Monday Market Share: Wireless & Mobile Communications

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In the latest installment of our Monday Market Share series, join us as we take a closer look at the evolving landscape of the wireless and mobile communications job market. This month, we have the privilege of featuring insights from Bryan O'Connor, Sr. Director of Recruiting, who possesses a profound grasp of this rapidly evolving industry. Let’s explore the latest trends, identify growth sectors, and examine how emerging technologies are reshaping job opportunities in the realm of wireless and mobile communications.

In this interview, Bryan answers key questions about the wireless and mobile communications job sector using his extensive expertise:

  • What is the current state of the wireless and mobile communications job market?
  • Which sectors are growing the fastest, and what roles are in high demand within these sectors?
  • What emerging technologies are currently shaping the wireless and mobile communications industry?

Read on to hear his responses or click on the video below!

What is the current state of the wireless and mobile communications job market? Are there any notable trends or developments in the industry that are affecting hiring?

“One of the things we've seen this year is the Carriers notably slowing down their spending in the wireless space. This trend has led to a shift in funding models, particularly in areas like in-building DAS (Distributed Antenna Systems). We've seen a move towards more venue owner-funded models instead of the traditional carrier-funded model. And many of our clients have pivoted to sell directly to the building owners instead of relying on the Carriers.

Additionally, we’ve seen many traditional wireless DAS integrators begin to modify their business models They are not only deploying and integrating systems but are also taking on the responsibility of owning and maintaining these systems after installation. This shift has been interesting to watch, and I think we'll see the Carriers start spending again in the new year.”

Within the industry, which sectors are currently growing the fastest, and which roles are in high demand within these sectors?

“The areas that are going fastest now seem to be focused on private networks, CBRS, and the push to roll out 5G more and more. Fixed Wireless Access really took off last year and has continued to expand considerably. However, the biggest hot spot I've seen this year is fiber, fiber-to-the-home (FTTH), and broadband expansion roles. This includes roles such as outside point fiber engineers, and those specializing in fiber engineering, and construction project management. Currently, leadership roles in outside plant and fiber deployment are among the most in-demand positions in the industry.”

What emerging technologies are currently shaping the industry and how are they influencing job opportunities and skill requirements within the sector?

“5G fixed wireless access really started expanding heavily last year and the growth has continued throughout this year. It doesn't seem to be slowing down currently, and if anything, it's going to continue to expand.

The other big move is the rise of various AI tools and systems, and there's going to be a loT of AI integrations with various IoT and edge network platforms that will use machine learning to analyze and optimize things like network connectivity, performance, and cybersecurity.

Moreover, there's going to be a heavy demand due to increased fiber infrastructure for data centers escalating as 'hyperscalers’ that are ramping up their use of AI technologies. This expansion is going to require enhanced computing capabilities, resulting in a greater need for fiber connectivity to support the bandwidth requirements of large data centers. I think we'll see a surge in jobs created for those that have hone their skills in AI and machine learning.”

Learn more about our Artificial Intelligence (AI) recruiting practice!

Recommended Read: AI's Influence in Wireless Communications

For a deeper dive into how AI is driving the demand for fiber, Bryan suggests checking out this insightful article on Fierce Telecom. It sheds light on current trends and future projections in the telecom industry, underscoring the growing intersection between AI and telecommunications infrastructure.

Read the article here!

Conclusion

In conclusion, the wireless and mobile communications industry is witnessing a swift evolution, marked by changes in funding models, sector growth, and new technologies. Bryan O'Connor's insights offer crucial guidance for maneuvering through this dynamic job market. At Blue Signal, our dedicated focus on these industry shifts ensures we provide top-tier recruitment solutions, particularly in wireless and telecom recruiting.

Discover how our expert team can support your hiring endeavors and contribute to your success in the fast-paced mobile communications sector. Reach out to us today to learn more about our services and how we can address your specific hiring needs.

Learn more about our Wireless & Telecom recruiting practice!

About Bryan O’Connor

Meet Bryan O'Connor, your go-to recruiting expert in the wireless and mobile communications sector. With his sharp insight into industry trends and a thorough grasp of the technological advancements reshaping the job market, Bryan excels at matching talented professionals with their ideal positions in this dynamic field. If you're seeking to fill roles with top-tier talent in this rapidly evolving industry, don't hesitate to reach out to Bryan. He's ready to assist with your hiring needs and help you navigate the unique challenges of the wireless and mobile communications job market

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Mastering the Art of Candidate Nurturing: A Strategic Approach to Communication

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Recruitment is a dynamic journey, and there’s a key message that packs a punch: “Please keep candidates warm”. This phrase, essential in the framework of candidate nurturing, encompasses a spectrum of strategic communications, all aimed at fostering a warm, respectful, and engaging candidate experience. It represents a meticulous cultivation of relationships, where each interaction is infused with care, clarity, and a genuine demonstration of value towards the candidates. However, this directive also reveals the intricate web of challenges, dependencies, and variables that frequently intertwine in the pathways of effective candidate nurturing, especially those linked with the decision-making processes of hiring managers.

In this article, we will navigate through the multifaceted domains of candidate nurturing. We aim to unveil strategies, nuances, and best practices that amplify the warmth, responsiveness, and effectiveness of communications within the recruitment process. By deeply exploring the experiences and expectations of both candidates and recruiters, we strive to uncover insights that can foster a more enriched, candidate-centric approach to nurturing engagements and communications.

Dive Deeper into Blue Signal’s Recruiting Process

The Candidate’s Perspective: Navigating the Landscape of Communication

Encountering Varied Environments

Candidates embark on their recruitment journey with a mixture of hope and uncertainty. They often find themselves navigating through fluctuating environments where communication can vary from being warm and reassuring to cold and distant. The directive to "keep them warm" is a significant aspect of candidate nurturing, but its implementation can be inconsistent. This leads to candidates feeling uncertain and undervalued at times. Candidates often grapple with these inconsistencies, seeking clarity, reassurance, and a sense of progress in their recruitment journey.

Seeking a Nurturing Environment

Candidates yearn for an environment where they feel nurtured, valued, and respected, a critical aspect underscored by Forbes, which emphasizes the profound influence of a positive candidate experience on an organization's reputation and success. In the recruitment process, clear, timely, and genuine communication is sought after by candidates, reflecting the organization's true values and strategic approach to building meaningful connections with potential talents. However, the reality can sometimes be challenging, with candidates often left in the shadows, waiting for updates and yearning for more engagement from recruiters. Enhancing the candidate experience, as suggested by Forbes, is not merely a courtesy but a pivotal strategy in bolstering the organization's brand, ensuring that candidates feel valued and respected throughout their recruitment journey.

Adaptability in the Process

Adaptability becomes a crucial trait for candidates as they navigate the varied landscapes of the recruitment process. They often find themselves adjusting to different communication styles, managing expectations, and staying resilient despite uncertainties and delays. This adaptability, while essential, can also be taxing, as candidates strive to maintain enthusiasm, engagement, and a positive outlook despite the challenges encountered. Their journey becomes a testament to their resilience, patience, and persistent pursuit of opportunities despite the hurdles in the nurturing process.

The Recruiter’s Perspective: Steering the Course of Nurturing

Guiding the Path of Engagement

Recruiters stand at the helm of the candidate nurturing process, steering the ship through the often-turbulent waters of recruitment. Their role is multifaceted, involving the careful orchestration of communication flows, empathetic engagement, and strategic guidance. Insights, such as those shared by JXE, reveal what recruiters wish candidates knew, offering valuable perspectives that can enhance mutual understanding, communication, and the overall effectiveness of the recruitment process. Armed with these insights, recruiters are better equipped to shape the candidate’s journey, ensuring that it is marked by warmth, respect, and a sense of value. Such a nuanced approach facilitates a more enriched and supportive candidate experience, fostering a nurturing environment where candidates feel valued and understood.

Balancing Expectations and Timelines

Recruiters perform a delicate balancing act. They are tasked with harmonizing the expectations and timelines of hiring managers with the needs and aspirations of candidates. This involves navigating a puzzle of priorities, schedules, and demands, striving to create a synchronized and harmonious recruitment process. Recruiters grapple with these complexities, aiming to foster a nurturing atmosphere where communications flourish, expectations are managed, and the recruitment journey unfolds with precision and clarity. This is especially important because, as discussed in our blog on the executive recruitment process, the way recruiters manage the process directly reflects the organization's values and culture, emphasizing the importance of an efficient and respectful approach in demonstrating value toward candidates.

Collaborating for Success

Collaboration emerges as a cornerstone in the recruiter’s strategy for candidate nurturing. It involves building bridges between hiring managers and candidates, facilitating a flow of information and understanding that enhances the recruitment process. Through collaborative efforts, recruiters aim to craft a cohesive and effective nurturing strategy. This synergy enables a more streamlined and responsive recruitment process, where decisions are made timely, communications are enriched, and candidates are kept warmly engaged.

Strategies for Nurturing a Flourishing Recruitment Process

Implementing Best Practices

Implementing best practices is fundamental in enhancing the candidate nurturing process. Strategies should be continuously refined to ensure they align with candidate needs and expectations, fostering an environment of respect, clarity, and mutual understanding. By doing so, the recruitment process becomes more engaging, effective, and candidate-centric, promoting positive experiences and outcomes.

Ensuring Responsiveness

Responsiveness is a crucial aspect of candidate nurturing. It involves maintaining a consistent flow of communication, providing timely feedback, and minimizing uncertainties. Hunt Club offers practical examples of how to craft effective communication, such as sample emails, that can help in keeping candidates warm and engaged. Utilizing such resources can enhance the quality of communication, making candidates feel valued and respected, and improving their overall experience during the recruitment process.

Leveraging Technology

Technology plays a significant role in optimizing the candidate nurturing process. Utilizing innovative tools and platforms can enhance communication strategies, improve efficiency, and facilitate more engaging and interactive candidate experiences. Technology can help streamline various aspects of the recruitment process, making it more accessible, convenient, and user-friendly for candidates.

Continuous Improvement and Optimization

Continuous improvement is essential for the success of candidate nurturing strategies. It involves evaluating the effectiveness of current practices, gathering feedback, and making necessary adjustments to improve and optimize the recruitment process. This approach ensures that candidate nurturing strategies remain relevant, effective, and aligned with evolving recruitment trends and candidate expectations.

Building Strong Relationships

Building and maintaining strong relationships with candidates is at the heart of candidate nurturing. It involves creating meaningful interactions, demonstrating genuine interest and care, and fostering a sense of trust and reliability. Strong relationships enhance the candidate’s connection with the organization, promoting a more engaging and positive recruitment experience.

Conclusion

The directive to "keep them warm" stands as a pivotal guideline in the intricate framework of candidate nurturing. It encapsulates the essence of strategic communication, the flow of empathetic engagement, and the coordination of proactive and nurturing interactions. Through a thorough exploration of this directive from diverse perspectives, we can construct refined strategies of candidate nurturing that resonate with warmth, effectiveness, and alignment with candidate expectations, experiences, and recruitment triumphs. This comprehensive approach allows us to navigate the complexities of recruitment, fostering an environment where both candidates and recruiters can thrive in a harmonized and successful process.

The Job Counteroffer Dilemma: 10 Reasons to Think Twice

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In today's competitive job market, job counteroffers have become increasingly common. Whether you're a job seeker actively looking for new opportunities or an employed professional considering a career move, it's crucial to recognize the significance of making informed decisions during these critical transitions. At Blue Signal, our recruiting firm's expertise lies in helping professionals like you navigate these complexities, and in this blog, we'll explore 10 reasons to think twice about your next career move.

The Allure of Job Counteroffers

First and foremost, the allure of a job counteroffer is undeniable. It often includes enticing components such as a salary increase, improved benefits, and sometimes even promises of a brighter future within the company. Forbes insightfully describes the dynamics of career transitions as a 'push' and a 'pull.' The 'push' signifies the dissatisfaction or unmet goals in one's present role, while the 'pull' is the allure of something new. Job counteroffers embody this 'pull,' offering attractive incentives like salary hikes and a brighter professional future. These offers are strategically designed to make you reconsider your decision to leave your current employer. While the immediate gratification of a counteroffer may be appealing, it's essential to take a closer look at the potential long-term consequences.

As you navigate the intricacies of job counteroffers, another challenge might present itself: managing multiple job offers. While it's a testament to your skills and qualifications, making the right choice among several offers can be daunting. To aid in this process, our partners at Resume and Career Services have crafted a comprehensive video guide on the art of handling multiple job offers.

"Job Counteroffers: 10 Things to consider" displayed over a list of 10 reasons on top of an image of a man pondering sticky noted options on a glass.

Reason 1: Lack of Trust

To begin with, one of the primary reasons to think twice before accepting a counteroffer is the potential erosion of trust. When you receive a counteroffer only after announcing your intention to leave, it raises questions about your employer's true appreciation and commitment to your professional growth. Accepting such an offer may lead to lingering doubts about your value within the organization.

Reason 2: Temporary Incentives

Additionally, temporary incentives, such as a short-term salary bump or a bonus, may seem attractive at first glance. They can provide immediate financial relief and tempt you to stay with your current employer. However, it's essential to recognize that these incentives often fail to address the underlying issues that prompted your job search in the first place. Accepting a counteroffer for these temporary perks might not lead to long-term job satisfaction.

Reason 3: Stagnation

Furthermore, stagnation is another critical factor to consider when evaluating a job counteroffer. It may limit your exposure to broader experiences and stunt your long-term career growth. You may find yourself stuck in a position that no longer challenges or fulfills you, ultimately hindering your professional development.

Reason 4: Company Loyalty

Moving forward, balancing company loyalty with your career goals is a delicate act. While loyalty to your current employer is admirable, it's essential to evaluate whether staying with your current employer aligns with your professional aspirations in the long run. Accepting a counteroffer solely out of loyalty may hinder your progress toward your broader career objectives.

Reason 5: Future Promotions

Additionally, your decision regarding a counteroffer can significantly impact your prospects for future promotions. Employers might question your commitment and dedication if they perceive that you were willing to leave. This perception can affect your advancement within the company and limit your access to more significant opportunities.

Reason 6: Cultural Fit

Moving on, when contemplating a job counteroffer, assessing cultural fit becomes paramount. Company culture and values profoundly impact your job satisfaction. A counteroffer may not address any misalignment between your values and those of your current employer. This misalignment could lead to ongoing dissatisfaction and discomfort in your role.

Reason 7: Burnout

Furthermore, accepting a counteroffer might not resolve the root causes of your job dissatisfaction. The underlying issues that prompted your initial job search could continue to affect your well-being and job performance, potentially leading to burnout in the long term. It's worth noting that burnout is a significant reason many employees decide to leave their positions. For a deeper dive into understanding burnout and its implications, check out our previous article on why employees quit.

Reason 8: Professional Relationships

Next, your choice regarding a counteroffer can influence your professional relationships and team dynamics within the workplace. Colleagues and superiors may perceive your decision differently, affecting the dynamics you've built over time. Managing these professional relationships effectively is essential to maintaining a positive work environment.

Reason 9: Market Value

Shifting gears, understanding your market value is crucial. Counteroffers may not always reflect your true worth in the job market. While your current employer may match or exceed external offers, it's essential to consider whether the counteroffer aligns with industry standards and your long-term career goals.

A closer look at people managers' counter offer concerns statistics over an image of a woman being interviewed by a panel

Furthermore, it's worth noting that while some people managers occasionally use counteroffers as a retention tool, there are reservations surrounding this approach according to research from the Society for Human Resource Management (SHRM). Among them, 37 percent of managers feel that extending counteroffers sets a concerning precedent, another 34 percent believe it erodes trust between employees and employers, and 30 percent see it as a factor that negatively impacts overall employee morale.

Reason 10: Missed Opportunities

Last but not least, accepting a salary counteroffer may mean missing out on potentially life-changing opportunities. It's essential to consider that the job you initially sought outside your current employer likely offered new challenges, experiences, and growth prospects. Opting for a counteroffer might keep you in your comfort zone, but it could also prevent you from exploring a more fulfilling and exciting career path elsewhere. By accepting the counteroffer, you might inadvertently close the door to a brighter and more rewarding future.

Conclusion

In conclusion, the job counteroffer dilemma is multifaceted, and it's essential to think twice before making a decision that can significantly impact your career. At Blue Signal, our expertise lies in helping professionals like you navigate these critical career choices. We invite you to explore our job board and reach out to us for guidance as you embark on your journey to a fulfilling career.

Remember, the decision to accept or decline a counteroffer should align with your long-term career goals. Make informed choices to ensure your professional growth and job satisfaction. The path you choose today will shape your future, and we're here to support you every step of the way.

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Monday Market Share – Public Cloud & Managed Services

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Discover the current trends and insights in public cloud and managed services recruiting in this month’s edition of our Monday Market Share series. Join us as we sit down with an expert in the recruiting space, Jordan Lawhead, to uncover the hottest positions fueling this rapidly evolving industry. From platform architects to partner development managers and customer-facing engineers, we'll explore the key roles that drive success in today’s job market. Learn about the common challenges faced by companies in securing top talent and gain expert advice to successfully navigate this competitive hiring field. So, grab a seat as we unravel the secrets of success in public cloud and managed services recruiting, opening doors to endless opportunities for your organization.

Jordan uses his expert knowledge of the public cloud and managed services job market to answer the following questions:

  • Name the top three positions in high demand for the public cloud and managed services job market.
  • What challenges do companies commonly face when hiring for positions in the public cloud and managed services industry?
  • What is your best advice for companies looking to hire in the public cloud and managed services space?

 

Read on to hear his responses or click on the video below!

What are the top three positions in high demand for the public cloud and managed services job market?

“The top three positions in high demand would be platform architects, partner development managers, and customer-facing engineers. The cloud has been around for a long time. However, this is relatively new to some clients. Customer-facing engineers are great for communicating technical needs and use cases to gain the comfort of the client. Platforms are also evolving all the time, which is why architects are crucial to stay ahead of that curve. There's a huge partner world within the public cloud arena, so partner development managers have been in very high demand as well.”

What challenges do hiring managers commonly face in the public cloud and managed services recruiting space?

“Some of the challenges companies commonly face when hiring would be competitive salaries, company culture, work-life balance, continued education, and overall investment in the employees. You need to sell the candidates. Each candidate is different. The company needs to pinpoint the motivators for making a move and sell the candidates on those motivators.

You need to be flexible with offers to get top talent and the offers that they desire. Top talent wants to feel like they are wanted and that you are selling them, not the other way around. Roll out the red carpet, as some might say.”

What is your best advice for companies looking to hire in the public cloud and managed services space?

“My best advice for companies hiring today would be, be careful with the specific skill sets you're requiring for talent. Being too specific could potentially eliminate top talent. You need to be purposeful in identifying the skills that candidates must have versus being able to teach some of the skills they might not have.

We at Blue Signal see companies being too specific, therefore eliminating other top candidates. By creating an environment of continued education and learning, candidates see a company that is willing to invest in them. This is extremely appealing to most candidates that we work with.”

Conclusion

In conclusion, gaining access to industry expertise in public cloud and managed services recruiting provides a competitive edge to attract the best talent for your company. Navigating the job market's challenges becomes more manageable with expert guidance, ensuring you find the perfect fit for sustainable growth. At Blue Signal, we have a deep understanding of the public cloud and managed services recruiting industry and are here to assist your company in finding the perfect talent to drive your success. Contact us today to explore how our team can support your recruitment needs and help you navigate the public cloud and managed services industry.

About Jordan Lawhead

Introducing Jordan Lawhead, Vice President at Blue Signal, and the recruitment powerhouse for public cloud and managed services talent. His laser focus on cloud technologies, managed IT services, and technical sales makes him a true expert in the field. Hiring managers seeking top-notch candidates can count on Jordan's extensive industry knowledge and exceptional track record. With a passion for building meaningful client-candidate connections, Jordan delivers outstanding results for your recruitment needs. Ready to elevate your hiring process and find the best talent? Explore Jordan's recruiter bio page to see how he can fuel your company's growth today!

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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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Recruiting Roundup: Top 5 Staffing Articles for March

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Blue Signal is excited to launch our new blog series, Recruiting Roundup, where we curate the top staffing articles of the month for recruiting professionals and hiring managers to gain industry insights. To stay ahead of the constantly evolving industry and attract top talent, it’s crucial for recruiters and hiring managers to stay up to date on the latest developments in the industry. In this blog, we've compiled a list of the top 5 staffing articles for the recruiting industry for the month of March. From the latest jobs reports to innovative recruitment solutions, these staffing articles provide valuable insights and perspectives on the current state of the industry.

 

#1: How ChatGPT is Revolutionizing The Recruitment Industry

This article explores how ChatGPT, an AI language model, is revolutionizing the recruitment industry by providing faster and more accurate hiring solutions. ChatGPT's natural language processing (NLP) capabilities allow it to converse with candidates and assess their qualifications and overall fit for a role based on a job description, thereby saving recruiters time and resources. The article also discusses ChatGPT's potential to reduce hiring biases and increase diversity and inclusion in the workplace.

Read the full article.

 

#2: Top 5 Recruitment Trends for 2023

This staffing article discusses the top five recruitment trends for 2023, including the increased adoption of remote/hybrid work environments, a focus on diversity, equity, and inclusion (DEI) initiatives, and the importance of diversified talent pipelines. It also highlights the need for the expansion of health and well-being offerings, and the growing role of recruiters in the hiring process. The trends identified in the article provide insights into how hiring managers can stay ahead of the curve and attract top talent in a competitive job market.

Read the full article.

 

#3: Tech Layoffs: Could 2023 Signal a Turnaround for the Tech Sector?

The article discusses how the recent layoffs in the technology industry could signal a turnaround and create new job opportunities for tech professionals. It highlights that while layoffs can be difficult for those directly impacted, they can also lead to new and innovative opportunities for those willing to pivot and upskill. The staffing article suggests that the layoffs could signal a shift towards emerging technologies such as AI and cloud computing, creating new demand for skilled workers in these areas.

Read the full article.

 

#4: February Employment Situation Summary

Reported by the Bureau of Labor Statistics, this article provides an overview of the U.S. employment situation in February 2023. The report showed an increase of 311,000 jobs, with the unemployment rate dropping to 3.6%. The article highlights the continued gains in the service sector, healthcare, and government, but also notes ongoing concerns over labor shortages affecting many industries.

Read the full article.

 

#5: 3 Ways Recruitment Automation Can Help Cut Costs in 2023

This staffing article discusses how recruitment automation can help companies cut costs in 2023 by streamlining and optimizing the recruitment process. The author highlights three key areas where automation can make a significant impact, including sourcing, interview scheduling, and digital onboarding. By using AI-powered tools and automating time-consuming tasks, companies can reduce their recruitment costs and free up recruiters to focus on more high-value activities, such as building relationships with candidates and improving the overall candidate experience.

Read the full article.

 

In conclusion, the staffing and recruiting industry is facing numerous challenges and opportunities in 2023. From the ongoing labor shortages to the increased adoption of AI and automation, recruiters must be equipped with the latest industry knowledge and insights to succeed. The top 5 staffing articles for the month of March provide a glimpse into the current trends and developments in the industry. To stay up to date on the latest news and trends in staffing and recruiting, follow Blue Signal on our website and social media channels.

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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.

Coffee with a Recruiter, feat. Jared Wenzel – Resume Best Practices

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Senior Account Manager, Jared Wenzel is Blue Signal’s own one-stop shop for healthcare and managed care talent. He has 10 years of recruiting and consulting experience, making him an expert in strategy, talent development, and even resumes. In this segment of Coffee with a Recruiter, Jared tackles common resume queries that can help you stand out as the best of the best among any applicant pool. 

Question: Do I need a one-page resume?

Answer: “If the rumors about recruiters and hiring managers only reviewing resumes for a few seconds each, if those are true then yes I definitely believe you need to have a one-page resume. In regards to a lot of resumes that I see, many of them look like the person just copy and pasted their job description right into the body of the resume. While that does show an overview of what you can do, what’s really important is showing measurable accomplishments, any type of metrics, anything that you can show that you can stand out from the rest of the resumes is definitely a good way to go. 

Really what it should look like is less like a job description and more like your own personal highlight reel. The best way to do that is really just to cut the fluff. I always think of “Tidying Up with Marie Kondo” - what sparks joy? What would spark joy in the minds of a hiring manager? What do they want to see? Well they want to see that not only can you do the job, but you can excel in the position. And I think showing measurable accomplishments and metrics is really going to make you stand out from the other applicants that just, again, copy and pasted the job description into the body of the resume.”

 

Q: How can I get hiring managers and recruiters to see my resume?

A: “That is a very good question! And one that I get asked a lot, because it seems like no matter how many times you send out a resume, sometimes it can be very hard to hear back from people. The truth is that oftentimes there’s a lot of people - could be hundreds of people - applying for the same job. So it’s really important to get your resume to stick out to those recruiters and hiring managers. 

For me as a recruiter, when I’m searching for somebody I’m going to be taking the position description and breaking it down into specific keywords that hopefully I’ll find on a resume or a LinkedIn profile. I think what you need to make sure is that you have keywords that are industry-term specific, like any type of business associations that you are in. Acronyms are great. I also think it’s very important to spell out those acronyms, not everyone is as familiar as you are with the industry. Anything ranging from the technology you have used, how you measure your metrics, anything like that is important. It can really identify the specific industry or position that you are looking for. 

There are resume optimization tools and certain websites where you can upload your resume and upload the position description. They’ll actually grade it by how many keywords are found based on your resume compared to the position description and give you recommendations on how to improve your resume to increase visualization. Many organizations will actually have tools that will scan resumes and grade them individually. If you don’t meet a certain grade your resume is getting kicked to the trash can, and the other ones are making it through. So tools like this are really helpful to kind of make sure that your resume can get more visibility. (Jared’s personal pick can be accessed here!) 

And once you have your resume in front of them, kind of a neat little tip is to highlight - I wouldn’t go yellow highlight - but you can bold, underline, or italicize certain metrics or measurable accomplishments that you want to make sure that human resources or hiring manager sees. Anything that draws their eye is going to grab their attention. So again, underlining, italicizing, or even bolding certain key metrics to make sure someone sees them, is a good way to get someones eyes directly where you want them to be.”

 

Q: What are some ways to take my resume to the next level?

A: “There are a number of ways which you can take your resume to the next level. First one may seem pretty obvious, but it is making regular updates to your resume. Especially as accomplishments are fresh in your mind, it’s easier to jot things down and especially make them more accurate. Now I’m totally about, you know, approximations when it comes to metrics, but obviously if you can capture them as you’ve completed them, it’s just going to make your resume look more accurate. And - no one likes to have to scramble and make updates to their resume, and look back and try to dig up all these old metrics. Especially if you find yourself without a job. So, keeping your resume current - updating it quarterly, or at the very least annually. When you’re doing your annual reviews with your direct report it's a really good time to grab those metrics and jot them down on your resume. 

The next one is to use a thesaurus. I’ve seen “dynamic” be used on so many resumes. Just put that into Google, put it into a thesaurus, and look up some variances of different words. It’s just going to make you look much more intellectual if you can throw in a couple words other than “strong,” or “innovative,” or one of the long list of cliche, descriptive adjectives people use for their resumes. Try to find something a little bit unique, and something that maybe fits your personality a little bit better too. 

I’m always a big fan of editing for consistency. You know, get down to your bullet points - do they have periods or are they open ended? Is your font consistent all the way through? How are your margins? Little things like this. I see typos all the time. Really just making sure, and keeping a close eye on things not only shows that you can be a meticulous person. Proofread, I think it goes a long way. And really, it looks way worse on a person when they find typos in resumes or in thank you notes, or anything else like that. Send it off to somebody else if you need someone to proofread it. If you see the red squiggly mark, it means it’s spelled wrong! So, try to fix that. You know, take a fine-toothed comb and go through your resume and make sure everything is pretty consistent. 

A little bonus tip for everybody, grab some references! If you know some people you work with or a past manager, get those set up and ready. Again, it’s not something that you really need to go scrambling for later. So if you can get some good people on your side, and kind of in your back pocket, it will just help for later on. Even if you don’t need it, but just in case you do, those are some good tips to help elevate your resume.” 

 

The Key Takeaways 

A resume really is the first introduction you have with a hiring authority, and just like actual intros - if not done right - it could be your last. To make sure your resume not only stands out, but also gets in front of the right audience, keep it simple by creating a one-page highlight reel, include the right keywords to get past those pesky Applicant Tracking Systems (ATS) filters, and use some new adjectives to describe your style. Update your resume often, and keep good references in your back pocket in case the need arises. Finally, if all else has failed, you can always pick up the phone and call one of our expert recruiters to help get you on the right track for that next career move. 

Jared Wenzel
Jared Wenzel

Jared Wenzel

SR. EXECUTIVE RECRUITER

Jared is our own one-stop-shop for healthcare and managed care talent. With a background in recruiting, strategy, leadership development, and consulting – he knows what needs to be done to get your business to the next level. He finds the best of the best, not just the best in your zip code.