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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February 2, 2015

Decoding the Software Engineer: Code Testing in the Hiring Process

Decoding the Software Engineer

Code Testing in the Hiring Process

By Jon Piggins, Executive Recruiter, IT Division

Jon Piggins, IT Recruiter

Jon Piggins – IT Recruiter

 

Tech recruiting is all about matching culture and skill sets. We are not engineers or coders, we are business solution drivers. And let’s face it, even in a small startup tech company, not everyone is a techie. So how do we find the best technical & engineering talent out there for growth-mode tech companies?

 

We network with development talent, vet prospective candidates often before we ever reach out to them, and we onboard prospects from the get-go – which is easy to do as we only work with companies that we believe in and are excited about, a luxury we are proud and grateful to have.

 

When it comes time to verify the technical skills of the candidates we work with, there are a variety of methods. (more…)

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January 26, 2015

How to Find Top Talent without Being Inundated with Resumes

How to Find Top Talent

without Being Inundated with Resumes

25-Million-Resumes

Most corporate jobs receive 250 resumes per opening.

Everyone wants to cast their net wide and access all the best talent out there, but no one wants a tsunami of resumes flooding their desk and email inbox.

How can you access a wide array of talent but refrain from being accessed yourself non-stop by respondents?

 

There’s a lot of folks out there, actively and passively looking for their next job.

There are 25 million resumes on Indeed.
There are 332 million LinkedIn users, 107 million of them in the US.
The average number of daily LinkedIn mobile job applications is 44,000. (ExpandedRamblings.com)

There are 140 Million unique visitors on Indeed.com monthly. (Indeed.com)

 

There are a lot of folks sending resumes.

Google gets over a million job applications each year and the company only hires about 0.5% of applicants. (About.com)

Procter & Gamble Inc. got nearly a million applications last year for 2,000 open positions. (WSJ.com)

Most corporate jobs receive 250 resumes per opening. (Recruiterbox.com) (more…)

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January 19, 2015

Rob Reeves named “Idaho Business Leader of the Year”

Filed under: Employer,PR / Company News — Redfish Technology @ 6:30 AM
Idaho Business Leader of the Year 2015: Rob Reeves, CEO Redfish Technology

Idaho Business Leader of the Year 2015:
Rob Reeves, CEO Redfish Technology

President and CEO of Redfish Technology is the 56th honoree.

 

Pocatello, Idaho (www.isu.edu/cob) – Rob Reeves, president and chief executive officer of Redfish Technology, Inc. in Hailey is the 2015 Idaho Business Leader of the Year. The professional business fraternity at Idaho State University, the Delta Upsilon chapter, of Alpha Kappa Psi, will recognize Reeves at a dinner in Pocatello on Thursday, April 9.

 

The award annually recognizes an Idaho business leader who has demonstrated outstanding business and professional ethics while contributing significant support to worthwhile community, civic and education activities. Awarded by ISU College of Business students since 1959, previous honorees have included a congressman, former governors, entrepreneurs, and leaders of some of Idaho’s largest companies. The recognition program is the longest-standing one of its kind in Idaho. (more…)

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