2016 was an exceptionally interesting year, with economic activity increasing and then coming under threat from the impending Brexit. That being said, there seems to be no ceasing in companies and firms in Ireland growing their legal divisions. There has been a lot of conflicting commentary over the timing and potential impact of Brexit on the global economy and in this context Ireland’s prospects post-Brexit. Whilst no one can be sure, Ireland seems to be the “Hot Topic” when it comes to companies and firms discussing post-Brexit life. Ireland is an obvious choice when it comes to top UK law firms and companies contemplating a move of headquarters. That being said, the pressure is on for Ireland to prove that our infrastructure can handle this growth. Lawyers have been and will continue to play a key role in any development in this area, and thus we anticipate an upsurge in legal recruitment continuing throughout the rest of 2017.
UK, Australian and New Zealand Returners
As a result of the recession and personal circumstances, many Irish legal graduates or professionals moved to different jurisdictions to either begin or continue their legal careers. This could be attributed to the fact that people were not being trained in certain areas of law linked to a strong economy such as corporate, commercial, banking, construction etc. As such, there is a gap in the market at this level (NQ to 5PQE). Our clients are keen to speak with those who may be interested in a return home and Brexit is expected to increase the flow of people back to Ireland from the UK. It is always a personal choice however, and salaries in London are at an all-time high. Given the busy construction and energy market in Australia and New Zealand, we are finding that Irish returners from these jurisdictions can offer amongst other things strong non-contentious advisory and contentious experience in large scale projects. The newly adopted construction contracts act in Ireland draws similarities to legislation in New Zealand and Australia so this experience is very relevant.
“Hot Property” in the Legal and Company Secretarial Market
Whilst recruitment is steady across a variety of legal disciplines in Ireland, it is clear that certain areas are in strong demand. We are finding that all leading commercial firms are seeking transactional lawyers in the areas of banking, funds, corporate and commercial property. ICSA company secretaries will continue to be in high demand throughout 2017 both in-house and in legal and accountancy practices, given the implications of the Companies Act 2014. Company secretaries with experience across investment funds are required across financial services and legal practices and these professionals often attract a higher salary. On the in-house side, companies continue to grow their legal and regulatory teams and people with niche experience in areas such as pharmaceutical, financial regulation, utilities, telecoms, aviation etc. are highly sought after.
Partner/Senior Associate Recruitment
Experienced hires are often a strategic move and it is important for candidates to know their worth. If a candidate can offer a skill set in a particular niche or emerging market or has a strong following of clients, law firms are more than happy to consider taking advantage of this and many leading firms hired in 2016 at a senior level.
The market is highly competitive at this level. Despite strong retention levels in Ireland, firms have needed to add to their offering to avoid lateral moves and relocations to London, off shore jurisdictions or the Middle East.
2016 was a busy year for in-house recruitment with candidates strongly motivated to move in-house from practice. Areas of growth include aviation, pharmaceutical, FinTech, life sciences, asset management, funds etc. Continued FDI in Ireland and the possibility that Brexit will increase demand, should create further opportunities during 2017.
2016 saw private practices focus on sourcing London returners as competition for talent increased, with 3-5 years PQE the in-demand level of experience. With strong solicitors often lost to in-house departments, law firms are placing a lot of emphasis on the non-tangible benefits they can offer their talent. Money often dictates whether talent will move on and law firms are increasingly flexible to attract lateral movers.
With regard to salaries in the legal sector the race is on for legal talent and some firms are increasing their salaries to prevent their trainees from leaving upon qualification. There is also a growing amount of flexibility in terms of what firms are willing to offer. The banded salary model often does not exist when it comes to a specialist lawyer or a strong candidate returning from London. When it comes to senior candidates, your salary offer will often come down to a business case (i.e. what clients/fees can you bring to the firm). The Legal market in Ireland (and particularly Dublin) is continuing to show clear signs of growth. Lawyers are key partners to businesses and levels of recruitment both in-house and in practice indicate economic confidence.
2016 has been an exceptionally interesting year, with economic activity increasing and then coming under threat from the impending Brexit. That being said, there seems to be no ceasing in companies and firms in Ireland growing their legal divisions.
If you are looking for specialist advice please contact Cailim Boyle, Senior Legal & Compliance Recruitment Consultant
Tel: (0)1 4744617 Email: firstname.lastname@example.org
Posted by Cailim Boyle, Legal Recruitment Consultant on 1 December 2017
SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid
SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid
According to the Sigmar/AON Pulse Report on the future of work post-Covid, just 34% of workers will be returning to the office on a full-time basis once Covid restrictions are permanently lifted. 22% of employees are expected to work full-time remotely with the remaining 44% to work hybrid between home and the office. Of this hybrid cohort, 92% will spend three days or less in the office. The Sigmar/AON survey polled 253 companies in Ireland to get insight into the future of work practices post-Covid. Commenting on the findings Talent Summit founder and Sigmar chief commercial officer Robert Mac Giolla Phádraig says: “Recent speculation about the future of work has seen a division in thought between commentators and experts regarding the role the office will play in working practices post-Covid. With this poll, we have real insight into how employers are planning for the world of work once restrictions are lifted. The reality is that two thirds of Ireland’s workforce will see permanent changes in their work practices. That is a massive shift that affects the majority of us.” Remote Working to Spark a Global War for Talent The Sigmar/ AON survey finds that 22% of employees will work full-time remotely. Says Mac Giolla Phádraig: “Remote work is the emerging front of a world war for talent, being fought virtually and our remote workers the spoils of this war. “Ireland is globally recognised as an epicentre of highly skilled and educated workers, making this cohort of employees an attractive proposition for employers from around the world. “There is now global competition for local talent, requiring an arsenal of new methods and systems to compete, as it’s more about hearts and minds than before. “International competition of this cohort of workers will be fierce, effectively opening up a whole world in which 22% of our workforce can work.” The Future is Hybrid 44% of Ireland’s workforce will work hybrid between office and home. 92% will work three or less days in the office. The reality is that many of us will work hybrid between the office and home. Last year we were challenged by the forced dislocation of the workforce from the workplace. This year, however, we will choose how, by whom and where work gets done, which requires deep consideration as we re-architect work over the coming months. This is a critical moment in time for the next generation of work. Says Mac Giolla Phádraig: “ “According to this survey the future is hybrid.”
Talent Summit 2021
Talent Summit 2021
Talent Summit, Europe's largest HR and Leadership conference will take place on Wednesday 3rd March and will be broadcast LIVE from the Convention Centre Dublin to the World. Robert Mac Giolla Phadraig, Founder of Talent Summit and Laura Phelan, Director at Aon Human Capital Solutions sat down to preview this year's conference talking points. They discuss organisations' shift to human experience, agile work, the future of work and much more. Speakers at Talent Summit 2021 include: Dave Ulrich, Global HR Guru, Rensis Likert Professor, University of Michigan and Ted Talk Speaker Patty McCord, Workplace Innovator and former Chief Talent Officer for Netflix Robert Cabana, Director, Kennedy Space Centre and Former Astronaut, NASA Plus over 20 national and international experts from organisations such as Harvard University, AON, Dropbox, Zoom, Patagonia, HubSpot, N26 and many more. Find out more at www.talentsummit.ie Founded by Sigmar Recruitment, Talent Summit has grown to become one of the largest HR & Leadership conferences in Europe, showcasing the latest thinking on talent topics from around the world. Its mission is to share thought leadership on talent to build better workplaces and working lives in an increasingly complex world of work.
IT Jobs Market 2021
IT Jobs Market 2021
2020 was an interesting year for Ireland’s IT jobs market with the initial impact of Covid causing some companies to reassess their recruitment practices - either pausing or freezing completely. However, most sectors have bounced back since March and we even saw some companies take advantage of a less competitive market and increased their hiring plans. In 2021, we expect to see a release of this “pent-up demand” for candidates as businesses begin to move back towards BAU models. Digital Transformation Digital transformation projects that typically would have taken years to plan happened practically overnight or over a few weeks as COVID-19 restrictions forced companies to speed up their digital adaptions in what became an “adapt or die” environment. 2021 will see a further increase in demand for individuals with digital transformation experience as companies accelerate further the digitisation of their customer and supply chain interactions and of their internal operations. Companies who failed to innovate or tweak their processes to suit the demand of the market felt a larger impact than companies who remained agile and changed quickly depending on the market demands. Consumers have moved dramatically toward online channels during the pandemic, so companies are having to create digital or digitally enhanced offerings in response. Cybersecurity Unsurprisingly with the adoption of remote work and the planning for transition to the next “normal”, we have seen huge demand for infrastructure and security professionals which we foresee continuing in 2021. As organisations pivoted to work from home models, security engineers rushed to establish secure connections and prevent network threats that targeted remote workers. At the same time, with the surge in online shopping and e-commerce transactions, they had to bolster their organisation’s e-commerce platforms. 2021 will see organisations continue to increase their spend on cybersecurity as companies look to how they will operate in a post-pandemic world. With many organisations such as Google planning for a “Hybrid” work-from-home model, i.e. employees working a few days in the office and a few at home, network security will be a priority. MedTech, Life Sciences and Healthcare Given how health has never been more in focus than it has been in the past year, it is perhaps no surprise that there has been a huge demand for IT professionals in the wider health industry. MedTech and Life Sciences companies are continually developing new and innovative treatments and consequentially developing technologies to enable this. We have seen an increase in demand of more “hybrid roles” such as IT professionals with experience working specifically within class 1 medical devices fields. Biotech and digital transformation within gene cell therapy in particular is set to be a large growth area for 2021. Connected health is set to be a large growth area for 2021 also, as medical practices are forced to digitize and with telehealth being forecast to grow exponentially. Candidate-led Market Despite the initial dip in March 2020, the market very much remains candidate driven. Particularly now as candidates are no longer bound to jobs within commuting distance of the office. Regional talent pools have flourished as candidates who would have worked in major cities, now have the opportunity to work remotely meaning they can move to their preferred location and still do the same job on the same salary as before. Regional companies also benefited as they are now able to tap into larger talent pools due to remote working practices. Perhaps what has been most surprising about 2020, is that salaries have stayed relatively stable, but candidates have been seeking increases in their packages over base. With the increase in remote working opportunities, candidates are no longer distracted by “bells and whistles” (free food, ping pong tables etc.) and instead are more interested in actual projects, technologies being used and career growth and progression. Therefore, our advice to employers is consider how you are marketing your positions. Contractors We saw in our 2020 Q3 survey findings that many businesses looked to Contractors to fill gaps in their teams while coping with the uncertainty in the market due to COVID-19. From recent discussions with our clients this trend is likely to continue in 2021. We particularly foresee an increase in demand of contract roles for Frontend/Fullstack Developers, DevOps Engineers and Data Analysts. As a result of the increase in demand, contract rates have been on the rise. With many large and SME organisations reverting to remote work this has opened the market up to all areas of Ireland. A big trend is seeing Contractors based in the regions now being able to work for the large organisations in the cities and receive the same rates of those based in the cities. Therefore, rates in the regional areas of Ireland have increased due to the remote access of new roles in the industry. All-in-all, we are optimistic about the IT jobs market in 2021 with plentiful opportunities across digital transformation, cybersecurity, MedTech, pharma etc. The roll-out of the vaccine should increase confidence and create further opportunities as the year progresses. Download our IT Salary Guide Ireland 2021 (PDF)
Salary Guide 2021
Salary Guide 2021
Download - Salary Guide Ireland 2021 (PDF) Executive Summary From Adie McGennis, CEO We thought we had seen it all! If someone said in January; that most of us would fundamentally change the way we work (possibly forever), that some markets would be down over 80%, that we’d all feel awkward when not wearing a mask, that we couldn’t meet any clients or candidates for most of the year, that international travel would be nearly impossible, and that in Ireland record levels of employment would turn to record levels of unemployment in a few weeks; you would probably expect a more volatile salary comparison guide at the end of 2020. Indeed, the personal and health toll for many puts business considerations in context, so we wish everyone well, good health and wellbeing. Obviously, some areas suffered more than others and many areas even thrived, but overall, the stability in professional salaries may be the remarkable aspect of 2020! Generally, in volatile times temporary and contract work increases and this was very much the case in 2020. Many companies had to deal with a rapidly changing landscape in terms of their market, remote work, government supports and varying degrees of lockdown. Progressive companies hired professionals on a temporary or contract basis, and even on a remote basis, so demand and rates did increase for contractors in areas such as IT. We see this continuing even as the rate of change is slowing and hopefully stabilising. For some years now, we have been talking about career plans being fluid and dynamic, and flexibility and contracting increasing. This definitely took a leap forward in 2020. Sector wise, life sciences, including pharmaceutical got increasingly busy throughout the year and from R&D to manufacturing to distribution, this looks set to continue growing for the next few years. Financial Services was more challenging, as their market and way of work changed so quickly. Certainly, towards the end of the year it seems to be stabilising. At the end of 2020 Brexit is again looming and Dublin’s and London’s financial services will experience change and opportunity as well as challenges, for at least the next few years. Construction really slowed in 2020, but again steadily picking up in last few months, as general demand returns but also the way construction sites work has evolved. As a group generally SMEs in Ireland handled the craziness really well. Agility, pivoting and bootstrapping seemed like management school concepts until out of necessity, many businesses changed their model, their cost base, their strategy, and their mentality very quickly to go from Survive to Thrive in a few months. So many inspirational stories. They deserve the opportunities that we hope an improving landscape will present. So, our outlook for Ireland in 2021 is positive. There will be more challenges in coming months, but we are optimistic that the general picture will improve. From a national perspective the short-term funding required will necessitate strong budget management in coming years to enable businesses to grow back. Ireland still carries a lot of debt and politically there may be pressure to increase public expenditure beyond sustainable rates. But as long as we get this right, we have every reason to be optimistic and put 2020 down to learning experience. Download Salary Guide Ireland 2021 (PDF) Salary Guide 2021 by department Accountancy & Finance Construction & Property Services Financial Services HR Insurance IT Legal & Compliance Life Sciences Manufacturing & Engineering Marketing Multilingual Office Support Sales Supply Chain