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Career Guidance

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:

Table of Contents

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.

CV Tips

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CV Tips: Top x10 Mistakes Made In Your Job Applications Which Are Ruining Your Chances Of Getting Hired!

Candidate Resources. CV Tips. Top 10 mistakes made in your job application which are ruining your chance of getting hired!
Table of Contents
  1. CV Tips: Top x10 Mistakes Made In Your Job Applications Which Are Ruining Your Chances Of Getting Hired!
  2. Introduction:
  3. 1. Not proofreading your resume/CV or application.
  4. 2. Failing to edit your resume/CV.
  5. 3. Having a CV that is more than x2 pages.
  6. 4. Not applying your skills to the job description.
  7. 5. Missed opportunities to showcase your skills.
  8. 6. Applying with a generic application.
  9. 7. Lying in your application.
  10. 8. Hiding your experience in your CV.
  11. 9. Not following the instructions in the job posting.
  12. 10. Using autogenerated CVs.
  13. Summary:
  14. Conclusion:

Introduction:

In the competitive realm of job hunting, where every application is a potential ticket to a better future, the margin for error is razor thin. Yet, surprisingly, countless applicants unknowingly sabotage their chances from the very beginning. It’s a grim reality that out of every 10 applications received for a single job advertisement, a staggering six have not even glanced at their own resumes before attaching them. Picture this: blank documents, unchecked auto-generated CVs with bewildering errors, and even resumes with nothing but a name on them. These blunders may seem too obvious to make, yet they occur far too often, transforming promising opportunities into missed chances. But that’s just the tip of the iceberg. From neglecting to edit and condense their resumes to sending generic applications, candidates continually stumble in their job pursuits. And, in an era where recruitment software screens candidates with ruthless efficiency, the consequences of these mistakes can be dire. Join us as we unravel the common, yet easily avoidable, missteps that could be hindering your career aspirations.

1. Not proofreading your resume/CV or application.

Out of every 10 applications we receive for every job advertisement, x6 have not looked at their own resume before attaching it to the application. In many instances the applicant has attached:

  1. A blank document
  2. An unchecked autogenerated CV where all your previous work experience is marked as a present employer.
  3. A document with just your name on it.
  4. A cover letter and no resume.

These are simple mistakes which could easily have been avoided.

2. Failing to edit your resume/CV.

Do you need to add all your responsibilities to each job of your CV? If you’re struggling to answer this question. In most resumes, your responsibilities tend to overlap. You should know that if your responsibilities overlap with your other previous positions, it would be worth creating a list of your primary skills and surmise it there.  This prevents repetition and condenses your CV into 2 pages max.

3. Having a CV that is more than x2 pages.

This comes back to correctly editing and formatting your CV. While it’s important to ensure your font and text size is legible and clear to read when an application is longer than 2 pages, employers and hiring professionals can get frustrated reading it. If you need assistance with this contact us here.

4. Not applying your skills to the job description.

Many believe that job applications are like winning the lottery. You must be in it to win. You should know that most companies and job boards use software to pre-screen candidates. So, if your CV doesn’t match what the employer is looking for, your application is already rejected. In some instances, your details are stored for a period so when you apply for a position your more suited to your previous rejections are beside your latest application acting like a red flag to the hiring professional.

5. Missed opportunities to showcase your skills.

Did you know that Microsoft Word is fast becoming one of the most sought-after skills in almost all job sectors? Yet, more than 90% of resumes/CVs are submitted as a PDF!
This is a wasted opportunity. In a job advertisement if a potential employer mentions a certain skill that you can demonstrate in the physical application why wouldn’t you? Take the opportunity.

Click Here To Apply For Our Latest Jobs

6. Applying with a generic application.

One of the worst mistakes you can make when applying for a job is sending a generic resume and cover letter that don’t address the specific needs and expectations of the employer all of which are outlined in the job description. Generic applications can make you look like you’re not interested in the job or the company, and that you’re applying for any position without doing any research or preparation.

7. Lying in your application.

Some people may be tempted to lie or exaggerate on their resume or cover letter to make themselves look more attractive to employers. This is never recommended as all applicants go through a rigorous screening process especially as you progress to the interview stage. Your previous employers will be contacted and asked to verify the details supplied and if it comes out that you have lied in your application at this stage it will blacken your name with that company for good.  

8. Hiding your experience in your CV.

It might be difficult to believed that people hide relevant experience in their CV but it’s more common than you think. Most job boards have specific questions that are pertain to the specific skills, experiences or qualifications required for the job. And many applicants answer those questions but attach a generic CV where those specific skills, experiences and qualifications are either not mentioned or are not easily identifiable in the resume. It’s important to make sure that you tailor your CV to the job you are applying for, or risk recruiters/employers dismissing you for being unqualified or lying on your application.

9. Not following the instructions in the job posting.

Some employers may have specific requirements or preferences for how to submit the application, such as format e.g. Word or PDF. Most companies rely on recruitment software to manage and organise applications that come in. Some of this software is not compatible with documents submitted in every format. In these instances employers and hiring professionals stipulate in the job description how your application must be formatted before it can be submitted. If you submit it in the wrong format your application may not actually be readable preventing your application from even being considered.

10. Using autogenerated CVs.

Using auto generated CVs from the likes of Indeed can be a convenient and time-saving option for job seekers, but it also comes with some pitfalls. One of the main drawbacks is that if you do not review and edit the autogenerated CV, the detail these CVs create is lacking and recruiters/employers can learn next to nothing about your essential previous experience or qualifications. For example, an autogenerated CV may only list your job titles, dates, and responsibilities, without highlighting your achievements, skills, or personal attributes that make you stand out from other candidates. Moreover, an autogenerated CV may not be tailored to the specific job or industry you are applying for and may not include relevant keywords or phrases that can help you pass the applicant tracking systems (ATS) that many employers use to filter out unsuitable candidates. Therefore, it is advisable to always review and edit your autogenerated CV before sending it to any potential employer, and to customize it according to the job requirements and expectations.

Summary:

In the quest for employment, it’s essential to remember that first impressions are everything. Sadly, many job seekers inadvertently tarnish these crucial initial encounters by neglecting the basics. Failing to proofread and edit resumes, submitting documents exceeding two pages, and applying with generic, one-size-fits-all applications are pitfalls that can swiftly turn opportunity into rejection. Moreover, the temptation to embellish or lie on applications can backfire catastrophically, staining one’s professional reputation irreparably. Another often-overlooked blunder is the failure to align qualifications with job descriptions, leaving candidates stranded in a sea of applicants. Furthermore, not following application instructions can lead to inadvertent disqualification, as incompatible formats render your submission unreadable. Lastly, while auto-generated CVs may offer convenience, they often lack the depth and customization required to stand out in the eyes of employers.

Conclusion:

In this high-stakes game of job hunting, precision and attention to detail are your allies. By avoiding these common yet detrimental mistakes, you can ensure that your application doesn’t get lost in the shuffle, giving you a fighting chance to secure the career you’ve been working diligently towards. Your resume should be a powerful tool, not a stumbling block, and with careful consideration, you can set yourself on the path to professional success.

Job Profile-Insurance Agent

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The job profile of an Insurance Agent requires strong self-organization and time management skills. A typical day starts with checking emails and prioritizing tasks, including reports for the boss and client inquiries. Spare time is dedicated to client services and self-education, as Insurance Agents serve as the main point of contact for clients. Preparation is crucial for appointments, as Insurance Agents often earn money through commissions. Assessing the client's situation beforehand, such as considering their age and circumstances, helps in providing tailored advice. Feedback from clients is valuable for self-improvement and growth. Keeping track of appointments for the current and following week is essential, and proactive efforts like making sales calls are necessary to ensure a steady stream of appointments. Attention to detail and maintaining relationships with clients contribute to sales and overall success. Key skills for Insurance Agents include communication, negotiation, problem-solving, analytical abilities, customer service, client relationship management, self-organization, time management, attention to detail, flexibility, and continuous learning. Persuasiveness on sales calls is crucial, and staying knowledgeable about insurance products, changes, and industry regulations builds expertise and trust. In terms of emerging skills, understanding personal pension plans involving ETFs (Exchange-Traded Funds) and the stock market can be advantageous for Insurance Agents. Additionally, integrating AI into their work could be beneficial as it becomes increasingly prevalent in the insurance industry. Overall, the job of an Insurance Agent is dynamic and requires adaptability. Success in the role is dependent on continuous learning and staying up-to-date with industry trends and regulations.

The job profile of an Insurance Agent requires strong self-organization and time management skills. A typical day starts with checking emails and prioritizing tasks, including reports for the boss and client inquiries. Spare time is dedicated to client services and self-education, as Insurance Agents serve as the main point of contact for clients.
Preparation is crucial for appointments, as Insurance Agents often earn money through commissions. Assessing the client’s situation beforehand, such as considering their age and circumstances, helps in providing tailored advice. Feedback from clients is valuable for self-improvement and growth.
Keeping track of appointments for the current and following week is essential, and proactive efforts like making sales calls are necessary to ensure a steady stream of appointments. Attention to detail and maintaining relationships with clients contribute to sales and overall success.
Key skills for Insurance Agents include communication, negotiation, problem-solving, analytical abilities, customer service, client relationship management, self-organization, time management, attention to detail, flexibility, and continuous learning. Persuasiveness on sales calls is crucial, and staying knowledgeable about insurance products, changes, and industry regulations builds expertise and trust.
In terms of emerging skills, understanding personal pension plans involving ETFs (Exchange-Traded Funds) and the stock market can be advantageous for Insurance Agents. Additionally, integrating AI into their work could be beneficial as it becomes increasingly prevalent in the insurance industry.
Overall, the job of an Insurance Agent is dynamic and requires adaptability. Success in the role is dependent on continuous learning and staying up-to-date with industry trends and regulations.

A Day as an Insurance Agent

Whether you’re bound to a nine to five or you can decide your working hours yourself, you will need a schedule. A frame you might say, that keeps you on track. Because the number one skill you need to have is self-organisation.  

First Things First

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This schedule should look similar to the following. First things first, check your mails and make a priority list of what has to be done immediately and what could wait until tomorrow. This might go from reports for your boss to inquiries from clients. You have to use your spare time wisely, mainly for client services or self-education. Afterall, you are the main point of contact for your clients.  

Priority List

If your priority list is set and you’ve done the most urgent things, you shouldn’t forget about the appointments you have. As an Insurance Agent you’ll most likely earn your money with commissions. So, preparation is key. Take a look at your client and get an overview about the situation he might be in. There is a difference between a 20-year-old who starts working and a 45-year-old parent with a house.  

Feedback

Get used to get feedback after your appointments, your clients might not be the hardest critics, but they are the most important ones. Afterwards review the whole thing yourself. Identifying the bits you can improve on, together with the clients feedback, it will be your easiest way to growth.  

Reviewing

Reviewing also allows you to remember leads and other important information about the client. Every kind of information will either generate the chance of a new sale or it will improve your relationship with clients. 

Think Ahead

Keep track of the number of appointments you have already set for the current and the following week. As an Insurance Agent you always have to think ahead. If you don’t have enough appointments to fill your days the following week, it is crucial to make sales calls and get additional ones. Sure, the quality of your consultation is what determines if you sell something but if you don’t have the chance to show your class, it doesn’t matter. 

At The End Of A Workday

At the end of a workday I would always take another look at my priority list to make sure I didn’t forget about anything and everything that’s left undone can wait for the next day. 

Conclusion

In conclusion, the job as an Insurance Agent is a very versatile one. Besides the key skills and perks there is one more thing you have to be: flexible. There will be days that aren’t as productive but there will also be some which extend normal work days. 

Key Skills For Insurance

  • Communication & negotiation skills 
  • Problem solving & analytical skills 
  • Customer Service & Client Relationships 
  • Self-organisation & time management 
  • Attention to detail 
  • Flexibility 

Continuous Learning

You’ll never know enough about sales call and communication. As mentioned earlier, the quality of your consultation determines a sale, but you need the clients first. Already being persuasive on the phone is half the rent. 

Depending on the kind of insurance you sell, you might think about getting into health and life insurance as well as they are the most profitable products for commission. No matter which direction you decide for, make sure you have a deep knowledge about your topic and keep up to date with changes. After all, expertise sows trust and trust is your biggest asset. 

Last and kind of self-explanatory, keep up to date with the laws and regulations. It is a necessity to be a professional and there could be changes that put one product ahead of the other.  

Emerging Skill

ETF’s are the new thing for personal pension plans. Well, it is not as new anymore, but people still aren’t very well informed about it. In order to compete you’ll have to gain knowledge about how such products work and the stock market in general. 

Integrating AI into businesses is a more recent phenomenon. You can’t exactly say how it will affect the Insurance branch but it will in some way. So getting an understanding of the basics and maybe already including it into your work could turn out beneficial in the near future.  

What Careers Can You Do With A Science Degree?

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

Careers In Science And Research

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

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

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

Where Can I Go For Jobs In Science And Research?

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

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

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

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

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Candidate Resources

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

    • The Importance of Reading Between the Lines on Job Descriptions

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

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

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

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

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

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

    Throw away the job spec.

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

    Identify the “real” job.

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

    Draft your own job spec.

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

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

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

    Confirm understanding.

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

    Conclusion

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

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    Psychological Safety

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

    • Candidate Resources

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

    Should I stay or Should I go?

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

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

    What is Psychological Safety?

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

    Why is Psychological Safety important in the Workplace?

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

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

    Employer Resources:

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

    Can Psychological Safety And Accountability Go Together?

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

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

    What is Accountability?

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

    Can Psychological Safety and Accountability Coexist?

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

    Accountability can enhance psychological safety:

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

    Psychological safety can enhance accountability:

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

    Leadership is key:

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

    How to Foster Both Psychological Safety and Accountability

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

    1. Set clear expectations:

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

    2. Provide feedback:

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

    3. Encourage open communication:

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

    4. Lead by example:

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

    Conclusion:

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

    Hiring Toolkit Facilities Pay Scale

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    What is the Future of Facilities Management in Ireland?

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

    • Facility Management: The Booming Industry with Impressive Salaries

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

    Employee Index

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

    Table of Statistics:

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

    Evaluating Salaries

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

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

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

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

    Facility Management: Understanding the Salary Landscape

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

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

    Electrical Technician

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

    Facilities Coordinator

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

    Facilities Engineer

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

    Facilities Manager

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

    Facilities Technician

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

    Maintenance Engineers

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

    Maintenance Managers

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

    Maintenance Team Leads

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

    Maintenance Technicians

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

    Mechanical Technicians

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

    Summary

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

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