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…)
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
July 22, 2013
“Big Data”: A Tool for Talent Management?
By Robert Teal, CCP, CBP
The most modest organization has large amounts of information, i.e., “Big Data”, on its operations, suppliers, customers, and especially on its employees. Even knowing as little as length of service, hours worked, job function, performance data, and location can be telling as to which employees are likely to succeed or not. The basis for Big Data decision making is founded in that class that most students ignored or only took the one mandatory course. That course usually covered the statistical foundation concepts of data collection & presentation, variability, central tendency, sampling theory, inference & hypotheses testing, regression & correlation, indexes & time series, and seasonal & cyclical analysis. While an employer with a few dozen employees can manage them with no more of a sophisticated tool than a good memory or paper notebook, even a middle sized organization of a workforce of few hundred needs to look deeper. (more…)
July 1, 2013
Jon Piggins – IT Recruiter, Sales & Marketing
Sure Fire Ways to Sabotage Your Job Interview
By Jon Piggins, Executive Recruiter, IT Sales & Marketing
You Only Get One Opportunity to Make a First Impression
When the interviewer greets you, don’t wait awkwardly and immobile in your seat.
Make a great first impression, you only get one shot at this. When you meet the interviewers or any of the staff, look the person in the eye and say hello, offer your hand and shake hands confidently. (more…)
June 17, 2013
June 3, 2013
Joanna Bradley, Sales & Marketing Recruiter
How To Attract/Retain Top Talent
Create an Awesome Culture
By Joanna Bradley, IT Sales & Marketing Recruitment Manager
Recruiting for dynamic startups, early stage companies, and even established players is all the easier when that company really knows how to go after the best talent. It is exhilarating as a recruiter to reach out to the best and brightest talent with an opportunity they weren’t even looking for and be able to get them very exciting about it because of the company’s awesome culture!
The companies who have dialed in their culture and know what to offer their employees to motivate them do less recruiting. It is simple. These companies are retaining their excellent talent. They have built a work environment and value proposition that creates engaged, committed team players. (more…)
May 20, 2013
The ZOPA of Hiring
By Sandy Cavitch
The ‘Zone Of Possible Agreement’ is not a physical place, but rather an area where two or more negotiating parties may find common ground. It is this area where parties will often compromise and strike a deal.
Every hire is a negotiation about an exchange, make it a success. The employee will be dedicating time, brains, effort, focus, and loyalty. The company will be paying salary, employment taxes, benefits, and investing in training and career development. What are each of these exchanges worth? (more…)
April 29, 2013
Become the Solution To The Job Interviewer’s Problem
by Carole Martin, The Interview Coach
The absolute worst way to go to an interview is with the attitude of: “Please, please – hire me.”
When you go to an interview with that attitude you appear desperate. And even though you actually may be desperate in a difficult job market, you don’t want to appear that way.
The demeanor and attitude that you bring to the interview will set the tone for the entire interview.
Let’s look at it from the employer’s/interviewer’s point of view. (more…)
April 22, 2013
Redfish Technology Inc. Awarded First Place in the 2013 ‘Best Places to Work’
Redfish Technology was awarded first place in ‘Best Places to Work in Idaho’ last night at the awards banquet held by the Idaho Business Review, the state’s preeminent business publication.
“We’re thrilled to be named number one Idaho’s Best Places Work,” says Rob Reeves President and CEO of Redfish Technology. “Cultivating a culture in which we are healthy and thrive personally, as well as contribute to the local community is among our firm’s greatest achievements. We are designed to attract, motivate and retain extraordinary people. This culture is surely one of the main reasons that we, and our clients, are so successful today.”
The recognition was given to the top ten businesses in each of three categories. Redfish Technology, a leading nationwide technology recruiting company, competed in the category of companies with 10-19 employees.
The Idaho’s Best Places to Work is awarded based on employee feedback and achieving excellence in company best practices in employee attraction and retention. Companies competed in three size categories and were measured by the employees in terms of Compensation and Benefits, Employee Growth and Development, Work-Life Balance, Workplace Environment, and Company Management. (more…)
April 15, 2013
Top Ten Best Places to Work
Redfish Technology Inc. Honored on 2013 ‘Best Places to Work’ List
Redfish Technology was named among the “Best Places to Work” in Idaho. Winners are companies that reflect exceptional performance in the areas of Compensation and Benefits, Employee Growth and Development, Work-Life Balance, Workplace Environment, and Company Management.
March 11, 2013
Rob Reeves, Recruiter, President, CEO
Negotiating Yourself Right Out of an Offer
By Rob Reeves, Executive Recruiter, President, CEO
So you fancy yourself a skilled negotiator? That will hopefully serve you well, just don’t negotiate yourself right out of an offer. We recently had a fantastic candidate who did just that.
It is important to understand that negotiating a job offer is the beginning of an important relationship between hiring manager and employee. “Don’t lose sight of the human part of negotiating.” cautions Rob Reeves, executive recruiter and CEO of Redfish Technology for over 17 years.
Salary negotiations can be challenging. The market is heating up for great sales, marketing and engineering talent in the technology sectors. Candidates often want a step up in salary when making a move. Even if you are the greatest thing since sliced bread, and you’ve got negotiating in your blood, listen up! (more…)
February 11, 2013
Recruiter Fees: What Are You Paying For?
The hiring process is a long one, most of the time. Recruiting the talent you need is an art form in and of itself. Whether your company is a start-up under the gun to bring in revenue or obtain funding, or a seasoned organization launching a new product or ramping up in a competitive market, the opportunity cost of being stalled out in job posting mode is enormous. But what do you get when you contract the services of a search firm?
Recruiting fees cover a range of services, each tailored to the needs of the company.
Generally, a contingent search firm’s services may include:
Pre-Hire Process Streamlining
- Help with crafting a job description; Defining the skills and attributes needed for a successful hire
- Understanding priorities, timeline, process, department needs, company culture
- Setting up communication & feedback loop methodology (more…)
December 31, 2012
Resolve to Hire the Best Talent in 2013!
Hiring Advice from the Experts at Redfish Technology
Human capital, the most important asset of most companies, comprises the totality of competencies, knowledge, social and personality attributes, and creativity, embodied in the employees’ ability to perform labor so as to produce economic value.
Recruiting the right talent to advance your company’s mission and goals requires finding the right fit for these myriad of considerations. As the demand for leading talent continues to increase, there is more competition over top talent. Companies that are winning at attracting and on boarding the best talent are those who survive and thrive.
The recruiters at Redfish are in the trenches everyday with hiring managers and their teams, and with passive and active candidates, putting together winning combinations. Based on their in-depth experience building out teams, here are their suggestions for hiring managers in 2013.
The Top Resolutions every hiring manager should make in order to hire the best talent!
“Identify 6 to 10 traits you’re looking for in a candidate and then narrow it down to 4 “must haves”. (more…)
December 24, 2012
December 21, 2012
The Top 8 New Year’s Resolutions for Finding a New Job or Advancing Your Career
From Redfish Technology Recruiters
At this reflective time of year, the Redfish recruiters have made their personal New Year’s Resolutions. Next, they offer some ideas for you, whether you are actively seeking a job or not.
Here are the top 8 resolutions for active and passive job seekers:
“Be available. Oftentimes, candidates looking for a new career opportunity are surprised by how much time it takes to find the right fit. When starting a career search, try and set aside a predefined block of time every day for interviews, follow up emails and resume submittals. Doing so will help to land the right opportunity, quickly.” – Joanna Bradley (more…)
November 19, 2012
Top 5 Tips for Picking a Recruiter,
and Hiring Top Talent
Choosing a recruiter is like choosing a life-partner. You want someone who understands you, someone who is excited about your focus, who can communicate effectively with you on your terms, and who knows just what you want! So what are the top qualities to look for when choosing a recruiter?
1. Pick a recruiter who is in your niche.
There are a lot of big names out there. Picking the recruiter who works the roles and sectors you do is the only way to go. The big box staffing firms handle soup to nuts so they can get you anyone from a receptionist to a senior architect to a sales executive, but do they spend the time to on a daily basis understanding what makes the very best Cloud User Interface Lead or the very best Targeted Data Technology Business Development Director? Do they have the expertise to hone in on specialty growth roles in the fast-moving tech sectors? Can they really connect with the cutting-edge talent that is motivated by more than salary? If you have special needs, find your match in the recruiting world and form a partnership. (more…)
October 15, 2012
The Unwritten Importance of a Job Title
What’s the importance of a job title today? Is being the “senior” something or other as valuable to a person as being a “vice president” or something?
Job titles are a tricky business in today’s work environment. (more…)
September 3, 2012
Hiring Hurricane – 5 Tips for Managing the Urgent Hire
The tech sector is fast paced and always evolving. Hiring in such an environment can be fast and furious when the sales season is ramping up, the project deadlines are set, new releases are ramping up. The hiring process when done with urgency can feel like a hurricane. How do you hire talent in a fast paced environment without succumbing to the storm?
Here are 5 tips for managing the hiring process when urgency has taken hold: (more…)
August 27, 2012
How To Successfully Recruit Top Tech Talent
Logan Knight, Executive Recruiter, IT Division
By Logan Knight, Executive Recruiter, IT Division at Redfish Technology
We’ve all heard about the competition for top tech talent. Despite the Great Recession and the limp recovery, unemployment is very low for technical professionals in software, IT, and high tech. Hot spots like the San Francisco Bay area, New York, Seattle, So Cal, DC, Boston, etc. are thriving (more…)
August 13, 2012
Older Posts »
The Job Interview and Your Ears
By Carole Martin
If you thought interviewing was only about answering questions, you’ve been missing the point. You’ve also been missing an opportunity to gather valuable information. Listening is one of the skills most underutilized by candidates. Most people go into the interview thinking and worrying about how they will answer the questions, and they forget that they are there to find out about the job and the company. They forget to listen, observe and read between the lines.