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Transitioning into ESG Careers: In-Demand Roles, Transferable Skills, and Reskilling Strategies

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Transitioning into ESG Careers: In-Demand Roles, Transferable Skills, and Reskilling Strategies

Looking to break into the booming ESG (Environmental, Social, and Governance) sector? With companies scrambling to meet new sustainability regulations, ESG roles are hotter than ever. But here’s the kicker—while 85% of employers plan to hire for these positions in 2024, only 25% of applicants have the skills they’re looking for. The good news? Many of the skills you already have could make you a perfect fit for these high-demand roles. From data analysis to stakeholder engagement, this post breaks down the in-demand job titles, key transferable skills, and smart reskilling strategies that could help you land a well-paying ESG role. Ready to make your move? Read on to find out how.
Looking to break into the booming ESG (Environmental, Social, and Governance) sector? With companies scrambling to meet new sustainability regulations, ESG roles are hotter than ever. But here’s the kicker—while 85% of employers plan to hire for these positions in 2024, only 25% of applicants have the skills they’re looking for. The good news? Many of the skills you already have could make you a perfect fit for these high-demand roles. From data analysis to stakeholder engagement, this post breaks down the in-demand job titles, key transferable skills, and smart reskilling strategies that could help you land a well-paying ESG role. Ready to make your move? Read on to find out how.
Table of Contents
  1. The Growth of ESG Careers: A Recruiter’s Perspective on the Hottest Roles and Transferable Skills
  2. 2024 Hiring Trends: Opportunity Meets (Lack of) Preparation
  3. Desirable ESG Job Titles
  4. Transferable Skills: You Might Be More Qualified Than You Think
  5. Reskilling for the ESG Career Pivot
  6. The Bottom Line

The Growth of ESG Careers: A Recruiter’s Perspective on the Hottest Roles and Transferable Skills

If you’ve been paying attention, you’ll know that the sustainability and Environmental, Social, and Governance (ESG) sectors are booming. It’s no longer just a buzzword tossed around in boardrooms to tick boxes. Companies are under increasing pressure from regulators, investors, and, yes, even employees, to show their commitment to sustainability and transparency. With regulations like the Sustainable Finance Disclosure Regulation (SFDR) and the Non-Financial Reporting Directive (NFRD) looming large, it’s no wonder businesses are scrambling to fill new ESG-related roles.

Lack of Preparation

Let’s start with the good news. Hiring intentions are strong—really strong. A recent survey found that 85% of employers plan to expand their workforce in 2024. This growth will largely focus on areas like ESG reporting, compliance, and sustainability management. But here’s the catch: while the opportunities are plentiful, only 25% of applicants have the relevant skills for these roles. Yes, you read that right. Despite the growing demand, there’s a massive skills gap. As a recruiter, it feels like we’re panning for gold—lots of silt, very few nuggets.

Desirable Job Titles

Desirable ESG Job Titles

If you’re considering a career pivot, or if you’re advising someone who is, here’s a quick rundown of the hottest job titles in ESG:

These roles are popping up across industries—from financial services to consulting to manufacturing. The need for these positions isn’t going anywhere anytime soon, thanks to the increased focus on regulatory compliance and the fact that ESG metrics are now as important as financial performance in the eyes of many stakeholders.

Transferrable Skills

Transferable Skills: You Might Be More Qualified Than You Think

The good news for professionals looking to break into this field is that many ESG roles require transferable skills. No, you don’t need to be a climate scientist or have spent a decade in corporate social responsibility to make the leap. If you have experience in any of the following, you might just be the unicorn recruiters are searching for:

  1. Data Analysis and Reporting: The ability to collect, analyse, and report on ESG data (carbon emissions, diversity metrics, etc.) is crucial.
  2. Stakeholder Engagement: Can you communicate effectively with internal and external teams? Perfect. ESG is all about collaboration and buy-in from various stakeholders.
  3. Project Management: Managing sustainability initiatives from conception to implementation? If you’ve managed any project with a timeline and a budget, you’re already halfway there.
  4. Policy and Regulation Knowledge: Familiarity with corporate policies and regulatory frameworks? Add some ESG frameworks into your mix and you’re golden.
  5. Strategic Thinking: ESG is about aligning sustainability goals with business objectives. Strategic thinkers will thrive here.
Reskilling

Reskilling for the ESG Career Pivot

OK, so you’re interested, but you don’t quite have all the necessary skills. Let’s talk reskilling strategies. Yes, there are steps you can take to prepare for these roles, and no, it doesn’t necessarily require going back to university (unless you’re into that).

  1. Certifications and Training: Look for courses and certifications from reputable organisations like the Global Reporting Initiative (GRI) or the Sustainability Accounting Standards Board (SASB). Trust me, they’re worth their weight in gold when applying for ESG roles.
  2. Practical Experience: If your current company has a sustainability initiative, get involved. Even if it’s just managing recycling or suggesting energy-efficient changes, it’s a foot in the door.
  3. Networking: Attend industry events, join professional associations, and connect with ESG professionals. Yes, this means getting on LinkedIn and, dare I say, sending a few cold messages.
  4. Master’s Programmes: For those serious about a deep dive, consider a master’s degree in sustainability or environmental management. This is a great way to demonstrate your commitment to the field.
  5. Start Small: You don’t need to quit your current job and go full ESG overnight. Start by incorporating sustainable practices into your day-to-day. Baby steps, but they count.
5

The Bottom Line

The ESG space offers an exciting and lucrative career path for those willing to put in the effort to reskill or leverage their existing experience. Yes, the talent pool is limited right now, which makes this the perfect time for professionals to transition into the field and command higher salaries. The demand is there, the roles are plentiful, and if you’ve got the transferable skills, you’re already ahead of most applicants.

So, if you’re thinking about making a move, the door is wide open—just don’t be surprised when you see the competition hasn’t even laced up their shoes yet.

Hiring Accountants In Ireland?

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Discover the Realities and Solutions in Hiring Accountants in Ireland Navigating the complexities of hiring accountants in Ireland, this article delves into the challenges posed by a dynamic job market shaped by international migration. It highlights the struggle between active job seekers with International Financial Reporting Standards (IFRS) experience and the demand for local Generally Accepted Accounting Principles (GAAP) expertise. Employers face a tough choice between offering competitive salaries to attract passive candidates or investing in training for international applicants. The article underscores the pivotal role of recruiters in bridging this gap, providing strategies to enhance candidate preparedness, and emphasizes the importance of GAAP knowledge for regulatory compliance, tax reporting, and financial accuracy. By adopting comprehensive training programmes, employers can effectively integrate international talent, fostering a diverse and skilled workforce. Read on to uncover actionable insights and strategies to overcome these hiring hurdles and thrive in Ireland's evolving accounting sector.
Discover the Realities and Solutions in Hiring Accountants in Ireland Navigating the complexities of hiring accountants in Ireland, this article delves into the challenges posed by a dynamic job market shaped by international migration. It highlights the struggle between active job seekers with International Financial Reporting Standards (IFRS) experience and the demand for local Generally Accepted Accounting Principles (GAAP) expertise. Employers face a tough choice between offering competitive salaries to attract passive candidates or investing in training for international applicants. The article underscores the pivotal role of recruiters in bridging this gap, providing strategies to enhance candidate preparedness, and emphasizes the importance of GAAP knowledge for regulatory compliance, tax reporting, and financial accuracy. By adopting comprehensive training programmes, employers can effectively integrate international talent, fostering a diverse and skilled workforce. Read on to uncover actionable insights and strategies to overcome these hiring hurdles and thrive in Ireland’s evolving accounting sector.
Table of Contents
  1. Navigating the Challenges of Hiring Accountants in Ireland
    1. The Active Market vs. The Passive Market
      1. The Active Market
      2. The Passive Market
    2. The Role of the Recruiter
    3. Bridging the Expectation Gap
    4. The GAAP vs. IFRS Conundrum
    5. Why GAAP Experience is Essential
    6. The Day-to-Day Impact of GAAP Knowledge
    7. Responsibilities of the Candidate
    8. A Potential Training Plan for GAAP Knowledge
      1. Phase 1: Initial Assessment (2 Weeks)
      2. Phase 2: Course Training (4 Weeks)
      3. Phase 3: Practical Workshops (4 Weeks)
      4. Phase 4: Mentorship and On-the-Job Training (8 Weeks)
      5. Phase 5: Evaluation and Certification (2 Weeks)
    9. Cost of Training vs. Salary Increase
      1. Cost of Training
      2. Cost of Increasing Salary for GAAP-Experienced Candidates
      3. Comparative Analysis
    10. Conclusion

Navigating the Challenges of Hiring Accountants in Ireland

Ireland has recently experienced a notable influx of international migrants and asylum seekers, significantly impacting the job market. This influx includes both legitimate migrants who come to Ireland legally for work and education, and undocumented migrants and asylum seekers. Unfortunately, the positive contributions of those who come through official channels are often overshadowed by the broader, more negative perceptions surrounding undocumented migrants. This paints all migrants with the same brush, despite the valuable skills and enthusiasm that legal migrants bring to the table.

DALL·E 2024 07 19 12.27.15 A split image depicting the active and passive job markets. On one side eager international candidates with experience in IFRS represented with a gl

The Active Market vs. The Passive Market

In the current employment market, employers are finding it increasingly challenging to match their expectations with those of potential candidates, especially in the accounting sector. The job market is divided into two distinct categories: the active market and the passive market.

The Active Market

The active market is primarily populated by international applicants who are eager to work in Ireland. These candidates usually have experience with International Financial Reporting Standards (IFRS) rather than the Irish Generally Accepted Accounting Principles (GAAP). Their primary motivation is finding employment, and they bring with them a fresh perspective and a willingness to integrate into the Irish workforce. However, the lack of GAAP experience can be a significant hurdle.

The Passive Market

On the other hand, the passive market consists of individuals who possess the desired GAAP experience and are familiar with the local market. These candidates are typically already employed and are only willing to consider new opportunities for a substantial salary increase. Unfortunately, many employers cannot meet these high salary demands, leading to a stalemate where both parties’ expectations are not met.

DALL·E 2024 07 19 12.27.18 An image of a recruiter acting as a bridge between employers and job candidates. The recruiter is mediating between two groups one representing emplo

The Role of the Recruiter

Recruiters play a pivotal role in bridging the gap between employers and potential candidates. They act as intermediaries, helping both sides navigate the complexities of the job market and manage expectations. Recruiters can assist in addressing critical questions and strategies:

  1. Determining Competitive Salaries: Employers need to understand the competitive salary ranges to attract candidates with specific skills. For example, “If I need a candidate with A & B skills, what salary should I be advertising?”
  2. Training and Development: When faced with a market where candidates lack local accounting experience, employers should consider implementing training processes. A question like, “What process should I put in place to train candidates with no local market accounting experience?” becomes crucial.
  3. Candidate Preparedness: Recruiters also emphasise the importance of candidates ensuring their qualifications are internationally recognised and relevant to the Irish market.

Bridging the Expectation Gap

The employment market right now is a challenging place. Employers and candidates often find it difficult to meet in the middle regarding each other’s expectations. Employers are looking for candidates with specific local experience, while many candidates are eager to work but lack that local knowledge. It’s a classic case of supply and demand not aligning perfectly, requiring flexibility and adaptation from both sides.

DALL·E 2024 07 19 12.27.37 A conceptual image showing two paths one path representing GAAP with symbols of Irish accounting standards and the other representing IFRS with in

The GAAP vs. IFRS Conundrum

Understanding the significance of GAAP experience for accountants in Ireland is essential. GAAP (Generally Accepted Accounting Principles) is a framework of accounting standards, rules, and procedures that are specific to the country or region. In Ireland, as in many other jurisdictions, GAAP dictates how financial statements should be prepared and reported.

Why GAAP Experience is Essential

  1. Regulatory Compliance: GAAP ensures that financial statements comply with local laws and regulations. Accountants familiar with GAAP can navigate the specific requirements of Irish accounting standards, ensuring that companies remain compliant with legal obligations.
  2. Tax Reporting: GAAP directly affects tax reporting and the preparation of tax returns. Different countries have varying tax laws, and accountants need to be adept at applying GAAP to accurately report and file taxes in Ireland.
  3. Financial Reporting: GAAP impacts how financial statements are presented to stakeholders, including investors, creditors, and regulatory bodies. Properly prepared GAAP-compliant financial statements provide a true and fair view of a company’s financial health.
  4. Audit Readiness: Companies in Ireland are subject to audits, and GAAP-compliant financial statements are crucial for smooth audit processes. Accountants with GAAP experience can ensure that financial records are audit-ready, reducing the risk of discrepancies and penalties.

The Day-to-Day Impact of GAAP Knowledge

For an international accountant with only IFRS experience, the lack of GAAP knowledge can be a significant barrier:

  1. Adjustment to Local Practices: Accountants must adjust to the nuances of GAAP, which may involve different methodologies for revenue recognition, expense reporting, and asset valuation compared to IFRS.
  2. Learning Curve: The transition from IFRS to GAAP can be steep. Accountants must invest time and effort to learn and apply GAAP principles effectively, impacting their productivity and efficiency in the short term.
  3. Communication with Local Stakeholders: Familiarity with GAAP is crucial for effective communication with local stakeholders, including financial teams, auditors, and regulatory authorities. Misunderstandings or misapplications of GAAP can lead to significant errors and misunderstandings.

Responsibilities of the Candidate

Candidates seeking accounting roles in Ireland must take proactive steps to improve their employability:

  1. Qualification Recognition: Ensure that their accounting qualifications are recognised in Ireland. Key qualifications include:
    • Chartered Accountant (CA)
    • Certified Public Accountant (CPA)
    • Chartered Institute of Management Accountants (CIMA)
    • Association of Chartered Certified Accountants (ACCA)

For accounting technicians, relevant qualifications include:

  1. Accounting Technician Ireland (ATI)
  2. Institute of Certified Public Accountants in Ireland (CPA Ireland)
  3. Understanding Local Requirements: Candidates should research and understand the specific requirements and standards of the Irish accounting sector, such as GAAP and local tax regulations.
  4. Language and Communication: Despite English being widely spoken, candidates should work on adapting to local accents, idioms, and business communication norms in Ireland.

A Potential Training Plan for GAAP Knowledge

To bridge the gap for accountants with only IFRS experience, employers can implement a comprehensive training plan. Here’s a detailed outline of such a plan:

Phase 1: Initial Assessment (2 Weeks)

  • Objective: Assess the candidate’s current knowledge of IFRS and identify gaps in GAAP knowledge.
  • Activities: Conduct assessments and interviews, review previous work experience, and set learning objectives.

Phase 2: Course Training (4 Weeks)

  • Objective: Provide a thorough understanding of Irish GAAP principles, tax regulations, and financial reporting standards.
  • Activities: Engage in interactive sessions, led by experienced trainers. Topics covered should include revenue recognition, expense reporting, asset valuation, and compliance requirements.

Phase 3: Practical Workshops (4 Weeks)

  • Objective: Apply GAAP knowledge to real-world scenarios and case studies.
  • Activities: Participate in hands-on workshops, group projects, and simulations of Irish financial reporting. This phase should also include training on local tax reporting and audit preparation.

Phase 4: Mentorship and On-the-Job Training (8 Weeks)

  • Objective: Gain practical experience under the supervision of a mentor.
  • Activities: Work on actual company accounts, participate in audits, and receive feedback from mentors. Regular check-ins and progress evaluations are essential during this phase.

Phase 5: Evaluation and Certification (2 Weeks)

  • Objective: Assess the candidate’s proficiency in GAAP and certify their readiness.
  • Activities: Conduct final assessments, provide certification upon successful completion, and gather feedback for continuous improvement of the training programme.

Cost of Training vs. Salary Increase

Cost of Training

  • Total Duration: 20 weeks (approximately 5 months)
  • Training Costs:
    • Course Training: €2,500 (estimate)
    • Practical Workshops: €3,000 (estimate)
    • Mentorship Programme: €4,000 (estimate)
    • Certification: €1,500 (estimate)
  • Total Cost per Candidate: €11,000 (Approximate)

Note: The training costs provided are estimates and may vary depending on the specific training providers, programme length, and individual company needs.

Cost of Increasing Salary for GAAP-Experienced Candidates

  • Current Average Salary for GAAP-Experienced Accountants: €60,000
  • Proposed Salary Increase to Attract Candidates: €70,000
  • Annual Cost Increase per Candidate: €10,000

Comparative Analysis

Training a candidate with IFRS experience to gain GAAP proficiency costs approximately €11,000 over five months. In contrast, increasing the salary to attract a GAAP-experienced candidate costs an additional €10,000 annually. While the upfront training cost is slightly higher, it is a one-time investment compared to the recurring annual salary increase. Furthermore, training builds a loyal workforce and increases the pool of GAAP-competent accountants in the long term.

DALL·E 2024 07 19 12.27.12 An illustration of Ireland with various international people arriving representing migrants and asylum seekers impacting the job market. The image sh

Conclusion

The distinction between legitimate migrants and undocumented individuals is crucial in appreciating the positive contributions of those who come to Ireland through official channels. The job market, particularly in accounting, is tough terrain to navigate right now. Employers must be adaptable and realistic about their expectations, leveraging the role of recruiters to find the right fit. By addressing these pain points and implementing comprehensive training plans, employers can better attract and integrate international accountants into the Irish workforce, ultimately benefiting from their diverse skills and perspectives. The goal is to create a harmonious balance where both employers and candidates find common ground and move forward together.

Client Resources, Click here to meet the right candidate for your latest opportunity
Hall Recruitment, with over two decades of experience, has forged robust relationships with our clients based on our unwavering commitment to integrity and our ability to reveal exceptional candidates that precisely meet their requirements. Our mission at Hall Recruitment is to be the bridge between exceptional talent and rewarding opportunities. We prioritise a deep understanding of our candidates and actively support them in realising their career aspirations. We diligently uphold our commitment to presenting only those candidates whom we believe will best fit the positions offered, respecting both our candidates’ ambitions and our clients’ needs. Through a foundation of integrity, expertise, and unwavering dedication, we aim to be the trusted partner in fostering professional success and enduring connections. If you are interested in our services or have a position to be filled, please click the image below to explore further.

Changes to Sick Leave Act 2022

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Friday 5th of January 2024

Hall Recruitment. Generalist Recruitment Agency, catering to Permanent, Temporary and Contract positions. Call us today for more info on (01) 633 4040

Employment Legislation

5th of January 2024

Update on Government Employment Legislation: Changes to Sick Leave Act 2022

Dear Employers and Candidates,

We’re thrilled to share the latest update on the Government’s revisions to the Sick Leave Act 2022, effective January 2024. These changes aim to improve employee welfare and ensure fair treatment during health-related absences.

Key Highlights of the Amendment:

Extended Entitlement:
  • Employees with 13 weeks of continuous employment now qualify for five days’ paid sick leave.
Rate of Payment:
  • Eligible employees will receive compensation at 70% of their usual daily earnings, capped at €110 per day.
Documentation Requirement:
  • To access this benefit, employees must provide a valid medical certificate from a licensed healthcare practitioner.

These changes mark a significant move towards prioritising the well-being of our workforce and cultivating a healthier work environment. Employers can now support their staff during illness, fostering higher morale and productivity.

It’s crucial for employers and employees to understand these amendments for compliance and a smooth implementation.

At Hall Recruitment, we’re committed to guiding both employers and candidates through these changes. For further assistance or to understand how these modifications might affect you or your organisation, reach out to us.

Stay updated, stay informed, and let’s continue championing a thriving and supportive employment landscape together.

Warm regards,

C. Murtagh and V. Hall
Directors
Hall Recruitment

At Hall Recruitment, we’re committed to connecting skilled individuals with exceptional roles and career opportunities. Explore our extensive job listings and reach out to our experienced team for personalised guidance. Together, let’s navigate the exciting world of career opportunities and discover the perfect match for your skills and aspirations.

Looking for a new career opportunity Click Below

Hall Recruitment Job Board. Find the latest positions here!
Are you looking for a new career opportunity? Head over to our job board now. We work exclusively with clients who champion our believes for positive and diverse work culture and environments.

Salary Expectations for 2024

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Salary Expectations for 2024

Salary Expectations for 2024
Discover the gateway to transformative changes in Ireland’s professional landscape for 2024! Our in-depth analysis, meticulously crafted from extensive research and expert insights, reveals an exciting wave of salary shifts across key sectors. While modest increments hover around the 3% inflation rate, professionals wielding sought-after skills can expect windfalls of up to 15% in technology, engineering, construction, life sciences, and financial services. Explore how the construction sector tackles housing crises, the life sciences industry responds to healthcare demands, and the financial services sector flourishes, all intertwined with societal needs. Dive into this interconnected growth shaping career opportunities and compensation, setting sail for an exciting salary surge in the year ahead!
Table of Contents
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Salary Surges Ahead: Anticipated Pay checks in Key Sectors for 2024

As many of us begin our process of professional transformation this year, a key question for both employers and potential new hires is “What are your Salary Expectations for 2024?”

The professional landscape in Ireland is poised for transformative changes, with several sectors on track for significant salary shifts. Our comprehensive analysis meticulously crafted based on extensive research, economic and social trends, as well as surveyed feedback from industry experts, unveils a landscape filled with potential windfalls for skilled professionals.

The anticipated salary landscape for the upcoming year suggests modest increments across most sectors, broadly aligning with the expected inflation rate of around 3%. However, professionals armed with sought-after skills and expertise are set to reap the rewards of a surge in salary offerings, with potential bumps of up to 15%, particularly in five key sectors that drive Ireland’s economic engine: technology, engineering, construction, life sciences, and financial services.

Construction Sector: A Solid Foundation for Salary Growth

The anticipated surge in the development of new homes directly aligns with the salary increments in the construction sector. With a pressing need to address the housing crisis, construction companies are poised to invest heavily in attracting and retaining skilled professionals, resulting in competitive salary packages. The demand-supply gap in the housing market drives the need for experienced individuals in this sector, reflecting in the expected salary increases.

Life Sciences Industry: Keeping the Pulse of Healthcare High with Salary Surges

The growing demand for medical professionals within the healthcare sector intricately influences the trajectory of the life sciences industry. From pharmaceuticals to biotechnology and healthcare services, the burgeoning demand for healthcare expertise and innovation is poised to drive substantial salary increments in the life sciences field. Professionals in these sectors are expected to witness noteworthy salary growth as they cater to vital healthcare needs and address emerging medical challenges.

Financial Services Sector: A Numbers Game with Salary Boom

Simultaneously, the mounting need for experienced and qualified accounting professionals resonates with the anticipated growth in the financial services sector. As businesses expand and regulations evolve, the demand for skilled accountants and finance professionals escalates, creating a demand-supply imbalance that necessitates competitive salary offerings to attract and retain top talent within accounting, finance, and related domains in the financial services industry.

Interconnected Growth: A Symbiotic Relationship between Society’s Needs and Professional Landscape

The intricate interconnectedness between these sectors becomes apparent as they collectively respond to societal demands. The construction sector addresses the pressing housing shortage, the life sciences industry caters to evolving healthcare needs, and the financial services sector manages economic growth and stability. As these sectors expand to meet societal requirements, the demand for specialized skills and experienced professionals escalates, thereby foreseeing substantial salary increments across these pivotal industries in 2024.

This interconnected growth illustrates a symbiotic relationship between societal needs and professional landscapes, shaping the trajectory of career opportunities and compensation in the coming year. Buckle up, working professionals, for a salary surge awaits!

At Hall Recruitment, we’re committed to connecting skilled individuals with exceptional roles and career opportunities. Explore our extensive job listings and reach out to our experienced team for personalised guidance. Together, let’s navigate the exciting world of career opportunities and discover the perfect match for your skills and aspirations.

Looking for a new career opportunity Click Below

Hall Recruitment Job Board. Find the latest positions here!
Are you looking for a new career opportunity? Head over to our job board now. We work exclusively with clients who champion our believes for positive and diverse work culture and environments.

Dublin Job Evolution-Embracing Project Based Temporary Roles

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Dublin’s Job Evolution: Embracing Project Based Temporary Roles.
Are you looking for a career opportunity that will help you diversify your experience, command higher salaries, and work on exciting projects? Look no further than the thriving world of temporary contract roles in Dublin! Dublin’s job market is currently experiencing a surge in temporary contract roles, offering a unique opportunity for professionals to take their careers to new heights. These roles provide exposure to a variety of industries and projects, helping you develop your skills and network with influential people. Here are just a few of the benefits of working temporary contract roles in Dublin: • Diversify your experience: Work on a variety of projects and gain exposure to different industries, giving you a competitive edge in the job market. • Command higher salaries: Temporary contract roles often command higher salaries than permanent positions due to the demand for highly skilled professionals. • Work on exciting projects: Participate in cutting-edge projects and contribute to the development of innovative solutions. • Network with influential people: Meet and connect with industry leaders who can open doors to new opportunities. To maximize your success in the world of temporary contract roles: • Define your long-term career goals: Identify the industries and roles that align with your aspirations. • Choose roles that align with your skills and interests: Select roles that will allow you to use your expertise and learn new skills. • Be proactive in your search: Network with recruiters and attend industry events to find the best opportunities. Don’t miss out on this exciting opportunity to advance your career in Dublin! The world of temporary contract roles is waiting for you!

Dublin’s Job Evolution: Embracing Project Based Temporary Roles.

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Introduction:

The common misconception about temporary recruitment often assumes a sporadic work pattern, yet Dublin stands at the forefront of a burgeoning trend in project-based roles, known as contract assignments. Notably, over the past year, there has been a remarkable surge of approximately 85% among major multinational corporations in Dublin, embracing specific purpose, both long-term and short-term contract positions as integral parts of their business expansion strategies. A prime illustration lies in Pfizer’s 2022 announcement of a €1.2 billion expansion initiative, earmarked for the construction and establishment of a new manufacturing plant in Grange Castle. This ambitious venture aims to double the capacity for biological drug substance manufacturing and is scheduled to commence construction in 2024, with completion slated for 2027. This substantial investment is anticipated to generate 400-500 permanent jobs. However, to facilitate the creation of these permanent positions, a cohort of temporary contract roles has emerged to orchestrate these transformative projects, encompassing various pivotal domains:

  1. Construction and Engineering Roles: Anticipated temporary positions include construction workers, civil engineers, electrical engineers, and mechanical engineers, necessitated by the sheer scale of the construction project.
  2. Project Management Roles: Temporary project managers and coordinators are likely required to oversee progress, manage timelines, and synchronize diverse teams involved in this expansive project.
  3. Consultancy Roles: Specialised temporary roles in pharmaceutical manufacturing processes, regulatory compliance, and environmental impact assessment are expected to ensure strict adherence to industry benchmarks.
  4. IT and Tech Roles: The escalating digitalisation of manufacturing may call for temporary IT professionals such as system administrators, network engineers, and cybersecurity experts to optimise operational efficiency.
  5. Logistics and Supply Chain Roles: Temporary professionals specialising in logistics and supply chain management may play crucial roles in procuring construction materials, managing equipment, and streamlining product distribution.

These diverse temporary roles represent the cornerstone of support for this ambitious expansion plan. They cater specifically to the project’s exigencies, offering a range of transient but vital opportunities aligned with the project’s distinctive requisites.

The Surge of Temporary Recruitment:

Temporary recruitment is swiftly becoming the norm in Dublin and across Ireland, signifying a return to pre-COVID levels of growth opportunities. Businesses are now resuming their once-halted plans for development and expansion, marking a significant recovery in the employment market and the hiring and recruitment sectors. According to the Central Statistics Office (CSO), Ireland reported a 4.8% unemployment rate in November 2023. As businesses reinvigorate their development strategies, the entire spectrum of employment benefits.

The Advantages: How Does This Impact You?

Contract positions or temporary assignments have long been coveted by skilled job seekers aiming to command high salaries and realise substantial earning potential within a defined period. These roles can span from 3 months to 2 years and beyond. Unlike their counterparts in permanent positions, professionals in contract roles are renowned in employment sectors for maintaining a higher standard of work. They are expected to hit the ground running, often undergoing more frequent check-ins and reviews by project managers and CFOs to ensure projects align with goals and budgets.

While this might seem demanding, the rewards for these contract professionals are extensive. Due to their relatively frequent movement within the job market, these individuals accumulate not only more upward interview experiences but also practical exposure in a results-driven environment. This diversified experience equips them with superior bargaining power to command higher salaries.

Consider this: who would you prefer to hire for an office administrator role? An Office Administrator with 2 years’ experience working for a single employer, or an Office Administrator with 2.5 years’ experience spanning two employers, engaged in high-profile projects?

This shift towards temporary roles marks a strategic career move for individuals seeking diversified experiences and heightened marketability in a landscape that increasingly values adaptability and multifaceted expertise.

How can I maximise my career opportunities to take advantage of this?

With everything mentioned you’re probably thinking why everyone doesn’t do this? Answer: Priorities! Some professionals may be looking for something more secure or stable. Temporary or contract positions are by no means unstable but when we compare them to permanent positions, the timeframe of employment is finite. As the news will confirm there are many working professionals trying to buy their first home. The desire for the permanent, pensionable job in Dublin is still as strong as ever.

If you are considering contract positions, we suggest that you first evaluate your long-term goals. Many of our placed professionals aspire to diversify their experiences within their chosen profession, allowing them to demonstrate their adaptability to a multitude of industries, thus making them more desirable candidates in the job market so they can command a higher salary.

We have often found that successful professionals who actively seek these project-based contract roles have strong career aspirations. They have a result orientated approach to their work and actively seek constructive feedback to help hone their skills and climb the corporate ladder.

If this is your goal, we recommend being discerning in your choice of temporary roles. Assess how each employer and each temporary assignment aligns with your career goals, the skills it offers and the potential for networking and future opportunities.  

By looking inward and assessing your choices and determining if these opportunities align with your long-term career goals, you can position yourself optimally to leverage the burgeoning trend of temporary roles in Dublin’s dynamic job market, maximising your career opportunities and enhancing your professional growth.

Recommendations:

Driving licence

Unlock New Roads with a Driving Licence!

If you don’t already, make 2024 the year you get your driving licence. Not only will this offer you more freedom in life but with the rising cost of homes, more of us are being forced to move further away from the city. While its great to be on a commuter belt, recruiters and hiring professionals prioritise location as well as willingness and ability to commute to and from work when they shortlist candidates.  

Know What You’re Applying For!

Before clicking that ‘Apply’ button, take a moment to grasp the essence of the position. Don’t let a lack of attention to detail derail your job search journey. Carefully read the job description, ensuring your qualifications align with the requirements. Scrutinise the location, hours, and salary expectations. By doing your due diligence, you’ll avoid wasting your time and the time of others.  

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Conclusion:

Dublin’s thriving landscape of temporary administration roles presents an avenue to seize career opportunities. The upsurge in project-based positions within major corporations signifies an evolving job market. While permanency appeals to some due to stability, contract roles present a chance for professionals to diversify experiences, demonstrate adaptability, and command higher salaries. Success in these transient roles stems from strong aspirations, a results-driven approach, and strategic alignment of assignments with long-term goals. Maximising opportunities means discerningly selecting roles that align with career objectives and skills while embracing strategies for growth, like acquiring a driving licence for increased mobility and ensuring precise alignment with job descriptions. By leveraging these strategies, professionals can navigate Dublin’s temporary job market, optimising their career prospects and fostering sustained professional development.

At Hall Recruitment, we’re committed to connecting skilled individuals with exceptional roles and career opportunities. Explore our extensive job listings and reach out to our experienced team for personalised guidance. Together, let’s navigate the exciting world of career opportunities and discover the perfect match for your skills and aspirations.

Looking for a new career opportunity Click Below

Hall Recruitment Job Board. Find the latest positions here!
Are you looking for a new career opportunity? Head over to our job board now. We work exclusively with clients who champion our believes for positive and diverse work culture and environments.

November Is The Best Job Search Month

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Why November is the Best Time to Apply for a New Job

November Is The Best Job Search Month!

While November may not be the first month that comes to mind when considering a job change, it could very well be the key to unlocking your next career move.

Job hunting in November offers unique benefits that are unavailable at any other time in the year. Here are just some of the advantages to prioritising your job search this month:

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Less Competition, More Opportunities:

November marks the calm before the storm in the job market. With many job seekers delaying their search until January, taking the initiative in November positions you as an early bird in a less crowded market. Employers, eager to finalize their teams for the upcoming year, are more likely to be actively hiring during this period.

Budget-Friendly Hiring Season:

Companies often find themselves with more budget flexibility in November, creating a prime opportunity for new hires. By applying now, you align your job search with a time when organisations are proactively investing in their workforce to gain a competitive edge in the coming year.

Strategic Transition with Holiday Benefits:

Handing in your notice in November allows you to strategically merge your notice period with the Christmas holidays. This unique timing provides you with extra days to acclimate to your new job, fostering a smoother transition and a more comfortable onboarding process.

Early Onboarding = Time to Recharge:

Securing a job offer in November opens the door to starting your new role early in the new year, with a well-deserved break in between. This thoughtful pause allows you to recharge and approach your new position with renewed energy and focus.

CVTips:

Having worked in recruitment for the past 20 years we recommend taking a week off minimum between the end of your old job and the start of your new job. It gives you a chance to recoup and recharge, so you are in the right head space when you start your new position.

Build Relationships at Holiday Parties:

Take advantage of the festive season! Many companies host Christmas parties, creating a relaxed atmosphere for you to meet your future colleagues informally. Building relationships during these casual events sets a positive tone for your integration into the team.

Celebrate the Holidays with Confidence:

Finding a new job in November ensures you can savour your Christmas dinner with a positive outlook on the future. No more stress and anxiety about job hunting in the new year; instead, you can reflect on your achievements and look forward to the exciting opportunities ahead.

Hall Recruitment Job Board

Ready to embark on your November job search journey?
Head over to our job board now and discover the career opportunities waiting for you. Don’t miss out on the advantages of starting your job search early – apply today and set the stage for a successful and fulfilling career change.

Conclusion:

November is a hidden gem in the job search calendar. By taking action now, you position yourself ahead of the curve, enjoying the benefits of less competition, more opportunities, and a smoother transition into your new role. Follow our tips for a proactive and strategic job search in November, and make this month the launching pad for your next career move.

Applying for a new job but need some help check out our guide when applying for a new job here.

Strategies for Success: Company Culture

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Creating Inclusive Onboarding Programmes and Cultivating Company Culture in Ireland's Global Workforce

Creating Inclusive Onboarding Programmes and Cultivating Company Culture in Ireland’s Global Workforce

Table of Contents

Strategies for Success: Company Culture

1. Ireland’s Growing Attraction for Multinational Corporations

Ireland is known for its’ lush landscapes, rich history, and warm-hearted people. However, as we have seen from reports by The Guardian, BBC News and RTÉ, Ireland  is now also known for attracting large multinational corporations.

2. Ireland’s Appeal to Foreign Investment and Skilled Workforce

According to recent reports, Ireland has attracted almost 900 US companies employing 190,000 people directly and 152,000 indirectly (2022). As a result of foreign investment, Ireland has become a hive of employment opportunities as these businesses are desperately seeking a skilled workforce to fill their critical roles.

3. Ireland’s Advantages for International Job Seekers

Ireland is doing everything it can to support these companies. Reports from The Journal.ie, The Irish Times, and the Irish Independent have confirmed how much more attractive Ireland has become to work in, especially when compared to other European countries. Eurostat reports have confirmed that Ireland holds the record for the highest minimum wage in Europe. In addition to this Ireland is an English-speaking country in the eurozone, which makes it easier for international job seekers to communicate and access the European market.

4. Attracting Global Investors: Insights from PwC Ireland

According to an interview with Liam Diamond, Head of FDI/International Tax at PwC Ireland, in an interview with the Financial Times:

“We are increasingly seeing Ireland’s attractiveness as a European base being recognised by Asian investors, who in turn may be able to leverage Ireland as a platform for the US and other markets.”

5. Diversity in the Irish Work Culture

Ireland’s booming economy and pro-business policy will continue to attract more Foreign Direct Investment (FDI) and international workforce. While this has an excellent reflection on Irish GDP, it’s become clear that cultural diversity and integration need to be the forefront of concerns for both employers and job seekers, especially when applying for new career opportunities.  

6. Contrasting Irish, American, and Asian Work Cultures

The Irish work culture is vastly different from that of American and Asian work cultures, where the vast majority of FDI in Ireland is coming from. Irish work culture is relaxed and informal, while American and Asian work cultures tend to be more formal and hierarchical. In Ireland, people prefer to use first names, humour, and small talk to create a friendly atmosphere. In America and Asia, people tend to use titles, respect, and punctuality to show professionalism.

7. Diversity in the Irish Workforce

According to a report by the Organisation for Economic Co-operation and Development (OECD), Ireland has a high level of labour productivity compared to other OECD countries. But as our employment market continues to favour job seekers, employers have embraced hiring a diverse workforce. According to an article by Codex, almost 1 in 7 people born outside of Ireland are employed within the Irish workplace. These employers are excited to diversify their workforce because these candidates possess the diverse skillset, experience, and education essential to fill their critical roles. But due to unskilled hiring practices by TA teams, downsizing of in-house HR services and lack of onboarding programmes, recent studies have shown a lack of inclusivity and a clash of cultures which includes an increase of incidences of workplace discrimination by 20%.

These facts should motivate employers to immediately implement and monitor cultural diversity and integration programmes within their business’ practices.

8. Recommendations from Leading Consultancies

Bain & Company suggests that companies should start the cultural integration process early. The process must be led from the top, and employees must be strongly engaged. Some of the key steps include diagnosing how work gets done, setting priorities, and hard-wiring and supporting change.

McKinsey & Company recommends that companies address culture more effectively by understanding and addressing culture and focusing on the actions needed to combine operations and deliver value. The company defines culture as the outcome of the vision or mission that drives a company, the values that guide the behaviour of its people, and the management practices, working norms, and mind-sets that characterise how work gets done.

Foley & Lardner LLP suggests creating a structured integration plan that outlines specific steps and milestones for cultural integration. This roadmap should include activities such as cultural training, cross-cultural workshops, and initiatives that promote cultural exchange and understanding.

9. Balancing Responsibility Between Employers and Employees

But is it fair for employers to be solely responsible for work culture integration? In our digital age there are more resources available to job seekers allowing them to gain perspective on an organisation’s work culture from Glassdoor which provides first hand accounts from employed professionals within each organisation to employment networks such as LinkedIn which post about the company’s values and allow job seekers to interact with those who either currently or previously worked for that organisation.

This brings the question when a new employee joins a company is it their responsibility to immediately adopt to the existing work culture or should companies put systems in place to allow for a diverse work culture and ideas to be gradually implemented into their work practices.

10. Implementing Cultural Integration in Onboarding Programs

Here are some practices that new hires can immediately do when starting a new job:

Networking and Relationship Building:

Actively engage in networking events, team-building activities, and social gatherings organised by the company. Building relationships with colleagues, including Irish coworkers, is essential. It can provide insights into the local work culture and help new recruits feel more integrated into the team.

Seek a Mentor:

Having a mentor or a buddy within the company, preferably someone with experience working in a diverse environment is a great way to acclimate to new environment. A mentor can provide guidance on navigating the workplace culture, understanding local customs, and offer advice on career progression within the organisation.

Businesses can also implement these practices easily in their organisations as part of their onboarding program.

Your business can incorporate these practices into your onboarding programs. However, if you’re interested in more successful strategies for embracing a diverse work culture, please reach out to us.

As we continue to welcome international talent, let’s work together to ensure that cultural diversity and integration remain at the forefront of our shared success story.

Hiring Legislation

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New Employment Permits Bill in Ireland: Key Facts for Businesses and Hiring Professionals

Hiring Legislation-New Employment Permits Bill in Ireland

Key Facts for Businesses and Hiring Professionals

New Employment Permits Bill in Ireland: Key Facts for Businesses and Hiring Professionals
The proposed Employment Permits Bill 2022 will modernise and streamline the employment permits system in Ireland. Learn about the key changes and how Hall Recruitment can help you navigate the new system.

Hiring Legislation

The Employment Permits Bill 2022 is a proposed new law that will modernise and streamline the employment permits system in Ireland. The Bill is currently under consideration by the Oireachtas and is expected to be enacted in late 2023 or early 2024.

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Need to Know:

The Bill proposes several changes to the existing employment permits system, including:

  • Introduction of a new seasonal employment permit: This permit will be available to non-EEA nationals who are coming to Ireland to work in seasonally recurrent employment, such as agriculture, tourism, and hospitality.
  • Revision of the labour market needs test: The Bill proposes to make the labour market needs test more relevant and efficient. This will involve streamlining the process for assessing whether there is a genuine need for a non-EEA national to fill a particular role.
  • Moving of operational criteria to regulations: The Bill proposes to move several operational criteria from the legislation to regulations. This will give the Minister for Enterprise, Trade and Employment greater flexibility to adapt the system to changes in the labour market.
  • Streamlining of requirements: The Bill proposes to streamline the requirements to make the grant process more efficient. For example, the Bill proposes to reduce the number of documents that employers need to submit when applying for an employment permit.

In addition to these changes, the Bill also proposes to introduce new conditionalities attaching to the grant of an employment permit. These conditionalities are designed to increase apprenticeship and training opportunities and, hence, reduce future reliance on the employment permit system.

Key Facts for Businesses and Hiring Professionals:

The following are some of the key facts about the changes to work permits in the proposed Employment Permits Bill 2022 that are most relevant to businesses and hiring professionals:

  • The new seasonal employment permit will be a valuable tool for businesses in sectors such as agriculture, tourism, and hospitality that rely on seasonal workers.
  • The revised labour market needs test will make it easier for businesses to get employment permits for non-EEA nationals to fill critical roles.
  • The streamlining of requirements will make the employment permits process more efficient for businesses.
  • The new conditionalities attaching to the grant of an employment permit will help to ensure that businesses are investing in training and development for their employees.

Conclusion:

Overall, the proposed Employment Permits Bill 2022 is a positive development for businesses and hiring professionals in Ireland. It will make the employment permits system more flexible, efficient, and responsive to the needs of the Irish economy.

Additional Tips:

Here are some additional tips for businesses and hiring professionals who are planning to apply for employment permits under the new Bill:

  • Start planning early. The employment permit process can take several weeks or even months, so it is important to start planning early.
  • Make sure you meet all the requirements. Carefully review the requirements for the type of employment permit you are applying for and make sure that you meet all of them before submitting your application.
  • Prepare your application carefully. The employment permit application form can be complex, so it is important to take your time and prepare it carefully.
  • Be responsive to requests from the Department of Enterprise, Trade and Employment. If the Department has any questions about your application, be sure to respond promptly and provide all the information that is requested.

By following these tips, businesses and hiring professionals can increase their chances of success in getting employment permits for non-EEA nationals.