March 2, 2015

Kaizen Recruiting: Calibrating for Success

Kaizen Recruiting

Calibrating for SuccessNoah Hendricks, Sales & Marketing Recruiter

By Noah Hendricks, Executive Recruiter, Sales & Marketing Division

 

“Kaizen, Japanese for “good change”. When used in the business sense and applied to the workplace, kaizen refers to activities that continually improve all functions and involve all employees from the CEO to the assembly line workers. It also applies to processes, such as purchasing and logistics, that cross organizational boundaries into the supply chain. It has been applied in healthcare, psychotherapy, life-coaching, government, banking, and other industries.” – This concise definition and context courtesy of Wikipedia.

 

This tried and tested work philosophy of continual calibration to business processes in order to improve upon them led to many management strategies and workplace revolutions. It is a mindset that all great businesses share, whether they call it as such or not.

 

In recruiting, things are always changing: technologies, ATMs, job boards, social networking fads. And each and every hire is unique. (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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November 3, 2014

Soft Skills: Easy to Feel Out, Harder to Test

While hard skills are fairly easy to evaluate, soft skills are harder.

Soft-Skills-Definition

The soft skills are rather intangible: communication, leadership, critical thinking, creativity, team collaboration, attitude, common sense, and relationships, amongst others.

Coding and problem-solving tests are fairly straightforward ways to gauge hard skill level, but how do you measure a candidate’s soft skills?

Evaluating Soft Skills

 

Social Media

Almost everyone in the United States has at least one social networking profile at this point, so researching a candidate’s online presence is fairly easy. Social media and websites provide an interesting window into a person’s soft skills. Of interest is everything from how thoroughly and professionally people present themselves, to the content and comments that they choose to post on online media.

Video Interviewing

Some companies solicit video responses as a filtering mechanism that quickly gives a sense of a person’s soft skills. A company may ask candidates to answer a few questions in a video format to be submitted along with a resume or as the next step in the pre-interview process. There are obviously a lot of efficiencies gained by getting a peek at talent, although some people are fairly shy of performing in front of a somewhat anonymous audience. (more…)

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October 20, 2014

Redfish Technology Recruiting Candidate Satisfaction Survey Results

The Results of the Third Quarter Candidate Satisfaction Survey are in!

Redfish Technology Candidate Satisfaction Survey Results Q3 2014
Redfish Technology Candidate Satisfaction Survey Results Q3 2014

 

As part of our commitment to continuous improvement, this on-going survey asks candidates placed by the high tech recruiters at Redfish Technology for feedback on the recruiting process. Candidate experience and satisfaction is of great importance to Redfish, as recruiting is a partnership and must be a win-win proposition. The feedback was very positive overall with some areas for improvement identified; most candidates were directly recruited while about a quarter of placements found Redfish opportunities via the company’s marketing efforts.

 

Placed candidates were asked:

  • How well did your recruiter understand your personal goals for job placement?
  • How would you rate the match for the position you were hired for?
  • During which stages of the recruiting process did you have the best communication with your recruiter?
  • During which stages of the recruiting process did you have the least effective communication with your recruiter?
  • Did your recruiter give you an accurate and thorough understanding of the hiring process, role, company?
  • How would you rate your overall experience with Redfish Technology?
  • How likely are you to recommend Redfish to other colleagues or hiring managers? (more…)
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