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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!

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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:

Learn More

Alex Bolan

EXECUTIVE RECRUITER

Although a newcomer to the recruiting world, Alex has an extensive track record of success when it comes to creating and maintaining long-lasting business relationships. With his insight into sales and consulting, he is able to help any company meet and exceed its talent acquisition goals. Alex began his military career in 2017 and is currently serving in the US Army Reserves. Deployed during the majority of 2020, he learned many new and valuable skills to bring to the table in his job as a recruiter, including flexibility, perseverance, and the value of hard work. He knows that the military teaches you some valuable lessons, but it doesn’t teach you everything - and that’s what he’s here for. His goal as a recruiter with a military background is to help veterans achieve their dreams outside of the military, by helping them translate their skills and land them their next job.

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.

5 Reasons to Continue Your Job Search During the Holidays

December 17, 2021 by Aylish DeVore

Each year, as we roll into the holiday season, many job seekers wonder: Should I continue my job search during the holidays? The truth is that the month of December might be the best time to look for a job! You’ll likely have way less competition and be able to capitalize on the opportunities that are available to you this time of year. Here are just five of the top reasons to keep that job search rolling:

1. Employers Are Hiring

If you are inclined to think that employers stop searching for new employees during the holidays, think again. This is especially true if their budgets are tied to the calendar year because they know how much money they have available to spend on recruitment and salaries. They might also be more apt to hire before the end of the year so they can maximize their budgets, instead of potentially losing that money after the calendar flips. And in some industries, January is a busy month, so they want to staff up now to be able to hit the ground running come the new year.

2. Less Competition During the Holidays

Since many job seekers put a hold on their job search during the holidays, there are plentiful opportunities for you if you keep your momentum high. While the average corporate job opening receives 250 resumes, with fewer people looking toward the end of the year, that number drops significantly. That means that your resume is more likely to be seen by the employers and recruiters who are looking for you.

3. Exceptional Networking Opportunities

December is full of parties, events, and other gatherings—so much so, that most people have very full calendars. That’s a big plus for you and provides you with multiple opportunities to meet key decision makers and others who can help in your job search. Whether you go to events thrown by professional associations, alumni networks, corporations, or friends and family, you’re bound to interact with some great people. Remember to let them know that you’re looking and be specific about the kinds of roles and industries you’re targeting.

4. Seasonal and Part-time Roles Could Become Permanent

The holiday season is a prime hiring time for several industries, including retail and hospitality. If you are unemployed and looking to do something to get your foot in the door or earn a little extra cash, you have a great opportunity to prove yourself and transition what started as a seasonal or part-time role into something more permanent. This is also true of contract positions. If a company is bringing on additional help during the holidays, that work may continue well into the new year. And if you’re already a member of the team, the likelihood that your contract will be extended is high.

5. Gain an Edge on New Year Job Seekers

New Year’s resolutions being what they are, there is often a surge in hiring come January 2. That results in more competition for the roles that interest you. By continuing your job search during the holidays, you’re positioning yourself for success, whether it’s in the month of December or further on down the line. Even if companies are waiting until they receive their 2022 budgets to start hiring, by starting (or continuing) your efforts now, you’re getting on their radar. That’s because hiring managers and recruiters probably have a good idea what’s coming down the pike, even if it’s not currently advertised. And if you meet them and start chatting at a holiday get-together, guess who they’ll have top of mind when they’re ready to hire? Yep: You.

DO Continue Your Job Search During the Holidays

There’s no doubt that by maintaining momentum on your job search during the holidays, you will put yourself in a great position to find success—if not in 2021 then certainly in 2022. Continue to reach out to employers and recruiters, apply to positions, and mix and mingle throughout the season. Your commitment can pay off dividends on your quest to find the perfect next job.

Looking for more support in your job search? Blue Signal Search is proud to announce the upcoming launch of Resume and Career Services, Powered by Blue Signal, in early 2022. Get on the mailing list now to learn more about this exciting new offering that will put you in the driver’s seat of your career and get you educated, empowered, and employed!

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Top 10 HR Certifications That Will Get You Noticed

August 18, 2021 by Aylish DeVore

In the Human Resources industry “only 34.2% of all HR professionals have one or more HR certifications,” according to Payscale. This leaves a unique opportunity for those wanting to advance in the Human Resources industry to fill a gap and highlight their hands-on, up-to-date industry knowledge. More and more we are seeing people forego formal higher education due to many factors, the most common being cost and time. Furthermore, despite many available degrees, the knowledge gained in the classroom can become obsolete as time passes. The laws and policies within Human Resources, in particular, change at a much more rapid rate - making continued education on a smaller, more consistent scale the more productive option. Hands-on experience is the best way to learn how to navigate situations that cannot be presented and facilitated in a classroom. Experience is everything within the field of Human Resources, and with this in mind, many employers are favoring experience and certifications in lieu of formal degrees. But with so many certifications available, the task of choosing the one that’s right for you can feel daunting. Everyone’s situation and goals are different and luckily, there are lots of associations and certification titles to choose from. We suggest starting by narrowing your list of options by evaluating your experience, time, budget, and target industry. To simplify your search further, we’ve created a list of the top 10 HR certifications that will get you noticed and set you up for success in your career.

Additional Schooling vs.Certifications

HR Professional Insight — Karli Larson, Human Resources Manager

“Given my own experience, I may be a bit biased, but also being an HR professional who has reviewed thousands of resumes I would recommend anyone considering additional schooling to strongly consider HR certifications instead. Look at job postings and ask other HR professionals what their employers value; they will likely tell you experience and a certification from a recognized organization.”

SHRM HR Certifications:

The prevalence of the “Certified Professional” certification has steadily picked up in the last four years. A big part of this has to do with the Society for Human Resource Management (SHRM), which started to offer its own certifications, the SHRM-CP and SHRM-SCP, in 2015. SHRM has represented the HR community for nearly seven decades and has more than 300,000 members in 165 countries.

#1. SHRM Certified Professional (SHRM®–CP)

#2. SHRM Senior Certified Professional® (SHRM–SCP®)

SHRM conducted global research, including outreach to major corporations, universities, and over 35,000 members of the profession worldwide. Their findings determined that a successful HR career will also be determined by behavioral competencies apart from solely technical knowledge — the SHRM-CP and SHRM-SCP include both of these essential elements, making it a unique certification process.

Skills tested: The certification program covers behavioral competencies and functional knowledge areas within the themes of HR competencies, people, organization, and workplace. The SHRM certification measures an HR professional’s most critical skill - the ability to apply HR principles to actual, everyday situations. It is among the first to focus on practical, real-life HR information; teaching and testing both competencies and knowledge.

Certification process: This exam is 4 hours in length with 160 questions which include 95 knowledge items and 65 situational judgment items. Applicants now have the option to test from home through live remote proctoring. Certification fees cost anywhere from $300 - $475 depending on membership and registration date. Team delivery methods are offered as an option for organizations to provide group certifications.

SHRM-CP Requirements: SHRM-CP Certification requirements differ depending on education and years of experience.

For those with less than a Bachelor’s degree but in an HR-related program; 3 years in an HR role is required.
For those with less than a Bachelor’s degree and are not in an HR-related program; 4 years in an HR role is required.
For those with an HR-related Bachelor’s degree; 1 year in an HR role is required.
For those with a non-HR Bachelor’s degree; 2 years in an HR role is required.
For those with an HR-related Graduate degree; currently being in an HR role is all that is required.
For those with a non-HR Graduate degree; 1 year in an HR role is required.

SHRM–SCP® Requirements:

For those with less than a Bachelor’s degree but in an HR-related program; 6 years in an HR role is required.
For those with less than a Bachelor’s degree and are not in an HR-related p
rogram; 7 years in an HR role is required.
For those with an HR-related Bachelor’s degree; 4 years in an HR role is required.
For those with a non-HR Bachelor’s degree; 5 years in an HR role is required.
For those with an HR-related Graduate degree; 3 years in an HR role is required.
For those with a non-HR Graduate degree; 4 years in an HR role is required.

Click here to review what degrees and experience qualify as HR-related.

Benefits: HR professionals who implement policies and strategies, serve as points of contact for staff and stakeholders, deliver HR services, and/or perform operational HR functions should take the SHRM-CP exam. Along with providing updated information, sharpened skills, and new perspectives, certified professionals have a positive influence on employees and colleagues. Based on one single SHRM Body of Competency and Knowledge (SHRM BoCK), the SHRM-CP and SHRM-SCP credentials are relevant and applicable worldwide. Earning this credential will give professionals the recognition and flexibility to use their knowledge, skills, and competencies anywhere their organization operates, now and in the future.

HRCI HR Certifications

Earning a credential from HRCI® speaks volumes as it distinguishes you as an expert in the HR field, with proven levels of skills, knowledge, and competence necessary to mitigate risks and drive business results. HRCI has a long list of many proven credentials that are a great fit for every level of experience.

#3. Associate Professional in Human Resources (aPHR)

The aPHR is an HR certification designed for professionals who are both just beginning their HR career journey, as well as for non-HR managers who are looking to expand their skills when managing people.

Skills tested: The aPHR certification test includes 38% HR operations, 16% employee relations, 15% recruitment and selection, 14% compensation and benefits, 12% human resource development and retention, and the remaining percentage on health, safety, and security.

Certification process: The exam is timed at 2 hours and 15 minutes and includes 100 scored questions (mostly multiple-choice) and 25 pretest questions. This is a computer-based exam at a Pearson VUE testing center or at your home or office using OnVUE. The fee for the exam is $300 plus an application fee of $100.

Requirements: No HR experience is required since this is a knowledge-based credential.

Benefits: Candidates can gain an understanding of tactical and operational tasks related to workforce management and the HR function; complying with the laws, regulations, and policies that affect the organization. They will understand the hiring process including regulatory requirements, sourcing of applicants, formal interview and selection process, and onboarding of a new hire. Gain confidence in concepts related to total rewards such as pay and benefit programs, responding to employee questions, and handling claims in compliance with applicable laws, regulations, and company policies. Certified professionals will gather the techniques and methods for delivering training programs and developing individual employees. They will understand the methods organizations use to monitor and address morale, performance, and retention. They will learn how to balance the operational needs of the organization with the well-being of the individual employee. Lastly, they will gain an understanding of the laws, regulations, and policies that promote a safe work environment; using risk mitigation procedures to protect against workplace hazards.

#4. Professional in Human Resources® (PHR)

The PHR certification is a great way to establish yourself in the HR field. This certification allows for advancement in your HR career and demonstrates mastery of the technical and operational aspects of HR management, including U.S. laws and regulations. The PHR is for the HR professional who has experience with program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization, and has responsibilities that focus on the HR department rather than the whole organization.

Skills tested: The PHR certification test skills are broken down into 39% employee and labor relations, 20% business management, 16% talent planning and acquisition, 15% total rewards, and 10% learning and development.

Certification process: The exam is timed at 2 hours and includes 90 scored questions (mostly multiple-choice) and 25 pretest questions. It is a computer-based exam taken at a Pearson VUE testing center or at your home or office using OnVUE. The cost of the exam is $395 plus an application fee of $100. The PHR certification is valid for three years after testing. To maintain the PHR credential, candidates must earn 60 recertification credits over a three-year time span or retake the exam.

Requirements: Applicants must have at least one of the following requirements to test: at least one year of experience in a professional-level HR position plus a Master’s degree or higher; at least two years of experience in a professional-level HR position plus a Bachelor’s degree; or at least four years of experience in a professional-level HR position.

Benefits: Certified professionals will be able to use information about the organization and business environment to reinforce expectations, influence decision-making, and avoid risk. They will identify, attract, and employ talent while following all federal laws related to the hiring process. They will contribute to the organization’s learning and development activities by implementing and evaluating programs, providing internal consultation, and providing data. They will learn to implement, promote, and manage compensation and benefits programs in compliance with federal laws. Once certified, professionals will be able to manage, monitor, and/or promote legally compliant programs and policies that impact the employee experience throughout the employee lifecycle.

#5. Senior Professional in Human Resources® (SPHR®)

The SPHR demonstrates mastery of the strategic and policy-making aspects of HR management as practiced in the U.S. The credential is designed for big-picture thinkers responsible for planning rather than implementing HR policy. Organizations seek out SPHR professionals for their proven accountability for HR department goals, for breadth and depth of knowledge in all HR disciplines, and for understanding business issues beyond the HR function.

Skills tested: The SPHR certification test questions are broken up into 40% leadership and strategy, 20% employee relations and engagement, 16% talent planning and acquisition, 12% learning and development, and 12% total rewards.

Certification process: You will have 2 hours and 30 minutes to answer 115 scored questions (mostly multiple-choice) plus 25 pretest questions. You can take the exam at a Pearson VUE testing center or at your home or office using OnVUE. The exam costs $495 plus an application fee of $100. The SPHR certification is valid for three years after testing. To maintain the credential, candidates must earn 60 recertification credits over a three-year time span or retake the exam. Of those 60 recertification credits required, 15 must be Business Management & Strategy credits.

Requirements: Applicants must have at least one of the following requirements: at least four years of experience in a professional-level HR position plus a Master’s degree or higher; at least five years of experience in a professional-level HR position plus a Bachelor’s degree; or at least seven years of experience in a professional-level HR position.

Benefits: Accredited professionals will learn to lead the HR function by developing HR strategy, contributing to organizational strategy, influencing people management practices, and monitoring risk. They will be able to forecast organizational talent needs and develop strategies to attract and engage new talent; developing training and employee retention strategies. They will understand how to monitor the effectiveness of compensation and benefits strategies for attracting, rewarding, and retaining talent. Also, they will be given the tools to develop and/or monitor strategies impacting employee satisfaction and performance including diversity and inclusion, safety, security, and labor strategies.

HR Professional Insight — Karli Larson, Human Resources Manager

“My degree is in Human Development & Family Sciences and my path to HR was not typical. When I wanted to take my professional marketability to the next level I looked at HR certifications that employers required or preferred. SHRM-CP and PHR/SPHR are the three most recognized and requested HR certifications. SHRM certifications are more focused on soft skills and being a strategic partner to the company. You are tested on competencies like leadership, ethics, and business acumen. HRCI (issuer of PHR/SPHR) is more granular and focuses more on legal and compliance.

My takeaway from my previous research was that an HRCI certification is better suited for small companies who need their HR professional to be a generalist, aka someone who can do everything HR related. While SHRM certifications are better suited for mid-to-large companies who are looking for a partner and thought leader. My decision was based on my professional goals and interests; ultimately I took the SHRM-CP exam. The exam was not for the faint of heart, and I have heard this for HRCI exams as well, but it was definitely worth it!”

#6. Professional in Human Resources — International™ (PHRi)

The PHRi credential demonstrates the mastery of generally accepted technical and operational HR principles on a national scale. The PHRi is for practitioners based outside of the United States and validates professional-level competency, knowledge, and skills to help propel an HR career forward.

Skills tested: Skills tested for the PHRi certification include 19% talent acquisition, 19% HR administration and shared services, 19% talent management and development, 17% compensation, benefits, and work experience, 16% employee relations and risk management, and 10% HR information management.

Certification process: The exam is timed at 3 hours and 15 minutes, and includes 145 scored questions (mostly multiple-choice) and 25 pretest questions. The test is available in English as well as in Spanish. The cost of the exam is $395 plus an application fee of $100. The PHRi certification is valid for three years after testing. 60 recertification credits must be earned over the three-year time span or those certified will be required to retake the exam.

Requirements: Applicants must have at least one of the following requirements to test: at least one year of experience in a professional-level HR position plus a Master’s degree or global equivalent; at least two years of experience in a professional-level HR position plus a Bachelor’s degree or global equivalent; or at least four years of experience in a professional-level HR position.

Benefits: Accredited professionals will be able to determine actions needed to make sure an organization has employees with the right skills in the right positions at the right time. They can manage activities that support employees and managers by responding to requests for information and gathering and storing information in a manner that ensures integrity and accurate retrieval. They are skilled in processes that support effective talent management, employee engagement, and development.

#7. Global Professional in Human Resources (GPHR)

This certification lets the business world know you have the knowledge and skills needed to manage HR challenges in a global marketplace. The GPHR demonstrates professional expertise in multinational HR responsibilities, including strategies of globalization and development of HR policies and initiatives that support organizational global growth.

Skills tested: The GPHR certification test skills are broken down into 25% strategic global human resources, 20% global talent management, 15% global mobility, 15% workplace culture, 15% total rewards, and 10% risk management and compliance.

Certification process: The exam is timed at 3 hours and includes 140 scored questions (mostly multiple-choice) and 25 pretest questions. It is a computer-based exam that can be taken at a Pearson VUE testing center or at your home or office using OnVUE. The exam costs $495 plus an application fee of $100. The GPHR certification is valid for three years after testing. To maintain it, 60 recertification credits must be earned over the three-year time span, 15 of which must be Global credits.

Requirements: Applicants must have at least one of the following requirements to test: at least two years of experience in a professional-level HR position plus a Master’s degree or higher; at least three years of experience in a professional-level HR position plus a Bachelor’s degree; or at least four years of experience in a professional-level HR position.

Benefits: Accredited professionals are able to formally understand global business factors and the unique HR challenges faced by such organizations while serving as a strategic business partner. They can use appropriate tools and metrics to ensure an organization is able to find, develop, engage, and keep talent. Certified professionals are strong at determining when to send employees abroad and ensuring smooth transitions for those on expatriate assignments and upon return while ensuring compliance with applicable laws and regulations. They maximize organizational results by facilitating an inclusive workplace through cultural competence, corporate social responsibility, and ethical behavior. They are experts in ensuring voluntary and required total rewards are appropriate for the work location and circumstances of employment. These professionals are skilled in keeping an organization’s employees safe, secure, and free of discrimination and harassment while protecting their privacy and ensuring compliance with applicable laws and regulations.

HCI HR Certifications

HCI allows individuals to grow their capabilities and advance their careers through industry-recognized certifications in critical areas like HR business partnership, workforce planning, people analytics, change management, and more.

#8. Strategic HR Leadership Certification (SHRL)

This certification allows individuals to create and grow high-performing HR teams through intention, interaction, and influence.

Skills tested: Professionals who become certified through this course will learn how to assess team leadership skills, connect teams to a larger purpose, intentionally design teams, optimize team interaction, and influence outcomes.

Certification process: The training for this certification is offered as a two-day program or as a virtual series with half-day sessions delivered over four weeks, with many dates and times offered to fit most schedules. Participants are able to chat and interact with facilitators and peers via the Zoom platform when using the virtual training option. Official certification will be earned after attending all of the sessions, completing all classwork, and passing the multiple-choice exam with a score of 80% or higher. Renewal will be required every three years by obtaining 60 credits.

Benefits: Those who formally or informally lead a team would greatly benefit from this certification course. Through practice, they will learn to give feedback and coach a team to improve both their performance and engagement. Throughout the training program, they will also walk away with 30 tools and templates they can use right away to improve leadership and their team's performance. When attending this training, participants also earn 12 HCI, 12 HRCI, 12 SHRM, and 12 ATD recertification credits.

ATD CI HR Certifications

The ATD Certification Institute’s vision is to provide world-class credentials for the talent development community. ATD CI is responsible for the development, administration, and governance of ATD’s credentialing program, including the APTD and CPTD credentials. ATD CI operates in accordance with international accreditation standards for certification programs along with ATD’s education and training programs. These programs allow for separation from the assessment process and training or test preparation.

#9. Certified Professional in Talent Development (CPTD)

The Certified Professional in Talent Development (CPTD) is a professional certification for those in the talent development field. It is broad and measures a professional’s knowledge and skill application across the breadth of talent development capabilities. Successful CPTDs report that the process of getting their credential was a tremendous growth opportunity, allowing them to learn, give back to the profession, and make a positive impact on their careers. ATD offers a free downloadable letter template for those not sure how to start the conversation with their employer about the value of the CPTD.

Skills tested: The CPTD exam focuses on a subset of capabilities from the Talent Development Capability Model and covers three domains: 20% on personal capabilities, 45% on professional capabilities, and 35% on organizational capabilities. Testing focuses on skills application and decision-making for more experienced professionals. Follow this link to review and download the CPTD exam outline.

Certification process: In post-exam surveys, candidates report that they have spent an average of 80–100 hours preparing for the exam and allowed themselves six to nine months for the process. The exam is timed at three hours and includes a mix of multiple-choice questions and case management questions. The test is a computer-based exam at conveniently located testing centers worldwide or in a secure location of your choosing, via remote proctoring. The exam costs $900 for members and $1250 for non-members. This fee covers a testing seat for the CPTD exam, exam score report, and a CPTD certificate and lapel pin once the credential is achieved. Prep courses and materials are optional and not included in the exam fee.

Requirements: Applicants are required to have at least five years of professional work experience in talent development or related fields and must have completed 60 hours of professional development in talent development within the last five years. They should also have deep knowledge and experience applying the principles for enhancing employee talent development.

Benefits: Benefits that come with acquiring a CPTD, or working with a colleague who is certified, include a strong understanding of and ability to add value and impact through talent development strategies and solutions, ultimately bringing success to the organization.

IHRIM HR Certifications

The International Association for Human Resource Information Management (IHRIM) has been the leading membership association for HR information management professionals since 1980. They offer a unique community that blends education, collaboration, and professional certification.

#10. Human Resource Information Professional Certification (HRIP)

The Human Resource Information Professional (HRIP) Certification is designed to assess the knowledge and competencies of professionals in the HR information management field. Passing this exam indicates a demonstrated comprehensive understanding and proficiency of the defined body of knowledge in HR information management.

Skills tested: The skills tested on the HRIP exam is made up of 30% HR technology and business processes; 30% systems selection, implementations, and upgrades; 25% HR systems operations; and 15% technology strategy and solutions assessment.

Certification process: Candidates will have 2 hours to answer 90 questions and can take the exam one of two ways; via Live Online Proctoring (LOP) or at one of Scantron’s worldwide test centers. The cost of the exam ranges from $385 - $670 depending on membership and registration date. Upon passing the exam, the credential is active for 3 years. n order to maintain certification, a total of 60 recertification credit hours are required during that 3 year period. Click here to review the IHRIM recertification tracking form.

Requirements: While there are no specific requirements, the ideal candidate should have five years of experience in HR technology solutions or HR information management, or comparable education. A Bachelor’s degree from an accredited college or university is preferred, however, professional experience in the field bears greater weight on the candidate’s success.

Benefits: This certification demonstrates a professional’s expertise as it is a concrete measure of experience and command of HRIM/HRIS concepts and processes. The HRIP designation communicates a candidate’s motivation, knowledge, and commitment to quality to clients and employers. It distinguishes professionals as industry leaders and shows that they stay current and promote high standards in the HRIM/HRIS field. Preparation for the HRIP exam covers all aspects of HRIM/HRIS, including the latest trends and best practices. Plus, the recertification requirements ensure keeping abreast of changes in the field.

No matter which credential you chose, each of these top 10 HR certifications will get you noticed and set you up for success in your career by keeping you moving forward. Attaining one of these HR certifications relevant to your industry and/or career advancement goals sets you apart from others in the space, and shows your dedication to continued education and excellence in your role. Upon earning a new certification, be sure to maintain the credential accordingly as these associations that provide these certifications are updating and changing the information as quickly as our state and federal governing bodies are. Resources like webinars, conferences, books, and additional training can satisfy these professional development requirements. As always, with any new certification or skillset, be sure to update your HR certifications on all sites and platforms such as LinkedIn and resumes/cover letters. This ensures you are marketing yourself in the most impressive and accurate way to potential career advancement opportunities. As you toy with the idea of acquiring a new certification in HR, don’t hesitate to reach out to Blue Signal to connect with a recruiter that can help guide you through the process, and offer advice based on the individual factors that make up your career goals.

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If You’re Not Looking Forward to Mondays: Why You Might Need a New Job

February 23, 2021 by Lacey Walters

If you’re not looking forward to Mondays, it might be time for a new job.

You know what we’re talking about. It’s a staple in American workplace comedies, having a main character suffer from a “case of the Mondays.” We’ve coined the phrase “Sunday Scaries” to describe the impending workweek that we dread during the last night of the weekend. Somewhere along the line, it became not just acceptable - but the norm! - to not look forward to Mondays. To groan and gripe when ending the weekend and preparing to go back to the office. But have you ever thought that maybe Mondays themselves aren’t the problem? More likely, if you’re not looking forward to Mondays - it’s probably time for a new job.

Unfortunately, only 20% of the American workforce is “very passionate” about their jobs. When you consider that you spend about 2,000 hours a year - or 90,000 hours over the course of a lifetime - at work, it’s important that you find joy in what you do. In this blog, we want to discuss different ways that people find fulfillment in their careers - and ultimately try to determine if you should make a move.

If You're Not Looking Forward to Mondays Flowchart

Do you feel properly challenged and engaged in your work?

Most people enter their industries of choice because they find them interesting. People are drawn to science due to its complexities. Some enjoy finance because it gives them insight into the economy that others can only guess at. Creatives thrive on expression, and those in public service are fulfilled when they get the chance to give back to their communities. Whether your passion is in crunching numbers, creating content, or helping others - you joined your job because you found a challenge you liked to tackle.

Gallup’s State of the Global Workplace found that only 15% of employees are engaged in the workplace — a whopping 85% are not! In 2018, Korn Ferry came to a similar conclusion, with 1 in 3 employees citing boredom as the main reason they were looking to leave their jobs. People don’t seem to be engaged in their work - whether it be from redundancy in tasks or from lack of challenge - and it’s costing employers money. In the same study by Gallup, they found that company groups with higher marks of employee engagement were on average 21% more profitable.

If you share this sentiment, that might be your sign to look for a move up. Moving into a higher level role could renew that sense of trial and tribulation you crave when mastering your craft. It could also help you learn new skills that you may have already come to master at your current level. If you’re feeling stuck in your current role, try to apply for jobs that match your skill level, not your current job title.

Do you get enough recognition for your work?

No matter your occupation, it always feels good to be recognized for your efforts. It makes hard times rewarding and gives us something to celebrate. You don’t choose jobs because you want to do things you aren’t good at - so it stands to reason that your job is what you expect to excel in. But when that excellence isn’t recognized, it can feel invalidating and futile.

80% of HR leaders believe that employee recognition is crucial for the success of organizations. Most HR programs treat it as a regular management practice for creating engagement, establishing and strengthening relationships, and contributing to overall satisfaction. It’s worthwhile for companies in the long run, proven by HubSpot’s findings that 69% of employees said they would work harder if they were better appreciated.

Everyone agrees that it’s important - but oddly enough, not all companies take action to implement recognition into regular workflow. Not showing appreciation for employees is the mark of a bad work environment. Most companies have employee recognition built into their talent management strategy, so if you’re not getting that sense of accomplishment where you’re currently employed - look elsewhere! There’s no sense in staying where you aren’t celebrated when the market is so full of organizations willing to give that thanks.

Do you feel properly supported in your role?

Working is often compared to being on a team. In a business, salespeople can’t land deals without having a good product to represent, and engineers can’t create products without capital. The cycle goes on and on. No matter your occupation, you are likely to depend on others to enable you to do your job - which is where several organizations tend to fall apart.

You might find yourself struggling to stay engaged due to poor leadership. If you work hard to turn around projects, and then get stuck behind red tape - you’re not alone. CNBC found that the average manager has 30% more direct reports than they did 10 years ago. Organizations seem to keep growing, but people don’t seem to be getting promoted at the same rate - causing management to become overloaded with reports and have less time to help them on an individual basis. The structure becomes unsustainable and causes reports to get stuck in their positions - unable to move up past their advisors.

Thin leadership and a lack of support structure may signify a good time to jump ship. Organizations that are thriving are more likely to promote within, and move people up through the organization. If they’re not hiring or promoting more management, chances are they could be in a crisis in other areas of operation that are preventing that capital to be spent on talent.

Do you get along with your coworkers?

This seems like a silly point to make. People aren’t at work to make friends - but they do spend the majority of their day-to-day lives with their coworkers. Friendships and bonds form naturally from close proximity like this, and can really give you something to look forward to besides a paycheck. Think about it! If you aren’t happy with the company you keep for 40 hours a week - it’s not hard to figure out why you’re unhappy while at work.

Colleagues shouldn’t be your #1 determinant for a good job, but it helps to be choosy when it comes to who you spend your time with. Statista found that 60% of surveyed employees considered colleagues to be the biggest contributors to happiness. More than workplace harmony, getting along with your coworkers could be the make or break of your job satisfaction. This goes for leadership, too! SeedScientific found that nearly 75% of employees quit their bosses, not their jobs. Therefore, if you’re not fitting your company’s culture - a workplace better aligned with your values (and maybe your sense of humor) could make those hours spent at the office more rewarding.

The good news? You have the power here. Monster has predicted a steady increase in hiring trends for 2021 - in areas like sales, manufacturing, and technology. Remote jobs are giving people 20% more geographically diverse work options. CareerPlug found that of the companies surveyed throughout 2020 and the COVID-19 pandemic, most have not slowed down their hiring. In fact, 14% of companies created new positions as a result of COVID-19. All in all, if you aren’t looking forward to Mondays at the job you’re in today - there are several companies out there that are likely to offer what you’re looking for.

Advocating for yourself is pertinent when seeking better job satisfaction. If you’re not sure where to start, it always helps to have someone on your side. When working with recruiters like us here at Blue Signal, you have a built-in advocate for your wants and needs within your career. We specialize in offer negotiations, candidate marketing, interview preparation, and more. As your partner in the process, we can give you an inside look into a role and a workplace culture - before putting in your notice at your old job. The best defense when it comes to protecting your career is good offense. Contact us today to get started on finding a workplace that redefines your Mondays.

7 Tips For the First Days of Your New Gig

March 5, 2020 by Lacey Walters

You’ve landed a new job, congratulations -- the hardest part is over! While surviving the interview process is something to celebrate, it’s important to keep up your A-game as you start your new role. Whether it’s applicants exaggerating on their resumes or employers overselling a role, it’s estimated that 20% of employee turnover happens in the first 90 days.

But - no stress. They hired you for your abilities, and you should have everything you need to be successful! To ensure the best trajectory, read these simple ways to make sure that you make the most out of your first few days on the job.

#1: Map out your commute so you can arrive early.

Arriving on time to work is expected, but arriving early shows your boss and colleagues that you’re serious about getting the job done. Make sure you map out the best route, account for traffic, and leave earlier than you think necessary to ensure you’re not left scrambling. Basically, live by the phrase “on time is late” until you get the hang of the new commute.

#2: Dress to impress.

Even if your workplace has a casual atmosphere, dressing nicer on the first day helps to make you feel like you’re fit for the job. The last thing you would want is to under-dress and stand out in that negative way. Wear something that you feel comfortable in and shows off a little bit of your personality, while still looking professional and polished.

#3: Learn your coworkers’ names.

The people you’ll be working with are going to be key for getting the lay of the land. They can help answer questions when needed and build your sense of morale for your time at the company. It’s important to learn their names and let them know you’re interested in getting to know them. After all, you’ll be spending quite a bit of time together from here on out.

#4: Skip the sack lunch and go out to eat with your new team.

Take learning the names of your coworkers a step further and invite them out to lunch on day one. This will help establish those key relationships from the very beginning and help you down the line. Ask your new coworkers about the culture, any tricks of the trade, or what they wish they had known on their first days.

#5: Ask questions and take notes.

Your first day is going to be a whirlwind. Don’t be afraid to ask questions and write down anything that you think will be important in the future. Preparing questions as simple as, “What will be expected from me in my first 30 days here?” will help clear up any confusion with your responsibilities. You’ll be happy you asked for clarity, and your new supervisor will be impressed with your initiative.

#6: Be courteous and grateful to everyone who helps you throughout the day.

There will be a lot of established staff members taking time out of their days to help you learn the ropes. Make sure you are courteous of their time and thank them for helping you out. Sending a thank you email or, even better, writing a handwritten note to anyone who helps you out your first week is a simple gesture that can go a long way with making first impressions in your new role.

#7: Smile and be yourself!

Being yourself is the most important aspect of starting a new career - you want to make sure that you’re the same person on day 1 as day 100. It’s important to not let the stress of a new job get to you -- they hired you for a reason! Taking the time to smile and let your personality come through on the first day is the easiest way to make a good first impression and smoothly transition into your new role.

To make the transition even easier, Blue Signal goes beyond placements to provide new hire support, including offer negotiation, resignation preparation, company transition coaching, and further support throughout our candidate’s entire first year on the job. If you are looking for more support in that next step of your career, contact Blue Signal today to get a friend in the game, and make your next new role the best yet.

Top 5 Reasons Employers Should Partner with Recruiters

March 15, 2019 by Lacey Walters

The problem with today’s job market is not the lack of open jobs, but lack of available talent. The Bureau of Labor Statistics reported that January closed with 6.9 million job openings. As the talent pool is shrinking, businesses are having a difficult time finding qualified, high caliber talent to fill lucrative roles. With this shortage, businesses are turning to recruiting firms for help. Recruiters are focused on finding the best candidates and can provide several benefits to a job fill. Recruiters ultimately save time, increase productivity and efficiency, have the ability to access passive talent, are fully transparent, and understand how to market companies.

1. Time Savings

An average hiring manager may only be able to set aside 1 to 2 hours a day to review resumes. Recruiters, on the other hand, devote their entire 9 to 5 – and then some – to comb through candidate skills, backgrounds, evaluate market trends, and ultimately build long lasting professional relationships. They have pipelines to build from, along with a readily accessible network to quickly find qualified candidates. Recruiters are dedicated to building relationships with industry leaders and market experts and offer unparalleled access to market conditions when it comes to salary negotiation. This cuts out the bargaining and guessing games and takes clients right to the numbers and hard skills. Recruiters have the confidential “in” on who is looking to make a move. Filling a position can be time consuming, but recruiters are willing to do what it takes to find the perfect candidate.

2. Increased Productivity & Efficiency

Talent acquisition and HR departments typically have many job openings to work on simultaneously, often nationwide. Utilizing a recruiting firm will alleviate the stress in filling time sensitive positions while saving companies money. NPA World Wide stated that companies on average are losing more than $18,000 per month while a position remains open. If you consider that profitable companies’ employees generate 3 to 5 times their annual salary in value, a position at $70,000 could be throwing $29,000 out the window in just a month! This adds up, and 60% of employers admit to being very concerned with the cost of unfilled positions. In this case, time may very well be money. Businesses can’t afford to lose this time.

These numbers don’t even consider the on-the-clock time that a hiring manager may be using in the talent search. It’s typical for employers to sort through submitted job applications for openings and reach out to potential candidates themselves. However, in the hiring process, the average job opening attracts 250 resumes. What hiring manager has the time of day to sort through 250 resumes? How much productivity is a company losing over posting jobs themselves, and having their head sales management or engineering director read CVs? Blue Signal recruiters take the time to submit candidates with the right background, skill set, and experience employers are specifically looking for, without wasting anyone’s time.

3. Ability to Access Passive Talent

According to LinkedIn, 70% of the global workforce is made up of professionals who aren’t actively job searching and 87% of the passive talent are open to new opportunities. This means the ideal fit is likely in a job today.

How does a company have an appropriate, confidential way to approach these happily employed candidates?

A third-party recruiter!

Through training, knowledge, and expertise, recruiters have access to top talent that businesses cannot find on their own – whether a candidate is actively looking or not. Blue Signal recruiters have their own talent pools to draw from and act as a bridge to connect with otherwise inaccessible talent. Our recruiters can devote industry leading teams to fill high priority roles fast. Through extensive sourcing and research, a list of highly qualified candidates in the industry can be found instantaneously. Keep in mind, the best candidates are usually off the market within 10 days, so when a recruiter finds a candidate with the perfect experience and skill set, it’s important to interview fast.

4. Full Transparency

Studies show that 66% of candidates believe interactions with employees are the best way to get insight into a company. Rather than have them skim your Glassdoor reviews (which can be incomplete and biased), let recruiters get the inside scoop right from the source. When trying to fill a position, recruiters provide all the essential information to their candidates. It’s important to be transparent and inform candidates about the opportunity they are looking to pursue. Blue Signal recruiters set themselves apart by providing detailed job descriptions, company history, culture, financial statistics, and even leadership within the company to help ensure the candidate is a cultural match as well as a talent match. Providing this information helps the candidate through the entire process and if selected for an interview, they will already have the information they need at hand.

Along with being fully transparent, recruiters are a partner throughout the entire hiring process. Beginning with submitting a candidate, to scheduling an interview, and being offered the position, a recruiter’s work is far from done when an offer letter is signed. They continue to check in with the candidate to ensure a successful hire was made – both for themselves and the company.

5. Understanding of How to Market Companies

According to LinkedIn, the #1 reason candidates change jobs is career opportunity, followed by company culture and growth. Blue Signal takes pride in only partnering with companies that value their employees by offering great culture and career growth opportunities. Recruiters know what candidates are looking for by staying in communication, building a relationship and being transparent throughout the process. They have the inside scoop and go the extra mile to sell a candidate.

Once you partner with Blue Signal, our recruiters use many resources to locate your ideal hire. This includes our sales team, marketing team, internal database, and extensive referral network. Before reaching out to candidates, our recruiters conduct their own research about the company and the job itself in order to describe the opportunity best. They are able to draw from Blue Signal’s values and strong history of success to best market the position to stand out from the competition. This is good news for the right company, too! That means that they want to grow alongside the organization just as much as the organization wants to utilize their skills to grow themselves.

Blue Signal is here to help.

There are hundreds of recruiting firms to choose from, but Blue Signal operates the most efficient and effective way. Our recruiters are dedicated to finding the high caliber talent your organization wants and needs and specializes in placing candidates within your industry. Through our extensive search process, we can provide top talent candidates. Contact us today for a free consultation. (480) 939-3200

Saving Face: Shaking Bad Brand Reputation

October 18, 2018 by Lacey Walters

Did you know it takes an average of 52 days to fill a position, and that US companies typically spend $4,000 to fill an open position? This data from Bersin by Deloitte includes findings from 412 organizations, and the results are stunning. It found that high impact organizations have a 40% lower new-hire turnover rate and are able to fill roles 20% faster than companies with tactical recruiting functions. This has a lot to do with reputation. Whether you are a hiring manager, an interviewee, or a recruiter – you have probably had to handle some bad press in the professional world. Here are some tips for best practices when approaching this sensitive topic.

As a Company

A study by Glassdoor found that 84% of workers would be willing to leave their current jobs for a company with a great reputation, and that this would only require a 1-10% pay increase. More and more, people are looking to work for companies based on the culture over the paycheck. Meaning that your brand’s reputation is worth more than you think.

If your company has a bad reputation, the biggest thing is to not sweep it under the rug. The internet is a very unforgiving place and bad reviews on Glassdoor or Indeed will leave your business driving away potential employees.

So, your first step should be to own up to your pitfalls. Respond to Glassdoor postings and ask questions. See where in the process you went wrong and work to alleviate it in the future. When it comes to new hires, it would be beneficial to discuss these bad reviews and tell them about how you are working to change, because if they do research like they should, they’ll find those answers and come to conclusions on their own.

Finally, after working to fix the internal issues that caused the bad reputation, make your employees your brand ambassadors. Just as bad ratings can drive people away, good ones can draw them in. Encourage (but not incentivize) employees to share their experiences online. Not only will this help potential new hires to familiarize themselves with your company culture and set their expectations for the position, it will also help your current employees feel heard, validated, and valued. If you give them a voice, they will be empowered to help drive your brand.

As a Potential Employee

As someone in the market for a new job, there is nothing worse than researching a company you’ve landed an interview with and finding negative reviews about them online. All that excitement of finding that new opportunity can easily wash away with a few frightening reviews from old employees. It’s that much more nerve wracking sitting in a room with a hiring manager and having to answer that question, “Why do you want to work for us?”

Instead of sitting there and thinking Well, I’m not so sure I want to anymore… while flashing back to your midnight internet FBI-type investigating, take some steps before going to their office to make sure you’re not missing an opportunity.

First things first, call it out. If you are working with a recruiter, ask them head on what they think about the company and its issues. It doesn’t benefit the recruiter to lie about it or talk around it. Chances are they have asked the company these same questions after doing their own research and have had to share this information with other potential candidates. Recruiters will be the best resource for knowing the inside scoop on the issue without harming your reputation with the company.

And, if you’re not working with a recruiter, know that it isn’t necessarily a bad thing to ask the hiring manager during an interview what the company has done about these reviews. Be respectful and try not to place blame. Try So I researched your company and I had some questions about your management team or There have been some rumors going around in the market and I just wanted to hear the truth from you. Chances are, if they are a truly good company, they will admire your ethics and recognize the courage it takes to bring up those concerns. Hopefully they will be able to address the issue and provide you with some answers about how they have moved forward to alleviate those problems. It’ll give you good insight into who their leaders are, and how they operate. Otherwise, if they push back or don’t provide answers, follow your gut and think about whether or not they are the right fit for you.

Most importantly, when you see these bad reviews, consider the source. Look closer at the review and see where the problem truly went wrong. Think about the last time you bought something off Amazon. You may have perused the reviews and come across a customer claiming, “this is the worst sweater on the planet, it showed up full of holes! Would never buy again!” Is this the only bad review among all others like “I bought 12!” and “Perfect fit!” Realize that in reality, the angry customer’s dog perhaps got to the mail first. Recognize that not all reviews are honest or hold the whole story. The single bad review from an employee on a Glassdoor page could be from someone who left the company on bad terms, or had their boss’s dog eat their sweater.

Finally, recognize the opportunity a “bad” situation can provide you. If you meet with a company, and hear their history and how it’s turned around, think about how you can elevate their reputation and work alongside them to build them back up. The companies in these situations are clearly in need of some new ideas, and there were probably several other applicants who read those reviews and turned away their offers without knowing the full story. Of course, never take a job that may be harmful to you or your career. But, if you see the company making a true effort you may be given an opportunity in disguise to grow with them. Don’t limit yourself based on someone else’s opinions!

As a Recruiter

This is a tough situation for a recruiter, because as the middle man there is nothing you can do to fix it. You are simply being employed, for a short time, by the company. On the one hand, you want to be selective of the companies that you place in because if they treat your candidates poorly, that can reflect on your firm. Depending on the issue it can also conflict with your company’s ethics. On the other hand, it really isn’t your fire to put out, and you should still maintain a good relationship with the company and its industry.

So your options are pretty limited. But you know it is important to not ignore the company’s standing, especially with candidates. As an industry based heavily on customer satisfaction, you cannot afford to be dishonest or misleading. It isn’t worth it to waste potential connections with a candidate or company for fear of stepping on toes. Which leads to the talk – with both the candidate and the company.

First, approach the company with the right attitude. There’s no way to possibly know the entire story surrounding bad press, after all it could be just a rumor. Try asking So I heard something in the market about your company surrounding ______. Give details, be specific and direct keeping in mind your relationship with the company. As the story unfolds, keep a neutral tone and avoid using statements that could be perceived as placing blame. Make sure to approach it with the candidate in mind, too. Ask What have you done to mitigate the situation? Or Moving forward, what will your philosophy be with new hires? What is your sizzle? Why should someone work for you despite this hiccup? More than likely, you aren’t the first person to bring the damaged reputation to their attention and as a company they have taken steps to repair their image. Let them be the ones to tell you their side of the story.

Hopefully your candidates do their research and can come to you with questions. But- even if they don’t- feel free to be proactive and let them know about the buzz in the market surrounding the company. If there is a turn-around story where the company has mitigated the issue, tell it. If there isn’t, discuss the candidate’s options. Worst case you scare them away from a “bad” company but build their trust in you and you can retain them for a future role. Ethical candidates = ethical business tactics = ethical growth.

All in all, be the closer. Ask the company the tough questions and relay the information accordingly.

Need help with your recruiting strategy? Contact us at (480) 939-3200 or reach out to info@bluesignal.com.

Millennials in the Workforce

August 17, 2018 by Lacey Walters

For years, people have argued over how millennials will fall into the professional world, and how the generation of technology and diversity will change the way we see business. Over time, research has started to indicate how some of these changes may take shape.

Millennials are the largest generation in the United States labor force. According to Pew Research Center, U.S. Census Data shows that one-in-three American labor force participants (35%) are millennials. As of 2017, 56 million millennials were working or looking for work. Research suggests that the millennial population, accounting for immigration, will peak at 75 million.

The Disillusioned Generation

Millennials are the first generation to have less consumer sentiment and optimism than older generations. Baby Boomers entered the workforce believing the future would hold a better world. Millennials lack that confidence and feel compelled to instead “save the world.”

Research states that, “49% of 18- to 29 year-olds hold the view that the next generation will be worse off, while 61% of Americans aged 50 and over believe the next generation will be worse off.”

Contrary to popular belief, this lack of sentiment doesn’t reflect millennials’ tenure. According to Pew Research, millennials aren’t job-hopping any more than Generation X did in their early careers.

Actually, among the college-educated, millennials have longer track records with their employers than Generation X workers at the same age.

Sadly, this increased tenure does not correlate with job security or higher wages. As a result, millennials are the most likely to leave their jobs in the next 12 months if the job market improves.

With this information, it’s no surprise that the workplace will change over the coming years to better reflect millennials’ ideals and goals. It seems that the general attitude of millennials in today’s workforce is realistic – they know what they deserve, and what they need to achieve, and aren’t willing to compromise for less.

Desire for Purpose

The largest problem facing anyone in the workplace, no matter the generation, is engagement. Unengaged workers pose a threat to productivity, and in turn lead to higher turnover and loss of profit. Gallup estimated the cost of disengaged employees at $350 billion/year in lost productivity. Gallup research also shows that millennials are the least engaged generation; 72% are disengaged in their work. Lots of factors can affect this measurement, yet Gallup’s research shows that focusing on “opportunity to do best” and “mission and purpose” are the strongest factors for retaining employees. In addition, “opportunities to learn and grow” is an important element for millennials. Currently, only 28% feel their organizations are making full use of their skills. More alarming – 42% of respondents believe they will not be able to learn the skills they need for their careers at their current job.

Millennials feel unengaged in their jobs, yet they are confident that better options exist. Research shows 63% of respondents believe they could find a job as good as the one they have if they left their current company. Therefore, a focus on engagement initiatives will certainly begin to take precedence over other tasks of management and companies.

Communication with Upper Management

Another way to combat loss of engagement is to create more communication between employees and management. Research has shown that “the process creates buy-in and helps employees define success in their roles. Accomplishing goals created with a manager feels even more gratifying to employees because they are ‘our goals,’ not just ‘my goals’ or ‘your goals.’ This shows in their engagement. While a mere 30% of employees strongly agree that their manager involves them in setting their goals at work, those who do strongly agree with this statement are 3.6 times more likely than other employees to be engaged.”

Millennials hold 20% of all leadership roles, and this number is growing. They will define a new standard for leadership, with conviction, collaboration, flexibility, and open communication.

Greater Diversity

Millennials are the “diversity generation.” Millennials actively pursue philosophies, politics, and social equality in all aspects of their lives — even the workplace. Reports show that 83% of millennials are actively engaged when they believe their organization fosters an inclusive culture. Only 60% of millennials are actively engaged when their organization does not foster an inclusive culture.

Millennials make up 27% of the minority population, including 38% of voting-age minorities and a whopping 43% of primary working age minorities. This means diversity in the workplace will not only be more prominent but will define the corporate culture of many companies. The number of millennial leaders is growing, and they want to expand inclusion in the workplace. The general belief is that past generations have handled diversity poorly in the past. Two out of 3 millennials chose their current company because of their organization’s overall purpose. Without a shared set of values and ethics, they are unlikely to engage with a company.

Millennials + Automation

A major trend in the last 20 years is the increased presence of artificial intelligence, machine learning, and automation. Will millennials embrace or regulate the use of AI and other automation when it comes to business practices?

Research shows a split sentiment. Automation is more consistent, measurable, manageable, and cost effective than many traditional work allocations. However, people will always drive products and services. Technology cannot compare to people’s ability to tell a compelling story, communicate with color, recognize and respond to context, make and maintain connections, be emotionally competent, and of course guide with an ethical focus. It is up to the next generation of leaders to shape this technology.

The torch has passed to the millennials. They have made their desires clear – more purpose, collaboration, innovation, and flexibility. Companies that wish to survive the new age of business will have to adjust accordingly. Only the future will tell what millennials do with this new influence. But if research holds true, the future will be more inclusive, collaborative, rewarding, and technologically advanced.

What do you think? How can society empower millennials to make a positive impact? Let us know in the comments!

5 Signs that it’s Time for a Career Move

August 10, 2018 by Lacey Walters

Something they don’t teach in college is how to know when to move on. After graduating, many people’s initial focus is finding a job – pretty much any job, particularly if they have debt looming over them. If it’s relevant to their studies, all the better. This causes people to settle early and often, making the promise of skills being applied be enough to sign on to a company. And once you’re in it, there is always the fear of losing tenure if you move on too quickly. Shockingly, research has found that 70% of the US workforce is not reaching its full potential, with 52% of those workers unengaged, and another 18% are actively disengaged in their current jobs. This costs an estimated $450-550 billion in lost productivity each year.

Here’s how to decide if a career change is right for you.

1 – “My heart isn’t in it.”

Sometimes, the work that you thought you signed up for can fall short of expectations. You may enter a job and realize that this sort of position may not be right for you. This can be discouraging, greatly impact your productivity, and make it hard to keep work exciting. Especially when starting your first career-path position, you can be surprised by how the job compares to your expectations.

The best way to go about these apathetic feelings is to define what you want from the position. Maybe you were looking for a certain skill set or were looking to advance within a company. Whatever your initial motivations, list them and look at them critically in accordance to what you are gaining currently. Make a list of what the job provides you, mirror that against what the job promised (maybe in a job posting or offer letter) and identify the focus.

For example, if you took a sales job to gain experience working with a certain client, write that down. Did the hiring manager promise this client to be part of your job scope? If so, and you haven’t made contact with them, it could be time to reach out to a superior and ask about your responsibilities. Having this initiative will show how prepared you are to move forward within the company, and achieving this initial goal will surely revitalize your drive. However, if the company can no longer provide you this opportunity and network, consider whether or not it meets your other career needs and think about how you could achieve this goal, even if it is with another company.

2 – “I’m not receiving proper reward or recognition.”

If you take a job that promises promotions, bonuses, and other compensation or movement and you have been with the company for quite some time, you may be wondering when those perks will appear. It’s hard to approach this topic with a superior, because you know that these things are earned, not given. However, if this was what drew you to the company and it has not been attained, you may start to second-guess your employment decision.

The first thing you need to do is know your facts. Dig out your offer letter from the company and find any material you can on their compensation scheme and benefits. Go online and use tools like Glassdoor’s Compensation Analyst or LinkedIn’s Salary Estimator to see how your compensation package compares to what other companies are offering in your industry and location. Set your expectations based on real-time facts and figures and analyze how your company may meet or exceed these standards.

If you are making above average in your qualifications and title, this should give you a new appreciation for your company and position. You may be luckier than you think! Perhaps your job has fallen short of industry norms or your company hasn’t fulfilled their promises of retention bonuses or perks. Approach your manager or HR and discuss your concerns in a respectful and constructive way. The worst thing you can do is remain inactive in your worry.

3 – “I don’t trust the company” or “I don’t fit the culture.”

This can be a tough situation. What people typically run into with a new position is the insider’s view they can get of a company’s philosophy. Something you must remember when starting a new job is that the first 90 days isn’t just the company watching to see if you’ll be a right fit, but for you to watch and see if the company is the right fit. Research shows that, “only 41% of employees felt that they know what their company stands for and what makes its brand different from its competitors’ brands.”

There are a few outlets to research the culture of a company, including looking up their employee reviews on Glassdoor; reading their client reviews on Yelp, Google, and Indeed. Look at the company’s website, social media pages, and LinkedIn to see how they interact with their industry, community, and employees. These give you an idea of what the company stands for and prepares you before accepting the offer.

However, just as individuals post idealized images of their lives on Facebook, companies can construct the perfect workplace image online. When your company turns out differently than you expect after signing on, you can approach HR and discuss your concerns. The same applies if you are uncomfortable with your company’s ethos or atmosphere. A big part of career satisfaction comes from the workplace environment. If you are uncomfortable with it, chances are you are not the only one. Speak up. Use your resources. Consider moving elsewhere if no improvements can be made.

4 – “I’m not living up to my full career potential.”

According to Gallup research, “an alarming 70% of American employees aren’t working to their full potential.” This feeling is something many people have but are reluctant to face. Perhaps when you entered the position, you thought you would be gradually given more responsibility and/or visibility and have since felt like your hard work has gone unnoticed or doesn’t support your company’s goals. The important task here is to define what you want to be doing, and then plan ways to get there.

What is your potential? What skills can you offer that aren’t being put to use, and how can they be put to use? Know your worth and become your own biggest supporter. If you think you can handle a larger portfolio, ask your manager for an extra client. If you want to showcase your abilities in design, ask. Take a stab at a proposal before the company presents to the client. Sometimes it may not be a lack of management’s interest or confidence in your abilities. Your potential can be overlooked if it goes unknown to the company’s decision makers.

However, it can always be possible that this position does not fit your capabilities. Maybe you are meant to be in another role with more clientele or creativity. If that’s the case, a change could be the answer to living up to your full potential. Never assume you are undervalued if you haven’t proven your value, but never settle if you aren’t challenged and engaged.

5 – “There’s no room for upward movement.”

A greater problem still can come from a position where you are familiar with the company, have gained a lot of rewarding experience, and are passionate about what you do. Yet, you’ve moved to the top of your department and cannot experience any more vertical growth. This is always heartbreaking, because it’s likely that if you have been with the company long enough to grow that far, you are comfortable with all other aspects of the company.

But maybe that’s the problem. Being too comfortable can limit your achievements. If you have asked all the right questions, gone to the CEO about further growth, and have gotten everything you can from the position, it may be time to search for another career opportunity that can provide you with new experiences.

No matter the case, making a career move can be difficult. If you relate to any of the issues above and have not been able to find a fix within your current company, know that the job pool is large. We want to encourage you to look for your perfect fit.

Need help in your search? Have questions? Contact us at info@bluesignal.com.