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From our experience hiring accountancy staff for SMEs and large multinationals, here are 5 key points to maximize the value of your partnership with an accountancy recruiter in Ireland in 2023.1. We want to know about the job and your company inside out:As professional recruiters, we strive to know everything about your company. This includes the size of the team the role is situated in, the company's founding details, the product or service provided, and future goals and plans. By sharing this information with us, we can effectively promote your company to potential candidates and attract the best talent.Professional and credible recruiters should have a list of questions about the company make-up and culture before even asking for a job specification. If a recruiter does not look for the above information, make sure they are made aware of it as it will increase their ability to promote the company to potential hires. Our job is to sell this opportunity to our best accountancy candidates, so the more we know the better.2. Have your accounts ready:With finance roles the recruiter will be advising the candidate to review the financial accounts of a company as well as other standard information. These might not always be easily accessible so it’s a good idea to provide a soft copy of them to your recruiter to ensure that the candidates you meet in the process will be prepared for an interview and have an in depth knowledge of the financial standing of your company. 3. Streamlined CV Screening:When we send you a candidate's CV, rest assured that we have already screened and interviewed them for suitability. To save you time, we use a cover sheet that highlights the most relevant information about the candidate, such as unique selling points, notice periods, upcoming holidays, and relevant skills. If you have a company cover sheet, please share it to further streamline the process.4. Enhanced Interview Preparation:It is extremely important to outline the format of the interview process and highlight any tests or unusual stages there may be so all candidates can be aware of what to expect. The more specific information you can “arm” your recruiter with (such as interview questions that may be asked), the better the candidates will be at interview.5. No surprises at the endWe all strive for a seamless offer and acceptance process. To facilitate this, discuss the level of the role and the remuneration package from the outset. Your recruiter will have already spoken to the candidate about their current package and salary expectations. From here, be honest and transparent with your recruiter and let them know what you are willing to pay, any future potential changes (i.e. permanency etc.) and also all details of the offer. It is the recruiter’s responsibility to satisfy both parties. If you have any questions about the recruitment process or if you would like to speak to an experienced consultant about hiring accountancy staff please email accountancy@sigmar.ie or call (01) 474 4600
We're delighted to announce that Sigmar CFO, Dervla Owens is on the Staffing Industry Analysts (SIA) 2022 list of the Global Power 150 – Women in Staffing. In its eighth year, this annual list recognizes women for their outstanding efforts and achievements in elevating the workforce solutions ecosystem.Sigmar CEO Adie McGennis comments: "We are all delighted that Dervla is rightly included in this prestigious list. It is great that the global industry recognises the huge contribution that Dervla makes to Sigmar, the industry and business in Ireland. Always 100% professional and willing to support, many of her initiatives have driven growth in our Temp business, as well as supporting the development of Sigmar for last eleven years. Congrats Dervla!"“These forward-thinking women have turned challenges into springboards to success. From heading up impactful organizations to steering essential projects to fine-tuning the hybrid model, they have led with grace and empathy,” said Subadhra Sriram, SIA’s editor and publisher, media products. “Congratulations to this year’s honorees who are navigating, adapting and innovating in this new world of work. The remarkable women gracing our 2022 Global Power 150 list exemplify strength and leadership in the staffing industry.”SIA’s research consistently shows that despite women dominating offices worldwide in the staffing industry, only a few women make it to the top roles in organizations. The Global Power 150 – Women in Staffing shines the spotlight on female leaders making a difference inside and outside of boardrooms. The 2022 Global Power 150 – Women in Staffing debuted today with profiles highlighting each honoree now available online here.
Paris2Nice 2022 is done. Our team arrived in Nice after cycling a gruelling 750km over 6 days, through wind, rain, lightning and (thankfully) lots of sun. Taking in beautiful French scenery, iconic places, a huge mountain (Mont Ventoux) to finally see the Med. A tough, challenging experiance with a few hairy moments, but mainly a joy shared with 64 amazing people all fundraising for very worthy causes. Sigmar Recruitment/Groupe ADEQUAT team have completed this challenge to raise money for Saplings Special School in Kilkenny, who desperately need funds to help make their facilities fit for supporting the children in their care who have autism and other special needs. Thank you to all those who have already donated (so many of you...amazing!). If you've meant to, but haven't yet, you can still do so: https://lnkd.in/epcB8gpVFinally, a massive congratulatiosn to all the cyclists and teammates for the huge support throughout the week. An incredible achievement and one you should all be very proud of!
Guides for EmployersAs the crisis in Ukraine worsens, many employers may wish to offer support and employment to those coming from Ukraine. We have some guides to assist you should you wish to support and employ someone from Ukraine that has arrived in Ireland.Finding Work for Ukrainians Settled in Ireland - An Employer’s Guide (PDF)Master Contract of Employment (Ukranian) (PDF)Ukraine Cultural Competency Guide (PDF)Tech Link UkraineTechlinkUkraine.org is a Not for Profit organization signposting those with tech skills that have been displaced by the war in Ukraine to employment opportunities. Our mission is to connect individuals to opportunities and enable them to happen. Download PDF
Sigmar Recruitment were proud to lead Ireland Gateway To Europe, the largest ever private sector trade mission with over 70 Irish business leaders to Chicago and Boston, joined by former Taoiseach Bertie Ahern, from April 5-9th 2022.View Week in Review PDFThe Sigmar and Groupe Adéquat Team at Ireland Gateway To Europe 2022CHICAGOThe delegation visited Northwestern University for a tour of the Athletics department before lunch with Coach Fitzgerald and his team, in advance of the Aer Lingus College Football Classic taking place in Dublin this August.The group then attended a special session where Dean of Kellogg School of Management, Francesca Cornelli, interviewed former Taoiseach Bertie Ahern about his role in the peace process.BOSTONThe group headed to Boston the next day firstly attedning the Boston College Ireland Business Council (BCIBC) Dinner. We were delighted to welcome, one of Ireland's most respected global entrepreneurs, Rosaleen Blair, CBE to the board of the BCIBC where she was joined in conversation with CEO of Globalization Partners Bob Cahill and CEO of DraftKings Inc. Jason Robins on Today's Leadership for Tomorrow's Work at the BC Club. The event was moderated by Sigmar CCO, Robert MacGiolla Phádriag.The next morning, Drift kindly hosted the Transatlantic Tech Leader Breakfast where we were joined by one of Irelands most exciting tech leaders, founder of Woebot Health, Alison Darcy and CEO & Founder Compt, Amy Spurling along with Boston City's tech leaders, moderated by Sigmar CCO, Robert MacGiolla Phádriag.Sigmar CEO Adie McGennis (above), Sigmar Director Mike McDonagh (below)At lunchtime, Silicon Valley Bank, kindly hosted the joint BCIBC & Boston College CEO Club Lunch with two pioneers of the future of work, Eric Mosley, CEO of Irish unicorn Workhuman in conversation with Rosaleen Blair, CBE, before the group attended private event hosted by Edward M. Kennedy Institute for the United States Senate.A huge thank you to our delegates, members of Ireland Gateway To Europe, hosts, partners Newstalk, Business Post and sponsors on both sides of the Atlantic.Listen to all of Newstalk's coverage of our trip
Talent Summit Employment Survey 2022 - The Talent Summit Employment Survey 2022 was commissioned by Sigmar Recruitment in partnership with Globalization Partners, the world’s leading global employment platform, as part of Talent Summit 2022. At a glance:35% of Ireland’s current workforce has never been to the office. Major social/ psychological implications. 26% now full time in office, 30% hybrid, 44% full time remote81% of employers to recruit in 202269% of employers to offer pay rise of 9% in 2022 (while 84% of employees expect pay rise)New Legislation - 53% of workforce can choose where they work. 68% of this population expected to choose to work from home. Says Talent Summit founder and Sigmar CCO, Robert Mac Giolla Phádraig: “The world of work has been in a flux for the past two years, as things begin to settle, the question of workplace remains up for debate as unprecedented levels of churn within the workforce has caused the power to shift from employer to employee. Many people are now choosing to work permanently from home, which in turn is being supported by the new legislation, forcing many employers to soften their rhetoric around returning to the office. Does this work for the employer and employee? Well, I think the remote experiment seems to have worked in the short term at least with full-time remote here to stay, but not at its current level. Hybrid working models are really in their infancy and the employers are facing into uncharted waters when it comes to sustaining individual flexibility for all, as choice around workplace re-emerges. While there are clear benefits to remote work, I don’t think we have enough data or evidence on the impact of long term, deeply individualised, isolated work has on our people and society.” Nick Adams, Vice President, EMEA, Globalization Partners comments, “The past two years have triggered the world’s biggest remote work experiment, and it is changing not just the way we work but the way we hire and onboard talent too. Companies are finding the best talent all over the world and not just on their doorstep. Talent shortages may be a thing of the past: The solution is to go where the talent lives.” ----------------------------Over 1/3rd (35%) of the current workforce has never set foot inside their place of employment, according to new research carried out on behalf of this week’s Talent Summit conference in Dublin. The Talent Summit Employment Survey 2022 suggests that just 26% of the workforce is currently working fulltime in the office with 44% working full time remotely, and 30% hybrid. The Right to Request Remote Working legislation will have a significant impact in 2022 with 53% of workforce in a position to choose where they work. 68% of this population is expected to choose to work from home. The recruitment market is at the highest it has ever been in the 20-year history of Sigmar Recruitment. 81% of employers will recruit in 2022. Pay is set to be a major issue in 2022 with 84% of employees expecting a pay rise. Employers are open to discussing the issue with 69% of employers agreeing to offer pay rises this year. The average pay rise on offer is 9%. According to Talent Summit founder and Sigmar CCO, Robert Mac Giolla Phádraig, Ireland is at the forefront of the changing work model globally: “As a central hub of some of the world’s most progressive and innovative companies, Ireland is now emerging as home to companies who are at the forefront of moulding, shaping and shifting how, where, when and by whom work is done as we emerge from the pandemic. While remote and hybrid working seems to be working for the employer with just 15% finding it a hindrance, my concern is that we have an entire generation of workers who are missing out on the social and psychological benefits of working in a communal environment with friends and colleagues.” Talent Summit 2022 Employment Survey Highlights Micro-environment - Out of Office35% of the current workforce were hired since the pandemic and have never been to a physical workplace. Major psychological and social implications. Isolation an issue. Majority of workforce choose full time remote even with offices reopening:26% full time in office (34% anticipated in 2021)30% working hybrid ( 44% anticipated in 2021)44% full time remote (22% anticipated in 2021) 95% of hybrid workforce work 3 days of less in the office – majority choose two days 40% 31% of workforce expected back in office by end of year Sentiment this year is that office space will remain the same. In 2021, 40% expected a reduction. Macro-environment - Talent shortage economy.With the presence of a massive talent shortage economy, pressure is on all fronts; internal retention, external recruitment and costs.Recruitment and retention are the top 2 priorities for HR Leaders - 12 months ago it was wellbeing and employee experience.Hyper competition for talent: This year sees the highest number of employers anticipating adding staff (81%) over past 5 years.Recruitment has gone global: Opportunity now finds talent. 62% have recruited outside of Ireland and 77% are willing to hire wherever talent resides.Labour costs: 69% of employers expect to increase salaries by 9% (highest gross uplift we’ve seen in doing this survey the last 5 years).Employee expectations have soared: 84% anticipate a pay rise compared to 54% in 2021 – leads into a further cycle of attrition. Legal Environment - Right to Request Remote WorkWith 53% of workforce having control over where they choose to work from highlights the potential threat proposed legislation (in Ireland) to offer the right to work remote may pose. We may in fact be alienating nearly half the working population creating new unintended workplace biases. Employers anticipate that 68% of this population will choose long-term remote working options, which means the proposed legislation applies to 36% of the overall workforce population68% of workforce expect long-term remote working options.53% of workforce are expected to be given long-term remote working option.When asked what impact the proposed legislation will have on their organisation, 33% of respondents said it would help, 52% said no-impact and 15% said it would hinder. ABOUT THIS SURVEYThe Talent Summit Employment Survey 2022 was commissioned by Sigmar Recruitment in partnership with Globalization Partners, the world’s leading global employment platform as part of Talent Summit 2022. This is the fifth year the study has been conducted, measuring the pulse of Talent Leaders on a range of Talent Topics. The survey ran from 09/02/22 to 12/03/22 with 153 respondents. 63% Senior HR leaders and 37% Business owners/ leaders across all company sizes, sectors and industries. Europe’s largest HR, work and employment conference, Talent Summit 2022 will take place in Dublin’s Convention Centre on Thursday, 24 March, 2022. With 2,000 people in physical attendance, as well as countless set to attend virtually, Talent Summit 2022 will see the largest group of HR leaders to convene in Europe since the pandemic. www.talentsummit.ie
We’re thrilled to announce that Sigmar Recruitment picked up Recruitment Agency of the Year and Best in Practice – Sales & Marketing at the 2021 Employment & Recruitment Federation Awards on Friday 25th February 2022. In a year that Sigmar Recruitment will celebrate another major milestone; of being in business for 20 years, we are over the moon to receive this recognition. Speaking on the win, Sigmar CEO, Adie McGennis said; “It is a great testament to every single person in Sigmar and the professionalism, coolness and positivity they displayed over the challenges of the pandemic. Their ability to get involved in not just providing excellent service to our clients and candidates but initiatives such as Talent Summit and Ireland, Gateway to Europe, I’m so pleased for the team to receive this recognition. It has been a record-breaking year and this is the crowning achievement.” Alan Murphy who accepted the Best in Practice – Sales & Marketing Award added, “We are delighted to have won this award again after what has been a challenging but ultimately rewarding year in recruitment. It’s a testament to how the team adapted to the demands of the market and will inspire us to continue to grow our high performing team and offer a best-in-class service to our candidates and clients alike!” The postponed ceremony took place in the Shelbourne Hotel and was attended by over 360 guests. The awards are designed to identify and reward excellence in recruitment in Ireland and is judged by an independent panel, including representatives from the international recruitment sector, the National College of Ireland and DCU. A huge congratulations to all of our fellow ERF Award winners and nominees. Visit the Employment & Recruitment Federation website to see a full list of the 2021 winners.
Given everything that has happened over the last eighteen months, it’s not surprising that we’ve essentially gone through an identity crisis around work. Power has shifted from employer to employee as work has changed from somewhere we go to something we do. This in turn has also altered how we prioritize other aspects of ourselves and how we approach work. So what does this mean for employers and recruitment today? Robert Mac Giolla Phadraig, CCO of Sigmar Recruitment joins Holly Fawcett on the The Shortlist show. They’ll be diving into this topic, looking at what needs to be different about an organization’s value proposition today in order to make them attractive to talent in the future. Throughout this discussion, they’ll be examining multiple aspects, like the precarious balance between well-being and well-doing in this atmosphere of high attrition and also the evolution of the EVP as it has changed to encompass more about human experience.
Main PointsQ3 record breaking recruitment placement resultsHighest in 20 years, peaking in SeptemberUp 44% for same period in 2020Job orders in the first half of October are trending higher than any previous single month in company 20-year historyThe Talent Shortage Economy: Recruitment (for on-site labour and remote skills) is the single biggest threat to the Irish economyWar 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 EconomyRecruitment 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.”