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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.

You Need To Interview Differently, Starting Today

You Need To Interview Differently, Starting Today

It’s no surprise that COVID-19 has changed the hiring landscape. The effects of this pandemic will be felt throughout organizations for years to come, and it will permanently change how we do business. One thing you can start changing now is how you interview. By making a few adjustments, you’ll be able to continue hiring talented candidates during uncertain times. Try incorporating these three things into your interview process while hiring for your next role to get ahead of your competition!

Be Open To Long-Distance Hiring

Gone are the days of flying candidates across the country to interview for a position. We do not know how long the effects of the Coronavirus will last. Even after the threat of COVID-19 has passed, it will be good practice to limit exposure as much as possible. In order to hire top talent before your competition, we are coaching our clients on how to hire virtually. Over the phone or via a video conference, you can still get a thorough understanding of whether someone will be a good fit for the position or not. It all comes down to asking the right questions.

Stop Grilling Candidates About Employment Gaps

With unemployment claims now reaching over 33 million, there will be just as many gaps on resumes. It’s time we stop judging candidates on resume gaps or presumed “job hopping.” Instead, focus on the value they can add to your team. To ensure that they are in it for the long haul, be sure to ask questions about why they want this position, and where they see themselves in the future. (It’s okay to press for more in-depth, realistic answers to these questions to make an accurate assessment!)

Be Upfront About PTO & Benefits

In the past, it was considered in poor taste for candidates to ask about PTO and benefits during an interview. However, in the wake of the Coronavirus pandemic, these policies have become more than just “work perks.” Moving forward, candidates will want to ensure that they can take adequate time to heal and recover or care for family members. They will also be comparing company benefits such as healthcare, 401k matching, and wellness initiatives. It will work to your advantage to explain your benefits package during the interview. As a result, candidates can make an informed decision about the next step in their career.

For more articles on the Coronavirus and how it is affecting the job market, head here.

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!

How To Hire Remote Employees

How To Hire Remote Employees

Did you know that 50% of employees worldwide work outside of their main office for at least 2.5 days a week? And companies are reaping the benefits. 85% of business leaders have expressed that flexible working has made their business more productive, and 67% even think that flexibility can improve productivity by at least a fifth. If your team has yet to add remote workers, now is a great time to do it!

Expand your search

Hiring remote employees allows you to expand your net for finding talent significantly. Consider this when posting your job listing, and don’t limit it to only specific areas. Some of the most talented candidates may live in remote areas or even overseas. This is where partnering with a recruiting firm can come in handy, as we have connections with candidates worldwide.

Look for key skills

Any successful remote employee needs to excel at a few key skills. These include great communication, exceptional organization, and reliable accountability. To assess a candidate’s mastery in these three areas, be sure to ask lots of behavioral questions during the interview process. Additionally, remote employees MUST be tech-savvy. Without an in-person support team to troubleshoot, they will need to be comfortable with all sorts of different technology ranging from reporting software to video conferencing.

Be upfront about expectations

The stipulations around every single remote position are different. Throughout the hiring process, starting with the job listing, be clear about what you expect from remote employees. Explain how they will be evaluated, and how their position measures success. It’s essential that you follow through on these expectations throughout the hiring process, and as soon as your new employee is on board.

Consider hiring contract

If you’re still a little wary about hiring remote employees, consider starting with a contractor. You can always offer a contractor a permanent position down the road (contract-to-hire); often referred to as the “try before you buy” method.

Flexible working is the future. If your company is curious about how you can hire more remote employees, or simply need help discovering the talent you need; talk to one of our experienced recruiters today.

How To Avoid False-Positive Hiring Decisions

How To Avoid False-Positive Hiring Decisions

There is an art to interviewing, and just because someone has mastered that aspect it doesn’t necessarily mean they are the right person to hire, which is why we want to discuss false-positive hiring. This is when you hire someone who excels during the interview but underperforms on the job once hired. How can you avoid making this fateful mistake? Follow these 3 steps to ensure that you aren’t hiring candidates just because they’re an expert interviewer.

Dig deeper

Many interviews feature the same questions. “Why do you want to work here?” “What are your strengths and weaknesses?” “Why should we hire you?” And while these questions can be an effective initial gauge, it’s crucial to push candidates a little further in order to understand their true personalities and motivations. Always ask candidates to elaborate on their answers and ask further questions based on their responses.

Seek diversity

When sifting through resumes and conducting interviews, be sure to assess a variety of candidates. Seek diversity in gender, age, ethnicity, experience, and more. It’s been proven that teams with more diversity consistently perform better and are overall more successful. Additionally, this will allow you to avoid confirmation bias, wherein you hire someone whom you think would be suitable for the job without actually assessing their skills

Set clear expectations about the job (and follow-through)

When candidates have an idyllic concept of the job they’re interviewing for in their mind, they may just say anything necessary to get the job. To truly understand if someone will be a good fit, explain all aspects of the job, good and bad. Ask behavioral questions centered around the challenges of the position to avoid false-positive hiring. Pry the candidate on how they work on teams, individually, and how they like to be managed. Discuss 30, 60, and 90-day goals and how employees are evaluated at each stage. Be sure to follow through on those evaluations, and don’t be afraid to set high expectations!

Looking for more tips on how to improve your hiring process? Connect with one of our experienced team members today!

How To Avoid False-Negative Hiring Decisions

How To Avoid False-Negative Hiring Decisions

Hiring is a tough game in today’s market. There are all sorts of obstacles that could prevent you from hiring your next great employee. False-negative hiring is one of those hurdles that can cause you to miss out on incredible talent. When a candidate who would have been a great employee underperforms in an interview, leading you to decline their application, that is false-negative hiring. And because you don’t exactly know what you’re missing out on, it can be challenging to avoid! You can, however, try these 3 tactics to avoid a false negative hiring situation and land your next successful team member.

Help your candidates prepare for the interview

One of the main things you can do to level out the hiring field is to prep your candidates for their interviews. Those who are less polished at interviewing or who get nervous when put on the spot will appreciate having information ahead of time. Have your HR team send an email to candidates with all of the interview details; who they’ll be meeting with, parking details, relevant websites and social media, and even interview questions they can expect.

Don’t throw in oddball questions

While it may be trendy to ask questions like “how many rubber duckies fit in an airplane?” it’s not helping you hire lasting team members. Keep your interview questions straightforward. Every question should have a purpose behind it and add value to both the interviewer and the interviewee.

Be transparent about the hiring process

When your candidates understand the steps and timeline of a hiring process, they can be better prepared. Transparency will also establish loyalty to your company and excitement about the position. When candidates are left in the dark, wondering about the next steps or if they’re still in the running, they may pursue other options or simply feel distanced from the opportunity.

Looking for more tips on how to improve your hiring process? Connect with one of our team members and get the conversation started!

Work Flexibility, Remote Work, Hiring

How Work Flexibility Can Transform Your Hiring Process

Today’s competitive hiring environment has left many managers scratching their heads. You may find yourself asking, “how can we hire candidates with the necessary skills and experience to help achieve our growth goals?” Well, it’s not as simple of an answer as it used to be. When considering new opportunities, candidates are now weighing a multitude of factors — one of the main ones being work flexibility.

According to LinkedIn’s latest report of Global Talent Trends, work flexibility is quickly rising to the top of candidate requirements. And your competitors are getting on board! In fact, there has been a 78 percent increase in job posts on LinkedIn that mention work flexibility since 2016. Here are a few of the facts behind work flexibility and how it can completely transform your hiring process.

Attracts Candidates

51 percent of talent professionals state that work flexibility is one of the top features attracting candidates in today’s market. According to Anna Auerbach, Co-Founder and Co-CEO of Werk, “candidates are asking about flexibility in the interview process, and that was not happening a few years ago. If your answer is, ‘let me check with HR,’ you’ve already lost the candidate.” Be sure to mention your flexible work policies in job descriptions and throughout the interview process. That way, you can simultaneously attract candidates while setting expectations early and often.

Increased Diversity

We know how important diversity hiring is to our clients. Have you ever considered that work flexibility could be the solution you’re looking for? According to LinkedIn, women are 22 percent more likely than men to rank flexible work arrangements as a very important factor when considering a job. Sara Sutton, founder of the organization 1 Million for Work Flexibility, expands, explaining that it’s not just about working moms. “It’s people with disabilities, military spouses, people with health problems, caretakers, and people living in rural or economically disadvantaged areas. People need and want work flexibility for a lot of different reasons.”

Employee Retention

When you reward your employees with trust, they are much more likely to stick around. In fact, 54 percent of talent professionals cite encouraging retention as a major perk of flexible work. This can significantly assist in your recruiting efforts. When your current employees are happy, that shines through to prospective candidates! Not to mention, you’ll have less turnover, and thus, fewer spots to fill.

Keep in mind, work flexibility isn’t just about allowing employees to work remotely. A flexible work environment encompasses full-time remote employees, occasional remote working situations, the ability to shift working hours, and the freedom to briefly step away when needed. Try implementing one of these flexible solutions and watch how your hiring process transforms along with your working environment!

How to Hire Smarter in 2017, Johnson Service Group, Johnson Search Group, jobs, hire, hire smarter, smart, JSG, linkedin, hiring budget, retention, client resources

How to Hire Smarter in 2017

As we navigate through the early stages of 2017, the hiring landscape is full of excitement, promise, and the unknown. We have been in an increasingly stable economy for a few years now, the candidate-driven market is in full swing, and authenticity is becoming a priority for employers and candidates alike. One thing is for certain, 2017 will be a competitive hiring year with candidates obtaining more soft skills, companies offering more enticing perks, and millions of open jobs. In order to compete, you’re going to have to hire smarter in 2017. Here are the most important trends to keep in mind:

How to Hire Smarter in 2017

  1. Average time to hire

Time to hire has always been an important metric in recruiting, but it is now more essential than ever. Did you know that 30% of companies currently hire in less than 1 month? Chances are, those companies are landing the top talent you need to successfully grow your team. Over 50% of companies say it takes 1-2 months and 17% say it can be up to 3-4 months. In a growing candidate-driven market, the urgency of that 30% will win out when it comes to hiring the best employees. In 2017, you’ll need to ask yourself, what can my team do to get to that 30% range?

How to Hire Smarter in 2017

  1. Quality of hire

As the labor market opens up, candidates are more fluid and it’s getting more and more difficult to not only find the best talent, but to retain them as well. In 2017, companies will be focusing on measuring the success of their hiring. The number one contributing factor? The length of time new hires stay at a company. What many leaders forget, however, is that retention starts at the time of hire. Are you hiring the best candidates on the market? Are you accurately and transparently representing the culture and community of your company? Are you hiring for personality as well as hard skills?

How to Hire Smarter in 2017

  1. What you can offer a candidate

Gone are the days when candidates were in it “just for the money.” When considering an employer, candidates consider culture and values first and foremost, even before perks and benefits. Mission and vision also play an important part in the decision process. And when asked what swayed them to take a job? 44% said opportunities for career advancement and challenging work. We’re willing to bet that your company has a great culture, comparable benefits, and challenging work, but the question remains, are you conveying this information to potential candidates during the hiring process?

How to Hire Smarter in 2017

  1. Hiring budget

According to LinkedIn, 37% of companies plan to increase their recruiting budgets this year. When asked what they would invest in if they had an unlimited budget, companies prioritized employer branding, new technology, better sourcing tools, candidate experience, and training for recruiters. But what if there was one solution that could do all of these things for a fraction of the cost?

You’d be surprised at the power of partnering with a third party recruiter. At JSG, we can do all of these things and more (it’s kind of our thing). Give us a call today to discuss your hiring needs for 2017 and how we might be able to help. We can’t wait to connect you with the talent you need to make this year, your year.

*All data and information from LinkedIn’s Global Recruiting Trends 2017 Report. Click here to download.