Navigating the Manufacturing Workforce Evolution: Upskilling & Reskilling

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In the ever-evolving manufacturing workforce, staying ahead is key. As the industry undergoes rapid changes, this blog will serve as your roadmap, offering valuable insights into evolving skill requirements and career opportunities for both hiring managers and job seekers in the field. It will guide you through the latest trends in manufacturing, the critical need for upskilling and reskilling, and the invaluable role of recruiting companies in shaping a resilient workforce. Blue Signal Search's manufacturing recruiting practice is equipped with the expertise to assist you on this transformative journey, helping you make informed decisions and navigate your path effectively.

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Understanding the Manufacturing Workforce Evolution

The manufacturing workforce evolution is a dynamic landscape shaped by innovation and automation, driven by technological advancements and globalization. However, it also poses challenges, with the skills gap looming large as a pressing concern affecting companies of all sizes

Manufacturing workforce fact about the need to fill 4.6 million jobs by 2028 with an image of employees looking ahead in a factory.

According to the National Association of Manufacturers, manufacturers will need to fill 4.6 million jobs by 2028, underscoring the disconnect between the current workforce's skills and the demands of advanced manufacturing. Additionally, there's a perception gap regarding today's manufacturing industry, which often fails to highlight its dynamic, high-tech, and rewarding aspects.

Upskilling and Reskilling: Strategies and Importance

To thrive in this evolving manufacturing landscape, upskilling and reskilling are imperative. In the context of manufacturing, upskilling enhances employees' existing skills, while reskilling equips them with entirely new ones. These strategies are not only advantageous for employees seeking growth but also for employers looking to maintain a competitive edge. Successful upskilling and reskilling programs abound, demonstrate their effectiveness

2 manufacturing employees in the background of an informative graphic about the efforts the Manufacturing USA network of institutes is doing to address the skills gap.

To address the skills gap, the Manufacturing USA network of institutes is at the forefront of reshaping career paths in automation, robotics, AI, and data analytics. Their focus extends to retraining and upskilling the existing workforce while enticing STEM talent for the future. Through strategic collaborations with educational institutions and industry partners, these initiatives generate interest in manufacturing careers and equip workers with essential skills.

Challenges in Implementing Upskilling and Reskilling

Implementing upskilling and reskilling strategies is a crucial step in navigating the manufacturing workforce evolution. However, it comes with its fair share of challenges. Here are some common hurdles and effective solutions:

Budget Constraints:

  • Solution: Allocate resources strategically by prioritizing critical skill gaps and investing in high-impact training programs. Seek external funding opportunities or partnerships to supplement the budget.

 

Resistance to Change:

  • Solution: Foster a culture of openness and adaptability within the organization. Communicate the benefits of upskilling and reskilling clearly to employees, emphasizing how it contributes to their career growth and the company's competitiveness.

 

Limited Time for Training:

  • Solution: Implement flexible training schedules, including online and on-the-job training, to accommodate employees' work commitments. Break down training into smaller, digestible modules for easier integration into daily routines.

 

Manufacturing companies can overcome these challenges by embracing a culture of continuous learning and development. By prioritizing skill enhancement, organizations not only adapt to the evolving landscape but also create a motivated and skilled workforce prepared for the future.

The Role of Recruiting Companies in Workforce Development

Enter recruiting companies, valuable partners in workforce development. Collaborating with firms, like Blue Signal, can be a game-changer for hiring managers and companies navigating the manufacturing workforce evolution. They specialize in identifying and attracting top talent, making the hiring process more efficient and effective. The benefits of such collaboration are vast, streamlining recruitment efforts and ensuring a skilled workforce.

Blue Signal’s Manufacturing Recruiting Practice

Consider reaching out to Blue Signal's Manufacturing Recruiting Practice, your ally in this competitive hiring journey. Our team specializes in connecting manufacturing companies with the right talent, facilitating seamless adaptation to the evolving industry. Explore partnership opportunities with us to ensure your workforce remains agile and competitive.

Conclusion

In summary, the manufacturing workforce evolution is an ongoing transformation that demands attention and action. Upskilling and reskilling are the keys to success in this ever-changing environment. Embracing these strategies and partnering with recruiting firms like Blue Signal can empower your company to thrive amidst the challenges and opportunities of the evolving manufacturing workforce. Take proactive steps, invest in your workforce, and secure your future in the manufacturing industry.

Meet Stephanie Viboch

Stephanie Viboch, a Blue Signal expert recruiter, is dedicated to connecting candidates with opportunities that drive their careers forward. She specializes in recruiting talent for manufacturing, plastics, accounting & finance, and more! Stephanie is committed to helping candidates achieve their professional goals and find fulfilling job opportunities. Her expertise and dedication make her an invaluable asset in navigating the evolving manufacturing workforce. Connect with Stephanie to unlock your potential in the industry.

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Evaluating Your Executive Hiring Process: From Inquiry Through Offer

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In a recent interview Tim Ryan (U.S. Chairman, PwC) stated “The war for talent is over. Talent won.”; in addition, The US economy added a whopping 517,000 jobs in January. So where does that leave your executive hiring process and strategies? With countless options available to job seekers—from associates to executives—companies must provide a positive candidate experience to attract and retain quality employees.

“The war for talent is over. Talent won.” - Tim Ryan

When a candidate applies for a job, they are not just looking to join your organization; they are also forming an opinion of your company. In fact, according to CareerBuilder, 78% of candidates consider their hiring process experience as a reflection of how their potential employer values its people. Unfortunately, most companies often leave out key steps that demonstrate respect for candidates or fail to communicate in a timely manner throughout the executive hiring process. As experts in the executive hiring process, Blue Signal understands why it is important to create a positive and effective experience that speaks well of your company.

The Candidate Experience is Everything

Your executive hiring process is a direct reflection of your organizational values and culture. If you have an efficient and organized hiring process, you demonstrate respect for potential employees’ time and are more likely to attract high-quality talent. On the other hand, if the process drags on for months with no response or feedback from your company, it sends a message that you don’t value employees or customers enough to invest in them. Make sure your executive hiring process aligns with these expectations. For instance, if you promise quick response times and fail to deliver on those promises, it can damage your reputation as an employer.

Communication is Key

One of the most common mistakes made in the executive hiring process is lack of communication with prospective employees. In the two (or more) months following their application, 52% of applicants received no communication regarding the position. Candidates should be kept up to date on the status of their application throughout the entire hiring process—from initial contact through the final decision.

Communication is Key

Be Responsive, Transparent, and Honest

Transparent communication begins as soon as the job description is written. Candidates are more likely to apply for a position when they understand expectations. This means that your company culture, expectations for performance, and—ideally—compensation need to be clearly communicated in your job descriptions. After applying, candidates should never feel like they are ignored during the executive hiring process. They should always know if there are delays or changes in the process and be notified promptly if so. When it comes to giving feedback about job postings or applications, honesty is always the best policy. Providing constructive, yet transparent, feedback helps build trust between your company and those seeking employment with you. This can go a long way towards improving your company’s reputation and executive hiring process.

The Power of Word-of-Mouth Referrals

According to one survey, 72% of candidates said that they would be more likely to choose an employer based on word-of-mouth feedback from a friend or family member who had already worked there. This means that if you treat candidates poorly throughout the hiring process, those experiences will be shared with others and could significantly damage your reputation as an employer. Alternatively, candidates who have a positive experience are more likely to refer others to your organization, and they may even be more likely to accept a job offer if one is extended. Like any other company, word-of-mouth referrals are crucial to Blue Signal’s success. It may even be a good idea to take a page from our playbook and create a place online for client testimonials or employee testimonials to boost your company’s branding, and provide more information for job seekers when researching your company.

Making Your Executive Hiring Process More Efficient

It’s not just about providing a better experience — having an efficient executive hiring process can also reduce costs and improve time-to-hire metrics for your organization. The application process should be easy for candidates to follow and understand—not just for them, but also for recruiters managing multiple applications at once. The more streamlined and user-friendly your application process is, the more likely candidates will be to complete it, causing less frustration for hiring managers.

If possible, consider implementing electronic forms that can be filled out digitally and submitted quickly with minimal effort on both sides. Investing in automation tools like applicant tracking systems (ATS) can help streamline processes while simultaneously improving the overall user experience for applicants – resulting in greater efficiency and cost savings for your company over time. An ATS can help you keep track of candidates, manage job postings, and automate some of the administrative tasks of the executive hiring process.

Making Your Executive Hiring Process More Efficient

Curious what to avoid throughout the executive hiring process? Check out our previous blog on common mistakes companies make during the interview portion of the hiring process here.

Improving Your Employer Branding

Employers should always think about how their brand is being represented during the executive hiring process — from job postings through employee onboarding — and strive to create an authentic connection between prospective employees and their organization. It’s also important to keep in mind that today's job seekers are well-informed about companies before they even apply. Before applying for jobs, 75% of applicants will review the company's reputation. They will research how quickly you respond to applications, how often people in your organization are promoted, what kind of benefits you offer, etc. Therefore, it is crucial to generate engaging content that shines a spotlight on the benefits of your company, so job seekers experience a positive interaction even before applying.

Improving Your Employer Branding

Additionally, you can use feedback surveys after interviews or onboarding new hires, so that candidates can leave constructive feedback about their experiences throughout the hiring process. This can provide valuable insights into where improvement is needed in terms of communication or other aspects of the hiring process. These surveys will provide critical information to influence the improvement of your executive hiring process.

Looking for a partner in the hiring process? Contact Kelsey Campion!

Your executive hiring process says a lot about your company culture and values—so make sure it reflects those things in a positive light! Investing time into creating an efficient and respectful hiring process will ensure that your company stands out from others when it comes to recruiting top talent.

Automation tools and employer branding can help streamline processes while simultaneously improving the overall user experience for applicants, as well as help build relationships with potential hires before they even apply. By taking these steps you'll be ensuring that everyone involved in the executive hiring process has an enjoyable experience.

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.

8 Questions Successful Managers Ask Before the End of the Year

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The end of the year is filled with annual performance reviews, P&L reports, end-of-year budget meetings, a never-ending to-do list, and a thousand other holiday errands. As busy as the end of the year wrap up may be, the opportunity of a fresh start and a new strategic perspective on the coming year is something all leaders should take advantage of. That being said, good business strategy cannot be reduced to a quick planning meeting. It is important to prioritize the time to self-reflect and ask yourself the right questions, because the strategy you plan now has a direct and lasting impact on what your next year will look like. Palena Neale emphasizes that it is vital that leaders make time to reflect on the past year in relation to business goals, actions, values, successes and, of course, their "best" failures.

As you sit down to review the last 12 months and begin planning future strategies, it’s common to feel overwhelmed and left asking, “where do I start?” We’ve gathered a list of the top eight questions successful managers ask before the end of the year to ensure you get started on the right track in the year ahead. These questions are designed to zero in on the important things that tend to get overlooked in the holiday haste. As a best practice moving forward, you can also implement opportunities to review and follow up on these questions quarterly. Checking in on these main ideas will lead to a more realistic view of the overall year and in turn be a more productive use of your time.

8 Questions Successful Managers Ask Before the End of the Year

Question #1: How would I Summarize the Year?

Looking back on the entire year can seem daunting but it’s a great first step in your reflection process. Take a step back and review the past year as a whole. How would you summarize the outcome? Check in with the business goals you had set for the year and see what was met and what fell short. Take this time to dive into the overall performance of your team, individual employees, and most importantly, yourself as a manager.

When looking at the overall performance as a team and individual employees, it’s important to remind yourself to humanize the workplace. It’s okay to report on highs and lows of the year and have open conversations around both. Collaborate with your team about next steps and break down the work that comes from it. When evaluating yourself, don’t be afraid to be brutally honest and truly look for areas of improvement. Once you gather your findings in each area, ask yourself what you can learn from each. List out clear takeaways that you can turn into actions items to accomplish in the future.

Question #2: Where was the Majority of My Time and Energy Spent in 2021?

Pull research and look back to find where your time was allocated the most and where it was lacking in the past year. Are these findings sustainable going forward? Do they make sense in relation to your business goals? When looking at how time was spent, try to pinpoint what caused stress and be aware of signs of burnout.

Stress in leadership can lead to more negative effects than just personal wellbeing – businesses in the US suffer a $300 billion loss every year because of workplace stress. Additionally, almost 60% of leaders reported feeling tired at the end of each day, which can be an indication of burnout. One recent survey found that 44% of leaders who felt worn and used up planned to move to a new company in order to advance their careers. When deciding how to disperse your time, remember that when you’re at your personal best, the company can succeed. Inga Bielińska, a coaching and consulting mentor, recommends looking at the coming year’s agenda and planning for family events to participate in, friends’ reunions or routine outings to go to, winter holidays, summer holidays, and regular “me time” to help combat stress.

Question #3: What Areas Can I Take a Step Back From?

According to a recent survey, developing the next generation of leaders is the top challenge for 55% of CEOs. In most cases, taking a step back will create the opportunity to delegate tasks and responsibilities to those who are ready to step up in the company. This allows you to encourage individual growth on your team and it frees up your time for overall business development opportunities. It’s a win-win. Remember it’s your team who has led the company to its success so far. Trust them to take on more responsibility and show you what they can do!

Once you identify areas you are able and willing to delegate, set aside the time and resources you’ll need to properly train the individuals taking them on. Avoid throwing anyone in the deep end and make sure they are confident in their new role and expectations. Additionally, schedule future meetings to follow up on how things are going after team members have had time to settle into those new responsibilities. This will allow them the opportunity to ask questions and will ensure you are both on the same page moving forward.

Question #4: Where am I in My Personal Five-Year Career Plan?

This is the time to be a little selfish. Just as you would evaluate business performance, it’s equally important to conduct personal evaluations. Check-in with yourself and your business goals – more specifically, where you are in your 5-year plan. You can do this by conducting a personal SWOT analysis and looking at it from a technical standpoint. Loren Margolis, from Training & Leadership Success LLC, suggests asking yourself questions such as, "What are my top leadership strengths and weaknesses?", "What are my growth opportunities?", and "What are the internal (mindset) and external (marketplace) threats to my success?"

In the same sense, take this time to revisit your long term goals. When answering these questions, you’ll determine if you’re on track with your goals and certain areas that need more attention. Remember that all goals are works in progress and you can add and adjust them based on where you are today. Once you’ve reflected and updated, you’ll need to develop an actionable plan to continue on the path to meeting those milestones.

Question #5: How is Overall Employee Engagement?

Once you take a look at your personal progression, the next step is to do the same for your team. This starts with evaluating employee engagement. Studies show that 78% of business leaders are focused on improving their engagements with employees. In turn, engaged employees outperform their peers that are not engaged – and overall, companies with high employee engagement are 21% more profitable. A good place to start asking the right questions is during employee performance reviews. G. Riley Mills, from Pinnacle Performance Company, shares that “despite common conceptions about workers receiving performance-based feedback, research shows that they not only want it, but they also want to give it to you. A whopping 65% of workers want more feedback – and that number swells to 80% for younger workers (76% of which also want to give their bosses feedback).”

Before the new year, carve out the necessary amount of time to meet with employees one-on-one to touch base. Take this opportunity to notice anyone starting to show symptoms of burnout, or those who need more of a challenge. Be sure to set the necessary follow ups to discuss next steps and note who will need more attention in the coming year.

Question #6: What Gaps Does the Team Have?

No team is perfectly balanced all the time, especially when the company needs to make changes to stay competitive – and that’s okay. When looking for gaps, it’s easiest to tackle this separately from performance reviews. Individual annual performance reviews are critical, but they don’t give a holistic, big-picture view of a team. Meet as a team and create an open discussion regarding where employees are noticing gaps – be open to feedback.

Once identified, categorize them by priority. Which gaps are the most important to close and which are less urgent? Analyze what it would take to close them, such as incentives for the team to work harder, redistributed duties, improved technology, new hires, or more training. Prioritize which gaps to close based on projects and available resources. Oftentimes this can lead to the realization of necessary budget increases for departments. Going into that discussion with this tangible analysis can help increase chances of approval.

Question #7: What Technology Changes are Around the Corner?

Automation, smart devices, IoT, cloud computing, and other advances are changing the landscape very quickly, even in businesses outside the technology industry. No matter the industry, ask yourself how you will remain innovative in the near future. As remote work has taken off in the past two years due to Covid-19, technology and processes have advanced quickly to meet the communication standards among teams working across the country. Many businesses have identified software, programs, and devices to implement or better utilize for reliable internal communication, streamlining processes, remote work, etc. The innovation of 5G has brought a particular shift in advancing technology we use daily.

More specifically – cybersecurity has proven to be more important every year. It’s crucial to keep teams up to date about what skills they need to stay competitive. Additionally, pay attention to market trends throughout the year – last-minute technology upgrades are never convenient or cheap. After you reflect on these points, you may find it’s time to hire new IT professionals or teams to manage internal technology advancements. Remember that Blue Signal can help!

Question #8: What Would a Successful 2022 Look Like to Me?

After all the self-reflection and input from the team, the last step is to set business goals and intentions for the year. The hardest part of goal-setting is being realistic. Keep in mind – not all dreams should be goals. A great place to start when mapping out your business goals is to ask yourself what will stay the same, what will change, and how. All of these answers should lead to insightful follow up questions and provide you with the necessary steps needed to plan for success.

When setting these intentions, it’s important to focus on hard numbers and actionable projects. In turn, this helps outline expectations and clearly communicates what considers a goal complete. The best goals have benchmarks and key performance indicators to measure success along the way. A great tip is to dig up your previous business goals - not just from this last year, but 3-5 years back - and look for trends. Look for similar, overly ambitious goals you tend to make year after year and decide how to make them more achievable or choose to scrap them altogether. If you find yourself getting stuck and unsure of what’s important, ask your team for input! This will ensure all department’s individual business goals are represented in some way when it comes to the company’s future plans.

Once you’ve settled on your goals – memorize them. Throughout the year you should be able to clearly visualize what you’re going to accomplish – almost manifesting the outcome. Share company business goals with your team as well and remind them to refer back to them often.

In the busy month of December, it is easy to get buried in small tasks and miss critical opportunities to get ahead in the coming year. Optimizing these questions can help you stay organized and zero in on important business goals and action items to take. When reflecting, remember to celebrate the wins as a team and try not to tread on the goals you didn’t hit. A new year is the perfect opportunity to clean the slate and start fresh with an ambitious mindset. Alexsys Thompson, from Alexsys Thompson Intl., states that “as a leader reviews the wins and losses of the previous year, it is powerful to revisit the wins that were experienced, and acknowledging the misses through story will help ensure lessons are taken forward as valuable learning experiences.”

As you build out your 2022 strategy, remember Blue Signal can be a vital resource! Our seasoned recruiters can partner with you to help answer these questions and deliver action items related to hiring to hit your business goals in the year to come. Contact our qualified team of recruiters to learn more about the wide range of services we offer.