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Blue Signal Named Among Best and Brightest Companies to Work For in the Nation, Fall 2021

November 29, 2021 by Lacey Walters

The National Association for Business Resources has released their fall 2021 Best and Brightest Companies to Work For in the Nation.

The 2021 Fall National winning companies were assessed by an independent research firm which reviewed a number of key measures relative to other nationally recognized winners. This year’s fall Best and Brightest National nominees honored 167 winning organizations from across the country out of 1,500 nominations. Blue Signal is honored to be ranked among these incredible companies!

The Best and Brightest Companies to Work For in the Nation Winners will be honored during the virtual Illuminate Business Summit week in January 2022. During the Illuminate Business Summit, the 101 highest scoring national winning companies and the Elite awards will be awarded to the highest winning companies demonstrating exceptional innovative human resource practices and setting high standards for all businesses.

Best and Brightest Companies Winners Logo

The Elite categories include: Compensation, Benefits, and Employee Solutions; Employee Enrichment, Engagement, and Retention; Employee Education and Development; Recruitment, Selection, and Orientation; Employee Achievement and Recognition; Communication and Shared Vision; Diversity and Inclusion; Work-Life Balance; Community Initiatives; Strategic Company Performance, and the Best of the Best: Small Business, Medium Business, and Large Business. With over 20 years of experience conducting the Best and Brightest competitions, the National Association for Business Resources (NABR) has identified numerous best Human Resource practices and provided benchmarking for companies that continue to be leaders in employment standards.

“The Best and Brightest is a powerful community of elite leaders who share ideas and practices and have proven they are employers of choice. Best and Brightest winning companies have also been a voice for important actions in creating a sustainable culture that works, ensuring the wellbeing of their employees come first,” said Jennifer Kluge, President and CEO, Best and Brightest Programs.

All 2021 companies that will be selected to be recognized nationally as a Best and Brightest Company to Work For® will be featured in the online edition of Corp! Magazine. Be sure to keep your eyes peeled for Blue Signal’s mention!

 

About the Best and Brightest Programs

The Best and Brightest Companies to Work For® competition identifies and honors organizations that display a commitment to excellence in operations and employee enrichment that lead to increased productivity and financial performance. This competition scores potential winners based on regional data of company performance and a set standard across the nation. This national program celebrates those companies that are making better business, creating richer lives, and building a stronger community as a whole. There are numerous regional celebrations throughout the country such as Atlanta, Boston, Chicago, Dallas, Detroit, Grand Rapids, Houston, Milwaukee, San Diego, and San Francisco. Nominations are now being accepted for all programs. Visit thebestandbrightest.com to nominate your organization.

 

About Blue Signal Search

Blue Signal was founded in Chicago in 2012, and since then, has grown into a multimillion-dollar executive placement firm with an office in Phoenix and remote employees nationwide. Blue Signal has established itself as the premier executive search firm within wireless/telecom, information technology, IoT, finance & accounting, emerging technology, cloud & managed services, manufacturing & industrial, lighting, logistics & supply chain, food & agriculture, human resources, medical & healthcare, and related industry niches.

At Blue Signal, we believe that hiring the right people is the best way to transform business, and that principle holds true for our own company as well. We employ some of the best talent acquisition professionals in the nation, and continuously work to keep them educated on best practices when it comes to diversity and inclusion in recruiting. By arming our employees with the top tools for the job, we’ve created a culture of excellence that’s second to none.

If you’d like to join our team and learn how you can make a difference within the recruiting world yourself, contact us today.

Filed Under: Blog Posts, Our Company Tagged With: Award, awards, Best and Brightest, Best Companies to Work For, Companies, company culture, hire blue, honored, recognition, recruiters, recruiting

Blue Signal Ranks No. 1750 on the 2021 Inc. 5000

August 19, 2021 by Lacey Walters

Blue Signal Ranks No. 1750 on the 2021 Inc. 5000,

With Three-Year Revenue Growth of 261 Percent

Inc. Magazine Reveals Annual List of

America’s Fastest-Growing Private Companies—the Inc. 5000

 

Inc. magazine today revealed that Blue Signal Search is No. 1750 on its annual Inc. 5000 list, the most prestigious ranking of the nation’s fastest-growing private companies. The list represents a unique look at the most successful companies within the American economy’s most dynamic segment—its independent small businesses. Intuit, Zappos, Under Armour, Microsoft, Patagonia, and many other well-known names gained their first national exposure as honorees on the Inc. 5000. Blue Signal stands out as one of only 117 Arizona companies that made the list this year.

"We are proud and humbled to be on the Inc. 5000 list alongside many of our partners and clients," says Blue Signal CEO, Matt Walsh. "This recognition is a testament to our clients, candidates, and team. We are thankful for the opportunities to help build and grow many Inc. 5000 clients and appreciate the opportunity to be among them."

Not only have the companies on the 2021 Inc. 5000 been very competitive within their markets, but this year’s list also proved especially resilient and flexible given 2020’s unprecedented challenges. Among the 5,000, the average median three-year growth rate soared to 543 percent, and median revenue reached $11.1 million. Together, those companies added more than 610,000 jobs over the past three years.

Complete results of the Inc. 5000, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found at www.inc.com/inc5000. The top 500 companies are featured in the September issue of Inc., which will be available on newsstands on August 20.

“The 2021 Inc. 5000 list feels like one of the most important rosters of companies ever compiled,” says Scott Omelianuk, editor-in-chief of Inc. “Building one of the fastest-growing companies in America in any year is a remarkable achievement. Building one in the crisis we’ve lived through is just plain amazing. This kind of accomplishment comes with hard work, smart pivots, great leadership, and the help of a whole lot of people.”

 

More about Blue Signal

Having successfully completed over 1,400 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to achieve this massive growth. Our deep industry knowledge – from 245 combined years of recruiting experience – and streamlined processes help clients to secure high caliber talent within tight timeframes. As a top executive search firm, we have been a driving force in our clients’ professional successes. At Blue Signal, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction of both parties. Our reputation is built on our ability to consistently incorporate these priorities into all of our searches to make long term, impactful connections.

Blue Signal’s success has gained the attention within the industry for our client services and candidate processes. We are proud to have won awards such as Inc. Magazine’s Best Workplaces 2021, #2 Executive Search Firm in Arizona for 3 consecutive years, #4 Technical Placement Firm 2021, Largest Direct Hire-Permanent Placement Firms for the Phoenix Business Journal 2021, Forbes America’s Best Temporary Staffing Firm 2020, the Best of Arizona Business 2019, Best Wireless & Telecom Workforce Recruitment Agency – USA 2019, Top Recruiter – Best of Tempe 2021 & 2019, and #2 Best Places to Work in Arizona. Among our leadership, Matt Walsh has joined the Pinnacle Society and was recognized as one of the 30 Most Inspiring Business Leaders in 2019.

 

More about Inc. and the Inc. 5000

Methodology

Companies on the 2021 Inc. 5000 are ranked according to percentage revenue growth from 2017 to 2020. To qualify, companies must have been founded and generating revenue by March 31, 2017. They must be U.S.-based, privately held, for-profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2020. (Since then, some on the list may have gone public or been acquired.) The minimum revenue required for 2017 is $100,000; the minimum for 2020 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Growth rates used to determine company rankings were calculated to three decimal places. There was one tie on this year’s Inc. 5000.  Companies on the Inc. 500 are featured in Inc.’s September issue. They represent the top tier of the Inc. 5000, which can be found at http://www.inc.com/inc5000.

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 web sites, 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 Vision Conference is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit www.inc.com.

For more information on the Inc. 5000 Vision Conference, visit http://conference.inc.com/.

Filed Under: Blog Posts, Our Company, Uncategorized Tagged With: Award, clients, congratulations, Growth, hire blue, Inc, Inc 2021, Inc 2021 List, Inc 5000, Inc 5000 2021, Inc 5000 List, Partners, recognition, recruiters, recruiting

How to Optimize your LinkedIn Profile – Candidate Edition

November 12, 2020 by Lacey Walters

A CareerBuilder study found that 58% of employers conduct social media screenings to look for information supporting a candidate’s qualifications for a job. If the decision came down to you and another candidate - with the same exact qualifications AND a strong LinkedIn following - who do you think they would choose? 

Today, your online presence is nearly as important as your in-person presence when it comes to landing a job. 70% of employers use social networking sites to research candidates during the hiring process. With such a heavy reliance on online personas in decision making, it’s important to understand the message that your profile sends to potential employers. Just as you would work to continually update and optimize your resume before applying for a role, follow these guidelines to maximize the use of your LinkedIn profile in finding your next job. 

Increase Engagement

LinkedIn has over 760 million users, 260 million of which log on monthly. In order to stand out and stay relevant in the sea of professional profiles, you can differentiate yourself by consistently engaging with your industry. Share content and voice your thoughts on current events. Discuss the newest methods and technologies, and discover new ways to master your craft. By keeping up to date on market trends, and reacting to shifts constructively with your connections, you are positioning yourself as a subject matter expert in the space.

LinkedIn Candidate Optimization Blog Graphic

However, this only works if you have the right audience to engage with. Make sure to make relevant connections on LinkedIn - with coworkers, thought leaders, colleagues, and other people in your industry. Hopefully, when a hiring manager comes to investigate your online presence, they may see a mutual connection in your midst that can speak to your standing in the market, your work ethic, and much more. In short, you're judged by the company you keep. If people see mutual connections on your profile, they're more likely to trust you in turn. By building your network on LinkedIn, you are building your personal brand.

Optimize for SEO

Companies these days have to have a strategy for Google SEO if they want to stay relevant. Can you imagine going to a restaurant in a new city that doesn’t show up on the first page of search results when you look up “food near me”? Even if you walked by their location, you probably wouldn’t trust it. It’s the same concept! How will employers find you if you don’t show up in a search for your industry and role? In order to rank high in standard industry searches, you have to optimize your LinkedIn profile for SEO. A good way to start is to include industry-specific, targeted keywords into your headline, about section, and prior experience. List your skills, even if they seem arbitrary. The LinkedIn algorithm prefers niche industries and keywords - so the more keyed in you are with industry jargon, the higher you will rank in a LinkedIn search for professionals in your target market. 

Utilize All Available Advantages 

The great thing about social media is that reality is what you make it online. LinkedIn gives you several different ways to up your profile game, that go beyond years of experience or super technical know-how. In just a few minutes, you can do a few key things to instantly make your profile more appealing. For example, make sure you are using an appropriate, simple, high-quality headshot as your profile picture. (No, this does not include mirror selfies or pictures of you hanging out at a bar on the weekend.) LinkedIn suggests your face make up 60% of the image frame, among a few other pro tips. The same goes for your cover photo! Just by adding something other than the standard blue background, you’re already ahead of the game. Better yet, include things like a tagline, your other social media handles, a clever call to action, or just something that speaks to your target audience. 

Next - and this might be a no-brainer - make sure to include compelling copy in your profile sections. Use your summary to talk about your professional goals or highlighted achievements. In your experience section, include some of those SEO keywords we talked about to build a better picture of your current projects, background, and previous responsibilities. If applicable, fill out other sections like education, volunteer experience, certifications, awards, and accomplishments. This helps you rank higher on LinkedIn search results, and gives you more opportunities to connect with someone reading through your page. People landing jobs because they attended the same alma mater as the hiring manager isn’t unheard of! 

Finally, make sure to try and capitalize on the recommendations and endorsements as much as possible. List your skills in the relevant section and connect with your past colleagues, managers, and classmates. No one can speak to your ability to thrive in a  future job than those you have already worked with, who know what you’re made of. You even have the option to ask for a recommendation from your connections list! It’s basically a built-in letter of recommendation when used right. 

Maintain Authenticity 

Quite possibly the most important thing to remember is to maintain your authentic voice on LinkedIn. Just like adding misleading information on resumes, fabricating things online can also have some negative consequences. Trust us, people can tell! Use the correct dates, numbers, GPAs - all of it. With people having such public lives online, something as simple as posting the incorrect graduation date, then having a picture posted of your actual graduation the year before, can give a potential employer some red flags. No one likes to join a professional network online just to be sold something, including a false perception of their colleagues. So, the best thing to do is be yourself - professional, but yourself. 

Post about your work-life balance, your “origin story” of how you got into your profession, or even try to find new members to join your co-ed weekend soccer league you formed with your old college classmates. Better yet, explain your career progression. That gap in employment you might have been worried about including on a resume could be something completely appropriate to post on LinkedIn. If the reality is that you took time off to help out the family business in a role outside your area of professional focus, it may be too personal to include in your resume. Meanwhile, sharing the same story on a social site would make perfect sense. Being open about your experiences, even if they don’t relate to the job you want, can still speak greatly to your character and supplement your LinkedIn page. Authenticity draws people in, and it can help make real connections. In a world where we have lots of shared experiences, like having to work from home during a pandemic, talking about it on social media can help you find common ground with people in and outside your network. It’s refreshing and, when done appropriately, can help build your brand and give you a voice you wouldn’t be able to fit onto a hardcopy resume. When you’re looking to get hired through social media, you want to make sure that you show up to that job as the same person they saw online. Personality and all! 

Download our LinkedIn Optimization Cheat Sheet

LinkedIn can be an incredible tool in building out your personal, professional brand. Social media is emerging as a major player in the job market - luckily as something that’s user friendly, easy to manage, and accessible to anyone with an internet connection. As you build and optimize your network, and set goals for your career progression, keeping up with the latest and greatest in talent acquisition technology can propel you to the top of the hierarchy of potential hires. When considering a move, utilize Blue Signal’s knowledge as a resource along the way. Contact us, or explore our site, to find more information on best practices for marketing yourself as a top-tier candidate in your industry. 

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Filed Under: Blog Posts, Career Advice Tagged With: Authenticity, engagement, hire blue, Industry Insights, linkedin, Personal Branding, resume, SEO, social media, Talent Acquisition, technology

Celebrating World Book Day – Top Staff Picks

April 23, 2020 by Lacey Walters

World Book Day is an annual event that has been celebrated since 1995 - promoting reading, publishing, and copyright. As professionals, or just as people looking to better themselves, reading can offer incredible insight into new ways of thinking. At Blue Signal, we are constantly looking for ways to sharpen our services, better connect with others, and build ourselves as individuals and as a company. The best way, in our opinion, is through continuous learning. Several of our team members have shared their secrets to success through some of their favorite books. Read below for some of Blue Signal’s recommendations! 

Jason - Shackelton's Way

Jason Parker’s Recommendation

Shackleton’s Way, by Margot Morrell

Shackleton’s Way is a book about the trials of Sir Ernest Shackleton’s efforts to save 27 men stranded with him in the Antarctic for almost two years. Through his own words as well as diaries of his crew members, this book discusses how Shackleton’s leadership and crisis management skills can be applied to the business world. 

“It’s a true story of survival and success and someone who leads by example. I couldn’t put the book down!” says Jason Parker, Senior Executive Recruiter. “Not only was it a true story, but after every chapter it broke down the individual lessons to look back on and how it helps you grow. It’s one of the most action packed, danger driven, survival mode books I’ve ever read. They were considered explorers and heroes of their time in an era where there wasn’t much more.”

Jeff Williamson’s Recommendations

Jeff - Disciplined Entrepreneurship

Disciplined Entrepreneurship: 24 Steps to a Successful Startup, by Bill Aulet

In the book Disciplined Entrepreneurship: 24 Steps to a Successful Startup, Bill Aulet teaches people with great products how to turn their innovative idea into a successful business venture through a 24-step framework. It covers common obstacles, focus being the key to success, and strategy on how to stand out. 

“This book is a must read for any entrepreneur. Bill Aulet is the Dean of Entrepreneurship at MIT, the most successful university for spitting out noteworthy entrepreneurs and businesses. This book is a step by step playbook to the big picture of setting up a company. Must read and read again,” suggests Jeff Williamson, Senior Executive Recruiter at Blue Signal Search. 

Jeff - How Any Startup Can Achieve Traction

Traction: How Any Startup Can Achieve Explosive Customer Growth, by Gabriel Weinberg and Justin Mares

Pulling from the author’s own experiences, Traction: How Any Startup Can Achieve Explosive Customer Growth teaches readers how they can build the right customer base for their business. Compiled with interviews from over 40 successful company founders, this book helps entrepreneurs with ads, targeted media, email marketing, and SEO knowledge to help them find the marketing mix that best supports their goals. 

Jeff calls this a “great read for evaluating different marketing channels and selecting then testing your marketing channel.” He suggests entrepreneurs “stay focused in that channel before migrating to a different one.”

Lacey Walters’ Recommendation

Outliers: The Story of Success by Malcolm Gladwell

Lacey - Outliers

Outliers explains how many successful people have reached their goals. Leveraged by proven studies from musicians, athletes, to business owners, Gladwell denotes that success is a matter of practice and hard work. Natural talent is a mere bonus.

“The reason I picked this book up to begin with was because I’d been hearing about the 10,000 hour rule,” says Lacey Walters, Director of Marketing. “The rule says to become world-class at anything, you have to put in 10,000 hours of practice, which equates to about 5 years of uninterrupted 40-hour work weeks’ worth of practice.” For Lacey, Outliers taught her “the importance of practical intelligence, or knowing what to say to whom, knowing when to say it, and knowing how to say it for maximum effect. This is a huge component to becoming successful. More so than just looking at IQs."

Brent Stokes’ Recommendations

Brent - Who Moved My Cheese

Who Moved My Cheese, by Spencer Johnson

A popular pick among Blue Signal’s team, Who Moved My Cheese helps readers better anticipate, acknowledge, and accept change, helping them in all aspects of life. “While this book has been around for some time, it is one of the most timely and appropriate books for what is happening in our world today.” says Brent. “Your business does not and WILL NOT look the same. This book helps you cut the hemming and hawing and get to what is important – finding your cheese!”

Brent - The Five Disfunctions of a Team

The Five Disfunctions of a Team, by Patrick Lencioni 

The Five Disfunctions of a Team outlines the causes of dysfunction on teams ranging from the workplace to social groups - and gives readers tips on how to overcome them. The author explains that creating a functional team requires courage and discipline. 

“This book is a MUST for any leader,” Brent states. “It is extremely digestible since it is actually written as a parable/story. This book exemplifies the challenges every team faces and offers a practical framework for developing cohesive and trusting teams.”

Brent - Building a StoryBrand
Brent - Atomic Habits

Atomic Habits, by James Clear   

James Clear is one of the world’s leading experts on habit formation. In his book, Atomic Habits, he discusses strategies on how to form good habits, break bad ones, and master tiny behaviors that over time will develop into significant results. These tips help change the way you see progress and success when seeking to achieve any goal. 

Brent Stokes, Senior Executive Recruiter, says, “This was the single best book I read last year. It is great research, science, and it is broken into extremely practical/digestible bits! After reading this book, not only did my results at work go up, but also in my personal life. I decided to go from sitting on the couch to running a half marathon in 6 months.” As a testament to how he reached his own success, Brent states, “This book will change your outlook, shift your perspective, and give you a lifetime of value.” 

Brent - You Can't Teach a Kid to Ride a Bike at a Seminar

You Can’t Teach a Kid to Ride a Bike at a Seminar, by David H. Sandler

Breaking the rules of conventional selling, You Can’t Teach a Kid to Ride a Bike at a Seminar gives tried and true advice on tackling the highly competitive landscape of sales. Brentagrees, saying “This is the hands-down best book on Sales that I have ever read. The Sandler Method gets beyond transactional sales and vendor relationships, and it moves you to a role of a Trusted Advisor. You will cease to see your role in the sales equation as a middleman, and you will start to see yourself as the physician who is essential to the healing of your customers’ pain points.”

Building a StoryBrand, by Donald Miller

Building a StoryBrand teaches readers the seven universal story points all consumers resonate with, the real reasoning behind consumer purchasing, how to simplify brand messaging for better audience understanding, and more. This book supplies a major tool for improving brand and customer connections. 

“Your image matters. Whether professionally or personally, you have a brand, and people know you by it,” Brent learned. “This book helps you get crystal clear in very practical ways on how to own your storybrand. This book even comes with access to a portal and ancillary materials to help you get to the deepest parts of your values, what you do, and how you do it. Be prepared to have an elevated personal and professional brand when finished with this book.”

Kelsey Campion’s Recommendations

Kelsey - The Lombardi Rules

The Lombardi Rules, by Vince Lombardi

Author Vince Lombardi is considered by many to be the greatest NFL coach of all time. His book, The Lombardi Rules, examines strategies and methods that led Lombardi to his record 7 NFL titles. Applicable to today’s business world, these tips help readers become leaders in their own domains. Kelsey recommends this book, “because it is all about mental toughness, how to hold accountability for yourself, and how to be a motivator.”

Kelsey - The Magic of Thinking Big

The Magic of Thinking Big, by David J. Schwartz 

The Magic of Thinking Big is a motivational book, providing useful methods for thinking and behaving in ways that help readers attain satisfaction and success in all aspects of their lives. One of Kelsey’s favorites, she states that it, “reminds you to be human and to live without those that have your best interest at heart. It helped teach me that if you can think successfully, you can eventually be successful. It reiterates that success doesn’t happen overnight, but will if you keep pushing forward.”

Kelsey - Awaken the Giant Within

Awaken the Giant Within, by Tony Robbins

Written by a national leader in the science of peak performance, Tony Robbins’ Awaken The Giant Within reviews strategies and techniques for mastering your emotions, body, relationships, finances, and life. Kelsey recommends this motivational book for a way to, “help take control of your own life. It teaches you how to be successful.”

Kelsey - Third Circle Theory

Third Circle Theory, by Pejman Ghadmimi 

The Third Circle Theory helps break down the stages of an entrepreneurial journey. This book is full of advice on how to view the world, understand people's motivations, and discover the difference between confidence and arrogance when it comes to building success. Kelsey says, “The Third Circle Theory helps you discover your purpose in life. It’s a great book for those who have an entrepreneurial spirit.”

Kelsey - Delivering Happiness

Delivering Happiness, by Tony Hsieh 

Zappos CEO, Tony Hsieh, shares in his book Delivering Happiness the lessons he learned throughout his life, leading up to his successful sale of Zappos to Amazon in a $1.2B deal. It discusses how the corporate culture can be a large indicator of success through happiness. Kelsey suggests this book is, “also great for entrepreneurs. It helps teach you that if you create a happy environment for those around you, it will make you more successful.”

Matt Walsh’s Recommendations 

  • The 7 Habits of Highly Effective People, by Stephen Covey 
  • Good to Great, by Jim Collins 
  • Predictable Success, by Les McKeown 
  • The E-Myth and The E-Myth Revisited, by Michael E. Gerber 

Filed Under: Blog Posts, Our Company Tagged With: hire blue, recruiters, World Book Day

5 Tips for Hiring without Meeting In Person

March 31, 2020 by Lacey Walters

Despite the havoc COVID-19 has wreaked on the stock market, major industries, and some smaller businesses – many companies are still hiring. However, this presents its own unique set of problems, as hiring managers search to find safe ways to conduct interviews. Today’s technology allows people to communicate without meeting face to face, but many are convinced this is not a perfect alternative. When hiring over video conference, how can you be sure you are still making an effective judgement call on someone’s cultural fit, abilities, dedication, and overall employability? Without making a much more dangerous (and in some states illegal) risk by conducting a face-to-face interview, here are some ways to ensure that you make an effective hire without meeting in person.

Ask the Right Questions

If they are as solid of a candidate as their resume leads you to believe, then they probably prepared for this interview with the typical questions. Make sure you get them thinking, catch them outside their prepared scripts, and challenge their knowledge. Avoid the “What is your biggest weakness?” and instead ask something like, “What is the biggest misinterpretation people have about you?” Try to get them to answer in an honest way, rather than trying to turn negatives into positives. This question in particular tests their self-awareness. Zappo’s Chief Executive, Tony Hsieh believes, “If someone is self-aware, then they can always continue to grow. If they’re not self-aware, I think it’s harder for them to evolve or adapt beyond who they already are.”

Ask the Right Qs (1)
Read the Signs

Read the Signs

Whatever you ask – watch their responses. Literally, watch. If they seem to be reading off notes, are not making eye contact, check their phone offscreen, or stare off blankly when you are explaining something – make note of it. When interviewing online, people tend to be more comfortable than they would stepping into a CEO’s office, sitting across the desk from their potential management. However, this should be no different. Make sure they don’t act too comfortable and are truly serious about the role and opportunity. Know that whoever you hire might have to be working from home as well. When people interview, they are on their best behavior. If their “best behavior” is acting distracted, you can bet when you aren’t watching that the distraction will be worse.

Utilize References

This should be standard in most cases, but when your test of character is limited to a video chat, it can be particularly beneficial to speak to someone who has already worked with your candidate. A candidate can speak to their own previous responsibilities, use this time with their references to uncover how this person works with others. Some key questions could include:

  • “What management style does this person respond well to?”
  • “Tell me about a time this person was agitated. What was the circumstance? How did they handle it?”
  • “Let’s say this person is working with a group on a project – what role do they play? Are they a leader? A follower?”
  • “On their best day, what about this person stands out the most?”
Utilize References

Test their Skills

Get creative when testing their hard skills and experience. Asking yes or no questions about systems they have used and responsibilities they have held give little to no insight about what they can accomplish. Instead, give them an opportunity to apply this knowledge. Research has consistently shown that one of the best predictors of job performance is a work sample, says Fast Company. If applicable, give them a take home project to complete. Assign them a search project, a writing prompt, or other task that applies to some aspects of the role they are looking to fill. Or, in lieu of something they can put together themselves, administer skill assessments like those offered for free on Indeed.

Test their Skills

Don’t use this as a pass/fail course, but more of an assessment of their interest and their overall versatility. Passive candidates that are not serious about the role will either take a long time coming up with the answers they think you’ll want to hear, or may not complete the “homework” at all. That weeds out several people you wouldn’t want to hire straight away. Or, if they turn it around quickly, with fresh ideas outside the format you pictured, think about the value they could bring with more thorough instruction and real-life application.

Collab on Compatibility

Collaborate on Compatibility

Rather than relying on soft skill questions like, “What is your communication style?” – test their culture fit by putting them in front of your team. Utilize the skills of those you already have to get a better read on a candidate – after all, they could very well be teammates someday. Have someone junior to their position conduct an interview and see how they treat them. Put them on a conference call with several managers and watch how they handle pressure. Throw a curve ball and have them talk to someone outside the department they would work in to see how they collaborate cross-functionally. Get feedback from the team on their read of the person and try to assess how they would fit into the culture. No one knows what it’s like in that position quite like the team already in the job today – utilize that knowledge in a way you can capitalize on.

Interviewing online does not inhibit your ability to assess candidates. Remember that there are no real rules if you know what to look for and use your instincts. Operate outside the transactional model of the standard Q&A format to ensure that whoever you are hiring is not only qualified, but excited about your open position. For more tips about hiring, candidate retention, culture adoption, or even interviewing over video conference – contact Blue Signal’s tenured recruiting team to support your next search, and partner with you in supporting your workforce.

Filed Under: Blog Posts, Career Advice Tagged With: hire blue, hiring, hiring manager, interviewing, Remote Interviewing, Skype

International Women’s Day 2020

March 9, 2020 by Lacey Walters

Blue Signal’s team is 49% female.

This International Women’s Day, we would like to celebrate the accomplishments of those supporting gender parity within the tech industry. Did you know, the average percentage of females to males in a technologically driven business is 25% - despite women making up 46.9% of the total workforce. 

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At Blue Signal, we are passionate about gender equality and female empowerment, especially in the workplace. This year, we have raised our gender balance to 49% - up from last year’s 43%. We look forward to supporting these talented gals with further initiatives like our “Women of the Workplace” women empowerment program. We are thankful for the women of Blue Signal and all the work they do to help shape the organization and drive it to the success we see today. 

#HireBlue

Filed Under: Blog Posts, Our Company Tagged With: hire blue, Tech industry, women in tech

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