You have reached a crossroads in your career, you are looking for a change, but you are unsure as to whether you should make your next move into a large or small organisation. Here are a few pros and cons, regardless of your area of expertise that may help you decide, depending on your mind-set and how you as an individual want to grow professionally.
- Well recognised brands are known worldwide and will add an impressive badge to your CV that will inevitably open other doors down the line.
- They provide strong career prospects and a definite career path.
- International opportunities to join other departments and most companies are keen to encourage their talent to work in other sites abroad. Firstly you can upskill and grow within that organisation, and secondly for those with the travel bug to “scratch that itch” without losing them from the organisation.
- Remuneration and benefits tend to be better within multinationals, because they have economies of scale and therefore deeper pockets.
- As this is a huge machine everyone has to have a highly defined role for it all to work. Sometimes you can get pigeon holed into one area which in turn can, for some people, lead to boredom. The pace is fast, the quantities are high, but as you get better and faster in your role, you can feel like you are on an assembly line. High Volume X Specified Task = under challenged drone.
- It can sometimes feel like forever before something gets done. While policies, procedures, controls etc. have their place of importance within a large company, this can sometimes be their downfall. Red tape and sign offs can hugely delay processes, which in turn, can hugely frustrate employees, particularly those with high ambitions.
- You can often feel like you are just a number and not a valued employee who is making a genuine difference.
Small to Medium Sized Enterprises (SMEs)
- No two days are the same. As is the nature of the SMEs, you will work as part of a small team and this breed’s variety. It’s an “all hands on deck” environment where one minute you are signing off on the annual statutory accounts and the next you are recruiting for a part time receptionist. This, in turn, can lead to excellent experience that you would never get in a Multinational, granted, on a much smaller scale.
- Decisions can be made quickly. If you need something done or you have an idea to implement then a 2 minute conversation with the General Manager can make it happen. Politics plays a very small role within SMEs and sometimes it can be fly by the seat of your pants.
- You feel like you are making a difference and often feel more appreciated as you are a big cog in a small engine.
- Career prospects are capped and you sometimes have to wait for someone to leave or retire in order to move up the ladder.
- Pockets are shallower within the SMEs and they always want to get the best bang for their buck, salaries and packages are no different – with them tending to be lower.
- Small businesses can rely heavily on 1 or 2 big customers or suppliers and so, if they lose a big customer, this can be devastating to a business which in turn leads to cuts which in turn adds more risk to your position within the company.
There are many pros and cons to both the larger and smaller companies and this is just a flavour. Individuals have their own take depending on their own experiences and what makes them tick.
In general, and there are many exceptions to this, if you are ambitious and money motivated then multinational companies are a strong option for you, but if you are more interested in making a difference, want to feel part of a company’s success and variety drives you, then SMEs are an excellent option.
However, if you are starting off in your career with no experience of either, or if you are purely torn as to where to go, then why not try both, but remember, it is a lot easier to get into a small company from working in a large company than it is to get from a small company into a large one.
Posted by Recruitment Consultant, Sigmar on 30 November 2017
SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid
SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid
According to the Sigmar/AON Pulse Report on the future of work post-Covid, just 34% of workers will be returning to the office on a full-time basis once Covid restrictions are permanently lifted. 22% of employees are expected to work full-time remotely with the remaining 44% to work hybrid between home and the office. Of this hybrid cohort, 92% will spend three days or less in the office. The Sigmar/AON survey polled 253 companies in Ireland to get insight into the future of work practices post-Covid. Commenting on the findings Talent Summit founder and Sigmar chief commercial officer Robert Mac Giolla Phádraig says: “Recent speculation about the future of work has seen a division in thought between commentators and experts regarding the role the office will play in working practices post-Covid. With this poll, we have real insight into how employers are planning for the world of work once restrictions are lifted. The reality is that two thirds of Ireland’s workforce will see permanent changes in their work practices. That is a massive shift that affects the majority of us.” Remote Working to Spark a Global War for Talent The Sigmar/ AON survey finds that 22% of employees will work full-time remotely. Says Mac Giolla Phádraig: “Remote work is the emerging front of a world war for talent, being fought virtually and our remote workers the spoils of this war. “Ireland is globally recognised as an epicentre of highly skilled and educated workers, making this cohort of employees an attractive proposition for employers from around the world. “There is now global competition for local talent, requiring an arsenal of new methods and systems to compete, as it’s more about hearts and minds than before. “International competition of this cohort of workers will be fierce, effectively opening up a whole world in which 22% of our workforce can work.” The Future is Hybrid 44% of Ireland’s workforce will work hybrid between office and home. 92% will work three or less days in the office. The reality is that many of us will work hybrid between the office and home. Last year we were challenged by the forced dislocation of the workforce from the workplace. This year, however, we will choose how, by whom and where work gets done, which requires deep consideration as we re-architect work over the coming months. This is a critical moment in time for the next generation of work. Says Mac Giolla Phádraig: “ “According to this survey the future is hybrid.”
Talent Summit 2021
Talent Summit 2021
Talent Summit, Europe's largest HR and Leadership conference will take place on Wednesday 3rd March and will be broadcast LIVE from the Convention Centre Dublin to the World. Robert Mac Giolla Phadraig, Founder of Talent Summit and Laura Phelan, Director at Aon Human Capital Solutions sat down to preview this year's conference talking points. They discuss organisations' shift to human experience, agile work, the future of work and much more. Speakers at Talent Summit 2021 include: Dave Ulrich, Global HR Guru, Rensis Likert Professor, University of Michigan and Ted Talk Speaker Patty McCord, Workplace Innovator and former Chief Talent Officer for Netflix Robert Cabana, Director, Kennedy Space Centre and Former Astronaut, NASA Plus over 20 national and international experts from organisations such as Harvard University, AON, Dropbox, Zoom, Patagonia, HubSpot, N26 and many more. Find out more at www.talentsummit.ie Founded by Sigmar Recruitment, Talent Summit has grown to become one of the largest HR & Leadership conferences in Europe, showcasing the latest thinking on talent topics from around the world. Its mission is to share thought leadership on talent to build better workplaces and working lives in an increasingly complex world of work.
IT Jobs Market 2021
IT Jobs Market 2021
2020 was an interesting year for Ireland’s IT jobs market with the initial impact of Covid causing some companies to reassess their recruitment practices - either pausing or freezing completely. However, most sectors have bounced back since March and we even saw some companies take advantage of a less competitive market and increased their hiring plans. In 2021, we expect to see a release of this “pent-up demand” for candidates as businesses begin to move back towards BAU models. Digital Transformation Digital transformation projects that typically would have taken years to plan happened practically overnight or over a few weeks as COVID-19 restrictions forced companies to speed up their digital adaptions in what became an “adapt or die” environment. 2021 will see a further increase in demand for individuals with digital transformation experience as companies accelerate further the digitisation of their customer and supply chain interactions and of their internal operations. Companies who failed to innovate or tweak their processes to suit the demand of the market felt a larger impact than companies who remained agile and changed quickly depending on the market demands. Consumers have moved dramatically toward online channels during the pandemic, so companies are having to create digital or digitally enhanced offerings in response. Cybersecurity Unsurprisingly with the adoption of remote work and the planning for transition to the next “normal”, we have seen huge demand for infrastructure and security professionals which we foresee continuing in 2021. As organisations pivoted to work from home models, security engineers rushed to establish secure connections and prevent network threats that targeted remote workers. At the same time, with the surge in online shopping and e-commerce transactions, they had to bolster their organisation’s e-commerce platforms. 2021 will see organisations continue to increase their spend on cybersecurity as companies look to how they will operate in a post-pandemic world. With many organisations such as Google planning for a “Hybrid” work-from-home model, i.e. employees working a few days in the office and a few at home, network security will be a priority. MedTech, Life Sciences and Healthcare Given how health has never been more in focus than it has been in the past year, it is perhaps no surprise that there has been a huge demand for IT professionals in the wider health industry. MedTech and Life Sciences companies are continually developing new and innovative treatments and consequentially developing technologies to enable this. We have seen an increase in demand of more “hybrid roles” such as IT professionals with experience working specifically within class 1 medical devices fields. Biotech and digital transformation within gene cell therapy in particular is set to be a large growth area for 2021. Connected health is set to be a large growth area for 2021 also, as medical practices are forced to digitize and with telehealth being forecast to grow exponentially. Candidate-led Market Despite the initial dip in March 2020, the market very much remains candidate driven. Particularly now as candidates are no longer bound to jobs within commuting distance of the office. Regional talent pools have flourished as candidates who would have worked in major cities, now have the opportunity to work remotely meaning they can move to their preferred location and still do the same job on the same salary as before. Regional companies also benefited as they are now able to tap into larger talent pools due to remote working practices. Perhaps what has been most surprising about 2020, is that salaries have stayed relatively stable, but candidates have been seeking increases in their packages over base. With the increase in remote working opportunities, candidates are no longer distracted by “bells and whistles” (free food, ping pong tables etc.) and instead are more interested in actual projects, technologies being used and career growth and progression. Therefore, our advice to employers is consider how you are marketing your positions. Contractors We saw in our 2020 Q3 survey findings that many businesses looked to Contractors to fill gaps in their teams while coping with the uncertainty in the market due to COVID-19. From recent discussions with our clients this trend is likely to continue in 2021. We particularly foresee an increase in demand of contract roles for Frontend/Fullstack Developers, DevOps Engineers and Data Analysts. As a result of the increase in demand, contract rates have been on the rise. With many large and SME organisations reverting to remote work this has opened the market up to all areas of Ireland. A big trend is seeing Contractors based in the regions now being able to work for the large organisations in the cities and receive the same rates of those based in the cities. Therefore, rates in the regional areas of Ireland have increased due to the remote access of new roles in the industry. All-in-all, we are optimistic about the IT jobs market in 2021 with plentiful opportunities across digital transformation, cybersecurity, MedTech, pharma etc. The roll-out of the vaccine should increase confidence and create further opportunities as the year progresses. Download our IT Salary Guide Ireland 2021 (PDF)
Salary Guide 2021
Salary Guide 2021
Download - Salary Guide Ireland 2021 (PDF) Executive Summary From Adie McGennis, CEO We thought we had seen it all! If someone said in January; that most of us would fundamentally change the way we work (possibly forever), that some markets would be down over 80%, that we’d all feel awkward when not wearing a mask, that we couldn’t meet any clients or candidates for most of the year, that international travel would be nearly impossible, and that in Ireland record levels of employment would turn to record levels of unemployment in a few weeks; you would probably expect a more volatile salary comparison guide at the end of 2020. Indeed, the personal and health toll for many puts business considerations in context, so we wish everyone well, good health and wellbeing. Obviously, some areas suffered more than others and many areas even thrived, but overall, the stability in professional salaries may be the remarkable aspect of 2020! Generally, in volatile times temporary and contract work increases and this was very much the case in 2020. Many companies had to deal with a rapidly changing landscape in terms of their market, remote work, government supports and varying degrees of lockdown. Progressive companies hired professionals on a temporary or contract basis, and even on a remote basis, so demand and rates did increase for contractors in areas such as IT. We see this continuing even as the rate of change is slowing and hopefully stabilising. For some years now, we have been talking about career plans being fluid and dynamic, and flexibility and contracting increasing. This definitely took a leap forward in 2020. Sector wise, life sciences, including pharmaceutical got increasingly busy throughout the year and from R&D to manufacturing to distribution, this looks set to continue growing for the next few years. Financial Services was more challenging, as their market and way of work changed so quickly. Certainly, towards the end of the year it seems to be stabilising. At the end of 2020 Brexit is again looming and Dublin’s and London’s financial services will experience change and opportunity as well as challenges, for at least the next few years. Construction really slowed in 2020, but again steadily picking up in last few months, as general demand returns but also the way construction sites work has evolved. As a group generally SMEs in Ireland handled the craziness really well. Agility, pivoting and bootstrapping seemed like management school concepts until out of necessity, many businesses changed their model, their cost base, their strategy, and their mentality very quickly to go from Survive to Thrive in a few months. So many inspirational stories. They deserve the opportunities that we hope an improving landscape will present. So, our outlook for Ireland in 2021 is positive. There will be more challenges in coming months, but we are optimistic that the general picture will improve. From a national perspective the short-term funding required will necessitate strong budget management in coming years to enable businesses to grow back. Ireland still carries a lot of debt and politically there may be pressure to increase public expenditure beyond sustainable rates. But as long as we get this right, we have every reason to be optimistic and put 2020 down to learning experience. Download Salary Guide Ireland 2021 (PDF) Salary Guide 2021 by department Accountancy & Finance Construction & Property Services Financial Services HR Insurance IT Legal & Compliance Life Sciences Manufacturing & Engineering Marketing Multilingual Office Support Sales Supply Chain