Jobs Ireland

Author: Carole Gunst is a marketing consultant with expertise in product marketing, marketing communications, and leveraging social media

Résumé is French for "summary".  It's a collection of things that you’ve done in your work life that doesn't really give an indication of your aptitude, your natural talents, or how you'd fit onto a new team.  A lot of the time, candidates have them written by others so it's not an accurate reflection of how a candidate writes or organizes thoughts.

Why Do Employers Still Rely on Résumés?

The résumé still does get used because it's easy for pre-screening purposes.  In my opinion, this gets done by organizations who use administrative people working from job descriptions who scan resumes for keywords or job titles.  In a candidate-rich environment, it gives them a quick reason to eliminate people missing a particular bullet point on the job description and to narrow down the stack that they pass on to the hiring manager.

There are many problems with this starting with the first call made to set up the interview is by the HR person who has never worked in the role they are hiring for who often doesn't follow what's going on in the industry.  The résumé gets used to have a chronological discussion designed to look for gaps.  Here's an example: 

Phone Screener:  "I see that you only stayed at Company X for one year. What happened there?"

Candidate:  "The company ran out of money and closed down.  Didn't you read about that?"

Phone Screener:  "No, but that sounds terrible.  Now, I see that you were with Company Y for 12 years.  Why did you stay so long?"

Candidate:  "Well, it was a great company.  I got promoted three times while I was there and I needed to let my stock options vest."

Phone Screener:  "Oh, I can't really tell that from your résumé.  Now, before that Company Y, you were a camp counselor.  Is that right?"

Candidate:  "Am I going to get a chance to talk to the hiring manager?"

You get the idea.  An document that doesn't really sum up you very well leads to an unproductive Q&A session about you.  It never gets to a discussion about what the job is and how your skills would fit into it.  And, it keeps you from a discussion with the members of the team you might be joining.

And, the Internet Changes Everything!

A recruiter friend of mine was interviewing someone over the phone the other day using an electronic version his résumé sent through e-mail while looking at his LinkedIn profile.  They didn't match up!  The phone call ended shortly after that was discovered. 

These days, you have know that most of what you do can be found online.  So, use that to your advantage and keep things accurate and up to date across media.  Use a blog to show how you write and what you can do and know that people who share your interests will find you online.  If they like what they see, you'll hear from them directly. 

Your LinkedIn page should reflect what you have done in the past, who your network is comprised of, and include links to more information about you like your Twitter stream, your website, and anything else you want to share.  Don't forget to Google yourself from time to time to see what's out there about you, because that information will get found.

It's All About Your Network, Anyway

Even in the “old days” of résumés, most people would tell you that once you get to a certain level, the best way to land a new job is through your personal network. Executives, rock star engineers, top sales people, well-published academics don’t ever need to look for a job: they get asked to come work at places.  Let that be the way that you get to your next job.  May the résumé rest in peace.

Welcome to Part 2 of the Irish Recruiters “Future of Recruitment Conference Series”!

Recruitment’s ongoing evolution through technology is fast paced and relentless and the economy we live in is proving to be hugely challenging. This half day conference is going to provide more diverse presentations and discussions to dive into such topics as social media, search engines, micro-blogging, green IT, cloud recruitment and much more. Basically, it’s more of Part 1 with another great opportunity for networking, learning, discussion and insights from recognised recruitment innovators and leaders from Ireland and the UK.

This
is an Irish Recruiters LinkedIn Group event. The mission of which is to raise
the level of recruitment sophistication in Ireland using technology, communication and education to promote a variety of new tools, techniques and technologies to source
the best talent the world has to offer to these shores.

To learn more about Irish Recruiters go here.

The conference will delve into such subjects as:

• Cloud recruitment and the rise of the app wars: With the new Nokia N97, New iPhone 3GS, the revamped Palm Pilot series and Google Ion/HTC Magic (Android), mobile phones have gone from being smart phones to now being mini-computers. As part of being an advanced internet recruiter understanding how to use apps to harness ATS, smart phones, mobile devices and web sites to increase your productivity is going to become more important in the near future. But what apps are out there and how can they be used? Also, with the advent of bar photo technology, touch computing and augmented reality the boundaries of advertising and communication are being stretched. What technologies out there are currently leading the way? This section will build on the previous cloud recruitment presentation given in Part 1.


• Cloud computing and ATSs: Cloud Computing or SaaS (Software as a Service) has been identified as Gartner as being one of the biggest computer trends for FY10. But how does this relate to your ATS? Can you harness the power of the cloud and place your ATS on the web. We will hear from EMC about why and how they are thinking of adopting cloud computing to their ATS offering in their office in Cork using SalesForce.com and the new force.com offering.


• Online Video Recruitment: There is a new automated interviewing service in Ireland
  that helps you easily screen large multiples of job applicants using online
  video. This service reduces the need for face to face meetings with candidates.
  It allows batch asynchronous interviewing to occur providing maximum
  flexibility for candidates and freeing up Recruiters time. Sonru promotes the
  green economy by reducing the necessity to travel to interviews. Fergal
  O’Byrne, respected IT industry visionary, will give us his viewpoint on how
  technology is evolving, how Sonru which he has recently joined as CEO is
  leading in video innovation and his opinion on the future of recruitment both
  in Ireland and abroad.
  


• Twitter Jobs Search: It’s hard to stay away from hearing about Twitter at the moment but still a lot of recruiters are not convinced of the advantages that it offers to recruitment. One of the first companies to identify a job search functionality gap in the market was Twitter Job Search. They are now trying to integrate their search engine with some of the top 3 search engine providers and are announcing partnerships all around the world. The co-founder, entrepreneur and visionary Bill Fischer will be talking about how they saw a gap in the market, how recruiters and job seekers are using Twitter and Twitter Job Search and the future of micro-blogging as they see it.


• RPOs and their current focus: RPOs are getting more coverage in the news of late as some multinationals are turning to them as a way to reduce their costs in the current recession. Alexander Mann is one of the biggest in the business in the UK, and they have expanded aggressively around the world with over 1,000 employees in 60 countries. They will be explaining who they are and what they offer; providing us with their opinions on the challenges that they and RPOs are facing and the technologies they are harnessing for their clients as they look to the road ahead.

Speakers

Declan Fitzgerald

Declan has over 14 years experience in HR and recruitment and is currently a recruitment evangelist and global sourcing manager in Microsoft. He currently specialises in creating sourcing initiatives to support the companies move to distributive development in India, China, Israel, Denmark, UK and Ireland. He is the author of Ireland’s premier recruitment blog: Irish CyberSleuth blog and founder of the Irish Recruiters LinkedIn Group which is the fastest growing recruitment social network in Ireland. He has designed, consulted on and lectured on social media and Internet sourcing strategies, tools and tactics all over the world including recent sessions in Europe, Israel, China, Singapore, Korea, Vietnam, Indonesia and Australia. Declan will be chair for the conference. Twitter @irishrecruiters; LinkedIn: http://www.linkedin.com/in/irishrecruiters

Bill Fischer

Co-Founder and Director of Workdigital Ltd, the vertical search solutions development company that built workhound.co.uk and twitterjobsearch.com. Co-Founder of DVD Station, Inc., a world-class media/entertainment internet retail systems company. Former VP of marketing for a massively multiplayer online gaming company with over 2.4mm customers in 50+ companies, and builder of marketing systems for a user generated content site acquired by Electronic Arts. Previous marketing and general management experience at more.com, and Ebates.com. A frequent speaker, interviewee, and panelist for entertainment trade and classified search and was acknowledged in the editor-in-chief of Wired’s book, The Long Tail, as an expert on collaborative filtering and internet search engines. Twitter: @williamfischer LinkedIn: http://www.linkedin.com/in/wmfischer

Martin Cerullo

Martin has worked for Alexander Mann Solutions since 2006, and is the Director responsible for the global resourcing communications practice, which manages all employer branding, sourcing and recruitment innovation across AMS clients. Martin has 12 years experience of working in the recruitment sector, with a major focus on employer brand management and development, recruitment advertising, website development and sourcing strategies. Martin has also built and managed solutions in outsourcing of graduate recruitment attraction and selection. Before Martin joined AMS, he spent the previous 6 years working for Euro RSCG Worldwide, one of the world’s largest global advertising groups. As a board director of the Riley division, Martin had responsibility for 2 advertising agencies as well as the development of strategic services such as employer branding, diversity and digital recruitment and managing relationships with clients including Morgan Stanley, British Airways, BP, Airbus and B&Q. Twitter: @martincerullo; LinkedIn www.linkedin.com/in/martincerullo

Fergal O’Byrne

Fergal
joined Sonru, as Chairman in 2008, having previously been a business mentor to
the company. He subsequently became CEO in September 2009, after serving as CEO
of the Irish Internet Association for 4 years. He is an internet industry entrepreneur
and founded Interactive Return (formerly webBusters) back in 1998. He is on the
Board of Directors of IGOpeople.com, WINC, and CCD Ltd. He is also Chair of the
Project Advisory Group for Fáilte Ireland’s eBusiness Support Initiative.

He regularly mentors start up and seed capital companies in Ireland and
Denmark. In 2004 he was awarded the Microsoft/IIA Net Visionary Internet
Marketer of the Year Award. Fergal is a member of the Irish Internet
Association, Marketing Institute of Ireland and Engineers Ireland.

Fergal’s
most recent book – 10 Online Marketing and Search Engine Essentials was
published by Thompson Books. He has been a guest lecturer on the MBA course at
the Smurfit School of Business, Dublin. He was part of the original team that
helped to set up eircom.net and was Content Development Manager in charge of
such projects as the Doras Directory. He holds an Honours Degree in Electronic
Engineering from DIT, Kevin Street. LinkedIn: http://www.linkedin.com/in/fergalobyrne

EMC (TBC)

Agenda

1.00 – 1.15 Registration

1.15 to 1.45 “Introduction, cloud recruitment & the start of the app wars” – by D Fitzgerald

1.45 – 2.30 Alexander Mann “RPOs, current challenges and the future” by M Cerullo

2.30 – 3.15 Sonru “The rise of online video recruitment” by Fergal O’Byrne

3.15 – 3.45 Break, Networking & Unemployed Recruiters’ Corner

3.45 – 4.15 Breakout Discussion “Job Boards Vs Social Networks: Where are you placing your bets and how will both evolve?”

4.15 – 5.00 EMC and the rise of the Cloud ATS, by (TBC)

5.00 – 5.35 Twitter Job Search, “The rise of Twit” by Bill Fischer

5.35 – 6.15 Q&A, Live Mic Session

Capacity

The conference will be in one of the Westbury’s “Grafton” rooms which have attendance of 100 people. There will be 10 tickets reserved for unemployed recruiters. All tickets will be sold on a first come first served basis.

Payment

Payment will not be accepted on the day of the event and tickets will finish being on sale as of the 5th of October.

Sponsorship

If you would like to sponsor the event please contact declanfi@microsoft.com

Written by Yuki Noguchi, Correspondent, National Desk, NPR News

With the unemployment rate at 9.4 percent and ticking up, millions of Americans are in the job market for the first time in several years.

But the job market has changed in that short time. The paper resume is laughably passe, at least in some circles. Not having a profile on the social networking site LinkedIn is, for some employers, not only a major liability but a sign that the candidate is horribly out of touch.

“If someone sends us a paper resume folded in thirds, stuffed in an envelope, it’s hard to take it seriously,” says Glenn Kelman, chief executive of Redfin, an online real estate brokerage.

Kelman says he has friends in their 30s and 40s who just missed the social networking boat and now need coaching in how things have changed.

For example, he says blogs and Facebook pages have gone from mere kids’ play to essential for communicating with employers online. Someone applying for a job in marketing, for example, will do much better in an interview if he or she already commands an audience through a blog. People in sales look better if they can prove they have a broad network of contacts in their field.

These new rules especially hold true in the high-tech fields, where being up to the minute is considered essential. But even other industries are following suit.

Job applicants are required to submit their resumes digitally at UMB Financial, a bank based in Kansas City, Mo.

“We get very few paper resumes,” says Pat Cassady, the director of recruitment at UMB. Cassady says 10 to 12 percent of UMB hires come through LinkedIn, and she searches niche networking sites for active users who might be promising business leaders. She is even planning to use Twitter to reach out to new recruits.

The Irish Recruitment Conference was a place where you could see Irish Jobs and LinkedIN together.

Jane and Patrick having a chat during a break of a Irish Recruiters Conference: “The Future of Recruitment – Part 1: The Road Ahead”

Jane Lorigan, CEO of IrishJobs.ie
Jane has been CEO of IrishJobs.ie for over 4 years and is also a board director of Saongroup which is an Irish company that is one of the fastest growing online recruitment companies in the world. The group has expanded quickly in the last 2 years and now has operations in the UK, USA, Canada, China, India, The Gulf, Caribbean, Central America and South Africa.

Patrick Traynor of LinkedIn
Patrick is sales manager for corporate solutions for LinkedIn. He has 15+ years experience in sales positions in a variety of online industries and is currently helping LinkedIn expanded its market share into Europe.