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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!

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.

job openings

Job Openings Outnumber Unemployed

job openings

What this means for the world of recruitment

According to the Bureau of Labor Statistics, the unemployment rate ticked down to a 17-year low in May at 3.8%. As a result, there are currently more job openings than unemployed workers. There are 6.7 million job openings in the U.S. but only 6.4 million available workers. Competition for candidates is heating up, totally changing the landscape of the job market.

What does this mean for companies trying to hire in order to meet growth goals? What does it mean for candidates who are considering making a move? We’re doing a deep dive into how candidate-driven market will affect hiring and recruiting for the rest of 2018.

Employers Must Offer Competitive Wages

First and foremost, employers must offer competitive wages. At this point in time, almost everyone who wants a job has a job. So, in order to compete for top talent, employers have to come in strong with offers – including wages and benefits. “Hourly pay for nonsupervisors rose 2.8% in May from a year earlier, the best annual gain since mid-2009.”

Employers Must Have a Swift Hiring Process

The number of workers who are working or seeking work has been on the decline for almost two decades. The candidates who are open to new opportunities are entertaining multiple competitive offers. In order to secure the top echelon talent, employers must prioritize hiring and limit the number of hoops a candidate must jump through during the interview process.

For candidates that look great on paper, skip the phone interview and go straight to a face-to-face. People will appreciate your urgency and feel they are already adding value to your team.

It’s An Ideal Time For Candidates To Make A Move

For candidates, now is the perfect time to make a move. If you’re actively looking for a new position, don’t be afraid to apply to multiple opportunities. For passive candidates, it’s time to freshen up that resume then take the leap! Even if you don’t consider yourself a candidate at all, consider doing some searching or networking to see what is out there. Now is the best time to take the next step in your career, whether that’s in a different location, with a different company, or even a completely different role altogether!

No matter what, one of the best things you can do during an extremely tight labor market is to partner with a recruiter. We have connections with thousands of elite companies and candidates, and we’re ready to make the right match for your future and career goals.

how to hire in 2018

How To Hire In 2018 – Your New Year Guide

hiring in 2018

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

Speed up your process

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

Look at different hiring options

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

Write better job descriptions

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

Ask better interview questions

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

Partner with a third-party recruiting firm

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

2018 Hiring & Staffing Trends

6 Hiring & Staffing Trends On The Rise In 2018

2018 Hiring & Staffing Trends

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

Hiring Will Increase

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

Competition Is Hot

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

The U.S. Tax Reform Bill

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

Increase In Contract Work

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

Tech & STEM Will Lead The Way

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

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

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

weeks of planning, an expensive shopping list, trying to please everyone’s varying tastes and trading your leisure time for a week’s worth of cooking to the list. Now, just imagine that this is what recruiters do. Every. Single. Day.

If You Think The Holidays Are Stressful, Try Being A Recruiter!

weeks of planning, an expensive shopping list, trying to please everyone’s varying tastes and trading your leisure time for a week’s worth of cooking to the list. Now, just imagine that this is what recruiters do. Every. Single. Day.

We all know that the Holidays are for gathering together with family and friends to celebrate the past year, exchange gifts, and eat tons and tons of delicious food. Unless, of course, you’re the host. In that case, you can add weeks of planning, an expensive shopping list, trying to please everyone’s varying tastes and trading your leisure time for a week’s worth of cooking to the list. Now, just imagine that this is what recruiters do. Every. Single. Day.

Planning

When you decide to host the holidays in your home, you are going to spend a minimum of two weeks planning ahead of time. You have to be cognizant of how to accommodate everyone’s different tastes and needs, you must decide where in the world you’re going to put everyone, and how the heck you’re going to pull off an amazing holiday for everyone.

When recruiters take on a new search assignment, we more or less follow the same exact steps. We take into consideration the hiring manager and team’s preferences, browse through candidate resumes and imagine how they will fit into the role, and try to come up with an interviewing timeline that will work for all parties.

Investment

Hosting the holidays requires a significant investment of time, energy, and money. Most often it involves a variety of commitments from cooking, to shopping and wrapping, to providing entertainment.

Our recruiters put the same investment into every project they work on. We customize every search to fit the needs of each specific client, the culture, the community, and of course the desired skill set. Starting from the second an agreement is signed, our recruiters are committed to providing our clients with qualified candidate who will fill every box on their wish list.

Patience

The holidays require a lot of patience. With extra family in town, kids hopped up on sugar, and a highly elevated stress level, you need to channel your inner zen to get through it all. The best things you can do? Plan ahead, communicate clearly, and be ready for anything.

Recruiters do these things every day. After we’ve submitted a great candidate, we have to wait hours, or sometimes days, to receive feedback from our clients. This is why we try to establish a clear communication plan ahead of time and why we keep our phones on at night – so we can take care of things at a moment’s notice!

Anticipation

Hosting the holidays isn’t ALL bad! If you’re lucky enough to have kids in your group, then you get to experience the joy of seeing their faces light up with anticipation throughout the week at the thought of Santa shimmying down their chimney.

This is our favorite AND least favorite thing about our jobs! As recruiters, we anxiously wait by the phone while our candidates are in interviews or constantly refresh our email when we’re anticipating an offer to come through. But the satisfaction that comes with finally getting word that your candidate will be hired is the absolute best and why we love what we do!