Employer Branding: 5 Ways to Optimize Your LinkedIn Company Page

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It’s no secret that in today’s digital landscape that job seekers are turning to social media in their job hunt. With over 830 million members and 58 million companies represented, LinkedIn has become a social media career powerhouse. Every second, 95 job applications are submitted. With 50 million people using LinkedIn to search for jobs each week, the quality of your LinkedIn company page is becoming increasingly more important. Your company’s LinkedIn page could be your first impression for a potential employee, so it’s crucial that your employer branding is translated across this platform.  

A LinkedIn company page can give viewers a lot of insights – from a general overview of your business offerings, to a direct look at company culture. Optimizing your page is essential to attracting and impressing job seekers. In fact, company pages with complete information get 30% more weekly views. Not sure where to start? Utilize these five ways to optimize your LI company page to stand out to job seekers. 

1. Optimize Your LinkedIn Company Page for SEO 

When it comes to attracting job seekers, searchability is one of the most important factors. Think about your customers. When they’re searching for the product/service you offer, are they going to choose the company on the first page of their search results, or the last? Most likely, they are going to go with the company in the high-ranking search position, as it assumes authority and credibility in the space. The same goes for your potential employees. Thus, it is essential to implement SEO best practices to your LinkedIn company page. 

To optimize your LinkedIn company page for SEO, start with including industry-specific, targeted keywords into your header, about section, and posts. If you’re in a specific niche – this is your time to shine! Niched keywords are preferred by the LinkedIn algorithm, so don’t be afraid to whip out the nuanced industry jargon. Not only will optimizing for SEO make your LinkedIn company page more discoverable on LinkedIn, it will also improve the position of your page on Google and other search engines – making it easier for job seekers to find you. 

 

2. Create an Attractive Header 

After job seekers find your company profile, you want to grab (and keep) their attention. This can be done by creating an attractive header. The LinkedIn company page header includes two key elements: the imagery (your page logo and cover image) and tagline.  

Imagery

First, make sure your LinkedIn company page has your company logo uploaded. If a job seeker finds you through LinkedIn job postings or on their newsfeed, this will be the first imagery they see – so it’s important that your branding is both eye-catching and recognizable. LinkedIn recommends an image size of 268x268 pixels to ensure the highest quality. 

Next, upload a cover image to your LinkedIn company page. When choosing a cover image, make sure the design is cohesive with your logo and brand colors. It only takes 50 milliseconds for consumers to judge the visual appeal of your brand, so it is crucial that it is consistent. Contrasting imagery will make your brand seem less credible and drive away job seekers. Additionally, when designing a cover image, take into account the space your logo will overlay on the profile. Avoid heavy text or graphics in that area so that they are not cut off. For the highest quality cover image, LinkedIn recommends 1128x191 pixels.  

Tagline

The tagline is displayed directly under your company name, and is one of the first things a potential employee will read on your LinkedIn company page. In 120 characters or less, it can encapsulate the who/what/why of your company. Who are you? What do you do? Why do you do it? It could be your company’s slogan, industry specialization, or a mix of both! The tagline is also a great place to include relevant keywords to increase searchability. Having an optimized, memorable tagline will draw job seekers in and entice them to want to learn more about your company. 

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3. Strengthen Your LinkedIn Company Page Description 

After a job seeker admires your header, they’ll navigate to your “About” section to read the company description. This section is your company’s elevator pitch – you want to pique job seekers’ interest and get them excited about what you offer. The description should include a brief summary of the company, your products/services, and any awards or recognition you have. In addition, this is where you want to highlight what sets you apart from your competitor, both as a company and an employer. Does your company have team building initiatives unlike anyone else? Unparalleled sustainability or philanthropy efforts? Show them off here! 

With a character limit of 2,000, this section is a home-run for SEO optimization; make sure to include all relevant keywords, industry specializations, and buzz words here. When optimizing your About section, you can also add specialties that will be added below the description. These are additional keywords that can improve your searchability, so use them to your advantage. 

 

4. Utilize Career Pages 

According to LinkedIn, candidates are 1.8x more likely to apply for a job if they’re familiar with the company. A great way to establish familiarity is through LinkedIn’s Career Pages. These Career Pages can be used to raise awareness, drive interest to your company, and build a pipeline of candidates for open roles. Career Pages include sections for life at your company, what you do, and job postings. Note: Career Pages are a paid feature and are only available to LinkedIn company pages with the Premium Business subscription of $47.99/month. 

Life Page

Life pages on a LinkedIn company page allow employers to display company culture, work environment, and more through photo galleries, videos, and featured sections. Within these featured sections, employers can highlight company values, their mission, and/or benefits/perks offered. Each section is an opportunity to get the potential employee more excited about the company, so the more information given the better. Employers can also share employee content by leveraging a company hashtag (for example, Blue Signal uses #HireBlue) to compile posts from employees that are then shared to the Life page. This can give candidates an authentic perspective of life at the company, coming directly from the mouths of current employees. If you want your culture to stand out, it’s worth it to create a Life page. 

What We Do Page

The function of the What We Do page is to show job seekers your company’s service offerings/products in a digestible format. Instead of scrolling through dozens of webpages, they can access the information on one page within your LinkedIn company page. This style of page can be broken out into subpages of your company’s practice industries, business units, services, and/or product lines. For example, Blue Signal has career pages for our recruiting services and practice industries, such as emerging technology & IT, cloud & managed services, etc. Similar to a Life page, the What We Do page can also include company photos and employee posts. LinkedIn allows a maximum of 10 subpages to be within the What We Do page.  

Job Page

A job page compiles all of your job postings to one page, making it easy for job seekers to easily locate your open roles. Each LinkedIn company page is given one free job slot per month; any additional postings are a paid feature. 

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5. Post Regularly on Your LinkedIn Company Page 

Posting regularly on your LinkedIn company page is a great way to both grow and engage your audience. Companies that post weekly on LinkedIn see a 2x higher engagement rate than those that don’t. In addition to improving engagement, posting regularly can establish your company as a thought leader and attract candidates in your industry. It will also establish a voice to your brand that job seekers will recognize. Utilize the following types of post to diversify your postings. 

Industry Article Share

If you don’t have the bandwidth to write an article yourself, sharing articles or commenting on others’ can establish your expertise in the space. Be sure to follow hashtags relevant to your industry so you can be one of the first viewers to share relevant topics.  

Highlight Your Products/Services

Get your potential employees (and customers) excited about what your company has to offer by highlighting your products and services in posts.  

Give an Insight to Company Culture

Company culture is an important factor for 46% of job seekers when considering a new employer. Through posting regularly, you can give an insight to company culture by sharing posts of team building events, employee testimonials, or company values. 

Showcase Your Accomplishments

Is your company a great place to work? Brag about it! Sharing recognition and accolades through press releases or graphics will increase engagement and stand out to job seekers. 

Key Takeaways 

In order to attract and impress job seekers, your LinkedIn company page should be a reflection of your employer brand. To hook job seekers, make sure your LinkedIn company page is optimized for SEO and has an attractive header. To reel them in, strength your overview section and utilize career pages to get them excited about your company. Finally, land the catch by posting regularly and engaging with your audience. These five ways will optimize LinkedIn company profile to stand out to job seekers. 

In today’s candidate-driven market, employer branding is especially important. If you’re unsure how to market yourself, partner with Blue Signal. Our recruiters can help enhance your employer branding to ensure you’re attracting and retaining top talent.  

Top 20 Interview Questions to Ask a Sales Executive

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Sales roles in particular have some of the highest turnover rates when compared to any other department or industry. Because of this, it’s important to productively utilize your time interviewing, on-boarding, and training a new sales executive. As a hiring manager, it’s crucial you go into each interview as prepared as possible in order to make the best decision.

Asking the right questions during an interview will lead to key insights you’ll need when weighing the options. Information related to the role, company culture, and a candidate’s work ethic are all important to touch on. Use this list of interview questions as your guide next time you’re hiring a sales executive. You may be surprised to see what insights you’re able to gain when you dive deeper than the stale “walk me through your sales experience” type of inquiries.

Sales Executive Interview Guide

Personality & Relationship Skills:

1. What’s your favorite part of a sales job/process? Least favorite?

This response will offer key insight when fitting candidates to your exact sales role. For example, if the role you’re looking to fill is 60% cold calling/prospecting and the candidate replies with this being their least favorite – the role most likely isn’t a fit. Often, sales executives will shy away from admitting something they don’t enjoy in fear of not coming across as a team player. There are multiple ways to frame this ask if you don’t think you’re getting a straightforward answer from a candidate. Asking “In your last position, how much time did you spend cultivating customer relationships versus hunting for new clients? Did you enjoy that?” often does the trick.

2. If you asked your manager what your biggest strength and weakness is, what would they say?

Asking sales executives about their strengths and weaknesses may seem like a basic interview task but it’s common for a reason. Framing this from the perspective of their current or previous manager will give you even more insight to their past experiences. This will also shed light on the candidate’s confidence level in those roles. Often, sales executives will dodge the weakness aspect of the question. Don’t take “none” for an answer and try to uncover how they are at “selling” themselves, and how they are at critical thinking/problem-solving.

3. Given these three terms: promotion, money, and recognition; put them in their order of importance.

This question will give insight into what a sales executive values in both their career and in life. As a follow up question, ask them to explain what each of those terms look like to them. Their answers will explain what they’ll be motivated most by and what they’ll use as a benchmark for success. Be sure to leverage the answer if you end up managing them, and you’ll already be ahead of the game.

4. If you had no obstacles and could start your dream job tomorrow, what would that role look like?

This more creative way of asking the tired “Where do you see yourself in 5 years?” question will keep an interviewee on their toes. It still allows you to break down their short-term and long-term goals, but also sidesteps the possibility of a candidate providing a manufactured answer. Oftentimes, the 5-year question usually prompts a response that the candidate thinks you want to hear.

Regardless, planning for the future of any employee you decide to hire is important. Thinking in terms of the future benefits not only the sales executive, but the manager and company as a whole as well. When forecasting team strategy, you’ll need to know your sales executives are here for the long haul. To help avoid even higher turnover rates, asking this question weeds out the candidates who aren’t truly passionate about the position, and helps you determine whether or not you’d be able to offer them their dream job, either now or in the future.

5. Tell me about a time when you collaborated with other sales team members and those outside of the sales team.

This answer will be key when deciding if they’re a team player or a lone ranger in the field. If one or the other is important to the role, the response can be extremely useful. In most sales roles, relationship building and collaboration skills are essential, so don’t be shy with follow up questions if you need more information! Asking “What impact were you able to make or what goals did you achieve?” can lead to further insights. Again, this will depend on the exact position the interview is related to. If the role will have a high amount of internal collaboration with a team – focus on that, and vice versa.

Ideal Work Environment Insights:

6. What type of work environment do you thrive in?

This question and answer often gets overlooked but can be one of the most detrimental if discovered post-hire. In order for a sales executive to thrive in any position, the environment and culture around them needs to be a fit. Take the candidate’s response and compare their preference to the environment they will be in at your company. Does it seem like a match? If you don’t value the same things here, turnover can be expected and moving forward with the hiring process wouldn’t make sense.

Another thing to consider is that all 2022 hiring trends point to the remote and hybrid workforce continuing to grow. Experts predict that by 2025, roughly 36.2 million employees in the US will work remotely. If the role you’re hiring for permits, be sure to ask candidates key questions surrounding their remote working experience. Ask if they thrive most in a remote, hybrid, or in-office work setting. From there, you should be able to gauge if they require consistent team interaction to succeed, or if they are sufficient working independently majority of the time.

7. Have you ever had a manager you didn’t like? Why?

Management styles can alter the success of a hire in the same way as a work environment. Dive deep into the candidate’s ideal management style and compare it to your own. Can you see yourself working closely with this candidate? Do they seem eager to learn from you and willing to take direction? These are all good follow-up questions to ask yourself after reflecting on their answer.

Also, be sure to note how they portrayed their past experiences. Did they bad-mouth their previous manager, or did they offer facts and expand on the lesson they learned from their experience? Venting and talking negatively about a past role or leader can be a sign of arrogance and lead to a toxic relationship down the road.

8. Which sales metrics do you pay attention to and why?

In sales, personal drive is essential. Asking what metrics they specifically look at when determining success for themselves will give great insight into how they operate. Are they motivated by the same things you use to track success and promotions? If not, it may be hard for the sales executive to feel fulfilled and experience growth in the role.

Ability to Remain Resilient:

9. What do you do to regroup and recover when you have a bad day? Bad week? Bad month?

Sales requires a lot of resilience and the ability to deal with rejection frequently. Asking if sales executives have an established coping mechanism will be telling in how dedicated they are to succeeding in their role. You’ll also be able to reflect on how much experience they’re bringing to the table. This is especially important if the role you’re hiring for will require a lot of cold-calling. Have the sales executive provide personal examples of this experience, which will shed light on how they’ve succeeded in previous roles.

10. How do you motivate yourself?

Along with overcoming rejection, sales roles typically require a good amount of self-motivation. Similar to the previous question, asking how a candidate motivates themselves will highlight their work ethic. An ideal sales executive will have a detailed answer based on past experiences.

11. Describe a time when you had a difficult prospect but were able to persevere and win the sale.

Ideally, the last two questions will lead into a version of this question naturally - but if not, it’s a good one to follow up with. Don’t be afraid to ask for specifics! Some sales executives are pros at misdirection. Candidates who give vague, wordy answers should be a red flag. By asking for a specific time when candidates managed a difficult prospect, and how the situation played out, you’ll be able to gather the details you need to trust their skills. An ideal sales executive will offer insight on lessons they learned and will be able to explain how they applied that knowledge to future situations – preferably without having to be asked. This highlights strong customer service and interpersonal skills that are essential in any good sales executive.

Sales Executive Expertise & Other Skills:

12. Explain the steps you take from the beginning of the sales process to the end.

Look for detailed answers here that point to their confidence and industry expertise. See which tasks will be similar to the role you’re hiring for. Make note of what will need to be retrained and what will be a breeze for them to pick up when it comes to transitioning into your company’s processes.

13. Pitch me our company’s product/service.

This question is a spin on the classic “sell me something” concept and shows how much knowledge the candidate already has. The biggest underlying insight you’ll gain from this question is the amount of research they did to prepare for this interview with your company. A sales executive with a firm understanding of what the company does and the products and services they provide will ultimately be a dedicated addition to the team. Those who did their homework should be noted, as it directly reflects one’s work ethic and initiative.

14. What’s your proudest sales accomplishment?

This question leads to insights into the candidate’s skill level, confidence, and how large or small of sales they are used to closing. This will also point to their passion for the industry. From their response, you should be able to tell what gets them excited about sales.

15. Have you used CRM software before? If so, which one and how advanced are your skills?

This may seem like a basic, technical question but it allows for major bonus points if the candidate will be able to breeze through learning software during training. Even if the candidate hasn’t worked hands-on with the exact software you use, you can ask them if they’re familiar or have heard of it as follow-up questions. Even a little bit of familiarity and knowledge is better than starting from scratch!

16. How do you stay knowledgeable about your target audience?

A dedicated and passionate sales executive will take the initiative to stay up to date on their industry’s trends and updates. Ask what specific resources they leverage or how often they review industry news. Watch for vague answers here, this is one candidates may try to talk themselves into a circle about if they don’t have a solid answer. Bonus points if they can tell you a bit of recent news they’ve heard with specifics on how they are planning to implement it into their process.

Company Culture Fit:

17. Why did you apply for this position?

This question is a great way to uncover why they’re looking to leave or why they left their current role. Be sure to take notes on how they talk about their previous or current company. As mentioned earlier, bad-mouthing of any kind should be a red flag. This question will also give insights into what drew them to your company specifically. If the vision that was portrayed to the candidate doesn’t fit what you want it to, this then gives you insight on how to better market yourself as an employer.

18. Are you ready to jump on a sales call right now?

In other words, this question asks, “Did you do any research on our company and product offerings?” This will show either a strong work ethic and desire for the role, or a lack of ambition. If you like the answer you receive, another great follow-up could be “If you were to start the job tomorrow, what would you be doing tonight to prepare?” Again, this will shine a light on their motivation and drive to succeed in this role.

19. Why do you want to work here/sell our product/service?

It’s no secret that an employee who is passionate and invested in the company they’re working for will out preform those who aren’t. Gallup's report on employee engagement shows that companies with a highly engaged workforce have 21% higher profitability. This question allows sales executives to open up about what they find intriguing about the role and overall company. Play close attention to see if any buzzwords from your company’s core values show up in their response. Finding candidates that have similar values to what your company is striving for is an excellent bonus.

20. How do you think our company can improve?

Loyalty plays a big role in employee retention. If you can decide which candidates already have initial loyalty to your brand, that’s a big plus! By asking what the company can do to improve, you’re really asking “How much do you care about the company succeeding?” This is a good question to watch for some common red flags as well. Often, you’ll be able to notice if the candidate is the type to tell you what you want to hear, or if they are critical thinkers. Those that answer honestly and critically are more likely to work through challenges to help better the company.

Conclusion:

Ultimately, not all sales roles are created equal. Leverage these interview questions as an outline but be sure to adjust to fit each role’s specific needs. While it’s very important to prepare and have a roadmap for leading the interview, don’t be afraid to get creative and be ready to pivot with follow-up questions based on candidate’s answers.

Once you’ve ran through all the questions you prepared, a great way to wrap up the interview process is by opening up the floor to them to ask you questions. Sales executives who ask questions show they are inquisitive about the role and company culture – which means they are trying to picture themselves there. Declining to ask any further questions is a tell that they may have bad communication skills and may be afraid to ask for what they want – not a skill you want in a strong sales executive. In this sense, be prepared to answer some questions of your own! 67% of employed Americans say that job interviews influence their decision to accept a job – so be sure to portray your enthusiasm for the role, company, product, and/or service offered. LinkedIn reported that the most important considerations in accepting new jobs are compensation (49%), professional development (33%), and better work/life balance (29%). Make it a point to touch on these key points to get sales executives excited about joining the team.

When preparing for the undertaking of hiring new staff, remember that Blue Signal can help alleviate the stress. As experts in the hiring process, our recruiters can help not only coach you through the interviews, but help with sourcing candidates, scheduling interviews, negotiating hiring terms, and so much more. Contact us today to get matched with a specialist in your industry!

Are Executive Recruiters Worth It?

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Addressing Common Misconceptions About the Value of Talent Acquisition in the Hiring Process

It’s Q1 and you’re working with a new hiring budget for the year. You have a lot of hires you need to make, and may be overwhelmed with the state of the market. Maybe you’ve considered engaging with a talent agency – but you’re uneasy. You’re asking yourself, are executive recruiters worth it? You want to protect your money, but also your time. You’re nervous about the transactional stereotypes surrounding bad recruiters, and are hesitant to take the leap.  

All of these common questions and concerns are totally reasonable. Being curious and calculated is just good business! Let Blue Signal set the record straight and help you determine if hiring a recruiter would make the most sense for your current search.  

 

Job Ads Are Free – Why Should I Pay a Recruiter to Find Applicants? 

Chances are you’ve posted your open role online somewhere. Your results are mixed – and you’re either getting flooded with ill-fitting candidates or have received next to no applicants. You wrote the job description to the best of your ability and are stuck. You’re left wondering how paying a recruiter to “do the same thing” will help.  

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This is one of the biggest misconceptions when it comes to recruiting. Executive recruiters are able to add value to a search even before sending you resumes. Successful professionals leverage relationships with recruiting firms to stay on top of their industry, and gain insight into the market before it changes. By employing a specialized recruiter in your industry niche, their social media following and network of professionals gets your open req in front of the right audience at the onset.  

Simply put, leveraging a recruiter when advertising a role ensures access to their fine-tuned network of professionals. Talent acquisition firms are built on applicant tracking systems (ATS), and take years to properly build out. With this log of qualified talent, working with a recruiter gives you access to both active talent – or applicants looking to make a move – as well as passive talent, i.e. people who aren’t necessarily looking for a job change.  

Passive talent is usually succeeding in their current role today, giving you access to top performers that you may have otherwise missed. Additionally, recruiters have the experience and insights needed to help separate the value from the fluff. For example, specialized IT recruiters know what certifications will help you in your modernization and business transformation journeys, and HR recruiters will know what certs are needed to keep those projects all on track. They’ll be able to judge resumes and CVs accordingly, and only send you the best of the best.  

Perhaps you know what you are looking for but are unable to advertise a role or target the candidates you truly want. By leveraging a recruiter, you are able to confidentially conduct searches and have a middleman representative between you and competitors in your space. This opens doors to more hiring possibilities! By allowing a recruiter to market your role, you’re keeping your reputation intact among your own customers and peers.  

In fact, marketing a role is half the battle. Executive recruiters are master marketers, and know how to best sell a candidate on an opportunity and employer. Because talent acquisition is a fine balance between B2B and B2C sales, recruiters know just how to address the wants and needs of their B2C clientele. The candidate experience is just as important to your own process when hiring in a candidate-driven market, and recruiters are trained to navigate it daily. They will deploy different strategies – attracting particular industries, professions, even generations – to get you the candidate you need.  

Moreover, the talent acquisition world is changing daily. Executive recruiters have access to and are constantly working to master new technology in this space, especially as it surrounds job ads and applicant tracking. Artificial intelligence (AI), machine learning (ML), and automation are making an impact within talent acquisition just like every other industry. As the digital landscape of recruiting continues to evolve, recruiters will play a key role in supporting their clients as they learn new technologies, counteroffer techniques, and recruiting strategies to keep them ahead in the 2020s.  

 

Okay, But I Can Screen Applicants – Why Should I Have a Recruiter Interview My Candidates?  

Interviewing applicants is much more involved than a 30-minute phone call. Recruiters can help you manage all the moving parts. They will screen CVs and conduct the initial candidate intake for you, ensuring that the candidates that make it onto your calendar are prequalified for the position. Then, they offer support through the entire process – including interview coordination, reference checks, candidate management, and salary negotiations. Executive recruiters act as project managers throughout the interview process, prioritizing success for all involved.

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With candidate retention guarantees, it doesn’t benefit a recruiter to make a match that won’t work and then in turn, have to start the process over. Recruiters are invested – and your success is their success! When leveraging a recruiting firm with placement guarantees, you protect your investment for the first 12 months of their employment. 

However, you’ll never make a hire from an executive recruiter without determining fit for yourself. A recruiter can help there, too! Executive recruiters know what questions to ask to uncover information, and can help coach you through the interview process. 

Understandably, candidates tend to open up to recruiters differently than they would to a potential employer. With information coming from a 3rd party, they may trust recruiters’ input more than information coming straight from an employer, too. Because executive recruiters also represent the candidates’ best interests in the hiring process, they are able to uncover the candidate’s true drivers, must-haves, and qualifications. Whether it’s supporting long-term career goals, aligning core values, or negotiating pay – a recruiter can properly suss out a candidate’s needs.  

Let’s use the compensation example. To be considered for the role, a candidate may feel like they have to give hiring managers an agreeable answer, rather than being forthcoming about their true financial needs. Alternately, they will tell recruiters their honest salary expectations and a recruiter can represent them accordingly. If they are out of your budget, they  can move on with no time wasted. If they are, both parties can move forward knowing that they are well matched while maintaining traditional interview etiquette. No more losing out on candidates at the final offer stage!  

 

That Does Sound Promising, But Why Do Executive Recruiters Cost So Much? 

It does seem counterintuitive to save money by spending it to bring another party into the hiring process – but the proof is in the results. So much so that most executive recruiters will actually work for free, and will only bill you once a placement has been made. Let’s break down that value-add.  

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The majority of hiring managers are not solely responsible for hiring. Because of their normal duties, how much time are they feasibly able to contribute to the hiring process? And how much does that hinder their official responsibilities? In 2020, upper management and C-suite positions took 20% of companies more than 3 months to hire. In one study, 67% of respondents said it takes between 30 minutes to 2 hours just to schedule one interview. To cover for an absence in the team, write and post a job description, review applicants, schedule interviews, conduct interviews, and to actually make a hire can take up approximately 100 hours of a hiring manager’s time per hire. Meanwhile, a recruiter’s entire 9-5 is devoted to a search. This can reduce your team’s time spent by about 70%.  

Additionally, hiring a recruiter can offer exponential cost savings. 76% of hiring managers admit to recruiting the wrong candidate for a role, essentially making at least one bad hire per year. According to the US Department of Labor, the average cost of a bad hire is up to 30% of the employee’s first year compensation. This can result in as much as $240K depending on the role and company. When you also consider a 12-month placement guarantee, a recruiter fee seems like a fair investment to ensure your new hire pans out. Employing a recruiter helps lessen your chance of a costly bad hire.  

Finally, a recruiter’s expertise offers immeasurable value in a search. As experts in your industry niche, they will be able to provide insights into the market and your competitors’ movements that you won’t find online. They can define typical salary ranges for roles spanning several industries, locations, job functions, and skill levels. As hiring professionals, they are constantly in the business of knowing what companies are hiring, what companies are losing talent, and why. Executive recruiters are able to represent candidates without you “poaching” from your network, allowing access to otherwise unobtainable talent. The list goes on and on.  

 

Ultimately, Why Should I Work with a Recruiter?  

As a 30-second elevator pitch, we could talk about how executive recruiters help you save time and money. However, the real value comes from what executive recruiters bring to overall business strategy. They can help inform you about your industry’s movements, what your competitors are doing when it comes to hiring, trends you should be aware of, and changes in the market you should prepare for. Successful recruiters provide companies with more than a warm body for an open job.  

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When considering whether or not to take a recruiter’s call, consider the value of a long-term partner. A good recruiter will help advise you no matter how long it’s been since a placement was made. Having access to these insights is just good business, even when you’re not actively hiring. Recruiters share their clients’ successes, and are passionate about making these matches. After all, recruiters change organizations – as well as people’s lives and careers! – for the better.  

When it comes to selecting a recruiter, make sure to engage with relationship-based recruiters that are invested in the future of your company. At Blue Signal, we’ve set out to disprove the bad industry reputation that has resulted from transactional recruiting methods. As your partner in the process, we hope to make a long-lasting connection that benefits your organization beyond filling a role.  

Top 5 Hiring Trends in 2022

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Looking back on 2021 hiring trends, the hiring industry has learned a lot about how to pivot and excel in an ever-changing job market. As we’ve already started to see the many differences we’ll navigate in 2022, some hiring trends will remain the same. The war for talent is still prevalent and the candidate-driven job market persists. Remote work is not going anywhere, but even so has seen subtle differences today compared to hiring trends a year ago – along with new sets of trends beginning to emerge. Beyond acknowledging these trends as they occur, it’s important for businesses large and small to innovate and properly prepare for success. Offering candidates benefits they care about, hybrid work, DEI initiatives, upskilling, and automating processes are all covered in this overview of 2022’s hiring trends.

2022 Hiring Trends

1. Candidates Want More Than a Paycheck

No different than 2021, candidates still have the power in the job market as we navigate through the war for talent. In 2022, experts don’t see this hiring trend shifting which means employers must remain flexible in their offerings and be open to what candidates are actually seeking. Simple benefits like sign-on bonuses just aren’t cutting it anymore. Companies need to get creative and adapt to their candidates’ desires in order to stay ahead of the evident competition. By breaking down non-negotiables such as the ability to work remotely, it tells candidates you are open to being flexible and ultimately want the best for them. Overall, candidates are looking to be treated as human beings – and not just a small cog in a big machine.

Another crucial way to grab the attention of candidates is to ensure there’s updated company branding available for them to learn more about you. Today’s generation of professionals are looking to be a part of a company long-term. To do so, employees need to feel valued, important, and cared for, both at work and in their personal lives. Of course, hiring managers are able to elaborate on values and what sets their company apart in the interview process; but first - they need candidates to apply. Job seekers are looking online for evidence about why a company has potential before they even start the application process. By making this informational hunt easier for them to navigate, you’ll be a step ahead of the competition. Studies have shown that 52% of candidates rely on the information from a company’s website and social media to learn about the employer. Don’t overlook what a critical investment employer branding can be.

2. Remote/Hybrid Work is Here to Stay

Brought on in 2020 by the global pandemic, we’ve seen a spike in remote work. Studies show that 62% of workers aged 22 to 65 claim to work remotely at least occasionally. 2022 hiring trends all point to a continued increase in this area, with a particular focus on the availability of more hybrid working opportunities. Hybrid working conditions are trending to be the top ask among job seekers in this market. Every employee’s situation is different and in today’s candidate-driven market, companies need to provide options for how they work. Be prepared for candidates to negotiate a flexible schedule such as remote, hybrid, or a split shift.

These offers don’t just benefit the employee side, but also benefit the overall well-being of the company. Studies found that remote workers are more productive than in-office staff. Not to mention, remote working opportunities mean that companies can hire from a more diverse pool of talent. Another key factor that plays into these benefits is employee retention. When good candidates are becoming far and few between these days, retention is everything. Harvard Business Review found that remote workers were more likely to stay working for a business longer than colleagues who worked in-office. Overall, it’s important to be flexible and open-minded to what potential employees are asking for. Some people will prefer the office, some people will want to work at home, and others will need a mix of both. The best companies will cater to this hiring trend.

Remote vs. Hybrid Workers

3. DEI Initiatives Now a Must-Have

As the candidate pool shifts to a younger and more socially aware workforce, they are emphasizing diversity, equity, and inclusion (DEI) initiatives when searching for jobs. As we’ve seen an increase in progressive movements towards diversity in the workplace in the past couple years, it’s now become a requirement rather than a nice-to-have. Hiring trends state that in the coming year, businesses need to deliver on these big promises. Candidates are looking at actions rather than words. In 2022, companies will continue to focus on these initiatives, and we’ll see an increase in leadership roles created around diversity and inclusion such as “Chief Diversity Officer” and “Head of DEI.”

Along with the obvious social responsibility that companies should be supporting, DEI plays a critical role in productivity and retention in the workplace. Studies have found that 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. Hiring trends have also proven that 35% 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. Overall, an equitable and inclusive workplace will attract and retain a happier and more diverse workforce, creating success in every aspect of the business.

Wondering where to start? When strategizing DEI initiatives you can implement, start by setting up a diverse hiring team. This helps companies expand their workforce with individuals that bring unique ideas and experiences to the table.

4. Close the Skill Gap; Invest in Existing Employees

Today’s hiring market can be misleading when viewed at the surface level. Hiring trends state that 87% of employers are struggling to fill positions as a result of the skills gap, despite a high degree of unemployment. For companies who are looking to grow and expand market share, this may seem like a dead end. The solution? Promote and invest in education internally. All hiring trends, both current and predicted, lead to an emphasis on candidate’s skillsets rather than years of experience. Top skills being sought out focus on digital talents. Software development, data analytics, digital marketing, cloud computing, problem-solving, and project and change management are among these targeted skills.

By turning the attention to existing employees who are on the cusp of qualifying for a more technically advanced or higher responsibility role, employers avoid the stress of hiring during today’s climate. To be a successful business, we know retention is key. Offering skill advancement opportunities such as trainings and education programs takes retention a step further by saving both time and money. Statistics show that it costs more and takes longer to recruit and train new employees than upskilling current ones. SHRM reports that the average cost per hire in the U.S. is around $4,000, and that it can take an average of about 42 days to fill a position.

It’s hiring trends like these that are encouraging companies to focus internally. Surveys found that 84% of companies are increasing investment in reskilling programs. Amazon for example, recently announced that they were going to upskill 100,000 people in the near future. Above retention advantages, these opportunities promote employee satisfaction, loyalty, and employer branding all at once.

5. Advanced Technology and Automated Practices

As the digital world continues to take over and become more applicable to businesses, automation and AI will continue to be the most utilized hiring trend in 2022. With the new, younger generation set to take over a majority of the workforce, digitally advanced technology becomes critical. For smaller companies in particular, this will be essential in breaking out to compete with bigger businesses who have already been implementing advanced processes.

As we saw remote and hybrid work flourish, companies have since turned to AI technology to build out more automated processes and ways to streamline and communicate. 2022 hiring trends say that automation will go beyond HR and see advancement in all aspects of a business. This will go hand-in-hand with machine learning technology, resulting in an increased need for candidates with this unique skillset.

Taking all these hiring trends into consideration alongside the rapidly evolving and advancing job market; more companies are turning to recruiters and search firms. Navigating a new hiring market can feel like a full-time job in itself. That’s why there’s specialized recruiters in every industry space. Recruiters can help your company learn new hiring skills for this evolving world of work, expanding beyond being a personable employer and a good company. At Blue Signal, all our recruiters specialize in developing personal branding, adapting to industry changes, and offering insights to business leaders in their niche. Gaining insight on how to effectively work, interview, hire, manage, and communicate remotely can help you be the best hiring manager possible throughout today’s hiring trends. No matter the challenge you face, Blue Signal can help.

Coffee with a Recruiter Feat. Karli Larson – Mastering Engagement for Remote Employees

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Karli Larson is Blue Signal’s own employee engagement guru. As our Director of People and Culture, Karli helps BSS keep our own workforce engaged – with nearly 40 remote employees nationwide! Her initiatives have resulted in marked improvement in engagement as well as overall employee satisfaction. Karli’s expertise can easily be applied to any remote workforce. Watch her segment and read on to hear about some of her best practices!  

“Whether your workforce was remote before the pandemic, they were forced to go remote, or they transitioned to remote indefinitely as a result of the pandemic, you may be wondering – how do I keep everyone engaged? Virtual happy hours have lost their luster and there is no longer an opportunity to connect by the water cooler or coffee machine, so what keeps people connected when they’re working remotely?” 

 

Can Remote Employees be Fully Engaged?  

“YES! And it doesn’t cost you a lot of money or time spent sipping White Claw at 4 o’clock in the afternoon in front of your computer screen. Recent studies have shown that remote employees who get regular feedback are the most engaged out of any other group, including in-person employees! They have the autonomy of working how and where they want to and they get meaningful feedback, creating optimal engagement.” 

 

What Exactly do Remote Employees Need to be Engaged? 

“Connection is the name of the game here. My top three suggestions for getting people engaged are: 

#1 - Connection with their manager.  

Employees want to know how they are performing and that someone cares about their success and well-being. This comes from regular one-on-ones. These one-on-ones can be every week, biweekly, or monthly depending on the needs of the employee, but they should be scheduled and there should definitely be an agenda. Gallup did a study that found that managers account for a 70% variance in employee engagement. So, no pressure managers, but you influence how your team feels about their job and the company. 

#2 - Connection to their peers.  

Human beings have an inherent desire to belong to a group. This sense of belonging helps them appreciate their work and not feel like they are going at it alone. Having regular team meetings creates a culture of shared values and open communication. Team meetings should focus on team goals that everyone’s striving for. They should also celebrate people's wins and offer assistance when people are dealing with work related hurdles. 

#3 - Connection to the company.  

Being connected to the company can look different for many people, but it starts before the  offer is ever made. Maybe they align with your mission and values, they feel connected to the philanthropic endeavors of the company, or they’re just really excited about the company culture that they’re seeing online. Most of the time there is an attraction to your company, and you should find out what it is. During an interview, simply asking, “what drew you to our company?” will not only tell you about the level of research they did about your company, but it will also let you know what’s important to them.” 

 

So Remote Employees Don’t Want Virtual Happy Hours?  

“People want connection! So, after there has been a meaningful connection – i.e., the three things we just went over – find ways to bring people together. This may be mentorship programs, special groups, or even the occasional happy hour with games to learn about each other.” 

 

Why is this Important? 

“When you have high employee engagement, you have productive employees and better overall results – and that’s a win-win!” 

 

Key Takeaways for Ensuring Engagement with your Remote Employees 

When examining your engagement level among remote employees, it can be easy to miss some of the details. For instance, does your online presence align with your company’s values and goals? As a remote employer, how do you highlight your culture to job seekers? It’s important to make sure that your content represented both internally and externally to the worldwide web audience reflects the reasons why employees were excited to work for you to begin with. Make the mission of your remote engagement initiatives clear to everyone who sees your content. This way, you’ll attract candidates whose needs you are ready and able to meet. Furthermore, you’ll improve your retention by making those working for you today feel part of the bigger picture.  

Karli covers several main points within her segment. Namely, that the tools to ensure engagement within your remote employees are simple, and free! With a good set of company values, the right communication, and dedicated leadership, remote employees will thrive when given the opportunity to connect. 

Karli Larson
Karli Larson

Karli Larson

SR. MANAGER OF PEOPLE & CULTURE

Karli’s path to HR came from her two passions, people and service. She believes that HR is one of the single most human-based roles out there. By supporting the internal culture for the humans of Blue Signal, she is in turn helping humans from all industries succeed in their chosen careers!

 

Become a Dominant Hybrid Workforce by Leveraging Your Recruiter

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In this digital age, many companies are turning to virtual recruiting to help supplement an increasingly remote and hybrid workforce. Several top companies have started the switch, recognizably Ford, Citigroup, Microsoft, and Spotify. With the pandemic driving an immediate need, we’ve accelerated global digitization on a large scale. However, it’s leading many in management to question how going remote will affect productivity, profitability, and their workforce.

When it comes to employees’ wants, the message is clear. According to Dice’s 2021 Technologist Sentiment Survey, 59% of respondents preferred full-time remote work or some combination of in-office and remote work. Dice theorizes that the events of 2020 have given several professionals a new outlook on remote work, and in turn they have come to expect more flexibility from employers. Furthermore, Dice estimates that 149M new technology jobs will join the market by 2025 to support this digital shift. So how can companies make the switch to a hybrid workforce - especially among a market with such exponential growing need? That’s where virtual recruiting can help.

Dominant Hybrid Workforce - Employees Expect Flexibility

Choosing a Hybrid or Remote Workforce - What Recruiters Can Tell You

As a Hiring Authority

Several studies have proven that employing a hybrid workforce has had a positive impact on productivity, as well as significant money savings. From a hiring perspective, the greatest benefit of all comes from hybrid workforce models opening up the candidate pool to independent talent. By widening your search parameters and allowing people to telecommute, you can tap into a candidate pool that would have been inaccessible otherwise - whether that’s due to geography or time commitment constraints.

We know what you’re thinking - managing a remote workforce during 2020 was nothing short of an immense challenge - why would we go back to that? Contrary to popular belief, most of the struggles workers experienced during pandemic-era remote work aren’t a hindrance to actual remote work. For instance, with children going back to in-person learning settings, professionals no longer need to balance work with childcare during their normal 9 to 5. Not to mention, in this increasingly competitive marketplace, allowing hybrid work could be the key to better retention. In the talent acquisition industry we know that it’s not the setting that makes or breaks a good employee - it’s the employee themselves, and their drive to succeed. Those who do remote work right can do it well.

As an Employee

Hybrid work models offer a plethora of benefits for workers, when the job permits. Several noteworthy pros include   and better work/life balance. But if you were to ask a recruiter, they’d tell you that the most important benefit remote work gives you is location independence. Where would you live if you could take your work with you? The possibilities are only limited by the reach of your Wi-Fi! Simply put, negotiating hybrid or remote work options into your employment contract can give you more freedom in how and where you spend your time, and a recruiter can help support you on that journey.

 

Building Your New Talent Brand as a Hybrid Employer

Once you’ve decided to take the plunge and allow hybrid work, your next step should be toward solidifying your employer brand as a hybrid workforce. In order to attract the digitally savvy candidates you are looking for, you’ll have to meet them where they’re at. Focus your online presence on attracting candidates, especially those Gen Y (Millennials) and Gen Z professionals. Hybrid work models appeal greatly to the next economy-leading generations, which works out well considering they are the ones who were raised in the digital age. Leverage your recruiters to help you navigate this market. As talent specialists, we have the insider knowledge needed to hack into that hybrid-seeking candidate pool.

Dominant Hybrid Workforce - Things to Consider

Things to Consider When Supporting a Hybrid Workforce

New Hiring Processes

Just as with many areas of work changing to accommodate this digital shift, hiring is following suit. Make sure you are prepared to tackle this new process before beginning your talent searches. Do you have the right tools to recruit remotely? What are your new interview timeframes, when you counter in a mix of in-person and virtual interviews? Are you prepared to negotiate remote work structures when you make an employment offer?

Candidates are ready to ask for what they want when it comes to hybrid working. Your business needs to have offer letter structures in place that reflect what you need from which roles when it comes to hybrid work, such as: how often someone is required to be in office, what their working hours should be when working from home, and what the expectation is when it comes to completing various projects associated with the role. Your needs can vary in flexibility given the scope of the role you hire. Leverage your recruiter to ensure none of these details slip through the cracks, and make expectations clear from the onset.

New Onboarding Processes

Establish what your onboarding process will look like for new hybrid hires. Will initial training be in person? What will you provide for their remote office workspace, and what will they need to provide on their own? What kind of support can you give employees when they’re working remotely, such as IT, mentorship, HR contacts, etc.? It may be hard to visualize what you need ahead of time, but ask your recruiter for what practices would best fit your work model.

New Remote Company Culture

When allowing employees to work from home, it’s easy to forget that you are quite literally entering a new part of their lives. Even with virtual backgrounds and pre-scheduled meetings, you’ll be immersed in their home lives by “meeting” them in their own living rooms. This doesn’t need to change the professional dynamic of your reporting relationship, but it’s important to remember when building out this new remote company culture.

Even when working in-person, it’s a simple fact that most full-time professionals may be spending more time with their coworkers than they do with their own spouses and kids. Now, that same time is spent virtually! Therefore, it’s important to be real with your workforce in this setting and maintain that same bond that you would in person, over the computer or phone. Create an atmosphere of mutual respect that acknowledges the reality of working from home, and trust that they’re on task even when you can’t knock on their office door to check in. For more best practices on keeping a remote workforce actively engaged, ask your recruiter.

Fine-Tuning Remote Business Processes

Make sure to leverage opportunity when it’s presented to you. For instance, your newly hybrid workforce may be available to customers in different time zones, expanding the hours in which you’re accessible. Processes that were once manual may be able to be digitized, like submitting reports or internal communications.

Your recruiter can confirm, a hybrid workforce can come with some unforeseen advantages. However, knowing ahead of time what can and cannot be digitized will help you determine how often you need your employees in the office or remote. According to the Dice 2021 Technologist Sentiment Report, more than half of respondents indicated a preference for full-time remote work or a combination of in-office/remote work, while just 17% indicated they would prefer to work in an office 100% of the time. In Dice’s Q4 2020 Salary Survey, participants said they desired 2-3 days in-office per week - thus confirming that there is no one-size-fits-all approach to creating remote workforce plans. Consult with your recruiter on what best aligns the market’s wants with what you’re willing to offer potential employees.

 

How a Recruiter Can Help Build Your Hybrid Workforce

In the age of digital recruiting, there are several recruiters out there who specialize in procuring and supporting remote workers. Do your research and pick a hybrid workforce recruiter that you can partner with on your quest to dominate your new working model. A good recruiter will be able to coach you through the virtual hiring and onboarding process, a great recruiter will be able to take the hybrid interviewing off your hands. They will know how to best access the hybrid talent pool, and will provide search services catered to your unique search. Once you’ve found who you want to hire, your recruiter can impart best practices for an awesome, flexible office culture.

The world of employment is changing, and employers will need to adapt to remain competitive. Make sure to choose a plan that’s best for you by hiring a hybrid workforce recruiter that can deliver your hiring goals. As specialists in this space, Blue Signal can give you this and more on your way to becoming a dominant hybrid workforce.

Employee Referrals: A Sourcing Secret

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The Importance of Employee Referrals

Employee referrals may be the best kept secret when it comes to recruiting. Whether you have just begun a search or are months in the trenches, employee referrals can be an important tool when sourcing talent. Traditional methods of recruiting through career sites and job boards are starting to become less fruitful as the platforms become saturated with candidates that have dozens of recruiters pining after them. When you hit a dead end with your traditional sourcing methods, it’s time to turn to your network. Recruiters and hiring managers are realizing that qualified (and often passive) talent can be found through word of mouth – that is, through asking their network for employee referrals.

Why Employee Referrals are the Best Source of Hire

They’re Effective:

Research from Jobvite found that the most effective way to find top talent is through employee referrals, citing that 78% of recruiters find their best quality candidates using this sourcing method. Despite career sites and job boards having the highest number of applications, employee referrals have the highest conversion-to-hire rate. This makes employee referrals cost effective while streamlining the timeline of the search. According to Jobvite, only 7% of applicants come from referrals. Incredibly, this small number accounts for nearly all hires – further proving that employee referrals are lucrative when recruiting top talent.

Graphic explaining why to hire employee referrals. Paragraph of text next to a horizontal bar graph of hires by source type vs. applications by source type.

In addition to being cost and time effective, employee referrals are the most efficient when it comes to onboarding. Employee referrals onboard with an average of 29 days from their application date, which is 55% faster than applicants on a career site (with an average of 55 days). By onboarding faster than other hire sources, employee referrals are able to get up to speed and start succeeding in their new roles quicker. Consequently, this saves companies money. With the average cost of an open role being around $18,000, having an vacancy for months on end can be detrimental. At the end of the day, employee referrals are the most effective way to save time and money during your search.

They’re a Better Culture Fit:

When it comes to hiring, determining if a candidate is a culture fit can be a make-or-break decision. Despite job boards and career sites attracting hundreds of applicants, candidates referred by a current employee are more likely to reflect and/or adapt to the core values and attitudes of an organization than those from other hire sources. Consequently, recruiters consider an employee referral to be the second most important factor when evaluating a candidate because those candidates are proactively evaluated as a good fit for the company by the referring party. In addition, the new hire has a cultural support system before they even step through the door; the referring party will be genuinely invested in the new hire’s success and will help them navigate the corporate culture. As a result, having an employee that you know matches the organization’s ethos and structure will not only strengthen company culture overall, but decrease turnover.

They Have Higher Retention Rates:

Employee referrals have the highest retention rate compared to hires from other sources, with the average length of employment being over three years. Having been referred by a previous or current employee, candidates that come in with detailed insights of the company – such as company culture and structure – have a significant advantage over their counterparts. This knowledge eases new job nerves and guarantees less speedbumps during the onboarding process. Equally as beneficial, employees who refer others also have a higher retention rate, and stay at the company 20% longer. With increasing retention rate becoming a major recruiting priority for 2021, hiring managers need to invest in employee referrals – they’re a win-win-win for the referrer, referee, and the company.

How to Get Employee Referrals

Employee referral programs are a tried-and-true method of unlocking top talent. According to Jobvite, 79% of organizations offer an employee referral program, and 48% of organizations are seeing a higher participation in these programs in 2021. By tapping into their current employees’ networks, companies could potentially expand their talent pool by 10x. Although employee referral programs have potential for great success, they are entirely dependent on the motivations of the referring party – whether it’s wanting to help their friend, wanting to support the company, or wanting to receive the monetary incentive provided. Therefore, this could be unpredictable and unreliable for filling urgent roles. Whilst established referral programs can be a great source for roles that aren’t time sensitive, it is also important to consider other ways to reach employees’ networks.

Today, one of the most important networks is the one found online. Utilizing social networks among recruiters has been a common practice, but has picked up momentum in the recent years. Over one third of recruiters are leveraging social media to supplement employee referral programs. Additionally, 80% of recruiters believe that investing in social media is absolutely crucial, as more and more candidates are being found through social networks. As your network expands, so does the opportunity for employee referrals. An action as simple as a LinkedIn connection could lead to your next placement. For example, if you have 500 connections on LinkedIn and each of your connections has 100 connections, that totals 50,000 reachable contacts. When it comes down to it, it really is all about who you know.

Conclusion

Employee referrals are an unparalleled source when it comes to recruiting top quality candidates for your organization. The quality of employee referrals is reflected in their time and cost efficacy, higher conversion and retention rates, and likelihood to be a better culture fit. When searching for employee referrals, turn to your network – utilizing your company’s employee referral program or sourcing from your social network can yield an unmatched talent pool. In the midst of fighting the War for Talent, trust in Blue Signal as your partner in the process and for industry-focused tips.

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 in 2021, skills are not the primary components you want to highlight on your resume. These days, your best bet it 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. 

Text stating "o craft great accomplishments that pack a punch, use this formula" following by a flow chart with three elements containg text.

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 works 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. 

Career Coaching and Resume Writing Are Coming to Blue Signal

As a recognized, premier recruiting firm, Blue Signal is excited to announce the launch of a new component to our business designed to help job seekers. We will provide users with the education and tools needed to advocate for themselves in today’s job market. 

Be sure to stay tuned to our blog and social media pages LinkedIn, Instagram, Facebook, Twitter), and contact us to get insider information on our launch date and how you can join! 

Death to Transactional Recruiting: Why Relationships Win

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If you’ve been in any sort of hiring capacity over the last several months - or even in a job seeking capacity - you’ve noticed that despite a super saturated market, it’s harder now more than ever to land the talent or role you need. Everyone is hiring, and everyone is looking for work - so it seems like there should be no issue. Yet still, transactional recruiting is killing the market. Here’s how we beat it to the punch. 

 

Transactional Recruiting vs. Relationship-based Recruiting 

When you think of the standard hiring process, you probably imagine that there’s an employer who posts a job online, qualified people apply, they review these applicants, interview the ones they like, and eventually make an offer of employment. There’s no middle man bringing the opportunity and the candidate together. This is transactional recruiting. In transactional recruiting, the people applying to those LinkedIn job postings are active job seekers - meaning, they’re either looking to make a move or are currently unemployed. These types of candidates are either desperate for a change, or desperate for income, and usually take the first job that comes to them. This can result in quicker turnover, bad hires, lower rates of job satisfaction, and so many more negative consequences that come from the transaction-like hiring process. 

Relationship-based recruiting on the other hand, while offering a mix of active applicants and urgent hires, depend more on consultative “selling” and targeting passive candidates. Recruiters have an extensive network of employers and employees alike in their given industry, AND they have working knowledge in the industry that can be indispensable for hiring. They might know of companies closing, new technologies hitting the market, or other shifts in hires that can impact the open jobs market. With this insight they are able to look at currently employed, “passive” candidates and help them find a smarter career move that offers something their current job doesn’t - even if they aren’t looking to move jobs. This process follows more of a: client calls the recruiter they want to work with, then the recruiter looks to their own network and creates that bridge between the qualified candidate and the job opportunity. Because of the relationships the recruiter has built, they are able to make connections that would otherwise be missed if the employer were to just make a post on LinkedIn. 

Death to Transactional Recruiting Venn Diagram

There’s merit in both recruiting styles. Sometimes, transactional recruiting can be very successful and can give people opportunity when they need it. However it tends to be a bandaid fix that requires future strategizing, creating more work in the long run. Relationship-based recruiting, with its personal touch and insight into people’s needs beyond a paycheck, offer a more long-term solution. This style also usually builds into a partnership, where a recruiter can supply a constant stream of top tier candidates, rather than just one-off hires. 

 

Why Transactional Recruiting Doesn’t Work

Did you know that 20% of turnover happens in the first 45 days of work at a new company? This can be attributed to several factors, most of which are side effects of transactional recruiting. Maybe the candidate applied to the job description posted online, and accepted the job without knowing all the details. This leads to feelings of distrust. There could have been a lack of support within their first few weeks, where the person who hired them hasn’t made contact since. This absence of a long term relationship leads them to believe there is no one advocating for them behind the scenes. 

Transactional recruiting, in its rush to fill a need, ends up leading to more open roles when that early stage turnover sets in. It feeds its own cycle of bringing people in fast, and losing them just as quickly due to poor handling. Sometimes there are too many applicants in the pool and the first one in gets the gig. Other times, the time allotted for hiring fills up quickly with reviewing resumes and contacting references and the decision has to be made before all candidates have been properly evaluated. In a similar situation, hiring managers could be worried about losing talent to competitors and in turn, hire too quickly. Whatever the reason, transactional recruiting often results in cutting corners - and recruiting is all about timing. 

The simple nature of posting a job online and gathering a large pool of applicants can speed up the time it takes to get a resume on the desk, but can give hiring managers the anxiety of choice. They always want the best of the best, but it’s hard to know for sure what they’re getting when the market is so vast. According to Dr. Leaf, “Too many choices lead to bad decisions, indecisiveness, or dissatisfaction with a decision.” Worse yet, by only posting jobs and reviewing candidates from job applications, they’re missing a huge chunk of the market by not approaching currently employed, passive candidates. There aren’t enough hours in the day for leadership to review applicants, interview, run background checks, AND do their normal 9-5. It typically takes companies 100 hours over the course of 4 weeks to get an offer to a viable candidate. With millions of people in the workforce, they don’t have the time to weigh all their options and are often not satisfied with their final decision. 

Death to Transactional Recruiting Comparison Chart

Why Relationships are Better 

Relationship-based recruiting is here to help alleviate that buyer’s remorse. Because of their in-depth understanding of the hiring need, and the market the role is competing in, relationship-based recruiters can create long-term matches resulting in better retention. Great recruiters are better than bartenders, therapists, and best friends rolled into one. They’ll listen to client and candidate needs, delivering thoughtful results. Hiring is motivated by more than money. People invest a lot of emotion, time, and effort into career changes, relocations, and job moves. Recruiters know how to sympathetically yet effectively manage money, relationships, and emotions throughout the entire process. They offer onboarding support, ongoing candidate follow up, and act as an advocate for both the candidate and the client company when communicating between the two parties - making sure both are happy in the long run. 

Relationship-based recruiters are in it for more than just one placement. In this long-term partnership, they will establish a 360° understanding of an organization, its team, and its needs both currently and strategically for the future. They advocate for the business by keeping an eye on the market, capturing talent when it’s available - not after it’s needed - sending clients alerts about top talent even when they aren’t actively hiring. When actively hiring, these recruiters don’t waste a hiring manager's time by just sending whatever applicants come their way - but by pre-screening candidates to ensure they are qualified with both the background experience AND the soft skills needed to do the job and feel at home with the company. Recruiters seek to learn from what’s working and what’s not in the world of employee retention, before a business has to learn the hard way with a bad hire. By consulting on what perks employees actually want - for example - they can advocate for what the candidate wants from their job, and give the client company positive action items they can use to make measurable outcomes with employee satisfaction. As more good matches are made, this mutually beneficial relationship grows and continues to produce good hiring outcomes for years to come. 

 

How to Break out of the Transactional Cycle of Bad Recruiting 

Unfortunately, transactional recruiting remains a fairly commonplace hiring practice. If you’re working with a recruiter already today, try to determine if they are transactional or relationship driven by watching their actions. As a client - do they have touchpoints outside of when you post a job? Do they follow up on the progress and successes of new hires? Do you find yourself wanting to refer friends, family, and colleagues to them? As a candidate - do they contact you outside of when they have a job for you? Do they ask about how satisfied you are in your current role, and celebrate positive answers? If any of these were met with a “no,” they are using a transactional recruiting approach and are not a good long-term choice for any organization or individual. 

Now that you know how to identify the bad, you’ll have to start working on uncovering and engaging with top recruiters in your industry. Start by getting referrals to recruiting firms from other hiring authorities in your organization. Conduct the right research, looking for things like placement guarantees, high retention rates in placements, and repeat clients - NOT just cheap rates and fast turnaround times. Read online reviews from LinkedIn, Yelp, and Glassdoor. Google the name of the recruiter you’re looking to engage with, and see how they fare among industry postings (i.e. Do they have blogs written about the newest technologies in the space? Or do they not exist online at all?) Ask them questions. Get quotes. Shop around. Don’t be afraid to ask for what you need. Just like making the right hire, it’s in your best interest to take your time when selecting a long-term recruiting partner. 

Death to Transactional Recruiting Checklist

Finally, although seemingly counterintuitive, know when and when NOT to work with a recruiter. Many hires can be made through your own internal network. When building out established business units, ask for current employee’s references or consider promoting someone up and filling the role internally. However, if you’re replacing someone confidentially, being discreet could be in your best interest. In that case, look for a recruiting firm that offers a privacy/confidentiality policy. Recruiters should be used for larger, strategic moves when your own network is lacking what you need. If you’re unsure how to properly support building out a new business unit, or if a recruiter would even be beneficial for a specific role, ask! Recruiters thrive on market intel and love to offer their expertise where they can. When working with a strategic, relationship-based recruiting partner, you’ll be rest assured in their honesty if a particular search is better for you to try filling alone. 

 

How Blue Signal Kills the Average Transactional Recruiting Model 

We’re All About Building Long-Term Relationships 

Blue Signal offers every search a 12-month guarantee. The way we see it, our client’s success is our success. The more our clients hire great people, the more they’ll thrive, and the more help they’ll need to grow! 94% of our placements are retained after 12 months, meaning our impact lasts long after contracts are signed. 

“Despite working together multiple times, they still follow their process and make no assumptions about the goals for the position.” - Wireless Company, Hiring Authority 

No matter the search, or the history we have with a particular company, we always work through our process from start to finish, giving the same white glove service to veterans that we do to new clients. With long-term partnerships in mind, we want to make sure that we make no assumptions about needs for the position and instead leverage knowledge from past engagements to give us insight into what will always be an ongoing hiring process. Instead of assuming we know the space and launching into taking shots in the dark, we transcend transactional recruiting by building a long-term relationship and using that as a stepping stone for future engagements. 

 

We Place Priority on Good Matches, Not Temporary Fixes 

The problem with the transactional recruiting model is that it places too much emphasis on getting someone hired fast, not getting the right person hired. People working with transactional recruiting firms often feel pressured to pick a candidate quickly, rather than doing due diligence and reviewing options. With relationship-based recruiting, recruiters will be able to better manage that emotional component - that “right” feeling you get when you know someone will be a good fit for your organization. In fact, 63% of Blue Signal’s candidates are promoted within 18 months of being hired - meaning these candidates are not only making an impact in the company, but are far exceeding the role they were originally hired for and are supporting long-term company goals. 

“I really appreciated the fact that (Blue Signal) took the time to understand what we were looking for instead of simply throwing a bunch of resumes at us. I never felt pressured to move forward with a candidate that I didn’t feel was a good fit for the role.” - Electrical and Electronic Manufacturing, Hiring Authority

When choosing candidates that are right for the role, AND for the future of the organization, clients will hire better matches - not band-aid fixes. Blue Signal deploys a 12-point interview process that matches a candidate’s actual wants and needs with what a client can offer them. We match career aspirations, compensation needs, timelines, key motivators, and more to ensure that candidates line up with what the company can give them in the long run, not just because they can cut a check the fastest. 

Death to Transactional Recruiting 12-Point Interview Process

We’re Passionate about Helping People 

When working with the right company, for any service, it’s always the greatest feeling knowing they have your best interests in mind. That’s how Blue Signal got to where it is! Each of our recruiters are passionate about helping people reach their goals - whether that’s building their own company into further successes, or by making a career move into a better opportunity.  We’re not happy 'til you’re happy. The guarantees we’ve put in place and the processes we have established are all deployed to make sure whatever the match, that all parties are excited to start the work! 

“(Blue Signal’s) drive to ensure successful, win-win placements for both clients and candidates helped accelerate our recruiting process, eased many of the burdens typically associated with recruiting efforts, and resulted in our making exceptional hires.” - Wireless Integrator, Hiring Authority 

With over 220 combined years of recruiting experience, Blue Signal’s personal touch has built an incredible network of top performing candidates. Our current rolodex of contacts is priceless. 

The methods we use to post jobs gain us excellent applicants, but more important (and a greater attestment to our success), is our list of referrals. 78% of recruiters find their best quality candidates through referrals. Transactional recruiting falls short by using only the here and now talent, and not leveraging an established referral network. By creating long-term relationships, Blue Signal keeps our candidate’s and client’s best interests in mind for far more than the immediate hiring need. 

 

Here Lies Transactional Recruiting, Relationships for the Win 

Armed with this knowledge, it’s difficult to go back to the old ways of transactional recruiting. Whether with Blue Signal, or with another firm out there, never settle for anything less than a partnership with your next recruiter. Remember to look for recruiters that make touchpoints outside of when you post a new job, recruiters that check in to see how your hires are faring, and recruiters that you’d refer to others. Leverage online reviews and your own professional network for referrals. Know when to - and when NOT to - work with a recruiter at all! And if you ever feel pressured - just like with a bad high school ex - break up with them. When you know what to look for in making the decision to work with a particular recruiter, remember that the right recruiter can change the trajectory of your company. For better or worse, the choice is up to you. 

Blue Signal is always here to call upon if you have further questions, aren’t sure what your needs are, or just want a second opinion! Recruiters know the markets and the movements therein. With our focus on industries like wireless and telecom, IoT, information technology, finance and accounting, emerging technology, cloud and managed services, manufacturing and industrial, lighting, logistics and supply chain, food and agriculture, human resources, and medical and healthcare - leverage our expertise! We’d love to chat. 

The IT Certification Shortage: 10 Certifications That Will Get You Hired Fast

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As the demand for IT professionals increases, employers are noticing a lack of certified candidates. A recent Everest Group survey revealed that 86% of enterprises consider the IT talent shortage to be a key barrier to achieving their hiring goals, citing an acute shortage in qualified, skilled candidates and a lack of technical skills in the current workforce. Employers are looking for candidates with IT certification that validate their skills and expertise. 

Whether you’re fresh into your IT career or a seasoned professional, attaining an IT certification can separate your resume from the stack and get you hired fast. The certification process is unique for each IT certification, so it is crucial to prioritize those that are most in-demand to improve your standing among the IT-professional candidate pool. In this blog, Blue Signal breaks down various in-demand certs by the skills tested, the certification process, and the benefits that set each accolade apart.

Cisco IT Certification, CCNA and CCNP logos

Cisco Certified Network Associate (CCNA)

According to Cisco, 78% of technology executives and managers consider technical certifications a critical success factor. The Cisco Certified Network Associate (CCNA) certification covers a broad range of fundamentals for IT careers, based on the latest networking technologies, software development skills, and job roles. As the most widely recognized and respected associate-level IT certification, the CCNA certification is designed to prove your skills in the ever-changing landscape of IT.

CCNA IT Certification At-A-Glance:

Skills tested: The Cisco Certified Network Associate certifications tests skills relating to network fundamentals, network access, IP connectivity, IP services, security fundamentals, automation, and programmability.

Certification process: To attain the CCNA certification, candidates must complete the 200-301 CCNA exam: Implementing and Administering Cisco Solutions. The exam is 120 minutes long and costs $300 USD. The exam is available in English and Japanese. The CCNA certification is valid for three years.

Benefits: The CCNA certification shows employers that candidates have mastered the essentials in network security, automation, and programmability, while being the most respected certification in the industry. According to IT recruiter Andrew Leeson, “A CCNA certification is still the most desired IT certification, and viewed highly favorably by organizations. This IT certification also tends to lead to higher salaries for IT professionals.”

Jobs you can get with the CCNA certification: 

  • Network Administrator
  • Systems Administrator
  • Network Analyst
  • Network Design Engineer
  • Network Infrastructure Engineer
  • Unified Communications Engineer
  • Solutions Design Engineer
  • Cloud Engineer
  • NetSuite Administrator
Why Get a CCNP Certification?
Recruiter Insight — Joanna Kimionakis, Senior Executive Recruiter

“Having this IT certification [shows] you have studied the newest, up-to-date technologies, and passing the [exam] confirms that you are truly knowledgeable in WAN, LAN, networking solutions, switching, and security. It validates your education and/or experience. Many employees require this IT certification, [so] having this on your resume will surely help you stand out in a crowd of applications. For entry level candidates, having a CCNA could help get their foot in the door!”

Cisco Certified Network Professional (CCNP) 

Cisco’s professional level certifications validate your overall knowledge in networking and a concentration of your choosing - enterprise, data center, security, service provider, or collaboration. The CCNP certification demonstrates your networking abilities while showcasing a technical focus in a two-part exam.

CCNP IT Certification At-A-Glance:

Skills tested: The CCNP certification tests candidates’ core knowledge of networking solutions and industry-specific topics in their area of concentration.

Certification process: The CCNP certification process includes two exams; a core exam and a concentration exam of candidates’ choice. The core exam, 350-401 ENCOR, is 120 minutes long and costs $400 USD. The concentration exams are 90 minutes long and cost $300 USD each. Similar to the CCNA certification, both exams are available in English and Japanese. 

Benefits: Recipients of the CCNA receive both a core certification and a specialist certification in the concentration area candidates chose - earning three certifications in one. Upon passing the core exams, the CCNP certification also serves as a qualifying exam for the Cisco Certified Internetwork Expert (CCIE) certification. Compared to other IT certifications, the CCNP is the most customizable and allows you to showcase your specialized skills.

Jobs you can get with a CCNP certification:

  • Network Engineer
  • Infrastructure Engineer
  • Network Analyst
  • VoIP Engineer
  • Systems Engineer
  • Network Design Engineer
Microsoft IT Certification, Azure Administrator Associate Certification and Azure Solutions Architect Expert certification logo

Microsoft Certified: Azure Administrator Associate 

The Microsoft Certified: Azure Administrator Associate certification validates skills regarding implementing, managing, and monitoring identity, governance, storage, compute, and virtual networks in a Microsoft Azure cloud environment. For this IT certification, it would be beneficial for the candidate to have at least six months of experience administering Azure prior to testing. Having a strong understanding of Azure services, workloads, security, and governance will set you up for the best success. 

Microsoft Certified Azure Administrator Associate IT Certification At-A-Glance:

Skills tested: The Microsoft Certified Azure Administrator Associate certification validates competency in managing Azure identities and governance; implementing and managing storage; deploying and managing Azure compute resources; configuring and managing virtual networking; and monitoring and backing up Azure resources.

Certification process: To obtain this IT certification, candidates must pass Exam AZ-104. This exam costs $165 USD and is available in English, Chinese (Simplified), Korean, and Japanese. To prepare for the exam, candidates are encouraged to take free, online study modules to gain the skills needed to become certified. Starting in June of 2021, Azure certifications are valid for one year and then must be renewed annually online for free.

Benefits: According to Fortune, 57% of Fortune 500 companies are using Microsoft Azure. As cloud computing continues to dominate the information technology industry, this IT certification will prove that candidates have the technical expertise to get the job done.

Jobs you can get with the Microsoft Certified Administrator Associate certification: 

  • Cloud Architect
  • Azure Developer
  • Solution Architect
  • Azure Architect
  • Cloud Engineer
  • Cloud Delivery Architect
  • Azure Engineer
  • Azure DevOps Engineer
  • Cloud Account Manager
  • System Engineer

Microsoft Certified: Azure Solutions Architect Expert 

According to Microsoft, the Microsoft Certified: Azure Solutions Architect Expert certification is for candidates who have subject matter expertise in “designing and implementing solutions that run on Microsoft Azure, including aspects like compute, network, storage, and security.” Candidates pursuing this certification will be responsible for advising stakeholders and translating business requirements into secure, scalable, and reliable cloud solutions. As an expert level IT certification, the Azure Solutions Architect certification requires advanced experience and understanding of IT operations, Azure administration, and DevOps processes.

Microsoft Certified: Azure Solutions Architect Expert IT Certification At-A-Glance:

Skills tested: The Azure Solutions Architect certification assesses the ability to implement and monitor an Azure infrastructure; implement management and security solutions; implement solutions for apps; implement and manage data platforms; design monitoring; design and identity security; design data storage; design business continuity; and design infrastructure. 

Certification process: The Azure Solutions Architect expert requires candidates to pass two exams — Exam AZ-303: Microsoft Azure Architect Technologies, and Exam AZ-304: Microsoft Azure Architect Design. Both exams are available in English, Japanese, Chinese (Simplified), and Korean and cost $165 USD. Free, online study modules are also available for preparation for these exams. Like the Azure Administrator Associate certification, this certification is valid for one year and then must be renewed annually online for free.

Benefits: The Azure Solutions Architect Expert certification validates candidates’ ability to accomplish technical tasks. Candidates that earn the Expert certification are more qualified to hold senior positions, such as Senior Azure Engineer or Senior Cloud Solutions Architect, which may result in a higher pay grade. 

Jobs you can get with Microsoft Certified: Azure Solutions Architect Expert: 

  • Senior Azure Solutions Architect
  • Cloud Solutions Architect
  • Azure DevOps Engineer
  • Azure Security Engineer
  • Azure Data Scientist
Why Get an IT Certification?
Recruiter Insight — Brent Stokes, Recruiting Manager 

“Sure, certifications show that you have attained a certain level of knowledge in a particular field, technology, or practice area… BUT, one of the most overlooked advantages to gaining a certification is what that means about you as a professional. As a recruiter, when I see an IT certification, I see someone who is willing to invest in themselves and in their career, whether investing time, money, or both. I see someone who is committed to improving themselves, someone who looks critically at their strengths and weaknesses and commits to developing their skills, and someone who will continue to grow even after I hire them. Is this true of 100% of people who have certifications? Of course not. Is it a good leading indicator? Absolutely.”

Project Management certification, PMP Certification and CSM Certification logo

Project Management Professional (PMP) Certification

The Project Management Professional (PMP) certification assesses project leadership skills through predictive (waterfall), agile, and hybrid approaches. To earn a PMP certification, candidates must meet the following requirements: a four-year degree, 36 months of experience leading projects, and 35 hours of project management education/training or CAPM Certification; or, a high school diploma or an Associate's degree, 60 months of experience leading projects, and 35 hours of project management education/training or CAPM certification.

PMP Certification At-A-Glance:

Skills tested: The PMP exam tests skills in the following areas: people, process, and business environment. The exam covers conflict management, leadership, team performance, training, negotiation, project execution, budget and resource management, schedule management, product/deliverable management, scope management, project compliance, business environment changes, organization change, and more.

Certification process: To earn the PMP certification, candidates must apply to take the exam to validate their project management experience and education. Once the application is accepted, candidates must pass the PMP Exam — a 180 question, multi-choice exam. The exam fee is $405 USD for a PMI member and $555 USD for a non-member. After being awarded the PMP certification, candidates must maintain their certification by engaging in professional development through the Project Management Institute. Renewal is required every three years.

Benefits: The PMP certification is the top-ranked project management certification in North America, according to CIO Magazine. Additionally, PMP holders’ salary in the U.S. is 25% higher than those without the certification, according to PMI’s most recent Project Management Salary Survey.

Jobs you can get with the PMP certification: 

  • Senior Project Manager
  • IT Project Manager
  • Technical Project Manager
  • Professional Services Project Manager
  • Engineering Manager
  • Delivery Project Manager

Certified ScrumMaster (CSM)

The Certified ScrumMaster (CSM) certification tests candidates’ ability to understand Scrum values, principles, and practices. Through the required training, candidates will learn the Scrum framework and gain an understanding of team accountabilities, events, and artifacts. Candidates with the CSM certification validate their skills to help businesses innovate faster, move from idea to delivery more quickly, drive higher customer satisfaction, and increase employee morale through the utilization of the Scrum framework.

CSM IT Certification At-A-Glance:

Skills tested: The CSM certification assesses skills related to the understanding of Scrum and Agile, Scrum theory, Scrum values, Scrum team, ScrumMaster, Scrum events, and Scrum artifacts. Scrum Alliance’s content outline breaks down these domains further.

Certification process: To attain the CSM certification, candidates must complete a live online or in-person CSM course; the courses are taught by a verified CSM trainer and offer at least 14 hours of interactive instruction. The prices of the courses vary by instructor, with the average price being around $500 USD. Once the course is completed, candidates must pass the 60-minute, 50 question CSM exam. 

Benefits: ScrumAlliance, the issuer of the CSM certification, claims holding the Certified ScrumMaster certification gives candidates the opportunity to demonstrate their knowledge of Scrum; guides their team to effectively use Scrum and understand why Scrum values are so important; increases career opportunities and expands their professional community; and improves leadership skills and ability to influence organizational change. According to Indeed, 72% of job seekers said “(helping) career progression” was the biggest reason for earning their CSM certification. 

Jobs you can get with the CSM certification:

  • Scrum Master
  • Software Engineer
  • Business Analyst
  • IT Business Analyst
  • Project Manager
  • IT Project Manager
  • Cloud Software Architect 
  • Application Architect
  • Technical Product Manager
IT Certification from ISC2, CISSP and CCSP logos

Certified Information Systems Security Professional (CISSP)

The Certified Information Systems Security Professional (CISSP) certification validates the skills it takes to effectively design, implement, and manage a cybersecurity program. Candidates pursuing a CISSP should have the expertise and in-depth knowledge of cybersecurity strategy and implementations.

CISSP IT Certification At-A-Glance:

Skills tested: To attain the CISSP certification, candidates should have expertise in the following eight security domains: security risk and management, asset security, security architecture and engineering, communication and network security, identity and access management (IAM), security assessment and testing, security operations, and software development security. 

Certification process: To qualify for this IT certification, candidates must pass the CISSP exam and have a minimum of five years of work experience in one of the eight domains listed above. The exam consists of 100-150 questions with a three hours time limit and is available in English, Chinese, Japanese, French, German, Korean, Spanish - Modern, and Brazilian Portuguese. Once the exam is passed, the candidate must complete the endorsement process; this includes agreeing to the (ISC)² Code of Ethics and paying their first annual maintenance fee of $125 USD.

Benefits: The CISSP certification is accredited, recognized, and endorsed by leading organizations around the world. According to (ISC)², “cybersecurity professionals who earn the CISSP are among the most sought-after security experts in the world.” 

Jobs you can get with a CISSP certification: 

  • Chief Information Officer
  • Chief Information Security Officer
  • Director of Security
  • IT Director/Manager
  • Security Systems Engineer
  • Security Analyst
  • Security Manager
  • Security Auditor
  • Security Architect
  • Security Consultant
  • Network Architect 
Why Get the CISSP Certification?
Recruiter Insight — Andrew Leeson, Senior Executive Recruiter

“With the importance of IT Security being vital to organizations in today’s world, a CISSP certified professional stands out when reviewing interested candidates’ backgrounds for IT Security opportunities.”

Recruiter Insight — Joanna Kimionakis, Senior Executive Recruiter

“Right now, [CISSP] is huge. This certification shows you are up to date with the newest solutions to cyber security and hacks, [and have the] knowledge of latest security threats and trends. Having this shows you are an expert in security and this certification is only obtained by highly experienced professionals.”

Certified Cloud Security Professional (CCSP)

The Certified Cloud Security Professional (CCSP) certification is for IT and information security leaders that want to prove their expertise in cloud security architecture, design, operations, and service orchestration. The CCSP certification is awarded by (ISC)², the same organization as CISSP. This certification shows candidates’ technical expertise in best practices, policies, and procedures in the cloud.

CCSP IT Certification At-A-Glance: 

Skills tested: The CCSP certification exam tests the skills in the following domains: cloud concepts, architecture, and design; cloud data and security; cloud platform and infrastructure security; cloud application security; cloud security operations; and legal, risk, and compliance. 

Certification process: Similar to the CISSP certification, to qualify for the CCSP certification candidates must pass the exam and have a minimum of five years of IT work experience, of which three must be in information security, and at least one year in one or more of the domains listed above. Recipients of the CCSP certification must then complete the endorsement process of agreeing to the Code of Ethics and paying the $125 USD annual maintenance fee.

Benefits: Just like the CISSP certification, the CCSP is highly accredited, recognized, and endorsed by leading organizations. Certification Magazine lists the CCSP certification among the top 75 certifications in 2021, ranking it as the number one IT certification professionals plan to take to advance their careers.

Jobs you can get with a CCSP certification: 

  • Enterprise Architect
  • Security Administrator
  • Systems Engineer
  • Security Architect
  • Security Consultant
  • Security Engineer
  • Security Manager
  • Systems Architect
AWS IT Certification, AWS Certified Solutions Architect - Associate and AWS Certified Cloud Practitioner IT certification logo

AWS Certified Solutions Architect - Associate

The AWS Certified Solutions Architect - Associate certification is “intended for individuals who perform a solutions architect role and have one or more years of hands-on experience designing available, cost-efficient, fault-tolerant, and scalable distributed systems on AWS.” Candidates pursuing this IT certification should have at least one year of hands-on experience designing secure, high-performing, cost-effective, and scalable systems using AWS services.

AWS Certified Solutions Architect - Associate IT Certification At-A-Glance:

Skills tested: The AWS Certified Solutions Architect - Associate certification exams test the knowledge of how to architect and deploy secure and robust applications on AWS technology; the ability to define a solution using architectural design principles based on customer requirements; and the ability to provide implementation guidance based on best practices to the organization throughout the life cycle of the project.

Certification Progress: The AWS Certified Solutions Architect - Associate certification is a 130-minute exam consisting of 65 multiple choice or multiple response questions. The certification exam costs $150 USD and can be taken at a testing center or online. It is available in English, Japanese, Korean, and simplified Chinese.

Benefits: Having the AWS Certified Solutions Architect - Associate certification shows employers you have the validated skills to architect and deploy available, cost-efficient, fault-tolerant, and distributed systems on AWS. According to Global Knowledge, the average salary of an IT professional with this certification is $130,883 USD - which is nearly 25% higher than their non-certified counterparts. As cloud technology continues to increase in popularity, those with the AWS Certified Solutions Architect - Associate certification will be ahead of the game, and stand out from the stack.

Jobs you can get with an AWS Certified Solutions Architect certification:

  • AWS Solutions Architect
  • Cloud Solutions Architect
  • Cloud Architect
  • Operations Engineer
  • Cloud Application Product Owner
  • Technical Release Manager
  • Systems Administrator

AWS Certified Cloud Practitioner

The AWS Certified Cloud Practitioner certification validates skills related to implementing cloud initiatives, cloud fluency, and foundational AWS knowledge. AWS recommends candidates have at least six months of exposure to the AWS Cloud; basic understanding of IT services and their uses in the AWS Cloud platform; and knowledge of core AWS services and use cases, billing and pricing models, security concepts, and how cloud impacts a business.

AWS Certified Cloud Practitioner IT Certification At-A-Glance:

Skills tested: The certification exam tests a candidate’s ability to complete the following tasks: explain the value of the AWS Cloud; understand and explain the AWS shared responsibility model; understand security best practices; understand AWS Cloud costs, economics, and billing practices; describe and position the core AWS services, including compute, network, databases, and storage; and identify AWS services for common use cases.

Certification process: To earn the certification, candidates are required to pass the AWS Certified Cloud Practitioner Exam (CLF-C01), a 90-minute exam consisting of 65 multiple choice and multiple response questions. The exam costs $100 USD and is proctored online or in-person at a testing center. It is available in English, Indonesian (Bahasa), Japanese, Korean, and Simplified Chinese. The certification is valid for three years. 

Benefits: As one of the cheaper certifications, the AWS Certified Cloud Practitioner credential certifies your understanding of cloud computing. As more companies transition to using cloud systems and services, this IT certification will continue to rise in demand for employees. 

Jobs you can get with an AWS Certified Cloud Practitioner certification: 

  • Developer
  • Solutions Architect
  • DevOps Engineer
  • Network Administrator
Why Get the AWS Certified Cloud Practitioner Certification?
Recruiter Insight — Jason Parker, Senior Executive Recruiter

“Having an AWS Certification is highly recommended because it’s the most widely used technology. More and more companies are moving to the cloud platform and AWS is certainly the most recognized leader of cloud service providers. Potential employers want to see [candidates’] expertise by getting the certification, and will also get [candidates] a better paycheck in the long run.”

As the demand for IT certifications grows, employers are going to be looking for candidates that have proven their expertise and can solve problems businesses are experiencing today. Candidates with IT certifications are positioned to get hired fast by being more qualified than their uncertified counterparts; being certified can also increase their salary, and ensure job security as businesses expand their IT needs. When considering which IT certification to get, candidates should consider the skills tested and the certification process, and ultimately choose the IT certification that best suits their current skillset and their career goals. Updating their resume and/or LinkedIn profile with the relevant training and certifications is a great way for IT professionals to stand out from the stack in their next job hunt. As experts in the IT space, Blue Signal is equipped to help both clients and candidates navigate these important decisions surrounding IT certifications, and how to combat the talent shortage with knowledge and strategy. Contact us today to learn more about how we can partner on your next IT search.