Blue Signal Search Recognized as a Best Place to Work in Arizona for 2024 by Phoenix Business Journal

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[Phoenix, AZ] Dec 13, 2024 — Blue Signal Search has once again been recognized as one of Arizona’s best workplaces, earning the prestigious title of a Best Place to Work in Arizona by the Phoenix Business Journal. This year, Blue Signal ranked #12 in the “Micro Company” category (under 50 employees), a testament to the company’s outstanding culture, values-driven mission, and dedication to its people.

The Phoenix Business Journal’s annual Best Places to Work list highlights top employers in the Valley based on anonymous employee feedback gathered through rigorous surveys. The program celebrates organizations that foster exceptional workplace environments, prioritizing employee engagement, support, and satisfaction. Winners gain valuable insights from the feedback, which they can use to further enhance their teams' experiences.

Blue Signal joined 99 other outstanding companies at the Phoenix Business Journal’s awards event on December 10th at The Camby Hotel, where businesses across all categories came together to celebrate workplace excellence. The evening was filled with energy and camaraderie, shining a spotlight on the Valley’s thriving business community. Blue Signal is proud to stand among such incredible organizations, all committed to fostering environments where their employees can thrive. Congratulations to all the winners for setting the standard for what makes a workplace truly great.

To see the full list of this year’s Best Places to Work in Arizona, visit the Phoenix Business Journal website.

More about Phoenix Business Journal:

Phoenix Business Journal (PBJ) is Arizona’s premiere resource for breaking business news, including daily updates, weekly publications, and industry insights. PBJ is a member of the American City Business Journals (ACBJ) - the largest publisher of metropolitan business newsweeklies in the United States. ACBJ has 44 business publications across the country, reaching more than 3.6 million readers each week. With a commitment to providing comprehensive coverage of the local business landscape, PBJ serves as a vital platform for businesses to stay informed, connected, and empowered.

More about Blue Signal Search:

Having successfully completed over 2,900 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. 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. Learn more about our company and life at Blue Signal here.

Check Out Our Other Awards:

  • Forbes Best Executive Search Firm, Professional Search Firm, and Staffing Firm 2020, 2023, 2024
  • 3x Inc. Regionals Southwest 2022, 2023, 2024
  • 3x Inc. 5000 Fastest-Growing Private Companies 2021, 2022, 2023, 2024
  • 3x Best Places to Work by Phoenix Business Journal 2020, 2022, 2023
  • 3x Inc. Magazine's Best Workplaces 2021, 2022, 2023, 2024
  • 4x Ranked #2 Executive Search Firm in Arizona by AZ Big Media 2020, 2021, 2022, 2023
  • 2x #3 Permanent Placement Firm in Arizona by AZ Big Media 2022, 2023
  • 2x #3 Temporary Placement Firm in Arizona by AZ Big Media 2022, 2023
  • 2x BBB Torch Awards for Ethics Finalist 2022, 2024
  • 2022 Inc. Inaugural Power Partner
  • #1 Top Company to Work for in Arizona for Millennials by BestCompaniesAZ 2022
  • #1 Technical Placement by Ranking Arizona 2022
  • Best and Brightest Company to Work For by NABR 2021
View all awards

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How to Respond to Glassdoor Reviews: A Complete Guide for Employers

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Imagine you’ve just posted a job opening for a key position. A talented candidate finds the listing intriguing but pauses to check your Glassdoor page. What they find there could make or break their decision to apply. Your Glassdoor page is often the first impression potential candidates have of your company. Think of it as a digital reflection of your workplace culture, leadership style, and overall employee experience.

When people leave reviews, they’re not just venting or praising, they’re creating a narrative that can either help or hurt your employer brand. Responding to Glassdoor reviews is a powerful way to shape that narrative. A thoughtful, timely response shows your commitment to transparency, growth, and employee satisfaction. Whether you're addressing positive feedback or tackling criticism head-on, your approach matters. In this guide, we’ll walk through why responding matters, share examples and actionable strategies, and help you turn Glassdoor into a strategic asset for your company’s success.

Why Responding to Glassdoor Reviews Matters

Glassdoor reviews are more than feedback, they’re a key touchpoint for anyone considering working with or investing in your business. According to Glassdoor, 86% of job seekers research company reviews before deciding to apply, and over 60% say they wouldn’t apply to a company with negative reviews that remain unaddressed.

A professional woman working on a laptop, with a statistic overlay about job seekers researching company reviews on Glassdoor

For employers, this means every review—positive or negative—is an opportunity to influence how candidates perceive your company. Responding shows that you care about feedback, are invested in improvement, and value employee experiences. Companies that actively engage with reviews are more likely to attract top talent and foster loyalty among current team members.

💡For Example: Consider two competing companies. One has glowing reviews but no employer responses. The other has mixed reviews, but management has responded to every comment, outlining steps they’ve taken to address concerns. Candidates often choose the latter because active engagement signals accountability and transparency. 

Proactively managing reviews not only enhances your reputation but also helps you identify and address recurring issues within your organization.  

Learn How Brand Reputation Impacts Hiring Success

Best Practices for Responding to Glassdoor Reviews

Responding to Glassdoor reviews effectively requires a thoughtful, strategic approach that balances professionalism with empathy. Whether you're addressing glowing praise or critical feedback, these practices will help you craft responses that reflect positively on your company:

1. Respond Promptly

Timely responses signal that you value feedback and take employee concerns seriously. Aim to reply within one week of a review being posted to demonstrate attentiveness. According to PR Daily, quick engagement can also de-escalate negative reviews and improve your employer brand.

2. Show Gratitude

Start every response by thanking the reviewer for their feedback. Thanking reviewers for their feedback—whether positive or critical—sets the right tone. Expressing appreciation demonstrates humility and establishes a constructive foundation for your response.

💡 Example: “Thank you for taking the time to share your thoughts. We appreciate all feedback and see it as an opportunity to grow.”

3. Acknowledge Concerns Thoughtfully

For negative or constructive feedback, recognize the reviewer’s perspective, even if you don’t fully agree. Empathy helps diffuse tension and demonstrates your willingness to listen.

💡 Example: “We’re sorry to hear about your experience and appreciate you bringing this to our attention.”

4. Personalize Your Responses

Avoid generic replies. Reference specific points raised in the review to show genuine engagement. Tailored responses demonstrate that you’ve read the review thoroughly and are responding with intention, which can make your company appear more approachable and thoughtful.

💡 Example: “We’re so glad to hear you enjoyed the professional development opportunities here. It’s something we strive to prioritize for all employees.”

5. Stay Honest and Transparent

If a review highlights a legitimate concern, address it directly. Be transparent about the steps your company is taking to improve, but avoid overpromising or dismissing criticism.

💡 Example: “We understand your concerns about communication and are implementing team-wide updates to improve transparency.”

6. Invite Further Dialogue (When Appropriate)

For sensitive or complex issues, suggest continuing the conversation offline. This demonstrates a commitment to resolution without escalating the situation publicly.

💡 Example: “We’d love to hear more about your experience. Please reach out to us at [email address] so we can better understand your concerns.”

7. Highlight Positive Actions

Use reviews as a chance to showcase improvements or initiatives. This not only addresses the reviewer’s concerns but also shows prospective employees that your company takes action based on feedback.

💡 Example: “We’ve recently introduced new leadership training programs to address concerns like those mentioned in your review.”

8. Maintain Professionalism and Composure

Resist the urge to get defensive, even when a review feels unfair. Focus on addressing concerns calmly and offering solutions. Remember, readers often judge your response more than the review itself. A professional tone reflects strong leadership and leaves a positive impression.

💡 Example: “We’re sorry to hear about your concerns. We’re committed to addressing these issues and welcome further dialogue to ensure we improve moving forward.”

Responding to Glassdoor Reviews by Type of Feedback

Every Glassdoor review is unique, and there’s no one-size-fits-all approach to crafting responses. However, there are common themes and scenarios employers often encounter. Below, we’ve outlined examples of how to handle different types of feedback—from glowing praise to critical comments. While these are just examples, we hope they serve as a starting point to help you navigate even the most challenging reviews with confidence and professionalism. 

Type of Review Scenario Example Response
Positive Feedback “The company culture is amazing!” “Thank you! We’re thrilled to hear our culture made a positive impact. We’re proud of creating an environment that values employees.”
“I’ve been promoted twice!” “Congratulations on your growth! Supporting development is a key priority for us. We’re excited to see your success!”
Constructive Feedback “Communication could be better.” “Thank you for your input! We’re working on improving communication with regular updates and manager check-ins.”
“The workload can be overwhelming.” “We’re glad you find the work rewarding. We’re exploring ways to better balance workloads and appreciate your feedback.”
Negative Feedback “No work-life balance.” “We hear your concerns. Work-life balance is a priority, and we’ve introduced flexible scheduling to better support our team.”
“Management doesn’t listen.” “We’re sorry to hear this was your experience. We’ve implemented leadership workshops to improve engagement.”

Legal and Ethical Considerations

Professionalism and ethics should guide every response. Glassdoor reviews are permanent and highly visible, meaning your replies should not only address the review itself but also reflect the integrity of your company. While addressing reviews, always prioritize:

  • Privacy: Never disclose sensitive or personal details about employees or incidents.
  • Transparency: Be honest and realistic in your responses. Avoid overpromising or deflecting blame.
  • Professionalism: Even when faced with harsh criticism, stay calm and constructive.

These principles not only ensure your responses remain respectful but also help reinforce a positive employer brand. By handling reviews with care and accountability, you demonstrate to current and future employees that your organization values fairness and growth.

Discover How a Bad Hire Affects Your Company

Beyond Responding to Glassdoor Reviews: Employer Branding and Retention

Responding to Glassdoor reviews is just one part of a larger strategy—building a strong employer brand that attracts top talent and retains your best employees. A company’s employer brand is shaped by the voices of its employees and candidates, not just corporate messaging. According to Glassdoor, employee voice is three times more credible than the CEO's when discussing working conditions, highlighting the importance of transparency and authenticity. Companies that actively invest in their employer brand can reduce turnover by as much as 28%, saving costs and fostering a stronger workforce. Employer branding goes beyond reputation, it creates a workplace culture where employees feel valued and motivated to stay. When employees see their feedback acknowledged and acted upon, they become advocates, further strengthening your brand. By committing to these efforts, you not only respond to Glassdoor reviews effectively but also set the foundation for long-term success in the competitive talent market.

The Importance of the Candidate Experience

How We Can Help...

Managing Glassdoor reviews, crafting compelling job postings, and standing out in today’s competitive talent market can feel overwhelming. At Blue Signal Search, we simplify the process with custom search strategies that attract top-tier talent while saving you time and resources. We analyze your current job postings, employer branding, and retention strategies to identify what’s working and where improvements can enhance your hiring success. While we can’t change your company culture (that’s on you!), we can ensure it’s presented in a way that resonates with the right candidates. Ready to build your dream team? Contact us today to learn how we can help.

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When Salary Negotiations Turn Sour: The Disconnect Between Employers & Job Seekers

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When salary negotiations turn sour, the fallout can affect both employers and job seekers deeply. In a world where compensation talks can make or break job offers, understanding the salary negotiation disconnect is crucial for both parties. This blog explores the complex dynamics of salary negotiations, shedding light on the common misunderstandings and tactical errors that often lead to frustrating outcomes. By diving into the perspectives of both employers and job seekers, we aim to demystify the process and provide actionable advice to help navigate these critical discussions more effectively. Whether you’re offering a job or accepting one, understanding these nuances could be the key to a successful negotiation that satisfies both parties.

Why Do Salary Negotiations Fail?

Salary negotiations can be a tightrope walk for both employers and job seekers. Recognizing where these disconnects occur is the first step to better negotiations:

A concerned businessman holding money, looking perplexed, highlights common pitfalls in salary negotiations, including lack of transparency and poor communication.

Common Pitfalls in Salary Negotiations

Salary negotiations often stumble because of common misunderstandings and miscommunications. For both employers and job seekers, recognizing these pitfalls can pave the way for more successful outcomes.

Employers: The Importance of Transparency

Employers need to approach salary negotiations with openness about the rationale behind their offers. A common pitfall is failing to provide a clear explanation of how salaries are structured and what factors influence the final figures. This includes market rates, the candidate’s experience level, and internal parity. By being transparent, employers help mitigate the salary negotiation disconnect by setting clear expectations and building trust with potential hires. Moreover, embracing pay transparency can lead to reduced wage gaps and foster a more equitable workplace, as noted by PayAnalytics. Companies that are upfront about their pay structures are often seen as more ethical and employee-friendly, which can attract top talent and reduce turnover rates, according to Forbes.

Job Seekers: Knowledge Is Power

For job seekers, a frequent stumbling block is entering negotiations without a solid understanding of their market worth or the typical salary ranges for the position in their geographic and professional area. This lack of preparation can lead to unrealistic salary expectations or the inability to effectively articulate their value. Job seekers should arm themselves with up-to-date salary data and be prepared to discuss how their background and achievements align with the demands of the role.

Bridging the Gap: Facilitating Balanced Discussions

To bridge the salary negotiation disconnect, both parties must aim for an open and respectful negotiation process. Employers should be prepared to discuss the full compensation package clearly, while job seekers should transparently share their salary expectations and justifications. Employing tools like salary calculators and accessing up-to-date salary data can facilitate a more informed discussion, helping both sides achieve a mutually beneficial agreement.

Addressing these common pitfalls can significantly smooth the process of salary negotiations, reducing misunderstandings and fostering a more productive dialogue between employers and job seekers.

Equity Concerns in Salary Discussions

Equity is a critical aspect of salary negotiations that can significantly impact the perceptions and outcomes of these discussions. Understanding how to approach equity can help both employers and job seekers navigate this complex topic effectively.

Employers: Balancing Internal and External Equity

For employers, it's crucial to balance internal equity—ensuring that employees in similar positions with similar experience and performance are paid comparably—without alienating potential new hires by offering less competitive salaries. Employers need to be transparent about how salaries are determined and aware that internal pay structures might not always align with current market rates. Ignoring market competitiveness can exacerbate the salary negotiation disconnect, especially when a candidate is aware of their market value.

As highlighted by AIHR, maintaining internal equity is essential for employee morale and retention. However, businesses must also recognize that their internal equity concerns are not the external candidate's problem. According to this LinkedIn article by Robert J. Greene, companies risk losing both external candidates and their own internal talent to competitors if they fail to stay competitive with external market values. If employees realize they are underpaid compared to the market, they are likely to leave regardless of internal equity efforts. Thus, businesses need to enhance internal equity while also ensuring they offer competitive salaries aligned with the external market to attract and retain top talent effectively.

Job Seekers: Understanding When to Discuss Equity

Job seekers should be prepared to discuss equity concerns, but timing is key. It's advisable to bring up equity questions after receiving a job offer, when there is a clear intent to hire and room to negotiate. They should seek to understand how their potential salary compares with others within the same organization and the criteria for future salary adjustments and promotions. This understanding can help mitigate the salary negotiation disconnect by setting realistic expectations.

Bridging the Gap: Transparent Conversations About Equity

To bridge the salary negotiation disconnect regarding equity, both parties should engage in open and honest discussions about how salaries are structured within the organization. Employers can provide prospective hires with a clear understanding of the compensation philosophy and growth opportunities, while job seekers should feel empowered to ask for a fair comparison to ensure they are being offered a competitive and equitable package. Both parties can benefit from such transparency, which promotes fairness and satisfaction in the hiring process.

Understanding Total Compensation Beyond Salary

When discussing compensation, it's crucial to look beyond the base salary to understand the full package being offered. This holistic view helps mitigate the salary negotiation disconnect by aligning expectations between employers and job seekers.

Employers: Offering a Comprehensive Package

Employers must articulate the total compensation package clearly, highlighting elements like benefits, bonuses, and growth opportunities. This approach helps justify the salary offered and shows the employer’s commitment to their employees' comprehensive well-being. Benefits such as health insurance, retirement plans, paid leave, and professional development contributions often add substantial value that may not be immediately obvious when looking at salary alone. By fully presenting these elements, employers can demonstrate a deeper level of investment in their workforce.

Additionally, in our 2024 top recruiting trends report, it's clear that candidates increasingly value remote and flexible work opportunities alongside purpose-driven work. Working for a purpose-driven company can significantly enhance job satisfaction and retention. By offering a comprehensive package that includes flexible work options and aligns with these values, employers can attract top talent and foster a motivated and committed workforce.

Job Seekers: Evaluating the Complete Offer

Job seekers should assess an offer in its entirety, not just the salary. This evaluation should include health benefits, retirement plans, paid time off, and opportunities for professional growth. These components can significantly enhance the total value of the offer, sometimes compensating for a lower-than-expected salary. Understanding the full package allows candidates to make informed decisions based on the complete value of what’s being offered, rather than salary alone. Additionally, Deloitte emphasizes the importance of evaluating the professional growth opportunities within organizations. Access to training, career development programs, and advancement opportunities can add significant value to a job offer.

A detailed job offer checklist showing categories such as Salary, Health Benefits, Paid Time Off, Retirement Plans, Professional Development, and Flexible Work Options.

Bridging the Gap: Communicating Total Compensation

To effectively address the salary negotiation disconnect, it is crucial for both parties to communicate openly about all components of the compensation package. Employers should be transparent and detailed, while job seekers should feel empowered to ask clarifying questions, so that they can better understand the holistic value of a job offer and make more informed decisions. This comprehensive understanding can shift negotiations from mere salary discussions to a broader conversation about mutual benefits and shared value, leading to more successful outcomes.

Economic Trends and Their Impact on Salary

As economies fluctuate, the landscape of salary negotiations shifts accordingly, presenting unique challenges and opportunities for both employers and job seekers. Understanding these economic trends is pivotal in navigating the often-complex salary negotiation disconnect, ensuring that both parties engage in informed and fair discussions.

Employers: Adapting Offer Strategies to Economic Shifts

In an environment influenced by economic shifts, such as inflation or recession, employers must adjust their salary offers to remain competitive and realistic. Understanding the economic context is essential for making offers that are attractive yet sustainable. During times of inflation, for example, salary offers should reflect the higher cost of living to prevent them from being perceived as undervalued by potential hires. According to Payscale, staying informed about industry salary benchmarks and economic forecasts is crucial for guiding compensation strategies. Additionally, WorldatWork projects that pay increases in 2024 are expected to exceed inflation, highlighting the importance of aligning salary offers with economic realities to effectively address the salary negotiation disconnect.

Job Seekers: Negotiating with Economic Awareness

Job seekers need to be aware of the broader economic conditions when negotiating salaries. In times of economic downturn, for instance, understanding the pressures on businesses can guide seekers in making reasonable demands. Conversely, in a booming economy, candidates might leverage their skills for better offers. Being informed about the economic climate helps job seekers approach negotiations with a balanced perspective, aligning their salary expectations with current market realities.

Bridging the Gap: Flexible and Informed Negotiations

Both employers and job seekers benefit from maintaining flexibility and staying informed about economic trends that impact salary structures. By fostering open discussions about how economic factors influence salary offers, both parties can negotiate more effectively, ensuring fair and equitable salary agreements that reflect both current economic conditions and individual value. This mutual understanding can significantly reduce the salary negotiation disconnect, leading to more successful and satisfactory hiring outcomes.

Partnering with Blue Signal Search

Navigating the complexities of salary negotiation can be challenging, but it doesn't have to be a struggle. At Blue Signal Search, we specialize in smoothing over these disconnects, providing expert guidance to ensure both parties reach mutually beneficial agreements. While we understand that some employers may face budget constraints, we excel in helping you present a fulfilling job offer that attracts top talent. Our recruiters work closely with employers to craft compelling compensation packages that align with market trends and organizational goals, while also offering strategic advice to job seekers to help them articulate their value effectively.

For job seekers looking to sharpen their negotiation skills, our sister company, Resume and Career Services, offers invaluable resources. Their YouTube channel features free video courses on salary negotiation tactics, equipping you with the knowledge needed to secure a fair and satisfying job offer. By partnering with our team, you gain access to a holistic approach to recruitment that simplifies the negotiation process, ensuring successful outcomes for all involved.

Conclusion

In conclusion, navigating salary negotiations can be tricky, often leading to a salary negotiation disconnect that results in misunderstandings and missed opportunities. But with clear communication, realistic expectations, and a bit of empathy, employers and job seekers can bridge the gap and turn potential conflicts into win-win situations. Use this guide to approach your next negotiation with confidence and share these insights with your network to help others navigate the process. And remember, if you ever need expert guidance, reach out to myself or any of our team at Blue Signal Search. We're here to help you transform daunting negotiations into opportunities for growth and success!

Meet Recruiting Expert, Kelsey Campion

Kelsey Campion, Sr. Recruiting Manager at Blue Signal Search, brings a wealth of experience and expertise to the table. With a proven track record in connecting top-tier talent with industry-leading employers, Kelsey is dedicated to helping businesses navigate the complexities of hiring and salary negotiations. Her strategic approach and deep understanding of market trends ensure that clients receive tailored solutions to meet their unique hiring needs. Whether you're looking to fill a critical role or build a high-performing team, Kelsey Campion is your go-to partner for recruitment success. Contact Kelsey to see how she can help support your hiring goals!

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Contact Kelsey

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Monday Market Share: Human Resources Jobs

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In this edition of our Monday Market Share series, we dive into the current needs for Human Resources jobs with the guidance of Lisa Garstang, an esteemed recruiter in the field. Join us as we uncover the latest trends and insights driving the HR job market. From the most sought-after roles to the challenges faced by organizations today, we'll explore the keys to success in attracting and retaining HR talent in a competitive landscape.

Lisa uses her expert knowledge within the HR industry to answer the following questions about human resources jobs:

  • Name the top three HR roles and demand based on the current job market trends.
  • How do you attract and retain HR talent effectively in a competitive job market?
  • What common challenges does the Human Resources field face today

 

Read on to hear her responses or click on the video below!

What are the top three human resources jobs in demand based on the current job market trends?

“The hottest positions in HR today are training and development specialists, compensation and benefits specialists, and HR. Managers.”

How do you attract and retain HR talent effectively in a competitive job market?

“Finding and keeping the best employees for your organization is a crucial challenge for any HR Manager. In a competitive market, you need to stand out from the crowd and offer a competitive value proposition to attract and retain top talent. How do you do that? Here are some tips to help you improve your recruitment and retention strategies. Sell your employer brand, offer competitive compensation and benefits, provide learning and development opportunities, foster a culture of diversity, equity, and inclusion, and recognize and reward your employees.”

What common challenges does the human resources field face today?

“Companies are challenged with managing a remote and hybrid workforce, ensuring pay equity, and identifying and hiring candidates for open jobs. In response to these challenges, organizations have found it necessary to collaborate with staffing firms, such as Blue Signal, to navigate the modern HR landscape and secure the services of highly qualified professionals. This collaborative approach empowers companies to address challenges and bolster their capacity to attract and retain top tier small.”

Conclusion

In conclusion, staying ahead of HR trends and challenges is vital for organizations seeking to attract, retain, and manage top-tier HR talent. Especially for the current job market’s most sought-after human resources jobs. Lisa's insights provide valuable guidance for navigating the dynamic HR job market. At Blue Signal, we understand the nuances of HR recruitment and are here to support your organization in finding the perfect HR talent to drive your success.

Contact us today to explore how our team can assist your HR recruitment needs and help you thrive in the ever-evolving HR landscape.

About Lisa Garstang

Meet Lisa Garstang, your HR hiring partner. With over two decades of experience, Lisa excels in connecting people and companies. Specializing in human resources, accounting & finance, and IT recruiting, she's your go-to expert for finding the perfect HR talent. She knows how to manage all stages of full cycle recruiting, from candidate sourcing and screening, through offer negotiation and the on-boarding process. Reach out today to tap into Lisa's expertise and find the perfect HR fit for your team!

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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.  

Stress Factors at Work Blog 2

#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.  

2021 Jobs on the Rise: How 2020 Shaped New Trends and Created a Surge In Demand

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As we settle into 2021, it has become evident how much has shifted in the workforce - especially considering what jobs are in demand. 2020, the year of unprecedented times, has brought us a completely new list of roles and industries that are rapidly hiring and ready to be capitalized on. Diversity and inclusion consulting roles, for example, have drastically increased as businesses seek dedicated staff behind these crucial initiatives. Flexible schedules and more positions offering work from home options have also played a big part in the job market further opening up. Big cities such as New York City, Los Angeles, and Washington D.C. still lead with the majority of open jobs, but there is much more freedom when it comes to job hunting compared to a year ago. The spike in the number of open roles and those looking for work also directly relates to the high amount of layoffs that took place in early 2020. Those who were laid off or took time to be at home with family due to the pandemic are now looking to enter back into the workforce as the vaccine is being adopted and those roles are reopening. In this blog, Blue Signal breaks down specific industry trends to look at what caused such an increased demand in jobs, specifically within D&I, healthcare, E-commerce and marketing, tax roles, and education.

Industry Trends:

Navigating 2020 was new territory for everyone - while some industries and businesses were hit harder than others, everyone was forced to pivot and adjust as best they could. The hospitality industry for example, faced one of the biggest hits across all industries, but it was incredible to see how these entertainment businesses were able to reimagine their brand and service offerings to match the needs of consumers. In a previous blog, we shared how food and beverage companies rose to the challenge, with some global distilleries shifting production from vodka and gin to hand sanitizer. LinkedIn recently created a list of the most in-demand jobs for 2021 and they found that while fields such as aviation and hospitality were affected the most, other areas like healthcare, education, and finance had to drastically ramp up hiring to meet increased demand. 

Diversity and Inclusion Jobs

Diversity and Inclusion Jobs

Across all industries, large or small, businesses are recognizing the necessary action they must take when it comes to being vocal and thoughtful about D&I within their own organizations. For a lot of businesses, this is something they are dealing with publically for the first time. After the Black Lives Matter movement and many other global civil rights campaigns that took place last year, companies are speaking to their customers’ and audiences’ interests, and making plans to support these causes internally. To carry out these mission statements, many companies are seeking to hire professionals in new roles and even full departments, to develop and manage these policies and actions surrounding diversity and inclusion. Indeed reported that “Between September 2019 and September 2020, Indeed job postings in diversity, inclusion and belonging have risen 56.3%—from 140 jobs per million to 219. More significantly, after the U.S. economy declined in Spring 2020, the DI&B industry recovered quickly, with job postings rising by an astonishing 123% between May and September.” For examples and actionable advice on how your company can go about D&I initiatives head-on, check out our recent blogs on Diversity, Equity, and Inclusion at Blue Signal and The Importance of Diversity & Inclusion in Recruiting, where we mention what we’re doing to enforce this change both internally and within the recruitment industry as a whole.  

  • Workplace Diversity Experts
    • Increased Demand: Last year, companies large and small turned to diversity experts to help bring new voices into their organizations. Hiring for these roles increased more than 90% since 2019.
    • Top Job Titles: Common job titles include Diversity Manager, Diversity Officer, Head of Diversity, and Diversity Coordinator.
    • Top Locations Hiring: Popular hiring locations include New York City, San Francisco, and Chicago. 
    • Salary Range: The average salary ranges from $72,900 to about $97,000. 

Healthcare Jobs

Healthcare Jobs

Not surprisingly, the healthcare industry has completely opened up and still seems to have a never-ending demand for staff, specialists, researchers, and volunteers due to the global health crisis. This has created a huge increase in opportunity and, for those who were contemplating making a career change into the medical field, it could not have come at a better time. Due to such an uptick in urgency for professionals like these, it is the easiest it’s ever been to make this transition, with quicker onboarding processes and more options for accelerated certifications and education programs available. Seaman says, “Many of these roles can be trained for remotely and don’t require a four-year degree.” Though front-line workers such as medical assistants and physicians are always in demand, another newcomer to these highly sought-after positions is in home health. When friends and family members weren’t able to visit their loved ones in nursing homes and assisted living facilities for months at a time, many families sought new plans for their elders’ care. Even though assisted living staff is still in high demand, at-home care workers have quickly grown in need as people would prefer their loved ones to be recovering at a private home rather than in a shared living space in close quarters with others.

  • Healthcare Supporting Staff
    • Increased Demand: Hiring for these positions has increased more than 34% within 25 titles since 2019. 
    • Top Job Titles: Health Care Assistant, Pharmacy Technician, Dental Assistant, and Home Health Aide are among the most common professional titles. 
    • Top Skills: On average, skills such as Patient Education, Data Entry, and Physician Relations tend to be of the most in-demand within the space.
    • Salary Range: The average salary within this field falls between $65,300 and $106,000.

 

  • Nurses
    • Increased Demand: Nurses are the backbone of the healthcare system and through the pandemic have been in demand more than ever, growing nearly 30% since 2019.
    • Top Job Titles: Roles such as Registered Nurse, Certified Nursing Assistant, Nurse Practitioner, and Intensive Care Nurse are some of the top positions hiring. 
    • Top Locations Hiring: New York City, Los Angeles, and Philadelphia have proven to be the most in-demand due to their larger population density. 
    • Salary Range: The average salary for these roles ranges from $73,000 to $111,000.

 

  • Mental Health Specialists
    • Increased Demand: With last year’s mental health crisis caused by the pandemic, hiring for these roles grew nearly 24% in 2020.
    • Top Job Titles: Roles such as Behavior Therapists, Mental Health Specialists, Psychotherapists, and Mental Health Technicians have all increased in demand.
    • Top Locations Hiring: Boston, San Francisco, and New York City have seen the largest surge. 
    • Salary Range: The average salary for these roles ranges from $41,600 to $65,000.

E-commerce and Digital Opportunities

E-commerce and Digital Opportunities

As we’ve predicted since the beginning of the internet, the ability to generate online business and establish a digital brand presence proved itself to be not only beneficial, but a necessity, throughout the pandemic. The results were clear, businesses that had already established their E-comm brand online and invested in digital marketing and brand awareness prior to the global shutdown, skyrocketed. Those who were unable to pivot and redirect their business online found it difficult to stay afloat. The new wave of online and virtual communities has also brought in many ideas that led to new entrants to the space. Social media and digital marketing professionals, as well as graphic designers, web developers, and AI engineers are in high demand now more than ever as businesses pivot their focus toward updated and user-friendly websites. With the E-commerce world hitting record numbers - shipping and fulfillment jobs reactively increased in demand, too. Products are being consumed online in never before seen volumes, and as a result businesses are essentially required to order more inventory, invest in larger warehouse space, and hire more staff to support these larger volumes of picking, packing, shipping, returns, and customer service jobs.   

  • Frontline E-commerce Workers
    • Increased Demand: Hiring grew 73% YOY — and that demand continues with over 400,000 open jobs today!
    • Top Job Titles: Most openings within e-commerce are for professional titles like Driver, Supply Chain Associate, Package Handler, and Personal Shopper.
    • Top Locations Hiring: In the bigger cities, the demand seems to be highest with Chicago, New York City, and Washington, D.C. topping the list.
    • Salary Range: The average salary for these positions falls between $42,000 and $56,000. 

 

  • Business Development and Sales Professionals
    • Increased Demand: Tasked with quickly adapting to an uncertain world and economy, hiring grew more than 45% between 2020 and 2019. 
    • Top Job Titles: In-demand professional titles include Sales Consultant, Sales Operations Assistant, Inbound Sales Specialist, and Strategic Advisor.
    • Top Locations Hiring: The top locations hiring remain in larger cities such as New York City, Denver, and Atlanta.
    • Salary Range: The average salary ranges from $43,300 to $105,000.

 

  • Digital Marketing Professionals
    • Increased Demand: Hiring for digital marketing roles grew nearly 33% YOY vastly due to the pandemic and increase of people remaining inside and at home.
    • Top Job Titles: Digital Marketing Specialist, Social Media Manager, and Search Engine Optimization Specialist are titles commonly looking to hire. 
    • Top Locations Hiring: Cities such as New York City, San Francisco, and Los Angeles tend to be hiring hot spots. 
    • Salary Range: The average salary for these roles ranges from $48,000 to $96,0000.

 

  • Digital Content Creators
    • Increased Demand: From TikTok to YouTube, and blogs to podcasts, the demand for digital content creators grew 49% year-over-year. 
    • Top Job Titles: Roles such as Content Coordinators, Writing Consultants, Podcasters, and Bloggers have been the most in-demand. 
    • Top Locations Hiring: New York City, Chicago, and Atlanta have seen the biggest surge. 
    • Salary Range: The average salary for these roles ranges from $46,000 to $62,400.

 

  • Specialized Engineers
    • Increased Demand: Most business and casual interactions moved online during the height of the pandemic, causing engineering roles to grow by nearly 25%. 
    • Top Job Titles: Common titles to look for include Web Developer, Full Stack Engineer, Frontend Developer, and Game Developer.
    • Top Locations Hiring: San Francisco, New York City, and Washington, D.C. tend to be hiring hot spots though the field has a high remote work availability. 
    • Salary Range: The average salary for these roles ranges from $77,500 to $104,000.

 

  • User Experience Professionals
    • Increased Demand: Demand for people who specialize in how people interact with these technologies grew 20% between 2019 and 2020. 
    • Top Job Titles: User Experience Designer, Product Design Consultant, and User Interface Designer roles have seen the biggest spike. 
    • Top Locations Hiring: Cities such as San Francisco, New York City, and Seattle have been the most in-demand. 
    • Salary Range: The average salary for these roles ranges from $80,000 to $103,000.

 

  • Data Scientists
    • Increased Demand: Brought on by the pandemic, some businesses leaned more heavily on data scientists with hiring growing nearly 46% since 2019.
    • Top Job Titles: Common titles include Data Scientist, Data Science Specialist, and Data Management Analyst.
    • Top Locations Hiring: Specific hiring hotspots include Washington, D.C., San Francisco, and New York City.
    • Salary Range: The average salary for these roles ranges from $100,000 to $130,000.

 

  • Artificial Intelligence Engineers 
    • Increased Demand: The profession of artificial intelligence (AI) was booming well before the pandemic hit but the industry did not slow down last year. Hiring in this area grew 32% between 2019 and 2020.
    • Top Job Titles: Titles such as Machine Learning Engineer, Artificial Intelligence Specialist, and Machine Learning Researcher have all seen increased demand. 
    • Top Locations Hiring: San Francisco, New York City, and Seattle tend to be common hiring locations for this field. 
    • Salary Range: The average salary for these roles ranges from $124,000 to $150,000.

Roles for Tax Professionals

Roles for Tax Professionals

Tax season seems to be a hectic time of year no matter the case, but this year is drastically unique. 2021 has seen a significant increase in people seeking professional help with filing taxes due to all the new and additional steps that have arisen from the pandemic and subsequent housing market. While the year began with a low unemployment rate of 3.5%, by April that figure had soared to 14.7% amid business shutdowns. A staggering number of 70 million Americans have filed for unemployment benefits since the beginning of the pandemic last year, which creates a whole new tax situation many are unfamiliar with. Small businesses are also finding themselves in new territory after applying for and leveraging SBA loans. Even smaller claims from those who received stimulus checks has caused people who may not usually seek out tax help to reconsider this year. Another big factor playing into the overwhelming need for tax advice and services was the drastic change in the housing market. With interest rates at a record low, people were buying homes like crazy and homeowners were refinancing their properties to get better rates. Both instances caused homeowners, new and old, to search for professional assistance. 

  • Loan and Mortgage Experts
    • Increased Demand: From 2019, hiring within this industry increased nearly 59%. 
    • Top Job Titles: The majority of openings within the Loan and Mortgage space include Underwriter, Mortgage Loan Officer, Escrow Officer, Loan Closer.
    • Top Locations Hiring: Cities such as New York City, Dallas, and Chicago tend to be the hiring hot spots. 
    • Salary Range: The average salary within this field falls between $43,700 and $60,000.

Education & Career Coaching Jobs

Education & Career Coaching Jobs

In the midst of the pandemic, schools and universities and even coaching professionals were tasked with a major overhaul to quickly rethink their systems and completely reshape the way they operate and educate. This resulted in an increase in demand for the industry as a whole as virtual education and coaching became much more accessible. Many individuals found the time to go back to school during quarantine and those who were laid off realized the benefits of having an advanced degree in their field. Personal and career coaches also saw a major increase in demand when the state of the pandemic caused many people to reevaluate the direction of their careers, lives, and beyond. Professionals who specialize in life coaching and career planning became hot commodities, surging the industry and becoming extremely in demand today. Virtual learning has proved to be increasingly successful and incredibly advanced as those in the space continue to streamline their processes. This new age of coaching and educating will most likely change the way we learn, not just temporarily, but for the future to come. 

  • Education Professionals
    • Increased Demand: Within the education industry, overall hiring grew more than 20% between 2019 and 2020.
    • Top Job Titles: Common positions include Teaching Assistant, Elementary School Teacher, Mathematics Tutor, and Curriculum Developer.
    • Top Locations Hiring: Even with remote options available, top hiring locations remain New York City, Chicago, and Washington, D.C.
    • Salary Range: The average salary for these roles ranges from $46,500 to $63,200.

  • Personal and Career Coaches
    • Increased Demand: Due to the seismic events of 2020, hiring for coaching roles increased more than 51% since 2019.
    • Top Job Titles: Titles such as Career Coordinator, Life Coach, Fitness Coach, and Business Coach are all commonly sought after.
    • Top Locations Hiring: Cities with an increase in demand include New York City, Houston, and Boston.
    • Salary Range: The average salary for these roles ranges from $44,300 to $50,000.

With the novel and constantly changing climate of the workforce today, it’s important to adjust and pivot accordingly when it comes to the next steps in your career. Whether you are someone who is looking to make an industry move, or calculate a secure pivot within your existing field, referencing this list can help you dial into a more targeted role and show which skills to highlight. For example, those who have worked in retail will want to hone skills in E-commerce, customer service, and brand marketing to stay competitive in their field. If you have a background in Human Resources, focusing on your skills and experience facilitating D&I initiatives and overcoming challenges in this area could be a smart move. No matter the industry or career path you are on, our recruiters at Blue Signal can help you capitalize on the demand facing your industry. Reach out to us for guidance, or check out our website for tons of helpful resources such as open job boards, industry-specific trends, and blog posts on how to enhance your resume, brand yourself online, or nail an upcoming interview.        

 

How 5G Will Revolutionize the Way You Do Business

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By now you’ve probably caught the buzz about this thing called 5G that’s coming to change the world… but what is it really? And what will it mean for your business once it’s here? 5G is the 5th generation mobile network and the new global wireless standard. 5G wireless technology is meant to deliver higher multi-Gbps data speeds, much lower latency, massive network capacity, increased availability, and a more uniform user experience to more users across the globe. Simply put, it’ll make your mobile connectivity faster and more reliable. This technology is a huge breakthrough in wireless tech and some industry insiders have gone so far as to say that the 5G network will be as revolutionary as the printing press, the automobile, and electricity. So the question is, have you thought about how your business will change? In this blog, we’re hitting on all the key features of 5G that will revolutionize the way you do business and how to utilize them most effectively.

Ability to Work From Anywhere

With the recent pandemic and the majority of the nation’s workforce working from home, the capability to connect wirelessly, from any location is more necessary than ever. 5G enables just that; making being chained to an Ethernet cable or within range of a Wi-Fi hotspot a thing of the past. With the power of 5G, users will be able to connect to high-speed connections from just about anywhere. Yes, anywhere. A recent study shows 62% of employees work remotely at least part-time and this number only continues to rise as more employers continue to enforce health and safety precautions. With the abilities of 5G, businesses will be able to allow even more flexibility to their employees when it comes to working locations. In turn, this creates a larger candidate pool as geographical location ceases to be a qualifier for employees. This ease of accessibility is sure to increase morale and create a more relaxed workforce.

Seamless Functionality

With 5G, not only will the connection be vastly available but the functionality will be seamless. Through its fluid capabilities, 5G allows not just remote work but virtual work. The difference? Users will be able to access data, communicate with co-workers, collaborate on projects just as seamlessly as if they were physically in the same room. Remote workers will no longer be held back by needing access to large amounts of data, or a brainstorming session interrupted by poor video connection and lag. Further, with the increased capability, running more advanced technology becomes a breeze. Businesses will be able to access and implement virtual reality, augmented reality, and AI technology into their typical work routines creating a more connected and technologically advanced environment.

5G to Increase Productivity Poll

Increased Productivity

The entire workforce is buzzing in anticipation of the impact 5G will have on the way we function. 91% of US organizations and 88% of small to mid-sized enterprises agree that 5G will increase productivity. As mentioned earlier, lagging connections and download speeds can really disrupt remote and in-office employees’ workflow and attention span. Significantly faster data speeds mean far lower latency while waiting for a file to load, a meeting to start, attachments to download, etc. A big contributor to slow or glitchy connections is an influx of users in a centralized area. 5G allows for up to a million devices per square kilometer, making high-speed connections seamless even in extremely high traffic areas. There is an overwhelming amount of both large and small impacts that will contribute to maximized productivity from every angle. Even something as small as improved energy efficiency will result in prolonged battery life on devices, eliminating time searching for a lost charger or an outlet in a crowded coffee shop.

Improve Company Communication & Culture

Especially in the current state of the world, having a strong company culture is more important than ever to keep employees engaged. Human connection and interaction is key to keeping a positive mindset throughout the office and even more so for employees working at home. Companies are hiring more remote employees, expanding across the country and even the globe. While this leverages several benefits, it also can create some challenges in developing an inclusive company culture and connected dynamic. All of the capabilities 5G will introduce into your business play a role in how you’ll connect and interact internally, no matter your organization’s geographical location. Trust us, boring conference calls will be a thing of the past as the potential of 5G innovations expand to holographic calling, enabling users to view 3D presentations with or without glasses, and interactive meetings utilizing AI technology. Why would you choose to use small chat boxes on computer screens when augmented and virtual reality connectivity will run seamlessly?

It’s clear to see that the power and innovation 5G is bringing will revolutionize the way people do business in a big way. Here at Blue Signal, we plan to utilize many of these advancements in multiple aspects of our business. One area we are excited to embrace is the ability to further empower our remote employees’ flexibility in where and how they work. Blue Signal has a long history of leveraging a geographically diverse team as we’ve had recruiters working from all over the country since our inception. The ability to further advance the way we communicate and engage with each other internally will be a huge initiative in the coming year as we look forward to continuing to nurture our tight-knit company culture. Additionally, the connectivity and seamless functionality of 5G will allow us to better serve our clients and candidates. As the recruiting industry continues to grow, we continue to stay committed to rising above the norm by utilizing the most effective resources, technology, and processes available to us. Reach out to one of our recruiters today to talk about what 5G advancements mean for your workforce and how you can capture these benefits.

5 Ways to Recognize a Toxic Work Culture During an Interview

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Today’s job market has pulled a complete 180 on how we envision the hiring process. Candidates, especially in more specialized fields, have their pick of opportunities - with the focus shifting on applicants and cultural fit, rather than just job openings and necessity. The silver lining to this shrinking talent pool is the sense of accountability for companies to create better work environments for employees, including better benefits and fun perks. However, in-office perks like table tennis and early-out Fridays don’t always make up for bad work environments. In fact, a study by Jobvite found that over 15% of candidates turned down job offers due to perceived toxic company culture. When interviewing, it’s important to consider if a company is the right fit for you by learning about the culture, not just the benefits. During this process, here are 5 ways you can recognize a toxic work culture - and avoid it - before accepting an offer. 

5 Ways to Recognize a Toxic Work Culture Blog Graphic 1

 

1. Ask About Feedback

If you want to give a good interview it’s recommended that you are prepared to ask questions, not just answer them. To get better insight into the company’s leadership, you should ask about how feedback is given within the team. If you are interviewing with management, ask for an example of a time when they approached an employee with feedback and how that feedback was received. Then, critically listen to their response. When joining a new business, no matter your prior experience, there will always be hurdles in learning their preferred processes. You’ll want to make sure that the learning curve isn’t stacked against you, and that the leadership within the company is prepared to help you along the way. Asking this question can help give you an idea of how your potential new employer will either set you up for success, or otherwise. 

 

2. Examine their Core Values 

Every company will have their own set of established core values. The trick here is to look past the catchy taglines and make sure that they are embracing their code. Before your interview, try to look for the company mission statement on their website. Assess it, then bring it up in the interview. They will be impressed by your initiative and, more importantly, you will be setting yourself up for an authentic response. Some interviewers might have their own tactics for selling their company’s culture down to a script. To cut around the sales pitch, ask for more examples. “I read that a core value of your company is perseverance - can you give me an example of how you have displayed that in your own role?” You want to work for a company that is true to their word, and one that supports values that truly align with your own. 

And do your research! If there is bad press about the company that you think misaligns with their core values, ask about it. Don’t come across as attacking, just say, “I read something concerning about your brand online, and rather than believe everything I read on the internet, I decided it’d be better to get the answers from the source. Can we talk about it?” Conversations like those that happen in interviews are the perfect place to voice your concerns, and can help clear the air in a constructive way. 

 

3. Get a Lay of the Land - or the Office 

A person’s definition of toxic can differ depending on their preferred job structure, so it’s important to know your preference before starting the process. If you’re doing an in-person interview, ask to see the work space. Pay attention to how employees are interacting on the floor - are they engaged in their work? Are they collaborating? Are they distracted? Are they tense? Think about the kind of work environment you thrive in - everyone works differently! If you find side conversations with coworkers too distracting, and you see that behavior happening in abundance, maybe consider if this work environment would set you up for success. Or, on the other hand, you could thrive better in a workplace that encourages socialization and teamwork. It’s up to your preference! One person's hindrance could be another’s motivation. 

 

4. Ask an Employee Their Opinion 

Try to take advantage of all opportunities. If you have the chance to speak to someone within the department you are looking to join - better yet, someone in the same role - ask them about their experiences. Discuss what they like about working there, and ask about the team dynamic. With some larger companies, the issues on the ground floor aren’t always known by higher ups, and can cause misalignment in the understanding of the team’s collaboration. As always, if you have a question you should try to get the answers from those closest to the issue. You never know, they might tell you new, exciting information too! 

 

5. Gauge the Pace of the Process 

One of the biggest red flags in the interview process is speed. If you are rushed through from interview to offer, odds are the company could just be looking for a warm body to fill the role. While flattering, speed can signify high turnover and deeper issues within the position. Be wary of processes that feel forced. 

On the flip side, interview processes that drag on for weeks could signify complications in corporate structure. This usually means that there is quite a bit of red tape within the company, and that there may be too many voices at the table concerning things like hiring. Of course, different types of roles can have different types of interview processes. If the role is especially technical, for instance, there might be more rounds to cover knowledge and testing. It’s one thing to be thorough, but know the difference. 

5 Ways to Recognize a Toxic Work Culture Blog Graphic 2

Toxic work environments aren’t a hiring manager’s favorite topic to cover during an interview - but are quickly discovered by those who accept the position without doing their due diligence. Jobvite found that over 32% of new hires who quit within the first 90 days cite a toxic company culture as a reason for leaving. Don’t make the mistake of accepting a job offer without diving into company culture first. Listen to your gut, and pay attention to what’s not being said through these preliminary stages to avoid landing yourself in a less than ideal work culture. 

Blue Signal Summit, 2020

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The Blue Signal team kicked off our second annual Summit on January 10th which included a healthy mix of presentations and activities. The two-day event is a way to look back on the years’ achievements in recruiting and operations, and celebrate our success as a group. Friday included a 2019 sales presentation by Matt Walsh, Blue Signal Owner, and Sr. Managing Partner. Among the highlights, we overwhelmingly had our best year to date, bringing on 15 outstanding recruiting and support team members. We saw five employees receive well-earned promotions and recognized the overall growth the company has seen over the last 12 months after bringing in as much revenue as the previous three years combined! 

blue signal summit

Following Matt’s presentation, we kept on-theme with a game of Jeopardy which did not disappoint. The game, put together by Amber Lamb, Sr. Marketing Specialist, and Lacey Walters, Director of Operations, included challenging Blue Signal related trivia that had us all on the edge of our seats. It was fun to learn a little more about our colleagues, from this year’s highest biller, down to who owns which beloved fur baby. The only thing missing was Alex Trebek!

blue signal summit

We rounded out the day with a variety of bruschetta from Postinos, a few beverages, and a game of bags (or “cornhole”, depending on where you come from).

Not to be outdone, on Saturday, January 11th the whole Phoenix team gathered at the Gainey Ranch Golf Club for cocktails, dinner, and an awards ceremony. The beautiful setting offered a perfect backdrop for the night, which included a lot of laughs and a few sentimental moments as well.

blue signal summit

During the presentation, Matt gave out several awards and also recognized those that were promoted for their hard work and achievements this past year.

blue signal summit

Ryan Walsh

Promoted to Recruiting Manager. Ryan has been with Blue Signal for about a year and a half now and has already made a huge impact. Not only has he developed strong partnerships with phenomenal clients, but he also crushed his first-year numbers in the process. He’s also a go-to resource for support to anyone at the company, not just his own team – and he continues to achieve more and more in this leadership capacity. 

Amber Lamb

Promoted to Senior Marketing Specialist. As Matt said to the group, “Rockstar, killer, has that instinct,” and we all couldn’t agree more. Her tenacity and drive have earned her this role and we look forward to seeing many more exciting things from Amber down the line. 

Jonathan Lee

Promoted to Technical Business Manager. Jonathan started his career at Blue Signal in recruiting and soon realized he would be better served in a technical/operations capacity. He’s essentially carved his own path within the organization, demonstrating an insane amount of work ethic while remaining a constant source of support for the entire team. 

Trevor Gamble

Promoted to Senior Executive Recruiter. Trevor came out of the gates strong when he started with Blue Signal in January 2019 and never lost steam. Without prior recruiting experience, he picked things up quickly and brought an innovative spirit to the role and organization. Trevor aims to be not only a recruiter but an advocate for the candidates and clients he works with.

John Stuart

Promoted to Senior Executive Recruiter. John, as Matt aptly said, is a “hustler”. He rose to the top of the activity charts right off the bat and put in the time and effort to be dangerous in this role. While the fruits of that labor weren’t immediately evident, his drive and determination paid off. He finished the year as one of the top billing recruiters, even making placements from islands halfway across the world.

Another worthy milestone that Matt discussed is the 4-year work anniversary of Blue Signal’s Managing Partner, Jordan Lawhead. Jordan took a leap of faith, moving him and his wife from Illinois to Phoenix to help Matt build Blue Signal. We’re lucky to have a mentor like Jordan on the team who has seen how challenging the recruiting world can be but also how rewarding it is as well.

As we find ourselves already weeks into the new year, we look forward to scaling out the team, further expanding our reach, and making 2020 a banner year for Blue Signal.