A WAR FOR PEOPLE – AMERICA’S FIGHT FOR SKILLED WORKERS

November 8, 2019 by Blue Signal

For years, there’s been a significant gap in the amount of job seekers and the amount of available jobs. Many people believe that this is due to an abundance of job seekers and not enough jobs. In actuality, reports show that job opportunities are at an all-time high, with the labor shortage leaving nearly 1.4 million roles open.

For a consistent record of nearly 18 months, the number of open jobs has been significantly higher than the amount of people applying. According to data released by the US Department of Labor, there were 7.4 million job openings in June but only 6 million looking for work. So where are those 1.4 million people and why are they not being hired?

US EMPLOYEES AND LACK OF SKILLS

According to the results of a new American Staffing Association Workforce Monitor survey by The Harris Poll, approximately 54% of Americans agree that adults aren’t getting hired because they don’t possess the necessary skills needed for the jobs they want. With jobs requiring more prerequisites than ever before, job seekers are simply not matching up to what companies are looking for.

This continued trend of open jobs is not only limiting job seekers, it’s limiting employers. If not resolved, the skill gap is expected to branch across multiple industries and companies, affecting more than just the blue-collar and lower-paid industries.

Approximately 54% of Americans agree that adults aren’t getting hired because they don’t possess the necessary skills needed for the jobs they want.

There are already more open jobs that people seeking work in nearly every industry. Some companies have resulted to raising pay, adding perks and eliminating restricting requirements like drug screening to fill their roles. But should that be the answer - employers lowering skill expectations to fill roles with subpar candidates?

EXPERIENCE AND THE SKILLS GAP

Another contribution to the increased amount of open jobs is the amount of baby boomers retiring this decade. Boomers account for over a third of the workforce, leaving millions of jobs in their wake till 2029. With the rise in retirement, Gen X, Millennial and Gen Z workers are needing to step up to make up for the shortage. This is compounded by lack of experience throughout the Gen Z and Millennial populations. These workers have little real-world experience and typically do not bring enough experience alone to make up for the older generation.

Although it is majorly believed that the skills gap is what is causing the labor shortage, others contribute it toward strict job requirements. It is believed that the millions of unfilled jobs are the result of outrageous employer skill set expectations. Data indicates that 61% of full-time entry-level jobs require at least 3 years of experience. This greatly limits college grads and people without degrees who may not have the ideal traits when you need experience to gain experience.

AN INSIDE LOOK

While there have been many studies about the long-term work and financial benefits to obtaining a college degree, recent college grads and people without degrees are affected the most by this skills shortage. Nowadays, a degree isn’t enough to score your dream job and desired pay. People with more experience are being paid more money with better benefits than those with/without a degree and limited experience.

Blue Signal had the opportunity to speak with recent Arizona State University graduate, Alexander Klampert, about his recent graduation and job search. He has been looking for work for a few months now, but to Alex it feels like a lifetime. When asked why he hasn’t found the right fit, Alex showed frustration with the advanced skill requirements for jobs he was seeking.

“There were a ton of jobs that peaked my interest and seemed like a good fit,” Alex stated. “But a lot of the jobs that were listed as entry level positions required years of previous experience.”

Although Alex does have previous internship and real-world working experience, his background does not compare to someone who has been working for years. Whether or not the skills gap is a result of too many strict background requirements or the simple lack of qualified applicants, it continues to be the common denominator.

A FINAL NOTE

The cycle of finding employees in a flourishing job market calls for a deep dive into required skills. In order to compensate for this gap, it’s expected that companies will need to start putting in more effort, time and money to attract the right candidates. Without distracting from the real work hiring managers are tasked with in their roles, recruiters can support this talent hunt with the expertise, market knowledge, and focus needed to find the perfect candidates. When taking advantage of the services recruiters have to offer, companies are able to find quality candidates without sacrificing the traits they desire in an employee. Recruiters have the time and experience needed to look past a resume, and to the real value a candidate could bring to a role. Although difficult to find, those people are out there. Recruiters use their entire 9 to 5 to dig through the under-qualified to find the qualified.

It’s more important than ever to take advantage of the resources around you and to not settle for employees with lower skills just to fill a role. This will result in high employee turnover rates and dissatisfaction, leaving companies right where they started. The job war occurring throughout America and its workforce is real, and it doesn’t seem to be coming to a resolution anytime soon. The skills gap may continue to widen, but those prepared companies that have invested in their talent searches will have a better chance of winning the battle, if not the war.

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The Importance of Candidate Experience

August 14, 2019 by Blue Signal

With the job market being at an all-time high, and unemployment at record lows, companies are in dire need for top talent. This is creating more competition among employers and as a result it is fostering a more particular candidate pool. Candidate experience plays a huge factor for a company’s hiring processes with more than 82% of job seekers saying that it is an important factor in their decision.

So, why is candidate experience so important to job seekers? Well, not only is it a reflection of employers, it also affects their brand and the culture that they have built. Recently, CareerBuilder conducted research on candidate experience and it revealed that “68% of candidates think the way they are treated in the hiring process reflects how the company treats its employees.”

There are many ways that employers can improve candidate experience, but the most important way is by setting clear expectations, having a clear and responsive process, maintaining a good impression, and simplifying the hiring process.

1. Set Clear Expectations

Candidates need to be intrigued by a job description and the company in order to apply. It sounds simple, but it comes down to how you market the job. It’s important for employers to set clear guidelines on what type of candidate they’re looking for, and what background they need to have. The Namely Blog stated that “an HRDive report found that 73% of hiring managers say they provide clear job descriptions, while only 36% of candidates agree.” Having a clear and accurate explanation of the overall job responsibilities, requirements, benefits, perks or incentives, and even compensation details are important. Although some employers may not disclose compensation during the hiring process, be sure to discuss that at some point - particularly early on.

2. Have a Clear and Responsive Process

Throughout the hiring process it is important to keep candidates in the loop on what is going on. Interested in taking next steps? Let them know! Not interested in speaking further with them? Let them know! According to Workable, “75% of candidates never hear back from a company after sending in an application and 60% of candidates say they’ve gone for interviews and never heard back from the company.” This eventually leads to a bad reputation considering that “22% of candidates will tell others not to apply to the company.” So, it’s crucial to be transparent and responsive to not only maintain a good reputation, but to improve the overall candidate experience.

3. Simplify and Speed Up the Hiring Process

Some hiring processes can be tedious and take a lot of time. Candidates are usually unsure of what to expect so a simple, fast and clear approach is the way to go. Hiring new talent can be time consuming and costly for companies. The Society for Human Resource Management states that, “companies reported spending nearly $4,500 per hire–not including the cost of lost time and productivity while the position sits open.” It’s important to be efficient and simplify the process - not only for the company, but for the candidate. The hiring process is ultimately a candidate’s first impression, so be sure to stand out.

4. Maintain a Good Reputation

We’re in a social media driven era and people can find positive or negative reviews on a company with a simple click. A candidate’s experience is especially crucial for the people companies don’t end up hiring. According to a LinkedIn survey, “83% of candidates said a negative interview experience can change their mind about a role or company they once liked.” Providing a good experience can maintain a good impression and it is important for organizations to consistently build a positive reputation as a great place to work. Candidate experience goes hand in hand with company culture, and research states that 95% of recruiters say that it has an impact on employer branding. Recruiters connect with candidates daily, so they have a full understanding of companies hiring processes and have dealt with both good and bad experiences. It is crucial to listen to what people are saying, and most importantly take their feedback into consideration in order to maintain a good reputation.

There are many ways employers can enhance candidate experience and improve the current processes in place. Learn what needs to be improved on and listen to what candidates have to say - whether it’s positive or negative. Feedback is important and can be a great resource. Even doing a simple Google search or browsing Glassdoor can give employers clarity on what people really think about them. Remember that setting clear expectations, having a clear and responsive process, maintaining a good impression, and simplifying the hiring process is a great way to improve a candidate’s experience.

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 hiring 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. Contact us today on ways we can help your organization. (480) 939-3200

Blue Signal Expands to Meet Growing Demand

July 15, 2019 by Blue Signal

In response to our recent successes, and increased demand for Blue Signal’s recruiting services, we have recently expanded our internal teams. We have nearly doubled in size with the addition of 15 incredible team members. With three new classes of recruiters in the first half of 2019, Blue Signal is poised to multiply our placements in the upcoming quarters. We are proud to announce this expansion of our team, and are excited to see what change and development we can shake up next!

Meet Blue Signal's 2019 New Recruits

Select a name to meet our new hires!

Michaela Newheart

Jeffrey Williamson

John Ross Wilsey

Trevor Gamble

Rachel Zuckert

Sal Salerno

Lauren Gallagher

John Stuart

Dominique Ziegler

Michaela Newheart

Michaela Newheart - Sr. Executive Recruiter

Connect with Michaela on LinkedIn!

Jeffrey Williamson

Jeffrey Williamson - Sr. Executive Recruiter

Connect with Jeff on Linkedin!

John Ross Wilsey

John Ross Wilsey - Sr. Executive Recruiter

Connect with John Ross on Linkedin!

Trevor Gamble

Trevor Gamble - Executive Recruiter

Connect with Trevor on Linkedin!

Rachel Zuckert

Rachel Zuckert - Executive Recruiter

Connect with Rachel on LinkedIn!

Sal Salerno

Sal Salerno - Executive Recruiter

Connect with Sal on LinkedIn!

Lauren Gallagher

Lauren Gallagher - Executive Recruiter

Connect with Lauren on LinkedIn!

John Stuart

John Stuart - Executive Recruiter

Connect with John on LinkedIn!

Dominique Ziegler

Dominique Ziegler - Content Marketing Specialist

Connect with Dominique on Linkedin!

We look forward to working together with our new team members to deliver the best available talent to our clients. Meet the rest of the Blue Signal team here.If you are interested in getting in on the fun, you can also check our jobs page as we are constantly looking for talent to help us expand our own internal capabilities as well.

Don’t Panic, but the Talent Pool is Shrinking

September 25, 2018 by Lacey Walters

The US broke many long-standing employment and labor records in 2018, with the effects rippling through all business verticals nationwide. With the 2008 recession now 10 years behind us, the 2018 economy showed strong jobs growth and shrinking unemployment. This is good news for job candidates who are looking to upgrade their jobs. For businesses, however, last decade’s hiring strategies won’t work anymore. The talent pool is shrinking, and updated strategies are a must.

In a talent shortage, candidates (not employers) have the power to dictate wages, benefits, and job content. Competition for qualified candidates is stiff, and potential employees have demand on their side. Just this year:

Youth unemployment hit its lowest level since 1966.
The number of open jobs exceeds unemployed persons by 659,000.
The economy has created 2.5 million jobs, representing 66.7 million hires.
The Bureau of Labor Statistics reported that April closed with 6.7 million job openings.
Unemployment dropped to 3.8%, its lowest level since 1969.

Despite high demand, only 50% of employees feel like their wages are competitive with market rates.

Death by Automation

Despite the longest bull market run in history, candidates don’t always have it easy, either. A recent McKinsey report estimated that 50% of today’s jobs are susceptible to automation by artificial intelligence. This used to be a distant vision of the future, but today, many of these technologies are already available on the market. Half of the tasks employees do today can be automated, reducing the demand for some skills that most people use as leverage in qualifying for a position. Once While less than 5% of all occupations can be automated entirely using technology, about 60% of all occupations have at least 30% of activities that could be automated.

Skills Shortages

Not to mention the staggering skills shortages throughout the nation. If candidates want to remain marketable, they must learn some new skills. According to a LinkedIn survey, the hard skills companies need most are cloud and distributed computing, statistical analysis and data mining, middleware and integration software, web architecture and development framework, user interface design, software revision control systems, network and information security, and SEO/SEM marketing.

The trend is obvious here – companies are desperate for digital skills to keep up with the increasing amount of technology required in modern business. Software development skills, such as performance tuning and SQL are required for over 850,000 open roles right now. To put this in perspective, the talent pool only contains 472,000 professionals with those skills.

The need for highly specialized workers is at an all-time high, while the pool of educated and qualified candidates is strikingly low. Trends in education levels and projected employment needs indicate that employers will require about 18 million more college-educated workers than will be available in 2020, a gap representing 11% of demand. Complicating the situation is the student debt crisis, called a bubble by many leading economists. The burden of debt is unsustainable based on the earning potential of most college degrees, especially arts, languages, and other non-STEM areas of study.

Economists don’t expend a reversal of this trend any time soon. Underqualified talent cannot leverage skills that are universal or able to be automated, lowering performance. Low performance reduces revenue, and therefore capital. Without the capital to modernize, companies cannot compete – in their markets or for gaining candidates. This cycle feeds itself, reducing candidates and marketability, sometimes to the point of bankruptcy.

Talent Pool Predictions

What’s next? Employee development and training is a proven way to reduce turnover. Companies nationwide are investing more in educational programs and expanding the skill set of their internal teams. This can help in modernization and retention, fending off some of the competition poaching. The promise of personal and professional development can be a key factor in a potential candidate’s decision making.

If companies want to boost growth, they need the right employees. However, to get the right employees, hiring managers need updated recruiting strategies. They must focus less on what the employee can do for the company, and more on what the company can do for the employee. Today’s professionals are looking for not only financial rewards, but recognition and a future. Despite employer belief, the top reason individuals left their jobs was due to career progression – not salary. Out of the employers surveyed, 48% have a strategy in place to promote company culture to make their company more attractive, and 43% leverage competitive salary packages.

What makes your company a place that a qualified, highly-desired candidate wants to work (or in many cases, leave their current company for)? At Blue Signal Search, we call this a company’s “sizzle”. If you are experiencing some of the growing pains of this shrinking talent pool and the digital age, contact us today. We can help you find your true value proposition – your sizzle – and market it to find the right candidate for your open role.

Need help with your recruiting strategy? Contact us at (480) 939-3200 or reach out to [email protected].

Millennials in the Workforce

August 17, 2018 by Lacey Walters

For years, people have argued over how millennials will fall into the professional world, and how the generation of technology and diversity will change the way we see business. Over time, research has started to indicate how some of these changes may take shape.

Millennials are the largest generation in the United States labor force. According to Pew Research Center, U.S. Census Data shows that one-in-three American labor force participants (35%) are millennials. As of 2017, 56 million millennials were working or looking for work. Research suggests that the millennial population, accounting for immigration, will peak at 75 million.

The Disillusioned Generation

Millennials are the first generation to have less consumer sentiment and optimism than older generations. Baby Boomers entered the workforce believing the future would hold a better world. Millennials lack that confidence and feel compelled to instead “save the world.”

Research states that, “49% of 18- to 29 year-olds hold the view that the next generation will be worse off, while 61% of Americans aged 50 and over believe the next generation will be worse off.”

Contrary to popular belief, this lack of sentiment doesn’t reflect millennials’ tenure. According to Pew Research, millennials aren’t job-hopping any more than Generation X did in their early careers.

Actually, among the college-educated, millennials have longer track records with their employers than Generation X workers at the same age.

Sadly, this increased tenure does not correlate with job security or higher wages. As a result, millennials are the most likely to leave their jobs in the next 12 months if the job market improves.

With this information, it’s no surprise that the workplace will change over the coming years to better reflect millennials’ ideals and goals. It seems that the general attitude of millennials in today’s workforce is realistic – they know what they deserve, and what they need to achieve, and aren’t willing to compromise for less.

Desire for Purpose

The largest problem facing anyone in the workplace, no matter the generation, is engagement. Unengaged workers pose a threat to productivity, and in turn lead to higher turnover and loss of profit. Gallup estimated the cost of disengaged employees at $350 billion/year in lost productivity. Gallup research also shows that millennials are the least engaged generation; 72% are disengaged in their work. Lots of factors can affect this measurement, yet Gallup’s research shows that focusing on “opportunity to do best” and “mission and purpose” are the strongest factors for retaining employees. In addition, “opportunities to learn and grow” is an important element for millennials. Currently, only 28% feel their organizations are making full use of their skills. More alarming – 42% of respondents believe they will not be able to learn the skills they need for their careers at their current job.

Millennials feel unengaged in their jobs, yet they are confident that better options exist. Research shows 63% of respondents believe they could find a job as good as the one they have if they left their current company. Therefore, a focus on engagement initiatives will certainly begin to take precedence over other tasks of management and companies.

Communication with Upper Management

Another way to combat loss of engagement is to create more communication between employees and management. Research has shown that “the process creates buy-in and helps employees define success in their roles. Accomplishing goals created with a manager feels even more gratifying to employees because they are ‘our goals,’ not just ‘my goals’ or ‘your goals.’ This shows in their engagement. While a mere 30% of employees strongly agree that their manager involves them in setting their goals at work, those who do strongly agree with this statement are 3.6 times more likely than other employees to be engaged.”

Millennials hold 20% of all leadership roles, and this number is growing. They will define a new standard for leadership, with conviction, collaboration, flexibility, and open communication.

Greater Diversity

Millennials are the “diversity generation.” Millennials actively pursue philosophies, politics, and social equality in all aspects of their lives — even the workplace. Reports show that 83% of millennials are actively engaged when they believe their organization fosters an inclusive culture. Only 60% of millennials are actively engaged when their organization does not foster an inclusive culture.

Millennials make up 27% of the minority population, including 38% of voting-age minorities and a whopping 43% of primary working age minorities. This means diversity in the workplace will not only be more prominent but will define the corporate culture of many companies. The number of millennial leaders is growing, and they want to expand inclusion in the workplace. The general belief is that past generations have handled diversity poorly in the past. Two out of 3 millennials chose their current company because of their organization’s overall purpose. Without a shared set of values and ethics, they are unlikely to engage with a company.

Millennials + Automation

A major trend in the last 20 years is the increased presence of artificial intelligence, machine learning, and automation. Will millennials embrace or regulate the use of AI and other automation when it comes to business practices?

Research shows a split sentiment. Automation is more consistent, measurable, manageable, and cost effective than many traditional work allocations. However, people will always drive products and services. Technology cannot compare to people’s ability to tell a compelling story, communicate with color, recognize and respond to context, make and maintain connections, be emotionally competent, and of course guide with an ethical focus. It is up to the next generation of leaders to shape this technology.

The torch has passed to the millennials. They have made their desires clear – more purpose, collaboration, innovation, and flexibility. Companies that wish to survive the new age of business will have to adjust accordingly. Only the future will tell what millennials do with this new influence. But if research holds true, the future will be more inclusive, collaborative, rewarding, and technologically advanced.

What do you think? How can society empower millennials to make a positive impact? Let us know in the comments!

5 Signs that it’s Time for a Career Move

August 10, 2018 by Lacey Walters

Something they don’t teach in college is how to know when to move on. After graduating, many people’s initial focus is finding a job – pretty much any job, particularly if they have debt looming over them. If it’s relevant to their studies, all the better. This causes people to settle early and often, making the promise of skills being applied be enough to sign on to a company. And once you’re in it, there is always the fear of losing tenure if you move on too quickly. Shockingly, research has found that 70% of the US workforce is not reaching its full potential, with 52% of those workers unengaged, and another 18% are actively disengaged in their current jobs. This costs an estimated $450-550 billion in lost productivity each year.

Here’s how to decide if a career change is right for you.

1 – “My heart isn’t in it.”

Sometimes, the work that you thought you signed up for can fall short of expectations. You may enter a job and realize that this sort of position may not be right for you. This can be discouraging, greatly impact your productivity, and make it hard to keep work exciting. Especially when starting your first career-path position, you can be surprised by how the job compares to your expectations.

The best way to go about these apathetic feelings is to define what you want from the position. Maybe you were looking for a certain skill set or were looking to advance within a company. Whatever your initial motivations, list them and look at them critically in accordance to what you are gaining currently. Make a list of what the job provides you, mirror that against what the job promised (maybe in a job posting or offer letter) and identify the focus.

For example, if you took a sales job to gain experience working with a certain client, write that down. Did the hiring manager promise this client to be part of your job scope? If so, and you haven’t made contact with them, it could be time to reach out to a superior and ask about your responsibilities. Having this initiative will show how prepared you are to move forward within the company, and achieving this initial goal will surely revitalize your drive. However, if the company can no longer provide you this opportunity and network, consider whether or not it meets your other career needs and think about how you could achieve this goal, even if it is with another company.

2 – “I’m not receiving proper reward or recognition.”

If you take a job that promises promotions, bonuses, and other compensation or movement and you have been with the company for quite some time, you may be wondering when those perks will appear. It’s hard to approach this topic with a superior, because you know that these things are earned, not given. However, if this was what drew you to the company and it has not been attained, you may start to second-guess your employment decision.

The first thing you need to do is know your facts. Dig out your offer letter from the company and find any material you can on their compensation scheme and benefits. Go online and use tools like Glassdoor’s Compensation Analyst or LinkedIn’s Salary Estimator to see how your compensation package compares to what other companies are offering in your industry and location. Set your expectations based on real-time facts and figures and analyze how your company may meet or exceed these standards.

If you are making above average in your qualifications and title, this should give you a new appreciation for your company and position. You may be luckier than you think! Perhaps your job has fallen short of industry norms or your company hasn’t fulfilled their promises of retention bonuses or perks. Approach your manager or HR and discuss your concerns in a respectful and constructive way. The worst thing you can do is remain inactive in your worry.

3 – “I don’t trust the company” or “I don’t fit the culture.”

This can be a tough situation. What people typically run into with a new position is the insider’s view they can get of a company’s philosophy. Something you must remember when starting a new job is that the first 90 days isn’t just the company watching to see if you’ll be a right fit, but for you to watch and see if the company is the right fit. Research shows that, “only 41% of employees felt that they know what their company stands for and what makes its brand different from its competitors’ brands.”

There are a few outlets to research the culture of a company, including looking up their employee reviews on Glassdoor; reading their client reviews on Yelp, Google, and Indeed. Look at the company’s website, social media pages, and LinkedIn to see how they interact with their industry, community, and employees. These give you an idea of what the company stands for and prepares you before accepting the offer.

However, just as individuals post idealized images of their lives on Facebook, companies can construct the perfect workplace image online. When your company turns out differently than you expect after signing on, you can approach HR and discuss your concerns. The same applies if you are uncomfortable with your company’s ethos or atmosphere. A big part of career satisfaction comes from the workplace environment. If you are uncomfortable with it, chances are you are not the only one. Speak up. Use your resources. Consider moving elsewhere if no improvements can be made.

4 – “I’m not living up to my full career potential.”

According to Gallup research, “an alarming 70% of American employees aren’t working to their full potential.” This feeling is something many people have but are reluctant to face. Perhaps when you entered the position, you thought you would be gradually given more responsibility and/or visibility and have since felt like your hard work has gone unnoticed or doesn’t support your company’s goals. The important task here is to define what you want to be doing, and then plan ways to get there.

What is your potential? What skills can you offer that aren’t being put to use, and how can they be put to use? Know your worth and become your own biggest supporter. If you think you can handle a larger portfolio, ask your manager for an extra client. If you want to showcase your abilities in design, ask. Take a stab at a proposal before the company presents to the client. Sometimes it may not be a lack of management’s interest or confidence in your abilities. Your potential can be overlooked if it goes unknown to the company’s decision makers.

However, it can always be possible that this position does not fit your capabilities. Maybe you are meant to be in another role with more clientele or creativity. If that’s the case, a change could be the answer to living up to your full potential. Never assume you are undervalued if you haven’t proven your value, but never settle if you aren’t challenged and engaged.

5 – “There’s no room for upward movement.”

A greater problem still can come from a position where you are familiar with the company, have gained a lot of rewarding experience, and are passionate about what you do. Yet, you’ve moved to the top of your department and cannot experience any more vertical growth. This is always heartbreaking, because it’s likely that if you have been with the company long enough to grow that far, you are comfortable with all other aspects of the company.

But maybe that’s the problem. Being too comfortable can limit your achievements. If you have asked all the right questions, gone to the CEO about further growth, and have gotten everything you can from the position, it may be time to search for another career opportunity that can provide you with new experiences.

No matter the case, making a career move can be difficult. If you relate to any of the issues above and have not been able to find a fix within your current company, know that the job pool is large. We want to encourage you to look for your perfect fit.

Need help in your search? Have questions? Contact us at [email protected].

The Future of America’s Water Infrastructure

October 24, 2017 by Lacey Walters

The US government is planning major public infrastructure spending projects in the next decade. While roads and bridges get the majority of media attention, most water infrastructure across the country is older and more inefficient than transportation infrastructure. Some city water systems still rely on wooden pipes in trenches dug by hand over 100 years ago. Since water infrastructure failures are often expensive, many local governments are planning upgrades. Here’s what to expect.

Increased Spending on Infrastructure Upgrades

Public infrastructure spending on water management and sewage has remained fairly flat in the past decade. But as many cities push aging infrastructure past its limit, it is likely that this spending proportion will increase.

Part of the reason for this is increased public awareness of environmentally sustainable water management. The severe drought in California and the water crisis drew publicity to increased pressure on the water table in densely populated arid areas. Nearly 7 billion gallons of drinking water are lost every year to leaky underground pipes. In parts of the Northeast, up to 50% is lost on its way to the consumer, due to aging pipes.

Water Infrastructure Technology - Permanent Inflatable Epoxy Liners reduce the time and expense of digging out a leaky pipe.

Epoxy-coated liners are pulled through a leaky pipe and inflated with steam. This reduce the time and expense of digging up and repairing a leaky pipe.

Water Infrastructure Technology - Platelets are small rubber balls that plug leaky pipes in the same way that red blood cells clot a wound.

Platelets are small rubber balls that plug leaky pipes the same way red blood cells form a clot.

Inefficient infrastructure is a major challenge. A leaking water main requires finding the leak, exposing the broken pipe, and replacing it. In high-traffic areas, this is disruptive and challenging. One new no-dig technique is to insert epoxy-coated liners into leaking pipes and expand them to fill the pipe using pressurized steam. This creates a watertight seal inside the old pipe, saving time and money during the repair process. Another method is to use Platelets — small rubber balls that “clot” leaks in older pipes.

Water quality is another challenge civil engineers face. The lead contamination in Flint went unnoticed for years until the water quality deteriorated to the point that it was visibly brown coming out of the tap. Older infrastructure is subject to corrosion, leaks, and contamination.

New smart meters can detect changes in water quality, pressure, and other factors faster than relying on consumer reporting. These IoT-enabled devices can be installed cheaply into new or existing infrastructure. They quickly alert maintenance teams when there is a problem and provide accurate information about where the problem is.

Sewage & Waste Disposal Systems

Civil engineers designing sewage systems have faced the same problem for centuries: the challenge of efficiently sorting and processing waste. The recent “fatberg” sewer clogs in Baltimore and London sewers drew huge media attention to the unique challenges of modern sewage disposal. Cooking grease is one of the biggest culprits causing problems in sewers nationwide. In the future, sewage design is likely to rely on techniques that make grease removal easier and more efficient. Fortunately, recycling plants that turn used grease into biodiesel are growing. Biodiesel conversion may become a profitable way for local governments to offset the cost of upgrades.

Smart Technology in Flood Control Systems

Hurricane Harvey and Hurricane Irma called attention to major gaps in flood control and water management systems. As the population grows in coastal urban areas, there is an even bigger need for top-quality flood control and water management systems. This includes more detailed and accurate analysis of runoff and flooding patterns during weather events.

Reservoirs, flood walls, and drainage systems are all industry-standard technology to control floods, but new technology is allowing faster response times and more effective prevention. Low-power IoT devices such as smart sensors, meters, and remotely-activated emergency measures are becoming more widely available at a lower deployment cost. Municipalities are taking the opportunity to integrate this technology into their infrastructure upgrades. Cities such as Houston that recently experienced heavy flooding are likely to approve extra funding for advanced preventative infrastructure to reduce future flood impact. Other coastal cities in hurricane-prone areas of the country (mostly within the South and mid-Atlantic) will likely follow suit.

New Water Supply Technology

Sustainable water usage is a major challenge, especially in drought-prone areas such as Southern California and the Southwest. Water use restrictions tend to be unpopular and difficult to enforce fairly. Water infrastructure upgrades will be designed with droughts in mind and incorporate new low-energy desalination and high-efficiency water main designs that prevent breakage.

Geopolitical factors play a major role in the water supply, especially in landlocked arid areas like the Southwest. The Navajo and Hopi Nations have been adjudicating a landmark water rights case in the Colorado River Basin for years. The fate of the case will determine water usage and infrastructure development for Navajos, Hopis, and others living in the area. Over a third of Navajo and Hopi homes have no running water. Part of the issue is a lack of basic water infrastructure, combined with conflict between Native American residents and the mining/energy business owners who use the same water sources.

Water rights in the Colorado River Basin in the Southwest have been the subject of a decades-long legal dispute.

For coastal cities, seawater desalination technology is becoming less expensive. New smaller modules measuring less than 5′ x 5’ can desalinate 5,000 gallons of drinking water per day, enough for 50 people per unit. Even a single desalination unit can significantly reduce pressure on the water table, since it reduces the demand for pumping water over long distances and also cuts the amount of water that needs to pass through industrial water treatment plants.

It’s a better time than ever for local governments to upgrade ailing water infrastructure. New advanced technology is available to make the job easier, less expensive, and more efficient to maintain. A nationwide upgrade today is a much-needed investment in quality of life for decades to come.

Read more about our structural and civil engineering recruiting specialties, or set up a consultation to talk about a hiring need.

You Just Lost Your Job — Now What?

August 11, 2017 by Lacey Walters

Whether it was expected or came as a surprise, losing a job is never welcome news. For most people, losing a job means also losing financial stability, pressure on savings accounts, and uncertainty. It’s easy to let emotions run wild and take over. Don’t lose hope. The last job is over, but the next opportunity is waiting. Here’s what to do once the bad news hits.

Don’t make a plan just yet.

Give yourself at least a few days to process the initial emotions. Everyone needs a different amount of time to recover. Some personalities love to rise to the challenge and throw themselves into job-searching right away. Other people don’t. Know yourself, but don’t give in to the temptation to let sadness take over your schedule. An old saying goes, “Don’t make promises when you’re celebrating, or decisions when you’re mourning.” Emotions can cloud your judgment, so let yourself process them before you leap into action.

Set a deadline that by the upcoming Monday, the Netflix binge ends and the full-time job search starts. Try to stick to the same schedule you had leading up to the termination. It’s easy to fall into a cycle of bad eating and crazy hours, but this will negatively impact discipline, energy levels, and motivation. Everyone keeps a schedule and meets deadlines as part of a job, so you can do it now as a job-searcher. And just like a real job, leave it behind at the end of the day. It’s not helpful to let job-search anxiety follow you everywhere you go. Find job-search resources here.

Set manageable goals, but re-evaluate them first.

Once the shock has faded, take a look back through old career goals. What was at the top of the list? Where are you in that trajectory? If you have never made a career plan, think about specific career goals for 5 years, 10 years, and retirement. Most people just want to make enough money to sustain their lifestyle; try to think beyond that point. What age do you want to retire at? Do you want to leave money to your kids, or a cause you believe in? What kind of difference do you want to make in the workplace?

Since employees are hanging onto their jobs longer, keep a long-term outlook. During a job search, short-term demands like bills and family create pressure to make a fast decision. In reality, a job search is an investment in the next five years of your life and livelihood. Making the right choice is just as important as taking care of immediate needs.

Quality over quantity.

During the 2008 recession, conventional wisdom said to send out thousands of applications to get a job. In reality, this is no longer a great search strategy. The best bet is to invest heavily in company research and target hiring managers with customized messages that revolve around your skills and their needs. Make it easy for them to see why they should consider extending an interview invitation. Update your LinkedIn to be keyword-heavy and focus on work achievements and skills, not just job history. Switch on the “Open to New Opportunities” function to help recruiters find you easier.

Reach out to your network.

Leverage your professional network where you can. This includes old bosses, coworkers, colleagues at other companies, customers, and anyone else who may have a connection. An easy way to start the conversation is just to let them know you lost your job, and ask if they would be willing to act as a reference during the interview process. This lets people know to keep their eyes out for opportunities that could be a fit. Be direct. Don’t beat around the bush when asking for favors. Be polite, and offer to reciprocate where possible.

The same goes for recruiters: get in touch with two or three carefully chosen ones within the right industry, rather than blasting thirty at a time. The best recruiters work on a carefully chosen portfolio of jobs, so they may not have something for you right away. If so, ask them for a recommendation for another recruiter, and move on. Look at their posted jobs beforehand, and contact them with the top few openings in mind.

Know that the job market is in your favor.

BLS reports that median job tenure has been increasing since 2000.

Our perception is that the labor market is unstable and that employers never hire anyone without years of experience. Many people also think that employees would never consider hiring anyone with a gap in their resume. The truth is that the job market has made big strides since the recession. Employees are keeping their jobs longer, and the economy is growing. The current labor market is a candidate-driven market, which means that there is a candidate shortage, and they hold more power than the employers. Many employers are reporting difficulty in filling their job openings. This means less competition for jobs and competitive wages. It also means that you’re more likely to stay longer at your next job. Know that you have options, and a gap between jobs doesn’t automatically disqualify you for great opportunities.

Consider consulting or freelance work.

Been meaning to try life as your own boss? About 1 in 10 people in the US workforce is self-employed. Freelance or consulting work has many benefits. It offers a bridge to cover the resume gap since the termination. It provides an opportunity to work on new projects that were not available in your last position. It develops new skills. It allows people who want to change industries a chance to restructure their skills

The drawback of consulting work is that it can take a while to ramp up and build a client base. Much of successful consulting depends on self-marketing. For professionals with a large professional network, it may be a great opportunity. For those who hate the idea of promoting themselves, beware.

One other note: unless your goal is to change industries, stick to consulting in an area that is as close to your ideal full-time job as possible. Job loss can seem like a good time to make a break for it and try out a career as an artist or starting a business in a brand-new industry. In reality, dramatic career changes have a much higher success rate when you prepare for them while you still have a steady income. If you’re absolutely committed to a big change, get a part-time job to cover basic expenses while you ramp up. It will buy you extra time to build up your skills and experience in your new venture.

Commit to making it easier on yourself next time.

Many people are let go through no fault of their own, and are let go even though they have done absolutely nothing wrong. With that said, job searching is stressful and difficult. Once you get back on your feet, there are still steps to take to make the transition easier, if it ever happens again.

Most Americans have less than $1000 in savings. For most households, this is not enough to pay the bills for even a month. Having no back-up plan gives you tighter deadline and shortchanges you potential opportunities. Make a promise to invest in an emergency savings plan once you get back on your feet, and put away enough money to last until the right job comes along, to avoid having to make a decision out of desperation and be stuck in a bad-fitting position for the next few years. Saving is hard, but living on no income is much harder.

Invest in future career goals while you have a job. Stay connected with industry professionals. Stay in touch with what the job market is doing. Know what kind of salaries the industry is paying. Work hard. Develop in-demand skills even when it cuts into free time. Many great employers will invest in training their employees, but in the end, they have a greater responsibility to the business than to their employees’ future career aspirations. Keep your resume updated and list top achievements on it at the end of each year. Compare yourself to people in your industry who have achieved what you want to achieve, and do what they do. Follow in their footsteps.

Many employees don’t take recruiter calls, which means if they lose their jobs, they don’t know the market rate, they don’t have relationships with good recruiters, and they aren’t aware of which skills are in high demand. It pays to take recruiter calls and keep a healthy relationship with a good recruiter, even when you are happy with your current job.

It’s not easy to lose a job. That said, there is a lot of opportunity out there. It can be a time of regrouping, recovering, and recalibrating to better achieve your career goals.

Looking for a job? See our openings here, or contact us directly at [email protected].

Job Ads Should Look More Like Dating Profiles – Here’s Why.

May 26, 2017 by Blue Signal

Picture seeing an online dating profile like this:

Requirements:

Must do all chores (laundry, all cleaning, bills), plus more as needed.

Must be willing to make sandwiches on demand and cook all meals 5+ times per week.

Minimum 700+ credit score and excellent budgeting skills required.

Must be able to handle difficult in-laws.

Who would swipe right on a profile like that? Any sane suitor would swipe left on that person as if their life depended on it because no one in their right mind would list requirements like that on a dating profile. It just isn’t a feasible way to find a successful match. So why are job ads being written like this?

Take a look at the description below, taken from real job postings:

Requirements:

Minimum 10 years of experience.

MBA required.

MUST be willing to work long hours on nights and weekends.

Must handle all regular duties plus others as needed.

Self-starter who can work with minimal direction.

Proven success in consistently landing top-level enterprise clients.

Natural ability to thrive under high pressure.

Please do not apply if you do not have qualifications listed above.

More like a prison sentence than a job ad. Not a single top performer would be tempted to apply to a job like this, and yet this continues to be the standard in the job ad world. Instead of showcasing a company’s passion, mission, and opportunity, they aim to scare off all but the most dedicated candidates. Demanding job ads became the norm during the 2008 financial crisis. Job ads were full of intimidating lists of hefty requirements, because the labor market was so bad that even top people were willing to take any jobs they could get.

The trouble is, this approach has stopped working.

The economy has shifted to a candidate-driven market, and companies are finding that the talent market is more competitive than ever, especially in fast-growing market segments like emerging technology, wireless/telecom, and programming. And due to tightening work visa restrictions, employers cannot always rely on the pool of H-1B workers. As a result, companies are having a harder time attracting talent.

Better to have too many choices than not enough.

Of course, there are some non-negotiables in both dating and employment. Everyone has standards. But highlighting the negative aspects of the job to “scare away” unmotivated applicants will make a top candidate question why they would bother applying to an apparently horrible job.

Experts estimate that up to 80% of candidates are passive. This means they keep options open but usually stay put unless something great comes along. Companies who write hardline job ads cut out 80% of their possible applicants. The best employees almost never have to make a career move, so companies with bad job descriptions automatically eliminate the best candidates right off the bat.

Image: Ernest Shackleton’s 1901 newspaper ad for the first successful trip to the South Pole.

Writing more attractive job ads will naturally cause an uptick in the number of applicants. Sometimes this is the reason companies write harsh job ads – they want to reduce the flood of applications. However, this strategy is flawed. In the world of easy online applications, companies who demand too much will still get flooded with applicants, but the majority will be desperate or underqualified applicants. It is better to have too many choices than not enough.

By the way, getting overwhelmed by applications is one of the best reasons to consider using a recruiter to weed through hundreds of applicants. Recruiter fees are expensive, but so is a hiring manager’s time.

Bad attitudes are expensive.

Focusing on the minimum qualifications is insulting to top candidates who have worked hard to build their skillset and bring extra to the job. Telling someone that they have met the minimum standard is hardly motivating in the dating world, and even less in the professional world. It is far better to tell them what the reward will be if they exceed expectations. Instead of focusing on the minimum bar, focus on the things that will set the job apart and how the company rewards its best people.

If employees have to jump through hoops during the hiring process, expect to pay a lot more than market rate to attract high-performing employees. Even then, many people will eventually leave a high-paying job for a job that treats them well. High turnover might work for minimum-wage employees, but it gets very expensive for salaried employees. Consider the direct costs of replacing an employee (advertising the job, interviewing, travel costs, background checks, and onboarding), plus the indirect costs of low morale, poor branding, decreased service quality, and the negative effects of stressed and dissatisfied employees.

Just like in real life, there is a spectrum of what works. Antagonistic, authoritarian work relationships can sometimes produce results (take Amazon’s notorious work culture, for example), but candidates in today’s market have lots of options. Companies who take a hardline attitude should not count on attracting top performers.

Show personality, not gimmicks.

Once upon a time, “Coding Ninja” job titles and ping-pong tables were the hottest way to attract up-and-coming talent. It worked for a while, but in the end, employees mostly want to make sure that a job will meet their real needs. That means money, time off, career advancement, and a good workplace environment.

What should companies focus on instead? Start with opportunities, rewards for top performers, career paths, benefits, work culture, and brand ideals. The top attractors in the United States have strong branding around how they’re changing the world. They don’t always pay the most or have the best benefits, but they maintain strong ideals about their mission.

Most companies only put effort into considering what they want out of an employee, and no time thinking about why anyone would want the job. This is unfortunate, because every company has something unique to offer. Start with the hard numbers, like salary package, benefits, PTO, and bonus structure. Go on Glassdoor to see what people are already saying, and pick out some of the top positive comments describing the culture. Plan out the realistic career path for the person who will fill this position, and note in the job description what opportunities they will have.

Focus on the relationship.

Even the most formal professional relationships are still relationships. They are based on people understanding each other and cooperating. When someone takes a job, they sign up to spend hundreds or thousands of hours of their life to pursue the company’s goals, and the company agrees to be that employee’s livelihood.

Investing in employees is expensive, but it also produces great results. Many studies have shown that unhappy employees do a bad job at work, and happy employees give better service. It takes time, effort, and hard work to attract top people, but the payoff is enormous.

Want more tips on how to write a great job ad? Check out Blue Signal’s top 5 tips for building a better job description.

Sales Reps: Ask These Questions in Your Next Sales Interview

May 11, 2017 by Blue Signal

Many sales reps are great interviewers, since they excel at building relationships and having targeted conversations. One of the best ways a sales rep can stand out from the competition in an interview is by asking great questions. Research the company’s products and brands well ahead of time (try out the products firsthand, if possible), and then spend the interview time asking questions that will help both parties to determine whether the job is a fit.

These questions are designed to jumpstart conversation about company culture specifics. Listen carefully to what is said, and what is not said. Be ready for a range of possible answers, and have responses to guide the conversation.

“What is the usual progression for top performers in this job?”

Sales roles often have high turnover, especially at the lower levels. But asking simply about tenure can give a bad impression in an interview. Instead of asking a question that focuses on the worst performers, ask about the best performers. This question does double-duty: it demonstrates a commitment to succeed, and it also uncovers how the company treats its highest-performing salespeople.

Another variant on this question is, “What do the most successful salespeople do in their first month on the job?” Both variations of the question emphasize that the candidate has every intention of doing a good job.

“If you had an extra 20% added to your budget, how would you spend it?

An engaged hiring manager will know what they would love to spend more money on – product training, marketing materials, extra reps, prospecting software, or extra incentives, for example.

There is no right or wrong answer to this question, but it will indicate the top priorities (and possible pain points) of the team’s management. Someone from a technical background may prioritize product knowledge and technical support. A manager who is actively engaged with their team may focus on skills development. A data-driven manager may invest in analytical software and tracking tools for the team to find out where the problem is. Listen carefully to the “why” in the interviewer’s answer, and think about what was not said as well as what was said.

“What is the top skill you wish you could improve in your sales team?”

Every team has weaknesses, and most sales teams struggle with a similar set of challenges across the board. This question gives insight into which weaknesses the manager focuses on. Common answers to this question include: product knowledge, prospecting, actual salesmanship, and better documentation/follow-up. An engaged hiring manager will answer this question in detail because they know where the team’s weaknesses are.

A sales rep who is interviewing can use this information to guide future questions, especially if they are strong in an area where the rest of the team is weak. It pays to follow up with a question about how the sales department compensates for this weakness—additional training, regular coaching, bigger incentives? It says a lot about the overall approach of the team.

“Which departments does the sales team work with on a regular basis?”

Some sales teams operate in a bubble and focus purely on selling, selling, selling. Other companies have a more collaborative culture, and their sales teams meet with R&D to brainstorm solutions to common customer complaints, or with marketing to come up with better materials and marketing strategies to help reps sell better. Neither approach is right or wrong, but it says a lot about how the company integrates sales into the rest of its culture.

“What kind of support personnel does your sales team have?”

Sales is not an easy line of work, and it gets even harder when reps are bogged down with non-sales work. Support personnel help a sales team to run like clockwork. This includes sales engineers, technical support, customer service, admin, data entry, product managers, and pre-sales/post-sales support coordinators. Even a small number of support personnel can mean a huge difference in a rep’s workload, and that translates to more sales and more commissions.

“What percentage of reps hit their quota each year? How does the top 10% perform?”

Not all sales departments set realistic quotas for their team. If the annual quota is $5 million, but the average rep only closes $3 million, the target is unrealistic. A very high OTE is great, but only if it is achievable. This question also helps to feel out how in touch a hiring manager is with their team’s numbers.

It pays to know how the top 10% performs compared to the average rep, to get a realistic idea of how much to expect in sales and commissions.

“What is the sales workflow?”

This question gives the hiring manager a good opportunity to talk about what tools and procedures the company uses in its sales process. A good sales funnel is straightforward and simple. Beware of a complicated process with unnecessary twists and turns. Another red flag is a high amount of follow-up, which takes a rep’s time away from selling.

Get an idea of the company’s sales stack. Even the best salesperson can have a hard time selling if the company’s software platform is outdated or difficult to use. On the other hand, a modern fully-loaded CRM shows that the company is serious about investing in its sales team.

“Why are you hiring for this role right now?”

The easy answer to this question is, “We’re growing,” which is what most hiring managers will answer. But instead of stopping there, dig a little deeper. Ask how much they have grown, and how it compares to past growth. Why now? This is also a good opportunity to find out the size of the sales team.

The other possible answer is that someone left. This is not automatically a bad thing – the hiring process usually moves much faster for replacement roles than for newly created roles. If the role is open because someone resigned, see how the hiring manager responds. If they speak negatively about the employee or air grievances (which tends to be uncommon), take it as a red flag. The best professional response is to briefly explain that the person moved on to other opportunities.

“What is the biggest challenge your team has faced in the last year, and how did your team overcome it?”

The sales profession is not easy, especially in the roller-coaster market of the past 10 years. Every team has faced challenges. Find out how they responded, and more importantly, how the hiring manager speaks about the difficulties on the job. Some managers ignore or minimize problems, some face them head-on, some like to get their hands dirty on the front lines, and others like to analyze the problem carefully and take a targeted approach. Again, this question is all about getting down to the personality and work culture of the team.

“Tell me about some of your key metrics.”

Selling is a numbers game, and a great hiring manager is on top of their team’s metrics. Good metrics to talk about include the cost of acquiring a new customer, conversion rates, and average deal size. For long-cycle sales, be sure to get an estimate of how long deals usually take to close.

The interviewee should have their own numbers ready to discuss, so that once the hiring manager begins talking about their metrics, the interviewee can respond with how they can improve those metrics. This is a good opportunity to trade stories about big milestones and key successes in the past few years.

“What keeps you motivated and excited to come to work every day?”

This is an easy one to pull out to break tension or to follow a complex question. People who work in sales are all about motivation and excitement (if not, they are probably in the wrong profession). What they say is less important than how they say it. If their answer is motivating and exciting, they are probably a good match.

Interviewing soon? Read more about how to excel in a sales interview. Find even more interview tips here.