Connecting...

A LITTLE BIT ABOUT Sigmar

Sigmar staff

130 Industry Experts

Offices Nationwide

 Offices Nationwide in Dublin, Cork, Galway & Athlone

Awards

60+ Independent Awards for Recruitment Excellence & Workplace Culture

Online Reviews

Most 5 star Google Reviews of any Irish Recruitment Agency

NEW & EXCLUSIVE ROLES


WORTH A READ... 

Adobe Stock 317026720 (1)

​Navigating the Construction Job Market: A Comprehensive Guide for Job Seekers

​Navigating the Construction Job Market: A Comprehensive Guide for Job Seekers

The construction industry is a dynamic and ever-evolving field, offering a diverse range of career opportunities for individuals with a variety of skills and interests. Whether you're a seasoned professional or a recent graduate, there are numerous paths to success in this rewarding sector.Understanding the Construction LandscapeBefore embarking on your construction job search, it's crucial to gain a comprehensive understanding of the industry's landscape. Familiarise yourself with the different types of construction projects, from residential and commercial buildings to infrastructure projects and heavy engineering works. Research the major construction companies and organisations operating in your area, as well as the various trade unions and associations that represent construction workers.Identifying Your NicheThe construction industry encompasses a wide spectrum of roles and specialisations, catering to individuals with diverse skill sets and career aspirations. Consider your strengths, interests, and experience to identify a niche that aligns with your preferences. Do you thrive in fast-paced environments, working with your hands? Or are you drawn to the analytical side of construction, overseeing project management and planning?Developing Your Skills and ExpertiseWhether you're a seasoned professional or a newcomer to the industry, continuous learning and skill development are essential for career advancement in construction. Enrol in relevant training courses, workshops, and apprenticeships to enhance your technical skills and knowledge of industry standards and safety regulations. Consider pursuing certifications that demonstrate your expertise and commitment to professional development. While technical skills are crucial, soft skills like communication and teamwork are also increasingly valued. Enhance these skills to gain a competitive edge.Networking and Building ConnectionsNetworking is paramount in the construction industry, as it opens doors to new opportunities and allows you to gain valuable insights from experienced professionals. Attend industry events, conferences, and job fairs to connect with potential employers and fellow construction workers. Engage with industry groups and online forums to expand your network and stay updated on the latest trends and developments.Freelance and Contract Work Landscape:The gig economy has reached the construction industry. Freelance and contract work offer flexibility but lack the security of full-time employment. Understand the pros and cons before making decisions.Crafting a Compelling CV and Cover LetterYour resume and cover letter serve as your first impression, so make them count! Tailor your resume to each job application, highlighting relevant skills, experience, and certifications that align with the specific requirements of the position. Craft a compelling cover letter that showcases your passion for construction, your ability to contribute to the company's goals, and your eagerness to learn and grow.Preparing for InterviewsThe construction industry's interview process can be rigorous. Prepare thoroughly, conduct research, and be ready for practical assessments. Interviews often involve discussions of technical skills, project experience, and safety protocols. Be prepared to answer questions about your knowledge of specific construction methods, tools, and equipment. Practice common interview questions and rehearse your responses to project-related scenarios. Demonstrate your enthusiasm and your ability to work effectively in a team environment.Embracing Continuous Learning and GrowthThe construction industry is constantly evolving, with new technologies and techniques emerging at a rapid pace. Embrace a mindset of continuous learning and stay abreast of industry trends and advancements. Attend training courses, workshops, and seminars to expand your knowledge and skillset. Actively seek mentorship from experienced professionals in your field, and don't hesitate to ask questions and seek guidance. For example, with a focus on sustainability this year, there's a growing demand for professionals in green construction. Certifications like LEED can enhance your marketability.Diversity and Inclusion in Construction:Although traditionally male-dominated, the industry is shifting towards diversity and inclusion. Several organisations and government policies in Ireland are working towards promoting diversity and inclusion in the construction sector, including the Construction Industry Federation and the Department for Business, Energy, and Industrial Strategy's (BEIS) Construction Industry Diversity Strategy.Additional Tips for Success in the Construction Job Market·         Highlight your safety awareness. Safety is paramount in the construction industry. Emphasize your understanding of safety protocols and your commitment to working in a safe and responsible manner.·         Demonstrate your problem-solving skills. Construction often presents unexpected challenges and requires quick thinking and adaptability. Showcase your ability to analyse situations, identify solutions, and implement effective solutions.·         Emphasise your teamwork skills. Collaboration is essential for success in the construction industry. Highlight your ability to work effectively with others, communicate clearly, and contribute to a positive and productive team environment.·         Stay up to date with industry regulations. Construction projects are subject to a variety of regulations and standards. Stay informed about relevant regulations and demonstrate your commitment to adhering to industry-wide standards. Recommended Online Courses for Career Progression:1. QA Level 5 Diploma in Construction Project Management - This online course will help you gain an in-depth understanding of construction project management principles, techniques, and tools.2. Code 360 Online Building and Construction Technology Course - This online course covers a range of topics such as building design and analysis, construction systems and technologies, and sustainable building practices.3. Online CE CPD course for Engineers - This course will help you keep up to date with the latest developments in the engineering industry, including new codes, standards, and technologies.​The construction job market is complex, influenced by economic conditions, technology, and social trends. Proactive steps, including upskilling, networking, and leveraging industry resources, improve your chances of success. Despite the challenges, with the right strategy, you can build a fulfilling career in construction.​Best of luck with your construction job search! If you'd like to discuss a new role, or just need advice on your journey please feel free to contact our experienced construction recruitment team at construction@sigmar.ie or call 014744600 for a confidential discussion.

Adobe Stock 485825278

Signs of Recruitment Fraud

Signs of Recruitment Fraud

Sigmar Recruitment are issuing a warning to job seekers about scammers who are pretending to be Sigmar consultants. These scammers are using a variety of methods to contact potential victims, including social media, email, and text message.​Here are some signs of recruitment fraud that we are asking job seekers to be aware of:Asking for money: Legitimate employers and hiring managers do not require an application fee or expect you to pay for training.Upfront requests for sensitive information: Sensitive information (like your PPS number, date of birth, or bank account information) should never be a part of the early recruitment process.Fraudulent use of company information: Scammers can be quite adept at producing convincing communication, even using (without authorization) the name and logo of a well-known company. Generic company email addresses: Sigmar recruiters will only contact you via email or LinkedIn. They do not use their personal Facebook or Instagram accounts to promote jobs or contact candidates. That said, it’s all too easy for scammers to create an email or social media post that looks legitimate. When in doubt, don’t respond. Instead, go directly to the company’s website and check their page.Only using texts and online chats: Some recruitment scams have migrated to texts or online chats such as WhatsApp. Sigmar will never contact you first on WhatsApp. Initial outreach will always be through LinkedIn or official Sigmar phone numbers and email addresses.If it seems too good to be true: If a company is fast-tracking you, contacting you within an hour of applying, and doesn't require an interview or checking references, it's probably a scam.​Sigmar Recruitment are asking job seekers to be vigilant and to report any suspicious activity. If you are unsure whether or not a job posting is legitimate, you can contact Sigmar directly to verify.​Here are some additional tips to protect yourself from recruitment fraud:Do your research on the company before applying.Be suspicious of any job posting that requires you to pay money or provide personal information upfront.Do not click on links or open attachments in emails from unknown senders.Be wary of job postings or salaries that seem too good to be true.Trust your gut! If you feel something isn't right, it probably isn't.​Sigmar Recruitment is committed to providing a safe and positive job search experience for all job seekers. By being aware of the signs of recruitment fraud and taking steps to protect yourself, you can help to ensure that your job search is a success.​If you see suspicious posts or get questionable messages, don't engage. Please block the scammer, flag the message as spam, and report.  

Sigmar Scoops Best in Practice Pharma, Engineering & Science at the ERF Awards 2023

Sigmar Scoops Best in Practice Pharma, Engineering & Science at the ERF Awards 2023

Sigmar Scoops Best in Practice Pharma, Engineering & Science at the ERF Awards 2023

​Sigmar was honoured to win “Best in Practice in Pharma, Engineering & Science” at the 2023 Employment & Recruitment Federation Awards on Friday. Commenting on the achievement, Mike McDonagh, COO of Sigmar Recruitment said:“Our Life Sciences, Engineering and Technical team are a brilliant example of how specialist recruitment should be done.  They immerse themselves in the fields they recruit in which means they have a great understanding of where both their clients and candidates are coming from.  They can react quickly, manage processes carefully and to a successful conclusion and they can fill those hard-to-fill jobs where others can’t.  They also don’t give up, which I think gives them that last 1% you need. I’m immensely proud of the team and delighted they have received this recognition.” A huge well done also to our recruitment consultants Marcel Skolimowski and Fiona Joyce on being shortlisted for Permanent & Temporary Recruitment Consultant of the Year on the night also. The ERF awards took place in the Shelbourne Hotel and was attended by over 360 guests. The awards are designed to identify and reward excellence in recruitment in Ireland and is judged by an independent panel, including representatives from the international recruitment sector, the National College of Ireland and CIPD.A huge congratulations to all of our fellow ERF Award winners and nominees. Visit the Employment & Recruitment Federation website to see a full list of the 2023 winners. 

Adobe Stock 605809217

Fintech skills in demand

Fintech skills in demand

​The fintech industry is one of the fastest-growing industries in the world, and the demand for skilled professionals is high. As fintech companies continue to innovate and develop new products and services, they need employees with a variety of skills, including:Technical skills: Fintech companies need employees with strong technical skills, such as software development, data science, and cybersecurity. These skills are essential for developing and maintaining fintech products and services.Financial skills: Fintech companies also need employees with strong financial skills, such as accounting, finance, and risk management. These skills are essential for understanding and managing the financial aspects of fintech products and services.Business skills: Fintech companies also need employees with strong business skills, such as marketing, sales, and customer service. These skills are essential for promoting and selling fintech products and services, as well as providing excellent customer support.Here are some of the most in-demand fintech skills currently:Software development: Fintech companies need software developers to build and maintain their products and services. Popular programming languages for fintech include Python, Java, and JavaScript.Data science: Fintech companies use data to make better decisions about their products and services, and data scientists are responsible for collecting, analysing, and interpreting data.Cybersecurity:  Fintech companies need to protect their customers' data from cyberattacks, and cybersecurity professionals are responsible for developing and implementing security measures.Blockchain: Blockchain is a new technology that is being used to develop new financial products and services. Fintech companies need employees with expertise in blockchain technology.Artificial intelligence (AI): AI is another new technology that is being used to develop new financial products and services, meaning this is also a skill in demand.In addition to these technical skills, fintech companies also need employees with strong soft skills, such as communication, problem-solving, and teamwork.If you are interested in a career in fintech, there are a few things you can do to increase your chances of success:Get the right education and experience. There are many different educational paths that can lead to a career in fintech. Some people choose to get a bachelor's degree in fintech, while others get a degree in business administration or another related field. You can also gain experience in fintech through internships and volunteer work.Network with people in the field. Networking is a great way to learn about job openings and meet people who can help you get your foot in the door. Attend industry events, join professional organizations, and connect with people on LinkedIn.Stay up to date on the latest fintech trends and best practices. This shows employers that you're passionate about the field and that you're committed to professional development.Be able to articulate your skills and experience concisely. This is important for both your resume and cover letter, as well as during interviews.Be enthusiastic and positive. This will make a good impression on potential employers and show them that you're excited about the possibility of working for their company.Here are some of our current roles within the FinTech industry:Finance Manager - FintechSalary: €75,000 - 85,000Location: South DublinFinancial Controller – FintechSalary: €75,000 - 80,000Location: Dublin City CentreNewly Qualified Accountant- FintechSalary: €60,000 - 65,000Location: Dublin

WORTH A READ... 

Sigmar Scoops Best in Practice Pharma, Engineering & Science at the ERF Awards 2023

Sigmar Scoops Best in Practice Pharma, Engineering & Science at the ERF Awards 2023

Sigmar Scoops Best in Practice Pharma, Engineering & Science at the ERF Awards 2023

​Sigmar was honoured to win “Best in Practice in Pharma, Engineering & Science” at the 2023 Employment & Recruitment Federation Awards on Friday. Commenting on the achievement, Mike McDonagh, COO of Sigmar Recruitment said:“Our Life Sciences, Engineering and Technical team are a brilliant example of how specialist recruitment should be done.  They immerse themselves in the fields they recruit in which means they have a great understanding of where both their clients and candidates are coming from.  They can react quickly, manage processes carefully and to a successful conclusion and they can fill those hard-to-fill jobs where others can’t.  They also don’t give up, which I think gives them that last 1% you need. I’m immensely proud of the team and delighted they have received this recognition.” A huge well done also to our recruitment consultants Marcel Skolimowski and Fiona Joyce on being shortlisted for Permanent & Temporary Recruitment Consultant of the Year on the night also. The ERF awards took place in the Shelbourne Hotel and was attended by over 360 guests. The awards are designed to identify and reward excellence in recruitment in Ireland and is judged by an independent panel, including representatives from the international recruitment sector, the National College of Ireland and CIPD.A huge congratulations to all of our fellow ERF Award winners and nominees. Visit the Employment & Recruitment Federation website to see a full list of the 2023 winners. 

Adobe Stock 326319922

The Impact of The Pay Transparency Directive

The Impact of The Pay Transparency Directive

​With a focus on promoting equality and fairness in the workplace, the European Union has passed the Pay Transparency Directive, which aims to increase the transparency around salaries and existing pay gaps. The directive has significant implications for employers and job seekers alike. Here, we explore the upcoming changes and their potential effects on the employment landscape in Europe.Pay Transparency: Lessons from Finland and the United StatesFinland, known for its unique tradition of ‘National Jealousy Day’, publishes the taxable income of all its citizens on November 1st each year. This annual event is described as an “orgy of financial voyeurism”, which highlights the country’s commitment to transparency. Interestingly, the EU Pay Transparency Directive aligns with Finland’s approach by advocating for greater openness regarding income information.While Finland have been early advocates of pay transparency, the United States has also taken significant strides in this area. Since 2018, various states in the US, including Massachusetts, have implemented equal pay acts that prohibit companies from asking prospective employees about their current salaries. This approach has resulted in companies focusing on offering fair compensation for the role being advertised rather than relying on a candidate’s previous earnings.The Impact of Pay TransparencyOne of the key outcomes of pay transparency is the potential to address pay inequalities. By providing clear salary information, companies can attract more qualified candidates and promote greater equity in compensation. Studies have shown that job advertisements with salary details receive between 20-30% more quality applications, leading to improved hiring outcomes. The EU Pay Transparency Directive requires organisations with more than 250 workers to disclose pay information as part of the recruitment process. This means that candidates will no longer be asked about their current pay to determine job offers. Moreover, employers must provide workers with information on the criteria used to determine pay and pay progression. These measures aim to establish more objective standards for compensation and reduce the influence of previous salaries on job offers. Mike McDonagh, COO of Sigmar Recruitment comments, 'What it's actually done, or what it seems to have done with organisations is that they're now starting to pay people for the role that they're going for, rather than paying people for the role that they had.”Learning from the United States, where pay transparency laws are already in place in several states, organizations may be required to disclose pay bands for different roles and levels. This allows for greater clarity and transparency regarding what individuals should expect in terms of compensation for specific roles, skills, and experience. While the extent of public disclosure remains uncertain, the U.S experience suggests that companies may need to share pay bands or salary ranges, offering a clearer understanding of remuneration across organizations and roles.Benefits and ChallengesThe Pay Transparency Directive brings both benefits and challenges. Greater transparency can lead to increased trust among employees, as they have a better understanding of their worth and how it compares to others in similar roles. It can also contribute to narrowing the gender pay gap and addressing pay disparities for individuals from minority groups.However, challenges may arise. Some organisations may resist sharing detailed pay information due to concerns about internal discrepancies or potential negative reactions from current employees. Companies must find a balance between transparency and maintaining competitiveness. It will be crucial to implement pay transparency in a manner that encourages fairness while considering the unique dynamics and needs of each organisation.What’s Next?As the EU Transparency Directive takes place, the employment landscape in Europe will undergo significant changes. The move towards increased pay transparency aligns with global efforts to address pay inequalities and foster more equitable workplaces. By providing candidates with greater salary clarity, organisations can attract qualified talent, enhance retention rates, and promote fairness in competition.While challenges and concerns may arise during the implementation process, transparency can ultimately lead to a stronger, more inclusive work environment. As organizations can adapt to these new regulations, they must prioritise effective communication, skill acquisition, and employee well-being. By embracing pay transparency and its potential benefits, Europe takes a significant step forward building a more equitable and progressive workforce. 

Image 2023 03 03 T17 24 29

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​

Untitled Design

Looking for your next career opportunity?