The NRF are delighted to announce the guest speaker for January’s breakfast briefing will be Johnny Campbell of Social Talent.


At this briefing Johnny will cover “Posting content on Social Media as well as giving you 5 simple tips that will make you a better Recruiter. Attention is fleeting on Facebook and LinkedIn and competition for candidates is fierce. With the very latest research and data, find out how you can win the war for clicks, views, likes and shares in 2018 leading to more candidates and clients for you to close!


Location: Contracting Plus Office,84 Merrion Square, Dublin. Time: 8.00 – 9.00am.

Refreshments served from 7.40am. Date: 18th January 2018 To register contact Jackie at 


As always many thanks to the sponsors of the breakfast briefings Contracting Plus.


This talk will highlight some of the rapid changes in the future of work and how clients business is being disrupted and how attraction and sourcing of candidates is changing. It will highlight how the role of the recruiter will need to change and if done properly how agencies can become one of the most important suppliers to our clients and smash our budgets in the process!


Bio: Peter Cosgrove is a Director with Cpl with responsibilities for sales, marketing and communications and founder of the Future of Work Institute in Ireland. He is a former President of the NRF and currently is involved with the 30% club, Aware and Blackrock Athletics club.



Location: Contracting Plus Office,84 Merrion Square, Dublin.
Time: 8.00 – 9.00am. Refreshments served from 7.40am.
Date: Thursday 23rd November 2017


To Register contact Niamh at or call our office at 018161754



How to grow your business with client and candidate feedback


Kevin Green, Chief Executive of the Recruitment and Employment Confederation (REC) will show you how this is possible.
  • Why does feedback matter? 
  • How do you measure feedback so that you are continously improving? 
  • The magic formula of the customer service profit chain
  • Linking staff satisfaction to superior performance
  • It is all about Leadership
  • Brexit implications


Location: Contracting Plus Office,84 Merrion Square, Dublin.
Time: 8.00 – 9.00am. Refreshments served from 7.40am.
Date: 2nd November 2017

To register contact Niamh at or call the NRF office on 018161754.

Find Out More

Do you want to be a sales Guru?


Don’t miss your opportunity to learn from the industry experts!

This briefing will be the masterclass of all things SALES!




Grainne Martin

Grainne Martin

GM Training. 

Grainne Martin has a wealth of knowledge and training experience with over 20+ years specializing in the Recruitment Sector, this briefing is one not to miss!

Grainne will show you how to:

  • Develop a Simple and Realistic Sales Strategy
  • Understand your Limiting Factors
  • Take the Chill out of a Cold Call.
  • Call the Right Person at the Right Time 
  • View Objections as Buying Signals
  • Create a Value Mindset. 

Learn the “Secret Ingredient is Consistency!”

Stephen Flanagan has a wealth of industry experience from working in blue chips such as Microsoft to the banking sector, Stephen has managed both in house marketing to campaigns for blue chip clients, along with nearly 8 years experience in the recruitment sector. 


Stephen will show you how much opportunity there is to sell through words outside of the telephone and face to face! 


To secure your place email Niamh or call 01-8161712

“What’s next for the West”

The National Recruitment Federation (NRF) in partnership with Recruit is pleased to announce details of its annual West Seminar which will take place on Wednesday 18th October at the G Hotel, Galway. This year the seminar will focus on global trends in the recruitment industry, foreign direct investment in the West and latest developments with Boston Scientific a leading medical device manufacturing MNC in Galway.

If you are interested in What is next for the West, you cannot afford to miss this unique event.


5.00pm     Registration & Networking                      

5.30pm     Ronan O’Callaghan – Chairman              
Open & Introduction                                              

5.35pm     Edward Heffernan – NRF Treasurer           
Recruitment Trends & Data

6.00pm      IDA Ireland West Region
What are the IDA doing & What is next for the West

6.15pm     Mary O’Donovan, HR Manager, Boston Scientific
Operation Transformation – Winning Together

6.40pm     Panel Discussion Q & A

Seminar Officially Closes

Date: 18th October 2017
Location: The G Hotel, Galway. 
Time: 5 – 7pm

To register contact Niamh at or call the NRF office on 018161754.

National Recruitment Federations Fellowship event of the year 2017.

At the National Recruitment Federation (NRF) Annual Fellowship event in Trinity College Dublin, Peter Cosgrove from CPL was awarded the Honorary Fellowship award for 2017. NRF President Frank Farrelly presented Peter with the award in recognition of his outstanding contribution to the recruitment industry. Peter is a well known media contributor with regular radio slots, a much sought after conference speaker, and an expert in anything to do with recruitment. He is an ex president of the NRF and is a highly respected figure in the recruitment industry and is known countrywide for the outstanding work he does. Some of his many achievements include, setting up the Future of Work Institute which highlights the important role agencies will play in the future,  he champions gender diversity and is part of the 30% club steering committee, and was the brains behind the National Jobseekers Roadshow in 2011 to support those in need to get back to work.


A standing ovation by all present was a sure sign Peter was a very popular choice for this prestigious award this year.

The NRF, in Partnership with LinkedIn, would like to invite all NRF members to our annual LinkedIn event on October 4th (8am – 11am) in their Dublin Offices. The session will be addressed by leading experts in the field of digital transformation and they will talk about how digitization is impacting on the way recruitment agencies do business. 


The below topics specifically relating to the recruitment industry will be covered:

– What does digital transformation mean? 

– What does Best Practice look like?

  – Is the role of a 360 recruiter finished?

– How successful digital transformation can give an agency a competitive advantage.

  – How to outsource your resource to technology. 



•Light breakfast – 8am

•Welcome & Introduction, Dan Dackcombe (EMEA Sales Director Search & Staffing, LinkedIn) – 8.30am

•How your business can stay competitive and relevant in today’s digital era, Aisling Curtis (Commercial Director, Microsoft)

•What does digital transformation mean for recruitment agencies, Stuart McCaul (Digital Partner, Morgan McKinley)

•What role LinkedIn plays in digital transformation, Sharon O’Flaherty (Relationship Manager, LinkedIn)

•Panel discussion & Q&A •Optional Tour of New LinkedIn Offices


Please click link below to register!

Tips for writing the award submission.

Get the ball gowns ready and the tuxedos dusted off, the NRF awards 2017 are just a few months away. With the closing date looming for submissions (22nd September) here are some tips that may help you to tell your story, showcase your achievements, and gain recognition for all your hard work for the year gone by.

Winning an NRF Award can help your agency boost team morale, increase your company profile, and contribute to the credibility of your brand, thus gaining your more prominence in the marketplace.

Before you begin to write take a minute to consider the following!

The introduction should set the stage for the rest of your submission. It should hook the judges in and make them enthusiastic to want to read the rest of the application. This is an opportunity to make you memorable and to stand out from the rest.

Answering the questions.

Carefully read each question and see which ones have the most marks allocated. Answer all the questions and ensure you are answering what has been asked to achieve the highest score. “Remember this is a numbers game, the highest score wins”.

To help you stay on track put down the main points you want to address for each question. You can then elaborate and expand on each point. Most of the judges will not know your agency or how great it is, therefore, you have to ensure that your answers explain why you deserve to win.

A wining entry will be engaging and memorable. Showcase your achievements and back them up with testimonials, remember testimonials validate what you are saying and gives you added credibility.

Stick to the word count and try not to lose the reader in a sea of text. Where possible use logo’s, photos etc to make the submission more memorable, but be cautious, embedded text will add to your word count.

Always write in plain English and avoid jargon that is used internally that way nothing gets lost in translation- if the judges do not understand what it means they cannot mark you accordingly.

DO NOT INCLUDE WEBSITE LINKS – Other than the online award all judges mark submissions in hard copy. They do not access links no matter how great you tell them the information on it is.

If you are submitting an application for an individual you should inform them and get their input this helps to personalise it for the individual.

Your closing statement should capture the passion you feel for your company and why you should win. Remember the judges are reading hundreds of entries you need to convince them as to why it should be you.

Finally, print it to make sure it is laid out as you want it and most importantly proof read it!




The simple answer is that they should not compete directly, as larger employers have advantages based on scale or employer brand. Most forward thinking companies have been investing in their ‘Employer brands’ for year. You will not be able to replicate quickly, cheaply or most importantly authentically.


Nobody likes ‘fake’, we may buy ‘fake’ from time to time but we don’t treasure it or respect it. When we find out something is a fake after the fact then we feel betrayed, annoyed or embarrassed.


In an employment context where candidates have taken a job based on mistruths, withheld information or an unauthentic employer brand there will be high attrition. Furthermore, candidates will not be engaged fully while working causing further problems.


SMEs do have the advantages of being more nimble, responsive and they can make more timely decisions.


There are no magic bullets but there are steps you can follow.


Step 1 – ‘Be Authentic’, ‘Be Realistic’ and be prepared to invest time and money in developing and maintaining your ‘Employer Brand’.

Think of the Cost, Quality & Timeline triangle. Prioritise two of these and compromise on the third.  As I mentioned above, time to hire is where I would compromise.  I know sometimes you cannot be this strategic but recognise you should compromise elsewhere.


Step 2 – Write an original job specification. The job must have both the facts about the job and the story of the job.  It should include a piece on the employer.  It should include a ‘Call to action’ which differentiates it from other roles.  Talk to current employees about what they like, about what impact they make and how they make a difference to customers, colleagues or society every day.

Write it in the language that your target audience understands. Too many job specs are undecipherable and overloaded with adjectives!

It is important to benchmark your salary & benefits against the markets. Depending on the job, new tools or flexible work location will trump ‘fuss ball’ tables and sugary snacks.


Step 3 – Exhaust your own personal and professional networks. Everyone should know what a great opportunity you have.  Set up an employee referral program.  Leverage off Employees networks to get unique candidates.


Step 4 – Use other channels including advertising and recruitment companies who are NRF members. Recruitment Agencies have many advantages especially around their reach.  A specialist recruiter will provide you with timely access to more available talent than any other channel.

Agencies will also provide free advice on the job specification, labour market, benchmarked salaries/benefits, interview advice etc.


Step 5 – Win through your interview process.

  • Explain in advance to candidates what is required and who is involved. Don’t have too many interview stages or big gaps between interviews, if there are over 4 stages then have 2/3 on the same day. Once candidates commit to a process their focus is on the outcome.
  • Earn the right to ask.
  • Manage expectations. Put aside time in advance to interview, stick to it.
  • Have all stakeholders and a final decision maker identified in advance. Make decisions, as not deciding turns into the worst type of ‘No’ a candidate can get.
  • Provide timely feedback. This is the biggest complaints candidates have and bad experiences tend to be shared more than positive ones.


In recent years’ processes, have become too long. This has backfired on many companies.  Smaller companies who have the advantage of being nimbler can make impact here.


Step 6 – Mind your brand. The best way to start is to treat all applicants well and ask their permission to call them again if a more relevant position arises.  Treat them right and your network becomes more powerful.