Connecting...

A LITTLE BIT ABOUT Sigmar

W1siziisijiwmtkvmdgvmtmvmdkvmzivmzgvmty5lzeymcbdb25zdwx0yw50cy5wbmcixsxbinailcj0ahvtyiisijewmhgxmdajil1d

Providing short term staff to support business continuity and business flexibility

W1siziisijiwmtkvmdgvmtmvmdkvmzivndevmjawl09mzmljzxmgtmf0aw9ud2lkzs5wbmcixsxbinailcj0ahvtyiisijewmhgxmdajil1d

Temps, vetted (where needed), qualified and available across Retail, Healthcare & Logistics

W1siziisijiwmtkvmdgvmtmvmdkvmzivndyvntuyl0luzgvwzw5kzw50lnbuzyjdlfsiccisinrodw1iiiwimtawedewmcmixv0

Full Admin & Payroll Team working around the clock to ensure a seamless on-boarding process for all temp hires ensuring full legal compliance.

W1siziisijiwmtkvmdgvmtmvmdkvmzivndgvnty2l1jldmlld3mucg5nil0swyjwiiwidgh1bwiilcixmdb4mtawiyjdxq

We can provide temps and contractors with fresh laptops, wiped after each assignment.

WORTH A READ... 

Keeping Company Culture Alive Across a Remote Workforce

Keeping Company Culture Alive Across a Remote Workforce

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

The Dos and Don’ts of Hiring Contract Workers

The Dos and Don’ts of Hiring Contract Workers

Taking on temporary staff can increase efficiency and productivity while offering workers flexibility. Here are some tips for finding the right candidates. Published in the Business Post 18th October 2020 The trend towards increased temporary and contract hiring has been magnified with the onset of Covid-19. Traditionally hired for cost-saving measures, temporary and contract staff are now hired more for their skills and expertise, for the efficiency and productivity they can bring and for the flexibility they give organisations. At Sigmar Recrutiment, we surveyed 1,000 companies in Ireland recently and 91 per cent said they were more likely to hire temps or contractors now than they were before Covid-19. This may be reflective of the need for flexibility in an abruptly volatile and uncertain market. The good news for employers, however, is that the pool of talent available for temp and contract work is probably the biggest it has been in a decade.Attitudes to this type of work have also changed post-Covid-19. In addition to our company survey, we surveyed 3,500 candidates and found that 82 per cent would be willing to consider temporary work if they were offered some flexibility, such as remote working. So, what is the best way to find and recruit these candidates? Here are some dos and don’ts to get you started. Dos: 1: Have a strategy for temps While recruiting temp or contract labour is sometimes brought on by unforeseen circumstances, successful hirers of temporary staff generally have a plan. Plans for 2021 are being formulated at most companies right now, so consider your plan for engaging flexible talent as part of your overall strategy. Who will own it, for example, HR, managers or procurement? Will you hire directly or through an agency? What is your projected spend – is it seasonal or year-round? 2: Have an EVP for flexible workers Employer brand and company culture are central to any talent acquisition strategy, but organisations predominantly focus on permanent hires. Multiple studies show the link between employee engagement and business performance. How costly is it to your brand if a temp worker is disengaged, feels undervalued, yet is customer facing for your company? Make sure you consider your employee value proposition (EVP) for temp workers. Get it right and it will yield a loyal and sustainable pipeline of flexible talent. 3: Be honest If there is potential for the job to turn permanent, shout this from the rooftops. In our recent survey, the possibility of a permanent post was the number one reason for candidates to consider a temp or contract role. On the other hand, if no permanent opportunity exists, be honest with this and manage expectations from the outset. Remember, many temporary and contract workers won’t consider a permanent job either, so honesty is always the best policy. 4: Consider a specialist partner At least consider the benefits a good agency partner can bring. Specialist agencies will already have pre-screened and pre-qualified candidates available immediately, saving you crucial time and effort. The agency takes on the costs of advertising across multiple channels, again saving you money and time. They look after employment contracts, help keep you compliant, and run payroll, saving you further on admin overheads. Good agencies can also validate salary levels and advise on availability of talent in the market. Don’ts: 1: Wait Apart from unexpected emergency cover, don’t wait until the last minute to look for temp or contract staff. Like all recruitment, forward planning will allow you to access better talent in higher numbers either directly or through a partner. 2: Ignore compliance Understand legislation as it applies to temps and contractors. Don’t assume that because they are temps, they have few or no rights. A good agency partner will help here. 3: Forget to measure No matter what size your flexible workforce is, don’t forget to audit it. How is spend on flexible workers controlled, for example, by HR, procurement or hiring managers? Keep an eye on tenures also. 4: Undervalue This is crucial. Remember, today’s temp may be tomorrow’s permanent member of staff. A good experience for a temp will encourage them to return, but also provides a rich pool from which permanent hires may come. While some view contractors as expensive, bear in mind the specialist expertise they can bring with them, and remember they can also transfer their knowledge to your internal staff, improving the overall level of expertise within your organisation.

Temp Staff


Looking for cover? We can have temp staff working within 24 hours with fresh laptops, wiped after each assignment.