Thank you for your interest in our recent Employer-Ability Masterclass: Becoming an Employer of Choice in your Market.
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<iframe title="YouTube video player" src="https://www.youtube.com/embed/0RPGEalXZ54" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen"></iframe>
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During the masterclass, our panel of experts discussed a range of topics related to becoming an employer of choice in the financial services industry.
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Some of the key takeaways included:
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<ul>
<li>Insights into the current state of the employment market.</li>
<li>Best practices for attracting and retaining top talent.</li>
<li>The pros and cons of different work environments and compensation models.</li>
<li>The role of technology in employer-ability.</li>
<li>The importance of diversity and inclusion in the workplace.</li>
</ul>
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In addition to the masterclass, you can also access our salary guide, which was mentioned throughout. This guide provides valuable insights into compensation trends across our industries.
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<a href="../../resources/the-engage-people-salary-market-trend-survey-2022/" target="_blank" rel="noopener">You can access the guide here.</a>
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We hope that you find the recording and salary guide valuable in your efforts to become an employer of choice in your market.
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If you have any questions or feedback, please don't hesitate to contact us.

Employer-Ability Masterclass: Becoming an Employer of Choice in your Market

With 2023 now up and running, Paul McClatchie, Director of Engage People, shares his thoughts about hot topics that employers need to consider. The Market for Employers New jobs have remained consistent and strong across each of our verticals: Accounting, Banking &amp; Financial Services, Insurance and Legal. While we have a role to play in insuring we have a good pipeline of new business, we study our existing client's actions in depth. A high-level view would suggest that both multinationals and Irish HQ organisations are replacing leavers whilst also adding additional headcount. Tech Sector and Layoffs We are certainly noticing that we are receiving plenty of applications from Talent Acquisition professionals in this sector. We have yet to see multiple redundancies in the areas most relevant to us such as Accounting and Legal in-house. This may change of course, but we would agree with the sentiment that several of the major players went through huge hiring drives in 2021 and 2022. Easing demand in the Tech sector would be advantageous for domestic Irish companies that are keen to grow. Attracting and Retaining the Right People We are strongly of the view that it is key to have a clear <a href="https://engagepeople.ie/resources/unique-employer-value-proposition-builder/" rel="noopener noreferrer" target="_blank">Employer Value Proposition</a> to discuss with desirable candidates at interview. Not everyone is seeking size and scale and for many job seekers it will be their relationship with their boss that provides the biggest motivation. We have put together a simple EVP process that is worth reviewing for ideas. Ideally you can involve your team, but you may find it useful to pick out a few nuggets to explore. In relation to retention, an interesting piece to note is that when we ask an individual why they are considering a move, they often feel there is an indifference or that their boss is too busy. As an employer in a sector that typically involves a lot of movement, I feel qualified to speak on the subject. It may seem time consuming, but we recommend having an organised quarterly meeting in place with your team with their career in mind. It offers an opportunity to discuss clearly where you see their role on the team, what is working well and what they can work on. It offers an opportunity for the employee to ask questions. We feel this approach builds alignment. If salary is a major discussion point, you could outline what they can achieve through strong performance, this year and next. If they are being challenged by a tuned in Hiring Manager, money is not always their biggest motivation. Working Arrangements It is correct that most individuals are seeking a level of flexibility. That does not need to be exclusively on their terms. We strongly encourage a job seeker to build a track record internally, the right rapport and understanding of their employer’s processes before seeking to work from home for part of the week. It is worth considering what the role entails. For example, in the Accounting, Banking and Legal sectors the roles can be quite detail focussed. Can the employee get more done at home behind closed doors and minus their commute a few days a week? That can be a ‘win win’ for both parties. On the other side, if there is a key influencing aspect internally and their drive, communication and energy are valuable for team success, their presence might hold more value than simply their own individual output. Alignment on these matters is built through each party building an understanding of what is required to achieve success. It is important to understand what an employee’s work-from-home set up is like. In our sector where there are a number of discreet calls each day, it would not be suitable to work in a shared space with others passing through. A home office is of course not a luxury that everyone has access to, but it may determine how many days the individual works from home.&nbsp;

What will 2023 hold for employers in the Financial & Legal arena? 

What sectors are busiest?The quickest expansion has been FinTech. There are a range of new entrants to the market to supplement the strong core that previously existed. Tech companies of all sizes are hiring. Which are the primary role titles you have been busy placing in?More Finance Directors and Financial Controllers than CFO’s in recent months although it was the other way around in 2020. What overall market trends you have noticed?Accountants who have worked in PCF roles in the past are in demand. There is a clear growth in the FinTech arena with a range of new and existing organisations ramping up their hiring due to demand. Construction and related sectors are growing at an accelerated rate which is very exciting as it is the sign of a growing economy. Tell us a bit about what is happening with salaries, are they increasing/decreasing? Have company the benefits changed at all since C19? What about offer packages for candidates?C19 surprisingly has had little impact on salaries and packages. The trend is for senior salaries to continue to rise marginally each year. Irish companies with t/o’s of lower than 50M naturally pay a more modest base salary and package. In general though, base salaries across the board are rising while pension contributions are reducing in industry. With regards to benefits, every company has a unique healthcare contribution policy. This is not standardized and it is hard to put a figure on it, I advise my candidates that each company will have a unique offering. A major difference about offer packages is that in times gone past, bonus percentages were rarely mentioned with job offers, whereas now they are included on the offer letters and considered a part of the offer. A lot has changed with working circumstances in the past year and a half. How are employers opinions now changing? Are companies being flexible, do they want fulltime office workers/ hybrid/ fully remote workers?This will be an interesting area to keep an eye on in the coming months. Most of our clients are on the fence about the longer term and haven’t yet crystalised these plans on paper; and in most cases the individuals we place are understanding about this. In a hiring process, I am advising Hiring Managers to explain to the candidate what is working well for the current team and encourage them to find a suitable solution. Most companies are planning on, if not already currently running, a blended model of working with some time in-office and some remote. One major update is that, organisations outside of cities have opened the geographic areas they are hiring from leading to the attraction of a wider range of diverse individuals who work on a hybrid basis. Any other significant changes which have happened in your market over recent months?There are more opportunities available in Irish companies for individuals seeking a 3- or 4-day week than there was previously. This can be a great opportunity to bring in a highly skilled professionals who can add significant value in a more cost-effective manner. It can also lead to stronger retention and a more diverse team of professionals.

60 Second Update – CFO/Finance Director Job Market

[Dublin, Ireland]: On February 25th, The Employment and Recruitment Federation (ERF) named Engage People the winner of Best Small Agency of the Year, at the rescheduled 2021 ERF awards, held at the Shelbourne Hotel. The award recognises companies that have contributed to the recruitment industry and have been a leader in its fields, whilst maintaining the highest performance and standards.With employment and growth central to many Ireland-based businesses as well as the Irish economy as a whole, Engage People played a key role. Having placed over 170 people in small and mid-size enterprises (SMEs) throughout Ireland, Engage People facilitated these hires by ensuring all recruitment processes were as efficient as possible, especially throughout the Covid pandemic. Engage People enabled their Irish SME clients to grow significantly during this period, helping them compete with large multinationals for top talent, through identifying their client’s unique selling points, be it a flexible working model or high-performance culture. This has led to near 100% retention for many businesses in Ireland at a time when a great resignation is underway. “Engage People have been a valuable partner in our growth story.” says Brendan Wood, Founder at AutoEntry. Engage People’s success has resulted in their own team growing by 50% over the last year, with the company set to offer more direct employment opportunities as they continue to expand throughout 2022 and beyond. “Our team at Engage People are thrilled to receive the award which caps off a super 2021 and offers a great boost for the year ahead. It was hard to foresee what impact C19 would have on the labour market in Ireland but slowly and surely we noticed great resilience with Irish companies. Many adapted their business activities which led to new and growing revenue streams and a demand for staff. To ensure we could deliver the right service in a virtual world we provided expert advice to our clients to enable them to attract and interview individuals for their hiring needs. The companies we work with tell us that our ability to get the right talent in front of them, despite competition from global companies, has a big impact on their success.” says Paul McClatchie, Director at Engage People. Established in 2016, Engage People is a specialist Irish recruitment firm, connecting ambitious career orientated candidates and clients. They have deep expertise across three niche strands: Accountancy &amp; Financial, Banking &amp; International Financial Services and Insurance &amp; Compliance.

Support Of Irish Economy Sees Engage People Scoop Top Award

Having recently been promoted to senior recruiter with Engage People, it seemed like a good point to self-assess my time in recruitment to date. My journey to date has been a rollercoaster. While it’s a tired cliché, it’s true to say no two days ever the same. That said, the training and support from the senior leadership team have been critical to continuing my personal and professional growth in the role, with a particular focus on regular sessions with an open discussion on challenges. I learnt early on that everyone has their own style, and while I’ve learnt lots from my colleagues here at EP, my approach has always been to be straight up with both clients and candidates. I focus on building a valued long-term relationship of trust and confidence, rather than focusing purely on the short-term wins. For recruiters just starting out, I would say embrace and learn from your mistakes. It’s a role that has little room for hiding, so the route to success is more likely to be found in challenging yourself to call out your own areas for improvement, rather than dodging the bullet.

A Higher Level With Brian Cullinan – A Self Reflection

Our marketing executive, Aidan, sat down recently with Keith Grant to quiz him on his big switch from Banking to the world of Recruitment. And, here’s how it went: Keith, you have had a successful career in Banking before making a career change last year. Why the move to recruitment? Why not?! I am not sure if the pandemic subconsciously triggered something in me, but in late 2020/early 2021 I was really questioning the trajectory of my career. I loved my team, my peers, the senior leadership I worked with, and it took me a good few months to pinpoint exactly what was missing – it turned out to be job satisfaction. Once this clicked, I immediately knew that I needed to do something else with my career, so I started to think about the elements of roles both past and current that did bring me job satisfaction. I quickly realised that I really enjoyed the hiring element of a previous role that I had done, where I had to build a big team from scratch. That’s when I started to toy with the idea of becoming a recruiter. I also loved the idea that although recruiting would be something mostly unknown to me, there were certain skills and industry knowledge that I had that would actually lend themselves quite well to recruiting. So, I started to explore. Explore? What do you mean? Well, I wasn’t sure if people did what I wanted to do at my age (they do!) and whether I could make it a success (I could). To be frank, at 37, I was concerned that I may have left it too long to move into another industry completely. So, I started asking people. I started with a colleague who had worked in an agency before. The conversation went something like this: &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Me: Look, I’m thinking of giving up Banking and moving into the recruitment space. Am I mad?! Could I do it? &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Colleague: *pause* you would be excellent at it, I promise. That made me feel more confident. My colleague put me in touch with someone in the industry who she assured me would give me an unbiased assessment as to whether I could do it or not. This person turned out to be Paul McClatchie, owner and director of Engage People! That worked out well for you – so you moved to Engage People? No, not at first. I spoke to Paul to get his view. I wasn’t asking him to give me a job, or to get me a job. I wanted his expert opinion on my skillset, background etc., and ultimately, I wanted him to tell me that he could see me as a strong recruiter. Our relationship grew from there, I met the rest of the Engage People team and I got a really strong feeling that I would fit in well there. Great! Looking back on the experience, what advice would you give someone who is thinking of making a career move in general (not necessarily into recruitment)? Speak to the experts. Speak to senior leaders in that industry (reach out via LinkedIn) who can give you a warts-and-all overview of the role you want to move to. You need to make sure you are going into a career change with your eyes wide open. Also, speak with a recruiter who specialises in that field. This is also a reason why I wanted to work for Engage People – the recruiters have very strong industry knowledge, and they are great at giving career advice, from the best companies to work for, to how to do a strong CV. Thanks, Keith, anything else to add? Not really, this move has been the single most daunting career experience of&nbsp;

The Big Switch With Keith Grant

Since joining Engage People, I have progressed to the next level of my career. One of the reasons I joined Engage People was for the high growth mindset that everyone has in the business and the training and development programmes that are in place. I was in recruitment a year and a half when I joined Engage People and felt like I had reached a standstill. I was able to recruit yes but felt I was not improving. From the first few months of joining Engage People, I was on an intense training programme and instantly improved week on week. Everyone in the company was extremely giving with their time to show you different processes or lend some advice. There is a real team spirit and sense of community in Engage People. Working alongside high achieving recruiters each day inspired me to work extra hard to reach the Senior Recruiter level, but I also think the autonomy I was given to work whichever way suits me best allowed me to find my flow and achieve great things. The best advice I would give a recruiter is to find a company where the employees are invested in, where you get to work alongside recruiters who are valued and constantly developing. Trust me, you will feel like part of a great team.

Levelling Up With Róisín Murray – A Self Reflection

As market specialists, consultants at Engage People are constantly seeking to educate themselves on the trends within their niches. In recent months, candidates we’ve worked have been increasingly reporting incidences of being counteroffered by their current employer when tendering their resignation. While sometimes it can look like the most immediately convenient solution to accept a counteroffer, most candidates upon further thought conclude that their long-term interests are better served by biting the bullet and following through on their original decision. Whose best interests are really served by counteroffers? While it can be a moment of instant gratification, the reality is that companies shouldn’t require the threat of replacing a valued employee to recognize the value their work brings the organisation. From an employer perspective, the costs of replacing an employee can be high, particularly for positions of seniority, employee turnover can alter even the best made plans. So, purely from a financial standpoint, it can be easier to offer an employee an impromptu salary rise to save money in the short term on a replacement and training. Personal career ambition – facing the new challenge What many employers fail to account for sometimes is that many of the candidates I work with put a significant amount of thought into resigning, and have fully weighed up the factors in making a move, and particularly during the restrictive periods of Covid-19 had plenty of time to assess their enjoyment and fulfilment in their role. The statistics around the success of counteroffers are well documented. In the cold light of day, most counteroffers only succeed in temporarily staving off the inevitable for the employer, as their employee enjoys the benefits of an increased pay package while working with the mindset of an employee looking elsewhere. Equally, for the employee, the motivations that led to their initial resignation in the majority of cases are not adequately addressed by a pay increase. That human desire to be involved in something new, fresh and exciting will invariably never be adequately addressed by a counteroffer, and employee satisfaction in their role tends to drop off drastically after a resignation attempt.

Counter Offers – Pros and Cons

Our purpose as a business is to align business with talent to create happier and more productive workplaces and that starts at home. Hopefully, you find the following useful to understand an objective overview of the Recruitment sector. What does working in a recruitment agency involve? A large percentage of the day is spent on the telephone initiating and developing relationships with both candidates and clients. Once a role has been secured a consultant will have to accurately match candidates to the vacancy. To do this they will need a thorough understanding of the client, their values and culture and the range of experience that they look for. Some recruitment companies insist on meeting with all clients and candidates face to face or through a video meeting whereas others manage the entire process on the telephone. Activity levels are key, and most companies will monitor performance by setting a variety of targets e.g., number of candidates sent to active jobs, numbers of interviews arranged, etc. To achieve these activity levels the day is often broken down into blocks of time where a consultant is either on the telephone making contact with clients or candidates, in face-to-face meetings, or managing their administration which could include writing advertisements, completing paperwork once a job has been filled, taking references, and updating their recruitment database, etc. What sort of culture is it? It can be a hardworking, commercially driven, and high-pressured environment and typically consists of hungry individuals who like to work hard and play hard and there is plenty of fun along the way. Long working hours are common to some, not least because interviewing candidates out of office hours may be necessary. Most recruitment environments are team-oriented and encourage camaraderie and a level of friendly competitiveness. What sort of qualities will I need? You will need to be self-motivated and committed to following things through from start to finish. You should demonstrate a level of self-belief and determination and a desire to succeed. The first six months are often the hardest and these competencies will be put to the test. Within most recruitment environments, you will initially be expected to “grow your desk” and develop your own business. As a result, you will be faced with several objections from prospective candidates or clients e.g., they may already be using an existing recruitment company; they may be too busy to talk, or they may have had a negative experience with your company before. The test is often how persistent and skilled you are in overcoming these objections. Consultants who do not succeed are often not well versed in such techniques and tend to give up too easily. In addition, the ability to listen and understand is a pre-requisite. Previous sales experience is not necessary although some recruitment companies do look upon this more favorably. Time management and organisational skills are critical due to busy nature of this role and being able to prioritise can be a key factor to the success of a consultant. What sort of training will I receive? Training varies from company to company, and it is important that you ascertain exactly what is on offer and what will work best for you. Some companies require people to learn by observation. and pick things up practically as they go along. Others offer comprehensive sales and recruitment training to get you started in addition to ongoing training both on and off the desk. What is the typical career path? Graduates will typically join the industry as trainee consultants or resourcers. Trainee consultants will often “shadow” or be mentored by a more experienced consultant; this may include formal training or a more “on the desk” type of approach. They will learn the full cycle of recruitment i.e., dealing with candidates and clients. Resourcers tend to be candidate focused for a set timescale or dependent on performance levels and achievement. This could mean that there will be less of a focus on winning business and generating new clients and more emphasis on filling existing roles by sourcing suitable candidates. Recruitment is a meritocratic industry – as a result promotions are more often than not based on over-achieving against set targets and demonstrating that you have developed strong relationships with both candidates and clients. However, it is not just about income generation, your contribution to team environment and the development of junior staff and new systems will also be considered. Career paths differ from company to company; traditionally consultants typically moved into a people/staff-management position after 2 or 3 years of consistent billings. These days career paths have become far more diverse. Opportunities exist to mentor and coach new recruits at senior consultant level, to manage key accounts, to focus on business development solely and ultimately to be responsible for profit and loss of your own division or branch. Please note, while Recruitment is a function of Human Resources, taking a role as a Recruiter is not the quickest path if your goal is to become a HR Manager. How much money can I make? Commission schemes vary and can be based on individual sales performance or that of your team. Commissions may be paid monthly, quarterly, or annually or can in fact be discretionary dependent on your choice of company. Most consultancies have a threshold figure or a minimum billing expectation before consultants are entitled to earn any commission – this often covers the consultant’s basic salary. Rewards in the industry can be substantial and top-billing consultants could be earning in excess of €200K+. On target earnings (basic salary + commission) at the end of your first year should be around €40-45k+; this should accelerate rapidly from year one to year two and so on. And Finally: A career in recruitment will not suit everybody. A high level of tenacity is required and the ability to keep positive when times are tough. Pressure can be high, and you will need to be totally committed. However, it can give you early responsibility, high earnings potential and a level of status and reward that would be difficult to match in any other industry.

A Career in Recruitment

<h3>Positive Updates from my Clients for Finance Professionals</h3><img src="https://engagepeople.ie/wp-content/uploads/2020/05/person-writing-on-notebook-669615-300x199.jpg" height="279" width="421">The Impacts of Covid-19 on Finance Leaders Now and into the Future.The ongoing situation with Covid-19 has certainly affected us all one way or another. The everyday routine as we knew it changed overnight with the impacts being felt around the world. Working from home used to be a policy that only tech companies and the incredibly innovative implemented. When the pandemic hit, all companies had to review their ‘state of play’ and were forced to make some quick decisions. Sending all employees capable of working from home to do just that. Nearly overnight laptops were ordered, projects were put on hold, and employees were sent home with no timeframe of their return. For the HR community, the impacts of this change were palpable. Teams were spread apart, people were working in uncontrollable home environments and there was, for many companies, no protocol in place.Many companies hiring processes were put on hold or cancelled, but for some, they still had crucial roles to fill and have been figuring out what this looks like as they go. We have been busy the last number of weeks supporting both clients and candidates on navigating this new landscape. Quite a few of my own clients made the decision to defer new employee start dates. Many simply were not sure how they could bring new people on board and train them remotely. While other’s were concerned about how introducing a new employee into a remote team would work logistically.<img src="https://engagepeople.ie/wp-content/uploads/2020/05/woman-writing-on-her-notebook-3059747-300x200.jpg" height="250" width="375">In my role, I have the great pleasure of working with a number of clients across&nbsp;a range of sectors including Technology and Pharmaceuticals to name a few as they look to hire finance professionals. All of my clients are learning and adapting in this time. Some clients have had great success stories of implementing impactful strategic business initiatives which will aid them through Covid-19 and beyond and change the future of their business.&nbsp;In one such instance, a client had initially deferred a new hires’ start date but ultimately deciding to on-board remotely as the candidate was critically needed.When the news of lockdown first broke and saw entire companies having to move to working from home, the onboarding of new hires was deferred until there was a clearer update as to how long lockdown might last. Unfortunately, this affected some of the candidates I was working with. However, the longer the lockdown continued, and business kept coming through, companies realized that they still needed finance professionals and could not maintain the workload without onboarding the new hires. I have had this happen in a number of key finance&nbsp;positions over the last couple of weeks. We have seen an increase in the number of<img src="https://engagepeople.ie/wp-content/uploads/2020/05/people-on-a-video-call-4226263-200x300.jpg" height="356" width="237">our clients decide to onboard remotely. The news was positively received by the candidates who were delighted to get up and running in their newrole. And clients are reporting great progress on these remotely onboarded candidates as they have been excelling in their new roles as accountants, accounts assistants and payroll officers.While the idea of bringing someone new into a company during this time seems daunting, some companies are adapting quite well and embracing the change and it’s paying off for their business. Onboarding remotely is working very well for many companies who never would have thought it possible. If your company is thinking about remote onboarding we have a complete remote onboarding guide here to help:&nbsp;<a href="https://engagepeople.ie/resources/remote-onboarding-e-book/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">https://engagepeople.ie/resources/remote-onboarding-e-book/</a>.&nbsp;Several companies I speak to are considering implementing a working from home policy beyond Covid-19.Whether personally or professionally, the extra time to reflect on how we used to do things has made us think about what new habits we will be bringing forward with us when lockdown eases. I have been speaking with many clients who have begun to think about taking their work from home policies with them into the future. The ‘luxury’ of working from home was previously more common in certain sectors or with companies of a certain size. For many, there was no policy in place for working from home and certainly no formal agreement between the employer and employees. Quite a few of the hiring managers and HR professionals I have been speaking with recently have said that the lockdown has made them rethink working from home. They have been expressing to me, ‘why do so many of us spend hours a week commuting to and from work when we can be just as productive at home?’ Working from home has taught managers and employees a lot about autonomy, managing their own schedules, and using time productively. I believe these are important lessons to learn in the workplace and in the future we should strike a balance between spending time in the office with colleagues building that collaborative culture and having flexibility and responsibility in managing our own work from home when it suits for the individual and employer.<img src="https://engagepeople.ie/wp-content/uploads/2020/05/woman-in-yellow-long-sleeve-shirt-and-blue-denim-jeans-3768709-300x203.jpg" height="299" width="442">While the circumstances that lead to this point are not ideal. Introducing flexibility into the business seems to be an important factor&nbsp;going forward.If you have a role to fill and are thinking that remote hiring and onboarding are achievable in your business. Get in touch with us today, any of our consultants would be happy to help. We have created helpful guides on our video interviewing software and the 360 hiring process we operate with our clients. Find out more about this here:&nbsp;<a href="https://engagepeople.ie/video-interviewing-through-engage-people/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">https://engagepeople.ie/video-interviewing-through-engage-people/</a>.

Positive Updates from my Clients for Finance Professionals

Introduction<img src="https://engagepeople.ie/wp-content/uploads/2021/03/home-4950567_1280-271x300.png" height="287" width="259">Earlier this year, the Government published its National Remote Work Strategy, with specific targets set out for legislative changes to be met by year-end.In its current form, this strategy would represent the biggest change to how we think about work in a generation.This represents a big challenge and opportunity to employer and employee alike. In order to best support our clients, we’ve examined the strategy in full, and considered likely outcomes.&nbsp;Current ProposalsThe strategy as presented by the Government is at present just that – a strategy. The final version won’t be available until later in the year, when the legislation will be published in full. Even then, the bill will be subject to amendment by opposition parties and backbenchers, amendments which would in all likelihood favour employees.Many aspects of this strategy will be broadly welcomed, and will be universally popular with employers and employees alike.<ul><li>Specific funding for remote working hubs</li><li>Ramping up the rollout of high-speed broadband</li><li>Commitment to examine tax reliefs for remote employees</li></ul>&nbsp;Legal Rights<img src="https://engagepeople.ie/wp-content/uploads/2021/03/employee-6038877_1280-300x186.png" height="261" width="421">The key part, a proposal to legislate for the right to disconnect – paves the way for employees to formally disengage from work outside normal working hours. Once approved by the Tánaiste, this will be admissible in evidence in court proceedings.In addition, plans are in motion to give employees the legal right to request to work remotely. This would be a permanent measure, unconnected from the current pandemic.While employers would&nbsp;not&nbsp;be required to acquiesce, a request refusal without good grounds attached from employers could create exposure to a case before the Workplace Relations Commission.&nbsp;Key takeaways<ul><li>It is incredibly important for employers to be aware of these impending legislative changes, and to plan ahead as to how they will respond accordingly.</li><li>Speaking to candidates, it is clear the appetite is there for partial remote working long-term, but recent trends suggest the buoyant enthusiasm that remote working enjoyed in 2020 has been stripped back somewhat.</li><li>Ultimately, the success of the Remote Working Strategy will be determined by the efforts of employers and employees alike.</li><li>Now&nbsp;is the time to consider the implications of this legislation, and how best to respond.</li></ul><img src="https://engagepeople.ie/wp-content/uploads/2021/03/business-6109353_1280-1-300x143.png" height="307" width="644">ConclusionsThe introduction of smarter thinking and less prescriptive commentary around tax reliefs and supports to facilitate remote working outside large urban areas from senior Ministers is welcome, and long overdue.However, caution is needed from the perspectives of both employers and employees respectively. Recent surveys have suggested an increasing lethargy on the part of workers with full-remote working, and anecdotally there is a growing momentum in favour of the office. Legislative proposals in their current form will impose significant new legal implications on employers, and could make hiring a more laborious and challenging process.&nbsp;From speaking to candidates and clients alike in recent weeks, there is a growing awareness of the significance of these legislative changes. Employers are facing tough decisions in the coming months. The cautious approach many of our clients have adopted is certainly a prudent measure.In the past year we’ve seen dramatic changes, and it would be foolish to boldly predict where the future will take us.If you’d like to discuss any of these trends in more detail or are thinking of hiring in 2021 please get in touch, our team of expert recruitment specialists would be happy to advise.

Remote Working Strategy – Likely Consequences and Pitfalls

A brief introduction&nbsp; Contracting continues to increase in popularity, both from the hiring companies’ perspective and professionals across all industries. Covid-19 has prioritised work-life balance and flexibility for many with Contracting offering an attractive alternative to full-time employment status. Contracting also has many other key benefits such as providing the opportunity to try out a new company or industry and see if it is the right fit for you before making a permanent commitment. It offers a financial incentive as well as daily rates are usually premium and pay more than a permanent salary. There are a few main differences between Contracting and Temporary work that many are not aware of, here will compare some of these for you. Contractors provide a company with a specific skillset or offer expertise to a client for a specific project for a defined period. As an independent contractor, you work for yourself and have the flexibility to define your own work/life balance. Temporary employees are managed as employees through a recruitment agency like us here at Engage People. Temporary employees are hired for a fixed period of time usually to back-fill a role, work on the company schedule, and do not receive the same competitive rates as Contractors. Contracting provides individuals with a strategic career opportunity to own their experience, manage themselves and their own time. In collaboration with Fenero, an award-winning specialist tax company advising contractors, we have put together this in-depth piece on the fundamentals of Contracting and how to get started. &nbsp; 1. What is Contracting?&nbsp; Contracting is when an individual provides their skills or services to a client for a defined project or defined period of time. They typically charge a set daily or hourly rate for their services.&nbsp;As an independent contractor, you work for yourself and are not an employee of the client receiving your services. In Ireland and the UK, professional contractors are generally required to operate using a limited company, including to issue invoices and manage tax affairs. There are many benefits to operating through a limited company which we shall touch on below. There are two types of limited company structures which are suitable for contracting, an Umbrella Company and a Personal Service Company. If new to contracting, you should get advice from a specialist contractor company such as Fenero on the most suitable limited company structure for you and support on how best to maximise the financial benefits based on your own individual personal circumstances. However, we have set out an introductory explanation of the options below. &nbsp; 2. What is an Umbrella Company and when should you use one?&nbsp;&nbsp; Umbrella Companies are a popular option for people new to contracting; this is due to their ease of use and flexibility. In simple terms, an umbrella company is a ready-to-go company which looks after insurance, invoicing and tax compliance for contractors and which can be used on a flexible pay-as-you-go basis. They are typically used by multiple contractors at the same time and are managed from an administrative, legal and tax perspective by a specialist service provider, such as Fenero, who makes sure you are compliant with Revenue as well as helping you to maximise your take home pay. Essentially, the Umbrella Company issues invoices for the services you provide and then processes your salary payments on your behalf when the invoice payment is received. Additionally, the Umbrella Company will process your tax relief on allowable business expenses. Good Umbrella Company service providers offer professional indemnity insurance protection, tax planning services and most importantly piece of mind on tax management and compliance. A contractor uses an Umbrella Company for as long as they require the service, knowing when they walk away, all their taxes have been paid correctly to the Irish Revenue Commissioners. The main downside of using an Umbrella Company compared to operating with your own Personal Service Company (PSC) is limited tax planning opportunities. If you are new to contracting however, we generally recommend that you start with an Umbrella Company for ease of use and until you decide if you would like to continue contracting into the medium or longer term. &nbsp; 3. What is a Personal Service Company and when should you use one?&nbsp; A Personal Service Company (PSC) is a company owned by you and used exclusively by you. Contractors seeking more control over how they manage their contract income through a wider range of tax planning opportunities choose to operate through PSC’s. As a general rule of thumb, a PSC is most suited to contractors who: Are looking to maximise their take home pay retention rate;Have a daily rate of €400 or more;Know they will be contracting for at least 12 months into the future.If you are taking on a short-term contract and do not plan on contracting for more than 12 months, it is typically best to use an Umbrella Company. This is due to the additional obligations and costs associated with opening and closing your company as well as the restricted ability to maximise tax planning over a short time span. &nbsp; 4. What are the benefits of Contracting?&nbsp;&nbsp;&nbsp; Historically, the financial benefits of contracting were the biggest driver to professionals taking up contracting roles. On average, individuals typically earn 20% to 40% more when contracting compared to being an employee. When you add tax planning opportunities and the ability to claim expenses on top of higher daily rates, a professional can significantly increase their net salary or after-tax retained income levels by taking up contracting. The impact of COVID-19 however is showing other factors becoming as equally weighted with financial rewards, and in some instances more important. For contractors who engaged Fenero as their service provider to take up contract roles in 2020 and so far in 2021, flexibility has been stated as being the biggest benefit of contracting. Contracting offers other benefits such as the ability to gain new experience quickly in a desired field or getting away from office politics. &nbsp; 5. How do you get set up as a Contractor?&nbsp;&nbsp;&nbsp; If using a specialist contractor service provider, it’s very easy to get set up as a contractor. If you opt to use an Umbrella Company, Fenero can set you up within about 20 minutes. Simply reach out to the Solutions Team at hello@fenero.ie or at https://www.fenero.ie/ and we will advise you on the most suitable options for you and walk you through the simple process steps. If you want to set up your own PSC, the process is longer as a new company has to be created which involves registering it with the Companies Registration Office (CRO) and the Revenue Commissioners who have their own processing times. You should allow about 4 – 6 weeks for the company to be established with the CRO and registered with Revenue. We will handle everything to get your new company set up. If you need or want to start contracting whilst your PSC is being set up, you can use one of Fenero’s Umbrella Companies. &nbsp; 6. Why go through a Recruiter?&nbsp; Working closely with a contract recruiter is so important when you are seeking out a new contract role. Here at Engage People, there is a dedicated department for temporary and contract recruitment with a wealth of connections in the industry. &nbsp; The benefits of going through a recruiter: Tap into pre-existing networks &amp; relationshipsA contract recruiter will have industry expertise and a wealth of experience to deliver advice and guide candidates through the process.&nbsp;They have industry contacts and will be able to provide information on roles that will be coming down the line. They also have market and company insights from their network and can give advice on daily rates. &nbsp; Access to hidden marketsRecruitment consultants are in the business of knowing. They recognise specifics about upcoming opportunities. A consultant is always networking, and thereby they learn about upcoming projects. They know about urgent roles that need to be filled and companies that will soon be looking to hire. A recruitment consultant often has inside information and is sourcing for these openings long before they are ever advertised. &nbsp; CV and interviewing supportMany job seekers have only ever written one or two CV’s. Recruiters look at dozens of CV’s a day! They can provide you with suggestions on the key elements you should highlight and how to edit your CV. Recruiters can also give you information about courses or certificates which would improve your profile and tell you what skills are in high demand in the current market. When it gets to the interview stage, a recruiter will have in-depth knowledge about why the role is open, the personality of the interviewer, and what they are looking for in the company. They even know who your competition is and what sets you apart. This will ensure you give a great interview and give you a much better chance of landing the job. &nbsp; 7. Should I make the switch?&nbsp; Contracting is here to stay and continues to increase in popularity, both from the hiring companies’ perspective and professionals across all industries. Contracting allows you to gain experience in a new company or industry. It also allows for more flexibility and independence. Contracting offers significant financial gain compared to a permanent role and is a very good option to consider. Sometimes professionals in permanent roles can be hesitant to take on a contract role as it is seen as less secure. However, most contractors are hired for 6-12 months and frequently are extended beyond that time. Contracting professionals still have notice periods the same as permanent employees and cannot be laid off without notice. It’s helpful to consider that if you take on a permanent role, you are usually still on a 6-9 month probation at the beginning, during which you are being closely monitored based on performance and you can be let go with no notice. With work-life balance being a top priority, career experience, financial gain, and working flexibility being front of mind, it is a great time for candidates to make the switch to contracting! Many companies are currently looking to hire contractors as it is a very appealing solution for companies looking to move projects along and hire experts to join their teams. &nbsp; 8. What to do next…&nbsp; If you are considering taking on a contract role or just want to learn more about the market, Róisín Murray in Engage People would be very happy to discuss with you. She can be found at roisin@engagepeople.ie or at 01 699 4525. Our website https://engagepeople.ie/ is where you will be able to see all of our live jobs and follow us on LinkedIn.

Contracting: What are the Benefits? Is It for Me? Where Do I Start? Fenero & Engage People in Collaboration

<h3>From Responsive Change to Strategic planning – a Recruitment Perspective</h3><img src="https://engagepeople.ie/wp-content/uploads/2020/12/pexels-photo-3952240-200x300.jpeg" height="318" width="212">2020 has been a challenging year personally and professionally for most people, not least the recruitment space where both internal and external recruitment has slowed in the face of Covid-19.But it hasn’t just been the volume that posed challenges, but also hiring methods themselves have had to evolve. This article will take a look at the journey so far as well as the road ahead. Because while the crystal ball is still a little hazy, we’re now seeing a greater appetite for planning and creating robust hiring systems that can take us into the future.The Road so farWe at Engage People saw a significant slow in recruitment activity from mid-March onwards. The pandemic put a pause across most recruitment activities in those early weeks. But not all of this was down to talent planning. A big part, we learned in retrospect, was a result of resource allocation focusing on solving the other HR challenges, including remote working and supporting employee needs and mental health.<img src="https://engagepeople.ie/wp-content/uploads/2020/12/pexels-photo-4099325-200x300.jpeg" height="318" width="212">Once firms got the more urgent needs under control, the dialogue in the market place shifted to asking questions like, “When will we be getting back to the office”. We witnessed a real sense of wanting to get back to ‘Business as Usual’ from both our clients and candidates. Some were more keen to return the office, some were in less of a rush, but the overriding theme was “let’s get on with things”.The market adapted very quickly in most sectors and displayed real resiliency, once again looking towards the future. Business began planning for their futures again and recruitment activity began to increase once more.We’re now through the autumn period, and in some markets it has been busy. Admittedly we’ve seen lower levels then January and February of this year, but there has been growth month on month since then. In the face of new challenges, innovations in the recruitment space have arisen and the question is now how we integrate these into our recruitment strategy going forward. There is still plenty that remains unclear in the market, but what has become very clear, is that there are many recruitment tools that we now have in our arsenal. They are no longer just a response to overcome a short-term challenge and have now become a source of recruitment strategic advantage.&nbsp;<img src="https://engagepeople.ie/wp-content/uploads/2020/12/time-for-a-change-2015164_1920-300x200.jpg" height="287" width="431">To get the most from these innovations we must commit to building them into our long-term planning so that we can allocate the budgets, provide the training, and champion the methods to run smooth and successful processes. Some of these innovations may not be new, perhaps their use has just increased or adapted as needs required. A small snapshot of these innovations include:<ul><li><a href="https://engagepeople.ie/how-to-build-a-high-performance-financial-services-team-in-2020/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Psychometric Testing</a></li><li><a href="https://engagepeople.ie/video-interviewing-through-engage-people/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Video Interviewing</a></li><li><a href="https://engagepeople.ie/resources/video-interviewing-guide/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Recorded Interviewing and Screening</a></li><li>Solo Interviewing</li><li><a href="https://engagepeople.ie/resources/unique-employer-value-proposition-builder/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Employer Value Propositions</a></li><li>Video Job Specs or Video Attachments for Job Specs</li><li><a href="https://engagepeople.ie/resources/remote-onboarding-e-book/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Remote Onboarding</a></li></ul>Every business will take a different view on how their recruitment process evolves but what is for sure, is that what was (and still is) a great challenge, has become the catalyst for positive change in the industry that both candidates and companies (and me the recruiter….) can benefit from over the long term.

From Responsive Change to Strategic Planning – a Recruitment Perspective

<h3>How to Build a High-Performance Financial Services Team in 2020</h3><img src="https://engagepeople.ie/wp-content/uploads/2020/08/EngagePeopleHR-306-cropped-300x256.jpg" height="236" width="277">Business leaders are always on the lookout for ways to build high-performance teams and these days there is no shortage of recruitment techniques to choose from. Working day and night recruiting for some of Dublin’s top Financial firms I’ve taken a look at some of the tried and tested methods as well as some exciting new innovations that are showing some surprisingly positive results.<img src="https://engagepeople.ie/wp-content/uploads/2020/08/The-three-levels-of-assessment-300x227.jpg" height="344" width="455">Psychometric testingCandidate and Employee profiling can reveal significant insights not just about individuals but also the dynamics of the broader team and the leadership techniques best suited for high performance.Engage People selected the McQuaig Psychometric testing platform following a strong recommendation from one of our clients. Myself and a few of my colleagues are trained and Certified in McQuaig testing and we’re now seeing the benefits for our clients as well as our own team.In a recent example with a client, we were able to build out a Job profile for a new senior position. This survey not only helped define the type of profile best suited to the role but also helped senior decision makers understand where they differed on key elements of the position. Exposing these points of disagreement and working towards collective alignment we were able to identify and recruit the right high performing candidate and achieve buy-in from all Decision Makers in the process.How does it work? Through short exercises such as word surveys and Job profiling companies can now build out what a high performing new hire would look like based on their personality, attitudes and behaviours. Comparing this to surveys then taken by prospective candidates you can quickly identify the right fit and where potential gaps may lie. Which each applicant.The benefits include:• Proven Job performance predictors• Cultural fit examination• Customized Job suitability assessments• Tailored Interviewing techniques• Personalized coaching strategiesGraphic from https://mcquaig.co.uk/The Interview ScorecardAs old as interviews itself the Scorecard is a super way to drive out bias by building in objective measurement criteria. The scorecard in and of itself is a great way to drive out bias at the scoring stage however for most effective use bias must also be driven out in the interview itself. This means being careful not to ask leading questions and understanding what is behind the answers of the interviewee.I’d&nbsp;<a href="https://www.youtube.com/watch?v=E8WAWqwoLUs&amp;t=23s" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">highly recommend “Hiring for Attitude” by Mark Murphy</a>&nbsp;as a resource for unbiased and highly effective interviewing.Video InterviewingVideo interviewing quickly became an essential piece in the recruitment process during Covid-19. Most people who weren’t already using video surprised themselves with how effective they could be and in particular how effective they are for time management.Moving on from here we introduced recorded video interviewing earlier in the year which turned out to be a timely move. We partner with Odro video interviewing here as we find their solutions versatile and importantly, they’re fully GDPR compliant.The crux of this service is that we are now interviewing candidates on behalf of our clients. The interviews can be customized to client’s needs. It’s a huge timesaver as clients can watch the videos at their convenience and share internally with other decision makers. From the interviewee side, we can provide more flexibility to accommodate their busy schedule and they can interview knowing that they are presenting to a broader decision-making network than would be possible to accommodate in a live interviewing setting.Check out this example of what a recorded video interview would look like.&nbsp;<a href="https://www.youtube.com/watch?v=lv6Ngxz3kVk" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">I play the role of the interviewee here</a>&nbsp;😉<a href="https://www.youtube.com/watch?v=lv6Ngxz3kVk" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;"><img src="https://engagepeople.ie/wp-content/uploads/2020/08/mg-pm-300x139.jpg" height="202" width="436"></a>Employer Value PropositionsThe EVP is a project we have actively engaged in ourselves as well as with our clients. Our work on the Employer Value Proposition is focused on identifying the unique value that your team brings as it relates to team motivation. It provides a platform to attract similarly minded people as well as a template for deliberately growing the values of your team to build a highly motivated and high performing team.If you are looking to build your own and want to see the difference it could make to current and future team-building, download our builder tool here:

How to Build a High-Performance Financial Services Team in 2020

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Ask Engage People

<h2>Mentoring in the Current Climate</h2><img src="https://engagepeople.ie/wp-content/uploads/2020/06/board-784349_1280-300x200.jpg" height="318" width="477">It was my great honour to be elected Vice President of IFSC Toastmasters last night. It’s a year I look forward to working with some amazing people and hopefully raising the profile of the great work done in creating articulate speakers and great leaders.It was timely so that at last night’s Toastmasters meeting a colleague gave a presentation on mentoring. The topic had been on my mind as it will form part of my new role and is actually the topic for my own next speech as part of my Toastmasters Educational journey.But much more then my own journey I think now is an important time to bring focus to the mentor/mentee relationship, given the current world we find ourselves in. For some remote working is business as usual but for many, this is a new challenge and delivering mentorship programs must be considered to overcome these challenges. I believe there’s actually an opportunity to capitalize on the accelerated adoption of communication technology here.There are many benefits to both the mentor and the mentee in developing these relationships. They can develop over time and the roles can even reverse in some cases. I would do well to add anything to what my colleague discussed at last night’s meetings with respect to the benefits and dynamics of a good mentor/mentee relationship. So instead I’ll discuss how you can approach encouraging or even creating a program for such a collaborative culture.&nbsp;<img src="https://engagepeople.ie/wp-content/uploads/2020/06/photo-of-men-having-conversation-935949-300x200.jpg" height="315" width="473">1. What does a mentor/mentee program look like?………Mentor/Mentee relationships can be formalized and unformalized. Where they occur naturally they typically look like the latter. If these relationships occur regularly in the business then you can consider it a cultural success, however, this isn’t to say that you can’t put a more formal shape on it to get even more from them.Formalizing a mentor/mentee relationship has numerous benefits. For a start, no one is left behind and forgotten about. You’ll be able to track current relationships to ensure everyone who wants to engage in the program can. You’ll also be able to create goals, casual mentor relationships can sometimes act as a touchpoint for each but developing goals can give focus and drive further benefits from the program. These could include, how to progress your career, how to develop your skills and offer moral support.2. Who in the business should lead it?……..Buy in must occur from the top. Encouraging healthy mentor relationships will have extensive benefits to the business and the people in it. But without support from the top, it may lose the competition for the most precious resource in the business which is time. It requires top down buy-in and a senior Champion in the business to drive it. You’ll need to develop a Mentor program with annual goals and progress will need to be tracked and reported, again at senior level.3. What are the important touchpoints?…….<img src="https://engagepeople.ie/wp-content/uploads/2020/06/woman-in-white-long-sleeve-shirt-and-orange-hijab-using-4482887-200x300.jpg" height="359" width="239">I’d recommend having three touchpoints/methods of communicating. The goal is that relationships are built and by having multiple touchpoints you’ll strengthen this and improve the quality of the messaging between each. The mentee will get across their questions, goals and challenges and the mentor can respond accordingly. Communicating occasionally in person (or video where this is not possible) as well as by phone and then some form of written communication (text or email) will build trust which in turn will bear the most fruit.4. Why not join your local Toastmasters, or create your own………..You knew I couldn’t finish without giving Toastmasters another plug. As a highly reputable global organization, it has proven programs to develop Leadership and Public Speaking skills. In my time with Toastmasters the main question I have heard is “am I good enough to go to Toastmasters”. Let me dispel any myths that may exist right now about those reservations. If you have never spoken before in front of people, and you feel fearful of standing up in front of people, then Toastmasters is exactly where you should be going. You’ll be warmly welcomed and encouraged but not pushed. And most importantly you will see that we’re all on the same journey together.<img src="https://engagepeople.ie/wp-content/uploads/2020/06/public-speaking-3926344_1280-300x200.jpg" height="320" width="479">Why not take it a step further and start your own Toastmasters. A big shout out to Bank of Ireland who successfully launched their own Toastmasters this year and even competed successfully in competitions. Ireland is littered with lots of great Toastmasters clubs, why not check them out, try a few different ones and see what works for you.

Mentoring in the Current Climate

<h3>Managing your Talent Supply in a Downturn – The Case for Contracting</h3>Speaking to the numerous Financial Services Talent teams in Dublin on a daily basis I’ve broadly noticed two topics emerge from my discussions. The first is the impact the market uncertainty is having on putting long term recruitment plans in place. The second is that businesses still have talent requirements and employment needs to fill, but the current climate is making it difficult to bring these positions to the market. This blog will take a look at contracting and how it can help overcome these obstacles and possibly be the perfect solution for your company.In broad terms, we talk about employment contracts in two ways, those that are permanent and those that are contracted or temporary. The former is relatively straight forward, a contract is issued, and the individual becomes a direct and permanent employee of the business.On the contracting/temping side, there are multiple short-term solutions. Temp work, for example, usually covers short periods with high volumes of work or is for holiday cover. Fixed-term contracts are where individuals typically become employed for a predetermined period such as maternity cover. And then we have Daily Rate contracting, which refers to engaging services at a rate agreed on a daily basis. In this instance, the individual is not directly employed by the company but is contracted, almost like a third-party provider.<img src="https://engagepeople.ie/wp-content/uploads/2020/05/block-chain-2853046_1280-300x134.jpg" height="211" width="472">There are many reasons why this option makes sense for the individual. These contracts will typically pay more than permanent roles and they’ll often suit the life cycle of the work such as in Project Management or Remediation. This can be a great way for individuals to gain exposure to multiple businesses in a short period of time. Such roles can be very fulfilling upon completion on a professional level and as they are&nbsp;often project-based, and a personal level as the individual gains multi-company experience and a larger professional network.Many businesses draw heavily&nbsp;from the contracting market as there are some great advantages for the employer.&nbsp;For companies&nbsp;which relied exclusively on permanent positions previously, the current market conditions could be the perfect catalyst for them to think about changing to hire contract workers, and here’s why.Flexibility:&nbsp;Where there is volatility in your operating market, it can be a challenge to plan your talent requirements for an indefinite timeframe. Considering the contracting option limits exposure to the business over the long term, by providing flexibility if the market deteriorates.Social Benefit:&nbsp;In times of uncertainty the long-term commitments of hiring permanent workers can dissuade businesses from making hires at all. Contracting is a way for the business to provide employment in the market which has a knock-on benefit to the economy at large and keeps workflows from stalling.<img src="https://engagepeople.ie/wp-content/uploads/2020/05/dollar-exchange-rate-544949_1280-300x212.jpg" height="228" width="323">Retraining Staff:&nbsp;We have seen some firms make the admirable decision of guaranteeing jobs through this period. In a downturn, this usually means that new positions need to be filled internally, which requires restructuring business units and retraining of staff. Contract workers can bring in specialised skills on a short-term basis to fill the business needs while retraining is happening.Project Work:&nbsp;Again, now more than ever businesses are looking at how they are doing things and are learned to work smarter. Strategies and processes are being revised. Bringing in support from the contract market means that you’ll have the right expertise for the right period of time, and this level of project efficiency could be the way forward.<img src="https://engagepeople.ie/wp-content/uploads/2020/05/gears-2020552_1280-300x100.jpg" height="217" width="651">Ultimately for those businesses not already engaging contractors, it is an opportune time to see how you can bring in business support and specialised skills to support the immediate and irregular needs of your business in the current climate. The team here at Engage People would be happy to chat you through any questions about how this process could work for you, and introduce you to the kind of talent that is readily available in the current contracting market.

Managing your Talent Supply in a Downturn – The Case for Contracting

<h3>Books We Like</h3><h3>Never Eat Alone – Keith Ferrazzi</h3>“Whom you meet, how you met them, and what they think of you afterwards should not be left to chance. As Winston Churchill would tell us, preparation is – if not the key to genius – then at least the key to sounding like a genius.”A good reason to readThis best seller is penned by Keith Ferrazzi, a thought leader on networking and relationships, motivational speaker and successful CEO. He takes personal, practical experience as well as examples from industry and his vast network of influential professionals and chunks it down into practical and engaging read. Keith demonstrates how to fundamentality move the dial on your career by taking a deliberate approach to building relationships.Useful tactics to implement“Share your passions”Keith proposes to use your passions to form deeper connections with people, he breaks this down into the opportunities to do this such as inviting people for a workout or a hobby (golf etc) early breakfast or lunch time coffee, invite someone to an event or entertain at home. Keith explains the benefits of converging public and private lives allowing you to share more of your passion and build stronger lasting relationships with those in your network.“Don’t be the networking Jerk”Keith acknowledges not everyone approaches networking the same way and warns against the following:<ol><li>Don’t shmooze</li><li>Don’t rely on the currency of gossip</li><li>Don’t come to the party empty-handed</li><li>Don’t treat those under you poorly</li><li>Be transparent</li><li>Don’t be too efficient</li></ol>Such characters as Keith describes it.&nbsp;“He is the man or she is the woman with a martini in one hand, business cards in the other, and a pre-rehearsed elevator pitch always at the ready.”Critical Acclaim“Don’t walk…. RUN to your closest bookstore. The most extraordinary and valuable book I’ve come across in a long, long time.”&nbsp;Tom PetersNew York Times Best Seller – more than 1 million soldWho should read this book?Having a network is valuable to everyone. The book is replete with proven ideas and examples. Each one won’t be for everyone, you may not wish to host dinner parties for instance, but there’s something in here for everyone. Above all else, you’ll be left without a doubt that deliberately and strategically building your network will benefit both you AND those in that network.

Books We Like – Never Eat Alone, Keith Ferrazzi

Video Interviewing Through Engage People&nbsp;&nbsp;We are excited to introduce the newest innovation in video interviewing technology&nbsp;here at Engage People. This recruitment solution will&nbsp;enable our clients to move through&nbsp;the&nbsp;hiring process quicker&nbsp;and&nbsp;will&nbsp;result in&nbsp;them&nbsp;spending more time with individuals who are a better fit for&nbsp;their&nbsp;current requirements.&nbsp;Some of our clients are&nbsp;utilising this process as their&nbsp;first-round&nbsp;interview,&nbsp;while&nbsp;others are using it to provide additional guidance on candidate selection.&nbsp;&nbsp;Since the outbreak of Covid-19, video interviewing has become an essential asset to keep the hiring process from stalling.&nbsp;&nbsp;&nbsp;The Format&nbsp;&nbsp;<ul><li>On receipt of a Job order,&nbsp;we begin by sourcing suitable profiles to share.&nbsp;&nbsp;</li><li>Having identified the best and most suitable talent we share CVs in our Engage People format which includes an outline of the candidate’s suitability and a summary of their current circumstances in terms of location, salary and notice period.&nbsp;&nbsp;</li><li>In consultation with our client, we agree on a video interview shortlist to progress with.&nbsp;&nbsp;</li><li>We then proceed with completing interviews for the selected candidates.&nbsp;&nbsp;</li><li>Our questions can follow our own process which is based on a series of questions assessing the candidate’s performance in their most recent roles or alternatively we can complete questions shared by our client.&nbsp;&nbsp;</li><li>The interviews are recorded and fully GDPR compliant. These interviews are then made available to the client for review and selection for the next round.&nbsp;</li><li>We can brand the interview with our client’s logo when requested.&nbsp;&nbsp;</li></ul>&nbsp;The Benefits to the Company&nbsp;<ul><li>Significant improvement in&nbsp;the&nbsp;ratio of interview to hire&nbsp;&nbsp;</li><li>Much faster – this&nbsp;streamlined&nbsp;process reduces time to hire by 50%.&nbsp;&nbsp;</li><li>It saves time on internal diary coordination&nbsp;-our virtual interview rooms are&nbsp;available&nbsp;to be used at any time and from anywhere with internet connection.&nbsp;&nbsp;</li><li>No more ‘no show’ candidates.&nbsp;&nbsp;</li><li>We won’t lose a candidate due to the time taken to set up the first meeting.&nbsp;&nbsp;</li><li>Our platform is easy to use and there is no sign-up/sign-in required -you simply click a link to enter our virtual interview room.&nbsp;</li><li>It is secure –GDPR consent is promoted for both parties and&nbsp;you have the option to record and save all or parts of interviews for future reference. Our consultants can be present in these meetings or you can conduct private meetings with the candidates and virtually ‘lock the room’ from anyone else.&nbsp;&nbsp;</li></ul><a href="https://odro.io/s/23ypn" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Please click&nbsp;here to review a sample</a>&nbsp;of our typical interview format. The questions asked are typical of our standard interview process. This can be tailored to an organisation’s preference.&nbsp;&nbsp;

Video Interviewing Through Engage People

Books We Like– Recruit Rockstars, Jeff HymanNinety percent of business problems are actually recruiting problems in disguise. If you’re filling your company’s vacant positions with B-players, you’re playing with fire. Instead, hire Rockstars to build an organization with limitless potential. Recruit Rockstars shows you how to find, hire, and keep the best of the best.A good reason to readJeff Hyman is one of the top voices in the Staffing and Recruitment arena in the USA. Over the course of his career, he has recruited 3,000+ people. Recruit Rockstars spells out his 10-step playbook to deliver a hiring success rate from 50% (industry average) to 80-90%+Useful tactics to implementAs part of Jeff’s 10 step playbook, he provides specific detail on how to run a recruitment process that is highly likely to yield success. Part of this process includes what he calls ‘The Predictive Interview™’ which is a simple process while analyses an individual’s career to now.‘Back Door’ References.Jeff is a big fan of what he calls ‘back door’ references, particularly for more senior people. This involves speaking to former colleagues discreetly to obtain a candid and authentic reference. Hyman believes this alone can have a huge impact.Critical Acclaim“I read this book in one weekend, and I loved it. Everybody claims they want to hire A-Players, but Jeff and his book help you understand why B-Players are more damaging to your company than you expect. You can’t build a world-changing company without world-class talent. Ignore Jeff’s wisdom at your own peril.”&nbsp;Dick Costolo, Former CEO of Twitter, and CEO of Chorus“Jeff has been a trusted colleague and valuable sounding board as we’ve learned our recruiting craft. Like anyone who does it well, he’s made mistakes, studied best practices, and, thankfully, now shares his wisdom.”&nbsp;Amy Vernetti, Director of Leadership Recruiting at GoogleWho should read this book?While the title suggests it should be most focussed on the Human Resources and Staffing profession, this book will be of interest to anyone who wants to hire high performers for their team. It is a simple to follow overview about how to significantly increase your chances of a strong hire and certainly one to recommend.

Books We Like -Recruit Rockstars, Jeff Hyman

<h3>Books We Like&nbsp;</h3><h3>The Chimp Paradox, Prof. Steve Peters&nbsp;<img src="https://engagepeople.ie/wp-content/uploads/2020/04/ch-188x300.jpg" height="336" width="211">&nbsp;</h3>Leading consultant psychiatrist Steve Peters knows more than anyone how impulsive behaviour or nagging self-doubt can impact negatively on our professional and personal lives. In this, his first book, Steve shares his phenomenally successful mind-management programme that has been used to help elite athletes and senior managers alike to conquer their fears and operate with greater control, focus and confidence.A good reason to readDr Steve Peters is a Consultant Psychiatrist and has worked in the clinical field of psychiatry for over 20 years. Dr Peters works with CEOs, senior executives, students, hospital staff and patients, helping them to understand why they think and act as they do and how to manage their minds to optimise their performance at work and in their personal lives.Useful tactics to implementDr Steve Peters uses a change triangle which is particularly relevant to assisting and coaching change in behaviour in a professional environment. Through clearly identifying the current position you are in and the objective, Peters uses a model which identifies Essential, Significant and Desirable behaviours and actions. Utilised effectively, we have found this to be an excellent model to achieve change.Professional SportsThe mind programme that helped me win my Olympic Golds&nbsp;–Sir Chris HoyDr Peters resident psychiatrist with the British Cycling and Sky ProCycling teams. Sir Chris Hoy, Bradley Wiggins, Ronnie O’Sullivan and Victoria Pendleton have spoken publicly about how Dr Peters’ unique model has helped them improve their performance.Who should read this book?This book is particularly relevant if you are seeking to add to your repertoire of coaching techniques to understand your own mind and to encourage those around you (professional and personal) to focus on matters that are in your own control. There are a range of concepts that can be easily adapted into day to day life.

Books We Like – The Chimp Paradox, Prof. Steve Peters

Like all businesses Engage People has had to respond to the new need for social distancing in an agile manner. We’re all working from home now and while it’s a challenging time, I’m certainly seeing the benefits from these working arrangements. But we’re also uniquely positioned to see the challenges placed on our clients and the talent pool by COVID-19.Recent events have meant the need for quick business decisions particularly around business operations. Health and Business Continuity have been at the forefront of managers mind’s and organizational agility has been tested to the limit.For most, remote working is no longer a question of if they’ll adopt it, there’s not even a question of when anymore. It’s about how quickly and with minimum business and personal disruption this can be achieved. Talking to our clients I’ve been impressed with how they’ve pulled together to deliver business solutions. For some, this was a path they were already on but for others, they were just at the early stages of implementation and have quickly turned the business inside out.The “new” business as usual has now arrived. Regardless of how the next 6 months play out with regards to COVID-19, the dial has now shifted on how we’ll do business going forward. This time presents a significant opportunity to deliver on business costs, productivity and employee work morale to name just a few. In this blog, I’ll address the latter.Now more than ever, there is a need to address team morale. During this stressful time, the risk of disconnect in the business is great if employee engagement is not prioritized as part of a work from home program.Below I’ll offer some of our personal experiences from working here at Engage People, and innovative initiatives from what we’re seeing in the marketplace.<img src="https://engagepeople.ie/wp-content/uploads/2020/03/pexels-photo-2433159-300x200.jpeg" height="200" width="300"><ul><li>The Digital workplace: While we’re in a digital age we’re each at different points of adoption (I won’t admit which point&nbsp;I’m&nbsp;currently at, but let’s say I’m learning) and it’s important from a business communication and a social networking perspective that the business takes the lead in creating an online community. Here at Engage People we use Microsoft Teams for this, it allows us to create multiple chat rooms which means we can separate the serious stuff from the not so serious.</li></ul>Top tip: Remember which room is ok to use emoji’s in and which is not 😉<ul><li>Delegation: I can’t understate how big an opportunity exists here. Even if you’re good at delegating presently you’ll be surprised how strong a relationship can be built by having less interaction. The opportunity in the office to “check-in as you were passing” no longer exists and you’ll see your team’s confidence grow as they have increased ownership of team deliverables. That said delegation is certainly not a passive act. It’s about the quality of communication over quantity.</li></ul>Remember: This is a great opportunity to test individual’s autonomy and watch them rise to the occasion.<img src="https://engagepeople.ie/wp-content/uploads/2020/03/pexels-photo-3861964-200x300.jpeg" height="320" width="213"><ul><li>Team video catch-ups: you’ll find the right balance for you but having team catch-ups at the start and/or end of the day gives the opportunity for that social interaction you would have had in the office, to reconnect and chat things out as a team.</li></ul>Hint: Use video catchups for business initiatives that weren’t practical to thrash out via email or as a way to touch base just one-to-one. Just because you sit apart you should still emphasise doing quick work through conversation rather than via email.<ul><li>Let your team set the bar: You’re trusting your team to work remotely, why not trust them to set their objectives for the day. Of course, the team need to achieve targets and goals that you’ll be leading them towards but if each individual can set their own daily objectives, they’ll have greater accountability. They certainly can’t then claim that someone else set unrealistic targets for them!</li></ul>Remember: You can and should still offer feedback to ensure their objectives are aligned to those of the business.<img src="https://engagepeople.ie/wp-content/uploads/2020/03/pexels-photo-3759080-300x149.jpeg" height="207" width="416">Finally, why not take this opportunity to see how far IT solutions can take you. While not specifically linked to motivation, innovation in the workplace can be inspiring for employees. But there’s the very real opportunity to innovate beyond meeting the new needs of the business and actually creating strategic marketplace advantage. What is that piece of software or application you’ve been thinking about that could be a great solution for your clients? Now might be the perfect time to roll it out.Ask your team for suggestions too, I bet some of the best and most innovative initiatives for your business are just a video conference with your team away.&nbsp;&nbsp;About Engage PeopleEngage People is a specialist Irish recruitment firm, connecting ambitious career orientated candidates and clients.&nbsp;We have deep expertise across two niche strands:<ul><li>Accountancy &amp; Financial across Commercial organisations &amp; Professional Services</li><li>Banking, International Financial Services &amp; Insurance</li></ul>

Keeping Your Team’s Motivation & Innovation Up while Working Remotely

One of our key Missions at Engage People is to ‘Shape a Better Future’. We are well positioned to observe and analyse the job market. This piece will hopefully be useful to focus on what is in your control during this challenging period.Like most sectors, recent weeks have been challenging in the recruitment arena. Many companies have put hiring processes and jobs on hold which is understandable. While there is great uncertainty, there is a view that April and May will be about doing as best we can and hoping for a bounce from June 2020. A range of professions have been hugely impacted and the Accounting and Banking sector are no different.Managing Your ExpectationsAt the best of times seeking a new role is emotionally challenging, particularly when you are not in a position at the moment. While some companies are still actively hiring, there are fewer active roles. The numbers are down considerably. Be kind and realistic to yourself. The Irish Government have set up&nbsp;<a href="https://www.citizensinformation.ie/en/social_welfare/social_welfare_payments/unemployed_people/jobseekers_allowance.html#l64e05" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Job Seekers’ subsidies</a>&nbsp;which are in place to provide for this wildly unusual period. Availing of this while you look for a new role is smart.Focus on Medium Term GoalsIf you are seeking a permanent role, it is smart to take a medium-term view on your search. Taking on a role in a market with less opportunities may result in you seeking a new job again when the market hopefully improves in the months to come. Set out your personal criteria – what type of role will you feel most fulfilled in, sector, location, people fit – all key to your future career progress and enjoyment.Your Daily Focus – 3 ObjectivesOur business is working remotely at the moment. We have a 9am Microsoft Teams session where we each set out 3 objectives for the day. Ideally these objectives will be a push to complete and there is a feeling of satisfaction for hitting 3/3. We have a daily wrap up call at 5pm to discuss. Taking these steps in what is a challenging market gives daily purpose. Setting 3 objectives for your job search daily will help you progress significantly. What could those objectives look like?Prospecting – Understanding the MarketWhat sectors do you know best? Companies value sectoral experience and know how. This is natural, they are keen on a hire that can come in and perform in their role as quickly as possible. Understanding the terminology and processes can save several months. In the Sales and Marketing world prospecting means looking at who is in this space? Who may be interested in procuring your services for employment? How many companies and how big is their finance team? If you have gained experience in more than one sector, pick the most recent and go from there. Undergoing this process will also be helpful for the longer term. If you know what you are looking for then you’ll be quicker to identify the prioritise the good roles as they arise.Build and Reconnect with your NetworkWho have your worked with that really rates you? Most companies hire through referral programmes. Commonly your friends and former colleagues can connect you to other people and perhaps companies who are hiring. Be proactive – sometimes it takes courage to call out of the blue. Make life easier for yourself by emailing/messaging to see how they are going and ask if they have 10 mins for a call in the coming weeks. Start with the best people you know and go from there. If you trained in a Professional Services firm, contact your former Partner/Director/Manager and reconnect.Practice Video InterviewingAt some point in your career it is likely that you will be asked to perform a video interview. Practice will be very helpful in this regard. Find a list of common interview questions, your phone and a quiet room and off you go. Record yourself on video asking each question and then answering. While you may not enjoy it at first, this is incredibly good practice for all manner of interviews in future. If you are feeling brave share with a peer and ask for their honest feedback.The Basics:<ul><li>Your CV should be the finished version, rather than the first draft. A document that really does your career justice.</li><li>Ask your friends for recommendations of Recruiters and ask them to introduce you.</li><li>If you are seeking contract, demonstrate that you are agile and able to step into and adapt to a variety of situations. These skills are invaluable now.</li></ul>I hope you find this information useful. Please feel free to contact me on&nbsp;<a href="mailto:paul@engagepeople.ie" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">paul@engagepeople.ie</a>#workhappy #engagepeople #shapingabetterfutureAbout Engage PeopleEngage People is a specialist Irish recruitment firm, connecting ambitious career orientated candidates and clients.&nbsp;We have deep expertise across two niche strands:<ul><li>Accountancy &amp; Financial across Commercial organisations &amp; Professional Services</li><li>Banking, International Financial Services &amp; Insurance</li></ul>

Where to Start – Seeking a New Financial Role During Covid 19

Having had the pleasure of meeting a wide range of Senior Financial Clients and Candidates over the last 15 years I have been lucky to meet some of the very best in Ireland, the UK and Australia. While it would be a sweeping generalisation to categorise, what often stands out the most isn’t just a high performer’s financial/technical ability but their full range of knowledge, skills and attitudes that have enabled them to progress their career to the highest level.Key Traits of High Performers (in my humble opinion)A ‘non-negotiable’ to progress to the higher levels of leadership centres around&nbsp;communication skills. I remember meeting a Finance Director in Microsoft back in the early 00’s who I found not only warm and helpful but was able to explain to a group of non-accountants what he was looking for, what the function of their team was and ultimately why someone would want to join the team and work for him. He was very clear on the standards expected and the profile of what he was looking for. I left bouncing and determined to fill the job – he was the type of guy that people want to work for.Self-Awareness is key&nbsp;– one thing I have noticed is that a Financial Controller who has invested time in themselves and understands their own attitudes and behaviours (particular under pressure) tend to perform very well in tough interviews – the reason being that there are no surprises and they are clear about what they can offer and how their key learning experiences have benefitted them. This is an ongoing process and one built around their own personal progress in areas both inside and outside of the office. Technical advancement is crucial but in parallel with evolving communication and leadership skills.High Performers are&nbsp;clear on their impact in the business. What specifically have they achieved in the last year that has saved time/money for the business or added revenue? They have the highest standards and expect more of themselves often than their shareholders or CEO does. The metrics are usually profoundly relevant to the success of the business and one year’s achievement becomes the following year’s yardstick for future progress.Being&nbsp;realistic and reasonable around expectations! It is rare that $$$ is the biggest factor. Of course the top performers I have met want to ensure they are suitably compensated at a good rate but it fits in with how this role is going to benefit and progress their career this year, next year and for the next 5 years. Will this position build on their existing momentum and bring them onto the next level?Leadership skills&nbsp;are key – the ability to attract, hire and retain the most talented financial people is what may well have the biggest impact and benefit to their organisation. Top performers can bring people along by identifying where a team member is right now in terms of ability and what they need to do to progress to the next level.In my experience, the strongest leaders can get in and out of the detail when required and are seen as approachable throughout the team. While it may not be feasible to get involved in basic tasks, it’s the ability to explain to a junior member how their role fits into the team, the division and the company that is key.<img src="https://engagepeople.ie/wp-content/uploads/2020/02/gh-300x200.jpg" height="372" width="558">To discuss future opportunities for your career or to discuss a position your company is hiring for, please speak to Paul McClatchie, Engage People

(Becoming) A Senior Financial Professional Who Really Stands Out

Remembering back to 2009 and 2010, speaking with Financial Professionals who had been made redundant was tough going – it was very hard to predict how long they may be ‘out of action’ in a challenging market. Fast forward to 2016 and with unemployment dipping under 8% [currently in 2020 it has reached just 4.8%!] there has been a lot of positive change in the job market. There are plenty of opportunities out there but the right approach is required to attract the most attractive jobs to you.Get your CV right.We won’t spend too much time on this one as there are dozens of useful guides out there. The ‘perfect CV’ is a subject of much debate but in a nutshell, we would suggest that a 2 or 3-page document should suffice. A common trend with MBA graduates is to have a strong ‘one pager’ which I would recommend as being a useful document to share with relevant contacts and then to tailor your offering depending on the role you are applying for. www.irishjobs.ie have some useful templates Here. Get out and networkA subject recently covered here in a recent blog. A useful point to add is to work on the message you are keen to send out to your contacts. A lot has been written on ‘Personal Branding’ and it is useful to keep in mind what you are hoping to be known for. Even close friends and former need reminding what your key strengths are in and the type of role that is most attractive to you. Who are the key Recruiters in your Sector?I will be the first to say that the Recruitment sector can be mixed and therefore you ideally want to align yourself to a Recruiter/Firm who you believe can represent you in a suitable manner. Bear in mind that Recruiter’s ‘Desk’ can vary from being very busy in different areas from time to time. Your key focus should be to speak to your friends and colleagues to understand who they have had a good experience with before getting on that Recruiter’s radar. Even better, ask them your contact to introduce you. Be persistent and follow up. At Engage People we welcome a clear email accompanied by a CV with a view to setting up a call to get a sense of the market in your area. Invest Time in Reviewing Live Roles That Are AdvertisedIn addition to spotting the role and job spec, do a little ‘background’ on the organisation, what is going on in their business and sector that might be relevant to mention. A useful metric to consider is how many first-round interviews are you achieving? If you are being invited for interviews but rarely progressing past first round, then your major focus should be on your approach at interview. Some useful reading here. If you are not getting to interview stage and you feel your CV sells your ability well, then it might be time to tailor your expectations depending on your need/appetite to get back into a suitable role. Again, in a busier market with more opportunities, persistence pays off. Be Patient (and enjoy the time off if you have it!)This is much easier said than done but I would say that almost every person I speak to who is back up and running in a busy role looks back and wishes they had been more relaxed during their time off. While career and self-worth are often intrinsically linked, look at the time as a period to work on your ‘whole life’ (family, sport, personal development, education, mindset, travel, fun) in addition to the pursuit of a new role. Consider ‘time blocking’ in the same way you would when meeting your team in work – have focussed period each day on different tasks. [This article was originally published in 2016, Edited in 2020].

Looking for a New Financial Role? 5 Things to Get Right

In a busier marketplace, there may be more opportunity for candidates in roles in Financial Services in Ireland. We discuss 5 main reasons why candidates move jobs and factors to consider before making the move.Relationship with your BossWhile it is information that is rarely volunteered at interview, the primary reason why a team member will stay or leave a job is often their relationship with their boss. Communication in this regard is key and while the expectation is that your Manager or Team Lead should be super organised and offer regular feedback and advice on your performance, it is often a case that they themselves have a manic schedule.Factors to consider:&nbsp;Try and build in a routine monthly/quarterly one to one meeting with a set agenda. Have a clear template on your performance in your role to date and gain a clear sense of what you are doing well and what you can do better. By having a clearer picture in this regard you may well feel more engaged in your role.Career ProgressionLooking at the careers of VP’s, Directors and CEOs there is often a common theme that exists – momentum. High performers always seem to strive to move from challenge to challenge, rarely sitting back.Factors to consider:&nbsp;again communication is key to understand what further challenges exist in the business. Once you have built a strong track record in a role over an 18-24-month period, be explicit that you are keen on taking on a new challenge. It is useful to build your network across senior management so that you may be considered for ‘fast track’ when opportunities arise.Ultimately if the right opportunities don’t exist and you feel you have delivered on your commitments then it may be a case that your next move may be outside of the organisation.&nbsp;You’ve Been Headhunted!You receive a call from an unknown number or an email from a contact asking to discuss a new role with a different organisation. You listen intently to understand what is on offer.Factors to consider:&nbsp;Having your own career plan pays off – evaluate the new role vs what you are doing now. Have you built a strong track record with your current employer to speak of? If not, then maybe that is the priority. If the new position is going to get you to where you want to go faster, then pursue the next steps but have a clear set of criteria of what you are looking for.&nbsp;Unsociable HoursUnfortunately, this is a factor that exists across the Financial Services sector globally. It is generally understood that there will be busy times of the month/year when everyone needs to work together to complete a major task but when it becomes daily, it often leads to attrition in a business.Factors to consider:&nbsp;Again communication with your boss is key to understand if there is light at the end of the tunnel or if this is something you should get used to. If the quality of work you are completing is offering excellent experience and you are gaining more exposure than your peers then maybe in the grander scheme of things it could be an advantage but it often depends on personal circumstances and outside commitments such as family, sports, etc.&nbsp;Money (or lack of!)Having worked in the Financial Recruitment sector for 15 years I can tell you that we Recruiters are concerned when we hear that the sole motivation for moving to a new role is financially focussed. The reason being that it is common that as soon as the candidate resigns, they receive a new ‘counter offer’ from their current employer who always loved them in the first place and is sorry they didn’t value them enough. This leads to frustration from the other firm who has just offered them a new job.Factors to consider:&nbsp;If you are underpaid in the market and your last salary review didn’t go as you had hoped, again communication is key. In a world of change in Financial Services organisations some budgets are tighter and other companies are paying a stronger premium for top talent so there can be varying levels of remuneration. Again focus your decision around your broader career goals as well as an uplift in salary rather than making the decision on salary alone.If you’re asking, “What’s my worth?” click&nbsp;<a href="https://engagepeople.ie/resources/salary-guides/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">here</a>&nbsp;get your copy of our 2020 Salary Guide.[Edited in 2020]

5 Major Reasons Why People Working in Financial Services Move Jobs (and Factors to Consider Before You Do)

In our ‘Making the Move’ series, Engage People speaks to Financial Professionals about their experiences of a new challenge. Stephanie is a Chartered Accountant who qualified in 1998 and spent 15 years with two major US Multinationals in the Tech and Software arena until making the move to an indigenous Irish company in 2013.“While I was content in my role, I expressed an interest in the role as it seemed like an interesting organisation and was slightly closer to home. I wasn’t actively looking but felt that I had peaked in the area of leading big finance teams and having recently completed two acquisitions, we had been through a lot of hard work. The environment I had worked in was excellent in that we hired super people and everything was taken care of from a training and on boarding perspective. We had plenty of work to get through and while the role had some commercial challenges, the primary focus of my job was to ensure that the financial information was entirely accurate met with Corporate and Market expectations” Upon meeting the Business Owner (a 15m t/o Irish business) Stephanie and himself clicked and while he was brutally honest about some of the challenges they had faced around cash flow and the requirement for a systems upgrade, it appeared to be an exciting story. Stephanie met the Accountants/Advisors who had all the information required and to her surprise, she was successful through the interview process. “I haven’t looked back – I certainly valued my time with bigger organisations but the most satisfaction I gain now is from the impact I have on the commercial business dealings. Don’t get me wrong, there were plenty of challenges, not least agreeing a budget for the Sales Manager and team! We also had to build in a new systems process that the business found challenging at first but we gradually turned the corner to a more efficient model where cash is collected quicker (through a stronger sales/invoicing process) and we hired a strong IT/Project Manager who has played a huge part in coordinating all aspects of the business system requirements.” And advice for others considering making the move “well firstly it’s not an easy move to make as sometimes we are put ‘in a box’ as a big company accountant but it has worked really well for me. I’m not working any less hours and the range of tasks I’m involved in now really varies but that suits me. I think the key thing to prioritise is the relationship with the business owner/leader and Management team. We had plenty of work to do but as there was a plan for the business where clarity was valued, it meant we got through and overcame the internal challenges that had existed. Three years on and we have increased top and bottom line figures and on a good path.”

Making the Move From Multinational to SME – A Financial Controller’s Tale

<ol><li>With Accountancy &amp; Financial Services candidates moving to a new role every 2-3 years either internally or to a new company, it really pays to hone your interview skills to land your dream job. Here are five tips that will give you a definite edge and should lead to a stronger level of confidence.Show a genuine interest!</li></ol>It sounds very basic but it is very often why a candidate is interested in a particular role that the interviewer wants to learn about. Time spent identifying the long term impact this role will have on your career and being able to articulate is essential. Show excitement and passion at the interview – there is nothing worse than finishing an interview wondering if the candidate wanted the job or not.&nbsp;<ol><li>Be ready to answer the question ‘What do you know about our company/team?’</li></ol>An opportunity to excite the interview and prove that you have an interesting view on their business. Don’t read out the ‘about us’ section on the website but rather what is that team doing differently or what could they be doing differently? Is there is a new technology or regulatory ruling that will have an impact on the future? Explain how you hope to contribute.&nbsp;<ol><li>Know your Strengths</li></ol>If nothing else, don’t leave the interview, meeting, cup of coffee (or whatever it is called), without articulating where you feel your key 3-5 strengths are. There are often ‘wasted opportunities’ that exist where the time passes by without the candidate putting their case forward. Go for it! When it comes to weaknesses or ‘areas of improvement’ then clarify how you have overcome challenges in the past in a convincing fashion.&nbsp;<ol><li>Practice Competency/Behavioural based interviews</li></ol>In simple terms read through the job spec and think of as many examples as you can from your background. Special tip – be honest! It will come out if you have exaggerated your experience and you’ll find that the questions will come thick and fast. This is where reading through the job spec with a highlighter and practising is key. If you aren’t successful it may mean you are not ready for this particular role just yet but should not make you less determined to get there.&nbsp;<ol><li>Ask Great Questions</li></ol>Again practice and have a think what you really want to know about the company, role, interviewer, team, management style, etc. Try and leave the interview with a really clear sense of what will be expected of you in the first 6 months; what is the hardest part of the role; how have others been promoted in the past. Ultimately the goal is for you to walk out of the interview knowing if this is the role for you and therefore working through your career goals and understanding where this fits in is key.&nbsp;Finally, say thanks! If you are interested, tell the interviewer! And then walk out knowing you have given it your very best shot (and go and cross your fingers).[This article was originally posted in 2016]

5 Essential Tips to Nail That Financial Interview

‘Does anyone know a good person for this job?’&nbsp;Around the world right now there are a group of people discussing a new job and in several languages the question is asked around the room “Who can recommend someone?”. Are you likely to be in the frame of these jobs?&nbsp;In many cases a company will only advertise a fraction of roles that exist in the organisation. In many cases, the ‘outside world’ never finds out about such roles. As a result, the process of networking is useful in helping you to discover new job opportunities.&nbsp;Look at Who You Have Worked WithFor experienced candidates, a consideration is to look back at your career ‘Who, in particular, did I work with who may be with an organisation that would be attractive now?’ One of the real benefits is that your former colleague will know your strengths and act as the right person to introduce you to the organisation, which will go further than even the best cover letter.&nbsp;Naturally some folks can be reluctant to ‘put themselves out there’ or be seen to do so – I think a useful idea is to let your contacts know that while you are currently enjoying your role, if a new opportunity was to arise, you may be open to looking at it – this is often all your former colleague or friend needs in order to tell you about a hot new job they are aware of.&nbsp;To many people the idea of reaching out to friends and associates to find a job can feel rather disconcerting. Thankfully, networking is something you already know how to do instinctively because you successfully network with other people almost every day.&nbsp;Getting Out and AboutVery often it is as simple as accepting invites to an event or joining a club or society of interest. A classic case is in University where there is a Rugby, Golf, Dance, History Club etc. – a group of people with a common interest. It might be now that you speak to most people through your children’s sporting activity and if so, get involved and show a genuine interest in others.&nbsp;Many of the professional bodies in Ireland such as the Institute of Chartered Accountants and the Law Society organise a number of events with networking at the core. As well as hearing about who is hiring and opinions on what a company is like to work with, networking on this capacity is also an opportunity to discuss service providers, the business environment, how the competition is doing and a range of useful business information. It is no coincidence that a high number of finance directors in Ireland seem to have built a strong network of support on their way up.&nbsp;In ConclusionSuccessful career networking requires you to give back as much assistance as you receive. Maintain regular contact with your former colleauges who you got on well with and who know how good you are. Offer advice and assistance where relevant. Even if you can’t provide practical solutions to their issues, you can at least offer them moral support and encouragement.&nbsp;If you are keen to lift your networking game in 2020, a simple resolution may be to simply accept invites to events and gatherings – once a week/fortnight/month depending on what you are hoping to achieve.&nbsp;[Original post in 2016, Edited on 19/02/20]

Building Your Professional Network (to hear about the best jobs first)

I recently read a piece on Stuart Lancaster, currently a senior figure in the Leinster Rugby coaching team. I do follow the rugby a little, but not closely. Even though I was aware of his background, until I researched him and was regaled with his story of highs to&nbsp;<a href="https://www.bbc.com/sport/rugby-union/34500716" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">lows</a>&nbsp;to&nbsp;<a href="https://www.bbc.com/sport/rugby-union/51119265" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">highs</a>&nbsp;again, I didn’t really get what an incredible journey he’s been on and what he has achieved.You see there’s knowing the story and then there’s appreciating the story. I knew some of the story, but I never connected to it, the admiration and aspiration I feel to it now. When it comes to recruitment, I hope that I’m a little more tuned in to the story of my clients and candidates. Because it’s through the story that connections are made. And so, Hiring Managers out there should be interested to tell the story of their organisation too.Being different/distinctive from the competition is one thing, but people knowing it is another. So how can you get this message out? Well, most firms are not short of channels to use, from LinkedIn, Company Website, Social Media, Corporate and Public events and this may make the subject for another blog. But today I want to touch on some of the messages that those in the Financial Services talent pool are most interested to hear. Before I do so though, I will mention one channel that’s particularly underutilised… The Recruitment Process itself:The Recruitment Process:&nbsp;I recently attended a Grad Ireland event on Generation Z and I must say it was highly informative. One of the big gaps in communication that was identified was during the recruitment process itself. To start with, candidates’ expectations of how long a process would take was significantly shorter than how long it actually took. A simple increase in communication to align timeframe expectations would be a start. But as these processes can sometimes run into the weeks and months, this is a key opportunity to communicate directly with the Talent pool. Whether they will be joining the business now or in the future or they’re speaking with colleagues who could be considering a move, the recruitment process is an extended and direct communication channel with exactly the Talent you’re looking to attract.&nbsp;Let’s look at some of the messages you might want to share about your business:<ul><li>Career Flexibility:&nbsp;Increasingly Financial Services Talent is interested in nonlinear career progression. They value companies that can present them with more than one career path. This is an area where I think storytelling in particular can get the message across.</li></ul><img src="https://engagepeople.ie/wp-content/uploads/2020/02/photo-of-people-sitting-near-wooden-table-3182764-300x200.jpg" height="197" width="296">“Tom started in our firm as an Accounting Graduate with an ambition to progress as a Fund Accountant. After two years his interest grew into how the middle office function worked and through our flexible graduate program and with the knowledge he had built, Tom moved into an operational role. After three years he’s excelled in this new role and now manages a small team of settlement analysts supporting the front office activity.”I never claimed to be a great storyteller, but I’m sure you can do a little better….<ul><li>Career Support:&nbsp;What resources are available, much like Tom above utilising the Grad program. Take opportunities to let the Talent pool know through your channels what in house resources are available and what funding is available for external learning. Tell this through the story of existing employees to make it real. Do you have a mentorship program? How is that going?</li><li>Company Culture:&nbsp;Most often when you hear culture discussed it’s described as either good or bad. This is really a huge simplification of a complex and maybe the most important piece of information in a candidate’s decision process when appraising potential employers. Try to talk in terms of the characteristics of your culture rather than in terms of good or bad.</li><li class="ql-indent-1">Creative vs Detail Oriented</li><li class="ql-indent-1">Formal vs Casual</li><li class="ql-indent-1">Flat structure vs hierarchical</li><li class="ql-indent-1">Directive vs Supportive</li></ul>In this way, you’ll get the message of what sort of people will fit in. I doubt you would ever describe your culture as bad and describing it a good really doesn’t advance the conversation. Get more specific about what makes your firm different.<img src="https://engagepeople.ie/wp-content/uploads/2020/02/group-of-people-sitting-indoors-3184291-300x200.jpg" height="259" width="389">If you sit down and think about all the channels through which you already communicate to the talent pool (even if they’re currently passive), you’ll start to see all the opportunities that exist to attract the right people to your team. And if you can get that message out through stories, then the ears you want to reach won’t just hear the story, they’ll feel it too.

Telling Your Firm’s Story –Marketing to the Finance Talent Pool

Unfortunately, many of us have felt either stuck in a job or an urge to quickly find another job. It’s important that you feel fulfilled and happy in your job, after all, we spend a significant amount of our lives working. Work offers a sense of meaning for most people, so it is inevitable that our work is a big contributor to our overall happiness. There is nothing worse than feeling the Sunday blues in anticipation of the week ahead. If this is the case for you – maybe you would be much happier in another job. With the Christmas break fast approaching it can be a good time to reflect on your current job and determine if you’re on track to achieving your long-term goals. Every day I speak to candidates who are looking to make a move for various reasons. These include remuneration, benefits, career progression and company culture. A lot of the time people begin to feel complacent and unchallenged or sometimes the highs &amp; lows of the job begin to feel like too much to manage. Be mindful of your emotions while in work and making decisions in the heat of the moment. While all these things can be lacking in your current job, have you asked yourself if you could be doing more about it? We need to ask ourselves the tough questions – “Am I adding value to the company? Am I developing professionally? Could I be doing more?” After all, we’ve all heard the saying “Choose a job you love, and you’ll never work a day in your life”. &nbsp; Alignment of company values and your own personal values – from a personal perspective, define what values are most important to you. Your personal values not only determine how you make decisions, but they can influence your behaviour, relationships and career. It’s important to familiarise yourself with your company’s values. Aligning your personal and company values can lead to fulfilment and happiness. Bear in mind that your values can change over time e.g. becoming a parent. It’s no harm checking in from time to time to assess your values.&nbsp; Development and training – are you part of a company that allows you to continuously develop and improve? Growing professionally is undeniably important and being part of a company that offers continuous development opportunities can play a big part in a person’s success. Taking part in courses or training days can help you grow your network also!&nbsp; Work-life balance – this can mean different things to different people. It tends to be the most common reason people seek to change jobs and has arguably become one of the biggest drivers for change that we have seen, as they want a more flexible schedule. Placing a priority on seeking a healthy work-life balance can lead to a happier and healthier mindset. Don’t underestimate the effect a long commute whether by car or public transport can have on your overall contentment. Technology has transformed our work life and how we go about things, but it has also made us more accessible. Does your company support employee wellbeing?Each employee adds something unique to a company. Determine what it is that you are most passionate about and let that drive your motivation for change. Understanding job satisfaction can take time and is completely different for everyone, but it can lead to optimal performance and productivity. Take the time to strategically think about what your next position might look like and what’s ultimately important in a role for you as this will lead to a much more positive job search experience.

Are you Happy in your Job?

Compliance is growing in importance within Financial Services for many reasons, not least due to increased regulation but also due to public perception (ethical behaviour and transparent practice) as well as the increased scrutiny on Business Partnering and third-party providers. In broad terms, good Compliance ensures complicity with Regulation in both it’s written word and in the spirit within which those words were written. Consequently, Compliance plays a pivotal role that extends beyond a license to operate and deep into company strategy and culture. It’s not surprising therefore that Influential Compliance professionals often follow successful career paths. Whatever stage you’re at in your career it’s worthwhile pursuing an increasingly influential role within Compliance in your organisation. As well as looking at personal behaviours I’d suggest seeking out future employers who can provide the platform to influence the organisation. You’ll want to be part of a compliance team that demonstrably impact the broader business. Beyond positioning within the right company let’s now take a look at the other choices and behaviours I’ve observed in influential Compliance professionals I’ve worked with. How can you position yourself? Presentation – Your CV will say a lot from the outset, not just to the people around you but also to yourself. If you’ve achieved relevant and respected qualifications such as those by the ACOI then it will give you the self-confidence and expertise to step up into an authoritative role in the function.You can also point to this when making the case to peers and direct reports for increased influence. This could be in the form of more senior responsibility or increased influence over a project. Assertiveness – It’s important to air your view and not just because your role carries that responsibility. You’re also the authority in your space and for your title to ring true in colleagues ears you must live it through your work and ownership of your projects.My thoughts on this is to remember that ideas are a dime a dozen, but action and follow-through are often in short supply. This doesn’t mean that you need to block the influence of other interested partners, in fact, collaboration is a great way to gain further buy into the compliance program. I simply mean to not let others participation mean that you will take a back seat. Strong Communication skills – It’s easy to advise that you should use strong communication skills when these do not necessarily come easy to everyone. But I would try to impress on you that communication is a learned skill and it’s something we can all improve.You’d be amazed how quickly your communication, presentation and leadership skills develop through deliberate practice and training. I witness this through my association to Toastmasters* not least within myself (I’m certainly no superstar here, but I have observed significant progress in myself since joining). Having not spoken publicly for years I needed to recognise the importance of effective communication in multiple facets of my life and not just professionally. Recently I’ve presented to multiple specialised stakeholders, competed at regional level public speaking and the most terrifying of all…. Gave a speech at my wedding in front of the Father in Law and extended family. What’s the proposition here? What I’m proposing here is that you should use what we like to call “The Helicopter View” of your Compliance career. If you want to make strides in your career and increase your influence, then you should take a step back from the day to day to evaluate the actions you are taking to make this happen. Invariably the people I meet who are progressing are the ones who’ve taken that strategic view on their career. They’ve committed to making conscious changes to their day to day activity as well as the longer-term personal development and educational plans. *Quick Toastmasters plug, I’ve found it a game changer and would recommend it to anyone interested in developing their communication and leadership skills. There are clubs all over Ireland which can be found here www.toastmasters.org or feel free to call me if you’d like to discuss our club IFSC Toastmasters. Michael Gorman The Compliance Recruiter 01 699 4524

How to gain Influence in your Compliance Career

One of the hallmarks of a high growth economy is that the roads are busy. The Dart is packed, buses frequently zip past full and the rush hour Luas involves making enemies by joining an already packed carriage. While it is badly needed there is not a functional integrated public transport network in Dublin.We speak to Finance professionals daily who are in jobs that tick all the boxes: plenty of challenge, a great boss, fantastic teamwork, a great culture and most importantly a career that is going places. however, the perils of sitting in traffic for 2 hours a day has a negative impact on their life.<img src="https://engagepeople.ie/wp-content/uploads/2019/11/Pauls-Blog-Image-2-300x61.jpg" height="273" width="1342">I take an active interest in listening to solution focussed ideas which often comes from the employee. Ultimately your employer or boss are likely to be keen that you get the job done at the consistent quality that you deliver now.Some thoughts that may have merit:<ul><li>Identify what the lower value tasks are and commit to developing a more junior member of staff. Your focus will be on higher-value quality tasks that may take less time.</li><li>Commit to working one week on longer hours (i.e. 8am to 6pm) and the next on flexible (10am to 4pm) – it might enable you to manage things a little better.</li><li>Take an interest in automation – Autoentry is a company that offers an automation product that has been a game-changer for Accounting Practices. Taking an interest will benefit your career to be at the forefront of understanding new developments</li><li>Agree flexible hours but commit to being there at month-end, Quarter-end, budget season etc – ultimately your team are eager to know that she won’t be left doing your work when the going gets stuff.</li><li>While it may not be a fit for everyone’s home life, leave at 4pm and log on for an hour or two at home.</li><li>Consider an electric bike! I have spoken to several folks who have new lease of life and no longer sit in traffic anymore. E-bikes are reasonably priced and very efficient and add a little exercise to your daily schedule. They probably work best for commutes of up to 20km but a definite recommendation.</li><li>Finally, a personal preference is that commute time is learning time – I am an avid listener to Audiobooks and through&nbsp;<a href="http://www.audible.co.uk/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Audible</a>&nbsp;(Stg £7.99 monthly) you get a new book each month. There are some amazing books to choose from. It may improve your mindset. Not compatible with the bike though 😊</li></ul>While we are in the business of support high performers to move jobs, if you are happy in your role and your career has momentum, it may pay to stay put.<img src="https://engagepeople.ie/wp-content/uploads/2019/11/Pauls-Blog-Image-1-300x169.jpg" height="255" width="452">All other ideas welcome – feel free to share in comments.If you are responsible for hiring people in your business or would like to discuss your career, give me a call on +353 (0)1 699 4530 or email&nbsp;<a href="http://mailto:paul@engagepeople.ie/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">paul@engagepeople.ie</a>#workhappy #engagepeople #financialjobsAbout Engage PeopleEngage People is a specialist Irish recruitment firm, connecting ambitious career orientated candidates and clients.&nbsp;We have deep expertise across two niche strands:<ul><li>Accountancy &amp; Financial across Commercial organisations &amp; Professional Services</li><li>Banking, International Financial Services &amp; Insurance</li></ul>

Ideas to Consider when you Love your Job but the Commute is becoming too much

Having worked in the Insurance sector for nearly 4 years, a common theme I have encountered for High Performing candidates is broken down into 3 key areas.Speaking to High Achievers in the Insurance Industry daily, it came to my attention that they all have something in common, they are constantly upskilling, progressing in their career and building out their networks outside of work!We all drift or meander at some stage of our professional career and at times, need a bit of a push or motivation to help us reach the next level. I have outlined some patterns below which may be beneficial for you to align your goals and becoming part of the High Achiever club!<img src="https://media.licdn.com/dms/image/C5612AQE2eDkaTQhCFg/article-inline_image-shrink_1000_1488/0?e=1579132800&amp;v=beta&amp;t=k8RTe8qMedT-PpsrILtuWgp6yieoYeZ0qM67AetYKyM" alt="No alt text provided for this image"><h2>Up Skilling – Qualifications</h2>Within the first 2 years, they have achieved their CIP qualification. Most companies will support your insurance exams, and this should be a priority as you learn the ins and outs of the industry. On a daily basis, candidates will develop practically in the workplace, but you should also be aligning it alongside the theory and academic aspect to coincide with your overall development.Having successfully sat the PDI – 01 myself and getting a more valuable understanding of the exam’s structure, I would recommend taking one module per sitting as it can be time-consuming outside of work. The insurance institute holds exams every January, May and September giving candidates the options of when best suits them. Successfully completing these exams and qualifications places candidates in a superior position when negotiating salary and various other compensations.<img src="https://media.licdn.com/dms/image/C5612AQFOhx194MQr1A/article-inline_image-shrink_400_744/0?e=1579132800&amp;v=beta&amp;t=k15KC7FzU-ZxIYUQQNfumLWR3FBja49u4z-aEzKgBg0" alt="No alt text provided for this image"><h2>Progression – Moving forward&nbsp;</h2>Consistently learning and moving forward is pivotal towards progressing personally and in your career. Once you achieve your APA or CIP you should be challenging yourself to where this can lead too. From previous experience, dealing with candidates in the sector who have been in the industry for 2-3 years and have not completed exams, they stagnate in work and even move out of the insurance industry altogetherMost employers will support your exams and some even offer an incentive bonus on passing each module which can be beneficial on a financial basis and possibly securing a new role. Most candidate’s reason for moving on is that there is no opportunity to progress within the company. If there are no internal roles that you are being considered for, it may be time to move on!<img src="https://media.licdn.com/dms/image/C5612AQHT2xqGYPAhWw/article-inline_image-shrink_1500_2232/0?e=1579132800&amp;v=beta&amp;t=iiZKOXfvaRk_1lx1oLc84xQABZXob4ryeQjM-nZzJ7o" alt="No alt text provided for this image">Network – Outside of Work (Hobbies &amp; Sports Clubs)Working alongside some high performers in my own sector of recruitment, being involved in a sports club or within general hobbies provide a great network of contacts and align well with personal development and career progression. A vast majority of CEOs, Managing Directors and hiring managers are involved in clubs nationwide, directly or indirectly through their children or sponsorships, etc. This is the ideal opportunity to build out your own contacts and network which can help provide a smoother upwards trajectory on your career prospects.

How to Become a High Achiever and Progress in the Insurance Industry

Ireland has been awarded 21st&nbsp;place in&nbsp;<a href="https://www.imd.org/wcc/world-competitiveness-center-rankings/talent-rankings-2018/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">a global ranking of countries</a>&nbsp;for being able to develop, attract and retain quality talent. We are well into 2019 and demand remains high for qualified Accountants and talented Financial Services professionals.Many Irish employers who wish to boost their strategies may be wondering what other companies are doing differently that makes them so desirable to jobseekers and employees. Furthermore, they might be wondering what a successful acquisition and retention strategy looks like and how to improve their workplaces.In this article, we explore the make-up of successful methods that Irish employers can incorporate into their business strategy with the goal of increasing their number of quality hires and reducing turnover rates.<h2>What Makes a Company Desirable to Employees?</h2>The&nbsp;<a href="https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/2017-Employee-Job-Satisfaction-and-Engagement-Executive-Summary.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Society for Human Resource Management</a>&nbsp;found that employee engagement is a key ingredient of successful acquisition and retention programs. Irish companies seem to be aware of the importance of this, as the&nbsp;<a href="https://www.cipd.ie/news-views/news-articles/engagement-employee-retention" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">2018 HR practices in Ireland survey</a>&nbsp;found that 54% of Irish companies rank employee engagement as their top strategic priority.Other factors of a successful acquisition and retention strategy include attractive incentive schemes, giving employees a “sense of purpose”, providing flexible working solutions and offering exciting career progression opportunities.Here are some examples of Irish companies who have unique and successful tactics for talent acquisition and employee retention.<h2>What Successful Irish Companies Are Doing Right</h2>Attractive Incentive Schemes&nbsp;–&nbsp;<a href="https://www.xilinx.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Xilinx&nbsp;Ireland</a>Irish companies can increase their acquisition and retention rates by developing and offering unique incentives that may not be available elsewhere. Deloitte recently found that 33% of millennials and 25% of Gen Z’s classify incentives `programs as “very important” when choosing to work for a company.Xilinx has a highly desirable incentives scheme aimed at people looking to relocate to Ireland. The company provides new employees with accommodation for four weeks and a hired car for a month when they arrive in Ireland. They also cover shipment of their possessions and a month’s salary in advance.Xilinx’s retention strategy is also very effective, which features a generous bonus scheme. It has a multiplying factor which means an employee will benefit as an individual if they do well, but also if the entire company performs strongly. Other benefits offered to staff are paid health insurance and a direct contribution pension.A Sense of Purpose –&nbsp;<a href="https://www.logistics.dhl/ie-en/home.html" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">DHL</a>For 6 in 10 millennials, a “sense of purpose” is part of the reason they choose to stay with an employer, according to&nbsp;<a href="https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Deloitte</a>. The study also shows that among businesses where millennials say there is a strong sense of purpose, there is significantly higher reporting of financial success, employee satisfaction, and staff retention.One global company with a base in Ireland that empowers their employees is DHL. Every year, the company allows its 450,000 employees worldwide to engage in its Idea Management Program, where employees can submit suggestions or project pitches to management level. People who pitch successful innovate and creative ideas are then called to work alongside DHL’s board of directors to implement the project across the company.By giving such a high level of autonomy to their employees, DHL is not only shaping the direction of the company but giving their employees a high sense of purpose.Flexible Working Solutions –&nbsp;<a href="https://www.surveymonkey.com/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">SurveyMonkey</a>64% of Irish employees want flexible work environments, according to&nbsp;<a href="https://www2.deloitte.com/content/dam/Deloitte/ie/Documents/Consulting/Deloitte%202018%20Millennial%20Survey%20Report%20Rep%20of%20Ireland.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Deloitte</a>. Not only do people appreciate not being tied to strict hours or locations, they also value the trust their employers demonstrate in granting that flexibility. Deloitte also found that flexibility is connected to retention rates – those that plan to stay with their employer for longer than 5 years report higher levels of flexibility.In 2016, SurveyMonkey introduced several family-friendly policies to make sure its employees can prioritise family when they need to. For example, in addition to unlimited paid time off for staff who have been at the company for over a year, SurveyMonkey introduced extended parental leave of 16 weeks for both mothers and fathers.<a href="https://www.sap.com/index.html" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">SAP</a>&nbsp;also provides flexible working solutions to their employees. They run employee engagement surveys to figure out what changes staff wanted to see within the company and after a unanimous suggestion that arose, which was to implement flexible working hours, SAP’s management granted the wish. SAP employees now have the option to work from home for several days throughout the week if they wish to do so.Career Progression –&nbsp;<a href="https://www2.deloitte.com/ie/en.html" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Deloitte Ireland</a>In&nbsp;<a href="https://www.mercer.com/our-thinking/career/global-talent-hr-trends.html" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">a global Mercer study</a>, a startling 39% of respondents said they are satisfied in their current roles but plan to leave due to lack of career progression options. This number clearly illustrates that new employees crave career movement and they are prepared to change jobs if there are no progression options available.Deloitte commits itself to the professional development of their employees; focusing on technical, client relationship and technology skills, and on-the-job learning. Their ‘lifelong’ tailored learning approach has the goal of ensuring every employee progresses in their career within the company. They have world-class learning facilities, a Deloitte Academy and offer specific training to people depending on the role they are in.<h2>To conclude</h2>Thus, there are many ways Irish companies can boost their strategies to attract and retain quality talent. But it’s fundamental that Irish employers allocate the necessary time and budget to implementing the above methods, with the goal of making their EVP, business strategies and workplace cultures more attractive to new and existing employees.Ireland’s working landscape is developing at a faster pace than ever before – but employers are encouraged to embrace it, not fear it. By engaging with employees and management and updating strategies where needed, the future workplaces in Ireland will be positive, successful and innovative.For a more detailed discussion about aligning your business with talented Financial professionals or to discuss your career, speak to Paul McClatchie, Engage People

What Leading Irish Companies Are Doing to Attract and Retain Financial Professionals

Ireland’s labour market has now achieved ‘Full Employment’ and there are several sectors where there is more competition than ever for talent.What’s covered in this article:<ul><li>The Importance of an EVP and Employer Branding</li><li>How to Create the Perfect EVP</li><li>An Example of a Winning EVP – Bank of Ireland</li><li>Conclusion and Words of Wisdom for HR Managers</li></ul>84% of&nbsp;<a href="https://universumglobal.com/worlds-most-attractive-employers-2017/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">the world’s top 100</a>&nbsp;most attractive employers have an Employee Value Proposition, otherwise known as an EVP. This can be defined as a strategic statement that communicates a company’s values, goals, workplace culture and employer branding. More specifically, an EVP is the commitment an employer is making to its new and current employees.If we look at the Irish hiring landscape, it’s clear that we have significant progress to make regarding new strategic approaches to hiring and implementing EVP’s into our acquisition and retention processes.A&nbsp;<a href="https://www.pwc.ie/publications/2017/2017-hrd-pulse-survey.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">PWC study</a>&nbsp;found that 77% of Irish HR managers are experiencing talent acquisition constraints even though 81% of companies experienced skills shortages during 2018 (<a href="https://www.cipd.ie/Images/hr-practices-in-ireland-survey-2018_tcm21-39230.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">CIPD, 2018</a>).Thus, HR departments need to expand their inbound hiring strategy by creating an engaging EVP that’s in-line with the employer branding strategy.The Importance of Employer BrandingThe EVP is a subset of a company’s employer branding strategy. Employer branding is fundamental to communicating a positive profile of a company and showcasing every aspect of what it’s like to work there. In short, employer branding gives prospective employees an insight into a company before even stepping foot inside the door.Over 80% of business leaders acknowledge that employer branding has a significant impact on their ability to hire talent, according to&nbsp;LinkedIn’s Global Recruiting Trends&nbsp;report. Thankfully, Irish HR Managers realise this impact, and 48% are investing in employer branding to grow their 2019 talent pipeline.<a href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_US/site/pdf/datasheets/linkedin-why-your-employer-brand-matters-en-us.pdf" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">LinkedIn</a>&nbsp;also found that professionals under the age of 40 are 61% more likely to investigate an EVP and employer branding when it comes to job opportunities. And, 50% of people wouldn’t consider working for a company with a bad employer brand, regardless of salary.These statistics clearly demonstrate the importance of incorporating a strong EVP and employer branding into the inbound hiring strategy. In the next section of this article, we explore what topics to include in a fool-proof EVP.How to Create the Perfect EVPAn EVP should simply answer the question, “Why would the people we need want to join our company and stay?” So, here are the top three areas HR Managers should focus on when writing the EVP:<ol><li>The Perks and Benefits</li></ol>Studies show that candidates across all industries look first at not just salary, but also compensation, benefits and the perks associated with a job. Flexible hours, the ability to work from home and a healthy work-life balance are also taken highly into consideration.<ol><li>Career Progression</li></ol>Career development is also vital to a company’s EVP. People are looking for their next job as soon as they start one. In fact, millennials will change careers 15 times throughout their life, according to a&nbsp;McCrindle&nbsp;study, and the main reason is lack of career progression or direction.To deter this trend from impacting the workplace, HR Managers need to tailor their communication strategy by using clear information, infographics and employee testimonials to display the positive progression path within the company. This way, candidates can envision their career path several steps at a time.If this isn’t done correctly, companies are running the risk of losing quality hires to other companies who have an even stronger EVP.<ol><li>The Company Culture</li></ol>Prospective employees want to know what a day in their job will look like. This relates not just to a clear depiction of what their role will involve daily, but also what the workplace culture is like. Are there staff events and activities they can get involved in? Are there employee incentive schemes, rewards or competitions that might interest them? Express this clearly in your EVP and you’ll instantly notice the volume increase of quality candidates applying for vacancies.An Example of a Winning EVP – Bank of IrelandBank of Ireland set themselves a challenge – to communicate its core values in a way that its current and future workforce could connect to. The goal was to attract, engage and retain top talent in Ireland’s rapidly evolving financial landscape. In other words, BOI set themselves the task of creating one of the best EVP’s in the country.After first interviewing BOI employees across a broad range of disciplines, the following steps were taken during the making of their new EVP:<ul><li>Capturing stories and perspectives from a wide cross-section of staff.</li><li>Bringing Bank of Ireland’s values to life through emotive content online.</li><li>Targeting and engaging job seekers with a careers website that reflected the bank’s culture and offering an insight into what makes it a great place to work.</li></ul>The motto of the EVP was, “Join Today. Create Tomorrow”.The initiative put current employees front and centre throughout the site, using them in videos, photography and blog posts to best articulate Bank of Ireland’s learning and development offering, career opportunities and rewards and benefits, as well as its inclusion and diversity efforts.<a href="https://www.youtube.com/watch?v=ttGVvJYVH3I" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">Here is an example of a video BOI created as part of their EVP</a>This type of employee-centred approach to an EVP is a fantastic example of how other companies in Ireland can put together an engaging, successful and cost-effective inbound hiring process.Conclusion58% of Irish HR Managers say that their top priority for 2020 is talent management. Are you part of that cohort? If so, you have a good chance of winning the war for talent.Just remember to keep your employer branding and EVP genuine and true. There is nothing worse than a new employee starting a job only to realise the company culture, vision and values are not what they expected. This type of experience will lead to high turnover rates, which can be very costly for a company.Hopefully our guide will help strengthen your Employee Value Proposition, employer branding strategy and retention rate.Are you wondering how your own EVP is impacting your Financial hires? I would welcome a call on +353 (0)1 699 4530 or email&nbsp;<a href="http://mailto:paul@engagepeople.ie/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">paul@engagepeople.ie</a>.<a href="https://engagepeople.ie/" rel="noopener noreferrer" target="_blank" style="color: rgb(0, 163, 173); background-color: transparent;">www.engagepeople.ie</a>linkedin.com/in/paulmcclatchie

Developing the Right Employee Value Proposition ‘EVP’ For Your Business

Engage People speaks to Laura Shilling, Business Development Manager at Savvi Credit Union about shifting preconceptions and career highlights.How did you get into your current role and what do you enjoy most about it?After being in Finance for most of my working life I was looking for something different. I was approached about a new role in Savvi Credit Union which intrigued me. When I met the CEO I was bowled over by how the Credit Union worked.Even though I’d been in Finance for so long, Credit Unions were never on my radar. It was something my parents used, it wasn’t suited to the needs of a modern generation. How wrong I was! I’ve been here for a year now and learned so much. To me, Savvi Credit Union is a bit of a best kept secret. The company’s ethos and values are very much in line with mine. We’re both about the community, about people helping people. This is more vital than ever in the modern world.Highlights?I have lots of highlights over my working life but one that stands out was being Chairman of GE Volunteers. The work we did was fantastic and so rewarding, in particular our involvement with Sophia Housing. The projects we took part in there were really varied, from building a sensory garden to renovating houses for people in need.The next best highlight has to be getting a world record in climbing the 26 peaks in Ireland in less than 100 hours! I cried and laughed over the 96 hours it took, and was certainly pushed to my limits both physically and mentally – only having 12 hours sleep didn’t help!Early lessons?“Carpe Diem”. Life is short. Enjoy it while we are here.Personal Rules/Principals?The most expensive sentence in business is “We’ve always done it this way”. It’s vital to challenge processes and procedures, especially if they have been in place for quite some time. Looking at how you can approach things differently is always a good thing. And, it can often bring about necessary and effective change, in any organisation.What about technology?Technology is part of our day to day life but it’s good to just step away sometimes. We are driven by technology too much. In meetings, we can often be beholden to the devices in our hands. All laptops, smartphones etc. should be left outside when you go into a meeting. Instead, try to be present both physically and mentally. It’s good to talk!&nbsp;In conversation with Paul McClatchie, Engage People

Me & My Career – Laura Shilling Business Development Manager, Savvi Credit Union

<blockquote>Engage People speaks to Anne Keogh, recent ACCA President and current COO and CFO of Pharmapod LTD about mentors, motivations and mantras.</blockquote>How did you get into your current career path? Was this what you always wanted to do?Currently, I am COO and CFO with Pharmapod LTD, a software company that champions patient safety across the pharmacy sector. But when I first left school I was unsure of what path to follow. I took on a few smaller jobs at first, and then eventually became PA to Michael Smurfit. Under his direction, I decided to complete a C.Dip in Finance and Accounting. This began my connection with the ACCA and changed my life radically.Highlights?Over the years, I have had many varied roles across many companies: an accountant at Adare Plc, MD of 42 Hostels at An Óige, MD at Needahotel.com, before working at The Well Water, to name a few! But my presidency of the ACCA in 2014 and 2015 was truly one of the highlights of my career.And your mentors?‘Every day is a school day’ – that’s what I like to say. I’m lucky to have learned from various mentors, but I’ve had three main mentors to date. I’m very grateful to everyone of them.I’d like to think I’ve taken their advice to heart. One told me to always have my ducks lined up. I’d like to think I’m extremely prepared now, so I can be agile when things take a turn in a different direction.Early lessons?One key lesson was to never say ‘it can’t be done’. Working for Michael Smurfit really taught me that. There is always an alternative. You need to come up with solutions to problems.Another was that while you can’t have everything, you can have a lot. So you need to decide what you want lots of! I learned to trust my gut and while you’re at work to give your all. And most importantly, to be nice to yourself and those around you.Personal Rules/Principals?Well, my main rule is that there are no rules! However, it’s important to stop and smell the roses every so often. One of my previous mentors, Peter E. Lynch gave me that advice and I think it’s great.What about technology?Of course, my working life is driven by my phone. But I’m proud to say that no single piece of technology is truly indispensable. It’s very important to take a step back, to allow yourself to leave everything behind. You need to focus on your own thoughts and the things in life that really matter like family and friends.In conversation with Paul McClatchie, Engage People

Me & My Career: Anne Keogh COO & CFO of Pharmapod LTD

Risk and Compliance – An Evolving Landscape2020 has been a bizarre year on many fronts and has forced many companies to drastically rethink the way they operate, and how they work. While the ongoing pandemic has placed enormous pressure on specific industries, the underlying strength of our financial services sector has remained strong, and confidence in the hiring marketplace is becoming increasingly buoyant as we head into 2021, and as news of potential Covid-19 vaccines emerges. As has been well documented, the role that risk and compliance functions have to play within financial services institutions has grown exponentially since the financial crisis in 2008. A changing regulatory landscape has meant greater pressure on compliance teams and increased profile within the internal structure of businesses. Moreover, increased focus on the ethical nature of organisations has also ramped up the need for strong resourcing of risk and compliance teams. The necessary nature of the specialism has provided a welcome safeguard in uncertain times. Recent comments from the Central Bank have highlighted the need for financial services firms to adequately resource their respective compliance functions, and ensure proper training for relevant staff, most especially risk and compliance professionals.[i] The growth of fund services activity following the Brexit vote in 2016 led to Central Bank changes around how funds are regulated in Ireland, requiring funds looking to establish operations in Dublin to have adequate resources allocated to their Irish operation, thus removing the option for London based firms to operate a “brass plate” presence in Ireland. [ii] More recently, the Central Bank has again moved to address the resourcing of existing funds providers in Ireland and highlighted that a “significant number” of firms already operational in Ireland pre-Brexit did not have adequate numbers of suitably qualified or senior personnel. In particular, the Central Bank emphasized that failure to invest in resourcing had led to key compliance roles being vacant for “prolonged periods”, resulting in “gaps in best execution second line capabilities”.[iii] Looking to the future, it is becoming increasingly apparent that technology will have a significant role to play in the management of risk and be instrumental in streamlining and intensifying the level of automation in the sector. Rising regulatory requirements in the wake of the financial crisis necessitated a new way of thinking around ensuring effective compliance could be delivered in a cost-effective manner. The introduction of process automation, along with rapid advances in artificial intelligence and data analytics, can be a key driver of efficiency. Thus far, emerging technologies have proved exceptionally advantageous in collating regulatory data, and scanning documentation, with more recent developments in the space focusing on improving the ability of document scanning system with more intelligent language technology, to help financial services firms manage their response to regulations in different jurisdictions.[iv] While technology looks set to subsume the need for human involvement with more mundane tasks like data processing, the mounting pressure from regulatory bodies and from the public at large is strong, tangible evidence that the growth in the compliance and risk space looks set to continue in 2021. Throughout 2020, Engage People has taken full advantage of technology to significantly grow our service offering, and in so doing be best placed to assist our clients. This has included the roll-out of a full suite of secure and personalised video interviewing technology, psychometric testing, and bespoke employer value propositions.[v] If you’d like to hear more about the way Engage People responded to Covid-19 and continue to align business with talent get in touch with the team today. Meet the team here!

Risk and Compliance – An Evolving Landscape

Since joining the Insurance sector a few years back, a common topic people discuss when it comes to their career is personal development and continuous progression. I converse with candidates daily from entry to senior levels and the one question I always raise is where do you see yourself in 10 years?The standard answers I get to this question are “oh I have never thought about that or I haven’t thought that far into the future.” Within companies nationwide you have the overachievers – they are the people who have received a promotion within 2 years but that is the only progression they will see for the next 10 years. Alternatively, you hear of people who may not receive a promotion for four or five years but will receive three promotions within that 10-year period. That’s why it is important to have long term goals and not get trapped in the moment imagining you are untouchable. If you are searching for a career within financial services, I believe It is imperative to sit down, look in the mirror and visualise where you want to be in 10 years?Of course, this will vary depending on what level you are on which will be outlined below.&nbsp;Entry-levelAt entry-level, it is very easy to jump into the first opportunity that becomes available whether it be a Trainee Financial Advisor or a Junior Life and Pensions Administrator.&nbsp;<img src="https://engagepeople.ie/wp-content/uploads/2019/11/Steps-to-Success-300x183.jpg" height="218" width="357">Evidently, it is important to get your foot in the door although it’s equally important to understand what the role will involve and which path is best suited for you to continuously grow and develop. Entry-level is the most significant stage to have long term goals set in place. For example, one employer may offer a higher starting salary and free lunches on-site and the other will offer a slightly lower salary with full educational support to achieve your QFA qualification, but unfortunately, the free lunches would be gone. Is that important in the grand scheme of things? Absolutely not! In this situation, if you realise that Rome wasn’t built in a day but in two years when you complete your QFA exams you will be fully qualified, and your career progression then has no limits. Most candidates will complete their initial career qualification in one company and then look elsewhere as their career progression opportunity presents itself. Most employers will fund your exams and pay a bonus on completion of each module. When you receive your APA application you will receive a salary increase and when you receive your full QFA you will receive a further increase. However, it is easy to assume that a pay rise is a form of progression and of course it is in some aspects, but you need to consider the bigger picture. Most people when they imagine progression, they think of responsibility and that is the mindset you need to grasp if you want to achieve your career goals as we will discuss further in the mid-level sections.&nbsp;Mid – LevelWhen you receive your first professional qualification naturally your options to move forward will open. You find yourself in a position where you have two years’ experience and professional qualification.&nbsp;<img src="https://engagepeople.ie/wp-content/uploads/2019/11/Success-2-300x200.jpeg" height="228" width="341">This is an excellent position to be in and most companies are eager to talk to these kinds of people. At this stage in your career, you will be on a competitive salary and you will have high expectations for your next career move. Understand what your next goals are professionally, and progression will play a vital part in this move. In many cases, people I deal with are reluctant to move sideways and definitely not backwards however this goes back to the point that an increase in salary is not necessarily progression. In order to earn €50,000 in 5 years, you may need to accept a pay cut from €30,000 to €28,000 to achieve this. Naturally, salary plays a key feature, but you need to be realistic about your progression. From personal experience, I placed a candidate who was earning €35,000 a year in a role where the progression was limited. That candidate identified the bigger picture and moved to a competitor on a base salary of €30,000 and within 18 months later they were earning €45,000 a year. They went into a role with endless progression and not just short-term salary increases but with potential long term. My argument is that you need to have your 5 or 10-year plan prepared and firmly sticking to it. If you can plan for the future and set long term goals, you will be in a significant position 5 years down the line.&nbsp;Senior Level<img src="https://engagepeople.ie/wp-content/uploads/2019/11/Career-Goals-300x160.jpg" height="222" width="415">At a senior level, it is not that simple to just pack up and move jobs as you have built that responsibility in your role. Knowing what to do next in your career can be tricky to understand but I always find speaking to market experts to discover market trends is always a reliable place to start. If you are searching for your next move at senior level, you need to consider and reflect on what you have achieved so far in your career and what you want to achieve moving forward. So, you may have completed your first 5/10-year plan so why not create a new one. Life is always about improving and there are endless opportunities out there if you genuinely want it.

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