Blue Signal Named to “Top Companies to Work for In Arizona” for 2021

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Arizona Capitol Times, Best Companies Group and BestCompaniesAZ announced today that Blue Signal has earned a spot on the 9th annual list of 2021 Top Companies to Work for in Arizona.

This highly selective list is the result of anonymous and comprehensive employee surveys measuring culture, work environment, leadership, and employee pride and satisfaction, combined with rigorous evaluations of workplace practices, policies, perks, and demographics.

“This year, 100 companies were selected based on the results of a very high favorable employee survey scores averaging 91% overall survey results and an impressive 92% overall employee engagement. This level of performance for Arizona companies is about three times the national average when compared to Gallup’s recent reporting of US engagement at about 33% favorable,” says Peter Burke, President of Best Companies Group. “These winners should be very proud of their Top Companies status for this presents a powerful opportunity to attract and retain the very best talent.”

The 100 “Top Companies" will be honored at a virtual event on August 24th and a special supplement listing the rankings will be published by Arizona Capitol Times on August 27th. For complete details visit www.TopCompaniesArizona.com.

 

About Blue Signal

Having successfully completed over 1,300 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to help you grow your career. Our deep industry knowledge – from 245 combined years of recruiting experience – and streamlined processes help clients to secure high caliber talent within tight timeframes. As a top executive search firm, we have been a driving force in our clients’ professional successes. At Blue Signal, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction of both parties. Our reputation is built on our ability to consistently incorporate these priorities into all of our searches to make long term, impactful connections.

Blue Signal Accolades 2021 Top Companies blog

Culture is essential at Blue Signal, as it promotes happy employees, which leads to happy clients. Blue Signal’s success has gained the attention within the industry for our client services and candidate processes. We are proud to have won awards such as Inc. Magazine’s Best Workplaces 2021, #2 Executive Search Firm in Arizona for 3 consecutive years, #4 Technical Placement Firm 2021, Forbes America’s Best Temporary Staffing Firm 2020, the Best of Arizona Business 2019, Best Wireless & Telecom Workforce Recruitment Agency – USA 2019, Top Recruiter – Best of Tempe 2019, and #2 Best Places to Work in Arizona. Among our leadership, Matt Walsh has joined the Pinnacle Society and has been recognized as one of the 30 Most Inspiring Business Leaders in 2019.

 

Top Companies Award: Arizona Capitol Times

Arizona Capitol Times is the only media organization solely devoted to public policy and politics in Arizona. Independent and nonpartisan, we are the most trusted news source covering Arizona’s governments. Their physical proximity to the seat of power and unparalleled access to sources in the Capitol mean they consistently cover legislative and state government actions quickly, accurately, and comprehensively.

 

Top Companies Award: BestCompaniesAZ

BestCompaniesAZ is a marketing agency that specializes in employer branding. With more than 30 combined years of industry experience in public relations and human resources, BestCompaniesAZ elevates award-winning organizations through digital marketing, events, communication, and award consultation services. For more information, visit BestCompaniesAZ.com.

 

Top Companies Award: Best Companies Group

Best Companies Group is dedicated to establishing Best Places to Work programs to distinguish leaders in workplace excellence. As a research firm, BCG collects data about participating companies as well as employee feedback, analyzes that data, and produces a “Best” distinction that makes each recognized organization, the selected region (or industry), and the organizing partners proud. Best Companies Group identifies and recognizes places of employment that lead the way in defining the employee experience of the 21st century.

The IT Certification Shortage: 10 Certifications That Will Get You Hired Fast

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As the demand for IT professionals increases, employers are noticing a lack of certified candidates. A recent Everest Group survey revealed that 86% of enterprises consider the IT talent shortage to be a key barrier to achieving their hiring goals, citing an acute shortage in qualified, skilled candidates and a lack of technical skills in the current workforce. Employers are looking for candidates with IT certification that validate their skills and expertise. 

Whether you’re fresh into your IT career or a seasoned professional, attaining an IT certification can separate your resume from the stack and get you hired fast. The certification process is unique for each IT certification, so it is crucial to prioritize those that are most in-demand to improve your standing among the IT-professional candidate pool. In this blog, Blue Signal breaks down various in-demand certs by the skills tested, the certification process, and the benefits that set each accolade apart.

Cisco IT Certification, CCNA and CCNP logos

Cisco Certified Network Associate (CCNA)

According to Cisco, 78% of technology executives and managers consider technical certifications a critical success factor. The Cisco Certified Network Associate (CCNA) certification covers a broad range of fundamentals for IT careers, based on the latest networking technologies, software development skills, and job roles. As the most widely recognized and respected associate-level IT certification, the CCNA certification is designed to prove your skills in the ever-changing landscape of IT.

CCNA IT Certification At-A-Glance:

Skills tested: The Cisco Certified Network Associate certifications tests skills relating to network fundamentals, network access, IP connectivity, IP services, security fundamentals, automation, and programmability.

Certification process: To attain the CCNA certification, candidates must complete the 200-301 CCNA exam: Implementing and Administering Cisco Solutions. The exam is 120 minutes long and costs $300 USD. The exam is available in English and Japanese. The CCNA certification is valid for three years.

Benefits: The CCNA certification shows employers that candidates have mastered the essentials in network security, automation, and programmability, while being the most respected certification in the industry. According to IT recruiter Andrew Leeson, “A CCNA certification is still the most desired IT certification, and viewed highly favorably by organizations. This IT certification also tends to lead to higher salaries for IT professionals.”

Jobs you can get with the CCNA certification: 

  • Network Administrator
  • Systems Administrator
  • Network Analyst
  • Network Design Engineer
  • Network Infrastructure Engineer
  • Unified Communications Engineer
  • Solutions Design Engineer
  • Cloud Engineer
  • NetSuite Administrator
Why Get a CCNP Certification?
Recruiter Insight — Joanna Kimionakis, Senior Executive Recruiter

“Having this IT certification [shows] you have studied the newest, up-to-date technologies, and passing the [exam] confirms that you are truly knowledgeable in WAN, LAN, networking solutions, switching, and security. It validates your education and/or experience. Many employees require this IT certification, [so] having this on your resume will surely help you stand out in a crowd of applications. For entry level candidates, having a CCNA could help get their foot in the door!”

Cisco Certified Network Professional (CCNP) 

Cisco’s professional level certifications validate your overall knowledge in networking and a concentration of your choosing - enterprise, data center, security, service provider, or collaboration. The CCNP certification demonstrates your networking abilities while showcasing a technical focus in a two-part exam.

CCNP IT Certification At-A-Glance:

Skills tested: The CCNP certification tests candidates’ core knowledge of networking solutions and industry-specific topics in their area of concentration.

Certification process: The CCNP certification process includes two exams; a core exam and a concentration exam of candidates’ choice. The core exam, 350-401 ENCOR, is 120 minutes long and costs $400 USD. The concentration exams are 90 minutes long and cost $300 USD each. Similar to the CCNA certification, both exams are available in English and Japanese. 

Benefits: Recipients of the CCNA receive both a core certification and a specialist certification in the concentration area candidates chose - earning three certifications in one. Upon passing the core exams, the CCNP certification also serves as a qualifying exam for the Cisco Certified Internetwork Expert (CCIE) certification. Compared to other IT certifications, the CCNP is the most customizable and allows you to showcase your specialized skills.

Jobs you can get with a CCNP certification:

  • Network Engineer
  • Infrastructure Engineer
  • Network Analyst
  • VoIP Engineer
  • Systems Engineer
  • Network Design Engineer
Microsoft IT Certification, Azure Administrator Associate Certification and Azure Solutions Architect Expert certification logo

Microsoft Certified: Azure Administrator Associate 

The Microsoft Certified: Azure Administrator Associate certification validates skills regarding implementing, managing, and monitoring identity, governance, storage, compute, and virtual networks in a Microsoft Azure cloud environment. For this IT certification, it would be beneficial for the candidate to have at least six months of experience administering Azure prior to testing. Having a strong understanding of Azure services, workloads, security, and governance will set you up for the best success. 

Microsoft Certified Azure Administrator Associate IT Certification At-A-Glance:

Skills tested: The Microsoft Certified Azure Administrator Associate certification validates competency in managing Azure identities and governance; implementing and managing storage; deploying and managing Azure compute resources; configuring and managing virtual networking; and monitoring and backing up Azure resources.

Certification process: To obtain this IT certification, candidates must pass Exam AZ-104. This exam costs $165 USD and is available in English, Chinese (Simplified), Korean, and Japanese. To prepare for the exam, candidates are encouraged to take free, online study modules to gain the skills needed to become certified. Starting in June of 2021, Azure certifications are valid for one year and then must be renewed annually online for free.

Benefits: According to Fortune, 57% of Fortune 500 companies are using Microsoft Azure. As cloud computing continues to dominate the information technology industry, this IT certification will prove that candidates have the technical expertise to get the job done.

Jobs you can get with the Microsoft Certified Administrator Associate certification: 

  • Cloud Architect
  • Azure Developer
  • Solution Architect
  • Azure Architect
  • Cloud Engineer
  • Cloud Delivery Architect
  • Azure Engineer
  • Azure DevOps Engineer
  • Cloud Account Manager
  • System Engineer

Microsoft Certified: Azure Solutions Architect Expert 

According to Microsoft, the Microsoft Certified: Azure Solutions Architect Expert certification is for candidates who have subject matter expertise in “designing and implementing solutions that run on Microsoft Azure, including aspects like compute, network, storage, and security.” Candidates pursuing this certification will be responsible for advising stakeholders and translating business requirements into secure, scalable, and reliable cloud solutions. As an expert level IT certification, the Azure Solutions Architect certification requires advanced experience and understanding of IT operations, Azure administration, and DevOps processes.

Microsoft Certified: Azure Solutions Architect Expert IT Certification At-A-Glance:

Skills tested: The Azure Solutions Architect certification assesses the ability to implement and monitor an Azure infrastructure; implement management and security solutions; implement solutions for apps; implement and manage data platforms; design monitoring; design and identity security; design data storage; design business continuity; and design infrastructure. 

Certification process: The Azure Solutions Architect expert requires candidates to pass two exams — Exam AZ-303: Microsoft Azure Architect Technologies, and Exam AZ-304: Microsoft Azure Architect Design. Both exams are available in English, Japanese, Chinese (Simplified), and Korean and cost $165 USD. Free, online study modules are also available for preparation for these exams. Like the Azure Administrator Associate certification, this certification is valid for one year and then must be renewed annually online for free.

Benefits: The Azure Solutions Architect Expert certification validates candidates’ ability to accomplish technical tasks. Candidates that earn the Expert certification are more qualified to hold senior positions, such as Senior Azure Engineer or Senior Cloud Solutions Architect, which may result in a higher pay grade. 

Jobs you can get with Microsoft Certified: Azure Solutions Architect Expert: 

  • Senior Azure Solutions Architect
  • Cloud Solutions Architect
  • Azure DevOps Engineer
  • Azure Security Engineer
  • Azure Data Scientist
Why Get an IT Certification?
Recruiter Insight — Brent Stokes, Recruiting Manager 

“Sure, certifications show that you have attained a certain level of knowledge in a particular field, technology, or practice area… BUT, one of the most overlooked advantages to gaining a certification is what that means about you as a professional. As a recruiter, when I see an IT certification, I see someone who is willing to invest in themselves and in their career, whether investing time, money, or both. I see someone who is committed to improving themselves, someone who looks critically at their strengths and weaknesses and commits to developing their skills, and someone who will continue to grow even after I hire them. Is this true of 100% of people who have certifications? Of course not. Is it a good leading indicator? Absolutely.”

Project Management certification, PMP Certification and CSM Certification logo

Project Management Professional (PMP) Certification

The Project Management Professional (PMP) certification assesses project leadership skills through predictive (waterfall), agile, and hybrid approaches. To earn a PMP certification, candidates must meet the following requirements: a four-year degree, 36 months of experience leading projects, and 35 hours of project management education/training or CAPM Certification; or, a high school diploma or an Associate's degree, 60 months of experience leading projects, and 35 hours of project management education/training or CAPM certification.

PMP Certification At-A-Glance:

Skills tested: The PMP exam tests skills in the following areas: people, process, and business environment. The exam covers conflict management, leadership, team performance, training, negotiation, project execution, budget and resource management, schedule management, product/deliverable management, scope management, project compliance, business environment changes, organization change, and more.

Certification process: To earn the PMP certification, candidates must apply to take the exam to validate their project management experience and education. Once the application is accepted, candidates must pass the PMP Exam — a 180 question, multi-choice exam. The exam fee is $405 USD for a PMI member and $555 USD for a non-member. After being awarded the PMP certification, candidates must maintain their certification by engaging in professional development through the Project Management Institute. Renewal is required every three years.

Benefits: The PMP certification is the top-ranked project management certification in North America, according to CIO Magazine. Additionally, PMP holders’ salary in the U.S. is 25% higher than those without the certification, according to PMI’s most recent Project Management Salary Survey.

Jobs you can get with the PMP certification: 

  • Senior Project Manager
  • IT Project Manager
  • Technical Project Manager
  • Professional Services Project Manager
  • Engineering Manager
  • Delivery Project Manager

Certified ScrumMaster (CSM)

The Certified ScrumMaster (CSM) certification tests candidates’ ability to understand Scrum values, principles, and practices. Through the required training, candidates will learn the Scrum framework and gain an understanding of team accountabilities, events, and artifacts. Candidates with the CSM certification validate their skills to help businesses innovate faster, move from idea to delivery more quickly, drive higher customer satisfaction, and increase employee morale through the utilization of the Scrum framework.

CSM IT Certification At-A-Glance:

Skills tested: The CSM certification assesses skills related to the understanding of Scrum and Agile, Scrum theory, Scrum values, Scrum team, ScrumMaster, Scrum events, and Scrum artifacts. Scrum Alliance’s content outline breaks down these domains further.

Certification process: To attain the CSM certification, candidates must complete a live online or in-person CSM course; the courses are taught by a verified CSM trainer and offer at least 14 hours of interactive instruction. The prices of the courses vary by instructor, with the average price being around $500 USD. Once the course is completed, candidates must pass the 60-minute, 50 question CSM exam. 

Benefits: ScrumAlliance, the issuer of the CSM certification, claims holding the Certified ScrumMaster certification gives candidates the opportunity to demonstrate their knowledge of Scrum; guides their team to effectively use Scrum and understand why Scrum values are so important; increases career opportunities and expands their professional community; and improves leadership skills and ability to influence organizational change. According to Indeed, 72% of job seekers said “(helping) career progression” was the biggest reason for earning their CSM certification. 

Jobs you can get with the CSM certification:

  • Scrum Master
  • Software Engineer
  • Business Analyst
  • IT Business Analyst
  • Project Manager
  • IT Project Manager
  • Cloud Software Architect 
  • Application Architect
  • Technical Product Manager
IT Certification from ISC2, CISSP and CCSP logos

Certified Information Systems Security Professional (CISSP)

The Certified Information Systems Security Professional (CISSP) certification validates the skills it takes to effectively design, implement, and manage a cybersecurity program. Candidates pursuing a CISSP should have the expertise and in-depth knowledge of cybersecurity strategy and implementations.

CISSP IT Certification At-A-Glance:

Skills tested: To attain the CISSP certification, candidates should have expertise in the following eight security domains: security risk and management, asset security, security architecture and engineering, communication and network security, identity and access management (IAM), security assessment and testing, security operations, and software development security. 

Certification process: To qualify for this IT certification, candidates must pass the CISSP exam and have a minimum of five years of work experience in one of the eight domains listed above. The exam consists of 100-150 questions with a three hours time limit and is available in English, Chinese, Japanese, French, German, Korean, Spanish - Modern, and Brazilian Portuguese. Once the exam is passed, the candidate must complete the endorsement process; this includes agreeing to the (ISC)² Code of Ethics and paying their first annual maintenance fee of $125 USD.

Benefits: The CISSP certification is accredited, recognized, and endorsed by leading organizations around the world. According to (ISC)², “cybersecurity professionals who earn the CISSP are among the most sought-after security experts in the world.” 

Jobs you can get with a CISSP certification: 

  • Chief Information Officer
  • Chief Information Security Officer
  • Director of Security
  • IT Director/Manager
  • Security Systems Engineer
  • Security Analyst
  • Security Manager
  • Security Auditor
  • Security Architect
  • Security Consultant
  • Network Architect 
Why Get the CISSP Certification?
Recruiter Insight — Andrew Leeson, Senior Executive Recruiter

“With the importance of IT Security being vital to organizations in today’s world, a CISSP certified professional stands out when reviewing interested candidates’ backgrounds for IT Security opportunities.”

Recruiter Insight — Joanna Kimionakis, Senior Executive Recruiter

“Right now, [CISSP] is huge. This certification shows you are up to date with the newest solutions to cyber security and hacks, [and have the] knowledge of latest security threats and trends. Having this shows you are an expert in security and this certification is only obtained by highly experienced professionals.”

Certified Cloud Security Professional (CCSP)

The Certified Cloud Security Professional (CCSP) certification is for IT and information security leaders that want to prove their expertise in cloud security architecture, design, operations, and service orchestration. The CCSP certification is awarded by (ISC)², the same organization as CISSP. This certification shows candidates’ technical expertise in best practices, policies, and procedures in the cloud.

CCSP IT Certification At-A-Glance: 

Skills tested: The CCSP certification exam tests the skills in the following domains: cloud concepts, architecture, and design; cloud data and security; cloud platform and infrastructure security; cloud application security; cloud security operations; and legal, risk, and compliance. 

Certification process: Similar to the CISSP certification, to qualify for the CCSP certification candidates must pass the exam and have a minimum of five years of IT work experience, of which three must be in information security, and at least one year in one or more of the domains listed above. Recipients of the CCSP certification must then complete the endorsement process of agreeing to the Code of Ethics and paying the $125 USD annual maintenance fee.

Benefits: Just like the CISSP certification, the CCSP is highly accredited, recognized, and endorsed by leading organizations. Certification Magazine lists the CCSP certification among the top 75 certifications in 2021, ranking it as the number one IT certification professionals plan to take to advance their careers.

Jobs you can get with a CCSP certification: 

  • Enterprise Architect
  • Security Administrator
  • Systems Engineer
  • Security Architect
  • Security Consultant
  • Security Engineer
  • Security Manager
  • Systems Architect
AWS IT Certification, AWS Certified Solutions Architect - Associate and AWS Certified Cloud Practitioner IT certification logo

AWS Certified Solutions Architect - Associate

The AWS Certified Solutions Architect - Associate certification is “intended for individuals who perform a solutions architect role and have one or more years of hands-on experience designing available, cost-efficient, fault-tolerant, and scalable distributed systems on AWS.” Candidates pursuing this IT certification should have at least one year of hands-on experience designing secure, high-performing, cost-effective, and scalable systems using AWS services.

AWS Certified Solutions Architect - Associate IT Certification At-A-Glance:

Skills tested: The AWS Certified Solutions Architect - Associate certification exams test the knowledge of how to architect and deploy secure and robust applications on AWS technology; the ability to define a solution using architectural design principles based on customer requirements; and the ability to provide implementation guidance based on best practices to the organization throughout the life cycle of the project.

Certification Progress: The AWS Certified Solutions Architect - Associate certification is a 130-minute exam consisting of 65 multiple choice or multiple response questions. The certification exam costs $150 USD and can be taken at a testing center or online. It is available in English, Japanese, Korean, and simplified Chinese.

Benefits: Having the AWS Certified Solutions Architect - Associate certification shows employers you have the validated skills to architect and deploy available, cost-efficient, fault-tolerant, and distributed systems on AWS. According to Global Knowledge, the average salary of an IT professional with this certification is $130,883 USD - which is nearly 25% higher than their non-certified counterparts. As cloud technology continues to increase in popularity, those with the AWS Certified Solutions Architect - Associate certification will be ahead of the game, and stand out from the stack.

Jobs you can get with an AWS Certified Solutions Architect certification:

  • AWS Solutions Architect
  • Cloud Solutions Architect
  • Cloud Architect
  • Operations Engineer
  • Cloud Application Product Owner
  • Technical Release Manager
  • Systems Administrator

AWS Certified Cloud Practitioner

The AWS Certified Cloud Practitioner certification validates skills related to implementing cloud initiatives, cloud fluency, and foundational AWS knowledge. AWS recommends candidates have at least six months of exposure to the AWS Cloud; basic understanding of IT services and their uses in the AWS Cloud platform; and knowledge of core AWS services and use cases, billing and pricing models, security concepts, and how cloud impacts a business.

AWS Certified Cloud Practitioner IT Certification At-A-Glance:

Skills tested: The certification exam tests a candidate’s ability to complete the following tasks: explain the value of the AWS Cloud; understand and explain the AWS shared responsibility model; understand security best practices; understand AWS Cloud costs, economics, and billing practices; describe and position the core AWS services, including compute, network, databases, and storage; and identify AWS services for common use cases.

Certification process: To earn the certification, candidates are required to pass the AWS Certified Cloud Practitioner Exam (CLF-C01), a 90-minute exam consisting of 65 multiple choice and multiple response questions. The exam costs $100 USD and is proctored online or in-person at a testing center. It is available in English, Indonesian (Bahasa), Japanese, Korean, and Simplified Chinese. The certification is valid for three years. 

Benefits: As one of the cheaper certifications, the AWS Certified Cloud Practitioner credential certifies your understanding of cloud computing. As more companies transition to using cloud systems and services, this IT certification will continue to rise in demand for employees. 

Jobs you can get with an AWS Certified Cloud Practitioner certification: 

  • Developer
  • Solutions Architect
  • DevOps Engineer
  • Network Administrator
Why Get the AWS Certified Cloud Practitioner Certification?
Recruiter Insight — Jason Parker, Senior Executive Recruiter

“Having an AWS Certification is highly recommended because it’s the most widely used technology. More and more companies are moving to the cloud platform and AWS is certainly the most recognized leader of cloud service providers. Potential employers want to see [candidates’] expertise by getting the certification, and will also get [candidates] a better paycheck in the long run.”

As the demand for IT certifications grows, employers are going to be looking for candidates that have proven their expertise and can solve problems businesses are experiencing today. Candidates with IT certifications are positioned to get hired fast by being more qualified than their uncertified counterparts; being certified can also increase their salary, and ensure job security as businesses expand their IT needs. When considering which IT certification to get, candidates should consider the skills tested and the certification process, and ultimately choose the IT certification that best suits their current skillset and their career goals. Updating their resume and/or LinkedIn profile with the relevant training and certifications is a great way for IT professionals to stand out from the stack in their next job hunt. As experts in the IT space, Blue Signal is equipped to help both clients and candidates navigate these important decisions surrounding IT certifications, and how to combat the talent shortage with knowledge and strategy. Contact us today to learn more about how we can partner on your next IT search. 

Is Allowing Staff to Work from Home the New Key to Retention?

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Recent economic changes have influenced businesses to adapt and create alternative working methods. Whilst healing from deep Covid pandemic scars, employers dodged redundancies and attrition through adopting remote working conditions. Even pre-pandemic, remote working has influenced a wide variety of impacts for businesses on a global scale.

Beyond safety benefits like social distancing, remote workers gain comfort from flexible working conditions, zero-commuting strains, and a more stable work-life balance. In turn, this has increased business performance, productivity, and created opportunities for savings on infrastructure and maintenance costs.

Whether on-site or off-site, employers hold responsibility for workers health, safety, and wellbeing. Through proper support, allowing employees to work remotely can increase their sense of value and engagement – resulting in improved employee retention for your business.

 

What is a Remote Worker?

A remote worker is an employee who works outside of the traditional workplace. The basis of their job conditions allows them to work remotely – either permanently, temporarily, or on a hybrid basis where time is split in and out of office. Customer service, sales, engineering, and most computer-based jobs are common roles that could benefit from remote working conditions.

Newly developed communication tech like VoIP and cloud systems enable this remote workforce to accomplish all the same tasks as they would in a traditional office setting. With productivity remaining consistent in these fields, the appeal of remote working is on the rise.

Remote work is nothing new. Even prior to the pandemic, companies were leveraging expertise from geographically diverse candidate pools to help set their companies apart. Research by Global Workplace Analytics found that, since 2015, the number of people who work from home has risen by 140%.

Work from Home for Retention Blog Graphics Graph

Benefits of Working Remotely

The benefits of hiring remote workers aren’t some big secret. A global talent pool can present a wider range of unique candidates - bringing fresher entrepreneurial talent and business productivity. Research done by PGI found that businesses who introduced remote working options saved $11,000 per worker, per year. In 2015, telecommuting saved employers $44 billion! Not to mention drops in unscheduled absences, transit subsidies, janitorial services for facilities, and much more. Imagine the savings you could gain from a workforce made of full-time remote workers!

 

However the benefits are so much more than just financial gains. Harvard Business Review found that remote workers were more productive, more willing to work overtime, and most likely to stay working for a business longer than colleagues who worked in-office. One study by Prodoscore found that “on average, those who work from home spend 10 minutes less a day being unproductive, work one more day a week, and are 47% more productive.” Contrary to popular belief of the opposite, 75% of people who work remotely do so because it provides fewer distractions. 86% of people feel that working remotely reduces stress, according to FlexJobs research. Not to mention, people who work remotely at least once a month were found to be 24% more happy and productive than those who didn’t. The math is simple: happy workers = retained workers.

 

Developing a Strong Work from Home Policy

You’d think that with so many benefits, it’d be hard to justify not going remote. People tend to hold onto tradition, but even beyond that, there are some concerns employers struggle with when making the decision to shift to telework. This includes possible loss of productivity due to distractions like kids and housework, detachment from co-workers resulting in communication issues, and effects on employee wellbeing like feelings of loneliness or isolation. The trick to avoiding these pitfalls is to establish a strong work from home policy early on.

Work from Home for Retention Blog Graphics Policy

Good remote work policies should support both new hires and employees transitioning to remote working by making all employees aware of resources, entitlements, and benefits. Simply offering work from home options isn’t enough. If you want to leverage remote work as a retention tactic, you need a strong base for it. Some things to consider in developing a telework policy for your own company can include the following.

 

1. Designate which Jobs are Eligible

In order to properly consider which roles can be fulfilled remotely, look at the responsibilities and requirements of each role and decide on job eligibility based on duties, equipment needs, and legal and tax implications. Studies by McKinsey found that finance, management, professional services, and information sectors have the highest potential for remote work. Review the conduct and personality of current employees in these roles and rationalize whether or not they have the personality and drive to conduct their work remotely. Can any improvements be made if the job was done through hybrid working conditions? Leverage your HR team to apply and review proper legal methods to assign these roles the appropriate eligibility.

McKinsey Top Work From Home Roles

2. Draw Boundaries between Work and Personal Time

Whilst working under flexible working conditions, it’s likely some remote workers may blur the lines between work and home life. The spectrum can vary widely – from people being absentee from their desks during working hours, to people feeling the need to stay ‘logged on.’ This problematic Catch 22 can cause guilt that keeps employees from taking necessary breaks – resulting in burnout. You’ll need to take the guesswork out of scheduling by setting work agendas with suitable timeframes. Ensure remote workers take regular breaks and cease working at appropriate times. This way, you can extinguish any overworking by setting boundaries.

 

3. Schedule Regular One-on-One Time

All working relationships should have a comfortable and empathetic atmosphere. Through regular one-on-one meetings, leadership can offer remote workers accessible advice and support. These check-ins stand as great lifelines – particularly for new starters. By getting on a video chat or picking up the phone, you will have the ability to read emotional levels better than you would over email or text. This way, you can pick up on signs of anxiety and work-related stress on a regular basis and address them as soon as they start. Normalize conversations about mental and emotional support and work towards eliminating signs of stress, social anxiety, and burnout.

 

4. Deliver Physical Support

Employers can offer direct support through ergonomic work equipment. You wouldn’t want to work from your kitchen table long-term, and neither would your employees. 85% of workers want their employers to provide them with the technology they need to work remotely. To meet this market need, try to create work from home spaces as close to office settings as possible. Through keyboard risers, support cushions, gel rests, and maybe even ergonomic chairs, employees will be able to create a space in their remote office locations that is dedicated to work. This practice will increase their productivity and focus, and the supplies will soon pay for themselves.

 

5. Protect your Business with Cybersecurity Measures

As more of us become accustomed to newer forms of tech innovations and virtual communication, investing in cybersecurity is vital. Online hacking and data breaches aren’t fantastical myths you only hear on the news. Real-life threats can hit your business instantly - and the damage can be long-lasting. Breaches among small businesses can cost up to $3.62 million dollars. To avoid this before it becomes an issue, introduce regulations on cybersecurity measures that all employees must comply with, such as only working on company computers or avoiding public Wi-Fi access. Introduce encryptions, antivirus, or Virtual Private Network (VPN) software for extra safety measures. Additionally, you can hire cybersecurity professionals that are certified in information systems security and/or cloud security to to protect your IT infrastructure and network.

 

Prior to the pandemic, businesses tended to turn their noses up at the idea of a remote workforce. Repercussions due to the pandemic has inadvertently increased acceptance for hybrid work structures globally, some out of necessity and some out of empathy. Whatever the case, the trend with today’s workers is in favour of more telework options. According to Statista, as many as 40% of employees prefer to work remotely. Even further, 74% of workers said they would quit their current job if they were offered more flexible options elsewhere. In this candidate-driven market, this has become an important negotiating chip in hiring and retaining current employees. To keep with the demand of the market, employers must implement supportive and safe work from home policies. In turn, workers will surely reciprocate the appreciation through performance and loyalty to the business. In this recovering economy, increasing retention rates will make or break the success of many businesses.

Winning the War for Talent in 2021

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As the competition heats up among industries to snag the best of the best to fill open roles, it’s becoming more clear we are experiencing a “War for Talent.” The phrase “War for Talent” is not a new term in the recruiting industry, as it was first coined in 1997 by Steven Hankin of McKinsey. In their 2001 book The War for Talent, authors Ed Michaels, Helen Handfield-Jones, and Beth Axelrod predicted that “the make-or-break for firms in the next two decades would be the ability to attract, develop, and retain talent.” In 2021, we’re in the thick of that battle, struggling to beat out the competition and win over top talent. Though there is an uptick in hiring across the board, with a closer look you’ll see just how small the market is when targeting top-tiered talent with niche skills and specialties. With over 7 million jobs recently posted online, the industry is experiencing an abundance of open roles and a lack of qualified candidates to fill them. In light of this sudden and increasing need for talent, job seekers are left with the upper hand. In today’s market, when it comes to winning the war for talent, employers need to take meaningful action by offering unique benefits, remaining flexible, improving branding, and focusing on retention post-hire. 

War for Talent: 4 Steps

Roll Out the Red Carpet

The current job market is in the hands of the job seekers — so it’s important to get to know your audience. Millennials for example, (who in just five short years will comprise almost 50% of the workforce) have different expectations for jobs than their predecessors did. 86% of Millennials put values, like respect for peers, before salary and 82% prefer to work from home at least one day a week. Now more than ever, hiring managers and companies need to be rolling out the red carpet and concede to the demands of those on the job hunt. Large, leading tech companies such as Amazon, Google, Microsoft, and Facebook have been perfect examples of this in the past as we’ve seen them building, buying, or rehabbing office spaces to make them attractive and appealing to workers. However, today’s climate calls for a little more creativity as the majority of companies and candidates are switching to the work from home model, making fancy office spaces obsolete. Companies are now branching out, offering new incentives like Peloton bikes, paid time off for mental health, additional vacation days, raises, and bonuses to keep their employees motivated and happy. Unfortunately, if you’re not doing your homework to find out what benefits your employees actually care about, you’ll be taking a shot in the dark. 

Poaching and persuading top talent isn’t an altogether new concept but with today’s market, it’s now become a crucial part of everyone’s talent search. The rule of thumb when recruiting for top talent while competing in any industry is to assume there is always another offer on the table. Whether the candidate is actively interviewing for other roles or gets offered a promotion/raise by their current employer when handing in their notice - push your boundaries and dive deep to find what you can offer that no one else will. 

Be Flexible & Act Fast 

With so many competing offers and employers incentivizing candidates to stay where they are - quick decisions in the hiring process are crucial. Just imagine, while a hiring manager is contemplating possible,  better candidates, the perfect candidate they let go cold is accepting another offer. With the majority of talent currently working from home, the process of taking an interview during the day has become a breeze. Candidates can resign from their current position and start a new one with the simple act of shipping back one laptop and receiving another in its place. This simplified and fast-acting turnover is exactly why it is imperative to remain flexible, open, and decisive when recruiting top talent. 

The flexibility shouldn’t stop there. Being open to offering a flexible schedule in today’s market is another “must-have” on a majority of applicants’ lists. It’s been reported that “up to half of employees might quit their jobs if remote or hybrid work arrangements are not provided post-pandemic.” Due to this new norm, industries across the board are now competing on a national scale rather than with their local markets. By choosing not to employ remote workers, you are actively limiting your candidate pool. Offering a flexible work schedule is becoming non-negotiable when keeping up with the competition. With job seekers in the driver’s seat and in a position to make demands, hiring managers need to be listening. 

Step Up Digital Branding & Awareness

Enticing a candidate to join a new company goes beyond what’s written on an offer. Most potential hires are conducting their own research on companies they’re looking to join, digitally. With the internet as the new marketplace, it is absolutely crucial to have a stellar online reputation and top-notch digital branding in place. As a simple fact of life, first impressions are everything - and more often than not, that introduction doesn’t come straight from a company email. 

When a candidate is deciding if they should apply to a company, their first instinct will be to dig up some background information and see if they can picture themselves at the company. Ensuring consistent, clean, and up-to-date branding across all platforms positions you as a well-oiled machine, and instills a sense of confidence - which will result in more applicants. 

Beyond consistency and aesthetics in branding, companies should be going above and beyond to create buzz in their industries. PR initiatives and posting exciting company news online can get job seekers’ attention and spark a good impression before they even land on your website/social channels. Another common way candidates look into a potential employer is through their online reviews and testimonials. This goes without saying, but poor reviews are one of the most passive reasons top talent will walk away from a job offer or even an initial interview. Open the door to communication by conducting exit interviews with employees leaving the company to uncover and address issues before they affect your incoming talent. Better yet, encourage satisfied customers to leave a positive review about their experience.

Invest in Training

With the added competition of today’s recruiting market, it’s important to remember that your job isn’t done when a new hire is made. In some cases, this is when the real work begins as your focus shifts to retaining that hire. One of the best ways to ensure retention of new hires is training, training, training! Investing in thorough and continued training programs is crucial in today’s market when the act of making the initial hire is already such an uphill battle. Hiring professionals agree that “in every industry and sector, among companies large and small, a new conversation must occur as upskilling and reskilling become the new norm.” Employers need to be more proactive by providing employees with the resources and time needed to learn the material and skills. Companies can focus on creating their own internal training that’s specific to their processes by including real on-the-job examples. The biggest mistake you can make after landing a top talent hire is to go into their employment blindly. Do your research and leverage tried and true methods to make sure you retain that expertise in-house. 

With the intensity of today’s job market, offering unique benefits, remaining flexible and fast-acting, and ensuring retention after a hire is made can give your company the edge it needs to land top talent. Just like this job market overall, the way recruiting is conducted is changing at unprecedented speeds. If you’re feeling overwhelmed, Blue Signal can help. We’re experts in this realm and most importantly, we have the dedicated time to complete the open job searches you need filled. A significant benefit in working with a recruiting firm such as Blue Signal is the ability to target passive candidates, which is a game-changer in this climate. The days of waiting around for candidates to come to you and apply to your job posting on their own are over. According to a LinkedIn study, only 15% of employees say they are completely satisfied with their jobs and would not be open to a change. In the midst of this “War for Talent,” you want to be working with the best. If you’re ready to start a conversation about how you can better target and retain top talent in your field, reach out to us today. 

Blue Signal Women of the Workplace, 2021 Update

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Since the beginning, Blue Signal has worked to advocate for women - both internally within our company, and externally within our greater community. In 2019, this took a more official form with the founding of Blue Signal Women of the Workplace (BSS WOW). 

This female empowerment initiative brings together everyone in the company, with the working purpose “to promote education, connection, and empowerment for women (and those who support women) and their contributions to the broader goals of Blue Signal… and beyond!” Just like Blue Signal’s other DEI initiatives, BSS WOW has an impact that extends beyond just the internal organization. Below is an update on the projects we’ve worked on over the last year.

Blue Signal Women of the Workplace Purpose Graphic

BSS WOW Partnering with Live and Learn AZ 

Live and Learn is a local non-profit organization that was created to empower women in the Phoenix-metro area to break the cycle of generational poverty. They support the financial independence and career growth of women in our community by offering classes, workshops, and training geared toward accomplishing each individual woman’s goals. Their incredible education programs have resulted in life-changing successes, like earning degrees, landing jobs, and so much more. 

Blue Signal’s Women of the Workplace has been supporting Live and Learn in this mission since 2020, by providing resume writing tips and interview coaching. Through collaboration and a little bit of recruiter magic, Blue Signal has been able to walk these women through the resume writing process and renew their confidence to dive into the job market. In 2021, we are excited to continue this partnership and plan to provide as much value as possible to the clients of Live and Learn AZ. 

Blue Signal Women of the Workplace, Live and Learn Testimonial Graphic

BSS WOW Education and Certifications 

Despite COVID-19 changing the way we meet, Blue Signal’s Women of the Workplace has continued to come together since our company moved to a fully remote work model. We meet virtually once every other month to discuss updates on our Live and Learn philanthropic work, learn about issues surrounding women, and empower one another through discussion and shared experiences.

In our meetings, BSS WOW has discussed gendered language and its impact on how we understand and represent the workforce overall. We have examined articles, like this one from the New York Times that has stirred quite a bit of commentary surrounding gendered titles like “Female CEO” in corporate leadership. We’ve also covered difficult topics like biases, intersectionality, discrimination, and privilege. Through prioritizing these meetings, we’ve discussed everything from #GirlBoss to “fireperson,” learning along the way about inclusivity and empowerment. These topics have also led to conversations about ways we can implement better industry practices for emailing candidates, addressing clients over the phone, and writing job descriptions to advertise online. 

During a recent meeting, the entire BSS WOW group became LinkedIn certified in helping Women Succeed in the Workplace by taking this course as a team. The course was aimed toward helping women (and their male or non-binary allies) advocate for success within their careers. By learning about better practices surrounding self-confidence, executive presence, and pay equity, Blue Signal is continuing our education on how best to support our candidates on their career paths, and our clients in fostering success throughout their teams. 

Blue Signal Women of the Workplace LinkedIn Learning Course Certification Graphic

Summary

Blue Signal Women of the Workplace seeks to create an assembly that unites our workplace to further the goals of each other as individuals, and propel Blue Signal to be the best recruiting firm on the planet. We believe that connected, empowered women, and those who support them, are unstoppable. BSS WOW has served as a platform to give Blue Signal colleagues the tools and resources needed to support their growth and to build long-term relationships while reaching new heights within professional development. BSS WOW has helped us improve the way in which we support our clients, candidates, colleagues, and community. We are excited to continue in our mission to be a resource for supporting and advocating for women in any workplace. 

Best US Cities for Job Seekers: Your Guide to Finding the Best Relocation Opportunities

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Finding a job has always been more or less challenging and, the pandemic has made this task even more difficult for some. The difference between the supply and demand of suitable positions has become so vast that many people are willing to move across the country to find employment. While bigger cities do not necessarily guarantee dream jobs, they certainly make it easier to do so due to the volume of opportunities. Depending on the industry though, bigger does not always mean better. Because of this, learning about the best US cities for job seekers, while keeping specific factors in mind like industry alignment, is of the utmost importance when considering moving for work. Here are the cities to start with.

Relocating to Seattle, Washington

Seattle, Washington

Seattle is home to many business giants such as Amazon, Microsoft, Starbucks, and Costco. The Emerald City does not lack in startups either. With this in mind, it is easy to understand why finding a job here should not be too difficult. Even if these companies aren’t someone’s top choice, keep in mind that cities that house big names usually offer more opportunities in other fields as well. Those seeking employment in marketing, healthcare, tech, and sales industries certainly will not be disappointed in Seattle.

Relocating to Boise, Idaho

Boise, Idaho

The city of Boise ranked among the top five on WalletHub’s list of best places to find a job due to its large variety of job opportunities, significant employment growth, and other socioeconomic factors. Those looking for a career in sales, human resources, logistics, or accounting, will find that Boise, Idaho is one of the best US cities for their industry verticals. Since Idaho is still growing and progressing, jobs in these fields are in excess within this up-and-coming city.

Relocating to Virginia Beach, Virginia

Virginia Beach, Virginia

Most people probably would not think of Virginia Beach when looking for a job. However, this coastal city in southeastern Virginia might surprise you. The city has one of the lowest unemployment rates in the state, attractive median annual income, and one of the lowest medium home/rent prices compared to other east coast locations. This city is economically stable, extremely family-friendly, and ready to be leveraged for a job search. Those interested in the health industry will be happy to learn that there are many jobs available in the state. From occupational therapy assistants and nurse practitioners to physical therapists and physicians, healthcare professionals won’t have much trouble scoring a job here. Not to mention, where there is demand for doctors and nurses, there is also demand for accountants, project managers, billing supervisors, coders, and more that help keep those medical facilities operating smoothly.

Relocating to South Burlington, Vermont

South Burlington, Vermont

What is so special about the small town of South Burlington, Vermont? Besides being one of the most peaceful places to raise a family, this city offers its residents one of the lowest unemployment rates in the country. This means that in terms of finding a stable job, prospective hires can expect to find long-term opportunities here – especially if they’re looking for employment in the tech industry as South Burlington’s job market is especially strong in this field.

Despite the job market here consisting mainly of smaller companies and businesses, lack of job postings doesn’t necessarily equate to lack of open roles. Most of these businesses operate by word of mouth, so be prepared to put in more effort to find them if deciding to join this vibrant community.

Relocating to Columbia, Maryland

Columbia, Maryland

According to WalletHub, Columbia, MD is the second-best city in the US for job seekers. It is worth mentioning that this is not the first time the city has appeared so high on this list. Columbia is said to be highly commutable, safe, and excellent for raising a family. Its median annual income and other socioeconomic factors are what make this suburban-feeling city so desirable for job seekers. Jobs in wireless and telecommunication, manufacturing, healthcare, and finance are especially sought-after there.

Relocating to Scottsdale, Arizona

Scottsdale, Arizona

Whether seeking a first job or an upgrade from your current one, applicants might want to consider Scottsdale, Arizona. Aside from being one of the state’s leading cities regarding job availability, Scottsdale has also been rated as one of the most livable cities. Blue Signal might be biased in this opinion with our headquarters close by, but the numbers are hard to ignore. Scottsdale’s socioeconomics and high median annual income make the city extremely attractive for job seekers. Additionally, the Phoenix metro area is predicted to become the nation’s semiconductor hub – bringing about over 22K jobs. With Arizona being recognized as the 10th most populated state in the US, and Phoenix being the 5th largest city in the nation, it’s only a matter of time before other corporate giants follow suit like Intel has with their move to the Southwest.

Arizona’s desert climate and scenery can make those unacquainted with it a bit apprehensive about moving here. The secret is finding reliable movers to help organize a stress-free process of relocation which will leave plenty of time for relocated candidates to explore their new surroundings. There’s nothing better than feeling fresh and rested for a first day at a new job, so its good to leave the heavy lifting to the professionals.

 

In conclusion

Not all cities are created equal when it comes to attracting those relocating for employment. Blue Signal’s ranking depends on many factors such as job opportunities, median housing prices, annual incomes, employee satisfaction and growth, etc. We hope this list of the best US cities for job seekers can steer them in the right direction. Education, experience, knowledge, confidence, assertiveness, and other related factors will help get them in the door. However, with the help of professional recruiters, research, and preparation, the chances of getting a new job in a new market can drastically improve. Persistence and a desire for success are a job hunter’s most important characteristics but good research and backing by the right team are certainly second best.

Blue Signal Ranked Among Inc. Magazine’s Best Workplaces 2021

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 BLUE SIGNAL RANKS AMONG HIGHEST-SCORING BUSINESSES ON INC. MAGAZINE’S ANNUAL LIST OF BEST WORKPLACES FOR 2021

 

429 Companies that Make Work Worth It

 

Blue Signal has been named to Inc. magazine’s annual list of the Best Workplaces for 2021. Hitting newsstands May 18 in the May/June 2021 issue, and as part of a prominent Inc.com feature, the list is the result of a wide-ranging and comprehensive measurement of American companies that have created exceptional workplaces and company culture whether teams are operating in person or remotely.

Best Workplaces Inc Stat Graphic

Collecting data from thousands of submissions, Inc. singled out 429 honorees this year. Each nominated company took part in an employee survey, conducted by Quantum Workplace, on topics including management effectiveness, perks, and fostering employee growth. The organization’s benefits were also audited to determine the company’s overall score and ranking.

Blue Signal has worked hard to meet the changing needs of its workforce this last year. Founder and Executive VP Matt Walsh puts it best: “we take pride in our strong employee retention, and a large part of our success is due to our ingrained culture. Our culture is centered on five core values: excellence, transparency, integrity, commitment, and respect. Where only one in 10 in our industry go on to a career in recruiting, our tenure is well above the industry average. We have ensured that our company culture is prioritized and unwavering with consistent check-ins and virtual events that help us build community across our remote, nationwide workforce.”

“The definition of a positive workplace has changed drastically over the past year,” says Inc. magazine editor-in-chief Scott Omelianuk. “Stocked fridges and nap pods were no longer perks many companies could rely on once work went remote. So, this year’s list is even more important as it reveals organizations that continue to enrich the lives of its employees amid a pandemic.”

 

About Blue Signal Search

Blue Signal is a nationwide executive search firm that connects companies seeking the best talent in their respective industries with superior performers. The industries we specialize in include wireless, telecommunications, Internet of Things (IoT), medical/healthcare, finance/accounting, emerging technology, cloud, managed services, manufacturing/industrial, logistics/supply chain, and human resources. We build deep relationships with our consultants and candidates, providing career consultation and opportunities to help make a career advancement possible.

Our dedication to building relationships within key industries allows us to provide our clients and candidates with unparalleled access and a high level of expertise around market conditions. As a business partner, we will never compromise on professionalism, providing an uncommon level of transparency for our industry.

 

About Inc. Media

The world’s most trusted business-media brand, Inc. offers entrepreneurs the knowledge, tools, connections, and community to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels including websites, newsletters, social media, podcasts, and print. Its prestigious Inc. 5000 list, produced every year since 1982, analyzes company data to recognize the fastest-growing privately held businesses in the United States. The global recognition that comes with inclusion in the 5000 gives the founders of the best businesses an opportunity to engage with an exclusive community of their peers, and the credibility that helps them drive sales and recruit talent. The associated Inc. 5000 Conference is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit www.inc.com.

 

About Quantum Workplace

Quantum Workplace, based in Omaha, Nebraska, is an HR technology company that serves organizations through employee-engagement surveys, action-planning tools, exit surveys, peer-to-peer recognition, performance evaluations, goal tracking, and leadership assessment. For more information, visit QuantumWorkplace.com.

Blue Signal Success Stories, Client Testimonials

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Over the last nine years, Blue Signal has worked with hundreds of clients in various industries, successfully executing over 1300 searches. With over 245 years of combined recruiting experience, we have found that supporting others in fulfilling their goals is the most rewarding part of the job. We love the opportunity to help others in any way we can, whether it be supporting our community, finding the perfect candidate for a role, or providing insights on a recruitment strategy. While our numbers speak for themselves, hearing those success stories and getting positive feedback from our clients is what truly makes our job worth it. Blue Signal is humbled by these testimonials we’ve received, and we appreciate each and every review.

TESTIMONIAL:

“Matt Walsh and his team at Blue Signal did a great job helping us find a specialized engineer for a position that had been open for over a year. We had been working with other recruiters for several months before I received a referral for Matt. Although I was hesitant to work with another recruiter, he really set himself apart with his professionalism and industry knowledge. I really appreciated the fact that Matt took the time to understand what we were looking for instead of simply throwing a bunch of resumes at us. I never felt pressured to move forward with a candidate that I didn’t feel was a good fit for the role. You can tell he genuinely cares about matching the needs of both his candidate and his client. I highly recommend partnering with Matt and his team at Blue Signal for your hiring needs.”

— Engineering Manager, Electrical & Electronic Manufacturing

Testimonials from client

Blue Signal’s search process is unlike any other, using a highly targeted 12-step interview process to match the right candidate to the right opportunity. We take the time to understand the needs of the client and find candidates that exemplify those characteristics and qualifications they’re seeking. If hiring managers wanted to review hundreds of resumes, they’d just post the open role themselves. That’s why Blue Signal does so much more than collect CVs. We alleviate the burdens in our clients’ searches by presenting top talent who are vetted through our 12-step process before they reach our clients’ desks - saving them time, and money.

TESTIMONIAL:

“Blue Signal has exceeded my every expectation in a search team. I will not introduce them to competitors, as I'm hoping they focus on new markets to fill their time and remain my secret weapon in the war for my specific unicorn talent.”

— General Manager, Chemical Manufacturer

Testimonials from Client

When working with Blue Signal, clients gain access to passive talent that they may not find otherwise. Chances are, the best talent on the market is employed today - but hopefully not by your competitor. While partnering with a recruiting firm has various benefits, this access to passive job seekers is our clients’ secret weapon in finding their specific “unicorn” talent. Blue Signal recruiters have thorough training, niche industry knowledge, and strong expertise that allow them to curate a candidate pool of otherwise inaccessible talent.

TESTIMONIAL:

“Blue Signal is a tenacious, committed partner in the recruiting process. Their drive to ensure successful, win-win placements for both clients and candidates helped accelerate our recruiting process, eased many of the burdens typically associated with recruiting efforts, and resulted in our making exceptional hires.” 

— VP of HR, National Wireless Integrator

Testimonials 3

Blue Signal’s streamlined recruiting process allows clients to save time while increasing productivity and efficiency. We understand time is money, so we provide a fast turnaround — guaranteeing candidate resumes fast, usually within 24 hours of the initial intake call. Most of our searches are filled in under 30 days, saving our clients’ valuable time while providing them with exceptional hires.

TESTIMONIAL:

“Blue Signal is an exceptional recruiting partner  – they start strong, they stay strong, and they finish even stronger!”

 — Chief Channel Officer, Wireless OEM

Testimonials 4

With over 245 years of combined experience, our recruiting team knows what it takes to connect leaders with top talent. Our recruiters consistently deliver success to our clients and their teams, finding top candidates hand-picked for specialized positions within the industry. Once we’ve found the perfect candidate, we keep that momentum going by offering retention support — including background checks, reference checks, offer letter preparation, and paperwork support — to ensure our client’s new hire’s onboarding is smooth sailing. From start to finish, Blue Signal has our clients covered.

TESTIMONIAL:

“Blue Signal is a true partner in the recruiting process – their job wasn’t done, until our job was done!”  

— VP of Sales, Wireless Company

Testimonials 5

Our job goes beyond a signed offer letter. We invest in your company’s success by guaranteeing results. Unlike other recruiting firms, Blue Signal’s unique search agreements come with a 12-month guarantee for new hires. If our client’s new hire leaves within their first year, we will credit them the difference to find a replacement.

TESTIMONIAL:

“Matt and the team at Blue Signal use an incredible process to deliver outstanding results: the people they’ve helped us recruit have created tens of millions in enterprise value for our organization.  I’m always on the lookout for the extremely rare opportunity to create an actual competitive advantage.  I consider Matt and his team at Blue Signal one of those very infrequent differentiators. I give them my highest recommendation.”

— CEO, Telecommunications Company

Testimonials 6

At Blue Signal, we believe hiring the right people is the best way to transform a business. In fact, 63% of Blue Signal candidates are promoted within 18 months. This top talent is destined to make an impact, with an average tenure of 56 months. Blue Signal is passionate about finding candidates that produce results, adding value to our client’s company and bottom line.

TESTIMONIAL:

“I have used Matt and Blue Signal over and over specifically because they don’t compare to other recruiters I’ve used – they are better, faster, more accurate, more effective. I have used other recruiters who seem to think that if they throw enough candidates at you, one is bound to ‘stick.’ Blue Signal filters down to truly qualified individuals BEFORE they get to me – key for my schedule and the business.”

— Senior Sales Director, Wireless Company

Testimonial 7

In such a competitive talent market, companies cannot afford to waste time looking at subpar candidates. All of our recruiters pre-screen, cross reference, and conduct initial interviews with each candidate before presenting to our client, so they know that time spent on their search is not wasted. We strive to find extraordinary candidates while taking our client’s timeline and budget into consideration, matching their urgency every time.

TESTIMONIAL:

“I had an opportunity to work closely with Blue Signal on two different occasions. The first time, when I was going through the interviewing/hiring process with their client. The second time, when I was one of the interviewers for their client, seeking the proper candidate for the job opening. On both occasions, Blue Signal provided very close and professional assistance during the entire hiring/interviewing process.”

— Sr. Field Application Engineer, Wireless Company

Testimonials 8

One of the best parts about recruiting is seeing candidates become clients. Regardless of your role in the interview process, Blue Signal provides support and resources every step of the way to guarantee the best results. You can rest assured that whichever side of the business you fall on, we will work to protect your best interests.

TESTIMONIAL:

“Blue Signal, and Art Reed specifically, provide very professional recruiting services. I would not hesitate to recommend Blue Signal to any employer looking for the right candidates, and to any professional seeking the proper career opportunity.” 

— Sr. Field Application Engineer, Wireless Company

Testimonials 9

Over the last nine years, Blue Signal has established itself as the premier executive search firm within wireless/telecom, IoT, medical & healthcare, finance & accounting, emerging technology, cloud & managed services, manufacturing & industrial, logistics & supply chain, human resources, and related industry niches. Working with both candidates and hiring managers, our targeted, specialized searches deliver highly qualified professionals to meet every hiring need. With recruiters located all across the country, we’re able to find and place exemplary candidates from coast to coast. 

TESTIMONIAL:

“Blue Signal has done a great job providing multiple qualified candidates for each of my three recruiting engagements. Despite working together multiple times, they still follow their process and make no assumptions about the goals for the position. As a busy hiring manager, they’re also great at gently managing me through the process – something I find helpful when multiple priorities begin to conflict. I enjoy the communication and collaboration with Blue Signal and would definitely use them again.”

— Global Director, Wireless Company

Testimonials 10

At Blue Signal, we invest in the search process - whether it’s our clients’ 1st or 50th search with us. We use a highly targeted 10-step candidate search process to source, recruit, screen, interview, and place the best candidates in our client’s industry. This search process consistently results in excellent hires for our talent seekers, leaving no detail overlooked.

CONCLUSION:

The recruiting space is a competitive one, filled with many different approaches and styles. We encourage all clients and candidates to employ whichever strategy works best for them, even if that means consulting them to turn down the wrong offer or walk away from a subpar hire. The proof is in the results. Our incredible clients’ testimonials help Blue Signal stand out from the rest. If you have reviewed our processes and feedback and believe Blue Signal to be the right recruiting firm for your business, contact us today and set up a consultation to partner with us on your next search.

4 Tips for Senior Job Seekers Living with Disabilities

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If you find yourself looking for a new job while in retirement, you’re not alone. Many seniors are trading in leisure time for extra income, but finding a position after retiring can be overwhelming if you’re not sure where to start. If you are a senior living with a disability, the process can be even more challenging. To take the stress out of your job search, and make your re-entrance into the workforce feel well-informed, Blue Signal invites you to consider these important tips.

Update Your Resume 

While self-employment options, like owning your own business, may be the most flexible employment option, it may not be the most convenient. For many seniors looking for post-retirement employment, a part-time position with an established company may be their best bet. Companies like Liberty Tax Service, H&M, and TJX (whom you know as the conglomerate of Marshalls, HomeGoods, and T.J. Maxx) are top-rated when it comes to hiring those 65 and older. However, to get interviews and snag one of those positions you’ll need to update your resume.

Resumes help make the first impression on employers, so you need to make sure yours stands out from the stack. If it’s been a while since you’ve updated your resume, using an online resume tool can help you choose the best design and layout to grab the attention of potential employers. Nevertheless, updating your resume doesn’t have to be an overwhelming task. To make sure your resume stands out, keep it simple by creating a one-page highlight reel of your previous employment, emphasizing any metrics or measurable accomplishments. Then, pair your updated resume with a cover letter so you can address employment gaps due to your retirement or other life events. An updated resume and cover letter will give you a strong start to your job search.

Know Where to Look for Senior Jobs

Crafting a powerhouse resume and cover letter can help you land a job in retirement, but you have to find open positions before you can send your updated materials to potential employers. If you have a smartphone, be sure to download job seeker apps that will allow you to browse open positions from anywhere. LinkedIn is a great tool for applicants to use, and this social media site can also help you connect with recruiters and hiring managers. Be sure to follow companies like Blue Signal on LinkedIn to stay up to date with their announcements and tips, helping you continually learn about best practices in the digital job searching space. These recruiting firms specialize in finding the right candidate for the right job, and often post best practices for job seekers on their social media.

Of course, to make the most of your job search, it helps to know which companies may be looking for employable seniors. From Pfizer to Wells Fargo to Amazon, there are quite a few reputable companies actively seeking candidates who are senior and wiser for a variety of positions.

Understand Your Rights and Legal Protections

If you are a senior, you should be armed with the basics needed to find a perfect post-retirement job. Since you are looking for a position as a senior with a disability, you should also be knowledgeable of the labor laws that apply to you. Federal laws prohibit employers from discriminating against you due to your age. This law only applies to employees or potential employees who are over the age of 40, but a potential employer should never ask about your age in an interview. When job searching, look for companies that champion diversity and inclusion efforts; like at Blue Signal, where they refer all candidates on the basis on qualification rather than age or ability.

In addition to legal age protection as a senior, you are also subject to protections for disabilities. Much like age discrimination, businesses cannot base employment decisions on your disability alone. If you’re hired, they must make reasonable accommodations to make your work environment more accommodating to your disability. Understanding your rights and legal protections will benefit you greatly when looking for a job in retirement.

Senior Blog Graphic

Consider Working for Yourself

When job searching, it’s important to consider if working for someone else is your best option. Many seniors who are living with disabilities and looking for extra income have found it easier to pursue entrepreneurship instead of traditional employment. One of the most lucrative, low-risk options for working on your own is to start an e-commerce business. You can even begin your small business from home, which can be a bonus if you have limited mobility. Use this ecommerce startup guide from ecommerCEO to learn more about whether this kind of business is right for you.

Of course, e-commerce is not your only viable option. There are many small businesses that can work well for seniors, from bookkeeping services to freelance writing or even operating your own food truck. Best of all, launching a business has never been easier, especially if you take advantage of online business formation packages that take a lot of guesswork out of the process. In most cases, you can have your business registered and setup in as few as five steps.

Conclusion

Whether you need extra income for medical expenses or want more to do during the day, working in retirement can be a smart choice. Finding a job shouldn’t add more stress to your life, so be sure to follow the tips above to make your search a simpler process. There are resources at your disposal if you know where to look. Better yet, there are people out there who want to help you through this process. If you need some extra help, you can reach out to Blue Signal to work with one of their expert recruiters. Above all, try to find work that will make you happy while you make more money in retirement.

More about Patrick Young of AbleUSA

Patrick Young is an educator and activist. He believes people with disabilities must live within a unique set of circumstances--the outside world often either underestimates them or ignores their needs altogether. He created AbleUSA to offer helpful resources to people with disabilities and to provide advice on navigating various aspects of life as a person with disabilities.

 

2021 Jobs on the Rise: How 2020 Shaped New Trends and Created a Surge In Demand

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As we settle into 2021, it has become evident how much has shifted in the workforce - especially considering what jobs are in demand. 2020, the year of unprecedented times, has brought us a completely new list of roles and industries that are rapidly hiring and ready to be capitalized on. Diversity and inclusion consulting roles, for example, have drastically increased as businesses seek dedicated staff behind these crucial initiatives. Flexible schedules and more positions offering work from home options have also played a big part in the job market further opening up. Big cities such as New York City, Los Angeles, and Washington D.C. still lead with the majority of open jobs, but there is much more freedom when it comes to job hunting compared to a year ago. The spike in the number of open roles and those looking for work also directly relates to the high amount of layoffs that took place in early 2020. Those who were laid off or took time to be at home with family due to the pandemic are now looking to enter back into the workforce as the vaccine is being adopted and those roles are reopening. In this blog, Blue Signal breaks down specific industry trends to look at what caused such an increased demand in jobs, specifically within D&I, healthcare, E-commerce and marketing, tax roles, and education.

Industry Trends:

Navigating 2020 was new territory for everyone - while some industries and businesses were hit harder than others, everyone was forced to pivot and adjust as best they could. The hospitality industry for example, faced one of the biggest hits across all industries, but it was incredible to see how these entertainment businesses were able to reimagine their brand and service offerings to match the needs of consumers. In a previous blog, we shared how food and beverage companies rose to the challenge, with some global distilleries shifting production from vodka and gin to hand sanitizer. LinkedIn recently created a list of the most in-demand jobs for 2021 and they found that while fields such as aviation and hospitality were affected the most, other areas like healthcare, education, and finance had to drastically ramp up hiring to meet increased demand. 

Diversity and Inclusion Jobs

Diversity and Inclusion Jobs

Across all industries, large or small, businesses are recognizing the necessary action they must take when it comes to being vocal and thoughtful about D&I within their own organizations. For a lot of businesses, this is something they are dealing with publically for the first time. After the Black Lives Matter movement and many other global civil rights campaigns that took place last year, companies are speaking to their customers’ and audiences’ interests, and making plans to support these causes internally. To carry out these mission statements, many companies are seeking to hire professionals in new roles and even full departments, to develop and manage these policies and actions surrounding diversity and inclusion. Indeed reported that “Between September 2019 and September 2020, Indeed job postings in diversity, inclusion and belonging have risen 56.3%—from 140 jobs per million to 219. More significantly, after the U.S. economy declined in Spring 2020, the DI&B industry recovered quickly, with job postings rising by an astonishing 123% between May and September.” For examples and actionable advice on how your company can go about D&I initiatives head-on, check out our recent blogs on Diversity, Equity, and Inclusion at Blue Signal and The Importance of Diversity & Inclusion in Recruiting, where we mention what we’re doing to enforce this change both internally and within the recruitment industry as a whole.  

  • Workplace Diversity Experts
    • Increased Demand: Last year, companies large and small turned to diversity experts to help bring new voices into their organizations. Hiring for these roles increased more than 90% since 2019.
    • Top Job Titles: Common job titles include Diversity Manager, Diversity Officer, Head of Diversity, and Diversity Coordinator.
    • Top Locations Hiring: Popular hiring locations include New York City, San Francisco, and Chicago. 
    • Salary Range: The average salary ranges from $72,900 to about $97,000. 

Healthcare Jobs

Healthcare Jobs

Not surprisingly, the healthcare industry has completely opened up and still seems to have a never-ending demand for staff, specialists, researchers, and volunteers due to the global health crisis. This has created a huge increase in opportunity and, for those who were contemplating making a career change into the medical field, it could not have come at a better time. Due to such an uptick in urgency for professionals like these, it is the easiest it’s ever been to make this transition, with quicker onboarding processes and more options for accelerated certifications and education programs available. Seaman says, “Many of these roles can be trained for remotely and don’t require a four-year degree.” Though front-line workers such as medical assistants and physicians are always in demand, another newcomer to these highly sought-after positions is in home health. When friends and family members weren’t able to visit their loved ones in nursing homes and assisted living facilities for months at a time, many families sought new plans for their elders’ care. Even though assisted living staff is still in high demand, at-home care workers have quickly grown in need as people would prefer their loved ones to be recovering at a private home rather than in a shared living space in close quarters with others.

  • Healthcare Supporting Staff
    • Increased Demand: Hiring for these positions has increased more than 34% within 25 titles since 2019. 
    • Top Job Titles: Health Care Assistant, Pharmacy Technician, Dental Assistant, and Home Health Aide are among the most common professional titles. 
    • Top Skills: On average, skills such as Patient Education, Data Entry, and Physician Relations tend to be of the most in-demand within the space.
    • Salary Range: The average salary within this field falls between $65,300 and $106,000.

 

  • Nurses
    • Increased Demand: Nurses are the backbone of the healthcare system and through the pandemic have been in demand more than ever, growing nearly 30% since 2019.
    • Top Job Titles: Roles such as Registered Nurse, Certified Nursing Assistant, Nurse Practitioner, and Intensive Care Nurse are some of the top positions hiring. 
    • Top Locations Hiring: New York City, Los Angeles, and Philadelphia have proven to be the most in-demand due to their larger population density. 
    • Salary Range: The average salary for these roles ranges from $73,000 to $111,000.

 

  • Mental Health Specialists
    • Increased Demand: With last year’s mental health crisis caused by the pandemic, hiring for these roles grew nearly 24% in 2020.
    • Top Job Titles: Roles such as Behavior Therapists, Mental Health Specialists, Psychotherapists, and Mental Health Technicians have all increased in demand.
    • Top Locations Hiring: Boston, San Francisco, and New York City have seen the largest surge. 
    • Salary Range: The average salary for these roles ranges from $41,600 to $65,000.

E-commerce and Digital Opportunities

E-commerce and Digital Opportunities

As we’ve predicted since the beginning of the internet, the ability to generate online business and establish a digital brand presence proved itself to be not only beneficial, but a necessity, throughout the pandemic. The results were clear, businesses that had already established their E-comm brand online and invested in digital marketing and brand awareness prior to the global shutdown, skyrocketed. Those who were unable to pivot and redirect their business online found it difficult to stay afloat. The new wave of online and virtual communities has also brought in many ideas that led to new entrants to the space. Social media and digital marketing professionals, as well as graphic designers, web developers, and AI engineers are in high demand now more than ever as businesses pivot their focus toward updated and user-friendly websites. With the E-commerce world hitting record numbers - shipping and fulfillment jobs reactively increased in demand, too. Products are being consumed online in never before seen volumes, and as a result businesses are essentially required to order more inventory, invest in larger warehouse space, and hire more staff to support these larger volumes of picking, packing, shipping, returns, and customer service jobs.   

  • Frontline E-commerce Workers
    • Increased Demand: Hiring grew 73% YOY — and that demand continues with over 400,000 open jobs today!
    • Top Job Titles: Most openings within e-commerce are for professional titles like Driver, Supply Chain Associate, Package Handler, and Personal Shopper.
    • Top Locations Hiring: In the bigger cities, the demand seems to be highest with Chicago, New York City, and Washington, D.C. topping the list.
    • Salary Range: The average salary for these positions falls between $42,000 and $56,000. 

 

  • Business Development and Sales Professionals
    • Increased Demand: Tasked with quickly adapting to an uncertain world and economy, hiring grew more than 45% between 2020 and 2019. 
    • Top Job Titles: In-demand professional titles include Sales Consultant, Sales Operations Assistant, Inbound Sales Specialist, and Strategic Advisor.
    • Top Locations Hiring: The top locations hiring remain in larger cities such as New York City, Denver, and Atlanta.
    • Salary Range: The average salary ranges from $43,300 to $105,000.

 

  • Digital Marketing Professionals
    • Increased Demand: Hiring for digital marketing roles grew nearly 33% YOY vastly due to the pandemic and increase of people remaining inside and at home.
    • Top Job Titles: Digital Marketing Specialist, Social Media Manager, and Search Engine Optimization Specialist are titles commonly looking to hire. 
    • Top Locations Hiring: Cities such as New York City, San Francisco, and Los Angeles tend to be hiring hot spots. 
    • Salary Range: The average salary for these roles ranges from $48,000 to $96,0000.

 

  • Digital Content Creators
    • Increased Demand: From TikTok to YouTube, and blogs to podcasts, the demand for digital content creators grew 49% year-over-year. 
    • Top Job Titles: Roles such as Content Coordinators, Writing Consultants, Podcasters, and Bloggers have been the most in-demand. 
    • Top Locations Hiring: New York City, Chicago, and Atlanta have seen the biggest surge. 
    • Salary Range: The average salary for these roles ranges from $46,000 to $62,400.

 

  • Specialized Engineers
    • Increased Demand: Most business and casual interactions moved online during the height of the pandemic, causing engineering roles to grow by nearly 25%. 
    • Top Job Titles: Common titles to look for include Web Developer, Full Stack Engineer, Frontend Developer, and Game Developer.
    • Top Locations Hiring: San Francisco, New York City, and Washington, D.C. tend to be hiring hot spots though the field has a high remote work availability. 
    • Salary Range: The average salary for these roles ranges from $77,500 to $104,000.

 

  • User Experience Professionals
    • Increased Demand: Demand for people who specialize in how people interact with these technologies grew 20% between 2019 and 2020. 
    • Top Job Titles: User Experience Designer, Product Design Consultant, and User Interface Designer roles have seen the biggest spike. 
    • Top Locations Hiring: Cities such as San Francisco, New York City, and Seattle have been the most in-demand. 
    • Salary Range: The average salary for these roles ranges from $80,000 to $103,000.

 

  • Data Scientists
    • Increased Demand: Brought on by the pandemic, some businesses leaned more heavily on data scientists with hiring growing nearly 46% since 2019.
    • Top Job Titles: Common titles include Data Scientist, Data Science Specialist, and Data Management Analyst.
    • Top Locations Hiring: Specific hiring hotspots include Washington, D.C., San Francisco, and New York City.
    • Salary Range: The average salary for these roles ranges from $100,000 to $130,000.

 

  • Artificial Intelligence Engineers 
    • Increased Demand: The profession of artificial intelligence (AI) was booming well before the pandemic hit but the industry did not slow down last year. Hiring in this area grew 32% between 2019 and 2020.
    • Top Job Titles: Titles such as Machine Learning Engineer, Artificial Intelligence Specialist, and Machine Learning Researcher have all seen increased demand. 
    • Top Locations Hiring: San Francisco, New York City, and Seattle tend to be common hiring locations for this field. 
    • Salary Range: The average salary for these roles ranges from $124,000 to $150,000.

Roles for Tax Professionals

Roles for Tax Professionals

Tax season seems to be a hectic time of year no matter the case, but this year is drastically unique. 2021 has seen a significant increase in people seeking professional help with filing taxes due to all the new and additional steps that have arisen from the pandemic and subsequent housing market. While the year began with a low unemployment rate of 3.5%, by April that figure had soared to 14.7% amid business shutdowns. A staggering number of 70 million Americans have filed for unemployment benefits since the beginning of the pandemic last year, which creates a whole new tax situation many are unfamiliar with. Small businesses are also finding themselves in new territory after applying for and leveraging SBA loans. Even smaller claims from those who received stimulus checks has caused people who may not usually seek out tax help to reconsider this year. Another big factor playing into the overwhelming need for tax advice and services was the drastic change in the housing market. With interest rates at a record low, people were buying homes like crazy and homeowners were refinancing their properties to get better rates. Both instances caused homeowners, new and old, to search for professional assistance. 

  • Loan and Mortgage Experts
    • Increased Demand: From 2019, hiring within this industry increased nearly 59%. 
    • Top Job Titles: The majority of openings within the Loan and Mortgage space include Underwriter, Mortgage Loan Officer, Escrow Officer, Loan Closer.
    • Top Locations Hiring: Cities such as New York City, Dallas, and Chicago tend to be the hiring hot spots. 
    • Salary Range: The average salary within this field falls between $43,700 and $60,000.

Education & Career Coaching Jobs

Education & Career Coaching Jobs

In the midst of the pandemic, schools and universities and even coaching professionals were tasked with a major overhaul to quickly rethink their systems and completely reshape the way they operate and educate. This resulted in an increase in demand for the industry as a whole as virtual education and coaching became much more accessible. Many individuals found the time to go back to school during quarantine and those who were laid off realized the benefits of having an advanced degree in their field. Personal and career coaches also saw a major increase in demand when the state of the pandemic caused many people to reevaluate the direction of their careers, lives, and beyond. Professionals who specialize in life coaching and career planning became hot commodities, surging the industry and becoming extremely in demand today. Virtual learning has proved to be increasingly successful and incredibly advanced as those in the space continue to streamline their processes. This new age of coaching and educating will most likely change the way we learn, not just temporarily, but for the future to come. 

  • Education Professionals
    • Increased Demand: Within the education industry, overall hiring grew more than 20% between 2019 and 2020.
    • Top Job Titles: Common positions include Teaching Assistant, Elementary School Teacher, Mathematics Tutor, and Curriculum Developer.
    • Top Locations Hiring: Even with remote options available, top hiring locations remain New York City, Chicago, and Washington, D.C.
    • Salary Range: The average salary for these roles ranges from $46,500 to $63,200.

  • Personal and Career Coaches
    • Increased Demand: Due to the seismic events of 2020, hiring for coaching roles increased more than 51% since 2019.
    • Top Job Titles: Titles such as Career Coordinator, Life Coach, Fitness Coach, and Business Coach are all commonly sought after.
    • Top Locations Hiring: Cities with an increase in demand include New York City, Houston, and Boston.
    • Salary Range: The average salary for these roles ranges from $44,300 to $50,000.

With the novel and constantly changing climate of the workforce today, it’s important to adjust and pivot accordingly when it comes to the next steps in your career. Whether you are someone who is looking to make an industry move, or calculate a secure pivot within your existing field, referencing this list can help you dial into a more targeted role and show which skills to highlight. For example, those who have worked in retail will want to hone skills in E-commerce, customer service, and brand marketing to stay competitive in their field. If you have a background in Human Resources, focusing on your skills and experience facilitating D&I initiatives and overcoming challenges in this area could be a smart move. No matter the industry or career path you are on, our recruiters at Blue Signal can help you capitalize on the demand facing your industry. Reach out to us for guidance, or check out our website for tons of helpful resources such as open job boards, industry-specific trends, and blog posts on how to enhance your resume, brand yourself online, or nail an upcoming interview.