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The employers who will succeed in 2026 are those who recognise that inclusive hiring, skills development, and social impact are central to business success.

If you’re planning for the future of your workforce, Turas Nua is here to help.

�� Get in touch to explore how our services can support your business.

Contact us today to learn how Turas Nua can support your organisation.

Turas Nua Employability Kildare Hosts Inclusive Open Day in Newbridge

Wed, 10 Dec 2025 13:11:32 GMT

Inclusive employment doesn’t happen by chance, it happens through partnership, awareness, and action.

To mark the UN International Day of Persons with Disabilities, Turas Nua Employability Kildare welcomed local employers and community organisations to a special open day in our Newbridge office. The event provided a space for conversation, learning, and collaboration, all focused on strengthening inclusive hiring across the county.

Supporting Inclusive Employment in Kildare

Ireland’s disability employment rate remains significantly below the EU average, and employers play a vital role in closing this gap. The open day offered organisations the opportunity to explore the practical supports available through Turas Nua’s Employability service, which helps jobseekers – including those with disabilities, injury, or illness – access meaningful and sustainable work.

Employers attending the event had the chance to:

These conversations highlighted the real value of inclusive recruitment: stronger teams, richer perspectives, and workplaces where everyone can contribute and thrive.

Creating a Welcoming and Accessible Space

A sincere thank you to our Newbridge team, whose preparation, accessibility adjustments, and hospitality ensured a warm, supportive environment for all attendees. Their work reflects the heart of our mission: Everybody’s story matters .

Why Inclusive Hiring Matters

Inclusive employment is not only the right thing to do: it’s a strategic advantage.

Employers benefit from:

Turas Nua supports employers at every step, from recruitment to onboarding to ongoing in-work support. Our goal is simple: remove barriers, build confidence, and create pathways to long-term employment.

The Right Time to Partner With Us to Build an Inclusive Workforce

If your organisation is exploring inclusive hiring or would like to better understand the supports available, our Employability team is here to help.

�� Contact us to learn how inclusive employment can strengthen your business and your community.

Together, we can build opportunity, and a workforce where everyone belongs.

Contact us today to learn how Turas Nua can support your organisation.

International Day of Persons with Disabilities: Why Inclusion Must Move From Awareness to Action

Wed, 03 Dec 2025 15:25:01 GMT

Every year on 3 December, the world marks the International Day of Persons with Disabilities, a UN observance dedicated to promoting understanding, dignity, and equal opportunities for people with disabilities.

But in Ireland, the employment reality tells a stark story.

Just 32% of people with disabilities are in work – one of the lowest rates in Europe and far below the EU average of 51% . Despite progress, barriers to employment remain significant, and the impact is social, economic, and deeply personal.

At Turas Nua, we see these challenges every day, and we also see the potential, ambition, and talent that often goes overlooked. That is why our Employability services, Job Coaches, Coordinators, and training partners work to break down barriers and build pathways into meaningful work

Why This Day Matters for Ireland

The UN’s theme for the International Day of Persons with Disabilities is centred on equality, participation, and the full inclusion of people with disabilities in all aspects of society.

The message is clear: Inclusion requires action.

The Oireachtas Joint Committee on Disability Matters has echoed this call, emphasising that Ireland must accelerate inclusive practices across workplaces, public services, and community settings. And employment is one of the most critical areas where change must happen.

The Disability Employment Gap: A National Challenge

Ireland’s disability employment gap persists because of structural barriers, lack of workplace adjustments, limited employer confidence, and outdated assumptions about ability.

Common obstacles include:

But these challenges are solvable and employers are not alone in trying to address them.

How Turas Nua Supports People With Disabilities Into Employment

A s Ireland’s Social Recruitment and Training Partner, Turas Nua provides personalised, practical support that helps people with disabilities move into work with confidence.

Our teams provide:

We partner with employers who want to access overlooked talent, diversify their workforce, and embrace skills-based recruitment, opening roles to candidates who bring lived experience, resilience, creativity, and commitment.

Inclusion Requires Action: Training, Awareness & Workplace Change

Inclusive workplaces don’t happen by accident. Employers can start by accessing FRS Training’s DEI programme , which builds understanding, reduces stigma, and provides practical tools for supporting staff with disabilities.

Businesses can also use government grants and supports — including wage subsidies and reasonable accommodation funding — to remove barriers to inclusive hiring.

Small changes in recruitment, such as clearer job descriptions, flexible interviews, and a skills-based approach, make a meaningful difference. Turas Nua is here to help employers take these steps with confidence.

A More Inclusive Future Is Possible

Inclusion sits at the heart of employment. Work provides independence, identity, social connection, and opportunity.

At Turas Nua, we believe every person deserves the chance to contribute, belong, and thrive. And every inclusive employer plays a role in closing Ireland’s disability employment gap

If you are an employer looking to build a more inclusive workforce — or if you want help applying inclusive hiring practices — our Employer Services Team is here to support you.

Contact us today to learn how Turas Nua can support your organisation.

Rethink Ireland - Impact Fund 2025 Launch

Tue, 25 Nov 2025 15:40:13 GMT

What happens when communities have the resources, support, and belief they need to shape their own future? Real, measurable change.

That’s why we are proud to announce the launch of the Impact Fund 2025, a €1.1 million investment supporting community-led organisations across Munster and Wexford.

As a long-standing partner committed to social impact, Turas Nua is honoured to join Rethink Ireland and fellow fund partners in championing innovative local projects that strengthen equity, wellbeing, inclusion, and environmental progress.

The fund is now officially open for applications .

What Is the Impact Fund 2025?

Created by Rethink Ireland, the Impact Fund 2025 will support eight awardees, each receiving:

The goal is simple: empower organisations who understand local needs, because they are rooted in those communities.

Who the Fund Is Designed For

We The Impact Fund 2025 is open to non-profits and community organisations operating in Munster or Wexford whose work aligns with one or more of the following themes:

Whether you are supporting young people, delivering education and training, strengthening local resilience, or finding creative new ways to build belonging, your work matters, and this fund is designed to help it grow.

A Voice from the Community

One of the strongest indicators of the fund’s potential comes from those who’ve benefited in the past:

“ Thanks to the support of Rethink Ireland, we’ve been able to bring our therapeutic sailing programmes to those who need it most. This funding has turned our vision into action, using the sea as a unique setting to deliver wellbeing, inclusion and transformation for people who might not otherwise have access. ”

- Colin Healy, Co-Founder, Sailing Into Wellness

Stories like this show the transformative power of community-led innovation when backed with the right support.

Why Turas Nua Is Proud to Partner in This Work

Turas Nua exists to help people move forward, through employment, training, social inclusion, confidence-building and community connection.

Our work is grounded in the belief that every story matters, and that real progress happens when organisations collaborate to support people where they are, with dignity and opportunity at the centre.

By partnering in the Impact Fund 2025, we are strengthening our commitment to:

This fund ensures that community organisations not only survive but thrive.

Apply Now

If your organisation is driving meaningful change in Munster or Wexford, we strongly encourage you to apply.

�� Learn more and apply here: https://rethinkireland.ie/current_fund/impactfund/

Applications are now open.

Contact us today to learn how Turas Nua can support your organisation.

International Men’s Day 2025: Supporting Men’s Wellbeing

Wed, 19 Nov 2025 11:16:14 GMT

Every year, International Men’s Day (19th November) celebrates the positive contributions men make to their families, workplaces, and communities.

This year’s global theme, “Helping Men and Boys Achieve Wellbeing” , reminds us that mental health, purpose, and connection are vital for everyone. At Turas Nua, we see that truth every day in our work supporting people towards employment, skills development, and inclusion.

 Why Men’s Wellbeing Matters

In Ireland, men continue to face significant challenges around mental health, isolation, and access to support. Studies show that many men are less likely to seek help when they’re struggling – particularly when it comes to unemployment, stress, or personal challenges.

That’s why the work we do at Turas Nua is so important. We provide practical support and compassionate guidance that helps men rebuild confidence, rediscover purpose, and reconnect with their communities through meaningful work and training.

Employment as a Pathway to Wellbeing

We know that work provides structure, identity, and social connection. Our advisors and job coaches help men who’ve faced redundancy, long-term unemployment, or health-related barriers to find roles that restore purpose and stability.

Sometimes, progress begins with a conversation. Our team listens, without judgment, offering one-to-one guidance that helps people set achievable goals, overcome setbacks, and take the next step forward.

A Day to Recognise and Reflect

International Men’s Day is about fostering empathy and awareness. This year, we acknowledge the fathers, sons, brothers, and colleagues who are striving to balance work, health, and family life.

We also recognise those who may be struggling in silence, and we reaffirm our commitment to helping every person feel valued and supported.

Work, purpose, and wellbeing are deeply connected. We are proud to support men in finding all three, helping them move forward with confidence and hope.

 Contact us today to learn how we can support your organisation.

Why Skills-Based Hiring is the Future – and How Turas Nua is Helping Shape It

Wed, 12 Nov 2025 15:58:31 GMT

Across Ireland, employers are rethinking how they hire. Degrees and job titles are giving way to something far more practical: skills.

This shift - known as skills-based hiring - recognises that the right person for a role isn’t always the one with the most traditional qualifications, but the one with the ability, attitude, and potential to do the job well.

At Turas Nua, we’ve been championing this approach for years. Through our employability and training programmes, we help people build and demonstrate real-world skills, while supporting employers to find, train, and retain talent that might otherwise go overlooked.

What is Skills-Based Hiring?

Skills-based hiring focuses on what people can do, not just what’s written on their CV.

Instead of using education or previous job titles as a filter, employers assess candidates based on their competencies, transferable skills, and potential.

This model benefits everyone:

Why Skills-Based Hiring Matters Now

Ireland’s labour market is changing fast. New technologies, digital transformation, and sectoral shifts are reshaping the skills employers need, and traditional hiring criteria can’t always keep up.

The Department of Social Protection’s Pathways to Work strategy recognises that a more inclusive, skills-led model is key to long-term growth. That’s where organisations like Turas Nua come in, bridging the gap between employers seeking skills and people ready to build them.

How Turas Nua Supports Skills-Based Hiring

1. Building Skills from the Ground Up

Through pre-employment training, sector-specific courses, and employability workshops, we help our clients gain the practical and interpersonal skills employers are looking for, from communication and teamwork to digital literacy and customer service. Our bespoke learning platform, FLEX (Focused Learning Experiences), allows people to develop and showcase their skills in a flexible, accessible way.

2. Connecting Employers to Hidden Talent

We partner with hundreds of Irish employers who understand that potential matters more than a perfect CV. By connecting businesses to work-ready candidates, we help employers build teams that are skilled, motivated, and resilient. Our Employer Services Teams support inclusive recruitment strategies that not only fill vacancies but strengthen workforces through diversity and fresh thinking.

3. Supporting Lifelong Learning

Skills don’t stop growing when a person starts a job. We help employers and employees identify ongoing development opportunities, ensuring people continue to adapt and succeed as industries evolve.

The Human Side of a Skills-Based Future

Skills-based hiring isn’t just an economic shift - it’s a social one. It values people for what they can bring, regardless of their background. It gives jobseekers a fairer chance and employers a richer mix of talent.

At Turas Nua, we see it every day: people who, with the right support and training, step into roles that once felt out of reach, and thrive.

That’s the power of a system built on skills, not barriers.

Employers across Ireland are turning to skills-based hiring to build resilient, inclusive teams. If you’re ready to find skilled, motivated candidates - or want to explore how we can support your recruitment needs - Turas Nua is here to help.

�� Get in touch with our Employer Services Team to learn how we can help you find the talent your business needs.

 Contact us today to learn how we can support your organisation.

Turning Potential into Progress: How Our Partnership with Generation Ireland is Changing Lives

Fri, 17 Oct 2025 08:25:04 GMT

At Turas Nua, we believe that when people are given the right support, training, and opportunity, they can achieve extraordinary things.

Our ongoing partnership with Generation Ireland is proof of this belief in action, helping jobseekers gain the skills, confidence, and connections to move into sustainable employment.

In recent weeks, several participants from the Generation Ireland programme have successfully secured work thanks to the collaborative efforts of our Employment Services teams, Generation Ireland’s training experts, and local employers who see the value of opening doors to fresh talent.

Behind every placement is a powerful story of persistence and teamwork.

Generation Ireland’s industry-led training ensures participants are work-ready and confident, while employers gain motivated, skilled team members eager to contribute.

The results speak for themselves: people are building careers, employers are finding great candidates, and communities are growing stronger.

This partnership embodies what employability should be: practical, personal, and transformative.

If you are an employer looking to build a more inclusive workforce, Turas Nua is here to help.

From Employability services to workplace training and advice on reasonable accommodations, our team provides the support you need to take inclusion from awareness to action.

 Contact us today to learn how we can support your organisation.

World Mental Health Day 2025: Making Space for Mental Health

Fri, 10 Oct 2025 15:26:53 GMT

Mental health affects every one of us; in quiet moments, in daily stresses, and in times of crisis.

On World Mental Health Day 2025, the World Health Organization shines a light on this year’s theme, “Mental Health in Humanitarian Emergencies”, reminding us that protecting wellbeing is just as vital during emergencies as it is in everyday life.

At Turas Nua, we see this truth every day. Whether we’re helping someone return to work, access training, or rebuild confidence after a setback, mental health and wellbeing are always part of the story.

Mental Health Matters For Everyone

Mental health isn’t just the absence of illness. It’s the presence of balance, resilience, and connection. Yet too often, it’s the part of our health that gets pushed aside.

In Ireland, many people face barriers to employment or education due to mental health challenges. Others carry the weight of stress, anxiety, or trauma while trying to move forward.

That’s why at Turas Nua, we take a human-first approach, meeting people where they are, not where they’re expected to be.

How We Support Mental Health Through Our Work

1. Creating Safe, Supportive Environments

Every interaction begins with trust. Our teams provide one-to-one guidance, listening without judgment and helping people rebuild confidence at their own pace.

2. Empowering Through Skills and Structure

Work can be a powerful anchor for mental wellbeing, offering routine, purpose, and belonging. Through tailored supports and training programmes, we help people reconnect with those positive anchors.

3. Blending People and Technology for Support

Our FLEX (Focused Learning Experiences) platform ensures that learning and self-development can continue anytime, anywhere. It supports both personal growth and digital confidence, two key foundations for resilience.

The Bigger Picture: Mental Health in Challenging Times

This year’s WHO theme reminds us that mental health support must remain a priority even during crisis, whether it’s global conflict, displacement, or personal hardship.

The truth is, emergencies come in many forms. They might look like sudden unemployment, financial pressure, or personal loss. In each case, compassion, connection, and access to support make all the difference.

At Turas Nua, we work to ensure that no one is left behind, no matter the challenge, helping people find stability, opportunity, and a renewed sense of purpose.

Simple Ways to Support Mental Health Today

Pause: Take five minutes to breathe and reset.
Connect: Reach out to someone, and really listen.
Move: Even a short walk can shift your mindset.
Talk: Share how you’re feeling; it helps others do the same.

Final Word

Mental health matters; at home, in our communities, and in every workplace. This World Mental Health Day, let’s continue to build workplaces and societies where people feel seen, supported, and valued.

Because everybody’s story matters .

If you are an employer looking to build a more inclusive workforce, Turas Nua is here to help.

From Employability services to workplace training and advice on reasonable accommodations, our team provides the support you need to take inclusion from awareness to action.

Contact us today to learn how we can support your organisation .

Closing the Disability Employment Gap in Ireland: From Awareness to Action

Wed, 01 Oct 2025 10:23:58 GMT

Just 32% of people with disabilities in Ireland are employed. Learn how Turas Nua supports employers to build inclusive workplaces and close the gap.

October is Disability Employment Awareness Month, a time to reflect on progress, but also on the challenges that remain.

In Ireland, the disability employment gap is the widest in Europe. The European Disability Forum (2023 ) indicates that only 32% of people with disabilities are in work, compared to the EU average of 51%. People with disabilities are more than twice as likely to be unemployed as non-disabled peers.

Inclusion is a social priority, but it’s also a national challenge.

Disability: The Forgotten Dimension of Diversity

The OECD and Ireland’s National Disability Authority highlight a consistent problem: disability is often the largest, yet least prioritised, diversity group in workplaces.

While strides have been made in gender and ethnic diversity, disability inclusion too often lags behind. True diversity means placing disability front and centre of workplace strategies, not leaving it as an afterthought.

The Business Case for Disability Inclusion

Inclusive hiring is not just the right thing to do — it’s the smart thing to do.

Research by Accenture (Getting to Equal, 2018) found that companies leading in disability inclusion achieved 28% higher revenue and 30% higher profit margins than peers.

People with disabilities bring unique perspectives, resilience, and problem-solving skills that strengthen teams.

Inclusive workplaces better reflect the communities they serve — boosting trust, engagement, and brand reputation.

From Awareness to Action: Building Inclusion

Ireland has supports in place for employers. But financial supports alone don’t close the gap.

Real progress comes from a cultural shift – embedding accessibility, training staff, and ensuring leadership buy-in.

At Turas Nua, we deliver Employability services. Our Coordinators, Job Coaches, and employer networks connect people with disabilities to meaningful work while supporting inclusive recruitment.

FRS Training also provide Disability, Equality & Inclusion Training , giving employers the tools and confidence to build inclusive workplaces.

Turning Awareness into Measurable Change

The ESRI has shown that sustainable inclusion happens only when employers:

Embed accessibility into policies and procedures
Provide training at all levels
Ensure leadership champions diversity

Awareness campaigns spark important conversations but it’s the everyday decisions of employers that truly close the gap.

Acknowledging Inclusive Employers

This month, we want to recognise the Irish employers already making that choice, those who see ability first, open doors, and create opportunities.

Their leadership is shaping stronger, more diverse workplaces and changing lives in the process.

Take the Next Step

If you are an employer looking to build a more inclusive workforce, Turas Nua is here to help.

From Employability services to workplace training and advice on reasonable accommodations, our team provides the support you need to take inclusion from awareness to action.

International Literacy Day How Turas Nua Supports Literacy and Skills for All

Mon, 08 Sep 2025 14:30:24 GMT

Literacy is a foundation for opportunity.

From filling out job applications to accessing online services, strong literacy and digital skills open doors to education, employment, and confidence.

At Turas Nua, we recognise that not everyone has the same starting point. On International Literacy Day, we reaffirm our commitment to ensuring everyone has a fair shot at achieving their goals – whether that begins with traditional literacy or digital skills development.

Why Literacy Still Matters

According to UNESCO, over 770 million adults worldwide lack basic literacy skills . Here in Ireland, thousands still face challenges with reading, writing, and digital access.

Without these essential skills, barriers arise in:

Applying for jobs
Accessing training opportunities
Using digital platforms for everyday tasks
Building confidence and independence

That’s why literacy support is a cornerstone of Turas Nua’s approach

How Turas Nua Supports Literacy and Skills Development

1. Personalised Support

Every client’s story is different. Our caseworkers work one-to-one with people to identify their needs and goals, offering literacy and digital support as part of wider employability pathways.

2. FLEX: Blending People and Technology

Our bespoke learning platform, FLEX (Focused Learning Experiences) , allows participants to:

Build literacy and digital skills at their own pace
Access resources 24/7, tailored to their needs
Combine online learning with in-person support from caseworkers

FLEX is designed to remove barriers, making learning accessible, flexible, and supportive.

3. Creating Confidence

For many, literacy isn’t just about reading or typing. It’s about building confidence to apply for jobs, communicate effectively, and take steps toward long-term independence.

Digital Literacy: A Modern Necessity

Today, literacy is as much about digital skills as it is about books and paper. At Turas Nua, we help people to:

Navigate online job platforms
Write and submit digital CVs
Access government services online
Use digital tools confidently in the workplace

Digital literacy is essential for full participation in society and work.

Everybody’s Story Matters

At Turas Nua, we believe literacy is the first step toward opportunity. By combining people and technology solutions, we help individuals overcome barriers and move closer to their goals.

On International Literacy Day, we celebrate progress and recommit to making sure nobody is left behind because of literacy challenges.

�� Learn more about Turas Nua’s training and support services and how we’re helping people across Ireland build brighter futures .

Skill2Serve: Hospitality Training and Career Pathways in Waterford

Mon, 25 Aug 2025 10:17:37 GMT

In May 2025, eight young adults stepped into our Waterford office to take part in something new: Skill2Serve, a pilot programme designed to open doors into hospitality and customer service careers.

Over eight weeks, participants gained practical training, employer exposure, and personal development support. The result? Recognised certifications, job opportunities, and renewed confidence to take the next step in their career journey.

What Is the Skill2Serve Programme?

Skill2Serve is a pilot initiative from Turas Nua that provides hands-on training and industry insights for young adults interested in hospitality.

The programme is built on three key pillars:

Technical Training: Certified barista training, delivered by Leo from Zuca Brew Coffee .
Industry Exposure: Employer visits to Dooley’s Hotel (Margaret Darrer) and Revolution Bar & Bistro ( Jim Flash Gordon ).
Personal Development: Cultural tours, career coaching, and confidence-building workshops.

By blending practical skills with direct employer contact, Skill2Serve equips participants with both the knowledge and the confidence to succeed.

What Did Participants Gain?

The programme delivered outcomes that matter to both jobseekers and employers:

Certified Barista Skills: A recognised qualification to strengthen CVs.
Hospitality Experience: Training sessions with Peter Taylor covering key customer service skills.
Career Support: Coaching and one-to-one guidance from Conner English.
Local Insights: A cultural tour of Waterford with historian Jack Burtchaell.

Led by Caseworker Hilary Yakub and designed by Operations Manager Ciara Murphy, Skill2Serve was tailored to meet participants where they were, and help them move forward with confidence.

Real Pathways, Real Outcomes

By the end of the eight weeks:

Several participants had already secured employment.
Others were actively interviewing.
All left with stronger skills, clearer goals, and greater self-belief.

Feedback was overwhelmingly positive, with employers and participants alike recognising the programme as a pathway into Ireland’s vibrant hospitality sector.

Why Programmes Like Skill2Serve Matter

Skill2Serve is all about:

Unlocking potential in young people
Building confidence through achievement
Creating social recruitment pathways into real jobs
Strengthening partnerships between employers and communities

At Turas Nua, we believe everybody’s story matters, and programmes like Skill2Serve show how inclusive recruitment and training can change lives.

Are you an employer interested in supporting or hosting future participants?

Or a young person looking for your next step?

Contact Turas Nua today to learn more about our training and employment programmes.

What Is a Social Recruitment Partner - and Why Your Business Needs One

Tue, 12 Aug 2025 08:49:57 GMT

Recruitment today is about building resilient, inclusive workplaces that grow people as well as profits. That’s where the role of a Social Recruitment and Training Partner comes in.

At Turas Nua, we support businesses across Ireland by connecting them with untapped talent — and giving that talent the training and support they need to succeed. It’s a model that works: for employers, for jobseekers, and for the communities we all live in.

So what exactly does a Social Recruitment and Training Partner do? And why should your business care?

Let’s break it down.

What Is a Social Recruitment and Training Partner?

A Social Recruitment and Training Partner is an organisation that helps businesses hire jobseekers who may face barriers to employment and provides the training, support, and follow-up needed to help those individuals succeed in work.

At Turas Nua, we match the right person to the right role and making sure they’re job-ready, confident, and capable from day one.

We provide:

This is recruitment with social impact, and training with purpose.

Why It Matters for Your Business

Hiring through a Social Recruitment and Training Partner helps individuals, but supports your business goals too.

✅ Hit Your CSR and ESG Targets

Incorporating inclusive hiring and training into your workforce strategy supports your Corporate Social Responsibility (CSR) and Environmental, Social, and Governance (ESG) objectives.

✅ Find Motivated, Work-Ready Staff

Our candidates are supported and job-ready. Many have completed targeted training programmes aligned to your sector’s needs — from basic digital skills to sector-specific certifications.

✅ Reduce Turnover, Boost Retention

We don’t just place people. We walk alongside them — and you — during their first months in employment, helping troubleshoot issues early and reduce churn.

✅ Train As You Hire

With our in-house FLEX Learning Platform, we offer fast, focused, and flexible learning experiences that can be tailored to your specific job roles, from onboarding support to upskilling new hires.

✅ Create Meaningful Impact

Every placement through Turas Nua helps reduce social welfare dependency, increase community resilience, and support people who simply need a fair opportunity.

How It Works: A Simple, Supported Process

Here’s what working with a Social Recruitment and Training Partner looks like:

We listen : We take the time to understand your hiring needs, challenges, and goals.
We match : We introduce you to candidates who are ready to work and eager to contribute.
We prepare : We provide any necessary training before start date, tailored to the role.
We support : We stay in touch after placement, offering in-work supports for both the employee and your team.

Who We Support — and Who You Can Hire

Turas Nua supports people from all walks of life, including:

People with disabilities or long-term health conditions
Refugees and people with Temporary Protection
Migrants building new lives in Ireland
Long-term unemployed individuals
Young people entering the workforce
People returning after time away from work

These are high-potential candidates, and your next great hire.

At Turas Nua, everybody’s story matters.

Whether you’re growing your team or trying to make a positive difference through your business, we’re here to help you do both.

Get in touch with us today to learn how Social Recruitment and Training can work for you.

Making Training Work: 5 Tips Every Employer Should Know

Tue, 29 Jul 2025 09:50:00 GMT

Training is one of the best investments you can make in your workforce – but only if it delivers long-term results. At Turas Nua, we combine people and technology to design training that builds skills, confidence, and opportunity.

 Whether you’re hiring through social recruitment or developing your existing team, these 5 tips will help you get the most from your training programmes.

1. C hoose Training Aligned with Business Goals

Start by identifying skills gaps that directly impact your organisation’s success. Look for courses that support your recruitment strategy, employee retention, and future talent needs. Social recruitment partnerships, like those offered by Turas Nua, can help align training with broader CSR and hiring goals.

2. Prioritise Disability, Equality and Inclusion Awareness

Inclusive workplaces perform better and attract stronger talent. Consider training that raises awareness of disability, equality, and inclusion, helping teams better support colleagues and clients from diverse backgrounds. DEI-focused programmes strengthen your social recruitment impact while enhancing your company’s culture and meeting legislative requirements. Check out this new Disability, Equality and Inclusion course with FRS Training .

3. Leverage People and Technology for Better Learning

The most effective training combines expert human guidance with the right tech tools. Online modules, virtual coaching, and AI-driven learning platforms can make training more accessible and flexible. At Turas Nua, we integrate people and technology to ensure learning is engaging and impactful.

4. Support Continuous Learning, Not One-Off Sessions

Skills develop over time – follow up with refresher courses, micro-learning, and mentoring opportunities. Ongoing training builds confidence, improves retention, and ensures knowledge translates into workplace improvements.

5. Measure Results and Gather Feedback

Assess the impact of training on performance, productivity, and employee satisfaction. Collect feedback from participants and managers to refine future sessions. Data-driven insights help you make informed decisions on where to invest next.

Conclusion:

Training is a powerful way to strengthen your team, enhance social recruitment outcomes, and build a workplace where everyone can thrive. With the right balance of people and technology, inclusivity, and ongoing support, your training investment will deliver measurable results for both your employees and your organisation.

Inclusive hiring builds stronger teams and healthier communities. By embracing inclusive practices, your business can lead with purpose and create lasting change.

Talk to Turas Nua today about making your recruitment process more inclusive through People and Technology.

Inclusive Hiring Tips for Employers: How to Build a More Diverse Workforce

Wed, 23 Jul 2025 08:45:33 GMT

Inclusive hiring is is much more than just a box-ticking exercise. it’s a business opportunity.

At Turas Nua, we help employers unlock potential through People and Technology, supporting inclusive practices that open doors and drive long-term success.

Whether you’re hiring new staff or reviewing your HR strategy, inclusive hiring is a practical way to create impact through Social Recruitment, offering opportunities to those often excluded from the workforce while meeting your talent needs.

Here are five actionable inclusive hiring tips to help you build a more diverse, resilient, and socially responsible team.

1. Write Inclusive Job Descriptions

Use inclusive language that welcomes applicants from all backgrounds. Avoid unnecessary requirements, such as continuous work history or specific degrees, and focus on the skills that really matter. Make it clear that you’re an equal opportunities employer, and part of a wider Social Recruitment movement.

2. Create an Accessible Interview Process

Offer flexibility in how, where, and when interviews are conducted. For example, remote interviews, quiet rooms, or additional preparation time can help candidates with disabilities or neurodiverse conditions perform at their best. This reflects the ethos of People and Technology working together to create fairer outcomes.

3. Value Non-Traditional Career Paths

Some of the most committed, adaptable candidates come from non-linear backgrounds. At Turas Nua , we support individuals through Social Recruitment programmes, helping them build confidence, gain training, and prepare for work. These jobseekers may not have a perfect CV, but they often bring unique strengths and perspectives.

4. Build an Inclusive and Accessible Workplace

Small changes - like offering assistive technology, hybrid work, or sensory-friendly spaces - can make a big difference. Inclusive environments attract and retain talent while demonstrating your business’s commitment to responsible practices powered by People and Technology .

5. Partner with an Inclusive Recruitment Provider

Turas Nua specialises in connecting employers with diverse, job-ready candidates. Through a combination of People and Technology , we match businesses with motivated individuals and offer supports to ensure success for everyone involved. As Ireland’s leading Social Recruitment partner, we make it easy to hire inclusively and with impact.

Inclusion Is Good for Business and Society

Inclusive hiring builds stronger teams and healthier communities. By embracing inclusive practices, your business can lead with purpose and create lasting change.

Talk to Turas Nua today about making your recruitment process more inclusive through People and Technology.

Turas Nua Turns Ten

Thu, 17 Jul 2025 10:58:02 GMT

Turas Nua recently marked its 10-year anniversary – a decade of transforming lives through meaningful employment support, social recruitment, training services, and community-focused partnerships.

To celebrate, we brought together staff from across Ireland for a powerful and inspiring Team Day event at The Heritage, Killenard.

This milestone gathering reflected our journey as Ireland’s leading social recruitment and training partner and showcased how we are addressing complex social problems through people and technology solutions.

Opening the Day: Inspiration from the Start

The event was expertly hosted by the always engaging Susan Hayes Culleton , "The Positive Economist", setting the tone for a day of reflection, storytelling, and celebration.

We began with a welcome from Turas Nua Chairman, Brendan Butler , followed by an unforgettable keynote from Dr Katriona O’Sullivan , author of the acclaimed memoir, Poor .

Katriona spoke movingly about her own experiences of poverty and adversity – and the turning points that came through meaningful engagement with people who believed in her potential. She reminded us that lasting change begins with human connection, and that our work is only possible because of people who care, supported by tools that empower.

She challenged everyone in the room to keep doing what we do best – offering support at critical moments in people’s lives – and to remember the profound role social recruitment plays in building a more inclusive society.

 Panel One: The Beginnings of Turas Nua

Our first panel explored the origin story of Turas Nua, born from a national need during a time of high unemployment. Featuring Colin Scott (Turas Nua), Peter Byrne (former CEO of FRS Co-Op), and Graham McAlpine (former General Manager of Turas Nua), the discussion looked back at how we secured the original contract in partnership with the Department of Social Protection.

This early chapter reflected a belief that tailored employment services, powered by people and enabled by technology, could deliver real, measurable change. It’s a belief that still underpins our work today, and has positioned us as a pioneer in the social recruitment space.

Panel Two: Everybody’s Story Matters

On e of the most powerful parts of the day was the “Client Panel”, highlighting the very real journeys behind our mission.

Joe Lambert, now Operations Manager at Camsaw , shared how he progressed from being a Turas Nua client to an employer who champions inclusive hiring.
Oksana Kott, once a Turas Nua client and now a caseworker herself, reminded us of the transformational power of opportunity.
Bernie Slater, another past client, spoke honestly about her journey through barriers and back into the workforce, as well as the power of real human connection as the underlying basis for support.

These stories reinforced our belief that employment changes lives, and that effective social recruitment relies on both human guidance and smart technology to d eliver tailored support.

The Bodhrán Buzz

After lunch, the energy shifted – and lifted – thanks to a lively bodhrán workshop by The Bodhrán Buzz . This interactive session brought out laughter, camaraderie, and a bit of competitive spirit. More than a musical break, it symbolised the harmony we create when we work together with shared rhythm and purpose.

Panel Three: The Future of Turas Nua

The future-focused panel featured thought leaders and employers who are helping to shape what’s next:

Brian Bell (Fedcap UK) reflected on how our founding values must evolve to meet 21st-century challenges.
Edel McSorley ( Mr Price ) shared the company's commitment to inclusive hiring, especially for people with disabilities – a focus central to our own Employability Services.
JulieAnn McCann , (General Manager, Turas Nua) contributed to a forward-looking discussion on migration, sustainability, AI, and the cost of living – issues deeply relevant to the future of work in Ireland.

This panel reinforced our commitment to using people and technology solutions to stay ahead of societal change. As Ireland’s social recruitment and training partner, Turas Nua is uniquely positioned to respond to these evolving needs with agility and compassion.

Comedy with a Message: Willie White’s Keynote

The afternoon closed with a keynote performance by speaker and comedian Willie White – a powerful mix of raw honesty and humour. Drawing from his own life experience, Willie highlighted how support networks and second chances can turn hardship into hope. His story resonated deeply with our mission: to walk alongside people during their most challenging moments and help them find their way forward.

Closing Remarks: Leadership with Purpose

The day ended with reflections from Susan Hayes Culleton and Colin Donnery (CEO, FRS Co-Op ), who shared personal stories and professional insights. Colin reflected on how his own background influences his leadership – and how Turas Nua’s people-first approach remains central to everything we do.

Evening Celebrations: Awards and Legacy

The celebration continued into the evening with a drinks reception, gala dinner, and side-splitting comedy set from Willie White. We then honoured our long-serving team members with our 10-Year Anniversary Awards – recognising those who have been with us since day one, helping to build the strong, supportive culture we are so proud of.

We wrapped up the evening with music, dancing, and the cutting of the cake – a joyful end to a day that celebrated where we’ve come from and where we’re going.

A Proud Part of the FRS Co-Op

Turas Nua is proud to be part of the FRS Co-Op, an organisation rooted in community, support, and shared effort.

The core principles that guide Turas Nua align closely with the Co-Op’s values, especially the spirit of Meitheal – the age-old Irish tradition of coming together to help one another.

That belief in collective effort, being a good neighbour, and going out of your way to lift others up continues to shape everything we do: from supporting jobseekers into work, to helping employers create inclusive workplaces.

We are proud to carry forward this legacy, using people and technology to strengthen communities, one life at a time.

People and Technology: The Next Chapter

As we look to the future, Turas Nua will continue to evolve and innovate. We know that the challenges we face – from unemployment to inequality – require more than just one-size-fits-all solutions.

They demand a blend of human connection and technological innovation. They require organisations like ours: social recruitment and training partners that work at the intersection of compassion and capability.

For the past 10 years, we’ve been delivering real results across Ireland. For the next 10, we’ll keep solving social problems with people and technology, creating inclusive pathways to employment for everyone who needs them.

Thank You

To everyone who helped make this day so special – from our speakers and panellists to our long-standing staff, caseworkers, and support teams – thank you.

FRS Co-Op Commits to Cutting Carbon Emissions and Landfill Waste by 2030 in New Sustainability Strategy

Tue, 22 Apr 2025 08:43:53 GMT

Strategy launched on Earth Day 2025.

National social enterprise has helped 62k+ unemployed people secure jobs, delivered 244 days of volunteering support and reduced paper usage by 37k sheets per annum.

Other impacts include eliminating 1,302 plastic water containers, cutting 26 tonnes of carbon and conducting over 80k soil samples for farms around country.

FRS Co-Op , the multimillion euro social enterprise, has committed to reducing their carbon emissions by 20% and halving their landfill waste by 2030 as part of their new sustainability strategy. The strategy was launched by FRS Co-Op on Earth Day 2025 (22 ^nd April), a global annual event which aims to promote positive action in support of environmental protection.

In their first Environment, Social Governance (ESG) Report, FRS Co-Op is also aiming to develop a biodiversity strategy with a focus on agriculture, increase their community engagement and continue to provide support to the farming and wider communities in which they operate.

FRS Co-Op has also committed itself to aligning with the United Nations Sustainable Development Goals (SDGs). Among the specific commitments made by FRS Co-Op are:

A 20% reduction in Scope 1 and 2 carbon emissions by 2030, working towards a net zero target by 2050.
Reducing greenhouse gas emissions from the company’s vehicle fleet by 25% by 2030.
A 50% cut in landfill waste by 2030, evolving to a target of zero waste by 2050.
Installing solar renewable energy panels in their headquarters and other largest office by 2026.
Increasing their level of community engagement by 10% in 2025 through further participation in their ‘Give Back Days’ programme and additional partnerships with local organisations.
Implementing a biodiversity strategy with a focus on agriculture this year.
Continuing to support and assist farming communities across Ireland.
Helping those who have had difficulty sourcing employment to find jobs.

Founded in 1980 and headquartered in Roscrea, Co. Tipperary, FRS Co-Op is active in every town and village across the country, employing 2,000 people across the group with annual turnover of circa €100 million. The different business units included in the group, who will all support this sustainability strategy, include FRS Recruitment , FRS Farm Services , FRS Fencing , FRS Training , FRS Contract Services , Turas Nua and WrkWrk .

FRS Co-Op has already made significant progress in their sustainability efforts. This has included helping 62,000+ unemployed people secure meaningful employment through Turas Nua, providing 244 days of voluntary support to community and charity groups in 2024 and reducing their paper usage by 37,000 sheets peer annum.

Additional achievements aligned with their ESG strategy include eliminating the use of 1,302 plastic water containers across the organisation, cutting 26.52 tonnes of carbon through the merging of office premises, conducting over 80,000 soil samples for farms around the country and supporting the use of environmentally friendly creosote alternatives for fencing throughout Ireland.

Speaking about their new sustainability strategy, Colin Donnery, Group CEO of FRS Co-Op said, “We strongly believe that organisations and businesses are of their communities. They are formed from and by the world around them, the world in which they operate. That has been part of the ethos of FRS from Day 1. It’s why our corporate motto is “We Grow Better Together”.

“In this day and age there is scope for organisations to do more, which becomes even more acute when you are an organisation of the size and reach of FRS. That is why we have adopted this new sustainability strategy and why we want our commitments to act as more than just targets.

“We are grateful to be in a position whereby our social impact makes a difference, be it through years of assisting farming communities or helping the long term unemployed find jobs. We want to keep providing that support, to ensure there is sustainable employment for our staff, our neighbours and our communities.

“That means making the environment better, the cities and communities in which we live more sustainable, reducing our carbon footprint and encouraging greater biodiversity. We want to ensure we play our part in enabling the communities in which we live to prosper and the land upon which we live to thrive for decades and decades to come.

“For that to happen we all need to be looking towards a sustainable future, being mindful of how we all go about our work. We hope this strategy will help sustain those objectives and that our organisation can play its part in protecting the world around us while continuing to positively impact the people and communities we work with every day,” Mr. Donnery concluded.

Hiring Through Turas Nua’s Employability Service

1e96218e@Shazamme.com (Shazamme System User) — Thu, 20 Mar 2025 13:34:30 GMT

At Turas Nua, we believe in the power of employment to transform lives. Through our Employability service, we support individuals with disabilities and health conditions in securing meaningful employment while helping businesses tap into a talented and dedicated workforce. In this article, we explore the benefits for both employers and employees.

Access to a Skilled and Motivated Workforce

One of the biggest misconceptions about hiring people with disabilities or health conditions is that they may not have the skills or capabilities needed for the role. In reality, our programme connects employers with highly skilled, experienced, and motivated candidates who are eager to contribute. Many of our participants bring unique talents, strong problem-solving skills, and resilience to the workplace – qualities that drive innovation and productivity in any organisation.

Boost Workplace Diversity and Inclusion

A diverse workforce leads to a stronger, more dynamic workplace. By hiring through our Employability Programme, businesses actively promote inclusion, equity, and social responsibility. This not only helps create a welcoming environment but also fosters creativity and collaboration by incorporating different perspectives and experiences. Studies show that diverse workplaces experience higher employee engagement , improved decision-making, and increased productivity. Social recruitment plays a key role in helping businesses create an inclusive workforce that benefits both employees and employers.

Increase Employee Retention and Loyalty

Employers who hire individuals from similar Employability programmes often report higher retention rates and stronger employee loyalty . When businesses invest in inclusive hiring practices, employees feel valued and supported, leading to greater job satisfaction and long-term commitment. Additionally, companies that embrace social recruitment and inclusive hiring tend to see a positive impact on workplace morale and team cohesion.

Meet Corporate Social Responsibility (CSR) and ESG Goals

Many businesses today prioritise Corporate Social Responsibility (CSR) and Environmental, Social, and Governance (ESG) initiatives. Employing people with disabilities and health conditions aligns with these goals by fostering social impact, reducing unemployment, and demonstrating a genuine commitment to equality. By partnering with Turas Nua, employers can enhance their brand reputation and show their commitment to building a fair and inclusive society. Social recruitment is a powerful strategy for businesses looking to meet their CSR goals while making a tangible difference in their communities.

Benefit from Ongoing Support and Resources

At Turas Nua, we provide ongoing support to both employers and employees to ensure a smooth transition and long-term success. Our dedicated Employer Services Team offers tailored assistance, workplace accommodations guidance, and practical solutions to make hiring seamless. We work closely with businesses to understand their needs and match them with the right candidates.

Join the Social Recruitment Movement for an Inclusive Workforce

By employing individuals from Employability, you are not just filling a vacancy – you are making a lasting impact on someone’s life while strengthening your business. Inclusive hiring is not just the right thing to do; it’s a strategic decision that benefits everyone involved.

If your business is interested in learning more about how to become an inclusive employer, contact Turas Nua today.

Let’s work together to create opportunities, break down barriers, and build a more diverse and dynamic workforce.

Accelerating Action for Gender Equality: Celebrating Women at Turas Nua

Fri, 07 Mar 2025 12:25:51 GMT

At Turas Nua, we recognise and deeply value the remarkable contributions of the women who form the backbone of our organisation. Their dedication and expertise drive our mission forward, ensuring that individuals from all walks of life have equal opportunities to grow and thrive.

Our guiding principle, “Everybody’s story matters,” shapes everything we do and reinforces our commitment to inclusivity and empowerment. We are proud to support people on their journey to employment, helping them unlock their potential and build brighter futures.

This year, as we embrace the International Women's Day 2025 theme, “Accelerate Action,” we reaffirm our dedication to advancing gender equality. We are committed to taking decisive steps to break down barriers and create an environment where every woman can achieve her fullest potential.

Together, we can accelerate the pace of change and build a more inclusive future for all.

We are also proud to celebrate the achievements of women everywhere and continue to champion the cause of equality with passion and purpose.

JulieAnn McCann

General Manager, Turas Nua

Kickstart Your Career in 2025: Job Searching and Networking Tips for January

Mon, 13 Jan 2025 12:13:21 GMT

Are you ready to start 2025 on a high note? January is the perfect time to refresh your career goals and explore new opportunities. With a focus on effective networking, upskilling, and positioning yourself as the ideal candidate, here’s how to make the most of January’s unique advantages.

Why January is Perfect for Job Searching in Ireland

January offers fresh opportunities for job seekers in Ireland, thanks to:

New Budgets, New Roles
Companies launch into the year with fresh budgets, often unlocking new positions.
Optimistic Hiring Managers
After Christmas, recruiters are motivated to start filling roles quickly.
Less Competition
Beat the February rush by starting your job search early and standing out in a smaller talent pool.

 Top Job Opportunities in 2025

Ireland’s labour market remains strong, offering opportunities across a range of industries and skill levels. Whether you’re looking to enter a new sector or build on existing experience, here’s where the demand lies:

Customer-Focused Roles
Demand for positions in retail , hospitality , contact centres , and administration continues to be strong, offering accessible opportunities for job seekers across Ireland.
Healthcare and Social Care
With Ireland’s ageing population, healthcare and support roles remain a priority, including positions in caregiving and allied health.
Technology and Digital Innovation
High-demand roles in data analysis, cybersecurity, and software development offer excellent prospects for those with digital skills.
Sustainability and Green Energy
Jobs in renewable energy and environmental consultancy are expanding, reflecting Ireland’s commitment to climate goals.
Manufacturing and Logistics
As key contributors to Ireland’s economy, manufacturing and logistics provide a steady stream of roles, from warehouse operatives to assembly line workers.

These roles represent just a fraction of what’s available. No matter your background or skill set, there are opportunities waiting for you in 2025.

Upskilling in 2025: Stay Ahead of the Curve

Employers value candidates who continuously grow their skills. Here are key upskilling trends to embrace this year:

Soft Skills Development
Leadership, communication, and teamwork remain highly sought after by employers.
Sustainability Expertise
Stand out with certifications in environmental management or renewable energy.
Tech Skills
Master tools and platforms relevant to your industry, from coding to project management software.

Turas Nua offers tailored programmes to our clients, helping them to develop the skills needed to thrive in 2025’s job market.

How to Sell Yourself to Employers

With the right approach, you can position yourself as the ideal candidate for any role. Here’s how:

Customise Your CV
Highlight achievements and tailor your experience to each role.
Prepare to Shine in Interviews
Show you’ve researched the company and are ready to share examples of your successes.
Highlight Growth and Networking
Share your upskilling efforts and mention professional connections that underscore your proactive approach.

Turas Nua: Ireland's Social Recruitment and Training Partner

At Turas Nua, we’re proud to serve as Ireland’s social recruitment and training partner, specialising in helping our clients take meaningful steps toward sustainable employment. Through personalised support, tailored training, and access to a wide range of job opportunities, we’re committed to empowering you to achieve your career goals.

If you’ve been referred to us, rest assured that you’re in capable hands. Our team will work with you to identify your strengths, build your confidence, and connect you with opportunities that align with your goals.

This January, embrace the chance to move forward in your career. With the right support, 2025 could be the year you find a role that suits you perfectly.

Celebrating the Success of the "Living and Working in Ireland" Project

1e96218e@Shazamme.com (Shazamme System User) — Fri, 06 Dec 2024 16:12:12 GMT

We are proud to announce the successful completion of the Living and Working in Ireland project, which ran from September 19, 2024, to December 4, 2024. This initiative was a resounding success, and heartfelt thanks go to everyone who contributed to its achievements.

A Collaborative Effort

Our Cork team, including Caseworker, Niall Horgan , Head of Partnership Development, Samantha Richards , and Delivery Manager, Mark O'Donovan , worked to create tailored opportunities for a selected cohort of Turas Nua clients. This programme was designed to support participants by:

Learning English through tailored sessions.
Gaining key insights from external public speakers.
Preparing for employment and integration into Irish society.

The project was about building confidence, providing resources, and fostering a sense of belonging.

Key Partnerships and Highlights

The project was enriched by partnerships and contributions from several organisations and individuals:

English Classes with the ETB:
The local Education and Training Board (ETB) provided English classes twice a week for six weeks. Special thanks to Fiona Smith, who delivered the first half of the course, and Noel Carton, who led the second half.
Insights from Public Speakers:

A series of expert guest speakers provided valuable insights:

Kostas Kapantais from NASC (the Migrant and Refugee Rights Centre) shared crucial information about migrant rights. A special thank you to Fiona Hurley , CEO of NASC, for coordinating this session.
Helen Roche from Citizens Information Services discussed the services available, with thanks to Yvonne Raynor for organising the session.
Catherine Monaghan, a caseworker with expertise in entrepreneurship, delivered an inspiring talk on starting your own business.
Joe Kelly from SIPTU educated clients on employer rights.
Helen O’Connor from UCC shared information on adult and further education, followed by a tour of the UCC campus.
Henry Sheehan from MABS provided critical financial advice and support.

Cultural and Networking Activities:

The project included a Cultural Tour of Cork, with visits to the English Market and Cork Library , where clients registered for library cards. Thanks to Margaret O’Sullivan and her team for making this tour possible.

The programme concluded with a Jobs Fair at the Metropole Hotel , which featured over 40 employers. We are delighted to share that one client has already secured a job from having attended, and several others are currently at the interview stage.

In-House Activities

In addition to external sessions, the project included in-house activities led by the dedicated caseworkers:

Mock interview
CV workshops
Online job-searching sessions

These activities were pivotal in preparing clients for their next steps, and we thank the team for their time and dedication.

A Special Acknowledgment

A heartfelt thanks to Niall Horgan , caseworker and UCC lecturer, whose leadership and commitment were instrumental to the project’s success. Niall’s connections with external speakers, dedication to client well-being, and unwavering support made an incredible difference.

Final Reflections

As the project concluded, the progress made over the 11 weeks was clear. One client secured a job, five others are at the interview stage, and all participants gained valuable skills, confidence, and a sense of belonging.

To mark the end of the programme, a graduation day was held with treats to celebrate the clients’ achievements. The event was a testament to how much the participants had grown and how impactful the project was.

This initiative has been a shining example of collaboration, support, and empowerment. Thank you to everyone who contributed to making the Living and Working in Ireland project a success!

How to Make Your CV Stand Out for Seasonal Opportunities

Mon, 30 Sep 2024 11:35:53 GMT

Seasonal job opportunities can be a fantastic way to gain experience, earn extra income, and build up new skills. Whether you’re a student looking for work over the holidays, a parent seeking extra income, or simply want to dip your toes into a new industry, a well-prepared CV is essential.

Employers often receive a flood of applications for these short-term roles, so standing out is key. Here are our top tips for tailoring your CV to catch the eye of seasonal recruiters and land that perfect opportunity:

1. Tailor Your CV for Seasonal Roles

The most crucial step in applying for seasonal roles is tailoring your CV for each job. Seasonal employers look for specific skills and qualities, so make sure your CV reflects what they're seeking. Study the job description and highlight the skills and experience that match those requirements. For example, if you’re applying for a retail role, emphasise customer service and cash-handling. By aligning your CV with the role’s demands, you show that you’re a serious and suitable candidate.

2. Highlight Transferable Skills

Seasonal jobs, whether in retail, hospitality, or logistics, often require a set of core skills like customer service, teamwork, and time management. Even if you haven’t worked in a seasonal job before, think about experiences where you’ve developed these abilities. Whether it’s working on group projects, volunteering, or being part of a sports team, these activities have likely honed your transferable skills. List these skills prominently in your CV, and be sure to include examples of how you have demonstrated them.

3. Keep It Concise

Seasonal employers often sift through many applications, so a clear and concise CV is crucial. Ideally, keep it to one or two pages. Focus on the most relevant information, cutting out any details that don't apply to the role you're seeking. Use bullet points, short sentences, and clear headings to make it easy to read quickly.

4. Emphasise Flexibility and Availability

Seasonal roles often come with irregular hours, including evenings, weekends, and holidays. Make sure to include a brief note about your flexibility and availability in your CV. This shows employers that you’re prepared to meet the demands of the job and can be an immediate asset to their team.

5. Include a Brief Personal Statement

A short, tailored personal statement at the start of your CV can set the tone for the rest of the document. In a few sentences, mention your enthusiasm for the seasonal role, relevant skills, and why you’re a great fit. For example:

"Friendly and adaptable student with excellent customer service skills seeking a seasonal retail position. Experienced in fast-paced environments, eager to contribute to a dynamic team during the busy holiday period."

6. Check for Errors

Before sending off your CV, proofread it carefully to catch any spelling or grammatical mistakes. An error-free CV demonstrates attention to detail and professionalism, two qualities that employers highly value. It might help to ask a friend or family member to review it as well.

Seasonal job opportunities can fill up quickly , so now is the time to start preparing your CV. A well-crafted CV can make a huge difference in catching an employer’s attention. By highlighting your relevant skills, experiences, and flexibility, you put yourself in the best position to land that job.

Leveraging LinkedIn: Building a Professional Online Presence

Wed, 18 Sep 2024 14:57:49 GMT

In today's competitive job market, having a strong online presence is more important than ever. LinkedIn , the world's largest professional networking platform, offers a wealth of opportunities to connect with employers, showcase your skills, and find your next job.

At Turas Nua, we're dedicated to helping you navigate this digital landscape. This guide will walk you through leveraging LinkedIn to enhance your job search and professional networking efforts.

1. Setting Up an Engaging Profile

Your LinkedIn profile is your digital CV and the first impression you make on potential employers.

Professional Photo: Use a clear, high-quality headshot with a friendly expression.
Compelling Headline: Craft a headline that reflects your career goals or current role.
Summary Statement: Write a concise summary highlighting your experience, skills, and what you bring to the table.

Example:

"Experienced sales professional with a passion for building customer relationships and driving revenue growth. Seeking new opportunities to contribute my expertise in the retail sector."

2. Highlighting Your Experience and Skills

Detail your work history and abilities to give employers a comprehensive view of your background.

Work Experience: List your previous roles with bullet points on responsibilities and achievements.
Education and Qualifications: Include all relevant qualifications and training.
Skills Endorsements: Add key skills and ask colleagues to endorse you.

3. Building and Expanding Your Network

Connecting with others broadens your opportunities and keeps you informed about industry trends.

Connect with Peers: Start by adding former colleagues, classmates, and industry professionals.
Join Groups: Participate in LinkedIn Groups related to your field to engage in discussions.
Follow Companies and Influencers: Stay updated on company news and thought leadership.

4. Engaging with Content

Active participation increases your visibility on the platform.

Share Updates: Post articles or thoughts on industry news.
Comment and Like: Engage with others' posts to build relationships.
Publish Articles: Demonstrate your expertise by writing articles on topics you know well.

5. Utilising LinkedIn's Job Search Tools

Make the most of LinkedIn's features designed to connect you with job opportunities.

Job Alerts: Set up alerts for roles that match your interests and qualifications.
Easy Apply Feature: Apply for jobs directly through LinkedIn with your profile.
Company Research: Use company pages to learn about culture, values, and open positions.

6. Seeking Recommendations

Recommendations from others can enhance your credibility.

Ask for Recommendations: Reach out to former supervisors or colleagues for endorsements.
Provide Recommendations: Offer to write recommendations for others, which may encourage reciprocation.

7. Tailoring Your Profile to Your Job Search

Align your profile with the types of roles you're seeking.

Keyword Optimisation: Use industry-specific keywords in your profile.
Highlight Relevant Experience: Emphasise aspects of your background that match job requirements.
Keep It Updated: Regularly update your profile with new skills or experiences.

8. Maintaining Professionalism Online

Your online conduct reflects on your professional image.

Appropriate Content: Ensure all shared content is professional and relevant.
Positive Interactions: Engage respectfully with others, even in disagreements.
Privacy Settings: Adjust your settings to control who sees your information.

9. Leveraging LinkedIn Learning

Enhance your skills with online courses.

Access to Courses: Explore a wide range of topics relevant to your career.
Certifications: Earn certificates to display on your profile upon course completion.
Continuous Learning: Stay current with industry developments and trends.

10. Connecting with Recruiters and Hiring Managers

Proactive outreach can set you apart from other candidates.

Personalised Messages: When sending connection requests, include a brief note about why you wish to connect.
Express Interest: Let recruiters know you're open to opportunities.
Follow Up: After applying, consider sending a polite message expressing your enthusiasm for the role.

Building a professional online presence on LinkedIn can significantly impact your job search success.

By optimising your profile, actively engaging with the platform, and connecting with others, you open doors to new opportunities and professional growth.

Remember, Turas Nua is here to support you every step of the way. Whether you need help setting up your profile or advice on networking strategies, don't hesitate to reach out to your Caseworker, someone on our Employer Services Team, or any member of staff.

Master Your Job Interview: The Benefits of Mock Interviews

Fri, 31 May 2024 09:35:34 GMT

At Turas Nua, we understand the challenges that job seekers face in today's competitive job market. Interviews, in particular, can be a significant source of pressure and anxiety, especially for those who have been out of work for an extended period or have not had an interview in a long time.

That's why we emphasise the importance of mock interviews as a critical component of our support services. Here, we break down the reasons why – and how – mock interviews help our clients.

Why Mock Interviews are Essential

1. Build Confidence:

Mock interviews provide a safe environment for our clients to practice their responses and get comfortable with the interview format.
Repeated practice helps reduce anxiety, making the actual interview less daunting

2. Improve Communication Skills:

Our clients can work on their verbal and non-verbal communication, ensuring they present themselves effectively.
Feedback on body language, tone, and clarity can significantly enhance how they come across to potential employers.

3. Offer Constructive Feedback:

Our experienced Caseworkers and Employer Services Consultants and Coordinators provide tailored feedback, highlighting strengths and areas for improvement.
Our clients gain insights into how they can refine their answers and approach to better align with job requirements.

4. Identify Areas to Improve:

Mock interviews can uncover specific areas where clients may struggle, such as answering technical questions or discussing their work history.
Identifying and addressing these points beforehand ensures our clients are better prepared.

5. Familiarise Clients with Common Questions:

Exposure to typical interview questions helps clients prepare thoughtful and relevant responses.
Practice with varied question types ensures they can handle different interview styles confidently.

6. Enhances Problem-Solving Skills:

Clients learn to think on their feet and handle unexpected questions with ease.
Developing these skills is crucial for navigating the dynamic nature of real interviews.

7. Simulates Real Interview Conditions:

Mock interviews replicate the setting and pressure of actual interviews, providing a realistic practice experience.
This simulation helps clients manage stress and perform better when it counts most.

How Mock Interviews Help

Personalised Feedback

Each client receives feedback tailored to their unique needs and job search goals, making the guidance highly relevant and actionable.

Goal Setting and Improvement

Mock interviews also help clients set specific goals for improvement, fostering a clear path towards interview readiness.

Practice with Different Interviewers

Exposure to different interviewing styles prepares clients for varied real-world scenarios, boosting their adaptability.

Time Management

Clients learn to manage their responses within typical interview time constraints, ensuring they can convey their key points efficiently.

Increased Self-Awareness

Through feedback, our clients become more aware of their strengths and weaknesses, enabling them to better highlight their qualifications and experiences.

Mock interviews are a cornerstone of our comprehensive support system at Turas Nua.

They complement our full range of services, including CV workshops, job search strategies, and skills training. By integrating mock interviews with these other supports, we ensure our clients are not only prepared for interviews but are also equipped with the skills and confidence needed for long-term employment success.

At Turas Nua, our goal is to empower our clients through holistic support, helping them navigate the job market and achieve their employment goals. Mock interviews are an essential part of this journey, providing the practical experience and feedback necessary to transform interview anxiety into interview success.

Turas Nua Elevate Programme 2024

Tue, 26 Mar 2024 16:20:15 GMT

Employee Growth and Achievement

Turas Nua recently celebrated the culmination of its latest iteration of Elevate, a programme designed to enhance the career pathways of employees across the business.

Elevate Programme presentations, held as a testament to the professional growth of its participants, showcased an impressive journey of skill development and leadership enhancement.

The event spotlighted two distinct strands of the programme: Manager Level 1 and Manager Level 2, each tailored to cater to different tiers of managerial expertise.

The presentations provided an insightful view into the personal and professional strides made by each participant.

Manager Level 1 focused on those taking their initial steps into management, offering them foundational skills in leadership and team management.

In contrast, Manager Level 2 was designed for more seasoned managers, aimed at refining and expanding their existing skills to further their leadership potential.

A notable aspect of the event was the attendance of members of Turas Nua leadership, underscoring the importance and support for continuous learning and development within the organisation.

Another highlight of the event was the presentation of certificates, a formal recognition of the hard work and dedication of the participants.

Colin Donnery, Group CEO of the FRS Network, and Aoife Grant, Chief Marketing Officer of the FRS Network, had the honour of presenting these certificates to the programme participants.

Central to the success of these presentations was the role of Lynda Loughnane, Turas Nua's Learning and Development Manager.

Her facilitation not only ensured a smooth flow of the event but also reinforced Turas Nua's commitment to fostering a learning environment that encourages personal and professional growth.

Congratulations to everyone involved!

Turas Nua Launches Personal Achievement Awards

Fri, 23 Feb 2024 10:28:13 GMT

In a significant step to celebrate the essence of our culture and guiding principles, Turas Nua proudly introduced our Personal Achievement Awards – an initiative that shines a spotlight on the outstanding contributions of our team members.

The Philosophy of Recognition

These awards embody our commitment to an environment where every team member's contributions are recognised and celebrated. They mark a positive shift in our workplace culture, strengthening our sense of community and teamwork. By celebrating one another's accomplishments, we reinforce our collective purpose and the individual efforts that drive our progress.

Reflecting Our Principles

Each of our Personal Achievement Awards represents a unique aspect of the work our staff do every day. More than that, they reflect our guiding company principles:

Progress Is Our Purpose

Innovation Awards and Milestone Achievement Award: We celebrate the fresh ideas and the milestones that are the driving force behind our innovation and success, acknowledging the unsung heroes who move us closer to our collective goals.

People, Not Politics

Collaboration Excellence and Respect and Inclusion Award: Teamwork and inclusivity are the cornerstones of our success. These awards honour those who go the extra mile to foster a united and effective workplace, ensuring everyone feels valued and heard.

Individuals, Not Numbers

Outstanding Individual Contribution Award and Employee Growth and Development Award: These accolades go to individuals who exceed expectations and invest time and effort in helping others grow, embodying our belief in helping people help themselves.

Help People Help Themselves

Empowerment Award and Mentorship Excellence Award: We recognise those among us who inspire and guide, fostering a culture where each individual is empowered to achieve their full potential.

Impact of the Awards

The introduction of the awards has brought a wave of enthusiasm across the business, igniting conversations around the value of our daily interactions and the profound impact of mutual support. It has encouraged us to look out for those moments of excellence in our colleagues – whether it's through empowerment, mentorship, collaboration, respect, inclusion, or innovation.

Ownership of the Awards

We are also thrilled to emphasize that the heart of the Turas Nua Personal Achievement Awards lies in the hands of our staff. With an open nomination form, every team member has the opportunity to voice their recognition for their colleagues, sharing compelling reasons why they deserve these honours. This approach entrusts the true ownership of the awards to our people, ensuring that those who make our day-to-day operations a success are also the ones to celebrate and uplift each other.

We are excited to see the Personal Achievement Awards programme flourish and are grateful for the engagement and enthusiasm it has received. As we move forward, these awards will continue to be a testament to the talent and dedication that makes Turas Nua not just a workplace, but a place where everybody’s story matters.

Turas Nua Team Day: Celebrating Our 2023 Progress and Community Impact

Mon, 29 Jan 2024 16:53:42 GMT

Our recent team day at the Castletroy Park Hotel in Limerick marked another successful year for Turas Nua. Colin Donnery , Group CEO of the FRS Network , opened with a speech highlighting the integral role Turas Nua has played within the wider FRS Network, setting the tone for a day of reflection and forward-thinking.

Morning Insights: Panels and Perspectives

JulieAnn McCann , General Manager of Turas Nua, set the scene with compelling statistics from 2023, showcasing our incredible achievements. The morning also featured two insightful panel discussions. The first panel, led by Turas Nua Board Member Colin Scott, focused on the work being carried out by Catherine Grennan (Local Area Employment Services Manager) Aisling Guider (CRM and Process Trainer), Sue Leonard (Client Training Specialist), and our esteemed guest, Codie O'Donnell (Recruitment Specialist with Infosys BPM). The panel delved into our LAES contract and the impact of learning and development. Codie O'Donnell emphasised the vital role of Turas Nua in forging employment opportunities, particularly highlighting the synergy between Infosys and Turas Nua.

The second panel, led by Turas Nua Chairman Brendan Butler , focused on our influence on rural communities and integration efforts. Ovi Matiut (Slainte Care Health Communities Programme) shared his experiences as a migrant and the challenges, and opportunities, faced in Ireland. Susan Healy (Client Training Specialist) and Mark O'Callaghan (Caseworker) provided insight into their work with vulnerable groups, underlining the importance of integration and transparency in achieving practical objectives.

Afternoon Activities: Team Building

Post-lunch, the team engaged in high-intensity activities at UL campus, facilitated by Dynamic Events . The competitive spirit was high as staff participated in various challenges, embracing the essence of teamwork and coordination.

Evening Celebrations and Personal Achievement Awards

The evening commenced with a drinks reception, leading into our inaugural Personal Achievement Awards ceremony, presented by Turas Nua Operations Manager, Jeffrey McInerney . These awards, nominated by peers, recognised individuals exemplifying our four company principles: Progress is our purpose; People, not politics; Individuals, not numbers; and Help people help themselves. Nine winners were celebrated across the categories, reflecting our collective dedication to these values.

Looking Forward

As the event continued into the early hours, the enthusiasm for the upcoming year was palpable. Our team day not only reflects on our past achievements but also ignites excitement for what 2024 holds. Turas Nua's journey of growth, community impact, and personal development continues to inspire and propel us forward.

Embracing Mindfulness and Wellness on Blue Monday

Mon, 15 Jan 2024 15:47:18 GMT

As we find ourselves on Blue Monday, often labelled as the most challenging day of the year, it's the perfect opportunity to focus on our practices for improved well-being. While the concept of Blue Monday is largely a myth, it does remind us to pay attention to our mental health, especially during these winter months. In this article, we explore some practical hints and tips for mindfulness and wellness to uplift the spirits and enhance our daily lives.

1. Understanding Mindfulness

Mindfulness is the practice of being fully present and engaged in the moment, aware of our thoughts and feelings without distraction or judgment. It's about appreciating the now and switching off from unwanted distraction.

Tips for Practicing Mindfulness:

Start with Breathing: Simple breathing exercises can anchor you in the present moment. Try inhaling for four counts, holding for seven, and exhaling for eight.
Mindful Observation: Select an everyday activity like drinking tea or walking, and focus entirely on the experience, noticing every detail and sensation.
Mindful Listening: Listen to the sounds around you – it could be nature, music, or the hum of city life. Really focus on each sound.

2. Wellness in Daily Life

Wellness goes beyond physical health; it encompasses your emotional, social, and mental well-being.

Tips for Everyday Wellness:

Active Movement: Regular physical activity, whether it’s a brisk walk, yoga, or a dance session, can significantly boost your mood and energy levels.
Healthy Eating: Nourish your body with a balanced diet rich in fruits, vegetables, and whole grains. Remember, what we eat affects how we feel.
Quality Sleep: Prioritise getting enough sleep. A well-rested mind is more resilient and positive.

3. Managing Blue Monday Blues

While Blue Monday itself isn’t scientifically proven, feeling down during winter is real for many. Here’s how to tackle those blues:

Light Exposure: Get as much natural light as possible. Light, especially sunlight, can significantly improve your mood.
Connect with Others: Reach out to friends, family, or colleagues. Social interaction can lift your spirits.
Set Achievable Goals: Accomplishing small tasks can give you a sense of achievement and purpose.

Remember, mindfulness and wellness are not just for Blue Monday or any specific time of the year; they are practices to incorporate into our daily lives. By taking small steps each day, we can improve our overall well-being and find joy in the little things.

If you're experiencing any issues related to your mental health, it's important to reach out for professional help. You can schedule an appointment with your GP on your own, or you might find it easier to go with the support of a family member or friend.

Additionally, for further information, support, and guidance, you can visit aware.ie or call their freephone service at 1800 80 48 48 . Remember, seeking help is a sign of strength, and there are resources available to assist you.

At Turas Nua, we are experts at supporting people on their journey into employment. And we understand the inherent link between positive mental health and achieving goals!

Stay mindful and stay well!

Finding a New Job in 2024: Our Tips for Job Seekers

Tue, 02 Jan 2024 12:32:09 GMT

At Turas Nua, we specialise in assisting those currently out of work, but our tips for finding a new job in 2024 are just as applicable to those seeking a career change. From CV building to interview preparation, we provide the tools and support necessary to help you stand out in a competitive job market.

Below are our top tips for finding a new job in 2024 :

Mastering Your CV in 2024 – Your CV is often your first chance to make an impression. We stress the importance of creating a professional, concise, and customised CV for each role, showcasing your unique skills and experiences.

A Personalised Cover Letter – A cover letter can set you apart. Tailoring it to the specific job and company shows your genuine interest and fit for the role.

Effective Networking Strategies – Utilising your network is essential in today’s job search. Leveraging online platforms like LinkedIn, along with personal connections, can reveal new and exciting opportunities.

Embracing Transferable Skills – In the dynamic 2024 job market, your transferable skills are your secret weapon. Make sure to identify and highlight these skills to expand your career horizons.

Preparing for Interviews with Confidence – Interviews can be challenging, but with the right preparation, they become opportunities to shine with confidence and clarity.

Navigating Career Changes Wisely – Considering a career change in 2024? It's crucial to assess your skills and passions to discover a path that's both rewarding and fulfilling. For insight into some of the most secure roles, check out this Indeed article .

Leveraging Local and National Resources – Don’t overlook the power of local and national resources in your job hunt. Agencies like FRS Recruitment and job centres offer comprehensive support. Learn more at FRS Recruitment .

2024 is a year full of potential. At Turas Nua, we're not just about finding our clients a job; we're about supporting and guiding people to success.

If you’re an employer looking for more information, click here .

Understanding the Work Placement Experience Programme

Tue, 21 Nov 2023 10:29:40 GMT

In this article, you will learn about the Work Placement Experience Programme (WPEP), a comprehensive initiative aimed at bolstering Ireland’s workforce. We'll explore its many benefits, understanding how it serves as a valuable resource for individuals seeking to enhance their career prospects.

Additionally, we'll delve into the advantages it offers to employers, highlighting how the programme fosters a mutually beneficial environment for both parties involved. Join us as we uncover the key aspects of WPEP and its significant impact in bridging the gap between job seekers and the employment market.

What is WPEP?

WPEP is designed to provide valuable work experience for individuals who are either entering the job market for the first time or returning after a period of unemployment. It's a chance to re-train and gain experience in new roles while being placed in a host organisation. This programme is inclusive, catering to those aged 18–65, who have been unemployed for at least 6 months and are currently receiving a qualifying social welfare payment.

Eligibility Criteria

To be eligible, participants must be receiving one of several specific social welfare payments, such as Jobseeker's Benefit, Disability Allowance, or One-Parent Family Payment. Notably, certain payments like the One-Parent Family or Disability Allowance automatically qualify you for WPEP without the need for a 156-day qualifying period.

Programme Structure and Benefits

Participants are paired with a host organisation and provided with a case officer from the DSP for guidance and support. They can also discuss the programme with their Turas Nua Caseworker, who can provide additional context about the benefits.

The programme encourages learning and development, requiring participants to complete 60 hours of training, with a focus on gaining accredited or sector-specific skills. At the end of the placement, participants receive a reference outlining their work experience and acquired skills.

Duration and Compensation

The WPEP lasts for six months, offering 30 hours of work per week, inclusive of training hours. Participants are entitled to public holidays and 11 days of annual leave. A weekly allowance of €335 is provided by the DSP.

How to Apply

Interested individuals can find and apply for WPEP placements on jobsireland.ie . The application process may involve submitting a CV or attending an interview. It's essential to complete the necessary forms jointly with the employer and submit them to the Work Placement Unit.

Conclusion

The Work Placement Experience Programme is an excellent initiative for those seeking to re-enter the workforce or pivot their careers. By offering training, experience, and financial support, WPEP stands as a valuable resource for job seekers and a great opportunity for employers to discover new talent.

For more information about the WPEP, visit mygov.ie , jobsireland.ie and citizens’ information .

If you’re an employer looking for more information, click here .

Turas Nua Winners at the Customer Experience Awards

Thu, 02 Nov 2023 16:46:47 GMT

It's with immense pride and joy that we bring you the news of Turas Nua's recent triumph at the prestigious Customer Experience Awards . The ceremony, a glittering affair at the 5-star Conrad Hotel in Dublin, was not just a celebration of achievements but a testament to the hard work and dedication of professionals across industries.

A Celebration of Talent and Dedication

The venue was packed with attendees from various sectors, coming together to appreciate and be appreciated for their contributions to enhancing customer experience. The evening was a vibrant mix of laughter, heartfelt gratitude, and recognition of the efforts that businesses put into ensuring customer satisfaction.

The event was elevated by the charismatic presence of RTE presenter and Today Show co-host, Sinead Kennedy . Her infectious energy set the tone for the evening as the awards got underway.

A Significant Win for Turas Nua

This night was particularly special for Turas Nua as we were honoured with the “Best B2B Customer Experience Award” that acknowledged our exceptional work, especially within our Employer Services department . This accolade is a significant achievement and a reflection of the strong relationships we've nurtured with local employers across Ireland.

This award shines a light on our Employer Services function, positioning us as leaders in creating substantial value for our network of employers. It's a moment that elevates our standing in the marketplace and solidifies our reputation for providing exemplary services.

A hearty congratulations must go to Darragh Dunne , Brigid Hilton , and everyone on the Employer Services team for this fantastic achievement.

Congratulations too to the other finalists in this category – Magnet Plus , and Corcoran Window Furnishings .

Continuous Learning and Development

Although we didn't clinch the "Best Use of Training & Development Strategies for Teams" award, being a finalist in this category is a significant recognition in itself. Huge recognition must go to Lynda Loughnane and our Learning & Development team for making it this far against some stiff competition ( Servisource , ALDI Ireland , Eason , and MacDonagh Junction Shopping Centre , who won the award on the night). This experience is not the end but a catalyst for even greater accomplishments.

A Collective Achievement

Lastly, our win is not just for the Employer Services department; it's a collective achievement for every member of Turas Nua. The daily efforts of our staff are what make our company exceptional. So, to each and every member of the Turas Nua team, a heartfelt thank you, and well done!

How to Address Employment Gaps in Your Interview

Mon, 16 Oct 2023 13:40:56 GMT

Even for the most prepared, being interviewed can be a nerve-wracking experience. This can be especially so when you're facing questions about employment gaps in your work history. At Turas Nua, we understand that many job seekers encounter gaps in their employment journey. In this article, we aim to offer you valuable insights into effectively addressing employment gaps during interviews.

Be Transparent

When it comes to addressing employment gaps in interviews, honesty is your greatest ally. Be transparent about your work history without embellishing or providing misleading information. Always be forthright about your career journey while remembering that employers value candidates who exhibit integrity and authenticity from the very beginning of their professional relationship.

Confidence is key

Maintain eye contact, display positive body language, and offer a firm handshake. Confidence not only showcases your professionalism but also helps shift the focus away from employment gaps.

Be Prepared to Discuss Employment Gaps

Even if your interviewer doesn’t initiate a discussion about employment gaps, prepare a concise and confident explanation that you can talk about. Avoid going into unnecessary detail but be ready to discuss the reasons behind your gaps, such as personal development, family responsibilities, or educational pursuits. Taking time away from work needn’t be a deal-breaker for an employer, but glossing over it only raises questions.

Highlight Skills Developed During Gaps

Employment gaps can offer valuable opportunities for personal and skill development. Showcase any side projects, volunteer work, freelance work, or courses you undertook during your employment gap. These experiences demonstrate your commitment to self-improvement and can strengthen your candidacy. For example, you might say, "During my employment gap, I decided to pursue further education, which greatly enhanced my skills in…” [mention skills relevant to the role you’ve applied for].

Express Your Enthusiasm for the Role

Express genuine enthusiasm for the company and the specific role you're applying for. Illustrate how your skills align with the company's needs and how your career journey, including your employment gap, has uniquely prepared you for success in this role.

Employers appreciate candidates who exhibit motivation and enthusiasm. By highlighting your genuine interest in the job, you can redirect the conversation away from your employment gaps and toward your potential contributions to the organisation.

Anticipate and Address Tough Questions

Be prepared to answer challenging questions about your employment gaps, such as why you haven't secured a job sooner or why you left your previous position. Stay composed and respond honestly. The right response can serve to emphasise your adaptability, resilience, and commitment to your career.

Conclusion

Discussing employment gaps during an interview can be challenging. Remember to be transparent, confident, and prepared with a positive explanation that highlights your growth and development during your gaps.

Your employment gap does not define you, and with the right mindset and preparation, you can confidently address employment gaps during interviews and secure that dream job you've been working toward.

Best of luck!

Turas Nua Launches Training Programme to Empower Migrants

Mon, 02 Oct 2023 13:26:38 GMT

New "Training for Life and Work in Ireland" Programme in Waterford

- An Initiative by Sláintecare Healthy Communities Programme and Local Partners

Sláintecare Healthy Communities, in collaboration with an extensive network of local organisations, has launched a ground-breaking initiative titled "Training for Life and Work in Ireland." Specifically designed for adult migrants in the Southeast, this 12-week programme offers holistic training in various life skills essential for successful integration into Irish society. The programme will be hosted at Turas Nua's office in Waterford, aiming to offer practical guidance ranging from English language skills to navigating the Irish health and housing system.

The Aim and Scope of the Programme

This pilot training aims to prepare migrants for life in Ireland, focusing on securing employment, entering self-employment, initiating social enterprises, or seeking further education and training. The primary areas of focus will include Access to Education & Employment, Life Skills, and Health & Wellbeing.

The training will run for 12 weeks, with sessions held three days a week—Monday, Tuesday, and Thursday—from 9.30 am to 12.30 pm.

Partnerships

A diverse range of organisations have pooled their expertise to ensure the success of the "Training for Life and Work in Ireland" programme. Waterford City and County Council will offer guidance on community living, government, and local council affairs, as well as issues related to energy savings and access to housing. The Waterford Wexford Educational Training Board will focus on English language assessment and teaching, IT skills, an overview of the educational system, and career guidance. Turas Nua is set to equip participants with practical job-searching skills, such as CV writing, cover letter creation, and interview techniques.

The Health Service Executive's Health Promotion unit (HSE HP) will cover important aspects of mental health and lifestyle changes, while the Department of Social Protection will educate participants on their entitlements under DSP. Waterford Sports Partnership will handle the physical activity segment, and Sacred Heart Family Resource Centre will cover topics related to parenting and healthy eating. Waterford and South Tipperary Youth Service will provide insights into how the Irish health system functions.

Waterford Local Enterprise Office will offer crucial guidance on self-employment, while the Trade Union SIPTU will address the issue of employment rights. Waterford Volunteer Centre will cover the ins and outs of volunteering and community work. The South East Regional Skills Forum will focus on identifying skill sets and potential work placements, and finally, the South East Technological University (SETU) will be responsible for project evaluation, with the potential for the programme to be rolled out elsewhere.

Community Impact

With an extensive list of affiliates and supportive organisations, the Training for Life and Work in Ireland programme promises a comprehensive, well-rounded curriculum for adult migrants. This initiative not only highlights the community's commitment to fostering inclusive growth but also provides migrants with the resources they need to navigate life in Ireland successfully. Turas Nua is proud to not only host and partake in the rollout of this training in Waterford, but also in collaborating with multiple community organisations to help others.

This initiative seamlessly aligns with Turas Nua's ongoing efforts to assist individuals in transitioning from welfare to work, offering a comprehensive range of services from CV writing to interview preparation. The "Training for Life and Work in Ireland" programme naturally complements these existing services, extending our commitment to equip clients with the skills and knowledge they need for a successful integration into both employment and Irish society as a whole.

If you are an employer and you would like additional information about our service in 2023, contact our Employer Services team today. Click here to see how we can help or email us on recruitment@turasnua.ie

How to Address Employment Gaps in Your CV

Mon, 25 Sep 2023 09:08:41 GMT

Your CV is your first impression on potential employers and it's crucial to present your professional journey accurately and effectively. However, for many job seekers, explaining employment gaps in their CVs can be a daunting task. At Turas Nua, we understand the importance of addressing employment gaps on paper. In this article, we'll provide valuable tips on how to address employment gaps directly in your CV.

Be Honest and Strategic

Transparency is key when crafting a strong CV. While it might be tempting to gloss over employment gaps, honesty is crucial. Our experienced Caseworkers and Employer Service team strongly recommend that you be truthful about your work history, including any periods of unemployment or career transitions. Employers value integrity and accuracy in your CV.

However, you can strategically format your CV to minimise the visibility of gaps. Utilise functional or skills-based formats that highlight your qualifications and accomplishments rather than focusing on your chronological work history. This approach can help shift the emphasis away from employment gaps.

Include Relevant Activities During Employment Gaps

To effectively bridge employment gaps, make sure to include any relevant activities you engaged in during your time away from formal employment. This might include freelance work, volunteering, or pursuing further education or certifications. Clearly articulate these experiences on your CV, highlighting the skills you developed and the results you achieved.

Focus on Achievements and Transferable Skills

When crafting your CV, place a strong emphasis on your achievements and transferable skills. Highlight how your experiences, even during employment gaps, have equipped you with valuable competencies that are directly applicable to the job you're pursuing. Quantify your achievements where possible, using metrics and figures to demonstrate your impact.

Address Gaps Positively in Your Cover Letter

Your cover letter provides an additional opportunity to address employment gaps positively. Use this space to briefly explain the reasons for the time away from employment and how they contributed to your personal and professional growth. Express your enthusiasm for the role and your commitment to making a meaningful contribution to the prospective employer.

Conclusion

Addressing employment gaps in your CV can be challenging, but with the right approach you can create a compelling CV that highlights your qualifications and minimises the impact of any gaps. Be honest, strategic, and focus on achievements and transferable skills to present yourself as the ideal candidate for your desired role.

Your CV should tell a story of your professional journey, including how you've grown and evolved during your time out of work. Stay tuned for our upcoming blog article on how to discuss employment gaps in your interview.

Coming Soon: Addressing Employment Gaps in Your Interview

Turas Nua Launches Its Redesigned Website

Mon, 18 Sep 2023 12:10:53 GMT

At Turas Nua, we've always stood at the forefront of empowering jobseekers and facilitating lasting connections between employers and candidates. We’re proud to announce a significant milestone in our own journey – the launch of our revamped website, designed to serve as an even more accessible and resourceful hub for our valued clients and employers.

Exploring Our Website

Our website isn't just a digital space; it's a place where you can easily find what you need. Whether you're a client or employer, we've designed it to be user-friendly. You can dive into our services, access resources, and gain insights quickly and easily. At Turas Nua, our mission is to ensure that your visit is seamless and informative. Your journey begins here, and we're here to help every step of the way.

A Place for Jobseekers

As an Intreo Partner, Turas Nua has been entrusted with a range of contracts that allow us to provide comprehensive support to jobseekers throughout Ireland. On our new website, you can learn more about our National Employment Service (NES), which operates across multiple counties, delivering employment support services that empower individuals to secure and sustain full-time paid employment or self-employment.

In Laois and Offaly, we also provide a specialised Local Area Employment Service (LAES), offering financial assistance and support to establish financial independence. With a dedication to serving both urban and remote regions, we're bridging gaps and creating opportunities for jobseekers of all backgrounds.

A Place for Employers

Our revamped Employer Services page is all about simplifying your experience. Now, you can seamlessly reach out to a local Employer Services Consultant directly through our new contact form. We understand the importance of direct communication, and this feature ensures you can easily connect with the expertise you need, quickly. At Turas Nua, we're dedicated to helping employers find the right talent and providing the support and resources to drive success. Explore our Employer Services page to discover how we can assist you in building a motivated, skilled, and diverse workforce.

Committed to Accessibility

We're dedicated to making our services accessible to everyone, and that includes our website. With our redesigned site, we're proud to introduce a feature powered by UserWay.org, ensuring our site is welcoming to individuals of all abilities. Whether you use assistive technologies or prefer personalised browsing, our accessibility feature lets you tailor your visit. At Turas Nua, accessibility is a fundamental part of our commitment to inclusivity.

Find Your Local Turas Nua Office

We’re happy to introduce our new interactive map to help clients and employers locate their nearest Turas Nua office. Whether you need support, information, or partnership opportunities, this tool has you covered. Just click on your chosen office, and you'll find our address, Eircode, and contact details right away. We're all about connecting and making our services accessible, so this feature is here to guide you, wherever you are in Ireland.

Our Insights Hub

Knowledge is a game-changer, and the Insights section on our website is packed with useful resources. Clients will discover blogs and articles covering various topics, from interview and CV tips for jobseekers to community updates that connect us with the communities we serve. Employers can also find practical advice and information on financial incentives to help their businesses grow, as well as testimonials from other businesses that have used our service. It's more than just information; it's about empowerment, and our Insights hub is here to support your journey.

Explore Career Opportunities

If you're looking to be part of a dynamic team making a difference for jobseekers and employers in Ireland, our new Careers page is your gateway to exciting opportunities. Explore a range of jobs and positions across the country, whether in client-facing teams or support departments. Turas Nua isn't just a service provider; it's a community of dedicated professionals working together to create positive change. If you're ready for a meaningful career journey with us, start your exploration on our Careers page today.

TN Connect

We know the importance of seamless communication and easy access to resources. That's why we’re so proud of TNConnect, our bespoke online client portal. TNConnect is your direct line to support, information, and training resources. Clients can use TNConnect to connect with their caseworker, explore training materials, and stay updated on the latest news and opportunities. It's a one-stop hub designed to empower our clients on their employment journey.

Give Back: Turas Nua's Annual Volunteer Day 2023

Mon, 11 Sep 2023 13:09:30 GMT

What is Give Back Day?

Turas Nua’s Give Back Day is an opportunity for the company to extend its impact directly into the community through various volunteering activities. It is an exceptional event on the Turas Nua calendar, bringing together all its offices from different locations for a day of giving, volunteering, and community engagement.

The power of Give Back Day lies in its ability to unite Turas Nua employees in making a positive impact in the lives of others – something we do as individuals every day. Turas Nua team members collaborate with local charities, non-profit organisations, and community groups to identify areas that require support.

Who did we support?

This year, staff supported organisations from right across the country:

Kerry – Bumbelance Children’s Ambulance
Cork City – Cork Penny Dinners
Wexford & Wicklow – Heart to Hand Charity and Gorey Tidy Towns
Clare – Irish Wheelchair Association
Tipperary – Killaloe Tidy Towns
Cork County – Kinsale Youth Services
Limerick – Limerick Animal Welfare
Laois & Offaly – P.A.T.H. (Portlaoise Action to Homelessness)
Kildare – Pieta House
Waterford – Tramore Tidy Towns
Kilkenny & Carlow – Irish Wheelchair Association

By engaging with local causes like these, Turas Nua ensures that efforts directly benefit those in need. Whether it's organising food drives for local food banks, renovating community centres, undertaking sponsored walks, or engaging in hands-on (much-needed) outdoor work, the social impact is felt on a grassroots level.

Team Building

Beyond the positive impact on our communities, Give Back Day also fosters a strong sense of camaraderie among Turas Nua employees, and contributing to increased employee engagement. Experience with volunteering outside the usual office environment builds a unique bond and promotes teamwork. Colleagues from different departments and offices collaborate towards a shared goal – even when the weather isn’t great!

The Ripple Effect

The impact of Turas Nua’s Give Back Day extends far beyond the immediate communities served. Its secondary goal is to set an inspiring example for other companies, encouraging individuals to get involved in charitable endeavours, and promoting social responsibility. By sharing their experiences and stories, Turas Nua employees seek to inspire others to make a difference through community outreach, amplifying the ripple effect of the initiative.

JobsPlus: Financial Incentives for Employers

Fri, 18 Aug 2023 10:44:08 GMT

At Turas Nua, we help hundreds of employers every day. Our dedicated Employer Services team provides a range of free services, from pre-screening, interview preparation, and even in-work supports for both candidate and employer.

Additionally, there are financial incentives for employers that hire a candidate on our programme. JobsPlus is an employer incentive scheme that aims to encourage and reward employers who provide employment opportunities for unemployed individuals.

Eligible employers who hire full-time employees can apply for the incentive, which offers two levels of payment: either €7,500 or €10,000 over two years, depending on the age of the jobseeker and the length of time they have been in receipt of a qualifying payment.

To apply for JobsPlus, employers can complete the JobsPlus Online Application for Employers and submit it to the department for review. Once eligibility is confirmed, employers can start to recruit. Turas Nua’s Employment Services Consultants can

Candidates can verify their eligibility for the JobsPlus incentive by applying online at JobsPlus at any time. If found eligible, they will receive a two-part JP1 form which they should bring to the employer for consideration.

When an employer identifies the most suitable candidate, they should complete Part B of the JP1 form for that candidate and return it to the department. Once all conditions are satisfied, employers will be notified by email that they have been awarded the incentive with regard to the specified employee on the JP1 form.

If a candidate is offered a position, they should inform their Caseworker or Employer Services Consultant in Turas Nua. They should also contact the DSP to close their jobseekers claim. Eligibility for JobsPlus is valid at the time it is verified by the department and is re-confirmed on recruitment.

For a more detailed discussion about JobsPlus, or for additional one-to-one support for a hiring campaign in 2023, contact our Employer Services team today at recruitment@turasnua.ie

Turas Nua Winners at Workplace Excellence Awards

Wed, 05 Apr 2023 07:30:00 GMT

Turas Nua is delighted to have picked up the award for “Excellence in Employee Engagement and Team Building” at the recent Workplace Excellence Awards.

The company was shortlisted for this category alongside Danone , the Health Service Executive (HSE), and Obelisk . The Workplace Excellence Awards celebrate the quality and commitment of businesses across Ireland, recognising those who are leaders in areas such as Workplace Diversity And Inclusion, Learning And Development, Mental Health And Workplace Wellbeing, Flexible And Hybrid Working, Recruitment, Retention & Recognition, and Use Of Technology.

The award comes on the back of Turas Nua's renewed commitment to its staff. The company has partnered with Wrky , an employee insights, culture, and engagement platform. This has involved company-wide surveys to garner real-time feedback from Turas Nua’s people.

The company has also recently redeveloped its mission statement and company principles (supported by Ringers Creative ), launched in Jan 2023, and underpinned by the new tagline “Everybody’s story matters”.

Having now placed over 50,000 people into work and supported over 20,000 employers with their hiring needs, Turas Nua's people can celebrate this success alongside this award.

If you are an employer and you would like additional one-to-one support for a hiring campaign in 2023, contact our Employer Services team today.

Click here to see how we can help or email us on recruitment@turasnua.ie

International Women's Day 2023 - Q&A

Wed, 08 Mar 2023 10:45:23 GMT

Today, March 8, we are proud to celebrate International Women’s Day, a global awareness campaign that aims to celebrate the achievement of women all over the world. This year’s International Women’s Day theme, #EmbraceEquity, is a call to get the world talking about why equal opportunities aren't enough. People start from different places, so true inclusion and belonging require equitable action.

This year, we carried out a quick Q&A session with some of our women in leadership roles, who share their thoughts on their inspirations and what motivates them.

Jean Walton

Q: What is your role?

A: My role in Turas Nua is Head of Risk

Q: How long have you worked in Turas Nua?

A: My first day at Turas Nua was the 12th October 2015

Q: What are you passionate about?

A: I feel passionate about helping people both in work and in my personal life where possible. I love music of all genres, having the craic, pints of Guinness, dogs, cats and animals in general and nature.

Q:Who inspires you?

A: People who are resilient, people who take action to improve, grow and educate themselves, people who don’t give up in the face of adversity, people who care about others.

Q: What is your favourite part of your job?

A: Teamwork plays a huge part in how we achieve success, and for me, this is a very rewarding aspect of our work and the culture of the business. Sharing knowledge, insights, experience, means we are all learning new things from each other every day. Interacting with people from across all levels of the business provides challenge, opportunities, and fun (especially when we get to celebrate together doing crazy things like running around Kilkenny pretending to be David Attenborough (amongst other things) and you’re on the winning tea...yeaaa! ��

Q: What does International Women's Day mean to you?

A: The International Women's Day theme for 2023 related to embracing not just equality, but also embracing equity. What this means to me is that women in business should not only be treated on an equal basis as far as salary and other benefits are concerned, we should also have the ability to access resources and tools that help us to achieve success in a way that suits the person on the basis of their individual needs, which may or may not be the same for everyone. Thus removing the barriers that get in the way of people's ability to thrive.

Eilish Clarke

Q: What is your role?

A: Operations Manager - Southwest Cork, Clare & Kerry

Q: How long have you worked in Turas Nua?

A: 7 years on May 2nd

Q: What are you passionate about?

A: In my professional life I am passionate about excellent customer service, both internally and externally. In my personal life it is most definitely the GAA and the community that surrounds it.

Q: Who inspires you?

A: My Parents inspired and instilled a particular set of principles of which I still strive to uphold. In more recent times, Vicky Phelan as a reluctant hero and a courageous advocate who gave a voice to Irish woman.

Q: What is your favourite part of your job?

A: The people I work with and seeing daily the positive results that we have the opportunity to be part of.

Q: What does International Women’s Day mean to you?

A: International Women's Day is a day to acknowledge and honour women around the world for the contributions we make each day to society.

JulieAnn McCann

Best Questions to Ask at the End of an Interview

Wed, 14 Dec 2022 07:48:31 GMT

Expecting an interview in 2025? As we approach the end of 2024, we know that the New Year will see a resurgence in hiring. Many candidates are doing their prep work now. Aside from the usual advice you hear about interviews, there is a part of the process that is easily overlooked. When you’re being interviewed, you will usually be given the opportunity to ask your own questions. And, it’s important to ask the right questions.

With the right questions, you can find out if the job will be right for your career goals and personal interests. But asking the wrong questions—or not asking any at all—could mean missing out on important information about how you will fit into the business, or further opportunities to demonstrate your interest in the role. Here, we explore the best questions for candidates to ask during an interview.

What do you enjoy most about working with the company?

A great question to ask is "What do you enjoy most about your job?" This gives the interviewer an opportunity to discuss what they love about their work, and it also helps you understand whether this position would be best for your professional goals.

How would you describe the culture here?

Culture is a reflection of the values and working style of a company. It's important to understand how it works and how you are expected to fit in, as culture can make or break your experience.

Can you tell me what your ideal employee looks like?

This question services two purposes. On the one hand, it shows the interviewer your eagerness to know how you will fit into the team and do a good job. On the other hand, it will give you an even greater insight into the type of worker your interview is looking for, and give you a chance to address any requirements you may have overlooked in your previous answers.

Where are the company’s plans for the next 5 / 10 years?

A question like this shows you are interested in the bigger picture, and that you are thinking about how you might play a part in the company’s future success. If you have researched the company before your interview (which you should do), then you might be aware of some recent changes, expansion, or culture shift, which also indicates your attention to detail.

How do you (the interviewer) feel my interview has gone? Would you like me to clarify anything?

Offering this question allows the interviewer to return to any of the previous information you've provided, giving you invaluable time to expand on what you've already said. It also doubles as an indication that you're very interested in the role, and that you want to make sure your interviewer has all the information you feel they might need to make their decision.

What are the next steps in the hiring process?

This is a practical question that shows the interviewer you want to have all the right information around so that you can be as prepared as possible.

Conclusion

It’s important to remember the benefits of asking your potential employer a question (or series of questions) in the interview. You can also ask your interviewer to expand on something they mentioned earlier in the interview, which can show that you want a greater understanding of the part you will play in your new role. Asking a question is not a recommendation – it’s imperative to proactively engage with your interviewer as much as possible so they can learn everything they need from you before they make their decision.

Even if your interviewer has provided you with all the information YOU need to make up your mind, you still need to make sure they are as certain about you as they can be. Asking an intuitive question is an opportunity to set you apart from others, and for all the right reasons.

If you’re looking for more examples of questions to ask in an interview, check out these articles on Indeed.com and Monster.com for some inspiration.

If you are an employer and you would like additional one-to-one support for a hiring campaign in 2025, contact our Employer Services team today.

Click here to see how we can help or email us on recruitment@turasnua.ie

10 Best Interview Questions to Ask Candidates in 2023

Wed, 23 Nov 2022 09:28:52 GMT

As we approach the end of 2022, we review some of the best (and most popular) questions to ask candidates in an interview for 2023. When you're interviewing candidates for an open position, it's important to ask questions that will give you insight into whether they'll be a good fit. Focusing just on their past experience, skills and education level without trying to dig a little deeper isn’t going to give you a full picture of the candidate and how well they might integrate into your team. So, what questions should interviewers ask candidates? Here are 10 of our top picks:

1. What can you tell us about yourself?

This is a common interview question for a reason. Usually asked at the beginning of an interview, it gives your candidate the opportunity to reveal more about their personality and work ethic. You'll also get a sense of how well they can think on their feet by asking them to describe what they've accomplished.

2. What are your strengths?

Here, you are looking not just for the candidate’s actual strengths, but signs about how confident they feel about their answer. Be wary of answers that over-sell the candidate, as well as answers that don’t do the candidate justice. The candidate should be prepared to talk about what sets them apart from others and having to think about their own strengths might be a red flag.

3. What are your weaknesses?

Like the question about strengths, candidates should be able to demonstrate good awareness of what they might find as more of a challenge. As well as this, the question should give hiring managers a better sense of how the candidate is working towards addressing their weaknesses.

4. What attracted you to this position?

Interviewers should be able to tell if the candidate is ready for the job, but they also wants more information about how well they fit with the company and its culture. Answering this question will help identify candidates who are looking at the position as a steppingstone instead of a career choice, or those who lack motivation and drive toward professional success.

5. What do you want to accomplish in the first ‘xx’ days of your new job?

Employers want to be able to assess how well their new employee can hit the ground running. This question gives candidates an opportunity not only tell an interviewer what skills they have, but also show that they've researched their potential employer. If a candidate has a clear statement about what they want to achieve that aligns with the company culture and systems, it shows that the applicant has done their research and that they should be ready for success from day one!

6. What are your long-term career goals/where do you see yourself…?

This question gives your candidate the chance to be open about their ambitions and aspirations and, potentially, indicate if their plans don’t ultimately align with what you’re looking for in an ideal candidate. It can also help to reveal if your candidate is focused, organised, and has a clear route in mind to achieving their professional goals – this will likely mean that their application to your open position is decisive and purposeful.

7. Tell me about a project that required a great deal of initiative on your part.

This question is a good one to ask because it will give you a sense of what kind of work has been done and what kind of results have been achieved. The candidate should be able to give specific examples, and they should also be recent enough that you can still see if there is an impact on their current job or on the company.

8. Tell me about a challenging work situation and how you overcame it.

Challenges at work are common. Being able to discuss and explain a challenge with clarity and indicate where and how a solution was reached is a sign that your candidate not only knows this, but is poised to face similar challenges again.

9. How do you define success?

This question helps with the understanding of what drives someone, what motivates them, and how they define achievement for themselves. It can also help you understand whether this person has long-term goals or if they are just focused on short-term projects (which may not be ideal).

10. Do you have any questions for me/us?

Regardless of whether you are a small employer looking for a single hire or a large multinational company onboarding 50 people, this question is crucial. Giving your candidate the opportunity to ask more about the company, their potential role within it, or the direction the business is taking, not only ensures your candidate is making the right decision, but also give you as the interviewer an even greater insight into their motivations and goals.

Conclusion

Each of these questions is a chance to learn more about the candidate behind the CV. It’s important to remember that interview questions should never be thought of as a way to expose or confront candidates. The right questions should bring out the best of your candidates, enabling them to give you the fullest impression of their ability to work and excel in the role.

For more tips and advice on interview questions, Indeed.com and Monster.com have several articles around interviewing candidates –

If you have any questions or need additional one-to-one support in preparing an interview plan for your next hiring campaign, contact our Employer Services team today. Click here to see how we can help or email us on recruitment@turasnua.ie

Turas Nua Awarded ISO Certification

Thu, 03 Nov 2022 07:36:42 GMT

Turas Nua was awarded ISO Certification in August 2022 thanks to the successful implementation of ISO 9001:2015 - Quality Management System.

What is ISO 9001 and why has it been introduced?

The international ISO 9001 standard, also called the Quality Management System, is an internationally recognised standard for providing a service that consistently meets customer and regulatory requirements.

By introducing ISO, Turas Nua is committing to maintaining its high standards of quality when it comes to providing jobseekers with

one-to-one advice
guidance
training
support services

Our ISO accreditation also recognises that Turas Nua

tailors services to individual needs
enables jobseekers to find, enter and keep sustainable work
designs and develops necessary training courses

What does this mean for our clients and employers?

The ISO 9001 standard has been introduced to enhance the overall experience of our customers.

For our clients, it means that we are committing to establishing greater trust, building the integrity of the company by improving our quality and feedback processes, and ensuring we maintain a consistent level of support throughout their journey with us.

For our employers, we are improving the value of our service by ensuring we achieve a consistent standard of support, guidance and training for all our clients, enhancing the quality of candidates available for our employers' vacancies.

We are extremely proud to have achieved ISO certification, which represents another milestone in our journey moving forward. We must say a big thank you to our implementation team who were integral to the successful delivery of the project.

Our QMS team will ensure effective implementation of the ISO Quality Management System

Interviews: Our Top 5 Tips for Employers

Mon, 03 Oct 2022 09:33:50 GMT

Introduction

As an employer, how you conduct interviews is critical to the success of your hiring process. The right candidate can bring a new perspective and help your team thrive, while the wrong candidate can lead to turnover and wasted time and money. As an employer, it’s important to create an interview plan that will help you identify the best possible candidates for each position. This post outlines our Top 5 Tips for employers who are preparing for interviews:

1. Prepare your Team

With interviews, preparation is key. This is just as true for the interviewer as it is for your candidates. Before committing to any schedules, the hiring manager (and your HR team if you have one) should be involved in the interview planning process. The first part of this should be deciding who will actually carry out the interviews. There are plenty of online resources to help you with these preliminary decisions, such as this useful “ Guide to Interview Preparation for Employers ”, from workable.com.

Ensure that everyone is familiar with the process so they know how long each stage will be, what documentation needs to be completed before starting an interview and how many minutes/hours/days it should take to complete all elements of this stage in order for you to proceed onto next steps – such as scoring sheets being returned or references being contacted, etc

It's worth considering the right balance: if you are the hiring manager, or CEO, but you’re not much of a people person, make sure you have someone else in the room with you who can ensure the interview progresses at the right pace (and with the right tone). If you've never conducted an interview before – which might be the case for newer business owners or smaller companies – remember to set some time aside to create your questions.

As with any interview, you should ask questions that will give you an insight into the applicant’s personality and work style, as well as how well they are likely to fit into your company. You can also have a list of prepared questions at hand so that you don’t waste time trying to come up with them during the actual interview

2. Create an Interview Plan

Having an interview plan will save you time (and possibly a headache!). Think about where you will conduct your interviews. Do you have a dedicated meeting room? Will you need to book a venue?

Before you even think about scheduling times and dates, you'll need to know where to invite your candidates. Communicate the plan to your interview team, ensuring they know to arrive on time and with a copy of the job description, their own notes about the candidate and their allocated questions.

When you're ready, ensure that candidates are made aware of their interview slot, and remind them to arrive on time also – one delay at the start of your interview schedule can lead to major congestion at the end of your day. Planning (and sticking to the plan!) will help you control your interview process, ensuring all candidates get a fair shot at the position, and giving you more time to make the right decision.

Schedule 45-minute interviews with all candidates (or as much time as you feel is appropriate). Depending on the role, you may wish to carry out the interview remotely. You should also make yourself (and your team) aware of the different types of job interview and deciding which approach will be most useful for your company. You can learn more about interview types in this useful article from FRS Recruitment.

3. Start with an Introduction

When you initially meet your candidates, first impressions go both ways – make sure you have your phone on silent!

Before the interview, be sure to introduce yourself and explain your position with the company. You can also let candidates know what they can expect from the interview process before you begin to ask any questions. This will help to put your candidates at ease - and will lead to a more natural, relaxed interview for all parties.

In addition to giving them an overview of how things will proceed, it's important that you set expectations. For example, you might want to say "I'll start by asking some questions about yourself and your background, then ask questions about your experience with x." It’s perfectly acceptable to guide your candidate along the interview – just remember to ensure that you are fair and unbiased, giving all candidates the same opportunity.

4. Develop Questions in Advance - and Prepare to Adapt!

Come prepared with a list of questions you want to ask, but feel free to modify this list based on what information comes out during the conversation.

Try to avoid asking “yes” or “no” questions. Ask open-ended questions that require more than a single word answer. For example, you should ask "How did you become interested in this field?" instead of "Are you interested in this field?"

Ask questions that elicit a personal story. For example, "What was your first experience with this field like?"

Listen to the answers and ask follow-up questions if necessary.

Don't be afraid to ask for clarification if you don't understand something.

5. Take Notes

If you are hiring for multiple roles, or if you are interviewing many candidates, it will be virtually impossible to make an efficient decision about the right person for the job without taking notes through the day. Take notes on what candidates say, so you can refer back to them later if needed. It also helps you remember details from different candidates' interviews so that you don't end up forgetting something important about one candidate when interviewing another.

A good idea is for each interviewer to take notes during each interview about their own impressions of the candidate as well as things which may have been said by others that relate directly or indirectly (e.g., "I heard that Sally Smith was asked this question..."). This way it's easy for people who didn't attend a particular interview session - but do want some input into hiring decisions - not only access information but also contribute new ideas without needing face-to-face contact with all potential employees first time round.

Conclusion

An interview is a critical part of the hiring process. With the right preparation, you can master the art of interviewing. Be sure to make use of the resources at your disposal: there are lots of hints and tips online if this is your first time carrying out an interview. We recommend this article on Indeed.ie on “ How to Conduct a Job Interview ”.

If there’s one thing to remember about interviewing, it’s that you should always be prepared. With a solid plan in place and some great questions, you can do the best job possible at finding the right candidates for your company.

If you have any questions or need additional one-to-one support in preparing an interview plan for your next hiring campaign, contact our Employer Services team today.Click here to see how we can help or email us on recruitment@turasnua.ie

Remote Working & Rural Ireland: Top 5 Positive Impacts

Thu, 01 Sep 2022 10:13:33 GMT

Conversations about remote working are now commonplace. There are reported to be approximately 80,000 remote working jobs available to people right across the country. It’s a good time to reflect on how this has changed the way people think about work in Ireland, particularly workers living in remote and rural areas. While remote working has been the reality for some workers for a long time, the surge in remote working as a response to the pandemic has resulted in changes that may have otherwise adversely impacted our smaller towns and villages.

The last recession in Ireland hit our small towns the hardest. Rural areas also benefited the least from the slow recovery. Now, as we move towards the end of 2022, many are concerned with the rapid increase in the cost of living, which is on the rise right across Europe. Remote working presents an opportunity for Irish villages and towns to offset the type of decline experienced over a decade ago. Here, we will focus specifically on the Top 5 Positive Impacts remote working has on our rural communities across the country.

1. Community Development

Remote working has already seen positive knock-on effects on rural areas, with communities benefiting from an increase in potential customers, and a shift in focus to (re)developing rural communities. Workers who previously lived in Dublin and other cities and large towns are now also making the decision to move to rural areas, meaning there is now more opportunity for rural schools, shops, and restaurants, to thrive. In a recent interview with The Journal , John Evoy of Grow Remote hints at remote working becoming a "game changer for local towns in these uncertain times." More people are staying in the area means that they are also spending their money locally, rather than traveling out of the area to work. This has a positive impact on the local economy and is helping communities to grow stronger.

2. Digital Hubs

Remote working doesn’t always mean “working-from-home”. Indeed, not everyone has the space or the facilities to work where they live. There is an increasing number of digital hubs becoming available in villages and towns in Ireland. The Irish government has committed to improving access to these hubs, with a plan in place to promote remote working even more. These plans include:

New voucher scheme to give remote workers free access to their local digital hub

At least 10,000 hot desk facilities to be provided free of charge to existing hub users and those using the facilities for the first time

€5 million investment under ‘Connected Hubs’ to improve 81 remote working facilities nationwide

Local Authorities to each receive €50,000 in funding to promote remote working opportunities in their areas

3. Improved Quality of Life

Statistics indicate that those who work remotely have benefited with an improved quality of living. FRS Recruitment’s annual Employment Insights Report identifies changes in the Irish jobs market every year. The FRS Insights Report has surveyed the response of employees and employers to remote working since its surge in 2020. It shows us that, of those that work remotely, the biggest benefits are less time travelling, better work life balance, cost savings, more time with family, more time for fitness and wellbeing, and fewer distractions. Furthermore, 89% of remote working employees believed they were just as productive, or even more productive, than when working from an office. At home, many have the option of choosing ‘when’ they work, as well as an increasing number of remote workers who make their own decisions about ‘where’ they work too. The freedom of remote working enables employees who need flexibility in their lives more than ever before: parents who want to spend time with their children; people with elderly family members who live far away; or those whose jobs require them to travel frequently but only occasionally return home for short periods of time. Remote working also means no commute, meaning more time to focus on things that are important.

4. Cost Saving

The ability to work from home offsets the costs associated with having to travel to work. In addition, the increase in costs of products and services associated with urban centres is alleviated when living and working rurally. Those who have been able to relocate to a rural community often pay less for rental accommodation, while housing prices are also lower. The government’s recent Evaluation of the Impacts of Remote Working examines this in more detail. Employers can also benefit from relocating their business to a small town, with office spaces costing significantly less than the premium prices in urban areas.

5. Rural Infrastructure

Rural development is central to the government’s plans for the future of Ireland. The government’s investment in a National Broadband Plan will see further scope for workers to live and work remotely, with a commitment to connecting 44,000 small business, almost 700 schools, and 560,000 premises to a reliable, consistent broadband.

Our Service to Employers in 7 Steps

Mon, 22 Aug 2022 09:52:37 GMT

Our Employer Services (ES) team works with hundreds of local employers across every industry. Our service is free to employers - our only fee is feedback! We are specialists in catering to the needs of employers, whether you are a small business owner looking to hire one staff member or a large operation looking to onboard multiple staff at short notice. A major part of our success in identifying and placing candidates into roles is our end-to-end screening process. This enables us to be targeted in our approach to an employer’s specific needs, taking the hassle out of the need to hire directly, or use expensive, third-party recruiters. Below, we outline how the process works, step-by-step, from initial consultation with our employers, to the in-employment supports we offer both candidate and employer following a job start.

Step 1 – First Contact

A member of the ES team liaises with HR, the recruitment team, or the hiring manager, of a company looking to onboard staff. This can be done over the phone, email, or in person. This might be a return employer, or an employer who is new to our service.

Step 2 – Employer Consultation

We arrange for a face-to-face, over the phone, or online employer consultation where we discuss their recruitment needs. We advise more about our service and what we can offer, including any additional incentives and our benefits package. We offer the option of making use of our facilities and resources, such as the Turas Nua training department – often employers can offer pre-training material to prepare candidates months in advance of roles becoming available. We then outline the process of how we work and give an insight into our sustainment model – our goal is not just to assist our clients in obtaining employment, but in sustaining it.

Step 3 – Job Description

Once we have agreed on a recruitment strategy, we work with the employer to create a detailed job description to help find the right candidates.

Step 4 – Screening Candidates

The ES team uploads the details of the job description to our CRM system and our candidate matching software system to identify suitable candidates. Meetings are carried out in the local office ensuring that our caseworkers understand the role and can actively promote it with suitable clients they are working with. For large-scale recruitment drives, we prefer to invite candidates who express an interest in the role into our office for a screening with ES. Where appropriate, a screening call can also be carried out with the client. Our screening process allows ES to assess the suitability of candidates – at this stage, we can offer additional guidance on how the candidate can improve their application, enhance their CV, undertake interview preparation, and discuss other potential roles that might also be suitable.

Step 5 – Employer Review

We contact the employer to advise that we have identified suitable pre-screened candidates and CVs are sent directly to the employer for review (we adhere to a strict GDPR policy and only do this with consent).

Step 6 – Interviews

The employer relays information about who they want to invite for an interview. We also offer the employer the option of using our facilities to carry out interviews (this is usually a good option for smaller businesses who don’t have adequate facilities of their own, or for larger companies who are hiring multiple people and who may not have an office in the area). ES assists with the interview schedule. Interviews are carried out and feedback provided to ES. We seek feedback not only in individual candidates, but also on the entire interview process to ensure that we can maintain our level or service for future campaigns.

Step 7 – Job Start

Once the employer has made their decision on who they want to hire, the successful applicants are contacted with Job Start and Induction details. They are offered guidance and advised of their 52-week ongoing In-Employment support process.

Conclusion

Our free service revolves around the need to understand employers’ needs and motivations.

We ask targeted questions to address their recruitment pain points, such as their recruitment needs, how they define their success, and what future growth are they expecting. This profile development it critical in allowing our ES team to show employers we are invested in them, and reminding them that our only fee is feedback.

If your business is making the move back to the office and you need help sourcing candidates, reach out to our Employer Services team today for free advice and support. Click here to see how we can help or email us on recruitment@turasnua.ie

5 Top Tips to Creating an Eye Catching Job Ad

Wed, 22 Jun 2022 09:58:37 GMT

The first step to filling an open position at your company is writing a great job ad. The crucial thing is to understand that a Job Ad is not a Job Description. In fact, although they are equally effective at conveying information in their own ways, the two documents are fundamentally different. Here, we'll look at the top 5 tips for creating the most effective job advertisements to attract the right candidates to apply for your roles.

Firstly, What is a Job Ad?

A job ad is a marketing tool. It is designed to attract applicants who employers will then screen and select. It describes the position in terms of what it does (and will do) for applicants—the benefits it offers them, what the company can do to encourage their creativity, or progression opportunities as part of their local team. In this sense, it's much more like an "advertisement" than an actual full description of the job itself (which might be published internally only). The opening aspect of your job ad should include the key benefits to really attract candidates. Many companies make the mistake of leading this with some “about us” information, which can be disengaging.

1. Address the Candidate Directly

Effective job ads are written in the 2nd person – i.e., they enable the candidate to imagine themselves working in the role. For example, with a good job ad we might expect to see something like “You will work as part of a small team based in Cork with a passion for marketing”, or “You are a motivated self-starter with an eye for detail and enthusiastic about all things marketing”. The way the ad is written encourages the reader to see themselves doing the job, part of that team, and in a particular place. This can help improve applications.

2. Short Description

When candidates are looking for relevant openings, they often encounter multiple opportunities on one page. This is where the short description on your job can really help to entice candidates to read on. It’s important to keep the text simple and clear. A clear structure makes it easier for people to read through quickly, understand what's expected in the role, and decide whether or not they think they're qualified for the position based on their own skill sets.

3. Job Title

You might feel the need to include a full job title in your job ad for absolute clarity. However, your job title should be snappy enough that is relatable to candidates you’re looking to apply. Internal job titles that have little meaning to external applicants can be off-putting, even if someone is the perfect person for the role.

4. Avoid Internal Jargon

As with the job title and short description section, a job ad should avoid using language that is unfamiliar or overly specialist. Many companies use terminology and acronyms that are exclusive to their business but using them in a job ad will likely make any potential candidates feel like they don’t understand the role and are therefore unsuitable.

Our QMS team will ensure effective implementation of the ISO Quality Management System

Top 5 Benefits of Working in the Office

Mon, 06 Jun 2022 07:53:07 GMT

Working from home has been the reality for many since Covid-19 first appeared in March 2020. Now, almost 2 and a half years later, many businesses are making the decision to bring their staff safely back into an office.

Some will relish the opportunity to return, while others who had adjusted well to a working-from-home environment may be feeling apprehensive about the change. It can be easy to list some of the benefits of working at home – no commute, the freedom to take breaks whenever you like, and being able to wear whatever feels comfortable are just some examples! Here, we will examine the other side of the coin, looking at the top 5 benefits of returning to work in the office:

1. Structured Productivity

While working from home has clearly increased productivity in many ways, it can also bring distractions of its own. Being surrounded by family, pets, and our other favourite distractions can actually lead to a decrease in productivity. An Irish Examiner article drawing on the Indeed Job Search Survey points out that 1 in 4 feel more productive at home, but this is matched by the same amount that say they are less productive working from home. Of course, productivity at home is more often self-regulated, and can depend on many other factors, such as an adequate workspace, avoiding distractions, and ensuring the workload is evenly distributed throughout the day. In fact, the growing concern about remote working is that ignoring the latter can lead to employee burnout.

2. Established Boundaries

Make-shift offices and workstations have been the reality for many who have been working from home. Working from an office can help employees to get back to clearly defined borders between working life and home life. Some employees made the transition to home working without difficulty, separating their work from everything else with ease. Usually this has come down to “where” the work is carried out: those with a dedicated office have a place that is used exclusively for work and are able to switch off when they leave it. For those without that luxury, a return to their employer’s office can make a huge difference to establishing important boundaries for a healthy work-life balance.

3. Better Communication

Video calls have been the norm for the last few years. Technology allowed us to adapt as seamlessly as possible where meeting face-to-face was no longer feasible. However, even Zoom and Teams are limited in their capacity when it comes to improving communication. Whether you are part of a small close-knit team or a larger collaborative group, meeting in person allows for a much greater depth of understanding and interaction than a video call. Returning to the office allows employees to learn more about their leaders and colleagues and improves communication all round. The benefits to new staff also cannot be understated. While employee induction and training is possible online, new staff more often prefer to be onsite when starting a new job. Trainers can also easily supplement their programme with additional support where they identify the need. For new staff, being in the presence of tenured employees is a huge advantage over working remotely, where shadowing and on-the-job learning are more practical.

4. Social Interactions

We spend a large amount of our time working: it’s only natural that we develop connections with our colleagues. Of course, many businesses have done their best to ensure staff are equipped to do their job from a practical perspective, but also have done much to focus on mental health projects, virtual team building events and remote initiatives. However, there’s nothing like actually being in an office with real people to help satisfy our social needs – the cup of coffee in the canteen; the walk in the park; small words of encouragement or a quick joke! For some staff, a “return to the office” will actually be their first time in the office and gives these employees the opportunity to build new connections with their peers. Not only this, but being around colleagues, in person, can help to boost morale, alleviate the loneliness of working from home, and correlates with positive mental health.

5. Open Doors

Most businesses that operate with an open-door policy welcome the opportunity to discuss work, performance, productivity, and job satisfaction with their staff. Genuine feedback and action leads to an enhanced work environment for everyone. However, there are challenges in maintaining an open-door policy when working remotely. Remotely, the door is a virtual one, and while employers do their best to support their staff in the same ways as before, many employees can feel disconnected. Being in close proximity to their employer in the office can alleviate feelings of isolation, particularly for newer staff who would otherwise have undergone induction, training, and probation periods all on a remote basis. Having a tangible resource to hand, and seeing colleagues benefit from the support of their boss is both reassuring and encouraging for the office as a whole.

Conclusion

Whether you’re looking forward to the return or not, it’s important to prepare for the change. Remember that safety is paramount, and while many might see a move back to the office as a return to the way things used to be, the reality is that it’s something new. If you’re employer has implemented safety protocols, it’s important to familiarise yourself with these before you return. Glassdoor have compiled this useful Survival Guide for returning to work in the office, which should help in terms of what to expect and additional tips on how to make the most of your transition from remote working.

If your business is making the move back to the office and you need help sourcing candidates, reach out to our Employer Services team today for free advice and support.Click here to see how we can help or email us on recruitment@turasnua.ie

How to Incorporate Mindfulness at Work

Fri, 26 Nov 2021 12:02:15 GMT

It is easy to take notice of the distractions and stresses around us. Mindfulness can serve as a remedy for these distractions, as it promotes living in the present and focusing on what is going on right now. It increases awareness and helps to avoid becoming overwhelmed and overly reactive to what you’re experiencing from one moment to the next.

The great thing about mindfulness is that you can practice it during any daily activity.

How to Incorporate Mindfulness into your Working Life

Meditating can be a great way to ground yourself and get a short, beneficial break in the middle of a busy day. View it as an opportunity to press the reset button. Why not try one of these 5-minute guided meditations

Click HERE for Mindful Breathing

Click HERE for Guided Meditation

S.T.O.P. is also a popular mindfulness exercise

Stop - Just take a momentary pause, no matter what you’re doing.
Take a breath - Feel the sensation of your own breathing, which brings you back to the present moment.
Observe - Acknowledge what is happening, for good or bad, inside you or out. Just note it.
Proceed - Having briefly checked in with the present moment, continue with whatever it was you were doing.

If meditating is not for you there are plenty of other ways to practice mindfulness at work. Here are some ideas for injecting mindful moments into your workday — see which ones work best for you

Take deep breaths When you start feeling anxious about presentations, calls, meetings, or deadlines, taking deep breaths can help reduce your heart rate and help you calm down. Try breathing in for 4, holding for 4, and exhaling for 4

Do one thing at a time Multitasking to get things done is not uncommon. Over time, this can overwhelm the mind and increase stress. Get a head start and prioritise your tasks with the aim of focusing your attention on one thing at a time.

Think of the Positives When you’re feeling stressed about work, you may find yourself focusing on negative feelings. Rather than only acknowledging the negative or sweeping them under the rug completely, think of the positives to give balance to your perspective. Taking a few minutes each day to focus on what is good in your life right now can go a long way to combatting the feeling of being overwhelmed by the stress that life brings.

Pay Attention to Your Surroundings Before work or on your lunchbreak, rather than thinking about the work you need to do, focus on the things around you. Is the sun shining in the window, are you nice and cosy near a radiator? Take the moment to enjoy your surroundings

At Turas Nua our key objective is to support employers recruitment processes and to assist jobseekers in finding full-time sustainable employment. Our screening process ensures that we can source potential candidates for you with the required skills, the right attitude and a willingness to learn. Whether you're looking for one team member or running a large-scale recruitment drive, we can provide you with all the help you need. Contact us on recruitment@turasnua.ie or click here to find out more.

Changing your CV to suit your career in 3 steps

Wed, 03 Mar 2021 11:31:23 GMT

Whether you're applying for your first job, or looking to make a change, your CV is the first port of call when it comes to preparation. Creating (and maintaining!) a CV that is tailored to your industry is the most effective way to ensure you give yourself the best chance of getting that invitation to an interview. Many people find this task daunting, however we have broken it down to 3 easy steps for you to follow:

Personal Profile

Highlight your transferable skills relevant to the new industry. Acknowledge your interest and passion for the new industry. Make sure to highlight your training or skills that will give you an advantage over other applicants.

CV Layout and Content

List out any training or education you have completed that is relevant to this new industry or role to show that you’ve been working towards and are serious about a career change. Highlight your “Key Skills” that will be a benefit to the types of jobs you are now looking for. Tailor what you can from previous positions to suit the new industry. Pay attention to the job descriptions of the roles you’re applying to and match your skills to that, if you can.

*When tailoring it to a specific industry remember to use key words that are used often within the industry/ job description. Avoid using jargon from the industry you’re leaving*

Career Change Cover Letter

This is a great opportunity to explain your career change and why you would be an excellent addition to any team. Keep it brief and personal, focused on your skills that would be useful to a new employer. Show that you have researched the area and are passionate about this new industry. Talk about previous experience and the hard/soft skills that you used effectively to work on projects/with groups. Use your experience to your advantage.

Looking to change your career? Here's our top tips to help make it a success

Wed, 17 Feb 2021 11:36:14 GMT

Making a career change can be a daunting task. Are you asking yourself what are my reasons for career change? Have my goals or values changed? Is there a new area you’re interested in pursuing? Has there been a change in your situation, are you looking for a pay increase or more flexible working hours, has restrictions made you evaluate your options now that working from home is more widely available.

Trying to understand the reason or reasons you want to change careers can be hard but if you can figure this out it will make your decision easier, but in the mean time here are our top tips to help you prepare for a career change

Make note of your accomplishments – keep track of your wins at work and this will make it easier to talk about accomplishments and keep them fresh in your memory when you want to discuss them with potential employers.
Learn new skills – join in webinars about the industry, look at upskilling and seek out any courses that may be available. Build on contacts within the industry via LinkedIn and through meeting people at seminars/webinars and training.
Identify your transferable skills - Transferable skills can be used to position your past experience when applying for a new job—especially if it’s in a different industry. Click here for our advice on how to highlight your transferable skills.
at are your options? Be realistic! - Look at other areas for careers that will allow you to use your skills. Network with peers, friends, and others to help identify new opportunities. If you’re finding this difficult you can always get professional advice.
Use social media – LinkedIn is a great community to build contacts and network. There are always helpful articles or links to direct you to new learning opportunities.
Research the job market - Look at the jobs and what the role is specifically and identify if your skills & experience are suitable. Google the companies and see if you can see yourself working with them. Can you volunteer in your new industry to gain some experience?
Be prepared for set backs - It won’t always go to plan – but once you have done your research and you are prepared to stick to it, you will be through the toughest part.

Next week we will look at updating your CV to suit your career change.

Types of transferable skills and how to highlight them

Thu, 28 Jan 2021 11:28:18 GMT

Transferable skills are any skills you possess that are useful to employers across various jobs and industries. These might include skills like adaptability, organization, teamwork, or other qualities employers seek in strong candidates. Transferable skills can be used to position your past experience when applying for a new job—especially if it’s in a different industry.

As the employment market is constantly changing and job sectors are increasingly becoming interlinked, transferable skills are becoming more important for employers in identifying the right candidate. It can be quite daunting to highlight your transferable skills to an employer, as you may not be able to relate these skills to the positions on offer. Not being able to communicate and link your transferable skills for a position, can result in the position been offered to another candidate.

To avoid such an outcome, the following points may be of help:

Identifying your particular transferable skills: Understanding what transferable skills you have/and utilised in previous roles is key. Identifying these skills can be constructed at the interview stage through using the STAR/PEE approach to employer questions.
Know the role on offer: This point may seem obvious, but the more you know about the company and role on offer, the easier it will be to communicate how your transferable skills can match the spec, during the interview.
Application and interview approach: Keep a Linear approach during the application, weaving transferable skills throughout the process, at the application, cover Letter and CV process.

Here's an example of the most relevant and potent transferable skills:

Decision-making – Demonstrating your ability to weight options, consider pros and cons and make decisive choices.
Multitasking – Being able to manage numerous projects and prioritizing them is an invaluable skill. The skill is in prioritizing and focusing to ensure you provide quality.
Creative problem-solving – Solving problems with unique solutions is paramount in unprecedented times. An “out of the box” thinker is in high demand.
Collaboration – Teamwork, working with others is a necessity.
Communication – Verbal and written skills are required for every job and the better you are at communicating your ideas and listening to others, the further you will go in your career.
Integrity – Your integrity is your word. Ensure your references are able to use examples to demonstrate this skill.
Initiative – Taking initiative demonstrates that you are a self-starter who doesn’t need a lot of supervision to get the work done.
Empathy – Empathy is often an overlooked skill. Being able to understand another’s feelings within a situation and provide counsel and support is important to building rapport with your colleagues and clients.

Leveraging your transferable skills will help you compete in the job market and may set you apart as a flexible alternative candidate. The ability to identify and improve your transferable skills can lead to better job offers, as you are no longer attached to a single industry. In turn highlighting such skills can lead to career progression also.

Our Employer Services team is on hand to help you find your ideal candidate. Click here to see how we can help you and your business or email us on recruitment@turasnua.ie

Induction for new staff - how important is it?

Thu, 10 Dec 2020 11:21:51 GMT

The induction for new staff is vital to get right for any organisation regardless of its size. After going through an often lengthy recruitment process to ensure the best possible candidate is hired it is imperative that any new employee is introduced properly to the company’s procedures, culture and values as soon as possible. Inductions are usually conducted face to face however this being 2020 a lot has changed, and this has not been possible for every organisation. Companies have had to be more creative and introduce different induction programmes.

The core principle remains the same, the induction of your new staff should be used to introduce new employees to the company, their role, health and safety procedures, their managers and colleagues, sign any HR/payroll paperwork and also to identify any training needs. This helps ensure a quick transition and gets the new employee ready to contribute meaningfully as soon as possible. So if you as a company feel that your induction could do with some work or needs to be slightly adapted due to remote working we have some helpful tips and advice.

1. Preparation is Key

It is essential that any new employee is made to feel welcome when they first start working. There is nothing worse on an employee's first day that the company is not ready or expecting you. This has happened to me in the past, where there was no desk prepared, computer had to be set up and there was no clear plan of what I was supposed to do. It was an incredibly frustrating experience and left me doubting whether or not I had made the correct decision. The good news is that this is one of the easier fixes. Ensure that all relevant equipment has been arranged in advance and that all relevant personnel know about any new starter. It is also important to remain in contact with the inductee in between the acceptance of the offer and official start date. I'd also suggest that you have them arrive slightly after the rest of the team or manager has started that day, to ensure everything is in place - whether this is online or in an onsite environment.

2. Complete all necessary paperwork straight away

The first thing any new employee should do once settled on the first day is complete any necessary paperwork. Even if the new starter is working remotely, an easy to read and understand pack should be sent to new employees immediately upon starting, whether this is online or in the post.

3. Introduction to manager and rest of team.

The introduction of a new staff member to their new team and manager is extremely important. It is important that any manager takes time out of their schedule to spend some time with their new team member. This allows them to go through the job description, what is expected of them, make sure that all equipment provided is working well and go through any procedures. On top of that the manager can then introduce the rest of the team and help with the initial socialization process. We find that scheduling a group/team video call on the first day works well! Also if the new starter is office based, small things like a tour of the facilities and health and safety requirements/fire exits etc are appreciated more when it comes from a manager.

4. Create an on-going support network and clear objectives

A good induction doesn’t just end once the training period has been completed, it is continuous. Make sure that you meet regularly online to make sure that any new staff member is settling in well and knows exactly what is expected of them in their new role. If any further training is required this should be identified by now and dates set to provide this. Give constant and regular feedback so that everyone knows exactly where they stand. This is especially important when working remotely as it can often be isolating. Also don’t be afraid to ask for feedback, how else can we improve?

How we can help employers with their inductions at Turas Nua

At Turas Nua we understand that a lot of companies do not have the infrastructure to conduct online training or have the space to complete larger inductions anymore. Luckily, we are here to help. If you need candidates with specific training completed before hand let us know. We at Turas Nua offer all our customers online courses and training programmes, which can be easily adapted to suit the needs of any company. If you would like any advice or help with your next induction process, please email recruitment@turasnua.ie or visit our website to find out more

Our 6 tips for conducting interviews and hiring remotely

Wed, 02 Dec 2020 11:16:15 GMT

How to be more certain about who, and how, you hire remotely

The modern interview has changed. There are now different options available to employers looking to contact and interview candidates. More and more businesses are opting to interview candidates remotely, via phone, video conference, as well as the traditional in-person interview. Additionally, many roles are now advertised on a remote basis. This can make it more challenging for employers to adequately gauge the suitability of candidates. Here are our 6 tips for conducting interviews and hiring remotely.

At Turas Nua, our Employer Services team understands some of the challenges facing Ireland’s employers. Here, we will focus on you, the employer, keeping in mind the ways in which the hiring process has evolved in the last few years. We want to share some of our knowledge and suggestions for conducting remote interviews, ensuring you have everything you need to build the perfect team.

6 Tips for conducting interviews remotely

1. Prepare

Whether you’re a larger employer with multiple departments and vacancies available, or a small local business looking to build a close-knit team, approach the remote interview with as much preparation done as possible. If doing a telephone or video interview, check your device first (battery, internet connection, software updates, etc) and, as we all know, ensure your microphone is working properly! Select an adequate space to carry out the interview (somewhere quiet, proper lighting, and a simple background). It is likely that you will interview a suitable candidate, and potentially several, but poor preparation can lead to employers coming across as unprofessional, or even being cut off mid-interview!

2. Be open about the interview process

Aside from enabling you to eliminate candidates that can’t follow instructions, giving your interviewee’s information about the interview process can help you to determine how well they have prepared – this might include a description of stages of the process, induction requirements, or telephone and conference call instructions (Zoom, Skype). Sometimes, the best person for the job is the one who can show how well they prepared – based on the information they get from you…

3. Be friendly

2022 is a competitive hiring market, but interviews are as stressful as ever! It can be natural for some interviewers to take charge of an interview, which can come across as intimidating for your candidates when interviewing remotely. From the beginning, try to relax the interviewee, explain what you hope to cover with them, and give them the sense that they are here to have a conversation with you. For example, you might ask questions that are open-ended, encouraging a conversation that has a context, rather than asking “closed” questions that offer little perspective.

4. Keep notes

This is as simple as it sounds! Again, whether you’re a larger operation or a smaller business, we understand that you are busy. If you need to take some time to decide on your perfect candidate, it can really help to have notes to reflect on later. This is especially useful if you are interviewing many people remotely for the same position. Relying on memory alone can lead to a much more complicated decision-making process!

Hiring Remotely

5. Explain the remote role

If you are interviewing remotely, the chances are that your business may also be providing staff with a remote working option. It’s crucial that you explain how this works, as well as asking how your candidates feel about the prospect: do they have, and can they use, the equipment required to do the job (quiet space, desk, ergonomic char, computer, phone, broadband, Microsoft Word, Teams, etc)? It might also be worth discussing the challenges of maintaining a work-life balance, as your candidate may have never worked remotely before.

6. Ask about previous remote working

It's quite possible that some of your candidates may have already worked remotely. While not all remote working roles are the same, you should prepare to ask your candidate about some of the common adjustments associated with this type of work: how much of an change was it; how do you manage your day; how do you communicate effectively? Importantly, you may also be looking at a hybrid working option involving some work in an office setting and it might be worthwhile asking how the candidate feels about this, as well as their ability to commute/travel to work.

Finally…

We hope these tips can help you to be more certain about who, and how, you hire. And remember: the remote interview process not only improves your search for excellent staff but is a chance to put the spotlight on your business as an “employer of choice” for future candidates.

When you are looking to hire again, contact us here and we can quickly help you recruit your next member of staff.

Can apprenticeships serve to support youth employment?

Tue, 24 Nov 2020 10:50:11 GMT

Working with many young unemployed people and engaging with employers to get the best job opportunities and skill solutions is central to what I do. Youth unemployment across Ireland and Europe is worryingly high. According to recent CSO figures in August the monthly unemployment rate for those aged 15 to 24 years stood at 16.9%, in October 2020 the figure was 19%. What does this mean for our youth? Well in the current climate it may become increasingly difficult to get on the employment ladder, especially when faced with increased competition from more experienced and skilled candidates competing for the same opportunities. Now more than ever apprenticeships can play a pivotal role in offering this cohort real opportunity to gain the necessary skills and experience.

The perception of apprenticeships

The wider perception of apprenticeships is that they seem to be primarily driven by trade occupations and this is what I hear when I mention the topic. What may not be widely known is the work that is being done in many other areas for example, recruitment apprenticeships, ICT apprenticeships, logistics apprenticeships, sales & finance apprenticeships, with many more in the pipeline. You can find out more information by visiting apprenticeship.ie

Our Part to Play and Increasing Engagement

Getting the information out there and making that early connection with many of our young people is so important. Young people who have been unemployed most, if not all of their life so far, need to be informed about the expectations around work, they need to get the experience and get a taste for what the world of work is about. Learning the values and possibilities that work brings is so important.

I remember speaking with a customer on a coaching session one day and she picked up the apprenticeship information leaflet that was on my desk and she was looking at it. So, we had a chat about it, the women’s eyes light up, not because I had information that was useful for her own situation, but it was immediately relevant to her son. I was happy that in Turas Nua I was able to give that wider insight that a family needed to connect to an opportunity. We need to use every avenue available to communicate and engage to build participation in apprenticeships and bridge that gap to employment.

The future

I have no doubt that apprenticeships will continue to gain traction, as perceptions change and the value of the model is understood on a wider scale. It’s wonderful to see many companies taking the lead, and by doing so taking personal responsibility for ensuring they have the skilled talent and workforce. The value of career guidance in schools will also contribute to engagement and growth of such programmes. There is wonderful work being done out there in increasing the range of apprenticeships available through Generation apprenticeship. Getting information out there to those that will most benefit from such an initiative is key and we all have part to play in creating better futures and career opportunities for all our young people.

While I have but made a few personal observations I’m sure there are many of you out there with greater insights into engagement of young people in apprenticeship schemes and we would love to hear from you with suggestions. If you're an employer and want to get involved in giving young people an opportunity through apprenticeships with your business then email us on recruitment@turasnua.ie or visit our recruitment page to find out more.

Is your business ready to reopen after lockdown?

Wed, 18 Nov 2020 07:58:09 GMT

We are half way through our second lockdown of 2020 and like everyone we are hoping that businesses across the country will be in a position to reopen for the Christmas period. Therefore, Health and Safety in the workplace is paramount for any business owner, ensuring that their premises/work stations are up to the required Health & Safety standards.

What measures should your workplace be taking?

Prior to anyone returning to employment a Covid safety induction is required to be carried out. These can be bespoke to a specific industry or company, i.e. Construction Industry Federation or a generic one that is available for all companies on the Health and Safety Authority(HSA) website ( click here )

The most fundamental point to the Covid induction is to educate workers about Covid-19 and how to prevent spreading to workers and to protect themselves, their families, and the wider community. It provides awareness about the signs and symptoms of Covid-19 and to educate staff on the safety protocols for returning to work.

The advice from the HSE is that social distancing is to constantly be observed. Two metres social distancing has truly become the new norm for the people of Ireland. In the workplace it is recognised that 2 metre distancing cannot always be strictly observed; there are recommendations that employers should have in place, a summary of those recommendations is below:

Installation of physical barriers, ie. plexiglass screens between workers
Try maintaining a reduced distance of 1 metre where possible
Have hand wash stations stocked with sanitiser and wipes so that regular hand hygiene can be carried out
Make face masks available to staff

The HSA have advised that where possible meetings should continue to be held remotely, however should face to face be required it is advisable to keep the number of attendees and the length of the meeting to a minimum and ensure distancing is maintained throughout.

Everyone can play their part in contact tracing, a close contact would be considered someone who spent more than 15 minutes face to face with a person who has contracted the coronavirus or someone who has spent two hours or greater with someone who has the coronavirus. It is crucial that employers log any instances of close contacts within the workplace, as health officials may request logs to carry out contact tracing. Details such as date, name of those involved and contact duration should be kept. These details are required to be kept on file for 28 days.

Measures that we have taken in Turas Nua

While our offices remain closed to the general public, some of our staff did return to their offices where possible for a brief period of time during level 2 restrictions. In order for this to happen, risk assessments were carried out for each office, safety supplies were provided and an internal return to work induction was required to be carried out before any staff could return to their building. A health and safety questionnaire was also completed by all staff and this would identify if they had any underlying health conditions that would preclude them from returning to the office.

Since Covid-19 has landed on these shores Health & Safety in the workplace has become the foremost focus for both employers and staff alike. There has been very few, if any industries that have not been impacted by the Covid-19 crisis, which has seen companies and employees having to adopt a new normal in how they approach their work. But ensuring you have correct measures in place for you, your staff and your customers will help stop the spread and hopefully help us get back to some form of normality.

If you are looking to hire new staff for when you reopen you can contact us here and we can quickly help you recruit your new candidate.

Right skills or right attitude, which should you consider?

Thu, 05 Nov 2020 08:01:50 GMT

Have you as an employer ever thought “this candidate has great experience for the role, but not sure if they have the right attitude or would fit our team”?

As the Regional Manager of the Employer Service team for Turas Nua in the Midlands Region our central objective is to support both employers and jobseekers in finding full-time sustainable employment. This means ensuring we find people with the required skills but also with the right attitude and willingness to learn.

What's more important, the right skills or the right attitude?

In a recent questionnaire we asked some of our employers, when they are hiring, do skills trump attitude or is it a mixture of both? And what we found was:

HR people tend to focus more on experience & skills while Managers /Owners look for personality and whether they fit with the culture of the company.

The majority of respondents also stated if a job candidate can demonstrate they have the right attitude and willingness to learn and adapt, they are more likely to hire them over the level of experience they have acquired, particularly for entry level roles. Employers are looking for candidates who are enthusiastic about growing with the company and who are willing to contribute to a positive work environment.

Technical skills, on the other hand, can be taught and our research highlighted that employers do not expect the employee to know everything about the role before they start work. Regardless of the new employee’s skill level and experience, an induction and on the job training should be offered to all new starters. Not only does this set them up for success in their new role, it is also a great opportunity for the new employee to demonstrate their personality and interpersonal skills. First impressions are lasting impressions.

How do we help you find the right employee?

We consult with employers across all industry sectors to source suitable candidates that fit the culture and operation of the company based on the candidate’s skills and attitude. To achieve this, we work with the employer to understand the company culture and business goals along with the core role requirements. We then take the information on board and assess potential candidates that would suit the role. Our team regularly meets with our candidates therefore employers can rely on us to screen and assess candidates that will suit not only the role but the culture of your organisation, saving you money and time.

An employee’s attitude and willingness to learn can make all the difference to the work environment and in particular throughout their induction and onboarding process.

What do you tend to look for in a person when hiring, let us know in the comments below?

Want us to help you find your suitable candidate? Visit our page here and see how we can help you and your business

#changinglives #creatingfutures

Tips to Manage Your Mental Health & Wellbeing During Lockdown

Tue, 27 Oct 2020 08:07:35 GMT

Now more than ever we need to look after our own mental health and wellbeing, ensuring that we get through this lockdown in a positive mindset. We recently held a Positive Mental Health Webinar with Donna Breen , Counsellor & Psychotherapist for all our staff. We asked Donna to give us advice on how we can best manage our mental health and wellbeing. Here are her top tips to help you mange your mental health and wellbeing during lockdown.

1. Breaking our 6-week lockdown into smaller chunks of time

Try not to do everything in the first few weeks of lockdown, and instead break down into smaller chunks of time spread over the 6 weeks. This could include things such as redecorating a room, clearing the house or a room (which also helps to free up space mentally and physically!), connecting with friends and family, setting up zoom chats and starting a new book etc.

2. Exercise

Now the evenings are shorter we have a little less time to fill and can cosy up by the fire and watch TV! It is however, important to try and incorporate exercise into the day where possible. Consider using your lunch break for a walk or even walk in the evenings, remembering to have hi-vis clothing and lights. If you prefer to stay indoors you could consider an online exercise classes such as yoga, Pilates or HIIT etc. there are many local gyms and fitness groups offering online classes and looking for the support.

3. Structure

Have a structure to your day - time to get up, lunchtime, exercise, wind down and sleep time. Set small goals each day to keep you focused and on track.

4. Sleep

Ensure you are getting enough sleep and if not, seek support as sleep issues can amplify our worry patterns and create a viscous cycle of anxiety. Also take note of the impact of our phones and how they affect our productivity & anxiety levels. If our day is unstructured, we can find ourselves mindlessly scrolling for hours and becoming very negative and creating a cycle of stress and anxiety at things we were not even aware of before. Keep phones to a minimum in terms of social media and as phones can greatly affect sleep it is recommended that you mute or turn off well before bed time.

5. Diet

Just like our sleep we need to be mindful of our diet. While nice foods and wine can surely help us through, we need to be careful that we have a balanced diet. Meal planning is a great way to tackle this and will help you to be more organised when shopping, and help to reduce the need to visit shops regularly and over spend on groceries.

So just remember, if there are things you wish to achieve this lockdown.

set a goal
chop it in half
then take the first part of that goal and see what you need to do to get started
list these steps one by one and complete each goal

Wishing you all a safe and healthy lockdown - see you all on the other side

For more information from Donna, you can visit her website here

While our offices remain closed, our business remains in operation with our teams working from home. Our Employer Service team is still on hand to help you find your ideal candidate. Click here to see how we can help you and your business.

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Turas Nua Achieves Autism Friendly Accreditation from AsIAm

As organisations across Ireland place greater emphasis on inclusion and accessibility, Autism Friendly Accreditation is becoming an important benchmark for best practice.

A Milestone Achievement i n our Headquarters

Work and Skills Week 2026

T uras Nua on the Road During Work and Skills Week 2026

Turas Nua Finalist at the National Diversity & Inclusion Awards 2026

Employment in 2026: Why Inclusive Hiring Will Shape Business Success

Turas Nua Employability Kildare Hosts Inclusive Open Day in Newbridge

International Day of Persons with Disabilities: Why Inclusion Must Move From Awareness to Action

Rethink Ireland - Impact Fund 2025 Launch

International Men’s Day 2025: Supporting Men’s Wellbeing

Why Skills-Based Hiring is the Future – and How Turas Nua is Helping Shape It

Turning Potential into Progress: How Our Partnership with Generation Ireland is Changing Lives

World Mental Health Day 2025: Making Space for Mental Health

Mental Health Matters For Everyone

The Bigger Picture: Mental Health in Challenging Times

Closing the Disability Employment Gap in Ireland: From Awareness to Action

Disability: The Forgotten Dimension of Diversity

From Awareness to Action: Building Inclusion

International Literacy Day How Turas Nua Supports Literacy and Skills for All

Why Literacy Still Matters

Digital Literacy: A Modern Necessity

Skill2Serve: Hospitality Training and Career Pathways in Waterford

What Is the Skill2Serve Programme?

Real Pathways, Real Outcomes

What Is a Social Recruitment Partner - and Why Your Business Needs One

Why It Matters for Your Business

Who We Support — and Who You Can Hire

Making Training Work: 5 Tips Every Employer Should Know

1. C hoose Training Aligned with Business Goals

2. Prioritise Disability, Equality and Inclusion Awareness

4. Support Continuous Learning, Not One-Off Sessions

5. Measure Results and Gather Feedback

Conclusion:

Inclusive Hiring Tips for Employers: How to Build a More Diverse Workforce

2. Create an Accessible Interview Process

4. Build an Inclusive and Accessible Workplace

5. Partner with an Inclusive Recruitment Provider

Inclusion Is Good for Business and Society

Turas Nua Turns Ten

FRS Co-Op Commits to Cutting Carbon Emissions and Landfill Waste by 2030 in New Sustainability Strategy

Hiring Through Turas Nua’s Employability Service

Accelerating Action for Gender Equality: Celebrating Women at Turas Nua

Kickstart Your Career in 2025: Job Searching and Networking Tips for January

Celebrating the Success of the "Living and Working in Ireland" Project

How to Make Your CV Stand Out for Seasonal Opportunities

Leveraging LinkedIn: Building a Professional Online Presence

Master Your Job Interview: The Benefits of Mock Interviews

Why Mock Interviews are Essential

How Mock Interviews Help

Turas Nua Elevate Programme 2024

Turas Nua Launches Personal Achievement Awards

Turas Nua Team Day: Celebrating Our 2023 Progress and Community Impact

Embracing Mindfulness and Wellness on Blue Monday

Finding a New Job in 2024: Our Tips for Job Seekers

Understanding the Work Placement Experience Programme

Turas Nua Winners at the Customer Experience Awards

How to Address Employment Gaps in Your Interview

Turas Nua Launches Training Programme to Empower Migrants

How to Address Employment Gaps in Your CV

Turas Nua Launches Its Redesigned Website

Give Back: Turas Nua's Annual Volunteer Day 2023

JobsPlus: Financial Incentives for Employers

Turas Nua Winners at Workplace Excellence Awards

International Women's Day 2023 - Q&A

Jean Walton

Eilish Clarke

JulieAnn McCann

Best Questions to Ask at the End of an Interview

10 Best Interview Questions to Ask Candidates in 2023

Turas Nua Awarded ISO Certification

Interviews: Our Top 5 Tips for Employers

Remote Working & Rural Ireland: Top 5 Positive Impacts

Our Service to Employers in 7 Steps

5 Top Tips to Creating an Eye Catching Job Ad

Top 5 Benefits of Working in the Office

How to Incorporate Mindfulness at Work

Changing your CV to suit your career in 3 steps

Looking to change your career? Here's our top tips to help make it a success