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.”
As restrictions lift and choice of workplace emerges, how we lead our distributed workforce needs to be geared differently to ensure equity amongst our workforce. Watch back this session on the emerging thinking and practices to ensure high touch leadership for low touch work. This session was run by France Ireland Chamber of Commerce, moderated by Michelle Fogarty (COO, Peptalk), and welcomed Robert Mac Giolla Phádraig (Founder Talent Summit and COO Sigmar Recruitment) and Aine Murray (Head of Marketing, Communications, CR & Bid Support, Veolia).
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There can be no denying that the Irish economy has benefited hugely from foreign direct investment, particularly from the US. The statistics speak for themselves; today there are 700 US companies with Irish operations directly employing 165,000 people. But, the historical economical and political US-Irish relationship works both ways. With Murphys, Kennedys and O’Neills making their presence known in boardrooms the length and breadth of the 50 States, Ireland is well represented in the highest echelons on US soil. Likewise, the statistics on that side of the Atlantic speak for themselves; there are also 700 Irish companies with operations in the US who employ 100,000 US citizens. Recent changes to the political environment in the form of US protectionism has undoubtedly threatened our status as the location of choice for US companies, making up 12.1% of US FDI investment into Europe despite accounting for just 1% of the entire European economy. At a time of green shoots growth in the aftermath of one of the worst recessions the State has known, this hard won reputation in now in jeopardy. Speaking at the Boston College Ireland Business Council symposium, John Harthorne, CEO MassChallenge described protectionism as grabbing the largest slice of the pie. The responsibility of leadership should be to increase the size, not of the slice, but of the pie itself. So, what can business leaders do? Well, of course we can leave it to the Government and State agencies to do their job, or else we can get out there ourselves and deliver the message that Ireland is still a great place to do business. That is exactly what Ireland Gateway to Europe did on Wednesday April 11, 2018, when a delegation of more than 40 Irish business leaders arrived in Washington to deliver the message that Ireland’s trade partnership with the US is stronger than ever, is truly bilateral and that Ireland remains the location of choice for FDI in Europe. Ireland Gateway to Europe met with their US counterparts and political representatives on Capitol Hill with the purpose of strengthening existing business relationships and create new ones. This initiative is a not-for-profit annual trade mission made up of professional advisory firms who travel the US annually to provide a secure resource network for business expansion to help US investment succeed in setting up operations in Ireland. Founded in 2012 as a response to the economic challenges at that time of global recession, Ireland Gateway to Europe is now in its seventh year of US, UK and global trade missions. Ireland has traditionally enjoyed a particularly strong business, cultural and political relationship with the US. However, in light of the recent announcements of trade tariffs, data privacy, immigration and other protectionist policies, our concern is that there may be a perception that Irish-US trade linkages may have subsequently diminished. The fact of the matter is that the transatlantic economy grew stronger, not weaker over the past year, as did Irish -US trade with US exports to Ireland up 9% and imports to Ireland up 6%. While the Washington mission was the focal point of the 2018 trade mission, the second leg of the trip saw the group travel to Boston to engage directly with the US business community at the stateside launch of the transatlantic Boston College Ireland Business Council (BCIBC). Having launched this side of the Atlantic in Dublin last October, the US BCIBC launch took the form of a Global Leadership Symposium where US CEOs met with their Irish counterparts. The event looked at Global Leadership, where a panel of global CEOs discussed how they, as a transatlantic leadership community, can create opportunities against the backdrop of economic challenges. The purpose of the BCIBC is to establish new, and strengthen existing, transatlantic business ties between the two countries, and it is designed to enhance transatlantic business between the US and Ireland through creating connections that allow for entrepreneurial ventures to grow and prosper. The Global Leadership Symposium is one of a series of planned BCIBC CEO Exchange events that will take place twice annually over the coming years, both in Ireland and in the US. The nest event is scheduled for Dublin this coming October. Founded by the Global Leadership Institute, Boston College, and Ireland, Gateway to Europe, and Chaired by Neil Naughton of GlenDimplex, the main aim of the BCIBC is to bring influential business leaders from both communities together once a year in Dublin and in Boston to create one deeply connected transatlantic trade artery. By establishing the BCICB, the tight commercial and social bonds we share with the US can be strengthened and build upon bilaterally, business to business, in spite of any potential external or internal protectionist political policies. It’s widely known that cultural ties between Massachusetts and Ireland are deep but possibly lesser known are the strength of economic ties with 11,000 people employed by Irish companies there and Ireland being the 6th largest exporter from MA. With threats from the uncertainty of the Brexit situation ringing in our ears from the East and murmurings of protectionism coming from the West, Ireland is again in a unique position to act as the economic transatlantic hub. What will the future hold? As it stands nobody knows for certain, but the community of transatlantic business leaders has a collective, critical role to play to ensure the future foundation of business relations is maintained for generations to come. Those business relationships benefit both Ireland and the US. Let’s both grow our slices of the pie by growing the pie itself. Article featured on The Business Post
It’s the dreaded words that no manager wants to hear from a good employee, “I quit”. All employers want to keep their talented staff for as long as possible. Not only is the turnover of staff expensive it is also difficult to find good replacements, along with the uncertainty of how they will work out. Sometimes there are reasons that an employee may leave, that you unfortunately can’t prevent such as personal reasons, or they have been offered an opportunity that was too good to let pass by. However, often there are other reasons that are preventable, below are some of the most common reasons. No Opportunities For Promotion Every employee wants the chance to better themselves and get ahead in the company they are working in. However, employers can often just focus on getting the work done and ensuring targets are met. If a member of staff feels that they are not going anywhere in the company, they will look elsewhere for better opportunities. Therefore it is important for managers to take the time to talk to their staff with regards to their career progression and where they would like to see themselves going in the company. They Are Overworked It can be easy for managers to overwork their best employees, however this can be counterproductive. It can make employees feel like they are being punished or that they are being loaded with too many responsibilities without getting the pay or title to go along with it. They Don’t Like Their Boss It is not necessary for employees and their manager to be friends, but it is important that there is a relationship there. The boss is too much a part of an employee’s daily life at work to have an awkward or uncomfortable relationship. Having a bad relationship with a manager can discourage staff members from doing a good job. Commitments Aren’t Honoured Managers can often promise their employees the sun, moon and stars, however they don’t always follow through on their promises. This can be extremely frustrating for employees when they have put in the work and effort but are not rewarded with the promotion or raise that they were promised. Making empty promises to good employees can often result in them finding work elsewhere. They Are Bored No one wants to be unchallenged or bored with the work that they do. Employees that perform well, need to be challenged in their work and given the chance to develop their skills. By giving employees more meaningful work, they use more of their skills and can often find better ways to get things done. If staff do not get to engage creatively, they are more likely to become restless in the job and begin looking for a more stimulating job elsewhere. The important thing to remember when trying to retain top staff, is communication. Think about how you treat your staff and if you would be happy in their position. Often factors for employees leaving are preventable, therefore it is important to be actively developing staff members as much as possible. Good employees have the talent that gives them plenty of other options, so make sure they want to stay working for you.
When choosing any product or service, one of the main considerations is always ‘how is this going to help my organisation?’ If a company chooses an RPO provider that is the correct fit for them, one that understands their culture, values and hiring goals, then the benefits both long and short term, can be enormous. The main benefits associated with RPO are: 1. Stronger Quality of hires This is the main purpose and advantage of an RPO provider. They invest their time, energy and resources into sourcing, screening and presenting the cream of the crop in terms of available talent to the client. The aggregated talent stream offers a cultivated pool from which to search. Referral activation is often a unique feature of RPO. 2. Cost Reduction Obviously one of the prime advantages of RPO is its cost effectiveness. The bottom line is that RPO saves companies money in the long run. RPO providers can scale up and scale down their recruitment activity to match the fluctuating hiring needs of the client. In business, to use the old adage, time is money. Every day that a position remains unfilled costs a company. Filling vacancies fast is better for productivity and reduces the amount of HR resources spent on sourcing candidates. RPO providers are ultimately measured on time to hire, cost of hire and quality of hire. 3. Scalable Model As companies experience peaks and troughs to staffing an RPO model is calibrated to flex accordingly. If a company is expanding or opening a new department it will need more staff, while if it is downsizing or it has to implement a hiring freeze, it will not. RPO providers have structures in place to adapt to any situation. They can scale their recruitment team up and down as needed. At the end of the day the client pays for what they get; successfully filled vacancies, nothing more, nothing less. RPO providers are flexible and can accommodate every situation. Prices are based on closed positions. 4. Reduced Time to Hire Internal RPO resource models scale to overcome the challenge of tight time to hire deadlines. Most RPO providers will have established time to hire models. 5. Talent Pooling The RPO provider will present the client with the best people for the job. All strong candidates are pooled and actively engaged with, creating a community for future hiring. 6. Recruitment Process and Assessment Design RPO providers may re-engineer a company’s entire recruiting process so that it is consistent across all departments. This makes it easier for management to follow progress and understand how the procedure is developing at any given time. 7. Analytics and Reporting RPO providers track and trace every stage of the recruitment process allowing for real-time reporting and detailed insights for prompt decision making. This also makes it a lot easier for future audits of recruitment activity. 8. Enhanced Stakeholder Engagement RPO enhances hiring manager and senior leadership engagement through fulfilling pre-agreed SLAs. The quality of hires and the efficiency of the recruitment procedure lead to high levels of HR satisfaction which can only be good for productivity. Essentially RPO allows the client get on with the business of being a business. 9. Excellent compliance regulations RPO firms are experts on labour laws and standards. Detailed records are kept, mapping every stage of the recruitment process. They are guaranteed to implement fully complaint, auditable processes and methods. 10. Reduces the Need for Direct Advertising Advertising is expensive. When a company engages with an RPO provider they drastically cut back on those costs. The need to advertise in all the regular, costly outlets is eliminated. The RPO firm assumes responsibility for finding the candidates. They go to them, instead of having them come to you. They have all the necessary resources for tracking the strongest available people. Contact Us For a confidential discussion on how we can assist you with your staffing and recruitment needs, please contact Kate McGuinness on +353 1 4744609 or email firstname.lastname@example.org.