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 firstname.lastname@example.org
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 email@example.com
Have you ever been handed a job description and felt like you’ve just been given something in a different language to decipher, a language that you are far from fluent in. It can be intimidating and hard to know where to begin. A quick google search of some of the keywords might give you a small bit of insight but if time is of the essence you don’t want to spend hours trawling through Wikipedia pages and other websites on a wild goose chase that brings you no closer to deciding on a recruitment strategy for this role. Go To the Person That Does Understand the Requirement Is there an expert in the business who can explain to you the ins and outs of this job? The hiring manager might be the obvious person to go to however sometimes they are not available. Is there someone in the business doing the job already or a colleague from the same team that could help you? Or is this job coming about because a person is leaving; can you pick their brain? Ask them to explain the set-up of the team, the larger function, and the systems that are required. If you get lost in the explanation, be honest with them, ask them to pretend they were explaining it to an alien who has just arrived on Earth and knows nothing about the company and job itself. Minimize the Risk of Screening out Potentially Suitable Candidates You don’t want to regret candidates simply because you don’t understand their CV. You need to know what the prerequisites are for this job and what is flexible. At the same time don’t be obsessed with looking for certain terms only. Find out what alternative words might be found on the CV of a potentially suitable candidate whether it is a job title, experience, degree etc. If they need systems experience are there alternative systems that they might have used before that could work in this instance? Are there certain skills that can be learned on the job? Don’t Try and Bluff It It’s better to be honest with the candidate or hiring manager when you don’t understand what they are talking about. If you try and blag it, they will pick up on it and you are going to lose their respect. This will not create a positive experience for the company. Ask the hiring manager what type of screening questions they think you can use and what sort of answers they would accept as sufficient? LinkedIn Is Your Friend Type the job title into LinkedIn and check out a few profiles of people who are already doing this job. What companies do they typically work in? What is their academic background? On LinkedIn how do they explain what they do? What was their previous job title? All of these will give you vital clues as to suitable backgrounds. Ask For Help You might fully understand the job but that doesn’t necessarily mean that you are going to have a lot of suitable candidates. Not knowing the career path a candidate needs to take before getting to this position or having no contacts in the industry may hinder your progress. If this is the case you might want to consider getting help from a recruitment agency. Remember a specialist recruiter spends all day working within their given market so they should be able to understand both what the job looks like and more importantly what the ideal candidate looks like. Don’t be afraid to call one to ask for advice, most recruiters are happy to give their time and advice to those in need.
Within the last 12 months the Irish market has seen a huge surge in the demand for accountants across a variety of sectors within Financial Services and Industry. An increase in the number of accounting and finance roles means it is a candidate market and companies must find methods to speed up hiring processes in order to prevent the loss of top talent. To help speed up the recruitment process we suggest taking the following steps: Produce a Detailed Job Spec Having a clear and descriptive job specification will support the hiring manager in attracting top talent. Not only will this entice relevant candidates it also saves time further on in the hiring process when identifying how a candidate can actively contribute to the organisation. When identifying what the skills required for a specific role are it is important to acknowledge what the individuals objectives are going to be within the company and ultimately what you want them to achieve. Organisations need to reflect on the type of person that will fit into the team. Use a Reliable and Trustworthy Specialist Recruiter This may appear to be an obvious statement, however choosing a recruiter who understands the Irish market and who can identify the best candidates will speed up the hiring process considerably. An effective recruiter will understand a finance job spec, meet candidates face to face and scrutinise CVs to ensure that a candidate has the relevant skills and experience you require. In some cases specialised recruiters will also conduct competency tests to ensure the best candidates are being brought to interview. Set Interview Dates In Advance For every organisation it is paramount that they plan hiring processes in advance. If an interview process includes 2-3 rounds and involves multiple individuals in the business then it is important to make sure everyone is freely available. Companies must be flexible to meet candidates outside of work hours to ensure they don’t lose candidates to competitors. I would strongly suggest that companies assign a few days or afternoons for interviews, first and second stage if necessary. Once there is a clear plan in place, it will allow for a speedier hiring process. Use Technology With more and more accountants returning to Ireland from international markets it is important for companies to attract talent before they return home. Companies can now utilise Google Hangouts to pre-interview candidates as well as using Skype and other video conferencing software as this helps to cut down on any unnecessary travel. Make an Immediate Offer If an organisation is interested in a specific individual after the final interview then I suggest offering the role immediately after. The days of waiting a week to offer a candidate a position are long over. If a company decides to wait a day or two then expect to lose out to a competitor. If you are finding is difficult to fill an accountancy position or would like more information on the employment or recruitment market in Ireland at the moment please contact me on 01-4744626 or email me on firstname.lastname@example.org