Jobs Ireland



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.



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.