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.”
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
With the majority of our teams now working remotely, the challenges of creating and maintaining company culture are evident. Technology can’t replace what the workplace provides: community, camaraderie and shared purpose. Now, more than ever, maintaining culture matters. Here are some ideas on instilling company culture across remote employees: 1. Connect Back to Your Values & Purpose For many of our staff currently, working remotely has been unexpected and in the face of a global health crisis, many are at a loss for what to do. For some work may feel insignificant now, so as their manager this is your time to help employees find meaning and reconnect back to your company’s values and purpose. While you may not be a company at the frontline, you still have a positive impact on people’s lives. Remind your employees of how their contributions add up to something much bigger and that we are all in this together! 2. Communication is Key Communication within divisions, one to one, social gatherings, company updates, all need to be consistent. This maintains relationships and promotes inclusivity. Create an open and transparent communication policy. This allows people to be themselves and feel comfortable reaching out via online chat platforms. Set expectations on communication methods. Where do meetings take place? What tool is for social sharing? Finally, you need to put an emphasis on positivity in your written communication. With the absence of face to face interactions in virtual conversations, it is easy for tone to be interpreted negatively so you need to be extra careful to be positive. 3. Mimic the Water Cooler Effect As mentioned, many of our staff are currently missing the day-to-day work interactions they have with their colleagues. Therefore, assign a platform where team members can live chat, share files, post photos and collaborate throughout the day to mimic everyday office life. This can be where some of the best ideas and knowledge can be shared yet at the same time promotes inclusivity and the sense of “team”. 4. Trust In a remote team, there aren't any silly rules about being in your seat during certain hours of the day. This means at the end of the week you either have something to show for your week or not. This means you trust that your teammates are getting something done. But also, that your teammates trust you. To earn that trust you want to make sure you have something to show for your work each week. 5. Focus on Health & Wellbeing In the midst of a global pandemic, now is not the time to forget about your wellness programme when stress and anxiety is elevated. Make sure to check in with remote employees that they are taking breaks, finishing on time, and are maintaining a healthy work-life balance. Make online workouts available to your employees allowing them to take part in physical activity. Perhaps set a company challenge such as a step challenge to get employees engaged in physical activity and as a plus networking with colleagues. For those struggling with sleep or anxiety, provide access to meditation or breathing courses. And to look after financial wellbeing consider organising webinars on topics such as managing a household budget, how your pension works, setting financial goals etc. 6. Rituals and Traditions Creating traditions with your team members, regardless of how often they happen, helps keep teams cohesive and encourages open communication and trust. Before you were thrown into the digital remote working world, undoubtedly you had traditions in place for how promotions, achievements and even birthdays were recognised. To keep spirits up, it’s crucial you keep celebrating these milestones. 7. Ask for Feedback Finally, the introduction to remote working has been unprecedented for many of us. Therefore, ask employees for honest feedback and suggestions. Use a pulse survey to get real data on this. "You don’t need everyone physically together to create a strong culture. The best cultures derive from actions people actually take.” Jason Fried and David Heinemeier Hansson, Authors of Remote
Sigmar Recruitment and Alison today announce a COVID ready learning partnership as part of the emergency jobs initiative www.covidresponsejobs.com. The initiative is an online platform set up by Sigmar Recruitment to help connect the displaced workforce with current frontline job opportunities, and to upskill the restricted workforce to enhance career prospects and enable a faster economic recovery. Alison, one of the largest learning websites worldwide, is now offering access to all of its courses free and unencumbered through www.covidresponsejobs.com. The learning content being offered through the platform has been hand curated to reflect in-demand, recession-proof skills across an array of business and IT disciplines, including; data science project management customer service accounting web development computer networking e-commerce The core learning has been paired with lifestyle courses covering mental health, stress management and practical content on parenting while working from home for example aimed to support those working remote throughout the crisis period and beyond. The learning pathways have also been designed with jobseekers in mind with content on public speaking, job hunting, personal development supported by jobseeker advice on how to compete in the current marketplace, including tips on video interviewing, digital collaboration, remote onboarding and much more. Commenting on the partnership, founder of the initiative and Sigmar CCO Robert Mac Giolla Phádraig says: “As one of the world’s largest free learning platforms, Alison presents an excellent opportunity for newly unemployed in Ireland to upskill. The learning content has been COVID curated for maximum impact encompassing business skills, IT skills, mental health and personal development. We also aim to support the restricted workforce by providing upskilling opportunities during the downtime, to better equip our workforce to rebound from the crisis in the medium term.” Speaking at the announcement, Alison Founder & CEO, Mike Feerick stated that the gesture is one Alison is happy to make. “While being a global learning business, most of our team live and work in Ireland and know personally people whose employment has been jeopardised by the coronavirus pandemic crisis. Alison has over 1,500 free certificate and diploma courses, in subjects from project management, languages, IT, to health & safety, elderly caregiving, MS Excel and free courses on GDPR. “If you have been laid off, it is an opportunity to build up and strengthen your workplace skills to enhance your chances for employment in the months and years ahead. We are delighted to partner with Sigmar on the COVID Jobs Initiative.” www.covidresponsejobs.com is a for purpose “Team Ireland” initiative created by Sigmar Recruitment, supported by Alison, Candidate Manager, The Irish Times and Communicorp, established to mobilise the Irish Workforce.
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
Rossa Mullally spoke to Jennifer Zamperelli on 2FM recently to share his tips and advice for video interviews...
With the number of companies around the globe asking their employees to stay safe and work from home increasingly every day due to the COVID-19 pandemic, in-person interviews are being replaced with video interviews via platforms such as Hinterview, Microsoft Teams, Zoom etc. For some this is a new experience so here are our top 5 tips to help you get prepared. 1. Check Your Tech As mentioned, there are a variety of video interview platforms, many of which you may be familiar with such as Google Hangouts or Skype. While you might think you are adept at using such platforms, don’t rest on your laurels. When you receive the link for the platform from your potential employer - test it out! Familiarise yourself with the platform and do a test call with a family member or friend in advance. Make sure you have a strong internet connection so there are no delays and that your camera and microphone are working perfectly. Finally make sure you are plugged into a power source; interviews can overrun so don’t be relying on the battery to see you through. 2. Set the Scene You’ve heard it before, and you’ll hear it again but finding a suitable environment is so important in preparing for your video interview. Find a quiet, private space to do the interview, somewhere you can control the noise pollution and keep it to a minimum. After that choose, your backdrop wisely. You don’t want potential employers to see your cluttered bedroom and dirty washing in the background, especially after listing ‘organisational skills’ as one of your top skills on your CV. Lighting is key and is often forgotten about until the time of the interview. For the best lighting, sit facing an open window, similar to how you would face the light source or sun for photgraphs. If there is no natural light available to you at the time, use floor and desk lamps to brighten up your environment and ensure your interviewer can see you clearly. 3. Dress to Impress Although your employer won’t see you face to face, it is still important to dress appropriately. It is always a good idea to investigate the company’s dress code and go from there. You should wear professional, interview-appropriate clothes that you feel comfortable in. If you are comfortable in what you are wearing, it will help you stay relaxed and at ease during your interview. Avoid plaids and stripes as these can cause distractions on the camera and make sure you avoid wearing the same colour as your chosen background. 4. Body Language Speaks A Thousand Words It’s important to have good eye-contact in any interview you attend, this is no different for a video interview. To maintain good eye contact during your interview, place your laptop, webcam or device at eye level. If your camera is too low or too high, it can appear to your employer that you are looking down or away. It is also important to look into the camera when speaking. Putting a coloured sticker or something noticeable beside the camera might help remind you to speak into the camera instead of the screen. Some gestures that often go unnoticed in face to face interviews, can be more eye-catching through video, for example twirling hair, touching your face or fidgeting with your fingers. Practicing interviews and video calls with friends or family will help you identify any nervous habits you may have. During the interview, it is important to sit upright with your back straight. Although the interviewer cannot see your lower body, it’s important to have two feet flat on the floor in order to maintain an upright position. Crossing your legs can lead to slouching and can mess with your on-camera framing. 5. Prepare to Win You want to make a great first impression, leaving the interviewer with the desire to move you to the next round or hire you and the key to achieving this is to be prepared. From software to attire, eye contact to setting, it’s essential to prepare in every aspect for your interview. Have a copy of your CV nearby, but do not get caught reading off it during your interview, keep it nearby as a reference for yourself. Have a pen and paper at your desk should you need it to avoid any disruptions during the interview. And don’t forget to nod, smile and engage with your interviewer - you might not be sitting across from each other, but they can still see you! Finally, be patient with the recruitment process. As the COVID-19 outbreak evolves, recruitment processes may take longer than normal. You may find there will be more rounds in a process and/or it may take longer to receive feedback. If you would like to discuss anything in this article, or have a confidential career chat, please get in touch on 01 4744600 or email email@example.com
There has been a significant recovery in the construction sector since 2012. According to the Irish Construction Industry “the building and construction industry increased its volume of output by 4.1% in the second quarter of 2014 when compared to the previous year”. In residential construction the ESRI predict that between 10,000 and 12,000 new houses will be needed between now and 2015. Further predictions project that this requirement will double to between 20,000 and 25,000 homes to accommodate ongoing demographic change. A further report carried out by the Society of Chartered Surveyors Ireland entitled the “Construction Sector Outlook 2014” has forecasted the creation of about 30,000 new jobs over the next few years. Workers Abroad Many of our skilled construction workers have left Ireland to seek opportunities abroad. A construction boom and tax free salaries have attracted many Irish construction workers to the Middle East. According to the Irish Times in the United Arab Emirates the Irish population has increased by about 30 per cent to an estimated 6,000 people. In Riyadh the Irish Embassy has reported an increase in the number of families now living in Saudi Arabia to an estimated 3,000 people and a further 1,000 Irish people residing in Qatar. Canada has also been an attractive destination for many of our engineering specialists due to its current scarcity of workers. It is estimated that 3,000 skilled Irish construction workers will be working in Canada as engineering specialists by the end of 2014. In addition to skilled construction workers leaving our shores many Irish construction companies have also set up new ventures overseas. Some of these companies’ strengths include English as the established business language and high innovation and design standards. In 2010 Irish construction firms P Elliot & Company Limited and Wills Bros Ltd set up a new joint venture in Saudi Arabia. In 2011 Sligo based company Jennings O’ Donovan & Partner followed suit and announced that it had secured a contract of 2.8m as the Primary Infrastructure Development for a large development in Bahrain. Irish construction companies such as Kentz, Laing O’Rourke and Kentech have also won significant projects with some offering attractive overseas packages for the construction professionals and their families. Talent Shortages in the Irish Market As the Irish construction housing market has seen a bounce-back in job opportunities, there are now not enough suitably qualified graduates to fill them. The downturn in the building sector five years ago triggered a dramatic fall in secondary school leavers interest in third level study in courses linked to this area. According to Career and Education News between 2008 and 2013, CAO first preferences for construction related courses plunged from 552 to 195. Engineers Ireland also recently highlighted that there will be a shortage of engineering graduates in the years ahead and that during the 2013/2014 academic year only 62 construction engineers graduated. An additional problem of having a percentage of our skilled construction workers overseas on high tax free salaries poses further problems for engineering companies in relation to the recruitment of staff. Future Outlook The ongoing recovery of the construction industry along with the issue of many of our skilled engineering professionals overseas poses questions for companies, educators and the government in how we ensure we have sufficient talent available for the opportunities which will emerge. The government recently announced a stimulus package for the construction industry titled “Construction 2020”. One of the points outlined within this package was a tax incentive scheme to increase supply for residential housing developments and to increase job numbers within the construction sector. While it is unwise to look for a situation where any sector is too popular a choice (demand for architecture and civil engineering during the boom was out of sync with future opportunities), there is certainly a case that more interest can be promoted in relevant construction courses. Many of our mechanical and electrical construction companies have reported difficulty in finding strong candidates for junior and intermediate roles – while there has simultaneously not been a large demand from school-leavers for building services courses. Along with this, experienced managers in the construction sector have commented that educators need to provide more “real world” exposure to future engineers towards the end of their third level education – eg. better Excel and planning software skills (MS Project, Primavera etc.) as these will enable them to bring greater value and “hit the ground running” with companies in the marketplace. It looks likely that Irish companies will try hard to attract many of our overseas engineers back home in the near future – they will also be interested to see if an increased number of skilled graduates can emerge through the education system. The answer to tackling the current deficit of qualified construction professionals should come from multiple sources including government incentives, upskilling current workers and promoting careers in construction to those entering third level education. As the Irish construction sector continues to show strong improvement we look forward to continuous growth in the year ahead.
Working as a Mechanical & Electrical Engineering Recruitment Consultant I’m very interested in educating people on a career in the building services industry. I’ve been recruiting in the industry for nearly three years and have noticed a significant drop in the amount of Building Services graduates entering into the workforce. M&E Engineering firms are constantly calling looking for assistance in filling positions they can’t seem to fill themselves. A career in Building Services can be very challenging and rewarding with several different types of positions available in the industry. It combines a flair for design and problem solving along with dynamic working environments in Ireland and abroad. According to the CAO, points for a place in Building Services have been relatively low over the last few years which is surprising given the job opportunities. What is Building Services? Building Services Engineers are responsible for designing and installing energy systems in buildings. These systems include heating, ventilation and air conditioning (HVAC), refrigeration, water supply, fire protection, power, lighting and data communication systems. They work alongside architects and other engineering disciplines to design, develop and manage new technologies that impact the economy, utility, durability, and comfort of buildings. Working in Building Services Building Services Engineers can either work on the consultancy (design) side or the contractor (installation / commissioning) side of the industry. Both require knowledge of Building Services but are different in terms of day-to-day activities. Working for the Consultant – Design, Flair & Problem solving. Meeting with Clients. Tender / Concept design. Research new designs, technologies, and construction methods. Design calculations. Layout designs / drawings. Simulations. Working for the Contractor – Dynamic, Hands on, Commercial. Installation of M&E services. Commissioning of M&E services Interpret technical drawings and schematics. Environmental, Health and Safety on site. Provide feedback to design engineers on Client problems. Quality assurance. Careers & Opportunities Working as a Building Services Engineer there are several areas one can specialise in ranging from Residential / Commercial projects such as apartment complexes, offices and retail units to large Industrial / Pharmaceutical projects such as food processing plants, power stations and manufacturing facilities. As well as these projects happening in Ireland, there are plenty of opportunities in the UK, Europe, the Middle East and also Africa. Projects in the Commercial sector use conventional HVAC systems however above is a photo of the mechanical services in a Pharmaceutical plant. Plants like this have a higher demand for air, water, steam and other hazardous materials hence the larger and more specialised equipment. Salary Information Position Salary (1 – 2 years) € Salary (2 – 5 years) € Salary (5 years plus) € CAD Technician 25 – 27 27 – 30 30+ BIM Modeller 25 – 27 30 – 35 35+ Revit MEP Modeller 27 – 30 30 – 40 40+ Mechanical Design Engineer 25 – 28 35 – 45 50+ Electrical Design Engineer 25 – 28 35 – 45 50+ Mechanical Project Engineer 25 – 28 35 – 45 60+ Electrical Project Engineer 25 – 28 35 – 45 60+ Mechanical Project Manager N/A 40 – 60 70+ Electrical Project Manager N/A 40 – 60 70+ Software Building Services has come along way over the years in terms of the software used by engineers. Building Information Modelling (BIM) is the most talked about / required package in the industry with it being used by both consultancies and contractors. It describes the process of designing a building collaboratively using a system of computer models rather than separate sets of drawings, this helps reduce the risk of errors through integrated design, engineering and fabrication workflows. Below is an image of how a coordination issue between the structural engineers and HVAC engineers was resolved long before the construction phase began, saving precious time, manpower and money. Before BIM, this issue may only have been spotted when the mechanical services were being installed and this issue would have been sent back to the consultants to reroute the services. Most companies nowadays will have BIM as a requirement on their job specifications however, if you have never used it before there are several types of courses available to do. Other software used in Building Services includes: Revit MEP IES Navisworks AutoCAD Dialux Hevacomp Having worked on very exciting roles with extremely innovative and dynamic companies, I find it hard to believe that there is not more of an interest in Building Services as a career. If you see yourself as someone with a flair for design, an interest in energy systems and good at problem solving then why not give me a call to discuss the first / next step in your career.