Job Search Challenges? Overcome Frustration Here!

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Feeling like your job search is more of an uphill battle than a straightforward path? You're not alone in facing these job search challenges. Spending countless hours tailoring resumes, navigating through the endless sea of job postings, and enduring marathon interview processes, only to be met with silence, can be downright exhausting. It's like shouting into a void and hearing nothing back—frustrating, isn't it? We totally get it. In today's digital age, the job hunt has morphed into a series of common, yet challenging hurdles. But don't worry, we're here to unpack these frustrations, offer a hefty dose of reality, and arm you with strategies to press forward. Ready to overcome job search challenges and achieve success? Let's begin.

Getting Through Applicant Tracking Systems

Ever feel like you're just a number in the job search game? Welcome to the world of Applicant Tracking Systems (ATS)—the digital gatekeepers that can make or break your application before a human eye even sees it. It's a bit like trying to get past a bouncer at a popular club, but instead of judging your shoes, they're scanning for keywords. Irritating, right? It’s a common job search challenge that makes job seekers feel reduced to a set of key words and characteristics. But here’s the deal, companies rely on ATS because it helps them manage the large number of applications they receive for each position. It’s not about making the process cold and robotic but about efficiency. Knowing this, the goal isn’t to beat the system but to understand how to work with it.

A frustrated job seeker resting her head on her hands at a computer desk, with text overlay reading: 'Do you feel like just another number to the ATS machines? You are not alone.

So, how do you make peace with the ATS and still manage to showcase your unique self? First off, try to think of the ATS as your initial audience, not an obstacle. Incorporating relevant keywords from the job description into your resume is key. But don’t just stuff them in, weave them into your accomplishments and experiences in a way that feels natural and authentic. Use both the full forms and acronyms of professional certifications and qualifications since you never know which version the ATS is programmed to pick up. And remember, a clean, simple format does wonders. Some ATS systems can get tripped up by fancy graphics or unusual fonts, so keep the layout straightforward and professional. Lastly, don’t forget the power of human connection. Networking can often get your resume directly into the hands of a hiring manager, bypassing the ATS altogether. By combining the science of ATS optimization with the art of personal branding, you turn what feels like a robotic gatekeeper into a launchpad for your career, effectively navigating through one of the key job search challenges.

Optimize Your Resume for ATS

Tailoring Resumes and Cover Letters (Again & Again)

Diving into the job search pool with one generic resume and cover letter might seem like a time-saver. But let's be real, it's like using a fishing net with too wide of a mesh—you end up catching nothing at all. It's downright exhausting to tweak and tailor every single application, pouring your energy into highlighting how you're the perfect fit for each unique role. You're not alone in feeling this is a daunting task. Yet, in today's ultra-competitive job market, overcoming these job search challenges by standing out from the sea of applicants is more crucial than ever. This is your moment to shine, to show potential employers not just that you want the job, but why you're the one they've been searching for. It's about making a memorable first impression, and unfortunately, a one-size-fits-all approach just doesn't cut it.

A distressed job seeker with hands over her face in front of a laptop, with a fact stating '75% of resumes are never read by a human.

Furthermore, how can you tailor your applications without burning out? You can overcome this common job search challenge by starting with a solid foundation: a well-crafted master resume and cover letter that encapsulate your skills, experiences, and achievements. From there, customization becomes a matter of strategic tweaks rather than a full rewrite each time. Focus on aligning your document with the job description. Highlight the experiences and skills that match the role's requirements, using the same language and keywords they do. This doesn't mean losing your unique voice, rather, it's about making your relevant qualifications impossible to overlook. And for efficiency's sake, maintain a portfolio of your most impactful projects and roles to easily swap in details that resonate most with each position. Remember, quality beats quantity every time. A handful of thoughtfully tailored applications are far more likely to land you interviews than dozens of indistinct submissions. By streamlining your approach, you ensure your applications are both high in quality and impactful, making the best use of your time and energy.

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Lengthy Interview Processes

The journey from application to offer can sometimes feel like a marathon with no finish line in sight, epitomizing one of the most daunting job search challenges many face. After the initial thrill of landing an interview, the energy and excitement begin to die down as you're ushered through round after round of discussions, tests, and tasks. It's not just tiring, it can drain all your motivation, leaving you wondering if there's an end in sight. We hear you. It's incredibly challenging to keep spirits high when the process drags on longer than expected, especially when you're juggling multiple prospects or currently employed. However, it's crucial to understand that, from the company's perspective, these lengthy procedures aren't about putting candidates through their paces for the sake of it. It's about ensuring a perfect match — for them and for you. Each interview round is a step towards finding a role where you'll truly thrive, contributing to and enjoying a fulfilling career. This extended process is as much for your benefit as it is for the company's, turning what feels like one of the toughest job search challenges into an opportunity for both parties.

Surprised man receiving an email notification for another job interview.

Navigating this marathon requires a blend of patience, organization, and perspective. Start by keeping a detailed log of your interviews: whom you spoke with, key discussion points, and any follow-up actions you need to take. This not only helps you stay organized but also prepares you for future rounds. Don't hesitate to follow up after interviews with a thank-you note, reiterating your interest and how you can contribute to the team. This keeps you on their radar and demonstrates your enthusiasm for the position. Moreover, try to view each interview as a unique learning opportunity, regardless of the outcome. Reflect on the questions asked and how you responded. What can you improve? What did you excel at? This mindset not only prepares you for future interviews but also aids in personal and professional growth. Remember, with each step, you're getting closer to finding a role that's not just a job but a perfect fit for your career path.

Navigating Post-Interview to Job Offer
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Getting Ghosted (Not Hearing Back)

There's a unique kind of disappointment that comes from refreshing your inbox, hoping for a response to your application or follow-up after an interview, only to be met with silence. This 'ghosting' in the professional realm can feel particularly personal and stands as one of the more disheartening job search challenges many face. After investing time and energy into applications and interviews, being left in the dark isn't just frustrating, it can be downright discouraging. You might question your worth or wonder what you could have done differently. It's important to acknowledge these feelings—they're valid and shared by many in the job search process. However, it's also helpful to understand that the silence often isn't about you personally. Many companies, overwhelmed by the volume of candidates or internal priorities shifting, might not have the resources or processes in place to provide individual feedback to every applicant.

A ghostly figure with glasses and a cap, humorously representing the anxious wait for a job interview callback, with a clock in the background.

So, how do you push forward after being ghosted? First, it's critical to set a timeline for your follow-up. A well-crafted, polite follow-up email a week or two after your interview or application can remind hiring managers of your interest and potentially prompt a response. However, it's also important to continue applying to other opportunities in parallel. Don't pause your job search waiting for one company to get back to you. Diversifying your applications can help maintain momentum and reduce the sting of any one ghosting incident. Additionally, use this time to reflect on each experience. Can you identify any areas for improvement in your resume, your interview technique, or even the types of roles you're applying for? Each application and interview is a learning opportunity, laying the groundwork for future success. Remember, perseverance and resilience are your allies for overcoming challenges in your job search journey. Keep moving forward, and the right opportunity will come along.

Common Job-Search Mistakes
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Don’t Fall for Job Scams

In the vast ocean of job opportunities online, not every listing leads to safe shores. The frustration and potential heartbreak of stumbling upon a fraudulent job offer are real and, unfortunately, an all-too-common job search challenge. Imagine the excitement of finding what seems like a perfect match, only to discover it's a mirage created by scammers. This reality check might seem daunting—job scams are indeed pervasive, lurking in the most unsuspecting places, waiting to prey on the hopeful and unsuspecting. Recognizing this is crucial, not to discourage you, but to arm you with awareness. The digital age has multiplied the avenues for scammers to operate, making vigilance an essential component of your job search toolkit.

The image portrays a person draped in a white sheet like a ghost, wearing a cap and glasses, looking at a clock, symbolizing the tense and suspenseful period of waiting for a job interview callback. It visually represents the anxiety and the 'ghosting' that candidates sometimes feel after an interview, with no immediate response from potential employers. This whimsical yet relatable depiction serves to discuss strategies to effectively deal with the uncertainty during the job search challenge, ensuring applicants remain optimistic and proactive.

Staying vigilant means being equipped with the knowledge to spot red flags from a mile away. If a job offer seems too good to be true, it probably is. Be wary of offers that come without an interview, request for personal financial information, or ask you to pay for training or materials. Genuine employers will not ask for money in the recruitment process. Another key strategy to overcome this job search challenge is to research the company thoroughly. Look for online reviews, check their presence on business registry databases, and verify the email addresses involved in communication. If in doubt, reach out directly to the company through official channels to confirm the legitimacy of the job posting. As you navigate these waters, remember, the goal is not to scare you into inaction but to prepare you to proceed with confidence, ensuring you’re moving towards legitimate opportunities that align with your career aspirations.

How To Spot & Report Job Scams

Conclusion: You’ve Got This!

In conclusion, navigating the myriad of job search challenges is undeniably tough, but it's important to remember that each step you take is a part of a larger journey toward finding your ideal role. Whether it's refining your resume, navigating interviews, or dealing with the silence after sending out applications, these experiences are building blocks, shaping your resilience and adaptability. If there’s one thing we hope you take away from this article, it’s that you’re not alone. Every challenge, every hurdle, is shared by countless others striving to find their perfect role. It's not just about the end goal but also about growing and learning along the way. So, as you continue to push forward, keep in mind the value of perseverance, the importance of self-care, and the strength found in community. With your eyes on the prize and your spirits lifted, the right opportunity is out there waiting for you. Keep going—you've got this.

Need help navigating your job search?

Our friends at Resume and Career Services are here to help you overcome the all-too-common job search challenges. Whether you're looking for guidance on crafting a standout resume, tips for acing your next interview, or strategies to manage job search stress, they have got you covered. And for an extra boost, check out their YouTube channel — a treasure trove of free resources designed to support your job search and career growth. Let's make your job search journey less daunting and more successful, together.

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Beware of Job Scams: How to Spot and Report Fake Recruiters

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Today, we're diving into an increasingly pressing issue: the surge of fake recruiters and job scams lurking in the online job market. Picture this: you're scrolling through your favorite job platform, excitedly hunting for your next career move, when suddenly, you stumble upon what seems like the perfect opportunity. But hold on just a second! Did you know that behind those seemingly enticing job listings could be cunning scammers waiting to pounce?

According to a recent article from the Federal Trade Commission (FTC), job scams are on the rise, with scammers upping their game lately to trick unsuspecting job seekers. Additionally, job seekers should be cautious of the various types of job scams, as highlighted in this detailed article from Indeed. At Blue Signal, we've recently witnessed the dangers of these schemes firsthand. From impersonating our recruiters on WhatsApp to crafting counterfeit websites that look all too real, these scammers stop at nothing to get their hands on your sensitive info.

But fear not! To combat this threat, we're here to arm our community with the knowledge needed to identify and avoid falling victim to fake recruiters. Here's a comprehensive guide to help you spot these job scams and safeguard your personal information.

How to Spot Fake Recruiters:

When navigating the job market, it's essential to be vigilant and recognize the signs of fake recruiters. Here are some key strategies to help you protect yourself:

1. Verify the Company

Before engaging with a recruiter, it's crucial to verify the legitimacy of the company they claim to represent. Start by visiting the company's official website. Look for signs of professionalism, such as a well-designed layout, clear contact information, and detailed descriptions of their products or services. A legitimate company invests in maintaining a credible online presence.

Next, cross-reference the information provided by the recruiter with the details available on the company's website. Pay attention to discrepancies or inconsistencies in job descriptions, company history, or contact details. If something doesn't add up, it could be a red flag indicating a potential scam.

A laptop screen displaying a fake recruitment site with a 'Fraud Alert' sign, highlighting steps to verify the authenticity of a recruiter's website.

But don't stop there! Take your investigation a step further by leveraging external resources. Websites like the Better Business Bureau (BBB) or the Chamber of Commerce offer valuable insights into a company's reputation and standing within the industry. Look for any complaints, reviews, or accreditation status that could signal whether the company is trustworthy. Additionally, consider using free online tools to check the legitimacy of the company's website. Tools like Google Transparency Report, URLVoid, or Aura's safe browsing tools can scan websites for dangerous content and warn you before entering a potentially fake site.

Remember, verifying the legitimacy of a company is your first line of defense against falling victim to job scams perpetrated by fake recruiters. This step can help you confirm whether the recruiter is genuine or potentially fraudulent.

2. Check Email Addresses and Domains

Spotting fake recruiters requires a keen eye for detail, especially when it comes to scrutinizing email addresses and domains. Fraudulent recruiters often use email addresses and domains that closely resemble those of reputable companies, hoping to trick unsuspecting job seekers. Be vigilant for subtle discrepancies like misspellings or extra characters in email addresses or website URLs. These small variations could be telltale signs of a cybersecurity threat in the making.

Additionally, consider the domain extension used in the email address. Legitimate companies typically use professional domain extensions like .com, .org, or .net. Be wary of email addresses with unusual or uncommon domain extensions, as they could indicate a fraudulent attempt.

A smartphone showing an email with suspicious red flags, such as mismatched email domains, indicating a job scam.

One effective way to verify the authenticity of an email address is by using an email verifier tool. These tools analyze email addresses and provide insights into their validity and legitimacy. We recommend using the free email verifier tool provided by Mailmeteor or IPQualityScore. This tool helps you verify email addresses quickly and accurately, giving you peace of mind in your job search endeavors. By taking these proactive measures to scrutinize email addresses and domains, you can protect yourself from falling prey to fake recruiters.

3. Be Wary of Unsolicited Messages

Receiving an unexpected message from a recruiter can be both exciting and concerning. While it's not uncommon for recruiters to proactively seek out potential candidates, it's essential to exercise caution when dealing with unsolicited messages. Legitimate recruiters will typically provide specific details about the job opportunity, including the company name, job title, and relevant qualifications. Be wary of generic messages lacking personalized information or those that seem too good to be true.

Take the time to verify the recruiter's identity before responding to their message. Look for clues such as a professional LinkedIn profile or a legitimate company email address. If possible, reach out to the company directly to confirm the recruiter's affiliation and the authenticity of the job offer. By remaining cautious and trusting your instincts, you can better protect yourself from falling victim to unsolicited messages from fake recruiters. Remember, your safety and security are paramount, so don't hesitate to take the necessary precautions when dealing with unfamiliar communications.

4. Unofficial Communication Channels

Be cautious if a recruiter contacts you through unofficial channels like WhatsApp or other non-traditional platforms. According to a recent article from MalwareTips, job seekers should be particularly wary of unofficial communication channels, such as WhatsApp, which have become targets for scams targeting unsuspecting individuals.

In addition to WhatsApp, scammers may also attempt to reach out through other non-traditional platforms such as social media messaging apps, online forums, or personal email accounts. These channels may lack the security measures and verification processes found in official communication channels used by legitimate recruiters.

Warning about WhatsApp job scams, with a smartphone displaying a fraudulent job offer message marked with a 'SCAM' stamp.

At Blue Signal, we prioritize the security and privacy of our candidates. Recently, we've encountered WhatsApp scams posing as Blue Signal recruiters. If you encounter suspicious activity, report it on WhatsApp and block the contact using the instructions provided here. If a recruiter insists on communicating through channels outside of the norm, it's essential to question their legitimacy and take extra precautions to protect your personal information from falling into the hands of fake recruiters.

5. Request for Personal Information

One of the most significant red flags of a fake recruiter is a request for sensitive personal information, such as your Social Security number or banking details, upfront. While legitimate recruiters understand the importance of privacy and adhere to strict protocols, scammers may attempt to exploit unsuspecting job seekers by soliciting sensitive details prematurely.

In addition to traditional identifiers like Social Security numbers and banking information, be cautious of requests for other sensitive data, including copies of identification documents or passwords. These requests, especially when made early in the recruitment process, should raise immediate suspicion. Remember, reputable recruiters prioritize building trust and establishing rapport before broaching sensitive topics.

If you encounter a recruiter asking for sensitive information prematurely, proceed with caution and consider reporting the incident to the appropriate authorities or platform administrators. Trust your instincts and prioritize your privacy—legitimate opportunities will never require you to compromise your security for consideration.

Warning sign alerting job applicants to a potential scam by a fake recruiter on a job application webpage asking for sensitive information.

Responding to Suspicious Activity:

If you encounter suspicious recruitment activities, it's essential to take action promptly. Here's what you can do:

Report Fake Recruiters and Job Scams

If you come across a suspected fake recruiter or believe you've been targeted by a job scam, report it immediately. Platforms like LinkedIn and job search websites offer mechanisms to report fraudulent activity and safeguard users from scams. You can report suspicious activity on LinkedIn here. Additionally, consider blocking the contact to prevent further communication.

If you see a job scam, or lose money to one, report it to the FTC at ReportFraud.ftc.gov. You can also report it to your state attorney general at the link here.

We encourage our Blue Signal community to report any suspicious activity to help us maintain a safe environment for all job seekers. If you've encountered a recruiter posing as a Blue Signal representative, please don't hesitate to contact us. By promptly reporting suspicious activity, you not only protect yourself but also contribute to fostering a secure job search environment for everyone.

Blue Signal’s Commitment to Safety and Security

Two professionals shaking hands over a global background, symbolizing Blue Signal's commitment to ensuring safety and security for clients and candidates, in contrast to fake recruiters.

At Blue Signal, we take the safety, privacy. and security of our community seriously. We're actively monitoring and addressing these scams to ensure a safe job search experience for everyone. Our dedicated team investigates reported incidents and takes appropriate action to protect candidates and clients from fraudulent activities. Your trust is our top priority, and we're committed to maintaining a secure environment for your job search journey.

Conclusion

Protecting yourself from fake recruiters requires awareness, vigilance, and proactive measures. By following the guidelines outlined in this guide and staying informed about common scam tactics, you can safeguard your personal information and avoid falling victim to fraudulent schemes. Remember, if you ever encounter suspicious activity, don't hesitate to reach out to us directly. Together, we can combat these scams and protect each other from harm.

Partner with Blue Signal Search

If you're in need of professional recruitment services or seeking job opportunities, reach out to Blue Signal today. We're here to assist you in finding the right fit for your career goals while ensuring a safe and secure job search experience. Don't let fake recruiters deter you from pursuing your dreams—let us help you navigate the job market with confidence.

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Recruiter Horror Stories: LinkedIn Etiquette Gone Wrong

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Navigating LinkedIn is like finding your way through a lively networking event—only this one never ends. When used well, LinkedIn offers opportunities to grow your career, connect with professionals, and showcase your expertise. But in the wrong hands, even the best intentions can lead to recruiter horror stories. 

This blog dives into the do’s and don'ts of LinkedIn etiquette, told through real recruiter stories that serve as both lessons and warnings. Whether you're looking to build connections or avoid common networking missteps, these tales will guide you toward smoother interactions—and maybe even spare you from becoming a LinkedIn legend for all the wrong reasons. 

Connection Request Catastrophes

Connection requests seem simple, but even minor mistakes can turn them into a LinkedIn etiquette nightmare. Let’s take a look at a recruiter’s real-life story where poor outreach made a lasting bad impression.

Cartoon Blue Signal recruiter looks annoyingly at the computer screen when she witnesses a LinkedIn etiquette horror as she receives a connection request rudely asking of her help with no polite professionalism.

Story 1: The Hauntingly Impersonal Connection

In a peculiar turn of events, a seemingly innocuous connection request caught the attention of a recruiter. Intrigued, they accepted the request, only to be met with an initial message that read, 'Hi, I'm interested in the job position you posted. Can you help me?'

The message was unfortunately filled with mystery, lacking the job position title nor the company name. Despite the impersonal nature, the recruiter decided to give the connection seeker a chance, hoping it was simply an oversight.

However, what followed were not only impersonal interactions but also disappointingly rude and persistent messages, turning what should have been a professional connection into a full-blown nightmare of spammy and discourteous engagements.

LinkedIn Etiquette Lesson: The Power of Personalization

The lesson here is clear, personalization is paramount when sending connection requests. To avoid becoming a LinkedIn etiquette horror story, remember to craft personalized connection requests that express your genuine interest in connecting with the recipient. Engage in a brief, respectful introduction and, if appropriate, mention common interests or connections. Here are a few tips to enhance the impact of your connection request:

  • Personalize Your Requests: Craft individualized connection requests for each recipient. Mention why you want to connect or something you both have in common.
  • Keep it Professional: Avoid generic or overly casual language. Maintain a professional tone in your request.
  • Respect Boundaries: Don't immediately bombard new connections with job applications or sales pitches. Build rapport before making requests.
  • Highlight Mutual Interests: If applicable, mention shared interests, groups, or connections to establish common ground.
  • Maintain Professionalism: Uphold the integrity of your LinkedIn interactions by ensuring your connection requests are both respectful and tailored to the recipient's professional interests.

Furthermore, by using these tips as guidelines, you enhance your chances of connecting with others. Additionally, you maintain the professionalism and integrity of your LinkedIn interactions. For a deeper dive into this topic, visit Resume and Career Services’ LinkedIn YouTube playlist to further educate yourself.

Profile Etiquette Nightmares

Your profile on LinkedIn is your digital business card. A well-maintained profile can attract recruiters, but a poor one can make them think twice. When your profile falls short of LinkedIn etiquette standards, even great candidates can get overlooked.

Blue Signal Recruiter looks shocked at his screen as he sees a candidate LinkedIn profile with a picture of him drinking a cocktail on the beach in his swim trunks for his profile picture.

Story 2: Headshot Horrors

One day, while scrolling through LinkedIn, a recruiter stumbled upon a profile that sent shivers down their spine. The profile image was not only more reminiscent of a beach vacation than a professional headshot, but it was also of bad, pixelated quality. It featured the candidate on a sun-soaked beach, shades on, sipping a cocktail. Although an enticing vacation photo, it was far from the professional image one expects on a platform like LinkedIn.

LinkedIn Etiquette Lesson: The Importance of a Professional Profile Image

Continuing our discussion, it is apparent that your profile image on LinkedIn should reflect your professional side. A picture is worth a thousand words, and on LinkedIn, it should speak of your competence and approachability. Here's how you can ensure your profile image matches professional LinkedIn etiquette standards:

  • Choose a Clear Headshot: Select a high-quality headshot where your face is clear and well-lit. Avoid using group photos or distant shots.
  • Dress the Part: Dress as you would for a job interview. Business attire is often a safe bet, but choose clothing that aligns with your industry norms.
  • Mind the Background: Opt for a neutral, uncluttered background that doesn't distract from your face.
  • Maintain a Friendly Expression: Smile, look approachable, and maintain eye contact with the camera.
  • Update Regularly: As you gain experience and your appearance changes, make sure to update your profile image.

To round off, consider this bonus tip: if you're struggling to capture a professional image, consider using AI headshot generators. These tools can help you create a suitable headshot that aligns with professional standards and enhances your online presence.

Posting and Engagement Frights

LinkedIn is all about building connections through posts and meaningful engagement. However, not all posts leave the right impression. Some can violate LinkedIn etiquette, damaging a candidate’s reputation and professional prospects.

Blue Signal Recruiter looks at phone to see a candidate going on a rant that is very unprofessional on LinkedIn

Story 3: The Ghostly Rant

A recruiter was scrolling through their LinkedIn feed when they encountered a frightening post from a job seeker. The post was a scathing rant about past employers, filled with bitterness and negativity, a clear breach of LinkedIn etiquette. The individual's words were a stark contrast to the professionalism typically expected on the platform.

What made matters even worse was the way this individual responded to comments. Rather than engaging in constructive conversations, they lashed out at anyone who offered a differing perspective, ultimately turning the post into a heated and unprofessional exchange.

The recruiter, who was considering the individual for a potential job opportunity, was disheartened by the negative tone of the post and interactions. It made them question the job seeker’s ability to maintain composure and professionalism in a professional setting – and ultimately they were no longer considered for the opportunity.

LinkedIn Etiquette Lesson: Constructive Posting and Engagement

Taking away a valuable lesson from this account, it is important to remember, LinkedIn is a platform for professional growth. Knowing this, it's essential to maintain a positive constructive tone in your posts and interactions. Here are some guidelines for posting and engaging effectively on LinkedIn:

  • Be Constructive: Share insights, experiences, and perspectives in a constructive and positive manner. Avoid using the platform as a place to vent or criticize.
  • Engage Respectfully: When engaging with comments on your posts or others', always maintain a respectful and professional tone. Disagreements can be handled gracefully.
  • Focus on Value: Share content that provides value to your network. Informative, insightful posts can help you build a positive professional reputation.
  • Think Before Posting: Before hitting the "Post" button, consider the potential impact of your words and how they reflect on your professional image.

Moreover, by following these guidelines, you can make the most of your LinkedIn presence, fostering constructive interactions and leaving a positive impression on potential employers and connections.

Networking and Messaging Nightmares

Networking on LinkedIn should be about building meaningful connections over time. However, some candidates take things too far, turning what could have been a good relationship into a cautionary tale of poor LinkedIn etiquette.

Blue Signal Recruiter looks at phone shocked to see a potential candidate has bombarded her LinkedIn inbox with messages asking for help. What a LinkedIn etiquette nightmare.

Story 4: The Overzealous Candidate

A recruiter received a connection request from a job seeker. Always eager to discover new potential candidates, the recruiter accepted the request.

However, what followed was a networking nightmare. The job seeker, driven by an intense desire to secure employment, inundated the recruiter's inbox with a relentless stream of unsolicited messages. Each message conveyed their desperation for a job, detailing their financial struggles and personal challenges. While the recruiter empathized with the situation, the overwhelming nature of the messaging began to border on unprofessionalism.

Despite the recruiter's diplomatic attempts to guide the job seeker towards a more balanced and authentic networking approach, the barrage of messages persisted. What began as a promising networking opportunity soon turned into a tale of an overzealous candidate who pushed the boundaries of professional networking.

LinkedIn Etiquette Lesson: Networking with Authenticity

The lesson here is clear: for job seekers on LinkedIn, it's essential to approach networking with professionalism and authenticity. Here are some guidelines to ensure you don't cross the line into overzealousness:

  • Balance Your Messaging: While it's important to express your eagerness to secure a job, ensure that your messages are balanced and respectful. Avoid overwhelming recruiters or connections with unsolicited, desperate messages.
  • Express Your Value: Instead of focusing solely on your needs, also emphasize the value you can bring to potential employers. Showcase your skills and qualifications as an asset to your network.
  • Respect Professional Boundaries: Recognize the boundaries of professional interactions and respect the personal space of recruiters and connections.
  • Maintain a Positive Tone: Approach networking with a positive and optimistic tone. Highlight your enthusiasm for potential opportunities without resorting to desperation.

In summary, by adhering to these guidelines, job seekers can network authentically on LinkedIn, increasing their chances of making positive connections and leaving a favorable impression on recruiters and potential employers.

Conclusion

As we emerge from the chilling tales of LinkedIn etiquette gone wrong, remember that the digital landscape can be filled with ghoulish encounters. But fear not, with the right knowledge and a touch of professionalism, you can navigate LinkedIn with ease. Whether you've encountered spooky LinkedIn stories of your own or you're looking to enhance your professional presence, there's help available.

Unlock Your LinkedIn Potential with Resume & Career Services

If you're looking for additional guidance and resources to master LinkedIn etiquette and enhance your career prospects, Resume and Career Services (RaCS), has you covered. RaCS is your one-stop destination for comprehensive career advice, and LinkedIn optimization.

RaCS offers a wealth of insights through a series of courses, each packed with 10–15 lessons, available on their YouTube channel. These courses cover a wide range of topics, from creating a winning LinkedIn profile to mastering interview techniques. Whether you're a recent graduate, a seasoned professional, or anywhere in between, RaCS provides the knowledge and tools you need to excel in your job search.

In addition to their educational resources, RaCS offers a suite of services to take your professional profile to the next level. They provide expert resume writing services, ensuring your resume stands out to potential employers. Moreover, RaCS specializes in LinkedIn profile optimizations, enhancing your digital presence to attract recruiters and employers.

With RaCS as your career partner, you're equipped with the expertise and tools needed to navigate LinkedIn and your job search with confidence and success. Your LinkedIn journey doesn't have to be a horror story. Let's make it a professional tale worth telling!

Explore all Resume and Career Services has to offer!

Blue Signal: Your Path to Professional Success

At Blue Signal, we understand the challenges that job seekers face in today's competitive market. That's why we're proud to partner with RaCS, collaborating to provide you with comprehensive support on your career journey.

When you partner with RaCS, you're also introduced to an experienced Blue Signal recruiter. Blue Signal specializes in connecting top talent with leading companies across various industries. With the support of our recruiting experts, you're well-positioned to land your dream job and embark on a path to professional success.

Browse our extensive job board!

For ongoing support, resources, and updates, make sure to follow both Blue Signal and RaCS. Together, we provide the tools, guidance, and connections you need to achieve your career goals and conquer the world of LinkedIn with professionalism and confidence.

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Game-Changing Careers: Top Jobs for Former Athletes

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Looking for game-changing careers? Former athletes, this one's for you! We're here to unveil the remarkable world of jobs for former athletes beyond the sports arena. Don't underestimate the power of your skills beyond the field. At Blue Signal, we understand the potential that lies within your transferable talents. Through this blog, we aim to inspire and inform you about the wide range of jobs available to former athletes in various industries. From discipline and teamwork to leadership and resilience, we'll explore how these skills seamlessly transition into new professional ventures. Let's dive in and discover the diverse array of jobs for former athletes that await you.

Exploring Transferable Skills

In the world of sports, athletes develop a unique set of skills that go far beyond the physical prowess they display on the field. These skills, honed through years of dedication and hard work, possess incredible transferability to various industries and professional settings. Understanding and leveraging these transferable skills can be the key to unlocking new and exciting career opportunities in various sectors like business development, project and event management, marketing, and operations management – the possibilities of jobs for former athletes is endless.

Former athletes possess a distinct advantage in discipline. The rigorous training, strict routines, and unwavering commitment in sports foster strong discipline. This skill seamlessly translates into the corporate world, where meeting deadlines, adhering to schedules, and maintaining focus is vital for success.

Teamwork is crucial in both sports and careers for former athletes across industries. Former athletes excel in collaborating with teammates, effective communication, and contributing to collective efforts. They build strong relationships, foster positive team dynamics, and leverage individual strengths to achieve shared objectives.

Leadership skills acquired through sports are highly valuable in jobs for former athletes. Athletes bring qualities of effective leadership—confidence, decisiveness, and the ability to rally others towards a common goal. They lead by example, motivate others to reach their potential, and embrace challenges. Former athletes are well-suited for managerial and leadership positions, driving teams towards success.

To learn more about the top job skills employers seek in today's competitive market, visit Resume and Career Services blog and discover "What Employers Want: The Top Job Skills You Need to Succeed." Gain valuable insights to enhance your marketability and stand out in your job search.

Top Jobs for Former Athletes

softball player reaching to catch the ball in a baseball stadium behind a blue ombre featuring a list of the top 5 jobs for former athletes including: Sports Industry Transitions, Health and Fitness, Sales and Business Development, Coaching and mentoring, and Entrepreneurship and Leadership.

As reviewed in the previous section, former athletes possess a unique skillset that positions them for success in various careers. The discipline, teamwork, leadership, and resilience that they have honed throughout their athletic journey make them highly sought after by employers across numerous industries. In this section, we will explore some of the top jobs that align well with their abilities and provide fulfilling career paths beyond the sports arena.

1. Sports Industry Transitions

One natural transition for former athletes is to explore opportunities within the sports industry itself. You can leverage your firsthand knowledge and experience of the sports world to pursue roles such as sports analyst, sports agent, sports marketing specialist, or athletic director. These positions allow you to stay connected to the world of sports while utilizing your unique insights and expertise gained from your athletic background.

2. Health and Fitness

The health and fitness industry offers a multitude of career paths for jobs for former athletes. Your understanding of physical fitness, training methodologies, and the importance of a healthy lifestyle positions you for success in roles such as personal trainer, fitness instructor, strength and conditioning coach, or wellness consultant. Your ability to inspire and motivate others to achieve their fitness goals can create a fulfilling and impactful career helping individuals lead healthier lives.

3. Sales and Business Development

While we mentioned earlier that there are career options beyond sales for former athletes, it's worth noting that sales and business development roles can still be a great fit for those with exceptional communication and persuasion skills. Your competitive nature, ability to build relationships, and experience working under pressure make you a natural fit for positions such as account manager, business development representative, or sales executive. These roles allow you to apply your persuasive skills and drive for success in a business environment. Enhance your sales expertise by exploring our sales certification blog, which offers valuable insights and strategies to excel in this dynamic field.

4. Coaching and Mentorship

Sharing your knowledge and passion for sports by becoming a coach or mentor can be a fulfilling career path for former athletes. Your experience as a player, combined with your understanding of team dynamics, strategy, and skill development, make you an excellent candidate for coaching roles at various levels, from youth sports to professional teams. Coaching allows you to make a direct impact on the lives of athletes, guiding them to reach their full potential both on and off the field.

5. Entrepreneurship and Leadership

Former athletes often possess an entrepreneurial spirit and a drive for success. Embrace your entrepreneurial aspirations and follow in the footsteps of former athletes who have transitioned into successful business owners. According to LinkedIn data, a noteworthy 10% of retired athletes venture into entrepreneurship, assuming roles as founders and business owners, as highlighted in a LinkedIn News article by Joseph Milord. The resilience, problem-solving abilities, and goal-oriented mindset fostered through sports equip you with the necessary qualities to thrive in entrepreneurial endeavors. From launching a fitness apparel line to establishing a sports academy or assuming executive leadership positions, your unique perspective and ability to inspire others will pave the way for entrepreneurial and leadership success. Unleash your drive, embrace the challenges, and leave a lasting legacy in the world of entrepreneurship.

Navigating the Job Market with a Recruiter

quote from Pele displayed on a blue gradient over a soccer field with 2 players celebrating a win. The quote reads, "Success is no accident. It is hard work, preservation, learning, studying, sacrifice, and most of all, love of what you are doing."

When it comes to finding rewarding careers beyond sports, former athletes can greatly benefit from partnering with a recruiter. Working alongside a recruiter specializing in jobs for former athletes provides invaluable support as they advocate for your unique skills and experiences in the corporate world. In the Forbes article titled "What Professional Sports Can Teach Us About Career Transitions," the author wisely suggests the importance of developing a robust professional network to seize the referrals that play a pivotal role in any successful transition. By collaborating with a recruiter, you not only tap into their expertise but also leverage their extensive networks to connect with exclusive job openings and facilitate introductions to key decision-makers. With a knowledgeable ally by your side, you gain the confidence and support needed to successfully navigate the job market and discover fulfilling jobs for former athletes.

Conclusion

In conclusion, a wealth of opportunities in jobs for former athletes awaits those seeking transformative careers beyond the sports arena. The transferable skills acquired through dedication and hard work position former athletes as highly valuable candidates across various industries. From discipline, teamwork, and leadership to resilience and entrepreneurial spirit, these skills seamlessly transition into new professional ventures. Navigating the job market can be made easier by partnering with a recruiter specializing in jobs for former athletes. These experts provide invaluable support, tailored guidance, and access to exclusive opportunities that align with your unique skills and experiences. With their assistance, you can confidently navigate the job market, unlock fulfilling career paths, and unleash your full potential in the corporate world. Your extraordinary career journey starts here. Gear up for success and dash over to our job board, where you'll discover a winning lineup of new opportunities in various industries added daily.

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Top 10 Sales Certifications That Will Get You Noticed

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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.

NASP Sales Certifications

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.

AA-ISP Sales Certifications

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.

SMEI Sales Certifications

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 Sales Certifications

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.

Salesforce Sales Certifications

Trailhead – Salesforce Sales Certifications

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

#10 Salesforce Certified Administrator

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

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

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

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

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

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

Why You Should Hire a Veteran in Your Next Open Role

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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.

Veteran recruiting blog

The Benefits of a Veteran Hire

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

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

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

Blue Signal Search Veteran Recruiting

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

Why Our Team is Different

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

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

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

Training and Resources

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

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

5 Reasons to Continue Your Job Search During the Holidays

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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:

Job Search

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

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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 — Angela Grahl, People and Culture Manager

“Certifications are great for many reasons - they are typically something you can complete faster than another degree, and the programs will be far more specialized. Not to mention, certifications and courses will cost a lot less! Training and certifications give condensed, precise info that tends to make a long-lasting impact on your professional career.”

SHRM HR Certifications

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

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 — Angela Grahl, People and Culture Manager

“I actually fell into HR by chance and everything I've learned to date has been on the job and through specialized training courses. My degree is in communication studies with a focus on media journalism and a minor in anthropology from the University of Michigan. Upon graduation, I took a job I thought would be temporary and part-time that I could do while searching for a media-based role, but ended up developing a real passion for talent acquisition and helping my employees in what became my career.

I have done a multitude of training seminars in different areas thus far, including I-9 and immigration law, Lean/Six Sigma project management, benefits and funding for small businesses, and more. I always take something unique from each seminar. Additionally, Blue Signal is deeply connected with PNC Bank, and we're excited to begin working with their SHRM board member to become certified and more active in our local HR community. My partner Caroline is also someone who ended up in HR although she pursued education in health science. She recently attended a comprehensive two-day training course in general HR topics and got to learn about areas we may never touch at Blue Signal, like handling unions. I thoroughly believe more knowledge is power!” 

#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 Certification

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 Certification

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

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. 

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

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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

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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.