Jobs Ireland

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.

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

Irish Recruiters Group on LinkedIN Event:
(note: this event is only open to members of the Irish Recruiters Linkedin group and for recruiters only not job seekers)

Irish Recruiters first conference: “The Future of Recruitment – Part 1: The Road Ahead”

This is the first of a two part series that will look at how technology is revolutionising the recruitment industry in Ireland and all around the world. This is a unique opportunity to bring social network, agency, job board and multi-national recruitment leaders together to talk about their particular companies and industries and give their opinions on the road that lays ahead with the recession we are currently in, the evolution of unified communication, the empowerment of individuals using social media, search engine sourcing through Google, Yahoo and Live, database mining, the expansion of cloud computing and the increasing number of business models entering the market through technical innovation.

The conference will include content on:

• Who exists in LinkedIn and how to use it effectively to recruit. How will it evolve and what is the future roadmap of the platform.
  
• What challenges the largest recruitment agency and job board in Ireland are experiencing in the current climate and their views on technology and the future of recruitment.
• How Microsoft recruits and what are some of the challenges it is currently experiencing in the global and Irish market place. As well as best case examples of sourcing, recruitment branding and the use of the Internet.
  
• How cloud computing is evolving recruitment and what skills, tools and techniques are needed to be a savvy internet recruiter.
• The future trends, techniques and technologies from around the world that are radically changing the way recruitment will be done in the future.
• Examples of Irish companies that are offering innovative recruitment products and services and connecting to job seekers in new ways.
  

On the day we have some excellent presenters contributing to the debate on what is the future of recruitment and offering very specialised views on what changes they are witnessing in their own businesses and verticals. I’m glad to say that some of the most impressive recruitment leaders in Ireland have agreed to take part. I’m hoping from them and the people who attend we will have a hugely educational and very interactive day which will allow all who come go away with a fresh new lens from which to review and improve the way technology is changing the industry.

As well as listening and learning the event will also be an excellent
opportunity for you to take part and voice your opinion by asking
questions at the end of individual presentations or during the panel
discussion.

Presenters:

Declan Fitzgerald, Global Sourcing Manager, Global Central Sourcing Team (GCST), Microsoft

Declan has over 13 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 the Irish CyberSleuth blog and has given sourcing training to teams in Europe, Israel, China, Singapore, Korea, Vietnam, Indonesia and Australia.

Joe Ffrench, Recruitment and HR Senior Manager, Microsoft

Joe has over 15 years experience in human resources and recruitment. He manages the recruitment for Microsoft’s 1200 employees business in Ireland across a range of operations, sales & marketing and research & development disciplines.

Anne Heraty, Founder and CEO of CPL Resources PLC.

Anne is one of Ireland’s brightest recruitment minds and is CEO of CPLs recruitment agency portfolio and HR services business. She is a winner of the Ernest and Young Female Entrepreneur of the year and widely recognised as one of the most successful business women in the country.

Jane Lorigan, CEO of IrishJobs.ie

Jane has been CEO of IrishJobs.ie for over 4 years. She is a key member of the 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.

To Be Confirmed of LinkedIn

LinkedIn has agreed to fly over from the UK and take part and will be forwarding me the name of their representative soon.

Agenda

1.45 – 2.00  Registration

2.00 – 2.30  Intro - “Recruitment Darwinism. Where are we now” by Declan Fitzgerald

2.30 – 3.15  LinkedIn – “Some facts! Tips, Products and the Road Ahead” by TBC

3.15 – 4.00  CPL – “Challenges that exist and the future” by A.Hegarty

4.00 – 4.30  Break – Tea, Biscuits & Networking

4.30 – 5.15  Microsoft – “Challenges and innovation in a flat world“! By Joe Ffrench

5.15 – 6.00  Irish Jobs – “Challenges that exist and the future” by Jane Lorigan

6.00 – 6.15  Short Break

6.15 – 7.00  “Cloud Recruitment and what is an internet recruiter” by D.Fitzgerald

7.00 – 7.30  Q&A Live Mic Session

7.30 -         Finger Food & Networking

This is an invite only event for members of the Irish Recruiters LinkedIn Group. Tickets will be  reserved to 175 members and it will be a first come first served policy. In the event that the conference is cancelled a refund will be offered. No video or audio recordings can be used at the conference. If you have any questions you would like to have asked at the live mic session please send them to declanfi [at] microsoft.com. To kick off the discussion I will be asking some of the best to the panel. If interested in attending please book early to facilitate the organisation of logistics on the day. Thank you!