goals Archives - Blue Signal Search

2021: A Year for Growth

January 5, 2022 by Lacey Walters

Kicking off the new year, Blue Signal would like to use this time to celebrate what we accomplished in 2021. We had set pretty hefty goals for ourselves following the Coronavirus Crash of 2020, and weren’t sure how achievable they may be with all of the uncertainty surrounding the professional landscape. Despite these fears and variables, we charged on — setting goals for placements, revenue, hiring, expanding, and growing as an organization. Every accomplishment we were able to achieve was a series of small steps toward growth. Let’s take the time to reflect and examine them.

Growth in Placements

In August of 2020, Blue Signal achieved 1,000 all-time placements. This was a huge accomplishment, especially given the circumstances of that year! However, closing out 2021 with over 1,500 placements marks the fastest growth period in Blue Signal history.

To us, those 1,500 placements translate to 1,500 changed lives; 1,500 stronger teams; 1,500 career moves; and so much more. These relationships that we cultivate are what make us successful, and result in a lasting impact. When we make placements, it’s not just to get a number on the board — it’s to ensure the best matches possible for clients and candidates. These incredible placements are what set us apart, and that’s clear in the feedback we receive.

Getting people opportunities for growth is why we do what we do. Our core values of excellence, transparency, integrity, commitment, and respect all align with our placement guarantees and each of our recruiting practices. Helping others is in our DNA, and it’s so rewarding to see it come to fruition — especially at an accelerated pace like it was in 2021!

Initiatives and New Offerings

In the spirit of growth and giving back, Blue Signal also took 2021 as an opportunity to update and expand our hiring practices and offerings. We took a look at the market and saw a need in more niche, specialized fields like lighting, emerging technology, and the internet of everything. With needs in these rapidly-growing fields, we’re staying ahead of the tech to best support clients in those industries.

Additionally, we’ve dialed into our existing candidate pool and are actively working to promote the very things that set candidates apart – their unique backgrounds. It's our commitment to finding candidates the job of their dreams. For those with military backgrounds, that means translating their military experience to the civilian world and supporting them through the hiring process. Our veteran recruiting practice will work to assess applicants’ military backgrounds and goals to better align them with a fulfilling role in the civilian world.

Furthermore, candidates asked and we listened when it comes to applicant resources. We began planning the new Resume and Career Services, powered by Blue Signal, which is set to launch in early 2022. This subscription-based service will offer members self-directed coursework to gain the tools needed to empower job seekers on their career projection, job moves, and more.

Although not an entirely new concept, we did update and solidify our diversity, equity, and inclusion (DEI) goals and practices throughout the company. As recruiters, it has always been our duty to advance and promote workplace DEI. Blue Signal has championed this effort internally by educating and certifying 100% of our recruiters on the subject. Externally, we are educating hiring managers and ensuring the hiring experience is free of discrimination and bias. As we advance into 2022 with these missions in mind, we’re hoping to better the hiring landscape for organizations across the board.

Awards and Recognition

Perhaps one of our fondest accomplishments in 2021 were the awards we were recognized with. In 2021, we were named as one of the Best and Brightest Companies to Work For in the Nation. Industry Wired dubbed us one of the 10 Best Companies to Work for in 2021. We ranked as number 1750 on the Inc 5000 list and were listed as a Best Workplaces Honoree for Inc Magazine. In our headquarter state of Arizona, we were named among the Top Companies to Work for in Arizona, as well as Ranking Arizona’s #2 Executive Search and #4 Technical Placement Firm. We were also named as a Top Recruiter for Best of Tempe, and won the Copper Award for Healthy Arizona Worksites.

As a result of the hardships of 2020, Blue Signal realized its full potential. Despite being a company of under 50 employees, we’ve accomplished so much following what had been the hardest year yet. The recognition we’ve received from these awards humbles us in our mission, but also gives us reassurance that we’re on the right path when it comes to transforming the recruiting industry for the better.

Company Growth

Overall, this small but mighty team prospered. Blue Signal grew its internal workforce by 25% in 2021. With that, we now have professionals positioned in 13 states across the US – providing better coverage nationally. 2021 marked 3-year revenue growth of 261% – and counting! With more support internally, we were able to get back to doing what we do best – helping others. We are looking forward to the growth that 2022 is sure to bring, and what that will mean in terms of results for candidates and clients alike.

Looking Ahead

When defining goals and examining what growth will mean for the company in 2022, we’ve set the bar high. Internally, we are looking to hire 25 more recruiters by year-end, meaning a 50% increase in our workforce. We are positioning ourselves for the anticipated growth in professional services, manufacturing, healthcare, and transportation and warehousing industries. Leveraging our tried-and-true resources, we are expecting even more success this year.

It’s a very exciting time for us here at Blue Signal. The last year taught us that no matter the conditions, staying true to our core values and mission will lead to success. We look forward to continuing our partnership with each one of our clients and candidates, and hope to help them all on their own growth paths in 2022. Thank you to all who helped contribute to an incredible 2021 – here's to what lies ahead!

8 Questions Successful Managers Ask Before the End of the Year

December 8, 2021 by Aylish DeVore

The end of the year is filled with annual performance reviews, P&L reports, end-of-year budget meetings, a never-ending to-do list, and a thousand other holiday errands. As busy as the end of the year wrap up may be, the opportunity of a fresh start and a new strategic perspective on the coming year is something all leaders should take advantage of. That being said, good business strategy cannot be reduced to a quick planning meeting. It is important to prioritize the time to self-reflect and ask yourself the right questions, because the strategy you plan now has a direct and lasting impact on what your next year will look like. Palena Neale emphasizes that it is vital that leaders make time to reflect on the past year in relation to business goals, actions, values, successes and, of course, their "best" failures.

As you sit down to review the last 12 months and begin planning future strategies, it’s common to feel overwhelmed and left asking, “where do I start?” We’ve gathered a list of the top eight questions successful managers ask before the end of the year to ensure you get started on the right track in the year ahead. These questions are designed to zero in on the important things that tend to get overlooked in the holiday haste. As a best practice moving forward, you can also implement opportunities to review and follow up on these questions quarterly. Checking in on these main ideas will lead to a more realistic view of the overall year and in turn be a more productive use of your time.

8 Questions Successful Managers Ask Before the End of the Year

Question #1: How would I Summarize the Year?

Looking back on the entire year can seem daunting but it’s a great first step in your reflection process. Take a step back and review the past year as a whole. How would you summarize the outcome? Check in with the business goals you had set for the year and see what was met and what fell short. Take this time to dive into the overall performance of your team, individual employees, and most importantly, yourself as a manager.

When looking at the overall performance as a team and individual employees, it’s important to remind yourself to humanize the workplace. It’s okay to report on highs and lows of the year and have open conversations around both. Collaborate with your team about next steps and break down the work that comes from it. When evaluating yourself, don’t be afraid to be brutally honest and truly look for areas of improvement. Once you gather your findings in each area, ask yourself what you can learn from each. List out clear takeaways that you can turn into actions items to accomplish in the future.

Question #2: Where was the Majority of My Time and Energy Spent in 2021?

Pull research and look back to find where your time was allocated the most and where it was lacking in the past year. Are these findings sustainable going forward? Do they make sense in relation to your business goals? When looking at how time was spent, try to pinpoint what caused stress and be aware of signs of burnout.

Stress in leadership can lead to more negative effects than just personal wellbeing – businesses in the US suffer a $300 billion loss every year because of workplace stress. Additionally, almost 60% of leaders reported feeling tired at the end of each day, which can be an indication of burnout. One recent survey found that 44% of leaders who felt worn and used up planned to move to a new company in order to advance their careers. When deciding how to disperse your time, remember that when you’re at your personal best, the company can succeed. Inga Bielińska, a coaching and consulting mentor, recommends looking at the coming year’s agenda and planning for family events to participate in, friends’ reunions or routine outings to go to, winter holidays, summer holidays, and regular “me time” to help combat stress.

Question #3: What Areas Can I Take a Step Back From?

According to a recent survey, developing the next generation of leaders is the top challenge for 55% of CEOs. In most cases, taking a step back will create the opportunity to delegate tasks and responsibilities to those who are ready to step up in the company. This allows you to encourage individual growth on your team and it frees up your time for overall business development opportunities. It’s a win-win. Remember it’s your team who has led the company to its success so far. Trust them to take on more responsibility and show you what they can do!

Once you identify areas you are able and willing to delegate, set aside the time and resources you’ll need to properly train the individuals taking them on. Avoid throwing anyone in the deep end and make sure they are confident in their new role and expectations. Additionally, schedule future meetings to follow up on how things are going after team members have had time to settle into those new responsibilities. This will allow them the opportunity to ask questions and will ensure you are both on the same page moving forward.

Question #4: Where am I in My Personal Five-Year Career Plan?

This is the time to be a little selfish. Just as you would evaluate business performance, it’s equally important to conduct personal evaluations. Check-in with yourself and your business goals – more specifically, where you are in your 5-year plan. You can do this by conducting a personal SWOT analysis and looking at it from a technical standpoint. Loren Margolis, from Training & Leadership Success LLC, suggests asking yourself questions such as, "What are my top leadership strengths and weaknesses?", "What are my growth opportunities?", and "What are the internal (mindset) and external (marketplace) threats to my success?"

In the same sense, take this time to revisit your long term goals. When answering these questions, you’ll determine if you’re on track with your goals and certain areas that need more attention. Remember that all goals are works in progress and you can add and adjust them based on where you are today. Once you’ve reflected and updated, you’ll need to develop an actionable plan to continue on the path to meeting those milestones.

Question #5: How is Overall Employee Engagement?

Once you take a look at your personal progression, the next step is to do the same for your team. This starts with evaluating employee engagement. Studies show that 78% of business leaders are focused on improving their engagements with employees. In turn, engaged employees outperform their peers that are not engaged – and overall, companies with high employee engagement are 21% more profitable. A good place to start asking the right questions is during employee performance reviews. G. Riley Mills, from Pinnacle Performance Company, shares that “despite common conceptions about workers receiving performance-based feedback, research shows that they not only want it, but they also want to give it to you. A whopping 65% of workers want more feedback – and that number swells to 80% for younger workers (76% of which also want to give their bosses feedback).”

Before the new year, carve out the necessary amount of time to meet with employees one-on-one to touch base. Take this opportunity to notice anyone starting to show symptoms of burnout, or those who need more of a challenge. Be sure to set the necessary follow ups to discuss next steps and note who will need more attention in the coming year.

Question #6: What Gaps Does the Team Have?

No team is perfectly balanced all the time, especially when the company needs to make changes to stay competitive – and that’s okay. When looking for gaps, it’s easiest to tackle this separately from performance reviews. Individual annual performance reviews are critical, but they don’t give a holistic, big-picture view of a team. Meet as a team and create an open discussion regarding where employees are noticing gaps – be open to feedback.

Once identified, categorize them by priority. Which gaps are the most important to close and which are less urgent? Analyze what it would take to close them, such as incentives for the team to work harder, redistributed duties, improved technology, new hires, or more training. Prioritize which gaps to close based on projects and available resources. Oftentimes this can lead to the realization of necessary budget increases for departments. Going into that discussion with this tangible analysis can help increase chances of approval.

Question #7: What Technology Changes are Around the Corner?

Automation, smart devices, IoT, cloud computing, and other advances are changing the landscape very quickly, even in businesses outside the technology industry. No matter the industry, ask yourself how you will remain innovative in the near future. As remote work has taken off in the past two years due to Covid-19, technology and processes have advanced quickly to meet the communication standards among teams working across the country. Many businesses have identified software, programs, and devices to implement or better utilize for reliable internal communication, streamlining processes, remote work, etc. The innovation of 5G has brought a particular shift in advancing technology we use daily.

More specifically – cybersecurity has proven to be more important every year. It’s crucial to keep teams up to date about what skills they need to stay competitive. Additionally, pay attention to market trends throughout the year – last-minute technology upgrades are never convenient or cheap. After you reflect on these points, you may find it’s time to hire new IT professionals or teams to manage internal technology advancements. Remember that Blue Signal can help!

Question #8: What Would a Successful 2022 Look Like to Me?

After all the self-reflection and input from the team, the last step is to set business goals and intentions for the year. The hardest part of goal-setting is being realistic. Keep in mind – not all dreams should be goals. A great place to start when mapping out your business goals is to ask yourself what will stay the same, what will change, and how. All of these answers should lead to insightful follow up questions and provide you with the necessary steps needed to plan for success.

When setting these intentions, it’s important to focus on hard numbers and actionable projects. In turn, this helps outline expectations and clearly communicates what considers a goal complete. The best goals have benchmarks and key performance indicators to measure success along the way. A great tip is to dig up your previous business goals - not just from this last year, but 3-5 years back - and look for trends. Look for similar, overly ambitious goals you tend to make year after year and decide how to make them more achievable or choose to scrap them altogether. If you find yourself getting stuck and unsure of what’s important, ask your team for input! This will ensure all department’s individual business goals are represented in some way when it comes to the company’s future plans.

Once you’ve settled on your goals – memorize them. Throughout the year you should be able to clearly visualize what you’re going to accomplish – almost manifesting the outcome. Share company business goals with your team as well and remind them to refer back to them often.

In the busy month of December, it is easy to get buried in small tasks and miss critical opportunities to get ahead in the coming year. Optimizing these questions can help you stay organized and zero in on important business goals and action items to take. When reflecting, remember to celebrate the wins as a team and try not to tread on the goals you didn’t hit. A new year is the perfect opportunity to clean the slate and start fresh with an ambitious mindset. Alexsys Thompson, from Alexsys Thompson Intl., states that “as a leader reviews the wins and losses of the previous year, it is powerful to revisit the wins that were experienced, and acknowledging the misses through story will help ensure lessons are taken forward as valuable learning experiences.”

As you build out your 2022 strategy, remember Blue Signal can be a vital resource! Our seasoned recruiters can partner with you to help answer these questions and deliver action items related to hiring to hit your business goals in the year to come. Contact our qualified team of recruiters to learn more about the wide range of services we offer.

2020-2021 Blue Signal Virtual Summit Awards

January 14, 2021 by Aylish DeVore

In 2020, Blue Signal expanded its recruiting team to 24 full-time recruiters, brought on an additional 3 operations team members, and awarded several promotions to some of its senior team members. We placed over 300 qualified candidates in exciting new roles, and despite the difficult circumstances brought on by Covid-19, we were able to exceed our annual revenue from 2019. This year our annual Blue Signal Summit looked a little different as it was held virtually, rather than in-person in Scottsdale, Arizona. None the less, we were elated to come together to review our record-breaking 2020 awards and discuss big plans for 2021 and beyond.

If it weren’t for our incredible leadership, we would not be where we are today. At the Summit, Blue Signal Owner and Executive Vice President, Matt Walsh, announced several awards to recognize some of our top performers and exemplary mentors.

Top Cash In & Top Billings 2020 - Ryan Walsh

Within his first two years in the industry, Ryan Walsh has achieved the awards for Top Cash-In and Top Billings two years in a row - a feat unheard of in recruiting. This past year he was promoted to Senior Recruiting Manager for his diligence and eagerness to share knowledge with junior members of the team. While accepting his award, Ryan took the time to thank his team and the fellow recruiters that worked together on split placements that all contributed to securing these milestones. He also gave a special shoutout to our Project Manager Kimberly Sjurson, who was brought on just six months ago and has truly made a huge impact at Blue Signal through her hard work and dedication.

MVP Award 2020 - Lacey Walters

As the “lifeblood of Blue Signal,” Lacey Walters was recognized as the three-time recipient of the MVP, Top Contributor award. During his speech, Matt mentioned that without Lacey’s daily, behind-the-scenes work, none of what we do at Blue Signal would be possible. Over the years, Lacey has been able to grow her team, and by building an incredible support system she leads the execution of all marketing aspects for Blue Signal with ease. She is truly the company’s MVP and has proven it time and time again as she contributes to the company’s overall success and earns this acknowledgment.

Record-Breaking 2020 Awards - Jonathan Lee

Excellence Award 2020 - Jonathan Lee

In his announcement, Matt congratulated Jonathan Lee with the nickname “Jonny Excellence,” as this award was created specifically with him in mind. Matt voiced his appreciation of all Jonathan’s support, as he is always there to help with the most positive attitude and continues to put in the extra mile in all he does. As the first recipient of the Best Support Award at last year’s summit, it comes with no surprise that Jonathan is yet again acknowledged for his hard work. Jonathan is constantly focused on excellence for himself and the team and is truly a beacon of the word. We’re extremely grateful to have Jonathan as part of the team!

Record-Breaking 2020 Awards - Kelsey Campion

Top Contractor Billings 2020 - Kelsey Campion

With over $100K in contractor billings, Kelsey Campion secured the award for the Top Contractor Billings in 2020. Matt said it best when he described Kelsey as an “absolute machine” when it comes to contract roles. He mentioned her extreme dedication and work ethic as she is always making herself available by working nights, weekends, and holidays to secure her roles and keep pushing for more. Kelsey’s efforts this year played a huge part in Blue Signal being recognized as part of Forbes’ annual list of America’s Best Temporary Staffing Firms for 2020. We don’t know how she does it, but she continues to improve and outperform her personal records on a regular basis.

Record-Breaking 2020 Awards - Brent Stokes

First Year Top Billings 2020 - Brent Stokes

In order to recognize Brent Stokes’ mind-blowing performance, this award was newly created to recognize his achievements as a new member of the Blue Signal team. With almost 4 years of recruiting experience behind him, Brent joined Blue Signal in February of 2020 and was able to secure over $300K in total billings in the remaining 10 months of the year. In his speech, Matt congratulated Brent on all he has accomplished and shared his appreciation for Brent’s dedication to learning, and for serving as a role model for others to learn from. We hope to replicate this kind of success and drive in future recruiters to come.

These 5 individuals embody Blue Signal’s core values of excellence, transparency, integrity, commitment, and respect. They put clients and candidates first, no matter the circumstance; and drive the culture of the organization through leading by example. These standout team members earned their prestigious recognition, and we are all excited to see what success 2021 will bring them, and the company as a whole.

New Hire Checklist, Ensuring Retention and Engagement

September 23, 2020 by Lacey Walters

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.

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.