Hiring Trends in Biotech and Pharma: 2023 and Beyond

July 25, 2023 by Lacey Walters

The hiring trends in the biotech and pharma industries are constantly evolving, and it’s no wonder when we look at how quickly technology is advancing. They remain at the forefront of innovation and scientific advancements, and that fact is reflected in the hiring trends in biotech and pharma. Driven by emerging technologies, regulatory changes, and shifting market demands, the landscape of these industries continues to progress. Experts are even noticing that candidates from other professions are pivoting and returning to school to jump into biotech and pharma, noting that part of the draw is the Biden administration’s commitment to further advancements in the industry.

Let’s explore some of the key hiring trends in biotech that are shaping the hiring landscape for the biotech and pharma industries.

Trend #1: More Focus on Generalists

Traditionally, specialized knowledge and expertise were highly valued in biotech and pharma. However, a notable shift is occurring, with companies placing greater emphasis on hiring generalists. The complexity and interdisciplinary nature of projects have highlighted the need for professionals with a breadth of skills and adaptability. Generalists can bridge gaps between specialized teams, facilitate effective communication, and drive innovation. They are better equipped to handle the challenges of working in a rapidly changing environment.

For example, a biotech company that is developing a new drug may need to hire a generalist who has experience in research, development, and manufacturing. This generalist will be able to wear multiple hats and help the company to move the drug through the development process more quickly.

Trend #2: Increased Demand for Data Scientists and Analysts

In the era of big data, the demand for data scientists and analysts in biotech and pharma continues to surge. According to the Occupational Outlook Handbook (OOH), employment of data scientists is expected to grow 36% by 2031, which is much faster than other professions. Likewise, the OOH predicts a 35% growth in information security analysts by 2031.

These professionals play a crucial role in extracting insights from vast datasets, enabling evidence-based decision-making, and driving personalized medicine initiatives. Skills in data analysis, machine learning, and bioinformatics are becoming increasingly sought after.

employment of data scientists is expected to grow 36% by 2031, which is much faster than other professions

Trend #3: Wanted: Professionals with Experience in Regulatory Compliance

Regulatory compliance is a critical aspect of hiring trends in biotech and pharma industries. With evolving regulations and a heightened focus on patient safety, companies are seeking professionals with expertise in navigating the complex regulatory landscape. Candidates who have experience in regulatory affairs, quality assurance, clinical trials, and compliance are in high demand to ensure adherence to guidelines and streamline the drug development and approval processes.

Trend #4: Cybersecurity Takes Center Stage

Along with other industries, biotech and pharma companies are increasingly vulnerable to cyber threats. It is therefore imperative to protect sensitive data such as intellectual property, patient records, and drug formulas, as well as ensure the integrity of clinical trials. This means that the need for cybersecurity professionals with an understanding of the unique needs and challenges of the industry is on the rise. In reviewing hiring trends in biotech and pharma, companies are looking for individuals who not only understand cybersecurity and risk mitigation but can also collaborate across departments to ensure company data is protected.

Trend #5: Increased Focus on Diversity and Inclusion

In the 21^st century, diversity and inclusion are key priorities for most companies, and that holds true for hiring trends in biotech and pharma as well. Organizations are actively seeking to diversify their work environments, creating inclusive settings that foster creativity and innovation. Another benefit of a diverse workforce is a better understanding of the need of patients and customers.

The Harvard Business Review supports the need for diversity and inclusion in the workplace, stating that diversity drives innovation and market growth. In companies headed by leaders with inherent and experienced differences, the status quo is no longer accepted as the only way to do business, meaning they are open to new ideas and approaches to problem solving. Additionally, diversity leads to more revenue, productivity, and agility.

Trend #6: The Emergence of Artificial Intelligence and Machine Learning

Artificial intelligence (AI) and machine learning (ML) technologies are revolutionizing the biotech and pharma industries. From the discovery of life-saving drugs and the development of clinical trials to enhanced patient care, AI is a game changer. Several companies in the industry are currently focused on adding more team members with talents in AI and ML. Whether candidates have a background in life sciences or are looking for a change, one of the key hiring trends in biotech and pharma is embracing all the current and future capabilities of artificial intelligence and machine learning.

Trend #7: The Growth of Cell and Gene Therapy

Cell and gene therapies represent a rapidly growing sector within biotech and pharma. UC Davis reports that job postings for roles in cell and gene therapy grew 400% between 2019 and 2023, and the desire for employees with specialization in cell therapy is projected to increase 75% in the next two years.

Candidates with these talents can find roles in several areas within biotech and pharma, including regulatory and compliance, QA/QC, and research and development. Everyone from very specialized individuals to technicians and generalists will find employment opportunities increase in the coming years.

job postings for roles in cell and gene therapy grew 400% between 2019 and 2023

Trend #8: Going Global in Biotech and Pharma

Hiring trends in biotech and pharma industries are going global as technologies bridge geography and the world becomes more aligned. Collaboration is a big key to success in the industry, especially with a need for new drugs and companies in developing countries. That means candidates who possess experience in the global marketplace, have multilingual abilities and are competent cross-culturally will become valuable assets for companies looking to navigate diverse markets and establish successful global partnerships.

Get Ahead of Hiring Trends in Biotech and Pharma

While not a new industry, biotech and pharma is most assuredly growing, and hiring trends in the industry continue to evolve. That’s why staying ahead of what’s next is crucial for employers and job seekers alike. But companies and candidates don’t have to go it alone; by partnering with a recruiter who is immersed in the industry and understands the hiring trends in biotech and pharma, you’ll accelerate results.

Unlock the keys to successful hiring in biotech and pharma with Blue Signal. With a depth of experience and expertise working with companies in the industry, we offer the solutions you need to remain competitive and attract the best talent.

About Kelsey Campion

Kelsey Campion is a Sr. Recruiting Manager at Blue Signal with over a decade of experience in the healthcare, pharma, and biotech spaces. To learn more about her expertise in medical and healthcare recruiting, including pharmaceutical, biotechnology, and clinical research positions, visit her bio and connect with her on LinkedIn.

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Case Study: Relocate to a Small Town

July 12, 2023 by Lacey Walters

Are you considering a move to relocate to a small town for your career? Don't overlook the advantages that come with it. Relocating to a small town can offer numerous benefits without sacrificing personal or professional growth. In this article, we'll explore the perks of moving to a small town, using Little Rock, Arkansas as a compelling case study. Discover why a small town like Little Rock can be a smart move for your career and lifestyle.

Embracing the Advantages of Living in a Small Town

When you relocate to a small town, it offers several advantages worth considering, including:

Cost of living advantage: Most of the time, smaller markets have lower living costs, enabling you to save money. For example, housing expenses are typically much more affordable in small towns compared to major cities. This affordability allows you to allocate more of your income toward travel, entertainment, or retirement savings.
Enhanced quality of life: Small towns frequently provide a better quality of life compared to larger cities. According to a 2021 study by the University of California, the per capita prevalence of depression systematically decreases with city size. Small towns offer greater opportunities for community connection, less traffic congestion, reduced pollution levels, and a generally more relaxed and enjoyable lifestyle. Additionally, these areas often have lower crime rates due to their smaller populations, resulting in decreased stress and increased safety.
Incentive programs for new residents: Numerous states and cities offer incentive programs designed to attract new residents. These programs provide financial assistance, such as grants, tax breaks, or relocation assistance, making the transition to small-town living even more appealing.

Incentive Programs to Relocate to a Small Town

Many small towns offer incentive programs to attract new residents and businesses. These programs provide financial benefits, including grants, tax breaks, and relocation assistance. While specific incentive programs vary from town to town, some common examples include:

Relocation grants: Financial assistance to cover the costs of moving to a small town.
Tax breaks: Reductions in the amount of taxes paid by new residents and businesses.
Relocation assistance: Help with finding a job, housing, or childcare.

The availability of incentive programs is just one of the many factors that make small towns attractive places to live. Other factors include a lower cost of living, a strong sense of community, and a slower pace of life. If you're considering a small-town relocation, be sure to research the incentive programs available in the towns you're considering. These programs can make your move more affordable and easier.

Final Tips for Relocating to a Smaller Market

Here are some tips to keep in mind when relocating to a smaller market:

Do your research: Before you relocate to a small town, thoroughly research to ensure it's the right fit for you. Consider factors such as the cost of living, job market, community, and overall quality of life.
Be flexible: Be open to exploring job opportunities beyond your exact field. Smaller markets may have alternative career options that can still be fulfilling.
Make the most of it: If you decide to relocate to a smaller market, embrace the experience. Get involved in your community, explore the area, and take advantage of the benefits that come with small-town living.

Little Rock Case Study: Uncovering the Advantages

Let's take a closer look at Little Rock, Arkansas. With just over 200,000 residents, Little Rock may not be the first small town that comes to mind for a job relocation. However, it offers numerous incentive programs to attract new residents and businesses. These programs provide financial benefits such as grants, tax breaks, and relocation assistance.

The cost of housing in Little Rock is 17% lower than the national average in the United States, and healthcare services are 22% less expensive. Little Rock allows residents to enjoy financial stability and a comfortable lifestyle. In addition to affordability, the city boasts attractions for history buffs, foodies, and art lovers. Residents can explore the historic Arkansas State Capitol, visit the Arkansas Museum of Fine Arts, or enjoy the beautiful Ozark Mountain view.

Little Rock Incentive Programs

Little Rock offers various incentive programs, including:

The Little Rock Residency Incentive Program: Provides a one-time payment of $5,000 to new full-time employees who move to Little Rock.
The Love, Little Rock Program: Grants a $10,000 grant to out-of-staters who move to Little Rock and secure a job in Central Arkansas. This program aims to attract new residents to Little Rock and support them as they start their new lives.

These are just a few examples of the many incentive programs available in Little Rock. For more information, please visit the website of the Little Rock Chamber of Commerce. The Love, Little Rock Program represents the kind of incentives that small towns offer, making it easier for people to relocate and enjoy the benefits these towns have to offer.

Let’s Connect

Keep an open mind, explore the possibilities, and discover fulfillment in a smaller community. At Blue Signal, we offer remote opportunities in numerous small towns that provide enticing incentive programs. If you have any questions or need further assistance, please don't hesitate to reach out to us.

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The Future of Renewable Energy Jobs

April 21, 2023 by Taylor Leonard

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

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

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 Roundup: Top 5 Staffing Articles for March

April 5, 2023 by Lacey Walters

Blue Signal is excited to launch our new blog series, Recruiting Roundup, where we curate the top staffing articles of the month for recruiting professionals and hiring managers to gain industry insights. To stay ahead of the constantly evolving industry and attract top talent, it’s crucial for recruiters and hiring managers to stay up to date on the latest developments in the industry. In this blog, we've compiled a list of the top 5 staffing articles for the recruiting industry for the month of March. From the latest jobs reports to innovative recruitment solutions, these staffing articles provide valuable insights and perspectives on the current state of the industry.

#1: How ChatGPT is Revolutionizing The Recruitment Industry

This article explores how ChatGPT, an AI language model, is revolutionizing the recruitment industry by providing faster and more accurate hiring solutions. ChatGPT's natural language processing (NLP) capabilities allow it to converse with candidates and assess their qualifications and overall fit for a role based on a job description, thereby saving recruiters time and resources. The article also discusses ChatGPT's potential to reduce hiring biases and increase diversity and inclusion in the workplace.

Read the full article.

#2: Top 5 Recruitment Trends for 2023

This staffing article discusses the top five recruitment trends for 2023, including the increased adoption of remote/hybrid work environments, a focus on diversity, equity, and inclusion (DEI) initiatives, and the importance of diversified talent pipelines. It also highlights the need for the expansion of health and well-being offerings, and the growing role of recruiters in the hiring process. The trends identified in the article provide insights into how hiring managers can stay ahead of the curve and attract top talent in a competitive job market.

Read the full article.

#3: Tech Layoffs: Could 2023 Signal a Turnaround for the Tech Sector?

The article discusses how the recent layoffs in the technology industry could signal a turnaround and create new job opportunities for tech professionals. It highlights that while layoffs can be difficult for those directly impacted, they can also lead to new and innovative opportunities for those willing to pivot and upskill. The staffing article suggests that the layoffs could signal a shift towards emerging technologies such as AI and cloud computing, creating new demand for skilled workers in these areas.

Read the full article.

#4: February Employment Situation Summary

Reported by the Bureau of Labor Statistics, this article provides an overview of the U.S. employment situation in February 2023. The report showed an increase of 311,000 jobs, with the unemployment rate dropping to 3.6%. The article highlights the continued gains in the service sector, healthcare, and government, but also notes ongoing concerns over labor shortages affecting many industries.

Read the full article.

#5: 3 Ways Recruitment Automation Can Help Cut Costs in 2023

This staffing article discusses how recruitment automation can help companies cut costs in 2023 by streamlining and optimizing the recruitment process. The author highlights three key areas where automation can make a significant impact, including sourcing, interview scheduling, and digital onboarding. By using AI-powered tools and automating time-consuming tasks, companies can reduce their recruitment costs and free up recruiters to focus on more high-value activities, such as building relationships with candidates and improving the overall candidate experience.

Read the full article.

In conclusion, the staffing and recruiting industry is facing numerous challenges and opportunities in 2023. From the ongoing labor shortages to the increased adoption of AI and automation, recruiters must be equipped with the latest industry knowledge and insights to succeed. The top 5 staffing articles for the month of March provide a glimpse into the current trends and developments in the industry. To stay up to date on the latest news and trends in staffing and recruiting, follow Blue Signal on our website and social media channels.

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Top 5 Recruitment Trends for 2023

March 3, 2023 by Taylor Leonard

As we settle into the new year, the job market continues to evolve, and hiring managers are adapting to new recruitment trends to attract the best talent. At Blue Signal, we recognize the importance of staying up to date with the latest industry knowledge to help our clients source top talent in even the most challenging markets. If you're struggling to navigate the post-pandemic job landscape, you're not alone. In this blog, we'll explore the top five recruitment trends for 2023, providing insights on how you can stand out and succeed in your company's industry. If you’re an employer struggling in your search to hire the best candidates, keep reading to learn about the latest recruitment strategies for the year ahead.

Remote and hybrid work is here to stay.

women at her desk busy working from home.

Remote and hybrid work continues to reign supreme amongst recruitment trends for 2023. The pandemic has reshaped both employer and employee expectations regarding flexibility, according to Human Resource Executive. Their research indicates over 90% of employers report that productivity has stayed the same or increased as a result of remote work, making it a viable option for many organizations. Furthermore, employees are looking for flexibility when it comes to what they work on, who they work with, and the amount they work, Harvard Business Review researchers found. This is why companies are investing in improving their employee experience, as reported by a Gartner survey of frontline worker managers. Through proper support, allowing employees to work remotely can increase their sense of value and engagement – resulting in improved employee retention for your business.

Additionally, making a job change is more convenient than in the past now that job seekers have the ability to make the shift from home, making the opportunities and benefits much higher. As CNBC reports, "the cost of switching jobs is lower when remote work is on the table." Overall, remote and hybrid work is amongst the top recruitment trends for 2023, as it provides flexibility and convenience for both employers and employees.

Burnout is on the rise; expand health and well-being offerings.

Young man practicing virtual meditation in front of his lap top.

Unfortunately, post-pandemic effects remain in the workforce and employee burnout is on the rise, making it a top concern for recruitment trends in 2023. According to Harvard Business Review, nearly 60% of employees report they are stressed at their jobs, which is higher than even the peaks of 2020. With employees experiencing burnout, companies are starting to realize the importance of expanding their health and well-being offerings to attract and retain top talent. According to Gartner, 82% of employees now say it's essential for their organizations to see them as a whole person, rather than just an employee. In response, companies are implementing proactive rest, more paid time off (PTO), no-meeting Fridays, wellness time, discussion opportunities, on-site counseling, and coaching as recommended by Gartner. These wellness initiatives demonstrate a company's commitment to their employees' well-being, help to alleviate burnout, and will ultimately lead to increased productivity and profitability in the long run.

DEI efforts move forward.

Diversity, Equity, and Inclusion (DEI) efforts continue to be a crucial factor in company recruitment trends in 2023. However, Gartner research reveals that 42% of employees believe that their organization's DEI efforts are divisive, and 2 out of 5 agree that a growing number of employees feel alienated by or resentful of their company's DEI efforts. To address this challenge, HR must equip managers with the tools and strategies to engage resistant employees and address pushback early on before it develops into more disruptive forms of DEI resistance. As Harvard Business Review notes, these strategies can help create a more inclusive work environment that fosters diversity, promotes equity, and builds a culture of belonging where employees feel valued and respected for their unique contributions. By prioritizing DEI efforts and addressing resistance, companies can attract a more diverse pool of talent and create a workplace where all employees can thrive.

A chart showing 3 ways to implement DEI efforts into your company culture.

Blue Signal is committed to integrating DEI principles into hiring practices at all levels, and we are continuously exploring ways to enhance this process. Our diversity and inclusion recruiting team possesses the expertise to attract a wider range of diverse candidates and can support you in improving your employer branding to align with D&I values.

Diversified talent pipelines and soft skills dominate recruitment trends in 2023!

Diversified talent pipelines and soft skills are set to dominate recruitment trends for companies in 2023. According to Harvard Business Review, organizations must shift their focus from candidates' credentials and prior experience to assessing their skills to perform the role. Gartner's research on hiring trends of 2023 shows that candidates are charting nonlinear career paths and applying for jobs outside their current areas of expertise. This shift in talent acquisition means hiring managers are now less concerned with industry experience and technical skills. An article from the Harvard Business Review states that employing a skills-based approach can ensure more accurate alignment between job seekers and employment opportunities, significantly increase the size of talent pools, and enhance internal career mobility and employee dedication. Furthermore, they report that the skills-based approach holds the potential to mitigate the inequalities in the economy and society, which are damaging to the well-being of institutions. This is why it is essential to expand your company’s range of talent sources and prioritize the development of soft skills in order to diversify talent pipelines and stay on top of 2023 recruitment trends.

Why you should work with a recruiter in 2023.

As recruitment trends continue to evolve in 2023, it's becoming increasingly important for companies to work with recruiters to find and attract top talent. At Blue Signal, our recruiters are experts in navigating the job market and can provide valuable insights into emerging recruitment trends, allowing companies to stay ahead of the curve and attract the best candidates. Our recruiting team can help companies build strong employer brands, which is critical in attracting and retaining top talent. By working with Blue Signal, companies can leverage their expertise and resources to find the right candidates for their organization, ensuring a more efficient and effective executive hiring process. Ultimately, working with a recruiter can help companies save time and money while ensuring they have the talent needed to achieve their business goals in 2023 and beyond.

Don't let the daunting task of implementing these recruitment trends overwhelm you - let a professional take the pressure off your hands. Take the first step towards improving your hiring process by contacting a recruiter today!

Implement these top recruitment trends into your hiring practice.

With the job market constantly changing, it is essential for hiring managers to stay informed about the latest hiring strategies to attract and retain top talent. At Blue Signal, we understand the importance of staying up to date with industry knowledge and providing clients with innovative solutions to overcome even the most challenging hiring obstacles. We hope that our exploration of the top five recruitment trends for 2023 has provided valuable insights for employers looking to differentiate themselves and succeed in their respective industries. As your partner in the process, we encourage employers to stay on top of the latest hiring strategies to ensure they have the best chance of finding and securing the right candidates for their organizations. Click the icons below to join our social media community and stay up to date on all the latest hiring trends!

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Evaluating Your Executive Hiring Process: From Inquiry Through Offer

February 22, 2023 by Lacey Walters

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.

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.

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.

You’ve Lost Your Star Employee, Now What?

December 2, 2019 by Lacey Walters

Losing a star employee is one of the most challenging things employers have to face. Top performers are typically among the most engaged in a company and when they make an unforeseen departure, this makes their leaving even more difficult to swallow. While no company is immune, (particularly in today’s competitive market), there are ways to ensure you’re better equipped to handle the situation when it does. Read on for best practices on how to recover from the loss of a top employee.

Think before extending a counter-offer.

Assuming there is still time to counter, your initial thought might be to do so in hopes of retaining a top performer. However, you have to consider the long-term implications of this. It’s possible that compensation may be the main driver behind their departure, but your star employees will likely have addressed this concern prior to making a decision to leave. Whether they have or not, this leaves both parties in an awkward spot. Your employee will be left wondering why it had to come to this point for them to get a raise, and you will feel that it took a form of blackmail in order to keep them on-board.

Make sure their departure is as positive as possible.

While emotions are still likely running high, it’s important that you treat your employee’s departure as professionally as possible. Conducting exit interviews that allow them to speak to any frustrations should be a regular practice. Even if their reasons for leaving have no bearing on their experience at your organization, they’ll appreciate the opportunity to be heard. In turn, they’re much more likely to leave with a positive view of their time spent with you and will be more likely to recommend future candidates to your organization. In fact, employees that leave with a positive experience are 2.9 x more likely to recommend their former employer to their network.

Take your time in finding a replacement.

Losing a top performer is a tough blow, so it’s important to take a step back and not act on emotion. It may be your first instinct to try and find a replacement as soon as possible, especially if you’re going to be hiring from outside of your organization. This could be an excellent opportunity to hire an executive placement firm. Let them know what your former employee did well, and possibly where they fell short. They can often be an invaluable resource in finding your next big star, and you can continue to focus on business as usual.

Show a little extra appreciation for your current employees.

When any employee leaves, it can start a chain reaction. Present employees wonder what caused the departure and may reassess their own place internally. When a top performer leaves, however, this is doubly concerning. This can cause worries around lack of stability or merely open people’s eyes to greener pastures. While the feeling will likely be fleeting, it’s important to re-address why each individual employee is valuable.

So how do you go about that? It could be something as simple as having conversations with individuals about their career paths within your company. Another option that’s mutually beneficial is to identify opportunities for development. If employees have expressed an interest in training in a specific area or skill and you have the resources, invest time in doing just that. The bottom line is that your people want to feel that their work is valued and that there is room for growth and learning within your organization.

Recruiting: The Perfect Blend

October 2, 2019 by Lacey Walters

Many professionals have worked with recruiters in some capacity or another throughout the course of their careers. It’s common knowledge that recruiters help businesses fill open roles with qualified professionals. But have you ever really thought of the logistics behind this?

To be successful in sales, it takes a very particular combination of skills, attitude, and character. Salespeople must be confident, persistent, upbeat, and influential by nature if they hope to convince someone to buy what they are selling - whether it’s a product, service, or in certain cases, top talent.

Someone selling B2B must be an expert in their product. These companies who sell products and services to businesses are known to have long-term sales cycles. In most cases, this means developing established relationships with clientele to best understand their needs and ultimately deliver custom solutions. B2B sales are high value transactions, with elaborate influencing groups, stakeholders, business cases, and negotiations. Their high-stakes, high-reward model is complex but consistent.

B2C sales on the other hand, need to be able to roll with the punches. They will have shorter, more transactional sales cycles and will need to quickly create rapport with several different buyers in a day. Although their sales tend to be smaller in size, they are much greater in volume and require a diverse set of approach tactics and strategies.

Recruiters, in their unique circumstances, must create a balance and perfect mixture between the two selling philosophies. They must be able to sell a candidate to a company, but also a company to a candidate.

Why Recruiting is like B2B

At Blue Signal, we partner with our clients to act as an extension of their business. We strive to make our client relationships long-term, mutually beneficial, and as transparent as possible. Blue Signal invests in our clients’ successes and we make it our job to learn all there is to know about their business products, services, pain points, and goals. Our recruiters do a SWOT (strengths, weaknesses, opportunities, and threats) analysis for each role - making sure we have pinpointed the problem and are able to remedy the hiring issue… whether that be a need for people with different skillsets, an open role that needs filled, a culture fit or transition, or a number of other challenges.

This is much like the B2B model in that we establish a strong foundational relationship with our client stakeholders and must continue to develop the relationship with regular follow-up. CEO’s, management, reporting teams, cross-functional teams, and other individuals can be the driving force behind a hiring decision - so the stakeholders are often diverse and complex. These B2B “sales” are very high value. Blue Signal will charge the client a percentage of the placed candidate’s base salary, which often times requires some negotiations. To combat this fear of commitment, our recruiters must make meaningful, strong business relationships with the appropriate parties to truly create value and trust. The stakes are high, but with our superior caliber of talent, so is the ROI.

Recruiting is also similar due to the comparably small number of clients, and more complex and continual sales cycles. Blue Signal’s client base is hand-picked, relevant to our industry specialties, and truly decides our fate when it comes to sales success. We strive to understand the ins and outs of the business, their talent needs, their standing in their respective industry, where they are headed, and more. Each client is unique, so each tactic to complete their searches must also be unique. This requires a specific set of communication skills and developed business case analysis, presentations, negotiations, and more. We hope to make each of our clients long-term customers.

When you think of recruiting as a business - this B2B model makes sense! And is normally what people attribute to the industry. However, that’s really only one side of the conversation.

Why Recruiting is like B2C

Blue Signal has an extensive network of candidates and superior industry professionals that we constantly keep in contact with to help supplement their best career options. This network - unlike our client network - is much larger and much more transactional.

That word - transactional - has such a negative connotation. When really, all that’s meant by it is that our relationship is based on a transaction. In our first contact - recruiters have to sell themselves and their worth to a candidate rather quickly. Their goal is to establish a base level of rapport early. Recruiters may speak to hundreds of candidates in a week - and have to create meaningful touchpoints with each one in order to be successful. Each candidate has a unique set of skills, desires, needs, and other factors so each touchpoint has to be carefully crafted yet quick - much like the B2C tactics used by salesmen calling upon customers. Recruiters are trained to uncover candidate’s career drivers, potential job dis-satisfaction, and other things that get down to the candidate on a personal level. They really dial into the things that drive candidates in order to play into those wants and needs and create a longer lasting placement - unlike companies who often miss the mark by merely focusing on their bottom line. Therefore, the relationship between a recruiter and a candidate is transactional - yet precise and personal.

To truly craft this in-depth and thorough understanding of the individual behind the resume, Blue Signal processes each prospective candidate with a 12-point assessment. We inspect their career drivers, their ambitions, insecurities, behaviors - what makes them tick. A recurring example is people who lie in interviews. If they are in front of a hiring manager, looking for a job, they will say what they think that manager will want to hear to better their chances of getting the job. And - that can be more harmful than helpful in the long run. The candidate and hiring manager may ignore red flags or make compromises, both for the sake of fulfilling their short-term needs. By omitting their real desires, they may not be able to reach agreeable goals. We want to really get to know the candidate and understand what they want, so that we can do our best to place them somewhere they will be happy. This research is reminiscent of the time and effort all B2C companies put into understanding their target market, but on a scale of more than 100 interviews a week (i.e. more than 100 different “consumer” profiles - a Blue Signal recruiter’s target metric).

Not to mention, candidates today are exhibiting consumer behaviors more than ever. According to a survey by MRINetwork, “nearly three-quarters (72 percent) of candidates spend more than an hour researching a job and employer before even applying, and 16 percent of job seekers spend more than five hours!” This trend, coupled with the literal million open jobs without people to fill them, is putting candidates in the driver’s seat. They are doing more research into role responsibilities, company culture, compensation averages, and other key factors in a new job. This is turning recruiters into marketers - having to sell the company, the opportunity, and their structure better than any Glassdoor review ever could. Recruiters have the potential to be that mediator and representation to the hiring process and “customer” that both parties are unable to accomplish themselves.

Recruiters, The Perfect Blend

In many ways, recruiting is one of the most unique jobs in the world. As our CEO Matt Walsh uniquely indicates, “we are selling people to people!” Recruiters sell on all sides: they sell value to a client, they sell their relationship to candidates, they sell a client’s opportunity to a candidate, and they have to sell a candidate to a company - all before they even make a “sale.” They must maintain a balance between the two sales philosophies: taking the B2C human and consumer element and merging it with the B2B business scenario to create favorable outcomes for both parties.

Recruiters bring so much value to the hiring process. They strive to have that deeper understanding of candidates, their career drivers, and why they do what they do. They work to be partners to clients and invest in their success. A recruiter’s success depends on properly managing solutions to each party’s requirements and doing what is right for everyone. Blue Signal is proud to have some of the highest ethics and proven results in this dynamic industry, and strives to maintain that transparency in all aspects of our “sales”.

Blue Signal, Best of Arizona Business 2019

April 5, 2019 by Lacey Walters

Blue Signal was recently awarded #2 Executive Search Firm of Arizona for 2019!

“Ranking Arizona - The Best of Arizona Business” is an annual publication by AZ Big Media that is Arizona’s largest business opinion poll. It annually ranks companies based on the opinions of clients, partners, and customers.

This accomplishment is huge for Blue Signal, as we were up against the best in the business, and as first-time listers, we had a lot to prove! We are so humbled and grateful for our amazing clients, candidates, partners, and other professional support for the recognition. We take pride in our services,and are excited to hear that we have helped so many!

More about AZ Big Media:

AZ Big Media has been reporting compelling business and lifestyle news for Arizona for over 30 years. They cover everything from breaking business, to real estate news, to lifestyle features, professional tools, event information, and even magazine articles. To learn more about their print and online publications, visit their site here.

More about Blue Signal in AZ:

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

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

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

Blue Signal Summit Awards 2019

February 1, 2019 by Lacey Walters

2018 was a record-breaking year for the Blue Signal team. We worked on 400+ jobs, made 119 placements, doubled our team size, expanded offices and moved our company headquarters all while exceeding our company goals. At the Blue Signal Summit held in Phoenix, Arizona, we talked extensively about goals – as individuals as well as a team. Next year, we plan to raise the bar even higher and expand our team once again.

None of the strides we have made as a company would have been possible without the incredible efforts of our stellar team. Specifically, our top performers. At the Summit, we gave special recognition to 3 notable team members for their achievements.

Bryan O’Connor

Within his first year in the industry, Bryan was quickly promoted to Recruiting Manager. He has gone above and beyond in his efforts with candidates and clients. Bryan’s diligence throughout the year was reflected in his numbers. At the Summit, Senior Managing Partner Matt Walsh presented Bryan with an award for Top Cash-In in 2018.

Art Reed

Art has been a mentor and driving cultural force of Blue Signal since he came on board. His voice and presence put a smile on the faces of clients, candidates and colleagues alike. He recently was given the well-deserved promotion to Managing Partner. His client and candidate advocacy and dedication earned him the title of Top Biller for 2018.

Lacey Walters

Lacey’s hard work, innovative nature, and ability to adapt to anything thrown her way led to her recent promotion to Director of Operations and the Blue Signal MVP Award for 2018. Her dedication to Blue Signal’s initiatives, clients, candidates, and operations have significantly impacted the results all recruiters and the firm have experienced in the last year.

These 3 individuals have truly exceeded all company goals and the expectations of the organization. Whether it be weekends, nights, holidays, or after hours, they have put their clients and candidates first. Their hard work and attitude has helped make Blue Signal the best recruiting firm on the planet. This candidate, client, and colleague first mentality directly reflects Blue Signal’s ethics, and core values – which is why they are not only impactful leaders in the company, but recipients of these prestigious awards and true drivers of the Blue Signal cultural organization.

In 2019, we plan to keep up this trajectory and continue to be the best recruiting firm in the space. Blue Signal thanks each of these individuals for their hard work and effort. We are excited about what 2019 and the future brings for each of them as well as Blue Signal, our customers, and our clients.