March 23, 2015

6 Reasons to Hire Now!

6 Pack of Reasons

6 Pack of Reasons

Whether replacing an employee or recognizing the need to grow your team, there’s compelling reasons to make that hire now.

 

It’s true you are saving on payroll and employer costs, insurance and perks, but these short-term gains effect a larger cost on long-term profitability, and can create unanticipated risks.

 

Making your necessary hire in a timely manner will:

 

  1. Boost Productivity

When shorthanded organizations strain existing resources and quality suffers. If overly strained, attention to detail and pride in work decrease, errors, illness, and accidents are more likely, factors which significantly affect productivity.

 

  1. Decrease Time to Market

Whether it is getting a new health gadget into consumer’ hands, or releasing the new version of your software, understaffing is going to impact project management and coordination, it risks delaying production and subpar quality, and can cause costly missed opportunities.

 

  1. Ensure Agile Happy Employees

Straining your team will increased stress. This impacts the entire work environment. Maximize your team’s performance by getting the right people on-board when needed and keeping a smooth, agile workforce who is happy to get the job done right.

 

  1. Lower Personnel Costs

Yes hiring when you need staff keeps your personnel costs down. When your employees are happy and stay invested: you spend less time and money on hiring new ones, you have less absenteeism and accidents, and there’s less training of new employees and less management involved in keeping things running smoothly.

 

  1. Increase Customer Satisfaction

At the end of the day, if your customers aren’t happy with your service or product, your business risks failing. Decreased customer satisfaction is almost inevitable if you can’t provide the level of service necessary. And we know unhappy customers are very vocal about their dissatisfaction, whereas happy customers can be the biggest brand evangelists out there.

 

  1. Stoke Competitiveness

When a company is fully staffed, completely concentrated on business, and everyone is on board tuned into the end goals, the company is primed to meet and exceed current commitments, as well as to identify and take advantage of opportunities in the marketplace before competitors who are dealing with staffing issues and not focused.

 

So get hiring!

 

Need help? – We make hiring top talent easy, it’s what we do!

Contact us today at 408-745-8260/208-788-8260, or fill out a job order online.

Redfish Technology: Building Growth-Mode Tech Companies with Hand-Picked Talent.         

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March 9, 2015

Recruiting, Staffing & Employment News – March 2015

Torrential Hiring in the Cloud

Recruiting, Staffing & Employment NewsJobs Report

A torrent of hiring last month in Cloud sectors such as Cloud Hosting, Enterprise Cloud Security, and Cloud Video Conferencing. The main roles placed were Senior Web Developer, Linux Technical Support, Senior Director Product Marketing Manager and Account Executives.

The Brookings Institute reports that the nation’s advanced industries (tech sector) have led the post-recession employment recovery, playing a major role in the US economy. As of 2013, the top tech sectors employed 12.3 million workers in the US, which is approximately 9% of total US employment but (more…)

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March 2, 2015

Kaizen Recruiting: Calibrating for Success

Kaizen Recruiting

Calibrating for SuccessNoah Hendricks, Sales & Marketing Recruiter

By Noah Hendricks, Executive Recruiter, Sales & Marketing Division

 

“Kaizen, Japanese for “good change”. When used in the business sense and applied to the workplace, kaizen refers to activities that continually improve all functions and involve all employees from the CEO to the assembly line workers. It also applies to processes, such as purchasing and logistics, that cross organizational boundaries into the supply chain. It has been applied in healthcare, psychotherapy, life-coaching, government, banking, and other industries.” – This concise definition and context courtesy of Wikipedia.

 

This tried and tested work philosophy of continual calibration to business processes in order to improve upon them led to many management strategies and workplace revolutions. It is a mindset that all great businesses share, whether they call it as such or not.

 

In recruiting, things are always changing: technologies, ATMs, job boards, social networking fads. And each and every hire is unique. (more…)

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February 16, 2015

How to Get a Raise – Half of Tech Workers Want More

How to Get a Raise

Half of technology professionals were not satisfied with their compensation in 2014Money puzzle

 

Tech workers saw a 1.9% pay raise last year according to the 2014 Dice Tech Salary Survey. Does that feel like enough? How do you get the raise you feel you merit?

 

Make Sure You Are a Known Quantity

 

Market yourself, and use numbers – this is just like advice you hear all the time about touting your quantifiable accomplishments on your resume. Make sure you are giving a recap of your accomplishments in your reports or office meetings, using these quantified data points.

 

Be Present and Presenting

 

Not every interaction in a presentation but keep in mind that you choose your presence. Each time you interact with your boss and supervisors and colleagues, you have an opportunity to communicate with them about what you are doing and accomplishing. So rather than gripe about that bothersome client, highlight a sale, lead, new feature, code fix, or other solution you found to help promote the business.

 

Insinuate Yourself

 

Does your boss hate keeping track of the commission list, or especially appreciate an informal Monday morning recap before the meeting, or be relieved at some other time-saving service you understand benefits him/her. This doesn’t mean coffee-serving subservience where inappropriate, it means finding opportunities to be a great and reliable team-player.

 

Provide Value

 

Take every opportunity to maximize return and provide value. This sounds simple and straightforward but you’d be surprised how sometimes people ignore making a suggestion that could better the process/product, save some money, generate a new lead, be useful to someone in need in another department or role, because they somehow don’t feel it is part of their job area. Provide value to your company in your role and without – Merit that raise!

 

Ask for the Raise

 

If you don’t have a formal review coming up, take your boss to lunch or ask for a meeting. Tell your boss you want a raise and pitch him/her on your proposal and be prepared to demonstrate concrete examples of how your work warrants that raise. Share a vision of how your work will continue to benefit the company.

 

Know Your Market Value

 

To be prepared, you should know what other accomplished professionals in your sector and responsibility and experience level are earning. There are all kinds of salary resources on the web of course, but you can also refer to job ads, speak with a recruiter, and ask friends and colleagues in your network to get a good picture of the salary and benefits packages for competitive roles.

 

Be Tenacious

 

If at first you don’t succeed, figure out the right timing and approach to try again. Being tenacious and affirming your objectives will keep a potential raise on your boss’ radar. Your ambition is an important part of how your salary will grow over the course of your career, making sure your employer is on board with that growth requires a dialogue and a trajectory.

 

Move On

 

If you’ve tried and tried and you aren’t getting anywhere, perhaps you are in the wrong place. It may simply be time to move on. With the competition in the tech market, many companies are willing to offer more to recruit new talent. And those who aren’t willing to pay more to retain their talent will be paying more for it later. Twenty-five percent of tech workers who changed employment in 2014 did so for compensation reasons; you can too.

 

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February 9, 2015

Recruiting, Staffing & Employment News – February 2015

Filed under: Recruiting, Staffing & Employment News — Tags: , — Redfish Technology @ 6:30 AM

2015 Hiring Strong, But Top Priorities Often the Hardest to Recruit For

Recruiting, Staffing & Employment News

Hiring is Increasing

The year has started strong with hiring for Sales Reps, Account Executive, Sales Specialist Leads Generation, Partner Development Manager, Senior Android Engineer, and Senior Web Developers. The most action was in the Cloud Hosting, eLearning, EdTech, K-12 Websites, and Mobile Application sectors.

 

Dice’s January hiring report affirms that tech professionals are in high demand and are enjoying a market in which they can be very selective about the opportunities they pursue and they have the power to negotiate. Hardly coincidental, companies are finding it hardest to recruit their top choices to their top hiring priority positions. Dice’s toughest to fill positions are: Software Developer/Engineers, Java professionals, .NET engineers, Security, and Sales roles.

 

Low unemployment rates and in high demand, tech professionals not only have the power to negotiate (more…)

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