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quarantine skills

How to Show Off Your Quarantine Skills

Millions of workers across the globe are taking their extra downtime to acquire new skill sets. If you have been unfortunately laid off or furloughed because of the pandemic, now is an excellent time to hone some new skills. Taking advantage of this time to improve your job search toolkit will make yourself more marketable and hopefully help get you more interview requests. But how do you display these newfound skills you just acquired? Here is how you can successfully show off your new quarantine skills.

Add them to your resume

If you spend hours working on securing a new skill or two during quarantine, you definitely want to add them to your resume. To do this, add a skills section to your resume. We recommend creating a section in your resume to display your skills. You don’t have to go into detail here; just make a nice list of all the relevant skills for the position you wish to apply for. Also, if you receive a certificate for a new skill or course you complete, be sure to add that certification, too! Letting hiring managers know you have achieved these skills is a great way to get a leg up on the competition.

Add them to your LinkedIn profile

After those new skills and courses have found a new home on your resume, it’s time to add them to your LinkedIn profile. Adding all your crucial skill sets, certifications, and accomplishments to your profile is absolutely critical, especially if you’re actively searching for a new job. LinkedIn has specific areas on your profile to add your skills, licenses, certifications, and accomplishments. It’s essential to put these new quarantine skills and achievements in the right area so recruiters can easily find you when running searches on LinkedIn Recruiter. If you display these accomplishments correctly, you are on your way to partnering with a recruiter that can help you find a new opportunity, even during these challenging times.

Here is a brief video tutorial on how to appropriately display LinkedIn skills on your profile.

Let your network know

Now that your resume and LinkedIn are freshly updated with those quarantine skills, share the news with your network! Make a nice little post and share the news with your LinkedIn connections. You will likely get a lot of engagement, words of encouragement, and support, which is nice to hear during these difficult times. Also, you never know who ends up seeing a post sharing your new skills. It may just lead you to a new connection that helps you land an exciting opportunity!

LinkedIn InMails

Why You Should Respond to a Recruiter’s LinkedIn InMail

Feeling spammed by all of the LinkedIn InMails you receive? We understand that recruiters can have a bad reputation. They send you too many “generic” InMails that have nothing to do with your job search, you aren’t actively searching for a new position, or you simply aren’t interested in the job. So, you think, what’s the point?

If you do not want to receive InMails via LinkedIn, there is a simple solution: you can turn them off. You won’t receive unwanted approaches. You won’t receive any. But then you’ll never hear about that cushy $200,000-a-year role for one of your target companies. However, that’s the price you pay if you don’t put yourself out there.

You can always change your settings

If you decide to keep your settings “open to new opportunities” because you have a fear of missing out on your dream job, please don’t act surprised by my efforts to connect with you! If you truly aren’t interested in new opportunities, make that change in your LinkedIn settings. You wouldn’t believe how drastically it will reduce the number of InMails you receive!

You may think that a seemingly generic message was sent to thousands of people, but then again, maybe it wasn’t. There’s a good chance that great recruiters use their time to read through your profile before deciding to reach out to you. The least you can do for them is send a quick reply! Not everyone gets hundreds of InMail messages every day. If that was the case, I can understand why you wouldn’t want to answer.

As a recruiter, I’m searching for the best candidates for my clients. If I send you a message, I have read your profile and used one of my best resources to engage with you.

Even if you’re not interested in this opportunity now, it doesn’t cost you anything more than a moment of your time to give a quick response. If you reply – even if to say, “thanks but no thanks” – I value that interaction! It allows me to either continue the conversation or move on to a candidate that is interested in making a move.

Why you should respond to your InMails

And you never know when one of those connections could come in handy. From our brief interaction, you can:

  • Expand your network
  • Learn more about your prospective career path
  • Open yourself to future opportunities

When I reach out, it’s with your benefit in mind! So please respond with a quick yes or no! Ready for a new job opportunity? Connect with me on LinkedIn, and let’s have a conversation!

partnership with a recruiter

How To Make The Most Out Of Your Partnership With A Recruiter

If you’ve decided to partner with a recruiter to fill your critical needs, you may already be ahead of your competition. However, more and more companies are joining forces with recruiting powerhouses in order to compete in this candidate-driven market. So how can you ensure that you are getting the most out of your partnership with a recruiter? Follow these three steps, and you’ll be on your way to hiring top talent in no time!

Communicate Often

Open lines of communication are absolutely essential to maximizing a recruiter’s value to your team. At JSG, we hustle to get the best candidates in front of you as quickly as possible. Oftentimes, these candidates are juggling multiple interviews, with offers from several companies rolling in at once. So it’s vital that you let us know who you want to interview quickly and provide feedback immediately.

Likewise, if you have questions or find yourself wanting more from the candidates we submit, let us know! The more information we have about the position, your team dynamic, and company culture, the more accurate our search is for finding your next great hire.

Be Open To Advice

At Johnson Service Group, we have placed tens-of-thousands of candidates with hundreds of companies. Along the way, we’ve gathered some insights into hiring trends and processes. We do our best to ensure that you are able to hire the best candidates available. Thus, we’ll offer advice along the way! Maybe your salary is a bit too low for the skill set, or you’ll be able to get an out-of-this-world candidate if you offer relocation. Open yourselves to our feedback for a chance to secure the talent you need to take your team to the next level.

Streamline Your Hiring Process

Last, but certainly not least, you must streamline your hiring process as much as possible! In this candidate-driven market, competition for great candidates is hot, and they are not available for long. And while we try to submit our candidates exclusively to our clients, it may be out of our control if they are ready to make a move right now. Consider skipping multiple phone interviews and bring candidates on-site as soon as possible. Did you receive a candidate you absolutely loved? Don’t hesitate and continue interviewing “just because.” Let us know when you’re ready to extend an offer, and you’ll have a next-level employee in no time!

If you’re ready to start your partnership with a recruiter, reach out to us today and let’s work together.

attract talent

5 Ways To Attract Talent To Your Company

attract talent

With the unemployment rate at 3.6%, it’s a near 50-year low in the United States. It has been a candidate-driven market for quite a while now, making it incredibly hard for companies to hire the talent they need to take their organization to the next level. Because of this, it’s necessary to get a little more involved in recruitment in order to accomplish your hiring goals. Here are 5 great ways you can attract talent to your company throughout the entire process.

Demonstrate Company Culture

Now more than ever, company culture is at the forefront of employment conversations. Gone are the days when candidates were on the market for “just a job.” With the plethora of options out there, they are now weighing a multitude of factors such as work-life balance, leadership structure, and perhaps most importantly, company culture. Help candidates envision what it will be like to be a part of your team, from the moment they first read the job description. Paint a picture of the office, the makeup of the department, and how they’ll work with the rest of the company. For bonus points, list any special perks your company might offer like volunteer time, special events, or unique benefits.

Get The Team Involved

If you’ve taken the time to build a strong team, it’s to your benefit to show them off during the hiring process. Not only will they advocate for your company, but they’ll also be able to give a deeper look into the company culture. When it comes to making hiring decisions, having the opinions of your employees on who would be the best fit can only help to strengthen the team as a whole.

Act Quickly

There’s a popular saying in the recruiting industry – “time kills all deals.” In this tight market, candidates are often interviewing at multiple companies, and receiving offers as soon as a week from submitting their application. The faster you act on top candidates, the more likely you’ll be to secure a hire. Schedule interviews as quickly as possible, and even be open to the possibility of providing an offer after a phone or video interview. Bonus tip: Include an “expiration date” when you make the offer so that the candidate has a definitive time frame.

Present A Strong Offer

It’s no longer an option to “start low and see where we go from there” when offering a position to a candidate. Come in with a strong offer from the get-go, so that there’s not a lot of room for back-and-forth or comparison with other job offers. Be sure to explain in detail all of the different benefits included in the package, ranging from bonus structure to healthcare options. It’s essential that candidates have a comprehensive offer package to view when comparing options.

Partner With A Recruiter

Is all of this starting to sound a little overwhelming? Well, then you’ll love this option. Partnering with a recruiter helps make steps 1-4 a lot easier. A great recruiting company will cover all these points and more to help your team attract talent. They’ll find candidates much faster than you can through a traditional job posting; they will ensure that the interview process moves along slowly; they’ll give details on who will be involved in the interview process and why; and they can even help you secure a verbal offer before your HR department has a chance to put together all of the paperwork.

Start the conversation with JSG today to find out how we can help you attract the talent you need in today’s competitive market.

ghosting a recruiter

How Ghosting a Recruiter Can Come Back to Haunt You

ghosting a recruiter

I get it, some recruiters have a reputation of ghosting candidates, and you probably think that what goes around comes around. However, ghosting a recruiter can come back to haunt you. And I was taught as a child that two wrongs don’t make a right.

I work mostly with Software Engineers and it seems more rampant with the tight labor market in the Tech Sector, especially in the Bay Area where I fill most of my jobs. But markets shift and recruiters like me who are in the height of their careers have long memories, and even more importantly, applicant tracking systems that share all data on our interactions with candidates. So, even if one recruiter leaves or moves on to a new role within the company, the ghosting becomes part of your records.

Going dark

I was recently working with a prospective candidate where I was actively engaging with them. We were emailing, texting, as well as playing major phone tag. They had a great first conversation with the client and the client asked to bring them in for an in-person team meeting. Then the candidate went dark. It took days to get a reply back and then when they did surface, they only provided one day of availability. I shared this with the client, and of course, the client was at a training that day and unable to meet. I immediately shared this update with the candidate, via email and voice message. No response, nothing… It was like the middle of the night quiet but not peaceful because we now had to share the unfortunate news with our client that this individual ghosted us.

It’ll come back and haunt you

Fast forward a few months later we have more openings with this client. I posted the job on our website and traditional boards plus did my due diligence in searching to fill these roles. The same candidate who ghosted me applied four times on two different job boards. It appears that this candidate hasn’t worked since I last spoke with them. Even though they are a fit for the role and could add value to my client, I can’t take the risk on them again and I don’t want to risk my client’s projects on someone who is clearly not a team player.

I can’t take responsibility for what other recruiters do, but I can do my best to make your experience with me and JSG a great one and ask for the same in return.

By staying in touch, that candidate could have made an advocate of me for their career. And even if this role didn’t work out, I would have kept them in mind for another better opportunity in the future.

Qualified Applicants Only

Don’t Be Afraid to Apply to a “Qualified Applicants Only” Job

Qualified Applicants Only

It can be intimidating applying for jobs. That’s just the hard-honest truth. But when you see a job you’re excited about, you read through it, and then see at the bottom, “Qualified Applicants Only.” You start to second guess yourself. The what if’s start swirling through your mind and realize how some of the things that they say they “need,” you may not fully have. But does that really mean you’re unqualified? No, not necessarily!

Here’s how you can read through any job description and still apply to those that only want a “qualified” applicant.

The job market is tight, companies are having a hard time finding the perfect candidate

In today’s job market, clients are struggling daily to fill their job openings. According to February’s 2019 JOLTS report, there are 7.6 million job openings and only 6.2 million people are unemployed. As you can see, this almost leaves a gap of 1.4 million people to fill all the job openings. So, just because a job description is crazy detailed and you may not have everything on it, it’s okay to apply. Because companies do not have the luxury to find that perfect candidate.

Evaluate the importance of the skills and qualifications

Use your better judgment. If you’re reading through the job description and believe you can perform these, you’re probably a close to perfect fit. Companies are having to rely a lot more on soft skills due to today’s labor market. So even if you do not have all the hard skills listed on the job description, your soft skills could make up for it. Soft skills can be your saving grace in today’s job market. If you have the right soft skills for the job, you will probably easily be able to learn the hard skills as you go.

Use a recruiter to help you get past the “Qualified Applicants Only” wall

If you’re working with a recruiter, they are your advocate. They help you get on the hiring managers desks and get your resume seen by the right people. You get to pass the whole confusion on if you’re “qualified” or not. And thus, give you a greater chance to get an interview, and in turn, the job. Using a recruiter can help you in multiple ways but mainly they will help illustrate that you have what it takes to successfully work in that position.

So, say yes, and do yourself a favor! Apply to that job and reach out to one of our recruiters here at Johnson Service Group and see what they can do to help you find your next dream job!

working with a recruiter

4 Reasons You’ll Love Partnering with a Recruiter

partnering with a recruiter

Many hiring managers and HR professionals have misconceptions about working with a recruiter. A common misunderstanding is that recruiters only care about filling jobs for our clients. That’s simply not true. It’s just as important to us to find qualified candidates that will add value to your organization!

Working with a recruiter takes stress off of your plate and allows you to focus on what’s truly important: your job. And since Valentine’s Day is right around the corner, here are four reasons why you’ll love partnering with a recruiter.

Recruiters are (professional) match-makes

Recruiters don’t just find any candidate for your open position. We work diligently to find candidates that are a perfect match for both the position and your organization. We take the time to truly understand your needs and find you candidates that will make a significant impact within your organization. And we don’t just find candidates that look good on paper. JSG takes pride in ensuring that it will be a perfect match for both you and the candidate.

We do the heavy lifting for you

We get it, you’re busy. Let us take some of that stress off your plate. We know how stressful it is to find a talented candidate for your open positions AND continue all of YOUR day-to-day duties. And with 304,000 jobs created in the month of January, you are probably one of the numerous organizations that are dealing with staffing shortages. Allow us to help you find the candidates you need so you can focus on your job.

We can help find a diamond in the rough

Did you know the best candidates are the ones that aren’t even looking? That’s right. Passive candidates are the ones your company wants to hire. They are good at their jobs and happily employed elsewhere. And since they are not actively looking, you probably won’t find their resumes hitting your desk. However, recruiters have strong relationships with candidates that are casually open to new opportunities. We can help find you the “best of the best.” Let us work our magic and help you find those hidden gems that your team would likely never be able to locate.

Recruiters are experienced in your industry

And finally, recruiters have experience in your industry. Yes, you heard that right. We know the Staffing & Recruiting industry well, but we know the ins and outs of your industry, too. We understand that needs, challenges, and hurdles you face. That’s why working with a recruiter is great! We won’t just send you bodies to fill jobs; we care about your needs and want to help match candidates that can fill those needs. By truly understanding your struggles and your industry, we can help find you candidates that are qualified and competent. It’s a match made in heaven.

If you’re ready to fall in love with a recruiter, let’s work together today.

recruiter

Your Best Friend in a Job Search is Your Recruiter

recruiter

Whether you are passively searching or are actively searching while unemployed, there is no better person to assist you on your job search than a recruiter. They may contact you through social media on sites like LinkedIn or through email. (And don’t forget, you can always reach out to them!) While you may be hesitant to put your career in the hands of someone you may not personally know, there are tons of reasons why working with a recruiter is in your best interest.

They Save You Time

Finding a new position can be extremely time-consuming. Between keeping your resume updated, finding openings that fit your skillset, and scheduling interviews, it’s basically a full-time job. And while you may have to balance several things including your current position and personal obligations, it’s a recruiter’s job to fill open positions with qualified candidates. Sharing this responsibility with them ensures you have time to focus on what’s most important.

They Cast A Larger Net

Even the best networkers or relationship builders can benefit from a recruiter’s connections. By connecting you directly with hiring managers and exclusive job opportunity, a recruiter can add exponential value to your job search.

It’s Their Job!

Recruiters will do everything in their power to place you in a job. First of all, they love their careers helping to place qualified candidates with great companies. Additionally, this is their job and they get paid for it! (And at no cost to you!) Our recruiters do this quickly, honestly, and work with you through the entire process to find you a situation that you will love. Keep in mind that they are just as invested in finding you a job as you are!

So, are you ready to work with a recruiter to find your next opportunity?

Passive Candidates

The Best Candidates (And the Hardest to Attract) Are Passive Candidates

Passive Candidates

Yes, we mean currently employed candidates! Who are usually, just casually looking at available job opportunities. You probably understand the logic of why passive candidates are the best candidates for your open positions. But how do you impress them enough to leave a comfortable job for a new one? Well, with 6.7 million open jobs and only 6.2 million available workers, we know your search must start somewhere when it comes to recruiting passive candidates. And here is how.

Why Passive Candidates are the Best

When you know that someone is already employed you know a few things: They have strong skills, they’re creating value, they are willing to do the job, and are gaining the experience, the open positions like yours, need. They are the candidates you want applying to your jobs, and ultimately, the ones you want to hire. But to convince and attract these types of employee’s is difficult.

They normally are comfortable with where they are at, but with the help of a recruiter, you can tap into the passive candidate demographic.

Why Focus on Passive Candidates?

Passive candidates are 122 percent more likely to want to make a big impact on your business. They are hard-working and looking for an opportunity to grow in their career. These candidates have the skills, experience, and knowledge of what being a successful employee is. And for any company, this is the most desirable candidate.

study from LinkedIn, states that 75 percent of the people an organization would hire aren’t even looking for a new job. And for critical roles, 95 percent of the people you’d want to hire also aren’t looking. So, what does that mean? That the best candidates out there are not even on the market.

Why are Passive Candidates the Hardest to Attract?

With recruiting someone who’s already employed, you must know how to approach them. Most people are comfortable with their job, location, and money. Recruiting passive candidates is hard because they are content. They do not need a job and do not feel the burden of having to find one immediately.

But, that does not mean they aren’t casually looking for other opportunities! If they have the option to move up, start their dream career, move closer to family, or have more of a work-life balance, they more than likely could be willing to take another position. It’s just all about timing, which recruiters know well.

How a Recruiter can Help You Reach Passive Candidates

Passive candidates are still on the market, just in a different way. 85 percent of workers worldwide are open to new positions! That’s pretty good odds of being able to find the person you’re looking for. They just need to be approached in a different way, which is where a recruiter comes in.

When partnering with a Johnson Service Group recruiter, you’re guaranteed we are working in the passive candidate market. As you know, they are the best candidates for a company and that’s what we’re here to do. Our recruiters are here to help our clients and candidates find the perfect fit, and in today’s market, it can be difficult. But with our knowledge of the job market and with access to the best candidates, we’re sure to find you the best person for the job. Let’s work together.

job market

Traditional Recruiting Methods Aren’t As Effective in This Tight Market

tight market

The national unemployment rate ticked down to 3.9% in July 2018. By the end of July, 157,000 jobs were added, totaling 6.66 million job openings across the nation. This marks the third highest number in history.

The U.S. job market is the healthiest it is been in years, and as a result, companies are having difficulties finding the talent they desperately need. In this booming job market, candidates have options. Hiring managers are struggling to attract (and retain) qualified candidates. Traditional recruiting methods are unfortunately not as effective for many organizations.

Candidates are going rogue

This is the hottest job market in decades, and candidates are taking full advantage of the plethora of job opportunities. Candidates all across the nation are entertaining multiple offers. In fact, 20 percent to 50 percent of job applicants and workers are no-shows.

Qualified candidates are literally going dark on hiring managers and employers are feeling the frustrations. Candidates are accepting job offers and interviews and blatantly not showing up because they have a better offer in the works. Employers are so desperate that they are resorting to hiring candidates with little to no experience. To put this in perspective, 87 percent of employers have reported hiring “few or no qualified applicants.” Traditional recruiting methods just aren’t locking down the candidates that employers need.

It’s costing employers

With such a tight job market, filling positions isn’t the only difficult task for employers. Filling critical roles in our current job climate is hurting employers financially. The Harvard Business Review estimates that up to 80 percent of employee turnover is from poor hiring decisions. And on average, businesses spend nearly 33 percent of a worker’s base salary in replacement costs.

Organizations are spending millions of dollars trying to retain qualified employees. With a predicted 28.6 percent of workers leaving their jobs by the end of the year, companies are desperate for top-talent that is willing to stay put.

Partner with a professional

With today’s intense job market, it’s becoming more and more difficult to obtain the talent employers are searching for. Placing job openings on the careers page on your company’s website or listing your vacancies on job boards just isn’t going to cut it.

At JSG, we work solely for our clients to find them the best candidates for their positions, so they don’t have to. We understand that you are busy. Let us take one item off your HR department’s already busy plate and help you fill your most critical positions.

With JSG’s expertise in our current job climate, we can help your company fill your critical positions. By partnering with an expert, we take the stress out of recruiting so your team can focus on all their other tasks at hand.

Traditional recruiting methods won’t cut it