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How Can Companies Attract the Best Talent?

18 Jul 2018, Posted by Jessica Bursenos in Blog

All too often, companies focus their recruiting strategy on describing the job responsibilities and their preferred requirements – essentially what the company is looking for in a candidate. While there’s nothing wrong with sharing that information, it will not attract the passive A-players they want to hire: someone who is currently employed, doing well, and not actively looking for a job. Giving them a description of a job similar to what they are already doing will not compel them to make a move. In today’s highly competitive employment market, a company has to stand out in order to attract the best talent. This begins with crafting a unique and exciting employment value proposition – essentially why a candidate should be interested whether they are actively looking or not. The company should convey the benefits of the job itself, the team they will be a part of, as well as the company as a whole.

The Job

To pique a candidate’s curiosity enough to want to learn more about an opportunity, a company needs to answer the question candidates will surely have, which is: “what’s in it for me?” Consider answering these questions as a good starting place:

  • How will this role challenge someone, and help them learn and grow?
  • What training is offered to assist them in that development?
  • What is the future career path that someone could expect if they exceed expectations?
  • What type of compensation can be earned, not only monetarily, but also via equity and/or other benefits?
  • What have other top performers in the company been able to earn based on over-achievement of objectives?
  • What impact can the role have on the organization to help really move the needle, and how might they be recognized for such achievements?

The Team

A candidate’s relationship with their manager and extended team have a huge impact on their fulfillment in a job. As such, the hiring manager and the team should be a major selling point to attract candidates. Consider the candidate’s point of view and answer these questions:

  • What is the manager’s leadership style and philosophy?
  • Are people generally happy working for him/her?
  • Have other team members been promoted while under this manager’s leadership?
  • What internal resources are available to help contribute to someone’s success?
  • Are there other top performers on the team that an incoming employee can model after and learn from?
  • What is this manager’s/team’s reputation in the marketplace?

The Company

Candidates want to join a company that has a bright future and where they can envision themselves for the long-term. Items of importance to a candidate may include:

  • Who is part of the executive leadership team, and do they have a proven track record?
  • Does the company have a reputation for innovation and a differentiated solution to offer their customers?
  • Do they have a positive culture that empowers their employees?
  • Is the company in a growth industry with an ever-expanding pie for them to take a bigger share of?
  • Are they already recognized as a market leader, and how so?
  • If public, how is the stock performing?
  • If still private, who are their primary investors?
  • What has been the growth trajectory the last couple of years, and how rapidly have they been increasing employee headcount?
  • Who are some key referenceable clients the company has been successful in landing?
  • What other companies do they have partnerships and alliances in place with?
  • Have they received any awards or accolades from analyst firms such as Gartner or other industry media outlets?

The answer to all of these questions about the job, the hiring manager and team, and the company is the sizzle that will get candidates excited! When compiled into a compelling story and delivered with passion, this is much more likely to get a passive A-player on the hook to explore the opportunity. This however, is just the first step. Companies must recognize that interviewing is a courtship process, and a two-way street.

Do you need exceptional talent in the Data Storage, Data Center Infrastructure, or Cybersecurity Markets?

We take companies and careers to the next level, and deliver outstanding results in record time. Contact us to create a custom recruiting strategy.

Why Should Companies Partner with a Recruiting Firm?

20 Jun 2018, Posted by Jessica Bursenos in Blog

Filling an open position can cost a company thousands of dollars between the expense of advertisements and interviewing candidates, not to mention the opportunity cost of a role remaining open for an extended period. Partnering with the right recruiting firm accelerates the company’s hiring timeline, gives access to the top passive candidates, and ensures an efficient and effective interview process, resulting in successful hires.

Speed

Time is money, and the longer a critical role remains unfilled, the more money it costs the employer. Partnering with a recruiting firm may drastically shorten the time to fill a given position, providing immediate return on investment. Most top recruiters specialize in a niche based on the FILL methodology – Function, Industry, Location, and Level. This specialization means they already have both a thorough understanding of a company’s needs, as well as relationships with a network of top performers they can quickly tap into. They also operate with a high degree of urgency, making a company’s hiring needs their top priority.

Passive Candidates

All companies recognize the need to hire top talent. However, if their hiring strategy involves posting a job and interviewing whoever applies, they are certainly not getting the best of the best – only the best of the candidates who are actively looking. Most true A-players who are in the top 10% of their field are currently employed, being well taken care of, and not actively looking for a job. Their resume is not on a job board, and they don’t even know that a company’s job posting exists.

An executive recruiter persistently reaches out to these individuals using every means of communication possible. Based on their industry expertise, recruiters are able to quickly develop a rapport with passive candidate. They come to understand the candidate’s primary motivators and career aspirations and present a company’s opportunity as a potential career advancement move. Artfully opening a candidate’s mind to having an initial exploratory conversation when they were not looking to make a change is one of the key skills a recruiting partner brings to the table.

Expertise

An executive recruiter brings expertise in managing an efficient and effective hiring process. From qualifying candidates at a deeper level and only presenting those who are center of the bullseye, to ensuring that candidates are well prepared for interviews, recruiters save their clients time every step of the way. They keep the client abreast of other companies the candidate might be interviewing with, and the timing considerations that may come into play with such competitive opportunities. Once a finalist is selected, a recruiter assists with reference checks, and consults on what level of offer is necessary for the candidate to accept as well as negotiate a mutually agreeable start date. They also address the counteroffer issue with the candidate early and often to make sure they follow through on their commitment.

A recruiting partner will help their client not only identify and attract the best potential candidates, but most importantly, successfully land the candidate they want to hire.

 

Do you need exceptional talent in Data Storage, Virtualization, Networking, Security, Cloud, or Big Data Markets?

We take companies and careers to the next level, and deliver outstanding results in record time. Contact us to create a custom recruiting strategy.

A Culture of Confidence

07 Jul 2017, Posted by admin in Blog

Turns out, there are benefits that come from being a cocky teenager. Although your parents might have been counting down the days until you flew the nest, that swagger means you’ll likely end up earning a higher salary than those of your more modest friends. According to the Journal of Economic Psychology, their “Self-Esteem and Earnings” study showed that your level of confidence is at least as important as how smart you are when it comes to how much money you end up making. In fact, self-esteem can affect salary as much as cognitive ability.

So, besides providing a silver lining for parents of arrogant adolescents, what does the Journal’s study mean for the workplace?

Confidence increases productivity and causes you to choose more challenging tasks, which make you stand out amongst your peers. You naturally create a more cohesive workplace environment; confident people celebrate the accomplishments of others as opposed to insecure individuals who try to steal the spotlight and criticize others in order to prove their worth. Speaking first and often (a sign of high self-esteem) makes others perceive you as a leader. In fact, over-confident people are more likely to be promoted than those who have actually accomplished more.

“This is the classic definition of self-efficacy, and it may be the most central belief driving individual success. People who believe they can succeed see opportunities, where others see threats. They are not afraid of uncertainty or ambiguity, they embrace it. They take more risks and achieve greater returns. Given the choice, they bet on themselves.”
– Marshall Goldsmith, “The Success Delusion”

The fact that successful people tend to be delusional isn’t as bad as it sounds; our belief in our own eminence is what gives us confidence. Even though we are not as good as we believe we are, this confidence actually helps us become more than we would have otherwise.

Even for the most tenured of individuals, this applies. How do successful people wake up each morning with zest and enthusiasm to tackle another day? It’s not because they are reminding yourself of the mistakes they have made and the failures they have endured. On the contrary, it’s because they edit out those failures and choose to run the highlight reel of their successes. When actions lead to positive results that make us look good, we love to replay it for ourselves – and we should! That optimism is what gives us the ability to stay the course and not buckle when times get tough or challenges arise.

Now, the intent of this article is certainly not to encourage narcissistic self-obsessed behavior impervious to external criticism; rather, to be the best at anything often requires you to be your own harshest critic. But if confidence makes us feel good, gives us grit, and makes for a more productive workplace, what can we do to instill confidence in those we lead? Of course, the phrase “fake it until you make it” offers one approach; forcing a smile can lift one’s mood and striking a powerful pose can make you feel more commanding even when in doubt. As a leader, how can you create a confidence-boosting environment?

First, set reasonable expectations. Set the bar where it really is on an individual basis, as opposed to universal standards that may not be met. In other words, redefine what it means to be competent and highlight the small incremental gains needed to build a bridge from current achievement to future potential. Focus on small wins each day; authentic confidence is a result of success, not a cause.

Second, consider retraining the brain on how to interpret fear of failure. When facing a daunting task that incites insecurity, replace negative thoughts of intimidation with positive ones relating to the opportunity at hand. Ask “I know this is a big project to tackle – what are you most excited about?” or “What are you most interested in learning as a result of taking on this new assignment?” Adrenalin is the same for fear and for excitement; by replacing negative thoughts with positive ones, you let adrenalin work for you instead of against you.

Third, focus on learning from failures. Believing in yourself is good; forgiving yourself is better. Even the most successful, competent people are constantly making mistakes – that’s how we learn.

“The responsibility of a leader is to provide cover from above for their people who are working below. When the people feel that they have the control to do what’s right, even if it sometimes means breaking the rules, then they will more likely do the right thing.
Courage comes from above. Our confidence to do what’s right is determined by how trusted we feel by our leaders.”
– Simon Sinek, Leaders Eat Last

To see failure in a positive light, keep a running list of lessons learned along the way. Every time you make a mistake, write down what you learned and how you will avoid replicating the mistake in the future. Although this might seem counter-productive (who wants to see a checklist of what not to do), it will serve as a historical log of how skills have improved and how those lessons helped shape who you are today.

Finally, keep in mind that confidence and competence are closely related. In nature, plants either grow or decompose; they do not stay the same. In an organization, nourishment is supplied by the broad term of training, but a more accurate term is learning. What is being done within your organization to foster learning, growth, and new perspectives each week? To increase the confidence of those in your charge, it is imperative to nurture an ongoing learning environment through access to courses, conferences, or take on a pet project they are passionate about. The aggregation and implementation of these various tips can serve to boost confidence and thus performance of the organization as a whole!

—Karen Schmidt

Pivot3, Inc. announced a $55 million equity and bank financing closing today.

The funding will accelerate the company’s growth and enable it to bring to market the most extensive suite of hyper-converged and flash storage solutions with predictable performance that is available today. Pivot3NexGen_0127

Argonaut Private Equity and S3 Ventures are providing funding for this round.

The support for Pivot3’s strategy and growth record from existing investors as well as the interest from new investors are indicators of Pivot3’s future business success.

We are dedicated to investing in market-leading companies that deliver innovative solutions for real world problems, and Pivot3 exemplifies our mission,” said Steve Mitchell, MD, Argonaut Private Equity. “Hyper-converged infrastructure and flash storage are two emerging markets that are experiencing unprecedented growth. Pivot3 is poised to become an unparalleled presence with truly differentiated solutions that address the cost and complexity of the modern IT data center in a far broader and more comprehensive way than its competitors.”

As part of this financing, Pivot3 will move its banking relationship to Square1 Bank, the emerging leader in technology financing.

The insight to future technology needs and the aggressive movement to market opportunities that we see in Pivot3 make it a great customer for Square1 Bank and our team of technology bankers,” said Ken Fugate, founder and MD, Square1 Bank. “We expect to grow over the years with them.”

In February 2016, Pivot3 acquired NexGen Storage, provider of PCIe flash arrays with storage QoS and dynamic provisioning capabilities. The two companies combined capabilities allow customers to apply the right infrastructure and priority to each workload, application or business service according to its business value and to guarantee the appropriate level of service.

The latest round of funding will accelerate the integration of the combined NexGen and Pivot3 product set, development of new products and advancement of the go-to-market plan.

Click Here for more.

Consolidation Temptation- MONEY MONEY MONEY

23 Oct 2015, Posted by Jeska Rayboy in Blog

What an exciting time to be in the Storage and Data Center Infrastructure market!!! It is so competitive with new technologies popping up everyday that companies are rampantly partnering up for better future strategic positioning. If you thought that Symantec selling Veritas for 8 Billon (Click here for article) was a big deal, that looks like small potatoes compared to Michael Dell’s purchase of EMC. Who saw that 67 Billion dollar acquisition coming? (Click here for article ).  Dell and EMC are both hugely successful companies in their own right, and the combined firm will be a major force to be reckoned with.  It will be very interesting to hear about how things develop with this mega-merger. As we receive additional feedback from people in the marketplace, we will post future updates.dell emc 2

The Dell/EMC acquisition isn’t the only one that has happened in the past month, just the most expensive… Perhaps everyone is getting ready to crush it in 2016. IBM just bought Cleversafe (Click here for article).Western Digital bought SanDisk  for 19 Billion (Click here for article). Thales Group bought Vormetric  for 400 Million (Click here for article).

Who do you think will be the next corporate marriage????!!!!!

Jordan Rayboy, CEO of Rayboy Insider Search, is a renowned speaker and trainer for search consultants globally in the areas of recruiting best practices and skill building. jordan speaking You can catch Jordan presenting two sessions at the NAPS conference (National Association Of Personnel Services www.naps360.org) in Boston, MA.  He will also be Presenting a full day at RMAR (Rocky Mountain Association of Recruiters rmar.org) in Denver, CO.  Jordan speaks candidly about relevant topics with humor and passion. His intention is to elevate the level of the search industry as a whole.

Need Inspiration? Check us out at www.Rayboyis.com to learn more!!!!

Should These Emerging Storage Startups Be On Your Radar?

11 Sep 2015, Posted by Jeska Rayboy in Blog

Traditionally, data storage has been all about capacity — how many terabytes, petabytes, even exabytes, can I squeeze into that system? But, today, speed and performance have become as important as capacity, if not more so, and that’s led to booming sales of flash storage and hyper-converged systems.emerging technology company

And that’s why the storage technology arena has recently been one of the most active segments of the IT industry. Some like Pure Storage have been around for a while and attracted a lot of attention — and a lot of venture funding. Others are just getting out of the starter’s block.

Here’s a look at 10 emerging vendors in the storage arena that you should be aware of:

Cohesity

Santa Clara, Calif.

Top Executive: CEO Mohit Aron

Storage startup Cohesity exited stealth mode in June with $70 million in venture financing and unveiled the availability of its first data storage system.

That system, the Cohesity Data Platform, is an infinitely scalable converged platform that provides a full range of integrated data-protection services, including storage of backup and archival data, and cloud connectivity. Data can be easily cloned for test and development. It also includes an integrated data analytics software application and allows integration with customers’ choice of application.

 

DataGravity

Nashua, N.H.

Top Executive: CEO Paula Long

After several years of development, DataGravity exited stealth in 2014 with its “data-aware” Discovery Series storage systems that help IT managers and line-of-business users store, protect, search and govern their data. At the core of the system is the DataGravity Engine that analyzes data as it’s ingested.

The company sells exclusively through the channel and recruits solution providers to its DataGravity Partner Network.

 

Hedvig

Santa Clara, Calif.

Top Executive: CEO Avinash Lakshman

Hedvig exited stealth mode in March with the introduction of a software-defined storage system the company said not only breaks the tie between storage software and hardware but also provides the widest range of storage services.

The Hedvig Distributed Storage Platform, based on software-defined storage technology, provides a level of abstraction that lets compute platforms consume storage regardless of whether it is file, block or object storage. It provides a wide range of services, including replication, disaster recovery, compression and de-duplication.

Click Here for Full Article.

Seagate Technology plc and Dot Hill Systems Corp. have entered into a definitive agreement under which a wholly-owned indirect subsidiary of Seagate will commence a tender offer for all of the outstanding shares of Dot Hill in an all-cash transaction valued at $9.75 per share, or a total of approximately $694 million on a fully-diluted equity value basis.join hands

As Dot Hill has approximately $49 million in cash on its balance sheet as of June 30, 2015, the transaction reflects an enterprise value of approximately $645 million. The consideration represents a 50% premium over the preceding three month stock price average.

Dot Hill’s external storage array-based systems and software products will complement and expand Seagate’s storage systems offerings and be offered as part of Seagate’s cloud systems and electronics solutions business. Seagate will leverage Dot Hill’s storage technology IP portfolio and software capabilities to drive innovation and provide incremental value to their combined OEM customer base. Click Here For Full Article.

Infinidat Raises $150 Million, $1.2 Billion Valuation

21 Jul 2015, Posted by Jeska Rayboy in Blog

To say Moshe Yanai is an influential figure in the storage industry would be an understatement. Having led the development of EMC’s flagship Symmetrix platform and founded several startups, he also has over 40 patents to his name in the US. His latest venture Infinidat is one of the most valued privately held companies in the world, and Yanai has stated his vision for this company is an IPO. It looks like he is headed in the right direction.golden egg

 

Infinidat Inc., a secretive young data storage company, has burst into public view with $150 million in new funding and a valuation of $1.2 billion, placing it among the most valuable privately held companies in the world.

The round was led by TPG Growth and takes total funding to $230 million, which may be enough to take Infinidat to an initial public offering, according to head of marketing Gareth Taube.

Founder and Chief Executive Moshe Yanai “has started and sold a number of companies, but his mantra for this one is to take it public,” Mr. Taube said. Read Full Story

Mark Sasson, Sr. Search Consultant at RayboyIS, shares his expertise on current hiring practices used in today’s marketplace:

expert advice

While many people – including myself – cling to the belief that nothing replaces an in-person meeting, the next best option is a video interview. The majority of candidates I represent are typically home-based and report to managers located hundreds, if not thousands of miles away. That coupled with busy travel schedules on both ends creates logistical nightmares when it comes to lining up in-person interviews.  Fortunately, there’s an app for that.

In my tenure as a headhunter in the Cloud/Infrastructure niche, I’ve seen the hottest technologies become commoditized. LinkedIn profiles are quickly replacing resumes and there is a HUGE increase in video interviews, or video chats.

Common Applications for Video Interviewing

A hiring manager may choose to include a video chat in the interview process for a number of purposes:

Getting to know you

Unless it’s overwhelmingly convenient from a location and scheduling standpoint, the first interview is typically an exploratory phone call. Having the opportunity to interact face-to-face on a video chat will always provide greater insight into whether it is worth moving to the next step (for both parties).

Presentations

This is usually applied to the technical folks that I represent who are asked to present a product demo or POC (Proof of Concept).

Allowing their boss to meet you

Often times there is a requirement (by HR or self-imposed) for VP or C-level approval on hiring. Rather than push out a final interview until the big-wig is available, some of my clients are beginning to rely on video chat to satisfy that requirement sooner.

Replacing the in-person interview completely

“Laying eyes on the candidate” is usually a must. That said, in unique circumstances where timing is an issue, a video chat can replace the in-person meeting completely. I recently made my first hire with a client in that scenario. While I don’t see it becoming a trend in the near future, it can and does occasionally happen.

Trends on Video Interviews

Since starting my recruiting career about five years ago, there has been a consistent increase in the amount of video interviews year over year.

  • 2011 less than 20% of the interview processes included a video chat
  • 2012 saw a small increase to just under 25%
  • 2013 the number shot up to close to 40%
  • 2014 about 60% of all our interview processes included a video chat
  • To date (as of 6/2015) 75% of the interview processes we are running consist of a video interview
  • The marked increase is likely due to a number of factors:
  • More tech-savvy hiring managers that are comfortable using the technology
  • Higher reliability of Wi-Fi and availability due to smart phones/tablets
  • More competitive candidate-driven hiring environment and recognition that “Time Kills All Deals”
  • Busier travel schedules
  • Our recommendations to clients based on previous success

Click here for full article.