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3 Ways To Effectively Narrow Down Your Job Applicants

3 Ways To Effectively Narrow Down Your Job Applicants

In a candidate-saturated job market, it can be easy to get overwhelmed with the number of applicants you receive for a job opening. However, there are a few things you can do to narrow down your job applicants effectively. Doing so will create a better application experience for candidates and a smoother hiring process for your team.

At The Application Stage

One of the most powerful ways to narrow your candidate pool is during the application stage. This helps save you, your recruiters, and your applicants time. There are a few effective strategies to weed out candidates who may not be qualified. First, make sure your job description is specific. Include any and all must-haves, including qualifications, location, and experience. Next, don’t be afraid to ask for additional materials. Whether that’s a cover letter, portfolio, or writing sample, supplemental materials can significantly deter unqualified candidates from applying. We recommend asking for something that will add value to your decision-making process and take the time to factor those documents into your consideration process.

During The Interview Stage

Another great time to narrow down your job applicants is during the interview process. You can do this by asking well-crafted and intentional questions. Skip the usual “what are your weaknesses” and dig deeper to actually imagine candidates in your position. (To get you started, here are some of our favorite questions.) Additionally, aim to give interviewees a realistic view of what it’s like to work at your company and on your team. Yes, this includes the good, the bad, and the ugly! Cover challenges, expectations, and celebrations. This will help to weed any candidates out that won’t be a culture fit or are looking for something different.

When It Comes Time To Offer

Once you’ve made it through the entire hiring process, you may face a tough decision in this candidate-saturated market. To narrow down your choices, picture your top candidate in the position. How would they get along with the rest of your team? What does their long-term growth trajectory look like? Would they go above and beyond to push your team to the next level?

Additionally, don’t forget to factor in diversity initiatives, budgets, and future goals. When it comes time to offer, make a decision quickly and put your best offer on the table. While many people are currently looking, the job market is rapidly changing, and the best candidates are getting swept up swiftly.

These are just a few of the options you have when it comes to effectively narrowing down your job applicants. Doing so as you move through the hiring process will result in a better application experience and a more productive employee in the end. Looking for more hiring advice? Explore our client resources here.

These Jobs Will Be Hiring Like Crazy In 2021

These Jobs Will Be Hiring Like Crazy In 2021

There’s no denying that the job market is volatile right now. However, with a COVID vaccine making the rounds, families, and businesses settling in to “the new normal,” and hope on the horizon, many people are feeling optimistic about hiring. In fact, 2021 could be one of the best years for hiring in recent history. Regardless, these jobs will be hiring this year, so if you’re looking to make a change – explore these professions.

Professional Services

There are a variety of professional services positions that will be hiring in abundance in 2021. As the housing market continues to rise, Loan & Mortgage Professionals will be in high demand. And according to LinkedIn, roughly a quarter of loan officer job postings mention remote work. Additionally, as companies ramp up business again, they will need to bulk up their Business Development teams.

2020 brought about a lot of positive changes. People focused on personal development more than ever with an abundance of time on their hands. And that self-improvement isn’t going anywhere soon! Thus, the need for Professional and Life Coaches will definitely spill over into this year. Businesses made great strides too, in growing their diversity efforts. Many companies will be scrambling to hire experts in workplace diversity to help them improve and stay competitive.

Last, but most certainly not least of the professional services jobs that will be hiring: Educators. The past year has been unbelievably challenging for North American teachers, by constantly having to adapt to ever-changing regulations. In addition to traditional teaching roles, LinkedIn data shows that demand for educator support such as tutors has grown significantly as well.

Healthcare

There was a Healthcare talent shortage prior to the COVID-19 pandemic, and since then it has only intensified. According to LinkedIn data, demand for Nurses and Healthcare Support Staff such as Healthcare Assistants, Pharmacy Technicians, and more, has been up more than 34% since 2009. Additionally, the demand for Mental Health Specialists skyrocketed during the global crisis, and more and more people are prioritizing their mental health in 2021.

Marketing

Now that the majority of business and advertising is done online, the need for Marketing experts with digital experience is higher than ever. As companies scramble to grab the attention of digital consumers through social media and search engines, Digital Marketing Professionals grew nearly 33% year-over-year. Unless you live under a rock, you probably absorbed some Digital Content in 2020. This content crash-landed in the likes of TikTok, Instagram Reels, Youtube, and Podcasts last year. With people soaking up as much digital entertainment as possible, the relatively new role of Digital Content Creators has doubled in popularity since 2019.

Information Technology

In 2020, the world was thrust into working remotely, raising new challenges in information technology, security, and artificial intelligence. According to LinkedIn data, the most in-demand jobs in the technology sector are Specialized Engineers, User Experience Experts, Data Science Specialists, and Artificial Intelligence Professionals.

If you’re looking to make a career change in 2021, let Johnson Service Group help. We have strong relationships with hiring managers throughout the United States and Canada, partnering on exclusive job opportunities. We work hard, we work together, we work for you.

3 Things Recruiters Will Look for in 2021

3 Things Recruiters Will Look for in 2021

Most companies don’t completely shift their hiring strategies or processes throughout the year. However, the pandemic has forced many employers to rethink how they hire talent. As we (hopefully) near an end to this misery, some of these changes will permanently affect how employers hire. Here are three things recruiters will look for in 2021.

Your COVID-19 story

The virus impacted everyone differently. Some people were fortunate enough to shift to remote working while others sadly were furloughed or laid off. Regardless of your circumstances, recruiters will be looking for how you used this time. So, if you were out of work, how did you use your “free” time? Did you take some online courses or earn a new certification to improve your professional development? Did you spend some much-needed time with your family and reflect on your career goals? Or have you been working from home since last March? Regardless of your situation, recruiters will want to hear how you used this time.

You can share this in a cover letter, a resume summary, or even have it prepared during an interview question. Either way, be prepared to answer this question in 2021.

Time management proficiency

Solid time management is always something recruiters want to see in a prospective candidate. But with the possibility of working remotely, demonstrating that you can manage your time will be crucial. There will likely be questions in your interviews that relate to your time management skills. If you are working in the office or on-site, it’s easy for your manager to check-in to ensure you’re on track. However, when you are remote, you will have a lot more leeway on how you manage your time, and recruiters want to know that you are capable of finishing your daily tasks and projects promptly.

Even if you are physically working at your employer’s location, you might be working with a remote teammate in another time zone. Being capable of working with others across different time zones is something recruiters will be looking for closely.

Transferrable skills

Finally, recruiters will be looking for transferrable skills. Before the pandemic hit, recruiters were looking for candidates with the right skill sets and core competencies. Fast forward to today, and there are millions of Americans out of work. As a result, people are in the process of a career transformation and may not have all of the job-specific skills that a recruiter would typically require. But do you have similar skill sets that can transfer to this new position? That’s what recruiters are looking for right now. You can teach a good candidate any job-specific skills if they have the right background and comparable skills. Transferrable skills are the way of the future for hiring the best talent on the market.

Ready to make your career move?

So, these are just three of the skills recruiters will look for in 2021. If you are ready to transition into a new position, now is the perfect time to partner with a recruiter. We have hundreds of job opportunities across North America with fantastic clients looking to hire immediately. If you are ready to soar to new career heights, visit our job board!

How To Offer Sustainable Workplace Perks

How To Offer Sustainable Workplace Perks

“Workplace perks” have been a long-standing topic in the world of hiring. During the candidate-driven market of 2016-2020, they became a last-ditch effort for many companies to secure talent from a limited pool. However, when the Coronavirus pandemic hit in early 2020, and the world came to a halt, work perks were turned completely upside down. Suddenly, no one cared about free snacks or foosball tables. This rapid shift has left managers scratching their heads, wondering what they can offer employees to attract top talent and remain sustainable through economic and cultural changes. Here is a quick glimpse into the workplace perks that today’s candidates are looking for.

Flexibility

If the COVID-19 has taught us anything, it’s that flexibility is king. As millions of workers worldwide were thrown into remote-working situations and difficult decisions, a company’s ability to be flexible became invaluable. Company leaders such as Simon Berg, CEO of software company Ceros, understands this new demand better than ever. “I was an everyday-in-office kind of guy, and it felt like that was how I’d build culture and connectivity between myself and the team.” However, now that he can spend more time with his family, his company’s values have shifted. He wants the company culture to hinge on allowing employees more “autonomy, mastery, and freedom in their life.”

To attract top talent moving forward, companies will need to examine the flexibility of their work environments. Can you offer remote working options, even just a couple of days a week? Do you allow your employees to make exceptions for extenuating circumstances (i.e., kids at home sick, doctor’s appointments, etc.)? Most importantly, do your employees feel trusted and empowered to make the right decisions for themselves and your team?

Cash Stipends

Some of the most popular workplace perks of yesteryear revolved around food and beverage options: in-house baristas, extensive cereal bars, unlimited snack options, and even catered lunches. However, with the shift to remote working, these perks were instantly irrelevant and foolishly surface-level. But, everyone loves free food, right?

Instead of focusing on providing an unlimited stream of snacks, consider offering your employees a cash stipend for lunch. It’s still a fun perk, but it gives your employees more freedom with how they use it. Or, seek out a local coffee shop to partner with and coordinate an employee discount. This is a great way to ensure you’re stimulating the local economy while keeping your team caffeinated.

Wellness Reimbursements

The past year has left employees feeling anxious and depressed. Investment in your employee’s mental and physical health is a workplace perk that will pay dividends. Amidst the pandemic, companies are putting the focus on mental health to try and combat feelings of isolation and depression. For example, Starbucks is giving employees and their family members 20 free counseling sessions per year. And Target is offering free access to both mental and physical health-focused apps such as DaylightSleepio, and Wellbeats.

Offer your employees reimbursements for the health resources they need. From counseling to gym memberships, that may look different for everyone. Providing a wide array of options shows employees that you care not only about their work but also about them as a person. Can you partner with a local gym to provide discounted memberships for employees? Or offer a reimbursement for virtual memberships while we are all cooped up at home. 

Still unsure of which workplace perks are the best fit for your company? Ask your employees. Conduct a company-wide survey asking people for feedback, or task a small focus group with coming up with innovative ideas. Your perks are only valuable if your employees deem them so!

For more hiring tips, explore our client resources.

What You Should Look For In A Mid-Level Employee

What You Should Look For In Mid-Level Employee

The talent market is crowded right now, and hiring managers are overwhelmed (to say the least.) Many companies are seeking assistance in narrowing down their prospects to hire only the best employees. However, that can be tricky when assessing the mid-level range. When hiring for a mid-level position, you’ll receive resumes from candidates across the board. Some may boast stronger education, while others have experience that speaks for itself. How can you ensure you’re hiring a candidate who will be talented and loyal to your company? Here are a few things to keep an eye out for when hiring a mid-level employee.

Drive To Succeed

You may be surprised that our first point isn’t “related experience,” but hear us out. There are millions of candidates on the market right now. Some may be overqualified; some may be pivoting their career. Not all candidates will have matching experience. Don’t get hung up on line-by-line qualifications on paper. Simply look for candidates that have the drive to succeed. Have they worked their way up throughout their career? Can they provide concrete examples of times they’ve gone above and beyond?

The Ability To Talk Through Situations

Behavioral interview questions were made for mid-level employees. These candidates aren’t so well-rehearsed that they have an answer for everything, yet they have enough experience to walk you through situations they’ve encountered throughout their career. Craft behavioral interview questions specifically tailored to your mid-level employee role. Dig deep to find out how a candidate would react in different situations and don’t be afraid to push them a little out of their comfort zone. How a person responds will be a great indicator of how they will work under pressure if hired for your position.

A Culture Fit

“Culture fit” has been a hot topic in hiring this year. Many have accused the term of perpetuating hiring bias. However, keep in mind that you define what culture fit means in relation to hiring for your position. Hiring for culture fit typically means assessing candidates based on their alignment with your team and company’s values, beliefs, and behaviors. And for a mid-level employee, it’s often a crucial metric for success. To hire for culture fit, be upfront about your culture early and often throughout the hiring process. Include it in your mid-level job description, explain it during the interview, and detail it well in your offer-package. That way, candidates gain a clear understanding of what you stand for, and they can make an educated decision accordingly.

When hiring a mid-level employee, look beyond the resume. Of course, you need someone with experience, but soft-skills will be what sets a winning candidate apart from the rest. 

Looking for more hiring advice? Check out our articles on hiring senior-level and entry-level employees.

What You Should Look For In Senior-Level Employees

What You Should Look For In A Senior-Level Employee

Senior-level employees can bring a wealth of talent and stability to your company. They are essential to establishing your company culture, leading your lower-level employees, and pushing your growth goals. That is why it is vital to seek out talented candidates that will drive your company to success. Here are three things you need to look for when hiring senior-level employees.

Strategic Vision

By the time you become a senior-level employee, you have had at least a few years of experience in the working world. Whether this position will be a management role or straight senior-level, you need someone with vision. A vision for themselves and their future, and a vision for your team and company’s success. During the interview process, be sure to ask questions related to vision and goals such as “where do you see yourself in five years?”

Passively Looking

Historically, the best senior-level employees are not actively looking for a new position. This is why it’s beneficial to partner with a recruiting firm to source and hire your senior-level talent. We have connections with your competitors, and we’re used to selling the latest and greatest, even if your candidate is currently happily employed. However, we are experiencing challenging times, so there are millions of incredible candidates actively on the market today. As a result, don’t just count a candidate out because they are currently unemployed.

Versatility

Senior-level employees will most likely be working with a variety of personalities in your workplace. From the Executive suite to temporary interns, your senior-level employees need to work well with everyone. They should demonstrate versatility in their communication and leadership styles. To assess this, it will be essential to check references thoroughly. For management roles, don’t be afraid to request a subordinate reference to better understand a candidate’s management style.

Hiring for a management-level position varies significantly from company to company, team to team, and even position to position. Always look for professional maturity, including the ability to tackle a variety of tasks and personality types.

Looking for more hiring advice? Check out our articles on hiring mid-level and entry-level employees.

September 2020 Jobs Report

September 2020 Jobs Report: the U.S. Gains 661,000 Payrolls

The Labor Department reported that nonfarm payrolls rose by 661,000. That is the fewest gains since May and much lower than economists’ expectations of around 850,000 payrolls. Regardless of expectations, the unemployment rate continued to decline from 8.4% to 7.9%. Although slower than predicted, the U.S. economy is still on the path of recovery, even as COVID-19 cases continue to surge. Here is an overview of the September 2020 Jobs Report.

September Jobs Report overview

Despite all odds, employers around the nation are continuing to add jobs, although at a slower rate in the last three months. Hiring started to cool in July, with the growth of nearly 2 million positions. There are still roughly 10.7 million Americans out of work than before the pandemic hit in February. However, we have made huge strides over the last seven months when employment fell by more than 22 million, and the unemployment rate hit an all-time high of 14.7%. Fast forward to today, the unemployment rate is sitting at 7.9%, and has been consistently declining since April. Moreover, the number of unemployed Americans declined by 1.0 million to 12.6 million unemployed persons.

The labor force participation rate slightly declined by 0.3%, to 61.4%, which is 2% lower than it was back in February. Additionally, average hourly earnings bumped up 4.8%, to $29.47.

The impact of the coronavirus

As the country continues its battle with the coronavirus, the labor market outlook is a little precarious, despite consistent growth over the summer. Last month, the U.S. surpassed 200,000 deaths from the coronavirus pandemic, and this morning, it was confirmed President Trump tested positive for the virus. This is the final jobs report before the November election. Hopefully, our battle with the virus continues to trend in the right direction, and more employers can create jobs.

Job gains by industry

The industries with the largest employment growth are leisure and hospitality (+318,000), retail trade (+142,000), healthcare and social assistance (+108,000), professional and business services (+89,000), transportation and warehousing (+74,000), manufacturing (+66,000), financial activities (+37,000), information (+27,000), construction (+27,000), wholesale trade (+19,000), and mining (+1,000). Government payroll declined by 216,000 and private education fell by 69,000.

Revisions from the previous jobs report

Over the last two months, total nonfarm payroll employment gains were revised. In July, payrolls were revised up by 27,000, from +1,734,000 to +1,761,000, and in August, payrolls were revised up by 118,000, from +1,371,000 to 1,489,000. With revisions over the last two months combined, employment was 145,000 more than previously reported.

Are you ready to harvest more jobs this fall?

More employers are gaining confidence in the labor market and jumpstarting their hiring efforts. Plus, seasonal hiring is about to be kicked into high gear as employers will go on a hiring spree to keep up with seasonal demand this fall. If your team is ready to revive your hiring efforts, JSG is here to help. We have a solid grasp on the market and a strong pipeline of candidates that are ready to work. Reach out to us today, and let’s work together to fill your job vacancies.

3 Ways Companies Can Offer Flexibility For Employees

3 Ways Companies Can Offer Flexibility For Employees

As states across the country start to establish plans for fall education, many companies are finding themselves needing to adapt. As such, you need to offer options and provide flexibility for employees. Everyone is juggling work, assisting their kids with home learning, and following appropriate social distancing guidelines. Here are three ways you can accommodate your team member’s needs while still allowing for maximum productivity.

Implement Work From Home Flexibility

Dozens of major companies have announced that employees won’t be going back into the office until at least 2021, including Scotiabank, Google, and Indeed. Others like Facebook, Slack, and Zillow have communicated that employees don’t ever have to come back to the office in the same capacity. Due to ever-changing lockdowns and changes to the school system, many companies are forced to come to terms with a new future of work. Whether you offer full-time work from home options or flexible workweeks, your employees need it now more than ever. As Google CEO Sundar Pichai explained in a memo to employees, “I hope this will offer the flexibility you need to balance work with taking care of yourselves and your loved ones over the next 12 months.”

Expand Your PTO Policies

The pandemic has changed how we think about PTO. Former policies consisting of five days of sick time will not fly moving forward when the minimum quarantine time for Coronavirus is 14 days. Provide clear communication about new sick policies to your team often. Make sure they understand proper protocols if they do need to quarantine or take time off to recover.

Establish boundaries

Recent research shows that since the beginning of the pandemic, the average workday has lasted 48.5 minutes longer. Your employees are feeling the pressure of a global pandemic, an economic recession, and increased childcare demands. By setting clear boundaries (everyone logs off at 5 pm, no matter what), you can help your team avoid burnout.

By offering flexibility for employees, you demonstrate your investment in the team. Interested in more management and hiring tips? Explore our client resources!

Job Market Survival Guide

2020 Job Market Survival Guide

The job market is unpredictable right now to say the least. Hiring Managers and candidates alike are feeling lost and unsure of what the future holds. Companies need to staff their teams, while trying to navigate a huge influx of qualified candidates. Meanwhile, millions of incredible candidates have been displaced and are now juggling video interviews on top of already complicated application processes. Well, don’t worry. We’ve been hard at work monitoring statistics and analyzing the job market to craft resources that will help you maneuver your professional world.

Follow the links below to jump to the guide that best matches your professional status right now.

                                                           


Candidate Survival Guide 2

Chapter 1: Where Do I Start?

It’s easy to feel overwhelmed applying to jobs when everything feels so chaotic. However, there are jobs out there! It just helps if you know where to look. Check out the industries and areas that are hiring most right now.

Jobs On The Rise In The Wake Of COVID-19

Best Places To Restart Your Career After The Pandemic

The Midwest Becomes Increasingly Attractive To Job Seekers

Chapter 2: Market Yourself

One of the best things you can do during uncertain times is to make yourself even more valuable. Take this opportunity to build up your portfolio and make yourself even more marketable.

3 Ways To Sell Yourself For A Remote Position

How To Show Off Your Quarantine Skills

How To Prove Your Value During Tough Economic Times

Making Your LinkedIn Profile Stand Out

Chapter 3: Nail The Hiring Process

With millions of candidates on the market right now, it’s essential that you stand out. Follow our tips to shine throughout the hiring process.

How To Get Hired In Today’s Job Market

How To Stand Out In A Sea Of Applicants

The Future of The Job Interview

What Is An On-Demand Video Interview And How Can You Nail It?

Chapter 4: You Did It. Now What?

Congratulations, you got the job! But, how do you start a new job from your own home? We’ve got you covered!

6 Tips For Starting a New Job Remotely

Hiring Manager Survival Guide

Chapter 1: Manage Your Current Team

We get it, it feels like your company is in crisis mode. Before you hire new employees, make sure your current team is thriving under these unusual circumstances.

How To Make Your Post-Pandemic Company Better Than Before

How To Support Your Remote Workers

Easing Back Into Office Life After Working From Home

Managing A Remote Team: How To Keep Morale Up

Chapter 2: Discover Great Candidates

There are some incredible candidates on the market right now, and you’d be remiss to not take advantage! Create a recruiting game plan and get started today!

How To Manage A Surge of Applicants

Your Diversity & Inclusion Hiring Playbook

How To Attract Job Seekers During COVID-19

Chapter 3: Switch Up Your Hiring Process

As the times change, so should your hiring process. Change up the way you hire so you can get great candidates in the door right away.

You Need To Interview Differently, Starting Today

4 Virtual Interview Red Flags

How To Hire Virtually & Offer A Great Candidate Experience

Chapter 4: Run The Welcome Committee

Once your new employees are on board, make them feel at home. (Even if they are literally in their own homes!)

How To Make New Employees Feel Welcomed Virtually

5 Ways To Have Fun At Work

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.