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Remote Working

Do You Have A Home Office?

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Is This An Unreasonable Question For Employers To Ask?

Business Resources
At Hall Recruitment, we understand that finding the right talent is crucial to the success of any business. That’s why we are committed to providing critical guidance and support to employers, helping them find the best candidates and build a strong team that can drive their business forward.
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On the 9th of November 2022, the Irish government approved the integration of the right to request remote work for all workers into the Work Life Balance and Miscellaneous Provisions Bill. Since this has come out, most employers have read article upon article persuading them of the benefits to  offer remote work to their employees assuring them they will see a difference in their workforce productivity.

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

Research:

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

Health and Safety:

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

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

– Health and Safety Authority.

Injury Claims:

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

Appealing to the Market:

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

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

Conclusion:

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

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

Are you searching for a job? Apply for our latest positions here.

Employee Benefits Management

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Incentivising and attracting new talent to your business
Despite the strong economy and almost full employment, many businesses in Ireland are facing challenges in fulfilling their employment needs. The study by Equinix in 2022 showed that 62% of businesses in Ireland are forging ahead with plans for expansion despite economic concerns. Hiring for highly skilled professionals, e.g. qualified accountant will be extremely challenging this year as many accounting professionals have chosen not to pursue or advance their qualifications. As a result, many companies are turning to flexible working arrangements, professional development opportunities, competitive compensation packages, and a positive company culture to attract and retain top talent.
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Employment 2023:

While the economy is benefiting from almost full employment. Employers are struggling to fulfil their employment needs. Equinix conducted a study in 2022 which showed that 62% of businesses in Ireland are forging ahead with plans for expansion despite economic concerns. For more information on this please read our article on Irish labour force employment statistics.

We have also discovered that hiring for highly skilled professionals, e.g. qualified accountant will be extremely challenging this year (2023) as many accounting professionals have chosen not to pursue or advance their qualifications leaving the pool of qualified candidates extremely small. While we suspect this will be rectified in the coming years, it is an immediate concern for employers and their businesses.

We have seen business leaders attempt “quiet hiring” practices. Quiet Hiring is training existing employees in new skills to increase responsibility at work and prevent the need for new recruits. However, this has a high potential to backfire as recruitment agencies, like Hall Recruitment, have seen a surge in applications from employed professionals who are leaving their current employers for this very reason.

So what do we do?

In today’s competitive job market, companies are constantly searching for new and innovative ways to attract and retain top talent. As we head into 2023, there are a number of incentives that employers can offer to entice new hires to join their team.

Flexible Working Arrangements:

One popular incentive that has been gaining traction in recent years is flexible working arrangements. This can include options such as remote work, flexible hours, and part-time work. With the ongoing COVID-19 pandemic, many employees have had to adapt to working from home and have come to appreciate the benefits that come with this type of working arrangement. By offering flexible working options, companies can attract top talent who are looking for a better work-life balance.

Professional Development Opportunities:

Another incentive that is becoming increasingly popular is professional development opportunities. Unlike quiet hiring practices, employees must be included in the conversation when they are offered things like in-house training programs, leadership development programs, and tuition reimbursement. By investing in the professional development of their employees, companies can attract individuals who are looking to advance their careers and take on new challenges.

Advertising Benefits:

Another way to attract new hires is by offering competitive compensation packages. This includes not just salaries but also benefits such as health insurance, retirement plans, and paid time off. The latest legislation from the Sick Leave Act 2022, which guarantees any new hire will be automatically entitled to x3 paid days sick leave (2023), not to mention tax savers such as the bike-to-work scheme and annual travel tickets, which offer benefits to employers and employees, mean that businesses have at least some benefits to advertise. Additionally, companies can also offer incentives such as sign-on bonuses and referral bonuses to entice new hires to join their team.

Company Culture:

Lastly, companies can also use their company culture as an incentive for new hires. By highlighting their company’s values, mission, and community involvement, employers can attract individuals who align with their company’s culture and are excited to be a part of it. For some businesses aligning your values strategically with recruitment professionals who have amassed an audience on positive  work culture is an excellent opportunity to attract even more highly skilled and qualified candidates.

Summary:

In summary, there are many incentives that employers can use to attract and retain top talent in 2023. These include flexible working arrangements, professional development opportunities, competitive compensation packages and a positive company culture. It is important for companies to evaluate their current offerings and find ways to improve them in order to stay competitive in the job market and attract the best employees.

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Let us help you find the right candidate

At Hall Recruitment we provide an intelligence focused and expert service in all aspects of personnel selection and recruitment. What’s more, we bring a wealth of knowledge and experience to the work we do.

Our database of qualified candidates is consistantly monitored and updated to ensure we work with active candidates available for work.

Our duty of care ensures that we will update our clients on positions but also ensures that candidates we put forward for positions are given updates on their applications within a timely manner.

If you would like to speak with our team please click here. If would like us to work on a role for you please click here.

CVTips – Applying for a Job

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When it comes to recruitment, Catherine & Vivienne, the directors of Hall Recruitment, have a wealth of knowledge and experience that they are always willing to impart on their candidates. Here are their…

Best Practice Tips When Applying For A Job

There are several common misconceptions,

that circulate amongst the public when it comes to job applications. I’m sure you have heard people say:

1.       Sure, you’ve nothing to lose by throwing your hat into the ring.
2.       Just use the CV template on Indeed/LinkedIn/Facebook, you don’t need to do it yourself.
3.       Chance your arm in the interview, it’s no harm to ask!

While our friends and family who give this advice have only our best intentions at heart, unfortunately in a survey amongst 100 businesses and jobseekers we have found these misconceptions are an underlying cause why most candidate applications have either not progressed or have been disregarded. And here is why…

Misconception #1:

FOMO 1 1

Sure, you’ve nothing to lose by throwing your hat into the ring.

Many of us have fallen prey to the pitfalls that surround this common FOMO misconception. In our survey, 80% of active jobseekers confirmed they applied for more than 10 jobs a day and 60% admitted to not looking at the job spec before they applied. This is in line with the businesses surveyed, where 90% of applications they receive are rejected as being unqualified or unsuitable for the position advertised.

However, when we asked them about their hiring process, more than 95% of employers confirmed that they use recruitment software which allows them to follow up with applicants, score them, write notes, and keep a record of each applicant for future reference.

So, What Does This Mean?

This means that a poor application or follow-up phone screening interview, may affect your future applications, as companies keep records of all applicants.

Advice?

Read the job specification and self-evaluate before you throw your hat into the ring.
Ask yourself:

1.       Can I handle the responsibilities advertised in this position?
2.       Do I have enough of the skills, education or experience required for this role?

If the answer to these questions is yes, then apply

Pro Tip:

Keep a list of all the jobs you apply for: The Job Title, The Name of the Employer, Location for the Job. Keep that list somewhere you have easy access to it. Unfortunately, when you apply for multiple jobs daily it can be hard to remember each one, and if they make a screening phone call to you the last thing you want is a potential employer to think, “Do they even know they applied for this job?”
Another reason to keep track of your applications is so you can follow up with them. Best practice recommends doing this one week after your initial application and has been proven to impress potential employers.

Misconception #2:

Lazy 2

Just use the CV template on Indeed/LinkedIn/Facebook you don’t need to do it yourself.

100% of jobseekers confirmed that they have used autogenerated CVs from platforms like Indeed or LinkedIn in the past. When employers were asked “What do you think of autogenerated CVs from platforms like Indeed, LinkedIn, etc?” 85% confirmed that they don’t like them for multiple reasons.  

  1. It does not show any knowledge of Microsoft Office, CAD or general PC skills, which are usually mentioned as skills required in the job specification that they are applying for.
  2. The CVs are unedited. It contains reams of unnecessary information for the position they are applying to. What should be 1-2 pages max, can instead be 6-7 pages long.
  3. It restricts how we can contact them. When we like an applicant and want to call them for interview, we are restricted to using a specific platform.
  4. Indeed CVs value work experience over education.
  5. It appears lazy.

So, What Does This Mean?

This means that if you want your application to be taken seriously, its best to submit a tailored CV for the position you are applying to.

Advice?

All these platforms allow you to upload your own tailored CVs instead of using the auto generated ones. By doing this you are getting the best of both worlds.

Pro Tip:

READ OUR gUIDE ON cv tIPS HERE

Misconception #3:

harm to ask 3

Chance your arm in the interview, it’s no harm to ask!

55% of jobseekers believe there is no harm in asking for more money or more benefits in a job interview. While almost all employers expect this, 50% would dismiss the candidate if they asked for more than the job advertised. This increased to 90% if they have other applicants waiting to be interviewed.

So, What Does This Mean?

Don’t chance your arm in an interview! Salary and benefits are advertised in the job specification before you apply. Asking for more is a risky game, that will most likely not pay off.

Advice?

In the last few years most businesses have faced the reality of permanent closure. The effects of numerous lockdowns caused by the pandemic and higher costs for importing and exporting due to Brexit and sanctions as the result of the war on Ukraine, mean that businesses aren’t as flush with cash as they once were. Asking for more than they can offer could be taken as a personal insult and the reason for your dismissal.

Read our other #CVTips below…

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Candidate Resources

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Outline: When searching for a job especially executive-level positions, relying solely on job descriptions can
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What is a Facility Maintenance Electrician?

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A facility maintenance electrician is a skilled tradesperson who is responsible for the installation, repair,
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Operations directors are responsible for overseeing all aspects of an organization’s operations. They are expected
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Remote Workers – Beware Of Telephone Mystery Callers

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Say ‘hello’ to the telephone mystery caller. Like the mystery shopper (those ‘researchers’ often employed to double-check that others are doing what they’ve been commissioned to do), the mystery telephone caller does much the same thing. Restaurant and hotel chains have their own version of the mystery caller, the “mystery guest.” These are professionals paid to check on the quality of check in, food, and housekeeping. Well, thanks to Covid-19, employers have developed their own “mutation” of this covert professional, and they’re calling them: “Mystery Callers”.

Old Phone Picture
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