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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 searching passively or are currently on the hunt 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. Or you can always reach out to them! While trusting 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. Here are my top three.

They Save You Time

While you may work in any number of industries, they are completely devoted to finding others jobs. If you are struggling in your job search, don’t fret. Finding jobs isn’t your career, it’s theirs. Therefore, you can focus on any number of other items, whether that be a job you currently hold or raising a family. Those hours spent filling out job applications and navigating job boards can be insufferable, but for a recruiter, it’s just another day at the office.

Cast a Larger Net

Even the best networkers or relationship builders can benefit from a recruiter. The value they add to your job search by including their network and relationships increase the number of potential jobs you are qualified for. More opportunities mean a greater chance you land in a role you love with fair compensation.

They may even open job opportunities you never knew existed! Recruiters, like the ones at JSG, have great relationships with their clients. Recruiters often source candidates that are nowhere to be found on a job board online.

It’s Their Job

Recruiters will do everything in their power to place you in a job. While they love that their career revolves around helping people find jobs that are rewarding, they do have other incentives. Recruiters are paid for placing successful candidates with companies, 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. Thus, they are just as invested in finding you a job as you are; their job is done and successful once you are comfortable, and not a second sooner.

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

Why Ghosting a Recruiter Can Hurt Your Career

ghosting

Ghosting has become a huge problem because great candidates are getting not just one offer, but multiple. And instead of being honest and upfront with recruiters and companies, they leave them in the dark when they find something better.

Why Ghosting Can Hurt Your Reputation

Everyone will understand if you get a better offer. But just dropping off and not telling a recruiter what happened will only hurt you and your reputation. Accepting an offer from a company but not showing up for your first day of work, is just wrong. You can’t go around pretending you didn’t have people helping you in this process… And when you burn them, you can’t just think that it won’t come back to bite you.

When working with a recruiter they are taking their time to help you find your next awesome position. They do this job in hopes of helping candidates grow and reach their career goals. If you end up ghosting them, all that time, effort, personal connection, working with companies, is wasted. And it stings knowing they put all that effort into you just for you to not show up to your first day of work or never respond to an offer.

What You Can Do Instead of Ghosting a Recruiter

Telling someone you are going in a different direction when you know about all the work they did for you, is hard! But ghosting them is so much worse. You burn a bridge with someone that will be there to help you through your next career moves. If you accepted an offer and ended up not showing up to work, you not only burned the recruiter bridge, you burned a company one as well. Like the saying goes, the world is small, and depending on your career, it can be even smaller.

So, to avoid burning those bridges, be honest. If you have other offers on the table, tell your recruiter! They can then give that information to the companies looking at you. If you’ve decided to go another route and don’t want to leave your current position, tell your recruiter! If you’ve received a better offer, after already accepting one for another company, tell your recruiter so they can help explain what happened to the employer. Never leave them in the dark to get burned.

If you do these things, you’ll never have to worry about your career being hurt over ghosting. It will help you stay accountable and in all honesty, all recruiters want is for you to find your next dream job. And they will understand if that isn’t through them. And if you make sure not to burn that bridge, you never know, they could end up finding you an even better position in the future.

recruiter

A Recruiter Contacted You – Now What?

recruiter

It finally happened – a recruiter found you and reached out to you. They sent you an InMail on LinkedIn, emailed you, or called you directly. They have a position that seems like a perfect fit with a company that’s even better. Now what? Here are the first things you must do once a recruiter contacts you.

Take a moment to reflect

Before you even think about responding, take a moment to reflect on where you currently are in your career. You may be perfectly content with where you are now, but how will that change in the next six months? Year? Two Years?

Do you see yourself growing into your current position and within the organization? No matter how satisfied you are with your current position, it’s worth hearing out the recruiter. With today’s candidate-driven market, this may just be the best move for your career! Candidates have lots of options and accepting a new opportunity may be the best way to grow your career and lock down that pay raise you’ve been working hard for!

Do some research

Was it a third-party recruiter or an internal recruiter that contacted you? If it was an internal recruiter, it’s time to do some research!

Head over to their website to learn more about the organization. Check out their mission and vision statements. Visit their ‘About Us’ page and try to feel out the company. While you’re there, go to their open jobs and see if you can find the job description to learn a little more about the position.

You can also check out their social media pages to see what’s happening with the organization. Look out for new product launches, events, awards they received, etc. When doing your research, try to envision if this is a company you can see yourself working for.

If a third-party recruiter reached out to you, you may not know the actual company’s name yet. Instead, find the recruiter on LinkedIn and get a feel for them. Read their summary to learn a little more about them. Check to see if they have any recommendations from other clients or past candidates. Be sure to do a little research on the recruiting company they work for to ensure everything checks out.

Update your resume

This is probably self-explanatory, but the recruiter is going to want an updated copy of your resume. They may have found an old resume online or just found your experience on LinkedIn, but you want to be sure they have a fresh copy of your resume with your most recent experiences and accomplishments.

Even if your resume is up to date, this is a perfect opportunity to look at it with a pair of fresh eyes. Besides, once you know what the job is, you can tailor your resume to match the position and really demonstrate that you’re a great fit for the role.

If you need some help tweaking your resume, we have a ton of resources to help make that resume stand out to the hiring manager!

It can be really exciting to be recruited. The best thing you can do as a candidate is be prepared! Good luck!

search for a new job

How to Effectively Search for a New Job

search for a new job

Are you currently looking for a new job? If you haven’t been on the job market in a while, it can be overwhelming to figure out where to start your search. There are thousands of resources at your disposal and it can be difficult to filter through all of the advice and “words of wisdom” out there.

Maybe you are currently in between jobs or maybe you’re just taking advantage of this hot job market with the lowest unemployment rate in 17 years. Whether you’re a passive or active candidate, here are four tips to effectively begin your search for a new job.

Update your resume

The first step to a successful job search is to update your resume. You need to ensure your resume is properly formatted, easy to read, and includes your most relevant experience.

You should definitely tailor your resume to each job you apply for. However, that doesn’t mean you can’t start updating it! This is especially crucial if you haven’t updated your resume in a while. You easily add your current contact information, address (depending on where the job is located), past or current job roles, and any recent certifications you may have completed.

Update your LinkedIn profile

Now that your resume is polished, it’s time to tackle that LinkedIn profile. If your LinkedIn profile is already up to date with your most recent position, then kudos to you!

If your LinkedIn profile needs some love (or if you don’t have one at all), it’s time to get it in working condition. Both employers and recruiters use LinkedIn to find and evaluate candidates for open positions. In fact, 93% of recruiters and human resource professionals check out candidates’ social media profiles (including LinkedIn) before extending a job offer.

Thus, if you are not on LinkedIn, you are already at a disadvantage in this crazy job market. And it’s not good enough to just have a LinkedIn profile; you must have it completely updated and optimized! It only takes you about 30 minutes to do so, and trust me, it will be the best half-an-hour you spend for your job search.

Check out our guide to efficiently leverage your LinkedIn profile to find your next job.

Pro tip: Make sure you have LinkedIn’s feature called “Open to New Opportunities” turned on so recruiters know you’re interested in new positions!

Check out job listings/job boards

Once your resume and LinkedIn profile are in good shape, you’re ready to start searching for open positions. The easiest way to do this is to monitor job boards. This is easier than ever with mobile apps for your phone or email alerts. Now you can sign up for app and email notifications that alert you when a job matching your qualifications and specifications.

All you have to do is check out job boards such as Glassdoor, Indeed, CareerBuilder, LinkedIn, and of course, JSG’s job board. You can even join our Talent Network that will enhance your job search and application process. You’ll receive alerts with new job opportunities that match your interests and be ahead of the game!

Partner with a recruiter

If you really want to step up your job hunt, you can partner with a recruiter. Recruiters have excellent relationships with hiring managers and human resources. They can use these connections to help pivot you to the top of the list of applicants.

When you partner with JSG, you become your biggest advocate. We assist you throughout the hiring process and help you find your next career opportunity that matches your unique skills. Learn more about our recruiting process and why you should partner with JSG.