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SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid

SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid

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.”
Return to the Workplace (RTÉ The Business- Radio Interview)

Return to the Workplace (RTÉ The Business- Radio Interview)

There's been a lot of speculation about how workplaces will change because of Covid. A workplace survey by Sigmar Recruitment and Aon has findings from 250 companies on whether we will return to the office full time. Robert Mac Giolla Phadraig MacGiolla Phádraig, CCO of Sigmar Recruitment and founder of the Talent Summit and Laura Phelan, occupational psychologist and MD at Aon talk to RTÉ's the Business. Listen Now - https://www.rte.ie/radio/radioplayer/html5/#/radio1/21915388
Talent Summit 2021

Talent Summit 2021

Talent Summit, Europe's largest HR and Leadership conference will take place on Wednesday 3rd March and will be broadcast LIVE from the Convention Centre Dublin to the World. Robert Mac Giolla Phadraig, Founder of Talent Summit and Laura Phelan, Director at Aon Human Capital Solutions sat down to preview this year's conference talking points. They discuss organisations' shift to human experience, agile work, the future of work and much more. Speakers at Talent Summit 2021 include: Dave Ulrich, Global HR Guru, Rensis Likert Professor, University of Michigan and Ted Talk Speaker Patty McCord, Workplace Innovator and former Chief Talent Officer for Netflix Robert Cabana, Director, Kennedy Space Centre and Former Astronaut, NASA Plus over 20 national and international experts from organisations such as Harvard University, AON, Dropbox, Zoom, Patagonia, HubSpot, N26 and many more. Find out more at www.talentsummit.ie Founded by Sigmar Recruitment, Talent Summit has grown to become one of the largest HR & Leadership conferences in Europe, showcasing the latest thinking on talent topics from around the world. Its mission is to share thought leadership on talent to build better workplaces and working lives in an increasingly complex world of work.
Working From Home Hub

Working From Home Hub

Visit our Working from Home Hub to check out content we have put together to support remote workers and Managers now working from home - blogs, video content, training modules, podcasts and other resources. The hub has lots of great info and supports for: Working form home, Managing staff remotely, Wellness at Home Talent Summit Series on working in this new normal Access to free online courses to upskill Netflix recommendations Check it out at https://www.workingfromhomehub.com
Make Sure You’re The Right Fit – How To Assess A Company’s Culture

Make Sure You’re The Right Fit – How To Assess A Company’s Culture

As an old saying goes you cannot fit a square peg in a round hole so before you take that job offer, ask yourself- ‘Is this company somewhere I can truly picture myself?’ You need to work in an environment that you look forward to being in everyday, an environment that inspires you to do the very best you can do. A positive company culture that suits you will drive your passion to succeed whilst fueling your ambition and determination to climb to the top of whatever cooperate ladder you belong to. Otherwise, it will be the cause of you wishing with every bone of your body as the 7am alarm buzzes on dark winter mornings, that you could go back to sleep. Here’s some things to do see if you are aligned with the culture of a company you may be looking to work for: 1. Do Your Research Find out as much about the company as you possibly can. Have a creep around their website, LinkedIn and Facebook accounts. Accounts or threads on boards.ie or Glassdoor can also be very useful for behind the scenes gossip but be very wary of them and take them with a pinch of salt as they are anonymous comments and we have no idea as to the honesty, profile or past experiences of the commentator. 2. Values & Goals Values determine behaviour and decisions so it is important that an employer’s and an employee’s values match. If you do not agree with the values the company complies by, the work load and even minute tasks will prove to be difficult for you. When we as employees cannot comprehend or agree with the values of a company the decisions we make will be out of alignment with the company’s current practices and that will cause a whole lot of extra work and stress, which nobody needs. Your vision for the future should also match where the company aims to go. There is no point accepting a job when you have no interest in what the company itself is aiming to build. 3. Work Environment If you are not fortunate enough to know someone already working there, use your interview to assess the work environment and way in which the company works. Some of you may be social butterflies who can work in an open plan office chatting the day away whilst still meeting your goals and deadlines. More of you may prefer a quiet space where you can put your head down, get your work done and scurry off before having to interact with anyone. Also do not forget that in your interview the employers are also assessing whether you would be a good cultural fit for their company or not. Some questions you could take the opportunity to ask the interviewers may include: If you could describe the company’s culture in three words what would you say? Are the work hours strict or do you offer flexibility? If lucky enough to get this position what type of office environment would I be in? Is there reward structures or incentives in place? How would you describe the work culture on this team? 4. Social Does the company’s present culture fit in with your lifestyle? Perhaps everyone in the office is an avid sports fan but you cannot tell a football from a tennis racket, or maybe the only out of work activity on offer is drinks in the local bar on a Friday night when you need to be at home with the kids. If social activities are important to you to get to know your colleagues and to also help you meet that work life balance that is congruent with positive mental health you need to make sure the social benefits and activities the company works around suit you and at the very least appeal to you! Finally let me tell you to listen to your gut! You more than likely got a feeling from the interviewers, present employees you passed in the hallway or even the receptionist at the front door as to what the atmosphere in the company is like and if you received warm, welcoming vibes that’s usually a good sign. Think about what you want, what type of workplace will work for you and just go find it! Maybe you are looking for flexible hours, need incentives to reach targets or seek a social club to build relationships with your colleagues, either way the company with the perfect culture for you does exist. You just have to relax and take the time to find it. So now, when offered your next position instead of accepting it right away based off its six figure salary (hey we can dream) take the time to consider is it really a good fit for you?
How To Answer “What’s Your Greatest Weakness?”

How To Answer “What’s Your Greatest Weakness?”

The one question I am always asked when preparing a candidate for an interview is “how do I answer the weakness question?” The worst reaction you can have to this question is to say I don’t have a weakness. Everyone has a weakness and the reason the interviewer is asking this question is to see how you act outside your comfort zone. People often make the common mistake of trying to turn a negative into a positive. An example of this would be I’m a perfectionist or I work too hard. These answers are boring and show the interviewer you have put very little thought into his/her question. Also you are not actually answering the question you’re just trying to put a clever spin on it.Another mistake candidates make is being too honest. Never mention a weakness that you have if it is going to stop you from getting the job. So don’t answer “I’m lazy” or that “I’m always late” as this is not what your potential new employer wants to hear. The trick to answering this is in the same way you would answer any interview question and that’s by preparing your answer in advance. It can be very difficult to talk about your flaws in a stressful situation like an interview so make sure you spend time preparing your answer. These are a few ways to best answer the weakness question: 1. Pick a weakness that is acceptable for the job Don’t pick a skill or requirement that is on the job spec that you don’t have and say it is your main weakness. This will only put doubt into the interviewers head. 2. Pick a weakness that you can develop For this type of answer you might think of an example where you had a weakness but developed it over the course of your time in prior employment. 3. Describe your weakness in a concise way Don’t go into loads of detail on this question. They are asking you your weakness so be brief and don’t come across as negative. A common answer that candidates often use when asked the weakness question is on their delegation skills. Here you can mention a time when you used to have the mentality that only you could do the job but over time you realised that it was actually slowing the work down and by delegating to other staff members the job was done quicker. This answer is perfect to give but it depends on what job you are going for. If you are going for a managerial role where managing and delegating work will be part of your job description then don’t use delegating as your weakness. Every question in an interview is an opportunity for you to sell yourself, so it is important you never miss a genuine opportunity and the weakness question is no different. Treat it like you would any interview questions that you find hard and prepare your answer.
Presenting In An Interview

Presenting In An Interview

Face to face interviews can be scary, but with the added pressure of presenting during an interview anyone can become a nervous wreck. Here are our tips to help you ace your interview presentation. Structure Your Presentation A strong structure is the most important thing to get right. The aim is to keep the interviewer’s attention through presenting engaging and relevant content. Plan out what you want to say through brainstorming. Draw a map showing how each point links to the next. Make sure the points you are making fit within the companies aim and objectives, thus showing the research you have done. The key thing is not to waffle. A basic outline for any presentation should have: Introduction: Give a brief overview of the subject of the presentation and what you wish to cover Elaborate: Discuss the subject in as much detail as time will allow using as little slides as possible Conclusion: Sum up what you have spoken about adding in your thoughts where necessary N.B. A useful slide to include would be a “Why Me?” slide. At the end of the day you want them to hire you for the job so this should be one point they take home. Be Visual Use your slides to keep the panel engaged as reading from slides will send anyone into a daydream. Use bullet points and images as much as possible to keep your audience attentive. Other things to include: Provide hand-outs for them to read and to take away (but give them out at the end!) Have inviting body language (do not cross your arms or put your hands in your pockets) Do not be afraid to use gestures (it will draw their attention back to you) Practice Makes Perfect Preparation is a vital part of any interview and this will help overcome nerves. You should be given enough time to prepare your presentation in advance. Use this time wisely and practice until you know everything off by heart. Additional things to perfect include tone of voice and gestures. Worried you might trip over your words? Ask a friend to help you practise your presentation until you’re completely confident. The key is to talk naturally as this will show the panel that you understand your area and that you are the best person for the job. Pronounce Every Word Clearly When you are nervous there is a temptation to speak fast to quicken the whole process; you must resist this. Add commas to your notes to signal where to take breaths and regularly pause to collect your thoughts. Speaking clearly will ensure that the panel understand your points and won’t be interrupting the presentation to ask questions. Eye Contact Presentations can be a lot harder than face to face interviews as the interviewee is the main talker. One sure way to ensure that people stay engaged is to maintain eye contact using friendly eyes. It is important to shift eye contact to everyone on the panel to keep everyone engaged and listening. There Will Be Questions Doing a presentation doesn’t mean that you will not be asked more questions. It is still an interview and the interviewer/s will still have questions to ask. They will more than likely ask about you and your presentation so be prepared. For further interview advice and/or to discuss career opportunities call 01-4744624 or send a confidential email to Alan at amurphy@sigmar.ie
How To Prepare For A Performance Review

How To Prepare For A Performance Review

Performance reviews can be slightly nerve wrecking especially if it’s your first one in a new company or with a new manager. These meetings are used to set future targets, review ongoing or past projects, and discuss career progression. Employees can use these meetings to their advantage by bringing up issues they have in their roles, discuss ideas that could improve the company’s processes and explain the outcome of different projects that they have done. Here’s our guide on what to focus on and how to get the most out of your time with your manager. Performance: You need to have an open mind when speaking with your manager regarding your performance and understand that all feedback, good or bad, is delivered to ensure you improve. This is not an exercise in shaming you or making you feel inferior – if your manager expresses concern or gives you advice on poor performance in an area, ask them what you need to do to improve. If you have a genuine reason in response to their concern express it, but don’t get defensive. This could show your inability to take criticism which is a very important trait if you want to become successful. If you get good reviews, be gracious and don’t do the Irish thing and brush it off! Take it on board and move on. Career Progression: Don’t run before you can walk. The key thing to remember is to not start your review by asking for a step up. If you want to ask whether you’re up for promotion, first hear what your manager has to say. Your manager is the one who will know if you are ready for a jump so listen and listen well, if you have more work to do, ask what needs to be done and get the head down. Salary: This is always a question that makes people nervous to ask their boss. While you may be in line for a raise, if you haven’t got the guts to ask you most likely won’t get one. A salary increase should reflect your increased performance against a target or a general overall improvement in your work or increase in responsibilities. Go in with a positive attitude and make sure you to back up your request with success stories or good figures and ask with good grace. Be prepared: Remember to give yourself plenty of time to prepare your figure, accomplishments and a list of what you want to discuss. If you have been sitting on a problem for a while, this is a good time to get it off your chest but make sure you have things straight in your head. A good manager is always willing to listen to your concerns but if you waffle on and have no real information, chances are your point will be missed. Clear your diary beforehand so you are fully prepared and no late nights the night before. You need to have your game face on and be ready to wow and impress and tackle any questions you’re faced with Finally, a review is an important part of a role and it’s good for building relationships with your manager so if they are particularly busy, try to gently remind them that you are due a catch up and you feel it’s important to you and your role. Take on board what your manager has to say and stay positive! Most reviews end well so chin up!
What Do You Consider To Be Your Greatest Strength?

What Do You Consider To Be Your Greatest Strength?

One of the easiest questions to fall down on in an interview is answering the question “What would you consider to be your greatest strength?” The reason the interviewer asks this question is to help him/her decide whether or not you are the strongest applicant for the job. People tend not to like talking themselves up but this is the perfect opportunity for you to do just that. When you are asked the question about your strengths it is important to pick attributes that will qualify you for the job. Candidates often make the common mistake of saying the generic strengths like “I’m hard working” or “I’m a perfectionist” but this is not the best way to answer the question. You need to make it specific to you and relevant to the job for it to carry weight with an interviewer. Make sure you pick a strength that you actually possess not one just because it is in the requirements as you will be caught out if the interviewer decides to probe you a bit more. When answering this question in an interview you should use the job spec as a guide. All job specs will have a list of requirements or attributes needed for the role so before the interview take time to match your strengths to the requirements of the job. Tips on how to answer the strengths question: Describe your strengths in detail Go into as much detail as you need to best sell yourself. This is a chance to put your best foot forward and show the interviewer you are the best candidate for the job. Use the job spec as a guide The job spec tells you exactly what they are looking for. Use it as a guide when coming up with your relevant strengths. Use examples Use examples to back up your answer. It’s all well and good telling the interviewer your strengths but you need to back them up with examples. Examples help to show you have the experience required. Common mistakes to avoid: Lack of preparation Most candidates who answer this question poorly fail to prepare sufficiently. Prepare your answer in advance and it will be much easier to articulate in an interview. Picking vague strengths Not picking a strength unique to you. Try not to mention a strength that anyone off the street can use. Pick a strength that is personable to you but also that is relevant for the role. The trick to answering this is in the same way you would any other interview question and that is by preparing your answer in advance. If the job you are interviewing for fits your skills set and personality then answering questions like this should be easy to answer. It is important you never miss a genuine opportunity and the greatest strengths question could not be a more perfect setting for selling yourself.

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