IT Jobs Market 2023According to a report released by Eurostat, employment in Ireland in NACE category J62 (Computer programming, consultancy, and related activities) reached almost 120,000 at the start of 2022, increasing from 80,000 as recent as the end of 2019. The market is now moving from what was an unsustainable level of demand for technology talent to a more sustainable level- ensuring the market remains highly competitive. Whilst there has been news of layoffs in SaaS Technology companies, traditional industries such as Finance, Banking, Fintech as well as Life Sciences/Biopharma continue to hire at rapid rates, ensuring the market is still holding strong. Employers across multiple sectors (particularly Fintech) are still hiring highly skilled tech talent and are now more open to candidates relocating from Mainland Europe. Onboarding and Aftercare remain highly important as candidates are still prone to receiving multiple offers due to high levels of competition. Download our 2023 IT Salary Guide for IrelandAreas of DemandSoftware engineering remains the most highly sought-after skillset, with a particular focus on DevOps, Java, Python, .Net, React and Angular Js. With the continued rollout of digital transformation projects across Irish businesses, QA also remains in high demand. This move towards automated processes has allowed employees within heavily manual positions to upskill in areas such as SDET and RPA. Within an uncertain marketplace, businesses continue to be data driven; choosing to lean on their analytics teams where possible. Data Engineering appears to be the role highest in demand within this vertical, closely followed by data science. With the continuation of a hybrid working model, infrastructure remains as important as always. Most Irish based companies are choosing to move towards a serverless environment, which means there is a high demand for Site Reliability Engineers, Systems engineers, Cloud Engineers as well as technical support specialists at all levels. Ireland has a rich talent pool for executive level talent within IT, ranging from Software Engineering Managers to CTOs. With the continued pattern of new market entrants on the FDI side, these positions remain in high demand. Competitive PackagesTo ensure competitive advantage, employers must offer base salaries, benefits, and perks in line with the market expectations or else risk losing strong candidates from recruitment process. In terms of monetary benefits, healthcare remains the most highly sought from candidates post-covid times followed closely by pensions. This could be linked to a heavier focus on financial security for the future. An interesting development of late, is the increasing number of companies using sign on bonuses to secure new hires- We expect to see this continue throughout 2023 as companies fight to retain current employees and attract new hires. To maintain a competitive advantage, employers also need to be mindful of employee experience.Individualized experience proposals given to candidates or employees may be beneficial for employers to remain competitive in:CollaborationEquity in cultural experiences for remote/in-office workersEmployee well-being How employers handle these elements will ultimately determine how successful employers will be in the battle for talent. Demand for Remote WorkHybrid working policies are now the most popular model offered to permanent employees, with 85% of our clients offering 3 days in office/2 days remote working. With the balance in the tug of war for talent shifting more in favour to the employer, companies are now addressing WFH policies on a more individual basis rather than a blanket policy. Flexibility for fully remote work appears to be offered however to candidates in the most demanded areas, with the caveat that they are based in the Republic of Ireland and will travel to the office on an ad-hoc basis when required. This may reverse as job security heightens as a priority in a tough economic climate. ContractorsBusinesses are continuing to look to Contractors to fill gaps in their teams in tandem with permanent positions; a trend we foresee continuing throughout 2023. An interesting development in the market is that it is no longer just large organisations leaning on contractors. SMEs are also now tapping into the contractor talent pool as a way of supplementing their workforce- especially now that permanent salaries appear to be on par with contractor daily rates due to market inflation. We particularly foresee an increase in demand of contract roles across Cloud, Data and Development.Outsourced IT functions also appear to be on the rise for more commercially focused IT positions (Business Analytics, Project managers) as well as infrastructure support. Increased RatesAs a result of the increase in demand, due to several variables ranging from talent availability, higher levels of competition, perceived instability of the IT market portrayed in the media as well as a somewhat limited talent pool, contract rates have been on the rise and will continue to increase in 2023.It is now common practice for a contractor to ask and receive rate increases when their contracts are up for renewal. Recruitment and retention therefore remain high priorities for companies using contractors. Remote WorkWith organisations now comfortable with remote work arrangements, the market has opened up to all areas of Ireland. A noticeable trend has arisen for IT Contractors based in the regions who are now being able to work for large multi-national organisations in their own cities whilst receiving the same rates of those based in the capital.This has therefore resulted in daily rates within regional areas of Ireland to be on par with those of in the major cities.All-in-all, we are optimistic about the IT Contracts job market in 2023 with plentiful opportunities across infrastructure, development and data in particular. IT Salary Guide 2023Download our 2023 IT Salary Guide for Ireland
It only takes somebody between 6–30 seconds to form an opinion of someone they’ve met for the first time, and job interviews are no exception. We’ve all heard the phrase ‘actions speak louder than words’ and though it has become somewhat of a cliché, utilising this information can determine your success in an interview. So, you’ve researched your employer, practiced your responses to typical questions, arrived on time and appear neat and well groomed. Here is how to make the best first impression, along with some dos and don’ts to be mindful of during the interview: The First 30 Seconds Enter The Room With Confidence This will likely be the first time the interviewer sees you (unless they have greeted you upon entering the building), so make sure you appear as professional as possible. Don’t slowly open the door, nervously poke your head around and tippy toe over to your seat with your eyes locked to the floor. Stand up straight, open the door and walk in with calm confidence and good posture. Offer an initial greeting as you enter, such as a ‘Good Morning’ or ‘Hello there it’s nice to meet you,’ and rather than turn your back to the people in the room as you close the door, use your less dominant hand to close the door behind you whilst maintaining eye contact. Walk over confidentially to shake your interviewer’s hand or take your seat if you are prompted to do so. The Handshake Mastering the perfect professional handshake is a key skill you will utilise at many points in your professional career, though its important to neither be too forceful or too submissive. An overly aggressive handshake can come across as trying to hard, yet a weak handshake conveys a lack of confidence. Keep your handshake firm, but don’t crush their fingers, maintain eye contact and smile. Eventually you will develop the muscle memory needed when applying the correct amount of assertiveness for a handshake, but in the meantime, it never hurts to practice with a friend or relative. As You Sit Down Under no circumstances should you simply slump into your seat like a sack of potatoes. This shows a general ‘I’d rather be anywhere but here’ attitude, which of course will negatively impact your interviewer’s perception of you. As you sit down, keep your back straight and tuck your chair in if you are sitting at a table. During the interview Posture Maintain good posture but stay relaxed and try not to fidget. Don’t appear too rigid or stiff, as this shows you’re ‘on edge’ or trying too hard to look a certain way. When you’re sat up straight, imagine there’s a circle around your head, and try to keep your head inside this circle. If you lean back too far into your seat, you appear disinterested or too relaxed, but if you lean too far forward, it can come across as somewhat intense, or that you are trying too hard to seem engaged in what the interviewer is saying. It is OK to lean forward slightly ever so often, as it shows that you are listening, but don’t overdo it. Appear Open DO NOT CROSS YOUR ARMS! If there is any bigger indication that somebody is nervous, reserved, or holding back, I have yet to discover it. It is best to keep the hands on your lap or position your arms either at your sides or on the table. Avoid twiddling your thumbs or touching your hair or face. All of these are your body’s unconscious efforts to shy away from a situation. Remember to show confidence and that you are at ease with the situation. It’s fine to gesticulate when giving answers, but don’t go overboard. Smile A job interview can make anyone nervous, and recruiters seldom employ miserable people. The simple fix is to just smile. A smile can lower the stress levels and make you feel more relaxed. You will look comfortable, personable and ultimately, more likeable. The Eyes We have addressed the importance of maintaining eye contact without staring into your employer’s soul, however, when not maintaining eye contact, your eyes can give away more than you realise. Typically, when a person looks to their right while formulating a response, they are creating an artificial construct i.e., creating something that they haven’t seen or heard before. On the flipside, if they look to the left, they are recalling information about something they’ve seen or heard. A lot of these are unconscious movements that the body makes in a reaction to formulating a response and can be difficult to control, namely casting eyes to either relevant sides of the brain that deal with memory or imagination. However, the best way to avoid this happening is to simply prepare your responses to common interview questions in advance, so as not to be tripped up by a question you weren’t expecting. At the End of the Interview Don't Appear Rushed Your behaviour here will confirm your interviewer’s final perception of you, so quickly scrambling out of your seat, gathering your things and bolting out of the door is a sure fire way to leave a bad lasting impression. It makes you look like you just can’t wait to get out of there and breathe again. Instead, try to leave as confidently as you entered. Offer a final handshake and thank your interviewer for their time and express gratitude for the opportunity. If everybody is leaving the room together, match their pace and offer to hold the door if they aren’t already holding it open for you. Offer a final goodbye as you turn to exit the building. It’s worth bearing in mind that you may be watched as you walk out of the building, so try not to break composure and stride just yet! In Conclusion Ok so we’ve covered A LOT here, and you may finish this article with even more things to worry about than before. However, if you take one thing away from this, it’s that the simple way to avoid giving a negative impression to your interviewer is to remain calm, composed and confident. Should you worry that things are going astray, just remind yourself that your employer has chosen to interview you, so they are already impressed and think you are a good fit for the role. Remember to be open and polite, and you’re sure to walk away with a smile on your face.
Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors.The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says:“The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic.“The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.”IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum.The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics.Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.”Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months.Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.”Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.”He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”
With the majority of our teams now working remotely, the challenges of creating and maintaining company culture are evident. Technology can’t replace what the workplace provides: community, camaraderie and shared purpose. Now, more than ever, maintaining culture matters. Here are some ideas on instilling company culture across remote employees: 1. Connect Back to Your Values & Purpose For many of our staff currently, working remotely has been unexpected and in the face of a global health crisis, many are at a loss for what to do. For some work may feel insignificant now, so as their manager this is your time to help employees find meaning and reconnect back to your company’s values and purpose. While you may not be a company at the frontline, you still have a positive impact on people’s lives. Remind your employees of how their contributions add up to something much bigger and that we are all in this together! 2. Communication is Key Communication within divisions, one to one, social gatherings, company updates, all need to be consistent. This maintains relationships and promotes inclusivity. Create an open and transparent communication policy. This allows people to be themselves and feel comfortable reaching out via online chat platforms. Set expectations on communication methods. Where do meetings take place? What tool is for social sharing? Finally, you need to put an emphasis on positivity in your written communication. With the absence of face to face interactions in virtual conversations, it is easy for tone to be interpreted negatively so you need to be extra careful to be positive. 3. Mimic the Water Cooler Effect As mentioned, many of our staff are currently missing the day-to-day work interactions they have with their colleagues. Therefore, assign a platform where team members can live chat, share files, post photos and collaborate throughout the day to mimic everyday office life. This can be where some of the best ideas and knowledge can be shared yet at the same time promotes inclusivity and the sense of “team”. 4. Trust In a remote team, there aren't any silly rules about being in your seat during certain hours of the day. This means at the end of the week you either have something to show for your week or not. This means you trust that your teammates are getting something done. But also, that your teammates trust you. To earn that trust you want to make sure you have something to show for your work each week. 5. Focus on Health & Wellbeing In the midst of a global pandemic, now is not the time to forget about your wellness programme when stress and anxiety is elevated. Make sure to check in with remote employees that they are taking breaks, finishing on time, and are maintaining a healthy work-life balance. Make online workouts available to your employees allowing them to take part in physical activity. Perhaps set a company challenge such as a step challenge to get employees engaged in physical activity and as a plus networking with colleagues. For those struggling with sleep or anxiety, provide access to meditation or breathing courses. And to look after financial wellbeing consider organising webinars on topics such as managing a household budget, how your pension works, setting financial goals etc. 6. Rituals and Traditions Creating traditions with your team members, regardless of how often they happen, helps keep teams cohesive and encourages open communication and trust. Before you were thrown into the digital remote working world, undoubtedly you had traditions in place for how promotions, achievements and even birthdays were recognised. To keep spirits up, it’s crucial you keep celebrating these milestones. 7. Ask for Feedback Finally, the introduction to remote working has been unprecedented for many of us. Therefore, ask employees for honest feedback and suggestions. Use a pulse survey to get real data on this. "You don’t need everyone physically together to create a strong culture. The best cultures derive from actions people actually take.” Jason Fried and David Heinemeier Hansson, Authors of Remote
Sigmar Recruitment and Alison today announce a COVID ready learning partnership as part of the emergency jobs initiative www.covidresponsejobs.com.The initiative is an online platform set up by Sigmar Recruitment to help connect the displaced workforce with current frontline job opportunities, and to upskill the restricted workforce to enhance career prospects and enable a faster economic recovery.Alison, one of the largest learning websites worldwide, is now offering access to all of its courses free and unencumbered through www.covidresponsejobs.com. The learning content being offered through the platform has been hand curated to reflect in-demand, recession-proof skills across an array of business and IT disciplines, including;data scienceproject managementcustomer serviceaccountingweb developmentcomputer networkinge-commerce The core learning has been paired with lifestyle courses covering mental health, stress management and practical content on parenting while working from home for example aimed to support those working remote throughout the crisis period and beyond.The learning pathways have also been designed with jobseekers in mind with content on public speaking, job hunting, personal development supported by jobseeker advice on how to compete in the current marketplace, including tips on video interviewing, digital collaboration, remote onboarding and much more.Commenting on the partnership, founder of the initiative and Sigmar CCO Robert Mac Giolla Phádraig says: “As one of the world’s largest free learning platforms, Alison presents an excellent opportunity for newly unemployed in Ireland to upskill. The learning content has been COVID curated for maximum impact encompassing business skills, IT skills, mental health and personal development. We also aim to support the restricted workforce by providing upskilling opportunities during the downtime, to better equip our workforce to rebound from the crisis in the medium term.”Speaking at the announcement, Alison Founder & CEO, Mike Feerick stated that the gesture is one Alison is happy to make. “While being a global learning business, most of our team live and work in Ireland and know personally people whose employment has been jeopardised by the coronavirus pandemic crisis. Alison has over 1,500 free certificate and diploma courses, in subjects from project management, languages, IT, to health & safety, elderly caregiving, MS Excel and free courses on GDPR.“If you have been laid off, it is an opportunity to build up and strengthen your workplace skills to enhance your chances for employment in the months and years ahead. We are delighted to partner with Sigmar on the COVID Jobs Initiative.” www.covidresponsejobs.com is a for purpose “Team Ireland” initiative created by Sigmar Recruitment, supported by Alison, Candidate Manager, The Irish Times and Communicorp, established to mobilise the Irish Workforce.
Rossa Mullally spoke to Jennifer Zamperelli on 2FM recently to share his tips and advice for video interviews...
In light of the COVID-19 pandemic, which has seen hundreds of thousands of people lose their job, both temporarily and permanently, Sigmar Recruitment is today launching an online platform to connect jobseekers with employment opportunities as well as offer upskilling opportunities for the restricted workforce to ensure a smoother return to the workplace once the isolation restrictions have eased.The initiative is online for ease of use by those at home. Jobseekers are invited to register on the website, so that employers can make direct contact for current opportunities. Jobseekers sign up for a daily email, which will inform them of companies that have immediate vacancies on either a permanent or temporary basis. Jobseekers can then apply directly to employers.The site also offers highly relevant jobseeker advice on how to compete in the current marketplace, on a range of workforce topics, including tips on:video interviewingonline engagementsocial brandingdigital collaborationremote workingCOVID restriction employee rightssocietal consciousnessremote onboarding and much more Furthermore, the website also directs jobseekers to free online training to support upskilling during down time.Employers can post immediate or short-term staffing requirements for free so Sigmar can keep supply chains running and redeploy Ireland’s workforce that have been affected by COVID-19. Employers can also “shop direct” for talent on the website.Commenting on the initiative, founder of the initiative and Sigmar CCO Robert Mac Giolla Phádraig says: “www.covidresponsejobs.com was created by Sigmar Recruitment to support displaced workers and employers during the COVID-19 outbreak. Our aim is to connect people who have been impacted by short-term business closures with employers who have seen rising demand for frontline staff, those in healthcare and those needed to keeping Ireland’s supply chains operating.“The economy has temporarily stalled and the traditional recruitment process is on its head. However, the current pandemic has created new positions especially in retail, distribution, manufacturing and the health sector, to include many administrative, customer support and back office roles. In addition, we are actively supporting many other organisations balance business continuity with sustainable employee flexibility throughout the crisis.”Commenting on the restricted workforce, Mac Giolla Phádraig adds: “With the introduction of the COVID 19 Wage Subsidy Scheme this week, a significant cohort of the workforce is now likely to be retained, but with restricted workload. We aim to support the restricted workforce through upskilling during downtime, to better equip our workforce to rebound from the crisis in the medium term.“At this time of national crisis, we all have a responsibility to play our part. At Sigmar, we have adopted a frontline first approach and will deploy all resources available to us to support the national interest. “www.covidresponsejobs.com is created by Sigmar Recruitment, supported by Candidate Manager, The Irish Times and Communicorp
Are you in a job in which you feel you’re doing well, have mastered your role and feel like you’re ready to take on more responsibility? If so, it may be time to ask for a promotion. There are a few ways you can approach this; Reflect Think about what it is you want. Are you looking for more responsibility? More money? To manage more people? Knowing what you want from your promotion is the first thing you need to assess before approaching your boss with the request. You need to have a clear idea of what it is you want before you can ask for it. Going in with just the idea of wanting a promotion without giving it any thought, is a sign that your request will more than likely be rejected. Be Prepared Know in your head all of the projects you’ve worked on. Know any statistics, facts and figures that will support your request for a promotion. Prepare a list of your accomplishments and be ready to talk through each of them with your manager. This is the best way to approach your manger about wanting a promotion and then follow up afterwards with an email. The email should state clearly why you want a promotion and the reasons why you feel you deserve one. It will also give your manager something to look over while he/she is deliberating. Get the Timing Right Timing is everything. Being 6 months in a job and asking for a promotion is never going to be a good idea or 6 months after being given a previous promotion. You need to have worked up enough time and be succeeding in your current role before you can consider a promotion. You need to ask yourself, is now a good time for more responsibility? If you feel you are managing your workload well and are ready and capable of more responsibility, then you can be confident when asking for a promotion. Ask for Feedback In the run up to asking for your promotion, check in with your manager that they are happy with what you are getting done and ask if there is anything else they would like you to work on. If you are consistently getting positive feedback from your manager, it's an indication that there may be opportunity for a promotion. Follow up If you have already asked for a promotion and you haven’t been given an answer weeks later, you will need to follow up. Request a meeting with your manger specifying that you are seeking an answer about the promotion. Be Patient Don’t assume a discussion about a promotion is a once off. It is often a series of conversations over a period of time. Your manager may not even come back to you for a week or two with their answer and he/she may follow up with questions. If unfortunately, you aren’t successful in receiving a promotion immediately, ask what you need to achieve/work on in order to receive a promotion. Armed with this information, you can work on achieving these targets to ensure you receive one in the near future.