Blue Signal CEO Named Among 2022 Phoenix Titan 100

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Titan CEO and headline sponsors, Class VI Partners and Wipfli LLP, have named Blue Signal’s CEO Matt Walsh as a 2022 Phoenix Titan 100. The Titan 100 program recognizes Phoenix’s Top 100 CEO’s and C-level executives. They are the area’s most accomplished business leaders in their industry using criteria that includes demonstrating exceptional leadership, vision, and passion. Collectively, the 2022 Phoenix Titan 100 and their companies employ upwards of 90,000 individuals and generate over $32 billion dollars in annual revenues.  

“The Titan 100 are shaping the future of the Phoenix business community by building a distinguished reputation that is unrivaled and preeminent in their field. We proudly recognize the Titan 100 for their successes and contributions. We know that they will have a profound impact that makes an extraordinary difference for their customers and clients across the nation.” says Jaime Zawmon, President of Titan CEO. 

This year’s Titan 100 embody the true diversity of Phoenix’s business landscape. Representing technology, distribution, healthcare, construction/real estate, food/beverage, self-storage, hospitality, professional services, and non-profit organizations, among others. 

“On behalf of all the partners and associates at Wipfli we congratulate all the Titan 100 winners. It’s an honor to recognize this diverse group of leaders in the Phoenix community. We appreciate the lasting impact each leader has made, and continues to make, in building organizations of significance both here in Arizona and abroad. Your ingenuity and creativity have set you apart, and the honor of being seen as an industry Titan is richly deserved,” says Michael Vaccarella, Partner at Wipfli. 

Blue Signal Titan 100

Since founding Blue Signal in 2012, Matt Walsh has instilled several core values into the organization. He believes that excellence, transparency, integrity, commitment, and respect are all core tenants of a good business – and even just a good person. In addition to these core values, Matt has worked to set high ethical standards for the team regarding diversity, equity, and inclusion with 100% of our workforce being trained in the subject. His contributions not only help improve business operations within the local Phoenix community, but also with companies across the globe.  

This recognition is a great reassurance that we are on the right track. We are incredibly honored to be listed among so many of the best leaders, drivers, and innovators in our community.  

David C. Tolson, Managing Director at Class VI Partners said it best, “Congratulations to all Titan 100 honorees! We are so proud to be affiliated with the Titan 100 program that recognizes exceptional leadership and true diversity within the Phoenix business community. The leaders and industries selected are proof that the Phoenix Titan 100 are positively impacting the entire Arizona market.”  

 

About Blue Signal 

Having successfully completed over 1,600 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 215 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 both our clients’ businesses and our candidates’ 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. 

 

About Titan CEO & Titan 100 

Titan CEO brings CEOs together through private events and roundtables. They also provide private, instructor-led peer groups for Titan CEO members. Held monthly, their CEO peer groups are designed to meet a CEOs unique need as a business leader by facilitating curriculum that helps to build business valuation and tackle everyday business challenges. They offer a suite of resources including private coaching, high-level networking, and executive level retreats. Through their community, they aim to work with CEOs to help them connect and grow as Titans of industry. 

 

About Class VI Partners  

At Class VI, they understand that selling a company is a big, big deal and that those who do invest a lot more than just money. Each transaction is so unique from the next, so they leverage technology to enhance the effectiveness of their experienced team to provide customized personal and business offerings, transaction services, and entrepreneur-focused wealth management solutions. Learn more at classvipartners.com.  

 

About Wipfli LLP 

At Wipfli, they're committed to providing industry-focused assurance, accounting, tax, and consulting services that make a lasting, positive impact on their clients — helping them overcome personal and business challenges and plan for future success. Wipfli ranks among the top 20 accounting and business consulting firms in the nation, with more than 127,000 clients and 3,100 associates. They're proud to give their clients the value and experience of a diverse firm that specializes in a wide range of services and industries, dedicated to enduring results, outstanding service and lifetime relationships. Learn more at wipfli.com. 

6 Mistakes that Lose Candidates in the Interview Process

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In today’s job market, candidate experience is everything. In order to find and acquire the best of the best talent, companies must learn how to market themselves as employers. Unfortunately, many don’t know where to begin. With this shift from employers having their pick, to being a candidate-driven market, mistakes are being made that are costing employers good candidates.  

With the power in their hands, candidates are prioritizing their wants and needs. Flexibility is now a necessity – in both working hours and working models, whether that’s remote options or 4-day work weeks. Candidates crave independence – they want to be given tasks and trusted to carry them out with minimal oversight. Last and certainly not least, benefits, perks, and compensation are paramount. 401K matching, covered healthcare for dependents, and unlimited PTO are becoming essentials in employee offerings.  

Today’s candidates are well-informed. They know what employers are capable of offering their employees, and won’t settle for less than what they want. This makes the interview process crucial. It’s a company’s first impression, and can make or break a new hire depending on how it’s handled. To arm yourself and your company with knowledge, it’s important to know where the process breaks down and how to fix it. Based on Blue Signal’s own research, here are the top six interviewing mistakes, and how to avoid them.  

 

#1 – Lengthy or Overly Intensive Application Process  

61% of poll respondents said that the top reason they dropped out of the interview process was because it was needlessly long and/or intensive. This is an all-too-common mistake. Sometimes employers have a candidate attach a resume, then route them to their in-house applicant tracking system that has them manually fill in all of the same information. Others send applicants through rigorous rounds of interviews, where candidates find themselves repeating the same answers to interview questions, just to different hiring authorities.  

The solution is simple. To avoid the mistake of losing candidates at the application stage, keep the process short and sweet. Invest in software or platforms that can parse and auto fill forms from a resume’s upload. Leverage more intuitive ATS systems. Weed out underqualified applicants on the front end by adding qualifying questions that allow you to skip over those that don’t meet the minimum requirements. Finally, make sure to organize and structure your interview process. Give your hiring managers the right questions to ask, make sure they are sharing their notes with the next round of interviewers, and give them the authority to cut people out of the process without wasting anyone’s time.  

 

#2 – Not Getting True Insights From Interviews  

21% of respondents cited that the interviews themselves were the problem. Many people felt as though the interviews lacked true insight into the role; that the process just went through the motions rather than forming a connection. Interviewers were using cliché questions that didn’t help qualify or disqualify candidates, and the candidates could tell. It seemed as though the information these queries provided were unhelpful to inform a hiring decision, since these candidates would leave only to be called back and repeat the process all over again.  

To avoid these common mistakes, the interview process should always be tailored to the role. Streamline by cutting out the fluff. For instance, if it’s a technical role, consider making an early stage of the interview process some sort of comprehension test. You don’t need to ask how they work on a team if the role isn’t collaborative. And unless the role will be reporting in through HR, it’s okay to wait to have the candidate meet with the HR Director till after they are extended an offer of employment. This method saves time, and gets right to the point!  

Also, be sure to arm your interviewers with strong interview questions that help provide true insights into the candidate’s capabilities. Oftentimes, leadership isn’t trained on interviewing best practices and are left to guess at it. Once they are given the proper tools, assign teams of 2-3 people to be decision makers and empower them to make the final call. This way, there won’t be too many cooks in the kitchen when it comes to picking who to hire.  

 

#3 – Inaccurate or Incomprehensive Job Descriptions 

Next, we found that 13% of our LinkedIn audience stated that inaccurate or incomprehensive job descriptions made them bow out of the interview process. Your job description is an applicant’s first insight into your company culture, the job’s responsibilities, and is a huge tell for how you will perform as an employer. Worse yet, candidates that are in the interview pipeline may later find that the job description they read online has little to do with the role their interviewers are describing – causing deep distrust and almost certainly a candidate falloff.  

To sidestep these job description related mistakes, make sure that whoever creates the job posting is working closely with the hiring manager. The understanding of the role, the department, its leadership, and its main goals should be one and the same. The job description should accurately represent the needs of the job so that a candidate can make an informed decision when applying, interviewing, and accepting a job offer. The more comprehensive these main points, the better prepared and aligned the applicant pipeline will be.  

Actually, job descriptions should be seen as an opportunity for employers. They give you a chance to brag about your company and teams, and should make a candidate eager to join. Not to mention, the last thing you want is to start back at square one when it comes to a hire. Nothing could be worse than a candidate showing up on their first day – after all that time, money, and resources put into their acquisition, onboarding, and training – only to be surprised at the actual job in front of them. Reduce your turnover; improve your job descriptions.  

Flow chart including 6 questions and solutions of mistakes

#4 – Impersonal Communication  

Many respondents also noted that the impersonal communication surrounding the interview process turned them off to prospects. Copied and pasted scheduling invites come across lackluster, and don’t compare to a thoughtfully written note. Especially in larger organizations, hiring messaging can treat people like numbers, and come off almost robotic in tone. As talent acquisition teams communicate with their large applicant pool, a lot of heart can be lost in translation, and can leave a candidate wondering, is this how it would feel like working for you, too?  

By tailoring communications to the candidate, you can avoid these common mistakes. Use their names every chance you get. When passing them along to someone else in the process, make sure to give warm introductions. If possible, reference things that may have come up in conversation or things that stood out to you in their profile. A simple, “Hey – how was that kayaking trip you said you had planned for the weekend?” or, “wouldn’t you know it, my spouse went to the same college as you!” can go a long way. By giving them the same courtesy as you expect in follow up and thank you notes, personalizing communications can strengthen your interview process.  

 

#5 – Lack of Transparency  

Unfortunately, several candidates feel that there is lack of transparency in the interview process. Leftover sentiment from the employer-driven job market has affected candidate management into today, where employers feel the need to safeguard their offerings. Leaving compensation, benefits, and policies out of job postings leaves too much room for speculation, and results in a lack of trust in a potential employer.  

As it stands, employers must start adding these elements to their job postings to remain competitive in the hiring market. Not only is pay transparency legally required in many states, it will also give companies better aligned candidates whose pay expectations are met by the job at hand. If your compensation range is out of the candidate’s target, it’s unlikely they’d make it past the compensation conversation anyway.  

Additionally, it’s important to destigmatize candidates asking questions surrounding benefits during an interview. It’s typically seen as taboo or bad form when a candidate asks about benefits, time off, workplace policies, and perks during an interview. However, it doesn’t all need to be a test. This could be a deciding factor for many potential hires. At any given time, active candidates may be entertaining more than one opportunity. Many people have strong must-haves in these areas – especially those with families, differing healthcare needs, and those looking to retire. By being transparent with benefits, employers can make sure their offerings align with a candidate’s needs early on in the process. It will attract those who fit the bill, and cut out those who don’t. In essence, this is just good time savings. 

 

#6 – Putting Too Much Emphasis on Culture Fit  

Finally, it’s important to avoid mistakes made in the name of “culture fit.” Our audience cited several instances where in an interview, they got the sense that if they didn’t fit into the culture, they wouldn’t get the job. Because it seemed as though the role would be awarded due to popularity, and not on merit, it made these candidates shy away from the company altogether. Essentially, hiring managers may lose out on excellent hiring opportunities just because they are looking for someone who fits their team’s mold.  

 Many employers probably don’t even realize they are making hiring decisions based on unconscious biases, but unfortunately the idea of “culture fit” has perpetuated this bias time and time again. To avoid these types of mistakes, it’s good for hiring authorities to instead look for opportunities to “culture add.” Hiring people just like you, with identical backgrounds to those already on the team, will result in stale and recycled ideas. This can unwittingly result in a sounding board rather than a diverse-thinking team. To ensure your company continues to innovate, make sure to hire for culture add. Instead of mirroring the existing culture, these candidates will bring diversified experiences, which can lead to fresh new ideas! 

 

Learning and Growing from Common Interviewing Mistakes 

All in all, the overall lesson here is to treat prospective hires as though they were already on board. Respect their time, get on their level, and cut to the chase. Candidates are assets! Treat them well and they will bring success. Don’t, and you may lose out on your next great hire.  

 Competing in today’s candidate-driven market can be tricky. Invest in your employer branding, and that value will return 10-fold in the clients you’ll attract. Not sure where to start? Recruiters are the best marketers when it comes to the candidate audience. Working with a recruiter is a great way to boost your employer branding, break into the marketplace, and expand your reach. Contact Blue Signal today to see how we can help you navigate the interview process.  

A Recap of Blue Signal’s 3rd Annual Summit

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Last month, Blue Signal hosted our 3rd annual Summit. The BSS Summit tradition began back in 2019 as a way for our team to get together and celebrate our wins from the past year, as well as look forward and plan for the next! It’s a special sort of company holiday party and sales kickoff meeting all rolled into one. In typical 2022 fashion, however, the event had to be postponed. Luckily, the team was able to rally and make the event happen, if not at the beginning of the year.  

Employees from all over the US came to celebrate. With around 40 Blue Signalers in attendance, it turned into quite the event. Despite many of us working together for years, this was the first time several of us actually met in person! This conference was packed with opportunity for learning and team building.   

What We Learned at the 2022 BSS Summit   

At this year’s Blue Signal Summit, we had panels, guest speakers, and brainstorming sessions that will surely propel us to excel in the coming months. By leveraging the expertise both internally and externally, we were able to share ideas and learn about more industry best practices to make Blue Signal the best recruiting firm for years to come.   

Matt Walsh – Insights & The Heart of the Brand  

Starting off, our very own CEO and Founder Matt Walsh imparted some wisdom. Coming together as a community, he knew that everyone had come to the BSS Summit to hone their craft. However, several of the lessons given were applicable to all aspects of life. Discussing the challenging recruiting industry, he encouraged the team to strive to be the best. Recruiting demand is at an unprecedented rate, and now more than ever, we must focus on Excellence.  

Next, Matt discussed how the Blue Signal brand came to be. “Blue,” he explained, “symbolizes trust, honor, integrity. Everything that makes a good recruiter, but also everything that makes a good person.” As a business, the “Signal” is our way of being able to communicate those key tenants to people. By dialing into the meaning behind our brand, and setting the stage for the opportunity at hand, Matt set the tone for the lessons that followed.   

Matt Walsh - BSS Summit 2022

Pacesetter Panel   

2021’s Pacesetters gathered to answer questions from the team about various recruiting approaches, how to manage their desk, and how to stay in the game mentally when it comes to that recruiting grind. At Blue Signal, Pacesetters are similar to what other companies use as their President’s Club. For us, it’s generally the top performing recruiters of the company. Who better to learn from than the movers and shakers of our own team! Some hot topics of discussion were about taking risks, commitment, knowing when to say no, consistency, and heart – all of which are some very important principles when it comes to business, and life.   

Pacesetter Panel - BSS Summit 2022

Joe Rice – What Happened in 2020?   

The BSS Summit welcomed guest speaker Joe Rice as he spoke about What Happened in 2020? Joe Rice is the Founder and Managing Partner of Joseph David International (JDI), a search and consulting organization catering to the hospitality, senior living, real estate, construction, and civil engineering industry verticals. With over a decade as a player in the market, they have been recognized by Forbes as a Top Recruiting Firm.   

Joe began his career in executive recruiting in 2005, and has become a speaker, trainer, and thought-leader in executive recruitment, talent acquisition, and leadership. He has been a member of the Pinnacle Society since 2012, The Premier Consortium of 75 Industry-Leading Recruiters in North America. While Joe has shifted his focus toward the growth of JDI, he was still able to achieve $1.8M in billings working a solo desk in 2021. Meanwhile, his 3 solo recruiters billed $400K, $600K, and $800K.   

Joe provided incredible insights to the team. His segment focused on humility, perseverance, and flexibility – all things that were key not only to surviving the events in 2020, but also lessons that are sure to prove valuable as we move forward. We were able to learn from someone who not only leads some of the top producers, but also works a full desk, just as many at Blue Signal do each day.   

Joe Rice - BSS Summit 2022
Tim Pachasa - BSS Summit 2022

Tim Pachasa – Leadership at Any Level   

Additionally, we were incredibly excited to learn more about leadership from the expert himself, Tim Pachasa. Chief Master Sergeant (Retired) Timothy “Chachi” Pachasa is the owner and CEO of CAPE Lead LLC. Chief Pachasa created CAPE Lead to capture the lessons learned from nearly 25 years of calling in air strikes for army units, and translating those experiences into a tangible, repeatable communication formula that facilitates mission success.   

CMSgt Pachasa entered the Air Force in August 1994. His background includes two tours as a Command Chief, as well as having various duties in Army and Air Force echelons, including Special Operations Forces, NATO formal training schools, and MAJCOM Staff. Throughout his career, he has filled a myriad of roles including additional-duty First Sergeant and is a master rated parachutist with over 200 static line and military free fall jumps. His assignments include bases in North Carolina, Colorado, Texas, Kansas, Hawaii, and New Jersey. Chief Pachasa also served overseas in Germany, South Korea, and Kuwait, and has deployed in support of Operations Southern Watch, Iris Gold, Joint Forge, Iraqi Freedom, Enduring Freedom, Spartan Shield, and Inherent Resolve. Prior to his retirement in 2019, CMSgt Pachasa served as the Squadron Superintendent, 9th Air Support Operations Squadron, Fort Hood, Texas.  

Through in-depth analysis of the philosophical understanding of leadership application, and leveraging his extensive and impressive military leadership background, Chachi has created a communication mechanism that allows for human error, while building a foundation for interpersonal communication. These fundamentals are sure to support Blue Signal’s leadership groups to excel as we continue to grow.   

What the BSS Summit Accomplished   

In addition to all the knowledge gained, the BSS Summit helped teams bond. As stated, this was the only time since joining that many remote Blue Signalers met their colleagues in person! They were finally able to shake their teammates' hands. They were able to mingle cross-departmentally, speaking with and getting to know coworkers that they may otherwise never have direct communication with. Although it may seem like an initial introduction on the outside, when looking around, the event felt like a reunion. Laughs were shared, and memories made.   

We learned a lot, but possibly most importantly, we built camaraderie. At Blue Signal, we work to make the remote lifestyle less lonely on a daily basis – through virtual team meetings, strategy sessions, search kick-off meetings, contests, and more. We do all we can to help support and rally our team. The whole event, covered completely by the company, was intended to acknowledge and reward the team’s hard work. It gave them the opportunity to unwind, learn, enjoy some good food, and connect outside their normal routine.  

Wrapping up 2021, Setting Sights on 2022 and Beyond!  

Blue Signal has quite an exciting year ahead. Employees left the BSS Summit feeling refreshed, recharged, and armed with new knowledge to better tackle recruiting tasks. In the end, the value will extend to better service for clients and candidates, too! As a company, we seek to continually prioritize the well-being of our employees. The BSS Summit is a testament to that mission.   

If you are interested in joining a company on its way to becoming the best recruiting firm in the world, visit our website and contact us today to discover an exciting new path. As for our employees, we can’t wait to see you at our next BSS Summit in 2023!   

Blue Signal Team - BSS Summit 2022

So You Just Got Rejected, Now What? 5 Steps to Ace That Next Interview

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Rejection is painful no matter how it happens. Getting rejected from a job is no different. Just like dating, it might have been due to a bad first impression or maybe they lost interest and ghosted. Whatever the case, bad interviews or disappearing interviewers, getting rejected from a job isn’t the end of the road.  

Getting rejected from a job is nothing personal. Interviewers are just doing business! Regardless of the circumstance, rejection puts you in a great spot to learn. After being rejected from a job, you can always follow these 5 steps to ace that interview and land that next great job:  

  1. Ask for Feedback 
  2. Identify and Understand Why it was a Mismatch 
  3. Leverage Your Support System
  4. Don’t Stop the Job Search
  5. Leverage External Resources  

 

Asking for Feedback after Being Rejected  

Unlike after a bad first date, asking for feedback is perfectly acceptable interview etiquette! It might be a sore subject, but it can really help you dial into things to change for your next interview. Indeed has a great template for how to respond to a job rejection email that you can leverage to ask for feedback. 

So You Just Got Rejected Now What Blog Graphic 1

While you may not have landed the job, following up and asking for feedback will show incredible levels of professionalism. Not to mention, the ability to learn and adapt are both excellent qualities in an applicant.  

Better yet, the interviewer’s response can give you specific action items to address in the next steps of your job search journey. In the end, getting rejected could turn into your best tool for improvement!  

 

Identify and Understand Why the Role May Have Been a Mismatch  

Unfortunately, it’s commonplace for an interview to not live up to a candidate’s expectations. Job descriptions often don’t portray the intricacies of the role or the culture of the company. Perhaps this was your experience – the job looked good on paper, but when you were in the interview room you realized the job wasn’t what you thought it would be.  

For example, lots of “marketing” jobs listed with marketer titles online are actually sales roles in practice. If your strong suit is in analytics and SEO, make sure that you don’t end up in an advertising sales interview by reading between the lines of the job posting to fully understand the role. They may have posted a “Marketing Specialist” title but listed requirements like negotiation skills and the ability to communicate clearly with end clients.  

Be sure to refine your search to target jobs that are a better match when it comes to the functions of the role, not the job title. Then, prepare to speak to your qualifications as it pertains to those functions. You’re much more likely to succeed in an interview for a job you’re perfectly aligned for. And in the case where you end up in an ill-fit interview, getting rejected may end up saving you from a bad job! 

 

Leverage Your Support System  

Getting rejected can be a pretty sizable blow to anyone’s confidence. Restore it by practicing in a safe space! Reach out to trusted friends or colleagues to help you prepare for the next interview. Run through some mock interviews and have them ask you common interview questions. This usually includes staples like: 

  • What are your strengths and weaknesses? 
  • Where do you see yourself in five years? 
  • Why should we hire you over other applicants? 
  • What is your biggest accomplishment?  

 

Better yet, review the questions you were asked in your last interview so you can be ready in case they come up again in the future. After each answer, discuss your responses together and get feedback on ways to optimize.  

Most everyone has a bad interview story, so getting rejected from a job is very likely an experience you and your friends share. Ask them about their past interview experiences and try to learn from their own mistakes and triumphs. At the very least, share a good laugh about it!  

Their input can be even more beneficial if they happen to work in your same industry or practice area. If they have experience as the interviewer themselves, ask them what they typically look for when assessing a candidate. What have they seen that you could try and replicate? What should you avoid? You may be surprised to hear what their indicators of success are!  

 

Don’t Stop the Job Search – Turn Rejection Into Motivation  

The worst thing you can do after being rejected from a job is stop trying. Keep applying for positions and the odds will be in your favor. It's a simple rule of numbers – the more roles you apply for, the more likely you are to receive an interview. Like the old saying goes, you can’t win if you don’t play.  

While you’re applying, be sure to continually optimize your resume. Each application should have its own personalized resume that’s tailored to the role. Some jobs may put greater emphasis on certain skills than others, so display them accordingly before you hit submit. Over time, your resume should adapt to the needs of the market. For instance, if you’re in an interview and an interviewer asks you a question that’s not answered by your resume, make sure to add that info in for next time! You may be surprised to see what skills you omitted or past experiences you forgot to add that end up being applicable. 

If time allows, take all the interviews you are offered. Jumping right back in after getting rejected may make the next interview daunting, but it’s good practice! Even if you aren’t 100% sold on the role, you may find that when the stakes are lower you’re able to ace it. Recreate that first impression environment and polish your strategies along the way. The best way to work through interview jitters is to acclimate!  

 

Leverage External Resources   

Just like dating, there are many fish in the sea when it comes to job opportunities too. Just because you missed one doesn’t mean the search is over! There are resources out there specifically designed for people in your situation. Resume and Career Services is a perfect place to start. They offer interview preparation tips, resume writing tips, and more in a subscription-based service that’s self-paced and sure to provide value to your career well past the interview stage.  

Recruiters are a similar indispensable tool. If you’re able to work with a recruiter for a job opportunity, leverage their expertise when it comes to applications, interviews, salary negotiations, and career planning. Good recruiters will work to represent you and advocate for your best interests, all while coaching you through the job search process. Blue Signal works with clients to find perfect matches for their open positions. Apply to any of our jobs today to see if you’d be a good fit, and go from rejected to hired! 

Top 20 Interview Questions to Ask a Sales Executive

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Sales roles in particular have some of the highest turnover rates when compared to any other department or industry. Because of this, it’s important to productively utilize your time interviewing, on-boarding, and training a new sales executive. As a hiring manager, it’s crucial you go into each interview as prepared as possible in order to make the best decision.

Asking the right questions during an interview will lead to key insights you’ll need when weighing the options. Information related to the role, company culture, and a candidate’s work ethic are all important to touch on. Use this list of interview questions as your guide next time you’re hiring a sales executive. You may be surprised to see what insights you’re able to gain when you dive deeper than the stale “walk me through your sales experience” type of inquiries.

Sales Executive Interview Guide

Personality & Relationship Skills:

1. What’s your favorite part of a sales job/process? Least favorite?

This response will offer key insight when fitting candidates to your exact sales role. For example, if the role you’re looking to fill is 60% cold calling/prospecting and the candidate replies with this being their least favorite – the role most likely isn’t a fit. Often, sales executives will shy away from admitting something they don’t enjoy in fear of not coming across as a team player. There are multiple ways to frame this ask if you don’t think you’re getting a straightforward answer from a candidate. Asking “In your last position, how much time did you spend cultivating customer relationships versus hunting for new clients? Did you enjoy that?” often does the trick.

2. If you asked your manager what your biggest strength and weakness is, what would they say?

Asking sales executives about their strengths and weaknesses may seem like a basic interview task but it’s common for a reason. Framing this from the perspective of their current or previous manager will give you even more insight to their past experiences. This will also shed light on the candidate’s confidence level in those roles. Often, sales executives will dodge the weakness aspect of the question. Don’t take “none” for an answer and try to uncover how they are at “selling” themselves, and how they are at critical thinking/problem-solving.

3. Given these three terms: promotion, money, and recognition; put them in their order of importance.

This question will give insight into what a sales executive values in both their career and in life. As a follow up question, ask them to explain what each of those terms look like to them. Their answers will explain what they’ll be motivated most by and what they’ll use as a benchmark for success. Be sure to leverage the answer if you end up managing them, and you’ll already be ahead of the game.

4. If you had no obstacles and could start your dream job tomorrow, what would that role look like?

This more creative way of asking the tired “Where do you see yourself in 5 years?” question will keep an interviewee on their toes. It still allows you to break down their short-term and long-term goals, but also sidesteps the possibility of a candidate providing a manufactured answer. Oftentimes, the 5-year question usually prompts a response that the candidate thinks you want to hear.

Regardless, planning for the future of any employee you decide to hire is important. Thinking in terms of the future benefits not only the sales executive, but the manager and company as a whole as well. When forecasting team strategy, you’ll need to know your sales executives are here for the long haul. To help avoid even higher turnover rates, asking this question weeds out the candidates who aren’t truly passionate about the position, and helps you determine whether or not you’d be able to offer them their dream job, either now or in the future.

5. Tell me about a time when you collaborated with other sales team members and those outside of the sales team.

This answer will be key when deciding if they’re a team player or a lone ranger in the field. If one or the other is important to the role, the response can be extremely useful. In most sales roles, relationship building and collaboration skills are essential, so don’t be shy with follow up questions if you need more information! Asking “What impact were you able to make or what goals did you achieve?” can lead to further insights. Again, this will depend on the exact position the interview is related to. If the role will have a high amount of internal collaboration with a team – focus on that, and vice versa.

Ideal Work Environment Insights:

6. What type of work environment do you thrive in?

This question and answer often gets overlooked but can be one of the most detrimental if discovered post-hire. In order for a sales executive to thrive in any position, the environment and culture around them needs to be a fit. Take the candidate’s response and compare their preference to the environment they will be in at your company. Does it seem like a match? If you don’t value the same things here, turnover can be expected and moving forward with the hiring process wouldn’t make sense.

Another thing to consider is that all 2022 hiring trends point to the remote and hybrid workforce continuing to grow. Experts predict that by 2025, roughly 36.2 million employees in the US will work remotely. If the role you’re hiring for permits, be sure to ask candidates key questions surrounding their remote working experience. Ask if they thrive most in a remote, hybrid, or in-office work setting. From there, you should be able to gauge if they require consistent team interaction to succeed, or if they are sufficient working independently majority of the time.

7. Have you ever had a manager you didn’t like? Why?

Management styles can alter the success of a hire in the same way as a work environment. Dive deep into the candidate’s ideal management style and compare it to your own. Can you see yourself working closely with this candidate? Do they seem eager to learn from you and willing to take direction? These are all good follow-up questions to ask yourself after reflecting on their answer.

Also, be sure to note how they portrayed their past experiences. Did they bad-mouth their previous manager, or did they offer facts and expand on the lesson they learned from their experience? Venting and talking negatively about a past role or leader can be a sign of arrogance and lead to a toxic relationship down the road.

8. Which sales metrics do you pay attention to and why?

In sales, personal drive is essential. Asking what metrics they specifically look at when determining success for themselves will give great insight into how they operate. Are they motivated by the same things you use to track success and promotions? If not, it may be hard for the sales executive to feel fulfilled and experience growth in the role.

Ability to Remain Resilient:

9. What do you do to regroup and recover when you have a bad day? Bad week? Bad month?

Sales requires a lot of resilience and the ability to deal with rejection frequently. Asking if sales executives have an established coping mechanism will be telling in how dedicated they are to succeeding in their role. You’ll also be able to reflect on how much experience they’re bringing to the table. This is especially important if the role you’re hiring for will require a lot of cold-calling. Have the sales executive provide personal examples of this experience, which will shed light on how they’ve succeeded in previous roles.

10. How do you motivate yourself?

Along with overcoming rejection, sales roles typically require a good amount of self-motivation. Similar to the previous question, asking how a candidate motivates themselves will highlight their work ethic. An ideal sales executive will have a detailed answer based on past experiences.

11. Describe a time when you had a difficult prospect but were able to persevere and win the sale.

Ideally, the last two questions will lead into a version of this question naturally - but if not, it’s a good one to follow up with. Don’t be afraid to ask for specifics! Some sales executives are pros at misdirection. Candidates who give vague, wordy answers should be a red flag. By asking for a specific time when candidates managed a difficult prospect, and how the situation played out, you’ll be able to gather the details you need to trust their skills. An ideal sales executive will offer insight on lessons they learned and will be able to explain how they applied that knowledge to future situations – preferably without having to be asked. This highlights strong customer service and interpersonal skills that are essential in any good sales executive.

Sales Executive Expertise & Other Skills:

12. Explain the steps you take from the beginning of the sales process to the end.

Look for detailed answers here that point to their confidence and industry expertise. See which tasks will be similar to the role you’re hiring for. Make note of what will need to be retrained and what will be a breeze for them to pick up when it comes to transitioning into your company’s processes.

13. Pitch me our company’s product/service.

This question is a spin on the classic “sell me something” concept and shows how much knowledge the candidate already has. The biggest underlying insight you’ll gain from this question is the amount of research they did to prepare for this interview with your company. A sales executive with a firm understanding of what the company does and the products and services they provide will ultimately be a dedicated addition to the team. Those who did their homework should be noted, as it directly reflects one’s work ethic and initiative.

14. What’s your proudest sales accomplishment?

This question leads to insights into the candidate’s skill level, confidence, and how large or small of sales they are used to closing. This will also point to their passion for the industry. From their response, you should be able to tell what gets them excited about sales.

15. Have you used CRM software before? If so, which one and how advanced are your skills?

This may seem like a basic, technical question but it allows for major bonus points if the candidate will be able to breeze through learning software during training. Even if the candidate hasn’t worked hands-on with the exact software you use, you can ask them if they’re familiar or have heard of it as follow-up questions. Even a little bit of familiarity and knowledge is better than starting from scratch!

16. How do you stay knowledgeable about your target audience?

A dedicated and passionate sales executive will take the initiative to stay up to date on their industry’s trends and updates. Ask what specific resources they leverage or how often they review industry news. Watch for vague answers here, this is one candidates may try to talk themselves into a circle about if they don’t have a solid answer. Bonus points if they can tell you a bit of recent news they’ve heard with specifics on how they are planning to implement it into their process.

Company Culture Fit:

17. Why did you apply for this position?

This question is a great way to uncover why they’re looking to leave or why they left their current role. Be sure to take notes on how they talk about their previous or current company. As mentioned earlier, bad-mouthing of any kind should be a red flag. This question will also give insights into what drew them to your company specifically. If the vision that was portrayed to the candidate doesn’t fit what you want it to, this then gives you insight on how to better market yourself as an employer.

18. Are you ready to jump on a sales call right now?

In other words, this question asks, “Did you do any research on our company and product offerings?” This will show either a strong work ethic and desire for the role, or a lack of ambition. If you like the answer you receive, another great follow-up could be “If you were to start the job tomorrow, what would you be doing tonight to prepare?” Again, this will shine a light on their motivation and drive to succeed in this role.

19. Why do you want to work here/sell our product/service?

It’s no secret that an employee who is passionate and invested in the company they’re working for will out preform those who aren’t. Gallup's report on employee engagement shows that companies with a highly engaged workforce have 21% higher profitability. This question allows sales executives to open up about what they find intriguing about the role and overall company. Play close attention to see if any buzzwords from your company’s core values show up in their response. Finding candidates that have similar values to what your company is striving for is an excellent bonus.

20. How do you think our company can improve?

Loyalty plays a big role in employee retention. If you can decide which candidates already have initial loyalty to your brand, that’s a big plus! By asking what the company can do to improve, you’re really asking “How much do you care about the company succeeding?” This is a good question to watch for some common red flags as well. Often, you’ll be able to notice if the candidate is the type to tell you what you want to hear, or if they are critical thinkers. Those that answer honestly and critically are more likely to work through challenges to help better the company.

Conclusion:

Ultimately, not all sales roles are created equal. Leverage these interview questions as an outline but be sure to adjust to fit each role’s specific needs. While it’s very important to prepare and have a roadmap for leading the interview, don’t be afraid to get creative and be ready to pivot with follow-up questions based on candidate’s answers.

Once you’ve ran through all the questions you prepared, a great way to wrap up the interview process is by opening up the floor to them to ask you questions. Sales executives who ask questions show they are inquisitive about the role and company culture – which means they are trying to picture themselves there. Declining to ask any further questions is a tell that they may have bad communication skills and may be afraid to ask for what they want – not a skill you want in a strong sales executive. In this sense, be prepared to answer some questions of your own! 67% of employed Americans say that job interviews influence their decision to accept a job – so be sure to portray your enthusiasm for the role, company, product, and/or service offered. LinkedIn reported that the most important considerations in accepting new jobs are compensation (49%), professional development (33%), and better work/life balance (29%). Make it a point to touch on these key points to get sales executives excited about joining the team.

When preparing for the undertaking of hiring new staff, remember that Blue Signal can help alleviate the stress. As experts in the hiring process, our recruiters can help not only coach you through the interviews, but help with sourcing candidates, scheduling interviews, negotiating hiring terms, and so much more. Contact us today to get matched with a specialist in your industry!

How to Approach DEI with a Remote Workforce

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Over the last two years, businesses have shifted to a remote or hybrid work model as a result of the pandemic. Remote work has sky-rocketed in priority among job seekers, proving to be a top hiring trend that’s here to stay. Similarly, diversity, equity, and inclusion (DEI) has increased in priority for candidates. Recent studies have shown 2 out of 3 candidates seek out companies with diverse workforces, and 47% of candidates actively look for DEI when considering future employers.  

While DEI efforts appear attractive to job seekers, it also brings unparalleled benefits to the company. Companies that incorporate DEI into their workplace see higher levels of engagement, productivity, and innovation. According to Deloitte, millennials are 83% more likely to be engaged at work at inclusive companies. Additionally, inclusive companies earn 2.3x more cash flow per employee. Although implementing DEI may seem like a no-brainer, it can be daunting with a remote workforce. Not sure where to start? Follow our tips below on how to approach DEI with a remote workforce. 

Reflect on Your Current DEI Efforts 

Graphic titled "Reflect on your current DEI efforts" with 5 questions listed below. Backround image of coworkers putting their hands together in a group.

What Do Your DEI Efforts Look Like Today?

All companies’ DEI efforts have to start somewhere. Before jumping into implementation, take a moment to reflect on your company’s current DEI efforts. Do you have an established DEI practice? If you don’t, you can look at how similar companies are implementing DEI into the culture of their remote workforce. At Blue Signal, our DEI practice focuses on championing diversity efforts and actively working to educate our internal recruiters, hiring managers, and candidates to ensure the hiring experience is free from discrimination and implicit bias. Examples of our DEI efforts include companywide trainings, seminars, and other educational activities. However, there is no one-size-fits-all guide for DEI. Take a look at the companies around you and use them for inspiration for establishing your own practice. 

Who's Involved? 

Next, reflect on who’s involved in your DEI efforts. Is the Human Resources team or DEI committee doing all the heavy lifting? It may be inauthentic to your brand if you’re not practicing what you preach. DEI efforts need to extend beyond the designated committees as the only representation. It’s important to have all aspects of the business involved, so that DEI efforts are fully assimilated into company culture.  

Similarly, look at how your leadership team is involved. As the faces of the company, the leadership team needs to be at the forefront of company-wide initiatives, especially when working remotely. Lack of buy-in from your leadership team will reflect a lack of participation from the rest of the company. Leaders can participate through hosting virtual meetings, guiding activities, or sharing their commitment to DEI through a statement or presentation. For example, Blue Signal’s CEO Matt Walsh wrote and distributed an important message on diversity. 

Now it’s time to look at your remote workforce. Do they play an active part in your DEI efforts? To ensure your DEI efforts go beyond a company statement, it’s crucial to engage your remote employees. Spurring participation can be tough without an in-person setting, as people are heavily influenced by those (physically) around them. However, you can get your remote employees involved through virtual training, discussion boards, online seminars, or activities. To involve our remote workforce, Blue Signal has held virtual DEI certification trainings, created employee-led groups, and given back to underrepresented groups in the community through philanthropic donations. 

Is Your Management Team an Accurate Reflection? 

Finally, how does your management team reflect your DEI efforts? Despite diverse management teams leading to 19% higher revenue, 78% of employees who responded to a Harvard Business study said they work at organizations that lack diversity in leadership positions. When looking at your management team, do they represent diversity in age, gender, and/or race? If not, make a plan to address that and begin to implement DEI into your hiring practices. 

Implement DEI into Your Hiring Practices

Diversity, equity, and inclusion in hiring is more than hitting a quota. To foster a more diverse and inclusive remote workforce, it is crucial to implement DEI into your hiring practices. Consequently, setting up a diverse hiring team should be the first step in revamping your hiring and recruiting processes. This ensures DEI efforts start even before employees join the team.  

Graphic showing a flow chart with ways to implement DEI into your hiring practices

Recognize Unconscious Bias 

During the hiring process (both remote and in-person), hiring managers should be aware of their unconscious bias. Unconscious bias, or implicit bias, refers to the negative attitudes or stereotypes about a group of people that impacts an individual’s understanding, actions, and choices unconsciously. According to BrightTalk, “79% of HR professionals agree that unconscious bias exists in both recruitment and succession planning decisions.”  

Understand Microaggressions 

As a result of unconscious bias, microaggressions can occur. Microaggressions are brief verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults to marginalized individuals and groups. Both unconscious bias and microaggressions are forms of discrimination that can hinder the hiring process. 

Increase Personal Awareness 

Increasing awareness through education and training can help prevent unconscious bias and microaggressions altogether. Harvard University offers free online tests to uncover implicit bias, with topics spanning religion, race, sexuality, appearance, and ability. Hiring managers that are aware of these factors within themselves will be able to better implement DEI best practices into the hiring process. 

Look for “Culture Adds” 

In addition, hiring managers should look for candidates that are a “culture add” rather than a culture fit. “Culture adds” are potential employees that could add to the existing culture by bringing their diversified ideas and experiences, rather than mirroring it. Looking for those candidates that will build on to your culture will eventually result in more diverse teams. Ultimately, implementing DEI into your hiring practices will set the foundation for a diverse and inclusive workforce. 

Provide Resources 

Whether you're a veteran in the DEI space or just learning about it, resources can greatly benefit your DEI practice. Providing resources can encourage employees no matter where they are in their personal DEI journey. However, with a remote workforce, it can be difficult to gauge where each employee is in their journey. Through one-on-one discussions or surveys, you can assess each employee and provide them with apt resources; such as online article libraries, DEI newsletters, infographics, or quarterly book clubs. It’s important to have resources that are readily accessible and at every level of experience.   

Companies can also establish groups or forums where diversity, equity, and inclusion are promoted, encouraged, and can be discussed. Our employee-led group, Blue Signal Search Women of the Workplace (BSS WOW), serves to promote the education, connection, and empowerment for women (and those who support women) and their contributions to the broader goals of Blue Signal and beyond. BSS WOW meets virtually bi-monthly, covering complex topics on diversity and inclusion, biases, intersectionality, discrimination, privilege, and more. This resource has positively affected the remote culture at Blue Signal and has increased involvement in other companywide DEI efforts.  

Watch the video below to hear from some current members about how BSS WOW is breaking biases, how it's impacted company culture, and what they’ve learned from the group. 

Embed DEI into Your Remote Culture 

DEI is not a single initiative, but an element that should be embedded into your company culture. In the age of working from home, new obstacles arise daily – but a remote workforce doesn’t have to be one when implementing DEI efforts. You can still implement initiatives and activities virtually. Consequently, embedding diversity, equity, and inclusion into your remote culture will bring unparalleled benefits in maintaining connections. 

When dealing with a remote workforce, the aspect of inclusion is especially prominent. According to Gallup, the biggest struggle among remote workers is “loneliness,” as remote environments can leave employees feeling isolated. Thus, establishing a sense of belonging through inclusion efforts is incredibly important. One way you can do that is by aligning company values and DEI goals with remote employees. Giving employees opportunities to provide input and help improve the company will create a deeper connection to the company, which in turn creates stronger employee engagement. However, make sure that all voices are equally heard. Establishing an anonymous DEI suggestion box could help mitigate people feeling pressured to give feedback based on being the token representative. 

In addition to establishing a sense of belonging and increasing employee engagement, embedding DEI into your remote culture can improve innovation. Inclusive companies are 35% more likely to outperform their competitors, and 1.7x more likely to be innovative. Furthermore, 74% of millennial employees believe their organization is more innovative when it has a culture of inclusion. Not only will embedding DEI into your culture ensure the continuity of the efforts, it will drive your company’s success.  

Conclusion 

Diversity, equity, and inclusion is a marathon, not a sprint. If having a remote workforce makes the process seem daunting, start by reflecting on your current DEI efforts. If your practice is not already established, look to similar companies and take inspiration from them. Then, strategize ways to implement DEI into your hiring strategy, as your company should be a reflection of diverse hiring. After assessing where your company is with DEI, make sure resources are readily available and varied. Finally, ensure the continuity of DEI by embedding it into your company culture. This will result in an increased sense of belonging, innovation, and engagement among remote employees. However, good leaders and companies should always be open to evolving and adjusting, as these essential factors will continue to transform as understanding deepens and needs change.  

As recruiters, we play a key role in advancing and promoting workplace diversity, equity, and inclusion. If your company needs help with DEI recruiting support, strategy, or implementation, reach out to us today.  

4 Ways to Support Employee Mental Health Outside the Office

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Mental health has become increasingly important, both inside and outside of the workplace. Along with employee satisfaction, mental health can impact your team’s performance and if not taken care of, can lead to burnout, stress, and turnover. As evidenced by the ‘Great Resignation’ of 2021, people are more willing than ever to quit their jobs to find companies that support their needs. Along with ensuring your employees are taken care of during the workday, you should also take steps to support their mental health outside of the office. This can not only boost your team’s overall satisfaction and engagement with your company, but it can also result in increased productivity and retention. Here are a few ways you can show your support.

Employee Mental Health Outside the Office

Promote a Healthy Work-Life Balance

An important part of fostering strong mental health outside of the office is allowing your employees enough time to enjoy themselves aside from work tasks. According to a recent report from Mental Health America, 9 in 10 employees say their workplace stress affects their mental health. Making sure a healthy work-life balance is part of your company’s values can help create a positive team culture and ensure your employees aren’t letting their work responsibilities overwhelm their personal lives.

A simple way to do this is by offering flexible schedules and allowing employees to choose their own hours – in moderation of course. This practice has become increasingly popular and common after many companies went remote due to the COVID-19 pandemic. Although this may seem like a small change, it can make a big difference on your team’s mental health and wellbeing. Especially if much of your work is self-motivated, this flexibility allows your team to work when they’re most productive, giving them the ability to focus on their personal needs and mental health throughout the day. For instance, some employees may want to work earlier in the day so they can pick up their kids from school, while others may want to work later to account for morning exercise. While it may seem scary to loosen the reins, you can always set a few guidelines. Setting parameters such as designated working periods and regular mandatory meeting times can establish more consistency.

Along with offering flexible schedules, it’s important to encourage employees to use their vacation time. Beyond that, make sure they aren’t contacted about work during their time off. Allowing your team to truly unplug and relax during their well-deserved vacation days will ensure they have enough time to focus on their personal needs without having to worry about work.

Additionally, allowing employees to flex their working hours for appointments and other responsibilities is another valuable practice that can improve their mental health. Letting your employees make up the missed time for menial tasks rather than using their paid time off can reduce scheduling stress and allow them to make better use of their vacation time. Overall, promoting a strong work-life balance can give your employees more time to focus on their mental health and personal needs. This can also help attract new employees as this is an important benefit that many job seekers value when researching companies.

Offer Financial Education

Another way to support your team’s mental health outside of the workplace is offering financial education. Finances can be a major cause of anxiety with 73% of Americans ranking finances as the number one cause of stress in their lives. Although this hardship may not be directly related to work, it can negatively impact your team’s focus and productivity – especially if they’re in debt. Giving your employees the resources they need to educate themselves and relieve their financial stress can help them feel more secure, resulting in improved mental health.

Although your company may offer financial benefits, your employees may not know how to effectively utilize them. Both younger and older employees have differing financial challenges to face, such as student loan debt, mortgage payments, saving for retirement, and more. By improving your team’s financial literacy, you can help them use their paychecks to the fullest and create a better quality of life for themselves. Providing resources on advanced financial practices like how to get a home equity loan to pay off high-interest debt or how to earn passive income through real estate investing can give your employees more stability and confidence with their money, allowing them to relieve stress. You can educate your employees through many outlets, like paying for an online course, providing reading materials, or inviting a guest speaker to discuss more specific financial topics your team may be interested in. No matter what format you choose, offering financial education resources can show your employees you value their wellbeing outside of work.

Provide Mental Health Resources

According to a Harvard Business Review study, 76% of employees reported at least one symptom of a mental health condition in the past year. Mental health conditions can take many forms and can vary from person to person, making it difficult for leadership and coworkers to determine effective ways to help. Some employees may not feel comfortable talking about these issues in the workplace, which is why it’s important to provide mental health resources that your team can access on their own and at their own convenience.

One popular way to do this is through an employee assistance program (EAP), which is an employee benefit program that assists your team with personal or work related problems. This program is free for your employees to use so they don’t have to worry about a financial burden. It also provides confidential support that your employees may feel more comfortable using. An EAP offers access to counselors and other mental health professionals along with additional resources employees can use to support their mental health and wellbeing. Even if you don’t use an EAP, providing mental health resources through online sources and other outlets can help your employees take care of themselves.

Encourage Physical Wellness

Mental and physical health often go hand in hand, as exercise has been proven to boost your mood by reducing symptoms of anxiety and depression. Along with other wellness initiatives, encouraging your employees to take care of their physical health is a great way to support their mental health. Especially as people spend more time at home due to the pandemic, there’s been an increased focus on staying active and healthy in these unique conditions.

However, certain fitness subscriptions can be pricey, and some employees may struggle to afford equipment needed to workout, which can prevent them from nurturing their physical and mental health. Giving your employees the tools they need to take care of themselves can show your appreciation and support for them outside of the office. This could be sponsoring a gym membership, paying for fitness classes, or offering a fitness stipend your employees can use for related expenses if your company is remote. No matter what you choose, your team will appreciate your effort to increase their quality of life.

An increased focus on employee mental health outside of the office may be just what your company needs to secure top talent in a competitive market. These practices can not only help your current employees feel valued and appreciated, but they can also help attract new candidates. Making sure you support your team’s mental health will set you up for long-term success and ensure your employees are taken care of.

Are Executive Recruiters Worth It?

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Addressing Common Misconceptions About the Value of Talent Acquisition in the Hiring Process

It’s Q1 and you’re working with a new hiring budget for the year. You have a lot of hires you need to make, and may be overwhelmed with the state of the market. Maybe you’ve considered engaging with a talent agency – but you’re uneasy. You’re asking yourself, are executive recruiters worth it? You want to protect your money, but also your time. You’re nervous about the transactional stereotypes surrounding bad recruiters, and are hesitant to take the leap.  

All of these common questions and concerns are totally reasonable. Being curious and calculated is just good business! Let Blue Signal set the record straight and help you determine if hiring a recruiter would make the most sense for your current search.  

 

Job Ads Are Free – Why Should I Pay a Recruiter to Find Applicants? 

Chances are you’ve posted your open role online somewhere. Your results are mixed – and you’re either getting flooded with ill-fitting candidates or have received next to no applicants. You wrote the job description to the best of your ability and are stuck. You’re left wondering how paying a recruiter to “do the same thing” will help.  

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This is one of the biggest misconceptions when it comes to recruiting. Executive recruiters are able to add value to a search even before sending you resumes. Successful professionals leverage relationships with recruiting firms to stay on top of their industry, and gain insight into the market before it changes. By employing a specialized recruiter in your industry niche, their social media following and network of professionals gets your open req in front of the right audience at the onset.  

Simply put, leveraging a recruiter when advertising a role ensures access to their fine-tuned network of professionals. Talent acquisition firms are built on applicant tracking systems (ATS), and take years to properly build out. With this log of qualified talent, working with a recruiter gives you access to both active talent – or applicants looking to make a move – as well as passive talent, i.e. people who aren’t necessarily looking for a job change.  

Passive talent is usually succeeding in their current role today, giving you access to top performers that you may have otherwise missed. Additionally, recruiters have the experience and insights needed to help separate the value from the fluff. For example, specialized IT recruiters know what certifications will help you in your modernization and business transformation journeys, and HR recruiters will know what certs are needed to keep those projects all on track. They’ll be able to judge resumes and CVs accordingly, and only send you the best of the best.  

Perhaps you know what you are looking for but are unable to advertise a role or target the candidates you truly want. By leveraging a recruiter, you are able to confidentially conduct searches and have a middleman representative between you and competitors in your space. This opens doors to more hiring possibilities! By allowing a recruiter to market your role, you’re keeping your reputation intact among your own customers and peers.  

In fact, marketing a role is half the battle. Executive recruiters are master marketers, and know how to best sell a candidate on an opportunity and employer. Because talent acquisition is a fine balance between B2B and B2C sales, recruiters know just how to address the wants and needs of their B2C clientele. The candidate experience is just as important to your own process when hiring in a candidate-driven market, and recruiters are trained to navigate it daily. They will deploy different strategies – attracting particular industries, professions, even generations – to get you the candidate you need.  

Moreover, the talent acquisition world is changing daily. Executive recruiters have access to and are constantly working to master new technology in this space, especially as it surrounds job ads and applicant tracking. Artificial intelligence (AI), machine learning (ML), and automation are making an impact within talent acquisition just like every other industry. As the digital landscape of recruiting continues to evolve, recruiters will play a key role in supporting their clients as they learn new technologies, counteroffer techniques, and recruiting strategies to keep them ahead in the 2020s.  

 

Okay, But I Can Screen Applicants – Why Should I Have a Recruiter Interview My Candidates?  

Interviewing applicants is much more involved than a 30-minute phone call. Recruiters can help you manage all the moving parts. They will screen CVs and conduct the initial candidate intake for you, ensuring that the candidates that make it onto your calendar are prequalified for the position. Then, they offer support through the entire process – including interview coordination, reference checks, candidate management, and salary negotiations. Executive recruiters act as project managers throughout the interview process, prioritizing success for all involved.

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With candidate retention guarantees, it doesn’t benefit a recruiter to make a match that won’t work and then in turn, have to start the process over. Recruiters are invested – and your success is their success! When leveraging a recruiting firm with placement guarantees, you protect your investment for the first 12 months of their employment. 

However, you’ll never make a hire from an executive recruiter without determining fit for yourself. A recruiter can help there, too! Executive recruiters know what questions to ask to uncover information, and can help coach you through the interview process. 

Understandably, candidates tend to open up to recruiters differently than they would to a potential employer. With information coming from a 3rd party, they may trust recruiters’ input more than information coming straight from an employer, too. Because executive recruiters also represent the candidates’ best interests in the hiring process, they are able to uncover the candidate’s true drivers, must-haves, and qualifications. Whether it’s supporting long-term career goals, aligning core values, or negotiating pay – a recruiter can properly suss out a candidate’s needs.  

Let’s use the compensation example. To be considered for the role, a candidate may feel like they have to give hiring managers an agreeable answer, rather than being forthcoming about their true financial needs. Alternately, they will tell recruiters their honest salary expectations and a recruiter can represent them accordingly. If they are out of your budget, they  can move on with no time wasted. If they are, both parties can move forward knowing that they are well matched while maintaining traditional interview etiquette. No more losing out on candidates at the final offer stage!  

 

That Does Sound Promising, But Why Do Executive Recruiters Cost So Much? 

It does seem counterintuitive to save money by spending it to bring another party into the hiring process – but the proof is in the results. So much so that most executive recruiters will actually work for free, and will only bill you once a placement has been made. Let’s break down that value-add.  

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The majority of hiring managers are not solely responsible for hiring. Because of their normal duties, how much time are they feasibly able to contribute to the hiring process? And how much does that hinder their official responsibilities? In 2020, upper management and C-suite positions took 20% of companies more than 3 months to hire. In one study, 67% of respondents said it takes between 30 minutes to 2 hours just to schedule one interview. To cover for an absence in the team, write and post a job description, review applicants, schedule interviews, conduct interviews, and to actually make a hire can take up approximately 100 hours of a hiring manager’s time per hire. Meanwhile, a recruiter’s entire 9-5 is devoted to a search. This can reduce your team’s time spent by about 70%.  

Additionally, hiring a recruiter can offer exponential cost savings. 76% of hiring managers admit to recruiting the wrong candidate for a role, essentially making at least one bad hire per year. According to the US Department of Labor, the average cost of a bad hire is up to 30% of the employee’s first year compensation. This can result in as much as $240K depending on the role and company. When you also consider a 12-month placement guarantee, a recruiter fee seems like a fair investment to ensure your new hire pans out. Employing a recruiter helps lessen your chance of a costly bad hire.  

Finally, a recruiter’s expertise offers immeasurable value in a search. As experts in your industry niche, they will be able to provide insights into the market and your competitors’ movements that you won’t find online. They can define typical salary ranges for roles spanning several industries, locations, job functions, and skill levels. As hiring professionals, they are constantly in the business of knowing what companies are hiring, what companies are losing talent, and why. Executive recruiters are able to represent candidates without you “poaching” from your network, allowing access to otherwise unobtainable talent. The list goes on and on.  

 

Ultimately, Why Should I Work with a Recruiter?  

As a 30-second elevator pitch, we could talk about how executive recruiters help you save time and money. However, the real value comes from what executive recruiters bring to overall business strategy. They can help inform you about your industry’s movements, what your competitors are doing when it comes to hiring, trends you should be aware of, and changes in the market you should prepare for. Successful recruiters provide companies with more than a warm body for an open job.  

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When considering whether or not to take a recruiter’s call, consider the value of a long-term partner. A good recruiter will help advise you no matter how long it’s been since a placement was made. Having access to these insights is just good business, even when you’re not actively hiring. Recruiters share their clients’ successes, and are passionate about making these matches. After all, recruiters change organizations – as well as people’s lives and careers! – for the better.  

When it comes to selecting a recruiter, make sure to engage with relationship-based recruiters that are invested in the future of your company. At Blue Signal, we’ve set out to disprove the bad industry reputation that has resulted from transactional recruiting methods. As your partner in the process, we hope to make a long-lasting connection that benefits your organization beyond filling a role.  

Top 5 Hiring Trends in 2022

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Looking back on 2021 hiring trends, the hiring industry has learned a lot about how to pivot and excel in an ever-changing job market. As we’ve already started to see the many differences we’ll navigate in 2022, some hiring trends will remain the same. The war for talent is still prevalent and the candidate-driven job market persists. Remote work is not going anywhere, but even so has seen subtle differences today compared to hiring trends a year ago – along with new sets of trends beginning to emerge. Beyond acknowledging these trends as they occur, it’s important for businesses large and small to innovate and properly prepare for success. Offering candidates benefits they care about, hybrid work, DEI initiatives, upskilling, and automating processes are all covered in this overview of 2022’s hiring trends.

2022 Hiring Trends

1. Candidates Want More Than a Paycheck

No different than 2021, candidates still have the power in the job market as we navigate through the war for talent. In 2022, experts don’t see this hiring trend shifting which means employers must remain flexible in their offerings and be open to what candidates are actually seeking. Simple benefits like sign-on bonuses just aren’t cutting it anymore. Companies need to get creative and adapt to their candidates’ desires in order to stay ahead of the evident competition. By breaking down non-negotiables such as the ability to work remotely, it tells candidates you are open to being flexible and ultimately want the best for them. Overall, candidates are looking to be treated as human beings – and not just a small cog in a big machine.

Another crucial way to grab the attention of candidates is to ensure there’s updated company branding available for them to learn more about you. Today’s generation of professionals are looking to be a part of a company long-term. To do so, employees need to feel valued, important, and cared for, both at work and in their personal lives. Of course, hiring managers are able to elaborate on values and what sets their company apart in the interview process; but first - they need candidates to apply. Job seekers are looking online for evidence about why a company has potential before they even start the application process. By making this informational hunt easier for them to navigate, you’ll be a step ahead of the competition. Studies have shown that 52% of candidates rely on the information from a company’s website and social media to learn about the employer. Don’t overlook what a critical investment employer branding can be.

2. Remote/Hybrid Work is Here to Stay

Brought on in 2020 by the global pandemic, we’ve seen a spike in remote work. Studies show that 62% of workers aged 22 to 65 claim to work remotely at least occasionally. 2022 hiring trends all point to a continued increase in this area, with a particular focus on the availability of more hybrid working opportunities. Hybrid working conditions are trending to be the top ask among job seekers in this market. Every employee’s situation is different and in today’s candidate-driven market, companies need to provide options for how they work. Be prepared for candidates to negotiate a flexible schedule such as remote, hybrid, or a split shift.

These offers don’t just benefit the employee side, but also benefit the overall well-being of the company. Studies found that remote workers are more productive than in-office staff. Not to mention, remote working opportunities mean that companies can hire from a more diverse pool of talent. Another key factor that plays into these benefits is employee retention. When good candidates are becoming far and few between these days, retention is everything. Harvard Business Review found that remote workers were more likely to stay working for a business longer than colleagues who worked in-office. Overall, it’s important to be flexible and open-minded to what potential employees are asking for. Some people will prefer the office, some people will want to work at home, and others will need a mix of both. The best companies will cater to this hiring trend.

Remote vs. Hybrid Workers

3. DEI Initiatives Now a Must-Have

As the candidate pool shifts to a younger and more socially aware workforce, they are emphasizing diversity, equity, and inclusion (DEI) initiatives when searching for jobs. As we’ve seen an increase in progressive movements towards diversity in the workplace in the past couple years, it’s now become a requirement rather than a nice-to-have. Hiring trends state that in the coming year, businesses need to deliver on these big promises. Candidates are looking at actions rather than words. In 2022, companies will continue to focus on these initiatives, and we’ll see an increase in leadership roles created around diversity and inclusion such as “Chief Diversity Officer” and “Head of DEI.”

Along with the obvious social responsibility that companies should be supporting, DEI plays a critical role in productivity and retention in the workplace. Studies have found that companies in the top quartile for racial and ethnic diversity are 35% more likely (and those in the top quartile for gender diversity are 15% more likely) to have higher financial returns. Hiring trends have also proven that 35% of an employee’s emotional investment in their work, and 20% of their desire to stay at their organization, is linked to feelings of inclusion. Overall, an equitable and inclusive workplace will attract and retain a happier and more diverse workforce, creating success in every aspect of the business.

Wondering where to start? When strategizing DEI initiatives you can implement, start by setting up a diverse hiring team. This helps companies expand their workforce with individuals that bring unique ideas and experiences to the table.

4. Close the Skill Gap; Invest in Existing Employees

Today’s hiring market can be misleading when viewed at the surface level. Hiring trends state that 87% of employers are struggling to fill positions as a result of the skills gap, despite a high degree of unemployment. For companies who are looking to grow and expand market share, this may seem like a dead end. The solution? Promote and invest in education internally. All hiring trends, both current and predicted, lead to an emphasis on candidate’s skillsets rather than years of experience. Top skills being sought out focus on digital talents. Software development, data analytics, digital marketing, cloud computing, problem-solving, and project and change management are among these targeted skills.

By turning the attention to existing employees who are on the cusp of qualifying for a more technically advanced or higher responsibility role, employers avoid the stress of hiring during today’s climate. To be a successful business, we know retention is key. Offering skill advancement opportunities such as trainings and education programs takes retention a step further by saving both time and money. Statistics show that it costs more and takes longer to recruit and train new employees than upskilling current ones. SHRM reports that the average cost per hire in the U.S. is around $4,000, and that it can take an average of about 42 days to fill a position.

It’s hiring trends like these that are encouraging companies to focus internally. Surveys found that 84% of companies are increasing investment in reskilling programs. Amazon for example, recently announced that they were going to upskill 100,000 people in the near future. Above retention advantages, these opportunities promote employee satisfaction, loyalty, and employer branding all at once.

5. Advanced Technology and Automated Practices

As the digital world continues to take over and become more applicable to businesses, automation and AI will continue to be the most utilized hiring trend in 2022. With the new, younger generation set to take over a majority of the workforce, digitally advanced technology becomes critical. For smaller companies in particular, this will be essential in breaking out to compete with bigger businesses who have already been implementing advanced processes.

As we saw remote and hybrid work flourish, companies have since turned to AI technology to build out more automated processes and ways to streamline and communicate. 2022 hiring trends say that automation will go beyond HR and see advancement in all aspects of a business. This will go hand-in-hand with machine learning technology, resulting in an increased need for candidates with this unique skillset.

Taking all these hiring trends into consideration alongside the rapidly evolving and advancing job market; more companies are turning to recruiters and search firms. Navigating a new hiring market can feel like a full-time job in itself. That’s why there’s specialized recruiters in every industry space. Recruiters can help your company learn new hiring skills for this evolving world of work, expanding beyond being a personable employer and a good company. At Blue Signal, all our recruiters specialize in developing personal branding, adapting to industry changes, and offering insights to business leaders in their niche. Gaining insight on how to effectively work, interview, hire, manage, and communicate remotely can help you be the best hiring manager possible throughout today’s hiring trends. No matter the challenge you face, Blue Signal can help.

Rewarding Productivity Without Alienating Others

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In today’s candidate-driven landscape, retention and employee satisfaction directly impact company results. Employers who actively recognize diligent workers can set themselves apart, and benefit from substantial levels of business success. Encouraging performance, progression, and productivity are regular working practices that will help companies win the war for talent.

It’s evidential the more you praise good work, the more likely it is to continue and compound results. But then we face the questions, “How do you reward employees without alienating the rest of your workforce?” and “How do you provide incentives without ruining workplace morale for those who don’t hit the mark?” Here are some tactics for rewarding productivity without alienating and overlooking the rest of your employees.

 

What Does ‘Rewarding Productivity’ Mean?

Rewarding productivity or performance is recognizing an employee for exceptional work achievements. That’s saying, “These standout players are going beyond the norm.” Examples of typical workplace achievements which may be rewarded or recognized include:

  • Boosting sales targets
  • Increasing output or clientele
  • Enhancing quality of production
  • Offering above and beyond service
  • Delivering process improvement ideas
  • Reducing faults and weak points
  • Complying with workplace protocols

 

Employers use performance appraisals and systems to award over-achievers. By bringing attention to the actions that support the trajectory of the company, it inadvertently pinpoints opportunities for improvement. While the main aim of the system is to encourage employees to aspire high and wide, it has many unforeseen byproducts.

 

What are the Benefits of Rewarding Productivity?

The correlation between motivation, productivity, and rewards is slowly changing. At one point, people were solely motivated through promotional opportunities and financial rewards. Today, people’s motivators are evolving. Combining material with psychological incentives can result in achieving employee and business goals collectively. Some of the biggest benefits for rewarding productivity can lead to an increase in:

  • Morale and motivation
  • Business productivity
  • Retention of talented staff-members
  • Employee engagement
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For top performers, rewards are a surefire way to boost job satisfaction. However, for those who are not able to achieve those same results, it can begin to alienate some employees despite your best intentions.

 

How Rewarding Productivity Can Cause Alienation in the Workplace

Not all professionals are made the same. Similarly, not all professionals can deliver the same results. If they did, there wouldn’t be such thing as a “top performer”! By doing the job well, good professionals can still only hit their goal – and not exceed it. For those that are able to meet their goal, it can be demotivating to see recognition come only to those who’ve exceeded them. Alienation sets in when this perfectly average employee feels undervalued in their role, despite doing what they were hired to do.

If employees feel undervalued, they could decide to seek employment elsewhere. Harvard Business Review produced a report in 2016 stating that recognizing employees is the simplest way to improve morale. Researchers found that 82% of American employees felt they don’t receive enough praise at work. 40% from the same pool stated they would actively work harder if supervisors recognized their efforts.

 

So What’s the Best Way to Reward Productivity in the Workplace?

Rewarding staff is so much more than handing out vouchers or a paid day-off. The main goal should be to boost morale and increase motivation overall – not create a hierarchy of achievers vs. the rest. Here are some best practices for rewarding productivity that can help you avoid alienating other workers:

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1. Create Clear Benchmarks for Earning Rewards and Incentives

Employers should outline rewards and incentives through programs, systems, and procedures. The best reward programs are simple. Employees should know exactly what they’re aiming for – whether that’s a sales metric or delivery of certain projects. When setting these benchmarks, employers must give clear instruction on how to effectively meet those goals and provide tools to boost performance and progression on that path. If employees are unaware of how to win awards or the guidelines are unclear, it can lead to frustration and discouragement.

2. Connect Rewards with Work Standards

Consider connecting rewards with workplace standards. If employees understand the correlation between good work and rewards, they’re more likely to focus on reaching those requirements. An easy route is to provide different levels of achievement along the way. The more an employee sells, for example, the more recognition they gain. Recognize them for keeping pace with company standards. It’s more encouraging when levelling up is an achievable next step. Celebrate the merit-worthy, smaller wins along the way. The more rewards they reach, the more likely they are to be motivated to reach for that next level of achievement.

3. Tailor Rewards to the Staff

If the rewards have no bearing with the staff’s wants and needs, they probably won’t strive for them. Every business has its own workplace culture; so, copying traditional reward systems isn’t always the wisest decision. By tailoring rewards to suit your workforce, personnel are bound to be more incentivized through their interests. If your team members have expressed an interest in staycations, social events, or even an upgrade in tech – meet them where they’re at. Personalize rewards to demonstrate a proactive investment in employees’ preferences. This will no doubt lead to an increase in business loyalty and aspiration to outperform. Furthermore, it helps assure them that their voices have been heard.

4. Recognize All Types of Achievements

It’s too common of an occurrence for employers to get fixated on hitting big targets. Huge business achievements should be celebrated – like closing a deal with a multi-corporate business or signing a high-flying socialite to advertise a product. However, this can create favor to certain departments by dismissing those that aren’t revenue producing. It’s just as significant to recognize all levels of business achievements. Ideally, this system should practice recognizing achievements in everyday operations. Create merits not solely about reaching the big numbers – celebrate career progression and a job well done.

5. Incentivize Individual and Team Efforts

Results can be the end-product of an individual’s hard work. But more often than not, success comes from a team effort. Take a bespoke approach for incentives and reward systems on a team-to-team basis. Provide teambuilding events, sponsored happy hours, or team-wide bonuses as a reward. Teamwork can strengthen productivity, engagement, and overall business relations. Strong collaboration and communication can prove to be solid byproducts for business success – so reward it sufficiently.

 

Things to Avoid When Rewarding Employees

Fairness should be foremost when giving recognition. Still, it’s impossible to keep everyone satisfied. Employees should feel empowered to bring up concerns of unfavorable or discriminatory treatment to you directly, so that you can address concerns as they come up – but that won’t always be the case. For the best shot at success, here are steps to avoid alienating staff while rewarding productivity:

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1. Avoid Expressing Fake Gratitude

Empty appreciation can sometimes be worse than no thanks at all. When praising an employee or showing appreciation to a team, it must come from a genuine place. Instead of a half-empty or generic thank-you, provide gratitude where it’s deserved.

2. Don’t Disregard Performance Review Procedures

From annual reviews to weekly check-ins, it pays to utilize performance reviews and acknowledge progress. It helps keep employees on track to achieving their goals, and it gives employers an opportunity to address areas for improvement head on.

3. Avoid Abrupt Changes to Appreciation Methods

Present the idea of introducing new reward practices before launching a full-scale overhaul.  Have conversations with department leaders and supervisors with their ears to the ground to ensure a strong understanding of what employees would want to see. Leverage tools and services like reward consultancy companies, which can help introduce productive appraisal services. These reward company’s appraisal systems can help to encourage employee engagement. Not to mention, bringing in professional support can help avoid feelings of favoritism or bias.

 

The End Results for Rewarding Productivity

Through an active effort in valuing hard work – not just the highest achievements – employees will feel inspired to succeed. An increase in business production, loyalty, and retention are significant end-products that will make it well-worth your effort. Learn as you go and take the time to monitor any changes you make to reward processes. Adapt as the business evolves, and you’ll be sure to beat out the competition by retaining employees that are motivated and engaged. By practicing genuine care for your staff’s welfare, you’ll soon see that your business will be rewarded through loyalty, excellence, and success.

As your partner in the process, Blue Signal strives to help your company reach its fullest potential with all employees – not just the ones you hire from us! If you want to learn more about the best ways to help unite your team by rewarding productivity, give us a call.