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Recruitment Trends 2023 – Impact of CAO on Future Employment

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Business Resources
At Hall Recruitment, we understand that finding the right talent is crucial to the success of any business. That’s why we are committed to providing critical guidance and support to employers, helping them find the best candidates and build a strong team that can drive their business forward.
Table of Contents

What a rise in CAO applications for IT and Computer Science courses means for future employment.

Rise in Applications for Tech Courses in Ireland Indicates a Future Shift Towards Remote Working and Job Flexibility
Recruitment Trends 2023 – Impact of CAO on Future Employment 
The recent surge in applications for computer science and technology courses in Ireland suggests that students believe remote working is the way of the future. The pandemic has forced many to prioritize work-life balance and hybrid working arrangements, and possessing employable skills in technology and computer science is becoming increasingly desirable. IT skills are in demand across various sectors, and possessing a degree in this field can be seen as equivalent to possessing a general arts degree a few years ago. Additionally, there is an increase in the number of individuals seeking postgraduate qualifications, with many likely to specialize in fields beyond IT. With plans to reduce private car usage in the capital, students targeting jobs with remote or blended work environments may have more foresight than others. Future job seekers desire a blended work environment, and businesses that fail to adapt may struggle to source a skilled workforce.

Introduction

Is remote working a route to career suicide? If the most recent results from the CAO applications are any indication, future graduates disagree. They believe that remote working is the way of the future, as computer science and technology courses have seen record growth of applications through the CAO this year.

Read the Irish Times Article Here.

Skills And The Pandemic:

While government officials have previously pushed students to pursue further education in computer science, it’s taken a pandemic for us to see the benefits of possessing a qualification in computer science. In our previous article: Employee Benefits Management, we discussed how the pandemic has forced us to revaluate our priorities, bringing work-life balance and hybrid working arrangements into the forefront of almost all employment negotiations. It could be perceived that the desire to maintain this work environment has spurred this push towards obtaining employable skills in technology and computer science given the job growth for individuals with skills such as:

  1. Programming languages
  2. Data analysis
  3. Technical writing
  4. Software development
  5. Cloud skills
  6. Mathematical skills

According to the CSO 79% of professionals in the IT sector worked either partially or fully remote in 2020 and therefore were unreliant on the pandemic unemployment payment. Many of the skills from these courses in IT and computer science lend their expertise into alternative avenues of employment as well, such as marketing, security, facilities management, administration and accounting. Perhaps the current round of CAO applicants has seen the writing on the walls over the past two years and believe that job seekers with this skill set are highly desirable to employers and like their parents, they can benefit from a positive work-life balance through a blended or remote work environment as soon as they graduate.

Desire for IT Skills:

Given the recent round of layoffs by tech giants such as Google, Meta and Microsoft, it’s hard to believe students would choose to study courses in technology and computer science without a back-up plan. Well, as recruitment experts, we have seen an increase in the demand for IT skills from employers in almost all sectors over the last 2 years. Therefore we believe that having a degree in technology and computer science can be seen as the equivalent of possessing a general arts degree like a few years ago, where graduates possessed an opportunity for immediate professional employment upon completing their course.

Creating a Highly Skilled Workforce:

However, it is more likely that a high portion of these students will continue their studies to obtain a postgraduate qualification, potentially in an additional field.  According to the Higher Education Authority (HEA) there were 30,275 individuals who sought postgraduate third level qualifications in 2021 an increase of over 3,500 from 2020 figures. It is likely that that this trend for postgraduate qualifications will continue to rise in popularity by 2026. We estimate over 40k graduates will seek a postgraduate qualification. Given the potential to diversify and specialise their skills, it is likely many postgraduate qualifications will range in fields of expertise making these future candidates highly skilled beyond our current workforce.

Reducing Costs:

With the recent announcement by Minister Eamon Ryan of plans to reduce private car usage by adding a congestion charge for driving in the capital as well as an increase to parking costs by 400%, perhaps these CAO applicants have more foresight than the rest of us targeting jobs where they are most likely to be offered remote or blended work environments and avoiding these additional costs.

Conclusion:

Like our current job market, future job seekers also desire a blended work environment. And businesses who are slow to adapt to a blended work policy should reflect on their business practices, as the skilled workforce they rely on may become too scarce to source.

Do You Have A Home Office?

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Is This An Unreasonable Question For Employers To Ask?

Business Resources
At Hall Recruitment, we understand that finding the right talent is crucial to the success of any business. That’s why we are committed to providing critical guidance and support to employers, helping them find the best candidates and build a strong team that can drive their business forward.
Table of Contents

On the 9th of November 2022, the Irish government approved the integration of the right to request remote work for all workers into the Work Life Balance and Miscellaneous Provisions Bill. Since this has come out, most employers have read article upon article persuading them of the benefits to  offer remote work to their employees assuring them they will see a difference in their workforce productivity.

Is this an unrealistic expectation for employers?
The Irish government approved the right to request remote work for all workers, which has led to employers considering offering remote work to their employees to increase productivity. However, research shows that while remote work can increase productivity, it may also lead to decreased productivity for some individuals. The legislation emphasizes the responsibility for workplace health and safety on the employer, regardless of where the work is being done. Reports of workplace injuries by remote workers have led to questions about whether employers should increase their insurance and liability costs and whether they should consider requiring a designated home office for applicants. While offering hybrid work environments may be attractive to job seekers, employers should consider the potential risks and liabilities.

Research:

Positive research like Stanford study of 16,000 workers over 9 months found that working from home increased productivity by 13%. However, further research  from the University of Chicago found that 14% of their subjects were less productive working from home. This impacted the findings to show only a 7% higher level of productivity overall when compared to working in the office.

Health and Safety:

While the overall research shows a favourable ROI by offering blended work environments, the legislation emphasizes the responsibility for workplace Health and Safety (H&S) on the employer.

“Responsibility for health and safety at work rests with the employer whether or not that work is being done at the employee’s home .”

– Health and Safety Authority.

Injury Claims:

Last year there was reports of a surge in people aged in their 20s and 30s with symptoms of back pain dubbed by the media as “Covid Back”, as a result of poor working-from-home conditions. In 2021 a German court ruled that a man who slipped while walking a few meters from his bed to his home office can claim on workplace accident insurance as he was technically commuting.  

Appealing to the Market:

While reports of official claims to Irish businesses of workplace injury by remote workers have gone under the radar, there are more companies appeasing our candidate favoured employment market and their desire for a blended work environment.

As previously mentioned, legislation is not written in the employer’s favour and instances of workplace injury by remote workers are not unheard of. Now that organisations are expected to expand their workforce in 2023, to meet their plans for business expansion, businesses are competing in a tight market and offering hybrid work environments off the bat.

Conclusion:

While this is an attractive to job seekers, are employers increasing their insurance and liability costs unnecessarily? Should they be asking applicants if they have a designated home office upon application? Should this be a requirement, and should they even consider those who don’t?

Continue reading about employee benefits with our related articles: Employee Benefits Management, Hybrid and Working-From-Home Policy.

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What Careers Can You Do With A Science Degree?

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Job Seeker Resources
At Hall Recruitment, we believe that providing services and resources to support our candidates is key to helping them achieve their professional goals and finding their dream job.
Table of Contents

Careers In Science And Research

Science and research are crucial fields that drive innovation and progress in various sectors, including medicine, technology, agriculture, and more. As such, there is always a demand for talented scientists and researchers who can make significant contributions to their respective fields. However, finding the right career opportunities in science and research can be challenging, particularly for recent graduates and those looking to switch careers. That’s where recruitment agencies like Hall Recruitment can provide valuable assistance.

Science and research careers can be incredibly diverse, with opportunities available across various industries and sectors. From academic research to pharmaceuticals, biotechnology, environmental science, and beyond, there are numerous paths that scientists and researchers can pursue. Some common roles in science and research include research assistants, laboratory technicians, data analysts, project managers, and research scientists.

Careers in Science and Research
The blog post highlights the importance of science and research careers and how recruitment agencies like Hall Recruitment can assist individuals in finding suitable job opportunities.

Where Can I Go For Jobs In Science And Research?

Recruitment agencies like Hall Recruitment can help aspiring scientists and researchers find the right career opportunities that match their skills, qualifications, and interests. These agencies have extensive networks and partnerships with leading organizations and institutions in the science and research industry, enabling them to identify job openings that may not be publicly advertised.

One of the most significant advantages of working with a recruitment agency like Hall Recruitment is the personalized support they provide. These agencies typically have experienced recruiters who specialize in science and research careers and can offer expert guidance on job search strategies, resume and cover letter writing, interview preparation, and more. This level of support can be particularly beneficial for those who are new to the science and research industry or who are unsure about the specific career path they want to pursue.

Recruitment agencies also offer a streamlined and efficient job application process. Rather than spending hours searching for job openings and submitting applications, candidates can rely on the agency to handle these tasks on their behalf. The agency’s recruiters can also provide feedback on applications and help candidates tailor their materials to specific job requirements.

Another advantage of working with a recruitment agency like Hall Recruitment is the access to a broader range of job opportunities. Agencies often work with a variety of clients, including large corporations, start-ups, non-profits, and academic institutions, which means they can provide candidates with a diverse range of job options.

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Candidate Resources

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Job Seeker Resources
At Hall Recruitment, we believe that providing services and resources to support our candidates is key to helping them achieve their professional goals and finding their dream job.
Table of Contents
  • Conclusion

    • The Importance of Reading Between the Lines on Job Descriptions

    The Importance of Reading Between the Lines on Job Descriptions
    Outline: When searching for a job especially executive-level positions, relying solely on job descriptions can lead to problems due to a lack of accuracy and alignment in job specifications. To navigate this issue, candidates should throw away the job spec, identify the “real” job by asking questions during the interview process, draft their own job spec, and confirm their understanding with their prospective boss via email. By following these steps, candidates can avoid misaligned expectations and increase the likelihood of success in their new role.

    When searching for a job, reading the job description is often the first step to determining if a role is a good fit. However, relying solely on the written job specification can lead to problems, especially at the executive level. In this blog post, we explore the importance of reading between the lines on job descriptions and offer guidance on how to uncover the truth during the interview process.

    Read our related previous article about the importance of researching your potential new employer before your interview here.

    The average tenure for C-suite executives is shockingly low, especially considering the high investment in the search process. One reason for this is the lack of accuracy and alignment in job specifications. Alignment occurs when the expectations, responsibilities allocated, and skills required are consistent. When these elements do not align, it can be difficult for new hires to perform their duties effectively, and friction can arise as they try to influence peers who have responsibility over activities the new hire is expected to impact.

    To navigate misaligned or poorly defined jobs, candidates must take four key steps to increase the likelihood that the role they take will be a good fit. These steps include:

    1. Throwing away the job spec
    2. Identifying the “real” job
    3. Drafting your own job spec
    4. Confirming understanding

    Throw away the job spec.

    Job specifications for high-level roles are often highly detailed and lengthy. Companies want to make jobs seem as attractive as possible and may embellish the description. Writing a cohesive, internally consistent job spec is also not easy. The consequence is that the job spec may not accurately reflect the actual job, so candidates must throw away the job spec and uncover the real job on their own.

    Identify the “real” job.

    To understand the real attributes of a job, candidates must ask questions throughout the interview process. Investigating expectations, responsibilities, resources allocated, primary contingent peers, and desired candidate experience are essential. This process may not be easy, as interviewers may become defensive when they don’t know the answers, and different people may provide different answers, signalling a lack of clarity and/or communication regarding the role.

    Draft your own job spec.

    Based on your research, write a short version of your understanding of the job. Use the following five questions, to help you summarize your understanding, being as specific as possible.

    1. What criteria are used to define success at different time intervals? (i.e. expectations)
    2. What are the specific duties and tasks assigned? (i.e. responsibilities)
    3. Which departments and positions are assigned to the role, and what is the budget? (i.e. allocated resources)
    4. Who are the primary peers that will impact success in the position, and how are objectives and incentives aligned to ensure cooperation? (i.e. primary contingent peers)
    5. What are the primary skills and experience required in the ideal candidate? (i.e. desired candidate experience)

    The objective is to crystallize the key job attributes into a simple document that can become the basis for discussion and negotiation.

    Confirm understanding.

    Should everything go well in the interview and you are given an offer letter. Draft a summary of your understanding of the job and verify this with your prospective boss via email. Things are always clearer when they are written down. This is important as verbal discussions can be misinterpreted and recalled incorrectly. Having a written and clarified understanding is important before accepting a job as issues commonly arise regarding expectations or responsibilities within the first month in a new position.

    Conclusion

    In conclusion, reading between the lines on job descriptions is critical when searching for senior-level positions. While job specifications are important, they are not always an accurate reflection of the actual job. To increase the likelihood of success, candidates must identify the “real” job, draft their own job spec, and confirm their understanding of the role before accepting an offer of employment. By following these steps, candidates can avoid misaligned expectations and increase the odds of a successful tenure in their new role.

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    Psychological Safety

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    Table of Contents
  • Employer Resources:
  • Can Psychological Safety And Accountability Go Together?
  • How to Foster Both Psychological Safety and Accountability
  • Conclusion:

    • Candidate Resources

    Job Seeker Resources
    At Hall Recruitment, we believe that providing services and resources to support our candidates is key to helping them achieve their professional goals and finding their dream job.

    Should I stay or Should I go?

    You may be pondering this very question as we speak. Should I stay, or should I go? As a leading Dublin recruitment agency, we know that one of the defining reasons working professionals are re-enter the job market is due to a base level need previously explained in Maslow’s hierarchy of needs pyramid: Psychological Safety.

    Psychological safety is a fundamental need for human beings, and it plays a crucial role in our decision to stay or leave our current employer. According to Maslow’s hierarchy of needs, psychological safety is a key component of self-actualization, which is the highest level of need in the hierarchy.

    What is Psychological Safety?

    Psychological safety refers to the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns or even making mistakes. It’s a feeling of being able to express yourself without fear of negative consequences. It’s important to note that psychological safety isn’t the same as comfort, or being free of criticism, but it’s the confidence that the team has the best interest of one another at heart.

    Why is Psychological Safety important in the Workplace?

    Psychological safety is a critical factor in creating a healthy workplace culture. When employees feel safe to express themselves, they are more likely to contribute their best work and take risks. Employees are willing to share new ideas, offer solutions to problems and can learn from their mistakes without feeling the need to hide or blame. It encourages collaboration and team members can feel safe to give constructive feedback and offer differing opinions. In essence, a psychologically safe workplace cultivates an environment where innovation and growth can thrive.

    When it comes to staying or leaving a job, psychological safety is a significant factor in the decision-making process. Employees who feel psychologically safe are more likely to stay with their current employer, as they feel valued and that their contributions are making an impact. On the other hand, employees who feel unsafe in the workplace, whether due to a toxic work environment or fear of retaliation for speaking up, are more likely to leave.

    Employer Resources:

    Business Resources
    At Hall Recruitment, we understand that finding the right talent is crucial to the success of any business. That’s why we are committed to providing critical guidance and support to employers, helping them find the best candidates and build a strong team that can drive their business forward.

    Can Psychological Safety And Accountability Go Together?

    Psychological Safety Needs and Accountability
    Creating a culture that values both psychological safety and accountability can lead to a healthy workplace that fosters innovation, growth, and success.

    Psychological safety and accountability are two critical components of a healthy workplace culture. However, it’s not always clear whether these two concepts can coexist in the same workplace. In this blog post, we will explore the relationship between psychological safety and accountability and whether they can go together.

    What is Accountability?

    Accountability refers to taking responsibility for one’s actions and decisions. It’s the acknowledgment that you are responsible for your work and the outcomes of your decisions. Accountability is essential for creating a productive and efficient workplace where employees take ownership of their work and strive to achieve their goals.

    Can Psychological Safety and Accountability Coexist?

    The short answer is yes, psychological safety and accountability can coexist in the same workplace. In fact, they are complementary concepts that can reinforce each other. Here’s how:

    Accountability can enhance psychological safety:

    When employees know that they are accountable for their actions and decisions, they are more likely to take their work seriously and strive for excellence. This can lead to increased trust among team members and a greater sense of psychological safety.

    Psychological safety can enhance accountability:

    When employees feel psychologically safe, they are more likely to take a chance and share their ideas without feelings of discouragement. This can lead to more innovative and effective solutions to problems. However, psychological safety can only thrive when there is a sense of accountability. Employees need to know that their contributions are valued, and that they will be held accountable for their work.

    Leadership is key:

    The relationship between psychological safety and accountability is heavily influenced by leadership. Leaders must create a culture that encourages both psychological safety and accountability. This includes setting clear expectations, providing feedback, and holding employees accountable for their actions while ensuring that everyone feels heard and valued.

    How to Foster Both Psychological Safety and Accountability

    Fostering a workplace culture that values both psychological safety and accountability requires deliberate efforts. Here are some strategies for achieving this:

    1. Set clear expectations:

    Leaders must set clear expectations for employees, including the goals and outcomes they are expected to achieve. Employees need to understand what is expected of them, and how they will be held accountable for their work.

    2. Provide feedback:

    Regular feedback is essential for promoting both psychological safety and accountability. Feedback should be constructive, specific, and timely, and should focus on both successes and areas for improvement.

    3. Encourage open communication:

    Encourage open communication, active listening, and the exchange of ideas. This creates an environment where employees feel heard and valued, and where they can share their thoughts and concerns without fear of negative consequences.

    4. Lead by example:

    Leaders must lead by example and model the behaviour they expect from their employees. This includes taking responsibility for their actions and decisions, admitting to mistakes, and showing vulnerability.

    Conclusion:

    In conclusion, psychological safety and accountability can coexist in the same workplace. In fact, they are complementary concepts that can reinforce each other. Leaders must create a culture that values both psychological safety and accountability by setting clear expectations, providing feedback, encouraging open communication, and leading by example. By doing so, they can create a healthy workplace culture that fosters innovation, growth, and success.

    Hiring Toolkit Facilities Pay Scale

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    What is the Future of Facilities Management in Ireland?

    Facility Management Pay Scales
    Exploring the Salaries of Different Roles in the Facilities Management Industry: A Comprehensive Guide
    Table of Contents
  • Facility Management: Understanding the Salary Landscape
  • Summary

    • Facility Management: The Booming Industry with Impressive Salaries

    Facility management is a critical aspect of any business or organization. It covers a wide range of responsibilities, including maintenance, security, cleaning, and energy management. The demand for skilled professionals in this field has increased significantly over the past few years, making it a lucrative and exciting industry to pursue a career in.

    Employee Index

    In the 12 months to November 2022, the seasonally adjusted employee index increased by 5.6%, with female employees seeing a 6.1% rise and male employees experiencing a 5.1% growth. This positive trend is also evident across all age groups, with the highest increases observed in those aged 65 years and over (+13.0%) and those aged 60-64 years (+7.9%).

    Table of Statistics:

    Facilities Management Salary Guide 2023
    For those considering a career in facility management, the salary outlook is promising. The table below shows the average salaries for various roles in the industry, with the permanent and contract salaries clearly indicated. From electrical technicians to facilities managers, the salaries range from €45,000 to €80,000 per year. With increasing experience, the salaries only continue to rise, making this a field worth investing time and effort into.

    Evaluating Salaries

    For those just starting out in their careers, the contract salaries can serve as a great starting point, with the opportunity for growth and promotion to a permanent role. As a professional gains experience, the salaries continue to increase, making facility management a great option for those looking for stability and financial security.

    Another factor to consider when evaluating salaries in the facilities management industry is the type of employment agreement. As seen in the table, there is a clear difference between the salaries of permanent employees and those working on contract. For example, an electrical technician with 3-5 years of experience earns €47,750.00 per year as a permanent employee, while their contract counterpart earns €24.49 per hour. Similarly, a facilities manager earns €57,500.00 per year as a permanent employee, while they earn €29.49 per hour as a contract worker.

    It’s worth noting that while contract workers may earn lower hourly rates, they may have the opportunity to work on multiple projects and earn a higher overall salary. On the other hand, permanent employees often receive benefits such as health insurance, paid time off, and a pension plan, which can offset the difference in pay.

    Finally, it’s important to consider the role and experience level when evaluating salaries in the facilities management industry. For example, a facilities engineer with 5+ years of experience earns €60,000.00 per year as a permanent employee, while a maintenance technician with the same level of experience earns €57,500.00 per year. Similarly, a facilities manager earns a higher salary than a facilities co-ordinator or maintenance manager, reflecting the increased level of responsibility and decision-making authority.

    Facility Management: Understanding the Salary Landscape

    Facility management is an essential aspect of modern business operations, encompassing a range of services, from building maintenance and security to energy management and sustainability. With the growing importance of facility management, it’s important for industry professionals to understand the current salary landscape.

    Facilities Management Graph and Chart
    The salary reports provide an overview of the average salaries for various facility management roles in the permanent and contract sectors. These reports are based on experience levels, with separate figures provided for individuals with 0-3 years, 3-5 years, and 5+ years of experience.

    Electrical Technician

    This role is responsible for the maintenance and repair of electrical systems and equipment. In the permanent sector, electrical technicians with 0-3 years of experience earn an average salary of €45,000, while those with 3-5 years of experience earn €47,750. Individuals with 5+ years of experience in this role can expect to earn €55,000. In the contract sector, electrical technicians earn €23.08 for 0-3 years of experience, €24.49 for 3-5 years, and €28.21 for 5+ years.

    Facilities Coordinator

    This role involves coordinating and managing a range of facility management services. In the permanent sector, facilities co-ordinators with 0-3 years of experience earn an average salary of €30,600, while those with 3-5 years of experience earn €37,000. Individuals with 5+ years of experience in this role can expect to earn €44,400. In the contract sector, facilities co-ordinators earn €15.69 for 0-3 years of experience, €18.97 for 3-5 years, and €22.77 for 5+ years.

    Facilities Engineer

    This role involves the design, construction, and maintenance of facilities and systems. In the permanent sector, facilities engineers with 0-3 years of experience earn an average salary of €55,000, while those with 3-5 years of experience earn €57,500. Individuals with 5+ years of experience in this role can expect to earn €60,000. In the contract sector, facilities engineers earn €28.21 for 0-3 years of experience, €29.49 for 3-5 years, and €30.77 for 5+ years.

    Facilities Manager

    This role is responsible for overseeing all aspects of facility management, including budgeting, staffing, and maintenance. In the permanent sector, facilities managers with 0-3 years of experience earn an average salary of €50,000, while those with 3-5 years of experience earn €57,500. Individuals with 5+ years of experience in this role can expect to earn €75,000. In the contract sector, facilities managers earn €25.64 for 0-3 years of experience, €29.49 for 3-5 years, and €38.46 for 5+ years.

    Facilities Technician

    This role is responsible for maintaining and repairing a range of facilities and systems. In the permanent sector, facilities technicians with 0-3 years of experience earn an average salary of €50,000, while those with 3-5 years of experience earn €52,250. Individuals with 5+ years of experience in this role can expect to earn €55,500. In the contract sector, facilities technicians earn €25.64 for 0-3 years of experience, €26.79 for 3-5 years, and €28.46 for 5+ years.

    Maintenance Engineers

    From our current figures in this permanent role can expect to earn between €36,500 and €60,000, while those in contract roles can expect to earn between €18.72 and €30.77 per hour.

    Maintenance Managers

    As you can see from the table, maintenance managers in permanent positions have the potential to earn between €55,000 and €80,000, while those in contract roles can expect to earn between €28.21 and €41.03 per hour.

    Maintenance Team Leads

    Maintenance team leads in permanent positions have the potential to earn between €58,000 and €80,000, while those in contract roles can expect to earn between €29.74 and €41.03 per hour.

    Maintenance Technicians

    Maintenance technicians in permanent positions can expect to earn between €39,000 and €57,500, while those in contract roles can expect to earn between €20.00 and €29.49 per hour.

    Mechanical Technicians

    Finally, mechanical technicians in permanent positions can expect to earn between €42,500 and €55,000, while those in contract roles can expect to earn between €21.79 and €28.21 per hour.

    Summary

    In conclusion, the salaries of facility management professionals vary greatly depending on the sector they work in, their role, and their years of experience. Whether in permanent or contract roles, the salaries of these professionals can range from €20,000 to €80,000 or more. To maximize their earning potential, facility management professionals should focus on developing their skills and gaining experience in their chosen field.

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    Step-by-Step Guide to Setting Up Planned Preventative Maintenance Programs

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    Facilities Management | Facilities Maintenance Guide to PPM
    “A comprehensive guide to setting up a successful Planned Preventative Maintenance (PPM) program to proactively maintain equipment and systems for efficient operations.”
    Table of Contents

    What are Planned Preventative Maintenance (PPM) Programs?

    Planned preventative maintenance (PPM) programs are designed to proactively maintain and monitor your machinery, equipment and systems so they operate reliably and efficiently. This step-by-step guide will walk you through how to develop a comprehensive PPM system that can help save time, money, and energy.

    Develop a plan for preventive maintenance.

    Creating an effective plan for preventive maintenance involves steps such as defining objectives and outlining maintenance tasks. It’s important to create a detailed schedule that outlines the times when particular pieces of equipment need to be serviced, as well as what type of service needs to be done. Additionally, you will want to establish protocols for detecting any possible defects in machinery and safely responding to them. Having a comprehensive plan in place will help ensure that you are able to keep your machinery running smoothly without any unexpected breakdowns or repairs.

    Identify potential problems that need to be addressed.

    Part of creating an effective preventive maintenance plan involves identifying potential problems that could affect the performance of your machinery. This can be done by consulting with experienced technicians and engineers, who can help you diagnose issues that may arise in the future. Additionally, they can advise you on the best way to respond to any detected problems, such as promptly addressing them before they cause bigger issues down the line.

    Assign resources and lay out a timeline for the project.

    Once you and your technicians have identified areas that need to be addressed, you must assign resources to the project and decide how much time they will have to complete it. Assigning a responsible person is critical, as they will keep track of tasks, set deadlines, and make sure everyone involved is on the same page. You should also establish priorities based on the identified problems, with urgent items needing to be handled first.

    Establish organizational roles and responsibilities for the program.

    As part of a Planned Preventative Maintenance program, it’s important to establish clear roles and responsibilities for who will be involved. This includes designating personnel responsible for identifying maintenance tasks, assessing risks, scheduling inspections, performing repairs or replacements, and making sure the system is in compliance with regulations. Having everyone organized and on the same page makes it easier to get the job done efficiently and effectively.

    Choose an appropriate Maintenance System or Computerized Maintenance Management System (CMMS).

    When it comes to maintenance programs, there is a variety of software solutions that can be used to track and manage the maintenance process. Choosing a computerized Maintenance Management System (CMMS) like iMaint or MPulse will enable you to plan, schedule, execute and monitor activities, as well as provide detailed analysis for better decision-making. This type of system also allows you to capture and store data about assets, labor costs, resources and more so that you have access to all the necessary information in one place.

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    Head to our job board for the latest career opportunities

    Hall Recruitment is committed to matching our candidates to professional employers which match eachothers professional goals and can enhance eachothers professional experiences. Check out latest job opportunities in facilities management, human resources, logistics, accounting and finance, office support and administration, and project management.