Archives for November 2015 | Collins McNicholas

Overeducated Staff & Matching Skills to Job Needs

Overeducated Staff & Matching Skills to Job NeedsThere was an interesting article published by the Irish Times last Friday on problems surrounding an overeducated workforce. Collins McNicholas’ HR Services Consultant, Caroline Ward, was quoted in the article, emphasizing the importance of factors beyond education level when recruiting staff, such as motivation, attitude, and culture fit. Check out the article here:...

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Management Buy Out at Collins McNicholas Recruitment & HR Services Group

COLLINS MCNICHOLAS COMPANY ANNOUNCEMENT Management Buy Out at Collins McNicholas Recruitment & HR Services Group FIRM BOUGHT BY THREE MOST SENIOR EXECUTIVES Collins McNicholas, one of Ireland’s most respected and long established recruitment and HR services companies, has been sold in a management buy-out (MBO) that will see the firm taken over by its three most senior executives. Colman Collins, who has now sold his shareholding, co-founded the company, which has offices in Dublin, Galway, Athlone, Sligo and Cork, 25 years ago. The MBO team comprises three senior members of the management team – Niall Murray, Antoinette O’Flaherty and Michelle Murphy. Colman Collins will step down as Managing Director and will be replaced in that capacity by Niall Murray. Fellow MBO members Antoinette O’Flaherty and Michelle Murphy are being appointed as Directors. Collins McNicholas assists some of the leading employers in Ireland to recruit and develop talent. Over the past 25 years it has become a trusted recruitment partner to a large number of organisations from multinationals to SMEs. Colman Collins will act as a Management Consultant to the company and will continue as a board member. Padraic White, former Managing Director of IDA Ireland, will continue as Chairman. Niall, Michelle, Antoinette are all long-serving employees each having over 15 years’ experience in the business. In a joint statement, they said: “As the new owners we are 100 per cent committed to staying true to the values and the ethos that has served us so well over the past 25 years. “We have ambitious plans for the business. We are committed to growing the business and see great opportunities for...

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Handling Job Offers & Contract Negotiations

It’s not every day that you get a phone call with your dream job, so among the euphoria you have to be clear on what the job offer entails so you can properly evaluate it.  It is important to express your enthusiasm and appreciation and always ask for the job offer in writing.  This way you can clearly review the offer and ensure there are no loose ends.  Don’t just consider the salary; evaluate the benefits package, working conditions etc. Make sure you agree a timeline to respond back to the employer, one to two days is reasonable, however you do not want to leave your potential employer waiting too long as it may get you off to wrong start with them.  If you have queries on the job offer, find out who you can speak to in order to get any issues clarified. If the job offer doesn’t meet your expectations, here are some tips on how to handle contract negotiations: The first step to negotiating is research – you will be confident in asking for what you are worth when you know what you are worth – utilise all the online tools available such as salary surveys, cost of living differences etc. You need to be realistic; otherwise you lose credibility from the outset. Don’t push on things that are non – negotiable. Some employers may not have the ability to offer higher pay, however they may be able to meet your needs in other ways e.g. additional holiday entitlement, more flexible working schedule etc. How you deal with a job offer can strengthen or hinder your...

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Does your job suit your personality?

In career terms, there isn’t a type of job to match your personality type, but some roles will be easier or feel more natural to you than others because they play to your strengths. The Myers-Briggs Type Indicator (MBTI) is a way of assessing your personality and finding out about your preferred or most natural ways of behaving.  It is used more widely within career counselling and in work based training and development activities than in the recruitment world. According to the Myers-Briggs test, there are 16 different types of personalities. The test consists of a series of questions, and your answers determine what type of personality you have providing general assumptions about how your personality type is best suited for success in terms of careers, communication, etc. It is based on Carl Jung’s theory that all humans are either introverts or extroverts and that their behaviour follows from these unborn psychological types. He believed people take in and process information different ways based on their personality traits. The test is commonly used in many different business-oriented settings, including: Leadership development, Team building, Screening and interviewing employees, Career selection and Personal development. The test itself is made up of four different scales: (E) Extraversion or Introversion (I) (S) Sensing or Intuition (I) (T) Thinking or Feeling (F) (J) Judging or Perceiving (P) Myers-Briggs has been used for decades, but it is commonly criticized as a “soft” tool that produces results that aren’t always relevant enough to be applied fully in business and career settings. But despite the criticism, the Myers-Briggs test offers a lot of value for small business...

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Beat the January rush – Start your 2016 job search now!

As Winter sets in and the Christmas season approaches we have all long forgotten those resolutions we set ourselves back in January. We justify the abandonment of those plans by telling ourselves that I will start again next January; “I’ll be back in the gym in January”, “I’m going to take up that course in January”, “I’m going to give the job search serious thought in January”. So many plans for January! But how much of those plans do we really follow up on? Before the talk of Christmas jumpers and shopping seriously takes hold, why not set aside some time to dust down the CV and take a serious look at career goals for 2016. By setting the wheels in motion now you will have done all the heavy lifting and put yourself ahead of the pack come January 2016 just when others are only starting to think about a career change. Like any project or task we always convince ourselves that it will take more time than it actually does and I will put it off until next weekend once I get this week out of the way. The answer to that little problem is to break the plan down into little steps that we can achieve each week. First of all, start with setting career goals, take a blank sheet and start writing about where you want your career to go and what your life will look like in 12 months’ time. What type of roles are you interested in? What time of companies would you like to work for? Are there any courses that could...

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