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Why Job Seekers Should Use Recruiters

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In this modern era of hyper-connectivity, with smart devices that are so smart you can be contacted through your wrist watch, is there value in using a third party to help you find a job or are you better off going it alone? Well, with the global market seemingly more turbulent than ever and every company sending out similar soundbites on why they are the best, it’s increasingly hard to know what path to choose as a jobseeker.

Jobseekers have never had it better with companies creating novel ways to attract new talent. Whether it’s a mini-golf course on the roof, an onsite masseuse, gym membership or yoga classes, it shows companies are aware of employee turnover and that the job itself isn’t enough to attract and retain talent anymore.

However, on the other side of things, a job for life is clearly a thing of the past for most of the labour market, unless you’re a health professional or a teacher. This means more diversity in a person’s career, certainly among millennials, under 25’s and graduates in particular. This also means more disruption in previously stable careers and the need to diversify people’s skills and keep an eye on the market.

It’s a dynamic environment in recruitment with marketing and internal recruiters partnering to attract the best staff, so why use a recruiter?

Industry Knowledge

Most recruiters specialise in one niche of the market and as a result become market experts within their sector and can give you a complete roadmap to the lay of the land. Going it solo will mean that you will have to do your own research about each company you are applying for who will each have their own unique requirements. Your recruiter, however, will be able to provide you with a company background, describe the team structure, the key aspects of the role and what exact experience the hiring manager is looking for. A recruiter will help you decide whether the position is for you and keep you updated as things develop in the market you’re in.

Recruitment agencies provide a completely cost-free service to jobseekers. They only charge the companies hiring, so why not have unlimited access to the inner workings of the company you’re applying to and assistance for free?

Direct Line To The People In Power

Recruiters have a direct line to HR directors and hiring managers. Why not make the most of this? With a direct line to the people in power, you get the inside information on what makes a company, a department or even a specific job so exciting. If you have high goals of progression or want to work on a set type of projects, you won’t find this information through a job advert and may not realise if you have made a mistake until you’re in the job.

Another aspect a recruiter can help with is when it comes to negotiating salary, the recruiter will know exactly what can be negotiated and keep things on track. You can focus on performing in the interview and the recruiter can handle all the awkward/difficult conversations.

Your Own Personal Advocate

Who doesn’t want someone singing their praises? With a recruiter you have your own personal cheerleader getting face time with people in power and telling them in no uncertain terms that you were made for this job and could do it blindfolded like Sandra Bullock in Birdbox. In all seriousness, a recruiter is trained find out your best qualities in relation to the job and make sure you don’t get missed by the hiring company. They can also help with CV re-design and know the best ways to catch the eye of the employer.

Also, as mentioned, people are jumping jobs a lot more now which has previously been a serious red flag for employers. However, your recruiter can help explain your motivations and elaborate on your CV in minute detail to get over the initial hurdle of pre-screening. 

Practice Makes Perfect

Interviews are a minefield. Say the wrong thing or react the wrong way and you will be stuck in no man’s land with no way back. Nike have a motto “Think training’s hard? Try losing”. Every day a recruiter prepares people for interviews, so let the experts show you how to ace every interview. They have the practice that can make you perfect!

They will already have given you the background to the job, the hiring managers and the company, so the next logical piece of the puzzle is on the interview process. Recruiters will have reams of documentation but will always tailor the preparation for interviews to each person to maximise the value. The difference between you and the next person competing for the job is usually a small margin. That could mean that advice from a recruiter, who has placed plenty of candidates in jobs, could be the reason you succeed in getting the role.

The future is bright for job seekers with more opportunities than ever. Partner with a recruiter who knows the industry, the companies hiring and who can help make the jobs market easier to navigate.

Posted by James Porter on 29 January 2019

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Main Points Q3 record breaking recruitment placement results Highest in 20 years, peaking in September Up 44% for same period in 2020 Job orders in the first half of October are trending higher than any previous single month in company 20-year history The Talent Shortage Economy: Recruitment (for on-site labour and remote skills) is the single biggest threat to the Irish economy War for talent now being fought on two fronts: Battle for Retention internally and the Skills Struggle externally    “The Great Return is causing a Mass Exodus. The reopening of offices in September has prompted a new surge in resignations as Ireland now faces a Talent Crisis. Employers are increasingly requesting in-office presence and Employees are voting with their feet..” says Robert Mac Giolla Phádraig, founding director Sigmar Recruitment:   Sigmar Recruitment today reports a record high number of job placements for Q3 (July, August, September) 2021, up 44% on the same period 2020. The figures released today top previous results recorded in Q2, 2021, with September recording the best single month ever in the 20-year history of Sigmar. Job orders in the first two weeks in October are trending higher than any single full month in the company’s 20-year history.   The first half of the year saw strong, consistent growth with job placements, peaking initially in May. Summer months remained as strong, peaking once more in September. Robert Mac Giolla Phádraig, founding director of Sigmar believes that the request to return to the office in September has caused employees to revolt, as they do not wish to return to pre-pandemic conditions and practices..   Commenting on the tightening of the labour market, Mac Giolla Phádraig says: “Demand for talent has remained at an all-time high for the second quarter in our 20-year history. It was somewhat unusual not to see demand abate over the summer months. Indeed, demand continued to increase over the summer, resulting in September’s record results. The rate of job requests  in the first two weeks of October is unprecedented, indicating continued in Q4 and raises the question of the sustainability of talent supply.   “Remote working has literally opened up a world of new opportunity no longer bound by location which is creating significant churn in the professional skills market. This last 18 months has seen employees demand greater flexibility. The request to return to the office by employers in September has prompted employees to reconsider whether they recommit or resign. Many are resigning.”   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 opened up new experiences and possibilities on a scale never before seen. In September, many employers have asked employees to “trial” living together once more, which in some cases leads to a reunion or in others to separation.   "Another factor, on the employee side is that of identity and how what we do makes up part of who we are as individuals. “This last 18 months has asked big questions of us all, mainly how our working lives interact with our lives and how we identify with our working lives. In the absence of a workplace we’ve reassessed the balance between who we are and what we do, resulting in lesser commitment to our working selves and therefore to our employers. Employee loyalty has therefore become increasingly under question with many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.”     Talent Shortage Economy Recruitment for both the on-site and remote talent remains the single largest threat to the Irish economy. Says Mac Giolla Phádraig: ”We are seeing two macro trends converge at once, compounding demand for talent across all sectors – (1) supply of labour and (2)shortage of skills.”   The “high touch economy” for on-site labour in sectors such as construction, logistics, retail and hospitality are currently experiencing severe labour shortages. The disruption to international talent supply chains have caused significant bottlenecks to the supply of labour,  particularly effecting on-site, lower skilled jobs. On-going travel restrictions and pace vaccine rollout continue to impede immigration globally, but as an island nation we are now seeing the impact of this as demand recovers at pace.   The “low-touch economy”, on the other hand, where remote work is viable is experiencing greater churn due to the expansion of opportunity for skilled workers, shift in motivation, identity and desire for flexibility. This is now being experienced more acutely in Ireland as offices re-open and employees now vote with their feet, in choosing to resign over reengaging with employers in many cases. Demand has been particularly strong in IT, Financial Services and Life Sciences.    He adds: “If we thought the war for talent was tough, just wait for the battle of attrition. Retaining workers rather than attracting them is now emerging as the number one challenge for businesses across the globe.”  

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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.”    

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SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid

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