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GDPR

GDPR – A Communication Challenge

GDPR

Over the last 9-12 months, GDPR (General Data Protection Regulation) has been the acronym on everyone’s minds. The new legislation which comes into effect in May 2018 has caused a stir in the business world with serious potential repercussions hanging over people’s heads.

 

As can often be the case with new legislation, an element of fear currently rules the land. This is certainly understandable as €20,000,000 or 4% of your global annual turnover is a seismic fine and one which can truly damage your business both financially and reputationally. This is where having the right people and the right structures in place will be critical.

 

Staffing and recruiting will play a crucial role in GDPR as the need for Data Protection Officers and Privacy & Data Specialists come in huge demand. Where GDPR has instilled fear in people and businesses alike, it will be crucial for those tasked with understanding the new regulations to communicate the right information to their colleagues. Information is key and making sure that all employees in a business understand their role in the company and how they potentially affect GDPR legislation is imperative. All steps to Information Security will have to be adhered to and achieving a buy-in from your staff will be critical in keeping any sensitive information air tight.

 

The key thing to take from this new legislation is that this is a standard your business must keep permanently. There is no step by step process which means you are compliant with GDPR regulation and your work is now done. This is a day in, day out security level which all businesses must meet 24/7.

 

This means that DPO’s and members of the data protection team will be tasked with creating clear and efficient structures for a business to run efficiently while remaining compliant with GDPR. The collaboration with the InfoSec team will be essential in order to be up to date with any potential threats or worst case scenario, to report a breach.

 

Hiring the right people in any position is a huge responsibility but in the case of GDPR specific roles, the right staff can be half the battle. Ensuring that information is presented to a business calmly and clearly and that a simple and effective roadmap is in place will allow a business to meet their new legislative requirements. While the punishments in place for failure to comply with this legislation can stir up fear and paranoia, companies who invest in the right people and get organised early in the game will find themselves in very good stead to being GDPR ready.

 

 

Conor McHugh is a Recruitment Consultant with the IT team in Dublin. Email: cmchugh@sigmar.ie | Tel: +353 1 4744622 

Posted by Conor McHugh, Recruitment Consultant, IT on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”