Recruitment | Collins McNicholas

The Year in Recruitment 2016

The Year in Recruitment 20162016 was another good year for job growth in Ireland. Over the course of the year, unemployment dropped from 8.9% to 7.2%, to reach an eight year low. Foreign Investment IDA Ireland companies performed very well in 2016, with employment by overseas companies almost reaching the 200,000 mark. These companies created just under 19,000 jobs and had the lowest level of job losses in 19 years, giving them a net job increase of 11,842 jobs in 2016. More importantly, every region of the country experienced a net job increase. It is vital that more jobs are created outside of the main urban centres. Dublin has enjoyed strong job growth for a few years but economic recovery has been slower to arrive to the more rural parts of the country. This makes the net job increase in each region by IDA companies particularly significant. International services, financial services, pharmaceuticals and medical devices were all cited by IDA Ireland as sectors that provided robust job growth. Collins McNicholas Director Michelle Murphy emphasised the importance of the projects happening outside of Dublin, particularly in the West: ‘We are seeing more large scale investment in regional locations. Companies such as Zeltiq and Siteminder, both of whom invested in Galway this year, are realising the depth of talent that is available throughout the country. The quality of the workforce, combined with lower overall costs, makes these locations attractive to multinationals investing in Ireland, and in the process generate vital regional employment.’ Migration Ireland has experienced net inward migration for the first time since 2009. Irish nationals, however, continue to experience net outward migration, but at a much lower level than even 12 months ago. The number of Irish nationals returning to Ireland increased by 74% over 12 months to April 2016. This is a very positive trend, with many of those returning possessing 3rd level qualifications and a significant amount of professional experience developed in their time overseas. ‘This is something we saw at our recent Home for Work events,’ acknowledged Collins McNicholas Director Antoinette O’Flaherty, ‘ where we met a large number of people that were interested in moving back to Ireland and wanted to explore their options before they committed to moving home. The main concerns that people had were whether there are opportunities in their specific field of employment within their preferred regional locations.’ Looking Ahead Commenting on the jobs market at the end of 2016 Niall Murray, Managing Director of Collins McNicholas Recruitment, said: ‘Overall, 2016 has been a very positive year for job creation in Ireland. Major international companies have continued to invest strongly, job growth in the regions has noticeably improved, and the demand for graduates with third level qualifications, particularly in STEM subjects, is increasing. I expect job creation to continue improving over the next 12 months with property costs and availability in Dublin and Cork potentially leading more companies to invest in vibrant regional locations.’ Niall Murray Managing Director Collins McNicholas Recruitment & HR Services...

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The Olympic Recruitment Race

    The repetitiveness of applying for jobs continuously can sometimes feel like running a marathon; drawn-out, tiring, painstaking and seemingly never-ending. However, using the right tools and going about it the right away can turn a marathon into a 100 metre sprint. Preparation Have an up to date CV and cover letter ready to go. It should be well-written, neatly formatted and include all of the key information for obtaining the role. This is a crucial first step in your preparation. Just like an athlete tailors her preparation to maximise her chances in each race, your CV and cover letter should be tailored specifically for each job you apply for. Don’t send out the same old tired, generic CV over and over.Application forms require a lot of attention to detail so make sure you fill these out carefully. A mistake can harm your chances of being progressed to interview stage. Performance under Pressure Once you have gotten past the application stage next comes the interview. This section is down to your performance on the day, but with proper preparation success is achievable. Remember, failing to prepare means you are preparing to fail. Take an athletes approach to preparation and practice your answers again and again until you can perform them without hesitation. Being able to perform when the pressure is on is what separates good athletes from great athletes and good job candidates from great job candidates. So, as part of your preparation, know who you will be meeting, practice your interview questions and competency questions to make sure you won’t stumble and fall along the way, and dress for success. Post-Performance...

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Using the STAR Technique When Preparing for an Interview

For many candidates, the interview process can be a very overwhelming experience with many fearing they will fail to recall important details and undersell their ability. The STAR technique is a method used to help candidates prepare for interviews, especially competency based interviews. This method will allow you to form your answers efficiently, focusing directly on the question being asked. What are competency based interviews? Competency based interviews are designed to make the job application process unbiased as each candidate is asked the same types of questions. This form on interviewing is commonly practiced in large organisations. An example of a competency based question may begin with “Tell me about a time when…” This may not seem difficult, however, during the interview it is common for candidates to leave out information and wander off topic, therefore, delivering an unstructured answer. It is important that you “sell yourself” during the interview while following the STAR technique to structure your answers. So what is the STAR technique? Your answer should incorporate the following elements: S – Situation T – Task A – Action R – Result Situation: Describe the background of a particular situation when you used the competency.  For example, if the competency is budgetary control, you may answer; “In my last job I was appointed to lead a project involving a €800,000 engineering factory shutdown lasting 3 weeks, and I had complete responsibility for the budget for this project. I did face some challenges on this project which required careful management to keep to budget.” Task: Define what your particular task was in relation to this, i.e. “My duty...

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The Future is Biopharma

Last Thursday saw the Life Science Team of Recruitment Consultants from Collins McNicholas’ Galway office descend upon the grounds of UCD in Blackrock where NIBRT is located. NIBRT is an acronym for the National Institute of Bioprocessing, Research & Training and is a state-of-the-art facility for training and research in bioprocessing. Their aim is to support the bioprocessing industry by providing a unique learning experience in an environment that replicates a modern industrial bioprocessing facility. As we at Collins McNicholas recruit nationwide, within both the pharmaceutical and biopharmaceutical sectors, it is a huge advantage to visit a facility such as NIBRT and gain an understanding of the industry, its processes, and the challenges it faces. Our day was divided up into 3 lectures – the first one being a very interesting and informative overview of small and large molecular chemistry, and an introduction to the biopharmaceutical industry. We also got a basic overview of the bioprocessing process – which was really brought to life during a plant tour that took place after lunch. When it came to the NIBRT pilot plant tour there was a sense of déjà vu gowning up given my years spent as a Biochemist within the immuno-assay industry. During the tour we got to see how the various aspects of the bioprocessing process works – upstream processing, recovery, downstream processing and purification, and finally formulation and filling. To witness how each part of the process takes place really helped us as recruitment consultants understand the demands of the roles we help biopharmaceutical companies fill – from microbiologists to process scientists, and engineers to micro-analysts. After...

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Career Recruiters “He not busy being born, is busy dying.”

I had a fantastic, thought provoking and reflective day yesterday at the Greg Savage Seminar. Greg is a thought leader in the Global Recruitment Industry and is a regular keynote speaker at staffing conferences around the world. Something that repeatedly jumped out at me, and has been on my mind for quite some time, is the speed at which the industry is changing. Change is exciting and embraced by some, daunting and resisted by others. One thing is for sure, we have some very exciting times ahead for those individuals in our industry who are willing to learn, develop and keep challenging the “norm”. As Bob Dylan said “He not busy being born, is busy dying.” You either embrace the change, or find yourself on the slippery slope backwards. There is no middle ground. As our industry changes, the skill-set of a successful recruiter changes also. The “transactional” recruiters are becoming less and less successful and the long term relationship builder is rising to the top. Honestly, this is music to my ears. But this raises a very interesting issue. Low attrition rates in recruitment are more important than ever because the long term, specialist consultant, is the way to succeed in tomorrow’s recruitment industry.  We need to focus on this attrition rate by balancing engagement and career progression potential with the basic fundamentals of a “competitive basic wage, package, bonus and commission structure“. A consultant doing a great job, should in turn get a great package to reflect the contribution they are making to the business. Am I right in coming to this conclusion about the importance of attrition in this fast changing recruitment environment? It has always...

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Welcome Gillian Nicholson, New Principal Consultant in our Galway Office

Collins McNicholas are delighted to announce the appointment of Gillian Nicholson to the role of Principal Consultant in our Galway office where she will focus on the growing IT sector in the West and Midwest regions. Gillian is an experienced Account Manager having worked in the recruitment industry for over 12 years and during that time she has successfully recruited for specialist IT Project roles, Software Engineers, .Net developers, Software Testers, Technical Support Infrastructure Engineers and Java Developers for a range of clients including HP, Vodafone, IBM and Microsoft. Prior to joining Collins McNicholas, Gillian was based on site in Microsoft where she had responsibility for account management and recruitment across a number of divisions. A native of Athlone, Gillian holds a Bachelor of Business Studies & Marketing from Limerick IT and a Higher Diploma in HR from the University of Limerick. Director of Collins McNicholas, Michelle Murphy stated ‘we are delighted to have Gillian on board and heading up a growing division for our company. Her proven track record in the IT sector will enhance the service offering to our clients in the region. With the growth of new ICT companies in Galway, exciting new developments around the new Innovation District, and the soon to open ‘Portershed’ in Galway, coupled with some recent announcements in Limerick, we feel there is a strong cluster of ICT companies now setting up home both in the West and Midwest, which is welcomed for sure. Collins McNicholas will be working hard to attract talent to these regions to ensure continued success for our client companies.’ If you wish to send your CV or discuss...

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