Confidential Search: What are the Benefits and When is It Necessary?

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According to CNBC, 70% of jobs are never published publicly – and a large part of this number comes from jobs filled through a confidential search. When filling any position, there are many things for a hiring manager to consider. The first, and most important decision, should be whether the job needs to be posted publicly or kept confidential throughout the search process. When it comes to conducting a confidential search, there are many factors that make hiring more tedious. Because of this, most companies choose to outsource these roles to recruiting firms experienced in this type of search.

But what is a confidential search? When is it necessary? And why should you look to recruiting firms to conduct them? In this blog, we’re diving into all the instances when a confidential search is important and the benefits of partnering with a trusted recruiter for these types of roles.

What is a Confidential Search?

A confidential search is when a company is seeking to fill a position without advertising or alerting their employees, competitors, and/or clients that the job is open. When choosing between a traditional search and a confidential search, there are a few simple factors that determine which is needed. How you’ll advertise the role, how you’ll source candidates, the urgency of filling the position, and of course, the level of confidentiality desired, all should be considered.

Whether a position is vacant, newly created, or replacing a current employee – conducting a confidential search could be essential. When filling a confidential search, companies can’t carry out typical advertising and job postings online like they usually would. This results in much more time sourcing candidates in a more hands-on and direct way. Even without typical job postings live online, keeping an open position confidential can still be difficult to do for an internal talent acquisition team if not experienced.

Confidential Search Tips

When is a Confidential Search Necessary?

Replacing Executives or Management Positions – Avoiding Leadership Gaps

The most common reason companies choose to conduct a confidential search is when they’re replacing high-level positions in leadership. Based on a recent LinkedIn poll we did with our followers – 70% of hiring managers agreed that they conduct a confidential search when replacing an executive-level role. When planning to replace a current employee, especially one with a high level of responsibility, it’s better if they aren’t tipped off about the change before coverage has been arranged. Ideally, you’ll have a replacement lined up and ready to step in when the time comes, avoiding any gaps in leadership.

In general, the process of filling executive and senior management roles take longer than lower level roles. According to Monster, the average time it takes to fill an entry- to mid-level role is about eight weeks, while a high-level role can take anywhere from six months to a year. This makes it even more important to ensure the position isn’t left empty, when possible.

Exploring New Sectors/Products/Industries

Another common reason hiring managers choose a confidential search is when their company is rolling out a new product line, business model, secondary company, etc. In most cases, it’s important to keep industry competitors in the dark about upcoming expansion news until the public launch date. Posting detailed job openings that obviously allude to new product development, sector expansion, or a first-of-its-kind service, can lead to increased market competition. When looking to launch any type of industry disruption, being first to market is key when filling a need or service gap. No matter the industry, every company has competitors, and you never know who’s keeping a close eye on you as competition.

Experiencing Internal Changes or Reorganization

Companies going through drastic internal changes such as mergers, IPOs, or restructuring may want to keep certain open positions quiet. Often, these situations can be sensitive information when it comes to internal staff. If you have not made the big announcement yet, posting certain job titles may give it away. The last thing a company needs when going through an organizational change is panicked employees – which can often lead to early resignations. In these situations, a confidential search can also ensure you’re not deterring candidates from applying. Outsiders may see these changes as the company being unstable and would result in less of an applicant pool to choose from.

For the same reason, you also don’t want to put off your clients by the amount or type of jobs you have posted online. This can be especially true for executive level roles. Even if a current employee in leadership is retiring and aware of the hiring need, it still might be a good idea to fill their role confidentially to avoid clients questioning internal stability. Many companies also need to consider their competitors in this same situation. If competitors see a time of weakness for your business, they may begin to pose a bigger threat and possibly poach your customer base.

Reducing High Volumes of Unqualified Applicants

When it comes to a globally recognized brand name or commonly sought after company, it’s always better to hire confidentially. This helps avoid receiving an overwhelming number of unqualified applicants to sort through. If a role is going to be highly desired among a large group of candidates, (i.e., a sales executive at a Fortune 500 company) you can expect hundreds or even thousands of applicants. With such a large number of applicants, it’s likely only a small percentage will be fully qualified for the position.

Conducting a confidential search also helps to avoid candidates from adjusting and falsifying experiences and skillsets on their resume before they apply. Unfortunately, this can be a common occurrence and if you’re not familiar with the signs of a candidate exaggerating during interviews, it can lead to a bad hire – meaning the search process has to begin again. When a candidate connects with a recruiter, they are asked to present a resume before they are even sent the job description. This helps ensure you’re getting an accurate representation of the candidates’ authentic experiences.

Confidential Search Benefits

Benefits of Outsourcing a Confidential Search

Stress-Free Process

Overall, partnering with a recruiting firm ensures a stress-free environment for you and your staff. As mentioned, one small mistake can void confidentiality all together in a job search, causing a stressful hiring process for you and your internal hiring team. When using a recruiter who is experienced in confidential search, you can be confident that the position will be filled the right way.

Not to mention, an extra layer of confidentiality can be put into play when recruiters use NDAs in their search process. This is something Blue Signal does with 100% of our candidates. Having candidates sign NDAs before moving forward in the interview process and discussing company information is a great safety net to ensure confidentiality. Signed NDAs hold candidates accountable, so they don’t communicate any details related to the job opportunity with others. Recruiters also can guarantee an exclusive list of candidate outreach, so the info doesn’t get into the wrong hands. This is done by sourcing passive candidates rather than posting detailed job descriptions on online job boards.

Larger Candidate Pool

Because confidential searches are made primarily through passive candidates you can guarantee a much larger candidate pool, but without the added time screening unqualified candidates up front. Passive candidates are people who aren’t necessarily looking for a job change. They are thriving in their current role, which means regular job posts don’t typically reach these top performers. Recruiters can reach out to passive candidates directly and communicate the opportunity on a personal level. Through these one-on-one conversations, they’re able to relay certain aspects and details about the role that may pique their interest in making a move.

Save Time

Overall, facilitating a confidential search requires much more time to source and review talent. Studies have shown that 44% of candidates don’t receive feedback from a potential employer for weeks after applying. Not to mention, tests have found that the average hiring manager looks over a resume for only six to seven seconds. When working with a recruiting firm, especially on a confidential search, they are able to get back to candidates FAST and take the time to review each resume in full detail.

Recruiters also take on the added inconvenience of conducting initial candidate screenings and phone interviews. This allows them to fully vet candidates for your role before their resume even comes across your desk. Not to mention, the candidate will be fully briefed on the confidential aspects of the role and meet with you only after signing an NDA. This then allows you to interview candidates in detail without the stress of exposing sensitive company information.

Continued Recruiter Support

One of the most beneficial reasons to work with a recruiting firm during a confidential search is the overall partnership you receive along the way. Throughout the process, you’ll have the opportunity to gain expert-level advice, learn about best practices, and get questions answered by your recruiter. Once your recruiter identifies a great candidate, your partnership doesn’t end after the candidate’s first day. Recruiters are industry experts, and they are there to act as a partner for you and your company’s goals long-term. A great recruiter will offer support throughout new hire onboarding processes and candidate retention. Furthermore, once your recruiter understands your company’s goals, they can keep you in mind when another ideal candidate comes along in the future.

Conclusion

In the end, a confidential search done in partnership with a best-in-class recruiting firm will protect your team, brand, and drive authentic alignment with your hires. Blue Signal keeps 100% of our searches confidential, regardless of the type of search our clients choose. This helps us better protect the hiring manager’s time, gives us an exclusive candidate pool, and allows access to our own audience – which is wider than theirs on their own.

It’s important to remember, confidential searches can be much more difficult for non-experienced hiring managers. Don’t risk it – a minor slip up can cause a snowball effect and blow confidentiality fast. This is why we always recommend getting help from an experienced recruiting firm for all confidential searches. If you’re ready to partner with an expert or want to learn more about our search processes, reach out to us and we’ll connect you with a recruiter who is specialized in your industry.

The Benefits of Responding to Recruiters’ LinkedIn Messages

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Receiving unexpected LinkedIn messages from a recruiter can spark all kinds of feelings. On the one hand, you may feel flattered that someone thinks you are well-qualified for a position they are trying to fill. However, on the other hand, you may also feel nervous about responding, or annoyed because you have a great job, and your inbox is flooded with similar LinkedIn messages. You could even feel conflicted about whether to reply at all, and if so, how you would go about crafting a response.

Recruiters – including our top-notch team at Blue Signal – spend a lot of time reaching out to potential candidates. In fact, 77% of recruiters use LinkedIn messages for recruitment purposes, making it the most-used channel. Even though they are somewhat used to people not responding to their messages, it’s always a good idea to at least respond. As a job seeker, it’s imperative to understand the benefits of responding to recruiters’ LinkedIn messages and what to say to stand out from the crowd.

LinkedIn Messages Have Low Risk, High Reward Potential

Responding to recruiters’ LinkedIn messages politely, whether interested or not, only takes a couple seconds. A quick reply is less burdensome than a phone call, and let’s be honest, we are already replying to hundreds of texts and instant messages a day. So, what’s one more?  LinkedIn even provides short responses for both showing interest and politely declining. However, we suggest you take it one step further and set up these templated responses to LinkedIn messages as "Quick Replies,"  saving you even more time.

LinkedIn Messages Quick Reply Example

Not only does responding to a recruiters’ LinkedIn messages take virtually no time, one of the main benefits is that it is also a free service to you! Recruiters are paid by the hiring companies to help place candidates into their open roles. Recruiters aren’t trying to swindle you; they really want to see you happy in your career. Which means their focus is finding the perfect pairing both for you and the hiring company.

In fact, their paycheck might depend on it. The job of the recruiter is to source candidates on behalf of the client, and they are typically paid a percentage of the first-year salary for managing all sourcing and screening. Recruiters like those at Blue Signal work through a placement guarantee. Meaning, if you quit or don’t like your job, they don’t get paid! This is even better news because they have a stake in the game. Recruiters will go to bat for you to get the salary and compensation you deserve. It’s literally a mutually beneficial effort for them to get you a better paying job!

Recruiter LinkedIn Messages are a Networking Opportunity

Getting a LinkedIn message from a recruiter is actually great news! After a recruiter has sought you out, and you’ve replied professionally and politely, you can leverage the recruiter’s expertise as a dynamic networking tool of your own. Even if the role they initially contacted you about doesn’t work out, connecting with a recruiter can have several long-term advantages. Replying to recruiters’ LinkedIn messages creates a positive first impression that may make them more inclined to think of you down the road. You are likely to stick in their mind if you let them know you’re not currently interested but are open to other opportunities. This puts yourself in a position to have exclusive access to future open positions. In the interim, the recruiter can potentially be a valuable resource for resume review, interview preparation, and LinkedIn profile optimization tips and tricks. They are experts in the hiring industry and have unique insights into exactly what hiring managers are looking for that are sure to benefit you long-term as your career progresses.

Benefits from recruiter LinkedIn Messages

Another great way to remain connected to a recruiter if you aren’t interested in an opportunity is to refer colleagues. If you are not interested, or don’t fit for the role the recruiter is trying to fill, offering them a referral from your own network is sure to keep you at the top of the recruiter’s mind for future opportunities. Keeping your network in mind could turn into a huge opportunity for someone you know! It’s in our human nature to want to help people, and those you help will be more inclined to return the favor in the future. This generates good will between you and the recruiter and reflects well on your professionalism and willingness to help others as a potential candidate.

Recruiters are Your Personal Career Advocate

They say reputation is everything, and a recruiter will ensure that yours works for you. A recruiter will be your partner in helping to sell your skills and talents to a potential employer. Because recruiters have already established a trusting relationship with hiring managers they work with, their word carries a lot of weight. The recruiter’s vote of confidence can be especially important if you are making a switch to a new career or industry. A recruiter can act as your real-life cover letter! You have someone that can vouch for your transferable skills and abilities, even if they don’t exactly align with the job description.

Take for instance your next career move. Perhaps you received an offer and wondered whether it was fair. You aren’t alone! Most candidates aren’t quite sure of their market value. But as someone with a recruiter in your network, you have an Ace in your back pocket. Your recruiter can advocate for you throughout the hiring process by helping you to assess and negotiate for appropriate compensation. Because recruiters work in this field every day, they have the market knowledge to ensure that you get the offer you deserve and will work with the potential employer to do so. As the middleman, you can be direct with your recruiter about what you want, and they can help you be able to frame that in an appropriate way when making negotiations about the job offer.

How to Respond to Recruiter LinkedIn Messages

Now that we have addressed all the benefits of working with a recruiter, let’s discuss how to respond to recruiters’ LinkedIn messages appropriately and effectively. It is crucial to keep in mind that your first impression with a recruiter is also your first impression with the hiring company. You will want to treat all of your conversations with recruiters as if they are interviews with the hiring company because, to an extent, they are. This means maintaining a professional and positive demeanor throughout your communication, whether it is via LinkedIn messages or another method. Recruiters are more likely to move you forward in the process if they are confident that you will treat a hiring manager in the same manner.

Also, it is important to be courteous and respectful. After all, “treat others the way you want to be treated” is the golden rule for a reason. Like anyone, recruiters want to work with people they like. Treat recruiters with respect and be polite when interacting with them. Be respectful of recruiters’ time by keeping communications brief and do not overwhelm them with constant LinkedIn messages, emails, and phone calls. You’d want to receive the same courtesy, and you never know how valuable a connection can be!

Here are some examples of how you can respond to recruiters’ LinkedIn messages to help get you started:

LinkedIn Messages Response Example 1
LinkedIn Messages Response Example 3
LinkedIn Messages Response Example 2

Although responding to recruiters’ LinkedIn messages may seem like a daunting task, the benefits of responding greatly outweigh any drawbacks. A recruiter can serve as an expert in the field, your biggest career advocate, and an addition to your professional network all at zero cost to you! Blue Signal is here to help; as your partners in the hiring process, we advocate for the best of the best for each of our candidates. To get started, and see your own career’s potential, contact us today.

Closing the Confidence Gap

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While the world of work has been making strides to make it a more equitable place for women and minorities, it's still not where it should be – but maybe not for the reason you think. Despite the rise of diversity, equity, and inclusion (DEI) initiatives, corporate responsibility, fair hiring practices, and an emphasis on representation – the system is still geared to better serve men. Hewlett Packard found that women only apply for jobs when they have 100% of the qualifications listed in the job description, whereas men are comfortable applying when meeting just 60%. This is a large detriment to women in the workforce because it limits their visibility to companies that are hiring. Here is how you can help close this confidence gap and level the playing field when it comes to job applicants.  

 

Defining the Confidence Gap  

As stated above, studies have proven that there is a confidence gap that occurs when women apply to jobs versus when men apply to jobs. The “confidence gap” is the difference in confidence between men and women applying to open positions. Men are more likely to apply to jobs they are less confident about meeting all the criteria for, whereas women typically only apply to a job when they are confident they meet all the criteria.  

 

What the Confidence Gap Doesn’t Address  

However, this finding doesn’t address all the variables behind applying to jobs. As many have speculated since the original Hewlett Packard findings were released, this confidence gap could be attributed to several other factors.  

Women Are More Selective  

A study by LinkedIn found that women are 14% less likely to apply to jobs they review than men, even though they are browsing roles at the same rate. This finding suggests that the gap may not be about confidence, but rather more about their perceived success rates. Women want to respect the guidelines of the posting and tend to only apply to jobs they believe they could actually be offered. In this instance, this selective nature is attributed to a respect for everyone’s time and energy, and not a lack of confidence.  

Recruiting is a Human-Based System  

Although recruiting has been automated by applicant tracking systems and other advanced technology, it’s still largely a human-based system and is therefore affected by human faults. That same LinkedIn report found that when women appear in a recruiter's search results, they are 13% less likely to be viewed than a man’s profile in the same search results. Gender bias is an unconscious bias that can play into a person’s perceived notion of a candidate, and unfortunately can also stack the odds against women.  

Organizational Bias  

Just as individuals can harbor unconscious bias, so can organizations. Oftentimes, systems within an organization can inadvertently reward men more than women. The first example that often comes to mind is the “old boys club” that tends to promote men at greater rates than women. When hiring, bonuses, promotions, and other company recognition is based on favor from leadership, it can create gender biased results.  

 

How to Close the Confidence Gap – and Address Its Ancillary Issues  

No matter the source, whether it’s lack of confidence or biases in the hiring system, it’s clear to see that there is still room for improvement when it comes to closing this gender-based gap. Here are some steps you can take at your organization to ensure an equitable candidate journey for everyone.  

Confidence Gap Blog Graphic

Address the Confidence Gap in Your Job Postings 

Many companies have started to adopt jargon within their own postings that directly addresses the confidence gap proven by Hewlett Packard. At Blue Signal, we recently implemented the same practice and began including the following phrasing in all our own internal job postings:  

“Don’t meet every single requirement? Studies have shown that women, minorities, and individuals that identify as a part of the LGBTQ+ community are less likely to apply to jobs unless they meet each and every qualification listed on a job description. At Blue Signal, we believe in more than a checklist when it comes to finding the perfect person for a role. In order to further build more inclusive and diverse workplaces, and should this role sound exciting to you, we encourage you to apply anyway. You may be just the candidate we are looking for.”    

Create something similar that fits the tone and messaging of your own company. This way, when women or other minority groups go to apply, they will see this as encouragement and a direct reflection of your organization’s commitment to equity. You’re sure to see results as your applicant pool becomes more diverse!  

Ensure Equitable Practices within Hiring, Promotions, and Other Internal Recognition  

Most importantly, make sure you are auditing your current internal systems to ensure equitable practices throughout the candidate journey. Equity must be prioritized after hiring in order to make a true, lasting impact. Make sure there are concrete, well-communicated goals in place for promotions, bonuses, raises, and other recognition so it’s not based on favor. Then, follow up by monitoring the progress of all employees through their careers to make sure both men and women are being promoted at the same rate.  

Address Gender Biases in Your Recruiting Practices  

Finally, have the conversation and take the proper steps to remove gender bias in your recruiting and hiring processes. Educate your hiring managers on gender bias so that they can address it within themselves. Leverage ATS systems that remove names and pronouns in resumes so that hiring managers are making selections on candidates to screen that aren’t based on presumed gender. Work with recruiting firms that address gender bias in their processes.  

 

Conclusion  

Unfortunately, the hiring systems in place today inequitably favor men over women. It’s our job to make sure we actively counteract this by addressing gender biases in our business practices. By taking accountability and adjusting our processes, together we can close the confidence gap.  

To learn more or get started on your own hiring equity journey today, reach out to Blue Signal’s DEI certified recruiting team. As your partners in the hiring process, we’re here to get your organization on the right track.  

Blue Signal Ranks No. 1751 on the 2022 Inc 5000 List

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For the 2nd Time, Blue Signal Appears on the Inc 5000 List, Ranking No. 1751 With a Three-Year Revenue Growth of 351 Percent

Today, Inc. revealed that Blue Signal is No. 1751 on its annual Inc 5000 list, the most prestigious ranking of the fastest-growing private companies in America. The list represents a one-of-a-kind look at the most successful companies within the economy’s most dynamic segment—its independent businesses. Facebook, Chobani, Under Armour, Microsoft, Patagonia, and many other well-known names gained their first national exposure as honorees on the Inc 5000 list.

This is the second consecutive year Blue Signal has been ranked on Inc 5000 list and in addition to being recognized as #1751 overall, we were also ranked #57 in Arizona, #54 in Phoenix, and #74 in Human Resources! "We are proud and humbled to be on the Inc 5000 list alongside many of our partners and clients," says Blue Signal CEO, Matt Walsh. "This recognition is a testament to our clients, candidates, and team. We are thankful for the opportunities to help build and grow many Inc. 5000 clients and appreciate the opportunity to be among them."

The companies on the 2022 Inc 5000 list have not only been successful, but have also demonstrated resilience amid supply chain woes, labor shortages, and the ongoing impact of Covid-19. Among the top 500, the average median three-year revenue growth rate soared to 2,144 percent. Together, those companies added more than 68,394 jobs over the past three years.

Complete results of the Inc 5000 list, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found at www.inc.com/inc5000. The top 500 companies are featured in the September issue of Inc. magazine, which will be available on August 23rd.

“The accomplishment of building one of the fastest-growing companies in the U.S., in light of recent economic roadblocks, cannot be overstated,” says Scott Omelianuk, Editor-In-Chief of Inc. “Inc. is thrilled to honor the companies that have established themselves through innovation, hard work, and rising to the challenges of today.”

More about Blue Signal

Having successfully completed over 1,700 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to achieve this massive growth. 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 our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction for both parties. Our reputation is built on our ability to consistently incorporate these priorities into each of our searches to make long-term, impactful connections.

Blue Signal’s success has gained attention within the industry for our client services and candidate processes. We are proud to have won awards such as Inc. Magazine’s Best Workplaces 2021 & 2022; #1 Technical Placement Firm 2022; #2 Executive Search Firm in Arizona for 3 consecutive years; #2 Best Places to Work in Phoenix by the Phoenix Business Journal 2021; Forbes America’s Best Temporary Staffing Firm 2020; listed on Best and Brightest Companies to Work For in the Nation 2021; Top Recruiter – Best of Tempe 2019, 2021, and 2022; #2 Best Places to Work in Arizona 2021 and 2022; and #89 on the Inc. Regionals Southwest list of Fastest-Growing Private Companies. Among our leadership, Matt Walsh has joined the Pinnacle Society and was recognized as one of the 30 Most Inspiring Business Leaders in 2019.

More about Inc. and the Inc 5000 List

Methodology

Companies on the 2022 Inc 5000 list are ranked according to percentage revenue growth from 2018 to 2021. To qualify, companies must have been founded and generating revenue by March 31, 2018. They must be U.S.-based, privately held, for-profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2021. (Since then, some on the list may have gone public or been acquired.) The minimum revenue required for 2018 is $100,000; the minimum for 2021 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Growth rates used to determine company rankings were calculated to four decimal places. The top 500 companies on the Inc 5000 list are featured in Inc. magazine’s September issue.

About Inc.

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

For more information on the Inc. 5000 Conference and Gala, visit http://conference.inc.com/.

How To Create an Inclusive Remote Workplace for People with Disabilities

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Working remotely can be an accommodating arrangement for many employees, including people with disabilities. With its plethora of benefits, remote work is becoming a top hiring trend for 2022. Many thriving businesses are adopting this change, but are finding that creating an inclusive remote workplace for people with disabilities has its own unique challenges. This may seem daunting, however, the key to creating an inclusive remote workplace is simple. To achieve this goal, companies must provide employees with the freedom and flexibility to design their workspace and schedule in a way that meets their individual needs.

In addition, employers should provide clear expectations and guidelines for remote work, including how to stay connected with colleagues and receive support from their managers. But what additional steps can be taken to make everyone feel included without bias? In this blog, we will take a look at the best strategies for creating an inclusive remote workplace for people with disabilities.

 

Provide Assistive Technology

People with disabilities shouldn’t have to face additional obstacles when it comes to working remotely. Large personal expenses incurred by paying for their own assistive work equipment can cause unnecessary hurdles. Even with reimbursements, it can take time and headaches to get those expenses approved. Luckily, employers are required to provide assistive technology as a reasonable accommodation.

Common assistive technology includes screen readers, text-to-speech software, and audio captioning (which can be particularly helpful on remote video calls). During the interview process, make sure to discuss with your new employee which assistive technology they may need to thrive in the role. Ensuring your employee has the appropriate technology from the start will set them up for success in their role and help create an inclusive remote workplace.

 

Ask What They Need For an Inclusive Remote Workplace

Asking employees directly what they want is a way to ensure their needs are met. They are, after all, the best person to tell you what will make work easier for them. This conversation should be proactive; don’t wait for them to tell you that there’s an issue.

Fortunately, a recent report found that 71% of companies are willing to make adjustments for people with disabilities. While there is still room for improvement, it’s a great start. By asking employees what will improve their work environment, you are promoting an inclusive remote workplace. This shows that you value them as an employee and want to see them succeed. As they gain tenure, continue checking; as their role evolves, their needs may as well. Being open to suggestions and establishing regular check-ins will sustain an inclusive remote workplace.  

Man sitting at desk in wheelchair using his phone and laptop in an inclusive remote workplace, with a transparent blue background. Text with statistic is overlayed.

Train Managers on How to Best Support Employees

In order to best support employees with disabilities, it is essential that managers receive suitable training on how to accommodate their needs. These trainings should cover a wide range of topics, from how to adapt work tasks to specific impairments, to interacting respectfully with employees who have disabilities. By ensuring that managers are properly prepared to support every member of their team, businesses can create a more inclusive remote workplace and unlock the full potential of their workforce.

 

Ensure Social Interaction is Accessible

Social interaction plays a huge part in establishing a strong company culture and camaraderie among colleagues, so it’s important that it’s consistent. This doesn’t mean that you all have to meet up every Friday after work but having casual conversation or messaging about your weekend can go a long way in supporting coworker bonding.

Making sure these events are accessible for people with disabilities is the only way to make them equitable and welcoming for all. This isn’t just about physical disabilities either – people with intellectual disabilities may need more regular breaks, for example. Whether it’s establishing virtual happy hours or team building activities, ensuring social interaction is accessible to all is a great way to create an engaged and inclusive remote workforce.

 

To Sum Up Creating an Inclusive Remote Workplace

Every employee is in a unique position and taking an individual approach will serve you well when creating an inclusive remote workplace. To be successful, make sure to talk to your team members with disabilities about adjustments that will make things more accessible for them. Remember to be open to their suggestions, even if it’s a new approach for you.

Blue Signal’s tenured team of recruiters specializes in diversity, equity, and inclusion recruiting. If you need guidance in creating an inclusive remote workplace, reach out to one of our recruiting professionals today to get started.

 

About Our Contributor

Dylan Reid is a freelance writer at 6XDMedia who holds a particular interest in employee welfare and has created content for established companies based all around the world. They hold a degree in creative writing and are always eager to expand their knowledge around different subjects.

Blue Signal Ranked #1 Technical Placement Firm in Arizona 2022

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Blue Signal Search was recently recognized by AZ Big Media for ranking among 5 different lists of top businesses in Arizona for 2022.

“Ranking Arizona - The Best of Arizona Business” is an annual publication by AZ Big Media that is Arizona’s largest and most comprehensive business opinion poll. It annually ranks companies based on the opinions of clients, partners, and customers with one simple question: “With whom would you recommend doing business?”

This year, in addition to being named #1 in the Technical Placement category, Blue Signal has been awarded four other Ranking AZ titles in multiple categories:

  • #1 Technical Placement (Ranked #4, 2021)
  • #2 Top Executive Search (Ranked #2, 2019, 2020, 2021)
  • #2 Best Places to Work (Ranked #4 in 2021)
  • #3 Permanent Placement
  • #3 Temporary Placement

 

We are so proud and humbled to be recognized in this publication for the fourth year in a row, and to be nominated by those in our amazing home state makes it that much better! Not to mention, having a place among the best in the business is such an honor. The fact that so many of our clients and peers would choose to work with our business is a testament to the number of lives we have positively impacted in our line of work. The services and personalized care we give when approaching any hiring need has helped hundreds land new jobs, launch their careers, and reach new heights.

We particularly want to thank our incredible team of employees for our #2 ranking in the Best Places to Work category. The Business Services: Best Places to Work category in Ranking Arizona receives an extraordinary number of votes on the voting site, a publication representative explained, adding that "being mentioned in this category is very personal to the employees and leadership of each participating business." We couldn’t have done it without the support from our dedicated team!

More about AZ Big Media:

For more than 35 years, AZ Big Media has been bringing readers the state’s most compelling business, real estate, and lifestyle news through the print editions of AZ Business and AZRE magazines, Ranking Arizona, AZ Business Leaders, Experience AZ, People & Projects to Know, Arizona Business Angels, and Play Ball, the only official spring training publication of The Cactus League.

The company has the fastest-growing news website in the U.S., that serves as a complement to its print publications and incorporates up-to-the-minute breaking news, compelling business stories, C-Level executive editorial profiles, and much more.

More about Blue Signal:

Blue Signal was founded in Chicago in 2012, and since then, has grown into a multimillion-dollar executive placement firm with offices in the Phoenix and Chicago areas. Blue Signal has established itself as the premier executive search firm within wireless/telecom, IoT, cloud and managed services, medical and healthcare, manufacturing, emerging technology, and related industry niches.

Having successfully completed over 1,700 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 our client's businesses and our candidates’ careers to fully understand top priorities and the best direction of both parties. In turn, our reputation is built on our ability to consistently incorporate these priorities into all of our searches to make long-term, impactful connections.

Glossary of the Top Telecom Terms

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Our world continues to become more interconnected than ever due to the innovative advancements in telecommunications. All types of industries are collaborating to deliver disruptive technologies like artificial intelligence (AI) and smart homes – making it crucial for those beyond the telecom space to understand this high-tech terminology. Each of our lives are influenced by our ability to connect with others, whether you work in finance, recruiting, manufacturing, healthcare, or even agriculture. Something as simple as Wi-Fi is a tool delivered by the telecom industry that we all need to do our jobs, no matter the field. According to market analysis, the telecom industry is predicted to grow 5.4% annually between 2021 and 2028. That’s a faster growth rate than the automotive, construction, insurance, and agriculture industries! No wonder it’s been hard to keep up with the ever-changing telecom terms.

To shed some light on this industry jargon and bring you up to speed on some recent advancements, Blue Signal created a glossary of the most common and useful telecom terms. These telecom terms will help you better understand what goes into keeping us all connected – and possibly provide some knowledge to help you stand out with a future client or employer. Read on to learn about 5G, VPNs, TCP/IP, and more. For the full list of 80+ telecom terms, click the link below to download our guide.

Top 20 Telecom Terms:

  1. 3G/4G/5G: Third-, fourth-, and fifth-generation wireless capabilities that allow for faster and broader access to information and services via mobile devices.
  2. Bandwidth: The range of frequencies in a communication channel. Analog communications measure bandwidth in Hertz, whereas digital communications use bits per second (bps).
  3. Broadband: A high-capacity transmission technique that allows for the communication of a large amount of information over a wide range of frequencies.
  4. Carrier: Vendor of transmission services operating under terms defined by the FCC as a common carrier. Owns a transmission medium and rents, leases, or sells portions for a set tariff to the public via shared circuits. (AT&T, Sprint, MCI, Ameritech, etc.)
  5. Fiber Optic Cable: Glass strands used to transmit light signals for cell phone and Internet connections. These cables allow for connection speeds 10 to 100 times faster than copper wire.
  6. Firewall: A barrier device placed between two separate networks. A firewall can be implemented in a single router that filters out unwanted packets or it can use a variety of technologies in a combination of routers and hosts. Today, many firewalls combine filtering functionality with Network Address Translations (NAT) functions.
  7. Gateway: A network element that performs conversions between different coding and transmission formats. The gateway does this by having many types of commonly used transmission equipment and/or circuits from different carriers to provide a means of interconnection.
  8. Local Area Network (LAN): A group of computer and peripheral devices that are connected in a limited area such as a school, laboratory, home, or office building.
  9. Network: Any connection of two or more computers that enables them to communicate. Networks may include transmission devices, servers, cables, routers, and satellites. The phone network is the total infrastructure for transmitting phone messages.
  10. Open Network Architecture (ONA): The overall design of a carrier's basic network facilities and services to permit all users of the basic network, including enhanced service providers, to interconnect to basic network functions on an unbundled and "equal access" basis.
  11. Private Branch Exchange (PBX): A private telephone exchange that serves a particular organization or business and has connections to the public telephone network. Newer PBXs have features that allow for data and video communications as well as voice.
  12. Radio Frequency (RF): A measurement representing the oscillation rate of electromagnetic radiation spectrum, or electromagnetic radio waves, from frequencies ranging from 300 GHz to as low as 9 kHz. With the use of antennas and transmitters, an RF field can be used for various types of wireless broadcasting and communications.
  13. Router: A device or setup that finds the best route between any two networks, even if there are several networks to traverse. Like bridges, remote sites can be connected using routers over dedicated or switched lines to create WANs.
  14. Small Cell: An umbrella term used to describe a miniature radio access point (AP) or wireless network base station with a low radio frequency (RF) power output, footprint, and range. They enhance cellular network coverage and capacity in areas where use demands are the highest.
  15. Switch: A mechanical or solid-state device that opens and closes circuits, changes operating parameters, or selects paths for circuits on a space or time division basis.
  16. Telecommunications: Communicating over a distance. Use of wire, radio, optical, or other electromagnetic channels to transmit and receive signals for voice, data, and video communications.
  17. Transmission Control Protocol/Internetworking Protocol (TCP/IP): A protocol developed to allow dissimilar devices to communicate across many kinds of networks.
  18. Virtual Private Network (VPN): VPN modules create closed secure tunnels for communication between two firewalled LANs. VPN technology is a common approach used today for providing secure communications over IP networks.
  19. Voice Over Internet Protocol (VoIP): Telephone services provided over broadband Internet connections rather than traditional phone networks.
  20. Wide Area Network (WAN): An important computer network that is spread across a large geographical area. WAN network systems could be a connection of a LAN that connects with other LANs using telephone lines and radio waves.
Blue Signal's Glossary of Common Telecom Terms

As this global tech trend advances, the telecom industry will continue to be involved in all things that keep us connected. Impacting all different types of industries, it’s more important now than ever to stay up to speed on what these telecom terms mean.

Whether you’re trying to stay relevant in your current field, or are looking to break into a new career path, Blue Signal has the resources to help. Our recruiters are specialized in their industries and understand the importance of knowledge-share across these diverse fields. Reach out today to learn more about how you can stand out in your industry and reach your career goals.

The 5 Recruiting Metrics Every Business Should Measure

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Hiring is one of the most important business decisions any company can make. However, many companies are unsure where to start when it comes to talent acquisition and often overlook key recruiting metrics. Hiring blindly can lead to poor candidate support, turnover, and lost recruiting dollars. In 2021, a bad hire was estimated to cost a business anywhere between $17K to $240K.  

While hiring based on instinct can sometimes yield some lucky results, it isn’t a great strategy for long-term growth. In order to make the most informed hiring decisions now and in the future, businesses should measure and monitor these 5 essential recruiting metrics.  

 

#1 – Time to Fill/Hire  

When you have a position open up, it’s important to know your timeline. Of all recruiting metrics, this should be evaluated first. Setting timeline expectations can help internal stakeholders like teams and managers allocate proper resources to cover in the interim. The average time to fill a position is 42 days. Use this as a benchmark to ensure your business is able to hold out on operation of that role for at least that long. If not, that indicates that you will either need to reprioritize hiring, or come up with a short-term solution until you get the right person on board.  

After you’ve set an estimated timeline, get ahead of the urgency by identifying funnels and streamlining your hiring process. As you go through the motions, watch to see what steps in the process take up the most time. Look for ways to speed them along, or remove them altogether. Regardless, it’s important to address common mistakes that could slow down the hiring process. After all, this could be the make or break of the candidate’s experience.  

A study by Cronofy found that 43% of candidates have dropped out of a hiring process due to scheduling delays. That means that you could lose nearly half of your qualified applicants simply because it takes too long to process them. Assess your hiring bottlenecks early and often so you don’t miss out on top candidates due to poor task allocation and time management.  

 

#2 – Attrition/Turnover  

Next, it’s pertinent to know your company’s recruiting metrics surrounding attrition. By looking at the turnover rate of a candidate’s first 12 months on the job, you can determine the effectiveness of your recruiting and onboarding processes.  

For instance, if you find that you have a rather high turnover rate for new hires, you might want to assess whether or not the job postings are accurately setting the expectations of the role. Are you being transparent throughout the interview process about what it will look like? Is your onboarding training setting these candidates up for success? Or does it need to be reevaluated?  

Regardless of the cause, high turnover signifies a lack of communication somewhere in the process leading to costly falloffs. Research by Brandon Hall found that great employee onboarding can improve retention by 82% and productivity by 70%. Essentially, it pays to be conscious of the candidate experience!  

 

#3 – Cost Per Hire  

Speaking of payoffs, it’s important to prioritize cost per hire among your core recruiting metrics. This should include job board fees, time spent by hiring managers in interviews and screening resumes, ATS system subscriptions, and any agency fees. Divide that grand total by the total number of hires you’ve made to determine your cost per hire!  

This metric is critical. It would be impossible to know whether your optimized recruiting efforts from any of these other steps are having effective ROI/cost savings if you don’t measure cost per hire. Not to mention, it will be important to know how much money you spend on recruitment annually when you begin planning and budgeting. Whether you’re scaling your business, planning for retirements, or getting ready to reorganize, it’s good to know your cost per hire.  

Recruiting Metrics Blog Cost Per Hire

#4 – Quality of Hire  

Similarly, it’s important to track the quality of the candidates you hire. Although less data-driven, this step falls high among recruiting metrics because it can help you determine whether or not your recruiting process is yielding the results you want. To accomplish this, you’ll want to monitor the performance of each new hire’s first year on the job. Track things like time to onboard, assimilation into company culture, and their impacts on the business.  

For example, how much revenue did a salesperson help produce in their first year compared to what you’d expect from someone in their position? Or, think about a marketing hire – did they contribute innovative ideas to the team resulting in audience growth?  

If you discover that the quality of your hires does not match what you need from them for the roles you are recruiting for, this is a good indication to adjust your tactics and target a new talent pool. By measuring this success rate, you will also be able to forecast the impacts on the business you need to get to the next level - i.e. if you want to hit $10M in sales next year, you’ll need to know how many new salespeople you will need to hire to get there. Nailing down this recruiting metric can help you plan ahead.  

 

#5 – Diversity of Candidates  

Diversity, equity, and inclusion (DEI) benchmarks are becoming more prominent in sourcing goals for companies across the nation – especially as studies continue to show that the more diverse the team, the better they perform and innovate. Therefore, DEI is here to stay among the top recruiting metrics to measure.  

To reach your own DEI goals, you’ll need to ensure your candidate pipeline is bringing in a diverse pool of applicants. Leverage Equal Employment Opportunity (EEO) dashboards, candidate surveys, and hiring feedback to gauge where you stand today. Then, adjust your approach to meet the diverse candidates where they are online and in person. Most importantly, leverage resources – whether remote or in person – to foster the best environment for DEI within your existing team. As your candidate pool becomes more diverse, so will your company – and that will result in increased revenue, employee engagement, and more.  

 

Let’s Review – Your Recruiting Metrics 

Hiring should be a top priority for all companies, because when you have the right team, you will garner the best results. Whether your goal is to increase revenue, scale to handle new projects, or expand your service offerings – it all starts with the right hire. By tracking the right recruiting metrics, you will be able to address areas of improvement in your process and ultimately make better hiring decisions.  

Recruiting Metrics Blog Review

All companies need help when it comes to hiring – and the best resource can be found within their industry. Leveraging a recruiter in your industry saves money, time, and results in better hires and a greater impact on the business. For hiring help within telecom, wireless, manufacturing, healthcare, emerging technology, IoT, accounting and finance, human resources, lighting, cloud and managed services, cybersecurity, information technology, logistics and supply chain, plastics and packaging, food and agriculture, and medical industries – contact a Blue Signal recruiter to get you on the right path.  

Blue Signal Named “Top Companies To Work For In Arizona” For 2 Years in a Row

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Arizona Capitol Times, Best Companies Group, and BestCompaniesAZ announced today that Blue Signal has earned a spot on the 10th annual list of 2022 Top Companies to Work for in Arizona, for the second consecutive year. This highly selective list is the result of anonymous and comprehensive employee surveys. These surveys were measuring culture, work environment, leadership, and employee pride and satisfaction. This was combined with rigorous evaluations of workplace practices, policies, perks, and demographics.

“This year’s Top Companies were selected based on the results of a very high favorable employee survey scores. These scores averaged 90% overall survey results and an impressive 91% overall employee engagement. This level of performance for Arizona companies is about three times the national average when compared to Gallup’s recent reporting of US engagement at about 33% favorable,” says Jaime Zepeda, EVP Best Companies Group. “These winners should be very proud of their Top Companies status for this presents a powerful opportunity to attract and retain the very best talent.”

Top Companies To Work For In Arizona

The “Top Companies" will be honored at a virtual event on August 23rd. Additionally, a special supplement listing of the rankings will also be published by Arizona Capitol Times and BestCompaniesAZ on August 26th.

For complete details, visit www.TopCompaniesArizona.com.

About Blue Signal Search

Having successfully completed over 1,700 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 our clients’ businesses and our candidates’ careers to fully understand top priorities and the best direction of both parties. In turn, our reputation is built on our ability to consistently incorporate these priorities into all of our searches to make long term, impactful connections.

About Arizona Capitol Times

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

About BestCompaniesAZ

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

About Best Companies Group

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

Employer Branding: 5 Ways to Optimize Your LinkedIn Company Page

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It’s no secret that in today’s digital landscape that job seekers are turning to social media in their job hunt. With over 830 million members and 58 million companies represented, LinkedIn has become a social media career powerhouse. Every second, 95 job applications are submitted. With 50 million people using LinkedIn to search for jobs each week, the quality of your LinkedIn company page is becoming increasingly more important. Your company’s LinkedIn page could be your first impression for a potential employee, so it’s crucial that your employer branding is translated across this platform.  

A LinkedIn company page can give viewers a lot of insights – from a general overview of your business offerings, to a direct look at company culture. Optimizing your page is essential to attracting and impressing job seekers. In fact, company pages with complete information get 30% more weekly views. Not sure where to start? Utilize these five ways to optimize your LI company page to stand out to job seekers. 

1. Optimize Your LinkedIn Company Page for SEO 

When it comes to attracting job seekers, searchability is one of the most important factors. Think about your customers. When they’re searching for the product/service you offer, are they going to choose the company on the first page of their search results, or the last? Most likely, they are going to go with the company in the high-ranking search position, as it assumes authority and credibility in the space. The same goes for your potential employees. Thus, it is essential to implement SEO best practices to your LinkedIn company page. 

To optimize your LinkedIn company page for SEO, start with including industry-specific, targeted keywords into your header, about section, and posts. If you’re in a specific niche – this is your time to shine! Niched keywords are preferred by the LinkedIn algorithm, so don’t be afraid to whip out the nuanced industry jargon. Not only will optimizing for SEO make your LinkedIn company page more discoverable on LinkedIn, it will also improve the position of your page on Google and other search engines – making it easier for job seekers to find you. 

 

2. Create an Attractive Header 

After job seekers find your company profile, you want to grab (and keep) their attention. This can be done by creating an attractive header. The LinkedIn company page header includes two key elements: the imagery (your page logo and cover image) and tagline.  

Imagery

First, make sure your LinkedIn company page has your company logo uploaded. If a job seeker finds you through LinkedIn job postings or on their newsfeed, this will be the first imagery they see – so it’s important that your branding is both eye-catching and recognizable. LinkedIn recommends an image size of 268x268 pixels to ensure the highest quality. 

Next, upload a cover image to your LinkedIn company page. When choosing a cover image, make sure the design is cohesive with your logo and brand colors. It only takes 50 milliseconds for consumers to judge the visual appeal of your brand, so it is crucial that it is consistent. Contrasting imagery will make your brand seem less credible and drive away job seekers. Additionally, when designing a cover image, take into account the space your logo will overlay on the profile. Avoid heavy text or graphics in that area so that they are not cut off. For the highest quality cover image, LinkedIn recommends 1128x191 pixels.  

Tagline

The tagline is displayed directly under your company name, and is one of the first things a potential employee will read on your LinkedIn company page. In 120 characters or less, it can encapsulate the who/what/why of your company. Who are you? What do you do? Why do you do it? It could be your company’s slogan, industry specialization, or a mix of both! The tagline is also a great place to include relevant keywords to increase searchability. Having an optimized, memorable tagline will draw job seekers in and entice them to want to learn more about your company. 

LinkedIn Company Page Blog Graphic 1

3. Strengthen Your LinkedIn Company Page Description 

After a job seeker admires your header, they’ll navigate to your “About” section to read the company description. This section is your company’s elevator pitch – you want to pique job seekers’ interest and get them excited about what you offer. The description should include a brief summary of the company, your products/services, and any awards or recognition you have. In addition, this is where you want to highlight what sets you apart from your competitor, both as a company and an employer. Does your company have team building initiatives unlike anyone else? Unparalleled sustainability or philanthropy efforts? Show them off here! 

With a character limit of 2,000, this section is a home-run for SEO optimization; make sure to include all relevant keywords, industry specializations, and buzz words here. When optimizing your About section, you can also add specialties that will be added below the description. These are additional keywords that can improve your searchability, so use them to your advantage. 

 

4. Utilize Career Pages 

According to LinkedIn, candidates are 1.8x more likely to apply for a job if they’re familiar with the company. A great way to establish familiarity is through LinkedIn’s Career Pages. These Career Pages can be used to raise awareness, drive interest to your company, and build a pipeline of candidates for open roles. Career Pages include sections for life at your company, what you do, and job postings. Note: Career Pages are a paid feature and are only available to LinkedIn company pages with the Premium Business subscription of $47.99/month. 

Life Page

Life pages on a LinkedIn company page allow employers to display company culture, work environment, and more through photo galleries, videos, and featured sections. Within these featured sections, employers can highlight company values, their mission, and/or benefits/perks offered. Each section is an opportunity to get the potential employee more excited about the company, so the more information given the better. Employers can also share employee content by leveraging a company hashtag (for example, Blue Signal uses #HireBlue) to compile posts from employees that are then shared to the Life page. This can give candidates an authentic perspective of life at the company, coming directly from the mouths of current employees. If you want your culture to stand out, it’s worth it to create a Life page. 

What We Do Page

The function of the What We Do page is to show job seekers your company’s service offerings/products in a digestible format. Instead of scrolling through dozens of webpages, they can access the information on one page within your LinkedIn company page. This style of page can be broken out into subpages of your company’s practice industries, business units, services, and/or product lines. For example, Blue Signal has career pages for our recruiting services and practice industries, such as emerging technology & IT, cloud & managed services, etc. Similar to a Life page, the What We Do page can also include company photos and employee posts. LinkedIn allows a maximum of 10 subpages to be within the What We Do page.  

Job Page

A job page compiles all of your job postings to one page, making it easy for job seekers to easily locate your open roles. Each LinkedIn company page is given one free job slot per month; any additional postings are a paid feature. 

LinkedIn Company Page Blog Graphic 2

5. Post Regularly on Your LinkedIn Company Page 

Posting regularly on your LinkedIn company page is a great way to both grow and engage your audience. Companies that post weekly on LinkedIn see a 2x higher engagement rate than those that don’t. In addition to improving engagement, posting regularly can establish your company as a thought leader and attract candidates in your industry. It will also establish a voice to your brand that job seekers will recognize. Utilize the following types of post to diversify your postings. 

Industry Article Share

If you don’t have the bandwidth to write an article yourself, sharing articles or commenting on others’ can establish your expertise in the space. Be sure to follow hashtags relevant to your industry so you can be one of the first viewers to share relevant topics.  

Highlight Your Products/Services

Get your potential employees (and customers) excited about what your company has to offer by highlighting your products and services in posts.  

Give an Insight to Company Culture

Company culture is an important factor for 46% of job seekers when considering a new employer. Through posting regularly, you can give an insight to company culture by sharing posts of team building events, employee testimonials, or company values. 

Showcase Your Accomplishments

Is your company a great place to work? Brag about it! Sharing recognition and accolades through press releases or graphics will increase engagement and stand out to job seekers. 

Key Takeaways 

In order to attract and impress job seekers, your LinkedIn company page should be a reflection of your employer brand. To hook job seekers, make sure your LinkedIn company page is optimized for SEO and has an attractive header. To reel them in, strength your overview section and utilize career pages to get them excited about your company. Finally, land the catch by posting regularly and engaging with your audience. These five ways will optimize LinkedIn company profile to stand out to job seekers. 

In today’s candidate-driven market, employer branding is especially important. If you’re unsure how to market yourself, partner with Blue Signal. Our recruiters can help enhance your employer branding to ensure you’re attracting and retaining top talent.