blogList

<h3>The North Wall Community Development Project (CDP) are running a 10 month full time Sports course commencing on June 10th and are looking for participants.</h3>Gain a QQI Level 4 Major Award in Sport &amp; Recreation through the course that runs Monday to Friday 9:30am - 3:30pm (Half-day every Friday).Participants will attend Sports related class and train daily in the hope of progressing into a Career in Sport.The 44 week course will consist of 8 Sport Related modules. Along with the education aspect of the course, participants will train every day in a variety of sports and face regular fitness tests &amp; challenges. Daily training sessions including Football, Basketball, Gym, Kayaking, Water polo, Cycling, Mountain Climbing, Gaelic football, Rugby, HockeyTrainees will receive a weekly training allowanceContact Gerry: 083 - 303 27 54or Amy on (085) 812 3889 or email hello@nwcdp.ieTrain every day ✔️Gain great Qualifications ✔️Achieve a QQI Level 4 Award ✔️Get paid every week ✔️Get really fit ✔️Gain full time employment ✔️Progress to 3rd level education ✔️

Gain a QQI Level 4 Major Award in Sport & Recreation

In a press release today, the Irish Government have announced a further €7.5 million to support Apprenticeship / Earn as you learn Programmes. This brings the total capital funding allocated to support the modernising of craft apprenticeship programmes in the sector since 2017 to more than €23 million. This is particularly great news for students who are just about to start their Junior &amp; Leaving certificates this week.At JobAlert.ie we&#39;re great advocates of the Apprenticeship / Earn as you Learn options and we&#39;re delighted to see that there has been an 80% increase in registrations between 2015 and 2018. We are however receiving feedback from our followers, that they&#39;re having difficulty finding suitable vacancies once they have made up their mind to pursue an Apprenticeship. So Employers, If you currently have an apprenticeship vacancy (for 1st Year Apprenticeships) please contact JobAlert.ie on info@jobalert.ie and we will advertise your vacancies for free right now! Press Release; 03 June, 2019 - Government announces €7.5 million capital funding to support Apprenticeship Programmes. Focus on new technologies, sustainable methods and materials and modernising traditional craftThe Minister for Education and Skills Joe McHugh T.D., together with the Minister of State for Higher Education Mary Mitchell O’Connor T.D. and Minister of State for Training, Skills, Innovation and Research and Development John Halligan T.D. today announced capital funding of more than €7.5 million for nine Institutes of Technology and the Technological University (TU) Dublin.The funding forms part of the Government’s commitment, under Project Ireland 2040, to increase investment in higher and further education and training and to the modernisation of equipment available for craft apprenticeship provision.Minister McHugh said: “The Government is deeply committed to expanding the apprenticeship system and this investment reaffirms that. Ensuring that our young people and those retraining have access to cutting edge equipment and the latest thinking on sustainability is key to further developing this increasingly-popular option for training and progression.“There was an 80% increase in apprenticeship registrations between 2015 and 2018. This €7.5m funding will enable Institutes of Technology and TU Dublin to purchase new equipment and update their infrastructure.“Apprenticeships offer fantastic opportunities and I would encourage any person looking at their career options, especially students preparing to sit exams this week, to strongly consider the many benefits of apprenticeship.”Today’s announcement brings the total capital funding allocated to support the modernising of craft apprenticeship programmes in the sector since 2017 to more than €23 million.It is being provided by the Department of Education and Skills through the Higher Education Authority (HEA).This funding will support the roll-out of new syllabi for apprenticeships in Plumbing, Carpentry, Electrical, Brickwork, Motor Painting and Decorating, Vehicle Body Repair, Fitting, Toolmaking and Wood Manufacturing and Finishing.It will enable Institutes of Technology and TU Dublin to provide apprentices with training in the most up to date techniques, including sustainable and renewable technologies such as solar and wind energy and energy efficient construction methods and materials.The equipment needs have been identified by the HEA, in conjunction with SOLAS. 6,500 apprentices are expected to undertake training in an Institute of Technology or TU Dublin in 2019.Minister Mitchell O’Connor said: “I am delighted that over €7.5 million is being invested to support the modernisation of the syllabi and to purchase new equipment for our apprenticeship programmes in our IoTs and TU Dublin. It will ensure that our apprenticeships have the best possible experience, keep pace with new methods and technologies in the workplace and are trained to the highest level possible.”Minister Halligan said: “This Government is committed to more than doubling the number of new apprentices registered and the number of apprenticeships on offer over the lifetime of the Action Plan to Expand Apprenticeship and Traineeship. Budget 2019 allocated €142m for apprenticeship training, an increase of over 16% on the previous year. This will allow for the delivery of 10 more apprenticeship programmes and over 7,000 new apprenticeship registrations in 2019 alone.”Notes for Editors:The breakdown of how the €7.5m is allocated across Institutes of Technology and TU Dublin and across apprenticeships is set out in the table in this link: <a href="https://www.education.ie/en/Press-Events/Press-Releases/2019-press-releases/PR19-06-03.html">https://www.education.ie/en/Press-Events/Press-Releases/2019-press-releases/PR19-06-03.html</a>ApprenticeshipApprenticeship is a programme of structured education and training which formally combines and alternates learning in the workplace with learning in an education and training institution. An apprenticeship prepares participants for a specific occupation and leads to a qualification on the National Framework of Qualifications. Since the 1970s it is estimated that over 105,000 apprentices have been trained in Ireland. The current apprenticeship population now stands at 16,000.Building on the Programme for Government, the Action Plan for Education contains a commitment to enroll 31,000 people on apprenticeship programmes in the period 2016-2020. The Action Plan to Expand Apprenticeship and Traineeship in Ireland 2016-2020 sets out a series of detailed actions and annual targets to enable the Action Plan for Education commitments to be met. In 2018, 5,648 new apprentices were registered.To date, following the Apprenticeship Council’s two calls for proposals in 2015 and 2017, 20 new consortia led apprenticeship programmes have been developed. These new programmes span a variety of sectors ranging from financial services and ICT to hospitality. Further new apprenticeships are due to get underway in 2019 and 2020 in various areas including construction, engineering and hairdressing.More articles from JobAlert.ie about Apprenticeships;Leaving Cert, Degree or Apprenticeship?<a href="https://www.jobalert.ie/blog/leaving-cert-degree-or-apprenticeship">https://www.jobalert.ie/blog/leaving-cert-degree-or-apprenticeship</a>Bar Manager’s Degree Apprenticeship<a href="https://www.jobalert.ie/blog/bar-manager-s-degree-apprenticeship">https://www.jobalert.ie/blog/bar-manager-s-degree-apprenticeship</a>FIT Cybersecurity Apprenticeship<a href="https://www.jobalert.ie/blog/fit-cybersecurity-apprenticeship">https://www.jobalert.ie/blog/fit-cybersecurity-apprenticeship</a>Search Jobs here; <a href="www.jobalert.ie">www.jobalert.ie</a>*Terms &amp; Conditions for free Ads, The Apprenticeship Vacancy must be for a 1st year Apprentice and Ads must be placed before 13th August 2019 when the Leaving Cert Results will be released. 1 Free Ad per Client/Company <h1></h1>

Students urged to consider Apprenticeships as a Career Choice

Director & Ideation Manager

Pamela Doyle

A new survey shows that 57% of office workers here believe that a four-day working week is likely in the near future as technology makes work practices more efficient.The study, by technology company Ricoh, also found that Irish employers are lagging behind their UK counterparts in facilitating flexible working options for employees. Only 41% of Irish workers who were surveyed felt that their employer frequently adapts working practices to their needs, in comparison to 54% of their UK counterparts.This sentiment is felt across all generations of the workforce in Ireland with less than half of workers agreeing that their employers are doing enough to keep up with evolving employee needs. Today&#39;s study also found that 43% of Irish workers expect all or part of their roles to be automated within the next five years as a result of technological advancements.It also revealed that salary, flexible working hours, learning opportunities and a work-life balance are the top priorities for workers when looking for a job.Chas Moloney, director at Ricoh Ireland &amp; UK, said the concept of the traditional workplace has changed significantly in recent years. &quot;Interest in and appetite for a four-day work week is growing - people want to work less hours but be more effective and productive with the time they spend working,&quot; Mr Moloney stated.He said it was &quot;very disappointing&quot; that Irish business leaders are not recognising this trend and adopting more flexible ways of working to motivate, encourage and retain staff. &quot;A happier workforce often equates to increased employee productivity, business performance and company growth,&quot; he added.He said that if Irish business leaders are to succeed and make the concept of the four-day work week a reality, they need to enable individual workstyles with the right technologies and agile approaches. &quot;Otherwise, they could find themselves struggling to attract, keep and empower people,&quot; Mr Moloney cautioned.The research, commissioned by Ricoh Europe and conducted by Coleman Parkes, involved 4,580 office workers from across 24 countries, including 150 from Ireland.Looking across the Seas....Until 1908, US workers worked six days a week. All of that changed when a New England mill was the first to give it&#39;s employees Saturday off, allowing their Jewish workers the ability to observe their Sabbath. The five day work week continued to grow in popularity through 1926, when Ford became the first major employer to adopt the schedule. From then on, the five day work week became a standard.The five day work week is supposed to consist of eight hour days, ultimately creating the 40 hour week for full-time employees. However, more than 50%of those full-time employees spend more than 40 hours per week at the office. Most U.S. employees are known to waste time while at work. Many millennials even refuse to leave the office, despite being done with their work and hitting 40 hours, out of fear of being seen as replaceable. Which is why the trend of millennial work martyrs continues to grow. Despite the advice from the experts on the importance of prioritizing relationships or vacation days, most U.S. employees continue to spend too many hours chained to their desks. All that time on the job, also comes with a host of dangers to one’s health. According to several studies rounded up by Investment Zen, people who are overworked have a 33% increased risk of stroke, double the chances of suffering from depression and anxiety, 112% increased risk of developing Type 2 Diabetes, and 13% increase in heart problems. Begging the question, do employees really need five days chained to their desk to get the job done?Licensed clinical social worker, Sarah Herstich, shares “an adult’s attention span lasts from 15-45 minutes.” Employees need breaks throughout the day and the week to maintain productivity and re-engage while at work. Otherwise, employees begin to develop bad habits to waste time. The average employee checks their inbox 36 times in an hour. Furthermore, employees waste about 31 hours per month in unproductive meetings. Sitting in a meeting may not seem like someone is developing a bad habit, but often times during those meetings employees spend the majority of their time daydreaming or complaining. These unproductive habits have been known to spill into normally productive hours, which could be why more and more companies are adapting shorter work weeks.The reality is, taking a day out of the office doesn’t just benefit the employees, it benefits the company as well. The State of Utah implemented a 3-day weekend for state employees. After 10 months, they were able to save $1.8 million in energy costs. Other companies, like San Francisco based startup iBeat, used the 3-day weekend to recruit top talent. The 3-day weekend has also been linked to reducing time off requests by 9% and increased overall productivity. KFC Japan was able to retain more employees, particularly stay at home moms, after implementing a 3 day off initiative. The ability to recruit and retain top talent is a massive cost saver alone.The 3-day weekend is a growing trend in Japan, UK, France, Sweden, and the US. The CEO of Basecamp, Jason Fried said, “better work gets done in four days than in five.” If you or your employer are still hesitant to give the 3-day weekend a try, start slow. For instance, only the first or last Friday of the month. See how things go. Many companies who have implemented a 3 day off initiative, will allow employees to choose either Friday or Monday in to keep the office going five days a week. Get creative with a schedule that benefits everyone.Sources of articles;Forbes &amp; RTE News

57% of Irish office workers believe 4-day working week is on the way

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

Director & Chief Biscuit Dunker

Sean Breen

At an event last year as a guest speaker, I spoke about a “barrier to employment” that took me by surprise back in the late 80’s when I left Secretarial College. I was advised by the FAS office to think about taking the ‘Ballymun’ address off my CV and maybe use a relation&#39;s address instead to give myself a better chance at getting an interview. An interview for work experience, I might add considering that we were at almost 17% unemployment at the time. On the bus home from Westmorland Street I was trying to think if I had any Posh Aunties with &quot;nicer address&quot; than mine!I&#39;d hate to think that prejudices like this still exist today, but can only imagine how it feels for a person who has to put a Hotel, B&amp;B or Emergency Accommodation address on their CV or application form if they are looking for a job!We&#39;d be interested to hear what other people have to think or if anyone has experienced this very situation.According to latest figures from the Peter McVerry Trust, the official homeless figures for April show a total of 10,378 people accessed emergency accommodation last month.

Try Putting a Hotel Address on Your CV - Barriers to Employment

By Art MarkmanIf you are a recent college graduate, chances are you have taken several classes that you believe will help prepare you for your first job. Unfortunately, most of what you need to succeed in your work involves skills you never took a class to acquire. And that can complicate the application process.When you look at the qualifications for entry-level jobs, many of the items on the list may be things you have not yet encountered. Even when your new job involves technical skills that were covered in your classes, your future employer will likely use tools you haven’t seen before and rely on processes that go beyond what you studied.However, and this is important, just because you don’t have all of the qualifications doesn’t mean you shouldn’t apply for that job.One story I tell in my book, Bring Your Brain to Work, is that my oldest son, who was right out of college, was given an opportunity to apply for a position at a firm that normally was given to people with a few years of experience. He asked me what to do, and my response was that “If you’re completely qualified for the job you apply for, you aimed too low.” He ultimately got the role — and despite having a lot to learn, he has done well.Organizations expect people who are new to a role (and particularly people who are new to a firm) to grow into the position. They want new hires to ask a lot of questions, to seek out mentoring, and to even make a few mistakes as they get acclimated to a role.That means that you should look for positions that will stretch you, not ones where you can already tick all the boxes.Unfortunately, many people (particularly women) focus on potential jobs for which they are already overly qualified. There are upsides to doing this: they will “hit the ground running,” which often makes an employer happy and can boost the person’s self-confidence. But it’s unlikely the job will lead to much growth and being stagnant in a role can make it hard to transition to the next position. In particular, an upward trajectory in the workplace requires consistent acquisition of the set of skills needed to take on the next position. Learning these skills when you’re in a position for which you are overqualified will require that you learn “off the clock” rather than incorporating learning into the daily performance of your job.One factor that often holds people back from applying for jobs is imposter syndrome, which is the feeling that you’ve risen to a position you haven’t earned or deserve. People who experience this syndrome worry that if others knew how unqualified they were for their position that they would not be able to keep their job.But imposter syndrome is typically a farce. You can’t see other people’s thoughts so you may assume that they have a higher degree of confidence in their abilities than they probably do. Because of that, you don’t recognize how many other people have also had to learn significant new skills on-the-job, and so you shy away from positions for which you feel unqualified.Instead, it’s valuable to treat new positions as a challenge. Research by Carol Dweck and her colleagues develops the concept of a growth mindset, which argues that the best way to maintain an orientation to continue learning is to treat difficult tasks as a lack of skill (which can be acquired) rather than a lack of talent (which cannot). Organizational psychologists theorize that growth mindsets also lead to engagement with work.Practically speaking, it’s useful for almost everyone to treat job ads as though they are a set of guidelines about what a position involves, not a strict list of requirements that any applicant must have. It is important, of course, to have at least some of the skills a job requires up front. But nobody should limit themselves only to positions for which they are already overqualified.<a href="https://hbr.org/2019/05/you-dont-need-to-meet-every-qualification-to-apply-for-a-job">Original source.</a>

You Don’t Need to Meet Every Qualification to Apply for a Job

An urgent appeal has been issued for teachers to correct Leaving and Junior Cert exam papers with less than a fortnight to go before the examinations begin.Examiners are urgently needed for nine Leaving Cert and 10 Junior Cert subjects in what has become an almost annual emergency.The exams begin on June 5 and recruits have to be ready to provide almost four weeks of full-time work beginning June 11 at the earliest when the first of a series of training sessions take place.Ideally, applicants should be teachers or retired teachers but others with third-level qualifications will be considered. Payment varies depending on the subject, level and length of paper but rates go from just under €5 to over €30 per paper.The State Examinations Commission (SEC) said the rates were being increased by 2% this year and the pension-related deduction, which usually takes 10.5% off, is being scrapped.Subjects with pressing shortages are Leaving Cert Business, French, German, English, geography, Spanish and home economics, and Junior Cert maths, science, Irish, German, Spanish, history, geography, business, home economics, religion and CSPE.But applicants in all other subjects are also being invited to apply to fill vacancies that are likely to arise when other applicants drop out.For more information and to apply visit the State Examinations Commission&#39;s careers page<a href="https://www.examinations.ie/?l=en&amp;mc=re&amp;sc=ei"> here.</a>Source: Irish Examiner 24th May 2019

Urgent appeal issued for teachers to correct Leaving and Junior Cert papers

Male employees of Diageo Ireland will soon be able to avail of 26 weeks fully paid paternity leave.The drinks company says that the new leave policy is part of its efforts to create a fully inclusive and diverse workforce.Its new global policy guarantees all its female workers a minimum of 26 weeks full paid maternity leave.A global minimum standard of four weeks paternity leave is also being set, but in certain markets, including Ireland, 26 weeks fully paid leave will be on offer to new fathers.The leave will have to be taken within the first twelve months of a child’s life.Last month the firm announced that all its employees in the UK would be eligible for the same fully-paid 26 weeks, including benefits and bonuses.Companies are increasingly coming under pressure to improve their policies to make them more family friendly, in order to attract and retain talent.New rules are due to come into effect here later this year, offering parents an extra two weeks’ paid leave at €245 per week during the first year of a child’s life on top of existing entitlements.Parental leave for parents of eligible children will also increase from 18 weeks to 22 weeks from September 2019 and from 22 to 26 weeks from September 2020.The age of children that parents can take parental leave for will also rise from 8 to 12 years of age.The new Diageo Ireland policy kicks in here on the 1st of July and applies to all those working for the firm here, regardless of gender, sexual orientation, or how people become parents – via birth, adoption or surrogacy.&quot;Today’s announcement is a significant step for us and shows our commitment to leading the way with progressive employment policies by supporting gender equality in the workplace,&quot; said Oliver Loomes, Diageo Ireland Country Director.<a href="https://www.rte.ie/news/business/2019/0522/1051024-diageo-ireland-to-offer-26-weeks-paid-paternity-leave/?fbclid=IwAR37ktaSoZtYPUj5XcSVmQSaEeNmuk3tAzGigXz-dqdlaVQTOzLD13GirD4">Original source. </a>

Diageo to offer 26 weeks paid maternity and paternity leave

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

With the release of the latest CSO figures on unemployment rates of 4.6% unemployment, the public have raised some fears in comments on social media across the country.There’s a feeling among some people that the figures have been manipulated by Back to Work, CE, TUS, Jobpath and Back to Education schemes and that real figures for the unemployment rate in Ireland are much higher – raising claims of election propaganda.A lot of people unhappy that although they are working, they’re struggling financially in low paid or part time jobs, while the cost of rents rises, resulting in them having to reluctantly rely on government subsidies to keep a roof over their heads through Housing Assistance Payments.There are also claims that zero hour contracts and precarious working conditions are still providing very little stability, making it difficult for workers to borrow to buy a car to get to work or ever think about getting a mortgage.Concerns also raised that there’s no mention of the number of people who have emigrated in reports.So these are just some of the comments, but definitely some food for thought there. There was however some really positive feedback from people saying that they can now feel comfortable asking for a pay rise and that they can see more opportunities being advertised. Some followers commented on how there&#39;s a noticable increase in traffic conjestion in the mornings, which they feel may be an indicator that yes, more people are working.Hopefully overall the figures are positive – but it’s great to see peoples’ opinions and certainly food for thought as election canvassing continues across the countryIf you&#39;re looking for a job or want to advertise visit www.jobalert.ie

Mixed reaction to release of CSO low unemployment figures

<h2>Ireland is close to full employment as CSO release the latest unemployment rate figures of 4.6% unemployment (April ’19), this is the lowest rate in over 13 years.
</h2>In January 2012, our unemployment rate was at an astonishing 16% following the banking crash, the financial crisis and of course the bailout. These figures would probably have been worse was it not for emigration to the US and Australia.
In the figures released by the CSO they said that in a 3 month period employment jumped by 3.7%, or 81,200 people to bring us to this new 4.6% rate. In the previous quarter there had only been a 2.3% increase.
The results show that the total number of people without a job is 114,400 and marked the 27th quarter in succession where unemployment has declined on an annual basis.
Today&#39;s CSO figures also show that long term unemployment, which refers to those people without a job for one year or more, accounted for 35.7% of total unemployment in the first quarter of the year.
Meanwhile, today&#39;s figures show the total number of people in the labour force in the first quarter of 2019 stood at 2,416,300, an increase of 2.7% over the year. 
The CSO said this compares with an annual labour force increase of 1.4% the same time last year. We like to think we helped a few people :) If you&#39;re looking for a job search here www.jobalert.ie

Ireland close to full employment as CSO release lowest rate in 13 years

<h1></h1><h2>ICONIC TOY STORE FAO SCHWARZ TO OPEN IN DUBLIN IN TIME FOR CHRISTMAS</h2>World famous US toy store FAO Schwarz is set to open flagship store in Arnotts later this yearFAO Schwarz at Arnotts will open proudly in October as the second ever location in Europe for the brand.The Arnotts store will embody the ‘Return to Wonder’ theme across the 6,000 sq ft space, offering customers play-based platforms and unique experiences unlike anything currently available in Ireland. FAO Schwarz will house everything that’s loved about the famous brand, including their trademark plush stuffed animals and walk-on piano keyboard – famously featured in the 1988 movie “Big” with Tom Hanks. This wonderland for kids and grown-up kids will also feature a huge selection of toys, plush teddies, robots, remote control cars and countless other games and dolls – including in-store experiences like a build-your-own race car station. Donald McDonald, Managing Director at Brown Thomas and Arnotts, said: “Arnotts is home to the world’s most prestigious, exciting and innovative brands. We are a family focused destination always looking to deliver unique experiences to delight our customers.“The opening of FAO Schwarz will deliver theatre, wonderment and magic to our customers and we are excited to become part of the many memories that will surely be made inside our walls.” Jan-Eric Kloth, COO of the parent company of FAO Schwarz said: “Arnotts is an iconic retail brand that delivers amazing experiences and theatre to its customers therefore this was the perfect place for us to be.“We are pleased to have such a creative and innovative team as our partners for the Arnotts store. FAO Schwarz at Arnotts promises to be an adventure larger-than-life that sparks the imagination in all of us.”They should be recruiting later so we&#39;ll keep you posted as soon as we hear anything.For other jobs available in retail right now check out www.jobalert.ie

FAO Schwarz to open 6,000 sq ft shop at Arnotts

Griffith College is to launch a Bar Manager’s Degree Apprenticeship in 2019. The news comes after the Apprenticeship Council of Ireland approved the course for development earlier this year. The three-year degree has been designed in partnership with the VFI, LVA and the wider industry including Diageo, Heineken and Febvre Wines.According to Michael McNamara, Strategy and Public Affairs Manager with Griffith College, the Bar Manager’s Degree will form part of Minister for Education Richard Bruton’s target of 9,000 new entrants each year in new apprenticeships. “The original idea for the degree came from Limerick VFI member JJ Mulcahy,” he says. “We are now deep in the process of developing the course content and plan to commence the degree in 2019.”“This new degree will give graduates a qualification that’s recognised worldwide,” says VFI Chief Executive Padraig Cribben. “The apprenticeship model is the perfect blend of ‘hands on’ experience and college work. It’s time bar managers received a qualification like the degree that has been available in hotel management for many years.”The apprenticeship model, which has been so successful in Germany, is very attractive for those who are accepted on the scheme. It is a ‘learn and earn’ model which sees the apprentice paid a full-time salary and allowed study on the job, and be released for lectures one day a week at one of the Griffith College campuses in Dublin, Cork and Limerick.The syllabus and course content has been agreed and developed by the employers, who have designed the Occupational Profile for those attending the proposed three year QQI degree at level 7 on the National Framework on Qualifications. SOLAS working with HEA and QQI are the state agencies involved.If you&#39;re looking for jobs check out www.jobalert.ie

Bar Manager’s Degree Apprenticeship

Do you have an inquisitive mind? Do you like problem solving?Why not consider a 2-year Tech Apprenticeship in Cyber Security that will provide apprentices with excellent experience and an Advanced Certificate at Level 6?FIT - Fastrack to Information Technology have a 2 year Cyber Security Apprenticeship Programme on offer!Apprentices will complete the apprenticeship programme and gain an Advanced Certificate in Cybersecurity at Level 6 in the National Framework of Qualifications.The FIT Cybersecurity Apprenticeship is the third in a series that have been developed by FIT and delivered in partnership with Educating and Training Boards - the previous two are software development and network engineering.Applicants must be 18 years or older with the eligibility to work and live in Ireland. FIT warmly welcome applications from all genders, and from candidates who may have a physical or hidden disability.Apprentices will spend the first 6 months in full-time training, and the next 12 months working with their employer for 3 days per week with 2 days of college. The final 6 months will be spent working with their employer 4 days per week with 1 day in college finalising their certification.To apply for this fantastic opportunity, go to their registration page here; <a href="https://fit.ie/ictap_course/fit-ict-associate-professional-cyber-security/">https://fit.ie/ictap_course/fit-ict-associate-professional-cyber-security/</a><h4>Course Aims</h4>FIT Cybersecurity Apprenticeship<ul><li>The programme will provide a new talent pipeline for tech employers who have a need for tech practitioners in the field of Cybersecurity. It will provide cybersecurity apprentices with the theory and practical skills required to be employed as Cybersecurity specialists.</li><li>The Cybersecurity programme is designed for those who have recently completed second level education or mature learners who are seeking to retrain.</li></ul><h4>Modules</h4>Apprentices will complete the apprenticeship programme which is of two years duration, as detailed below, to gain an Advanced Certificate in Cybersecurity at Level 6 in the National Framework of Qualifications:<ol><li>The CompTIA Cybersecurity Pathway which includes:</li><li>City &amp; Guilds transversal learning modules including</li><li>City and Guilds Award for Professional Recognition (Information Technology)</li><li>Applied Learning in the Workplace (Apprentice Online Logbook)</li><li>A Capstone Project – Red Team vs Blue Team capture the flag workshop</li></ol><h4>Requirements</h4>FIT accepts a number of different entry routes to the ICT Associate Professional Apprentice Programmes depending on your own individual background. Applicants must be 18 years or older with the eligibility to work and live in Ireland. FIT warmly welcome applications from all genders, and from candidates who may have a physical or hidden disability. The following stipulations will apply to the screening of your application:Knowledge, Skill and Personal Competence (upon application)Candidates must be numerate and literate with the capacity to learn new skills and absorb varied product knowledge. In addition, candidates must demonstrate a capacity to work as a member of a team and display a capacity to clearly communicate with others. Each candidate must demonstrate a level of personal motivation and a clear desire to work in the field of ICT.Secondary School Leavers (Republic of Ireland)Candidates should have completed a Leaving Certificate with pass grades in at least five Ordinary level subjects (including Maths and English).School Leavers (Northern Ireland or the United Kingdom)Candidates should have completed a level of second-level education equivalent to the Irish Leaving Certificate. This may be composed of the attainment of ‘A Levels’ subject based qualification (General Certificate of Education).Recognition of Prior LearningCandidates who wish to apply for entry, and who do not satisfy any of the standard entry requirements are advised; that an evidenced and justifiable rationale will have to be provided for consideration to be entered into the selection process. This will include the submission of a detailed synopsis of previous educational, life and/or work experiences. The FIT Registrar or delegate will review such cases with regard to the FIT Policy on Access, Transfer and Progression.Apprentices will spend the first 6 months in full-time training, the next 12 months working with their employer for 3 days per week with 2 days on college day-release and the final 6 months working with their employer 4 days per week with 1 day in college finalising their certification.Where are the courses run?All of the off-the-job learning will take place in Education and Training Boards (ETBs) nationwide with the on-the-job learning carried out by the apprenticeship sponsor company. The first phase of courses is taking place in Dublin and Cork with plans to roll-out all around Ireland in the coming months. What is the deadline for applications?The great news is that there is none! We are recruiting all year round so be sure to get your students on our radar by completing an application form here.They will then be invited to an information session with the FIT team in due course. What are the entry requirements?Candidates must be at least 18 years old with at least a Full Leaving Certificate or Level 5 certificate. However, there is no age limit and should someone have relevant work experience and a passion for ICT, this would be taken into consideration. It is important that the candidates posses technical capability and demonstrate an aptitude for learning. For more information, check out FIT <a href="https://fit.ie/">https://fit.ie/</a>

FIT Cybersecurity Apprenticeship

With LinkedIn becoming the go-to for jobseekers and recruiters alike, is your profile likely to make your CV obsolete? Hays’ Nick Deligiannis explains why this will not be the case.It’s no secret that an up-to-date and engaging LinkedIn profile can help you to get noticed by recruiters, whether you are actively or passively looking for a new role. But does that mean CVs are becoming less important?The short answer is no. Your CV and LinkedIn profile are two separate but complementary entities that serve different purposes both to a recruiter and to yourself during the application process and at different stages. Allow me to clarify.What does the recruiter see first, the CV or the LinkedIn profile?The answer to this question all depends on how you apply for a role. For instance, if the initial job application didn’t require you to submit a CV (eg if using LinkedIn Easy Apply), then your recruiter may search for you on LinkedIn first after receiving your application. Alternatively, your recruiter may find you on LinkedIn because, even though you haven’t actively applied for a job with them, you match their criteria for a role that they are hiring for.On the other hand, if you register with a recruiter or apply for a job using your CV, whether this is through a job board, recruitment website, LinkedIn or directly with the organisation, then your recruiter will view your CV first and is then likely to search for you on LinkedIn.Long story short, both your LinkedIn profile and CV will be carefully reviewed by the recruiter at some stage during the application process and will provide them with different information, which brings me on to my next point.Why a strong CV is central to your job searchAs you can see from the above, your CV is still the main means of applying for roles and should serve the purpose of giving the recruiter a factual and chronological snapshot of your skills and experience to date. What’s more, the recruiter will need to know why you are both interested in and suitable for this job specifically and will need something a little more tailored than your generic LinkedIn profile. Therefore, it is important that you adapt your CV to fit the types of roles you are applying for. You can do this by:<ul><li>Tweaking your personal statement to outline why you want to work for this particular industry and organisation</li><li>Streamlining your skills, education and experience to highlight only the most relevant information</li><li>Identifying the keywords used to describe the desired skills on the job description, such as ‘strong analytical skills’, and ensuring these are incorporated on your CV where possible</li></ul>A strong LinkedIn profile should bring your CV to lifeNow on to your LinkedIn profile. Thanks to the visual, flexible and interactive nature of LinkedIn, you have the opportunity to bring all of your skills and experience to life and tell the recruiter more of a story about who you are and what you are looking for.In addition, a strong LinkedIn profile can increase your chances of being approached by a recruiter first. Recruiters are using advanced data analytics tools to both find and engage with suitable passive and active jobseekers – so an up-to-date profile and frequent online activity can certainly get you noticed by the right people. That is, if you make the best use of this platform. Here are some tips for having a strong and engaging LinkedIn profile:<ul><li>Upload an up-to-date and professional photo</li><li>Add a compelling headline that more accurately reflects your specialism and interests, eg ‘Ambitious IT sales professional with a passion for cloud computing, and three years’ experience in this sector’</li><li>Make sure your skills and experience sections are up to date and supported by visual examples, such as videos, pictures, PDFs and other rich media</li><li>Share content relevant to your specialism or industry</li><li>Post your own professional insights – be it in blog format or via an update</li><li>Like/share/comment on other people’s updates</li><li>Get involved in forum discussions</li><li>Connect with people in your network and ask for endorsements and recommendations – but remember online networking etiquette</li></ul>In conclusion, it isn’t a case of your LinkedIn profile versus your CV. CVs are still the most important weapon in your armoury when it comes to getting a job, but yours should be complemented by a strong, professional and active LinkedIn profile – one that brings all the claims you have on your CV to life and showcases everything you have to offer as a person and as a professional.By Nick Deligiannis <a href="https://www.siliconrepublic.com/advice/linkedin-profile-cv-jobseeker">- Source.</a>

What’s more important – your CV or your LinkedIn profile?

Irish company wants to use drones to deliver takeaway meals.Start-up expects to get approval to start delivering food by drones in Ireland shortlyManna chief executive Bobby Healy says the start-up’s goal is to build a worldwide drone delivery system that can deliver at “massive volume”.Manna, an Irish start-up which is looking to deploy autonomous drones to deliver takeaways, has raised up to €10 million in an oversubscribed round.The company, which was founded and is led by former Cartrawler chief technology officer Bobby Healy, is shortly to seek regulatory approval from the Irish Aviation Authority to allow it to begin rolling out its own aviation grade drones in the Republic.The exact amount raised in the funding round has not been disclosed but Elkstone Capital and Frontline Ventures are among the five venture capital firms that participated.Speaking to The Irish Times, Mr Healy said the company had settled on a relatively small seed round for now with a view to seeking a “massive” one in six to 12 months time as it looks to quickly expand into multiple markets in Europe.Mr Healy, who prior to joining CarTrawler in 2006, founded Eland Technologies, admitted the company was embarked on a high-risk mission.“Our goal is to build a worldwide drone delivery system that can deliver at massive volume,” he said.“We’ve started with food delivery simply because there is no other sector that will get us to that quickly but the ultimate plan is to be able to deliver pretty much anything and everything,” Mr Healy added.Manna is hoping to receive approval in the coming months with the aim of being up and running by the end of 2019.The company’s drones fly at a height of about 100 metres, operate at a low noise level and can make deliveries within a two to three kilometre radius. When they reach their destination, the deliveries are lowered down with a biodegradable linen thread.Manna isn’t the only company with a plan to use drones for deliveries. Alphabet’s Wing subsidiary was last month granted approval to take to the skies of Canberra in Australia, while Zipline operates a commercial service delivering blood supplies in Africa. Amazon is also trialling the technology.However, Mr Healy said Manna’s aviation level drones were significantly more advanced than most commercially available ones.“We’re had positive dealings with the aviation regulator to date and would expect to get the go-ahead once we formally apply for permission from them later this year,” he said.“We’ve spent two years developing our own purpose-built drones and are now on the third generation of them. We have produced drones that are of aviation standard, which you need to have if you’re going to be flying over people’s houses. No-one else is at where we are in the sectors we want to operate in so we can build a leadership position if we move quickly,” added Mr Healy.The entrepreneur admitted that with many obstacles in front of the company, investors have been somewhat wary of backing Manna. The fact that conversations with some investors happened during the period when Gatwick airport was forced to close due to drones seen near the runways, didn’t help the businessman.“Part of the reason for doing a relatively small seed round was that there are a lot of questions, including will we get regulatory approval and the approval of the communities in which we intend to operate, which is also important,” he said.“When I started out on the funding round I had 160 VCs in my funnel but about half of those immediately turned me down despite me having a good track record. I ended up with about 10 VC that were very interested in us but even then it was hard to find one that would lead. Of course, once we did everyone else flooded in with offers,” said Mr Healy.The businessman said the plan is to scale as quickly as possible with a view to being in a number of markets as early as the company can.“We could end up the market leaders in the space and I think that we will. But this is something where we could as easily be gone in 18 months or within five years could be dominant in multiple markets and either looking at floating to acquire our way globally or, being acquired ourselves,” he said.“It does seem like a mad idea but the thing is that drone deliveries are absolutely going to happen across the globe and it will lead to huge behavioural change,” he said.<a href="https://www.irishtimes.com/business/technology/irish-company-wants-to-use-drones-to-deliver-takeaway-meals-1.3893226"> Original Source.</a>

Latest Posts