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stress at work

How To Hire For A Position That You Are Clueless About

stress at work

Have you ever been handed a job description and felt like you’ve just been given something in a different language to decipher, a language that you are far from fluent in. It can be intimidating and hard to know where to begin.

 

A quick google search of some of the keywords might give you a small bit of insight but if time is of the essence you don’t want to spend hours trawling through Wikipedia pages and other websites on a wild goose chase that brings you no closer to deciding on a recruitment strategy for this role.

 

Go To the Person That Does Understand the Requirement

Is there an expert in the business who can explain to you the ins and outs of this job? The hiring manager might be the obvious person to go to however sometimes they are not available. Is there someone in the business doing the job already or a colleague from the same team that could help you? Or is this job coming about because a person is leaving; can you pick their brain? Ask them to explain the set-up of the team, the larger function, and the systems that are required. If you get lost in the explanation, be honest with them, ask them to pretend they were explaining it to an alien who has just arrived on Earth and knows nothing about the company and job itself.

 

Minimize the Risk of Screening out Potentially Suitable Candidates

You don’t want to regret candidates simply because you don’t understand their CV. You need to know what the prerequisites are for this job and what is flexible. At the same time don’t be obsessed with looking for certain terms only. Find out what alternative words might be found on the CV of a potentially suitable candidate whether it is a job title, experience, degree etc. If they need systems experience are there alternative systems that they might have used before that could work in this instance? Are there certain skills that can be learned on the job?

 

Don’t Try and Bluff It

It’s better to be honest with the candidate or hiring manager when you don’t understand what they are talking about. If you try and blag it, they will pick up on it and you are going to lose their respect. This will not create a positive experience for the company. Ask the hiring manager what type of screening questions they think you can use and what sort of answers they would accept as sufficient?

 

LinkedIn Is Your Friend

Type the job title into LinkedIn and check out a few profiles of people who are already doing this job. What companies do they typically work in? What is their academic background? On LinkedIn how do they explain what they do? What was their previous job title? All of these will give you vital clues as to suitable backgrounds.

 

Ask For Help

You might fully understand the job but that doesn’t necessarily mean that you are going to have a lot of suitable candidates. Not knowing the career path a candidate needs to take before getting to this position or having no contacts in the industry may hinder your progress. If this is the case you might want to consider getting help from a recruitment agency. Remember a specialist recruiter spends all day working within their given market so they should be able to understand both what the job looks like and more importantly what the ideal candidate looks like. Don’t be afraid to call one to ask for advice, most recruiters are happy to give their time and advice to those in need.

Posted by Kate Stewart, Team Lead, HR 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.”