Crafting a Good Job Description
Or How do I Write a Job Description that Will Hook the Talent I Want?
By John Stevens, Executive Recruiter, High Tech
John Stevens, Tech Recruiter
Start your hiring process correctly. Craft a good job description: One that will maximize the number of the right prospective candidates and minimize those who aren’t the right fit. The objectives of the job description are to first have it found, and read! And next, to motivate the ideal candidate to contact you, and hopefully discourage those who you aren’t searching for. Read more »
Why Should I Work For You?
Or Employer Branding to Attract Talent
Jon Piggins – High Tech Recruiter
By Jon Piggins, Executive Recruiter, IT Sales & Marketing
It’s a tough hiring market out there!
Companies are struggling to meet objectives, get products released, win new contracts, and succeed. Hiring is an integral part of any business, but boy can it be time consuming. And with the tech talent unemployment rate is so low, employers need to do a sales and marketing job on candidates in order to attract and enlist them.
Whether hiring needs are immediate, or a company is trying to build its talent pipeline, it is always the right time to be thinking about your Employer Brand.
To get started building and communicating your Employer Brand, think about Read more »
How Do I Out-Compete My Rivals for the Best Talent?
Rob Reeves, CEO, Tech Recruiter
Recruiting Outside the Box
By Rob Reeves, CEO, President Redfish Technology, Nationwide High Tech Recruiters
Companies compete to give customers what they want.
By now the strategy of giving your customers what they want is ubiquitous, the days of getting any color car as long as it is black are long gone. Those companies that can give customers the best widget at the best price the most quickly via the delivery method of their choice wins the day. Many a company has dwindled and died for lack of ability to tune into the customers’ desires. Many an underdog identified a niche opportunity to meet an unmet need in the marketplace and running with it secured a leadership role in the industry. Read more »
1,000 Strong: Senior Tech Sales and Engineering Pros Following Redfish Technology on LinkedIn
LinkedIn Follower Demographics by Function
Redfish Technology – Nationwide Tech Recruiters – announces that it has surpassed 1,000 followers on the LinkedIn Company page. The bulk of those engaging with Redfish are sales and engineering senior-level, managers, or directors in IT and software sectors.
As the premiere online community for professionals to network, LinkedIn offers a robust follower community where professionals engage, referrals are made, valuable content is shared, and business leads are generated and relationships strengthened.
“Our LinkedIn Company Page provides weekly updates on our career opportunities and hiring priorities, as well as engaging with hiring managers on best practices in talent acquisition,” affirms Rob Reeves, President and CEO of Redfish Technology. “LinkedIn is the main place online where technology professionals can engage directly with our expert recruiters to get advice and information on trends.” Read more »
Why You Want to Get Involved in H1 Visas, Relocation.
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. Read more »
High Employee Turnover Equals High Costs
Can You Afford to Ignore Your Online Reputation?
By Robert Teal, CCP, CBP
In today’s environment of ubiquitous social media, job seekers have unprecedented access to information about an organization’s workforce stability, turnover, and culture. As much as an out-of-work employee may need and want a job, many talented workers shy away from an employer with a poor workforce reputation.
Paul Shread, writing for Time’s Business and Money on March 01, 2013, stated, “Want to hire great employees and keep them happy? Make sure you have a good social media reputation.” Read more »
Joanna Bradley, Sales & Marketing Recruiter
How To Attract/Retain Top Talent
Create an Awesome Culture
By Joanna Bradley, IT Sales & Marketing Recruitment Manager
Recruiting for dynamic startups, early stage companies, and even established players is all the easier when that company really knows how to go after the best talent. It is exhilarating as a recruiter to reach out to the best and brightest talent with an opportunity they weren’t even looking for and be able to get them very exciting about it because of the company’s awesome culture!
The companies who have dialed in their culture and know what to offer their employees to motivate them do less recruiting. It is simple. These companies are retaining their excellent talent. They have built a work environment and value proposition that creates engaged, committed team players. Read more »
The ZOPA of Hiring
By Sandy Cavitch
The ‘Zone Of Possible Agreement’ is not a physical place, but rather an area where two or more negotiating parties may find common ground. It is this area where parties will often compromise and strike a deal.
Every hire is a negotiation about an exchange, make it a success. The employee will be dedicating time, brains, effort, focus, and loyalty. The company will be paying salary, employment taxes, benefits, and investing in training and career development. What are each of these exchanges worth? Read more »
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. Read more »
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.
Read more »