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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February 3, 2014

What does the Gold Collar Worker Want out of Employment?

By Leah O’Flynn, Sales & Marketing Recruiter High Tech

 

Leah O'Flynn, Tech Recruiter

Leah O’Flynn, Tech Recruiter

Professor Robert Kelley of Carnegie Mellon University coined the phrase “the gold-collar worker” back in 1985 describing a new era of workers whose value is brainpower. “Gold” referred to the hefty salaries and profits that their minds and skills garnered.

 

Back in 1985, these gold collar workers were the young and college educated, who made up over 40% of the U.S. workforce at the time. Today, with increased outsourcing of manufacturing, the American workforce has increasingly become more service and value-added oriented.  The gold collar workers may now represent 70% of the workforce. (more…)

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January 20, 2014

What are the Key Competencies to Look For in a Tech Recruiter?

The function of a recruiter is simply put to find talent and sell them on an opportunity. How competent a recruiter is makes all the difference to the success of the candidate and the hiring company.

Image courtesy of stockimages  FreeDigitalPhotos.net

Image courtesy of stockimages FreeDigitalPhotos.net

These are the key competencies of a tech recruiter:

 

Savvy Business Sense.

Your recruiter has got to understand business, and how companies work, from external constraints to internal dynamics. He/she should be a strategic thinker with the ability to understand the details while maintaining a view from 10,000 feet both with the goal of achieving overall corporate goals. (more…)

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August 26, 2013

Why You Want to Get Involved in H1 Visas, Relocation. By Logan Knight, Executive Recruiter, IT Division

Why You Want to Get Involved in H1 Visas, Relocation.

Logan Knight, Tech Recruiter

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…)

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July 22, 2013

“Big Data”: A Tool for Talent Management? by Robert Teal, CCP, CBP

“Big Data”: A Tool for Talent Management?Big Data

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…)

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