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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

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#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.

Recruitment and Employment Trends

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Recruitment and Employment Trends 2025 The employment landscape is undergoing significant changes in 2025, with key trends shaping recruitment strategies and job-seeking behaviours. Highlights include a minimum wage increase to €13.50 per hour, expanded sick leave entitlements, and the growing dominance of hybrid work models. Over 70% of the Irish workforce plans to change jobs this year, while 75% of employers are focused on permanent recruitment, marking an 11% decline from 2024. Additionally, half the labour force is expected to hold high-level qualifications, influencing both talent acquisition and career growth strategies. Understanding these recruitment and employment trends for 2025 is crucial for staying competitive in the evolving job market.
Table of Contents
  1. Recruitment and Employment Trends for 2025: What You Need to Know
    1. Minimum Wage Takes a Leap
    2. Sick Leave Gets an Upgrade
    3. Hybrid Work: The New Normal
    4. Job Hopping on the Rise
    5. Permanent Recruitment Trends
    6. The Skills Evolution
  2. What This Means for You
  3. Stay Ahead in 2025

2025 is here, and with it comes a fresh set of challenges and opportunities in the world of work. For job seekers and businesses alike, understanding the latest recruitment and employment trends is key to thriving in the year ahead. So, whether you’re a business leader strategising your hiring plans or a job seeker exploring opportunities with recruitment agencies in Dublin, here’s what’s changing and why it matters.

Minimum Wage Takes a Leap

Let’s start with the big one: as of January 1st, 2025, the minimum wage in Ireland has risen to €13.50 per hour. While this is great news for employees, businesses need to balance higher payroll costs with maintaining competitiveness. If you’re evaluating average salaries in Ireland or benchmarking pay for specific roles, now’s the time to check if your offer still stands out.

Sick Leave Gets an Upgrade

Feeling under the weather? In 2025, employees—whether permanent or on temporary assignments lasting over 13 weeks—are expected to receive up to seven days of paid sick leave. This enhancement reflects a growing emphasis on employee wellbeing. For employers, it’s worth noting that providing robust sick leave policies can improve retention and attract talent, especially as competition heats up.

However as of yet the Minister has yet to officially confirm the change from the current 5 days to 7 days.

Hybrid Work: The New Normal

Still hoping hybrid work is a passing phase? Think again. In 2024, 41% of employees in Ireland worked under a hybrid model, and demand is only increasing. Searches for hybrid opportunities have surged by 46%, with nearly half of job seekers stating they’d turn down a role without remote or flexible working options. The most common arrangement? Three days in the office, two days at home—although some lucky workers spend four days at home.

For businesses, hybrid work isn’t just about keeping employees happy; it’s about staying competitive. A whopping 38.4% of job postings in Ireland now offer hybrid arrangements, but with 20% of employers planning to increase office time, this could be a contentious issue.

Job Hopping on the Rise

Thinking about a career change? You’re not alone. An eye-opening 70% of the Irish workforce plans to change jobs in 2025. This means businesses will need to double down on employee engagement and retention strategies. Offering competitive salaries, hybrid options, and meaningful work is more critical than ever.

Permanent Recruitment Trends

While 75% of Irish employers plan to recruit for permanent roles this year, this figure marks an 11% decline compared to 2024. Could this be the year contract roles take the spotlight? For job seekers, this shift underscores the importance of flexibility in navigating the labour market.

The Skills Evolution

By the end of 2025, around 50% of the Irish labour force is expected to hold high-level qualifications. For employers, this trend means more specialised talent pools but also a need to offer roles that challenge and reward these highly skilled workers. For job seekers, it’s time to invest in upskilling if you want to stay competitive.

What This Means for You

For businesses: Partnering with recruitment companies in Dublin or job agencies specialising in your sector can streamline the hiring process. With labour market churn on the rise, having the right recruitment strategy is non-negotiable.

For job seekers: Whether you’re exploring opportunities with recruitment agencies in Dublin or simply updating your CV, 2025 is the year to focus on flexibility, skills, and aligning with employers who match your work-life balance needs.

At Hall Recruitment, we’re here to help businesses find top-tier talent and job seekers land roles that fit their ambitions. Let’s navigate the trends of 2025 together. For more insights, visit our website or get in touch with our team today.

Stay Ahead in 2025

The workplace is evolving faster than ever. By understanding recruitment and employment trends, you can make informed decisions that set you up for success. Keep an eye on this space for more updates, tips, and opportunities throughout the year.

Christmas Opening Hours

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Christmas Opening Hours

Merry Christmas 1200 x 630

Merry Christmas from Hall Recruitment

With the holiday season finally upon us, we want to extend our warmest wishes to all our clients, candidates, and friends. The past year has been a journey filled with opportunities, growth, and success, and we are truly grateful to have shared it with you.

Vivienne and I believe in fostering meaningful relationships and celebrating the milestones we achieve together. This festive season is the perfect time to pause, reflect, and appreciate all the incredible individuals we have met and the businesses that we have supported this past year. 

We wish you and your loved ones a Merry Christmas and a joyful New Year filled with happiness and prosperity. May 2025 bring new opportunities and continued success for everyone.

Christmas Lunch

As a reminder we will be closed for the holiday period, from 20th December until 2nd January. You will find the full details below. 

Hall Recruitment Opening Hours

DayDateOpening Hours
Friday 20th December 20248:00 AM – 4:00 PM
Monday23rd December 2024Closed
Tuesday (Christmas Eve)24th December 2024Closed
Wednesday (Christmas Day)25th December 2024Closed
Thursday (St Stephen’s Day)26th December 2024Closed
Friday27th December 2024Closed
Monday30th December 2024Closed
Tuesday (New Years Eve)31st December 2024Closed
Wednesday (New Years Day)1st January 2025Closed
Thursday2nd January 20258:00 AM – 4:00 PM

We want to personally thank each of you for the trust and support you’ve shown us this year. It means so much to us to be a part of your journey, and we cherish the connections we’ve built along the way. Here’s to more shared success and meaningful moments in 2025. Have a truly wonderful festive season with those you hold dear!

Warm regards,
Catherine Murtagh & Vivienne Hall
Directors, Hall Recruitment