DATS Recruitment & CAD Services’ Post

🌟 Exceptional Service Awaits You 🌟 In the world of recruitment, transparency and trust aren't just words; they're the pillars that uphold every successful partnership. At Dats Recruitment, these principles are at the core of our ethos. 🤝 Building Trust with Every Interaction We understand that the recruitment journey is personal and unique for each individual and organization. That's why we're committed to open communication from the get-go. Our aim is to foster a relationship where you feel heard, understood, and valued. Transparency Is Our Policy Navigating the recruitment landscape can be complex, but we make it simpler with our transparent approach. We lay all cards on the table, ensuring you have all the information you need to make informed decisions. Tailored Recruitment Solutions Our services are not one-size-fits-all. We take the time to understand your specific goals and challenges, crafting bespoke solutions that align with your vision. Whether you're a job seeker or an employer, we're here to guide you towards the right fit. Let's embark on this journey together. Reach out to start a conversation about how we can work together to achieve your recruitment goals. Your next exceptional hire or career move is just a conversation away. #Recruitment #Transparency #TrustworthyService

🔧 Calling All Commercial Professionals: Short-Term Contract Offers from Private Companies?🔧 I have a question for my fellow professionals in the gas engineering sector. Have you ever received short-term contract offers directly from private companies, bypassing agencies and recruiters? In our line of work, it often feels like agencies and recruiters dominate the job market. However, I'm curious if any of you have seen private companies posting calls for gas engineering services directly on platforms like LinkedIn or through other channels. A few points to consider: Have you noticed an increase in direct contract offers from private companies? What platforms are these companies using to find and connect with professionals for short-term contracts? How does the process differ from going through an agency or recruiter? Are the terms and conditions more transparent and favourable when dealing directly with the company? I'm looking forward to hearing your experiences and insights on this topic. Let's discuss and share our knowledge on how to navigate and capitalise on these direct opportunities. #GasEngineering #ContractWork #CommercialProfessionals #DirectHiring #IndustryInsights

📣Recruitment Manager📣 Hi All We are looking to speak with a recruitment manager to join our Cork based office. This role will be full time permanent salary based or Contract. Key responsibilities: 1. Understanding client needs Recruitment managers communicate with clients to understand their hiring needs and organisational goals. They may correspond with company department heads to anticipate open positions and plan for them. Recruiting managers gather this information by asking the right questions regarding the company's objectives, reporting structure and company culture. Only by listening to their clients can they foster strong and long-lasting working relationships with them. 2. Developing recruitment leads Recruitment leads are potential future job candidates who match the job description and have shown previous interest in the company as an employer. Recruitment managers develop sustainable candidate lead strategies to increase interest in open positions. They regularly attend seminars, conferences, job fairs and other industry events to network with other professionals and develop relationships. Recruitment managers can draw on these connections when generating leads. Other ways to develop recruitment leads include creating lead magnets, engaging with target personas on social media, hosting online webinars and reaching out to previous candidates. Related: Recruitment manager interview questions and answers 3. Tracking recruitment metrics Recruitment managers monitor key recruitment metrics to identify and solve issues affecting recruiting processes. Some metrics they track include time-to-hire and cost-per-hire. The former refers to the time that passes between the company initially reaching out to the candidate and when they accept the job offer. Recruitment managers aim to minimise this time period. Cost-per-hire is a recruiting metric that measures the costs associated with hiring new employees. Since there are several key performance indicators (KPIs) that recruitment managers track, they often use recruitment management systems (RMS) to manage the hiring process and automate the metric process. 4.Management of current staff in Ireland, UK and Europe. 5. Lias with ProFleet Site Management ensuring compliance, Retention, Quality of overall staff and clients. Benefits: Competitive Salary/Contracting rates Flexible work location Pension Company Laptop Company Phone Health care options Fuel Allowances Permenant role for the right person. Must hold reletive experience and references. If your interested in this role please feel free to apply via the link below.👇 https://lnkd.in/eCpTcJ6r admin@profleetengineering.com Thanks #recruitment #recruitmentmanager #engineering

Are interview nerves getting the best of you? 🤔 It's completely normal to feel anxious before a job interview, but there are strategies to help you overcome those jitters and present yourself confidently. Firstly, preparation is key. Research the company, review the job description and practice potential interview questions. This will help boost your confidence and ensure you are well-prepared to impress your interviewers. 💼 Secondly, focus on your breathing. Take deep breaths to calm your nerves and reduce any tension. This will help you stay composed and present yourself eloquently. Remember, the interviewers are looking to see your authentic self, so staying calm and collected will showcase your true capabilities. 😌 Lastly, visualise success. Imagine yourself acing the interview and landing the job. This positive mindset can help alleviate anxiety and boost your confidence. Remember, nerves are natural, but with the right approach, you can conquer them and excel in your job interviews. 💪 #JobInterview #InterviewTips #CareerSuccess

*Taking time to understand your clients* As recruiters, we often focus on our immediate expertise—whether it’s IT, engineering, or another niche. But the true value we offer clients goes beyond simply matching skillsets. I recently had an experience that highlighted this: while my focus is IT recruitment, I came across an outstanding candidate from a mechatronics and engineering background with unique oil and gas experience. Although this isn’t a field I typically work in, I knew my client’s business and industry well enough to see the fit. By stepping out of my comfort zone and making the introduction, my client quickly saw the candidate’s value and made an offer. The result? A thrilled client, a very happy candidate, and a rewarding win for me. This experience reinforced the importance of understanding my client’s broader business and long-term goals. Taking the time to see the bigger picture enables us to add true value, deepen client trust, and maximize our potential as recruiters. #brightpurple

Time for some Truth-Bombs...The skills shortage in HVDC is real! ⚡️ In my role, I speak with Senior Leadership and Technical Experts at some of the HVDC industries leading businesses. TSO's, DNO's, Consulting Firms and OEM's. One thing I've found, which seems to be THE most talked-about topic... "It's just so challenging to find experts in HVDC" 🫤 Listen, I agree. It is such a buoyant market right now, especially when it comes to the rise of Interconnectors, and the "battle for talent" is at an all-time high. Make no mistake, it is war out there. But...you're not alone. Everyone is struggling. So, what's the solution?...🧠 There's no magic wand, not by a long shot. The obvious answers include internal development, taking a chance on cross-industry skills transfers...etc. All proven, viable options, but they "plug" a problem, rather than solve one. So I'll tell you what we do here at LSP Renewables...it might help, it might not, but hear me out. 👂 📣 We network. 🫱🏻🫲🏾 We build relationships. 👍🏽 We acquire referrals/recommendations. ✅ We qualify in (and out) the best talent. 🕵️♂️ We headhunt ♻️ We move markets Nothing ground-breaking or revolutionary, right? But the truth is, we do it, we preach it, we live it. We speak to top HVDC talent, all day, every single day. Often on weekends (which my wife loves, by the way) 😬 We understand the industry, we build technological maps in our minds that help us understand the intricacies of the projects. We want to know how these technologies work, so when we engage with our talented network, we have creditability. 💯 Ok...now it's getting a little "preachy", so I'll wrap it up. Find a Recruitment Partner that "get's it". That focuses more on their network than their next placement. That concerns themselves more with the relationships they develop with their close clients, than how many clients they can spray CVs to. Lastly, (and very much on point with this weeks discussions with my client network)…Find a Head-hunter that tells you he has a network of roughly 200 HVDC Project Management experts, many of whom are qualified and passively browsing for their next career move. 😉 What are your thoughts on the HVDC skills gap? Is it real? Does it cause headaches? Let's chat in the comments! 💬 #RenewableEnergy #HVDC #SkillsGap

The engineering and construction (E&C) industry is the bedrock of our infrastructure, shaping everything from the water we drink to the energy powering our homes. However, in 2024, this critical sector faces a significant challenge: a widening talent gap. Here's where a strong relationship with a specialized Tech staffing and recruiting company becomes an indispensable asset. #FillTheGapEC #TechStaffsTheTrade #NextGenEngineering

👉 Valero Energy: #Selection and #Interview process, Questions/Answers Valero Energy Corporation, a #multinational oil and gas #company, typically follows a structured selection and interview process. Throughout the interview process, #candidates should demonstrate their knowledge of the energy #industry, their #commitment to safety and environmental stewardship, and their ability to work effectively in a team-oriented #environment. It's also essential for candidates to thoroughly prepare for interviews by researching the company, practicing interview questions, and showcasing their relevant #skills and #experiences... 🎯 📌 📌 https://lnkd.in/dQXhmApS #ValeroEnergy #marketing #renewable #Application #Assessments #teamwork #hiring #manager #Websites #Careers #location #educational #Technical #Behavioral