Tag Archives: Recruitment

Report: Employers Created 40,000 New Jobs For Existing Employees Last Month

WASHINGTON—In a promising development for the nation’s workforce, a report released Wednesday by the U.S. Department of Labor shows that employers created approximately 40,000 new jobs, additional responsibilities, and miscellaneous tasks for their existing employees last month. “Despite unwavering unemployment figures, I’m proud to report that private sector companies continue to add many, many new jobs to their employees’ workloads,” Labor Secretary Thomas Perez told reporters, saying that managers and supervisors across the country are actively increasing the number of commitments and obligations expected of their staff. “In every industry, companies are drastically increasing the amount of work that needs to be completed, as well as tacking on thousands of assignments previously performed by departed employees. In many cases, we are even finding that employers have brought on several unpaid interns to share in the abundance of job duties.” Perez noted that, as an added benefit, the increase in the amount of work being performed by the nation’s jobholders has enabled these same individuals to accumulate millions of hours of unpaid overtime.



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Companies Need To Leverage New Tech To Appeal To Millenials

millenialsYoung workers today face an increasingly tough job market, but this “millenial” generation also brings with it a suite of technological-savvy and social media skills often absent in the workplace. Raised, educated, and trained in a world that has always known the Internet and with an emphasis on digital media, mobile computing, and online environments, these young people offer rich opportunities for many businesses. However, the culture they represent and the skills they have resent challenges for established companies and their long-term employees. The entrenched worker and the millenial worker have much to learn from each other.

Companies that want to embrace a younger, tech-savvy workforce need to encourage their human resources departments to recruit where these younger jobseekers will see them. In many cases, young candidates emphasize the culture of a particular organization over the actual job description, so hiring managers need to pay attention to company branding and specific benefits that attract the best candidates. As a hiring manager, you want to attract the very best candidates and you have to stand apart. These younger job-seekers are open to job hopping so you want to lure them in to stay.

Traditionally, financial compensation in terms of salary and benefits is a major recruitment strategy. While younger workers, like their predecessors, still look at their take-home pay, job decisions are now based on many additional factors including social media access, choice of mobile device, and the ability to work remotely. This need for flexibility is a distinct difference from workers even a decade ago. Young workers expect to have this flexibility and recruiters need to know this to attract the best candidates.

The demarcation between work and personal life appears to be blurring. Younger candidates want full access to social media tools and sites while on work time. They prefer to be able to select their own mobile devices for work activities, and they expect to have some of the cost of such devices subsidized by the company. This merging of work and personal activities forces both human resource and information technology departments to rethink their recruitment and infrastructure strategies. More specifically, companies need to open up the way they do business, albeit while still being data secure and minimizing risk, in order to attract the top candidates.

The recruitment and hiring of younger workers can lead to unexpected cultural clashes with established workers. New hires versed in mobile computing, social media, and cloud computing, can be at odds with a workplace culture still dependent, at least at times, on photocopy and fax machines. The transition from college to a cubicle is always tough, but some companies are noticing increased stresses with newer generations. Mentor programs are recommended; pairing a new recruit with a seasoned veteran can yield positive results for both participants. Additionally, while tech-savvy recruits are strong on networking and the tools for communicating, they may need more guidance on completing tasks in an orderly fashion and on collaborating within a business environment.

Young workers need companies, just as companies need young workers. Both can learn from each other and benefit from opportunities. The first step is to realize that the millenial generation is not like the previous generation; the differences include even those workers hired just a decade ago. Emerging digital media tools and networks have radically altered the way young people learn, interact, and, more importantly, what they expect from work. Successful companies are those that can embrace these new avenues and harness the workers’ talents for the continued good of the business’ mission.

Joan Stevens blogs for several online outlets about online trends and social media. For more news and information on business culture and technology, check out


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183154_10151533598074842_389516587_nby Logan Knight, Technology Recruiter, Redfish Technology


The job market in technology is hot! Engineering, development, product management, sales and business development, these are hot roles in the tech sector and there’s a lot of competition by companies to attract and retain top talent these days.

Even if you aren’t looking for another job, you may be approached with another opportunity. Let’s say you really weren’t looking to make a move but you were polite on the phone, and next thing you know you’re curious about what you are hearing.

An initial phone interview led quickly to a face to face, and now you have an offer. It is an exciting opportunity with bleeding edge technology. You are motivated because of the new company’s work environment, culture, benefits, salary, location, perks, and such so before you know it you’ve accept the offer.

Shortly after you give notice, your manager makes a pitch for you to stay on and he makes you a sweeter offer than the new company. Oh geez, you are asking yourself “Should I stay or should I go?”

The Clash had it right, (paraphrasing) if you go there may be trouble, but if you stay it will be double. While it is flattering to be wanted, and it is validating to get competing and improving offers, what happens once the dust settles?

Most of the time, the work environment is going to suffer; the trust factor cannot be recovered. Your employer is now wary of your motives and your loyalty. When it comes time to build a new team for a mission critical product launch, will you be trusted to see it through? What happens if there is a change in fortunes at the company and a belt needs to be tightened, who do you think will be among the first laid off? Perhaps your work was critical at the time of your offer and the upper management felt you had to be kept to see it through. What then when the project is done, might the company’s loyalty wane like yours did? When it comes down to it, you kissed another girl and Susie is not going to forget it!

Another by-product of this bidding war occurs with your colleagues. Co-workers may know or suspect that you got some sweet deal to stay and they will probably resent you for it. Will your colleagues be supportive and collaborative if they question whether you are one of them? Might some employees try a similar move hoping to leverage an outside offer into better pay where they are, and whether successful or not the human dynamic is certainly going to be affected, and not likely in a positive way.

And guess what will happen if you stay after accepting the outside offer. You got it, that employer is going to blacklist you. The recruiter you worked with will never represent you again. And word will generally get around creating a negative perception.

But remember, even if you weren’t initially looking for another opportunity, you did get excited enough to go through a hiring process and accept an offer for good reasons. Perhaps you weren’t feeling appreciated, or you felt you deserved better pay. Maybe you needed a new challenge or work environment. Whatever the case may be, you can’t go back.

The great majority of professionals who accept a counteroffer to stay are gone within a year, whether of their own volition or being asked to leave. So don’t pick up that phone or be ready to honor your word. The answer is don’t take the counteroffer, no matter how sweet.


About Redfish Technology:

Founded in Silicon Valley in 1996, Redfish Technology is an award-winning talent acquisition firm specializing in high tech and clean tech sectors. Partnering with growth mode companies, small and large, Redfish staffs executive functions and builds out the teams below. The company provides services nationwide and has offices in Silicon Valley, the East Coast, and Sun Valley.


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4 Ways To Perfect Employee Recruitment

As with any business process or procedure, effective employee recruitment follows some specific guidelines that can help any organization bring more qualified candidates through the door.  Not every business follows exactly the same formula, but keeping these tips in mind as you make your way through the process will give you an edge over your competition.

Start Building Before You Need It

Sometimes, you don’t have the luxury to execute a long, drawn out search for a new employee.  Things can happen where you need someone in there fast, which is why it makes sense to start building a candidate pool before you actually need one.

This might mean advertising for positions on your website year round, or having professional recruiters as part of the team on a consistent basis.  Finance recruiters and other recruiting companies constantly have feelers out there and know where the real talent is long before you will.

Take a Look InHouse 

Of course, taking a good look in-house is also a valuable recruitment tip.  Not only can it help with morale and loyalty, but promoting from within often shows you qualities of your own employees you never knew existed.  Sometimes, you have precisely what you need right under your nose and all you have to do is set it free.  Post your jobs in-house and give your current employees a chance to surprise you.

Boost Your Own Reputation

 If your business has the reputation as a great place to work, it will help a lot when it comes to recruitment because great candidates will already be looking for you.  Boost your own reputation by getting your employees to brag about you.  Do this by:

  • Paying slightly above the industry average
  • Offering a better than average benefits package
  • Offering flexible hours or work at home options
  • Offer signing bonuses to sweeten the deal
  • Offer perks such as an on-site gym

The possibilities are really up to your imagination.  Just keep in mind that if your reputation is good, people will want to work there and more importantly, quality people will want to work there.

 Get Your Employees Involved

 Whether you’re using finance recruiters to help bring in new people or not, you can use your own employees to assist in the process.  Your employees may be able to recommend candidates for certain positions, but they can certainly help judge if potential candidates will be a good fit within the organization.

Allowing them to get involved in the interview process in some way will help with morale and it will also make them feel obligated to help the new employee succeed.  No one knows more about the inner workings of the company that your employees so use them to your advantage.

Attached Images:
  •  License: Image author owned

Keri Walton is a HR specialist with many years of experience recruitng top management from around the world.


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How to Recruit New Staff

Recruitment of new staff in an organization plays a very important role as the success of the organization depends on the newly recruited staff those are new to the environment.

The staff is the most important part of a company.  They will be the driving force behind every decision, every shipment, and every contact with customers.  Bad staff choices can bring a company down, and it is imperative that only the best people are employed every time there is a new position opening up in the company.

New staff can bring new ideas to your company.  This is only achievable if the best of the best are employed. Before the recruitment of any new employee in the organization the human resources team should be trained enough to recognize the best talent among people. It can be done through suggestions from current staff that are already experienced in the business, recruiting at vocational schools and universities, and advertising in classified sections of newspapers and trade and professional publications.

The first step is to weed out those applicants who are unqualified for the positions and those who do not have the necessary skill-set. This can be done by reading resumes and CVs.

The mindset is to attract qualified, talented and experienced people whose skills match the job position you are trying to fill. Once you get qualified people into your shortlist, you can use interviewing and references to screen for other desirable qualities. While recruiting it’s very important that you look to the long term goal of that employee because he’s the one who will be the future of the organization. Always keep in mind that the person you’re recruiting should be with the company for the long run.

Recruiters also need to ensure that they have the right number of people in the right jobs at the right time. The most important thing is to give prospective employees a good idea of how he can progress through the company, and in turn listen to his opinions and views about the company. Once the employee is recruited, the recruiters should orient the new employee, explaining what is required in the company, and the overall company ethos.  Also we should inform them of their potential their growth and future with the company. At the same time, we should expect a candidate to give their 100% for the company and be a big part of its continuing growth.

Mark Gregory is writing on behalf of Ashley Associates, who offer a range of services including; recruitment to recruitment agencies and Recruitment to Recruitment


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