I am passionate about technology and recruitment. This blog is about the intersection of both, keeping an eye on what is happening in both industries in Ireland and abroad and understanding, commentating and theorising about what is happening on the gleam of the knife of recruitment innovation and social media.
I'm delighted to announce that as part of the line up for the up and coming "Future of Recruitment Conference" Patrick Traynor, Sales Manager for Corporate Solutions at LinkedIn will be flying into Dublin to give the attendees a presentation on LinkedIn and its meteroic rise into social networking and recruitment. It's great to have LinkedIn taking part and I'm looking forward to hear Patrick's thoughts on the recession and the future.
This makes up the final member of the presentation panel which includes myself, Jane Lorigan (IrishJobs.ie), Anne Heraty (CPL) and Joe Ffrench (Microsoft).
Here's what has come out from their latest press release:
"A new interactive feature launched by TwitterJobSearch gives visitors an immediate view of all vacancies posted onto the Twitter platform according to their location. Useful for those seeking employment in particular locations, the real-time visual map also proves just how fast professional use of the service is growing in different countries and cities around the globe. TwitterJobSearch’s JobMap allows people to drill down by continent, country or specific location, providing additional layers of detail as the map zooms in, with jobs signposted with a blue marker. The tool initially focuses on jobs posted by city, simply because that is the information most often used in job overviews, but any vacancies that provide more detailed address data in the original Tweet or destination url, such as postal or zip code, can be pinpointed exactly on the map. The total number of jobs posted in that location is displayed in a speech bubble with the option of clicking through for more information. www.TwitterJobSearch.com/map"
Anyone that is carefully watching the race for mobile internet dominance must have been very interested a year ago when Intel launched its amazing atom chips.
In less than a year there has been a revolution in netbook and mobile computing and this new generation of chip family is going to unleash an incredible array of new mobile internet devices in the very near future.
During the keynote at the Intel Developer Forum in Beijing last week titled "Mobility's Next Wave of Growth," Anand Chandrasekher, Intel senior vice president and general manager of the Ultra Mobility Group, introduced two new processors for Mobile Internet Devices (MIDs). He also demonstrated the first live demo of Intel's next-generation Atom-based MID platform, codenamed "Moorestown." Read the news release here.
Job seekers are and will continue to get access to a wide range of new mobile internet devices on the market that will allow them use the power of the internet while away from the traditional desktop and access job related information far easier. Ireland still has a long way to go to catch up with Asia and the US in terms of broadband penetration in the office and on the road as well as affordable smart phone data packages but with the recent launch by Vodafone offering mobile internet packages for 9.99 per month and moves by the likes of BT now offering a whopping 24 mbps of internet broadband to its customers for as less as 39 euros a month (including VAT) were beginning to get wired up slowly but surely.
At the Irish Recruiters conference on the 3rd of June i'll be diving into this topic in a lot more detail. I'll be looking at the rise of mobile technologies and how these advancements in technology may be applied to give recruiters and job seekers a competitive advantage. I'll be explaining what cloud computing is and how understanding it can give recruiters a new way to contact new audiences using different delivery channels. I'll also be giving a lot of examples of a lot of the new products and services from around the world that I am tracking that can let recruiters react with the cloud.
Mobile technology is evolving at break beat speed to remind us of how far we've come watch the below video.
As part of building out the Irish Recruiters Network I have decided to get the camcorder out, dust it off, wipe the lens and start meeting some people on the road to put some faces behind the names and learn about what products, services and innovation some of the members are offering. I also think that this is a great way to get people's opinions on the recession and how technology is so quickly providing a plethora of tools to allow recruiters get more efficient and effective at most elements of the recruitment process.
Forgive me for my poor light management, framing, audio balancing, post production editing and the terrible orangey tunsun lighting in the background but as time goes by I hope that the productions can become a little slicker.
First up is Jonathan Campbell from Select People Limited. Jonathan talks about some of his searching techniques as well as using Xing in Germany and cultural differences when recruitment across Europe. He also talks about the way recruitment is changing in the recession and the rise of the "smart candidate".
Don't forget to the hit the HD button on the bottom of the YouTube video to get a better visual.
Only a few months ago Monster USA announced a campaign called the "Keep America Working Tour" that has the company embarking on a tour of 140 cities this year to set up job clinics and assist the unemployed get back to work. So far feedback on the events have been positive.
Likewise, RecruitIreland are getting creative. When Dell was hit with its large set of redundancies in Limerick the company soon after offered free job postings to all Limerick employers. It has now gone one step further and offered free job postings to all employers in Ireland.
On their blog today they wrote:
"This week we launched a new campaign offering free advertising to employers in Ireland - the aim of this campaign is to provide support to businesses at a time when they most need it and also to be a "one stop shop" as such for jobseekers. We want to offer you a complete service whereby when you log onto the website you will find all vacancies in Ireland in the one place - we hope by offering free advertising to employers we will facilitate this."
This is a clever but controversial move by the company and one that should see the a lot of jobs that are live and offered by internet savy employers in the country being aggregated onto their board. It will makes sense for a signifigant amout of employers that they post their jobs on the site now that it is free and job seekers will be happier as they can view more jobs in one place. However I question if RecruitIreland will be denting future revenue streams in the future from the important recruitment agency companies that make up a signifigant chunk of their client base. I wonder is the offer open to all recruitment agencies as well? It wasn't obvious from reading the announcement on their site if it was or not. If not, I wonder will agencies view this as an attenuation of their brands in the market?
Recently it has been more evident that a new set of outplacement and CV clinic services and products are entering the market with IrishJobs for example setting up Horizon Outplacement As the recession moves on we will no doubt see more innovation in the market. I wonder when Tesco's will decide to enter the market. TescoJobs.ie could be an interesting move into the industry or I wonder will Michael O'Leary at some stage look at the similar technology behind his RyanAir web site model and also enter into the market with RyanAirJobs.ie. Probably long odds on both. You'd be best served putting your money on Ireland winning the next Eurovision. However, I'd be far more willing to bet on a lot more change and response in the coming months. Recruitment providers will work harder to build new and foster deeper relationships with job seekers and clients. RecruitIreland again, have seemed to grasp this concept well by introducing new functionality on their home site where they specifically call out a section called Web 2.0 and RecruitIreland.com which allows job seekers interact with their web site by offering them the option to follow them on Twitter, Bebo or by RSS. They also provide an option to download a simple App or join their group to use FaceBook to facilitate their search. I'm suprised that other job boards haven't followed suit already and I have no doubt more will in the future. It will be interesting to see which will be the first to offer a full mobile recruiting advertising campaign targetted to mobile smart phones. I'll be talking more about this topic and web 2.0 recruitment tactics at "The Future of Recruitment Conference" on the 3rd of June. I'm also looking forward to debating RecruitIreland's free
PS - Apologies about the illuminous links font that has mysteriously arrived on the blog today. Looks like there are some problems with Blogspot which Google will hopefully rectify soon.
Careerbuilder has announced several partnerships in Europe that marks a clear message of how serious they are about the market.
They've set up deals with: Amris, Bond, Broadbean, Bullhorn, Candidate Manager, ChangeWorkNow, First Advantage, iCIMS, Kenexa, MrTed, PeopleBank, Peopleclick, PCRecruiter, Profilsoft, and Webcruit (Kaonix). Job posting aggregators such as and eQuest and candidate sourcing tools such as TalentDrive, AIRS, Daxtra and infoGIST will also be partners.
The idea behind this seems to be integration and making sure recruiters can be more efficient. Smart move and another reason for recruiters to use their platform.
"CareerBuilder's goal is to provide our clients worldwide with an experience that makes connecting them with the right people efficient and cost effective," said Farhan Yasin, president of CareerBuilder Europe, Africa and the Middle East. "Significant advances in technology have paved a road for new process-improvement tools that can easily integrate with a variety of applicant tracking systems. By adding these partners, CareerBuilder is strengthening its commitment to improving the recruitment process for our corporate employers."
[1] Saongroup.com, the international online recruitment company, has appointed Patrick Keenan to the position of Sales Director for RecruitGulf.com and Colm Reddy as Senior Account Manager. Read here.
" iEmploy may be new arrivals on the online recruitment scene, but their founders have over 18 years of industry experience between them. With a sound backing and knowledge of what methods of service work, the iEmploy team have been able to cover recruitment advertising throughout all business sectors across the UK, Ireland and even internationally as is sometimes the case. Their unique selling point is an exceptional return for money spent, something that is extremely welcome in today's economy.
iEmploy's recruitment advertising packages are designed to suit businesses and employers of all sizes and calibre and are a mixture of traditional recruitment agency service as well as the effectiveness of job boards. All vacancies are posted on no less than 4 major job boards that have proven efficacy, and are seperately managed by personal account managers."
[5] Online recruitment companies charge candidates. - I came across this practice when I was in Brazil over New Years. My sister in law was searching for work and had to pay 200 reis (65 euros) to get her CV allowed into a boutique retail job board's candidate database so that employers could see her details. Looks like UAE and Brazil have some similarities in the jobs market.
[6] Looks like Google is about to get Twitter, here.
Twitter is now offering a way that you can go and search for other twits or twitters without leaving your own page without leaving the page they are on, as well as seeing what the most topical subjects being tweeted are.
"We've added a few other features to this design. If there's a search you want to do on a regular basis, you can "save" the search. That will place the word or term permanently in your sidebar for easy access. So if you want to know what people are saying about the city you live in, the products you use, or just something weird, it becomes a link on your home page.
Twitter Search is an engine for discovering what is happening right now but it doesn't always have to be a box and a button. Trends are words or phrases being referenced with more frequency suggesting that something interesting might be happening. When you click on a trend link, you can read the tweets and find out what's up. Trends is in beta—but it has potential."
In an extremely rare partnership Google and Microsoft have decided to come together to create what looks like will be the world's most sophisticated and successful job board!
Both 800 pound gorilla's have decided that the job board industry worth an estimates 6 billion dollars a year is now too good to ignore and they have jointly in an incredibly rare partnership agreement come together to form a new job board that will be based on a mixture of Microsoft's new algorithmic search engine called Kumo and Google's now already highly trafficked GoogleBase product. Open Source APIs will be offered using the new HR-XML consortium's CV distribution schemea to allow savvy job seekers to upload their CV for free and employers will have to bid to get access to candidates that match their search criteria. The new model will cleverly be a time-to-hire paradigm. The fresher the CV the higher the cost-per-click bidding starts at. So as an employer when you register the key parameters for your search e.g. Financial Accountant > Dublin district > 10+ years experience > ACCA > salary range 70 to 90k, etc - If the new database provides 8 candidates that match you can bid to see the CV the latest result being the most expensive. The idea being the latest candidates on the market are the most expensive to access. Employees can "turn on" or "turn off" their CV search at will. A set of guidelines and policies are in place to ensure that employees who have accepted a new job must "turn off" their CV before they can searching again for a new job.
The project is elegantly called called "FreeJobsForAll.com and has already been localised into 55 languages for launch. Both businesses are planning to integrate their Windows Mobile and Android platforms as well as their respective video hosting sites: YouTube and Soapbox to create a new world order in job matching and advertising. It looks like finding a job has got a lot more interesting. Happy April fools!
It seems like George Hook and Grafton Recruitment are out of the traps and leading the charge for Twitter in Ireland. George has recently been letting us all know what he has been eating in restaurants and his views on Munster and Ireland's magnanimous rugby campaigns. Grafton Recruitment on the other hand has been out there tweeting their jobs and trying to catch the attention of the passive candidates out there who are beginning to join the warble of the Twitter converts that are growing in their thousands each week on these shores. Here's what the Irish Independent had to say about it yesterday:
"Grafton Recruitment has become the first recruitment agency anywhere in Ireland to incorporate the revolutionary internet tool 'Twitter' as an integral part of their e-marketing strategy.
The company have used existing technology to ensure that every new job posted to their own website broadcasts as a 'Tweet' on Twitter which is then added to the TwitterJobSearch.com database opening up Grafton jobs to a potential worldwide audience.
As well as this facility Grafton Recruitment will also be 'tweeting' updates on news, industry statistics, market trends as well as exclusive jobs making it one of the must-read recruitment Micro-blogs online.
"By allowing candidates to follow Grafton jobs on Twitter, we have created a channel of pull media which is perfect for those on the move or people who aren't based in front of a computer all day. With mobile access and the explosion of the iPhone and Blackberry into the online world, sites like Twitter and www.TwitterJobSearch.com are ideal for keeping up to date with the latest jobs. With this new tool commuters weary of their current job can keep up to date in the market for a more rewarding role on the way home from work."
Outlining Grafton's experience of how the job market has become increasingly global in recent years. Mr Fell said,
"Grafton Recruitment's own site attracts visitors from over 130 countries worldwide and will be complimented well by the global reach of Twitter's new job search service which is already serving over 80 countries. We see the competition for roles coming not only from local candidates but also those from overseas as the willingness to travel to find your ideal job increases."
This weeks' announcement comes on the back of Grafton Recruitment's recent shortlisting for 'The Recruiter Awards' for Best Recruitment Firm Website and Nico Fell said the Twitter service was just one of a number of recent innovations Grafton Recruitment had added to their online service as web-based traffic continued to grow."
www.twitter.com/graftonrec
So how does it work?
Most of us know by now but just in case you don't it's basically a status update search engine aggregation that allows you post a 140 characters at a time. Check out the video to see it in action.
Should I be using it to recruit?
It has its pro's and con's. On the plus side it's free, easy to use and quick. It could help you target passive candidates and now that www.TwitterJobSearch.com has hit the market, which is also free, it could be a new channel to get your message out in a new and novel way and help you reduce your recruitment budget along the way. On the con side, from a multi-national employer perspective, it seems to be dominated by recruitment agencies looking at new ways to cast their nets. Also, if could become a distraction if you start to get traffic coming your way, that doesn't match what you're looking for and are not teaching you anything. It could be deflecting your important time away from searching for a candidate using a different channel that may be more effective.
Howard Lee, CEO of Workdigital, the company who created www.TwitterJobSearch.com, believes that recruiting through Twitter does have its benefits, and points to firms such as Intel, who's IntelJobs account currently has over 600 followers. "The advantage of Twitter is that it taps into the passive jobseeker market," he suggests.
It's worth a try so give it a go and let me know how you get on?
I'll be at: http://twitter.com/irishrecruiters
Also, get ready for Twitter offering some added functionality and launching some pro accounts in the near future. Word on the street is they've hired a new product manager and will be launching soon! Also, there's plenty of Apps already out there for Twitter so check them out on your smart phone.
The App Wars continue and today I came across an interesting article about the new Facebook Connect App which connects with the iPhone.
This is an interesting move as App Store developers will now have access to a new Facebook API which will be a big win for Facebook and help it expand into the expanding social network mobile world.
Job Boards are already beginning to see the advantages of using the API. While I don't know of any job boards in Ireland that have tried this yet it is happening in other parts of the world. Take for example: Tribehq, LawEnforcementJobs, HealthJobsNationWide.
So if you manage a career site or a job board should you integrate this into your site?
Possibly. I'd give it serious thought - especially if you have a niche job board and still want to build up its brand. Most people will probably baulk at not having people register on their own site - but how many people if they see any for of registration form simply decide to leave the site straight away. I know I've done it many a time but with this App you simply hit the Facebook logo and you have one click authentication and your in. So by allowing easier access you may catch some extra users that you otherwise may have lost. Once in you can see how many of your friends are already in the site. You can allow people post comments to others walls which will drive traffic to your site, you can pull basic profile, change avator images, etc. If you have a Facebook account click on one of the example companies above to see what it's all about and check out the video.
As Helen Popkin of MSNBC quite nicely put it "Why waste valuable social networking hours getting yourself "Facebook fired," when Twitter allows you to humiliate yourself quickly, and in 140 characters or less?"
Compared to last year it's been a tough year for CPL and the market.
There 2008 interm results were published on the 2nd of Feb of this year but I am only getting a chance to look at them now. You can check them out here.
This is the 10th year after CPL floated on the stock market. They continue to grow with the recent acquisition of K6 in the Czech Republic and they are building out their job board strategy with the development of their Cpljobs platform and recent bookmarking sharing functionality on their http://www.cpljobs.ie/ site which would suggest that they are beginning to engage more heavily their web 2.0 strategy. Rationalisation is taking place. The contract business is holding strong but the contingency hiring business has been hit. Shares are trading at .90 cents.
Worth reading is John Hennessy's comments on the report:
"Cpl is pleased to report profits before tax and impairment charges of €6.022 million for the six months ended 31 December 2008. This result has been achieved against an extremely challenging business and employment background in our principal markets.
Since 30th June 2008 the global economic downturn has gathered pace, adversely affecting business performance and employment activity in Ireland and in many other parts of the world. The confidence of employers and job candidates has been adversely affected by the downturn and this has had a negative impact on the trading and financial performance of the Cpl Group. We are experiencing a significant reduction in activity as businesses retrench and potential job candidates defer possible job changes, and it has become more difficult to forecast future performance accurately.
Notwithstanding these developments, Cpl continues to be the leader in a highly competitive environment. Although we have reduced our costs significantly, we are maintaining our focus on the delivery of valuable products and quality services to our clients and candidates.
In the six months to 31 December 2008 Group net fee income fell by 26% when measured against the same period last year, reflecting the deterioration in market conditions in most of the countries in which we operate. Net fee income from the permanent placement business decreased by 40% in the six months to December 2008. Net fee income in our temporary placement business, which has been more resilient to date across most of the group, fell by 10%. The pace of the fall in net fee income accelerated during the six months to 31 December 2008.
Cpl has reacted quickly and decisively to the downturn in business caused by the worsening economic environment. We are continuing to respond appropriately to these challenges by managing our cost base, focusing on cash generation and maximising our opportunities in both the temporary and permanent placement markets. The Group had cash balances of €36.4 million at 31 December 2008, and our net cash position has improved further since that date. Our balance sheet remains strong.
In the period since we issued our trading statement in December 2008 we have taken the opportunity to review the carrying value of Goodwill in our balance sheet. Although our annual impairment review was not due to be undertaken until mid-2009, we decided to conduct such a review now in the context of the current business environment. As might be expected, the reduction in business activity caused by the downturn, combined with the uncertain trading conditions facing us in the near future, have given rise to the need to recognise impairments in the carrying values of goodwill arising from the acquisitions of certain businesses in recent years. The total impairment charge required on foot of this review is €4.5 million, and the Board has decided that it is appropriate to record this charge in the six month period to 31 December 2008. A further impairment review will be conducted in connection with the preparation of our financial statements for the year to 30 June 2009.
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The continued success of CPL Resources plc, notwithstanding the difficult trading conditions, is attributable in the main to our entire team and to their tireless dedication to providing a service of exceptional quality. It is also a result of the loyalty and partnership approach of our clients. We are grateful to our clients for their support and their creative approach to doing business.
The Board is recommending an interim dividend of 1.5 cent per share. The dividend will be payable on 13th March 2009 to shareholders on the company’s register at the close of business on the record date of 13th February 2009."
Web Recruit has just come out with a very interesting new business model which I believe has set the tone for the restrucring that is inevitably going to happen with the recruitment industry over the next 18 months.
This new model is a clear response to the question I asked on the Irish Recruiters LinkedIn discussion board a number of months ago. Is the day of paying for job posts on job boards without getting a guaranteed hire from your investment gone? Web Recruit and James Cann of Dragon's Den fame seem to think so.
James has now recently become the chairman of Web Recruit and they are now offering a "flat fee" online recruitment service guranteed to fill your vacancy from £295, or your money back. If you don't make your placement in 4 weeks you get a refund.
In 2009 and 2010 I believe in the Irish industry some of the strongest companies that will come out of this recession will be those that can offer bundles services to their clients. It's going to be very interesting to watch how the job board industry in Ireland reacts to this, if at all! The ones that react first may get invaluable client loyalty that may help them leap frog their competitors and help them ride out the recession much easier. Certainly, a topic worth discussion in one of the up and coming Tuesday Clubs.
This was bound to happen sooner rather than later but as of yesterday www.twitterjobsearch.com was launched by Bill Fischaer and the crew at WorkHound. Lots of recruiters are begining to enter into the world of Twitter and if you've ever gone there you'll see a huge amount of informaiton being spread around at ligtening speed. It looks like another aggregation tool for me like Indeed.com but with a new shiny medium. Whether it takes off or not let's see. That said excellent idea and well deserved hat tip to Bill.
Interestingly enough speaking of Twitter I noticed that LinkedIn now allow people to comment on any edit you make to your profile header. I wouldn't be suprised if we see some Twitter like functionality built into LinkedIn very soon.
Google Voice is a new service that Google offers at the moment for all GrandCentral clients, it is however planning to unleash to the world market for free soon. Check out here to learn more. While the technology is by no means 100% accurate it is a step in the right direction and certainly something worth considering as you become more of a mobile recruiter.
If you are a member of some LinkedIn groups and a reader of discussions you'll be happy to know that LinkedIn have added a neat feature called "follow". It's similar to the RSS functionality that exists in blogspot around tracking comments. With this new functionality not only the originator of questions will get an email update when someone posts a comment to a discussion so will the readers once they hit the "follow" button.
Mobile Phones will increasingly become the gateway for more people to access their social network site/s. Gen Ys addiction to mobile devices has meant that there is now a race on for small mobile devices to be the defacto access point for the Bebo and MySpaces of the world.
The number of users on these services is accelerating quickly - a new study by InStat is predicting that by 2012, there will be nearly 30 million "millennials" in the U.S. using a mobile social network of some sort, and a ComputerWorld report confirms that worldwide, that number will soar to 975 million by 2012.
The latest states I could lay my hands on now show that there is 4 billion mobile phone subscriptions on the planet, with an estimated 6 billion subscribers expected by 2013!
1 billion phones will be sold in emerging markets in the next 12 months! And as we all know our very own, Denis O'Brien continues to make huge head ways into Central America with his phones and new job boards. Nice mix of technologies Denis! If he adds some social networks to his portfolio he'll begin to muster Murdoch or Bellisconi like media power.
The mobile device is here to stay. What organisation will be the first in Ireland to learn how to master it Obama style and bend it towards their recruitment and marketing campaigns!
"The Future of Recruitment is the cloud" Happy Hunting!
Here are two very different videos to get you thinking! Africa is getting quickLy connected and not just APAC. The story of Bluepulse is pretty amazing. it's a company I'm tracking. Started in Australia, now located in YouTube's former offices, this social network for mobile users is hot and in the video you can meet Ben Keighran, CEO.
I've put together some polls for the Irish market that I think will make some interesting reading. If you get a spare moment please give them a go. Please go into each one seperatedly and give your answer.
1. If you had to choose one job board to work with this year what would it be? go here [no job board owners or employees need apply]
2. What fees should agencies charge this year for a full-time hire?, go here
3. What is your company's forecast for the rest of the year, until Dec 09, go here [only in-house recruiters need apply]
4. I've had 46 responses to this one but if you haven't taken it already please do: when will the Irish recruitment industry turn around?, go here
If you don't know much about server farms this will help explain a little. Getting access to candidates live on the cloud will definitnely be more important in the future. As more devices allow us access our sky drives or hard drives on the web, our CRMs may also follow suit, and then it could be a very clear case of sourcing and screening from your smart terminal device possibly a smart phone of sorts rather than the desktop or laptop.
For the last 4 days I have been in snowy Beijing and I just arrived in diametrically opposed tropical Singapore and replaced scarf for shades and gloves for shorts.
In Beijing I was training over 30 recruiters how to source and during the course of two full days of sourcing got a chance with experimenting with Chinese character sourcing and Chinese cultural approaches to passive candidate sourcing. I made a lot of new friends and got a brief but brillant glimpse into the Chinese sourcing market. Some of the things I took note of were:
-string searching is best done in Baidu and instead of using operators and modifers in English and then using local language key words it's best to write the operators and modifiers if possible in only Chinese characters are only in English... hybrid strings seem to confuse the search engine
-Baidu and Alibaba(the 2nd biggest search engine) look like they use full Boolean syntax. Another popular is Sogou.
-www.QQ.com the 9th biggest web site in the world, by individual visitors per day, is not really used for industry sourcing and is more a competitor to Microsoft's IM rather than anything else
-51jobs.com is the most popular job board
-LinkedIn and Facebook are growing but www.kaixin001.com,www.hainei.com and
www.xiaonei.com are more popular.
-Mobile is on the move and instant messages is becoming popular to contact ggraduate candidates.
-Minimum wage per month is around 700 yuan or 80 euros per month in a lot of country based manufacturing companies
-20 million people have lost their jobs as a result of the global recession.
Facebook's own profile search has been bettered by a recent free plugin that has been created in the open source community, check it out here.
Also worth looking at is LinkedIn's new email search agent where you can receive emails when new people enter your 3 degrees who meet your search criteria. There are 3 free searches and you can get more when you have a paid LinkedIn account... check it out at www.linkedin.com/search and edit or cancel them anytime at www.linkedin.com/search?savedSearchListing
I'm delighted to announce that as part of the line up for the up and coming "Future of Recruitment Conference" Patrick Traynor, Sales Manager for Corporate Solutions at LinkedIn will be flying into Dublin to give the attendees a presentation on LinkedIn and its meteroic rise into social networking and recruitment. It's great to have LinkedIn taking part and I'm looking forward to hear Patrick's thoughts on the recession and the future. 
