When choosing any product or service, one of the main considerations is always ‘how is this going to help my organisation?’ If a company chooses an RPO provider that is the correct fit for them, one that understands their culture, values and hiring goals, then the benefits both long and short term, can be enormous.
The main benefits associated with RPO are:
1. Stronger Quality of hires
This is the main purpose and advantage of an RPO provider. They invest their time, energy and resources into sourcing, screening and presenting the cream of the crop in terms of available talent to the client. The aggregated talent stream offers a cultivated pool from which to search. Referral activation is often a unique feature of RPO.
2. Cost Reduction
Obviously one of the prime advantages of RPO is its cost effectiveness. The bottom line is that RPO saves companies money in the long run. RPO providers can scale up and scale down their recruitment activity to match the fluctuating hiring needs of the client. In business, to use the old adage, time is money. Every day that a position remains unfilled costs a company. Filling vacancies fast is better for productivity and reduces the amount of HR resources spent on sourcing candidates. RPO providers are ultimately measured on time to hire, cost of hire and quality of hire.
3. Scalable Model
As companies experience peaks and troughs to staffing an RPO model is calibrated to flex accordingly. If a company is expanding or opening a new department it will need more staff, while if it is downsizing or it has to implement a hiring freeze, it will not. RPO providers have structures in place to adapt to any situation. They can scale their recruitment team up and down as needed. At the end of the day the client pays for what they get; successfully filled vacancies, nothing more, nothing less. RPO providers are flexible and can accommodate every situation. Prices are based on closed positions.
4. Reduced Time to Hire
Internal RPO resource models scale to overcome the challenge of tight time to hire deadlines. Most RPO providers will have established time to hire models.
5. Talent Pooling
The RPO provider will present the client with the best people for the job. All strong candidates are pooled and actively engaged with, creating a community for future hiring.
6. Recruitment Process and Assessment Design
RPO providers may re-engineer a company’s entire recruiting process so that it is consistent across all departments. This makes it easier for management to follow progress and understand how the procedure is developing at any given time.
7. Analytics and Reporting
RPO providers track and trace every stage of the recruitment process allowing for real-time reporting and detailed insights for prompt decision making. This also makes it a lot easier for future audits of recruitment activity.
8. Enhanced Stakeholder Engagement
RPO enhances hiring manager and senior leadership engagement through fulfilling pre-agreed SLAs. The quality of hires and the efficiency of the recruitment procedure lead to high levels of HR satisfaction which can only be good for productivity. Essentially RPO allows the client get on with the business of being a business.
9. Excellent compliance regulations
RPO firms are experts on labour laws and standards. Detailed records are kept, mapping every stage of the recruitment process. They are guaranteed to implement fully complaint, auditable processes and methods.
10. Reduces the Need for Direct Advertising
Advertising is expensive. When a company engages with an RPO provider they drastically cut back on those costs. The need to advertise in all the regular, costly outlets is eliminated. The RPO firm assumes responsibility for finding the candidates. They go to them, instead of having them come to you. They have all the necessary resources for tracking the strongest available people.
For a confidential discussion on how we can assist you with your staffing and recruitment needs, please contact Kate McGuinness on +353 1 4744609 or email email@example.com.
Posted by Recruitment Consultant, Sigmar on 7 December 2017
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
BCIBC CEO event with former Taoisigh John Bruton and Bertie Ahern
BCIBC CEO event with former Taoisigh John Bruton and Bertie Ahern
Sigmar CCO Robert Mac Giolla Phadraig interviewed former Taoiseach Bertie Ahern as part of the "Boston College Ireland Business Council Global Leadership Symposium" which took place on Dec 3rd. This was followed by an interview with former Taoiseach John Bruton, by Dr.Robert Mauro from Global Leadership Institute at Boston College. Both former leaders shared their thoughts on their term in office as well on the current political and economic landscape on issues such as Brexit and the US elections. This exclusive event was attended virtually by over 200 CEOs from both sides of the Atlantic and was the first time the event was held virtually. Born from partnerships formed during Boston College's college football game in Dublin in 2016, the BCIBC has grown to become a key business artery between Ireland and the US. The BCIBC is seen as the EU chapter of Boston College’s CEO Club, the second largest CEO forum in the world, next to WEF in Davos. This is the 6th instalment in our Global Leadership series and to date, we have welcomed over 2000 global CEOs to our bi-annual symposia. Previous speakers have included former heads of state, Ministers, Congressmen; Dermot Desmond, Willie Walsh (CEO of IAG); Denis O'Brien; Mike Mahoney, CEO of Boston Scientific; Pat Ryan, Chairman of AON; Andy McKenna, Chairman of McDonalds, Siobhan Talbot, CEO of Glanbia and Paul Coulson, Chairman of the Ardagh Group. Find our more: www.bostoncollegeirelandbusinesscouncil.com