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How to Make your Job Opening More Appealing to Candidates

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Are you lacking in clicks when it comes to your open job posting? There may be a few key details missing from the job that could bring in an onslaught of applicants. Ready to sift through a few more resumes? Read on.

Remote/hybrid work

According to LinkedIn, remote jobs get 2x as many views and 2.5x more applications. If it is possible to offer a remote or hybrid option for the position you are hiring for, this could exponentially increase the number of applicants interested! Because of the major uptick in hybrid/remote work options since the pandemic, many candidates have come to expect these choices with this flexibility.  

Money matters

With all the resources available now, like Glassdoor, people know what they are worth. Don’t lowball. A low salary can immediately turn people off. If you don’t want to give an exact salary, a salary range will give the candidate a good idea of what to expect when it comes to compensation. If you have great benefits that would add value to the salary, mention those in your job description!

Details, details, DETAILS!

People only apply for a job when they know what it is all about! Not only do scant job descriptions give little information about the position, but in the worst case, they can look like some sort of scam. Give potential candidates an idea of what a day on the job may look like. Include info on travel, days in the office/on-site, and what other positions they will be working alongside. Include any benefits that would pique interest. Mention things about the company culture. If you feel so inclined (and it isn’t already required by your state or province), include the pay rate or salary range. People want to know what they are getting themselves into.

Get more clicks by giving people the info they want to know! By showing you care to write a thorough job description, candidates see that you care about who you fill the position with. Bring in the right people!

Want to learn more about JSG’s service offerings? Check them out here.

How to Streamline Your Hiring Process in 2020

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Many companies are slowing down right now. The holidays are just around the corner, and that much-needed time off is directly in your sight. But if you’re a hiring manager, the opposite is likely occurring. You’re figuring out ways to get your critical roles filled and how to do it more efficiently next year. However, this can be challenging if you have an inefficient hiring process. If you’re reflecting on how you and your team can better navigate our tight job market, here’s how to streamline your hiring process in 2020.

Write better job descriptions

The first thing you want to do is take a 10,000-foot view of your job descriptions. No matter how great your hiring process is, if your job descriptions stink, you’re not going to get the right resumes on your desk. Many job seekers are only casually browsing, and thus, your job description really needs to stand out at them. Make them concise, engaging, but not too fluffy. Share a little glimpse of your culture and why your company would be an excellent employer. If you’re ever unsure about your descriptions, read one over and ask yourself if you’d apply for the job. If the answer is no, you have some work to do!

Ask for interview feedback

If you are hosting interview after interview with no luck, why not ask your candidates for some feedback? Whether it’s a brief survey you send them or a simple email, it’s never a bad idea to hear how you can improve from those going through your hiring process. If a candidate backs out of the process or declines your job offer, don’t be afraid to ask for some constructive criticism. This can be an invaluable exercise to help improve your hiring process in 2020.

Move it along efficiently

We won’t spend too much time here as we have discussed this topic numerous times throughout the year. Your team must speed up your hiring process. We have a saying in our industry: “time kills all deals.” In this hot market, you will lose out on your candidates if you take too long to interview, onboard them, or fail to provide feedback to your recruiters.

Partner with a recruiting firm

Speaking of recruiters, one of the easiest ways to streamline your hiring process in 2020 is to partner with a recruiting firm, like Johnson Service Group. We will take the leg work out of your recruiting efforts by sourcing, interviewing, and communicating with candidates. If you’re looking to improve your hiring next year, let’s work together and help you find the talent you need.

How To Hire In 2018 – Your New Year Guide

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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.

Become A JSG Partner