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How to Hire the Best Person for the Job

hiring

It’s no secret these days that choice in the labour market is beginning to swing very much in the candidate’s favour. Increasingly we see that candidates are interviewing for multiple roles at one time. Their thirst at the moment is fuelled by the poor market that introduced itself through the recession of the past few years.

 

Presently with Ireland’s economy thankfully beginning to emerge from the doldrums job creation is back in full swing leading to a shortage of people in some industries. The question on many hiring manager’s minds now is how to hire the best person for the job before they are snatched up by a competitor. Here are some tips to try ensure that you have the right person for the job and to make an offer that they cannot refuse.

 

Know Your Market And The Pace It’s Moving At

If you are recruiting for a role in a market that is new i.e. IT/digital then it is important to know the state of the marketplace and what to expect regarding applicants, skills and experience levels.

 

Create A Clear Timeline, Most Importantly Outlining The ‘Offer Stage’

Outline the interview process before publishing a job spec as this will give you a timescale and deadline. Know when your offer stage will take place and alert candidates to this so they do not feel strung along and confused.

 

Know What All Stakeholders Are Looking For Before You Go To Market

Choosing a candidate is a stressful job but when different people choose assorted candidates the ambiguity may lead to drawn out discussions and losing the best candidate. Consider the role together and decide on the main responsibilities, scoring skills on importance before shortlisting CVs.

 

Set Clear Structure Weighting The Main Competencies For The Role

Directly related to the above having scorecards for every interviewer to fill out can help refresh memories in the decision making stage. Skills can be more important than experience sometimes, and this is hard to put across on a two page CV.

 

When You Have Met A Suitable Candidate Make An Offer

In the present market hours can be the difference between getting the right person and going through multiple processes for the same role. Don’t be afraid to appear enthusiastic about a person but don’t overdo it and appear desperate.

 

A clear and sensible recruitment plan can make life a lot easier for Hiring Managers ensuring that you won’t be understaffed longer than you have to be. We are seeing quite a lot lately that candidates are having multiple interviews/ job offers and being counter offered so it is important to be responsive and not delay the process.

 

Working with a good recruitment agency can help a lot in these situation as they can inform you where the candidate is interviewing and their preferences at the time. There can be more control over the process with definite interview dates and timelines. When the decision is made, make sure it’s a valid offer and always put it in writing as this can mean a lot to a candidate who has a big decision to make. Remember also that money is rarely the real motivator behind the candidate’s move, more often than not it’s progression, environment, a new challenge or circumstances so it is important for any company to confer the same level of professionalism on the their potential hires as they do to their employees and customers.

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.”