Welcome to the Redfish Technology Employer article library.
Enjoy articles by our Executive Recruiters as well as Guest Experts.
Looking for something else? Check our blogs or give us a call!
Talent Retention/Management
Immediate Supervisors Are Key to Employee Engagement
In a recent study by Dale Carnegie Training, respondents reported that their immediate supervisor played an essential role in their engagement with organizational values, initiatives, and goals.Read the full article 
Where Has All the Talent Gone? By Robert Teal, CCP, CBP
To be an employer of choice is more than paying the highest wages. It means that the entire culture of the organization creates an environment where employees want to work and want to come to work every day. In such organizations, there is no “checking your brain at the door” frame of mind.Read the full article Building an Organizational Social Media Policy, by Anna Mathieu
A company’s social media marketing strategy aims at building the company brand, recruiting new talent, fostering collaboration and communication, and driving innovation. Social media policy should consider employee work-related versus personal social media use. Opportunities are plentiful, but too are the risks: lost productivity, physical harm, electronic attack and online reputation must be considered.Read the full article Employee Coaching: Does it Work? by Robert Teal
Employee coaching takes on many faces and many roles: training and development, performance improvement, and advancement and additional responsibility. Coaching should not be confused with a structured training program or a “command and control” management style. Think of the desirable qualities of a Little League coach...Read the full article Employee 'fit' gives edge in recovery
Talent management critical in helping firms succeed. As the economy improves and organizations move from survival mode to growth mode, it’s critical for organizations to hire people who fit with the organization’s values and culture, not just the job. When there is people-organization fit, employees willingly embrace and commit to the company’s strategic plan and this gives an organization a competitive advantage over organizations that don’t have that same fit, according to Sean Slater, vice-president of employer services firm vpi.Read the full article To Counter Offer or Not to Counter Offer?
Whether a prized executive has been actively looking for another opportunity, or unexpectedly recruited for a new position, should you make a counter offer to keep him or her? The time and cost of hiring and training are great; separation from a bad hire and lost opportunities present another drain of time and money. Your valued executive has another offer but could be tempted to stay by a counter. Here are some talent management issues that need to be considered in terms of outbidding an offer, countering based on the executive’s motivations, potential consequences of a counter, and systemic voluntary separation causes you should consider addressing.Read the full article Employee Retention: It’s about the Bottom Line
Despite the currently high unemployment rate, retaining a stable workforce directly affects your bottom line. Replacement and retraining are costly, productivity is impacted, and you can lose valuable time and money. So retain your talent by recruiting the right folks, creating loyalty, and managing your human resources for success.Read the full article The ABCs of Employee Retention
You've assembled a "straight A" team that works well together. Your department is experiencing "red letter days." So how can you ensure that your employees remain together? If you're searching for the "Ps and Qs" of employee retention, look no further. Just follow the advice below, and keeping your people happy and content is as easy as... well... ABC!Read the full article Work-Life Balance and Workplace Flexiblity
The Dynamic Workplace and the Quadruple Bottom Line
We are shifting to a dynamic workplace, in which mobility and flexibility create enhanced productivity, cost savings, and environmental benefits. In order to remain competitive, companies need to learn how to manage location-neutral workers and all of the technology that goes along with it - “Adapt or Die”.Read the full article Results-Only Work Environment
A Results-Only Work Environment is a rapidly growing management strategy that evaluates employees based on their performance, not their physical presence. In a ROWE, people focus on results and only results. The creators say that ROWE is not a flextime program such as telecommuting, compressed workweek, reduced hours, flexible schedules, or a “time off” program, but rather a that ROWE is all about accountability and trust. Nonetheless, ROWE is certainly an example of flexible workplace arrangements.Read the full article Studies Show Teleworkers Have More Job Satisfaction than Traditional Office-Based Employees
Teleworkers are more productive and happier than office-bound colleagues. Studies continue to support the benefits to employees and employers of location-neutral flexible work arrangements. Employees have better work-life balance and more focus, employers are rewarded by greater employee effort! Win-win.Read the full article Flexible Work Arrangements Promote Productivity
While balancing work and family has received a lot of attention over the years, the truth is there’s more smoke than fire. People work longer hours in downsized and super competitive work environments that pressure people to make family a second priority. Many workers feel they must choose between work and family. Either they must conform to get promotions or sidestep their career for the family--a tough and bitter pill to swallow.Read the full article Work-Life Balance Becoming a Key Tool for Retention
This Workforce.com article, by Diane Kubal and Janice Newman, reviews the desire for flexible work arrangements by demographic preferences of workforce segments from boomers to working mothers. The article cites flexibility as key issues to both talent recruiting and retention, and offers anecdotes of various approaches from flex scheduling to telecommuting, and compressed workweeks to part-time scheduling.Read the full article Workshifting Benefits: The Bottom Line, by Citrix and Workshifting.com
Workshifting, a term coined by Citrix Online, is the practice working from anywhere other than a traditional office through the use of web-based technology. (The older and more traditional terms for this are 'teleworking' or even 'telecommuting'.) This flexible approach to accomplishing work is an integral part of many companies’ work-life balance strategy. This paper quantifies the benefits of workshifting, specifically working from home, for employers, employees, and the community.Read the full article Tips to Improve Work-Life Balance
Here is a collection of tips for the busy CEO to the rest of us. The Inc staff has compiled vignettes by CEOs with advice on creating equilibrium between work and play such as having lunch in Bangkok. Salary.com provides 14 tips attainable by the rest of us such as setting priorities and boundaries, scheduling time for ourselves, and recharging our batteries.Read the full article Work-Life Balance and the Economics of Workplace Flexibility
The best available evidence suggests that encouraging more firms to consider adopting flexible practices can potentially boost productivity, improve morale, and benefit the U.S. economy. Especially at this time as the U.S. rebuilds after the Great Recession, it is critical for the 21st century U.S. workplace to be organized for the 21st century workforce.Read the full article Talent Acquisition
Overcoming Relocation Hurdles in Talent Acquisition and Retention, By Greg Schreiner
Despite high unemployment, finding the right talent remains a challenge according to executives. When finding the right talent locally doesn’t pan out, relocation is often the only alternative. Hurdles to relocation include: the costs of moving, the housing market, spouse/partner employment, acclimation, and the company’s location. Thought of moving?Read the full article The Anatomy of a Job Description, and Other Pointers, by Ryan Thomson
Your job description is an administrative and legal document, serving to establish a description of an employment work contract. In terms of recruitment, it is a valuable marketing tool that you should use to get the word out about your company and attract the attention of the talent you are seeking.Read the full article Streamlining the Hiring Process for Success, by Beth Cliff
Fourth quarter hiring is in full swing, and candidates are actively and selectively interviewing. On average, the hiring process from the time a resume is submitted to offer and acceptance is 7-10 days. One key to successfully hiring the most qualified candidate for your organization is having a streamlined interview and hiring process. Know that if you think someone is a good hire, another hiring Manager is thinking the same thing. Keep up the momentum.Read the full article Closing Candidates: A How-To in a Hot Job Market, by Joanna Edwards
As the job market heats up, candidates seeking employment no longer go months without a response, but rather, quite the opposite. The improving economy brings along a new set of hiring challenges. After investing in the hiring process and agreeing on the ideal candidate, you cannot afford to lose him. Remember, the saying “time kills all deals” applies to hiring as well as sales.Read the full article What Employers Need to Know About Background Checks
A background check is an important part of any hiring process, and any offer should be contingent on passing the check. The type of check a company runs depends however on the type of business and the job description. In all cases however a minimum of information should be independently confirmed. Here’s what you should need to know.Read the full article Make Your Offer Bullet-Proof; Close the Candidate
Hiring is costly and time-consuming. You need to be closing your candidate from the get-go. The hiring process must include selling yourself and your company. You want to choose the right talent to fit your needs and company culture, but don’t forget that you are being interviewed as well. By the time you make your offer, you want to be ready to seal the deal.Read the full article How to Hire the Best Candidate: Get Out of Your Own Way, by Shannon Tinker
Managers make tough decisions daily, yet when faced with a viable candidate they don’t always make their move. Finding the right person is the goal, but don’t let the hiring process or untested beliefs get in the way of bringing the right talent onboard in a timely fashion or losing that talent.Read the full article Things to Know Before Reviewing Your First Resume, by Shannon Tinker
Once a new position is approved, there are still plenty of things to nail down before you start reviewing resumes. Evaluating the expectations of other team members, the personality traits necessary, and dialing down in the job description are important. The timing of your hiring procedure and the resources you will be able to bring to bear are important elements to manage as well.Read the full article The Business Owner’s Most Important Decision (Hiring Five and Keeping One. A Bad Hiring Strate
Most organizations suffer from the 80-20 rule. You get 80% of your productivity from 20% of your people. This applies to hiring as well. For years I have listened to Business Owners talk about hiring five and keeping one good person. This is a terrifically costly way to do business.Read the full article Maximizing Your Interview Time: Identify and Hire the Right Person
Maximizing Your Interview Time: Identify and Hire the Right Person. Hiring the right person for the job is critical to your success as the hiring manager, to meeting and exceeding business objectives, and to the ultimate success and bottom line of the company. Maximize your time in the Interview Process.Read the full article Redfish Speaks
Winning the Tech Talent War, by Andy Nacsin
Despite a nationwide overall unemployment rate hovering around 10%, the tech sector is only at 4%. There is a looming talent shortage and disconnect between positions open and skills of candidates applying. Developing a strategy for attracting and retaining the right talent is important now, and will be more critical as the economy starts to turn around.Read the full article Redfish Technology is one of the Best Places to Work, by Joanna Bradley
Redfish Technology deserves accolades for the work/life balance offered to employees. It is one of the best places to work, from the recreational office locations and benefits designed to take advantage of the outdoors, to the community service and green focus of the company.Read the full article The Great Balancing Act, by Rob Reeves
Work can be all consuming. One can go off the deep end, as I did when I first started recruiting — 12 hour days, then more work at home. So we know personally how important it is to achieve balance in our own lives as owners of a company. No less important is ensuring our employees are well cared for, whether it is ski days or moving the office to Mexico for the year, the return on investment in our staff has been tangible and gratifying. By Rob Reeves, President/CEO Redfish TechnologyRead the full article Revisit Your Mission, by Heidi Clark
The mission statement answers the questions “Why Are We Here?” and “What Do We Stand For?” The answer may change over time, but it always provides the foundation upon which corporate culture is built. And that culture permeates the organization, infuses the brand, and drives the company to meet its goals.Read the full article Creating a Culture of Giving, by Heidi Clark
Merriam Webster defines Philanthropy as “goodwill to fellowmen; effort to promote human welfare”. At Redfish Technology this value is incorporated in our business focus as well as our efforts in the local community. From doing what is right for the planet and its inhabitants by fostering renewable energy to helping raise money for the local school where our kids will learn to be tomorrow’s contributors.Read the full article Can Work/Life Balance be Achieved? by Jeanne Nacsin
Can an effective work/life balance be achieved in today’s highly competitive professional environment? I’m beginning to believe that my son, Andy Nacsin, may finally have discovered how to do it. Andy now resides in San Francisco, CA, his “dream” city, and one of the prime market places for technology and alternative energy, the hub of Redfish Technology’s business focus. While Andy CAN work anywhere, his current home fully enables him to address the core business needs of Redfish and cultivate business relationships, while enjoying the quality of life he has strived to achieve.Read the full article Job Creation and Growth
Competing for Talent, Immigrants Have Historically been Innovators, Job Creators.
Immigrants in America have a history of innovation, company building, and job creation. 25% of science and technology start-ups founded between 1995 and 2005 had either a foreign-born chief executive or lead technologist. The majority of these foreign-born entrepreneurs have advanced degrees, primarily in science, technology, engineering or math. More than 25% of U.S. patent applications were from foreign inventors or co-inventors residing in America. Let’s foster this innovation and grow it here at home.Read the full article How America Can Create Jobs, by Andy Grove
We need to recreate the scaling process in the U.S., i.e. nurture the start-up, fund it, but then rather than expatriate the manufacturing abroad, keep the jobs domestic. In this way not only is there more U.S. employment but we can also harness and nurture the scaling and innovation that comes with being an integral part of an effective ecosystem.Read the full article Recovery of the Job Market, This Decade or Next?
Between December 2007 and December 2009, the U.S. economy lost more than eight million jobs. Even if the economy creates jobs from now on at a pace equal to the fastest four years of the early 2000s expansion, we will not return to the December 2007 level of employment until March 2014.Read the full article Where Does The Growth Come From?
“New and young companies and the entrepreneurs that create them are the engines of job creation and eventual economic recovery”. Both start-ups and young companies account for the net job creation in the American economy; larger companies tend to grow by mergers and acquisitions. Investment is critical to funding startup and young companies. Venture Capital trends were showing a comeback in Q4 2009 and Q1 2010.Read the full article Crash and reboot: Silicon Valley high-tech employment and wages, 2000—08
Crash and reboot: Silicon Valley high tech employment and wages, 2000—08. On the whole, high-tech industries in Silicon Valley declined sharply in employment and wages from 2000 to 2004 but increased gradually in both respects from 2004 to 2008; though the industry mix changed during the 8-year period, Silicon Valley remains the world’s leading high-tech hub.Read the full article Employee Engagement & Productivity
What is Wrong with Employee Engagement?
In this on-again off-again roller coaster economic recovery, why should organizations be concerned with employee engagement? Employees who have been out of a job and on the street for 3 to 9 months or even a year should be plenty engaged, shouldn’t they?Read the full article Build a Climate of Open Communication and Employee Engagement
Managers should share the organizational vision and explain each employee's role in the company's future. If leaders don't communicate, it shows employees that they don't care about them and that the employees are not a priority. In addition, many leaders are only interested in communicating operational or financial information to employees. Employees become frustrated with leaders who don't listen to them.Read the full article Employee Engagement and the New Deal
Employee Engagement is a key force behind business success. Think of employee engagement as the equivalent of customer loyalty. The benefits include: greater operating income and earnings per share, greater sales growth, increased customer loyalty and satisfaction, large increases in employee discretionary effort, an ability to draw from a bigger pool of talent, greater alignment with organizational strategy, an improved bottom line, and greater sustainability in the face of business challenge. Contrast these benefits with the costs of disengagement: low morale, dysfunctional teamwork, high absenteeism, lack of commitment, high turnover, increased recruitment and training efforts, etc.Read the full article Transforming Your Workforce from High-Turnover to High-Retention
It costs $4-7K to replace an hourly worker and up to $40K to replace a midlevel, salaried employee. Replacement costs usually are 2.5 times the salary of the individual. The costs associated with turnover include lost customers, business, and damaged morale. In addition are the hard costs of time spent in advertising, screening, verifying credentials, references, interviewing, hiring, and training the new employee just to get back to where you started.Read the full article Salary & Compensation
Wages and Salaries as the Economy Recovers — Or Not
Yes, we have to live in the reality of today’s economy, which means that we may have an opportunity to hire some very strong talent at some very low prices. Nevertheless, if we fail to take the long-term approach we may find ourselves regretting “low balling” that same talent.Read the full article Doing More With Less: Paying for Performance in the New Economic Reality
Salary increase budgets were the lowest seen since 1976 as of the 2009 survey. Pay-for-performance breaks down when the merit increase is not linked, but there are other approaches to rewarding merit. There is not a one-size-fits-all solution. Performance metrics can be better defined and a broader series of rewards offered; tied to the individual employee and there is a new approach to encouraging performance.Read the full article CEO Pay Has 'Catch' as Executive Performance Targets Prevail
Chief executive officers in the U.S. are getting bigger long-term incentive awards and more firms are tying those payouts to performance goals, a survey shows.Read the full article Determining Market Worth
What is the magic salary number in a changing marketplace? With many talented professionals unexpectedly looking for new roles, and companies with tighter budgets and head counts during the recession, how do you determine market value?Read the full article Employment Law
Employers Beware: When Social Media Says Too Much... by Shannon Tinker
Responsible hiring decisions typically include a background check. Social media presents a new route to information about candidates. The caveat is that what you learn about a person from social media may be protected by the Federal Equal Employment Opportunity (EEO) Laws. How should you handle this?Read the full article Best Practices for Online Job Postings
Be aware that Equal Employment Opportunity (EEO) law prohibits job postings from requiring U.S. citizenship or lawful permanent residence in the U.S. as a condition of employment, unless otherwise required in order to comply with law, regulation, executive order, or government contract. Avoid the following language in job postings: "Only U.S. Citizens", "Citizenship requirement"*, "Only U.S. Citizens or Green Card Holders", "H-1Bs Only", "Must have a U.S. Passport", "Must have a green card" - *UNLESS U.S. citizenship is required by law, regulation, executive order, or government contract.Read the full article Economic Realities Test: Employee or Independent Contractor
Whether a worker is an employee or an independent contractor depends on the nature of the employment relationship. The “economic realities” test must be applied by employers to determine the nature of their relationship with their workers under the Fair Labor Standards Act (FSLA). Under that test, employers must consider the following factors when determining whether a worker meets the statute’s definition of “employee”...Read the full article Information Resources on Health Care
Information Resources on Health Care from the Department of Labor - Employee Benefits Security Administration (EBSA).Read the full article The Dirty Dozen: 12 Manager Mistakes that Spark Lawsuits
Lawsuits by employees against their employers have grown tremendously in the past decade. Sometimes those lawsuits have merit, sometimes they don’t. But, either way, those lawsuits cost time and money to fight—money that is better spent on product development, training and raises. Here are 12 of the biggest manager mistakes that harm an organization’s credibility in court.Read the full article Worker Misclassification
Worker misclassification is the practice of treating a worker who is an employee under the law as something other than an employee, thus depriving the employee of rights and benefits to which they are entitled, a practice called "widespread and harmful" by the Department of Labor. To address the problem, there is a newly proposed piece of legislation called the “Employee Misclassification Prevention Act”.Read the full article Partnering with a Recruiter
Recruiting Independent Sales Reps. When sourcing chews up too much time,
Summary of the article:Recruiting Independent Sales RepsWhen sourcing chews up too much time, tapping an outside firm . . .Read the full article Putting the “Human” in Social Media . . . the Increased Importance of Good Recruiting, b
Recruiters have been most valued for their ability to source, attract and deliver talent that employers may not have found on their own. What happens to recruiting when social media and the web give virtually everyone, access to the same “haystack” of potential candidates?Read the full article What is Recruitment Process Outsourcing (RPO) and Why Should You Care?
Outsourcing is a common practice in manufacturing, accounting and legal services, but what about the Human Resources functions with which your business must contend? Recruiting is a specialized business . . .Read the full article What is the return on investment when using a head hunter?
How do you quantify the time and manpower employed to locate top talent with the best company fit?Read the full article
142 N. Milpitas Blvd. Milpitas, CA 95035, 408-475-8260 •
360 Thames Street Newport, RI 02840, 401-398-2929 •
416 S. Main Street Hailey, ID 83333, 208-788-8260
