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Accounting Certifications to Advance Your Career

October 19, 2022 by Aylish DeVore

This year, the global accounting services market value is expected to reach $868 billion – and projected to grow by 6% by 2031. Due to the expansive growth, the industry is experiencing, competition in the accounting field is at an all-time high. To combat this curve, adding one or more accounting certifications to your resume may be just the thing to land you a new position or promotion to advance your career. Further, the market shows that only 36% of accounting professionals are satisfied with their job. This means an increased number of accounting professionals are on the job hunt – which means more competition.

But with an overwhelming amount of accounting certifications to choose from – how do you know which is right for you? First, you’ll need to assess where you are in your career and where you want to go. Take the time to narrow in on the desired industry you want to practice accounting in, what position you will be targeting next, long-term career goals, and the budget you have to pursue a certification.

Once you’ve mapped out your situation, the selection process will become much less daunting and the right certification for you will be clear. To get started, check out these top six accounting certifications that will get you noticed in your current role or set you up for success in your upcoming job search.

Top 6 Accounting Certifications

#1 Certified Public Accountant (CPA)

A Certified Public Accountant is defined as a trusted financial advisor who helps individuals, businesses, and other organizations plan and reach their financial goals. According to a recent study, 52.7% of accountants in the US are CPAs. It has also been noted that this certification is the most in-demand credential, even above an MBA. Obtaining a CPA license gives accountants the right to practice public accounting within their state.

CPA Certification Process:

The licensure process to becoming a CPA follow the 3 E’s – education; exam or uniform CPA examination; and experience. The requirements for education will vary by state/jurisdiction but all require at least 150 semester hours to complete this step. Next, candidates need to complete the uniform CPA exam which is computer-based and consists of four sections. Those sections include Auditing and Attestation (AUD); Business Environment and Concepts (BEC); Financial Accounting and Reporting (FAR); and Regulation (REG). Question types include multiple choice, simulation, and written communication. Candidates need to receive a passing score of 75 on a 0-99 scale. In regards to experience, many states require the candidate to have 1–2 years of experience under a CPA.

Practicing CPA’s must maintain their accounting certifications through Continuing Professional Education (CPE), which is typically 40 hours per year. Overall, any accountant looking to pursue and/or practice public accounting is required to be licensed as a CPA within their state/jurisdiction.

Price:

Total cost of obtaining a Certified Public Accountant certification is about $3,025.

#2 Chartered Global Management Accountant (CGMA)

The Chartered Global Management Accountant (CGMA) designation is the premier management accounting credential. Through this certification, candidates advance their skills in finance, operations, strategy, and management, helping them to further their accounting career. Overall, this designation was created in 2012 to recognize a unique group of management accountants who have reached the highest benchmark of quality and competence. The CGMA certification is backed by tools, webinars, reports, and research that challenge thinking and keep candidates at the top tier of their profession. It’s even been reported that 91 of the Fortune 100, and 95 of the world’s top 100 brands choose CGMA designation holders over others.

CGMA Certification Process:

Those looking to earn the Chartered Global Management Accountant designation must complete the CGMA Finance Leadership Program. This course is similar in scale and skill as a master’s degree. Overall, the program is set up to be convenient, personalized, and comprehensive, as it offers an intuitive system interface, intriguing content, and progress you can track. The program is divided into three levels – operational level, the management level, and the strategic level. Each of these levels will continue to build on skill and knowledge learned from the previous one. For those who have already received relevant accounting certifications or degrees, may be eligible to skip certain levels, resulting in a faster completion.

Once enrolled in this program, candidates will complete the coursework and case study exams. After working through the Finance Leadership Program coursework, you will need to complete a minimum of three years of practical work experience before applying for the CGMA certification online.

The CGMA Finance Leadership Program really pushed me to think about taking my knowledge one step further beyond just producing accurate financials.”

- Susan Groover, CPA & CGMA holder

Price:

The CGMA Finance Leadership Program is offered in one-, two- or three-year subscriptions. If completing all three levels, the total cost is $6,375. Also, for those who are Certified Public Accountants, there is special pricing available. Once you’ve earned your CGMA designation, there is an annual fee of $395 to maintain it.

#3 Chartered Financial Analyst (CFA)

The Chartered Financial Analyst (CFA) is an advanced charter for those who wish to expand their knowledge and skills. This certification allows candidates to thrive in the highly competitive accounting/finance industry. The CFA charter is designed to enable accountants with a heightened expertise and real-world skills in investment analysis. This designation is for all industry experience levels, from practicing investment professionals, students, or those looking to switch careers all together. Those who hold a CFA charter occupy a range of investment decision-making roles, with the majority of professionals being Research Analysts or Portfolio Managers.

This specific designation brings major value within the evolving industry and truly provides a leg up when it comes to competition. As a globally recognized credential in the investment management profession, the CFA charter shows employers your dedication and skill-level. When presented with a CFA, investment employers take notice in understanding it represents a higher standard.

CFA Certification Process:

To achieve a Chartered Financial Analyst charter, candidates must complete the CFA Program along with acceptable work experience requirements. The CFA Program tests the fundamentals of investment tools, valuing assets, portfolio management, and wealth planning. Overall, this program contains three levels of curriculum, each with its own exam. Each level will build on the prior level and become increasingly more complex as candidates advance. On average, candidates report investing over 300 hours of study in advance to successfully passing each level. Paired with the curriculum, the CFA Institute offers candidates innovative study tips and prep providers with extra exam prep courses and materials to ensure program success.

All three levels of the program focus on knowledge surrounding the same overarching themes, but differ in exam style and format. These levels cover the following ten topic areas, ethical and professional standards; quantitative methods; economics; financial statement analysis; corporate issuers; portfolio management; equity investments; fixed income; derivatives; and alternative investments.

The Level I exam consists of 180 multiple choice questions, split between two 135 minute sessions. Level II exam consists of 22 item sets comprised of vignettes with 88 accompanying multiple-choice questions. Lastly, the Level III exam will then consist of 11 item sets comprised of vignettes with accompanying multiple-choice items and 11 constructed response (essay) questions.

Price:

The total cost for the CFA Program is $3,050 – $3,950, depending on fee deadlines. The CFA Institute also offers scholarships to help make the CFA Program more accessible for all.

#4 Certified Management Accountant (CMA)

The Certified Management Accountant (CMA) certification has been the global benchmark for management accountants and financial professionals for over 50 years. CMAs bring strategic thinking, applied work experience, and the ability to convert data into dialogue. The overall goal of the CMA certification is to give candidates the ability to explain the "why" behind numbers, not just the "what." In turn, this gives those greater credibility, higher earning potential, and ultimately a seat at the leadership table. On average, those who complete the CMA certification receive a 58% increased salary advantage compared to accountants without the certification.

CMA Certification Process:

The CMA certification exam process is taken in two parts, covering 12 competencies. Part one focuses on financial planning, performance, and analytics. These topics include external financial reporting decisions; planning, budgeting, and forecasting; performance management; cost management; internal controls; and technology and analytics. Part two of the exam then focuses on strategic financial management topics that include financial statement analysis; corporate finance; decision analysis; risk management; investment decisions; and professional ethics. Background requirements for the CMA certification include a bachelor's degree or other professional accounting certifications and two years of work experience.

Preparation for the CMA certification can be accomplished either in a live or virtual classroom, both on your own time. Methods and materials are selected on an individual basis to best match the way each candidate studies.

On average it takes about 12-18 months to complete both parts of this certification. It’s recommended to plan on spending about 150-170 hours of study prep, per part. Based on a recent report, candidates on average can expect $1,696 or more in returned lifetime earnings for every hour of study time they complete.

Price:

For professional members, the cost of the CMA certification includes a $280 entrance fee and $460 exam fee (per part), totaling $1,200. For student/academic members, the entrance fee is $210 and each exam fee is $345, totaling $900. The Institute of Management Accountants (IMA) also offer a group staff enrollment program to companies looking to help their employees close the skills gap and gain a competitive edge in the market.

#5 Certified Internal Auditor (CIA)

The Certified Internal Auditor (CIA) designation has been setting the standard for excellence within the auditing space for over 40 years. As the only globally recognized internal audit certification, the CIA designation is the overall best tool to communicate knowledge, skills, and competencies. This certification will ensure candidates can effectively carry out professional responsibilities for any internal audit, anywhere in the world.

Upon completing this certification, auditors will be able to distinguish themselves from their peers as well as enhance credibility and respect, sharpen skills and proficiencies, increase advancement and earning potential, and demonstrate understanding and commitment. With over 170,000 CIAs in 170+ countries awarded the designation; the CIA is proven to be the certification most valued by employers of internal audit professionals.

CIA Certification Process:

To be accepted into the CIA program, the candidate must either, hold a bachelor’s degree or higher; hold an active Internal Audit Practitioner designation; or possess five years of internal auditing experience. This experience can be in any of the following: internal audit, quality assurance, risk management, audit/assessment/disciplines, compliance, external audit, internal control. A character reference signed by a CIA, CGAP, CCSA, CFSA, CRMA, QIAL, or the candidate's supervisor, is also required to apply.

Once candidates have been accepted into the CIA program, they must pass all three CIA exam parts. Part one of the CIA exam is the essentials of internal auditing. It covers six domains focusing on the foundation of internal auditing; independence and objectivity; proficiency and due professional care; quality assurance and improvement programs; governance, risk management, and control; and fraud risk. This section is made up of 125 questions and is 2.5 hours in length.

Part two, the practice of internal auditing, covers four domains focused on managing the internal audit activity, planning and performing the engagement, and communicating engagement results and monitoring progress. Candidates must complete 100 questions within 2 hours.

Lastly, part three is an additional 2 hours and 100 questions on business knowledge for internal auditing. This section reviews four domains focused on business acumen, information security, information technology, and financial management. To prepare, the IIA provides sample CIA exam questions and answers to use as insight into what types of questions to expect.

Price:

Pricing for the Certified Internal Auditor course varies based on membership. The total price including application and all three exam fees for IIA members is $940, non-members is $1,445, and students is $740.

#6 Certified Information Systems Auditor (CISA)

The Certified Information Systems Auditor (CISA) certification is a world-renowned standard of achievement for those who audit, control, monitor, and assess an organization’s information technology and business systems. Overall, the CISA certification proves your expertise in the following domains, information systems auditing process; governance and management; information systems acquisition, development and implementation; information systems operations and business resilience; and protection of information assets.

The average salary of a CISA holder is $149K and acquiring this designation, on average, results in a 22% pay boost and 70% on-the-job performance improvement. With over 151K+ certification holders, the CISA certification is the clear choice for those looking to prove their expertise in IS/IT auditing, control, and security.

CISA Certification Process:

Eligible candidates for the CISA certification must have five or more years of experience in IS/IT audit, control, assurance, or security. The exam is split up into five domains, which include information system auditing process; governance and management of IT; information systems acquisition, development, and implementation; information systems operation and business resilience; and protection of information assets. The total length of the exam is 4 hours and is constructed of 150 multiple choice questions.

ISACA offers a variety of exam preparation resources including group training, self-paced training, and study resources to help ensure exam success. Once candidates take the exam in an approved proctored setting, they will receive their score immediately on the screen after completion. ISACA uses and reports scores on a common scale from 200 to 800. 450 or higher is considered a passing score.

Taking and passing the ISACA certification exam, candidates must submit their application along with a $50 processing fee. All CISAs must adhere to ISACA’s Code of Professional Ethics, Terms of Use, and Privacy Policy, as well as Continuing Professional Education (CPE) Policy, and Information Systems Auditing Standards.

Price:

Exam registration fees for the CISA certification are based on membership status at the time of exam registration. Price for ISACA members is $575, and $760 for non-members.

Accounting Certifications Wrap-up

Regardless of the certification you choose, having an additional designation of expertise on your resume ensures an industry advantage when making career moves, big or small. If you’re feeling overwhelmed with which of these accounting certifications is right for you, take it one step at a time. Narrow down your options based on skill-level, career goals, and budget. Upon completing which ever certification you choose, be sure to stay up to date on their renewal processes and update your resume and LinkedIn profiles to ensure you get the most out of your hard work.

If you’re still not 100% sure which accounting certifications would be best for you, contact a BSS recruiter to help you decide and see which career path makes the most sense!

The Benefits of Responding to Recruiters’ LinkedIn Messages

September 1, 2022 by Kayla Mitchell

Receiving unexpected LinkedIn messages from a recruiter can spark all kinds of feelings. On the one hand, you may feel flattered that someone thinks you are well-qualified for a position they are trying to fill. However, on the other hand, you may also feel nervous about responding, or annoyed because you have a great job, and your inbox is flooded with similar LinkedIn messages. You could even feel conflicted about whether to reply at all, and if so, how you would go about crafting a response.

Recruiters – including our top-notch team at Blue Signal – spend a lot of time reaching out to potential candidates. In fact, 77% of recruiters use LinkedIn messages for recruitment purposes, making it the most-used channel. Even though they are somewhat used to people not responding to their messages, it’s always a good idea to at least respond. As a job seeker, it’s imperative to understand the benefits of responding to recruiters’ LinkedIn messages and what to say to stand out from the crowd.

LinkedIn Messages Have Low Risk, High Reward Potential

Responding to recruiters’ LinkedIn messages politely, whether interested or not, only takes a couple seconds. A quick reply is less burdensome than a phone call, and let’s be honest, we are already replying to hundreds of texts and instant messages a day. So, what’s one more? LinkedIn even provides short responses for both showing interest and politely declining. However, we suggest you take it one step further and set up these templated responses to LinkedIn messages as "Quick Replies," saving you even more time.

Not only does responding to a recruiters’ LinkedIn messages take virtually no time, one of the main benefits is that it is also a free service to you! Recruiters are paid by the hiring companies to help place candidates into their open roles. Recruiters aren’t trying to swindle you; they really want to see you happy in your career. Which means their focus is finding the perfect pairing both for you and the hiring company.

In fact, their paycheck might depend on it. The job of the recruiter is to source candidates on behalf of the client, and they are typically paid a percentage of the first-year salary for managing all sourcing and screening. Recruiters like those at Blue Signal work through a placement guarantee. Meaning, if you quit or don’t like your job, they don’t get paid! This is even better news because they have a stake in the game. Recruiters will go to bat for you to get the salary and compensation you deserve. It’s literally a mutually beneficial effort for them to get you a better paying job!

Recruiter LinkedIn Messages are a Networking Opportunity

Getting a LinkedIn message from a recruiter is actually great news! After a recruiter has sought you out, and you’ve replied professionally and politely, you can leverage the recruiter’s expertise as a dynamic networking tool of your own. Even if the role they initially contacted you about doesn’t work out, connecting with a recruiter can have several long-term advantages. Replying to recruiters’ LinkedIn messages creates a positive first impression that may make them more inclined to think of you down the road. You are likely to stick in their mind if you let them know you’re not currently interested but are open to other opportunities. This puts yourself in a position to have exclusive access to future open positions. In the interim, the recruiter can potentially be a valuable resource for resume review, interview preparation, and LinkedIn profile optimization tips and tricks. They are experts in the hiring industry and have unique insights into exactly what hiring managers are looking for that are sure to benefit you long-term as your career progresses.

Benefits from recruiter LinkedIn Messages

Another great way to remain connected to a recruiter if you aren’t interested in an opportunity is to refer colleagues. If you are not interested, or don’t fit for the role the recruiter is trying to fill, offering them a referral from your own network is sure to keep you at the top of the recruiter’s mind for future opportunities. Keeping your network in mind could turn into a huge opportunity for someone you know! It’s in our human nature to want to help people, and those you help will be more inclined to return the favor in the future. This generates good will between you and the recruiter and reflects well on your professionalism and willingness to help others as a potential candidate.

Recruiters are Your Personal Career Advocate

They say reputation is everything, and a recruiter will ensure that yours works for you. A recruiter will be your partner in helping to sell your skills and talents to a potential employer. Because recruiters have already established a trusting relationship with hiring managers they work with, their word carries a lot of weight. The recruiter’s vote of confidence can be especially important if you are making a switch to a new career or industry. A recruiter can act as your real-life cover letter! You have someone that can vouch for your transferable skills and abilities, even if they don’t exactly align with the job description.

Take for instance your next career move. Perhaps you received an offer and wondered whether it was fair. You aren’t alone! Most candidates aren’t quite sure of their market value. But as someone with a recruiter in your network, you have an Ace in your back pocket. Your recruiter can advocate for you throughout the hiring process by helping you to assess and negotiate for appropriate compensation. Because recruiters work in this field every day, they have the market knowledge to ensure that you get the offer you deserve and will work with the potential employer to do so. As the middleman, you can be direct with your recruiter about what you want, and they can help you be able to frame that in an appropriate way when making negotiations about the job offer.

How to Respond to Recruiter LinkedIn Messages

Now that we have addressed all the benefits of working with a recruiter, let’s discuss how to respond to recruiters’ LinkedIn messages appropriately and effectively. It is crucial to keep in mind that your first impression with a recruiter is also your first impression with the hiring company. You will want to treat all of your conversations with recruiters as if they are interviews with the hiring company because, to an extent, they are. This means maintaining a professional and positive demeanor throughout your communication, whether it is via LinkedIn messages or another method. Recruiters are more likely to move you forward in the process if they are confident that you will treat a hiring manager in the same manner.

Also, it is important to be courteous and respectful. After all, “treat others the way you want to be treated” is the golden rule for a reason. Like anyone, recruiters want to work with people they like. Treat recruiters with respect and be polite when interacting with them. Be respectful of recruiters’ time by keeping communications brief and do not overwhelm them with constant LinkedIn messages, emails, and phone calls. You’d want to receive the same courtesy, and you never know how valuable a connection can be!

Here are some examples of how you can respond to recruiters’ LinkedIn messages to help get you started:

Although responding to recruiters’ LinkedIn messages may seem like a daunting task, the benefits of responding greatly outweigh any drawbacks. A recruiter can serve as an expert in the field, your biggest career advocate, and an addition to your professional network all at zero cost to you! Blue Signal is here to help; as your partners in the hiring process, we advocate for the best of the best for each of our candidates. To get started, and see your own career’s potential, contact us today.

So You Just Got Rejected, Now What? 5 Steps to Ace That Next Interview

March 30, 2022 by Amber Lamb

Rejection is painful no matter how it happens. Getting rejected from a job is no different. Just like dating, it might have been due to a bad first impression or maybe they lost interest and ghosted. Whatever the case, bad interviews or disappearing interviewers, getting rejected from a job isn’t the end of the road.

Getting rejected from a job is nothing personal. Interviewers are just doing business! Regardless of the circumstance, rejection puts you in a great spot to learn. After being rejected from a job, you can always follow these 5 steps to ace that interview and land that next great job:

Ask for Feedback
Identify and Understand Why it was a Mismatch
Leverage Your Support System
Don’t Stop the Job Search
Leverage External Resources

Asking for Feedback after Being Rejected

Unlike after a bad first date, asking for feedback is perfectly acceptable interview etiquette! It might be a sore subject, but it can really help you dial into things to change for your next interview. Indeed has a great template for how to respond to a job rejection email that you can leverage to ask for feedback.

So You Just Got Rejected Now What Blog Graphic 1

While you may not have landed the job, following up and asking for feedback will show incredible levels of professionalism. Not to mention, the ability to learn and adapt are both excellent qualities in an applicant.

Better yet, the interviewer’s response can give you specific action items to address in the next steps of your job search journey. In the end, getting rejected could turn into your best tool for improvement!

Identify and Understand Why the Role May Have Been a Mismatch

Unfortunately, it’s commonplace for an interview to not live up to a candidate’s expectations. Job descriptions often don’t portray the intricacies of the role or the culture of the company. Perhaps this was your experience – the job looked good on paper, but when you were in the interview room you realized the job wasn’t what you thought it would be.

For example, lots of “marketing” jobs listed with marketer titles online are actually sales roles in practice. If your strong suit is in analytics and SEO, make sure that you don’t end up in an advertising sales interview by reading between the lines of the job posting to fully understand the role. They may have posted a “Marketing Specialist” title but listed requirements like negotiation skills and the ability to communicate clearly with end clients.

Be sure to refine your search to target jobs that are a better match when it comes to the functions of the role, not the job title. Then, prepare to speak to your qualifications as it pertains to those functions. You’re much more likely to succeed in an interview for a job you’re perfectly aligned for. And in the case where you end up in an ill-fit interview, getting rejected may end up saving you from a bad job!

Leverage Your Support System

Getting rejected can be a pretty sizable blow to anyone’s confidence. Restore it by practicing in a safe space! Reach out to trusted friends or colleagues to help you prepare for the next interview. Run through some mock interviews and have them ask you common interview questions. This usually includes staples like:

What are your strengths and weaknesses?
Where do you see yourself in five years?
Why should we hire you over other applicants?
What is your biggest accomplishment?

Better yet, review the questions you were asked in your last interview so you can be ready in case they come up again in the future. After each answer, discuss your responses together and get feedback on ways to optimize.

Most everyone has a bad interview story, so getting rejected from a job is very likely an experience you and your friends share. Ask them about their past interview experiences and try to learn from their own mistakes and triumphs. At the very least, share a good laugh about it!

Their input can be even more beneficial if they happen to work in your same industry or practice area. If they have experience as the interviewer themselves, ask them what they typically look for when assessing a candidate. What have they seen that you could try and replicate? What should you avoid? You may be surprised to hear what their indicators of success are!

Don’t Stop the Job Search – Turn Rejection Into Motivation

The worst thing you can do after being rejected from a job is stop trying. Keep applying for positions and the odds will be in your favor. It's a simple rule of numbers – the more roles you apply for, the more likely you are to receive an interview. Like the old saying goes, you can’t win if you don’t play.

While you’re applying, be sure to continually optimize your resume. Each application should have its own personalized resume that’s tailored to the role. Some jobs may put greater emphasis on certain skills than others, so display them accordingly before you hit submit. Over time, your resume should adapt to the needs of the market. For instance, if you’re in an interview and an interviewer asks you a question that’s not answered by your resume, make sure to add that info in for next time! You may be surprised to see what skills you omitted or past experiences you forgot to add that end up being applicable.

If time allows, take all the interviews you are offered. Jumping right back in after getting rejected may make the next interview daunting, but it’s good practice! Even if you aren’t 100% sold on the role, you may find that when the stakes are lower you’re able to ace it. Recreate that first impression environment and polish your strategies along the way. The best way to work through interview jitters is to acclimate!

Leverage External Resources

Just like dating, there are many fish in the sea when it comes to job opportunities too. Just because you missed one doesn’t mean the search is over! There are resources out there specifically designed for people in your situation. Resume and Career Services is a perfect place to start. They offer interview preparation tips, resume writing tips, and more in a subscription-based service that’s self-paced and sure to provide value to your career well past the interview stage.

Recruiters are a similar indispensable tool. If you’re able to work with a recruiter for a job opportunity, leverage their expertise when it comes to applications, interviews, salary negotiations, and career planning. Good recruiters will work to represent you and advocate for your best interests, all while coaching you through the job search process. Blue Signal works with clients to find perfect matches for their open positions. Apply to any of our jobs today to see if you’d be a good fit, and go from rejected to hired!

Top 5 Hiring Trends in 2022

February 11, 2022 by Aylish DeVore

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

1. Candidates Want More Than a Paycheck

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

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

2. Remote/Hybrid Work is Here to Stay

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

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

3. DEI Initiatives Now a Must-Have

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

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

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

4. Close the Skill Gap; Invest in Existing Employees

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

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

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

5. Advanced Technology and Automated Practices

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

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

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

Why You Should Hire a Veteran in Your Next Open Role

January 12, 2022 by Aylish DeVore

With the effects of the Great Resignation still ravaging many companies, this job market is unlike any we’ve ever seen. Millions have left their jobs in pursuit of new opportunities, which has left a lot of hiring managers with the arduous task of filling those vacant roles. Finding top-quality talent is always a struggle, but today, it’s even more so. Getting an edge over the competition is simple — consider a veteran hire in your search.

The Benefits of a Veteran Hire

It’s tough for some veterans to find sufficient full-time work after service. According to the white paper “Challenges on the Home Front: Underemployment Hits Veterans Hard,” almost 16% of veterans are underemployed. So why should you consider hiring a veteran? Not only does this help to give back to those who have served, but in a recent study, around a fifth of employers said a veteran’s experience was indispensable to the betterment of their organization. Veterans gained a unique set of skills, abilities, and even education during their time serving. Depending on the role they held in the military, they could have a one-of-a-kind perspective to bring to your company.

For instance, imagine you’re looking for someone in a management or C-level position. Hiring a veteran is a no-brainer! “They [veterans] perform better under pressure... Service in the military may prepare one to make tough decisions and show leadership in tough times,” says Efraim Benmelech from Kellogg Insight. Many veterans have hands-on leadership experience in the military that can easily translate to the civilian world and ultimately better your organization. For example, an active security clearance lets employers know that they already had to pass a hefty background check. In the telecom industry, as well as others, this helps open doors for companies working on government contracts. Whatever the case, we’re here to help our nation’s veterans highlight their military service skillsets in the best way possible!

Another great benefit for companies hiring veterans is the Work Opportunity Tax Credit, an initiative by the federal government to help certain groups of people that may get overlooked, get hired - including veterans. By hiring a veteran in your next job search, you could potentially save on your company’s taxes, making hiring veterans a win-win situation for everyone.

Blue Signal Search Veteran Recruiting

Here at Blue Signal, we’re committed to connecting veterans with the companies and jobs that are a great match for both parties. Veterans have a lot to offer in the job market, including leadership experience, education, technical skills, a great work ethic, and more. To achieve our goal of getting more veterans hired in the coming years and beyond, we’re going to be targeting more veterans in our searches and seeking them out amongst other qualified candidates. If you’re a veteran looking for a job, we want to hear from you!

Why Our Team is Different

So why should you, as a candidate or potential client, work with us versus one of the other recruiting firms out there? To us, you’re not just a number — our primary goal is to maintain great relationships and help everyone achieve their goals, whatever those might be. Besides our commitment to you, we offer veteran recruiting as a specialty, which includes access to members of our team who have served or are currently serving in the military:

Learn More

Alex Bolan

EXECUTIVE RECRUITER

Although a newcomer to the recruiting world, Alex has an extensive track record of success when it comes to creating and maintaining long-lasting business relationships. With his insight into sales and consulting, he is able to help any company meet and exceed its talent acquisition goals. Alex began his military career in 2017 and is currently serving in the US Army Reserves. Deployed during the majority of 2020, he learned many new and valuable skills to bring to the table in his job as a recruiter, including flexibility, perseverance, and the value of hard work. He knows that the military teaches you some valuable lessons, but it doesn’t teach you everything - and that’s what he’s here for. His goal as a recruiter with a military background is to help veterans achieve their dreams outside of the military, by helping them translate their skills and land them their next job.

In addition to the dedication and experience of our team, veterans we work with have access to many jobs that aren’t posted anywhere else. Partnering with us has its perks beyond just scouring various job boards. Our team helps connect veterans to those jobs that they might not be able to find (or apply for) otherwise. We are there to help through the application and interview process by providing helpful tips along the way.

The bottom line is: we’re willing to go above and beyond to help veterans. Part of that is helping them to translate their military service into beneficial skills in the civilian job market.

Training and Resources

For our veteran candidates, we’re proud to offer many resources, including our newest service you can take advantage of: Resume and Career Services, powered by Blue Signal. If you're looking to get even more out of your job search, sign up now to get a head start on your next career move.

We look forward to serving those who have already given us so much. Contact us today to get started.

5 Reasons to Continue Your Job Search During the Holidays

December 17, 2021 by Aylish DeVore

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

1. Employers Are Hiring

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

2. Less Competition During the Holidays

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

3. Exceptional Networking Opportunities

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

4. Seasonal and Part-time Roles Could Become Permanent

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

5. Gain an Edge on New Year Job Seekers

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

DO Continue Your Job Search During the Holidays

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

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

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Interview Tips – Downloadable Guide

February 13, 2020 by Amber Lamb

Companies often use interviews as the first step in the hiring process. An interviewer’s goal is to determine whether the candidate possesses the technical skills for the position, can speak to the desired qualifications and accomplishments, fits the company culture, and is truly interested in the opportunity. The candidate’s goal is to gather information about the role, company, and hiring manager while also trying to make it to the next step. From the first impression to the negotiation phase, it’s your job as a candidate to make sure you are properly prepared.

The best way is to work with a recruiter - like the ones at Blue Signal - to help coach you through the process and give you even further insight into the company, the role, and what they are looking for. Even without this expertise, you can ensure a positive impression by following the interview tips outlined in the following download!

Download our 2020 Interview Guide

If you are interested in learning more about what a recruiter can do for you as a candidate in the process, contact one of our experienced and discrete recruiters today to talk about the opportunities available for you.

Recruiting: The Perfect Blend

October 2, 2019 by Amber Lamb

Many professionals have worked with recruiters in some capacity or another throughout the course of their careers. It’s common knowledge that recruiters help businesses fill open roles with qualified professionals. But have you ever really thought of the logistics behind this?

To be successful in sales, it takes a very particular combination of skills, attitude, and character. Salespeople must be confident, persistent, upbeat, and influential by nature if they hope to convince someone to buy what they are selling - whether it’s a product, service, or in certain cases, top talent.

Someone selling B2B must be an expert in their product. These companies who sell products and services to businesses are known to have long-term sales cycles. In most cases, this means developing established relationships with clientele to best understand their needs and ultimately deliver custom solutions. B2B sales are high value transactions, with elaborate influencing groups, stakeholders, business cases, and negotiations. Their high-stakes, high-reward model is complex but consistent.

B2C sales on the other hand, need to be able to roll with the punches. They will have shorter, more transactional sales cycles and will need to quickly create rapport with several different buyers in a day. Although their sales tend to be smaller in size, they are much greater in volume and require a diverse set of approach tactics and strategies.

Recruiters, in their unique circumstances, must create a balance and perfect mixture between the two selling philosophies. They must be able to sell a candidate to a company, but also a company to a candidate.

Why Recruiting is like B2B

At Blue Signal, we partner with our clients to act as an extension of their business. We strive to make our client relationships long-term, mutually beneficial, and as transparent as possible. Blue Signal invests in our clients’ successes and we make it our job to learn all there is to know about their business products, services, pain points, and goals. Our recruiters do a SWOT (strengths, weaknesses, opportunities, and threats) analysis for each role - making sure we have pinpointed the problem and are able to remedy the hiring issue… whether that be a need for people with different skillsets, an open role that needs filled, a culture fit or transition, or a number of other challenges.

This is much like the B2B model in that we establish a strong foundational relationship with our client stakeholders and must continue to develop the relationship with regular follow-up. CEO’s, management, reporting teams, cross-functional teams, and other individuals can be the driving force behind a hiring decision - so the stakeholders are often diverse and complex. These B2B “sales” are very high value. Blue Signal will charge the client a percentage of the placed candidate’s base salary, which often times requires some negotiations. To combat this fear of commitment, our recruiters must make meaningful, strong business relationships with the appropriate parties to truly create value and trust. The stakes are high, but with our superior caliber of talent, so is the ROI.

Recruiting is also similar due to the comparably small number of clients, and more complex and continual sales cycles. Blue Signal’s client base is hand-picked, relevant to our industry specialties, and truly decides our fate when it comes to sales success. We strive to understand the ins and outs of the business, their talent needs, their standing in their respective industry, where they are headed, and more. Each client is unique, so each tactic to complete their searches must also be unique. This requires a specific set of communication skills and developed business case analysis, presentations, negotiations, and more. We hope to make each of our clients long-term customers.

When you think of recruiting as a business - this B2B model makes sense! And is normally what people attribute to the industry. However, that’s really only one side of the conversation.

Why Recruiting is like B2C

Blue Signal has an extensive network of candidates and superior industry professionals that we constantly keep in contact with to help supplement their best career options. This network - unlike our client network - is much larger and much more transactional.

That word - transactional - has such a negative connotation. When really, all that’s meant by it is that our relationship is based on a transaction. In our first contact - recruiters have to sell themselves and their worth to a candidate rather quickly. Their goal is to establish a base level of rapport early. Recruiters may speak to hundreds of candidates in a week - and have to create meaningful touchpoints with each one in order to be successful. Each candidate has a unique set of skills, desires, needs, and other factors so each touchpoint has to be carefully crafted yet quick - much like the B2C tactics used by salesmen calling upon customers. Recruiters are trained to uncover candidate’s career drivers, potential job dis-satisfaction, and other things that get down to the candidate on a personal level. They really dial into the things that drive candidates in order to play into those wants and needs and create a longer lasting placement - unlike companies who often miss the mark by merely focusing on their bottom line. Therefore, the relationship between a recruiter and a candidate is transactional - yet precise and personal.

To truly craft this in-depth and thorough understanding of the individual behind the resume, Blue Signal processes each prospective candidate with a 12-point assessment. We inspect their career drivers, their ambitions, insecurities, behaviors - what makes them tick. A recurring example is people who lie in interviews. If they are in front of a hiring manager, looking for a job, they will say what they think that manager will want to hear to better their chances of getting the job. And - that can be more harmful than helpful in the long run. The candidate and hiring manager may ignore red flags or make compromises, both for the sake of fulfilling their short-term needs. By omitting their real desires, they may not be able to reach agreeable goals. We want to really get to know the candidate and understand what they want, so that we can do our best to place them somewhere they will be happy. This research is reminiscent of the time and effort all B2C companies put into understanding their target market, but on a scale of more than 100 interviews a week (i.e. more than 100 different “consumer” profiles - a Blue Signal recruiter’s target metric).

Not to mention, candidates today are exhibiting consumer behaviors more than ever. According to a survey by MRINetwork, “nearly three-quarters (72 percent) of candidates spend more than an hour researching a job and employer before even applying, and 16 percent of job seekers spend more than five hours!” This trend, coupled with the literal million open jobs without people to fill them, is putting candidates in the driver’s seat. They are doing more research into role responsibilities, company culture, compensation averages, and other key factors in a new job. This is turning recruiters into marketers - having to sell the company, the opportunity, and their structure better than any Glassdoor review ever could. Recruiters have the potential to be that mediator and representation to the hiring process and “customer” that both parties are unable to accomplish themselves.

Recruiters, The Perfect Blend

In many ways, recruiting is one of the most unique jobs in the world. As our CEO Matt Walsh uniquely indicates, “we are selling people to people!” Recruiters sell on all sides: they sell value to a client, they sell their relationship to candidates, they sell a client’s opportunity to a candidate, and they have to sell a candidate to a company - all before they even make a “sale.” They must maintain a balance between the two sales philosophies: taking the B2C human and consumer element and merging it with the B2B business scenario to create favorable outcomes for both parties.

Recruiters bring so much value to the hiring process. They strive to have that deeper understanding of candidates, their career drivers, and why they do what they do. They work to be partners to clients and invest in their success. A recruiter’s success depends on properly managing solutions to each party’s requirements and doing what is right for everyone. Blue Signal is proud to have some of the highest ethics and proven results in this dynamic industry, and strives to maintain that transparency in all aspects of our “sales”.