Blue Signal Ranked Among Inc. Magazine’s Best Workplaces 2023

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Blue Signal is excited to announce that we have been named to Inc. magazine’s annual Best Workplaces list. Featured in the May/June 2023 issue, which hits newsstands on May 16, 2023, and prominently featured on Inc.com, the Best Workplaces list is the result of a comprehensive measurement of American companies that have excelled in creating exceptional workplaces and company culture, whether operating in a physical or a virtual facility.

Informational graphic for the results of Blue Signal's Inc. Best Workplaces 2023 list findings.

After collecting data from thousands of submissions, Inc. selected 591 honorees for the Best Workplaces list this year. Each company that was nominated took part in an employee survey, conducted by Quantum Workplace, which included topics such as management effectiveness, perks, fostering employee growth, and overall company culture. The organization’s benefits were also audited to determine the overall score and ranking.

“Being named to Best Workplaces is an honor that only a small fraction of companies have been able to claim,” says Inc. Editor-in-Chief Scott Omelianuk. “Proving to the world that you’re a magnet for talent and have a culture that keeps teams engaged, productive, and proud to come to work is a truly remarkable achievement.”

More About Blue Signal

Having successfully completed over 2,100 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to be recognized as a leader in the staffing space. Additionally, our deep industry knowledge and streamlined search processes help clients to secure high-caliber talent within tight timeframes. As an award-winning, top executive search firm, we have been a driving force in our clients’ professional successes. Therefore, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction for both parties. Our reputation is built on our ability to consistently incorporate these priorities into our executive hiring process to make long-term, impactful connections.

About Inc. Media

The world’s most trusted business-media brand, Inc. offers entrepreneurs the knowledge, tools, connections, and community to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels including websites, newsletters, social media, podcasts, and print. Its prestigious Inc. 5000 list, produced every year since 1982, analyzes company data to recognize the fastest-growing privately held businesses in the United States. The global recognition that comes with inclusion in the 5000 gives the founders of the best businesses an opportunity to engage with an exclusive community of their peers, and the credibility that helps them drive sales and recruit talent. The associated Inc. 5000 Conference is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit www.inc.com.

About Quantum Workplace

Quantum Workplace, based in Omaha, Nebraska, is an HR technology company that serves organizations through employee-engagement surveys, action-planning tools, exit surveys, peer-to-peer recognition, performance evaluations, goal tracking, and leadership assessment. For more information, visit QuantumWorkplace.com.

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Blue Signal Search Earns Spot on Forbes Best Recruiting Firms List 2023

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Blue Signal has been recognized as one of the top companies on the 2023 Forbes Best Recruiting Firms list for America's Best Recruiting and Temporary Staffing Firms. This prestigious award is presented by Forbes and Statista Inc., the world-leading statistics portal and industry ranking provider. The awards list was announced on May 3rd, 2023, and can currently be viewed on the Forbes website.

The list is divided into three major categories:

  • Executive Search – Recruiting firms that place managers in permanent positions with an annual gross income of more than $100,000
  • Professional and Specialist Search – Recruiting firms that place professionals in permanent positions with an annual gross income up to $100,000
  • Temp Staffing – Providers of temporary workers and contract positions, excluding interim management positions

About the Forbes Best Recruiting Firms List

The award ranking is based on an independent survey of peers and clients who nominated recruiting firms in the executive search and professional search categories. The Forbes Best Recruiting Firm list was based solely on the recommendations of clients, candidates, and leaders in the space, as employees of recruiting firms were not able to vote for themselves. In total, more than 36,400 external recruiters and 9,200 HR-managers/hiring managers and candidates were invited to participate in this year’s survey. Based on the results of the study, Blue Signal is ecstatic to be recognized on the Forbes Best Recruiting Firms 2023 list in both the Executive Search and Professional Search categories.

We are humbled and grateful to receive these awards, which recognize the hard work and dedication of our incredible team of professionals and industry leaders. We are committed to using our talent and expertise to create positive change, whether that means helping candidates find their dream jobs or providing the skilled professionals that drive our clients' next disruptive innovation. As a result, we understand the transformative power of a successful career move and take pride in fulfilling that responsibility with care and integrity.

“Blue Signal is incredibly honored to be recognized on the Forbes Best Recruiting Firms list in both the Executive Search and Professional Search categories. This recognition is a testament to the hard work and dedication of our talented team of recruiters and support staff. At Blue Signal, we believe in the power of connecting talented professionals with exciting career opportunities, and this recognition affirms that our approach is resonating with both candidates and clients. We are proud to be a leader in the industry and look forward to continuing to serve our clients and candidates with excellence.”

— Matt Walsh, CEO

More About Forbes

Forbes is a globally recognized media and publishing company that brings together the most influential leaders and entrepreneurs who are driving change, transforming businesses, and making a significant impact on the world. With an extensive network of editors, journalists, and contributors across the world, Forbes fuels the creation of content that is distributed through its various channels such as Forbes.com, Forbes Magazine, research and insights reports, live events, and more. Forbes' trusted journalism includes well-known franchises such as Billionaires, 30 Under 30, Forbes 400, and Self-Made Women, as well as its highly respected investment newsletters. With a legacy that spans over a century, Forbes remains true to its founder B.C Forbes' mission, stated on the cover of its very first issue, to be "devoted to doers and doings."

 

About Blue Signal Search

Having successfully completed over 2,100 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to be recognized as a leader in the recruiting and staffing space. Additionally, our deep industry knowledge and streamlined search processes help clients to secure high-caliber talent within tight timeframes. As an award-winning, top executive search firm, we have been a driving force in our clients’ professional successes. Therefore, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction for both parties. Our reputation is built on our ability to consistently incorporate these priorities into our executive hiring process to make long-term, impactful connections.

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

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Candidate Success Story – Lisa Garstang

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Introduction

As leaders in the staffing and recruiting industry, Blue Signal understands recruiters are responsible for finding the right candidates for job openings. It's what we do best! Today, we are highlighting a candidate success story from one of our own experienced recruiters, Lisa Garstang, to demonstrate how recognizing a candidate's unique abilities and cultural fit can have a profound impact on their life.

Read on for the full story or click on the video below to hear directly from Lisa!

The Candidate Success Story

Lisa, a seasoned recruiter at Blue Signal with over 20 years of experience, was tasked with finding a Director of Customer Care for a client. She reached out to several potential candidates on LinkedIn throughout the process. One of the qualified individuals stood out to Lisa in particular. They expressed interest in the role but was hesitant in pursuing the position due to not possessing a college degree, which was a requirement for the role.

Despite the candidate's doubts, Lisa recognized the candidate's unique skill set and cultural fit and believed that this individual was the perfect match for the role. She encouraged the candidate to have an open discussion about the opportunity. After the initial call, Lisa was convinced that the candidate was ideal for the role and submitted the candidate's application to her client.

Lisa highlighted the candidate's impressive skill set and cultural alignment in her submission. After just a couple of interviews, the client extended an offer to the candidate, who was ecstatic and expressed their gratitude for Lisa’s faith in them.

The Impact

This placement was particularly meaningful for Lisa because the candidate's emotional response to receiving the offer demonstrated the significant impact that a recruiter can have on someone's life. The candidate would have missed this opportunity if Lisa had not recognized their unique abilities and encouraged them to apply for the role.

This candidate success story serves as a reminder that recruiters have the power to change lives by providing individuals with opportunities that they may not have otherwise had access to. Lisa’s ability to see beyond the traditional education requirements and recognize the candidate's unique skill set and cultural fit played a significant role in the success of this placement.

Conclusion

The candidate success story of Lisa's placement highlights the crucial role that recruiters play in people's lives. It underscores the fact that recruiters have the power to help individuals fulfill their career goals and aspirations. By recognizing unique abilities and offering encouragement, recruiters can make a significant impact on someone's life, opening doors to opportunities they may have never considered before. Interested in partnering with a Blue Signal recruiter on your job search? Find more information on our candidate page!

About Lisa Garstang

With 22 years of experience, Lisa Garstang has filled roles from entry level to C-suite. Working across many industries she is an incredible asset to her clients, guiding them on who to hire and how to do it efficiently without losing talent. She knows how to manage all stages of full cycle recruiting, from candidate sourcing and screening through offer negotiation and on-boarding process. Lisa has exceptional relationships with both her clients and candidates enabling her to help companies grow their business with top talent. Lisa's expertise is in human resources recruiting, accounting & finance recruiting, and IT recruiting.

Partner with us for your next hire.

Set up a free consultation with a recruiting manager. Tell us about your hiring need.

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Top 5 Recruitment Trends for 2023

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

Remote and hybrid work is here to stay.

women at her desk busy working from home.

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

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

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

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

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

DEI efforts move forward.

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

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

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

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

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

Why you should work with a recruiter in 2023.

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

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

Implement these top recruitment trends into your hiring practice.

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

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Evaluating Your Executive Hiring Process: From Inquiry Through Offer

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In a recent interview Tim Ryan (U.S. Chairman, PwC) stated “The war for talent is over. Talent won.”; in addition, The US economy added a whopping 517,000 jobs in January. So where does that leave your executive hiring process and strategies? With countless options available to job seekers—from associates to executives—companies must provide a positive candidate experience to attract and retain quality employees.

“The war for talent is over. Talent won.” - Tim Ryan

When a candidate applies for a job, they are not just looking to join your organization; they are also forming an opinion of your company. In fact, according to CareerBuilder, 78% of candidates consider their hiring process experience as a reflection of how their potential employer values its people. Unfortunately, most companies often leave out key steps that demonstrate respect for candidates or fail to communicate in a timely manner throughout the executive hiring process. As experts in the executive hiring process, Blue Signal understands why it is important to create a positive and effective experience that speaks well of your company.

The Candidate Experience is Everything

Your executive hiring process is a direct reflection of your organizational values and culture. If you have an efficient and organized hiring process, you demonstrate respect for potential employees’ time and are more likely to attract high-quality talent. On the other hand, if the process drags on for months with no response or feedback from your company, it sends a message that you don’t value employees or customers enough to invest in them. Make sure your executive hiring process aligns with these expectations. For instance, if you promise quick response times and fail to deliver on those promises, it can damage your reputation as an employer.

Communication is Key

One of the most common mistakes made in the executive hiring process is lack of communication with prospective employees. In the two (or more) months following their application, 52% of applicants received no communication regarding the position. Candidates should be kept up to date on the status of their application throughout the entire hiring process—from initial contact through the final decision.

Communication is Key

Be Responsive, Transparent, and Honest

Transparent communication begins as soon as the job description is written. Candidates are more likely to apply for a position when they understand expectations. This means that your company culture, expectations for performance, and—ideally—compensation need to be clearly communicated in your job descriptions. After applying, candidates should never feel like they are ignored during the executive hiring process. They should always know if there are delays or changes in the process and be notified promptly if so. When it comes to giving feedback about job postings or applications, honesty is always the best policy. Providing constructive, yet transparent, feedback helps build trust between your company and those seeking employment with you. This can go a long way towards improving your company’s reputation and executive hiring process.

The Power of Word-of-Mouth Referrals

According to one survey, 72% of candidates said that they would be more likely to choose an employer based on word-of-mouth feedback from a friend or family member who had already worked there. This means that if you treat candidates poorly throughout the hiring process, those experiences will be shared with others and could significantly damage your reputation as an employer. Alternatively, candidates who have a positive experience are more likely to refer others to your organization, and they may even be more likely to accept a job offer if one is extended. Like any other company, word-of-mouth referrals are crucial to Blue Signal’s success. It may even be a good idea to take a page from our playbook and create a place online for client testimonials or employee testimonials to boost your company’s branding, and provide more information for job seekers when researching your company.

Making Your Executive Hiring Process More Efficient

It’s not just about providing a better experience — having an efficient executive hiring process can also reduce costs and improve time-to-hire metrics for your organization. The application process should be easy for candidates to follow and understand—not just for them, but also for recruiters managing multiple applications at once. The more streamlined and user-friendly your application process is, the more likely candidates will be to complete it, causing less frustration for hiring managers.

If possible, consider implementing electronic forms that can be filled out digitally and submitted quickly with minimal effort on both sides. Investing in automation tools like applicant tracking systems (ATS) can help streamline processes while simultaneously improving the overall user experience for applicants – resulting in greater efficiency and cost savings for your company over time. An ATS can help you keep track of candidates, manage job postings, and automate some of the administrative tasks of the executive hiring process.

Making Your Executive Hiring Process More Efficient

Curious what to avoid throughout the executive hiring process? Check out our previous blog on common mistakes companies make during the interview portion of the hiring process here.

Improving Your Employer Branding

Employers should always think about how their brand is being represented during the executive hiring process — from job postings through employee onboarding — and strive to create an authentic connection between prospective employees and their organization. It’s also important to keep in mind that today's job seekers are well-informed about companies before they even apply. Before applying for jobs, 75% of applicants will review the company's reputation. They will research how quickly you respond to applications, how often people in your organization are promoted, what kind of benefits you offer, etc. Therefore, it is crucial to generate engaging content that shines a spotlight on the benefits of your company, so job seekers experience a positive interaction even before applying.

Improving Your Employer Branding

Additionally, you can use feedback surveys after interviews or onboarding new hires, so that candidates can leave constructive feedback about their experiences throughout the hiring process. This can provide valuable insights into where improvement is needed in terms of communication or other aspects of the hiring process. These surveys will provide critical information to influence the improvement of your executive hiring process.

Looking for a partner in the hiring process? Contact Kelsey Campion!

Your executive hiring process says a lot about your company culture and values—so make sure it reflects those things in a positive light! Investing time into creating an efficient and respectful hiring process will ensure that your company stands out from others when it comes to recruiting top talent.

Automation tools and employer branding can help streamline processes while simultaneously improving the overall user experience for applicants, as well as help build relationships with potential hires before they even apply. By taking these steps you'll be ensuring that everyone involved in the executive hiring process has an enjoyable experience.

Blue Signal CEO Matt Walsh Named Among Top Az Business Leaders 2023

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Blue Signal's CEO, Matt Walsh, is featured in "Az Business Leaders 2023," by AZ Big Media, publisher of AzBusiness magazine, AZRE, Ranking Arizona, and other Arizona business publications. The 500 business leaders recognized in this year's publication were selected from a pool of "more than 5,000 of the most innovative entrepreneurs and the best and brightest Arizona business leaders" from all of Arizona's major economic sectors and professions. We are honored to have Matt recognized as one of the most influential business leaders in the industry and are immensely proud to have received this award. 

 

About Blue Signal CEO, Matt Walsh 

Matt Walsh was born and raised on a farm in Central Illinois. After graduating college from Illinois State, he founded Blue Signal in 2012. Matt’s passion was to build a firm that profoundly changed lives by prioritizing quality relationships over frequent fees. Since then, the business has grown into a multimillion-dollar executive placement firm headquartered in Phoenix. With over 60 employees, Blue Signal’s recruitment reach is worldwide, and its team brings together an experience that delivers top talent in a variety of industry niches.  

“I describe my leadership style as honest, driven, and innovative. If you always strive to do the right thing, work hard, and supply innovative tools for your employees and clients, you will be surrounded by success.”  

Matt is also the CEO & Founder of Resume and Career Services. ResumeAndCareerServices.com was created to help job seekers get professionally written resumes and one-on-one access to some of the top resume experts in the country with guaranteed results. As a sister company of Blue Signal, Resume and Career Services strives to connect candidates with life-changing resources that will help land them their dream job.  

 

About Blue Signal Search 

Having successfully completed over 2,000 search projects, it is no surprise that Blue Signal has the experience, relationships, and tools to be recognized as a leader in the staffing space. Additionally, our deep industry knowledge and streamlined search processes help clients to secure high-caliber talent within tight timeframes. As a top executive search firm, we continue to be a driving force in our clients’ professional successes. Therefore, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction for both parties. Our reputation is built on our ability to consistently incorporate these priorities into each of our searches to make long-term, impactful connections.  

 

About AZ Big Media

For more than 35 years, AZ Big Media has been bringing readers the state’s most compelling business, real estate, and lifestyle news through the print editions of AZ Business and AZRE magazines, Ranking Arizona, AZ Business Leaders, Experience AZ, People & Projects to Know, Arizona Business Angels, and Play Ball, the only official spring training publication of The Cactus League. 

The company has the fastest-growing news website in the U.S., that serves as a complement to its print publications and incorporates up-to-the-minute breaking news, compelling business stories, C-Level executive editorial profiles, and much more. 

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

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

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

Top 5 Tips Include:

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

First, What NOT To Do – A Hiring Freeze

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

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

To Grow During a Recession, Conduct a Skills Gap Analysis

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

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

Find the Right People

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

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

Offer Competitive Salary and Benefits

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

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

Focus on Company Culture to Grow During a Recession.

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

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

In Conclusion

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

Building an Effective Recession Hiring Plan

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

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

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

2023 Hiring Outlook

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

Why It’s Important to Have a Recession Hiring Plan

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

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

Strategies for Building a Recession Hiring Plan

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

Look Beyond Layoffs

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

Diversify Talent Sourcing

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

Leverage Recruiters

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

Partner with Blue Signal's Recruiting Team!

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

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

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

Blue Signal Named to Inc.’s Inaugural Power Partner Awards

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Power Partner Awards highlight B2B partners that support startups across all business functions and empower growth.

 

Inc. Business Media today announced the inaugural Power Partner Awards, honoring B2B organizations across the globe that have proven track records supporting entrepreneurs and helping startups grow. The list recognizes 252 firms in marketing and advertising, health and human resources, financial planning, engineering, logistics, and security, as well as other areas of business.  

All 252 companies received top marks from clients for being instrumental in helping leaders navigate the dynamic world of startups. These B2B partners support entrepreneurs across various facets of the business, including hiring, compliance, infrastructure development, cloud migration, fundraising, etc., allowing founders to focus on their core missions.  

“Trusted B2B partners provide guidance and expertise that founders rely on at various steps of their organization’s journey. Partners that possess a demonstrated ability to deliver quality support are at the core of entrepreneurship and help bring big ideas to life,” says Scott Omelianuk, Editor-in-Chief of Inc. Business Media.  

Blue Signal as a Power Partner

Blue Signal was built on the foundational principle of putting our clients' needs first. At Blue Signal, we’ve set out to disprove the negative industry reputation that has resulted from transactional recruiting methods. As a genuine partner in the process, we hope to make a long-lasting connection that benefits our clients’ organizations for a lifetime. From working directly with founders, entrepreneurs, and CEO’s, we’ve seen the importance of providing the extra muscle and additional expertise when it comes to hiring. We believe providing this white glove service to each one our clients is what sets us apart in the industry. Therefore, it is an honor to have our efforts recognized by being named a Power Partner by Inc. Business Media.  

 

Power Partner Awards Methodology 

Inc. partnered with leading global social and media intelligence platform, Meltwater to develop a proprietary methodology that uses sentiment from online conversations about organizations and translates it into numerical scores. Companies were evaluated on commitment, reliability, trust, creativity, supportiveness, and other virtues that offer value to clients. Inc. also conducted surveys to gather client testimonials as part of the process.  

  

About Inc. Business Media

As the world’s most trusted business-media brand, Inc. offers entrepreneurs the knowledge, tools, connections, and community they need to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels including websites, newsletters, social media, podcasts, and print. Its prestigious Inc. 5000 list, produced every year since 1982, analyzes company data to recognize the fastest-growing privately held businesses in the United States. The global recognition that comes with inclusion in the 5000 list gives the founders of the best businesses an opportunity to engage with an exclusive community of their peers, and the credibility that helps them drive sales and recruit talent. The associated Inc. 5000 Conference is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit www.inc.com. 

 

About Blue Signal

Having successfully completed over 1,900 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to achieve this massive growth. Additionally, our deep industry knowledge and streamlined search processes help clients to secure high-caliber talent within tight timeframes. As a top executive search firm, we have been a driving force in our clients’ professional successes. Therefore, we immerse ourselves in our client’s businesses and our candidate’s careers to fully understand top priorities and the best direction for both parties. Our reputation is built on our ability to consistently incorporate these priorities into each of our searches to make long-term, impactful connections. 

Top 20 Engineering Interview Questions

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The engineering industry is as competitive as ever for top talent due to recent explosive growth. In fact, the United States Bureau of Labor Statistics predicts nearly 140,000 new engineering jobs to be available by 2026. This exponential growth and competitive market means preparing for key engineering interview questions is crucial, whether you are an industry veteran or a student seeking their first job. As part of Blue Signal’s white-glove service, we assist engineering candidates with preparing for their interviews. Our engineering recruiters provide insight into the hiring company, practice potential interview questions, and debrief with candidates after each interview. In order to best understand how to prepare for engineering interview questions, we must first examine the different types of interview questions and why hiring managers ask them.

Types of Engineering Interview Questions

Preparation is key to ensure candidates make a favorable impression on everyone they meet during the interview process. According to a survey from Glassdoor, 88% of hiring managers say that an informed candidate is what they are looking for when interviewing. Taking the initiative to learn and practice responses to potential engineering interview questions will set you apart from other candidates. Hiring managers leverage a myriad of interview questions to gain a comprehensive understanding of the candidate. Each type of interview question has its own purpose and will reveal something specific about the candidate. Ultimately, the interview questions seek to measure the candidate’s skill set and abilities as well as their cultural fit within the current team.

Image of two women seated in chairs at a table - one is leaning in and listening while the other speaks during an interview

Situational Interview Questions

Situational interview questions are based on specific scenarios that could conceivably await someone in the new role. They seek to focus on a given hypothetical situation and how the candidate would handle it. Situational engineering interview questions can be difficult, as a candidate is required to think on the spot. Likely, this is a skill the interviewer may be testing them on. Answering these questions well can prove that an engineering candidate is willing to take the lead, ask for help, stay calm under pressure, and/or make positive choices. Overall, they prove the candidate can overcome any situation they will be faced with in the job.

Competency-Based Interview Questions

Competency-based interview questions are used by interviewers to assess specific attributes, knowledge, and behaviors. For example, a hiring manager looking to understand more about a candidate’s behaviors may ask about different ways in which they used their analytical ability to solve a problem. Alternatively, if it is decision making that the interviewer is looking to assess, they may ask candidates to provide information about how they built strong professional rapport with colleagues to make informed decisions. While these interview questions may often seem to be situational, competency-based questions are far less likely to be hypothetical. This enables candidates to draw directly on real-life examples and be focused on specific competencies rather than a general approach.

Behavioral Interview Questions

Behavioral interview questions are asked to elicit information from candidates on how they would likely handle any range of real-world challenges based on previous, similar circumstances. Whereas situational engineering interview questions decipher how engineering candidates would approach certain scenarios, and competency-based questions prove they have the skills required for the role, behavioral questions determine if candidates possess the desired character traits the hiring manager is looking for. Such interview questions tend to be based on the principle that a candidate’s past behavior is the best predictor of their future behavior. These questions can touch on such aspects such as candidates’ ability to work as part of a team, client-facing skills, adaptability, time management skills, and more.

Top 20 Engineering Interview Questions

1. What is the most challenging engineering project you dealt with? How did you ensure it was a success?

2. Describe a written technical report or presentation you had to complete.

3. What steps do you take to keep your engineering skills current?

4. Why did you choose to study [engineering branch]?

5. Tell me about a time you failed (or succeeded) with [skill]. How did you react?

6. How do you deal with difficult coworkers/clients?

7. Which part of engineering is your favorite? What about your least favorite?

8. Which of your traits make you a stronger engineer? Do any of your traits hold you back?

9. What has been your biggest engineering success?

10. Can you tell me about your best manager and why you thought they were great?

A man and woman dressed professionally shaking hands in an office with word bubbles around highlighting engineering interview questions

11. Describe a time you demonstrated leadership skills at work.

12. Describe a time you used problem-solving skills to figure out a design problem.

13. Describe a time you had to work on a team, and something didn’t go well. What would you do differently?

14. Tell me about a time you got negative feedback on your work. How did you respond?

15. Have you identified and implemented any process improvements that led to cost reductions?

16. What software applications are you familiar with?

17. What programming languages do you prefer? Why do those appeal to you?

18. How would your friends (family, coworkers, professors) describe you?

19. Why are you interested in this role? Why are you interested in working at this company?

20. Where would you like to be in your career five years from now?

Tips and Best Practices for Answering Engineering Interview Questions

It can feel daunting to prepare for a laundry list of potential engineering interview questions. To help ease the anxiety around interview preparation, Blue Signal partnered with our very own Bo Scott to provide insight on how to best prepare for these engineering interview questions. Bo is a Senior Executive Recruiter who specializes in IT, Emerging Technology, IoT, Cloud, Technology Sales, Unified Communications, Telecommunications, and Wireless roles. Based on his experience and expertise in the field, Bo recommends keeping two important points in mind when crafting responses to engineering interview questions. These pieces of advice will help candidates perform well in an engineering interview, and hopefully lead to landing the role.

The first tip is to remember that the interviewer is asking questions specifically about yourself, rather than your team. We all understand it takes a team effort to reach business goals, however, it is vital that you quantify, individualize, and specify your unique contributions to those achievements. Engineers rarely work alone, but they will bring their own strengths and weaknesses into their new team. Engineering candidates must focus on sharing what they have done to bring success to a business, team, or project.

Secondly, Bo emphasizes the importance of answering the engineering interview question that is being asked, rather than providing the answer a candidate believes the interviewer is looking for. This can be a difficult distinction to make. For example, an engineering interview question asking about what you have done is not a chance to share what you think they should do, or what you would do differently. One way to ensure you are concisely and accurately answering the question at hand is to draw examples from your experience to tell a story about your accomplishments – and, if applicable, how those experiences prepared for this potential new role.

While it is likely most of these engineering interview questions will be asked throughout the hiring process, it’s important to be prepared to answer any question thrown your way. Assume these interview questions will also be tailored toward the role’s industry, and area of expertise. Whether on your own or partnering with a recruiter, preparing for the engineering interview questions discussed gives you a critical advantage in the hiring process.

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