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the right candidate

How Do You Know You Have Chosen the Right Candidate?

the right candidate

There is no definitive test to tell if a hire will work out no matter the length and rigidity of the interview process. When it comes down to it only time will tell. However there are some general indicators that can signify you’ve made the right choice

 

 

Showing Commitment

From the beginning of the hiring process candidates should show their enthusiasm by taking your calls, making themselves available for interviews and giving prompt replies to any communication on your part.

 

 

Taking Pride in Their Appearance

A candidate that dresses for the job they are applying for shows their interest in the position and the company. By knowing the company culture it shows they have paid attention to the company both from a corporate and media perspective.

 

 

Researching the Company Thoroughly

Doing homework before an interview portrays the diligence of a candidate. Speaking with current employees and examining media stories can give valuable insight that can help a candidate decide if they would fit into a company.

 

 

Being Early For Interviews and Work

The ability to keep time is a valuable asset for any person. Showing this early on by being early for interviews and the first days of work sets a good track record. Candidates who blame their lateness on public transport and things that could have been avoided through prior organisation should be flagged as this can lead to ongoing problems with time management that trickles into other parts of their roles like project deadlines etc.

 

 

Asking Relevant Questions While In Training

There is no such thing as a silly question when someone is in training as long as they are relevant. In order to prepare someone for their position the employee needs to understand the business and their role in it. Showing interest in different areas of the business and asking questions about them shows enthusiasm and a genuine connection with the company.

 

 

Volunteering Feedback on Projects without Being Encouraged

Employees who show sincere interest in the outcome of projects will give feedback openly whether for or against it. With this opinion easily gleaned from employees a better understanding of the position of projects can be sought.

 

 

Showing Enthusiasm for the Work They Are Doing

Candidates that show enthusiasm and pride in the work they do, are going to do their job properly and to a high standard and these are the people you want to keep in the business. Individuals who show genuine vigour when talking about their previous experience and past roles are great candidates as they enjoy their work and it is a good indicator that they will upskill when possible to feed their knowledge in their industry therefore helping the company keep up to date also.

 

 

If you have any questions about the recruitment process or what we can do for you please call us on 01-474 4600 or email us on info@sigmar.ie

Posted by Recruitment Consultant, Sigmar 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.”