It’s generally a good idea to consider all alternatives before making important decisions. And deciding where to start your career after college is, for many of you reading this, the most pressing first step in what I hope will be a long, productive and happy working life.
Career choice is partly about looking at your own needs, values and skills and matching these with careers and employers that meet your demands, develop your employability and make you happy (and them too of course). But it’s also about understanding what’s available to someone like you, with your educational qualifications, practical experience and life-skills. And that’s everything that’s available. Everything, everywhere.
While it’s statistically fairly likely that you will start your career in Ireland, there is the rest of Europe to consider (and the rest of the world – although that’s not quite so easy, what with complicated legal and visa stuff and all). I’m going to talk today about the UK because a) it’s only over the water, b) it’s a well-trod path and c) UK employers are very happy to consider Irish graduates alongside those from UK universities. You also don’t need a work permit of course.
The UK job market is huge but there are many more UK graduates chasing jobs so it’s as competitive as you would expect, especially in an improving, but still challenging, jobs market. But it is a level playing field where you, as an Irish national, will be considered fairly alongside all the other applicants. It’s also an international job market, especially in London, where many global recruiters have their bases. Naturally, they want to build international teams at work and so there is an expectation that they will take on many other European nationals. So the first task is to see which organisations are looking for graduates to start next summer. The best place to start is http://targetjobs.co.uk/ where you can search for employers and jobs in well over 20 different sectors of work. There’s also advice on applications and interviews.
But what makes TARGETjobs special is the Employer Hub section, where there are unique insights into getting hired with leading recruiters.
See AstraZeneca’s entry as an example: http://targetjobs.co.uk/employer-hubs/astrazeneca
Our independent editors have researched over a hundred employers and interviewed their recruitment departments to create a body of knowledge that you won’t find elsewhere. This is not ‘employer hype’ nor is it a repeat of what you’ll find in a recruitment brochure or website. This is objective advice written by sector experts to do one simple thing: give you an edge when it comes to getting hired. So read it carefully before applying for jobs!
There are a couple of practical issues to consider when applying for a graduate job in the UK. You will have to make yourself available for interview in the UK as the employer might not be visiting your campus. They generally pay expenses, at least for the final selection centre. Also you will need to explain clearly why this is a positive career choice for you, in other words the specific reasons why you want to start your career in the UK. It should never come across as a second choice, or because the Irish market is too competitive. They will want to know all about your special skills and experience (of course) but they will also want to be sure that you are sure about it all.
Irish graduates can be found all round the world, adding value to employers of all types. It might not be right for you to begin your career outside Ireland but it never does any harm to consider the alternatives.
An increasingly common contract for students and job-seeking graduates, the zero hour contract may seem stacked in favour of the employer, but you have more rights than you may think and it’s important that you’re aware of them.
In August this year, the Irish Independent published the experiences of two Irish college graduates working in a global fast food outlet, on what is known as a ‘zero hour’ contract. Both employees said that this method of working, which requires employees to be available for work but are not given guaranteed hours of work, means that the so-called flexibility works vastly in the favour of the employer, with cutbacks in hours allegedly used as a form of punishment. While the current economic climate means that employers often have to change the practicalities of how they work, the increasing prevalence of systems like this mean that a worker, who may need to have employment so they can pay their living expenses while studying, is at the mercy of a contract which guarantees no hours, has no sick pay and limited holiday pay. In the UK it is estimated that as many as one million employees are working on zero hour contracts, many of them college graduates, or students.
But, those subject to zero hour contracts in Ireland have far more backup legally when it comes to what the employer is liable for, should the company be unable to provide the contracted hours. In the UK an employer can ask an employee to make themselves available for work for a determined number of hours but there is no issue from the employer’s point of view if they cannot then provide that number of hours. It is somewhat different in Ireland. The principle remains the same; that an employer can ask the employee to be available for a set number of hours, but if the employer cannot provide those hours, they are required to pay the employee at least 25 per cent of the contracted hours, or else for 15 hours, whichever is the lesser amount.
This requirement is legislated for in Section 18 of the Organisation of Working Time Act, 1997.
It’s very important you know what contact you’re working under. The above applies to the zero hours contract, but not to another common practice; the Casual Hours contract. Under this arrangement, hours vary each week according to the needs of the particular business but when no work is available, the employee is effectively laid off on a temporary basis.
gradireland talks to Ryan Smith, the founder of Qualtrics, one of the world’s fastest growing technology companies, about his company opening their European headquarters in Dublin. Ryan also talks about the importance of ‘trajectory’, the significance of ‘betting on yourself’ and the difference between ‘confidence’ and ‘competence’.
“Tomorrow is a big day for me,” says Qualtrics CEO and founder Ryan Smith, on the eve of the official opening of the company’s new office, off Leeson Street in Dublin. “It’s also a huge day for Qualtrics. This is our first international operation and we’re super excited about this,” says the obviously enthused 34 year old.
The following day (27th September), with An Taoiseach Enda Kenny and Minister for Jobs, Enterprise and Innovation, Richard Bruton in attendance, Qualtrics officially opened its European Headquarters. With 50 jobs imminent and another 100 in the pipeline, Qualtrics wants to move fast to grow its presence in Europe. Having literally built the business from the basement of his father’s house, Ryan is in the mood to seize the rapid growth of his company and roll it out across Europe and further afield. “We’ve nailed it,” he says of his global leading online research platform, “now it’s time to scale it.”
Qualtrics’ spacious, relaxed new premises has space for 50 immediate hires and as Dermot Costello, who spearheads the Irish operation, explains; they’re looking to recruit aggressively for the right sort of people. “We’re looking for graduates and jobseekers with motivation, ambition and a desire to learn. We’re looking to expand considerably as the opportunities are there.” As a company, Qualtrics experienced triple digit growth in 2012 and has more than doubled its workforce in the past year.
When gradireland visits Qualtrics, Ryan Smith and fellow founder Stuart Orgill are relaxed as they talk about using Ireland as a European springboard for the further expansion of the Qualtrics platform. “Listen, Dublin is easy. Coming to Ireland is easy. Honestly, New York sometimes feels more foreign,” says Ryan. “It took us three weeks to move from initial discussions about making a move to Ireland to actually deciding to make that move. It’s a business friendly environment. People might ask me about the level of tax which Qualtrics will pay in Ireland. To that I say, I don’t have a tax-problem, I have a people problem and I know I can find the people in Ireland to help solve that problem and continue to expand the business.”
What is Qualtrics?
Qualtrics started in Provo, Utah as the brainchild of Scott Smith, Ryan’s father, a college professor who developed the idea of a system which would make it easier for academics to conduct research themselves. Along with Ryan, and later with Ryan’s brother Jared, they began to develop the product initially with the sole target of recruiting 250 Business Schools throughout the US. “That was the number we aimed for, and it was hard work to get it. But we weren’t attracting the interest from the corporate world in the early days so we focused on the academic world.” The genesis of Qualtrics was slow, but Ryan was determined to keep the business growing only at the rate at which it could pay for itself, ‘bootstrapping’ as it’s known. “You have to eat what you kill, earn your money, use it to develop your business and the people that can help you grow your business.” One of the people instrumental in the continued growth of the company was Stuart Orgill, a college friend of Ryan’s, who eschewed a $60,000 a year job to take a plunge with Qualtrics, for $8,000 a year. “I made the move because I felt that I could be looking my whole life for an opportunity as good as this one and I wanted to be in on it from the start, to be a founder of something,” Stuart tells gradireland. “Stuart bet on himself,” says Ryan, “he saw what this could be and he went for it.” The self-sufficiency which Qualtrics built itself with in those early days, as the product slowly, sometimes tortuously, acquired customers, is something which both Ryan and Scott feel equipped them with skills which they may not otherwise have known they had.
“We never sat there thinking about what we could do if we had this and we had that, we did what we could with what we had. We found these gears which we never knew we had. It was an experience that I wouldn’t trade for anything,” adds Ryan.
By 2006, Qualtrics had established itself on a firm footing and had moved out of the basement, growing steadily over the following years, for instance landing 1000 new customers between 2009-2010. “That was when our business really began to grow, because we had put the platform in place for it to click. We had nailed it.” With the success and growth of Qualtrics, which has shown high double digit or triple digit growth year on year, there was huge interest from investors but it was only last year that Qualtrics announced their first investment deal, with Accel Partners and Sequoia, for a massive $70 million.
With over 5,000 organisations signed up, in addition to 96 of America’s top 100 Business Schools, the future for Qualtrics is secure. But simple security and stability is never something that Ryan Smith would seem to be happy with. He is hungry for pushing Qualtrics further, reaching out across to world to those who need to research their audiences or customers. Because that’s what Qualtrics does. “Research is often thought of as an academic exercise. But research is essentially the gathering of insights. So who needs insights? Everybody needs insights. The most important data is the data that you don’t have, so what we’re finding is that there are insight seekers everywhere, in any company. Qualtrics is not just for researchers, it’s for anyone who needs insights. We’ve noticed the demand for our services grow throughout the downturn because companies needed to start caring what their customers think. Ultimately Qualtrics helps companies be right, data is at the centre of everything and it’s affordable. It’s getting easier too, mobile and social media have made reaching out to audiences and customers so much more straightforward,” he says. Qualtrics has also just announced the launch of an employee assessment tool, Qualtrics 360.
Qualtrics & people
For graduates looking at the Qualtrics story, Ryan has words of encouragement. “I was that graduate, looking for my opportunity, trying to find out what it was I wanted to do. Graduates are the lifeblood of Qualtrics. One of the things that we create within Qualtrics is an experience for graduates that is entrepreneurial. Some companies, actually a lot of companies, don’t provide that experience. It’s important for entrepreneurs to be with a company with a high trajectory, that’s going places fast and in which you will be given the opportunity learn at a pace well beyond your years. We give graduates those opportunities. Like with Stuart, we want people to feel that they can go and create new ideas, new products within Qualtrics and really take ownership of them.”
So what can graduate employees expect at Qualtrics? “Opportunities,” says Stuart Orgill. “Look at this space here and the leaders we’re going to need to grow the business in Europe. With technology companies, you can ride a wave and when there is rapid growth like we’re experiencing you can really grow with the company.” And what’s the most important thing to have on your CV? “Trajectory,” Stuart adds. “That you’re growing and you’re moving forward. That your best years are in front of you and not behind you. We’re not hiring people to come in here to do the job they’re hired for; we’re looking for them to scale up.”
Qualtrics employs a system of ‘radical transparency’; a ‘glass ceiling’ and ‘glass bottom’ methodology of total accountability and transparency which Ryan Smith says helps people do their jobs better, because it provides them with all the information. There are no job titles in Qualtrics apart from CEO. Ryan explains: “When you came in here today, you saw us finishing our weekly company ‘all hands’ meeting. We changed this to Thursday instead of Friday so the Dublin office could plug into it with me and Stuart here. This meeting allows everyone in the company to explain what’s happening in their area and what they’re doing, and we do it all in 30 minutes. Everyone needs to have all the information in order to work better, if they don’t have that then how good can they really be? We’re hiring people for their brains and what they can do for us. If they have all the information on what’s going on within the organisation, then they can focus externally on the problems we face. What we’re trying to do is create a meritocracy, people who are good working with other people who are good,” he explains.
He also highlights difference between people who are ‘confident’ and those who are ‘competent.’ The founders of Qualtrics say it’s easy to find the ‘confident’ people, but what about the ‘competent’ ones who excel at getting things done? “We’re looking for competence, those ‘silent assassins’ who excel at getting things done, who can hold the whole organisation together. It’s easier to find those people with transparency. These people are brilliant at what they do and they just need an opportunity. We want to reward on the basis of what people are getting done. So at Qualtrics, people don’t feel left behind once they can perform.”
Smith was named as one of Forbes Magazine’s top CEO’s under 35 last year, Qualtrics most named one of ‘America’s Most Promising Companies’, but he’s showing no signs of slowing down. “We’ve had our frustrations, plenty of them. Sitting in that basement, no money, no clients, wanting to grow but not being able to. I can stand here and open the office and people can say how Qualtrics just ‘exploded’ and grew. Well it didn’t happen that way. We worked damn hard. The evolution of Qualtrics has to change for the better with every single hire. Every move we make needs to be better. We’re just getting started. I want to create so much more with Qualtrics. We’re going full speed now, pedal to the metal.”