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2 Steps to Hack your Career Search (in 10 minutes or less)

Filed under: Candidate / Job Seeker

2 Steps to Hack your Career Search (in 10 minutes or less)

 

Actively looking for a new job…or just want to test the water to see what’s out there, but the thought of overhauling your old resume or creating a new one makes you cringe? 5-10 minutes spent on making a few changes & updates to your LinkedIn profile is a great way to increase your visibility to hiring companies & recruiters.

 

Companies & recruiters utilize Linkedin’s platform to run granular searches for candidates based on keywords in their profiles and their account settings. You can help control if and how you’ll be included in the results of these searches. Follow the simple steps below to increase your profile’s visibility and your odds for being contacted about relevant, new opportunities.

 

1st go to your linkedin profile and click on the “pencil” edit icon on the right hand corner (adjacent to your profile picture). Make sure that your contact info is up to date and that your “Summary” contains key words relevant to not only your current position, but also to the type of position(s) you’re interested in.

 

2nd, modify your settings to drive your relevance in searches being done on Linekedin. You can do this two ways:

 

Straight from Linkedin’s help page:

Sharing your career interests with recruiters from the Settings & Privacy page.

To share your career interests from the Settings & Privacy page:

  1. Click the Me icon at the top of your LinkedIn homepage.
  2. Select Settings & Privacy from the dropdown.
  3. Click the Privacy tab at the top of the page.
  4. Under the Job seeking preferences section, click Change next to Let recruiters know you’re open to opportunities.
  5. Switch the toggle to Yes to share that you’re open and appear in recruiter searches matching your career interests. Switch the toggle to No to stop sharing your career interests with recruiters.
  6. Your changes will be saved automatically.

Note:  Visit the Career interests page to edit additional settings such as job titles you’re considering, the types of jobs you’re open to, the industry you prefer, and more. Learn more about updating your career interests

 

Sharing your career interests with recruiters from your profile.

To share your career interests from your profile:

  1. Click the Me icon at the top of your LinkedIn homepage and click View profile under your name.
  2. From Your dashboard, click Career interests to access the Career interests page.
  3. In the Career interests section, toggle right to turn this feature on.
  1. You can write an optional introduction about yourself and anything else you’d like the recruiters to know. The maximum character count is 300.
  2. Follow the prompts on the page to select your career preferences:
    • Where are you in your search?
    • What job titles are you considering?
    • Where would you like your next job to be located?
    • What types of jobs are you open to?
    • What industries do you prefer?
    • What size company would you like to work for? (Number of employees)
  1. Any changes made to your job preferences will be automatically saved.

 

For more recommendations on how to super charge you job hunt, contact Redfish Technology’s teams of experienced recruiters today!

Recruiting – Contingency and Retained Searches: Is there anything in between? YES!

Filed under: Best Practices

Contingency and Retained Searches: Is there anything in between? YES!

See Rob’s Accompanying Video!

You have a need. Maybe a GLARING need at one or more positions within your organization, and you’ve exhausted your network to no avail. You’ve posted on LinkedIN and tried job boards, but no luck. You’ve engaged in some contingent searches but recruiters seem to come and go – sometimes with a flurry of activity initially, but no sustained, steady flow of quality talent, and still the vacant seat remains. More and more often this question comes to us from our clients: “I need help with recruiting, but contingency searches haven’t worked and Retained Searches seem geared solely to Executive Roles – is there anything in between?” Funny you should ask…

The answer is Yes. As with most things, there are vehicles and approaches built for different tasks. While many of these have certain inherent benefits, most come with limitations as well. Contingency arrangements offer a low risk approach to engaging with recruiters as the hiring company is only obligated to pay for services once a hire is made and guarantee is met. This sounds promising until results are mixed, resume flow dwindles, and the recruiter fades. Why would this happen? Contingency incentivizes short, quick searches. Speed. Generally, a challenging position requires a campaign and a methodical, diligent execution of it. Without any commitment from the company, it is difficult to justify/risk this time-intensive approach for the contingent recruiters.

So the alternative is Retained? Possibly, yes, but it depends on your need. Retained is much more involved, mutually committed, and typically, much longer term. They include higher fees with ⅓ paid upfront, ⅓ paid upon completion of agreed upon milestones, and ⅓ upon completion of the search. For Executive Management roles, these are often the way to go since the compensation, the equity, the team fit and the impact of the role are all greater. With greater responsibility comes greater need for getting the hire right AND a greater time investment on both sides.

So where do we go when we have an important need, we want a partner in recruiting who has a vested interest in completing the search and yet don’t need something quite as involved or expensive as a fully Retained approach? We have an Engaged agreement. Similar to Retained, there is a mutually committed component to the search where ⅓ of the fee is due up front. However, the overall fee is reduced from 33% (Retained) to 25% of the candidate’s first year salary, and the remaining ⅔ of the fee isn’t due until after the search is successfully completed. This insures that both sides are invested, and gives the recruiter the opportunity to craft the recruiting strategy (who, what, where, when and why) correctly and approach the potential candidates with much more tact and professionalism. Success rates are much higher than contingent searches, and generally relationships between the hiring manager and recruiter are much more cohesive and partnered.

There is a bit of risk for taking on any mutually committed search, but between the time saved in not managing multiple vendors, and the quality of results from a search executed properly, the upside should justify the investment.

 

Rob Reeves / Redfish Technology
Founder/CEO
O: 208.788.8260
E: rob[at]redfishtech[dot]com
F: www.facebook.com/RedfishTech
T: twitter.com/RedfishTech
G+ plus.google.com/+Redfishtech
W: www.redfishtech.com

Building Growth-Mode Tech Companies with Hand-Picked Talent Since 1999

The importance of Onboarding – what to do after an offer is accepted and before a new hire’s start date

Filed under: Best Practices

The importance of Onboarding – what to do after an offer is accepted and before a new hire’s start date

Perhaps a sense of relief more than anything, it’s a great feeling to have a candidate accept an offer to join your company, especially in today’s competitive market. It would be understandable to be ready to move on to the next pressing priority once you’ve received a verbal acceptance & signed offer letter…but your job is not done! The importance of a comprehensive onboarding process for new employees can’t be ignored and it needs to begin when an offer is extended (or even sooner).

The time between an acceptance & a start date is a critical one in the hiring process. The mistake we’ve seen some companies make is to assume an accepted offer means the recruiting/hiring process is over and go quiet on their new hire, assuming they’ll just see them on their 1st day in a few weeks. They’ve failed to recognize that other companies & recruiters are continuing to court your employee to be, counter offers are often made by current employers, and human nature may kick in as “buyer’s remorse”. You want to do everything you can to reinforce a candidate’s choice to join your company & make them feel a part of your team…preferably starting with the interview process itself, but definitely once an offer has been extended.

It doesn’t take a huge effort or expense…here are some ways to help secure your new hires:

Have a personal touch: Have some of the people involved in the interview process reach out with a quick congratulations email, take your new hire out to lunch or have them join a company event (happy hour, training session, etc) before they actually start. It helps to reinforce their decision to join your team and solidify in their mind the thought of working for your company.

Make sure HR is involved right away: They should be providing important information about benefits & required paperwork shortly after the acceptance of the offer, so that it’s all completed & any questions have been answered before the start date.

Welcome package: Our clients who send out “welcome packages” to new hires say they get great feedback on the practice. Examples include; company branded gear (shirts, coffee mugs, phone cases), an info kit with articles about the company, stickers, balloons…they all go a long way in making a new hire feel special.

Have the hiring manager & peers reach out: A quick note from the person your new hire will be reporting to as well as from a peer/fellow team member welcoming them & offering to answer any questions or provide assistance (eg. How long does it take to BART in to their stop from the East Bay) goes a long way in making them feel welcome & supported.

Brag: Tell the world about your new hire, let everyone on Linkedin, Facebook, Twitter, etc know how excited you are to have brought them on board. It will make your new hire feel proud about their decision, it’s great PR, and its FREE!

Have everything dialed in for day one: Have their preferred laptop ordered & waiting for them, take a picture of their space once it’s all set up so that your new hire can think about how they might personalize it (and subconsciously, continue to think & imagine themselves working for you).

These are just a few ways to make your new hires feel like part of your team before their actual start date…and while they’re still being courted in today’s tight market. If you’d like to know more successful strategies we’ve provided for our clients, contact us today!

Jon Piggins

Jon Piggins / Redfish Technology
Director of Business Development
O: 208.450.9511
www.redfishtech.com
www.linkedin.com/in/jonpiggins/
Building Growth-Mode Tech Companies with Hand-Picked Talent Since 1996

Team Redfish supporting Idaho children diagnosed with cancer and their families @ the Share Your Heart Ball

Filed under: Redfish Speaks

Team Redfish supporting Idaho children diagnosed with cancer and their families @ the Share Your Heart Ball

https://www.facebook.com/CampRainbowGoldInc/videos/2211496718944067/

What an amazing night…not a dry eye in the house when we got to hear the stories of the kids, parents, siblings & caregivers dealing with the diagnosis of pediatric cancer. All paddles were raised @ the @redfishtech table to make donations…including 13yr old Claribele Reeves who gave $100 of her own savings to contribute. Thank you @camprainbowgold !

“Experience the magic of what happens when people come together to create emotionally empowering experiences for Idaho children diagnosed with cancer and their families. Camp Rainbow Gold is an oncology camp, a sibling camp and a family camp. It’s a teen support group and a college scholarship program. Camp Rainbow Gold is a celebration of life.

In one night we come together to celebrate our heroes – the families, the doctors and nurses, the volunteers and the friends who stand alongside Idaho’s children diagnosed with cancer.

All proceeds supports Camp Rainbow Gold’s annual programs and helps keep every program free for the families we serve.

https://camprainbowgold.org/”

External Recruiting Resources and Services – You Have Options!

Filed under: Redfish Speaks

External Recruiting Resources and Services – You Have Options!

 

By: Jon Piggins, Director of Business Development @ http://www.redfishtech.com

http://www.linkedin.com/in/jonpiggins/

 

External Recruiting Resources and Services

 

Many companies are not aware of the options they have when considering the use of external recruiting services. They often assume all recruiting firms are the same, providing contingency searches for a % of a candidate’s salary upon a successful placement.

 

A good recruiting firm should offer you options and even customize their solution. Have a number of hires to build our a sales team? Recognize the benefit your recruiting partner will realize from multiple placements and negotiate a flat fee per placement to help with budgeting & costs. Need to replace a VP? Engage with your recruiting partner on a retained search to ensure confidentiality & exclusivity. Is there seasonality to your hiring plans or do you need the flexibility of scaling your recruiting efforts (up or down)? Take advantage of the hourly services of a dedicated recruiter (or team of recruiters) and adjust your hours & spend as needed. Need to fill a specific role quickly? Sign on to work with your recruiting firm in a low risk contingency basis, where you only pay if a successful placement is made.

 

As you can see, rather than a question of whether or not to use a 3rd party recruiter, you should be asking how you should best utilize external recruiting help for your specific needs. Here are the services Redfish provides for our clients. We also create customized offerings and combine our services for our clients…again, it’s all about how, not if we can help.

 

Redfish Technology’s Recruiting Service Offerings:

 

CONTINGENCY
When? You need a challenging role filled quickly – one that requires true “headhunting”, finding people who are not actively looking.
– Simple, one-time payment based on a % of the 1st years’ starting salary.
– Can serve as a productive compliment to your recruiting efforts, or act as the Recruiting function for your company.
– Low risk, no expense until a successful placement is made.
– Full cycle recruiting, from sourcing candidates to managing the interview process, collection of references, and the negotiation of offers.
– 30 Day guarantee, should a candidate resign or be terminated within that time, with the exception of downsizing or lay-off, Redfish will replace them at no additional cost.
– Immediate results, recruiters are paid to fill positions as quickly as possible…their income depends on it.
– Leverage our network and recruiting tools, including Linkedin job postings, at no additional cost.
– Access to entire team of Redfish recruiters’ network of candidates.
– Dedicated Redfish recruiter assigned to your account. You’ll get the benefits of our entire team working on your role(s), with the efficiency of working with a single point of contact dedicated to your company.

 

HOURLY (Recruiting as a Service)
When? You have multiple hires across departments, or anticipate that your hiring needs will vary throughout the year.
– Reduce & control your recruiting expenses: flat hourly rate for multiple placements vs a % of salary or retainer for each placement made by an agency.
– Outsource your recruiting function at a fraction of the cost.
– No infrastructure expense for ATS or other internal recruiting tools.
– A quick way to get help when you need to make multiple hires.
– Scale as needed, we can adjust our hours (and your spend) based on your changing needs.
– Full cycle recruiting, from sourcing to managing the interview process, collection of references, and the negotiation of offers.
– Leverage our national network & recruiting tools, including Linkedin job postings, at no additional cost.
– Full cycle recruiting services are included and tailored to match your processes & procedures.
– Dedicated Redfish recruiter assigned to your account. You’ll get the benefits of our entire team working on your role(s), with the efficiency of working with a single point of contact dedicated to your company.

 

FLAT FEE
When? You have less than 10 hires for the same/similar position or department over the next 6 to 12 months.
– Flat monthly fee, receive a discount with a 6 or 12 month commitment, and control/fix your recruiting expense.
– You need opportunistic resumes sent your way throughout the year. Redfish will always pitch your company to relevant candidates and introduce them to you as potential “opportunistic hires”.
– 30 Day guarantee, should a candidate resign or be terminated within that time, with the exception of downsizing or lay-off, Redfish will replace them at no additional cost.
– Full cycle recruiting, from sourcing to managing the interview process, collection of references, and the negotiation of offers.
– Fees are often lower than retained or contingency.

 

RETAINED
When? You are looking to make a very senior, high profile or confidential hire.
– Fixed fee per placement based on a mutually agreed upon median pay rate for a specific role (1/3rd up front, 1/3rd 30 days in, 1/3rd 30 days after placement).
– Redfish plays an important role in high profile or confidential retained searches, maintaining discretion and navigating delicate situations and negotiations.
– Extended 90 day guarantee, should a candidate resign or be terminated within that time, with the exception of downsizing or lay-off, Redfish will replace them at no additional cost.
– Final 1/3rd of payment is waived if a successful placement is not made within 90 days.
– Exclusive 1st right of refusal on all candidates submitted for your roles.
– Priority & exclusivity, as Redfish limits retained service for a maximum of 4 clients at any given time.
– Full cycle recruiting, from sourcing to managing the interview process, collection of references, and the negotiation of offers.

Build a Successful Team Without Breaking the Bank

Filed under: Redfish Speaks

 

Build a Successful Team Without Breaking the Bank

 

  • Identify the needs. Take a look at a 1, 3, and 5 year plan as best as can be estimated and list out the roles that you can anticipate needing.
  • Triage: The art of prioritization.  One of my favorite reminders to myself throughout my work week is that there is a difference between urgent and important.  Urgent things tend to get attention, but sometimes it is at the expense of important things.  For example, a ringing phone is urgent, now.  We need to answer it, and if it goes much longer, the caller is going to hang up.  So we stop our work and we answer it even though it may not have been the top of our list of important items.    Finishing a presentation for a client or investor may have been a better use of your time but you sacrificed it for the ringing phone.  Same is true for hiring.  Identify which roles are the most important to fill (sometimes a role is urgent AND important) and focus on filling those first.
  • Big Picture: Just because you’ve prioritized, doesn’t mean you’re wearing blinders.  You’ve taken the time to identify your needs and preference of hiring order, but the world isn’t always equally so organized.  If a resume comes across your desk that fits a hire you had targeted for next quarter, don’t discount it solely due to your preconceived schedule.  Sometimes the best candidate is available a little early, and if you can be opportunistic in your hiring, you can grab great talent when it’s available.  We’ve all been in the situation where waiting a month or a quarter costs us 3-4 more months of searching and interviewing rather than bringing someone up to speed.  Let’s avoid that if possible!
  • Working with recruiters. Recruiting can be expensive so be smart.  It goes without saying that you should always mine your own networks first – not only do you save a recruiting fee, but you also often times have a built in reference for the candidate.  However, if  you do decide to use a recruiter, here are some tips:
  • Find a recruiter you like, trust and that has a track record of performance
  • Give them the big hiring picture and the immediate priorities
  • Give them clear guidelines and feedback – this saves everyone time and money
  • Decide what type of recruiting arrangement works best for your needs (contingency, mutually committed, or retained) and then build a relationship with your recruiter. Having recruited for almost 25 years, I can promise you that relationships matter here as much as they do everywhere else.  If a hiring manager is committed, respectful and responsive, recruiters will move them to the IMPORTANT  file- even if others seem more urgent…

 

Rob Reeves is the CEO of Redfish Technology (www.redfishtech.com) and has recruited in the Technology and Clean Energy sectors for over 2 decades.  He lives in Sun Valley, Idaho with his wife and two kids.

To Accept, or Not to Accept a Counteroffer…that is the question.

Filed under: Redfish Speaks

By: Jon Piggins, Director of Business Development

 

 

Early on in my recruiting career, I was working with a Denver based cloud services company in helping them find Sales Engineering talent. We found someone our client thought was great; nice blend of technical & sales skills, well known in the tech community, strong references, solid numbers & performance history. He said he was making the move to expand the depth of his professional experience.  Our client decided to make the move to bring him on board.

 

Our candidate was so excited to receive the offer letter that he printed it, signed it & took pictures of the executed letter on the trunk of his car. A start date two weeks out was agreed upon & he said all he needed to do was head back to the office of his current company to give notice and let his colleagues know he’d appreciated the time they’d spent together. I cautioned him about the possibility his bosses may try to entice him to stay with an attractive counteroffer. He said he didn’t see that happening, we’d helped him get a nice bump in his base & variable pay and he was making the move for more than money. Things had gotten stale at his old company & he was excited for a new challenge.

 

A couple days went by and I got a text from the candidate…”would my client come up $10k in their offer? “His current employer did indeed throw an aggressive counter offer at him. We walked through all of the potential pitfalls & how it would look to his new employer, but he was insistent…”I don’t want to leave $10,000 on the table, plus they were giving him a bump in title.” I presented his request, and as expected, my client said no and withdrew their offer. The candidate said it was their loss & felt like he’d essentially negotiated himself what was close to a $50,000 raise from where he’d been before.

 

A few weeks passed & I got a call…from the candidate…saying that his company had let him go. They had been interviewing his potential replacement(s), at a pay level lower that he’d been at before and hired someone to take his place. He pleaded to see if I could help him find some way to re-secure a position with our client. I tried my best, but the bridge had been burned & there was no way we’d be able to revive what was once a promising opportunity.

 

This is a cautionary tale & one I’ve seen play out more than once over the years. It’s important to consider  the potential of a counter offer BEFORE you begin to entertain making a move. There may be things you or your company can do to remedy the problems or challenges that are motivating you to look at leaving and, if you decide that leaving is the right choice, a counter offer is something you should leave behind as well.

 

 

Some Risks That May Come Along With Accepting a Counteroffer

 

Think about it…What type of company do you work for if you have to threaten to resign before they give you what you are worth?

From where is the money for the counteroffer coming? Is it your next raise early?

Your company may immediately start looking for a new person at a lower salary price.

You have now made your employer aware that you are unhappy. From this day on, your loyalty may be in question.

When promotion time comes around, your employer will remember who was loyal, and who wasn’t.

When times get tough, your employer will begin cutbacks with you.

The same circumstances that now cause you to consider a change will repeat themselves in the future, even if you accept a counteroffer.

Once word gets out, the relationship that you now enjoy with your co-workers will change. You may lose the personal satisfaction of peer groups.

 

 

Sample Letter of Resignation

 

Here is a simple template you can use to let your employer know that you’ve decided to move along in your career. A letter in writing, thanking your previous employer and stating your departure is standard  professional courtesy.

 

(Date)
(Employer)
(Company)
(Address)
(City, State, Zip)

 

Dear (Employer Name):

This is to inform you that I have accepted a position with another company. I want to
express my gratitude for a rewarding professional association during my employment
with (Company Name).

 

This decision was not an easy one and involved many hours of thoughtful consideration,
particularly with respect to my own plans for my future. I am confident, however, that
this new position represents a positive move towards fulfilling my career goals. I hope
you will respect my position in this matter.

 

My thoughts now are to work as hard as possible to wrap up my projects here and turn
over my responsibilities as smoothly as possible. However, I would like to join my new
employer as soon as possible. Therefore, my last day of report will be two weeks from
today, (date).

 

Sincerely,

 

(Name)

 

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Featured opportunities this week include; Solution Engineers & Architects (Bay Area & Seattle), Developer Support Engineers (Bay Area), and a Sales Operations Specialist (Sunnyvale)

Filed under: Jobs/Employment

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