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Career Google Internet Jobs Recruitment

How to write a job advertisement – for Google?

Since the Irish recruiters have finally understood that the search engine optimization strategy is the key to the success of their business I get asked a same question more and more, and more often:

How do I write a job advertisement so that it attracts more and better quality candidates?

While the page you are publishing a job advertisement has the critical determining factor when it comes to search engine rankings, the targeted keyword phrase should still appear in the add itself. Also having your keyword combinations appear throughout the job specification generally helps search engines further identify the relevancy of the page for your search keywords.

Here are a few general tips for keyword integration in your jobs advertisements:
1. Job Titles
The most important place your keywords should appear is in the title tag of the page. The nice thing about job boards is that your job post or page title will be automatically transformed into both title tags and either an H1 or H2 heading tag as well. Remember, your headline should wrap your keywords in a pithy promise that perfectly communicates what the job is about.

2. Short Job Description
I’ve always found it useful to repeat the targeted keywords in the short job description, as long as it can be done in a way that is appealing to the candidate and reinforces relevancy. Since many job boards use this initial copy as the displayed description of the job, you want to make sure you are accurately inviting the candidate to click through as well.

3. Subheadings in Job Description
Another important place that keywords can appear is in subheads that aid the reader in navigating down the page. A resource that matches up well with the targeted keyword phrase will find natural opportunities to restate keywords in subheads, as an introduction to the next topical section of the page. Subheads are on jobs sites typically created using the H3 tag.

4. Related Words and Synonyms
Good job description copy should naturally result in words that are related to, as well as synonyms for, the keyword phrases you are after. Rather than mindlessly repeating the same words ad nauseam, assume that search algorithms are advanced enough to look for proper contextually-related words that support your targeted keywords. Think skills!

5. Specificity
One of the hallmarks of great job description is specific, descriptive words in lieu of bland general terminology. Specificity aids the reader by clearly demonstrating relevancy, allows for more dynamic copy, and provides opportunities to increase the general on-page keyword frequency. Make sure to employ your specific keywords when feasible within the context of the job description, rather than rely on generic wording.

6. How to Apply?
Let us not forget that we want the Candidate to apply for the job. Otherwise, what’s the point of advertising? Once again, your job advertisement should conclude with a call to action that prompts the reader to travel down the path you desire. It might be to use a facility to apply for a job on a jobs site, or to contact you directly. Your primary keywords should naturally fit in with the next step you want the reader to take.

Conclusion
The key to good job advertisement is crafting the content that seamlessly integrates keywords in a way that doesn’t offend the reader. In fact, good keyword-rich job advertisement should never even consciously alert the reader that keyword repetition is being employed for any reason other than his or her own benefit.

The other factors that determine whether your job advertisement will appear in the search results in the search engines, or your competitors is the number and relevancy of the links to the page where the job is advertised. You should certainly submit your jobs to the social media sites, especially if advertising jobs on your own web site as opposed to a jobs board shared with your competition.

Categories
Career Internet Recruitment

ISME

The news headline today is that ISME, via Mark Fielding says that 70000 jobs are in danger.

Here is the full story from the RTE web site. I’ll pay a pint to the one who can explain why are 70000 people in danger of losing their jobs, and where does it say so in the piece of news broadcasted on all Irish media?

Call for employment action plan
Tuesday, 2 June 2009

The group representing small and medium sized businesses in Ireland has called on the Government to introduce an emergency employment action plan.

The Irish Small and Medium Enterprises Association says some 70,000 jobs in the sector are in immediate danger.

In a survey published today, ISME confirms that almost all such businesses have introduced either a pay cut or a wage freeze since the start of the year.

ISME is calling for an emergency plan including PRSI exemptions for employers taking on new staff and job maintenance subsidies to deal with the number of firms planning lay-offs, which according to the organisation’s survey, has risen to 35% from 25% two months ago.

Almost all small and medium business have introduced pay cuts or wage freezes since the beginning of the year, ISME says.

ISME Chief Executive Mark Fielding said that immediate action was called for and that drawn-out negotiations with trades unions needed to be cut short.

He said that it was better to have workers remaining in employment than to add to the Exchequer costs by becoming what he called a burden on the State.

Categories
Blogs

SixFigures

sixfiguresWell, just when you thought the season of the job boards is over, and there will not be new one every other week,… there is a new one!

The latest edition to the Irish recruitment industry is SixFigures!

Here is a little blurb about them from their own site:

SixFigures.ie is the members only job board aimed specifically at executives and high earners. Focused on jobs in Ireland, it displays only roles where the minimum basic salary on offer is at least €100,000.

Me thinks, finally a site where I can look for a job!

Free to members, SixFigures presents the executive job seeker, be they passive or active and employers with a new focused and confidential medium to access each other.

That is a strange one. Usually those highly paid job sites are charging candidates. Then again those are the US ones, and charging candidates is not that well looked upon from the low makers over here.

the-recruitment-businessHere is what the owners of SixFigures say about themselves: The Recruitment Business (TRB) is one of Irelands’ longest established recruitment consultancies.

Interestingly enough their main site of the TRB.ie reads:
Registered Number: 152015
Registered Address: 24-26 City Quay, Dublin 2
The same legal requirement is not published on their SixFigures site. Just the phone and an email address. If they are trying to hide that a recruitment agency is owning a job site, you can be the judge of that yourself.

Categories
Blogs

Irish Internet Association: Internet Entrepreneur of 2009 Andrew Molony GreenJobs

Life must be good in the Recruitment sector in Ireland!

Irish Internet Association have chosen the best Internet Entrepreneur of 2009: Andrew Molony – GreenJobs Ltd
andrew-molony-greenjobs-iia-net-entrepreneur
GreenJobs is a jobs site with companies that want to brand themselves as green companies. Jobs boards are easy to do. You just need to:
make a fairly simple site where recruiters can publish jobs and job hunters can apply for jobs
get recruiters to publish jobs
get lots of job applicants to apply for those jobs
send your monthly invoices to the employers!

Alexa.com might not be the best way of measuring the traffic on a web site, but it is still the only one. Here is a small comparison to show you where the GreenJobs site is today compared to this blog for example:

GreenJobs.ie Traffic Rank 2,001,799
JobsBlog.ie Traffic Rank 496,356

Now how to read those numbers? Simple! Alexa.com gives the numbers from 1 to the most popular site on the web (Google.com). The bigger the number the lower the site is on the Traffic Rank list. That tells you that advertising your job on even this blog will have a far greater reach than advertising on GreenJobs web site.

I am really interested who sits on the panel of judges for the Irish Internet Association – Internet Entrepreneur Award?

Here is an Alexa ranking comparison the other new web site Worky.com that is online for a few weeks only:

Worky.com Traffic Rank 420,296

Worky.com is already more popular than JobsBlog.ie! And has more jobs. And is a really nice looking web site. And is backed up by Ray Nolan, who KNOWS what he is doing!

Here are the questions I cannot answer myself:

  • So why has Irish Internet Association decided GreenJobs better than Worky?
  • In the year where two thirds of recruiters have lost their jobs IIA decides that the best Irish Internet Entrepreneur is a Jobs Board owner? In a year that recruitment as such almost did not exist (compared to any other year in modern Irish history)? Was there no one else?
Categories
Blogs Career Internet Jobs Recruitment Twitter

Twitter Marketing

Twitter is a social network that lets the users communicate with messages of only up to 140 characters. SMS-ish like. When you register you can follow other people and what happens when you follow them – whatever they write is shown on your profile. You actually subscribe to their updates. Other people can follow you and that enables you to place your message on their Twitter profile page. Altogether twitter is a tool taht delivers short message from a user to a group of users who subscribe for this updates.

The description above actually describes a fantastic marketing tool. You can subscribe to whoever you like, and get their messages. Anyone else can subscribe to you. It is a massive permission based marketing model, dressed up as a social network.

Twitter can be used as a marketing channel to market anything. A business, a brand, a product, or a person. In fact it is used in personal branding right now in Ireland with candidates marketing themselves on Twitter just nine days before the Elections for the European parliament.

Here is how candidates from the Dublin constituency use Twitter to market themselves to the Irish voters.

Another interesting aspect , besides the number of followers and following, is the Activity. How many messages or broadcasts to their followers have each candidate made so far?

Name Number of Tweets
Déirdre De Búrca 259
Eoin Ryan 144
Joe Higgins 160
Proinsias De Rossa 44
Eibhlin Byrne 30
Caroline Simons n/a
Mary Lou Mc Donald n/a
Patricia McKenna n/a
Gabriel ´Gay´ Mitchell n/a

The article Twitter and European Elections in Dublin South shows the number of followers and people following – or basically a ‘Broadcast Network’ of each candidate. You can clearly see that the number of messages published is in direct correlation with the number of people following you.

So how to use Twitter in the recruitment or looking for job? Simple! Just log in, create your account, look for interesting people, follow them, publish the messages you want to be found and followed for. The more messages you post to the larger and ‘more interesting’ network, the more effective will your Twitter marketing be.

Do not forget how are you presenting yourself as well. There is a full Profile you can fill on Twitter about yourself.

eibhlinbyrne-dogMake sure you do not put a face of a dog instead of your photo as the
Major of Dublin did, since people will be quite reluctant to follow a dog!?

Categories
Career CV Database Internet Jobs Recruitment Recruitment Agency

Two recruitment agencies go out of business for every new job board

New recruitment web sites in Ireland are popping up. About 2 a month in the last 12 months. Recession stimulates the jobs sites creating somehow.

The new sites try to be unique somehow. All trying to solve some problems that either recruiters or employers or job seekers seems to have. The real problems Employers have right now are far most related to financing the redundancy packages. The secondary problem is managing the volume of low quality applicants. Recruitment agencies have a problem that there are no jobs for them to fill. No jobs to advertise on the expensive job boards they prepaid. There are two recruitment agencies that go out of business for every new job board that pops up!

Since recruitment industry has shrank by 2/3 of its headcount nationally, there is basically no money left in it. So a new job boards are looking for someone else to charge for their services. And there is just one more type of the user of the job board – The Candidate. A new recruitment video jobs site is thinking about exactly the candidate as the source of their revenue.

I am against of charging applicants in principle. When you finished your school, did you have money to spend on presenting you to the potential employers? The result is that the service provider of such video application web site would advertise jobs in the coolest companies, and all the poor applicants would pay to upload their videos there.

The end result is that a poor applicant would be a few applications or euro worse off. The Google’s and the other brand names employers would get another trillion applications, and someone in between would get very rich.

As a principle I am far more fond of the Robin Hood principle where you take from the rich (employers) and give a free service to the poor (candidates).

Categories
Blogs

Digg, Facebook, iPhone, LinkedIn, Twitter

I just love analyzing the statistical data. Where is a LinkedIN poll:

What is the most important new platform for brands to master: Digg, Facebook, iPhone, LinkedIn, Twitter ?

what-is-the-most-important-new-platform-for-brands-to-master

Twitter 36%
Facebook 29%
iPhone 17%
LinkedIN 15%
Digg 1%

Great! Now let’s put this into the perspective. This is a poll on the LinkedIN page. So the 100% of teh people who answered are a registered LinkedIN users.

what-is-the-most-important-new-platform-for-brands-to-master2

Imagine now that you put a poll with the same question on Twitter? One think is almost sure. iPhone would be twice the size of LinkedIN. Twitter would be more than 60% is my best guess. Wouldn’t be surprised if it would jump to 80%.

Put the same poll on Facebook – and you will get Facebook lading, and Twitter afterwards.

The conclusion is that even the LinkedIN users know that LinkedIN is not the most important platform for companies to master.

The following shows chart that the higher you are in your company organization structure, the more you are aware that Twitter is the next BIG thing. More than half of ‘Business Owners’ say Twitter!

what-is-the-most-important-new-platform-for-brands-to-master3

Categories
Blogs

Jobs Market works for you!

JobsMarket.ie is a Social Network for recruitment. Here is a how Jobs Market front page describes the jobs sites:

Jobs Market works for you!
There are three fundamentally bad aspects of the jobs boards:
1. The job boards are selling YOUR data and you gave them it for free.
2. The job board has effectively restricted access to companies who can afford to pay for the service.
3. Your data is only visible for those periods of time when companies pay for it and actively search for some skills.

Jobs Market is the reverse of this and bring benefits for those actively looking for work, those not actively looking for work, employers and even recruitment agencies.

So what is Jobs Market?

Here’s what Jobs Market does:
1. Enables people to promote their skills
2. Enables people to publish their availability and references
3. Enables people to control how their data is presented and how they can be contacted
4. Allows ALL employers to search for people

Best of all? It’s simply free to everyone.

Jobs Market recruitment Social Network is in BETA stage. With the interesting usage of LinkedIN hResume. :)

Categories
Jobs LinkedIN Microsoft Recruitment

Irish Recruitment Conference

Reminder: Today is the last day to get a discount for the tickets for the Irish Recruitment Conference: The Future of Recruitment – Part 1:The Road Ahead!

Save 25% on the ticket by buying today. Go and get yours now! See you there!

Categories
Blogs Career CV CV Database Internet Interview Recruitment

The Interview with Joy Redmond, Flexitimers

joy-redmond-photo-flexitimersThe Interview with Joy Redmond – Marketing & Operations Director of Flexitimers

About Flexitimers
Flexitimers is a self-service project board enabling companies to connect with consultants, freelancers, small businesses, contractors and specialists/experts for professional project work in Ireland.

The site is completely free for both professionals and companies to use. Flexitimers is a closed network – employers or other professionals cannot search through profiles. Profiles are only viewable to employers whose project matches your profile.

Ivan: New Flexitimers site is launched, the media love it, and the response has been very positive. How happy are you with the media coverage?
Well obviously we’re very pleased and I think the reason is because Flexitimers is a good news story during recession overload. Everyday we’re hearing and reading about the recession, job losses, redundancy and market uncertainty. Flexitimers is good news for a few reasons. Firstly, we’ve hit on a previously untapped sector with the recruitment industry in Ireland being a mix of web2.0 and project work – this is very new and hugely necessary. Secondly, project and indeed flexible work tended to be quite siloed – IT and design sectors largely but our intention was to offer flexibility to a broader occupational base. Traditionally I suppose IT and design were easy outsource targets because the output was so tangible but there is no reason why any company can’t outsource less tangible operations/functions such as PR, sales and marketing, admin, legal and financial roles. It all goes back to people skills and effective management and just because someone is sitting in your office 40 hours per week doesn’t always translate into an optimal solution. Thirdly, we practice what we preach – I live in Wexford and co-founder Dervla Cunningham is based in Dublin and we’ve managed to research, develop and launch a business by working remotely.

Ivan: The Recruitment industry in Ireland is changing. What role will Flexitimers play in the future?
Of course the recruitment industry is changing because it had to, it’s a bit like the construction or property sector during the boom which was synonymous with over-charging and under-delivering. Today, no company can afford to pay for mediocrity whether that’s in suppliers, staff or services.
To get back to recruitment, we believe the employment model is changing and the focus will be less on hiring full time permanent staff but will be more project driven. It’s a win-win situation for employers because they get to pick and choose the best people for each task and manage their overheads more effectively.
Flexitimers’ role is to provide companies with access to a pool of skilled and experienced professionals who are actively seeking project work. Traditionally companies tend to find project workers through their own networks but this is random and unfortunately the best people aren’t necessarily within your reach. On Flexitimers you can hire beyond your network and not compromise on quality or caliber. I suppose, Flexitimers confounds false economy and mediocrity.

Ivan: The way we live and the way we work is not the same. Flexitimers seems to be accommodating this and applying it to recruitment?
Absolutely, as the line goes ‘nobody ever said on their deathbed, I should have spent more time in the office.’ But there is one key point I want to make here: just because you want to work flexibly doesn’t mean you have to compromise your career. Take part-time work for example, typically available only in retail, catering and administrative jobs. Like I said earlier, Flexitimers is broadening that occupational base. How? We provide professionals with access to flexible positions i.e. contract, temporary, freelance, consulting and telework across a variety of roles so we’re there to help anyone who’s just been made redundant to earn income while they’re in between jobs. Furthermore, more and more of these interim project workers who join the site for interim or stopgap work find it works better for them – so now not only have they flexibility but also they’re expanding their profile, career and portfolio.

Ivan: Flexitimers – what is the next step? What is the plan for the future?
I could tell you but I’d have to shoot you afterwards! Only joking, big plans and plenty of exciting developments. I suppose the biggest news at the moment is that our service is FREE to use which again reflects the dramatic changes in the recruitment industry. We’ll of course want to build our brand and awareness over the coming months. In the background we’re working on expansion plans both in terms of functionality and geography. I speak French, Spanish and basic Dutch so who knows, maybe I’ll be teleworking from a sunnier climate!

About Joy Redmond, co-founder of Flexitimers
Joy Redmond started her career in 1996 as Marketing Director of Newmedia, one of Ireland’s first web design companies. She remained agency side working with Zartis.com and Campaign HTDS before moving client side to become online marketing manager of IngredientsNet.com (a joint venture between Fyffes and Glanbia). Before setting up Flexitimers with Dervla Cunningham, Joy was a lecturer in E-business, research and marketing in the Dublin Institute of Technology and was Course Director of the Masters in Business & Entrepreneurship. Joy also is a busy project worker doing consultant marketing and research for many blue chip companies in Ireland such as Bank of Ireland, eircom, NTL, Poster Plan and JCDecaux. She is a mentor on the Wexford County Enterprise Board and a member of the Irish Internet Association Social Media Working Group.

Joy: Thanks Ivan, a pleasure doing this interview, keep up the good work.

Categories
Blogs Career CV Google Internet Jobs LinkedIN Recruitment Search Engine Twitter

10 don’ts for job hunters on social networks

  • Don’t be too technical or industry specific in your profile
  • Don’t jump on a social networking site and give the perception that you’re desperately looking for a job — just “taking” and not “giving”
  • Don’t wait until you’re laid off before building out your social networks and staying active
  • Don’t forget to check out your “online presence” or “personal branding” to make sure nothing embarrassing shows up when you Google your name
  • Don’t forget the No. 1 goal is an in-company referral and you must be willing to take action outside your comfort zone to get one
  • Don’t spend too much time in front of the screen. Phone calls and face-to-face meetings are vital
  • Don’t be afraid to reach out to anyone on the Web in your targeted area — ask questions, suggest products, share information
  • Don’t expect to log on and find a direct lead, because the best tips often come from someone on the network who is several times removed from you
  • Don’t forget to stay engaged in your field, keep up on the latest news, products and services. Check out start-ups, which can be a great place to find a job if you act fast
  • Don’t try to make friends or contacts with everyone you can on the networks; make sure it’s someone you know or have something in common with
Categories
Career Internet LinkedIN Recruitment Twitter

How to use Twitter for Recruitment?

twitter_logo_headerTwitter is surprisingly good tool for the recruitment. You can track the conversations and when used in conjunction with LinkedIN or any other tool it shows the real time live activity of the person. As does Facebook. Monster or any other CV database will never tell you that. An application from a job site or your web site will never tell you what a person is really about. Twitter does. It also tells you what other people think the person is about. And that is unique in the recruitment industry.

Do not try to recruit by using Twitter alone. But you can use Twitter to find the conversation about topics. You can use the job skill as the topic, or even better a conference or something that has a time factor. You can find people that are talking about the certain themes – related to the job or a position you are trying to fill. Find who is talking about it, what do they talk about it and who do they talk about it to. There is your talent pool, with reference check, and a real time data about their recent activity.

Or you can put it all upside down. You talk about what you do. People who use Twitter well will know how to find you. Actually they will find what you have to offer, and that is your jobs. Talk, tweet, comment others, follow, you will get the lingo quickly. Find people that you know and respect, follow, monitor their followers. Just be active, as you would be on any networking event. Twitter is actually just one constant networking event. It is happening with or without you. It will not wait for you. You need to be in to meet the people you want to meet.

http://twitter.com/irishrecruiter

Categories
Career Internet Jobs LinkedIN Recruitment

Worky

workyWorky is a Recruitment Social Network. Kind of like LinkedIN, but a few years later. Worky has no people in it jet, but has the pricing model – a bit steeper than LikedIN.

What is wrong here:

RecruitIreland goes FREE and in the same month Worky is goes live more expensive than LinkedIN, that Irish recruiters find too expensive.

Oh,… and also Flexitimers stopped charging for the jobs advertisements as well. There are clear signs more and more sites are going to go free. But not Worky. Worky is more expensive, so obviously better than LikedIN.

But Worky is global, so not in a league with Irish Jobs and Recruit Ireland. Worky is the new Monster. Actually Worky is a new Monster and LikedIN together.

Worky we wish you well!

Here is what Worky says about themeslves:

Why Worky? … The before and afterCandidates
No more dark ages of the job boards
When everybody first started using the internet it was a novelty to see jobs from the newspapers up there
It gave us all a buzz applying for a role online
And for a couple of years that model of offline or newspaper style job adverts stuck up on the internet kept us happy in the dark

But not for long
Very soon it was endless lists of jobs and endless lists of job boards, sites boasted about how many jobs they had but candidates only wanted one job and so lost heart..

Did the agency or the company get my application?
Did my application fall into a big black hole?
Who is looking at my application?
Do they like my application?
Can I not see a bit more about where this job is before I apply?
Don’t they want to know my preferences before we get off the first block?
For employers and agencies it became heartache too
Why can’t I find suitable matches?
Why do so few applicants match what I’ve asked for?
Which job board do I use?
Do these job boards spend anything on advertising?
Which one actually engages with the mainstream everyday candidates?
Along came the Upload your CV era – but full of broken promise

For candidates

Who is looking at my CV?
Is it still live?
Do I have any control?
It’s too complicated to make it anonymous?
Can my boss see my name or our company name?
For Employers

Employers grew tired of seeing that 1458 people matched their job
Grew tired of keyword searches so man who sold java coffee was matched against 1000s of java programming jobs
At last Worky…
Not a job board
Not an upload your CV mechanism
For candidates a place to create your own individual online skills profile and have it seen by every employer for free in the safe knowledge that it is anonymous until you see that they may have a role to suit. A place where once you upload your profile, you can job-hunt while you sleep.

works for candidates… Join in

For Employers A place to copper fasten the skills you want in an employee, a place where you can see with ease who matches your job financially, geographically, by skills and by work experience to name but a few. A place for employers to see first if there are matching candidates before committing to pay

works for hirers… Try it now

Categories
Blogs Google Internet LinkedIN Microsoft Recruitment

Declan Fitzgerald

Social Networking, Blogging, Recruitment 2.0, an all the other buzz words do not mean anything until all those technologies are utilised, and utilised properly. It is actually quite easy to embrace it all, or any part of it, and make absolutely nothing. How many web sites, job sites, blogs social networks or internet projects in all shapes or forms get published and just nothing happens with them afterwards? If you do it, you have to do it right, to make any kind of impact. There is a long list of people and companies trying, and all are in the same race. Only one or a small number can therefore succeed in every niche.

Irish employers have stayed out of all this new way of attracting talent. Irish companies haven’t made much success in blogging or the next step – recruiting via their blogs. LinkedIN and Facebook are used as the tool for the background checking more than what they are built for – for sourcing. Boolean searches, we all tried it and found gems, but very few in Ireland and it was disappointing.

But then it all started changing. And the change started with Declan Fitzgerald – a recruiter form Microsoft who calls himself – The Irish Cyber Sleuth. Declan was brave and jumped heads up into the blogging and social networking. Fairly quickly all his efforts come together with a great result. The result is actually so great that not only Microsoft will benefit from it, but it has far greater repercussions on the whole Irish Recruitment and Human Resources industry. Things will never be the same again. Declan lifted us and made us all think on how we do our business, and in some cases ‘Pushed’ us into the future of the recruitment.

So how did Declan Fitzgerald do it all?

Well Declan did a lot of things, and the result we see today is the combined result of all of those actions. What we have today is:

Blog: The Irish Cyber Sleuth: The Future of Recruitment is in the Cloud
Talking about someone’s blog is just like painting about someone’s music. Read it! It is the most popular Employer recruitment blog in the country for a reason. Here is how Declan describes it himself:
I am passionate about technology and recruitment. This blog is about the intersection of both, keeping an eye on what is happening in both industries in Ireland and abroad and understanding, commentating and theorising about what is happening on the gleam of the knife of recruitment innovation.

LinkedIN Group: Irish Recruiters
Declan made the largest group of the Recruiters in Ireland on LinkedIN. He closely monitors the activity, moderates it and encourages positive discussions. A lot of hard work and it is all paying off not since the group has 852 members today, and not just ‘anyone’ in it.

Tuesday Club
Being such a great networker, Declan knew that he needed to organise the Irish Recruiters to meet physically as well, not only over the Internet. The Tuesday Club is the meeting only for the members of the LinkedIN Group Irish Recruiters. And this is what makes it so good. Only the people who keep an eye on the future have been there. This makes the quality of discussions that Declan organises with the questions prepared up front, on the highest level. We all learned something on Tuesday Club! It is not that often to see people working the Irish jobs sites, multiple job posting service providers, ATS, recruitment agencies and in house recruiters all in the same room in the very open discussion? Recruiters sharing experiences like what jobs site they use for what kind of a position? The timing was perfect for the Tuesday Club. Recession brought us recruiters very close together as the industry. We genuinely want to help each other and care about each other. Even that we might be a competition some times. The ruthless ‘Sales and Nothing but the Sales’ approach we used to have during the past decade grew into a nice and relaxed atmosphere. Enjoyable. Tuesday Club that Declan so passionately organises is just the best that could happen to the recruitment industry in Ireland.

Recruitment Conference: The Future of Recruitment – Part 1:The Road Ahead!
As if the above wasn’t enough, Declan went on and organised a recruitment conference. Ireland has seen a very few of those, and if I remember correctly the biggest so far was the one Marco and his Jobs.ie crowd organised some 4 years in Westin Hotel in Dublin. Declan invited the top heads from the largest Irish recruitment agency and largest Irish jobs site, and some people from Microsoft and LinkedIN. A serious line-up. He asked them to give their views on the future of the recruitment. Declan was brave again since those 4 views should be all going in their separate directions. The Q&A session will be lively!

Declan does not show any signs of tiring actually. The Tuesday Club ended in him making sure everyone knows their input on the topics for the next meeting is not only welcome but expected! He names his first conference ‘Part 1’ for a reason. He already has a plan what will the next one be about and when are the likely speakers.

Well done Declan!

Categories
Blogs

Irish Recruiters – First Tuesday Photos

Irish Recruiters – First Tuesday

The photos are in the reverse order. For no apparent reason.

A bit ‘Up side Down’…. :)

[salbumphotos=1,144,3,y,y,title desc]