Connecting...

candidates

Catching Your Candidate’s Eye

candidates

With the sun shining again on the Irish job market it’s vitally important that companies are standing out in the crowd when attracting talent. We are now slap bang in the middle of a candidate driven market so its imperative companies are doing everything in their power to entice top talent in today’s market.

Here are some ideas companies should take on board:

 

Fun Job Specs

Jobseekers read through countless job specifications when deciding which role and company will be perfect for their next career move. Make sure the role sounds as interesting as possible and highlight how great a place your company is to work. Try to veer away from your standard job spec and highlight the good stuff that you know other companies won’t have.Think outside the box. Here is an example of a great job spec from a company who specialise in hiring socially talented people.

 

Your benefits will include a fully paid mobile phone, health insurance, company MacBook and uncapped holidays (yes, that’s right, unlimited holidays!), yoga classes on Tuesdays, a work environment that includes great banter and craic, 2 goldfish, a ukulele, a SMEG fridge (just because), a great ninja mascot called Hiroto and a tendency to drink beer on Friday afternoons in the office. 

 

Doesn’t that sound like a place you’d love to send your CV to? They had me at ukulele! While not all companies offer this every company has its perks so dig deep and attract the right staff for your company.

 

Graduate Recruitment Programmes

Most companies roll out graduate programmes each year with great success. So why should the superstars of tomorrow start their journey in your organisation? This is your opportunity to show candidates exactly what they are signing up for from day one. When Dublin based IT Company Version 1 needed to hire 40 graduates onto their graduate programme last year they came up with a very clever marketing ploy. They used social media to design a campaign based on the TV show, Breaking Bad, entitled “Breaking Grads”. Needless to say they were inundated with applicants. Candidates latched onto their tongue in cheek message and wished to work in a fun environment which would also enable them to get over the death of Hank (c’mon if you haven’t watched it by now you deserve all the spoilers coming your way).

 

Glassdoor

Today it’s very easy for candidates to find out just how great a place your company is to work with online tools such as Glassdoor and Irish Jobs Company Reviews at their fingertips. In the age of Facebook, Twitter and LinkedIn everybody is a critic so make sure you are leaving a positive and lasting impression on every candidate and employee you encounter. Treat your employees more in the manner of Hank Scorpio and less like Montgomery Burns. Ask your current employees to review you online and allow them to take ownership of your company brand on their social media platforms by way of a referral programme.

 

Recruitment Agencies

You know those nasty recruitment agencies that contact you on a daily basis wanting your business and promising they can fill your roles. Well the majority of them are telling the truth! In a candidate driven market companies should be using all sources at their disposal in the hope of securing the best talent. Great recruitment consultants meet great candidates every day. Why not invite the next recruitment consultant you speak to down to your offices and sell your company to them. They can in turn sell you the best candidates. Even better, do your research and contact a recruiter that you think would suit your hiring needs.

 

Corporate Social Responsibility

Not every employee is motivated solely by money. A company’s Corporate Social Responsibility is extremely important when attracting the best talent. What work does your company do with the local community? What health and fitness programmes do you have in place for your employees? How ethical an organisation is yours? How environmentally friendly are you as an organisation? These are the questions the best candidates will be asking when determining which company to get behind. Make sure you are that company.

 

For more information on writing job descriptions and finding the right candidate for your job contact Rob on 01-4744671 or send a confidential email to rmelia@sigmar.ie

Posted by Rob Melia, Recruitment Consultant, Office on 7 December 2017

Related Content

W1siziisijiwmjavmdqvmdevmtavmdavmzmvnze5l3nodxr0zxjzdg9ja18zndm3ntc4mzcuanbnil0swyjwiiwidgh1bwiilci0mdb4mjywiyjdxq

Sigmar Announces “COVID Ready” Learning Partnership with Alison to Upskill Newly Unemployed & Help Mobilise Irish Workforce for Faster Rebound

Sigmar Announces “COVID Ready” Learning Partnership with Alison to Upskill Newly Unemployed & Help Mobilise Irish Workforce for Faster Rebound

Sigmar Recruitment and Alison today announce a COVID ready learning partnership as part of the emergency jobs initiative www.covidresponsejobs.com. The initiative is an online platform set up by Sigmar Recruitment to help connect the displaced workforce with current frontline job opportunities, and to upskill the restricted workforce to enhance career prospects and enable a faster economic recovery. Alison, one of the largest learning websites worldwide, is now offering access to all of its courses free and unencumbered through www.covidresponsejobs.com. The learning content being offered through the platform has been hand curated to reflect in-demand, recession-proof skills across an array of business and IT disciplines, including; data science project management customer service accounting web development computer networking e-commerce The core learning has been paired with lifestyle courses covering mental health, stress management and practical content on parenting while working from home for example aimed to support those working remote throughout the crisis period and beyond. The learning pathways have also been designed with jobseekers in mind with content on public speaking, job hunting, personal development supported by jobseeker advice on how to compete in the current marketplace, including tips on video interviewing, digital collaboration, remote onboarding and much more. Commenting on the partnership, founder of the initiative and Sigmar CCO Robert Mac Giolla Phádraig says: “As one of the world’s largest free learning platforms, Alison presents an excellent opportunity for newly unemployed in Ireland to upskill. The learning content has been COVID curated for maximum impact encompassing business skills, IT skills, mental health and personal development. We also aim to support the restricted workforce by providing upskilling opportunities during the downtime, to better equip our workforce to rebound from the crisis in the medium term.” Speaking at the announcement, Alison Founder & CEO, Mike Feerick stated that the gesture is one Alison is happy to make. “While being a global learning business, most of our team live and work in Ireland and know personally people whose employment has been jeopardised by the coronavirus pandemic crisis. Alison has over 1,500 free certificate and diploma courses, in subjects from project management, languages, IT, to health & safety, elderly caregiving, MS Excel and free courses on GDPR. “If you have been laid off, it is an opportunity to build up and strengthen your workplace skills to enhance your chances for employment in the months and years ahead. We are delighted to partner with Sigmar on the COVID Jobs Initiative.” www.covidresponsejobs.com is a for purpose “Team Ireland” initiative created by Sigmar Recruitment, supported by Alison, Candidate Manager, The Irish Times and Communicorp, established to mobilise the Irish Workforce.

W1siziisijiwmjavmdmvmjyvmtavmdyvndmvmzc1l3nodxr0zxjzdg9ja18zndm3ntc4mzcuanbnil0swyjwiiwidgh1bwiilci0mdb4mjywiyjdxq

Sigmar Launches Emergency Jobs Initiative to Connect Displaced Workers with Employment Opportunities for a Faster Rebound

Sigmar Launches Emergency Jobs Initiative to Connect Displaced Workers with Employment Opportunities for a Faster Rebound

In light of the COVID-19 pandemic, which has seen hundreds of thousands of people lose their job, both temporarily and permanently, Sigmar Recruitment is today launching an online platform to connect jobseekers with employment opportunities as well as offer upskilling opportunities for the restricted workforce to ensure a smoother return to the workplace once the isolation restrictions have eased. The initiative is online for ease of use by those at home. Jobseekers are invited to register on the website, so that employers can make direct contact for current opportunities. Jobseekers sign up for a daily email, which will inform them of companies that have immediate vacancies on either a permanent or temporary basis. Jobseekers can then apply directly to employers. The site also offers highly relevant jobseeker advice on how to compete in the current marketplace, on a range of workforce topics, including tips on: video interviewing online engagement social branding digital collaboration remote working COVID restriction employee rights societal consciousness remote onboarding and much more Furthermore, the website also directs jobseekers to free online training to support upskilling during down time. Employers can post immediate or short-term staffing requirements for free so Sigmar can keep supply chains running and redeploy Ireland’s workforce that have been affected by COVID-19. Employers can also “shop direct” for talent on the website. Commenting on the initiative, founder of the initiative and Sigmar CCO Robert Mac Giolla Phádraig says: “www.covidresponsejobs.com was created by Sigmar Recruitment to support displaced workers and employers during the COVID-19 outbreak. Our aim is to connect people who have been impacted by short-term business closures with employers who have seen rising demand for frontline staff, those in healthcare and those needed to keeping Ireland’s supply chains operating. “The economy has temporarily stalled and the traditional recruitment process is on its head. However, the current pandemic has created new positions especially in retail, distribution, manufacturing and the health sector, to include many administrative, customer support and back office roles. In addition, we are actively supporting many other organisations balance business continuity with sustainable employee flexibility throughout the crisis.” Commenting on the restricted workforce, Mac Giolla Phádraig adds: “With the introduction of the COVID 19 Wage Subsidy Scheme this week, a significant cohort of the workforce is now likely to be retained, but with restricted workload. We aim to support the restricted workforce through upskilling during downtime, to better equip our workforce to rebound from the crisis in the medium term. “At this time of national crisis, we all have a responsibility to play our part. At Sigmar, we have adopted a frontline first approach and will deploy all resources available to us to support the national interest. “ www.covidresponsejobs.com is created by Sigmar Recruitment, supported by Candidate Manager, The Irish Times and Communicorp

W1siziisimnvbxbpbgvkx3rozw1lx2fzc2v0cy9tawdtyxivanbnl2ltzy1wbgfjzwhvbgrlci5qcgcixv0

Hire for human instinct in the digital era

Hire for human instinct in the digital era

In an age of big data, analytics and artificial intelligence (AI), relying on instinct, intuition or gut feel may seem like an inferior system when recruiting talent but it may just be the edge you need to recruit the best. We live in the digital era. Artificial intelligence (AI) guides our choices of restaurant, how we get there, and helps us get home later if we need a taxi. We talk about generations Y and Z as digital natives and organisations throughout the world are actively discussing their digital transformation strategies. It is also having a profound impact on the workplace where everything can be measured and reduced to a series of ones and zeros, and a growing number of activities and processes previously carried out by people are being automated in the drive to reduce costs and improve productivity. But the digital world is not necessarily a better one. Faster and less prone to error certainly, but better is open to question. And hiring people who will thrive in a given workplace is equally important, according to Sigmar head of European recruitment, Shaun O’Shea. The Sigmar recruitment framework addresses three dimensions, he explains, competency fit, motivational fit, and culture and values fit. It has been tried and tested and proven its worth in successful candidate selection over the years, but it also acts as an indicator for the limitations of technology in the recruitment process. “I have been in the recruitment business for eight years,” says O’Shea. “Eighteen months ago, we set up the largest tech-nology recruitment hub in Europe here in the middle of Kerry. We lean quite a lot on technology tools, artificial intelligence (AI), machine learning, robotic process automa-tion. I recruit for the technology sector, so I am very pro-technology, but you’ve got to build in human intelligence as well.” Technology has its limitations, he explains. “When you hear people talking about new technologies, they say they are quicker, more accurate and better. They certainly can be quicker and more accurate but not necessarily better. They lack human instinct, that gut instinct. You can use technology quite a lot for the first two elements of our recruitment framework. You can search for competency matches and so on but there is no questionnaire, AI algorithm or chatbot which can tell if the candidate lives and breathes the values of your organisation.” That’s where the interview comes in, when people can interact with each other to tell what they are really like. “People want to know what will happen when your backs are up against the wall, when the organisation is in dire straits, is the candidate a person who can be relied on to live and breathe its values. Technology is important, of course and we use all the latest tools. But we are combining technology with human instinct. We are using it to complement our own capabilities.” No matter how advanced, technologies like AI and machine learning can be prone to the same errors as humans. “They are designed to do what a human or a group of humans will do but will never have human relationship skills and instincts”, he notes. But they can repeat the same mistakes as humans. In the US, when AI was used in an attempt to overcome unconscious bias in the recruitment process it was actually found to perpetuate it. This was because the algorithms use data on previously successful candidates to hire from the next bunch, thereby repeating and possibly amplifying the behaviour of its human predecessors. Indeed, in 2018, Amazon ceased using AI assessment of CVs after it was found that the software was biased against those which include the term “women’s”, such as in “women’s team captain”. Again, this was due to trends in the dataset of previously successful candidates. This is not the only reason to be cautious of an over-reliance on technology. Mistakes are costly, says O’Shea. “The Work Institute published research last year that showed that wrong hires are costing businesses around the world $600 million every year. The average employee in Europe now changes job every 12 months. We have to look at why people leave, and it’s usually because they are not a technical or motivational fit. It’s generally about culture.” “Every organisation needs to hire the right people for them,” he continues. “Every hiring process should be unique, not off the shelf. Technology should be used as an enabler. It can be used for creating a long list of candidates and identifying a large talent pool. You need human input for short-listing and interviewing. If the recruiter works for the company, they will already know the culture. If it is an external recruiter, they will need to learn the client’s culture. I recently spent three days in Stockholm with a client learning their culture. Before that I was in Berlin and Barcelona.” It’s not about organisations having a good or bad culture. “I explain to clients that their culture is their culture. They shouldn’t try to hide it or represent the organisation as something that it is not.” But culture can vary. “It can be different from country to country, office to office, and between sales and production and engineering. You have to understand it, if you are to hire candidates who will be the right cultural fit.” He concludes by pointing out that the human interaction at interview stage is now critically important to hiring the best people. “The economy is now at full employment and financial, accounting, and technology candidates can have five or six job offers at any one time. It’s a two way process now. Candidates are as much as interviewing the company as they are being interviewed. It’s now almost a question of them hiring the company.” Mac Giolla Phádraig adds: “You can take the human out of the stone-age, but you can’t take the stone-age out of the human. Certain instincts are hard wired in us all, some in our self-interest; survival, fight or flight, reproduction and others which are altruistic; compassion, tribal instinct and a societal instinct.” Intuition is when you trust your instinct, which is often perceived as being “fluffy” as a decision-making factor when used to recruit. “We should not pit data against intuition, rather we should use our intuition to develop a hypothesis about a candidate and test that with the data in a experiential way at interview. Afterall, instincts are the fundamental drivers of how we behave and how we feel. I for one, would love to see a new recruit display, compassion towards my customers, tribal instincts towards my team and societal instinct towards the world at large. Use your instinct to hire for human instinct.”