If You’re Not Looking Forward to Mondays: Why You Might Need a New Job

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If you’re not looking forward to Mondays, it might be time for a new job.

You know what we’re talking about. It’s a staple in American workplace comedies, having a main character suffer from a “case of the Mondays.” We’ve coined the phrase “Sunday Scaries” to describe the impending workweek that we dread during the last night of the weekend. Somewhere along the line, it became not just acceptable - but the norm! - to not look forward to Mondays. To groan and gripe when ending the weekend and preparing to go back to the office. But have you ever thought that maybe Mondays themselves aren’t the problem? More likely, if you’re not looking forward to Mondays - it’s probably time for a new job. 

Unfortunately, only 20% of the American workforce is “very passionate” about their jobs. When you consider that you spend about 2,000 hours a year - or 90,000 hours over the course of a lifetime - at work, it’s important that you find joy in what you do. In this blog, we want to discuss different ways that people find fulfillment in their careers - and ultimately try to determine if you should make a move. 

If You're Not Looking Forward to Mondays Flowchart

Do you feel properly challenged and engaged in your work? 

Most people enter their industries of choice because they find them interesting. People are drawn to science due to its complexities. Some enjoy finance because it gives them insight into the economy that others can only guess at. Creatives thrive on expression, and those in public service are fulfilled when they get the chance to give back to their communities. Whether your passion is in crunching numbers, creating content, or helping others - you joined your job because you found a challenge you liked to tackle. 

Gallup’s State of the Global Workplace found that only 15% of employees are engaged in the workplace — a whopping 85% are not! In 2018, Korn Ferry came to a similar conclusion, with 1 in 3 employees citing boredom as the main reason they were looking to leave their jobs. People don’t seem to be engaged in their work - whether it be from redundancy in tasks or from lack of challenge - and it’s costing employers money. In the same study by Gallup, they found that company groups with higher marks of employee engagement were on average 21% more profitable. 

If you share this sentiment, that might be your sign to look for a move up. Moving into a higher level role could renew that sense of trial and tribulation you crave when mastering your craft. It could also help you learn new skills that you may have already come to master at your current level. If you’re feeling stuck in your current role, try to apply for jobs that match your skill level, not your current job title. 

 

Do you get enough recognition for your work? 

No matter your occupation, it always feels good to be recognized for your efforts. It makes hard times rewarding and gives us something to celebrate. You don’t choose jobs because you want to do things you aren’t good at - so it stands to reason that your job is what you expect to excel in. But when that excellence isn’t recognized, it can feel invalidating and futile. 

80% of HR leaders believe that employee recognition is crucial for the success of organizations. Most HR programs treat it as a regular management practice for creating engagement, establishing and strengthening relationships, and contributing to overall satisfaction. It’s worthwhile for companies in the long run, proven by HubSpot’s findings that 69% of employees said they would work harder if they were better appreciated. 

Everyone agrees that it’s important - but oddly enough, not all companies take action to implement recognition into regular workflow. Not showing appreciation for employees is the mark of a bad work environment. Most companies have employee recognition built into their talent management strategy, so if you’re not getting that sense of accomplishment where you’re currently employed - look elsewhere! There’s no sense in staying where you aren’t celebrated when the market is so full of organizations willing to give that thanks. 

 

Do you feel properly supported in your role? 

Working is often compared to being on a team. In a business, salespeople can’t land deals without having a good product to represent, and engineers can’t create products without capital. The cycle goes on and on. No matter your occupation, you are likely to depend on others to enable you to do your job - which is where several organizations tend to fall apart. 

You might find yourself struggling to stay engaged due to poor leadership. If you work hard to turn around projects, and then get stuck behind red tape - you’re not alone. CNBC found that the average manager has 30% more direct reports than they did 10 years ago. Organizations seem to keep growing, but people don’t seem to be getting promoted at the same rate - causing management to become overloaded with reports and have less time to help them on an individual basis. The structure becomes unsustainable and causes reports to get stuck in their positions - unable to move up past their advisors. 

Thin leadership and a lack of support structure may signify a good time to jump ship. Organizations that are thriving are more likely to promote within, and move people up through the organization. If they’re not hiring or promoting more management, chances are they could be in a crisis in other areas of operation that are preventing that capital to be spent on talent. 

 

Do you get along with your coworkers? 

This seems like a silly point to make. People aren’t at work to make friends - but they do spend the majority of their day-to-day lives with their coworkers. Friendships and bonds form naturally from close proximity like this, and can really give you something to look forward to besides a paycheck. Think about it! If you aren’t happy with the company you keep for 40 hours a week - it’s not hard to figure out why you’re unhappy while at work. 

Colleagues shouldn’t be your #1 determinant for a good job, but it helps to be choosy when it comes to who you spend your time with. Statista found that 60% of surveyed employees considered colleagues to be the biggest contributors to happiness. More than workplace harmony, getting along with your coworkers could be the make or break of your job satisfaction. This goes for leadership, too! SeedScientific found that nearly 75% of employees quit their bosses, not their jobs. Therefore, if you’re not fitting your company’s culture - a workplace better aligned with your values (and maybe your sense of humor) could make those hours spent at the office more rewarding. 

 

The good news? You have the power here. Monster has predicted a steady increase in hiring trends for 2021 - in areas like sales, manufacturing, and technology. Remote jobs are giving people 20% more geographically diverse work options. CareerPlug found that of the companies surveyed throughout 2020 and the COVID-19 pandemic, most have not slowed down their hiring. In fact, 14% of companies created new positions as a result of COVID-19. All in all, if you aren’t looking forward to Mondays at the job you’re in today - there are several companies out there that are likely to offer what you’re looking for. 

Advocating for yourself is pertinent when seeking better job satisfaction. If you’re not sure where to start, it always helps to have someone on your side. When working with recruiters like us here at Blue Signal, you have a built-in advocate for your wants and needs within your career. We specialize in offer negotiations, candidate marketing, interview preparation, and more. As your partner in the process, we can give you an inside look into a role and a workplace culture - before putting in your notice at your old job. The best defense when it comes to protecting your career is good offense. Contact us today to get started on finding a workplace that redefines your Mondays. 

How to Optimize your LinkedIn Profile – Candidate Edition

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A CareerBuilder study found that 58% of employers conduct social media screenings to look for information supporting a candidate’s qualifications for a job. If the decision came down to you and another candidate - with the same exact qualifications AND a strong LinkedIn following - who do you think they would choose? 

Today, your online presence is nearly as important as your in-person presence when it comes to landing a job. 70% of employers use social networking sites to research candidates during the hiring process. With such a heavy reliance on online personas in decision making, it’s important to understand the message that your profile sends to potential employers. Just as you would work to continually update and optimize your resume before applying for a role, follow these guidelines to maximize the use of your LinkedIn profile in finding your next job. 

Increase Engagement

LinkedIn has over 760 million users, 260 million of which log on monthly. In order to stand out and stay relevant in the sea of professional profiles, you can differentiate yourself by consistently engaging with your industry. Share content and voice your thoughts on current events. Discuss the newest methods and technologies, and discover new ways to master your craft. By keeping up to date on market trends, and reacting to shifts constructively with your connections, you are positioning yourself as a subject matter expert in the space.

LinkedIn Candidate Optimization Blog Graphic

However, this only works if you have the right audience to engage with. Make sure to make relevant connections on LinkedIn - with coworkers, thought leaders, colleagues, and other people in your industry. Hopefully, when a hiring manager comes to investigate your online presence, they may see a mutual connection in your midst that can speak to your standing in the market, your work ethic, and much more. In short, you're judged by the company you keep. If people see mutual connections on your profile, they're more likely to trust you in turn. By building your network on LinkedIn, you are building your personal brand.

Optimize for SEO

Companies these days have to have a strategy for Google SEO if they want to stay relevant. Can you imagine going to a restaurant in a new city that doesn’t show up on the first page of search results when you look up “food near me”? Even if you walked by their location, you probably wouldn’t trust it. It’s the same concept! How will employers find you if you don’t show up in a search for your industry and role? In order to rank high in standard industry searches, you have to optimize your LinkedIn profile for SEO. A good way to start is to include industry-specific, targeted keywords into your headline, about section, and prior experience. List your skills, even if they seem arbitrary. The LinkedIn algorithm prefers niche industries and keywords - so the more keyed in you are with industry jargon, the higher you will rank in a LinkedIn search for professionals in your target market. 

Utilize All Available Advantages 

The great thing about social media is that reality is what you make it online. LinkedIn gives you several different ways to up your profile game, that go beyond years of experience or super technical know-how. In just a few minutes, you can do a few key things to instantly make your profile more appealing. For example, make sure you are using an appropriate, simple, high-quality headshot as your profile picture. (No, this does not include mirror selfies or pictures of you hanging out at a bar on the weekend.) LinkedIn suggests your face make up 60% of the image frame, among a few other pro tips. The same goes for your cover photo! Just by adding something other than the standard blue background, you’re already ahead of the game. Better yet, include things like a tagline, your other social media handles, a clever call to action, or just something that speaks to your target audience. 

Next - and this might be a no-brainer - make sure to include compelling copy in your profile sections. Use your summary to talk about your professional goals or highlighted achievements. In your experience section, include some of those SEO keywords we talked about to build a better picture of your current projects, background, and previous responsibilities. If applicable, fill out other sections like education, volunteer experience, certifications, awards, and accomplishments. This helps you rank higher on LinkedIn search results, and gives you more opportunities to connect with someone reading through your page. People landing jobs because they attended the same alma mater as the hiring manager isn’t unheard of! 

Finally, make sure to try and capitalize on the recommendations and endorsements as much as possible. List your skills in the relevant section and connect with your past colleagues, managers, and classmates. No one can speak to your ability to thrive in a  future job than those you have already worked with, who know what you’re made of. You even have the option to ask for a recommendation from your connections list! It’s basically a built-in letter of recommendation when used right. 

Maintain Authenticity 

Quite possibly the most important thing to remember is to maintain your authentic voice on LinkedIn. Just like adding misleading information on resumes, fabricating things online can also have some negative consequences. Trust us, people can tell! Use the correct dates, numbers, GPAs - all of it. With people having such public lives online, something as simple as posting the incorrect graduation date, then having a picture posted of your actual graduation the year before, can give a potential employer some red flags. No one likes to join a professional network online just to be sold something, including a false perception of their colleagues. So, the best thing to do is be yourself - professional, but yourself. 

Post about your work-life balance, your “origin story” of how you got into your profession, or even try to find new members to join your co-ed weekend soccer league you formed with your old college classmates. Better yet, explain your career progression. That gap in employment you might have been worried about including on a resume could be something completely appropriate to post on LinkedIn. If the reality is that you took time off to help out the family business in a role outside your area of professional focus, it may be too personal to include in your resume. Meanwhile, sharing the same story on a social site would make perfect sense. Being open about your experiences, even if they don’t relate to the job you want, can still speak greatly to your character and supplement your LinkedIn page. Authenticity draws people in, and it can help make real connections. In a world where we have lots of shared experiences, like having to work from home during a pandemic, talking about it on social media can help you find common ground with people in and outside your network. It’s refreshing and, when done appropriately, can help build your brand and give you a voice you wouldn’t be able to fit onto a hardcopy resume. When you’re looking to get hired through social media, you want to make sure that you show up to that job as the same person they saw online. Personality and all! 

Download our LinkedIn Optimization Cheat Sheet

LinkedIn can be an incredible tool in building out your personal, professional brand. Social media is emerging as a major player in the job market - luckily as something that’s user friendly, easy to manage, and accessible to anyone with an internet connection. As you build and optimize your network, and set goals for your career progression, keeping up with the latest and greatest in talent acquisition technology can propel you to the top of the hierarchy of potential hires. When considering a move, utilize Blue Signal’s knowledge as a resource along the way. Contact us, or explore our site, to find more information on best practices for marketing yourself as a top-tier candidate in your industry. 

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New Hire Checklist, Ensuring Retention and Engagement

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

Download the Infographic Here

Before They Start

Get ahead and prepare. 

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

 

On the First Day 

Assimilate them into company culture. 

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

 

The First Week on the Job 

Get them acquainted with the role and business. 

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

Throughout the First Month 

Ramp them up to meet their goals. 

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

 

The First 90 Days 

Gauging performance and success. 

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

 

After 90 Days 

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

 

More about Blue Signal: 

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

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

Why Your Job Postings aren’t Getting the Right Applicants

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

The Bad and the Ugly - Formatting 

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

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

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

 

Losing Interest with Lengthy Application Processes 

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

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

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

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

 

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

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

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

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

 

Lacking in the Sizzle Department - Marketing Yourself as an Employer

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

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

Why would someone want to come work for you?

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

 

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

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

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

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

Working from Home with Roommates Graphic

Set Realistic Expectations 

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

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

Create Office Hours and Respect Them

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

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

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

Communicate Your Schedule

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

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

Define your Space

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

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

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

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

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

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

Leveraging COVID in an Interview to Gain Insight into Company Culture

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

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

Leveraging COVID in an Interview Infographic

The Ones They Prepared For 

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

 

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

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

 

What will remote training look like for this role? 

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

 

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

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

 

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

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

 

Covering the Logistics 

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

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

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

 

What is your sick leave policy? 

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

 

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

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

 

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

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

 

Uncovering the True Company Culture 

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

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

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

 

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

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

 

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

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

 

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

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

 

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

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

 

How has your company supported its community during the pandemic? 

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

 

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

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

Staying Virtually Connected – 5 Tips to Elevate Your Email Marketing

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

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

1. Segmenting your List

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

2. Utilize Inspiration

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

3. Find Your Voice

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

4. Optimize for Mobile

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

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

 

5. Get Personal 

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

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

Key Tips to Landing Top Respiratory Therapists in a Competitive Market

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

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

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

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

 

1. Understand Your Respiratory Therapist Hiring Needs

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

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

 

2. Provide Environmental Transparency Upfront

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

 

3. Offer Continued Training & Education

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

 

4. Utilize A Recruiter

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

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

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

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

 

5 Ways to Recognize a Toxic Work Culture During an Interview

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

5 Ways to Recognize a Toxic Work Culture Blog Graphic 1

 

1. Ask About Feedback

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

 

2. Examine their Core Values 

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

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

 

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

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

 

4. Ask an Employee Their Opinion 

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

 

5. Gauge the Pace of the Process 

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

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

5 Ways to Recognize a Toxic Work Culture Blog Graphic 2

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

How to Use Social Media to Land a Job

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

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

 

1. Keep Your Profile Up to Date

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

 

2. Share Your Online portfolio or CV Online

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

 

3. Follow Major Players in Your Field 

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

 

4. Engage in Online Conversations 

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

 

5. Don’t Over Interact 

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

Social Media Stat

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