As featured on SIA website- https://bestfirms.staffingindustry.com/sigmar-recruitment-grand-prize-winner-51-plus-employees-ireland-2023/
Pride in Purpose
Creating a place where employees enjoy the day-to-day
Sigmar Recruitment understands that its success begins with genuine investment in its own people. The firm’s values — “Going Further, Faster, Together” — uniquely embody its corporate spirit and leadership mentality, consistently playing out in the day-to-day life of employees. Sigmar prides itself on being people-first, socially responsible and unafraid to challenge the status quo — and it is this philosophy that has helped the firm earn a grand prize on SIA’s Best Staffing Firms to Work For – UK and Ireland for the third time.
Despite business changes and market hurdles, Dublin, Ireland-based Sigmar Recruitment has never lost track of its values and the drive to have an impact. Established in 2002, the firm has grown steadily and in 2018 formed a strategic partnership with French staffing firm Groupe Adéquat, expanding Sigmar’s reach even further. Today, the firm is home to 130 internal employees and places candidates in temporary, contract and permanent positions across various sectors, including accounting and financial services, construction, engineering, life sciences, marketing, office support and sales.
CEO Frank Farrelly makes his vision for the employee experience clear. “I want it to be a place where they can enjoy the day-to-day,” he says. “Whether that’s working remotely or from the office, I want them to enjoy it — and as important, I want them to know their impact and have all the support, mentoring and confidence they need to succeed in their careers.”
To Sigmar’s internal employees, this is what makes the firm different from other places to work. Senior Public Sector Recruitment Consultant Madeline Donovan shares, “The work is enjoyable, but I also love the culture. The people I work with are good friends of mine. It’s easy working with them.” Noting that teamwork is common and the atmosphere in the Dublin office is casual, she adds, “If someone else needs a hand, you offer it, and even though your role could be one thing, everyone jumps in to help each other out.”
That culture of teamwork and belonging helps people feel like more than just employees, no matter where they are located. Take Marcel Skolimowski, a recruitment manager working from Poland. Coming to the Dublin office daily is not feasible, yet he experiences the close-knit environment even as a remote worker. “In my previous company, I never had a direct path to the CEO where I was able to pick up the phone and call him with any issue or have a normal conversation,” he says. And whenever he does travel to Ireland, the way he is welcome is “like I’m coming home. You get hugs, and everybody smiles. We go for lunch and pints after work together.”
From its earliest days, Sigmar Recruitment came from a place of giving back, changing lives with the job opportunities and career advancement they provide to external candidates and internal staff alike. The firm’s mission to have an impact on the lives of others is woven throughout the day-to-day work that Sigmar does as well as through socially responsible activities employees are empowered to be a part of — something that Farrelly sees as a reason why people stay with the firm. “We are commercially focused but put people first and make decisions that recognize people as our most important asset,” he says proudly. “First and foremost, throughout time, through all our history, we have done the right thing by our people and for our society. We have a strong social conscience. We give back.”
Donovan speaks enthusiastically about various activities she has been involved with at Sigmar, including helping out at their annual “Talent Summit,” Ireland’s largest HR and leadership conference, in which speakers from around the globe present on topics influencing work today and in the future. She appreciates how Sigmar makes it fun and easy to contribute to a range of activities, many with a social cause. Employees have opportunities to get involved as a team, helping to carry each other forward in doing great things for their communities and beyond.
For example, Sigmar last October raised over €40,000 through its participation in Paris2Nice, a 700-kilometer charity cycle event completed by 10 of their staff; the firm used this money to send 30 volunteers to help transform the outdoor spaces of a school that looks after children who have autism and other special needs.
Underlying Sigmar’s values of Going Further, Faster, Together is a sense of empowered risk-taking and experimentation. Reflecting on 20 years at Sigmar, Farrelly recalls the success stories — the people who, despite struggling, surmounted their challenges and made a space for themselves in the business. “All these people who’ve grown with us — consultants, managers, support staff — Sigmar is providing an ecosystem and the autonomy to make mistakes, to ask questions, to learn, and the encouragement needed for success.” Under Farrelly’s leadership, Sigmar is a place where employees are empowered to question the status quo and where “norm breakers, not norm takers” are rewarded.
From this company culture and supported autonomy come “small success stories,” as Skolimowski proudly recounts. After working several years in the Cork office, Skolimowski was presented with an opportunity to return to Poland — but despite the move, he knew he wanted to stay with Sigmar. “It was quite easy, surprisingly enough,” he says, recalling the conversation he had with leadership about the move. “Even though you are with a company for some time and you think that you know everybody, [I was a little afraid] to have a conversation like that. But then they were like, ‘No problem.’” Where some companies may have parted ways with an employee when faced with a relocation request, Sigmar valued Skolimowski enough to make it work. And as a result, today, Skolimowski steers a small and growing part of the business out of Poland, including an office with an expanding headcount.
Passion Beyond Size
Smaller organizations are often close knit in their operations, but Sigmar leaders and team members alike know their culture is driven by something more than the size of the business. It is more than having an open-door policy; it is more than professional training and development. People at Sigmar embody and promote an environment that allows others to excel on their own terms, in many ways reversing the standard operating procedures of corporate life; Sigmar exists to support its people, not the other way around. And in response, the firm’s internal staff follow a philosophy of treating people the way they themselves want to be treated, a mindset that will continue contributing to Sigmar’s growth and success in the future.
Posted by on 26 March 2023
Fintech skills in demand
Fintech skills in demand
HR skills hiring managers want to see on your CV
HR skills hiring managers want to see on your CV
Human resources (HR) professionals play a vital role in any organisation, from small businesses to large corporations. They are responsible for a wide range of tasks, including recruitment, onboarding, training and development, performance management, employee relations, and compensation and benefits.If you are interested in pursuing a career in HR, there are a number of skills that you should highlight on your CV to make yourself a more attractive candidate to hiring managers.Here are some of the most sought-after HR skills:Communication skills: HR professionals must be able to communicate effectively with a variety of stakeholders, including employees, managers, executives, and external vendors. They need to be able to write clear and concise reports, give presentations, and have difficult conversations in a professional and respectful manner.Organisational skills: HR professionals often must juggle multiple tasks and deadlines simultaneously. They need to be able to prioritize their work, manage their time effectively, and meet deadlines.Problem-solving skills: HR professionals are regularly faced with challenges and problems that need to be solved. They need to be able to think critically and creatively to come up with solutions that are fair and beneficial to all parties involved.Interpersonal skills: HR professionals need to be able to build rapport and trust with employees at all levels of the organisation. They need to be able to listen empathetically, resolve conflict, and provide support and guidance.Technical skills: Many HR departments now use HR software and other technology to manage their operations. HR professionals need to be familiar with these tools and be able to use them effectively.In addition to these general skills, hiring managers may also look for specific HR skills and experience depending on the role they are hiring for. For example, if you are applying for a role in HR recruiting, hiring managers may want to see experience with conducting job interviews, screening resumes, and negotiating salaries.When highlighting your HR skills on your CV, be sure to use specific examples and keywords to demonstrate your abilities. For example, instead of simply saying that you have "excellent communication skills," you could say something like, "Managed a team of 10 HR professionals and successfully communicated complex HR policies and procedures to employees."You should also tailor your CV to each specific job that you apply for. Be sure to read the job description carefully and highlight the skills and experience that are most relevant to the role.Check out our current HR vacancies here:HR OfficerSalary: €33,000Location: SwordsHR GeneralistSalary: €35,000-45,000Location: GalwayHead of HRSalary: €85,000 - 90,000Location: Kilkenny
Find Your Next Opportunity with Our New IT Contractor Hub
Find Your Next Opportunity with Our New IT Contractor Hub
If you're an IT contractor looking for your next opportunity, be sure to check out our new IT Contractor Hub linked here. This hub is a one-stop shop for everything you need to know about IT contracting, including:A directory of IT contracting jobs:Browse tonnes of IT contracting jobs, and filter them by your skills, experience, and location.Tips for finding and landing IT contracting jobs:Get advice from experts on how to write a winning C.V, ace your interview, and negotiate your rate.Resources for IT contractors:Find information on everything from taxes and benefits to professional development and networking.Whether you're new to IT contracting or a seasoned pro, the IT Contractor Hub has something for you. So head on over and start your search for your next great opportunity!Here are some of the benefits of using our IT Contractor Hub:Find the perfect job for your skills and experience.Our job directory is searchable by keyword, location, and other criteria, so you can easily find jobs that are a good fit for you.Save time and effort.You can apply for jobs directly from our website, without having to visit multiple different job boards.Get expert advice and support.Our team of experienced IT recruiters is here to help you with every step of the job search process, from writing your resume to negotiating your salary.To get started, simply visit our IT Contractor Hub and create a Sigmar profile. Once your profile is complete, you can start browsing jobs and applying. We're here to help you every step of the way, so don't hesitate to contact us if you have any questions firstname.lastname@example.org
How to Ace a Sales Interview
How to Ace a Sales Interview
Sales is a competitive field, so it's important to put your best foot forward in your interview. To help you prepare, here are some tips on how to ace your next sales interview, including sample answers to common questions:1. Research the company and the role.The more you know about the company and the role you're interviewing for, the better prepared you'll be to answer any questions. Be sure to read the job description carefully and research the company's website, social media pages, recent news articles, and know the names of key people such as the CEO and Sales Director.2.Practice your answers to common sales interview questions.There are a number of common sales interview questions that you can expect to be asked, such as:Tell me about a time when you successfully closed a deal.How do you handle objections from customers?What is your sales process?What are your sales goals for the next year?Why do you want this job?Take some time to practice your answers to these questions in advance. This will help you to deliver clear and concise responses during your interview. Remember that detail is king. Make sure to have examples prepared to back up your points.3. Be prepared to talk about your sales experience and skills.In your interview, be sure to highlight your sales experience and skills. This could include your track record of success in closing deals, your ability to build relationships with customers, and your knowledge of the sales process. If you have any relevant sales awards or accolades, be sure to mention them as well. 4. Have your numbers readyHave your sales figures to hand to show billings in similar positions, as well as any notable deals or KPIs you successfully worked to.5. Be enthusiastic and positive.Sales is a people-oriented business, so it's important to project a positive and enthusiastic attitude during your interview. Show the interviewer that you're excited about the opportunity and that you're confident in your ability to succeed in the role.6. Ask questions.At the end of your interview, be sure to ask the interviewer some questions about the company and the role. This shows that you're interested in the position and that you've been paying attention during the interview. Here are some sample answers to common sales interview questions:1. Tell me about a time when you successfully closed a deal."I was recently working on a deal with a new client (insert name) that I had identified and approached. It took a number of attempts to get a hold of the right decision maker but eventually I got speaking to the right person (insert name). They were hesitant to buy at first as they weren’t sure if they needed the offering we had, but I was able to build rapport with them and understand their needs and challenges in their business. I then tailored my sales pitch to their specific requirements and was able to close the deal by presenting a solution to an issue they had."2. How do you handle objections from customers?"When I encounter a customer objection, I first try to understand their concerns. I then address their objections directly and provide them with information that will help them to make an informed decision. I also try to find common ground with the customer and build a relationship with them."3. What is your sales process?"My sales process typically consists of the following steps:Prospecting: I identify potential customers and reach out to them.Qualification: I determine whether the customer is a good fit for my product or service.Needs assessment: I learn more about the customer's needs and challenges.Solution presentation: I present the customer with a solution that meets their needs.Handling objections: I address any concerns that the customer may have.Closing the deal: I ask the customer to purchase my product or service."4. What are your sales goals for the next year?"My sales goals for the next year are to increase my sales by 15% and to close 10 new deals. I believe that these goals are achievable and that I have the skills and experience necessary to achieve them."5. Why do you want this job?"I want this job because I am passionate about sales, and I believe that I have the skills and experience necessary to be successful in this role. I am also excited about the opportunity to work for a company that is growing rapidly and that has a strong reputation in the industry."By following these tips and practicing your answers to common sales interview questions, you can increase your chances of acing your interview and landing your dream sales job.