What is the best job to apply for? Do I have the right experience? Is my CV presentable? How do I prepare for this interview? Job seeking can be daunting and it can be very hard to answer all these questions yourself. The natural inclination for many is to look at job hunting as a numbers game and send your CV to as many companies and vacancies as possible. Surely, by the law of averages, you will get in somewhere, right? This approach is outdated and will extend your job-hunt time significantly while putting you in danger of missing out on that perfect job. Using a reputable recruitment agency offers you dedicated professional assistance to guide you through the process from start to finish while offering a wide variety of benefits; CV Help Recruiters invest their time in you and your CV. Your CV is your first opportunity to make an impression with the decision makers in the company you are applying to. Therefore, it is important to go through it with a fine-tooth comb to ensure your skills and experience are a match to the specific job requirements. Recruiters are well-versed at teasing out relevant information that may correlate to the specific job specifications from your employment history. You will then be advised on how to make your CV stand out from the others, with the aim of securing an interview with your desired company. Relationship with the Company and the Hiring Managers Sigmar Recruitment has established long-standing relationships with large multinationals, SME’s and start-ups across a variety of industries. Our recruiters have a direct line to the HR departments and decision makers in the companies that we hire for. We know when the jobs are coming up, what they are looking for both in terms of specific job requirements and cultural fit. Through liaising with hiring managers, our recruiters are able to ascertain the real requirements for the job, exactly what they are looking for in a candidate. Navigating Recruitment Management Systems Direct applications are becoming a thing of the past. If you have applied direct to a company, we cannot represent you for that company for a period of 6-12 months, under their Recruitment Management Restrictions. This means that an application that you haven’t put any thought into can hold you back from applying to your dream company for several months. Further to this, it is important to note that an application isn’t role specific and Recruitment Management Restrictions could apply even if you simply create a profile on a company website and don’t necessarily apply to any jobs. If you see a role advertised that is of interest – Contact your dedicated Sigmar Recruitment Consultant to see about them submitting an application on your behalf! Feedback A recruiter can provide you with timely feedback at every stage of the process, offering both formal and informal feedback. On the contrary, a direct application can often result in frustration whereby you, being any one of a hundred applicants on that day, apply directly and hear nothing back. Recruiters have a direct line of contact to the hiring manager expediting the process. Recruiters can also forward on your thoughts on the business and interview panellists after the interview, which may be able to put you in an even better light. Interview preparation So, the recruiter has submitted your (now amazing) CV to your dream company, and you have secured an interview… Now what? You will be provided with extensive interview preparation to ensure that you will be fully prepared to wow the interviewer. Over a coffee or a brief meeting at a time that suits you, you will go through mock interviews, be provided with insights on what the companies are looking for, what type of questions they ask and offered guidance on how best to answer them. You will walk into the interview confident and ready to knock ‘em dead! Negotiate on your behalf Negotiating salary and benefits can be unnerving, so why not leave it to the experts? Recruiters spend five days a week negotiating terms, conditions, salaries and rates. Recruiters are well-versed, they know what to ask, how to ask and what is attainable. It’s Free The service that recruitment agencies provide for the candidate is free of charge. The company that hires you will be charged a fee when you start working but this will in not affect you in any respect. If you are looking to move jobs or simply want to see what’s out there contact get in touch with us by email or call. If you are coming from a different background/industry/location pop onto our website: www.sigmarrecruitment.com and reach out to any of our dedicated Recruitment Consultants.
€13,100. Yes, seriously. A 2018 survey by Adare Human Resource Management estimates this to be the average price tag on a botched recruitment process in Ireland – and it’s only set to increase. With Irish business’s annual turnover exceeding the European average of 7.4% with a whopping 11%, and unemployment levels dropping to the lowest in a decade at 5.4%, it’s a jobseeker’s market and the pressure is on for companies to secure the best applicants in the shortest amount of time. It’s therefore impossible to overstate the financial benefits of using a recruiter to streamline the hiring process. Time is of the essence The longer a job vacancy remains open, the costlier it will be. The company is losing revenue every day that position remains unfilled. It is possible to work out roughly how much an open role costs a business using formula such as these. Recruiters work fast. They understand the interest in filling the vacancy as quickly as possible and act with a brisk efficiency enabled by years of practice in this specific field. Using a recruiter reduces the time it takes to find the candidate right for a position. Find the hidden gems It is getting increasingly competitive to secure strong applicants who are fielding rival offers from multiple companies, due to the aforementioned high turnover and low unemployment rates. However, using a recruiter taps into a category of contenders invisible to the untrained eye – passive candidates. Skilled workers who are not actively searching for a new job could be ideal applicants for a posting. According to a 2015 LinkedIn report, 70% of workers are not currently seeking a new job. Recruiters know how to seek these people out, widening the talent pool into a talent ocean! Save on Training A 2017 survey revealed that, on average, American businesses spend $1,886 training each new employee. Recruiters advise companies to hire candidates with the most experience and prior training available, reducing the amount businesses then have to spend on training them. Avoid a Bad Hire When you’re losing out on revenue each day from an empty position, it can be tempting to fill it as soon as possible with a candidate who may or may not be suitable for the role. However, that €13,100 figure is a strong argument for utilising all resources available to you to ensure that you select the right candidate – such as using a recruiter to streamline and advise your search.
In this modern era of hyper-connectivity, with smart devices that are so smart you can be contacted through your wrist watch, is there value in using a third party to help you find a job or are you better off going it alone? Well, with the global market seemingly more turbulent than ever and every company sending out similar soundbites on why they are the best, it’s increasingly hard to know what path to choose as a jobseeker. Jobseekers have never had it better with companies creating novel ways to attract new talent. Whether it’s a mini-golf course on the roof, an onsite masseuse, gym membership or yoga classes, it shows companies are aware of employee turnover and that the job itself isn’t enough to attract and retain talent anymore. However, on the other side of things, a job for life is clearly a thing of the past for most of the labour market, unless you’re a health professional or a teacher. This means more diversity in a person’s career, certainly among millennials, under 25’s and graduates in particular. This also means more disruption in previously stable careers and the need to diversify people’s skills and keep an eye on the market. It’s a dynamic environment in recruitment with marketing and internal recruiters partnering to attract the best staff, so why use a recruiter? Industry Knowledge Most recruiters specialise in one niche of the market and as a result become market experts within their sector and can give you a complete roadmap to the lay of the land. Going it solo will mean that you will have to do your own research about each company you are applying for who will each have their own unique requirements. Your recruiter, however, will be able to provide you with a company background, describe the team structure, the key aspects of the role and what exact experience the hiring manager is looking for. A recruiter will help you decide whether the position is for you and keep you updated as things develop in the market you’re in. Recruitment agencies provide a completely cost-free service to jobseekers. They only charge the companies hiring, so why not have unlimited access to the inner workings of the company you’re applying to and assistance for free? Direct Line To The People In Power Recruiters have a direct line to HR directors and hiring managers. Why not make the most of this? With a direct line to the people in power, you get the inside information on what makes a company, a department or even a specific job so exciting. If you have high goals of progression or want to work on a set type of projects, you won’t find this information through a job advert and may not realise if you have made a mistake until you’re in the job. Another aspect a recruiter can help with is when it comes to negotiating salary, the recruiter will know exactly what can be negotiated and keep things on track. You can focus on performing in the interview and the recruiter can handle all the awkward/difficult conversations. Your Own Personal Advocate Who doesn’t want someone singing their praises? With a recruiter you have your own personal cheerleader getting face time with people in power and telling them in no uncertain terms that you were made for this job and could do it blindfolded like Sandra Bullock in Birdbox. In all seriousness, a recruiter is trained find out your best qualities in relation to the job and make sure you don’t get missed by the hiring company. They can also help with CV re-design and know the best ways to catch the eye of the employer. Also, as mentioned, people are jumping jobs a lot more now which has previously been a serious red flag for employers. However, your recruiter can help explain your motivations and elaborate on your CV in minute detail to get over the initial hurdle of pre-screening. Practice Makes Perfect Interviews are a minefield. Say the wrong thing or react the wrong way and you will be stuck in no man’s land with no way back. Nike have a motto “Think training’s hard? Try losing”. Every day a recruiter prepares people for interviews, so let the experts show you how to ace every interview. They have the practice that can make you perfect! They will already have given you the background to the job, the hiring managers and the company, so the next logical piece of the puzzle is on the interview process. Recruiters will have reams of documentation but will always tailor the preparation for interviews to each person to maximise the value. The difference between you and the next person competing for the job is usually a small margin. That could mean that advice from a recruiter, who has placed plenty of candidates in jobs, could be the reason you succeed in getting the role. The future is bright for job seekers with more opportunities than ever. Partner with a recruiter who knows the industry, the companies hiring and who can help make the jobs market easier to navigate.
Being a recruiter isn’t for everyone but if you have these qualities, it could be the perfect role for you… Target Driven Recruitment is a competitive industry, so a recruiter needs to be driven and work well under pressure. As a recruiter, you will have weekly, monthly, quarterly and yearly targets to achieve. It’s a target driven career, so a person in recruitment needs to be motivated by targets and enjoy working to achieve long-term and short-term goals. Confidence Recruiters are often extroverts. A recruiter needs to network and interact with people on a daily basis, so it’s important that the recruiter is confident. It’s not only about being confident enough to network but to make others confident in you. It’s important that a recruiter shows confidence so that their client, candidates and their team is confident that they can deliver. Curious Someone who has an interest in digging for information and is naturally curious is an ideal recruiter. Being vigilant and eager to ask a lot of questions is the type of person who will find out everything they need to know and share the most up to date relevant information with candidates and clients. Curiosity killed the cat, but it made the recruiter. Superb Communication Skills A recruiter deals with people constantly so it’s important for them to be excellent at communication. Communication in every sense must be perfected by the recruiter and this means listening as well as talking and also written communication. There is administration work involved in recruitment so having good writing skills is very important. Marketing/Sales Skills In recruitment you will be selling the benefits of using your company to both jobseekers and employers. Sometimes you will even be seeking out new business by doing research on who’s recruiting and phoning around to talk to prospective clients. A recruiter needs to know how to market and promote the roles they are trying to fill for clients, as well as market their candidates to clients. If a recruiter has a handful of ideal candidates for a role and the client refuses to consider any of them, then the they probably aren’t suited to recruitment. A large part of recruitment is selling and if you don’t have negotiation skills or selling skills it’s probably not the job for you. Mentally Strong Recruitment comes with a lot of failure and I mean a lot! Sometimes you just miss out on your target, or your candidate pulls out of the process because they get another job or the role you were working on gets filled by someone else. Rejection is part of being a recruiter, but a great recruiter knows how to deal with it. We’re not saying in order to be a great recruiter you must accept failure and not react to it, but when things go wrong a great recruiter can deal with the disappointment and be equipped to self-motivate themselves to keep trying. Thinking about working in recruitment? Why not work at Sigmar? Contact email@example.com
Here at Sigmar our Recruiters work hard but have a lot of fun along the way. Check out what it's like to spend a day as a Sigmar Recruiter... If you want to be a Recruitment Consultant in Sigmar. Check out our job opportunities here
Recruitment agencies see hundreds of people pass through their doors on a weekly basis. However not all candidates show up prepared. Truth is you will get a lot more out of meeting with a recruiter if you spend some time preparing and thinking about what your next ideal career move is. At the same time, you also want to impress a recruitment consultant, as a consultant is only going to want to put forward the best candidates to their clients. So, with that in mind, here are some tips to keep in mind when meeting your consultant; Meeting a Recruitment Consultant is not an interview, but it kind of is… Meeting your recruitment consultant will be informal compared to a real interview. The recruitment consultant wants to meet face to face to chat about your experience and what you’re looking for and discuss any opportunities they have available. However, even though your recruitment consultant isn’t the person who is going to hire you, they have relationships with people who could. You should treat your meeting like it’s an interview. Act professional and do your best to impress this person who has the power to get you the job you want. Dress Formally… For minimal effort, dressing to impress is important. Even if your office attire isn’t formal usually, dress smart (ideally formal but smart casual as a minimum) when meeting your consultant. This says to your consultant that you are taking your job hunt seriously and it also reassures the consultant you will present yourself well to their clients in interview. Be on Time for the Meeting… Again, consultants are assessing you to see if you are suitable to present to their clients. Being late screams unreliable and they will question whether you would do the same for a client interview. On time suits recruiters best because they usually have back to back meetings and being too early or late will put their entire schedule under pressure. Be Prepared… Even though it’s an informal chat, you should still be prepared and be confident speaking about your experience. Checking over your CV to be sure or saying you don’t remember won’t make your recruitment consultant confident that you can present yourself well in an interview with their client. Don’t be Afraid to be Honest… The more information you give your recruitment consultant, the better understanding they will have of your career aspirations and goals and in turn they will be able to provide you with positions you are interested in applying for. Inform them of your priorities (salary, benefits, location, title, culture etc.) and what you are and are not flexible on. Knowing this information will prevent you being presented with opportunities you are not interested in. Follow Up… At the end of your meeting with a recruitment consultant, they will present you with open positions for you to consider applying for. Ideally, they’ll all be perfect for you but if not, don’t be afraid to let your recruiter know. Give them feedback and stay in touch with them, in some cases a recruiter can become a lifelong career advocate. If you want to get the most out of your meeting with your recruitment consultant, always come prepared. Not only with it impress the recruiter, but it will get you one step closer to finding your perfect job.
Recruitment agencies are often underestimated. A lot of people aren’t aware of the value a recruitment agency can have on a person’s job search or a company’s search for candidates. We have created a list of the most common myths associated with recruitment agencies, to set the record straight once and for all… “Recruitment Agencies are Expensive” One of the most common assumptions people have with recruitment agencies is, that you have to pay an agency to help find you a job. This is completely false. The way it works is that a recruitment consultant receives a fee from their client for placing relevant and qualified candidates in a job. You don’t pay the recruiter; the recruiter is paid by the agency they work for and the company who hires the jobseeker. “Companies can look after their own Recruitment. Agencies are Obsolete” Finding the right employee can be a long and complex process that even the most established human resources department in a large company can find difficult. Many companies utilize the expertise of recruitment agencies. With agencies having such a large bank of candidates on file and their own pool of specialist recruitment consultants dedicated to finding talent, recruitment agencies are invaluable to companies struggling to fill certain roles. “Recruiters don’t have Industry Knowledge” Often people think recruiters don’t understand the industry they are recruiting for. This is incorrect. Reputable recruitment consultants specialise in the areas they recruit for and have vast product knowledge of their market. Often a recruiter has a background in the area they recruit for or he/she is trained in that area so they understand what is required to work in that field. “Recruitment Agencies don’t care about Jobseekers” The perception of recruitment consultants is that they don’t care about their candidates and only want to place them in a job so they can make their commission. This may be true of some agencies, so you want to make sure you work with a reputable company. The success of recruitment agencies is dependent on the quality of the candidate’s they put forward to their clients i.e. your success is their success. Therefore, your agency should be working with you to find you a suitable position, provide you with detailed interview preparation and essentially hold your hand throughout the process.
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.
With the sun shining again on the Irish job market it’s vitally important that companies are standing out in the crowd when attracting talent. We are now slap bang in the middle of a candidate driven market so its imperative companies are doing everything in their power to entice top talent in today’s market. Here are some ideas companies should take on board: Fun Job Specs Jobseekers read through countless job specifications when deciding which role and company will be perfect for their next career move. Make sure the role sounds as interesting as possible and highlight how great a place your company is to work. Try to veer away from your standard job spec and highlight the good stuff that you know other companies won’t have.Think outside the box. Here is an example of a great job spec from a company who specialise in hiring socially talented people. Your benefits will include a fully paid mobile phone, health insurance, company MacBook and uncapped holidays (yes, that’s right, unlimited holidays!), yoga classes on Tuesdays, a work environment that includes great banter and craic, 2 goldfish, a ukulele, a SMEG fridge (just because), a great ninja mascot called Hiroto and a tendency to drink beer on Friday afternoons in the office. Doesn’t that sound like a place you’d love to send your CV to? They had me at ukulele! While not all companies offer this every company has its perks so dig deep and attract the right staff for your company. Graduate Recruitment Programmes Most companies roll out graduate programmes each year with great success. So why should the superstars of tomorrow start their journey in your organisation? This is your opportunity to show candidates exactly what they are signing up for from day one. When Dublin based IT Company Version 1 needed to hire 40 graduates onto their graduate programme last year they came up with a very clever marketing ploy. They used social media to design a campaign based on the TV show, Breaking Bad, entitled “Breaking Grads”. Needless to say they were inundated with applicants. Candidates latched onto their tongue in cheek message and wished to work in a fun environment which would also enable them to get over the death of Hank (c’mon if you haven’t watched it by now you deserve all the spoilers coming your way). Glassdoor Today it’s very easy for candidates to find out just how great a place your company is to work with online tools such as Glassdoor and Irish Jobs Company Reviews at their fingertips. In the age of Facebook, Twitter and LinkedIn everybody is a critic so make sure you are leaving a positive and lasting impression on every candidate and employee you encounter. Treat your employees more in the manner of Hank Scorpio and less like Montgomery Burns. Ask your current employees to review you online and allow them to take ownership of your company brand on their social media platforms by way of a referral programme. Recruitment Agencies You know those nasty recruitment agencies that contact you on a daily basis wanting your business and promising they can fill your roles. Well the majority of them are telling the truth! In a candidate driven market companies should be using all sources at their disposal in the hope of securing the best talent. Great recruitment consultants meet great candidates every day. Why not invite the next recruitment consultant you speak to down to your offices and sell your company to them. They can in turn sell you the best candidates. Even better, do your research and contact a recruiter that you think would suit your hiring needs. Corporate Social Responsibility Not every employee is motivated solely by money. A company’s Corporate Social Responsibility is extremely important when attracting the best talent. What work does your company do with the local community? What health and fitness programmes do you have in place for your employees? How ethical an organisation is yours? How environmentally friendly are you as an organisation? These are the questions the best candidates will be asking when determining which company to get behind. Make sure you are that company. For more information on writing job descriptions and finding the right candidate for your job contact Rob on 01-4744671 or send a confidential email to firstname.lastname@example.org