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8 Reasons To Quit Your Job in 2018

8 Reasons To Quit Your Job in 2018

Every new year brings the opportunity for new beginnings and a fresh start. If you’re reviewing your current situation and planning your new year’s resolutions, your job could be a great place to start. Considering a new job is a big decision but there are some significant reasons why leaving your current job could be the best choice for you. 1. You no longer enjoy what you do If you’re back in work this week after the new year and you’re miserable already, it may be a good time to start rethinking your current job. On average, the working week is 37 hours and if you don’t enjoy what you do, it’s a long time to spend being unhappy. 2. There is no opportunity to progress in your role Experiencing a glass ceiling in your career can be very demotivating. Working hard every day while being unable to climb a career ladder and achieve your potential can feel very frustrating and it can be especially frustrating if you are seeing other colleagues and friends progressing in their careers. If you’re unable to see an upward career path in your current position, there are two things for you to consider; changing jobs or returning to education to upskill and find work where you can progress. 3. Difficult work environment A difficult work environment can be tough to overcome. Unfortunately, some work cultures don’t always value staff and their morale. If this is the case for you and your work place, the atmosphere can become quite unbearable. If you have tried to speak out about the issue and nothing has changed, a new job in a company with a reputable work environment could be the best move for you. 4. You don’t respect or learn from your manager You don’t always have to look up to your boss but it’s important to respect your superior and feel you can learn from him/her. If the person you take direction from and report to is not someone you have a high regard for, it can make your work life quite difficult. If you feel negatively towards your boss, leaving your job could be what’s best. 5. You aren’t being paid what you are worth Money isn’t everything but when it comes to your job it is very important. It’s crucial to know your worth as an employee and to be valued by the company you work for. If you feel like you are being taken advantage of and your salary is not what it should be, then you may wish to consider a new job that offers a salary more suited to your experience. 6. You’re no longer learning Do you find yourself doing the same thing in work every day? Have you been in the same job for a long period of time and can’t remember the last time you learned something new? Are you bored in work and find every task seems to be more tedious than the last? If you answered yes to any or all of these questions, a new job opportunity could be the best thing for you. It’s important to be challenged in your job to stay motivated. 7. You don’t get along with your colleagues Securing a role that you love may not be enough to remain happy in your job. The saying often goes, “find a job you love and you’ll never have to work a day in your life”. However, not maintaining good relationships with your colleagues can negatively affect how you feel in the workplace. There’s a lot more to job satisfaction than finding the right role. As there is a social aspect to work, it’s important to mix well and get along with the people in your workplace. If this isn’t achievable, it may be time to search for a new job. 8. You’re only staying in your job because you’re scared of change Change can be difficult but it shouldn’t stop you from pursuing something new. If the only reason you haven’t changed jobs is because you’re scared of change, then you should make 2018 the year to take a leap and start a new job. Choosing to leave a job is a very personal decision and there are countless reasons why someone would want a new opportunity. It’s always important to go with your gut though and do what’s right for you. If you are considering changing jobs in 2018, upload your CV and let our 120 specialist recruitment consultants help you to find the job best suited for you.

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Sir Ken Robinson to Headline Talent Summit 2018

Sir Ken Robinson to Headline Talent Summit 2018

Sir Ken Robinson, the most viewed speaker in the history of TED.com, and one of the world’s leading thinkers on creativity and innovation in the workplace, is today confirmed as the keynote speaker at Talent Summit 2018. Talent Summit is Ireland's largest HR conference. It will take place on Thursday 22nd February, 2018 at the Convention Centre Dublin. With over 20 national and international business thought leaders contributing and speaking, this summit is aimed at business owners, executives, HR directors, managers, recruiters and anyone with a professional interest in human resources. Talent Summit was founded by Sigmar Recruitment in association with EY Ireland. Tickets for the event are available to purchase on Eventbrite. Welcoming the announcement, Robert Mac Giolla Phádraig, founder of Talent Summit and CCO of Sigmar Recruitment comments: “With the talent agenda ranking as the number one priority for business leaders around the globe, we need to reimagine how we create better workplaces and working lives in an increasingly complex world of work. The workforce is augmenting, becoming more digital, diverse, global and automation savvy. This presents major opportunities for HR leaders to influence how their organisations use disruptive technology to attract, organise, develop and drive the performance of their people. This year’s theme is “Accelerating growth through talent and technology” where we will unlock global thought leadership on how HR Leaders can leverage artificial intelligence, automation and robotics to develop their workforces. "Of course, we are honoured to have Sir Ken Robinson headline the event." - Robert Mac Giolla Phádraig As an advisor to Fortune 500 companies and governments in Europe, Asia and the United States, Sir Ken Robinson helps transform organisations’ corporate culture to focus more on fostering and developing creativity. His New York Times best-selling books also help people tap into their creative potential. His ideas and research have made him a popular speaker on TED Talks. In fact, his 2006 and 2010 presentations have been seen by more than 350 million people in 160 countries, making Robinson the most viewed speaker in the history of Ted.com." Commenting on the event, Niamh O’Beirne, Partner, People Advisory Services at EY Ireland says: “We are delighted to be partnering with Talent Summit again this year. In an environment characterised by disruption and rapid technological advancement, and with the economy accelerating at the fastest pace in Europe, a skills shortage could begin to bite this year in Ireland. To bolster continued growth, it’s never been more important for businesses in Ireland to have solid innovative strategies in place both to retain the talent they have, and to attract the best talent in the market. The calibre of speakers at Talent Summit this year is second to none, and we’re honoured to be part of such an inspiring international line-up. The event promises to be full of stimulating discussion and we’re looking forward to meeting colleagues from Ireland and around the world.” The central theme of Talent Summit this year is Accelerating Growth Through Talent and Technology. Key topics covered on the day will include: Talent Acquisition; Leadership; Performance Improvement; Artificial Intelligence; and Agile Learning. Talent Summit is a full day event with lunch and snacks provided. Keynotes from over 20 national and international expert speakers will be given on talent attraction and retention strategies. There will be real life case studies from successful global and local brands, as well as panel discussions and audience Q&A. Tickets for The Talent Summit are now available for purchase. Please see www.talentsummit.ie for further details.

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Sigmar Recruitment and French Staffing Firm Groupe Adéquat Announce Strategic Partnership to Create a €1bn Global Group

Sigmar Recruitment and French Staffing Firm Groupe Adéquat Announce Strategic Partnership to Create a €1bn Global Group

Irish Recruitment firm, Sigmar Recruitment today announced a strategic partnership with French staffing giant Groupe Adéquat. The partnership will be structured through a staged equity investment over a 5 year period that will see Groupe Adéquat take majority interest. Both companies are dominant players in their respective markets and will now look to expand internationally through organic growth and acquisition. The deal will see significant growth in Sigmar’s Irish operations and will propel Sigmar as Groupe Adéquat’s gateway to English speaking countries. The existing management team will remain at Sigmar for the long term and will work with the Groupe Adéquat’s leadership team to execute international expansion. Commenting on the partnership, Sigmar CEO, Adrian McGennis said: “Groupe Adéquat have a very similar mindset and culture to Sigmar with major ambition to scale that aligns with ours. Our partnership with Groupe Adéquat will allow us to accelerate our plans to internationalize while expanding our service offering for our customers in Ireland. We are delighted to work with the team in Groupe Adéquat and look forward to building a global business through delivering on our values commitment to all stakeholders.” Groupe Adéquat leadership team stated: “Our mission over the next 5 years is to become one of the top 25 staffing firms in the world, both through organic growth continued investment in high potential international brands such as Sigmar. We identified Sigmar as a strategic partner as they have a reputation for being one of the most respected and innovative consultancies in Europe. We believe that the Sigmar brand has true international currency and this investment represents a significant step, for us, in becoming a global group. Above all else we share the same values and ambition to deliver more for our colleagues, clients and candidates.”

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Assessing Talent For Cultural Fit

Assessing Talent For Cultural Fit

Most companies have a phrase to capture cultural fit, such as “no jerks policy”, “no egos”, “no a**hole policy” etc. and as crude as they sound they are very subjective and typically administered on gut feel. For such a subjective judgment call that’s critical to every hire, how do organisations apply this consistently? Here are three key principles to selecting talent for cultural fit; 1. Understand the Authenticity of Culture Culture is the collective behaviours in the organisation, influenced by beliefs and practices. It’s the heartbeat and pulse of the organisation which ebbs and flows as the personality and character of people change. It is organic and blossoms from the people in the organisation. It can’t be forced – it needs to be authentic as Zappos CEO, Tony Hsieh recently discovered when he introduced a new way of working to his organisation. The e-tailer bought by Amazon for $1.2bn in 2002 has long been admired for its unique culture, so much so that Hsieh penned a book on it called “Delivering Happiness” which has established him as an international guru on the topic. On March 24, 1,500 or so Zappos employees got a memo from Tony concerning their transition to a new way of working called “Holacracy” (a manager-free operating structure that is composed, in theory, of equally privileged employees working in task-specific circles, often overlapping). Hsieh began experimenting with Holacracy in 2013 as a way of maintaining Zappos’ lauded employee-centric environment as it continued to grow. On April 30th 2015, he offered an ultimatum: embrace self-management or we’ll give you a three-month severance package to leave. By May, 210 Zappos employees, or 14% of the company, had taken the offer. Although the jury is out on Holocracy, it was a costly lesson to learn (even for a guru) that culture can’t be forced – it needs to be authentic. The clearer it is defined, the easier it is to select for. 2. Values Have Value if they are Truly Valued and…Indicated If culture is the result of behaviours, what guides behaviours? Values alone won’t guide behaviours. Integrity, Communication, Respect, Excellence hung in the boardroom of Enron before its infamous collapse! Clearly defining indicators of values is what guides behaviour. Take Hubspot for example, who used one key guiding value, to scale from an MIT spin out to a $billion valuation in 2015, which was “use good judgment”. Understanding that peoples judgment varies, they gave a clear indicators of what they mean to act as a beacon around behaviours asking employees to remember the following hierarchy when making a decision: How does your decision positively impact (1) the customer (2) the company (3) your team and (4) you. Clear indicators align behaviour! Identify indicators of values and assess against the indicators. 3. Purpose Beyond Task Dan Pink emphasized the importance of purpose when he wrote about what motivates people to do their best work through his “Motivation Trifecta”: Mastery, Autonomy and Purpose! Author of the “Little Prince”, Antoine De Saint Exipery once wrote: “If you want to build a ship, don’t drum up the people to gather wood, divide the work and give orders. Instead teach them to yearn for the vast and endless sea.” Culture is sometimes a blend of what you are and what you aspire to be as an organisation. If you clearly understand what you aspire to be, there is a point where your value indicators and purpose meet and this is where authentic values meet purpose! Probe candidates impact on values that align with purpose beyond task. Look for points in their career where they influenced the dynamic of a team through reflecting values with a true sense of purpose. Call it what you like, apply consistently and never compromise on cultural fit.

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How to Hire the Best Person for the Job

How to Hire the Best Person for the Job

It’s no secret these days that choice in the labour market is beginning to swing very much in the candidate’s favour. Increasingly we see that candidates are interviewing for multiple roles at one time. Their thirst at the moment is fuelled by the poor market that introduced itself through the recession of the past few years. Presently with Ireland’s economy thankfully beginning to emerge from the doldrums job creation is back in full swing leading to a shortage of people in some industries. The question on many hiring manager’s minds now is how to hire the best person for the job before they are snatched up by a competitor. Here are some tips to try ensure that you have the right person for the job and to make an offer that they cannot refuse. Know Your Market And The Pace It’s Moving At If you are recruiting for a role in a market that is new i.e. IT/digital then it is important to know the state of the marketplace and what to expect regarding applicants, skills and experience levels. Create A Clear Timeline, Most Importantly Outlining The ‘Offer Stage’ Outline the interview process before publishing a job spec as this will give you a timescale and deadline. Know when your offer stage will take place and alert candidates to this so they do not feel strung along and confused. Know What All Stakeholders Are Looking For Before You Go To Market Choosing a candidate is a stressful job but when different people choose assorted candidates the ambiguity may lead to drawn out discussions and losing the best candidate. Consider the role together and decide on the main responsibilities, scoring skills on importance before shortlisting CVs. Set Clear Structure Weighting The Main Competencies For The Role Directly related to the above having scorecards for every interviewer to fill out can help refresh memories in the decision making stage. Skills can be more important than experience sometimes, and this is hard to put across on a two page CV. When You Have Met A Suitable Candidate Make An Offer In the present market hours can be the difference between getting the right person and going through multiple processes for the same role. Don’t be afraid to appear enthusiastic about a person but don’t overdo it and appear desperate. A clear and sensible recruitment plan can make life a lot easier for Hiring Managers ensuring that you won’t be understaffed longer than you have to be. We are seeing quite a lot lately that candidates are having multiple interviews/ job offers and being counter offered so it is important to be responsive and not delay the process. Working with a good recruitment agency can help a lot in these situation as they can inform you where the candidate is interviewing and their preferences at the time. There can be more control over the process with definite interview dates and timelines. When the decision is made, make sure it’s a valid offer and always put it in writing as this can mean a lot to a candidate who has a big decision to make. Remember also that money is rarely the real motivator behind the candidate’s move, more often than not it’s progression, environment, a new challenge or circumstances so it is important for any company to confer the same level of professionalism on the their potential hires as they do to their employees and customers.

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How To Write A Job Description

How To Write A Job Description

Job specifications are the most important way to market a job that your company has vacant. Now more than ever these documents are valuable as candidates are very specific in their needs and will not settle for less than them. Without a job spec you cannot outline the core responsibilities of the role, the skills involved and required and indeed provide an overview of the company. There are two types of job specs: For an existing job For a new position For an Existing Position You are lucky in this respect as you can ask the person who is leaving to sit with you and go through the details of their position. This can be part of their review to get insight into how the role can be improved. Understanding the different aspects of a position can help the company become more efficient as a whole so the meeting must be in a comfortable environment where the employee feels at ease confiding in their manager. Asking them to rate each skill by importance to the job will help when interviewing to get the best possible candidate for the job. Note re-writing an existing position also gives you an opportunity to update and improve upon the role, add to it if needed and even change the title if you feel it’s more appropriate. For a New Position So your company is growing and there is a need for a new position that the company has never had before, how do you find the relevant skills and responsibilities that the ideal candidate should possess? Research! This is the case for many companies at the moment in terms of Fintech and digital roles that have just emerged in the last five years. Read other job specs for these roles in your industry and even outside of them. Ask your network for advice or if you know someone in a similar position invite them for coffee and ask them about their position in order to help you decide what aspects would be important to your company. Contact a recruitment company that deals with these positions. In truth recruiters in the area that you are hiring for are experts in that they place these people every day and would be in an ideal position to give you constructive advice and information. Things to Include in a Job Spec: Job Title – don’t make it too long, abbreviate if needed Short introduction to your company (2-3 lines which sell the company) The main duties of the position, the location and who they will be reporting to Necessary skills required in the role, including experience and education level Core competencies required for the position such as good communication skills, people management etc. Relevant contact details and particulars on how to apply for the position with closing date if any Make sure to carry out a spell check and ask a colleague to review the spec before you advertise it – it is essential to make sure the spec is easy to read, has no spelling or punctuation mistakes and accurately reflects your company.