Coffee with a Recruiter, feat. Melissa Coleman

by

As part of Blue Signal’s Coffee with a Recruiter series, our own Senior Executive Recruiter, Melissa Coleman kicked us off with a discussion on some misconceptions about recruiting and the industry overall. Some key takeaways: 

  • Networking is about being helpful and becoming a knowledgeable resource within our industries - not about “stealing” LinkedIn connections. 
  • Recruiters have to be of service to both clients and candidates in order to reach their end goal. 
  • Recruiters are matchmakers, working to source and network to find candidates rather than dive into a magic drawer for resumes. 

 

Watch and read below for the full discussion! 

Question: What does networking look like for you as a recruiter? 

Answer: “As recruiters, our goal is to be a valuable resource within our industry and focus.

A lot of people, when we send a LinkedIn invite, they are worried about us stealing their connections. Let’s be real here - most recruiters have all the tools we need that we can find anyone on LinkedIn and beyond - that’s not the goal. The goal is to be helpful. We want to be helpful to people within our industry. We want to be able to network with them and help them. Whether it is directly finding a job, or sharing industry information in terms of more depth, understanding, and knowledge.

We work really hard to understand and be well-networked within our industries.” 

 

Q: As a recruiter, who do you “work” for? 

A: “Technically, from a legal perspective, we’re working for the company. The company is the client because they are always paying us. But from a realistic perspective, we work for both sides. You need the candidates. And some companies actually refer to candidates as clients as well. We need both in order, quite honestly, for us to get to the end goal. 

At the end of the day, we have to be of service to both sides. We want companies that think of us when they have a need - we want to do a good job and we want them to call us. And then we want the candidates, if they need a recruiter or if they have a friend that’s looking for a recruiter, to refer us. We’re not trying to shove a square peg into a round hole, or at least those of us that have been in the industry for any period of time. Our goal is to be of service to both sides.” 

 

Q: What is a common misconception about recruiting? 

A: “A very common misconception is that we have a magic drawer. It’s a little bit of a dated analogy, but that we simply pull out a drawer and pull out a resume. In truth, we put in a lot of effort and we have a process in order to find the right candidate for a role. 

We work with the company to understand their needs. Going back to networks, we have a good network that’s a starting point for us. But we also actively source and recruit for roles to make sure we get the right fit on both sides. We’re matchmakers. We’re looking to make sure it’s a match on both sides.” 

Melissa Coleman

“Melissa Coleman’s 15 years of recruiting experience gives her a second-nature understanding of clients’ hiring needs. When it comes to manufacturing, engineering, supply chain, and sales in IoT and AI; she has a unique capacity to review chemistry and motivation from both parties and make lasting placements.”

Curious to learn more about recruiting? Be sure to follow us on LinkedIn, Facebook, Twitter, and Instagram to stay up to date on the latest news in recruiting, telecom, wireless, healthcare, manufacturing, and other exciting industries. To learn more about what Blue Signal can do for you, contact us for a free consultation. 

Top 6 Benefits of Contract Staffing

by

Making the decision to hire is the easy part. Whether you have a busy season that calls for increased workloads, are starting a new project, or have a hole in your ranks - it’s easy to tell when it’s time to bring new talent on board. The hard part? Deciding how to make this hire. After ironing out your budget, the role’s responsibilities, and the timeline you need to hit to match your urgency, you’ll have to decide the type of hire you want to make.

There are several benefits to making a permanent hire - but what you don’t often hear about is the benefits of hiring someone on a temporary basis. What is it you want to accomplish with this hire? Leverage this list of top 6 benefits to find out if contract staffing is right for this position, and prioritize what it is your organization needs from this addition to the team. 

1. "Try out” new hires - without the risk

In some cases, making a new hire might impose a great risk on your organization. Maybe you have never hired someone for this role before, or perhaps the business needs the help but is in a precarious financial situation. Bad hires can cost organizations up to 30% of the employee’s first-year earnings, according to the US Department of Labor. CareerBuilder found that this averaged around $14,900 per poor hire. While the ultimate goal is to find an amazing fit for the organization and need, sometimes the candidate just isn’t suitable for the role. By hiring on a temporary or contract basis before fully committing to a permanent hire, you are limiting your risk and exposure. 

The temp-to-hire model gives the best insight into the success of the role and/or the employee! Better yet, it gives you time to build out your organization in the event of a new reporting structure or team. Say you were creating an entirely new business unit and trying to decide whether or not a job function should be split into two roles - having a temporary contractor on board could give you insight into the role’s bandwidth. The contractor can give their honest feedback without fear of it hurting their position, and it protects future full-time employees from taking on too much of the strain of growing pains. The insight is endless! 

 

2. Access highly skilled, niche experience 

Contractors generally have more of a project-based background. While the typical hiring model gives preference to years of experience, it really leaves out the advantage that these contractors possess. They were brought into organizations for their expertise - and in a shorter time frame have touched more software and variables, while gaining more insight into that area of focus than the usual full-time employee. They didn’t have to be taught overall company processes, the ins and outs of the business, and so on - they spent their time handling the issues at hand. By having shorter job stints, with more focus on the project than the overall organization, you are able to tap into niche experience without the looming price tag of a long-term salary contract. 

Consultants are a superb resource for project-based initiatives. Say you have a large systems conversion that is estimated to take 1-2 years to complete. A consultant can bring hyper-specialized expertise to the organization and get the project done right. In the end, you aren’t stuck with a specialist on a W2 when moving forward, a generalist would be more beneficial. 

Fast Facts_ Benefits of Contract Staffing Graphic

3. Gain an immediate impact 

If you are looking to make a hire to complete a particular project or short-term job function, hiring a temp makes it easier to assign job duties and manage the scope of the role. You can easily narrow the role to fit the particular venture. Whether your need comes from last-minute projects, increased workloads in a busy season, newly awarded contracts, and even employee absences - the temp hiring model can help bridge the gap. No team building, culture fit, company onboarding, or non-role related training required - especially when working with a staffing company or talent acquisition firm. 

Recruiters can help qualify candidates on skillset and conduct background checks, making the hiring process virtually hands free. Contractors typically require little to no supervision or training, giving time back into the pockets of those managers and trainers you would otherwise need to schedule into the mix. This saves you time and effort - but protects candidates as well! They are able to jump into a position, build their skills, and not have to worry about the politics of a long-term role. They get to fast forward to the reason they are there - to build their skillset, utilize their knowledge, and make an immediate impact on an organization. 

 

4. Secure mutually beneficial flexibility 

Hiring temporary employees gives companies the ability to respond to market changes and business needs as they happen. As mentioned, contract workers can help bridge gaps and provide flexible coverage for a variety of needs. Hire when you need it, and don’t continue contracts when you don’t. The best part? This adaptability is beneficial to candidates as well. 

One misconception of staffing is that it provides no job security on the employees’ end. However, with contracting they are able to truly select their work environment and choose which projects they would like to participate in. They can take roles based on the skills they want to gain, the expertise they hold - and if they get all they want out of a role, they can move to the next with no concern for “job hopping”. Contractors take advantage of this freedom by gaining marketable skills as the industry evolves - and achieve job security by staying ahead of the curve on the newest trends and technologies, while expanding their skillset portfolio. 

 

5. Lead with ease of management 

When working with talent acquisition agencies, the general management of the employee is usually left to those outside groups. You would only ever work with one recruiter - spelling out your requirements and leaving the discovery and qualification of candidates up to them. The recruiter will conduct the background checks, interviewing, qualification matching, and reference checks. Then, even after signing a contract and bringing them on board, most agencies will manage the candidate’s benefits administration, payroll, time-off requests, and insurance. For those publicly traded companies, this avoids the risk of finances and lowers your official headcount. 

Further still, if the candidate isn’t working out, the end of the contract gives an easy way out without the emotional stress of a fire, and with no explanation needed. The contractor has these expectations set early. Worst case, they finish out what they were brought in to do then leave. Best case, you found a potential temp-to-hire without assuming any risk of making a blind full-time hire. 

6. Reduce hiring costs 

With contract staffing you only pay for what you want, when you need it. You pay for their hours worked, and the agency fee would cover their benefits and other finances. This fee is always much lower than the cost of a new permanent employee. The Society of Human Resource Management found that the average cost to onboard a new employee in 2020 is $4,129 - with 42 days to fill the position. That doesn’t factor in the cost of leaving a position open while looking for the right candidate. In 2019, the average cost per open role was $18,000 per month. Can you afford to wait 42 days - at $18,000 per 30 days - and then pay to onboard? Before a perm hire can make an impact on an organization, it’s likely that you’ve lost over $20K just in the process of getting them into a desk. 

Cost of Bad Hire Case Study Graphic

With staffing, you can drastically reduce that price tag. And with Blue Signal, our Staffing Division offers a 48-hour turnaround to get contractors hired fast. We match your level of urgency and can get staffing for your open roles quicker than it’d take to onboard a full-time employee. Contact us today to discuss your options, and see if contract staffing is right for your business. As your partner in the process, we specialize in a business’ most important aspect - talent. 

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. 

Interview Tips – Downloadable Guide

by

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

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

Download our 2020 Interview Guide
Interview Guide - 2020

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

12 Steps to your Perfect Hire – Why Work with Blue Signal

by

The hiring process can be a long, tedious, and frustrating one. Hiring additional team support is rarely the only thing on a hiring manager’s plate - and truthfully, is probably not their strong suit. When looking to build your team, the last thing you want to be doing is spinning your wheels on half-baked leads that result in under-qualified candidates, all while handling your normal responsibilities. Working with a professional recruiting or hiring support service could not only save you the hassle - it can literally save you money. 

Fact: Companies on average are losing more than $18,000 per month while a position remains open. 

With Blue Signal’s recent achievement of over 800 completed search projects, the proof is in the process. At Blue Signal, we care about making a connection and maintaining our relationships with the best in the industry. Our success is our client’s and candidate’s success. As a partner in the process, we seek to make the best placement possible for all parties involved. To get to that perfect hire, we work with clients through our 12-step approach that ensures complete understanding of needs, goals, job requirements, company culture, and more! 

In exchange for your agreement and cooperation, we are guaranteed to deliver you the best market insights, interview support, and employee retention in the industry. Our tenured recruiting team has the connections, experience, and support needed to truly explore all the options on the market today.

Infographic - Blue Signal Search Process

If you think that you or your company could benefit from a consultation with our expert recruiters, give us a call! Our top of the line recruiting professionals look forward to hearing from you, and helping you find that perfect hire.

You’ve Lost Your Star Employee, Now What?

by

Losing a star employee is one of the most challenging things employers have to face. Top performers are typically among the most engaged in a company and when they make an unforeseen departure, this makes their leaving even more difficult to swallow. While no company is immune, (particularly in today’s competitive market), there are ways to ensure you’re better equipped to handle the situation when it does. Read on for best practices on how to recover from the loss of a top employee.

Think before extending a counter-offer.

Assuming there is still time to counter, your initial thought might be to do so in hopes of retaining a top performer. However, you have to consider the long-term implications of this. It’s possible that compensation may be the main driver behind their departure, but your star employees will likely have addressed this concern prior to making a decision to leave. Whether they have or not, this leaves both parties in an awkward spot. Your employee will be left wondering why it had to come to this point for them to get a raise, and you will feel that it took a form of blackmail in order to keep them on-board. 

Make sure their departure is as positive as possible.

While emotions are still likely running high, it’s important that you treat your employee’s departure as professionally as possible. Conducting exit interviews that allow them to speak to any frustrations should be a regular practice. Even if their reasons for leaving have no bearing on their experience at your organization, they’ll appreciate the opportunity to be heard. In turn, they’re much more likely to leave with a positive view of their time spent with you and will be more likely to recommend future candidates to your organization. In fact, employees that leave with a positive experience are 2.9 x more likely to recommend their former employer to their network.

Take your time in finding a replacement.

Losing a top performer is a tough blow, so it’s important to take a step back and not act on emotion. It may be your first instinct to try and find a replacement as soon as possible, especially if you’re going to be hiring from outside of your organization. This could be an excellent opportunity to hire an executive placement firm. Let them know what your former employee did well, and possibly where they fell short. They can often be an invaluable resource in finding your next big star, and you can continue to focus on business as usual.

Show a little extra appreciation for your current employees.

When any employee leaves, it can start a chain reaction. Present employees wonder what caused the departure and may reassess their own place internally. When a top performer leaves, however, this is doubly concerning. This can cause worries around lack of stability or merely open people’s eyes to greener pastures. While the feeling will likely be fleeting, it’s important to re-address why each individual employee is valuable. 

So how do you go about that? It could be something as simple as having conversations with individuals about their career paths within your company. Another option that’s mutually beneficial is to identify opportunities for development. If employees have expressed an interest in training in a specific area or skill and you have the resources, invest time in doing just that. The bottom line is that your people want to feel that their work is valued and that there is room for growth and learning within your organization.

    Blue Signal CEO: “Self-worth is the best motivator”

    by

    For National Entrepreneur’s Day, we sat down with our very own CEO and trailblazer, Matt Walsh, to share his leadership advice on what it takes to be a successful entrepreneur. Matt’s insight and vision for Blue Signal has allowed the company to grow a team of hardworking individuals who work with transparency and purpose to who truly invest in the goals of our candidates and clients. Read below to gain an inside look into how Matt runs his business with determination and integrity.

    How do you measure success?

    I measure success by the amount of lives Blue Signal has positively impacted, both internally with our current employees, and externally of our clients and candidates.

    What’s one mistake you made early on?

    One mistake I made at the beginning was delaying hiring and delegating for the sake of ensuring that everything was done 100% correctly.

    What was the hardest lesson in your first year of business? 

    To start a business, you truly do need to dedicate yourself 100%, be available 24/7, sacrifice friends, family and your own personal desires for the sake of the business succeeding and taking off right out of the gates.

    What’s the toughest part of being in charge?

    Time management is extremely difficult, as everyone feels what they need is urgent and important. I have learned that not everything is vitally important to be done quickly for the success of the business.

    What’s the best motivator for employees?

    Self-worth. I truly enjoy working with every employee on a hands-on basis, to help them understand that they can effect change in the business and educate them on how their goals affect them and everything they touch.

    What’s your proudest accomplishment in your business? 

    I am extremely proud of our consistent track record we’ve maintained in doubling in size and revenue every year since our existence.

    What’s the biggest myth in business and recruiting?

    The biggest myth in business and recruiting is that everything is numbers driven. At Blue  Signal, we believe it’s extremely important to establish long lasting relationships and partnerships, with our candidates, clients and most importantly every employee within to ensure you are maximizing success.

    What have you learned about yourself running your business?

    How little sleep one truly needs in order to operate. And more importantly, how I can count on friends and family around me when I need an extra motivator.

    What have you sacrificed for success?

    I often hear and see business leaders talking about sacrificing their own personal desires in addition to their friends and family taking a back seat. While I agree, that is certainly capable of most leaders to do, there has to be a perfect balance. So while yes, I’ve made some sacrifices in these areas, I truly feel that the greater good of what we’re doing as a team and the lives we are affecting more than makes up for the sacrifices we all make here.

    Whom do you admire most as a business leader?

    While the obvious answers are Steve Jobs, Bezos, Zuckerberg and other innovative individuals who’ve been successful, my stance is and always has been from earlier sayings:

    " Choose a Job You Love, and You Will Never Have To Work a Day in Your Life. ”

    -(Unconfirmed source)

    We strive here at Blue Signal to ensure every function and disciplinary task in our entire workflow is given to the person who not only performs it the best, but also has the most fun doing so. Thus, leading to our high level of productivity, great level of spirits and culture and most importantly, having a lot of fun.

     

    Want to learn more about Blue Signal?

    Drop us a line or follow us on social media!

    Contact Us!

    A WAR FOR PEOPLE – AMERICA’S FIGHT FOR SKILLED WORKERS

    by

    For years, there’s been a significant gap in the amount of job seekers and the amount of available jobs. Many people believe that this is due to an abundance of job seekers and not enough jobs. In actuality, reports show that job opportunities are at an all-time high, with the labor shortage leaving nearly 1.4 million roles open. 

    For a consistent record of nearly 18 months, the number of open jobs has been significantly higher than the amount of people applying. According to data released by the US Department of Labor, there were 7.4 million job openings in June but only 6 million looking for work. So where are those 1.4 million people and why are they not being hired? 

    US EMPLOYEES AND LACK OF SKILLS

    According to the results of a new American Staffing Association Workforce Monitor survey by The Harris Poll, approximately 54% of Americans agree that adults aren’t getting hired because they don’t possess the necessary skills needed for the jobs they want. With jobs requiring more prerequisites than ever before, job seekers are simply not matching up to what companies are looking for. 

    This continued trend of open jobs is not only limiting job seekers, it’s limiting employers. If not resolved, the skill gap is expected to branch across multiple industries and companies, affecting more than just the blue-collar and lower-paid industries. 

    Approximately 54% of Americans agree that adults aren’t getting hired because they don’t possess the necessary skills needed for the jobs they want.

    There are already more open jobs that people seeking work in nearly every industry. Some companies have resulted to raising pay, adding perks and eliminating restricting requirements like drug screening to fill their roles. But should that be the answer - employers lowering skill expectations to fill roles with subpar candidates?

    EXPERIENCE AND THE SKILLS GAP

    Another contribution to the increased amount of open jobs is the amount of baby boomers retiring this decade. Boomers account for over a third of the workforce, leaving millions of jobs in their wake till 2029. With the rise in retirement, Gen X, Millennial and Gen Z workers are needing to step up to make up for the shortage. This is compounded by lack of experience throughout the Gen Z and Millennial populations. These workers have little real-world experience and typically do not bring enough experience alone to make up for the older generation.

    Although it is majorly believed that the skills gap is what is causing the labor shortage, others contribute it toward strict job requirements. It is believed that the millions of unfilled jobs are the result of outrageous employer skill set expectations. Data indicates that 61% of full-time entry-level jobs require at least 3 years of experience. This greatly limits college grads and people without degrees who may not have the ideal traits when you need experience to gain experience.

    AN INSIDE LOOK

    While there have been many studies about the long-term work and financial benefits to obtaining a college degree, recent college grads and people without degrees are affected the most by this skills shortage. Nowadays, a degree isn’t enough to score your dream job and desired pay. People with more experience are being paid more money with better benefits than those with/without a degree and limited experience.

    Blue Signal had the opportunity to speak with recent Arizona State University graduate, Alexander Klampert, about his recent graduation and job search. He has been looking for work for a few months now, but to Alex it feels like a lifetime. When asked why he hasn’t found the right fit, Alex showed frustration with the advanced skill requirements for jobs he was seeking.

    “There were a ton of jobs that peaked my interest and seemed like a good fit,” Alex stated. “But a lot of the jobs that were listed as entry level positions required years of previous experience.”

    Although Alex does have previous internship and real-world working experience, his background does not compare to someone who has been working for years. Whether or not the skills gap is a result of too many strict background requirements or the simple lack of qualified applicants, it continues to be the common denominator.

    A FINAL NOTE

    The cycle of finding employees in a flourishing job market calls for a deep dive into required skills. In order to compensate for this gap, it’s expected that companies will need to start putting in more effort, time and money to attract the right candidates. Without distracting from the real work hiring managers are tasked with in their roles, recruiters can support this talent hunt with the expertise, market knowledge, and focus needed to find the perfect candidates. When taking advantage of the services recruiters have to offer, companies are able to find quality candidates without sacrificing the traits they desire in an employee. Recruiters have the time and experience needed to look past a resume, and to the real value a candidate could bring to a role. Although difficult to find, those people are out there. Recruiters use their entire 9 to 5 to dig through the under-qualified to find the qualified.

    It’s more important than ever to take advantage of the resources around you and to not settle for employees with lower skills just to fill a role. This will result in high employee turnover rates and dissatisfaction, leaving companies right where they started. The job war occurring throughout America and its workforce is real, and it doesn’t seem to be coming to a resolution anytime soon. The skills gap may continue to widen, but those prepared companies that have invested in their talent searches will have a better chance of winning the battle, if not the war.

    Want to get in on the action?

    Drop us a line or follow us on social media!

    Contact Us!

    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”.

    Career Connectors Staffing Panel – Top Firms

    by

    Earlier this month, Blue Signal had the chance to be represented at Career Connectors’ August Staffing Panel by one of our top Executive Recruiters, Trevor Gamble, to touch on and debunk the Myths about Working with Staffing Firms. 

    The event began with Career Connectors CEO and founder, Jessica Pierce, introducing the four panelists to the room of over 80 professionals. The panel consisted of CEO LT Ladino-Bryson with vCandidates, our own Executive Recruiter Trevor Gamble with Blue Signal Search, CEO Graham Greytak with HireRising and Area Manager, Brendan Naper with NESCO Resource.

    After introductions, the panelists were asked a variety of questions ranging from “How Candidates Can Build a Relationship with Recruiters” to a “Favorite Success Story.” 

    With such an open forum for questions and ideas, attendees were able to ask the panelists questions about their own experience and how to deal with niche industries and skill sets. With the array of staffing firms and industry experts in the room, attendees were able to get a clear and concise look into the world of recruiting from a recruiter’s point of view. Although recruiters are well-known in business industries, the average person may not be aware that staffing firms give them more options and take off some of the pressure when searching for a new career. The informative panel gave people who have and who have not worked with recruiters in the past a more positive outlook about the benefits of working with recruiters.

    In addition to the great benefits attendees received from the panel, recruiters also received some insightful information that could help them with their own searches. They were able to openly discuss the different styles and tactics other recruiters use to source candidates and the type of relationship they build with candidates. 

    ”The topic of the event was as relevant for the job seekers as it was for people in steady careers looking for a change. The audience got to hear from recruiters across different industries and ask the tough questions about what it is like to work with staffing firms – the advantages and challenges. I feel the group left the event with much more information and tools for their career search toolkits,” Trevor recapped from the event.

    Trevor Gamble

    Regardless of if you were an attendee or panelist, the information presented served as a valuable resource for all who attended. 

    Read here to see the panelist’s informative responses to the top asked questions!

    About Career Connectors: The Panel was organized by the nonprofit organization, Career Connectors, who strives to connect professionals in career transitions to top resources and hiring companies. Since the organization’s establishment in 2019, their vision has remained the same; “Connecting Real People with Real Careers”. Career Connectors’ helps people by providing outreach programs that offer career connections, hiring companies, education workshops, networking, resources and job leads in targeted networking groups. In addition to these aides, CC also offers an online web portal of career resources, job leads and social media connections.

    About Blue Signal Search: 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.