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FOR EMPLOYERS WHO WANT TO ADVERTISE APPRENTICESHIPSAt JobAlert.ie we want to help jobseekers to find Apprenticeships. If you have an Apprenticeship opportunity on offer send JobAlert.ie the details at info@jobalert.ie and we&#39;ll give you 1 Free Job Ad Credit to post your job.This offer is valid for the month of September 2023. 1 Free Job Ad will be given to each registered company for 1 Role. Additional Job Ad Credits can be purchased on our website <a href="https://www.jobalert.ie/post-job/packages">HERE</a> or by contacting us on 01 8495003 or info@jobalert.ie FOR JOBSEEKERS - BACKGROUND TO APPRENTICESHIPSApprenticeships in Ireland offer a valuable pathway to career development, providing individuals with the skills and experience they need to excel in their chosen fields. If you&#39;re interested in pursuing an apprenticeship, it&#39;s advisable to research specific programs and contact the relevant institutions and employers for more information.The Irish government has been actively promoting and expanding apprenticeship programs in recent years to address skills shortages and provide career opportunities for young people.Types of ApprenticeshipsThere are numerous apprenticeship programs available in Ireland across a wide range of industries, including construction, engineering, healthcare, hospitality, information technology, finance, and more.DurationThe duration of an apprenticeship can vary depending on the specific trade or occupation. It typically ranges from 2 to 4 years, with some shorter and longer programs available.EligibilityTo become an apprentice in Ireland, you generally need to be at least 16 years old and in some cases have completed your Leaving Certificate or equivalent. However, eligibility criteria may vary depending on the specific apprenticeship program.Finding Apprenticeship OpportunitiesTo find apprenticeship opportunities in Ireland, you can visit the official government website, www.apprenticeship.ie. This website provides information on available apprenticeships, how to apply, and contact details for further assistance. You will also find apprenticeship opportunities on our website and directly with employers on their career pages.Apprenticeship ProvidersMany vocational colleges and training centers collaborate with employers to provide apprenticeship training. These institutions work closely with apprentices to ensure they receive both classroom education and on-the-job training.Apprenticeship WagesApprentices in Ireland are entitled to receive a wage from their employers. The wage rate may vary depending on the occupation and the level of the apprenticeship but generally increases as the apprentice progresses through their training.Support and ResourcesApprentices in Ireland receive support throughout their training, including access to mentors, workplace assessments, and opportunities for continuous skill development.Traditional craft apprenticeships include;Agricultural MechanicsAircraft MechanicsBrick and StonelayingCarpentry &amp; JoineryConstruction Plant FittingElectrical, Electrical InstrumentationElectronic Security SystemsFarrieryFloor &amp; Wall TilingHeavy Vehicle MechanicsIndustrial InsulationInstrumentationMechanical Automation &amp; MaintenanceMetal FabricationMotor MechanicsPainting &amp; DecoratingPipefittingPlasteringPlumbingPrint MediaRefrigeration &amp; Air Conditioning, Stonecutting &amp; StonemasonrySheet MetalworkingToolmakingVehicle Body Repairs and Wood Manufacturing and Finishing. A number of new style apprenticeships and traineeships have been introduced or are in the process of being developed. Some of them can lead to an award ranging between Level 5 and Level 10 on the National Framework of Qualifications and these include;Accounting TechnicianAuctioneering and Property ServicesChef de PartieInsurance PractitionerIndustrial/Electrical EngineerManufacturing TechnicianManufacturing EngineerPolymer Processing TechnologistCommis ChefInternational Financial Services AssociateInternational Financial Services SpecialistLaboratory AnalystLaboratory TechnicianLogistics AssociateAdvanced Quantity SurveyorArboricultureBakerButcherEngineering Services ManagementGeo-DrillerHGV DriverInternational Financial Services Advanced SpecialistPrecision Turned Parts ManufacturingRetail PracticeScaffoldingApplied horticultureAssociate sales professionalCGI technical artist: animation, games, VFXEquipment systems engineerExecutive ChefFarm managementFarm technicianFintech Associate ProfessionalICT associate professional in cybersecurityLean Sigma managerManufacturing ICT EngineerManufacturing TechnicianPrincipal engineer - Professional DoctorateProfessional bar managerProfessional hairdressingProfessional healthcare assistantRecruitment practitionerScience Aircraft Asset ManagementSoftware system designerSous ChefSport turf managementStud farm managementSupply chain associateSupply chain managerSupply chain specialistWind Turbine MaintenanceApplied AccountingFood and Drink Process OperatorMaintenance Operations EngineerTelecommunications Field TechnicianAircraft Maintenance TechnicianAircraft Structures TechnicianEngineeringLaboratory AssistantIT Support SpecialistSoftware DeveloperDigital Sales and MarketingIT Network SecurityAnimation Studio AssistantEarly Childhood Care and EducationHealth Care AssistantHospitality NFQ Level 4Hospitality NFQ Level 5Food and Beverage ServiceOverhead Lines OperatorInterior SystemsSupply Chain LogisticsLogistics and DistributionOffice AdministrationBusiness Systems Service TechnicianBusiness AdministrationMedical AdministrationLegal AdministrationRetail AssociatePharmacy Sales AssistantRetail Skills Health and BeautyOutdoor Activity InstructorEquestrian International Instructor (BHSAI)Sports, Recreation and ExerciseBeauty TherapistAccounts ExecutiveFinancial Administration MORE INFORMATIONFor updates and further on Apprenticeships and development of new style apprenticeships check out CareersPortal.ie, they have a lot of information that may help you as a student or parent https://careersportal.ie/apprenticeships/traditional_apprenticeships.php?ed_sub_cat_id=244)The ETBs (Education Training Boards) have some really great pre-apprenticeship &amp; apprenticeship courses. These include traditional apprenticeships but also some new ones so it’s worthwhile checking out their websites – list of ETBs can be found here; https://www.etbi.ie/etbs/directory-of-etbs/SO WHO&#39;S RECRUITING APPRENTICESHIPSOf course small business right across the country are hiring apprenticeships from time to time, but some really large organisations are also offering opportunities each year such as the ESB, Aerlingus, Atlantic Aviation, County Councils, Dublin Bus and GSK to name a few. Check out job boards like ours JobAlert.ie or jobsireland.ie and it’s also worthwhile putting out the word that you are looking for an apprenticeship as word of mouth still works and you can check in with your local ETB office or jobs centre because sometimes they get information on vacancies that are not even advertised.ALLOWANCES AND GRANTThere are allowances paid when doing an apprenticeship details of rates can be found here; https://careersportal.ie/apprenticeships/traditional_apprenticeships.php?ed_sub_cat_id=234#.W2Vk9VMvzVpFor some of the pre-apprenticeship courses / traineeships other grants and allowances apply, but you would need to check what’s available and your individual eligibility. These are some of the options that may be available;SUSI - Student Maintenance Grant: This means tested grant is a source of financial help available to students on full time Post Leaving Certificate/ Further Education programmes. Check out all grant application information on www.studentfinance.ie SUSI, the grant body, provides a support desk for queries regarding grants, eligibility and the application process. The support desk can be contacted at support@susidetb.ie or alternatively contact 0761 087874. Back to Education Allowance: Mature students may qualify for assistance by means of Back to Education Allowance which allows adults to return to full time education while continuing to get income support. People in receipt of certain social welfare payments can retain payments whilst participating on our PLC/Further Education programmes. All BTEA information is available from the Department of Social Protection /your local Social Welfare Office.To search for Jobs or to Advertise a job go to www.jobalert.ieWe hope this helped you, best of luck.

Hiring Apprentices?

Unhappy with Your Job Ad Platform? Discover Better Options! We realise the recruitment challenges facing employers at the moment and as a business ourselves we&#39;re fully committed to supporting you through the process every step of the way. Send us over the details of any vacancies you&#39;re currently trying to fill, we’ll get your Ads up on our Website right away and share the details across all our social media platforms from just €149 + Vat and if for any reason you don’t fill a role during the normal 30 day lead-time, we’ll extend your Ad free of charge to give it the extra time it needs. We also review all Ads and will make suggestions where applicable to help give you the very best possible chance of filling them. At the end of the day – we’re interested in building long term relationships with our customers and we’re committed to ensuring that you get value for money. More information on pricing and what you get when you advertise can be found <a href="https://www.jobalert.ie/employers">HERE</a>, or you can give us a call to discuss a package that meets your needs on 018495003 - we&#39;re always happy to work with you.

Upgrade Your Job Ad Platform for Success!

Delegation is a fundamental skill for leaders and professionals in any organization. By effectively delegating tasks and responsibilities, leaders can free up their time for strategic decision-making, while empowering their team members to develop new skills and take ownership of their work. However, delegation is an art that requires finesse and thoughtful consideration. In this article, we will explore ten valuable tips to help you delegate work more effectively, ensuring productivity, growth, and collaboration within your team.Understand the Importance of DelegationDelegation is not just about offloading tasks; it&#39;s a strategic approach to optimize workflow and foster team efficiency. Recognize that you cannot handle every aspect of a project alone and that your team possesses unique skills and talents that can contribute significantly to overall success.Clearly Define the Project or TaskBefore delegating any work, make sure you have a clear understanding of the project&#39;s scope and objectives. Break it down into smaller tasks with specific instructions, deadlines, and expected outcomes. Communicate these details effectively to the team member to whom you are assigning the responsibility.Assess Your Team Members&#39; StrengthsKnow your team well, including their strengths, weaknesses, and areas of interest. Delegate tasks to individuals whose skills align with the requirements of the project. This not only ensures better results but also boosts team morale as they get to work on tasks that play to their strengths.Provide Necessary Training and SupportIf a team member lacks the expertise to handle a specific task, invest time in providing the required training. Offer guidance and be available for support whenever they encounter challenges. Empowering them with knowledge will increase their confidence and competence.Establish Clear ExpectationsSet clear expectations for the delegated task, including quality standards, timelines, and any key performance indicators (KPIs). Make sure your team member understands the importance of the task and its impact on the overall project or organization.Delegate the Authority Along with the ResponsibilityEffective delegation involves entrusting your team members with both responsibility and the authority needed to make decisions. This empowers them to take ownership of their work and find innovative solutions without constant approval-seeking.Maintain Open Communication ChannelsEstablish an environment where open communication is encouraged. Be available to address any questions or concerns your team members may have while working on the delegated task. Regularly check in on the progress to provide feedback and ensure things are on track.Avoid MicromanagingWhile it&#39;s essential to stay updated on the task&#39;s progress, avoid micromanaging. Trust your team members to handle the responsibility you&#39;ve assigned to them. Micromanaging can demotivate employees and stifle creativity.Learn to Let GoOne of the biggest challenges in delegation is learning to let go. Accept that the team member might not execute the task in the same way you would. Allow room for different approaches and be open to learning from their methods.Recognize and Reward SuccessAcknowledge the efforts of your team members when they successfully complete a delegated task. Offer praise, recognition, or rewards to show your appreciation. Celebrating achievements fosters a positive work culture and motivates team members to take on more responsibilities.Evaluate the Delegation ProcessAfter the task is completed, it is very important to take some time to assess the delegation process. Reflect on what went well and what could be improved. Use this feedback to refine your delegation strategies for future projects.Learn from Delegation ChallengesPlease remember that not every delegation will go smoothly. Some tasks may encounter obstacles or not meet expectations. Instead of dwelling on failure, treat it as a learning opportunity. Analyse the challenges faced and identify ways to overcome them in the future.So, in conclusion, mastering the art of delegation is a powerful tool for leaders looking to boost team productivity, encourage professional growth, and achieve organizational success. By following these ten tips, you can create a more efficient and engaged team that thrives on collaboration, innovation, and shared accomplishments. Remember, effective delegation is not just about distributing work but building a cohesive and empowered team that contributes to the organization&#39;s long-term success.

Tips to Help You Delegate Work More Effectively!

Here are a few steps that can be taken to ensure that a business or organisation is offering competitive salaries:Conduct salary research: Begin by conducting thorough research on industry salary benchmarks and trends. Utilize salary surveys, industry reports, and online resources to gather data on compensation ranges for similar roles within the industry and region.Analyze job market conditions: Stay updated on the job market conditions to understand the supply and demand for specific skills and positions. Factors such as talent shortages or high competition for certain roles can impact salary competitiveness.Evaluate internal equity: Assess the internal salary structure within the organization to ensure that salaries are fair and consistent across comparable positions. This involves examining pay scales, job levels, and job descriptions to identify any discrepancies or disparities.Consider total compensation: Compensation extends beyond base salary. Evaluate the overall compensation package, including benefits, incentives, bonuses, retirement plans, stock options, and other perks. Ensure that the total package is competitive and aligned with industry standards.Engage in benchmarking: Benchmark salaries against competitors and similar companies in the industry. This can involve participating in industry salary surveys or utilizing compensation benchmarking services to compare your organization&#39;s salary levels with others.Regularly review and update salaries: Salaries should be reviewed periodically to account for inflation, market changes, and the evolving needs of the business. Establish a systematic process to review and update salaries based on performance evaluations, market analysis, and employee feedback.Seek employee feedback: Conduct employee surveys or engage in conversations with employees to gauge their perceptions of salary competitiveness. Feedback from employees can provide valuable insights into how the salaries are perceived internally and help identify areas for improvement.Consider non-monetary factors: Remember that competitive salaries are not the only factor in attracting and retaining top talent. Non-monetary factors such as career development opportunities, work-life balance, a positive company culture, and a supportive work environment also contribute to overall employee satisfaction and engagement.Be open to negotiation: Recognize that candidates and employees may negotiate salaries during the hiring process or during performance reviews. Be prepared to have open and transparent conversations, considering individual qualifications, experience, and market factors when determining appropriate compensation.Monitor industry trends: Stay informed about changes in industry compensation practices, new benefits trends, and emerging job roles that may impact salary competitiveness. Regularly assess and update salary strategies to remain competitive in the market.By following these steps and regularly reviewing and updating salary practices, businesses can strive to offer competitive compensation packages that attract and retain top talent in their industry.

Competitive Salaries

It’s never been easier to fill your vacancy with JobAlert.ie - Ireland&#39;s #1 Irish owned jobs site.Simply upload the details of your vacancy and we’ll do the rest.<a href="https://www.jobalert.ie/post-job/packages">CLICK HERE</a> TO GET STARTED OR READ MORE BELOW<a href="https://www.jobalert.ie/post-job/packages"></a><a href="https://www.jobalert.ie/post-job/packages"></a>We use the latest technologies to reach jobseekers directly through social media. This allows you to access highly qualified active and passive jobseekers in an easy and affordable way.We have over 400,000 followers across social media, over 500,000 visits to our website from jobseekers every month and thousands of registered jobseekers receive daily job alerts.HOW IT WORKS- Create an account and post your job advertisement within minutes.- Your job will be reviewed by our team and published live on our jobs site for up to 30 days.- A digital marketing campaign begins once your job goes live - it’s shared to relevant audiences on social media during peak traffic hours to ensure maximum exposure to potential candidates.- Eye catching unique graphics are produced for social media promotion.- Your job will be automatically monitored and pushed on social media multiple times if additional candidates are required.- JobAlert email notifications are sent to candidates who have registered for your specific job type &amp; location.- You can review, manage and respond quickly to candidates by logging into your JobAlert.ie account and using our applicant tracking system.- You will be assigned a dedicated account manager who will check in with you regularly to ensure your recruitment campaign is on track.READ WHAT OUR CLIENTS SAY <a href="https://www.jobalert.ie/post-job/packages">HERE</a> OR <a href="https://www.jobalert.ie/post-job/packages">CLICK HERE</a> TO GET STARTED;<a href="https://www.jobalert.ie/post-job/packages"></a>We pride ourselves on our follow-up service but don’t just take our word for it, you can read some recent Testimonials <a href="https://www.jobalert.ie/employers#testimonies">HERE</a><a href="https://www.jobalert.ie/post-job/packages">ADVERTISE HERE</a>

JOB ADVERTISING THAT WORKS 

FREE JOB AD CREDIT - APPRENTICESHIP ROLEAs we&#39;re passionate about helping Jobseekers and particularly interested in preventing youth unemployment and promoting education, apprenticeships and traineeships, we’re offering employers one FREE Job Ad Credit each to use for an Apprenticeship position. To access this free credit just visit our website and create an Employer Account <a href="https://www.jobalert.ie/create-account/employer">HERE</a>. Then email info@jobalert.ie to request your FREE Job Ad Credit and we will apply one Credit to your account. Here’s some further information about our services – we really hope we can help you with all your job advertising going forward.How we fill job vacancies:JobAlert.ie uses the latest technologies to reach jobseekers directly through social media. This allows our clients access to highly qualified active and passive jobseekers in an easy and affordable way. By passive we mean those who are not actively looking for a job but will apply if they see an exciting opportunity.With over 400,000 followers on social media segmented by county, a jobs site that receives over half a million monthly visits, along with thousands of registered jobseekers receiving daily job alerts - we’ve been able to help over 1,000 companies fill job vacancies and we know we can help you too.Each job advertisement you post with JobAlert.ie comes with the following features:• Your job will be live on our jobs site for up to 30 days.• A digital marketing campaign begins once your job goes live - it’s shared to relevant audiences on social media during peak traffic hours to ensure maximum exposure to potential candidates.• Eye-catching unique graphics are produced for social media promotion.• Your job will be automatically monitored and pushed on social media multiple times if additional candidates are required.• ‘JobAlert’ email notifications are sent to candidates who have registered for your specific job type and location.• You can review, manage and respond quickly to candidates by logging into your JobAlert.ie account and using our applicant tracking system.• You will be assigned a dedicated account manager who will check in with you regularly to ensure your recruitment campaign is on track.What our clients say:We pride ourselves on our follow-up service but don’t just take our word for it, you can read some recent testimonials below or on our website <a href="https://www.jobalert.ie/employers?openTestimonies=true#testimonies">here</a>.They sell our service much better than we can.&quot;JobAlert.ie is an outstanding service with a rapidly growing reach across Ireland. If you’re looking for high-quality candidates in an instant, JobAlert.ie is the place to go!&quot;Aidan McGrath | HR Recruitment Manager - Virtue Integrated Elder Care&quot;We have found JobAlert.ie to be very effective and efficient in filling the many positions that we have had on offer recently.&quot;Jodie Mullen | HR Manager - City North HotelPricing:Job Advertising Credits (1 credit = 1 job advertisement live for up to 30 days).Job advertising credits rate card:• 1 Job Ad Credit - €149 + VAT• 2 Job Ad Credits - €269 + VAT (Saving 10%)• 3 Job Ad Credits - €399 + VAT (Saving 11%)• 4 Job Ad Credits - €519 + VAT (Saving 13%)• 5 Job Ad Credits - €629 + VAT (Saving 16%)• 10 Job Ad Credits - €1,099 + VAT (Saving 26%)*There is no expiry date on job ad credits. They can be used at any time.*There are no hidden fees or yearly contracts.If you need more than 10 job ad credits or for yearly unlimited packages just let me know and we&#39;ll be glad to send over all of our available options. Sponsored Ad Options - start from €349 + Vat per AdIf you choose this option for a role, you get a 30 Day Ad on our website, shared on social media to relevant JobAlert.ie pages and Instagram. It will ALSO be sponsored on Facebook for 7 Days, specifically targeting suitable candidates using specific demographics which are relevant for the role.How to start advertising a job:1. Visit our website and select the number of job ads you need <a href="https://www.jobalert.ie/post-job/packages">here</a>.2. On the next page create your account by entering your email address and password.3. Enter your company information.4. Complete payment securely online.5. Once the above steps are completed you will be directed to the post job page. Enter the job vacancy information and click post job.6. Your job advertisement will then be reviewed and published live by our team.If you require us to invoice you please get in touch.Thanks for The JobAlert.ie Team

PROMOTION - FREE JOB AD CREDIT FOR APPRENTICESHIPS 

The topic of whether salary information should be disclosed on job ads has been a contentious issue for some time. On one hand, some argue that including salary information in job ads can help attract qualified candidates, create a more transparent hiring process, and reduce wage disparities. On the other hand, others argue that not including salary information can help employers avoid discrimination and bias, and allow them to negotiate salary with candidates based on their qualifications and experience.One of the main arguments for including salary information in job ads is that it can help attract qualified candidates. When job seekers are searching for job opportunities, they often have a specific salary range in mind, and if a job ad does not include salary information, they may assume that the salary is not within their desired range and move on to another opportunity. By including salary information in job ads, employers can ensure that they are attracting candidates who are truly interested in the position and are a good fit for the company.Another argument for including salary information in job ads is that it can create a more transparent hiring process. When salary information is not included in job ads, candidates may feel like they are being kept in the dark about important information and may be less likely to trust the employer. By including salary information in job ads, employers can demonstrate that they are being transparent about the compensation for the position and are committed to treating candidates fairly.In addition, including salary information in job ads can help reduce wage disparities. When salary information is not included in job ads, employers may be able to offer lower salaries to certain groups of candidates, such as women or people of color, without them knowing. By including salary information in job ads, employers can ensure that all candidates are aware of the compensation for the position and are able to negotiate accordingly.On the other hand, some argue that not including salary information in job ads can help employers avoid discrimination and bias. When salary information is included in job ads, employers may be more likely to offer lower salaries to certain groups of candidates, such as women or people of color, without them knowing. By not including salary information in job ads, employers can ensure that all candidates are offered the same compensation for the position and are able to negotiate accordingly.Another argument for not including salary information in job ads is that it allows employers to negotiate salary with candidates based on their qualifications and experience. By not including salary information in job ads, employers can ensure that they are offering competitive salaries to candidates based on their qualifications and experience, rather than simply offering a set salary for the position.In conclusion, whether salary information should be disclosed on job ads is a complex issue with valid arguments on both sides. On one hand, including salary information in job ads can help attract qualified candidates, create a more transparent hiring process, and reduce wage disparities. On the other hand, not including salary information can help employers avoid discrimination and bias, and allow them to negotiate salary with candidates based on their qualifications and experience. Ultimately, the decision of whether to include salary information in job ads should be based on the specific needs and goals of the employer and the industry in which they operate.According to a new survey of recent and upcoming US post-secondary and recent graduates, 85% reported they are &quot;less likely to apply for a job if the company does not disclose the salary range in the job posting.&quot;Employers that don&#39;t share pay ranges in a job posting may lose out on talent from soon-to-be and recent graduates.According to a new survey of recent and upcoming US post-secondary and recent graduates, 85% reported they are &quot;less likely to apply for a job if the company does not disclose the salary range in the job posting.&quot;That&#39;s according to<a href="https://blog.adobe.com/en/publish/2023/01/24/adobes-future-workforce-study-reveals-what-next-generation-workforce-looking-for-in-workplace"> Adobe&#39;s Future Workforce Study</a>. The December survey, conducted with Advanis, included just over 1,000 respondents who were US post-secondary students and recent graduates.This desire to know how much a job will pay may differ from older generations. Read more <a href="https://www.businessinsider.com/hiring-gen-z-graduates-pay-transparency-adobe-2023-1?_gl=1*1ll8d6e*_ga*MTYzNTY5MjE1OS4xNjc0OTA2Mzg4*_ga_E21CV80ZCZ*MTY3NDkwNjM4OC4xLjEuMTY3NDkwNjQwMS4wLjAuMA&amp;r=US&amp;IR=T">here</a>
If you are about to advertise a job vacancy, please check out <a href="www.jobalert.ie">JobAlert.ie</a>. It’s never been easier to fill your vacancy with JobAlert.ie. Simply upload the details of your vacancy
and we’ll do the rest. 

If you need help writing the perfect job specification but are unsure about how to begin - just follow our step by step guidelines to write a great job advertisement. <a href="https://www.jobalert.ie/article/how-to-write-a-job-description-on-jobalert-ie-guidelines-to-follo">Click Here</a>
We are looking forward to helping you fill the job vacancy.

Should the Salary be Included in Job Ads?

Athar Jamil

In 2023, there will likely be a number of effective recruitment techniques that employers should be using in order to attract top talent to their organization. These techniques may include the following:<ol><li>Social media recruiting: Social media platforms such as LinkedIn, Facebook, and Twitter have become essential tools for recruiting in the modern age. Employers can use these platforms to advertise job openings, connect with potential candidates, and showcase their company culture.</li><li>Employee referrals: Employee referrals can be a powerful source of new hires, as employees often have a good sense of who would be a good fit for the organization. Employers can incentivize employees to refer their friends and colleagues by offering rewards or bonuses for successful referrals.</li><li>Job boards and recruiting websites: Online job boards such as <a href="www.jobalert.ie">www.jobalert.ie</a> and recruiting websites can be an effective way for employers to reach a large pool of potential candidates. Employers can post job openings and search for candidates on sites like JobAlert.ie, Indeed, Monster, and Glassdoor.</li><li>Recruitment agencies: Recruitment agencies can help employers find qualified candidates for specific positions or industries. These agencies typically have a pool of pre-screened candidates and can assist with the recruitment process from start to finish.</li><li>Career fairs and networking events: Career fairs and networking events can be a great way for employers to meet and connect with potential candidates in person. These events allow employers to showcase their company and culture, and give candidates the opportunity to learn more about job openings and career opportunities.</li><li>Campus recruiting: Employers can also recruit talent by visiting college campuses and participating in job fairs or hosting information sessions. This can be a great way to find talented, motivated students who are looking to start their careers.</li><li>Internships and apprenticeships: Offering internships and apprenticeships can be a great way for employers to find and groom potential future employees. These programs can also provide valuable hands-on experience and training for students and recent graduates.</li><li>Talent pools: Employers can also create talent pools by building relationships with universities, community colleges, and other organizations that can provide access to qualified candidates. This can be a great way to stay connected with potential hires and stay up to date on new talent coming into the market.</li><li>Employee value proposition (EVP): A strong employee value proposition (EVP) can be a key factor in attracting top talent to an organization. An EVP is a statement that outlines the benefits and opportunities that employees can expect to receive while working for the company. A strong EVP can help to differentiate an organization from its competitors and make it an attractive place to work.</li><li>Diversity and inclusion initiatives: In 2023, it will be increasingly important for employers to demonstrate a commitment to diversity and inclusion in order to attract top talent. This can involve implementing diversity and inclusion initiatives, such as training programs, diversity hiring initiatives, and support for employee resource groups.</li></ol>In summary, there are many effective recruitment techniques that employers should be using in 2023 in order to attract top talent to their organization. These techniques may include social media recruiting, employee referrals, job boards and recruiting websites, recruitment agencies, career fairs and networking events, campus recruiting, internships and apprenticeships, talent pools, a strong employee value proposition, and diversity and inclusion initiatives.

10 Ways to Attract Top Talent for your company in 2023

<h2>At first having access to a CV Database might sound very attractive, but the reality is very different.</h2>As recruiters with many years experience, we have discovered first-hand how difficult it is to hire from CV databases. You spend precious time chasing people who have already found a new job, emigrated, are no longer interested or sometimes their contact details may have even changed and you just find yourself on a wild goose chase that leads you no closer to filling the vacancy.You need to also consider candidates will just upload a basic generic CV if they sign up to a CV database and not use a tailored CV to showcase the skills which are relevant for the job you have to offer? So, if you’re just reading through basic generic CVs you could actually miss the opportunity to find the perfect candidate for the role, as you spend hours sieving through thousands of CVs.At JobAlert.ie we don’t have a CV Database system, a job gets advertised, we share the details of that job with a huge audience and interested applicants apply – it’s as simple as that. We don’t store CVs in a database to be accessed by random recruiters because at the end of the day it doesn’t help anyone, CVs go out of date so fast that storing them just wastes everyone’s time.Instead jobseekers can sign up for JobAlerts to notify them when specific search criteria entered by them is matched. They can apply directly to the employer after they have had an opportunity to review the full job specification, at least this way you are receiving applications from candidates that are actually interested and available for the role on offer.<h2>Here’s a little bit more information about how JobAlert.ie works</h2>You create an account and post your job advertisement within minutes.Your job will be reviewed by our team and published live on our jobs site for up to 30 days.A digital marketing campaign begins once your job goes live - it’s shared to relevant audiences on social media during peak traffic hours to ensure maximum exposure to potential candidates.Eye catching unique graphics are produced for social media promotion.Your job will be automatically monitored and pushed on social media multiple times if additional candidates are required.JobAlert email notifications are sent to candidates who have registered for your specific job type &amp; location.You can review, manage and respond quickly to candidates by logging into your JobAlert.ie account and using our applicant tracking system.You will be assigned a dedicated account manager who will check in with you regularly to ensure your recruitment campaign is on track.For more information on Advertising <a href="www.jobalert.ie">CLICK HERE</a>

Why CV Databases are a Giant Waste of Time!

Our Rural Future: New Voucher Scheme for Remote Working Hubs goes live From:  <a href="https://www.gov.ie/en/organisation/department-of-rural-and-community-development/">Department of Rural and Community Development</a>Published: on 28 June 2022Last updated on 28 June 2022💻 At least 10,000 hot desk days to be provided free of charge- Register for your vouchers at ConnectedHubs.ieThe Minister for Rural and Community Development, Heather Humphreys TD, has today announced that the Connected Hubs Voucher Scheme has gone live.At least 10,000 hot desk working days will be provided free of charge over the course of the Scheme, which is aimed at both existing hub users, as well as those accessing hub facilities for the first time.It is intended that the scheme will run over two phases. Phase one will run from now until August 31st with the second phase starting in September and expected to run into early 2023.Initially, the first phase sees three vouchers been credited to the accounts of all registered ConnectedHubs.ie users, with each voucher redeemable for a day’s hot-desk working in participating hubs.Anybody wishing to register for their free vouchers can do so online at <a href="https://www.connectedhubs.ie/">www.connectedhubs.ie</a> or via the ConnectedHubs mobile app.Speaking today, Minister Humphreys said:<blockquote>“I am delighted to announce that the Connected Hubs Voucher Scheme is now live. This scheme gives people an opportunity to try out our many remote working hubs across the country for free. This Voucher Scheme will help more people to realise the benefits of remote working and will provide an opportunity to ‘try before you buy’. Whether you are fitting in some work while on holiday in Ireland or looking to relocate to rural Ireland, Connected Hubs has an option for you.”</blockquote>Minister Humphreys continued:<blockquote>“The census figures released last week show population growth in every county with some of the largest increases happening in rural counties like Longford and Leitrim. This bucks previous trends where we have seen some rural counties experience population decline. The fact is there are now more people living and working in rural Ireland than ever before. Through the implementation of Our Rural Future and the continued drive towards remote working, I want to ensure we continue these positive trends for the benefit of our rural communities. The Connected Hubs Voucher Scheme will allow people to try out their local hub for free and I believe many will see it is a much better option for them than working from the kitchen table or facing a long commute. They may also decide that the hubs in our wonderful regional towns and villages would make the option of relocating, or moving home, a viable one.”</blockquote> Original press release: <a href="https://www.gov.ie/en/press-release/736a3-our-rural-future-new-voucher-scheme-for-remote-working-hubs-goes-live/">https://www.gov.ie/en/press-release/736a3-our-rural-future-new-voucher-scheme-for-remote-working-hubs-goes-live/</a>

Remote Working Hubs - Voucher Scheme

<a href="http://whitakerinstitute.ie/wp-content/uploads/2014/02/Remote-Working-Survey-Report-2022-final-updated.pdf"></a><a href="https://express.adobe.com/page/M1kQr67OVbnjB/images/d51753c8-ae31-4808-a8eb-2abb47772ea2.png?asset_id=eb784022-d6db-4bf3-80ab-eb4b0f0dc3d3&amp;img_etag=%223afc1876186d080cc39efa0341a59f2e%22&amp;size=1024"></a>The third annual National Remote Working Survey shows 95% believe working remotely makes life easierSurvey shows that 30% of respondents will change jobs - even if it means a pay cut - if their remote working preferences are not facilitatedResearchers from the Whitaker Institute at NUI Galway and the Western Development Commission have revealed that almost one third of workers are willing to move to a new job to secure their remote working preferences.The findings are from the third annual National Remote Working Survey, led by Professor Alma McCarthy and Noreen O’Connor at NUI Galway, and Tomás Ó Síocháin and Deirdre Frost at the Western Development Commission.The survey gathered responses from more than 8,400 employees, in late April and early May, on their current experience of remote working.Findings include:- Of those who could work remotely, 52% were currently working hybrid, 40% fully remotely, and only 8% were fully on-site- If their future remote working preferences were not facilitated, 30% of all respondents indicated that they will change job, with 33% indicating they may change jobs even if it meant a pay cut- 37% indicated that they will change job and 27% indicated they are open to the possibility of changing jobs, even if it means less promotion opportunities if their future remote working preferences were not facilitated.- 49% of all respondents clock more hours while remote working, compared to working on-site; 45% work the same hours, and 6% reported that they work fewer hours- 30% of respondents indicated they spent 30 minutes to an hour of the time they saved commuting working; 27% spent up to half an hour; and 14% spent 1 to 1.5 hours- Almost half, 49%, believe remote working has no impact on opportunities for promotion, with 33% not yet knowing the impact. 9% believe there is a positive impact while 9% believe there is a negative impact on promotion opportunities.Minister for Rural and Community Affairs, Heather Humphreys, T.D., said:“The Government’s Rural Development Policy, Our Rural Future, clearly recognises the vital role that remote working can play in achieving balanced regional development. At a time when there are labour market shortages, remote working can help companies attract and retain talent. So much excellent work has been done in the last few years to support remote workers and employers - these survey results will build on that work, providing up-to-date information on remote working experience of employees. I have no doubt that this will help enable us to make the right decisions at this crucial time.”Professor Alma McCarthy, Head of the J.E. Cairnes School of Business and Economics, NUI Galway, said:“The third annual NUI Galway/Western Development Commission national remote working survey has, once again, gained huge interest with more than 8,400 responses. We added a new module asking if remote working was a key factor in changing employer and career decision making. It is interesting to see that of those who changed employer since the outbreak of Covid-19, nearly half - 47% - indicated that remote working was a key factor in their decision to change employer.”Tomás Ó Síocháin, chief executive of the Western Development Commission, said:&quot;The findings of the latest national survey highlight a further change in the way we view remote working and indicate that Irish workers expect to continue working remotely either all of the time or to find a balance in line with their lifestyle. Leaders will now be challenged to look at ways of supporting their staff and find that balance to avoid retention issues. The ConnectedHubs.ie network now with over 230 hubs onboard across the country can play a key role offering a suitable workplace close to home, a space for offsite meetups and an opportunity for companies to cut down on their carbon footprint.”Further data from the National Remote Working Survey showed -While more than half of respondents (58%) had never worked remotely before the pandemic, 76% either agreed or strongly agreed that working remotely makes their job easier, and 95% either agreed or strongly agreed that working remotely makes their life easier.Some 27% of respondents have changed employer since 2020. Of these, 47% indicated that remote working was a key factor in their decision as their new employer offered better opportunities in this area.The top five activities for which respondents spent the time saved on commuting are -household duties (e.g. cleaning, shopping, DIY); exercise; working on their main job; relaxation; and caring responsibilities.When asked about the future of remote working the survey showed:- 50% of respondents said their organisation has confirmed how they will work in the future, while 22% are in a trial phase.- Of the 50% whose organisations have confirmed their future working patterns, 61% of respondents indicated that they will work hybrid; 30% will work completely remotely; and only 9% will work fully on-site.- Of those who will work hybrid into the future, 36% are expected to be on-site a minimum of two days a week; 24% a minimum of three days; 17% a minimum of one day; and 3% are expected to be on-site a minimum of four days a week; 8% are expected to be on-site several days a month; and 12% indicated “other” expectations of their employer about being on-site.The vast majority of respondents indicated remote working is impacting employee attraction and retention in their organisation. 88% strongly agree and agree with the statement that their organisation needs to offer remote/hybrid working to attract staff and 90% strongly agree and agree with the statement that their organisation needs to offer remote/hybrid working to retain staff.The research team has expedited the analysis of initial summary findings of the third annual national remote working survey and the report can be viewed <a href="http://whitakerinstitute.ie/wp-content/uploads/2014/02/Remote-Working-Survey-Report-2022-final-updated.pdf">here</a>.To view both surveys on the Whitaker Institute’s Project page, visit: <a href="https://bit.ly/3mFwgZg">https://bit.ly/3mFwgZg</a>.

National Remote Working Survey 2022

NEW YEAR, NEW CAREER - Looking for WORK or NEW HIRES? At JobAlert.ie we specialise in resolving BOTH!JOBSEEKERS – check out our FREE supports, including CV Templates here; <a href="https://www.jobalert.ie/blog?tag=jobseekers&amp;fbclid=IwAR0-8-gE5k7c-ijRWCOO0C2S4kCQ3EOPqzFsIvL7qS6LUeT0BqF1VNGgnf8">https://www.jobalert.ie/blog?tag=jobseekers</a> and jobs opportunities here; <a href="https://l.facebook.com/l.php?u=http%3A%2F%2Fwww.jobalert.ie%2F%3Ffbclid%3DIwAR2rSJk7CUFMahbhr8J6y9D67aqzTwi-VES4VzcocQ4XKzlUVTaGGqyzCpQ&amp;h=AT2UUW377PPUxrJ1LP31DzinJMt4oXKW0sVrbLmipiYEntkrhiqjlpm44u6CkTt-drDgZdzQvj8ZiCZKL8edUQzZNtdDoQ6CZ8tn7XgQi7LySSHd2c7g_vF_40TXD-j9d5NWzS4&amp;__tn__=-UK-R&amp;c%5b0%5d=AT1ZwuHkMipX6ypGz_Xi-iL63HgTgg379QGGsjXwhk9Cx_Zn4TgsV6RingeZEoV7xMQ8ZVFJcfAxZVNbjBeQdE1kUSad0PBcwYRirWAqGR5sDko_0sSGyta3OlHRAIC9mUysejrHD0pVWHNSsn2j9vY9CD1dO1yeokH83dM4e_Om7pIWyvxhDv_ZtOVNUUdm5D98eX5xqPW3ad2eL4yW">www.jobalert.ie</a>RECRUITERS – Simply upload the details of your vacancy and we’ll do the rest – click here: <a href="https://www.jobalert.ie/employers?fbclid=IwAR0nz14hjGMWwVXN9a_CumDCFq9F2A6Ymu33w2XUHZEOeeMiHfTbVET7YWU">https://www.jobalert.ie/employers</a>

New Year! New Career!

One of the busiest times for Job Hunting is during the Christmas break, when a lot of people reflect on their careers and achievements or lack of them in the previous year. They may have stayed in their current position up to now, as they waited for the Christmas bonus and with a few days off they&#39;re now looking to New Year resolutions to accomplish personal goals.The majority of us also spend a little too much over the Christmas and thoughts of the credit card bill are enough to set the blues in as soon as those new year bells stop ringing. Some employees will set their eyes on a promotion internally and may research job boards to check salaries. For most though, a complete change of scenery or finding new employment from the get go will be on the cards.Advertise on JobAlert.ie today, we have over 342,750 followers on social media. Jobs Advertised with us are hosted on our website for 30 Days and also shared on specific county pages on Facebook and other social media platforms. We reach both active and passive jobseekers, by the latter we mean candidates that may not necessarily be looking for a change but if they see your Ad in their newsfeed they may apply. We fill jobs quickly and extremely cost effectively, check out our service; <a href="https://www.jobalert.ie/employers">https://www.jobalert.ie/employers</a>

Most Wonderful Time for a Change

Looking for WORK or NEW HIRES? At JobAlert.ie we specialise in resolving BOTH!JOBSEEKERS – check out our FREE supports, including CV Templates here;<a href="https://www.jobalert.ie/blog?tag=jobseekers&amp;fbclid=IwAR203oSUGxqeiaas6UTqr0Kz1NRVlM_V9C2EoaIKC_w2uIJoin6ZP57DRzI">https://www.jobalert.ie/blog?tag=jobseekers</a><a href="http://www.jobalert.ie/?fbclid=IwAR0oUNFzGszM7LDNJ0Iq1quFZGkEz5Prnacy86UAUOFqBniVJYE-f4PKL_4">www.jobalert.ie</a><a href="https://l.facebook.com/l.php?u=https%3A%2F%2Fwww.jobalert.ie%2Femployers%3Ffbclid%3DIwAR1s32UzILOQ6kKwgd356DZbsOeabZpaGKG6PLqTBA33qFyPM35J4gH2wtU&amp;h=AT27RhZacFwJpS94qber0nihhvzMB36mRxiXxl1314c-vacsipfGWSRDBqWNOhtM6ZGdf-N4B7ubDgFO4fAnx-Hx31O7nFF6HMGKQOzmArCcJF94qRaMwjkE6UWv5LqfHIt3mjE&amp;__tn__=-UK-R&amp;c[0]=AT3h-dIitUPjRywGCFxzc7nTw0bWsLqNsD-0Ge0-Z5li3BIejJPqW3YWtaMTcz9HaiYJ5Pu56kLPEPvwU_3w_EG9kHSDG7lj18dKjk8UbxWRM4j-3T597OA3XR2SnjnQVnYx8hnfAHHjtb2ZPFS-n8pjQXUmgDg-D4zoU3rDMymwB6A9Xavzdc7TdAt7HhGCseFeXVWKsiQz25umawv7">https://www.jobalert.ie/employers</a>RECRUITERS – Simply upload the details of your vacancy and we’ll do the rest – click here: <a href="https://www.jobalert.ie/employers?fbclid=IwAR1s32UzILOQ6kKwgd356DZbsOeabZpaGKG6PLqTBA33qFyPM35J4gH2wtU">https://www.jobalert.ie/employers</a><h2>How Job Advertising Works at JobAlert</h2>It’s never been easier to fill your vacancy with JobAlert.ie - Ireland&#39;s #1 Irish owned jobs site.Simply upload the details of your vacancy and we’ll do the rest.Create an account and post your job advertisement within minutes.Your job will be reviewed by our team and published live on our jobs site for up to 30 days.A digital marketing campaign begins once your job goes live - it’s shared to relevant audiences on social media during peak traffic hours to ensure maximum exposure to potential candidates.Eye catching unique graphics are produced for social media promotion.Your job will be automatically monitored and pushed on social media multiple times if additional candidates are required.JobAlert email notifications are sent to candidates who have registered for your specific job type &amp; location.You can review, manage and respond quickly to candidates by logging into your JobAlert.ie account and using our applicant tracking system.You will be assigned a dedicated account manager who will check in with you regularly to ensure your recruitment campaign is on track.<a href="https://www.jobalert.ie/employers?fbclid=IwAR1s32UzILOQ6kKwgd356DZbsOeabZpaGKG6PLqTBA33qFyPM35J4gH2wtU"></a><a href="https://www.jobalert.ie/post-job/packages"></a><a href="https://www.jobalert.ie/post-job/packages">POST A JOB NOW - CLICK HERE</a>

Looking for Work or Looking for Staff?

The Employment Wage Subsidy Scheme has been extended until the 31st December 2021 with further supports and a new scheme announced for struggling businesses.The new Business Resumption Support Scheme will provide additional business support for businesses with reduced turnover. Further details will be implemented in September 2021Tax debt warehousing will also be extended. Read the full Press Release below;

Minister Donohoe announces further economic supports for businesses as they re-openFrom Department of FinancePublished on 1 June 2021Following the Government meeting today (Tuesday), the Minister for Finance, Paschal Donohoe, T.D., has announced the following set of measures to provide support to businesses as they re-open and resume normal trading:• The extension of the Employment Wage Subsidy Scheme to 31 December 2021;• The extension and enhancement of the Covid Restrictions Support Scheme to provide additional support to businesses upon re-opening and to give certainty to businesses still directly affected by public health restrictions;• A new additional business support scheme (Business Resumption Support Scheme or BRSS) for businesses with reduced turnover as a result of public health restrictions to be implemented in September 2021;• The extension of the tax debt warehousing scheme to allow the period where liabilities arising can be “warehoused” to be extended to the end of 2021 for all eligible taxpayers, with an interest-free period during 2022, and to include overpayments of EWSS in the scheme;• The Government agreed to the drafting of legislation to provide for these measures.These measures will provide certainty to businesses as public health restrictions are lifted and allow them to plan for the future as they re-open and resume normal trading.Employment Wage Subsidy Scheme:The EWSS continues to represent a substantial and key part of the Government response to the Covid-19 pandemic, supporting businesses, encouraging employment, and helping to maintain the link between employers and employees.As of the week ending 27 May, a total of €3.835 billion has been spent under the scheme of which €3.293 billion relates to direct subsidies and €0.542 billion relates to Employers’ PRSI foregone.For Q3, the Government has decided to broadly maintain the status quo for EWSS, including the enhanced rates of support and the reduced rate of Employers’ PRSI with a modification to widen eligibility.For Q4, the Government has approved the extension of the EWSS, however, it is considered too early yet to prescribe the precise operational parameters of the scheme that should apply for that quarter, and decisions in that regard would be taken closer to the time around the end of August / early September.Covid Restrictions Support Scheme:The Covid Restriction Support Scheme (CRSS) has been an extremely successful intervention by the Government to provide support to businesses whose customers are prevented from accessing their premises because of Public Health restrictions.The CRSS in its current form will be continued to the end of 2021 for the reducing number of businesses that are still directly affected by public health restrictions that may remain in place. The qualification criteria and payment rates will remain unchanged.The Government will also provide for an enhanced restart week payment – a single payment of three double weeks to businesses upon re-opening (subject to a maximum of €30,000). This will provide additional support to the businesses in restocking and making the necessary preparations to welcome their customers back in a safe manner.This enhanced restart payment is intended to incentivise them to exit the scheme and return to trading as early as possible.Business Resumption Support Scheme:As the economy re-opens, a further scheme is being introduced for vulnerable but viable businesses, particularly in sectors that were significantly impacted throughout the pandemic, even during periods when restrictions were eased.Businesses whose turnover is reduced by 75% in the reference period (1 September 2020 to 31 August 2021) compared with 2019 will be eligible. The scheme will not be restricted by location, rate-paying, or physical premises. It is expected that there will be a limited number of such businesses and recognised that it is important that such businesses are supported.Businesses who previously availed of other schemes such as SBASC and the Tourism Business Continuity Scheme for example as well as CRSS will be eligible to apply provided they meet the qualifying criteria.The BRSS will be administered by Revenue and will operate in a similar way to CRSS.Tax Warehousing:The tax debt warehousing scheme has provided approximately €2.3 billion of liquidity to Irish businesses at a time that they need it most. The scheme is now being extended to the end of this year, with no interest during 2022 and interest at a reduced rate of 3% thereafter.Speaking on the overall package of measures, the Minister said“The Government and I have committed on multiple occasions that there will be no “cliff-edge” to supports for business. We are now taking decisive actions to provide businesses with clarity and certainty on their situation as they reopen, as far as it is possible to do so with the uncertain situation in relation to public health.”Official link; <a href="https://www.gov.ie/en/press-release/63fc8-minister-donohoe-announces-further-economic-supports-for-businesses-as-they-re-open/">https://www.gov.ie/en/press-release/63fc8-minister-donohoe-announces-further-economic-supports-for-businesses-as-they-re-open/</a>