Blue Signal Search

Engage. Connect. Hire.

  • About Us
    • Stats
    • Blog
    • Awards
    • Diversity & Inclusion
      • Letter from our CEO
      • Women of the Workplace
    • Giving Back
    • Blue Signal Pets
  • Services
    • Retained Search
    • Contingent Search
    • Engaged Search
    • Staffing
    • Recruiting as a Service RaaS / RPO
  • Industries
    • Wireless & Telecom
    • DAS & Small Cell Wireless
    • Internet of Things (IoT)
    • Cybersecurity
    • Sales & Business Development
    • Information Technology
    • Finance & Accounting
    • Emerging Technology
    • Engineering
    • Cloud & Managed Services
    • Manufacturing & Industrial
    • Human Resources
    • Lighting
    • Marketing
    • Logistics & Supply Chain
    • Plastics and Packaging
    • Food & Agriculture
    • Medical & Healthcare
      • Hospitals & Healthcare
      • Biotechnology
      • Lab Diagnostics
      • Telehealth & Telemedicine
      • Medical Devices
      • COVID-19
    • Veteran Recruiting
    • Legal Recruiting
    • Nonprofit Recruiting
  • Clients
    • Our Search Process
    • 12-Point Interview Process
    • Recent Placements
  • Candidates
  • Search Jobs
  • Contact Us

How to Approach DEI with a Remote Workforce

March 11, 2022 by Sam Kotowski

Over the last two years, businesses have shifted to a remote or hybrid work model as a result of the pandemic. Remote work has sky-rocketed in priority among job seekers, proving to be a top hiring trend that’s here to stay. Similarly, diversity, equity, and inclusion (DEI) has increased in priority for candidates. Recent studies have shown 2 out of 3 candidates seek out companies with diverse workforces, and 47% of candidates actively look for DEI when considering future employers.  

While DEI efforts appear attractive to job seekers, it also brings unparalleled benefits to the company. Companies that incorporate DEI into their workplace see higher levels of engagement, productivity, and innovation. According to Deloitte, millennials are 83% more likely to be engaged at work at inclusive companies. Additionally, inclusive companies earn 2.3x more cash flow per employee. Although implementing DEI may seem like a no-brainer, it can be daunting with a remote workforce. Not sure where to start? Follow our tips below on how to approach DEI with a remote workforce. 

Reflect on Your Current DEI Efforts 

Graphic titled "Reflect on your current DEI efforts" with 5 questions listed below. Backround image of coworkers putting their hands together in a group.

What Do Your DEI Efforts Look Like Today?

All companies’ DEI efforts have to start somewhere. Before jumping into implementation, take a moment to reflect on your company’s current DEI efforts. Do you have an established DEI practice? If you don’t, you can look at how similar companies are implementing DEI into the culture of their remote workforce. At Blue Signal, our DEI practice focuses on championing diversity efforts and actively working to educate our internal recruiters, hiring managers, and candidates to ensure the hiring experience is free from discrimination and implicit bias. Examples of our DEI efforts include companywide trainings, seminars, and other educational activities. However, there is no one-size-fits-all guide for DEI. Take a look at the companies around you and use them for inspiration for establishing your own practice. 

Who's Involved? 

Next, reflect on who’s involved in your DEI efforts. Is the Human Resources team or DEI committee doing all the heavy lifting? It may be inauthentic to your brand if you’re not practicing what you preach. DEI efforts need to extend beyond the designated committees as the only representation. It’s important to have all aspects of the business involved, so that DEI efforts are fully assimilated into company culture.  

Similarly, look at how your leadership team is involved. As the faces of the company, the leadership team needs to be at the forefront of company-wide initiatives, especially when working remotely. Lack of buy-in from your leadership team will reflect a lack of participation from the rest of the company. Leaders can participate through hosting virtual meetings, guiding activities, or sharing their commitment to DEI through a statement or presentation. For example, Blue Signal’s CEO Matt Walsh wrote and distributed an important message on diversity. 

Now it’s time to look at your remote workforce. Do they play an active part in your DEI efforts? To ensure your DEI efforts go beyond a company statement, it’s crucial to engage your remote employees. Spurring participation can be tough without an in-person setting, as people are heavily influenced by those (physically) around them. However, you can get your remote employees involved through virtual training, discussion boards, online seminars, or activities. To involve our remote workforce, Blue Signal has held virtual DEI certification trainings, created employee-led groups, and given back to underrepresented groups in the community through philanthropic donations. 

Is Your Management Team an Accurate Reflection? 

Finally, how does your management team reflect your DEI efforts? Despite diverse management teams leading to 19% higher revenue, 78% of employees who responded to a Harvard Business study said they work at organizations that lack diversity in leadership positions. When looking at your management team, do they represent diversity in age, gender, and/or race? If not, make a plan to address that and begin to implement DEI into your hiring practices. 

Implement DEI into Your Hiring Practices

Diversity, equity, and inclusion in hiring is more than hitting a quota. To foster a more diverse and inclusive remote workforce, it is crucial to implement DEI into your hiring practices. Consequently, setting up a diverse hiring team should be the first step in revamping your hiring and recruiting processes. This ensures DEI efforts start even before employees join the team.  

Graphic showing a flow chart with ways to implement DEI into your hiring practices

Recognize Unconscious Bias 

During the hiring process (both remote and in-person), hiring managers should be aware of their unconscious bias. Unconscious bias, or implicit bias, refers to the negative attitudes or stereotypes about a group of people that impacts an individual’s understanding, actions, and choices unconsciously. According to BrightTalk, “79% of HR professionals agree that unconscious bias exists in both recruitment and succession planning decisions.”  

Understand Microaggressions 

As a result of unconscious bias, microaggressions can occur. Microaggressions are brief verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults to marginalized individuals and groups. Both unconscious bias and microaggressions are forms of discrimination that can hinder the hiring process. 

Increase Personal Awareness 

Increasing awareness through education and training can help prevent unconscious bias and microaggressions altogether. Harvard University offers free online tests to uncover implicit bias, with topics spanning religion, race, sexuality, appearance, and ability. Hiring managers that are aware of these factors within themselves will be able to better implement DEI best practices into the hiring process. 

Look for “Culture Adds” 

In addition, hiring managers should look for candidates that are a “culture add” rather than a culture fit. “Culture adds” are potential employees that could add to the existing culture by bringing their diversified ideas and experiences, rather than mirroring it. Looking for those candidates that will build on to your culture will eventually result in more diverse teams. Ultimately, implementing DEI into your hiring practices will set the foundation for a diverse and inclusive workforce. 

Provide Resources 

Whether you're a veteran in the DEI space or just learning about it, resources can greatly benefit your DEI practice. Providing resources can encourage employees no matter where they are in their personal DEI journey. However, with a remote workforce, it can be difficult to gauge where each employee is in their journey. Through one-on-one discussions or surveys, you can assess each employee and provide them with apt resources; such as online article libraries, DEI newsletters, infographics, or quarterly book clubs. It’s important to have resources that are readily accessible and at every level of experience.   

Companies can also establish groups or forums where diversity, equity, and inclusion are promoted, encouraged, and can be discussed. Our employee-led group, Blue Signal Search Women of the Workplace (BSS WOW), serves to promote the education, connection, and empowerment for women (and those who support women) and their contributions to the broader goals of Blue Signal and beyond. BSS WOW meets virtually bi-monthly, covering complex topics on diversity and inclusion, biases, intersectionality, discrimination, privilege, and more. This resource has positively affected the remote culture at Blue Signal and has increased involvement in other companywide DEI efforts.  

Watch the video below to hear from some current members about how BSS WOW is breaking biases, how it's impacted company culture, and what they’ve learned from the group. 

Embed DEI into Your Remote Culture 

DEI is not a single initiative, but an element that should be embedded into your company culture. In the age of working from home, new obstacles arise daily – but a remote workforce doesn’t have to be one when implementing DEI efforts. You can still implement initiatives and activities virtually. Consequently, embedding diversity, equity, and inclusion into your remote culture will bring unparalleled benefits in maintaining connections. 

When dealing with a remote workforce, the aspect of inclusion is especially prominent. According to Gallup, the biggest struggle among remote workers is “loneliness,” as remote environments can leave employees feeling isolated. Thus, establishing a sense of belonging through inclusion efforts is incredibly important. One way you can do that is by aligning company values and DEI goals with remote employees. Giving employees opportunities to provide input and help improve the company will create a deeper connection to the company, which in turn creates stronger employee engagement. However, make sure that all voices are equally heard. Establishing an anonymous DEI suggestion box could help mitigate people feeling pressured to give feedback based on being the token representative. 

In addition to establishing a sense of belonging and increasing employee engagement, embedding DEI into your remote culture can improve innovation. Inclusive companies are 35% more likely to outperform their competitors, and 1.7x more likely to be innovative. Furthermore, 74% of millennial employees believe their organization is more innovative when it has a culture of inclusion. Not only will embedding DEI into your culture ensure the continuity of the efforts, it will drive your company’s success.  

Conclusion 

Diversity, equity, and inclusion is a marathon, not a sprint. If having a remote workforce makes the process seem daunting, start by reflecting on your current DEI efforts. If your practice is not already established, look to similar companies and take inspiration from them. Then, strategize ways to implement DEI into your hiring strategy, as your company should be a reflection of diverse hiring. After assessing where your company is with DEI, make sure resources are readily available and varied. Finally, ensure the continuity of DEI by embedding it into your company culture. This will result in an increased sense of belonging, innovation, and engagement among remote employees. However, good leaders and companies should always be open to evolving and adjusting, as these essential factors will continue to transform as understanding deepens and needs change.  

As recruiters, we play a key role in advancing and promoting workplace diversity, equity, and inclusion. If your company needs help with DEI recruiting support, strategy, or implementation, reach out to us today.  

Filed Under: Blog Posts, Staffing Tagged With: blog, company culture, D&I, DEI, DEI Resources, Diversity, Diversity and Inclusion, Diversity Inclusion Equity, Equity, hiring, Hiring Practices, Inclusion, remote workforce, staffing, WFH, Work from Home

Illuminating the Right Talent: The Future of the Lighting Industry

November 17, 2021 by Aylish DeVore

The initial boom of the lighting industry began with fluorescent lighting in the 1930s and 40s. Since then, the lighting industry has expanded and transitioned into a much higher technical and innovative field. LEDs dominated the lighting industry in 2020, sweeping 61% of the global lighting market. According to Mordor Intelligence, the LED lighting market was valued at $75.81 billion last year and is projected to grow to $160.3 billion by 2026.

Seasoned by 80+ years of evolvement, the lighting industry continues to innovate and expand market reach across almost every industry you can name. Lighting is in everything, everywhere, and affects everyone in all aspects of our daily routines. As we’ve come to rely on and expect this advanced technology, it’s often easier to overlook this market as one of the driving forces of innovation. One of the key advancements we’re seeing in the lighting industry is its entrance into the digital world. The lighting industry is stepping into the spotlight across the technology industry. Key companies and manufacturers are taking advantage of the use of lighting; digitally, wirelessly, and sustainably. The lighting industry as a whole is moving beyond its traditional purpose of illumination and adding value to tangible aspects of our, technologically advanced, new world.

Future Tech in the Lighting Industry

Technology that will Shape the Future:

Augmented Reality (AR) & Virtual Reality (VR)

In the near term, the global AR/VR market is expected to grow by $125 billion in the period from 2020‒2024, according to research firm Technavio. As our digital world continues to advance into further capabilities of augmented and virtual realities, the lighting industry will evolve simultaneously. Beyond video gaming and entertainment use cases, virtual reality (VR) is on track to be utilized across a wide range of industries – vastly impacting the way we do business. For example, a lighting designer could sit down with a potential client and physically show how various lighting options would look like at a job site through augmented reality.

This same concept would be transferable across all industries and increase efficiency – leading to less waste, less downtime, and less confusion when delivering a product or service. To advance to this space, technology will need to continue to advance within the lighting industry. Innovations such as liquid-crystal displays (LCDs), digital light processing (DLP), and liquid-crystal-on-silicon (LCoS) lighting have built a strong foundation but individually lack in certain areas. The jury is still out on which innovative solution is to come, but the advancement is inevitable.

Machine Learning (ML)

As we venture into the possibilities of creating fully virtual worlds, lighting technologies are bound to play a major role in the way we create a life-like experience using imagery. But before that can come to fruition, data collection and machine learning (ML) will set the stage. The lighting industry will rely on this technology to further advance products through the collection of learned data and routines. The data collected by an all-digital lighting infrastructure is essential for diagnostics and root-cause analysis. The ability to detect and minimize premature wear out or system failures becomes essential when implementing lighting technology into critical devices – such as those in the healthcare industry. Further, the ability to digitally learn patterns and routines within homes and businesses will increase sustainability and cost-saving features by conserving energy during downtime.

Internet of Things (IoT)

In today’s day and age, we rely on the internet to be connected in most of our devices and throughout our daily routines. By no surprise, the Internet of Things (IoT) industry is booming with no sign of slowing down. This has made it a key player in the advancement in the lighting industry. Since lighting is used all around us, IoT enabled lighting advances the development of connected systems. This collaboration of two industries is further enabling smart buildings and devices we use in offices, businesses, and homes. Implementing IoT enabled LED lighting in every room of a building helps create smarter buildings and cities, enabling countless capabilities.

A particular market that is on the rise in the lighting industry is human-centric lighting (HCL). HCL is defined as light that mimics natural daylight throughout the hours of a day that in turn allows our bodies to function in their most natural and effective state. Human-centric lighting is among the key markets that are thought to be most effectively implemented with IoT compatible lighting. Further, we are seeing IoT compatible LED lighting as the powerhouse behind systems that innovate air conditioning and heating, power grid management, and even next-gen wireless communications.

Li-Fi

With the explosive advancements in 5G technology, Li-Fi is has become a key player in the cellular and internet space. As 5G connection ramps up and slowly becomes available, Li-Fi has been able to fill a gap in how efficiently we’re able to access information. Essentially, Li-Fi is the upgraded version of Wi-Fi internet connectivity using light rather than radio waves to transfer connection. With the functionality to transfer data at speeds up to one hundred times faster, it has opened up the unlimited capabilities the lighting industry has to offer. For example, having Li-Fi integrated into LED lighting would create an alternate path for internet connectivity in high traffic and functioning spaces such as commercial buildings such as airports and offices. By being able to transmit at multiple gigabits, being more reliable, virtually interference free, and uniquely more secure than radio technology such as Wi-Fi or cellular, Li-Fi is the key to a connected community.

Lighting Controls

The advancement of IoT and Li-Fi technology has enabled the lighting industry to develop innovated lighting controls. These controls allow for ease of use and functionality within lighting products. With smart lighting as the clear future of the lighting industry and products, these controls have become a vital piece in the inevitable adoption of Internet of Things (IoT) and other advancing technology. From these advancements, sensors and lighting automation have seen an influx in demand. By using integrated sensors and controls, no central control hardware or room-based sensors need to be wired. This allows for a faster installation and increased accessibility. It has now become simple for users to adjust settings, automate schedules, and utilize their lighting products from virtually anywhere by connecting through portable applications – no cables or wires required. On a larger scale, this capability allows for the collection of important information about the operation of structures or systems such as power grids and emergency generators. Allowing us to make more informed decisions and ensures safety precautions are in place and running smoothly at all times.

The Future of Hiring in the Lighting Industry:

As these technologies linked to the lighting industry continue to advance, what does this mean in terms of the industry’s job market? For clients, candidates, and recruiters alike it means honing in on key skill sets and niches that stand out. One of the top skills impacting the lighting industry involves controls implementation. This certain integration with other technologies is not an intuitive process and requires specific education that is not simply taught on the job. In today’s job market, electrical contractors can differentiate themselves by their ability as system integrators. In turn, recruiters can highlight these candidates and hiring managers can start their search for these candidates while the supply is still available. A working knowledge of the various protocols and best practices for integration will be critical for the foreseeable future.

Li-Fi is another key market that should be narrowed in on when sifting through candidate’s skills and knowledge. This new technology has momentum, products are available, and the limitations of 5G in interior spaces will further accelerate the value of Li-Fi in the marketplace. Electrical engineers that understand the implementation of data-flow solutions through Li-Fi-enabled fixtures will be vastly sought after in the lighting industry.

Lastly, COVID-19 has brought on an increased need for advanced technology within the healthcare industry. Niche market segments like ultraviolet disinfection products have increased in demand. Ultraviolet light has been used to sterilize and disinfect medical equipment for quite some time but lacked innovation as of recently. The global impact of the pandemic triggered researchers across the globe to develop an ultraviolet LED solution to disinfect and sterilize hospital beds, floors, and surfaces more thoroughly than ever before. This has become critical technology and with its new advancement, the lighting industry is predicted to build upon these innovations and further implement them across industries.

As we can see, lighting plays an integral role in essentially every market sector. Coupled with recent innovation in technology, the capabilities are endless. With the overall theme of emerging tech moving toward all-digital infrastructures, every new innovation in the lighting industry leads to a golden opportunity to lay the foundation for advancement. The global lighting industry is expected to grow to $163 billion by 2027, which has proven itself not to be a market to overlook. When navigating this exciting time in a growing sector, utilize the expertise of Blue Signal’s recruiters who are seasoned with over 15 years of experience hiring within the lighting industry. We are a trusted source with a firm understanding of what it takes to find qualified candidates – faster than the speed of light. Reach out to one of our specialized recruiters today and start illuminating the way to your perfect hire or dream job.

Filed Under: Blog Posts Tagged With: #recruiting, 5g, 5G technology, AI Technology, AR, augmented reality, Biotechnology, blog, cellular, Digital Age, digital recruitment, DLP, emerging tech, emerging technology, HCL, Healthcare, healthcare industry, Human-centric lighting, innovation, internet of things, iot, LCD, LCoS, LED, Li-Fi, lighting, lighting controls, lighting industry, Machine learning, medical devices, recruiting, sensors, technology, virtual reality, VR, wi-fi, WiFi, wireless technology

How To: Negotiate a Flexible Schedule During a Job Interview

October 6, 2021 by Aylish DeVore

Updated research shows that 55% of global businesses offer some capacity for remote work. Since the pandemic, workers have been redefining work/life balance and targeting opportunities with a flexible schedule. It has now become extremely important for companies to loosen the reins on what a typical employee’s work schedule and location look like. 

Remote work, hybrid schedules, increased and/or more relaxed PTO options, and unconventional working hours are just a few types of common flexible schedules job seekers are looking for in today’s job market. It’s critical for employers to cater to these common requests and present job opportunities as negotiable when it comes to a flexible schedule. Doing so will also grab the attention of those passive candidates who currently have an ideal flexible schedule, and aren’t looking elsewhere for fear of not having that same flexibility in a new role. For those looking to make a career move but will require an atypical schedule or work environment, we’ve laid out a few ground rules on how to tackle the discussion with your hiring manager. Read on for tips on how to sway the conversation in the right direction and negotiate a flexible schedule during the interview process.

Negotiate a Flexible Schedule - Make A Plan

Make a Plan:

The first step in the process is to map out a detailed plan to present to the company and/or hiring manager you’re interviewing with. Start by reflecting on your personal must-haves and differentiating between your nice-to-haves when it comes to the flexible schedule you want. Next, clearly map out how this flexible schedule would work logistically. Be prepared with an answer for all common situations or questions that may arise. When building your case, make sure to gather personal data and specific experiences to share. These will give real-life examples of how and why you’d be successful in this type of flexible schedule. Also, be sure to ask yourself if what you’re proposing makes or breaks whether you accept the role. If a flexible schedule is a “nice-to-have,” be sure you aren’t presenting it as an ultimatum. When drawing up your plan, be sure to compare your request to the insight you gather through past interview discussions. Then prepare for questions/concerns based on those findings. 

Negotiate a Flexible Schedule - Prepare to Compromise

Prepare to Compromise:

After you process what terms in your work schedule and expectations are must-haves and what are nice-to-haves, start preparing to compromise. In most negotiations, the end result will tend to include some sort of halfway point between both parties. Prepare for what you’re willing to give up so you don’t end up agreeing to terms you aren’t happy with. Though you’ll be hoping your ideal flexible schedule can be achieved, go into the conversation with a few revisions to the proposal in your back pocket. We suggest preparing at least two alternative options to present. These will be useful in case the initial ask is too far off from the company's standard routine/comfort zone. If the employer is skeptical, a great compromise strategy is to suggest an initial trial period. This helps set both parties at ease. It gives you the opportunity to prove your ability by showing how successful you can be working a flexible schedule. With this deal, the employer won’t feel any pressure to commit to a permanent change.

Assess the Situation

Assess the Situation

Your next step in preparation should be to assess the situation and evaluate who you're negotiating with. Does the company you’re applying for embrace forward-thinking principles that align with a flexible schedule? Or do they encourage the traditional 9 to 5 work schedule? When the floor opens up for you to ask questions, take advantage of diving deeper into this topic. Present strategic questions to be answered that will give you further insight into their working culture and outlook. Questions surrounding what the typical working day looks like, whether you will be given portable equipment/computer, if you’ll be required to access emails outside of the office, as well as what it’s like interacting with team members and cross-functional departments. These questions usually lead to insightful responses from the interviewer that you can dissect. 

Another topic that will help you gain further insight is asking about COVID-19 protocol. See how the company handled moving to a remote or flexible schedule. Ask how this may have changed their outlook on work, and the success it may have had for some departments. In most cases, the hiring manager’s facial expressions, tone, and body language will tell the whole story.

Negotiate a Flexible Schedule - Present the Discussion

Present the Discussion: 

Be absolutely sure to only present or mention the discussion around a flexible schedule after you receive an offer letter. This will ensure there is no animosity or negative inclinations when the employer is making their final hiring decision. When presenting your case, clearly map out what the options would look like. Ensure you're communicating your ask in a confident and positive way. Touch on how this flexible schedule will benefit them as an employer and as a company. This will help shift the focus from your personal needs. 

As mentioned before, this is the time to use tangible data. Prove how you’ll be successful in an unconventional working environment. With any negotiation, remember to stay practical, not emotional. Leave your ego at the door. Don’t let pushback or skepticism throw your confidence. Keep a level head throughout the discussion and continue working toward a result you’ll both be happy with. In closing, reassure your continued commitment to the company. Share your appreciation for the job offer, and excitement to be successful in the role. Afterward, consider sending a thank you note!  

Confirm the Consensus in Writing

Confirm the Consensus in Writing:

Though we’re sure companies will have the best intentions in mind, it is always important to get the discussion result in writing. You never know what kind of communication can get caught behind the scenes. It’s always best to cover your bases. A great way to do this is to kindly ask them to update the offer letter. Have them include the flexible schedule agreement you came to in your discussion. This protects both you and the company as it will include terms and conditions like initial trial periods and timelines. This will set expectations for progress reports down the line to discuss how it is going. This means no one will be caught off guard when the follow-up discussion is presented. Your manager will also stay diligent in monitoring how your flexible schedule is working throughout that trial time. 

The typical working environment of 9 to 5 in the office is quickly becoming a thing of the past. Though it is still possible for a company to reject the idea of working remotely or offering flexible hours. Be prepared for this outcome and, if it happens, don’t get discouraged. This is why mapping out your must-haves early on in the process is important. This will help everyone come to a decision that they’ll be confident in long term. If you’re unable to reach an agreement and a flexible schedule is on your must-have list, it’s most likely not a great fit overall. In the end, the most important thing is to trust your gut. Understand your needs when it comes to choosing your next employer. As always, reach out to Blue Signal for any further guidance on how to facilitate conversations with hiring managers and negotiate terms that are beneficial to both yourself and a potential employer.

Filed Under: Blog Posts, Career Advice Tagged With: blog, company culture, compromise, employers, flexibility, Flexible Schedule, hiring, hiring advice, hiring process, hiring tips, hiring trends, Home office, Interview, job, job interview, negotiation, pandemic, recruiter, recruiting, recruiting best practices, Remote, remote work, Remote Workers, research, schedule, Work from Home

4 Tips for Senior Job Seekers Living with Disabilities

April 13, 2021 by Sam Kotowski

If you find yourself looking for a new job while in retirement, you’re not alone. Many seniors are trading in leisure time for extra income, but finding a position after retiring can be overwhelming if you’re not sure where to start. If you are a senior living with a disability, the process can be even more challenging. To take the stress out of your job search, and make your re-entrance into the workforce feel well-informed, Blue Signal invites you to consider these important tips.

Update Your Resume 

While self-employment options, like owning your own business, may be the most flexible employment option, it may not be the most convenient. For many seniors looking for post-retirement employment, a part-time position with an established company may be their best bet. Companies like Liberty Tax Service, H&M, and TJX (whom you know as the conglomerate of Marshalls, HomeGoods, and T.J. Maxx) are top-rated when it comes to hiring those 65 and older. However, to get interviews and snag one of those positions you’ll need to update your resume.

Resumes help make the first impression on employers, so you need to make sure yours stands out from the stack. If it’s been a while since you’ve updated your resume, using an online resume tool can help you choose the best design and layout to grab the attention of potential employers. Nevertheless, updating your resume doesn’t have to be an overwhelming task. To make sure your resume stands out, keep it simple by creating a one-page highlight reel of your previous employment, emphasizing any metrics or measurable accomplishments. Then, pair your updated resume with a cover letter so you can address employment gaps due to your retirement or other life events. An updated resume and cover letter will give you a strong start to your job search.

Know Where to Look for Senior Jobs

Crafting a powerhouse resume and cover letter can help you land a job in retirement, but you have to find open positions before you can send your updated materials to potential employers. If you have a smartphone, be sure to download job seeker apps that will allow you to browse open positions from anywhere. LinkedIn is a great tool for applicants to use, and this social media site can also help you connect with recruiters and hiring managers. Be sure to follow companies like Blue Signal on LinkedIn to stay up to date with their announcements and tips, helping you continually learn about best practices in the digital job searching space. These recruiting firms specialize in finding the right candidate for the right job, and often post best practices for job seekers on their social media.

Of course, to make the most of your job search, it helps to know which companies may be looking for employable seniors. From Pfizer to Wells Fargo to Amazon, there are quite a few reputable companies actively seeking candidates who are senior and wiser for a variety of positions.

Understand Your Rights and Legal Protections

If you are a senior, you should be armed with the basics needed to find a perfect post-retirement job. Since you are looking for a position as a senior with a disability, you should also be knowledgeable of the labor laws that apply to you. Federal laws prohibit employers from discriminating against you due to your age. This law only applies to employees or potential employees who are over the age of 40, but a potential employer should never ask about your age in an interview. When job searching, look for companies that champion diversity and inclusion efforts; like at Blue Signal, where they refer all candidates on the basis on qualification rather than age or ability.

In addition to legal age protection as a senior, you are also subject to protections for disabilities. Much like age discrimination, businesses cannot base employment decisions on your disability alone. If you’re hired, they must make reasonable accommodations to make your work environment more accommodating to your disability. Understanding your rights and legal protections will benefit you greatly when looking for a job in retirement.

Senior Blog Graphic

Consider Working for Yourself

When job searching, it’s important to consider if working for someone else is your best option. Many seniors who are living with disabilities and looking for extra income have found it easier to pursue entrepreneurship instead of traditional employment. One of the most lucrative, low-risk options for working on your own is to start an e-commerce business. You can even begin your small business from home, which can be a bonus if you have limited mobility. Use this ecommerce startup guide from ecommerCEO to learn more about whether this kind of business is right for you.

Of course, e-commerce is not your only viable option. There are many small businesses that can work well for seniors, from bookkeeping services to freelance writing or even operating your own food truck. Best of all, launching a business has never been easier, especially if you take advantage of online business formation packages that take a lot of guesswork out of the process. In most cases, you can have your business registered and setup in as few as five steps.

Conclusion

Whether you need extra income for medical expenses or want more to do during the day, working in retirement can be a smart choice. Finding a job shouldn’t add more stress to your life, so be sure to follow the tips above to make your search a simpler process. There are resources at your disposal if you know where to look. Better yet, there are people out there who want to help you through this process. If you need some extra help, you can reach out to Blue Signal to work with one of their expert recruiters. Above all, try to find work that will make you happy while you make more money in retirement.

More about Patrick Young of AbleUSA

Patrick Young is an educator and activist. He believes people with disabilities must live within a unique set of circumstances--the outside world often either underestimates them or ignores their needs altogether. He created AbleUSA to offer helpful resources to people with disabilities and to provide advice on navigating various aspects of life as a person with disabilities.

 

Filed Under: Blog Posts, Career Advice Tagged With: blog, Job Hunt, Job Hunting, job seekers, Job Tips, Post-Retirement, Retirement, Seniors, tips

How 5G Will Revolutionize the Way You Do Business

January 6, 2021 by Aylish DeVore

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.

Filed Under: Uncategorized Tagged With: 5g, 5g benefits, 5g network, AI, AI Technology, artificial intelligence, augmented reality, benefits, blog, business, communication, connected devices, connection, connectivity, corporate culture, corporations, culture, data, data speed, efficient, emerging technology, enterprise, features, IT, pandemic, Productivity, reliability, remote work, remote workforce, small businesses, sustainability, tech, tech business, Tech industry, technology, virtual culture, virtual reality, WiFi, wireless, wireless technology, workplace culture

Copyright © 2023 · Dynamik-Gen on Genesis Framework · WordPress · Log in

  • BSS Logo
    • Phoenix (HQ)

    • 4545 E Shea Blvd - Suite 250
    • Phoenix, AZ 85028
    • Phone: (480) 939-3200

    CLIENT RESOURCES

  • Recruiting Services
  • Staffing Services
  • Recruiting as a Service | RPO
  • Outplacement Services
  • Diversity, Equity, & Inclusion
  • Giving Back
  • Veteran Services

    CANDIDATE RESOURCES

  • Privacy Policy
  • Resume and Career Services
  • Search Jobs

    INDUSTRIES

  • Wireless & Telecom
  • Internet of Things
  • Manufacturing
  • Logistics & Supply Chain
  • Accounting & Finance
  • Cloud & Managed Services
  • Medical & Healthcare Services
  • Emerging Technology
  • Information Technology
  • Cybersecurity
  • Food & Agriculture
  • Nonprofit
  • Lighting
  • Legal
  • Plastics & Packaging

    INSIGHTS

  • Blog
  • Stats
  • News & Media
  • Blue Signal Pets

    CONNECT WITH US

  • Facebook
  • LinkedIn
  • Twitter
  • Instagram
  • Yelp
  • Google
  • Blue Signal Search BBB Business Review

Copyright 2023 All Right Reserved - Blue Signal | Designed by Sting