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Sigmar IT and Graduate of the Year Julie Valentine win at NRF Awards 2018
Sigmar IT and Graduate of the Year Julie Valentine win at NRF Awards 2018
The 12th annual National Recruitment Federation Awards took place in the Shelbourne Hotel on Friday night, November 30th. Sigmar were delighted to attend and to come away with not one but two awards on the night. Best in Practice: Sigmar IT It’s been a big year for our IT Team, with the launch of their European IT Recruitment talent hub in Tralee, so picking up Best in Practice Technical, IT & Telecoms in one of the most closely contested categories of the night was the cherry on top. Speaking of the award, Associate Director, Eoin Langdon said that he was delighted their hard work had been recognised. NRF Cert RP Graduate of the Year: Julie Valentine The NRF Cert RP Graduate of the Year Award recognises those who have achieved the highest results in the NRF Certificate in Recruitment Practice exams in 2018. Sigmar was thrilled for our Sales Recruiter Julie Valentine to be recognised for achieving the highest grade of the 2018 graduates. Speaking on Julie’s win, Sigmar Director, Malwina King said; “I am truly delighted that Julie achieved Top Graduate of the Year at the 2018 NRF Awards. Julie, we are super proud of you and your success is very well deserved! Not only was Julie one of the most active participants in Sigmar’s Recruitment Excellence Programme but this award is a testament to her hard work, industry expertise and ‘can do attitude’ that is appreciated by both clients and candidates alike. Well done Julie!” We were also delighted to have Claire Kelly shortlisted for Permanent Recruitment Consultant of the Year and for our Office Support and Technical, Engineering & Science teams being shortlisted in their respective categories.
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Hiring The Right IT Professional
Hiring The Right IT Professional
With the abundance of opportunities for IT professionals within the job market in Ireland, how can you tell if you are hiring the right person? The IT professional is most definitely faced with both opportunity and competition. As IT is such a broad term, there are niches within this industry where the IT professional can specialize. Niches include Software Programming, Software Testing, Website Design, IT Administration, Application or Technical Support, Business Analysis or Project Management but there are also further niches and some roles can even crossover. To establish the goals and interests of a candidate it depends on the questions you can ask at the initial meeting. The most important aspect in understanding an IT professional is to understand their ambitions, the culture they admire in the workplace and what they value from an opportunity. The Values of an IT Professional? The same factors are hugely important to IT professionals as in other areas such as Salary, Location, Benefits Package and Career Progression. Along with the above, there are other factors to consider in the IT sector. Technology is rapidly transforming, and for an IT professional it may be important to join a company that is progressive and that keeps up to date with the latest technologies and trends. Staying current with technologies also means investing in training. IT professionals may favor companies who will invest in ongoing support and training for staff. Company history and type of company can be hugely important to an IT professional. Is this an IT position in a tech company or a non-technical business industry? Is it a startup or a well-established company? What are the company’s plans? Are they expanding? These are questions for a HR Manager to be aware of at interview stage and, they may be important factors for an IT candidate in choosing a new position. The Culture Fit This year 11 technology companies made the list of the Top 25 companies with the best culture and values (more than any other industry). This shows the importance of culture in the IT industry and how it is vital for finding the right fit. Tips for this include asking some of the following questions: what do you enjoy where would you like to see yourself in five years what would be your ideal role/company/industry These questions can really help an employer understand an individual rather than trying to put their recruitment needs in front of the individual’s best interests. With the majority of IT companies choosing to adopt an agile culture while the majority of IT professionals being introvert in nature it is important to really understand the candidate’s personality traits before moving forward so questions like “how do you deal with pressure” and “what are your strengths and weaknesses” can give you some indication of the fit. Having this conversation establishes credibility and shows the candidate that you firstly, understand their needs and secondly, know your market place and can offer advice based on their interests. It is really in everyone’s best interest to ensure a great match between your company and candidates. Follow these tips and you’ll be well on your way to hiring the best IT professional for your organisation.
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Ireland’s Thriving IT Sector – Europe’s Silicon Valley
Ireland’s Thriving IT Sector – Europe’s Silicon Valley
Ireland has a thriving indigenous IT sector and is home to the second highest concentration of ICT multinationals in the world, outside of Silicon Valley. Forty per cent of Ireland’s GDP – some €72bn per annum – comes from its technology sector, which employs more than 105,000 people. Since 2011, more than 15,000 jobs have been announced in the sector, making Ireland the go-to place to locate international Tech headquarters. According to the Government’s ICT Skills Action Plan 2014, Ireland is likely to face an average increase in demand for high-level ICT skills of around 5% a year out to 2018, with the employment of ICT professionals anticipated to rise to just over 91,000. Ireland’s skilled, educated workforce and competitive corporation tax continues to attract foreign investment, with 9 out of the top 10 global ICT companies maintaining a presence in Ireland, and all of the top 5 software companies. This is accompanied by strong performances from our indigenous SMEs and an increasing number of innovative, well-funded Irish start-ups who are gaining recognition on a global level. The Irish government are dedicated supporters of the Irish ICT sector. They have created a number of initiatives to encourage and support new start-up activity such as schemes to relax visa requirements for non-EU citizens with in demand IT skills and have increased investment in research. The Technology Centre in Data Analytics is a collaboration between DIT, UCD and UCC, and is part of the sustained effort to make Ireland top of the market. IT employers in Ireland can recruit from a domestic talent pool of highly skilled, flexible candidates, with experience in leading global companies, and also, from a large number of mobile professionals from across the EU. These candidates are actively looking to relocate, attracted by Ireland’s ‘IT Hub’ reputation. Bulgaria, Romania and Croatia’s entry to the EU has expanded the skilled talent pools accessible to Irish employers.
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IT Sector Sees Salary Uplift Continue Into Second Half Of 2017
IT Sector Sees Salary Uplift Continue Into Second Half Of 2017
With Ireland firmly recognised as an IT hub, with a blend of companies ranging from multinationals to SMEs and a strong start-up culture, it will continue to attract talent from around Europe as well as support a strong indigenous talent pool. Companies in Ireland have geared recruitment processes accordingly and the vast majority of teams are now truly multicultural. Ireland’s IT sector is world-renowned and is expected to grow much larger. Our reputation as a centre of software excellence is unrivaled in Europe. It is home to over 900 software companies, including both multinational and indigenous firms, employing over 100,000 people and generating €80 billion of exports annually. The sector’s wide ranging activities include software development, R&D, business services and EMEA/International headquarters. Almost every globally recognised software company has a base in Ireland. This has not only catapulted Ireland to being one of the major global players in the software sector, but has created a deep pool of talent that has turned Ireland into a hotbed for indigenous firms. In a market that continues to be heavily candidate led, we expect to see a further uplift in salaries across the remainder of the year for all levels of experience. Candidates can expect to receive multiple offers as well as counter offers from their current company. This will focus attention on overall benefits packages as well as career prospects within a company in the IT sector. Last year we saw a continuation in the uplift of salaries across all skill-sets, particularly with JavaScript, Java, Functional development (Scala, Clojure, GO, Erlang) and Python developer salaries at senior level. Typical increases have ranged from 7-8% for candidates with a couple of years’ strong commercial experience, and increases of 10%+ for over half the mid and senior level candidates who either moved company or received a salary increase. Software Development in the IT Sector Last year was another successful year for software developers in Ireland, particularly in the areas of Java and further demand for the emerging functional languages of Scala and Clojure. We witnessed a large number of Java developers transitioning to these new technologies, which looks set to continue into the near future as companies explore the capabilities of this further. The Java development market will remain extremely strong for the rest of the year with continued demand for Java developers at all levels of experience. The challenge for employers year is the ability to attract top talent which is the primary factor impacting team growth, and therefore scalability, for many companies. We expect to see a further shortening of the interview process from application to offer and other more aggressive recruitment policies. Design More and more businesses are discovering the value of customization, the opportunity to deliver a customized experience, and the additional revenue potential that can be generated from it. Customization has become increasingly significant to brand name companies because it’s now part of a broader trend, which shifts from viewing customers as recipients of value to co-creators of value. Rather than being passive, the customer is now becoming a crucial part of the experience. What we have learnt from the past year is that the IT sector is continuing to develop at an accelerated pace and the skills in the market are slightly behind what companies are seeking. The recruitment of overseas candidates is becoming more widely recognised in order to fill the demand in the current market. Companies are having to be more flexible in their actual requirements or be more open to training and development. One of the major skill shortages and demands for candidates that we have seen recently is in the area of front end development, in frameworks such as AngularJS and React. Infrastructure The most prevalent skills that are still required are in the areas of Windows, UNIX and Linux, with virtualisation a key aspect of an emerging technology skill set that’s required in this space also (VMWare, Hyper V, VDI etc.). Network Engineering is also finally moving with the times, with software defined networking (Openstack technologies etc.) catching up on other more traditional areas that have been automated before. Specialists with experience in this field will be very sought after over the coming year, whilst IT security and cyber security are areas that remain particularly buoyant. With the continued emergence and advancement of cloud based technologies across the industry, this trend is set to continue for some time to come. The trend towards automation looks set to continue, with DevOps and collaboration services being the key drivers of technology in this area. Recruitment challenges are similar to 2016, in that companies are looking to hire candidates with similar skills from a talent pool that remains competitive. Gaming Ireland has witnessed dynamic growth within the mobile and games development industry with a dramatic increase in both indie and multinational gaming organisations. Employment within this industry has increased tenfold in recent years with over 7,000 candidates directly employed today. There has also been an increase in the number of companies using mobile applications across other sectors such animation, film, consumer internet and e-learning. This in turn has caused a surge in the demand for experienced individuals within this specialised industry with many companies sourcing candidates from Ireland as well as mainland EU. Data Analytics With companies becoming more aware of the commercial opportunities from Big Data, we are seeing a major increase in investment for recruitment within this vertical. Ireland is fast becoming a world leader in Big Data, machine learning, AI, Fintech and cloud computing. Further to this, we are beginning to see an increase in non-technological companies leveraging analytics to help gain a competitive edge within their market space. This means that more traditional analytics roles are being combined to form a unique combination of skills that may not have been seen before.
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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.
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What IT Candidates Are Asking
What IT Candidates Are Asking
With the huge demand for candidates in the IT sector it can sometimes be confusing for candidates, who are getting advice all around them, what their best options are. We will try and pick our way through a few of the more regular questions that are raised frequently. I have been in my current role for just over a year, is this too soon to move? This question is relevant to candidates of all levels, although the answer is very different. For recent graduates a year is considered to be the minimum stay for a first job, as a paid opportunity to learn and take on responsibilities for the first time. If it’s a good company that offers room to progress, the ability to stay longer and grow with the position will look good on the CV. However, if you feel you are being held back or feel advancement isn’t possible then these are legitimate reasons to reassess your options. For more senior candidates employers tend to look for a solid 18 month to 2 years commitment. If your current role is turning out to be very different to what you originally discussed, or the situation for the company has changed, then these are valid reasons to move on. As advice to all, take a look at your CV and ask the question “What will a potential employer think?” Can I secure a big pay rise if I move jobs now? With the number of IT positions available in Ireland currently the market is driven by candidate availability, so it is a good time to secure an increase in your salary. A few words of caution here though; Potential employers want to ensure candidates are committed to joining their company for the right reasons, if you state your sole reason for moving is financial you will look mercenary (unless you are being vastly underpaid) While companies recognise that potential employees will look for a financial incentive to make the move alongside the opportunity, we aren’t seeing the large jumps that were achieved before the financial crisis as companies are still cautious. Be reasonable in your request. What new technologies are in demand? In the last year demand for JavaScript, and experience with JavaScript frameworks such as AngularJS, NodeJS, Backbone and Bootstrap has risen considerably. iOS and Android, Ruby on Rails, Python and Scala are further technologies that are very popular. Many companies have renewed focus on their web presence and utilising mobile apps, so these areas are in particular active currently, and the trend looks to continue, so if you’re thinking of upskilling you can’t go wrong with these. How long should my CV be? Gone are the days when a CV should be restricted to one page. Hiring managers much prefer to see the relevant experience leap out of the page! This is not to say your CV should read like War and Peace – keep the information punchy and to the point. For junior candidates 1-2 pages should be sufficient, whereas 3-4 pages for a senior candidate is perfectly acceptable. Europass CVs tend not to be as effective on the Irish market as on the continent, so have a brief introduction and bullet point relevant experience for each role.
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Comparing IT Contracting Opportunities
Comparing IT Contracting Opportunities
It’s a great time to be in Information Technology in Ireland. Recent Reports quote a lack of qualified local talent, and that there are plenty of opportunities for people with the right mix of IT skills. So how do you choose the contract opportunity that’s right for you? As a contractor the temptation is to take the first offer you get, but it’s useful to take a step back and consider it carefully before accepting. Before you move forward with an opportunity, ask yourself the following questions: a) Is this a suitable role for my skill-set? Be sure you’re comfortable wih the fundamental requirements of the job and your future role on the project team and the position is a good fit with your primary skills. b) If some responsibilities fall outside my skill-set, am I comfortable with that? If you were careful to be honest and set the interviewer’s expectations appropriately during the interview process this shouldn’t be an issue; however, it is important for you to be comfortable with the scope of your future responsibilities and your ability to learn the skills you might lack at the start of the project. c) Are the working conditions and compensation acceptable and appropriate to my skill level? Don’t be afraid to aim high and negotiate, but do consider your relative expertise and existing market conditions to set realistic goals for yourself at this stage. Stay in touch with job boards to keep up with current market rates. Your recruitment agent is also in a good position to determine what the appropriate compensation should be for your skill level. d) Is this a good career move for me? Your first offer may not necessarily the best. Deciding whether to accept any given opportunity is a very personal decision, but do keep in mind that no contract lasts forever. e) Is the job in a feasible geographic location? Though this point is often overlooked when considering an offer, spending several hours a day or more commuting to work every day will impact your finances and quality of life. Now is the time to calculate your transit time as well as the cost of fuel, parking, public transportation, etc. and figure these factors into your salary requirements. f) Do I understand the local taxation and legal requirements of working in the project location? Are you legally entitled to work in the project location? Do you need a work permit or visa to enter the country? If this will be working as an independent consultant, some type of legal structure is required, usually a limited company. Have you decided what type of structure to use? Is it suitable for working in the geographic location where the role is based? What are the tax implications in the working location? Are there any implications in your home country? Typically working in another country will require significant up front investigation on these issues, as there is always some impact on your taxation obligations. If you consider all of these questions carefully and overall, on balance, the role seems like a good fit; it’s time to accept the offer. The choice of consulting opportunity is dependent on many personal factors, but I use this list of things to consider when comparing a new consulting opportunity with my current role. About the author Aidan Duffy is an independent consultant with 20 years international IT experience in Europe and USA, working with blue-chip multinational companies.He writes on Oracle topics at www.ILoveOracle.com and invites Linkedin Contact requests at this link ie.linkedin.com/in/aidanduffy/
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