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?
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
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
Talent Summit Podcast Series
Talent Summit Podcast Series
We’ve invited some of Talent Summit’s most popular keynote speakers and special guests back to base camp to share their insights, expertise and thought leadership, as the working world experiences decades of transformation each passing week. This six-part series explores how HR leaders can positively effect business continuity in the short term, grow market share in the medium term and enhance the working lives of our people in the long term. Hear from world class thought leaders from NASA, AON, Simon Sinek Inc, Shopify, Just Eat, Ding and world renowned TED speakers Margaret Heffernan and Patty McCord. You can watch the videos here or check out the podcasts below: Sigmar Recruitment · Talent Summit Back to Base Camp
Sigmar Launches Emergency Jobs Initiative to Connect Displaced Workers with Employers
Sigmar Launches Emergency Jobs Initiative to Connect Displaced Workers with Employers
In light of the COVID-19 pandemic, which has seen hundreds of thousands of people lose their job, both temporarily and permanently, Sigmar Recruitment is today launching an online platform to connect jobseekers with employment opportunities as well as offer upskilling opportunities for the restricted workforce to ensure a smoother return to the workplace once the isolation restrictions have eased. The initiative is online for ease of use by those at home. Jobseekers are invited to register on the website, so that employers can make direct contact for current opportunities. Jobseekers sign up for a daily email, which will inform them of companies that have immediate vacancies on either a permanent or temporary basis. Jobseekers can then apply directly to employers. The site also offers highly relevant jobseeker advice on how to compete in the current marketplace, on a range of workforce topics, including tips on: video interviewing online engagement social branding digital collaboration remote working COVID restriction employee rights societal consciousness remote onboarding and much more Furthermore, the website also directs jobseekers to free online training to support upskilling during down time. Employers can post immediate or short-term staffing requirements for free so Sigmar can keep supply chains running and redeploy Ireland’s workforce that have been affected by COVID-19. Employers can also “shop direct” for talent on the website. Commenting on the initiative, founder of the initiative and Sigmar CCO Robert Mac Giolla Phádraig says: “www.covidresponsejobs.com was created by Sigmar Recruitment to support displaced workers and employers during the COVID-19 outbreak. Our aim is to connect people who have been impacted by short-term business closures with employers who have seen rising demand for frontline staff, those in healthcare and those needed to keeping Ireland’s supply chains operating. “The economy has temporarily stalled and the traditional recruitment process is on its head. However, the current pandemic has created new positions especially in retail, distribution, manufacturing and the health sector, to include many administrative, customer support and back office roles. In addition, we are actively supporting many other organisations balance business continuity with sustainable employee flexibility throughout the crisis.” Commenting on the restricted workforce, Mac Giolla Phádraig adds: “With the introduction of the COVID 19 Wage Subsidy Scheme this week, a significant cohort of the workforce is now likely to be retained, but with restricted workload. We aim to support the restricted workforce through upskilling during downtime, to better equip our workforce to rebound from the crisis in the medium term. “At this time of national crisis, we all have a responsibility to play our part. At Sigmar, we have adopted a frontline first approach and will deploy all resources available to us to support the national interest. “ www.covidresponsejobs.com is created by Sigmar Recruitment, supported by Candidate Manager, The Irish Times and Communicorp