The Future of Renewable Energy Jobs

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Are you equipped for the evolving landscape of renewable energy jobs? Renewable energy is transforming the job market of the future, creating new career opportunities, and shaping the skills and education needed for success. As the world shifts toward a more sustainable energy future, the demand for renewable energy jobs is on the rise. In this blog post, we'll explore the growing importance of clean energy careers, emerging trends in hiring and recruitment, and the top job opportunities in the industry. Whether you're a job seeker or a hiring manager, this blog will give you valuable insights into the ever-evolving renewable energy job market. Read on to discover how you can be a part of shaping the future of energy.

The Growing Demand for Renewable Energy Jobs

Renewable energy jobs statistic

The world is on a mission to reduce emissions, and as a result, a move towards clean energy is to be expected. In fact, the International Energy Agency (IEA) reported that “countries representing over 70% of global emissions today have committed to net zero emissions targets by mid-century.” As we rapidly shift towards renewable energy, the demand for skilled workers to operate and maintain clean energy equipment is on the rise. As reported by the International Renewable Energy Agency (IRENA), over 12.7 million people worldwide were employed in the renewable energy sector in 2020-2021, and this number is only expected to grow in the coming years, creating numerous renewable energy jobs. E2's latest report reveals that the renewable energy, energy efficiency and storage, grid modernization, and clean fuels industries employ more than 3.2 million workers in the United States. The IRENA predicts that by 2050, the renewable energy industry could employ as many as 42 million people worldwide, representing a significant share of total global employment. This growth can be largely attributed to government policies and incentives, which are driving investment in renewable energy projects and creating a favorable climate for businesses in the industry. According to the World Economic Forum, with the shift towards cleaner fuels and the inevitable decline in traditional energy sources, the renewable energy jobs sector is set to create new opportunities for skilled workers in the coming years.

Emerging Hiring and Recruitment Trends in Renewable Energy Jobs

As the renewable energy sector continues to gain momentum, hiring managers are facing a number of challenges in finding and retaining qualified candidates. According to Grid Beyond, the industry's relative newness and diversity of job titles and positions makes it difficult to identify and attract qualified candidates. Additionally, they report the demand for renewable energy jobs often exceeds the available supply, resulting in skills gaps that must be addressed. To meet these challenges, organizations need to be proactive in enhancing their talent acquisition strategies. This includes optimizing hiring processes, improving hiring efficiency, and providing training and development opportunities for both new and existing staff.

Moreover, emerging technologies and skills in the clean energy space are becoming increasingly important for organizations to consider when recruiting for renewable energy jobs. Data analytics, artificial intelligence, and cybersecurity are just a few examples of the cutting-edge skills that will be in demand in the renewable energy sector in the coming years. Partnering with a recruiter who is an expert on the industry trends for the emerging renewable energy space can be beneficial for companies looking to stay ahead of the curve and find the top talent they need to succeed. By staying up to date with these trends and developing comprehensive strategies for talent acquisition and retention, hiring managers can position themselves for success in the competitive renewable energy sector. In conclusion, the renewable energy sector presents both challenges and opportunities, and it is up to hiring managers to proactively address these challenges and leverage emerging trends to attract and retain top talent.

Top Renewable Energy Jobs of the Future

Top renewable energy jobs graphic

The renewable energy industry is expected to see significant growth in the coming years, creating a wide range of promising career paths for job seekers. According to Career Sherpa, some of the top renewable energy jobs of the future include solar photovoltaic installers, wind turbine technicians, energy storage analysts, energy engineers, land acquisition specialists, solar energy technicians, sustainability managers, environmental scientists, and information systems managers. These positions require various levels of education and training, ranging from technical certificates to advanced degrees, and demand skills such as problem-solving, critical thinking, and communication. Forbes reports that "Renewable energy jobs are booming across America, creating stable and high-wage employment for blue-collar workers in some of the country’s most fossil fuel-heavy states, just as the coal industry is poised for another downturn." According to the Washington Center for Equitable Growth, "Green jobs tend to be in occupations that are about 21% higher-paying than the average in other industries, with the pay premium being even greater for green jobs with low educational requirements." Although salaries and benefits may differ depending on job type, location, and experience, the demand for renewable energy jobs and the emphasis on sustainability suggest that they will provide competitive compensation and excellent benefits. As the renewable energy sector continues to evolve and expand, these top renewable energy jobs offer exciting opportunities for job seekers to become a part of a fast-growing industry that is helping to create a sustainable future.

Conclusion

In conclusion, the renewable energy industry is expecting unprecedented growth, opening new opportunities for job seekers and presenting exciting challenges for hiring managers. As we've seen, the demand for skilled workers in the sector is on the rise, and employers need to be proactive in their hiring and retention strategies to attract and retain top talent for renewable energy jobs. By partnering with a renewable energy recruiter, companies can stay ahead of the curve and find the best candidates for the job. For job seekers, now is the time to explore the many career paths available in the clean energy sector and invest in the education and training needed to succeed. At Blue Signal, we have a team of experienced recruiters who understand the unique challenges and opportunities of the renewable energy industry. Visit our renewable energy recruiting practice web page to learn more about how we can help you achieve your career goals or find the top talent you need to succeed in the industry. Together, we can shape the future of energy and build a sustainable world for generations to come.

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Evaluating Your Executive Hiring Process: From Inquiry Through Offer

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In a recent interview Tim Ryan (U.S. Chairman, PwC) stated “The war for talent is over. Talent won.”; in addition, The US economy added a whopping 517,000 jobs in January. So where does that leave your executive hiring process and strategies? With countless options available to job seekers—from associates to executives—companies must provide a positive candidate experience to attract and retain quality employees.

“The war for talent is over. Talent won.” - Tim Ryan

When a candidate applies for a job, they are not just looking to join your organization; they are also forming an opinion of your company. In fact, according to CareerBuilder, 78% of candidates consider their hiring process experience as a reflection of how their potential employer values its people. Unfortunately, most companies often leave out key steps that demonstrate respect for candidates or fail to communicate in a timely manner throughout the executive hiring process. As experts in the executive hiring process, Blue Signal understands why it is important to create a positive and effective experience that speaks well of your company.

The Candidate Experience is Everything

Your executive hiring process is a direct reflection of your organizational values and culture. If you have an efficient and organized hiring process, you demonstrate respect for potential employees’ time and are more likely to attract high-quality talent. On the other hand, if the process drags on for months with no response or feedback from your company, it sends a message that you don’t value employees or customers enough to invest in them. Make sure your executive hiring process aligns with these expectations. For instance, if you promise quick response times and fail to deliver on those promises, it can damage your reputation as an employer.

Communication is Key

One of the most common mistakes made in the executive hiring process is lack of communication with prospective employees. In the two (or more) months following their application, 52% of applicants received no communication regarding the position. Candidates should be kept up to date on the status of their application throughout the entire hiring process—from initial contact through the final decision.

Communication is Key

Be Responsive, Transparent, and Honest

Transparent communication begins as soon as the job description is written. Candidates are more likely to apply for a position when they understand expectations. This means that your company culture, expectations for performance, and—ideally—compensation need to be clearly communicated in your job descriptions. After applying, candidates should never feel like they are ignored during the executive hiring process. They should always know if there are delays or changes in the process and be notified promptly if so. When it comes to giving feedback about job postings or applications, honesty is always the best policy. Providing constructive, yet transparent, feedback helps build trust between your company and those seeking employment with you. This can go a long way towards improving your company’s reputation and executive hiring process.

The Power of Word-of-Mouth Referrals

According to one survey, 72% of candidates said that they would be more likely to choose an employer based on word-of-mouth feedback from a friend or family member who had already worked there. This means that if you treat candidates poorly throughout the hiring process, those experiences will be shared with others and could significantly damage your reputation as an employer. Alternatively, candidates who have a positive experience are more likely to refer others to your organization, and they may even be more likely to accept a job offer if one is extended. Like any other company, word-of-mouth referrals are crucial to Blue Signal’s success. It may even be a good idea to take a page from our playbook and create a place online for client testimonials or employee testimonials to boost your company’s branding, and provide more information for job seekers when researching your company.

Making Your Executive Hiring Process More Efficient

It’s not just about providing a better experience — having an efficient executive hiring process can also reduce costs and improve time-to-hire metrics for your organization. The application process should be easy for candidates to follow and understand—not just for them, but also for recruiters managing multiple applications at once. The more streamlined and user-friendly your application process is, the more likely candidates will be to complete it, causing less frustration for hiring managers.

If possible, consider implementing electronic forms that can be filled out digitally and submitted quickly with minimal effort on both sides. Investing in automation tools like applicant tracking systems (ATS) can help streamline processes while simultaneously improving the overall user experience for applicants – resulting in greater efficiency and cost savings for your company over time. An ATS can help you keep track of candidates, manage job postings, and automate some of the administrative tasks of the executive hiring process.

Making Your Executive Hiring Process More Efficient

Curious what to avoid throughout the executive hiring process? Check out our previous blog on common mistakes companies make during the interview portion of the hiring process here.

Improving Your Employer Branding

Employers should always think about how their brand is being represented during the executive hiring process — from job postings through employee onboarding — and strive to create an authentic connection between prospective employees and their organization. It’s also important to keep in mind that today's job seekers are well-informed about companies before they even apply. Before applying for jobs, 75% of applicants will review the company's reputation. They will research how quickly you respond to applications, how often people in your organization are promoted, what kind of benefits you offer, etc. Therefore, it is crucial to generate engaging content that shines a spotlight on the benefits of your company, so job seekers experience a positive interaction even before applying.

Improving Your Employer Branding

Additionally, you can use feedback surveys after interviews or onboarding new hires, so that candidates can leave constructive feedback about their experiences throughout the hiring process. This can provide valuable insights into where improvement is needed in terms of communication or other aspects of the hiring process. These surveys will provide critical information to influence the improvement of your executive hiring process.

Looking for a partner in the hiring process? Contact Kelsey Campion!

Your executive hiring process says a lot about your company culture and values—so make sure it reflects those things in a positive light! Investing time into creating an efficient and respectful hiring process will ensure that your company stands out from others when it comes to recruiting top talent.

Automation tools and employer branding can help streamline processes while simultaneously improving the overall user experience for applicants, as well as help build relationships with potential hires before they even apply. By taking these steps you'll be ensuring that everyone involved in the executive hiring process has an enjoyable experience.

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

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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.

Confidential Search: What are the Benefits and When is It Necessary?

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According to CNBC, 70% of jobs are never published publicly – and a large part of this number comes from jobs filled through a confidential search. When filling any position, there are many things for a hiring manager to consider. The first, and most important decision, should be whether the job needs to be posted publicly or kept confidential throughout the search process. When it comes to conducting a confidential search, there are many factors that make hiring more tedious. Because of this, most companies choose to outsource these roles to recruiting firms experienced in this type of search.

But what is a confidential search? When is it necessary? And why should you look to recruiting firms to conduct them? In this blog, we’re diving into all the instances when a confidential search is important and the benefits of partnering with a trusted recruiter for these types of roles.

What is a Confidential Search?

A confidential search is when a company is seeking to fill a position without advertising or alerting their employees, competitors, and/or clients that the job is open. When choosing between a traditional search and a confidential search, there are a few simple factors that determine which is needed. How you’ll advertise the role, how you’ll source candidates, the urgency of filling the position, and of course, the level of confidentiality desired, all should be considered.

Whether a position is vacant, newly created, or replacing a current employee – conducting a confidential search could be essential. When filling a confidential search, companies can’t carry out typical advertising and job postings online like they usually would. This results in much more time sourcing candidates in a more hands-on and direct way. Even without typical job postings live online, keeping an open position confidential can still be difficult to do for an internal talent acquisition team if not experienced.

Confidential Search Tips

When is a Confidential Search Necessary?

Replacing Executives or Management Positions – Avoiding Leadership Gaps

The most common reason companies choose to conduct a confidential search is when they’re replacing high-level positions in leadership. Based on a recent LinkedIn poll we did with our followers – 70% of hiring managers agreed that they conduct a confidential search when replacing an executive-level role. When planning to replace a current employee, especially one with a high level of responsibility, it’s better if they aren’t tipped off about the change before coverage has been arranged. Ideally, you’ll have a replacement lined up and ready to step in when the time comes, avoiding any gaps in leadership.

In general, the process of filling executive and senior management roles take longer than lower level roles. According to Monster, the average time it takes to fill an entry- to mid-level role is about eight weeks, while a high-level role can take anywhere from six months to a year. This makes it even more important to ensure the position isn’t left empty, when possible.

Exploring New Sectors/Products/Industries

Another common reason hiring managers choose a confidential search is when their company is rolling out a new product line, business model, secondary company, etc. In most cases, it’s important to keep industry competitors in the dark about upcoming expansion news until the public launch date. Posting detailed job openings that obviously allude to new product development, sector expansion, or a first-of-its-kind service, can lead to increased market competition. When looking to launch any type of industry disruption, being first to market is key when filling a need or service gap. No matter the industry, every company has competitors, and you never know who’s keeping a close eye on you as competition.

Experiencing Internal Changes or Reorganization

Companies going through drastic internal changes such as mergers, IPOs, or restructuring may want to keep certain open positions quiet. Often, these situations can be sensitive information when it comes to internal staff. If you have not made the big announcement yet, posting certain job titles may give it away. The last thing a company needs when going through an organizational change is panicked employees – which can often lead to early resignations. In these situations, a confidential search can also ensure you’re not deterring candidates from applying. Outsiders may see these changes as the company being unstable and would result in less of an applicant pool to choose from.

For the same reason, you also don’t want to put off your clients by the amount or type of jobs you have posted online. This can be especially true for executive level roles. Even if a current employee in leadership is retiring and aware of the hiring need, it still might be a good idea to fill their role confidentially to avoid clients questioning internal stability. Many companies also need to consider their competitors in this same situation. If competitors see a time of weakness for your business, they may begin to pose a bigger threat and possibly poach your customer base.

Reducing High Volumes of Unqualified Applicants

When it comes to a globally recognized brand name or commonly sought after company, it’s always better to hire confidentially. This helps avoid receiving an overwhelming number of unqualified applicants to sort through. If a role is going to be highly desired among a large group of candidates, (i.e., a sales executive at a Fortune 500 company) you can expect hundreds or even thousands of applicants. With such a large number of applicants, it’s likely only a small percentage will be fully qualified for the position.

Conducting a confidential search also helps to avoid candidates from adjusting and falsifying experiences and skillsets on their resume before they apply. Unfortunately, this can be a common occurrence and if you’re not familiar with the signs of a candidate exaggerating during interviews, it can lead to a bad hire – meaning the search process has to begin again. When a candidate connects with a recruiter, they are asked to present a resume before they are even sent the job description. This helps ensure you’re getting an accurate representation of the candidates’ authentic experiences.

Confidential Search Benefits

Benefits of Outsourcing a Confidential Search

Stress-Free Process

Overall, partnering with a recruiting firm ensures a stress-free environment for you and your staff. As mentioned, one small mistake can void confidentiality all together in a job search, causing a stressful hiring process for you and your internal hiring team. When using a recruiter who is experienced in confidential search, you can be confident that the position will be filled the right way.

Not to mention, an extra layer of confidentiality can be put into play when recruiters use NDAs in their search process. This is something Blue Signal does with 100% of our candidates. Having candidates sign NDAs before moving forward in the interview process and discussing company information is a great safety net to ensure confidentiality. Signed NDAs hold candidates accountable, so they don’t communicate any details related to the job opportunity with others. Recruiters also can guarantee an exclusive list of candidate outreach, so the info doesn’t get into the wrong hands. This is done by sourcing passive candidates rather than posting detailed job descriptions on online job boards.

Larger Candidate Pool

Because confidential searches are made primarily through passive candidates you can guarantee a much larger candidate pool, but without the added time screening unqualified candidates up front. Passive candidates are people who aren’t necessarily looking for a job change. They are thriving in their current role, which means regular job posts don’t typically reach these top performers. Recruiters can reach out to passive candidates directly and communicate the opportunity on a personal level. Through these one-on-one conversations, they’re able to relay certain aspects and details about the role that may pique their interest in making a move.

Save Time

Overall, facilitating a confidential search requires much more time to source and review talent. Studies have shown that 44% of candidates don’t receive feedback from a potential employer for weeks after applying. Not to mention, tests have found that the average hiring manager looks over a resume for only six to seven seconds. When working with a recruiting firm, especially on a confidential search, they are able to get back to candidates FAST and take the time to review each resume in full detail.

Recruiters also take on the added inconvenience of conducting initial candidate screenings and phone interviews. This allows them to fully vet candidates for your role before their resume even comes across your desk. Not to mention, the candidate will be fully briefed on the confidential aspects of the role and meet with you only after signing an NDA. This then allows you to interview candidates in detail without the stress of exposing sensitive company information.

Continued Recruiter Support

One of the most beneficial reasons to work with a recruiting firm during a confidential search is the overall partnership you receive along the way. Throughout the process, you’ll have the opportunity to gain expert-level advice, learn about best practices, and get questions answered by your recruiter. Once your recruiter identifies a great candidate, your partnership doesn’t end after the candidate’s first day. Recruiters are industry experts, and they are there to act as a partner for you and your company’s goals long-term. A great recruiter will offer support throughout new hire onboarding processes and candidate retention. Furthermore, once your recruiter understands your company’s goals, they can keep you in mind when another ideal candidate comes along in the future.

Conclusion

In the end, a confidential search done in partnership with a best-in-class recruiting firm will protect your team, brand, and drive authentic alignment with your hires. Blue Signal keeps 100% of our searches confidential, regardless of the type of search our clients choose. This helps us better protect the hiring manager’s time, gives us an exclusive candidate pool, and allows access to our own audience – which is wider than theirs on their own.

It’s important to remember, confidential searches can be much more difficult for non-experienced hiring managers. Don’t risk it – a minor slip up can cause a snowball effect and blow confidentiality fast. This is why we always recommend getting help from an experienced recruiting firm for all confidential searches. If you’re ready to partner with an expert or want to learn more about our search processes, reach out to us and we’ll connect you with a recruiter who is specialized in your industry.

Top 20 Interview Questions to Ask a Sales Executive

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Sales roles in particular have some of the highest turnover rates when compared to any other department or industry. Because of this, it’s important to productively utilize your time interviewing, on-boarding, and training a new sales executive. As a hiring manager, it’s crucial you go into each interview as prepared as possible in order to make the best decision.

Asking the right questions during an interview will lead to key insights you’ll need when weighing the options. Information related to the role, company culture, and a candidate’s work ethic are all important to touch on. Use this list of interview questions as your guide next time you’re hiring a sales executive. You may be surprised to see what insights you’re able to gain when you dive deeper than the stale “walk me through your sales experience” type of inquiries.

Sales Executive Interview Guide

Personality & Relationship Skills:

1. What’s your favorite part of a sales job/process? Least favorite?

This response will offer key insight when fitting candidates to your exact sales role. For example, if the role you’re looking to fill is 60% cold calling/prospecting and the candidate replies with this being their least favorite – the role most likely isn’t a fit. Often, sales executives will shy away from admitting something they don’t enjoy in fear of not coming across as a team player. There are multiple ways to frame this ask if you don’t think you’re getting a straightforward answer from a candidate. Asking “In your last position, how much time did you spend cultivating customer relationships versus hunting for new clients? Did you enjoy that?” often does the trick.

2. If you asked your manager what your biggest strength and weakness is, what would they say?

Asking sales executives about their strengths and weaknesses may seem like a basic interview task but it’s common for a reason. Framing this from the perspective of their current or previous manager will give you even more insight to their past experiences. This will also shed light on the candidate’s confidence level in those roles. Often, sales executives will dodge the weakness aspect of the question. Don’t take “none” for an answer and try to uncover how they are at “selling” themselves, and how they are at critical thinking/problem-solving.

3. Given these three terms: promotion, money, and recognition; put them in their order of importance.

This question will give insight into what a sales executive values in both their career and in life. As a follow up question, ask them to explain what each of those terms look like to them. Their answers will explain what they’ll be motivated most by and what they’ll use as a benchmark for success. Be sure to leverage the answer if you end up managing them, and you’ll already be ahead of the game.

4. If you had no obstacles and could start your dream job tomorrow, what would that role look like?

This more creative way of asking the tired “Where do you see yourself in 5 years?” question will keep an interviewee on their toes. It still allows you to break down their short-term and long-term goals, but also sidesteps the possibility of a candidate providing a manufactured answer. Oftentimes, the 5-year question usually prompts a response that the candidate thinks you want to hear.

Regardless, planning for the future of any employee you decide to hire is important. Thinking in terms of the future benefits not only the sales executive, but the manager and company as a whole as well. When forecasting team strategy, you’ll need to know your sales executives are here for the long haul. To help avoid even higher turnover rates, asking this question weeds out the candidates who aren’t truly passionate about the position, and helps you determine whether or not you’d be able to offer them their dream job, either now or in the future.

5. Tell me about a time when you collaborated with other sales team members and those outside of the sales team.

This answer will be key when deciding if they’re a team player or a lone ranger in the field. If one or the other is important to the role, the response can be extremely useful. In most sales roles, relationship building and collaboration skills are essential, so don’t be shy with follow up questions if you need more information! Asking “What impact were you able to make or what goals did you achieve?” can lead to further insights. Again, this will depend on the exact position the interview is related to. If the role will have a high amount of internal collaboration with a team – focus on that, and vice versa.

Ideal Work Environment Insights:

6. What type of work environment do you thrive in?

This question and answer often gets overlooked but can be one of the most detrimental if discovered post-hire. In order for a sales executive to thrive in any position, the environment and culture around them needs to be a fit. Take the candidate’s response and compare their preference to the environment they will be in at your company. Does it seem like a match? If you don’t value the same things here, turnover can be expected and moving forward with the hiring process wouldn’t make sense.

Another thing to consider is that all 2022 hiring trends point to the remote and hybrid workforce continuing to grow. Experts predict that by 2025, roughly 36.2 million employees in the US will work remotely. If the role you’re hiring for permits, be sure to ask candidates key questions surrounding their remote working experience. Ask if they thrive most in a remote, hybrid, or in-office work setting. From there, you should be able to gauge if they require consistent team interaction to succeed, or if they are sufficient working independently majority of the time.

7. Have you ever had a manager you didn’t like? Why?

Management styles can alter the success of a hire in the same way as a work environment. Dive deep into the candidate’s ideal management style and compare it to your own. Can you see yourself working closely with this candidate? Do they seem eager to learn from you and willing to take direction? These are all good follow-up questions to ask yourself after reflecting on their answer.

Also, be sure to note how they portrayed their past experiences. Did they bad-mouth their previous manager, or did they offer facts and expand on the lesson they learned from their experience? Venting and talking negatively about a past role or leader can be a sign of arrogance and lead to a toxic relationship down the road.

8. Which sales metrics do you pay attention to and why?

In sales, personal drive is essential. Asking what metrics they specifically look at when determining success for themselves will give great insight into how they operate. Are they motivated by the same things you use to track success and promotions? If not, it may be hard for the sales executive to feel fulfilled and experience growth in the role.

Ability to Remain Resilient:

9. What do you do to regroup and recover when you have a bad day? Bad week? Bad month?

Sales requires a lot of resilience and the ability to deal with rejection frequently. Asking if sales executives have an established coping mechanism will be telling in how dedicated they are to succeeding in their role. You’ll also be able to reflect on how much experience they’re bringing to the table. This is especially important if the role you’re hiring for will require a lot of cold-calling. Have the sales executive provide personal examples of this experience, which will shed light on how they’ve succeeded in previous roles.

10. How do you motivate yourself?

Along with overcoming rejection, sales roles typically require a good amount of self-motivation. Similar to the previous question, asking how a candidate motivates themselves will highlight their work ethic. An ideal sales executive will have a detailed answer based on past experiences.

11. Describe a time when you had a difficult prospect but were able to persevere and win the sale.

Ideally, the last two questions will lead into a version of this question naturally - but if not, it’s a good one to follow up with. Don’t be afraid to ask for specifics! Some sales executives are pros at misdirection. Candidates who give vague, wordy answers should be a red flag. By asking for a specific time when candidates managed a difficult prospect, and how the situation played out, you’ll be able to gather the details you need to trust their skills. An ideal sales executive will offer insight on lessons they learned and will be able to explain how they applied that knowledge to future situations – preferably without having to be asked. This highlights strong customer service and interpersonal skills that are essential in any good sales executive.

Sales Executive Expertise & Other Skills:

12. Explain the steps you take from the beginning of the sales process to the end.

Look for detailed answers here that point to their confidence and industry expertise. See which tasks will be similar to the role you’re hiring for. Make note of what will need to be retrained and what will be a breeze for them to pick up when it comes to transitioning into your company’s processes.

13. Pitch me our company’s product/service.

This question is a spin on the classic “sell me something” concept and shows how much knowledge the candidate already has. The biggest underlying insight you’ll gain from this question is the amount of research they did to prepare for this interview with your company. A sales executive with a firm understanding of what the company does and the products and services they provide will ultimately be a dedicated addition to the team. Those who did their homework should be noted, as it directly reflects one’s work ethic and initiative.

14. What’s your proudest sales accomplishment?

This question leads to insights into the candidate’s skill level, confidence, and how large or small of sales they are used to closing. This will also point to their passion for the industry. From their response, you should be able to tell what gets them excited about sales.

15. Have you used CRM software before? If so, which one and how advanced are your skills?

This may seem like a basic, technical question but it allows for major bonus points if the candidate will be able to breeze through learning software during training. Even if the candidate hasn’t worked hands-on with the exact software you use, you can ask them if they’re familiar or have heard of it as follow-up questions. Even a little bit of familiarity and knowledge is better than starting from scratch!

16. How do you stay knowledgeable about your target audience?

A dedicated and passionate sales executive will take the initiative to stay up to date on their industry’s trends and updates. Ask what specific resources they leverage or how often they review industry news. Watch for vague answers here, this is one candidates may try to talk themselves into a circle about if they don’t have a solid answer. Bonus points if they can tell you a bit of recent news they’ve heard with specifics on how they are planning to implement it into their process.

Company Culture Fit:

17. Why did you apply for this position?

This question is a great way to uncover why they’re looking to leave or why they left their current role. Be sure to take notes on how they talk about their previous or current company. As mentioned earlier, bad-mouthing of any kind should be a red flag. This question will also give insights into what drew them to your company specifically. If the vision that was portrayed to the candidate doesn’t fit what you want it to, this then gives you insight on how to better market yourself as an employer.

18. Are you ready to jump on a sales call right now?

In other words, this question asks, “Did you do any research on our company and product offerings?” This will show either a strong work ethic and desire for the role, or a lack of ambition. If you like the answer you receive, another great follow-up could be “If you were to start the job tomorrow, what would you be doing tonight to prepare?” Again, this will shine a light on their motivation and drive to succeed in this role.

19. Why do you want to work here/sell our product/service?

It’s no secret that an employee who is passionate and invested in the company they’re working for will out preform those who aren’t. Gallup's report on employee engagement shows that companies with a highly engaged workforce have 21% higher profitability. This question allows sales executives to open up about what they find intriguing about the role and overall company. Play close attention to see if any buzzwords from your company’s core values show up in their response. Finding candidates that have similar values to what your company is striving for is an excellent bonus.

20. How do you think our company can improve?

Loyalty plays a big role in employee retention. If you can decide which candidates already have initial loyalty to your brand, that’s a big plus! By asking what the company can do to improve, you’re really asking “How much do you care about the company succeeding?” This is a good question to watch for some common red flags as well. Often, you’ll be able to notice if the candidate is the type to tell you what you want to hear, or if they are critical thinkers. Those that answer honestly and critically are more likely to work through challenges to help better the company.

Conclusion:

Ultimately, not all sales roles are created equal. Leverage these interview questions as an outline but be sure to adjust to fit each role’s specific needs. While it’s very important to prepare and have a roadmap for leading the interview, don’t be afraid to get creative and be ready to pivot with follow-up questions based on candidate’s answers.

Once you’ve ran through all the questions you prepared, a great way to wrap up the interview process is by opening up the floor to them to ask you questions. Sales executives who ask questions show they are inquisitive about the role and company culture – which means they are trying to picture themselves there. Declining to ask any further questions is a tell that they may have bad communication skills and may be afraid to ask for what they want – not a skill you want in a strong sales executive. In this sense, be prepared to answer some questions of your own! 67% of employed Americans say that job interviews influence their decision to accept a job – so be sure to portray your enthusiasm for the role, company, product, and/or service offered. LinkedIn reported that the most important considerations in accepting new jobs are compensation (49%), professional development (33%), and better work/life balance (29%). Make it a point to touch on these key points to get sales executives excited about joining the team.

When preparing for the undertaking of hiring new staff, remember that Blue Signal can help alleviate the stress. As experts in the hiring process, our recruiters can help not only coach you through the interviews, but help with sourcing candidates, scheduling interviews, negotiating hiring terms, and so much more. Contact us today to get matched with a specialist in your industry!

4 Ways to Support Employee Mental Health Outside the Office

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Mental health has become increasingly important, both inside and outside of the workplace. Along with employee satisfaction, mental health can impact your team’s performance and if not taken care of, can lead to burnout, stress, and turnover. As evidenced by the ‘Great Resignation’ of 2021, people are more willing than ever to quit their jobs to find companies that support their needs. Along with ensuring your employees are taken care of during the workday, you should also take steps to support their mental health outside of the office. This can not only boost your team’s overall satisfaction and engagement with your company, but it can also result in increased productivity and retention. Here are a few ways you can show your support.

Employee Mental Health Outside the Office

Promote a Healthy Work-Life Balance

An important part of fostering strong mental health outside of the office is allowing your employees enough time to enjoy themselves aside from work tasks. According to a recent report from Mental Health America, 9 in 10 employees say their workplace stress affects their mental health. Making sure a healthy work-life balance is part of your company’s values can help create a positive team culture and ensure your employees aren’t letting their work responsibilities overwhelm their personal lives.

A simple way to do this is by offering flexible schedules and allowing employees to choose their own hours – in moderation of course. This practice has become increasingly popular and common after many companies went remote due to the COVID-19 pandemic. Although this may seem like a small change, it can make a big difference on your team’s mental health and wellbeing. Especially if much of your work is self-motivated, this flexibility allows your team to work when they’re most productive, giving them the ability to focus on their personal needs and mental health throughout the day. For instance, some employees may want to work earlier in the day so they can pick up their kids from school, while others may want to work later to account for morning exercise. While it may seem scary to loosen the reins, you can always set a few guidelines. Setting parameters such as designated working periods and regular mandatory meeting times can establish more consistency.

Along with offering flexible schedules, it’s important to encourage employees to use their vacation time. Beyond that, make sure they aren’t contacted about work during their time off. Allowing your team to truly unplug and relax during their well-deserved vacation days will ensure they have enough time to focus on their personal needs without having to worry about work.

Additionally, allowing employees to flex their working hours for appointments and other responsibilities is another valuable practice that can improve their mental health. Letting your employees make up the missed time for menial tasks rather than using their paid time off can reduce scheduling stress and allow them to make better use of their vacation time. Overall, promoting a strong work-life balance can give your employees more time to focus on their mental health and personal needs. This can also help attract new employees as this is an important benefit that many job seekers value when researching companies.

Offer Financial Education

Another way to support your team’s mental health outside of the workplace is offering financial education. Finances can be a major cause of anxiety with 73% of Americans ranking finances as the number one cause of stress in their lives. Although this hardship may not be directly related to work, it can negatively impact your team’s focus and productivity – especially if they’re in debt. Giving your employees the resources they need to educate themselves and relieve their financial stress can help them feel more secure, resulting in improved mental health.

Although your company may offer financial benefits, your employees may not know how to effectively utilize them. Both younger and older employees have differing financial challenges to face, such as student loan debt, mortgage payments, saving for retirement, and more. By improving your team’s financial literacy, you can help them use their paychecks to the fullest and create a better quality of life for themselves. Providing resources on advanced financial practices like how to get a home equity loan to pay off high-interest debt or how to earn passive income through real estate investing can give your employees more stability and confidence with their money, allowing them to relieve stress. You can educate your employees through many outlets, like paying for an online course, providing reading materials, or inviting a guest speaker to discuss more specific financial topics your team may be interested in. No matter what format you choose, offering financial education resources can show your employees you value their wellbeing outside of work.

Provide Mental Health Resources

According to a Harvard Business Review study, 76% of employees reported at least one symptom of a mental health condition in the past year. Mental health conditions can take many forms and can vary from person to person, making it difficult for leadership and coworkers to determine effective ways to help. Some employees may not feel comfortable talking about these issues in the workplace, which is why it’s important to provide mental health resources that your team can access on their own and at their own convenience.

One popular way to do this is through an employee assistance program (EAP), which is an employee benefit program that assists your team with personal or work related problems. This program is free for your employees to use so they don’t have to worry about a financial burden. It also provides confidential support that your employees may feel more comfortable using. An EAP offers access to counselors and other mental health professionals along with additional resources employees can use to support their mental health and wellbeing. Even if you don’t use an EAP, providing mental health resources through online sources and other outlets can help your employees take care of themselves.

Encourage Physical Wellness

Mental and physical health often go hand in hand, as exercise has been proven to boost your mood by reducing symptoms of anxiety and depression. Along with other wellness initiatives, encouraging your employees to take care of their physical health is a great way to support their mental health. Especially as people spend more time at home due to the pandemic, there’s been an increased focus on staying active and healthy in these unique conditions.

However, certain fitness subscriptions can be pricey, and some employees may struggle to afford equipment needed to workout, which can prevent them from nurturing their physical and mental health. Giving your employees the tools they need to take care of themselves can show your appreciation and support for them outside of the office. This could be sponsoring a gym membership, paying for fitness classes, or offering a fitness stipend your employees can use for related expenses if your company is remote. No matter what you choose, your team will appreciate your effort to increase their quality of life.

An increased focus on employee mental health outside of the office may be just what your company needs to secure top talent in a competitive market. These practices can not only help your current employees feel valued and appreciated, but they can also help attract new candidates. Making sure you support your team’s mental health will set you up for long-term success and ensure your employees are taken care of.

Top 5 Hiring Trends in 2022

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Looking back on 2021 hiring trends, the hiring industry has learned a lot about how to pivot and excel in an ever-changing job market. As we’ve already started to see the many differences we’ll navigate in 2022, some hiring trends will remain the same. The war for talent is still prevalent and the candidate-driven job market persists. Remote work is not going anywhere, but even so has seen subtle differences today compared to hiring trends a year ago – along with new sets of trends beginning to emerge. Beyond acknowledging these trends as they occur, it’s important for businesses large and small to innovate and properly prepare for success. Offering candidates benefits they care about, hybrid work, DEI initiatives, upskilling, and automating processes are all covered in this overview of 2022’s hiring trends.

2022 Hiring Trends

1. Candidates Want More Than a Paycheck

No different than 2021, candidates still have the power in the job market as we navigate through the war for talent. In 2022, experts don’t see this hiring trend shifting which means employers must remain flexible in their offerings and be open to what candidates are actually seeking. Simple benefits like sign-on bonuses just aren’t cutting it anymore. Companies need to get creative and adapt to their candidates’ desires in order to stay ahead of the evident competition. By breaking down non-negotiables such as the ability to work remotely, it tells candidates you are open to being flexible and ultimately want the best for them. Overall, candidates are looking to be treated as human beings – and not just a small cog in a big machine.

Another crucial way to grab the attention of candidates is to ensure there’s updated company branding available for them to learn more about you. Today’s generation of professionals are looking to be a part of a company long-term. To do so, employees need to feel valued, important, and cared for, both at work and in their personal lives. Of course, hiring managers are able to elaborate on values and what sets their company apart in the interview process; but first - they need candidates to apply. Job seekers are looking online for evidence about why a company has potential before they even start the application process. By making this informational hunt easier for them to navigate, you’ll be a step ahead of the competition. Studies have shown that 52% of candidates rely on the information from a company’s website and social media to learn about the employer. Don’t overlook what a critical investment employer branding can be.

2. Remote/Hybrid Work is Here to Stay

Brought on in 2020 by the global pandemic, we’ve seen a spike in remote work. Studies show that 62% of workers aged 22 to 65 claim to work remotely at least occasionally. 2022 hiring trends all point to a continued increase in this area, with a particular focus on the availability of more hybrid working opportunities. Hybrid working conditions are trending to be the top ask among job seekers in this market. Every employee’s situation is different and in today’s candidate-driven market, companies need to provide options for how they work. Be prepared for candidates to negotiate a flexible schedule such as remote, hybrid, or a split shift.

These offers don’t just benefit the employee side, but also benefit the overall well-being of the company. Studies found that remote workers are more productive than in-office staff. Not to mention, remote working opportunities mean that companies can hire from a more diverse pool of talent. Another key factor that plays into these benefits is employee retention. When good candidates are becoming far and few between these days, retention is everything. Harvard Business Review found that remote workers were more likely to stay working for a business longer than colleagues who worked in-office. Overall, it’s important to be flexible and open-minded to what potential employees are asking for. Some people will prefer the office, some people will want to work at home, and others will need a mix of both. The best companies will cater to this hiring trend.

Remote vs. Hybrid Workers

3. DEI Initiatives Now a Must-Have

As the candidate pool shifts to a younger and more socially aware workforce, they are emphasizing diversity, equity, and inclusion (DEI) initiatives when searching for jobs. As we’ve seen an increase in progressive movements towards diversity in the workplace in the past couple years, it’s now become a requirement rather than a nice-to-have. Hiring trends state that in the coming year, businesses need to deliver on these big promises. Candidates are looking at actions rather than words. In 2022, companies will continue to focus on these initiatives, and we’ll see an increase in leadership roles created around diversity and inclusion such as “Chief Diversity Officer” and “Head of DEI.”

Along with the obvious social responsibility that companies should be supporting, DEI plays a critical role in productivity and retention in the workplace. Studies have found that companies in the top quartile for racial and ethnic diversity are 35% more likely (and those in the top quartile for gender diversity are 15% more likely) to have higher financial returns. Hiring trends have also proven that 35% of an employee’s emotional investment in their work, and 20% of their desire to stay at their organization, is linked to feelings of inclusion. Overall, an equitable and inclusive workplace will attract and retain a happier and more diverse workforce, creating success in every aspect of the business.

Wondering where to start? When strategizing DEI initiatives you can implement, start by setting up a diverse hiring team. This helps companies expand their workforce with individuals that bring unique ideas and experiences to the table.

4. Close the Skill Gap; Invest in Existing Employees

Today’s hiring market can be misleading when viewed at the surface level. Hiring trends state that 87% of employers are struggling to fill positions as a result of the skills gap, despite a high degree of unemployment. For companies who are looking to grow and expand market share, this may seem like a dead end. The solution? Promote and invest in education internally. All hiring trends, both current and predicted, lead to an emphasis on candidate’s skillsets rather than years of experience. Top skills being sought out focus on digital talents. Software development, data analytics, digital marketing, cloud computing, problem-solving, and project and change management are among these targeted skills.

By turning the attention to existing employees who are on the cusp of qualifying for a more technically advanced or higher responsibility role, employers avoid the stress of hiring during today’s climate. To be a successful business, we know retention is key. Offering skill advancement opportunities such as trainings and education programs takes retention a step further by saving both time and money. Statistics show that it costs more and takes longer to recruit and train new employees than upskilling current ones. SHRM reports that the average cost per hire in the U.S. is around $4,000, and that it can take an average of about 42 days to fill a position.

It’s hiring trends like these that are encouraging companies to focus internally. Surveys found that 84% of companies are increasing investment in reskilling programs. Amazon for example, recently announced that they were going to upskill 100,000 people in the near future. Above retention advantages, these opportunities promote employee satisfaction, loyalty, and employer branding all at once.

5. Advanced Technology and Automated Practices

As the digital world continues to take over and become more applicable to businesses, automation and AI will continue to be the most utilized hiring trend in 2022. With the new, younger generation set to take over a majority of the workforce, digitally advanced technology becomes critical. For smaller companies in particular, this will be essential in breaking out to compete with bigger businesses who have already been implementing advanced processes.

As we saw remote and hybrid work flourish, companies have since turned to AI technology to build out more automated processes and ways to streamline and communicate. 2022 hiring trends say that automation will go beyond HR and see advancement in all aspects of a business. This will go hand-in-hand with machine learning technology, resulting in an increased need for candidates with this unique skillset.

Taking all these hiring trends into consideration alongside the rapidly evolving and advancing job market; more companies are turning to recruiters and search firms. Navigating a new hiring market can feel like a full-time job in itself. That’s why there’s specialized recruiters in every industry space. Recruiters can help your company learn new hiring skills for this evolving world of work, expanding beyond being a personable employer and a good company. At Blue Signal, all our recruiters specialize in developing personal branding, adapting to industry changes, and offering insights to business leaders in their niche. Gaining insight on how to effectively work, interview, hire, manage, and communicate remotely can help you be the best hiring manager possible throughout today’s hiring trends. No matter the challenge you face, Blue Signal can help.

5 Reasons to Continue Your Job Search During the Holidays

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

Job Search

1. Employers Are Hiring

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

2. Less Competition During the Holidays

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

3. Exceptional Networking Opportunities

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

4. Seasonal and Part-time Roles Could Become Permanent

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

5. Gain an Edge on New Year Job Seekers

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

DO Continue Your Job Search During the Holidays

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

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

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8 Questions Successful Managers Ask Before the End of the Year

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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

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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

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

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.

Blue Signal Core Values