Sigmar Recruitment and William Fry held a breakfast briefing to discuss ‘Competition & Compliance – The New Public Sector Talent Landscape’ on Friday the 23rd of June. Experts from various backgrounds and sectors discussed the key features of the Protected Disclosures (Whistleblowing) legislation, and what employers must do to comply and/or protect themselves. Best practice assessment and selection strategies in the public sector were also discussed such as how to maximise objectivity and fairness in your assessment strategies and to understand how potential candidates may fit into your organisation. Finally the ways we can make a real difference through the process of recruitment and the key challenges that we face in getting not just the selection decisions right but in maximising the opportunities for enhancing the well-being and overall performance of the organisation were teased out. Speakers on the day included; Bernard Brogan, PepTalk Robert Mac Giolla Phádraig, CCO, Sigmar Recruitment Marina Morrissey, Manager, Sigmar Managed Services Catherine O’Flynn, Partner, William Fry Jeffrey Greene, Employment Group Associate, William Fry Nuala Clayton, Employment Group Associate, William Fry Laura Phelan, Global Operaons Director, cut-e Group Bryan Andrews, Managing Director, BA & Associates and Former CEO, PAS Ailis McSweeney, Director of All-Things, PepTalk
The Deloitte Best Managed Companies Awards Programme, in association with Barclays Bank Ireland, recognises indigenous Irish companies across Ireland which are operating at the highest levels of business performance. To celebrate winning the fantastic accolade for the second consecutive year members of Sigmar staff attended a gala dinner where they were joined by over 900 people from the Irish business community. Commenting on the award, Robert Mac Giolla Phádraig, CCO of Sigmar, said, “We are delighted to receive these prestigious awards as it reflects our shared commitment to enhanced experience.’’ It is a great achievement to be one of these companies which have altogether generated a combined turnover of almost €11bn; employ over 60,000 people; and which have had an average growth in sales of 44% over the last three years. All companies acknowledged in these awards no doubt make invaluable contributions to the Irish economy. As initial application to the Deloitte awards takes a long process of evaluation this makes the Best Managed companies’ award even more rewarding and it is a valuable marketing tool for Sigmar recruitment to showcase the company’s achievements and capabilities. This initial application process takes into consideration the complete performance of the business, looking beyond the finances at criteria such as operational excellence, strategy and human resource processes. The award and its qualification process has helped to give us clear objectives and goals and has ensured that frugal management has been a continuous focus for Sigmar Recruitment. Adrian McGennis, CEO of Sigmar Recruitment, commented, “We are delighted to be recognised as a Deloitte Best Managed Company which reflects the breadth and depth of leadership, innovation and capability across the entire organisation. We are proud, and humbled, to lead on multiple fronts.”
With the General Data Protection Regulation (GDPR) coming into effect from May 2018, it’s time to ask is your company is truly GDPR ready? By simply looking at online job boards, we can clearly see a number of large multi-national organisations increasing their recruitment efforts within Data Protection, Data Management/Governance and Compliance as well as IT Security, Database Development, IT Risk and Audit. However many SMEs are yet to take the plunge. THE GDPR & SMEs Many companies across Ireland and the UK are yet to realize that the new data protection laws – specifically the General Data Protection Regulation (GDPR) are applicable to all organisations regardless of their size. As the GDPR is designed to increase and protect the rights of the consumers, companies need to be asking themselves if they are compliant or risk facing penalties up to €20,000,000 or 4% of the gross annual turnover. Even though SMEs will be subject to the main elements of the legislation as larger organizations, there are some exemptions as well as some benefits for smaller businesses. Benefits for SMEs It would be fair to say that some people see The GDPR as more “Red Tape” coming in from the EU, however the new regulations will offer a significant boost to SME exporters within Ireland. In short, the GDPR will mean that instead of having to ensure you are compliant with 28 different laws in relation to data protection, there will be now one universal rule that applies to all states within the EU. Some states may opt to have stricter restrictions but in essence all legislation will be the same. This therefore means that smaller companies who are planning on exporting to multiple states within the EU may see a reduction in their costs as well as less red tape as the process will now be standardised. It also means that companies as well as consumers have the added reassurance that the data they have supplied to companies operating within the EU will be handled in the same manner as it would be if the company was operating solely within Ireland. Exemptions for SMEs As aforementioned, under the new GDPR outlined by the European Commission, there will also be a few exemptions given to SMEs. Unless the core activities of the company involve processing special categories of personal data (racial, ethnic, religious beliefs etc.) or they are processing large quantities of data; the company will not be required to appoint a full-time data protection officer. Unless the SME is processing data regularly or at risk of breaching the rights and freedoms of the data subject, they will not be required to keep records of how they process data. If the data breach is considered “minor” and does not represent a high risk for the rights and freedoms of the data subject, SMEs will not be obligated to report the breach. If, however the breach is considered to have a major impact on the data subject, they will be required to report the breach to all affected individuals. To conclude, the GDPR brings some welcomed changes in how private information is handled however to ensure that companies avoid what could potentially be costly mistakes, the European Commission is urging all businesses, regardless of size, to ensure that they are ready and fully compliant for the implementation of the regulation that will take place May 25th 2018. Claire Kelly is a Recruitment Consultant with the IT team in Dublin. Email: firstname.lastname@example.org | Tel: +353 1 4744637
It’s always tough when people leave, particularly those who have added a significant amount to the team or business. But it is essential to understand that it’s a normal part of everyday business and to not take it personally. Exit interviews are a fantastic opportunity to learn from a departing staff member. Here are 5 things to keep in mind during this process: 1. Knowledge Transfer First and foremost you need to ensure you’re getting a proper handover from a former employee before they leave. Not doing so is quite risky as once someone leaves a company I’m pretty sure they won’t want nor expect a call from you asking where a file was saved or who was looking after the new account. So make the meeting count and take as much time as is needed in order to get the information transferred safely. 2. Uncovering Internal Issues Like it or not, no company is perfect and your employee may be leaving due to internal issues in the company. Maybe there has been a lot of change? Maybe certain staff members are causing problems and this has led to low morale. Maybe the training isn’t up to scratch? Or people are working too hard? Or maybe there’s not enough work? What better way to find out than from someone who’s leaving. They won’t hold back and if you want to get to the bottom of things this is your chance to get to the root of problems. 3. Get Insight into Managers’ Leadership Styles This meeting is also a good idea to get an insight into various managers’ leadership styles. This will give you a better idea of how your company runs, who people seem to like and don’t like. This isn’t a gossip session but a learning Q&A exercise. 4. Benchmarking Exercise Make sure you find out what your leaver has been offered that clinched the deal for them. Whatever the reasons for leaving, get as much information as you can on the benefits your competitors are offering. This information is invaluable. 5. Treat Departing Employees with Gratitude The way you treat someone when they are leaving is really important. Former employees are ambassadors for your brand and there is always a chance that a former employee could one day be your client. Keep this in mind next time someone leaves.
What sets people apart from their peers is not only their cognitive intelligence or a specific skill set. Instead, it’s their emotional intelligence: their ability to identify and monitor emotions – their own and others’ – and to develop and manage a productive relationship which in turn, rewards good results. For leaders, having emotional intelligence is essential for success. After all who is most likely to succeed – a leader who shouts at their team when under stress, or a leader who stays in control and calmly assesses the situation? While emotional intelligence becomes more important as a person climbs the ranks in an organisation due to their widening influence on the daily work of more people, this skill is still linked to success at all levels. Here are four traits of an emotionally intelligent leader: Self-Awareness You have a solid understanding of your own feelings and emotions, your strengths and weaknesses, and what drives them. You understand your values and goals and where you are going in life. You understand your own capabilities and limitations. You operate from competence and know when to rely on someone else on the team. You’re also willing to talk about yourself in a straight, non-defensive manner. Self-Management – Self Control You feel bad moods and impulses just like everyone else, but you don’t act on them; in fact, you control them. You can wait until your emotions pass so you can respond from a place of reason. You’re interested in moving yourself forward toward some vision, goal, or strategy. You’re self-motivated, and you keep moving toward distant goals even when you experience setbacks. You have a positive outlook for the future. Social Awareness You’re willing to share your own worries and concerns and openly acknowledge others’ emotions. You’re a good listener and you pay full attention to others and take the time to understand what they are saying and what they mean without interrupting or speaking over them. Because you understand other perspectives, you can explain ideas in a way that your colleagues will comprehend and you welcome their questions. Relationship Management You provide a vision that motivates others. You use your emotional intelligence to create and nurture resonant relationships with others through awareness and compassion. You’re a compelling communicator and you articulate your points in persuasive, clear ways so that people are motivated about expectations. You use your emotional intelligence to improve relationships, negotiate, and lead. You can settle disputes, differences of opinion, and misunderstandings. You’re not resistant to change; on the contrary, you recognise the need for change, and you support the process. You provide feedback and are good at helping others build their skills and knowledge, thus, people feel relaxed working with you. If you feel you are an emotionally intelligent leader, then keep up the good work and continue to develop and set the standard. If emotional intelligence is something you wish to improve on and develop, a good starting point is to focus on reducing your negative approach to a situation, to engage in group or one on one coaching and to work on your ability to manage your own stress response. Whilst making these changes may not be easy, remember that emotional intelligence is absolutely essential in the formation, development, maintenance, and enhancement of close personal relationships and it can help keep you on track to become the best version of leader you can be!
Rossa Mullally, Associate Director at Sigmar Recruitment, was one of the keynote speakers at Recruitment Leaders Connect, the UK’s largest recruitment agency event series which took place on June 8th 2017 at the Gibson hotel in Dublin. Rossa was there to discuss ‘The Principles of Onboarding Top Candidates’. Topics covered in the discussion included engaging with talent, the timing of the process and branding. Described as a cross between a structured conference and a social meet up, the event provided keynote talks from industry leaders, social networking opportunities and interactive discussion sessions. For those in the recruitment industry it was a day not to be missed as attendees get the chance to hear from global speakers, to meet 50-80 returning and new delegates and an opportunity to mull over topics such as: The best ways to scale your business; How to increase profitability and how to best compete for top clients and candidates, during the buffet breakfast, lunch and networking drinks.
Staffing Industry Analysts (SIA), the global advisor on staffing and workforce solutions, has unveiled its 2017 list of the 100 most influential European staffing leaders, and Sigmar Recruitment’s COO, the current National Recruitment Federation President- Frank Farrelly has been named on the list. In its fifth year, the list recognises a diverse group of individuals and lauds them for their role in taking the staffing industry forward. Comprising of both men and women from across the industry, SIA compiles the list based on the impact and influence individuals have had on the workforce solutions ecosystem, be it through growth, vision, innovation or legislation during the past year. This list is not a ranking but rather a call out to those whose leadership is making a difference. “To be named amongst such internationally highly regarded names in the industry on this enormously prestigious list, I am of course hugely proud and very happy,” comments Farrelly. “Ireland deserves the recognition it is finally getting as perhaps one of the strongest countries in Europe, if not globally for business leadership. The opportunities and potential for further growth and leadership are exponential. The current strong economic business environment coupled with the opportunities created by the imminent exit of the UK from the European market makes Ireland one of the strongest players in the market.” “Kudos to the 2017 Staffing 100 Europe as they navigate the world of work through rapid shifts in the marketplace,” says Subadhra Sriram, Publisher & Editor, SIA. “Not only are they leading the charge effectively but are elevating the industry in the process of helping shape work globally. This list includes those who have helped shape the development of a market estimated to be worth approximately US $168 billion.” This year’s honorees reflect the diversity of European staffing markets, with representation across cultures and geographies, as well as advancing gender diversity. Fifteen women were named in the 2017 list, up from 13 last year. About Staffing Industry Analysts (SIA) Founded in 1989, SIA is the global advisor on staffing and workforce solutions. Their proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with their unique Certified Contingent Workforce Professional (CCWP) program. Known for their award-winning content, data, support tools, publications, executive conferences and events, they help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risks. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England. About Frank Farrelly Frank Farrelly is COO and co-founder of Sigmar Recruitment, leading a team of more than 120 recruitment professionals nationwide. Over the last seven years, Farrelly has been a committee member, treasurer, VP and secretary for the National Recruitment Federation in Ireland and was elected NRF president in 2016. He was part of the NRF team that lobbied the government on the Agency Workers Act, Zero Hours Contracts and ‘If & When’ contracts. Farrelly recently led NRF’s efforts that secured the hosting of the 2018 World Employment Conference in Ireland. Farrelly was nonexecutive director for The People Group from 2005 to 2009; he currently sits on the external interview panel for the MBA programme at Dublin City University and has delivered courses for The Ryan Academy and The Smurfit Business School. Media Contact Mairéad Nic Giolla Phádraig – 086 3675602 Frank Farrelly is available for media comment or interview.
Over the last 9-12 months, GDPR (General Data Protection Regulation) has been the acronym on everyone’s minds. The new legislation which comes into effect in May 2018 has caused a stir in the business world with serious potential repercussions hanging over people’s heads. As can often be the case with new legislation, an element of fear currently rules the land. This is certainly understandable as €20,000,000 or 4% of your global annual turnover is a seismic fine and one which can truly damage your business both financially and reputationally. This is where having the right people and the right structures in place will be critical. Staffing and recruiting will play a crucial role in GDPR as the need for Data Protection Officers and Privacy & Data Specialists come in huge demand. Where GDPR has instilled fear in people and businesses alike, it will be crucial for those tasked with understanding the new regulations to communicate the right information to their colleagues. Information is key and making sure that all employees in a business understand their role in the company and how they potentially affect GDPR legislation is imperative. All steps to Information Security will have to be adhered to and achieving a buy-in from your staff will be critical in keeping any sensitive information air tight. The key thing to take from this new legislation is that this is a standard your business must keep permanently. There is no step by step process which means you are compliant with GDPR regulation and your work is now done. This is a day in, day out security level which all businesses must meet 24/7. This means that DPO’s and members of the data protection team will be tasked with creating clear and efficient structures for a business to run efficiently while remaining compliant with GDPR. The collaboration with the InfoSec team will be essential in order to be up to date with any potential threats or worst case scenario, to report a breach. Hiring the right people in any position is a huge responsibility but in the case of GDPR specific roles, the right staff can be half the battle. Ensuring that information is presented to a business calmly and clearly and that a simple and effective roadmap is in place will allow a business to meet their new legislative requirements. While the punishments in place for failure to comply with this legislation can stir up fear and paranoia, companies who invest in the right people and get organised early in the game will find themselves in very good stead to being GDPR ready. Conor McHugh is a Recruitment Consultant with the IT team in Dublin. Email: email@example.com | Tel: +353 1 4744622
Congratulations to Sigmar’s Chief Operating Officer Frank Farrelly who has been re-elected as President of the National Recruitment Federation (NRF). The National Recruitment Federation is a voluntary organisation set up to establish and improve standards and codes of practice for the Recruitment Industry in Ireland. Representing recruitment agencies throughout the country, NRF Members aim to communicate their commitment to providing quality service by agreeing to abide by a strict Code of Conduct. Founded in 1971, the NRF seeks to provide its members with the best possible service in terms of support, communication, advice sharing and problem-solving and in doing so to promote professional competence within the industry. As part of this mission the NRF has inaugurated a formal education programme in Recruitment Practice to ensure all new entrants to the industry have a solid ground in legislation, customer service operations and sales to equip the graduates of the programme with the tools and knowledge to provide a quality service to Clients and Candidates alike. Over the last 40 years the Recruitment Industry has changed beyond all recognition, the introduction of job boards and social recruitment have all presented challenges to the fundamentals of how the industry operates. The NRF has supported its members through the adoption of all these new tools each of which have revolutionised the industry in its own way. One of the key roles of the NRF it to promote excellence in recruitment by ensuring all member organisations comply with the NRF’s Code of Conduct which ensures NRF Members deliver a professional service to job seekers. The NRF also acts as the voice of the industry lobbying at National and European level in relation to legislate changes that impact on the NRF’s members. This is Frank’s second year as NRF President and no doubt it will be another fantastic year!