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A LITTLE BIT ABOUT Sigmar

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 Offices Nationwide in Dublin, Cork, Galway & Athlone

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60+ Independent Awards for Recruitment Excellence & Workplace Culture

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The Power of Work-Besties: Building Engaged and Productive Teams

The Power of Work-Besties: Building Engaged and Productive Teams

Fostering friendships in the workplace can significantly enhance employee engagement. Creating a positive and supportive environment where individuals feel valued, understood, and motivated; will lead to a happier and more productive workforce. The Impact of "Work-Besties" on Employee EngagementThe notion that having friends at work can positively influence employee engagement may seem intuitive, but the magnitude of its impact is truly remarkable. Research from Harvard Business Review suggests that employees who are happy at work and have at least one close friend there are up to seven times more engaged in their job. This statistic highlights the profound influence that work relationships can have on an individual's motivation and commitment to their work.When employees develop genuine connections with their colleagues, they experience a greater sense of camaraderie, trust, and mutual support. These friendships create a positive work environment, where individuals feel valued, understood, and appreciated. As a result, employees become more invested in their work, exhibiting higher levels of enthusiasm, dedication, and overall job satisfaction. ​The Business Benefits of "Work-Besties"Beyond the personal advantages that work friends bring to employees, organisations stand to benefit significantly from cultivating these relationships. Engaged employees are not only happier in their roles but also 23% more profitable and 18% more productive than their disengaged counterparts. These numbers make a compelling case for companies to actively encourage social connections within their teams.By fostering an environment that encourages meaningful relationships, organisations tap into the powerful synergy that arises from engaged teams. When employees feel connected to their peers, they are more likely to collaborate, communicate openly, and share knowledge, leading to increased innovation and problem-solving capabilities. Moreover, work-besties act as a support system during challenging times, providing emotional support, encouragement, and motivation, which ultimately contributes to higher resilience and job performance.​​The Pandemic's Toll on Work RelationshipsThe Covid-19 pandemic and hybrid working have had a profound impact on work relationships. With many employees working remotely or in a hybrid fashion, the traditional avenues for building work relationships have been disrupted. The lack of face-to-face interaction and the physical separation of teams have made it harder for employees to connect and build relationships. The hybrid working model has also brought new dynamics to work relationships, with teams having to navigate a mix of in-person and virtual interactions. Ultimately, the pandemic and hybrid working have highlighted the importance of intentional efforts to foster connections and build meaningful work relationships, whether in-person or virtually.​​Building Engaged Teams: The Key IngredientsCreating a workplace culture that fosters connection and belonging requires deliberate effort and a genuine commitment from both employees and employers. Here are some key ingredients to consider:Encouraging social interactions: Organisations can organize team-building activities, social events, or provide communal spaces where employees can interact informally. These initiatives create opportunities for employees to get to know each other on a personal level and build meaningful connections. Promoting a collaborative environment: Foster a culture that emphasises collaboration and teamwork. Encourage cross-functional projects, promote open communication, and recognize and reward collective achievements. This approach not only strengthens relationships but also enhances overall team performance.Investing in employee well-being: Recognise the importance of work-life balance and create policies that support employee well-being. Encouraging breaks, offering flexible schedules, and providing access to wellness programs can help foster a positive work environment and strengthen relationships among team members.Lead by example: Managers and leaders play a crucial role in setting the tone for workplace relationships. By prioritising and demonstrating the value of interpersonal connections, they can inspire employees to cultivate meaningful bonds with their colleagues. By creating an environment that nurtures connection and belonging, organisations can harness the power of engaged teams, unlocking their full potential and reaping the rewards of a thriving workforce.​

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10 Ways to Improve Your Wellbeing At Work (Workplace Wellbeing Day 2023)

10 Ways to Improve Your Wellbeing At Work (Workplace Wellbeing Day 2023)

​Maintaining a healthy work-life balance can be a challenge, but it’s essential for your overall wellbeing and productivity. There are many ways to improve your wellbeing at work, and you don't need to make drastic changes to your lifestyle. Here are 10 ways to improve your wellbeing at work this National Workplace Wellbeing Day (Fri 28th April 2023):Take regular breaks: It's important to take breaks throughout the day, as it allows you to recharge and refocus. Try to take short breaks every hour, and take a longer lunch break to give yourself time to relax and recharge.Stay hydrated: Drinking enough water throughout the day is crucial for your wellbeing. Dehydration can lead to fatigue, headaches, and other health problems. Keep a water bottle at your desk and sip water regularly throughout the day.Get up and move: Sitting for long periods can be harmful to your health. Try to get up and move around every hour, even if it's just for a few minutes. You can take a walk around the office, stretch or do some exercises at your desk.Practice mindfulness: Mindfulness is a powerful tool for reducing stress and improving your overall wellbeing. Take a few minutes each day to practice mindfulness meditation or deep breathing exercises to help calm your mind and reduce stress.Eat healthy snacks: Ideally avoid snacking between meals if possible, but if you are snacking choose nutrient-dense snacks that contain a good source of protein - some nuts paired with fruits, and vegetables. Make sure to avoid sugary and processed snacks.Prioritise tasks: Prioritising tasks can help you manage your workload and reduce stress. Start your day by identifying the most important tasks that need to be done, and focus on completing them first.Set boundaries: Setting boundaries can help you maintain a healthy work-life balance. Be clear about your working hours, and try to avoid checking work emails and messages outside of these hours.Connect with colleagues: Building positive relationships with your colleagues can improve your job satisfaction and overall wellbeing. Take the time to connect with your colleagues, whether it's by having a chat over lunch or attending social events.Learn new skills: Learning new skills can help you feel more engaged in your work and improve your job satisfaction. Look for opportunities to learn new skills or take on new challenges at work.Take care of your mental health: Mental health is just as important as physical health, so make sure to take care of your mental wellbeing. If you're struggling with stress, anxiety, or other mental health issues, don't hesitate to seek support from your employer or a mental health professional.​Small changes to your daily routine can make a big difference in your overall wellbeing and productivity. Try incorporating these 10 tips into your daily routine, and see how they improve your work-life balance and wellbeing.

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Sigmar appoints Mike McDonagh as new COO

Sigmar appoints Mike McDonagh as new COO

Sigmar Recruitment has today announced the appointment of Mike McDonagh as COO of the company.Mike is a highly respected industry leader with a significant pedigree in scaling successful recruitment businesses both in the UK and in Ireland. Prior to joining Sigmar in 2020, Mike oversaw the growth of Hays Ireland as its Managing Director. Mike also currently serves on the board of Boardmatch, Ireland’s national corporate governance charity.​L-R: Mike McDonagh and Frank Farrelly​ Welcoming Mike’s appointment, Frank Farrelly, CEO at Sigmar Recruitment said: “I am thrilled to appoint Mike as our new COO. Mike joined Sigmar over 3 years ago at one of the most challenging times facing into the Covid-19 pandemic. In that time, he has proven to be a great leader in the business, embracing our culture and improving the service we provide to our candidates and clients.  I look forward to working with Mike and the team to continue delivering world class recruitment solutions and supporting international diversification in Groupe Adéquat." ​Mike McDonagh commented; “In the 3 years I have been with Sigmar, the company has shown up to be everything I hoped for and more.  I’m honoured to have been given this appointment and I look forward to helping the entire leadership team continue to grow and expand Sigmar for our colleagues, clients, candidates and communities.  It’s an exciting time to work in recruitment and with Sigmar’s values and culture, we are ideally placed to achieve new heights both in Ireland and overseas.” ​Massive Congrats Mike!​

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Sigmar Recruitment Announce Frank Farrelly As CEO, Adie McGennis to Step Into Executive Chairman Role

Sigmar Recruitment Announce Frank Farrelly As CEO, Adie McGennis to Step Into Executive Chairman Role

Today, Sigmar Recruitment announce that our co-founder and current CEO Adie McGennis will step into the role of Executive Chairman, and our Chief Operating Officer, Frank Farrelly will become Sigmar’s CEO.​Frank has been with the multi-award-winning recruitment company since it opened in 2002, serving as COO since 2011.  He is a former President of the Employment & Recruitment Federation (ERF) and currently chairs the steering group for the Apprenticeship in Recruitment.   On his appointment Frank comments: “I’m really excited to continue my journey with Sigmar.  I look forward to working with our great team to continue our story in Ireland and around the globe ensuring all our clients, candidates and community stakeholders get the best of Sigmar. I’m excited to lead the company into its next phase of growth as we further our momentum in the marketplace.” ​Frank Farrelly’s appointment was announced and warmly welcomed by current CEO Adie McGennis who will move into the role of Executive Chairman and will have a continuing involvement in the business focusing on international projects for parent company Groupe Adéquat.During his time as CEO McGennis led Sigmar to significant growth becoming the largest organically grown recruitment firm in Ireland before its strategic merger with Groupe Adéquat in 2018. This impressive baseline sets Farrelly up to continue solidifying Sigmar as Ireland’s leading recruitment agency. “I am delighted to be staying on as Executive Chairman and thrilled that Frank is formally taking the CEO role. Frank is an industry legend and his leadership from day one and into the future, brings exciting times for Sigmar, nationally and internationally,” says McGennis.​All the team wish Frank and Adie every success in their new roles. Massive Congrats!

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The Remote-Work Rebound: Hybrid workforce grows by two-thirds, remote workforce down by 54%

The Remote-Work Rebound: Hybrid workforce grows by two-thirds, remote workforce down by 54%

The ​Talent Leaders Pulse Report was commissioned by Sigmar Recruitment as part of Talent Summit 2023.​"The power dynamic between employer and employee is rebalancing after two years of hyper competition, with early signs of a shift back to office. The fallout of remote working has seen employees pitted against employers as we look to sustain flexible working practices and settle on desired places of work. We are witnessing the remote work rebound, with twice as many workers now working a hybrid model over full-time remote. The hybrid workers now make up 51% of the current workforce, while the remote workforce has reduced by 54% within the last 12 months. This reflects employers’ sentiment that 87% of employees do their best work in a hybrid model.”, says Talent Summit founder and Sigmar CCO, Robert Mac Giolla Phádraig.​Talent Summit 2023 Employment Survey Highlights at a glance:Hybrid WorkHybrid workforce grows by two-thirds, remote workforce down by 54% as employees spend more days in office.2023: 51% working hybrid (30% in 2022), 25% full-time remote (44% in 2022) and 24% in-office (26% in 2022). Of the Hybrid workforce more time is spent in-office over the last 12 months: 81% work 2 days or more in 2023 compared to 74% in 2022.Tuesday (68%), Wednesday (78%) and Thursday (67%) are the most popular days to be in-office with Monday (18% ) and Friday (8%) being the least.Employers believe employees do their best work, working a hybrid model (87%), followed by in-office (11%) with full-time remote (7%) considered the least productive model.​Headcount2023 set to see the largest reduction in headcount in the last 5 years with 18% of employers expecting a reduction this year. 62% expect an increase and 20% expect their headcount to remain the same.​HR PrioritiesThe Top 5 priorities for HR for 2023 show competing priorities creating a confusing labour market: (1) retention (2) labour costs (3) recruitment (4) sustaining a dispersed culture (5) performance management.​Pay63% of employees expected to receive a pay rise of 6% in 2023 (the lowest % pay rise in 6 years)​READ THE FULL REPORT​The current labour market is a confusing one and 2023 looks set to be challenging with many contradictions at play which in turn is creating a tug-of-war of work on four main fronts:Workforce: Employers are looking to balance workforce reduction, employee retention and continuous recruitment needs at all once; Work practices: The need to offer individual flexibility to all employees is often at odds with the collective need for greater productivity;Workplace: Work is shifting back to the office with the hybrid workforce spending more days in office and as employers believe employees are least productive full-time remote;Labour Costs: The rise in the cost of living is driving employee salary expectations yet at the same time employers are tightening budgets with economic uncertainty on the horizon.​Commenting on workplace, Mac Giolla Phádraig adds: “The workplace has been the topic of conversation since the pandemic and employers have polarised preferences. The intense competition for talent the last two years has seen employers who favoured in-office, soften their view as employees demanded greater flexibility in a hyper-competitive labour market. As that demand recedes, those employers find their voice once more, albeit veiled in language around performance and challenges around sustainable work practices. The flexibility offered to employees now seems to be rebounding to more days in office.” READ THE FULL REPORT​​ABOUT THIS SURVEYThe Talent Summit Pulse Survey 2023 was commissioned by Sigmar Recruitment as part of Talent Summit 2023. This is the sixth year the study has been conducted, measuring the pulse of Talent Leaders on a range of Talent Topics. 244 talent leaders from across Ireland took part in the study, comprising of senior executives responsible for talent decision making within their respective organisations, ranging from CHROs, CEOs HR Directors to Heads of HR functions such as L&D, Recruitment, Organisational Development and Performance Management.Europe’s largest HR, work and employment conference, Talent Summit 2023 will take place in Dublin’s Convention Centre on Thursday, 9 March, 2023, welcoming 1500 guests.www.talentsummit.ie​

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Adie McGennis Wins Lifetime Achievement Award

Adie McGennis Wins Lifetime Achievement Award

​We are delighted to announce that our founder and CEO, Adie McGennis has been recognised for his remarkable career, personal and professional standing, and in particular his achievements over his twenty-year tenure as Sigmar’s CEO. On Friday at the Employment & Recruitment Federation Awards, hosted at The Shelbourne Hotel, Adie was presented with the James Kilbane Lifetime Achievement Award. Our Sales & Marketing team were also the winners of the “Best in Practice – Sales & Marketing Recruitment” award on the night. Beginning his career in recruitment in the 90s with Interstaff Recruitment after a brief stint in London, within a few short years, Adie became Managing Director of Marlborough Recruitment. It went on to become the largest recruitment agency in Ireland and the first Irish professional services company to be listed on the stock exchange. In 2002, he left to help set up Sigmar Recruitment and since then, Adie has built Sigmar into a thriving, global company that has won over 60 awards. Adie is the ultimate servant leader; humble and sincere, measuring himself by the leaders he creates and not by his own achievements. His ethos has undoubtedly shaped Sigmar’s culture and purpose. Commenting on Adie’s achievement, Frank Farrelly, COO of Sigmar Recruitment said:“I am absolutely delighted that Adie has been recognised by the Employment & Recruitment Federation. Adie is one of the most recognizable and well-liked recruitment professionals in Ireland.  In a career spanning over 30 years, he has made numerous lifelong friends and he has been one of the most collaborative and helpful people to many in the industry be they colleagues, competitors or members of the ERF.  He truly embodies the spirit of this award and I am delighted to see him being awarded by his peers. Through Adie’s leadership, values, and entrepreneurial spirit, Sigmar has continued to grow and evolve as a business and will continue to do so! Thank you Adie, for all that you have done! Huge congratulations on behalf of all team Sigmar!”​ Find out more about Sigmar’s story here. Find out more about the Employment & Recruitment Federation Awards here. ​

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Employers Inclusivity Toolkit

Employers Inclusivity Toolkit

This Inclusivity Employment Toolkit drawn up by the Open Doors Initiative is aimed at assisting companies working with our three groups – people with disabilities, refugees and asylum seekers and youth from disadvantaged backgrounds. Jeanne McDonagh, CEO of The Open Doors Initiative said: “We are delighted to work with Employers for Change, one of our key supported programmes, along with Atlantic Technological University, to produce this Inclusive Recruitment booklet and training. Many of our companies have asked for guidance in this space and it is a much needed resource to ensure an inclusive workplace. We wish to thank the participants who gave us their expert knowledge and experience in putting this together and look forward to engaging with companies in this important training.”  ​In creating this toolkit, which is supported by AIB, research was carried out in partnership with Atlantic Technological University (ATU) to understand the specific barriers for people from marginalised communities when seeking employment and the best strategies for becoming truly inclusive in the hiring process.​DOWNLOAD PDF​​Sigmar is a member of The Open Doors Initiative to help provide opportunities to some of the marginalised members of our society: refugee, asylum seekers and non-native English speakers; young people under 25 with educational barriers; and people with a disability.This information is taken from the OpenDoors website.

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