Top 5 Christmas Party Venues In Dublin

xmas party

It’s beginning to look a lot like Christmas … party season

If you’re looking for a last-minute venue for the office Christmas party we’ve put together a list of the top 5 venues in the capital!

THE WESTBURY

Perfect for smaller companies or groups, the Westbury will wine and dine you in pure luxury. Located in the centre of Dublin’s social and cultural riches. This elegant setting is the perfect place to wind down and enjoy yourselves.

The Christmas party booking includes: a private party in the Trinity Suite, a welcome glass of prosecco and canapés on arrival & a 3 course dinner.

THE SHELBOURNE

Make it a Christmas to remember at the Shelbourne. A complimentary glass of prosecco on arrival followed by a five course menu, it’s sure to be the perfect place to get into the Christmas party spirit.

The dinner bell rings at 8:30pm sharp so you won’t miss the food!

Wondering about what entertainment they have on offer? Their resident band play lively hits from the 50’s right up to current day chart-toppers.

They also offer discounted rate for rooms for the party-goers.

MCGOWANS OF PHIBSBORO

Voted as ‘Dublin’s Best Night Out’. Why not consider this hot spot for the Christmas party? Guaranteed to be a fun-filled night out (definitely a late one). There’s free admission to the nightclub if you decide to go for a boogie so that’s a plus. There are various extras you can include in the party package from a private photographer to drink vouchers.

YAMAMORI

Not the first idea you’ll consider when thinking of venues but it’s something different. Choose from two locations (either Izakaya or Sushi) for the perfect place to bring all the office gang. They cater to your every need and even offer day time slots in case it can’t be a late one this year! The food is just incredible. Enjoy an authentic sushi spread or keep it casual with their plentiful platters. Convinced yet? The downstairs basement is the place to let your hair down as the night progresses.

THE ODEON

If you’re a big company, the Odeon caters for groups of up to a thousand people! You can keep it simple with buffet or finger food but they also offer to tailor a menu to suit your needs. From drinks receptions to customised VIP packages, their events team are on-hand to ensure your every need is catered for.

 

To find out more about the Christmas party packages available at these venues head over to their websites.

 

6 tips for a Skype Interview for Medical Roles (Pre-interview)

Skype interview tips

Preparing for your Skype Interview

Moving overseas for work is a big decision and while there are many steps that medical personnel have to take before securing a job, such as registering with Irish medical bodies, doing the IELTS and other exams; things really begin to hit home when you get your first interview. If you are overseas, it’s very likely that your interview will take place over Skype.

Here are 6 tips to help you with your Skype interview:

Check the tech 

Depending on where you are, you may either have a great internet connection or your connection may be choppy. A day prior to your interview, contact one of your friends via Skype and sort any connection or hardware issues you might have. Nothing is worse than receiving a call from a prospective employer to find that your head phones don’t work or your speakers don’t function. Interviewing consultants usually have a fixed amount of time to interview and too many glitches may result in them moving on to the next candidate on the list. Remember that your interview will very likely take place over a video call so you’ll need a stable internet connection.

Clean up your profile

In face-to-face interviews, an interviewers’ first impression of you influences how you are assessed. In the same way, what your interviewer first sees when they add you on Skype will inform their impression of you. Check your profile picture and status to make sure that they convey professionalism.

Stand Out

Look yourself up on Skype. You may have other users with similar names or multiple IDs. To make it easier for the interviewer to find you and to avoid further delays, choose the ID you are going to use and ensure that it is different from the other ones so that you can let the interviewer know which ID you’ll be available on. You can do this by adding an initial to your name or by describing the profile picture on the ID you will be using.

Dress the Part

While the interview is not face-to-face, treat it as one. Dress as you would for a regular interview because interviews tend to be conducted over video calls and the interviewers will be able to see you.

Set the Scene

As interviewers tend to use the video call function, how you present yourself and your environment is important. Find a quiet, well-lit space and ensure that you are not disturbed. Often times interviews are scheduled one after another and can sometimes run into each other or be delayed so make sure that you have access to this place for at least half an hour before and an hour after your scheduled interview time.

Don’t Forget Your Documents

Keep your passport or other identification documents with you as you may be asked to present them. Keeping your CV with you is handy as you can refer to it when talking through your experience.

While many of these tips may seem obvious, we have had occasions where candidates have tried interviewing while commuting, on vacation at the beach and in the corner of a busy ward. Have you interviewed over Skype before? Have you got any advice? Share your tips with us! Tweet us @ThreeQ

 

The Benefits Of Yoga For Nurses

The benefits of yoga for nursesNurses – Put Yourself First For Once And Unwind With Yoga!

Nurses are extremely skilled and are great at taking care of others. However, more often than not, they forget to take care of themselves.

It’s been proven that taking part in yoga consistently, has positive effects on stress relief and emotional health. A study carried out in 2015, found that after completing an 8 week yoga intervention, the participants reported significantly higher levels of self-care and less emotional exhaustion. Before you take care of anyone else, you have to put your own health first!

So for all of those days that you are taking care of everyone around you, don’t forget that you’re allowed to be selfish and take care of #1 first! (That’s you by the way!)

So why not take even 30 minutes a day. Just for you to unwind. Any time, any place that has a flat surface and just breathe.

Here are some of the ways that Yoga can help you do just that!

Here are some of the benefits of Yoga:

  • Increased Flexibility.
  • Stress Relief – Modulates perceived stress and anxiety by slowing down rapid breathing and heart rates, lowering blood pressure and increasing heart rate variability.
  • Increased muscle strength and tone.
  • Improved respiration, energy and vitality.
  • Maintaining a balanced metabolism.
  • Weight reduction.
  • Cardio and circulatory health.
  • Improved athletic performance.
  • Protection from injury.

Regular Yoga practice during stressful weeks can also improve mental clarity and concentration, making nurses more likely to manage their stress and pressure more effectively.

Never done yoga before? Hakuna Matata, my friend because there are so many styles of yoga that you can try as a beginner. Hatha Yoga is often recommended for beginners for the following reasons:

  • It’s gentle,
  • It has a slower pace
  • It encourages people to focus on correct alignment and form, to support their bodies.

The best-known styles of Yoga include Hatha, Bikram, Kundalini and Ashtanga Yoga. It is important to find a class that suits your work and lifestyle and discuss benefits you want with the instructor before signing up.

I don’t have the time or the schedule for Yoga classes every week!

I thought we might run into this problem! Don’t worry you don’t need to go to classes because there are so many great channels on Youtube that you can watch and learn from in your own time and for free! I highly recommend Yoga With Adrienne for a great 30 day yoga challenge!

 

CNMs and DONs – What you should know about the EU GDPR

GDPR for ADONs and CNMs

Are you a Director of Nursing or a Clinical Nurse Manager?

You should know the following about the EU General Data Protection Regulations (GDPR).

There has been a lot of buzz in the HR sector around the new data protection regulations that come into force next year. Last week, I got down to reading up on the GDPR and what struck me was the fact that these changes could potentially affect many of the companies we work with.

What is it and does it affect me?

New data protection regulations are due to come into force in May 2018. These regulations define how organisations use personal data. Personal data is any information that can be used to directly or indirectly identify a person. This includes: names, photographs, email addresses, bank account details, social media posts, medical information and even computer IP addresses.

This also includes medical identifiers such as specific genetic, physical, physiological and mental factors.

Further, health data is held to an even higher protection standard. Therefore, whether you work in a hospice, nursing home or provide day or home-care services, the GDPR will affect you.

The GDPR specifically mentions three health related data sets:

  1.  Data Concerning Health

    This refers to physical and mental health data. This includes information that reveals a person’s health status; such as information about the provision of healthcare services. Case sheets, patients’ records and diagnostic reports all contain health data. If your place of work accesses and stores this kind of information, it’s important to be aware of GDPR and the changes to obtaining, storing and using personal data.

  2. Genetic Data

    This refers to data regarding inherited or acquired characteristics which reveal information about the health or physiology of a person. This particularly deals with data that’s been obtained from the analysis of a biological sample from the person in question.

  3. Biometric Data

    This refers to physical, physiological and behavioural data that’s been obtained through specific technical processing and allows the identification of a person. If part of your security, sign-in or clocking procedures involves fingerprint or iris scanning, this constitutes biometric data.

The processing of these 3 data types is prohibited unless one of the following conditions applies:

  1.  The person whose data you’ve collected must have given explicit consent to the processing.
  2. The processing is necessary for preventive or occupational medicine in order to assess the working capacity of the employee, for medical diagnosis, the provision of health and social care or for the treatment and management of health and social care system and services.
  3. It is necessary for  the public interested in the area of public healthcare.

If you work in a healthcare setting and either:

  • keep patient records.
  • collect and store information regarding patient and service users’ medical history.
  • perform and store medical test results and/or behavioural and physiological assessments.

Then the GDPR is certainly something you should be aware of.

As a CNM or DON you may have access to your staffs’ personnel files and while this may not be health-specific, it may still fall under the GDPR.
At Three Q Perms & Temps, we’re getting GDPR ready. If you would like to find out more, the EU GDPR website has additional resources and Absolute Security Solutions has published a Whitepaper about the EU GDPR in Healthcare.
Have you started preparing for the GDPR? In the coming weeks, I’ll discuss what’s different about the GDPR and what to do to ensure that you’re compliant so if you’re already in the process of changing data-protection policy, let me know how it’s going for you; whether it’s been smooth sailing or difficult to put into place.

Employee Recognition – 6 Ways To Show Appreciation To Your Hard Working Staff.

It doesn’t take much to give recognition to good staff.  Employee Recognition is a huge factor to staff morale and many companies overlook it’s importance.  Remember: to win in the market place, you need to win in the work place. It’s also important for staff retention and good people are great for business. Here are some free valuable ways to recognise good staff.

Employee Recognition

Employee Recognition – 6 Ways To Show Appreciation To Your Hard Working Staff.

Employee recognition doesn’t have to be all about paid bonuses and monetary rewards, sometimes it’s the smaller things that can be more meaningful and make employees feel more appreciated. However it can be hard to think of ways to incorporate recognition into the workplace so here are a few ideas:

  1. Show Appreciation In Team Meetings 

A lot of the time, people overlook verbal praise as a way to show appreciation. Set aside just 20 minutes a week to meet with your team. Talk about their strengths of the week and remind them of how much you appreciate the work that they do for the team.

Everybody loves to hear about the “great job” that they’re doing and to be quite honest, good feedback from a manager can sometimes lead to an employee working even harder because they want to make you happy and continue to be recognised. It’s a very important cycle. If you are happy with their work you and you let them know, they will be happy with you for giving that feedback and they will work hard. The cycle will continue.

  1. Reward Special Achievements 

Show that you recognize someone’s overtime hours by giving them extra free time during the work day. Offer a 2-hour lunch, a late arrival or an early finish. Most of our Three Q Team love an early Friday! It costs you nothing but it goes a long way in communicating your gratitude. It will also push other employees to work hard because everyone will want to be rewarded!

  1. Send a Deserving Employee Snail Mail

Admit it, it makes you feel good when you see a letter in your mailbox (not your e-mail – your actual mailbox) with your name on it (When you know it’s not a bill, that is). So imagine you get that envelope, and you open it to find a letter from your employer, singing your praises. How good would YOU feel? So why not?  Use this in work for employee recognition. It takes absolutely no time to write a short note and it’s all for the cost of a stamp, but it will make a big statement.

  1. Everyone Loves A Meme 

Catch your staff off guard by creating a funny, personalized meme about them and e-mailing it out to everyone. Choose your image and type a funny message that includes the recipient’s name and a congrats for all the great work they have done. This one takes a little creativity but it’s free and it’s funny and it will make your employees happy. So just give it a try!

  1. Motivation Mascot

Provide your team with a mascot! Buy a big, cheap, silly object and make it a symbol for the employee of the week! Every Monday, put it on a different person’s door or desk to show that they are the chosen one. Don’t fear if, at first, your staff acts like it’s cheesy because it is but within a couple of weeks they’ll be anxious to see where it is at the start of every week.

Here at Three Q, we ring a bell when a team member wins big! The individual themselves will ring it and the team usually come running to see and hear what there win is! We love to celebrate our successes as a team!

  1. Reward With A Duvet Day

The joy of sleeping a little longer and working in pyjamas cannot be overstated. So let this be a reward! Choose an employee that has been going above and beyond and reward them! It would be interesting to see just how many of your employees follow suit! You’ll have your whole team on their best behaviour battling for this reward no doubt!

The truth is, it doesn’t really matter what you do to show your appreciation. Rewards and gratitude can take just about any form. As long as you show that you have noticed the hard work within your team. These ideas are not revolutionary, but if you utilize them frequently, they could have a dramatic impact on relationships and productivity.

The Importance of Training Plans for Employee Morale

The importance of training plans for employee morale cannot be over estimated.  Happy employees are motivated employees and this leads straight to your bottom line.  Training plans ensure that employees have a better understanding of what is asked of them and ensures that whatever you see as fit for their role, is known to them. It makes employees much more confident in their role and in turn gives you confidence in your employee’s abilities. Here is a few points to think about when adding training to your company.

the importance of training plans for employee morale

1. Stress training as investment. The reason training is often considered optional at many companies is because it is thought of as an expense rather than an investment. While it’s true that training can be costly up front, it’s a long-term investment in the growth and development of your human resources.

2. Determine your needs. As you probably don’t have unlimited time or funds to execute an employee training program, you should decide early on what the focus of your training program should be.

3. Promote a culture of learning amongst employees. In today’s fast-paced economy, if a business isn’t learning, it’s going to fall behind. A business learns as its people learn. Communicate your expectations that all employees should take the necessary steps to hone their skills and stay on top of their professions or fields of work. Make sure you support those efforts by providing the resources needed to accomplish this goal.

4. Get management on board. Once you have developed a prioritized list of training topics that address key needs within your company, you need to convince management to rally behind the initiative.

5. Start out small. Before rolling out your training program to the masses, rehearse with a small group of users and gather their feedback. This sort of informal benchmarking exposes weaknesses in your training plans and helps you fine-tune the training process.

6. Clarify connections. Some employees may feel that the training they’re receiving isn’t relevant to their job. It’s important to help them understand the connection early on, so they don’t view the training sessions as a waste of valuable time. Employees should see the training as an important addition to their professional portfolios. Award people with completion certificates at the end of the program.

7. Make it ongoing. Don’t limit training solely to new employees. Organized, ongoing training programs will maintain all employees’ skill levels, and continually motivate them to grow and improve professionally.

8. Measure results. Without measurable results, it’s almost impossible to view training as anything but an expense. Decide how you’re going to obtain an acceptable rate of return on your investment. Determine what kind of growth or other measure is a reasonable result of the training you provide. You’ll have an easier time budgeting funds for future training if you can demonstrate concrete results.

Source: www.allbusiness.com/ten-employee-training-tips-1465-1.html

The Importance of Training Plans for Employee Morale

The Importance of Training Plans for Employee Morale

Stress training as investment. The reason training is often considered optional at many companies is because it is thought of as an expense rather than an investment. While it’s true that training can be costly up front, it’s a long-term investment in the growth and development of your human resources.

Determine your needs.

As you probably don’t have unlimited time or funds to execute an employee training program, you should decide early on what the focus of your training program should be.

 

Promote a culture of learning.

In today’s fast-paced economy, if a business isn’t learning, it’s going to fall behind. A business learns as its people learn. Communicate your expectations that all employees should take the necessary steps to hone their skills and stay on top of their professions or fields of work. Make sure you support those efforts by providing the resources needed to accomplish this goal.

 

Get management on board.

Once you have developed a prioritized list of training topics that address key needs within your company, you need to convince management to rally behind the initiative.

 

Start out small.

Before rolling out your training program to the masses, rehearse with a small group of users and gather their feedback. This sort of informal benchmarking exposes weaknesses in your training plans and helps you fine-tune the training process.

 

Clarify connections.

Some employees may feel that the training they’re receiving isn’t relevant to their job. It’s important to help them understand the connection early on, so they don’t view the training sessions as a waste of valuable time. Employees should see the training as an important addition to their professional portfolios. Award people with completion certificates at the end of the program.

 

Make it ongoing.

Don’t limit training solely to new employees. Organized, ongoing training programs will maintain all employees’ skill levels, and continually motivate them to grow and improve professionally.

 

Measure results.

Without measurable results, it’s almost impossible to view training as anything but an expense. Decide how you’re going to obtain an acceptable rate of return on your investment. Determine what kind of growth or other measure is a reasonable result of the training you provide. You’ll have an easier time budgeting funds for future training if you can demonstrate concrete results.

Source: www.allbusiness.com/ten-employee-training-tips-1465-1.html

Tips for Reading a Candidate by their Body Language

The next time you are conducting a job interview, be sure to pay attention to the job candidate’s body language.  Their non verbal cues could make or break the deal.  Here are some tips for reading a candidate by their body language.

tips on reading a candidate by their body lanuage

Before the interview

An excellent way to get a snapshot of people’s true inner feelings and attitudes is to observe their “resting face,” the expression worn when they’re not interacting with anyone. A negative resting face, among other things, makes someone less approachable to others.

Come in to my office
An applicant walking in tall and taking fairly brisk strides, shows some confidence and enthusiasm. Candidates dragging or shuffling their feet or taking short choppy strides are less assured.

The handshake
When someone offers you a firm, palm-to-palm handshake accompanied by direct eye contact and a pleasant smile, this shows the person to be confident, interested and sincere. An affable smile sets the stage for a congenial interaction, sends a positive message and adds some warmth to what can feel like a cold process.

Have a Seat
Confidence; interest and alertness are projected when prospective employees sit tall in their chair. Someone who leans slightly forward while you’re speaking is usually engaged in what you are saying. Slouching in a chair can be a sign of indifference. If someone is perched on the edge of the chair, that person is probably nervous or overly eager. Leaning or tipping back in a chair, especially with hands clasped behind the head, is a gesture of arrogance and disdain.

Eye Contact
A desirable job prospect maintains good eye contact. When someone fails to look you in the eye, it can mean that individual is nervous, introverted, disinterested or even dishonest. On the other hand, if someone’s gaze turns into a stare, it may signify aggression or fear. Applicants who stare blankly are showing disinterest in actively participating in the interview process.

Hands, Arms, Feet and Legs
Job prospects who place their hands calmly on their lap are confident and relaxed. When an applicant articulates with open hands and palms visible, this is an indication of sincerity, openness and warmth. Crossed arms send a negative vibe and show the person to be closed off, defensive or in disagreement with what you are saying. Crossed arms and legs together may convey a very reserved and suspicious nature. If someone rests an ankle on the other knee, this reflects an arrogant or overly casual attitude.

It ain’t over till the applicant exits
You can tell a lot about a job candidate’s genuine self by observing that person in closing. When they get up out of the chair, and walk to the exit, are they still confident and comfortable? Or are they hesitant and slumped?

During the job interview process, never underestimate the value of nonverbal communication. Being able to read body language can be significantly instrumental in finding the right candidate for a particular job.

Source: www.businessknowhow.com/manage/body-language.htm

Be sure to read our tips on identifying a positive working environment and how to identify a hostile work environment too.

Recruitment Advice: Ensure you Complete a Thorough Background Check

The best piece of recruitment advice we can give you may seem obvious, but the amount of times we have to deal with distraught employers, who could have saved themselves a lot of disappointment by performing a thorough background check.

recruitment advice do a thorough background check

  1. Take the reference checking process seriously

It’s frightening to think of the number of people who will actually bring someone into their organisation relying on the feedback gained from a 2-minute phone conversation. Perhaps trusting a 2-line email; or maybe without even carrying out any reference checks at all. They’re usually badly burnt after 3 – 6 months of the new employee being in the job.

2. Conduct at least 2 verbal reference checks

There are candidates out there who look great on paper but who perform poorly during interview. But there are also candidates who perform very well during interview but once they are on the job it’s a different story altogether. That is why you need to get an idea of how they performed in an actual job from a previous employer. Before you bring anybody new into your team you should really carry out two verbal reference checks. It’s the perfect way for you to understand how they really perform on the job.

3. Plan your questions carefully

When you are speaking to a candidate’s former supervisor. You need to think back to the core skills as well as the core competencies and key success measures that you had created for the job. If during your interview you asked the candidate questions around communication, decision-making and time management, you should then ask the referee exactly the same questions. The questions you ask should prompt the candidate’s former supervisor to talk about the candidate’s actual past experiences and behaviour .

 4. You’re allowed to ask one hypothetical question

One question you might also want to consider asking at the very end of every conversation with a referee is something along the lines of “So would you ever re-employ [insert name here]?”. This should be the only hypothetical question in the entire discussion. But the answer to this question can speak volumes.

5. Take detailed notes

It’s always a relief when you hear positive feedback about the candidate you are so desperate to hire. In fact you may have even already made them an offer (I’ll leave tips around making an offer subject to references for another time). But it’s still important to take notes during your calls with past employers. You never know when you might need to refer back to some of the comments further down the track (e.g., during performance reviews).

6. Beware of fake referees

You wouldn’t believe how many so-called professional candidates out there will provide fake referees. When someone is desperate to get a new job, they’ll resort to anything. Make sure you’re really talking to a previous employer. Do your due diligence. If a candidate gives you the details of a past boss, check them out on LinkedIn, and ideally call them on a land line at the organisation. Better still, after you’ve spoken to them, connect with them on LinkedIn and thank them for taking the time to speak to you. You’ll quickly find out if you actually spoke with an ‘imposter’.

Source: recruitloop.com/blog/7-ways-to-really-conduct-a-reference-check/

Here’s what our clients have to say about us: www.3qrecruitment.ie/client-testimonials/

Don’t forget to check out our tips on creating a positive working environment and how to recognise a hostile environment.