NAPS 2023 Conference Recap: Expert Insights in Recruitment Revealed

November 30, 2023 by Taylor Leonard

Blue Signal's recent journey to the National Association of Personnel Services (NAPS) 2023 Conference was driven by a quest to unearth new and expert insights in recruitment. Recognized as a premier event in the recruiting world, this conference was invaluable. It offered us opportunities to learn, connect, and contribute. Our team was there to do more than just absorb techniques and insights from seasoned leaders. We actively participated. We're proud of two of our own who took the stage. Senior Recruiting Manager, Brent Stokes and CEO, Matt Walsh shared their expertise with the recruiting community. This blog post is not just a recap of the conference; it's a showcase of our team's experience, including the key takeaways and insights gained from our participation and presentations. Join us as we delve into the rich learnings and moments that made the NAPS 2023 Conference a pivotal point for Blue Signal in shaping the future of recruitment.

About The National Association of Personnel Services (NAPS) Conference

For over five decades, NAPS has been a cornerstone in the recruiting and staffing industry. It consistently offers expert insights in recruitment through its educational programs. This commitment to excellence is manifested in their wide array of offerings, which includes webinars, newsletters, certification programs, and notably, their highly anticipated annual conference.

The 2023 NAPS Conference, themed 'Be Bold,' was a testament to the association's enduring mission to empower and innovate. Held from November 5th - 7th in the vibrant city of Jacksonville, Florida, at the Downtown Marriott, this event brought together a dynamic mix of professionals eager to embrace bold ideas and new challenges. he conference was supported by notable sponsors like Zoho Recruit, Top Echelon, Bullhorn, Crelate, myBasePay, and Fox Rothschild Attorneys at Law. It was more than a meeting ground; it was a hub of inspiration and forward-thinking. Here, at the intersection of tradition and innovation, the NAPS 2023 Conference offered attendees a unique opportunity to connect, learn, and grow, reflecting the ever-evolving landscape of the recruiting industry.

Brent Stokes: “Your Next Big Biller Is Not A Recruiter... At Least Not Yet

Blue Signal recruiter Brent Stokes giving a presentation at the NAPS 2023 Conference, with a screen behind him displaying the message 'Your next Big Biller is not a recruiter... At least not yet. BE BOLD' and the Jacksonville, FL skyline.

Moving on, as we continue exploring key moments from the NAPS 2023 Conference, let's turn our attention to a standout presentation by our very own recruiter, Brent Stokes. In his engaging session titled "Your Next Big Biller Is Not A Recruiter... At Least Not Yet," Brent revealed expert insights in recruitment, offering a fresh perspective on the art of talent acquisition. He shared his unique journey of combining seasoned and new recruiters on his team. An intriguing outcome was revealed: those new to the industry often outperformed expectations. They achieved remarkable success in their initial year. This insight shed light on a broader challenge in the recruiting industry — the high turnover rate among new professionals. Brent's presentation prompted a crucial discussion about improving hiring practices to boost success rates and enhance employee experiences.

In detailing his approach to identifying potential in candidates without prior recruiting experience, Brent emphasized comprehensive training and ongoing mentorship.. This method, which prioritizes latent talent over previous experience, suggests a shift towards a more sustainable and nurturing model in talent management. Brent proposed that such practices could not only improve business outcomes but also positively impact the industry's reputation and reduce turnover.

Interested in learning more? Connect with Brent Stokes and explore his recruiting specialties at the link below.

Learn more about Brent Stokes

Blue Signal’s CEO Matt Walsh on the Pinnacle Panel

Blue Signal CEO, Matt Walsh, addressing the audience from the podium at the Closing Pinnacle Panel during the NAPS 2023 Conference, with a screen beside him highlighting the panel's focus on 'Best Practices of Big Billers.

Another highlight of the NAPS 2023 Conference was the closing Pinnacle Panel discussion, featuring Blue Signal's CEO, Matt Walsh, alongside esteemed recruiters Andrea Colabella, Wes Ashworth, and Norm Volsky. This elite panel consisted of members from the Pinnacle Society — the top 80 recruiters in the US. They delved into the best practices, tools, and advice for excelling in recruiting. With their combined expertise and impressive billing records, the panelists shared expert insights in recruitment, crucial for finishing the year strong and gearing up for a successful 2024.

During the panel, Matt shared valuable insights based on his extensive experience. He emphasized the importance of working smarter, not harder, by leveraging technology and AI to enhance efficiency. His advice on business development was particularly impactful, highlighting the need to secure the right clients for sustained growth and success. Additionally, Matt shed light on current best practices in the industry, discussing what is working today and what isn’t, providing attendees with actionable strategies to improve their recruiting efforts.

These insights are not just theoretical for Blue Signal; they are principles that we actively embody in our daily operations, reflecting Matt's innovative and successful approach to recruitment. Visit the link below to discover more about Matt Walsh's expertise and how Blue Signal can partner with you to meet your hiring needs.

Learn more about Matt Walsh

Team Takeaways from NAPS 2023

Group photo of the Blue Signal Search recruiting team at the NAPS 2023 Conference, with team members smiling and posing in professional attire, showcasing the company's collaborative spirit.

The NAPS 2023 Conference was a goldmine of expert insights in recruitment and learning opportunities for the Blue Signal team, with each member bringing back unique and actionable takeaways. Here are some key lessons we learned:

Specialization is Key — Our team learned the importance of further developing focused niches in recruiting. Harnessing an industry specialization ensures we not only understand the unique needs of our clients but also deliver precisely matched talent, enhancing the effectiveness and efficiency of their hiring process.
Evolving with the Industry — With shifts towards AI Security and CCaaS, there's a clear need to stay adaptable and leverage new opportunities in the recruiting field. By utilizing these emerging technologies, we can ensure our clients have access to top talent versed in the most current industry developments.
Building Stronger Client Bonds — Our commitment extends beyond filling positions. We aim to build strong, lasting relationships with clients. We strive to become trusted advisors through frequent and meaningful interactions.
Embracing Technology for Efficiency — By embracing modern tools and platforms, we maximize our operational efficiency. This commitment to technological advancement means faster, more efficient recruiting processes for our clients, to help stay ahead in a competitive industry.
Stepping into Challenges — Comfort zones are to be left behind; as we grow and take on new challenges, we bring fresh perspectives and strategies to meet our clients’ evolving recruitment needs.

An Inspiring Takeaway

Reflecting on the NAPS 2023 Conference, Kaitlyn Shannon, a valued member of our recruiting team, shared her key takeaway, directly inspired by Barbara Bruno's session "Do Things You've Never Done!"

“Barbara Bruno’s presentation really hit home for me when she said, ‘If you don’t have a knot in your stomach, then you are working in your comfort zone. Do something different.’ This resonated with me, as I become more comfortable in recruiting, it’s a reminder to keep challenging myself in the field. It’s motivated me to push myself further in business development and in forging stronger relationships with our clients.” - Kaitlyn Shannon, Executive Recruiter

These diverse insights from the NAPS 2023 Conference are set to inform and transform our practices at Blue Signal, keeping us at the forefront of industry trends and client needs. We have already begun integrating these valuable lessons into our practice, enhancing our services to provide even greater value to our clients.

In Conclusion

As we conclude our recap of the NAPS 2023 Conference, we are filled with gratitude for the expert insights in recruitment shared by the organizers, sponsors, and the remarkable speakers. This event has not only enriched Blue Signal's knowledge base but also invigorated our team to integrate these innovative ideas into our daily practices. We are excited to leverage these learnings to enhance our services for our clients and look forward to contributing to future NAPS conferences.

Partner with Blue Signal

Discover the difference expert insights in recruitment can make for your business by partnering with Blue Signal. Our dedicated team is equipped to provide you with customized, effective talent acquisition solutions that meet your unique business needs. Reach out to us today to elevate your recruitment strategy and achieve outstanding results.

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Top 10 Sales Certifications That Will Get You Noticed

June 10, 2022 by Aylish DeVore

According to a survey by HR.com, “100% of respondents agreed that industry certifications are preferred during the hiring process, in both new hire and internal employee placement scenarios.” But why are additional certifications so valuable? Today’s job market is more competitive than ever and certifications help candidates stand out from the pack when looking to land a new position.

Obtaining a sales certification that is relevant to your current or desired role helps keep you up to date on trends, skills, and techniques to be a better sales professional and can help you get noticed by management. Along with career advancement, having a certification on your resume can directly correlate to pay increases. Research by The Narrow Ladder found that in career fields (like sales) that value certifications, these distinguishing accolades carry significant salary premiums – as much as 18% higher than the average in their sample.

Once you’ve decided to pursue a certification in sales, the sheer number of options available can be overwhelming. Granted, this is not the worst problem to have; but to narrow down your search, first you’ll need to assess your goals. Ask yourself questions like, what skills are you looking to improve? Are you wanting to remain in your current role, advance to one with more responsibility, or transition to a new company all together? Would you like to lead a sales team or simply expand on your hands-on sales techniques? After your goal assessment, you’ll need to consider how much time and money you’re willing to invest in a sales certification. Once you’ve nailed down these variables, the process of choosing a certification that’s right for you becomes a lot more manageable. To help narrow the search, we’ve put together a list of the top 10 sales certifications offered in the sales field today.

National Association of Sales Professionals (NASP) Sales Certifications

The National Association of Sales Professionals is a global organization with the largest online community of sales candidates in the world. Their mission is to connect industry professionals and experts together to network and share best practices. The certifications and trainings they offer are uniquely centered around daily habit conditioning and weekly coaching that ensures maximum skill retention. Other benefits of their programs include flexible monthly subscription plans; team support; access anywhere through smartphones and/or internet devices; weekly assignments and online journals; and even exclusive sales retreats and events.

#1 Certified Professional Sales Person (CPSP)

Highlighted Skillset: The CPSP certification teaches participants how to completely alter the way they approach sales and communication. The course is heavily centered around learning techniques when communicating with individuals, groups, over the phone, in a meeting, and while presenting to leadership or customers. This sales certification builds on the strategic sales process and incorporates the emotional needs and psychological triggers that drive decision-making. Some of the key takeaways include learning how to shorten sales cycles, effectively overcome objections, create the sales habits that set you apart, and how to close more sales overall.

Certification Process: The CPSP certification is a very flexible 6-week course that can be completed on any device, including a cell phone – from anywhere, at any time of day. Participants will log in to complete each daily module for 45 consecutive days. Each module averages about 20-30 minutes with weekend days designed to be quick check-ins – while still encouraging daily habit development. After the 45 days, there is a final exam which must be passed with a minimum score of 80%.

Price: The total cost of this sales certification is $695.

Who it’s for: This certification is tailored toward sales professionals, sales executives, CEOs, business owners, and anyone looking for an advantage when getting into sales.

#2 Certified Professional Sales Leader (CPSL)

Highlighted Skillset: The CPSL certification is aimed to help candidates improve the way they approach sales leadership. It focuses on techniques to influence the sales professional’s behavior to in turn, increase performance and revenue. This certification is fully designed to help develop one’s full potential as they step into the new space of sales leadership. Participants will leave this course with the ability to build a self-directed and empowered sales team; align individual motivations with achieving corporate goals; support a sales team with the tools they need to get results; lead salespeople effectively through their own perceived limitations; increase performance to lead by example; and help a team build effective habits for consistent and sustainable results.

Certification Process: The certification process for the CPSL is the same layout and schedule as the other NASP certification mentioned previously.

Price: The total cost of this certification is $795.

Who It’s For: Presidents and VPs of Sales, Directors of Sales, Sales Managers, small business owners, or sales professionals looking to move into a leadership role would all benefit from this sales certification.

#3 Certified Master Sales Professional (CMSP)

Highlighted Skillset: The CMSP is unique because it includes both the CPSP and CPSL sales certifications mentioned above in one all-encompassing program. Along with completing the CPSP and the CPSL certification, participants also gain access to the Association’s Advanced Sales Influence program and a year-long membership to their Sales Mastery Group. This course is designed to help salespeople and sales leaders quickly ramp up their abilities to successfully navigate and excel in the industry by learning how to influence others. Participants will walk away with the ability to utilize unique techniques developed from 20 years of modeling, interviewing, and coaching the top 1% of business leaders and sales professionals in the world.

Certification Process: The Certified Master Sales Professional program is a comprehensive 14-month master certification. The process follows the same format when completing both the CPSP and CPSL certifications, followed by the Advanced Sales Influence program and 12 months of Sales Mastery course work.

Price: This all-in-one master course totals $3,400.

Who It’s For: Sales professionals, sales executives, CEOs, business owners, and anyone looking for an advantage as they step into the industry of sales would benefit from a CMSP.

American Association of Inside Sales Professionals (AA-ISP) Sales Certifications

The mission of the AA-ISP is to help advance virtual sales professionals to the next level in their career. This global community offers published content, local chapters, community research and benchmarking, global conferences, career development, and virtual sales training/certification programs for all levels. Their peer-driven community and resources provide hands-on learning and support across all certification programs.

#4 Certified Inside Sales Professional (CISP)

Highlighted Skillset: The CISP sales certification covers a wide range of skills and techniques useful for any early- to mid-stage sales representatives. Key lessons in this sales certification include business 101 and the sales process; research and preparation; components of a successful prospecting call; discovery and qualification; presenting a solution; objection handling; closing; and territory/account/channel management.

Certification Process: The CISP accreditation is a web-based, online program which includes 10-modules of preparatory coursework, followed by a final “live sales call” role play exam. Completing the coursework takes about 8-12 weeks, before attempting the final exam. Each module expands on specific topics and techniques needed to successfully pass the final exam. Participants will work through practice simulations, observe audio recordings of sales calls, and take quizzes after each module.

Price: The price of this certification ranges based on membership: totaling $875 for AA-ISP professional members, and $1,020 for non-members.

Who It’s For: This sales certification is applicable for all early- to mid-stage sales representatives looking to focus on inside sales.

#5 Certified Sales Development Representative (CSDR)

Highlighted Skillset: This is a beginner-level sales certification that teaches in-depth, fundamental sales knowledge. The CSDR course work covers how to generate sales leads, ways to target accounts, communication techniques, and strategies for setting and measuring goals. This is a detailed learning course that covers hands-on takeaways that sales professionals can implement into any sales role.

Certification Process: The CSDR is a web-based, self-paced learning platform that includes 4 course modules, all with audio/visual learning options. Upon completing the course work, sales professionals prove their knowledge through a written test and a “live sales call” role play experience with a test proctor.

Price: The price of this certification ranges based on membership: totaling $575 for AA-ISP professional members and $720 for non-members.

Who It’s For: This sales certification is applicable for all early- to mid-stage sales representatives, specifically those who will be practicing sales development.

#6 Certificate in Virtual Sales

Highlighted Skillset: The Certificate in Virtual Sales is designed to meet the rising demand for virtual selling skills. With so much of the world transitioning to conducting business virtually, this certification was created to capture and advance those skills in the sales industry. The buying process has been shifting digitally over the past decade beyond the recent spike in virtual reality due to the global pandemic. It’s clear now more than ever that both inside and field-based sales professionals need to have the appropriate skills and knowledge surrounding best practices in virtual selling. This sales certification covers a range of skills including how to place a webcam for ideal lighting, hosting a video conference, virtual prospecting, account management, and much more.

Certification Process: The Certificate in Virtual Sales is a self-paced, e-learning format and can be completed in 1 week or less. The program consists of text/written assignments and study resources, video learning, and interactive lessons with quizzes following each.

Price: This sales certification is offered in two programs – the representative program totals $279/person and the leadership program totals $299/person. Discounted group pricing is also available for teams of 4 or more and can be made up of a combination of reps and leadership programs.

Who It’s For: This sales certification is great for both inside representatives, field representatives, and sales management looking to increase their virtual selling skills.

Sales and Marketing Executives International (SMEI) Sales Certifications

Sales and Marketing Executives International is globally known for developing and educating the best sales and marketing professionals in the space. As a leading nonprofit professional association, SMEI designs their programs to test the knowledge, skills, and abilities that are required to succeed in a specific role. They understand that credibility within the sales and marketing profession is important and believe that those who have met and surpassed high standards of education, experience, knowledge, and ethical conduct should be recognized. That’s why SMEI has established sales certifications and marketing certifications for professionals to complete and use professional designations. All of their programs involve part-time self-study and an examination process.

#7 Certified Sales Executive (CSE)

Highlighted Skillset: The CSE certification prepares individuals for the exciting challenges related to leading a sales team in today’s competitive economy. The course teaches basic theoretical foundations that enable sales professionals to adapt to the economy as it continues to evolve. The certification balances practical applications and techniques to utilize to improve sales performance.

Certification Process: This sales certification is a self-study course that can be completed at each individuals’ preferred pace. The course offers an online learning system to study the e-textbook, take quizzes, and prepare for the certification exam. After completing the course work, there is a final exam that is made up of 180 multiple-choice or true/false questions and is timed for 3 hours. A score of 75% or better is considered passing. The exam that can be taken from home or from an office using any computer and webcam. Once the exam is passed, participants will receive an online digital certification badge from SMEI to display. Note: users will need to complete the online exam within 1 year of their application date, using the approved online proctor system.

Price: This sales certification costs $989 for non-members and $593.40 for executive members.

Who It’s For: Sales management, executives, and account managers would all benefit from this sales certification.

HubSpot Academy Sales Certifications

HubSpot Academy is the worldwide leader in free online training for inbound marketing, sales, and customer service professionals. Their program specializes in comprehensive certifications, singular topic courses, and bite-sized lessons for professionals looking to grow their career and business. HubSpot Academy’s mission is to transform the way people and companies grow by offering free online trainings for the digital age. From quick, practical courses to comprehensive certifications, they are able to cover a range of cutting edge business topics. Overall, HubSpot Academy aims to educate users on the HubSpot software so they can market, sell, and grow an inbound business.

#8 Inbound Sales Certification

Highlighted Skillset: The Inbound Sales Certification is designed to be a deep dive into the world of inbound selling. The curriculum covers inbound sales fundamentals, prioritizing active buyers over passive ones; earning the attention of today’s empowered buyer; understanding the buyer’s context and delivering personalized sales presentations. Participants will learn how to identify new prospects, connect with them, explore their needs, and effectively advise them on a path forward.

Certification Process: The Inbound Sales Certification is made up of 5 lessons ranging from 25-30 minutes each in length. The course format is video-based with 22 videos total, followed by 5 quizzes at the end of each section. The certification in total will take 2 hours and 12 minutes to complete.

Price: Free! Participants just have to create an account on HubSpot Academy and they’ll gain instant access to all certifications and courses.

Who It’s For: Sales representatives and those in sales management will benefit from this certification.

#9 Academy Sales Enablement Certification

Highlighted Skillset: The Sales Enablement Certification teaches sales professionals how to develop a marketing-driven sales enablement strategy and how to execute it. This course was designed with marketing managers in mind, but sales leaders can benefit just the same by applying the principals involved in this approach to sales enablement. The certification allows for marketing and sales managers to align sales skills with marketing skills. The course dives deep into defining target customers by using buyer personas and addressing their needs. Some of this course curriculum includes intro to sales enablement; aligning teams around unified revenue goals; developing lead qualification framework; creating hero statements; continuing enablement after the sale; and evaluating sales enablement technology.

Certification Process: Course work for this certification includes 12 video-based lesson classes with quizzes following each one. The course totals 4 hours and 29 minutes in length and is completed upon taking the 60-question exam.

Price: Free with zero requirements.

Who It’s For: Both sales managers and marketing managers alike can benefit from this course.

Trailhead – Salesforce Sales Certifications

Trailhead is Salesforce’s free online learning platform that provides sales professionals with skill enhancement opportunities. Their mission is to then, in turn, open up future Salesforce career opportunities backed by these certifications. Their inclusive community encourages building global connections with Trailblazers of all experience-levels. Participants can look for mentorship, expand their network, or simply utilize this platform to advance their Salesforce skillset.

#10 Salesforce Certified Administrator

Highlighted Skillset: There are two certifications within the Salesforce Certified Administrator program. The first is the Salesforce Certified Administrator credential that focuses on the features and functionality used to maintain a Salesforce implementation. The second is the Salesforce Certified Advanced Administrator, which is just that – more advanced. Upon completing this sales certification, candidates gain a broad knowledge of skills including customizing Salesforce, regularly configuring the platform, managing users, and looking for ways to get even more out of its features and capabilities. Before obtaining this certification, participants should have a general knowledge of the features available to end users and the configuration options available to a Salesforce Administrator. Overall, users should be comfortable maintaining a Salesforce organization, responding to common business requirements, and performing administrative functions. Additionally, candidates should have at least 6 months of experience as a Salesforce Administrator and should be able to successfully perform common Salesforce tasks.

Certification Process: Preparing to take this sales certification exam will take a total of 69 hours. Participants will work through course work made up of modules, tasks, and projects. The course is then followed by an in-depth review session and a practice test that candidates can use to gauge their readiness. The practice test has 30 questions and is offered in a timed or untimed version. If taking the timed version, users will have 30 minutes to complete it. Lastly, participants will need to complete the final exam, either onsite at a testing center or in an online proctored environment, with a passing score of 65% or higher. This exam is made up of 60 multiple-choice questions and 5 non-scored questions. The time allotted to complete the exam is 105 minutes. You can download more resources and the full exam guide, here.

Price: The cost of this sales certification ranges from $200-$400. Note: there is a retake fee of $100 if participants do not pass the final exam on the first try.

Who It’s For: This certification is designed for individuals who have experience with Salesforce and are continuously looking for ways to assist their companies in getting even more from its additional features and capabilities.

No matter the certification you chose to pursue, having one on your resume will ensure you have a leg up on the competition when making career moves. Remember that while the process of selecting the right course can be daunting, it becomes much simpler when you narrow down what you’re looking for in your future career. Another tip to consider is the credibility of the organization offering the certification or course. Choosing a certification from a well-known organization can sometimes be more beneficial in the long run.

Once you choose and complete the ideal sales certification for your needs, remember to stay up to date on their renewal processes and update your resume and LinkedIn profiles to ensure you get the most out of your hard work. If you’re still not 100% sure which certification is best for you, reach out to one of Blue Signal’s specialized sales recruiters to help you decide and see which career path makes the most sense. As experts in the sales field, we are always willing to share our knowledge to help the advancement of others in the space!

Why You Should Hire a Veteran in Your Next Open Role

January 12, 2022 by Aylish DeVore

With the effects of the Great Resignation still ravaging many companies, this job market is unlike any we’ve ever seen. Millions have left their jobs in pursuit of new opportunities, which has left a lot of hiring managers with the arduous task of filling those vacant roles. Finding top-quality talent is always a struggle, but today, it’s even more so. Getting an edge over the competition is simple — consider a veteran hire in your search.

The Benefits of a Veteran Hire

It’s tough for some veterans to find sufficient full-time work after service. According to the white paper “Challenges on the Home Front: Underemployment Hits Veterans Hard,” almost 16% of veterans are underemployed. So why should you consider hiring a veteran? Not only does this help to give back to those who have served, but in a recent study, around a fifth of employers said a veteran’s experience was indispensable to the betterment of their organization. Veterans gained a unique set of skills, abilities, and even education during their time serving. Depending on the role they held in the military, they could have a one-of-a-kind perspective to bring to your company.

For instance, imagine you’re looking for someone in a management or C-level position. Hiring a veteran is a no-brainer! “They [veterans] perform better under pressure... Service in the military may prepare one to make tough decisions and show leadership in tough times,” says Efraim Benmelech from Kellogg Insight. Many veterans have hands-on leadership experience in the military that can easily translate to the civilian world and ultimately better your organization. For example, an active security clearance lets employers know that they already had to pass a hefty background check. In the telecom industry, as well as others, this helps open doors for companies working on government contracts. Whatever the case, we’re here to help our nation’s veterans highlight their military service skillsets in the best way possible!

Another great benefit for companies hiring veterans is the Work Opportunity Tax Credit, an initiative by the federal government to help certain groups of people that may get overlooked, get hired - including veterans. By hiring a veteran in your next job search, you could potentially save on your company’s taxes, making hiring veterans a win-win situation for everyone.

Blue Signal Search Veteran Recruiting

Here at Blue Signal, we’re committed to connecting veterans with the companies and jobs that are a great match for both parties. Veterans have a lot to offer in the job market, including leadership experience, education, technical skills, a great work ethic, and more. To achieve our goal of getting more veterans hired in the coming years and beyond, we’re going to be targeting more veterans in our searches and seeking them out amongst other qualified candidates. If you’re a veteran looking for a job, we want to hear from you!

Why Our Team is Different

So why should you, as a candidate or potential client, work with us versus one of the other recruiting firms out there? To us, you’re not just a number — our primary goal is to maintain great relationships and help everyone achieve their goals, whatever those might be. Besides our commitment to you, we offer veteran recruiting as a specialty, which includes access to members of our team who have served or are currently serving in the military.

In addition to the dedication and experience of our team, veterans we work with have access to many jobs that aren’t posted anywhere else. Partnering with us has its perks beyond just scouring various job boards. Our team helps connect veterans to those jobs that they might not be able to find (or apply for) otherwise. We are there to help through the application and interview process by providing helpful tips along the way.

The bottom line is: we’re willing to go above and beyond to help veterans. Part of that is helping them to translate their military service into beneficial skills in the civilian job market.

Training and Resources

For our veteran candidates, we’re proud to offer many resources, including our newest service you can take advantage of: Resume and Career Services, powered by Blue Signal. If you're looking to get even more out of your job search, sign up now to get a head start on your next career move.

We look forward to serving those who have already given us so much. Contact us today to get started.

8 Questions Successful Managers Ask Before the End of the Year

December 8, 2021 by Aylish DeVore

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

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

8 Questions Successful Managers Ask Before the End of the Year

Question #1: How would I Summarize the Year?

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

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

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

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

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

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

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

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

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

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

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

Question #5: How is Overall Employee Engagement?

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

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

Question #6: What Gaps Does the Team Have?

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

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

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

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

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

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

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

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

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

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

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

2021 Jobs on the Rise: How 2020 Shaped New Trends and Created a Surge In Demand

April 8, 2021 by Aylish DeVore

As we settle into 2021, it has become evident how much has shifted in the workforce - especially considering what jobs are in demand. 2020, the year of unprecedented times, has brought us a completely new list of roles and industries that are rapidly hiring and ready to be capitalized on. Diversity and inclusion consulting roles, for example, have drastically increased as businesses seek dedicated staff behind these crucial initiatives. Flexible schedules and more positions offering work from home options have also played a big part in the job market further opening up. Big cities such as New York City, Los Angeles, and Washington D.C. still lead with the majority of open jobs, but there is much more freedom when it comes to job hunting compared to a year ago. The spike in the number of open roles and those looking for work also directly relates to the high amount of layoffs that took place in early 2020. Those who were laid off or took time to be at home with family due to the pandemic are now looking to enter back into the workforce as the vaccine is being adopted and those roles are reopening. In this blog, Blue Signal breaks down specific industry trends to look at what caused such an increased demand in jobs, specifically within D&I, healthcare, E-commerce and marketing, tax roles, and education.

Industry Trends:

Navigating 2020 was new territory for everyone - while some industries and businesses were hit harder than others, everyone was forced to pivot and adjust as best they could. The hospitality industry for example, faced one of the biggest hits across all industries, but it was incredible to see how these entertainment businesses were able to reimagine their brand and service offerings to match the needs of consumers. In a previous blog, we shared how food and beverage companies rose to the challenge, with some global distilleries shifting production from vodka and gin to hand sanitizer. LinkedIn recently created a list of the most in-demand jobs for 2021 and they found that while fields such as aviation and hospitality were affected the most, other areas like healthcare, education, and finance had to drastically ramp up hiring to meet increased demand.

Diversity and Inclusion Jobs

Across all industries, large or small, businesses are recognizing the necessary action they must take when it comes to being vocal and thoughtful about D&I within their own organizations. For a lot of businesses, this is something they are dealing with publically for the first time. After the Black Lives Matter movement and many other global civil rights campaigns that took place last year, companies are speaking to their customers’ and audiences’ interests, and making plans to support these causes internally. To carry out these mission statements, many companies are seeking to hire professionals in new roles and even full departments, to develop and manage these policies and actions surrounding diversity and inclusion. Indeed reported that “Between September 2019 and September 2020, Indeed job postings in diversity, inclusion and belonging have risen 56.3%—from 140 jobs per million to 219. More significantly, after the U.S. economy declined in Spring 2020, the DI&B industry recovered quickly, with job postings rising by an astonishing 123% between May and September.” For examples and actionable advice on how your company can go about D&I initiatives head-on, check out our recent blogs on Diversity, Equity, and Inclusion at Blue Signal and The Importance of Diversity & Inclusion in Recruiting, where we mention what we’re doing to enforce this change both internally and within the recruitment industry as a whole.

Workplace Diversity Experts

- Increased Demand: Last year, companies large and small turned to diversity experts to help bring new voices into their organizations. Hiring for these roles increased more than 90% since 2019.
- Top Job Titles: Common job titles include Diversity Manager, Diversity Officer, Head of Diversity, and Diversity Coordinator.
- Top Locations Hiring: Popular hiring locations include New York City, San Francisco, and Chicago.
- Salary Range: The average salary ranges from $72,900 to about $97,000.

Healthcare Jobs

Not surprisingly, the healthcare industry has completely opened up and still seems to have a never-ending demand for staff, specialists, researchers, and volunteers due to the global health crisis. This has created a huge increase in opportunity and, for those who were contemplating making a career change into the medical field, it could not have come at a better time. Due to such an uptick in urgency for professionals like these, it is the easiest it’s ever been to make this transition, with quicker onboarding processes and more options for accelerated certifications and education programs available. Seaman says, “Many of these roles can be trained for remotely and don’t require a four-year degree.” Though front-line workers such as medical assistants and physicians are always in demand, another newcomer to these highly sought-after positions is in home health. When friends and family members weren’t able to visit their loved ones in nursing homes and assisted living facilities for months at a time, many families sought new plans for their elders’ care. Even though assisted living staff is still in high demand, at-home care workers have quickly grown in need as people would prefer their loved ones to be recovering at a private home rather than in a shared living space in close quarters with others.

Healthcare Supporting Staff

- Increased Demand: Hiring for these positions has increased more than 34% within 25 titles since 2019.
- Top Job Titles: Health Care Assistant, Pharmacy Technician, Dental Assistant, and Home Health Aide are among the most common professional titles.
- Top Skills: On average, skills such as Patient Education, Data Entry, and Physician Relations tend to be of the most in-demand within the space.
- Salary Range: The average salary within this field falls between $65,300 and $106,000.

Nurses

- Increased Demand: Nurses are the backbone of the healthcare system and through the pandemic have been in demand more than ever, growing nearly 30% since 2019.
- Top Job Titles: Roles such as Registered Nurse, Certified Nursing Assistant, Nurse Practitioner, and Intensive Care Nurse are some of the top positions hiring.
- Top Locations Hiring: New York City, Los Angeles, and Philadelphia have proven to be the most in-demand due to their larger population density.
- Salary Range: The average salary for these roles ranges from $73,000 to $111,000.

Mental Health Specialists

- Increased Demand: With last year’s mental health crisis caused by the pandemic, hiring for these roles grew nearly 24% in 2020.
- Top Job Titles: Roles such as Behavior Therapists, Mental Health Specialists, Psychotherapists, and Mental Health Technicians have all increased in demand.
- Top Locations Hiring: Boston, San Francisco, and New York City have seen the largest surge.
- Salary Range: The average salary for these roles ranges from $41,600 to $65,000.

E-commerce and Digital Opportunities

As we’ve predicted since the beginning of the internet, the ability to generate online business and establish a digital brand presence proved itself to be not only beneficial, but a necessity, throughout the pandemic. The results were clear, businesses that had already established their E-comm brand online and invested in digital marketing and brand awareness prior to the global shutdown, skyrocketed. Those who were unable to pivot and redirect their business online found it difficult to stay afloat. The new wave of online and virtual communities has also brought in many ideas that led to new entrants to the space. Social media and digital marketing professionals, as well as graphic designers, web developers, and AI engineers are in high demand now more than ever as businesses pivot their focus toward updated and user-friendly websites. With the E-commerce world hitting record numbers - shipping and fulfillment jobs reactively increased in demand, too. Products are being consumed online in never before seen volumes, and as a result businesses are essentially required to order more inventory, invest in larger warehouse space, and hire more staff to support these larger volumes of picking, packing, shipping, returns, and customer service jobs.

Frontline E-commerce Workers
- Increased Demand: Hiring grew 73% YOY — and that demand continues with over 400,000 open jobs today!
- Top Job Titles: Most openings within e-commerce are for professional titles like Driver, Supply Chain Associate, Package Handler, and Personal Shopper.
- Top Locations Hiring: In the bigger cities, the demand seems to be highest with Chicago, New York City, and Washington, D.C. topping the list.
- Salary Range: The average salary for these positions falls between $42,000 and $56,000.

Business Development and Sales Professionals
- Increased Demand: Tasked with quickly adapting to an uncertain world and economy, hiring grew more than 45% between 2020 and 2019.
- Top Job Titles: In-demand professional titles include Sales Consultant, Sales Operations Assistant, Inbound Sales Specialist, and Strategic Advisor.
- Top Locations Hiring: The top locations hiring remain in larger cities such as New York City, Denver, and Atlanta.
- Salary Range: The average salary ranges from $43,300 to $105,000.

Digital Marketing Professionals

- Increased Demand: Hiring for digital marketing roles grew nearly 33% YOY vastly due to the pandemic and increase of people remaining inside and at home.
- Top Job Titles: Digital Marketing Specialist, Social Media Manager, and Search Engine Optimization Specialist are titles commonly looking to hire.
- Top Locations Hiring: Cities such as New York City, San Francisco, and Los Angeles tend to be hiring hot spots.
- Salary Range: The average salary for these roles ranges from $48,000 to $96,0000.

Digital Content Creators

- Increased Demand: From TikTok to YouTube, and blogs to podcasts, the demand for digital content creators grew 49% year-over-year.
- Top Job Titles: Roles such as Content Coordinators, Writing Consultants, Podcasters, and Bloggers have been the most in-demand.
- Top Locations Hiring: New York City, Chicago, and Atlanta have seen the biggest surge.
- Salary Range: The average salary for these roles ranges from $46,000 to $62,400.

Specialized Engineers

- Increased Demand: Most business and casual interactions moved online during the height of the pandemic, causing engineering roles to grow by nearly 25%.
- Top Job Titles: Common titles to look for include Web Developer, Full Stack Engineer, Frontend Developer, and Game Developer.
- Top Locations Hiring: San Francisco, New York City, and Washington, D.C. tend to be hiring hot spots though the field has a high remote work availability.
- Salary Range: The average salary for these roles ranges from $77,500 to $104,000.

User Experience Professionals

- Increased Demand: Demand for people who specialize in how people interact with these technologies grew 20% between 2019 and 2020.
- Top Job Titles: User Experience Designer, Product Design Consultant, and User Interface Designer roles have seen the biggest spike.
- Top Locations Hiring: Cities such as San Francisco, New York City, and Seattle have been the most in-demand.
- Salary Range: The average salary for these roles ranges from $80,000 to $103,000.

Data Scientists

- Increased Demand: Brought on by the pandemic, some businesses leaned more heavily on data scientists with hiring growing nearly 46% since 2019.
- Top Job Titles: Common titles include Data Scientist, Data Science Specialist, and Data Management Analyst.
- Top Locations Hiring: Specific hiring hotspots include Washington, D.C., San Francisco, and New York City.
- Salary Range: The average salary for these roles ranges from $100,000 to $130,000.

Artificial Intelligence Engineers

- Increased Demand: The profession of artificial intelligence (AI) was booming well before the pandemic hit but the industry did not slow down last year. Hiring in this area grew 32% between 2019 and 2020.
- Top Job Titles: Titles such as Machine Learning Engineer, Artificial Intelligence Specialist, and Machine Learning Researcher have all seen increased demand.
- Top Locations Hiring: San Francisco, New York City, and Seattle tend to be common hiring locations for this field.
- Salary Range: The average salary for these roles ranges from $124,000 to $150,000.

Roles for Tax Professionals

Tax season seems to be a hectic time of year no matter the case, but this year is drastically unique. 2021 has seen a significant increase in people seeking professional help with filing taxes due to all the new and additional steps that have arisen from the pandemic and subsequent housing market. While the year began with a low unemployment rate of 3.5%, by April that figure had soared to 14.7% amid business shutdowns. A staggering number of 70 million Americans have filed for unemployment benefits since the beginning of the pandemic last year, which creates a whole new tax situation many are unfamiliar with. Small businesses are also finding themselves in new territory after applying for and leveraging SBA loans. Even smaller claims from those who received stimulus checks has caused people who may not usually seek out tax help to reconsider this year. Another big factor playing into the overwhelming need for tax advice and services was the drastic change in the housing market. With interest rates at a record low, people were buying homes like crazy and homeowners were refinancing their properties to get better rates. Both instances caused homeowners, new and old, to search for professional assistance.

Loan and Mortgage Experts

- Increased Demand: From 2019, hiring within this industry increased nearly 59%.
- Top Job Titles: The majority of openings within the Loan and Mortgage space include Underwriter, Mortgage Loan Officer, Escrow Officer, Loan Closer.
- Top Locations Hiring: Cities such as New York City, Dallas, and Chicago tend to be the hiring hot spots.
- Salary Range: The average salary within this field falls between $43,700 and $60,000.

Education & Career Coaching Jobs

In the midst of the pandemic, schools and universities and even coaching professionals were tasked with a major overhaul to quickly rethink their systems and completely reshape the way they operate and educate. This resulted in an increase in demand for the industry as a whole as virtual education and coaching became much more accessible. Many individuals found the time to go back to school during quarantine and those who were laid off realized the benefits of having an advanced degree in their field. Personal and career coaches also saw a major increase in demand when the state of the pandemic caused many people to reevaluate the direction of their careers, lives, and beyond. Professionals who specialize in life coaching and career planning became hot commodities, surging the industry and becoming extremely in demand today. Virtual learning has proved to be increasingly successful and incredibly advanced as those in the space continue to streamline their processes. This new age of coaching and educating will most likely change the way we learn, not just temporarily, but for the future to come.

Education Professionals

- Increased Demand: Within the education industry, overall hiring grew more than 20% between 2019 and 2020.
- Top Job Titles: Common positions include Teaching Assistant, Elementary School Teacher, Mathematics Tutor, and Curriculum Developer.
- Top Locations Hiring: Even with remote options available, top hiring locations remain New York City, Chicago, and Washington, D.C.
- Salary Range: The average salary for these roles ranges from $46,500 to $63,200.

Personal and Career Coaches

- Increased Demand: Due to the seismic events of 2020, hiring for coaching roles increased more than 51% since 2019.
- Top Job Titles: Titles such as Career Coordinator, Life Coach, Fitness Coach, and Business Coach are all commonly sought after.
- Top Locations Hiring: Cities with an increase in demand include New York City, Houston, and Boston.
- Salary Range: The average salary for these roles ranges from $44,300 to $50,000.

With the novel and constantly changing climate of the workforce today, it’s important to adjust and pivot accordingly when it comes to the next steps in your career. Whether you are someone who is looking to make an industry move, or calculate a secure pivot within your existing field, referencing this list can help you dial into a more targeted role and show which skills to highlight. For example, those who have worked in retail will want to hone skills in E-commerce, customer service, and brand marketing to stay competitive in their field. If you have a background in Human Resources, focusing on your skills and experience facilitating D&I initiatives and overcoming challenges in this area could be a smart move. No matter the industry or career path you are on, our recruiters at Blue Signal can help you capitalize on the demand facing your industry. Reach out to us for guidance, or check out our website for tons of helpful resources such as open job boards, industry-specific trends, and blog posts on how to enhance your resume, brand yourself online, or nail an upcoming interview.