New Hire Checklist, Ensuring Retention and Engagement

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Ever thought that there ought to be some sort of guide on hiring? No one truly prepares you for the responsibilities you will undertake after finding a good candidate. You’ve made the right hire, but now what? Blue Signal might have your solution! Read on for a comprehensive new hire checklist that can help take the guesswork out of the first 90 days. If you’re more of the visual learning type, follow the link below to download the infographic and get back to what’s most important - securing top talent! 

Download the Infographic Here

Before They Start

Get ahead and prepare. 

  • Prepare a list of expectations for the role.
  • Re-evaluate your current on-boarding process by getting feedback from staff. 
  • Gather essential items and equipment - set up computers and download relevant software.

 

On the First Day 

Assimilate them into company culture. 

  • Have everyone meet the new staff member. 
  • Get them acquainted with their team and management. 
  • Arrange a team lunch. 
  • Ensure they have all relevant paperwork complete. 
  • Ensure their workstation is functioning properly.

 

The First Week on the Job 

Get them acquainted with the role and business. 

  • Begin the job training. 
  • Wrap up every day with an end of day review, encouraging them to ask questions. 
  • Give them an assignment they can do on their own. Use this to gauge how their work ethic will be moving forward.
New Hire Checklist Blog Graphic

Throughout the First Month 

Ramp them up to meet their goals. 

  • Check in to review their progress towards goals and team cohesion.
  • Gradually increase their responsibilities. 
  • Do a deep dive into big picture business goals, and explain how each department and role plays into it. 
  • Give them all relevant materials and reference documents.

 

The First 90 Days 

Gauging performance and success. 

  • Schedule out monthly check-ins to give a forum to ask questions and measure progress. 
  • Check up on larger projects. 
  • Hand off several projects at once and see how they manage time and prioritize tasks. 
  • Get feedback on the on-boarding process.

 

After 90 Days 

Evaluate their fit by measuring progress via numbers and the team feedback. 

 

More about Blue Signal: 

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, IoT, cloud and managed services, medical & healthcare, manufacturing, emerging technology, and related industry niches.

At Blue Signal, we know that talent is a business’ best asset - and we are skilled in finding the exact professionals you need to reach your goals. Our targeted, specialized searches deliver highly qualified professionals to meet every hiring need. With over 120 combined years of recruiting experience, we can help your company find the right people for every unique company culture and industry niche. Our team works with both job seeking candidates and talent seeking hiring managers to find the perfect fit. Contact us today to explore your options, and jumpstart your team toward success.

Leveraging COVID in an Interview to Gain Insight into Company Culture

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The Coronavirus pandemic has caused unmeasurable hardships on people and businesses worldwide, yet unwittingly brought about some of the greatest innovation and adaptation we will ever see in our lifetime. Companies all over the world have reimagined their customer experience, relocated their workforce, and deployed incredible technologies that have prioritized safety and security in spite of the virus. Considering all of this, leaders everywhere are asking the same question, “what comes next?” What was once considered a quick fix to a pressing problem might be the new norm - whether that be working from home, or re-emphasizing e-commerce in the marketplace. 

This changes a lot in the way of the workforce. As many look for new jobs post-pandemic, it’s important that we rethink the traditional interview philosophy that the company is only vetting you, and not the other way around. As a candidate that brings a lot to the table, make sure you are asking the right questions to ensure this company is the place for you. With COVID as a good benchmark for how a business values the security and safety of its employees, utilize the following questions to gain the best insight into the true culture of a company. 

Leveraging COVID in an Interview Infographic

The Ones They Prepared For 

Being top of mind, hiring managers and interviewers by now must have mastered their post-COVID-19 game plan. Most of their work for the past several months has revolved around how they will handle remote onboarding, work from home policies, and the benchmarks they seek to achieve with this new business model. Consider asking these questions to get a sense of how they are looking to manage these challenges: 

 

Can you tell me about your work-from-home policies? 

  • This is a pretty basic question. If they plan on having you work remote, you will want to know what your schedule will be like, what hardware they might provide for you to complete your work, and what communicating with your team will look like. Set these expectations early! Better yet, ask if these are outlined in the employee handbook and request a copy to review. 

 

What will remote training look like for this role? 

  • Assuming you will be working from home for the foreseeable future, you probably will not go through their traditional training program. As an organization, they will have a good idea of how they will onboard you into your role. Recall how you learn best and try to advocate for yourself here. If you learn best at your own pace, you might want to look for a company with a preset online training module that you can work through. Or, if you work better by bouncing ideas off someone, look for an employee shadowing training opportunity. 

 

How are you working to ensure the success of new hires in light of COVID? 

  • Try not to think of this as a philosophical question. You don’t want to work for a company that just “gives you tools and hopes for the best” - you want to work for a company that has a support system ready to go and has goals in mind for what they want this role to achieve for them. Ask what success looks like in this remote role, and how the training is set up to ensure you get there. 

 

What is the timetable for the company returning to the office, if at all?

  • Make sure you know what you’re getting into. Ask if the end goal is to have this role working back in their brick and mortar headquarters, or if they see this position being permanently remote. Note which workplace style you prefer, and make your decision based on what the position will offer you long-term. 

 

Covering the Logistics 

Businesses have had to pivot to reshape their safety and time off blueprints, especially in essential industries and in-person positions. Before committing to a role, you will need to know how the company has outlined rules and regulations to keep you healthy and employed. We suggest asking these questions NOT in the initial interview, but maybe in the second or third interview when you are anticipating a job offer. Just like asking about compensation and perks in your initial introduction, asking about sick leave and related policies can sometimes give off the wrong impression. Be strategic with when and how you ask the following: 

What changes have you made to ensure employee safety post-COVID? 

  • Prior to the pandemic, they surely had PTO policies and safety protocols that were in place to meet mandated regulations, but with COVID-19 that all would have changed. You can cut past the standard items with this question and get right down to the updates. 

 

What is your sick leave policy? 

  • With COVID, some employers might have rethought their rules regarding doctor’s notes and other guidelines that qualify time off as sick leave. The laws regarding what is required by businesses differ by state. Know your state’s laws before going into your interview by checking here. 

 

If I get sick and have to quarantine, what happens? 

  • It’s important to set expectations ahead of time in these situations. Remember, if you’re not going to be working in a remote capacity, the regulations they have set for this role are the same regulations set for your coworkers after they fall ill. Make sure that whatever their policy, it is something you are comfortable with. 

 

What happens if I need to take care of a sick, dependent family member, like a child or elderly parent? 

  • Hopefully this is never a situation you will have to navigate, but in that instance, it’s good to know where you stand with your employer. Let them know your responsibilities outside the workplace to best gauge if this is the type of work environment that meshes well with other aspects of your life, too. 

 

Uncovering the True Company Culture 

Unfortunately, it’s all too common that you enter a job interview and are promised the moon and stars in a new role. With some interviews giving an impression of glitz and glam, it’s easy to get caught up in the excitement of a prospective new opportunity and miss some red flags. The Coronavirus pandemic has given prospective employees a unique opportunity to ask companies acceptable - but telling - questions about a role. Use the following questions to get some insight into a business’s actual priorities and overall culture: 

What did you learn from the COVID crisis - as a leader, and as a business? 

  • Try not to lead this question to employees, revenue, production, or anything else. Ask it plainly and then wait to hear what they say. Without giving context, this will give you a realistic view into what is top-of-mind for this particular manager in that particular department. Depending on the direction they go, you can get some major insight into how they prioritize their employees by either mentioning their teams or - even more telling - by not mentioning their team at all. 

 

In what ways have the strategic priorities of the company shifted? How does this role support the achievement of these new goals? 

  • This is a great question to get a sense of the direction the company has shifted. Maybe they expanded their service offerings to gain better footing in new industries or doubled down on their current target markets. Whatever the case, it’s beneficial to know how this particular position plays into their long-term strategy to better understand what is expected of you if you were to land the job. 

 

When it comes to leading hybrid teams (remote and in-person workers), what is your management style? 

  • As mentioned before, it’s pertinent to look for what it is you need to succeed. Maybe this manager is super hands-off with their remote workforce, but deep down you know that you need more structure in your role to stay on task. In which case, you might prefer the other role with a manager that schedules end of day check-ins with their team. 

 

How has your company worked to maintain company culture with a remote workforce? 

  • As part of the appeal of this candidate-driven job market, you should know what kind of team environment you are stepping into. Maybe you need a competitive space to outperform your peers in sales, or maybe you need a lot of camaraderie to feel fulfilled in your role. If this is your first remote role, and you thrive in an immersive company culture, seek that out. Talk to the interviewer about things they have done to maintain that togetherness despite physical distance. 

 

Have you had to lay off employees due to the pandemic? If so, how did you help them transition to new roles? 

  • Tread lightly with this question! If you feel like this new position could be a risky move, this question could help you investigate its job security further. Of course, the interviewer probably won’t talk about any less than agreeable terminations, but watching their body language and hearing their take can give a valuable perspective. 

 

How has your company supported its community during the pandemic? 

  • If social responsibility marks high on your list of things you want in a future employer, this question can help you discern a company’s sentiments. There could be situations where they did their best by just keeping their heads above water after the market crashed. In this case, you could add value to your candidacy for the role by discussing ideas on cost-effective ways for the company to give back. 

 

Certain questions asked in particular ways can uncover answers that aren’t explicitly stated on career pages or in job descriptions. With the Coronavirus, candidates have been given a whole new arsenal of inquiry that is founded in safety and concern, yet reveals much more in terms of company culture and priorities surrounding employees in a workplace. Interviewers will unintentionally tell you a lot more there is to know about a company and a role than intended if you know what to look out for. Use this to your advantage! Find a company that fulfills all that you require from an employer - from protective safety measures to ethics and values that are on par with your needs. 

Interviews can feel like a very strategic song and dance. And in a way, they are! There is a certain etiquette that needs to be maintained to give off your best impression, but that doesn’t mean you can’t gain beneficial insight from them to help your decision-making before accepting a role. Use these tips and questions carefully, and they will help you uncover some truths about a company and how they will take care of you as an employee. For more tips and tricks on getting the most out of your interviews, download our comprehensive guide. 

How to Resolve Cross Department Rivalries

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Rivalries between internal departments can bring a sense of competition and motivation to the workplace, but what happens when said rivalries bring out feelings of tension and strain between teams? Cross department rivalries are nothing new in a professional environment - it’s natural for contrasting teams to compete for power and credibility. However, when these rivalries bring out conflict and distrust, it becomes less of an inconvenience and more of a costly issue. 

When it comes to collaborating with other departments, employees may feel that it is challenging to synchronize complex tasks, prioritize those items, and communicate. According to a SalesForce Survey, 86% of employees and executives cite a lack of collaboration or ineffective communication as the reason behind workplace failures. The same study suggests that approximately 97% of surveyed workers indicate that lack of alignment within a team negatively impacts the outcome of a task or project. If any of this sounds familiar, you can ask your team these 4 questions to determine how you can reduce the negative effects of cross department rivalries. 

Department Rivalries Stat
Salesforce.com*

What Values Do We Create Together?

In order to ascertain how everyone's strengths best fit into a project, it is essential to determine the team’s technical abilities and how they can be combined. Value is realized when those functions are clearly understood and the team is able to discern their shared contributions that drive performance. 

For example, a team working on a project implementing cloud solutions may be composed of several engineers, analysts and product sales individuals. Each person has their own skills that set them apart from each other - these values should be laid out in a meeting before the start of the project to make sure everyone is on the same page. By identifying these key skills, your organization can greatly reduce any conflicting goals and better manage project tensions that may have otherwise taken place.

What Capabilities Do We Need to Achieve These Values?

Having established values and tasks before a project starts allows team members to better focus on the task at hand. Now, it’s essential to lay out how your team is going to achieve these values and identify any missing capabilities or processes that interfere with the overall project. Since finding time to meet with all the departments involved may be a hassle, this is where proper communication comes into play.

How Will We Resolve Conflicts While Maintaining Communication And Trust?

It’s natural to butt-heads with someone who has opposing views on how to get the job done. When you feel like you’re getting frustrated with someone, it’s time to sit down with that person and discuss why you are feeling discontent. Answering this question shows that you are respecting everyone involved with the project and taking positive steps toward discovering a solution that is beneficial to all. When these concerns are fully aired, it gives someone an opportunity to explain their process to identify what is not working. The goal is to increase the trust and communication between departments, which in turn builds a stronger commitment to the collective success of the team.

How Can We Help Each Other Succeed?

Last, but certainly not least, this question is about establishing support and camaraderie between departments. Make sure each individual has access to the tools and technology that will help everyone succeed as a team. If you sense someone is struggling, offer any guidance and support that will simplify the prior established commitments and make sure no one is falling behind. When every individual succeeds, the team succeeds as a whole.

A Final Note

Cross Department issues will inevitably come up, having established guidelines in place is what prevents these conflicts from turning into full-blown rivalries. If you see strained cross-functional relationships within your organization, alleviate the tension by going through these questions and communicating any concerns. 

About Blue Signal:

Blue Signal was founded in Chicago in 2012, and since then, has grown into a multi-million-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 that hiring the right people is the best way to transform business. Our targeted, specialized searches deliver highly qualified professionals to meet every hiring need. Our team has decades of combined experience in finding the right people for each unique company culture and industry niche.

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

Blue Signal Welcomes 11 New Team Members to Keep Up with Growing Demand

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In order to keep up with growing demand for Blue Signal's recruiting services, we recently welcomed 11 new additions to the Blue Signal staff. With these experienced and diverse extensions of our team, Blue Signal is on track to make more placements in 2020 than ever before. We're excited to introduce the newest members of our staff!

Meet Our New Recruits

Select a name to meet our new hires!

Wyatt Humrichous Project Manager

Social Media Best Practices for HR

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In a world where 1 in 5 page views occur on Facebook, and Twitter users generate 6,000 tweets per second, social media is no longer a small element of the modern community life, it’s the beating heart of how we interact. It might be tempting to just leave social media totally in the hands of your marketing team, but the reality is that the whole company—including HR—needs to be on board.

While the social media landscape is still in a state of flux, success in this area isn’t random. Social media best practices go beyond marketing and PR: they’re about how people interact. Since HR is the industry of people, human resources professionals need to have a social media strategy. What can an HR professional do to harness social media for a positive employee culture?

 

1. Know the channels your employees use. Listen to what they say.

Together, customers and employees are the two groups that shape the reputation and image of your company. Their voice is much more powerful than any marketing or PR effort. Find out what platforms your employees use, and what they’re saying about you. It takes very little time to get an impression of what the public thinks about you as a company and an employer.

The easiest social media platforms for managing your reputation are LinkedIn, GlassDoor, and the first few pages of Google searches. These are the first places your job candidates will be checking before they decide to work for you. Facebook and Twitter are less straightforward, but you can track buzz and interactions around your company to get an understanding of where you stand.

Social media should already be part of your hiring process. Not only should you source candidates through LinkedIn (or work with recruiters who do), you should vet potential employees’ social media profiles during the hiring process. It will give you an insight into their personality that may not come out in a formal interview.

 

2. Celebrate on social media.

Embrace opportunities to celebrate your company on social media. Use your LinkedIn page, Twitter account, and Facebook company page to share promotions, new hires, company outings, fun traditions, perks, and milestones. Post often and at many levels — new and senior employees alike deserve recognition for hard work.
Twitter employee praise
Include photos or videos to boost your views and humanize your company. Since your employees already use social media every day, show your appreciation for them where they (and the competition) can see. Make your competition envious of your workplace culture.

The key to this approach is consistency. Decide on a social media calendar, then design a process for selecting an employee to celebrate. Keep the process fair so that other employees don’t feel left out.

This personalized, grass-roots approach costs little time and money and dramatically boosts retention and your online reputation. When you paint a clear picture of your company’s selling points, you will attract and keep top talent.

 

3. Form strong bonds with your PR and marketing teams.

They’re the ones who manage your company’s branding and voice on the front lines. If you don’t communicate, you’ll miss out on insights into your people and potential candidates. Share your visions with each other. Talk about ways you can help each other reach those goals.

Your goal is a strong correlation between your brand and your employee culture. There is no substitute for keeping your finger on your company’s pulse. When individuals and departments are dissatisfied, they talk, and they may not talk to you first. A culture disconnect comes off as disingenuous to your customers and makes it hard for you to attract and keep your top employees.

 

4. Don’t try to gag people.

Twitter banned HR social media You can’t monitor everything (nor should you want to), but you can get an idea of your employees’ social media habits before and after you hire them. Trying to shut people down will only fan the flames.

A hyper-strict social media policy never goes over well (and may actually be illegal): “The National Labor Relations Board has concerns about companies that run with these very broad gag policies that relate to things going on in the workplace,” says Jon Hyman of the legal advisory firm Kohrman Jackson & Krantz.

Instead, integrate social media into your employee communications. Make a space for employees to talk internally and confidentially. Don’t rely on traditional methods (the anonymous comment box in the break room is outdated). Today’s employees are vocal and have many tools at their disposal to be heard. Let them know that you hear them so that you can solve problems together before they feel compelled to take their frustrations to public arenas.

If you notice a negative trend in what employees are saying, you have an opportunity to fix the problem and build on your strengths. Turning around an unhappy employee is a win for everyone, including you: workplace morale improves, productivity goes up, and you don’t lose an employee.

 

5. Ask for good feedback.

In addition to sharing successes from your own perspective, encourage employees to leave employer reviews on GlassDoor, Facebook, and other social media channels. Job seekers are more likely than ever to research company culture during the interview process, and positive employee reviews are a powerful tool to give you legitimacy. Dissatisfied employees speak up more often than happy employees. Avoid asking when your employees are likely to be stressed or nervous–such as close proximity to annual performance reviews, audits, or looming project deadlines.

Another great tactic is to create avenues for employees to share their own good news, such as a perk-related Twitter hashtag, or encouraging employees to tag themselves and share company event photos on Facebook. Your marketing and PR teams may have additional ideas and resources. One note: offering incentives in exchange for good reviews is not allowed.

Apple Glassdoor review

GlassDoor is the top platform for workplace culture reviews. Many job candidates read through these reviews during their company research. 

6. Know when to tune out.

Some people are determined to say negative things. Inevitably, some will stick. The best policy is to treat your people well.

Good news is the best antidote for bad press. Take advantage of opportunities to spread good news and fix problems promptly. Truly listen to your employees to clear up issues before they become exacerbated. Manage expectations and company policies right from the start to keep your employees happy. Most importantly, show your company in the best light by celebrating success.

Your 4-Step Guide to Adopting New Hires into Company Culture

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As a hiring manager, you’ve done the hard part, going through endless levels of interviews to find the perfect candidate and now, it’s the start date. For a new hire, starting a new job can be exciting, overwhelming, and nerve wracking. Some people approach their new career with elation and confidence, ready to take on their responsibilities. However, some employees dread the first day - worried about the people they’ll meet, their supervisors’ management style and even where they will sit at lunch. Successfully integrating new hires into company culture is one of the most important hiring processes and can be a determining factor in your new hire’s career-span within the company.

Your new employee has already had a great first impression with their candidate hiring experience, now, it’s more crucial than ever to continue to impress  them with your company culture and keep that excitement and momentum going. Here’s a 4-step guide to the process of making new employees feel comfortable and part of the team from day 1.

New Employee Onboarding

 

1. Begin Onboarding Before the Official Start Date 

One way companies can introduce company culture to new hires is to start the process before they even arrive. When sending out materials to introduce them to the job, include internal materials that gives your new employee an inside look into the personality of the company. Take advantage of what is typically a to-the-point welcome letter to prepare your new hire for what they can expect on the first day in a fun and creative way. Providing them with a FAQ sheet, recommendations around the area, and a set first-day agenda can eliminate some of the worries and questions they may have upon arrival.

2. Create Fun Opportunities to Meet Fellow Coworkers

We’ve all played getting-to-know-you games as kids in school, and whether we liked them or not, they were undeniably effective at breaking the ice and encouraging interaction. Icebreakers and team facilitation activities are a great way to ease some of the tension your new hire may be feeling. Social media is also becoming a new and innovative way to create connections between employees. Help your employees merge into the company by encouraging them to follow company social media accounts, along with adding them to a private social network for your company. A private social network, such as a private Facebook group, allows employees to participate and feel active in conversations in a less formal setting. Ultimately, it comes down to implementing interactive opportunities to create a strong dynamic for your company culture.

3. Put Yourself in Their Shoes

Regardless of the amount of time your company has been established, company culture is something that is present from the very beginning. Unless you are the CEO or have been with the company from the ground up, chances are that you have had to go through the onboarding process as well once upon a time. It’s easy to forget the impressions and questions you had on your first day, but it’s critical to put yourself into their shoes and make them feel as comfortable and supported as possible. Remember, as a new employee, questions will be asked and mistakes will be made; these are expected and should be looked upon as a learning experience for both the new employee and manager. Putting in effort to realize that you were in the same position at some point in time allows a certain level of respect and rapport to be built.

4. Follow up

The number one place where companies fall short in the onboarding process is following up with your new hire to ensure they are understanding and enjoying their work. One of the easiest ways to guarantee long-term employment is to onboard them correctly and not let employees fall off your radar. According to the 2018 Recruiter Nation Survey from Jobvite, 39% of talent professionals dedicate between 1-3 business days to onboarding. Although it may involve increased efforts from larger companies, onboarding should be a priority and last weeks or even months as necessary. In addition to habitually checking up on your new hire, a simple follow up email is a valuable way to gain feedback and opens up an honest communication forum between all levels of authority.

Some of the biggest onboarding challenges are inconsistent applications, manager accountability and competing priorities. Adapting a new employee to the company culture and ensuring their success needs to be a priority to guarantee a positive experience. Keep in mind, helping your new hire fit into company culture can be simplified with these 4 easy steps: begin onboarding before the start date, create fun opportunities to meet coworkers, put yourself in their shoes, and follow up. 

We Are Here to Help

Are you a hiring manager or talent acquisition professional looking to expand your team? Ask us how we can help coach your onboarding process as needed! Blue Signal’s search process continues to impress our clients and our recruiters are dedicated to finding top talent within any industry.

 

Ready for a free hiring consultation?

Contact us today on ways we can help your organization.

(480) 939-3200

Blue Signal Launches New Women Empowerment Program

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Blue Signal kicked off its women’s empowerment initiative by holding the first annual meeting of “Blue Signal Search Women of the Workplace” (BSS WOW) at its Phoenix Corporate office.  The team’s working purpose is, “To promote education, connection, and empowerment for women (and those who support strong women) and their contributions to the broader goals of Blue Signal… and beyond!”

The group plans to create an assembly that unites the workplace to further the goals of each other as individuals, and propel Blue Signal to be the best recruiting firm in the world.  We believe that connected, empowered women, and those who support them, are unstoppable. Other goals of the group are to serve as a platform to give colleagues the tools and resources needed to support their growth and to build long-term relationships with clear goals for professional development.

BSS WOW meets once per month over lunch and addresses issues relevant to working women today exploring topics such as professional growth, teamwork and cohesiveness, and work-life balance. We have explored industry-related articles, discussed other women-driven initiatives in companies we are inspired by, and have reviewed podcasts for new ideas. In the meetings, members are encouraged to discuss pain points they are currently facing, ways they are developing themselves in their role, and ultimately how to make the workplace better for all. This not only helps participants tackle issues at hand, but also gives them a space to collectively brainstorm and use as an outlet and think tank for areas to improve the company as well as their individual roles. So far, the feedback has been incredible and the meetings have delivered so much support and innovation generation.

"Blue Signal's team is comprised of over 44% women; well above the industry average of 26%."

Women are historically underrepresented in the tech space.  They make up over half of the working population, however only 26 percent of jobs in technology are held by women.  Blue Signal is no stranger to breaking records and surpassing what is considered the norm.  In contrast to industry standards, Blue Signal’s team is comprised of over 44 percent women (and growing!) and our female-led marketing team shatters not only the glass ceiling but places us ahead of all competitors.  We’re passionate about not only our clients and candidates, but our dynamic team. We continue to empower and support one another as well as market Blue Signal to its best potential.

Want to get in on the action?

Drop us a line or follow us on social media!

Contact Us!

Blue Signal Summit Awards 2019

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

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

Bryan O’Connor

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

Bryan O'Connor and Matt Walsh, Summit 2019

Art Reed

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

Art Reed and Matt Walsh, Summit 2019

Lacey Walters

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

Lacey Walters and Matt Walsh, Summit 2019

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

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

Blue Signal Summit, 2019

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Blue Signal Search is unlike any other recruiting firm of its kind – so naturally, we had to have a holiday party just as unique as we are. In January of 2019, we held the first annual Blue Signal Summit, a three-day team gathering to celebrate a year of industry success. Each day was jammed packed with learning, team building activities, industry speakers, games, awards, great food and festivities. We were able to wrap up 2018, set goals for 2019 and beyond, as well as celebrate all we have achieved thus far.

For the event, our entire staff joined under one roof in our new HQ in Phoenix, Arizona. This was the first time some of us met in person! In the spirit of team building, we had meetings where we reviewed our best practices, discussed our company values, and underwent advanced trainings.

Blue Signal Summit Conference

Blue Signal brought in Pinnacle Society elite and top performing recruiter Joe Rice to discuss what is and is not working in recruiting today. We covered objectives about leadership, company culture, change management, and organizational growth. The team learned more about the industry and best practices to better serve our clients and candidates in the future.

Joe Rice Guest Speaker

Throughout our conferences, the team talked about our growth and about fine tuning our processes. We strategized as a company and talked about upcoming initiatives and long-term goals. Most importantly, we recognized the achievements from the last year and awarded those people who helped us get there.

Blue Signal Promotions 2018

In 2018, Blue Signal made 119 placements and worked on over 400 jobs. Our biggest year yet also saw 8 new hires and 4 major promotions. Looking ahead to 2019, we are training and onboarding a new class of 9 recruiters before the end of January.

Blue Signal 2018 Review

The Summit helped us focus on what is most important – who we are and where we want to be. Saturday, we got together showcase our accomplishments. In the morning the sales team had a golf tournament at the Orange Tree Golf Resort. That evening, we met with our significant others at the beautiful Biltmore Hotel to finish the Summit with a formal dinner. This Blue Signal family is proud of 2018’s accomplishments and is ready to do what it takes to become the best recruiting firm on the planet!

Blue Signal Summit Golf Outing

Blue Signal Gives Back 2018

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In November 2018, Blue Signal launched its first ever Blue Signal Gives Back initiative. In an effort to give back to our community, we implemented a program where the entire team worked together to raise money for a charitable organization of their choosing.

Blue Signal’s company culture is unique in many ways. While we do have four brick and mortar offices – two in Illinois, and two in Arizona including our new HQ – we also find our workplace all across the US in the homes of our remote workers! Because of this, it has been important for us to remain a close-knit company in many creative ways. The Blue Signal Gives Back Initiative allowed us to work as a team to accomplish one major goal – giving back. And we learned a lot about one another along the way!

Here’s how it worked: The program ran for 6 weeks from November through the end of December 2018. All recruiters chose a nonprofit charitable organization that was important to them, and teamed up with members of the support staff. Each team was able to earn money through Send-Outs, Placements, and various metric benchmarks and company trivia. Every week a progress report was sent out to the company, keeping track of which team was in the lead. At the end of the year, the points were added up and the team with the most cash won! The best part? Blue Signal took all the money earned from ALL teams, and donated it to the charity chosen by the winner – placing the donation in their honor. That meant that every send out, every placement, regardless of the winner, translated to a win for one lucky charitable organization.  Each employee’s hard work directly benefited the winning organization.

Blue Signal Gives Back Results

At our year-end holiday party, the Blue Signal Summit – Ryan Walsh was announced the winner. His efforts put him and his organization, the American Parkinson Disease Association, in the lead. Ryan and the entire Blue Signal team was able to raise $1,632.50 to donate to the cause. We are so proud to have had this opportunity to work together as a company to give back to our community!

 

More about the American Parkinson Disease Association – The APDA is the largest grassroots network dedicated to fighting Parkinson’s disease (PD) and works tirelessly to assist the more than 1 million Americans with PD live life to the fullest in the face of this chronic, neurological disorder. Founded in 1961, APDA has raised and invested more than $177 million to provide outstanding patient services and educational programs, elevate public awareness about the disease, and support research designed to unlock the mysteries of PD and ultimately put an end to this disease.