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How to Respond to Glassdoor Reviews: A Complete Guide for Employers

December 4, 2024 by Taylor Leonard

Imagine you’ve just posted a job opening for a key position. A talented candidate finds the listing intriguing but pauses to check your Glassdoor page. What they find there could make or break their decision to apply. Your Glassdoor page is often the first impression potential candidates have of your company. Think of it as a digital reflection of your workplace culture, leadership style, and overall employee experience.

When people leave reviews, they’re not just venting or praising, they’re creating a narrative that can either help or hurt your employer brand. Responding to Glassdoor reviews is a powerful way to shape that narrative. A thoughtful, timely response shows your commitment to transparency, growth, and employee satisfaction. Whether you're addressing positive feedback or tackling criticism head-on, your approach matters. In this guide, we’ll walk through why responding matters, share examples and actionable strategies, and help you turn Glassdoor into a strategic asset for your company’s success.

Why Responding to Glassdoor Reviews Matters

Glassdoor reviews are more than feedback, they’re a key touchpoint for anyone considering working with or investing in your business. According to Glassdoor, 86% of job seekers research company reviews before deciding to apply, and over 60% say they wouldn’t apply to a company with negative reviews that remain unaddressed.

A professional woman working on a laptop, with a statistic overlay about job seekers researching company reviews on Glassdoor

For employers, this means every review—positive or negative—is an opportunity to influence how candidates perceive your company. Responding shows that you care about feedback, are invested in improvement, and value employee experiences. Companies that actively engage with reviews are more likely to attract top talent and foster loyalty among current team members.

💡For Example: Consider two competing companies. One has glowing reviews but no employer responses. The other has mixed reviews, but management has responded to every comment, outlining steps they’ve taken to address concerns. Candidates often choose the latter because active engagement signals accountability and transparency. 

Proactively managing reviews not only enhances your reputation but also helps you identify and address recurring issues within your organization.  

Learn How Brand Reputation Impacts Hiring Success

Best Practices for Responding to Glassdoor Reviews

Responding to Glassdoor reviews effectively requires a thoughtful, strategic approach that balances professionalism with empathy. Whether you're addressing glowing praise or critical feedback, these practices will help you craft responses that reflect positively on your company:

1. Respond Promptly

Timely responses signal that you value feedback and take employee concerns seriously. Aim to reply within one week of a review being posted to demonstrate attentiveness. According to PR Daily, quick engagement can also de-escalate negative reviews and improve your employer brand.

2. Show Gratitude

Start every response by thanking the reviewer for their feedback. Thanking reviewers for their feedback—whether positive or critical—sets the right tone. Expressing appreciation demonstrates humility and establishes a constructive foundation for your response.

💡 Example: “Thank you for taking the time to share your thoughts. We appreciate all feedback and see it as an opportunity to grow.”

3. Acknowledge Concerns Thoughtfully

For negative or constructive feedback, recognize the reviewer’s perspective, even if you don’t fully agree. Empathy helps diffuse tension and demonstrates your willingness to listen.

💡 Example: “We’re sorry to hear about your experience and appreciate you bringing this to our attention.”

4. Personalize Your Responses

Avoid generic replies. Reference specific points raised in the review to show genuine engagement. Tailored responses demonstrate that you’ve read the review thoroughly and are responding with intention, which can make your company appear more approachable and thoughtful.

💡 Example: “We’re so glad to hear you enjoyed the professional development opportunities here. It’s something we strive to prioritize for all employees.”

5. Stay Honest and Transparent

If a review highlights a legitimate concern, address it directly. Be transparent about the steps your company is taking to improve, but avoid overpromising or dismissing criticism.

💡 Example: “We understand your concerns about communication and are implementing team-wide updates to improve transparency.”

6. Invite Further Dialogue (When Appropriate)

For sensitive or complex issues, suggest continuing the conversation offline. This demonstrates a commitment to resolution without escalating the situation publicly.

💡 Example: “We’d love to hear more about your experience. Please reach out to us at [email address] so we can better understand your concerns.”

7. Highlight Positive Actions

Use reviews as a chance to showcase improvements or initiatives. This not only addresses the reviewer’s concerns but also shows prospective employees that your company takes action based on feedback.

💡 Example: “We’ve recently introduced new leadership training programs to address concerns like those mentioned in your review.”

8. Maintain Professionalism and Composure

Resist the urge to get defensive, even when a review feels unfair. Focus on addressing concerns calmly and offering solutions. Remember, readers often judge your response more than the review itself. A professional tone reflects strong leadership and leaves a positive impression.

💡 Example: “We’re sorry to hear about your concerns. We’re committed to addressing these issues and welcome further dialogue to ensure we improve moving forward.”

Responding to Glassdoor Reviews by Type of Feedback

Every Glassdoor review is unique, and there’s no one-size-fits-all approach to crafting responses. However, there are common themes and scenarios employers often encounter. Below, we’ve outlined examples of how to handle different types of feedback—from glowing praise to critical comments. While these are just examples, we hope they serve as a starting point to help you navigate even the most challenging reviews with confidence and professionalism. 

Type of Review Scenario Example Response
Positive Feedback “The company culture is amazing!” “Thank you! We’re thrilled to hear our culture made a positive impact. We’re proud of creating an environment that values employees.”
“I’ve been promoted twice!” “Congratulations on your growth! Supporting development is a key priority for us. We’re excited to see your success!”
Constructive Feedback “Communication could be better.” “Thank you for your input! We’re working on improving communication with regular updates and manager check-ins.”
“The workload can be overwhelming.” “We’re glad you find the work rewarding. We’re exploring ways to better balance workloads and appreciate your feedback.”
Negative Feedback “No work-life balance.” “We hear your concerns. Work-life balance is a priority, and we’ve introduced flexible scheduling to better support our team.”
“Management doesn’t listen.” “We’re sorry to hear this was your experience. We’ve implemented leadership workshops to improve engagement.”

Legal and Ethical Considerations

Professionalism and ethics should guide every response. Glassdoor reviews are permanent and highly visible, meaning your replies should not only address the review itself but also reflect the integrity of your company. While addressing reviews, always prioritize:

  • Privacy: Never disclose sensitive or personal details about employees or incidents.
  • Transparency: Be honest and realistic in your responses. Avoid overpromising or deflecting blame.
  • Professionalism: Even when faced with harsh criticism, stay calm and constructive.

These principles not only ensure your responses remain respectful but also help reinforce a positive employer brand. By handling reviews with care and accountability, you demonstrate to current and future employees that your organization values fairness and growth.

Discover How a Bad Hire Affects Your Company

Beyond Responding to Glassdoor Reviews: Employer Branding and Retention

Responding to Glassdoor reviews is just one part of a larger strategy—building a strong employer brand that attracts top talent and retains your best employees. A company’s employer brand is shaped by the voices of its employees and candidates, not just corporate messaging. According to Glassdoor, employee voice is three times more credible than the CEO's when discussing working conditions, highlighting the importance of transparency and authenticity. Companies that actively invest in their employer brand can reduce turnover by as much as 28%, saving costs and fostering a stronger workforce. Employer branding goes beyond reputation, it creates a workplace culture where employees feel valued and motivated to stay. When employees see their feedback acknowledged and acted upon, they become advocates, further strengthening your brand. By committing to these efforts, you not only respond to Glassdoor reviews effectively but also set the foundation for long-term success in the competitive talent market.

The Importance of the Candidate Experience

How We Can Help...

Managing Glassdoor reviews, crafting compelling job postings, and standing out in today’s competitive talent market can feel overwhelming. At Blue Signal Search, we simplify the process with custom search strategies that attract top-tier talent while saving you time and resources. We analyze your current job postings, employer branding, and retention strategies to identify what’s working and where improvements can enhance your hiring success. While we can’t change your company culture (that’s on you!), we can ensure it’s presented in a way that resonates with the right candidates. Ready to build your dream team? Contact us today to learn how we can help.

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

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    Filed Under: Uncategorized Tagged With: Attracting top talent, Building employer trust, company culture, Company reputation management, employee engagement, employee feedback, Employee Satisfaction, Employee voice, Employer Branding, Employer branding ideas, Employer feedback, Employer retention, Employer review strategies, Feedback response guide, Glassdoor examples, Glassdoor management tips, Glassdoor review examples, Glassdoor review tips, Negative review responses, Online employer branding, Online employer reviews, Online reputation, Professional responses to reviews, recruiting strategies, Respond to Glassdoor reviews, Responding to reviews, Retaining employees, Talent Acquisition, Talent Retention, workplace culture

    Blue Signal Named One of America’s Best Workplaces for 2025 by Best Companies Group

    November 14, 2024 by Taylor Leonard

    Best Companies Group has named Blue Signal Search a recipient of the inaugural Best Companies Group’s America’s Best Workplaces in 2025 Award. The awards are held in partnership with BridgeTower Media.

    Best Companies Group’s America’s Best Workplaces Awards identify, recognize, and honor the best places of employment across the United States. It is a celebration of excellence in company culture that honors numerous employers and ranks the Top 10 workplaces in small, medium, and large business categories. Winners were previously recognized by Best Companies Group in at least one other data-driven recognition program.

    AmericasBestWorkplaces25-logo

    Best Companies Group managed the overall registration and survey process and also analyzed the data and used their expertise to determine the final rankings. The rankings were determined using Best Companies Group’s algorithm. The algorithm used data from each nominated company's workplace policies, practices, and demographics, as well as data from an employee survey that measured the employee experience. The overall scores determined which workplaces were recognized and which were ranked at the top of their category. A listing of winners can be found below. The final rankings will be announced Dec. 18. 

    “These workplaces are America’s best—not because we say so, but because their people do,” said Jaime Raul Zepeda, executive vice president of Best Companies Group + COLOR Magazine. “At Best Companies Group, we’re excited to certify this honor and celebrate these standout employers with millions of business leaders who trust BridgeTower Media for the pulse on exceptional companies across the country.” 

    Best Companies Group’s America’s Best Workplaces winners and final rankings will be announced at a free virtual celebration on Wednesday, Dec. 18, at 4 p.m. (EST) and 1 p.m. (Pacific). This event will reveal the Top 10 workplaces in each category and honor all winning organizations for their exceptional employee experiences and dedication to creating outstanding cultures. It will be an inspiring celebration of the best workplaces in the nation, and guests can see firsthand the leaders in employee engagement and innovation. To secure your ticket, visit bit.ly/4hj5Zfg.  

    For more information about the Best Companies Group’s America’s Best Workplaces in 2025, visit https://bestcompaniesgroup.com/americas-best-workplaces-awards-best-companies-group/. 

    About Best Companies Group

    Since 2004, Best Companies Group has been dedicated to identifying and celebrating top workplaces. With expertise in employee engagement, they’ve helped over 10,000 organizations enhance the employee experience, boosting engagement, productivity, innovation, and retention. A leader in engagement insights, Best Companies Group ranks thousands of companies annually using rigorous, research-based methodology. Their services include Ph.D.-designed engagement surveys, actionable insights, exclusive benchmarks and accessible consulting. Learn more at bestcompaniesgroup.com. 

    About BridgeTower Media

    BridgeTower Media is the authoritative voice for insights and marketing solutions across 40-plus brands in five key sectors across the United States. It is the leading provider of B2B information, research, events, and marketing solutions across more than 25 U.S. markets and industries. Business executives rely on BridgeTower Media for the latest industry news, intelligence, and events in a timely and consistent manner. For more information, visit BridgeTowerMedia.com.

    About Blue Signal Search

    Blue Signal Search is proud to be recognized as one of America’s Best Workplaces in 2025. Guided by our core values to Help Others, Do the Right Thing, and Be Excellent, we are committed to creating a supportive and dynamic workplace that prioritizes the well-being and growth of our people. With over 2,800 successful search projects, we bring the same dedication to our clients, connecting them with top talent through streamlined search processes and a personalized, people-first approach. This award-winning blend of service and integrity enables us to build lasting, impactful relationships that drive success for both our clients and our team. Learn more about our achievements and recognitions on our Awards Page.

    Contact Us

    Best Companies Group’s America’s Best Workplaces in 2025 

    Note: Companies are listed in alphabetical order within their size category, not by rank. Rankings will be announced December 18. 

    Small Companies (15-49 Employees): 

    American Financial Management, Inc., Rosemont, Illinois | B.A. Harris, Boise, Idaho | Belle Haven Investments, Rye Brook, New York | Blueprint CFO, Newport Beach, California | Custom Recycling LLC, York, South Carolina | Govplace, Bethesda, Maryland | GP Flooring Solutions, Rochester, New York | Investment Property Loan Exchange LLC, Springfield, Missouri | Isomer Project Group, LLC, Greenville, South Carolina | James & Whitney Co., Chelsea, Maine | McKinley Carter Wealth Services, Wheeling, West Virginia | Mission Edge San Diego, San Diego, California | MPOWER Financing, Washington, D.C. | National Glass Association, Vienna, Virginia | PayCourt, Taylorville, Illinois | Pennington Wealth Management, Houston, Texas | PurAqua Products Inc., Rock Hill, South Carolina | Radeus Labs Inc., Poway, California | Rock Valley Credit Union, Machesney Park, Illinois | Seaside Dining Group, Inc., Newport Beach, California | SmartEdge IT, LLC, Ashburn, Virginia | The Brooks Group, Greensboro, North Carolina | Theorem, Chatham, New Jersey | TRM CPA, Jupiter, Florida | Union Credit, Cottage Grove, Wisconsin | Vanteon Corporation, Pittsford, New York | Wilmac Technologies, Rochester, New York 

    Medium Companies (50-249 Employees): 

    1440 Multiversity (1440 OpCo, LLC), Scotts Valley, California | AAC Inc., Vienna, Virginia | Adeptus Advisors, LLC, Ocean, New Jersey | Amivero, Herndon, Virginia | B&A, LLC, McLean, Virginia | Barnes Dennig, Cincinnati, Ohio | Berje Inc., Carteret, New Jersey | Blue Signal Search, Phoenix, Arizona | Brown Plus, Camp Hill, Pennsylvania | C3 Risk & Insurance, San Diego, California | CBC, Irvine, California | CF Evans Construction LLC, Orangeburg, South Carolina | Cg Tax, Audit & Advisory, Tinton Falls, New Jersey | Dave's World, Scarborough, Maine | Davie Kaplan, CPA, PC, Pittsford, New York | Dynamis, Inc., Falls Church, Virginia | Eaton Peabody, Bangor, Maine | EVOTEK, Carlsbad, California | Fortress Information Security, Orlando, Florida | Four Block Foundation Inc., Kinderhook, New York | Freixenet Mionetto USA, White Plains, New York | General Revenue Corporation, Mason, Ohio | Glia Technologies, New York, New York | Golden Star Technology Inc., Cerritos, California | HD Growth Partners, Youngstown, Ohio | Health Advocates Network, Boca Raton, Florida | HealthTeam Advantage, Oak Ridge, North Carolina | Identiti Resources, Schaumburg, Illinois | Insero & Co. CPAs, LLP, Rochester, New York | KDP & Co. LLC, Medford, Oregon | Keep Supply, Springfield, Missouri | Kessler Foundation, East Hanover, New Jersey | Lamont, Hanely and Associates, Hopkinton, New Hampshire | Lane Gorman Trubitt LLC, Plano, Texas | Langston Construction Co. of Piedmont, LLC, Piedmont, South Carolina | Lynch Group, LLC, Bangor, Maine | Mainely Tubs, Scarborough, Maine | Mott Children's Health Center, Flint, Michigan | Nacha, Reston, Virginia | NDH Advisors LLC, Chicago, Illinois | NIH Federal Credit Union, Rockville, Maryland | One Nevada Credit Union, Las Vegas, Nevada | Parry Labs, Alexandria, Virginia | Partner Forces, Arlington, Virginia | PBS Engineers, Inc., Glendora, California | Reed Construction, Chicago, Illinois | RHO Residential, Roseland, New Jersey | Rose Law Group, Scottsdale, Arizona | SD Mayer & Associates LLP, San Francisco, California | Sierra Peaks, Albuquerque, New Mexico | Sriven Technologies, LLC, Ashburn, Virginia | Strategic Retirement Partners, Shorewood, Illinois | The Conference Board, New York, New York | The Jacobson Group, Chicago, Illinois | TPM Inc., Greenville, South Carolina | VIP Structures Inc., Syracuse, New York | WayFinder Logistics, Chicago, Illinois | West Plains Bank and Trust Company, West Plains, Missouri | Woodmont Properties, Fairfield, New Jersey 

    Large Companies (250 or More Employees): 

    American Integrity Insurance Company, Tampa, Florida | Amica Insurance Company, Lincoln, Rhode Island | Bank Independent, Florence, Alabama | Basis Technologies, Chicago, Illinois | Byline Bank, Chicago, Illinois | Centreville Bank, West Warwick, Rhode Island | CLA, Waukesha, Wisconsin | Credit Control, LLC, Earth City, Missouri | DCI, Hutchinson, Kansas | Fairwinds Credit Union, Casselberry, Florida | Hancock Askew & Co. LLP, Savannah, Georgia | HomeTrust Bank, Asheville, North Carolina | Horizon Health Services, Getzville, New York | IMT Residential, Sherman Oaks, California | Kearney & Company, Alexandria, Virginia | McGlinchey Stafford PLLC, New Orleans, Louisiana | MGC Law, Columbia, South Carolina | New Home Star, Elmhurst, Illinois | Peoples Bank, Marietta, Ohio | Performance Services, Indianapolis, Indiana | Scotlynn USA, Fort Myers, Florida | Seacoast Bank, Stuart, Florida | Sentar, Inc., Huntsville, Alabama | Servbank, Phoenix, Arizona | St. Matthew's House, Naples, Florida | Tokio Marine America, Pasadena, California | Yount, Hyde, & Barbour, PC, Winchester, Virginia 

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      Filed Under: Our Company, Uncategorized Tagged With: America’s Best Workplaces, Best Companies for Hiring, Best Companies Group, Best Companies to Work For, Best Workplaces 2025, blue signal, Blue Signal Search, Business Awards 2025, Company Awards, company culture, Company Values, employee engagement, employee retention, Employee Satisfaction, Employee Well-being, Employer Branding, Employer of Choice, Employer Recognition, Executive Search, Great Places to Work, hiring solutions, Industry Leaders in Hiring, Professional Culture, recruiting firm, Recruitment Excellence, Recruitment Services, Talent Acquisition, Top Recruiters, Top U.S. Workplaces, Top Workplaces List, Top Workplaces USA, Workplace Awards 2025, Workplace Excellence, workplace innovation, Workplace Recognition

      Blue Signal Summit 2024: On a Mission to Evolving Excellence

      November 12, 2024 by Taylor Leonard

      Our 2024 Blue Signal Summit brought our team together from all corners of the country for a weekend that was truly out of this world. Every year, we meet up in Phoenix – our company’s home base – to reconnect, celebrate our progress, share insights, and recharge for the future. Set against the stunning backdrop of the Arizona desert, this year’s theme, On a Mission to Evolving Excellence, felt especially meaningful as our team continues to grow in ways that redefine how we work, connect, and serve our clients.

      Held at the historic Wigwam Resort, this summit was designed to make the most of that growth. We filled the weekend with engaging sessions, inspiring speakers, and activities that strengthened our team and sharpened our focus. From team-building games to thought-provoking workshops, each moment gave us something valuable to bring back to our roles. Here’s a look back at the highlights, insights, and experiences that made the Blue Signal Summit 2024 a weekend we’ll carry forward together.

      Sign at Blue Signal Summit 2024 with QR code, surrounded by palm trees at the Wigwam Resort.

      Friday: Recruiting Managers Retreat

      We kicked off the summit on Friday with a special retreat for our recruiting management team. Managers traveled to Phoenix to reconnect, strategize, and – in true Blue Signal style – tackle an escape room challenge together! This high-energy, team-building experience tested everyone’s problem-solving skills and encouraged collaboration in a fun, fast-paced setting. The escape room was the perfect icebreaker, bringing everyone together with plenty of laughs and setting the tone for the weekend ahead.

      Blue Signal recruiting management team members at the escape room challenge during the 2024 Summit, holding 'We Escaped' signs with smiles and celebration

      That evening, the team headed to State Forty Eight Funk House for dinner. Over good food and conversation, our leadership team wrapped up the day feeling recharged and ready to welcome the rest of the Blue Signal crew.

      Saturday: Reception, Networking, and The State of The Signal

      On Saturday, the rest of our team arrived at the Wigwam Resort. The morning allowed for some options for exploration, with activities as varied as a round of golf at the resort, a tour of Luke Airforce Base, or sightseeing around the Phoenix area. It was the perfect way to relax, reconnect, and take in the beauty of Arizona.

      As the sun set, we officially kicked off the evening with a cocktail hour that gave everyone a chance to reconnect, share stories, and welcome new faces. The energy carried into our Quarterly State of the Signal & Awards Ceremony, where we celebrated team accomplishments and recognized standout contributions. A delicious dinner and fun party rounded out the night, giving everyone the chance to unwind and celebrate together. It was a perfect start to the weekend, filled with laughter, camaraderie, and the energy to fuel us for what’s next.

      Sunday: A Day of Learning, Growth, and Team Building

      Sunday was packed with activities, each carefully crafted to foster growth, connection, and insight. We started the morning with a team breakfast on the patio, enjoying Arizona’s fresh air and sharing conversations over coffee before heading into our first session.

      Speaker presenting to Blue Signal Summit 2024 attendees in a conference room with space-themed decor.

      Team-Building Game to Start the Day

      After breakfast, we jumped into a lively game of Kahoot, quizzing each other on everything from fun facts about our team members to company-related trivia. This interactive session was full of surprises, giving us all a chance to get to know each other a little better. Laughter and a little friendly competition made it a perfect start to the day.

      Intentional Listening Workshop Led by Jonathan Lee

      Our next session was an Intentional Listening Workshop led by our Director of Operations, Jonathan Lee. Paired with colleagues we don’t usually work alongside, we were challenged to have conversations focused on truly listening without interrupting. For two minutes, each of us listened fully to our partner’s story, then had a chance to share our own. This workshop sparked powerful moments of understanding, leaving us with a deeper appreciation for the diverse experiences and perspectives across our team. It was a strong reminder of the value in our differences and the importance of connecting on a personal level.

      Blue Signal team members engaging in an intentional listening workshop at the 2024 Summit.

      Lunch with Industry Peers

      At lunch, we welcomed recruiters and colleagues from nearby firms who were in town for the NAPS (National Association of Personnel Services) conference. It was a unique chance to network with other professionals and exchange insights. The lunch break provided a refreshing pause before diving into the afternoon’s highly anticipated sessions.

      Keynote by Danny Cahill: Go on This Run

      Danny Cahill engaging with Blue Signal Summit 2024 attendees during his keynote session.

      In the afternoon, we were thrilled to welcome our keynote speaker, Danny Cahill, a seasoned recruiter, founder of Hobson Associates, and accomplished author. With over 30 years of experience, Danny shared powerful insights on recognizing and seizing opportunities. His keynote encouraged us to identify those pivotal "runs" in our careers—times when success and opportunity align, ready for us to act. He emphasized the importance of resilience and focus in a world full of distractions, highlighting the need to stay disciplined through challenges. Danny reminded us of the impact of personal connections, like a live phone call, in building trust and making meaningful relationships, even in today's digital age. He also discussed the necessity of adapting to industry trends and embracing new tools to remain competitive, while underscoring the importance of valuing our time by protecting it for what matters most. His message was a compelling call to make the most of each moment, both personally and professionally.

      Allan Fisher: 2024 is the Year I Stopped... 

      Keynote speaker addressing attendees at Blue Signal Summit 2024 with blue balloon decor and branded backdrop.

      Our next speaker, Allan Fisher of Premier Financial Search, delivered a powerful talk on adapting recruitment strategies to fit today’s evolving market. In his session, Allan shared what he’s chosen to leave behind in order to stay agile and effective. He explained the value of letting go of outdated practices and embracing fresh approaches that better serve the current job landscape. Allan emphasized the importance of aligning with new market realities, especially by understanding Gen Z candidates and addressing their career concerns. He spoke to the importance of setting clear boundaries and managing expectations with candidates, and shared how his “Candidate Pledge” has helped foster mutual respect and transparency throughout the hiring process. Finally, Allan highlighted the importance of a growth mindset, encouraging recruiters to see each interaction as an opportunity to learn, adapt, and continually improve. His message was a timely reminder that in recruitment, flexibility and openness to change are key to staying ahead in a dynamic field.

      Closing Panel: Industry Insights from Top Leaders 

      Panel of industry leaders discussing insights at Blue Signal Summit 2024 with attendees.

      To close out the day, we held an engaging panel discussion featuring some of the industry’s top thought leaders: Matt Walsh, our CEO; Kim Laipple, SVP of Scientific Search; Joe Rice, CEO of JDI Search; and Allan Fisher, President of Premier Financial Search. Each panelist shared their perspectives on the evolving recruitment landscape, focusing on the importance of adaptability, collaboration, and innovation. It was a powerful way to conclude the day’s discussions, leaving us with fresh ideas and a renewed sense of purpose as we look toward what’s next for Blue Signal.

      Sunday Evening: Wrapping Up with Fun and Connection

      As the day winded down, we gathered for dinner at Papa Paul’s Brick Oven Pizza & Pasta, where conversation and laughter flowed as freely as the food. It was the perfect way to unwind and enjoy each other’s company after a full day of learning and growth. We capped off the night at the NAPS Ignite Conference welcome party back at the Wigwam, where we had the chance to connect with the larger recruitment community, rounding out an incredible day.

      Monday: A Focus on Personal Growth and Professional Development

      On Monday, while our recruiting team kicked off the NAPS Ignite Conference, our specialists—those in key roles outside of recruiting—joined a workshop led by Tom Healy with Mentumm. During this session, we explored the Predictive Index behavioral assessment to gain a deeper understanding of our unique work styles and learn how to leverage them to operate more effectively as a team. The experience offered valuable insights about ourselves and each other, setting us up for continued growth as we return to our roles.

      Reflecting on Blue Signal Summit 2024: A New Chapter in Evolving Excellence

      Group photo of Blue Signal team members gathered at the Wigwam Resort for the 2024 Summit.

      The 2024 Blue Signal Summit didn’t just bring us together – it propelled us forward. From inspiring keynotes to meaningful connections, each experience deepened our commitment to our mission and the values that drive us. As we return to our roles, we’re bringing back not only the insights and inspiration from this weekend but also the momentum to take on new challenges. Together, we’re ready to embrace growth and continue our mission to evolve in excellence.

      Partner with us for your next hire.

      Set up a free consultation with a recruiting manager. Tell us about your hiring need.

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        Filed Under: Uncategorized Tagged With: 2024 Company Summit, Arizona Events, blue signal summit, Business growth, Career Growth, company culture, Company Event, Corporate Events, Corporate Retreat, employee engagement, employee retention, Industry Insights, Leadership Development, NAPS Conference, National Association of Personnel Services, Networking Event, Organizational Growth, professional development, recruiting conference, recruiting strategies, Recruitment Industry, recruitment trends, Strategic Leadership, Talent Acquisition, Talent Development, team building, Team Collaboration, Workforce Development, workforce planning, Workplace Connections, workplace innovation

        How the Cost of a Bad Hire Can Impact Your Business

        August 16, 2024 by Taylor Leonard

        Hiring the right people is one of the most critical decisions a business can make. However, when that decision goes wrong, the consequences can be more severe than you might expect. A bad hire doesn’t just drain financial resources—it can disrupt team productivity, damage company culture, and even tarnish your brand’s reputation.

        According to a SHRM study, the average cost of a bad hire can reach up to $240,000. This staggering figure includes not just the investment in recruitment and training, but also the less obvious costs, such as lost productivity, diminished team morale, and the potential strain on client relationships. However, the financial burden is only one aspect of the issue.

        In this blog, we’ll explore the wide-ranging consequences of a bad hire on your business. We’ll look beyond the financial implications to examine how a poor hiring decision can lead to operational inefficiencies and increased turnover rates. You’ll also learn how to identify the early warning signs of a bad hire and discover practical strategies to prevent these costly mistakes. Additionally, we’ll discuss how partnering with a recruiter can help ensure you make the right hire every time.

        Infographic highlighting key statistics about the costs and impacts of a bad hire, including decreased productivity and increased turnover rates.

        Understanding the True Cost of a Bad Hire

        Hiring mistakes can be costly, affecting not just your bottom line but also the day-to-day operations and overall health of your business. Here’s a closer look at the wide-ranging impacts of bringing the wrong person on board.

        1. Recruitment and Onboarding Expenses

        To begin with, the financial burden starts with the hiring process itself. According to the Society for Human Resource Management (SHRM), the average cost-per-hire is about $4,129. This includes expenses related to job postings on platforms like Indeed and LinkedIn, as well as the time HR and management spend on interviews and background checks. However, when the hire doesn’t work out, these costs double as you face severance pay, which can range from a few thousand dollars to several months’ salary, and the expenses of starting the recruitment process all over again. Ultimately, these direct costs can quickly drain resources that could be better allocated to other critical areas of your business.

        2. Productivity Losses and Team Disruption

        Beyond the initial costs, a bad hire also significantly impacts productivity. In fact, research from CareerBuilder found that 36% of employers reported a decrease in productivity due to a bad hire. When an employee underperforms, other team members often have to pick up the slack, which can lead to increased workloads and higher stress levels. This, in turn, can cause a 39% decrease in employee morale, as found in the same study. Over time, these issues can lead to burnout and higher absenteeism, ultimately slowing down projects and negatively affecting the quality of work, which can have a lasting impact on your business’s performance.

        3. Cultural and Moral Implications

        Moreover, the impact of a bad hire extends beyond financial costs and productivity losses—it can also deeply affect your company culture. According to the Forbes Human Resources Council, a bad hire can lead to a 30% reduction in team morale, contributing to a toxic work environment. This reduction in morale can result in higher turnover rates, with 29% of companies reporting that a bad hire led to increased turnover among good employees. Furthermore, a bad hire can damage the company’s reputation, both internally and externally, making it harder to attract top talent and retain clients, as negative experiences are often shared on platforms like Glassdoor, Indeed, Google, and others.

        4. Long-Term Financial Impact

        Finally, it’s important to consider the long-term financial repercussions of a bad hire. According to CareerBuilder, the average cost of hiring the wrong employee is $17,000, while similar research from Northwestern University found that it could be $15,000 on average. For senior roles, these expenses can escalate significantly. The U.S. Small Business Administration estimates that hiring a new worker typically costs between 1.25 to 1.4 times their base salary when factoring in benefits and taxes. Moreover, the onboarding period, which can last from three months to a year, represents a substantial investment before a new hire becomes fully productive. If the employee leaves before this investment is recouped, the financial loss is amplified. Gallup research further emphasizes that replacing a worker can cost between half to twice their salary, underscoring the ongoing financial strain a bad hire can place on your company.

        Stressed businessman sitting at his desk, highlighting the impact of a bad hire on business productivity and morale.

        Calculate the Cost of a Bad Hire for Your Business:

        As you can see, the costs associated with a bad hire can accumulate quickly, affecting both the financial health and overall stability of your business. But how can you quantify these impacts? To help you assess the true cost of a bad hire, we’ve developed a simple yet powerful formula. This formula allows you to plug in your specific numbers and get a clearer picture of what a bad hire could mean for your business.

        Formula Breakdown:

        • Hiring Costs = Recruitment Expenses + Job Ads + Background Checks
        • Onboarding Costs = Training Expenses + Orientation + Resources Provided
        • Compensation = (Salary + Benefits) x Duration of Employment
        • Lost Productivity = (Expected Productivity - Actual Productivity) + Time Spent by Others
        • Team Impact = (Cost of Decreased Morale + Potential Turnover Costs)
        • Exit Costs = Severance Pay + Legal Fees + New Recruitment Costs

        Hiring Costs + Onboarding Costs + Compensation

        + Lost Productivity + Team Impact + Exit Costs

        = Total Cost of a Bad Hire

        This formula helps highlight the significant financial impact a bad hire can have. By using this calculation, you can gain a deeper understanding of the importance of making informed hiring decisions to protect your business from unnecessary costs. Want to see how this applies to your business? Try our cost of a bad hire calculator below to calculate your potential costs instantly.

        Cost of a Bad Hire

        Total cost of recruitment (including job ads, recruiter fees, interview expenses, background checks, etc.)
        Total cost of onboarding and training (including materials, training sessions, and any resources or time provided)
        Enter the total salary and benefits paid to the employee during their time with the company
        Consider the costs of paying other employees overtime to compensate for the bad hire's shortcomings, potential client losses, delays in project timelines, etc.
        Costs associated with terminating the employee (severance pay, legal fees, and new recruitment costs)
        Email Address(Required)

        How to Identify a Bad Hire

        Given these potential financial impacts, it's crucial to recognize a bad hire early to minimize long-term damage. Every new hire represents a fresh opportunity to strengthen your team, but occasionally, even the most promising candidates don’t work out as expected. Recognizing when a new employee isn’t fitting in is crucial to maintaining your company’s momentum. It’s important to remember that everyone has an adjustment period, so one or two hiccups early on don’t necessarily spell trouble. However, when issues persist despite support and time, they may signal a deeper problem. It’s essential to consider the broader context—look at the full picture, including how the employee is affecting team dynamics, meeting performance expectations, and aligning with your company culture. By staying attentive to these elements, you can spot potential problems before they start to drag down your business. Here are some red flags that might indicate you’ve made a bad hire.

        A list of red flags indicating a bad hire, including poor performance, skills gap, missed deadlines, and negative attitude.

        Red Flags of a Bad Hire:

        • Consistently poor performance, even after sufficient training and onboarding.
        • A skills gap between what was promised during the interview and what’s delivered on the job.
        • Frequently missed deadlines or failure to meet key performance indicators (KPIs).
        • A negative attitude that disrupts team harmony or clashes with company values.
        • Persistent lateness or absenteeism without a reasonable explanation.
        • Repeated errors or the same mistakes made over and over, despite feedback.
        • A tendency to blame others for mistakes or failures rather than taking responsibility.
        • Customer complaints or negative feedback linked to the employee’s work.

        Addressing these red flags early can help prevent more significant problems down the line. It’s not just about identifying issues but understanding whether they’re temporary or indicative of a poor fit. Sometimes, problems can be resolved with additional training or adjustments to the role. However, if the issues persist despite your best efforts, it might be time to reevaluate the hire. By considering the context and taking thoughtful action, you can protect your team’s productivity and morale. Up next, we’ll dive into strategies to avoid these costly hiring mistakes in the first place, helping you build a stronger, more resilient team.

        Leverage Recruiting Experts to Avoid Costly Mistakes

        Sometimes, even with the best processes in place, finding the right candidate can be challenging. This is where partnering with a recruiter can make a significant difference. Recruiters bring a wealth of expertise and resources that can help you avoid the pitfalls of a bad hire. They have access to a broader talent pool and can quickly identify candidates who not only meet the technical requirements but also fit your company culture. Recruiters can streamline the hiring process by pre-screening candidates, conducting thorough interviews, and even performing reference checks on your behalf. This expertise reduces the likelihood of a bad hire and the associated costs, freeing you up to focus on other critical aspects of your business.

        Top 5 Reasons Employers Should Partner with Recruiters

        Why Partner with Blue Signal Search?

        At Blue Signal Search, we go beyond traditional recruitment by offering tailored solutions that align with your company’s unique needs. With over 2,700 successful placements and a 94% retention rate, we specialize in connecting top-tier talent with businesses across various industries. Our deep market understanding allows us to not only find the right candidates but also provide insights into industry trends and competitive compensation packages, ensuring you attract and retain top performers. We’re committed to supporting you throughout the entire hiring process, making sure that every placement contributes to your long-term success. Partnering with Blue Signal Search means investing in a strong, cohesive team that drives your business forward while helping you avoid the costly repercussions of a bad hire.

        Protect Your Business from the Costs of a Bad Hire

        As we’ve explored, the cost of a bad hire goes far beyond financial loss—it can disrupt team dynamics, damage company culture, and slow down your business’s growth. To avoid these pitfalls, it’s essential to take proactive steps throughout the hiring process. This includes crafting clear job descriptions, implementing structured interviews, assessing cultural fit, and using practical evaluations. These strategies are key to ensuring you bring the right talent into your organization.

        Even with the best practices in place, hiring can still be a complex and time-consuming task. That’s where our recruiting services come in. With our expertise and access to a broad talent pool, we can help you navigate these challenges and secure the right candidates who will thrive in your company. Ready to protect your business from the hidden costs of a bad hire? Fill out the form below, and let’s work together to strengthen your team. 

        Partner with us for your next hire.

        Set up a free consultation with a recruiting manager. Tell us about your hiring need.

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          Filed Under: Uncategorized Tagged With: Avoid Bad Hires, Avoid Hiring Mistakes, Bad Hire, Business Growth Through Hiring, company culture, Cost of a Bad Hire, cultural fit, Effective Hiring, employee retention, Employee Turnover, Executive Recruiters, Executive Recruitment, hiring best practices, hiring challenges, Hiring Mistakes, hiring process, hiring solutions, Onboarding Costs, Practical Assessments, Recruiting Experts, Recruitment Agencies, Recruitment Costs, Recruitment Services, Recruitment strategies, Reference Checks, strategic hiring, Structured Interview Process, Talent Acquisition, Talent Retention, Top Talent Recruitment

          Blue Signal Earns Spot on Inc. Magazine’s Best Workplaces 2024 for the Fourth Consecutive Year

          June 18, 2024 by Lacey Walters

          Blue Signal has been named to Inc.’s annual Best Workplaces list. Prominently featured on Inc.com, the list is the result of a comprehensive measurement of American companies that have excelled in creating exceptional workplaces and company cultures, whether operating in a physical or a virtual facility.

          After collecting data from thousands of submissions, Inc. selected 543 honorees this year. Each company that was nominated took part in an employee survey, conducted by Quantum Workplace, which included topics such as management effectiveness, perks, fostering employee growth, and overall company culture. The organization’s benefits were also audited to determine overall score and ranking.

          “We are honored to be included on this list for the fourth consecutive year. This award is a testament to our employees' hard work and dedication, and to our commitment to creating a workplace where everyone feels valued and respected," said Matt Walsh, CEO of Blue Signal. "We believe that a positive workplace culture is essential for employee satisfaction and engagement, and this award is a validation of our commitment to creating a workplace where everyone belongs and can thrive."

          Blue Signal Top Companies to Work for CEO Quote

          “Each year, Inc.’s Best Workplaces program recognizes the very best in terms of companies that have fostered a truly amazing culture,” says Inc. editor-in-chief Mike Hofman. “We use hard metrics and data as well as qualitative measures for judging in order to find the very best—and we’re proud that the program is highly selective.”

          Inc Honors Graphic (2)

          More About Blue Signal

          Having successfully completed over 2,700 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to be recognized as a leader in the staffing space. Our deep industry knowledge and streamlined search processes help clients to secure high-caliber talent within tight timeframes. As an award-winning, top executive search firm, we have been a driving force in our clients’ professional successes. Therefore, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction for both parties. Our reputation is built on our ability to consistently incorporate these priorities into our executive hiring process to make long-term, impactful connections.

          About Inc. Media

          The world’s most trusted business-media brand, Inc. offers entrepreneurs the knowledge, tools, connections, and community to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels including websites, newsletters, social media, podcasts, and print. Its prestigious Inc. 5000 list, produced every year since 1982, analyzes company data to recognize the fastest-growing privately held businesses in the United States. The global recognition that comes with inclusion in the 5000 gives the founders of the best businesses an opportunity to engage with an exclusive community of their peers, and the credibility that helps them drive sales and recruit talent. The associated Inc. 5000 Conference is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit www.inc.com.

          About Quantum Workplace

          Quantum Workplace, based in Omaha, Nebraska, is an HR technology company that serves organizations through employee-engagement surveys, action-planning tools, exit surveys, peer-to-peer recognition, performance evaluations, goal tracking, and leadership assessment. For more information, visit QuantumWorkplace.com.

          Partner with us for your next hire.

          Set up a free consultation with a recruiting manager. Tell us about your hiring need.

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            Filed Under: Blog Posts, Our Company, Our Company, Uncategorized Tagged With: Award, awards, best recruiting firms, Best Workplaces, Best Workplaces 2023, company culture, employee benefits, Inc, Inc 2024 List, Inc Media, Inc. Magazine, Quantum Workplace, recruiting, Remote Company Culture, remote work, Top Companies in Arizona

            Telling Your Company Story: The Key to Attracting the Right Talent

            March 7, 2024 by Austin Younglove

            How can your company excel at attracting talent in today's competitive market? The answer might surprise you: storytelling. Yes, you read that right. At Blue Signal, we've found that the most impactful connections between companies and potential talent stem from a profound, shared narrative. It's not just about the vacancies to be filled; it's about weaving your clients' unique stories into the fabric of your recruiting strategy. This is your ultimate guide to leveraging storytelling for attracting top-tier talent. 

            While storytelling isn't a novel concept, its application in recruitment can be transformative. By harnessing the power of narrative, you can transform abstract opportunities into tangible aspirations, thereby making the recruitment process more engaging and meaningful. Through storytelling, you can communicate not only the 'what' and the 'how' of a position but, more importantly, the 'why'. This approach can attract individuals who resonate with your company's vision, leading to the advancement of a collective mission. As we delve deeper into the significance of storytelling in recruitment, let's explore how this potent tool can not only attract talent but also foster enduring connections between your company and prospective candidates. 

            The Impact of Storytelling in Attracting Talent

            Humans are naturally drawn to stories. They shape our perceptions, influence our decisions, and establish deeper connections. In the realm of recruitment, a well-crafted narrative does more than relay facts; it breathes life into a role, making it resonate with the ideal candidate. This isn't about fabricating stories or embellishing details. It's about authentically sharing your company's journey—the challenges, triumphs, and vision for the future. By doing so, you're not just attracting talent; you're attracting the right talent—individuals who align with your company's values and long-term goals.

            The magic unfolds as candidates see their own values reflected in your company's story, fostering a deeper connection and commitment. In an era where purpose outweighs paycheck for many job seekers, a compelling narrative can differentiate between a candidate who merely fills a role and one who is genuinely passionate about it. It's about fostering a sense of belonging from the outset, integrating potential candidates into the narrative and making them feel like they're returning home rather than venturing into the unknown.

            Uncovering Your Company’s Story

            Defining Our Journey - The Essence of Our Corporate Identity

            The first step in attracting talent is truly understanding your company's narrative. This goes beyond surface-level details about what the company does; it involves delving into the 'why' and the 'how'. What challenges have you overcome? What accomplishments are you most proud of? And crucially, what future are you striving to create? At Blue Signal, we recognize the importance of grasping your company's story—not just to acknowledge past achievements and obstacles but also to highlight your aspirations and the significant impact you aim to make.

            An exemplary model of this storytelling approach is Patagonia, highlighted by Forbes for its success in connecting employees' work to the company's environmental and community-focused goals. Patagonia's story illustrates how creating a strong sense of purpose can lead to high employee satisfaction and a proud affiliation with the company. By showcasing how the business's efforts contribute to broader social and environmental objectives, Patagonia inspires its team and attracts individuals passionate about making a difference.

            By leveraging such narratives, we strive to present your company to potential candidates not just as a workplace but as a community where they can actively contribute to meaningful projects and initiatives. This approach ensures that you attract talent that is not only skilled but also deeply aligned with your values and long-term visions. By embedding your unique story and aspirations into your hiring strategy, we create a compelling narrative that resonates with prospective candidates, motivating them to be part of a collective journey towards impactful achievements.

            Crafting and Communicating the Narrative

            Once you've grasped the essence of your company's story, the next challenge is articulating it effectively. This is where creativity comes into play. Job descriptions evolve into narratives of opportunity and growth. Your company culture is portrayed as a dynamic community where individuals can thrive and contribute to a greater purpose. Every interaction is an opportunity to showcase how candidates can not only fit into this story but also contribute to its ongoing development.

            At this juncture, it's crucial to understand the transformative power of combining an idea with an emotion through storytelling. Robert McKee, a world-renowned screenwriting lecturer, eloquently captures this essence in a conversation with HBR senior editor Bronwyn Fryer. He asserts, "The other way to persuade people—and ultimately a much more powerful way—is by uniting an idea with an emotion. The best way to do that is by telling a compelling story." This insight, highlighted in the Harvard Business Review article "Storytelling That Moves People," underscores the profound impact storytelling can have in the realm of recruitment.

            In the age of digital communication, where attention spans are short, a well-told story can cut through the noise, attracting talent. It's not just about listing benefits and requirements; it's about showcasing a journey. This journey doesn't just attract applicants; it attracts believers—people who are ready to invest their talent and time into realizing a shared vision.

            The Result? Attracting Talent That Resonates

            "Enthusiastic team members high-fiving in a collaborative office setting, symbolizing job seekers' desire for impactful roles, aligning with their goal to 'attracting talent'.

            Furthermore, incorporating storytelling into your recruitment strategy achieves more than just filling vacancies — it forges meaningful connections. Today’s candidates are no longer just looking for a job, they're seeking a role in a story where their contributions have real impact. This strategic shift in approach has been pivotal for us at Blue Signal in attracting talent. By presenting candidates with a clear, compelling narrative, we enable them to see their potential place within it, leading to placements that are as fulfilling for them as they are successful for our clients. 

            In Conclusion

            Recruiting is evolving, and at Blue Signal, we're leading the way by leveraging the power of storytelling to create deeper connections, ensure cultural alignment, and master the art of attracting talent that goes beyond filling positions to truly fulfilling the vision of our clients. As you navigate the complexities of today's job market, remember: the right story can be your most powerful tool in attracting the talent that will drive success.

            Embrace the art of storytelling in your recruitment efforts and watch as the right candidates are drawn to the narratives you share. Because, in the end, it's not just about finding someone who can do the job—it's about finding someone who wants to be part of your company’s story.

            Ready to Transform Your Recruiting Strategy?

            If you're looking to elevate your recruitment approach with the power of storytelling, connect with us at Blue Signal. Let's craft the narratives that will attract the talent you need to succeed, whether it's in industries like technology, healthcare, finance, or engineering. Together, we can turn stories into magnets for the right candidates. Reach out today, and let's begin writing the next chapter.

            Explore our industry specializations!

            Connect with Austin Younglove

            Meet Austin Younglove, our Director of Sales at Blue Signal, a seasoned expert in bridging the gap between companies and top talent through powerful storytelling. Austin's strategic insight and deep industry knowledge make him an invaluable asset to any recruitment strategy focused on attracting talent that not only meets but exceeds expectations. If your goal is to elevate your hiring process and find candidates who are as passionate about your story as you are, Austin is here to guide you. Visit his recruiter bio page to learn more and connect with him for tailored recruitment solutions that resonate. Reach out to Austin Younglove today, and let's start shaping the future of your team together.

            Recruiter Austin Younglove
            Contact Austin

            Partner with us for your next hire.

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              Filed Under: Recruiter Tips Tagged With: Blue Signal Search, candidate experience, Career Development, company culture, Diversity and Inclusion, employee engagement, employee retention, Employer Branding, Employer Reputation, Employer Value Proposition (EVP), Employment Brand, hiring strategy, human resources, Industry Insights, Job Descriptions, Job Market Trends, leadership, recruitment, Recruitment Marketing, Recruitment Process, recruitment solutions, Storytelling, Talent Acquisition, Talent Attraction, talent management

              Blue Signal named a “Top Companies to Work for in Arizona” for the third year in a row

              July 11, 2023 by Lacey Walters

              Blue Signal named a “Top Companies to Work for in Arizona” for the third year in a row receiving highly favorable employee engagement scores.

               Arizona Capitol Times, Best Companies Group, and BestCompaniesAZ announced yesterday that Blue Signal has earned a spot on the 11th annual list of 2023 Top Companies to Work for in Arizona for the third consecutive year. 

              This highly selective list is the result of anonymous and comprehensive employee surveys measuring culture, work environment, leadership, and employee pride and satisfaction, combined with rigorous evaluations of workplace practices, policies, perks, and demographics.  

              “This year’s Top Companies were selected based on the results of a very highly favorable employee scores averaging 90% overall survey results and an impressive 92% overall employee engagement. This level of performance for Arizona companies is about three times the national average when compared to Gallup’s recent reporting of US engagement at about one-third favorable,” says Jaime Zepeda, EVP of Best Companies Group. “These winners should be very proud of their Top Companies status for this presents a powerful opportunity to attract and retain the very best talent.” 

              “We are honored to be included on this list of leading to companies to work for in Arizona for the third consecutive year. This award is a testament to our employees' hard work and dedication, and to our commitment to creating a workplace where everyone feels valued and respected," said Matt Walsh, CEO of Blue Signal. "We believe that a positive workplace culture is essential for employee satisfaction and engagement, and this award is a validation of our commitment to creating a workplace where everyone belongs and can thrive."

              Blue Signal Top Companies to Work for CEO Quote

              The “Top Companies" will be honored at a virtual event on Aug. 22 and a special supplement listing the rankings will be published by Arizona Capitol Times and BestCompaniesAZ on Aug. 25.  

              For complete details visit www.bluesignal.com or www.TopCompaniesArizona.com. 

              About Blue Signal Search

               and recognized three times as a top companies to work for in Arizona. Blue Signal is a global staffing and recruiting firm headquartered in Phoenix, Arizona. Founded by Matt Walsh, CEO, Blue Signal has become a trusted partner in executive search, professional recruitment, and placement services. With 60+ dedicated employees, our hybrid team operates from offices in Phoenix, AZ, and Chicago, IL. 

              At Blue Signal, we understand the value of your time and investment in new hires. With over 2,200 successful placements and 230 years of combined recruiting experience, we provide personalized, long-lasting hiring support. Our deep industry knowledge and streamlined processes ensure securing top talent within tight timeframes. We offer a full-year replacement guarantee for permanent hires, backed by our exceptional candidate delivery. 

              Recognized by Forbes as one of America's Best Recruiting Firms, we are also finalists for the BBB Torch Awards for Ethics. Our accolades include consecutive appearances on the Inc. 5000 list, BPTW, and Inc. Power Partner's inaugural list. We pride ourselves on our company culture and are consistently named one of Inc.'s Best Workplaces. As industry experts, we invest in understanding your market and needs, acting as an extension of your company. We provide customized recruiting strategies, marketing support, extensive search reporting, and weekly updates. Choose Blue Signal as your dedicated recruiting partner, committed to excellence, partnership, and doing the right thing. 

              About Arizona Capitol Times

              Arizona Capitol Times is the only media organization solely devoted to public policy and politics in Arizona. Independent and nonpartisan, we are the most trusted news source covering Arizona’s governments. Our physical proximity to the seat of power and unparalleled access to sources in the Capitol mean we consistently cover legislative and state government actions quickly, accurately and comprehensively. 

              About BestCompaniesAZ

              BestCompaniesAZ is a marketing agency that specializes in employer branding. With more than 30 combined years of industry experience in public relations and human resources, BestCompaniesAZ elevates award-winning organizations through digital marketing, events, communication and award consultation services. For more information, visit BestCompaniesAZ.com. 

              About Best Companies Group

              Best Companies Group is dedicated to establishing Best Places to Work programs to distinguish leaders in workplace excellence. As a research firm, BCG collects data about participating companies as well as employee feedback, analyzes that data, and produces a “Best” distinction that makes each recognized organization, the selected region (or industry) and the organizing partners proud. Best Companies Group identifies and recognizes places of employment that lead the way in defining the employee experience of the 21st century.

              Partner with us for your next hire.

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                Filed Under: Blog Posts, Our Company Tagged With: Arizona Capitol Times, Award, Best Companies Group, BestCompaniesAZ, company culture, employee engagement, employee feedback, recruiting, remote workforce, Talent Acquisition, Top Companies, Top Companies in Arizona

                Blue Signal Ranked Among Inc. Magazine’s Best Workplaces 2023

                May 8, 2023 by Taylor Leonard

                Blue Signal is excited to announce that we have been named to Inc. magazine’s annual Best Workplaces list. Featured in the May/June 2023 issue, which hits newsstands on May 16, 2023, and prominently featured on Inc.com, the Best Workplaces list is the result of a comprehensive measurement of American companies that have excelled in creating exceptional workplaces and company culture, whether operating in a physical or a virtual facility.

                Informational graphic for the results of Blue Signal's Inc. Best Workplaces 2023 list findings.

                After collecting data from thousands of submissions, Inc. selected 591 honorees for the Best Workplaces list this year. Each company that was nominated took part in an employee survey, conducted by Quantum Workplace, which included topics such as management effectiveness, perks, fostering employee growth, and overall company culture. The organization’s benefits were also audited to determine the overall score and ranking.

                “Being named to Best Workplaces is an honor that only a small fraction of companies have been able to claim,” says Inc. Editor-in-Chief Scott Omelianuk. “Proving to the world that you’re a magnet for talent and have a culture that keeps teams engaged, productive, and proud to come to work is a truly remarkable achievement.”

                More About Blue Signal

                Having successfully completed over 2,100 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to be recognized as a leader in the staffing space. Additionally, our deep industry knowledge and streamlined search processes help clients to secure high-caliber talent within tight timeframes. As an award-winning, top executive search firm, we have been a driving force in our clients’ professional successes. Therefore, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction for both parties. Our reputation is built on our ability to consistently incorporate these priorities into our executive hiring process to make long-term, impactful connections.

                About Inc. Media

                The world’s most trusted business-media brand, Inc. offers entrepreneurs the knowledge, tools, connections, and community to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels including websites, newsletters, social media, podcasts, and print. Its prestigious Inc. 5000 list, produced every year since 1982, analyzes company data to recognize the fastest-growing privately held businesses in the United States. The global recognition that comes with inclusion in the 5000 gives the founders of the best businesses an opportunity to engage with an exclusive community of their peers, and the credibility that helps them drive sales and recruit talent. The associated Inc. 5000 Conference is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit www.inc.com.

                About Quantum Workplace

                Quantum Workplace, based in Omaha, Nebraska, is an HR technology company that serves organizations through employee-engagement surveys, action-planning tools, exit surveys, peer-to-peer recognition, performance evaluations, goal tracking, and leadership assessment. For more information, visit QuantumWorkplace.com.

                Partner with us for your next hire.

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                  Filed Under: Blog Posts, Our Company, Our Company, Uncategorized Tagged With: Award, awards, best recruiting firms, Best Workplaces, Best Workplaces 2023, company culture, employee benefits, Inc, Inc 2023 List, Inc Media, Inc. Magazine, Quantum Workplace, recruiting, Remote Company Culture, remote work, Top Companies in Arizona

                  Top 5 Recruitment Trends for 2023

                  March 3, 2023 by Taylor Leonard

                  As we settle into the new year, the job market continues to evolve, and hiring managers are adapting to new recruitment trends to attract the best talent. At Blue Signal, we recognize the importance of staying up to date with the latest industry knowledge to help our clients source top talent in even the most challenging markets. If you're struggling to navigate the post-pandemic job landscape, you're not alone. In this blog, we'll explore the top five recruitment trends for 2023, providing insights on how you can stand out and succeed in your company's industry. If you’re an employer struggling in your search to hire the best candidates, keep reading to learn about the latest recruitment strategies for the year ahead.

                  Remote and hybrid work is here to stay.

                  women at her desk busy working from home.

                  Remote and hybrid work continues to reign supreme amongst recruitment trends for 2023. The pandemic has reshaped both employer and employee expectations regarding flexibility, according to Human Resource Executive. Their research indicates over 90% of employers report that productivity has stayed the same or increased as a result of remote work, making it a viable option for many organizations. Furthermore, employees are looking for flexibility when it comes to what they work on, who they work with, and the amount they work, Harvard Business Review researchers found. This is why companies are investing in improving their employee experience, as reported by a Gartner survey of frontline worker managers. Through proper support, allowing employees to work remotely can increase their sense of value and engagement – resulting in improved employee retention for your business.

                  Additionally, making a job change is more convenient than in the past now that job seekers have the ability to make the shift from home, making the opportunities and benefits much higher. As CNBC reports, "the cost of switching jobs is lower when remote work is on the table." Overall, remote and hybrid work is amongst the top recruitment trends for 2023, as it provides flexibility and convenience for both employers and employees.

                  Burnout is on the rise; expand health and well-being offerings.

                  Young man practicing virtual meditation in front of his lap top.

                  Unfortunately, post-pandemic effects remain in the workforce and employee burnout is on the rise, making it a top concern for recruitment trends in 2023. According to Harvard Business Review, nearly 60% of employees report they are stressed at their jobs, which is higher than even the peaks of 2020. With employees experiencing burnout, companies are starting to realize the importance of expanding their health and well-being offerings to attract and retain top talent. According to Gartner, 82% of employees now say it's essential for their organizations to see them as a whole person, rather than just an employee. In response, companies are implementing proactive rest, more paid time off (PTO), no-meeting Fridays, wellness time, discussion opportunities, on-site counseling, and coaching as recommended by Gartner. These wellness initiatives demonstrate a company's commitment to their employees' well-being, help to alleviate burnout, and will ultimately lead to increased productivity and profitability in the long run.

                  DEI efforts move forward.

                  Diversity, Equity, and Inclusion (DEI) efforts continue to be a crucial factor in company recruitment trends in 2023. However, Gartner research reveals that 42% of employees believe that their organization's DEI efforts are divisive, and 2 out of 5 agree that a growing number of employees feel alienated by or resentful of their company's DEI efforts. To address this challenge, HR must equip managers with the tools and strategies to engage resistant employees and address pushback early on before it develops into more disruptive forms of DEI resistance. As Harvard Business Review notes, these strategies can help create a more inclusive work environment that fosters diversity, promotes equity, and builds a culture of belonging where employees feel valued and respected for their unique contributions. By prioritizing DEI efforts and addressing resistance, companies can attract a more diverse pool of talent and create a workplace where all employees can thrive.

                  A chart showing 3 ways to implement DEI efforts into your company culture.

                  Blue Signal is committed to integrating DEI principles into hiring practices at all levels, and we are continuously exploring ways to enhance this process. Our diversity and inclusion recruiting team possesses the expertise to attract a wider range of diverse candidates and can support you in improving your employer branding to align with D&I values.

                  Diversified talent pipelines and soft skills dominate recruitment trends in 2023!

                  Diversified talent pipelines and soft skills are set to dominate recruitment trends for companies in 2023. According to Harvard Business Review, organizations must shift their focus from candidates' credentials and prior experience to assessing their skills to perform the role. Gartner's research on hiring trends of 2023 shows that candidates are charting nonlinear career paths and applying for jobs outside their current areas of expertise. This shift in talent acquisition means hiring managers are now less concerned with industry experience and technical skills. An article from the Harvard Business Review states that employing a skills-based approach can ensure more accurate alignment between job seekers and employment opportunities, significantly increase the size of talent pools, and enhance internal career mobility and employee dedication. Furthermore, they report that the skills-based approach holds the potential to mitigate the inequalities in the economy and society, which are damaging to the well-being of institutions. This is why it is essential to expand your company’s range of talent sources and prioritize the development of soft skills in order to diversify talent pipelines and stay on top of 2023 recruitment trends.

                  Why you should work with a recruiter in 2023.

                  As recruitment trends continue to evolve in 2023, it's becoming increasingly important for companies to work with recruiters to find and attract top talent. At Blue Signal, our recruiters are experts in navigating the job market and can provide valuable insights into emerging recruitment trends, allowing companies to stay ahead of the curve and attract the best candidates. Our recruiting team can help companies build strong employer brands, which is critical in attracting and retaining top talent. By working with Blue Signal, companies can leverage their expertise and resources to find the right candidates for their organization, ensuring a more efficient and effective executive hiring process. Ultimately, working with a recruiter can help companies save time and money while ensuring they have the talent needed to achieve their business goals in 2023 and beyond.

                  Don't let the daunting task of implementing these recruitment trends overwhelm you - let a professional take the pressure off your hands. Take the first step towards improving your hiring process by contacting a recruiter today!

                  Implement these top recruitment trends into your hiring practice.

                  With the job market constantly changing, it is essential for hiring managers to stay informed about the latest hiring strategies to attract and retain top talent. At Blue Signal, we understand the importance of staying up to date with industry knowledge and providing clients with innovative solutions to overcome even the most challenging hiring obstacles. We hope that our exploration of the top five recruitment trends for 2023 has provided valuable insights for employers looking to differentiate themselves and succeed in their respective industries. As your partner in the process, we encourage employers to stay on top of the latest hiring strategies to ensure they have the best chance of finding and securing the right candidates for their organizations. Click the icons below to join our social media community and stay up to date on all the latest hiring trends!

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                    Filed Under: Blog Posts, Recruiter Tips, Staffing Tagged With: 2023, 2023 hiring, blue signal, company culture, Diversity, Growth, hiring, hiring manger, hiring outlook, hiring process, hiring tips, hiring trends, human resources, job market, job trends, recruiters, recruiting, staffing, Talent Acquisition, talent pipeline, talent sourcing

                    How to Grow During a Recession: Top 5 Things You Can Do to Recruit and Hire

                    December 28, 2022 by Taylor Leonard

                    It’s no secret the fear of a recession is on the rise. According to a recent article by CNBC, “A U.S. recession is ‘quite likely’ next year as persistent inflationary pressures force the Federal Reserve to shift interest rates higher than expected.” As you can see, the experts agree a recession may be coming in 2023. Knowing an economic downturn is likely, you may wonder how to grow during a recession.

                    Blue Signal is here to answer that question. There are many things your company can do to grow during a recession and stay ahead of any economic downturn impact to your business. Our team is deeply involved in understanding the current market trends that will make a difference to your hiring strategy; an approach that is crucial for growth during a recession. While economic downturns can be scary, they also foster unique opportunities to take advantage of. According to a study from Bain & Company, there are 47% more “rising star” companies during declines than in stable economic periods. So, what makes a “rising star” company despite the consequences of an economic decline? Keep reading to learn the top five things you can do to recruit and hire during a recession.

                    Top 5 Tips Include:

                    Image of people sitting around table discussing with text overlay of five things you can do to grow during a recession.

                    First, What NOT To Do – A Hiring Freeze

                    As the fear of the recession settles in, news of layoffs begins. While downsizing may seem like the safer route, it can also bring serious consequences to your company. A hiring freeze could result in loss of profits, the opposite of its intended purpose to reduce costs. According to The Human Capital Hub, a hiring freeze can cause a decrease in productivity, bad publicity, fewer opportunities for development, and responsibilities burdening for current employees. Research of past recessions found “companies that reacted very negatively to the recession remained flat, while those companies that doubled down and took advantage of competitive moves to drive growth, actually had outsized growth coming out of a recession” according to Bain & Company.

                    Rather than halting all hiring, begin by strategizing your hiring plan moving forward. It’s important to distinguish what your company needs most to succeed and grow during the recession. An economic challenge can be a great opportunity to grow, and the first step is to have a recession proof hiring plan. During a recession, it’s important to be more strategic and stay ahead of the challenges that may arise. In fact, a report from ZoomInfo found “the companies that take a more focused and targeted go-to-market approach come out on top.”

                    To Grow During a Recession, Conduct a Skills Gap Analysis

                    A skills gap analysis is a vital tool to utilize to identify what skills your workforce possesses and what they lack, especially if you want to grow during a recession. Conducting a skills gap analysis can help ensure the organization is ready for any changes and challenges that may lie ahead. “The analysis will prompt essential management questions, expose latent staffing problems, and map out a path to increased efficiency and productivity” states a report from SHRM. The skills gap report can guide hiring priorities, create opportunities for training and development, and provide insight on where to allocate funding.

                    Steps to conduct a skills gap analysis listed on an image of a hiring manager analyzing a graphed hiring growth plan.

                    Find the Right People

                    It’s important to not cast your hiring net too wide. Utilizing the results from a skills gap analysis, companies can narrow down their search to fit their crucial hiring needs. According to Forbes, it’s important to focus on quality over quantity, despite the increased competition during this time. Now is the time to reach back out to passive candidates and seize the opportunity. A report from the Harvard Business Review recommends asking top leaders within your company “to list three to five great players they would have liked to have hired over the past five years and then check in with those people.” With layoffs on the rise, the Harvard Business Review suggests this is the perfect time to “source potential candidates from target sectors and companies who may now be either jobless or open to change.”

                    "Quality over Quanity" graphic overlayed on an image of a business woman pointing to herself in happiness with her thumbs up.

                    Offer Competitive Salary and Benefits

                    During economic downturn, companies are focusing their search on highly qualified individuals to fulfill their open roles, making the talent pool more competitive than ever. As a result, competition drives up the price of high-impact workers. So, ask yourself, is your company offering an appealing package? Research from SHRM found that U.S. salary budgets are projected to grow, on average, just over four percent for 2023. The report also stated that “the labor market, inflation, and hiring and retention pressures were cited by respondents as key decision drivers in setting pay budgets for 2023, along with concerns over economic pressures.”

                    But what if you don’t have the capital to increase salaries? If you don’t have room to increase your salary budget, consider offering non-monetary benefits like remote work, unlimited PTO, volunteer time off, and more. Offering remote opportunities can increase your talent search pool, provide your company with a competitive edge, and help save money. That’s right, according to findings from Fortune not only do employees save money by working remotely, but it can benefit your company too! Offering non-monetary benefits can greatly impact your ability to grow during a recession, without costing your business.

                    Focus on Company Culture to Grow During a Recession.

                    While economic declines can be stressful, it is important to not lose focus of building a positive company culture. SHRM states, “while it's tempting to focus on the bottom line and keep costs down, remember that your employees are your most valuable asset.” If employees are unhappy, they will not perform well and if performance is down, so is business. By building a positive, diversified, inclusive work environment, your company will stand out to job seekers and help to retain your current workforce by keeping them happy.

                    A group of employees high fiving with a quote overlayed on the image reading "By building a positive, diversified, inclusive work environment, your company will stand out to job seekers and help to retain your current workforce."

                    In Conclusion

                    The challenges of keeping your company afloat during an economic downturn can be intimidating, and trying to grow during a recession may be even more daunting. With these five strategies to grow during a recession, your company will be equipped to not only survive but excel. As recruiting experts, Blue Signal has the industry knowledge to help your company navigate your hiring efforts during these difficult economic declines. When planning your recruiting strategy during a recession, remember to consider ways to build resiliency into your workforce. By staying clear of hiring freezes, conducting a skills gap analysis, narrowing your search for the right candidates, offering competitive pay and benefits, and focusing on the company culture, your company can find growth amid the recession. If you want to grow during a recession but are unsure of where to start, contact our team at Blue Signal today to schedule a call and address your hiring needs.

                    Filed Under: Blog Posts, Staffing Tagged With: 2023, 2023 hiring, building a hiring plan, company culture, Growth, hiring, hiring in a recession, hiring manager, hiring outlook, hiring plan, how to build a hiring plan, Industry Outlook, job market, outlook, recession, recession hiring plan, recession-proof, recruiters, recruiting, staffing

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