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Job Hunting During the Festive Season

job hunting

At this time of year it’s very common to be thinking of the New Year and the new you which can often mean a new job.

 

A lot of recruiters are asking people in their network to use the festive period as a time to think about the direction their career is going in and what role they envisage for themselves in the New Year.

 

Realistically there is no time like the present. Typically coming up to the New Year people begin to get complacent and believe that there is no point applying for jobs as everyone is in holiday mode and no one will look at their CV. In fact the opposite is true. While things can slow down as people go on annual leave etc. there are still new roles arriving every day and companies are looking for people to fill these roles in a timely manner.

 

Update Your CV

Look at your CV and make sure that your present position and responsibilities are all up-to-date. Examine some job specs of roles you would like and determine if all the right information is included in your CV to apply for these roles. Make sure to spell check and inspect for grammatical errors. Having your CV updated means you are free to enjoy the festivities with loved ones – after all who wants to be updating a CV when you can be eating a tin of roses or planning a New Year’s party.

 

Meet Your Recruiter

Over Christmas there is no better time to reach out to your recruiter. It’s a great opportunity to organise a meeting with them, get advice on the market and on the type of roles out there that may be best suited to your skill set. It will put you at the top of the list of people in your recruiters mind so when your ideal role comes in you will be the first to know and are already prepped and ready to go.

 

By chatting to your recruiter or sending them your updated CV it is letting them know that you are open to discussing what is out there for you, it’s an opportunity to get some groundwork done for a process that can move quite quickly and exploring possibilities that you may not have known about.

 

The other pro to meeting with your recruiter this side of the holidays is that you are getting ahead of all those who are waiting for the New Year before looking for a job. You can relax over Christmas knowing that you may already have a new job to start in the New Year and know that you are miles ahead of everyone else in the process.

 

Thinking of Moving Home to Ireland

It is also the perfect opportunity for those who are now in the process of coming home for Christmas from abroad to meet up with a recruiter and get things in motion to help you come home permanently. Moving back to Ireland can sometimes be a difficult, often times lengthy process in terms of arranging interviews or even giving notice. Meeting with a recruiter and even scheduling an interview or two when you are home can motivate you to continue your search to come home.

 

So as a parting piece of advice from a recruiter who knows how things can dramatically change for job seekers over this festive period – take the time to put thought into what you want 2016 to be for you and, as your first step to realising that vision, reach out to your recruiter today. Sigmar are here to help. Wishing you all great changes in the coming festive season.

Posted by Aisling Murphy, Recruitment Consultant Managed Services 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 brudden@sigmar.ie