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Are Your Ducks in a Row?

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#AreYourDucksInARow? #LearnFromTheirMistakes

In this edition of Learn From Their Mistakes, we highlight how critical references are in securing a job offer—far from being a formality, they serve as the final checkpoint in a lengthy, costly hiring process. While candidates often focus on acing interviews, many underestimate the damage a poor or missing reference can cause. Employers increasingly require official company emails and completed reference forms that go beyond confirming employment dates, seeking real insight into past performance and reliability. With the cost of a bad hire averaging €34,000, businesses are right to be cautious. A weak referee—or one who doesn’t respond at all—can lead to an offer being rescinded, regardless of how well a candidate performs in earlier stages.
In this edition of Learn From Their Mistakes, we highlight how critical references are in securing a job offer—far from being a formality, they serve as the final checkpoint in a lengthy, costly hiring process. While candidates often focus on acing interviews, many underestimate the damage a poor or missing reference can cause. Employers increasingly require official company emails and completed reference forms that go beyond confirming employment dates, seeking real insight into past performance and reliability. With the cost of a bad hire averaging €34,000, businesses are right to be cautious. A weak referee—or one who doesn’t respond at all—can lead to an offer being rescinded, regardless of how well a candidate performs in earlier stages.
Table of Contents
  1. Learn From Their Mistake:Are Your Ducks In A Row? Employers Are Wary
    1. The Reference That Cost the Job
    2. Employers Aren’t Just Hiring. They’re Justifying.
    3. The Wrong Referee Can Ruin Everything
    4. Let’s Be Practical: How to Choose a Good Referee
    5. Employers Are Wary—and With Good Reason
    6. Final Word

Learn From Their Mistake:
Are Your Ducks In A Row?
Employers Are Wary

And With Good Reason!

The Reference That Cost the Job

Let’s be blunt. No matter how dazzling your CV is, how charming you are in the interview, or how many times you “manifested” the job—if your reference doesn’t back it up, your job offer can vanish faster than your last sick day excuse.

References. That word you skim past at the end of job ads as if it’s just a tick-box formality. Hate to break it to you, but for most employers, references aren’t an afterthought. They’re the final checkpoint before onboarding. And yes, they can absolutely make or break you.

Employers Aren’t Just Hiring. They’re Justifying.

Here’s what most candidates don’t realise: by the time an employer gets to the reference stage, they’ve already jumped through a ridiculous number of hoops just to get you there.

They’ve written a business case to get hiring approval. They’ve paid anywhere from hundreds to thousands to advertise the job (seriously—newspapers, LinkedIn, bus stops… it adds up). They’ve filtered out the ‘I’ll give anything a go’ crowd who didn’t read the ad properly. They’ve sat through rounds of CV screening, shortlisting, phone calls, and interviews. And finally, finally, they’ve found their preferred candidate. That’s you.

Then come the references. The safety net. The final reassurance that they haven’t just hired the world’s most convincing actor.

Because let’s face it—some candidates are brilliant in interviews. Too brilliant. Telling employers exactly what they want to hear, right down to parroting the company’s mission statement. But what they did in their last job? That’s a whole different story. And this is where the referee steps in.

The Wrong Referee Can Ruin Everything

We’ve seen it all:

  • Candidates putting down their mates as references (using personal email addresses, of course—nothing screams “I made this up” louder).
  • Referees who ghost the process entirely—no response, no completed forms, nothing.
  • Referees who give such lukewarm responses, you’d swear they were trying to get revenge for stealing their parking space.

Employers are getting smarter. Most now insist on official company email addresses for references, not a Gmail or a Hotmail from your ex-manager-turned-friend-turned-untraceable. And many won’t accept the standard “letter of employment” anymore—it’s not enough. Reference forms now ask about performance, attitude, absenteeism, and whether you’d be re-hired.

And if the form doesn’t come back? Or worse, comes back half-completed with vague answers? That shiny job offer starts to wobble. In fact, we’ve seen offers pulled entirely because a reference didn’t materialise in time. And it’s always gutting. Weeks of effort, all undone because someone you trusted to help you get a job… didn’t.

Let’s Be Practical: How to Choose a Good Referee

🟢 Choose someone who actually remembers you – ideally someone who managed you directly.
🟢 Make sure they’re still with the company – HR can’t verify details from someone who’s since left.
🟢 Give them a heads-up – don’t list someone without checking first. If they’re going on annual leave for a fortnight, your job could be at risk.
🟢 Share the job description – help them write you a reference that actually matches the role you want.
🟢 Double-check their contact details – typos in an email address? That form’s not going anywhere.

Employers Are Wary—and With Good Reason

We’re seeing more and more employees change jobs every 3–6 months. It’s not always a red flag—but when it keeps happening, and a reference confirms they “struggled to take direction” or “weren’t the right fit for team dynamics”? That’s a red flag on fire.

Hiring the wrong person costs businesses, on average, €34,000. That’s not just salary—it’s training, onboarding, lost productivity, and starting the process all over again. So before you ask “Can’t they just trial me?” ask yourself if you’d work for free for six months. Because that’s how long it can take to get someone up to speed.

Final Word

References aren’t an optional extra. They’re not a tick-box exercise. They’re the moment where your CV and your real-life performance collide—and sometimes explode.

Pick your referees wisely. Prep them. Follow up. Because when it comes to job offers, silence from a referee can be just as loud as a rejection.

Caught In The Act

By

#CaughtInTheAct #LearnFromTheirMistakes

In this edition of Learn from Their Mistakes, we explore how one employee’s seemingly harmless decision to call in sick and attend a concert spiralled into a costly lesson in honesty and digital visibility. While cheeky sick days are nothing new, her choice to also claim sick pay crossed a line—and karma delivered. Unaware that someone in HR had a son at the same concert, she was unknowingly photographed and publicly outed online. The result? A disciplinary warning, a company-wide policy change, and a damaged reputation. The story serves as a reminder that in today’s digital age, your social media can—and often will—tell a story you didn’t intend.
In this edition of Learn from Their Mistakes, we explore how one employee’s seemingly harmless decision to call in sick and attend a concert spiralled into a costly lesson in honesty and digital visibility. While cheeky sick days are nothing new, her choice to also claim sick pay crossed a line—and karma delivered. Unaware that someone in HR had a son at the same concert, she was unknowingly photographed and publicly outed online. The result? A disciplinary warning, a company-wide policy change, and a damaged reputation. The story serves as a reminder that in today’s digital age, your social media can—and often will—tell a story you didn’t intend.
Table of Contents
  1. Learn from Their Mistakes: Caught in the Act: Why Your Social Media Might Be Sabotaging You
    1. Honesty Is the Best Policy – Especially with Recruiters
    2. Yes, They Will Look You Up
    3. The Sick Day That Bit Back
    4. What You Should Do Instead

Learn from Their Mistakes:
Caught in the Act: Why Your Social Media Might Be Sabotaging You

Private Profile. Public Consequences

Honesty Is the Best Policy – Especially with Recruiters

One of the best parts of our job is speaking with applicants. Unlike when candidates apply directly to companies—where they tailor answers to what they think the hiring manager wants to hear—agencies like us tend to get the more honest version. “I want hybrid.” “I’m looking for €45k.” No fluff, just facts. It’s refreshing, and more helpful. We can tell straight away whether the role we’re hiring for is going to be a match or not. No time wasted—for us or them.

This honest exchange is one of the reasons our placements stick. We treat recruitment like matchmaking. (One of our very first candidates, placed in 2003, is still with the same company.) But in recent years, social media has crept into the process in ways that many jobseekers haven’t quite grasped—or underestimated.

Yes, They Will Look You Up

Here’s the reality: hiring managers do check social media. Not necessarily during the initial CV sift—there’s no time. But by the interview stage? Absolutely.

And before you relax thinking “My profile’s on private,” remember private doesn’t mean invisible:

  • Your profile photo, bio, and followers are often still visible.
  • A friend tagging you in a public post can undo all your privacy settings.
  • Your CV + email address = an easy search.

Many people use the same handle for everything, and that’s more than enough to find you. Especially when your contact details are linked to your socials.

The Sick Day That Bit Back

This story was shared with us specifically for our Learn from Their Mistakes series, and it’s the kind of tale that leaves hiring managers shaking their heads.

An employee rang in sick one morning. She wasn’t sick. She went to a concert instead. Now, let’s be honest—while not exactly commendable, this sort of thing isn’t unheard of. A cheeky day off here and there? Most would raise an eyebrow, maybe even roll their eyes—but they’d move on.

What tipped this from cheeky to outrageous was her decision to claim sick pay. She got a medical cert and submitted it to HR, hoping to be paid for the day. That’s not just bending the rules—it’s breaking them for personal gain.

And here’s where karma steps in.

Unbeknownst to her, someone in HR had a teenage son who also went to the concert. He snapped a photo of himself at the gig and posted it publicly on social media. Standing right beside him, grinning in the background? The very same colleague who’d called in “too ill to work”.

The outcome? A formal disciplinary. A new company-wide sick leave policy. And a reputation in tatters—not just for dishonesty, but for selfishness that impacted her colleagues. All for 70% of a day’s pay.

What You Should Do Instead

  • Think before you post. If you wouldn’t say it in the interview, maybe don’t publish it online.
  • Check your digital footprint. Even without direct links, your online persona can be traced.
  • Avoid mixing sick days with selfies. Especially if you’re also submitting medical certs.

Your online identity is part of your professional image, whether you like it or not.

Press Release

By

Dublin, Ireland – 25 June 2025

Hall Recruitment Launches JobSpec.ai, a Fast, Private Way to Build Accurate Job Descriptions and Salary Ranges

Free browser-based tool helps employers cut hours from the hiring cycle without sharing sensitive data.

Hall Recruitment today announced JobSpec.ai, a free online tool that generates ready-to-advertise job descriptions and market-tested salary bands in seconds. The service is aimed at HR teams and business owners who need to move quickly from “We need someone” to first-round interviews—without trawling salary guides or re-drafting the same role profile for the umpteenth time.

“Clients often come to us midway through the hiring maze, frustrated and short on time,” said Catherine Murtagh, Co-Director of Hall Recruitment. “JobSpec.ai removes two of the slowest steps—writing a spec and validating pay—so employers can focus on meeting candidates rather than formatting documents.”

Addressing a common pain point

Hiring typically means juggling approvals, pay research, a fresh job description, advertising, screening, and interviews. In fast-growing or lean teams, producing a credible spec can stall the entire process. JobSpec.ai tackles this by:

  • Combining standard responsibilities and requirements for hundreds of roles with the latest Irish salary expectations.
  • Allowing users to tailor wording, seniority, and benefits while ensuring the essentials are covered.
  • Delivering results instantly on-screen—no PDFs emailed, no log-ins, no data captured.

“The first draft is often the hardest. JobSpec.ai gives you that draft so you can spend your energy judging whether a candidate will fit your culture, not whether you’ve missed a bullet point,” added Thomas O’Keeffe, Marketing Manager at Hall Recruitment.

Built for privacy

Unlike many AI tools, JobSpec.ai asks for no personal or proprietary information. The content is generated in-browser and is not stored after the session ends, ensuring complete confidentiality for employers drafting sensitive roles.

Early-access invitation

JobSpec.ai is currently in open beta. During this period, Hall Recruitment is waiving any charges and inviting feedback to refine additional features before wider release.

Click below to access this tool:

Launch JobSpec.ai

About Hall Recruitment

Founded in 2003 and based in Dublin 4, Hall Recruitment supplies permanent, contract, and temporary staff across office support, HR, accounting & finance, and facilities management. The agency pairs deep sector insight with a hands-on approach to help Irish businesses build high-performing teams.

Media Contact
Thomas O’Keeffe
Marketing Manager, Hall Recruitment
+353 (01) 633 4040
thomas@hallrecruitment.ie
www.hallrecruitment.ie

The Employer Interview Fail

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#InterviewFail #LearnFromTheirMistakes

In this edition of Learn from Their Mistakes, we shine a light on the employer interview fail—when untrained or disengaged interviewers derail what should be a structured and professional hiring process. While candidates often arrive well-prepared, thanks to guidance from recruiters and countless resources, it's increasingly common to see employers turning up underprepared, rushed, or inappropriate—leaving candidates disheartened and questioning the opportunity. From irrelevant questions to interviews that last less than ten minutes, these missteps can undo weeks of recruitment effort. Our message to employers: Wake Up and Hire—because bad interviews don’t just waste time, they cost you talent.
In this edition of Learn from Their Mistakes, we shine a light on the employer interview fail—when untrained or disengaged interviewers derail what should be a structured and professional hiring process. While candidates often arrive well-prepared, thanks to guidance from recruiters and countless resources, it’s increasingly common to see employers turning up underprepared, rushed, or inappropriate—leaving candidates disheartened and questioning the opportunity. From irrelevant questions to interviews that last less than ten minutes, these missteps can undo weeks of recruitment effort. Our message to employers: Wake Up and Hire—because bad interviews don’t just waste time, they cost you talent.
Table of Contents
  1. Learn from Their Mistakes: Wake Up and HireInterviewing Without a Clue
    1. What. Just. Happened?
    2. So what can employers do?
    3. And candidates?
    4. Final word:

Learn from Their Mistakes:
Wake Up and Hire
Interviewing Without a Clue

Untrained Hiring = Lost Opportunities

In recruitment, we’ve heard it all—from candidates freezing up mid-interview to forgetting the name of the company they’re applying to. There are books, podcasts, YouTube tutorials, TikToks and of course, recruiters like us—giving candidates the tools to prepare, perform, and hopefully land the job. In fact, if you’re working with a recruitment agency worth its salt (hello, that’s us), you’re probably getting more prep than you bargained for. Why? Because we want our candidates to succeed.

But even the most well-prepared candidate can’t salvage an interview when the interviewer walks in as the weakest link.

Yes. This one’s about you, employers.

What. Just. Happened?

We’ve had candidates walk out of interviews and call us with the classic:
“What. Just. Happened?”
They’re dazed. They’ve studied the company’s vision, stalked the leadership team on LinkedIn, memorised project timelines from your annual report—and then the interview lasts 10 minutes and feels like a rush job at best, a train wreck at worst.

Here are just a few of the greatest hits from recent weeks:

  • Interviewer arrives late, no apology, barely introduces themselves.
  • Candidate is asked nothing job-related—just chit-chat and vague nonsense.
  • Interviewer spends the entire time talking about themselves.
  • Inappropriate or illegal questions—yes, still happening in 2025. (“Are you planning on having children soon?” and “What’s your sexual orientation?” both made a grim return.)
  • A candidate was told “you’re too fat for this job.” Corporate office job, by the way—not that it would have made that statement acceptable anywhere.

These are not hypotheticals. These are real, reported examples. And they are—put bluntly—a disgrace.

Let’s be clear: interviewing is a skill. It’s not bestowed upon you the moment you hire your first employee or set up a business. It’s something that requires thought, structure, empathy, and yes—training. We don’t care how brilliant you are at spreadsheets, running meetings, or selling to clients. Interviewing is its own professional discipline. If you haven’t been trained, you’re likely doing it badly.

The worst part? These poor interviews can undo weeks of work on our end. We’ve vetted the CV, prepped the candidate, helped them through imposter syndrome, answered questions, and cheered them on—only to watch it unravel because someone didn’t take the interview seriously.

And before anyone protests—“it was just a bad day!”—we’ll stop you right there. A bad interview isn’t a bad day. It’s a bad representation of your company. And the damage isn’t just to your reputation—it’s to your ability to attract quality talent. We’ve seen top-tier candidates withdraw from roles that pay exceptionally well because their experience in the interview was so dismal they couldn’t imagine stepping foot in the office again.

So what can employers do?

  • Get trained. Our own Catherine and Gráinne offer outstanding, practical training on this exact topic. (Plug. You’re welcome.)
  • Plan your interviews. Write your questions in advance. Know what you’re assessing.
  • Treat it like a two-way conversation. You’re not just assessing them—they’re assessing you.
  • Watch your language. And we don’t just mean swearing. We mean tone, phrasing, assumptions, and inappropriate personal remarks.
  • Stick to time. If you’ve set aside 45 minutes, don’t wrap it up in 7. That tells the candidate they’re not worth your time—and they’ll believe it.

And candidates?

If you’ve experienced a jaw-droppingly bad interview, do your homework before writing off the job. Sometimes it’s a one-off. Look at company reviews on:

In larger companies, the person who interviews you may not even be the person you’d report to. That said, if red flags are flying, it’s OK to walk away. Trust your gut—but make sure you’ve got the full picture.

Final word:

To employers: Interviewing is not just about filling a vacancy. It’s your chance to make someone want to work with you. If you can’t do that, you’re not just missing out on talent—you’re sending it straight to your competitors.

Job Hopper? Here’s Why That’s a Red Flag

By

#JobHopper #LearnFromTheirMistakes

In this edition of Learn from Their Mistakes, we explore the hidden dangers of job hopping and how short stints in multiple roles can damage a candidate’s professional image. Drawing from real recruitment experience, the blog explains how employers interpret career timelines and why frequent moves—regardless of personal reasons—can make applicants appear unreliable or disloyal. Through a practical example, the post highlights the importance of building credibility through consistency and encourages job seekers to consider long-term impact over short-term change when making career decisions.
In this edition of Learn from Their Mistakes, we explore the hidden dangers of job hopping and how short stints in multiple roles can damage a candidate’s professional image. Drawing from real recruitment experience, the blog explains how employers interpret career timelines and why frequent moves—regardless of personal reasons—can make applicants appear unreliable or disloyal. Through a practical example, the post highlights the importance of building credibility through consistency and encourages job seekers to consider long-term impact over short-term change when making career decisions.
Table of Contents
  1. Learn from Their Mistakes: The Personal Life vs Career Balance Dilemma
    1. Case Study
      1. Insight
      2. Example
    2. Here’s the takeaway:

Learn from Their Mistakes: The Personal Life vs Career Balance Dilemma

In recruitment, we see it all. From the overly enthusiastic cover letters still showing [Enter Company Name Here], to CVs completely misaligned with the sectors we actually recruit for (pro tip: if you’re going to cold email a company, at least look at their website first). But every so often, we get a real case study worth sharing—one that offers a cautionary tale for jobseekers trying to balance personal life and professional growth.

Case Study

Let’s talk about one such candidate. For obvious reasons, all identifying details have been removed, but the lesson is very real.

This candidate applied for a position that they were actually a good fit for. I’d give them a 75% match. Not bad at all. The issue? Their employment history. Four jobs in three years. And to hiring managers, that doesn’t scream adaptability—it screams unreliability.

Insight

There’s a sort of unspoken guideline when it comes to how long you stay in a role:

  • 6 months = You passed probation.
  • 1 year = You’ve grasped the full responsibilities.
  • 2 years = You’ve become effective.
  • 3 years = You’ve made a measurable, positive impact.

Example

Employers like to see experience, yes—but not necessarily from multiple employers. Imagine hiring for an accounting technician role. You have two candidates, each with five years’ experience and IATI certification:

  • Candidate #1: Has worked with three different companies.
  • Candidate #2: Has stayed with one employer, rising through the ranks from administrator to accounts assistant.

All else being equal, who do you trust more? For most employers, it’s Candidate #2. They’re loyal, proven, and likely to justify any training or investment you make in them. Candidate #1? There’s a risk they’ll jump ship the moment something shinier comes along.

So, back to my candidate—his CV raised red flags. But when I spoke to him, the reasons made sense. He’d relocated three times in that period, and each move was valid. I decided to advocate for him. Unfortunately, the client wasn’t interested. Even with an explanation, their first impression stuck. And with a pile of other CVs to consider, they simply moved on.

Here’s the takeaway:

Before leaving a job too quickly, think about how it looks to the next person reading your CV. Employers aren’t just reading what you did—they’re reading into why you left. And while personal life and circumstances matter, timing matters just as much.

If you’re under a year in a job, think carefully about jumping ship. If you feel stuck in your current role, consider whether internal progression is possible. And if not, maybe it’s still worth staying long enough to solidify your experience.

Career growth isn’t always about leaps and promotions. Sometimes, it’s about taking a small step forward just to find better footing.

Optimism Meets Infracture Reality

By

Right People Right Now 1

Insights into the Employment Market:

Optimism Meets Infrastructure Reality

Table of Contents
  1. Optimism Meets Infrastructure Reality
    1. 🟢 What’s Working: External Stability and Domestic Strengths
      1. 1. Global Trade Optimism Buoys Irish Export Sectors
      2. 2. Labour Market Remains Tight, But Active
      3. 3. Business Leaders Focused on Long-Term Profitability
    2. 🔴 What’s Blocking Growth: The Housing Crisis and Regulatory Paralysis
      1. 1. Housing Market Bottlenecks Undermining Expansion
      2. 2. Retrofitting is Growing—But Can’t Replace New Builds
    3. ⚖️ Labour Market Outlook: Diverging Trends by Sector
    4. 🧩 The Bigger Picture: Hiring Is Not the Problem—Housing Is
    5. ✅ Summary: A Two-Speed Economy
      1. Sources:

While the recent announcement of US–China tariff reductions has boosted global markets and sparked renewed business optimism, the Irish employment market remains at the mercy of structural domestic constraints, most notably in housing delivery. Insights from Ibec, HLB, and leading media reporting reveal a market caught between external tailwinds and internal choke points.

🟢 What’s Working: External Stability and Domestic Strengths

1. Global Trade Optimism Buoys Irish Export Sectors
  • The 90-day US–China tariff truce signals a potential cooling of trade tensions, benefiting open, export-driven economies like Ireland.
  • Ibec projects Irish exports to grow 4.1% in 2025 following a bounce-back of nearly 9% in 2024.
  • A strong US dollar, driven by rising US interest rates and tariffs, may also enhance profit margins on euro-invoiced Irish exports, making Ireland an even more attractive base for multinational exporters.
2. Labour Market Remains Tight, But Active
  • Unemployment remains low at 4.1%, and over 2.8 million are expected to be in work by end of 2025.
  • Sectors such as ICT, health, construction, and scientific services continue to be key contributors to job growth—particularly roles tied to innovation, digital transformation, and infrastructure.
  • Foreign-born workers are playing a critical role, with 30% of the workforce born outside Ireland and high levels of tertiary education amongst them.
3. Business Leaders Focused on Long-Term Profitability
  • Despite economic concerns, 85% of global business leaders remain confident about growth in 2025.
  • However, instead of hiring sprees, employers are doubling down on operational efficiency, internal restructuring, and automation—especially in SMEs and construction-linked businesses where skills gaps and digital fatigue are intensifying.

🔴 What’s Blocking Growth: The Housing Crisis and Regulatory Paralysis

1. Housing Market Bottlenecks Undermining Expansion
  • The failure to secure a deal on affordable housing at the Glass Bottle site in Ringsend—where proposed prices for “affordable” units approached €495,000—exposes just how broken the current cost model is.
  • Investment funds like Elkstone are now openly warning that regulatory uncertainty, particularly rent controls, is freezing private capital intended for housing development.
  • Ibec has long flagged this as a critical risk: housing, electricity grid, and planning delays are now the biggest barriers to economic growth, not external market conditions.
2. Retrofitting is Growing—But Can’t Replace New Builds
  • The one area of momentum in housing is retrofitting, driven by SEAI grants and green lending. Geowox data shows A- and B-rated homes sell for 30.8% more, creating a financial incentive to upgrade.
  • This shift is spawning opportunities for skilled trades, energy assessors, and building contractors, particularly in rural and suburban areas.
  • But this is not a replacement for large-scale housing development—it’s job-protective, not job-generative on the same scale.

⚖️ Labour Market Outlook: Diverging Trends by Sector

SectorOutlookDrivers
Construction⚠️ MixedRetrofitting up, but large-scale housing down due to cost and planning constraints
ICT & Digital✅ StrongInnovation and AI adoption continue to fuel demand for high-skilled roles
Retail & Admin Support❌ WeakeningIbec notes a 3.6% annual decline in admin/support roles
Professional Services✅ GrowingScientific, consultancy, and tech-linked services seeing sustained expansion
Public Sector⚠️ Under PressureEmployment growing, but infrastructure capacity is lagging

🧩 The Bigger Picture: Hiring Is Not the Problem—Housing Is

  • Employers want to grow, but they face an environment that cannot support the required workforce. Talent attraction and retention are being undercut by:
    • Unaffordable housing for key workers.
    • Unpredictable planning processes.
    • Regulatory frameworks (e.g. rent pressure zones) that create disincentives to invest.
  • Even high-profit businesses (as identified in the HLB survey) are choosing to focus on internal productivity, digital transformation, and culture over external expansion because they can’t guarantee the necessary physical infrastructure will follow.

✅ Summary: A Two-Speed Economy

  • Externally, Ireland is performing well: it is a safe, open, and productive economy, buoyed by trade growth and multinational presence.
  • Internally, critical infrastructure—especially housing—is failing to keep pace. This bottleneck is distorting job growth, delaying investments, and shifting employer focus away from expansion to survival and optimisation.
  • The real threat to the employment market is not a lack of demand or global instability. It’s the capacity constraints of the domestic system itself.
Sources:

https://www.irishtimes.com/business/2025/05/12/regulatory-uncertainty-blocking-housing-investment-elkstone-warns

https://www.irishtimes.com/ireland/housing-planning/2025/05/11/no-deal-on-affordable-housing-at-glass-bottle-site

https://www.irishtimes.com/life-style/people/2025/05/10/if-you-can-afford-to-retrofit-the-investment-could-leave-you-quids-in

https://www.hlb.ie/hlb-survey-of-business-leaders-2025/

Insight into the Employment Market: 2025 Update for Employers

By

Right People Right Now 1

Insight into the Employment Market:

2025 Update for Employers

Table of Contents
  1. Ireland’s Labour Market at a Glance
  2. Population Growth & Migration
  3. Hiring Trends & Market Slowdown
  4. Permit Data Reflects Sectoral Demand
  5. Earnings and Nationality Breakdown
  6. Public Sector Hiring & Wage Growth
  7. Educated, Yet Underemployed
  8. Hiring Strategy Advisory: Adjusting to Reality
    1. Sources

The past few months have posed a unique challenge for employers developing business strategies. While investments in technology and acquisitions continue, the pressure to secure skilled staff remains a defining issue—particularly in a labour market operating at full capacity.

Ireland’s Labour Market at a Glance

According to the CSO, the unemployment rate in Ireland as of April 2025 was 4.1%, a minor drop from 4.4% in March. Here’s a snapshot of unemployment over the past six months:

MonthUnemployment Rate
April4.1% ⬇️
March4.4% (Revised)
February4.4% (Revised) ⬆️
January4.0% ⬇️
December4.5% ⬆️
November4.4%

These figures suggest a relatively consistent unemployment rate, indicating a labour market where most people who want to work are already working.

Population Growth & Migration

In the last 12 months, Ireland welcomed 149,200 immigrants, marking the highest annual migration since 2007. This included:

  • 30,000 returning Irish citizens
  • 27,000 other EU citizens
  • 5,400 UK citizens
  • 86,800 from other countries (including a large cohort of Ukrainians)

An average of 12,400 people now relocate to Ireland each month. While this has contributed to workforce stability, it has also brought challenges in integrating skilled workers into appropriate roles.

Hiring Trends & Market Slowdown

LinkedIn reports a -14% decline in hiring activity across Irish industries compared to global figures. Despite this slowdown, certain roles continue to dominate job boards:

RankJob TitleJobs Posted (Q4 2024)Q4 vs Q3 2024 Growth
1Software Engineer6,21588%
2Accountant1,90297%
3Project Manager1,61449%
4Electrical Engineer1,300115%
5Salesperson99768%
6Mechanical Engineer963123%
7Nurse947130%
8Account Manager879112%
9Account Executive83588%
10Financial Analyst69292%

Yet, we must ask—where are these new hires actually going?

Permit Data Reflects Sectoral Demand

In 2024, the Irish Government issued 39,390 employment permits (a 27% increase YoY), concentrated in sectors experiencing the most acute shortages:

  • Healthcare – over 12,500 permits
  • ICT – over 6,500 permits
  • Agriculture – 3,500+ permits
  • Accommodation & Food Services – 3,000+ permits

This influx includes highly qualified professionals, particularly in engineering and accountancy. However, many are being overlooked for roles in their field, often due to lack of Irish experience or unfamiliarity with local practices.

Earnings and Nationality Breakdown

As of November 2024:

  • Irish nationals held 76.6% of jobs in Irish-owned enterprises; 65.5% in foreign-owned.
  • Indian nationals had the highest non-Irish median weekly earnings.
  • Ukrainian nationals earned below the median for non-Irish workers.

Average Salary Ranges by Sector

IndustryAnnual Salary Range (€)
Human Resources€40,000 – €90,000+
Engineering€45,000 – €85,000+
Construction€40,000 – €80,000+
Accounting & Finance€40,000 – €100,000+
Facilities Management€35,000 – €70,000+
Supply Chain & Logistics€40,000 – €80,000+
Office Support & Admin€30,000 – €45,000
Legal€50,000 – €120,000+
Medical€45,000 – €110,000+
Software & IT€50,000 – €120,000+

Salaries in Dublin continue to trend higher than elsewhere in the country.

Public Sector Hiring & Wage Growth

The public service workforce is projected to grow by 5.2% (19,567 jobs), with demand led by healthcare, construction, and IT roles. Contributing factors include:

  • The Public Sector Pay Agreement (2024–2026), guaranteeing 9.25% pay increases
  • Growth in apprenticeship registrations
  • Expansion of secondary teaching and care work roles

Educated, Yet Underemployed

While 58% of recent immigrants hold third-level qualifications, many work below their skill level due to barriers like:

  • Lack of local experience
  • Limited recognition of overseas qualifications
  • Work permit restrictions for non-EEA nationals

Eurostat reports that 41.4% of EU workers in Ireland are overqualified for their roles. This reflects underemployment, not a lack of ability.

Hiring Strategy Advisory: Adjusting to Reality

Let’s be candid: the perfect candidate most businesses imagine—fluent in your systems, a clone of the last person in the role, no onboarding needed—is likely already employed and not looking. And if you do lure them, it’ll come at a price, often with expectations that far outpace reality.

Meanwhile, there is a strong pool of qualified, educated, motivated candidates—many of whom are non-Irish—actively seeking work. They are often open to taking roles slightly below their previous positions to build Irish experience and address specific skill gaps. Yet many employers are overlooking them, resulting in entire sectors like healthcare, food services, and agriculture making the most of this available workforce.

If your role cannot be filled on a permanent basis due to permit restrictions or the right person simply not being on the market, consider temporary or contract solutions. By partnering with Hall Recruitment, we handle all vetting—work status, communication skills, experience—and if a candidate isn’t the right fit, we replace them without delay. You still conduct the interviews, but without the long-term risk or admin burden.

In 2025 and beyond, the businesses that succeed will be those that can adapt—not just to economic changes, but to the reality of the workforce. Flexibility, fairness, and a focus on potential over perfection will win out.

Sources

Dublin’s Hiring Market – The Truth About Salary Expectations

By

Dublin’s Hiring Market – The Truth About Salary Expectations, Labour Market Analysis

Ireland’s job market is at full employment, making hiring more competitive than ever. Many businesses assume there’s a large talent pool available, but with rising costs and shifting employee priorities, attracting skilled professionals now requires higher salaries and better benefits. This article explores why outdated hiring strategies are failing, how salary expectations are shaped by market trends, and why both employers and job seekers must adapt. Understanding Dublin’s commercial office recruitment landscape is key to making informed hiring and career decisions.
Ireland’s job market is at full employment, making hiring more competitive than ever. Many businesses assume there’s a large talent pool available, but with rising costs and shifting employee priorities, attracting skilled professionals now requires higher salaries and better benefits. This article explores why outdated hiring strategies are failing, how salary expectations are shaped by market trends, and why both employers and job seekers must adapt. Understanding Dublin’s commercial office recruitment landscape is key to making informed hiring and career decisions.
Table of Contents
  1. The False Economy of Dublin’s Commercial Office Recruitment Market
  2. The Growing Demand and Rising Costs
  3. Why Some Hiring Strategies Are Failing
  4. Salary Planning: Lessons from the Housing Market
  5. Job Seekers: Read the Job Description, Not Just the Title
  6. Final Thoughts

The False Economy of Dublin’s Commercial Office Recruitment Market

Ireland’s employment market is in an unusual position. With an unemployment rate of just 3.9% as of February 2025, we are effectively at full employment. At full employment, businesses are facing an unexpected challenge. With so few people actively seeking work, hiring now requires offering significantly higher salaries to attract top talent—and sometimes even to secure candidates with minimal experience. This creates unrealistic salary expectations for future professionals and pushes us towards an economic downturn, as inflated wages become unsustainable in the long term. Many employers are struggling to attract and retain the right people, and much of this comes down to a false perception of the job market, too often led by out-of-touch “senior” business leaders who consistently push out-of-date hiring practices, to the detriment of their business. Let’s delve into this further. 

The Growing Demand and Rising Costs

According to the latest reports from April 2024, Ireland has seen a net migration surplus of 79,300 people, meaning more people are arriving than leaving. While this might suggest a larger talent pool, it doesn’t necessarily mean an abundance of skilled professionals suited to every role.

Despite foreign-owned multinational companies making up just 3.4% of all Irish enterprises, they set the benchmark for salary expectations in the market. This can create a gap between what businesses are willing to offer and what candidates expect, making recruitment more challenging.

Adding to this, the rising cost of living continues to reshape job market priorities. Housing remains a significant financial strain, with high rents and property prices. Inflation has also driven up everyday expenses, with Irish milk production costs increasing by 30-40% since 2019. As a result, employees are prioritising job security, higher salaries, and hybrid working options to manage commuting costs and household expenses more effectively.

Why Some Hiring Strategies Are Failing

Many businesses still operate under the assumption that salaries listed on job boards like Indeed reflect what they should offer to attract new talent. However, this overlooks an important factor: people are unlikely to move jobs unless there is a clear financial incentive.

Consider these statistics:

  • 40% of employed professionals will only consider changing jobs if the new salary is at least €5,000 higher than their current one.
  • Of that group, 25% will use a job offer to negotiate a counteroffer from their current employer.

This means that offering the average salary for a role often isn’t enough to secure the right candidate. If your business is struggling to fill positions, it may not be because of a lack of talent but because your salary expectations are out of step with the market.

Salary Planning: Lessons from the Housing Market

If you’ve been looking to buy a home in Ireland, you’ve probably heard the advice: expect to pay at least €50,000 over the listed price due to competition.

Hiring works in much the same way. If you’re advertising a role, look at the highest salaries being offered for similar positions—regardless of industry. If you want to attract strong candidates, you’ll likely need to offer at least €5,000 more than the top of the average salary range.

Job Seekers: Read the Job Description, Not Just the Title

It’s not just employers who need to adjust their expectations—job seekers also need to approach their search strategically. Since 2008, many businesses have consolidated roles to reduce costs, meaning that job titles don’t always tell the full story.

Common examples of job consolidation include:

  • Administrative Assistant + Receptionist – A single role combining front-desk duties with administrative support.
  • Data Entry + Bookkeeper – A merged position due to advancements in accounting software.
  • IT Support + Network Administrator – A combined role in smaller organisations to cut costs.

When applying for jobs, don’t assume that the title tells you everything. A role might include responsibilities from multiple positions, and unless the employer has been advised otherwise, they may offer a salary at the lower end of the scale. If a job seems to involve more than one set of responsibilities, take a closer look at the salary on offer and whether it reflects the workload.

Final Thoughts

The recruitment market in Dublin for commercial, office-based roles is highly competitive. Both employers and job seekers must understand the realities of the current economy to make informed decisions. Employers need to align their salary offerings with market trends to attract and retain the right talent, while candidates should assess job descriptions carefully to ensure the role aligns with both their financial expectations and long-term career goals.

A good rule of thumb for candidates: if you meet at least 70% of the job requirements, you’re a suitable candidate. An 80% or higher match is ideal for both you and the employer. However, if you find yourself ticking every single box, it may be a sign that you’ve outgrown this level and should be considering roles that will challenge and advance your career instead. 

At Hall Recruitment, we help businesses and professionals navigate these challenges with informed, strategic hiring solutions. Whether you’re looking for the right talent or the right opportunity, we’re here to offer expert guidance every step of the way.

Finding reliable temporary corporate administrative staff has never been easier. At Hall Recruitment, we specialise in recruitment services for businesses in need of skilled professionals on short notice. Whether you require a receptionist, administrator, HR administrator, payroll specialist, or quality control staff, we provide experienced candidates ready to step in and support your team. Simply fill out our request form, and we’ll match you with the right temporary staff to meet your business needs efficiently and seamlessly.
Finding reliable temporary corporate administrative staff has never been easier. At Hall Recruitment, we specialise in recruitment services for businesses in need of skilled professionals on short notice. Whether you require a receptionist, administrator, HR administrator, payroll specialist, or quality control staff, we provide experienced candidates ready to step in and support your team. Simply fill out our request form, and we’ll match you with the right temporary staff to meet your business needs efficiently and seamlessly.