New Hire Checklist, Ensuring Retention and Engagement

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Ever thought that there ought to be some sort of guide on hiring? No one truly prepares you for the responsibilities you will undertake after finding a good candidate. You’ve made the right hire, but now what? Blue Signal might have your solution! Read on for a comprehensive new hire checklist that can help take the guesswork out of the first 90 days. If you’re more of the visual learning type, follow the link below to download the infographic and get back to what’s most important - securing top talent! 

Download the Infographic Here

Before They Start

Get ahead and prepare. 

  • Prepare a list of expectations for the role.
  • Re-evaluate your current on-boarding process by getting feedback from staff. 
  • Gather essential items and equipment - set up computers and download relevant software.

 

On the First Day 

Assimilate them into company culture. 

  • Have everyone meet the new staff member. 
  • Get them acquainted with their team and management. 
  • Arrange a team lunch. 
  • Ensure they have all relevant paperwork complete. 
  • Ensure their workstation is functioning properly.

 

The First Week on the Job 

Get them acquainted with the role and business. 

  • Begin the job training. 
  • Wrap up every day with an end of day review, encouraging them to ask questions. 
  • Give them an assignment they can do on their own. Use this to gauge how their work ethic will be moving forward.
New Hire Checklist Blog Graphic

Throughout the First Month 

Ramp them up to meet their goals. 

  • Check in to review their progress towards goals and team cohesion.
  • Gradually increase their responsibilities. 
  • Do a deep dive into big picture business goals, and explain how each department and role plays into it. 
  • Give them all relevant materials and reference documents.

 

The First 90 Days 

Gauging performance and success. 

  • Schedule out monthly check-ins to give a forum to ask questions and measure progress. 
  • Check up on larger projects. 
  • Hand off several projects at once and see how they manage time and prioritize tasks. 
  • Get feedback on the on-boarding process.

 

After 90 Days 

Evaluate their fit by measuring progress via numbers and the team feedback. 

 

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 & healthcare, manufacturing, emerging technology, and related industry niches.

At Blue Signal, we know that talent is a business’ best asset - and we are skilled in finding the exact professionals you need to reach your goals. Our targeted, specialized searches deliver highly qualified professionals to meet every hiring need. With over 120 combined years of recruiting experience, we can help your company find the right people for every unique company culture and industry niche. Our team works with both job seeking candidates and talent seeking hiring managers to find the perfect fit. Contact us today to explore your options, and jumpstart your team toward success.

Why Your Job Postings aren’t Getting the Right Applicants

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Filling an open role is stressful enough. Between finding coverage of the responsibilities for the role and also finding time to interview candidates, the search can become its own full time job. Recruiterbox estimates it takes a full 38 hours dedicated to a candidate search from job posting to signing contracts - and that’s only if you hire the first person you decide to interview! To top it off, how many hours could be wasted if your job posting doesn’t turn up any qualified applicants? Without qualified candidates, you could be spending that 38 hours per candidate in a search lasting anywhere between 4 days and 4 months! Based on knowledge gained through Blue Signal’s combined 120 years of experience in recruiting, here are some of the top reasons why your postings aren’t getting the right applicants. 

The Bad and the Ugly - Formatting 

This seems like a no-brainer, but you would be surprised by the sight of the other end of your job posting. It’s not your fault! Each job posting site has its own algorithm and tables that can all affect your formatting in wacky ways after you click that submit button. Monster explains it best in their support article, citing hidden information and extra code carried over from your word processor as the culprit. To summarize, 

The best way to combat this is to check the front-end of your job posting after it’s live.

Google your own role and check to make sure it’s not only appearing high for SEO rankings, but also to confirm that your job description formatting is clean and easy to read in every format from search page result to mobile device. If your margins have gone awry, correct it. Applicants will not apply to roles that look like they were posted by internet bots. Worse yet, you don’t want to give off a bad first impression by representing your brand with something haphazardly copied and pasted into a block of hard to process text. Make sure you are representing yourself fairly  and start with a formatting check! 

 

Losing Interest with Lengthy Application Processes 

It’s true. This generation of job seekers has a shortened attention span, especially when multiple listings that all look and feel the same are all competing for their attention at the same time. Even if by chance a candidate reads your job description and decides to apply, you are probably losing several good leads if your application process is too lengthy. Especially when it comes to passive talent. 

When you think of your dream candidate, are they unemployed today? Probably not. Which means they have full-time jobs, personal lives, and all sorts of responsibilities that occupy their time. If they start your application process and it becomes too tedious of a task, chances are they are probably going to back out with the rationalization that this prospect is not worth their time. An Appcast study found that companies can boost their application completion rate by up to 365% by merely reducing the length of the application process to 5 minutes or less. 

By shortening the process, you can multiply your candidate pool instantly.

If you aren’t sure how your application process compares, LinkedIn suggests taking yourself through your own application process to test it out. Gain some insight on how your interface looks, what bugs it might have, and what impression it gives from the applicants point of view. Remember that the application process is made to gain information on a candidate, not test their patience. Keep the application process focused on ease of communication - for both parties. 

 

Leaving Too Much - or Too Little - to the Imagination: A Bad JD

When you are reviewing applications, what stands out to you the most? Strong qualifications, or completed tables with candidate information parsed in? You probably appreciate succinct resumes more than long-winded cover letters that cover someone’s origin story in the industry. Make sure that your job description and application process fit your needs as a hiring manager, and don’t distract from the real messaging that your job description should be sending. 

Use your job description to weed out unqualified candidates - not your application process.

While you want the job description to be accurate to the role, you should consider this process from the perspective of the applicant. Imagine applying the “Golden Rule” to writing and posting job ads. You don’t want to waste your time reading blocks of self explanatory text - and neither do candidates. You like personalized cover letters and applications that target your company, not just the job function - just as candidates love personalized job postings that highlight company-specifics, like culture. Make sure that whatever you post is descriptive yet brief. Hubspot’s research delving into recruitment media found that job descriptions with 300-800 words performed best, with an 8-9% apply rate. Similarly, shorter job titles led to better apply rates, with the highest number of applicants for roles with titles only 1-3 words long. 

 

Lacking in the Sizzle Department - Marketing Yourself as an Employer

On the flip side, using short, bland job descriptions doesn’t seem to be in your favor either. In Blue Signal’s experience, “blanket” JDs have done more harm than good. One of the best ways to get the attention of a potential candidate is by marketing your company well in your job postings, not just the job itself. Hubspot found a direct correlation between apply rate and the number of benefits listed on a job description. 

When we say benefits - we don’t just mean pay rate, 401(K) matching, and free office coffee. Applicants want to hear about what innovative technology your company is developing, what the team culture is like, and what their career progression could look like beyond the role at hand. When posting a job ad, you must go beyond skill requirements and daily duties and really touch on the reason why people end up loving their jobs - the sizzle. If your company has casual Fridays or all-office lunches, mention that. If this role is open because the person that was in it before was promoted, that’s great material too! 

Why would someone want to come work for you?

Of course, applicants might work past your posting to look into your company’s website and your Glassdoor reviews, but not if they aren’t instantly compelled by the job description. Think about it from the candidate’s perspective. For example, there might be several companies looking for Network Engineers, but what is so special about your company? Why you and not the competition? What makes you shine as a manager? How is your company on the cutting edge of this industry? Just as you would sell yourself to a potential customer, you have to work to sell yourself to a potential employee. Talk about career growth, the culture of the team, the incredible people they can learn from. Focus on the sizzle of the role and you will gain the attention of the candidates that want to be there for the right reasons. 

 

Taking on the responsibility of hiring is a high-pressure position to be in. If you hire the wrong person, you are losing money. If you don’t hire the right person quick enough, you still lose money. There is a lot of trial and error involved in the process from screening candidates to interviewing. Starting with posting a job advertisement - you’re setting the tone for the entire hiring process. To get the right candidate for the job, you need to think like that candidate and gear your posting toward what they want from their next gig. Take it from us - this is an applicant driven job market. If you think you would benefit from having a partner in the process, whose entire 9-5 revolves around finding you that perfect hire, contact Blue Signal today. 

Guide to Working from Home with Roommates, Spouse, Kids, or Parents

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For many companies that made the switch back in March, working from home is becoming the new normal with over half of Americans going remote. This change - which in the beginning seemed only temporary - is now a much more permanent solution for many businesses nationwide. Since these companies have already implemented so many new technologies and processes to collaborate as a team remotely, they’re realizing they can save money on office and real estate costs while still supporting a high-functioning staff. According to Global Workplace Analytics, employers can save up to $11,000 a year for each employee who works remotely even half the time.

Being able to work from home can be a great perk as far as cutting out your daily commute and knocking out chores around the house on your lunch break. On the other hand, it also means that your spouse, children, and roommates now become your new co-workers who can often be much more distracting. This can be difficult to navigate as you work out a plan and get used to spending a lot more time together. To help you find your new normal, here are some helpful tips and tricks to co-habitating and co-working with all members of your household. 

Working from Home with Roommates Graphic

Set Realistic Expectations 

With such a big shift in your routine, there are bound to be some kinks that will take time to iron out, and that’s ok! Be upfront and set expectations with not only your housemates, but more importantly your coworkers. Everyone’s situation is anything but normal at the moment and there is no reason you should pretend it is. Whether you have kids being kids, or a roommate with a noisy call center job, it’s important to accept that things might not be 100% professional 100% of the time. 

Start a conference call or zoom meeting by explaining your situation; “My kids are playing in the other room and might need my brief attention throughout the call” or “My husband’s on a call in the other room if you hear any background noise.” This sets the tone of understanding from the beginning so if anything does come up, everyone is prepared. Being open and honest about how you’re managing distractions can also be reassuring to your fellow coworkers who may be feeling overwhelmed, and show that they’re not in it alone.    

Create Office Hours and Respect Them

Now that there’s no need to worry about commuting in morning traffic, you have the luxury to sleep in later and take your time getting to your desk. That being said, this can make it more difficult to get into a working state of mind and mentally ready for the day. A helpful tip is to wake up a little earlier and get something productive done before you even sit down at your desk. Something simple like unloading the dishwasher, journaling, or getting in a quick workout can wake you up and tell your brain you’re going to have a productive day. 

When it comes to multiple people working different jobs under the same roof, getting on a similar schedule can help everyone stay productive and keep the peace. It’s important to set strict start/stop times and communicate those clearly to everyone. This helps to avoid any misunderstandings between significant others, kids, or roommates about when the house needs to function as a working office. 

A good tip to communicate this to children is by using visuals to act as a constant reminder that you’re “on the clock”. Put up a gate or hang a sign on the door that requires them to stop and think if it's necessary to interrupt. This can actually be helpful for roommates too as no matter the age, sometimes people need a subtle reminder! 

Communicate Your Schedule

Communicating not only your start/stop times but also specific events throughout your day can make the co-working process much more seamless. Take the time to create a shared calendar or plan weekly chats about important meetings, calls, deadlines, etc. you have coming up. Shared calendars are a great tool as you can color code events based on what you need from your roommates. Note events where it is crucial that the room be silent with no interruptions, and video meetings to ensure no one gets caught on camera unexpectedly. This way, each of you can plan your schedules accordingly. 

For example, if you know your spouse has a video call late in the morning and needs a quiet room, you could maybe plan to take your lunch a little early that day to create a more relaxed environment. This is a great way to show you’re willing to be flexible and most likely they’ll return the favor for your next big meeting.   

Define your Space

Small spaces can mean short tempers. We understand this is often unavoidable, but you can still find ways to define what’s yours and what you’re willing to share. Setting boundaries on things like office equipment may seem slightly petty at first, but when you’re scrambling to get a deadline turned in and your laptop charger is nowhere to be found, tension is bound to boil over. Clearly keep your things separated and in a safe place so you always know where to reach for them. 

When it comes to finding your space, get creative while searching for quiet places to work and clear your head. Your car can act as another private room with a door that locks, for short term calls/meetings that you can’t be interrupted during. Taking a walk outside with fresh air can also be helpful when looking to relax or invigorate a new perspective on a project. It’s also a great way to take a call without others listening in from the next room. 

When sharing communal spaces, make a plan about where you’re each going to work and when. Maybe one of you gets the living room/dining table to check emails while sipping coffee in peace in the morning and the other gets the space after lunch, or switch off days of the week. There is always some common ground to be found but it’s up to you and your housemates to communicate and work together to find it. 

When it comes to working from home with kids, roommates or significant others, it’s important to accept that things aren’t going to be seamless and easy going from the start. Finding what will work for both of you is all about compromise and adjusting. If you decide on things to be one way and you find it’s not working, communicate and try something else! It’s going to take some time to settle into your new routines, but you will. 

While navigating all aspects of your new normal, make sure to take the time to regularly check-in on your roommates and family as WFH can often cause some added stress. A simple check-in or a night set aside to enjoy each other and do something out of the ordinary is a great way to boost everyone's mood and create a better work/life balance within your home turned office. 

Whether your situation is temporary or going to be a permanent schedule moving forward, being productive at home is achievable! Enjoy the added perks and give yourself and your housemates time to settle into these new roles. 

Leveraging COVID in an Interview to Gain Insight into Company Culture

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The Coronavirus pandemic has caused unmeasurable hardships on people and businesses worldwide, yet unwittingly brought about some of the greatest innovation and adaptation we will ever see in our lifetime. Companies all over the world have reimagined their customer experience, relocated their workforce, and deployed incredible technologies that have prioritized safety and security in spite of the virus. Considering all of this, leaders everywhere are asking the same question, “what comes next?” What was once considered a quick fix to a pressing problem might be the new norm - whether that be working from home, or re-emphasizing e-commerce in the marketplace. 

This changes a lot in the way of the workforce. As many look for new jobs post-pandemic, it’s important that we rethink the traditional interview philosophy that the company is only vetting you, and not the other way around. As a candidate that brings a lot to the table, make sure you are asking the right questions to ensure this company is the place for you. With COVID as a good benchmark for how a business values the security and safety of its employees, utilize the following questions to gain the best insight into the true culture of a company. 

Leveraging COVID in an Interview Infographic

The Ones They Prepared For 

Being top of mind, hiring managers and interviewers by now must have mastered their post-COVID-19 game plan. Most of their work for the past several months has revolved around how they will handle remote onboarding, work from home policies, and the benchmarks they seek to achieve with this new business model. Consider asking these questions to get a sense of how they are looking to manage these challenges: 

 

Can you tell me about your work-from-home policies? 

  • This is a pretty basic question. If they plan on having you work remote, you will want to know what your schedule will be like, what hardware they might provide for you to complete your work, and what communicating with your team will look like. Set these expectations early! Better yet, ask if these are outlined in the employee handbook and request a copy to review. 

 

What will remote training look like for this role? 

  • Assuming you will be working from home for the foreseeable future, you probably will not go through their traditional training program. As an organization, they will have a good idea of how they will onboard you into your role. Recall how you learn best and try to advocate for yourself here. If you learn best at your own pace, you might want to look for a company with a preset online training module that you can work through. Or, if you work better by bouncing ideas off someone, look for an employee shadowing training opportunity. 

 

How are you working to ensure the success of new hires in light of COVID? 

  • Try not to think of this as a philosophical question. You don’t want to work for a company that just “gives you tools and hopes for the best” - you want to work for a company that has a support system ready to go and has goals in mind for what they want this role to achieve for them. Ask what success looks like in this remote role, and how the training is set up to ensure you get there. 

 

What is the timetable for the company returning to the office, if at all?

  • Make sure you know what you’re getting into. Ask if the end goal is to have this role working back in their brick and mortar headquarters, or if they see this position being permanently remote. Note which workplace style you prefer, and make your decision based on what the position will offer you long-term. 

 

Covering the Logistics 

Businesses have had to pivot to reshape their safety and time off blueprints, especially in essential industries and in-person positions. Before committing to a role, you will need to know how the company has outlined rules and regulations to keep you healthy and employed. We suggest asking these questions NOT in the initial interview, but maybe in the second or third interview when you are anticipating a job offer. Just like asking about compensation and perks in your initial introduction, asking about sick leave and related policies can sometimes give off the wrong impression. Be strategic with when and how you ask the following: 

What changes have you made to ensure employee safety post-COVID? 

  • Prior to the pandemic, they surely had PTO policies and safety protocols that were in place to meet mandated regulations, but with COVID-19 that all would have changed. You can cut past the standard items with this question and get right down to the updates. 

 

What is your sick leave policy? 

  • With COVID, some employers might have rethought their rules regarding doctor’s notes and other guidelines that qualify time off as sick leave. The laws regarding what is required by businesses differ by state. Know your state’s laws before going into your interview by checking here. 

 

If I get sick and have to quarantine, what happens? 

  • It’s important to set expectations ahead of time in these situations. Remember, if you’re not going to be working in a remote capacity, the regulations they have set for this role are the same regulations set for your coworkers after they fall ill. Make sure that whatever their policy, it is something you are comfortable with. 

 

What happens if I need to take care of a sick, dependent family member, like a child or elderly parent? 

  • Hopefully this is never a situation you will have to navigate, but in that instance, it’s good to know where you stand with your employer. Let them know your responsibilities outside the workplace to best gauge if this is the type of work environment that meshes well with other aspects of your life, too. 

 

Uncovering the True Company Culture 

Unfortunately, it’s all too common that you enter a job interview and are promised the moon and stars in a new role. With some interviews giving an impression of glitz and glam, it’s easy to get caught up in the excitement of a prospective new opportunity and miss some red flags. The Coronavirus pandemic has given prospective employees a unique opportunity to ask companies acceptable - but telling - questions about a role. Use the following questions to get some insight into a business’s actual priorities and overall culture: 

What did you learn from the COVID crisis - as a leader, and as a business? 

  • Try not to lead this question to employees, revenue, production, or anything else. Ask it plainly and then wait to hear what they say. Without giving context, this will give you a realistic view into what is top-of-mind for this particular manager in that particular department. Depending on the direction they go, you can get some major insight into how they prioritize their employees by either mentioning their teams or - even more telling - by not mentioning their team at all. 

 

In what ways have the strategic priorities of the company shifted? How does this role support the achievement of these new goals? 

  • This is a great question to get a sense of the direction the company has shifted. Maybe they expanded their service offerings to gain better footing in new industries or doubled down on their current target markets. Whatever the case, it’s beneficial to know how this particular position plays into their long-term strategy to better understand what is expected of you if you were to land the job. 

 

When it comes to leading hybrid teams (remote and in-person workers), what is your management style? 

  • As mentioned before, it’s pertinent to look for what it is you need to succeed. Maybe this manager is super hands-off with their remote workforce, but deep down you know that you need more structure in your role to stay on task. In which case, you might prefer the other role with a manager that schedules end of day check-ins with their team. 

 

How has your company worked to maintain company culture with a remote workforce? 

  • As part of the appeal of this candidate-driven job market, you should know what kind of team environment you are stepping into. Maybe you need a competitive space to outperform your peers in sales, or maybe you need a lot of camaraderie to feel fulfilled in your role. If this is your first remote role, and you thrive in an immersive company culture, seek that out. Talk to the interviewer about things they have done to maintain that togetherness despite physical distance. 

 

Have you had to lay off employees due to the pandemic? If so, how did you help them transition to new roles? 

  • Tread lightly with this question! If you feel like this new position could be a risky move, this question could help you investigate its job security further. Of course, the interviewer probably won’t talk about any less than agreeable terminations, but watching their body language and hearing their take can give a valuable perspective. 

 

How has your company supported its community during the pandemic? 

  • If social responsibility marks high on your list of things you want in a future employer, this question can help you discern a company’s sentiments. There could be situations where they did their best by just keeping their heads above water after the market crashed. In this case, you could add value to your candidacy for the role by discussing ideas on cost-effective ways for the company to give back. 

 

Certain questions asked in particular ways can uncover answers that aren’t explicitly stated on career pages or in job descriptions. With the Coronavirus, candidates have been given a whole new arsenal of inquiry that is founded in safety and concern, yet reveals much more in terms of company culture and priorities surrounding employees in a workplace. Interviewers will unintentionally tell you a lot more there is to know about a company and a role than intended if you know what to look out for. Use this to your advantage! Find a company that fulfills all that you require from an employer - from protective safety measures to ethics and values that are on par with your needs. 

Interviews can feel like a very strategic song and dance. And in a way, they are! There is a certain etiquette that needs to be maintained to give off your best impression, but that doesn’t mean you can’t gain beneficial insight from them to help your decision-making before accepting a role. Use these tips and questions carefully, and they will help you uncover some truths about a company and how they will take care of you as an employee. For more tips and tricks on getting the most out of your interviews, download our comprehensive guide. 

Staying Virtually Connected – 5 Tips to Elevate Your Email Marketing

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Did you know that at least 99% of consumers check their email on a daily basis? With the majority of companies going fully virtual and more people opting to stay home when possible due to COVID-19, the population's online presence has skyrocketed. If there was ever a time to step up your digital marketing efforts, it’s now. With many brands and companies taking advantage of the market space, it’s crucial you stand out from the crowd in order to see results.

When it comes to conversions, email has all other digital communication channels beat. People who buy products marketed through email spend 138% more than those who do not receive email offers. Email marketing has an ROI of 4400%, and yes, that’s at least three times higher than social media! This channel has withheld the test of time as it’s still one of the most effective ways to communicate directly with your clients. By developing a solid email marketing strategy encompassing these simple tips, your email campaigns can quickly become your top digital driver in brand awareness and revenue. 

1. Segmenting your List

First things first, it’s important to keep your email subscribers list clean and up to date to ensure accurate analytics, testing, and reporting. Don’t be afraid to purge inactive subscribers and accounts. A helpful tip to be sure you’re not removing a potential customer is to send out an email blast to all inactive subs letting them know emails will be stopping before you let them go. By using a call to action, they can resubscribe and become active if they choose. After cleaning out your list you can continue keeping it updated by sending routine “check-ins” every so often informing subscribers how to adjust their subscription settings and customize what they receive and how often. This helps your readers feel in control of what they’re getting sent and thus become more inclined to stay tuned in. Another great way to organize your list is by creating segmented lists based on subscribers’ demographics and purchase history. Once you have these smaller segmented lists you can more effectively A/B test subject lines and visual placements.

2. Utilize Inspiration

With so many companies utilizing digital marketing and trying new approaches, there is an infinite amount of inspiration when it comes to concepts, design, and copy. An easy way to start looking out for inspiration is actually in your own inbox. When you receive an eye-catching or memorable email to your inbox, flag it for later and see how you can implement aspects of it into your own email marketing. Chances are if it caught your eye and stood out in your inbox, it will to your clients as well. Go further by encouraging your employees to do the same and share their ideas in team brainstorming sessions! There are also tons of great online resources that house digital marketing examples from all different industries. Both Pinterest and Milled.com are email inspiration gold mines.

3. Find Your Voice

As a brand, it’s important to nail down your voice. And that starts with knowing everything there is to know about your customer base. Keeping a consistent tone in the copy you post throughout all marketing channels and platforms is crucial, as it builds your brand’s identity and creates awareness more effectively. When it comes to email marketing it’s no different. It’s important that your tone resonates with your customers so you’ll need to start by understanding how your customer base interacts with your brand. You can picture your customer base as one single person that inhabits all aspects of your customer’s demographics, creating a target persona that works as a stand-in example for your entire following. By framing your writing to one target audience, it will be much easier to write in a consistent and natural voice that will connect to your readers. Emails should be easily digestible, so keep your text short and sweet. If it makes sense for the product and brand, don’t be afraid to add in humor as it is a good way to leave a lasting impression. 

4. Optimize for Mobile

When it comes to the design and content of your emails, mobile optimization should always be front of mind. Mobile email accounts for 67% of all email opens depending on your target audience, product, and email type. With over half of your subscribers viewing on their mobile devices, it’s crucial that all aspects of your emails are functional and visually pleasing on a smaller screen as well as a desktop. Here are some simple rules of thumb to follow when optimizing for mobile. 

  • Keep formatting simple. Text, buttons, and images should be easy to view and interact with. 
  • Utilize larger fonts and call to action buttons that are easily clicked with a thumb on a small screen. 
  • When using images and media, keep files small for quick downloading. 
  • Don’t assume all images will show up as some mobile devices automatically block media upon opening. Make sure the email will be effective without them.

 

5. Get Personal 

Adding personal touches to your emails is a great way to grab your reader's attention and be memorable. A good place to start is adding your personal name in the sender info so it reads “Alex from Blue Signal,” for example. You can also use plugin tools to pull each subscriber’s name into the email itself. To help your readers further connect with your brand, make sure you have a solid “welcome series” in place to send out to all new subscribers. Along with the initial company overview, crafting an email introducing your teammates with pictures and a short bio along with what they do is a great idea. This helps put a face and personality to who is working behind the scenes to take care of them.

Marketing is a crucial aspect of what we do in the recruiting space as we are always looking for the best way to present our candidates to our clients and vice versa. Whether you’re presenting as an individual or a company, it’s important your brand leaves a memorable impression. With so much of our typical communication with consumers switching to digital platforms, it’s essential we adjust and shift our focus towards online reach. A huge take away from the current climate we’re all facing is the validation that building a consistent and effective digital presence is essential, no matter what industry you’re in. Let this be the push you needed and get started building your digital marketing strategy today! 

Key Tips to Landing Top Respiratory Therapists in a Competitive Market

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The Coronavirus pandemic has expanded the demand for Respiratory Therapists and other qualified medical professionals in the United States and globally. The number of Respiratory Therapists is disproportionately low compared to the 18 million healthcare professionals nationwide. According to projections by The Bureau of Labor Statistics, there will be an annual average of less than 140,000 Respiratory Therapists between 2018 – 2028. This only represents .78% of total employees in the healthcare field. With the incidences of respiratory conditions rising worldwide, the demand for skilled RTs has become more challenging than ever.

Respiratory Therapist Stat
Respiratory Therapists represent just .78% of total employees in the healthcare field. *The Bureau of Labor Statistics

Despite the talent shortage in this market, Blue Signal has maintained a strong track record of delivering quality clinical and non-clinical healthcare staffing in a short timeframe. We have placed many Certified and Registered Respiratory Therapists nationwide and specialize in meeting the demand of clients quickly and effectively.

Through trial and error, our Blue Signal Healthcare Recruiters have come up with these 4 simple tips to land your next qualified respiratory therapist during the pandemic.

 

1. Understand Your Respiratory Therapist Hiring Needs

Respiratory Therapists (RT) are trained in cardio-pulmonary medicine to help those with asthma, emphysema, bronchitis, cystic fibrosis, and most recently, COVID-19. With the rapid spread of COVID cases throughout the US, finding qualified medical professionals is more important than ever.

Types of RTs include Registered Respiratory Therapists (RRTs) and Certified Respiratory Therapists (CRTs). While an RRT demands a higher level of qualification and education, both kinds of Respiratory Therapists are qualified to perform medical services to help those with acute and chronic dysfunction of the cardiopulmonary system. Before starting your search, make sure you know which type of RT your open job requires, and remember the RT talent shortage to consider if offering additional flexibility on your job description requirements is a possibility.

 

2. Provide Environmental Transparency Upfront

Respiratory Therapists are playing a critical role in keeping the COVID outbreak under control. Travel and contract work amidst the high demand for Respiratory Therapists has resulted in many RTs risking their own health for job security.  When bringing on new therapists to your facility, candidates should be made aware right away of your organization’s PPE policies and if they will be exposed to confirmed COVID cases involving risky treatments and procedures.  This can help assure the potential RT that you have their best interests in mind and are dedicated to their wellness and safety.

 

3. Offer Continued Training & Education

As Respiratory Therapists do their best to keep COVID-19 patients alive, the public’s attention has shifted toward healthcare. Many RTs are being recognized as the unsung heroes of the pandemic and are inspiring more students to enter the field. RTs can specialize in several types of therapy including emergency, geriatric, adult, pediatric, and sleep care - so there are many academic roads students can pursue. Offering specialized training and continued educational opportunities to advance the skillsets of your CRTs and RRTs will appeal to potential recruits and set you apart in this extremely competitive marketplace. The increased public attention around RTs has helped educate patients that their knowledge goes beyond ventilators, and we have already seen an increase in awareness to the profession. As the search continues for the next generation of Respiratory Therapists, this increased awareness of the field has already supported our candidate pipeline growth.

 

4. Utilize A Recruiter

If you are a hospital or healthcare facility struggling to find qualified Respiratory Therapists, you are not alone. With COVID cases on the rise, it may be difficult to set aside time to comb through hundreds of applicants to find the right fit; this is where a recruiter can help! Let us recruiters do the hard work for you: reviewing applications, having initial phone screens, doing background checks, and touching base with references. Working with a recruiter can save you time, increase productivity and efficiency, provide access to passive talent, and help you get back to the work that matters most - saving lives.

Blue Signal recruiters are with you every step of the way, going the extra mile to ensure our clients can find the critical fit for their healthcare facility. Our COVID-19 Critical Infrastructure Response Team specializes in Medical Devices, Healthcare & Hospitals, Telehealth, Lab Diagnostics, Biotechnology, Business Operations, and more.

Whether your team is overworked, under-staffed, or has gotten sick – take care of the ones that need your attention most and let us handle your coverage needs.

If you are in need of hiring support or know someone else that is, please call us today at (480) 939-3200!

 

5 Ways to Recognize a Toxic Work Culture During an Interview

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Today’s job market has pulled a complete 180 on how we envision the hiring process. Candidates, especially in more specialized fields, have their pick of opportunities - with the focus shifting on applicants and cultural fit, rather than just job openings and necessity. The silver lining to this shrinking talent pool is the sense of accountability for companies to create better work environments for employees, including better benefits and fun perks. However, in-office perks like table tennis and early-out Fridays don’t always make up for bad work environments. In fact, a study by Jobvite found that over 15% of candidates turned down job offers due to perceived toxic company culture. When interviewing, it’s important to consider if a company is the right fit for you by learning about the culture, not just the benefits. During this process, here are 5 ways you can recognize a toxic work culture - and avoid it - before accepting an offer. 

5 Ways to Recognize a Toxic Work Culture Blog Graphic 1

 

1. Ask About Feedback

If you want to give a good interview it’s recommended that you are prepared to ask questions, not just answer them. To get better insight into the company’s leadership, you should ask about how feedback is given within the team. If you are interviewing with management, ask for an example of a time when they approached an employee with feedback and how that feedback was received. Then, critically listen to their response. When joining a new business, no matter your prior experience, there will always be hurdles in learning their preferred processes. You’ll want to make sure that the learning curve isn’t stacked against you, and that the leadership within the company is prepared to help you along the way. Asking this question can help give you an idea of how your potential new employer will either set you up for success, or otherwise. 

 

2. Examine their Core Values 

Every company will have their own set of established core values. The trick here is to look past the catchy taglines and make sure that they are embracing their code. Before your interview, try to look for the company mission statement on their website. Assess it, then bring it up in the interview. They will be impressed by your initiative and, more importantly, you will be setting yourself up for an authentic response. Some interviewers might have their own tactics for selling their company’s culture down to a script. To cut around the sales pitch, ask for more examples. “I read that a core value of your company is perseverance - can you give me an example of how you have displayed that in your own role?” You want to work for a company that is true to their word, and one that supports values that truly align with your own. 

And do your research! If there is bad press about the company that you think misaligns with their core values, ask about it. Don’t come across as attacking, just say, “I read something concerning about your brand online, and rather than believe everything I read on the internet, I decided it’d be better to get the answers from the source. Can we talk about it?” Conversations like those that happen in interviews are the perfect place to voice your concerns, and can help clear the air in a constructive way. 

 

3. Get a Lay of the Land - or the Office 

A person’s definition of toxic can differ depending on their preferred job structure, so it’s important to know your preference before starting the process. If you’re doing an in-person interview, ask to see the work space. Pay attention to how employees are interacting on the floor - are they engaged in their work? Are they collaborating? Are they distracted? Are they tense? Think about the kind of work environment you thrive in - everyone works differently! If you find side conversations with coworkers too distracting, and you see that behavior happening in abundance, maybe consider if this work environment would set you up for success. Or, on the other hand, you could thrive better in a workplace that encourages socialization and teamwork. It’s up to your preference! One person's hindrance could be another’s motivation. 

 

4. Ask an Employee Their Opinion 

Try to take advantage of all opportunities. If you have the chance to speak to someone within the department you are looking to join - better yet, someone in the same role - ask them about their experiences. Discuss what they like about working there, and ask about the team dynamic. With some larger companies, the issues on the ground floor aren’t always known by higher ups, and can cause misalignment in the understanding of the team’s collaboration. As always, if you have a question you should try to get the answers from those closest to the issue. You never know, they might tell you new, exciting information too! 

 

5. Gauge the Pace of the Process 

One of the biggest red flags in the interview process is speed. If you are rushed through from interview to offer, odds are the company could just be looking for a warm body to fill the role. While flattering, speed can signify high turnover and deeper issues within the position. Be wary of processes that feel forced. 

On the flip side, interview processes that drag on for weeks could signify complications in corporate structure. This usually means that there is quite a bit of red tape within the company, and that there may be too many voices at the table concerning things like hiring. Of course, different types of roles can have different types of interview processes. If the role is especially technical, for instance, there might be more rounds to cover knowledge and testing. It’s one thing to be thorough, but know the difference. 

5 Ways to Recognize a Toxic Work Culture Blog Graphic 2

Toxic work environments aren’t a hiring manager’s favorite topic to cover during an interview - but are quickly discovered by those who accept the position without doing their due diligence. Jobvite found that over 32% of new hires who quit within the first 90 days cite company culture as a reason for leaving. Don’t make the mistake of accepting a job offer without diving into company culture first. Listen to your gut, and pay attention to what’s not being said through these preliminary stages to avoid landing yourself in a less than ideal work culture. 

How to Use Social Media to Land a Job

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In some form or another, almost everyone you know uses social media as a way to connect with others. In fact, there are 3.725 billion (and rising) active social media users. According to recent studies, people have an average of 8.5 social media accounts. Although many take advantage of the connections made through social platforms, most don’t think about leveraging those same connections to land their dream job. 

Are you a job seeker? Take advantage of these 5 key tips to help maximize your online presence and stand out from other applicants.

 

1. Keep Your Profile Up to Date

After reviewing your resume, the first thing employers look at is how you present yourself online professionally. They want to ensure that their new hire is going to represent their brand in a positive light. Make sure your username includes your first and last name, and change any connected emails to one that you wouldn’t be embarrassed to send out. SportsMan82 may be fine to communicate with friends and family, but you want to make sure you are making the right impression from the start. Make sure your profile image and posts are professional. Delete any posts that feature alcohol, profanity, overtly political statements, and any other controversial topics. When searching for a job via social media, it’s imperative that your profile reflects who you are as an employee.

 

2. Share Your Online portfolio or CV Online

Online portfolios are a great way to showcase your skills and past work experience. Use your portfolio to share facts about yourself and display your achievements. Take your portfolio one step further and create a blog; write about relevant topics related to your industry and expertise. There are plenty of free websites and tools that can be utilized to create a portfolio or cover letter to feature on your profile. Personal branding is essential to set yourself apart from other candidates, so make sure all of your social media pages are consistent across all platforms. If the jobs you are looking for don’t need a CV or online portfolio, instead, use your profile to illustrate your personality and display work you are proud of. Don’t be afraid to let people know you are searching; include a short description of your qualifications in your bio so employers know that you are taking your job search seriously.

 

3. Follow Major Players in Your Field 

When searching for a new role via social media, it’s essential to follow the companies you are interested in on social media. Currently, 91% of employers are using social media to hire talent and believe social media will become a more significant source of hire in the next 5 years. Aside from the traditional job search options like LinkedIn and Facebook, unconventional methods are just as effective at finding a job. Look on Instagram and Twitter for #hiring, and even check out the Reddit job page. Be sure to follow not only the companies you are applying for, but also any that you may garner connections from. Join public and private groups on social media to gain access to key industry players in your field. 

 

4. Engage in Online Conversations 

Tap into your connections to stay in touch with those who are working your desired role in similar industries. Make sure you are commenting, liking, and sharing relevant posts to show employers that you are up to date on industry trends. Oftentimes, hiring managers want to see that you are involved in current industry events and are keeping up with trends. Send personalized messages to your connections in an effort to find common ground and interests, one of those connections may just be someone who can help you get your foot in the door of your dream workplace. Help yourself appear in more search results by taking advantage of Search Engine Optimization tools; use hashtags, keywords, and tag your location

 

5. Don’t Over Interact 

The last thing hiring managers want to worry about is being spammed by an applicant through social media. Although you should connect with people in the field you are searching in, make sure you are not overstepping your welcome by over liking and commenting on posts. Make your interest obvious, but do so in moderation to avoid seeming desperate for the role. Just think about how you would like to be interacted with if you were in their shoes. It’s important to respect their privacy when it comes to interacting online.

Social Media Stat

Since the development of modern technology, social media has proven to be a gamechanger in the job search process. The job prospects and learning opportunities on social media are endless; 94% of professional recruiters network on social media and use it to post jobs to an extensive community. Take your job search to the next level by taking advantage of the opportunities and connections social media has to offer. 

Video Interview Tips and Tricks

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With today’s shift to more remote working options and reliance on technology within the interview process, new skills need to be developed by candidates that are seeking to stay ahead of the curve. Whether it’s safety concerns, ease of scheduling, reduced travel, or any other multitude of reasons - video interviews are one of the first steps in the process for roles across all industries. But there is more to it than you think! 

Consider the goals of your typical interview: you want to make a good impression, you want to seem prepared and knowledgeable, and you want to stand out among the other candidates in the pipeline. With video interviews, all these goals remain the same, but the strategy for accomplishing them has shifted. Blue Signal has expertly gathered some tips and tricks on the subject to help you navigate these nuances within the web conferencing world. Here are some ways that despite the change of setting, you can stand above the rest in your next video interview. 

 

1. Plan Ahead

Download the application you are using for the conference call as soon as you get the invite. Make sure to set up your username, account information, and settings to professional standards - such as using both first and last name in your username so when you appear on the screen, they don’t have to wonder who soccerlover32 is. 

Test out the technology immediately to make sure your camera, microphone, and connection are working properly. Set up a practice interview with a friend, colleague, or your recruiter to see what using the system will be like. Record this first practice run to reference later - and see how your posture, background, eye contact, and other aspects could be improved. Just as professional athletes review old game footage, it would be useful for you to see your areas of improvement beforehand. 

Review the “Resources” section below for insightful links on best practices as well as tips and tricks for some of the most popular web conferencing software and sites. 

 

2. Do Your Homework

Review the job description as well as the company’s website. Familiarize yourself with their products, services, culture, and some of their employee structure. Looking at their LinkedIn page can be a great indicator of who you might be speaking with, who may be on your future team, and what your career progression might look like once you land the job. And, if you do happen to know the names of each of your interviewers, look them up and review their profiles to get a sense of their qualifications, leadership style, and what they might be looking for. If you notice other people on their page with titles similar to the role you are interviewing for, review their profiles to get a sense of what works for the role as far as background, experience, and culture fit. You’ll gain a better sense of what they are looking for by seeing what’s working for them today. 

 

3. Be Prepared to Share

Interviewers may ask to see your portfolio, examples of your work, or other relevant documents you will want to have on hand. Create an updated folder of supporting documents and make sure it is easily accessible. Closeout all other applications, windows, and files, and make sure your background is appropriate. While a picture of you drinking beer with your friends may be a conversation starter, that’s not the conversation you want to start with. 

The advantage? They will be able to see your shared screen but not your actual desk. Utilize notes in order to keep track of what you would like to highlight. Be careful not to appear distracted, and maintain eye contact to the best of your ability - but use your home-court advantage to the best of your ability. 

 

4. Be Present

Just as candidates are seeking to adjust to new practices with video interviews, so are the interviewers. Without being able to really meet you in person, they will have to rely heavily on your body language and professional presence, but now through a limited view. Continue to dress as you would for an interview. Keep in mind what is behind you - and make sure your background is either a plain wall or something non-distracting. Sit up straight and maintain good posture, just as you would if you were across the desk from them. Make sure to stay engaged with the conversation by nodding, smiling, and maintaining eye contact. Try not to use your hands to speak, don’t fidget with your desk/computer, and never check your phone. Even though they aren’t physically in the room - they can still see you and sense when you are tuning out! 

 

Resources

Below are several links to tips and tricks for some of the most popular web conferencing and video chat sites, listed by site name. Happy interviewing! 

From a TrustRadius study.

With this shift in practice from in-person to virtual interviews, we will certainly have to learn as we adapt. However, if you want to stand out among other contenders, these steps are a good start. Limiting technical difficulties by being prepared, knowing your stuff, and staying engaged will help you accomplish just that! Even if you’ve had hundreds of interviews during the course of your career, there are always ways to improve, especially as the game keeps changing! Contact one of our recruiting professionals today to start working with a career coach that knows how to navigate these changes, and can help you land your dream role! 

“Why Haven’t I Heard Back from My Interviewer?”

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“Why haven’t I heard back from my interviewer?” This is one of the most common questions asked by candidates. According to a CareerBuilder study, as many as 75% of applicants say they never hear back from companies they have applied for. Companies looking for help are companies that need help, and their lack of communication typically signifies their need for an on-board applicant ASAP. As recruiters, Blue Signal has extensive experience working through every step in the hiring process from submittal through offer acceptance. We have taken thousands of candidates through many hiring processes, and have found that no two companies handle it exactly the same. However, there seems to be common themes that come after an interview. If you haven’t heard from your interviewer after what you believe to be a successful interview, this may be why.

Job Seekers that Apply

 

1. Decision-Maker Scheduling Issues

Just like any business operation, there are certain players in the process that have to be involved to gain approval. And, just like every other employee in a business, hiring managers have busy schedules and competing priorities. The fact of the matter is: you might not have heard back after an interview because of scheduling conflicts, someone being out of office, or just plain logistics. Making a decision to hire is an important choice for any business and can take time, especially when having to navigate some unfortunate hierarchy hurdles. 

 

2. They are Interviewing Others  

When looking for a job, you probably set out to apply to several roles at once. While landing the job requires certain skills and experience, it also is a slight game of numbers and favorable terms - where you always want more chances to win. In the same way, companies look to interview several qualified candidates before making a final decision on a hire to ensure they are getting the best of the best. If you have been waiting to hear back from the company after your interview, they could be putting off contacting you to make sure they weigh out their options. No news might be good news in this case! If they are interviewing others and haven’t passed on you yet, you might be in consideration among their top picks. 

 

3. Too Many Opinions at the Table 

Depending on the organization, the sheer number of voices in the decision-making process might factor into why you haven’t been contacted yet. Even if you have met several people throughout your interview rounds, there still may be other people in the process that need to review your credentials. Those that you have met probably have to meet and make deliberations. There are many organizations that make this mistake by having too many people involved in the process, and it ends up setting back their schedule. There is nothing you can do about this, but it’s something to keep in mind when considering a new company. This means they really value employee input and having teams collaborate to make decisions, right? 

 

4. Their Plans Have Changed 

After companies have reviewed several candidates for a role, we have often seen the parameters of the job change and evolve to the market. Sometimes, they see such great candidates they want to make the role higher-level or have the hire take on more areas of responsibility. Other times, they see a need to bring on more than one person for this position in their organization, and are trying to budget out two new hires. This is a good thing! That might mean that the role you initially applied for is now an even better opportunity. The downside - this can mean a delay in their hiring process. They’ll want to wait to reach out to you with information til after they have ironed out the details, so their delay could be a courtesy. 

 

5. Slow Interview Process 

Especially with bigger organizations, the interview steps can seem never-ending. Meeting with other people, getting approval from extra departments, and having more screenings can slow down the interview process for all applicants. Being thorough isn’t a bad sign, however delayed communication could be a bad side effect. To avoid this and get a better sense of their timeline, it’s best to always ask interviewers what the next step in the process looks like before leaving an interview. 

 

6. Hiring Freeze 

These are a recruiter’s least favorite words. Hiring freezes can come from a number of factors: budget changes, market delays, the economy, team restructuring, mergers, acquisitions, shifts in management, and much more. In this case, there is nothing you could have done to avoid it. Consider that they might be holding out information to see how long the freeze will last in the hopes it ends before noticed. They also might need to protect proprietary company information in some cases. Regardless, when you have representation within this process, like a recruiter, you usually gain better insight into instances like these. 

 

7. They Went with Someone Else 

Everyone hates rejection, but it’s just part of the interview process. All industries are competing for top talent, and you might not have been their #1 pick. That’s okay! For all you know, you may have been overqualified, or an internal promotion may have made more sense at the time for the business. Whatever the case, try to keep a good relationship with companies you have interviewed with by sending thank you notes to follow up. Who knows, in the future they might have a role better suited to your expertise, and your gratitude and class could leave an impression that makes you their first call when that other role opens up. 

 

No matter the industry, job, or reporting structure, no two interviewing processes are the same. Companies should treat interviewers with perception in mind, reflecting the best their company has to offer by keeping their lines of communication open and clear. But that’s on them! The best you can do is set yourself up for success by working with someone on the inside, like a recruiter! Recruiters are your best tool for representation and communication for a potential new gig, and can help answer questions about slow response times after interviews. Our job is to be in constant contact with hiring managers to see what they are looking for and why. It’s literally our business to know how your interview went! We have direct lines to client’s internal changes as well as the market shifts, and can provide you behind-the-scenes insight into their hiring strategy. We can help you with anything from interview preparation to salary negotiations, making sure that your start into a new company is a successful one. Talk to one of our Blue Signal recruiters today to see what opportunities they have available in your space! We’d love to represent you, and help you skip the guesswork after an interview.