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<h2>Are you recruiting for Hairdressers, Barbers or Beauty Therapists? It’s really tough out there at the moment, but find out how JobAlert.ie can make your life a bit easier.</h2>So, let’s first take a look at your industry. It’s no surprise that’s there’s a great demand for experienced and qualified hairdressers, barbers or beauty therapists. According to a recent interview with the Hair and Beauty Industry Confederation (HABIC) on RTÉ&#39;s ‘This Week’, they estimated that the Irish hair and beauty industry is worth about €2 billion, but alarmingly suggested that the black market is now as big as the legitimate market and is undermining businesses and threatening the legitimate industry. They’re referring to the unregistered service providers, that typically work from home.  In the interview a representative from a very well established and luxury hair salon said “many staff have left full-time jobs to work from home because it is more attractive for them to do that.”At JobAlert.ie, we speak to recruiters in the hair and beauty industry all the time. They tell us that attracting and retaining qualified and experienced staff is definitely one of the biggest challenges they face.  Some have raised the issue regarding trying to compete with paying salaries that encourage candidates to work for them, rather than people working for themselves and getting cash in hand jobs. HABIC says it aims to strengthen the Irish hair and beauty industry by giving business owners a voice and hopefully they can rectify some of the issues. In the meantime, it’s an extremely difficult situation, but at the end of the day the show must go on.  If you run a business you still need to attract and retain staff so that your business can run smoothly. You need to stay positive and believe that there are still suitable candidates who would be willing to work as employees, if they found the right opportunity locally. Whilst a lot of hairdressers can make a good living from their homes with personal clients, there’s more to working than just making money.  The attraction to actually work in a salon with a team of people, suits a lot of people. This can be particularly true when flexible working options are available and the opportunity to receive on-going and up to date training are included. There’s no doubt that the industry is often stereotyped as low-wage and with little opportunity for career advancement, but of course this is not always the case.  A lot of employers are offering very good remuneration, with commission and on-going training to the right candidates.Like most businesses there’s also the opportunity for progression into salon management and some employees even enjoy entering Hair and Beauty Competitions and winning awards.  There’s also the fact that when working in a salon you are part of a team and can have a good social life with work colleagues. So if you’re trying to recruit for your business, it may not all be doom and gloom.  You need to present your opportunity in the best possible way, showing candidates why they should choose to work for your business and get the message out to as many people as you can.We can help you with that at JobAlert.ie. We have the ability to reach a massive audience through both our website and targeted social media campaigns.  By getting your Job Ads in front of so many people, we increase the chances of filling vacancies quickly and cost effectively. One Ad costs just €149 for 30 days and there’s no hidden fees or charges. Advertising with JobAlert.ie allows you to reach both active and passive job seekers.  By passive we mean those people who are not actively looking for a job on job boards etc., but if they see Ads that attract them in their newsfeeds by chance, they will apply.  It could be something in your Ad that’s as simple as the location, the shift on offer, the package, or your reputation as an employer that gets their attention. Maybe the timing is right for them to return to working in a Salon.Through the right channels on social media and with the right wording we can help to promote your jobs and your organisation in the best light.So as we mentioned previously how you present your organisations’ opportunities is therefore very important. Particularly when it comes to the difficult to fill roles.  If you focus on promoting all the benefits you have to offer and highlight why your organisation is an excellent place to work you will stand a much better chance of finding the right people.  A well written job spec can help you do this.  So, if your organisation offers continuous training, flexible working, promotional opportunities, staff reward programs, commission or team building initiatives you should highlight these as it will definitely stand to you as an employer when recruiting. You could describe the working environment on offer, it’s important to focus on demonstrating how you have a fun and friendly team and work environment.  It’s not surprising that candidates are attracted to working in organisations that cultivate and nurture teamwork and who demonstrate commitment to the welfare of their employees. Simple initiatives can make a big difference.  People who work at hair and beauty talk to other people who work in the industry – it’s a small world, so news spreads. You have a distinct advantage if your organisation is known as a great place to work.Anyhow, if you’re recruiting right now or in the future, why not try our service.  Call us today - we can have a chat about writing up the perfect job specs for your organisation and we can also help with building your employer branding. Telephone; 01 8495003 or visit our website <a href="www.jobalert.ie">www.jobalert.ie</a>

It's tough at the Top!  

Director & Ideation Manager

Pamela Doyle

We can help you fill your job vacancies by advertising them to a huge audience of quality job seekers without having to break the bank!
1) We list your vacancies on our jobs board website which receives half a million visits from job seekers every month. Your jobs will stay live on our website for up to 30 days.
2) We share your jobs to our social media pages where we have over 300,000 active followers nationwide. We have a social media jobs page for every county in Ireland/Northern Ireland on Facebook &amp; Instagram. 
3) We assign a dedicated account manager to your recruitment campaign. The account manager will check-in with you on a weekly basis to see how each job is performing. If for any reason a job is underperforming with candidate applications, we have a number of measures in place to advance the exposure of your job to qualified candidates. We will ensure that everything is done to fill your job vacancy. 
𝐅𝐢𝐫𝐬𝐭, your job will receive massive exposure from 𝐀𝐂𝐓𝐈𝐕𝐄 job seekers on our website where candidates can apply for your vacancies from any device within seconds.
𝐒𝐞𝐜𝐨𝐧𝐝, we target 𝐏𝐀𝐒𝐒𝐈𝐕𝐄 job seekers (70% of the entire workforce) through our social media pages. Candidates who aren&#39;t actively searching for a job are a passive job seeker. When a passive job seeker views an attractive opportunity on our social media channels, they take action and apply. That is how we continue to deliver quality candidates for our clients. 
This is an untapped pool of organic candidates that no other jobs board offer. We add 5,000 new followers every month. 
HERE ARE SOME CLIENT TESTIMONIALS 
&quot;JobAlert.ie is an outstanding service with a rapidly growing reach across Ireland. Having used the service for some time now, my experience with the team and the company has always been exemplary – highly responsive, consultative and innovative with fantastic results every time. If you’re looking for high quality candidates in an instant, JobAlert is the place to go!&quot;Aidan McGrath | Talent and Recruitment Manager - Home Instead Senior Care
&quot;We have found JobAlert 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 Hotel
More testimonials can be found here: <a href="http://bit.ly/2GuZxBd">http://bit.ly/2GuZxBd</a>. 
PRICING:
At JobAlert.ie you’ll pay just €149 for a job advertisement. 
We also have discounts if you are advertising for multiple Jobs. You can buy Job Ad Credits and keep them until you need to advertise again, there’s no expiry date on when you have to use them. We won’t tie you into unnecessary contracts – you just buy what you need and pay as you go. 
Each job posted will come with the following features<ul><li>Job Ads live on our Website for up to 30 days each (Website traffic on average: half a million users per month)
</li><li>Premium Job Ads (Ads refreshed to top of List each day on our website)
</li><li>Production of Unique Graphics for each Ad for Social Media
</li><li>Social Media Shares to Counties of choice during Peak Traffic Hours for Maximum Exposure
</li><li>Share on as many counties as you like, including Nationwide and on our London Pages
</li><li>Multiple shares on social media through the duration of the Ad - we will keep re-sharing at different intervals 
</li><li>Reach over 300,000 Social Media Followers on Facebook, Instagram and LinkedIn (These are our Nationwide Followers in Ireland)
</li><li>We will include difficult to fill roles in sponsored job posts on social media - targeting niche specific audiences.  
</li></ul>We are really looking forward to helping you fill your job vacancy. Start advertising your job with JobAlert.ie <a href="https://www.jobalert.ie/employers">here.</a>

Advertise your job with Ireland's #1 Irish Owned Jobs Board

How much are employers paying for job advertising in Ireland &amp; why not use the free options? Paid job advertising can vary between €99 - €1350 per single Job Ad these days. If you’re using paid job advertising boards regularly, you’ll already be familiar with the rates. For most though, who just advertise once in a blue moon, you’ll probably be blown away at the costs involved. The fact is, you don’t have to spend money nowadays to fill most jobs. You can avail of free options provided by many platforms and of course reach out to your own social media followers through your personal and business pages. It’s a good place to start, but if you&#39;re struggling to fill a vacancy, you still don’t have to pay over the odds to access professional paid job advertising boards. Some job boards have lots of bells and whistles, but at the end of the day most times you just need to reach as many suitable candidates as possible to fill the job quickly. If you need the bells and whistles by all means pay for them, but if you don&#39;t, why carry the extra costs? At JobAlert.ie our team have years of experience in recruitment and job advertising, we know how to reach suitable candidates quickly and cost effectively using the latest online technologies. We initially set up JobAlert.ie to help small businesses who couldn’t afford big job advertising premiums. We now have over 700 repeat businesses of all sizes, covering all industries. It’s a great success story for us, but why not join these businesses - we’d love to help you? BUT only pay if you’re struggling. If you can fill the vacancy on your own, do that! We’ll be here, if and when you need us. You&#39;ll pay just €149 + Vat for a single Job Ad – no contracts or hidden fees involved. We&#39;ll even give you a discount if you&#39;re a first time advertiser to test the system or if you are recruiting regularly.We’ll keep your job live for 30 days on our website, help with the wording and graphic, and promote your vacancy on social media. Right now we have over 300,000 active followers and we sponsor difficult to fill vacancies, so that your vacancy gets in front of as many suitable candidates as possible. You don’t have to have an in-house digital media specialist, we do everything for you. Don’t just take our word for it, check out some recent customer testimonials <a href="https://www.jobalert.ie/employers?openTestimonies=true#testimonies">HERE </a>To find out more visit our website <a href="www.jobalert.ie/employers">www.jobalert.ie </a>or call us today for a chat 01 8495003

What are Employers Paying for Single Job Ads in Ireland?

Research by <a href="https://www.imi.ie/media/Trust_and_Leadership_IMI_2018.pdf">Interaction Associates</a> uncovered that companies with high levels of trust are two and a half times more likely to have higher revenue compared to companies with low trust, while a study by <a href="https://webcdn.ultimatesoftware.com/static/pdf/whitepapers/National-Study-Satisfaction-at-work.pdf">ultimate software</a> found that 93.5% of employees feel that trust in their boss is absolutely essential for them to stay satisfied at work.
Everything in your company crumbles without trust.
Employer-employee relationships built on trust will cultivate a workforce of inspired, engaged, productive and innovative teams, which ultimately leads to a competitive advantage. 
As a leader, it’s your job to build and maintain trust in your workplace. So how do you cultivate a culture within your company that is built upon trust? 
1. Open Communication: Tell employees your future plans from day one
There is a fantastic opportunity to build trust with all new employees. Communicating future goals and ambitions for the company and clearly outlining the roles employees have in these plans will play a significant part in achieving these objectives.
Communicating the big picture and sharing your hopes and aspirations will create an open working environment from the start. 
Uncertainty about the future of the company can cause unnecessary stress for your staff. Being clear and concise about the company’s plans will remove any doubt and inspire your employees to help achieve the mission. 
2. Schedule regular meetings 
Setting aside 5 to 10 minutes a week with employees will create a trusting environment where ideas and feedback can be freely discussed. 
An easy way to get the ball rolling is to ask your employees:• What is going well?• What could be going better?• What ideas do they have to improve upon their work? 
3. Acknowledge your mistakes
Show your employees that you’re human too. When people show their imperfections with absolute honesty, they automatically become more trustworthy. Employees will be able to relate and connect to you on a higher level because every one of us knows what it’s like to mess up. 
If you make a mistake and fail to acknowledge it but yet your employees know you made a mistake, it will weaken your character; display your inability for personal growth along with highlighting a complete lack of self-awareness. This is detrimental for building trust with your employees. 
The golden rule: Always admit when you made a mistake and never be afraid to apologise to your employees. 
4. Show your appreciation immediately
Immediate appreciation for a job well done is an excellent way to build trust and it’s backed up by science. 
<a href="https://hbr.org/2017/01/the-neuroscience-of-trust">According to Paul J. Zak, </a>professor at Claremont Graduate University, states; “The neuroscience shows that recognition has the largest effect on trust when it occurs immediately after a goal has been met, when it comes from peers, and when it&#39;s tangible, unexpected, personal, and public.&quot;
5. Set up team building activities
Team bonding activities don’t have to be extravagant and time consuming. It can be as simple as going to lunch on Fridays, doing an end of week review, or setting up a dinner for your employee’s birthday or anniversary. 
Perhaps there is a lunch time gym or yoga class that you and your staff could attend. 
Another option would be to find a cause that your employees are passionate about and explore volunteering opportunities. Happiness levels are known to increase when people are part of a cause that’s bigger than themselves. A sense of community and meaning will do you and your staff the world of good. 
6. Be a leader
There are some simple standards to live by if you want to display your leadership qualities to instil trust in your employees: 
Take the fall and give credit
Here is a great rule to follow: If your team fails on a project, it’s your fault. If the project is a success, it’s the team’s achievement.
Never speak ill of your employees. Badmouthing will eventually get back to the employee and will break trust and diminish respect. Never say anything about someone that you wouldn’t say to their face.
Never ask your employee to do a task that you’re not willing to do. You are the example – go set it. 
Don’t say anything that makes you weak. If you commit to a project or task, always follow through with it. The level of trust you have with your employees depends on your integrity. Saying one thing and doing another will build suspicion and diminish trust. To avoid damaging your reputation as someone who walks the walk, only commit to things you feel you can do. 
7. Reduce stress
Paul Zak, the leading expert in the area of trust, <a href="https://hbr.org/2017/01/the-neuroscience-of-trust">discovered that stress inhibits the production of oxytocin which is a chemical that drives people to trust.</a> Stress can cause employees to be less social and more paranoid about the intention of others. A stressful environment will cultivate a culture with a lack of trust. 
Ways you can reduce stress in the workplace:
• Encourage employees to use up their annual leave to avoid burnout 
• Improve work life balance – explore options of flexible working hours or allow your employees to work from home 
• Help staff to manage their time 
<a href="https://www.stress.org/workplace-stress">The America institute of Stress found</a> that 46% of employees said their workload was the main source of stress at work. There is a big difference between staff who are overworked and staff who don’t know how to manage their time effectively. Having open communication with your employees about their workload and time management will provide you with feedback. If anyone is struggling offer advice and solutions on how they can prioritise their work better to remove stress. 
8. Empower your employees
Delegating projects or important tasks to your employees will show them that you trust them. This will provide motivation for them to prove their worth. 
If the project work is successfully completed then rinse and repeat. Increase the level of responsibility for your employee. By challenging your employees with the right amount of work load that they can bear, they will feel valued and motivated to perform for you. 
Building trust with your employees will take consistent daily effort and in time, it will pay off exponentially in the long term. But remember, look after yourself too!

8 Ways to build trust with your employees

Director & Chief Biscuit Dunker

Sean Breen

Invitation to employersCareers in Ireland Recruitment FairLondon, United Kingdom14th of September 2019EURES Ireland will be hosting an Irish Recruitment Fair in London on the 14th of September 2019.This event will take place in Clayton Hotel, Chiswick. https://www.claytonhotelchiswick.com/ This is a great opportunity for employers to recruit people living in the UK who are interested in working in Ireland.This event will be promoted to jobseekers, job changers and unemployed people living in the UK. It will also be advertised through a targeted social media campaign and through various stakeholders including Universities, Irish Organisations, GAA clubs and any relevant Professional Bodies, etc. Exhibition space (stands) will be provided to employers free of charge. Employers will need to cover the cost of flights and accommodation. We will assist with travel arrangements if required. To register your interest please contact EuresEvents@welfare.ie for an application form. If you require more information please contact: - your local EURES Adviser or EURES Ireland National Coordination Office- Deirdre Reid (deirdre.reid@welfare.ie Tel. 086 82 48 289) or - Sinead Watters (sinead.watters@welfare.ie ; Phone: 016732702/087 1322407)RegardsEURES Ireland

Irish Jobs Fair London Saturday 14th September

Money, money, money. A taboo subject for many working professionals. But it doesn’t have to be this way. You want your job advertisement to convey so much to a candidate in such a short space. What the requirements are, why they should work for you and what makes your company unique. Then we expect candidates to flood in with their CV’s without touching on the biggest motivating factor – the salary. Attracting the best candidates – The pros and consYou may be concerned that by listing a salary range on a job advertisement it will put you at a disadvantage when it comes to negotiating your offer. Perhaps you are concerned that a stream of under qualified candidates will apply for your job just because the salary is attractive. However, there is a far bigger concern at hand here. You want to attract the very best candidates to apply for your job vacancy. The problem is that they may completely skip past your job advertisement. And here’s why…Candidates value compensation above everything elseA study conducted by <a href="https://business.linkedin.com/talent-solutions/blog/job-descriptions/2018/job-description-heatmap">LinkedIn highlighted compensation</a> (salary and perks - 61%) as the most important part of a job specification, with qualifications, job details and performance goals all being viewed as less important. If you feel that the salary range on your job advertisement is nothing to shout about you can still attract top talent by informing them of the other perks that come with the job which may include fuel allowances, healthcare or a company car. Salary is a leading reason for employees leaving a companyResearch conducted by <a href="https://www.payscale.com/cbpr">Payscale.com</a> found a leading reason that employees leave companies is to ‘seek higher pay elsewhere.’ When recruiting for mid to senior level positions that requires an experienced professional or candidates with a specific skillset, the likelihood of your target candidate being employed is extremely high. This is compounded by the fact that the unemployment rate in Ireland is below 5%. With the study by Payscale.com in mind, having your salary made public will entice those specialised candidates who are already employed to apply for your job.Massive risk of eliminating qualified candidatesSMART Recruit Online completed <a href="https://www.payscale.com/compensation-today/2015/02/should-you-include-salary-in-job-advertisements">a study</a> which found that job advertisements that listed the salary range received over 30% more applicants. In addition to this research, UK careers site Jobsite discovered that the drop off rates for job advertisements with salary information is between 25% to 35%. I know you may be thinking that quality far outweighs quantity, but just consider this – how many qualified candidates are within these percentages? Target passive job seekers effectively Out of the entire workforce of job seekers, passive job seekers make up 70%, with active job seekers making up the remainder. Passive job seekers are those not necessarily looking for a new job, but when an attractive opportunity comes their way they take interest and apply. A big part of what we do at JobAlert.ie is filling employer vacancies quickly by targeting passive job seekers on our social media pages – where we have a following of nearly 300,000 people. Through our own experience we have found great success for our clients by tweaking job advertisements to highlight the salary and perks.Beat the competition and attract top candidatesListing the salary on your job advertisement is an opportunity for your company to stand out from the competition when hiring. There is a growing trend for companies to only discuss the salary range during the interview stage. This means that organisations are shying away from publicly making salary information available. Use this to your advantage and stand out from the crowd. Save time and streamline the entire hiring processBeing up front about salary expectations saves you and the candidate valuable time. Screening applications and setting up interviews can be a complete waste of time when you find out at the last minute that the salary scale is too low for the candidate. By sharing the salary range on your job advertisement it will streamline the entire hiring process by filtering out candidates who wouldn’t apply for your job vacancy in the first place. Attracting talented millennials Jennifer Deal, the author of <a href="https://www.ccl.org/millennials-want-work/">‘What Millennials Want from Work’ </a>went in to great detail about the openness millennials have in discussing compensation with their friends and family. Jennifer’s research found that 71% of millennials will talk to their parents about compensation, with 47% having open conversations with their friends on the topic. In contrast, baby boomers and Generation X staff are far less likely to discuss compensation with their co-workers (19%), friends (24%) or parents (31%).” If you are looking to attract top talent emerging from the workforce it makes perfect sense to be completely up front about salary. By adding the salary to your job advertisements it will ensure that more informed candidates apply for your available positions. This opens the door for a more transparent work environment at the earliest possible stage for your future employees, which will translate in to a more honest and trusting company culture over time.

The importance of including salary in your job advertisement

Are you struggling to hire staff? You’re not alone, many employers around the country are finding it difficult to hire and retain employees as they compete against deep-pocketed organisations and low unemployment rates. It’s time to get creative and seek the help of JobAlert.ie. We make sure your job Ads are seen by an enormous online audience, filling them quickly, allowing you to focus on your business – leave all this social media stuff up to us!<a href="https://www.jobalert.ie/post-job/packages">CLICK HERE</a> to Advertise right away or read on below;
At JobAlert.ie we share Ads directly to jobseekers using the latest online technology, allowing you to reach both active and passive jobseekers. By passive, we mean we are reaching out to jobseekers who are not actively looking for a job, but they will apply for opportunities if they pop up in their social media newsfeeds. They can apply easily on their phones, while on the go. This makes a huge difference, particularly when you’re recruiting for difficult to fill roles likes chefs, healthcare workers and skilled trades people.

Traditional recruitment methods just don&#39;t make sense anymore and big advertising fees do not guarantee applications. You just pay €149 for a once off Ad, no hidden fees or yearly subscriptions – unless of course you have lots of jobs to fill throughout the year and you’d like to talk to us about a “package deal”.

The model we use is simple. Like years ago, when employers advertised in local Newspaper classifieds to reach ‘readers’ with once off Ads, we do the same. Only difference is, we use online technology / social media to reach future employees and their friends and family members with your Ads. News spreads that you’re recruiting and you get applications. It really is that simple, but it works and we pride ourselves on the follow up service that we give our customers. Don’t just take our word for it – read some recent testimonials <a href="http://bit.ly/2GuZxBd">here</a>.
Reach an enormous online audience 
Our website currently receives over half a million visits per month where you Job Ad will be hosted. 
We have over 265,000+ followers on social media and 2.1 million Monthly Facebook Reach, so your Ad will be seen by a huge amount of people.

With you all the way 
We work closely with you for the entire duration of your Ad. As we explained above, it won’t just sit on our website, a dedicated account manager will ensure that every step is taken to get your vacancies filled. We’ll even help you to get creative with your job spec and give advice where applicable.

For Pricing and Frequently Asked Questions <a href="https://www.jobalert.ie/post-job/packages">go here.</a>Read more about us <a href="https://www.jobalert.ie/about-us">here. </a>Watch a video on how everything works <a href="https://youtu.be/HPGd8rwXOOI">here.</a>So what are you waiting for, it’s a no brainer, if you’re struggling to hire staff, give our service a try – it doesn’t cost a fortune to test it. Harness the latest technologies to find your next hire with JobAlert.ie, Ireland’s #1 Irish Owned Jobs Board.Call us if you’d like to discuss further – we’d love to hear from you 00 353 1 8495003.

Fill your job vacancies quickly! 

June is here, and with Pride Month comes all the fanfare surrounding the LGBTQ community that our underrepresented brothers and sisters deserve. What happens the other 11 months of the year, and which of the companies flaunting Pride Month ties truly put their money where their mouths are, though? These 12 companies support LGBTQ families year round, so they&#39;re a good place to start if you&#39;re a job-seeker or a supporter of this underrepresented community looking to show some social awareness with your hard earned cash.Aside from that, on this issue, it can be very difficult to keep track of the players without a scorecard. Thankfully, a little research can easily rectify that problem. The Human Rights Campaign (HRC) releases an annual survey called the Corporate Equality Index that focuses on corporate policies and practices around the LGBTQ community including health care; corporate non-discrimination relating to gender, sexuality, and gender identity; supportive inclusion guidelines for transgender workers who are transitioning; a public commitment to LGBTQ equality; and traditional benefits including paid family leave extending to LGBTQ families. In the 2019 survey, released in March, 571 corporations and law firms earned 100 perfect scores.These 12 companies are not only among the HRC&#39;s 100 percent club, but they also make the top of the list on many other reviews.<h3>1. Accenture</h3>&quot;LGBTI inclusion is not only the right thing to do from an interpersonal point of view, it is also a business imperative because CEOs recognize that a culture of equality creates trust, innovation and therefore business growth.&quot; So says Sander Van &#39;T Noordende, Group Chief Executive Products, regarding this Irish company&#39;s commitment to the LGBTQ community. With its U.S. headquarters in New York City, Accenture has won awards for its LGBT Allies program, which pairs queer employees with mentors to help them negotiate the company&#39;s programs and support. Job search site FlexJobs reports that the company&#39;s specific focus on professional development and advancement among the LGBTQ community has helped users reach executive ranks at a more rapid rate.<h3>2. Apple</h3>With CEO Tim Cook — the first openly gay chief executive of a Fortune 500 company — at the helm, it&#39;s perhaps not surprising that Apple regularly hits the top of lists for LGBTQ-friendly places to work. Headquartered in Cupertino, California, the tech brand has earned a perfect score from the HRC for 15 years and first offered health care benefits for same-sex domestic partners more than 20 years ago, as The HR Digest reports. Among the additional benefits with special meaning for families, same-sex partners of employees receive six weeks of leave after the birth of a child.<h3>3. AT&amp;T</h3>Communications conglomerate AT&amp;T began prohibiting discrimination against LGBTQ employees in its ranks way back in 1975 according to company records, and it has been ahead of the curve ever since. The company was one of the first in the nation to offer LGBT domestic partner benefits beginning in 1998, and now has the requisite full suite of benefits as with the other corporations on the HRC list. AT&amp;T also has an innovative supplier diversity program that enables selection of LGBTQ suppliers, which resulted in $14.2 billion in spending in that category in 2016 — a rising tide floats all the boats.<h3>4. Delta Air Lines Inc.</h3>Delta&#39;s LGBTQ community boasts about the strength it brings to its employee resource group, the Delta Employee Equality Network (DEEN), and the influence it has had on the company&#39;s policies including health benefits for same-sex couples. In the past several years, the company has won several awards for its treatment of its LGBTQ employees, including the AIM100 award from Affinity Magazine. Delta is also the official airline and sponsor of GLAAD, as well as seven events across the U.S. this Pride season.<h3>5. Google</h3>The tech giant celebrated Pride 2018 with their hashtag #ThisIsFamily that showcased their LGBTQ employees and their families and encouraged donations to GLAAD and PFLAG. This year, their site Pride.Google features a short film called Stonewall Forever and a rundown on the State of Pride. Also this year: Google is getting a lot of flak for failing to kick hatemongers, like those who foment bullying and assaults against the LGBTQ community, off of YouTube. However, like AT&amp;T, Google carries extra street cred as a founding member of a prestigious global coalition of companies showcased byFastCompany in 2015 when they convened with the mission of advancing LGBTQ equality in the workplace.<h3>6. Hyatt Hotels</h3>This Chicago-based hotelier is also a global employer and was named to the 2018 FORTUNE World’s Best Workplaces list, their fourth straight appearance on that roster — thanks to benefits which of course extend to their LGBTQ staff. For those who like to travel, Hyatt&#39;s perks extend to complimentary and discounted stays at properties in 56 countries worldwide, while they also include paid time off following the birth or adoption of a child, and even extend to financial assistance for adoption.<h3>7. JP Morgan Chase &amp; Co</h3>A long list of banks made the HRC list. This one earned a perfect score for its LGBTQ policies both this year and last year and is also ranked number 20 on the FORTUNE 500. The company actually pioneered an effort with the HRC in 2014 to study LGBTQ-led families, forming a working group within the company specifically to support this constituency. Additionally, it prioritizes LGBTQ representation in senior management and supplier diversity — the latter detailed by Business Equality Pride magazine — and reinforces its commitment to the community by sponsoring an impressive array of Pride-related events in communities nationwide.<h3>8. Johnson &amp; Johnson</h3>This health and personal care products company goes above and beyond for all employees starting a family: Headquartered in New Brunswick, New Jersey, the company offers assistance with fertility treatments, surrogacy, and adoption, followed up by a generous helping of parental leave. The company operates six child development centers on its campuses worldwide as well as providing a discount through KinderCare, a national childcare provider here in the U.S. The cherry on the sundae is their Care with Pride initiative that helps support and &quot;openly champion love, equality and care for all people within the LGBTQ community,&quot; according to the program&#39;s website.<h3>9. Netflix</h3>It&#39;s worth writing about streaming service Netflix for their parental leave policies alone: Salaried and hourly employees who&#39;ve adopted or given birth to a baby can take up to a year off at full pay, and naturally that applies equally to same-sex families. Like many tech companies, Netflix has provided same-sex employee partners access to the same benefits as other domestic partners for nearly 20 years, says Mashable.<h3>10. Salesforce</h3>Marc Benioff, Salesforce&#39;s CEO, was honored by GLAAD in 2016 for his public and outspoken fight against anti-LGBTQ laws, as reported by Medium. Benioff&#39;s passion extends throughout the company he leads, putting the company&#39;s resources at the service of getting states and municipalities to roll back legislation involving issues like sales of wedding cakes to gay couples and the use of preferred bathrooms by transgender individuals. As such, while the company, headquartered in San Francisco, has all the benefits that the HRC survey measures — they&#39;ve earned their perfect score, just like all the others on this list — their agenda also includes a unique focus on impacting the standard of living for LGBTQ families beyond their employees.<h3>11. Target</h3>With more than 1,800 stores across every state in the U.S., Minneapolis, MN-based Target has the opportunity to impact a lot of LGBTQ families. Although there&#39;s been an on-again, off-again bumpy relationship between the retail giant and the LGBTQ community — this story from CBS gives a brief rundown of the history between the two sides — it has since cleaned up its stance in this area to earn its perfect score. Its embrace of LGBTQ society includes mirroring families in its advertising — for example, for its popular wedding registry.<h3>12. Uber Technologies, Inc.</h3>Despite having attracted some bad press lately for its treatment of drivers in the field, Uber puts the &quot;ride&quot; in Pride when it comes to its corporate employees by helping others outside the company&#39;s ranks get in on the equality: Like Salesforce, it has institutionalized the promotion of LGBTQ causes in the communities it serves. The San Francisco-based organization shares something in common with other tech behemoths included in the HRC list in that it offers a generous leave policy for new parents: As Vox reports, it&#39;s 17 weeks for the primary caregiver, and six weeks for the secondary caregiver.

Happy Pride! 12 Companies That Support LGBTQ Families All Year Round

So many inquiries coming in from people who want to work during their summer break and it’s great! So, if you’re an employer offering entry level seasonal work, give us a shout asap and we’ll advertise your vacancy for FREE. If you know an employer offering summer jobs please pass on the word! Email info@jobalert.ie for more information.Are you looking for a summer job/part-time job but you have no work experience? <a href="https://www.jobalert.ie/blog/how-to-get-a-summer-job-with-no-experience">Read our step-by-step guide</a> on how to solve this problem.Included in the guide are links to Free CV &amp; Cover Letter Templates that we have been designed for those without any experience. Click <a href="https://www.jobalert.ie/blog/how-to-get-a-summer-job-with-no-experience">here for the full guide.</a>Terms and conditions:Roles advertised must be entry level positions/no experience required specifically for the summer months – June until August 2019. Each job will be reviewed and will be approved based on its validity to the criteria above.Each employer will be allowed one job advertisement.The job advertisement will expiry 7 days after being published.Offer ends the 14th of June 2019.

Hiring Summer Staff? Advertise with JobAlert.ie for FREE

When recruiting early career talent, many companies think installing a foosball table and stocking the breakroom fridge with beer is all you need. What they didn’t expect was the fact that the Millennials and early Gen-Zers joining the workforce now have far more sophisticated needs and desires that won’t easily be swayed by an open office concept and free beer.Unlike previous generations, Millennials and Gen-Zers are willing to leave their employers to find a company they feel aligns with their values and overall goals. And that’s a good thing: Gallup reports that about 33 percent of Americans are engaged at work. While ThriveMap found that nearly half of all employees have left jobs that didn’t meet their expectations, a whopping 73 percent of Gen Z employees did. Younger workers don’t accept mediocrity, and that’s good for your business.But how can you keep those early-stage employees with high standards? We recently went through training at Calendar and here are three tips to help retain early career talent:1. Rewrite your job descriptions.According to Amanda Hammett, a global Millennial expert, the No. 1 thing that drives young employees to quit is a lack of trust. Young employees expect the job descriptions they applied, interviewed and were hired for to match the roles they’re carrying out on a daily basis. However, in many situations, that’s not the case, leaving young employees to feel duped from Day 1.“When Millennials and Gen Z employees feel they cannot trust what they have been told by their employer, the countdown is on until there are gone,” Hammett says. She’s found that many companies are depending on HR to write job descriptions for roles for which they know very little about the day-to-day intricacies. She suggests companies have their rock star employees in each role collaborate with HR to offer a more accurate view of each position to help curb future turnover.2. Remember that employees are human.Neuroscientist Matthew Lieberman suggests that the human need to connect socially is as basic as the need for food, water, and shelter. Regardless of the technology surrounding them at every moment — or the label foisted upon them — Millennials and Gen-Zers are human, which means they’re hardwired (like the rest of us) to crave personal connections. They want to know what’s going on in your life, and they want you to know about theirs.This doesn’t mean you need to spend hours scrolling their Instagram feeds over the weekend. But it does mean having conversations in the office about things other than the latest project or report due. Learning about who they are outside the office shows them you care about them as individuals, and it helps you, too. You can more easily pinpoint the right person for a particular project, opportunity, or mentor based on what you know about your team members’ goals. When Millennial and Gen Z employees feel they’re seen as more than a number and developed, they’re far more likely to develop a stronger bond with you and the rest of the team, which can typically translates to a longer tenure with your company.3. Accept that you’ll have continuous challenges.The 2018 Deloitte Millennial Survey found that 43% of Millennials and 61% of Gen-Zers plan to leave their current job in the next two years. In order to save yourself and your company a tremendous amount of chaos due to turnover and hiring replacements, have conversations with your early career talent about what kind of skills they’re looking to develop. See if there’s some alignment in your own needs or the needs of another leader within your company.Delanie Olsen, a marketing specialist at an events company in Chicago, mentioned in a conversation with her boss that she’d like to learn about SEO. A week later, her boss approached her about a class that would require Delanie to be out of the office for a full day. Delanie’s boss thought the SEO class would be a good investment of company time, however, to develop Delanie and her skill set — despite the fact that it didn’t perfectly align with her current role. This one act by her boss dramatically increased Delanie’s loyalty to her company and to her boss because it showed a desire to continually challenge Delanie, as well as further Delanie’s skills as a future asset to the company.Millennials and Gen Z employees aren’t aliens from another planet. In fact, in most ways, they’re just like every other generation that came before. I recently read a book called Marketing to Gen Z that really helped me think about how I’m engaging the younger generations. I strongly encourage others to consistently educate themselves on how to understand different generations. Changing how you manage early career talent can ensure they not only stay, but also add value for years to come.<h2>John Hall</h2>Co-founder at Calendar.com John is the co-founder of Calendar, author of the best-selling book &quot;Top of Mind,&quot; and a keynote speaker. You can sign up for early access to Calendar here!This article originally appeared on Forbes.

Why Millennial And Gen Z Employees Are Really Leaving You

Reasons why employers pay more for Job Advertising in Ireland!Bottom line….THERE IS NO REASON, but your’re still paying way over the odds, even when your investment may not fill the job! Why? Well it could be because you’ve signed up to a yearly contract and you’re just uploading job ads on the same platform for the sake of it, hoping to get back something from your investment. Maybe you’re not really checking the analytics, you’ve a few ads up on different platforms and you’re not really sure where the candidates are coming from? Then of course, it could be that your company has always used the same platforms for years, old habits die hard and it can be difficult for you to implement changes when you’re new on the block. If you’re a business struggling with increasing costs though, you’ll be well aware of what job advertising is costing you and if you’re finding it difficult to fill vacancies, you may feel there’s no alternative. But there is, you could be one of the savvy recruiters, who are trying out new platforms, saving money and thankfully getting results at the same time!But let’s look at the options and the cost of job advertising in Ireland. You could advertise on a jobs board, which according to US website www.betterteam.com will set you back the following; Jobs.ie €765 per job ad, Irishjobs.ie €1050 and Jobbio €104 a month, over €1,200 a year, that’s just to name a few. You could try advertising on social media, but you may not have a large following, so your job Ad won&#39;t reach that many people. You could sponsor your Ads, if you know how – but it’s difficult to know how much that will cost you. You could avail of the services of JobAlert.ie, who combine a jobs board with a location specific social media campaign for your job - you’ll pay just €99 for a local Ad or €149 for a Nationwide campaign, reaching over 243,000+ followers. At JobAlert.ie we’re helping businesses of all sizes to fill jobs quickly and also saving them money at the same time. Job Ads are hosted on our website and also shared across our social media platforms. We’re reaching both active and passive job seekers. By the latter term, we mean we are reaching out to candidates who may not actively be looking at job boards but if they see something in their Social Media news feeds they will apply. You just pay for Job Ads as you need them – we do the rest, we won’t tie you into unnecessary contracts – you just pay as you go. The model we use is simple. Like years ago, when employers used local newspaper classifieds to reach ‘readers’ with once off Ads, we do the same. Only difference is, we use online technology to reach future employees and their friends and family members who may tell them about the job. It really is that simple, but it works. We pride ourselves on the follow up service we give our customers, once you try our service, you’ll come back over and over again. Don’t just take our word for it – read some recent testimonials here: <a href="http://bit.ly/2GuZxBd">http://bit.ly/2GuZxBd</a>We have other packages with discounts available for clients that are recruiting in large numbers, you’re very welcome to call our team on 00 353 1 8495003 to discuss your needs. To Advertise 1 job on line now click here: <a href="http://bit.ly/2GtG5oy">http://bit.ly/2GtG5oy</a>We look forward to hearing from you.

Reasons why employers pay more for Job Advertising in Ireland!

Use Job advertising that works.Harness the latest technologies to find your next hire through JobAlert and social media. No contracts, no hidden fees.Reach jobseekers directlyTraditional recruitment methods don&#39;t make sense anymore. Big advertising fees do not guarantee applications. JobAlert is changing the face of recruitment by going directly to jobseekers through social media, allowing you to reach both active and passive job seekers.Watch your jobs go viralReceive applications like never before as your jobs are viewed, liked &amp; shared across the nation. Embrace the power of social media to get your job in front of as many candidates as possible.Frequently Asked Questions How do I pay for a job advertising package?It’s very straightforward. Just select the job advertising package that you require, continue through the checkout process and pay with your credit card. Once payment has been completed an invoice receipt will be sent immediately to your email address. There are no hidden fees or yearly subscriptions; you can just purchase one Job Ad at a time as you require them. For discounts and credit terms on multiple Job Ads please call our sales department directly at +353 1 849 5003 to discuss further.Will my online payment be safe and secure?Yes. We use Stripe to handle our online payments. They help us ensure that all of our online payments are safe and secure. Stripe is a PCI Service Provider Level 1 which is the highest grade in payment processing security.Can I be invoiced instead of paying by debit or credit card?Yes, for multiple Job Ads we can offer credit terms and we’ll also give you a discount for bulk orders. Call our sales department directly at +353 1 849 5003 to discuss further.Do you offer custom packages?Yes. We can build you a customized solution to fit your needs. If that means tailoring a package that includes unlimited job credits, multiple weekly shares on social media, or prioritizing jobs that needed to be filled yesterday, it can be done. Contact us at info@jobalert.ie or call us today to discuss on +353 1 849 5003.How long will it take before my job advertisement is live?Once you have published a job it will be made live once a member of our team reviews it. Normally your job will be live within the hour but this process can sometimes take up to 6 hours. Our team will then arrange to share your vacancy across our social media channels.How many people will see my Ad?Right now, we have over 243,000 social media followers and a reach of over 2.1m. Our website receives over 472,000 visitors per month. We also share Job Ads on Instagram and LinkedIn where required. So your Job Ads will get plenty of exposure.Can I choose which Counties I want to target?Yes, you can choose which counties you’d like to share your Job Ad to when you place your Ad. Right now we have specific social media pages targeting each county in Ireland and in the capital we have specific pages for Dublin North, South, West and the City Centre. You can also choose to do a Nationwide Job Ad.Do you provide graphic design work for sharing my job on social media?Each job package comes with a standard graphic for use on social media. For custom graphics, get in touch.How do I receive job applications?You can specify how you would like to receive job applications when uploading a job. You can request to receive applications by email or provide a link to your careers page/internal candidate management system – the choice is completely yours.Can I keep my company name confidential?Yes, your company can be kept anonymous when advertising on JobAlert.ie.Do you have a data protection policy?We fully adhere to all European Data Protection Legislation. This is outlined in our Privacy Policy and Cookie Policy.Do you have any Testimonials from Clients using your service?Yes - check out what our clients say <a href="https://www.jobalert.ie/employers?openTestimonies=true#testimonies">here.</a>To place a job advertisement now click <a href="https://www.jobalert.ie/post-job/packages">here.</a> For more information about our service visit our employer page <a href="https://www.jobalert.ie/employers">here.</a>ORContact us by email or phone to discuss your needs in more detail.Phone: 00 353 1 8495003Email: info@jobalert.ieWe look forward to hearing from you.

Q&A Regarding Job Advertising on JobAlert.ie

<h2>THE GOOD THE BAD AND THE UGLY - Don’t be a Cowboy, write a decent Job Ad</h2>At JobAlert.ie we&#39;ve seen first-hand some very well written Job Ads, but also some very badly written ones too. As part of our service we review and give advice to advertisers before their jobs go live! Thankfully in the majority of cases we’re not talking about legal non-compliance but mostly a lack of relevant information that impacts whether or not an employer fills the vacancy quickly. Albeit, we have saved a few court cases, that’s for sure! Depending on the experience of the recruiter it can be hit and miss when it comes to what employers put in Job Ads, hoping to attract the perfect candidate. We’ve had Ads uploaded with just one line; “Receptionist required for busy office in Dublin” and then the employer will be surprised why they cannot fill that job! Thankfully, the Country is almost at full employment but the downside for employers is that it’s an employees’ market and as recruiters we really have to try a bit harder to attract the talent required. So, don’t be a Cowboy, sit down and write a decent job ad outlining exactly what is “Wanted”, spend the time and reap the benefits. Based on what we’ve seen over the last year, we’ve put together a few tips for all organisations big and small.<h2>Job Title</h2>Ensure the job title accurately describes the Job. If you have the authority to review or change a title ensure it is simple, engaging and accurately describes the job. 
Please avoid quirky job titles that contain words such as ‘rockstar’, ‘guru’ and ‘ninja’, believe me we’ve seen them all and they just confuse people and will not help when candidates do a word search to find their perfect job. <h2>COMPANY INFORMATION</h2>Positively introduce your organisation. With current low unemployment rates, it’s much more important than ever to sell your company and the position on offer to prospective employees. 
You should include; who you are, what you do, your exact location.
Try to add something nice that shows the culture, vision and working environment of your organisation, this will set you apart from other recruiters. You can do this by including keywords and phrases like; customer focused, hardworking, we value creativity, innovation and teamwork, we enjoy hard work and social nights out to de-stress or maybe you have occasional ‘Pizza Fridays’. You could also list any awards, major achievements or anything that you think makes you an interesting employer.
More recently larger organisations are using videos and testimonials from current employees to promote their organisations. You don’t need a big budget, you can make a simple video even if you are a small company who’s recruiting. You just need a smart phone and a fun, creative team to talk about a day in the life of working in your business.
<h2>Why are you hiring?</h2>Expansion, new business, growth, seasonal requirements, maternity leave cover etc., if there is a specific reason, think about putting it in.<h2>The Position</h2>Location: Where will the person be based? If travel is a requirement please outline the details.Shifts / Days of Work: Let people know when they will be required to work, days, hours, start time, end time of shifts and if flexibility is required? Is there an opportunity to work overtime, is it compulsory? Will they be required to work weekends and holidays?Description: In a short paragraph, briefly, describe the position being offered using positive language, but be realistic and avoid using abbreviations or jargon. Use bullet points to list the most important responsibilities, this will make it easier for candidates to scan.
Skills and Requirements: It is important that you divide “must haves” as in necessary requirements for the job and “good to have’s” as in desirable requirements. Again, use bullet points to list; relevant qualifications, competencies, skills and work experience required.
What qualities does the ideal candidate have? Rather than just listing traits like “good communicator” maybe say “in this role you will need to be able to write accurate reports and work under pressure” or “in this role you will need to be able to communicate effectively with customers over the phone and answer their queries in relation to ……” 
Only list points that are relevant to the position, and don’t overdo it! 
Please keep in mind current legislation. For example, you must comply with all applicable laws, including the Disability Act 2005 and the Equality Act 2004 including all 9 grounds: gender, marital status, family status, sexual orientation, religion, age, disability, race and members of the traveller community.
<h2>Salary and Benefits</h2>What benefits do you offer to employees? What do you offer employees in terms of personal and professional development, including any mentoring or on-going training? Ensure you list everything that may attract candidates, particularly if there’s a company car, van, mobile phone or laptop.
<h2>How to Apply?
</h2>Tell candidates how to apply for this position. Specify if you want a cover letter. Some organisations also outline what the process will involve and the timelines for example, closing date, interview dates, start dates etc.
JobAlert.ie harnesses the latest technologies to find your next hire through our website and social media. So, when traditional recruitment methods and big advertising fees fail to find you suitable applicants, why not give us a try. You can advertise a job from just €99. If you can fill a vacancy for free, even better, but you know where we are if you need us.
<h2>About JobAlert.ie</h2>We are a jobs board with a cause, while we advertise jobs for companies of all sizes, it’s our mission to get the country fully working! That’s why we are particularly passionate about helping disadvantaged jobseekers, so where possible we share information about apprenticeships, traineeships and courses that help entry level and unemployed candidates for free. For more information visit <a href="https://www.jobalert.ie">www.jobalert.ie </a>or email <a href="mailto:info@jobalert.ie">info@jobalert.ie</a>