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Bridging the Gap: How Veteran Employment Services Can Transform Lives

August 7, 2023 by Lacey Walters

The Role of Recruiters in Veteran Employment

In the recruitment field, our mandate includes not only identifying exceptional talent for our clients and keeping pace with industry trends, but also fostering a deep understanding of the unique needs of both employers and job seekers. However, we hold a broader responsibility that reaches beyond merely matching candidates with vacancies. As recruiters, we have the unique capacity to serve our communities by supporting underrepresented groups within the job market. One such group, particularly deserving of our attention, is the veteran community. This is where our veteran employment services come into play.

Understanding the Veteran Community

Before addressing the state of veteran employment and how our veteran employment services can intervene, it's crucial to acknowledge the unique character of the veteran community. Veterans come from varied military backgrounds, operational environments, and disciplines, making them a notably diverse group. Veterans bring a wealth of unique skills to the table. Their military service has fostered unparalleled resilience and discipline. They've learned to adapt quickly and show leadership, often under challenging circumstances. These valuable skills, which can provide a substantial boost to any professional setting, sometimes go unrecognized or underutilized in the civilian workforce due to a lack of understanding. These valuable skills, which can provide a substantial boost to any professional setting, sometimes go unrecognized or underutilized in the civilian workforce due to a lack of understanding.

The Rich Skillset of Veterans

Veterans bring a host of invaluable skillsets to the workforce. As previously explored in Blue Signal’s blog post, Why You Should Hire a Veteran in Your Next Open Role, veterans' experiences foster superior teamwork capabilities, leadership skills, and a tenacity that is often absent in employees without military training. They are trained to take on complex, high-stakes tasks, requiring creative problem-solving, quick thinking, and precise execution. Furthermore, veterans are typically highly adaptable, capable of performing under pressure, and understand the importance of completing a task to the best of their ability. These skills are not just beneficial but are often crucial in the corporate world.

A military veteran sitting at a table speaking with a career recruiter, discussing paperwork

The Current State of Veteran Employment

Despite the array of skills, rich experience, and diverse education they bring to the table, veterans often encounter difficulties when seeking full-time employment post-service. A study by the U.S. Bureau of Labor Statistics found that the veteran unemployment rate was 4.5% in 2020, higher than the rate for nonveterans. However, the reality is not so optimistic, as nearly 16% of veterans are underemployed, as revealed in a white paper titled “Challenges on the Home Front: Underemployment Hits Veterans Hard.” As recruiters offering veteran employment services, it is our calling to help bridge this gap, enabling veterans to find fulfilling employment that makes full use of their unique skills and capabilities.

How Recruiters Can Support the Veteran Community:

As recruiters, we are more than just a bridge between candidates and employers. We have the opportunity to impact veterans' lives by providing them with the tools and resources they need to transition into the civilian workforce successfully. We strive to understand their unique skills, facilitate their transition, promote their value to employers, and connect them with opportunities.

If you're a veteran seeking employment or an employer looking to hire veterans, contact us today to learn how we can assist you.

Leveraging Veteran Skillsets

As part of our veteran employment services, we strive to fully comprehend the unique skills and experiences veterans offer. By understanding various roles within the military, recognizing how these skills translate into civilian job requirements, and showcasing them effectively, we validate the value of their service. This allows us to match veterans with roles where their skills shine, and their experiences are seen as assets, not liabilities.

Facilitating the Transition from Military to Civilian Life

The transition from military service to civilian life presents a considerable challenge for many veterans. Our veteran employment services can play a pivotal role in easing this transition by offering much-needed resources and guidance. Helping veterans understand how their military skills translate to the civilian job market, providing advice on crafting resumes that effectively showcase their skills, or guiding them through the interview process – these are just some of the ways our veteran employment services can make a significant difference in their journey.

Promoting the Value of Hiring Veterans

Another powerful way our veteran employment services can support veterans is by educating employers about the tremendous benefits of hiring from this talent pool. Beyond the unique skills and experiences veterans bring, hiring them also opens up tax benefits under the Work Opportunity Tax Credit. As former Secretary of Defense, James Mattis, once said, "Veterans are a national asset, and they are to be used for the betterment of society." By fervently promoting the value of hiring veterans, we can play a part in shifting corporate perceptions and encouraging more companies to actively include veterans in their hiring processes.

A picture of former Secretary of Defense James Mattis with a quote from him in text

Connecting Veterans with Opportunities

Veterans, particularly those with active security clearances, often have exclusive access to job opportunities not advertised publicly. Leveraging industry networks and knowledge allows us to uncover these hidden opportunities and provide veterans with a direct pathway to these roles. In doing so, we help align veterans with fulfilling career opportunities that fully utilize their unique skills and experiences.

Our Commitment to Veteran Employment Services

Supporting the veteran community in their job search isn't merely a business strategy—it's a moral obligation. By recognizing and understanding the unique challenges veterans face, coupled with the valuable skillsets they bring, Blue Signal plays a critical role in bridging the gap between military service and civilian employment. We are steadfastly committed to impacting veterans’ lives positively through our veteran employment services. We are eager to continue this essential work and invite other recruiters to join us in championing this worthy cause.

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Recruiting Roundup: Top 5 Recruiting Articles for June

July 5, 2023 by Taylor Leonard

In this month’s Recruiting Roundup, we have curated the top recruiting articles of the month for staffing professionals and hiring managers to gain industry insights. To stay ahead of the constantly evolving industry and attract top talent, it’s crucial for recruiters and hiring managers to stay up to date on the latest developments in the industry. In this blog, we've compiled a list of the top 5 recruiting articles for the staffing industry for the month of June. From the latest job reports to innovative recruitment solutions, these recruitment articles provide valuable insights and perspectives on the current state of the industry.

#1: ChatGPT Speaks: Exploring the Impact of AI in Recruiting

In this recruiting article, discover the fascinating conversation between technology recruiter, Brent Stokes and ChatGPT, an advanced AI language model, as they delve into the transformative impact of AI in the world of recruiting. Brent unveils the burning question on everyone's minds, "Will AI replace human recruiters?" ChatGPT convincingly asserts the enduring importance of human recruiters. By reading this article, you can gain exclusive insights into the unique skills recruiters possess, their industry expertise, personalized approach, and unparalleled understanding of human behavior. Prepare to be captivated by the possibilities and discover how AI empowers recruiters, rather than replacing them.

Read the full article.

#2: Employee Benefits In 2023: The Ultimate Guide

In this article, Forbes covers the comprehensive landscape of employee benefits in 2023, providing invaluable insights for job seekers and employers. The author investigates the latest trends and strategies that successful companies are employing to attract and retain top talent. From innovative wellness initiatives to flexible work arrangements, this article sheds light on the keys to building a thriving workplace. To be informed and inspired read, Forbes' expert exploration of employee benefits and discover how it can revolutionize your organization's approach.

Read the full article.

#3: A Comprehensive List of 2023 Tech Layoffs

In this article by TechCrunch+, you'll find a comprehensive list of tech layoffs in 2023. From major tech companies like Google, Amazon, and Microsoft to smaller startups, this overview delves into the reasons behind the workforce reductions and their impact on innovation. The article provides insights into the changing landscape of the tech industry, highlighting notable layoffs at Meta, Spotify, and Shopify. Read this article to stay informed about the latest developments and understand the dynamics shaping the job market in the tech industry.

Read the full article.

#4: May Employment Situation Summary

Reported by the Bureau of Labor Statistics, this article provides an overview of the U.S. employment situation in May 2023. According to the report, employment increased by 339,000 jobs, but the unemployment rate rose to 3.7%. The recruiting article highlights the continued growth seen in professional and business services, government, health care, construction, transportation and warehousing, and social assistance sectors, and covers ongoing concerns over labor shortages affecting varying industries.

Read the full article.

#5: New Data Suggests Great Resignation to Continue

In this article, new data from a PwC survey suggests that the “Great Resignation” trend is set to continue. Rising living costs are pushing workers to seek better-paying jobs, with 26% planning to change jobs in the next 12 months. The survey also reveals a global workforce feeling financially strained, with fewer people having money left over each month. The economic squeeze is driving up pay demands, with 42% of workers planning to ask for a raise. Notably, skilled workers exhibit confidence in adapting to the evolving work environment.

Read the full article.

Conclusion

In conclusion, these curated recruiting articles shed light on the challenges and opportunities in the staffing and recruiting industry in 2023. From AI's impact to employee benefits, tech layoffs, the May employment situation, and the Great Resignation trend, these articles offer valuable insights. To stay up to date on the latest news and trends in staffing and recruiting, follow Blue Signal on our website and social media channels.

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Blue Signal Gives Back 2022: Making an Impact

May 17, 2023 by Lacey Walters

Blue Signal recently wrapped up our 5th annual philanthropy initiative, Blue Signal Gives Back. Each year Blue Signal strives to give back to meaningful organizations through philanthropic donations. By aligning our shared passion for philanthropy with healthy competition, Blue Signal Gives Back has become a favorite initiative among our employees. In 2018, Blue Signal donated $1,632.50 to the American Parkinson Disease Association. The Smiths-Kingsmore Syndrome Foundation won in 2019, with a $2,052.50 donation, and again in and in 2020 with a $3,986.50 donation. In 2021, we donated $2,105 to the Cystic Fibrosis Foundation. This year, we donated $2,280 to the International Justice Mission on behalf of our contest winner, Kevin Smith. To date, we’ve donated over $10,000 to various charitable organizations through the internal program.

Celebrating Giving Back: Blue Signal's Annual Philanthropy Contest

Blue Signal's annual philanthropy initiative involves a metrics-based, company-wide contest that rewards the winner with a donation to a nonprofit charitable organization of their choice. This year's contest ran from November 28th to December 25th, 2022, and included recruiters and non-recruiters alike. Teams consisted of two recruiters or a recruiter paired with a specialist from Operations, People & Culture, Marketing, or Finance. Each team selected a nonprofit charitable organization that was important to them to represent. Organizations represented this year included Veteran One, St. Jude Children’s Research Hospital, Blue Ridge Cancer Care, Wounded Warrior Project, American Human Society, Friends for Life, and BeLoved Atlanta. Blue Signal Gives Back points chart

Recruiters could earn money for their chosen organization by hitting assigned metrics, such as candidate send-outs and placements. Specialists could earn money by participating in virtual races; each specialist was assigned a holiday character who would “compete” in the simulated race during the all-company meeting.

Our People and Culture team sent weekly updates on the contest standings. The competition was tight, with ties for first, second, or third place nearly every week. Ultimately, the team with the most points won, and Blue Signal matched the monetary amount to make a philanthropic donation in the winning team’s name. This year, Kevin Smith was our Blue Signal Gives Back winner, earning $2,280 for the International Justice Mission.

Blue Signal Gives Back donation to International Justice Mission

2022’s Winning Organization – about the International Justice Mission

Founded in 1997 by Gary Haugen, a human rights lawyer, and a team of professionals committed to fighting against violent forms of injustice around the world, the International Justice Mission (IJM) is dedicated to protecting the poor and vulnerable from violence and providing them with the tools and resources they need to overcome their situations.

Today, IJM is a global organization that operates in nearly 20 countries and has helped to protect over 150 million people from violence, exploitation, and slavery. Through their work, IJM has secured over 400,000 convictions and has rescued more than 60,000 people from various forms of exploitation. In addition to their rescue and advocacy work, IJM provides support and aftercare services to survivors, including legal representation, counseling, and vocational training.

Blue Signal is honored to donate to the International Justice Mission on behalf of Kevin and hopes our donation contributes to their overall mission of protecting the poor and vulnerable from violent forms of injustice and creating a world where justice for the vulnerable is a reality.

Learn more about our philanthropy and giving back initiatives by visiting our webpage.

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.

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Top 5 Recruitment Trends for 2023

March 3, 2023 by Taylor Leonard

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

Remote and hybrid work is here to stay.

women at her desk busy working from home.

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

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

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

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

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

DEI efforts move forward.

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

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

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

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

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

Why you should work with a recruiter in 2023.

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

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

Implement these top recruitment trends into your hiring practice.

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

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Blue Signal Summit 2023 Recap

February 7, 2023 by Lacey Walters

In mid-January, we hosted the fourth annual Blue Signal Summit 2023. About 60 Blue Signalers from across the country came to Phoenix, Arizona to celebrate the momentous year that was 2022. To kick off the event, some Blue Signalers met for activities Monday morning, including golf and a spin class. Later, the team met at Revolu Taqueria for a welcome dinner reception. For many of our team members, it was the first time being face to face with their remote colleagues! New connections were made, laughs were shared, and a ton of Mexican food was eaten.

The next day, Blue Signalers joined together at The Newton to commence a day’s worth of learning, connecting, and networking. The day included curated sessions covering topics from motivation and leadership to failure and compassion. The speaker lineup was stacked with industry professionals, Blue Signal leadership, and some of our very own recruiting team members. Ultimately, the sessions stirred up a lot of new ideas on client management, navigating your own desk, and personal growth.

Speakers Featured at the Blue Signal Summit 2023

Sumona de Graff – Summit 2023 Keynote

As an organizational psychologist specializing in motivation and what drives people, Sumona de Graff spoke about unleashing the potential of leaders to achieve their goals. Sumona’s knowledge as a prior Fortune 300 Chief Human Resources Officer and expertise in social science provided helpful insights to apply to our recruiting practice techniques. Our team was grateful to hear from her at the Summit 2023 and received valuable takeaways from her session.

Learn more about Sumona and her advisory firm, Idealis, by visiting her website.

Brent Stokes – “Distance Running: A Talk on Achievement, Learning, & Compassion”

Next, Blue Signalers listened to a session led by Sr. Recruiting Manager, Brent Stokes. In “Distance Running: A Talk on Achievement, Learning, & Compassion,” Brent spoke about his journey with running, and how adopting habits can impact your life both professionally and personally. Brent’s session was motivating and provided tangible steps to avoid burnout and set yourself up for success in recruiting.

Brent Stokes speaking at the Summit 2023

Alex Bolan – “Leadership & Overcoming the Fear of Failure”

After Brent’s session, Sr. Executive Recruiter Alex Bolan presented on “Leadership & Overcoming the Fear of Failure.” Alex captivated the audience with engaging stories about his time as a teenager, EMT, and military personnel, and the lessons he learned from overcoming the fear of failure. Alex highlighted what makes a great and not-so-good leader, and how to recognize those attributes. He inspired the audience to not fear failure, whether that occurs at home or in the office, but to rather to focus on the growth that comes from failing.

Claudia Barraza – Laughter Yoga

In the afternoon, Blue Signalers had the chance to participate in laughter yoga, led by Claudia Barraza. Laughter yoga is a modern exercise involving a series of movement and breathing exercises to promote prolonged voluntary laughter. The practice of laughing yoga is intended to help lift your mood, reduce stress, increase energy levels, improve your quality of life, and help you better manage hardship. Earlier in 2022, members of Blue Signal Women of the Workplace participated in a virtual laughing yoga session. The positive feedback received from this session inspired incorporating laughter yoga into the Blue Signal Summit 2023.

Claudia did a fantastic job encouraging vulnerability and authenticity with colleagues throughout the activity. While it took Blue Signalers out of their comfort zone, many had incredible results afterwards. A few of the team members claimed they had more energy, felt less stressed, and had a better mood than when they started. We appreciate Claudia coming to lead this activity – it will be a memory our team never forgets!

Claudia is a certified yoga instructor with over 500 teaching hours, and owner of Corazon Prem Yoga & Wellness in Phoenix, Arizona.

Bo Scott – “Reflections on Ramping”

Following laughter yoga, the recruiting team listened to Sr. Executive Recruiter, Bo Scott, speak on his “Reflections on Ramping.” Bo shared his insights on the “ramp up” period of recruiting, AKA the first couple months in the role. In addition to sharing his experience, he emphasized the importance of adopting a “yes,” “next,” and “detached” mentality to be successful. His session provided immense value to the recruiting team.

Jonathan Lee – “The Missing Piece of the Puzzle”

While the recruiting team was hearing from Bo, the Blue Signal Specialists (Marketing, Operations, Finance, People & Culture) joined a session led by Jonathan Lee, Director of Operations. In “The Missing Piece of the Puzzle,” Jonathan shared personal stories of weakness and how it has led to his success at Blue Signal. Equal parts insightful and vulnerable, his session left the Specialists motivated and inspired.

Jonathan Lee speaking at the Summit 2023

Pacesetter Panel

Later in the afternoon, the 2022 Pacesetters held an open forum for questions from their recruiting colleagues. At Blue Signal, Pacesetters are equivalent to what other companies use as their President’s Club. Typically, the Blue Signal Pacesetters are the top performing recruiters of the company. Different from years past, this panel was made up of first-time Pacesetters. The panelists answered questions on their journey to achieving Pacesetter and what it took to get there. At the end, recruiters left with the insight and steps to achieve Pacesetter for 2023.

Summit 2023 State of the Signal Recap

The Blue Signal Summit 2023 was concluded by the 2023 State of the Signal, led by Blue Signal CEO Matt Walsh. The State of the Signal presentation serves to showcase the company’s growth, achievements, and outlook for the following year. In addition, we try to measure against our core values of helping others, doing the right thing, and being excellent.

Company Growth

2022 was an enormous year of growth for Blue Signal, as both a recruiting firm and an employer. We took our expertise to all corners of the nation, by more than doubling our workforce. We now have recruiters in 20+ states nationwide and the Dominican Republic. Additionally, we surpassed 2,000 total placements, translating to 2,000 stronger teams. As we look forward to 2023, we hope to match this growth and impact even more lives.

Launch of Resume and Career Services

Last year, Blue Signal launched our sister company, Resume and Career Services. This candidate-driven service helps job seekers gain the empowerment needed to secure their next great role. By bringing this new partnership to our arsenal of candidate support, we hope to forge a path ahead that turns qualified professionals into exceptional prospective hires.

Awards

2022 was an amazing year for the Blue Signal team. At the Summit 2023, Blue Signal recognized 35 team members for going above and beyond – that's an outstanding 50% of our team! 13 recruiters were named as Pacesetters, and 22 individuals were awarded based on metrics, milestones, and upholding Blue Signal’s core values. We are so proud of everyone who was recognized, as their efforts do not go unnoticed.

Blue Signal Gives Back

The winner of our 5th annual philanthropy initiative, Blue Signal Gives Back, was also announced during the awards ceremony at the Summit 2023. Each year, Blue Signal donates to a nonprofit charitable organization on behalf of the winner of a metrics-based, company-wide contest. The winner of Blue Signal Gives Back 2023 was unveiled as Kevin Smith, Sr. Executive Recruiter. As a result, $2,280 will be donated to the International Justice Mission on behalf of Kevin. The International Justice Mission is a global organization that protects people in poverty from human trafficking, modern-day slavery, violence, and police abuse of power. Blue Signal is proud to support this cause with our donation.

Goals for 2023

The State of the Signal wrapped up with an outlook of the upcoming year and what the team can expect. In 2023, we are aspiring for more growth by expanding our national footprint while growing an international team. We are striving to optimize processes, including remote training and onboarding. Matt shared exciting opportunities for professional development, skills development, and leadership training. After another successful year at Blue Signal, we are ready to accomplish these mighty goals in 2023!

Matt Walsh presenting awards during the State of the Signal

Summit 2023 Conclusion

After the State of the Signal, Blue Signalers enjoyed dinner at Lylo Swim Club and toasted to 2023 on the rooftop of Don Woods’ Say When. Upon reflecting, the Blue Signal Summit 2023 was an incredible time to connect with colleagues, dive into topics like leadership, failure, and growth, and review our 2022 performance. The Summit left Blue Signalers inspired for what’s ahead in 2023. We appreciate all that made the journey to Phoenix to celebrate with us, and hope to see you back again next year!

Not a Blue Signaler? Not a problem! We’re always looking to expand our team. If you’re interested in joining a company well on its way to becoming the best recruiting firm on the planet, contact us today to discover an exciting new path.

How to Grow During a Recession: Top 5 Things You Can Do to Recruit and Hire

December 28, 2022 by Taylor Leonard

It’s no secret the fear of a recession is on the rise. According to a recent article by CNBC, “A U.S. recession is ‘quite likely’ next year as persistent inflationary pressures force the Federal Reserve to shift interest rates higher than expected.” As you can see, the experts agree a recession may be coming in 2023. Knowing an economic downturn is likely, you may wonder how to grow during a recession.

Blue Signal is here to answer that question. There are many things your company can do to grow during a recession and stay ahead of any economic downturn impact to your business. Our team is deeply involved in understanding the current market trends that will make a difference to your hiring strategy; an approach that is crucial for growth during a recession. While economic downturns can be scary, they also foster unique opportunities to take advantage of. According to a study from Bain & Company, there are 47% more “rising star” companies during declines than in stable economic periods. So, what makes a “rising star” company despite the consequences of an economic decline? Keep reading to learn the top five things you can do to recruit and hire during a recession.

Top 5 Tips Include:

Image of people sitting around table discussing with text overlay of five things you can do to grow during a recession.

First, What NOT To Do – A Hiring Freeze

As the fear of the recession settles in, news of layoffs begins. While downsizing may seem like the safer route, it can also bring serious consequences to your company. A hiring freeze could result in loss of profits, the opposite of its intended purpose to reduce costs. According to The Human Capital Hub, a hiring freeze can cause a decrease in productivity, bad publicity, fewer opportunities for development, and responsibilities burdening for current employees. Research of past recessions found “companies that reacted very negatively to the recession remained flat, while those companies that doubled down and took advantage of competitive moves to drive growth, actually had outsized growth coming out of a recession” according to Bain & Company.

Rather than halting all hiring, begin by strategizing your hiring plan moving forward. It’s important to distinguish what your company needs most to succeed and grow during the recession. An economic challenge can be a great opportunity to grow, and the first step is to have a recession proof hiring plan. During a recession, it’s important to be more strategic and stay ahead of the challenges that may arise. In fact, a report from ZoomInfo found “the companies that take a more focused and targeted go-to-market approach come out on top.”

To Grow During a Recession, Conduct a Skills Gap Analysis

A skills gap analysis is a vital tool to utilize to identify what skills your workforce possesses and what they lack, especially if you want to grow during a recession. Conducting a skills gap analysis can help ensure the organization is ready for any changes and challenges that may lie ahead. “The analysis will prompt essential management questions, expose latent staffing problems, and map out a path to increased efficiency and productivity” states a report from SHRM. The skills gap report can guide hiring priorities, create opportunities for training and development, and provide insight on where to allocate funding.

Steps to conduct a skills gap analysis listed on an image of a hiring manager analyzing a graphed hiring growth plan.

Find the Right People

It’s important to not cast your hiring net too wide. Utilizing the results from a skills gap analysis, companies can narrow down their search to fit their crucial hiring needs. According to Forbes, it’s important to focus on quality over quantity, despite the increased competition during this time. Now is the time to reach back out to passive candidates and seize the opportunity. A report from the Harvard Business Review recommends asking top leaders within your company “to list three to five great players they would have liked to have hired over the past five years and then check in with those people.” With layoffs on the rise, the Harvard Business Review suggests this is the perfect time to “source potential candidates from target sectors and companies who may now be either jobless or open to change.”

"Quality over Quanity" graphic overlayed on an image of a business woman pointing to herself in happiness with her thumbs up.

Offer Competitive Salary and Benefits

During economic downturn, companies are focusing their search on highly qualified individuals to fulfill their open roles, making the talent pool more competitive than ever. As a result, competition drives up the price of high-impact workers. So, ask yourself, is your company offering an appealing package? Research from SHRM found that U.S. salary budgets are projected to grow, on average, just over four percent for 2023. The report also stated that “the labor market, inflation, and hiring and retention pressures were cited by respondents as key decision drivers in setting pay budgets for 2023, along with concerns over economic pressures.”

But what if you don’t have the capital to increase salaries? If you don’t have room to increase your salary budget, consider offering non-monetary benefits like remote work, unlimited PTO, volunteer time off, and more. Offering remote opportunities can increase your talent search pool, provide your company with a competitive edge, and help save money. That’s right, according to findings from Fortune not only do employees save money by working remotely, but it can benefit your company too! Offering non-monetary benefits can greatly impact your ability to grow during a recession, without costing your business.

Focus on Company Culture to Grow During a Recession.

While economic declines can be stressful, it is important to not lose focus of building a positive company culture. SHRM states, “while it's tempting to focus on the bottom line and keep costs down, remember that your employees are your most valuable asset.” If employees are unhappy, they will not perform well and if performance is down, so is business. By building a positive, diversified, inclusive work environment, your company will stand out to job seekers and help to retain your current workforce by keeping them happy.

A group of employees high fiving with a quote overlayed on the image reading "By building a positive, diversified, inclusive work environment, your company will stand out to job seekers and help to retain your current workforce."

In Conclusion

The challenges of keeping your company afloat during an economic downturn can be intimidating, and trying to grow during a recession may be even more daunting. With these five strategies to grow during a recession, your company will be equipped to not only survive but excel. As recruiting experts, Blue Signal has the industry knowledge to help your company navigate your hiring efforts during these difficult economic declines. When planning your recruiting strategy during a recession, remember to consider ways to build resiliency into your workforce. By staying clear of hiring freezes, conducting a skills gap analysis, narrowing your search for the right candidates, offering competitive pay and benefits, and focusing on the company culture, your company can find growth amid the recession. If you want to grow during a recession but are unsure of where to start, contact our team at Blue Signal today to schedule a call and address your hiring needs.

Building an Effective Recession Hiring Plan

December 21, 2022 by Lacey Walters

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

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

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

2023 Hiring Outlook

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

Why It’s Important to Have a Recession Hiring Plan

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

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

Strategies for Building a Recession Hiring Plan

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

Look Beyond Layoffs

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

Diversify Talent Sourcing

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

Leverage Recruiters

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

Partner with Blue Signal's Recruiting Team!

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

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

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

The Benefits of Responding to Recruiters’ LinkedIn Messages

September 1, 2022 by Lacey Walters

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.

Glossary of the Top Telecom Terms

July 20, 2022 by Aylish DeVore

Our world continues to become more interconnected than ever due to the innovative advancements in telecommunications. All types of industries are collaborating to deliver disruptive technologies like artificial intelligence (AI) and smart homes – making it crucial for those beyond the telecom space to understand this high-tech terminology. Each of our lives are influenced by our ability to connect with others, whether you work in finance, recruiting, manufacturing, healthcare, or even agriculture. Something as simple as Wi-Fi is a tool delivered by the telecom industry that we all need to do our jobs, no matter the field. According to market analysis, the telecom industry is predicted to grow 5.4% annually between 2021 and 2028. That’s a faster growth rate than the automotive, construction, insurance, and agriculture industries! No wonder it’s been hard to keep up with the ever-changing telecom terms.

To shed some light on this industry jargon and bring you up to speed on some recent advancements, Blue Signal created a glossary of the most common and useful telecom terms. These telecom terms will help you better understand what goes into keeping us all connected – and possibly provide some knowledge to help you stand out with a future client or employer. Read on to learn about 5G, VPNs, TCP/IP, and more. For the full list of 80+ telecom terms, click the link below to download our guide.

Glossary of Telecom Terms Pocket Guide Cover

Top 20 Telecom Terms:

3G/4G/5G: Third-, fourth-, and fifth-generation wireless capabilities that allow for faster and broader access to information and services via mobile devices.
Bandwidth: The range of frequencies in a communication channel. Analog communications measure bandwidth in Hertz, whereas digital communications use bits per second (bps).
Broadband: A high-capacity transmission technique that allows for the communication of a large amount of information over a wide range of frequencies.
Carrier: Vendor of transmission services operating under terms defined by the FCC as a common carrier. Owns a transmission medium and rents, leases, or sells portions for a set tariff to the public via shared circuits. (AT&T, Sprint, MCI, Ameritech, etc.)
Fiber Optic Cable: Glass strands used to transmit light signals for cell phone and Internet connections. These cables allow for connection speeds 10 to 100 times faster than copper wire.
Firewall: A barrier device placed between two separate networks. A firewall can be implemented in a single router that filters out unwanted packets or it can use a variety of technologies in a combination of routers and hosts. Today, many firewalls combine filtering functionality with Network Address Translations (NAT) functions.
Gateway: A network element that performs conversions between different coding and transmission formats. The gateway does this by having many types of commonly used transmission equipment and/or circuits from different carriers to provide a means of interconnection.
Local Area Network (LAN): A group of computer and peripheral devices that are connected in a limited area such as a school, laboratory, home, or office building.
Network: Any connection of two or more computers that enables them to communicate. Networks may include transmission devices, servers, cables, routers, and satellites. The phone network is the total infrastructure for transmitting phone messages.
Open Network Architecture (ONA): The overall design of a carrier's basic network facilities and services to permit all users of the basic network, including enhanced service providers, to interconnect to basic network functions on an unbundled and "equal access" basis.
Private Branch Exchange (PBX): A private telephone exchange that serves a particular organization or business and has connections to the public telephone network. Newer PBXs have features that allow for data and video communications as well as voice.
Radio Frequency (RF): A measurement representing the oscillation rate of electromagnetic radiation spectrum, or electromagnetic radio waves, from frequencies ranging from 300 GHz to as low as 9 kHz. With the use of antennas and transmitters, an RF field can be used for various types of wireless broadcasting and communications.
Router: A device or setup that finds the best route between any two networks, even if there are several networks to traverse. Like bridges, remote sites can be connected using routers over dedicated or switched lines to create WANs.
Small Cell: An umbrella term used to describe a miniature radio access point (AP) or wireless network base station with a low radio frequency (RF) power output, footprint, and range. They enhance cellular network coverage and capacity in areas where use demands are the highest.
Switch: A mechanical or solid-state device that opens and closes circuits, changes operating parameters, or selects paths for circuits on a space or time division basis.
Telecommunications: Communicating over a distance. Use of wire, radio, optical, or other electromagnetic channels to transmit and receive signals for voice, data, and video communications.
Transmission Control Protocol/Internetworking Protocol (TCP/IP): A protocol developed to allow dissimilar devices to communicate across many kinds of networks.
Virtual Private Network (VPN): VPN modules create closed secure tunnels for communication between two firewalled LANs. VPN technology is a common approach used today for providing secure communications over IP networks.
Voice Over Internet Protocol (VoIP): Telephone services provided over broadband Internet connections rather than traditional phone networks.
Wide Area Network (WAN): An important computer network that is spread across a large geographical area. WAN network systems could be a connection of a LAN that connects with other LANs using telephone lines and radio waves.

Blue Signal's Glossary of Common Telecom Terms

As this global tech trend advances, the telecom industry will continue to be involved in all things that keep us connected. Impacting all different types of industries, it’s more important now than ever to stay up to speed on what these telecom terms mean.

Whether you’re trying to stay relevant in your current field, or are looking to break into a new career path, Blue Signal has the resources to help. Our recruiters are specialized in their industries and understand the importance of knowledge-share across these diverse fields. Reach out today to learn more about how you can stand out in your industry and reach your career goals.