But there are still places in Dublin that are hiring, Here’s a list of full-time and part-time jobs currently available in Dublin:

An Post

An Post is currently recruiting temporary Postal Operatives to join their team.

Fingal County Council

Fingal County Council are now hiring a full-time, permanent General Operative.

Fáilte Ireland

Fáilte Ireland, the National Tourism Development Authority responsible for promoting and supporting the development of tourism in Ireland are now hiring a full-time, permanent Marketing Executive to join their team.

JD Sports

JD Sports Fashion plc, Dublin Northside are now hiring a part-time, Temporary Seasonal Sales Assistant to join their team. JD Sports requires potential candidates to be fully flexible.

Ikea

Ikea, founded by Ingvar Kamprad in 1943 as a tiny Swedish mail-order catalogue business are now hiring a Customer Fulfilment Operations Developer to join their Dublin team.

Harry Corry

Harry Corry, Coolock Retail Park, Co. Dublin are now hiring a part-time, Temporary Sales Assistant to join their team.

Dublin Bus

Dublin Bus is now hiring full-time Operatives to join their Engineering department.

Pallas Food

Pallas Foods are now hiring Warehouse Operatives to join their Dublin team.

Fastway Couriers

Fastway Couriers are now hiring a Full-Time Warehouse Operative to work in their warehouse in Tallaght Dublin 24.

Superdry

Superdry, Blanchardstown Shopping Centre, Blanchardstown, Dublin 15 are now hiring a full-time, permanent Sales Assistant.

Civil Service

Graduate Opportunities in the Civil Service 2020 – Administrative Officer

Musgrave MarketPlace

Musgrave is Ireland`s leading food retail and wholesale company are currently recruiting for a Pricing Administration Support to join their MarketPlace, Ballymun, Dublin 11 team.

Hertz

Hertz Car Sales are now hiring a full-time, permanent Sales Executive to join their North and South Dublin Locations team.

Barnardo’s

Barnardo’s is the children’s charity with the largest number of services on the ground are now hiring Four Shop Sales Assistants in the following Dublin locations;

1- Dun Laoghaire
2- Dalkey
3- Kilbarrack
4- Clondalkin

Iceland

Iceland is one of Britain’s fastest-growing and most innovative retailers are now hiring a part-time Retail Assistant to join the following stores;

Finglas
Blanchardstown

Gap

Gap, Westend Retail Park, Blanchardstown, Dublin are now hiring Seasonal Sales Associate to join their amazing team.

Twitter

Twitter is an American online news and social networking service are now hiring a full-time Training Coordinator to join their growing team.

eBay

eBay Inc, founded in 1995 in San Jose, California are now hiring Category Trading Advisor to join their Dublin Team.

PANDORA

PANDORA designs manufacture and markets hand-finished and contemporary jewellery are now hiring Seasonal Sales Assistant to join their Arnotts, Dublin team for the festive period.

The Housing Agency

The Housing Agency is a government body working with the Department of Housing, Planning and Local Government is now accepting applications for an Administrative Officer – Grade 7 in the Human Resources team.

ESB

ESB, established in 1927 is Ireland’s foremost energy company are now hiring Billing & Payments Operations Team Member to join their team.

For the latest Job news and Opportunities visit http://jobprospect.ie/jobs/

The post Jobs in Dublin: 21 Businesses Hiring in Dublin Right Now appeared first on Job Prospect.

However, I still manage to always deliver on time. Same applies to the millennial’s who somehow are tweeting, snapping, hash tagging, but when it comes to work, they still manage to complete their assignments within allocated time.  So, what is the deal with this? How does this work and how is this even possible? Let us analyze this and either justify the “waste” of time or categorize it as something being useful despite of giving the illusion of being wasted time.  

You might have heard of a tool called Yammer. It was a Facebook like service, but for the corporate sector. Microsoft bought this service back in 2012 if I am not totally mistaken. This was a surprising move for many. However, speculations were that Microsoft had to do something to compete with Facebook being total dominator within their field which is social networking. But again, as I mentioned the product was primarily meant for employers and businesses not as such for private persons. Facebook later wards came with something called Facebook at work, which was quite similar to Facebook for private persons or end consumer. You might also have heard of Slack, that too is a similar product, which is widely being used in businesses. Just to point out, all these tools that have been mentioned here, can be considered counterproductive products, which cause waste of time and waste of productivity. Yet employers are not only implementing these but are also encouraging their employees to use these products actively. So, what is the deal with that? 

If you recall the 50,60 and even 70 and 80 eras you might recall that smoking var becoming a more and more trendy thing to do. Employers were even encouraged and, in some situations, forced to allow smoking breaks. Besides that, unions made sure that being minority at work you should get free on days special to you. Same was the rule for religions, where some employees were even allowed to perform religious rituals during work hours. If you take either of these activities, none of them have productivity written over them. A matter of fact they are not even remotely associated with productivity. However, they are related to well-being. In most of the cases these activities lead to social gathering, which either were productive or not, but small social gatherings they were for sure.  

You might also remember the boom of open offices without cabins and no permanent desk policies, which were all justified with the fact that these changes will increase the collaboration and productivity of the employees. Even for these suggestions or change in work environments there were a lot of discussions with both people for and against the new trends. However, in the end of the day things happened as they did and most of these things are now considered as a natural part of a modern office space. Coming back to our original discussion, as we at least can learn from 50-70 years modern history is that humans have been and will remain to be human. They have a social need to interact with other people, despite of being at work, they still need to mingle or talk about none job related things. In these processes people learn other colleagues as human beings and make bonds. These bonds make the work environment much more suitable for creativity and teamwork cause increased productivity. This is also the reason that big companies strive to make work environments joy full, full packed with non-job related but stimulating activities. You might have read or heard about how employees of Google, Microsoft, Facebook, Twitter, Amazon etc. can work out during their work time. Or how these very same employees can play table tennis, or even video games without managers getting agitated. Managers and leaders from the newer generation are brought up and into this modern work environment where they realize that happy and healthy workforce is a key to success.

Organizational investment in health and well-being of their employees are very much in the zeitgeist right now. It’s being fueled by the latest science, the growing costs of unsustainable workforce practices and the recognition that promoting smarter workplace behaviors can also have a significant impact on the bottom line by driving employees to greater job satisfaction, engagement and productivity. One of the principal challenges for businesses today, though, is how to manage change in a way that keeps employees engaged and productive, while also readying them to be the driving force behind transformation. This is why it is very important for every organization to place the employee experience at the core of employee engagement, health, and well-being is essential to building a purpose-led organization. 

This human-focused approach to addressing the future of work is one of the many reasons why well-being is increasingly important across the enterprise and with stress and burnout continuing to be two of the biggest challenges for both employees and employers many people wrongly assume that digital overload and burnout are problems reserved for the tech industry, when in fact it is a global conversation. With technology, innovation, and competition all getting faster, job stress in all industries is on the rise, this is why the most successful companies in the world are heavily investing in a more comprehensive, personalized, and science-driven approach to health and well-being in the workplace through technology.  

With the support of technology and the leaders across industries, we’re continuing to think how to maximize employee health and well-being, and engage employees in new ways. Organizations are seeing an incredible opportunity for growth in AI and people analytics, where technology and data can be infused into career development and recruitment to eliminate bias, give real-time feedback, and engage employees. Imagine with the use human-focused AI, how much healthier, happier and more productive your workforce could be. 

To capitalize on this monumental opportunity, organizations need to adapt to the demands of a highly-competitive environment to attract, retain, and support their most valuable resource – their workforce.  

And since work-life integration continues to be an important factor in winning the war for talent, building a different kind of culture from what existed 10-15 years ago will be paramount to an organization’s success. Focusing on improving and well-being of people’s lives – along with the long-term health of the bottom line – will enable companies to go from surviving to thriving. 

The post The Essence of Social Nosism at Work for an Employee appeared first on Job Prospect.

(i) Recruitment time 

When in the recruitment process started I.e. what time of year, including wither or not it is in the holiday season. Is it a specific time when employees are busy trying to get tasks done before the next fiscal year starts?    

(ii) Candidates availability  

In order to find the perfect candidate, the candidate should be available in the market. Otherwise, it might be difficult to recruit the ideal person for the job. The other aspect is if the candidate is not available in the market, which people are the best-suited candidates that might suit the role? 

(iii) Time and affordability 

Generally, time is an important constraint, you normally hire someone because you need that person to become a part of your workforce. Time poses a constraint and as a general rule of thumb, the sooner you find the candidate the better it is for the business. The other important part of this process is to be available to afford the best candidates as normally the best candidates will generally request more pay and benefits than an average worker.  

In general recruitment is a very tedious and slow process, and the consequences of a wrong recruitment are also quite noticeable. In the end of the day consequences for the company will always be economical in nature, either one way or the other! For example, if a person is not correct for the job but has been recruited, or if the person is the right person for the job but discovers that our business does not offers the number of challenges or carrier development opportunities for that person, or simply put if a person just  chooses to move on and needs to be replaced. In any of the given scenarios the productivity of the business will be impacted. There are several recruitment techniques that are available and which are heavily used in the process of recruiting potential candidates. Most of these techniques are very dependent on the recruiter. The more experienced a recruiter is the more chances there are for successful recruitment of the ideal candidate or at least the most suitable matching profile among the available candidate pool. 

The process is normally the same as far as I can tell. Ab course it differs a bit depending on the size of the business, however, initially a need for a resource arises which kick starts the recruitment process. Depending on the need a relevant job description is prepared and advertised into the market to attract as many candidates as possible. If the marketing campaign has been successful a number of candidates submit their CVs which are further filtered down to relevant candidates. A subset of these are chosen to interviews. After the interviews have been conducted, the candidate list becomes shorter and shorter till the recruiter ends up with the best candidates.  

Normally the personality of the applicant is evaluated by the HR team, along with the line manager (to be). Personality tests are conducted to see wither or not a candidate suits for the role or to what extent the personality differs from the existing workforce. The personality test gives some good indication of the composition of the team will or might get affected by new recruit. References are checked and a job offer is made and then it is happy days.  

During this entire process a number of steps are manual or at least semi-manual, dependent on human logic, experience, and last but not least their feelings.  

Can you recall a situation where you were in a position where you might have been best at something, but due to being a bit shy you kept yourself somewhat reserved! What was the consequence of this passiveness? Or maybe you just were tired, depressed, nervous or something similar can this or would this impact the potential outcome? Were you able to land the job? 

What if technology could help you in this entire process? What if it could help both you as the applicant and the recruiter to make good matches if not the best ones? Let’s explore how technology can be utilized and how it actively is being utilized for assessing people for job/roles. 

1) Use of Social media 

It is a known fact that recruiters use social media to find, assess and to some extent verify information regarding an applicant. Facebook and LinkedIn are by far the most heavily utilized tools, Twitter and tool are as well as a presence on the internet too are used during the assessment phase. LinkedIn shows you online CV as well as your history I.e if you have been actively using the application. Your contacts, past jobs, positions and feedback from ex-colleagues reveal a whole lot about you. Same can be said about your presence on other social media sites or just a simple search on Google. The most successful recruiters have a large number of LinkedIn connections and are actively seeking to extend their network to have the best candidates available in their circle. 

This same technique is now being utilized by technology, the only difference is that machine learning(ML) and artificial intelligence (AI) is utilized to gather all the information about a person. Removing the human element also removes the ethical aspect however these AI and ML algorithms can be tailored according to needs and according to laws. The technology is not replacing humans in the current version as it still depends upon humans for the final decision making, formatted data is presented as information rather than raw data which must be gathered and then processed.  Moving forward these services will be able to evaluate personality of a person based gathered information. Some day to day examples of this can be seen in targeted adds, and relevant searches. A fun and interesting fact worth pointing out Facebook was able to identify a user’s personality better than their spouse already back in 2015-2016 based on their likes. Studies shows that this personality profiling is capable of profiling much more than your favorite color, your favorite bike, or favorite activities. Information as religion, beliefs, sexual orientation, addictive trends and weakness too can be revealed. For more information PNAS published document “Computer-based personality judgments are more accurate than those made by humans” can be studied.  

2) Gamification 

As mobile devices are becoming more and more common and numbers are up in billions, what better tool to use than games to assess personalities? A recent and emerging trend is the use of games to perform personality checks. These games build a personality profile based on your game results. This approach is far superior than its predecessor which was primarily text and MCQ based tests. The game tests many more aspects of the personality and are even able to check the upper and lower limits (capabilities) of a person and performance under different stress levels. This gives a very precise picture of a person’s personality. More and more games are emerging and commercially available for recruiters. Scorecards are made available as with traditional personality checks, however, you have to option to ask for comparison with others in the same or similar role. This is the power of big data being leashed free to the general public. Imagine being able to pick a handful of people for a specific role and then being able to compare them with a workforce working for Google, Amazon, Facebook, Twitter, Microsoft or any other small companies. How about being able to compare your workforce with your competing companies and businesses?  Quite scaring idea, but at the same time shows what potential the technology has along with the new options that will become available over time.

These databases so-called personality databases are growing each day and currently are living their own lives functioning as separate islands.  But it is just a matter of time before one of the giants or a number of giants will jump into this and will start merging these islands to a country or even a continent.  Some companies are also actively targeting fresh graduates which provide them free access to games in return of having their data available for interested companies. This is a win, win situation for both parties at least in the shorter run. If you are interested in the topic try reading a bit more about Binnacle, thegameagency or 16companies. Or just a simple search on Google for use of gamification for recruitment will show you what currently is going on within this field.  Two big renown companies like Siemens and Marriot are using a similar approach, but with their own developed games/software called “Siemens Plantsville” and “My Marriott Hotel”.  Gamification is also being used for onboarding and internal training with a lot of success, but that is a topic for another post.   

So, if you are an applicant, start brushing your CV along with stretching your gaming skills, and being a recruiter should should definitely start using the tools available to assist you in your next hire process. If you liked the blogpost, please do share it on social media, and if you have any inquiries regarding the content, please do not hesitate to reach out. Till next time, stay safe.

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