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Office Support Staff In Demand Now More Than Ever

office support staff

The scars left from the financial crisis are still fresh so companies are cautious to offer up permanent roles and are therefore quite open to the option of using temporary office staff on an initial basis. Temporary work in the public sector has seen significant increases where many new roles are project related. As the market recovers employees will have more leverage which will see salaries, benefits and the demand for a more flexible work environment increase. Part-time and working from home options are hugely popular with companies tapping into the older workforce and stay-at-home parent markets, who have huge skills to offer once the companies have the technology to support this.

 

From Sigmar’s perspective, screening candidates for technical and cultural fit is key, before sending candidates to our clients. Testing of candidates at the very first stages of the process ensures that candidates are prepped and ready to move as quickly as employers are moving, to ensure employers obtain the top talent available to them. We may not have returned to the days of the Celtic Tiger just yet, when candidates could pick and choose their next job, but we are a million miles away from the dark days of 2010. Temporary candidates in particular are no longer on the market for weeks, it is now more so a case of days and even hours. Companies need to rethink their recruitment strategies if they wish to secure the best talent otherwise they will be swiftly taken from the market. This is shaping up to be a great year for both employers and employees alike with processes running smoother than ever and appointments being filled quickly and professionally.

 

With the market continuing to improve, we again saw a rise in salaries last year, particularly in the latter end. Competition for talent is continuing to increase which is reflected in salaries for skilled candidates. 2016 saw the return of benefit packages with companies pitching their benefits to prospective candidates, as a way of winning candidates who are in several processes at once.It is evident that salary is no longer the number one factor in candidates’ reasons for changing job positions. Companies are having to map out career plans for new employees at the interview stage making interviews very much a 50/50 process between the employer and the employee. We have also seen an increase in counter offers. Counter offers are something to be aware of when assessing a candidate’s motivations to move. Good news for employers is that at entry level salaries have remained constant. Candidates looking for their first step on the career ladder can be very flexible but will still have expectations of a great work environment and culture. Legislation for temporary workers is at the forefront so matching salaries to that of their permanent counterparts is essential.

 

For candidates when looking for an office role researching the company where you are trying to get a new job is key. While there is a huge pool for companies to hire great candidates from, there is still an expectation that all interviewees will have done significant research prior to their interview. Not knowing adequate information about your potential future employer, is a disappointing reason to not get a job role. Companies invest a lot of time and money on their websites, LinkedIn pages, PR etc. It is expected that you will have researched the company and be able to comprehensively answer the question “why do you want to work here?” with great examples from your research. This can be the decision maker when it comes down to two candidates and deciding which of the two deserve the job. A well prepared answer can demonstrate to your potential employer that you want the role more.

Posted by Recruitment Consultant, Sigmar on 4 January 2017

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Six Benefits of Working Over the Christmas Period

Six Benefits of Working Over the Christmas Period

No annual leave left? Or maybe the high demand in work has meant you’ve been requested to come in? Don’t worry, whatever the reason there are some benefits to working over the Christmas period.   Getting Ahead of Work The best part of being one of the few people working this time of year is that you will have the peace and quiet you need to get things done. Catch up on work and get a head start on work for the new year. With the phone not ringing constantly and emails not flooding your inbox, it’s an opportunity to get some headspace to really get ahead of your workload.   Getting a Seat on Public Transport For anyone who commutes to work this will really feel like a Christmas miracle. Having your own seat and maybe even a seat for your coat and bag is a really nice perk to working this time of year.   Avoid Unappealing Christmas Parties This time of year brings a lot of nights out and they’re not always nights out you’re in favour of. Working gives you the perfect excuse to turn down any unwanted invitations for a Christmas session. Although, if you do want to go, working shouldn’t stop you. Just pace yourself and be sure to stay hydrated and get enough sleep.   Christmas Organised If you’re working over Christmas chances are you’ve known about it for a couple weeks or even months, so you’ll be organised well in advance. It’s a great feeling coming up to Christmas knowing you won’t be part of the mad Christmas Eve rush to buy last minute presents.   Being Recognised as a Team Player Maybe you were asked to work over Christmas because of workload or because of staff demand. Accepting you have to work and coming in with a smile, will go a long way with your supervisors and colleagues.   It might be fun! It’s Christmas and everything this time of year is joyful! Take the time to treat yourself and indulge. Get that Christmas latte or treat yourself to a fancy lunch or a delivery to the office.   Whether you will be working or not, Sigmar Recruitment would like to take this opportunity to wish you a happy Christmas and every success in 2020.

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Improve your chance of finding a job during COVID-19

Improve your chance of finding a job during COVID-19

Taken from : How to land a job during COVID-19 by Michael Malone (Galway Daily) ​With Level 5 set to last for around four more weeks and uncertainty about what restrictions will be in place in the coming months, those in search of a new job may feel they are facing an uphill battle.  But for those on the job hunt during the pandemic, it is important not to give up. That’s according to Sarah Hayes of Sigmar Recruitment, who says that there are a number of things people can do to improve their likelihood of finding a job.  ​ “Look at what is in your span of control and be proactive,” says Sarah. “The labour market has turned on its head since March and is constantly changing with government restrictions being implemented.  “But it’s important not to give up as there are companies still hiring.”   Top 6 tips to improve your chance of finding a job during COVID-19 1. Analyse the market Where are the jobs right now? Well, there are certain sectors that have been decimated by the pandemic, but others are still going strong. For example, DPD have just announced that they are expanding their operations and will create 700 jobs before the end of the year. Sigmar is hiring most across Manufacturing & Engineering, Technology & IT, Construction, E-Commerce, Customer Service, Health & Safety and Supply Chain & Logistics. The Lifesciences/ Pharmaceutical sector is busier than ever right now, with resumed elective surgeries, vaccine development, diagnostic testing and respiratory device production. Many companies are looking for multilingual speakers, for whom there is a great demand. So if you speak more than just English, there are opportunities out there. Familiarise yourself with who is hiring – keep an eye on the news, set up job alerts on the jobs boards, follow companies on LinkedIn, identify a recruitment consultant that recruits in your area and ask them to keep you updated on the market.     2. Market yourself Your cover letter, CV and your LinkedIn profile are your primary tools to market yourself. Prepare your CV, spend time on it and ask a recruitment consultant to help you to get it right (they will do this free of charge). Your CV and cover letter should always be tailored for the role you are applying for. Look at the job spec and mirror it back in your CV. It is also extremely important to keep your LinkedIn profile up to date. Make sure you have a profile picture, create a compelling summary, add your projects, populate the skills section, and remember when recruiters and even bots are searching for profiles they search for keywords and buzzwords. If you don’t have these, then your profile might be missed. Change your status to ‘Open to new opportunities’ and get active on LinkedIn – don’t just sit back and wait for someone to contact you! Connect with hiring managers and HR professionals in the companies you want to work for, send them your CV directly and ask them whether they are hiring. You should also follow the company pages so that new job announcements will show up in your news feed, in case you miss your dream job!   3. Network online Joining groups and forums relevant to the job you are looking for and skills that you have can be a great way to build connections and relationships with people who have similar profiles. Networking can be a great way of finding a job – some experts say that over 70% of jobs are found by networking. So as well as keeping an eye on the best recruitment websites, get networking and boost your chances of finding that dream job!   4. Upskill It’s a great time to identify gaps in your skillset and upskill – look at jobs being advertised online and see if you can identify any particular skills/qualifications that you are missing that might help with securing that job in the future. In lockdown, many people are finding themselves with much more free time than before – so what better time to look for online courses to close those gaps in your knowledge, learn a new skill set or even a new language. There are countless apps and online courses out there – so find out where you’re lacking and get learning!   5. Open up your search Perhaps one of the more positive things to come out of the pandemic is that people are becoming less tied to one location, as companies are learning that working from home is not only possible, but also beneficial for many people. There are a lot of remote working positions out there now, so don’t just limit yourself to searching for a position in your direct locality. Open up your search and keep an eye on jobs advertised in different locations but can be worked from home.   6. Step out of your comfort zone To stand out from the crowd, you may have to be creative. With Covid-19, there has been a shift towards video interviewing but Sigmar is also seeing an increase in video applications. Get yourself in front of a camera and talk through your CV and reasons for applying for a particular position (remember, like in your CV, to tailor your answers depending on the job!). You can send this video along with your CV, or directly to a hiring manager through LinkedIn. When it comes to interviews – most are taking place virtually. Therefore it is important to ensure you are prepared – make sure you have been sent the link in advance! It is also important to check that you have a good internet connection, that your camera is working and positioned appropriately, your background is professional, you are dressed appropriately. Look directly at the camera to make eye contact, and let them know that you’re the ideal candidate. If you do all of this, you give yourself every chance of landing a new job, even in the most unusual of times.

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“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

The latest data from Sigmar Recruitment’s Employer Sentiment Report suggests that most companies plan on hiring more contingent labour in order to deal with the extended market turbulence. Having surveyed 1000 Irish based companies, 91% of respondents said they are more likely to hire temps or contractors than before COVID-19.    Commenting on the results, Barry Rudden, Director, Sigmar Recruitment says; “This may signify a fundamental shift in how workforces will be constituted moving forward as employers are wary of future market shocks. Whilst demand has rebounded since March, companies just don’t know how the market will react to a possible second wave of infections, topped with Brexit fears, so there are still challenges ahead for organisations and as a result they are hesitant to commit to permanent hires.”    One third of all companies surveyed said it was likely or highly likely that they would increase the % of temp/contract staff they already engage. “This is the norm in early stages of an extended recovery. Seeing this trend emerge at polar ends of the labour market is indicative of a new K-Shaped labour market.” says Rudden. He adds; “When viewed, in parallel with the explosion of the gig economy in the last decade, we now see increasing demand for temporary or contract workers in most white-collar industries, not just the traditional area of office/administration roles.” Companies surveyed expected requirements for temp/contract talent to be highest across IT, engineering & life sciences, accountancy, and HR along with office/administration.     Hiring on a temporary or contract basis gives organisations an opportunity to ‘try before you buy’ i.e. hiring initially on a temporary basis before converting to permanent. “Given companies’ uncertainty at present, this model is potentially a perfect solution that enables businesses to ramp up and meet demand while the future looks uncertain. At the same time, it enables jobseekers to find work quickly. In our corresponding survey of 3500 candidates, the majority said they were more likely to consider temp or contract work than before the COVID-19 pandemic struck,” says Rudden.     Flexible labour in demand at polar ends of the economy; powering growth in recovering sectors and offering interim cover for harder hit sectors   91% of employers plan to expand contingent worker numbers as increasing uncertainty looms    82% of candidates would consider temp or contract positions if given more flexibility, like remote working    Further, 82% of candidates said they would be more likely to consider temp or contract work if they were offered flexibility, such as remote working.    This is significant change in attitude considering 60% of respondents had not worked in a temporary or contract capacity in the past two years. Rudden adds, “It likely not only reflects the impact of the current crisis in terms of people having lost employment but perhaps a wider acceptance that flexibility may be required as we move forward.”     Whilst market uncertainty prevails, what is certain is that we are in the midst of an extended period of transformation in the workplace with blended workforces i.e. a mix of permanent and temp/contract staff perhaps becoming the norm. “Prior to COVID-19 there were already several examples of major multinationals with a significant proportion of staff engaged as agency temps or contractors. We predict an increase in such models being used by other businesses going forward,” says Rudden.     For a copy of the report, contact Barry Rudden on +35314744612 or email brudden@sigmar.ie