Jobs Ireland



Not that many companies make the announcements of hiring 500 staff, and really doing it in the short space of time. Usually the recruitment PR lately sounds like XWZ Company is announcing the plan to hire 200 new staff, and then in the small print it also says it is a plan for the next 5 years, while in the first year it will hire 12 staff, and first one and a half positions will be announced immediately!

Well not the Dublin Airport! They really do need to fill the new Terminal 2 with staff shortly, and they need hundreds of people to run that think 24/7.

Irish Jobs Market site has hosted a recruitment site for Dublin Airport Jobs. An announcement on TV covered by all the media brought 10.000 people and more each day after the announcement. Within a week the jobs had to be taken down – such was the amount of applications.



Txtajob.ie have launched the 1st Irish Mobile Social Recruitment Network. Please correct me if I am wrong, but I really think it is the first one in Ireland. Have I just been ignorant and missed that someone else have developed the social recruitment platform on the mobile phone already? If so – please let me know.

I didn’t test it myself yet – and trust me I am really looking forward to! If you can’t wait for the review here: You can download it at: www.imobile.ie/txtajob.jar



Andy Headwordth is the owner of Sirona Consulting,and helps & advises companies about recruitment strategy, processes, methods and how to use social media as recruiting tools.

 

If you blog about recruitment, and in any way and constantly get stuck for subjects to blog on, take a look at my list of 101 Things to write about on a recruitment blog – I hope it helps you in your writing quest:

 

1.    Tell people about you and your role in the company

2.    Tell them about your company

3.    Take videos for your premises – maybe a video tour?

4.    Interview some of your suppliers (including photographs and maybe video?)

5.    Interview some of your clients (including photographs and maybe video?)

6.    Interview really good candidates about their experiences with your company

7.    Customer case studies

8.    Stories of customers gone wrong

9.    Tell people about the best consultant you ever met and why they were good

10.    Talking about the worst insult ever employed (make this one more humorous)

11.    Share your business’s successes

12.    Take this further and break it down into more details specialised areas within your specific industry

13.    Write about your competition – who is the competition?

14.    Write about their products and how they differ from yours

15.    Tell people how to get the most from your customer service department

16.    The best way that people can suggest improvements to your service

17.    Tell people about projects are you currently working on

18.    How do you work with your clients

19.    How do you expect your clients to work with you

20.    Break down each of your products and explain in more detail (maybe video)

21.    How does your approach differ to that of your competitors?

22.    Give examples of clients that have used different parts of the services and get quotes from them on their success

23.    Identify innovative new methods or products in the marketplace

24.    Five tips for getting the most out of working with your company

25.    Tell people about you as a person -  what make you tick

26.    Tell people about your company and your staff – video is great for this

27.    Tell people of your growth plans

28.    Tell people what your business worries for your industry i.e. £ vs. $

29.    Share some funny stories of mistakes you have previously made

30.    Share some funny stories of your industry that you have read in the press

31.    Tell people about any anniversaries you have e.g. five years in business

32.    Tell people about new products or services

33.    Conduct a poll, related to your industry

34.    Take a look the tools you use online in your industry sector

35.    Create easy 5 or 10 point tips to using these tools effectively

36.    Describe an interesting conversation with a client and the outcome

37.    Describing interesting conversations with a candidates and their insights

38.    What are the industry clichés and how they relevant are they

39.    The latest new buzzwords in your sector

40.    Describing some of your professional habits at work (I don’t mean the bad ones)

41.    Ask people’s opinions about these habits and share the answers

42.    Write about the person that mentored you when you first started in recruitment

43.    Who’d you look up to in recruitment and admire

44.    Who do you see as the new up-and-coming stars in recruitment and why

45.    Explore recruitment in different countries relevant to your sector or industry

46.    Tell people interesting travel stories related to jobs and to work

47.    Share funny candidate experiences from interviews

48.    Review products from your industry

49.    Describe your utopian ideas for recruitment – what would you like to see

50.    Tell people your opinions about the industry are you working in

51.    Tell people about your opinions on recruitment

52.    Tell people about your opinions on other recruitment products or services

53.    Use your knowledge and history of your sector to explain how things have changed over the last few years

54.    Interview people from your industry at all levels (ideally on video)

55.    By reading magazines, find interesting quotes that people have come up with in relation to sectors within your industry

56.    Share industry stories that you have read and comment on them

57.    Use other people’s blog content to create a story that is interesting i.e. linking to another blog post you want to pass comment on

58.    Praise people and congratulate them, be a genuinely nice person!

59.    Look at the trends in your industry

60.    What is the latest news in your sector

61.    What are the good trade magazines that people should be reading in your industry

62.    What are the trade magazines that people should be reading in the recruitment sector

63.    Tell people about your first day in recruitment

64.    Tell people about the tools you used when you first started recruitment

65.    Share of bio of yourself with your readers

66.    Do you have some radical ideas about your sector/industry

67.    Describe a ‘day in the life’ of you at work

68.    Describe a day working as part of your team

69.    Share some of your skills and knowledge

70.    Some ‘how to’ guides, related to your role

71.    Tell people of your worst experiences as a recruitment consultant

72.    Tell people about the best experiences you’ve had as a recruitment consultant

73.    Track the news and find a newsworthy story in your industry or sector

74.    Create a list, the top 10 ATS Vendors, the Top 5 social networks

75.    Have a moan -  there is nothing like going off on a rant

76.    How do you use Facebook in your job

77.    What do you think of Facebook in the recruitment of Arena

78.    Should recruiters actually embraced Facebook

79.    What are the pitfalls of your company using Facebook to recruit

80.    How do you engage with my candidates

81.    How do you engage with my clients

82.    What technology do you use on a day-to-day basis from my job

83.    What latest technology would you like to use a day-to-day basis

84.    Tell people about the last industry conference you attended

85.    Tell people about bad conference experiences you’ve had

86.    What are the biggest big business issues you’re facing right now

87.    Why did you join your company and what attracted you to them

88.    How do you use twitter in recruitment

89.    How can you use social media in the recruiting environment to recruit

90.    Examine the differences in the generations in your particular industry i.e. gen Y gen X , baby boomers etc

91.    How could your industry use social media better

92.    What do you enjoy most about working in your industry

93.    Share some presentations you have previously delivered  (via slide share)

94.    How do you build a lifelong relationship with your candidates

95.    Talk about your brand as an employer brand

96.    How does your brand compare to other competitors in the market place you’re in

97.    How do you use social networking to find candidates in your sector

98.    Share with people some of the things you like doing when you’re networking

99.    Do some industry book reviews and share those with people

100.    Play futurologist, predict what will happen in the future in your industry

101.    10 tips for a newbie entering the recruitment industry



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



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.



What is Twitter?

Twitter is a social networking tool which permits its users to send and read other user’s updates also known as tweets, which are text-based messages of up to 140 characters in length. Basically, the updates done on twitter are displayed on the user’s profile page and delivered to other users who have signed up to receive them.

It is said on twitter website, Twitter is a service for friends, family, and co–workers to communicate and stay connected through the exchange of quick, frequent answers to one simple question: What are you doing?

The main purpose of Twitter at first was to provide a very simple and unique method of communicating with people for casual chitchat. However, nowadays it is a powerful tool on the internet to generate website traffic.

Let’s talk about, How to make friends and attract traffic on twitter?

•Twitter is a wonderful platform to keep on connects with people who are following you and who you are following. It is also known as Micro-Blogging as the messages are limited to 140 characters only.

•Offer some unique things like useful content or articles so that your followers will appreciate it. I like to offer my blog updates, what am I doing on it?
•Never miss the any opportunity to promote your Twitter page. Place your Twitter profile link out where people can find you like on your own website, blogs, article resource box, email signature file, in forum posts, etc. People will follow you on if you have some trustworthiness.
•To keep your worth, you need to be reliable when posting new updates, or tweets. Present it if you have something to offer or you will lose your strength.
These are few simple things you can follow to make new friends and generate traffic. There are few more features available on twitter website that you can see visiting the help section.



Worky.com is a new Irish Recruitment Social Networking site.

Ireland is a nest for the recruitment sites. Obviously a very small number of the sites work well for the employers in Ireland since the market can only support a certain number. Worky is different, since it is built to be a global recruitment social networking market. Worky is in essence a LikedIN with no registered users. Or Monster with no jobs. Or both in the same time actually.

Where is the full Worky recruitment site article.



Recruitment Article of the Day:

How Recruiters can use Boolean Searches by Pushpa Sreenivasan

By Pushpalatha Sreenivasan: The use of Web 2.0 Technologies in Recruitment has been well documented over the last year or so in this blog. While Twitter, LinkedIn and Facebook grab most of the headlines one of the less talked about but most effective tools Recruiters can use is using Boolean Searches.

As an introduction if you have not used Boolean searches in the past, a Boolean search is where one enters the key words into a search engine like Google or Yahoo within the inverted commas and use words like OR, AND, NOT which are called as operators with modifiers such as Quotation Marks “” and Parentheses () to narrow the search.

For example, OR can be used to search to include results that contain either of the words you are looking for. For example EAI OR EIM. OR is a good tool to use when there are several common spellings or synonyms of a word.

As for AND, its used for inclusion of key words. For example if I’m searching for a Java Developer, as I need both the key words “Java” and Developer to be present in the CV I need to give a command like this in the search engine – “Java AND Developer

The “AND” operator narrows the search down by combining the key words.

This way, one can play with the Bolean operators to narrow the search and get precisely what one is looking for.

How does Boolean Search help in recruiting?

Firstly, it comes handy to sort out the information a Recruiter is looking for. Once the data is sorted, then the search conducted within sorted data proves even more effective than search with the raw data. Also, Boolean search has the capability to increase the search in terms of speed and efficiency when searching profiles online through search engines. One of the ways to get a hang of it is trying with various operators with some permutation and combination.

If you are a job seeker and want to get much more visibility of your profile make sure your skills and experiences are clearly defined in the form of key words and people know how to get in touch with you.

Another best ways of using Boolean Search is not sticking to one search engine. Using multiple search engines enhances one’s access to certain extraordinary information, which sometimes your most favourite search engine would not be able to pick up. This is quite interesting and also the introduction of this new search engine www.zuula.com. In its own words, Zuula is an innovative Internet search service that gives its users quick access to web, image, video, news, blog and job search results from all the major search engines. This really comes handy as one need not hop from one search engine to other.

The author of this article has been with the Oracle India Recruitment Team for the past three years and can be contacted at pushpalatha.sreenivasan@oracle.com



Recruit Ireland offers Free Jobs Advertising for Ireland’s Employers.

Ireland Inc has not ground to a halt. Despite the current economic uncertainties of businesses across Ireland, new businesses are starting up, some are expanding and vacated positions do need to be filled. But doom and gloom prevails and confidence is low. RecruitIreland.com is combating this by taking immediate action and launching a campaign offering Free Advertising to Ireland’s employers in a bid to get Ireland’s talented workforce back into employment.

“By enabling Ireland’s employers to advertise jobs on our website free of charge we believe we will be providing a valuable service to businesses at a time when they need all the support they can get,” commented Emma Henry, Marketing Manager RecruitIreland.com.

RecruitIreland.com has a large talent pool of loyal, highly qualified and skilled professionals visiting the site on a regular basis. Employers who place their jobs on RecruitIreland.com will benefit not only because the service is now free of charge, but because it will also draw in highly skilled candidates who may not otherwise have seen those positions advertised.

“We also hope that this will bolster the confidence of those who find themselves unemployed, that they will see that there are jobs out there and that as a Nation we have not ground to a halt.”

By offering free advertising to every employer across Ireland RecruitIreland.com aims to create one central bank of all the available jobs in the country, thereby taking some of the strain out of the job hunt for job seekers.

RecruitIreland.com is Taking Action to Get Ireland Working Now!