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Blue Signal Search Awarded on Forbes America’s Best Recruiting Firms 2025 List

May 6, 2025 by Taylor Leonard

[Phoenix, AZ — May 6, 2025]— Blue Signal Search has been recognized by Forbes as one of America’s Best Recruiting and Temporary Staffing Firms for 2025, marking the fourth consecutive year the firm has earned this esteemed honor. This recognition highlights Blue Signal’s continued excellence in executive and professional recruiting across a wide range of industries.

Published annually on Forbes.com in partnership with market research firm Statista, this years list is based on survey data from over 49,200 external recruiters and 20,800 HR managers, hiring managers, and job candidates. Respondents were asked to nominate firms based on performance, quality of talent presented, and overall client satisfaction. The final list includes firms that consistently go above and beyond in delivering top-tier talent solutions across three categories:

  • Executive Search: Recruiting firms that place managers in permanent positions with an annual gross income of more than $100,000
  • Professional and Specialist Search: Recruiting firms that place professionals in permanent positions with an annual gross income up to $100,000
  • Temporary Staffing: Providers of temporary workers and contract positions, excluding interim management positions

Blue Signal earned a place on the 2025 list in the following categories:

  • America's Best Executive Search Firms
  • America's Best Professional Recruiting Firms
Blue Signal named to Forbes 2025 list of top executive and professional recruiting firm

 “Blue Signal is incredibly honored to be recognized on the Forbes America’s Best Recruiting Firms list in both the Executive Search and Professional Search categories. This recognition is a testament to the hard work and dedication of our talented team of recruiters and support staff. At Blue Signal, we pride ourselves on helping businesses build high-performing teams. We are proud to be a leader in the industry and look forward to continuing to serve our clients and candidates with excellence.”— Matt Walsh, CEO

This award reinforces Blue Signal’s reputation as a trusted recruiting partner that helps organizations navigate complex hiring needs in competitive talent markets. Known for its consultative approach and specialized industry expertise, Blue Signal continues to drive impactful results for clients ranging from startups to Fortune 500 companies. 

To view the full list of Forbes’ 2025 award winners, visit Forbes.com. 

More About Forbes

Forbes is a globally recognized media and publishing company that brings together the most influential leaders and entrepreneurs who are driving change, transforming businesses, and making a significant impact on the world. With an extensive network of editors, journalists, and contributors across the world, Forbes fuels the creation of content that is distributed through its various channels such as Forbes.com, Forbes Magazine, research and insights reports, live events, and more. Forbes' trusted journalism includes well-known franchises such as Billionaires, 30 Under 30, Forbes 400, and Self-Made Women, as well as its highly respected investment newsletters. With a legacy that spans over a century, Forbes remains true to its founder B.C Forbes' mission, stated on the cover of its very first issue, to be "devoted to doers and doings."

About Blue Signal Search

With over 3,000 successful search projects completed, Blue Signal Search is a proven leader in executive and professional recruiting. Additionally, our deep industry knowledge and streamlined search processes help clients to secure high-caliber talent within tight timeframes. As an award-winning, top executive search firm, we have been a driving force in our clients’ professional successes. We partner closely with organizations to understand their unique challenges and goals. Our reputation is built on our ability to consistently incorporate these priorities into our executive hiring process to make long-term, impactful connections.

Check Out Our Other Awards

  • Forbes Best Executive Search Firm, Professional Search Firm, and Staffing Firm 2020, 2023, 2024, 2025
  • 2x #1 Largest-Phoenix Area Executive Search Firm by Phoenix Business Journal 2023, 2024
  • 3x Inc. Regionals Southwest 2022, 2023, 2024
  • 3x Inc. 5000 Fastest-Growing Private Companies 2021, 2022, 2023, 2024
  • 3x Best Places to Work by Phoenix Business Journal 2020, 2022, 2023
  • 3x Inc. Magazine's Best Workplaces 2021, 2022, 2023, 2024
  • 4x Ranked #2 Executive Search Firm in Arizona by AZ Big Media 2020, 2021, 2022, 2023, 2024, 2025
  • 2x #3 Permanent Placement Firm in Arizona by AZ Big Media 2022, 2023
  • 2x #3 Temporary Placement Firm in Arizona by AZ Big Media 2022, 2023
  • 2x BBB Torch Awards for Ethics Finalist 2022, 2024
  • 2022 Inc. Inaugural Power Partner
  • #1 Top Company to Work for in Arizona for Millennials by BestCompaniesAZ 2022
  • #1 Technical Placement by Ranking Arizona 2022
  • Best and Brightest Company to Work For by NABR 2021
View All Our Awards

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    Filed Under: Uncategorized Tagged With: Award-Winning Firm, Best Recruiters, Blue Signal Search, Employment Services, Executive Recruiting Partner, Executive Search, Forbes award, Forbes Best Recruiting Firms 2025, Forbes Media, hiring solutions, hiring strategies, HR management, human resources, Industry Recognition, Job Market Leaders, Leadership Hiring, professional search, Recruiting Excellence, Recruiting Firm for Employers, Recruitment Awards, recruitment trends, Staffing Awards, Staffing Industry Leaders, Staffing solutions, Talent Acquisition, temporary staffing, Top Recruiting Firms

    Blue Signal Search Awarded on Forbes America’s Best Recruiting Firms 2024 List

    May 7, 2024 by Taylor Leonard

    [May, 7th, 2024] — Blue Signal Search has been recognized as one of the top companies on the 2024 Forbes America’s Best Recruiting Firms list for America's Best Executive Recruiting and Temporary Staffing Firms. This prestigious award is presented by Forbes and Statista Inc., the world-leading statistics portal and industry ranking provider. The awards list was announced on May 7th, 2024, and can currently be viewed on the Forbes website.   

    The list is divided into three major categories:  

    • Executive Search – Recruiting firms that place managers in permanent positions with an annual gross income of more than $100,000 
    • Professional and Specialist Search – Recruiting firms that place professionals in permanent positions with an annual gross income up to $100,000 
    • Temp Staffing – Providers of temporary workers and contract positions, excluding interim management positions 

    About the Forbes America’s Best Recruiting Firms List

    The award ranking is based on an independent survey of peers and clients who nominated recruiting firms in the executive search and professional search categories. The Forbes Best Recruiting Firm list was based solely on the recommendations of clients, candidates, and leaders in the space, as employees of recruiting firms were not able to vote for themselves. In total, more than 36,800 external recruiters and 16,000 HR-managers/hiring managers and candidates were invited to participate in this year’s survey. Based on the results of the study, Blue Signal is ecstatic to be recognized once again on the Forbes Best Recruiting Firms list for 2024 in the Executive Search and Professional Search categories.

    We are humbled and grateful to receive these awards, which recognize the hard work and dedication of our incredible team of professionals and industry leaders. We are committed to using our talent and expertise to create positive change, whether that means helping candidates find their dream jobs or providing the skilled professionals that drive our clients' next disruptive innovation. As a result, we understand the transformative power of a successful career move and take pride in fulfilling that responsibility with care and integrity.

    “Blue Signal is incredibly honored to be recognized on the Forbes America’s Best Recruiting Firms list in both the Executive Search and Professional Search categories. This recognition is a testament to the hard work and dedication of our talented team of recruiters and support staff. At Blue Signal, we believe in the power of connecting talented professionals with exciting career opportunities, and this recognition affirms that our approach is resonating with both candidates and clients. We are proud to be a leader in the industry and look forward to continuing to serve our clients and candidates with excellence.” — Matt Walsh, CEO

    More About Forbes

    Forbes is a globally recognized media and publishing company that brings together the most influential leaders and entrepreneurs who are driving change, transforming businesses, and making a significant impact on the world. With an extensive network of editors, journalists, and contributors across the world, Forbes fuels the creation of content that is distributed through its various channels such as Forbes.com, Forbes Magazine, research and insights reports, live events, and more. Forbes' trusted journalism includes well-known franchises such as Billionaires, 30 Under 30, Forbes 400, and Self-Made Women, as well as its highly respected investment newsletters. With a legacy that spans over a century, Forbes remains true to its founder B.C Forbes' mission, stated on the cover of its very first issue, to be "devoted to doers and doings."

    About Blue Signal Search

    Having successfully completed over 2,600 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to be recognized as a leader in the staffing space. Additionally, our deep industry knowledge and streamlined search processes help clients to secure high-caliber talent within tight timeframes. As an award-winning, top executive search firm, we have been a driving force in our clients’ professional successes. Therefore, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction for both parties. Our reputation is built on our ability to consistently incorporate these priorities into our executive hiring process to make long-term, impactful connections.

    Check Out Our Other Awards

    • Forbes Best Executive Search Firm, Professional Search Firm, and Staffing Firm 2020, 2023 
    • 3x Inc. Regionals Southwest 2022, 2023, 2024 
    • 3x Inc. 5000 Fastest-Growing Private Companies 2021, 2022, 2023 
    • 3x Best Places to Work by Phoenix Business Journal 2020, 2022, 2023 
    • 3x Inc. Magazine's Best Workplaces 2021, 2022, 2023 
    • 4x Ranked #2 Executive Search Firm in Arizona by AZ Big Media 2020, 2021, 2022, 2023 
    • 2x #3 Permanent Placement Firm in Arizona by AZ Big Media 2022, 2023 
    • 2x #3 Temporary Placement Firm in Arizona by AZ Big Media 2022, 2023 
    • 2022 BBB Torch Awards for Ethics Finalist 
    • 2022 Inc. Inaugural Power Partner 
    • #1 Top Company to Work for in Arizona for Millennials by BestCompaniesAZ 2022 
    • #1 Technical Placement by Ranking Arizona 2022 
    • Best and Brightest Company to Work For by NABR 2021 
    View all our awards

    Partner with us for your next hire.

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

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      Filed Under: Blog Posts, Our Company, Uncategorized Tagged With: Award-Winning Firm, Best Recruiters, Blue Signal Search, career opportunities, Employment Services, Executive Search, Forbes award, Forbes Best Recruiting Firms 2024, Forbes Media, hiring strategies, HR management, human resources, Industry Recognition, Job Market Leaders, professional development, professional search, Recruiting Excellence, Recruitment Awards, recruitment trends, Staffing Awards, Staffing Industry Leaders, Staffing solutions, Talent Acquisition, temporary staffing, Top Recruiting Firms

      Telling Your Company Story: The Key to Attracting the Right Talent

      March 7, 2024 by Austin Younglove

      How can your company excel at attracting talent in today's competitive market? The answer might surprise you: storytelling. Yes, you read that right. At Blue Signal, we've found that the most impactful connections between companies and potential talent stem from a profound, shared narrative. It's not just about the vacancies to be filled; it's about weaving your clients' unique stories into the fabric of your recruiting strategy. This is your ultimate guide to leveraging storytelling for attracting top-tier talent. 

      While storytelling isn't a novel concept, its application in recruitment can be transformative. By harnessing the power of narrative, you can transform abstract opportunities into tangible aspirations, thereby making the recruitment process more engaging and meaningful. Through storytelling, you can communicate not only the 'what' and the 'how' of a position but, more importantly, the 'why'. This approach can attract individuals who resonate with your company's vision, leading to the advancement of a collective mission. As we delve deeper into the significance of storytelling in recruitment, let's explore how this potent tool can not only attract talent but also foster enduring connections between your company and prospective candidates. 

      The Impact of Storytelling in Attracting Talent

      Humans are naturally drawn to stories. They shape our perceptions, influence our decisions, and establish deeper connections. In the realm of recruitment, a well-crafted narrative does more than relay facts; it breathes life into a role, making it resonate with the ideal candidate. This isn't about fabricating stories or embellishing details. It's about authentically sharing your company's journey—the challenges, triumphs, and vision for the future. By doing so, you're not just attracting talent; you're attracting the right talent—individuals who align with your company's values and long-term goals.

      The magic unfolds as candidates see their own values reflected in your company's story, fostering a deeper connection and commitment. In an era where purpose outweighs paycheck for many job seekers, a compelling narrative can differentiate between a candidate who merely fills a role and one who is genuinely passionate about it. It's about fostering a sense of belonging from the outset, integrating potential candidates into the narrative and making them feel like they're returning home rather than venturing into the unknown.

      Uncovering Your Company’s Story

      Defining Our Journey - The Essence of Our Corporate Identity

      The first step in attracting talent is truly understanding your company's narrative. This goes beyond surface-level details about what the company does; it involves delving into the 'why' and the 'how'. What challenges have you overcome? What accomplishments are you most proud of? And crucially, what future are you striving to create? At Blue Signal, we recognize the importance of grasping your company's story—not just to acknowledge past achievements and obstacles but also to highlight your aspirations and the significant impact you aim to make.

      An exemplary model of this storytelling approach is Patagonia, highlighted by Forbes for its success in connecting employees' work to the company's environmental and community-focused goals. Patagonia's story illustrates how creating a strong sense of purpose can lead to high employee satisfaction and a proud affiliation with the company. By showcasing how the business's efforts contribute to broader social and environmental objectives, Patagonia inspires its team and attracts individuals passionate about making a difference.

      By leveraging such narratives, we strive to present your company to potential candidates not just as a workplace but as a community where they can actively contribute to meaningful projects and initiatives. This approach ensures that you attract talent that is not only skilled but also deeply aligned with your values and long-term visions. By embedding your unique story and aspirations into your hiring strategy, we create a compelling narrative that resonates with prospective candidates, motivating them to be part of a collective journey towards impactful achievements.

      Crafting and Communicating the Narrative

      Once you've grasped the essence of your company's story, the next challenge is articulating it effectively. This is where creativity comes into play. Job descriptions evolve into narratives of opportunity and growth. Your company culture is portrayed as a dynamic community where individuals can thrive and contribute to a greater purpose. Every interaction is an opportunity to showcase how candidates can not only fit into this story but also contribute to its ongoing development.

      At this juncture, it's crucial to understand the transformative power of combining an idea with an emotion through storytelling. Robert McKee, a world-renowned screenwriting lecturer, eloquently captures this essence in a conversation with HBR senior editor Bronwyn Fryer. He asserts, "The other way to persuade people—and ultimately a much more powerful way—is by uniting an idea with an emotion. The best way to do that is by telling a compelling story." This insight, highlighted in the Harvard Business Review article "Storytelling That Moves People," underscores the profound impact storytelling can have in the realm of recruitment.

      In the age of digital communication, where attention spans are short, a well-told story can cut through the noise, attracting talent. It's not just about listing benefits and requirements; it's about showcasing a journey. This journey doesn't just attract applicants; it attracts believers—people who are ready to invest their talent and time into realizing a shared vision.

      The Result? Attracting Talent That Resonates

      "Enthusiastic team members high-fiving in a collaborative office setting, symbolizing job seekers' desire for impactful roles, aligning with their goal to 'attracting talent'.

      Furthermore, incorporating storytelling into your recruitment strategy achieves more than just filling vacancies — it forges meaningful connections. Today’s candidates are no longer just looking for a job, they're seeking a role in a story where their contributions have real impact. This strategic shift in approach has been pivotal for us at Blue Signal in attracting talent. By presenting candidates with a clear, compelling narrative, we enable them to see their potential place within it, leading to placements that are as fulfilling for them as they are successful for our clients. 

      In Conclusion

      Recruiting is evolving, and at Blue Signal, we're leading the way by leveraging the power of storytelling to create deeper connections, ensure cultural alignment, and master the art of attracting talent that goes beyond filling positions to truly fulfilling the vision of our clients. As you navigate the complexities of today's job market, remember: the right story can be your most powerful tool in attracting the talent that will drive success.

      Embrace the art of storytelling in your recruitment efforts and watch as the right candidates are drawn to the narratives you share. Because, in the end, it's not just about finding someone who can do the job—it's about finding someone who wants to be part of your company’s story.

      Ready to Transform Your Recruiting Strategy?

      If you're looking to elevate your recruitment approach with the power of storytelling, connect with us at Blue Signal. Let's craft the narratives that will attract the talent you need to succeed, whether it's in industries like technology, healthcare, finance, or engineering. Together, we can turn stories into magnets for the right candidates. Reach out today, and let's begin writing the next chapter.

      Explore our industry specializations!

      Connect with Austin Younglove

      Meet Austin Younglove, our Director of Sales at Blue Signal, a seasoned expert in bridging the gap between companies and top talent through powerful storytelling. Austin's strategic insight and deep industry knowledge make him an invaluable asset to any recruitment strategy focused on attracting talent that not only meets but exceeds expectations. If your goal is to elevate your hiring process and find candidates who are as passionate about your story as you are, Austin is here to guide you. Visit his recruiter bio page to learn more and connect with him for tailored recruitment solutions that resonate. Reach out to Austin Younglove today, and let's start shaping the future of your team together.

      Recruiter Austin Younglove
      Contact Austin

      Partner with us for your next hire.

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        Filed Under: Recruiter Tips Tagged With: Blue Signal Search, candidate experience, Career Development, company culture, Diversity and Inclusion, employee engagement, employee retention, Employer Branding, Employer Reputation, Employer Value Proposition (EVP), Employment Brand, hiring strategy, human resources, Industry Insights, Job Descriptions, Job Market Trends, leadership, recruitment, Recruitment Marketing, Recruitment Process, recruitment solutions, Storytelling, Talent Acquisition, Talent Attraction, talent management

        Navigating Quiet Retirement with Recruiting Services

        May 4, 2023 by Lacey Walters

        Retirement is a natural part of the career journey, but the way in which workers retire is changing. In recent years, and perhaps inspired by the more well-known “quiet quitting” phenomenon, a growing number of workers have been choosing "quiet retirement." Quiet retirement refers to the process of retiring from work without making a formal announcement or taking any significant steps to wind down work-related responsibilities. It is a subtle approach to retirement that can have a significant impact on companies and the U.S. job market.

        Unlike a traditional retirement, where an individual might have a retirement party, give notice to their employer, or otherwise make their retirement known to their colleagues and network, quiet retirement is characterized by a more subtle and gradual transition away from work. This can involve scaling back hours, reducing workload, or taking on a more advisory role while maintaining some level of involvement in work-related activities. Quiet retirement is often associated with older workers who may be looking to reduce their work-related stress or transition into retirement while maintaining some level of connection to their professional networks or careers. Explore the impact of quiet retirement on organizations, the workforce as a whole, and how partnering with a recruiting and staffing agency can help businesses prepare for and address the challenges presented by this trend.

        The Impact of Quiet Retirement on the U.S. Job Market

        The impact of quiet retirement extends beyond individual businesses and can have a significant impact on the U.S. job market. As more workers participate in quiet retirement, the labor force participation rate for workers aged 55 and older is projected to decline, which can lead to workforce shortages and impact economic growth. The Bureau of Labor and Statistics projects that the labor force participation rate for workers aged 55 and older will decline from 42% in 2020 to 37.9% in 2030. In comparison, the participation rate for workers aged 25 to 34 is expected to hold steady at approximately 81% between 2020 and 2030.

        Graph displaying workforce participation rates by age group with Blue Signal and Bureau of Labor and Statistics logos

        Certain industries, such as healthcare and manufacturing, rely heavily on experienced workers. The retirement of these workers can lead to a shortage of skilled talent, which can be challenging to address. A survey conducted by Willis Towers Watson found that 75% of employers believe that their workforce demographics will shift significantly in the next five years due to aging workers, and 81% are concerned about the impact of talent shortages.

        To address the challenges of quiet retirement, businesses and policymakers must develop proactive strategies, such as offering incentives for older workers to stay in the workforce and investing in skills training programs for younger workers.

        The Impact of Quiet Retirement on Companies

        Quiet retirement can lead to several challenges for businesses. When experienced employees engage in quiet retirement, companies may face a significant loss of institutional knowledge and expertise. According to a survey conducted by the Society for Human Resource Management, 72% of organizations have implemented knowledge transfer programs to help retain critical knowledge and skills as older workers retire.

        Young woman shaking hands with older man. Both business people. Overlayed text describing Strategies to Address Quiet Retirement

        As older workers retire, organizations may struggle to find qualified replacements, leading to reduced productivity and potential talent shortages. One way to re-engage employees participating in quiet retirement is to offer part-time or flexible work arrangements. Many older workers may be interested in continuing to work, but may not want to work full-time or on a set schedule. By offering part-time or flexible work arrangements, businesses can tap into this pool of experienced workers and retain their knowledge and expertise.

        Businesses must prioritize knowledge transfer and talent retention strategies to address the challenges of quiet retirement. These strategies may include implementing new initiatives such as mentorship programs and flexible work arrangements. Mentorship programs can be an effective way to re-engage employees participating in quiet retirement. By pairing older workers with younger workers, businesses can facilitate the knowledge transfer and help younger workers develop the skills and expertise needed to fill potential talent gaps.

        Conducting stay interviews can be an effective way to understand the needs and motivations of employees participating in quiet retirement. Businesses can tailor their re-engagement strategies to the specific needs of these employees by asking employees what they need to continue working and what they find most fulfilling about their work.

        Leveraging a Recruiting and Staffing Firm to Address Quiet Retirement

        As we have discussed, the implications of quiet retirement can be significant, but there are solutions to help businesses navigate this trend. One such solution is partnering with a recruiting and staffing agency like Blue Signal, which can help companies access a wider pool of talent, streamline their hiring processes, and develop talent retention and succession plans.

        Accessing a wider pool of talent is key to mitigating the impact of quiet retirement. Recruiting agencies have a deep understanding of the job market and access to a larger network of professionals, including experienced workers who may be looking to move into high-level or executive-level roles. This can be particularly helpful in industries facing a skills gap or a shortage of qualified workers.

        Moreover, recruiting agencies can help businesses streamline their hiring processes, reducing time-to-fill and minimizing the impact of talent gaps. The recruitment experts at Blue Signal, for example, have in-depth knowledge of hiring best practices and can offer guidance to companies on optimizing their recruitment processes. For instance, they can recommend using technology to automate repetitive tasks, improve the candidate experience, and enhance the quality of hires. In fact, one of Blue Signal’s own recruiting managers wrote a blog on optimal hiring practices from a recruiter’s perspective.

        Group of three people collaborating over notebooks, laptops, and writing utensils

        In addition, recruiting and staffing firms can help businesses develop workforce succession plans that prioritize talent retention and identify potential talent gaps. These plans can include strategies for engaging older workers, such as phased retirement, job sharing, and flexible work arrangements. They can also help companies identify and develop high-potential employees and create a plan to ensure that they are ready to step into key roles.

        A recruiting firm can also facilitate communication and collaboration between quiet retirement employees and their colleagues. This can involve creating opportunities for mentoring and knowledge sharing, promoting teamwork and collaboration, and creating a sense of community and belonging in the workplace.

        Conclusion

        As the American workforce continues to age, quiet retirement will remain a growing trend that businesses will need to address. Companies that fail to plan for talent retention and succession may find themselves facing significant challenges and lost opportunities. However, working with a recruiting or staffing agency can help businesses access a wider pool of talent, streamline their hiring processes, and develop proactive strategies for talent retention and recruitment.

        At Blue Signal, we specialize in helping companies navigate the challenges of the modern job market. Our team of experienced recruiters has the knowledge and expertise to help businesses of all sizes and industries stay ahead of the curve.

        Contact us to learn how Blue Signal can help you build a successful & sustainable workforce

        Partner with us for your next hire.

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          Filed Under: Blog Posts Tagged With: aging workforce, BLS, employee engagement, employee re-engagement, employment trends, hiring, hr, human resources, knowledge transfer, labor and statistics, labor market, quiet retirement, recruiter, recruitment, Retirement, retirement planning, retirement strategies, staffing, succession planning, Talent Acquisition, Talent Retention, Talent Shortage, workforce planning

          Top 5 Recruitment Trends for 2023

          March 3, 2023 by Taylor Leonard

          As we settle into the new year, the job market continues to evolve, and hiring managers are adapting to new recruitment trends to attract the best talent. At Blue Signal, we recognize the importance of staying up to date with the latest industry knowledge to help our clients source top talent in even the most challenging markets. If you're struggling to navigate the post-pandemic job landscape, you're not alone. In this blog, we'll explore the top five recruitment trends for 2023, providing insights on how you can stand out and succeed in your company's industry. If you’re an employer struggling in your search to hire the best candidates, keep reading to learn about the latest recruitment strategies for the year ahead.

          Remote and hybrid work is here to stay.

          women at her desk busy working from home.

          Remote and hybrid work continues to reign supreme amongst recruitment trends for 2023. The pandemic has reshaped both employer and employee expectations regarding flexibility, according to Human Resource Executive. Their research indicates over 90% of employers report that productivity has stayed the same or increased as a result of remote work, making it a viable option for many organizations. Furthermore, employees are looking for flexibility when it comes to what they work on, who they work with, and the amount they work, Harvard Business Review researchers found. This is why companies are investing in improving their employee experience, as reported by a Gartner survey of frontline worker managers. Through proper support, allowing employees to work remotely can increase their sense of value and engagement – resulting in improved employee retention for your business.

          Additionally, making a job change is more convenient than in the past now that job seekers have the ability to make the shift from home, making the opportunities and benefits much higher. As CNBC reports, "the cost of switching jobs is lower when remote work is on the table." Overall, remote and hybrid work is amongst the top recruitment trends for 2023, as it provides flexibility and convenience for both employers and employees.

          Burnout is on the rise; expand health and well-being offerings.

          Young man practicing virtual meditation in front of his lap top.

          Unfortunately, post-pandemic effects remain in the workforce and employee burnout is on the rise, making it a top concern for recruitment trends in 2023. According to Harvard Business Review, nearly 60% of employees report they are stressed at their jobs, which is higher than even the peaks of 2020. With employees experiencing burnout, companies are starting to realize the importance of expanding their health and well-being offerings to attract and retain top talent. According to Gartner, 82% of employees now say it's essential for their organizations to see them as a whole person, rather than just an employee. In response, companies are implementing proactive rest, more paid time off (PTO), no-meeting Fridays, wellness time, discussion opportunities, on-site counseling, and coaching as recommended by Gartner. These wellness initiatives demonstrate a company's commitment to their employees' well-being, help to alleviate burnout, and will ultimately lead to increased productivity and profitability in the long run.

          DEI efforts move forward.

          Diversity, Equity, and Inclusion (DEI) efforts continue to be a crucial factor in company recruitment trends in 2023. However, Gartner research reveals that 42% of employees believe that their organization's DEI efforts are divisive, and 2 out of 5 agree that a growing number of employees feel alienated by or resentful of their company's DEI efforts. To address this challenge, HR must equip managers with the tools and strategies to engage resistant employees and address pushback early on before it develops into more disruptive forms of DEI resistance. As Harvard Business Review notes, these strategies can help create a more inclusive work environment that fosters diversity, promotes equity, and builds a culture of belonging where employees feel valued and respected for their unique contributions. By prioritizing DEI efforts and addressing resistance, companies can attract a more diverse pool of talent and create a workplace where all employees can thrive.

          A chart showing 3 ways to implement DEI efforts into your company culture.

          Blue Signal is committed to integrating DEI principles into hiring practices at all levels, and we are continuously exploring ways to enhance this process. Our diversity and inclusion recruiting team possesses the expertise to attract a wider range of diverse candidates and can support you in improving your employer branding to align with D&I values.

          Diversified talent pipelines and soft skills dominate recruitment trends in 2023!

          Diversified talent pipelines and soft skills are set to dominate recruitment trends for companies in 2023. According to Harvard Business Review, organizations must shift their focus from candidates' credentials and prior experience to assessing their skills to perform the role. Gartner's research on hiring trends of 2023 shows that candidates are charting nonlinear career paths and applying for jobs outside their current areas of expertise. This shift in talent acquisition means hiring managers are now less concerned with industry experience and technical skills. An article from the Harvard Business Review states that employing a skills-based approach can ensure more accurate alignment between job seekers and employment opportunities, significantly increase the size of talent pools, and enhance internal career mobility and employee dedication. Furthermore, they report that the skills-based approach holds the potential to mitigate the inequalities in the economy and society, which are damaging to the well-being of institutions. This is why it is essential to expand your company’s range of talent sources and prioritize the development of soft skills in order to diversify talent pipelines and stay on top of 2023 recruitment trends.

          Why you should work with a recruiter in 2023.

          As recruitment trends continue to evolve in 2023, it's becoming increasingly important for companies to work with recruiters to find and attract top talent. At Blue Signal, our recruiters are experts in navigating the job market and can provide valuable insights into emerging recruitment trends, allowing companies to stay ahead of the curve and attract the best candidates. Our recruiting team can help companies build strong employer brands, which is critical in attracting and retaining top talent. By working with Blue Signal, companies can leverage their expertise and resources to find the right candidates for their organization, ensuring a more efficient and effective executive hiring process. Ultimately, working with a recruiter can help companies save time and money while ensuring they have the talent needed to achieve their business goals in 2023 and beyond.

          Don't let the daunting task of implementing these recruitment trends overwhelm you - let a professional take the pressure off your hands. Take the first step towards improving your hiring process by contacting a recruiter today!

          Implement these top recruitment trends into your hiring practice.

          With the job market constantly changing, it is essential for hiring managers to stay informed about the latest hiring strategies to attract and retain top talent. At Blue Signal, we understand the importance of staying up to date with industry knowledge and providing clients with innovative solutions to overcome even the most challenging hiring obstacles. We hope that our exploration of the top five recruitment trends for 2023 has provided valuable insights for employers looking to differentiate themselves and succeed in their respective industries. As your partner in the process, we encourage employers to stay on top of the latest hiring strategies to ensure they have the best chance of finding and securing the right candidates for their organizations. Click the icons below to join our social media community and stay up to date on all the latest hiring trends!

          Partner with us for your next hire.

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            Filed Under: Blog Posts, Recruiter Tips, Staffing Tagged With: 2023, 2023 hiring, blue signal, company culture, Diversity, Growth, hiring, hiring manger, hiring outlook, hiring process, hiring tips, hiring trends, human resources, job market, job trends, recruiters, recruiting, staffing, Talent Acquisition, talent pipeline, talent sourcing

            Building an Effective Recession Hiring Plan

            December 21, 2022 by Lacey Walters

            As the end of 2022 rapidly approaches, many companies are beginning to look forward to the new year. This is the best time of year for planning and goal setting – which includes curating a hiring plan! It is exciting to anticipate future growth and accomplishments, however, we would be remiss to not address the impending recession. While experts agree a global recession is likely coming at some time in 2023, it is nearly impossible to predict its severity or length. No matter the case, many companies will likely feel the effects of the upcoming recession.

            Not all hope is lost, though! In fact, a report from NACE provided an encouraging statistic showcasing that employers project a 14.7% increase in hiring for the class of 2023 college graduates. With all of that in mind, it is crucial to build an effective recession hiring plan to not just survive, but thrive through the recession and beyond. As a senior leader, it’s important to create a recession hiring plan, commit to it, and follow through. In times of uncertainty, your team will be looking to you for guidance, so it is crucial that you remain transparent and carry out your recession hiring plan. But how?

            Bar grpah showing NACE study on hiring trends fro college graduates with 2023 outlook

            2023 Hiring Outlook

            The first step in building an effective recession hiring plan is to evaluate the future hiring landscape. The US talent acquisition outlook is always challenging, and that trend will likely prevail in 2023 due to the fear of a recession and its effects. One positive prediction from experts is the expectation that demand for workers in America will continue to outpace supply in 2023. In addition, businesses will also face greater demand for highly skilled workers that local talent cannot cover. This means the 2022 trend of remote work dominating job openings is here to stay. This is an advantage when building a recession hiring plan as hiring managers will be able to source and hire talent outside their area!

            Why It’s Important to Have a Recession Hiring Plan

            It may seem counterintuitive, but a recession can be a great opportunity for a company to grow. Hiring and retaining high-quality workers is an essential growth strategy amid an impending recession. In fact, Bain & Company's research of past recessions showed a glaring difference in the outcomes of businesses that remained assertive in a slow economy, compared to those that took a more conservative approach. Also, companies that have continued to hire during a recession have been able to take advantage of the market. If you can, make it a priority to look for new hires during a recession — you may find the best talent is suddenly available. Since this type of financial climate can ultimately impact your bottom line, having a clear sense of your needs and filling and retaining your crucial roles first can help you streamline your budget without sacrificing essential hires. Therefore, it’s important to be even more strategic when it comes to your recession hiring plan in order to stay ahead of the challenges of a recession.

            Three women working collaboartively with ideas ona whiteboard. Reasons to have a recession hiring plan listed in the foreground

            Strategies for Building a Recession Hiring Plan

            Thus far, we have addressed concerns regarding an impending recession and looked at predicted hiring trends for the coming year. Also, we’ve discussed the “why” behind building your company’s recession hiring plan. Now it’s time to look at the “how.”  Both facets of your recession hiring plan will help you determine the best path to hiring and success through the recession, as well as beyond it.

            Look Beyond Layoffs

            Companies that emerged from prior recessions the most successful, leaned less heavily on layoffs to cut costs, and relied more on operational improvements as a part of their recession hiring plan. It is well known that layoffs can hurt team morale and dampen productivity. Across-the-board pay cuts or hiring freezes that fail to consider employee productivity have been found to backfire, damage morale, and drive away the most valuable employees. However, some layoffs are inevitable during an economic downturn. If your company layoffs are unavoidable, consider utilizing an outplacement program like the one provided by Resume and Career Services. This program strives to soften the impact of displacing employees by providing expert resources, tools, and skills needed to find a new position fast.

            Diversify Talent Sourcing

            A recession can serve as a time for your company to seize the opportunity for recruiting new and unique talent. In fact, 44% of business owners who participated in a Universum survey said they would cast a wider net to attract new talent. There are two ways to go about diversifying where you find talent to enhance your recession hiring plan. One way is to look outside of local regions in which you typically recruit. By removing geographic limitations on job searches and considering remote applicants, you can truly hire the best of the best — not just the best of who’s located nearby. Another way is to be open to candidates who may not be an exact fit for the role but are looking for growth opportunities and have the drive to learn a new skill in your industry. While focusing on work experience alone may make them look less qualified on paper, transferable skills are valuable and often make up for any gaps in experience. These candidates also give you the opportunity to train them on your specific business processes without their sometimes biased, past experiences interfering.

            Leverage Recruiters

            According to a LinkedIn article on 2023 job trends, we can expect an uptick in candidates partnering with recruiters. Therefore, companies should consider partnering with a recruitment agency that already has a thorough recruiting process — one with the expertise, experience, time, and resources to pitch your organization to top talent and successfully attract those individuals to your company.

            Partner with Blue Signal's Recruiting Team!

            Good recruiters will specialize in an industry and have a finger on the pulse of hiring trends affecting that market, as well as a network of top talent looking for new opportunities. It is especially important to keep a recruiter in your back pocket that has solid relationships with sought-after, passive candidates. This will give your recession hiring plan an advantage in the recruiting process without spending valuable time sourcing candidates on your own.

            BAckground is group of employees wokring together to develop a recession hiring plan. The foregraound lists the three main points to keep in mind when developing the recession hiring plan.

            As leaders in the recruiting industry, Blue Signal is uniquely aware of hiring challenges, especially during an economic downturn. However, there are ample opportunities for growth and a lot to look forward to in 2023 despite overall projections showcasing a daunting landscape. The number one thing hiring managers and departments can do in the face of these predictions is formulate a strong recession hiring plan and follow through. This recession hiring plan should include strategizing beyond just layoffs, casting a wider net of potential candidates, and leveraging recruiters to gain access to industry trends and top-tier candidates. Not sure where to start? Reach out to the team at Blue Signal today for an intake call to address your hiring needs.

            Filed Under: Blog Posts, Staffing Tagged With: 2023 hiring, 2023 outlook, 2023 recession, build teams, effective recession hiring plan, Growth, hire teams, hiring, hiring outlook, hiring plan, how to, how to build an effective recession hiring plan, human resources, impending, outlook, recession, recession growth, recession hiring plan, recruiters, recruiting, staffing

            Blue Signal Ranks No. 1751 on the 2022 Inc 5000 List

            August 16, 2022 by Aylish DeVore

            For the 2nd Time, Blue Signal Appears on the Inc 5000 List, Ranking No. 1751 With a Three-Year Revenue Growth of 351 Percent

            Today, Inc. revealed that Blue Signal is No. 1751 on its annual Inc 5000 list, the most prestigious ranking of the fastest-growing private companies in America. The list represents a one-of-a-kind look at the most successful companies within the economy’s most dynamic segment—its independent businesses. Facebook, Chobani, Under Armour, Microsoft, Patagonia, and many other well-known names gained their first national exposure as honorees on the Inc 5000 list.

            This is the second consecutive year Blue Signal has been ranked on Inc 5000 list and in addition to being recognized as #1751 overall, we were also ranked #57 in Arizona, #54 in Phoenix, and #74 in Human Resources! "We are proud and humbled to be on the Inc 5000 list alongside many of our partners and clients," says Blue Signal CEO, Matt Walsh. "This recognition is a testament to our clients, candidates, and team. We are thankful for the opportunities to help build and grow many Inc. 5000 clients and appreciate the opportunity to be among them."

            The companies on the 2022 Inc 5000 list have not only been successful, but have also demonstrated resilience amid supply chain woes, labor shortages, and the ongoing impact of Covid-19. Among the top 500, the average median three-year revenue growth rate soared to 2,144 percent. Together, those companies added more than 68,394 jobs over the past three years.

            Complete results of the Inc 5000 list, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found at www.inc.com/inc5000. The top 500 companies are featured in the September issue of Inc. magazine, which will be available on August 23rd.

            “The accomplishment of building one of the fastest-growing companies in the U.S., in light of recent economic roadblocks, cannot be overstated,” says Scott Omelianuk, Editor-In-Chief of Inc. “Inc. is thrilled to honor the companies that have established themselves through innovation, hard work, and rising to the challenges of today.”

            More about Blue Signal

            Having successfully completed over 1,700 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to achieve this massive growth. Our deep industry knowledge – from 215 combined years of recruiting experience – and streamlined processes help clients to secure high-caliber talent within tight timeframes. As a top executive search firm, we have been a driving force in our clients’ professional successes. At Blue Signal, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction for both parties. Our reputation is built on our ability to consistently incorporate these priorities into each of our searches to make long-term, impactful connections.

            Blue Signal’s success has gained attention within the industry for our client services and candidate processes. We are proud to have won awards such as Inc. Magazine’s Best Workplaces 2021 & 2022; #1 Technical Placement Firm 2022; #2 Executive Search Firm in Arizona for 3 consecutive years; #2 Best Places to Work in Phoenix by the Phoenix Business Journal 2021; Forbes America’s Best Temporary Staffing Firm 2020; listed on Best and Brightest Companies to Work For in the Nation 2021; Top Recruiter – Best of Tempe 2019, 2021, and 2022; #2 Best Places to Work in Arizona 2021 and 2022; and #89 on the Inc. Regionals Southwest list of Fastest-Growing Private Companies. Among our leadership, Matt Walsh has joined the Pinnacle Society and was recognized as one of the 30 Most Inspiring Business Leaders in 2019.

            More about Inc. and the Inc 5000 List

            Methodology

            Companies on the 2022 Inc 5000 list are ranked according to percentage revenue growth from 2018 to 2021. To qualify, companies must have been founded and generating revenue by March 31, 2018. They must be U.S.-based, privately held, for-profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2021. (Since then, some on the list may have gone public or been acquired.) The minimum revenue required for 2018 is $100,000; the minimum for 2021 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Growth rates used to determine company rankings were calculated to four decimal places. The top 500 companies on the Inc 5000 list are featured in Inc. magazine’s September issue.

            About Inc.

            The world’s most trusted business-media brand, Inc. offers entrepreneurs the knowledge, tools, connections, and community to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels including websites, newsletters, social media, podcasts, and print. Its prestigious Inc 5000 list, produced every year since 1982, analyzes company data to recognize the fastest-growing privately held businesses in the United States. The global recognition that comes with inclusion in the 5000 gives the founders of the best businesses an opportunity to engage with an exclusive community of their peers, and the credibility that helps them drive sales and recruit talent. The associated Inc. 5000 Conference & Gala is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit www.inc.com.

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

            Filed Under: Blog Posts, Our Company Tagged With: Award, Consulting, Contract Hires, human resources, Inc 5000, Inc 5000 2022, Inc 5000 List, Inc. Magazine, phoenix, Private Company, recruiter, recruiting firm, staffing, Supply Chain, Top Recruiter

            Top 10 HR Certifications That Will Get You Noticed

            August 18, 2021 by Aylish DeVore

            In the Human Resources industry “only 34.2% of all HR professionals have one or more HR certifications,” according to Payscale. This leaves a unique opportunity for those wanting to advance in the Human Resources industry to fill a gap and highlight their hands-on, up-to-date industry knowledge. More and more we are seeing people forego formal higher education due to many factors, the most common being cost and time. Furthermore, despite many available degrees, the knowledge gained in the classroom can become obsolete as time passes. The laws and policies within Human Resources, in particular, change at a much more rapid rate - making continued education on a smaller, more consistent scale the more productive option. Hands-on experience is the best way to learn how to navigate situations that cannot be presented and facilitated in a classroom. Experience is everything within the field of Human Resources, and with this in mind, many employers are favoring experience and certifications in lieu of formal degrees. But with so many certifications available, the task of choosing the one that’s right for you can feel daunting. Everyone’s situation and goals are different and luckily, there are lots of associations and certification titles to choose from. We suggest starting by narrowing your list of options by evaluating your experience, time, budget, and target industry. To simplify your search further, we’ve created a list of the top 10 HR certifications that will get you noticed and set you up for success in your career.

            Additional Schooling vs.Certifications

            HR Professional Insight — Angela Grahl, People and Culture Manager

            “Certifications are great for many reasons - they are typically something you can complete faster than another degree, and the programs will be far more specialized. Not to mention, certifications and courses will cost a lot less! Training and certifications give condensed, precise info that tends to make a long-lasting impact on your professional career.”

            SHRM HR Certifications

            SHRM HR Certifications:

            The prevalence of the “Certified Professional” certification has steadily picked up in the last four years. A big part of this has to do with the Society for Human Resource Management (SHRM), which started to offer its own certifications, the SHRM-CP and SHRM-SCP, in 2015. SHRM has represented the HR community for nearly seven decades and has more than 300,000 members in 165 countries. 

            #1. SHRM Certified Professional (SHRM®–CP) 

            #2. SHRM Senior Certified Professional® (SHRM–SCP®)

            SHRM conducted global research, including outreach to major corporations, universities, and over 35,000 members of the profession worldwide. Their findings determined that a successful HR career will also be determined by behavioral competencies apart from solely technical knowledge — the SHRM-CP and SHRM-SCP include both of these essential elements, making it a unique certification process. 

            Skills tested: The certification program covers behavioral competencies and functional knowledge areas within the themes of HR competencies, people, organization, and workplace. The SHRM certification measures an HR professional’s most critical skill - the ability to apply HR principles to actual, everyday situations. It is among the first to focus on practical, real-life HR information; teaching and testing both competencies and knowledge.

            Certification process: This exam is 4 hours in length with 160 questions which include 95 knowledge items and 65 situational judgment items. Applicants now have the option to test from home through live remote proctoring. Certification fees cost anywhere from $300 - $475 depending on membership and registration date. Team delivery methods are offered as an option for organizations to provide group certifications.

            SHRM-CP Requirements: SHRM-CP Certification requirements differ depending on education and years of experience. 

            • For those with less than a Bachelor’s degree but in an HR-related program; 3 years in an HR role is required. 
            • For those with less than a Bachelor’s degree and are not in an HR-related program; 4 years in an HR role is required.
            • For those with an HR-related Bachelor’s degree; 1 year in an HR role is required.
            • For those with a non-HR Bachelor’s degree; 2 years in an HR role is required.
            • For those with an HR-related Graduate degree; currently being in an HR role is all that is required.
            • For those with a non-HR Graduate degree; 1 year in an HR role is required.

             

            SHRM–SCP® Requirements: 

            • For those with less than a Bachelor’s degree but in an HR-related program; 6 years in an HR role is required.
            • For those with less than a Bachelor’s degree and are not in an HR-related p
            • rogram; 7 years in an HR role is required.
            • For those with an HR-related Bachelor’s degree; 4 years in an HR role is required.
            • For those with a non-HR Bachelor’s degree; 5 years in an HR role is required.
            • For those with an HR-related Graduate degree; 3 years in an HR role is required.
            • For those with a non-HR Graduate degree; 4 years in an HR role is required.

            Click here to review what degrees and experience qualify as HR-related.

            Benefits: HR professionals who implement policies and strategies, serve as points of contact for staff and stakeholders, deliver HR services, and/or perform operational HR functions should take the SHRM-CP exam. Along with providing updated information, sharpened skills, and new perspectives, certified professionals have a positive influence on employees and colleagues. Based on one single SHRM Body of Competency and Knowledge (SHRM BoCK), the SHRM-CP and SHRM-SCP credentials are relevant and applicable worldwide. Earning this credential will give professionals the recognition and flexibility to use their knowledge, skills, and competencies anywhere their organization operates, now and in the future.

            HRCI HR Certifications

            HRCI HR Certifications

            Earning a credential from HRCI® speaks volumes as it distinguishes you as an expert in the HR field, with proven levels of skills, knowledge, and competence necessary to mitigate risks and drive business results. HRCI has a long list of many proven credentials that are a great fit for every level of experience.

            #3. Associate Professional in Human Resources (aPHR)

            The aPHR is an HR certification designed for professionals who are both just beginning their HR career journey, as well as for non-HR managers who are looking to expand their skills when managing people.

            Skills tested: The aPHR certification test includes 38% HR operations, 16% employee relations, 15% recruitment and selection, 14% compensation and benefits, 12% human resource development and retention, and the remaining percentage on health, safety, and security.

            Certification process: The exam is timed at 2 hours and 15 minutes and includes 100 scored questions (mostly multiple-choice) and 25 pretest questions. This is a computer-based exam at a Pearson VUE testing center or at your home or office using OnVUE. The fee for the exam is $300 plus an application fee of $100. 

            Requirements: No HR experience is required since this is a knowledge-based credential.

            Benefits: Candidates can gain an understanding of tactical and operational tasks related to workforce management and the HR function; complying with the laws, regulations, and policies that affect the organization. They will understand the hiring process including regulatory requirements, sourcing of applicants, formal interview and selection process, and onboarding of a new hire. Gain confidence in concepts related to total rewards such as pay and benefit programs, responding to employee questions, and handling claims in compliance with applicable laws, regulations, and company policies. Certified professionals will gather the techniques and methods for delivering training programs and developing individual employees. They will understand the methods organizations use to monitor and address morale, performance, and retention. They will learn how to balance the operational needs of the organization with the well-being of the individual employee. Lastly, they will gain an understanding of the laws, regulations, and policies that promote a safe work environment; using risk mitigation procedures to protect against workplace hazards.

            #4. Professional in Human Resources® (PHR)

            The PHR certification is a great way to establish yourself in the HR field. This certification allows for advancement in your HR career and demonstrates mastery of the technical and operational aspects of HR management, including U.S. laws and regulations. The PHR is for the HR professional who has experience with program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization, and has responsibilities that focus on the HR department rather than the whole organization.

            Skills tested: The PHR certification test skills are broken down into 39% employee and labor relations, 20% business management, 16% talent planning and acquisition, 15% total rewards, and 10% learning and development.

            Certification process: The exam is timed at 2 hours and includes 90 scored questions (mostly multiple-choice) and 25 pretest questions. It is a computer-based exam taken at a Pearson VUE testing center or at your home or office using OnVUE. The cost of the exam is $395 plus an application fee of $100. The PHR certification is valid for three years after testing. To maintain the PHR credential, candidates must earn 60 recertification credits over a three-year time span or retake the exam.

            Requirements: Applicants must have at least one of the following requirements to test: at least one year of experience in a professional-level HR position plus a Master’s degree or higher; at least two years of experience in a professional-level HR position plus a Bachelor’s degree; or at least four years of experience in a professional-level HR position.

            Benefits: Certified professionals will be able to use information about the organization and business environment to reinforce expectations, influence decision-making, and avoid risk. They will identify, attract, and employ talent while following all federal laws related to the hiring process. They will contribute to the organization’s learning and development activities by implementing and evaluating programs, providing internal consultation, and providing data. They will learn to implement, promote, and manage compensation and benefits programs in compliance with federal laws. Once certified, professionals will be able to manage, monitor, and/or promote legally compliant programs and policies that impact the employee experience throughout the employee lifecycle.

            #5. Senior Professional in Human Resources® (SPHR®)

            The SPHR demonstrates mastery of the strategic and policy-making aspects of HR management as practiced in the U.S. The credential is designed for big-picture thinkers responsible for planning rather than implementing HR policy. Organizations seek out SPHR professionals for their proven accountability for HR department goals, for breadth and depth of knowledge in all HR disciplines, and for understanding business issues beyond the HR function.

            Skills tested: The SPHR certification test questions are broken up into 40% leadership and strategy, 20% employee relations and engagement, 16% talent planning and acquisition, 12% learning and development, and 12% total rewards.

            Certification process: You will have 2 hours and 30 minutes to answer 115 scored questions (mostly multiple-choice) plus 25 pretest questions. You can take the exam at a Pearson VUE testing center or at your home or office using OnVUE. The exam costs $495 plus an application fee of $100. The SPHR certification is valid for three years after testing. To maintain the credential, candidates must earn 60 recertification credits over a three-year time span or retake the exam. Of those 60 recertification credits required, 15 must be Business Management & Strategy credits. 

            Requirements: Applicants must have at least one of the following requirements: at least four years of experience in a professional-level HR position plus a Master’s degree or higher; at least five years of experience in a professional-level HR position plus a Bachelor’s degree; or at least seven years of experience in a professional-level HR position.

            Benefits: Accredited professionals will learn to lead the HR function by developing HR strategy, contributing to organizational strategy, influencing people management practices, and monitoring risk. They will be able to forecast organizational talent needs and develop strategies to attract and engage new talent; developing training and employee retention strategies. They will understand how to monitor the effectiveness of compensation and benefits strategies for attracting, rewarding, and retaining talent. Also, they will be given the tools to develop and/or monitor strategies impacting employee satisfaction and performance including diversity and inclusion, safety, security, and labor strategies.

            HR Professional Insight — Angela Grahl, People and Culture Manager

            “I actually fell into HR by chance and everything I've learned to date has been on the job and through specialized training courses. My degree is in communication studies with a focus on media journalism and a minor in anthropology from the University of Michigan. Upon graduation, I took a job I thought would be temporary and part-time that I could do while searching for a media-based role, but ended up developing a real passion for talent acquisition and helping my employees in what became my career.

            I have done a multitude of training seminars in different areas thus far, including I-9 and immigration law, Lean/Six Sigma project management, benefits and funding for small businesses, and more. I always take something unique from each seminar. Additionally, Blue Signal is deeply connected with PNC Bank, and we're excited to begin working with their SHRM board member to become certified and more active in our local HR community. My partner Caroline is also someone who ended up in HR although she pursued education in health science. She recently attended a comprehensive two-day training course in general HR topics and got to learn about areas we may never touch at Blue Signal, like handling unions. I thoroughly believe more knowledge is power!” 

            #6. Professional in Human Resources — International™ (PHRi)

            The PHRi credential demonstrates the mastery of generally accepted technical and operational HR principles on a national scale. The PHRi is for practitioners based outside of the United States and validates professional-level competency, knowledge, and skills to help propel an HR career forward. 

            Skills tested: Skills tested for the PHRi certification include 19% talent acquisition, 19% HR administration and shared services, 19% talent management and development, 17% compensation, benefits, and work experience, 16% employee relations and risk management, and 10% HR information management.

            Certification process: The exam is timed at 3 hours and 15 minutes, and includes 145 scored questions (mostly multiple-choice) and 25 pretest questions. The test is available in English as well as in Spanish. The cost of the exam is $395 plus an application fee of $100. The PHRi certification is valid for three years after testing. 60 recertification credits must be earned over the three-year time span or those certified will be required to retake the exam. 

            Requirements: Applicants must have at least one of the following requirements to test: at least one year of experience in a professional-level HR position plus a Master’s degree or global equivalent; at least two years of experience in a professional-level HR position plus a Bachelor’s degree or global equivalent; or at least four years of experience in a professional-level HR position.

            Benefits: Accredited professionals will be able to determine actions needed to make sure an organization has employees with the right skills in the right positions at the right time. They can manage activities that support employees and managers by responding to requests for information and gathering and storing information in a manner that ensures integrity and accurate retrieval. They are skilled in processes that support effective talent management, employee engagement, and development.

            #7. Global Professional in Human Resources (GPHR)

            This certification lets the business world know you have the knowledge and skills needed to manage HR challenges in a global marketplace. The GPHR demonstrates professional expertise in multinational HR responsibilities, including strategies of globalization and development of HR policies and initiatives that support organizational global growth. 

            Skills tested: The GPHR certification test skills are broken down into 25% strategic global human resources, 20% global talent management, 15% global mobility, 15% workplace culture, 15% total rewards, and 10% risk management and compliance.

            Certification process: The exam is timed at 3 hours and includes 140 scored questions (mostly multiple-choice) and 25 pretest questions. It is a computer-based exam that can be taken at a Pearson VUE testing center or at your home or office using OnVUE. The exam costs $495 plus an application fee of $100. The GPHR certification is valid for three years after testing. To maintain it, 60 recertification credits must be earned over the three-year time span, 15 of which must be Global credits. 

            Requirements: Applicants must have at least one of the following requirements to test: at least two years of experience in a professional-level HR position plus a Master’s degree or higher; at least three years of experience in a professional-level HR position plus a Bachelor’s degree; or at least four years of experience in a professional-level HR position.

            Benefits: Accredited professionals are able to formally understand global business factors and the unique HR challenges faced by such organizations while serving as a strategic business partner. They can use appropriate tools and metrics to ensure an organization is able to find, develop, engage, and keep talent. Certified professionals are strong at determining when to send employees abroad and ensuring smooth transitions for those on expatriate assignments and upon return while ensuring compliance with applicable laws and regulations. They maximize organizational results by facilitating an inclusive workplace through cultural competence, corporate social responsibility, and ethical behavior. They are experts in ensuring voluntary and required total rewards are appropriate for the work location and circumstances of employment. These professionals are skilled in keeping an organization’s employees safe, secure, and free of discrimination and harassment while protecting their privacy and ensuring compliance with applicable laws and regulations.

            HCI HR Certification

            HCI HR Certifications

            HCI allows individuals to grow their capabilities and advance their careers through industry-recognized certifications in critical areas like HR business partnership, workforce planning, people analytics, change management, and more.

            #8. Strategic HR Leadership Certification (SHRL)

            This certification allows individuals to create and grow high-performing HR teams through intention, interaction, and influence.

            Skills tested: Professionals who become certified through this course will learn how to assess team leadership skills, connect teams to a larger purpose, intentionally design teams, optimize team interaction, and influence outcomes. 

            Certification process: The training for this certification is offered as a two-day program or as a virtual series with half-day sessions delivered over four weeks, with many dates and times offered to fit most schedules. Participants are able to chat and interact with facilitators and peers via the Zoom platform when using the virtual training option. Official certification will be earned after attending all of the sessions, completing all classwork, and passing the multiple-choice exam with a score of 80% or higher. Renewal will be required every three years by obtaining 60 credits. 

            Benefits: Those who formally or informally lead a team would greatly benefit from this certification course. Through practice, they will learn to give feedback and coach a team to improve both their performance and engagement. Throughout the training program, they will also walk away with 30 tools and templates they can use right away to improve leadership and their team's performance. When attending this training, participants also earn 12 HCI, 12 HRCI, 12 SHRM, and 12 ATD recertification credits. 

            ATD CI HR Certification

            ATD CI HR Certifications

            The ATD Certification Institute’s vision is to provide world-class credentials for the talent development community. ATD CI is responsible for the development, administration, and governance of ATD’s credentialing program, including the APTD and CPTD credentials. ATD CI operates in accordance with international accreditation standards for certification programs along with ATD’s education and training programs. These programs allow for separation from the assessment process and training or test preparation.

            #9. Certified Professional in Talent Development (CPTD)

            The Certified Professional in Talent Development (CPTD) is a professional certification for those in the talent development field. It is broad and measures a professional’s knowledge and skill application across the breadth of talent development capabilities. Successful CPTDs report that the process of getting their credential was a tremendous growth opportunity, allowing them to learn, give back to the profession, and make a positive impact on their careers. ATD offers a free downloadable letter template for those not sure how to start the conversation with their employer about the value of the CPTD.

            Skills tested: The CPTD exam focuses on a subset of capabilities from the Talent Development Capability Model and covers three domains: 20% on personal capabilities, 45% on professional capabilities, and 35% on organizational capabilities. Testing focuses on skills application and decision-making for more experienced professionals. Follow this link to review and download the CPTD exam outline.

            Certification process: In post-exam surveys, candidates report that they have spent an average of 80–100 hours preparing for the exam and allowed themselves six to nine months for the process. The exam is timed at three hours and includes a mix of multiple-choice questions and case management questions. The test is a computer-based exam at conveniently located testing centers worldwide or in a secure location of your choosing, via remote proctoring. The exam costs $900 for members and $1250 for non-members. This fee covers a testing seat for the CPTD exam, exam score report, and a CPTD certificate and lapel pin once the credential is achieved. Prep courses and materials are optional and not included in the exam fee.

            Requirements: Applicants are required to have at least five years of professional work experience in talent development or related fields and must have completed 60 hours of professional development in talent development within the last five years. They should also have deep knowledge and experience applying the principles for enhancing employee talent development. 

            Benefits: Benefits that come with acquiring a CPTD, or working with a colleague who is certified, include a strong understanding of and ability to add value and impact through talent development strategies and solutions, ultimately bringing success to the organization.

            IHRIM HR Certifications

            IHRIM HR Certifications

            The International Association for Human Resource Information Management (IHRIM) has been the leading membership association for HR information management professionals since 1980. They offer a unique community that blends education, collaboration, and professional certification.

            #10. Human Resource Information Professional Certification (HRIP)

            The Human Resource Information Professional (HRIP) Certification is designed to assess the knowledge and competencies of professionals in the HR information management field. Passing this exam indicates a demonstrated comprehensive understanding and proficiency of the defined body of knowledge in HR information management.

            Skills tested: The skills tested on the HRIP exam is made up of 30% HR technology and business processes; 30% systems selection, implementations, and upgrades; 25% HR systems operations; and 15% technology strategy and solutions assessment.

            Certification process: Candidates will have 2 hours to answer 90 questions and can take the exam one of two ways; via Live Online Proctoring (LOP) or at one of Scantron’s worldwide test centers. The cost of the exam ranges from $385 - $670 depending on membership and registration date. Upon passing the exam, the credential is active for 3 years. n order to maintain certification, a total of 60 recertification credit hours are required during that 3 year period. Click here to review the IHRIM recertification tracking form. 

            Requirements: While there are no specific requirements, the ideal candidate should have five years of experience in HR technology solutions or HR information management, or comparable education. A Bachelor’s degree from an accredited college or university is preferred, however, professional experience in the field bears greater weight on the candidate’s success. 

            Benefits: This certification demonstrates a professional’s expertise as it is a concrete measure of experience and command of HRIM/HRIS concepts and processes. The HRIP designation communicates a candidate’s motivation, knowledge, and commitment to quality to clients and employers. It distinguishes professionals as industry leaders and shows that they stay current and promote high standards in the HRIM/HRIS field. Preparation for the HRIP exam covers all aspects of HRIM/HRIS, including the latest trends and best practices. Plus, the recertification requirements ensure keeping abreast of changes in the field.

            No matter which credential you chose, each of these top 10 HR certifications will get you noticed and set you up for success in your career by keeping you moving forward. Attaining one of these HR certifications relevant to your industry and/or career advancement goals sets you apart from others in the space, and shows your dedication to continued education and excellence in your role. Upon earning a new certification, be sure to maintain the credential accordingly as these associations that provide these certifications are updating and changing the information as quickly as our state and federal governing bodies are. Resources like webinars, conferences, books, and additional training can satisfy these professional development requirements. As always, with any new certification or skillset, be sure to update your HR certifications on all sites and platforms such as LinkedIn and resumes/cover letters. This ensures you are marketing yourself in the most impressive and accurate way to potential career advancement opportunities. As you toy with the idea of acquiring a new certification in HR, don’t hesitate to reach out to Blue Signal to connect with a recruiter that can help guide you through the process, and offer advice based on the individual factors that make up your career goals. 

            Filed Under: Blog Posts, Career Advice Tagged With: #career, aPHR, ATD, career advice, Career Growth, Certification, CPTD, GPHR, HCI, hr, HR certifications, HRCI, HRIP, human resources, IHRIM, PHR, PHRi, professional, SHRL, SHRM, SHRM-CP, SHRM-SCP, SPHR

            Social Media Best Practices for HR

            January 17, 2020 by Lacey Walters

            In a world where 1 in 5 page views occur on Facebook, and Twitter users generate 6,000 tweets per second, social media is no longer a small element of the modern community life, it’s the beating heart of how we interact. It might be tempting to just leave social media totally in the hands of your marketing team, but the reality is that the whole company—including HR—needs to be on board.

            While the social media landscape is still in a state of flux, success in this area isn’t random. Social media best practices go beyond marketing and PR: they’re about how people interact. Since HR is the industry of people, human resources professionals need to have a social media strategy. What can an HR professional do to harness social media for a positive employee culture?

             

            1. Know the channels your employees use. Listen to what they say.

            Together, customers and employees are the two groups that shape the reputation and image of your company. Their voice is much more powerful than any marketing or PR effort. Find out what platforms your employees use, and what they’re saying about you. It takes very little time to get an impression of what the public thinks about you as a company and an employer.

            The easiest social media platforms for managing your reputation are LinkedIn, GlassDoor, and the first few pages of Google searches. These are the first places your job candidates will be checking before they decide to work for you. Facebook and Twitter are less straightforward, but you can track buzz and interactions around your company to get an understanding of where you stand.

            Social media should already be part of your hiring process. Not only should you source candidates through LinkedIn (or work with recruiters who do), you should vet potential employees’ social media profiles during the hiring process. It will give you an insight into their personality that may not come out in a formal interview.

             

            2. Celebrate on social media.

            Embrace opportunities to celebrate your company on social media. Use your LinkedIn page, Twitter account, and Facebook company page to share promotions, new hires, company outings, fun traditions, perks, and milestones. Post often and at many levels — new and senior employees alike deserve recognition for hard work.
            Twitter employee praise
            Include photos or videos to boost your views and humanize your company. Since your employees already use social media every day, show your appreciation for them where they (and the competition) can see. Make your competition envious of your workplace culture.

            The key to this approach is consistency. Decide on a social media calendar, then design a process for selecting an employee to celebrate. Keep the process fair so that other employees don’t feel left out.

            This personalized, grass-roots approach costs little time and money and dramatically boosts retention and your online reputation. When you paint a clear picture of your company’s selling points, you will attract and keep top talent.

             

            3. Form strong bonds with your PR and marketing teams.

            They’re the ones who manage your company’s branding and voice on the front lines. If you don’t communicate, you’ll miss out on insights into your people and potential candidates. Share your visions with each other. Talk about ways you can help each other reach those goals.

            Your goal is a strong correlation between your brand and your employee culture. There is no substitute for keeping your finger on your company’s pulse. When individuals and departments are dissatisfied, they talk, and they may not talk to you first. A culture disconnect comes off as disingenuous to your customers and makes it hard for you to attract and keep your top employees.

             

            4. Don’t try to gag people.

            Twitter banned HR social media You can’t monitor everything (nor should you want to), but you can get an idea of your employees’ social media habits before and after you hire them. Trying to shut people down will only fan the flames.

            A hyper-strict social media policy never goes over well (and may actually be illegal): “The National Labor Relations Board has concerns about companies that run with these very broad gag policies that relate to things going on in the workplace,” says Jon Hyman of the legal advisory firm Kohrman Jackson & Krantz.

            Instead, integrate social media into your employee communications. Make a space for employees to talk internally and confidentially. Don’t rely on traditional methods (the anonymous comment box in the break room is outdated). Today’s employees are vocal and have many tools at their disposal to be heard. Let them know that you hear them so that you can solve problems together before they feel compelled to take their frustrations to public arenas.

            If you notice a negative trend in what employees are saying, you have an opportunity to fix the problem and build on your strengths. Turning around an unhappy employee is a win for everyone, including you: workplace morale improves, productivity goes up, and you don’t lose an employee.

             

            5. Ask for good feedback.

            In addition to sharing successes from your own perspective, encourage employees to leave employer reviews on GlassDoor, Facebook, and other social media channels. Job seekers are more likely than ever to research company culture during the interview process, and positive employee reviews are a powerful tool to give you legitimacy. Dissatisfied employees speak up more often than happy employees. Avoid asking when your employees are likely to be stressed or nervous–such as close proximity to annual performance reviews, audits, or looming project deadlines.

            Another great tactic is to create avenues for employees to share their own good news, such as a perk-related Twitter hashtag, or encouraging employees to tag themselves and share company event photos on Facebook. Your marketing and PR teams may have additional ideas and resources. One note: offering incentives in exchange for good reviews is not allowed.

            Apple Glassdoor review

            GlassDoor is the top platform for workplace culture reviews. Many job candidates read through these reviews during their company research. 

            6. Know when to tune out.

            Some people are determined to say negative things. Inevitably, some will stick. The best policy is to treat your people well.

            Good news is the best antidote for bad press. Take advantage of opportunities to spread good news and fix problems promptly. Truly listen to your employees to clear up issues before they become exacerbated. Manage expectations and company policies right from the start to keep your employees happy. Most importantly, show your company in the best light by celebrating success.

            Filed Under: Blog Posts Tagged With: company culture, employee feedback, facebook, glassdoor, hr, human resources, linkedin, marketing, policies, PR, social media, social media best practices, twitter

            Your 4-Step Guide to Adopting New Hires into Company Culture

            August 27, 2019 by Lacey Walters

            As a hiring manager, you’ve done the hard part, going through endless levels of interviews to find the perfect candidate and now, it’s the start date. For a new hire, starting a new job can be exciting, overwhelming, and nerve wracking. Some people approach their new career with elation and confidence, ready to take on their responsibilities. However, some employees dread the first day - worried about the people they’ll meet, their supervisors’ management style and even where they will sit at lunch. Successfully integrating new hires into company culture is one of the most important hiring processes and can be a determining factor in your new hire’s career-span within the company.

            Your new employee has already had a great first impression with their candidate hiring experience, now, it’s more crucial than ever to continue to impress  them with your company culture and keep that excitement and momentum going. Here’s a 4-step guide to the process of making new employees feel comfortable and part of the team from day 1.

            New Employee Onboarding

             

            1. Begin Onboarding Before the Official Start Date 

            One way companies can introduce company culture to new hires is to start the process before they even arrive. When sending out materials to introduce them to the job, include internal materials that gives your new employee an inside look into the personality of the company. Take advantage of what is typically a to-the-point welcome letter to prepare your new hire for what they can expect on the first day in a fun and creative way. Providing them with a FAQ sheet, recommendations around the area, and a set first-day agenda can eliminate some of the worries and questions they may have upon arrival.

            2. Create Fun Opportunities to Meet Fellow Coworkers

            We’ve all played getting-to-know-you games as kids in school, and whether we liked them or not, they were undeniably effective at breaking the ice and encouraging interaction. Icebreakers and team facilitation activities are a great way to ease some of the tension your new hire may be feeling. Social media is also becoming a new and innovative way to create connections between employees. Help your employees merge into the company by encouraging them to follow company social media accounts, along with adding them to a private social network for your company. A private social network, such as a private Facebook group, allows employees to participate and feel active in conversations in a less formal setting. Ultimately, it comes down to implementing interactive opportunities to create a strong dynamic for your company culture.

            3. Put Yourself in Their Shoes

            Regardless of the amount of time your company has been established, company culture is something that is present from the very beginning. Unless you are the CEO or have been with the company from the ground up, chances are that you have had to go through the onboarding process as well once upon a time. It’s easy to forget the impressions and questions you had on your first day, but it’s critical to put yourself into their shoes and make them feel as comfortable and supported as possible. Remember, as a new employee, questions will be asked and mistakes will be made; these are expected and should be looked upon as a learning experience for both the new employee and manager. Putting in effort to realize that you were in the same position at some point in time allows a certain level of respect and rapport to be built.

            4. Follow up

            The number one place where companies fall short in the onboarding process is following up with your new hire to ensure they are understanding and enjoying their work. One of the easiest ways to guarantee long-term employment is to onboard them correctly and not let employees fall off your radar. According to the 2018 Recruiter Nation Survey from Jobvite, 39% of talent professionals dedicate between 1-3 business days to onboarding. Although it may involve increased efforts from larger companies, onboarding should be a priority and last weeks or even months as necessary. In addition to habitually checking up on your new hire, a simple follow up email is a valuable way to gain feedback and opens up an honest communication forum between all levels of authority.

            Some of the biggest onboarding challenges are inconsistent applications, manager accountability and competing priorities. Adapting a new employee to the company culture and ensuring their success needs to be a priority to guarantee a positive experience. Keep in mind, helping your new hire fit into company culture can be simplified with these 4 easy steps: begin onboarding before the start date, create fun opportunities to meet coworkers, put yourself in their shoes, and follow up. 

            We Are Here to Help

            Are you a hiring manager or talent acquisition professional looking to expand your team? Ask us how we can help coach your onboarding process as needed! Blue Signal’s search process continues to impress our clients and our recruiters are dedicated to finding top talent within any industry.

             

            Ready for a free hiring consultation?

            Contact us today on ways we can help your organization.

            (480) 939-3200
            Your 4-Step Guide to Adopting New Hires into Company Culture

            Filed Under: Blog Posts, Career Advice Tagged With: candidates, company culture, hiring, hiring manager, hiring process, hiring trends, hr, human resources, new employee, onboarding, onboarding program, recruiters, workplace

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