How would your co-workers describe you?


The first thing you need to recognize is when an interviewer is asking this question, it is because they are testing you on your competencies. They want to forecast your behaviour and envision you fitting into their company’s culture. In other words, they want you to highlight your strengths, or weaknesses and how you believe others perceive you.



So what comes to mind when we think of competencies and the value you can add to an organisation?

Ideally you want to get across that you are:

  • Approachable
  • Enthusiastic
  • Hardworking
  • Dedicated
  • Honest
  • Easy going
  • Reliable


For this question, you need to give examples from your previous or current employment which exemplifies a select number of these qualities, be it a time you were the only person who showed up the day after the Christmas party or even that you and your previous colleagues still catch up over drinks every so often. Interviewers are not that scary! They want you to be relatable. Your examples should aim to firstly highlight your strengths, skills and competencies, but secondly it should also aim to portray your personality.


An important trait to get across are your problem solving skills. You should have in mind several examples from a previous job which highlights your problem solving skills.


Similarly, teamwork skills are another focal point your prospect employer will examine you on. These skills are tested again through using examples which highlight your ability to fit in with a team. ” Be ready with examples of how you have successfully collaborated in team situations in previous jobs or in your extra curricular activities.


You will want to be able to portray yourself in a positive light without sounding too self-absorbed! You’ll come across as authentic by using concrete examples and a genuine tone.

Posted by Julia Purcell, Marketing & Communications Manager Sigmar 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