Monday Market Share: Wireless & Mobile Communications

by

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

Partner with us for your next hire.

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

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

Monday Market Share: Human Resources Jobs

by

In this edition of our Monday Market Share series, we dive into the current needs for Human Resources jobs with the guidance of Lisa Garstang, an esteemed recruiter in the field. Join us as we uncover the latest trends and insights driving the HR job market. From the most sought-after roles to the challenges faced by organizations today, we'll explore the keys to success in attracting and retaining HR talent in a competitive landscape.

Lisa uses her expert knowledge within the HR industry to answer the following questions about human resources jobs:

  • Name the top three HR roles and demand based on the current job market trends.
  • How do you attract and retain HR talent effectively in a competitive job market?
  • What common challenges does the Human Resources field face today

 

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

What are the top three human resources jobs in demand based on the current job market trends?

“The hottest positions in HR today are training and development specialists, compensation and benefits specialists, and HR. Managers.”

How do you attract and retain HR talent effectively in a competitive job market?

“Finding and keeping the best employees for your organization is a crucial challenge for any HR Manager. In a competitive market, you need to stand out from the crowd and offer a competitive value proposition to attract and retain top talent. How do you do that? Here are some tips to help you improve your recruitment and retention strategies. Sell your employer brand, offer competitive compensation and benefits, provide learning and development opportunities, foster a culture of diversity, equity, and inclusion, and recognize and reward your employees.”

What common challenges does the human resources field face today?

“Companies are challenged with managing a remote and hybrid workforce, ensuring pay equity, and identifying and hiring candidates for open jobs. In response to these challenges, organizations have found it necessary to collaborate with staffing firms, such as Blue Signal, to navigate the modern HR landscape and secure the services of highly qualified professionals. This collaborative approach empowers companies to address challenges and bolster their capacity to attract and retain top tier small.”

Conclusion

In conclusion, staying ahead of HR trends and challenges is vital for organizations seeking to attract, retain, and manage top-tier HR talent. Especially for the current job market’s most sought-after human resources jobs. Lisa's insights provide valuable guidance for navigating the dynamic HR job market. At Blue Signal, we understand the nuances of HR recruitment and are here to support your organization in finding the perfect HR talent to drive your success.

Contact us today to explore how our team can assist your HR recruitment needs and help you thrive in the ever-evolving HR landscape.

About Lisa Garstang

Meet Lisa Garstang, your HR hiring partner. With over two decades of experience, Lisa excels in connecting people and companies. Specializing in human resources, accounting & finance, and IT recruiting, she's your go-to expert for finding the perfect HR talent. She knows how to manage all stages of full cycle recruiting, from candidate sourcing and screening, through offer negotiation and the on-boarding process. Reach out today to tap into Lisa's expertise and find the perfect HR fit for your team!

Partner with us for your next hire.

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

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

Talent Shortages for Data Center Jobs: A Recruiter’s Perspective

by

Explore the world of data center jobs through the eyes of Bo Scott, an accomplished IT recruiter at Blue Signal. Bo specializes in sourcing talent for the data center and mission critical facility industry, making him the ideal guide to explore the pressing talent shortages for data center developers. Keep reading to gain insights that could lead to a fulfilling career path.

Find Top Talent with Our IT Recruitment Services

Why Can’t We Hire?

Recruiting for data center jobs in the data facility ecosystem is a fun and exciting undertaking for our team at Blue Signal. The developers and vendors that support the insane growth in demand for high power computing and storage solutions are filled with talented, dynamic, forward-thinking visionaries that possess an awareness of the incredible potential for themselves and their companies moving into the Artificial Intelligence-driven future of business and productivity. They see it, we see it, but what about those sitting on the outside?

"Did you know?" displayed over 2 facts about the talent shortages in the data center job industry, in the background is a blurred data center.

Wrap your mind around this insight: data analysis by the Uptime Institute brings to light that more than half of data center operators are presently contending with difficulties in attracting top-notch talent. Alongside this, a substantial 42% are wrestling with the task of retaining their workforce in the midst of a talent war.

The average professional driving West on I-10 in Phoenix has no idea what is happening inside the massive buildings they see in Buckeye, Laveen, and Goodyear. They may wonder, in all genuineness, how the internet works or how their 5G smartphone can quickly and seamlessly stream a podcast while they commute to work on a Monday morning. They may imagine that the cloud is some nebulous thing that exists somewhere inside the headquarters of companies like Google or Amazon. Would these talented accountants, finance professionals, construction workers, marketers, analysts, engineers, etc. be suited for a career within such a high growth industry? Absolutely. Are they presently aware of the potential for data center jobs? In our experience, not quite.

This post attempts to appeal to both sides of the hiring equation for data center developers/ vendors and the potential wave of talent that can and probably should consider making an industry change.

The Outsider Appeal: Revitalizing Data Center Teams

We hear it all the time; busy hiring managers at high growth companies decrying the fact that several seats remain unfilled within their team or group. The solution? Let’s hire someone with 5+ years of data center industry experience that will be able to hit the ground running, they say. While that is certainly possible and incumbent upon third party recruiting firms and internal talent acquisition teams to meet the brief, it would behoove hiring managers, especially those overseeing more agnostic business functions like accounting, to consider investing the time and effort to onboard and train outsiders that are genuinely excited to break into the industry and grow. In my experience, outsiders possess a hunger to learn and an eagerness to advance that is fueled by the novel prospect of an industry change.

A team of data center developers training for their new jobs in a data center, with a text overlaying it about the industry increasing training programs due to job shortages

In response to the shortage of skilled talent, the data center industry is launching more training programs to broaden the pool of qualified professionals, according to insights from JLL’s Global Data Center Outlook.

While this approach to hiring will certainly lead to more work for the hiring managers and their teams in the first sixty days on the job, the unfilled seat(s) will likely cause more problems for understaffed teams due to overwork, burnout, feelings of underappreciation, and many more issues that lead talented professionals to open themselves up to discussing other opportunities with recruiters. In the profound awareness that I sound like Captain Obvious here, I shamelessly make my appeal. It might be time for you to consider industry outsiders for your team.

Data Center Jobs: Your Gateway to a World of Opportunities!

If you are an accomplished or aspiring professional considering potential industries of interest, your options are abundant. The impact of Artificial Intelligence is evident in high-tech industries, especially in data center jobs. The digital infrastructure, which is crucial to our interconnected existence, supports all of these sectors. Most data center developers are working on 20-30 year backlogs for new builds, and the demand is only increasing as computer and storage requirements skyrocket. The future of the industry is bright, and your skills would greatly benefit the fantastic companies in this space.

Conclusion

So, when considering your next career move, why not inquire more seriously about the amazing things that are happening inside of those massive buildings next to the highway or that historic skyscraper downtown that has been retrofitted to house racks of servers keeping your data safe and secure? There are incredible opportunities for career growth within the data center industry and I for one am thrilled to be playing a part in helping my clients and candidates think outside the box and grow.

About Bo Scott

Meet Bo Scott, a true advocate for growth in the world of data center jobs and technology. Bo excels at matching the right people with the right opportunities. He primarily specializes in business/data analytics recruiting, IT recruiting, engineering recruiting, and more. Whether you're a job seeker or a company seeking to hire, Bo's expertise paves your way to success. Connect with Bo today and discover the difference his relatable approach can make to your journey.

Partner with us for your next hire.

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

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

Monday Market Share – Public Cloud & Managed Services

by

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!

Partner with us for your next hire.

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

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

Monday Market Share – Renewable Energy Recruitment

by

Prepare to embrace the renewable energy revolution with a jolt of inspiration in this month's edition of our Monday Market Share series, dedicated exclusively to the rapid-emerging world of renewable energy recruitment. Join us as we plug into the pulse of clean energy careers. In this edition, we sit down with Sr. Executive Recruiter, Alex Bolan, a seasoned expert in renewable energy recruiting who provides valuable insights and guidance. In this interview, we'll explore the top positions in high demand, discuss essential strategies for hiring in the renewable energy space, and shed light on the common challenges faced by hiring managers. Whether you're an industry veteran or a newcomer looking to make an impact in the clean energy sector, Alex's expertise will equip you with the knowledge needed to thrive in this exciting and ever evolving field.

Alex uses his expertise in the renewable energy recruitment space to answer the following questions:

  • What are the top 3 positions in high demand for the renewable energy job market?
  • What is your best advice for those hiring in the renewable energy space?
  • What common challenges are hiring managers facing in the clean energy industry?

 

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

What are the top 3 positions in high demand for renewable energy recruitment?

“The top three positions we're seeing in high demand in the renewable energy space are Energy Analysts, Machine Learning and AI Experts, along with Transactional Attorneys. As the industry continues to evolve, we can expect to see new job positions emerge, but existing roles such as Engineers, Mechanical Engineers, and Electrical Engineers are going to grow tremendously, which makes this a truly exciting time to pursue a career in the renewable energy space.”

What is your best advice for hiring in the renewable energy space?

“I'd say it's essential to stay up to date on renewable energy legislation, both at the federal and the state level because it'll greatly impact the demand for clean energy sources, as well as the availability of funding and incentives for the renewable energy projects.

Those projects look like battery storage systems, wind farms, and solar farms. Keeping up with those changes to the legislation can help professionals make informed decisions and stay ahead of the curve as this industry just continues to progress rapidly.”

What common challenges are hiring managers facing in renewable energy recruitment?

“The renewable and clean energy space is still in its infancy. There are people who have been dabbling in it for a couple of decades, but there are very few experts in this field, and honestly, it's just going to take some time to build a strong candidate pool. This is where partnering with a recruiter, specializing in this space, can be incredibly beneficial for you moving forward.”

In Conclusion

As we conclude our discussion with Alex, it's evident that renewable energy recruitment offers abundant opportunities for professionals and businesses alike. With positions like Energy Analysts, Machine Learning and AI Experts, and Transactional Attorneys in high demand, individuals can forge rewarding careers in this thriving industry. However, navigating the unique challenges of hiring in renewable energy requires staying abreast of legislation and building a robust candidate pool. At Blue Signal, we understand the unique requirements of renewable energy recruitment and are here to assist businesses in finding the right talent to drive their sustainable initiatives forward. Contact us today to explore how we can support your recruitment needs and help you navigate the ever-evolving renewable energy industry.

About Alex Bolan

Looking for a bright spark to power up your renewable energy team? Meet Alex Bolan, our expert Sr. Executive Recruiter specializing in renewable energy recruitment. With extensive experience and a deep understanding of the renewable energy industry, Alex has a proven track record of successfully placing top talent in key roles. Don't let your renewable energy team run out of steam – check out Alex's recruiter bio page today to learn more about how he can help power up your workforce.

Partner with us for your next hire.

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

  • This field is for validation purposes and should be left unchanged.

By submitting this form, you consent to receive communications from Blue Signal, including phone calls, emails, and text messages.

Evaluating Your Executive Hiring Process: From Inquiry Through Offer

by

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.