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.
January 21, 2013
Jon Piggins – IT Recruiter, Sales & Marketing
6 Tips for Building a High Quality Management Team
By Jon Piggins, Executive Recruiter, IT Sales & Marketing
When recruiting new management, or professionals who can be groomed to move into leadership positions, it is imperative to get the right combination of skills and qualities. When building a team, from the outset recruit new employees with the skills and abilities that will strengthen the department. And additionally look for these qualities in candidates in order to build a high quality management team:
1. Big Picture Thinkers
Of course a candidate must be excellent at what he/she does, and must be a strong contributor to the team or department. Moreover they must fundamentally understand the business, the industry, the competition, and the economy at large. Those who can take your group to the next level must be strategic thinkers who have a grasp of the big picture. (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…)
November 26, 2012
Cyber Monday E-commerce Records / Productivity / Hiring
Cyber Monday e-retailing predictions!
Cyber Monday is a marketing term for the Monday after Thanksgiving’s online shopping extravaganza. It is the online retail equivalent of Black Friday, the Friday following Thanksgiving Day.
In 2011, Cyber Monday was the biggest day in the history of US e-retailing at $1.25 billion in online retail sales, and beat the other top holiday shopping days.
November 12, 2012
The Top 100 Web Resources for Managers
Managers are asked to fulfill numerous duties in order to keep an organization well balanced and working efficiently. Whether they’re overseeing specific projects, meeting with employees or assisting hands-on with daily functions, a manager’s role is to make sound business decisions that keep the company ahead of the competition.
The following list recognizes some of the top websites and blogs in multiple categories including Management, Human Resources, Operations Management, Strategic Management, Marketing, Finance, and IT Management.
There were many factors that went into the selection of these sites including web presence, number of visitors, content quality and peer recommendations. Each site offers a unique perspective on the subject of management and leadership in a business setting. In order to navigate to each management category, click on the section you wish to go to at the top of the page. Please note: websites are not listed in order of rank. (more…)
October 29, 2012
Leah O’Flynn, Executive Recruiter
Is Testing More Important Than Interviewing?
By Leah O’Flynn, Executive Recruiter, IT Sales & Marketing
Many companies believe testing is more important than interviewing. Testing has long been a part of many evaluation processes from personality testing, character testing and skill set testing. Human Resources often look upon these tests as a requisite part of their screening process. Hiring managers may rely too much on tests. (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…)
July 30, 2012
Positive Job Creation Indicators Revealed in the 20th Anniversary Executive Job Market Intelligence Report
Companies are planning on growth, both via new management hires and trading up new hires for existing executive roles to fill gaps or improve teams. Recruiters weighed in on executive job creation reporting they expect 51 percent of employers will be adding headcount through “trading up” with new hires for existing executive jobs and 27 percent will create new executive roles over the next six months. Only 2 percent of companies surveyed intend on continuing the management cutbacks that have been in effect during the economic downturn. (more…)
May 28, 2012
Personnel Mobilization Doctrine
Joanna Bradley, IT Sales & Marketing Recruitment Manager
By Joanna Bradley, IT Sales & Marketing Recruitment Manager
The term “Recruiting” originally meant “to enlist new soldiers”. Every army needs to replenish troops over time, and at certain times they need to grow their numbers to accomplish specific operations.
Militaries, to facilitate this process, have established recruiting commands. These units are solely responsible for increasing military enlistment. The mission of the United States Army Recruiting Command (USAREC) is to recruit candidates for service. This process includes the recruiting, medical and psychological examination, induction, and administrative processing of potential service personnel. (more…)
April 16, 2012
Retirement Prospects Post Great Recession
By Robert Teal, CCP, CBP
Lowered 401(k) accounts balances, declining home values, lay-offs, reduced earnings, increased debt levels, all devastated the confidence of many near-retirement age workers following the 2008-2009 financial crash. The natural reaction for many workers is to remain in the labor force and attempt to recoup losses, pay down debt and somehow make-up for their diminished financial status. Postponing retirement age does have the potential value of an increased monthly social security benefit amount. (more…)
April 2, 2012
Hiring Best Practices & the EEOC
In some countries it is standard to include a photo on your resume, as well as your marital status, age, and other juicy tidbits that are considered to be completely out of the professional and legal employment scope in the United States. Including that kind of information when applying for a job seems hard to imagine here in the United States. (more…)
March 5, 2012
Republished with permission from the UBM Midsize Enterprise Strategies February 2012 Newsletter strategy section.
Finding And Hiring The Right IT Staff
By Alicia Stein
Many middle-market CIOs lack the resources—staff and budget—to fulfill all of their organization’s IT initiatives. Even though the last recession displaced millions of workers, it still remains difficult for CIOs to find individuals with the right mix of talent and skill. (more…)
January 23, 2012
Employee Compensation in 2012: Pent-up Demand
By Robert Teal, CCP, CBP
During the recent recession, numerous organizations froze wages, reduced benefits and hours, and eliminated staff in an effort to remain competitive. By all official counts, the recession reportedly ended over two years ago, yet corporate compensation budgets are still very much stalled in a slump. With unemployment above 8%, many employers feel little or no pressure to increase wages or benefits. However those employees who have foregone raises or even suffered reductions are becoming restless. Yes, they were grateful to have jobs, while at the same they are beginning to question what their loyalty really bought them. Even in the best of times, a rubber band will only stretch so far before it snaps. So what options are available to an organization which needs to retain its talent in the face of little or no desire to increase costs? (more…)
December 26, 2011
Why We Need to Hire Fewer and Fewer People
Dr. Ira S. Wolfe
By Ira S Wolfe
With an election year approaching and unemployment still high, lots of lip service and media ink are being wasted on ways to fix the jobless recovery. What a crock of $#!%.
While it is unquestionably heart-breaking to see good, hard-working, well-intentioned people become victims of corporate greed and negligent governance, much of the responsibility for getting a job (and keeping it) should fall on the shoulders of the individual and that includes individual executives and business owners. (more…)
December 19, 2011
Happy Holidays from our team to yours!
Whether you will get merry at Christmas, illuminated at Hanukkah, or dec’d out for Kwanzaa, we hope you have a great yearend!
Redfish is celebrating a great 2011.
Rob Reeves, President, CEO – Redfish Technology
“Amid the Noise and Haste of 2011, we’ve managed to stay the course we set and solidify our partnerships in both the Tech Sector and the Clean Tech Sector. (more…)
December 6, 2011
‘Tis the Season … for quitting your job!?
By Jonyt Meyer, guest contributor
If you aren’t happy in your job, or your organization suffers from retention issues, this may be worth reading.
For the first time in years I find myself foregoing a tradition that has for me been a very valuable career drill. Each year as the Holiday season approached, I would sit down and create a Pros/Cons list, the list covering considerations for remaining with or moving on from my current company. Instead of using this to drive a year end career decision, it was meant to remind me of the positives while creating a “to-do” list for the year to come. My intent being that if I was ever incapable of significantly improving the cons list based on my to-do activities, that would be my indicator that it was time to move on to new opportunities. (more…)
November 21, 2011
November 14, 2011
Streamlining the Hiring Process for Success
By Beth Cliff, High Tech Engineering Recruitment Manager
Fourth quarter hiring is in full swing, and candidates are actively and selectively interviewing. On average, the hiring process from the time a resume is submitted to offer and acceptance is 7-10 days, and the majority of candidates we are placing, roughly 85%, are currently in full-time roles while looking for their next opportunity. One key to successfully hiring the most qualified candidate for your organization is having a streamlined hiring process. Be sure that everyone who will be involved in the hiring and decision making is available and committed to the process. (more…)
October 24, 2011
Best Practices for Online Job Postings
from The United States Department of Justice
The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee.8 U.S.C. § 1324b(a)(1)(B).
Employers may not treat individuals differently because they are, or are not, U.S. citizens or work authorized individuals. U.S. citizens, asylees, refugees, recent permanent residents and temporary residents are protected from citizenship status discrimination. Employers may not reject valid employment eligibility documents or require more or different documents on the basis of a person’s national origin or citizenship status.
Over the past decade, the Internet has proven to be a valuable resource for matching employers with job seekers. The following list of best practices is intended as a guide for Internet job search engine sites and employers and recruiters who post job ads on the Internet.
DOs for Internet Job Search Engines
- Do require employers, recruiters, and others posting employment ads to sign a membership agreement and client contract that require compliance with all applicable equal employment opportunity laws, including the anti-discrimination provision of the Immigration and Naturalization Act, and:
- Prohibit any posting that requires U.S. citizenship or lawful permanent residence in the U.S. as a condition of employment, unless otherwise required in order to comply with law, regulation, executive order, or government contract.
- Prohibit any job requirement or criterion in connection with a job posting that discriminates on the basis of citizenship status or national origin.
- Do create a link for employers posting directly on the website that outlines prohibited employment practices and email the link to employers prior to permitting a job posting on the site.
- Do send employers an email each time the employer posts mass job announcements via file transfer protocol (FTP) that includes a link to the prohibited job postings link mentioned above.
- Do create an Equal Employment Opportunity page or an Employer Resources page discussing EEO issues and prohibited job postings. For further reference, these pages can link to the website of the Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) at http://www.justice.gov/crt/about/osc
- Do monitor employers’ postings and pull ads that use prohibited discriminatory language or criteria.
DOs for Employers and Recruiters
- Do treat equally U.S. citizens, lawful permanent residents, temporary residents, asylees, and refugees in recruitment or hiring.
- Do embrace equal employment practices, including: refraining from discriminating on the basis of national origin; and/or immigration and citizenship status.
- Do avoid making the assumption that only U.S. citizens are authorized to work in the United States.
- Do avoid the following language in job postings:
- “Only U.S. Citizens”
- “Citizenship requirement”*
- “Only U.S. Citizens or Green Card Holders”
- “H-1Bs Only”
- “Must have a U.S. Passport”
- “Must have a green card”
*UNLESS U.S. citizenship is required by law, regulation, executive order, or government contract.
- Do allow all employees (including non-U.S. citizens) to provide any permissible documents to establish their identity or work authorization during the employment verification process.
- Do recognize that refugees and those newly granted asylum who have not yet received a Social Security number may not be fully able to complete on-line applications even though they are authorized to work in the U.S. indefinitely, and avoid creating unnecessary hurdles for such individuals.
For further information on immigration-related employment discrimination, contact OSC at 1-800-255-8155 (Employer Hotline) or at (202) 616-5594 (main line).
Get more directly from the Dept. of Justice
The original DOJ article can be found on the United States Department of Justice website at:
October 17, 2011
Older Posts »
Power, Optimism, and Risk-Taking
Cameron Anderson, PhD
By Cameron Anderson, University of California, Berkeley, and
Adam D. Galinsky, Northwestern University, Evanston, Illinois
Power fascinates. People spend an inordinate amount of time attending to, thinking about, and discussing the thoughts and behaviors of powerful and prestigious individuals—be they heads of state, CEOs, or prominent members of their local church, club, or community. Though typically viewed as frivolous and the province of gossip and gawking, this interest in powerholders is often important and useful. On a practical level, understanding the minds of those with power helps people appreciate how their leaders make decisions—decisions that impact people’s own lives. The behaviors of the powerful have inordinate pull, in that their actions have greater impact and matter more compared to those without power. On a theoretical level, understanding powerholders’ behavior can also provide a window into human nature more broadly; for only when people possess power do some of their deepest desires and motivations reveal themselves in the light of day. (more…)