July 21, 2014

The Résumé is Dead, Long Live the Résumé

LinkedIn, and Facebook, and Dice, oh my!

The Résumé is Dead, Long Live the Résumé

Professional networking site LinkedIn is the leading social media venue for career networking and recruiting alike. The concise display of Experience, Education, Skills, and Projects, peppered with Endorsements and Recommendations, ensures easy accessibility and searchability in a well-packaged graphic format.


Monster, Dice, CareerBuilder, The Ladders, Glassdoor, Execunet, etc. all offer a digital compendium of candidate’s qualifications. Not only can you search for jobs, but recruiters and hiring managers can use keyword search to land on your profile. One click applications make it easy peasy lemon squeezy to apply for a job.


Personal websites, GitHub, Slideshare, and visual résumé sites, all offer personal vehicles of expression for your story, your apps/code, your publications, your projects, and your curriculum vitae. And any recruiter worth their salt, has mad google x-ray search skills that will bring hither all kinds of rare talent finds.


Social recruiting is the buzzword of choice these days. Bullhorn Reach, Jobvite, Tweet a Job, Facebook apps for job searching. It is mind-numbing how many social networks exist and no one can be everywhere. So if everything is on the web, the résumé must be dead. … Right?




All of the above are important communication and networking tools, to be utilized with finesse, creativity, and professionalism. Nonetheless the Applicant Tracking Systems that companies and recruiters use cannot absorb all of these various media and formats. Most still process mostly standard résumé formats.


And while everyone’s social media presence had better be up to snuff, developers’ GitHub portfolio full, and Sales executives’ SlideShow presentations ready to go, the likelihood is that you’ll still need to email or upload a résumé at some point.


While the internet is just a click away, perusing a résumé when you are screening candidates, making interview selections, and checking references is easier than chasing down information in multimedia presentations and other sites.


Even if recruiters were the last to want a résumé, guess who is in charge of screening and selecting you! So differentiate yourself, augment your professional brand via the social and professional networks, take advantage of the awesome new technologies available, but keep that résumé handy. Long live the résumé!


About the Author:

Anna Mathieu, Marketing Communications Manager, brings together in-the-trenches recruiting experience as well as years of marketing and sales success in a variety of industries from software to real estate development. She thrives on evangelizing the Redfish brand and communicating Redfish’s expert recruiting services, to drive bottom line results.

About Redfish Technology:

Nationwide High Tech Recruiting

Founded in Silicon Valley in 1996, Redfish Technology has been a leading provider of high tech professional and executive talent. Partnering with growth mode companies, small and large, Redfish staffs executive functions and builds out the teams below. Call today to see how we can get your top tier talent now!


July 14, 2014

50 Ways to Quit Your Employer – A Sing-A-Long

50 Ways to Quit Your Employer

50 Ways to Leave Your Employer

Click here to listen to 50 Ways to Leave Your Lover on YouTube
or, …
if you aren’t into the tongue in cheek version,
see some straight up tips on resigning from your job

(Sing to Paul Simon’s 50 Ways to Leave Your Lover)


“The job offer has arrived”, my recruiter said to me
“The next steps then follow logically
I’d like to help you on some scenarios to foresee
There must be fifty ways to leave your employer”

She said, “It’s my role to make this smooth
Furthermore, you should call me if there are any issues
But I’ll repeat myself, to prepare for the interlude
You must give a letter of resignation to your employer
Two weeks’ notice to your employer”

Just stay on track, Jack
Advise on your new plan, Stan
You don’t need to contain your joy, Roy
Just get yourself free
Talk to your boss, Gus
You don’t need to discuss much
Your decision is final, Lee
And get yourself free (more…)


July 7, 2014

Recruiting, Staffing & Employment News – July 2014


Slack in the Market?staffing, recruiting, employment news image


No slack here at Redfish Technology!

June recruiting covered a lot of high tech territory with hiring in Customer Loyalty Software Technology, Semantic Intelligence Software, ePayment Stealth Mode Startup, Social Music Connection Platform, and Mobile Applications sectors. The hottest roles hired for included: Project Manager, Senior Account Executive, Senior Database Administrator, Data Team Manager, and Senior DevOps Engineer. (more…)


July 3, 2014

Road Map Your Resume – By Leah O’Flynn, Sales & Marketing Recruiter High Tech

Road Map Your Resume

By Leah O’Flynn, Sales & Marketing Recruiter High Tech

Leah O'Flynn, Tech Recruiter

Leah O’Flynn, Tech Recruiter


Strategic thinking is key in plotting the course for a great career. In order to build a fantastic resume, thought needs to be put into creating the experience and accomplishments that great companies want. Here are some things to think about:




Play the field but do so with some strategy when you are young and starting out.  Avoid more than three jobs within your first five years out of college. By year five, you should have a much clearer expectation of what you want from your job, what you have to offer, and what sectors are a good fit.


Startup experience makes you more marketable for many reasons. The primary reason is that working at a startup demonstrates the ability to be agile and wear a lot of hats. It shows that you are hands-on and roll up your sleeves. The higher visibility and greater expansion of your skill set provides opportunities to accumulate accomplishments more quickly than in a big department of a big company, where roles are often highly focused on more defined tasks and responsibilities.


Startups do represent higher risk. Typically professionals should take risks earlier in his or her careers rather than later. It is easier to work long hours for less upfront and bigger backend stakes before people have taken on the priorities of an expanding family.


Diversification is key but tenure is also important.


As you progress in your career, say five years out, it is time to take positions where you intend to stay at least three years. The diversification that you can build in the early years as you try your hand at various roles and sectors is very attractive. In the next phase of your career, you need to more fully develop your strengths and further build your accomplishments.


At this next stage, you should have a good idea of where you want to be. While it’s easy to stick with what you know, be careful not to pigeon hole yourself in one space. Know that what you do for the next five years of your career will set the course for the next fifteen in all likelihood.


If you have been in security for five years and you don’t love it, make the change now. If you have been in mobile for five years and you love it, mix it up and try different aspects or types of mobile technologies to strengthen and reinforce your growing skill sets. For example, you can start with a mobile company and be consumer focused. Maybe your next move is working for an enterprise mobile company. Now, you have a lot of mobile but you experience has grown to cover both B2B and B2C.


Skills and Accomplishments to Build Along the Way


Be strategic.

As you develop your skills, think about the big picture. Engage in the serious conversations about strategy and tactics with your colleagues and management. Delve into the organization’s vision and mission and imagine how your role can help the company achieve the company’s ambitions.



The skill of team building is huge. Your individual contributions will always be important, but the people who can bring others together to successfully deliver are even more valuable. Learning to provide inspirational leadership and build teams with superior performance results will differentiate you.


Scout for talent.

Spotting and nurturing talent is another differentiator. It takes a village, and if that village is made up of the best and brightest, it will have more wins. Take an interest in finding the talent around you, and in helping to support and mentor it.


Take responsibility.

Look for opportunities to take on responsibility and develop a wide range of skills. Plotting a career path means showing real accomplishments and milestones. If those opportunities aren’t presenting themselves at your current role, seek them out elsewhere.


Learn to interview.

Whether you are seeking opportunities internally or externally, or informally or formally, interviewing is an art that requires practice. Always be honest about your strengths and weaknesses; and take proactive steps to address your weaknesses whether via taking on new challenges, enrolling in a course, finding a mentor, or whatever it takes.


Be self-assessing.

Ask Yourself What You Want from Your Career. Is what you are doing now building the track record to get you where you want to go? Re-assess annually along the way, and make any changes necessary to correct your course.


About the author:

Leah O’Flynn, Sales & Marketing Recruiter High Tech


Born in Dublin, raised in New Jersey, Leah’s gypsy ways have taken her on many a random journey. Leah has two degrees; one in Journalism and Media Studies, the other in History. She is a natural recruiter who listens and is able to prioritize the needs and desires of both candidates and hiring managers.


Connect with Leah on LinkedIn:



June 30, 2014

Empowering Employees With Technology

Empowering Employees With Technology

Technology is an integral part of life in the workplace, and integrating the right technology for your employees can lead to better productivity and morale. A study by the Society of Human Resource Management found that 27 percent of employees found networking to be very important to their job satisfaction. This study also suggests a link between improvements in technology and networking. Bearing this in mind, here are ways that your employees can be empowered and your workplace improved by technological developments. (more…)

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