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…)
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. (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…)
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…)
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…)
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…)
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 25, 2013
John Stevens, Executive Recruiter, IT Engineering
The Craft of Scouting for Tech Talent or Hockey Talent
You’d be surprised at the similarities…
By John Stevens, Executive Recruiter, IT Engineering
Hockey scouts live in a secretive world of prospecting, some have said it is a world more akin to Cold War-era spying than a casual day in the stands. Faced with bad coffee, long periods in cold rinks, and remote locations, the job isn’t as sexy as you might think.
As a long-time recruiter in the tech sector, is also an avid hockey player and coach. He notes many similarities between scouting for hockey talent and recruiting top tech talent. (more…)
March 14, 2013
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 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…)
December 17, 2012
The Redfish Technology Recruiters’ New Year’s Resolutions
The ides of December have come and gone, and it is the home stretch for 2012. As we get ready to close out the old year and ring in a new year, we reflect upon the fabulous year that we have had! It is also New Year’s resolution time! A time when people revisit goals, make decisions about new beginnings, set a course for improved futures, and generally make a plan for the next year. The Redfish Technology recruiters have made a few resolutions for themselves. Let’s hear from them.
“My personal goal in 2013 is to break out to new companies and establish long term relationships. Also, I want to have multiple placements in both Sales and Marketing within these companies.” – Leah O’Flynn
“I resolve to deepen the relationships that I have with my top clients such that they recognize the value of using me exclusively for their searches, as well as their entire team.” – Logan Knight
“I will investigate and try out new avenues of social networking to improve on connecting my hiring managers and candidates.” – Beth Cliff (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 1, 2012
Beth Cliff, IT Recruiter
What are Recruiter Referral Fees?
By Beth Cliff, IT Engineering Recruitment Manager, Redfish Technology
Did you ever get a message from a recruiter in your voice mail that goes something like:
“Hi [your name]. This is Beth Cliff from Redfish Technology, nationwide IT recruiters. I am working with the VP of Engineering for a Network Security company (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 16, 2012
Managing Expectations:A Prerequisite to Successful Hiring
Heidi Clark, COO, CHO (Chief Humanity Officer)
By Heidi Clark, COO, CHO
One of the key competencies of an executive recruiter is that of setting expectations, yours and mine.
The recruiter is out there acting as an emissary for a company. She must embody the corporate values and ethics of his client, she must create enthusiasm and motivation for the opportunity. When reaching out to both potential candidates and professionals who may refer the next candidate, the recruiter is representing the company brand. The better the collaboration and communication between the hiring manager and the recruiter, the more successful the process. (more…)
June 11, 2012
The view from 5,318 feet
While this recovery is much slower and longer than most post-recession recoveries, most economists anticipate modest growth for the rest of 2012, and stronger growth in 2013. The National Association for Business Economics panel predicts an average monthly growth of 188,000 of jobs in 2012, up from the previous forecast, with GDP growth of 2.8 percent.
So what does this mean for recruiting? (more…)
May 28, 2012
Older Posts »
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…)