September 1, 2014

Creating a Blue Ribbon Company Culture

By Heidi Clark & Rob ReevesRob Reeves & Heidi Clark - Creating a Blue Ribbon Company Culture

Feeling the Love?

 

“When you are doing it right, your staff will let you know,” asserts Rob Reeves, CEO at Redfish Technology – an award-winning nationwide tech recruiting company. “If you aren’t hearing appreciation and feeling the love, you need to take a look at what you are creating.”

 

Return on Investment

 

The focus on company culture is an investment worth making on many fronts.

Attracting and retaining talented, dedicated staff is all the more easy when people know about your company and want to work for you. “Recruiting is a tough business, and it takes very intelligent and motivated professionals to do the job well,” reflects Heidi Clark, CHO at Redfish. “Keeping employee turnover down and having a pipeline of talent is as important for our business as it is for our clients, and having a company renowned as a great place to work makes that much easier to manage.”

Customer loyalty is critical to all companies. “Our clients’ loyalty is one of our greatest assets, and it is earned through each and every interaction with our recruiters because of the care they take in making placements that are a win for everyone,” adds Reeves. “Study after study has demonstrated very clearly a strong and direct link between an organization’s customer loyalty and the level of engagement of their employees,” reports Paul Butcher, the Director of Research at POPULUS.

 

It Works!

 

The focus on company culture is apparently working! Redfish Technology has taken the blue ribbon two years in a row. In 2013 and 2014, the company was voted #1 in its category in the “Best Places to Work in Idaho” competition put on by the Idaho Business Review and POPULUS.

 

How To

 

Redfish Technology prides itself on its attractive company culture. “The goals that we have for Redfish are simple but need constant attention,” affirms Heidi Clark, Chief Humanities Officer at Redfish Technology.

“The environment that Redfish strives to create and nurture are:

1. People have the opportunity and earning potential to achieve their long term career goals.

2. People are developing skills that are applicable and will benefit them both inside and outside the work environment.

3. Communication is based on respect. Conflict is resolved with open dialogue.

4. Individual needs are accounted for within a team-oriented environment.

5. People are having fun and doing what they are passionate about.

6. There’s a culture of self-improvement and inspiration.

7. Integrity is paramount and it is discussed.

8. Work is seen as an integral part of life not a means to an end nor the end itself.”

This culture is enhanced by company offered benefits and perks. Redfish offers health insurance and 401K matching, but there’s much more.

The company offers recreational reimbursements, powder days, and employee fun outings like friendly gold competitions against other recruiting firms, the annual camping trip at Redfish Lake, and night out to see The Second City  each year.

There’s a also slush fund for employee bonding trips that generally combine team building, personal development, and company relationship building. The team went to San Francisco recently to visit with clients and then headed to wine country to enjoy some culinary delights. Last year the team went to Las Vegas and ran in the Rock’n’Roll half and full marathon.

Long lunches are offered to encourage time for the gym, running, hiking and yoga, which staff often do together. Fresh fruit and healthy snacks are office staples, there’s a company cruiser available in the office, the list really does go on…

These are important differentiators and they that reinforce and celebrate the company’s goals. Each winning company defines and supports their own company’s cultural and business goals in unique and attractive ways.

 

Redfish Technology – www.redfishtech.com
Building Growth-Mode Tech Companies with Hand-Picked Talent

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July 28, 2014

What’s the Latest Emerging Code Your New Hire Better Know? By Meredith Dean, Executive Recruiter, IT Division

What’s the Latest Emerging Code Your New Hire Better Know?Meredith Dean, IT Recruiter

By Meredith Dean, Executive Recruiter, IT Division

 

Is Java the top code to know? C, C++, C# – ho hum. Python and Ruby are hot. What about R? Assembly, Scala or Shell? Picking a particular new “emerging” technology stack like Ruby on Rails, any of the MVC Javascript frameworks, Scala, or Solr, etc. means working with some cutting edge new coding.

 

But requiring the latest, emerging new code in terms of a hiring requirement definitely means that the talent pool available is going to be extremely small. And with quasi-fulltime employment, tech talent is already highly in-demand before you even start ‘stacking’ the technology deck against yourself. (more…)

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June 30, 2014

Empowering Employees With Technology

Empowering Employees With Technology

Technology is an integral part of life in the workplace, and integrating the right technology for your employees can lead to better productivity and morale. A study by the Society of Human Resource Management found that 27 percent of employees found networking to be very important to their job satisfaction. This study also suggests a link between improvements in technology and networking. Bearing this in mind, here are ways that your employees can be empowered and your workplace improved by technological developments. (more…)

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June 16, 2014

Workforce Talent Survey By Monster Provides Fresh Insights

Insights from the Monster 2014 Employed/Passive Seekers Workforce Talent – Job Seeker Survey

JobSeeker-Satisfaction

Monster just published a new insights piece. This job seeker survey focuses on how job seekers view the current job market, their job satisfaction, and what will motivate their career decisions.

 

The top 1/3 of respondents were made up of: Information Technology/Internet Management (general), Clerical/Administrative, Management (executive level), and Healthcare professionals. The career level was 5% Executives, 33% Management, 50% professional, and 12% Entry. The majority had either a bachelor’s or a master’s degree. (more…)

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June 2, 2014

Yes, You Should Be Offering Company Perks to Your Employees

 

Yes-to-Offering-Company-PerksCompany perks can be the metaphorical espresso shot in your employees’ coffee. In the Ceridian 2013 Pulse of Talent survey, 47 percent of workers ranked job rewards (monetary or otherwise) as the most important driver of engagement at work. Companies recognize this, and 60 percent of those surveyed said they currently offer non-monetary rewards for jobs well-done. Perks, however, shouldn’t be the sole reason employees stay with a company, nor should they be the only reason new talent comes on board. Perks should reflect company culture, not define it.

 

The Googleplex

 

A recent Glassdoor survey placed Google number one on its top 25 list of U.S.-based companies that offer the best benefits and salaries. The “Googleplex” in Silicon Valley epitomizes the company’s culture while also highlighting the proper way to use perks. (more…)

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