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.”
According to the Sigmar/AON Pulse Report on the future of work post-Covid, just 34% of workers will be returning to the office on a full-time basis once Covid restrictions are permanently lifted. 22% of employees are expected to work full-time remotely with the remaining 44% to work hybrid between home and the office. Of this hybrid cohort, 92% will spend three days or less in the office. The Sigmar/AON survey polled 253 companies in Ireland to get insight into the future of work practices post-Covid. Commenting on the findings Talent Summit founder and Sigmar chief commercial officer Robert Mac Giolla Phádraig says: “Recent speculation about the future of work has seen a division in thought between commentators and experts regarding the role the office will play in working practices post-Covid. With this poll, we have real insight into how employers are planning for the world of work once restrictions are lifted. The reality is that two thirds of Ireland’s workforce will see permanent changes in their work practices. That is a massive shift that affects the majority of us.” Remote Working to Spark a Global War for Talent The Sigmar/ AON survey finds that 22% of employees will work full-time remotely. Says Mac Giolla Phádraig: “Remote work is the emerging front of a world war for talent, being fought virtually and our remote workers the spoils of this war. “Ireland is globally recognised as an epicentre of highly skilled and educated workers, making this cohort of employees an attractive proposition for employers from around the world. “There is now global competition for local talent, requiring an arsenal of new methods and systems to compete, as it’s more about hearts and minds than before. “International competition of this cohort of workers will be fierce, effectively opening up a whole world in which 22% of our workforce can work.” The Future is Hybrid 44% of Ireland’s workforce will work hybrid between office and home. 92% will work three or less days in the office. The reality is that many of us will work hybrid between the office and home. Last year we were challenged by the forced dislocation of the workforce from the workplace. This year, however, we will choose how, by whom and where work gets done, which requires deep consideration as we re-architect work over the coming months. This is a critical moment in time for the next generation of work. Says Mac Giolla Phádraig: “ “According to this survey the future is hybrid.”
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)
Sigmar were delighted to be announced as "Best Staffing Firm To Work For in Ireland" at the Staffing Industry Analysts World Executive Forum today, Dec 2nd 2020. Thanks to the judges and our amazing staff for this award! The 2 day virtual forum covered the impact of the Covid-19 crisis on the staffing market, the current state of the industry and where firms can find growth in 2021 and beyond.
A polarizing topic and a polarizing question, who wins in the battle of the sexes? The topic of equality in the workplace and lack of transparency has come to the forefront of many internal and external discussions. According to the Society of Women’s Engineers, in 2003 only 20% of new graduates from an engineering discipline were female in the United States. Compare that to a recent study in 2018 by Roberta Rincon, PH.D., Manager of Research at the SWE, where only 30% of women who earn a bachelor’s degree in Engineering are still working in that profession 20 years later and only 13% of engineers are women in the USA. However, there was a 54% increase in women being awarded engineering and computer science degree between 2011 and 2016. If we bring this closer to home, just 11% of the UK’s engineering workforce were female in 2017, a 2% increase since 2015. The UK also has the lowest percentage of female engineers in the EU, under 10% where the likes of Latvia, Bulgaria and Cyprus have nearly 30%. One step closer again and we are in Ireland where less than 25% of the people working in STEM related professions are women. Accenture conducted a survey which conveyed that there are negative stereotypes towards STEM subjects and careers. Certainly, there is still a long way to go before we reach true equality, it is a highly important issue. Yet, how about we move away slightly from representation and focus on pure achievement and contribution when discussing women and men in engineering? We provide the engineering icons and their achievements, and you decide who wins in a casual five-a-side match up! Let’s start at a time when engineering was starting to make waves across the whole of society and specifically focus in on electrical engineering, our first match up is Nikola Tesla and Edith Clarke. Edith Clarke First Female Electrical Engineer and First Female Professor of Electrical Engineering in the University, teaching for 10 years. Invented the calculator while working as a Supervisor in GE. Also invented Clarke Transformation and was posthumously inducted into the National Inventors Hall of Fame Two of her papers in mathematics won awards from the AIEE, best regional paper in 1932 and best national paper in 1941. Nikola Tesla The famous Croatian began working in Edison Machine Works, troubleshooting installations and improving generators patented over 300 inventions but is most well known for the Tesla Coil and oscillator. Advised on the electrical system for Niagara Falls. Invented a radio remote control boat, dubbing it “teleautomation” but the general public considered it magic or even made the outlandish claim a small monkey was driving it. This would later go into mass use in World War I for torpedoes with Tesla getting little acclaim. Effectively dying bankrupt, he was well known for his eccentric behaviour, working everyday from 9am to 6pm, walking at least 8 miles every day and possessing an eidetic memory. So, who was the bright spark who outshone the other between this duo of electrical engineers? Next up we have the Civil Engineers who paved the way in their fields, Gustave Eiffel and Emily Warren Roebling. Emily Warren Roebling Contributed massively to the completion of the Brooklyn bridge. After her husband, Washington Roebling, the chief engineer for the Brooklyn Bridge, contracted Caisson Disease and became bed-ridden, she developed an extensive knowledge of Materials, Stress Analysis and Cable Construction. She also became the only person to relay instruction to his assistants and aided in the plans for completion of the bridge itself. She took over a lot of the chief engineer duties and jointly planned the bridges completion and was the first to cross the bridge by carriage. Campaigned for women’s rights and against discriminatory practices targeted at women, winning wide acclaim and awards for her essay “A Wife’s Disabilities”. Gustave Eiffel Most famous for the Eiffel Tower but also contributed to the liberty statue and also designed the Garabit Viaduct. The Eiffel Bridge, and Gustave’s first major work, which is in Bordeaux has been protected as a French Historical Monument. Even though he was only a contractor for the Panama Bridge project he was implicated in the financial and political scandal. Contributed massively to aerodynamics and civil engineering, he died on 27 December 1923 while listening to Beethovens 5th Symphony The Brooklyn Bridge vs the Eiffel Tower, who built more of a legacy, Gustave or Emily? Both certainly had their issues to overcome but left a lasting legacy behind them but who made the bigger impression on the civil engineering world? Following on from Civil Engineering, we have a match up between a physicist and a chemist who both revolutionized their own respective fields and the world as we know it. Stephanie Kwolek Offered a position at the DuPont facility in New York, the vacancy arose as the majority of men were overseas in World War II but developed a career spanning 40 years, becoming the only female employee in 2015 to receive the Lavoisier Medal for outstanding achievement. She became the fourth woman to be added to the National Inventors Hall of Fame after creating Kevlar and had an illustrious career in working with polymers. Stephanie never profited from the discovery as she signed it over to DuPont, but Kevlar is used in hundreds of different products that we use daily such as mobile phones and cables. She won a publication award for her Nylon Rope Trick which created Nylon from a beaker at room temperature but also received the Chemical Pioneer Award from the American Institute of Chemists and an award for Creative Invention from the American Chemical Society. The Royal Society of Chemistry awards scientists the ‘Stephanie L Kwolek Award’ to exceptional contributions to the area of materials chemistry outside of the UK. John Bardeen Awarded the Nobel Prize for Physics twice, first in 1956 for the invention of the transistor and secondly in 1972 for a fundamental theory of conventional superconductivity known as the BCS theory. His development of the transistor helped with almost all modern technology such as telephones and computers, effectively bringing in the information age. In 1990, John was included in Life Magazines 100 most Influential Americans of the Century. Worked on magnetic mines and torpedoes during World War II. Sony have created a John Bardeen Professional Chair post at the University of Illinois at Urbana-Champaign with a bursar of $3 million. With both inventors and engineers leaving a massive legacy behind them both in academia and in real life application of science, it is a hard-won battle about who comes out on top between this pair. Now to look at more of a celebrity type of engineer and inventor with a flair for the limelight. Hedy Lamarr An Austrian born, inventor and actress who both helped develop a radio guidance system for allied torpedoes and starred in the likes of Algiers, Boom Town and Samson and Delilah. With no formal training, she created improved traffic stoplights, torpedoes that could resist frequency jamming and advised Howard Hughes on changing the design of his aeroplanes to sleeker, streamlined versions. In 1939, she was awarded the “most promising new actress” and has a Hollywood walk of Fame star. She became the first woman to receive the Invention Convention’s BULBIE Gnass Spirit of Achievement Award, was awarded the Electronic Frontier Foundations Pioneer Award and also was posthumously inducted into the National Inventors Hall of Fame. She has had her fair share of controversy with her film Ecstasy being banned in numerous countries for its content, being convicted of shoplifting twice and a few other scandals. Elon Musk The South African entrepreneur who is the founder and CEO of SpaceX and Co-Founder and CEO of Tesla with other massive companies such as The Boring Company which cover infrastructure and construction to Neuralink, a neurotechnology company. He founded X.com which later became PayPal and was sold to eBay for $1.5 billion and also Zip2 who were later acquired by Compaq for $340 million. Elon has stated that the goals if SpaceX, Tesla and SolarCity are humanitarian in reducing the effect of global warming by increasing the use of sustainable energy and even found a colony on mars. He has been ranked as one of the most powerful people in the world by Forbes, was elected as a Fellow of the Royal Society and the Business Insider named him in the top ten of business visionaries creating value for the world. Who has the bigger wow factor, the movie star who escaped Nazi occupation to become a massive film star and inventor or the modern-day entrepreneurial engineer changing the landscape of the world? Up next are two engineers who have represented two of the biggest companies in the world with very different backgrounds but still inspirational stories. Ann Kelleher Born in Macroom, Co. Cork who was one of 5 women in a class of 55 studying engineering in UCC. She continued her studies achieving a master’s in electrical engineering and became the first ever female to receive a PHD from the NMRC. She began her career as a process engineer in Intel Ireland later progressing to factory manager, eventually site managing Intel’s New Mexico plant. She became the first woman in Intel’s history to be named Vice President, later becoming senior vice-president. In 2018 she became one of 25 women to be recognised in “Ireland’s Most Powerful Women Award” and was even tipped by Forbes as a good candidate to replace Elon Musk at Tesla. She is a huge advocate for women working in engineering and has called for more girls to study engineering and that more women should be applying for senior management roles. Steve Wozniak Electronics engineer who co-founded Apple who is widely considered one of the founding fathers of the personal computer revolution. After a traumatic plane crash, he suffered from amnesia using Apple II computer games to regain his memory but later leaving apple to invent and patent a universal controller. He has a long line of philanthropic programs he works on, ranging form founding the Electronic Frontier Foundation, sponsoring the Tech Museum, the Children’s Discovery Museum of San Jose and provided the entirety of the budget for the technical program for his local school district in Los Gatos. In 2014 he was induced into the Manufacturing Wall of Fame while also acting as the Innovator in Residence at High Point University and receiving a Lifetime Achievement Award at the American Museum of Natural History. As well as holding an electrical engineering degree from the University of California, he has 10 honorary degrees from American, English, Canadian and Spanish degrees. Is it the Cork native with her extremely impressive CV who comes out smiling or is it Woz with his contribution to Apple and personal computers? Overall this is not to split opinion or be divisive, it is an insight into the major engineering feat’s that have been achieved by men and women. Despite low female representation in the engineering sphere, female leaders such as Hey Lamarr and Ann Kelliher still emerged changing the world for the better. These female leaders went against the grain in spectacular fashion portraying that we can do more to further the conversation on diversity in engineering.
Here are small, yet effective, measures you can take to improve your wellbeing in the workplace that can spread into your personal life in a positive, affirming way. Work/Life Balance Sir Ken Robinson noted in his keynote speech at Talent Summit 2018 that, although the invention of emails was promised to save us time, we have since found that, if anything, we are less and less able to leave work behind in the workplace. It is now part of most people’s routines to check their phones first thing in the morning and reply to work-related emails at all hours of the day, always thinking about what needs to be done. It’s important that you ‘work smart, not long.’ This means actively leaving work behind in the office, working efficiently during the day so you don’t feel compelled to continue with it after hours. If the quantity of work you are being expected to complete within working hours is too much to do so successfully, be sure to speak up and discuss the manageability of your workload with your supervisor. Communication is key – they’re going to keep piling on the work as long you stay quiet about how overwhelmed you are, so make sure you speak up and be heard before it becomes too much to handle. Employers won’t know where the pressure lies unless you tell them. If you’re unsure of how much your work life spills over into your personal life, why don’t you try keeping a log for a month? Jot down in a diary how many hours you work every day – not just when you’re sitting at your desk, but when you’re thinking about work at home, composing emails and returning calls out of hours. It may build a more objectively troubling picture than you can see currently from the inside. Make The Most Of Your Breaks Don’t be afraid to make the most of the breaks you are allotted at work. Once you’re on a roll, it’s tempting to power through lunchtime and eat at your desk, one eye always on your computer screen. Try and avoid doing this when you can. Take a walk, practise mindfulness or meditation, experience new places to eat, socialise with co-workers or friends who work nearby. “But I don’t have time to meditate!” I hear you exclaim. Yes, you do! ‘Meditation’ is not always synonymous with pulling on yoga pants, lighting up a stick of incense and adopting the lotus position. You can meditate absolutely anywhere – in a local park, at a café… even sitting at your desk! If you’re not confident leading your own meditation, you can find five-minute guided sessions free online, like this one here. There are also some great customisable apps you can get on your phone, such as Timer and Headspace. It is impossible to overvalue the importance of taking time to relax, clear your head and focus on your own wellbeing. You’ll find this re-energises you for the rest of the day, as well as provide an invaluable opportunity to assess your current state of mind and mentally address any emotional concerns or anxieties. You may also be pleasantly surprised at how easily solutions pop into your head when you take just a few minutes to collect your thoughts. Communication This one works both ways for employers as well as employees. Communication is the key to destigmatising conversations about mental health. In his TEDx talk on workplace mental health, Tom Oxley says ‘you don’t make people unwell by talking about mental health – you give them the opportunity to speak out sooner’. There’s a flawed unspoken terror that speaking out about mental illness will somehow worsen the problem, as if it’s contagious or seem as if you conjured it up into existence within your own mind. The reality is that many sufferers don’t feel able to speak up due to the prejudice surrounding mental health, and the fear that their workplace would not be supportive of them if they did so. The best way an employer can foster an atmosphere of positivity, health and wellbeing is to ensure that their workers know that they are free to talk openly about any feelings of stress, anxiety or depression and won’t face indirect penalisation for doing so. The first reaction of many employers is to offer a struggling staff member limited time off to recover, then expect them to return to work and continue as usual. While time off may be a solution for some employees, bosses should also consider the advantages of offering flexible working hours to affected workers. Tom Oxley strongly advocates for good communication practices between employers and employees to ensure that no one ever feels alienated from their place of work, and that anxieties don’t build up over time into uncontrollable crises. In turn, employees should communicate to their employers about their feelings on mental health in the workplace, as far as they feel comfortable to do so. Being transparent about how you’re feeling and what you need from your job to help you recover will give your boss the tools to help you in the way that’s most beneficial for you. If you are worried that taking time off would only serve to isolate you from the company, voice that concern. Your employer should want to get the very best out of you – they hired you for a reason. It’s in their interest to give you the support you need. Create a Healthy Routine Studies have consistently proven a strong link between mental health and physical health, and specialists are adamant that one of the best ways to maintain good mental wellbeing is to look after your physical welfare. Your job can be intellectually demanding, with long hours and difficult tasks taking a toll on your mental health. Your job is also more than likely sedentary. Indeed, scientists have connected the rise in global obesity to the increasing number of jobs that don’t require any form of physical activity. It can be hard to find the time to exercise during a busy work week, but it’s important you look after your body – the injection of endorphins from exercising can only beneficially impact your mental wellbeing. Take a stroll during your lunchbreak, do 30 mins of yoga before work, or even try training for a half marathon over the course of a few months. The same can be said for your diet, avoid that pastry to go with your coffee and instead be sure to stock up your desk drawer with nutritious snacks rather than sugary ones, such as nuts, fruit and protein bars. Snacknation has published an extensive list of delicious office snack ideas if you’re dry on inspiration. These are just a few ways you can work to improve your mental wellbeing in the workplace, which will in turn hopefully boost your productivity, energy happiness and eliminate the possibility of coming down with the January blues. While mental health is something we can’t always necessarily control, we can impact the way in which we talk about it, breaking down the harmful social barriers that currently ruin constructive discussions on preventative measures.
Start Your Day Right If you're overrun with many different tasks at the one time and find it difficult to know how to structure your day in the most productive way possible, don't worry, you're not alone. A simple solution is to try coming into work 10 - 15 minutes before you are due to start and use that time to make sure your desk is tidy and you lay out all the tasks you need done on that day and during the week in a notebook or use an online tool such as Google Tasks or Google Calendar. Write a list of what you need to do today and a list of the deadlines you have for the week. Taking the time to do this in the morning before emails start flying in and your phone is going off will start you off on a productive path and it should help to keep you on that path throughout the day. Prioritise Once you know what you want or need done in your day/week, the next step is to learn what tasks are the most important. One of the key elements to being organised is being able to prioritise the important stuff and know what needs your time first. A handy way to decide this is by using the below table. For every task you need to complete, you should evaluate each one by placing it in the below table. You should never have more than two priorities that fall in the box of ‘urgent and important’. The rest fall under the other categories of ‘important and not urgent’, ‘urgent but not important’ and ‘not urgent and not important’. Always structure your time around the urgent and important things. This short film about prioritising might inspire you... Ask For Help Most days you will handle your workload just fine on your own, but every now and then when you see your to-do list is particularly long, sometimes the best (and only) way to get things done is to ask a colleague for help. If you have too many urgent and important items on your to-do list, you should go to your boss to look at delegating some of your workload or see if some deadlines can be adjusted. Missing a deadline is much worse than letting someone know in advance that you need some help to get something done. Being organised doesn't mean you must manage everything yourself, it's being able to look at your workload and know how it will be done and when it will be done.
Searching for jobs is a job in itself. It can be challenging and time consuming but there are ways of making this task a little easier. If you are planning on finding a new job, Sigmar Recruitment has devised a list of top 5 job searching tips to help you in your pursuit of the perfect job this new year. Get Employers to Come to You Uploading your CV online can increase your chances of being seen by employers. Most job searching websites like; Jobs.ie and Monster.ie allow job seekers to create an online profile using their CV content. This profile can then be viewed by potential employers. There is also an option, when you create your account, to highlight specific jobs and organisations you’re interested in and receive email notifications when positions become available. This is handy for any job seeker as it does the hard work for you and allows suitable job opportunities to come directly to you. Update your LinkedIn Profile The first thing you should do before applying for a job is ensure your LinkedIn profile is up to date with all your relevant work experience. Often employers will search for you online while reviewing your CV. It’s important to make sure your LinkedIn profile is up to date as it could be the reason you get called for an interview. Extra Tip: If you are unemployed and don’t have an issue with making your employment status public, you may want to update your LinkedIn profile headline to something like, “Currently seeking (insert type of role here) in (insert location here)”. This will let your network know that you are currently job seeking Target the Right Companies It’s important to know what type of company you are looking for. This all comes down to your personal preference. Knowing what you want will make it easier. Would you rather be; “a big fish in a little pond” or “a little fish in a big pond”? By eliminating the type of companies you don’t want in your search, you will narrow down the available jobs suited to you. Extra Tip: If you know of a company you think you would like to work for, search for reviews of the company online. Glassdoor.com lets you search millions of reviews of companies that are all posted anonymously by employees. This is a great way to get an honest appraisal of organisations you’re considering applying to. Network Use the contacts you have to enquire about available jobs and get the word out that you’re looking for a new position. Often jobs can be found through people we know so it’s a good idea to get in touch with any relevant contacts you may have. Building on your current network can also give you an advantage in your job search. Attending conferences and job expos are a great way to network and find out about career opportunities. Be Positive Finding the perfect job isn’t easy and may take time. As rejections start coming in, it’s important to always try to stay positive. It’s only natural for you to feel deflated when things aren’t going according to plan but try to use the rejection as a motivation to work harder. The right job is out there for you and you will find it if you stay persistent and optimistic. Don’t have the time to job search? If you find yourself not being able to find the time to search for jobs properly, you can contact us in Sigmar Recruitment. You can upload your details and CV to our website and create an online profile that will be accessed by our specialist recruitment consultants to review your details and contact you with potential job opportunities.
What is the best job to apply for? Do I have the right experience? Is my CV presentable? How do I prepare for this interview? Job seeking can be daunting and it can be very hard to answer all these questions yourself. The natural inclination for many is to look at job hunting as a numbers game and send your CV to as many companies and vacancies as possible. Surely, by the law of averages, you will get in somewhere, right? This approach is outdated and will extend your job-hunt time significantly while putting you in danger of missing out on that perfect job. Using a reputable recruitment agency offers you dedicated professional assistance to guide you through the process from start to finish while offering a wide variety of benefits; CV Help Recruiters invest their time in you and your CV. Your CV is your first opportunity to make an impression with the decision makers in the company you are applying to. Therefore, it is important to go through it with a fine-tooth comb to ensure your skills and experience are a match to the specific job requirements. Recruiters are well-versed at teasing out relevant information that may correlate to the specific job specifications from your employment history. You will then be advised on how to make your CV stand out from the others, with the aim of securing an interview with your desired company. Relationship with the Company and the Hiring Managers Sigmar Recruitment has established long-standing relationships with large multinationals, SME’s and start-ups across a variety of industries. Our recruiters have a direct line to the HR departments and decision makers in the companies that we hire for. We know when the jobs are coming up, what they are looking for both in terms of specific job requirements and cultural fit. Through liaising with hiring managers, our recruiters are able to ascertain the real requirements for the job, exactly what they are looking for in a candidate. Navigating Recruitment Management Systems Direct applications are becoming a thing of the past. If you have applied direct to a company, we cannot represent you for that company for a period of 6-12 months, under their Recruitment Management Restrictions. This means that an application that you haven’t put any thought into can hold you back from applying to your dream company for several months. Further to this, it is important to note that an application isn’t role specific and Recruitment Management Restrictions could apply even if you simply create a profile on a company website and don’t necessarily apply to any jobs. If you see a role advertised that is of interest – Contact your dedicated Sigmar Recruitment Consultant to see about them submitting an application on your behalf! Feedback A recruiter can provide you with timely feedback at every stage of the process, offering both formal and informal feedback. On the contrary, a direct application can often result in frustration whereby you, being any one of a hundred applicants on that day, apply directly and hear nothing back. Recruiters have a direct line of contact to the hiring manager expediting the process. Recruiters can also forward on your thoughts on the business and interview panellists after the interview, which may be able to put you in an even better light. Interview preparation So, the recruiter has submitted your (now amazing) CV to your dream company, and you have secured an interview… Now what? You will be provided with extensive interview preparation to ensure that you will be fully prepared to wow the interviewer. Over a coffee or a brief meeting at a time that suits you, you will go through mock interviews, be provided with insights on what the companies are looking for, what type of questions they ask and offered guidance on how best to answer them. You will walk into the interview confident and ready to knock ‘em dead! Negotiate on your behalf Negotiating salary and benefits can be unnerving, so why not leave it to the experts? Recruiters spend five days a week negotiating terms, conditions, salaries and rates. Recruiters are well-versed, they know what to ask, how to ask and what is attainable. It’s Free The service that recruitment agencies provide for the candidate is free of charge. The company that hires you will be charged a fee when you start working but this will in not affect you in any respect. If you are looking to move jobs or simply want to see what’s out there contact get in touch with us by email or call. If you are coming from a different background/industry/location pop onto our website: www.sigmarrecruitment.com and reach out to any of our dedicated Recruitment Consultants.