The Job Counteroffer Dilemma: 10 Reasons to Think Twice

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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.

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September Is Update Your Resume Month

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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. 

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

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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.

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Case Study: Relocate to a Small Town

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Are you considering a move to relocate to a small town for your career? Don't overlook the advantages that come with it. Relocating to a small town can offer numerous benefits without sacrificing personal or professional growth. In this article, we'll explore the perks of moving to a small town, using Little Rock, Arkansas as a compelling case study. Discover why a small town like Little Rock can be a smart move for your career and lifestyle.

Embracing the Advantages of Living in a Small Town

When you relocate to a small town, it offers several advantages worth considering, including:

  1. Cost of living advantage: Most of the time, smaller markets have lower living costs, enabling you to save money. For example, housing expenses are typically much more affordable in small towns compared to major cities. This affordability allows you to allocate more of your income toward travel, entertainment, or retirement savings.
  2. Enhanced quality of life: Small towns frequently provide a better quality of life compared to larger cities. According to a 2021 study by the University of California, the per capita prevalence of depression systematically decreases with city size. Small towns offer greater opportunities for community connection, less traffic congestion, reduced pollution levels, and a generally more relaxed and enjoyable lifestyle. Additionally, these areas often have lower crime rates due to their smaller populations, resulting in decreased stress and increased safety.
  3. Incentive programs for new residents: Numerous states and cities offer incentive programs designed to attract new residents. These programs provide financial assistance, such as grants, tax breaks, or relocation assistance, making the transition to small-town living even more appealing.
Relocate to a small town stat

Incentive Programs to Relocate to a Small Town

Many small towns offer incentive programs to attract new residents and businesses. These programs provide financial benefits, including grants, tax breaks, and relocation assistance. While specific incentive programs vary from town to town, some common examples include:

  • Relocation grants: Financial assistance to cover the costs of moving to a small town.
  • Tax breaks: Reductions in the amount of taxes paid by new residents and businesses.
  • Relocation assistance: Help with finding a job, housing, or childcare.

The availability of incentive programs is just one of the many factors that make small towns attractive places to live. Other factors include a lower cost of living, a strong sense of community, and a slower pace of life. If you're considering a small-town relocation, be sure to research the incentive programs available in the towns you're considering. These programs can make your move more affordable and easier.

Final Tips for Relocating to a Smaller Market

Here are some tips to keep in mind when relocating to a smaller market:

  • Do your research: Before you relocate to a small town, thoroughly research to ensure it's the right fit for you. Consider factors such as the cost of living, job market, community, and overall quality of life.
  • Be flexible: Be open to exploring job opportunities beyond your exact field. Smaller markets may have alternative career options that can still be fulfilling.
  • Make the most of it: If you decide to relocate to a smaller market, embrace the experience. Get involved in your community, explore the area, and take advantage of the benefits that come with small-town living.

Little Rock Case Study: Uncovering the Advantages

Let's take a closer look at Little Rock, Arkansas. With just over 200,000 residents, Little Rock may not be the first small town that comes to mind for a job relocation. However, it offers numerous incentive programs to attract new residents and businesses. These programs provide financial benefits such as grants, tax breaks, and relocation assistance.

The cost of housing in Little Rock is 17% lower than the national average in the United States, and healthcare services are 22% less expensive. Little Rock allows residents to enjoy financial stability and a comfortable lifestyle. In addition to affordability, the city boasts attractions for history buffs, foodies, and art lovers. Residents can explore the historic Arkansas State Capitol, visit the Arkansas Museum of Fine Arts, or enjoy the beautiful Ozark Mountain view.

relocate to a small town in Arkansas

Little Rock Incentive Programs

Little Rock offers various incentive programs, including:

  • The Little Rock Residency Incentive Program: Provides a one-time payment of $5,000 to new full-time employees who move to Little Rock.
  • The Love, Little Rock Program: Grants a $10,000 grant to out-of-staters who move to Little Rock and secure a job in Central Arkansas. This program aims to attract new residents to Little Rock and support them as they start their new lives.

These are just a few examples of the many incentive programs available in Little Rock. For more information, please visit the website of the Little Rock Chamber of Commerce. The Love, Little Rock Program represents the kind of incentives that small towns offer, making it easier for people to relocate and enjoy the benefits these towns have to offer.

Let’s Connect

Keep an open mind, explore the possibilities, and discover fulfillment in a smaller community. At Blue Signal, we offer remote opportunities in numerous small towns that provide enticing incentive programs. If you have any questions or need further assistance, please don't hesitate to reach out to us.

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Accounting Certifications to Advance Your Career

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This year, the global accounting services market value is expected to reach $868 billion – and projected to grow by 6% by 2031. Due to the expansive growth, the industry is experiencing, competition in the accounting field is at an all-time high. To combat this curve, adding one or more accounting certifications to your resume may be just the thing to land you a new position or promotion to advance your career. Further, the market shows that only 36% of accounting professionals are satisfied with their job. This means an increased number of accounting professionals are on the job hunt – which means more competition.

But with an overwhelming amount of accounting certifications to choose from – how do you know which is right for you? First, you’ll need to assess where you are in your career and where you want to go. Take the time to narrow in on the desired industry you want to practice accounting in, what position you will be targeting next, long-term career goals, and the budget you have to pursue a certification.

Once you’ve mapped out your situation, the selection process will become much less daunting and the right certification for you will be clear. To get started, check out these top six accounting certifications that will get you noticed in your current role or set you up for success in your upcoming job search.

Top 6 Accounting Certifications

List of accounting certifications

#1 Certified Public Accountant (CPA)

A Certified Public Accountant is defined as a trusted financial advisor who helps individuals, businesses, and other organizations plan and reach their financial goals. According to a recent study, 52.7% of accountants in the US are CPAs. It has also been noted that this certification is the most in-demand credential, even above an MBA. Obtaining a CPA license gives accountants the right to practice public accounting within their state.

CPA Certification Process:

The licensure process to becoming a CPA follow the 3 E’s – education; exam or uniform CPA examination; and experience. The requirements for education will vary by state/jurisdiction but all require at least 150 semester hours to complete this step. Next, candidates need to complete the uniform CPA exam which is computer-based and consists of four sections. Those sections include Auditing and Attestation (AUD); Business Environment and Concepts (BEC); Financial Accounting and Reporting (FAR); and Regulation (REG). Question types include multiple choice, simulation, and written communication. Candidates need to receive a passing score of 75 on a 0-99 scale. In regards to experience, many states require the candidate to have 1–2 years of experience under a CPA.

Practicing CPA’s must maintain their accounting certifications through Continuing Professional Education (CPE), which is typically 40 hours per year. Overall, any accountant looking to pursue and/or practice public accounting is required to be licensed as a CPA within their state/jurisdiction.

Price:

Total cost of obtaining a Certified Public Accountant certification is about $3,025.

#2 Chartered Global Management Accountant (CGMA)

The Chartered Global Management Accountant (CGMA) designation is the premier management accounting credential. Through this certification, candidates advance their skills in finance, operations, strategy, and management, helping them to further their accounting career. Overall, this designation was created in 2012 to recognize a unique group of management accountants who have reached the highest benchmark of quality and competence. The CGMA certification is backed by tools, webinars, reports, and research that challenge thinking and keep candidates at the top tier of their profession. It’s even been reported that 91 of the Fortune 100, and 95 of the world’s top 100 brands choose CGMA designation holders over others.

CGMA Certification Process:

Those looking to earn the Chartered Global Management Accountant designation must complete the CGMA Finance Leadership Program. This course is similar in scale and skill as a master’s degree. Overall, the program is set up to be convenient, personalized, and comprehensive, as it offers an intuitive system interface, intriguing content, and progress you can track. The program is divided into three levels – operational level, the management level, and the strategic level. Each of these levels will continue to build on skill and knowledge learned from the previous one. For those who have already received relevant accounting certifications or degrees, may be eligible to skip certain levels, resulting in a faster completion.

Once enrolled in this program, candidates will complete the coursework and case study exams. After working through the Finance Leadership Program coursework, you will need to complete a minimum of three years of practical work experience before applying for the CGMA certification online.

The CGMA Finance Leadership Program really pushed me to think about taking my knowledge one step further beyond just producing accurate financials.”

- Susan Groover, CPA & CGMA holder

Price:

The CGMA Finance Leadership Program is offered in one-, two- or three-year subscriptions. If completing all three levels, the total cost is $6,375. Also, for those who are Certified Public Accountants, there is special pricing available. Once you’ve earned your CGMA designation, there is an annual fee of $395 to maintain it.

#3 Chartered Financial Analyst (CFA)

The Chartered Financial Analyst (CFA) is an advanced charter for those who wish to expand their knowledge and skills. This certification allows candidates to thrive in the highly competitive accounting/finance industry. The CFA charter is designed to enable accountants with a heightened expertise and real-world skills in investment analysis. This designation is for all industry experience levels, from practicing investment professionals, students, or those looking to switch careers all together. Those who hold a CFA charter occupy a range of investment decision-making roles, with the majority of professionals being Research Analysts or Portfolio Managers.

This specific designation brings major value within the evolving industry and truly provides a leg up when it comes to competition. As a globally recognized credential in the investment management profession, the CFA charter shows employers your dedication and skill-level. When presented with a CFA, investment employers take notice in understanding it represents a higher standard.

CFA Certification Process:

To achieve a Chartered Financial Analyst charter, candidates must complete the CFA Program along with acceptable work experience requirements. The CFA Program tests the fundamentals of investment tools, valuing assets, portfolio management, and wealth planning. Overall, this program contains three levels of curriculum, each with its own exam. Each level will build on the prior level and become increasingly more complex as candidates advance. On average, candidates report investing over 300 hours of study in advance to successfully passing each level. Paired with the curriculum, the CFA Institute offers candidates innovative study tips and prep providers with extra exam prep courses and materials to ensure program success.

All three levels of the program focus on knowledge surrounding the same overarching themes, but differ in exam style and format. These levels cover the following ten topic areas, ethical and professional standards; quantitative methods; economics; financial statement analysis; corporate issuers; portfolio management; equity investments; fixed income; derivatives; and alternative investments.

The Level I exam consists of 180 multiple choice questions, split between two 135 minute sessions. Level II exam consists of 22 item sets comprised of vignettes with 88 accompanying multiple-choice questions. Lastly, the Level III exam will then consist of 11 item sets comprised of vignettes with accompanying multiple-choice items and 11 constructed response (essay) questions.

Price:

The total cost for the CFA Program is $3,050 – $3,950, depending on fee deadlines. The CFA Institute also offers scholarships to help make the CFA Program more accessible for all.

#4 Certified Management Accountant (CMA)

The Certified Management Accountant (CMA) certification has been the global benchmark for management accountants and financial professionals for over 50 years. CMAs bring strategic thinking, applied work experience, and the ability to convert data into dialogue. The overall goal of the CMA certification is to give candidates the ability to explain the "why" behind numbers, not just the "what." In turn, this gives those greater credibility, higher earning potential, and ultimately a seat at the leadership table. On average, those who complete the CMA certification receive a 58% increased salary advantage compared to accountants without the certification.

CMA Certification Process:

The CMA certification exam process is taken in two parts, covering 12 competencies. Part one focuses on financial planning, performance, and analytics. These topics include external financial reporting decisions; planning, budgeting, and forecasting; performance management; cost management; internal controls; and technology and analytics. Part two of the exam then focuses on strategic financial management topics that include financial statement analysis; corporate finance; decision analysis; risk management; investment decisions; and professional ethics. Background requirements for the CMA certification include a bachelor's degree or other professional accounting certifications and two years of work experience.

Preparation for the CMA certification can be accomplished either in a live or virtual classroom, both on your own time. Methods and materials are selected on an individual basis to best match the way each candidate studies.

On average it takes about 12-18 months to complete both parts of this certification. It’s recommended to plan on spending about 150-170 hours of study prep, per part. Based on a recent report, candidates on average can expect $1,696 or more in returned lifetime earnings for every hour of study time they complete.

Price:

For professional members, the cost of the CMA certification includes a $280 entrance fee and $460 exam fee (per part), totaling $1,200. For student/academic members, the entrance fee is $210 and each exam fee is $345, totaling $900. The Institute of Management Accountants (IMA) also offer a group staff enrollment program to companies looking to help their employees close the skills gap and gain a competitive edge in the market.

#5 Certified Internal Auditor (CIA)

The Certified Internal Auditor (CIA) designation has been setting the standard for excellence within the auditing space for over 40 years. As the only globally recognized internal audit certification, the CIA designation is the overall best tool to communicate knowledge, skills, and competencies. This certification will ensure candidates can effectively carry out professional responsibilities for any internal audit, anywhere in the world.

Upon completing this certification, auditors will be able to distinguish themselves from their peers as well as enhance credibility and respect, sharpen skills and proficiencies, increase advancement and earning potential, and demonstrate understanding and commitment. With over 170,000 CIAs in 170+ countries awarded the designation; the CIA is proven to be the certification most valued by employers of internal audit professionals.

CIA Certification Process:

To be accepted into the CIA program, the candidate must either, hold a bachelor’s degree or higher; hold an active Internal Audit Practitioner designation; or possess five years of internal auditing experience. This experience can be in any of the following: internal audit, quality assurance, risk management, audit/assessment/disciplines, compliance, external audit, internal control. A character reference signed by a CIA, CGAP, CCSA, CFSA, CRMA, QIAL, or the candidate's supervisor, is also required to apply.

Once candidates have been accepted into the CIA program, they must pass all three CIA exam parts. Part one of the CIA exam is the essentials of internal auditing. It covers six domains focusing on the foundation of internal auditing; independence and objectivity; proficiency and due professional care; quality assurance and improvement programs; governance, risk management, and control; and fraud risk. This section is made up of 125 questions and is 2.5 hours in length.

Part two, the practice of internal auditing, covers four domains focused on managing the internal audit activity, planning and performing the engagement, and communicating engagement results and monitoring progress. Candidates must complete 100 questions within 2 hours.

Lastly, part three is an additional 2 hours and 100 questions on business knowledge for internal auditing. This section reviews four domains focused on business acumen, information security, information technology, and financial management. To prepare, the IIA provides sample CIA exam questions and answers to use as insight into what types of questions to expect.

Price:

Pricing for the Certified Internal Auditor course varies based on membership. The total price including application and all three exam fees for IIA members is $940, non-members is $1,445, and students is $740.

#6 Certified Information Systems Auditor (CISA)

The Certified Information Systems Auditor (CISA) certification is a world-renowned standard of achievement for those who audit, control, monitor, and assess an organization’s information technology and business systems. Overall, the CISA certification proves your expertise in the following domains, information systems auditing process; governance and management; information systems acquisition, development and implementation; information systems operations and business resilience; and protection of information assets.

The average salary of a CISA holder is $149K and acquiring this designation, on average, results in a 22% pay boost and 70% on-the-job performance improvement. With over 151K+ certification holders, the CISA certification is the clear choice for those looking to prove their expertise in IS/IT auditing, control, and security.

CISA Certification Process:

Eligible candidates for the CISA certification must have five or more years of experience in IS/IT audit, control, assurance, or security. The exam is split up into five domains, which include information system auditing process; governance and management of IT; information systems acquisition, development, and implementation; information systems operation and business resilience; and protection of information assets. The total length of the exam is 4 hours and is constructed of 150 multiple choice questions.

ISACA offers a variety of exam preparation resources including group training, self-paced training, and study resources to help ensure exam success. Once candidates take the exam in an approved proctored setting, they will receive their score immediately on the screen after completion. ISACA uses and reports scores on a common scale from 200 to 800. 450 or higher is considered a passing score.

Taking and passing the ISACA certification exam, candidates must submit their application along with a $50 processing fee. All CISAs must adhere to ISACA’s Code of Professional Ethics, Terms of Use, and Privacy Policy, as well as Continuing Professional Education (CPE) Policy, and Information Systems Auditing Standards.

Price:

Exam registration fees for the CISA certification are based on membership status at the time of exam registration. Price for ISACA members is $575, and $760 for non-members.

Accounting Certifications Wrap-up

Regardless of the certification you choose, having an additional designation of expertise on your resume ensures an industry advantage when making career moves, big or small. If you’re feeling overwhelmed with which of these accounting certifications is right for you, take it one step at a time. Narrow down your options based on skill-level, career goals, and budget. Upon completing which ever certification you choose, be sure to stay up to date on their renewal processes and update your resume and LinkedIn profiles to ensure you get the most out of your hard work.

If you’re still not 100% sure which accounting certifications would be best for you, contact a BSS recruiter to help you decide and see which career path makes the most sense!

Top 10 Sales Certifications That Will Get You Noticed

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According to a survey by HR.com, “100% of respondents agreed that industry certifications are preferred during the hiring process, in both new hire and internal employee placement scenarios.” But why are additional certifications so valuable? Today’s job market is more competitive than ever and certifications help candidates stand out from the pack when looking to land a new position.

Obtaining a sales certification that is relevant to your current or desired role helps keep you up to date on trends, skills, and techniques to be a better sales professional and can help you get noticed by management. Along with career advancement, having a certification on your resume can directly correlate to pay increases. Research by The Narrow Ladder found that in career fields (like sales) that value certifications, these distinguishing accolades carry significant salary premiums – as much as 18% higher than the average in their sample.

Once you’ve decided to pursue a certification in sales, the sheer number of options available can be overwhelming. Granted, this is not the worst problem to have; but to narrow down your search, first you’ll need to assess your goals. Ask yourself questions like, what skills are you looking to improve? Are you wanting to remain in your current role, advance to one with more responsibility, or transition to a new company all together? Would you like to lead a sales team or simply expand on your hands-on sales techniques? After your goal assessment, you’ll need to consider how much time and money you’re willing to invest in a sales certification. Once you’ve nailed down these variables, the process of choosing a certification that’s right for you becomes a lot more manageable. To help narrow the search, we’ve put together a list of the top 10 sales certifications offered in the sales field today.

NASP Sales Certifications

National Association of Sales Professionals (NASP) Sales Certifications

The National Association of Sales Professionals is a global organization with the largest online community of sales candidates in the world. Their mission is to connect industry professionals and experts together to network and share best practices. The certifications and trainings they offer are uniquely centered around daily habit conditioning and weekly coaching that ensures maximum skill retention. Other benefits of their programs include flexible monthly subscription plans; team support; access anywhere through smartphones and/or internet devices; weekly assignments and online journals; and even exclusive sales retreats and events.

#1 Certified Professional Sales Person (CPSP)

Highlighted Skillset: The CPSP certification teaches participants how to completely alter the way they approach sales and communication. The course is heavily centered around learning techniques when communicating with individuals, groups, over the phone, in a meeting, and while presenting to leadership or customers. This sales certification builds on the strategic sales process and incorporates the emotional needs and psychological triggers that drive decision-making. Some of the key takeaways include learning how to shorten sales cycles, effectively overcome objections, create the sales habits that set you apart, and how to close more sales overall.

Certification Process: The CPSP certification is a very flexible 6-week course that can be completed on any device, including a cell phone – from anywhere, at any time of day. Participants will log in to complete each daily module for 45 consecutive days. Each module averages about 20-30 minutes with weekend days designed to be quick check-ins – while still encouraging daily habit development. After the 45 days, there is a final exam which must be passed with a minimum score of 80%.

Price: The total cost of this sales certification is $695.

Who it’s for: This certification is tailored toward sales professionals, sales executives, CEOs, business owners, and anyone looking for an advantage when getting into sales.

#2 Certified Professional Sales Leader (CPSL)

Highlighted Skillset: The CPSL certification is aimed to help candidates improve the way they approach sales leadership. It focuses on techniques to influence the sales professional’s behavior to in turn, increase performance and revenue. This certification is fully designed to help develop one’s full potential as they step into the new space of sales leadership. Participants will leave this course with the ability to build a self-directed and empowered sales team; align individual motivations with achieving corporate goals; support a sales team with the tools they need to get results; lead salespeople effectively through their own perceived limitations; increase performance to lead by example; and help a team build effective habits for consistent and sustainable results.

Certification Process: The certification process for the CPSL is the same layout and schedule as the other NASP certification mentioned previously.

Price: The total cost of this certification is $795.

Who It’s For: Presidents and VPs of Sales, Directors of Sales, Sales Managers, small business owners, or sales professionals looking to move into a leadership role would all benefit from this sales certification.

#3 Certified Master Sales Professional (CMSP)

Highlighted Skillset: The CMSP is unique because it includes both the CPSP and CPSL sales certifications mentioned above in one all-encompassing program. Along with completing the CPSP and the CPSL certification, participants also gain access to the Association’s Advanced Sales Influence program and a year-long membership to their Sales Mastery Group. This course is designed to help salespeople and sales leaders quickly ramp up their abilities to successfully navigate and excel in the industry by learning how to influence others. Participants will walk away with the ability to utilize unique techniques developed from 20 years of modeling, interviewing, and coaching the top 1% of business leaders and sales professionals in the world.

Certification Process: The Certified Master Sales Professional program is a comprehensive 14-month master certification. The process follows the same format when completing both the CPSP and CPSL certifications, followed by the Advanced Sales Influence program and 12 months of Sales Mastery course work.

Price: This all-in-one master course totals $3,400.

Who It’s For: Sales professionals, sales executives, CEOs, business owners, and anyone looking for an advantage as they step into the industry of sales would benefit from a CMSP.

AA-ISP Sales Certifications

American Association of Inside Sales Professionals (AA-ISP) Sales Certifications

The mission of the AA-ISP is to help advance virtual sales professionals to the next level in their career. This global community offers published content, local chapters, community research and benchmarking, global conferences, career development, and virtual sales training/certification programs for all levels. Their peer-driven community and resources provide hands-on learning and support across all certification programs.

#4 Certified Inside Sales Professional (CISP)

Highlighted Skillset: The CISP sales certification covers a wide range of skills and techniques useful for any early- to mid-stage sales representatives. Key lessons in this sales certification include business 101 and the sales process; research and preparation; components of a successful prospecting call; discovery and qualification; presenting a solution; objection handling; closing; and territory/account/channel management.

Certification Process: The CISP accreditation is a web-based, online program which includes 10-modules of preparatory coursework, followed by a final “live sales call” role play exam. Completing the coursework takes about 8-12 weeks, before attempting the final exam. Each module expands on specific topics and techniques needed to successfully pass the final exam. Participants will work through practice simulations, observe audio recordings of sales calls, and take quizzes after each module.

Price: The price of this certification ranges based on membership: totaling $875 for AA-ISP professional members, and $1,020 for non-members.

Who It’s For: This sales certification is applicable for all early- to mid-stage sales representatives looking to focus on inside sales.

#5 Certified Sales Development Representative (CSDR)

Highlighted Skillset: This is a beginner-level sales certification that teaches in-depth, fundamental sales knowledge. The CSDR course work covers how to generate sales leads, ways to target accounts, communication techniques, and strategies for setting and measuring goals. This is a detailed learning course that covers hands-on takeaways that sales professionals can implement into any sales role.

Certification Process: The CSDR is a web-based, self-paced learning platform that includes 4 course modules, all with audio/visual learning options. Upon completing the course work, sales professionals prove their knowledge through a written test and a “live sales call” role play experience with a test proctor.

Price: The price of this certification ranges based on membership: totaling $575 for AA-ISP professional members and $720 for non-members.

Who It’s For: This sales certification is applicable for all early- to mid-stage sales representatives, specifically those who will be practicing sales development.

#6 Certificate in Virtual Sales

Highlighted Skillset: The Certificate in Virtual Sales is designed to meet the rising demand for virtual selling skills. With so much of the world transitioning to conducting business virtually, this certification was created to capture and advance those skills in the sales industry. The buying process has been shifting digitally over the past decade beyond the recent spike in virtual reality due to the global pandemic.  It’s clear now more than ever that both inside and field-based sales professionals need to have the appropriate skills and knowledge surrounding best practices in virtual selling. This sales certification covers a range of skills including how to place a webcam for ideal lighting, hosting a video conference, virtual prospecting, account management, and much more.

Certification Process: The Certificate in Virtual Sales is a self-paced, e-learning format and can be completed in 1 week or less. The program consists of text/written assignments and study resources, video learning, and interactive lessons with quizzes following each.

Price: This sales certification is offered in two programs – the representative program totals $279/person and the leadership program totals $299/person. Discounted group pricing is also available for teams of 4 or more and can be made up of a combination of reps and leadership programs.

Who It’s For: This sales certification is great for both inside representatives, field representatives, and sales management looking to increase their virtual selling skills.

SMEI Sales Certifications

Sales and Marketing Executives International (SMEI) Sales Certifications

Sales and Marketing Executives International is globally known for developing and educating the best sales and marketing professionals in the space. As a leading nonprofit professional association, SMEI designs their programs to test the knowledge, skills, and abilities that are required to succeed in a specific role. They understand that credibility within the sales and marketing profession is important and believe that those who have met and surpassed high standards of education, experience, knowledge, and ethical conduct should be recognized. That’s why SMEI has established sales certifications and marketing certifications for professionals to complete and use professional designations. All of their programs involve part-time self-study and an examination process.

#7 Certified Sales Executive (CSE)

Highlighted Skillset: The CSE certification prepares individuals for the exciting challenges related to leading a sales team in today’s competitive economy. The course teaches basic theoretical foundations that enable sales professionals to adapt to the economy as it continues to evolve. The certification balances practical applications and techniques to utilize to improve sales performance.

Certification Process: This sales certification is a self-study course that can be completed at each individuals’ preferred pace. The course offers an online learning system to study the e-textbook, take quizzes, and prepare for the certification exam. After completing the course work, there is a final exam that is made up of 180 multiple-choice or true/false questions and is timed for 3 hours. A score of 75% or better is considered passing. The exam that can be taken from home or from an office using any computer and webcam. Once the exam is passed, participants will receive an online digital certification badge from SMEI to display. Note: users will need to complete the online exam within 1 year of their application date, using the approved online proctor system.

Price: This sales certification costs $989 for non-members and $593.40 for executive members.

Who It’s For: Sales management, executives, and account managers would all benefit from this sales certification.

HubSpot Sales Certifications

HubSpot Academy Sales Certifications

HubSpot Academy is the worldwide leader in free online training for inbound marketing, sales, and customer service professionals. Their program specializes in comprehensive certifications, singular topic courses, and bite-sized lessons for professionals looking to grow their career and business. HubSpot Academy’s mission is to transform the way people and companies grow by offering free online trainings for the digital age. From quick, practical courses to comprehensive certifications, they are able to cover a range of cutting edge business topics. Overall, HubSpot Academy aims to educate users on the HubSpot software so they can market, sell, and grow an inbound business.

#8 Inbound Sales Certification

Highlighted Skillset: The Inbound Sales Certification is designed to be a deep dive into the world of inbound selling. The curriculum covers inbound sales fundamentals, prioritizing active buyers over passive ones; earning the attention of today’s empowered buyer; understanding the buyer’s context and delivering personalized sales presentations. Participants will learn how to identify new prospects, connect with them, explore their needs, and effectively advise them on a path forward.

Certification Process: The Inbound Sales Certification is made up of 5 lessons ranging from 25-30 minutes each in length. The course format is video-based with 22 videos total, followed by 5 quizzes at the end of each section. The certification in total will take 2 hours and 12 minutes to complete.

Price: Free! Participants just have to create an account on HubSpot Academy and they’ll gain instant access to all certifications and courses.

Who It’s For: Sales representatives and those in sales management will benefit from this certification.

#9 Academy Sales Enablement Certification

Highlighted Skillset: The Sales Enablement Certification teaches sales professionals how to develop a marketing-driven sales enablement strategy and how to execute it. This course was designed with marketing managers in mind, but sales leaders can benefit just the same by applying the principals involved in this approach to sales enablement. The certification allows for marketing and sales managers to align sales skills with marketing skills. The course dives deep into defining target customers by using buyer personas and addressing their needs. Some of this course curriculum includes intro to sales enablement; aligning teams around unified revenue goals; developing lead qualification framework; creating hero statements; continuing enablement after the sale; and evaluating sales enablement technology.

Certification Process: Course work for this certification includes 12 video-based lesson classes with quizzes following each one. The course totals 4 hours and 29 minutes in length and is completed upon taking the 60-question exam.

Price: Free with zero requirements.

Who It’s For: Both sales managers and marketing managers alike can benefit from this course.

Salesforce Sales Certifications

Trailhead – Salesforce Sales Certifications

Trailhead is Salesforce’s free online learning platform that provides sales professionals with skill enhancement opportunities. Their mission is to then, in turn, open up future Salesforce career opportunities backed by these certifications. Their inclusive community encourages building global connections with Trailblazers of all experience-levels. Participants can look for mentorship, expand their network, or simply utilize this platform to advance their Salesforce skillset.

#10 Salesforce Certified Administrator

Highlighted Skillset: There are two certifications within the Salesforce Certified Administrator program. The first is the Salesforce Certified Administrator credential that focuses on the features and functionality used to maintain a Salesforce implementation. The second is the Salesforce Certified Advanced Administrator, which is just that – more advanced. Upon completing this sales certification, candidates gain a broad knowledge of skills including customizing Salesforce, regularly configuring the platform, managing users, and looking for ways to get even more out of its features and capabilities. Before obtaining this certification, participants should have a general knowledge of the features available to end users and the configuration options available to a Salesforce Administrator. Overall, users should be comfortable maintaining a Salesforce organization, responding to common business requirements, and performing administrative functions. Additionally, candidates should have at least 6 months of experience as a Salesforce Administrator and should be able to successfully perform common Salesforce tasks.

Certification Process: Preparing to take this sales certification exam will take a total of 69 hours. Participants will work through course work made up of modules, tasks, and projects. The course is then followed by an in-depth review session and a practice test that candidates can use to gauge their readiness. The practice test has 30 questions and is offered in a timed or untimed version. If taking the timed version, users will have 30 minutes to complete it. Lastly, participants will need to complete the final exam, either onsite at a testing center or in an online proctored environment, with a passing score of 65% or higher. This exam is made up of 60 multiple-choice questions and 5 non-scored questions. The time allotted to complete the exam is 105 minutes. You can download more resources and the full exam guide, here.

Price: The cost of this sales certification ranges from $200-$400. Note: there is a retake fee of $100 if participants do not pass the final exam on the first try.

Who It’s For: This certification is designed for individuals who have experience with Salesforce and are continuously looking for ways to assist their companies in getting even more from its additional features and capabilities.

No matter the certification you chose to pursue, having one on your resume will ensure you have a leg up on the competition when making career moves. Remember that while the process of selecting the right course can be daunting, it becomes much simpler when you narrow down what you’re looking for in your future career. Another tip to consider is the credibility of the organization offering the certification or course. Choosing a certification from a well-known organization can sometimes be more beneficial in the long run.

Once you choose and complete the ideal sales certification for your needs, remember to stay up to date on their renewal processes and update your resume and LinkedIn profiles to ensure you get the most out of your hard work. If you’re still not 100% sure which certification is best for you, reach out to one of Blue Signal’s specialized sales recruiters to help you decide and see which career path makes the most sense. As experts in the sales field, we are always willing to share our knowledge to help the advancement of others in the space!

4 Steps to Take When Relocating for Work

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Although remote work has become a norm for many people post-pandemic, others still work in-person and may relocate for certain positions. In fact, 16% of Americans moved for work-related reasons in 2021 despite COVID-19. As more people are moving jobs and advancing their careers with different companies, job hunters are on the search for new opportunities – which may result in relocation. Starting a position in a new area can often be just as stressful as it is exciting; there are a lot of details to consider! To help you on this journey, here are some steps you can take to make relocating for work a breeze.

#1 – Look Into Assistance

Relocating for work is no small feat. It’s often a complex process that requires a lot of time, money, and organization. When you’re in the process of finalizing your job offer, it’s important to research your options and find out what type of assistance your company offers for those relocating. Many companies provide some sort of relocation assistance or benefits, and the terms are often flexible. They might reimburse you for moving-related costs, cover the cost of trips to visit your new location, provide moving services, offer help to sell or buy a home, and more. If you’re married, they may even help your spouse find a new position in your location as an added incentive.

If your company doesn’t offer any aid, you can try negotiating for some assistance to help with the transition. At the job offer stage, you can be rest assured they see you as a valuable asset to their team, so they’re more likely to be flexible. To make your case more convincing, research the costs associated with relocating beforehand – including the new cost of living in your location, median income for your role in the region, etc. – so you can explain where the money would be allocated. Here, you can leverage your recruiter to present market insights and comparable relocation packages from similar companies. Giving your future employer a detailed estimate of expenses is crucial in getting them to accept your request. If you’re successful, ask about preferred providers and any criteria for covered expenses. Remember, even if you aren’t able to negotiate relocation assistance, you may be able to get a signing bonus, a higher salary, or even a flexible schedule to make the transition easier and to offset the costs.

#2 – Create a Budget for Relocating

 Moving can be expensive, so calculating the expected costs of relocating and determining how much you can afford to spend will help keep your finances organized and prevent you from overspending. Before you relocate, create a budget to track your spending and keep yourself accountable. As mentioned earlier, this budget will also come in handy when asking your company for relocation assistance.

In your budget, include the cost of moving supplies, transportation, meals, professional moving and packing services, the adjusted cost of living, housing deposits, and more. If your current home needs repairs and touch ups to make selling easier, account for those expenses as well. Estimating these costs ahead of time will help make the relocation process less stressful and ensure you’re prepared for a successful move.

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#3 – Find Housing

 Aside from getting your job offer, another important aspect in relocating for work is finding a place to live. There’s a lot that goes into buying a new home, especially on top of starting a new job, but creating a list of your wants and needs can help narrow your search. Look into the best cities for job seekers, and do extensive research on your new location to determine what neighborhoods would suit your budget and lifestyle the best. For instance, if you have children and pets you may want to live in a more suburban location with a big yard. However, if you’re single and want to be near the bustle of restaurants and bars, you may want to live closer to the city.

Along with these details, make sure to consider the length of your commute to the office, the cost of living, safety, proximity to stores, school districts, and more. If possible, try to visit the place you're moving to at least once before committing to get more familiar with the area and to get a closer look at potential neighborhoods and homes. Your company may even provide you with temporary housing so you can explore the area more without having to rush into buying a home. When considering housing options, you’ll also want to create a budget for your new home to see what you can comfortably afford. Researching financial requirements such as home loan rates, the minimum down payment amount, and the process to get a mortgage will help make the house hunting process much more efficient. This will help you be more prepared and can help your real estate agent find homes that are suitable for your needs and finances.

 

#4 – Set a Timeline for Relocating

 There’s a lot to manage during a job relocation. To make this transition easier, it’s important to plan ahead, stay organized, and create a realistic timeline for your move. The amount of time you have in between the end of your current position and your new role may vary depending on your situation, but either way it’s best to start preparing as soon as possible. If you need more time, you may be able to negotiate for a later start date if you’re moving a long distance.

In general, you should try to move into your home before starting your new job so you have enough time to get familiar with the location and get situated in your space. With this in mind, you’ll want to dedicate time to sell your current home and purchase a new one, while also making appointments with moving companies and packing. Depending on how far your move is, you may also want to plan a few visits to your new location to get a better feel of the neighborhoods and surrounding areas. Whatever tasks you need to complete, consider making a detailed checklist to keep track of everything and assign them deadlines so you stay on schedule. As long as you’re proactive and split up tasks over time, your job relocation will be a breeze.

With the help of professional recruiters, research, and preparation, relocating for work will be an exciting milestone in your career rather than a hassle. As long as you advocate for your needs and plan ahead, you’ll be set up for a successful personal and professional move. If you need help navigating the job relocation process, reach out today to Blue Signal’s talent acquisition professionals.

These 3 Stress Factors at Work are Impacting Your Mental Health – Here’s How to Avoid Them

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Each May marks Mental Health Awareness Month, where people all over the nation join the movement to raise awareness about mental health. This recognition serves to fight stigma, provide support, educate the public, and advocate for policies that support people with mental illness as well as their families. The National Alliance on Mental Illness has dubbed 2022’s Mental Health Awareness Month’s message as “together for mental health.”  

As part of the movement, Blue Signal asked our followers how their work environments and related stress impact their mental health. In 2019, the American Institute of Stress found that 83% of US workers suffer from work-related stress. More alarming, 2022’s stats revealed that 25% of workers say that their job is the #1 stressor in their lives. Our followers specifically noted career and job ambiguity, their workload, and lack of recognition as their top stressors. In this blog, we will review these stressors and discuss some of the best mechanisms for choosing and thriving within a healthy work environment.  

Stress Factors at Work Blog Poll Results

#1 – Stress Surrounding Career Ambiguity  

Due to the turbulence set in motion by the pandemic, career ambiguity and job insecurity have become prominent issues for all professionals everywhere. Even today, layoffs are commonplace and many are unsure if they could be affected next. Based on our poll results, career and job ambiguity were listed as the #1 stressor for 34% of respondents. This reflects similar findings from 2021’s AIS reports, with 52% of people saying that growth and development-related factors had a significant impact on their stress levels at work.  

Although the worry is well-founded, there are ways to feel more secure in your job or career – starting with selecting the right employer. Whether you’re looking for a job today, or are re-evaluating your current situation, here is what you should look for in an employer.  

Transparency  

Every good employer displays some degree of transparency. Whether it’s regarding the overall performance of the company, or their plans for the future, a healthy work environment will make the status of the company’s stability common knowledge among all employees. If not, it can leave workers wondering where they stand – resulting in stress.  

Clear-Cut Progression Plans  

Companies should have clear-cut progression plans in place when it comes to departments, teams, and promotions. If you join a company at X level, you can expect to move up to Y, then Z after meeting pre-established criteria. If an employer doesn’t have a plan like this in place, it’s a recipe for disaster as far as career progression expectations are concerned.  

Actionable Feedback 

An organization’s leadership truly sets the tone for all operations. Seek out organizations that promote regular and actionable feedback from leadership – like regular one-on-one meetings. This should help affirm how to move up in the company, the importance of your role, and  the overall encouragement of communication and idea sharing. The more consistent the feedback, the more stable you will feel.  

Stress Factors at Work Blog 1

#2 – Workload Stress  

In a close second place, 32% of our respondents listed an excessive workload as their #1 stress factor at work. Unfortunately, this seems to be an issue that’s stood the test of time. In 2017, Statista found that 39% of workers said that a heavy workload was their main cause of stress. If this sounds familiar, here’s how you can improve that environment for yourself.  

Talk to Leadership 

If you are feeling overworked in your current role, you should ask for help from leadership. If you have good leaders, it shouldn’t reflect poorly on you that you want to better manage tasks. Try to come up with a solution together, whether that’s hiring more help, offloading responsibility to another less-utilized individual or department, or by streamlining processes.  

Delegate Tasks 

If you find yourself overworked, and you are the leadership – delegate! Handing off tasks can be difficult; many people believe that time invested in bringing someone up to speed could have been the time used to just do the task yourself. However, while training someone up on a new task can be time consuming in the short term, in the long term it will benefit your workload for the better. After all, this is what junior team members are for! Utilize them.  

Prioritize  

This may seem like the easy answer, but prioritizing tasks can truly have a positive impact on time management and ultimately easing your workload. Schedule out blocks of time for recurring tasks, and set the expectation with your team that you will only devote that amount of time to the task per day, week, or whatever you decide. By setting firm boundaries, but still prioritizing the right tasks, you can better manage your workload.  

After completing these steps, if your employer is unable to help alleviate this workload stress, it signifies poor management on their part – that could be present in other areas of the business. In this case, it’s probably time to move on and prioritize your mental health.  

Stress Factors at Work Blog 2

#3 – Stress from Lack of Recognition  

In many work environments, particularly in team settings, it can be an unfortunately common occurrence to not receive recognition for individual actions and successes. In fact, 23% of our respondents credited this lack of recognition as their main form of workplace stress. Research by Deloitte confirms this, finding that “the top driver of burnout... was lack of support or recognition from leadership.” 

Therefore, in order to avoid these pitfalls in your next role, ask your interviewer how they work to recognize individual contributions to greater goals. Good employers should have programs in place that help support their workforce. Look for things like quarterly awards, awards based on something other than metrics, room for merit-based promotions, and individual recognition.  

If you are in a leadership capacity today and don’t have programs like this in place – make them! Whenever a success is achieved, congratulate each individual and thank them for their personal contributions in front of the team. This will help them feel recognized, valued, and can help with retention.  

Remember – leaders set the tone. To avoid stress from lack of recognition in your next role, look for leadership that puts in the extra effort to celebrate individual performance and achievements.  

 

TLDR – What to Remember  

Ultimately, every workplace is different. This list does not encompass all stressors experienced by workers, however it’s a good place to start. If you’re looking for further support and tools, the CDC has created a great set of tools for stress management in work settings that covers all the bases. Just remember and put these key indicators to practice in order to help you find and join a healthy work environment.  

Whether you’re looking to make a career move due to stress, are just wanting to improve your current situation, or are seeking better ways to build up your team as a leader – working with a recruiter can help you achieve those goals. They can give insight into what it’s actually like to work for a company in your industry, and will advocate for you to land in your best situation. Blue Signal’s talent acquisition professionals are experts on spotting green flags and will get you headed on the right path to achieving workplace mental health. Reach out today to get started, and alleviate your work-based stress.  

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

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

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

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

 

Asking for Feedback after Being Rejected  

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

So You Just Got Rejected Now What Blog Graphic 1

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

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

 

Identify and Understand Why the Role May Have Been a Mismatch  

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

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

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

 

Leverage Your Support System  

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

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

 

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

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

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

 

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

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

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

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

 

Leverage External Resources   

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

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

Rewarding Productivity Without Alienating Others

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

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

 

What Does ‘Rewarding Productivity’ Mean?

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

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

 

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

 

What are the Benefits of Rewarding Productivity?

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

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

 

How Rewarding Productivity Can Cause Alienation in the Workplace

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

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

 

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

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

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1. Create Clear Benchmarks for Earning Rewards and Incentives

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

2. Connect Rewards with Work Standards

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

3. Tailor Rewards to the Staff

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

4. Recognize All Types of Achievements

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

5. Incentivize Individual and Team Efforts

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

 

Things to Avoid When Rewarding Employees

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

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1. Avoid Expressing Fake Gratitude

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

2. Don’t Disregard Performance Review Procedures

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

3. Avoid Abrupt Changes to Appreciation Methods

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

 

The End Results for Rewarding Productivity

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

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