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cost of recruitment agency

Is It Cost Effective To Use A Recruitment Agency?

cost of recruitment agency

Here are 4 questions to ask yourself to see if it would be better to use the services of a recruitment agency or look after the hiring yourself.

 

1) How much does it cost not to use an agency?

Firstly you must consider how much does recruitment cost your department/organisation.

  • You need to ask how much does your organisation spend on advertising?
  • Is this advertising reaching its primary target audience?
  • Is this advertising effective- are you attracting the right candidates for the roles?

 

2) What resources are involved?

You need to ask how much people resources go into organising, screening and responding to the advertisements before there is ever a shortlist drawn-up of who would be suitable to interview?

 

When you have a shortlist for interview, how many further resources does it require to organise the interviews, test the candidates etc?

 

3) What is the time commitment?

You must ask how much time overall does this process demand.

 

4) What is the opportunity cost?

Finally, you must question could this time and the majority of these resources be deployed effectively elsewhere in your department and whilst your recruitment needs are taken care of?

 

The answer is invariably ‘yes’ and the path to this successful management of limited resources whilst providing an effective function is to utilise the services of a recommended recruitment agency.

Posted by Julia Purcell, Marketing & Communications Manager on 7 December 2017

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Employers Inclusivity Toolkit

Employers Inclusivity Toolkit

This Inclusivity Employment Toolkit drawn up by the Open Doors Initiative is aimed at assisting companies working with our three groups – people with disabilities, refugees and asylum seekers and youth from disadvantaged backgrounds. Jeanne McDonagh, CEO of The Open Doors Initiative said: “We are delighted to work with Employers for Change, one of our key supported programmes, along with Atlantic Technological University, to produce this Inclusive Recruitment booklet and training. Many of our companies have asked for guidance in this space and it is a much needed resource to ensure an inclusive workplace. We wish to thank the participants who gave us their expert knowledge and experience in putting this together and look forward to engaging with companies in this important training.”  ​In creating this toolkit, which is supported by AIB, research was carried out in partnership with Atlantic Technological University (ATU) to understand the specific barriers for people from marginalised communities when seeking employment and the best strategies for becoming truly inclusive in the hiring process.​DOWNLOAD PDF​​Sigmar is a member of The Open Doors Initiative to help provide opportunities to some of the marginalised members of our society: refugee, asylum seekers and non-native English speakers; young people under 25 with educational barriers; and people with a disability.This information is taken from the OpenDoors website.

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5 Common Interview Questions and How to Answer Them

5 Common Interview Questions and How to Answer Them

Whether you have been working in the same company for several years, or if you’ve been working within a wide array of industries in a variety of roles, at some point, we have all experienced the ‘Job Interview.’ We each have our own experiences with job interviews, some good, and some, unfortunately, less so. Interviews can be a very daunting concept, with the mounting pressure that the next step of your professional career hangs on the balance of your performance within the next 30–60 minutes. However, like many challenges in life, this process can be made significantly less stressful and much more successful with the right amount of preparation.   Therefore, we have compiled a list of some of the most popular questions that an employer will ask you during an interview, and crucially, what the employer is hoping to learn about you from the answer you give. Familiarise yourself with how you should approach each question and the traps you could fall into.  Think of ways you can apply the given examples to your own experience and you’re sure to leave your next interview feeling full of confidence.   Tell me a little bit about yourself and what has led you to applying for this role? What may on the surface seem a relatively innocuous question, it is actually one of, if not the most important question of the interview. This is most likely the first time you and your potential employer will be sat face to face, and they are going to want to see how you hold yourself, convey information and how you act when meeting new people. Answers given may also provide openings to further conversation, though try not to waffle. 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Take a look at this year’s guide, it will give you a good starting point when considering the salary being offered to you. This link will take you to our Sigmar Salary Guide: https://www.sigmarrecruitment.com/blog/2022/02/salary-guide-2022   How would you deal with potential conflict in the workplace? This question is an open door to an employer for assessing your level of emotional intelligence. By demonstrating your capacity for empathy, and your understanding of different personality types, you will show that you are highly emotionally intelligent, and understanding that ‘teamwork makes the dream work.’ However, you will want to be mindful of not appearing overly negative when answering this question. Generally, negativity should be avoided during an interview, however, like our assessment of the question regarding personal weakness, there are ways to address negative issues in a constructive way. Key points in the right direction are to lead with empathy and compassion, focus on your own subjective experience without pointing out flaws in others, and replace ‘but’ with ‘and,’ which deescalates a conversation from an argument to a discussion.   In Conclusion Of course, we have only covered a select few questions in this post, and no doubt you will have come across one or two more ‘repeat questions’ in different interviews. We will be exploring further interview questions in later posts, however, these 5 questions are certainly amongst the more popular questions interviewers will pose to you, so preparing you’re answers to these will certainly increase your chances of a successful interview.

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How To Avoid Feeling ‘Burnt Out’ When Applying For Jobs

How To Avoid Feeling ‘Burnt Out’ When Applying For Jobs

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So how do you stay motivated during the job search?   You’re Not Alone, We’ve All Been There Everybody has to start with one foot on the ladder before they can start to climb and all successful men and women in business would have started exactly where you are. The payoff with spending time applying for jobs is landing yourself a position where you can flourish, feel motivated and ultimately progress to your career goal. Though things may seem bleak or monotonous right now, have faith in your own self worth and abilities, and trust that the right employer will recognise your skills and potential.   The Hard Part is Over Of course, many would consider the most challenging part of the job application process to be the interview, but we aren’t worried about that step just yet! The most important thing to remember is that at this point, your professional materials are in the best shape they can be. 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1 in 3 of workers in Ireland have NEVER set foot in the workplace as only a quarter now working fulltime in office

1 in 3 of workers in Ireland have NEVER set foot in the workplace as only a quarter now working fulltime in office

Talent Summit Employment Survey 2022 -  The Talent Summit Employment Survey 2022 was commissioned by Sigmar Recruitment in partnership with Globalization Partners, the world’s leading global employment platform, as part of Talent Summit 2022. At a glance:35% of Ireland’s current workforce has never been to the office. Major social/ psychological implications. 26% now full time in office, 30% hybrid, 44% full time remote81% of employers to recruit in 202269% of employers to offer pay rise of 9% in 2022 (while 84% of employees expect pay rise)New Legislation - 53% of workforce can choose where they work. 68% of this population expected to choose to work from home.  Says Talent Summit founder and Sigmar CCO, Robert Mac Giolla Phádraig: “The world of work has been in a flux for the past two years, as things begin to settle, the question of workplace remains up for debate as unprecedented levels of churn within the workforce has caused the power to shift from employer to employee. 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Talent shortages may be a thing of the past: The solution is to go where the talent lives.” ----------------------------Over 1/3rd (35%) of the current workforce has never set foot inside their place of employment, according to new research carried out on behalf of this week’s Talent Summit conference in Dublin.   The Talent Summit Employment Survey 2022 suggests that just 26% of the workforce is currently working fulltime in the office with 44% working full time remotely, and 30% hybrid. The Right to Request Remote Working legislation will have a significant impact in 2022 with 53% of workforce in a position to choose where they work. 68% of this population is expected to choose to work from home. The recruitment market is at the highest it has ever been in the 20-year history of Sigmar Recruitment.  81% of employers will recruit in 2022. Pay is set to be a major issue in 2022 with 84% of employees expecting a pay rise. 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The survey ran from 09/02/22 to 12/03/22 with 153 respondents. 63% Senior HR leaders and 37% Business owners/ leaders across all company sizes, sectors and industries. Europe’s largest HR, work and employment conference, Talent Summit 2022 will take place in Dublin’s Convention Centre on Thursday, 24 March, 2022. With 2,000 people in physical attendance, as well as countless set to attend virtually, Talent Summit 2022 will see the largest group of HR leaders to convene in Europe since the pandemic. www.talentsummit.ie