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Should I Stop My Jobs Search Because of COVID-19?

Should I Stop My Job Search Because of COVID-19?

There’s a lot of uncertainty around the country, thanks to the coronavirus. Nearly 158 million Americans in over 16 states are being forced to work from home, while millions of other workers are facing layoffs. So, if you were thinking about pursuing a new career path before the COVID-19 pandemic, it can be a little discouraging. However, don’t let this outbreak stop your job search altogether. Things may look a bit different, and your interviews may move from face-to-face to video formats, but many employers are still actively hiring.

Many employers are ramping up hiring efforts

Hundreds of employers in a few different industries are kicking their hiring efforts into high gear, including grocery stores, shipping centers, and the food services industry. For example, Amazon is looking to hire nearly 100,000 warehouse and delivery workers across the nation. They are even increasing hourly pay by $2 to accommodate those working amidst the COVID-19 outbreak. Big pizza chains are currently hiring thousands of permanent workers. Pizza Hut is attempting to hire 30,000 new employees, while Domino’s is aiming to increase its staff by at least 10,000. Grocery stores and pharmacies are in massive need of new employees to accommodate their surging customer base. CVS, for example, is estimating it will add 50,000 new staff members.

Obviously, there are thousands of small and large companies that are struggling at this time. However, that doesn’t mean hiring as a whole has halted due to the virus, and thus, you shouldn’t postpone your job search just yet.

There’s still competition out there

If you’re serious about your job search, now is definitely not the time to pump the brakes. According to SHRM’s President and CEO Johnny C. Taylor, JR, “There will be an end to this. If you take yourself out of the process, someone else may take that job you would get.”

There is no telling how long the effects of the virus will last, but President Trump is hopeful that the majority of “non-essential” businesses will be back up and running by Easter Sunday (April 12th). That may be an optimistic timeline for us to return to business as usual, but that’s only a couple weeks away. In other words, don’t let the virus stop you from submitting your application. If some states are only in lockdown for a couple more weeks, they will be looking to jumpstart their hiring efforts again. Therefore, if you try and wait out the storm, you may miss out on some great job opportunities.

There’s light at the end of the tunnel

This coronavirus is scary, and there is currently no telling of the economic or social impact of the virus. However, we will get through this together. Some positive news on the virus: Hubei, the Chinese province and the COVID-19’s “ground zero,” is preparing to lift most of its lockdown measure on Wednesday, March 25th. This is proof that we can and will overcome this together. Stay calm and stay healthy.

March 2020 JOLTS Report

March 2020 Jolts Report: 7 Million Job Openings

Despite all the ruckus generated by the Coronavirus outbreak, the latest JOLTS Report released this morning. The BLS reported an impressive 7.0 million (+411,000) job openings on the last day of January. Throughout the month, hires and separations were little changed at 5.8 million and 5.6 million, respectively. The quit rate also remained at 2.3%, showing that Americans are still confident in their new job market prospects.

Here’s a more in-depth overview of the latest JOLTS Report

  • Job Openings: 7.0 million
  • Hires: 5.8 million
  • Separations: 5.6 million
    • Quits: 3.5 million
    • Involuntary: 1.7 million
    • Quit Rate: 2.3%
  • Net Employment Gain: 2.1 million

Starting the new decade strong

This is the first JOLTS Report of the new decade, and overall, it’s a good sign of what’s to come in 2020. The number of job openings increased by nearly half a million, and the number of quits held firm. Job openings grew for total private (+370,000) and edged up for government (+40,000). Additionally, throughout January, job openings increased in finance and insurance (+65,000), the federal government (+38,000), and mining and logging (+8,000).

The net employment rate also is looking very optimistic. Over the past 12 months (ending in January), the number of hires amounted to 70 million, and separations equaled 67.9 million. As a result, the net employment gain as of January 2020 was 2.2 million. Now, if you pair this with this month’s Jobs Report with +273,000 jobs, things are looking good for the labor market right now.

A look back to 2019

Last year, there was a total of 69.9 million hires, which is an increase of 1.3 million from 2018. Also, the total number of separations rose by 1.7 million in 2019, to a total of 67.9 million. In other words, there were substantially more hires AND separations last year, showing how strong the job market was throughout the entire year. Additionally, the number of quits rose for the 10th consecutive year, reaching 42.1 million. That’s up by 1.8 million and nearly two-thirds of the total separations last year. On another positive note, layoffs were down by 64,000 in 2019, another example of the strength of the labor market.

Need some help navigating this job market?

As you can see, the proof is in the pudding. The job market is looking fantastic, thanks to the latest JOLTS Report, and 2020 is off to a strong start. Yes, there is a lot of uncertainty in hiring due to the COVID-19 virus, but the majority of employers are still struggling to attract the talent they need. If that sounds like your company, give us a call. Our recruiters are working diligently to help our clients source the talent they need to keep business operations running smoothly. Let’s connect and see how we can work together.

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!

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!

love working with a recruiter

Why You’ll Love Working with a Recruiter

Have you ever worked with a recruiter? If so, you understand how helpful they can be to your job search. Since Valentine’s Day is quickly approaching, now is a perfect opportunity to find a new job that you will fall in love with. Here are four reasons why you’ll love working with a recruiter.

They are expert matchmakers

It’s true what they say about recruiters: they are expert matchmakers. Recruiters help pair talented job seekers with excellent clients. We are there throughout the entire hiring and interviewing process to ensure each “date” goes smoothly for both you and our clients. Recruiters don’t try to match you with an opportunity or an organization that isn’t the right fit for you or the client. We genuinely want you to be successful and enjoy your new opportunity. In other words, we will only match you with a job that will make you want to swipe right.

They do the heavy lifting for you

As recruiters, we do a lot of the leg work on your behalf. It’s literally our job to facilitate the interviewing process for you. From scheduling interviews to communicating with hiring managers, we organize all of that! All you have to do is rock your interview(s), and wait for that offer letter to roll in. We even prep you for your interviews and any other meetings with your prospective employer beforehand, so you are ready to make a great impression.

This is beneficial to both job seekers and clients. As a candidate, you are probably already employed and are taking advantage of today’s candidate-driven job market. While you’re at work and busy with your family, we will take care of the little details, so all you have to worry about is bringing you’re A-game to your interview. And for employers, you’re busy with your day-to-day job duties. Let us focus on recruiting top talent for your team so you can continue to focus on your job.

They have exclusive job opportunities

Many of the jobs our recruiters work hard to fill are exclusive. What does that mean? That means you won’t find a lot of our job opportunities posted on sites like Indeed or CareerBuilder. They are exclusively being promoted on our internal job board. Don’t believe us? Check out the JSG job site! We have hundreds of new job opportunities across North America that you will fall in love with.

It also pays to connect with recruiters on LinkedIn. Did you know that over 60% of job opportunities are only found through networking? In other words, it’s essential to build relationships with recruiting professionals on LinkedIn to learn about exclusive job opportunities that you won’t find anywhere else! Don’t know where to start? Follow us on LinkedIn, and start networking!

Let’s work together

If you’re ready to love working with a recruiter, let’s get connected. We are ready to help you find the job of your dreams. Reach out to one of our expert recruiters today, and let’s start working together!

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-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!

October Hiring Is The Most Competitive

A new LinkedIn survey found that October has the highest number of job openings on the site. Additionally, a whopping 89% of hiring managers filled those roles in less than four weeks. So what does this mean for companies trying to onboard new staff before the holidays? Well, you’ve got some competition. Here are a few ways you can stand out and secure the talent you’re looking for during this competitive hiring market.

Streamline Your Hiring Process

With companies hiring in less than four weeks, it’s absolutely essential that you move quickly. Candidates will most likely be juggling multiple job offers this month. Create room in your schedule for interviews, make decisions quickly, and get a written offer out as soon as possible. This is not the time to “see a couple more resumes” after you’ve interviewed a potential perfect candidate. If you don’t swoop them up, someone else will!

Consider Hiring Contract

Contract hiring is an excellent option for getting team members on board ASAP. There are fewer hoops to jump through during the hiring process, and you’re able to “try before you buy.” Additionally, you often have the opportunity to convert any contractor to a full-time employee if you find that it’s a great fit. We have even partnered with multiple companies to get contractors started in less than a week, meaning reduced cost of vacancy for your bottom line.

Actively Recruit

With the job market as hot as it is, sitting back and waiting for resumes won’t be enough. You need a team of experienced recruiters out there actively searching for the talent you need to take your organization to the next level. Unfortunately, many HR teams don’t have the capacity to prioritize active recruiting for critical jobs.

That’s where we come in. We have a recruiting team that has the experience and drive to bring you the candidates you need. We actively recruit for the best of the best and have an exclusive database of qualified talent that just maybe your next great employee. Ready to have a conversation about how we can help you compete throughout the month of October and beyond? Contact us today.

4th Quarter Job Market Outlook

October is the Most Competitive Month for Hiring
Candidate Experience, Hiring

Is Candidate Experience Hindering Your Hiring?

Candidate Experience, Hiring

Hiring experienced talent is getting awfully competitive out there! Your internal recruiting team is doing their best to keep up with a growing demand for open positions. However, the number of people on the market is slim and the best candidates are comparing multiple offers at once. One of the main factors affecting your company’s ability to attract and retain qualified talent is your candidate experience. Here are the make or break steps throughout your hiring process.

Internet Presence

Oftentimes, the first contact candidates will have with your brand is through the internet. This is where the candidate experience begins. Once they apply for your job or have an initial conversation with a recruiter, they’ll head straight to Google. An engaged candidate will browse your website, check out your social media presence, and read online reviews. Consider how your company is portrayed online – is it an accurate representation of your culture and team as a whole?

Timing

In a job market where candidates are receiving multiple job offers at a time, it’s absolutely essential to move the process along as quickly as possible. Scheduling interviews needs to be your first priority, and if you’re particularly interested in a candidate, go ahead and bring them onsite! Finally, when you decide on a candidate you’d like to hire, extend your offer ASAP.

Communication

The number one thing that will improve your candidate experience is open and honest communication throughout the entire process. If you would like to bring someone in for an interview, go ahead and let them know. Even if you still need to coordinate timing, informing the candidate of your interest will make them feel respected and give them something to look forward to and prepare for.

Support

The recruiting team you partner with can make a big difference in a candidate’s overall experience. When you work with JSG to fill your critical needs, we work with both you and the candidate every step of the way. Our team helps facilitate interviews, communicate questions and timelines, and coordinate offer delivery. So, when you need to add a member to your growing team, contact us. JSG can help make it a seamless process, allowing you to secure the talent you need when you need it!

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!