The Best Cities To Work In – Glassdoor Employment Satisfaction Report Card

Filed under: Candidate / Job Seeker, Job Search, Salary

The Best Cities To Work In

Glassdoor Employment Satisfaction Report Card

GlassDoor Blog Thumbnail

 

In the new Glassdoor survey respondents ranked the best cities to live in in terms of employment satisfaction. Overall employment satisfaction was compared by city, with factors such as compensation and benefits satisfaction, senior management satisfaction, expectations for company outlook, and the number of employers hiring per city taken into consideration.

 

San Jose and San Francisco took the lead at a score of 3.4 – Way to go brother friars! Each city is home to five Glassdoor’s Top 50 Best Places to Work for 2013 companies: San Jose (Google #6, LinkedIn #14, Agilent Technologies #30, Intel #31, Apple #34) & San Francisco (Facebook #1, Riverbed Technology #3, Chevron #13, Workday #19, Salesforce.com #22). The top five were in a photo finish! Seattle, WA also scored 3.4, with Salt Lake City, UT and Washington, DC nipping at its heels at 3.3 each.

 

Software Engineer was the top in-demand job in 4 of the top five cities, and among the top three in-demand jobs in 7 of the top ten cities on the report card. Program Managers, Systems Engineers, Business Analyst and Sales Associates ranked high in the top cities, and Personal Trainer was in the top three in San Diego, proving that the economy must truly be in recovery.

 

When you are considering relocation, employment satisfaction surveys like this are a great source of information among othes. For other important criteria to consider, read Redfish recruiter Leah O’Flynn’s article “Should You Move for a Job?

 

Check out the complete results:

http://www.glassdoor.com/blog/glassdoors-employment-satisfaction-report-card-city/

The Dos and Don’ts of Interview Follow-Up

Filed under: Best Practices, Candidate / Job Seeker, Interview, Job Search, Redfish Speaks

The Dos and Don’ts of Interview Follow-Up 

Beth Cliff

By Beth Cliff, IT Engineering Recruitment Manager, Redfish Technology

  Do call your recruiter.

When working with a recruiter, let that person know how it went. Give them a call shortly after the interview to give your impressions, discuss anything unexpected that came up, affirm your interest, and discuss next steps in the process. Read more »

Recruiting Success Stories: Christopher Geheran, Customer Loyalty Software

Filed under: Featured Placements, High Tech / IT / Software

Recruiting Success Stories:

Featured PlacementChristopher Geheran – Christopher Geheran

Senior Web Developer – Customer Loyalty/Retention Software

This revolutionary financial products software company has called upon Redfish Technology to fill many software development roles. Aiming to democratize the markets, level playing field, provide loyalty and capital to companies and deliver much needed liquidity to companies. Read more »

Clean Tech Trends: Solar’s Banner Year

Filed under: Jobs/Employment, Tech Trends

Clean Tech Trends: Solar’s Banner Year

Last month Solar had exciting fanfare with the USSMI report announcing that the solar industry was the fastest growing industry in America for the second year in a row!

Solar more than doubled in the U.S. in 2011 with growth of 109% in the number of PV installations, reaching 1,855 MW up from 887 MW in 2010. Twenty-eight individual PV projects of over 10 MW were completed in 2011, a marked rise from only two in 2009. Read more »

Recruiting Success Stories: Shelly Shen, Solar Technology

Filed under: Featured Placements, Jobs/Employment

Recruiting Success Stories:

Featured PlacementShelly Shen – Shelly Shen

Project Finance Analyst – Solar Technology

This leading global electronics company reached out to Redfish Technology to find a Solar Project Finance Analyst. The Solar Division is a growth area of the company, and the Director of Strategy relies on this position to provide strategic financial analytical support. The ideal project manager candidate would have experience in utility-scale solar and Read more »

Tech Trends: Mobile Future in Focus – Annual ComScore Report

Filed under: High Tech / IT / Software, Industry Info, Jobs/Employment

Tech Trends

Mobile Future in Focus

The Annual ComScore Report

“2011 was a pivotal year for the mobile industry, marked by the draComScore Websitematic rise of smartphones in the mainstream, the burgeoning of tablets and other web-enabled connected devices, and a cultural shift toward cross-platform digital media consumption. With mobile becoming an increasing part of comprehensive digital marketing strategies, it becomes more important than ever to understand how the current trends are shaping the mobile environment, with an eye to what lies ahead for 2012.”

 

The key findings of this report go to Smartphone adoption, the platform war, the surge in application usage, and the retail disruption of the technology.

 

Factoids:

  • Nearly 42% of U.S. mobile subscribers now user smartphones.
  • Mobile media usage has surpassed the 50% penetration mark.
  • Google Android has captured almost half of the U.S. smartphone market, Apple iOS has nearly 30%.
  • Mobile applications usage now equals mobile browsing; categories most accessed include health, retail, commerce-related categories such as electronic payments and auction sites.
  • More than 50% of U.S. smartphone users have done a mobile retail search while inside a store, nearly 20% of users scan barcodes, and 12.5% compared prices via their mobile in while in-store.
  • Mobile users accessing job listings has grown 74% in 2011 over 2010.
  • 77% more U.S. smartphone users accessed social networking or blog destinations via their mobile device year over year.
  • Tablets are taking fourth place in digital media consumption after TV, PCs, and smartphones.

 

Hiring in areas of digital media is exploding. Redfish is currently recruiting for many roles in application development and mobile sales and marketing positions. Mobile platform and digital media companies typically offer a dynamic, collaborative and fast-paced environment along with competitive salaries and benefits. Successful sales and marketing candidates typically come from a background in software, rich media technology, mobile solutions, or ad-serving technologies. Successful development candidates need expertise in: java/J2EE, Ajax, Ruby, Rails, Web Application Development, SQL, HTML, JSON, XML, JavaScript, CSS, EXT-JS or similar Web UI toolkits, and distributed application development.

Click here to access the complete ComScore report.

 

How Jim Got a Job, or The Long and Winding Road to Employment

Filed under: Candidate / Job Seeker, Job Search

How Jim Got a Job, or The Long and Winding Road to Employment

This is a thought provoking info-graphic on today’s hiring process.

It describes a fictional person’s job search starting online and spending a bunch of time filling out forms, only to get an automated email (Ug, yes another one of those – we use them too!) and a long wait. Success at last, someone from the employer he applied to calls about a different job. Next is a lengthy wait, then interview, then another waiting period, then another interview with an on-the-spot offer, followed by a wait and an official offer with a different title, manager and salary than was verbally offered!

While the road to new or re-employment can be long and twisty, does this process ring true for you? What crazy hiring processes have you been subjected to?

Jim Gets a Job - Recruiter.com

Recruiting Success Stories: Patricia O’Hear, Software Engineer – Web Applications

Filed under: Featured Placements, High Tech / IT / Software, Jobs/Employment

Recruiting Success Stories:

Featured Placement – Patricia O’Hear

Patty O’Hear
Patty O’Hear

Software Engineer Web Applications – Integrated Workplace Management System

 

This privately owned global enterprise real estate software company tasked Redfish with finding a Software Engineer to grow their global development team. The company is on the leading edge of advanced Web 2.0 development and has been recognized as the fastest growing Integrated Workplace Management System on the Software Magazine’s Software 500 List Read more »

Staffing & Employment News: Recovery Gaining Speed

Filed under: Recruiter / Recruiting, Recruiting, Staffing & Employment News

Staffing & Employment News

Recovery Gaining Speed

 

The economy produced more jobs than expected in January, with an overall net increase of 243,000 and a private sector addition of 257,000. The last two months of 2011 had a net upward revision of 60,000. Private-sector gains were led by professional and business services (+70,000), leisure and hospitality (+44,000), and manufacturing.

Unemployment dipped as well, falling to the lowest rate in three years. The household survey indicated a drop to 8.3 percent from 8.5 percent in December.

The U.S. Economy grew by 2.8 percent in Q4 2011 according to the Commerce Department. This was 1% higher than A3. The Federal Reserve’s Business Outlook Survey showed regional manufacturing activity continued to expand moderately in January, and firms continued to report hiring increases. The survey’s broad indicators stayed in positive territory again this month.

Recruiters in specialized sectors are staying busy. Greg Schreiner, Clean Tech Recruitment Manager at Redfish Technology, reports that 2011 finished off with a bang and January 2012 hasn’t showed any signs of slowing. “The hiring managers I work with a expressing continued optimism overall” stated Schreiner, “it is an exciting time in CleanTech recruiting, especially in Solar, ESCO, and renewable technologies.”

A recent survey by Talent Technology reveals that 63.4% of respondents see signs of economic pressure letting up within their organization in 2012, and 51.4% expect to increase in size within the next 12 months (by about 12%).

The Vistage CEO Survey reported the largest quarterly gain in confidence since 2009 as of Q4, and the employment picture in 2012 is looking rosy. Starting off the year with strong signs of improvement in the economy, hiring too is on the rise. The Q4 2011 CEO Confidence Index reported 94 percent of CEOs expecting their firm’s total number of employees to increase or remain the same in the next year.

6 Ways to Engage Passive Candidates

Filed under: Best Practices, Employer, Hiring Strategies, Talent Acquisition

6 Ways to Engage Passive Candidates

As a small business owner, engaging passive candidates for positions you’re looking to fill can be an important strategy. There are many reasons for this, the main one being that passive candidates – those who are happy with their current jobs and aren’t actively looking for a new job – often possess more skills and experience than those who are actively looking for jobs.

This may be especially true when it comes to your small business. According to the Bureau of Labor Statistics, small businesses have more employees (based on percentage) with a high school education or less, and larger firms have more employees with bachelor’s and master’s degrees. Get in on that talent when they aren’t necessarily looking for a job with a small business like yours by learning how to engage passive candidates. Here are six options for doing so:

1. Use Social Media

It’s no surprise that social media like Twitter and Facebook is one of the top ways to engage passive candidates in today’s job environment. Everybody’s got an account, so why not use that to your advantage? This recruitment strategy has worked out particularly well for companies like Starbucks, which uses Facebook and Twitter to turn fans into partners (employees).

Social media can help you in several ways. Use social networks like LinkedIn to get information on potential employees, and use other social networks to brand not just your business but your employment. You can use social media to talk about the various challenges your employees are meeting, and you can even throw out job opportunities on your social media network to reach a larger pool of potential candidates for free.

2. Create a Company Blog

Have your employees write blog articles on what they’re currently working on. This can showcase your business and the benefits and challenges you bring to your employees. It can also help brand your business for potential employees as well as for customers. Showing your business as a great place to work can be one of the best ways to bring in passive candidates who are already relatively happy with their current jobs.

You may also want to provide industry news on your company’s blog. This can keep potential employees coming back for more information every day. Help them stay on top of the latest standards and news, and once you become their favorite source of information, they’ll view you more favorably and will be more likely to read any job postings you put on your company’s blog.

3. Write Enticing Job Descriptions

If you don’t know exactly what a potential job is going to entail, passive candidates are going to pick up on that. Remember, these aren’t people who are actively searching for jobs. That means they’re not going to jump on – or even consider! – a job with a poorly thought-out and poorly written job description.

If you’re not much of a writer, consider hiring a freelancer to write job descriptions for you. Just make sure that you spend plenty of time nailing down exactly what the job will entail and then talk over the details with your writer to make sure you get a job description that is both accurate and enticing.

4. Contact them Personally

When you find some passive candidates in whom you are interested, try contacting them personally, either through email or on the phone. Often times, they’ll be willing to speak with you, even if they aren’t currently looking for a new job. The key here is to be personal and to be genuinely interested in the person you’re speaking with. You may not get them to come to your company right way, but you could end up having a good conversation that will lead to a hire-on later down the road.

5. Targeted Email or Mobile Updates

Provide potential candidates with job updates through email or on their mobile devices. The key here is not to annoy every passive candidate by showering them with updates about jobs that aren’t relevant to their skill set or interests. Instead, target job updates so that they only go to individuals who may be truly interested in the jobs that have come up at your company.

6. Offer Presentations

Finally, you can continue to make yourself valuable to employees in your industry by offering free certification, training, or presentations on industry-related topics. This can be a good way to get passive candidates in your door, where you can have face-to-face conversations with them about the benefits your company has to offer them in exchange for their work. Your business can seek to run federal or state certification courses, or you can just host experts to present on industry topics in an informal environment.

7. Use a Recruiter

Does this sound like too much to do and run your business? Recruiting is a specialized field and the talent management experts specializing in your business sector can take the weight off of your shoulders. From actively recruiting talent to maintaining an ongoing relationship with thousands of passive candidates, recruiters can find and bring on-board the valuable human assets that your business needs, when you need them.

About the Author

Daniela Baker is a small business blogger and social media advocate at CreditDonkey, a credit card comparison website.