How to Use Social Media to Land a Job

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

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

 

1. Keep Your Profile Up to Date

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

 

2. Share Your Online portfolio or CV Online

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

 

3. Follow Major Players in Your Field 

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

 

4. Engage in Online Conversations 

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

 

5. Don’t Over Interact 

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

Social Media Stat

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

Nursing Q&A – Stay Informed, Stay Safe

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Today’s news is flooded with material designed to keep consumers informed about the current health crisis due to COVID-19. Nurses and medical professionals around the world are risking their lives to ensure that people are staying safe and healthy. Many friends and family members have sacrificed so much to keep the world protected; this nurses’ week Blue Signal sought to provide the public with accurate and authentic information, right from the source.

Nurse A - Registered Nurse, Arizona

Nurse B - Infection Control Nurse, Nevada

How has your role and everyday tasks been impacted since COVID-19 began?

Nurse A: “The way we carry out doing our everyday tasks has changed but I still have my same job title.”

Nurse B: “Work has been multiplied by 3, high stress.”

Are you working directly with anyone exposed to COVID-19? If so, what processes are you implementing personally to reduce risk to yourself and your family?

Nurse A: “I work in an emergency room so I see a lot of patients coming in for different reasons. Most of our patients testing positive for COVID are asymptomatic and being swabbed for different purposes (we swab everyone before scheduling for surgery for example). 

We are trying our best to adhere to contact and contact-droplet precautions for every patient we see (I.e. wearing masks - the one surgical mask that our hospital provides us with per day, whenever we perform any kind of patient care). When coming in contact with any suspected COVID patients, we use specially fitted masks that airborne pathogens cannot get through known as N-95 masks, as well as gowns to protect our clothing from the virus. The only other thing I’ve personally been doing is changing out my ‘dirty’ scrubs before leaving work.”

Nurse B: “Yes, and I am practicing meticulous hygiene by wearing my mask, wiping down everything with the disinfectant wipes, and changing my scrubs out when I get done with work.”

Can you paint a picture of what you're seeing across the country as critical care nurses deal with the pandemic? Are nurses seeing shortages of ventilators and PPE?

Nurse A: “Arizona specifically hasn’t declared a critical shortage of supplies, however, NY and other hot spots are having to implement algorithms to determine which patients' ventilators are rationed out to based on a sort of mortality/morbidity score.”

Nurse B: “Nurses are seeing an extreme shortage of PPE. There were not enough supplies for this pandemic, so the nation wasn’t prepared.

A lot of nurses are being put in extremely high-risk situations even just working at the hospital because they don’t have enough PPE to do the correct job donning and doffing.”

What are some ways that communities can support nurses/medical staff?

Nurse A: “Communities can support nurses and all hospital personnel by either doing their part by staying at home or complying with social distance/mask standards.”

Nurse B: “[Communities can support us by] putting out more coverage for the community on what is really going on during the COVID crises. The shortage of PPE is all covered up.”

What are some positive things that could come out of this situation?

Nurse A: “Positives may arise from this situation outside of the healthcare field, like the differences we are seeing in the environment and how non-medical employees are demonstrating to businesses that it isn’t necessary to physically ‘go to work’ to be productive.”

Nurse B: “This situation could teach us how to react when we have our next pandemic. There will be one. We’ll be much better prepared. And thinking outside the box when there are not enough gowns, gloves, masks... 

What can we do to take care of patients but still halfway protect ourselves?”

Is your hospital/facility currently fully staffed for nurses, aides, and other workers?

Nurse A: “Our hospitals in Arizona are overstaffed for the most part as censuses are down due to fear of hospitals right now. It has been a challenge for hospitals to determine what the best course of action is - whether they take employee benefits away or start furloughing employees to be able to stay financially above water.”

Nurse B: “Yes. Because of COVID, we had to stop doing surgeries except for emergency surgeries, so we have fewer patients because of that, and because we only have COVID patients and extremely ill people. The minute we start doing elective surgeries again, we’re going to be short-staffed.”

What is one thing you would like the world to know to feel more informed about the current healthcare crisis? 

Nurse A: “It is not a hoax nor a plandemic. The people the public call heroes don’t want this title. We just want to spend time with our families and loved ones without the stigma of being in close proximity to COVID like a front-line healthcare worker. 

Some of my coworkers are not seeing their children due to fear of transmitting this virus. We want this over more than anyone but protesting and returning to normal life too soon is like taking antibiotics (ABX) and just stopping when you feel better vs. when the infection is wiped out. 

We advise our patients to finish their course of ABX because if they do not, the infection is prone to getting worse and stronger since now it is antibiotic-resistant and that’s our biggest fear in regard to opening businesses up.”

Nurse B: “For years, we have been teaching that hand hygiene transmits most of the organisms and we have educated on that – wash your hands, wash your hands. And it took COVID to prove the point. We’ve been telling people to do this for years, but they need to know how important this is.”

What is the most fulfilling aspect of your job? 

Nurse B: “Interacting with patients.”

Nurses and medical professionals everywhere are speaking out to keep the greater population informed and safe. Armed with the right information, the bravery and determination shown by our healthcare workers can inspire people to join the field and promote change in future reformations. 

To all of the nurses of the world: thank you for working around the clock to fight this global pandemic. It is clear that this battle is far from over. our compassion, bravery, and hard work are not unnoticed. 

Looking for ways to help? Thank the healthcare heroes around you, many of whom do not want the title, but certainly have earned it. And do your part to reduce the spread by staying home, being prepared, and washing your hands.

Top 6 Progressive Business Reformations Due to COVID-19

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Businesses have faced many obstacles during these trying times, as COVID-19 has forced companies to reevaluate their standard practices. Although challenging, companies have taken this opportunity in stride, implementing progressive reformations that are streamlining the new norm. This new wave in the fourth industrial revolution showcases how technology can be utilized to improve and adapt for business’ sake. As America 2.0 advances, these 6 key points will become typical business functions, proving that business can prevail and thrive. Here are the top areas where the most efficient optimization of business reformations are being implemented with lightning speed.

1. On Demand Critical Information

Now more than ever, access to information is easier and faster to obtain. Companies have secure networks and VPNs, enabling them to share and attain crucial information right at their fingertips. The days of unnecessary travel and delayed communication are over as everyone has instant access to data to make informed business, personal, and professional decisions. With many working from home, companies have made efforts to provide virtual materials in shared folders with ease - further improving communication and collaboration in the workplace. With the click of a button, on demand information is available anywhere in the world with a service or a signal.

2. Enhanced Virtual Culture and Benefits  

As more people get used to the benefits of working from home, businesses are implementing positive reformations involving health and wellness checks, virtual happy hours, and easier access to critical personnel. The rise of digital interactions has also brought an increase in team building activities for the remote workforce. Friendly competitions and consistent communication has alleviated some of the stressors involved in this change of office scenery. Virtually, company culture has improved as communities and companies come together to learn and spearhead change. In addition to better work culture, individuals are seeing an improved work life balance, electing to focus more on family by separating business from personal. 

3. Focus on Data Privacy

Security and privacy has already been at the forefront of leader’s minds. However, as things shift virutaly, we are seeing an increased push for cyber security, confidentiality, and data protection. With an increased necessity for technology, privacy will become an even bigger priority. Businesses have taken open- sourced software and optimized it, reducing data breaches and improving connectivity. In turn, security-minded professionals are coming together to develop solutions as Wi-Fi becomes faster, and remote working becomes more normalized.

4. Expedited Interview and Meeting Process

Interviews are not typically a speedy process, since it can be difficult to align calendars and objectives to ultimately find the perfect fit. Now, as things progress to rising digital communication, interviews that may have normally taken between 2-3 weeks have now been streamlined by remote processes. With today’s technology, the hiring process doesn’t have to require a huge time commitment as operations can be simplified with phone and video interviews. Businesses are transitioning to more remote working and hiring with virtual interviews that allow employers to gauge their presence and capabilities, online. Meetings are easier to schedule and have become more productive with these fast tracked businesses processes.

5. Virtual Hiring Process

Just as you are able to get a closer look at your candidate virtually, your candidate can closely examine their potential workplace through the same techniques. In addition to video and phone interviews, companies have begun to implement virtual facility tours, utilizing drones to create interactive video material. This innovative concept has been increased due to Coronavirus, however, it has proven to be an ingenious great way to integrate technology into the hiring process. Candidates can get an inside look into what their daily routine could look like, along with gaining a better idea of their potential workplace. This is easily achieved by using technology like GoPros and drones to record footage of company facilities, saving managers time by eliminating this part of the interview process - all while remaining safely socially-distanced. These tours also have the ability to expand further into cities, showing candidates what their personal lives could be like if relocation is required. The days of flying multiple candidates out for interviews only to end in  falloffs are over. With technology’s capabilities, you have the opportunity to better know your prospects and vice versa.

6. Refocused Marketing Efforts

Companies are rethinking their marketing strategies to create focused, dialed-in content that grabs attention. We have seen companies pivot overnight to deliver information that will help society understand the current market - describing what they have done, will do, or are doing to support others. COVID-covered emails and postings have flooded the market, offering relevant ideas and solutions to current industry problems. As companies adjust to this increased delivery of information, efforts are made to create branded marketing materials that help businesses stand out. America 2.0 will emphasize the creation of consistent messaging that allows consumers to quickly identify the brand, which in turn helps bring in more clientele. 

In business, change is inevitable. While these tough times are only temporary, these new norms that companies are adjusting to reflect the need for change and increased technology utilization. As candidates, employees, and working professionals, we have the ability to shape America 2.0 and its technology practices. These reformations we adjust to today will help us move toward a more streamlined and efficient model for businesses in the future.

7 Tips For the First Days of Your New Gig

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You’ve landed a new job, congratulations -- the hardest part is over! While surviving the interview process is something to celebrate, it’s important to keep up your A-game as you start your new role. Whether it’s applicants exaggerating on their resumes or employers overselling a role, it’s estimated that 20% of employee turnover happens in the first 90 days. 

But - no stress. They hired you for your abilities, and you should have everything you need to be successful! To ensure the best trajectory, read these simple ways to make sure that you make the most out of your first few days on the job. 

#1: Map out your commute so you can arrive early.

Arriving on time to work is expected, but arriving early shows your boss and colleagues that you’re serious about getting the job done. Make sure you map out the best route, account for traffic, and leave earlier than you think necessary to ensure you’re not left scrambling. Basically, live by the phrase “on time is late” until you get the hang of the new commute. 

#2: Dress to impress. 

Even if your workplace has a casual atmosphere, dressing nicer on the first day helps to make you feel like you’re fit for the job. The last thing you would want is to under-dress and stand out in that negative way. Wear something that you feel comfortable in and shows off a little bit of your personality, while still looking professional and polished. 

#3: Learn your coworkers’ names. 

The people you’ll be working with are going to be key for getting the lay of the land. They can help answer questions when needed and build your sense of morale for your time at the company. It’s important to learn their names and let them know you’re interested in getting to know them. After all, you’ll be spending quite a bit of time together from here on out. 

#4: Skip the sack lunch and go out to eat with your new team. 

Take learning the names of your coworkers a step further and invite them out to lunch on day one. This will help establish those key relationships from the very beginning and help you down the line. Ask your new coworkers about the culture, any tricks of the trade, or what they wish they had known on their first days. 

#5: Ask questions and take notes.

Your first day is going to be a whirlwind. Don’t be afraid to ask questions and write down anything that you think will be important in the future. Preparing questions as simple as, “What will be expected from me in my first 30 days here?” will help clear up any confusion with your responsibilities. You’ll be happy you asked for clarity, and your new supervisor will be impressed with your initiative. 

#6: Be courteous and grateful to everyone who helps you throughout the day. 

There will be a lot of established staff members taking time out of their days to help you learn the ropes. Make sure you are courteous of their time and thank them for helping you out. Sending a thank you email or, even better, writing a handwritten note to anyone who helps you out your first week is a simple gesture that can go a long way with making first impressions in your new role. 

#7: Smile and be yourself!

Being yourself is the most important aspect of starting a new career - you want to make sure that you’re the same person on day 1 as day 100. It’s important to not let the stress of a new job get to you -- they hired you for a reason! Taking the time to smile and let your personality come through on the first day is the easiest way to make a good first impression and smoothly transition into your new role.  

To make the transition even easier, Blue Signal goes beyond placements to provide new hire support, including offer negotiation, resignation preparation, company transition coaching, and further support throughout our candidate’s entire first year on the job. If you are looking for more support in that next step of your career, contact Blue Signal today to get a friend in the game, and make your next new role the best yet.

Blue Signal Goes Green

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This month, Blue Signal had the opportunity to send a few of its staff to enjoy all-access passes to the Phoenix Waste Management Open. The WMO is an annual week-long golf tournament that brings thousands of visitors to Arizona each Winter. Tickets included all-day entry to the Open along with unlimited food and drinks at the Blue Signal Suite at the 18th hole! 

Community involvement is a huge priority to us, and we take pride in being able to send our employees to events supporting a positive cause. The Waste Management Open promotes sustainability and effectively claims the title of “The Greenest Show on Earth.” Along with the tournament, spectators can participate in interactive kiosks and games to teach people how to recycle and compost. The community forum also hosts a group of sustainability experts, government and non-government organizations, and businesses to create an open dialog on being green.

Check out some of our pictures from the event below!

About Waste Management:

Waste Management, based in Houston, Texas, is the leading provider of comprehensive waste management services in North America. Through its subsidiaries, the company provides collection, transfer, recycling and resource recovery, and disposal services. It is also a leading developer, operator and owner of landfill gas-to-energy facilities in the United States. The company’s customers include residential, commercial, industrial, and municipal customers throughout North America.

About Blue Signal:

Blue Signal was founded in Chicago in 2012, and since then, has grown into a multi-million-dollar executive placement firm with offices in the Phoenix and Chicago areas. Blue Signal has established itself as the premier executive search firm within wireless/telecom, technology, and related industry niches.

At Blue Signal, we believe that hiring the right people is the best way to transform business. Our targeted, specialized searches deliver highly qualified professionals to meet every hiring need. Our team has decades of combined experience in finding the right people for each unique company culture and industry niche.

Our team works with both candidates and hiring managers to find the right fit. Contact us today to let us know how we can help.

Interview Tips – Downloadable Guide

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Companies often use interviews as the first step in the hiring process. An interviewer’s goal is to determine whether the candidate possesses the technical skills for the position, can speak to the desired qualifications and accomplishments, fits the company culture, and is truly interested in the opportunity. The candidate’s goal is to gather information about the role, company, and hiring manager while also trying to make it to the next step. From the first impression to the negotiation phase, it’s your job as a candidate to make sure you are properly prepared.  

The best way is to work with a recruiter - like the ones at Blue Signal - to help coach you through the process and give you even further insight into the company, the role, and what they are looking for. Even without this expertise, you can ensure a positive impression by following the interview tips outlined in the following download!

Download our 2020 Interview Guide
Interview Guide - 2020

If you are interested in learning more about what a recruiter can do for you as a candidate in the process, contact one of our experienced and discrete recruiters today to talk about the opportunities available for you. 

Blue Signal Gives Back 2019

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Blue Signal held the 2nd Annual Blue Signal Gives Back Initiative earlier this month. In keeping up with tradition, we gathered together to celebrate the team’s accomplishments and give back to the community. For an entire month, employees stepped up their game in a friendly competition where their work was rewarded with a donation to a charity of their choosing. 

All recruiters choose a nonprofit organization that’s important to them, and team up with members of the support staff. Each team is able to earn money through Send-Outs, Placements, various metric benchmarks, and company trivia. Trivia questions consist of surprising facts, photos and stories about employees - allowing everyone else to guess who fit the facts, and learn a little about each other along the way! Points are added up and converted to dollar amounts, awarding a dollar for each metric to the chosen charity. The team with the most “dollars” is awarded the dollars earned by all teams to donate to the charity of the winner’s choice. 

A quick recap of the competition: This year’s program ran from November 25th through December 25th. With the competition taking place around such a giving time of year, Blue Signalers were excited and eager to start earning points for their chosen organizations. This year, a huge part of the fun was getting to guess answers to the trivia questions! Some of our favorites were  “Who on our team once hiked 35 miles in 24 hours, some of which occurred overnight during a full moon?”, “Who on our team has hitchhiked from Scotland to Italy?” and “Who on our team was supposed to bring lettuce to a taco party, and accidentally brought a cabbage head instead of a lettuce head?”. These questions provided a lot of comedic relief during the workday and brought everyone closer together as a team.

At the 2020 Blue Signal Summit, Recruiting Manager, Ryan Walsh, was announced as the winner of the competition for the second year in a row! This year, the organization Ryan chose to partner with was the Smith-Kingsmore Syndrome (SKS) Foundation: a non-profit foundation dedicated to providing support and medical research toward children with SKS. With the combined efforts of the team, Blue Signal was able to donate a total of $2,052.50!

The SKS Foundation is very near and dear to Blue Signal’s hearts.  3 year old Jameson “JJ” Walsh, the youngest son of CEO, Matt Walsh, was diagnosed with Smith-Kingsmore Syndrome in early 2019. SKS is a rare genetic condition that can cause a wide range of medical, intellectual, and behavioral challenges. Early on, JJ had hearing loss and has undergone two cochlear implant surgeries to allow him to hear, which were a triumphant success! Despite his diagnosis, JJ is a happy and healthy boy and is making great progress with the help of the amazing medical support he receives. 

The Walsh family gathers together.
JJ Walsh with one of his favorite toys.

The Smith-Kingsmore Foundation strives to provide this kind of support to other families and contribute to educating others on the condition. Researchers are continuing to learn more about SKS and are working to help special needs families gain more understanding/earlier diagnosis. The goal is to better understand the characteristics and the differences of MTOR conditions like Smith-Kingsmore syndrome to be able to design well-informed treatment plans. 

The SKS Foundation gathers at a conference in October 2019.

More about the Smith-Kingsmore Syndrome Foundation: The SKS Foundation was established in 2019 as a non-profit foundation for children and families affected by Smith-Kingsmore Syndrome. The foundation is working to improve their quality of life by supporting cutting-edge research, collaborating with medical professionals, and strengthening community through worldwide awareness.

Donate to the SKS Foundation Here!

Blue Signal Summit, 2020

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The Blue Signal team kicked off our second annual Summit on January 10th which included a healthy mix of presentations and activities. The two-day event is a way to look back on the years’ achievements in recruiting and operations, and celebrate our success as a group. Friday included a 2019 sales presentation by Matt Walsh, Blue Signal Owner, and Sr. Managing Partner. Among the highlights, we overwhelmingly had our best year to date, bringing on 15 outstanding recruiting and support team members. We saw five employees receive well-earned promotions and recognized the overall growth the company has seen over the last 12 months after bringing in as much revenue as the previous three years combined! 

blue signal summit

Following Matt’s presentation, we kept on-theme with a game of Jeopardy which did not disappoint. The game, put together by Amber Lamb, Sr. Marketing Specialist, and Lacey Walters, Director of Operations, included challenging Blue Signal related trivia that had us all on the edge of our seats. It was fun to learn a little more about our colleagues, from this year’s highest biller, down to who owns which beloved fur baby. The only thing missing was Alex Trebek!

blue signal summit

We rounded out the day with a variety of bruschetta from Postinos, a few beverages, and a game of bags (or “cornhole”, depending on where you come from).

Not to be outdone, on Saturday, January 11th the whole Phoenix team gathered at the Gainey Ranch Golf Club for cocktails, dinner, and an awards ceremony. The beautiful setting offered a perfect backdrop for the night, which included a lot of laughs and a few sentimental moments as well.

blue signal summit

During the presentation, Matt gave out several awards and also recognized those that were promoted for their hard work and achievements this past year.

blue signal summit

Ryan Walsh

Promoted to Recruiting Manager. Ryan has been with Blue Signal for about a year and a half now and has already made a huge impact. Not only has he developed strong partnerships with phenomenal clients, but he also crushed his first-year numbers in the process. He’s also a go-to resource for support to anyone at the company, not just his own team – and he continues to achieve more and more in this leadership capacity. 

Amber Lamb

Promoted to Senior Marketing Specialist. As Matt said to the group, “Rockstar, killer, has that instinct,” and we all couldn’t agree more. Her tenacity and drive have earned her this role and we look forward to seeing many more exciting things from Amber down the line. 

Jonathan Lee

Promoted to Technical Business Manager. Jonathan started his career at Blue Signal in recruiting and soon realized he would be better served in a technical/operations capacity. He’s essentially carved his own path within the organization, demonstrating an insane amount of work ethic while remaining a constant source of support for the entire team. 

Trevor Gamble

Promoted to Senior Executive Recruiter. Trevor came out of the gates strong when he started with Blue Signal in January 2019 and never lost steam. Without prior recruiting experience, he picked things up quickly and brought an innovative spirit to the role and organization. Trevor aims to be not only a recruiter but an advocate for the candidates and clients he works with.

John Stuart

Promoted to Senior Executive Recruiter. John, as Matt aptly said, is a “hustler”. He rose to the top of the activity charts right off the bat and put in the time and effort to be dangerous in this role. While the fruits of that labor weren’t immediately evident, his drive and determination paid off. He finished the year as one of the top billing recruiters, even making placements from islands halfway across the world.

Another worthy milestone that Matt discussed is the 4-year work anniversary of Blue Signal’s Managing Partner, Jordan Lawhead. Jordan took a leap of faith, moving him and his wife from Illinois to Phoenix to help Matt build Blue Signal. We’re lucky to have a mentor like Jordan on the team who has seen how challenging the recruiting world can be but also how rewarding it is as well.

As we find ourselves already weeks into the new year, we look forward to scaling out the team, further expanding our reach, and making 2020 a banner year for Blue Signal.

A WAR FOR PEOPLE – AMERICA’S FIGHT FOR SKILLED WORKERS

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For years, there’s been a significant gap in the amount of job seekers and the amount of available jobs. Many people believe that this is due to an abundance of job seekers and not enough jobs. In actuality, reports show that job opportunities are at an all-time high, with the labor shortage leaving nearly 1.4 million roles open. 

For a consistent record of nearly 18 months, the number of open jobs has been significantly higher than the amount of people applying. According to data released by the US Department of Labor, there were 7.4 million job openings in June but only 6 million looking for work. So where are those 1.4 million people and why are they not being hired? 

US EMPLOYEES AND LACK OF SKILLS

According to the results of a new American Staffing Association Workforce Monitor survey by The Harris Poll, approximately 54% of Americans agree that adults aren’t getting hired because they don’t possess the necessary skills needed for the jobs they want. With jobs requiring more prerequisites than ever before, job seekers are simply not matching up to what companies are looking for. 

This continued trend of open jobs is not only limiting job seekers, it’s limiting employers. If not resolved, the skill gap is expected to branch across multiple industries and companies, affecting more than just the blue-collar and lower-paid industries. 

Approximately 54% of Americans agree that adults aren’t getting hired because they don’t possess the necessary skills needed for the jobs they want.

There are already more open jobs that people seeking work in nearly every industry. Some companies have resulted to raising pay, adding perks and eliminating restricting requirements like drug screening to fill their roles. But should that be the answer - employers lowering skill expectations to fill roles with subpar candidates?

EXPERIENCE AND THE SKILLS GAP

Another contribution to the increased amount of open jobs is the amount of baby boomers retiring this decade. Boomers account for over a third of the workforce, leaving millions of jobs in their wake till 2029. With the rise in retirement, Gen X, Millennial and Gen Z workers are needing to step up to make up for the shortage. This is compounded by lack of experience throughout the Gen Z and Millennial populations. These workers have little real-world experience and typically do not bring enough experience alone to make up for the older generation.

Although it is majorly believed that the skills gap is what is causing the labor shortage, others contribute it toward strict job requirements. It is believed that the millions of unfilled jobs are the result of outrageous employer skill set expectations. Data indicates that 61% of full-time entry-level jobs require at least 3 years of experience. This greatly limits college grads and people without degrees who may not have the ideal traits when you need experience to gain experience.

AN INSIDE LOOK

While there have been many studies about the long-term work and financial benefits to obtaining a college degree, recent college grads and people without degrees are affected the most by this skills shortage. Nowadays, a degree isn’t enough to score your dream job and desired pay. People with more experience are being paid more money with better benefits than those with/without a degree and limited experience.

Blue Signal had the opportunity to speak with recent Arizona State University graduate, Alexander Klampert, about his recent graduation and job search. He has been looking for work for a few months now, but to Alex it feels like a lifetime. When asked why he hasn’t found the right fit, Alex showed frustration with the advanced skill requirements for jobs he was seeking.

“There were a ton of jobs that peaked my interest and seemed like a good fit,” Alex stated. “But a lot of the jobs that were listed as entry level positions required years of previous experience.”

Although Alex does have previous internship and real-world working experience, his background does not compare to someone who has been working for years. Whether or not the skills gap is a result of too many strict background requirements or the simple lack of qualified applicants, it continues to be the common denominator.

A FINAL NOTE

The cycle of finding employees in a flourishing job market calls for a deep dive into required skills. In order to compensate for this gap, it’s expected that companies will need to start putting in more effort, time and money to attract the right candidates. Without distracting from the real work hiring managers are tasked with in their roles, recruiters can support this talent hunt with the expertise, market knowledge, and focus needed to find the perfect candidates. When taking advantage of the services recruiters have to offer, companies are able to find quality candidates without sacrificing the traits they desire in an employee. Recruiters have the time and experience needed to look past a resume, and to the real value a candidate could bring to a role. Although difficult to find, those people are out there. Recruiters use their entire 9 to 5 to dig through the under-qualified to find the qualified.

It’s more important than ever to take advantage of the resources around you and to not settle for employees with lower skills just to fill a role. This will result in high employee turnover rates and dissatisfaction, leaving companies right where they started. The job war occurring throughout America and its workforce is real, and it doesn’t seem to be coming to a resolution anytime soon. The skills gap may continue to widen, but those prepared companies that have invested in their talent searches will have a better chance of winning the battle, if not the war.

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Blue Signal Gives Back – Puppy Edition

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Blue Signal is proud to announce its second installation of the Blue Signal Gives Back Initiative, the Puppy Edition.

 

Earlier this year, Blue Signal launched its philanthropy initiative to give back to the community and to causes we were passionate about. Blue Signal takes pride in helping others, and the community we live and work in to make it a better place for all. The Blue Signal Team has a soft spot for their pups, so we decided to give back to animals still looking for their forever homes.

Blue Signal reached out to the Arizona Humane Society and volunteered to participate in their “Fur-Real Canine Play Day Experience.” On Tuesday, our team met with AHS members to deliver enriching activities to the pups at their Campus for Compassion location in Phoenix, AZ.

The Blue Signal team took the dogs out in the yard where we played with toys, spoiled the pups with treats, brushed their coats, and ran them around the agility course! We worked hard to get as many pups out and exercised as possible. All of these activities are designed to help keep the canines healthy, happy, and socialized until they find their furever homes! We had a blast meeting so many unique personalities and bonding with each other as well as with the pets!

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After some time in the sun, we went inside and put together several kitten care packages to help prepare AZ Humane for “kitten season” with litter and food. Our teamwork resulted in hundreds of ready to go bags for the bottle baby kittens.

Team Volunteer Packing

To learn more about the Arizona Humane Society and its Campus for Compassion facility, Volunteer Coordinator Caitlyn Quintanar gave the Blue Signal group a tour and explained their mission and some key initiatives. AZ Humane looks to end animal suffering and homelessness through the values of innovation, compassion, and excellence.  However, what sets AHS apart is their Ethical No-Kill Policy, meaning they never euthanize a pet for space or length of time. By implementing this visionary Ethical No-Kill Philosophy, Arizona Humane Society has saved an additional 80,000 lives in the last four years.

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In addition to this policy, AHS offers several services that many other shelters do not. From their Emergency Animal Medical Technician Program, to Mutternity Suites, AZ Humane is working to ensure that every pet gets the good life that they deserve. They work every day with the vision of ending animal suffering through rescuing, healing, adopting, and advocating for sick, injured, and abused animals.

Blue Signal was honored to assist such an amazing company and cause. At the end of the day, we spent some quiet time in the kennels with the dogs we met earlier and the difference in their mood was astonishing. These moments mean the world to a shelter pup in a kennel, so if you are interested in volunteering yourself or your group, we encourage you to reach out to Caitlyn and her team to explore ways to help!

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