These 3 Stress Factors at Work are Impacting Your Mental Health – Here’s How to Avoid Them

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Each May marks Mental Health Awareness Month, where people all over the nation join the movement to raise awareness about mental health. This recognition serves to fight stigma, provide support, educate the public, and advocate for policies that support people with mental illness as well as their families. The National Alliance on Mental Illness has dubbed 2022’s Mental Health Awareness Month’s message as “together for mental health.”  

As part of the movement, Blue Signal asked our followers how their work environments and related stress impact their mental health. In 2019, the American Institute of Stress found that 83% of US workers suffer from work-related stress. More alarming, 2022’s stats revealed that 25% of workers say that their job is the #1 stressor in their lives. Our followers specifically noted career and job ambiguity, their workload, and lack of recognition as their top stressors. In this blog, we will review these stressors and discuss some of the best mechanisms for choosing and thriving within a healthy work environment.  

Stress Factors at Work Blog Poll Results

#1 – Stress Surrounding Career Ambiguity  

Due to the turbulence set in motion by the pandemic, career ambiguity and job insecurity have become prominent issues for all professionals everywhere. Even today, layoffs are commonplace and many are unsure if they could be affected next. Based on our poll results, career and job ambiguity were listed as the #1 stressor for 34% of respondents. This reflects similar findings from 2021’s AIS reports, with 52% of people saying that growth and development-related factors had a significant impact on their stress levels at work.  

Although the worry is well-founded, there are ways to feel more secure in your job or career – starting with selecting the right employer. Whether you’re looking for a job today, or are re-evaluating your current situation, here is what you should look for in an employer.  

Transparency  

Every good employer displays some degree of transparency. Whether it’s regarding the overall performance of the company, or their plans for the future, a healthy work environment will make the status of the company’s stability common knowledge among all employees. If not, it can leave workers wondering where they stand – resulting in stress.  

Clear-Cut Progression Plans  

Companies should have clear-cut progression plans in place when it comes to departments, teams, and promotions. If you join a company at X level, you can expect to move up to Y, then Z after meeting pre-established criteria. If an employer doesn’t have a plan like this in place, it’s a recipe for disaster as far as career progression expectations are concerned.  

Actionable Feedback 

An organization’s leadership truly sets the tone for all operations. Seek out organizations that promote regular and actionable feedback from leadership – like regular one-on-one meetings. This should help affirm how to move up in the company, the importance of your role, and  the overall encouragement of communication and idea sharing. The more consistent the feedback, the more stable you will feel.  

Stress Factors at Work Blog 1

#2 – Workload Stress  

In a close second place, 32% of our respondents listed an excessive workload as their #1 stress factor at work. Unfortunately, this seems to be an issue that’s stood the test of time. In 2017, Statista found that 39% of workers said that a heavy workload was their main cause of stress. If this sounds familiar, here’s how you can improve that environment for yourself.  

Talk to Leadership 

If you are feeling overworked in your current role, you should ask for help from leadership. If you have good leaders, it shouldn’t reflect poorly on you that you want to better manage tasks. Try to come up with a solution together, whether that’s hiring more help, offloading responsibility to another less-utilized individual or department, or by streamlining processes.  

Delegate Tasks 

If you find yourself overworked, and you are the leadership – delegate! Handing off tasks can be difficult; many people believe that time invested in bringing someone up to speed could have been the time used to just do the task yourself. However, while training someone up on a new task can be time consuming in the short term, in the long term it will benefit your workload for the better. After all, this is what junior team members are for! Utilize them.  

Prioritize  

This may seem like the easy answer, but prioritizing tasks can truly have a positive impact on time management and ultimately easing your workload. Schedule out blocks of time for recurring tasks, and set the expectation with your team that you will only devote that amount of time to the task per day, week, or whatever you decide. By setting firm boundaries, but still prioritizing the right tasks, you can better manage your workload.  

After completing these steps, if your employer is unable to help alleviate this workload stress, it signifies poor management on their part – that could be present in other areas of the business. In this case, it’s probably time to move on and prioritize your mental health.  

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#3 – Stress from Lack of Recognition  

In many work environments, particularly in team settings, it can be an unfortunately common occurrence to not receive recognition for individual actions and successes. In fact, 23% of our respondents credited this lack of recognition as their main form of workplace stress. Research by Deloitte confirms this, finding that “the top driver of burnout... was lack of support or recognition from leadership.” 

Therefore, in order to avoid these pitfalls in your next role, ask your interviewer how they work to recognize individual contributions to greater goals. Good employers should have programs in place that help support their workforce. Look for things like quarterly awards, awards based on something other than metrics, room for merit-based promotions, and individual recognition.  

If you are in a leadership capacity today and don’t have programs like this in place – make them! Whenever a success is achieved, congratulate each individual and thank them for their personal contributions in front of the team. This will help them feel recognized, valued, and can help with retention.  

Remember – leaders set the tone. To avoid stress from lack of recognition in your next role, look for leadership that puts in the extra effort to celebrate individual performance and achievements.  

 

TLDR – What to Remember  

Ultimately, every workplace is different. This list does not encompass all stressors experienced by workers, however it’s a good place to start. If you’re looking for further support and tools, the CDC has created a great set of tools for stress management in work settings that covers all the bases. Just remember and put these key indicators to practice in order to help you find and join a healthy work environment.  

Whether you’re looking to make a career move due to stress, are just wanting to improve your current situation, or are seeking better ways to build up your team as a leader – working with a recruiter can help you achieve those goals. They can give insight into what it’s actually like to work for a company in your industry, and will advocate for you to land in your best situation. Blue Signal’s talent acquisition professionals are experts on spotting green flags and will get you headed on the right path to achieving workplace mental health. Reach out today to get started, and alleviate your work-based stress.  

Blue Signal CEO Named Among 2022 Phoenix Titan 100

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Titan CEO and headline sponsors, Class VI Partners and Wipfli LLP, have named Blue Signal’s CEO Matt Walsh as a 2022 Phoenix Titan 100. The Titan 100 program recognizes Phoenix’s Top 100 CEO’s and C-level executives. They are the area’s most accomplished business leaders in their industry using criteria that includes demonstrating exceptional leadership, vision, and passion. Collectively, the 2022 Phoenix Titan 100 and their companies employ upwards of 90,000 individuals and generate over $32 billion dollars in annual revenues.  

“The Titan 100 are shaping the future of the Phoenix business community by building a distinguished reputation that is unrivaled and preeminent in their field. We proudly recognize the Titan 100 for their successes and contributions. We know that they will have a profound impact that makes an extraordinary difference for their customers and clients across the nation.” says Jaime Zawmon, President of Titan CEO. 

This year’s Titan 100 embody the true diversity of Phoenix’s business landscape. Representing technology, distribution, healthcare, construction/real estate, food/beverage, self-storage, hospitality, professional services, and non-profit organizations, among others. 

“On behalf of all the partners and associates at Wipfli we congratulate all the Titan 100 winners. It’s an honor to recognize this diverse group of leaders in the Phoenix community. We appreciate the lasting impact each leader has made, and continues to make, in building organizations of significance both here in Arizona and abroad. Your ingenuity and creativity have set you apart, and the honor of being seen as an industry Titan is richly deserved,” says Michael Vaccarella, Partner at Wipfli. 

Blue Signal Titan 100

Since founding Blue Signal in 2012, Matt Walsh has instilled several core values into the organization. He believes that excellence, transparency, integrity, commitment, and respect are all core tenants of a good business – and even just a good person. In addition to these core values, Matt has worked to set high ethical standards for the team regarding diversity, equity, and inclusion with 100% of our workforce being trained in the subject. His contributions not only help improve business operations within the local Phoenix community, but also with companies across the globe.  

This recognition is a great reassurance that we are on the right track. We are incredibly honored to be listed among so many of the best leaders, drivers, and innovators in our community.  

David C. Tolson, Managing Director at Class VI Partners said it best, “Congratulations to all Titan 100 honorees! We are so proud to be affiliated with the Titan 100 program that recognizes exceptional leadership and true diversity within the Phoenix business community. The leaders and industries selected are proof that the Phoenix Titan 100 are positively impacting the entire Arizona market.”  

 

About Blue Signal 

Having successfully completed over 1,600 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to help you grow your career. Our deep industry knowledge – from 215 combined years of recruiting experience – and streamlined 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. At Blue Signal, we immerse ourselves in both our clients’ businesses and our candidates’ careers to fully understand top priorities and the best direction of both parties. Our reputation is built on our ability to consistently incorporate these priorities into all of our searches to make long-term, impactful connections. 

 

About Titan CEO & Titan 100 

Titan CEO brings CEOs together through private events and roundtables. They also provide private, instructor-led peer groups for Titan CEO members. Held monthly, their CEO peer groups are designed to meet a CEOs unique need as a business leader by facilitating curriculum that helps to build business valuation and tackle everyday business challenges. They offer a suite of resources including private coaching, high-level networking, and executive level retreats. Through their community, they aim to work with CEOs to help them connect and grow as Titans of industry. 

 

About Class VI Partners  

At Class VI, they understand that selling a company is a big, big deal and that those who do invest a lot more than just money. Each transaction is so unique from the next, so they leverage technology to enhance the effectiveness of their experienced team to provide customized personal and business offerings, transaction services, and entrepreneur-focused wealth management solutions. Learn more at classvipartners.com.  

 

About Wipfli LLP 

At Wipfli, they're committed to providing industry-focused assurance, accounting, tax, and consulting services that make a lasting, positive impact on their clients — helping them overcome personal and business challenges and plan for future success. Wipfli ranks among the top 20 accounting and business consulting firms in the nation, with more than 127,000 clients and 3,100 associates. They're proud to give their clients the value and experience of a diverse firm that specializes in a wide range of services and industries, dedicated to enduring results, outstanding service and lifetime relationships. Learn more at wipfli.com. 

6 Mistakes that Lose Candidates in the Interview Process

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In today’s job market, candidate experience is everything. In order to find and acquire the best of the best talent, companies must learn how to market themselves as employers. Unfortunately, many don’t know where to begin. With this shift from employers having their pick, to being a candidate-driven market, mistakes are being made that are costing employers good candidates.  

With the power in their hands, candidates are prioritizing their wants and needs. Flexibility is now a necessity – in both working hours and working models, whether that’s remote options or 4-day work weeks. Candidates crave independence – they want to be given tasks and trusted to carry them out with minimal oversight. Last and certainly not least, benefits, perks, and compensation are paramount. 401K matching, covered healthcare for dependents, and unlimited PTO are becoming essentials in employee offerings.  

Today’s candidates are well-informed. They know what employers are capable of offering their employees, and won’t settle for less than what they want. This makes the interview process crucial. It’s a company’s first impression, and can make or break a new hire depending on how it’s handled. To arm yourself and your company with knowledge, it’s important to know where the process breaks down and how to fix it. Based on Blue Signal’s own research, here are the top six interviewing mistakes, and how to avoid them.  

 

#1 – Lengthy or Overly Intensive Application Process  

61% of poll respondents said that the top reason they dropped out of the interview process was because it was needlessly long and/or intensive. This is an all-too-common mistake. Sometimes employers have a candidate attach a resume, then route them to their in-house applicant tracking system that has them manually fill in all of the same information. Others send applicants through rigorous rounds of interviews, where candidates find themselves repeating the same answers to interview questions, just to different hiring authorities.  

The solution is simple. To avoid the mistake of losing candidates at the application stage, keep the process short and sweet. Invest in software or platforms that can parse and auto fill forms from a resume’s upload. Leverage more intuitive ATS systems. Weed out underqualified applicants on the front end by adding qualifying questions that allow you to skip over those that don’t meet the minimum requirements. Finally, make sure to organize and structure your interview process. Give your hiring managers the right questions to ask, make sure they are sharing their notes with the next round of interviewers, and give them the authority to cut people out of the process without wasting anyone’s time.  

 

#2 – Not Getting True Insights From Interviews  

21% of respondents cited that the interviews themselves were the problem. Many people felt as though the interviews lacked true insight into the role; that the process just went through the motions rather than forming a connection. Interviewers were using cliché questions that didn’t help qualify or disqualify candidates, and the candidates could tell. It seemed as though the information these queries provided were unhelpful to inform a hiring decision, since these candidates would leave only to be called back and repeat the process all over again.  

To avoid these common mistakes, the interview process should always be tailored to the role. Streamline by cutting out the fluff. For instance, if it’s a technical role, consider making an early stage of the interview process some sort of comprehension test. You don’t need to ask how they work on a team if the role isn’t collaborative. And unless the role will be reporting in through HR, it’s okay to wait to have the candidate meet with the HR Director till after they are extended an offer of employment. This method saves time, and gets right to the point!  

Also, be sure to arm your interviewers with strong interview questions that help provide true insights into the candidate’s capabilities. Oftentimes, leadership isn’t trained on interviewing best practices and are left to guess at it. Once they are given the proper tools, assign teams of 2-3 people to be decision makers and empower them to make the final call. This way, there won’t be too many cooks in the kitchen when it comes to picking who to hire.  

 

#3 – Inaccurate or Incomprehensive Job Descriptions 

Next, we found that 13% of our LinkedIn audience stated that inaccurate or incomprehensive job descriptions made them bow out of the interview process. Your job description is an applicant’s first insight into your company culture, the job’s responsibilities, and is a huge tell for how you will perform as an employer. Worse yet, candidates that are in the interview pipeline may later find that the job description they read online has little to do with the role their interviewers are describing – causing deep distrust and almost certainly a candidate falloff.  

To sidestep these job description related mistakes, make sure that whoever creates the job posting is working closely with the hiring manager. The understanding of the role, the department, its leadership, and its main goals should be one and the same. The job description should accurately represent the needs of the job so that a candidate can make an informed decision when applying, interviewing, and accepting a job offer. The more comprehensive these main points, the better prepared and aligned the applicant pipeline will be.  

Actually, job descriptions should be seen as an opportunity for employers. They give you a chance to brag about your company and teams, and should make a candidate eager to join. Not to mention, the last thing you want is to start back at square one when it comes to a hire. Nothing could be worse than a candidate showing up on their first day – after all that time, money, and resources put into their acquisition, onboarding, and training – only to be surprised at the actual job in front of them. Reduce your turnover; improve your job descriptions.  

Flow chart including 6 questions and solutions of mistakes

#4 – Impersonal Communication  

Many respondents also noted that the impersonal communication surrounding the interview process turned them off to prospects. Copied and pasted scheduling invites come across lackluster, and don’t compare to a thoughtfully written note. Especially in larger organizations, hiring messaging can treat people like numbers, and come off almost robotic in tone. As talent acquisition teams communicate with their large applicant pool, a lot of heart can be lost in translation, and can leave a candidate wondering, is this how it would feel like working for you, too?  

By tailoring communications to the candidate, you can avoid these common mistakes. Use their names every chance you get. When passing them along to someone else in the process, make sure to give warm introductions. If possible, reference things that may have come up in conversation or things that stood out to you in their profile. A simple, “Hey – how was that kayaking trip you said you had planned for the weekend?” or, “wouldn’t you know it, my spouse went to the same college as you!” can go a long way. By giving them the same courtesy as you expect in follow up and thank you notes, personalizing communications can strengthen your interview process.  

 

#5 – Lack of Transparency  

Unfortunately, several candidates feel that there is lack of transparency in the interview process. Leftover sentiment from the employer-driven job market has affected candidate management into today, where employers feel the need to safeguard their offerings. Leaving compensation, benefits, and policies out of job postings leaves too much room for speculation, and results in a lack of trust in a potential employer.  

As it stands, employers must start adding these elements to their job postings to remain competitive in the hiring market. Not only is pay transparency legally required in many states, it will also give companies better aligned candidates whose pay expectations are met by the job at hand. If your compensation range is out of the candidate’s target, it’s unlikely they’d make it past the compensation conversation anyway.  

Additionally, it’s important to destigmatize candidates asking questions surrounding benefits during an interview. It’s typically seen as taboo or bad form when a candidate asks about benefits, time off, workplace policies, and perks during an interview. However, it doesn’t all need to be a test. This could be a deciding factor for many potential hires. At any given time, active candidates may be entertaining more than one opportunity. Many people have strong must-haves in these areas – especially those with families, differing healthcare needs, and those looking to retire. By being transparent with benefits, employers can make sure their offerings align with a candidate’s needs early on in the process. It will attract those who fit the bill, and cut out those who don’t. In essence, this is just good time savings. 

 

#6 – Putting Too Much Emphasis on Culture Fit  

Finally, it’s important to avoid mistakes made in the name of “culture fit.” Our audience cited several instances where in an interview, they got the sense that if they didn’t fit into the culture, they wouldn’t get the job. Because it seemed as though the role would be awarded due to popularity, and not on merit, it made these candidates shy away from the company altogether. Essentially, hiring managers may lose out on excellent hiring opportunities just because they are looking for someone who fits their team’s mold.  

 Many employers probably don’t even realize they are making hiring decisions based on unconscious biases, but unfortunately the idea of “culture fit” has perpetuated this bias time and time again. To avoid these types of mistakes, it’s good for hiring authorities to instead look for opportunities to “culture add.” Hiring people just like you, with identical backgrounds to those already on the team, will result in stale and recycled ideas. This can unwittingly result in a sounding board rather than a diverse-thinking team. To ensure your company continues to innovate, make sure to hire for culture add. Instead of mirroring the existing culture, these candidates will bring diversified experiences, which can lead to fresh new ideas! 

 

Learning and Growing from Common Interviewing Mistakes 

All in all, the overall lesson here is to treat prospective hires as though they were already on board. Respect their time, get on their level, and cut to the chase. Candidates are assets! Treat them well and they will bring success. Don’t, and you may lose out on your next great hire.  

 Competing in today’s candidate-driven market can be tricky. Invest in your employer branding, and that value will return 10-fold in the clients you’ll attract. Not sure where to start? Recruiters are the best marketers when it comes to the candidate audience. Working with a recruiter is a great way to boost your employer branding, break into the marketplace, and expand your reach. Contact Blue Signal today to see how we can help you navigate the interview process.  

So You Just Got Rejected, Now What? 5 Steps to Ace That Next Interview

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Rejection is painful no matter how it happens. Getting rejected from a job is no different. Just like dating, it might have been due to a bad first impression or maybe they lost interest and ghosted. Whatever the case, bad interviews or disappearing interviewers, getting rejected from a job isn’t the end of the road.  

Getting rejected from a job is nothing personal. Interviewers are just doing business! Regardless of the circumstance, rejection puts you in a great spot to learn. After being rejected from a job, you can always follow these 5 steps to ace that interview and land that next great job:  

  1. Ask for Feedback 
  2. Identify and Understand Why it was a Mismatch 
  3. Leverage Your Support System
  4. Don’t Stop the Job Search
  5. Leverage External Resources  

 

Asking for Feedback after Being Rejected  

Unlike after a bad first date, asking for feedback is perfectly acceptable interview etiquette! It might be a sore subject, but it can really help you dial into things to change for your next interview. Indeed has a great template for how to respond to a job rejection email that you can leverage to ask for feedback. 

So You Just Got Rejected Now What Blog Graphic 1

While you may not have landed the job, following up and asking for feedback will show incredible levels of professionalism. Not to mention, the ability to learn and adapt are both excellent qualities in an applicant.  

Better yet, the interviewer’s response can give you specific action items to address in the next steps of your job search journey. In the end, getting rejected could turn into your best tool for improvement!  

 

Identify and Understand Why the Role May Have Been a Mismatch  

Unfortunately, it’s commonplace for an interview to not live up to a candidate’s expectations. Job descriptions often don’t portray the intricacies of the role or the culture of the company. Perhaps this was your experience – the job looked good on paper, but when you were in the interview room you realized the job wasn’t what you thought it would be.  

For example, lots of “marketing” jobs listed with marketer titles online are actually sales roles in practice. If your strong suit is in analytics and SEO, make sure that you don’t end up in an advertising sales interview by reading between the lines of the job posting to fully understand the role. They may have posted a “Marketing Specialist” title but listed requirements like negotiation skills and the ability to communicate clearly with end clients.  

Be sure to refine your search to target jobs that are a better match when it comes to the functions of the role, not the job title. Then, prepare to speak to your qualifications as it pertains to those functions. You’re much more likely to succeed in an interview for a job you’re perfectly aligned for. And in the case where you end up in an ill-fit interview, getting rejected may end up saving you from a bad job! 

 

Leverage Your Support System  

Getting rejected can be a pretty sizable blow to anyone’s confidence. Restore it by practicing in a safe space! Reach out to trusted friends or colleagues to help you prepare for the next interview. Run through some mock interviews and have them ask you common interview questions. This usually includes staples like: 

  • What are your strengths and weaknesses? 
  • Where do you see yourself in five years? 
  • Why should we hire you over other applicants? 
  • What is your biggest accomplishment?  

 

Better yet, review the questions you were asked in your last interview so you can be ready in case they come up again in the future. After each answer, discuss your responses together and get feedback on ways to optimize.  

Most everyone has a bad interview story, so getting rejected from a job is very likely an experience you and your friends share. Ask them about their past interview experiences and try to learn from their own mistakes and triumphs. At the very least, share a good laugh about it!  

Their input can be even more beneficial if they happen to work in your same industry or practice area. If they have experience as the interviewer themselves, ask them what they typically look for when assessing a candidate. What have they seen that you could try and replicate? What should you avoid? You may be surprised to hear what their indicators of success are!  

 

Don’t Stop the Job Search – Turn Rejection Into Motivation  

The worst thing you can do after being rejected from a job is stop trying. Keep applying for positions and the odds will be in your favor. It's a simple rule of numbers – the more roles you apply for, the more likely you are to receive an interview. Like the old saying goes, you can’t win if you don’t play.  

While you’re applying, be sure to continually optimize your resume. Each application should have its own personalized resume that’s tailored to the role. Some jobs may put greater emphasis on certain skills than others, so display them accordingly before you hit submit. Over time, your resume should adapt to the needs of the market. For instance, if you’re in an interview and an interviewer asks you a question that’s not answered by your resume, make sure to add that info in for next time! You may be surprised to see what skills you omitted or past experiences you forgot to add that end up being applicable. 

If time allows, take all the interviews you are offered. Jumping right back in after getting rejected may make the next interview daunting, but it’s good practice! Even if you aren’t 100% sold on the role, you may find that when the stakes are lower you’re able to ace it. Recreate that first impression environment and polish your strategies along the way. The best way to work through interview jitters is to acclimate!  

 

Leverage External Resources   

Just like dating, there are many fish in the sea when it comes to job opportunities too. Just because you missed one doesn’t mean the search is over! There are resources out there specifically designed for people in your situation. Resume and Career Services is a perfect place to start. They offer interview preparation tips, resume writing tips, and more in a subscription-based service that’s self-paced and sure to provide value to your career well past the interview stage.  

Recruiters are a similar indispensable tool. If you’re able to work with a recruiter for a job opportunity, leverage their expertise when it comes to applications, interviews, salary negotiations, and career planning. Good recruiters will work to represent you and advocate for your best interests, all while coaching you through the job search process. Blue Signal works with clients to find perfect matches for their open positions. Apply to any of our jobs today to see if you’d be a good fit, and go from rejected to hired! 

4 Ways to Support Employee Mental Health Outside the Office

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Mental health has become increasingly important, both inside and outside of the workplace. Along with employee satisfaction, mental health can impact your team’s performance and if not taken care of, can lead to burnout, stress, and turnover. As evidenced by the ‘Great Resignation’ of 2021, people are more willing than ever to quit their jobs to find companies that support their needs. Along with ensuring your employees are taken care of during the workday, you should also take steps to support their mental health outside of the office. This can not only boost your team’s overall satisfaction and engagement with your company, but it can also result in increased productivity and retention. Here are a few ways you can show your support.

Employee Mental Health Outside the Office

Promote a Healthy Work-Life Balance

An important part of fostering strong mental health outside of the office is allowing your employees enough time to enjoy themselves aside from work tasks. According to a recent report from Mental Health America, 9 in 10 employees say their workplace stress affects their mental health. Making sure a healthy work-life balance is part of your company’s values can help create a positive team culture and ensure your employees aren’t letting their work responsibilities overwhelm their personal lives.

A simple way to do this is by offering flexible schedules and allowing employees to choose their own hours – in moderation of course. This practice has become increasingly popular and common after many companies went remote due to the COVID-19 pandemic. Although this may seem like a small change, it can make a big difference on your team’s mental health and wellbeing. Especially if much of your work is self-motivated, this flexibility allows your team to work when they’re most productive, giving them the ability to focus on their personal needs and mental health throughout the day. For instance, some employees may want to work earlier in the day so they can pick up their kids from school, while others may want to work later to account for morning exercise. While it may seem scary to loosen the reins, you can always set a few guidelines. Setting parameters such as designated working periods and regular mandatory meeting times can establish more consistency.

Along with offering flexible schedules, it’s important to encourage employees to use their vacation time. Beyond that, make sure they aren’t contacted about work during their time off. Allowing your team to truly unplug and relax during their well-deserved vacation days will ensure they have enough time to focus on their personal needs without having to worry about work.

Additionally, allowing employees to flex their working hours for appointments and other responsibilities is another valuable practice that can improve their mental health. Letting your employees make up the missed time for menial tasks rather than using their paid time off can reduce scheduling stress and allow them to make better use of their vacation time. Overall, promoting a strong work-life balance can give your employees more time to focus on their mental health and personal needs. This can also help attract new employees as this is an important benefit that many job seekers value when researching companies.

Offer Financial Education

Another way to support your team’s mental health outside of the workplace is offering financial education. Finances can be a major cause of anxiety with 73% of Americans ranking finances as the number one cause of stress in their lives. Although this hardship may not be directly related to work, it can negatively impact your team’s focus and productivity – especially if they’re in debt. Giving your employees the resources they need to educate themselves and relieve their financial stress can help them feel more secure, resulting in improved mental health.

Although your company may offer financial benefits, your employees may not know how to effectively utilize them. Both younger and older employees have differing financial challenges to face, such as student loan debt, mortgage payments, saving for retirement, and more. By improving your team’s financial literacy, you can help them use their paychecks to the fullest and create a better quality of life for themselves. Providing resources on advanced financial practices like how to get a home equity loan to pay off high-interest debt or how to earn passive income through real estate investing can give your employees more stability and confidence with their money, allowing them to relieve stress. You can educate your employees through many outlets, like paying for an online course, providing reading materials, or inviting a guest speaker to discuss more specific financial topics your team may be interested in. No matter what format you choose, offering financial education resources can show your employees you value their wellbeing outside of work.

Provide Mental Health Resources

According to a Harvard Business Review study, 76% of employees reported at least one symptom of a mental health condition in the past year. Mental health conditions can take many forms and can vary from person to person, making it difficult for leadership and coworkers to determine effective ways to help. Some employees may not feel comfortable talking about these issues in the workplace, which is why it’s important to provide mental health resources that your team can access on their own and at their own convenience.

One popular way to do this is through an employee assistance program (EAP), which is an employee benefit program that assists your team with personal or work related problems. This program is free for your employees to use so they don’t have to worry about a financial burden. It also provides confidential support that your employees may feel more comfortable using. An EAP offers access to counselors and other mental health professionals along with additional resources employees can use to support their mental health and wellbeing. Even if you don’t use an EAP, providing mental health resources through online sources and other outlets can help your employees take care of themselves.

Encourage Physical Wellness

Mental and physical health often go hand in hand, as exercise has been proven to boost your mood by reducing symptoms of anxiety and depression. Along with other wellness initiatives, encouraging your employees to take care of their physical health is a great way to support their mental health. Especially as people spend more time at home due to the pandemic, there’s been an increased focus on staying active and healthy in these unique conditions.

However, certain fitness subscriptions can be pricey, and some employees may struggle to afford equipment needed to workout, which can prevent them from nurturing their physical and mental health. Giving your employees the tools they need to take care of themselves can show your appreciation and support for them outside of the office. This could be sponsoring a gym membership, paying for fitness classes, or offering a fitness stipend your employees can use for related expenses if your company is remote. No matter what you choose, your team will appreciate your effort to increase their quality of life.

An increased focus on employee mental health outside of the office may be just what your company needs to secure top talent in a competitive market. These practices can not only help your current employees feel valued and appreciated, but they can also help attract new candidates. Making sure you support your team’s mental health will set you up for long-term success and ensure your employees are taken care of.

Are Executive Recruiters Worth It?

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Addressing Common Misconceptions About the Value of Talent Acquisition in the Hiring Process

It’s Q1 and you’re working with a new hiring budget for the year. You have a lot of hires you need to make, and may be overwhelmed with the state of the market. Maybe you’ve considered engaging with a talent agency – but you’re uneasy. You’re asking yourself, are executive recruiters worth it? You want to protect your money, but also your time. You’re nervous about the transactional stereotypes surrounding bad recruiters, and are hesitant to take the leap.  

All of these common questions and concerns are totally reasonable. Being curious and calculated is just good business! Let Blue Signal set the record straight and help you determine if hiring a recruiter would make the most sense for your current search.  

 

Job Ads Are Free – Why Should I Pay a Recruiter to Find Applicants? 

Chances are you’ve posted your open role online somewhere. Your results are mixed – and you’re either getting flooded with ill-fitting candidates or have received next to no applicants. You wrote the job description to the best of your ability and are stuck. You’re left wondering how paying a recruiter to “do the same thing” will help.  

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This is one of the biggest misconceptions when it comes to recruiting. Executive recruiters are able to add value to a search even before sending you resumes. Successful professionals leverage relationships with recruiting firms to stay on top of their industry, and gain insight into the market before it changes. By employing a specialized recruiter in your industry niche, their social media following and network of professionals gets your open req in front of the right audience at the onset.  

Simply put, leveraging a recruiter when advertising a role ensures access to their fine-tuned network of professionals. Talent acquisition firms are built on applicant tracking systems (ATS), and take years to properly build out. With this log of qualified talent, working with a recruiter gives you access to both active talent – or applicants looking to make a move – as well as passive talent, i.e. people who aren’t necessarily looking for a job change.  

Passive talent is usually succeeding in their current role today, giving you access to top performers that you may have otherwise missed. Additionally, recruiters have the experience and insights needed to help separate the value from the fluff. For example, specialized IT recruiters know what certifications will help you in your modernization and business transformation journeys, and HR recruiters will know what certs are needed to keep those projects all on track. They’ll be able to judge resumes and CVs accordingly, and only send you the best of the best.  

Perhaps you know what you are looking for but are unable to advertise a role or target the candidates you truly want. By leveraging a recruiter, you are able to confidentially conduct searches and have a middleman representative between you and competitors in your space. This opens doors to more hiring possibilities! By allowing a recruiter to market your role, you’re keeping your reputation intact among your own customers and peers.  

In fact, marketing a role is half the battle. Executive recruiters are master marketers, and know how to best sell a candidate on an opportunity and employer. Because talent acquisition is a fine balance between B2B and B2C sales, recruiters know just how to address the wants and needs of their B2C clientele. The candidate experience is just as important to your own process when hiring in a candidate-driven market, and recruiters are trained to navigate it daily. They will deploy different strategies – attracting particular industries, professions, even generations – to get you the candidate you need.  

Moreover, the talent acquisition world is changing daily. Executive recruiters have access to and are constantly working to master new technology in this space, especially as it surrounds job ads and applicant tracking. Artificial intelligence (AI), machine learning (ML), and automation are making an impact within talent acquisition just like every other industry. As the digital landscape of recruiting continues to evolve, recruiters will play a key role in supporting their clients as they learn new technologies, counteroffer techniques, and recruiting strategies to keep them ahead in the 2020s.  

 

Okay, But I Can Screen Applicants – Why Should I Have a Recruiter Interview My Candidates?  

Interviewing applicants is much more involved than a 30-minute phone call. Recruiters can help you manage all the moving parts. They will screen CVs and conduct the initial candidate intake for you, ensuring that the candidates that make it onto your calendar are prequalified for the position. Then, they offer support through the entire process – including interview coordination, reference checks, candidate management, and salary negotiations. Executive recruiters act as project managers throughout the interview process, prioritizing success for all involved.

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With candidate retention guarantees, it doesn’t benefit a recruiter to make a match that won’t work and then in turn, have to start the process over. Recruiters are invested – and your success is their success! When leveraging a recruiting firm with placement guarantees, you protect your investment for the first 12 months of their employment. 

However, you’ll never make a hire from an executive recruiter without determining fit for yourself. A recruiter can help there, too! Executive recruiters know what questions to ask to uncover information, and can help coach you through the interview process. 

Understandably, candidates tend to open up to recruiters differently than they would to a potential employer. With information coming from a 3rd party, they may trust recruiters’ input more than information coming straight from an employer, too. Because executive recruiters also represent the candidates’ best interests in the hiring process, they are able to uncover the candidate’s true drivers, must-haves, and qualifications. Whether it’s supporting long-term career goals, aligning core values, or negotiating pay – a recruiter can properly suss out a candidate’s needs.  

Let’s use the compensation example. To be considered for the role, a candidate may feel like they have to give hiring managers an agreeable answer, rather than being forthcoming about their true financial needs. Alternately, they will tell recruiters their honest salary expectations and a recruiter can represent them accordingly. If they are out of your budget, they  can move on with no time wasted. If they are, both parties can move forward knowing that they are well matched while maintaining traditional interview etiquette. No more losing out on candidates at the final offer stage!  

 

That Does Sound Promising, But Why Do Executive Recruiters Cost So Much? 

It does seem counterintuitive to save money by spending it to bring another party into the hiring process – but the proof is in the results. So much so that most executive recruiters will actually work for free, and will only bill you once a placement has been made. Let’s break down that value-add.  

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The majority of hiring managers are not solely responsible for hiring. Because of their normal duties, how much time are they feasibly able to contribute to the hiring process? And how much does that hinder their official responsibilities? In 2020, upper management and C-suite positions took 20% of companies more than 3 months to hire. In one study, 67% of respondents said it takes between 30 minutes to 2 hours just to schedule one interview. To cover for an absence in the team, write and post a job description, review applicants, schedule interviews, conduct interviews, and to actually make a hire can take up approximately 100 hours of a hiring manager’s time per hire. Meanwhile, a recruiter’s entire 9-5 is devoted to a search. This can reduce your team’s time spent by about 70%.  

Additionally, hiring a recruiter can offer exponential cost savings. 76% of hiring managers admit to recruiting the wrong candidate for a role, essentially making at least one bad hire per year. According to the US Department of Labor, the average cost of a bad hire is up to 30% of the employee’s first year compensation. This can result in as much as $240K depending on the role and company. When you also consider a 12-month placement guarantee, a recruiter fee seems like a fair investment to ensure your new hire pans out. Employing a recruiter helps lessen your chance of a costly bad hire.  

Finally, a recruiter’s expertise offers immeasurable value in a search. As experts in your industry niche, they will be able to provide insights into the market and your competitors’ movements that you won’t find online. They can define typical salary ranges for roles spanning several industries, locations, job functions, and skill levels. As hiring professionals, they are constantly in the business of knowing what companies are hiring, what companies are losing talent, and why. Executive recruiters are able to represent candidates without you “poaching” from your network, allowing access to otherwise unobtainable talent. The list goes on and on.  

 

Ultimately, Why Should I Work with a Recruiter?  

As a 30-second elevator pitch, we could talk about how executive recruiters help you save time and money. However, the real value comes from what executive recruiters bring to overall business strategy. They can help inform you about your industry’s movements, what your competitors are doing when it comes to hiring, trends you should be aware of, and changes in the market you should prepare for. Successful recruiters provide companies with more than a warm body for an open job.  

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When considering whether or not to take a recruiter’s call, consider the value of a long-term partner. A good recruiter will help advise you no matter how long it’s been since a placement was made. Having access to these insights is just good business, even when you’re not actively hiring. Recruiters share their clients’ successes, and are passionate about making these matches. After all, recruiters change organizations – as well as people’s lives and careers! – for the better.  

When it comes to selecting a recruiter, make sure to engage with relationship-based recruiters that are invested in the future of your company. At Blue Signal, we’ve set out to disprove the bad industry reputation that has resulted from transactional recruiting methods. As your partner in the process, we hope to make a long-lasting connection that benefits your organization beyond filling a role.  

Top 5 Hiring Trends in 2022

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Looking back on 2021 hiring trends, the hiring industry has learned a lot about how to pivot and excel in an ever-changing job market. As we’ve already started to see the many differences we’ll navigate in 2022, some hiring trends will remain the same. The war for talent is still prevalent and the candidate-driven job market persists. Remote work is not going anywhere, but even so has seen subtle differences today compared to hiring trends a year ago – along with new sets of trends beginning to emerge. Beyond acknowledging these trends as they occur, it’s important for businesses large and small to innovate and properly prepare for success. Offering candidates benefits they care about, hybrid work, DEI initiatives, upskilling, and automating processes are all covered in this overview of 2022’s hiring trends.

2022 Hiring Trends

1. Candidates Want More Than a Paycheck

No different than 2021, candidates still have the power in the job market as we navigate through the war for talent. In 2022, experts don’t see this hiring trend shifting which means employers must remain flexible in their offerings and be open to what candidates are actually seeking. Simple benefits like sign-on bonuses just aren’t cutting it anymore. Companies need to get creative and adapt to their candidates’ desires in order to stay ahead of the evident competition. By breaking down non-negotiables such as the ability to work remotely, it tells candidates you are open to being flexible and ultimately want the best for them. Overall, candidates are looking to be treated as human beings – and not just a small cog in a big machine.

Another crucial way to grab the attention of candidates is to ensure there’s updated company branding available for them to learn more about you. Today’s generation of professionals are looking to be a part of a company long-term. To do so, employees need to feel valued, important, and cared for, both at work and in their personal lives. Of course, hiring managers are able to elaborate on values and what sets their company apart in the interview process; but first - they need candidates to apply. Job seekers are looking online for evidence about why a company has potential before they even start the application process. By making this informational hunt easier for them to navigate, you’ll be a step ahead of the competition. Studies have shown that 52% of candidates rely on the information from a company’s website and social media to learn about the employer. Don’t overlook what a critical investment employer branding can be.

2. Remote/Hybrid Work is Here to Stay

Brought on in 2020 by the global pandemic, we’ve seen a spike in remote work. Studies show that 62% of workers aged 22 to 65 claim to work remotely at least occasionally. 2022 hiring trends all point to a continued increase in this area, with a particular focus on the availability of more hybrid working opportunities. Hybrid working conditions are trending to be the top ask among job seekers in this market. Every employee’s situation is different and in today’s candidate-driven market, companies need to provide options for how they work. Be prepared for candidates to negotiate a flexible schedule such as remote, hybrid, or a split shift.

These offers don’t just benefit the employee side, but also benefit the overall well-being of the company. Studies found that remote workers are more productive than in-office staff. Not to mention, remote working opportunities mean that companies can hire from a more diverse pool of talent. Another key factor that plays into these benefits is employee retention. When good candidates are becoming far and few between these days, retention is everything. Harvard Business Review found that remote workers were more likely to stay working for a business longer than colleagues who worked in-office. Overall, it’s important to be flexible and open-minded to what potential employees are asking for. Some people will prefer the office, some people will want to work at home, and others will need a mix of both. The best companies will cater to this hiring trend.

Remote vs. Hybrid Workers

3. DEI Initiatives Now a Must-Have

As the candidate pool shifts to a younger and more socially aware workforce, they are emphasizing diversity, equity, and inclusion (DEI) initiatives when searching for jobs. As we’ve seen an increase in progressive movements towards diversity in the workplace in the past couple years, it’s now become a requirement rather than a nice-to-have. Hiring trends state that in the coming year, businesses need to deliver on these big promises. Candidates are looking at actions rather than words. In 2022, companies will continue to focus on these initiatives, and we’ll see an increase in leadership roles created around diversity and inclusion such as “Chief Diversity Officer” and “Head of DEI.”

Along with the obvious social responsibility that companies should be supporting, DEI plays a critical role in productivity and retention in the workplace. Studies have found that companies in the top quartile for racial and ethnic diversity are 35% more likely (and those in the top quartile for gender diversity are 15% more likely) to have higher financial returns. Hiring trends have also proven that 35% of an employee’s emotional investment in their work, and 20% of their desire to stay at their organization, is linked to feelings of inclusion. Overall, an equitable and inclusive workplace will attract and retain a happier and more diverse workforce, creating success in every aspect of the business.

Wondering where to start? When strategizing DEI initiatives you can implement, start by setting up a diverse hiring team. This helps companies expand their workforce with individuals that bring unique ideas and experiences to the table.

4. Close the Skill Gap; Invest in Existing Employees

Today’s hiring market can be misleading when viewed at the surface level. Hiring trends state that 87% of employers are struggling to fill positions as a result of the skills gap, despite a high degree of unemployment. For companies who are looking to grow and expand market share, this may seem like a dead end. The solution? Promote and invest in education internally. All hiring trends, both current and predicted, lead to an emphasis on candidate’s skillsets rather than years of experience. Top skills being sought out focus on digital talents. Software development, data analytics, digital marketing, cloud computing, problem-solving, and project and change management are among these targeted skills.

By turning the attention to existing employees who are on the cusp of qualifying for a more technically advanced or higher responsibility role, employers avoid the stress of hiring during today’s climate. To be a successful business, we know retention is key. Offering skill advancement opportunities such as trainings and education programs takes retention a step further by saving both time and money. Statistics show that it costs more and takes longer to recruit and train new employees than upskilling current ones. SHRM reports that the average cost per hire in the U.S. is around $4,000, and that it can take an average of about 42 days to fill a position.

It’s hiring trends like these that are encouraging companies to focus internally. Surveys found that 84% of companies are increasing investment in reskilling programs. Amazon for example, recently announced that they were going to upskill 100,000 people in the near future. Above retention advantages, these opportunities promote employee satisfaction, loyalty, and employer branding all at once.

5. Advanced Technology and Automated Practices

As the digital world continues to take over and become more applicable to businesses, automation and AI will continue to be the most utilized hiring trend in 2022. With the new, younger generation set to take over a majority of the workforce, digitally advanced technology becomes critical. For smaller companies in particular, this will be essential in breaking out to compete with bigger businesses who have already been implementing advanced processes.

As we saw remote and hybrid work flourish, companies have since turned to AI technology to build out more automated processes and ways to streamline and communicate. 2022 hiring trends say that automation will go beyond HR and see advancement in all aspects of a business. This will go hand-in-hand with machine learning technology, resulting in an increased need for candidates with this unique skillset.

Taking all these hiring trends into consideration alongside the rapidly evolving and advancing job market; more companies are turning to recruiters and search firms. Navigating a new hiring market can feel like a full-time job in itself. That’s why there’s specialized recruiters in every industry space. Recruiters can help your company learn new hiring skills for this evolving world of work, expanding beyond being a personable employer and a good company. At Blue Signal, all our recruiters specialize in developing personal branding, adapting to industry changes, and offering insights to business leaders in their niche. Gaining insight on how to effectively work, interview, hire, manage, and communicate remotely can help you be the best hiring manager possible throughout today’s hiring trends. No matter the challenge you face, Blue Signal can help.

Why You Should Hire a Veteran in Your Next Open Role

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With the effects of the Great Resignation still ravaging many companies, this job market is unlike any we’ve ever seen. Millions have left their jobs in pursuit of new opportunities, which has left a lot of hiring managers with the arduous task of filling those vacant roles. Finding top-quality talent is always a struggle, but today, it’s even more so. Getting an edge over the competition is simple — consider a veteran hire in your search.

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The Benefits of a Veteran Hire

It’s tough for some veterans to find sufficient full-time work after service. According to the white paper “Challenges on the Home Front: Underemployment Hits Veterans Hard,” almost 16% of veterans are underemployed. So why should you consider hiring a veteran? Not only does this help to give back to those who have served, but in a recent study, around a fifth of employers said a veteran’s experience was indispensable to the betterment of their organization. Veterans gained a unique set of skills, abilities, and even education during their time serving. Depending on the role they held in the military, they could have a one-of-a-kind perspective to bring to your company.

For instance, imagine you’re looking for someone in a management or C-level position. Hiring a veteran is a no-brainer! “They [veterans] perform better under pressure... Service in the military may prepare one to make tough decisions and show leadership in tough times,” says Efraim Benmelech from Kellogg Insight. Many veterans have hands-on leadership experience in the military that can easily translate to the civilian world and ultimately better your organization. For example, an active security clearance lets employers know that they already had to pass a hefty background check. In the telecom industry, as well as others, this helps open doors for companies working on government contracts. Whatever the case, we’re here to help our nation’s veterans highlight their military service skillsets in the best way possible!

Another great benefit for companies hiring veterans is the Work Opportunity Tax Credit, an initiative by the federal government to help certain groups of people that may get overlooked, get hired - including veterans. By hiring a veteran in your next job search, you could potentially save on your company’s taxes, making hiring veterans a win-win situation for everyone.

Blue Signal Search Veteran Recruiting

Here at Blue Signal, we’re committed to connecting veterans with the companies and jobs that are a great match for both parties. Veterans have a lot to offer in the job market, including leadership experience, education, technical skills, a great work ethic, and more. To achieve our goal of getting more veterans hired in the coming years and beyond, we’re going to be targeting more veterans in our searches and seeking them out amongst other qualified candidates. If you’re a veteran looking for a job, we want to hear from you!

Why Our Team is Different

So why should you, as a candidate or potential client, work with us versus one of the other recruiting firms out there? To us, you’re not just a number — our primary goal is to maintain great relationships and help everyone achieve their goals, whatever those might be. Besides our commitment to you, we offer veteran recruiting as a specialty, which includes access to members of our team who have served or are currently serving in the military.

In addition to the dedication and experience of our team, veterans we work with have access to many jobs that aren’t posted anywhere else. Partnering with us has its perks beyond just scouring various job boards. Our team helps connect veterans to those jobs that they might not be able to find (or apply for) otherwise. We are there to help through the application and interview process by providing helpful tips along the way.

The bottom line is: we’re willing to go above and beyond to help veterans. Part of that is helping them to translate their military service into beneficial skills in the civilian job market.

Training and Resources

For our veteran candidates, we’re proud to offer many resources, including our newest service you can take advantage of: Resume and Career Services, powered by Blue Signal. If you're looking to get even more out of your job search, sign up now to get a head start on your next career move.

We look forward to serving those who have already given us so much. Contact us today to get started.

2021: A Year for Growth

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Kicking off the new year, Blue Signal would like to use this time to celebrate what we accomplished in 2021. We had set pretty hefty goals for ourselves following the Coronavirus Crash of 2020, and weren’t sure how achievable they may be with all of the uncertainty surrounding the professional landscape. Despite these fears and variables, we charged on — setting goals for placements, revenue, hiring, expanding, and growing as an organization. Every accomplishment we were able to achieve was a series of small steps toward growth. Let’s take the time to reflect and examine them.  

 

Growth in Placements  

In August of 2020, Blue Signal achieved 1,000 all-time placements. This was a huge accomplishment, especially given the circumstances of that year! However, closing out 2021 with over 1,500 placements marks the fastest growth period in Blue Signal history.  

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To us, those 1,500 placements translate to 1,500 changed lives; 1,500 stronger teams; 1,500 career moves; and so much more. These relationships that we cultivate are what make us successful, and result in a lasting impact. When we make placements, it’s not just to get a number on the board — it’s to ensure the best matches possible for clients and candidates. These incredible placements are what set us apart, and that’s clear in the feedback we receive.   

Getting people opportunities for growth is why we do what we do. Our core values of excellence, transparency, integrity, commitment, and respect all align with our placement guarantees and each of our recruiting practices. Helping others is in our DNA, and it’s so rewarding to see it come to fruition — especially at an accelerated pace like it was in 2021! 

 

Initiatives and New Offerings 

In the spirit of growth and giving back, Blue Signal also took 2021 as an opportunity to update and expand our hiring practices and offerings. We took a look at the market and saw a need in more niche, specialized fields like lighting, emerging technology, and the internet of everything. With needs in these rapidly-growing fields, we’re staying ahead of the tech to best support clients in those industries.  

Additionally, we’ve dialed into our existing candidate pool and are actively working to promote the very things that set candidates apart – their unique backgrounds. It's our commitment to finding candidates the job of their dreams. For those with military backgrounds, that means translating their military experience to the civilian world and supporting them through the hiring process. Our veteran recruiting practice will work to assess applicants’ military backgrounds and goals to better align them with a fulfilling role in the civilian world. 

Furthermore, candidates asked and we listened when it comes to applicant resources. We began planning the new Resume and Career Services, powered by Blue Signal, which is set to launch in early 2022. This subscription-based service will offer members self-directed coursework to gain the tools needed to empower job seekers on their career projection, job moves, and more.  

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Although not an entirely new concept, we did update and solidify our diversity, equity, and inclusion (DEI) goals and practices throughout the company. As recruiters, it has always been our duty to advance and promote workplace DEI. Blue Signal has championed this effort internally by educating and certifying 100% of our recruiters on the subject. Externally, we are educating hiring managers and ensuring the hiring experience is free of discrimination and bias. As we advance into 2022 with these missions in mind, we’re hoping to better the hiring landscape for organizations across the board.  

 

Awards and Recognition 

Perhaps one of our fondest accomplishments in 2021 were the awards we were recognized with. In 2021, we were named as one of the Best and Brightest Companies to Work For in the Nation. Industry Wired dubbed us one of the 10 Best Companies to Work for in 2021. We ranked as number 1750 on the Inc 5000 list and were listed as a Best Workplaces Honoree for Inc Magazine. In our headquarter state of Arizona, we were named among the Top Companies to Work for in Arizona, as well as Ranking Arizona’s #2 Executive Search and #4 Technical Placement Firm. We were also named as a Top Recruiter for Best of Tempe, and won the Copper Award for Healthy Arizona Worksites.  

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As a result of the hardships of 2020, Blue Signal realized its full potential. Despite being a company of under 50 employees, we’ve accomplished so much following what had been the hardest year yet. The recognition we’ve received from these awards humbles us in our mission, but also gives us reassurance that we’re on the right path when it comes to transforming the recruiting industry for the better.  

 

Company Growth 

Overall, this small but mighty team prospered. Blue Signal grew its internal workforce by 25% in 2021. With that, we now have professionals positioned in 13 states across the US – providing better coverage nationally. 2021 marked 3-year revenue growth of 261% – and counting! With more support internally, we were able to get back to doing what we do best – helping others. We are looking forward to the growth that 2022 is sure to bring, and what that will mean in terms of results for candidates and clients alike.  

 

Looking Ahead  

When defining goals and examining what growth will mean for the company in 2022, we’ve set the bar high. Internally, we are looking to hire 25 more recruiters by year-end, meaning a 50% increase in our workforce. We are positioning ourselves for the anticipated growth in professional services, manufacturing, healthcare, and transportation and warehousing industries. Leveraging our tried-and-true resources, we are expecting even more success this year.  

It’s a very exciting time for us here at Blue Signal. The last year taught us that no matter the conditions, staying true to our core values and mission will lead to success. We look forward to continuing our partnership with each one of our clients and candidates, and hope to help them all on their own growth paths in 2022. Thank you to all who helped contribute to an incredible 2021 – here's to what lies ahead!  

5 Reasons to Continue Your Job Search During the Holidays

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Each year, as we roll into the holiday season, many job seekers wonder: Should I continue my job search during the holidays? The truth is that the month of December might be the best time to look for a job! You’ll likely have way less competition and be able to capitalize on the opportunities that are available to you this time of year. Here are just five of the top reasons to keep that job search rolling:

Job Search

1. Employers Are Hiring

If you are inclined to think that employers stop searching for new employees during the holidays, think again. This is especially true if their budgets are tied to the calendar year because they know how much money they have available to spend on recruitment and salaries. They might also be more apt to hire before the end of the year so they can maximize their budgets, instead of potentially losing that money after the calendar flips. And in some industries, January is a busy month, so they want to staff up now to be able to hit the ground running come the new year.

2. Less Competition During the Holidays

Since many job seekers put a hold on their job search during the holidays, there are plentiful opportunities for you if you keep your momentum high. While the average corporate job opening receives 250 resumes, with fewer people looking toward the end of the year, that number drops significantly. That means that your resume is more likely to be seen by the employers and recruiters who are looking for you.

3. Exceptional Networking Opportunities

December is full of parties, events, and other gatherings—so much so, that most people have very full calendars. That’s a big plus for you and provides you with multiple opportunities to meet key decision makers and others who can help in your job search. Whether you go to events thrown by professional associations, alumni networks, corporations, or friends and family, you’re bound to interact with some great people. Remember to let them know that you’re looking and be specific about the kinds of roles and industries you’re targeting.

4. Seasonal and Part-time Roles Could Become Permanent

The holiday season is a prime hiring time for several industries, including retail and hospitality. If you are unemployed and looking to do something to get your foot in the door or earn a little extra cash, you have a great opportunity to prove yourself and transition what started as a seasonal or part-time role into something more permanent. This is also true of contract positions. If a company is bringing on additional help during the holidays, that work may continue well into the new year. And if you’re already a member of the team, the likelihood that your contract will be extended is high.

5. Gain an Edge on New Year Job Seekers

New Year’s resolutions being what they are, there is often a surge in hiring come January 2. That results in more competition for the roles that interest you. By continuing your job search during the holidays, you’re positioning yourself for success, whether it’s in the month of December or further on down the line. Even if companies are waiting until they receive their 2022 budgets to start hiring, by starting (or continuing) your efforts now, you’re getting on their radar. That’s because hiring managers and recruiters probably have a good idea what’s coming down the pike, even if it’s not currently advertised. And if you meet them and start chatting at a holiday get-together, guess who they’ll have top of mind when they’re ready to hire? Yep: You.

DO Continue Your Job Search During the Holidays

There’s no doubt that by maintaining momentum on your job search during the holidays, you will put yourself in a great position to find success—if not in 2021 then certainly in 2022. Continue to reach out to employers and recruiters, apply to positions, and mix and mingle throughout the season. Your commitment can pay off dividends on your quest to find the perfect next job.

Looking for more support in your job search? Blue Signal Search is proud to announce the upcoming launch of Resume and Career Services, Powered by Blue Signal, in early 2022. Get on the mailing list now to learn more about this exciting new offering that will put you in the driver’s seat of your career and get you educated, empowered, and employed!

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