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September Is Update Your Resume Month

September 1, 2023 by Amanda Miller

Did you know that September is International Update Your Resume Month? Launched by Career Directors International in 2000, this month marks the perfect time to revisit your resume and see if it’s up to par with what today’s recruiters and employers are looking for. If you haven’t updated your resume in a few years, the likelihood is that it’s a bit behind current standards. Even if you’re not looking for a new job right now, having a ready-to-go resume in your arsenal is helpful should that great opportunity present itself.

The Crux of a Great Resume: Accomplishments

The standard resume format most job seekers use focuses on skills or responsibilities in each role. These types of resumes generally consist of a lot of bullet points with those skills and tasks listed. Unfortunately, a “death by bullets” approach does little to market you to a future employer.

While what you did at each role is still an important part of your resume, skills are not the primary components you want to highlight on your resume. These days, your best bet is to focus on your accomplishments and how you’ve added value at your positions.

To craft great accomplishments that pack a punch, use this formula:

Challenge … Action … Result

In other words, there was a challenge you faced, an action you took to overcome that challenge, and then a result that came out of that action.

In most instances, accomplishments fall into one of four categories:

You made the company or client money.
You saved the company or client money.
You made stakeholders happy.
You developed or improved processes and procedures.

In your resume, aim to list one bulleted accomplishment per year, and don’t exceed five bullet points per position.

September Update Your Resume Month Blog Graphics

Update Your Resume with Your Value Proposition

While accomplishments display ways you’ve helped companies succeed in the past, there’s another place you should do that: in your summary.

If you have an older resume, you probably have an objective at the top of it. Objectives are common in a skills-based resume format and are obsolete when it comes to differentiating yourself. Therefore, if you have an objective, it’s definitely time to update your resume to today’s standards!

In lieu of an objective, add a title or headline that states the position you’re seeking. Just below that, create a summary, where you’ll answer the question, “Why should I hire you?” Focus on the key skills that only you can bring to the position, as opposed to your personality traits. How have you added value to other companies in the past? What kind of leader are you? What are the results you can deliver? Overall, you want to share how your particular experience directly translates to the requirements for this job.

A summary is often referred to as a branding statement because its goal is to brand you to an employer. Therefore, you really need to sell yourself here. After all, this is the first thing employers will read!

Here’s an example of a great summary:

A unique and insightful powerhouse who offers a proven record of success across commercial operations, strategy, global marketing, and research. Driven by data to bring an innovative perspective with an eye toward creating and delivering new growth opportunities. Extensive experience leading large, complex projects and in bringing cross-functional teams together as an engaging and supportive coach.

Ensure Your Resume Is ATS Friendly

No matter how fantastic the content on your resume is, if it doesn’t make it through the Applicant Tracking System (ATS), it won’t be seen. A key component to updating your resume is to create content that is compatible with the ATS software most employers use. That means it has to have:

Contact information, including the city, state you’d like to work in, your phone number, email address, and any online portfolios or accounts that you’d like to highlight (a custom LinkedIn URL is a great addition).
Relevant keywords that match the job description.
A simple reverse-chronological layout without text boxes, lines, shapes, or columns.
One color (black) and one font (Calibri, Arial, or Helvetica are best).
No more than two pages.

No photos or icons.

Avoid filling your resume with keywords in white font. It’s bad form and could potentially eliminate you from consideration.

Resume Writing YouTube Playlist

As we conclude this blog in celebration of “Update Your Resume Month,” it's the perfect time to introduce our sister company’s “Resume Writing” YouTube playlist. This handpicked selection of videos is your ultimate guide to creating a winning resume that gets noticed. Uncover proven strategies, dos and don'ts, and actionable advice to refine every aspect of your resume. Subscribe to our channel today, and get ready to stride confidently towards new career opportunities, armed with a resume that truly shines.

Resume and Career Services, Powered by Blue Signal

Resume and Career Services was launched to empower job seekers and provide them with the tools to be successful in their job search. Built by recruiters, career advocates, and resume experts with extensive experience supporting candidates in finding their ideal positions, their team is all about making a difference for you. Whether you are just looking for a resume or want an advocate to partner with you throughout your job search, at Resume and Career Services, we are here to help you secure your next role. Want to learn more? Visit our website to explore the full range of services they have to offer.

Make sure to follow Resume and Career Services on social media (LinkedIn, Instagram, Facebook, Twitter, TikTok) to stay up to date on the latest resume tips and career advice.

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

August 28, 2023 by Taylor Leonard

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

Find Top Talent with Our IT Recruitment Services

Why Can’t We Hire?

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

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

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

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

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

The Outsider Appeal: Revitalizing Data Center Teams

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

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

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

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

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

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

Conclusion

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

About Bo Scott

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

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The Future of Renewable Energy Jobs

April 21, 2023 by Taylor Leonard

Are you equipped for the evolving landscape of renewable energy jobs? Renewable energy is transforming the job market of the future, creating new career opportunities, and shaping the skills and education needed for success. As the world shifts toward a more sustainable energy future, the demand for renewable energy jobs is on the rise. In this blog post, we'll explore the growing importance of clean energy careers, emerging trends in hiring and recruitment, and the top job opportunities in the industry. Whether you're a job seeker or a hiring manager, this blog will give you valuable insights into the ever-evolving renewable energy job market. Read on to discover how you can be a part of shaping the future of energy.

The Growing Demand for Renewable Energy Jobs

The world is on a mission to reduce emissions, and as a result, a move towards clean energy is to be expected. In fact, the International Energy Agency (IEA) reported that “countries representing over 70% of global emissions today have committed to net zero emissions targets by mid-century.” As we rapidly shift towards renewable energy, the demand for skilled workers to operate and maintain clean energy equipment is on the rise. As reported by the International Renewable Energy Agency (IRENA), over 12.7 million people worldwide were employed in the renewable energy sector in 2020-2021, and this number is only expected to grow in the coming years, creating numerous renewable energy jobs. E2's latest report reveals that the renewable energy, energy efficiency and storage, grid modernization, and clean fuels industries employ more than 3.2 million workers in the United States. The IRENA predicts that by 2050, the renewable energy industry could employ as many as 42 million people worldwide, representing a significant share of total global employment. This growth can be largely attributed to government policies and incentives, which are driving investment in renewable energy projects and creating a favorable climate for businesses in the industry. According to the World Economic Forum, with the shift towards cleaner fuels and the inevitable decline in traditional energy sources, the renewable energy jobs sector is set to create new opportunities for skilled workers in the coming years.

Emerging Hiring and Recruitment Trends in Renewable Energy Jobs

As the renewable energy sector continues to gain momentum, hiring managers are facing a number of challenges in finding and retaining qualified candidates. According to Grid Beyond, the industry's relative newness and diversity of job titles and positions makes it difficult to identify and attract qualified candidates. Additionally, they report the demand for renewable energy jobs often exceeds the available supply, resulting in skills gaps that must be addressed. To meet these challenges, organizations need to be proactive in enhancing their talent acquisition strategies. This includes optimizing hiring processes, improving hiring efficiency, and providing training and development opportunities for both new and existing staff.

Moreover, emerging technologies and skills in the clean energy space are becoming increasingly important for organizations to consider when recruiting for renewable energy jobs. Data analytics, artificial intelligence, and cybersecurity are just a few examples of the cutting-edge skills that will be in demand in the renewable energy sector in the coming years. Partnering with a recruiter who is an expert on the industry trends for the emerging renewable energy space can be beneficial for companies looking to stay ahead of the curve and find the top talent they need to succeed. By staying up to date with these trends and developing comprehensive strategies for talent acquisition and retention, hiring managers can position themselves for success in the competitive renewable energy sector. In conclusion, the renewable energy sector presents both challenges and opportunities, and it is up to hiring managers to proactively address these challenges and leverage emerging trends to attract and retain top talent.

Top Renewable Energy Jobs of the Future

The renewable energy industry is expected to see significant growth in the coming years, creating a wide range of promising career paths for job seekers. According to Career Sherpa, some of the top renewable energy jobs of the future include solar photovoltaic installers, wind turbine technicians, energy storage analysts, energy engineers, land acquisition specialists, solar energy technicians, sustainability managers, environmental scientists, and information systems managers. These positions require various levels of education and training, ranging from technical certificates to advanced degrees, and demand skills such as problem-solving, critical thinking, and communication. Forbes reports that "Renewable energy jobs are booming across America, creating stable and high-wage employment for blue-collar workers in some of the country’s most fossil fuel-heavy states, just as the coal industry is poised for another downturn." According to the Washington Center for Equitable Growth, "Green jobs tend to be in occupations that are about 21% higher-paying than the average in other industries, with the pay premium being even greater for green jobs with low educational requirements." Although salaries and benefits may differ depending on job type, location, and experience, the demand for renewable energy jobs and the emphasis on sustainability suggest that they will provide competitive compensation and excellent benefits. As the renewable energy sector continues to evolve and expand, these top renewable energy jobs offer exciting opportunities for job seekers to become a part of a fast-growing industry that is helping to create a sustainable future.

Conclusion

In conclusion, the renewable energy industry is expecting unprecedented growth, opening new opportunities for job seekers and presenting exciting challenges for hiring managers. As we've seen, the demand for skilled workers in the sector is on the rise, and employers need to be proactive in their hiring and retention strategies to attract and retain top talent for renewable energy jobs. By partnering with a renewable energy recruiter, companies can stay ahead of the curve and find the best candidates for the job. For job seekers, now is the time to explore the many career paths available in the clean energy sector and invest in the education and training needed to succeed. At Blue Signal, we have a team of experienced recruiters who understand the unique challenges and opportunities of the renewable energy industry. Visit our renewable energy recruiting practice web page to learn more about how we can help you achieve your career goals or find the top talent you need to succeed in the industry. Together, we can shape the future of energy and build a sustainable world for generations to come.

Need help finding top talent for your renewable energy team? Contact Alex Bolan!

Learn More About Alex Bolan

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

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4 Ways to Support Employee Mental Health Outside the Office

March 9, 2022 by Aylish DeVore

Mental health has become increasingly important, both inside and outside of the workplace. Along with employee satisfaction, mental health can impact your team’s performance and if not taken care of, can lead to burnout, stress, and turnover. As evidenced by the ‘Great Resignation’ of 2021, people are more willing than ever to quit their jobs to find companies that support their needs. Along with ensuring your employees are taken care of during the workday, you should also take steps to support their mental health outside of the office. This can not only boost your team’s overall satisfaction and engagement with your company, but it can also result in increased productivity and retention. Here are a few ways you can show your support.

Employee Mental Health Outside the Office

Promote a Healthy Work-Life Balance

An important part of fostering strong mental health outside of the office is allowing your employees enough time to enjoy themselves aside from work tasks. According to a recent report from Mental Health America, 9 in 10 employees say their workplace stress affects their mental health. Making sure a healthy work-life balance is part of your company’s values can help create a positive team culture and ensure your employees aren’t letting their work responsibilities overwhelm their personal lives.

A simple way to do this is by offering flexible schedules and allowing employees to choose their own hours – in moderation of course. This practice has become increasingly popular and common after many companies went remote due to the COVID-19 pandemic. Although this may seem like a small change, it can make a big difference on your team’s mental health and wellbeing. Especially if much of your work is self-motivated, this flexibility allows your team to work when they’re most productive, giving them the ability to focus on their personal needs and mental health throughout the day. For instance, some employees may want to work earlier in the day so they can pick up their kids from school, while others may want to work later to account for morning exercise. While it may seem scary to loosen the reins, you can always set a few guidelines. Setting parameters such as designated working periods and regular mandatory meeting times can establish more consistency.

Along with offering flexible schedules, it’s important to encourage employees to use their vacation time. Beyond that, make sure they aren’t contacted about work during their time off. Allowing your team to truly unplug and relax during their well-deserved vacation days will ensure they have enough time to focus on their personal needs without having to worry about work.

Additionally, allowing employees to flex their working hours for appointments and other responsibilities is another valuable practice that can improve their mental health. Letting your employees make up the missed time for menial tasks rather than using their paid time off can reduce scheduling stress and allow them to make better use of their vacation time. Overall, promoting a strong work-life balance can give your employees more time to focus on their mental health and personal needs. This can also help attract new employees as this is an important benefit that many job seekers value when researching companies.

Offer Financial Education

Another way to support your team’s mental health outside of the workplace is offering financial education. Finances can be a major cause of anxiety with 73% of Americans ranking finances as the number one cause of stress in their lives. Although this hardship may not be directly related to work, it can negatively impact your team’s focus and productivity – especially if they’re in debt. Giving your employees the resources they need to educate themselves and relieve their financial stress can help them feel more secure, resulting in improved mental health.

Although your company may offer financial benefits, your employees may not know how to effectively utilize them. Both younger and older employees have differing financial challenges to face, such as student loan debt, mortgage payments, saving for retirement, and more. By improving your team’s financial literacy, you can help them use their paychecks to the fullest and create a better quality of life for themselves. Providing resources on advanced financial practices like how to get a home equity loan to pay off high-interest debt or how to earn passive income through real estate investing can give your employees more stability and confidence with their money, allowing them to relieve stress. You can educate your employees through many outlets, like paying for an online course, providing reading materials, or inviting a guest speaker to discuss more specific financial topics your team may be interested in. No matter what format you choose, offering financial education resources can show your employees you value their wellbeing outside of work.

Provide Mental Health Resources

According to a Harvard Business Review study, 76% of employees reported at least one symptom of a mental health condition in the past year. Mental health conditions can take many forms and can vary from person to person, making it difficult for leadership and coworkers to determine effective ways to help. Some employees may not feel comfortable talking about these issues in the workplace, which is why it’s important to provide mental health resources that your team can access on their own and at their own convenience.

One popular way to do this is through an employee assistance program (EAP), which is an employee benefit program that assists your team with personal or work related problems. This program is free for your employees to use so they don’t have to worry about a financial burden. It also provides confidential support that your employees may feel more comfortable using. An EAP offers access to counselors and other mental health professionals along with additional resources employees can use to support their mental health and wellbeing. Even if you don’t use an EAP, providing mental health resources through online sources and other outlets can help your employees take care of themselves.

Encourage Physical Wellness

Mental and physical health often go hand in hand, as exercise has been proven to boost your mood by reducing symptoms of anxiety and depression. Along with other wellness initiatives, encouraging your employees to take care of their physical health is a great way to support their mental health. Especially as people spend more time at home due to the pandemic, there’s been an increased focus on staying active and healthy in these unique conditions.

However, certain fitness subscriptions can be pricey, and some employees may struggle to afford equipment needed to workout, which can prevent them from nurturing their physical and mental health. Giving your employees the tools they need to take care of themselves can show your appreciation and support for them outside of the office. This could be sponsoring a gym membership, paying for fitness classes, or offering a fitness stipend your employees can use for related expenses if your company is remote. No matter what you choose, your team will appreciate your effort to increase their quality of life.

An increased focus on employee mental health outside of the office may be just what your company needs to secure top talent in a competitive market. These practices can not only help your current employees feel valued and appreciated, but they can also help attract new candidates. Making sure you support your team’s mental health will set you up for long-term success and ensure your employees are taken care of.

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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Recruiting Across Different Generations

September 28, 2021 by Lacey Walters

The Generational Divide: Recruiting Employees Across Different Generations

Today's workforce currently includes four generations: Baby Boomers, Generation X, Millennials, and Gen Z. With so many differing ideals and motivators, avoiding conflict and fostering cohesion between these age groups is essential. To create a robust and diverse workplace, examine your recruitment process, job advertising, employee benefits offerings, and internal culture to ensure that you’re attracting and retaining the best talent.

What Differentiates the Four Generations Found in the Workforce Today?

Generations are demographic groups arranged by birth years that are often defined and affected by significant cultural or historical events within their lifetimes. For example, the Greatest Generation (born in 1901 – 1924) lived through the Great Depression and World War II, whereas Baby Boomers (born in 1946 – 1964) had the 60s counterculture, civil rights movements, and the Vietnam War that set the tone within their lifetimes.

Technology and the internet are significant factors for the four most recent generations currently in the workforce. Boomers adopted technology as older adults, while Gen X (born in 1965 – 1980) was the first to have access to personal computers. Meanwhile, Millennials (born in 1981 – 1996) and Gen Z (born in 1997-2012) are "digital natives" who have had internet access for most, if not all, of their lives.

Recruiting Boomer, Gen X, Millennial, and Gen Z Talent

When setting up your digital recruitment strategy to attract diverse and talented employees, you'll want to reach your target audience where they are and keep job seekers' goals in mind while marketing the position to candidates. For generations across the board, you can feel free to forgo print media. Boomers might not be digital natives, but most have smartphones, and many are active social media users.

In addition to platforms like LinkedIn and third-party job boards, consider mobile and SMS advertising. Using various media tactics and communication channels such as social media goes a long way toward maximizing your recruiting potential across different generations.

Best Practices for Advertising Jobs & Benefits to Multigenerational Candidates

While there is no one-size-fits-all approach to enticing candidates with job descriptions and benefits, certain perks attract some age groups more than others. Appealing to job seekers by their generation can help you advertise your position and communicate to potential hires with exactly what your company has to offer.

Advertising Jobs to the Four Generations

Use the following list as a general guide to what each generation finds appealing in terms of work, company culture, and benefits:

Baby Boomers

Less concerned about company culture, most Boomers want to know about day-to-day duties and how their experience can contribute to the organization. They like to hear about the why behind decisions, and how the results of their actions will support company success. These job seekers are looking for stability, good healthcare benefits, and the potential for flexible hours as they get closer to retirement.

Generation X

Most Generation X candidates will be looking for growth opportunities as well as professional development and clear paths to promotion. Work-life balance will also be important as job seekers in this generation may be caring for aging parents or children. Healthcare and good retirement benefits have strong appeal for this group.

Millennials

Company culture and ethics are important to this age group. Most Millennials want to work for businesses they can believe in and trust. They thrive on social connection and want to work for companies with strong internal culture. Perks like working from home, free lunches, and gym memberships, in addition to affordable healthcare and flexible PTO, attract this generation.

Generation Z (Zoomers)

Much like Millennials, the ethics of your company will be important to Gen Z. They'll want the same perks as their Millennial counterparts and typically thrive in all-digital environments or work-from-home setups. Conversely, they will not pay much mind to company culture, as long as they are treated as equals amongst peers.

Hiring managers might not be able to offer benefits that appeal across all of these demographics. However, including the benefits and perks your company offers, providing insight into day-to-day work tasks, and adding an overview of your office culture in your recruitment efforts goes a long way toward attracting a diverse workforce.

Hiring the Right Candidate

When looking to add a diverse mix of people and generations to your company, the bottom line is that you want the best of the best in terms of talent. While tailoring your recruitment advertising to attract multigenerational candidates is essential, at the end of the day, you want the best person for the job. So regardless of a candidate's specific generation, look for the following traits and concepts when making a hire:

Preparation

Regardless of a candidate's generation, job seekers should be informed and ready to talk about your company. Not only should they be able to give detailed answers about the business, its background, and its purpose, but good candidates will also have company-specific questions prepared for the interviewer.

Zeal

Look for job seekers who are genuinely interested in the position. Have they done any research into your industry? How are they keeping up with trends and technologies in this area? Employers can train skills, but you can't teach enthusiasm. Therefore, candidates who display eagerness and a drive to succeed in their field or career are ideal.

Suitability

Emphasizing company culture in an interview has two main benefits. First, noting the values and mission of your company will strongly appeal to Millennial and Gen Z candidates. Describing these dynamics and seeing how a candidate reacts can be very telling. Second, specific, detailed interview questions about how the candidate embodies or believes in these same values and mission of the business can help you determine which candidate is the best fit for your team. All the better if the candidate has questions of their own regarding culture, allowing you further insight into what their role would be in the team’s structure if brought on.

Initiative

Beyond training, potential employees need to be very self-motivated to fulfill their roles. Working from home and performing tasks with little supervision is the new normal, and employees will oftentimes have to figure things out for themselves. Asking interview questions about how candidates have taken initiative in the past or have thrived in a role with low supervision can help you make an informed hiring choice.

Best Practices to Support a Diverse Team

To support a multigenerational workforce, managers need to encourage a proactive office environment that promotes inclusion. By catering to different communication styles, offering two-way mentorships, emphasizing respect, and avoiding certain assumptions and stereotypes, companies can reduce conflicts due to different age groups in the workplace.

Varied Communication Channels

One factor that differs among all four generations is their communication preferences. For example, Baby Boomers often favor calls or face-to-face meetings, while many Millennials and Zoomers might prefer text or video chats. To bridge the gap and create a collaborative workspace, offer a variety of in-person meetings, calls, chats, email, and social media so everyone can use their favorite communication methods or explore new options.

Reverse Mentoring

Setting up two-way mentorships among people in different age groups has several benefits. The concept centers on both parties sharing what they know with one another without a power struggle. By pairing an older worker with a younger employee, one might gain insights from the other's extensive experience while inspiring a more tech-savvy approach to problem-solving.

Respect

Respecting workers regardless of age should be the cornerstone of your workplace culture. Acknowledging that both Boomers and Millennials have a wealth of knowledge and talent to bring to the table can break stereotypes. Placing value evenly among Generation X and Zoomers can encourage collaboration. Treating all generations as equals will strengthen relationships among colleagues.

Avoid Assumptions

Assuming what people want, based either on your own generational view or preconceived notions about others, can throw off the balance of your workplace. Instead of guessing that a younger worker might want more vacation time as a benefit rather than working from home, simply ask them. As an overarching rule of thumb, by talking with employees and finding out about which incentives/benefits, processes, or communication styles they prefer, you are more likely to retain your staff and avoid leaning into stereotypes based on age.

Mix Things Up

Fight the urge to group younger employees together with the assumption that they'll work well together or get along better. By allowing your office to settle into a natural mix, with younger and older employees working side by side, you can encourage communication and collaboration. Let workers find what they have in common on their own and discover the strengths that each individual and group brings to the table.

Beyond the Generation Gap: Life & Career Stages

Some studies suggest that the four generations' values and preferences really aren't that different, despite popular opinion on the matter. In fact, the Society for Human Resource Management (SHRM) suggests that career and life stages play a more significant role in workplace relationships and management.

For example, apartment dwelling Zoomers and Gen Xers who are single with no kids may have more in common, along with similar goals and needs, than a Boomer or Millennial with a mortgage and a family. A person's life stage is another way to define someone beyond their generation.

Similarly, Boomers who are changing careers and Zoomers fresh out of college both have to figure out how to navigate modern hiring processes and online interviews successfully. These employees may also seek out promotions to advance their new careers and increase their salaries. While appealing to the wants and needs of each generation can help recruitment, similar life and career stages often transcend differences between age groups in the workplace.

Resources for Recruiting Generations Across the Spectrum

Whether you’re looking to hire Baby Boomers, Generation X, Millennials, Gen Z, or just need the best of the best, leverage a recruiter. Recruiting firms are experts at navigating the constantly changing landscape of the job market. It’s a recruiter’s duty to represent people based on skill, looking beyond gender, generation, race, ethnicity, etc. When looking to create a robust and diverse workplace, consider engaging with a firm like Blue Signal to truly strategize your recruitment process, job advertising, employer branding, and so much more to attract and retain the best talent – no matter their generation.

About our Contributor, Hazel Bennett: Hazel Bennett is a freelance writer and blogger. She has a degree in communications and lives in Northeastern Ohio. Hazel loves writing about numerous topics and showcasing her expertise with words.

6 Ways to Attract Remote Workers

September 22, 2021 by Lacey Walters

COVID-19 has forever changed the workplace in addition to how, when, and where people work. Companies have come to the realization that remote work is not just smart, strategic, and sustainable, but it improves their bottom line and provides benefits to their overall staff.

Before the pandemic, only 5.2% of the U.S. workforce worked from home full time. Today 58% are working remotely. According to a recent FlexJobs survey, 65% of 2,000 pandemic remote workers would prefer to stay fully remote after the pandemic, and 58% say they would “absolutely” look for a new job if they weren’t allowed to continue working remotely in their current position.

Having a significant number of “work from anywhere” employees brings new challenges for benefits design and administration. In addition to traditional benefits, like health insurance and vacation time, remote workers and job hunters seeking remote work opportunities are adding items to their checklist of qualities they’re looking for in a new job. If you plan on hiring remote workers for your team, follow these 6 tips to attract new talent.

1. Set Clear Guidelines About Working Hours

Since remote workers don’t necessarily have to be living near a home office location, businesses can hire candidates from different time zones. This is great for sourcing talent outside of the local pool of candidates. However, that does open the door to another set of problems, specifically ensuring coverage during hours of operation. Managers may find candidates that have a flexible schedule and can wake up early or stay up late in other time zones to meet with a team located somewhere else, but this might not always be the case.

For organizations to stay competitive, leaders need to partner with their Human Resources teams to establish a clear set of rules regarding when people can and should be working online. It’s not just for employees based in different time zones, flexible working hours are also becoming relevant for job hunters. They want to be able to pick up their kids from school or make appointments during the day. Organizing clear expectations surrounding flex time can help companies attract the best talent.

2. Continuously Review Compensation Plans

Compensation, pay, earnings, they’re all the same thing: money. People still need to make a good wage in order to survive. With prices rising on everyday items, as well as housing and food, pay is something all job hunters are watching. Properly compensated employees are key to a company’s success.

Although there are many factors that go into how employees are paid, businesses that take pay away from employees are often tossed into the people’s court of opinion. For instance, DoorDash received negative press after the company took tips away from their delivery drivers. Google also received backlash after cutting pay for their remote workers.

In order to avoid risking an organization’s reputation by shortchanging employees, companies need to review their compensation plans periodically to ensure that they meet the standards of the current economic climate. As many states raise the minimum wage, remote workers are able to determine the level of pay they should receive for their work.

3. Invest in the Technology That Employees Need

Aside from proper pay, candidates need the right tools to do their work. Individuals shouldn’t be expected to outfit themselves with the technology they need to do their job, so companies need to keep the cost of technology in mind when they establish a budget for their remote workers.

If in-office staff need two monitors for doing their work, then remote workers should be offered this option as well. If an individual needs a Wi-Fi booster in their home, that’s something else offices would normally provide for in-person workers, and need to provide for remotes as well. There is a baseline that managers can set for what will and will not be provided to their employees. This should be established by management so that everyone is held accountable.

For remote workers, there needs to be a technology support system. Leaving them high and dry with a broken device can lead not only to frustration but possible turnover. A job seeker may ask a hiring team about their technology support for remote work in an interview, and having prepared answers will help give that person an understanding of what they can expect from the role.

Infographic containing a list of 6 ways to attract remote workers

4. Treat Everyone as Individuals

In today’s climate, job seekers are digging deeper and looking beyond pay, technology, and schedules when it comes to making a career move. They want to know how they’ll be treated as an individual. It can be easy in a remote setting to group everyone together in endless meetings and not touch base with people for one-on-one sessions. However, this can cause problems for both employers and employees.

Each person on the team has a unique set of expectations, concerns, and experiences. At the same time, each person has their own way of doing things and interacting with other team members. Managers need to consider that much like a traditional office setting, remote teams need to have individual sessions to get people’s perspectives. This isn’t just for performance conversations or project check-ins; this can also be a way for leadership to gauge how effective they are supporting their teams and discover what the company can be doing better for employees. After all, individuals are what really power successful businesses – and we should treat them as such.

5. Consider Different Levels of Stability

Everyone has their own unique work style and a preference in regard to how much they want to work. Some employees thrive working multiple jobs, while others prefer to work a single, steady nine-to-five. Companies need to think about how their current job openings can meet the standards of different types of remote workers. As flexibility and freedom become more important to new hires, businesses need to rethink their job descriptions.

Perhaps it’s breaking one position into a few that can be outsourced to freelancers. Maybe it’s combining two different part-time jobs into one for a full-time position. Workers are being more thoughtful in their approach to returning to work, so investigating open slots to find these opportunities before making new hires will help companies operate more efficiently in the long run. Recall that these openings are meant for remote workers so consider those unique requirements as well for attracting the best person for the position.

6. Create an Interactive Business Culture

All work and no play doesn’t make the job any fun, and that’s something worth considering when hiring remote employees. How will you build a culture around people who are located around the globe? Will you video conference with everyone daily? Are people going to have to report to the office once a month?

Knowing the answers to these questions will help organizations build a collaborative and fun virtual work environment. When potential candidates are reviewing a business, they want to know the values of it, and how everyone interacts with one another. While it is quite different pulling off culture in a completely digital world, there are many ways to succeed in doing so. Whether it’s an in-person event or a slated video conference every month, take time to relax with your team rather than talk shop.

Much like businesses would’ve hosted in-office events like holiday parties or other celebrations, leaders need to think about translating this into the virtual world. Virtual events build comradery within a team and give the opportunity for people who don’t normally interact with one another the chance to do so. New hires rely on these events in order to network and feel part of the company. When hosting these types of events, photograph them to showcase on social media and other channels, so job seekers can see an insider’s view too.

Job seekers are looking for many things when searching for a new position. But as remote workers, companies need to get creative and strategic with their offerings in order to stand out. By following the six ideas mentioned above, organizations can successfully pull in the best talent possible for their teams, and more effectively retain their remote workers. If you need additional help recruiting top remote talent, reach out to Blue Signal today.

About Our Contributor, Sara Carter:

Sara is the co-founder of Enlightened Digital, entrepreneur, and Bostonian. She spends her days writing code, chasing her children and/or dog, and perfecting her brownie recipe.

About Enlightened Digital:

Enlightened Digital is a digital magazine dedicated to the top tech and business news, updates, and analyses from around the web. Their aim is also to explore how these changes affect business growth and professional development for women. They believe that delivering objective facts and figures on the newest releases and events in the tech world no longer suffices to keep consumers informed. As new technology and updates hurl businesses faster and faster into a future that seems less predictable, Enlightened Digital will try to make sense of not only what is happening, but why, and how it impacts our lives.

Winning the War for Talent in 2021

June 17, 2021 by Aylish DeVore

As the competition heats up among industries to snag the best of the best to fill open roles, it’s becoming more clear we are experiencing a “War for Talent.” The phrase “War for Talent” is not a new term in the recruiting industry, as it was first coined in 1997 by Steven Hankin of McKinsey. In their 2001 book The War for Talent, authors Ed Michaels, Helen Handfield-Jones, and Beth Axelrod predicted that “the make-or-break for firms in the next two decades would be the ability to attract, develop, and retain talent.” In 2021, we’re in the thick of that battle, struggling to beat out the competition and win over top talent. Though there is an uptick in hiring across the board, with a closer look you’ll see just how small the market is when targeting top-tiered talent with niche skills and specialties. With over 7 million jobs recently posted online, the industry is experiencing an abundance of open roles and a lack of qualified candidates to fill them. In light of this sudden and increasing need for talent, job seekers are left with the upper hand. In today’s market, when it comes to winning the war for talent, employers need to take meaningful action by offering unique benefits, remaining flexible, improving branding, and focusing on retention post-hire.

Roll Out the Red Carpet

The current job market is in the hands of the job seekers — so it’s important to get to know your audience. Millennials for example, (who in just five short years will comprise almost 50% of the workforce) have different expectations for jobs than their predecessors did. 86% of Millennials put values, like respect for peers, before salary and 82% prefer to work from home at least one day a week. Now more than ever, hiring managers and companies need to be rolling out the red carpet and concede to the demands of those on the job hunt. Large, leading tech companies such as Amazon, Google, Microsoft, and Facebook have been perfect examples of this in the past as we’ve seen them building, buying, or rehabbing office spaces to make them attractive and appealing to workers. However, today’s climate calls for a little more creativity as the majority of companies and candidates are switching to the work from home model, making fancy office spaces obsolete. Companies are now branching out, offering new incentives like Peloton bikes, paid time off for mental health, additional vacation days, raises, and bonuses to keep their employees motivated and happy. Unfortunately, if you’re not doing your homework to find out what benefits your employees actually care about, you’ll be taking a shot in the dark.

Poaching and persuading top talent isn’t an altogether new concept but with today’s market, it’s now become a crucial part of everyone’s talent search. The rule of thumb when recruiting for top talent while competing in any industry is to assume there is always another offer on the table. Whether the candidate is actively interviewing for other roles or gets offered a promotion/raise by their current employer when handing in their notice - push your boundaries and dive deep to find what you can offer that no one else will.

Be Flexible & Act Fast

With so many competing offers and employers incentivizing candidates to stay where they are - quick decisions in the hiring process are crucial. Just imagine, while a hiring manager is contemplating possible, better candidates, the perfect candidate they let go cold is accepting another offer. With the majority of talent currently working from home, the process of taking an interview during the day has become a breeze. Candidates can resign from their current position and start a new one with the simple act of shipping back one laptop and receiving another in its place. This simplified and fast-acting turnover is exactly why it is imperative to remain flexible, open, and decisive when recruiting top talent.

The flexibility shouldn’t stop there. Being open to offering a flexible schedule in today’s market is another “must-have” on a majority of applicants’ lists. It’s been reported that “up to half of employees might quit their jobs if remote or hybrid work arrangements are not provided post-pandemic.” Due to this new norm, industries across the board are now competing on a national scale rather than with their local markets. By choosing not to employ remote workers, you are actively limiting your candidate pool. Offering a flexible work schedule is becoming non-negotiable when keeping up with the competition. With job seekers in the driver’s seat and in a position to make demands, hiring managers need to be listening.

Step Up Digital Branding & Awareness

Enticing a candidate to join a new company goes beyond what’s written on an offer. Most potential hires are conducting their own research on companies they’re looking to join, digitally. With the internet as the new marketplace, it is absolutely crucial to have a stellar online reputation and top-notch digital branding in place. As a simple fact of life, first impressions are everything - and more often than not, that introduction doesn’t come straight from a company email.

When a candidate is deciding if they should apply to a company, their first instinct will be to dig up some background information and see if they can picture themselves at the company. Ensuring consistent, clean, and up-to-date branding across all platforms positions you as a well-oiled machine, and instills a sense of confidence - which will result in more applicants.

Beyond consistency and aesthetics in branding, companies should be going above and beyond to create buzz in their industries. PR initiatives and posting exciting company news online can get job seekers’ attention and spark a good impression before they even land on your website/social channels. Another common way candidates look into a potential employer is through their online reviews and testimonials. This goes without saying, but poor reviews are one of the most passive reasons top talent will walk away from a job offer or even an initial interview. Open the door to communication by conducting exit interviews with employees leaving the company to uncover and address issues before they affect your incoming talent. Better yet, encourage satisfied customers to leave a positive review about their experience.

Invest in Training

With the added competition of today’s recruiting market, it’s important to remember that your job isn’t done when a new hire is made. In some cases, this is when the real work begins as your focus shifts to retaining that hire. One of the best ways to ensure retention of new hires is training, training, training! Investing in thorough and continued training programs is crucial in today’s market when the act of making the initial hire is already such an uphill battle. Hiring professionals agree that “in every industry and sector, among companies large and small, a new conversation must occur as upskilling and reskilling become the new norm.” Employers need to be more proactive by providing employees with the resources and time needed to learn the material and skills. Companies can focus on creating their own internal training that’s specific to their processes by including real on-the-job examples. The biggest mistake you can make after landing a top talent hire is to go into their employment blindly. Do your research and leverage tried and true methods to make sure you retain that expertise in-house.

With the intensity of today’s job market, offering unique benefits, remaining flexible and fast-acting, and ensuring retention after a hire is made can give your company the edge it needs to land top talent. Just like this job market overall, the way recruiting is conducted is changing at unprecedented speeds. If you’re feeling overwhelmed, Blue Signal can help. We’re experts in this realm and most importantly, we have the dedicated time to complete the open job searches you need filled. A significant benefit in working with a recruiting firm such as Blue Signal is the ability to target passive candidates, which is a game-changer in this climate. The days of waiting around for candidates to come to you and apply to your job posting on their own are over. According to a LinkedIn study, only 15% of employees say they are completely satisfied with their jobs and would not be open to a change. In the midst of this “War for Talent,” you want to be working with the best. If you’re ready to start a conversation about how you can better target and retain top talent in your field, reach out to us today.

Best US Cities for Job Seekers: Your Guide to Finding the Best Relocation Opportunities

May 26, 2021 by Lacey Walters

Finding a job has always been more or less challenging and, the pandemic has made this task even more difficult for some. The difference between the supply and demand of suitable positions has become so vast that many people are willing to move across the country to find employment. While bigger cities do not necessarily guarantee dream jobs, they certainly make it easier to do so due to the volume of opportunities. Depending on the industry though, bigger does not always mean better. Because of this, learning about the best US cities for job seekers, while keeping specific factors in mind like industry alignment, is of the utmost importance when considering relocation for work. Here are the cities to start with.

Seattle, Washington

Seattle is home to many business giants such as Amazon, Microsoft, Starbucks, and Costco. The Emerald City does not lack in startups either. With this in mind, it is easy to understand why finding a job here should not be too difficult. Even if these companies aren’t someone’s top choice, keep in mind that cities that house big names usually offer more opportunities in other fields as well. Those seeking employment in marketing, healthcare, tech, and sales industries certainly will not be disappointed in relocation to Seattle.

Boise, Idaho

The city of Boise ranked among the top five on WalletHub’s list of best places to find a job due to its large variety of job opportunities, significant employment growth, and other socioeconomic factors. Those looking for a career in sales, human resources, logistics, or accounting, will find that Boise, Idaho is one of the best US cities for their industry verticals. Since Idaho is still growing and progressing, jobs in these fields are in excess within this up-and-coming city.

Virginia Beach, Virginia

Most people probably would not think of Virginia Beach when looking for a job. However, this coastal city in southeastern Virginia might surprise you. The city has one of the lowest unemployment rates in the state, attractive median annual income, and one of the lowest medium home/rent prices compared to other east coast locations. This city is economically stable, extremely family-friendly, and ready to be leveraged for a job search. Those interested in the health industry will be happy to learn that there are many jobs available in the state. From occupational therapy assistants and nurse practitioners to physical therapists and physicians, healthcare professionals won’t have much trouble scoring a job here. Not to mention, where there is demand for doctors and nurses, there is also demand for accountants, project managers, billing supervisors, coders, and more that help keep those medical facilities operating smoothly.

South Burlington, Vermont

What is so special about the small town of South Burlington, Vermont? Besides being one of the most peaceful places to raise a family, this city offers its residents one of the lowest unemployment rates in the country. This means that in terms of finding a stable job, prospective hires can expect to find long-term opportunities here – especially if they’re looking for employment in the tech industry as South Burlington’s job market is especially strong in this field.

Despite the job market here consisting mainly of smaller companies and businesses, lack of job postings doesn’t necessarily equate to lack of open roles. Most of these businesses operate by word of mouth, so be prepared to put in more effort to find them if deciding to join this vibrant community.

Columbia, Maryland

According to WalletHub, Columbia, MD is the second-best relocation city in the US for job seekers. It is worth mentioning that this is not the first time the city has appeared so high on this list. Columbia is said to be highly commutable, safe, and excellent for raising a family. Its median annual income and other socioeconomic factors are what make this suburban-feeling city so desirable for job seekers. Jobs in wireless and telecommunication, manufacturing, healthcare, and finance are especially sought-after there.

Scottsdale, Arizona

Whether seeking a first job or an upgrade from your current one, applicants might want to consider Scottsdale, Arizona. Aside from being one of the state’s leading cities regarding job availability, Scottsdale has also been rated as one of the most livable cities. Blue Signal might be biased in this opinion with our headquarters close by, but the numbers are hard to ignore. Scottsdale’s socioeconomics and high median annual income make the city extremely attractive for job seekers. Additionally, the Phoenix metro area is predicted to become the nation’s semiconductor hub – bringing about over 22K jobs. With Arizona being recognized as the 10^th most populated state in the US, and Phoenix being the 5^th largest city in the nation, it’s only a matter of time before other corporate giants follow suit like Intel has with their move to the Southwest.

Arizona’s desert climate and scenery can make those unacquainted with it a bit apprehensive about moving here. The secret is finding reliable movers to help organize a stress-free process of relocation which will leave plenty of time for relocated candidates to explore their new surroundings. There’s nothing better than feeling fresh and rested for a first day at a new job, so its good to leave the heavy lifting to the professionals.

In conclusion

Not all cities are created equal when it comes to attracting those seeking relocation for employment. Blue Signal’s ranking depends on many factors such as job opportunities, median housing prices, annual incomes, employee satisfaction and growth, etc. We hope this list of the best US cities for job seekers can steer them in the right direction. Education, experience, knowledge, confidence, assertiveness, and other related factors will help get them in the door. However, with the help of professional recruiters, research, and preparation, the chances of getting a new job in a new market can drastically improve. Persistence and a desire for success are a job hunter’s most important characteristics but good research and backing by the right team are certainly second best.

4 Tips for Senior Job Seekers Living with Disabilities

April 13, 2021 by Lacey Walters

If you find yourself looking for a new job while in retirement, you’re not alone. Many seniors are trading in leisure time for extra income, but finding a position after retiring can be overwhelming if you’re not sure where to start. If you are a senior living with a disability, the process can be even more challenging. To take the stress out of your job search, and make your re-entrance into the workforce feel well-informed, Blue Signal invites you to consider these important tips.

Update Your Resume

While self-employment options, like owning your own business, may be the most flexible employment option, it may not be the most convenient. For many seniors looking for post-retirement employment, a part-time position with an established company may be their best bet. Companies like Liberty Tax Service, H&M, and TJX (whom you know as the conglomerate of Marshalls, HomeGoods, and T.J. Maxx) are top-rated when it comes to hiring those 65 and older. However, to get interviews and snag one of those positions you’ll need to update your resume.

Resumes help make the first impression on employers, so you need to make sure yours stands out from the stack. If it’s been a while since you’ve updated your resume, using an online resume tool can help you choose the best design and layout to grab the attention of potential employers. Nevertheless, updating your resume doesn’t have to be an overwhelming task. To make sure your resume stands out, keep it simple by creating a one-page highlight reel of your previous employment, emphasizing any metrics or measurable accomplishments. Then, pair your updated resume with a cover letter so you can address employment gaps due to your retirement or other life events. An updated resume and cover letter will give you a strong start to your job search.

Know Where to Look for Senior Jobs

Crafting a powerhouse resume and cover letter can help you land a job in retirement, but you have to find open positions before you can send your updated materials to potential employers. If you have a smartphone, be sure to download job seeker apps that will allow you to browse open positions from anywhere. LinkedIn is a great tool for applicants to use, and this social media site can also help you connect with recruiters and hiring managers. Be sure to follow companies like Blue Signal on LinkedIn to stay up to date with their announcements and tips, helping you continually learn about best practices in the digital job searching space. These recruiting firms specialize in finding the right candidate for the right job, and often post best practices for job seekers on their social media.

Of course, to make the most of your job search, it helps to know which companies may be looking for employable seniors. From Pfizer to Wells Fargo to Amazon, there are quite a few reputable companies actively seeking candidates who are senior and wiser for a variety of positions.

Understand Your Rights and Legal Protections

If you are a senior, you should be armed with the basics needed to find a perfect post-retirement job. Since you are looking for a position as a senior with a disability, you should also be knowledgeable of the labor laws that apply to you. Federal laws prohibit employers from discriminating against you due to your age. This law only applies to employees or potential employees who are over the age of 40, but a potential employer should never ask about your age in an interview. When job searching, look for companies that champion diversity and inclusion efforts; like at Blue Signal, where they refer all candidates on the basis on qualification rather than age or ability.

In addition to legal age protection as a senior, you are also subject to protections for disabilities. Much like age discrimination, businesses cannot base employment decisions on your disability alone. If you’re hired, they must make reasonable accommodations to make your work environment more accommodating to your disability. Understanding your rights and legal protections will benefit you greatly when looking for a job in retirement.

Consider Working for Yourself

When job searching, it’s important to consider if working for someone else is your best option. Many seniors who are living with disabilities and looking for extra income have found it easier to pursue entrepreneurship instead of traditional employment. One of the most lucrative, low-risk options for working on your own is to start an e-commerce business. You can even begin your small business from home, which can be a bonus if you have limited mobility. Use this ecommerce startup guide from ecommerCEO to learn more about whether this kind of business is right for you.

Of course, e-commerce is not your only viable option. There are many small businesses that can work well for seniors, from bookkeeping services to freelance writing or even operating your own food truck. Best of all, launching a business has never been easier, especially if you take advantage of online business formation packages that take a lot of guesswork out of the process. In most cases, you can have your business registered and setup in as few as five steps.

Conclusion

Whether you need extra income for medical expenses or want more to do during the day, working in retirement can be a smart choice. Finding a job shouldn’t add more stress to your life, so be sure to follow the tips above to make your search a simpler process. There are resources at your disposal if you know where to look. Better yet, there are people out there who want to help you through this process. If you need some extra help, you can reach out to Blue Signal to work with one of their expert recruiters. Above all, try to find work that will make you happy while you make more money in retirement.

More about Patrick Young of AbleUSA

Patrick Young is an educator and activist. He believes people with disabilities must live within a unique set of circumstances--the outside world often either underestimates them or ignores their needs altogether. He created AbleUSA to offer helpful resources to people with disabilities and to provide advice on navigating various aspects of life as a person with disabilities.