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graduate salarysurvey 2007

gradireland – brought to you by the Association of Graduate Careers Services in Ireland and

Based on research from 200+graduate recruiters

Graduate starting salaries byregion and sector

Annual vacancies by regionand sector

Qualities employers look for

Benchmark your graduate offering

The official survey of graduate starting salaries in Ireland and Northern Ireland

graduate salary survey 2007 | 1

Contents

Foreword ....................................................................................1

Executive summary..................................................................3

Introduction ..............................................................................5

What employers offer ............................................................9

What employers want............................................................12

Sector and regional variations..............................................15

Results by sector ....................................................................16

Results by region ....................................................................21

Conclusion ..............................................................................24

Foreword

The Association of Graduate Careers Services in Ireland is

very proud to be linked with the publication of the

gradireland graduate salary survey. Careers advisers are

often faced with questions from final year students and

postgraduates about reward levels in particular sectors, the

salary differences between SMEs and large multinationals

and the value of postgraduate study. This survey, the first of

its kind on the island of Ireland, will go a long way towards

answering those questions with hard data from the

marketplace.

However, this report is more than just a commentary on

graduate salaries and benefits. There is also important

information on selection criteria, application methods and

equal opportunity issues. It highlights the growing

importance of online applications and the strategic role

that work experience is beginning to play in the graduate

recruitment process. Crucially, in identifying key

competences sought by recruiters – communication, team-

working, problem solving and leadership – it emphasises

the work of careers advisers at the institutes of technology

and the universities as they encourage students to develop

and articulate generic skills.

Organisations, whether experienced graduate

recruiters or those new to the market, will also find this

report very helpful. In an increasingly competitive market

for graduates, up-to-date information on reward patterns

is critical.

Many individuals have made key contributions to the

conduct of the survey and the preparation of this report

and, in particular, we would like to express our thanks to

our partners, GTI Ireland, for all of their work in respect of

this publication.

Muireann Ni Dhuigneáin

Seán Gannon

Joint Chairs

the Association of Graduate Careers Services in Ireland

April 2007

Research James Walmsley

Writer Louise Simpson

Editor Penny Kiley

Design & productionMaya Little

Proofreader Abigail Lewis

Circulation Rachel Cox, Emma Crawley, Patty Shufflebotham

Marketing Rachel Cox, Zita Balogh

Publishers Chris Phillips, Adrian Wood

GTI Ireland, 9–11 Upper Baggot Street, Dublin 4, Ireland

T +353 (0)1 660 3422

F +353 (0)1 660 6623

[email protected]

www.groupgti.com

Printer Headley Brothers, Ashford, Kent, UK

© May 2007 The Association of Graduate Careers Services in Ireland and GTI

Specialist Publishers Ltd (Ireland). All rights reserved. No part of this publication

may be reproduced by any means including, but not limited to, photocopying or

stored in a retrieval system in any form without prior written consent of the

Association of Graduate Careers Services in Ireland. This is subject to the single

exception of photocopying by the Association of Graduate Career Services in

Ireland member institutions. All items so used should be fully acknowledged.

Whilst every care has been taken in the compilation of this publication, the

author and publishers cannot accept responsibility for any inaccuracies, or for

consequential loss arising from such inaccuracies, or for any other loss, direct or

consequential, arising in connection with information in this publication.

Executive summary

2 | graduate salary survey 2007

EXECUTIVE SUMMARY

About the gradireland graduate salary surveyThe gradireland graduate salary survey is based on research conducted by GTI

Ireland with 208 graduate employers in the Republic of Ireland and Northern

Ireland between January and March 2007.

The survey is designed to provide employers and careers advisers with an up-

to-the-minute picture of the graduate market in Ireland, including:

• Starting salaries by region and sector for 2006/07

• Graduate intake by region and sector for 2006/07

• Projections of graduate intake for 2007/08

• Assessment of benefits packages

• Application and screening procedures

• Assessment of equal opportunities.

This information is key to Irish companies when considering HR strategy,

payroll structure, budgets and their position in the market.

The gradireland graduate salary survey has been designed as an important

tool to analyse the development of the graduate recruitment sector year-on-

year, tracking trends and developments across industry sectors and regions. It is

also intended to provide employers and careers advisers with a clear and up-to-

date picture of the graduate market in Ireland for the current year, as well as

projections for the year ahead.

What employers offer:• Most graduate recruiters in Ireland recruit less than ten graduates per year.

• 70 per cent of companies expect an increase in the number of graduates they

are going to recruit next year.

• The median graduate starting salary in Ireland is between €24,000–€25,999.

• Having a postgraduate qualification makes a difference to salary in 20 per

cent of companies.

• 67 per cent of the 208 Irish employers offer graduates a pension scheme with

company contributions and 46 per cent offer private health care. Following UK

trends ‘golden hellos’ are creeping into the market, with 5 per cent of

companies offering these.

• The average graduate is given 22 days of paid holiday in their first year of working.

• 66 per cent of Irish companies offer work experience, 95 per cent of which is paid.

What employers want• Among the selection criteria sought by recruiters, the most popular is that

students demonstrate certain competences, eg communication skills, team

working (43 per cent of respondents). Academic achievement comes a close

second, with 37 per cent of the 208 employers expecting graduates to have

achieved a 2:1 or better.

• 28 per cent of employers will now only accept online applications, and more

employers prefer to receive CVs by e-mail than by post.


EXECUTIVE SUMMARY

• 60 per cent of Irish employers feel that they do not recruit enough disabled

graduates, 37 per cent feel they do not recruit enough mature graduates,

while 30 per cent feel they do not employ enough women into graduate roles.

Sector and regional variationsThe gradireland graduate salary survey assesses graduate salaries not by degree

but by business function and, because many companies now offer opportunities

across Ireland, it also assesses salaries at different locations.

The breakdown of the sectors was taken from the official categorisation used

by the Association of Graduate Careers Services in Ireland on the gradireland.comwebsite. Locations were broken down by province, with Belfast and Dublin

assessed separately.

Results by sector• The highest-paid graduates are in engineering, with a median starting salary

of between €28,000–€29,999.

• The greatest range of salaries is in finance, financial services and accountancy:

25% pay the median, 45% pay more, 30% pay less.

• 42% of graduates going into retailing, sales or customer service will have a

basic salary less than the median.

• The finance and financial services sector predicts the biggest increase in the

number of graduates recruited in the coming year.

Results by regionOverall, graduate intake is set to increase in Ireland over the coming year.

However, this growth will be far greater in the Republic of Ireland than in

Northern Ireland.

Only Dublin and Munster had companies offering starting salaries in excess of

€51,000, while all regions had companies offering salaries of less than €20,000.

Student salary expectationsDuring the same period GTI Ireland were conducting the gradireland graduate

salary survey with employers, we were also conducting Ireland’s 100 leading

graduate employers survey with students to discover who are Ireland and

Northern Ireland’s most popular graduate recruiters. The results illustrate a €4,000

salary expectation gap between students and graduate recruiters.

• Over 60% of students surveyed stated salary was a major factor in their choice

of company

• The median salary expected by final year students is between

€28,000–€29,999.

• Over 25% of final year students surveyed expect to earn between

€30,000–€35,000 in their first job

• And an optimistic 3% expect to earn over €45,000!

based on


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INTRODUCTION

Introduction

The gradireland graduate salary surveyWelcome to the gradireland graduate salary survey, the first official survey of

graduate starting salaries in the Republic of Ireland and Northern Ireland. This

research is based on a study of 208 companies that was carried out by Ireland’s

leading graduate careers publisher GTI Ireland and the Association of Graduate

Career Services in Ireland, joint publishers of the gradireland product range.

The gradireland graduate salary survey gives a real insight into the current

state of the graduate recruitment market and provides the first ever opportunity

for Irish companies to benchmark themselves against their peers. As

competition for the best graduates becomes increasingly fierce, this information

becomes key to maintaining their position in this market.

TrendsCurrent trends indicate the number of vacancies in some sectors has already

outstripped the number of graduates leaving university. Companies are currently

recruiting graduates with lower skill requirements than previously accepted, or

are looking overseas for graduates.

This is also borne out by the latest research from the Expert Group on Future

Skills Needs. Their National Skills Strategy, launched in March 2007, showed that

the Irish education system is producing too few graduates to meet projected

demand. With about 32,500 third-level graduates annually who are potentially

available to enter the labour force, there is likely to be a shortage of around 4,700

graduates per year. However, the strategy also showed that Ireland’s development

as a knowledge economy depends on growing a highly skilled work force. The

report recommended that by 2020, 93 per cent of the Irish labour force would

need to have qualifications at or above leaving certificate level, and that 48 per

cent should have a third- or fourth-level qualification. This suggests that over the

next 12 years, as more students progress from school to university, a higher

proportion of our work force will need to be recruited from graduate level.

From our experience of working with graduate recruiters, it has become clear

that the graduate recruitment market in Ireland has developed hugely over the

last five years. The number of vacancies posted on gradireland.com, the official

graduate careers website for Ireland and Northern Ireland, has doubled each year

as the number of companies recruiting graduates increases. Universities across

Ireland and Northern Ireland have seen larger numbers attending their careers

fairs. Companies from all sectors have shown increases in the numbers of

graduates they require, some doubling their numbers year on year. This increase in

demand puts pressure on recruiters competing for a limited talent pool.

As the graduate market in Ireland continues to grow, employers place great

emphasis on both the quantity and quality of graduate applicants to their companies.

Recruiters are continuously striving to develop new ways to raise their profile and

attract the highest calibre of students and graduates for their organisation.

This all points to a need to analyse what employers offer and what they need

within the graduate market. This information is key to Irish companies when

‘This increase in demandputs pressure on recruiterscompeting for a limitedtalent pool.’


INTRODUCTION

considering HR strategy, payroll structure, budgets and their position in the

market. The gradireland graduate salary survey has been designed as an

important tool to analyse the development of the graduate recruitment sector

year on year, tracking trends and developments across industry sectors and

regions. It is also intended to provide employers and careers advisers with a clear

and up-to-date picture of the graduate produce in Ireland for the current year, as

well as projections for the year ahead.

MethodologyDevelopment of the first gradireland graduate salary survey began in June 2006,

following requests from employers for further information about graduate

starting salaries and market trends. The survey was developed with leading

employers and careers advisers to develop a questionnaire that would produce

relevant and useful information.

The survey contained twelve key questions relating to graduate starting

salaries, graduate intake, benefits packages, application and screening

procedures, and equal opportunities. The questionnaire was structured to allow

the data to be filtered by both sector and region and allowed companies who

recruit graduates into different sectors within their business or to different

locations to include details specific to those sectors or regions.

The research was carried out by GTI Ireland between January and March

2007. This survey was hosted on the official graduate careers website

gradireland.com and accessed via gradireland.com/salarysurvey.Over 1,800 companies were contacted via the registered member companies

on gradireland.com. To ensure an even spread of information on all sectors and

regions, additional companies were contacted directly by GTI Ireland staff. The

survey was completely confidential, allowing companies to answer the

questions openly, thus increasing the accuracy of the survey. The majority of

respondents were employers who recruit graduates regularly, though not

necessarily exclusively, in the Republic of Ireland and/or Northern Ireland.

Graduate recruitment is not limited to large multinationals: many graduates

join small-to-medium-sized companies. Neither is recruitment limited to Dublin

and Belfast, as many multinationals have set up bases around the country.

Therefore it was considered important to ensure the survey was completed by a

broad range of companies from SMEs to multinationals and from across the

whole of Ireland and Northern Ireland.

The profile of the 208 companies that fully completed the survey can be

broken down in terms of their size, location, and main business activity as

shown in Figures 1–3. Many of the respondents recruit graduates from across

different regions and into different business sectors. Respondents listed their

main business activities as shown in Figure 3. However, many went on to select

multiple job functions available to graduates when completing later sections of

the survey.

‘Graduate recruitment isnot limited to largemultinationals:manygraduates join small-to-medium-sized companies.’


INTRODUCTION

Figure 1: Size of company1–49 41%

50–249, 23%

250–999 16%

1,000–2,499 11%

2,500–4,999 3.5%

5,000–19,999 4%

20,000+ 1.5%

Figure 2: Location of companyDublin 48%

Rest of Leinster 9%

Belfast 10%

Rest of Ulster 4%

Munster 20%

Connaught 9%

Figure 3:Main business activityFinance and Financial Services 21%

Information Technology 18%

Engineering and Manufacturing 15%

Other 11%

Human Resources, Recruitment and

Training 6%

Advertising, Marketing, PR, Media

and Publishing 5%

Building and Planning 3.5%

Hospitality, Sport, Leisure and

Tourism 3.5%

Retailing, Sales and Customer

Service 3.5%

Business, Management,

Administration 3%

Medical and Health Care 3%

Transport and Logistics 3%

Agriculture, Aquaculture,

Horticulture and Food Science 1%

Education 1%

Science and Mathematics 1%

Law, Legal Services, Law

Enforcement and Patents 0.5%

Library and Information Services 0.5%

Social, Community and Youth 0.5%

Employers were asked:• What is your main business

activity?• What types of jobs do you offer

graduates?

Employers were asked:• In total, how many people are

employed by your organisationin Ireland, north and south?

Employers were asked:• Where is your company located?


INTRODUCTION

Accenture

AIB

An Post

Analog Devices

AOL

Arnotts

Artwork Systems

ARUP Group

Asidua

ASI-Revenue

Aston WealthManagement

AtlanticHomecare

A-Wear

AWN Consulting

Bank of Ireland

BDO SimpsonXavier

Bioclin ResearchLaboratories

BMO FinancialGroup

BMW

BT

Bysis

C3 Projects

Cameron Willis

Canada Life

Coca Cola

Institute ofCertified PublicAccountants inIreland (CPAIreland)

Chris Mee SafetyEngineering

Citco

Citigroup

Coastway

CPL

Custom HouseGroup

Data Conversion

Datalex

Dawn Meats

Deloitte

Delta Index

Dublin AirportAuthority

Dublin Tourism

Earthtech

Eircom

Element Six

Enterprise Rent-a-Car

Ericsson

Ernst & Young

Executive Edge

FinancialEngineering

First Data

Fitzgerald Group

FlemmingMedical

Geneva Trading

Grand CanalHotel

Grant Thornton

Guidant

HamiltonOsborne King

HaysRecruitment

Hewlett-Packard

Holmes O’MallySexton Solicitors

Hostelworld.com

IAPF

IAWS Group

IBM

IFM-Electronic

IIB Bank

InformationMosaic

Institute ofBankers

Intel

Intelliden

Interactive Data

Invesco

Investors Trust

IOL

Ipsos-Mori

Irish Broadband

Irish Cement

Irish Dairy Board

Irish League ofCredit Unions

Irish Life &Permanent

Jacobs

John A Wood

John PaulConstruction

Kentz

Kerry Group

Lagan

Latens

LeadersEnterprises

Manowave

Marks & Spencer

MBM Surveyors

Mckinsey

MCS

Medtronic

MEI Relsa Ireland

Mellon

Microsoft

Mobile Aware

Mobile TravelTechnologies

Moy Park

Murex

Musgrave

NISoft

Northern Foods

Northern IrelandElectricity

O’Neill FoleyCharteredAccountants

O2

Orbiscom

ProjectManagementGroup

Promech

Rabobank

Realex Payments

Reminiscence

Rodarim

RSM RobsonRhodes

SAP Research

Schuff

SHRC

SIAC

Silver Birch Hotel

SMC Pneumatics

Smurfit

SPSS

State Street

Taxback.com

Teagasc

Tesco

The House Hotel

The ValuationOffice

Threefold

Ubiqus

UBS

Ulster Bank

UPS

Vigitech

VTR

Watson Wyatt

Wyeth Medica

A further 71organisationsfully completedthe survey butrequestedanonymity.

Companies surveyedAlthough the survey was entirely confidential, respondents were encouraged to give their company contact details

separate from their responses. There was no way of matching survey answers to contact details. Of the 208 employers

that completed the survey, the following 137 gave their company name:


WHAT EMPLOYERS OFFER

What employers offer

We looked at what employers across all sectors offer to graduate recruits. This

section looks at:

• Average graduate intake in 2006 and the intake predicted for 2007

• Average graduate salary

• Benefits packages

• Work experience.

Companies may offer graduate opportunities in several different sectors, and

organisations based across several regions may offer different packages

depending on location. In order to gain an accurate picture of what companies

offer across region and sector the survey asked employers multiple questions.

For each vacancy type a company recruits into, they were asked the average

salary for that type of job, the number of vacancies they filled in 2006, and the

number of vacancies they expected to have available in 2007. By combining this

information we were able to analyse both the average graduate salary and the

fluctuation in the demand for graduates. See pages 15–23 for variations within

each region and sector.

As the recruitment market tightens, companies are increasingly looking at

what they can offer students in addition to increased salaries. Benefits packages

are therefore becoming an important part of a company’s attraction package

and are important to consider alongside salaries. In some cases golden

handshakes, pension or health care contributions can effectively add a

considerable amount to a graduate’s income. Therefore the salary survey asked

employers to complete a section on the benefits they provide to graduates (see

Figure 6).

Work experience opportunities are also growing, as companies use work

experience to source talent at an earlier stage, with the aim of attracting

students back to their organisations after graduation. From our discussions with

recruiters we have learned that some companies hope that in the future 100 per

cent of their graduate hire will come from their work experience students,

effectively taking those students from the market at a much earlier stage. This

means that work experience is now of huge strategic importance when looking

at the graduate recruitment market (see Figure 7.)

Graduate intakeA common misconception is that companies have to recruit a large number of

graduates before they can run a ‘graduate programme’, but this is not the case.

From the 208 companies surveyed, the average graduate intake in 2006 was

between 1–9. This is backed up by the fact that the majority of companies

featuring in the gradireland directory also recruit fewer than ten graduates.

However, filling this number of vacancies in Ireland can be as challenging as

recruiting a large numbers of graduates because of the population size of the

country and the proportionately small size of the talent pool.

Our results show that intakes are growing. In 2007 the graduate market in

Ireland seems likely to remain as buoyant as ever. Of the 208 companies

Employers were asked:• How many vacancies did you fill

in this area in 2006?• How many vacancies do you

expect to recruit in this area in2007?

See pages 16–20 for a breakdownof responses by sector.



surveyed, 70 per cent expected an increase in their graduate intake, 26 per cent

planned to recruit the same number as last year, and only 4 per cent anticipated

a decrease.

Average starting salariesGraduate starting salaries remain as variable as ever. Some new graduates will

earn less than €20,000 in their first year, while others can make in excess of

€51,000 before bonuses. These disparities can be seen across regions and sectors

(see pages 16–23).

By combining salaries for all job types and regions, a median starting salary

was found. The median is the middle of a distribution and has been chosen

because it is less sensitive to particularly high or low salary variations than the

mean. The median starting salary for a graduate in 2006/07 is €24,000–€25,999.

The influence of postgraduate qualifications on salaryA common perception among students is that completing a postgraduate course

will automatically increase their earning potential. A student survey completed

on gradireland.com in 2004 showed that the main reasons for considering

postgraduate study were ‘to get a better job’ and ‘to increase my earning power.’

Students considering postgraduate study expected the qualification to make a

real difference to their immediate earning power and a third of respondents

believed that they would earn more than €5,000 extra when they started work.

However, the findings in the gradireland graduate salary survey suggest that

while postgraduate qualifications can result in a higher salary this is not

necessarily the case. Over a third of recruiters do not provide any differential. The

remainder was split almost equally between recruiters who did not offer a

differential or those who stated that it would depend on the particular

candidate. Of those who do offer a higher salary, this was generally over ten per

cent greater than that for a standard graduate.

It is important to note that there are certain roles, for example in engineering

and science, where a postgraduate qualification is a specific requirement. In

these cases, completion of a PhD or Masters course will have a bearing on pay

scales. This survey does not take degree sector into consideration. This will be

broken down in future surveys.

Employers were asked:• What is the average starting

salary in this job for a typicalfirst degree graduate?

See pages 16–20 for a breakdownof responses by sector.

Employers were asked:• Do you provide a different

salary to PhD or Mastersgraduates? The responses areshown in Figure 5.

Figure 5: Effect of PhD or Mastersqualification on salary

Depends on the graduate 36%

No 35.5%

Yes, over 10% more 18%

Yes, less than 10% more 10%

Figure 4: Average starting salaries

Starting salary Number of0rganisations

More than €34,000 31

€32,000–€33,999 20

€30,000–€31,999 38

€28,000–€29,999 46

€26,000–€27,999 88

€24,000–€25,999 112

€22,000–€23,999 35

€20,000–€21,999 65

Less than €20,000 16



BenefitsA significant number of employers are augmenting their graduate packages with

a variety of attractive benefits, ranging from company share options to

subsidised gym membership. Most offer more than one of the benefits listed.

The number of recruiters offering each benefit can be seen in Figure 6.

Holiday15 to 25 days of paid holiday appear to be offered as standard for most new

graduate roles in Ireland.

The median amount of paid holiday is 22.125 days per annum, with the

largest amount offered being 30 days and the smallest amount being 10 days.

Work experienceWork experience is now a key part of graduate recruitment for the majority of

employers, and demand from recruiters led to the launch of the gradireland

work experience fair in 2007.

While many companies operate co-operative schemes with universities such

as the University of Limerick and Dublin City University, others run their own

programmes over the summer months, or offer more substantial 6–12 month

contracts and placements.

66 per cent of the employers surveyed offer work experience. Of those who

do, 95 per cent pay students for their work (see Figure 7).

The regularity of payment for work experience usually depends on the length

of the contract. Some students and graduates are paid by the day, while others

receive a weekly, monthly or annual salary. Most rates of pay are fixed, especially

in larger companies, although in certain instances wages are agreed on a case-

by-case basis.

Lowest salary: €11,000 per annum/€5.28 per hour.

Highest salary: €35,000 per annum/€16.83 per hour.

Average €18,729.69 per annum/€9.00 per hour.

Hourly rates are calculated on the basis of an eight-hour working day and a

five-day working week.

Benefits – Employers were asked:• What benefits do you offer to

graduates?

Figure 6: Benefits offered 2006/07Pension scheme with company

contributions 140

Bonus 122

Private healthcare 95

Life assurance 83

Overtime 51

Other 43

Gym membership/subsidy 39

Share options 35

Car/allowance 21

Season ticket loan 20

Golden hello 10

Work experience – Employerswere asked:• Do you offer work experience?• Do you pay students on work

experience/internships?• If yes, how much?

Figure 7: Employers offering workexperience

Yes, paid 63%

Yes, unpaid 3%

No 34%

Holidays – Employers were asked:• The number of days’ holiday

offered to graduates.

0

30

60

90

120

150


WHAT EMPLOYERSWANT

What employers want

The second section of this survey investigates the following:

• Selection criteria

• Application methods

• Equal opportunities.

Selection criteriaDespite the increasing competition for graduates, recruiters continue to place

emphasis on the quality of applicants and many continue to set minimum entry

criteria for their graduate roles. These can range from minimum degree results

to detailed psychometric testing, and most are used to eliminate applicants

before first interview. Companies will generally have a number of criteria that a

student must fulfil in order to progress onto first interview stage (see Figure 8).

From these results it is clear that employers do not just look for high academic

achievers but for well-rounded students with certain key competences. Among

those mentioned most frequently were communication skills, team working and

problem solving. Leadership potential is also valued. Personal qualities such as

‘drive’, ‘creativity’ and ‘work ethic’ were also mentioned.

Many recruiters look for competences relevant to a particular role, such as

commercial awareness, numeracy, customer focus or specific technical skills.

Similarly, vocational courses such as accountancy, business, computing, engineering

and construction were highlighted where graduate roles require entrants to have

existing job-specific skills. Some recruiters also looked for relevant work experience;

others stated that any work experience was useful but not essential.

The majority of companies still expect a good level of academic results, most

favouring a 2:1 degree or above. This is particularly important in sectors where

graduate recruits need to undertake further study such as professional

qualifications. Perhaps surprisingly, the university that the degree comes from

has little bearing on employers’ initial selection. Although Leaving Certificate

points/UCAS points have a lower impact on selection criteria, some companies

do still take them into consideration. Figure 8 shows the number of recruiters

requiring each selection criterion.

Employers were asked:• What are your minimum

criteria for graduate roles?Free text responses were invited for:• Competences• Leaving certificate/UCAS points• Course• Work experience• University.

0

20

40

60

80

100

Figure 8:Minimum criteriaDemonstrate certain

competences 90

Have or expect to gain a 2:1 degree

or above 77

Have studied a specific course 74

Pass psychometric or other

in-house testing 67

Have relevant work experience 57

Have or expect to gain a 2:2 degree

or above 55

Have a high level of involvement in

extra-curricular activities 23

Have attained a certain number of

Leaving Certificate/UCAS points 14

Have studied at a certain

university 1UCAS points have been calculated to the

equivalent number of Leaving Certificate

points.

Those recruiters who have aminimum Leaving

Certificate (or equivalent qualifications)

requirement expect the following points:

Median: 370

Highest: 400

Lowest: 320.


WHAT EMPLOYERSWANT

Application methodsAs the internet has developed, the methods for submitting applications have as

well. From this survey it can be seen that most graduate application procedures

are now based online, whether as part of a recruiter’s own online application

form or, as in the vast majority of cases, as the option to e-mail a CV and

covering letter.

28 per cent of the companies surveyed will only accept online applications:

this helps them to manage the flow of applications and to standardise the

application process. More employers prefer to receive CVs by e-mail than by post.

Employers in Northern Ireland invariably require graduates to complete an

application form in order to comply with local equality legislation.

Psychometric testing is becoming an increasingly popular method of

assessing both key competences and a candidate’s fit into an organisation (see

Figure 8).

Employers were asked:• What type of application do

you currently accept?

0

10

20

30

40

50

60

70

80

Figure 9: Application methodsE-mail CV and covering letter 73%

Post CV and covering letter 45%

Only accept online

applications 28%

Accept online or paper

applications 18%


WHAT EMPLOYERSWANT

Employers were asked:Do you feel you get enoughapplications from the followinggroups:• Ethnic minorities• Disabled• Females• Males• Mature graduates?

0

20

40

60

80

100

Equal opportunitiesThe question of equal opportunities has become an important issue for the

majority of employers in Ireland. While few companies have set quotas for the

number of ethnic minorities, disabled, male/female or mature graduates they

employ, a significant number feel that they do not recruit enough employees

from certain areas (see Figure 10).

Ethnic minority students70 per cent of companies feel that the level of applications they receive from

students from ethnic minorities is about right. In recent years the Republic of

Ireland has faced large-scale immigration, with foreign nationals now accounting

for 10 per cent of the Irish population. Although these will not all be from an

ethnic minority background, Ireland’s development as a multicultural society is set

to continue and this issue will become increasingly important in recruitment.

Immigrants are a vital resource to the Irish economy, and the Skills Road Map

prepared by the Expert Skills Group has highlighted the need for integration of

immigrants into the education system in order to fill the projected skills gap.

Students with disabilitiesThe majority of companies in our survey feel that they do not recruit enough

graduates from this group. This is an encouraging sign, as employers are

increasingly willing to accept applications from students with disabilities.

AHEAD, the Association for Higher Education Access and Disability, has found a

large gap, almost 40 per cent, between the employment levels of people with a

disability and those with no registered disability. Recently AHEAD has introduced

new initiatives to help students with disabilities find it easier to access work

opportunities. These include the WAM (Willing Able Mentoring) project to develop

a new, structured placement and mentorship programme for suitably qualified

graduates with disabilities, and the first graduate fair for graduates with

disabilities. If your company would like to find out more, visitwww.ahead.ie.

GenderOver 84 per cent of companies surveyed feel that they have the right number of

applications from males. However, 30 per cent of companies still feel they do not

receive enough applications from females. These results back up findings from

other organisations that there is a gender imbalance in the workplace, especially

in the science and engineering fields.

Mature studentsMore than a third of companies surveyed feel they do not receive enough

applications from this group. Companies in general welcome applications from

mature students because they are perceived as being more settled, knowing the

direction they wish to take in their career, and having knowlege of the workplace.

Figure 10: Equal opportunitiesEthnic minorities

Too many 13%

About right 70%

Not enough 17%

Disabled

Too many 0.5%

About right 39.5%

Not enough 60%

Females

Too many 3%

About right 67%

Not enough 30%

Males

Too many 9%

About right 83%

Not enough 8%

Mature

Too many 2%

About right 61%

Not enough 37%

Ethnic

minorities

Disabled

Females Males

Mature


SECTOR AND REGIONAL VARIATIONS

Sector and regional variations

It is important to note that graduate opportunities are not necessarily related to

a company’s main business function. Whatever their main business activity,

many employers, especially large companies, regularly recruit from across a

number of different sectors. Certain international banks take on as many IT

graduates each year as they do graduates with business and finance

qualifications, whereas many of the larger IT companies require more engineers

than they do IT developers. Similarly, retail companies may have vacancies for

property or construction graduates.

Ireland increasingly attracts large multinational companies who set up

support offices here, for example their finance function or sales operation. These

Irish offices may not recruit graduates whose degree background relates to the

main business function; instead their background will relate to the function they

are being recruited into. Another point to remember is that graduates joining

different functions within the same organisation may also start on different

salaries.

Therefore it was important for the gradireland graduate salary survey to

assess graduate salaries not by degree but by business function. The survey was

developed so that the results for average graduate salary and intake can be

broken down by sector. Many companies now offer opportunities across Ireland

at different locations, so the survey also investigated regional variations for the

same jobs sectors. Employers were asked for separate responses for each

location and business function.

The breakdown of the sectors was taken from the official categorisation used

by the Association of Graduate Careers Services in Ireland on the gradireland.comwebsite. Locations were broken down by province, with Belfast and Dublin

assessed separately.

This section covers:

• Intake by sector

• Salaries by sector

• Intake by region

• Salaries by region.

For each sector, employers wereasked:• What is the average starting


• How many vacancies did you fillin this area in 2006?

• How many vacancies do youexpect to recruit in this area in2007?

For each location, employers wereasked:• What is the average starting


• How many vacancies did you fillin this area in 2006?

• How many vacancies do youexpect to recruit in this area in2007?

‘Whatever their mainbusiness activity,manyemployers, especially largecompanies, regularly recruitfrom across a number ofdifferent sectors.’


RESULTS BY SECTOR

Results by sector

Figure 11(a): Advertising, Marketing, PR, Media and PublishingOf the 208 companies surveyed, 44 recruit graduates into advertising,

marketing, PR, media and publishing roles. The median graduate intake into this

sector in 2006 was between 1–9. The statistics also show there is no increase

expected in the overall number of graduates recruited between 2006 and 2007.

This has historically been a competitive sector for graduates looking for their

first job and this looks set to continue.

Of these 44 companies, all but one supplied salary information. The median

starting salary for graduates working in this area is €24,000–€25,999. One company

pays over €34,000 while one pays less than €20,000.

Figure 11(b): Building and PlanningOf the 208 companies surveyed, 16 recruit graduates into building and

construction related roles; 7 of these are construction companies. The median

graduate intake for building and planning in 2006 was between 1–9. The

statistics also show a small projected increase in the overall number of

graduates that these companies expect to recruit in 2007 on the numbers

recruited in 2006.

Although we may not see the same growth levels in the building industry in

the coming year as we have done in recent years, it is now becoming evident

that many positions in this sector are being made available within areas such as

maintenance and refurbishment, health and safety, and environmental services.

It remains the case that graduate quantity surveyors are the most difficult

group to recruit in this sector due to the talent pool being inadequate for the

existing demand. Evidence suggests that this trend will continue into 2007.

All of these 16 companies supplied salary information. The median starting

salary for building and planning graduates was between €26,000–€27,999. Two

companies pay below €20,000, while three companies pay over €34,000.

Figure 11(c): Engineering and ManufacturingEngineering continues to play a large role in graduate recruitment in Ireland,

with over a quarter of companies surveyed recruiting students from this sector.

Of the 208 companies surveyed, 62 recruit graduates into engineering and

manufacturing related roles; 32 of these are engineering companies. The median

graduate intake for engineering and manufacturing in 2006 was between 1–9.

There is very little change in the figures for 2007, although it is to be noted

though that one company plans to increase its intake to between 100–249.

Of these 62 companies, 60 supplied salary information. The median starting

salary for engineering and manufacturing is between €28,000–€29,999. Of

those 60 companies, over 43 per cent offer salaries of above €30,000 with six

companies offering over €34,000. On the lower end of the scale, only three

companies offered less than €23,000. These results reflect the current high

demand for engineers.

Figure 11(a)


More than €34,000 1€30,000–€31,999 4€28,000–€29,999 1€26,000–€27,999 11€24,000–€25,999 14€22,000–€23,999 4€20,000–€21,999 6Less than €20,000 1Unknown 1Total 43

Vacancies 2006 20071–9 44 4210–24 0 2

Figure 11(b)Starting salary Number of

0rganisationsMore than €34,000 3€30,000–€31,999 1€28,000–€29,999 3€26,000–€27,999 3€24,000–€25,999 2€20,000–€21,999 1Less than €20,000 2Unknown 1Total 16

Vacancies 2006 20071–9 13 1210–24 3 325–49 0 1

Figure 11(c)Starting salary Number of

0rganisationsMore than €34,000 6€32,000–€33,999 3€30,000–€31,999 17€28,000–€29,999 12€26,000–€27,999 9€24,000–€25,999 9€22,000–€23,999 2€20,000–€21,999 1Less than €20,000 1Total 60

Vacancies 2006 20071–9 47 4710–24 10 925–49 5 5100–249 0 1


RESULTS BY SECTOR

Figure 11(d): Finance and Financial servicesOf the 208 companies surveyed, 87 recruit graduates into finance-related roles; 44

of these are finance companies. The median graduate intake for finance and

financial services in 2006 was between 1–9. The statistics also show a general

increase in the overall number of graduates recruited between 2006 and 2007.

This is partly because of the increase in numbers reported by the larger graduate

recruiters. Just one company this year is to recruit over 249 graduates, while in

the coming year this is to increase to three companies. In recent years the

number of finance companies profiled in gradireland and gradireland.com and at

careers fairs has continuously increased and these figures suggest that this

trend is set to continue.

Demand for finance graduates is already high, especially in the large

accounting firms, and companies from non-finance business areas are finding it

increasingly difficult to attract high quality graduates.


salary for finance and financial service graduates is between €24,000–€25,999. It

is worth noting that this is a very broad category. The greatest range of slaries

are in this sector. 25% of companies pay the median band, 45% pay more and

30% pay less. Six companies pay below €20,000, while four companies pay over

€34,000.

Figure 11(e): Human Resources, Recruitment and TrainingOf the 208 companies surveyed, 33 recruit graduates into HR, recruitment and

training roles. The median graduate intake for this sector in 2006 was 1–9. The

statistics also show there is no change between the number of vacancies

recruited in 2006 and 2007.

Traditionally there is stiff competition for jobs in this area among graduates

and the figures reflect no change in this scenario this year. This is a sector which

hires a small proportion of the graduate pool annually.

All 33 companies who participated supplied salary information. The median

starting salary for HR, recruitment and training roles is €24,000–€25,999.

Figure 11(d)Starting salary Number of

0rganisationsMore than €34,000 4€32,000–€33,999 1€30,000–€31,999 4€28,000–€29,999 7€26,000–€27,999 16€24,000–€25,999 20€22,000–€23,999 5€20,000–€21,999 13Less than €20,000 6Total 76

Vacancies 2006 20071–9 57 5610–24 14 1325–49 4 650–99 2 3100–249 9 6249+ 1 3

Figure 11(e)Starting salary Number of

0rganisationsMore than €34,000 3€30,000–€31,999 2€26,000–€27,999 5€24,000–€25,999 10€22,000–€23,999 4€20,000–€21,999 5Less than €20,000 2Unknown 2Total 33

Vacancies 2006 20071–9 30 3010–24 2 225–49 1 1


RESULTS BY SECTOR

Figure 11(f): Information TechnologyOf the 208 companies surveyed, 70 recruit graduates into information

technology related roles; 37 of these are information technology companies. The

median graduate intake for information technology in 2006 was between 1–9.

The statistics also show little variation in the overall number of graduates

recruited between 2006 and 2007. Although one company is decreasing its

intake from 100–249 graduates in 2006 to 50–99 in 2007, another company is

increasing its numbers from 1–9 to 50–99.

The computing and IT sector grew exponentially in the 1990s. Some job

losses were sustained in the global downturn in 2001, but Ireland was less

affected than other competitor countries, and recovered faster. The high tech

sector continues to rise, and while some low skilled jobs have been moved to

lower cost locations, the real growth in the Irish technology sector is in higher

value jobs such as research and development and high end manufacturing.

The real concern for the IT sector at present is in attracting the skilled

graduates it needs to continue to thrive. A survey by Engineers Ireland predicts

that the number of IT professional graduates entering the workforce each year

needs to grow by 7 per cent annually up to 2020.


salary for graduate roles in information technology is €26,000– €27,999. Four

companies pay below €20,000, while ten companies pay over €30,000.

Figure 11(g): Retailing, Sales and Customer ServiceOf the 208 companies surveyed, 59 recruit graduates into retailing, sales and

customer service related roles; 7 of these are retailing, sales and customer

service companies. The median graduate intake for retailing, sales and customer

service in 2006 was between 1–9. The statistics also show a slight increase in the

overall number of graduates recruited between 2006 and 2007, one company

increasing its intake from 1–9 to 10–24 and another increasing from 100–249 to

over 249 this year. This will lead to an overall increase in the number of

graduates entering this field.


salary for retailing, sales and customer service graduates is €24,000–€25,999.

Two companies pay below €20,000, while nine companies pay over €30,000.

In recent years Ireland has seen an influx of international retailers looking for

high numbers of graduates continuously throughout the year, offering higher

salaries and benefit packages, and this has put increased pressure on demand in

this market.

Figure 11(f)Starting salary Number of

0rganisationsMore than €34,000 4€32,000–€33,999 6€30,000–€31,999 2€28,000–€29,999 11€26,000–€27,999 11€24,000–€25,999 17€22,000–€23,999 6€20,000–€21,999 1Less than €20,000 4Unknown 7Total 69

Vacancies 2006 20071–9 57 5610–24 9 925–49 3 350–99 0 2100–249 1 0

Figure 11(g)Starting salary Number of

0rganisationsMore than €34,000 4€32,000–€33,999 4€30,000–€31,999 1€26,000–€27,999 8€24,000–€25,999 17€22,000–€23,999 17€20,000–€21,999 2Less than £20,000 2Unknown 4Total 59

Vacancies 2006 20071–9 43 4210–24 8 825–49 4 550–99 2 2100–249 2 1249+ 0 1


RESULTS BY SECTOR

Figure 11(h): ScienceOf the 208 companies surveyed, 15 recruit graduates into science and

mathematics related roles; 3 of these are companies in this sector. The median

graduate intake for these roles in 2006 was between 1–9. There is no change

predicted for the overall number of graduates recruited between 2006 and 2007.

Many multinational companies operate in the pharmaceutical sector and this is

a volatile market with job losses in some organisations balanced by the creation

of new jobs by others.

Compared to other sectors, graduates are recruited into science and

mathematics roles in smaller numbers, with no one organisation recruiting

greater than 50. Science-related jobs are generally very specific and may require

students to have completed a PhD or research. Recent government initiatives for

advancing research and development activity has seen enormous investment

into research in higher education. However, at undergraduate level there has

been a drop in the demand for science courses, and industry bodies such as

PharmaChemical Ireland have warned that if this trend continues there will not

be enough graduates to fill the jobs available.


salary for graduates in science and mathematics is €26,000–€27,999. No

companies pay below €20,000, while one company pays over €34,000.

Figure 11(h)Starting salary Number of

0rganisationsMore than €34,000 2€32,000–€33,999 1€28,000–€29,999 1€26,000–€27,999 8€24,000–€25,999 1€20,000–€21,999 1Unknown 1Total 15

Vacancies 2006 20071–9 13 1310–24 1 125–49 1 1


RESULTS BY SECTOR

Agriculture, Aquaculture,Horticulture and Food Science


More than €34,000 2€30,000–€31,999 1€26,000–€27,999 5€24,000–€25,999 2€22,000–€23,999 3Unknown 1

Vacancies 2006 20071–9 12 1110–24 1 2100–249 1249+ 1 0

Armed Forces


Unknown 1

Vacancies 2006 20071–9 1 1

Charities and Voluntary Sector


€20,000–€21,999 1

Vacancies 2006 20071–9 1 025–49 0 1

Figure 11(i): Other sectors

Education


€28,000–€29,999 1€26,000–€27,999 1Less than €20,000 1Unknown 1

Vacancies 2006 2007

1–9 3 325–49 1 1

Hospitality, Sport, Leisure andTourism


€26,000–€27,999 1€24,000–€25,999 2€22,000–€23,999 1€20,000–€21,999 2Less than €20,000 2

Vacancies 2006 20071–9 8 750–99 0 1

Languages and Culture


€24,000–€25,999 1Less than €20,000 1

Vacancies 2006 20071–9 1 110–24 1 1

Law, Legal Services, LawEnforcement and Patents


€28,000–€29,999 1€24,000–€25,999 1Less than €20,000 1

Vacancies 2006 20071–9 3 3

Library and Information Services


€22,000–€23,999 1

Vacancies 2006 20071–9 1 1

Medical and Health Care


More than £34,000 1€26,000–€27,999 1€24,000–€25,999 1€22,000–€23,999 1

Vacancies 2006 20071–9 3 3100–249 1 0249+ 0 1

Natural Resources andEnvironment


€22,000–€23,999 1

Vacancies 2006 20071–9 1 1

Transport and Logistics


€32,000–€33,999 1€28,000–€29,999 1€24,000–€25,999 1€20,000–€21,999 3Unknown 1

Vacancies 2006 20071–9 6 610–24 1 1


RESULTS BY REGION

Results by region

Clear differences exist in starting salaries and graduate intake across different

regions in Ireland. In some respects these reflect the prevalence of business

centres and the cost of living, which is higher in the capitals Dublin and Belfast.

On average, salaries are slightly higher, and the graduate market stronger, in the

Republic of Ireland than in Northern Ireland.

Overall, graduate intake is set to increase in Ireland over the coming year.

However, this growth will be far greater in the Republic of Ireland than in

Northern Ireland. Significant variations exist within the Republic itself, where

Dublin and Connaught are likely to see dramatic increases, while the rest of

Leinster and Munster will experience slight decreases in the number of new

graduate roles.

Salaries continue to vary by region, although differences are not as

significant as they are for graduate intake. The median starting salary remains

higher in the Republic of Ireland than in Northern Ireland. Only Dublin and

Munster had highest starting salaries in excess of €51,000, while all regions had

a lowest salary of less than €20,000 (see Figure 12).

Figure 12(a): Starting salaries byregionLocation Median starting

salaryDublin €26,000–€27,999Rest of Leinster €24,000–€25,999Belfast €24,000–€25,999Rest of Ulster €24,000–€25,999Munster €24,000–€25,999Connaught €24,000–€25,999

Salaries given in GBP were converted intoeuro at a rate of 1.5 euro per pound, forease of comparison.

Dublin

Rest of Leinster

Belfast

Rest of Ulster

Munster

Connaught

Less than

€20,000

€20,000–

€21,999

€22,000–

€23,999

€24,000–

€25,999

€26,000–

€27,999

€28,000–

€29,999

€30,000–

€31,999

€32,000–

€33,999

More than

€34,000

10%

20%

30%

40%

50%

Figure 12(b): Starting salaries byregion. See pages 22–23 for a fullbreakdown by region.


RESULTS BY REGION

Figure 13: Dublin

Starting salary

Less than €20,000 2%

€20,000–€21,999 7%

€22,000–€23,999 13%

€24,000–€25,999 27%

€26,000–€27,999 21%

€28,000–€29,999 10%

€30,000–€31,999 6%

€32,000–€33,999 3%

More than €34,000 8%

Vacancies 2006 20071–9 214 20810–24 31 3025–49 16 2150–99 5 9100–249 1 5249+ 1 4

Figure 14: Rest of Leinster

Starting salary

Less than €20,000 13%

€20,000–€21,999 3%

€22,000–€23,999 5%

€24,000–€25,999 28%

€26,000–€27,999 19%

€28,000–€29,999 19%

€30,000–€31,999 5%

€32,000–€33,999 3%

More than €34,000 5%

Vacancies 2006 20071–9 36 3710–24 2 225–49 2 1

Figure 15: Belfast

Starting salary

Less than €20,000 24%

€20,000–€21,999 11%

€22,000–€23,999 5%

€24,000–€25,999 11%

€26,000–€27,999 5%

€28,000–€29,999 11%

€30,000–€31,999 19%

€32,000–€33,999 14%Salaries given in GBP were converted into

euro at a rate of 1.5 euro per pound, for

ease of comparison.

Vacancies 2006 20071–9 30 2910–24 7 825–49 1 1


RESULTS BY REGION

Figure 16: Rest of Ulster

Starting salary

Less than €20,000 27%

€20,000–€21,999 14%

€22,000–€23,999 14%

€24,000–€25,999 14%

€26,000–€27,999 23%

€28,000–€29,999 4.%

€30,000–€31,999 4%Salaries given in GBP were converted into

euro at a rate of 1.5 euro per pound, for

ease of comparison.

Vacancies 2006 20071–9 19 1810–24 1 225–49 1 150–99 1 1

Figure 17: Munster

Starting salary

Less than €20,000 4%

€20,000–€21,999 10%

€22,000–€23,999 23%

€24,000–€25,999 17%

€26,000–€27,999 17%

€28,000–€29,999 8%

€30,000–€31,999 9%

€32,000–€33,999 1%

More than €34,000 11%

Vacancies 2006 20071–9 75 7410–24 8 725–49 5 7100–249 2 3249+ 1 0

Figure 18: Connaught

Starting salary

€20,000–€21,999 10%

€22,000–€23,999 17%

€24,000–€25,999 43%

€26,000–€27,999 20%

€28,000–€29,999 7%

€30,000–€31,999 3%

Vacancies 2006 20071–9 27 2510–24 4 525–49 1 1100–249 1 1249+ 0 1


CONCLUSION

Conclusion

We would like to thank everyone who took part in the first gradireland graduate

salary survey. The information gathered will be invaluable to employers’

benchmarking and careers advisers helping set student salary expectations. This

survey will now serve as a basis to build and develop our knowledge about the

graduate recruitment market and track changes in recruitment style, salary

variations and the increase or decrease in the demand for certain degree areas.

The results of this survey can be used to help benchmark your organisation

against others in your sector, ensuring you are competitive in the market. As

Ireland’s economy continues to grow, it is increasingly a graduates’ market; the

survey will also allow you to gauge whether salary requests are realistic.

Developing the surveyWe hope to continue developing the salary survey to ensure the results provide

the information that careers services and employers need most. Please let us

know if there are any pressing issues that are not currently covered by this

survey and we will investigate the possibility of including relevant questions in

the future (please e-mail [email protected]).

Next year’s survey report will also include comparisons to this year’s results

so that we can assess any changes and developments in the market.

We will launch the second gradireland graduate salary survey in November

2007 and companies will be able to complete it between that date and March

2008. Please visit gradireland.com/salarysurvey for further information.

‘The results of this surveycan be used to helpbenchmark yourorganisation againstothers in your sector.’

We will launch the second gradireland graduate salarysurvey in November 2007 and companies will be able tocomplete it between that date and March 2008. Please visitgradireland.com/salarysurvey for further information.

The gradireland product rangeDeveloped in partnership with graduate careers

services in Ireland, north and south, these are the

official careers products for all universities in Ireland

and Northern Ireland. Key products are:

gradireland directoryThe essential annual directory for career-

minded students and graduates

throughout Ireland.

gradireland.comThe proven and successful solution for

employers advertising vacancies and

promoting their brand.

gradireland sector career guidesEssential information about the

following sectors: Computing & IT,

Construction, Engineering, Finance,

Law, Property, Retail, Science, Work

Experience.

Ireland’s 100 leading graduateemployersA unique publication detailing the top

100 Irish employers as voted for by

students.

gradireland fairsThe ideal way to meet and influence

students and graduates. Includes the

gradireland summer recruitment fair

(13 June 2007) and the gradireland work

experience fair (21 November 2007).

gradireland Graduate Recruiters’Conference & AwardsJoin graduate recruiters and third level

careers advisers to discuss developments

and trends in graduate recruitment, plus

a unique awards event.

The gradireland graduate salary survey is

brought to you by The Association of Graduate

Careers Services in Ireland and GTI Ireland

The Association of Graduate Careers Services in Ireland is

the professional association for careers services in higher

education in Ireland, north and south. It fosters co-operation

among the individual careers services, producing a range of

careers publications for students and graduates.

GTI Ireland is a division of GTI Specialist Publishers, the

leading graduate careers publisher. We enable

organisations to reach defined target audiences using a

variety of highly respected channels including websites,

magazines, directories, events and databases. We produce

over 100 careers products in Ireland, UK, France, Germany

and Asia – including the graduate careers websites

gradireland.com and postgradireland.com, for the UK

targetcareers.co.uk and doctorjob.com and for Germany

staufenbiel.de. For further details please see: groupgti.comand contact:

Louise Simpson

GTI Ireland

9–11 Upper Baggot Street

Dublin 4

Ireland

Tel +353 (0)1 6603422

Fax +353 (0)1 6606623

E-mail [email protected]

To purchase further copies of this report, orfor further information, please contact LouiseSimpson at GTI Ireland on +353 (0)1 660 3422or e-mail [email protected].

GTI Ireland9–11 Upper Baggot StreetDublin 4IrelandTel +353 (0)1 660 3422Fax +353 (0)1 660 6623E-mail [email protected]

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