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Why Job Hopping Isn’t as Bad as People Think

job hopping

The stereotypes of job hopping include people who are only out for the money, lack reliability and think they’re better than they are. Well, that’s normally what you hear, right? The thing is though, this normally isn’t the case.

Most people are wanting to find a job and company they’d love to stay with. It’s not always about making more money or moving around every chance you get. So here are some reasons why job hopping isn’t as bad as people think.

Help People Grow Their Expertise

When people move to a different company, they take skills from their previous position, but they also learn new ones. It’s one of the fastest ways for an employee to grow their portfolio, knowledge, and experience. It helps them hone their skills but also learn new ways of approaching projects, people, and different tasks.

As someone grows in their career, it’s important to make moves to other companies. This helps them move forward and climb up the ladder of command. Fearing leaving a job that doesn’t give you that same opportunity is only holding great employees back from achieving a management position and great pay raises.

Know What They Want from a Job and Company

The one thing job hoppers understand is what works and what doesn’t when it comes to a well-run company. They know what they want in a manager as well as the type of environment they work best in. When they are looking for a move, it’s to find an even better company as well as a chance to move up and gain more responsibility.

You’re always told your first job won’t be your last but when it comes to jobs you shouldn’t be staying with a company or position you’re not happy with. So, before thinking people are just job hopping for selfish and money-driven reasons, remember, chasing happiness in a position is also a big reason why people are doing it now.

Find Their Passion

With job hopping people are searching for that one position that makes all their work experience and passion click. When you find that position, you do everything in your power to keep it because happiness at work turns into happiness at home. Passion at your job should be everyone’s goal and if that means job hopping until they find that position, that should be okay.

More Money

And of course, when changing companies and positions, you’re likely to get a higher pay raise! And so yes, job hoppers may be seen as money hungry but it’s just a part of the process. When it comes to finding a new job, everyone is hoping for a little more money and when you have the experience, that’s what you get paid off of.

And who is going to say no to an average 10% – 20% salary increase when you find a new job? Exactly!

When it comes to being a “job hopper” just make sure you’re doing it for the right reasons. If you’re wanting to move up, be happier, gain more responsibility, or find a better company fit, then it may be time to find a new job. And as we all know, today’s job market is the perfect time to do it!

how to hire in 2018

How To Hire In 2018 – Your New Year Guide

hiring in 2018

With a new year come new and unexpected hiring trends. The tactics that worked last year may not serve your recruiting team as well in 2018. With the lowest unemployment rate we’ve seen in years, candidate’s have more and more options and their strategies for finding new positions are evolving. This year, change your hiring game plan by implementing these five actions to hire the people your organization needs to grow.

Speed up your process

Competition for hiring in this candidate-driven market is getting tighter every single day. 92% of employers expect to see an increase in competition for talent this year. Active and passive candidates alike are entertaining several interviews and receiving multiple offers in an extremely short amount of time (we’re talking days!). In order to compete for the best candidates on the market, you need to speed up your hiring process. Interviews especially should happen in a matter of days from receiving a resume and you should eliminate any unnecessary steps.

Look at different hiring options

You’ve probably heard that we are in a “gig economy.” Contract and temporary positions are on the rise as companies attempt to fill gaps created by our candidate-driven market. Technological advancements also foster a gig economy as work becomes increasingly mobile and people are able to work for organizations around the world. A study by Intuit predicted that by 2020, 40% of American workers would be independent contractors. If you don’t start hiring contract now, you will be behind the curve. It also gives you the ability to “try before you buy.” This ensures that a candidate’s skills and personality will be a great fit for your company.

Write better job descriptions

Oftentimes, your job description is a candidate’s first impression of your company. If that perspective made you say “yikes,” you’re not alone! Since the beginning of time, job descriptions have been a boring laundry list of skills and experiences necessary to complete a job. That’s not enough anymore. Think of your job description as an opportunity to sell your company and team to a candidate. Give a sneak peak of your culture, explain the best and worst parts of this job. Allow a candidate to picture themselves working at your company before they even apply!

Ask better interview questions

Gone are the days of “if you could be any animal, what would it be?” Candidates are looking for real, interactive conversations during interviews. Ask questions that allow them to share stories that demonstrate their experience and personality. On the flipside, be prepared to answer the candidate’s tough questions as well. You may be asked to expand upon your company culture, mission, and vision, as candidates are placing more and more importance on these during their searches.

Partner with a third-party recruiting firm

No hiring strategy can give you a leg up like a third-party recruiting firm. When you partner with a company like JSG, we present you with qualified, vetted candidates that are exclusive to our network. These people are ready to become your employees – today. They’re sold on money, availability, and location and we’ve pre-screened them to ensure they’ll be a great fit, culturally and skills-wise.

2018 Hiring & Staffing Trends

6 Hiring & Staffing Trends On The Rise In 2018

2018 Hiring & Staffing Trends

We’re in a new year which means new goals for candidates and companies alike. Many organizations are desperate to boost their talent by hiring employees poised for growth and advancement. Candidates, however, have a wealth of options in today’s candidate-driven market. Here’s a look at the staffing and hiring trends that will drive the job market in 2018.

Hiring Will Increase

Hiring was strong in 2017, the year ending with around a 4% unemployment rate. This push for hiring will continue to grow into 2018, with 61% of companies expecting to hire more talent in 2018 than the year previous. The best part? Companies are hiring to support growth – with 56% of employers aiming to use fresh talent to push growth agendas, and only 13% hiring to backfill open positions. (Source: Indeed)

Competition Is Hot

With the unemployment rate being so low, competition for hiring top talent is at an all-time high. 42% of employers are concerned about finding the candidate’s they need to fill new and existing positions.

The U.S. Tax Reform Bill

Whether you are for it or against it, the U.S. Tax Reform Bill was signed into law by President Trump on December 22. The tax reform will provide a whopping $1.5 trillion in tax cuts to corporations and businesses. These reductions in taxes may result in a boom in the economy and companies may look to create more jobs with their tax savings.

Increase In Contract Work

“In 2018 we expect to see a continued imbalance between a tight labor supply and fairly robust demand,” says Patrick Beharelle, CEO of TrueBlue. “And with such low unemployment, you tend to see more churn.” (Source: Monster) Rapid turnover in a candidate-driven market often increases the demand for temporary or temp-to-perm hiring. In 2018, employers will be eager to hire employees and train as they go in an effort to fill critical needs quickly.

Tech & STEM Will Lead The Way

2018 will continue to be a year of technological advancement and companies who want to stay competitive will be looking to hire top tech talent. Other STEM positions will also be in high demand as drones, streamlined product development, and data analysis become more and more prevalent in business operations. Between now and 2022, over one million new STEM jobs are expected to be created, with about half not even requiring a Bachelor’s degree. Additionally, 93% of STEM occupations boast wages above the national average and these numbers are expected to continue rising as competition for this skilled talent increases.

Healthcare is Now the U.S.’s Largest Employer

Due to the escalation of medical spending and the inevitable aging of the U.S. population, the Healthcare industry just surpassed the manufacturing and retail markets as the largest source of jobs in the United States.

Why You Should Partner with a Recruiter for your next hire: From someone on the outside, Johnson Service Group, people, reach, hire, inspire, handshake, recruiting, hire, hiring,

Why You Should Partner With a Recruiter for your Next Hire: From Someone on the Outside

Why You Should Partner with a Recruiter for your next hire: From someone on the outside, Johnson Service Group, people, reach, hire, inspire, handshake, recruiting, hire, hiring,

When I first found out about a marketing internship available at Johnson Service Group, I was slightly confused. What was this company? I had so many questions, so I dove into the website and did my research. “Ooooh okay. They’re a recruiting firm,” I thought to myself.

I had answered parts of my questions, but I was still confused. Sure, I saw the front page of the website that says, “We help businesses hire talented people.” However, I still didn’t understand what that really meant.

I still had questions that were left unanswered until my interview. Once I learned what I would potentially be doing, it became clearer to me what Johnson Service Group was and what they did. And on my first day it all finally clicked when I took a walk through the office.

It has been just over three months since I began here, and let me tell you it has been a lot of fun and I have learned so much. Not just about marketing, but about recruiting firms and why they are so important. The people here do three distinct things, and those make them who they are. These three things are so invaluable, and they’re why you should partner with a recruiter for your next hire.

1. They are relationship builders

This was something I noticed right away. As soon as I met all of the recruiters, I felt like I had been in the office for years. Not only did they make me feel welcome, but they made an effort to get to know me and they made me feel like I was part of the team. And as I got to know who they are over the course of the summer, every day in the office has felt like a family gathering.

In the same way that they all built a relationship with me, they build relationships with their clients and candidates. Every conversation they have is way more than just “work.” They build a relationship with each and every person they talk to and get to know them on a personal AND professional level. They learn as much as they can about candidates so that their you get the best fit for your open position. And they’re constantly going the extra mile for their clients, too. They make an effort to know more than just the job description. They want to fill your position with a candidate that is not only qualified, but one that will gel with your company and make a lasting impact.

2. They are professional

This may seem like a no-brainer, but there’s more to it than you think. When I ask for industry help, they are constantly there to answer my questions, and when I ask for feedback, they are honest and helpful.

Likewise, the recruiters here show so much respect and are extremely professional with their clients and candidates. They’re available practically 24/7 for both clients and candidates. They know when to push, and they know when to ease off the pedal. They know what you want to hear, but they aren’t afraid to tell you the truth. If they can’t find a candidate perfect for your opening, they’ll tell you. They won’t sugar coat it and they won’t lie to you. They’ll always ask the tough questions so that they can give you the best service possible.

3. They care

This is what sets the recruiters here over the top. They are constantly checking in on me and making sure I am succeeding. Whenever I go to them with new ideas or projects, they’re always willing to help. They are constantly enjoying the time they spend in the office and on the phone because they really do care about their work, and it shows.

You can hear it in their voices and see it in their messages. The team of recruiters here live and breathe what they do. I have experienced it first-hand. When they fail, they’re disappointed in themselves. When they succeed, they’re ready for the next challenge. No matter what they are doing they put everything into it. They make you feel special and they want you to succeed as well. Recruiters will get you the best candidate for your opening because they care about their work, and they want to make a difference for you.

As someone who knew nothing about the recruiting industry coming into this position, I sure am confident in saying that using JSG is any company’s best bet. These recruiters will not only have your back through the hiring process, but most importantly, they will help you find the perfect fit for your company’s opening.

What Are Candidates Looking For In A Great Company?, Johnson Service Group, Johnson Search Group, jobs, candidates, clients, firms, company, vision, security, stability, growth, culture, benefits, innovation

What Are Candidates Looking For In A Great Company?

What Are Candidates Looking For In A Great Company?, Johnson Service Group, Johnson Search Group, jobs, candidates, clients, firms, company, vision, security, stability, growth, culture, benefits, innovation

We spend a lot of time talking about how candidates can impress employers: “How You Answer This One Question Could Make Or Break Your Interview,” “The Best Soft Skills To Include On Your Resume,” and “10 Things You Should Never Say In An Interview.” But it is just as important that we talk about what candidates are looking for in a great company, especially in this candidate-driven market.

  1. Stability

Everyone wants their life and job to feel stable, especially if it involves a major change in life such as relocation or an industry jump. Candidates will look at the history of the organization: Are they financially stable? Do they have a high turnover rate? With the accessibility of information courtesy of sites like Glassdoor, Indeed, and LinkedIn, employees have more access to company history than ever before. Make sure your story is a great one!

  1. Security

With everything going on in the world, employees want to know that they are safe. Make sure your company is an environment that makes employees feel joy instead of fear. Transform your office into an inviting setting where candidates and employees feel comfortable. Foster an environment that becomes an extension of their home.

  1. Opportunities For Growth

In a candidate-driven market, candidates are overwhelmed with wonderful opportunities. So what’s the one thing that will keep them at your organization and not have one foot out the door? Opportunities for growth. Starting as early as the interview, speak often about the trajectory of each position and the possibility for advancement.

  1. Vision

Employees want to work for companies that have a clear future. They want to know your five-year plan and where their position fits into that puzzle. Candidates see the vision of a company as their driving force to keep moving and accomplish goals together.

  1. Culture

Culture has become such a big factor for happiness at work. Culture isn’t just going out as a team to a baseball game or having dinner after a hard day at work. It is about what the organization stands for, what employees want and care about in life, and how they view the world. Do you make it clear to potential and current employees what your company culture is?

  1. Benefits

Of course basic benefits have always been important: health care, dental, vision, 401K etc., but candidates are looking for even more these days. With how busy everyone is juggling home and work life, flexibility has become a priority for many candidates. Companies that offer flex or work-from-home opportunities are rising quickly to the top of everyone’s “dream job wish list.”

  1. Innovation

Everyone wants to know how their company is better than everyone else. What does your company do to challenge the norm and think outside of the box? Be open and transparent with your current and potential employees about the awesome things that your company is doing!

Keep in mind that your employees are giving so much time and energy to your company and goals. You need to support them as much as they support you. This doesn’t always mean unlimited vacation or huge concerts… but if they’re having a rough day or just need a little push towards a new skill, it can be monumental if they have their leaders and company to fall back on.

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

4 Simple Steps to Hiring for Culture Fit

Hiring for Culture Fit

4 Simple Stpes to Hire for Culture Fit

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

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

1. Have a strong and clearly defined culture

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

2. Don’t be so strict when reviewing resumes

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

3. Think outside the box during the interview process

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

4. Give the power to the candidate

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

6 Essential Steps for Job Interview Preparation

What is your first step after finding out you landed that interview for your dream job? Google.

So there you go, the top steps on how to prepare for an interview, right? While this list can be helpful, it doesn’t expand much on what to do. Let’s dive deeper into what to do when preparing for an interview.

1. Research the organization

This step is crucial because as a future employee (positive thinking!) you need to get as much background information you can. Yes, Google is a good place to start, but go a step further and find their website, check the mission statement and values. Make sure you know something about the culture and not just what the company does. If the company has social media check that out— typically social media holds more recent information.

Also during this step, prepare questions to ask the hiring manager or recruiter. There will ALWAYS be time for a question from the interviewee, if you don’t have one, this shows you didn’t prepare like you were going to receive the position. There is no way the recruiter covered all the information you need to know about the company or position to the fullest.

2. Compare your skills and qualifications to the job requirements

Look at the job description and figure out what qualities you possess that will help you during the interview. Additionally, figure out which skills you might not have in your tool box – prepare to be asked for both highs and lows. Figure out the strengths and weaknesses you have for the position before the interview, making sure you’re aware of what you might be questioned about.

3. Prepare Responses

So far you have *hopefully* planned questions to ask the recruiter and figured out what strengths and weakness you have for this position. Now think about what matters to the employer and try to figure out what types of questions you might be asked. There are the typical ones like “tell me about yourself” which is answered with an elevator pitch, a short one minute answer covering your career story. There also will be questions like “tell us about a time you had a difficult experience with a coworker” and “how did you hear about us?” These are all common questions that generally come up in interviews. Outside of the typical questions, each interview has job-specific questions which are really the nuts and bolts of the job. The recruiter is trying to figure out if you have what it takes for this job.

4. Plan what to wear

Of course, this is critical for interview preparation. No one wants to experience that last-minute panic when those black blazer pants are in the wash and you forgot! Everyone has one outfit they love interviewing in because it makes them feel good. ALWAYS have a backup! Here are the basic tips and tricks for an interview outfit

Dress to Impress - Job Interview Prep

5. Plan what to bring

Prepare a bag or briefcase to bring to the interview. Make sure to have everything in it. Pen, paper, the questions you’ve prepared, resume, cover letter (if needed), references, etc. Putting all documents in one folder looks very professional and shows the recruiter you’re organized. Just make sure everything fits in the bag nice and neat.

6. Follow Up

This seems so straight forward, yet very few individuals follow through with it. This could be a message on LinkedIn thanking the member of the organization you spoke to, or a quick email to your contact at the company. It’s the experience that counts, you learn something from every experience and individual you speak with. Where previously a handwritten note was the best way to thank someone, it’s not realistic in this day and age. If you’re going to do a handwritten note, make sure you also send an email to keep your name in the forefront of the recruiter’s mind. These notes show you really do care about the company and want to express your real passion for the position.

Proactive Hiring in a Candidate Driven Market, Johnson Service Group, Johnson Search Group, jobs, hire, target market, candidate, client resources, clients, reach, people, interview, engage

Proactive Hiring in a Candidate Driven Market

Proactive hiring in a candidate-driven market requires a complete transformation of the recruiting process. Blame the skills gap or the abundance of unfilled jobs, but today’s candidates have more options than ever. Traditional hiring won’t capture the hearts and minds of today’s talent pool. Today’s candidates are smart, empowered, and entrepreneurially driven. They have a different set of expectations. Proactive hiring adjusts the process by the individual. It identifies and engages with candidates that have the required skills and then uses those connections when a hiring need arises.

Use these tips to navigate and manage your talent network.

Identify Target Market

You must always identify talent for all positions in the company. Start this process by anticipating when you’ll see a spike in hiring. Do this by asking yourself a few questions:

  • Is the company growing?
  • Are there specific positions that experience high turnover?
  • Are key players in the executive team planning to retire sometime soon?
  • Do you know which candidates could potentially take their place?

Break down your target audience’s demographics, interests, and other key information to find the best way to reach and engage. Strategic hiring starts with understanding your ideal candidates. You must figure out how to communicate on a level unique from your competitors.

Develop an Engagement Strategy

Once you’ve successfully identified your target candidates, it’s time to begin developing an effective engagement and networking strategy. Engagement is anything from following candidates on social media to inviting select candidates to a company networking event. Your goal is to engage and develop a relationship over time. Remember, each interaction with a candidate makes an impression on you and the company you represent. Make sure you follow-up, respond when appropriate, and find ways to impress your network.

Build Relationships: Acquire, maintain, and grow.

Don’t waste a single interaction with an applicant, even if they’re not qualified for that specific position. Candidates who take the time to follow your hiring process have valuable feedback about their experience. And who knows, they may be a good fit in the future! A key to building a relationship is to focus on being proactive and to be transparent. When you start building relationships with industry contacts let them know you are interested in working with them. Even if the candidate turns you down, they will appreciate that you’re showing interest. The initial turndown is not the end of a conversation. But, it’s the beginning of a mutually beneficial relationship. Find points of interest and common ground to help break into a relevant discussion.

Track Results: Inspect what you expect: If it’s trackable, track it!

Track how many applicants you received, which candidates initiated contact, and identify the method(s) that led to engagement. Review everything you can to determine which engagement strategy works best. Mix it up and use different tactics in your next interaction.

The hardest part of a proactive hiring process is having the time and resources available to gain and maintain relationships. If you have the resources use these steps to begin a proactive talent pipeline. If other duties prevent this type of hiring structure, you have options. Use a third-party staffing firm that specializes in your industry, such as JSG, and take advantage of pre-established connections. Before you make a choice answer this question, “What does HR’s hiring process say about your company culture?”

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.

How To Work With A Recruiting Firm, hiring, recruiting, Johnson Service Group, Johnson Search Group, jobs, hire, communication

How To Work With A Recruiting Firm

How To Work With A Recruiting Firm

Partnering with a recruiting firm can be one of the best decisions your company makes when needing to make a critical hire. However, many companies have a lot of questions going into it. How can we make this a successful relationship? What part do I play? Is this going to work? Worry not. We’re breaking down the 3 keys to success when working with a recruiting firm. Stick with these, and you’ll have a hire in no time!

  1. Open Communication Throughout the Recruiting Process 

It is so SO important to maintain open communication with working with a recruiting firm. Our goal is to help you hire someone as quickly and efficiently as possible. This means we need to talk directly to the hiring manager to get the details on what they’re looking for in an ideal candidate. We might need to schedule an interview ASAP because our candidate is interviewing with three other companies. And last but definitely not least, we’ll need feedback immediately following the interview. This helps us determine how to move forward, whether that’s facilitating an offer or finding another great candidate.

  1. Prioritize the Task at Hand

We know that every day your position goes unfilled is costing you money, stress, and employee morale. That’s why we make it a point to prioritize filling this role, and we simply ask that you do the same. Review the resumes as quickly as you can, set aside some pre-scheduled times for interviews, and get that offer letter out! There’s a saying we use here at JSG, “Time kills all deals,” and it rings especially true in this candidate-driven market.

  1. Maintain the Relationship

Once your critical need is filled, doesn’t mean our relationship has to end! Let’s keep in touch to discuss industry trends, other roles that may open up, and some once-in-a-lifetime candidates that we may come across in our networking. The more we know about you, your team, and your company, the better we can help when the time comes!