Winning the War for Talent in 2021

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As the competition heats up among industries to snag the best of the best to fill open roles, it’s becoming more clear we are experiencing a “War for Talent.” The phrase “War for Talent” is not a new term in the recruiting industry, as it was first coined in 1997 by Steven Hankin of McKinsey. In their 2001 book The War for Talent, authors Ed Michaels, Helen Handfield-Jones, and Beth Axelrod predicted that “the make-or-break for firms in the next two decades would be the ability to attract, develop, and retain talent.” In 2021, we’re in the thick of that battle, struggling to beat out the competition and win over top talent. Though there is an uptick in hiring across the board, with a closer look you’ll see just how small the market is when targeting top-tiered talent with niche skills and specialties. With over 7 million jobs recently posted online, the industry is experiencing an abundance of open roles and a lack of qualified candidates to fill them. In light of this sudden and increasing need for talent, job seekers are left with the upper hand. In today’s market, when it comes to winning the war for talent, employers need to take meaningful action by offering unique benefits, remaining flexible, improving branding, and focusing on retention post-hire. 

War for Talent: 4 Steps

Roll Out the Red Carpet

The current job market is in the hands of the job seekers — so it’s important to get to know your audience. Millennials for example, (who in just five short years will comprise almost 50% of the workforce) have different expectations for jobs than their predecessors did. 86% of Millennials put values, like respect for peers, before salary and 82% prefer to work from home at least one day a week. Now more than ever, hiring managers and companies need to be rolling out the red carpet and concede to the demands of those on the job hunt. Large, leading tech companies such as Amazon, Google, Microsoft, and Facebook have been perfect examples of this in the past as we’ve seen them building, buying, or rehabbing office spaces to make them attractive and appealing to workers. However, today’s climate calls for a little more creativity as the majority of companies and candidates are switching to the work from home model, making fancy office spaces obsolete. Companies are now branching out, offering new incentives like Peloton bikes, paid time off for mental health, additional vacation days, raises, and bonuses to keep their employees motivated and happy. Unfortunately, if you’re not doing your homework to find out what benefits your employees actually care about, you’ll be taking a shot in the dark. 

Poaching and persuading top talent isn’t an altogether new concept but with today’s market, it’s now become a crucial part of everyone’s talent search. The rule of thumb when recruiting for top talent while competing in any industry is to assume there is always another offer on the table. Whether the candidate is actively interviewing for other roles or gets offered a promotion/raise by their current employer when handing in their notice - push your boundaries and dive deep to find what you can offer that no one else will. 

Be Flexible & Act Fast 

With so many competing offers and employers incentivizing candidates to stay where they are - quick decisions in the hiring process are crucial. Just imagine, while a hiring manager is contemplating possible,  better candidates, the perfect candidate they let go cold is accepting another offer. With the majority of talent currently working from home, the process of taking an interview during the day has become a breeze. Candidates can resign from their current position and start a new one with the simple act of shipping back one laptop and receiving another in its place. This simplified and fast-acting turnover is exactly why it is imperative to remain flexible, open, and decisive when recruiting top talent. 

The flexibility shouldn’t stop there. Being open to offering a flexible schedule in today’s market is another “must-have” on a majority of applicants’ lists. It’s been reported that “up to half of employees might quit their jobs if remote or hybrid work arrangements are not provided post-pandemic.” Due to this new norm, industries across the board are now competing on a national scale rather than with their local markets. By choosing not to employ remote workers, you are actively limiting your candidate pool. Offering a flexible work schedule is becoming non-negotiable when keeping up with the competition. With job seekers in the driver’s seat and in a position to make demands, hiring managers need to be listening. 

Step Up Digital Branding & Awareness

Enticing a candidate to join a new company goes beyond what’s written on an offer. Most potential hires are conducting their own research on companies they’re looking to join, digitally. With the internet as the new marketplace, it is absolutely crucial to have a stellar online reputation and top-notch digital branding in place. As a simple fact of life, first impressions are everything - and more often than not, that introduction doesn’t come straight from a company email. 

When a candidate is deciding if they should apply to a company, their first instinct will be to dig up some background information and see if they can picture themselves at the company. Ensuring consistent, clean, and up-to-date branding across all platforms positions you as a well-oiled machine, and instills a sense of confidence - which will result in more applicants. 

Beyond consistency and aesthetics in branding, companies should be going above and beyond to create buzz in their industries. PR initiatives and posting exciting company news online can get job seekers’ attention and spark a good impression before they even land on your website/social channels. Another common way candidates look into a potential employer is through their online reviews and testimonials. This goes without saying, but poor reviews are one of the most passive reasons top talent will walk away from a job offer or even an initial interview. Open the door to communication by conducting exit interviews with employees leaving the company to uncover and address issues before they affect your incoming talent. Better yet, encourage satisfied customers to leave a positive review about their experience.

Invest in Training

With the added competition of today’s recruiting market, it’s important to remember that your job isn’t done when a new hire is made. In some cases, this is when the real work begins as your focus shifts to retaining that hire. One of the best ways to ensure retention of new hires is training, training, training! Investing in thorough and continued training programs is crucial in today’s market when the act of making the initial hire is already such an uphill battle. Hiring professionals agree that “in every industry and sector, among companies large and small, a new conversation must occur as upskilling and reskilling become the new norm.” Employers need to be more proactive by providing employees with the resources and time needed to learn the material and skills. Companies can focus on creating their own internal training that’s specific to their processes by including real on-the-job examples. The biggest mistake you can make after landing a top talent hire is to go into their employment blindly. Do your research and leverage tried and true methods to make sure you retain that expertise in-house. 

With the intensity of today’s job market, offering unique benefits, remaining flexible and fast-acting, and ensuring retention after a hire is made can give your company the edge it needs to land top talent. Just like this job market overall, the way recruiting is conducted is changing at unprecedented speeds. If you’re feeling overwhelmed, Blue Signal can help. We’re experts in this realm and most importantly, we have the dedicated time to complete the open job searches you need filled. A significant benefit in working with a recruiting firm such as Blue Signal is the ability to target passive candidates, which is a game-changer in this climate. The days of waiting around for candidates to come to you and apply to your job posting on their own are over. According to a LinkedIn study, only 15% of employees say they are completely satisfied with their jobs and would not be open to a change. In the midst of this “War for Talent,” you want to be working with the best. If you’re ready to start a conversation about how you can better target and retain top talent in your field, reach out to us today. 

Coffee with a Recruiter, feat. Jared Wenzel – Resume Best Practices

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Senior Account Manager, Jared Wenzel is Blue Signal’s own one-stop shop for healthcare and managed care talent. He has 10 years of recruiting and consulting experience, making him an expert in strategy, talent development, and even resumes. In this segment of Coffee with a Recruiter, Jared tackles common resume queries that can help you stand out as the best of the best among any applicant pool. 

Question: Do I need a one-page resume?

Answer: “If the rumors about recruiters and hiring managers only reviewing resumes for a few seconds each, if those are true then yes I definitely believe you need to have a one-page resume. In regards to a lot of resumes that I see, many of them look like the person just copy and pasted their job description right into the body of the resume. While that does show an overview of what you can do, what’s really important is showing measurable accomplishments, any type of metrics, anything that you can show that you can stand out from the rest of the resumes is definitely a good way to go. 

Really what it should look like is less like a job description and more like your own personal highlight reel. The best way to do that is really just to cut the fluff. I always think of “Tidying Up with Marie Kondo” - what sparks joy? What would spark joy in the minds of a hiring manager? What do they want to see? Well they want to see that not only can you do the job, but you can excel in the position. And I think showing measurable accomplishments and metrics is really going to make you stand out from the other applicants that just, again, copy and pasted the job description into the body of the resume.”

 

Q: How can I get hiring managers and recruiters to see my resume?

A: “That is a very good question! And one that I get asked a lot, because it seems like no matter how many times you send out a resume, sometimes it can be very hard to hear back from people. The truth is that oftentimes there’s a lot of people - could be hundreds of people - applying for the same job. So it’s really important to get your resume to stick out to those recruiters and hiring managers. 

For me as a recruiter, when I’m searching for somebody I’m going to be taking the position description and breaking it down into specific keywords that hopefully I’ll find on a resume or a LinkedIn profile. I think what you need to make sure is that you have keywords that are industry-term specific, like any type of business associations that you are in. Acronyms are great. I also think it’s very important to spell out those acronyms, not everyone is as familiar as you are with the industry. Anything ranging from the technology you have used, how you measure your metrics, anything like that is important. It can really identify the specific industry or position that you are looking for. 

There are resume optimization tools and certain websites where you can upload your resume and upload the position description. They’ll actually grade it by how many keywords are found based on your resume compared to the position description and give you recommendations on how to improve your resume to increase visualization. Many organizations will actually have tools that will scan resumes and grade them individually. If you don’t meet a certain grade your resume is getting kicked to the trash can, and the other ones are making it through. So tools like this are really helpful to kind of make sure that your resume can get more visibility. (Jared’s personal pick can be accessed here!) 

And once you have your resume in front of them, kind of a neat little tip is to highlight - I wouldn’t go yellow highlight - but you can bold, underline, or italicize certain metrics or measurable accomplishments that you want to make sure that human resources or hiring manager sees. Anything that draws their eye is going to grab their attention. So again, underlining, italicizing, or even bolding certain key metrics to make sure someone sees them, is a good way to get someones eyes directly where you want them to be.”

 

Q: What are some ways to take my resume to the next level?

A: “There are a number of ways which you can take your resume to the next level. First one may seem pretty obvious, but it is making regular updates to your resume. Especially as accomplishments are fresh in your mind, it’s easier to jot things down and especially make them more accurate. Now I’m totally about, you know, approximations when it comes to metrics, but obviously if you can capture them as you’ve completed them, it’s just going to make your resume look more accurate. And - no one likes to have to scramble and make updates to their resume, and look back and try to dig up all these old metrics. Especially if you find yourself without a job. So, keeping your resume current - updating it quarterly, or at the very least annually. When you’re doing your annual reviews with your direct report it's a really good time to grab those metrics and jot them down on your resume. 

The next one is to use a thesaurus. I’ve seen “dynamic” be used on so many resumes. Just put that into Google, put it into a thesaurus, and look up some variances of different words. It’s just going to make you look much more intellectual if you can throw in a couple words other than “strong,” or “innovative,” or one of the long list of cliche, descriptive adjectives people use for their resumes. Try to find something a little bit unique, and something that maybe fits your personality a little bit better too. 

I’m always a big fan of editing for consistency. You know, get down to your bullet points - do they have periods or are they open ended? Is your font consistent all the way through? How are your margins? Little things like this. I see typos all the time. Really just making sure, and keeping a close eye on things not only shows that you can be a meticulous person. Proofread, I think it goes a long way. And really, it looks way worse on a person when they find typos in resumes or in thank you notes, or anything else like that. Send it off to somebody else if you need someone to proofread it. If you see the red squiggly mark, it means it’s spelled wrong! So, try to fix that. You know, take a fine-toothed comb and go through your resume and make sure everything is pretty consistent. 

A little bonus tip for everybody, grab some references! If you know some people you work with or a past manager, get those set up and ready. Again, it’s not something that you really need to go scrambling for later. So if you can get some good people on your side, and kind of in your back pocket, it will just help for later on. Even if you don’t need it, but just in case you do, those are some good tips to help elevate your resume.” 

 

The Key Takeaways 

A resume really is the first introduction you have with a hiring authority, and just like actual intros - if not done right - it could be your last. To make sure your resume not only stands out, but also gets in front of the right audience, keep it simple by creating a one-page highlight reel, include the right keywords to get past those pesky Applicant Tracking Systems (ATS) filters, and use some new adjectives to describe your style. Update your resume often, and keep good references in your back pocket in case the need arises. Finally, if all else has failed, you can always pick up the phone and call one of our expert recruiters to help get you on the right track for that next career move. 

Jared Wenzel
Jared Wenzel

Jared Wenzel

SR. EXECUTIVE RECRUITER

Jared is our own one-stop-shop for healthcare and managed care talent. With a background in recruiting, strategy, leadership development, and consulting – he knows what needs to be done to get your business to the next level. He finds the best of the best, not just the best in your zip code.

The Importance of Diversity & Inclusion in Recruiting

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In industries such as ours - recruiting, talent acquisition, human capital - we are in a unique position to influence hiring trends. We have the power to represent candidates that otherwise may have gone unseen. From the top down, there is an issue of representation and inclusion within all industry verticals. As of May 2020, racially diverse executives held only 16% of total C-suite positions according to a study by Stanford University. Of the Fortune 100 companies, 26 have no ethnic diversity at the C+1 level - and 6 have no ethnic or gender diversity at this level. The issue is apparent in the numbers alone - but make no mistake, there are people behind these statistics. 

As executive recruiters, we have a duty to make sure we are moving in the right direction for the future - by representing people to hire based on skill. At Blue Signal, we refer all candidates on the basis of qualifications rather than age, sex, creed, color, national origin, race, ethnicity, gender, or ability. We take pride in championing diversity efforts and actively work to educate our internal recruiters, hiring managers, and candidates to ensure the hiring experience is free from discrimination and unconscious bias. Leveraging our experience in this practice, and in a continual effort to educate ourselves on the best ways to combat these issues, here is some of what we have learned.

The Importance of D&I - Past Obvious Reasons

Diversity matters - this we know. However, even in plain numbers D&I directly correlates with success in business. Research by McKinsey identified that - compared to their respective national industry medians - companies in the top quartile for racial and ethnic diversity are 35% more likely (and those in the top quartile for gender diversity are 15% more likely) to have higher financial returns. Bigger than that - those companies in the bottom quartile for gender, ethnicity, and race aren’t just not leading, they are proven to be lagging in financial returns. 

McKinsey Report - ClassicDiversity - EX1

“The business case for diversity in the workplace is now overwhelming,” claims the World Economic Forum. Their article on the subject listed a collection of evidence that D&I has a direct positive impact on innovation and business performance. Research by The Hamilton Project proves that there is a direct correlation between high-skilled immigration and an increase in the level of innovation. “Increasing the share of college-educated immigrants in the population by one percentage point increases patents per capita by 6 percent. This impact is roughly twice as large for those with advanced degrees… A one percentage point–increase in the college-educated or advanced degree-holding immigrant shares of the U.S. population are estimated to produce a 12.3 percent or 27.0 percent increase in patenting per capita, respectively.”

The Hamilton Project - Innovation - EX2

Catalyst, a global nonprofit whose mission is to build workplaces that work for women, found correlations between D&I and employee satisfaction benchmarks such as retention, productivity, decision-making, innovation, and team performance. There was also a link between diversity/inclusion and boosting company reputation, reducing instances of fraud, ESG performance, and financial performance. Here are some fast facts on their research: 

  • Companies with higher levels of gender diversity and with HR policies and practices that focus on gender diversity are linked to lower levels of employee turnover.
  • Thirty-five percent of an employee’s emotional investment in their work and 20% of their desire to stay at their organization is linked to feelings of inclusion.
  • According to one recent study, over a period of three years companies with higher diversity in management earned 38% more of their revenues, on average, from innovative products and services than those companies with lower diversity.
  • Organizations with inclusive business cultures and practices are 57.8% more likely to improve their reputations.
  • Companies with consistent, inclusive workplace cultures—especially as experienced by historically underrepresented groups—also outperformed the S&P 500 in average annual stock returns during the Great Recession (measured from 2006-2014).
World Economic Forum Quote

Diversity and inclusion is important for innovation. It’s important for financial and employee performance. It even unwittingly impacts a company’s information security, recruiting efforts, and overall reputation. Not only does representation matter - if not properly implemented, it can cost a company actual dollars. The evidence is indeed overwhelming. There is no longer a question of if it will impact a company’s performance. It’s now a question of why, as in “why is this still happening?” 

 

The Problem

It’s not for lack of trying. Companies have begun to recognize the issue and have implemented some misguided efforts toward D&I - such as intentionally hiring “diverse” individuals to try and tip back the scales. (Which is a problematic solution, to say the least.) Unfortunately, even with the best of intentions, companies must intentionally work toward diversity and inclusion if they ever want to see correct change. 

Take for example “colorblindness.” This is the rhetoric that by not seeing someone’s race, they are not engaging with racial discrimination. In reality, not making note of someone’s race is inadvertently allowing people to ignore manifestations of discrimination in things like social, economic, and institutional practices. Being “colorblind” minimizes issues that people of color face. In a field experiment by the National Bureau of Economic Research, they found that identical resumes with white sounding names received 50% more callbacks for interviews than those with African American sounding names. Based on their estimates, a white name yields as many more callbacks as an additional 8 years of experience. They also found that federal contractors (who are thought to be more constrained by affirmative action laws) and employers who list “Equal Opportunity Employer” in their job ads discriminate just as much as other employers. It’s not enough to talk the talk. 

Atlassin D&I thoughts vs action graph 1
Atlassin D&I thoughts vs action graph 2

This also holds true for hiring, or not, based on the perception of “culture fit.” When hiring, it’s easy to be drawn to the person you most relate to within the interview process. Greenhouse, an HR organization that works to make every company great at hiring, wrote a blog unpacking unconscious bias while assessing candidates during the interview process. They state the definition of unconscious bias as “the accumulation of mental shortcuts both hardwired and developed, that lead us to form judgements, often unfair in nature.” You can learn more about unconscious bias, and how it impacts business in this LinkedIn Learning course. When looking to bring someone onto a team, people are prone to hire someone they would want to “have a beer with,” as the cherry on top of a good candidate. When given an equally qualified candidate, people tend to place unconscious bias against them - believing they are not as viable of a hire because they don’t fit this perception of “culture fit” in comparison to someone who does. Greenhouse suggests that instead of hiring based on “culture fit” that companies should strive for “culture add” - where the candidate would add to the existing culture, rather than mirror it. 

If this is starting to sound like way too much work, you’re not alone. Diversity fatigue is real. Aubrey Blanche spoke about this idea while working as the Global Head of Diversity and Belonging at Atlassian. “The topic is everywhere and people are tired of talking about it. And much like compassion fatigue, caring hurts. You get frustrated by all this discussion not turning into meaningful action. It’s a fight that takes resources and energy, and it’s hard to stay committed when you’re barely seeing results,” says Blanche. Surely, everyone cares about diversity and inclusion - but few are willing to put in the hard work it takes to make a long term, impactful change. The issues are complex and can be emotional for many. But Blanche puts it best - “It’s not enough to just care about D&I. Without dedicating time and intention, you’re only reinforcing the pattern of mediocrity in the industry.” 

Aubrey Blanche Quote

In order to really tackle this issue, Blanche believes most companies are having the wrong conversation. Her company, Atlassin, published a report in 2018 about the State of Diversity and Inclusion in US Tech. This report discussed how, “most D&I programs focus on increasing the representation numbers of a narrowly-defined category of "diverse" candidates, instead of focusing on belonging and inclusion throughout the company.” In some cases, it might be that the reason a company is lacking in diversity is because they’re not putting enough effort into making their existing employees feel included. 

Atlassin D&I thoughts vs action graph 3

It’s not enough to look at these percentages and try to improve the statistics as if you’re only working with numbers and data. There are real people behind these stats, and sometimes that truth gets lost in translation when looking at the issue as a mountain to climb. Blanche expands, saying the “corporate level aggregate reports don’t actually measure diversity — they measure representation. It doesn’t matter if 30% of your company is made up of women if they’re all in marketing or HR and the men are in engineering.” If underrepresented groups are only found in certain job functions or are all only in particular teams, it doesn’t count. Diversity without distribution isn’t diversity at all. 

 

The Solution 

When looking at the problem as a whole, it can be very overwhelming. But when you look at its individual parts, you see that it’s the small actions that create the big picture. As hiring professionals, we are the gateway into an organization. It’s our job to establish that inclusivity from the start. To do this, we must become more comfortable with being uncomfortable. Greenhouse urges companies to approach diversity and inclusion with an open mind - these issues are complex, but by mentally reframing them as productive and an opportunity to learn, businesses will be able to make a change. 

A great first step is to build and establish a D&I mission and brand. Rakuna developed a comprehensive checklist to help showcase an employer’s diversity brand - suggesting things like publishing a diversity statement from the CEO on the company’s career page. If you aren’t sure where to start with writing this, check out the US Chamber of Commerce’s blog on the topic. They say that a clear diversity, equity, and inclusion (DEI) strategy should contain what DEI means to you as an organization, why DEI matters to you, and how you will approach DEI - now and in the future. 

Tiffany Houser Quote

But remember, we learned earlier that making the commitment on paper isn’t the same as taking action. By intentionally working against biases, we can start setting things in motion. And the first step in that process is to admit you have biases. The Digital Workplace says that “acknowledging the natural biases that you have openly with others can be a great way to disarm the situation rather than trying to skirt around the elephant in the room.” Outwardly admitting them makes these biases into something external you can work against. One excellent example of this is to establish blind screening policies. A study by Stanford University found that scientists were less likely to agree to mentor, offer jobs to, or recommend equal salaries for candidates based on the gender of their names at the top of identical resumes. By removing names, photos, and gendered pronouns in a resume - you can reduce the number of signals that could trigger gender bias. This isn’t perfect since you can still unconsciously create some bias based on past companies, geographic location, or even the college the person attended. A more foolproof method, that is widely popularized by developments in its technology, is to leverage artificial intelligence to automatically run initial screenings for you. 

Taking the human element out of the hiring process can have this benefit - but as we are reminded by the fear of machines rising against man - it removes some of the more nuanced, human benefits as well. Companies can instead standardize how they review candidates by focusing on skills versus experiences. By writing out the specific qualities you’re actually looking for in a hire when writing job descriptions, rather than something vague like “bachelor’s degree in applicable field,” you can work to better target your actual needs. This could also result in a wider range of applicants in the funnel, helping you judge on potential rather than restrictive minimum requirements. Atlassin used this exact strategy and boosted their female technical hires by 80% in a year’s time. 

Did you know that even the location you’re posting your jobs in can limit your diversity and inclusivity in the candidate pool? Tech companies in particular are known for being geographically concentrated in certain areas (Silicon Valley, for example). A whopping 75% of venture capital funding is concentrated in just three states! An interesting shift we are seeing with the developments of remote connectivity technology and the rise of the work-from-home norm is that geography is becoming less and less of a restriction on someone’s capability to work certain jobs. With this in mind, it’s hard to argue against hiring outside the usual locations. Harvard Business Review suggests that in order to increase diversity, companies should follow the talent. You can identify opportunities by looking at where people are graduating with the skills you need, or where there is a lower cost of living that could be more attractive to potential hires. Make your jobs more accessible to diverse groups by meeting the talent where it’s at. 

Harvard Business Review graph

Another hot button topic is pay equity. We can’t have the conversation about diversity and inclusion without mentioning it - especially since it’s seen across all industries. Companies need to push for pay equity not just for women, but for all intersectional groups. For instance, 2018 census data found that women of all races earn an average of 82 cents on the dollar compared to white men. But, this number is significantly lower for Hispanic or Latino women who make 54 cents on that same dollar. A person’s intersectionality can have a severely negative impact on their compensation when going unchecked. To turn this around, employers can start by being transparent with their compensation structure. First Round Review recommends gathering the market data yourself, and making it accessible to everyone in your company. This practice instills trust in your ranks, showing that you are looking out for their best interests by compensating them at fair, competitive rates. This starts the conversation where it’s most important - with employees. Then, once your current team is being paid equitably, you’ll be prepared to bring on new talent into that same pay structure. By including current employees at the forefront of your strategy, the end goal of D&I should fall in line as your organization grows. 

Conclusion 

Hiring is difficult in and of itself - even before considering the larger implications it can have within things like D&I. With a system so inadvertently stuck in a cycle that favors certain job seekers over others, there is still a lot to be learned before it can be equally beneficial for all. Working with professionals that specialize in representing candidates based on merit can help you on your journey to revamping your hiring practices to be more diverse and inclusive. Recruiting firms like Blue Signal work to connect companies with talent outside their network or who are otherwise inaccessible from the typical approach of posting a job and waiting for applicants. Better yet, we are constantly looking for ways to better incorporate D&I into hiring practices across the board. 

At Blue Signal, we collaborate with businesses on overall strategy - helping with more than just identifying and securing top talent. We are experts on marketing opportunities. We can consult on equitable market rates for compensation; locations to find geographically diverse candidates; and retention tactics, to support all kinds of internal groups with their differing needs. We know how to attract more diverse candidates, and can help you improve your employer branding to reflect those D&I values. As Diversity and Inclusion (D&I) workplace advocates, we appreciate the diversity of our clients, candidates, and communities in which we live and do business. We take pride in recruiting the best talent based on qualifications and skill - without bias. 

Whether you are just starting on the journey of implementing diversity and inclusion into your hiring strategy, or you have your goals set and just need some help to achieve them, Blue Signal is here to be your partner in the process. Contact us today to talk about your options, or leverage the resources below to move your organization in the right direction. 

 

Resources 

Coffee with a Recruiter, feat. Jonathan Lee

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From professional development, to management, and even having experience recruiting himself, Blue Signal’s Senior Manager of Operations has extensive experience working with recruiters, candidates, clients, and the industry overall. In our newest installment of Blue Signal’s Coffee with a Recruiter series, Jonathan Lee shared with us a two part segment on some key things people should know when working with recruiters - as both candidates and clients. Watch and read on to gather the intel you need to make the most of your recruiting experience. 

Working with Recruiters as a Candidate 

Question: “As a candidate, what should you know before reaching out to a recruiter?” 

Answer: “As a candidate, what you really should know before reaching out to a recruiter is really more about the recruiting company itself. They’re going to be representing you to the new company you want to work at, or maybe new companies that you’ve never heard of but could have your dream job, so you want to make sure the company has good reviews online. More importantly, you want to be sure they specialize in your industry or in the functionality of the role you are currently in. This is really really important. They might have a really good reputation in the industry and those big, target companies will tend to utilize those companies more. Just keep in mind that they will be representing you, so make sure who is representing you is who you want to.” 

 

Q: “Should you have anything prepared beforehand?” 

A: “As a candidate, there are actually things you should prepare before you reach out to a recruiter. This is going to be a simple tip, but I feel like there is a lot of value. Of course you should have your resume prepared and most up to date with your current job experience, current responsibilities, things like that. But also, I think it’s a really good idea and will up your chances of you being placed at that dream job if you have something like a brag sheet of rewards that you’ve won, patents you were granted, quotas that you’ve overachieved, things like that. 

Recruiters are so inundated with resumes that the more additional information that you can provide, the better and the reason is this. So whenever you send in your resume, cover letter, things like that - recruiters will put it in their ATS system. This is how they keep track of all the applicants, all their resumes. Now these systems are able to search for specific keywords. So if the recruiter has the dream job you’re looking for, or they get that dream job later on in the future, they are going to search their ATS. So the more information that you can provide the recruiter, the more chance they can reach out, the more they can better represent you, and the more likely that you’re going to get that dream job.” 

 

Q: “What is a common misconception candidates have when starting to work with recruiters?” 

A: “I think a big misconception that people have when starting to look for a new job with recruiters is that the recruiting companies find jobs for you. In reality, logically speaking, it really is a free service for the candidates. So recruiters technically find their clients people to fill their jobs and not the other way around. I’m just being straightforward and honest. So what I recommend is having patience. To really try to get ahead of that curve if you know something has changed in your current job situation, the right time to reach out to a recruiter is not when you need to find a job now, it really is a month out in advance. So keep on applying, keep on reaching out to recruiters. Make sure those recruiters are in your industry, have good reviews, are really good at what they do - and you will find your dream job.” 

 

Working with Recruiters as a Client 

Q: “As a client looking to hire, what should you know before reaching out to a recruiter?” 

A: “As a client looking to hire, there are really 3 things you need to keep in mind before reaching out to a recruiting firm. These 3 things that differentiate recruiting firms from each other are cost, speed, and quality. One recruiting firm really can’t have all 3 of these things so you really need to understand which is most important to you. All of these have their own merits and there are many different situations where one of the three would be more valued than the other. So you really just need to understand and have that alignment with the recruiting firm on which is important and they can definitely help you create that good hire that you want.” 

 

Q: “Knowing the search, what should you have prepared for your recruiter?” 

A: “Knowing the search, there are really two things you should know before reaching out to a recruiter, and these are really about your own company. The first thing is your weak points, and really being transparent when you talk to the recruiters about weak points. These weak points - whether it be bad reviews, whether it be a bad reputation in the industry - will come up throughout the interview process as candidates conduct their own research and talk to people in the industry. Having the ability as a recruiter to counter it or show that you’re having that level of transparency with the willingness to improve will always help the recruiter bring that talent and really address those weak points right up front, and help you create that good hire. 

The second point is your strengths. Now a good recruiting firm will take candidates away from their companies, not just find the ones who are unemployed. (Not to say that there isn’t good talent who are currently unemployed.) We call these strong points the sizzle. It is incredibly helpful to attract the best candidates in general, not just the ones who are available.” 

 

The Key Takeaways 

As a candidate, it’s important to do your research and make preparations before reaching out to a recruiter. Since finding you a job is essentially a free service, it helps to support the recruiter through updating your resume, setting goals, and getting on the market early. Recruiters need to know how to best represent you for the job you want, so communication is essential. 

As a client, transparency should be your priority when working with recruiting firms. You’ll need to know your goals, and know what you are willing to prioritize in order to reach them. Recruiters are masters at marketing opportunity - but in order to best market your company and the role you are looking to fill, they need to know both its strengths and weaknesses so they are fully prepared to tackle any objections as they arise. 

Blue Signal Search has over 150 years of combined recruiting experience, proving we have the knowledge you need to land that perfect job or hire. Contact us today to discuss your options and see if Blue Signal is the right fit for your next search. 

Jonathan Lee
Jonathan Lee

Jonathan Lee

SR. MANAGER OF OPERATIONS

Jonathan supports a range of customer-facing and strategic functions. He heads the operations and technical support departments and manages IT initiatives and sales support goals. He also acts as our database administrator. He excels at building customer-focused action plans to help companies reach their business goals.

Digital Recruitment: The New Normal of the Staffing Industry

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The Coronavirus outbreak caught many of us off guard. Social distancing, fear of an unknown disease, and, most of all, closure of many businesses around the world has left a huge impact on people's psyche and financial wellbeing. As what we knew of the structure of a business changed to meet the “new normal,” hunting for employment online has significantly increased since last year.

As we have seen, many companies took their business online. Following suit, the recruiting process also needed to be updated to ensure safety and minimize physical exposure by using digital recruitments strategies. For both employers and job seekers, being online is a must! In order to properly leverage this advantage the online job marketplace holds during these otherwise uncertain times, read on for some best practices regarding digital recruitment and its changing landscape.

 

As a Job Seeker, Identify Businesses Thriving in 2020

Events of this year have had a huge impact on everyone’s lives. Even with the tragedies and trials 2020 has instilled, there is always a silver lining. Since March of 2020, social gatherings and travelling seem to be a thing of the past. The economy has taken a dive, particularly in the areas of business that thrive on these social norms including tourism, entertainment, F&B, and retail.

On the other hand, online purchases, virtual education, and digital content creation are in high demand in 2020. When thinking about applying for a job, keep in mind those verticals that have best adapted to the times, and are more likely to be hiring. People with skills in digital media will probably have better luck than those in in-person fields. If possible, try and build out skills in these remote-work areas of operation.

 

As a Business, Build Out your Online Presence to Attract Quality Candidates

With people online more than ever, virtual marketing strategies are crucial in keeping audiences engaged with a brand. In several cases, online touch points such as social media pages, websites, and digital advertisements may be the only way people interact with a business. In order to attract candidates to a business, a company needs to have a strong online presence. Whether that’s through third-party recruiting firms or posting on job sites, potential employees need to see a brand that’s thriving in order to want to jump on board.

The power of Google search is essential for those seeking employment. To tap into that market, the perfect candidate needs to be able to find opportunities easily. To get to the top of the organic search results, companies must have an organized and SEO optimized website. Additionally, having a site containing quality content related to the business can offer a potential glance into its strategies and aims as a company. If the candidate shares the same beliefs and visions, they are much more likely to want to work there. But first, they need to be able to find what exactly those beliefs and visions are.

Let's not forget about social media! There are almost 3 billion users on Facebook, and nearly 27 million users on Instagram in 2020 - making both perfect platforms to market and promote a business. Linking websites to socials, and socials to sites, ensures that candidates can easily track and learn more about a potential employer, gaining invaluable insight into company culture and other key factors.

 

2020’s Best Digital Recruiting Strategies for Candidates and Hiring Authorities

1. Hire a Recruiting Firm

The US staffing industry consists of numerous agencies that can make a search a whole lot easier. The majority of them have digitized their recruiting strategy long before the pandemic struck and are using softwares and other tools to uncover perfect matches. In times of crisis, company leaders don’t have time to scroll through numerous application letters to select the ideal hire. Recruiting companies can help cut down the time a role is left open, and actually save businesses money.

 

2. Create and Maintain a LinkedIn Page

The staffing process is made easier through the use of networking platforms such as LinkedIn. This growing community of job seekers use this online platform to discuss job opportunities, best practices, industry insights, and so much more. Participating in a space like this helps keep businesses at the forefront of innovation, and at the top of mind for applicants. And, once they have a job opening, companies can post on LinkedIn to find easily accessible, qualified candidates in the peripheral network of the industry.

 

3. Streamline your Video Interviewing Process

While online presence and using the right digital recruiting strategies are essential in gathering potential hires, video interviewing is a decisive factor that allows insight into each of the candidates personally. The video interview also allows employers to build a relationship as a steppingstone in a successful collaboration. To get the most out of this process, employers and hiring authorities should really nail down what it is they want to see from the interviewing process. Before stepping in front of a camera, they should understand what the end goal is, and create a pathway to achieve it.

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Digital Recruitment: The New Normal of the Staffing Industry

Coronavirus and its unprecedented impact on the economy has left a global wreckage in its wake. Luckily, digital recruitment can help to keep businesses going and people employed when used correctly. With safety as the number one priority today, new strategies in the staffing industry can ensure growth without risk. Being online has proven beneficial for job seekers and employers to stay in the game. As the staffing industry continues to change to meet the needs of employers and employees alike, digital recruitment will continue to play a larger part in the success of many industry verticals. Do you feel prepared? Contact one of our expert recruiters today to discuss your digital strategy and strengthen your position within the new normal.

Coffee with a Recruiter, feat. Wyatt Humrichous

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This Halloween season, perhaps one of the spookiest things the workforce has had to face is the shift to working remote. For our second Coffee with a Recruiter segment, we were joined by Blue Signal’s Human Resources Project Manager, Wyatt Humrichous, to discuss best practices when it comes to promoting a cohesive and engaging company culture within a remote workforce. Wyatt discussed some key points, including: 

  • Being present and consistent with remote teams can help ensure those satellite workers are staying engaged with the company culture. 
  • By fine-tuning the onboarding process, you are putting your best foot forward when it comes to including a new hire into the culture - right at the start. 
  • Simple voice-to-voice, and better yet, face to (virtual) face, communication can go a long way. Don’t underestimate the power of some traditional communication in forming bonds. 

 

Watch the video or read on to get the full scoop on combating these culture shifts! 

Question: What is one common misconception about company culture when working remotely?

Answer: “I believe a lot of people approach working remotely with this, “I could never do that, how could anyone stay motivated, working remotely just isn’t for me,” type of attitude and usually kill their fire before even considering a remote position or offering themselves the opportunity to really excel at one. I’ve found in my experience working remotely, as well as working to excite remote teams as we build out our remote model, that really the pros and cons of working in a traditional office and working in a remote office almost outweigh themselves. With the global pandemic, so many people have fathomed working from home now and have really put some thought into the possibility and reality of what that would look like. Through this experience I hope that many people will approach the idea from a different angle. 

At Blue Signal we have still been able to nurture a strong sense of community and team camaraderie by ensuring our teams are meeting weekly, if not daily. Being as present as possible and as consistent as possible are two ways to really ensure teams maintain their strength. Additionally, by doing the work of reaching out and understanding what support employees need as we all swim these new waters together allows us to create communication bonds and reassure our employees that our primary objective is to support them and see them through to their inevitable success. Finally, this may seem like a no-brainer, but by having the proper values and foundational structure in place to build your culture and policy around, you do yourself the favor of getting off on the right foot and avoid any cracks that may lead to troubles with culture down the road. At Blue Signal we adhere to a standard of excellence that is second to none, and this standard fuels our ability to provide a top notch service to our clients and be an invaluable resource to our candidates.”

 

Q: What has been one major challenge you have had to overcome in supporting a remote workforce?

A: “When it comes to supporting a remote workforce so many hiccups come with onboarding. Screening, interviewing, sending offers, negotiating, equipping, training - all of these core components of onboarding adjust greatly based on your business model and a prospective or new employee’s life-cycle experience right from the jump. By diving in and fine tuning so many of our onboarding details, we have taken what can seem like a daunting task with never ending steps and made it concise, friendly, and engaging for everyone involved.”

 

Q: What are some tricks and tips you have for keeping employees engaged with their teams in a remote workforce?

A: “With so many of us working in our siloed home offices and lacking good old-fashioned communication that we so often thrive on, I’ve found that calling employees instead of emailing sometimes is a great way to engage folks and remind them that they aren’t alone. I hear stories of employees that work elsewhere going a day - or even days sometimes - without real voice-to-voice contact with a fellow colleague. That sounds like a nightmare to me! Anytime you’re able to connect with someone via video conference or phone call, take that opportunity, as they are few and far between and mean so much more now that we don’t get caught in elevators with co-workers, or have lunch in the break room together anymore. While we are all looking forward to that again, for now it’s important to reach out in those traditional fashions. 

Also, we’ve found that by providing fun opportunities for employees to get to know each other and cut loose aside from work hours, it really can boost morale. We’ve hosted Happy Hours on video conferences, put together health initiatives to try and promote some healthy competition from our own homes and neighborhoods, we have implemented small video segments, sharing photographs and personal statements about each other, airing them company-wide for all employees to gather a glimpse of what we are all like. We have found each of these items, as well as a combination of them, to really promote the interconnectivity that we like to foster here within our Blue Signal culture.”

Wyatt Humrichous

Wyatt Humrichous, HR Department

“Wyatt Humrichous supports the entire Blue Signal team through a variety of projects including operational management and human resources support. As a subject matter expert on company culture and employee retention strategy, he is the ultimate resource when it comes to ensuring employee buy-in and overall morale.”

With over 120 years of combined experience in the industry, we have seen and heard it all when it comes to the good and the bad of company culture. More often than not, bad culture is what drives employees to want to make a move. Leverage our insight and follow us on LinkedIn, Facebook, Twitter, and Instagram to hear more about our tried and true best practices when it comes to employee retention and successful company culture. 

Coffee with a Recruiter, feat. Melissa Coleman

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As part of Blue Signal’s Coffee with a Recruiter series, our own Senior Executive Recruiter, Melissa Coleman kicked us off with a discussion on some misconceptions about recruiting and the industry overall. Some key takeaways: 

  • Networking is about being helpful and becoming a knowledgeable resource within our industries - not about “stealing” LinkedIn connections. 
  • Recruiters have to be of service to both clients and candidates in order to reach their end goal. 
  • Recruiters are matchmakers, working to source and network to find candidates rather than dive into a magic drawer for resumes. 

 

Watch and read below for the full discussion! 

Question: What does networking look like for you as a recruiter? 

Answer: “As recruiters, our goal is to be a valuable resource within our industry and focus.

A lot of people, when we send a LinkedIn invite, they are worried about us stealing their connections. Let’s be real here - most recruiters have all the tools we need that we can find anyone on LinkedIn and beyond - that’s not the goal. The goal is to be helpful. We want to be helpful to people within our industry. We want to be able to network with them and help them. Whether it is directly finding a job, or sharing industry information in terms of more depth, understanding, and knowledge.

We work really hard to understand and be well-networked within our industries.” 

 

Q: As a recruiter, who do you “work” for? 

A: “Technically, from a legal perspective, we’re working for the company. The company is the client because they are always paying us. But from a realistic perspective, we work for both sides. You need the candidates. And some companies actually refer to candidates as clients as well. We need both in order, quite honestly, for us to get to the end goal. 

At the end of the day, we have to be of service to both sides. We want companies that think of us when they have a need - we want to do a good job and we want them to call us. And then we want the candidates, if they need a recruiter or if they have a friend that’s looking for a recruiter, to refer us. We’re not trying to shove a square peg into a round hole, or at least those of us that have been in the industry for any period of time. Our goal is to be of service to both sides.” 

 

Q: What is a common misconception about recruiting? 

A: “A very common misconception is that we have a magic drawer. It’s a little bit of a dated analogy, but that we simply pull out a drawer and pull out a resume. In truth, we put in a lot of effort and we have a process in order to find the right candidate for a role. 

We work with the company to understand their needs. Going back to networks, we have a good network that’s a starting point for us. But we also actively source and recruit for roles to make sure we get the right fit on both sides. We’re matchmakers. We’re looking to make sure it’s a match on both sides.” 

Melissa Coleman
Melissa Coleman

“Melissa Coleman’s 15 years of recruiting experience gives her a second-nature understanding of clients’ hiring needs. When it comes to manufacturing, engineering, supply chain, and sales in IoT and AI; she has a unique capacity to review chemistry and motivation from both parties and make lasting placements.”

Curious to learn more about recruiting? Be sure to follow us on LinkedIn, Facebook, Twitter, and Instagram to stay up to date on the latest news in recruiting, telecom, wireless, healthcare, manufacturing, and other exciting industries. To learn more about what Blue Signal can do for you, contact us for a free consultation. 

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!

 

Video Interview Tips and Tricks

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

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

 

1. Plan Ahead

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

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

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

 

2. Do Your Homework

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

 

3. Be Prepared to Share

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

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

 

4. Be Present

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

 

Resources

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

From a TrustRadius study.

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

HOW TO SCORE YOUR NEXT GIG WITH A THANK YOU NOTE

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The interview process can be extensive, with multiple interview sessions, required personality and skill assessments, and delayed response times. Several candidates never hear back from interviewers, leaving many to wonder what they could have done differently to set them apart. While not required, thank you notes are a guaranteed way to leave a lasting impression on your interviewer and put you ahead of the rest. 

According to CareerBuilder, 57% of job seekers don’t send a thank you message after an interview. A thank you email is one of the biggest closers in the interview process, allowing you to review discussed items and show your excitement. This is also another opportunity to emphasize your qualifications, mention anything you forgot, and keep your name at the top of the list throughout the decision process. 

 

Be Prepared

Sending a thank you note should be your first step after any interview. A quick email is a great way to show appreciation for the interviewer's time and consideration, plus it’s just polite. Just as you would prepare for an interview, you should be ready to send a follow up memo as soon as you’re able. In order to make your message relevant, it’s helpful to take notes during your interview so that you don’t have to worry about forgetting something. Make sure to mention that you are taking notes, as that shows you are focused and genuinely interested in retaining the information they are providing. Make your notes quick and short so that you are still engaged in the conversation and not falling behind. If you feel that they are supplying a lot of important information or you’re confused, ask them to reiterate in your thank you email or find your own answers by doing some research on their website. The more engaged you appear in the interview, the more prepared you can be in your follow up. 

 

Timing Matters

Hiring managers come across hundreds of resumes in the interview process, making it difficult to remember every single person they speak to. This means that timing is everything. Thank you messages should be sent within 24 hours of the initial conversation, keeping your name higher up in their inbox and at top of mind. Ask interviewers for a business card or way to connect with them at the end of the meeting, and ensure you have the correct spelling and contact information. If you forget to do this, don’t stress! Reach out to your recruiter or do some digging online.

 

Customize it

Just as they receive hundreds of resumes, interviewers and hiring managers see their fair share of thank you emails. Customize your message to help set yourself apart, expressing your authentic interest over the role by citing specific examples from your notes that were discussed during the interview. This is also a great time to introduce new material that further validates your qualifications and experience. Use small details you have in common with the interviewer, such as a shared hobby or schooling, to personalize the note to each interviewer and demonstrate your attention to detail. Consider including a link to an online portfolio or shared folder for more work examples.

Source: CareerBuilder
Source: CareerBuilder

Keep It Professional

Some interviewers are more casual than others, but it’s important to maintain a professional demeanor throughout the process. Always, always, always follow up. Though rare in today’s digital age, some hiring managers may be more old-fashioned and would prefer a mailed thank you letter. If you feel this is the case, still send a thank you message and make it clear that their personalized letter is en route. If you’ve met multiple people during the interview stage, be sure to send thank you notes to all parties involved. This way, you are able to gain more connections in the company you’re applying for, and possibly discover more opportunities in the future. This is a great opportunity to show that you will be able to represent them professionally. Before sending, read over your note several times to eliminate any chances for grammatical issues and spelling errors. 

Thank you notes should be thought of as a required step in the interview process. There is really no downside to sending a follow-up email. At worst, you’ve wasted 5-10 minutes on advocating for yourself and being polite; at best, it could be the factor that pushes you to the top of the list. Even if you’re not a good fit for the role you are applying for, hiring managers and interviewers may remember you for your professionalism and respect when another opportunity opens up. In order to set yourself apart, you must be prepared, respond in a timely manner, customize your message, and stay professional.