Archives for October 2012 | Collins McNicholas

Using Social Media to Secure a Job

Social media is increasingly becoming one of the most useful resources for companies and recruitment agencies to find suitable candidates for open vacancies.  The most effective social media tool for recruiters is by far Linked In, however more and more companies are using Facebook and Twitter to showcase their organisations and career opportunities.  Whether you are actively looking for a new job, or like to keep up with  what’s happening in companies you would like to work for, there are a number of things you can do to use social media to make your next career move, and here are some suggestions to help you to do so. Linked In has been specifically developed as a business networking tool, so a key element of securing a job via Linked In is ensuring that you build up your professional network.  Remember that this social network works on “connection degrees”, so the more connections you have, the easier it will be for recruiters to connect with you to discuss suitable opportunities.  You can also use your connections as a referral network – many companies operate a “Refer a Friend” programme so if you know someone in the company, this can be a good way of making initial contact with the company.  If you are working in a contract role that is coming to an end, it might be a good idea to put this on your profile to highlight even further that you are actively seeking a new position.  Frequently clicking in to the “jobs” section might also be worthwhile, as often Linked In will suggest jobs that might be of interest to you, based on the information you have included in your online profile. Keep in mind as well that “following” companies will keep you up to date with all of their recruitment activity.  You should think of Linked In as your online CV and provide as much detailed information as you can when compiling your profile.  Remember that recruiters will often use key words to refine their search for potential candidates, so if you have particular specialities (e.g. Six Sigma Black Belt, Forensic Accountant, Employee Relations), you should specifically mention these in your profile – either as part of a job description for a particular role, or in your profile summary.  Remember also to include your qualifications in your profile – quite often this will be the first thing that recruiters will check as many companies now have minimum education requirements.  Include the level of your academic and professional qualifications (e.g. BSc Hons, ACCA, HETAC Level 8) to ensure that your profile isn’t glossed over in the course of a search for suitable candidates. Facebook & Twitter may not be as popular as Linked In as a business networking tool, however more and more companies are beginning to use these platforms as marketing tools, which often includes informing friends & followers of current opportunities with their companies.  However, remember that what you post on Twitter and Facebook is visible to potential employers as well as your friends and family, depending on how your privacy settings are configured, so if you are actively seeking a new job, think before you post! Alison Tait Collins McNicholas...

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Collins McNicholas are proud to announce details of our upcoming Coaching Seminar

The CIPD Western Region Committee in conjunction with Collins McNicholas Recruitment & HR Services Group are delighted to announce details of our upcoming Coaching Seminar on Friday 9th November 2012 from 9am to 2pm. CIPD with Collins McNicholas will hold a major Coaching Seminar in Galway on 9th November to address ‘The Role of Coaching in Getting HR and Managers to the Top Table’.  Guest speakers are Peter Bluckert International Coach, Michael Loughnane, Manager, Organisation Development, People & Sustainability in ESB and Colin Curran MBA, BEng HR Director EMEA Operations Teleflex Seminar is followed that evening by the CIPD Annual Gala Dinner. Michelle Murphy Regional Manager Collins McNicholas...

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Long Term Partnership Relationships in Recruitment

Collins McNicholas has been in the recruitment business for 22 years and the main reason for our success over that period is that we have managed to establish long term relationships with most of our clients from the time we first started working with them. Collins McNicholas preference is to work with clients as a Recruitment Partner. Ideally this is on an exclusive basis which provides the ideal platform to strike the optimum balance between quality of service and speed of delivery. Alternatively we work in relationships where we are one of two or possibly one of three suppliers where the client treats the chosen suppliers as recruitment partners with the quality of relationship that this implies. This kind of arrangement can work well especially where the other two suppliers have been carefully selected by the client. This enables the three recruitment partners to continue to put a strong emphasis on quality and to ensure that their work is informed by recognised standards of professional practice. We have more or less walked away from relationships where there are multiple suppliers which have often been often poorly selected, where the focus is on speed only and where quality and professional standards take a back seat. Over the years we have succeeded in convincing most of our clients that ‘less is more’ and that they can expect a better service from us where we are an exclusive supplier or where we are one of only two or three suppliers. The reason why this is the case is simple. As the owner of a recruitment business which employs a team of professional...

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Collins McNicholas General Manager Niall Murray meets Minister Joan Burton as part of Sligo Chamber delegation to discuss Government policy on labour market activation.

On Wednesday 26th September as part of a Sligo Chamber delegation I met with Minister Joan Burton to discuss  government policy on labour market activation. With unemployment hovering at just under 15% and the long term unemployment rate approaching 60%  the single biggest challenge facing the government is how to get people back to work. The issue is a very complex one and getting the response right creates an immediate economic and social benefit to the country while getting it wrong means we could very well lose a generation of young people to long term unemployment and all the issues that can create. The reality is that if you look behind the unemployment stats you will see that there are a huge number of people unemployed that have been hit by the collapse of the construction sector and there is no chance of all of those people getting back into the construction sector any time soon. We can also expect that any of the lower value manufacturing operations that have left Ireland in the period 2000 -2010 are not going to come back and re-establish manufacturing operations in Ireland in the short to medium term. It is clear that the industries with a bright future in Ireland are the biotechnology, pharmaceutical, medical technologies, specialist engineering, software and international services sectors. IDA Ireland has been very successful in attracting such industries to Ireland and thus positioning Ireland as a centre for knowledge led-industry in Europe. Therefore, the challenge is , how do we as a country retrain and upskill people to allow them to take up opportunities in the above...

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