With a focus on promoting equality and fairness in the workplace, the European Union has passed the Pay Transparency Directive, which aims to increase the transparency around salaries and existing pay gaps. The directive has significant implications for employers and job seekers alike. Here, we explore the upcoming changes and their potential effects on the employment landscape in Europe.Pay Transparency: Lessons from Finland and the United StatesFinland, known for its unique tradition of ‘National Jealousy Day’, publishes the taxable income of all its citizens on November 1st each year. This annual event is described as an “orgy of financial voyeurism”, which highlights the country’s commitment to transparency. Interestingly, the EU Pay Transparency Directive aligns with Finland’s approach by advocating for greater openness regarding income information.While Finland have been early advocates of pay transparency, the United States has also taken significant strides in this area. Since 2018, various states in the US, including Massachusetts, have implemented equal pay acts that prohibit companies from asking prospective employees about their current salaries. This approach has resulted in companies focusing on offering fair compensation for the role being advertised rather than relying on a candidate’s previous earnings.The Impact of Pay TransparencyOne of the key outcomes of pay transparency is the potential to address pay inequalities. By providing clear salary information, companies can attract more qualified candidates and promote greater equity in compensation. Studies have shown that job advertisements with salary details receive between 20-30% more quality applications, leading to improved hiring outcomes. The EU Pay Transparency Directive requires organisations with more than 250 workers to disclose pay information as part of the recruitment process. This means that candidates will no longer be asked about their current pay to determine job offers. Moreover, employers must provide workers with information on the criteria used to determine pay and pay progression. These measures aim to establish more objective standards for compensation and reduce the influence of previous salaries on job offers. Mike McDonagh, COO of Sigmar Recruitment comments, 'What it's actually done, or what it seems to have done with organisations is that they're now starting to pay people for the role that they're going for, rather than paying people for the role that they had.”Learning from the United States, where pay transparency laws are already in place in several states, organizations may be required to disclose pay bands for different roles and levels. This allows for greater clarity and transparency regarding what individuals should expect in terms of compensation for specific roles, skills, and experience. While the extent of public disclosure remains uncertain, the U.S experience suggests that companies may need to share pay bands or salary ranges, offering a clearer understanding of remuneration across organizations and roles.Benefits and ChallengesThe Pay Transparency Directive brings both benefits and challenges. Greater transparency can lead to increased trust among employees, as they have a better understanding of their worth and how it compares to others in similar roles. It can also contribute to narrowing the gender pay gap and addressing pay disparities for individuals from minority groups.However, challenges may arise. Some organisations may resist sharing detailed pay information due to concerns about internal discrepancies or potential negative reactions from current employees. Companies must find a balance between transparency and maintaining competitiveness. It will be crucial to implement pay transparency in a manner that encourages fairness while considering the unique dynamics and needs of each organisation.What’s Next?As the EU Transparency Directive takes place, the employment landscape in Europe will undergo significant changes. The move towards increased pay transparency aligns with global efforts to address pay inequalities and foster more equitable workplaces. By providing candidates with greater salary clarity, organisations can attract qualified talent, enhance retention rates, and promote fairness in competition.While challenges and concerns may arise during the implementation process, transparency can ultimately lead to a stronger, more inclusive work environment. As organizations can adapt to these new regulations, they must prioritise effective communication, skill acquisition, and employee well-being. By embracing pay transparency and its potential benefits, Europe takes a significant step forward building a more equitable and progressive workforce.
At the end of March, the Ireland Gateway To Europe delegation headed to the US for a week long series of events, to promote transatlantic trade as well as host a special event to commemorate 25 years of the Good Friday Agreement. This year the group of 50 delegates from 25 Irish companies and organisations, as well as the team from Newstalk, set out for Chicago, Boston and New York. CHICAGOOur trip started on Monday in the Irish Consulate in Chicago, hosted by Consul Kevin Byrne. The following day we headed out to the University of Notre Dame, ahead their game in Dublin this August. As well as touring the campus and famous sports facilities, we had an insightful lecture on design thinking and some Yankee Sullivan stories over lunch. We also got to spend some time with the next generation of Irish success stories studying on their ESTEEM Graduate Program at the University of Notre Dame.BOSTONWe got to Boston on Wednesday, to host the Boston College Ireland Business Council Peace Dinner, where George Mitchell was awarded the Irish Institute Leadership Award to for his distinguished contribution to the peace process in Northern Ireland; and heard from guest speakers including: Taoiseach Bertie Ahern; journalist Tommie Gorman; Joe Kennedy III, Special Envoy to Northern Ireland; Boston College Provost David Quigley; Ruairi De Burca; Mary Sugrue; Warren Zola; and Robert MacGiolla Phádraig from Sigmar Recruitment.The next morning we hosted a Boston College CEO Breakfast with Enterprise Ireland at the offices of G-P. There were great insights shared by Sharon Cunningham of Shorla Oncology, and Jim Joyce of HealthBeacon as they discussed their scaling journeys and the impact of Irish innovation in the US healthcare industry. We also had the privilege of listening to Katherine Kostereva in conversation with Robert Mac Giolla Phadraig discussing the growth of Boston based multinational, Creatio. NEW YORKOn Friday the group went on a special visit to the UN, followed by some time and interesting conversations with Ambassador Fergal Mythen. Bank of Ireland hosted our Global CEO Forum at their impressive NYC hub in Manhattan. The event was MC'd by Robert Mac Giolla Phadraig, CCO at Sigmar Recruitment. We heard some really interesting conversations from Caroline Klatt, co-founder at Flowcarbon; and two Irish founders operating in the US - Aimée Madden, Founder and President of CliniShift; James O'Reilly, President of Life Time Work.The group then spent the evening at Irish Consulate in New York, hosted by Consul General Helena Nolan, a lovely end to a great week.
The Talent Leaders Pulse Report was commissioned by Sigmar Recruitment as part of Talent Summit 2023."The power dynamic between employer and employee is rebalancing after two years of hyper competition, with early signs of a shift back to office. The fallout of remote working has seen employees pitted against employers as we look to sustain flexible working practices and settle on desired places of work. We are witnessing the remote work rebound, with twice as many workers now working a hybrid model over full-time remote. The hybrid workers now make up 51% of the current workforce, while the remote workforce has reduced by 54% within the last 12 months. This reflects employers’ sentiment that 87% of employees do their best work in a hybrid model.”, says Talent Summit founder and Sigmar CCO, Robert Mac Giolla Phádraig.Talent Summit 2023 Employment Survey Highlights at a glance:Hybrid WorkHybrid workforce grows by two-thirds, remote workforce down by 54% as employees spend more days in office.2023: 51% working hybrid (30% in 2022), 25% full-time remote (44% in 2022) and 24% in-office (26% in 2022). Of the Hybrid workforce more time is spent in-office over the last 12 months: 81% work 2 days or more in 2023 compared to 74% in 2022.Tuesday (68%), Wednesday (78%) and Thursday (67%) are the most popular days to be in-office with Monday (18% ) and Friday (8%) being the least.Employers believe employees do their best work, working a hybrid model (87%), followed by in-office (11%) with full-time remote (7%) considered the least productive model.Headcount2023 set to see the largest reduction in headcount in the last 5 years with 18% of employers expecting a reduction this year. 62% expect an increase and 20% expect their headcount to remain the same.HR PrioritiesThe Top 5 priorities for HR for 2023 show competing priorities creating a confusing labour market: (1) retention (2) labour costs (3) recruitment (4) sustaining a dispersed culture (5) performance management.Pay63% of employees expected to receive a pay rise of 6% in 2023 (the lowest % pay rise in 6 years)READ THE FULL REPORTThe current labour market is a confusing one and 2023 looks set to be challenging with many contradictions at play which in turn is creating a tug-of-war of work on four main fronts:Workforce: Employers are looking to balance workforce reduction, employee retention and continuous recruitment needs at all once; Work practices: The need to offer individual flexibility to all employees is often at odds with the collective need for greater productivity;Workplace: Work is shifting back to the office with the hybrid workforce spending more days in office and as employers believe employees are least productive full-time remote;Labour Costs: The rise in the cost of living is driving employee salary expectations yet at the same time employers are tightening budgets with economic uncertainty on the horizon.Commenting on workplace, Mac Giolla Phádraig adds: “The workplace has been the topic of conversation since the pandemic and employers have polarised preferences. The intense competition for talent the last two years has seen employers who favoured in-office, soften their view as employees demanded greater flexibility in a hyper-competitive labour market. As that demand recedes, those employers find their voice once more, albeit veiled in language around performance and challenges around sustainable work practices. The flexibility offered to employees now seems to be rebounding to more days in office.” READ THE FULL REPORTABOUT THIS SURVEYThe Talent Summit Pulse Survey 2023 was commissioned by Sigmar Recruitment as part of Talent Summit 2023. This is the sixth year the study has been conducted, measuring the pulse of Talent Leaders on a range of Talent Topics. 244 talent leaders from across Ireland took part in the study, comprising of senior executives responsible for talent decision making within their respective organisations, ranging from CHROs, CEOs HR Directors to Heads of HR functions such as L&D, Recruitment, Organisational Development and Performance Management.Europe’s largest HR, work and employment conference, Talent Summit 2023 will take place in Dublin’s Convention Centre on Thursday, 9 March, 2023, welcoming 1500 guests.www.talentsummit.ie
Founded at the height of the financial crisis, Talent Summit is now one of the biggest events of its kind in Europe. Sigmar CCO and Talent Summit Founder Robert Mac Giolla Phádraig talks about this year’s event, HR trends, and why the tech slump is an opportunity for indigenous firms. (Featured in The Currency)---The Currency is media partner of Talent Summit. It will be producing a series of podcasts with executive and thought leaders in human resources participating in the event. The Currency’s podcast stage is sponsored by Employee Financial Wellness a financial education and advice company supporting Talent Summit. For the full line up, tickets and more visit www.talentsummit.ie----Robert Mac Giolla Phádraig remembers founding Talent Summit back in 2011, when unemployment surged to more than 10 per cent and the country was on the brink of economic collapse.Mac Giolla Phádraig, who had co-led the management buyout of recruitment firm Sigmar just two years earlier, decided to launch National Employment Week as part of a not-for-profit effort. The aim was to connect employers who were still hiring with the tens of thousands of people who were losing their jobs amid Ireland’s economic implosion.“The idea was to set up a job activation initiative,” Mac Giolla Phádraig said. “Unemployment was peaking, and we just wanted to do something to help.”Twelve years later the event has transformed into Talent Summit, making March 9 this year an important date in the Human Resources calendar. Between 1,500 and 2,000 HR professionals attend the summit, making it one of the biggest events of its type in Europe. There are 35 speakers from around the world scheduled, ranging from Evelyn Doyle, the head of people and culture at Patagonia, to Eddie Wilson, the chief executive of Ryanair. A smaller basecamp event takes place the day before for 100 chief people officers from Ireland and overseas.During Covid-19 the event became virtual before returning to being in-person last year. HR had changed a lot during the pandemic.“People really wanted content,” Mac Giolla Phádraig said. “They were trying to figure out what was next for people strategies.”The other thing they wanted to do was convene and network. “They hadn’t been together for two years,” he said. “The conference is about the experience as much as the content. That’s why this year we’ve gone for a whole new look and feel that is flexible and open-plan for delegates.”The VHI will be operating a wellness experience, whileThe Currency, with the support ofEmployee Financial Wellness, is operating a podcast corner. Comedian Joanne McNally is closing the event at an evening reception.Mac Giolla Phádraig, the chief commercial officer with Sigmar, says that putting together the programme for this year’s Talent Summit gave him a unique insight into the challenges and needs of HR leaders.“I think it’s a very confusing labour market right now,” Mac Giolla Phádraig said. “The challenges have been largely talent-led the last two or three years. We’ve seen unprecedented levels of churn in the market with the fallout of remote working all of which is talent driven – it was all about the shortage of talent and how to retain it.“But this is now changing as the economy gets tougher. We’re seeing a lot of contradictions which is the theme of this year’s conference which is the tug of war of work.”He added: “Employers and employees can have opposite priorities. Before there was the swing of power from employer to employee but now it is moving back to the employer quite a bit.“At the same time, flexibility is going in the direction of employees and not necessarily for employers.”New opportunities and leadershipAccording to Mac Giolla Phádraig, the future of work could be thought about in a simple way: “You have a workplace, a workforce, and then work practice. Work practice is what enables and facilitates both workplace and workforce to collaborate and deliver the product or service.“The burning challenge right now is to make sense of how you can maybe be reducing your workforce, but still have pressure to recruit, while retention remains your number one priority, all under increasing cost pressures. That’s a very confusing message to manage, and a confusing strategy to execute.”Mac Giolla Phádraig said this was a big theme of the conference, not just for tech companies but also for other sectors that may be considering job cuts. The chief people officers of two of Ireland’s best tech unicorns, L. David Kingsley from Intercom, and Stephanie White, from Fenergo are both speaking at the event on how they see the HR market for tech.“We want to drill into, with them, where lies the opportunity in the current market?” Mac Giolla Phádraig said.He added that another theme of the conference was leadership development with Lise Render Nielsen from Lego and Leah Hollander from NASA among the speakers.“When you think about the talent supply chain,” he said. “You buy talent by recruiting it, you borrow it by taking on temporary or flexible people or bot it by automating processes.“Or you can build it. Building your own talent pipeline has been less focussed on in recent years and probably underinvested in, so we’re looking at what you can to increase that.”Mac Giolla Phádraig recalled the story of how President John F Kennedy visited NASA for the first time in 1962: “As he toured the facility the President met a janitor, and asked him: ‘What is it you do here?’ and he replied: ‘I’m helping put a man on the moon.’ That is being purpose driven. With the HR director of NASA we will be taking a deep dive into the driving force behind that level of purpose-driven followship and how it drives discretionary effort, the holy grail of performance.”Many technology companies, he said, had relied on a “seven-star kind of office experience” as a symbol of their culture, but now it is all about mission. “When tech companies lost that competitive advantage of the office experience they doubled down on a deep sense of purpose, their nobility in solving major problems and trying to create a kind of family feel by supporting their people’s wellbeing and so on,” Mac Giolla Phádraig said.“But we’ve had a bit of a wake up call and maybe people feel (because of redundancies) that employers aren’t family, performing well trumps wellbeing and many of their causes are a little less noble perhaps.”“When decisions are made based on the profit and loss account a business can lose its soul somewhat. I think a lot is being played out right now and it will be interesting to see where we end up over the next 12 months.“The golden handcuffs of share options were one of the main challenges in headhunting tech talent for companies who are in growth mode. But as valuations plummeted last year, we saw them change to bronze handcuffs.”People power“Talent Summit has become of the largest HR conference series in Europe.”Employees, he said, were more prepared to move, and this offered more opportunities to Irish-owned companies and startups to hire good people. “It isn’t all bad news, as indigenous tech and earlier-stage companies can now get access to international talent based in Ireland,” he said.Inflation was putting pressure on employers to increase pay, but again there was tension as the jobs market was not as buoyant as it was. “It’s another tug of war,” Mac Giolla Phádraig said. “Some employers are saying ‘We can help and support you with your financial well-being, but our job isn’t to match inflation.’ It is up to the talent market to decide who wins or loses in these battles.”Traditionally, the route to becoming chief executive officer is often via becoming chief financial officer or chief operating officer first. Talent Summit however is talking to two of Ireland’s most respected CEOs – Eddie Wilson of Ryanair and Noel Keely of Musgrave – who both came from a HR background. “The answer to the financial crisis was very much the CFO,” Mac Giolla Phádraig said. “The Chief People Officer was the answer to the people crisis and really came to the fore during the pandemic, and they’re still there.”“We’re starting to see how the perception of that function and its impact has changed,” Mac Giolla Phádraig said. “There is a new trend of the CPO moving into the CEO role, so that’s why we have two former heads of HR who have made that journey talking about this.“A lot of the problems to be solved in business are to do with people. HR has a really big impact on organisations especially when they are undergoing transformation. That’s why chief people officers are becoming of ever greater importance as leaders in companies.”Wanting something moreIn September 2022, the founder of Patagonia, Yvon Chouinard gave up his ownership of the company to a trust dedicated to fighting climate change. Head of People and Culture Evelyn Doyle is going to talk about the impact this has had on Patagonia.“She is going to talk about what it means to be a ‘for planet’ business – what challenges it has brought, and how they create a unique sense of purpose and belonging in their company. Not every company is going to go as far as Patagonia but I think it has ideas that a lot of HR leaders can adopt, and help them to think about impact in a greater way.”The Talent Summit also has a panel discussion on ESG (environmental, social and corporate governance) with speakers Laura Matthews from Bank of America and Joe Creegan from Zurich. “We want to understand what ESG means to different people in the room?” Mac Giolla Phádraig said. “In any talent decision – hiring, retaining, leading – it is about winning hearts and minds.“We want to explore the conversation not just between the employee and the employer but also the customer and society. There is a lot of talk about this, and some of it is window dressing.”He added: “We want to talk about how to create real, material, impactful strategies. HR leaders really showed up for their teams during the pandemic, but now the call to action is what impact can they have on society and making the planet a better place.”Talent Summit aims to combine access to the best HR executives, as well as thought leadership.Dave Ulrich, an author of over 30 books and one of the most influential people in the world in HR, is delivering a keynote speech on “Unleashing human capability for stakeholder value.”“Dave is the godfather of modern HR,” Mac Giolla Phádraig said. “The current HR model is the one he developed and what he is going to talk about is remodelling it post the pandemic. He will be sharing his latest thinking on what we need to do to be more competitive and how HR can have greater impact on all stakeholders.”Ireland, Mac Giolla Phádraig said, had shown it could attract the best companies and talent but it couldn’t afford to be complacent. “We have been a great home for multijurisdictional companies for over 30 years,” he said.“We do have challenges like housing and the cost of living, but we also have an innate sense of storytelling that can build and lead teams. Talent Summit has become of the largest HR conference series in Europe, and we want to make HR better and give Ireland a voice as a great place to work and build a business from.”The Currency is media partner of Talent Summit. It will be producing a series of podcasts with executive and thought leaders in human resources participating in the event. The Currency’s podcast stage is sponsored by Employee Financial Wellness a financial education and advice company supporting Talent Summit. For the full line up, tickets and more visit www.talentsummit.ie
We are delighted to announce that our founder and CEO, Adie McGennis has been recognised for his remarkable career, personal and professional standing, and in particular his achievements over his twenty-year tenure as Sigmar’s CEO. On Friday at the Employment & Recruitment Federation Awards, hosted at The Shelbourne Hotel, Adie was presented with the James Kilbane Lifetime Achievement Award. Our Sales & Marketing team were also the winners of the “Best in Practice – Sales & Marketing Recruitment” award on the night. Beginning his career in recruitment in the 90s with Interstaff Recruitment after a brief stint in London, within a few short years, Adie became Managing Director of Marlborough Recruitment. It went on to become the largest recruitment agency in Ireland and the first Irish professional services company to be listed on the stock exchange. In 2002, he left to help set up Sigmar Recruitment and since then, Adie has built Sigmar into a thriving, global company that has won over 60 awards. Adie is the ultimate servant leader; humble and sincere, measuring himself by the leaders he creates and not by his own achievements. His ethos has undoubtedly shaped Sigmar’s culture and purpose. Commenting on Adie’s achievement, Frank Farrelly, COO of Sigmar Recruitment said:“I am absolutely delighted that Adie has been recognised by the Employment & Recruitment Federation. Adie is one of the most recognizable and well-liked recruitment professionals in Ireland. In a career spanning over 30 years, he has made numerous lifelong friends and he has been one of the most collaborative and helpful people to many in the industry be they colleagues, competitors or members of the ERF. He truly embodies the spirit of this award and I am delighted to see him being awarded by his peers. Through Adie’s leadership, values, and entrepreneurial spirit, Sigmar has continued to grow and evolve as a business and will continue to do so! Thank you Adie, for all that you have done! Huge congratulations on behalf of all team Sigmar!” Find out more about Sigmar’s story here. Find out more about the Employment & Recruitment Federation Awards here.
This Inclusivity Employment Toolkit drawn up by the Open Doors Initiative is aimed at assisting companies working with our three groups – people with disabilities, refugees and asylum seekers and youth from disadvantaged backgrounds. Jeanne McDonagh, CEO of The Open Doors Initiative said: “We are delighted to work with Employers for Change, one of our key supported programmes, along with Atlantic Technological University, to produce this Inclusive Recruitment booklet and training. Many of our companies have asked for guidance in this space and it is a much needed resource to ensure an inclusive workplace. We wish to thank the participants who gave us their expert knowledge and experience in putting this together and look forward to engaging with companies in this important training.” In creating this toolkit, which is supported by AIB, research was carried out in partnership with Atlantic Technological University (ATU) to understand the specific barriers for people from marginalised communities when seeking employment and the best strategies for becoming truly inclusive in the hiring process.DOWNLOAD PDFSigmar is a member of The Open Doors Initiative to help provide opportunities to some of the marginalised members of our society: refugee, asylum seekers and non-native English speakers; young people under 25 with educational barriers; and people with a disability.This information is taken from the OpenDoors website.
Sigmar led a delegation of 50 Irish and US business leaders to London last week for trade missionIreland Gateway To Europe, to promote US/UK/European trade. We hosted a number of events in the London over two days welcoming over 300 guests.We were joined by the team from The Hard Shoulder on Newstalk, who broadcast live from our trip.Boston College Global Leadership Dinner - RAF Club (19th Oct 2022)Sigmar CCO Robert Mac Giolla Phadraig was MC at the The Boston College Ireland Business Council Global Leadership Dinner which took place in The RAF Club in London. There were fascinating conversations with:Dame Sharon White, Chairman John Lewis & Partners;Conor McEnroy, Founder and owner Sudameris in Paraguay; Warren Zola,Executive Director, BC Chief Executives Club.The event was kindly hosted by Rosaleen Blair, CBE.Listen to Robert MacGiolla Phádraig, Conor McEnroy, and Neil Naughton The Hard Shoulder on NewstalkBoston College CEO Club Lunch at Bloomberg (Oct 20th 2022)There was a full house for the first BC CEO Club lunch ever held in the UK, hosted at the amazing offices of Bloomberg. Guests from London, Ireland, the US and a number of Boston College alumni attended to hear about global economic trends and Europe's energy crisis from our speakers:Fernando Vicario, CEO, Bank of America EuropeRobert Mac Giolla Phadraig, CCO, Sigmar RecruitmentSonya Twohig, Secretary-General of ENTSO-EGerard Reid, Co-founder, Alexa Capital Warren Zola, Chief Executive, Boston College Chief Executives Club.The London Irish Centre (Oct 20th)The delegation visited the London Irish Center, an established charity offering advice, support, culture and community services to the Irish in London from our centre in Camden. It was absolutely amazing the scope of what they do and the difference they make.Listen to Séamus MacCormaic, CEO of the London Irish Centre on The Hard Shoulder on NewstalkReception at The Embassy of Ireland, London (Oct 20th)We were delighted to end our trip as guests of Ambassador Martin Fraser at the Irish embassy in London.
Guides for EmployersAs the crisis in Ukraine worsens, many employers may wish to offer support and employment to those coming from Ukraine. We have some guides to assist you should you wish to support and employ someone from Ukraine that has arrived in Ireland.Finding Work for Ukrainians Settled in Ireland - An Employer’s Guide (PDF)Master Contract of Employment (Ukranian) (PDF)Ukraine Cultural Competency Guide (PDF)Tech Link UkraineTechlinkUkraine.org is a Not for Profit organization signposting those with tech skills that have been displaced by the war in Ukraine to employment opportunities. Our mission is to connect individuals to opportunities and enable them to happen. Download PDF
Talent Summit Employment Survey 2022 - The Talent Summit Employment Survey 2022 was commissioned by Sigmar Recruitment in partnership with Globalization Partners, the world’s leading global employment platform, as part of Talent Summit 2022. At a glance:35% of Ireland’s current workforce has never been to the office. Major social/ psychological implications. 26% now full time in office, 30% hybrid, 44% full time remote81% of employers to recruit in 202269% of employers to offer pay rise of 9% in 2022 (while 84% of employees expect pay rise)New Legislation - 53% of workforce can choose where they work. 68% of this population expected to choose to work from home. Says Talent Summit founder and Sigmar CCO, Robert Mac Giolla Phádraig: “The world of work has been in a flux for the past two years, as things begin to settle, the question of workplace remains up for debate as unprecedented levels of churn within the workforce has caused the power to shift from employer to employee. Many people are now choosing to work permanently from home, which in turn is being supported by the new legislation, forcing many employers to soften their rhetoric around returning to the office. Does this work for the employer and employee? Well, I think the remote experiment seems to have worked in the short term at least with full-time remote here to stay, but not at its current level. Hybrid working models are really in their infancy and the employers are facing into uncharted waters when it comes to sustaining individual flexibility for all, as choice around workplace re-emerges. While there are clear benefits to remote work, I don’t think we have enough data or evidence on the impact of long term, deeply individualised, isolated work has on our people and society.” Nick Adams, Vice President, EMEA, Globalization Partners comments, “The past two years have triggered the world’s biggest remote work experiment, and it is changing not just the way we work but the way we hire and onboard talent too. Companies are finding the best talent all over the world and not just on their doorstep. Talent shortages may be a thing of the past: The solution is to go where the talent lives.” ----------------------------Over 1/3rd (35%) of the current workforce has never set foot inside their place of employment, according to new research carried out on behalf of this week’s Talent Summit conference in Dublin. The Talent Summit Employment Survey 2022 suggests that just 26% of the workforce is currently working fulltime in the office with 44% working full time remotely, and 30% hybrid. The Right to Request Remote Working legislation will have a significant impact in 2022 with 53% of workforce in a position to choose where they work. 68% of this population is expected to choose to work from home. The recruitment market is at the highest it has ever been in the 20-year history of Sigmar Recruitment. 81% of employers will recruit in 2022. Pay is set to be a major issue in 2022 with 84% of employees expecting a pay rise. Employers are open to discussing the issue with 69% of employers agreeing to offer pay rises this year. The average pay rise on offer is 9%. According to Talent Summit founder and Sigmar CCO, Robert Mac Giolla Phádraig, Ireland is at the forefront of the changing work model globally: “As a central hub of some of the world’s most progressive and innovative companies, Ireland is now emerging as home to companies who are at the forefront of moulding, shaping and shifting how, where, when and by whom work is done as we emerge from the pandemic. While remote and hybrid working seems to be working for the employer with just 15% finding it a hindrance, my concern is that we have an entire generation of workers who are missing out on the social and psychological benefits of working in a communal environment with friends and colleagues.” Talent Summit 2022 Employment Survey Highlights Micro-environment - Out of Office35% of the current workforce were hired since the pandemic and have never been to a physical workplace. Major psychological and social implications. Isolation an issue. Majority of workforce choose full time remote even with offices reopening:26% full time in office (34% anticipated in 2021)30% working hybrid ( 44% anticipated in 2021)44% full time remote (22% anticipated in 2021) 95% of hybrid workforce work 3 days of less in the office – majority choose two days 40% 31% of workforce expected back in office by end of year Sentiment this year is that office space will remain the same. In 2021, 40% expected a reduction. Macro-environment - Talent shortage economy.With the presence of a massive talent shortage economy, pressure is on all fronts; internal retention, external recruitment and costs.Recruitment and retention are the top 2 priorities for HR Leaders - 12 months ago it was wellbeing and employee experience.Hyper competition for talent: This year sees the highest number of employers anticipating adding staff (81%) over past 5 years.Recruitment has gone global: Opportunity now finds talent. 62% have recruited outside of Ireland and 77% are willing to hire wherever talent resides.Labour costs: 69% of employers expect to increase salaries by 9% (highest gross uplift we’ve seen in doing this survey the last 5 years).Employee expectations have soared: 84% anticipate a pay rise compared to 54% in 2021 – leads into a further cycle of attrition. Legal Environment - Right to Request Remote WorkWith 53% of workforce having control over where they choose to work from highlights the potential threat proposed legislation (in Ireland) to offer the right to work remote may pose. We may in fact be alienating nearly half the working population creating new unintended workplace biases. Employers anticipate that 68% of this population will choose long-term remote working options, which means the proposed legislation applies to 36% of the overall workforce population68% of workforce expect long-term remote working options.53% of workforce are expected to be given long-term remote working option.When asked what impact the proposed legislation will have on their organisation, 33% of respondents said it would help, 52% said no-impact and 15% said it would hinder. ABOUT THIS SURVEYThe Talent Summit Employment Survey 2022 was commissioned by Sigmar Recruitment in partnership with Globalization Partners, the world’s leading global employment platform as part of Talent Summit 2022. This is the fifth year the study has been conducted, measuring the pulse of Talent Leaders on a range of Talent Topics. The survey ran from 09/02/22 to 12/03/22 with 153 respondents. 63% Senior HR leaders and 37% Business owners/ leaders across all company sizes, sectors and industries. Europe’s largest HR, work and employment conference, Talent Summit 2022 will take place in Dublin’s Convention Centre on Thursday, 24 March, 2022. With 2,000 people in physical attendance, as well as countless set to attend virtually, Talent Summit 2022 will see the largest group of HR leaders to convene in Europe since the pandemic. www.talentsummit.ie