Employers: Hiring Trends to Follow

The market is constantly changing, and keeping up with hiring trends is crucial to attracting the best candidates. Many employers are no longer only hiring for hard skills or expecting candidates to simply come to them. Trends are changing, and candidates expect more from their interviewing experience.

Personal Recruiting Experience

Candidates are looking to trust their recruiters these days. It is essential that as someone enters the hiring process, whoever they are speaking to builds trust and sells themselves to the candidate. When the candidate trusts their contact at the company, they also trust their opinions (a.k.a. why they should work for the company, why they may be a good fit, etc.). Candidates do not want just to be thrown into the hiring machine; they want to be treated as human and recognize the person on the other side of the phone as human as well.

Employer Image

Candidates are looking to work for companies with values they believe in. Candidates want to see a well-branded company with a clear mission as well as defined goals and values. Is the company staying up to date? Is their brand kit sharp? Do the words in their mission/goals/values have meaning, or are they all just buzz words? Candidates have increasingly begun to look for more out of the companies they decide to work for.

Soft Skills

Hiring and retaining employees with good soft skills is essential to creating a healthy culture in which candidates will want to work. While some hard skills are critical for a position, good soft skills can make up for places where hard skills are lacking. In many cases, it may be better to have a quick learner without a hard skill than an employee who possesses that hard skill but lacks communication skills and takes a while to catch on to new tasks. Allowing some flex in your hard skills and going after the soft skills is key to hiring the right candidates to foster growth in your company.

Keeping up with candidate trends allows your company to grow steadily and stay relevant in the hiring community.

Top 5 Hiring Trends for 2021

As we kick off the new year, many hiring managers are planning their hiring strategy for 2021. While this is difficult for many in a standard year, there is more uncertainty than ever now. To help you prepare, we’re sharing the top five hiring trends for 2021.

Safety & wellness

On the tails of the Coronavirus pandemic, safety and wellness will continue to be a top priority for companies worldwide. Hiring managers are having to pivot to remote interviewing, flexible work policies, and extended PTO policies to accommodate the ever-changing modern environment.

Continued growth of diversity & inclusion

2020 reignited concerns about racial and gender inequality throughout the United States. With many companies establishing diversity, equity, and inclusion (DEI) taskforces, appointing DEI executives, and implementing DEI policies, changes will continue into the new year. In order to continue hiring top talent in 2021, you must prioritize diversity. So, examine your hiring strategy and candidates to allow more diverse hires in the future, and commit to supporting and promoting your current BIPOC employees.

Remote work

Even after the pandemic is in our rearview, remote work will remain a constant in the world of hiring trends. So, to stay competitive in the hiring market throughout 2021, consider expanding your remote work policies. Candidates will be looking for remote or flexible opportunities. Additionally, make sure your interviewing process is remote-friendly to make for seamless hiring.

Streamline hiring

Speaking of seamless hiring, is your hiring process as smooth as possible? With an influx of candidates on the market, you’ll be more overwhelmed than ever trying to hire in 2021. Allow for remote interviewing and cut down on the number of necessary interviews. Instead, focus on asking better questions to assess candidates faster!

Greater emphasis on employer brand

With so many companies starting off the year virtual, candidates will be heading to your social media and website to learn more about your brand. They will want to learn about all of the above topics and more, so make sure to expand on your virtual employer brand. Link your careers page to your diversity statement, share stories about your company culture and give a quick preview of the hiring process. The more information a candidate has, the more likely they’ll become passionate about working for your company!

Looking for more hiring trends and tips on how to hire successfully in 2021? Explore our client resources here!

4 COVID-19 Hiring Trends

There’s no denying that the Coronavirus pandemic has changed almost everything about our day-to-day lives over the past year. So, it should not come as a surprise that COVID-19 has significantly impacted hiring trends. If you’re trying to land a job or hire a new team member in 2020, you must understand these four COVID-19 hiring trends.

Remote Hiring Process

Following months of mandatory stay-at-home orders, companies have had to pivot to remote working scenarios. In fact, many have extended their remote work policies through the summer of 2021. As a result, they have also moved their hiring process online.

As a candidate, this means you need to be prepared for a hiring process that will be entirely online. Brush up on your video interview skills, refresh your LinkedIn, and make sure your technology is up to par.

Increase In Remote Positions

Now that hiring managers are more comfortable with having a remote team, they are also changing some positions to be fully remote. If you have wanted a remote position, now is your time to shine! LinkedIn data shows that remote job listings have increased by 2.8x since March 2020.

As a candidate, this means you need to show off your remote working skills. Just because more companies are hiring for more remote candidates doesn’t mean they will hire just anyone. They will be looking for candidates with remote work experience and advanced remote working skills.

Faster Hiring Processes

One of the benefits of COVID-19 hiring trends and entirely remote hiring processes is that they tend to go much faster! It is much easier to schedule remote interviews. Additionally, there are a lot of incredible candidates on the market right now, so hiring managers are more likely to move quickly to secure the talent they need.

As a candidate, this means you must be ready to move! If you have scheduling issues or don’t make a hiring process your priority, there’s a good chance you could lose out on the position to someone more accommodating.

Increase In Temporary Hiring

Because of how COVID-19 has affected the economy, some companies are wary of bringing on permanent employees. This is why temporary contract workers are a perfect fit for 2020. Hiring managers can hire talented candidates on a temporary basis, and maybe even convert them to permanent employees down the road.

As a candidate, this means you’re more marketable if you’re flexible. By sharing that you’re open to contract positions, it makes you more valuable. Be sure to list any previous contract or temporary positions along with any applicable skills.

Have you seen an increase in these COVID-19 Hiring Trends? Whether you’re a candidate looking for a position, or a company interested in bringing on talent, contact us today!

How To Harvest More Jobs This Fall

As we head full-force into autumn in 2020, there are a lot of unknowns. One thing that remains consistent, however, is seasonal recruitment cycles. Even if things look a bit different, you can still expect a breakthrough in hiring. If you’re looking to harvest more jobs this fall, understanding the market is your first priority. Here are three trends that will affect hiring as we launch into the 4th quarter.

Seasonal Work

As we head into the holiday season, there is always a spike in seasonal work. Retail and manufacturing are among the industries to get the most significant boost. This year, however, will be beyond anything we’ve ever experienced before. The Coronavirus will cause a complete shift in how retailers hire for the holidays. Pre-pandemic, companies loaded up on checkout personnel, showroom stockers, and security for the holiday frenzy. Now, the focus will be on curbside and contactless delivery, safety and cleaning, and shipping and customer service for online orders.

On the manufacturing side, warehouses are already feeling the pressure. With the announcement of Amazon Prime Day on October 13th and 14th, everyone is scrambling to meet a massive boost in demand. Retailers and manufacturers that were already ramping up for a busy virtual holiday season are now trying to accommodate sales starting mid-October. This will put pressure on the entire supply chain, from manufacturing parts to delivery.

End Of Year Rush

Q4 is always a time of self-reflection for hiring managers. Having open positions at the end of the year does not bode well for their criticality to the team, especially in today’s hiring environment. Many companies set a precedent to either fill positions by year-end or lose them altogether. Additionally, departments are reviewing budgets. If they discover unused resources, they will want to reallocate them going into the new year.

Fall Refresh

Last but certainly not least, there is always an air of calm and productivity in the fall. Fewer team members are out of the office on vacation, managers are planning for a new year by brainstorming new projects, and it’s easier to prioritize hiring and interviewing. Typically, hiring processes tend to speed up in the 4th quarter as teams work more efficiently, and managers rush to wrap everything up before the new year.

Don’t let this spooky year halt your hiring

This year has been hectic, to say the least, and it is about to get even busier as we leap right into the last quarter. You and your team have a lot to accomplish over the next three months, and that probably feels a little eerie. If your team is looking to take some stress off your shoulders, JSG is here to help. We can work together to solve your hiring needs and ensure the fourth quarter doesn’t haunt your team.

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!

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.

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!

IT Hiring Trends In 2019

IT Hiring Trends in 2019

Every company has a need for IT talent. But these days, it may not be so easy to come by! From Application Developers to Systems Administration, the demand for qualified IT professionals is on the rise. IT hiring is projected to grow 13% by 2026, which is faster than the average of all occupations. Here are four trends affecting the industry this year.

The industry is experiencing a labor shortage

Over the next two years, there will be 1.4 million open technology jobs, according to the U.S. Bureau of Labor Statistics. In that same time, only 400,000 people will graduate with computer science degrees. As companies strive to meet consumer demands, their IT hiring requirements are steadily increasing. This disconnect creates a huge burden.

Flexible work options are popping up everywhere

“Technology mobility is here to stay, and companies need a combination of in-office workplaces and flexible remote work options,” says Jeb Ory, CEO of Washington, D.C.-based Phone2Action. Interestingly enough, companies and candidates alike are moving away from full-time remote work. They see value in having face-to-face time with team members and also having the flexibility to work remotely as needed.

Compensation is extremely competitive

With the shortage of qualified candidates, competition for talent is fierce. Additionally, high demand certifications such as Cisco Certified Architects (CCAr), are driving salary premiums at a rapid pace. Hiring managers need to put their best offers on the table when it comes to hiring IT professionals. If you don’t offer a competitive salary, IT professionals will move on to another employer who will.

Faster hiring processes secure talent

Two-thirds of non-executive technology professionals say they would “lose interest in a job if there was no follow-up within two weeks of an interview.” However, the average time to fill a staff-level role is 4.5 weeks. In order to secure top talent in the IT space, companies will have to move quickly!

Why Summer is A Great Time to Hire

great time to hire

Most of us have been patiently waiting for summer. Longer days, warmer weather, and much-needed vacation time. But before you start to kick back and relax, it’s time to think about your hiring needs. There’s a common myth that summer is the slowest hiring season. Many people believe hiring slows down because there are not as many opportunities available. That simply isn’t true. With a 50-year low unemployment rate and 7.5 million job openings, the labor market is the busiest it’s been in decades!

Don’t let summer slow you down and deviate your hiring needs. Here are a few reasons why it’s actually a great time to hire.

Hiring tends to slow down

Typically, many employers slow hiring efforts during the summer months. Your fellow employees may be on vacation or taking advantage of “Summer Fridays.” These absences can make it difficult to coordinate panel interviews, and ultimately, make hiring decisions. However, with an unemployment rate of 3.6 percent, the pool of candidates to choose from is still shrinking.

Many companies desperately need talent, so it’s a great time to take advantage of your competition’s lack of attention to their hiring needs. With fewer hiring managers and human resource professionals hunting for candidates, there will be less competition for your company to swoop in and find fantastic candidates.

Additionally, many younger candidates have just graduated and are looking for their first career opportunity. Take advantage of this fresh pool of applicants and find some recent college grads to fill any entry-level roles.

Candidates are taking vacations

Many people patiently wait to take their vacation or paid time off during the summertime. This available time opens up the perfect opportunity for squeezing in an interview.

If a candidate is already taking a week off for a vacation, it may be easier to tack on an extra day for an onsite interview. Or if it’s just a phone interview, most people can spend 30 minutes to an hour away from the beach or family for a brief conversation. Don’t let vacation time scare you away from searching for the candidates your team needs!

Faster hiring process

Everyone is busy in the summer. Employees are out of the office and departments are balancing multiple projects. The faster you can add qualified people to your team, the faster they can get acclimated and start making an immediate impact. This is great for your company’s bottom line as the average job vacancy takes 42 days to fill at a cost of $4,129. Thus, by making smart hiring decisions quickly, you are saving your department money in the long run. It’s a win-win situation!

Just because the sun is shining, doesn’t mean you should put your hiring efforts on hold. In fact, hiring for critical needs during the summer months might be just what your organization needs to do in order to get ahead of your competition!

Hiring Trends to Watch Out for in 2019

hiring trends

As we begin our journey into 2019, it is important to remember that with a new year comes new challenges. In the world of hiring, staying on top of these new hiring trends is imperative for your organization to remain competitive in your industry. Regardless of trade, businesses will always need new people. You, of course, want to attract and hire the most talented and best-fitting employees. However, how do we gain an edge in such a candidate-driven job market?

Speed Up!

As mentioned above, the job market capped off a strong run in 2018 by adding 312,000 jobs in December, with wages posting its highest annual gain since 2008. With so many opportunities available, both active and passive candidates have a wealth of options when looking to switch careers. Tools like LinkedIn make these options much more visible and allows for quick and easy connections between you and prospective employees.

In order to gain an edge and stand out from competitors, you must act quick! Speeding up your hiring process allows you to stand out if the candidate is receiving multiple job offers. Review the current hiring process in place and remove any unnecessary steps that could lengthen the process.

One Size Does Not Fit All

Branching off of our last point, the purpose of the hiring process (resumes, interviews, etc.) is to find and place the best candidate available. Many organizations use the same process when hiring a position, regardless of what the job entails. While structure and consistency is a fundamental value of almost any business, it doesn’t always provide the most beneficial means of getting to know a candidate. The key skills demanded of a graphic designer and an HR manager have night and day differences.

While these differences may be reflected in the job description, the interviews themselves should stress the specific traits the position requires. “What is your biggest failure?” and “Where do you see yourself in ten years?” are decent ways to gauge a candidate’s competence. However, you need those nitty-gritty details that will determine if a candidate is a right (and a smart) hire. For this example, it would be more efficient to ask a design candidate a question like, “How do you get out of a creative rut?” When reviewing potential HR managers, questions about creativity may provide some insight into their problem-solving ability. However, in reality, it would be more beneficial to present them with a more general problem-solving test.

Work with a Professional

Sometimes, your best option is asking for someone’s help. Third-party recruiting firms, like Johnson Service Group, take the leg-work out of the hiring process. If some of the suggestions listed above sound too time-consuming, don’t get overwhelmed. Partner with a staffing firm to ensure your company will be interviewing qualified; vetted candidates that want to work for you!