Monster CV database vs. LinkedIn free Public Profiles

For the most European recruiters Monster used to perform the best as the CV database. The quality of candidates was on average higher than the average quality of the applicant who would apply on a job site in. Monster advertised this as a ‘Passive Candidate’ as opposed to the ‘Active Candidate’. They claimed that a CV is their database represents professionals that are in a search of their career progression (passive) as opposed to the unemployed person who is simply looking for a job (active).

LinkedIn came into the picture and have let anyone create a free personal ‘Professional Profile’ on their site. In the years to come the LinkedIn recruitment social network web site grew at a fast pace and the inevitable has come true – it’s number of users profiles outgrew the size of the Monsters CV database. Each day passing that difference is growing rapidly. LinkedIn is rapidly expanding while the number of CV’s in the Monster’s CV database in most cases does not grow at all.

Monetisation of the CV database

While Monster still uses the ‘old fashioned’ model in selling access to the CV database and charging per certain number of CV’s downloaded, LinkedIn sells you their packages where your credits are number of internal messages in the LinkedIn web site you can send to the potential contacts. Both approaches have their advantages. With a Monster subscription you actually end up with a few good CV’s. That is if you figure out how to use their CV search and do not waste all your credits in the process. LinkedIn on the other hand lets you see far greater amount of candidates. Again it is all up to you if you will find a way how to interact with them and intrigue them to engage with you via that brief message you can to a few them. More often than not a recruiter ends up with nothing at the end of the LinkedIn subscription. No CV’s added to the internal database or any other longer term value.

So Monster or LinkedIn?

There is no clear answer. There is far more recruiters who are proficient in searching the Monster CV database. For them it is hard to go wrong on Monster. LinkedIn recruitment packages have a far greater failure rate. Quite often a recruiter will after the subscription activation ask – What exactly is the difference between the free and this paid account?

There is a third option there as well. As opposed the investment into Monster or LinkedIn, you can also invest in yourself by getting yourself trained into what is mostly referred to Boolean Sourcing techniques. You can teach yourself by reading various resources online, or get the course that will bring you up to speed within a day! The result is that you have the whole LinkedIn opened in front of you without the limitations their recruitment packages are putting in front of you. If you are into the recruitment for a long haul – that is the best route for sure.

Press Release: NRF Awards Winners 2011

Press Release NRF Awards Winners 2011

NRF in association with Irish Independent

Parc Aviation “FLY AWAY” with 4 awards at NRF Recruitment Industry Awards 2011
Parc Aviation scooped the best agency of the year award for large agency whilst Recruitment Plus scored Best Small Agency for the 2nd year in row, at the 5th annual recruitment awards which took place on Friday evening, (25th November 2011) at a gala awards ceremonyin The Shelbourne Hotel, Dublin. This was the biggest event ever held by the NRF with more than 320 attendees at the Ceremony which was presented by RTE’s Pamela Flood.
Robert Walters clinched the award for Best Agency Online Service for the second year running whilst Careers Register won the Accountancy and Finance category for ‘Best in Practice’.
Parc Aviation and Recruitment Plus were hailed by the judges as ‘leaders in their industry’. The judges found them to ‘have clear roadmaps of where they want to be, their commitment to the customer came across very strongly and they are completely in touch in what is required of them. Staff retention is testament to what they have achieved and in both cases professionalism has shone through’.
Parc Aviation got off to a winning start from the beginning of the night. First up to the winning podium for Parc Aviation was Nikki King who was awarded one of the coveted Graduate of the year awards.  Also receiving recognition in the ‘Best in Practice’ category they won Best in Practice Technical, Engineering & Science and the Best Practice in “Specialism” Awards.
Sigmar’s Peter Nunan was awarded Recruitment Consultant of the year narrowly beating off stiff competition from the other 6 shortlisted nominees who were,Grafton Recruitment’s Kevin Clarke, Lisa Collins from Hays, Sandra Mc Guirk from Parc, Lisa Russell from Servisource, Louise Delany from Quest Recruitment and Karen Kavanagh from Noel Recruitment. Sigmar were also awarded Best in Practice Sales & Marketing for the 2nd year running whilst Shaun O’ Shea was another winner of the Graduate of the Year award.
Servisource took the Best in Practice “Healthcare” and O’Reilly Recruitment took the Best in Practice “Light Industrial”.
CPL was awarded Best in Practice “IT & Telecoms” and Misty Plotner received a winner award for Graduate of the year.
Osborne Recruitment took the Best in Practice “Office & Secretarial” and Joanne Murray received a graduate of the year winners’ award.
Noel Recruitment took the Best in practice Hotel & Catering for the 4th year running and Karen Kavanagh took a winner award for Graduate of the year.
Designed to identify and reward excellence in recruitment in Ireland, the initiative was open to all NRF members and judged by an independent panel.
FULL WINNING LINE-UP AS FOLLOWS:
  • BEST AGENCY ONLINE SERVICE – Robert Walters
  • RECRUITMENT CONSULTANT OF THE YEAR – Peter Nunan Sigmar
  • BEST IN PRACTICE – HEALTHCARE – Servisource
  • BEST IN PRACTICE – ACCOUNTING & FINANCE – Careers Register
  • BEST IN PRACTICE – OFFICE & SECRETARIAL – Osborne Recruitment
  • BEST IN PRACTICE – IT & TELECOMS – CPL
  • BEST IN PRACTICE – HOTEL & CATERING – Noel Recruitment
  • BEST IN PRATICE – LIGHT INDUSTRIAL – O’Reilly
  • BEST IN PRACTICE- SALES & MARKETING – Sigmar
  • BEST IN PRACTICE – TECHNICAL ENGINEERING & SCIENCE – Parc Aviation
  • BEST IN PRACTICE – In a Specialism– Parc Aviation
  • AGENCY OF THE YEAR – SMALL – Recruitment Plus
·         AGENCY OF THE YEAR – LARGE – Parc Aviation
·         NRF Cert RP Graduates of the year – Karen Kavanagh Noel Recruitment, Nikki King Parc Aviation, Joanne Murray Osborne Recruitment, Misty Plotner CPL and Shaun O’Shea Sigmar Recruitment.
The panel of judges were; Tony Lambert – CEO, Fingal Chamber of Commerce, Patrick Meehan, Invictus Management, Gillian Econopouly, Recruitment Employment Confederation UK, and the online award was judged by Sorcha Corcoran of Silicon Republic. Chairperson of the Judging Panel, Tony Lambert told the delegates how challenging it was for the adjudicators to elect a winner in a lot of categories. Not only had the volume of entries increased on every other year since the awards began but the sheer quality and outstanding excellence was evident in all applications. To be on the shortlists this year was in itself an achievement.
NRF President Mr. Colin Donnery (FRS Recruitment), “It was a fantastic celebration of our industry and the industry should be proud of all it has achieved over what has been another hard and turbulent year for some. Resilience and determination has shone through and this was echoed by the number of entries to this years awards and the turn out at the ceremony. The atmosphere in the room was one of great camaraderie and respect amongst our industry.”
The NRF also awarded Mary B Cremin with an Honorary Fellowship Award. Director of NRF Geraldine King gave the delegates a little bit of history of how Mary came to be one of the most respected names in the Industry. Even though she is now retired her reputation and her passion for excellence will always be remembered.
The National Recruitment Federation is a voluntary organisation set up to establish and maintain standards and codes of practice for the recruitment industry. Representing member companies throughout Ireland the NRF focuses its attentions on providing these members who have opted for self-regulation with the best possible service in terms of communication, support, advice sharing and problem solving.

The National Recruitment Federation will hold it’s fifth Recruitment Industry Awards tomorrow #NRF11

www.JobsBoard.ie is sponsoring the
National Recruitment Federation’s Recruitment Industry Awards. Here is the Irish Independent Appointments page today:


The National Recruitment Federation 5th Recruitment Industry Awards - Click for a full size image


320 people are expected making it the largest NRF event ever (at least that that I can remember). I am excited about presenting the award to the Best Recruitment Agency.

Jobkey.ie

INTERVIEW with Robert McGonnell, founder of the new Irish video recruitment web site:  Jobkey.ie.

How did you come to the idea of starting the site (tell us about yourself here a bit)?
My background is primarily recruitment orientated having managed a busy Sales & Marketing desk in a Dublin based agency and having dealt with some major market leading FMCG companies. I also worked as a Grade IV Office in St. James’ Hospital in Dublin where I was responsible for the wage processing and recruitment administration of over 400 Nurses, Attendants and Clinical Nurse Managers. But my work history has also included employment in the high end equine breeding industry, motor vehicle sales and tourism so I guess I like the challenges that a bit of variety can throw at you. This experience coupled with an academic business grounding from the Michael Smurfit Business School in Blackrock had the cogs turning in my brain about how to deconstruct and re-approach the online recruitment business model.

What was the gap that you found out in the crowded market of job sites in Ireland?
Basically I found that many of the mainstream recruitment websites in Ireland offered very little differentiation and I wanted to launch a recruitment site that had a “help-centric” focus. I decided to focus on presenting an alternative website that offered a benefit for both job seekers and employers.
Granted the mainstream recruitment websites in Ireland are well established and have thousands of registered users, high traffic volumes, brand recognition etc but in many ways they’re just a talent swamp. The main problems I identified; if I as a candidate upload my CV on one of these websites it’s tricky to stand out from the crowd and get noticed which ultimately translates to a reduced likelihood of securing an interview/job. A CV can’t effectively demonstrate how a candidate may present, give an indication of their personality, communication skills etc. Jobkey.ie offers candidates the opportunity to upload a 60 second Introductory Video Profile to accompany their standard CV application. A Video Profile gives a candidate an opportunity to bring their CV to life and give a personal touch to their job application.
The main benefit of a Video Profile as an employer is this. If a recruiter posts a job they’re likely to receive dozens if not hundreds of applications with limited tools to rank or select according to suitability. It can sometimes be a gamble when inviting candidates to interview based on their CV/cover letter alone which can often lead to disappointment and time waste. A 60 second Video Profile is in no way meant to replace a face to face interview but is intended to be a useful stepping stone by providing a recruiter with an immediate online first impression prior to interview stage.

Unique selling proposition?
The Video Profile feature coupled with Jobkey.ie’s help-centric focus could save could save time, cost and effort for everyone involved in the recruitment process.

What is the intended route to market?
Mostly online advertising with planned radio advertising, “grabvertising” and guerrilla marketing campaigns planned for the New Year 2012.

Monetisation strategy?
The website’s build has been self-funded with a zero debt policy. It’s meant having to live like a bit of a hermit over the past year but I’m confident this sacrifice will pay off in the long run. I plan to introduce an online payment system on the site where recruiters/employers can choose an advertising package that matches their requirements. For the time being though I’d like to invite all first time advertisers to a FREE trial of the site. Simply register on Jobkey.ie and we’ll help you find new staff for the Christmas rush or New Year 2012… no fee, no charge, no catch or tie-in, 100% FREE. Contact me at contact@jobkey.ie for info.

How are you finding it so far?
It’s been a big learning curve as Jobkey.ie is my first venture but the experience I’ve gained is amazing and will stand to me in the long term. Right now I’m looking forward to earning Jobkey.ie a reputation as a mainstream recruitment website in Ireland.

What do recruiters say?
The feedback I’ve receive has been very positive however there’s always going to be some reluctance and hence persuasion involved as it’s a brand new website. Recruiters are especially interested in the potential time save that Video Profiles could result in as they would reduce the reliance on having to conduct preliminary screening interviews.

What do job seekers say?
Ok, to put this question another way…’Why would a job seeker be bothered creating a Video Profile?’ I think this would’ve been a tricky question to answer a couple of years ago but essentially now job seekers really should be prepared to try any means possible to get their application noticed. The instance of the ‘Jobless Paddy’ during the summer highlights the extreme lengths some candidates are willing to go too just to get noticed. Couple this reality with the spread of tech savvy knowledge regarding online social media platforms such as YouTube, Facebook, LinkedIn, Skype, Twitter, MySpace etc and I think it’s reasonable to say that a large section of job seekers should be perfectly capable to record a 60 second video profile on a webcam and follow the instructions for uploading it on Jobkey.ie!
The candidate will find helpful tips and guidelines on creating a Video Profile on the Jobkey.ie homepage. The merits of a Video Profile basically allow a candidate to back up any claims made in a CV, for instance if they say they have effective communication skills or fluent French the video permits them with an outlet to validate those claims. The jobseeker can also select the level of privacy for their Video Profile/CV on their private account.
A Video Profile is generally new territory for job seekers in Ireland. However recruitment is going to move more and more in this direction in the future and the feedback that I’ve receive so far has been very positive.

What re the next steps?
Jobkey.ie’s focus is to offer a help-centric approach to online recruitment in Ireland. The Video Profile is the first step. Jobkey.ie plans to introduce innovative new features and solutions on an incrementally basis as the site goes from strength to strength so stay tuned.

What are the next milestones?
Jobkey.ie’s mission is to become a mainstream online recruitment solution in Ireland. However there’s no sense in having an unrealistic expectation that that sort of milestone is going to be achieved without a lot of hard work. So for the time being it’s going to be baby steps, the 1000th registered candidate isn’t far off now so that would be a mini triumph.

Where do you see it in a year?
I see Jobkey.ie a well-recognised brand within recruitment circles and a cost effective online recruitment solution for employers.
I also see Video Profile’s as a more accepted standard of job application method for job seekers.

How do you see the online recruitment market evolving in Ireland?
10 years ago the majority of CV’s/job applications were sent in the post, that’s pretty much unheard of today as job applications are mostly done online now. So I think recruitment in Ireland is sure to move further into the realm of online technology and social media platforms in the future. Taking this into account I think virtual interviews and ready to view Video Profiles will become standard practice.

Vintavu

Searching for a developer, looking at client success stories I found an interesting video recruitment site. Here is a full case study from a web developer about it.

Client background
Bee Interviewed Limited is in the business of online recruitment. They are innovative and always look for smart solutions to the job portal market. They started a project in which the conventional CV would not play any major role. Instead they wanted to use Video technology to integrate with candidate profile. This would give the employer to see and evaluate a candidate on various soft skills.

The challenges
The need was to develop an interactive platform whereby both employers and candidates have the best solution concerning jobs. The market is flooded with job portals, and it was no easy task to spearhead the competition unless some innovative techniques are provided that result in more effective evaluation of the candidate by employers. A video profile system creation is the absolute solution towards judging ability of the candidate in a more distinct way.

eCeltic’s Solution
Vintavu was developed for creating an interactive job vacancy form for candidates. This web application is to be conceived in its current form as a dynamic site-requiring constant updates both from the seekers as well as the companies. It focuses on the Graduate and Pre-Graduate candidate with career experience.
On the whole the objective of the project is to enable jobseekers to place their resumes and companies to publish their vacancies. It enables jobseekers to post their resume, search for jobs, view personal job listings. It will provide various companies to place their vacancy profile on the site and also have an option to search candidate resumes. Apart from this there will be an admin module for the administrator to make changes to the database content.

Implementation
Vintavu application is the recruitment process to suit the modern jobs marketplace.
Job seekers- Job seeker, who is searching for job can enter the website, they can register and build their resume for free of cost.
Employers – The employer can enter the website & create their own account for free of cost. They can post job & search employee database.
Admin- The full control over the users & their functions

Technology used
.Net, C#, ASP.NET, HTML, JavaScript, CSS, On2 Flix Publisher

The development of job portal benefited in more ways than one.

    • Quick search through numerous candidates and explore their capabilities.
    • Video profiles offer the leading edge to gain insight into candidate’s abilities.
    • Employers content with shortlisted candidates.
    • Short listing the right employee is not cumbersome anymore.
    • Great save on time and money.

How to do Social Recruitment on Networking Events

Social recruitment is not just searching the LinkedIn, Facebook and Twitter for your perfect candidates. Social (aspect of) recruitment is using those to find people and reach efficiently to most of them via the social media. There are people that you will have to meet, since not all of us are comfortable tweeting and communication with recruiters in public forum. The best way to reach to those candidates are the trade shows and networking events related to them. Dublin Web Summit was a great sample of such an event. Today there is another –with slightly different audience expected. It is the Dublin Beta :: Launch Event. What is it? Here it is from themselves:

About Dublin Beta

Dublin Beta is the newest chapter of Silicon Valley’s largest and longest-running startup mixer, SF Beta. Join us for a stimulating evening of stimulating conversation, classy libations, and live exhibits from ten startups, coming from Dublin’s early-stage startup and technology community.

So who is likely to show up? Entrepreneurs! Will you hire them? No. So why bother?

Not every entrepreneur is successful in running the business and making profit. In fact, a fairly small p-percentage are. Can you find them some challenge in the roles you have open? If you ‘sell’ or ‘package’ your opportunities really well – you will attract the entrepreneurs as well.

So although non corporate heads on their shoulders, the Dublin Beta :: Launch Event is likely to attract the crème de la crème of the Irish IT entrepreneurs. You just need to find the way how to talk to them. In fact the best you can do is to turn it around. How about if they would want to talk to you on the event? How? Why?

Techies tweet. Like mad. The event has a hashtag that you can follow in twitter: #Dublinbeta. The event did not even start and there is a long list of people tweeting how they will come. Find your candidates between them. Follow, retweet and mention whatever is suitable in each case. Search for their LinkedIn profiles. Invite them to connect, and do mention you would like their opinion on something (that is relevant to each of them!). Ask for a few minutes on the event tonight. Make sure they have a lot to say about it. The result – you get a room full of people who can’t wait to talk to you!

Final tip: Make sure your profile photo is recent! If not make one right now and stick it online. The more recent the photo, the easier it is for people to recognize and find you on the crowded event. For best results – our make a photo of on the day of the event – in the same clothes your will appear on the event.

Morgan McKinley Enables Job Seekers To Apply With LinkedIn

Morgan McKinley is the first Irish recruitment company that have enabled job seekers to apply to their jobs via the Apply with LinkedIn plugin from LinkedIn. After talking to recruiters in Morgan McKinley they say that it does have a drawback because they do not get the applicant’s CV but just a link to the LinkedIn profile.

But Morgan McKinley might me one something much larger here actually. The Apply with LinkedIn button solves one problem that always puzzled me. And that was the applications from the mobile devices? Ireland mobile users are predominantly iPhone 4 users. And guess what – in the iPhone you cannot apply to a job on a web site. Uploading of a CV is not supported. So with all this tremendous growth of the mobile smartphone (or not so smart!?) web traffic the only conversion one could achieve is to make job seekers email themselves with a link to the job advertised, and deal with it later on, on the PC. And that we know is pure rubbish of a process. Having a button that sends a recruiter your LinkedIn profile instantly – and all that with a single click (well two actually) sounds much better to me.

Morgan McKinley being ranked as a second highest ranking recruitment agency in Ireland by Alexa has a significant traffic on their site. We are not talking hundreds a day any more for a long time now. There is most likely still a single digit percentage of the mobile visitors, but that will grow to double digit figure in the next year as well. Without the Apply with LinkedIn button – they would not get a single interaction from all those mobile users.

Well done Morgan McKinley!

Rock bottom quality journalism from Silicon Republic

In the lovely article titled ‘UK tech companies fall behind US in social recruiting – survey

Silicon Republic states:

US companies are ahead of their UK counterparts when it comes to using the web and social media to recruit new employees, new research from recruitment software provider Zartis suggests.
LinkedIn is the most popular social media network for recruitment, with one-quarter of US companies directly advertising job vacancies on the site, compared to 14pc of UK companies doing the same.

So what a Silicon Republic reader is let to believe is? Yes, you have guessed it right, and the title of the article have helped you: UK tech companies fall behind US in social recruiting.

The only fact in the whole article to back it up is that there is more top US companies advertising jobs on LinkedIn than in UK. So the conclusion that the UK companies fall behind US ones is based on the number of jobs advertised on LinkedIn.

The reason this is so sad is that it shows absolute lack of understanding what online recruitment on the social networks actually is from the author of the article from SiliconRepublic. Any recruiter that uses LinkedIn knows well that even the city with the largest number of recruiters in the World on LinkedIn is – guess what? London! The number of social recruitment conferences in London is as well greater (per capita) than in any other city in the world!

The truth is that the UK, as well as majority of the European recruiters know well that advertising jobs is the last thing to do on LinkedIn. LinkedIn is a ‘Social Network’ not a ‘Jobs Board’. Making a statement that the UK recruiters are ‘falling behind’ based on the number of jobs posted is just very, very wrong.

The best will be in about a year’s time when the ‘Update’ to this statistics gets published with the update: ‘UK recruiters are catching up with the US’. That will be based on the increase of the number of jobs published on LinkedIn in UK next year. I am guessing SiliconRepublic will not see any connection on the LinkedIn sales staff numbers in UK in the increase of the number of jobs posted next year.

Blue Belt in Internet Recruitment

Recruitment training is an on-going hot potato in Ireland. When in early 2006 one of the largest recruitment agencies in the country called me to deliver a training, I was flattered but in the same time shocked. It was true that I knew how to write a job spec so that it appears on top of the job boards. It was true that I knew how to search LinkedIn. I know I am a good trainer. But,… shouldn’t recruiters know all this already?! Why do they call themselves recruiters if they cannot attract or find candidates?

I spoke to a lot of recruiters while traveling and training them around the country, trying to find out what do they do about their training and coaching. Interestingly enough almost all of them told me they have some internal training programme. What was even more interesting no one thought them even the basics about writing for the web, or searching the web to source candidates. The web as such was not a part of the recruitment training in Ireland in 2006! Fast forward to present.

Today I got my certificate: Blue Belt in Internet Recruitment. And I am very proud of it! And I know that everyone who did a one day course with me to get the Blue Belt in Internet Recruitment certificate is valuing theirs as well! Why? We simply learned so much within a day that it was hard to take it all in.

Only a few years after there was NO training for any usage of the web for Irish Recruiters, there is all of a sudden something that is a world class recruitment sourcing training programme? For this to happen the following was needed:

1. Internet, and especially the social part of it – where everyone can publish. Blogs written by enthusiastic experts have change the way we learn.
2. Recession that have shaken up the recruitment industry so much that every recruitment agency or HR employers department had to rethink the way they do their business.
3. And the most important ingredient – a RECRUITER with a passion for recruitment and the web.

There is no better person that I know of that would do it better than Jonathan Campbell. An inspirational speaker, innovative recruiter and a patent trainer.

Do you know how to find all public profiles, see a full profile of every single LinkedIn user, know how to find his/her email address, and the same for blogs Facebook and twitter? You do? Well than the Blue Belt in Internet Recruitment course is not for you.

Do you publish your jobs on job boards and search the CV databases to find candidates? And are happy doing so? Then the Blue Belt in Internet Recruitment is NOT for you as well.

Jonathan’s Blue Belt in Internet Recruitment is for everyone else in between. And I can tell you I know very few recruiters that are in the first group who know it all already. On the other hand I know a lot of recruiters who are job board ONLY oriented. And happy to do so. I do understand that there are niches, and industries where that works well. I also know that there is less and less of those every single day.

If you are short of candidates there is nothing else currently available in Ireland that I would recommend better than Blue Belt in Internet Recruitment course. Why? You WILL learn to find ANY candidate that has left his professional footprint anywhere on the web.

Twitter is Hiring in Ireland!

As announced last week Twitter is setting up in Dublin. The first position is advertised today for the HR Business Partner.

Here is from the job announcement:

“We currently have an opening for an HR business partner. Here at Twitter, the goal of HR is to serve as a consultant across the organisation, to shepherd the core values and to protect the culture.”
“We help to foster relationships of trust, influence and change, when it is needed. Increasingly, we are championing best practice solutions before they are needed. And, very importantly, we provide great service to all of our employees. We spearhead solutions that promote healthy and productive professional lives for everyone at Twitter.”

Most of Irish media started speculation how “big” will Twitters presence be in Ireland? The comparisons and parallels with the recently set up companies have been drawn like the one most quoted from the IDA Ireland spokesman: “Facebook came to Dublin with plans to create 40 jobs and will employ 300 people at the end of this year. Google came here with plans to create 230 jobs and now employs 2,200.
What the IDA Spokesman forgot to mention is the number of staff LinkedIn has in Dublin. It is fairly small office, and there is no need to grow it further much really.

My prediction is that Twitters presence in Ireland will remain VERY small. There is no need for a large staff numbers . Nothing like Google 2,200 people really. Nothing like Facebook 200-something as well actually. Why is that?

Google has a long list of products that it supports and sells from the Dublin office. Do not forget that Google is the largest Advertising company in the world. We all know what Google AdWords is. Facebook is trying to do the same really. If you look at both of their average staff, it is all Account Management and similar sales positions. LinkedIn has ex recruiters selling recruitment packages.
What will Twitter sell you? Do you ever pay to Twitter? No. That is the truth today, and it could change once in the future. Up until then, Twitter doesn’t need the army of sales people as Google and other selling advertisements do. Twitter does not sell. Twitter does not support you much either, since you are not a paying customer. Twitter just show you that image of a whale being carried out by birds when the site goes down.

Or am I missing something?

CIPD, Irish Recruiters, Irish Times Training… is it all made so confusing on purpose?

Recruitment training was always an issue really in Ireland.
The HR courses had to cover for it and the in house training would fill the
gaps and bring recruiters up to date with the current industry trends. Then
last year we finally got a recruitment specific training with the Irish Times
Training centre. There is a basic and advanced course available and the courses
are branded as a delivered in conjunction with CIPD. In all the social media
both those courses are advertised as a CIPD courses. Jet somehow on the CIPD.ie
web site there is no mention of them. I short call to the friendly staff in
CIPD reveals the following:

 

CIPD is the body that validates the courses in the HR arena.
The list of CIPD Centres in Ireland can be found on the CIPD.ie site (Choose from
the menu: Qualification : > Search for a entre > Ireland). What you will
find out there is that CIPD has absolutely no connection with the courses Irish
Times Training is offering.

Here is the text that announces those courses:

Certified Social Media Recruiter (CSMR):

“A very welcome addition to the
Irish recruitment industry …” Michael McDonnell, CEO, CIPD

Course takes place on Monday and
Wednesday evenings from 6pm to 9pm:
28th & 30th March 2011

In association with CIPD and
Irish Recruiters, this one day course is aimed at individuals who have
completed the Certified Internet Recruiter course. It will give participants
examples and techniques currently being used by recruiters around the world as part
of their recruitment strategies. It will demonstrate the power of the blog and
is packed full of information about how best to harness these tools to increase
productivity.

Special rate of €499 for The
Irish Recruiters Annual Members

Course Benefits:

Participants
will get practical recommendations on how to form a social media team, charter,
policy and strategy. Participants can elect to take a 30 minute online test, to
gain accreditation.

Course Outline:

  • Individual comprehensive tool kit and guide
  • Copy of the Irish Recruiter’s Social Media
    Cheat Sheet helping you apply your new found techniques
  • More in-depth understanding of advanced
    features of LinkedIn, Facebook and Twitter
  • Understanding of social media applications
    that can give you the edge
  • An understanding of how recruiting via social
    media is evolving
  • An understanding of how location based
    technologies are bringing social media to an entirely new platform.
  • Knowledge of the key metrics when deciding on
    social media recruitment

See related programmes in this
stable that lead to Certification as an Irish Internet Recruiter (CIIR)

Location: Irish Times Training, The Irish
Times Building, 24 – 28 Tara Street, Dublin 2

In conjunction with Irish
Recruiters & CIPD

 

Advanced Certified Internet Recruiter (ACIR)

In association with CIPD and
Irish Recruiters, this evening course is aimed at the senior recruiter and
those who have completed the Certified Internet Recruiter (CIR). The course
will look at Boolean strings and automation while delving into new techniques
when sourcing candidates internationally. It will also look at diversity
recruitment through to RSS feed creation.

Special rate of €499 for The
Irish Recruiters Annual Members.

This course takes place on monday
and Wednesday evenings from 6-9pm:
7th & 9th February, 21st & 23rd March, 9th
& 11th May

Course Benefits:

Participants will master current industry best practice, investigate future
recruitment trends while gaining productivity techniques to bolster their
sourcing and social media strategies. Participants can elect to take a 30
minute online test, to gain accreditation.

Course Outline:

  • Individual comprehensive tool kit and guide
  • Advanced Search Syntax
  • Proximity Searching
  • Email address raiding
  • Advanced Google Sourcing
  • Irish Recruiter’s favourite Productivity Tools
    and Techniques
  • Advanced Anatomy of “Locators”
  • RSS techniques
  • Advanced Twitter techniques
  • Capturing techniques
  • A look at people search engines
  • Learn about “slashing”
  • The future of search

See related programmes in this
stable that lead to Certification as an Irish Internet Recruiter (CIIR)

In conjunction with Irish
Recruiters & CIPD

Did Irish Time Training went a bit too far on mentioning
CIPD all over their course advertisement while the courses themselves are not
CIPD validated? You be the judge of it yourself.