April 14, 2014

What are the Best Recruiting Sources in terms of Job Boards and Engines?

A Recruiter’s Perspective

Job boards and networking

SilkRoad Inc. recently published its report “Top Sources for Hires 2014” boldly subtitled “The Definitive Report on the Most Effective Recruiting Sources”. Silkroad is a multination human capital management software company and so the data they have compiled from their clients is very interesting, but may not reflect every company’s experience.
The report results do not reflect the experience with job board and engines as recruiting sources that we have at Redfish Technology. We crunched our numbers and have some pretty different results.


Key Differences in Focus/Sector: (more…)


February 3, 2014

What does the Gold Collar Worker Want out of Employment?

By Leah O’Flynn, Sales & Marketing Recruiter High Tech


Leah O'Flynn, Tech Recruiter

Leah O’Flynn, Tech Recruiter

Professor Robert Kelley of Carnegie Mellon University coined the phrase “the gold-collar worker” back in 1985 describing a new era of workers whose value is brainpower. “Gold” referred to the hefty salaries and profits that their minds and skills garnered.


Back in 1985, these gold collar workers were the young and college educated, who made up over 40% of the U.S. workforce at the time. Today, with increased outsourcing of manufacturing, the American workforce has increasingly become more service and value-added oriented.  The gold collar workers may now represent 70% of the workforce. (more…)


December 2, 2013

What Employers Need to Know About the Affordable Care Act (ACA)

What Employers Need to Know About the Affordable Care Act (ACA)HealthCare.gov-screenshot

While the deadline for most companies to inform employees about the new Health Insurance Marketplace came in October 2013, the implementation will not be effective for businesses until January 2015. 2014 is therefore the year to set up the right strategy for the health care benefits your company offers employees.

What Does the Company Need to Tell Employees?

Under the health care law, many employers must notify their employees about the Health Insurance Marketplace by October 1, 2013. If a company is covered by the Fair Labor Standards Act, written notice to employees must be provided informing them: – About the Health Insurance Marketplace – That, depending on any coverage the company offers, employees may be able to get lower costs on private insurance in the Marketplace based on their income – That if employees buy insurance through the Marketplace, they may lose the employer contribution (if any) to their health benefits

Small Businesses have 50 or Fewer Employees

Businesses with 50 or fewer full-time equivalent (FTE) employees are not required to provide insurance to employees. That said, companies in this size range can use the Small Business Health Options Program (SHOP) to offer coverage to their employees. The employer controls the coverage offered and how much is paid toward premium costs.   Health coverage through SHOP should open by November 2014, for coverage that takes effect in January 2015, according to the New York Times, who reported that the marketplace “is still the most important provision in the Affordable Care Act for small businesses,” as it can offer “the most competitive combination of price and quality” stated John C. Arensmeyer, the chief executive of Small Business Majority, an advocacy group. (more…)


October 21, 2013

How to Survive as a New Manager, By Dave Clemens of the HR Cafe Blog

How to Survive as a New Manager

Dave Clemens

Dave Clemens

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.


Everything changes


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.


Loose lips…


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



July 22, 2013

“Big Data”: A Tool for Talent Management? by Robert Teal, CCP, CBP

“Big Data”: A Tool for Talent Management?Big Data

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…)

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