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 24, 2013
Redfish Technology Wins Mountain Rides’ Bike to Work Day Employer Challenge
Redfish Technology Wins Mountain Rides’ Bike to Work Day Employer Challenge
For the second year in a row, Redfish Technology takes 1st place in category. Redfish, nationwide technology recruiters, had 100% employee participation in the Bike to Work day challenge held by Mountain Rides. (more…)
June 17, 2013
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.
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 21, 2012
Where Has All the Talent Gone?
By Robert Teal, CCP, CBP
Or is the question, “Where has all of my talent gone?”
Matt Lynley, writing for the Business Insider on April 7th, reported that employees are jumping ship at Apple. Running a search on LinkedIn, a professional social media site, Lynley looked for individuals whose past employer was Apple. Lynley found 17 of those former Apple employees at Zynga, a social gaming leader.
Where did other Apple employees go? According to Lynley here is where a sizable group of former Apple employees landed.
|Cisco Systems, 329
Apple has over 62,000 employees, so what if 1,900 of their employees jump ship? Even if Apple has the most ironclad non-compete clause ever written, it’s their knowledge, skill, and talent that is being bought.
So I will rephrase the question, “Where has all of your talent gone?” So maybe you are a small business, that makes it even more imperative that you manage the talent you have to ensure it does not walk out the door to you competitor. It also becomes essential that when you do hire, you hire the top talent available. They will not be cheap and they will be hard to find.
If you are a small business, maybe you are the talent, maybe the only talent in your organization. If your goal is to grow, you are going to have to acquire additional talent either because your own knowledge, skill, and talent, while great, does not extend into all areas. Organizations like Apple were once small, as they grew; they allowed employees to share in that growth either through phantom stock if privately held or shares of actual publicly traded stock. One attraction, for the likes of talent at high tech firms that may go public in the future, is the possibility that employees will be able to cash in on that success. And there are many examples of talent who do just that, not only at Apple, but others as well.
Kate Lister, a writer and small business owner provides a number of suggestions on how small businesses can succeed in the competition for talent. Writing for American Express’ Open Forum on August 4, 2011, Lister points out 7 ways that small businesses can find and retain talent. One way is to become an “an employer of choice”. To be an employer of choice is more than paying the highest wages. It means that the entire culture of the organization creates an environment where employees want to work and want to come to work every day. In such organizations, there is no “checking your brain at the door” frame of mind.
Employer of Choice, Inc. certifies organizations that meet and/or exceed 10 criteria designed to separate out employer of choice from others:
● The Company
● The Culture
● Enlightened Leadership
● Care of People
● Growth and Opportunity
● Meaningful Work
● Compensation & Benefits
● Making a Difference
● Employee Loyalty
● Performance Results
Maybe you are not the next Apple, Google or Facebook; but at some point they did not think there were either.
About the Author:
Robert Teal, CCP, CBP is a Senior Human Resource leader with demonstrated ability to deliver cost effective solutions in the areas of research, design, implementation, communication, & administration of employee compensation and benefit plans and HR/Payroll systems. A results-oriented professional who skillfully manages interpersonal relationships and partners with a diversity of staff from the Board of Directors to line managers in the insurance, consulting, and healthcare industries.
Read Robert Teal’s blog: Trends in Total Employee Rewards.
Read Bob’s articles on Redfish Technology’s Hook, Line & Sinker.
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…)
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…)
September 12, 2011
Overcoming Relocation Hurdles in Talent Acquisition and Retention
By Greg Schreiner, Executive Recruiter, Clean Tech Talent Manager
Despite the high rate of unemployment, finding the right talent remains an issue. A recent survey by Robert Half reported that just over half the executives reported that it is difficult to find skilled professional talent currently.
When finding the right talent locally doesn’t pan out, relocation is often the only alternative. And while relocation adds to the human resources expense, the majority of firms recognize the importance of this component in attracting the talent they want. The 2010 Atlas Van Lines Corporate Relocation Survey reports that 67% of companies offered incentives to encourage relocations in 2010. Financial and other incentives can overcome the hurdles to relocation. (more…)
August 29, 2011
Winning the Tech Talent War
by Andy Nacsin, Executive Recruiter
In today’s economic situation, companies are facing multiple new challenges when it comes to staffing. According to Forrester Research, today’s recruiting growth rate prediction is at 8%. Many theorists believe that this is because of the looming talent shortage and disconnect between positions open and skills of candidates applying. Another factor is that companies, while emerging from recession, are still remaining cautious on spending and are very selective when acquiring talent, regardless of their growing need to add headcount. Our nationwide overall unemployment rate has been hovering around 10%, and yet when we take a closer look within technology these numbers are closer to 4%. Other considerations that are affecting this climate are employee turnover, Baby Boomers retiring, more restrictive policies on foreign workers, companies resistant to relocation costs, and overall reluctance from employees to change jobs. So our challenge is how to cope with a growing talent shortage within the high tech and green tech industries.
The battle for top sales people and engineers is extraordinary in Silicon Valley and New York – These are our Talent War battle zones. The majority of technology growth occurs in these two large geographic regions and they also typically house the greatest number of top tier talent. (more…)
August 22, 2011
August 9, 2011
To Counter Offer or Not to Counter Offer? Part 2
In part one of this article, we considered the costs of recruiting, hiring, and training as well costs of a bad hire and the opportunity costs involved when a valued executive’s departure leaves the company in the lurch. Can you avoid this hassle and extra cost? Should you making him a counter offer and keeping the team intact, the projects on time, the sales meeting on track, the product launch as planned?
August 1, 2011
To Counter Offer or Not to Counter Offer?
Whether a prized executive has been actively looking for another opportunity, or unexpectedly recruited for a new position, should you make a counter offer to keep him or her? (more…)
April 26, 2011
The Right Talent Critical for Business Growth Strategy Implementation, Say Leading CEOs
The CEO Challenge 2011 cites Growth and Talent as the most critical challenges. After years of scaling back, driving business growth emerges as top concern for corporate leadership. Talent management and innovation are the most critical vehicles for business growth strategies today. (more…)
February 7, 2011
Jobless Recovery: Human Capital Utilization
For some time now, indications are that the current economic recovery, which is slowly taking place, will be a “jobless” recovery. By that it is meant that jobs lost in the downturn will not reappear or will reappear in significantly less numbers than prior to the recession. If this is the case, the recession of 2009 will be the third such jobless recovery since 1990. The first and second jobless recoveries occurred in 1991 and 2001 respectively. Prior to 1991 recession-recovery cycles resulted in as many jobs being created as were lost and in some case, excess jobs were produced. According to The Economist online, the current recovery is following the same path that the prior jobless recoveries of 1991 and 2001 took: a permanent loss of jobs.
To be perfectly clear, it is not the role of private business to create jobs. Jobs are created in the business sector only when a valid business need requires to be fulfilled. (more…)
January 13, 2011
Older Posts »
The Great Balancing Act
By Rob Reeves, President/CEO Redfish Technology
Work-life balance is something we at Redfish have always taken seriously. Part of the reason is because I personally have fallen completely out of balance in this arena.
Off the deep end
My recruiting adventure started (more…)