December 9, 2013
Recruiting, Staffing & Employment News – December 2013
November’s Business Floating in the Cloud!
Redfish Technology, Nationwide High Tech Recruiters, placed sales professionals and software developers in cloud related sectors in the month of November. With Virtual Testing, Data Sync, Hosting, and SaaS Migration showing the most hiring activity.
According to TechServe Alliance, the national trade association of the IT & Engineering Staffing and Solutions industry, IT employment grew for the 26th consecutive month. In fact, on a year-over-year basis, IT employment grew by 5.53% since October 2012 adding 236,200 IT workers. Engineering jobs also grew again in October, adding 36,600 engineering workers on a year-over-year basis since October 2012 (+1.50%).
The latest Federal Reserve Bank of Philadelphia forecast shows little change for the U.S. economy outlook. Real GDP is expected to grow at an annual rate of 1.8 percent this quarter, down from the previous estimate of 2.2 percent. Looking ahead to next three quarters, the Federal Reserve anticipates 2.1% average GDP growth.
The Jobs Report showed that private payrolls increased by 196,000 (beating expectations of 173,000). This follows gains of 214,000 in October. The unemployment rate dropped to 7.0 percent from 7.3 percent in October (also better than expected). Growing sectors included the goods-producing jobs (+44,000), professional and business services (+35,000), retail trade (+22,000), manufacturing (+27,000), and construction (+17,000).
December 2, 2013
November 25, 2013
Why Should I Work For You?
Or Employer Branding to Attract Talent
Jon Piggins – High Tech Recruiter
By Jon Piggins, Executive Recruiter, IT Sales & Marketing
It’s a tough hiring market out there!
Companies are struggling to meet objectives, get products released, win new contracts, and succeed. Hiring is an integral part of any business, but boy can it be time consuming. And with the tech talent unemployment rate is so low, employers need to do a sales and marketing job on candidates in order to attract and enlist them.
Whether hiring needs are immediate, or a company is trying to build its talent pipeline, it is always the right time to be thinking about your Employer Brand.
To get started building and communicating your Employer Brand, think about (more…)
November 18, 2013
Do You Really Want to Work There?
Get Your Questions Answered When Interviewing for a Job
Anna Mathieu, Marketing Communications Manager
By Anna Mathieu, Marketing Communications Manager, Redfish Technology
The interview process is the usually final step in a company’s selection and vetting process, contingent upon reference and background checks of course.
For candidates this is also the last step typically in the application process. And certainly it is the best opportunity to learn as much as possible about the work environment and company culture, the personalities on the team and the management style, the less tangible aspects that aren’t written on the job description or the company website.
Recruiters often ask candidates along the application process to gauge their interest in a specific opportunity. This is something the candidate should be doing throughout the process. (more…)
November 11, 2013
Recruiting, Staffing & Employment News – November 2013
Big Data in the Sky Requires Big Engineering and Sales Talent
October saw big hiring in Big Data, with an uptick in open positions in Data Center-Cloud Computing, Data Processing and Management, Cloud Migration SaaS Integration, and Enterprise Systems & Network Management. Digital Media & Content, and Publishing and Marketing Platform are also hot at the moment. (more…)
November 4, 2013
Navigating a Sea of Business Degrees
from Brown Mackie College
Among the multitude of business degrees and similar-sounding job positions, it can be difficult to navigate your way to where you want to be. Focusing your skill set into a job where you can utilize it is the key to successfully growing your career and reaching your goals.
Any combination of interests, skills and strengths can take you on a promising career path if you know how to use them. This infographic easily breaks down entry-level job opportunities with color codes and a map of relatable skills.
If you enjoyed this infographic by Brown Mackie, please feel free to share or repost.
October 28, 2013
How Do I Out-Compete My Rivals for the Best Talent?
Rob Reeves, CEO, Tech Recruiter
Recruiting Outside the Box
By Rob Reeves, CEO, President Redfish Technology, Nationwide High Tech Recruiters
Companies compete to give customers what they want.
By now the strategy of giving your customers what they want is ubiquitous, the days of getting any color car as long as it is black are long gone. Those companies that can give customers the best widget at the best price the most quickly via the delivery method of their choice wins the day. Many a company has dwindled and died for lack of ability to tune into the customers’ desires. Many an underdog identified a niche opportunity to meet an unmet need in the marketplace and running with it secured a leadership role in the industry.
What does this have to do with hiring?
Your employees are your human capital. The talent in an organization, especially early stage companies and those in highly competitive sectors, is often the make or break factor. Would Google be in its current place if not for initial employee Craig Silverstein? Would Subway have become what it is today if Dick Pilchen hadn’t been the first hire? So if your company needs to produce the good or service that the marketplace wants, and your company is made up of talent, i.e. people that you are competing for, umm… duh.
You’ve got to understand what your employees want too.
Your employees too have desires and needs, of course. And these aren’t all the same. Your key hires and top management and team leaders have got to be getting what drives them out of the employment contract. Especially in sectors like technology, where there is low unemployment and an improving economy, the competition for top talent is acute.
How do you out-compete for talent?
Hiring managers need to understand that in this market to be competitive in acquiring top talent it might take some personalized creativity in the offer. All the competitive technology companies are offering the gamut of cool bennies: free lunches, complimentary gym memberships, flexible/virtual work opportunities, etc. And of course competitive compensation is always at the forefront of landing candidates. But these days some creative extras go a LONG way.
Tailor your employment offer.
Once the right candidate is identified and vetted, how creative can you be and how can you tailor the offer to win the talent? It often is as simple as really listening to the candidate, or recruiter you’ve partnered with, to learn the candidates true desires. A candidate may be particularly interested in continuing graduate work or professional certification, others are looking to relocate down the road. Some candidates desire to work remotely, and some are yearning for a green card. Others may be dying to work directly underneath a particular manager, while others dream of personalizing the technology stack used. For many of these in-demand candidates, securing their loyalty and commitment is more about personalizing the package then about general benefits.
It’s not that hard to think outside of the box.
Just because you’ve never tailored your employment offer in a new way, doesn’t mean it can’t be done. Not only is it pretty easy to offer partial or full educational reimbursement for the rock star talent you want to hire, it may well cost the company less than trying to win them over with a bonus or salary bump. And in all probability a creative solution will secure you a longer, more deeply committed relationship. Need a little more assurance that this creativity will secure the desired results? Listen and have a discussion with your candidate. Design an incentive program that ties the reimbursements to the results you expect from this hire.
Are you hiring on the East Coast but your candidate tells you that in all honestly his goal is to prove himself and then move to your West Coast office? If this is the person the company wants, design high level goals and let him prove himself and achieve his location goals. The company gets the best out of the talent from the get go, and then gets to keep the talent in the West Coast office, with deeper ties down the road between coasts.
Creating a long term win for all.
Designing personal incentives that are tied to company objectives over time is a way for everyone to win. If it turns out that the goals weren’t achieved, you’ve still secured the candidate you wanted and you haven’t had to provide the creative incentives. Not only can creativity land you the candidate you want, you can build in incentives to perform and to stay. It’s a win all around!
About the Author:
Rob Reeves, Recruiter and CEO of Redfish Technology, Inc.
Rob has enjoyed recruiting for nearly since 1995. He founded Redfish Technology in 1996, and has taken it from a predominantly West Coast Technical recruiting firm to a nationwide, full service staffing firm specializing in High Tech sectors. – See more at www.redfishtech.com
October 21, 2013
How to Survive as a New Manager
By Dave Clemens
You just got promoted. Now you’re a manager and finally on the career path you always dreamed about. But does it feel different to be in a leadership role? You still get up every day and take a shower, have breakfast and drive to work. Your spouse, your children, your friends – they all see you the same. So not much has really changed, right?
Wrong. At work, everything has changed. Why? Because your boss, the most important person in your professional life, needs you to play a completely different role.
You probably got singled out for promotion because you were a strong performer, a producer who achieved excellent results. Now you’re in charge of a team, and your job is to get OTHER people to be strong performers. That’s what management is about. It’s the art of getting results through people. It’s so difficult that most people want nothing to do with it. Of those who take the challenge, many underestimate the complexities of management, and fail. But knowing what to expect when you take on that new position can help you succeed.
First, you need to truly understand what your new position means. It might be tempting to show up for work acting as though nothing’s changed. But that’s simply not true.
You can’t behave around rank-and-file employees the way you did before. In the eyes of those employees, you ARE the organization now. You weren’t promoted only because you were a good performer. The higher-ups recognized that your values were aligned with those of the organization and that you had assimilated its culture. So they made you, in effect, a representative of that culture.
As a new manager, it’s easy to overlook the fact that because you represent the organization, you’re constantly “on stage.” Everyone is watching and listening. Everything you say and do is amplified. If you propagate the organization’s core values and culture through your example, you’ll be on your way to success in your new role.
But if you contradict those values and culture, you’ll create confusion. And if you do it consistently, you’ll erode your credibility and effectiveness as a manager.
There’s another major test to pass. Top executives must be 100% confident that a new manager can be trusted. As a member of the management team, you’ll be privy to sensitive information.
We’re not talking about anything nefarious or illegal. It could be competitive info. Imagine a new product is doing exceedingly well and you want to keep that quiet for a while to slow down your rivals. Or it could be the CEO’s decision to step down, which could cause chaos with investors and other stakeholders if it weren’t announced in a well-planned communications campaign. New managers, like other managers, must hold knowledge like this close to their vests. Remember, indiscretion isn’t a minor error. It’s the ultimate blunder for an aspiring manager.
Many mistakes you’ll make as a manager can be overcome. But a lapse of discretion can be terminal. The consequences are often extremely damaging. Also, it’s a breach of trust, and trust is very difficult, if not impossible, to restore.
Stepping into a managerial role may sound daunting. But it need not be. Knowing where most managers fail and what your boss hopes to achieve from promoting you are the first steps to succeeding as a new manager.
About the author:
Dave Clemens has spent years consulting with HR professionals, researching developing trends, tracking employment case law and reporting on what it all means to human resource professionals. His HR Café blog is read by 14,000+ subscribers three times each week and he is a senior writer for the Compliance & Management Rapid Learning Center online training site. His work has also appeared in the World Press Review, The Associated Press, and in several nationally recognized human resources, employment law and business newsletters. Connect with David via Twitter @TheHRCafe
October 14, 2013
October 7, 2013
Digital, Software, and Internet Technologies – Now Hiring!
Redfish Technology’s September hiring was predominantly Digital Curriculum, Enterprise Software, and Internet Technologies. The primary roles filled included account executives, product managers, data engineers, and java developers.
With the hostage crisis created by politicians, the Bureau of Labor Statistics did not issue the Employment Report on Friday as scheduled. The ADP report shows (more…)
September 30, 2013
You Know It Is Time To Look For A New Job When…
Beth Cliff, Tech Recruiter
Whether you are a true blue loyalist or an empowered rolling stone, it is not always about your generational or personal disposition. Sometimes the handwriting is on the wall, and sometimes there are no obvious outward indicators. But you know it is time to look for a new job when… (more…)
September 23, 2013
1,000 Strong: Senior Tech Sales and Engineering Pros Following Redfish Technology on LinkedIn
LinkedIn Follower Demographics by Function
Redfish Technology – Nationwide Tech Recruiters – announces that it has surpassed 1,000 followers on the LinkedIn Company page. The bulk of those engaging with Redfish are sales and engineering senior-level, managers, or directors in IT and software sectors.
As the premiere online community for professionals to network, LinkedIn offers a robust follower community where professionals engage, referrals are made, valuable content is shared, and business leads are generated and relationships strengthened.
“Our LinkedIn Company Page provides weekly updates on our career opportunities and hiring priorities, as well as engaging with hiring managers on best practices in talent acquisition,” affirms Rob Reeves, President and CEO of Redfish Technology. “LinkedIn is the main place online where technology professionals can engage directly with our expert recruiters to get advice and information on trends.” (more…)
September 16, 2013
Don’t Be Stymied In Your Job Interview
Image courtesy of Imagerymajestic FreeDigitalPhotos.net
By Anna Mathieu, Redfish Technology
Unless you are a reporter, a recruiter, or other special personality, you probably don’t interview on a regular basis. An interview is a sales presentation, the company’s goal is to purchase (hire) a new employee and you want to be the choice. Honing any skill set requires practice and preparation.
You can practice with a friend or colleague by using a list of interview questions and asking your mock interviewer to change them up and throw some curve balls. You can practice aloud in the shower or in your car, answering classic questions that are likely to be asked, varying your vocabulary and presentation while hitting your main points. You can prepare by researching interview questions in your sector. Ask.com has a list of 20 common interview questions, and Forbes a list of 50 questions, or search for your niche, ex. Java developer interview questions. (more…)
September 9, 2013
Recruiting, Staffing & Employment News – September 2013
Hiring Season Begins with Tech Sector Recruiting Strong, Overall Jobs Numbers Waffling
August hiring was fast and furious, perhaps a prelude to the anticipated strong tech hiring season of Q4 to come. Hot industries included Gamification, e-Learning, Enterprise Systems & Network Management, Mobile Financial, and Cloud sectors. The hottest roles included Customer Success Engineer, Regional Director of Managed Services, Implementation Manager, Director of Systems Engineering, Senior Sales Executive, Senior Web Developer & Growth Hacker, and a huge jump in Customer Advocate Representative hiring.
The overall unemployment rate down a tenth of a percent to 7.3%, but slow growth in jobs and significant backward revision to the previous jobs totals. August saw only 169,000 jobs added while July’s revised increase came to only 104,000 (corrected downwards by 58,000!) and June’s revision came to 172,000 (down by 16,000).
Job growth was seen in sectors such as retail trade (up 44,000), health care (up 33,000), professional & business services (up 23,000), and food services & drinking places (up 21,000). There was growth in goods-producing jobs like manufacturing (up 14,000), and mining (up 3,000), construction was flat. Government jobs increased by 17,000. Decreases in the unemployment rate are likely the result of a decreased participation in the labor market.
September 2, 2013
Happy Labor Day!
Labor Day Parade, Union Square, New York, 1882
September 2, 2013 marks the 120th federal Labor Day! Break out the barbecues and celebrate!
In America we pay tribute to American Workers on the first Monday in September although in more than 80 countries May Day (first of May) is the day to honor workers. In the U.S. the holiday was initiated by the New York Central Labor Union and first celebrated in New York City in 1882. In 1894 Congress passed an act declaring the first Monday in September Labor Day and a legal federal holiday.
Barbecue this weekend!
Originally Labor Day was celebrated with a street parade and orations to glorify the power and spirit of the American laborer and trade organizations. The holiday has evolved but continues to encompass a celebration of the history and spirit of the U.S. economy and political ideals.
This holiday also marks the end of summer and the beginning of school. It’s the last hurrah for camping, barbecuing, and enjoying the fantastic weather over a nice long weekend. Sorry kids, it’s time to go back (pschew)!
Labor Day also signals the beginning of the fall or fourth quarter hiring season. There’s the obvious retail full court press in Q4, and there is end-of-year financial and budget maneuvering. And while December can be slow due to vacations and distractions, the final months of the year are critical to many sector’s strategic plan for the new year.
So if you are considering a new career, relax and enjoy this Labor Day. Then get your resume ready and your search in gear. Contact Redfish Technology – Nationwide Recruiters – if you are a highly skilled and accomplished professional looking for lead and managerial roles in high tech and clean tech.
August 26, 2013
Why You Want to Get Involved in H1 Visas, Relocation.
Logan Knight, Tech Recruiter
Yes, it’s a pain in the butt and it’ll cost you, but both are winning talent acquisition strategies.
By Logan Knight, Executive Recruiter, IT Division
Let’s face it, the tech talent war continues. With companies lacking the tech talent they need, the healthy employment rate and confidence of the tech labor force, means that attracting and retaining the skilled employees high tech companies want is more of a challenge than ever.
Technology professionals averaged a 3.6% unemployment rate in Q2 of this year. That is less than half that of the 7.6% for the overall U.S. unemployment rate. Dice’s Tech Employment snapshot reports that 33% of corporate hiring managers said more tech pros are voluntarily quitting their positions in 2013, as compared to last year. A PayScale survey of over 4000 companies showed that 67% report having a skills gap in 2013. (more…)
August 19, 2013
More Companies Are Hiring MBA Grads in 2013
The fortunes of recent MBA graduates were rocked when the 2008 recession hit and employers froze hiring and significantly scaled back growth estimates. Fortunately, the economy has rebounded and jobs for MBA graduates have followed. In 2013, companies around the globe stated their intention to hire a new crop of business school graduates, reports the Graduate Management Council, indicating that tides have changed for employees considering earning an MBA.
Benefits of Getting an MBA
The Master of Business Administration degree is consistently the most popular graduate degree in the United States, according to CBS News. Although some programs, like a San Diego MBA at Alliant.edu, offer one-year programs if you have the correct prerequisites, many traditional MBA degrees take two to three years of full-time work to complete. Most MBA programs consist of academic coursework in accounting, operations, economics, finance, marketing, leadership, management, and ethics. (more…)
August 12, 2013
The Best Cities To Work In
In the new Glassdoor survey respondents ranked the best cities to live in in terms of employment satisfaction. Overall employment satisfaction was compared by city, with factors such as compensation and benefits satisfaction, senior management satisfaction, expectations for company outlook, and the number of employers hiring per city taken into consideration.
San Jose and San Francisco took the lead at a score of 3.4 – Way to go brother friars! Each city is home to five Glassdoor’s Top 50 Best Places to Work for 2013 companies: San Jose (Google #6, LinkedIn #14, Agilent Technologies #30, Intel #31, Apple #34) & San Francisco (Facebook #1, Riverbed Technology #3, Chevron #13, Workday #19, Salesforce.com #22). The top five were in a photo finish! Seattle, WA also scored 3.4, with Salt Lake City, UT and Washington, DC nipping at its heels at 3.3 each.
Software Engineer was the top in-demand job in 4 of the top five cities, and among the top three in-demand jobs in 7 of the top ten cities on the report card. Program Managers, Systems Engineers, Business Analyst and Sales Associates ranked high in the top cities, and Personal Trainer was in the top three in San Diego, proving that the economy must truly be in recovery.
When you are considering relocation, employment satisfaction surveys like this are a great source of information among othes. For other important criteria to consider, read Redfish recruiter Leah O’Flynn’s article “Should You Move for a Job?”
Check out the complete results:
August 5, 2013
Recruiting, Staffing & Employment News – August 2013
July Overall Numbers Disappoint, but Tech Employment Strong
July hires recruited by Redfish Technology were predominantly in the Enterprise Software, Mobile and Social Technology Platforms, and New Advertising Technology sectors. The most frequent positions recruited for included Senior Product Manager, Product Manager, Quality Assurance Engineer, Software Engineer, and Web Services/Server Side Java Developer. (more…)
July 29, 2013
Older Posts »
Leah O’Flynn, Tech Recruiter
Should You Move for a Job?
Moving is a big undertaking for most folks. There are a lot of things hanging in the balance when you get an offer that requires relocation.
The most important thing to consider is the job itself.
Is this your dream job? If not, what is the driver? It should be pretty compelling, for example: The job is in your dream location; the opportunity to grow your career is clear; the team dynamic is perfect. (more…)