Blue Signal Recognized Among 2021’s Top 30 Recruiting Agencies

by

Blue Signal Search has been recognized among the Top 30 Recruiting Agencies of 2021 by DesignRush. 

DesignRush is a B2B marketplace that connects brands with professional full-service recruiting agencies, web design companies, digital marketing firms, and top technology companies. Their platform lists over 9,300 agencies from over 50 different countries and is consulted by thousands of decision-makers looking for project support - such as hiring. 

“It’s genuinely an honor for our agency to be acknowledged among so many innovative companies in recruiting. This is especially notable since we are in such a competitive and turbulent job market, it’s a difficult yet busy time for recruiters all across the board,” said Matt Walsh, CEO of Blue Signal Search. 

Recruiting agencies in all industry verticals are experiencing the long-term effects of the now candidate-driven market. There are an estimated 7 million open jobs listed online today, highlighting the abundance of opportunities yet lack of qualified talent to fill those roles. Blue Signal knows what it takes for client companies to win the war for talent, making us an ideal partner in the hiring process.  

Blue Signal Recognized Among 2021's Top 30 Recruiting Agencies Accreditation

More about DesignRush 

Since 2017, DesignRush has helped advise brands faced with all the difficulties of finding the right professional partnership for their next digital project. They help brands choose the right agency that is able to adapt to their brand, understand their goals, and effectively work with them as a team. DesignRush brings value to their clients by matching them with agencies they can trust. Their process is proven to provide a strong return on investment in the form of long-term business growth. 

 

More about Blue Signal Search 

Since 2012, Blue Signal has grown into a multimillion-dollar executive placement firm, backed by remote employees nationwide. Blue Signal has established itself as the premier executive search firm within wireless/telecom, information technology, IoT, finance & accounting, emerging technology, cloud & managed services, manufacturing & industrial, lighting, logistics & supply chain, food & agriculture, human resources, medical & healthcare, and related industry niches. 

At Blue Signal, we believe that hiring the right people is the best way to transform business. Our targeted, specialized searches deliver highly qualified professionals to meet every hiring need. Paired with our 12-month placement guarantees and our incredible retention success rates, we stand apart from other recruiting agencies. When creating strategies and setting goals for hiring and recruiting in the 2020’s, Blue Signal is your partner in the process. Contact us today to let us know how we can help. 

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. 

Blue Signal Launches New Women Empowerment Program

by

Blue Signal kicked off its women’s empowerment initiative by holding the first annual meeting of “Blue Signal Search Women of the Workplace” (BSS WOW) at its Phoenix Corporate office.  The team’s working purpose is, “To promote education, connection, and empowerment for women (and those who support strong women) and their contributions to the broader goals of Blue Signal… and beyond!”

The group plans to create an assembly that unites the workplace to further the goals of each other as individuals, and propel Blue Signal to be the best recruiting firm in the world.  We believe that connected, empowered women, and those who support them, are unstoppable. Other goals of the group are to serve as a platform to give colleagues the tools and resources needed to support their growth and to build long-term relationships with clear goals for professional development.

BSS WOW meets once per month over lunch and addresses issues relevant to working women today exploring topics such as professional growth, teamwork and cohesiveness, and work-life balance. We have explored industry-related articles, discussed other women-driven initiatives in companies we are inspired by, and have reviewed podcasts for new ideas. In the meetings, members are encouraged to discuss pain points they are currently facing, ways they are developing themselves in their role, and ultimately how to make the workplace better for all. This not only helps participants tackle issues at hand, but also gives them a space to collectively brainstorm and use as an outlet and think tank for areas to improve the company as well as their individual roles. So far, the feedback has been incredible and the meetings have delivered so much support and innovation generation.

"Blue Signal's team is comprised of over 44% women; well above the industry average of 26%."

Women are historically underrepresented in the tech space.  They make up over half of the working population, however only 26 percent of jobs in technology are held by women.  Blue Signal is no stranger to breaking records and surpassing what is considered the norm.  In contrast to industry standards, Blue Signal’s team is comprised of over 44 percent women (and growing!) and our female-led marketing team shatters not only the glass ceiling but places us ahead of all competitors.  We’re passionate about not only our clients and candidates, but our dynamic team. We continue to empower and support one another as well as market Blue Signal to its best potential.

Want to get in on the action?

Drop us a line or follow us on social media!

Contact Us!

6 Reasons to Use a 3rd-Party Recruiting Firm

by

When a family sells their home with no middle-man, there is a small chance that they could make a quick sale for a good price, but they are almost guaranteed to sell the house faster and for more money when they use a qualified professional realtor. In the same way, a business may stumble on a star candidate with in-demand skills for just the right price at just the right time, but these candidates are difficult to find on short notice. A 3rd-party recruiting firm can find better candidates in less time—and often are less expensive than hiring the wrong person.

The New York Times recently suggested avoiding recruiters because companies should always be building their own candidate pipelines.Unfortunately, this is unrealistic for most companies. In fact, building a successful candidate pipeline in a competitive industry takes more time than a full-time job (one informal poll calculated an average recruiter’s work week at 55+ hours).

6 Reasons to Use a 3rd-Party Recruiting Firm:

1. Access to an actual candidate pipeline.

3rd-party recruiting firm - pipelineThe “candidate pipeline” is a popular buzzword, but in practice, it is difficult to build one as an employer. For starters, most top job candidates will not talk to a potential employer unless there is an actual job opening—which defeats the purpose of building a pipeline. By contrast, a recruiter has a much easier time building a rolodex of candidates who may be interested if the right opportunity comes along.

No one ever gets hired from the mythical database where “we’ll keep your resume on file in case something else comes up.” By contrast, the heart of a third party recruiting firm is their candidate database, built over years of networking and collecting resumes. The trick here is to build a relationship with a recruiter who works in the right industry. A telecom-focused recruiter will not have a great pool of candidates in the finance vertical, and vice versa.

 

2. Save time. A lot of time.

The math is simple, here. Job openings with lots of active candidates receive hundreds of resume applications. It takes a huge amount of time to sift through them and screen the good ones. Some jobs rely on passive candidates. These candidates take a lot of searching and persuading to recruit, which also takes a lot of time. In the middle of a busy project, many firms just do not have the time. A third party firm can conduct both types of searches quickly and efficiently.

 

3. Lower chance of costly bad hires.

3rd-party recruiting firms - thumbs downRecruiter fees are expensive, but so are hiring mistakes and never-ending hiring cycles. Recruiters also make the hiring process cheaper in several ways. For starters, they source within the hiring manager’s target salary range whenever possible, keeping costs down.

Secondly, many (if not most) recruiters work within contingency agreements, meaning they work for free. This makes them a cheap and highly motivated source of candidates, and frees up HR to focus on other tasks.

Most of all, recruiters source carefully, because they have skin in the game. If the candidate does not work out during the trial period, they lose their fee.

 

4. Attractive temporary staffing solutions.

A company may have an immediate need but cannot afford to hire someone underqualified. They may not have the ability to sponsor a visa. They may be working on a short-term project that requires in-demand skills. When deadlines and quality are at odds, a third party recruiter can offer a contractor solution. This makes it easy for the company to hire and let go with reduced liability, and it avoids the messiness of benefits packages. It may also solve an immediate need while the company searches for a permanent employee.

 

5. Quality candidate screening and onboarding assistance.

Recruiters do not just find candidates, they also phone-screen them, prep them for the interview, call references, conduct background checks, and many other screening methods. Recruiters want to make sure a candidate is interested and qualified before they send them in.

 

6. Strong hiring and interviewing skills.

Not every company has a well-established HR department to carefully screen candidates. It is often up to the hiring manager, who may not have the time to hone their interviewing skills. Recruiters source and interview candidates as a profession, and often they can spot problems and personality clashes well ahead of time. This is a benefit for the hiring manager, because candidates are more likely to open up to a recruiter about problems and concerns than to a hiring manager or HR department. This can help to reduce the number of offer rejections at the last minute.

 

Need a head-start on building a candidate pipeline? Contact us at info@bluesignal.com for a free consultation.