps you can take starting today:

Diversity in Hiring Doesn’t Start With Hiring

→ For more insight into the modern gender hiring landscape:

Modern Women Make Strides In The Workforce

Did you know that “hiring for culture fit?” actually leads many teams to lack diversity? Learn more here:

Don’t Hire For Culture Fit, Do This Instead

→ Take a few (free!) courses on LinkedIn Learning that cover everything from bias in all of its forms, cultural competence, communication, allyship, and accountability.

Diversity, Inclusion, And Belonging For All

This is just the beginning.

Learn more about how partnering with a recruiting firm can help you achieve your diversity hiring initiatives. Johnson Service Group has been assisting companies to implement diverse recruiting programs for over 35 years. Start the conversation today to improve the world tomorrow.