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.
When asked what employees liked best about working at the Redfish Technology corporate office, they said:
“Redfish offers a dynamic and proactive environment in which staff can enjoy professional careers in the middle of majestic mountain recreation and lifestyle.” – Logan Knight, IT Recruiter
“I love working at Redfish as it gives me an opportunity to assist people and companies in meeting their needs and every day is a new challenge.” – Jon Piggins, Sales & Marketing Recruiter
“It allows us to live in a place where most people can only vacation, while pursuing a rewarding career.” – Leah O’Flynn, Sales & Marketing Recruiter
“I love Redfish because of the open team environment, and I can wear shorts in the winter.” – Greg Schreiner, Tech Recruitment Manager
Redfish Technology has long cultivated a culture of community and health. The company’s CHO (Chief Humanities Officer), Heidi Clark, is proud of the design and implementation of the corporate culture and philanthropic efforts at Redfish. She’s been instrumental in Redfish’s involvement and financial support of local community events and non-profits. The recruiters have also created their own community service initiative called ‘One for One’ that consists of volunteer hours and a monetary donation program benefitting local organizations.
 Best Places to Work Winners The company motivates its staff in large part by providing superior work-life balance which includes traditional-type benefits such as a matching 401K plan, as well as inspired perks such as fun employee activities. The company takes an annual camping trip to (but of course!) Redfish Lake, there’s an annual night out to see The Second City, golf and ski days, and gym membership reimbursement.
Redfish Technology has also been recognized as one of the top Executive Search Firms of the United States in 2011 by the Leading Providers and in 2008 by GoldLine Research.
About Redfish Technology
Redfish is an award-winning, nationwide technology search and talent acquisition firm. Founded in 1996, the company provides services nationwide and has offices in the Silicon Valley, the East Coast, and the Intermountain West. Redfish’s high tech division specializes in recruiting top talent in the mobile, software, security, digital, cloud, saas, e-learning, and big data sectors. The cleantech division focuses solar, wind, renewables, energy efficiency, green technology, and alternative energy. www.RedfishTech.com
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.
(more…)
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
 Robert Teal 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.
| Facebook, 73 |
VMWare, 118 |
IBM, 130 |
| Adobe, 154 |
Dell, 157 |
Oracle, 163 |
| Hewlett-Packard, 216 |
Microsoft, 300 |
Google, 315 |
| Cisco Systems, 329 |
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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
Robert Teal 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
Robert Teal 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
 Greg Schreiner 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
 Andy Nacsin 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
Prioritizing Human Capital
By James Kim
Despite the importance of the small business employee in a company and the American economy in general, the study and a strategic awareness of human capital has been neglected in many business services. However human capital management (HCM) should be a priority for companies.
Recruitment
- Build a presence: Create a website that communicates company goals and ideals and always update your website’s content. The first place a prospective employee is going to look when applying is your website. (more…)
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?
(more…)
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
Robert Teal
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
The Great Balancing Act
 Rob Reeves 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…)
December 28, 2010
What is the Results-Only Work Environment?
A Results-Only Work Environment is a rapidly growing management strategy that evaluates employees based on their performance, not their physical presence. In a ROWE, people focus on results and only results – increasing the organization’s performance while creating the right climate for people to manage all the demands in their lives . . . including work. (more…)
December 21, 2010
Workshifting Benefits: The Bottom Line
A paper prepared for Citrix Online by Telework Research Network / Aerodite, Inc. (Kate Lister & Tom Harnish, 2010)
TeleworkResearchNetwork.com
“The purpose of this paper is to quantify the benefits of workshifting — specifically working from home — has for employers, employees, and the community. Citrix Online coined the term ‘workshifting’ to describe the growing trend to working from anywhere other than a traditional office through the use of web-based technology. The older and more traditional terms for this are ‘teleworking’ or even ‘telecommuting’. Both of these terms are cited in this report to preserve its authenticity, since some of the data specifically cited those terms.”
We look at the issue of Work/Life Balance in December & January and are convinced of the numerous benefits. It turns out that trust in employees to get the job done is a winning proposition for everyone. Studies have shown that employees actually put in more hours, are more productive, better at prioritizing. Employers reap the benefits of more productive and happy employees, reduced costs for real estate and utilities, and better talent acquisition/retention. The community benefits from additional investment of time in the social fabric and volunteering by telecommuters. And the environment benefits from reduced emissions and less use of resources.
Here are some highlights of the bottom line benefits detailed in this report:
Employer—Productivity Assumptions:
• 27% increase in productivity on workshifting days
• Value of employee time = $32,136 per man-year
• Average reduction in absenteeism = 3.7 days a year
Employer—Attraction and Retention Assumptions:
• 25% reduction in attrition
• Cost of turnover = 138% of wages
Commuter—Gas Savings Assumptions:
• Commuting miles/day = 30
• % Reduction in driving = 75%
Consumer—Time Savings Assumptions:
• Average commute = 52 minutes round trip; Low = 29 minutes; High = 79 minutes
Community—Oil Savings Assumptions:
• Import cost = $80.07/barrel
• 19.6 gallons of gas per barrel of crude
• Persian Gulf oil imports = 790 million barrels
Greenhouse Gas Savings (GHG) Assumptions:
• U.S. GHG reduction stated in million metric tons (MMT)
• One gallon of gas = 20.9 pounds of greenhouse gases
• Equivalent cars based on 5.5 average tons of GHG per car/year
• Goal for greenhouse gas reduction by 2020 = 17% of 2005 levels for CO2
References
Learn more about workshifting at the Telework Research Network.
Read the entire Workshifting Benefits: The Bottom Line report.
Further Reading
Work/Life Balance – What is it?
Read other articles on Work/Life Balance on the Redfish Resource Site
Work/Life Balance Survey – Take a minute to weigh in and win our everlasting gratitude!
December 8, 2010
Work/Life Balance
What is it?
In preparation for closing out the year and starting fresh with New Years resolutions and a new lease on life, we reviewed copious amounts of literature on work/life balance. This is really a subjective and amorphous little topic that gets a lot of mileage out there. But what is it really? And how do you get there? (more…)
September 29, 2010
Employee Retention
It’s about the Bottom Line
Turnover is a money drain. Every time you lose a valued employee, you’re losing money. Despite the currently high unemployment rate, employee retention at all levels throughout your organization remains an important part of your business process. The more stable your workforce, the more focuses you can be on your mission and your bottom line. (more…)
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