Mastering the Art of Candidate Nurturing: A Strategic Approach to Communication

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Recruitment is a dynamic journey, and there’s a key message that packs a punch: “Please keep candidates warm”. This phrase, essential in the framework of candidate nurturing, encompasses a spectrum of strategic communications, all aimed at fostering a warm, respectful, and engaging candidate experience. It represents a meticulous cultivation of relationships, where each interaction is infused with care, clarity, and a genuine demonstration of value towards the candidates. However, this directive also reveals the intricate web of challenges, dependencies, and variables that frequently intertwine in the pathways of effective candidate nurturing, especially those linked with the decision-making processes of hiring managers.

In this article, we will navigate through the multifaceted domains of candidate nurturing. We aim to unveil strategies, nuances, and best practices that amplify the warmth, responsiveness, and effectiveness of communications within the recruitment process. By deeply exploring the experiences and expectations of both candidates and recruiters, we strive to uncover insights that can foster a more enriched, candidate-centric approach to nurturing engagements and communications.

Dive Deeper into Blue Signal’s Recruiting Process

The Candidate’s Perspective: Navigating the Landscape of Communication

Encountering Varied Environments

Candidates embark on their recruitment journey with a mixture of hope and uncertainty. They often find themselves navigating through fluctuating environments where communication can vary from being warm and reassuring to cold and distant. The directive to "keep them warm" is a significant aspect of candidate nurturing, but its implementation can be inconsistent. This leads to candidates feeling uncertain and undervalued at times. Candidates often grapple with these inconsistencies, seeking clarity, reassurance, and a sense of progress in their recruitment journey.

Seeking a Nurturing Environment

Candidates yearn for an environment where they feel nurtured, valued, and respected, a critical aspect underscored by Forbes, which emphasizes the profound influence of a positive candidate experience on an organization's reputation and success. In the recruitment process, clear, timely, and genuine communication is sought after by candidates, reflecting the organization's true values and strategic approach to building meaningful connections with potential talents. However, the reality can sometimes be challenging, with candidates often left in the shadows, waiting for updates and yearning for more engagement from recruiters. Enhancing the candidate experience, as suggested by Forbes, is not merely a courtesy but a pivotal strategy in bolstering the organization's brand, ensuring that candidates feel valued and respected throughout their recruitment journey.

Adaptability in the Process

Adaptability becomes a crucial trait for candidates as they navigate the varied landscapes of the recruitment process. They often find themselves adjusting to different communication styles, managing expectations, and staying resilient despite uncertainties and delays. This adaptability, while essential, can also be taxing, as candidates strive to maintain enthusiasm, engagement, and a positive outlook despite the challenges encountered. Their journey becomes a testament to their resilience, patience, and persistent pursuit of opportunities despite the hurdles in the nurturing process.

The Recruiter’s Perspective: Steering the Course of Nurturing

Guiding the Path of Engagement

Recruiters stand at the helm of the candidate nurturing process, steering the ship through the often-turbulent waters of recruitment. Their role is multifaceted, involving the careful orchestration of communication flows, empathetic engagement, and strategic guidance. Insights, such as those shared by JXE, reveal what recruiters wish candidates knew, offering valuable perspectives that can enhance mutual understanding, communication, and the overall effectiveness of the recruitment process. Armed with these insights, recruiters are better equipped to shape the candidate’s journey, ensuring that it is marked by warmth, respect, and a sense of value. Such a nuanced approach facilitates a more enriched and supportive candidate experience, fostering a nurturing environment where candidates feel valued and understood.

Balancing Expectations and Timelines

Recruiters perform a delicate balancing act. They are tasked with harmonizing the expectations and timelines of hiring managers with the needs and aspirations of candidates. This involves navigating a puzzle of priorities, schedules, and demands, striving to create a synchronized and harmonious recruitment process. Recruiters grapple with these complexities, aiming to foster a nurturing atmosphere where communications flourish, expectations are managed, and the recruitment journey unfolds with precision and clarity. This is especially important because, as discussed in our blog on the executive recruitment process, the way recruiters manage the process directly reflects the organization's values and culture, emphasizing the importance of an efficient and respectful approach in demonstrating value toward candidates.

Collaborating for Success

Collaboration emerges as a cornerstone in the recruiter’s strategy for candidate nurturing. It involves building bridges between hiring managers and candidates, facilitating a flow of information and understanding that enhances the recruitment process. Through collaborative efforts, recruiters aim to craft a cohesive and effective nurturing strategy. This synergy enables a more streamlined and responsive recruitment process, where decisions are made timely, communications are enriched, and candidates are kept warmly engaged.

Strategies for Nurturing a Flourishing Recruitment Process

Implementing Best Practices

Implementing best practices is fundamental in enhancing the candidate nurturing process. Strategies should be continuously refined to ensure they align with candidate needs and expectations, fostering an environment of respect, clarity, and mutual understanding. By doing so, the recruitment process becomes more engaging, effective, and candidate-centric, promoting positive experiences and outcomes.

Ensuring Responsiveness

Responsiveness is a crucial aspect of candidate nurturing. It involves maintaining a consistent flow of communication, providing timely feedback, and minimizing uncertainties. Hunt Club offers practical examples of how to craft effective communication, such as sample emails, that can help in keeping candidates warm and engaged. Utilizing such resources can enhance the quality of communication, making candidates feel valued and respected, and improving their overall experience during the recruitment process.

Leveraging Technology

Technology plays a significant role in optimizing the candidate nurturing process. Utilizing innovative tools and platforms can enhance communication strategies, improve efficiency, and facilitate more engaging and interactive candidate experiences. Technology can help streamline various aspects of the recruitment process, making it more accessible, convenient, and user-friendly for candidates.

Continuous Improvement and Optimization

Continuous improvement is essential for the success of candidate nurturing strategies. It involves evaluating the effectiveness of current practices, gathering feedback, and making necessary adjustments to improve and optimize the recruitment process. This approach ensures that candidate nurturing strategies remain relevant, effective, and aligned with evolving recruitment trends and candidate expectations.

Building Strong Relationships

Building and maintaining strong relationships with candidates is at the heart of candidate nurturing. It involves creating meaningful interactions, demonstrating genuine interest and care, and fostering a sense of trust and reliability. Strong relationships enhance the candidate’s connection with the organization, promoting a more engaging and positive recruitment experience.

Conclusion

The directive to "keep them warm" stands as a pivotal guideline in the intricate framework of candidate nurturing. It encapsulates the essence of strategic communication, the flow of empathetic engagement, and the coordination of proactive and nurturing interactions. Through a thorough exploration of this directive from diverse perspectives, we can construct refined strategies of candidate nurturing that resonate with warmth, effectiveness, and alignment with candidate expectations, experiences, and recruitment triumphs. This comprehensive approach allows us to navigate the complexities of recruitment, fostering an environment where both candidates and recruiters can thrive in a harmonized and successful process.

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. 

Hiring Trends in Biotech and Pharma: 2023 and Beyond

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

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

Trend #1: More Focus on Generalists

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

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

Trend #2: Increased Demand for Data Scientists and Analysts

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

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

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

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

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

Trend #4: Cybersecurity Takes Center Stage

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

Trend #5: Increased Focus on Diversity and Inclusion

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

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

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

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

Trend #7: The Growth of Cell and Gene Therapy

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

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

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

Trend #8: Going Global in Biotech and Pharma

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

Get Ahead of Hiring Trends in Biotech and Pharma

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

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

About Kelsey Campion

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

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Recruiting Roundup: Top 5 Recruiting Articles for June

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In this month’s Recruiting Roundup, we have curated the top recruiting articles of the month for staffing professionals and hiring managers to gain industry insights. To stay ahead of the constantly evolving industry and attract top talent, it’s crucial for recruiters and hiring managers to stay up to date on the latest developments in the industry. In this blog, we've compiled a list of the top 5 recruiting articles for the staffing industry for the month of June. From the latest job reports to innovative recruitment solutions, these recruitment articles provide valuable insights and perspectives on the current state of the industry.

#1: ChatGPT Speaks: Exploring the Impact of AI in Recruiting

In this recruiting article, discover the fascinating conversation between technology recruiter, Brent Stokes and ChatGPT, an advanced AI language model, as they delve into the transformative impact of AI in the world of recruiting. Brent unveils the burning question on everyone's minds, "Will AI replace human recruiters?" ChatGPT convincingly asserts the enduring importance of human recruiters. By reading this article, you can gain exclusive insights into the unique skills recruiters possess, their industry expertise, personalized approach, and unparalleled understanding of human behavior. Prepare to be captivated by the possibilities and discover how AI empowers recruiters, rather than replacing them.

Read the full article.

#2: Employee Benefits In 2023: The Ultimate Guide

In this article, Forbes covers the comprehensive landscape of employee benefits in 2023, providing invaluable insights for job seekers and employers. The author investigates the latest trends and strategies that successful companies are employing to attract and retain top talent. From innovative wellness initiatives to flexible work arrangements, this article sheds light on the keys to building a thriving workplace. To be informed and inspired read, Forbes' expert exploration of employee benefits and discover how it can revolutionize your organization's approach.

Read the full article.

#3: A Comprehensive List of 2023 Tech Layoffs

In this article by TechCrunch+, you'll find a comprehensive list of tech layoffs in 2023. From major tech companies like Google, Amazon, and Microsoft to smaller startups, this overview delves into the reasons behind the workforce reductions and their impact on innovation. The article provides insights into the changing landscape of the tech industry, highlighting notable layoffs at Meta, Spotify, and Shopify. Read this article to stay informed about the latest developments and understand the dynamics shaping the job market in the tech industry.

Read the full article.

#4: May Employment Situation Summary

Reported by the Bureau of Labor Statistics, this article provides an overview of the U.S. employment situation in May 2023. According to the report, employment increased by 339,000 jobs, but the unemployment rate rose to 3.7%. The recruiting article highlights the continued growth seen in professional and business services, government, health care, construction, transportation and warehousing, and social assistance sectors, and covers ongoing concerns over labor shortages affecting varying industries.

Read the full article.

#5: New Data Suggests Great Resignation to Continue

In this article, new data from a PwC survey suggests that the “Great Resignation” trend is set to continue. Rising living costs are pushing workers to seek better-paying jobs, with 26% planning to change jobs in the next 12 months. The survey also reveals a global workforce feeling financially strained, with fewer people having money left over each month. The economic squeeze is driving up pay demands, with 42% of workers planning to ask for a raise. Notably, skilled workers exhibit confidence in adapting to the evolving work environment.

Read the full article.

Conclusion

In conclusion, these curated recruiting articles shed light on the challenges and opportunities in the staffing and recruiting industry in 2023. From AI's impact to employee benefits, tech layoffs, the May employment situation, and the Great Resignation trend, these articles offer valuable insights. To stay up to date on the latest news and trends in staffing and recruiting, follow Blue Signal on our website and social media channels.

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Monday Market Share – Renewable Energy Recruitment

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Prepare to embrace the renewable energy revolution with a jolt of inspiration in this month's edition of our Monday Market Share series, dedicated exclusively to the rapid-emerging world of renewable energy recruitment. Join us as we plug into the pulse of clean energy careers. In this edition, we sit down with Sr. Executive Recruiter, Alex Bolan, a seasoned expert in renewable energy recruiting who provides valuable insights and guidance. In this interview, we'll explore the top positions in high demand, discuss essential strategies for hiring in the renewable energy space, and shed light on the common challenges faced by hiring managers. Whether you're an industry veteran or a newcomer looking to make an impact in the clean energy sector, Alex's expertise will equip you with the knowledge needed to thrive in this exciting and ever evolving field.

Alex uses his expertise in the renewable energy recruitment space to answer the following questions:

  • What are the top 3 positions in high demand for the renewable energy job market?
  • What is your best advice for those hiring in the renewable energy space?
  • What common challenges are hiring managers facing in the clean energy industry?

 

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

What are the top 3 positions in high demand for renewable energy recruitment?

“The top three positions we're seeing in high demand in the renewable energy space are Energy Analysts, Machine Learning and AI Experts, along with Transactional Attorneys. As the industry continues to evolve, we can expect to see new job positions emerge, but existing roles such as Engineers, Mechanical Engineers, and Electrical Engineers are going to grow tremendously, which makes this a truly exciting time to pursue a career in the renewable energy space.”

What is your best advice for hiring in the renewable energy space?

“I'd say it's essential to stay up to date on renewable energy legislation, both at the federal and the state level because it'll greatly impact the demand for clean energy sources, as well as the availability of funding and incentives for the renewable energy projects.

Those projects look like battery storage systems, wind farms, and solar farms. Keeping up with those changes to the legislation can help professionals make informed decisions and stay ahead of the curve as this industry just continues to progress rapidly.”

What common challenges are hiring managers facing in renewable energy recruitment?

“The renewable and clean energy space is still in its infancy. There are people who have been dabbling in it for a couple of decades, but there are very few experts in this field, and honestly, it's just going to take some time to build a strong candidate pool. This is where partnering with a recruiter, specializing in this space, can be incredibly beneficial for you moving forward.”

In Conclusion

As we conclude our discussion with Alex, it's evident that renewable energy recruitment offers abundant opportunities for professionals and businesses alike. With positions like Energy Analysts, Machine Learning and AI Experts, and Transactional Attorneys in high demand, individuals can forge rewarding careers in this thriving industry. However, navigating the unique challenges of hiring in renewable energy requires staying abreast of legislation and building a robust candidate pool. At Blue Signal, we understand the unique requirements of renewable energy recruitment and are here to assist businesses in finding the right talent to drive their sustainable initiatives forward. Contact us today to explore how we can support your recruitment needs and help you navigate the ever-evolving renewable energy industry.

About Alex Bolan

Looking for a bright spark to power up your renewable energy team? Meet Alex Bolan, our expert Sr. Executive Recruiter specializing in renewable energy recruitment. With extensive experience and a deep understanding of the renewable energy industry, Alex has a proven track record of successfully placing top talent in key roles. Don't let your renewable energy team run out of steam – check out Alex's recruiter bio page today to learn more about how he can help power up your workforce.

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Candidate Success Story – Lisa Garstang

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Introduction

As leaders in the staffing and recruiting industry, Blue Signal understands recruiters are responsible for finding the right candidates for job openings. It's what we do best! Today, we are highlighting a candidate success story from one of our own experienced recruiters, Lisa Garstang, to demonstrate how recognizing a candidate's unique abilities and cultural fit can have a profound impact on their life.

Read on for the full story or click on the video below to hear directly from Lisa!

The Candidate Success Story

Lisa, a seasoned recruiter at Blue Signal with over 20 years of experience, was tasked with finding a Director of Customer Care for a client. She reached out to several potential candidates on LinkedIn throughout the process. One of the qualified individuals stood out to Lisa in particular. They expressed interest in the role but was hesitant in pursuing the position due to not possessing a college degree, which was a requirement for the role.

Despite the candidate's doubts, Lisa recognized the candidate's unique skill set and cultural fit and believed that this individual was the perfect match for the role. She encouraged the candidate to have an open discussion about the opportunity. After the initial call, Lisa was convinced that the candidate was ideal for the role and submitted the candidate's application to her client.

Lisa highlighted the candidate's impressive skill set and cultural alignment in her submission. After just a couple of interviews, the client extended an offer to the candidate, who was ecstatic and expressed their gratitude for Lisa’s faith in them.

The Impact

This placement was particularly meaningful for Lisa because the candidate's emotional response to receiving the offer demonstrated the significant impact that a recruiter can have on someone's life. The candidate would have missed this opportunity if Lisa had not recognized their unique abilities and encouraged them to apply for the role.

This candidate success story serves as a reminder that recruiters have the power to change lives by providing individuals with opportunities that they may not have otherwise had access to. Lisa’s ability to see beyond the traditional education requirements and recognize the candidate's unique skill set and cultural fit played a significant role in the success of this placement.

Conclusion

The candidate success story of Lisa's placement highlights the crucial role that recruiters play in people's lives. It underscores the fact that recruiters have the power to help individuals fulfill their career goals and aspirations. By recognizing unique abilities and offering encouragement, recruiters can make a significant impact on someone's life, opening doors to opportunities they may have never considered before. Interested in partnering with a Blue Signal recruiter on your job search? Find more information on our candidate page!

About Lisa Garstang

With 22 years of experience, Lisa Garstang has filled roles from entry level to C-suite. Working across many industries she is an incredible asset to her clients, guiding them on who to hire and how to do it efficiently without losing talent. She knows how to manage all stages of full cycle recruiting, from candidate sourcing and screening through offer negotiation and on-boarding process. Lisa has exceptional relationships with both her clients and candidates enabling her to help companies grow their business with top talent. Lisa's expertise is in human resources recruiting, accounting & finance recruiting, and IT recruiting.

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Recruiting Roundup: Top 5 Staffing Articles for March

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Blue Signal is excited to launch our new blog series, Recruiting Roundup, where we curate the top staffing articles of the month for recruiting professionals and hiring managers to gain industry insights. To stay ahead of the constantly evolving industry and attract top talent, it’s crucial for recruiters and hiring managers to stay up to date on the latest developments in the industry. In this blog, we've compiled a list of the top 5 staffing articles for the recruiting industry for the month of March. From the latest jobs reports to innovative recruitment solutions, these staffing articles provide valuable insights and perspectives on the current state of the industry.

 

#1: How ChatGPT is Revolutionizing The Recruitment Industry

This article explores how ChatGPT, an AI language model, is revolutionizing the recruitment industry by providing faster and more accurate hiring solutions. ChatGPT's natural language processing (NLP) capabilities allow it to converse with candidates and assess their qualifications and overall fit for a role based on a job description, thereby saving recruiters time and resources. The article also discusses ChatGPT's potential to reduce hiring biases and increase diversity and inclusion in the workplace.

Read the full article.

 

#2: Top 5 Recruitment Trends for 2023

This staffing article discusses the top five recruitment trends for 2023, including the increased adoption of remote/hybrid work environments, a focus on diversity, equity, and inclusion (DEI) initiatives, and the importance of diversified talent pipelines. It also highlights the need for the expansion of health and well-being offerings, and the growing role of recruiters in the hiring process. The trends identified in the article provide insights into how hiring managers can stay ahead of the curve and attract top talent in a competitive job market.

Read the full article.

 

#3: Tech Layoffs: Could 2023 Signal a Turnaround for the Tech Sector?

The article discusses how the recent layoffs in the technology industry could signal a turnaround and create new job opportunities for tech professionals. It highlights that while layoffs can be difficult for those directly impacted, they can also lead to new and innovative opportunities for those willing to pivot and upskill. The staffing article suggests that the layoffs could signal a shift towards emerging technologies such as AI and cloud computing, creating new demand for skilled workers in these areas.

Read the full article.

 

#4: February Employment Situation Summary

Reported by the Bureau of Labor Statistics, this article provides an overview of the U.S. employment situation in February 2023. The report showed an increase of 311,000 jobs, with the unemployment rate dropping to 3.6%. The article highlights the continued gains in the service sector, healthcare, and government, but also notes ongoing concerns over labor shortages affecting many industries.

Read the full article.

 

#5: 3 Ways Recruitment Automation Can Help Cut Costs in 2023

This staffing article discusses how recruitment automation can help companies cut costs in 2023 by streamlining and optimizing the recruitment process. The author highlights three key areas where automation can make a significant impact, including sourcing, interview scheduling, and digital onboarding. By using AI-powered tools and automating time-consuming tasks, companies can reduce their recruitment costs and free up recruiters to focus on more high-value activities, such as building relationships with candidates and improving the overall candidate experience.

Read the full article.

 

In conclusion, the staffing and recruiting industry is facing numerous challenges and opportunities in 2023. From the ongoing labor shortages to the increased adoption of AI and automation, recruiters must be equipped with the latest industry knowledge and insights to succeed. The top 5 staffing articles for the month of March provide a glimpse into the current trends and developments in the industry. To stay up to date on the latest news and trends in staffing and recruiting, follow Blue Signal on our website and social media channels.

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Monday Market Share – Lighting Recruitment

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Blue Signal is excited to announce our new series, Monday Market Share. Each month, the Monday Market Share will provide insights into a specific recruiting industry by interviewing one of our tenured recruiters. This month we are featuring lighting recruitment, featuring Sr. Recruiting Manager Melissa Coleman.

Melissa uses her expertise in lighting recruitment to answer the following questions:

  • What are the top 3 positions in high demand in lighting recruitment?
  • What are qualified candidates commonly looking for to make the next move in their career?
  • If you could give one piece of lighting recruitment advice for hiring managers, what would it be?

 

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

What are the top 3 positions in high demand in lighting recruitment?

“This year, we're seeing an uptick in sales roles in the lighting industry, much more than we did in the last few years. As we know, engineering has stayed in demand with more technology involved in lighting. We're certainly seeing more electrical engineering and software engineering roles. And then thirdly, we're seeing operations support roles continue to be in big demand, such as quotations and project management.”

 

What are qualified candidates commonly looking for to make the next move in their career?

“Money definitely has to be there. It's not necessarily the most important, but it has to be there, and we’ve certainly seen increases in salaries over the last few years. Second thing is work life balance – candidates want flexible work schedules, remote opportunities, and paid vacation.”

 

If you could give one piece of lighting recruitment advice for hiring managers, what would it be?

“Even though we hear a lot about a recession, the unemployment rate is at a 50-year low. Candidates have multiple offers to choose from and they need your help as the company, as the hiring manager, to see how your opportunity will make their life better. Within lighting, we're still in the war for talent. I commonly hear from candidates that they like where they are, but they think they should be making more. So they're open to hearing about opportunities and they want the opportunity to work remotely.”

 

In Conclusion

The lighting industry plays an intricate role in every market sector – from LEDs to Smart Lighting. As a result, the global lighting industry is projected to exceed $93.93 billion in 2023. With such expansive growth, it’s crucial to have a partner in lighting recruitment. For more insights into the lighting hiring market, reach out to Melissa Coleman. And stay tuned for our next Monday Market Share!

 

About Melissa Coleman

With 15 years of experience, Melissa has developed a second nature understanding of clients' hiring needs, particularly in the areas of lighting, manufacturing, engineering, supply chain, and sales in IoT and AI. Her unique ability to evaluate the chemistry and motivation of both parties enables her to make lasting placements that benefit everyone involved. In addition to her extensive experience, Melissa holds the CSAM designation (Certified Senior Account Manager), which is recognized worldwide as a mark of excellence in executive recruitment. CSAM holders are ranked consistently at the top of their profession, and Melissa is committed to pursuing continuous professional development to exceed both client and candidate expectations.

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Top 5 Recruitment Trends for 2023

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As we settle into the new year, the job market continues to evolve, and hiring managers are adapting to new recruitment trends to attract the best talent. At Blue Signal, we recognize the importance of staying up to date with the latest industry knowledge to help our clients source top talent in even the most challenging markets. If you're struggling to navigate the post-pandemic job landscape, you're not alone. In this blog, we'll explore the top five recruitment trends for 2023, providing insights on how you can stand out and succeed in your company's industry. If you’re an employer struggling in your search to hire the best candidates, keep reading to learn about the latest recruitment strategies for the year ahead.

Remote and hybrid work is here to stay.

women at her desk busy working from home.

Remote and hybrid work continues to reign supreme amongst recruitment trends for 2023. The pandemic has reshaped both employer and employee expectations regarding flexibility, according to Human Resource Executive. Their research indicates over 90% of employers report that productivity has stayed the same or increased as a result of remote work, making it a viable option for many organizations. Furthermore, employees are looking for flexibility when it comes to what they work on, who they work with, and the amount they work, Harvard Business Review researchers found. This is why companies are investing in improving their employee experience, as reported by a Gartner survey of frontline worker managers. Through proper support, allowing employees to work remotely can increase their sense of value and engagement – resulting in improved employee retention for your business.

Additionally, making a job change is more convenient than in the past now that job seekers have the ability to make the shift from home, making the opportunities and benefits much higher. As CNBC reports, "the cost of switching jobs is lower when remote work is on the table." Overall, remote and hybrid work is amongst the top recruitment trends for 2023, as it provides flexibility and convenience for both employers and employees.

Burnout is on the rise; expand health and well-being offerings.

Young man practicing virtual meditation in front of his lap top.

Unfortunately, post-pandemic effects remain in the workforce and employee burnout is on the rise, making it a top concern for recruitment trends in 2023. According to Harvard Business Review, nearly 60% of employees report they are stressed at their jobs, which is higher than even the peaks of 2020. With employees experiencing burnout, companies are starting to realize the importance of expanding their health and well-being offerings to attract and retain top talent. According to Gartner, 82% of employees now say it's essential for their organizations to see them as a whole person, rather than just an employee. In response, companies are implementing proactive rest, more paid time off (PTO), no-meeting Fridays, wellness time, discussion opportunities, on-site counseling, and coaching as recommended by Gartner. These wellness initiatives demonstrate a company's commitment to their employees' well-being, help to alleviate burnout, and will ultimately lead to increased productivity and profitability in the long run.

DEI efforts move forward.

Diversity, Equity, and Inclusion (DEI) efforts continue to be a crucial factor in company recruitment trends in 2023. However, Gartner research reveals that 42% of employees believe that their organization's DEI efforts are divisive, and 2 out of 5 agree that a growing number of employees feel alienated by or resentful of their company's DEI efforts. To address this challenge, HR must equip managers with the tools and strategies to engage resistant employees and address pushback early on before it develops into more disruptive forms of DEI resistance. As Harvard Business Review notes, these strategies can help create a more inclusive work environment that fosters diversity, promotes equity, and builds a culture of belonging where employees feel valued and respected for their unique contributions. By prioritizing DEI efforts and addressing resistance, companies can attract a more diverse pool of talent and create a workplace where all employees can thrive.

A chart showing 3 ways to implement DEI efforts into your company culture.

Blue Signal is committed to integrating DEI principles into hiring practices at all levels, and we are continuously exploring ways to enhance this process. Our diversity and inclusion recruiting team possesses the expertise to attract a wider range of diverse candidates and can support you in improving your employer branding to align with D&I values.

Diversified talent pipelines and soft skills dominate recruitment trends in 2023!

Diversified talent pipelines and soft skills are set to dominate recruitment trends for companies in 2023. According to Harvard Business Review, organizations must shift their focus from candidates' credentials and prior experience to assessing their skills to perform the role. Gartner's research on hiring trends of 2023 shows that candidates are charting nonlinear career paths and applying for jobs outside their current areas of expertise. This shift in talent acquisition means hiring managers are now less concerned with industry experience and technical skills. An article from the Harvard Business Review states that employing a skills-based approach can ensure more accurate alignment between job seekers and employment opportunities, significantly increase the size of talent pools, and enhance internal career mobility and employee dedication. Furthermore, they report that the skills-based approach holds the potential to mitigate the inequalities in the economy and society, which are damaging to the well-being of institutions. This is why it is essential to expand your company’s range of talent sources and prioritize the development of soft skills in order to diversify talent pipelines and stay on top of 2023 recruitment trends.

Why you should work with a recruiter in 2023.

As recruitment trends continue to evolve in 2023, it's becoming increasingly important for companies to work with recruiters to find and attract top talent. At Blue Signal, our recruiters are experts in navigating the job market and can provide valuable insights into emerging recruitment trends, allowing companies to stay ahead of the curve and attract the best candidates. Our recruiting team can help companies build strong employer brands, which is critical in attracting and retaining top talent. By working with Blue Signal, companies can leverage their expertise and resources to find the right candidates for their organization, ensuring a more efficient and effective executive hiring process. Ultimately, working with a recruiter can help companies save time and money while ensuring they have the talent needed to achieve their business goals in 2023 and beyond.

Don't let the daunting task of implementing these recruitment trends overwhelm you - let a professional take the pressure off your hands. Take the first step towards improving your hiring process by contacting a recruiter today!

Implement these top recruitment trends into your hiring practice.

With the job market constantly changing, it is essential for hiring managers to stay informed about the latest hiring strategies to attract and retain top talent. At Blue Signal, we understand the importance of staying up to date with industry knowledge and providing clients with innovative solutions to overcome even the most challenging hiring obstacles. We hope that our exploration of the top five recruitment trends for 2023 has provided valuable insights for employers looking to differentiate themselves and succeed in their respective industries. As your partner in the process, we encourage employers to stay on top of the latest hiring strategies to ensure they have the best chance of finding and securing the right candidates for their organizations. Click the icons below to join our social media community and stay up to date on all the latest hiring trends!

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Top 20 Engineering Interview Questions

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The engineering industry is as competitive as ever for top talent due to recent explosive growth. In fact, the United States Bureau of Labor Statistics predicts nearly 140,000 new engineering jobs to be available by 2026. This exponential growth and competitive market means preparing for key engineering interview questions is crucial, whether you are an industry veteran or a student seeking their first job. As part of Blue Signal’s white-glove service, we assist engineering candidates with preparing for their interviews. Our engineering recruiters provide insight into the hiring company, practice potential interview questions, and debrief with candidates after each interview. In order to best understand how to prepare for engineering interview questions, we must first examine the different types of interview questions and why hiring managers ask them.

Types of Engineering Interview Questions

Preparation is key to ensure candidates make a favorable impression on everyone they meet during the interview process. According to a survey from Glassdoor, 88% of hiring managers say that an informed candidate is what they are looking for when interviewing. Taking the initiative to learn and practice responses to potential engineering interview questions will set you apart from other candidates. Hiring managers leverage a myriad of interview questions to gain a comprehensive understanding of the candidate. Each type of interview question has its own purpose and will reveal something specific about the candidate. Ultimately, the interview questions seek to measure the candidate’s skill set and abilities as well as their cultural fit within the current team.

Image of two women seated in chairs at a table - one is leaning in and listening while the other speaks during an interview

Situational Interview Questions

Situational interview questions are based on specific scenarios that could conceivably await someone in the new role. They seek to focus on a given hypothetical situation and how the candidate would handle it. Situational engineering interview questions can be difficult, as a candidate is required to think on the spot. Likely, this is a skill the interviewer may be testing them on. Answering these questions well can prove that an engineering candidate is willing to take the lead, ask for help, stay calm under pressure, and/or make positive choices. Overall, they prove the candidate can overcome any situation they will be faced with in the job.

Competency-Based Interview Questions

Competency-based interview questions are used by interviewers to assess specific attributes, knowledge, and behaviors. For example, a hiring manager looking to understand more about a candidate’s behaviors may ask about different ways in which they used their analytical ability to solve a problem. Alternatively, if it is decision making that the interviewer is looking to assess, they may ask candidates to provide information about how they built strong professional rapport with colleagues to make informed decisions. While these interview questions may often seem to be situational, competency-based questions are far less likely to be hypothetical. This enables candidates to draw directly on real-life examples and be focused on specific competencies rather than a general approach.

Behavioral Interview Questions

Behavioral interview questions are asked to elicit information from candidates on how they would likely handle any range of real-world challenges based on previous, similar circumstances. Whereas situational engineering interview questions decipher how engineering candidates would approach certain scenarios, and competency-based questions prove they have the skills required for the role, behavioral questions determine if candidates possess the desired character traits the hiring manager is looking for. Such interview questions tend to be based on the principle that a candidate’s past behavior is the best predictor of their future behavior. These questions can touch on such aspects such as candidates’ ability to work as part of a team, client-facing skills, adaptability, time management skills, and more.

Top 20 Engineering Interview Questions

1. What is the most challenging engineering project you dealt with? How did you ensure it was a success?

2. Describe a written technical report or presentation you had to complete.

3. What steps do you take to keep your engineering skills current?

4. Why did you choose to study [engineering branch]?

5. Tell me about a time you failed (or succeeded) with [skill]. How did you react?

6. How do you deal with difficult coworkers/clients?

7. Which part of engineering is your favorite? What about your least favorite?

8. Which of your traits make you a stronger engineer? Do any of your traits hold you back?

9. What has been your biggest engineering success?

10. Can you tell me about your best manager and why you thought they were great?

A man and woman dressed professionally shaking hands in an office with word bubbles around highlighting engineering interview questions

11. Describe a time you demonstrated leadership skills at work.

12. Describe a time you used problem-solving skills to figure out a design problem.

13. Describe a time you had to work on a team, and something didn’t go well. What would you do differently?

14. Tell me about a time you got negative feedback on your work. How did you respond?

15. Have you identified and implemented any process improvements that led to cost reductions?

16. What software applications are you familiar with?

17. What programming languages do you prefer? Why do those appeal to you?

18. How would your friends (family, coworkers, professors) describe you?

19. Why are you interested in this role? Why are you interested in working at this company?

20. Where would you like to be in your career five years from now?

Tips and Best Practices for Answering Engineering Interview Questions

It can feel daunting to prepare for a laundry list of potential engineering interview questions. To help ease the anxiety around interview preparation, Blue Signal partnered with our very own Bo Scott to provide insight on how to best prepare for these engineering interview questions. Bo is a Senior Executive Recruiter who specializes in IT, Emerging Technology, IoT, Cloud, Technology Sales, Unified Communications, Telecommunications, and Wireless roles. Based on his experience and expertise in the field, Bo recommends keeping two important points in mind when crafting responses to engineering interview questions. These pieces of advice will help candidates perform well in an engineering interview, and hopefully lead to landing the role.

The first tip is to remember that the interviewer is asking questions specifically about yourself, rather than your team. We all understand it takes a team effort to reach business goals, however, it is vital that you quantify, individualize, and specify your unique contributions to those achievements. Engineers rarely work alone, but they will bring their own strengths and weaknesses into their new team. Engineering candidates must focus on sharing what they have done to bring success to a business, team, or project.

Secondly, Bo emphasizes the importance of answering the engineering interview question that is being asked, rather than providing the answer a candidate believes the interviewer is looking for. This can be a difficult distinction to make. For example, an engineering interview question asking about what you have done is not a chance to share what you think they should do, or what you would do differently. One way to ensure you are concisely and accurately answering the question at hand is to draw examples from your experience to tell a story about your accomplishments – and, if applicable, how those experiences prepared for this potential new role.

While it is likely most of these engineering interview questions will be asked throughout the hiring process, it’s important to be prepared to answer any question thrown your way. Assume these interview questions will also be tailored toward the role’s industry, and area of expertise. Whether on your own or partnering with a recruiter, preparing for the engineering interview questions discussed gives you a critical advantage in the hiring process.

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