January 30, 2012Will a Recruiter’s Fees Impact My Salary? by Rob Reeves, Redfish Technology – Nationwide IT and CleanTech Recruiters Rob Reeves, CEO – Redfish Will a Recruiter’s Fees Impact My Salary?By Rob Reeves, President, CEO Redfish Technology
I can’t tell you how many times I’ve been asked by a candidate if working with a recruiter will lower his salary. Some people think that a recruiter’s fee comes out of the same budget that a candidate’s salary comes from. “Isn’t the money for a new hire going to be split between the candidate hired, referral fees, headhunter commission, and Sally over at H.R.?” (more…)  August 18, 2011Salary Negotiation – Tips You Can Use In Any Job MarketSalary Negotiation – Tips You Can Use In Any Job Market Shannon Tinker By Shannon Tinker The ‘how to’ of negotiating salaries has likely been a hot topic since the invention of employment. In reality, there are no hard and fast rules for determining salary and an Internet search on salaries can sometimes prove helpful and other times is sadly, misleading. (more…) June 20, 2011How To Evaluate a Job OfferHow To Evaluate a Job OfferCongratulations! You’ve received a job offer. Now what?
First of all, ask yourself if you want this job. Hopefully you spent the time up front to evaluate the company and the position prior to pursuing it. Sometimes things happen faster than you expect and you haven’t fully explored the opportunity. There are a lot of important aspects to research and consider when you are evaluating an employment opportunity. The more you know before the offer, the better position you’ll be in. A company’s values, vision and corporate culture are going to fundamentally affect you on a daily basis. Does the company you are evaluating motivate and speak to you? Do you feel like it will be a fit with your personality and work style? Just as dating someone with a fundamentally different belief system would be a great challenge, so will working for a company where you do not buy into the mission and vision. (more…) June 2, 2011Closing Candidates: A How-To in a Hot Job Market Joanna Edwards Closing Candidates: A How-To in a Hot Job MarketBy Joanna Edwards, Executive Recruiter, High Tech Sales & Marketing Division ManagerAn undisputable fact: the job market is heating up. Candidates seeking employment no longer go months without returned phone calls, but rather, quite the opposite. This morning when speaking with a candidate who declared he was ‘actively looking’ for a new role, I was informed that since beginning his career search on Thursday of last week he had received 152 emails regarding job opportunities. An entirely separate call indicated the same trend. This candidate, who was directly recruited out of her organization, had to choose from one of four offers – all with a 10% increase in base salary and a significant equity component. These are all very solid signs that the job market is better than last year. But with a positive shift in the economy comes a new set of challenges that hiring managers must be prepared to combat. After 17 phone interviews, six on-site meetings, three reference checks and everyone on your team agreeing that this (and only this) person is the ideal fit, you cannot afford to lose him. So in a candidate’s market, what is the best approach when at the offer stage? Below are some suggestions to help you and the team make a successful hire. 1. Knowledge is power. It may sound obvious, but the best way to close a candidate is to have as much information as possible, and this starts from the minute you first look at their resume. After deciding you are interested in having a conversation/interview with the candidate, begin to ask questions. Here is what you need to ask the candidate – once at the beginning and again as the interview process continues: (more…) March 2, 2011Determining Market Worth, By Beth Cliff, Executive Recruiter, Redfish TechnologyDetermining Market Worth Beth Cliff By Beth Cliff, Executive Recruiter, High Tech Engineering Talent ManagerKnowing what you are worth in the marketplace, or determining how to compensate a prospective employee can be a daunting proposition. Candidates want to obtain the optimum salary, while employers want to fairly compensate their new hires within their allotted budgets. The magic number that will leave both sides feeling good about their decision is in large part determined by the ever changing marketplace. Over the past couple of years, I have seen some interesting trends in the marketplace. It’s no secret that finding your dream job, and corresponding compensation, the past few years hasn’t been easy. Many talented professionals found themselves unexpectedly looking for new roles. (more…) October 26, 2010Make Your Offer Bullet-Proof; Close the Candidate from the Get-GoMake Your Offer Bullet-Proof; Close the Candidate from the Get-GoThe cost of hiring is significant. It starts with the effort undertaken by the hiring manager, HR and participating staff. Much time is invested from studying the department’s need and formulating the requirements, to advertising, recruiting and interviewing. Once you find the right candidate, you are almost there. But it’s not over yet. Despite the high unemployment rate, it is not a slam dunk. Many good candidates are receiving multiple offers, and many applicants are still employed and need to be certain that your company is the right move for them at this time. You need to sell the company and the opportunity. You need to close the candidate. (more…) April 1, 2010Changing Jobs or Careers. Is now the right time?Changing Jobs or Careers. Is now the right time? from the Redfish Find Your Dream Job Newsletter, April 2010 Recent surveys have shown a lot of dissatisfaction and uncertainty in the workplace, as well as staff cuts, many employees didn’t get a pay raise or bonus in 2009. Is it time to look for another job? First of all, are companies hiring? (more…) February 5, 2010What is my return on investment when using a head hunter?
What is my return on investment when using a head hunter? That is a good question! How do you quantify the time and manpower employed to locate top talent with the best company fit? If you are in a smaller company, you probably have to invest you own time, time that you are not working on your business objectives, or you may have an administrative or junior colleague trying to understand the experience and skills you need and balance their own job duties. If you are in a larger company, you may even have an HR or internal recruiter. What is often missing is the ability to access top talent, across industry segments, whether from competitors or partners. One way to put a number on it is to ask yourself what you could have accomplished during the time you were looking for the right person, and how much time you spent with a potential candidate who didn’t meet your hiring objectives. Redfish Tech is a nation-wide recruiter. We specialize in High Tech and Renewable and Alternate Energy sectors. We have 15 years of experience and extensive networks in these industries. We can pull talent from all across the continent, and locate the right person quickly. We qualify candidates in terms of both experience and skills, and as regards company cultural fit. We partner with companies to streamline the process and get the right person within your time frame so that you can focus your time and energy on your core competencies. Redfish has access to top talent who may not be actively looking for a job, and we often are the first to know when experienced people have started looking for their next opportunity to contribute to a new company. We partner with you and put our extensive recruiting experience to work for you. We undertake the advertising, perform background checks, keep you informed as to job market conditions, and offer salary and benefit recommendations based on industry trends. We work on a retained or contingency basis, depending on the needs of your company and the difficulty of filling the position. A partnership with Redfish gives you a greater competitive edge and improved bottom line. Now that is worth taking to the bank. |
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