Take Control of Your Job Search


Working in recruitment has revealed some interesting trends from jobseekers. One of the biggest trends that I have come across is the lack of control taken by jobseekers over their recruitment process. On numerous occasions candidates have admitted to me that they are not too sure where their CV has been. Sometimes they can recall applying for a job in a particular company, but they were not sure what the job title was, who the contact was and what the process was for gaining feedback. This is a reactionary approach to recruitment.

If you want to succeed in getting the job you want you must first plan the process. Become proactive. It is your process; you must take control of it.

The candidate needs to research the industry s/he is looking to work in. Too often candidates send their CV in for roles that they don’t know a lot about in the hopes that they will catch a break.

What happens if your CV has been sent to numerous jobs, agencies and companies and you receive a call from a prospective employer wanting to talk to you about your application? You don’t recognise their name, you can remember sending your CV to the company, but are not sure what the job was. This is your chance to impress and you come across disinterested and unaware.

Plan the process. Decide on the job you want. Keep note of everywhere your CV has been, who the contact was, what the role was and when you’re CV was sent in. Follow up on your application. Don’t just send your application in to a company or agency and wait for a reply. Call them enquiring about the status of your application.

If you plan the process you give yourself more chance of success. Know what you are about, what your strengths are, what your weaknesses are. If you don’t like finance, don’t like sitting in front of a computer all day and are not numerical, then don’t apply for a role as a fund accountant!!!!!

Plan your career around you strengths.

Posted by Ruth Tobin on 27 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