recruitment agency

Candidate Best Practice When Using A Recruitment Agency

recruitment agency

Finding a job can be a daunting prospect for anyone, however using an agency can make this process easier. Here is Sigmar’s guide to getting the most out of your recruiter:


Be Honest

This is the easiest and quickest way to find a job. Tell your recruiter what you are looking for, your experience and skillset, your salary expectation, whether you will really consider working in a contract role, or is it just a permanent role you are after? Don’t waste your time, your recruiter’s time and the client’s time if it’s not really what you want.


Follow Up

Don’t just leave it up to the recruiter to get back to you. A busy recruiter is a good recruiter. Chances are your recruiter will have plenty of roles to fill, meaning plenty of candidates to interview, shortlist, prepare for interview etc. Give them a call after interviews to keep them in the loop.


Keep Track Of Your Applications

Know where you have sent your CV and when. This saves time and avoids duplication. If an employer sees your CV coming through from various recruiters as well as direct website applications it makes you look sloppy and disorganised and will not help your cause.


Set Up a Face to Face Meeting

Recruiters are there to “sell” your CV / skillset and even your personality to potential employers. Give yourself the opportunity to sell yourself to the person who is representing you. Creating a good rapport with a recruiter can be invaluable and they will think of you straight away when a suitable role comes in.


Find a Recruiter That Suits You

There are lots of recruiters out there so you don’t have to deal with the first one that comes your way. Do some research and find out who specialises in recruiting for your area. Ask them questions and find out if they have a good level of market knowledge. Some recruitment processes can take several months – make sure you get on with your recruiter and are comfortable chatting to them and asking for their opinion. A good recruiter is one that you trust


Use the Service As Much As You Can

It is free after all! Remember: the recruiter is on your side. When the recruiter asks you to meet or take a call for interview preparation purposes – take it. The recruiter knows what the client is looking for and will point you in the right direction. Ask for CV advice and tips and discuss add-on courses and training that will help to develop your skillset for the right role. Recruiters spend a lot of time viewing CVs and job specs, use their knowledge to your advantage and ask about other candidates they have placed and what they have on their CVs!


Be Patient

As mentioned, some recruitment processes can take months. Sometimes it can take up to 3-4 weeks between the time a role is advertised and the time the shortlisting takes place. Check in with your recruiter but don’t harass them or lose your cool. As soon as a recruiter gets feedback on your application you will be the first to know.


We have a wide range of jobs to suit candidates with varied levels of experience. To speak with a specialist recruiter on a career in Galway please email me at

Posted by Sarah Williams, Manager Sigmar Galway on 30 November 2017

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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