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attract job seekers during COVID-19

How to Attract Job Seekers During COVID-19

Jobless claims in the United States jumped yet again today. On Thursday, the BLS reported another 2.4 million Americans applied for unemployment benefits, bringing the total number of unemployed to 39 million. Yet employers that are hiring are struggling to attract the right candidates. This rift is perplexing with so many people out of work. Some workers that are laid off are enjoying their newfound free time, some are making even more money on unemployment than when they were working, and others are just difficult to find. If you are one of the many employers that need talent, here is how your team can attract job seekers during COVID-19.

Share your benefits and perks

With an extra $600 per month on unemployment, thousands of workers are making more than they were while employed. So, how do you attract those people that are making extra money each week while enjoying a little free time? Your organization should make your company’s benefits and perks transparent. In your job descriptions, layout the benefits you offer, as well as the perks your team gets to have. Offer occasional remote work or have an outstanding 401(k) program? Share that early (and often) in your recruitment efforts! These perks are challenging to come by for many job seekers, so sharing your benefits will be your secret weapon.

Share a glimpse of your culture

Another excellent way to attract top-notch job seekers is to share a glimpse of your company culture. Culture is huge right now, and job seekers want to work for an employer that aligns with their values and beliefs. When you write your job descriptions, add a section that briefly discusses what it’s like to be part of your team. Include links to videos, social media posts, or sections of your website that illustrate your culture.

If your new employees will be working remotely at first or even temporarily, ensure you make them feel welcome from their first day. It can be challenging to build a strong culture remotely. If you are looking for ways to create a positive employee experience for your remote team, here are a few things you can implement to help you attract and retain your staff.

Referral programs

Do you offer a referral program? If you have a teammate that refers a candidate to an open position of yours, reward their efforts! If that referral leads to a hire, give that employee a nice thank you and a small token of your appreciation. Whether it’s a gift card or even a cash bonus, creating a referral program is a great way to attract qualified candidates, even during a global pandemic. If you have a program, ensure your entire staff knows about it so they are incentivized to send over great resumes!

Work with a recruiting firm

These are just a few things your team can do to attract job seekers during COVID-19. But if your team is still struggling to attract candidates during the pandemic, don’t give up hope. Work with a recruiting firm, like Johnson Service Group, that can help you source the right candidates for your team. We have a pipeline of excellent candidates that are ready to get back to work now.

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.

How To Determine If A Company Will Be A Good Culture Fit

How To Determine If A Company Will Be A Good Culture Fit

In a candidate-driven job market, it can seem like the world is your oyster when it comes to making a career move. But that doesn’t mean you want to take just any job! You want to find one that is a fit for your skills and experience; you want a job that will allow for continued growth. Something else you want to be on the lookout for? A company and team that will be a good culture fit. Use these three tactics to discover your next step!

Do Your Research

Before you interview, or even before you apply, research the company. Of course, you’ll want to check out their website, but also be sure to browse their various social media accounts. This may give you a peek into what the office is like if they frequently do events outside of work, and a more in-depth demonstration of their mission and values. Last, but certainly not least, LinkedIn is your best friend. Find the company on LinkedIn, click on “see all employees on LinkedIn.” Peruse employee profiles to get an idea of the company culture. A few specific things to look for: how long employees have been at the company, how they describe their job, and if they have recommendations and endorsements from coworkers.

Ask Great Questions

Once you get to the end of your interview and the Hiring Manager asks, “do you have any questions for us?” This is your chance! Use this opportunity to ask a couple of great questions that will give you further insight into the company culture. Here are a few of our favorites:

“What is your favorite thing about working for ABC Company?”

“How will this position interact with other team members and departments?”

“How does ABC Company tie their values into their day-to-day operations?”

Pay Attention To The Little Things

The smallest details can give you a hint as to the culture fit of a company! When you go in for an in-person interview, be aware of your surroundings. What is the general attitude or vibe of the office? Do the current employees seem friendly and welcoming? If you have the opportunity to meet with other team members, be sure to ask the same questions you would ask leadership and more! Don’t be afraid to ask questions about working with the leadership team. This can give you a better understanding of how to be successful if you are to be hired.

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!

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.

Appreciate your job

How Millennials are Benefiting Our Corporate Culture

Millennials

Born between the years of 1981 – 1996, Millennials are probably the most talked about generation. Well, in a more stereotypical way. But, they are adding some great benefits to our corporate culture that you may not know about.

Work-Life Balance

Millennials are adamant about having a life outside of work. And compared to generations past, they are willing to take pay cuts for it. But with this must have, they are also helping every other employee enjoy the perks. They’re also getting more flexibility in the work environment and more time off to spend with their family and friends.

The emphasis on a good work-life balance to Millennials probably comes from them watching their parents. They saw them sacrifice family time in return for career advancement. Which they don’t necessarily see as a bad thing… It just makes them realize what they want to prioritize, which is family time over work advancement or more money.

They Value Company Culture

Almost anyone you ask would say having a good company culture helps them feel appreciated, important, and that they are making a difference. But each generation is different on how highly they weigh culture fit when accepting a job offer. But, Millennials rate this as one of the most important things to them when searching for new opportunities.

On average, they are willing to take a $7,600 cut in salary, each year, to work in an environment that fits well with their morals and makes them excited to go to work. This may seem like a crazy pay cut, but it’s one of the huge reasons why Millennials, you could say, are improving the corporate culture.

They are emphasizing the need for good morals, ethics, and community outreach. Which, with the current job market we’re in, is putting companies in the hot seat, not candidates searching for jobs.

Millennials Want Feedback and Growth

Millennials want recognition, but not without putting in the work. They are changing the way managers and owners communicate with their employees by pushing them to give more feedback and acknowledgment. This may come from the want/need to be recognized. Although, it is affecting the corporate world in a manner that helps everyone know what they can improve on or what they are doing well at. It helps employees feel more appreciated by the company they are working for.

Overall, the largest generation is making big impacts on our corporate world, in a way that is benefiting everyone else positively. They are helping put a priority on a great work environment and reminding us to focus on our lives outside of work. So even though we know the millennials for all of the stereotypes, we also know them to be improving our ever-changing work culture too.

 

How To Hire For Culture Fit, Johnson Service Group, Johnson Search Group, jobs, hire, culture, client, employer, out of the box, resumes

4 Simple Steps to Hiring for Culture Fit

Hiring for Culture Fit

4 Simple Stpes to Hire for Culture Fit

As a company, we have been putting more and more emphasis on hiring for culture fit both internally and for our clients. “Culture fit” is more than just a buzzword, it is rapidly becoming a standard in business around the world. But… what exactly is it and how the heck do you hire for it? At its core, cultural fit means that employees’ beliefs and behaviors are in alignment with their employer’s core values and company culture. (Business News Daily) And as important as it is for us to define culture fit, it’s just as important to define what culture fit is NOT.

It is not a way to hire all of your best friends, it is not a strategy to hire people who are all the same. You still need to hire a diverse team that brings different experiences, different points of view, and even different goals. So how do you sort through the thousands of candidates on the market to find the one or two people who are not only going to be a great fit but also make an immediate impact on the growth of your team?

1. Have a strong and clearly defined culture

This may seem like an obvious suggestion, but please take a moment to step outside your shoes and look at your company through the eyes of a candidate. Is your company culture obvious right off the bat? Does what you read online align with what you’ll see in the office and hear when you talk to current employees? If the answers to these questions aren’t clear, it’s time to make some adjustments. Simply, make your brand known. Or, more complicated, define your culture and get everyone on board.

2. Don’t be so strict when reviewing resumes

So often, we put candidates in rigid boxes because they do or don’t check off every box on our desired skills list. This is resulting in so much missed value! Just because someone doesn’t have every skill doesn’t mean they can’t come into your open job and make a huge impact. Remember, skills can be taught but culture fit cannot. If you’re intrigued by someone’s background, or they fit some criteria but not all, put them in the “yes” pile. You will be amazed at how much you learn and gain just by talking to these candidates.

3. Think outside the box during the interview process

We’ve all seen the standard list of questions that everyone asks during an interview. “What are your weaknesses?” “Tell us about yourself…” By changing the way you ask questions, you change the type of talent you bring on board. I love this list of culture-fit specific questions from Harvard Business Review. And don’t stop at just changing the questions you ask! Maybe ask the candidate to sit in on a meeting and give their thoughts on a current project. Or give them a homework assignment very similar to what they would be doing day to day. You could even take them out to a team lunch to see how they interact with everyone. By taking candidates out of the “typical” interview process, you will be able to uncover outstanding talent.

4. Give the power to the candidate

Something that I love to say when I’m interviewing someone is “this interview is a two-way street.” I like to put the power in the candidate’s hands by asking them to tell me what they are looking for in a job or career. Trust your candidates. Make them feel like they can open up to you. By doing this you’ll be able to get to know their true selves. This alone will determine if they will truly be a culture fit on your team.