The Future of Renewable Energy Jobs

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Are you equipped for the evolving landscape of renewable energy jobs? Renewable energy is transforming the job market of the future, creating new career opportunities, and shaping the skills and education needed for success. As the world shifts toward a more sustainable energy future, the demand for renewable energy jobs is on the rise. In this blog post, we'll explore the growing importance of clean energy careers, emerging trends in hiring and recruitment, and the top job opportunities in the industry. Whether you're a job seeker or a hiring manager, this blog will give you valuable insights into the ever-evolving renewable energy job market. Read on to discover how you can be a part of shaping the future of energy.

The Growing Demand for Renewable Energy Jobs

Renewable energy jobs statistic

The world is on a mission to reduce emissions, and as a result, a move towards clean energy is to be expected. In fact, the International Energy Agency (IEA) reported that “countries representing over 70% of global emissions today have committed to net zero emissions targets by mid-century.” As we rapidly shift towards renewable energy, the demand for skilled workers to operate and maintain clean energy equipment is on the rise. As reported by the International Renewable Energy Agency (IRENA), over 12.7 million people worldwide were employed in the renewable energy sector in 2020-2021, and this number is only expected to grow in the coming years, creating numerous renewable energy jobs. E2's latest report reveals that the renewable energy, energy efficiency and storage, grid modernization, and clean fuels industries employ more than 3.2 million workers in the United States. The IRENA predicts that by 2050, the renewable energy industry could employ as many as 42 million people worldwide, representing a significant share of total global employment. This growth can be largely attributed to government policies and incentives, which are driving investment in renewable energy projects and creating a favorable climate for businesses in the industry. According to the World Economic Forum, with the shift towards cleaner fuels and the inevitable decline in traditional energy sources, the renewable energy jobs sector is set to create new opportunities for skilled workers in the coming years.

Emerging Hiring and Recruitment Trends in Renewable Energy Jobs

As the renewable energy sector continues to gain momentum, hiring managers are facing a number of challenges in finding and retaining qualified candidates. According to Grid Beyond, the industry's relative newness and diversity of job titles and positions makes it difficult to identify and attract qualified candidates. Additionally, they report the demand for renewable energy jobs often exceeds the available supply, resulting in skills gaps that must be addressed. To meet these challenges, organizations need to be proactive in enhancing their talent acquisition strategies. This includes optimizing hiring processes, improving hiring efficiency, and providing training and development opportunities for both new and existing staff.

Moreover, emerging technologies and skills in the clean energy space are becoming increasingly important for organizations to consider when recruiting for renewable energy jobs. Data analytics, artificial intelligence, and cybersecurity are just a few examples of the cutting-edge skills that will be in demand in the renewable energy sector in the coming years. Partnering with a recruiter who is an expert on the industry trends for the emerging renewable energy space can be beneficial for companies looking to stay ahead of the curve and find the top talent they need to succeed. By staying up to date with these trends and developing comprehensive strategies for talent acquisition and retention, hiring managers can position themselves for success in the competitive renewable energy sector. In conclusion, the renewable energy sector presents both challenges and opportunities, and it is up to hiring managers to proactively address these challenges and leverage emerging trends to attract and retain top talent.

Top Renewable Energy Jobs of the Future

Top renewable energy jobs graphic

The renewable energy industry is expected to see significant growth in the coming years, creating a wide range of promising career paths for job seekers. According to Career Sherpa, some of the top renewable energy jobs of the future include solar photovoltaic installers, wind turbine technicians, energy storage analysts, energy engineers, land acquisition specialists, solar energy technicians, sustainability managers, environmental scientists, and information systems managers. These positions require various levels of education and training, ranging from technical certificates to advanced degrees, and demand skills such as problem-solving, critical thinking, and communication. Forbes reports that "Renewable energy jobs are booming across America, creating stable and high-wage employment for blue-collar workers in some of the country’s most fossil fuel-heavy states, just as the coal industry is poised for another downturn." According to the Washington Center for Equitable Growth, "Green jobs tend to be in occupations that are about 21% higher-paying than the average in other industries, with the pay premium being even greater for green jobs with low educational requirements." Although salaries and benefits may differ depending on job type, location, and experience, the demand for renewable energy jobs and the emphasis on sustainability suggest that they will provide competitive compensation and excellent benefits. As the renewable energy sector continues to evolve and expand, these top renewable energy jobs offer exciting opportunities for job seekers to become a part of a fast-growing industry that is helping to create a sustainable future.

Conclusion

In conclusion, the renewable energy industry is expecting unprecedented growth, opening new opportunities for job seekers and presenting exciting challenges for hiring managers. As we've seen, the demand for skilled workers in the sector is on the rise, and employers need to be proactive in their hiring and retention strategies to attract and retain top talent for renewable energy jobs. By partnering with a renewable energy recruiter, companies can stay ahead of the curve and find the best candidates for the job. For job seekers, now is the time to explore the many career paths available in the clean energy sector and invest in the education and training needed to succeed. At Blue Signal, we have a team of experienced recruiters who understand the unique challenges and opportunities of the renewable energy industry. Visit our renewable energy recruiting practice web page to learn more about how we can help you achieve your career goals or find the top talent you need to succeed in the industry. Together, we can shape the future of energy and build a sustainable world for generations to come.

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Recruiting Across Different Generations

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The Generational Divide: Recruiting Employees Across Different Generations

Today's workforce currently includes four generations: Baby Boomers, Generation X, Millennials, and Gen Z. With so many differing ideals and motivators, avoiding conflict and fostering cohesion between these age groups is essential. To create a robust and diverse workplace, examine your recruitment process, job advertising, employee benefits offerings, and internal culture to ensure that you’re attracting and retaining the best talent.

 

What Differentiates the Four Generations Found in the Workforce Today?

Generations are demographic groups arranged by birth years that are often defined and affected by significant cultural or historical events within their lifetimes. For example, the Greatest Generation (born in 1901 – 1924) lived through the Great Depression and World War II, whereas Baby Boomers (born in 1946 – 1964) had the 60s counterculture, civil rights movements, and the Vietnam War that set the tone within their lifetimes.

Technology and the internet are significant factors for the four most recent generations currently in the workforce. Boomers adopted technology as older adults, while Gen X (born in 1965 – 1980) was the first to have access to personal computers. Meanwhile, Millennials (born in 1981 – 1996) and Gen Z (born in 1997-2012) are "digital natives" who have had internet access for most, if not all, of their lives.

Differentiating the Four Generations

Recruiting Boomer, Gen X, Millennial, and Gen Z Talent

When setting up your digital recruitment strategy to attract diverse and talented employees, you'll want to reach your target audience where they are and keep job seekers' goals in mind while marketing the position to candidates. For generations across the board, you can feel free to forgo print media. Boomers might not be digital natives, but most have smartphones, and many are active social media users.

In addition to platforms like LinkedIn and third-party job boards, consider mobile and SMS advertising. Using various media tactics and communication channels such as social media goes a long way toward maximizing your recruiting potential across different generations.

 

Best Practices for Advertising Jobs & Benefits to Multigenerational Candidates

While there is no one-size-fits-all approach to enticing candidates with job descriptions and benefits, certain perks attract some age groups more than others. Appealing to job seekers by their generation can help you advertise your position and communicate to potential hires with exactly what your company has to offer.

Advertising Jobs to the Four Generations

Use the following list as a general guide to what each generation finds appealing in terms of work, company culture, and benefits:

Baby Boomers

Less concerned about company culture, most Boomers want to know about day-to-day duties and how their experience can contribute to the organization. They like to hear about the why behind decisions, and how the results of their actions will support company success. These job seekers are looking for stability, good healthcare benefits, and the potential for flexible hours as they get closer to retirement.

Generation X

Most Generation X candidates will be looking for growth opportunities as well as professional development and clear paths to promotion. Work-life balance will also be important as job seekers in this generation may be caring for aging parents or children. Healthcare and good retirement benefits have strong appeal for this group.

Millennials

Company culture and ethics are important to this age group. Most Millennials want to work for businesses they can believe in and trust. They thrive on social connection and want to work for companies with strong internal culture. Perks like working from home, free lunches, and gym memberships, in addition to affordable healthcare and flexible PTO, attract this generation.

Generation Z (Zoomers)

Much like Millennials, the ethics of your company will be important to Gen Z. They'll want the same perks as their Millennial counterparts and typically thrive in all-digital environments or work-from-home setups. Conversely, they will not pay much mind to company culture, as long as they are treated as equals amongst peers.

Hiring managers might not be able to offer benefits that appeal across all of these demographics. However, including the benefits and perks your company offers, providing insight into day-to-day work tasks, and adding an overview of your office culture in your recruitment efforts goes a long way toward attracting a diverse workforce.

 

Hiring the Right Candidate

When looking to add a diverse mix of people and generations to your company, the bottom line is that you want the best of the best in terms of talent. While tailoring your recruitment advertising to attract multigenerational candidates is essential, at the end of the day, you want the best person for the job. So regardless of a candidate's specific generation, look for the following traits and concepts when making a hire:

Preparation 

Regardless of a candidate's generation, job seekers should be informed and ready to talk about your company. Not only should they be able to give detailed answers about the business, its background, and its purpose, but good candidates will also have company-specific questions prepared for the interviewer.

Zeal

Look for job seekers who are genuinely interested in the position. Have they done any research into your industry? How are they keeping up with trends and technologies in this area? Employers can train skills, but you can't teach enthusiasm. Therefore, candidates who display eagerness and a drive to succeed in their field or career are ideal.

Suitability

Emphasizing company culture in an interview has two main benefits. First, noting the values and mission of your company will strongly appeal to Millennial and Gen Z candidates. Describing these dynamics and seeing how a candidate reacts can be very telling. Second, specific, detailed interview questions about how the candidate embodies or believes in these same values and mission of the business can help you determine which candidate is the best fit for your team. All the better if the candidate has questions of their own regarding culture, allowing you further insight into what their role would be in the team’s structure if brought on.

Initiative

Beyond training, potential employees need to be very self-motivated to fulfill their roles. Working from home and performing tasks with little supervision is the new normal, and employees will oftentimes have to figure things out for themselves. Asking interview questions about how candidates have taken initiative in the past or have thrived in a role with low supervision can help you make an informed hiring choice.

 

Best Practices to Support a Diverse Team

To support a multigenerational workforce, managers need to encourage a proactive office environment that promotes inclusion. By catering to different communication styles, offering two-way mentorships, emphasizing respect, and avoiding certain assumptions and stereotypes, companies can reduce conflicts due to different age groups in the workplace.

Support Diverse Generations Team

Varied Communication Channels

One factor that differs among all four generations is their communication preferences. For example, Baby Boomers often favor calls or face-to-face meetings, while many Millennials and Zoomers might prefer text or video chats. To bridge the gap and create a collaborative workspace, offer a variety of in-person meetings, calls, chats, email, and social media so everyone can use their favorite communication methods or explore new options.

Reverse Mentoring

Setting up two-way mentorships among people in different age groups has several benefits. The concept centers on both parties sharing what they know with one another without a power struggle. By pairing an older worker with a younger employee, one might gain insights from the other's extensive experience while inspiring a more tech-savvy approach to problem-solving.

Respect

Respecting workers regardless of age should be the cornerstone of your workplace culture. Acknowledging that both Boomers and Millennials have a wealth of knowledge and talent to bring to the table can break stereotypes. Placing value evenly among Generation X and Zoomers can encourage collaboration. Treating all generations as equals will strengthen relationships among colleagues.

Avoid Assumptions

Assuming what people want, based either on your own generational view or preconceived notions about others, can throw off the balance of your workplace. Instead of guessing that a younger worker might want more vacation time as a benefit rather than working from home, simply ask them. As an overarching rule of thumb, by talking with employees and finding out about which incentives/benefits, processes, or communication styles they prefer, you are more likely to retain your staff and avoid leaning into stereotypes based on age.

Mix Things Up

Fight the urge to group younger employees together with the assumption that they'll work well together or get along better. By allowing your office to settle into a natural mix, with younger and older employees working side by side, you can encourage communication and collaboration. Let workers find what they have in common on their own and discover the strengths that each individual and group brings to the table.

 

Beyond the Generation Gap: Life & Career Stages

Some studies suggest that the four generations' values and preferences really aren't that different, despite popular opinion on the matter. In fact, the Society for Human Resource Management (SHRM) suggests that career and life stages play a more significant role in workplace relationships and management.

For example, apartment dwelling Zoomers and Gen Xers who are single with no kids may have more in common, along with similar goals and needs, than a Boomer or Millennial with a mortgage and a family. A person's life stage is another way to define someone beyond their generation.

Similarly, Boomers who are changing careers and Zoomers fresh out of college both have to figure out how to navigate modern hiring processes and online interviews successfully. These employees may also seek out promotions to advance their new careers and increase their salaries. While appealing to the wants and needs of each generation can help recruitment, similar life and career stages often transcend differences between age groups in the workplace.

 

Resources for Recruiting Generations Across the Spectrum

Whether you’re looking to hire Baby Boomers, Generation X, Millennials, Gen Z, or just need the best of the best, leverage a recruiter. Recruiting firms are experts at navigating the constantly changing landscape of the job market. It’s a recruiter’s duty to represent people based on skill, looking beyond gender, generation, race, ethnicity, etc. When looking to create a robust and diverse workplace, consider engaging with a firm like Blue Signal to truly strategize your recruitment process, job advertising, employer branding, and so much more to attract and retain the best talent – no matter their generation.

 

About our Contributor, Hazel Bennett: Hazel Bennett is a freelance writer and blogger. She has a degree in communications and lives in Northeastern Ohio. Hazel loves writing about numerous topics and showcasing her expertise with words.

Winning the War for Talent in 2021

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

War for Talent: 4 Steps

Roll Out the Red Carpet

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

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

Be Flexible & Act Fast 

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

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

Step Up Digital Branding & Awareness

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

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

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

Invest in Training

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

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

Benefits and Incentives Job Seekers Actually Care About

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With the popularity of unique perks on the rise among employees, we know that the initial job prospect and salary are not the only things attracting job seekers to a new role. According to a study by Glassdoor, about 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. Common perks and benefits that companies offer include monetary perks, like bonuses; travel perks, like paid trips; and philanthropy, like charitable donations made in the employee’s name. Some companies are renowned for their extravagant employee perks, like Google’s free gourmet food, massages, fitness classes, and gyms. Social media management company, Hootsuite, offers a nap room and a yoga studio inside of their office building, while Facebook offers four-month paid parental leave with a $4,000 “Baby Cash” bonus. While these perks seem fun and inviting, we wanted to know, do employees actually find them as a motivating factor when deciding which  company to work for? Back in January, we asked our nearly 100K LI followers which perks are the most incentivizing — 79% of people voted for monetary perks, 18% voted for travel perks, and 3% voted for philanthropy. Let’s explore what this tells us about the current candidate pool and their driving factors.

Employee Benefits Poll Results

Monetary Perks - Like Bonuses

According to our LI poll, 79% of people chose monetary perks as the benefit they see most incentivizing from an employer. Monetary perks can be offered in various forms, such as performance bonuses, year-end/holiday bonuses, or periodic raises. The preference for financial incentives may be because money is a tangible reward for specific behavior - whether it’s achieving sales goals or completing a project. Financial benefits are also less restrictive than other perks (compared to company vacations or philanthropic donations), and give employees the freedom to spend their reward according to their choosing. Additionally, these benefits are often more sustainable than other trendy office perks. With more than half of the American workforce working from home due to the COVID-19 pandemic, in-office perks don’t hold as much value as they once did. Monetary perks can also increase productivity and inspire better morale. A 2018 study by Genesis Associates showed that 85% of surveyed employees felt an increase in motivation when offered a monetary incentive. When used as an added bonus, monetary perks can inspire healthy competition and stronger work ethic to attain a specific goal. Although financial incentives aren’t feasible for every company, implementing them in some way may be incredibly beneficial to your employees and new talent you’re looking to hire.

Travel Perks - Like Paid Trips or Unlimited Paid Time Off

While monetary perks are fairly commonplace, travel perks such as paid trips or unlimited paid time off are more rare. According to the Journal of Economic Psychology, "when given the choice in the abstract, employees generally choose cash rewards over non-cash rewards.” However, the benefits of vacation perks may be more valuable than its monetary counterpart. Vacation perks can significantly improve employees' mental health, help avoid burnout, and increase employee retention. It has been found that 75% of employees are experiencing burnout, largely due to not taking advantage of their paid vacation days. The U.S. Travel Association reported more than half of Americans (55%) are not using their paid time off, and consequently failed to use 768 million vacation days in 2018. Despite the unused PTO, the employees aren’t entirely to blame; companies often offer unlimited vacation time as an enticing perk up front but later guilt their employees for taking advantage of it, which further perpetuates the problem. To experience less burnout and higher employee satisfaction, companies need to offer flexible, shame-free vacation perks. 

Company vacations recognize the employees’ hard work and dedication to the company with a trip they may not have taken otherwise. For 18% of our LinkedIn voters, the gift of travel or vacation is appreciated more than money. Consequently, company vacations or travel incentive programs can increase productivity by 18%. The promise of a paid vacation can boost morale and lessen stress - which in turn, boosts productivity. Company vacations can almost promote team building by allowing coworkers to bond out of the office, in a less stressful environment. However, be cautious when building travel package rewards based solely on sales numbers, as it may be a deterrent for those in the company not directly involved in sales. Creating a similar contest, or implementing unlimited vacation time company-wide could be a valuable alternative. 

Philanthropy - Like Donations 

Employees are starting to pay attention to corporate social responsibility and how their current (or future) employer takes part. In 2016, Fortune Magazine published a survey of more than 2,000 workers that looked at the impact a company’s charitable gifts had on the workforce. They found that nearly two-thirds of Millennials were more likely to work for a company that gives to charity than one that does not. Corporate philanthropy includes companies from all industries, sizes, and sectors with a general focus on empowering communities, addressing global challenges, or protecting the planet. While participating in philanthropy checks off the box for some, others want to see how consistent the company is with backing up their mission. Employees are more likely to gravitate towards supporting causes that align with their personal values, and would like their employer to follow suit. Employers that push political agendas through philanthropy are less likely to be supported, and have the potential to cause internal (and external) backlash. Choosing a cause that is politically neutral and aligns with your employee demographic and interests is mutually beneficial to both employers and employees.

A great way to actively participate in philanthropy as a company is to create programs that employees can directly take part in. According to Givinga, “philanthropy programs that directly involve employees help create deeper connections and increase employee engagement.” When employees’ values align with the organization their company is supporting, they are more likely to be involved. Our team at Blue Signal participates in Blue Signal Gives Back, an annual company-wide incentive contest that benefits the charity or nonprofit of the winner’s choosing. Giving back to the community is a shared passion among our employees, and each year we work to incorporate those values into what we do as a company. Even though only 3% of our LinkedIn followers voted for philanthropy, we believe demand for philanthropic incentives will continue to grow. Not only does participating in philanthropy support a higher cause, it can also help your company attract and retain top-talent.

Conclusion

Attracting the most skilled candidates will take more than a competitive salary and insurance package. In this candidate-driven market, today’s top talent is looking for those additional perks to sell them on your company. In addition to recruiting, all three of these perks are proven to improve employee engagement and retention. If you’re wondering which perk(s) to implement, try reaching out directly to your employees - sending out an anonymous survey to get direct feedback on what your employees would like to see can be greatly advantageous. Utilize this blog and our other employee retention tips to attract and maintain top talent at your company.

How 5G Will Revolutionize the Way You Do Business

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By now you’ve probably caught the buzz about this thing called 5G that’s coming to change the world… but what is it really? And what will it mean for your business once it’s here? 5G is the 5th generation mobile network and the new global wireless standard. 5G wireless technology is meant to deliver higher multi-Gbps data speeds, much lower latency, massive network capacity, increased availability, and a more uniform user experience to more users across the globe. Simply put, it’ll make your mobile connectivity faster and more reliable. This technology is a huge breakthrough in wireless tech and some industry insiders have gone so far as to say that the 5G network will be as revolutionary as the printing press, the automobile, and electricity. So the question is, have you thought about how your business will change? In this blog, we’re hitting on all the key features of 5G that will revolutionize the way you do business and how to utilize them most effectively.

Ability to Work From Anywhere

With the recent pandemic and the majority of the nation’s workforce working from home, the capability to connect wirelessly, from any location is more necessary than ever. 5G enables just that; making being chained to an Ethernet cable or within range of a Wi-Fi hotspot a thing of the past. With the power of 5G, users will be able to connect to high-speed connections from just about anywhere. Yes, anywhere. A recent study shows 62% of employees work remotely at least part-time and this number only continues to rise as more employers continue to enforce health and safety precautions. With the abilities of 5G, businesses will be able to allow even more flexibility to their employees when it comes to working locations. In turn, this creates a larger candidate pool as geographical location ceases to be a qualifier for employees. This ease of accessibility is sure to increase morale and create a more relaxed workforce.

Seamless Functionality

With 5G, not only will the connection be vastly available but the functionality will be seamless. Through its fluid capabilities, 5G allows not just remote work but virtual work. The difference? Users will be able to access data, communicate with co-workers, collaborate on projects just as seamlessly as if they were physically in the same room. Remote workers will no longer be held back by needing access to large amounts of data, or a brainstorming session interrupted by poor video connection and lag. Further, with the increased capability, running more advanced technology becomes a breeze. Businesses will be able to access and implement virtual reality, augmented reality, and AI technology into their typical work routines creating a more connected and technologically advanced environment.

5G to Increase Productivity Poll

Increased Productivity

The entire workforce is buzzing in anticipation of the impact 5G will have on the way we function. 91% of US organizations and 88% of small to mid-sized enterprises agree that 5G will increase productivity. As mentioned earlier, lagging connections and download speeds can really disrupt remote and in-office employees’ workflow and attention span. Significantly faster data speeds mean far lower latency while waiting for a file to load, a meeting to start, attachments to download, etc. A big contributor to slow or glitchy connections is an influx of users in a centralized area. 5G allows for up to a million devices per square kilometer, making high-speed connections seamless even in extremely high traffic areas. There is an overwhelming amount of both large and small impacts that will contribute to maximized productivity from every angle. Even something as small as improved energy efficiency will result in prolonged battery life on devices, eliminating time searching for a lost charger or an outlet in a crowded coffee shop.

Improve Company Communication & Culture

Especially in the current state of the world, having a strong company culture is more important than ever to keep employees engaged. Human connection and interaction is key to keeping a positive mindset throughout the office and even more so for employees working at home. Companies are hiring more remote employees, expanding across the country and even the globe. While this leverages several benefits, it also can create some challenges in developing an inclusive company culture and connected dynamic. All of the capabilities 5G will introduce into your business play a role in how you’ll connect and interact internally, no matter your organization’s geographical location. Trust us, boring conference calls will be a thing of the past as the potential of 5G innovations expand to holographic calling, enabling users to view 3D presentations with or without glasses, and interactive meetings utilizing AI technology. Why would you choose to use small chat boxes on computer screens when augmented and virtual reality connectivity will run seamlessly?

It’s clear to see that the power and innovation 5G is bringing will revolutionize the way people do business in a big way. Here at Blue Signal, we plan to utilize many of these advancements in multiple aspects of our business. One area we are excited to embrace is the ability to further empower our remote employees’ flexibility in where and how they work. Blue Signal has a long history of leveraging a geographically diverse team as we’ve had recruiters working from all over the country since our inception. The ability to further advance the way we communicate and engage with each other internally will be a huge initiative in the coming year as we look forward to continuing to nurture our tight-knit company culture. Additionally, the connectivity and seamless functionality of 5G will allow us to better serve our clients and candidates. As the recruiting industry continues to grow, we continue to stay committed to rising above the norm by utilizing the most effective resources, technology, and processes available to us. Reach out to one of our recruiters today to talk about what 5G advancements mean for your workforce and how you can capture these benefits.