The role demands a highly experienced solution provider with solid experience of operating at senior levels.

Position Responsibilities

The successful candidate would be responsible for:

• Manage the growth and success of our client’s range of software security/networking/connectivity solutions in Ireland.
• Manage relationships with new and existing clients.
• Inform all relevant cross-functional team members of progress through regular meetings and link in with your colleagues.
• Be a primary driver and source of knowledge and information for the full range of products to your customers.
• By being a skilled negotiator, you will be required to build trust and understanding with clients
• Develop intimate knowledge of both your own and your clients’ business environments

Skills/Competencies

• Highly developed influencing, persuasion, oral and written communication skills.
• Excellent organisational abilities.
• Ability to work on own initiative
• Ability to act professionally in all situations,
• Ability to “think outside the box” to solve customer problems
• 5 years in a similar sales role
• Knowledge of IT Security and ability to learn about new products and services on an ongoing basis
• Self motivated and hungry for success
• Enjoys a challenge

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Key responsibilities of this role will include:

• Manage and develop new business opportunities for FM services nationwide.
• Build effective client relationships and gain a detailed understanding of the FM business requirements.
• Preparation and delivery of tenders for new business opportunities.
• Strong financial management skills and ability to challenge and improve where possible existing methods of service delivery.
• Regular interaction with the operations team to ensure that contracts are delivered as per SLA’s.
• Keep up to date with latest market trends, methods and best practices.
• Maintain accurate and up to date records of all opportunities and client contracts electronically.
• Ability to present, negotiate and influence senior level executives.

This is a great opportunity to join a thriving and successful business that is positioned to grow and develop it’s presence in the Irish marketplace. For information please call Talent Partners on 01 – 4428270.

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What follows is an article from Melany Gallant where she discusses and tries to allay some of these fears as well as stressing the benefits. We hope you enjoy the read.

“I have 10 years of experience, I have strong references, excellent connections, but I can’t find a job because I’m overqualified.”

This is the story that many newly unemployed, ‘overqualified’ job applicants know all too well. Though there is often concern that hiring someone with too much experience could be risky (the main worry being that they’ll use the job as a stepping stone until something better comes along), studies have consistently shown that the benefits of hiring an overqualified candidate far outweigh the risks!

As the American economy slowly tries to recover from its devastating financial collapse, managers face a common challenge: how to handle all the eligible candidates that come through their doors.

Let’s debunk the myth of the alleged risks in hiring overqualified candidates and look at the actual benefits of taking a chance on an overqualified contender.

But first…

What Is Overqualified?

Too educated, too experienced, we call a person overqualified when their skills and/or level of education are beyond what is necessary for a certain position.

Some of the initial concerns managers have about hiring people with too much experience include:

• Boredom. Lack of challenges may cause the overqualified worker to get bored with work and leave the company.
• Using the job as a stepping stone. A common belief is that ‘overqualified’ candidates may be using the contending position as a stepping stone. The person may apply for the job to tie them over before a better opportunity arises.
• No sense of loyalty. The overqualified person may not feel a sense of attachment to the position or the company.
• Superiority issues. An overqualified person could harbour some haughtiness towards management and peers, or a have a strong sense of entitlement because they have more experience. If the person feels too good for the job, they could feel little need to abide by the standards of a system they feel superior to.
• Advancement issues. Hiring someone who is overqualified may kindle some challenging dynamics when it comes to who deserves certain promotions and rewards.
• Job satisfaction/performance problems. Performance and job satisfaction are strongly linked. If a person is unsatisfied with the nature of their work they will be less likely to perform favourably.
• Expectations. A person who is overqualified may expect more money and other incentives to stay, which the employer may not be able to offer.

Breaking The Myth

Research shows that the risks of hiring someone who is overqualified are more perceived than actual. Studies have consistently shown that overqualified workers actually perform better and the only reason they move on is mainly due to working conditions.

Two recent studies, outlined in the Harvard Business Review—one analyzing data on more than 5,000 Americans, the other examining 244 employees of a Turkish apparel chain—showed that overqualified employees actually outperform their colleagues.

Why Hiring An Overqualified Candidate Is The Way To Go

It’s important to understand people’s motivations for wanting a position. Though the person may be eligible for a “better” one, there can be a myriad of reasons why they may not want that job. It doesn’t mean they wouldn’t be right for this one.

What Benefits Will An Overqualified Worker Bring Your Company?

• Lowered training costs. You can save significantly on training expenses when you hire someone who is already qualified. Plus, instead of focusing all their energy and attention on learning what is required for the position, they can channel their efforts towards offering new insights about the position and potentially improving working practices.
• Leadership and mentoring aptitudes. Research collected by the Harvard Business Review shows that people whose expertise are beyond the required skills necessary for the position are actually more geared towards excellence in performance and doing a good job. Not only can an experienced hand act as a mentor to junior staff, but also push senior staff to achieve higher levels of performance.
• Offer new skills. There can be many benefits in hiring someone whose area of expertise may not be represented at the company yet. Their expertise may lead to new services that can be offered to clients or help improve working practices.
• Offer new leads. Hiring someone who has considerable experience in a certain field also opens the possibility that they will have an extensive contact list or network that could generate new leads and thus expand their role in the company in the future.

Hiring managers certainly have some important decisions to make and many factors to consider with the overflow of applicants coming through their doors. But when someone comes in and hands you an impressive list of credentials, don’t pass up a goldmine!

It’s important to consider the motivations of each candidate pursuing a position. Overqualified candidates may take a less-demanding job for a lifestyle or health choice or the simple need of earning a pay cheque. The bottom line is overqualified candidates can yield exceptional results for the company and it would be silly to disqualify them for reasons that turn out to be little more than myth.

If you are looking to strengthen your team today please do not hesitate to contact us at Talent Partners to see how we can help with your recruitment plans.

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An Abundance of Caution Slows Economy

When riots broke out across England—first in the Tottenham section of London, then in other cities throughout the country—the blame was widespread. Some attributed the spark of the riots to government austerity measures including cuts to education; others noted the high youth unemployment—which has resulted in other civil disturbances in Europe and the Middle East over the last year. In a very literal sense, though, the riots started after Mark Duggan, an alleged drug dealer and gang member, was shot and killed during an attempted arrest.

“I think the riots and looting were opportunistic and little more than that,” says Sandra Hill, managing partner of The Hill Group, an MRINetwork affiliate in Manchester. “The economic situation throughout the UK is difficult, but the riots have given it a more desperate appearance than is actually justified.”

Current estimates show that the UK’s gross domestic product grew by 0.2 percent during the second quarter of 2011, down from 0.5 percent growth during the first quarter. Some have attributed the slowdown to an increase in the value added tax early in the year. Yet, as Hill notes, shopping centers are staying full and British residents are taking more vacations this year than in the last several.

While confidence may be returning for workers who currently hold positions, confidence has not returned to the labour market as a whole. “Candidates’ primary concern in changing roles today is job security,” says Hill. “Candidates are highly reluctant to explore opportunities—it often takes three or four requests before a passive candidate will even provide a CV. When recruiting today, our most important job is to sell the stability of the company. We have to highlight their financials, show that they are on solid ground, or that it is investing heavily in R&D.”

Considering that actively recruited candidates are dragging their feet, it’s no wonder that very few qualified candidates are applying for posted positions. Once a candidate is found, though, risk-averse companies are delaying the hiring process further.

“Employers are conducting more extensive background checks and vetting candidates to a greater degree than ever before.  More people want to be involved in the hiring process and companies’ attitudes are closely tied to short-term market factors,” says Hill. “The mid-August equity market turmoil caused many firms to reevaluate their hiring plans, some going as far as re-reviewing every open position.”

“Despite all the rightful concerns both businesses and employees have, we see green shoots,” says Hill. “The UK auto industry is supposed to be in horrible shape,  yet, one of the largest English auto companies is currently adding more than 1,200 positions to its UK operations this year. While the aerospace industry is also said to be in a slump, the Paris Air Show in June was one of the most successful ever for Airbus.”

“There is an abundance of caution in the market,” says Hill. “It is slowing things down, perhaps prolonging the downturn. However, in the end it is just caution. As business continues to be conducted, the necessary confidence will begin to return.”

If you are looking to strengthen your team in the UK or further afield then please contact Stephen Kennedy, MD of Talent Partners to discuss how we can work with you to recruit top talent internationally.

Tags: MRINetwork,, "talent, partners",, recruitment,, "executive, search, consultants",, "management, professionals",, "passive, candidates",, "CV",, recruiting,

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The role demands a highly experienced solution provider with solid experience of operating at senior levels.

Position Responsibilities

The successful candidate would be responsible for:

• Manage the growth and success of our client’s range of software security/networking/connectivity solutions in Ireland.
• Manage relationships with new and existing clients.
• Inform all relevant cross-functional team members of progress through regular meetings and link in with your colleagues.
• Be a primary driver and source of knowledge and information for the full range of products to your customers.
• By being a skilled negotiator, you will be required to build trust and understanding with clients
• Develop intimate knowledge of both your own and your clients’ business environments

Skills/Competencies

• Highly developed influencing, persuasion, oral and written communication skills.
• Excellent organisational abilities.
• Ability to work on own initiative
• Ability to act professionally in all situations,
• Ability to “think outside the box” to solve customer problems
• 5 years in a similar sales role
• Knowledge of IT Security and ability to learn about new products and services on an ongoing basis
• Self motivated and hungry for success
• Enjoys a challenge

If you like this article, then please share it!

Hide Sites