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Why (and how) You Should Always Respond to A Recruiter

Why (and how) You Should Always Respond to A Recruiter

If you have a LinkedIn profile, you have probably received a message from a recruiter inquiring about a position they are working hard to fill. Sometimes, this opportunity can be your next career move. Other times, the job can miss the mark and not align with your career goals. These recruitment messages either come from an internal recruiter or a third-party recruitment specialist from a staffing firm. Regardless of your interest in the position, it is crucial to respond to the recruiter, and here is why.

They can put your resume in their CRM

First of all, if a recruiter reaches out to you and you want to learn more about the job opportunity, they will ask you for your resume. Once they have your resume, they will upload it to their company’s CRM system, where they keep all of their candidate records. This system helps them keep track of candidates’ qualifications, notes, contact details, and other important information. However, if you have no interest in the position, don’t just leave the recruiter left on read. Reach back out to them, thank them for thinking of you, and send them your resume. The first place most experienced recruiters look for potential candidates for a new opportunity is the CRM system.

If you are not in their system, you could miss out on other opportunities in the future! Here’s an example of how to respond to a recruiter in this situation:

“Hi [Recruiter’s Name],

Thank you for reaching out to me about this position. This sounds like an exciting opportunity, but I am not currently exploring new jobs at this time. However, can I send you my resume if you have another opportunity in the future?

Thank you, and I look forward to connecting with you.”

You can build a relationship with the recruiter

If you don’t respond to a recruiter when one reaches out to you, it’s challenging to build a relationship with them. Recruiters are no strangers to low response rates. Thus, if you take the time to reply to them, they will likely remember you when another opportunity comes up that better matches your skillset and career goals. Also, you should connect with them on LinkedIn so you can remain on their radar as they work on other requisitions. Plus, recruiters often work on exclusive job orders that you won’t find anywhere else, so fostering a relationship with them can open new doors!

Your job situation may change one day

As we all learned throughout the COVID-19 pandemic, your job situation can change in the blink of an eye. Whether that’s restructuring, department changes, mergers/acquisitions, or even your company suddenly shutting its doors, your employment situation today may look a lot different in the not-so-distance future. Therefore, we always recommend responding to a recruiter and connect with them if your job situation shifts.

Looking to connect with a recruiter?

So, you hopefully understand the value of responding to a recruiter when they reach out to you. Even if you don’t have an interest in that particular position, you never know what roles they may have available in the future. If you are interested in keeping a recruiter in your back pocket, review our job board and signup for our Talent Network! You can upload your resume and create job alerts that match your skills, career interests, and location to find the next step in your career. We look forward to connecting with you!

4 Tips For Successful Recruitment Strategy

4 Tips For Successful Recruitment Strategy

Finding the best candidates to fill your open positions is no easy task. There are a ton of excellent candidates looking for a new opportunity right now, and it can be tough to hire the right one. With remote interviews, social distancing, and other safety protocols, ensuring you hire the best candidate is even trickier. You must improve your hiring activities to ensure your team makes the right hiring decisions. Here are four tips to craft a successful recruitment strategy.

Pair down your applicants

The first step in establishing a successful recruitment strategy is narrowing down your job applicants. We are in a candidate-saturated market, thanks to the coronavirus. As a result, there are a ton of qualified (and not so qualified) candidates on the market. You can pair down your candidate pool in several different phases of the hiring process. Start by crafting a detailed job description to weed out candidates that may not be interested. Then, add application requirements such as a cover letter or samples of work. Asking for resources beyond a resume will instantly trim out some of the fat and make your recruitment practices leaner. Next, you can weed out candidates in the initial interviewing stage by asking behavioral interviewing questions. Asking the right interview questions will help you identify the candidates that are more qualified and a better fit for your team.

Make a decision quickly

When it comes time to make a hiring decision, don’t dilly dally. If you know who you want to add to your team, present them your best offer. Yes, we are in a candidate-heavy market, but that isn’t going to last long as more employers ramp up their hiring efforts this summer. With the unemployment rate currently at a pandemic-low of 6%, more employers are actively hiring. If you don’t want to miss out on your best candidates, make a decision quickly. If they accept your offer, immediately send out the offer letter to get it signed. The sooner the deal is official, the more likely they will not accept another employer’s offer.

Keep your backup candidates until the deal is done

Before you turn away your runner-up candidates, wait for the hire to be official. No, you don’t have to wait until they actually start working, but don’t turn away your backup candidates until your number #1 choice has signed on the dotted line. If you turn your runner-ups away, you run the risk of starting the hiring process over again if your top candidate backs out. Wait until the background check comes through and the offer letter is signed to turn away any secondary candidates. Holding on to your secondary candidates is an essential part of building a  successful recruitment strategy.

Enlist the help of a recruiter

One of the simplest ways to implement a successful recruitment strategy is to partner with a recruiter. If you are struggling to fill a couple of your roles or need quality candidates quickly, working with a professional recruiting firm is a smart move. Top-tier recruiting agencies, like Johnson Service Group, thoroughly vet our candidates before we submit them. If you work with us, you will never receive a resume from a candidate we haven’t screened. If you want to take your recruiting strategy to the next level, reach out to us today! We have customized staffing solutions to meet your team’s individual hiring needs.

How To Offer Sustainable Workplace Perks

How To Offer Sustainable Workplace Perks

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

Flexibility

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

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

Cash Stipends

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

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

Wellness Reimbursements

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

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

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

For more hiring tips, explore our client resources.

social media

Should Employers Screen Candidate’s Social Media?

According to a 2017 study by Careerbuilder, nearly 70% of employers screen their candidates’ social media activity. And given the steady growth of social media since then, it’s safe to assume that number only continues to grow. However, in a world of online information, a lot of questions begin to arise surrounding this controversial topic. Is it even legal to screen based on a candidate’s social media? If so, is it ethical? And even further, is it causing you to miss out on qualified talent? We’re breaking these questions down to give you an in-depth look into the role that social media plays in today’s recruiting practices. 

Is it legal?

So, technically viewing any public social media is legal. You can’t fault anybody for that! However, it gets tricky when it starts affecting your hiring decisions. Employers must abide by laws prohibiting discrimination when it comes to employment practices. Even a quick glance at a candidate’s social media exposes you to the risk of making judgments based on protected classes. These include but are not limited to color, race, sex, religion, or national origin. You may even fall victim to your own unconscious bias, walking a thin line of legality. 

Is it ethical?

Many employers are of the mindset that if something is public online, it is part of your personal brand. Thus, if they hire you, your brand becomes an extension of the company’s brand. While this may be true, it’s important to tread carefully with judgments based solely on social media presence. There have been a few controversial cases over the last few years where candidates were not hired because of something seen on social media.

Remember the viral story from 2019 about a girl who was not only turned down for a job but publicly shamed on a company’s social media for posting a bikini-clad photo on her personal account? While this action was technically not illegal, it certainly was not ethical. In fact, it caused the entire company to implode – completely deleting its website and social media accounts altogether.

Is it limiting your talent pool?

Legal and ethical ramifications aside, judging candidates based on their social media presence alone could be causing you to miss out on incredible employees. In order to grow, companies must diversify their talent pool based on experiences, personalities, and skillsets. By reserving judgment until a candidate has completed a full hiring process, you have a greater chance of hiring a more diverse team.

Therefore, it’s not in an employer’s best interest to screen a candidate’s social media during the hiring process. However, if a clean online presence is important to your company or a specific position, it is perfectly okay to set rules and boundaries regarding personal social accounts for onboarded employees. (And P.S., if you’re a candidate, it’s a good idea to clean up your social accounts anyway – just in case!)

Interested in reading more insider takes on employment and hiring? Check out the JSG blog!

love working with a recruiter

Why You’ll Love Working with a Recruiter

Have you ever worked with a recruiter? If so, you understand how helpful they can be to your job search. Since Valentine’s Day is quickly approaching, now is a perfect opportunity to find a new job that you will fall in love with. Here are four reasons why you’ll love working with a recruiter.

They are expert matchmakers

It’s true what they say about recruiters: they are expert matchmakers. Recruiters help pair talented job seekers with excellent clients. We are there throughout the entire hiring and interviewing process to ensure each “date” goes smoothly for both you and our clients. Recruiters don’t try to match you with an opportunity or an organization that isn’t the right fit for you or the client. We genuinely want you to be successful and enjoy your new opportunity. In other words, we will only match you with a job that will make you want to swipe right.

They do the heavy lifting for you

As recruiters, we do a lot of the leg work on your behalf. It’s literally our job to facilitate the interviewing process for you. From scheduling interviews to communicating with hiring managers, we organize all of that! All you have to do is rock your interview(s), and wait for that offer letter to roll in. We even prep you for your interviews and any other meetings with your prospective employer beforehand, so you are ready to make a great impression.

This is beneficial to both job seekers and clients. As a candidate, you are probably already employed and are taking advantage of today’s candidate-driven job market. While you’re at work and busy with your family, we will take care of the little details, so all you have to worry about is bringing you’re A-game to your interview. And for employers, you’re busy with your day-to-day job duties. Let us focus on recruiting top talent for your team so you can continue to focus on your job.

They have exclusive job opportunities

Many of the jobs our recruiters work hard to fill are exclusive. What does that mean? That means you won’t find a lot of our job opportunities posted on sites like Indeed or CareerBuilder. They are exclusively being promoted on our internal job board. Don’t believe us? Check out the JSG job site! We have hundreds of new job opportunities across North America that you will fall in love with.

It also pays to connect with recruiters on LinkedIn. Did you know that over 60% of job opportunities are only found through networking? In other words, it’s essential to build relationships with recruiting professionals on LinkedIn to learn about exclusive job opportunities that you won’t find anywhere else! Don’t know where to start? Follow us on LinkedIn, and start networking!

Let’s work together

If you’re ready to love working with a recruiter, let’s get connected. We are ready to help you find the job of your dreams. Reach out to one of our expert recruiters today, and let’s start working together!

October Hiring Is The Most Competitive

A new LinkedIn survey found that October has the highest number of job openings on the site. Additionally, a whopping 89% of hiring managers filled those roles in less than four weeks. So what does this mean for companies trying to onboard new staff before the holidays? Well, you’ve got some competition. Here are a few ways you can stand out and secure the talent you’re looking for during this competitive hiring market.

Streamline Your Hiring Process

With companies hiring in less than four weeks, it’s absolutely essential that you move quickly. Candidates will most likely be juggling multiple job offers this month. Create room in your schedule for interviews, make decisions quickly, and get a written offer out as soon as possible. This is not the time to “see a couple more resumes” after you’ve interviewed a potential perfect candidate. If you don’t swoop them up, someone else will!

Consider Hiring Contract

Contract hiring is an excellent option for getting team members on board ASAP. There are fewer hoops to jump through during the hiring process, and you’re able to “try before you buy.” Additionally, you often have the opportunity to convert any contractor to a full-time employee if you find that it’s a great fit. We have even partnered with multiple companies to get contractors started in less than a week, meaning reduced cost of vacancy for your bottom line.

Actively Recruit

With the job market as hot as it is, sitting back and waiting for resumes won’t be enough. You need a team of experienced recruiters out there actively searching for the talent you need to take your organization to the next level. Unfortunately, many HR teams don’t have the capacity to prioritize active recruiting for critical jobs.

That’s where we come in. We have a recruiting team that has the experience and drive to bring you the candidates you need. We actively recruit for the best of the best and have an exclusive database of qualified talent that just maybe your next great employee. Ready to have a conversation about how we can help you compete throughout the month of October and beyond? Contact us today.

4th Quarter Job Market Outlook

October is the Most Competitive Month for Hiring
Work Flexibility, Remote Work, Hiring

How Work Flexibility Can Transform Your Hiring Process

Today’s competitive hiring environment has left many managers scratching their heads. You may find yourself asking, “how can we hire candidates with the necessary skills and experience to help achieve our growth goals?” Well, it’s not as simple of an answer as it used to be. When considering new opportunities, candidates are now weighing a multitude of factors — one of the main ones being work flexibility.

According to LinkedIn’s latest report of Global Talent Trends, work flexibility is quickly rising to the top of candidate requirements. And your competitors are getting on board! In fact, there has been a 78 percent increase in job posts on LinkedIn that mention work flexibility since 2016. Here are a few of the facts behind work flexibility and how it can completely transform your hiring process.

Attracts Candidates

51 percent of talent professionals state that work flexibility is one of the top features attracting candidates in today’s market. According to Anna Auerbach, Co-Founder and Co-CEO of Werk, “candidates are asking about flexibility in the interview process, and that was not happening a few years ago. If your answer is, ‘let me check with HR,’ you’ve already lost the candidate.” Be sure to mention your flexible work policies in job descriptions and throughout the interview process. That way, you can simultaneously attract candidates while setting expectations early and often.

Increased Diversity

We know how important diversity hiring is to our clients. Have you ever considered that work flexibility could be the solution you’re looking for? According to LinkedIn, women are 22 percent more likely than men to rank flexible work arrangements as a very important factor when considering a job. Sara Sutton, founder of the organization 1 Million for Work Flexibility, expands, explaining that it’s not just about working moms. “It’s people with disabilities, military spouses, people with health problems, caretakers, and people living in rural or economically disadvantaged areas. People need and want work flexibility for a lot of different reasons.”

Employee Retention

When you reward your employees with trust, they are much more likely to stick around. In fact, 54 percent of talent professionals cite encouraging retention as a major perk of flexible work. This can significantly assist in your recruiting efforts. When your current employees are happy, that shines through to prospective candidates! Not to mention, you’ll have less turnover, and thus, fewer spots to fill.

Keep in mind, work flexibility isn’t just about allowing employees to work remotely. A flexible work environment encompasses full-time remote employees, occasional remote working situations, the ability to shift working hours, and the freedom to briefly step away when needed. Try implementing one of these flexible solutions and watch how your hiring process transforms along with your working environment!

Candidate Experience, Hiring

Is Candidate Experience Hindering Your Hiring?

Candidate Experience, Hiring

Hiring experienced talent is getting awfully competitive out there! Your internal recruiting team is doing their best to keep up with a growing demand for open positions. However, the number of people on the market is slim and the best candidates are comparing multiple offers at once. One of the main factors affecting your company’s ability to attract and retain qualified talent is your candidate experience. Here are the make or break steps throughout your hiring process.

Internet Presence

Oftentimes, the first contact candidates will have with your brand is through the internet. This is where the candidate experience begins. Once they apply for your job or have an initial conversation with a recruiter, they’ll head straight to Google. An engaged candidate will browse your website, check out your social media presence, and read online reviews. Consider how your company is portrayed online – is it an accurate representation of your culture and team as a whole?

Timing

In a job market where candidates are receiving multiple job offers at a time, it’s absolutely essential to move the process along as quickly as possible. Scheduling interviews needs to be your first priority, and if you’re particularly interested in a candidate, go ahead and bring them onsite! Finally, when you decide on a candidate you’d like to hire, extend your offer ASAP.

Communication

The number one thing that will improve your candidate experience is open and honest communication throughout the entire process. If you would like to bring someone in for an interview, go ahead and let them know. Even if you still need to coordinate timing, informing the candidate of your interest will make them feel respected and give them something to look forward to and prepare for.

Support

The recruiting team you partner with can make a big difference in a candidate’s overall experience. When you work with JSG to fill your critical needs, we work with both you and the candidate every step of the way. Our team helps facilitate interviews, communicate questions and timelines, and coordinate offer delivery. So, when you need to add a member to your growing team, contact us. JSG can help make it a seamless process, allowing you to secure the talent you need when you need it!

4 Reasons to LOVE Working With a Recruiter

With Valentine’s Day only a few days away, it’s important to remember there are so many things to love in this world. Whether it’s loving your line of work or a recruiter who will help you fall in love with your career again. You never know what Valentine’s Day could bring! But this year it will bring the knowledge of why you’ll love working with a recruiter.

Career Match-Makers

Think about it. Recruiters are out to find the BEST candidates for their clients. This means if they reach out to you, they feel you have amazing potential and that should be a big compliment. Recruiters are the perfect match-makers for you because they don’t cost you a thing and could help you find the company and job you’ve been dreaming of. Doesn’t sound like a bad deal to me! Once they reach out to you about a position, hear them out! You never know what great opportunity they found for you!

Hiring Managers Love Recruiters Help

If you’re wanting your resume seen nowadays, having a recruiter in your corner is a surefire way for that to happen. Being in a candidate-driven market, where unemployment is some of the lowest we’ve seen in a long time, hiring managers are struggling to keep up. Instead of being able to focus on that stack of resumes they need to look through, they are being spread way too thin doing other’s jobs because they don’t have enough people. It’s this endless cycle unless you’re working with a recruiter.

Recruiters are hired by companies to help them fill their critical needs. Which means if they’re reaching out to you, you can almost bet that your resume will be reviewed before it ever would have been if you applied online. Loving a recruiter may seem impossible, but in today’s job market, they could be your one in into a great company you’ve been eyeing!

Recruiters Have the Connections

“It’s not what you know, it’s who you know” pertains to recruiters more than probably any field out there. They know the people and companies and what they’re looking for. Again, they are that match-maker everyone can fall in love with and appreciate. Because they do not just help you find a job, they help their clients find a great employee. So, it’s important that they have these connections and trusting in them is easy when you know they are the connection person.

They Are Passionate About Helping You

When it comes down to it recruiters love helping people. They enjoy the fact that they get to place qualified people with companies who care and it’s a process that pays them in more ways than one. They are passionate people who understand the importance of enjoying what you do and not staying somewhere that makes you miserable.

So, if you’re ready for a move and to fall in love with a recruiter who understands your needs, reach out to us today and check out the exciting opportunities, we have on our Job Board!

online dating

How Recruiting is Like Online Dating

online dating

I met my husband online 10 years ago and as a Sr. Technical Recruiter, I approached the world of online dating with my skills as a successful recruiter! Like me, many of us have been through the excitements of online dating. Whether you are single, married, or in a long-term relationship, you never stop courting in the recruiting world.

Just like online dating, you post your new polished resume on the job boards, your LinkedIn profile is updated, and you click that button that says you are open to a new opportunity and then boom! You’re inundated with recruiters sending you emails and InMail’s! What to do next? How do you weed them out? Just like online dating sites that are built around this same concept, these same types of profiles gives those looking for a “partner” the opportunity to get a sneak peek into you as a prospective candidate. And this is how online dating and recruiting are alike.

Before that first call/email reply:

Your excitement at the recruiter’s response can easily become overwhelming. Like with online dating, you need to research them and ensure they are sincere in their interest in you!

  • Check out their LinkedIn Profile
  • Go to their website
  • Look at the company’s social media
  • Google

Do they have relevant jobs matched to your skills? Is their website informative? Do they have recent content or reviews that resonates with your standards? If so, then it’s time for that first email or call!

You wait anxiously for a reply; like dating, you hope they call soon! The call comes and suddenly you are on the first date! This is a time for discovery, finding out whether you want to move forward toward a business relationship. In recruiting, the first date is the interview. The interview gives you both an opportunity to see if there is a match.

Before you talk about the job, introduce yourself, share why you wanted to meet. Like having your first conversation with a potential date, you need to listen and engage. Spend at least 15 minutes on the phone sharing your successes or schedule a face-to-face coffee and be honest about what you are seeking in the job market/potential job being shared.

Signs of a good first interview/ date are:

  • Good eye contact-in person/video
  • Ease of conversation
  • Knowledge of the company
  • Knowledge of the position
  • Appropriate dress and demeanor
  • Honest answers

Some things that turn Recruiters off:

  • Coming off as arrogant
  • Complaining about past relationships (past jobs, in this case)
  • Extended uncomfortable silences
  • Extended gaps in resumes – without explanation

If you determine that the job is not going to be a fit, there is no need to ask for a second date. It’s important to let the recruiter know that you are not interested so you can let them move on to the next candidate. Offer to set them up with a colleague who you know is a right fit! If it doesn’t feel right at this time, maybe it will in the future! Stay in touch!

If it went well and you want to see the other person again, then it’s time to follow the next steps in the recruiting process. After the first date, it’s time for you to assess everything that has occurred up to this point. In recruiting, after the initial interviews, recruiters will present you to their clients for consideration. Depending on the clients’ feedback, recruiters should contact you as to whether or not the hiring manager would like to continue with the hiring process.

Then you have that MATCH! You undergo background, credit, and drug check procedures. Upon successful completion of these checks, its official – you can announce it to the world! Update your LinkedIn profile, tell colleagues, friends, and family, and put in that long-awaited two weeks’ notice.

So, there you have it. Online dating and recruiting are similar. As you already know, my first date went extremely well, and I hope to have a first date with you soon!