Candidate Experience

How To Hire Virtually & Offer A Great Candidate Experience

Across the globe, millions of people are finding themselves in a new working environment: their homes. Over 158 million workers are now working from home under quarantine due to the coronavirus. As a result, recruiters, hiring managers, and talent acquisition professionals must adjust their hiring strategies as they continue to hire new employees virtually. Here are a few ways your team can generate a great candidate experience while working remotely.

Be clear about your hiring process

There is a lot of uncertainty right now, and things are constantly changing every day. It’s essential now more than ever to be clear about your hiring process with your candidates. You can start this communication as early in the process as the job description. Many companies are already doing this by adding a blurb in the job description that clarifies their process.

For example, if you’re willing to hire remote at this moment and want the candidate to transition on-site once we are over the hill with COVID-19, state that in the job description. Or, if you hire now but wait a few weeks to onboard due to a state-wide “stay at home” order, clarify that in the job description. It’s crucial to be clear about your intentions with your candidates.

And if there are any changes in your hiring process (which are likely to happen), communicate that with all of your candidates. A great example is an email Google sent out to all their candidates about switching to video interviews:

“In light of the coronavirus (COVID-19) and to protect our candidates’ and interviewers’ health and wellbeing, we will be conducting all Google interviews globally virtually via Google Hangout (or BlueJeans for applicable countries) for the foreseeable future.”

Be opened minded about hiring over video

Speaking of video interviews, many companies are finding themselves switching to virtual interviews instead of face-to-face. This may be a regular step in your hiring process or a brand-new concept. Either way, your team should be open to hiring over video at this time. Many companies have policies in place against hiring over a video call.  However, during these trying times, we suggest permitting hiring over video. It may feel a little weird or uncomfortable, but we don’t know when we’ll overcome the COVID-19 pandemic, and there is no reason to halt your hiring efforts over this. If you need the staff now, take a step out of your comfort zone, and hire candidates virtually. This will help ensure you don’t miss out on great talent that will likely move on to another opportunity that’s willing to hire virtually.

Showcase a positive candidate experience

During these times, it’s crucial to showcase your company culture to your candidates. When you host face-to-face interviews, a candidate can get a sense of your company’s culture. However, over a video interview or phone call, it’s more challenging to show off your team’s culture. In other words, you must go out of your way to make it easier for a candidate to get a glimpse of your culture. For example, send them a video of company events to demonstrate your company culture or links to your social media that may give them a feel for your brand and team.

And if your new hires work remotely for a few weeks because of the coronavirus, send them a care package. Include some company swag, a welcome card, a coffee mug, or other items along these lines. Small gestures like this go a long way with offering a positive candidate experience.

COVID-19 Outbreak

Employers Are Still Hiring During the COVID-19 Outbreak

As the coronavirus continues to wreak havoc on the economy, more and more Americans are being furloughed as a result of mandatory “stay at home” orders. In a recent report from the BLS, jobless claims surged to 3.28 million last week (March 15 to 21). This is, no doubt, horrible news. It’s the highest level of seasonally adjusted initial claims ever recorded. For context, the previous record number of claims was 695,000 in October of 1982.

Some relief for Americans

There is no disputing that the COVID-19 outbreak has impacted the livelihood of every American. And although these numbers are scary, they don’t report the entire picture of today’s landscape. Even with a record-setting number of jobless claims, the U.S. stock market has surged for three days straight as a result of a new $2 trillion coronavirus stimulus package being passed by the Senate on Wednesday, March 25. The bill is expected to pass through the House on Friday.

The bill includes “one-time direct payments to individuals, stronger unemployment insurance, loans and grants to businesses and more health-care resources for hospitals, states, and municipalities.” It also requires insurance providers to cover preventative services for COVID-19, such as testing. Here is a summary of the aid the bill offers:

  • More than $350 billion to aid small businesses
  • $150 billion to hospitals and other health-care providers for equipment and supplies
  • Direct payments in early April to lower- and middle-income Americans of $1,200 for each adult. Families will also receive $500 for each child
  • Unemployment insurance extension to four months, plus an extra $600 weekly, with more workers eligible
  • $500 billion for distressed companies, including industry-specific loans for airlines, hotel companies, and others battered by the economic downturn

All of these things above are an intent to subsidize the income millions of Americans and the lost revenue of companies across the nation. Obviously, this isn’t an ideal situation, but this aid will definitely help the American economy and job market strongly recover once we are ”over the hill” with the battle against COVID-19. And as a result, the Dow Jones has been rebounding nicely the last few days. On Tuesday, March 24th, The Dow closed over 11% ahead, the strongest single-day gain since 1933.

The COVID-19 outbreak is creating jobs

Although millions of jobs are temporarily slashed, and many others are forced to work remotely, thousands of jobs are being generated. Several companies in various industries are experiencing surges in hiring as they attempt to keep up with the demand created by the virus. For example, Amazon is one of many distributors building up its staff to accommodate the explosive growth of online sales, as many Americans are stuck in quarantine. Currently,  Amazon is looking to add over 100,000 warehouse and shipping workers. CVS is also ready to add 50,000 workers to their team. So yes, while some employers, especially smaller businesses, are feeling the pressure of the COVID-19 outbreak, other companies are thriving.

We’re ready to lend a hand

We’ll know more about the impact of this virus on the labor market from the upcoming Jobs Report. There is no doubt that many are struggling right now; however, there is some good news out there amongst all the negativity. And at JSG, we are here to help those struggling at this time. There are still employers out there hiring, and we are ready to work for you to find you a great opportunity during these trying times. And if you’re a hiring manager feeling the sudden pressure, we are here to help you build up your staff. So, whether it’s on a temporary or permanent basis, we are ready to work for you. Stay safe out there.

Modern Women Makes Strides In The Workforce

Modern Women Make Strides In The Workforce

It’s Women’s Rights month, and we have something to celebrate in the staffing industry! Over the past 15 years, modern women have made huge strides when it comes to establishing and growing their careers. In fact, according to a recent LinkedIn study, 23 different jobs have flipped to hiring majority women. This is a tremendous step in the right direction. But what has been driving this change? Here are three things that have significantly impacted the gender hiring landscape recently.

Modern Women Making Strides In The Workforce

Leading The Pack

With modern technology, barriers to entry to entrepreneurship and innovation are smaller than ever. So, as long as you have the drive and the inspiration, you can achieve anything. Just ask Spanx Founder, Sarah Blakely. “Don’t be intimidated by what you don’t know. That can be your greatest strength and ensure that you do things differently from everyone else. This has opened the doors for many females to gain traction and stand out amongst the crowd by merely doing great work.

Early Education

Since the diversity-lacking tech boom in Silicon Valley, many companies and educators have sought to inspire young girls to dream big. Organizations like “She Can STEM” focus on shining a spotlight on women in STEM careers, so girls can be inspired to have a future in the industry also.

Universities are inviting girls to campus to participate in STEM events put on by campus groups. Duke’s recent Capstone event included looking at flies under a microscope, creating 3-D animations, and learning first-aid skills.

Diversity Initiatives

Most companies have instilled some level of diversity hiring initiatives. Of course, everyone must abide by diversity hiring laws. Still, there are further steps that outstanding companies are taking to ensure they are making unbiased hiring decisions and hiring the best candidate possible. For example, Intel offers up to $4,000 in bonuses to employees that refer a woman.

Be part of the movement

Want to join the movement? Talk to a Johnson Service Group team member about how we can help you achieve your diversity hiring initiatives. You, too, can contribute to the growing statistic of gender equality at work!

March Hiring Madness

March Hiring Madness

It’s finally March, the best month of the year! The weather is getting a little warmer, and the days are lasting longer. Oh yeah, and a lot of people are burning through their sick days with the epidemic known as March Madness. This month is the most competitive month of the year, as 68 teams look to make a splash in the “Big Dance” and bring home some hardware. But college basketball isn’t the only thing competitive in March.

The job market is HOT, and the unemployment rate remains at a 50-year low. If you’re thinking about looking for greener pastures, now is a perfect time to start your search. But if you’re a hiring manager, now is the right time to add some fresh talent to your team. Here’s why the March hiring madness is kicking into high gear and how to take advantage of it.

The competition is heating up

According to the Bureau of Labor Statistics, April is the month with the most advertised jobs and the largest volume of hiring in the first half of the year. So, if you’re a hiring manager, get ahead of the competition by starting your talent search now! If you wait until next month, you will have more companies fighting for the same talent. And if you’re a job seeker, this is a great time to start your search. The last Jobs Report yielded job gains of 225,000, with an unemployment rate of 3.6%. The labor market is holding steady and the hiring madness only looks to be ramping up this Spring.

Last month of Q1

March is the last month of the First Quarter. Before now, your open positions were for new positions to facilitate freshly launched projects or initiatives. January and February are big months for hiring. With renewed department budgets, employers are looking to snap out of the holiday season with a big hiring push. However, with March now upon us, the end of Q1 is already quickly approaching! Thus, employers have a solid understanding of where they stand with achieving the goals they set at the beginning of the year.

Many hiring managers begin to evaluate the team they currently have and identify gaps that need to be filled to meet expectations. Therefore, hiring managers are looking for problem solvers, someone to come in with a fresh pair of eyes, and excellent leadership skills to get the team back on track. So, if you are selected for a new position or reached out to by a recruiter, you should be feeling pretty good about yourself as a potential applicant in this situation!

The impact of Coronavirus (COVID-19)

Coronavirus is starting to impact employers across the country. As a result, it may begin to change your hiring and interviewing practices as we continue to learn more about this outbreak. But that doesn’t necessarily mean this virus needs to stall your hiring efforts. For example, many companies, like Google, are moving all their in-person interviews to a video format. This may take some getting used to, but it actually might save your team valuable time and money in the long run. Video interviews allow for more flexibility for employers and job seekers. Therefore, you may be able to speed up your hiring process and hire the talent you need more efficiently. The COVID-19 outbreak may also be a prime opportunity to discuss hiring more employees on a remote basis, giving you a competitive advantage for those looking to have a more flexible working environment.

How to navigate this March hiring madness

The March hiring madness is real, and it can be overwhelming for you or your team. If you are struggling to find your next position or to source the talent you need to finish the First Quarter off strong, let’s have a conversation. At Johnson Service Group, we can help bring you the talent you need to keep your (talent) bracket from busting.

And if you’re ready to take advantage of this competitive job market, check out our job board. We have hundreds of exciting opportunities across the U.S. and Canada!

social media

Should Employers Screen Candidate’s Social Media?

According to a 2017 study by Careerbuilder, nearly 70% of employers screen their candidates’ social media activity. And given the steady growth of social media since then, it’s safe to assume that number only continues to grow. However, in a world of online information, a lot of questions begin to arise surrounding this controversial topic. Is it even legal to screen based on a candidate’s social media? If so, is it ethical? And even further, is it causing you to miss out on qualified talent? We’re breaking these questions down to give you an in-depth look into the role that social media plays in today’s recruiting practices. 

Is it legal?

So, technically viewing any public social media is legal. You can’t fault anybody for that! However, it gets tricky when it starts affecting your hiring decisions. Employers must abide by laws prohibiting discrimination when it comes to employment practices. Even a quick glance at a candidate’s social media exposes you to the risk of making judgments based on protected classes. These include but are not limited to color, race, sex, religion, or national origin. You may even fall victim to your own unconscious bias, walking a thin line of legality. 

Is it ethical?

Many employers are of the mindset that if something is public online, it is part of your personal brand. Thus, if they hire you, your brand becomes an extension of the company’s brand. While this may be true, it’s important to tread carefully with judgments based solely on social media presence. There have been a few controversial cases over the last few years where candidates were not hired because of something seen on social media.

Remember the viral story from 2019 about a girl who was not only turned down for a job but publicly shamed on a company’s social media for posting a bikini-clad photo on her personal account? While this action was technically not illegal, it certainly was not ethical. In fact, it caused the entire company to implode – completely deleting its website and social media accounts altogether.

Is it limiting your talent pool?

Legal and ethical ramifications aside, judging candidates based on their social media presence alone could be causing you to miss out on incredible employees. In order to grow, companies must diversify their talent pool based on experiences, personalities, and skillsets. By reserving judgment until a candidate has completed a full hiring process, you have a greater chance of hiring a more diverse team.

Therefore, it’s not in an employer’s best interest to screen a candidate’s social media during the hiring process. However, if a clean online presence is important to your company or a specific position, it is perfectly okay to set rules and boundaries regarding personal social accounts for onboarded employees. (And P.S., if you’re a candidate, it’s a good idea to clean up your social accounts anyway – just in case!)

Interested in reading more insider takes on employment and hiring? Check out the JSG blog!

Mental Health

Should Employers Offer Mental Health Days?

The topic of mental health in the workplace is gaining in popularity, especially with the younger generations. According to a recent study, 91% of Gen Z and 85% of Millennials believe employers should have a mental health work policy in place. This brings up a controversial question: should employers offer mental health days? Here’s the scoop on mental health days and how they can be key to attracting younger job seekers to your company. 

Up and coming generations were often accommodated for their mental health conditions in school settings — extra time for testing, specialized testing environments to help with concentration, etc. As a result, they are more comfortable discussing it in the workplace. About 78% of younger workers believe it’s important to openly discuss mental health in the workplace. Consequently, employers are struggling to accommodate these needs. 

So, what can your team do to support the mental well-being of your staff members? Here are a couple of suggestions: 

Encourage your staff to use their sick days 

A few years ago, Madalyn Parker went viral for sending an email to her team, telling them that she was taking a few days off work to “focus on her mental health.” Subsequently, the company’s CEO was very supportive of her. Parker’s email is an excellent example of an employer being flexible and allowing their team to use “sick” time to recharge and focus on her health. 

Don’t shy away from conversations 

If one of your employees approaches you and wants to talk about their mental health, don’t brush them aside. Hear them out and see if there is anything you can do to help. Additionally, try to consistently invite open conversations about mental well-being. The worst thing you can do is create an environment of distrust. Employees need to feel comfortable discussing their well-being with their manager or HR. This is an essential step to creating a positive employee experience.  

A few small changes are all it takes 

The bottom line is that the younger generation is taking their mental health seriously. And as a result, employers must be more supportive in the workplace. You might be surprised at how much an open mind and a few quick adjustments to your company culture can create a more positive work environment. 

For C-Level Positions, The Older Generation Has The Upper Hand

For C-Level Positions, The Older Generation Has The Upper Hand

There is a lot of talk about millennials in the workforce these days. But when it comes to C-level leadership, it’s all about the boomers. Since 2005, the average age of company CEOs has increased by 11 years. So what exactly are the traits that organizations look for when hiring a sage Chief Executive Officer? In today’s economy, they’re prioritizing characteristics that only get better with age!

Average Age of CEOs Chart - Chartr

People Skills

One major benefit that boomers have to offer over their younger counterparts is their people skills. Having grown up before the tech revolution, the generation born between 1944 and 1964 developed advanced interpersonal skills. When it comes to leading large groups, having difficult conversations, and communicating via phone and email, they have a significant leg up.

Experience

During the economic downturn, many companies looked to young leaders to show their adaptability and a mission of change. However, since the economy has stabilized and grown over the last decade, organizations are looking for C-level executives who can bring extensive experience to the table. A full career brings successes, failures, and many lessons learned that prove extremely valuable to a leadership team.

Tenure

In comparison, older works are more loyal. In fact, 40% of baby boomers stay with their companies for over 20 years. Leadership teams are taking note, and thus, promoting this generation from within. Along with tenure comes wisdom, dedication, and hard work demonstrated by someone who has risen through the ranks at a single company.

Credibility

Mature leaders bring an air of credibility that can only come with age and experience. When it comes to networking and rubbing shoulders with industry leaders, boomers will be able to garnish the credibility that is necessary for dealing with fellow company leaders.

If your team is looking to add diverse, experienced C-level leaders to your organization, give us a call. We’d love to help you grow your company footprint.

3 Steps To Secure The Future Of Work

3 Steps You Can Take To Secure The Future Of Work

With the advancement of technology, the future of work is changing. But is the workforce evolving with it? A recent study presented at the World Economic Forum suggests that it is not. A survey of 15-year-olds from 41 different countries indicates that they have a narrow view of potential careers to grow into. In fact, the report revealed that 39% of jobs that today’s teenagers dream of run the risk of being replaced by machines within the next 10 to 15 years. These jobs include doctors, lawyers, managers, and teachers. So, how can we combat this and save the future of work? If you are a tech-forward company or industry, here are three steps you can take today to ensure that you have a healthy staff in 15 years.

1. Host Job Shadowing Events For Local High Schools

One of the main reasons that teenagers aren’t thinking past traditional job roles is that they don’t know what else is out there! Help uncover the many options available to them by hosting job shadow events at your office. Invite kids to come, hear about the work you do, the types of jobs available, and let them see you in action. As a bonus, if you make a great impression, your company may be added to shortlists of where teens would like to work!

2. Offer Paid Internships To College Students

During their time in college, many students are on the hunt for paid internships. Offer them throughout your various departments, and most importantly, don’t require any experience! Allow students to train on the job, and learn about how to do different roles at your company. As the talent pool for young workers heats up, compensation gets more and more competitive. Be sure to offer compensation that shows your investment in the future of work.

3. Educate Through Social Media

It’s no secret that the younger generations love social media. It’s how they connect with friends, keep up to date on news, and even self-educate. Use your company’s social channels as a platform for educating teenagers about your company and the variety of roles you offer. Post behind the scenes shots of your team and do a deep dive into the technology of what you do.

Want to have a further conversation about how your company can attract talent of all levels? Contact one of our experienced team members today!

job hopping

Younger Workers May Not Like Job Hopping After All

Millennials and their younger Gen Z counterparts are often misunderstood in the workplace. One of the biggest myths about the younger generations is that they’re notorious for job hopping. Many employers are skeptical about hiring younger workers because they think younger workers don’t want to stick around. However, a new survey from Zapier is busting this myth and touts that these generations are more loyal than employers think.

Younger workers care about longevity

According to Zapier’s survey, more than half of Millennial workers (ages 24-39) are managers and plan on staying at their current job for up to 10 years. And Gen Z workers (ages 18-23) plan to stay with their current employer for an average of six years. Additionally, these two generations are serious about their professional reputation. 65 % of Gen Z workers and 73% of Millennial workers believe that their job is a crucial component of their personal identity.

Now, there are plenty of studies that say differently. Millennials are often labeled as job hoppers, and a huge reason for their lack of longevity is to pursue better, more lucrative opportunities. Another survey illustrated that 75% of Millennials bolstered their career by leaving their jobs. However, these findings are interesting because the Zapier survey also reveals that 16% of the younger working generation have quit a job because their employer did not provide the proper technology for them to do their job. So, based on these two studies, younger workers may not want to leave their jobs if they are given the tools to succeed.

How to discourage job hopping

This all ties back into employee experience, which we discussed in detail not too long ago. Basically, this is how employers can change their workplace and culture to encourage the younger generation to stay longer:

  • Offer a more flexible workplace and environment for your staff
  • Invest in your employees and ensure they have the tools needed to be successful
  • Allow them to learn and grow within your organization

These may sound like simple “fixes,” but adding these to your workplace will help encourage your younger workers to join your team and stay. And that’s important as Millennials will account for 75% of the total workforce by 2025.

We can help you attract younger talent

Your organization is probably having a difficult time attracting workers in this tight labor market. If your team needs to add talent in 2020, reach out to one of our expert recruiters today. We have a dedicated team of recruiting professionals across North America that are ready to help you grow your team. Reach out to us today!

Employee Experience Matters in 2020

The new decade is triggering significant shifts in how we approach recruiting. LinkedIn recently surveyed talent professionals from 35 different countries to understand the lay of the land for talent acquisition. The most significant recruiting trend to watch is employee experience. But what is employee experience, and how do employers improve it to attract top talent better? Let’s break it down to understand this trend.

What is employee experience?

Employee experience is essentially the relationship between an employee and an employer. As the talent market continues to tighten, employers need to change how they view their employees. There must be a shift in mindset so that employers start to understand that their company works for their employees – not the other way around.

According to the LinkedIn survey, 94% of talent professionals believe that employee experience will be crucial for recruiting in 2020. This is both beneficial for employees and employers as 77% of surveyed talent professionals believe better employee experience results in improved retention rates. Better retention rates save employers time and costly expenses related to recruiting.

How can you improve your team’s experience?

There is really no one way to improve employee experience. However, your team can implement small changes that will have an overall positive effect on your employees. Here are a few examples:

Flexible workplace

Remote work is becoming more popular as new technologies make it easier to work offsite. It’s incredibly easy to work remotely while keeping in close communication with your team. An easy way to transition into this is to offer your employees periodic days to work from home. Whether that’s once a week or after achieving a certain production goal, adding flexibility to the workplace is a great way to boost your employee experience.

Invest in your team

Another great way to improve your employee experience is to invest in your team. Acquire the necessary tools your team needs to be successful. The fewer barriers keeping your team from getting their jobs done, the more satisfied they’ll be. Additionally, ensure that you are adequately taking care of your employees, so they don’t have to worry about their well-being. Offer competitive wages, benefits, and other perks that will encourage them to work hard and stay at your organization. It’s your talent that helps your company be successful, so you must take care of them!

Celebrate your successes

Celebrate the “little” things with your team. Successfully launch a new product? Order lunch for your staff! Achieve a new safety milestone in your department? Celebrate with a reward or treat! Have staff members with anniversaries or birthdays? Get some cupcakes and have a little fun! These are inexpensive ways to boost morale and celebrate your team.

Having a workplace with a positive employee experience is going to help your team be successful in 2020. And it’s also an easy way to recruit the Millennial job seekers that are taking over the workplace. Start making these small changes today and watch your employees soar to new heights.