The Job Counteroffer Dilemma: 10 Reasons to Think Twice

by

In today's competitive job market, job counteroffers have become increasingly common. Whether you're a job seeker actively looking for new opportunities or an employed professional considering a career move, it's crucial to recognize the significance of making informed decisions during these critical transitions. At Blue Signal, our recruiting firm's expertise lies in helping professionals like you navigate these complexities, and in this blog, we'll explore 10 reasons to think twice about your next career move.

The Allure of Job Counteroffers

First and foremost, the allure of a job counteroffer is undeniable. It often includes enticing components such as a salary increase, improved benefits, and sometimes even promises of a brighter future within the company. Forbes insightfully describes the dynamics of career transitions as a 'push' and a 'pull.' The 'push' signifies the dissatisfaction or unmet goals in one's present role, while the 'pull' is the allure of something new. Job counteroffers embody this 'pull,' offering attractive incentives like salary hikes and a brighter professional future. These offers are strategically designed to make you reconsider your decision to leave your current employer. While the immediate gratification of a counteroffer may be appealing, it's essential to take a closer look at the potential long-term consequences.

As you navigate the intricacies of job counteroffers, another challenge might present itself: managing multiple job offers. While it's a testament to your skills and qualifications, making the right choice among several offers can be daunting. To aid in this process, our partners at Resume and Career Services have crafted a comprehensive video guide on the art of handling multiple job offers.

"Job Counteroffers: 10 Things to consider" displayed over a list of 10 reasons on top of an image of a man pondering sticky noted options on a glass.

Reason 1: Lack of Trust

To begin with, one of the primary reasons to think twice before accepting a counteroffer is the potential erosion of trust. When you receive a counteroffer only after announcing your intention to leave, it raises questions about your employer's true appreciation and commitment to your professional growth. Accepting such an offer may lead to lingering doubts about your value within the organization.

Reason 2: Temporary Incentives

Additionally, temporary incentives, such as a short-term salary bump or a bonus, may seem attractive at first glance. They can provide immediate financial relief and tempt you to stay with your current employer. However, it's essential to recognize that these incentives often fail to address the underlying issues that prompted your job search in the first place. Accepting a counteroffer for these temporary perks might not lead to long-term job satisfaction.

Reason 3: Stagnation

Furthermore, stagnation is another critical factor to consider when evaluating a job counteroffer. It may limit your exposure to broader experiences and stunt your long-term career growth. You may find yourself stuck in a position that no longer challenges or fulfills you, ultimately hindering your professional development.

Reason 4: Company Loyalty

Moving forward, balancing company loyalty with your career goals is a delicate act. While loyalty to your current employer is admirable, it's essential to evaluate whether staying with your current employer aligns with your professional aspirations in the long run. Accepting a counteroffer solely out of loyalty may hinder your progress toward your broader career objectives.

Reason 5: Future Promotions

Additionally, your decision regarding a counteroffer can significantly impact your prospects for future promotions. Employers might question your commitment and dedication if they perceive that you were willing to leave. This perception can affect your advancement within the company and limit your access to more significant opportunities.

Reason 6: Cultural Fit

Moving on, when contemplating a job counteroffer, assessing cultural fit becomes paramount. Company culture and values profoundly impact your job satisfaction. A counteroffer may not address any misalignment between your values and those of your current employer. This misalignment could lead to ongoing dissatisfaction and discomfort in your role.

Reason 7: Burnout

Furthermore, accepting a counteroffer might not resolve the root causes of your job dissatisfaction. The underlying issues that prompted your initial job search could continue to affect your well-being and job performance, potentially leading to burnout in the long term. It's worth noting that burnout is a significant reason many employees decide to leave their positions. For a deeper dive into understanding burnout and its implications, check out our previous article on why employees quit.

Reason 8: Professional Relationships

Next, your choice regarding a counteroffer can influence your professional relationships and team dynamics within the workplace. Colleagues and superiors may perceive your decision differently, affecting the dynamics you've built over time. Managing these professional relationships effectively is essential to maintaining a positive work environment.

Reason 9: Market Value

Shifting gears, understanding your market value is crucial. Counteroffers may not always reflect your true worth in the job market. While your current employer may match or exceed external offers, it's essential to consider whether the counteroffer aligns with industry standards and your long-term career goals.

A closer look at people managers' counter offer concerns statistics over an image of a woman being interviewed by a panel

Furthermore, it's worth noting that while some people managers occasionally use counteroffers as a retention tool, there are reservations surrounding this approach according to research from the Society for Human Resource Management (SHRM). Among them, 37 percent of managers feel that extending counteroffers sets a concerning precedent, another 34 percent believe it erodes trust between employees and employers, and 30 percent see it as a factor that negatively impacts overall employee morale.

Reason 10: Missed Opportunities

Last but not least, accepting a salary counteroffer may mean missing out on potentially life-changing opportunities. It's essential to consider that the job you initially sought outside your current employer likely offered new challenges, experiences, and growth prospects. Opting for a counteroffer might keep you in your comfort zone, but it could also prevent you from exploring a more fulfilling and exciting career path elsewhere. By accepting the counteroffer, you might inadvertently close the door to a brighter and more rewarding future.

Conclusion

In conclusion, the job counteroffer dilemma is multifaceted, and it's essential to think twice before making a decision that can significantly impact your career. At Blue Signal, our expertise lies in helping professionals like you navigate these critical career choices. We invite you to explore our job board and reach out to us for guidance as you embark on your journey to a fulfilling career.

Remember, the decision to accept or decline a counteroffer should align with your long-term career goals. Make informed choices to ensure your professional growth and job satisfaction. The path you choose today will shape your future, and we're here to support you every step of the way.

About Melissa Carpenter

Meet Melissa Carpenter, an accomplished Sr. Executive Recruiter at Blue Signal. Melissa’s passion lies in helping professionals like you achieve their career aspirations. With a background in sales and recruiting, Melissa brings invaluable expertise to the realms of manufacturing, engineering, and finance & accounting recruitment. Her dedication to ensuring exceptional experiences for clients and candidates alike makes her a trusted partner on your career journey. Whether you're seeking the perfect job opportunity or the ideal addition to your team, Melissa is here to guide you towards success. Explore the possibilities with Melissa and the Blue Signal team by your side.

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

How to Choose a Staffing Agency: A Comprehensive Guide

by

In today's competitive corporate environment, finding the right talent is more crucial than ever. According to a recent poll we conducted, hiring managers and business owners emphasized the importance of candidate quality, responsiveness, industry connections, and cost-effectiveness when choosing a staffing agency. But with so many options available, how do you select an agency that aligns best with your company's needs? This guide will delve deeper into these factors and more, ensuring you make an informed decision.

Understanding the Importance of Choosing the Right Staffing Agency

The decision of choosing a staffing agency can be a game-changer for your organization. According to the American Staffing Association, over 3 million people are employed through U.S. staffing agencies each week. This statistic underscores the pivotal role these agencies play in the modern employment landscape. The right agency can provide access to a broader talent pool, offer industry-specific expertise, and reduce the time-to-hire, which can be invaluable in a competitive market. Furthermore, with the evolving nature of the job market, having a reliable partner to navigate these changes can be a significant advantage.

Tap into Blue Signal's Staffing Expertise

Specialization Matters

Different staffing agencies cater to various sectors, from IT to healthcare to manufacturing. When choosing a staffing agency, it's essential to select one that specializes in your industry. A specialized agency will have a deeper understanding of the skills required, industry trends, and the challenges specific to the sector. For instance, the manufacturing industry has seen a significant shift in recent years, with a growing emphasis on automation and digital transformation. In fact, our recent article on navigating the manufacturing workforce evolution delves into the importance of upskilling and reskilling in this sector.

An agency well-versed in manufacturing will be better equipped to find candidates adept at navigating these changes. Moreover, specialized agencies often have established relationships with professionals in the field, ensuring a faster and more accurate matching process. This specialization can be the difference between finding a candidate who merely fits the role and one who excels in it.

Reputation and Track Record

In the age of online reviews and testimonials, it's easier than ever to gauge an agency's reputation. Look for agencies with positive feedback, especially from companies in your sector. Additionally, consider the agency's track record in terms of successful placements, client retention, and candidate satisfaction. A reputable agency will often have case studies or success stories that showcase their expertise and the results they've achieved for clients. Remember, a company's reputation is often built on years of consistent performance and client satisfaction.

Cultural Fit

Beyond skills and qualifications, it's essential to find candidates who align with your company's culture. A good staffing agency will prioritize understanding your company's ethos, values, and work environment. This ensures that the candidates they recommend will not only be skilled, but also a good cultural fit, leading to better retention and productivity. It's a well-known fact in HR circles that employees who align with a company's culture tend to be more engaged, productive, and loyal. This alignment can lead to increased job satisfaction and reduced turnover, both of which are beneficial for any organization.

Transparency and Communication

Open communication is the cornerstone of a successful partnership. The right agency will keep you informed throughout the recruitment process, providing regular updates and feedback. They should also be transparent about their fees, terms of service, and any other pertinent details. In an industry where trust is paramount, clear and consistent communication can make all the difference. A transparent relationship ensures that both parties are on the same page, leading to better outcomes and a smoother recruitment process.

The Role of Technology

Modern staffing agencies leverage technology to streamline the recruitment process. From AI-driven candidate matching to advanced analytics for market insights, technology plays a pivotal role in modern recruitment. Choose an agency that harnesses the power of technology to offer more efficient and effective solutions. The integration of technology can significantly reduce the time-to-hire, ensuring that companies can quickly onboard the talent they need. In today's digital age, not leveraging technology can put companies at a disadvantage.

The Cost Factor

While it's tempting to go with the most affordable option, it's essential to understand the value an agency brings. A more expensive agency might have a vast network, advanced tools, and a proven track record, offering better value for money in the long run. It's crucial to weigh the cost against the potential benefits and long-term ROI when choosing a staffing agency. Investing in a premium agency can often lead to better talent matches, reducing turnover costs in the long run. Remember, the cheapest option isn't always the best when it comes to long-term value. If you’re considering choosing a staffing agency to partner with, be sure to check out what sets Blue Signal Staffing apart from the competition.

Long-Term Partnership

Consider your relationship with the staffing agency as a long-term partnership rather than a one-off transaction. An agency that's genuinely invested in your success will go the extra mile, offering post-placement support, ongoing training for candidates, and regular check-ins to ensure everything is running smoothly. This long-term perspective can be invaluable, especially as your company grows and evolves. A partnership approach ensures that the agency is always aligned with your company's goals and objectives.

Final Thoughts

Choosing the right staffing agency is a strategic decision that can significantly impact your organization's success. By considering the factors mentioned above and conducting thorough research, you can find an agency that aligns with your needs and helps you navigate the complexities of the modern employment landscape. If you're interested in further insights on this topic, our previous blog post offers a deep dive into the benefits of staffing agencies for businesses.

In the words of Henry Ford, "Coming together is a beginning, staying together is progress, and working together is success." Partnering with the right staffing agency embodies this sentiment, paving the way for collaborative success. And if you're considering choosing a staffing agency, Blue Signal Staffing is here to support and guide you every step of the way.

Navigating the Manufacturing Workforce Evolution: Upskilling & Reskilling

by

In the ever-evolving manufacturing workforce, staying ahead is key. As the industry undergoes rapid changes, this blog will serve as your roadmap, offering valuable insights into evolving skill requirements and career opportunities for both hiring managers and job seekers in the field. It will guide you through the latest trends in manufacturing, the critical need for upskilling and reskilling, and the invaluable role of recruiting companies in shaping a resilient workforce. Blue Signal Search's manufacturing recruiting practice is equipped with the expertise to assist you on this transformative journey, helping you make informed decisions and navigate your path effectively.

Find Top Talent with Our Manufacturing Recruitment Services

Understanding the Manufacturing Workforce Evolution

The manufacturing workforce evolution is a dynamic landscape shaped by innovation and automation, driven by technological advancements and globalization. However, it also poses challenges, with the skills gap looming large as a pressing concern affecting companies of all sizes

Manufacturing workforce fact about the need to fill 4.6 million jobs by 2028 with an image of employees looking ahead in a factory.

According to the National Association of Manufacturers, manufacturers will need to fill 4.6 million jobs by 2028, underscoring the disconnect between the current workforce's skills and the demands of advanced manufacturing. Additionally, there's a perception gap regarding today's manufacturing industry, which often fails to highlight its dynamic, high-tech, and rewarding aspects.

Upskilling and Reskilling: Strategies and Importance

To thrive in this evolving manufacturing landscape, upskilling and reskilling are imperative. In the context of manufacturing, upskilling enhances employees' existing skills, while reskilling equips them with entirely new ones. These strategies are not only advantageous for employees seeking growth but also for employers looking to maintain a competitive edge. Successful upskilling and reskilling programs abound, demonstrate their effectiveness

2 manufacturing employees in the background of an informative graphic about the efforts the Manufacturing USA network of institutes is doing to address the skills gap.

To address the skills gap, the Manufacturing USA network of institutes is at the forefront of reshaping career paths in automation, robotics, AI, and data analytics. Their focus extends to retraining and upskilling the existing workforce while enticing STEM talent for the future. Through strategic collaborations with educational institutions and industry partners, these initiatives generate interest in manufacturing careers and equip workers with essential skills.

Challenges in Implementing Upskilling and Reskilling

Implementing upskilling and reskilling strategies is a crucial step in navigating the manufacturing workforce evolution. However, it comes with its fair share of challenges. Here are some common hurdles and effective solutions:

Budget Constraints:

  • Solution: Allocate resources strategically by prioritizing critical skill gaps and investing in high-impact training programs. Seek external funding opportunities or partnerships to supplement the budget.

 

Resistance to Change:

  • Solution: Foster a culture of openness and adaptability within the organization. Communicate the benefits of upskilling and reskilling clearly to employees, emphasizing how it contributes to their career growth and the company's competitiveness.

 

Limited Time for Training:

  • Solution: Implement flexible training schedules, including online and on-the-job training, to accommodate employees' work commitments. Break down training into smaller, digestible modules for easier integration into daily routines.

 

Manufacturing companies can overcome these challenges by embracing a culture of continuous learning and development. By prioritizing skill enhancement, organizations not only adapt to the evolving landscape but also create a motivated and skilled workforce prepared for the future.

The Role of Recruiting Companies in Workforce Development

Enter recruiting companies, valuable partners in workforce development. Collaborating with firms, like Blue Signal, can be a game-changer for hiring managers and companies navigating the manufacturing workforce evolution. They specialize in identifying and attracting top talent, making the hiring process more efficient and effective. The benefits of such collaboration are vast, streamlining recruitment efforts and ensuring a skilled workforce.

Blue Signal’s Manufacturing Recruiting Practice

Consider reaching out to Blue Signal's Manufacturing Recruiting Practice, your ally in this competitive hiring journey. Our team specializes in connecting manufacturing companies with the right talent, facilitating seamless adaptation to the evolving industry. Explore partnership opportunities with us to ensure your workforce remains agile and competitive.

Conclusion

In summary, the manufacturing workforce evolution is an ongoing transformation that demands attention and action. Upskilling and reskilling are the keys to success in this ever-changing environment. Embracing these strategies and partnering with recruiting firms like Blue Signal can empower your company to thrive amidst the challenges and opportunities of the evolving manufacturing workforce. Take proactive steps, invest in your workforce, and secure your future in the manufacturing industry.

Meet Stephanie Viboch

Stephanie Viboch, a Blue Signal expert recruiter, is dedicated to connecting candidates with opportunities that drive their careers forward. She specializes in recruiting talent for manufacturing, plastics, accounting & finance, and more! Stephanie is committed to helping candidates achieve their professional goals and find fulfilling job opportunities. Her expertise and dedication make her an invaluable asset in navigating the evolving manufacturing workforce. Connect with Stephanie to unlock your potential in the industry.

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

September Is Update Your Resume Month

by

Did you know that September is International Update Your Resume Month? Launched by Career Directors International in 2000, this month marks the perfect time to revisit your resume and see if it’s up to par with what today’s recruiters and employers are looking for. If you haven’t updated your resume in a few years, the likelihood is that it’s a bit behind current standards. Even if you’re not looking for a new job right now, having a ready-to-go resume in your arsenal is helpful should that great opportunity present itself. 

The Crux of a Great Resume: Accomplishments 

The standard resume format most job seekers use focuses on skills or responsibilities in each role. These types of resumes generally consist of a lot of bullet points with those skills and tasks listed. Unfortunately, a “death by bullets” approach does little to market you to a future employer.  

While what you did at each role is still an important part of your resume, skills are not the primary components you want to highlight on your resume. These days, your best bet is to focus on your accomplishments and how you’ve added value at your positions.  

To craft great accomplishments that pack a punch, use this formula: 

Challenge … Action … Result  

In other words, there was a challenge you faced, an action you took to overcome that challenge, and then a result that came out of that action.  

In most instances, accomplishments fall into one of four categories:    

  • You made the company or client money.  
  • You saved the company or client money.  
  • You made stakeholders happy.  
  • You developed or improved processes and procedures.  

In your resume, aim to list one bulleted accomplishment per year, and don’t exceed five bullet points per position.  

September Update Your Resume Month Blog Graphics

Update Your Resume with Your Value Proposition 

While accomplishments display ways you’ve helped companies succeed in the past, there’s another place you should do that: in your summary.  

If you have an older resume, you probably have an objective at the top of it. Objectives are common in a skills-based resume format and are obsolete when it comes to differentiating yourself. Therefore, if you have an objective, it’s definitely time to update your resume to today’s standards!   

In lieu of an objective, add a title or headline that states the position you’re seeking. Just below that, create a summary, where you’ll answer the question, “Why should I hire you?” Focus on the key skills that only you can bring to the position, as opposed to your personality traits. How have you added value to other companies in the past? What kind of leader are you? What are the results you can deliver? Overall, you want to share how your particular experience directly translates to the requirements for this job.    

A summary is often referred to as a branding statement because its goal is to brand you to an employer. Therefore, you really need to sell yourself here. After all, this is the first thing employers will read!  

Here’s an example of a great summary: 

A unique and insightful powerhouse who offers a proven record of success across commercial operations, strategy, global marketing, and research. Driven by data to bring an innovative perspective with an eye toward creating and delivering new growth opportunities. Extensive experience leading large, complex projects and in bringing cross-functional teams together as an engaging and supportive coach.  

Ensure Your Resume Is ATS Friendly  

No matter how fantastic the content on your resume is, if it doesn’t make it through the Applicant Tracking System (ATS), it won’t be seen. A key component to updating your resume is to create content that is compatible with the ATS software most employers use. That means it has to have:  

  • Contact information, including the city, state you’d like to work in, your phone number, email address, and any online portfolios or accounts that you’d like to highlight (a custom LinkedIn URL is a great addition).  
  • Relevant keywords that match the job description.  
  • A simple reverse-chronological layout without text boxes, lines, shapes, or columns.  
  • One color (black) and one font (Calibri, Arial, or Helvetica are best).  
  • No more than two pages.  
  • No photos or icons.  

  

Avoid filling your resume with keywords in white font. It’s bad form and could potentially eliminate you from consideration.  

Resume Writing YouTube Playlist 

As we conclude this blog in celebration of “Update Your Resume Month,” it's the perfect time to introduce our sister company’s “Resume Writing” YouTube playlist. This handpicked selection of videos is your ultimate guide to creating a winning resume that gets noticed. Uncover proven strategies, dos and don'ts, and actionable advice to refine every aspect of your resume. Subscribe to our channel today, and get ready to stride confidently towards new career opportunities, armed with a resume that truly shines. 

Resume and Career Services, Powered by Blue Signal 

Resume and Career Services was launched to empower job seekers and provide them with the tools to be successful in their job search. Built by recruiters, career advocates, and resume experts with extensive experience supporting candidates in finding their ideal positions, their team is all about making a difference for you. Whether you are just looking for a resume or want an advocate to partner with you throughout your job search, at Resume and Career Services, we are here to help you secure your next role. Want to learn more? Visit our website to explore the full range of services they have to offer. 

Make sure to follow Resume and Career Services on social media (LinkedIn, Instagram, Facebook, Twitter, TikTok) to stay up to date on the latest resume tips and career advice. 

Unlocking Success: The Benefits of Staffing Agencies for Your Business

by

In today's competitive business landscape, the benefits of staffing agencies are becoming increasingly apparent. Finding the right talent is more crucial than ever, but the hiring process can be time-consuming, costly, and fraught with challenges. The U.S. staffing industry is expected to grow 6% in 2023, reflecting the increasing reliance on staffing solutions. Whether it's temporary staffing, contract hiring, or specialized recruitment, staffing agencies provide tailored solutions that align with your business goals. We'll explore these benefits, with a special focus on how Blue Signal can be your strategic partner in achieving your hiring goals.

Contact Blue Signal for Assistance with Your Staffing Needs

Flexibility and Speed in Hiring

One of the primary benefits of staffing agencies is the flexibility and speed they bring to the hiring process. The decision to leverage the benefits of staffing agencies is often driven by the need for efficiency, expertise, and flexibility in the hiring process. According to a study by the American Staffing Association, companies that use staffing agencies are 38% more likely to report higher productivity. These companies also reduce their time-to-hire by as much as 50%.

Quick Hiring

Staffing agencies have access to extensive networks of candidates, enabling them to place urgent roles fast. This agility is vital in industries where time-sensitive projects are common. Whether it's a temporary position to cover a sudden vacancy or a specialized role for a critical project, staffing agencies can quickly find the right fit, reducing downtime and ensuring continuity.

Text over an image of a hand holding a stopwatch. Text states "Companies that use staffing agencies reduce their time-to-hire by as much as 50%."

Comprehensive Support

From the initial search to the final onboarding, staffing agencies handle every aspect of the recruitment process. This includes crafting job descriptions, advertising vacancies, screening resumes, conducting interviews, negotiating offers, and managing onboarding. By handling these tasks, staffing agencies free up valuable time for businesses, allowing them to focus on core activities.

Risk-Free Selection

Staffing agencies offer expert support in candidate selection, providing insights into suitability, cultural fit, and long-term potential. With their expertise, businesses can make confident and risk-free hiring decisions, knowing that the selected individuals align with the company's values and goals.

Cost-Effective Solutions

Staffing agencies employ optimized recruitment strategies to ensure businesses derive maximum value from their investments. This approach not only effectively controls costs but also meticulously aligns with the specific needs of businesses. Whether it's temporary staffing for peak seasons, contract hiring for specialized projects, or permanent placements for enduring roles, one of the benefits of staffing agencies is that they guarantee businesses only pay for what they need, when they need it. This alignment of services with business needs ensures quality is maintained while controlling costs.

Access to Specialized Skills

Specialization is one of the standout benefits of staffing agencies, allowing them to connect businesses with candidates that possess the right skills, qualifications, and experience. Whether it's in IT, healthcare, engineering, or finance, these agencies have the expertise to find the perfect match for any industry.

Industry-Specific Expertise

Staffing agencies often specialize in specific industries, this specialization enables them to understand the unique requirements of each field, ensuring that they find candidates with the right skills, qualifications, and experience. Whether it's a software developer with expertise in a particular programming language or a financial analyst with experience in mergers and acquisitions, staffing agencies can find the perfect match.

A list of icons showcasing Blue Signal's industry expertise in areas such as Wireless & Telecom, Emerging Technology, Manufacturing, Construction, Renewable Energy, and more.

Global Talent Pool

In an increasingly globalized world, staffing agencies provide access to a worldwide talent pool. This enables businesses to find candidates with unique skills, experiences, and perspectives that may not be readily available in the local market. Whether it's a multilingual customer support representative or a supply chain manager with experience in emerging markets, staffing agencies can connect businesses with the global talent they need.

Enhancing Diversity

Diversity is more than just a buzzword; it's a business imperative. In fact, diverse companies are 35% more likely to outperform their peers. This is where the benefits of staffing agencies come into play, they play a pivotal role in fostering inclusivity and ensuring that businesses benefit from a diverse range of candidates, enhancing creativity, innovation, and performance.

Inclusive Hiring Practices

Staffing agencies promote inclusivity by ensuring that recruitment practices are free from biases. This includes using objective assessment tools, conducting structured interviews, and providing diversity training to hiring managers. By fostering an inclusive hiring environment, staffing agencies help businesses attract a diverse range of candidates, enhancing creativity, innovation, and performance.

Building a Diverse Culture

By providing access to diverse talent, staffing agencies help businesses build a culture that reflects the diverse communities they serve. This includes supporting initiatives such as employee resource groups, diversity mentoring programs, and inclusive leadership development. By fostering a diverse and inclusive culture, staffing agencies help businesses unlock the full potential of their workforce.

Image of 5 job applicants waiting to interview with a text overlay. Text states "Diverse companies are 35% more likely to outperform their peers - Diversity Matters by McKinsey & Company"

Industry Insights and Expertise

Beyond mere recruitment, one benefit staffing agencies can offer businesses is a wealth of industry knowledge and insights. From strategic guidance on workforce planning to in-depth market trend analysis, these agencies provide businesses with the tools they need to stay ahead of the curve.

Strategic Guidance

Staffing agencies offer strategic guidance, helping businesses align their recruitment strategies with long-term goals. This includes workforce planning, talent mapping, and succession planning. By aligning recruitment with business strategy, staffing agencies help businesses build a talent pipeline that supports growth and success.

Market Trend Analysis

Staffing agencies provide insights into market trends, salary benchmarks, and competitive landscapes. This includes conducting labor market analysis, monitoring industry developments, and providing actionable insights. By staying ahead of market trends, staffing agencies help businesses make informed decisions, optimize talent strategies, and gain a competitive edge.

Picture in the background of a magnifying glass enlarging the outline of a cartoon person. Text overlay states: "Benefits of Staffing Agencies: Flexibility and Speed in Hiring, Access to Specialized Skills, Enhancing Diversity, and Industry Insights and Expertise

Blue Signal Search: Expertise in Staffing Excellence

With a dedicated team of over 60 specialty recruiters, Blue Signal stands as a beacon of excellence in the staffing industry. Blue Signal offers contract staffing and temporary recruiting services, taking the hassle out of hiring. Temporary and contract staffing sales totaled $32.3 billion in 2022, a 19% increase from the previous year, reflecting the growing trend towards flexible staffing solutions. Our commitment is not just about filling roles, though, it is about understanding the unique hiring intricacies of each client.

We offer a diverse pool of highly qualified candidates across various sectors, ensuring businesses find their perfect match. Our advanced applicant tracking system (ATS) guarantees real-time delivery of top talent, right when businesses need it. Moreover, our flexible pricing models cater to both singular hires and large-scale recruitment. Beyond just staffing, we act as a consultative partner, providing businesses with valuable industry insights, market pay data, and employee supply/demand analytics.

For example, our fastest hiring option, contract staffing, allows you to keep your projects on schedule without the burden of handling the candidate search, screening process, payroll, taxes, and insurance needs. Dive deeper into our offerings by exploring our industry pages and witness how we've been driving success and innovation for businesses across the spectrum.

Conclusion

The benefits of staffing agencies go beyond simply filling vacancies. They offer a strategic partnership that aligns with your business objectives, providing flexibility, cost-effectiveness, specialized skills, industry insights, and diversity. In an ever-evolving business world, staffing agencies can be your ally in unlocking success and driving innovation.

Explore more about how staffing agencies can support your business goals by contacting us today.

Meet Our Staffing Team

Tom Lathroum, Director of Staffing

Tom is a seasoned staffing professional with 17 years of experience in the industry. He has worked with two of the largest and most respected staffing firms, where he has gained a wealth of knowledge and expertise in the field. Tom specializes in staffing for revenue cycle and non-clinical healthcare positions.

Tom’s staffing specialties include Access Services,  Front Desk, Prior Authorization, Insurance Verification, Scheduling, Patient Financial Services, Customer Service, Self Pay Collections, and more!

Kyle Wagehoft, Director of Staffing

Kyle Wagehoft is an accomplished talent acquisition and staffing professional with over 10 years of industry expertise. As a recruiter and leader, he has helped numerous companies find top talent across multiple industries. His passion for his work is reflected in his dedication to providing outstanding service to his clients.

Kyle brings a particular emphasis on Healthcare/Revenue Cycle, Information Technology, and Finance & Accounting roles. His specialized knowledge in these areas has been honed through years of experience, and he is adept at identifying the skills and qualifications that make a candidate a perfect fit for a particular role.

Monday Market Share – Public Cloud & Managed Services

by

Discover the current trends and insights in public cloud and managed services recruiting in this month’s edition of our Monday Market Share series. Join us as we sit down with an expert in the recruiting space, Jordan Lawhead, to uncover the hottest positions fueling this rapidly evolving industry. From platform architects to partner development managers and customer-facing engineers, we'll explore the key roles that drive success in today’s job market. Learn about the common challenges faced by companies in securing top talent and gain expert advice to successfully navigate this competitive hiring field. So, grab a seat as we unravel the secrets of success in public cloud and managed services recruiting, opening doors to endless opportunities for your organization.

Jordan uses his expert knowledge of the public cloud and managed services job market to answer the following questions:

  • Name the top three positions in high demand for the public cloud and managed services job market.
  • What challenges do companies commonly face when hiring for positions in the public cloud and managed services industry?
  • What is your best advice for companies looking to hire in the public cloud and managed services space?

 

Read on to hear his responses or click on the video below!

What are the top three positions in high demand for the public cloud and managed services job market?

“The top three positions in high demand would be platform architects, partner development managers, and customer-facing engineers. The cloud has been around for a long time. However, this is relatively new to some clients. Customer-facing engineers are great for communicating technical needs and use cases to gain the comfort of the client. Platforms are also evolving all the time, which is why architects are crucial to stay ahead of that curve. There's a huge partner world within the public cloud arena, so partner development managers have been in very high demand as well.”

What challenges do hiring managers commonly face in the public cloud and managed services recruiting space?

“Some of the challenges companies commonly face when hiring would be competitive salaries, company culture, work-life balance, continued education, and overall investment in the employees. You need to sell the candidates. Each candidate is different. The company needs to pinpoint the motivators for making a move and sell the candidates on those motivators.

You need to be flexible with offers to get top talent and the offers that they desire. Top talent wants to feel like they are wanted and that you are selling them, not the other way around. Roll out the red carpet, as some might say.”

What is your best advice for companies looking to hire in the public cloud and managed services space?

“My best advice for companies hiring today would be, be careful with the specific skill sets you're requiring for talent. Being too specific could potentially eliminate top talent. You need to be purposeful in identifying the skills that candidates must have versus being able to teach some of the skills they might not have.

We at Blue Signal see companies being too specific, therefore eliminating other top candidates. By creating an environment of continued education and learning, candidates see a company that is willing to invest in them. This is extremely appealing to most candidates that we work with.”

Conclusion

In conclusion, gaining access to industry expertise in public cloud and managed services recruiting provides a competitive edge to attract the best talent for your company. Navigating the job market's challenges becomes more manageable with expert guidance, ensuring you find the perfect fit for sustainable growth. At Blue Signal, we have a deep understanding of the public cloud and managed services recruiting industry and are here to assist your company in finding the perfect talent to drive your success. Contact us today to explore how our team can support your recruitment needs and help you navigate the public cloud and managed services industry.

About Jordan Lawhead

Introducing Jordan Lawhead, Vice President at Blue Signal, and the recruitment powerhouse for public cloud and managed services talent. His laser focus on cloud technologies, managed IT services, and technical sales makes him a true expert in the field. Hiring managers seeking top-notch candidates can count on Jordan's extensive industry knowledge and exceptional track record. With a passion for building meaningful client-candidate connections, Jordan delivers outstanding results for your recruitment needs. Ready to elevate your hiring process and find the best talent? Explore Jordan's recruiter bio page to see how he can fuel your company's growth today!

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

Bridging the Gap: How Veteran Employment Services Can Transform Lives

by

The Role of Recruiters in Veteran Employment

In the recruitment field, our mandate includes not only identifying exceptional talent for our clients and keeping pace with industry trends, but also fostering a deep understanding of the unique needs of both employers and job seekers. However, we hold a broader responsibility that reaches beyond merely matching candidates with vacancies. As recruiters, we have the unique capacity to serve our communities by supporting underrepresented groups within the job market. One such group, particularly deserving of our attention, is the veteran community. This is where our veteran employment services come into play.

Understanding the Veteran Community

Before addressing the state of veteran employment and how our veteran employment services can intervene, it's crucial to acknowledge the unique character of the veteran community. Veterans come from varied military backgrounds, operational environments, and disciplines, making them a notably diverse group. Veterans bring a wealth of unique skills to the table. Their military service has fostered unparalleled resilience and discipline. They've learned to adapt quickly and show leadership, often under challenging circumstances. These valuable skills, which can provide a substantial boost to any professional setting, sometimes go unrecognized or underutilized in the civilian workforce due to a lack of understanding. These valuable skills, which can provide a substantial boost to any professional setting, sometimes go unrecognized or underutilized in the civilian workforce due to a lack of understanding.

The Rich Skillset of Veterans

Veterans bring a host of invaluable skillsets to the workforce. As previously explored in Blue Signal’s blog post, Why You Should Hire a Veteran in Your Next Open Role, veterans' experiences foster superior teamwork capabilities, leadership skills, and a tenacity that is often absent in employees without military training. They are trained to take on complex, high-stakes tasks, requiring creative problem-solving, quick thinking, and precise execution. Furthermore, veterans are typically highly adaptable, capable of performing under pressure, and understand the importance of completing a task to the best of their ability. These skills are not just beneficial but are often crucial in the corporate world.

A military veteran sitting at a table speaking with a career recruiter, discussing paperwork

The Current State of Veteran Employment

Despite the array of skills, rich experience, and diverse education they bring to the table, veterans often encounter difficulties when seeking full-time employment post-service. A study by the U.S. Bureau of Labor Statistics found that the veteran unemployment rate was 4.5% in 2020, higher than the rate for nonveterans. However, the reality is not so optimistic, as nearly 16% of veterans are underemployed, as revealed in a white paper titled “Challenges on the Home Front: Underemployment Hits Veterans Hard.” As recruiters offering veteran employment services, it is our calling to help bridge this gap, enabling veterans to find fulfilling employment that makes full use of their unique skills and capabilities.

How Recruiters Can Support the Veteran Community

As recruiters, we are more than just a bridge between candidates and employers. We have the opportunity to impact veterans' lives by providing them with the tools and resources they need to transition into the civilian workforce successfully. We strive to understand their unique skills, facilitate their transition, promote their value to employers, and connect them with opportunities.

If you're a veteran seeking employment or an employer looking to hire veterans, contact us today to learn how we can assist you.

Leveraging Veteran Skillsets

As part of our veteran employment services, we strive to fully comprehend the unique skills and experiences veterans offer. By understanding various roles within the military, recognizing how these skills translate into civilian job requirements, and showcasing them effectively, we validate the value of their service. This allows us to match veterans with roles where their skills shine, and their experiences are seen as assets, not liabilities.

Facilitating the Transition from Military to Civilian Life

The transition from military service to civilian life presents a considerable challenge for many veterans. Our veteran employment services can play a pivotal role in easing this transition by offering much-needed resources and guidance. Helping veterans understand how their military skills translate to the civilian job market, providing advice on crafting resumes that effectively showcase their skills, or guiding them through the interview process – these are just some of the ways our veteran employment services can make a significant difference in their journey.

Promoting the Value of Hiring Veterans

Another powerful way our veteran employment services can support veterans is by educating employers about the tremendous benefits of hiring from this talent pool. Beyond the unique skills and experiences veterans bring, hiring them also opens up tax benefits under the Work Opportunity Tax Credit. As former Secretary of Defense, James Mattis, once said, "Veterans are a national asset, and they are to be used for the betterment of society." By fervently promoting the value of hiring veterans, we can play a part in shifting corporate perceptions and encouraging more companies to actively include veterans in their hiring processes.

A picture of former Secretary of Defense James Mattis with a quote from him in text

Connecting Veterans with Opportunities

Veterans, particularly those with active security clearances, often have exclusive access to job opportunities not advertised publicly. Leveraging industry networks and knowledge allows us to uncover these hidden opportunities and provide veterans with a direct pathway to these roles. In doing so, we help align veterans with fulfilling career opportunities that fully utilize their unique skills and experiences.

Our Commitment to Veteran Employment Services

Supporting the veteran community in their job search isn't merely a business strategy—it's a moral obligation. By recognizing and understanding the unique challenges veterans face, coupled with the valuable skillsets they bring, Blue Signal plays a critical role in bridging the gap between military service and civilian employment. We are steadfastly committed to impacting veterans’ lives positively through our veteran employment services. We are eager to continue this essential work and invite other recruiters to join us in championing this worthy cause.

Meet Ryan Kupec: A Leader in Veteran Recruiting

Ryan is a leader in connecting veterans with prospective employers. With a diverse background in leadership roles, Ryan brings his experience as a recruiter for the Arizona Army National Guard to the team at Blue Signal. His combined experience in both military and civilian recruitment has positioned him as a vital resource for veterans transitioning into the civilian job market. Ryan is not just about filling positions; he's committed to creating quality matches between clients and candidates, ensuring each placement is mutually beneficial and sets the stage for long-term success.

To learn more about Ryan and how he can assist you or your organization, visit his bio page on our website. If you're a veteran seeking employment or an employer looking to hire veterans, don't hesitate to reach out to Ryan directly. He's ready to help you navigate the job market and find the perfect match.

Blue Signal Ranked #2 Executive Search Firm in Arizona 2023

by

Blue Signal Search was recently recognized by AZ Big Media for ranking among 4 different lists of top businesses in Arizona for 2023.

“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 #2 in the Executive Search category, Blue Signal has been awarded four other Ranking AZ titles in multiple categories:

  • Best Places to Work (Ranked #4 in 2021, Ranked #2 in 2022)
  • #2 Top Executive Search (Ranked #2, in 2019, 2020, 2021)
  • #3 Permanent Placement (Ranked #3 in 2022)
  • #3 Temporary Placement (Ranked #3 in 2022)

 

We are so proud and humbled to be recognized in this publication for the fifth 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 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 2,250 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 220 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.

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

Hiring Trends in Biotech and Pharma: 2023 and Beyond

by

The hiring trends in the biotech and pharma industries are constantly evolving, and it’s no wonder when we look at how quickly technology is advancing. They remain at the forefront of innovation and scientific advancements, and that fact is reflected in the hiring trends in biotech and pharma. Driven by emerging technologies, regulatory changes, and shifting market demands, the landscape of these industries continues to progress. Experts are even noticing that candidates from other professions are pivoting and returning to school to jump into biotech and pharma, noting that part of the draw is the Biden administration’s commitment to further advancements in the industry.

Let’s explore some of the key hiring trends in biotech that are shaping the hiring landscape for the biotech and pharma industries.

Trend #1: More Focus on Generalists

Traditionally, specialized knowledge and expertise were highly valued in biotech and pharma. However, a notable shift is occurring, with companies placing greater emphasis on hiring generalists. The complexity and interdisciplinary nature of projects have highlighted the need for professionals with a breadth of skills and adaptability. Generalists can bridge gaps between specialized teams, facilitate effective communication, and drive innovation. They are better equipped to handle the challenges of working in a rapidly changing environment.

For example, a biotech company that is developing a new drug may need to hire a generalist who has experience in research, development, and manufacturing. This generalist will be able to wear multiple hats and help the company to move the drug through the development process more quickly.

Trend #2: Increased Demand for Data Scientists and Analysts

In the era of big data, the demand for data scientists and analysts in biotech and pharma continues to surge. According to the Occupational Outlook Handbook (OOH), employment of data scientists is expected to grow 36% by 2031, which is much faster than other professions. Likewise, the OOH predicts a 35% growth in information security analysts by 2031.

These professionals play a crucial role in extracting insights from vast datasets, enabling evidence-based decision-making, and driving personalized medicine initiatives. Skills in data analysis, machine learning, and bioinformatics are becoming increasingly sought after.

employment of data scientists is expected to grow 36% by 2031, which is much faster than other professions

Trend #3: Wanted: Professionals with Experience in Regulatory Compliance

Regulatory compliance is a critical aspect of hiring trends in biotech and pharma industries. With evolving regulations and a heightened focus on patient safety, companies are seeking professionals with expertise in navigating the complex regulatory landscape. Candidates who have experience in regulatory affairs, quality assurance, clinical trials, and compliance are in high demand to ensure adherence to guidelines and streamline the drug development and approval processes.

Trend #4: Cybersecurity Takes Center Stage

Along with other industries, biotech and pharma companies are increasingly vulnerable to cyber threats. It is therefore imperative to protect sensitive data such as intellectual property, patient records, and drug formulas, as well as ensure the integrity of clinical trials. This means that the need for cybersecurity professionals with an understanding of the unique needs and challenges of the industry is on the rise. In reviewing hiring trends in biotech and pharma, companies are looking for individuals who not only understand cybersecurity and risk mitigation but can also collaborate across departments to ensure company data is protected.

Trend #5: Increased Focus on Diversity and Inclusion

In the 21st century, diversity and inclusion are key priorities for most companies, and that holds true for hiring trends in biotech and pharma as well. Organizations are actively seeking to diversify their work environments, creating inclusive settings that foster creativity and innovation. Another benefit of a diverse workforce is a better understanding of the need of patients and customers.

The Harvard Business Review supports the need for diversity and inclusion in the workplace, stating that diversity drives innovation and market growth. In companies headed by leaders with inherent and experienced differences, the status quo is no longer accepted as the only way to do business, meaning they are open to new ideas and approaches to problem solving. Additionally, diversity leads to more revenue, productivity, and agility.

Trend #6: The Emergence of Artificial Intelligence and Machine Learning

Artificial intelligence (AI) and machine learning (ML) technologies are revolutionizing the biotech and pharma industries. From the discovery of life-saving drugs and the development of clinical trials to enhanced patient care, AI is a game changer. Several companies in the industry are currently focused on adding more team members with talents in AI and ML. Whether candidates have a background in life sciences or are looking for a change, one of the key hiring trends in biotech and pharma is embracing all the current and future capabilities of artificial intelligence and machine learning.

Trend #7: The Growth of Cell and Gene Therapy

Cell and gene therapies represent a rapidly growing sector within biotech and pharma. UC Davis reports that job postings for roles in cell and gene therapy grew 400% between 2019 and 2023, and the desire for employees with specialization in cell therapy is projected to increase 75% in the next two years.

Candidates with these talents can find roles in several areas within biotech and pharma, including regulatory and compliance, QA/QC, and research and development. Everyone from very specialized individuals to technicians and generalists will find employment opportunities increase in the coming years.

job postings for roles in cell and gene therapy grew 400% between 2019 and 2023

Trend #8: Going Global in Biotech and Pharma

Hiring trends in biotech and pharma industries are going global as technologies bridge geography and the world becomes more aligned. Collaboration is a big key to success in the industry, especially with a need for new drugs and companies in developing countries. That means candidates who possess experience in the global marketplace, have multilingual abilities and are competent cross-culturally will become valuable assets for companies looking to navigate diverse markets and establish successful global partnerships.

Get Ahead of Hiring Trends in Biotech and Pharma

While not a new industry, biotech and pharma is most assuredly growing, and hiring trends in the industry continue to evolve. That’s why staying ahead of what’s next is crucial for employers and job seekers alike. But companies and candidates don’t have to go it alone; by partnering with a recruiter who is immersed in the industry and understands the hiring trends in biotech and pharma, you’ll accelerate results.

Unlock the keys to successful hiring in biotech and pharma with Blue Signal. With a depth of experience and expertise working with companies in the industry, we offer the solutions you need to remain competitive and attract the best talent.

About Kelsey Campion

Kelsey Campion is a Sr. Recruiting Manager at Blue Signal with over a decade of experience in the healthcare, pharma, and biotech spaces. To learn more about her expertise in medical and healthcare recruiting, including pharmaceutical, biotechnology, and clinical research positions, visit her bio and connect with her on LinkedIn.

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

Embark on a Summer Job Search—and Reap the Rewards!

by

While summer is often a time to relax, vacation, and slow down, it can also be one of the best times to look for a new position. While others are off enjoying downtime, you can take advantage of the “lazy days of summer” to embark on a summer job search or level up your skills. Here are five reasons you will want to launch your search during the hottest months of the year.

1. Take Advantage of Summer Hiring Cycles

While it is common that summer can be a slower hiring time for some companies, that’s not true across the board. When companies follow a fiscal year, they could have new openings available come July 1. When you launch a summer job search, you can tap into that larger pool of opportunities. Plus, since companies that follow a calendar year like to onboard before the winter holidays, by starting your search in the summer, you’ll gain a competitive advantage.

2. Expand Networking Opportunities

Yes, many professionals take vacations during the summer, but those lighter numbers at events can work to your advantage. Because networking events are less well attended, you’ll have more time to engage in meaningful conversations with professionals, industry leaders, and potential employers. Seek out events such as industry conferences, workshops, breakfast and lunch meetings, or happy hour mixers within your community.

When companies follow a fiscal year, they could have new openings available come July 1.

Remember, networking is often the key to accessing hidden job markets, so don’t downplay its significance—during a summer job search and throughout the year. And whether you meet new people in person or online, be sure to follow up within 24 hours to keep that conversation and relationship moving forward.

3. Enhance Your Resume

Updating your resume is crucial when launching a summer job search. Here are some essential tips to consider:

Add recent achievements.

What wins have you had at work this quarter? Accomplishments play a critical role in highlighting your value add to future employers, yet too few job seekers think to include them. Be sure to craft accomplishments that highlight not only what you did, but the outcome of your efforts as well. If you have relevant metrics or numbers, make mention of those. As your reviewing your recent contributions, they’ll typically center around making money, saving money, making people happy, and improving processes and productivity.

Consider your transferable skills.

If a career transition is your goal, paying attention to how you’re sharing transferable skills on your resume is imperative. Review the skills you have used thus far in your career that will be applicable to the position you want. Then highlight these skills in your summary and areas of expertise, as well as the experience section of your resume, so employers will see what you have to offer them.

Update your contact information.

If it’s been a while since you reviewed your resume, your contact information could be out of date. These days, it’s standard to only include your city and state, not a full address, and you should have your custom LinkedIn URL on your resume as well. Additionally, having your name and one way to contact you at the top of page two helps keep the pages together should they get printed and separated. (And yes, two pages is the ideal maximum length of a resume.)

Tailor your resume for each application.

When striving to get your resume through the applicant tracking software systems most companies use, it is critical to update your resume for each job application. This helps you integrate requirements and keywords into your title, summary, and areas of expertise. Updating your resume also lets employers see that you’ve taken time to highlight how your experience aligns with their needs in the role.

4. Leverage Online Platforms and Job-Search Tools

With the plethora of online platforms and job-search tools available, be sure to use them to your advantage. Ensure your LinkedIn profile is up to date and accurately reflects your skills, experience, and career goals. Actively engage with professional groups, join relevant discussions, and leverage LinkedIn's job-search features. You can also explore job boards, industry-specific websites, and company career pages to identify job openings that align with your interests and aspirations.

5. Prepare for the Interview Process

As you progress through the application process and secure interviews, interview preparation is crucial. Research the company thoroughly, including its values, culture, and recent news or projects. If you know the names of the participants in the interview, do your homework on them as well. Any information you can glean will help in the interview.

Familiarize yourself with common interview questions and practice concise and impactful responses. Be ready to articulate how your skills and experience align with the needs of the company. You’ll also want to prepare thoughtful questions to ask during the interview, which demonstrate your genuine interest in the position as well as the research you conducted ahead of time.

Rock Your Summer Job Search

Blue Signal is always looking for excellent candidates for the positions our clients are seeking to fill. We encourage you to review the open jobs on our website and LinkedIn to see what matches with your qualifications. If you’re unsure if your resume is ready to embark on a summer job search, learn about our sister company, Resume and Career Services. Their team of highly qualified resume writers and career advocates can help you build an interview-getting resume and polish up your interviewing and negotiation skills so you’re ready when those offers come your way.

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.