Well, if you do, then you'll like this.
2lingual,has a front page with two search boxes. Choose the language you want to search in from the drop-down boxes and start typing your query in the left box.
Today I was looking for a Brazilan recruitment blog from Sao Paulo and it helped a lot!
23.7.09
CPL acquires assets of Ecom Interaction Services
Not alot about this on the Net, but here is the update and a small section on it on one of the CPL employee blogs, here.
17.7.09
CPL picks up more distressed assets at bargin prices
CPL yesterday once again went on the acquisition trail by taking advantage ofrivals' problems as it bought two further units of Newcourt, the collapsed business support services provider. To learn more read the article here. Something tells me this is not the end of the bargain hunting and you can expect the company to also look for opportunities not only to diversify its portfolio but also expand its market reach into Europe.
Microsoft launches new career web site
This is the culmination of two years work where we decided back then to re-invest in our talent management systems and update our Applicant Tracking System to a new SAP platform. The logical step after deciding to invest in a new ATS was to also invest in a new career site platform which is what we did. Over 10 full-time people worked on this project in addition to a validation team that was set up for project management and quality control. Margie Medd, Microsoft’s director of employment branding, spearheaded the project aided by one of our finest Recruitment Marketing Managers, Liz Frideman, and both have done a terrific job. At Microsoft, in my opinion we have under invested across our businesses' portfolios including recruitment at telling our story. This is a great step forward in the right direction creating a one message platform that allows for more built in social media inclusion and tailorisation at the country level.
When we started our focus groups two years ago it became obvious that three things were critical for success: search and apply for jobs was number one. Knowing what to apply for in a company with 100,000 employees was next on the list and third was specific information on the company and the job.
That’s why the job search is ubiquitous on the site and that’s why the navigation bar is super simple with only three main channels: Apply Now, Find Your Fit, and Meet Microsoft. The content for the latter two channels will grow over the next several months, although the core pieces are in place. Microsoft’s most popular recruiting features - Hey Genius, View
We are already planning for more social media integration and more story telling in the coming months which should be exciting when launched. On the topic of media, also check out our Office 2010 trailer. There is a lot of cool things happening in Microsoft at the moment and its great to work with so many creative people now more than ever who are getting an opportunity to express themselves much more in the ideas they have and in the way they work. The future of recruitment is in the cloud!
16.7.09
15.7.09
CPL in the black and on the acquisition trail
I'm only catching up on my CPL news now but in a note last week Goodbody analyst Dan Cavanagh said he was expecting operating profit of €4.9m for CPL in the year to June 30.
CPL Resources,has warned in a trading statement that the outlook for the group for the remainder of 2009 remains uncertain."It is impossible to predict with any accuracy whether the markets in which the group operates will experience any significant improvement in the foreseeable future," the company said yesterday. Shares in CPL finished down over 2pc at €1.35 yesterday.
Also, the company has been on the acquisition trail by agreeing to buy the business and assets of Kenny Whelan & Associates from the receiver of Newcourt, David Carson of Deloitte. To learn more go here, and here.
CPL Resources,has warned in a trading statement that the outlook for the group for the remainder of 2009 remains uncertain."It is impossible to predict with any accuracy whether the markets in which the group operates will experience any significant improvement in the foreseeable future," the company said yesterday. Shares in CPL finished down over 2pc at €1.35 yesterday.
Also, the company has been on the acquisition trail by agreeing to buy the business and assets of Kenny Whelan & Associates from the receiver of Newcourt, David Carson of Deloitte. To learn more go here, and here.
Nice! Bing Tweet Integration
Microsoft's new Bing search engine was the first of the big search engines to integrate Twitter into results. Yesterday, Microsoft’s fledgling search tool has gone one step further with Twitter launching BingTweets, a separate site that combines Bing search with Twitter search and trending topics.
There will be more from the Bing team in terms of Twitter integration in the future, however. The Bing team writes, “many people share their thoughts on Twitter, and search engines don’t currently do a great job of capturing that real-time content. We designed Bing to help you make faster, more informed decisions, and, since people often turn to real-time content to help them make decisions, BingTweets was a logical next step.”
14.7.09
TwittAround and Augmented Reality (AR)
A lot of people are calling Augmented Reality AR) the new mobile killer app. Certainly there has been a lot of debate about it of late and how it will revolutionising the way we live. Even Twitterland has caught onto this new emerging field and now there is a new beta augmented reality out for the new iPhone called TwittAround. Interessting to see that Apple has not opened up there full SDK for augmented reality yet, but there is plenty of folk petitioning them to do so. When this happens expect a flood of new AR apps on the market.
10.7.09
TwitterJobSearch.com Adds Video CV Functionality
Looks like Bill Fischer and his team have been very busy of late one of the products of which is TwitterJobSearch has added support for Video CVs to its product. This enables job seekers to attach a Video CV or even a "personal video elevator pitch" to job offers that have been posted to Twitter with a single click.
The new service allows individuals to quickly record a Video CV and then attach that Video to a job that has been posted in Twitter. By simplifying the process of creating the video and by developing a single-click way to get that Video CV in front of the hiring manager, they're hoping to make that functionality more widely available.
"Recruiters are now faced with the challenge of having to quickly evaluate multiple candidates, and video can help in these assessments," commented Bill Fischer, Co-Founder of TwitterJobSearch. "We're tracking and/or working with companies in 17 countries that are using Twitter as part of their recruitment efforts. Our products build a layer of services on the Twitter infrastructure that connects job seekers and employers."
Bill is going to be presenting at Part 2 of the Future of Recruitment conference. I'm looking forward to hearing what he has to say on the day and to get his perspective on what the future of micro-blogging holds for the recruitment industry, should be a very interesting presentation.
The new service allows individuals to quickly record a Video CV and then attach that Video to a job that has been posted in Twitter. By simplifying the process of creating the video and by developing a single-click way to get that Video CV in front of the hiring manager, they're hoping to make that functionality more widely available.
"Recruiters are now faced with the challenge of having to quickly evaluate multiple candidates, and video can help in these assessments," commented Bill Fischer, Co-Founder of TwitterJobSearch. "We're tracking and/or working with companies in 17 countries that are using Twitter as part of their recruitment efforts. Our products build a layer of services on the Twitter infrastructure that connects job seekers and employers."
Bill is going to be presenting at Part 2 of the Future of Recruitment conference. I'm looking forward to hearing what he has to say on the day and to get his perspective on what the future of micro-blogging holds for the recruitment industry, should be a very interesting presentation.
8.7.09
Google Chrome OS on the way
Check out what Google had to say about it on the offical Google blog, here.
"It's been an exciting nine months since we launched the Google Chrome browser. Already, over 30 million people use it regularly. We designed Google Chrome for people who live on the web — searching for information, checking email, catching up on the news, shopping or just staying in touch with friends. However, the operating systems that browsers run on were designed in an era where there was no web. So today, we're announcing a new project that's a natural extension of Google Chrome — the Google Chrome Operating System. It's our attempt to re-think what operating systems should be." Sundar Pichai, VP Product Management and Linus Upson, Engineering Director
"It's been an exciting nine months since we launched the Google Chrome browser. Already, over 30 million people use it regularly. We designed Google Chrome for people who live on the web — searching for information, checking email, catching up on the news, shopping or just staying in touch with friends. However, the operating systems that browsers run on were designed in an era where there was no web. So today, we're announcing a new project that's a natural extension of Google Chrome — the Google Chrome Operating System. It's our attempt to re-think what operating systems should be." Sundar Pichai, VP Product Management and Linus Upson, Engineering Director
Job Search Engine Simply Hired launches in Ireland but do they have an unfair advantage and should they be allowed to scrape others jobs?
Does Ireland need a job search engine entry into the market. Simply Hired thinks so and I can see why! Last week they launched into five new markets including our own, the list of locations goes as follows: Italy (www.simplyhired.it), Ireland (www.simplyhired.ie), Belgium (www.simplyhired.be), the Netherlands (www.simplyhired.nl) and Brazil (www.simplyhired.com.br).
Having indexed more than five million jobs worldwide, Simply Hired’s country-specific destination websites in Italy, Ireland, Belgium, the Netherlands and Brazil now enable job seekers to search from the leading job boards, content websites, newspapers, and company career pages in each country—providing a simple online job search experience. Through its international partnership with LinkedIn, Simply Hired’s local websites will also allow job seekers to discover connections at companies, providing them the inside track on the hiring process. Without requiring membership, Simply Hired immediately shows returning users which new listings have been added since their last visit and offers an advanced search option to return job listings that match specific criteria, all in the users’ native language.
“Simply Hired is proud to offer localized job search engines in Europe, Asia, North America, South America and Australia,” said Sachin Shah, Director of International, Simply Hired. “Our recent expansion to Italy, Ireland, Belgium, the Netherlands and Brazil is a testament of our commitment to helping job seekers around the world.”
“As Simply Hired continues to grow and expand globally, localizing our job search services is crucial to ensuring successful market entry,” said Gautam Godhwani, Co-founder and CEO, Simply Hired. “Localized Simply Hired sites in the U.S., Australia, Canada, India, the U.K., Germany, Spain and France are already providing job seekers in these countries the best opportunity possible to discover their dream job. By expanding our services to Italy, Ireland, Belgium, the Netherlands and Brazil, Simply Hired is demonstrating a strong commitment to the worldwide job search market.”
What Simply Hired is doing is worth digging deeper.
Let's do a search:
I logged onto their site today and conducted a very simple search for "recruiter" under the keyword search prompt, pulling up 98 results. The engine produced roles posted on Stelfox's web site, IrishJobs, LoadzaJobs, Gumtree and also Recruit Ireland's to name but a few. Very nice! However, one thing I was disssappointed with was the number of duplicate jobs that were aggregated which is typically the major failings of all aggregators that are not smart enough to allow for semantic or intelligent search features. But still, I was impressed. What I also liked was the advanced search feature which allows Boolean syntax.
A simple search for - recruiter (waterford OR cork) NOT cpl - pulled up a very focused 12 results which allows me extra functionality to pin point the type of roles I am searching for and in some cases gives me the ability to reduce the duplications myself with even more targeted strings.
Very interestingly in the results page that it turned back you see a little LinkedIn icon that prompts you for access to your account. This is the first time that I have seen LinkedIn integration with a jobs search engine and it is an extremely clever way to find contacts that might be able to give you information from withn the company the job exists.
What I particularly like:
1. It's clever technology: Aggregaton by its nature is efficient and that's why search engine aggregators like Dogpile have been holding their own and doing well. The basic premsise of one location to go and get your jobs from still is a powerful pulling point. Most job seekers don't care what job board they visit to get their jobs. There is very little loyalty involved. If they could go to one location to get them all they probably would. I know I would. What is particularly impressive is when you return to the site it remembers your previous searches and in a simple dashboard like feature at the front of the site refreshes your search and tells you how many matches it has and provides then a list of RSS feeds for each search you made for you to subscribe to. Very well thought UI concept with the job seeker very firmly being taught about as being in the driving seat of their own search.
2. Clever partnership deals. Simply Hired is only a 4 year old company but already it is in the top75 web sites in the US for a reason. It powers 30,000 local job portals and is part of a network of more than 5,000 sites. They also power the international job channel for MySpace U.K. and supplement LinkedIn’s job board with millions of job listings from Canada, United Kingdom, Australia, India, France, Germany and Spain. They have also created partnerships with BusinessWeek, US News & World Report, Workforce Management, CNN Money and most recently, The Washington Post. They will try replicate this platform abroad. The LinkedIn and MySpace deals are good news for the company. Watch out for more in the future on their various country platforms. Expect to see integration with Wer-Kennet-Wen or Xing in Germany and the likes of Orkut in Brazil.
Check out Lucian Beebe, Director of Product Management at LinkedIn, walks through the LinkedIn API implementation on the SimplyHired site.
3. Google Monetisation functionality is both at the top, side and bottom of all searches. While some Irish job boards have integrated this feature and done an "ok" job at doing so they should pay attention to the prevalence and positioning of the ads on Simply Hired platform.
Simply Hired's entry into Ireland for me raises the entire discussion again that has been raging in the US for quite some time on the vaildity of "job aggregators" - but this time brings the topic to our own door steps. Just a few short years ago sales reps for some of the major job boards in the US were outraged at aggregators bold enough to scrape postings without permission from job boards or corporate career sites and some companies like Craig's list went as far as to ban them from spidering their site entirely.Others believe they are a positive force in the recruitment industry that won't be going away any time soon and if used properly can help with your search engine optimisatoin strategies and get more people to your own site. I wonder what the Irish recruitment industry thinks?
While Simply Hired have not entered Ireland with trumpets blowing and huge marketing budgets at the ready it will be interesting to see if they do decide to splash out with some advertising and if so how and when and whether or not job seekers in large numbers begin to avail of their service in any kind of sizeable numbers.
This is a very good example of recruitment innovation in the job board market that is pushing the boundaries of the industry in a new direction. It will be very interesting to watch where Simply Hired goes from here, especially with their integration and apps strategy. I'll be watching closely.
Having indexed more than five million jobs worldwide, Simply Hired’s country-specific destination websites in Italy, Ireland, Belgium, the Netherlands and Brazil now enable job seekers to search from the leading job boards, content websites, newspapers, and company career pages in each country—providing a simple online job search experience. Through its international partnership with LinkedIn, Simply Hired’s local websites will also allow job seekers to discover connections at companies, providing them the inside track on the hiring process. Without requiring membership, Simply Hired immediately shows returning users which new listings have been added since their last visit and offers an advanced search option to return job listings that match specific criteria, all in the users’ native language.
“Simply Hired is proud to offer localized job search engines in Europe, Asia, North America, South America and Australia,” said Sachin Shah, Director of International, Simply Hired. “Our recent expansion to Italy, Ireland, Belgium, the Netherlands and Brazil is a testament of our commitment to helping job seekers around the world.”
“As Simply Hired continues to grow and expand globally, localizing our job search services is crucial to ensuring successful market entry,” said Gautam Godhwani, Co-founder and CEO, Simply Hired. “Localized Simply Hired sites in the U.S., Australia, Canada, India, the U.K., Germany, Spain and France are already providing job seekers in these countries the best opportunity possible to discover their dream job. By expanding our services to Italy, Ireland, Belgium, the Netherlands and Brazil, Simply Hired is demonstrating a strong commitment to the worldwide job search market.”
What Simply Hired is doing is worth digging deeper.
Let's do a search:
I logged onto their site today and conducted a very simple search for "recruiter" under the keyword search prompt, pulling up 98 results. The engine produced roles posted on Stelfox's web site, IrishJobs, LoadzaJobs, Gumtree and also Recruit Ireland's to name but a few. Very nice! However, one thing I was disssappointed with was the number of duplicate jobs that were aggregated which is typically the major failings of all aggregators that are not smart enough to allow for semantic or intelligent search features. But still, I was impressed. What I also liked was the advanced search feature which allows Boolean syntax.
A simple search for - recruiter (waterford OR cork) NOT cpl - pulled up a very focused 12 results which allows me extra functionality to pin point the type of roles I am searching for and in some cases gives me the ability to reduce the duplications myself with even more targeted strings.
Very interestingly in the results page that it turned back you see a little LinkedIn icon that prompts you for access to your account. This is the first time that I have seen LinkedIn integration with a jobs search engine and it is an extremely clever way to find contacts that might be able to give you information from withn the company the job exists.
What I particularly like:
1. It's clever technology: Aggregaton by its nature is efficient and that's why search engine aggregators like Dogpile have been holding their own and doing well. The basic premsise of one location to go and get your jobs from still is a powerful pulling point. Most job seekers don't care what job board they visit to get their jobs. There is very little loyalty involved. If they could go to one location to get them all they probably would. I know I would. What is particularly impressive is when you return to the site it remembers your previous searches and in a simple dashboard like feature at the front of the site refreshes your search and tells you how many matches it has and provides then a list of RSS feeds for each search you made for you to subscribe to. Very well thought UI concept with the job seeker very firmly being taught about as being in the driving seat of their own search.
2. Clever partnership deals. Simply Hired is only a 4 year old company but already it is in the top75 web sites in the US for a reason. It powers 30,000 local job portals and is part of a network of more than 5,000 sites. They also power the international job channel for MySpace U.K. and supplement LinkedIn’s job board with millions of job listings from Canada, United Kingdom, Australia, India, France, Germany and Spain. They have also created partnerships with BusinessWeek, US News & World Report, Workforce Management, CNN Money and most recently, The Washington Post. They will try replicate this platform abroad. The LinkedIn and MySpace deals are good news for the company. Watch out for more in the future on their various country platforms. Expect to see integration with Wer-Kennet-Wen or Xing in Germany and the likes of Orkut in Brazil.
Check out Lucian Beebe, Director of Product Management at LinkedIn, walks through the LinkedIn API implementation on the SimplyHired site.
3. Google Monetisation functionality is both at the top, side and bottom of all searches. While some Irish job boards have integrated this feature and done an "ok" job at doing so they should pay attention to the prevalence and positioning of the ads on Simply Hired platform.
Simply Hired's entry into Ireland for me raises the entire discussion again that has been raging in the US for quite some time on the vaildity of "job aggregators" - but this time brings the topic to our own door steps. Just a few short years ago sales reps for some of the major job boards in the US were outraged at aggregators bold enough to scrape postings without permission from job boards or corporate career sites and some companies like Craig's list went as far as to ban them from spidering their site entirely.Others believe they are a positive force in the recruitment industry that won't be going away any time soon and if used properly can help with your search engine optimisatoin strategies and get more people to your own site. I wonder what the Irish recruitment industry thinks?
While Simply Hired have not entered Ireland with trumpets blowing and huge marketing budgets at the ready it will be interesting to see if they do decide to splash out with some advertising and if so how and when and whether or not job seekers in large numbers begin to avail of their service in any kind of sizeable numbers.
This is a very good example of recruitment innovation in the job board market that is pushing the boundaries of the industry in a new direction. It will be very interesting to watch where Simply Hired goes from here, especially with their integration and apps strategy. I'll be watching closely.
7.7.09
30.6.09
Ireland creates ‘Innovation Taskforce’ to make smart economy a reality
Something I am passionate about is Ireland becoming a true "smart economy" fit to compete with the best other "smart economies" the world has to offer. Technology in all its guises will have a huge part to play in how Ireland will consolidate, rebuild and refocus. With that in mind I applaud the recent set up of the Innovation Taskforce. Attracting the best minds the world has to offer to these shores will be a challenge in suceeding with a "smart economy"- that's where recruiters have a part to play! To learn more go here.
iGoogle for the iPhone
One of the tools I use to automate certain searches I do to map out talent pools around the world or construct a boolean search I want to automate is iGoogle. So far its probably the nearest I'm come to having a recruiter's personal operating system. Now it's gone mobile which has saved me some time as I can now access my configuation instead of having to go to multiple sites as before. iGoogle mobile is available for the iPhone and Android.
Here's what one of the Google representatives had to say about it:
“This new version is faster and easier to use. It supports tabs as well as more of your favorite gadgets, including those built by third-party developers … One of our favorite new features is the in-line display of articles for feed-based gadgets. That means you can read article summaries without leaving the page. You can also rearrange gadget order or keep your favorite gadgets open for your next visit.”
To learn more check out the below videos:
For the first video go to 1 minute 41 seconds to skip the intro.
Here's what one of the Google representatives had to say about it:
“This new version is faster and easier to use. It supports tabs as well as more of your favorite gadgets, including those built by third-party developers … One of our favorite new features is the in-line display of articles for feed-based gadgets. That means you can read article summaries without leaving the page. You can also rearrange gadget order or keep your favorite gadgets open for your next visit.”
To learn more check out the below videos:
For the first video go to 1 minute 41 seconds to skip the intro.
25.6.09
Yahoo's HotJobs offers new Pay Per Candidate model
Here's what HotJobs say on their site, here.
"Yahoo! HotJobs Pay Per Candidate is a revolutionary new product never before seen in the online recruitment landscape. It lets recruiters pay per candidate, rather than per job post. You now have the ability to directly tie recruitment dollars to the desired outcome — the candidate's application or click-through to your site.
Recruiters can choose from two application methods:
"Yahoo! HotJobs Pay Per Candidate is a revolutionary new product never before seen in the online recruitment landscape. It lets recruiters pay per candidate, rather than per job post. You now have the ability to directly tie recruitment dollars to the desired outcome — the candidate's application or click-through to your site.
Recruiters can choose from two application methods:
a) Candidate completes the entire job application on the HotJobs site, or
b) Candidate clicks-through to your company's hiring site
With option (a), recruiters have the ability to pay only for pre-screened candidates. You pre-screen candidates by creating a customized questionnaire, so you only pay for candidates that pass the questionnaire.
With option (b), recruiters keep candidates on their career website for the application process.
Pay Per Candidate lets you: b) Candidate clicks-through to your company's hiring site
With option (a), recruiters have the ability to pay only for pre-screened candidates. You pre-screen candidates by creating a customized questionnaire, so you only pay for candidates that pass the questionnaire.
With option (b), recruiters keep candidates on their career website for the application process.
- Closely manage costs for your online recruiting needs.
- Cap the number of Applies per job and re-allocate unused Applies to other jobs throughout the term of your contract.**
- Save time, because when you use the HotJobs application process, you no longer have to evaluate candidates that haven't been pre-screened by your questionnaire."
Sony/Ericsson get in on the App game
Not wanting to be the last person with out a chair in a game of muscial app chairs Sony/Ericsson have decided to add to their PlayNow arena where you can already downloadable games, songs, ringtones and wallpapers for its handsets by launching their own App store which with more than likely see a flury of messaging, social networking and productivity apps flowing in. Sony Ericsson has stated that it will be collaborating with independent app store GetJar in order to offer as wide a range of applications as possible. GetJar currently has hundreds of free Java and Symbian-based mobile apps for handsets ranging across Sony Ericsson to the BlackBerry, Palm, HTC and Samsung. The app wars have truely begun!
24.6.09
Two interesting polls being run on LinkedIn at the moment
One poll asked whether respondents plan to use social and professional sites more to recruit - 86% said Yes, 8% said No, and 5% said Unclear. The second questions asks: which social sites have you used most successfully to hire? I wonder would we see a similar result if the polls were run in Ireland!
23.6.09
Saongroup.com appoints ADTECH to Serve Online Advertising
I'm only catching up with this now but ADTECH last week announced that saongroup.com, has chosen its ad server solution to deliver online advertising campaigns across its job sites globally. To learn more go here. Worth checking out their platform-a technology, here.
Jane Lorigan, Managing Director Ireland at Saongroup commented: “Our business has expanded rapidly over the past few years but so too has the market. Advertising models have matured and it is a more accepted part of life now. We’ve established trust with users so they readily accept adverts as an integral part of our sites. Advertising is a key part of our business strategy and getting delivery right, is critical for campaign success.”
She continued: “Initially we used our own ad server software which was good but it required lots of internal development and the IT department were spending a lot of time managing it. Given this, we made the decision to outsource the ad serving to an external provider We wanted a solution which would work for the whole team – something everyone could use. After doing research and talking to other companies, ADTECH’s name came up time and time again. We went on to do some trials and found the software easy to use, the customer service very good and above all the technology was the newest software out there so no legacy issues to inherit that other products might have had.
The ADTECH team came over, set everything up and off we went! Their software is very intuitive so it did a lot of the work for us. Any queries we’ve raised have been answered really fast and its not been the painful process I anticipated. In terms of our ad sales, we have outsourced a portion of this again, but the providers work closely with ADTECH and are able to log in and use their ad serving software as well – making the most of the great reporting features which help to demonstrate campaign success. As an industry recognised solution its given us a great level of comfort about the accuracy of our data and that, is invaluable.”
Jane Lorigan, Managing Director Ireland at Saongroup commented: “Our business has expanded rapidly over the past few years but so too has the market. Advertising models have matured and it is a more accepted part of life now. We’ve established trust with users so they readily accept adverts as an integral part of our sites. Advertising is a key part of our business strategy and getting delivery right, is critical for campaign success.”
She continued: “Initially we used our own ad server software which was good but it required lots of internal development and the IT department were spending a lot of time managing it. Given this, we made the decision to outsource the ad serving to an external provider We wanted a solution which would work for the whole team – something everyone could use. After doing research and talking to other companies, ADTECH’s name came up time and time again. We went on to do some trials and found the software easy to use, the customer service very good and above all the technology was the newest software out there so no legacy issues to inherit that other products might have had.
The ADTECH team came over, set everything up and off we went! Their software is very intuitive so it did a lot of the work for us. Any queries we’ve raised have been answered really fast and its not been the painful process I anticipated. In terms of our ad sales, we have outsourced a portion of this again, but the providers work closely with ADTECH and are able to log in and use their ad serving software as well – making the most of the great reporting features which help to demonstrate campaign success. As an industry recognised solution its given us a great level of comfort about the accuracy of our data and that, is invaluable.”
22.6.09
Jason Kennedy whipping Grafton into shape
Jason is one of the seminal thought leaders in the Irish recruitment industy and is well known to those who have worked in Marlborough in the past and Manpower of late. He has now embarked on an exciting new project as group chief executive with Grafton. Learn more here.
LinkedIn launches new search technology
LinkedIn, has been working hard of late to improve its LinkedIn Recruiter product and as an enhancement has launched a new offering called Dynamic Refinements which is a service that helps recruiters source for passive and active candidates in the network’s database.
The new Dynamic Refinements provides recruiters filters to refine candidate searches and drill down results to the expertise, geography, education and industry background.
It makes searching for candidate faster and allows recruiters to source passive candidates in fewer clicks and less time than before. It also provides guided navigation throughout the search and eliminates the need to construct complex boolean queries.
“The new search technology and capabilities come at a time when recruiters are fully recognizing the value of passive candidates,” said Francois Dufour, LinkedIn’s Senior Director of Enterprise Marketing. “Our recent research shows that 60% of recruiters believe they get better hires when hiring passive talent and an overwhelming majority of recruiters are using LinkedIn to find passive candidates for job opportunities.”
The new Dynamic Refinements provides recruiters filters to refine candidate searches and drill down results to the expertise, geography, education and industry background.
It makes searching for candidate faster and allows recruiters to source passive candidates in fewer clicks and less time than before. It also provides guided navigation throughout the search and eliminates the need to construct complex boolean queries.
“The new search technology and capabilities come at a time when recruiters are fully recognizing the value of passive candidates,” said Francois Dufour, LinkedIn’s Senior Director of Enterprise Marketing. “Our recent research shows that 60% of recruiters believe they get better hires when hiring passive talent and an overwhelming majority of recruiters are using LinkedIn to find passive candidates for job opportunities.”
Did you register your URL on Facebook? Massive "land grab" taking place
Have you managed to get your personal or business URL registered on Facebook. To learn more read here or here.
Owners of Facebook Pages - public profiles for companies, organizations, or public figures must have been registered before May 31 in order to be eligible for a custom URL. Additionally, the Facebook Page must have had at least 1,000 fans as of May 31 in order to get a username now.
Owners of Facebook Pages - public profiles for companies, organizations, or public figures must have been registered before May 31 in order to be eligible for a custom URL. Additionally, the Facebook Page must have had at least 1,000 fans as of May 31 in order to get a username now.
16.6.09
Google to lauch micro-blogging search engine?
Search engines's like IceRocket have integrated Twitter searches for some time now. When are Google going to do the same? We already have Google blog search, so it seems like a logical next step for Google to introduce a Twitter like index feature for the public. What will be interesting will be what approach they take to do so. Rumours abound that they have been recently rebuffed with their attempt to buy Twitter so I would guess instead of "buy" it's now a case of "build".
So what should they be studying at the moment to decide on what they'll build. Twitter's search engine has two important drawbacks. It's limited to Twitter and results or sorted by date. Other search engines like Tweefind try at least sort Twitter posts by relevancy and search engines like Twingly try index multiple microblogging sites. I reckon none of them have hit the marke yet. I think Google will take a much more holistic view on the searchability of the index and the presentaiton of the results. Maybe a company like Topsy is company they should take their lead from. They've done a great job with their UI and the engine is gaining in popularity.
Another interesting sub plot in all of this will be if Twitter tries to stop Google's bots from spidering and indexing their sites or whether they will give them access up front like they have IceRocket. Maybe Google have already anticipated this and it is just a matter of time that we see Google simply bring out their own Twitter functinoality in Gmail or Wave and they create their own. I'm looking forward to seeing what they come up with but whatever it they need it soon. In the meantime check out the video on the very cool Topsy.
So what should they be studying at the moment to decide on what they'll build. Twitter's search engine has two important drawbacks. It's limited to Twitter and results or sorted by date. Other search engines like Tweefind try at least sort Twitter posts by relevancy and search engines like Twingly try index multiple microblogging sites. I reckon none of them have hit the marke yet. I think Google will take a much more holistic view on the searchability of the index and the presentaiton of the results. Maybe a company like Topsy is company they should take their lead from. They've done a great job with their UI and the engine is gaining in popularity.
Another interesting sub plot in all of this will be if Twitter tries to stop Google's bots from spidering and indexing their sites or whether they will give them access up front like they have IceRocket. Maybe Google have already anticipated this and it is just a matter of time that we see Google simply bring out their own Twitter functinoality in Gmail or Wave and they create their own. I'm looking forward to seeing what they come up with but whatever it they need it soon. In the meantime check out the video on the very cool Topsy.
15.6.09
Eircom goes mobile and check out Fennec and SkyFire
It's taken a very long time but it's a welcome entry by Eircom into the mobile internet world with it's new 3G broadband which is offering free access to the company’s 1,000 Wi-Fi hotspots around the country.
It will be providing 7.2Mbps broadband over 3G to users living in Dublin, Cork city, Dundalk, Drogheda, Bray, Naas and Newbridge. The company said it will be extending the coverage range to well over half the population by the end of the year. Unfortunately, Waterford has been forgotten again in the first phase but hopefully there'll be coverage there soon. While 7.2 Mbps is welcome I still think we will need to get to 25Mbps + before click through speeds on your mobile provide enough of a seemless experience for recruiters to really start searching the likes of LinkedIn or there own SaaS mobile enabled ATS become a reality but with the alpha entry of Firefox's Fennec and the increasing development of SkyFire the world of true seemless mobile broadband is becoming much more credible.
To learn more about Eircom go here.
To learn mroe about Fennec and SkyFire check out the below videos.
It will be providing 7.2Mbps broadband over 3G to users living in Dublin, Cork city, Dundalk, Drogheda, Bray, Naas and Newbridge. The company said it will be extending the coverage range to well over half the population by the end of the year. Unfortunately, Waterford has been forgotten again in the first phase but hopefully there'll be coverage there soon. While 7.2 Mbps is welcome I still think we will need to get to 25Mbps + before click through speeds on your mobile provide enough of a seemless experience for recruiters to really start searching the likes of LinkedIn or there own SaaS mobile enabled ATS become a reality but with the alpha entry of Firefox's Fennec and the increasing development of SkyFire the world of true seemless mobile broadband is becoming much more credible.
To learn more about Eircom go here.
To learn mroe about Fennec and SkyFire check out the below videos.
12.6.09
Who wants to learn to build an iPhone job app?
I've gone to a couple of iPhone app conferences now and it's very interesting to see the variety of business men and women from all different types of industries that have been at them to learn about harnesssing the power of the iPhone platform. For those of you who know how to code and have been scratching, and twitching to know more about iPhone's fastly growing ubquitous platform than more than likely you'll be very glad to hear about the launch of Apps School which will run its first course from the 20th to 24th of July in Dublin and is built for programmers with strong object-orientated programming skills to teach how to use Apple's iPhone Software Deveroper Kit.
The course, co-designed by the very talented Patrick Collison, co-founder of start-up Auctomatic, will be taught by SQT training with Havok intern and Intel Open Source Award winner Daniel Heffernan on board as tutor.
The course is very reasonable at €1,500 euros and the syllabus looks great for beginners. So far those recruiters amongst us that know a little C++ or Java or have access to a developer who you can afford to send on this course it might be a very cheap way to enter into the world of phone apps and launch Ireland's first Jobs App!
Who knows maybe you'll even better the iTie iPhone app that teaches you how to prepare you tie before an interview :) And it's free. Thank God for that!
Have a great w/end
The course, co-designed by the very talented Patrick Collison, co-founder of start-up Auctomatic, will be taught by SQT training with Havok intern and Intel Open Source Award winner Daniel Heffernan on board as tutor.
The course is very reasonable at €1,500 euros and the syllabus looks great for beginners. So far those recruiters amongst us that know a little C++ or Java or have access to a developer who you can afford to send on this course it might be a very cheap way to enter into the world of phone apps and launch Ireland's first Jobs App!
Who knows maybe you'll even better the iTie iPhone app that teaches you how to prepare you tie before an interview :) And it's free. Thank God for that!
Have a great w/end
10.6.09
REC in the UK crack down on non compliant agencies
From time to time I do some research into the UK and this caught my attention today. Taken from REC web site here
"The REC's 2008 Annual Complaints Report highlights its continuous crackdown on member agencies found in non-compliance with its ten point Code of Professional Practice.
During the year, the REC’s Professional Standards Committee issued four Reprimands, seven Inspections – four of which were for one agency, two Compliance Orders and in one instance expelled an agency from membership following revocation of its Gangmasters Licensing Authority licence.
Commenting on the Committee’s decisions, the REC’s Chief Executive, Kevin Green, said: “The action taken in these cases sends out a very clear message - that we will deal with those members accordingly who are found wanting in their delivery of the exemplary services demanded through our Code.
“At the heart of our activities is our relentless work in raising standards within the recruitment industry and our Professional Standards Committee ensures that we can identify those members who are not performing to our optimum requirements.”
Last year, the REC’s Professional Standards Team handled 827 complaints and inquiries – seven more than in 2007 with around 35 per cent of these being against members, nine per cent less than in the previous year.
Another 14 per cent were against non-members while the other 51 per cent were general inquiries including misuse of REC logos and notifications of scams.The team also started 22 formal investigations last year, two less than in 2007.
Last year, temporary workers were again the main group of complainants accounting for around 23 per cent of all queries compared to 30 per cent the previous year.Most of the complaints centred on pay problems, terms of engagement, holiday pay entitlement, unprofessional conduct and more general comments about poor communication and customer service.
Queries from permanent candidates also decreased slightly from 21 per cent last year to 20 per cent in 2008.
Fola Tayo, the REC’s Head of Professional Standards, said of the figures: “The downward trend in the number of complaints against our members is very encouraging and demonstrates their commitment to providing a first-class service.
“The introduction of inspections by our assessment team has provided a practical way of helping members uphold the regulations and this is an area of work we shall continue to expand this year.”
Findings of the report included:
* The greatest number of complaints came from the London region with 42 per cent of the total received. However, around a quarter of all members are located within this area. Next was the South East region with eight per cent which was more than a four per cent decrease on 2007. Lowest levels were recorded in Northern Ireland with one per cent followed by Wales with two per cent.
* Nine per cent of the total number of complaints related to sector groups – again a fall on the previous year which stood at 11 per cent. Most related to the Technology Sector with 24 complaints, six lower than in 2007.
* Most of the complaints received in the Technology Sector related to problems with unsolicited mail, poaching, contractual issues, payment and harassment.
* Next was the Drivers Sector which recorded 11 complaints most in relation to unprofessional conduct. The Education Sector was next with most of the nine complaints arising from difficulties with the portability of Criminal Records Bureau checks."
Copies of the report are available from the REC website: http://www.rec.uk.com
"The REC's 2008 Annual Complaints Report highlights its continuous crackdown on member agencies found in non-compliance with its ten point Code of Professional Practice.
During the year, the REC’s Professional Standards Committee issued four Reprimands, seven Inspections – four of which were for one agency, two Compliance Orders and in one instance expelled an agency from membership following revocation of its Gangmasters Licensing Authority licence.
Commenting on the Committee’s decisions, the REC’s Chief Executive, Kevin Green, said: “The action taken in these cases sends out a very clear message - that we will deal with those members accordingly who are found wanting in their delivery of the exemplary services demanded through our Code.
“At the heart of our activities is our relentless work in raising standards within the recruitment industry and our Professional Standards Committee ensures that we can identify those members who are not performing to our optimum requirements.”
Last year, the REC’s Professional Standards Team handled 827 complaints and inquiries – seven more than in 2007 with around 35 per cent of these being against members, nine per cent less than in the previous year.
Another 14 per cent were against non-members while the other 51 per cent were general inquiries including misuse of REC logos and notifications of scams.The team also started 22 formal investigations last year, two less than in 2007.
Last year, temporary workers were again the main group of complainants accounting for around 23 per cent of all queries compared to 30 per cent the previous year.Most of the complaints centred on pay problems, terms of engagement, holiday pay entitlement, unprofessional conduct and more general comments about poor communication and customer service.
Queries from permanent candidates also decreased slightly from 21 per cent last year to 20 per cent in 2008.
Fola Tayo, the REC’s Head of Professional Standards, said of the figures: “The downward trend in the number of complaints against our members is very encouraging and demonstrates their commitment to providing a first-class service.
“The introduction of inspections by our assessment team has provided a practical way of helping members uphold the regulations and this is an area of work we shall continue to expand this year.”
Findings of the report included:
* The greatest number of complaints came from the London region with 42 per cent of the total received. However, around a quarter of all members are located within this area. Next was the South East region with eight per cent which was more than a four per cent decrease on 2007. Lowest levels were recorded in Northern Ireland with one per cent followed by Wales with two per cent.
* Nine per cent of the total number of complaints related to sector groups – again a fall on the previous year which stood at 11 per cent. Most related to the Technology Sector with 24 complaints, six lower than in 2007.
* Most of the complaints received in the Technology Sector related to problems with unsolicited mail, poaching, contractual issues, payment and harassment.
* Next was the Drivers Sector which recorded 11 complaints most in relation to unprofessional conduct. The Education Sector was next with most of the nine complaints arising from difficulties with the portability of Criminal Records Bureau checks."
Copies of the report are available from the REC website: http://www.rec.uk.com
Adecco's North American CEO tells it as it is
Adecco Group North America's CEO Tig Gillam provides insights on the job market and the work place economy.
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