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HR Candidates Prioritising Career Development Over Job Security

HR

Things have been looking up in the HR industry, specifically in Dublin and its surrounding counties. It is likely that this trend will slowly continue nationwide. HR departments are busier than ever and as they are faced with more and more pressing business demands, they are being forced to consider expanding their headcount. The swell of confidence in the HR jobs market is reflected in the number of HR departments that have experienced churn for the first time in 5+ years. This has had a knock on effect, creating more open vacancies which feed back into candidate confidence. When considering a move the priority has changed from job security to career development. Candidates are happier to risk leaving a permanent job for a contract one, if it’s going to add to their employability for future jobs.

 

Companies that have not increased headcount in their HR function, in line with a return to more buoyant business, are often looking to take on temporary HR resources to tide them over during busier periods.  These are usually at HR administration or HR generalist level or often they might look for specialist recruitment expertise to support on a ramp-up. We have seen a surprisingly high number of senior HR positions outside of Dublin, looking for specific skill sets such as union experience and multinational HR experience. However, at generalist level and in more junior level roles there has been less activity. For those returning to Ireland from abroad, or for those considering relocating from the greater Dublin area to elsewhere in Ireland they are still finding it slow.

 

We have also seen an increasing number of companies take on their first HR hire to build a HR function from scratch. Economic growth has seen small companies grow and HR is no longer a cost they can do without. It has become an essential area they are willing to invest in, to support and sustain further business growth. Similarly the emphasis is on the business partnering nature of HR, candidates don’t want to work in companies where HR is not valued. It is the companies where HR has strategic impact, that attract the top candidates and that have a best practice, progressive HR approach.

 

We are seeing starting salaries for people with little to no experience climb to €30,000 which is a noticeable increase from 2016. This trend continues up the chain. At generalist and business partner level the climb is steadier however, at manager and director level we again see a strengthened job market. Many senior candidates who changed jobs in the last few years had taken considerable pay cuts from their one time boom salary. Now at the top level while not necessarily matching the highest packages that people were being paid it is getting closer e.g. jobs that were paying €65-75k a year ago are now paying €80-100k. Salaries are not consistent across all industries and you will find a junior HR person with 1-2 years could be on a similar salary to another with 5 years due to the industry that they are in.

 

Salaries are increasing and those who are planning to change job should be looking for a pay rise from a new company. To retain staff you need to know what the market is offering and therefore what might be tempting them to leave. Similarly, in the hiring process a candidate is likely to have two or three offers on the table so it is important that you ascertain what their expectations are and what you have in your arsenal to lock down top talent. It’s is not just the basic salary that is important. Particularly in larger companies there are complex benefit packages on offer. If you can’t compete with benefits you may have to consider a basic salary 10–15k higher to compete with packages being offered elsewhere. Equally candidates are bench-marking when looking at the job market or requesting a pay review. HR candidates know about salary surveys and availability of data so they will seek out this information. While salaries are not consistent across different industries, if a better salary is available in a new industry this information might provide the impetus for a career move.

 

Posted by Kate Stewart, HR Recruitment Consultant on 4 December 2017

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Stamp 1A description Stamp 1A indicates permission in full time, paid accountancy training (with a named organisation such as CPA Ireland, ICAI or regulated by the IAASA and with a training contract with a company based in Ireland) for a specified period, subject to conditions. Summary of conditions You must not engage in any other business, trade or profession unless specified in a letter of permission from INIS. If you wish to stay in Ireland past the expiry date of your immigration permission, you must apply to renew your permission and registration before they expire. Examples when used You may be given Stamp 1A if you have permission to: Study accountancy as a trainee & be employed as a trainee accountant Register or renew Register for the first time or renew based on Stamp 1A 1) Graduate Student who currently holds a Stamp 2 or 2A permission Stamp 1G indicates you have finished your studies in Ireland and have permission to look for employment here under the Third Level Graduate Programme, subject to conditions. Summary of employment conditions for graduates You can work for a maximum of 40 hours per week. If you wish to continue working after Stamp 1G expires, you must find a job that requires an employment permit and then follow the usual application process. While on a Stamp 1G, your other permissions and conditions remain the same as for Stamp 2/2A. Examples when used You may be given Stamp 1G if you have permission to: Look for work as part of the Third Level Graduate Programme 2) Spouse/de facto partner of a Critical Skills Employment Permit holder or a Spouse/de facto partner of Researchers in the State on Hosting Agreements From the 6 March 2019 the Stamp 1G will also provide for the change in policy to both visa and non-visa required non-EEA nationals, who are Spouses and de facto partners of persons who are currently resident in this State, on Stamp 3 conditions, as the family member of a person resident in the State on the basis of a Critical Skills Employment Permit or a Researcher in the State on a Hosting Agreement. The requirement to obtain a DPSEP has been removed for this group by DBEI. INIS will grant eligible de facto partners of CSEP holders and researchers on a Hosting Agreement permission, to reside in this State on Stamp 1G Conditions without the need to obtain a DPSEP from DBEI. This will allow access to the labour market without an Employment Permit. Summary of employment conditions for spouses and de facto partners of CSEP holders and researchers on a Hosting Agreement permission Permitted to work in the State without the requirement to obtain a work permit Not permitted to establish or operate a Business Not permitted to be Self- Employed Renewal of the Stamp 1G registration should be applied for annually, and after 5years on a Stamp 1G, you may apply for a Stamp 4 Periods spent on Stamp 1G are considered as reckonable residence for the purpose of making an application for Citizenship/Naturalisation Stamp 2 indicates permission to study a full time course on the official Interim List of Eligible Programmes (ILEP) for a specified period, subject to conditions. Stamp 2 is not reckonable as residence when applying for citizenship by naturalisation. 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