LinkedIn Recruiter for Recruitment Agency

Well LinkedIn have decided that the Recruitment Agency market is to big not to service it. The new product called LinkedIn Recruiter is launched that enables Recruitment Agencies to harvest the full power of the LinkedIn Social Network.

Is LinkedIN Recruiter a good or a bad thing for you?

Well, depends from your standpoint. LinkedIn as any other social network is finding hard to monetise it’s service. The subscriptions to Employers aren’t making the desired revenue levels. Advertising Jobs didn’t take up in most of markets. In Ireland for example, there is about 30ish jobs advertised in LinkedIn at one time for the last two years (January 2009: 17 jobs in Ireland advertised in LinkedIN). Obviously not a sustainable business model. Considering and national job board even in the recession times has thousands of jobs advertised.

Therefore from a LinkedIn’s perspective, this is clearly a new revenue stream.

From the Recruitment Agency perspective, this lets them in LinkedIn on a completely different level than before. Built in protection when the staff leaves and being able to share the contacts and the communication is what was always missing element for the recruitment agencies. LinkedIn Recruiter is here to offer all what a recruitment agencies need to use LinkedIn on a larger scale than before.

And then there is a job hunter, the passive job hunter, the ordinary LinkedIn user. How will LinkedIn Recruiter affect him/her?

One thing is for sure – the amount of the job offers sent via LinkedIn InMail is going to increase. In markets where the LinkedIn Recruiter is going to be large, and there is a shortage of certain skills in the workforce, some LinkedIn users will find themselves as a target to job offers. So far it was great – since they wanted Employers to find them when they have a job for them. What happens when the Recruitment Agencies have a capacity to get to them easily is that a great ‘candidate’ will be contacted by every recruitment agency trying to fill the same position. So you might get 5, 10, 20,… InMails from all different Recruitment Agencies who are interested to head hunt you for the same role. If you not like the role – will you respond to all of them saying: ‘No Thanks.’? And when that happens next week when another company has a similar role, and you get XX InMails about it again?

So the success of sales of LinkedIn Recruiter will decrease the quality of the LinkedIn service for the job hunters that have skills that are in demand in their markets.

The trade off that LinkedIn is making with introducing LinkedIn Recruiter is that to increase their profits, they decided that it’s OK to decrease the quality of the service they are providing to their most sought users. The longer term problem for LinkedIn is what if those best users leave, finding they get too much SPAM? And with that crème candidates cut off, LinkedIn all of a sudden becomes not a source of Good passive Candidates, but of just … Passive Candidates? And even those slightly fed up by being hassled by many recruiters for the same job they don’t want in the first place?

Then again, LinkedIn limits the number of InMails that a recruiters can send a month. It is 50 a month (to multiple recipients each). So to reach more candidates and send more InMails a recruitment agency will just by more licenses. That creates more revenue for LinkedIn, so they will turn a blind eye that the top candidates gets bombarded with job offers.

Ireland might be a bit specific in that regard. Ireland is a small country where everyone knows everyone. (Almost) Literally! Online Social Networking take up in Ireland is far lower than in the US (where LinkedIn is from). Ireland is still the country where more people get a job via the traditional Job Boards than via the Social Networks. The ratio is changing, but we are far from the situation currently in US or Far East.

Who will be the first Irish recruitment agency in Ireland to take up the LinkedIn Recruiter offer?

September records highest number of new jobs in Ireland in 2009

Premier Group Irish Employment Monitor:

The Premier Group Irish Employment Monitor, which measures the pulse of the Irish professional jobs market, registered a 31% increase in the number of new professional roles coming onto the market during September 09 versus the previous month (August 09). This was the highest number of new professional job vacancies recorded in any one month so far this year.

  • During September 09, the volume of new professional job opportunities within Ireland increased 31% compared with August 09 to 4,764. This was the highest number recorded in any one month so far this year.
  • However, this was still 58% fewer new roles than a year ago (September 08)
  • The number of professionals who began their search for a new role during September 09 rose 55% versus the previous month (August 09).
  • This was a drop of 28% compared to the same month the previous year (September 08).

Read the full press release and Jobs Ireland Blog.

Resumark: CV, Jobs, Free!!!

resumark_logoResumark brought in a nice new business model in the online recruitment industry. The concept is essentially borrowed from the Google AdWords – Google AdSense model. While Google pays the web site owners to show the Google AdSense on their sites and charges the Google AdWords clients to pay per click for those same adverts Resumark does the same with the CVs. Job hunters upload their CVs and get paid each time someone downloads the CV. Anyone can search the CV database for free, and gets a preview of the CV for free only. If you decide you would like the contact details as well – you pay to Resumark. Resumark in return pays the cut to the owner of the CV.

Just in case you did not get it, here is how Resumark explains their online recruitment and CV database business model:

Get Paid to Post Your Resume!

Post Resume or create it online using our free Resume Assistant. Make $1 every time an employer downloads your resume!

Search Jobs that match your profile and join the fastest growing Job 2.0 Network!

In today’s economy even job search monsters are not enough. Invite friends and earn money together when their resumes are downloaded.

And for the recruiters and employers:

Free Resume Search & Job Postings

Search Resumes for Free using Google™ search technology. We give you full access to the entire resume database.

Pay only for the resumes that you choose to download. Compare to other services.

Post Jobs for Free and have them automatically distributed to major jobs sites and networks reaching millions of job seekers

Regardless if the business will work or not, Resumark is a step from the usual recruitment jobs sites. Time will tell if it was a step in the right direction. But what needs to be applauded here is the courage and the innovation in the online recruitment industry.

Monster rethinking service offering

Monster is interested in what job seekers think of their jobs web site. Here is the mail sent to job hunters today:


Dear Job Seeker,

At Monster, we are committed to creating an online experience that advances your life and your career. To help us achieve this, we would like to invite you to provide some feedback on your experience using Monster.

Our Satisfaction Survey should only take around 12 -18 minutes to complete and all responses are confidential. Start the survey by clicking the link below. Your honest thoughts and opinions are greatly appreciated.

Thank you for your participation.

Click here for the satisfaction survey »

Best wishes,

Jesse Harriot
Vice President of Research

2009 Monster – All Rights Reserved
Hillview House, 15D Gilford Road, Sandymount, Dublin 4, Ireland

How about a iPhone raffle or something similar to get people to participate? Or is Monster not really interested in what people really think. Or not that much to give them the incentive to fill up the questionnaire?

Or Monster Marketing just didn’t think of it at all? :)

How To: Make your CV look good

Good presentation is key to producing a successful CV. In today’s crowded jobs market, making the right impression with your CV can make all the difference between getting an interview and being completely ignored. Given that your potential future employer may well have read through a pretty big pile of applications before even casting an eye over your application, a CV that can be quickly and easily read and summarised will stand at a great advantage over those that can’t. Also, a neat, concise CV and covering letter is bound to create a far more positive impression than a tatty, poorly presented document. While there are no specific rules regarding the presentation of a CV, you can’t go too far wrong if you stick to these guidelines:

• Type up your CV on a computer using a word processing package or on a dedicated word processor. If you don’t have access to a computer at home, many public libraries offer computer use free of charge to their members and printing for a small fee.
• Use good-quality paper that looks nice, feels fairly substantial and doesn’t get tatty easily.
• Don’t go crazy with the formatting unless you’re applying for jobs where creative or artistic skills are required. In many lines of work, eccentricity is not regarded as a desirable asset. Stick with A4 paper in portrait mode, and use mainstream fonts such as Times New Roman, Arial, or Helvetica at size 11 or 12.
• Cut out unnecessary information, such as the dates of short courses or qualifications that have been superseded, to keep your CV concise and easy to read.
• Full pages look good. Don’t have a full page followed by a quarter page – if necessary cut out less important information to bring it down to size, or put in extra information or spacing to bring a nearly full page up to size.
• Use bullet points rather than paragraphs for the majority of your CV. Your personal statement or profile, however, may well benefit from the more conversational tone that paragraphs help to create.
• Summarise the experiences and qualifications that you think are the most relevant to the job in question at the beginning of your CV. Use bold type to draw the eye of the reader towards them, and try to avoid repeating them later in the CV.

For jobs and career advice, visit

How to impress with your CV

When it comes to applying for jobs, first impressions can count for a great deal. Very often, the very first thing a potential employer will know about you will be written on the CV that you included with your job application. Having a great CV can make all the difference between being asked for an interview and being rejected out of hand.

When writing a CV, it is helpful to consider things from the employer’s point of view. They will be looking for those people who would seem, at least on paper, ideally suited to the position being offered. They may well have to read through a great number of CVs before they decide which candidates they wish to interview, so they will, naturally, be looking for the ones that really stand out from the crowd.

While using the same CV for a variety of job applications, and changing only the covering letter, might seem a time-efficient way of applying for jobs, this approach has several drawbacks. Chiefly, it will decrease the chances that your CV is truly marketing you as a person well suited to the demands of the job in question. In addition, sending in a generic CV unmodified to the demands of a particular job, especially now in this digital age, smacks of laziness, incompetence, and a lack of desire for the job – hardly an image that you would want to project to a potential employer!

By tailoring your CV to the job you are applying for, you can significantly increase your chances of being asked to come in for an interview. In order to do this successfully, you will need to do some research into the background of the organisation in question as well as judging the personal characteristics and qualifications that they would seem to be looking for in an applicant.

Not only should your CV be tailor-made for each and every one of the jobs that you apply for, it should also be updated regularly to take account of any advances you have made in your education and career. It would probably be a good idea to keep a constantly updated ‘master’ CV file on your home computer, which can then be quickly customized to highlight the qualifications and personal attributes required by the jobs that you are applying for.

For jobs and career advice, visit


I write a lot about the job boards and there is one I was avoiding so far, but the time has come – Let’s talk about FÁS!

FÁS as the organisation was in the media a lot for many months now. When the 1bn budget FÁS has reached the media, earlier this year, FÁS made it as the Story of the Week, in the most national print and TV channels.

To put this story in the perspective, only a handful Irish job boards reach 1 million revenue. In the same time all the job boards are very profitable. OK we all know FAS is more than just a job board, but to anyone in the recruitment industry 1bn budget sounds simply astronomical.

Comptroller - FASDepartment of Enterprise, Trade and Employment – Comptroller and Auditor General John Buckley published a Special Report titled: Advertising and Promotion in FÁS for presentation to Dáil Éireann.

In the summary of Findings one can read that: Over the period 2002 to 2008, FÁS spent over €48 million on advertising, promotion and related activities including jobs fairs and activities to promote science.

In other words €48.2 mil advertising budget for 7 years. That is well over a half a million a month! €573.810 to be precise.

How did FAS manage to spend half a million a month for seven years? Well not very creatively: Print 62%, TV%, Radio 13% and Outdoor 13%. Did you notice something missing? Well no online advertising budget? Half a million advertising every month and not a cent in online?! Well come on FÁS…

Comptroller - John BuckleyThe full report is actually quite interesting read. It is full of over a half a million (or more) here, half a million there, for stuff that was either not used or not even delivered. My personal favourite is the car purchased and paid for in full, but never delivered.

The FÁS report is a very good reed. I can highly recommend it, and many thanks to John Buckley for putting it together. Here is a full PDF download.

Irish Jobs beat Worky on pricing

Irish Jobs had the approach ‘If you can’t beat them, buy them!’ for many years now. Then Worky came. With most likely slightly too big price tag for the current market. Remember Worky has the global ambitions.

Worky opened up a new model of sourcing. A Pay as you Go model. You can do what you like, and you pay only when you want to contact the candidate. €20 per contact. Not much for a perfect candidate, wouldn’t you agree?

Well Irish Jobs realised, – Hey we have a bigger database. Thousands of CVs parsed in database. Why don’t we sell that?

Here is what Irish Jobs ofers: is proud to launch our brand new ‘Pay as you go’ CV database system enabling you to cherry pick the candidates you want.

The CV Database has proven to be a highly successful tool for both jobseekers and recruiters. Over 35,000 high calibre candidates across all industry sectors in Ireland have recently uploaded their CV onto and this database is continually growing.

With our CV database you can

-tailor your search requirements by selecting the job category; roles, minimum -experience and salary range, plus include specific keywords.
qu-ickly identify CVs matching your criteria as search results are displayed as a -snapshot overview including the candidate’s objectives
-search for suitable candidates in complete confidentiality – an excellent tool for times when you do not want to advertise a position

With our new ‘pay as you go’ model you only pay for the CVs you pick (Just €15 + VAT per CV).

Get ahead of the competition by targeting quality candidates instantly and efficiently. Check out our database in RMS today.

Kindest Regards,
The Team

I am not sure if that includes a database as well. That would be the first question I would ask.

Then again compared to Worky – Irish Jobs is cheaper. €15 per CV from Irish Jobs, against €20 per contact on Worky.

A leading Irish jobs site and a start-up social network – both charging for selling the private data. I still think it should be free.

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).

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 and Campaign HTDS before moving client side to become online marketing manager of (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.

talenttankieWell the recession does not seem to have any impact on the creativity of the Irish future jobs board owners. is the latest proof of that. While some of the largest ones are changing their business models drastically:

  • adopted Google AdSense advertisements, and is selling pop under traffic (those popup windows that open behind the main window with some unrelated (usually dodgy) web site
  • selling pop under traffic
  • giving it away for free to any employer to advertise
  • has a quite different business model from a day one. This is what they say about themselves:
    In essence, is a web-based platform that provides both Individuals and Employers to quite simply make a difference in this current down-turn. will also explain the details:

    Talented Individuals register with to offer their talents and skills for free, for a couple of hours or days a week for a specified period, so as to demonstrate their skill sets. Employers in turn register with to avail of this free pool of resources in turn driving productivity with out any additional cost over-head.

    Basically it is a free labour for the Employers. As say – ‘no cost’.

    Thereafter, having demonstrated their net worth to their Employer colleagues, Individuals then have the opportunity to onward and directly network with potential Employers, in effect bypassing costly recruitment agencies and enabling a quicker and more cost effective route to employment for both parties.

    Recruitment agencies are being bypassed to avoid their cost as well. So Employers do not have to pay for the staff or the recruitment.

    This initiative will allow Employers become more competitive in terms of reducing labour costs and driving skills-base, which if adopted cross sectors and industries, will contribute significantly towards establishing a foundation for recovery. And of course, as an Employer’s business grows, so to will the need for new Employees.

    Employers are getting staff and the recruitment of the staff for free so they will be more profitable and as page say – establish the foundation for the economic recovery. Staff and recruitment costs written off profit margins shoot up, and Ireland becomes competitive again. The roar of the Celtic Tiger can be heard running back towards us!

    Or did I not get it right somehow? Do you get it?


    I visited the Jobsket ( web site today. It’s one of those now innovative sites that their owners and founders know will be the next big thing on the Internet. Unfortunately as we all know not every single site can success, such is the nature of the market. You can recognise those sites by not really having any real meaningful info what they are about, and you cannot really do much yourself on the site.

    Jobsket will force you to give up your email address (do I have SPAM…) and then they let you in to log in. When you do log in there is less to see then on the outside, so let’s not waste ink on the Jobsket here anymore. What I wanted to show you is the interesting poll results left from the people who visited Jobsket. The Question was:

    Submit an Idea
    We’ve setup a feedback forum so you can tell us what’s on your mind. Please go there and be heard!
    20 Votes – Import CV from LinkedIn
    4 Votes – Change tags
    3 Votes – Improve CVs viewer
    3 votes – Allow import your CV from Google Docs
    1 votes – Allow sending my CV


    What this tells us is the people do not care really about the fancy feature about a jobs site. What people do care is their own time. I do not want to insert another bloody profile and online CV here. I have a profile (that I am proud of) in LinkedIN. Now go and take it from there you lazy….

    Twice many more people suggested the LikedIN connection than all the other suggestions altogether. Now what does that tell you? It tells you that people are sick of creating their profiles and filling the repetitive info in the forms on the various sites. It tells you that there is the time for one site to be a holder of your personal info, where the subsets of it you as the account holder will be able to open to various other sites.

    Ehm,… this blog post was about Jobsket. So what is Jobsket really? Jobsket is a spider that takes jobs from and than matches your CV with the positions advertised and calculates from the published salaries what is your CV, or what are you ‘worth’. I tried. In my case rolling the dice gave more precise results.
    The data they collected from is so old – yeas there are the positions in there that have been published not last year, but before the recession started – so you can guess how accurate the figures are.

    The Feedaback from (powered by uservoice) on Jobsket is nice though.

    Canvassing in Recruitment

    The following is a real life example on the canvassing email sent by an Irish recruitment agency. You might use it as a template, but then again you might read this post to the bottom, and this might change your mind – not to use this as a template, but rethink you recruitment canvassing strategy altogether!

    Dear (candidate name)
    (your name) here from (recruitment agency), I hope this email finds you well. Apologies for the email intrusion – if this does not apply to your circumstances please feel free to forward to anybody who might be interested. You have previously registered your CV with (recruitment agency). I am contacting you to see if you are currently looking for a role and if I can be of assistance to you.
    I specialize in placing (inustry) Contractors throughout Ireland and in the UK also. Please send me a copy of your up to date CV along with your required daily rate, availability and preferred locations. I will give you a call to discuss further.
    Note that we also have a permanent recruitment team so if you are only looking at permanent opportunities please let me know also.

    Kindest regards
    (your name)
    (industry) Contracts Recruiter
    (recruitment agency)
    (web address)
    Winner of the National Recruitment Federation Award: Very Small Agency Category – Superb Agency of the Year 2006/2008/2009
    All listings in the (recruitment agency) website are automatically deleted after 2 weeks, ensuring that there are no old vacancies on the site. This means that every role you see as a candidate is active and current. Check out our referral scheme on: (web site)/referral.html

    That sounds just lovely doesn’t it? Kind of like the fake mails from the banks, or mails offering you different products that will help you to please your partner.

    Dear (Candidate)
    Joe Blogs here from (recruitment agency), I hope this email finds you well.
    Candidate: This is a classic opening sentence of the American canvassing letters. Joe from Company here, I hope you are well buddy! Well the style does not travel well. The message just does not sound right. This is the basics of the localisation – making the message sound right locally. This does not. And it sounds like you link exchange request, or a mail from the lottery in some far country announcing you just won millions, and they just want €100 for the cost of transferring it to you.

    Apologies for the email intrusion…
    Candidate: Off so you do feel bad do you? Well you should!

    if this does not apply to your circumstances please feel free to forward to anybody who might be interested.
    Candidate: Let me get this straight. You feel bad by sending SPAM and I feel bad that mi SPAM filter didn’t block you, and now you are suggesting I should forward it further? As a chain letter perhaps? You forward this to 10 of your contacts in next 10 minutes and you will feel happy! – kind of a thing??!!!

    You have previously registered your CV with (recruitment agency). I am contacting you to see if you are currently looking for a role and if I can be of assistance to you.
    Candidate: Did you find me a job in the first place? You failed? And what now? You want a second chance? Worming up the cold soup? What’s the story here???

    I specialize in placing (industry) Contractors throughout Ireland and in the UK also. Please send me a copy of your up to date CV along with your required daily rate, availability and preferred locations. I will give you a call to discuss further.
    Candidate: Ehm,… didn’t you just say that you have my CV. And that is the fact that I regret. Since you did not help in finding me a new job, but instead are sending me stupid emails like this?

    Note that we also have a permanent recruitment team so if you are only looking at permanent opportunities please let me know also.
    Candidate: Right… And in some different industry, and different country you say? Different continent? Actually a different planet?! What good dies it make me in finding a better job where I live. Here on our green planet? In our Green country? (who said Green Party?!!!).

    Kindest regards
    (your name)
    (industry) Contracts Recruiter
    (recruitment agency)
    (web address)
    Winner of the National Recruitment Federation Award: Very Small Agency Category – Superb Agency of the Year 2006/2008/2009
    This is like a bantam weight category then? NRF is a bit like the boxing scene. There is so many belts and boxing organisations that there are probably more winners and titles available than professional boxers. In recruitment in Ireland if you do not have a few titles every year – you are nobody!

    All listings in the (recruitment agency) website are automatically deleted after 2 weeks, ensuring that there are no old vacancies on the site. This means that every role you see as a candidate is active and current.
    One would thought that you actually remove the vacancy when you fill it, but not have it online for two more weeks?

    Check out our referral scheme on: (web site)/referral.html
    I get a an iPod when I make you earn your monthly salary? Or in other words I get a six pack or two, for sourcing the candidates to be placed in the positions that will pay your annual salary?

    Well, that is how it to someone looking for a job. Or someone that was actually looking for a job some years ago. So think how are you going to structure your recruitment canvassing email…

    Irish Jobs Advertising Prices

    The jobs postings on Irish jobs sites are purchased as job slots. The slots last for 30 days and can be re-used. Some of the web sites do not let you reuse the jobs slot, but sell you jobs credits as opposed to the jobs slots (be aware!). Extensive discounting is available with volume that usually follows the pattern below:

    Quantity Price Per Slot Cost
    1 €150 €150.00
    3 €375 €125.00
    5 €575 €115.00
    10 €725 €72.50
    20 €775 €38.75
    50 €1750 €35.00
    100 €3000 €30.00

    * all prices are exclusive of VAT at 21.5%

    In addition to jobs advertising services jobs sites will also offer sponsored branding opportunities to recruiters via jobs by email alerts and monthly newsletter emails. Banner advertising on most of the sites is also available.

    What do you think of the Irish Jobs sites pricing?

    Take a sneak peek at the new Monster

    Take a sneak peek at the new Monster Jobs Site

    Monster is all about their new site. That isn’t actaully available. And will not be available this year. That does not stop them advertising it for the last couple of months. They started sounding a bit like Microsoft advertising their Vista. A lot of hipe, for a long, long time, but the result is…

    Well let’s give Monster a chance to actaully show it to us. They promised it in Januarry next year (how crazy do you have to be to release teh new version of the job site in the month when job boards have the most traffic? If someting goes wrong, and things allways go wrong with the new releases, do you really need to show it to the most of visitors? :)

    Well I guess it was a marketing driven decission, as Monsters decisions allways are, as oposed to the someones who knows how to run the operations.

    Releasing a new jobs site in the year 2009, I would consider to be a failure if it does not have an element of the social networking. Is Monster smart and brave enough to bring the social networking in online recruitment on a large scale, as oposed to what LinkedIN is trying to do? Let’s wait and see ….

    Untill then we will just be getting thoise emails and PDF’s titled Take a sneak peek at the new Monster or simmilar…