In addition to Sonru and Prima.ie I'm glad to report that CWJobs have kindly agreed to sponor the Irish Recruiters Conference on the 7th of October. Here's a little about the company and what they offer...
CWJobs.co.uk is the leading specialist IT recruitment website enabling both permanent and contract IT jobseekers to search and apply for jobs across all skills and industry sectors throughout the UK and Ireland, and offering hiring employers a fast and effective recruitment solution.
Each month the site draws over 320,000* IT candidates attracted by the opportunity to search thousands of IT jobs from the UK and Ireland’s leading employers and generating more than 340,000* job applications.
Hundreds of companies and recruitment consultancies advertise their IT vacancies on CWJobs.co.uk and access CWJobs’ CV database of over 240,000 IT professionals. CWJobs.co.uk has offices in London, Manchester and Ireland-based sales representatives.
Check out their site here to learn more about them. There much much bigger than you probably thought.
To advertise, trial or access our comprehensive CV database, email us at Deirdre.Maloney@cwjobs.co.uk or call us today on 00353 87 7927479.
*Independently audited by ABC Electronic, October 2008
Showing posts with label conference. Show all posts
Showing posts with label conference. Show all posts
4.6.09
Part 1 down Part 2 on the way!
A BIG THANK you to Anne Heraty of CPL, Jane Lorigan of Saaongroup, Joe Ffrench of Microsoft and Patrick Traynor of LinkedIn for their very insightful and provactive presentations at the "The Future of Recruitment: Part 1: The Road Ahead" conference. Also,thanks to the sponsor on the day Pairic O'Dowd of Prima and all those who attended. It was great to see so much education taking place and open and honest dialogues about the times we find ourselves in and the speed at which technology is evolving the industry.
There was a lot I took from the session. Just some of which were:
1. Anne Heraty's opening slide " Bad and Getting Worse" - was a very interesting way to kick off a presentation! Her thoughts on where the recruitment agency industry needs to get to in the next few years was an intersting perspective on "talent scouting" or "collaborative consultancy" with businesses.
2. LinkedIn's presentation was great! Learning about their concepts around"Super Groups", their Opensocial ideas and how this will evolve their apps platform, and their future development roadmap around wanting to be the defacto "online address book" for professionals and their plans on how they intend to do this was an excellent example of how progressively they are thinking about the future use of technology. They are most definitely a leader in their field and will become more important than ever for recruiters in the near future, especially in-house recruitment teams with the next iteration of their "recruiter" product. But at 29k US for 3 user licenses it will be interesting to see how people react to the cost.
3. Jane Lorigan's insights into moving of the IrishJobs platform to career mangement, skill gaps assessment and analysis and her open and honest admission that the Irish recruitment industy had "taken their eye off the ball" the last couple of years, set the tone for some very good debate and was very welcome.
4. I also took from the meeting a lot of positive feedback in relation to my "Recruitment Darwinism" concept and why it is critical to be able to analyse technology trends if a company is trying to respond to change "it is not the strongest of the species that survive, nor the most intelligent, but the one most responsive the change" . For FY10 and beyond: Cloud Computing, Green IT, Unified Messaging, Social Software and Virtualisation will certainly be key technology trends that will call be the clarion call that will summon through a lot of recruitment innovation in the near future.
5 Likewise, it was great to see such a positive response to the concept of the "cloud recruiter" that now exists amongst us and how automation and aggregation are going to evolve the industry dramatically enhanced by mobility and applets in the near future.
And "Yes" we can try keep the momentum, networking and learning moving forward and I will do my best to see if we can organise Part: 2 of the conference before the end of the year!
There was a lot I took from the session. Just some of which were:
1. Anne Heraty's opening slide " Bad and Getting Worse" - was a very interesting way to kick off a presentation! Her thoughts on where the recruitment agency industry needs to get to in the next few years was an intersting perspective on "talent scouting" or "collaborative consultancy" with businesses.
2. LinkedIn's presentation was great! Learning about their concepts around"Super Groups", their Opensocial ideas and how this will evolve their apps platform, and their future development roadmap around wanting to be the defacto "online address book" for professionals and their plans on how they intend to do this was an excellent example of how progressively they are thinking about the future use of technology. They are most definitely a leader in their field and will become more important than ever for recruiters in the near future, especially in-house recruitment teams with the next iteration of their "recruiter" product. But at 29k US for 3 user licenses it will be interesting to see how people react to the cost.
3. Jane Lorigan's insights into moving of the IrishJobs platform to career mangement, skill gaps assessment and analysis and her open and honest admission that the Irish recruitment industy had "taken their eye off the ball" the last couple of years, set the tone for some very good debate and was very welcome.
4. I also took from the meeting a lot of positive feedback in relation to my "Recruitment Darwinism" concept and why it is critical to be able to analyse technology trends if a company is trying to respond to change "it is not the strongest of the species that survive, nor the most intelligent, but the one most responsive the change" . For FY10 and beyond: Cloud Computing, Green IT, Unified Messaging, Social Software and Virtualisation will certainly be key technology trends that will call be the clarion call that will summon through a lot of recruitment innovation in the near future.
5 Likewise, it was great to see such a positive response to the concept of the "cloud recruiter" that now exists amongst us and how automation and aggregation are going to evolve the industry dramatically enhanced by mobility and applets in the near future.
And "Yes" we can try keep the momentum, networking and learning moving forward and I will do my best to see if we can organise Part: 2 of the conference before the end of the year!
2.6.09
Thank you to Prima.ie for sponsoring the first Irish Recruiters conference
It's only a day away from the inaugral Irish Recruiters conference and a big thank you to all those who have agreed to make presentations and also those who have invested hard cash in coming along to the event. It should be a great day of networking, learning and debate and it will be very interesting to hear people's opinions on the evolution of the industry.Also, a BIG THANK YOU to Páraic O'Dowd the CEO and founder of Prima (www.prima.ie) "a specialist provider of Accountancy Services to Contractors, providing Private Limited Company & Umbrella Company options" for sponsoring the conference.
Alot of you who are involved in fianncial contract recruitment may know of Prima and Páraic already but if not he'd be happy to meet you at the conference or receive any requests for information at: Paraic@prima.ie
26.5.09
1 week to go to the Irish Recruiters "Future of Recruitment conference"
It's just over 1 week to go to the Irish Recruiters LinkedIn Group "Future of Recruitment: Part 1: The Road Ahead" conference at the Westbury Hotel, Dublin on the 3rd of June from 2pm to 7.30pm.
In many ways recruitment is staying the same as it always has been and in many ways we are seeing recruitment's industrial revolution taking place before our very eyes. I believe the industry has begun to "reboot" itself. The Future of Recruitment conference will discuss what are the challenges affecting the Irish recruitment industry from within and abroad and what role technology will play to evolove the industry as we know it forever. To learn more go here.
On the day (just in case you don't know already) there will be a mini- job fair for unemployed recruiters. During the break session from 4 to 4.30pm potential employers and unemployed recruiters will be provided with a space to meet to see if we can find some unemployed recruiters some jobs.
The Future of Recruitment Is In The Cloud!
In many ways recruitment is staying the same as it always has been and in many ways we are seeing recruitment's industrial revolution taking place before our very eyes. I believe the industry has begun to "reboot" itself. The Future of Recruitment conference will discuss what are the challenges affecting the Irish recruitment industry from within and abroad and what role technology will play to evolove the industry as we know it forever. To learn more go here.
On the day (just in case you don't know already) there will be a mini- job fair for unemployed recruiters. During the break session from 4 to 4.30pm potential employers and unemployed recruiters will be provided with a space to meet to see if we can find some unemployed recruiters some jobs.
The Future of Recruitment Is In The Cloud!
14.5.09
Google Revs Up Some New Search Features
One of the next Rubicon's for search to traverse is the boundaries of structured versus unstructured search. It is much easier to get answers from databases where everything is organised, labeled, stamped and categories correctly. As the avalanche of data being added to the web keeps growing, keyword searching keeps getting closer to breaking point. Introducing this needed structure to the web is something that has been on the mind of some of the world's most famous search engine development departments for some time now. Google started to look at this topic recently with their dipping of toes into "universal search" e.g. embedding You Tube into the search results. However, they are now starting to tackle this with their own Google Squared initiative that has just come out of Google labs. Google Squared extracts data from Web pages and presents them in search results as squares in an online spreadsheet. See video below.
Understanding how search engines work - not just the big 3 - but those that allow "semantic search" and meta search is imperative to understanding how to mine properly. Understanding spidering, indexing, flipping, x-raying, syntax, operators, modifiers and search engine optimisation (SEO)in all its guises and forms is essential to become a modern day smart internet savvy recruiter. Understanding what cross linking is, organic search ranking, meta-tagging, tagging and cross pollination is important if you are to understand how to search in all the various types of informational systems both light, heavy, and the deep web that recruiters currently have for free at their disposal when traditional recruitment techniques have failed. I'll be showing some of the search engines, outside of the "big 3" that recruiters should be aware of, as well as some tools and techniques, they should also begin to investigate more, in order to get better at recruiting at the Future of Recruitment conference on the 3rd of June.
But back to Google for a moment.
There are dozens of semantic search start-ups trying to impose structure on the Web to perform similar tricks as Google Squared. Another high profile start up, which I have covered before on this blog, that is launching this Monday is Wolfram Alpha. This takes a slightly different approach to Google in that it simply ingests massive amounts of information into its own databases where it can query it to its heart’s delight. There seems to be rivalry between both of the companies already. The big,big difference between the both is size. Wolfram's databases will never match what is available on the web. They currently hold 10 terabytes which is a very small number compared to the size of the web.
Google squared is a very experimental, early, step at trying to organise the worlds data on the web in a far more intuitive format that we have today. Looking at the video below where I believe this may apply to recruitment is we will be able to find candidate CVs, bio's conversations, etc in a much more structured format. We may possibly be able in the future run a search that provide focused results that are pushed back in web format in a database layout that can be converted into .csv and then imported into your own ATS for review and dissemination. I'll be watching to see what comes out of this initiative in the future and how it can be applied to making searching for passive candidates more efficient.
Understanding how search engines work - not just the big 3 - but those that allow "semantic search" and meta search is imperative to understanding how to mine properly. Understanding spidering, indexing, flipping, x-raying, syntax, operators, modifiers and search engine optimisation (SEO)in all its guises and forms is essential to become a modern day smart internet savvy recruiter. Understanding what cross linking is, organic search ranking, meta-tagging, tagging and cross pollination is important if you are to understand how to search in all the various types of informational systems both light, heavy, and the deep web that recruiters currently have for free at their disposal when traditional recruitment techniques have failed. I'll be showing some of the search engines, outside of the "big 3" that recruiters should be aware of, as well as some tools and techniques, they should also begin to investigate more, in order to get better at recruiting at the Future of Recruitment conference on the 3rd of June.
But back to Google for a moment.
There are dozens of semantic search start-ups trying to impose structure on the Web to perform similar tricks as Google Squared. Another high profile start up, which I have covered before on this blog, that is launching this Monday is Wolfram Alpha. This takes a slightly different approach to Google in that it simply ingests massive amounts of information into its own databases where it can query it to its heart’s delight. There seems to be rivalry between both of the companies already. The big,big difference between the both is size. Wolfram's databases will never match what is available on the web. They currently hold 10 terabytes which is a very small number compared to the size of the web.
Google squared is a very experimental, early, step at trying to organise the worlds data on the web in a far more intuitive format that we have today. Looking at the video below where I believe this may apply to recruitment is we will be able to find candidate CVs, bio's conversations, etc in a much more structured format. We may possibly be able in the future run a search that provide focused results that are pushed back in web format in a database layout that can be converted into .csv and then imported into your own ATS for review and dissemination. I'll be watching to see what comes out of this initiative in the future and how it can be applied to making searching for passive candidates more efficient.
13.5.09
Irish Recruiters Conference Update - Mini Recruiters Job Fair
Adding to my recent post on unemployed recruiters attending the conference I would like to say that from 4pm to 4.30pm during the break session in the presentations I am going to set up an area where unemployed recruiters can informally meet companies or recruitment agencies that are trying to hire recruiters. So far I have 3 unemployed recruiters and 1 recruitment agency that said they would like to avail of this. It's a small start but it would be great if it could turn into a tiny job fair which hopefully gets some recruiters back to work. Please spread the word.
25.4.09
Irish Recruiters Conference Update
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).
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