2020-2021 Blue Signal Virtual Summit Awards

by

In 2020, Blue Signal expanded its recruiting team to 24 full-time recruiters, brought on an additional 3 operations team members, and awarded several promotions to some of its senior team members. We placed over 300 qualified candidates in exciting new roles, and despite the difficult circumstances brought on by Covid-19, we were able to exceed our annual revenue from 2019. This year our annual Blue Signal Summit looked a little different as it was held virtually, rather than in-person in Scottsdale, Arizona. None the less, we were elated to come together to review our record-breaking 2020 awards and discuss big plans for 2021 and beyond.

If it weren’t for our incredible leadership, we would not be where we are today. At the Summit, Blue Signal Owner and Executive Vice President, Matt Walsh, announced several awards to recognize some of our top performers and exemplary mentors.

Top Cash In & Top Billings 2020 - Ryan Walsh

Top Cash In & Top Billings 2020 - Ryan Walsh

Within his first two years in the industry, Ryan Walsh has achieved the awards for Top Cash-In and Top Billings two years in a row - a feat unheard of in recruiting. This past year he was promoted to Senior Recruiting Manager for his diligence and eagerness to share knowledge with junior members of the team. While accepting his award, Ryan took the time to thank his team and the fellow recruiters that worked together on split placements that all contributed to securing these milestones. He also gave a special shoutout to our Project Manager Kimberly Sjurson, who was brought on just six months ago and has truly made a huge impact at Blue Signal through her hard work and dedication. 

MVP Award 2020 - Lacey Walters

MVP Award 2020 - Lacey Walters

As the “lifeblood of Blue Signal,” Lacey Walters was recognized as the three-time recipient of the MVP, Top Contributor award. During his speech, Matt mentioned that without Lacey’s daily, behind-the-scenes work, none of what we do at Blue Signal would be possible. Over the years, Lacey has been able to grow her team, and by building an incredible support system she leads the execution of all marketing aspects for Blue Signal with ease. She is truly the company’s MVP and has proven it time and time again as she contributes to the company’s overall success and earns this acknowledgment.

Record-Breaking 2020 Awards - Jonathan Lee

Excellence Award 2020 - Jonathan Lee

In his announcement, Matt congratulated Jonathan Lee with the nickname “Jonny Excellence,” as this award was created specifically with him in mind. Matt voiced his appreciation of all Jonathan’s support, as he is always there to help with the most positive attitude and continues to put in the extra mile in all he does. As the first recipient of the Best Support Award at last year’s summit, it comes with no surprise that Jonathan is yet again acknowledged for his hard work. Jonathan is constantly focused on excellence for himself and the team and is truly a beacon of the word. We’re extremely grateful to have Jonathan as part of the team!

Record-Breaking 2020 Awards - Kelsey Campion

Top Contractor Billings 2020 - Kelsey Campion

With over $100K in contractor billings, Kelsey Campion secured the award for the Top Contractor Billings in 2020. Matt said it best when he described Kelsey as an “absolute machine” when it comes to contract roles. He mentioned her extreme dedication and work ethic as she is always making herself available by working nights, weekends, and holidays to secure her roles and keep pushing for more. Kelsey’s efforts this year played a huge part in Blue Signal being recognized as part of Forbes’ annual list of America’s Best Temporary Staffing Firms for 2020. We don’t know how she does it, but she continues to improve and outperform her personal records on a regular basis.

Record-Breaking 2020 Awards - Brent Stokes

First Year Top Billings 2020 - Brent Stokes

In order to recognize Brent Stokes’ mind-blowing performance, this award was newly created to recognize his achievements as a new member of the Blue Signal team. With almost 4 years of recruiting experience behind him, Brent joined Blue Signal in February of 2020 and was able to secure over $300K in total billings in the remaining 10 months of the year. In his speech, Matt congratulated Brent on all he has accomplished and shared his appreciation for Brent’s dedication to learning, and for serving as a role model for others to learn from. We hope to replicate this kind of success and drive in future recruiters to come.

These 5 individuals embody Blue Signal’s core values of excellence, transparency, integrity, commitment, and respect. They put clients and candidates first, no matter the circumstance; and drive the culture of the organization through leading by example. These standout team members earned their prestigious recognition, and we are all excited to see what success 2021 will bring them, and the company as a whole.

Blue Signal Core Values

Talent Gaps in Electrical Engineering: Awful or Opportunity?

by

With the 4th Industrial Revolution, there have been expansive job opportunities in emerging technology such as artificial intelligence and data science. Locally, reports show that every 100 tech jobs created in Arizona result in 252 jobs in other sectors. From manufacturing all the way to sales - each job vertical has expanded due to new developments in systems, applications, hardware, and software. However, it seems like much of the allure within these jobs leans more toward high-profile software-oriented companies like Facebook, Apple, Amazon, Netflix, and Google (FAANG). In one survey by Deloitte, over 77% of respondents believed there is currently a talent shortage within the semiconductor industry. Without chip designers, system engineers, and other EE talent, those FAANG companies would not be able to operate. Is this cause for concern? Or is there opportunity within this talent gap? 

Issues with the Talent Gap   

Last year KPMG found that 64% of semiconductor executives named “talent risk” as one of the top three threats to their organization’s growth. As technologies like IoT, Artificial Intelligence, and 5G evolve and are streamlined, new enhancements need to be invented to support them and remain competitive. The end of Moore’s Law put this need for innovation into an even clearer perspective. Yet, industry leaders are struggling to react to this need through skill development, education utilization, and developing an overall talent strategy. This means,despite growing demand for semiconductor technology and innovation being developed in this space at lightning speeds, industry leaders are still struggling to attract qualified talent and retain their skilled employees. 

The number of qualified candidates in the industry today are not meeting the growing need. MRL, a recruiting group, estimates that half of the current semiconductor employees are likely to retire in the next 10 to 15 years - with hardly anyone qualified enough to fill those gaps. With people retiring out, and few newcomers - the talent pool is shrinking. In order to keep up with demand and to stay relevant in the marketplace, semiconductor companies need to establish better plans to address the talent gap.

Part o the problem lies within the marketing of the semiconductor space. Today’s STEM graduates want to be on the cutting edge of technology - and are drawn to the allure of big-name software companies which are constantly covered by the industry, and make a visible impact on people’s lives. On the flip side, the direct impact semiconductors, electrical components, and analog technology have on everyday life is not as well-known. Compared to other tech giants, 59% of respondents in Deloitte’s survey said that the semiconductor industry’s career path was just not as attractive. They also found a high rate of turnover in semiconductor companies, as well as a lack of knowledge on how to apply those highly technical skills to grow their career throughout the industry. 

The industry is in need of a recruiting update - with one survey finding that 55% of companies feel unprepared to tackle the issue of attracting larger numbers of young people and graduates. These chip design and electrical engineering-focused companies need to focus on attracting and developing new talent to keep pace with the rest of the tech industries. Particularly, they need to learn how to market to millennials - as they have become the largest demographic group in today’s workforce. 

EE Talent Gap Stats Infographic

Areas of Opportunity 

All of this information seems pretty bleak, however, it leaves some pretty clear action-items on ways to turn this talent gap around. If the semiconductor industry wants to attract more talent, they must work on marketing themselves better to those entering the workforce. If they wish to retain their talent, they need to create more skill development opportunities and establish more career paths. 

A key trait of the career-seeking millennial is wanting their work to have a tangible impact on daily life. That’s why they are so drawn to big software companies; it is easy to find people who use those products and services every single day. Competing with this brand familiarity and accessibility is difficult, over 60% of executives surveyed by Deloitte felt that companies in the semiconductor supply chain suffer from poor brand image compared to those other technology companies. Better employer and industry branding could help reverse this. When it comes to marketing to graduates, it must be made clear the exciting and direct impact semiconductors have on everyday life - whether that be through 5G, IoT, automotive, industrial, or consumer applications. By showing the impact, millennials will come to imagine a satisfying and rewarding career within the space. 

It doesn’t help that the methods are outdated. From slow hiring processes to uncompetitive salary offers, millennials are not lining up for this old fashioned workplace and recruiting model. One microelectronics researcher stated that, “The jobs waiting for them after graduation are often limited and pay relatively poorly. It is much more appealing for these top engineers to go to big internet companies and create applications and software, rather than spend 5-10 years in a small lab doing extremely difficult and expensive hardware research.” From the outside looking in, they are seeing a lack of support and collaboration within these roles, and are having a hard time envisioning a solid career path within the field. To combat these feelings of disdain, a tech recruiting firm out of Europe suggests increasing recruiting efforts at universities and reevaluating what is offered to employees. Initiating R&D projects with universities, providing more mentorship and trainee programs, and other career development opportunities would help engage internal employees while also giving students an inside look into the job. 

As the digital design of systems and applications continually changes, so should the methods by which employers build their roadmaps to keep ahead of the innovation and develop their internal talent. Those within the electrical engineering space today are experiencing some key pain points as well when it comes to entering and staying in the semiconductor vertical. One survey found that 60% of their semicon employees leave their jobs within 3 to 5 years, pointing to an employee retention issue. In addition to regular salary and title evaluations, on-the-job learning, advanced degree training programs, and other career guidance pathways should help retention. 

The United States is not alone in this struggle, with the semiconductor talent shortage impacting businesses all across the globe. China and Singapore have been developing talent acquisition and talent retainment strategies in recent years, and we can learn from them. China is taking the homegrown talent pool approach, and looking to strengthen education for graduates, improve the benefits for their current engineers, and support research and development throughout the STEM sector. Meanwhile, Singapore is using strategies backed by Accenture and their own Economic Development Board to bolster the talent pool. This includes collaborating with the government on building out a roadmap and support stream in preparation of Industry 4.0, implementing new routes for cross-functional learning within the tech space, and forming workforce support in the form of unions and business chambers to develop transition paths. All of these efforts help to create long-term solutions that build the talent pipeline for semiconductor jobs now and in the future. 

Key Takeaways 

It is estimated that the semiconductor industry is the fastest growing electronic component industry in the US. There is significant opportunity there for those that have the knowledge! And, for those who know where to find the talent. Moving forward, retention tactics need to be better emphasized, and marketing efforts better funded. The semiconductor industry has a lot to offer, but has done little in the way of advocating for itself when competing against software and application giants. The good news is, you now have a friend in the business who understands the gap in the market and can help you build your pipeline and strategy to ensure your company comes out on top. Through strategic developments in marketing, education, and recruiting efforts, the semiconductor talent gap can be minimized. 

In Blue Signal’s home state of Arizona, the technology sector is growing at a pace 40% faster than the rest of the nation, with a 5% wage growth. Here, the governor plans to budget $12.5 billion to STEM workforce training and education. Arizona is ranked second in the nation for net new tech business establishments - right behind New York City. By tapping into local talent and Arizona college programs, Blue Signal has a unique opportunity to capitalize on this growing job market and talent pool. We understand the challenges and competition out there and have proven ourselves successful in overcoming these obstacles to help find companies educated and experienced professionals in the electrical engineering space. Contact one of our specialized recruiters today to discuss your opportunities for talent acquisition - some of which might be right in your backyard. 

Celebrating World Book Day – Top Staff Picks

by

World Book Day is an annual event that has been celebrated since 1995 - promoting reading, publishing, and copyright. As professionals, or just as people looking to better themselves, reading can offer incredible insight into new ways of thinking. At Blue Signal, we are constantly looking for ways to sharpen our services, better connect with others, and build ourselves as individuals and as a company. The best way, in our opinion, is through continuous learning. Several of our team members have shared their secrets to success through some of their favorite books. Read below for some of Blue Signal’s recommendations! 

Jason - Shackelton's Way

Jason Parker’s Recommendation

Shackleton’s Way, by Margot Morrell

Shackleton’s Way is a book about the trials of Sir Ernest Shackleton’s efforts to save 27 men stranded with him in the Antarctic for almost two years. Through his own words as well as diaries of his crew members, this book discusses how Shackleton’s leadership and crisis management skills can be applied to the business world. 

“It’s a true story of survival and success and someone who leads by example. I couldn’t put the book down!” says Jason Parker, Senior Executive Recruiter. “Not only was it a true story, but after every chapter it broke down the individual lessons to look back on and how it helps you grow. It’s one of the most action packed, danger driven, survival mode books I’ve ever read. They were considered explorers and heroes of their time in an era where there wasn’t much more.”

Jeff Williamson’s Recommendations

Jeff - Disciplined Entrepreneurship

Disciplined Entrepreneurship: 24 Steps to a Successful Startup, by Bill Aulet

In the book Disciplined Entrepreneurship: 24 Steps to a Successful Startup, Bill Aulet teaches people with great products how to turn their innovative idea into a successful business venture through a 24-step framework. It covers common obstacles, focus being the key to success, and strategy on how to stand out. 

“This book is a must read for any entrepreneur. Bill Aulet is the Dean of Entrepreneurship at MIT, the most successful university for spitting out noteworthy entrepreneurs and businesses. This book is a step by step playbook to the big picture of setting up a company. Must read and read again,” suggests Jeff Williamson, Senior Executive Recruiter at Blue Signal Search. 

Jeff - How Any Startup Can Achieve Traction

Traction: How Any Startup Can Achieve Explosive Customer Growth, by Gabriel Weinberg and Justin Mares

Pulling from the author’s own experiences, Traction: How Any Startup Can Achieve Explosive Customer Growth teaches readers how they can build the right customer base for their business. Compiled with interviews from over 40 successful company founders, this book helps entrepreneurs with ads, targeted media, email marketing, and SEO knowledge to help them find the marketing mix that best supports their goals. 

Jeff calls this a “great read for evaluating different marketing channels and selecting then testing your marketing channel.” He suggests entrepreneurs “stay focused in that channel before migrating to a different one.”

Lacey Walters’ Recommendation

Outliers: The Story of Success by Malcolm Gladwell

Lacey - Outliers

Outliers explains how many successful people have reached their goals. Leveraged by proven studies from musicians, athletes, to business owners, Gladwell denotes that success is a matter of practice and hard work. Natural talent is a mere bonus.

“The reason I picked this book up to begin with was because I’d been hearing about the 10,000 hour rule,” says Lacey Walters, Director of Marketing. “The rule says to become world-class at anything, you have to put in 10,000 hours of practice, which equates to about 5 years of uninterrupted 40-hour work weeks’ worth of practice.” For Lacey, Outliers taught her “the importance of practical intelligence, or knowing what to say to whom, knowing when to say it, and knowing how to say it for maximum effect. This is a huge component to becoming successful. More so than just looking at IQs."

Brent Stokes’ Recommendations

Brent - Who Moved My Cheese

Who Moved My Cheese, by Spencer Johnson

A popular pick among Blue Signal’s team, Who Moved My Cheese helps readers better anticipate, acknowledge, and accept change, helping them in all aspects of life. “While this book has been around for some time, it is one of the most timely and appropriate books for what is happening in our world today.” says Brent. “Your business does not and WILL NOT look the same. This book helps you cut the hemming and hawing and get to what is important – finding your cheese!”

Brent - The Five Disfunctions of a Team

The Five Disfunctions of a Team, by Patrick Lencioni 

The Five Disfunctions of a Team outlines the causes of dysfunction on teams ranging from the workplace to social groups - and gives readers tips on how to overcome them. The author explains that creating a functional team requires courage and discipline. 

“This book is a MUST for any leader,” Brent states. “It is extremely digestible since it is actually written as a parable/story. This book exemplifies the challenges every team faces and offers a practical framework for developing cohesive and trusting teams.”

Brent - Building a StoryBrand
Brent - Atomic Habits

Atomic Habits, by James Clear   

James Clear is one of the world’s leading experts on habit formation. In his book, Atomic Habits, he discusses strategies on how to form good habits, break bad ones, and master tiny behaviors that over time will develop into significant results. These tips help change the way you see progress and success when seeking to achieve any goal. 

Brent Stokes, Senior Executive Recruiter, says, “This was the single best book I read last year. It is great research, science, and it is broken into extremely practical/digestible bits! After reading this book, not only did my results at work go up, but also in my personal life. I decided to go from sitting on the couch to running a half marathon in 6 months.” As a testament to how he reached his own success, Brent states, “This book will change your outlook, shift your perspective, and give you a lifetime of value.” 

Brent - You Can't Teach a Kid to Ride a Bike at a Seminar

You Can’t Teach a Kid to Ride a Bike at a Seminar, by David H. Sandler

Breaking the rules of conventional selling, You Can’t Teach a Kid to Ride a Bike at a Seminar gives tried and true advice on tackling the highly competitive landscape of sales. Brentagrees, saying “This is the hands-down best book on Sales that I have ever read. The Sandler Method gets beyond transactional sales and vendor relationships, and it moves you to a role of a Trusted Advisor. You will cease to see your role in the sales equation as a middleman, and you will start to see yourself as the physician who is essential to the healing of your customers’ pain points.”

Building a StoryBrand, by Donald Miller

Building a StoryBrand teaches readers the seven universal story points all consumers resonate with, the real reasoning behind consumer purchasing, how to simplify brand messaging for better audience understanding, and more. This book supplies a major tool for improving brand and customer connections. 

“Your image matters. Whether professionally or personally, you have a brand, and people know you by it,” Brent learned. “This book helps you get crystal clear in very practical ways on how to own your storybrand. This book even comes with access to a portal and ancillary materials to help you get to the deepest parts of your values, what you do, and how you do it. Be prepared to have an elevated personal and professional brand when finished with this book.”

Kelsey Campion’s Recommendations

Kelsey - The Lombardi Rules

The Lombardi Rules, by Vince Lombardi

Author Vince Lombardi is considered by many to be the greatest NFL coach of all time. His book, The Lombardi Rules, examines strategies and methods that led Lombardi to his record 7 NFL titles. Applicable to today’s business world, these tips help readers become leaders in their own domains. Kelsey recommends this book, “because it is all about mental toughness, how to hold accountability for yourself, and how to be a motivator.”

Kelsey - The Magic of Thinking Big

The Magic of Thinking Big, by David J. Schwartz 

The Magic of Thinking Big is a motivational book, providing useful methods for thinking and behaving in ways that help readers attain satisfaction and success in all aspects of their lives. One of Kelsey’s favorites, she states that it, “reminds you to be human and to live without those that have your best interest at heart. It helped teach me that if you can think successfully, you can eventually be successful. It reiterates that success doesn’t happen overnight, but will if you keep pushing forward.”

Kelsey - Awaken the Giant Within

Awaken the Giant Within, by Tony Robbins

Written by a national leader in the science of peak performance, Tony Robbins’ Awaken The Giant Within reviews strategies and techniques for mastering your emotions, body, relationships, finances, and life. Kelsey recommends this motivational book for a way to, “help take control of your own life. It teaches you how to be successful.”

Kelsey - Third Circle Theory

Third Circle Theory, by Pejman Ghadmimi 

The Third Circle Theory helps break down the stages of an entrepreneurial journey. This book is full of advice on how to view the world, understand people's motivations, and discover the difference between confidence and arrogance when it comes to building success. Kelsey says, “The Third Circle Theory helps you discover your purpose in life. It’s a great book for those who have an entrepreneurial spirit.”

Kelsey - Delivering Happiness

Delivering Happiness, by Tony Hsieh 

Zappos CEO, Tony Hsieh, shares in his book Delivering Happiness the lessons he learned throughout his life, leading up to his successful sale of Zappos to Amazon in a $1.2B deal. It discusses how the corporate culture can be a large indicator of success through happiness. Kelsey suggests this book is, “also great for entrepreneurs. It helps teach you that if you create a happy environment for those around you, it will make you more successful.”

Matt Walsh’s Recommendations 

Recruiting: The Perfect Blend

by

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

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

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

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

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

Recruiter Joke

Why Recruiting is like B2B

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

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

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

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

B2B Sales

Why Recruiting is like B2C 

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

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

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

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

B2C

Recruiters, The Perfect Blend

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

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

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

by

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

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

New Employee Onboarding

 

1. Begin Onboarding Before the Official Start Date 

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

2. Create Fun Opportunities to Meet Fellow Coworkers

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

3. Put Yourself in Their Shoes

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

4. Follow up

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

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

We Are Here to Help

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

 

Ready for a free hiring consultation?

Contact us today on ways we can help your organization.

(480) 939-3200

The Importance of Candidate Experience

by

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

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

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

 1. Set Clear Expectations

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

2. Have a Clear and Responsive Process

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

Candidate Experience Stats

3. Simplify and Speed Up the Hiring Process

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

4. Maintain a Good Reputation 

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

recruiter graphic

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

We Are Here to Help

Are you a hiring manager or talent acquisition professional looking to expand your team? Ask us how we can help coach your hiring process as needed! Blue Signal’s search process continues to impress our clients and our recruiters are dedicated to finding top talent within any industry. Contact us today on ways we can help your organization. (480) 939-3200

Blue Signal Hits Major Milestones this Month!

by

Blue Signal has been making major moves in the recruiting industry and internally as a team. As of June 2019, we are proud to announce our 700th placement as a company! Starting from a one-man team back in 2012 - this accomplishment is an incredible testament to what putting relationships and individuals first can do for any business. Working as a partner with our clients and candidates, Blue Signal provides value by truly caring about establishing long-term employees, hiring the right people, and making an impact. These values are key to unlocking Blue Signal’s base goal - becoming the best recruiting firm in the world.

With this surge in new clients, roles, and exciting opportunities, we have also expanded our marketing and sales teams to meet the demand! Nationwide, we have hired 8 new Blue Signalers to support our amazing candidates and clients in their job searches. This brings us up to 137 years of combined recruiting experience! Our recruiters are experts in their spaces, and bring with them extensive backgrounds in executive hires for HR, finance, engineering, sales, and much more.

Don’t take our word for it - the following speaks for itself! This month we also achieved over 30K followers on our LinkedIn page. Here, we share not only important information about our job updates and company announcements, but also some great insights into our key industries, hiring best practices, interview tips, and more!

If you are a client with a hiring need, or just wanting some insight into our process - this can be an amazing tool for you. Or, if you are a candidate looking for your next opportunity, or are just curious about your potential, our social media are a great way to start! You can follow Blue Signal and reach our recruiting experts through any of these channels:

Are you hiring?

Drop us a line today for a free consultation! We look forward to connecting.

Contact us!

Blue Signal, Best of Arizona Business 2019

by

Blue Signal was recently awarded #2 Executive Search Firm of Arizona for 2019!

“Ranking Arizona - The Best of Arizona Business” is an annual publication by AZ Big Media that is Arizona’s largest business opinion poll. It annually ranks companies based on the opinions of clients, partners, and customers.

This accomplishment is huge for Blue Signal, as we were up against the best in the business, and as first-time listers, we had a lot to prove! We are so humbled and grateful for our amazing clients, candidates, partners, and other professional support for the recognition. We take pride in our services,and are excited to hear that we have helped so many!

Blue Signal Award- Arizona

More about AZ Big Media:

AZ Big Media has been reporting compelling business and lifestyle news for Arizona for over 30 years. They cover everything from breaking business, to real estate news, to lifestyle features, professional tools, event information, and even magazine articles. To learn more about their print and online publications, visit their site here.

More about Blue Signal in AZ:

Blue Signal was founded in Chicago in 2012, and since then, has grown into a multimillion-dollar executive placement firm with offices in the Phoenix and Chicago areas. Blue Signal has established itself as the premier executive search firm within wireless/telecom, technology, and related industry niches.

At Blue Signal, we believe hiring the right people is the best way to transform business. Our targeted, specialized searches deliver highly qualified professionals to meet every hiring need. Our team has decades of combined experience in finding the right people for each unique company culture and industry niche.

Our team works with both candidates and hiring managers to find the right fit. Contact us today to let us know how we can help.

The Ultimate Test: CBRS

by

With the development of 5G and the rapidly expanding IoT industry, operators will need more spectrum to keep up with high demand. To solve this problem, the FCC has developed the Citizens Broadband Radio Service (CBRS) to alleviate the shortage of frequencies available for wireless communication services. With consumer mobile data consumption growing at a rate of 57% annually, bandwidth requirements are increasing at a level carriers are struggling to keep up with. Innovating tiered spectrum, CBRS will allow an alternative to carrier services, Wi-Fi, and LPWANs – with several benefits.

The Federal Communications Commission has sought to meet the demand for broader wireless bandwidth through the reassignment of some bands. The CBRS band is the 3.55 – 3.65 GHz reallocated from the military spectrum to permit commercial use.

In order to keep it operable for its original purpose as well as public use, the FCC has assigned bands to give priority access to higher-tier users. In this case, Incumbent Systems – or Incumbents – are the highest tier. This includes the military and government users, who were the preexisting users. The PALs – or Priority Access/Licensed users – is a level any company, person, or entity can achieve through an auction process, with limitations on how many can be obtained. Finally, there is GAA, or General Authorized Access, which is the lowest tier. This can be understood as operating just as the 3.65 band is today, where users do not have ranking over others and must cooperate.  

CBRS will make private LTE networks feasible.

Not only will CBRS improve LTE services from service providers, it will also enable enterprises to build their own private LTE networks. Rather than relying on Wi-Fi or a wireless carrier, companies now can create a secure private LTE network to run corporate specific applications. This ultimately would lower operational costs and ease some complexity when building custom applications. Ideally, it will make traffic exclusive and therefore run at a higher speed with a more localized influx.

For example, Nokia, Qualcomm, and Alphabet Access (parent of Google) have created a private LTE network at Las Vegas Motor Speedway with the hopes of giving fans a 360-degree virtual reality view into the cars in real time. CBRS will allow the Speedway to use its own network for the VR view, and other communications by its occupants rather than operate on the public network in Las Vegas – which is surely collecting a larger traffic. The private LTE will run faster, and more focused – rather than get mixed up in the other wireless communication taking place around it. All thanks to CBRS.


The VR experience would look something like this – giving viewers a view into the cars in real time while watching the actual race from their seats.

Providing alternatives for IoT connectivity and LPWANs.

Private LTE networks, made possible by CBRS, can also serve as an IoT connectivity solution. Internet of things devices could connect to private LTE networks in an enterprise – enhancing industrial IoT, commercial IoT, and more. This could reduce downtime and expand the bandwidth of operations, so they don’t have to compete for priority – the possibilities are astonishing. CBRS could compete with wireless carriers and Low-Power Wide Area Network (LPWAN).

CBRS outshines Wi-Fi in this way – by being further reaching. Traditionally, LPWANs and carriers were the only source for network that wasn’t localized like in Wi-Fi. Wi-Fi gained popularity due to its economic and technical accessibility. It offered the first of its kind private networks and is easy deployment. However, Wi-Fi still requires several access points to cover an area well – and has no hand-off capabilities. CBRS LTE networks are expected to reach this same level of accessibility and affordability, but also extend beyond a mile in reach and require fewer small cell base points. CBRS backers say the economics of this technology are much better than those of distributed antenna systems and they contend the speed and consistency of service will be much better than Wi-Fi. Needless to say, the future is bright for CBRS.

CBRS is changing the way network is owned and operated.

To curb the competition, major carriers are buying into CBRS in the hopes of maintaining their subscription base. Carriers, cable companies, and enterprises are looking to get into wireless through cellular-based service extensions, according to Network World. The 3.5 GHz band would extend coverage and capacity of pre-existing LTE services, working indoors and outdoors. Also, it would lower the costs of entry for non-traditional wireless carriers, and potentially increase coverage in rural areas.

Where wireless carriers are concerned, CBRS means unbridled expansion. Historically, they were having to share the band with Wi-Fi. Now, they have the option to reduce complexity by using LTE that will provide a network that should be better than Wi-Fi. Large carriers are looking to use the band to densify LTE networks through small cell in urban areas.

As for cable operators, CBRS could mean more spectrum holdings. They could deploy LTE networks and become Mobile Virtual Network Operators, or MVNOs.

This could also mean big changes for the marketplace in 5G. Industry experts speculate that the sharing system will pave the way for 5G throughout the US and bring harmony in coordination globally. If successful, the CBRS model of effective and fair spectrum could be repeated by regulators in their own markets – whether LTE or 5G or whatever comes next!

CBRS is the ultimate test to the shared spectrum theorem. If it proves to be more efficient and accessible as promised, it could mean huge changes to the way the market approaches 5G, LTE, and whatever may come next.

Top 5 Reasons Employers Should Partner with Recruiters

by

The problem with today’s job market is not the lack of open jobs, but lack of available talent. The Bureau of Labor Statistics reported that January closed with 6.9 million job openings. As the talent pool is shrinking, businesses are having a difficult time finding qualified, high caliber talent to fill lucrative roles. With this shortage, businesses are turning to recruiting firms for help. Recruiters are focused on finding the best candidates and can provide several benefits to a job fill. Recruiters ultimately save time, increase productivity and efficiency, have the ability to access passive talent, are fully transparent, and understand how to market companies.

1. Time Savings

An average hiring manager may only be able to set aside 1 to 2 hours a day to review resumes. Recruiters, on the other hand, devote their entire 9 to 5 – and then some – to comb through candidate skills, backgrounds, evaluate market trends, and ultimately build long lasting professional relationships. They have pipelines to build from, along with a readily accessible network to quickly find qualified candidates. Recruiters are dedicated to building relationships with industry leaders and market experts and offer unparalleled access to market conditions when it comes to salary negotiation. This cuts out the bargaining and guessing games and takes clients right to the numbers and hard skills. Recruiters have the confidential “in” on who is looking to make a move. Filling a position can be time consuming, but recruiters are willing to do what it takes to find the perfect candidate.

2. Increased Productivity & Efficiency

Talent acquisition and HR departments typically have many job openings to work on simultaneously, often nationwide. Utilizing a recruiting firm will alleviate the stress in filling time sensitive positions while saving companies money. NPA World Wide stated that companies on average are losing more than $18,000 per month while a position remains open. If you consider that profitable companies’ employees generate 3 to 5 times their annual salary in value, a position at $70,000 could be throwing $29,000 out the window in just a month! This adds up, and 60% of employers admit to being very concerned with the cost of unfilled positions. In this case, time may very well be money. Businesses can’t afford to lose this time.

These numbers don’t even consider the on-the-clock time that a hiring manager may be using in the talent search. It’s typical for employers to sort through submitted job applications for openings and reach out to potential candidates themselves. However, in the hiring process, the average job opening attracts 250 resumes. What hiring manager has the time of day to sort through 250 resumes? How much productivity is a company losing over posting jobs themselves, and having their head sales management or engineering director read CVs? Blue Signal recruiters take the time to submit candidates with the right background, skill set, and experience employers are specifically looking for, without wasting anyone’s time.

3. Ability to Access Passive Talent

According to LinkedIn, 70% of the global workforce is made up of professionals who aren’t actively job searching and 87% of the passive talent are open to new opportunities. This means the ideal fit is likely in a job today.

How does a company have an appropriate, confidential way to approach these happily employed candidates?

A third-party recruiter!

Through training, knowledge, and expertise, recruiters have access to top talent that businesses cannot find on their own – whether a candidate is actively looking or not. Blue Signal recruiters have their own talent pools to draw from and act as a bridge to connect with otherwise inaccessible talent. Our recruiters can devote industry leading teams to fill high priority roles fast. Through extensive sourcing and research, a list of highly qualified candidates in the industry can be found instantaneously. Keep in mind, the best candidates are usually off the market within 10 days, so when a recruiter finds a candidate with the perfect experience and skill set, it’s important to interview fast.

4. Full Transparency

Studies show that 66% of candidates believe interactions with employees are the best way to get insight into a company. Rather than have them skim your Glassdoor reviews (which can be incomplete and biased), let recruiters get the inside scoop right from the source. When trying to fill a position, recruiters provide all the essential information to their candidates. It’s important to be transparent and inform candidates about the opportunity they are looking to pursue. Blue Signal recruiters set themselves apart by providing detailed job descriptions, company history, culture, financial statistics, and even leadership within the company to help ensure the candidate is a cultural match as well as a talent match. Providing this information helps the candidate through the entire process and if selected for an interview, they will already have the information they need at hand.

Along with being fully transparent, recruiters are a partner throughout the entire hiring process. Beginning with submitting a candidate, to scheduling an interview, and being offered the position, a recruiter’s work is far from done when an offer letter is signed. They continue to check in with the candidate to ensure a successful hire was made – both for themselves and the company.

5. Understanding of How to Market Companies

According to LinkedIn, the #1 reason candidates change jobs is career opportunity, followed by company culture and growth. Blue Signal takes pride in only partnering with companies that value their employees by offering great culture and career growth opportunities. Recruiters know what candidates are looking for by staying in communication, building a relationship and being transparent throughout the process. They have the inside scoop and go the extra mile to sell a candidate.

Once you partner with Blue Signal, our recruiters use many resources to locate your ideal hire. This includes our sales team, marketing team, internal database, and extensive referral network. Before reaching out to candidates, our recruiters conduct their own research about the company and the job itself in order to describe the opportunity best. They are able to draw from Blue Signal’s values and strong history of success to best market the position to stand out from the competition. This is good news for the right company, too! That means that they want to grow alongside the organization just as much as the organization wants to utilize their skills to grow themselves.

Blue Signal is here to help.

There are hundreds of recruiting firms to choose from, but Blue Signal operates the most efficient and effective way. Our recruiters are dedicated to finding the high caliber talent your organization wants and needs and specializes in placing candidates within your industry. Through our extensive search process, we can provide top talent candidates. Contact us today for a free consultation. (480) 939-3200