#career Archives - Blue Signal Search

The Benefits of Responding to Recruiters’ LinkedIn Messages

September 1, 2022 by Kayla Mitchell

Receiving unexpected LinkedIn messages from a recruiter can spark all kinds of feelings. On the one hand, you may feel flattered that someone thinks you are well-qualified for a position they are trying to fill. However, on the other hand, you may also feel nervous about responding, or annoyed because you have a great job, and your inbox is flooded with similar LinkedIn messages. You could even feel conflicted about whether to reply at all, and if so, how you would go about crafting a response.

Recruiters – including our top-notch team at Blue Signal – spend a lot of time reaching out to potential candidates. In fact, 77% of recruiters use LinkedIn messages for recruitment purposes, making it the most-used channel. Even though they are somewhat used to people not responding to their messages, it’s always a good idea to at least respond. As a job seeker, it’s imperative to understand the benefits of responding to recruiters’ LinkedIn messages and what to say to stand out from the crowd.

LinkedIn Messages Have Low Risk, High Reward Potential

Responding to recruiters’ LinkedIn messages politely, whether interested or not, only takes a couple seconds. A quick reply is less burdensome than a phone call, and let’s be honest, we are already replying to hundreds of texts and instant messages a day. So, what’s one more? LinkedIn even provides short responses for both showing interest and politely declining. However, we suggest you take it one step further and set up these templated responses to LinkedIn messages as "Quick Replies," saving you even more time.

Not only does responding to a recruiters’ LinkedIn messages take virtually no time, one of the main benefits is that it is also a free service to you! Recruiters are paid by the hiring companies to help place candidates into their open roles. Recruiters aren’t trying to swindle you; they really want to see you happy in your career. Which means their focus is finding the perfect pairing both for you and the hiring company.

In fact, their paycheck might depend on it. The job of the recruiter is to source candidates on behalf of the client, and they are typically paid a percentage of the first-year salary for managing all sourcing and screening. Recruiters like those at Blue Signal work through a placement guarantee. Meaning, if you quit or don’t like your job, they don’t get paid! This is even better news because they have a stake in the game. Recruiters will go to bat for you to get the salary and compensation you deserve. It’s literally a mutually beneficial effort for them to get you a better paying job!

Recruiter LinkedIn Messages are a Networking Opportunity

Getting a LinkedIn message from a recruiter is actually great news! After a recruiter has sought you out, and you’ve replied professionally and politely, you can leverage the recruiter’s expertise as a dynamic networking tool of your own. Even if the role they initially contacted you about doesn’t work out, connecting with a recruiter can have several long-term advantages. Replying to recruiters’ LinkedIn messages creates a positive first impression that may make them more inclined to think of you down the road. You are likely to stick in their mind if you let them know you’re not currently interested but are open to other opportunities. This puts yourself in a position to have exclusive access to future open positions. In the interim, the recruiter can potentially be a valuable resource for resume review, interview preparation, and LinkedIn profile optimization tips and tricks. They are experts in the hiring industry and have unique insights into exactly what hiring managers are looking for that are sure to benefit you long-term as your career progresses.

Benefits from recruiter LinkedIn Messages

Another great way to remain connected to a recruiter if you aren’t interested in an opportunity is to refer colleagues. If you are not interested, or don’t fit for the role the recruiter is trying to fill, offering them a referral from your own network is sure to keep you at the top of the recruiter’s mind for future opportunities. Keeping your network in mind could turn into a huge opportunity for someone you know! It’s in our human nature to want to help people, and those you help will be more inclined to return the favor in the future. This generates good will between you and the recruiter and reflects well on your professionalism and willingness to help others as a potential candidate.

Recruiters are Your Personal Career Advocate

They say reputation is everything, and a recruiter will ensure that yours works for you. A recruiter will be your partner in helping to sell your skills and talents to a potential employer. Because recruiters have already established a trusting relationship with hiring managers they work with, their word carries a lot of weight. The recruiter’s vote of confidence can be especially important if you are making a switch to a new career or industry. A recruiter can act as your real-life cover letter! You have someone that can vouch for your transferable skills and abilities, even if they don’t exactly align with the job description.

Take for instance your next career move. Perhaps you received an offer and wondered whether it was fair. You aren’t alone! Most candidates aren’t quite sure of their market value. But as someone with a recruiter in your network, you have an Ace in your back pocket. Your recruiter can advocate for you throughout the hiring process by helping you to assess and negotiate for appropriate compensation. Because recruiters work in this field every day, they have the market knowledge to ensure that you get the offer you deserve and will work with the potential employer to do so. As the middleman, you can be direct with your recruiter about what you want, and they can help you be able to frame that in an appropriate way when making negotiations about the job offer.

How to Respond to Recruiter LinkedIn Messages

Now that we have addressed all the benefits of working with a recruiter, let’s discuss how to respond to recruiters’ LinkedIn messages appropriately and effectively. It is crucial to keep in mind that your first impression with a recruiter is also your first impression with the hiring company. You will want to treat all of your conversations with recruiters as if they are interviews with the hiring company because, to an extent, they are. This means maintaining a professional and positive demeanor throughout your communication, whether it is via LinkedIn messages or another method. Recruiters are more likely to move you forward in the process if they are confident that you will treat a hiring manager in the same manner.

Also, it is important to be courteous and respectful. After all, “treat others the way you want to be treated” is the golden rule for a reason. Like anyone, recruiters want to work with people they like. Treat recruiters with respect and be polite when interacting with them. Be respectful of recruiters’ time by keeping communications brief and do not overwhelm them with constant LinkedIn messages, emails, and phone calls. You’d want to receive the same courtesy, and you never know how valuable a connection can be!

Here are some examples of how you can respond to recruiters’ LinkedIn messages to help get you started:

Although responding to recruiters’ LinkedIn messages may seem like a daunting task, the benefits of responding greatly outweigh any drawbacks. A recruiter can serve as an expert in the field, your biggest career advocate, and an addition to your professional network all at zero cost to you! Blue Signal is here to help; as your partners in the hiring process, we advocate for the best of the best for each of our candidates. To get started, and see your own career’s potential, contact us today.

Top 10 Sales Certifications That Will Get You Noticed

June 10, 2022 by Aylish DeVore

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

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

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

National Association of Sales Professionals (NASP) Sales Certifications

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

#1 Certified Professional Sales Person (CPSP)

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

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

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

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

#2 Certified Professional Sales Leader (CPSL)

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

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

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

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

#3 Certified Master Sales Professional (CMSP)

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

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

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

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

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

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

#4 Certified Inside Sales Professional (CISP)

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

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

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

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

#5 Certified Sales Development Representative (CSDR)

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

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

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

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

#6 Certificate in Virtual Sales

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

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

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

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

Sales and Marketing Executives International (SMEI) Sales Certifications

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

#7 Certified Sales Executive (CSE)

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

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

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

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

HubSpot Academy Sales Certifications

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

#8 Inbound Sales Certification

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

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

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

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

#9 Academy Sales Enablement Certification

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

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

Price: Free with zero requirements.

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

Trailhead – Salesforce Sales Certifications

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

#10 Salesforce Certified Administrator

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

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

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

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

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

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

Why You Should Hire a Veteran in Your Next Open Role

January 12, 2022 by Aylish DeVore

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

The Benefits of a Veteran Hire

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

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

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

Blue Signal Search Veteran Recruiting

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

Why Our Team is Different

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

Learn More

Alex Bolan

EXECUTIVE RECRUITER

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

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

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

Training and Resources

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

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

5 Reasons to Continue Your Job Search During the Holidays

December 17, 2021 by Aylish DeVore

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

1. Employers Are Hiring

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

2. Less Competition During the Holidays

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

3. Exceptional Networking Opportunities

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

4. Seasonal and Part-time Roles Could Become Permanent

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

5. Gain an Edge on New Year Job Seekers

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

DO Continue Your Job Search During the Holidays

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

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

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Top 10 HR Certifications That Will Get You Noticed

August 18, 2021 by Aylish DeVore

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

Additional Schooling vs.Certifications

HR Professional Insight — Karli Larson, Human Resources Manager

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

SHRM HR Certifications:

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

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

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

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

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

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

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

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

SHRM–SCP® Requirements:

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

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

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

HRCI HR Certifications

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

#3. Associate Professional in Human Resources (aPHR)

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

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

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

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

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

#4. Professional in Human Resources® (PHR)

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

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

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

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

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

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

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

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

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

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

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

HR Professional Insight — Karli Larson, Human Resources Manager

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

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

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

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

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

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

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

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

#7. Global Professional in Human Resources (GPHR)

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

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

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

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

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

HCI HR Certifications

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

#8. Strategic HR Leadership Certification (SHRL)

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

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

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

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

ATD CI HR Certifications

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

#9. Certified Professional in Talent Development (CPTD)

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

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

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

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

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

IHRIM HR Certifications

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

#10. Human Resource Information Professional Certification (HRIP)

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

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

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

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

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

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

Career Connectors Staffing Panel – Top Firms

August 30, 2019 by Lacey Walters

Earlier this month, Blue Signal had the chance to be represented at Career Connectors’ August Staffing Panel by one of our top Executive Recruiters, Trevor Gamble, to touch on and debunk the Myths about Working with Staffing Firms.

The event began with Career Connectors CEO and founder, Jessica Pierce, introducing the four panelists to the room of over 80 professionals. The panel consisted of CEO LT Ladino-Bryson with vCandidates, our own Executive Recruiter Trevor Gamble with Blue Signal Search, CEO Graham Greytak with HireRising and Area Manager, Brendan Naper with NESCO Resource.

After introductions, the panelists were asked a variety of questions ranging from “How Candidates Can Build a Relationship with Recruiters” to a “Favorite Success Story.”

With such an open forum for questions and ideas, attendees were able to ask the panelists questions about their own experience and how to deal with niche industries and skill sets. With the array of staffing firms and industry experts in the room, attendees were able to get a clear and concise look into the world of recruiting from a recruiter’s point of view. Although recruiters are well-known in business industries, the average person may not be aware that staffing firms give them more options and take off some of the pressure when searching for a new career. The informative panel gave people who have and who have not worked with recruiters in the past a more positive outlook about the benefits of working with recruiters.

In addition to the great benefits attendees received from the panel, recruiters also received some insightful information that could help them with their own searches. They were able to openly discuss the different styles and tactics other recruiters use to source candidates and the type of relationship they build with candidates.

”The topic of the event was as relevant for the job seekers as it was for people in steady careers looking for a change. The audience got to hear from recruiters across different industries and ask the tough questions about what it is like to work with staffing firms – the advantages and challenges. I feel the group left the event with much more information and tools for their career search toolkits,” Trevor recapped from the event.

Regardless of if you were an attendee or panelist, the information presented served as a valuable resource for all who attended.

Read here to see the panelist’s informative responses to the top asked questions!

About Career Connectors: The Panel was organized by the nonprofit organization, Career Connectors, who strives to connect professionals in career transitions to top resources and hiring companies. Since the organization’s establishment in 2019, their vision has remained the same; “Connecting Real People with Real Careers”. Career Connectors’ helps people by providing outreach programs that offer career connections, hiring companies, education workshops, networking, resources and job leads in targeted networking groups. In addition to these aides, CC also offers an online web portal of career resources, job leads and social media connections.

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

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

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