News and Insights - Kelly Ireland

A New Era of Talent Solutions

Mon, 18 Nov 2024 10:23:59 GMT

Introducing Gi Group Recruitment Ireland: Your Partner in Talent Solutions

We're thrilled to announce an exciting new chapter in our journey: Kelly Services Ireland is now Gi Group Recruitment Ireland Limited! This transformation not only marks a new name but also a strengthened commitment to delivering exceptional talent solutions. As Gi Group Recruitment Ireland, we’re excited to continue providing innovative, high-quality recruitment services, solidifying our role as a leader in the Irish talent landscape.

Who We Are

At Gi Group Recruitment Ireland, we connect top talent with leading organisations across engineering, renewables, life sciences, and business support. As part of Gi Group, a global leader in workforce solutions operating in over 30 countries, we bring a rich history and unwavering commitment to innovation. Our dedicated teams understand your unique needs and deliver tailored solutions that drive both innovation and operational excellence, helping businesses and individuals thrive.

Our Recruitment Solutions

We provide a full suite of recruitment solutions to meet a wide range of talent needs:

Temporary Recruitment: Access skilled professionals on a flexible basis to support short-term projects or fill temporary roles.

Permanent Recruitment: Find the ideal long-term hires to strengthen your team and drive sustainable growth.

Volume Temporary Recruitment: Manage large-scale temporary staffing needs efficiently with our streamlined processes and experienced recruiters.

Volume Permanent Recruitment: Quickly and effectively source and hire a high number of permanent employees.

Payroll Solutions: Simplify payroll administration and ensure compliance with our comprehensive payroll services.

Our solutions are designed to help you build the workforce you need for success - whether for short-term projects, ongoing growth, or large-scale recruitment.

Why Choose Gi Group?

With a global network and deep-rooted local expertise, Gi Group offers tailored talent solutions to meet your specific needs. Our dedicated team is committed to providing exceptional service, from recruitment and staffing to executive search and HR consulting.

Global Reach, Local Expertise: Our global network combined with our deep understanding of the Irish market ensures we deliver tailored solutions.

Industry Specialisation: Our deep understanding of the engineering, renewables, life sciences, and business support sectors enables us to identify and attract top talent.

Committed to Excellence: Our dedicated team is passionate about providing exceptional service to both clients and candidates.

A Focus on People: We believe in building long-lasting relationships and empowering individuals to reach their full potential.

Innovative Solutions: We leverage cutting-edge technology and industry best practices to deliver efficient and effective recruitment solutions.

We are your trusted partner with a collaborative approach! W e are dedicated to building strong, long-lasting partnerships with our clients and candidates. Our expert team takes a collaborative approach, working closely with you to understand your unique needs and develop tailored recruitment strategies that deliver exceptional results. With a commitment to transparency and open communication, our dedicated account managers keep you informed every step of the way. Trust us as your partner for all your talent acquisition needs, where integrity, expertise, and a personalised approach define our service.

Get in Touch

Whether you're seeking top-tier talent or looking to advance your career, Gi Group Recruitment Ireland is your trusted partner.

Navigating Career Crossroads: Your Guide to Fulfilling Your Next Career Move!

wow@shazamme.com (Default Author) — Tue, 06 Feb 2024 09:34:47 GMT

In the ever-evolving landscape of the professional world, many of us find ourselves at crossroads, contemplating a change in career or seeking new opportunities to ignite our passion.

Whether you're a recent graduate entering the workforce or a seasoned professional yearning for a fresh start, this blog aims to be your compass in navigating the exciting journey of career exploration.

1. Reflect on Your Passions and Skills:

Before diving into job boards and networking events, take a moment to reflect on what truly ignites your passion. Identify your core skills, values, and interests. What makes you excited to get out of bed each morning? What kind of work environment brings out the best in you? Understanding these aspects will guide you toward opportunities that align with your authentic self and steer you in the right direction for a fulfilling career path.

2. Explore Emerging Industries:

The professional landscape is constantly evolving, with new industries and roles emerging. Explore these opportunities to stay ahead of the curve. Look into industries that align with your interests, and don't be afraid to step into uncharted territory. The next big opportunity might be in a field you've never considered.

Remember, transferrable skills are your secret weapon in navigating diverse industries. The adaptability and proficiency you've gained from previous experiences can seamlessly transfer across different fields, opening doors to unexpected and exciting career paths. Embrace the versatility of your skills, and watch as new opportunities unfold.

3. Leverage Online Resources:

The internet is a treasure trove of resources for job seekers. Utilise professional networking platforms, job boards, and industry-specific websites. Connect with professionals in your desired field, join relevant online communities, and stay updated on industry trends. The more informed you are, the better equipped you'll be to make strategic career decisions.

4. Update Your Skills:

Continuous learning is key in today's fast-paced world. Stay relevant in your field by continuously updating your skills. Identify the skills that are in demand in your target industry and invest time in acquiring them. Online courses, workshops, and certifications can be valuable assets in enhancing your skill set and making you stand out to potential employers.

5. Network Effectively:

Networking remains a powerful tool in the job search process. Attend industry events, join professional organisations, and connect with professionals on platforms like LinkedIn. Networking not only opens doors to job opportunities but also provides valuable insights and advice.

6. Craft a Standout CV and Cover Letter:

Your CV and cover letter are your first impressions on potential employers. Tailor them to showcase your skills, achievements, and how they align with the specific role you're applying for. Use compelling language and quantify your achievements where possible.

7. Ace the Interview:

Prepare thoroughly for interviews by researching the company, understanding its values, and anticipating common interview questions. Showcase your enthusiasm for the role and company culture. Remember, an interview is not just about your skills but also about how well you fit into the organisation.

Considering All This...

Embarking on a new career path is both thrilling and challenging.The job search process can be challenging, but it's important to stay positive and resilient. By embracing self-reflection, staying informed, networking effectively, and continuously honing your skills, you'll be well-prepared to navigate the dynamic world of work. Embrace the journey, learn from each experience, and use setbacks as opportunities for growth. Remember, your dream career may be just around the corner, waiting for you to take the first step. The right opportunity is out there; it might just take time to find.

Good luck on your professional adventure! If you're ready to start searching, click here.

September Surge – Our Top Tips for Job Seekers

Thu, 07 Sep 2023 15:30:25 GMT

Summer is over. September is here.

For you lovers of the summer this can often bring feelings of the blues, but September can represent a time for a fresh start. This time of the year can offer many opportunities for job hunters to find a new job that aligns with their skills, goals, and experience.

Check out our top tips on how you can land your dream job this time around (and why you should work with Kelly).

1. Get Clear On Your Goals

First and foremost, you must have a clear objective of what you want for your career. Searching for a new job can bring feelings of excitement and motivation but it can also be overwhelming for applicants.

Having an idea of what industries, you would like to work in, the timeline in which you would like to find a job, and the companies you’re interested in will reduce those negative feelings but will also give you a sense of direction and focus.

2. Update Your CV

The next thing you should look at is improving and updating your CV.

Have you demonstrated your most valuable skills?

Have you highlighted your most important accomplishments and achievements?

Have you included your personal websites, business profiles, and your LinkedIn profile?

These are some of the many things to consider when updating your CV. Job applicants should also keep in mind that you should adjust your CV for every job you apply for. You should customize your CV so that it reflects the job you’re applying for.

3. Work with a Recruiter

Are you aware of the benefits of working with a recruiter?

Recruiters are experts in the hiring industry. They can help save you a significant amount of time during your job search as they know exactly what jobs are available in the market and they can match you with a role that aligns with your experience. Recruitment consultants can help you improve your CV and cover letter as well as make sure you are prepared for interviews.

If you would like to read more about the benefits of working with a recruiter, click here .

September is an excellent time of the year to find that new opportunity that you have been longing for. By following these tips, you should be on the right course to navigate the job market and find a role that suits you. It’s important to stay positive during your job search as it can sometimes be a lengthy process. But just remember, the right opportunity can take time.

If you would like assistance during your job search, please do not hesitate to reach out and email us at info@kellyservices.ie .

Or click here to search our latest vacancies and apply today!

Change. How to turn your fear into fuel for a rocket move and wake up in a different reality.

Mon, 28 Aug 2023 08:00:00 GMT

Rephrasing the famous song, “Love is in the air”, let’s talk about change is in the air – and everywhere.

We grow. We change. Look at your childhood photos. Watch your kid, your nephew, your niece. The change is there, and it’s incredible.

Nature is constantly changing. We wait for summer as the time to enjoy outdoor activities and gardening, for a quick visit to the beach, or simply take time to relax and spend time with family, friends and loved ones. We wait for winter (even if we never see snow falling) to decorate the house for the holidays, pack presents for the people we love and unpack our own. The colour of the leaves changes, the weather shifts, and flowers blossom in their time – the landscape is constantly transforming.

The world around us is changing. We travel to other countries and learn new things, cultures and languages. We take on new hobbies. We get new skills. After a couple of minor kitchen accidents (sometimes), we can cook delicious dishes and get compliments from family and friends. We transform our bodies at the gym or simply by creating the habit of walking every day.

We meet new people, we sometimes fall in love, we build families, we have kids. And if you step back for a second, you realise you might have met your other half by pure accident. But you took a leap of faith into the unknown.

We embrace many types of unknown change, except for the one that can change how we live five days a week – to change jobs.

“I am too old/too young to change”, “I’m used to this environment; It’s my comfort zone”, “Well, I don’t get any promotion, and what I do doesn’t change the world, but it’s stable”, “I am afraid to ask for more interesting projects. What if my manager fires me?”. We often don’t want to change because that step requires a vision, courage, external support, and a leap of faith into the unknown.

Scary? Yes. But also promising. A step into the unknown? Yes. But it can open a new door. Do your inner values marry what you do? Yes, it is essential.

There is nothing terrible about staying in your comfort zone. At some stage of your career, staying put can be an excellent decision. But if you feel that you need a change – talk to Kelly. We don’t mind going the extra mile and support your wish to embrace the change. The one which will give meaning to what you do, feel proud, motivated and fulfilled.

Ready for changing? We’ll make sure your talent can truly shine.

Inspiration. Why we all are artists and how to restore the sparkle.

Mon, 24 Jul 2023 14:15:00 GMT

We often associate certain qualities with individuals who seem to possess a natural talent for creativity. We convince ourselves that painting, singing, or dancing are pursuits reserved for these "real" artists while we remain mere spectators. Creativity? Inspiration? No, it's not about me.

However, allow us to challenge this perspective. Surely, you have encountered situations where unexpected moments of inspiration brought joy and warmth to your day. Picture yourself at a local supermarket, going about your routine grocery shopping, when the person at the checkout takes a moment to smile sincerely, compliments your new haircut, or even presents a small gift to your child. Such instances may not be explicitly part of their job description. Instead, these small gestures embody inspiration. Inspiration cannot be played or performed – it is an authentic sentiment that either exists or does not.

Suppose we understand inspiration as the process of being mentally stimulated to take action. In that case, we can apply this concept to the significant portion of our lives spent on our jobs. We should recognise that inspiration can be experienced by anyone, even in their professional pursuits. Perhaps you lack inspiration in your current job. Routine has replaced moments of genuine excitement, leaving you with brief and infrequent bursts of inspiration. Devoid of this feeling, you struggle to serve as a source of inspiration for those around you – whether at work or in your personal life. Despite your genuine desire to uplift others, the energy and drive simply elude you. You become trapped in an endless cycle that convinces you that inspiration is not meant for you.

But what if the journey to rediscovering your inspiration is much shorter than you think? What if the key to reigniting the sparkle is not an elusive secret but rather an act of courage that empowers you to change your professional trajectory? What if it's something well within your grasp? Embrace the opportunity to uncover your new self – an individual brimming with inspiration, capable of becoming a beacon of motivation for others.

It would be a pity to spend a third of our lives devoid of inspiration in any shape or form. Each of us requires distinct sources of inspiration; what stirs one person may hold no significance for another. Nevertheless, the key message remains: we all crave inspiration.

Discover your source of inspiration with Kelly. We know the shortcuts.

Enthusiasm. Why your first thought in the morning is so important and how a simple checklist can open you to new perspectives.

Mon, 17 Jul 2023 14:09:27 GMT

At first sight, the word enthusiasm seems to have manifold meanings. Many different emotions and ideas are hidden within it. Enthusiasm is what could be called a wallet word – an often overlooked, valuable keyword.

For some of us, the word means passion and inspiration, the energy to move mountains when you love what you do. The Cambridge Dictionary defines enthusiasm as "a feeling of energetic interest in a particular subject or activity and an eagerness to be involved in it." Given that work represents quite a big chunk of our lives, we ought to talk about enthusiasm in the workplace.

This is one of those moments when a short checklist comes in handy. Looking at our five statements below, how many of these can you relate to?

Whenever I think of my job, I wake up with the same idea – Oh no, not that again. It doesn't matter, remote one or in the office.
My workday seems never to end, and, in the evening, I feel like I've run a marathon, even if the clock tells me only eight hours have passed.
After my workday, I feel drained and don't have energy for my family or other activities.
I can't wait for a weekend to come so I can have a break from my daily nightmare.
Every Sunday evening, I almost panic when I think I must do it all again tomorrow.

If you can relate to at least three of these statements, take it as the sign you have been waiting for and let's continue talking about enthusiasm. Or, to be precise, a lack of it.

Consider the following before it turns into a rabbit hole, which often becomes a mental and physical black hole.

Take a week off. Take a break. Talk to yourself with honesty and clarify your values and priorities. Think of what fills you with energy, ENTHUSIASM, joy and inspiration. And if it has nothing to do with your current job, it's time to get what you deserve – a position that can give you a feeling of purpose, putting your talent and skills into everything you do. Make an inventory of your skills, abilities and real wishes – and imagine the professional path that would make you wake up in a great and creative mood.

Remember we called enthusiasm a wallet word? When enthusiasm is back at work, you will get passion, inspiration, energy and the ability to move mountains as a sweet bonus.

At Kelly, we know much about bringing back those lost positive feelings and emotions at work. We like to show that there's a limitless world of opportunities and that everyone can live feeling needed, appreciated and successful.

Talk to us today.

Discovery. Why going into the unknown is good and what animation for kids can teach us about.

Mon, 03 Jul 2023 11:57:52 GMT

If you are a parent of a little adventurer of the age of 3 to 13 (especially a girl), you know that song by memory – “Into the unknoooooown, into the unknoooown”, supported by images of a fearless young woman that goes away from a royal, stable and comfortable life to snowy mountains. For those that have inexplicably not been exposed to this omnipresent reference, we’re talking about the animated movie “Frozen”, where a princess leaves her court to build a life loyal to her inner values, open up to her authentic self and use her talents to their fullest. She goes into the unknown . Her name is Elsa.

And in fact, at some point in life, we all are Elsa (even though there is no need to go and freeze in the high mountains). We feel that we have a talent which needs more space. We believe there are new lands beyond the horizon we see out of the kingdom (office window). We know that we can create a better world around us – for ourselves, the people and the planet.

That move takes what the French call “courage”. We need to be brave, adventurous enough and at the same time have external support: a family that believes in us and loves us with no conditions, friends that are ready to give a shoulder to cry and a professional/partner that can show us perspectives and new ways when you only see disaster. And every day looks like another famous movie – The Groundhog Day.

Let’s put the cinematic analogies away and talk about your way . Yes, yours . And yours . And yours . And yours . If you were waiting for a sign, here it is.

You only have one life . What you do now is not what you must do for the rest of your life. Discover something new.

The world of work is changing and changing fast – employers more and more look at your skills, not your “official” degrees and papers. It is time to talk openly to yourself – about your talents, what you love to do, what you are good at, your priorities and your values.

Our instincts tell us to choose stability – but if humankind had chosen stability, we would have never explored new lands and continents. Brave explorers found new territories they never even thought about. Were they scared by the upcoming journey? Yes, for sure. But their spirit and inner voice told them – go for that. Even if you don’t find a new land, you will find a new you.

Talk to Kelly if you feel like that explorer in yourself. And even if the explorer is a beginner at the moment – talk to Kelly anyway. You need a trusted companion for your professional journey. We are here to walk with you.

Kelly.

Make Your LinkedIn Profile Stand Out Against the Crowd

wow@shazamme.com (Default Author) — Tue, 04 Apr 2023 14:10:12 GMT

Your LinkedIn Page is one of the most efficient tools no matter where you are in your job search. With nearly 2 million Irish people recorded with a LinkedIn page in 2022, LinkedIn is the largest online networking platform for job seekers, hiring managers, and businesses alike. So, if you need some help to level up your LinkedIn page, keep reading.

Include a Professional Headshot

Firstly, the most simple but effective thing for you to do is to upload a profile picture. This will be the first thing that page viewers will see when they visit your page, so set a good impression.

Although having a professional photo is important, you do not seek out a photography company to have it taken.
Depending on the industry you work in it depends on how creative you can be but here are our best tips on how to take your own headshot:

Use a tripod or get a second pair of steady hands. Selfies are a no-go.

Dress for the occasion. Wear something that isn’t distracting. Try to wear neutral colors. Wear what you would wear to work.

Make sure your face takes up most of the frame. Your profile picture should be taken or cropped from the shoulders up.

Eye-Catching Headline

Your headshot and headline are the first things people see when they visit your page. Your headline is another vital part to get right when creating your LinkedIn page.

So how do you want to write about yourself in around 250 characters? Of course, your job but you can certainly get creative when writing your headline. Include not only your job title but your passions.

What makes you want to get up in the morning?

What makes you tick?

Include this.

Write Your Story

Use your summary to write a quick snapshot about yourself. The human attention span is very short, so remember, writing a striking summary in 2000 characters is important.

Remember to include your relevant experience as well as your key learnings throughout your career. Highlight your unique selling point.

What makes you different from other job seekers out there?

Why would a hiring manager or a recruitment agency pick you over a different candidate?

These are other valuable points to include when writing your story.

Use the Right Buzzwords

Throughout your LinkedIn page, we recommend using keywords relevant to your industry and future career. For example, a Marketing Professional may use the following keywords on their LinkedIn profile; ‘social media’ ‘digital marketing’ ‘Google AdWords’ ‘market research’, and the list goes on.

Companies use LinkedIn Recruiter, an application that allows consultants to search for candidates based on keywords in their profiles. Saying that, the right keywords are vital in your LinkedIn profile when hiring managers are looking for the right people to fill certain roles.

Highlight your Career & Skills

This is the section where you can show off your experience, your skills, and what you are capable of. The experience section is like your CV but not exact.

Showcase some of your key career moments and note them in bullet points.
Highlight successful projects you have worked on.
Feature your career highlights which you are proud of.

As said before, the human’s attention span for reading is about 8 seconds so feature the most exciting moments of your career in this section.

Finally, you are more likely to be reached out when all sections of your profile are completed. So make sure to fill in every section of your LinkedIn profile. This will unlock the all-star level on LinkedIn and will therefore set you up for success in the long term.

Top tips for recruiting for a hybrid workplace

jennifer.lynch@kellyservices.ie ( Jennifer Lynch) — Fri, 31 Mar 2023 07:56:53 GMT

Did you know that 59% of employees are more likely to choose an employer who offers remote work opportunities? 3 whole years living in this remote/hybrid working world. While this is only the case for certain industries, hybrid workplaces are more popular now than ever throughout Ireland. Many organisations have seen huge success when it comes to allowing teams to work remotely. This all begins with sourcing the best candidates for your hybrid team.

Here are our top 4 tips for recruiting for a hybrid workplace:

1. Map out a clear hybrid working policy

This should be the case whether you’re recruiting or not! If you want team members in the office on specific days or a certain amount of days, include this. The hybrid work policy will act as a roadmap for your team members, and avoid any confusion around hybrid working. It’ll also be very useful to share this with new recruits on day one.

2. Independent, self motivated candidates

With a new role on the horizon, you’ll really want to engage with candidates who have a proven history of working independently. This will alleviate any concerns you have around them performing tasks at home.

3. Ensure a top quality interview process

If the interview will also be remote, it is crucial that this is well planned. You want a grasp on the candidates skillset and attitude as well as their own expectations. 15% of candidates who experience a positive interview process are likely to put more effort into the role.

4. Lets be clear

Lastly, set clear and concise expectations for your new employee. It is really important that they understand their responsibilities as early in the onboarding as possible. You want them to feel comfortable with the role so that they can do it from anywhere.

It looks like the hybrid workforce is here to stay. Traditional recruitment/management techniques won’t cut it anymore. Let’s ensure you are accommodating your new and existing employees in the best possible way. Kelly are here to help you efficiently manage your recruitment process, get in touch today .

Top 5 benefits of partnering with a recruitment agency

jennifer.lynch@kellyservices.ie ( Jennifer Lynch) — Mon, 27 Mar 2023 15:01:48 GMT

Recruitment agencies are a key component of the talent acquisition industry. The core purpose is to connect client companies with candidates well suited to the role and company. Ever considered working with a recruitment partner? We’ve compiled a short list of the benefits below to help you along.

1) Get those CV’s checked

I’m sure you see a ton of CV’s come through the door that completely miss the mark, right? Working with a recruitment partner means you feel safe in the knowledge they are only passing appropriate candidates with relevant experience over to you. This allows you the time and freedom to focus on bigger projects.

2) Only the top talent for your business

Recruiters know where to look. We have collected a wealth of data that shows us where to find success. This can help speed up the screening/application process and save you precious time. Also, skilled job seekers tend to use a trusted recruiter to find them the best role.

3) We know our stuff

A recruitment partner will be able to focus in on specialisms and will have experience recruiting for similar roles. For example, at Kelly Ireland, we specialise in life sciences, engineering, renewables and finance. Our recruitment consultants are equipped with a great deal of knowledge of these industries

4) Interview expertise – get the best from the initial chat

A recruitment partner can pre-screen candidates and even conduct a first round interview, using creative recruitment techniques to ensure they properly assess the candidate and manage their expectations. We will also perform reference checks so you don’t have to!

5) Drive innovation, new ideas and strengthen your business

Having a positive relationship with your recruitment partner can allow your business to grow from strength to strength. At Kelly our recruiters work with companies of all sizes and can adapt to suit client needs.

Partnering with us will give you access to the best talent and support you need to maximise your business’ potential. For more information or to make a hire click here .

Why Should You Work With A Recruiter?

wow@shazamme.com (Default Author) — Tue, 14 Mar 2023 15:03:21 GMT

Benefits of working with a recruiter.

Spring represents a time of renewal. A fresh start. Step into the new season with a new career with Kelly. Let us help you take the first step. Collaborating with a recruiter can be beneficial for you overall. Searching for a role is challenging enough, so why make that journey all on your own?

Take a look below to see the benefits you can receive when working with a recruiter whilst searching for a new role.

Recruiters can save you time.

Searching for your next job role can be lengthy and time-consuming. A job search can take anywhere from 1 week to even up to 6 months. You may still be working for your current employer or have other priorities and obligations at the time. When you work alongside a recruiter searching for your next role, you can help split your time load between you and your recruiter. While although nobody knows your experience like you do, recruiters know what jobs are out there and what experience is needed for the role. Not only can consultants match you with a role that is meant for you, but they can save you a significant amount of time.

A symbiotic relationship, each partner benefits.

Not only do recruiters build strong relationships with the people and the companies they work with, but they also work hard to build strong relationships with you, so you get the best experience and ultimately find the job you’ve been searching for. Collaborating with a recruiter can even benefit you after you’ve been placed in a new role. Recruiters will often stay in touch with their candidates after they have been placed as well. This trust will often lead to recruiters coming back to you when you need a new role in the future.

Consultants have the experience needed to find the right job for you.

Not only can recruiters help save you time and build relationships, but consultants have the experience and industry knowledge to help you improve yourself professionally. Spending time with a recruiter can also help you improve your CV, your cover letter, and your interview performance. Your consultant wants you to succeed. They will take you through relevant interview preparation before facing an interview with a company.

Recruiters have exclusivity.

Working with a consultant during your job search with limitless opportunities. At Kelly, we partner with many businesses in the engineering, life sciences, business support, and renewables industries. We can provide you with many different opportunities with a variety of different roles from great brands that other businesses may not have access to.

So, with that being said, if you are searching for your next role, consider us as your trusted recruiter when you need help taking that first step. Step into your career, your future, and your next role with Kelly.

Sourcing Niche Talent: Strategies for Finding the Right Candidates

brendan.debruyn@kellyservices.com (Brendan De Bruyn) — Mon, 13 Mar 2023 14:25:28 GMT

In today's competitive job market, finding the right talent for your organisation can be challenging.

This is especially true when it comes to sourcing niche talent – individuals with specialised skills or expertise in a particular field. However, with the right strategies in place, you can increase your chances of finding the right candidates for your organisation. In this blog, we'll explore some strategies for sourcing niche talent and how you can use them to find the right candidates.

Define the Role and Requirements Clearly

The first step in sourcing niche talent is to define the role and requirements clearly. This includes understanding the specific skills, experience, and qualifications that are needed for the role. It's also important to be clear about the job responsibilities and expectations, as well as the company culture and values. By defining the role and requirements clearly, you can target your search more effectively and attract the right candidates.

Leverage Your Network

One of the most effective ways to source niche talent is to leverage your network. This includes reaching out to industry associations, professional organizations, and other networks in your field. You can also connect with past colleagues, clients, and candidates to ask for referrals or recommendations. Social media platforms like LinkedIn can also be a powerful tool for finding niche talent.

Use Niche Job Boards

Niche job boards can be a valuable resource for sourcing niche talent. These job boards are specialised in specific industries or fields, and they attract a targeted audience of job seekers. Some examples of niche job boards include Dice for tech talent, Hired for startup talent, and Dribble for creative talent. By using these job boards, you can reach a highly targeted audience of candidates who are actively seeking opportunities in your field.

Attend Industry Conferences and Events

Attending industry conferences and events can be a great way to connect with niche talent. These events bring together professionals in your field and provide opportunities to network, learn, and share ideas. By attending these events, you can meet potential candidates face-to-face and get a better sense of their skills and experience.

Partner with a Recruitment Agency

Finally, partnering with a recruitment agency can be an effective way to source niche talent. Recruitment agencies specialise in finding and screening candidates for specific roles and industries, and they have extensive networks and resources at their disposal. By partnering with a recruitment agency, like Kelly, you can save time and resources while accessing a pool of qualified candidates.

Sourcing niche talent requires a targeted and strategic approach. By defining the role and requirements clearly, leveraging your network, using niche job boards, attending industry events, and partnering with a recruitment agency, you can increase your chances of finding the right candidates for your organisation. With the right strategies in place, you can build a strong and diverse team of professionals who can help your organisation thrive.

7 Tips to Improve Your Onboarding Process

brendan.debruyn@kellyservices.com (Brendan De Bruyn) — Mon, 13 Mar 2023 12:58:44 GMT

Onboarding is a critical process in any organisation as it sets the tone for the employee's experience with the company.

A well-executed onboarding process can lead to higher employee engagement, lower turnover rates, and improved productivity. Here are some tips to improve the candidate onboarding process:

1) Start the process before the first day: Onboarding should start before the employee's first day on the job. Send a welcome email or a welcome package to the new hire with information about the company's culture, mission, and values. Provide them with any necessary paperwork or access to online training modules.

2) Assign a dedicated onboarding mentor: Assign an onboarding mentor to the new hire responsible for answering their questions, introducing them to other employees, and guiding them through the onboarding process.

3) Create a clear onboarding plan: Create a detailed onboarding plan that outlines the process from the first day to the end of the first month. Ensure the plan is well-communicated and the new hire knows what to expect during the onboarding process.

4) Introduce the new hire to the team: On the first day, introduce the new hire to their team members and the company's key personnel. Make sure they feel welcomed and included.

5) Set clear expectations: Ensure the new hire understands their job responsibilities, performance expectations, and company goals. Provide them with a clear understanding of how their work fits into the organisation's bigger picture.

6) Provide ongoing training: Provide ongoing training and support to the new hire throughout their first few months on the job. Offer regular check-ins with their onboarding mentor and schedule training sessions to help them develop the skills they need to succeed.

7) Solicit feedback: After completing the onboarding process, ask the new hire for feedback. Use their feedback to improve the process for future hires.

The onboarding process is critical to a new hire's success, and a well-executed onboarding process can lead to higher employee engagement, lower turnover rates, and improved productivity.

Happy Hiring – the fundamentals of ensuring a successful recruitment process.

jennifer.lynch@kellyservices.ie ( Jennifer Lynch) — Thu, 09 Mar 2023 09:40:59 GMT

Different decisions and considerations will be required for each role you recruit for. It’s important to remember, it is not a one size fits all approach. However, the following tips will support an efficient recruitment process and ensure you source the best person for the job.

1. Use a data led approach

Data is crucial in informing business decisions and hiring is no different. How many people did you interview? Where did you source the candidates from? Where did you find success? Allow previous information and trends to improve your process.

2. Make it personal

It’s not all about you! How your candidates are made to feel throughout the hiring process is particularly important and could be the difference between them accepting the job, or walking away. 15% of candidates with positive hiring experience will put more effort into the job. Over half of Irish job seekers will refuse a job offer based on a negative recruitment experience - make it count!

3. Think outside the box

You know who you’re looking for, you just need to think about where you will find them. Not all candidates will be found on job boards! Have you thought about promoting from within or employee referrals?

4. Shout out loud

You want the top talent to work for your organization. In your job advertisement, shine a spotlight on the things that matter most. Hopefully, there’s a positive company culture, opportunities for learning and development and a good work-life balance. Make sure these points are communicated.

5. Stay on track

Keep the job spec and end goal at the forefront of your mind. Your competitors are out their recruiting for the same roles, you want to do what you can to snap up the best candidates with the right mind-frame and skillset.

For more information on how our solutions can contribute to your top-quality hiring system, click here .

The Curious Women of STEM.

Wed, 08 Mar 2023 07:52:52 GMT

As I begin to put fingers to keyboard, a glint of light streams through my window hitting my mirror in a way that creates this beautiful circle of colour on the opposite wall. It makes me think about when we would make kaleidoscopes as children out of toilet paper roles. My mum would say, “What a curious child… She get’s her hands into everything!”. From the relentless questions mimicking that of a detective… to the ‘I’m warning you! ’, moments shortly before Olympiad diving sessions in backyard puddles, when did this curiosity escape me? Or has it?

I recently thought about how different my life could be if I followed my childhood love for math and scientific exploration. Thoughts melted into questions… Why didn’t I? I thought about how great it would be to speak to women who have.

As I type in a race with the fading sunset light, part of me wants to scream about unequal pay and the lack of female leadership in STEM I have been reading about… but that is not the purpose of this article. To better understand the female role in STEM, I caught up with two trailblazers in the industry: Management and Ultrasonic Chemical consultant, Roxanne Shank in Alberta, Canada and Samira Kaissi , consultant for Venture Capitals and MedTech startups in Limerick, Ireland.

Listening to real women in STEM has helped me realise that shouting will not fix issues that require systemic change. Roxanne explained to me the years it took her to ‘break into upper-level meetings’ while Samira mentioned the impact of ‘missed opportunities when you don’t get more females in science’.

Upon discussion with these women, it seems clear to me that there is a lack of understanding as to what the barriers to entry are for women in STEM. Samira justifies this, ‘Do women not want to do this line of work? Or are there other barriers?’. Samira and I spoke about what she believes to be one of the best ways to improve equality in STEM disciplines, to put ourselves in the shoes of the women within it.

1. Recognising the importance of conversation.

I think of my own experience at school where I believed a career path in science was destined for lab coats and test tubes. Engineering? Wasn’t even worth thinking about. There were no case studies about real people in STEM. Where do they work? What’s the average salary? I thought the natural progression was lab work or teaching. The issue was, with such an emphasis on textbook learning, there was little space for non-curriculum-based conversation.

If I had shared the same educational experiences as my interviewees, perhaps my career would have taken a different turn. Roxanne mentioned how her Chemistry professor impacted her relationship with the sciences. She developed a program to bring her students to local universities where they were exposed to female Engineers and Scientists in action. These experiences shaped her view of the industry and gave her an insight into ‘what we could do and where we could go’ within STEM.

Similarly, Samira attended University in California, where ‘hands-on and research-focused’ learning involved an eye-opening experience of isolating frog eggs to insert RNA Interment, plus she ‘was paid for research time as well’.

I think back to my loo-role kaleidoscope and wonder whether we underestimate the power of hands on, conversational-led learning? For some, the power of the textbook transcends all other learning methods, but each person is individual and learns in their own way, so perhaps the teaching methods offered should mirror that?

2. Encouraging women to be curious and keep an open mind.

There are certain times in life when words spoken transcend a place in your mind which makes you believe you are all-conquering. Roxanne’s powerful statement: ‘You have the power to influence your industry, we all do’, does exactly that. Roxanne’s view ties in with a realization I had while chatting to both ladies – STEM seems like the ideal career for Millennials and Gen Z’s. Known for wanting to make an impact and move between jobs. STEM is in a constant state of flux and Roxanne mentions that you must ‘keep an open mind’. She says, ‘if you have the drive, you have the power to carve out whatever career you want from it’. If you’re a person who doesn’t like change… this may not be the career for you as both women mention the non-linearity of this path - ‘It's not just a one-track career, and you can work everywhere in the world’, Samira says.

Having graduated from an Instrumentation masters, Roxanne ended up in industrial chemistry and absolutely loved it. Her curiosity allows her to view her career as a puzzle, thinking ‘how do I put all the pieces together and make it something that's my own?’. Samira reminds me that women are born curious, ‘Eve was curious, you know, everybody said don't eat it but she ate it then she was punished and Pandora was curious’, ‘we are generally very curious and that's so important in science and it's also important to be thinking outside the box’. This argument makes me think of my childhood curiosity, does societal expectation diminish the natural curiosity which thrives in Science? With less women than men entering STEM fields, are we are denying society of the ideation which arises from curiosity?

3. Being a mentor.

I think of the impact my mum’s mentorship has had on my life. Yet, when preparing for important presentations or meetings, I don’t go to her for advice. Mentor’s may be different in professional and personal life. Not just in STEM, but across all industries. As you read this, a certain friend or work colleague may come to mind? Mentors can help break the wall between alien and familiar. The importance of mentorship from educators in the classroom, parents in the home, influencers of the impressionable knows no bounds.

Roxanne mentioned the impact of two male mentors on the success of her career, one looked at it like ‘I just don’t see gender’, while the other ‘grew up during the time when the feminist movement had started, so he respected what a lot of women have had to go through’. These men helped her navigate some of the greatest challenges to advancement in her career. Similarly, Samira mentions how we need to move away from the stereotypical representation of female scientists ‘as gorgeous wearing a short skirt and full makeup, walking around like just the female scientist’, but begin to show real people, in real jobs. Both women continuously return to the fact that their argument is not about creating an imbalance of the sexes in favour of one or the other, but to continue developing boundary breaking innovation, as to promote inclusivity and equality between all.

As the evening light begins to fade outside my window, I’m reminded that the light we shine on the women of STEM must never dull if we are to create a society of equality. So often, we underestimate the power of conversation and curiosity, but these everyday elements of life, from loo-role kaleidoscopes to childhood detective skills, go on to become the elements which create the next generation of scientists and engineers. As people, our shared knowledge and continued mentorship can enrich the learnings of those around us. It can be difficult to become something which you have never been shown. Therefore, perhaps it is necessary for us all to become instigators of change for the future of women in STEM?

How to Find Success in 2023

wow@shazamme.com (Default Author) — Mon, 13 Feb 2023 13:00:04 GMT

What will 2023 look like for you?

A new year often makes us assess what we want from our careers. Even if you are not looking for a change in your career right now, it’s key to know how to brand yourself and utilise your skillset to set yourself up for a successful career search later in your life. See some tips below on how to find and build success from some career experts in the professional industry.

Control Your Job Search In Your Early Career

The beginning of the pandemic and the economic turbulence have been obstacles for people starting their careers. So how can you get your foot in the door? The economy and the job market are unpredictable and uncontrollable, so it's prevalent to look at what you can control. You can control what roles you apply for, your research and interview preparation. Experts suggest that setting up automated alerts for specific job roles and reaching out to the Hiring Manager of companies can enhance your chances of receiving that job offer.

Be Prepared

Competition is high amongst job roles due to the years following Covid-19, so standing out and being prepared in your job search has never been as important. We recommend researching your interviewers ahead of the interview so you can get into the mind of the interviewer and think about what kind of questions they can ask you. At the end of the interview, take your time. Don’t rush. Ask questions, get a feel for the role, ask about the expectations of the role and the culture of the company and finally, follow up.

Self-Assessment – Gap Analysis

Whether you are happy where you are or not, understanding your strengths and weaknesses is key to career satisfaction. To make a leap in your career and grow you must look at the gaps in your skillset. Understand what you are good at and areas where you can improve. Have a conversation with your mentor to understand areas where you strive and where you need extra attention. Also having conversations with leaders who you find inspiring can help you understand what kind of person you want to be in your career.

Know Your Why? And Make It Fit

According to new LinkedIn research, there are over 20 million people changing careers this year. When changing roles not only is it key to find a role that fits your strengths, but you must also find a role that fits your needs and values. When researching roles, you should use this opportunity to not only research the role but to see how they treat their staff and external stakeholders. Does this company reflect your core values? Do they fit your why?

Career Pivots – Whether They’re Big or Small

If you’re planning to make the move, we recommend leveraging who you know and nurturing your relationships to help you make the career pivot. When moving teams in the same company, we recommend identifying a coworker who you can learn from and projects you can work on the prove yourself. In terms of bigger moves, it’s important to increase your credibility and expand your community. You can do this by reaching out to sponsors to speak for your skillset and sharing articles in your chosen areas are a good place to start.

To finish it has never been more important to assess the different aspects outlined above. If you would like some help to make that change, reach out to our trusted consultants and submit your CV here to start the conversation.

How a bad candidate experience can tarnish your company’s reputation.

jennifer.lynch@kellyservices.ie ( Jennifer Lynch) — Mon, 16 Jan 2023 11:56:56 GMT

Candidate Experience Matters

It can affect your brand's reputation. Like unsavory opinions, bad candidate experiences can spread like wildfire. 

34% of people with a negative candidate experience will share it online. And once that negative review is out there, there is nothing you can do but hope and pray it does not go viral. 

So, how can a singular unsatisfactory candidate experience affect your business? 

Bad news sells  

Studies show that bad news gets more attention than good news. More clicks, more shares. This is down to negativity bias. In simple terms, people give more weight to negative things than neutral or positive things. 

64% of candidates who experience a negative hiring process would share that experience with their family and friends. This creates a ripple effect. Bad experiences can influence how people view and interact with your brand. Bad news will outshine any good news your company has thus damaging your reputation. 

Do not forget, it is not just your own company who can affect your reputation, but it’s your suppliers too. Does your recruitment supplier have a good reputation? Great reviews? Glowing testimonials? Partnering with a recruitment provider with a great reputation will boost your reputation too. 

Taking a hit on the bottom line  

In some industries, your candidates are also your customers. Ask yourself, would you treat your customers in the same way? If the answer is no, then you need to do some serious reworking of your recruitment process. 50% of the people would not buy a company’s product if they received a bad candidate experience. Poor experiences can cost you.  

But how much money are you losing because of this?  

Spreading the word  

Referrals are a quick way of building candidate pools. They give new applicants an understanding of your company and the hiring process before they have even applied. Does your current recruitment provider make the most of referrals?  

27% of people who experience a poor hiring process go on to actively dissuade others from applying. In this fierce fight for talent, you need every candidate you can get. Can you afford to lose crucial talent from one critical review?  

A good reputation and seamless candidate experience is essential for a company’s success and growth. 15% of candidates with positive hiring experience will put more effort into the job. Not only will your great reputation continue to increase your profits, but you will hire more passionate employees too. Today most people view the reputation of a brand through search engines, social media, and word-of-mouth.  

To finish, it has never been more important that all aspects of your business contribute to a positive reputation, and this includes your hiring process and your suppliers. If you would like to see how our solutions and tools can provide outstanding candidate experience, click here . 

Top 4 things Procurement should keep in mind when choosing a recruitment supplier

kerrie.mccarthy@kellyservices.ie (Kerrie Mc Carthy) — Mon, 16 Jan 2023 11:00:59 GMT

Top 4 things Procurement should keep in mind when choosing a recruitment supplier

When researching and choosing suppliers, procurement departments typically rely on a tried and tested selection methodology. There are often three main criteria: price, delivery, and quality. However, with the recruitment pressures of today and the ever-evolving landscape of work, will this methodology stand up?

The current talent market tells us it’s time to look beyond traditional methodology and make a change. Check out our tips on the do’s and don’ts when sourcing a recruitment provider that will fit seamlessly into your strategy and future-proof your organisation: 

1. What are they really offering?

An overzealous focus on process and efficiency is no longer the holy grail. Clearly, we are not advocating suppliers who are inefficient or lack process, but surely these should be implied and come as standard? Car companies don’t spend time advertising that their cars run – this is always assumed as an absolute must. If a supplier is focusing too much on the bare minimum, we would consider this a red flag! When selecting a provider, look beyond processes. Get down to the nitty gritty of how and why they are going to add value. What is the unique selling point? What can they provide that other recruiters cannot? Can they meet your hiring needs and ensure you remain competitive?

2. Be aware of standard submissions and pitch documents

This could set the tone for the whole experience!

Your capital expenditure is probably your highest cost, right? At the very least, it’s one of them! The last thing you want is to go with a provider that’s like the rest – if you feel like you’ve seen the same offering ten times before, it’s time to explore other options. If they are giving minimum effort at the pitch or presentation stage, it speaks volumes to the effort they will give to solving your recruitment challenges and transforming your talent reach – strive for more!

In today’s world, there’s no denying that you need to be as creative and dynamic as ever when it comes to sourcing the right talent for your business. You need to ensure the service you are getting from a recruitment provider matches this on all levels.

Creating submissions and pitch documents tailored specifically to your business is essential. We’re not talking including your logo and business name on the documents – that’s easy stuff. What you want to see is a deep understanding of your organisation, the challenges you face and your plans for the future, as well as the values that sit at the core of what you do. What makes you tick?

The pitch should elevate your expectations and get you excited for the future.

3. Token responses get you token results.

What is it that’s important to you? Whether you are looking at green credentials, ED&I policies, or talent attraction techniques, the time of tick boxing within submissions is long gone. We love organisations who don’t just say what they do but illustrate it – they have the stories and statistics to show you how. Practicing what you preach is very important. How does the company behave themselves? What are their core values? This will tell you a lot. Are they doing things to protect the environment, support equality, showcase diversity or promote inclusivity? Do they convey a unique way of thinking it comes to talent attraction? A company who walks the walk should be able to talk the talk with ease. You should hear “We do this” not “We will do this”. This gives you concrete evidence of who they are, how they carry themselves and what exactly they will be able to do for your business to help you achieve your goals.

4. Keep data in mind

Data will be your best friend when it comes to building an effective recruitment strategy. When choosing a supplier, don’t be afraid to query how they use data to inform decisions. Collecting and analyzing data around topics such as spend, digital process and hiring sources will allow you to have more knowledge on the market and work towards having a highly effective recruitment system. Is data something that drives their business forward? How do they cultivate data and how can they use it to better inform your hiring habits? A data led approach will contribute to success.

We hope the above tips have been beneficial – treat them as a guideline when searching for and comparing providers. At Kelly, we strive for top quality when it comes to volume temp recruitment and pride ourselves in performing the above points very well. We work with leading organisations globally and provide a top quality service. This will be reflected in our submission and pitch documents. We would be delighted to chat to you about the ways in which we can work with you to understand your challenges and help you transform your hiring.

4 things that are hindering your RFP process

jennifer.lynch@kellyservices.ie ( Jennifer Lynch) — Thu, 12 Jan 2023 16:54:43 GMT

The RFP process is crucial when it comes to choosing a recruitment provider.

We fully understand it can be a timely and costly process. We hate to say it, but there are probably a few things you do that are making it worse. But, don’t worry, we’ve developed a quick guide below that will show you what not to do. This will save you time and ensure a high standard outcome. 

1. Don’t just look after the pennies (close your windows)   

There is no denying that price is important and often a huge influence on the winner of the proposal. However, don’t fall into the trap focusing solely on price and forgetting the rest . In today’s climate, recruitment agencies are determined to keep prices low. However, in all programmes, inefficiencies are happening, which drives costs up (a bit like trying to heat your house in the winter with all your windows open). We work hard to implement policies that keep costs as low as possible, without sacrificing your core needs. When at proposal stage, our advice would be to keep cost in mind, but ensure the proposal is aligning with your needs as best as possible. – this is key.   

2. Boring. Rigid. Forms .     

You are busy! We can all agree that there is nothing worse than sitting down, coffee in hand, to complete a bid, and being greeted by a rigid and tedious form – one you’ve likely seen many times before. An image, infographic or chart can paint a thousand words. Having the functionality to include this will go a long way. You will be grateful to be greeted by some colour and visuals throughout. It also highlights the effort the company has put into the RFP. Think about this – if the company go to great lengths and really care about the look and feel, the essence of the RFP, this really sets the tone for how the process will move forward. It is more likely they will put a lot of effort in at the implementation and delivery stage. This is something to keep in mind. A well-crafted RFP document will likely define the quality of the submissions and is essential to reaching your organisations strategic goals – treat it that way! 

3. Slooow, or (even worse) no question responses.    

  You know who you are.   

The questions come in, but no answers. All over, RFP consultants are perched on the edge of their seats waiting. And waiting.   

“Why does it matter?!” I hear you cry.  

Deadlines. Desire to craft our best solution. The mountain of other RFPs.  

Of course, there are some bid teams who will send over hundreds of questions and slow down the whole process, but most just want some solid clarification on a handful of points. We understand this can be time consuming. Our advise would be to pick and choose the important/most impactful questions, or maybe respond in batches. You will be helping us meet our deadlines and allowing the whole process to flow smoothly. This will also mean you get to the evaluation stage quicker. 

4. Understanding requirements  

This may seem like a given, but it often gets taken for granted that RFP’s are not a one size fits all. It is hugely important that there is a proper understanding of the requirements well before the RFP process begins. A lack of skilled internal expertise will be unlikely to lead you to your desired outcome. It’s very important that the people responsible for the RFP have the knowledge to ask the right questions and have open communication with the suppliers. Your time is valuable and it’s essential that you are going to gain from the RFP process. We recommend having a clear and concise outline of requirements before drafting any RFP document – this will save time in the long run. 

Click here for more information.

Are your suppliers missing this crucial first step in the recruitment journey?

kerrie.mccarthy@kellyservices.ie (Kerrie Mc Carthy) — Thu, 12 Jan 2023 10:31:33 GMT

Are you missing the mark in providing excellent support in your temporary applicant lifecycle journey?

Here are our top tips on How to Provide Outstanding Candidate Experience

1. Culture affects your teams

Company culture affects your employees throughout their lifecycle journey. Your talent acquisition team should be consistent in their communication with candidates, from first point of contact all the way through to job offer and beyond. A positive work culture affects the hiring practices of any organisation, so it is prevalent to start here. Not sure on how to examine your culture? Assess your companies’ values. Conduct employee surveys. Listen to your team.

2. Your Approach

There is no one size fits all approach in recruitment. Taking an individualized approach to each candidate will not only add value to the candidate’s journey but it will vastly increase candidate retention and decrease dropout rates.

If you are based internationally like us here at Kelly, it is not good enough just to provide a global strategy. Its important to take a localized approach when considering talent acquisition. As an employer you must keep an ear to the ground to understand your local market. This will provide you with valid insight from different markets, talent availability, salary expectations and so on. Allowing you to source the right people, find the right candidates, and provide value to your business.

3. Your Programmes/Tools

A good careers site is another crucial step in a candidate’s journey with your company, yet so many businesses overlook it. Having a clear, concise website that allows candidates to easily scan your job postings and apply for roles enriches your candidate’s journey. A candidate who is invested in your company is less likely to drop out at the beginning of the hiring stage, so it is important to make the first step easy for them. Click & apply.

Your team culture.

Your approach.

Your programs and tools.

These are very significant factors you need to consider when shaping your candidate experience. To understand more about volume temporary recruitment solutions and what candidates value throughout their lifecycle journey, click here.

The best candidates are off the market within 10 days

kerrie.mccarthy@kellyservices.ie (Kerrie Mc Carthy) — Tue, 10 Jan 2023 10:35:20 GMT

Are you considering suppliers who will give you the best competitive advantage?

With the competition for talent at its fiercest, companies are battling it out to attract and retain the best candidates. If you want to be in the running you must be quick, with the best applicants being snapped up within 10 days.

Now is the best time to re-evaluate your hiring process and shave off valuable time. Here are some top tips to consider when re-working your recruitment process.

1. What on earth is going on?

Communication is the key. The easiest way to lose a great candidate is to leave them in the dark about what comes next in the application process. But our company is great at communication we hear you say, well….

78% of employers feel they do a good job setting expectations upfront and communicating throughout the hiring process, BUT only 47% of job-seekers agree

….ouch!

Don’t worry, this problem can be easily fixed. A simple process flow or infographic explaining the steps can put the candidate at ease, reducing dropouts. This can be used on your careers site or emailed to the candidates at various stages of the process. If you are open and honest about the application process upfront candidates are more likely to see it through.

Make sure everyone involved in your recruitment process from Hiring Managers to Recruiters are communicating effectively. Do you struggle to get hold of Recruiters? Can they never get hold of candidates? Then it may be time to rethink how you communicate or find a recruitment partner that has the tools to close the gap

2. Snip, snip

Cut out any unnecessary steps and reduced the number of rounds in the process. Each step adds significantly more time to your hiring process and increases the chance of the best candidate getting stolen by your competitor.

Ask yourself: Can I combine multiple stages? Can I pre-book interview slots? Be flexible. Especially with time and location or using phone or video interviews. A great way to cut down multiple interviews is by conducting panel interviews.

Not sure where to start? Ask your recruitment partner. They should be advising you on process improvements, making your hiring process efficient. An efficient process is a quick process.

3. Are you still there?

Focus on candidate engagement. If the candidate hasn’t heard anything from you in some time, they will feel unvalued, unimportant, forgotten. This can lead to them walking away completely.

The best way to solve this is to create a series of touchpoints throughout the process. This can be via text, email or face-to-face. The more they hear from you the more they are invested in the hiring process and your company. There is plenty of technology out there that can help you engage candidates. What does your current recruitment provider offer?

Within these touchpoints set timeframes and stick to them. If you tell a candidate you’ll give them an update Monday, give them an update Monday. Even if the update is there is no update. A company that continuously misses deadlines raises red flags for candidates. If the company is bad at communication, how will it be working for them? The same goes for recruitment partners. If you’re not frequently hearing from them you can bet your candidates aren’t either.

Still unsure how to make your hiring process more efficient?

The best way to find out is to ask the people who’ve been through it. That includes the successfully, unsuccessfully and dropout candidates. A simple survey will give you valuable insight into the inner workings of your process. What works, what doesn’t work and what is causing you the most damage.

Still don’t know? That’s where we come in.

We are always looking for ways to improve. Our teams have a can-do mindset and seek ways to make it work, not reasons why it won’t. Our job is not only fulfilling requirements but solving problems that are unique to you so you can carry on being great at what you do. Click here to read more on our volume temporary recruitment solutions.

Thinking of taking the next steps in your career

kerrie.mccarthy@kellyservices.ie (Kerrie Mc Carthy) — Mon, 09 Jan 2023 12:22:00 GMT

Here’s our tips on how to prepare for a new job role...

Finding a new job is one of the most often heard new year’s resolutions. When it’s time to search for a new job or a career switch, choose us. We know how nerve-wracking searching for a job can be. Here’s our top tips on how to start your job search.

The most important thing when beginning your job search is tailoring your CV. Show off, don’t be afraid to sell yourself. It’s important to showcase the highlights of your career. Use keywords relevant to the industry you’re applying for. Recruiters use applicant tracking systems (ATS) when assessing CVs. So its crucial to have appropriate keywords in your CV. Setting an impression is crucial in the application process, so make sure your CV is superb.

Know Your Skills

Get to know yourself. Understand your strengths & weaknesses. The better you know your talents and areas where you can improve on, the more you can identity the right opportunities for you. The better you understand your weaknesses the more you can improve on them.

Research

Once you understand your skills and competencies its important to do your research. As a candidate new to the job hunt it’s important to familiarise yourself with the companies you would like go work for. Not only will this help you find the job that is most fitting for you, but your job role will be more fulfilling in the long run.

Networking

LinkedIn is an excellent tool when beginning your job search. LinkedIn allows you to make connections with recruiters, join groups, follow companies and network with individuals. LinkedIn is also a space for you to showcase and highlight your professional achievements. LinkedIn is often used by recruiters and consultants when they are looking to fill a position. So, it’s important to showcase some of your key skills and competencies on your page.

2,500. This is the amount of people we have placed into the workplace in 2022. Let us help you find the right job.

Click here to take the next step in your career and check out our most recent vacancies .

Gender Pay Report 2022

wow@shazamme.com (Default Author) — Thu, 22 Dec 2022 14:42:06 GMT

Ireland Gender Pay Report 2022

The Gender Pay Gap Information Act 2021 requires organisations with over 250 employees to report on their hourly gender pay gap across a range of metrics. As a recruitment agency, we are required to include our temporary workforce as well as our permanent employees. Therefore, these are our Gender Pay Gap figures for 2022.

Pay Gap Calculations

Pay Quartiles

The image below shows the gender distribution at Kelly Services (IRE) Limited when colleagues are placed into four equally sized quartiles based on pay. In terms of representation, there does appear to be a higher proportion of males within the upper quartiles. We believe that the type of roles and industries that we recruit within have played a contributing factor in this.

Bonus Calculations

Most of our permanent workforce are eligible for a bonus based on their role however, only a few of our temporary workforce are in receipt of a bonus which does affect these figures.

We have different bonus schemes in Ireland and eligibility depends on the type of role being carried out. Whilst there are schemes which pay out a specific amount, some of our employees are on sales-based schemes and therefore, their bonus potential is dependent on their individual performance.

Benefit In Kind (BIK) Calculations

As we look to next year and how we can improve our figures for 2023, we will focus on two key areas:

A review of our career development structure and bonus schemes to ensure we are providing our employees with the opportunities to succeed and progress at Kelly.
We will work alongside our clients to create and maintain a diverse and inclusive workforce, having meaningful conversations to improve talent attraction and retention.

Helen Palmer - Vice President, Talent Experience & International Strategic People Partner.

4 Tips to Ensure Success in Engineering Recruitment

Tue, 13 Dec 2022 11:29:02 GMT

When you are planning to hire new engineers, most companies focus on formal qualifications and previous experience. Both factors are undoubtedly critical, but they must determine whether candidates can think outside the box, work well in a team, or have a passion for technology. Furthermore, it is not a good indicator of whether the top candidates can find innovative solutions to common technical problems. If you want to ensure that the engineers you hire will bring real value to your company in the future, the hiring suggestions outlined in this short blog will help you reach that goal.

The following techniques have all proved to help find talented engineers who have the potential to become valued members of your team:

One - Relevant project histories

Getting a relevant project history from all identified candidates can help determine whether the candidate is fit for the role. For example, many candidates leave out some of the most relevant projects in their CVs, which could prove to you whether they are the right fit for your organisation. In addition, previous projects help you determine whether candidates have contributed fundamentally to their projects and teams.

Two - Teamwork testing as part of the interview process

Including an exercise focusing specifically on teamwork in the interview phase can help you test out your candidates before they are in the role. Teamwork exercises can save you time and money by ensuring you have the right hire.

Three - Ask candidates about their idea of corporate culture as well as their experience

It's easy to get caught up in asking about how candidates are going to achieve the tasks that they are expected. However, it is also essential to find out what they want out of your organisation's culture. Hearing candidates' views on corporate culture can massively impact candidates' longevity and allow you to make decisions early on rather than seeing how the culture changes when they join.

Four - Succession planning

Quite often, retirement catches us off guard. As a result, some of our most important and skilled employees leave and usually take their expert knowledge with them. So, it is essential to make sure you have plans to allow for knowledge transfer before it becomes too late and you've lost a significant asset. Knowledge transfer can be vital, especially when bringing youth talent into your organisation.

Finally, another way to see how passionate a candidate is about EV & Engineering is by asking what they are working on in their free time. Many engineers are passionate about their craft and are looking to further their skills elsewhere. Asking this question will find out where their true passions lie.

If you are looking for more information about recruitment in engineering, please click this link to our engineering page. Otherwise, feel free to fill out a contact form, and someone will be with you from our engineering department as soon as possible.

Should Businesses Embrace Quiet Quitting?

Fri, 09 Sep 2022 10:33:34 GMT

Have you heard about quiet quitting? ��

This new trend could transform work culture for good.

A new article from the Australian HR Institute argues that quiet quitting is “an opportunity to do better.” In this blog, we take a look at their advice for transforming work culture from within, but first, what is quiet quitting and should you be worried about it?

Contrary to its name, quiet quitting isn’t about quitting at all. It’s about keeping your head down and getting on with the job. The term “quiet quitting” comes from a US TikTok video and describes a worker who gets their duties done while rejecting “hustle culture” and the idea of “going above and beyond”. The idea is said to be inspired by the Chines concept of “lying flat” – a movement designed to rebel against long work hours.

So, should employers be worried?

Aaron McEwan, VP, Research & Advisory, Gartner thinks not:

“Quiet quitting is just people saying, there’s more to life than work. Do I want to live or work?”

Reflecting on quiet quitting provides an opportunity for employers to completely reimagine how they approach work-life balance and how they measure what a “great” employee looks like. Here are some of the ways that employers can design “engaging and productive work cultures” according to the Australian HR Institute.

1. Reduce organisational drag

During the pandemic, employees picked up “discretionary tasks” as businesses scrambled to find new ways of working and many have never put them down. This extra (and often unrecognised) work has left them exhausted. Workloads should now be re-examined to find out which tasks are adding value and to discover opportunities to increase meaningful labour. Some tasks may need to be cut altogether while others can be automated or made more efficient to ensure that work is purposeful and valuable – for both the individual and the company.

2. Reflect on social power

Millennials and Gen Z will soon make up the majority of the workforce. Although research has shown that millennials do sometimes overwork, this new combined demographic is more likely to challenge old ways of thinking and to do it socially. A light is being shone on work cultures and this can end badly for

companies that pressurise employees to overwork. If you don’t want your bad habits aired online, change them.

3. Give workers the resources they need

It’s tough to think innovatively or embrace meaningful work when you’re constantly drowning under your workload. Employers must give workers the tools and support they need to get tasks done effectively and efficiently inside working hours. Aaron McEwan says simply: “It’s very hard to do your best work when you’re overworked, when you’re lacking sleep and when you’re unhealthy.” Businesses should assess their current state to find opportunities to improve.

4. Make work exciting

Boring work = disengaged employees. Of course, not every job can be exciting all of the time – in fact, that would be exhausting in itself! But providing opportunities to practice and grow new skills and enjoy new experiences can be a good way to keep a role fresh and engaging for workers at all levels.

5. Rethink incentives

If you want employees to go beyond the boundaries of a role, you have to reward them. As economic challenges see people and businesses everywhere feeling the squeeze, many workers have not had a pay rise, promotion, or reward in many years. It’s little wonder that they don’t want to continue to deliver more when they feel they are not recognised or rewarded for their efforts. Even if financial rewards are off the table, non-monetary compensation can have a positive effect on employee engagement – from training and development opportunities to extra time away from the office.

Work is changing and employees are asking for more from their bosses. Are you prepared to face quiet quitting? And what will you do to make sure workers feel engaged and appreciated in a shifting financial and social climate?

However, if you're done with quiet quitting...

....and looking for a new job that helps you to feel more inspired and engaged, search our latest jobs and explore your options.

Is the 9 to 5 Gone for Good?

Tue, 02 Aug 2022 08:05:57 GMT

Routine workdays as a sentiment of the past.

We all know it. First introduced by Henry Ford to improve productivity and efficiency within his factories, some adore the sense of routine that the 9-5 workday offers. Unlike our predecessors, most of us don't assemble cars and therefore resent the uniformity of set hours. As a new generation enters and begins to dominate the workforce, the traditional 9-5 has become increasingly out of touch.

There is data from YouGov polls showing that the most efficient places to work and live are the places where employers are open to negotiating flexible office hours . Countless studies reveal the negative impact of long hours and overworking on productivity levels, and the new workforce recognises the benefits of a more fluid approach.

Millennials seek greater autonomy and flexibility within their job roles than their predecessors. This means that organisations must re-evaluate their talent approach to attract this generation. The option for remote work has revolutionised the workforce, allowing employees to enjoy the benefits of professional, personal and social life like never before.

Since we could just about walk, we've been asked, “What do you want to be when you grow up?”. Traditionally, answers have been a single occupation, often what we regard as our dream job. Nowadays, millennials have the highest percentage of job-hoppers than any other generation. Transitioning between roles and organisations is quickly becoming the norm as people search for the perfect opportunity.

Once a better offer comes your way... would you be happy to take it?

Are you interested in finding a flexible job to fit your timetable? Click here to find a job that will provide you with the best work-life balance, or find out more about what we do at Kelly.

New year, New career. How to set goals in the first few days of a new role

Tue, 02 Aug 2022 07:42:56 GMT

You may already have a new role lined up for 2022, or perhaps you’re planning to get serious about your job hunt in the coming months. When you do land your next big role, it’s important to head into it with a plan.

Goal setting is crucial to make sure you get the most from a new experience and to ensure your career continues to move forward.

When you start a new job, you’ll likely go through an onboarding process to give you an overview of your new company’s culture, as well as your new role. Of course, the overall objective is for you to assimilate and become productive as soon as possible.

However, did you know that setting your own smaller goals for the onboarding process can help you achieve that overall objective more effectively? And building these goals into your overall plan for 2022 can give you a stronger career purpose throughout the year.

Here’s why: If you spend some time thinking about what you want to get out of the onboarding process and setting goals to that effect, you’re more likely to retain more information and get answers to all the questions you might otherwise have to ask later.

While you can always set your own goals, here are a few to help you get started — along with some pointers on how to achieve them:

· Make a good first impression . Of course, everyone wants to make a good impression on their first day in a new job, but it requires a little effort. Dress according to the company’s dress code, actively listen and engage during introductions – both virtual and in-person. Ask questions without dominating the conversation. Remember, when you’re the new kid on the block, it’s better to observe before trying to stand out.

· Assimilate into the company culture . As your onboarding progresses, you’ll learn things like company-specific lingo and processes that are important for you to know. Try to memorize these as quickly as possible. If necessary, take notes so you can review them later. At the same time, join in established activities and get to know the people on your immediate team.

· Learn who’s who in the company and your team. You need to know the chain of command. Plus, you should learn the names and roles of all of your team members. Remembering someone’s name without having to ask can help you score points with your new colleagues!

· Understand your full job responsibilities. Find out exactly what it is you’re expected to do on a day-to-day basis and ask if there are any weekly, monthly, or quarterly recurring tasks you’re expected to complete.

· Find a mentor. Although not all companies support mentorships, they can be extremely useful. Ask your supervisor about the possibility of having a mentor to help you settle in.

· Think about your long-term career goals. During the onboarding process, you’ll begin to form an understanding of what’s possible in your company in terms of career advancement. That’s why the beginning of a new year is the perfect time to start thinking about what you want to achieve in a job. However, you need to make sure these goals are aligned with your employer’s objectives. Once you’re familiar with and doing well in your new role, you can discuss career goals with your supervisor.

When you proactively set goals to make the most of your first days at work, you’ll not only stand a better chance of making a good impression, you’re also more likely to settle in quickly and hit the ground running in terms of productivity. In the long run, this will help your team, your company, and of course, your career.

Keen to make the best impression possible on your future employer? Click here to check out our other blogs.

How to achieve a Work-Life Balance in 2022.

Tue, 02 Aug 2022 07:08:34 GMT

What does the ideal morning look like to you?

Your eyes adjust to the stream of light peering through your window. The sound of a revving engine not far beyond your window reminds you of the brisk winter morning. The first cup of coffee is poured as you delve into the last 20 pages of that crime-thriller novel you’ve been reading. Then, it’s time to get ready for work.

For most, the morning may take a different turn.

Your phone alarm calls out beneath your pillow. Coffee needed. A quick scroll through emails…10 minutes later. Morning routine is blitzed before racing downstairs to grab a slice of toast for the commute. *Incoming call*, It’s your manager. Suddenly today’s to-do list gains a lengthy task. Time to begin your workday!

Can you relate to one of the routines mentioned?

Neither version is perfect... but, achieving a healthy work-life balance is essential to create the happiest version of yourself. An equal balance between work and pleasure can reduce stress levels, improve focus, enhance job satisfaction while providing you with the opportunity to pursue personal goals.

Here’s our top-tips on how to achieve a harmonious work-life balance:

1. Learn to say ‘no’.

It’s much easier to say yes than it is to say no. We get it! Learning to say no to unreasonable demands will provide you with more time to focus on tasks you have prioritized. It’s not easy, but you have to start somewhere.

2. Schedule your time effectively.

Buy yourself a new diary, prioritize your tasks, both by importance and due date. Allotting time for each project and task and ensuring a sense of order in your routine will allow you to command your focus and get tasks done when they need to be done (freeing up time for other interests)!

3. Ask for help.

If you’re doing all you can during work hours, yet still feel like you can’t complete tasks – it’s time to ask for help. Avoid the stress, your team and manager are there to help you along the way. You are not an island.

4. Know your entitlements.

If you’re feeling burnt out and your organisation offers flexible or family-friendly work solutions, utilize them. Contact HR, come to an agreement on how you would like to organize your work week. It’s always worth asking.

5. Look after yourself.

Getting enough sleep should be the minimum. We encourage you to make sure you’re eating well, exercising often, enjoying your favourite hobbies and relaxing. You’ll feel like you’re on a hamster wheel if you don’t allow yourself time for the things you enjoy – whether that’s binge-watching an entire Netflix series or going on an 8-hour hike at the weekend.

6. Take time for yourself.

Look after yourself. Run a bath after work. Go for a walk on your lunch break. Prioritize yourself. Work will get done when you prioritize the importance of the self.

These tips have been designed to help you achieve a sense of harmony between your professional and personal life. Nobody should feel overwhelmed at the thought of balancing both. If you would like to discuss your career options, click here to get in touch with a member of our team today or click here to search through our live vacancies.

The 4 Boss Types – And How to Manage Them

Fri, 22 Jul 2022 05:20:06 GMT

We all have a bad boss story. The one who expected you to be married to the company. The one who NEVER stopped talking. The one who seemed way out of their depth. The one who played favourites.

The list could go on and on (and on…). Many of the problems we encounter with our bosses could be solved with better communication – but to communicate well with someone you have to understand them, or at least what drives them. Sometimes, when dealing with a bad boss, this can feel like an impossible task.

But what if you had a cheat sheet?

A recent Fast Company article explored the four leadership traits that are most likely to occur in bosses. By getting to know these leadership archetypes, you can begin to understand how to communicate better with all types of bosses. In fact, this insider look at how to manage your own boss could even accelerate your career.

We take a look at the four boss types outlined in the article, here:

1. The Outgoing Boss

Sociable. Extroverted. Relationship-focused. Outgoing bosses are all about people. This means they are often great at bringing teams together and communicating key messages. But when an outgoing boss goes too far they can be perceived as arrogant, loud and attention-seeking. If you’ve ever had a manager who wouldn’t let you get a word in edgeways and was always the life and soul of the office Christmas party, you’ve probably worked with an outgoing boss

How to manage an outgoing boss:

One of the most important steps to take with an outgoing boss is to set clear boundaries. Schedule quiet time in your calendar and don’t be afraid to be clear and direct about your preferred communication styles and times. Also, don’t be afraid to encourage this type of boss to give others the limelight. Suggest that others take centre stage at client presentations or industry events to allow less forward colleagues time to shine. This type of leader isn’t intentionally sucking attention away from others, in fact, they often don’t notice they are doing it.

2. The Driven Boss

The driven boss is all about winning. They are high energy and deeply driven which makes them very successful at overcoming obstacles and making things happen. When you’re up against a tight deadline or seemingly impossible task – you want a driven leader on your side. However, leaders with such a strong sense of ambition can become overbearing and highly dominant, overworking their people and creating tension.

How to manage a driven boss:

A driven boss can be a huge advantage in situations where you’re trying to make things happen. Seek their help when you’re trying to secure funding for a new project or when you want to get leadership approval for a new idea; their tenacious working style will help you succeed. Look at ways to align or connect your goals with theirs, when they feel like you’re working towards common aims, they will go all out to make it happen.

3. The Disciplined Boss

Disciplined bosses are details people. Natural organisers, they are the leaders companies go to when they need to create efficient processes and ensure complex operations run smoothly. But too much focus on the ‘small stuff’ can lead to disciplined leaders becoming micromanagers who fail to create space for innovation and curiosity within their teams.

How to manage a disciplined boss:

Take advantage of their attention to detail – their input on your most complex problems will be invaluable and finding opportunities for them to wield their planning skills will feed their sense of self. But don’t let their total process focus strip away your need for flexibility. Ask them if you can build room for innovative exploration and creative sessions into their detailed plan.

4. The Curious Boss

Curious bosses think big, really big. They have a serious appetite for everything new and innovative and they are not afraid to take risks to achieve their goals. This makes them hugely successful in leading entrepreneurial companies or teams. However, this constant need for the new and the fresh can distract them from important work that needs completing now, and it can be tough for workers to keep up with their fast-mo stream of fresh ideas.

How to manage a curious boss:

Harness their creative mind to identify new opportunities or ideas that you hadn’t considered by asking them questions and making them part of conversations about key projects. But be prepared to work hard to keep them grounded by being a voice of practicality and reason. They will appreciate you putting their big ideas into context.

What type of boss do you have? Or do you recognise yourself in the descriptions above? Head over to our LinkedIn page for more work insights and join the conversation on the latest recruitment and career trends.

Look inside: Could your next star candidate come from within your organisation?

Fri, 03 Jun 2022 05:29:50 GMT

The battle for talent. The great resignation. The skills gap. Whatever you call it, more and more organisations are finding it tough to fill roles.

The fight for eligible candidates is fierce and it can leave organisations feeling like they are constantly losing out on skills needed to meet their goals. It’s not just employers who can benefit from focusing on and developing internal talent, ambitious workers can also reap the rewards of seeking out learning and development opportunities when choosing internal roles.

In this blog, we explore some of the key talking points from a recent McKinsey Talks Talent podcast - including tips for candidates and employers when thinking of internal hiring.

Bridge talent gaps internally

During the discussion, Emily Field talked about the importance of creating an internal digital marketplace:

“A digital talent marketplace reveals who within your organisation wants new opportunities—it’s about identifying talent, their skills, and their openness to take on new roles.”

Traditionally, the capabilities of internal job networks have been limited. Roles are not widely advertised and only those candidates who are actively seeking a particular role in a particular area will move upwards. Digital marketplaces open everything up – enabling candidates to show off their skills and capabilities and be matched with relevant roles. A successful internal marketplace opens up a huge pool of talent to hiring managers, while creating visibility across the organisation.

Look for skills and attributes, not accolades

Some job listings can be overly restrictive and can exclude potentially strong candidates due to arbitrary criteria. On the podcast, Bill Schaninger says:

“The question becomes, where can we change—but not lower—the bar to open up the funnel, so people can become aware that their qualifications are close to those required for open roles?”

When creating an internal labour pool, organisations should carefully consider which skills are really necessary to the success of a role. They should also consider transferable skills and whether they should be thinking about people who have some of the skills required and could shine with supplemental training.

The benefits of an internal career move for employees

The benefits of sticking with a current employer can be huge for employees. Emily summed it up neatly in the podcast:

“From the individual’s perspective, the benefit is massive. Employees are able to stay at the organisation they’ve chosen to be at. They’re able to transition to a role that they’re a match for already, or perhaps that requires them to learn a couple of skills.”

If you love where you work and the people you work with, but you’re also ambitious and driven - it can feel like you have no option but to look outside your current company. This isn’t always the case. Always take the time to examine internal career and learning opportunities, it might be the best way to accelerate your jobs search.

Here are some quick tips for candidates and employers that are thinking about internal roles:

Tips for candidates

Make connections across departments and business areas.
Actively search for learning and development opportunities.
Identify your passion and look for opportunities to develop this internally – even if that means thinking outside of your current specialism.
Make your desire to stay and grow with the company known.

Tips for employers

Consider people with transferable skills across every area of your business.
Reconsider the skills and barriers attached to every role.
Give current employees the space to say they are open to new challenges.
Consider how technology can enhance your internal talent pool.

Internal talent pools are often overlooked. Make sure your organisation isn’t making this mistake. By developing robust internal talent pools and internal talent marketplaces, everybody wins. If your organisation is struggling to attract and retain top talent, not to worry! Click here to get in touch with our team and discover what we do to play our part in recruiting for a better world.

Under the Florida sun: how this weekend’s F1 is shaping up.

Tue, 03 May 2022 05:58:07 GMT

The F1 cavalcade continues its whirlwind global tour this weekend as it breezes into Miami for the first time. The sporting carnival will take centre stage and the Dolphins, Heat, and Marlins will take a back seat as Formula 1 is breaking new ground and enjoying a moment in the US sports sun.

On the billboard was supposed to be the newly crowned Dutch World Champion, Max Verstappen, Vs the 7-time champion of the World, Lewis Hamilton. Mercedes, however, did not read the script and are looking more Miami Thrice than Miami Vice as they battle for the ‘best-of-the-rest’ credentials behind Red Bull and Ferrari.

Mercedes seems to have built a car that looks more at home off the white sandy beaches or playing inside the Hard Rock Stadium as it cruises along both straights and turns. Andrew Shovlin has been the sacrificial lamb sent out to bring hope and light a torch for dissatisfied Team Lewis fans worldwide. With an extended domination for such a long time coupled with deep pockets, who is to say Mercedes haven’t in fact put together the secret sauce to finally untap the potential of the W13. In a city where ‘Marinas’ are being built for the GP; this weekend will we see that fabled no-side pod design become the substance over style the Brackley based team expected.

Ferrari have been the beau of the ball, joining pace and looks, it is warming to have you back. Red Bull have looked the title force until they are… not the title force. The saying of “To finish first, first you have to finish” could not be truer this season. Marko Helmut’s comments recently may or may not have lacked class depending on your opinion, but Red Bull’s ability to win whether in the Seb era or now the Max are a team with not only class but experience. Can Ferrari remember how to win on a sustained basis? Time will tell.

As we at Kelly focus increasingly on a greener, renewable, and EV (Electric Vehicle) based future any innovation with a nod to the 2026 regulation changes are welcomed. Battery and synthetic fuel power will take its’ next steps with the doubtless trickle down from F1 technological breakthroughs into the ‘real-world’. Hot news this week takes the form of even more positive noise coming out Wolfsburg. VW continue to not douse flames on the prospect of Audi and Porsche joining the ranks. More competition can only be good news on the powertrain front. We know all about competition here at Kelly as the war for superior quality candidates is as strong as ever.

Like many cars on the track, if you want to shave away the paint to achieve better results, contact Kelly to push the envelope of recruitment. For now, we’ll be joining many other F1 fans in sitting back and enjoying, as if there is one thing the US knows what to do come game day it is… showtime!

If you are interested in learning more about our engineering and electric vehicle recruitment solutions, click here .

Bag that Job – Our Top Interview Tips.

Thu, 03 Mar 2022 07:44:01 GMT

Congratulations! If you’re reading this article, the likelihood is that you will soon be interviewing for a new job. We know how daunting interviews can seem, but take it from us – there’s nothing to worry about! If you have made it to the interview stage, the employer has shown interest in your accomplishments and the visible potential within your CV. The interview is just a way of getting to know your personality and to fill in some gaps which may be missing in your CV.

As recruiters, we have hosted countless interviews and know exactly what is needed to succeed in your 2022 interview. Whether online, or in-person, we have created a list of tips for you to take note of before your next interview.

1. Research the organisation you want to work for prior to interviewing. This is so important. Comb through the organisations social media and website to get a feel for the company and their recent achievements. If it is a certain department you are looking to join, spend some time focusing on the key activities they carry out. Ask yourself – how can my skills benefit this organisation? What will I be able to bring to the team? Think of some good examples of the core competencies you can deliver.

2. Be on time. This rings true for both online and in-person interviews. Arrive 10 minutes early. If interviewing online, make sure to check your tech to ensure there will be no hold ups once the interview time slot begins. Setting a bad impression with tardiness is not something we recommend!

3. Dress to impress. Looking professional is one of the first steps you can take to help boost your confidence! Plus, putting in some effort will go a long way when forming first impressions.

4. Be confident. Stay calm before your interview starts. Take a deep breath and reassure yourself of your capabilities. Your confidence will be evident to the interviewer, which is a highly sought-after skill.

5. Always connect your answers to the information listed in your CV. Know your CV well! This is vital. Relate your personal and professional skills and experience to the skills necessary for the job you’re interviewing for. Identify these links by analyzing the job description prior to the interview.

6. Don’t speak ill of former colleagues or employers. You may have had horrible work experiences in the past, but an interview is not the place to bring up this information. This will simply look bad and should be avoided.

7. Have questions prepared for the interviewer. Go for it! Have questions prepared about the hours, job responsibilities and challenges, development opportunities, salary expectations or simply ask about the team. Having questions prepared for the interviewer will help them realise how serious you are about the role.

When answering questions, your interviewer is looking for your responses to be in a STAR format. That is Situation, Task, Action, Result.

This is because you can really take the interviewer on a story through your experiences, and they can assess how you performed in common situations. Bringing emotion into your stories is always helpful as it will help the interviewer connect with you and your example.

We have created these tips to support you in your job search and to act as a guide coming up to the day of your interview, whether online or in-person. Our most important piece of advice is to be yourself. You have made it to this point for a reason and the interviewer wants to see your personality shine through your answers.

If you’re ready to explore new job options, click here to view our current live roles. If you would like to get in touch with a member of our team to discuss your career options, click here.

Breaking Gender Bias in STEM disciplines.

Thu, 03 Mar 2022 07:34:23 GMT

Charge me with unconscious bias because I am admittedly guilty! I’ll put my hands up and say that as a 20-something marketing executive, raised in a typical middle-class family, I sometimes make snap judgements and assessments about people and situations. Am I alone? Research shows that unconscious biases (also known as implicit biases) exist in everyone. The difference between us, is how we manage and learn from them.

The theme of International Women’s Day 2022 is #BreakTheBias . To open the conversation about the presence of unconscious gender bias in Science, Technology, Engineering and Mathematic (STEM) disciplines, I caught up with Penelope Hope, Co-Founder of Rebel Energy UK. Rebel is an energy supplier with a social mission to end fuel poverty, using 100% renewable energy.

Knowing that Penelope had progressed from a finance and investment background into a co-founder role at Rebel Energy; ideas about how her career may have panned out so far captivated me. Did she embody the early-2000’s postfeminist career woman? You know, the stiletto wearing, 24/7 phone holding workaholic, who had finely mastered the art of multitasking? Or was she the hard-hitting factual leader whose power was both fascinating, yet intimidating? As you can see, without ever having spoken to Penelope, the pre-conceived notions I had about female leadership forced her to sit within certain categories in my mind.

As my research on the topic of biases began, I realised the implications that such conceptions may have on a woman. I can confirm that as Co-founder of Rebel Energy, Penelope is the ultimate personification of the organisation; eager for change and ready to challenge societal norms.

Given that the evolution of female leadership occurred so much later, I wondered if our unconscious biases encouraged us to expect the same style of leadership from women as we traditionally had from men? In addition, do we attach our female leadership expectations to that which we have been exposed to throughout our lives?

Penelope enabled my understanding when she stated, ‘sadly I think that to compete on a level playing field as a woman - you still have to be much better than the average man’ . At the outset of her career, Penelope admittedly adopted a façade which she believed was more professional. When asked why this was necessary, she said, ‘in the professional sphere I noticed men gaining social ‘points’ for humour or charisma, whereas women exhibiting the same characteristics might be considered eccentric, even hysterical. I wanted to be recognized for my business acumen’.

From the investment turndowns of her past to her present position which she describes as ‘someone who has failed their way to success’, I was eager to discover what had shaped Penelope’s leadership style and how she escaped the pressures to hide her personality. Penelope revealed that this shift was something that came with time and confidence. She learned that by revealing her true character, personality and ideas, others around her felt encouraged to do the same.

Penelope referred to the fact that ‘when we're operating from a position of freedom, it gives other people permission to be liberated too’. As an outsider looking in, it seems as though gender biases become weakened through chain reactions. In other words, people see, people do.

Penelope went on to mention how we can truly unlock the power of female leadership. She described the cultural perception of women as ‘more emotional, therefore less rational and less trustworthy’. However, we discussed how this is a bias of what emotionality is. Penelope says: ‘emotions are to be harnessed and not feared. Alongside the ability to feel is the ability to intuit the needs of others, or of a given situation, to make positive progress’. She went on to say, ‘I’d like to see us grow our workplaces in such a way that the culture accommodates that’.

Perhaps our societal reliance on the adoption of external leadership norms, means that we have barely scratched the surface of true female capability? Penelope mentions how ‘a better understanding and appreciation of the intrinsic qualities of the female sex’, could lead to greater success in the workplace .

This sweet spot here is about finding balance. Ensuring that the level of male and female employees hired is relatively equal, will improve the recruitment and reputation of an organisation . Not only that, research shows that companies with a level of 30% female leadership hold an average 15% increase in profitability. Some of the additional benefits women bring to the workplace include enhanced market share and accelerated business growth. Without unlocking the benefits attached to female intrinsic values, it seems like the industry could be missing out on serious opportunity.

I asked Penelope for the advice she would give to men and women in the workplace to assist with the issue of gender biases. She said, ‘I think that men do well when they ask questions of women, but they also do well when they ask questions of other men who are doing well with women, so I'd recommend speaking to our CEO Dan Bates and our former Head of Commercial Projects, Seb Fox’. For both men and women, appointing a mentor in the workplace that is ‘enlightened’ about gender balance, will be beneficial to ensure that biases are discussed and managed appropriately.

Research shows that companies with greater diversity do better with innovation. So, the question arises, where do the biases which halter diversity begin? In a recent research study , over 50% of women noted that their time at school was the most influential in their decision to pursue a career in STEM. Are there enough relevant female role models in schools to encourage girls to opt for STEM related disciplines? Penelope mentions how ‘schools have a lot to answer for in terms of shaping young people’s thinking. I’d like to see education go beyond the narrow confines of academia and into the broader horizons of life - ultimately that’s what builds the best leaders’. It’s clear that external influences have a big impact. Perhaps inviting female leaders across all industries to speak at schools and universities may positively impact the view of leadership and reduce the unconscious biases attached to female leadership in youths.

From an early age, properly educating society about how biases can be identified and challenged , as well as enabling men to remove the obstacles women face, will greatly enhance the success of organisations. Luckily - Penelope and I, along with countless others, identify the gender biases within the STEM disciplines; a sign that things are changing. Opening the conversation, allows us to begin dismantling the stereotypes and prejudices in the sector. So - the task for us now is to continue these conversations and to discover how we can eliminate the biases for females in STEM. In doing so, we will encourage more women to work within these disciplines and develop a gender equal sector which is happier and more productive for all. We each are responsible for our own thoughts and actions, so let’s use them to inspire positive change.

At Kelly, we are playing our part to create a better tomorrow. Click here to find out more about our social responsibility initiatives. If you want to get involved in future Women in STEM articles, click here to get in touch with a member of our team today.

Top tips to help your organization overcome the Talent Shortage.

Thu, 03 Mar 2022 07:10:18 GMT

Attracting and retaining top-tier talent will always be a top priority for organisations. Hiring employees who strike the right balance between talented and hard-working is understood to be the key to achieving organisational success. While scoping out talented specialists has always been a struggle, the current talent shortage across all industries has exacerbated the problem.

Here are some strategies you need to find and hire the talent who will drive your business forward.

1. Look in-house first.

According to Harvard Business Review , 60% of a company’s future roles could be filled by current employees, assuming the correct training is in place. The rapid pace of change in many occupations , driven by advancing technologies - has made it difficult for workers to obtain relevant skills. Although often overlooked, looking internally, and investing in the training of existing staff for specialist roles, could minimize the ever-growing skills gaps within an organisation.

2. Be a crowd-stopper from the get-go.

With so many job opportunities available to candidates, it’s essential that your organisation stands out from the rest. Start with the job spec, does it look like your competitors? Does the wording align with your organisations Employee Value Proposition (EVP)? How can you create a job listing that breaks through the noise?

Ensuring that your Job advert is created with a target demographic in mind is essential when attracting the right talent. Replace the ‘ nice to have ’ attributes with ‘ must have ’ skills related to the role. Be to the point. Star-worthy talent is not going to be attracted to run of the mill incentives. Listing annual holiday allowances and sick-pay benefits will not attract the new-age employee. Perks which stand out include sign on bonuses, flexible hours, shorter workweeks, office lunches and extended maternity or paternity leave.

Understanding how your brand is viewed at all points is vital to understanding why a candidate may choose not to apply for a role or reject your offer. The job spec, interview process, candidate experience and time to hire provides candidates with insight into the attitude and values of a company – so ensuring they’re representative of the organisation you want to create is essential.

3. Prioritise Workforce agility.

We know that the impact of the global pandemic has re-shaped the employment landscape forever. Where and how we work has changed drastically. Individuals search for remote work and shorter work weeks because they know these are viable options.

How can you use borderless remote working arrangements to widen the talent pool? With geographical restrictions no longer affecting the availability of a candidate, organisations have access to a much larger selection of talent - which they otherwise might not have found. Choosing from a global talent pool also encourages diversity, which can enhance innovation.

An agile mindset is one of flexibility, openness to change and adaptability. An agile workforce should focus on how we work, not where. The priority is on the people rather than the space they occupy. Employers should look at the development of the workplace ecosystem which increases employee engagement and success.

4. Utilise the power of technology.

Artificial Intelligence (AI) is ever-evolving, but have you ever considered that technology could alleviate some of your talent shortage issues? Automation has been threatened to do half of all work tasks by 2025 . By investing well in updated technology-based recruiting tools, organizations can increase their hiring effectiveness within the super competitive job market we find ourselves in.

We can also assist and empower our employees by embracing technology to automate mundane tasks . Doing so, gives employees the flexibility and cognitive ability to focus on more important work to enhance the success of the organisation.

The changes brought on by the global pandemic have undoubtedly affected the world of work. To attract and retain talent now, organizations should embrace the changes and focus on the development of a business culture which values the contribution of every team member. Prioritising existing teams and encouraging employee development will help organisations become an employer of choice, thus attracting the industry's top talent.

Is your organisation struggling to recruit the right people during the Talent Shortage? At Kelly, we can support you in the search for top talent. Whether you need help with temporary sourcing including payroll services, permanent recruitment, or total talent management, we've got it covered. We build bespoke solutions for each client which are created with organisational goals in mind. Click here to find out more and start connecting to top talent today.

Tips to Succeed in your 2022 Remote Interview

Sun, 02 Jan 2022 08:32:54 GMT

It’s no secret that the global pandemic has changed the business landscape forever.

Although unsettling, as time rolls on businesses have learned to adapt and overcome. Office-based jobs are no-longer confined to an office-space, and your closest team member could live on the opposite side of the world. With an increasingly online-focused business landscape – the move to remote interviewing has also taken effect.

Instead of meeting your soon-to-be manager in-person, you might only ever meet them through a webcam. For interviewers and candidates alike, this is a truly time-efficient option. You could be finishing off your breakfast at 9:45 and jumping on an interview call at 10:00, all from the comfort of your own home.

As recruiters, most interviews we have conducted over the past 18 months have been online or by phone. So, we've gathered a list of tips that you can follow during a remote interview to help you secure your dream job.

1. Don’t wait until last minute to check your tech.

This is a key point. Get online at least 10 minutes before your interview and test your audio, WIFI connection, interview link and video quality.

2. Clear your background.

Make sure to clear any mess or distractions that may be in the shot of your webcam. If this is out of your control, apply a background or blur effect to your camera.

3. Dress the part.

First impressions matter. Would you show up to an in-person job interview in your sweats? Likely not, so dress appropriately. My advice would always be to dress for the job you want to get!

4. Be prepared.

Know the organisation you are interviewing for. Even if you spend 20 minutes researching the organisation, your interest and knowledge will be evident in the answers you provide. Don’t forget to prepare answers to common interview questions too. Why do you want to work for this organisation? Explain an example of when you worked in a team? What qualities can bring to the company? These are just some examples of FAQ's that you can almost always be guaranteed to be asked during your interview. Prepare answers which demonstrate your initiative and abilities.

5. Keep your CV nearby.

When conducting an interview, your interviewer will likely use your CV as a guide. Often, the key purpose of the interview is to find out more information about the facts stated in your CV. Make yourself familiar with it and have it next to you in case you forget any key points.

Nerves are normal but feeling prepared and ready to take on whatever may come your way is the best way to enter your interview. Use these tips to help you succeed in your 2022 online-interview. Click here to read more of our blogs and click here to search through our live vacancies.

Overcoming the gender gap in Engineering.

Sun, 02 Jan 2022 08:25:38 GMT

In Engineering, it’s hard to escape the stereotypical vision of hard hats and blueprints. Imagination also leaves little room for female representation within the industry. It’s no secret that Engineering faces a serious gender imbalance. Despite all efforts to encourage women to study engineering, Q3 2020 data revealed that 14.5% of those working in engineering in the UK are females. Although this is a substantial 2.5% increase since 2018, this is nowhere near the desired levels.

Why is female representation at such a low level? Women have historically worked within professions which force them to embody the role of the caregiver within society (e.g., teaching or nursing). Despite girls typically outperforming boys when given the opportunity to study engineering , female engineers remain a minority. It’s commonly misconceived that women will either not have the strength or will be unheard when placed against males in the workplace. Sexism and the fear of being treated less than equal is a common fear amongst female engineers.

What causes women to leave engineering?

Around 40% of women that study engineering, do not progress on to work in the field. One study revealed that a lack of fellow female engineers and mentors created an isolated environment for them. Almost ½ of the surveyed women said they were discouraged by working conditions, such as too much travel, lack of advancement, low salary, or inflexible/non-supportive climates.

Alternatively, women who stay in engineering do so for the same reasons as men – company investment in training and development, contribution recognition, and advancement opportunities. It's important for organisations not to rely on innovations stemming just from males and females but from a diversity of cultures and ideas. Project teams work better not when there are more women or more men, but when there is a diverse group of people challenging each other to reach a shared goal.

How can we address the gender gap in Engineering?

1. Introduce Role Models.

Make engineering cool for women. How can a girl decide that she wants to be an engineer if she has no one to look up to?

2. Introduce work experience or apprenticeships.

The introduction of after-school, classroom programs could help girls recognise their interest in engineering, while simultaneously reducing the ‘male-only’ stigma associated with it.

3. Consider flexible options.

Flexible hours and childcare should be promoted to enhance the attrition rates of female employees.

1.8 million new engineers and technicians are needed in the UK by 2025. The industry needs to move away from the perception of hard hats and blueprints, to represent the diversity that organisations would like to attract. Stereotypes that evolve at a school level must be challenged in order to de-stigmatize the association of women in engineering.

At Kelly, we know how advantageous inter-organisational diversity can be in creating a successful system. We pride ourselves on maintaining and nurturing a diverse pool of talent to supply to our partners. Want to access the next generation of engineering talent? Find out more about how we can support your organisation here.

Digital Transformation in Life Sciences

Sun, 02 Jan 2022 08:17:27 GMT

It’s no secret that a transformation within the digital landscape is underway. The sheer ability of a laptop and Wi-Fi connection to fuel an entire career is proof enough. We’ve read countless articles about agile work scenarios and have been first-hand witnesses to the age of online communication.

The restriction of clean room environments and unattainably expensive lab equipment means that for most employees in the Life Sciences industry, working from home isn’t an option. Yet, digital transformation is still set to have a massive impact on the industry.

Science is much more than developing, testing, and trialing atomic structures and explosive chemicals. Sure, lab work is the driving force behind innovation within the sector, but data collection is the backbone that keeps the industry connected to information. Historically, Life Science organisations have been slow to adapt to digital transformation, but the pandemic emphasized the necessity for digital growth. As the race to create Covid-19 vaccines ensued, information sharing between organisations became the key to achieving time-pressured results.

What does this mean for the future of the industry?

To remain competitive, organisations will need to release significant investment into scientific computing . Not just to record and track progress, but to retain standards and gain access to knowledge from experts across an array of external organisations. With 70% of life science organisations in the EU planning to join an industry digital ecosystem, this is the future of Life Science innovation.

Adopting digital technologies is not just a luxurious add-on, it’s a future-proof necessity. Therefore, team members must be knowledgeable of IT systems, even at a basic level. If the process speed witnessed during the pandemic is to be maintained, bioinformaticians for example, will not only collect data but also be capable of assessing and categorizing findings and imputing these into a cloud computing system. Technology serves as the adhesive to bind people and machines at every touchpoint and it’s time for organisations to welcome this.

This digitalization will connect science and IT, resulting in more communication, closer collaboration, and an enhanced alignment of sector-specific goals. Adaptation of the workforce through the introduction of training in AI and machine learning will ensure that computing system knowledge is attained. In tandem, adapting the IT architecture by developing a cloud computing system will allow organizations to defy the boundaries of internal information.

At Kelly, we know that searching for the right-fit for your team can take time and may often feel impossible. Partnering with Kelly provides you with access to highly skilled professionals, so that you can focus your energy on achieving organisational goals. Click here to find out more about what we do within Life Sciences or click here to get in touch with a member of our team today.

KellyOCG EMEA Named an RPO Leader on the 2021 Baker’s Dozen List

wow@shazamme.com (Default Author) — Thu, 02 Dec 2021 10:32:34 GMT

Our customers have spoken and named KellyOCG a Recruitment Process Outsourcing (RPO) leader in the EMEA region on the 2021 Baker’s Dozen Customer Satisfaction Ratings . An annual ranking, the list examines buyer feedback in three categories – breadth of service, deal size, and quality of service – to determine overall RPO leaders.

“It’s an honor to be recognised by our customers as a leader in all categories on the Baker’s Dozen list. Quality and breadth of services are critical components of our RPO solutions to support all customers with their talent attraction needs – especially in today’s complex labour market,” said Richard Bradley, VP EMEA, Business Leader RPO International and Managing Director UK & Ireland. “Our ranking reaffirms that we’re providing customers with the service and solutions they need to solve their unique workforce challenges.”

By prioritizing customer relationships, the KellyOCG EMEA team gains a deeper understanding of their workforce needs and builds a customized solution that balances a people-first approach with the right technology, connecting customers with right talent quicker.

KellyOCG was also recognized as a 2021 mid-size deal RPO leader and an RPO leader in the APAC region. This is the second consecutive year KellyOCG APAC earned this ranking.

“We’re seeing an increased demand for RPO solutions in the EMEA region as organizations struggle to attract the right talent to fuel and grow their business,” added Richard Bradley. “Our ranking on the Baker’s Dozen list reaffirms we’re a provider of choice in EMEA and for mid-size organizations with lower hiring volumes.”

KellyOCG’s agility enables the team to support customers with modular RPO solutions or manage a customer’s end-to-end program – from requisition to employee onboarding. By combining market intelligence and proprietary talent analytics with a deep understanding of the labor market, the team of experts drives program performance and helps clients make informed decisions about their workforce planning, attraction, and acquisition strategy.

To find out more about our RPO solutions and how we can support click here.

Should you be taking more risks to accelerate your career in 2022?

Thu, 02 Dec 2021 09:19:26 GMT

Building a career isn’t easy. It requires planning, hard work, and belief in your ability to do the job. Sometimes, it requires taking risks.

By its very nature, risk-taking implies that you can gain something—or lose something. And the thought of losing your hard-earned job, salary, or reputation can be intimidating. Yet, the truth is, if you don’t take risks you might be missing out on important opportunities that could propel your career to the next level or open up a career change that will increase your happiness.

As we move into a brand-new year, this is a great time to reassess your appetite for career risk. You may find that you’re playing it so safe that you’ve stopped moving forward.

Here are the signs, according to Forbes , that you need to take more risks in your career:

· You’re not advancing anymore: If you’ve hit a ceiling at your job and feel you’re wasting your potential, it’s probably best to start looking for another opportunity that will utilise your talents.

· You’re bored at work: When your work becomes boring, your performance can suffer as your motivation to work as hard as usual decreases. This means it’s time to look for a new career direction.

· Your life is changing: When your life is in a state of flux, or you reach a milestone like the start of a new year, it often creates a natural inclination to make a change in your career. Sometimes this is an emotional reaction, but it can also be the final push you need to move on.

· Your friends don’t share your fears: If you’ve told close friends that you want to evoke change but are afraid of what could go wrong, they might think your fears are overblown. If they can justify their opinion, it’s time to start working towards the change you want.

· You have a calling: Yes, you can pursue a calling and make money at the same time. If a specific occupation or objective is calling you, you’ll feel dissatisfied in your career until you pivot towards it.

Choose to take calculated risks

With the background of a pandemic, you may be nervous to take risks. It’s important to understand that taking a risk doesn’t mean that you must be reckless. Instead, do your research. Get to know the lay of the land before making any career moves.

For example, if you want to reach the next level in your career, it’s wise to have a conversation with your supervisor to see what your options are before looking outside of your company.

Or, if you’re in marketing but you’d prefer to work as a designer, take some tutorials and consider taking on a couple of freelance gigs in the evenings and on weekends. Then, when you know what you’re getting yourself into, you can start taking some practical steps towards making a significant career change.

Taking risks can be just what you need to propel your career to the next level or to find the calling you love, but make sure you take calculated risks. Don’t burn any bridges behind you, and make sure that you always have a plan B.

If the risks you have taken haven’t made an impact within your current role, could it be time to look for something new?

Browse our current vacancies here to discover where 2022 could take you.

Find your motivation in 2022: 7 ways to stay motivated at work

Thu, 02 Dec 2021 09:12:25 GMT

You’re great at what you do. You’ve got a clear roadmap of where you want your career to take you. However, even when you have every step, milestone, and promotion mapped out, the reality is that advancing doesn’t happen overnight, and it’s common for energy levels at work to dip at points. This is particularly true at the end of the year. Suddenly, things that you took in your stride can start to feel like a slog and you can become bogged down and demotivated.

A work project you felt confident with last month may suddenly appear to be overwhelming. Moments like these are crucially important because if you become discouraged, chances are you’ll start to procrastinate. The trick is to stay motivated, even when you feel like you’re at a standstill. Take this skill into 2022 and it will help you re-energise your whole career approach.

The link between emotions and motivation:

The key to feeling motivated is in the word “feeling.” According to Eric Barker in his Times article “How to Motivate Yourself: 3 Steps Backed by Science”, emotions nearly always win out over reason. When you’re unhappy, discouraged, or stressed, these negative emotions will result in procrastination. On the other hand, when you’re feeling happy, confident, and excited, these positive emotions power action. In other words, positive emotions form an integral aspect of motivation.

Seven strategies for staying motivated

Some of us have naturally sunnier dispositions than others, but it’s important to remember that a positive attitude and motivating approach are skills that can be learnt. So, forget the usual New Year’s resolutions and instead invest in cultivating a positive attitude. This approach could accelerate great things in your personal and professional life!

1. Visualise your goals. Positive imagery is a powerful way to remain inspired to advance. Think about your goals every day. Imagine your life once you’ve reached your professional goals and use these images to motivate yourself.

2. Be realistic. Advancing your career is all about attaining your goals, but those goals must be realistic; otherwise, you’re just setting yourself up for failure. Carefully review your plans, and determine whether you need to add smaller, interim goals that will help you feel confident on the way to your bigger objectives.

3. Have a setback plan. According to an article titled “12 Strategies for Motivation that Work!” by the Dean of Students at Allegheny College, it’s essential to be prepared to deal with setbacks. Approach them as a learning opportunity by analysing what you could have done better and how you can improve your performance in the future.

4. Learn positive self-talk. Just like a coach motivates their athletes by assuring them they can achieve their dreams; you should learn to encourage yourself in your career with positive self-talk. If you’re afraid of failure and you tell yourself a task is too difficult, chances are you won’t do well. If you tell yourself a challenge is an opportunity to test your skills and learn new ones, you’re creating a positive situation for yourself in which you’re not limited by your own apprehension.

5. Develop a routine. Heading into January with a clearly defined routine can provide you with a powerful tool to stay positive and motivated throughout the year. The more you grow accustomed to doing certain things like studying or networking for a specific number of hours per day, the easier it becomes.

6. Create a competitive environment. Friendly competition can help you up your game and surpass your own expectations. Find colleagues or friends who are also looking to advance their careers and inspire each other to continuously do better.

7. Reward yourself. Instead of only celebrating when you’ve achieved a goal, remember to take the time to reward yourself for your hard work. Treat yourself to a movie, a nice dinner, or whatever fun activity you enjoy most.

Advancing your career takes time and hard work. Use these tips to keep yourself motivated, and you’ll find that it becomes easier to consistently move your career forward in 2022.

Keeping motivated is key to career success but, if you feel there is no room to grow in your current role, why not look for a new one? View our current open vacancies here.

Your practical guide to creating a successful career map in 2022

wow@shazamme.com (Default Author) — Thu, 02 Dec 2021 09:02:41 GMT

You get up every morning and go to work. Now and then, an interesting job post catches your eye, or you notice someone in your field whose job you wouldn’t mind having. You’re doing ok, but you’re basically following the path of the least resistance in your company.

In 2022, do you want to achieve more?

Maybe you’ve been influenced by the great resignation trend or you’re just ready to capture some long-term career goals.

The good news is that the beginning of a new year is the perfect time to reimagine your career approach. No matter where you are in your career, you should always know what your ultimate career objective is and how you’re going to get there. Otherwise, your career has no real direction, and you’re reacting to events instead of proactively creating opportunities. Fortunately, there’s a simple tool that can help you determine how to achieve your ultimate dream job: your personal career map.

Just like any map, your career map plots out a course to get you from point A to point B. That course is shaped by your ambitions and skills. For example, if you want to rise to the top of your profession quickly, then your career map should show you the fastest way to do so. Alternatively, if you’re more interested in having a variety of life-enriching experiences along the way, your career map should reflect this.

How do you go about creating your career map?

The first, most important step is to define your ultimate career goal. Do you want to move into management? Would you prefer to become a recognised expert in your field? Or are you looking to make a move to a different field altogether?

Once you’ve defined your career goal, evaluate whether your strengths support your goal. As Jane Porter points out in her Fast Company article “ How to Make a Career Map That Actually Works ,” building on your strengths will help you excel faster. If your strengths aren’t relevant to your goal, regroup and look for an objective that allows you to use your strengths. For example, if you’re a junior designer with an advertising agency but your real talent lies in communication and strategy, then you’d make a great account manager.

Next, determine what you need to achieve between now and your goal. What positions will you need to fill? What skills and/or qualifications are necessary? Is it a straightforward vertical climb through the ranks, or will you benefit from making lateral moves to gain a broader experience? Research each question thoroughly and make notes on your optimal path.

Decide if any of your life goals could have an impact on your career path. Do you want to raise a family? Do you want to work overseas? Don’t overlook personal goals and how they tie into your career objectives.

Now, it’s time to put it all together

Write down where you are now, as well as your career objective. Draw an arrow between the two. Then write in each of the steps you’ll need to take along the way.

Using the same example as above, let’s say you’ve decided to pursue the route of account management and eventually move into the C-suite at one of the major international agencies. You’re interested in working overseas, and you also want to start a family within five years.

A logical career map would first be to talk to your current employer—who knows your strengths—about transitioning into account management. From there, successfully managing several high-profile projects will eventually propel you into senior account management.

This would be a good time to either move to a large international agency and/or work overseas for a while. However, you can also remain with your first employer and climb even further through the ranks to upper management and the C-suite, from where you can make the step to an international agency if you still want to.

Think of your career map as your professional GPS. It knows where you are, where you want to be, and how you can get there. And like a GPS, it’s flexible and can re-route when necessary, because good and bad things can happen that can influence your journey.

It's been a difficult couple of years for everyone, and understandably, many of us have put career goals on pause, or at least on the back burner. As we move into a brand-new year, why not reinvigorate your ambitions by drawing up a career map?

If you’ve found this blog helpful and are looking for more guidance for career success then check out our career advice page for more tips on setting yourself up for the best 2022.

5 tips to boost your productivity in 2022

Thu, 02 Dec 2021 08:54:20 GMT

Over the past couple of years, working from home has become an in-demand option for many employees. The flexibility and freedom it offers boast an appeal that has captivated the masses. Whether you’re new to the structure, or feel like a WFH veteran, there’s no denying that it can be hard to stay motivated at work without the structure of the office.

As the year draws to a close, now is the perfect time to reflect on your working style and what you want to achieve in 2022. Here are 5 tips to help you to become more productive than ever in the new year.

1. Create a dedicated workspace. According to Forbes , studies show that having a dedicated workspace is pivotal to enhancing your ability to focus. If you set aside a specific ‘work’ spot in your home that’s free of distraction, you’re likely to concentrate better. If you have a guest bedroom, consider repurposing it as an office. You could also consider clearing a space at the kitchen counter or dining table for work.

2. Maintain regular work hours. Even if you’re able to create your own schedule, it’s helpful to keep regular work hours so that you can communicate with your team effectively. Getting in the habit of going to work at a certain time and working until a set time, will make it easier for you to stick to a schedule. Don’t forget to factor in time for breaks, fresh air, and exercise as this can boost your overall wellbeing and productivity.

3. Stay away from personal tasks . The Muse advises that one of the best ways to stay productive is to avoid performing personal tasks during work hours. It’s easy to lose track of time when you’re online shopping or checking your social media accounts. This can come at the cost of your productivity and throw you off track for the rest of the day.

4. Check in with colleagues. Working from home can be isolating at times, but it doesn’t have to be. It’s important to communicate with your team members throughout the day, be it through Zoom, Microsoft Teams or whatever software you have access to. It can also be helpful to host a short meeting at the beginning of each day where your team can get together and discuss current projects and individual tasks.

5. Dress professionally. It can be tempting to wear joggers (or even pyjamas) when you don’t have to journey to a physical office, but dressing casually can make you feel less inclined to work. By choosing the same types of clothes you would wear in the office, you'll recreate your professional work environment at home. This can help you stay focused and productive—plus, you’ll always be prepared to hop on a video call!

Working from home became our ‘new normal’ in 2020 and 2021. Guess what? 2022 isn’t looking any different. WFH can have huge benefits... say hello to work-life balance and goodbye to commuting time, but with that being said - it’s important to stay productive.

Create a home-working environment in 2022 that will help you achieve your goals and become a valuable member of your team. Want to find out some other tips and tricks about how to improve your career-life? Head over to our career advice page.

Have I Been in The Wrong Job All Along?

Sat, 02 Oct 2021 09:41:30 GMT

The past century has witnessed an array of life-changing developments. From successful cancer treatments to 4K television, we’re exposed to new innovations at an almost daily rate. While exciting, this constant state of flux propels us towards a world of unknown capabilities at Formula one pace, and the wheels seem to keep on spinning.

The human ability to access information has minimized turnaround time from concept to creation. This is proven by the outbreak of a global pandemic and the rapid development of vaccines. As a result, organisational demand can change at the flick of a switch.

Temporary job opportunities have been propelled into the limelight .

The unpredictability of the past 18 months has witnessed a rise in the need for contingent employees. Booming industries such as those involved in health or food supply, suddenly required the support of a growing workforce. The fear of the unknown meant that temporary staffing solutions became the most viable option, and the popularity of this solution has not wavered.

Our recruiters have noticed that simple mention of the word ‘temp’ can force individuals to become withdrawn from the conversation. Instead of recognising the multiple benefits associated with temp work, job seekers tend to be frightened by the prospect of being perceived as unstable or unreliable in the role by the employer.

Between flexible hours and filling resume gaps, to being able to experience a variety of industries, there are many upsides to this alternative. Let’s explain:

1. You will gain experience in something new.

Especially important in one of your first jobs, or if you’re changing industries, gaining experience in a temp role will allow you to enhance industry-specific skills which you will carry with you on your personal resume for life. Besides, hands-on experience can be more beneficial than a qualification!

2. You will experience flexibility.

Perhaps the most beneficial aspect of temporary working is the flexibility. Unsure if a certain career path is for you? No problem! Try it out temporarily with *no commitment* added. Even more impressive, you can improve your work-life balance with temporary hours and forget about the notion of taking your work home with you!

3. You will gather skills to take with you.

This is particularly important if you want to progress within the industry you're temping in. Want to break into IT? Get to know how to scale databases. Want to enhance your knowledge of sales or customer service? Try it temporarily! Even better, having a variety of skills under your belt when applying for a permanent role signifies your adaptability and capability – making you an asset to the team.

4. You will build connections!

Temp work allows you to build a repertoire of contacts from a wide selection of organisations. Having contacts from within an organisation may even make it easier for you to get an internal reference or a quick interview.

Becoming a temporary worker with Kelly will provide you with the opportunity to learn new and transferable skills, make friends, form life-changing connections, and experience flexibility in your day-to-day life. What’s not to love?

Here are some common questions we receive from our temp workers at Kelly Services:

1. Do I contact Kelly, or the organisation in which I am working if I have questions relating to work, pay or AOB? The point of contact you usually speak to at Kelly.

2. How do I submit my hours worked? All hours should be submitted via ‘InTime’ – The Kelly Services online timesheet management portal for temp workers.

3. When do I get paid? You will get paid 1 week in arrears every Friday.

4. Do Kelly offer any learning and development support? Yes.

The perception of temporary employment is changing. As demand for relief from the typical 9-5 grows, so too does the demand for short-term, flexible positions. Staying in the same job for more than 10 years has become outdated as the never-ending search for the ‘perfect' job encapsulates the workforce.

What’s your dream job? Would you prefer the stability of permanency or the flexibility of temporary employment?

Click here to start up a conversation with a member of the Kelly team today.

Not just for Women: Recategorizing Menopause

wow@shazamme.com (Default Author) — Sat, 02 Oct 2021 07:10:10 GMT

When we were told about the menopause training we were receiving at work, I instantly thought: Is this really necessary? What’s the need for me to learn about the topic when it’s not going to affect me for another 20 years? I’m not going to lie. My 23-year-old self had kept menopause locked up in that seldom entered part of my brain where ‘what-if’ death scenarios and thoughts of atomic structures are stored. Why? Perhaps I suppressed menopause because of its film depictions as the ultimate female downfall, or because I simply didn’t know enough about it.

It’s fair to say that receiving training on the topic has turned my pre-conceived notions into nothing but a fallacy. Tracy Patterson provided a sense of clarity, transforming it from a taboo and life-debilitating female condition, to something much more approachable. She even included some interactive polls to get the entire squad involved. For the majority who knew very little about menopause (myself included), she delivered the facts we needed to become a menopause aware workplace environment.

For example: did you know that symptoms are both physical and psychological? I didn’t. Or, that symptoms can be managed with HRT and natural remedies? I didn’t know that either! Tracy explained that while menopause is often associated with the end of a woman’s life, the average age at which a woman goes through it in the UK is 51. With our shelf-life these days being significantly longer than our ancestors, 1 in 6 women live beyond the age of 100! That’s a long time to be dealing with menopausal symptoms.

The webinar has made me realise that the menopause conversation needs to change.

Why should women journey through later life with an un-shared physical and psychological burden laying upon their shoulders? Simple recommendations within the workplace such as menopause off-days or sporadically later start times may be the difference between an employee staying within an organisation or not! Sounds simple, right? So why aren’t we utilising these initiatives already? Well, there’s simply not enough awareness or regard for the topic.

With 8 out of 10 menopausal women working, it’s imperative that we change the menopause workplace narrative. While I’ve always categorized menopause within my minds ‘end-of-life’ worries folder, the training has made me aware of the fact that menopause can affect us all, at random points in time. Whether we develop menopause ourselves, we want to help our menopausal partner, or even if we want to support a friend at work, it’s bound to cross our path when we least expect it. Having completed the training, I feel equipped with the skills necessary to recognise symptoms, be supportive and perhaps provide advice to those who are suffering in my circle.

Find out more about our partnership with Henpicked and our approach to being a menopause-friendly organisation here .

Avoiding the Post-Covid Hiring Struggle

Wed, 01 Sep 2021 07:25:07 GMT

There is no ‘new normal’.

As the post-pandemic dust begins to settle, meetings continue to be hosted from bedrooms, children make special appearances at morning meetings and colleagues are situated on the other side of the globe. We’ve been forced to adapt our mindsets and adopt fluidity in the face of a global issue that has changed the business landscape forever.

While we’ve become agile and resilient, the wave of uncertainty induced by the pandemic will have a lasting effect on talent attraction and retention for years to come.

The new 2021 Global Workforce Agility Report developed by KellyOCG, reveals that there will be no ‘new normal’ in the future of work. The workplace will be represented by a continuous state of flux as the increasing demand for agile workplace settings encapsulates the modern workforce. 2021 is moulded by an age of digital transformation. Recruitment must adapt to keep up.

Less than half (42%) of the firms surveyed in the UK say their ability to recruit talent has improved within the last 12 months in comparison to 59% globally. Paired with the fact that 60% of executives think talent is one of the vital elements necessary to achieve a competitive advantage, the race to attract leading talent has accelerated.

Overcoming the talent g___ap.

The employment landscape is shifting. A widespread skills shortage means that employers are under constant pressure to attract leading talent. The Global Workforce Agility Report recognizes a group of business leaders who are taking steps to ensure the future resilience and fluidity of their workforce. The success of these Vanguards is attributed to their ability to adopt a long-term approach to improve the resilience, agility, and wellbeing of their workforce.

Vanguards are recognized as forward-thinkers. The report states that 62% of Vanguards expect to employ contingent workers in the future to bridge the skills gap within organisations while 52% plan to implement training for existing staff to ensure competitive advantage. The ‘optimal mix’ of permanent and contingent employees is recognized as a key component of workforce planning amongst Vanguards.

Finding talent is one thing, keeping talent is another!

Survey results have revealed that while it’s difficult to attract talent, 62% of global executives have been battling with the issue of talent retention too. Having been forced into the home-working model, one in four believe that their leaders lack the skills necessary to manage the workforce they want to create. 27% of organizations surveyed revealed that they are unsure what their employees want within the post-Covid working environment. This leaves organisations vulnerable to increased staff turnover as talent advances to organisations with a more tailored working approach.

Low levels of employee wellbeing may also be contributing to high turnover levels, with the report noting that 38% of employees recognise that employee wellbeing initiatives have deteriorated in the past 12 months.

Vanguards know that creating a positive employee experience is a necessity in achieving greater retention, productivity, and engagement. 91% of Vanguards say that improving the employee experience is as high a priority as achieving great customer experience. Investing in diversity and the creation of an inclusive workforce can also be linked to higher employee motivation and loyalty. These efforts enhance employee experience and grant access to a wider talent pool.

The world is always changing - so is recruitment!

As the world evolves into a digital space, the future of work will depend on the fluidity of employees and enhanced investment in employee experience. The new workforce must consist of both permanent and temporary teams to ensure the constant integration of new skills into the organisation. As the battle for leading talent intensifies, ensuring competitive advantage by improving employee experience will become increasingly necessary as the hybrid working model develops.

At Kelly, we’re recruitment experts. Whether you’re searching for permanent or temporary staffing or payroll solutions, we’ve got you covered. Click to find out more about how we recruit or what we do and start a conversation to discuss your options today.

Avoiding Organ Rejection in Your Organisation

wow@shazamme.com (Default Author) — Thu, 05 Aug 2021 07:44:37 GMT

Retaining new talent begins with choosing the right candidate.

It can be frustrating to spend months looking for that ideal candidate, the one with the perfect blend of skills, experience, and personality, only to have them wave goodbye within the first few months. Leaving you back at the drawing board. Ok, so sometimes the loss of great talent is impossible to avoid. Even the best candidates are human and sometimes life or simply a better offer gets in the way of best-laid plans. But if you’re noticing a pattern of new hires who look for the door almost as soon as they arrive, then you could be experiencing organ rejection. In other words, you are making a fundamental misstep in your talent sourcing and selection process or you’re failing to create a nurturing environment for new talent. Either way, something needs to change and fast.

We look at how choosing the right candidate and the right onboarding process can help your business prevent organ rejection, below.

Look Beyond The CV

Choosing the right candidate is about more than matching up skill sets. It’s about taking a closer look at who they are and how they approach work. A person who has great cultural alignment with your organisation’s values and goals is much more likely to successfully embed then someone with all the right skills but no understanding of who you are as a business. When you meet a candidate, take the time to visualise them in the role, talking to their team. Does it seem like a good match? If not, they may not be the right person, however impressive their CV.

Set Realistic Expectations

It’s easy to ‘sell’ the best parts of a job during the recruitment process and overlook the reality and challenges of a role. Any candidate needs to have a clear understanding of what a new role entails and the expectations that will be placed on them before they make a decision. There is nothing more disappointing than walking in on your first day to find a job that bears little resemblance to the role you expected. It can see highly skilled talent disappear, fast.

Never Select the Best of The Worst

Many industries are suffering from skills shortages. It can be really tough to attract the talent you need. But that should never mean you choose the best of the worst. It will only cause a bigger headache down the line. If you’re struggling to fill a key role, take a step back. Think about how you could reorganise your search. Or reach out to talent partners and suppliers to help you cast your net a little further. Kelly OCG's Project RPO provides bespoke talent services designed to offer support wherever and whenever you need it most. Our sourcing and engagement experts can help you discover the best talent around.

Have a Clear Onboarding Process

Ok, so you have found an amazing candidate. Someone who has the skills and values to be a great asset to your business. You've offered them the job they said yes! Make sure you don’t pat yourself on the back at this point and walk away. To retain talent in the long term you need to create a clear and welcoming onboarding process that helps new starters feel like part of the team. Never throw a new hire into the fray without support and guidance. It can leave them isolated and highly susceptible to looking elsewhere.

Ask For (And Listen To) Feedback

Want to get really good at engaging new hires? Then you need to start talking. Make feedback a consistent and active part of your onboarding process. This shouldn’t be a tick box exercise but data that is consolidated, reviewed and leveraged to drive continuous improvement. So, really listen to what your new hires are telling you and act on any trends that are causing bumps in the road.

Want to learn more about Kelly OCG's Project RPO and our unique approach to talent? Why not get in touch to find out more.

Why Feeling Uncomfortable is the Key to Success

wow@shazamme.com (Default Author) — Mon, 02 Aug 2021 07:35:40 GMT

Do you ever have the feeling that you’re so skilled at your job, you could do it in your sleep?

Of course, it’s great to feel so confident in your abilities. But when you never feel challenged, you’ll never feel uncomfortable. Now, if you stick to what you know just so you don’t ever feel uncomfortable, you’ll avoid opportunities to grow. And that can be detrimental to your career.

Discomfort and fear of failure

Discomfort connotates a negative experience. For example, physical discomfort can mean pain, and psychological discomfort can mean anxiety or sadness.

In the workplace, discomfort can be associated with a fear of failure, among other things. That’s only natural, since we’re taught to see failure as a negative experience—the consequence of not being good enough. Since we don’t want to feel as if we’re not good enough, we avoid situations in which we could fail.

Let’s say you’re a junior marketer on a team with three colleagues. Your performance is always stellar. One day, your supervisor needs to hand a project off and asks if someone wants to take the lead. You don’t volunteer, because you’re afraid you’ll fail. So, the project goes to one of your colleagues who does so well, they get promoted. And deep down, you know that if you’d only taken on the project, you could have been the one to get promoted.

Do you see how avoiding discomfort can get in your way?

Failure isn’t a bad thing

In reality, failure isn’t a bad thing. Failure merely means you haven’t succeeded—yet. But if you ventured out of your comfort zone, tried something new, and didn’t achieved your goal, you probably did accomplish more than you think. You learned a new skill, acquired new knowledge, or made new acquaintances along the way. You just have to open your eyes to the positive aspects of your experience.

Leverage dopamine to your advantage

Interestingly, Forbes states that putting yourself in unfamiliar situations makes your brain produce dopamine—the feel-good chemical. In other words, once you actually put yourself into a new situation or give yourself a new challenge, you’ll start to feel good. And if you can combine those good feelings with a positive attitude regarding what you can accomplish simply by trying something new—even if you don’t get it right the first time—you can turn fear of failure into motivation to succeed.

At Kelly, we believe everyone should reach their full potential in work and in life. We’re proud to support today’s workers who are enhancing their skills and abilities and gaining new ones through temporary and contract work.

Last year we connected nearly 440,000 people with temporary and contract assignments, and we’re ready to help you. Find what’s next in your career by checking out our trending jobs or registering for an account with us to stay up to date with our new job alerts.

How To Find The Best Remote Working Job

Thu, 15 Jul 2021 07:51:24 GMT

What do you look for when you apply for a job? The ability to develop reports from the comfort of your bed, or cutting commute costs and arriving at work early each day?

These are just a few of the benefits of having a full-time virtual job. In other words, a job that rarely (or ever) requires you to step foot inside a real office. This pre-pandemic concept of virtual working really took flight when offices were forced to shut during the pandemic. The flexibility offered as a result of home-working gives employees the opportunity to be productive without ever leaving the house. This switch has even been found to boost productivity levels, with 81% of workers noticing an increase and more employers than ever now offering remote working jobs as standard.

While more and more companies are offering full-time remote employment, not all virtual jobs are created equal. With benefits like an improved work, life balance and cost savings on the daily commute becoming commonplace it's important to look beyond just the ability to work from home and further understand all that is on offer to you. To find remote employment that advances your career, we recommend searching for the following four things in a virtual - or remote - job ad:

1. Company-provided equipment. In order to work effectively from home, you need high-quality tech which will let you do everything that the role requires from you. It also needs to have robust security software. Doing your virtual job successfully relies on having good equipment that supports the platforms and software your employer uses. At the very minimum, this should include a laptop and smartphone, as well as pre-installed cybersecurity software.

2. Technical support. Though you’re working from home, it’s important to know that you have support, should you require it. Even the best equipment can develop issues, and as a virtual worker, you don’t want to be left high and dry if your laptop crashes. Always make sure the company offers dedicated technical support: it’ll save you a headache later on, and give you peace of mind that will let you tackle your job effectively.

3. A supportive manager who’s focused on team building. Having a virtual job has the potential to be lonely: some virtual workers can feel isolated because they never interact with coworkers. However, many employers looking to support remote workers will use programs that allow you to communicate with your team in a virtual space. In addition, your manager should include you in team events, for example by holding weekly face-time meetings, and cultivating a great team spirit and company culture. Pick somewhere that hosts regular nights out (in person or virtually); apart from getting out of the house, it’s an excellent chance to build relationships with your co-workers that you may find difficult to do online.

4. Clear career paths. Many remote workers are afraid they’ll miss out on promotions and other opportunities as they don’t have the chance to build face-to-face relationships with their superiors. Fortunately, many employers do provide career paths for virtual workers. If there’s no mention of this in the job advert, ask your recruiter or the employer directly what room there is for progression.

Virtual work can be rewarding, and with the right employer, it can offer you a bright future in a world where more than 50% of people want to increase their remote hours. Make sure that you have the tools and support you need to do your job well, and there will be nothing stopping you from being an efficient, productive employee who will be able to advance quickly within the company.

Are you searching for your dream remote job? Take the first step by clicking here to browse our current vacancies or get connected with a member of the Kelly team today.

The Talent Race within Life Sciences

Tue, 13 Jul 2021 08:13:52 GMT

A shortage of industry skills & competition from other industries makes hiring difficult.

Vaccine development, gene therapy and DNA assembly… recent Life Science discoveries have been pretty ground-breaking. As one of the most cutting-edge industries in the world, it’s time for talent-attraction methods to take a front seat.

Talent shortages within life sciences have always been an issue, yet the global pandemic did its bit to exacerbate the problem . Enhanced knowledge and a growing number of niche organisations, paired with a lack of talent have made the competition for candidates fiercer than ever.

Bioinformaticians and computational biologists have become the Beatles of the 21st century. Industry-specific expertise are so in demand because they are incredibly difficult to source! Cross-sector competition for generic talent is notable too through the increased demand for technology specialists.

An increasingly significant talent shortage highlights the necessity for organisations to secure the best from the scarce talent available, while also retaining the staff they’ve got!

While start-up Life Science organisations may be unable to match the salary offerings of their global counterparts, there are certain steps your organisation can take to attract talent which won’t break the bank!

Firms will need to look at what can make them stand out from competitors, what they can offer prospective hires and how they can improve recruitment processes.

Making its way into the mainstream in 2020, remote work is here to stay. Embracing flexible work models within the life sciences sector will diminish the restraints attached to geographical talent locations and will allow organisations to access candidates before other firms follow suit. 72% of life science employers believe that flexible work arrangements will enhance talent attraction. Think about how you could introduce enhanced flexibility to your organisation. Perhaps a 4 day work week or shorter workdays are the keys to attracting the talent you need.

Life Science firms also tend to fall behind other industries when it comes to the talent experience focus. Only 71% of life sciences human capital leaders rate their company’s talent experience as excellent or good. Improving this, could be a key differentiator in the race to recruit and retain top talent. Implementing a diversity and inclusion strategy is one way to make new and existing talent feel as though their needs are appreciated while at work, while also becoming an attraction point for potential talent pools.

Organisations should run a cultural audit of their businesses to help identify priority areas for action to improve talent experience. This will include an evaluation of training, review of policies and procedures and focused listening groups.

Reputation, career opportunity and flexibility in the workplace are all attractive elements. A key factor for many firms will be to put the work into building early-stage relationships with prospective candidates. This should help companies identify what it will take to lure them into the life sciences sector.

Want to find out more about what we do? - Take a look at all we have to offer in the Life Sciences space here.

Renewable Recharge Set to Fuel Irish Job Soar

Thu, 01 Jul 2021 07:57:14 GMT

We all know that familiar feeling of rushing to the nearest garage, 10 minutes before close just to fill the car with enough petrol for the following morning’s commute. In reality, handling a petrol pump is the only manual task you have ever associated with the use of fossil fuels. We’ve become so accustomed to our gas and electric being available at the flick of a switch (unless you’re an eco-conscious goddess), that the process of heating our homes has become wildly disassociated with the consumption of fossil fuels.

With rising sea levels and an ever-warming planet, alternative ‘green’ energy sources are the only option to sustain the planet as we know it. Ireland hopes to lead in its green efforts by cutting emissions by 51% between 2018 and 2030 , with renewable energy sources like wind, water and solar power the key to achieving a greener future.

So far, Ireland has been impressive in its efforts. In fact, wind energy generated 40% of the electricity used in Ireland in 2020 ! Onshore wind farms are a common sight in the Irish countryside, however - up to 10 offshore wind farms must be created if we are to become completely carbon neutral by 2050. Plus, with a goal of developing 5000MW of offshore wind energy by 2030 , enhanced planning must be put in place.

Lead author of the Drax Electric Insights report, Iain Staffell said : “The next steps we must take towards a net-zero power system will be more challenging – driving out the last sources of fossil carbon will require us to go beyond just having more wind and solar power”. This will involve taking a further look at technologies such as hydrogen and bioenergy. Basically, we need to act and act fast.

A recent report by MaREI, the SFI Research Centre for Energy states that the drive towards net zero emissions could create more than 50,000 jobs in Ireland over the coming years. With this, we could see wind providing two-thirds of Ireland’s total energy needs ! This would be either directly through electricity supply or by generating large amounts of hydrogen for heating, transport or to be stored for use in power plants. This would also be supported by significant volumes of bioenergy, solar power and battery storage, according to the report.

What does this mean for you?

Growing businesses within the renewable space need talent. Of course, a large number of skilled workers would be required to get to this stage through developing wind farms, installing heat pumps in homes, retrofitting buildings and further developing the electricity grid. Within the last decade, Kelly has supported clean energy projects worldwide. We can provide you with the innovative recruits you need to harness natural energy and reach Ireland's 2050 carbon-neutral goal.

Curious to learn more about what we do; how we can connect you to talent within Renewables? Click here .

Things To Look For In a Virtual Job

Tue, 15 Jun 2021 08:18:39 GMT

What do you look for when you apply for a job? The ability to develop reports from the comfort of your bed, or cutting commute costs and arriving at work early each day?

While more and more companies are offering full-time remote employment, not all virtual jobs are created equal. To find remote employment that advances your career, we recommend searching for the following four things in a virtual - or remote - job ad:

3. A supportive manager who’s focused on team building. Having a virtual job has the potential to be lonely: some virtual workers can feel isolated because they never interact with coworkers. However, many employers looking to support remote workers will use programmes that allow you to communicate with your team in a virtual space. In addition, your manager should include you in team events, for example by holding weekly face-time meetings, and cultivating a great team spirit and company culture. Pick somewhere that hosts regular nights out (in person or virtually); apart from getting out of the house, it’s an excellent chance to build relationships with your co-workers that you may find difficult to do online.

Are you searching for your dream remote job? Take the first step by clicking here to get connected with a member of the Kelly team today.

Making Money Moves with Eco-Conscious Business

Wed, 09 Jun 2021 10:15:18 GMT

The online amazon-era has encouraged an insatiable societal appetite for consumption.

Habits form the version of ourselves that define who we are, going unnoticed until someone points them out, to which we react with hyper-consciousness in the days following (I type trying not to stick my tongue out of my mouth in concentration). For me, common habits include reaching for a reusable bag as I walk out the front door, or rinsing a yoghurt pot before chucking it in the recycling bin. It seems that in a world facing rising sea temperatures and melting icecaps, habits have naturally become environmentally focused.

Is that it? Will my meticulously washed plastic containers come together to form some sort of world-renewal plastic machine? Does my vegetarian lifestyle eradicate the depletion of natural resources? Despite recognising my newish habits as a step in the right direction, the harsh reality is that my die-hard eco-conscious choices have minimal effect on the revival of our planet. Sure, every small step makes a difference, but real change requires widespread action.

With the World Meteorological Organisation and British Met Office recently warning that the world may temporarily breach the 1.5 Celsius mark within the next five years, further action is needed. 65% of consumers now demand greater responsibility from companies with regards to environmental action. The lack of air pollution because of the Covid-19 pandemic, provided societies across the globe with a glimpse into what a greener future could look like, and larger organisations are profiting from consumer habits.

The benefits of organisations going green:

Environmentally conscious consumers sit within the employment team of every organisation. Aligning with employee views will result in improved recruitment and staff retention. Employees will feel safer working for green businesses as there will be a healthier work environment.
Green companies and brands are typically more appealing to consumers, therefore an enhanced environmental brand image may increase competitive advantage within the market.
Switching to ‘smart energy’ practices and utilising methods such as energy conservation, recycling, solar power and reduced water usage helps to keep costs down.
Organisation situated within the ‘green’ space leaves them open to better investment opportunities.
Becoming a green business and relying on sustainable products will not only reduce costs but will also ensure long-term growth.

Already, some of the globe’s key players have begun implementing green initiatives to benefit from the brand image and monetary advantages attached to being 'green' (not the Kermit kind). Disney is working to reduce the indirect greenhouse gas emissions they emit through the reduction of electrical consumption at their facilities, while Amazon’s very own Jeff Bezos has pledged $10 billion to fight climate change. We’ve even witnessed an attitude shift within the quick-service restaurant industry. McDonald's have made us resent the plastic straw, while Starbucks coffee cups have come to resemble the fall of mankind.

Don't get me wrong, I'll keep rinsing those yoghurt pots. Developing raisin-like fingers for the sake of my minuscule contribution to a better world. My actions feel worth it knowing that wider organisational change is happening too, this is where a noticeable impact will develop from. The proof is in the uptake.

Is your organisation set to be part of the change?

In a world where technology continues to develop and business goals align to making money moves and saving the planet, having the right team behind you is key. While you focus on essential business activities, the dedicated recruitment team at Kelly will search for the worlds next best innovators to join your organisation.

If you're preparing for a green future and searching for the talent to keep the momentum going, Click here to register your interest with Kelly.

Fast-growth Companies Set to Drive Post-Pandemic and Post-Brexit Britain

Wed, 09 Jun 2021 10:08:59 GMT

As I scroll through my Twitter feed on a Monday morning, in search of mindless meme’s or a funny tweet to kickstart another week spent working from home, it appears that not all in the world is doom and gloom (cue the fanfare). After a year of mask-wearing and the little matter of Brexit, there may be some light peeking through the end of the tunnel for our neighbours across the pond with fast-growth companies becoming “beacons of hope” in the UK. In an attempt to mirror pre-Covid achievements, Chancellor Rishi Sunak announced a new reform in the 2021 budget which will invest in R&D intensive companies. For a moment, it seemed as though Britain was drifting further and further away from a sense of familiarity. However, this reform is hoped to claw back elements of normality and allow the UK to cling onto its position as a greenhouse destination for migrants within the science, research and engineering sectors.

Sounding like the name of a dramatic RTE documentary, ‘Future Fund: Breakthrough’ is a £375 million investment to be rolled out in early 2022. Imagine having that sort of money lying around…she writes as the electricity metre begins beeping…Its main aim is to encourage growth within UK start-ups and fast-growing firms such as FinTechs. The fund will match public money with private-sector venture capital. Let’s hope there’s a future Revolut, Monzo or SumUp in the mix! The reform will “provide a catalyst for growth” within the British economy in a desperate attempt to retain the UK’s position as a hotspot for tech innovation amongst the global players.

I sit, writing from my desk in the front room, overlooking the back garden where sprigs of new life flourish under the summer sun. Working from the office has become a mere sentiment of the past. The entire world turned on its head in 2020. While we recognise this shift to home-working as one of the key life changes associated with the Coronavirus era, something you may not have considered is how the lack of worldwide travel may be affecting access to overseas talent. UK nationals may think, "how does this affect me?". Well, according to EY the UK holds a 10% share in the global FinTech market, contributing a whopping £7 billion to the British economy per year. Without this access to qualified talent pools, the industry could eventually suffer from a lack of diversity , over-inflated salaries and a stunted sense of advancement. So yes, if left untreated, a lack of diversified talent may scar the industry as a whole, taking the UK down with it!

How will the ‘Future Fund: Breakthrough’ scheme help? Well, the government will provide fast-growth firms with access to international talent pools through the introduction of a Global Business Mobility Visa . This will allow global businesses to transfer the best and brightest overseas workforce to the UK without the usual immigration hassle – essentially these employees would be granted a ‘fast-pass’ entry in order to drive the economy and ensure continuous growth within the science, research and engineering sectors. This will be particularly important in improving the post-Brexit image because let’s face it… The UK isn’t looking all that hot right now. Having forfeited their EU status, the reform will allow the UK to move away from its tarnished image as a ‘no-go’ zone, and let overseas talent know that they are open for business! This is hoped to encourage talented job seekers to choose the UK rather than opting for employment within foreign markets, where competitors have substantially deeper pockets. This element of the reform will allow the UK to retain its competitive advantage and continue to trailblaze in FinTech .

Fast-growth companies are doing exactly that – growing at a ferocious rate and they need talent . Kelly can look after your talent needs, providing you with the luxury of time to focus on life-changing research and innovations. Perhaps you are hoping to find a job role within the FinTech industry? Our recruitment team can support you in finding the perfect position.

Why not find out more about how we can support your growing business or click here to contact a member of our team today.

Six Benefits Of An Internship

Wed, 09 Jun 2021 09:58:04 GMT

Today’s job market is a very competitive one: apart from an exemplary CV , employers expect you to have professional experience at a young age as well as excellent people skills. This is where the Permission Paradox comes into play – you can’t get a job without experience, but you can’t get experience without a job. If you have been asking yourself how to land a job without previous experience, the answer is – an internship. We asked our very own intern what her thoughts were on the benefits.

An internship:

Allows you to gain precious work experience & skills.
Encourages a sense of self-discovery and reflection.
Gives you a boost of confidence.
Increases your market value.
Opens opportunities for permanent job roles.
Expands your network of professional contacts.

It takes time and exposure to become professional within your industry of choice. Internships have a lot to offer if you want to take your first step within your career. It’s a safe environment where you can learn from your mistakes, be exposed to new ways of approaching tasks and be mentored by senior decision-makers within an organisation. Internships are a great way to bridge the gap between university and the professional world of work, allowing you to hone in on the elements of an industry which may have appealed to you during your studies.

Still not sure how you can kick start your career? Get in touch with us and we will help you discover what’s next for you!

How To Get Career Happy

Wed, 09 Jun 2021 08:25:37 GMT

We all approach the world of work differently. For some, a job is just another element of life, for others... it is their life. No matter what way you look at it, work is where we spend a considerable amount of time. The average person spends as much as 1/3 of their life at work , which equates to 90,000 hours over a lifetime. If we are to spend all of this time at work and still take pleasure in day-to-day life, it's essential that we view our jobs in a positive light.

Every role brings challenges at times, which is especially motivating if you're an ambitious go-getter who sets the bar high. To make this happen, you need to learn how to stay positive at work. Here are our top tips:

Learn a new skill

Sometimes, boredom may lead to unproductivity and a feeling of purposelessness. Have a chat with your boss and ask for a new challenge or a more demanding task. By mastering new skills, you open yourself up to new career paths and opportunities. Take charge of your own development and aim to have an enjoyable job that you are good at

Be a people person

An inherent part of human nature is to build and cultivate relationships. Take your time and learn more about your colleagues outside the office walls. However, a people person doesn’t just get along with their colleagues. A people person knows how to approach difficult situations that arise within the workplace. Trying to change them may leave you helpless. Therefore, you're better off changing the way you react to situations.

Take a break

When we feel tired, we make more mistakes and the quality of our work decreases. This is because weariness leads to less efficiency and decreases our focus. Include regular breaks in your schedule, take the strain off your eyes and rest your mind. You will notice an instant rise in productivity. It has been proven that as little as 17 minutes break every 90 minutes maximises productivity. So, before moving on to the next task, don’t forget to take a minute to breathe.

If you are to spend a significant part of your life at work, ensure that your role brings you some level of joy. Having said that, a lot depends on your approach. Keep these tips in mind and remember that if you can’t find even a dash of happiness in your current role, there are other jobs waiting for you! Kelly is always happy to help you find your dream job!

Click here to view our live roles, or here to get in contact with a member of the Kelly team today.

Creating a Menopause Policy That's Right for Your Organisation

Tue, 08 Jun 2021 09:29:35 GMT

Your first thought might be ‘do I really need to know about this?’…

Some of us haven’t come face to face with menopause yet but know it waits on the horizon. Others have never given it a second thought and situate themselves in a self-created ‘non effected’ category. However, whether you develop menopause yourself or want to support a menopausal friend or colleague, it’s bound to cross your path at some point in life.

3 in 4 women experience psychological menopause symptoms that can affect them at work. Kelly wants to help you develop personalised menopause policies and guidelines for your organisation. No two policies should be identical. Organisations vary, they have different cultures, leadership styles, job roles, approaches to equality, diversity and inclusion and wellbeing initiatives. So, menopause policies must be adapted to suit the organisation too.

There’s no one-size-fits-all.

Here are some of our suggestions on how to create a menopause policy and guidelines that will work for your organisation.

What do menopause policies or guidelines do?

Currently, it’s not the law in Ireland to have a menopause policy in place, but it is considered best practice. Organisations have increasingly been recognising the importance of creating guidance on how menopause should be supported within the workplace due to the benefits attached for both employees and the organisation as a whole.

The main aims of your menopause policy or guidelines are to:

Clarify how your organisation supports menopause
Outline principles and guidance
Identify roles and responsibilities
Signpost help and support
Engage your colleagues

Be sure to include these:

Introduction

It’s a good idea to start with a statement that links back to your overarching HR or wellbeing strategy. For example, ‘Our aim is to be a fully inclusive organisation and help all colleagues be at their best.’ Some include the legal frameworks that support menopause, others not. Most organisations are doing this because it’s the right thing to do and they care about their colleagues’ wellbeing.

Menopause facts and stats

We recommend including information such as the following:

Definitions: stages of the transition, and that it happens over many years
Age range: including early and surgical menopause
Symptoms: the most frequent physical and psychological to demonstrate the range

Menopause isn’t just an issue for women, so keep the language inclusive

Menopause is sometimes referred to as a ‘natural’ stage in a woman’s life but for a large number of women, it is surgical or induced. It’s therefore, more inclusive to simply refer to it as a ‘stage’.

Sometimes menopause is also classed as a time when women are no longer fertile. While this isn’t wholly inaccurate, it’s not something we’d recommend you use in your documents. Many women do have surprise pregnancies around their menopause – there is even guidance about how long to take contraception post-menopause.

And there’s an emotional side, too. For some women, reaching menopause can lead to a sense of bereavement if they haven’t had children or had another child. It’s essential that your policy is fully inclusive. Here’s a good example of an inclusion statement:

“Everyone's experience of menopause is unique. We experience different symptoms, have different views or philosophies around how we'd manage them and our own personal medical histories. Different cultures may 'understand' menopause in different ways too.

“Throughout this document, we sometimes use the terms 'women', 'female' and 'her'. However, we want to be clear that this is inclusive of everyone who goes through menopause or experiences menopausal symptoms as a result of hormonal changes.”

Managing menopause

It’s important to focus on describing, not prescribing. The emphasis should be on signposting accurate information about the different approaches to managing menopause (medical, complementary, lifestyle) to enable everyone to make informed decisions about what feels right for them. Encourage those experiencing symptoms to speak with their GP and consider signposting health and wellbeing support you provide.

Only signpost to reputable, factual resources, such as the HSE Menopause Guidelines . Providing guidance on how to prepare to talk to your GP about menopause or how to have a good conversation with your manager can also be helpful to include.

Additional information for managers

Some organisations create separate documents for colleagues and managers, and some combine these together. Again, this is about what fits your organisation. Additional things you could consider including are:

Roles and responsibilities
How to have supportive conversations
Suggested reasonable adjustments

Communication and access

There’s no point in having a menopause policy or guidance document if no one knows how to access them. Considerations around where your policy is stored and how it is communicated are essential. Who are your key stakeholders and how can you involve them? The focus should be on creating an easy-to-find and well-publicised document.

A policy alone is not enough

We would never advocate simply writing documents as a box-ticking exercise. Imagine you’re a menopausal woman, struggling with symptoms. If you can easily find the documents and be really clear as to how their employer will support them, that will give them a lot of comfort.

Equally, imagine you’re a line manager and someone puts a meeting in your diary to discuss menopause. It’s good for them to be able to fully understand your organisation’s approach, too.

Your policy or guidance documents should form part of your strategy for supporting menopause in your organisation.

As you can see, producing your menopause policy or guidance is usually a combination of established facts and information alongside your own organisation’s approach to menopause. These documents then need to be well communicated, easily accessed and, crucially, embedded as part of your whole approach and ethos surrounding menopause.

Having the right information at your fingertips before writing up a policy can make it much easier, and you’re far more likely to hit the right notes to support your overarching menopause campaign.

Menopause is not just a female issue, it’s an organizational one. Let’s treat it as such!

We want you to join us in becoming a diverse workplace. Recruit for a better world with the help of Kelly.

Click here to find out about what we do and how else we can support your organisation.

How To Make Your CV Stand Out

Tue, 01 Jun 2021 09:45:20 GMT

First impressions count. Your CV is the first thing that will be seen by any potential employer and could determine whether or not you’ll be invited for an interview. These days, more and more people use different means of searching and applying for jobs. This includes applying on LinkedIn or searching through social media job boards.

Despite new technologies allowing you to expand your job search in new ways, the traditional CV is still the most important tool in your job search kit.

Recruiters spend an average of 5-7 seconds looking at a resumé, so it’s vital that yours stands out immediately. Your CV should show off your skills and experience in a way that will make you stand out amongst fellow candidates. It should highlight you as a key applicant when viewed by recruiters and hiring managers. Our recruiters have developed some top tips for you to adopt when creating your CV:

Tailor your CV

The most important thing you can do is to customise your CV and make it as relevant as possible to the job that you’re applying for. Read the job application carefully and highlight specific skills and experience that you think will make the best impression on a recruiter. Show yourself as somebody who is well-suited to the job at hand. It’s also worth considering scrapping your ‘objective’ statement at the head of your CV for a more targeted tagline that shows employers what you have to offer, such as: ‘highly accomplished marketing professional with more than ten years experience developing multi-million-pound product lines’.

Use keywords

90% of Fortune 500 companies use ATS, or Applicant Tracking Software, to sort out ‘good’ CVs from the ones that they think are less suited to the job. This is particularly relevant in the modern world of online recruitment.

To find out whether you’re suited, the system will scan your CV and pick out certain keywords that are relevant to the job. As a result, it’s always a good idea to structure your CV in a way that will enable the ATS to pick out relevant information. Use keywords that are relevant to the job posting that you’re applying for and that are mentioned in the job posting. Label your professional experience ‘work experience’: this is the phrase that most applicant tracking systems are programmed to recognise. It’s also a good idea to upload your CV as a Word Document, which ATS systems can read, rather than a PDF, which they can’t.

Show off

Your CV is where you sell yourself: don’t be afraid to tell your prospective employer what you’ve done and why you think you’re suited to the role! Highlight your most impressive projects, incorporating measurable results wherever possible. Use action words such as developed, established, or managed, but omit personal pronouns: for example, use ‘accomplished’ rather than ‘I accomplished’. However, list your education, certificates and associations last; the information is important, but not more important than direct experience.

Pay attention to detail

Spellchecking your CV is essential. It’s the one thing that everybody hates doing, but it’s the most important thing you need to do when it comes to applying for a job. One single mistake and your CV will most likely be disregarded! So, proofread and check your grammar a couple of times, before passing it onto friends and colleagues to do the same. Remember, if you are careless when it comes to creating your CV, hiring managers may think you’re careless on the job, too.

It’s also a good idea to double-check that the information you have on your CV corresponds to what is present on your social media and LinkedIn pages. One in three employers reject candidates based on information they’ve found out about them online, so stay alert for anything you post that may reflect negatively on you.

Get formatting

A correctly formatted CV will not only save your prospective interviewer a headache when reading it but will also vastly improve your chances of being called for an interview. Be concise: your document should be no longer than two pages long, and it should be simple and professional. Avoid multiple fonts and sizes and use standard fonts like Arial, Calibri or Tahoma. Complicated formatting, tables and multiple columns should be avoided as ATS systems will not be able to read them.

When it comes to categorising your CV, be organised: use simple categories, and split sections up neatly into themes such as ‘Qualifications’, ‘Accomplishments’, ‘Work Experience’ and ‘Education’. You should also list the employer, job title, and employment dates- in that order, listing your experience and dates of employment in reverse chronological order.

Creating a CV that will really make you stand out as a potential employee is simple with these tips. Including tailored information, the correct formatting, and keywords that will help an ATS to identify you as a prime applicant for the role at hand. Utilising these steps will make you appear as a desirable candidate, even at a five-second glance.

At Kelly Services, we always make the extra effort to ensure we match the best candidates to the best jobs. Find out more about the roles we offer here or contact us here.

The Best Way to Holiday this Summer

Mon, 03 May 2021 10:19:25 GMT

The freedom of the open road: heading for sunshine and clear skies, new horizons and the savouring of a coffee and croissant in a little side-street café, map outstretched on the table. Where will the day take us …?

Hey, let’s dream. After these last few months of lockdown, we’re all looking to escape. The kids are climbing the walls, parents are in need of a break from the horrors of combined home-schooling and WFH-ing. We all need a get-away! Maybe it’s just a seed of an idea right now, but something to plan and look forward to when restrictions are eased.

With the slowed-down pace of life this past year and our regular walks in the local wood sand countryside, as a family we’ve felt a greater appreciation of the natural world and our place in it. We’ve had time to notice the gradual change from winter to spring: the green shoots of crocuses pushing through the soil in the park, the birds scouting for the best nesting spot – all the things we might be too busy to take note of in our usual hectic routines. And when thoughts turn to holidays, we’d like to incorporate this new awareness: how can we all b mindful of our environmental impact while indulging our love of travel and exploring?

Perhaps making the switch to an electric vehicle is now a consideration. Producing zero = carbon emissions and using around half the energy of a petrol-powered car over its life span, it’s the obvious choice for those who want to reduce their carbon footprint. Renting one for a short break might be a good way to test the water. Or if you’ve already made the change, how about venturing further afield with it and taking it across the Channel for a road trip?

The thought of packing the family up, throwing everyone in the car and heading out for new adventures has an awful lot of appeal right now. It’s still unclear whether overseas travel will be possible this summer, of course, but it’s never too early to get some ideas together, and I always think half the fun of a trip is in the anticipation.

Flying abroad may be curtailed for a while (and in any case, it’s not exactly environmentally friendly) but hitting the road in an electric car makes perfect sense for a European holiday – France, for example, has over 30,000 electric-vehicle charging points throughout the country which makes travelling easy. If you sign up with one of the European charging apps (such as Izivia, Plug Share, Chargemap, etc.) you’ll have info on the location of charging points, whether they are currently in use and how long charging will take, as well as the ability to make payment through the app.

For a hassle-free trip, it’s a good idea to plan your day around the location of charging points and aim to drive no more than around 100 miles a day (the average electric car has a range of 100-150 miles, although some higher-end models can run for up to 300 miles). A relaxed pace of travel will give you time to take in the sights – the Normandy beaches, an ancient chateau, the vineyards of Champagne, perhaps and to schedule charging sessions during mealtimes or an overnight stay. Many hotels in France now have charge points, as do numerous supermarkets, shopping centres, tourist attractions and motorway service stations.

Okay, time to dust off that old road map of France. Decisions: head west to Brittany, for rocky coves and quaint, medieval cobble-stone towns? Southwest, for wide Atlantic beaches and a few days of surfing and swimming (this gets the kids’ vote!) or a dash to Paris for a quick culture fix? A more extensive road trip is possible via the cross-channel ferry routes from Dover to Calais or Dunkirk in North-Eastern France, which offer easy access to Belgium, Germany, even Scandinavia (Norway, in fact, was voted best European country for an electric-vehicle holiday last year by carwow.co.uk).

With a quick and easy ferry crossing, you can be in France in no time, and the road is yours. French motorways are generally quiet (quieter still in an electric vehicle!) and relatively light in traffic compared with their Irish counterparts. It’s worth investing in a Liber-t tag if you intend to drive long distances on the motorways, as it allows you to avoid potential queues at the tolls.

Maybe, then, the next holiday is the perfect time to ‘go electric’. Hopefully, it won’t be long now before we can get back on the road, with a refreshed appreciation of our beautiful world, the freedom to explore new places and make memories. And linger over that coffee and croissant in an unfamiliar town, as a new day unfolds with all its possibilities.

Here at Kelly, we are trying to play our small part in building towards a better world. As the dust begins to settle after a stormy year, hope is on the horizon and it’s time for change. Our dedicated team of Engineering experts can connect you to the talent of tomorrow. The Electric vehicle's space will continue to grow, so don’t let the hiring process slow you down.

Check out how we can help you in the EV space today and let’s pave the way for the future ahead.

Ready or not! Here comes the Upskill era

Sun, 02 May 2021 10:17:54 GMT

The past year presented us with a crash course on the importance of lifelong learning.

Just over a year ago, when we thought the pandemic would last all of three weeks (how naïve we were), we were given a taste of the technological advancements we’re accelerating towards. Headsets became our best friend, while TikTok and virtual game nights became our coping mechanisms. We were forced to become agile and resilient in the face of a 73% increase in the WFH dynamic. Communication took place entirely within the online sphere, while learning was maintained within virtual classrooms. Is that it? Now that we’re seeing a gradual return to offices, do we really need to keep up to date with the world’s latest tech advancements and in-demand skills? Unless you’re a regularly updated machine, the answer is likely yes.

We have experienced firsthand how the world of work can be unpredictable. The last 15 years have seen the development of machine learning, hand-held smart communication and new battery life technologies, so what will the next 15 or 20 years bring? The idea that your graduate degree will determine every future role no longer applies. Of course, there are people out there whose childhood dream of becoming a doctor seems fulfilled every time they reach for their scrubs, for many this is not the case.

Artificial intelligence threatens to redesign the business landscape as we know it. Admin roles are already being written out entirely. An evolving world should be mirrored within the inner workings of an organisation. However, letting go of team members due to sub-par skillsets is a waste of valuable resources.

Instead, businesses should focus on upskilling and reskilling existing staff within the organisation. Why?

It increases productivity: Opportunities for development and growth are strong incentives to offer your workforce. According to Gallup , highly engaged business units have a 41% reduction in absenteeism and a 17% increase in productivity - engaged team members who experience opportunities for progression within their career will not only be happier in their role but also more productive!

It improves employee retention and enhances talent acquisition capabilities: Deloitte’s 2020 Millennial Survey discovered that the majority of Millennials prefer to be employed with businesses that offer upskill and reskill training programmes, seeing this as a greater opportunity to quickly move up the business ladder while also increasing job loyalty. Upskilling opportunities encourages consistent personal growth for the team. Besides, no one wants to work at a company that doesn’t invest in personal career development!

It creates a culture of learning: Lifelong learning allows employees to diversify their skillsets and allows the workforce to adapt to new ideas, concepts, and technological advancements. Simultaneously, the evolution of existing skills encourages gender and age gaps to be filled. Training needs to be embraced by the entire business, including C-suite executives and managers. Unless the entirety of the organization value lifelong learning, how can employees be expected to? Plus, this assists in the creation of innovative business culture.

Upskilling can be something small, like learning a new technology solution. Or it can be part of a much larger effort, like incorporating AI skills into the daily tasks of an employee. Sometimes, the rate of change is so big that skills must be entirely upended. Not only does this help to bridge the skills gap, but it represents a supportive employee culture. Reskilling also helps organisations to maintain institutional knowledge which cannot always be taught so easily.

Organisations need to look ahead at the roles which will be created as a result of the rapid evolution of technology, rather than just focusing on roles that are available right now. To advance within fresh business opportunities, preparing staff for what lies ahead will benefit both employer and employee in the constant race against technological advancement.

Is your business prepared for the tech evolution to come? Click here to explore the recruitment solutions we offer and how we can support your growing team.

Has the Pandemic set Female Leadership Backwards?

Sun, 02 May 2021 10:08:05 GMT

There’s no denying that female leaders have had their fair share of life-changing breakthroughs within the past century. From achieving equal voting rights, to ripping up the men-only job role rulebook. Reputations have been transformed from passionate hunger-strikers to confident covid-busters. With each female powerhouse having a stratospheric effect on the gender equality movement. Modern-day activists may not be hunger-striking, post-box burning individuals. Instead, these women have been aligning with passionate intellects such as Michelle Obama or New Zealand Prime Minister, Jacinda Ardern in the continuous battle of achieving equality for the sexes.

We like to think of women in power as representatives of the paradigm shift away from female repression, but are we really there yet?

Research throughout the course of the pandemic proves that we may be approaching an unanticipated series of potholes on the journey towards equality. In March 2020, the once-in-a-lifetime pandemic (taps the wooden table beneath her laptop) led to worldwide school closures and a complete uphaul in businesses activities. Evidence proves that Women’s jobs were 1.8 times more vulnerable to the crisis than men’s jobs. As a result, Covid-19 disproportionately impacted women in the workforce as they were forced to take on uncompensated caregiving roles at home and in life in general. The World Economic Forum had previously forecast that gender parity was 100 years from fruition. Since the outbreak of the pandemic, they’ve added a further 36 years to this calculation! Basically, coronavirus has cast a 36-year freeze over our gender equality development.

With women steering the way in some of the world’s most esteemed organisations, you may think that female leadership trends are on a one-way route to success. Not quite. If women are forced to leave the workplace, we’ll end up with far fewer women on the track to future leadership. The mass exodus of female employees is at risk of sending a message that they are unreliable leaders. Not only does this damage the female representation. It also has reverberating effects for businesses that benefit from maintaining a gender and diversity balance and risks stalling efforts to build a more diverse leadership.

Women bring a lot to the table – different perspectives, managerial styles and different ways of collaborating. Research has shown that firms with more women in senior positions are more profitable, more socially responsible, and provide safer, higher-quality customer experiences among other benefits. McKinsey research has found that gender diversity is key to financial success: Companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile.

What can organisations do to counteract the exodus of female employees?

Conditions in the workplace must be suited to accommodate the challenges facing women as they return to work. Pay attention to the training and development of females. Understand their roles as caregivers and being mindful of burnout. The onus is on businesses to remember the benefits which their female employees bring to the workplace. Curated support is essential. Of course, it’s easier said than done, but companies and brands need to invest in education, family planning, digital inclusion and unpaid care work.

Gender parity is about men and women considering each other as allies in the workplace. Reversing the regressive trend requires rigorous action. Participating organisations will be nurturers of future female leaders in the continuous battle for gender equality.

At Kelly, we are all about supporting diverse workplaces.

If you are searching for talent to support the development of a diverse team, find out more about what we do to recruit for a better world by clicking here .

5 Medical Device Careers to Consider in 2021

wow@shazamme.com (Default Author) — Fri, 02 Apr 2021 09:55:50 GMT

Thinking about a career in med tech? Or looking for your next step? There has never been a better time to jump in.

As an industry, the world of medical devices is built around improving lives and having a positive impact on public health; from research and development to implementing new technology and bringing devices to market, it covers a wide range of disciplines and specialisms.

If you’re considering a career in the med device industry, now is a great time to start researching and building those skills that could help you stand out from the crowd. If you’re already started on your career path, a booming medical technology sector across Europe means that there are plenty of new opportunities to learn and grow.

Here are five of the top opportunities which could inspire your career progression and applications in 2021.

1. Medical Device Sales Rep

For every piece of medical equipment which is designed and brought to life, a whole team is needed to drive sales and ensure that the equipment is picked up and used across the industry. This can lead to opportunities to work abroad as well as locally, and you’ll need knowledge of both the company’s services and products as well as a client’s needs and challenges. The best sales reps are those who are solutions-driven, people-focused, and able to work well under pressure.

2. Quality Assurance Specialist

Quality Assurance professionals are working in every corner of life sciences. They are the people who ensure that every box is intact, that every device is working, and every factory and manufacturing plant is operating under the correct safety and industry regulations. If you have a great eye for details and want to play a part in consumer and patient safety, this could be the role for you.

3. Medical Device Engineer

If you’re someone who loves solving life-changing problems and answering tough questions, you could be a great fit for a medical engineering career. Medical engineers usually start out with a biomedical engineering degree or higher education qualification before moving into a role with a pharmaceutical or healthcare company. Medical device engineers could go on to specialise in research, software, orthopaedics, imaging or a whole range of exciting areas.

4. Validation Specialist

Validation technicians or specialists are focused on testing systems and machinery to ensure that every device is working and delivering the exact same experience to users across the board. It is a crucial part of the manufacturing process and includes checking that testing apparatus is working thoroughly so that it is equipped to test the medical devices safely and effectively. Most validation specialists have an undergraduate degree in science or engineering, and many have a masters-level qualification.

5. Manufacturing Specialist

Bringing the devices themselves to life requires experience in handling machinery, developing, and understanding standard operating procedures, production and packaging, and final testing of the devices. It is an end-to-end process with multiple touchpoints and a whole host of specialisms to choose from. If you’re a logical thinker who likes to be hands-on, this could be the right career path for you.

What does your dream career in the medical device sector look like?

Take a look at our recent Life Sciences Spotlight: The Future of the Medical Device Industry in Europe to find out about the trends that are shaping the industry or explore our latest scientific vacancies.

3 Reasons You’re Not Attracting the Best Med-Device Talent

wow@shazamme.com (Default Author) — Fri, 02 Apr 2021 09:49:55 GMT

Before anyone had heard of Covid-19, the global market for medical devices and technologies was expected to grow by a further 6% by the year 2024. Now, with the pandemic increasing demand across the medical industry, companies have to funnel more investment than ever into finding the right people to continue to meet market demand.

As you explore our latest Life Sciences Spotlight, you’ll discover exactly what’s happening inside the med-tech industry – and why these extreme levels of growth aren’t slowing down anytime soon.

Are you ready to meet the increasing industry demand as we move through 2021 and beyond?

If not, why is that?

Reason One: You’re not engaging passive candidates

Did you know that 85% of candidates are not actively looking for roles? Every group of industry professionals you know is a potential talent pool – but to make those groups work for you, you first have to nurture and cultivate that group. Invite them to industry events, shout about your new projects, and help them to see what being a part of your company or organisation COULD be like.

Reason Two: You’re not delivering flexibility

This is something that is not exclusive to the med-device industry – far from it. The desire for flexibility is something that is growing across every market, with candidates looking to work on their terms, whether that means flexible hours, home working, or remote meetings.

That doesn’t just mean putting home working in the contract. In order to best attract and serve the talent you want, you have to be prepared to be flexible and negotiate with candidates around what is possible for both you and them.

Reason Three: Your staffing strategy is wrong

Without a clear strategy and insider knowledge of the Life Sciences and med-device industry, how can you attract the best and brightest talent? The fact is that most recruiting partners cover such a broad range of industries, that they don’t have the insider knowledge they need to tap into the right market and attract the best talent – and that’s where Kelly comes in.

Let us find the talent so that you can focus all your energy on changing the world for the better.

Want to find out more about the future of the life sciences in Europe? Check out our Life Sciences Spotlight: The Future of the Medical Device Industry in Europe .

10 ways your PhD helps you to stand out in the jobs market

wow@shazamme.com (Default Author) — Tue, 06 Oct 2020 07:16:05 GMT

You’ve achieved something amazing. You got your PhD!

This isn’t just a fantastic academic experience or impressive letters after your name; you’ve succeeded in one of the most difficult academic challenges around. What’s more, you’ve picked up an amazing array of skills along the way. Some of these are technical skills in the lab or academic skills in thesis writing or sharing your research. But you’ve also added an incredible array of personal and soft skills to your toolkit. These skills are something to shout about, so make sure you’re showing potential employers the great things that you can bring to their organisations.

Here are 10 ways that your PhD can help you to stand out in a crowd.

1. You think critically

During your PhD, you learnt to look at a problem from all angles, and you’re great at thinking critically about solutions and opportunities. This makes you a great fit for highly technical and challenging roles.

2. You can solve complex issues

Complexity is what you do. You’ve spent years thinking about big scientific ideas and new ways to solve them. Now, you’re ready to join the workforce and help create the future.

3. You learn fast

Years spent in academia mean that you soak up new ideas and knowledge like a sponge. You’re used to thinking on your feet and applying new information thoughtfully and with precision.

4. You’re a technical whiz

All those years spent in a lab or doing highly technical work elsewhere have paid off. You have impressive technical skills and you can’t wait to put them into practice.

5. You’re a natural innovator

As a PhD student, it wasn’t enough to know your specialist area. You had to be an active creator and innovator, adding to the field. This mindset makes you an incredible asset for any team.

6. You know how to project manage

You’re used to having lots of plates spinning and you know how to organise yourself and your team to get the job done. Potential employers know that your administrative skills are ahead of the pack.

7. You’re a great communicator

You’ve had to sell yourself and your ideas over and over again to get where you are today. What’s more, you’re an experienced teacher, and you know how to communicate with a diverse range of people.

8. You think strategically

You are always thinking beyond your next step, creating long-term plans that help to bring complex ideas to life. This type of strategic thinking will help you tackle any professional challenge that you face.

9. You’re committed to success

It’s not easy to achieve a PhD; it means years of hard work and sacrifice. Any potential employer should know that you’re prepared to do whatever it takes to succeed.

10. You make things work

Perhaps your biggest selling point is that you know how to make things work. You’ve faced technical challenges, red tape, and frustrating setbacks before, and you always figure out how to overcome them.

Ready to move from the academic world to the world of work? We can help. Check out our recent webinar featuring Emmanuelle Hoarau, PhD, for tips and insights on life after your PhD, or reach out to our friendly team for specialist scientific career advice.

Life after PhD: Where do you go from here?

wow@shazamme.com (Default Author) — Tue, 06 Oct 2020 07:11:00 GMT

Ok, you have your PhD or you’re working on it, but what’s next?

It’s a question that thousands of scientists and academics ask themselves every year. Transitioning from academia to a new professional role can feel like a big leap, but you already have many of the skills you need to shine. Our consultants and talent experts help people around the world to find their next move every day, and we’ve brought together the big questions that can help you to think about the specialism and industry that you’d like to land in.

Explore these questions to shape your thinking on life after PhD.

What are your biggest personality traits?

This is a big decision and it makes sense to start with you. There are lots of ways to explore your dominant personality traits, from self-reflection to standardised testing or an in-depth assessment with a work coach. We often use the DISC personality scale when we’re working with candidates, but there are other high-profile personality tests that you can find online. The important thing is to understand what type of role will make you happy. If you’re a details person then something in quality or regulatory affairs may be your perfect match, while outgoing influencers may thrive in a fast-paced sales role.

What skills do you have?

This one sounds simple, but you probably have more skills than you think. You need to explore not only the quantifiable technical skills that you have picked up during your academic career and internships but also the soft skills that shape the way you work. Soft skills could include a knack for problem-solving, adaptability, resilience, and leadership skills. Finally, mad skills are an important buzzword in talent right now, and they relate to outstanding skills in a key area or a strong entrepreneurial drive.

Do you want to be permanent or independent?

The world of work has shifted fast in the last few years and there are more independent and freelance workers than ever before. Working as an independent consultant could provide the freedom to explore different types of organisations, industries, and ways of working. However, you may be looking for a job with greater security and the stability to put down roots and really get to grips with a specialism. There is no right or wrong path, but it’s an important consideration for every science professional in today’s jobs market.

What does the jobs market look like?

Although much of this big decision revolves around internal factors, it’s also important to be aware of what’s going on in your local and global talent markets. You can get some sense of where opportunities lie by exploring job boards, being part of professional networks, and keeping up with the latest talent news and trends, but it’s always useful to have a conversation with an expert. Our friendly consultants have worked or studied in the scientific world and they can share personalised advice on the jobs market in your area of expertise.

Want to find out more about transitioning from academia to a new professional role?

Check out our recent webinar from Emmanuelle Hoarau, PhD, to discover more tips and insights on choosing your next steps. Or reach out to our experienced team for advice on matching with your ideal role.

How Do You Lead Multigenerational Workforces?

wow@shazamme.com (Default Author) — Tue, 06 Oct 2020 07:05:32 GMT

We look at the ways life science organisations can welcome workers of all ages.

Our life science workforces include a more diverse group of age ranges than ever before, often spanning 4 or even 5 generations. This offers leaders a great opportunity to gain unique viewpoints, develop new ideas, and understand the varying needs of customers and patients. But although multigenerational workforces come with huge benefits, it can be difficult to meet the unique needs of such a wide range of people. We take a quick look at some of the best ways to support your multigenerational workforce, below.

1. Offer Flexibility

Whether you’re dealing with a millennial who is juggling the demands of young children or a baby boomer who is in the second act of their career, flexibility is important to everyone. No one work style fits all and when you’re dealing with age-diverse groups it can cause friction to impose ways of working that can’t be adapted to individual needs. Embrace and champion flexibility, you’ll be rewarded with an engaged and more productive workforce.

2. Build Diverse Teams

The best way to drive creativity and innovation is through the creation of diverse teams, and you shouldn’t just be adding age-diversity to the mix. Gender, race, and social diversity can all help to create an atmosphere where innovation can thrive. For those developing new products and therapies, it’s essential to have diverse viewpoints that reflect the experiences of patients and consumers.

3. Avoid Stereotypes

Different generational groups may share some traits and priorities, but that doesn’t mean they are all the same. Remember to avoid stereotypes and to consider individual experiences and needs when creating processes that support and empower a truly diverse workforce.

Want to find out more about talent in life science?
Explore our spotlight series to gain insight into the issues that are shaping the industry today. Our spotlight on embracing multigenerational workforces is a great place to start!

A Tale Of Two Personalities@ Professional vs Social

Thu, 02 Jul 2020 07:20:02 GMT

We all have our own way of dealing with things, whether it’s at work or at home. The way we speak and socialise with our families and friends is usually different to the way we speak and socialise with our bosses and colleagues.

Our work life balance does not just include our working hours and the time we spend with others, it is also the way we behave and speak to one another. It’s not just being formal or informal that defines who we are as professionals and as members of society or families, it’s also the way we approach different situations.

For example, how often would you use slang when speak to your close friends or siblings? You would almost never do so with anyone at work, right? The words we say and the tone we speak in would be different. This itself is an aspect of our personality at work and around others. Speaking another language is a further example.

Some people may define the difference between professional and social lives as Conscious vs Code . With ‘code’ referring to attitudes at work, such as being punctual, getting work done and maintaining workplace privacy. Conscious ethics of a person may involve them getting drinks at certain times of the week, but their code should require them to have no drinks at all except for work parties.

However, this does not mean that our conscious and code are completely separate. In fact, there may be aspects of our conscious that affect how we implement codes. Such as our pre-existing values which we carry out no matter what.

This also means that there should be a limit to our conscious. While maintaining workplace privacy is important, having social privacy is equally important. Social media is a big part of our lives, whilst there may be things that we like to show of personal lives, maintaining a limit of what we expose of ourselves is important. Whilst you may not be at work, your behaviors on social media can cost you a job or may stop you from getting an offer. Making comments or sharing content that’s not even yours can be costly. So it may be worth going over some privacy settings .

Our working life and social life are more intertwined than we may think, but there are clearly some differences. Understanding these differences and similarities can lead to an effective and successful work-life balance.

So if you are looking for a new job , why not visit Kelly and we can find the right career path for you..

From Learning To Earning

Wed, 01 Jul 2020 07:37:10 GMT

So you’ve finished your education and now looking to start work. Those long weeks and months studying have led to this. Those all-nighters will now become regular weekly hours, most likely to be 9-5 jobs. Starting a full-time job can be daunting, or even challenging, but there are things you can keep doing, skills you should still use in your new career to ensure success in the job.

Everything that you’ve learned up until this point will now be put into practical use. The skills you’ve developed will be used on a regular basis. But just how different will it be?

One of the biggest differences you will find is that you will be more accountable for what you do. Whereas during university or college you may have found that actions or being late for a deadline affects you and only you, at work you’ll find that such actions influences everyone around you. As your bosses and colleagues are more dependent on what you produce, not being able to perform means the productivity of the department or the business will slow, so the consequences are bigger. For our tips on what not to do at work, click here .

You will not just be accountable for yourself, but also your team. You may have had one or two group projects as a student, but rather than you getting an individual grade for how well you do, at work your performance will directly affect the team results or even the business as a whole. During your time in learning you strive towards an individual goal, while you’re earning there is a much bigger objective which the business aims to meet.

This means that working as part of a team is now more important than ever. Just as you may have found while studying, there will always be different personalities in the office. Some people may not get along with you or may have differing opinions.

The way you handle such situations will define how you move forward in your career. Here is how you can deal with workplace politics .

Within any company, there is always a need to communicate with either a member of management, co-workers or to customers for you and the business in general to succeed . Just as you may have had formal communications with your lecturers or tutors, you will have similar communications with your managers and colleagues.

Using the right tone and language will go long way in building a successful career. Even with the right body language, which you may have had to show during presentations before, will impress your employers.

If you are looking to start a new job, visit Kelly . Get in touch with us and we’ll find you the best start to a new career.

The glitz and glamour of Monte Carlo: Our forecast of this weekend's famed F1 race

Wed, 03 Jun 2020 05:40:26 GMT

After an eventful Catalonia race, with many twists and turns, the F1 circus arrives in the glitz and glamour of Monte Carlo. Long-range weather forecasts predict rain, and we could have another shock on the cards. Not famed for the quality of racing, the Monte Carlo circuit could offer some surprises in the rain, as we’ve seen since its introduction in 1929.

All eyes will be on Charles Leclerc as his home crowd wait eagerly for the current championship runner-up to do well. Unfortunately, the Ferrari driver’s premature end to the race in Spain cast a shadow on his race to the title with questions about the durability of the Ferrari’s power unit. That, coupled with the fact that Charles is known for having a curse at his home track, does not bode well for the young Monegasques driver. If you are a Ferrari fan, one can only hope that crashing Niki Lauda’s championship-winning car a couple of weeks ago has used up his bad luck around the Circuit de Monaco. Only time will tell whether he can get the precious points needed to return to the top of the championship table in front of Max Verstappen.

Last weekend, Red Bull battled with intermittent DRS issues on Verstappen’s car. Let’s hope they have got to the bottom of the issue. However, DRS will not be a significant issue this coming weekend at Monte Carlo. The focus will be on low-speed grip and stability as the narrow track is known for its’ overtakes. The slowness of the track, does not mean that the cars will escape a challenge if the barriers don’t get the drivers first.

Mercedes seems to have taken a considerable step forward with the W13, and Russell is looking comfortable behind the wheel of the Silver Arrows giving Hamilton a real taste of his own medicine. In a season when reliability might decide the title, is it too late to write off Mercedes as they seem to have engineered a solution to the porpoising, by analysing the data from the previous races. Here at Kelly, we are always looking at the data to find unique solutions to find passive talent in a market when everyone is hiring, and no one is looking. It does prove the answer usually is in the data.

Hopefully, the drivers don’t get swept away with a strong tailwind this weekend, and we can have an exciting, nail-biting race on our hands. Unfortunately, the verdict is out on whether the teams will be able to keep their cars on track. We at Kelly wait eagerly for the build-up until it’s finally time to say it’s lights out, and away we go.

Finding, keeping, and developing tech talent: Mission impossible?

Wed, 03 Jun 2020 05:35:08 GMT

Great tech talent is more than a nice-to-have – it’s crucial for any modern organisation.

How can you get a hold on these sought-after candidates? Then, once they're in your organisation - how can you nurture their skills and retain them for the long term?

We scoured the latest McKinsey research to find out what sets tech talent apart. It turns out that companies who set hiring goals and look ahead to map future skill trends are more successful. Crucially, leading organisations take a highly precise approach, identifying specific skills so they can target the right people and build effective training programmes.

In this blog, we examine the hiring practices that could help your organisation engage and cultivate tech talent effectively. (Spoiler: It’s not mission impossible but it does take some hard work and forward planning!)

Think quality, not quantity.

The need for tech talent is so high that it’s easy to focus on quantity over quality, but that shouldn’t be the case. A single highly skilled developer could be as productive as multiple newbies. The most effective IT organizations work around small hubs of high-performing, highly motivated people who have the space to effectively show off their skills. These tech superstars act as ‘anchor hires’. Paying a little more for them can attract others who are earlier in their careers and want to work with the 'best of the best'.

Focus on adaptable learners.

Technology evolves constantly and the speed of change is only accelerating. Most tech professionals are used to learning on the job as their specialism adapts and grows. This means you won’t always find the people who have all the skills you need right now. But as long as you find people who are committed to continual learning, you can still tap into the support you need. It’s also vital to create a work environment where learning is encouraged and celebrated and where people have the time and resources necessary to build their skills and follow a flexible career path.

Get your tech talent involved.

No one knows tech better than techies! So it’s important to make sure they are a central part of the process alongside your HR team. Connecting with great talent should include opening recruitment channels within the tech community - such as at developer conferences and hackathons. It’s important to remember that not everyone follows a traditional educational or career path in tech, so keep an open mind and focus on skills and adaptability.

Move fast.

The hiring market moves fast in the tech world. Jobseekers know they are in demand and often juggle multiple job-offers. This means that a quick recruitment process is not only expected, but essential. If you take too long, your perfect tech hire will be long gone.

We know that finding tech talent within the constantly evolving market can be difficult. However, with this advice, the task should not be mission impossible. Our teams are here to support you in your search for the brightest tech-talent across Ireland. Click here to find out more about how we can support your organisations recruitment.

Testimonials

wow@shazamme.com (Default Author) — Mon, 01 Jun 2020 07:39:44 GMT

I am a recent recruit of Kelly and I can not say enough for the entire experience.

Everybody that I have dealt with within the company from day one has been incredibly professional, helpful and encouraging and made the recruitment process very enjoyable at this challenging time due to Covid-19.

Though the majority of my interaction with Kelly has been either by phone call or online through email and video calls given the current restrictions, they have gone above and beyond to make me feel comfortable at all times.

Overall it's been a fantastic experience and I would highly recommend Kelly.

Top Tips For Virtual Interviewing

Wed, 01 Apr 2020 07:42:32 GMT

As the Coronavirus pandemic continues, companies are continuing to hire to prevent business slowdown. More and more businesses are now starting to use virtual interviewing as a short-term replacement to face to face interviews.

While meeting a candidate face to face is the ideal medium, video interviewing can be just as effective when conducted correctly. The move to virtual interviewing is not unprecedented due to the rise in interview technology platforms available to businesses in recent years.

I have outlined below some top tips for virtual interviewing for both the candidate and the interviewer:

Top tips for Candidates:

Prepare : Ensure you prepare for the interview as well as you would if the interview was face to face. Research the company, interview panel and prepare for competency based interview questions etc.
Technology Testing : Make sure you have a strong internet connection by testing it and your video conferencing platform (Zoom, Skype etc.) beforehand. Do a mock interview with a friend over Skype if this is your first virtual interview to ensure you are coming across well on camera
Environment : Make sure you are in a quiet room with no distractions in the background. Furthermore, ensure mobile phone are powered off and any other possible distractions in reach. You are at home after all!
Dress to impress: Wear a professional business attire, the same as a face to face interview.
Facial expressions/tone of voice : Watch your facial expression and tone of voice during the interview. Look at the camera and do not come across as distracted or looking around
Engagement : Stay engaged with the interview panel from the start even though you may feel distant from the interviewers
Have a strong close : Ask relevant questions at the end to show your interest in the company and position and give a short summary your experience and thank the interviewer(s) for their time
Follow up : Send a follow up note after the interview, thanking the panel

Top tips for interviewers:

Prepare: Ensure you review the candidates CV and application as normal to give the virtual interview the formality of a face to face interview.
Technology : Test all technology and microphones to ensure everyone on the panel can be heard and prevent disruption's which can unsettle a candidate.
Backup plan: Ensure you have a backup plan if the platform you plan on using fails or there is audio issues, as can be the case with technology. Ensure you have the candidates' mobile number and email so you can easily make contact.
Distractions : Remove all distractions (phones etc.) before commencing the interview.
Communicate openly : As the interview is not face to face and you are not able to give the candidate a warm welcome and walk them to the boardroom, it’s important to mention and show that the candidate's time and effort is valued.
Time : Allow the candidate time to respond to each question and observe any time lags with technology.

Covid 19 - Advice

Thu, 05 Mar 2020 07:48:54 GMT

COVID-19 (Coronavirus), Kelly And You

Countries around the world are reporting outbreaks of COVID-19 (Coronavirus). While this news is troublesome, there is no reason to panic. The health and safety of our employees is a top priority for Kelly, so we want to share some important information with you. We are following guidance outlined by the World Health Organization (WHO) and the U.S. Centers for Disease Control and Prevention (CDC).

Personal Travel Guidelines

If you have visited a high-risk area such as China, South Korea, Iran, Italy, or Japan, or believe you may have come in contact with someone who has visited these areas or who has the virus, please advise your local Kelly representative and contact your local Department of Public Health for advice. Staff at the local Department of Public Health will provide you with information on coronavirus and advise you on what to do if you become sick. The Department of Public Health will advise on whether self-quarantine is required or not.

What you can do

To limit the spread of germs and prevent infection, practice healthy habits:

Wash your hands frequently
Cover your mouth if you cough/sneeze
Maintain social distancing
Stay home if you are sick and contact your local Department of Public Health for further advice when you have symptoms

Symptoms may include

A fever
A dry cough
Tiredness
Shortness of breath / difficulty breathing.

For additional information about the COVID-19 virus, including an updated list of high-risk countries, please refer to kellyservices.com .

We will update this page as new information becomes available. Specific questions can be addressed to your local Kelly representative .

Love Your Job Again

Mon, 03 Feb 2020 07:54:23 GMT

What does your typical day at work look like? The early 8am or 9am starts, the routinely responses to emails, calls and meetings, the managers and co-workers making work more difficult and stressful. All this and you haven't even reached your lunch break.

If this sounds familiar but does not sound satisfying, you're not alone. These are some of the reasons there have been so many resignations from jobs in the past few years. Businesses in the UK are at risk of losing an average of two-thirds of their staff due to low job satisfaction . It doesn't seem to be getting any better either. In fact, job satisfaction has plummeted to around 30% in a study as recent as 2018-19 . Who knows how low this it will be in the future.

You may have to say to yourself, is it worth staying? Is it time to do something with the job that you have fallen out of love with? We all would like to have a job we love. It can be a basis to progress ourselves both personally and professionally .

There are certain steps you can do to rediscover your career mojo . After figuring out what exactly the problem is, it may be best to speak to someone about it. Either a co-worker or a manager, someone should know how you’re feeling. Simply talking may have a better turnout than you expect.

If nothing much has changed, if the managers are still being difficult , then it may be time to move on .

After landing your new role, you would have to get used to a whole new work environment, for tips on starting with a new work crowd, click here . That should not be a problem. It will take its own time, as long as you are in a position where you can start to love being at work again.

Love is in the air this February at Kelly. If you are looking for a job you can love, check out our latest jobs and discover a new passion to work. Remember, it’s NEVER too late to start a new career .

Time For A New Job?

Tue, 10 Dec 2019 08:04:49 GMT

We all get caught up in the busy schedules of our everyday lives, and we often don’t realise when we start working on auto-pilot. As a matter of fact, studies show that the average rate that a UK worker changes employers is every 5 years . We all set up timelines of our careers in our heads, but can you recognise when you’ve reached the end of your journey with an employer?

With every job you take on, the beginning will always be challenging - let alone plain nerve wrecking! And even with an uneasy stomach, new people to meet and new expectations to rise to, there is something so satisfying about overcoming a seemingly impossible hurdle. Challenges help us grow and learn, and we get better with practice. With time we can handle more and more tasks at once and get to know the industry like the back of our hands.

And as time goes on, and we continue to improve, we get so caught up in our work that we stop seeing tasks as challenges; and the magical satisfaction seems to vanish along with it. There comes a time where we all take a break to “wipe the slate clean” and “start fresh” but having the guts to do such a thing out of the blue can be terrifying. Here are some tips to help give you the push you might not realise you need.

Look at the goals you have currently for your job. If you don’t have any, have a think about your current position and what you’re achieving, how can you improve?
Do some research on other possible paths to take regarding your career.
Visit some networking events, you never know who you might meet and what opportunities could pop up!
Slow down. We’ve become accustomed to having a busy schedule and have started to take pride in not needing a break. It’s okay to take a time-out and come back to take a look at our job with a fresh set of eyes.

Learning new things has no expiry date. Weather you need a little push or just a little break, don't be afraid to throw yourself into the deep end. And while you may be at the final stages with one employer, don’t allow it to be a daunting thought or hit the pause on your career.

Need some inspiration? Explore some tips on figuring out your dream career . Don’t forget to check out our latest job offers on our website ; go out there and seek fresh opportunities, there’s a world of work waiting for you.

How to Cope with Difficult Management in the Workplace.

Wed, 06 Nov 2019 08:13:23 GMT

Management plays an integral part in the modern workplace dynamic. You expect your manager to (at worst) have the required leadership skills to steer their teams in the right direction. Great managers will go that additional step further encouraging an esprit de corps among you and your colleagues, while also supporting you as an individual. Sadly, these types of bosses are few and far between and not many people can relate in enjoying such a privilege.

In contrast, bad management can be detrimental to you and your colleague’s work life. Poor leadership skills and bad boss-employee relationships can often result in a disrupted, and occasionally even hostile, workplace environment, having adverse effects on employee wellbeing and thus culminating in lower productivity. Whilst this is far from an ideal situation for anyone to find themselves in, questioning your boss’s integrity and leadership is a daunting prospect and one which is preferably avoided. Recognising this, we’ve put together some useful tips to make dealing with difficult bosses more bearable …

Find out if the feeling is mutual: there is the possibility that your boss feels the same way about you as you do about them, giving the illusion that they’re a bad boss when in reality, it’s your own fractured relationship which is the cause for office tensions. If you suspect this may be the case, try opening a dialogue with your boss and resolving any issues you have face to face. You may find that once you’ve engaged in a professional discourse with each other, resolving future issues will be less of a problem and will come more naturally.

Make sure it isn’t just you: if your colleagues don’t seem to take issue with your boss’s actions quite to the extent that you seem to, then perhaps you are the one with the problem. It’s quite possible that you dislike your boss on a personal level and it’s this overbearing antagonism which has pervaded your judgement. As a result, you’ve convinced yourself that they are a bad boss without any real rationalisation in doing so. Try and identify what specifically makes your boss “bad” and if your findings point mostly to their human traits and less to their managerial aptitude and approach, you may want to take a step back and reconsider whether they really are bad at their job or whether you just take offence with them as a person.

Follow your gut instincts: if you are absolutely positive that your boss is in the wrong over a particular decision, do not be afraid to take matters into your own hands and follow a course of action that you know will be benefit your work. Most bosses will appreciate you striving to achieve better results for your company, however, be sure not to completely undermine the choices your boss makes. This, more often than not, will be interpreted as deliberate insubordination and can lead to further strains in your relationship, so be sure to keep your boss in the loop and to seek out their approval. Results get you noticed, the route by which you take to get to them will often be overlooked.

Empathise with them: try and remember that your boss is human like you, and that they too go through the ups and downs of everyday life. Everybody has their off days, so next time your boss does something that leaves you feeling cold and contemptuous, attempt to ascertain whether there may be some particular reason for this behaviour. Of course, some actions are inexcusable and cannot be dismissed as the result of someone going through a rough patch, but more often than not, there will be some identifiable factor making them act a certain way. It might be worth asking your boss if they require any additional help and being nice in an attempt to see whether this has any lasting effect upon their mood. However, you shouldn’t need to be a sycophant in order to get your boss to be nice to you, so be wary of whether your best intentions are being taken advantage of.

Quit: If all else fails, try and find a new job. Check that when looking for a new job, you use your prior experience to ensure you don’t end up in a similar predicament. Search for the signs that you may be dealing with another tricky boss: do they come across as insincere? Does there seem to be a nasty streak? Do the employees look happy or do they look impassive and/or disenfranchised? Try to take all of these factors into account when going for job interviews at new companies.

Finding your dream boss may seem like a pipe dream to many, especially if you’ve had to put up with bad management for an extended amount of time, but nevertheless, you should never settle for anything which actively causes you discomfort and makes you question whether it’s even worth going in to work. Believe it or not, most managers will have your best interests in mind; it’s part of the reason why they get to where they are in the first place. So, try and stay positive and remember you always have a say in how you work and who you work with.

Do you happen to be looking for a new job? Begin your search here!

The Death of the Daily Commute

Mon, 04 Nov 2019 08:10:15 GMT

Picture your typical working day. The tenebrous early starts, the sombre footslogs to the station, the overpacked cheerless carriages, the disenchanted and generally misanthropic looks on the faces of your fellow commuters. And all of this before you even reach your place of work. Now imagine a world where none of this preliminary hardship was necessary. Where you arrived at work and it didn’t feel like you’d been run over by a bus. This seemingly hidden utopia can be affiliated to a phenomenon known simply as working from home.

Telecommuting doesn’t require any of the aforementioned trials and tribulations of getting from home to work and vice versa. Instead, you simply have to roll out of bed, switch on a laptop and you are (quite literally) in business. So why, in this so-called age of information and technology, do a vast majority of us still undergo the hassle that is the daily commute and is it really becoming obsolete, or can telecommuting be dismissed as yet another millennial fad?

The first and most obvious advantage of not working from a traditional office is the act of not commuting. Several studies have shown that the act of commuting for many individuals is the most stressful part of their day and thus can have adverse effects on both their mental and physical wellbeing . The added time constraints and travel costs associated with traditional methods of commuting are also large contributors to this same stress factor, one which is completely negated through telecommuting.

Another benefit which has become apparent for some people is the effect it has upon their ability to concentrate while working. A noisy workplace can be the ideal environment for many employees and can help in keeping them motivated and on track with their work. However, for some individuals, any ambience is bad ambience and can impact concentration levels and productivity in a more traditional work environment. These types would benefit massively from working from the comfort of their own home , where typical workplace distractions can’t affect them.

This doesn’t suit everybody though and you may find that for some people, the easement of the home provides too docile a setting, which is counterproductive for working and thus doesn’t offer the motivational and competitive atmosphere found in an office. Working in solitude can sometimes be lonely too, however what telecommuting does provide for some people is an escape from their bosses or coworkers who they may not necessarily see eye to eye with . That being said, most people would agree that working at one’s own pace is more ideal and can relieve a lot of pressure brought about by looming deadlines etc. In this case though, it is entirely down to individual preferences regarding whether you work better at home or in an office.

So for many workers, telecommuting could well be the future. With the average age of employees in the UK falling and with the rise of the millennial way of life, more emphasis is being placed upon flexibility around work. It isn’t entirely out of question that one day, commuters may be in the minority when compared to telecommuters. Many companies seem to be recognising this and have already invested heavily in telecommuting employees and have seen results.

Want to find out more about the goings on in the world of work? Search through our other blogs here and if you are looking for job opportunities, you can find our jobs page here!

8 Things Not To Do In Your First Year Of Work

wow@shazamme.com (Default Author) — Wed, 05 Jun 2019 09:28:48 GMT

After long weeks of CV formatting and interviewing you’ve finally landed a job. Whether it’s your first ‘real’ job or just another step in your career, it is a big deal.

We’ve already talked about the dos and don’ts of your first week in a new job, and now it’s time to focus on the big picture – how to make the most of your first year at work. So, here we go, eight things you should avoid by all means:

Be lenient about the dress code - a stylish appearance will go a long way towards people perceiving you as a professional and not the new kid on the block. Looking put together will also make you feel good. Having said that, your outfit should be comfortable enough so that you feel confident.
Skip out on networking events – once you land a job it’s easy to assume that you don’t need to make the effort when it comes to making valuable connections at your company. But if you see an opportunity to network, especially with people in whose position you would like to find yourself one day, you should go ahead and have a talk with them.
Stay in the office longer than everyone else – This is a common misconception, and while working longer hours when a deadline is looming is sometimes inevitable, working longer hours every day may backfire on you. People might develop the perception that you’re not coping well with your workload. Ultimately, your work should be about results and not how many hours you spend in the office.
Feeling like you are above a certain task – as a new person in the office you need to be flexible and open to various types of work. Show that you are a team player by helping people out even if it means doing something beyond your job title.
Get into the habit of being late – running late to work can affect your colleagues’ morale and the overall team spirit. It’s unfair towards your colleagues who arrive on time and is likely to impact collaboration. Find out what time people come to the office and adjust to their culture.
Forget to write things down – we tend to overestimate our memory and think that we automatically remember everything. Writing things down helps us remember things as everyday life happens to be hectic at times and we often lose track of what is most important.
Trust people too easily – it’s good to build strong relationships at work but keep your eyes open as the same colleagues may not have your best interest in heart. Always be polite yet try to aim for balance, especially when you are new in the office and you hardly know your work mates.
Quit when it’s not perfect – in the eyes of future employer or recruiter job-hopping is a red flag. Don’t make any hasty decisions and aim to stay at your work for at least one year, otherwise you risk being seen as unreliable. Or worse, people may even think that you are a quitter because you are simply not good at your job.

The first year in a new work environment is about gaining experience and learning new things so don’t be too hard on yourself if you make a mistake, it happens to everyone.

Armed with our tips, you can now start your new job in the best possible way! Or maybe you are still looking for a job? Have a look at our jobs and we’ll help you find what’s next for you in your career.

What’s next. Is Galway the city for you?

Wed, 05 Jun 2019 08:17:21 GMT

With over twenty years in the Irish market, Kelly has seen the business landscape change as the country capitalises on its outward approach to business investment in the country. Businesses have benefited from a skilled and dedicated talent pool in the west of the country. With over 32,000 highly skilled professionals currently employed nationwide, Ireland’s medical technologies industry is one of the largest in Europe and is recognised as a centre of excellence globally.

Galway – The place to be

Over the last number of years, Galway has become a hub for some of the largest companies within the medical devices industry in Ireland. Companies investing in the region has meant increasing levels of employment and investment to Galway and the wider region. Increasingly the city is seen as an innovation hub, one example of this is Medtronic’s facility in Galway a “Centre of Excellence” for the manufacture and development of their key medical technologies. Galway’s location and the availability of skilled professionals has allowed it to attract global companies such as Boston Scientific, Merit Medical and Creganna Medical and the talent required to work in these companies.

Furthermore, the success in Galway for companies such as Medtronic and Boston Scientific has also attracted other companies to invest in the region. In more recent, years we have seen a wave of start-up SME’s establish a base in Galway and its surrounding areas including Novate Medical and Kite Medical.

How did Galway discover its niche?

According to the Galway Chamber of Commerce, Galway employs one third of the 25,000 medical devices employees in Ireland. In 2014, John Breslin, an online entrepreneur who advises some local start-ups and who is also a Senior Lecturer at NUI Galway summed up the growing medical technology space at the time as follows:

“If Ireland is Europe’s new Silicon Valley, Galway is its San Francisco” - Barry O'Sullivan

There have been a number of reasons for this expansion in the medtech sector in Galway and the West of Ireland. Firstly, the availability of skilled graduates from local colleges such as NUI Galway and GMIT which has attracted companies to establish bases in the region. NUI Galway and GMIT are part of the reason for the success of the sector and attracting graduates to remain in the city after graduating. NUI Galway is a global hub for the medtech sector and launched the CURAM Centre for Medical Research a number of years ago.

In addition, Infrastructure is no longer a problem either. The development of the motorway network with Dublin now only 2 hours away, meaning meetings with key stakeholders is no longer an issue.

Why is this happening?

The West of Ireland has always had a legacy of out-migration to the bigger cities in search of employment opportunities. Many candidates feel career opportunities are mainly in the bigger cities and surrounding hinterlands like Dublin and Cork. Perhaps there is still a perceived wisdom that Dublin is the place to be to advance in your career. This has resulted in a skills shortage in the region for skilled positions such as Process Engineers, Quality Engineers, Manufacturing Engineers, R&D Engineers and Automation Engineers. Skills shortages in the region is a major concern facing companies who are looking to attract the best talent to their organisations.

Dublin vs Galway: A tale of two cities

There is no doubt that salary will play a major part in any individual’s career choice. On average salaries in Dublin tend to be higher than the rest of the country and this may be playing a part in people’s decisions on their base.

Firstly, we need to take into account the cost of living in Galway and the surrounding areas compared to living costs in Dublin. Expatistan.ie compares the cost of living between cities across the world. It states that it costs 22% less to live in Galway versus Dublin. The primary difference here is the cost of either buying a house or renting accommodation in the west of Ireland. While salaries in Dublin may be higher, many professionals may be in a better position financially by heading west.

Is Galway for you?

Galway also has a lot to offer candidates in addition to career opportunities such as a vibrant city, events and festivals, a rich culture, the “Wild Atlantic Way” and excellent night life and entertainment venues. Galway has been selected to be the 2020 European Capital of Culture which is great for the City and wider region.

Between NUI Galway and the Galway/Mayo Institute of Technology, Galway has a whopping 22,500+ students . A young and vibrant population means there is always a great atmosphere around the place no matter what day of the week and as a graduate of NUIG myself, I can definitely vouch for the place!

With a rapidly expanding medtech sector coupled with a talent shortage for highly skilled professionals and a vibrant city full of entertainment, there is no doubt that Galway is the place to develop and grow your career at the moment.

About the author:

Originally from Athlone, Niall has been based in Galway for the past four years. Niall Curley is an Onsite HR and Recruitment Account Specialist at Kelly with extensive recruitment experience and market knowledge mainly in the Medical Device, Pharmaceutical’s and Life Science sectors focusing on the Midlands and West of Ireland. Reach out to Niall by emailing niall.curley@kellyservices.ie.

Dealing With Workplace Politics

wow@shazamme.com (Default Author) — Mon, 03 Jun 2019 09:21:50 GMT

Love it or hate it, office politics exist in every company. Whether a new employee or a somebody with long tenure, you should be aware that neither engaging too much in workplace politics nor ignoring it altogether can have a positive impact on your career. So, the big question is how can you manage workplace politics?

What is office politics?

‘’Office politics arises when employees tend to misuse their power to gain undue attention and popularity at the workplace. Employees indulge in work politics simply to tarnish their colleague’s reputation to obtain advantages and come in the good books of their superiors.’’ - Prachi Juneja, Management Study Guide

Two types of workplace politics can be identified – bad and good politics. Being able to distinguish between negative and positive office politics is critical for your career as they may affect not only your chances for promotion but also your working relationships with your colleagues.

‘Good’ office politics

According to The Muse , ignoring office politics altogether may have negative implications for your career and you should aim to be positively politically savvy. This requires the following skills:

Social astuteness. This involves watching your colleagues and how they get on with the managers and senior people in your company as well as observing informal social networks.

Interpersonal influence. Look for the co-workers whose voice is heard and who have the ability to influence others. Just keep in mind that these kinds of people don’t have to be in senior roles.

Networking ability. Once you know who has the power to influence other people in your office, start building stronger relationships with them.

Sincerity. Last but not least, always make sure that your relationships are sincere and not mercenary – only then you will build long lasting rapports and trust.

‘Bad’ office politics

If not handled well, office politics may affect your career in a negative way and can lead to:

Increased conflicts and tensions between co-workers. This in turn, may result in lower job satisfaction and overall happiness of employees.
You may get labelled as the office gossipmonger. Clearly, this is not something to be proud of.
One toxic person can destroy office culture and drive other employees out. Especially if the gossiper is not held accountable for their poor behaviour.
Gossip can hurt. While some people will ignore it, others may not handle it well as not everyone is resistant to gossips.

How to handle office gossips

Keep it for yourself. While getting things off your chest may seem helpful, you should only share your frustrations with someone who you trust 100%.
Don’t bring up controversial topics. While some people will appreciate that you have strong opinions, others will turn discussion into a heated argument.
Don’t fuel the fire. Never pass gossip along…ever. Even if it originated somewhere else, once you repeat it you become part of the gossip vicious cycle.
Avoid the gossiper. If someone starts gossiping to you, you can always gently change the topic or pretend to be busy.

Gossiping is deeply rooted in human nature, but it’s important to remember that repeating information that could harm another person can also have negative effects for you. Practising bad politics may have a detrimental effect on your career and that’s why instead of being oblivious to it, you should be alert and react accordingly. Whereas practicing good office politics can help you establish a strong position in the company or even get promoted. So next time you’re going to share information, ask yourself one question ‘Would I want someone to say that about me?’.

Figuring Out Your Dream Job

Mon, 03 Jun 2019 08:22:16 GMT

We all want to land our dream job. However, a 'dream' job means something different to everyone. It can be something we're passionate about or something that reflects our values and priorities. While some think a dream job means earning a high income, others dream of following their childhood passions. Gone is the desire to work for one employer for 40 years, keeping the same 9-5 routine. Millennials seek a new and empowered way of living. So, is there such thing as a ‘dream' job?

Do you need to know what your dream job is?

Many young people say that they haven’t figured out the career path they want to pursue, let alone their dream job. If you don’t know what your dream job is, don’t worry! Although often expected, it’s presumptuous to assume that a young person who has just left school, started college or recently graduated will know what career they want to follow. Even if they sometimes do know, very often they end up changing their mind. The number of people who settle on a college degree, and work with that degree for the rest of their lives is declining.

Also, it’s not very likely that the first job you land will be the one you’ve been dreaming of. It may take some searching before you find something you truly love – the average age at which adults find the job they’ve been dreaming of is 33 , so don’t get panicky if you haven’t found one yet

What are millennial dream jobs?

When asked about their dream job, many millennials say that they would eventually like to move to part-time work or land a flexible job. More and more millennials simply want to 'live their best life' and capture the essence of the work-life balance . What matters now more than ever is how well their job can fit into their life, not the other way around.

How to figure out what’s next for you?

When figuring out what your dream job is, you shouldn’t idealize it. No job is perfect and your perception of the ideal job can change dramatically throughout your career. If you have been asking yourself ‘What career is right for me?’, here are some tips that will help you identify your dream job:

Expose yourself to new experiences.
Evaluate your past experiences.
Talk to other people and find out what a dream job means to them.
Focus on the culture and environment.
People first, jobs second.

Landing your dream job requires trying diverse things and keeping your options open. Having said that, the meaning of a dream job is constantly evolving, with Millennials taking it to a whole new level by viewing it as a less pivotal element in life – pursuing personal fulfilment over job satisfaction. Are we about to start a new era where the work-life balance finally becomes an inherent part of life?

If you're searching for your dream role, click here to get in touch with a Kelly recruiter today.

How To Stay Productive When Working From Home

wow@shazamme.com (Default Author) — Tue, 07 May 2019 09:33:45 GMT

No commute, no dress code, better work-life balance – these are just a few benefits of working from the comfort of your home. However, working remotely is not all sunshine and rainbows – many home workers struggle with self-discipline and productivity.

At Kelly we recognise that there’s a need to ditch the script and embrace new ways of working. Based on our employees’ experience, in this article we provide some tried and tested tips on how to stay productive when working from home.

Set work hours - Starting on time and setting standard working hours will go a long way towards your self-discipline, but also will strengthen your focus. Your family and friends should also be aware of your work time.
Reduce distractions - Whether it’s your kids, pets or mobile phone. The latter one can be especially deceptive – keep your mobile phone at bay as it’s easy to lose the track of time once you start scrolling through your news feed.
Don’t work in your PJs work self weekend self - Having said that, there’s also no need to wear your best suit. But putting on something comfortable yet presentable will help you separate your work self from your weekend self. Dr. Karen Pine , who gives lectures on the psychology of fashion, states that, “When we put on an item of clothing, it is common for the wearer to adopt the characteristics associated with that garment. A lot of clothing has symbolic meaning for us, whether it's 'professional work attire' or 'relaxing weekend wear', so when we put it on we prime the brain to behave in ways consistent with that meaning.”.
Stick to your morning routine - One of the main benefits of working from home is the fact that you devote less time to your morning routine and on top of that you earn extra time as you don’t have to commute to work. However, this shouldn’t be misinterpreted with an absolute lack of routine.
Have a permanent work space - Once you decide which part of the house is best to work, keep it neat and declutter on a regular basis. Invest in good lighting and add some colourful gadgets which will have an inspiring effect on you.
Get out of the house - Discipline doesn’t mean that you have to stay in the house and feel like you are in prison. Have a stroll or grab lunch with your friend, just like you would do in the office.
Socialise with others - Working from home can be lonely. Hang out with your friends after work or pop in to your office every now and then and say hello to your colleagues. Make sure you attend conferences and events which will help you make new connections.

For many, working from home is a dream come true and it’s no wonder why. Having said that, if you are seriously considering a remote job you will need to excel at self-discipline so as to maintain job satisfaction and to further progress your career. The good thing is, nowadays hundreds of employers allow flexible working and therefore there’s plenty of opportunities to choose from. So, stop dreaming and search for your new flexible job today!

Why Working Part-Time Is Becoming The New Norm

wow@shazamme.com (Default Author) — Wed, 03 Apr 2019 09:39:47 GMT

Every year more people switch to part-time work. So much so that it’s becoming one of the fastest workforce trends globally. Whether you are a student , a parent who needs to take care of their children, or you simply want to enjoy more free time, in this article we look at advantages of a part-time work.

Time - Time is probably the most significant benefit of working part-time. This may be especially appealing for parents or caregivers who need to take care of their children or other loved ones. Having kids undoubtedly involves higher financial commitments. As a parent you will need to look at how much time away from home and kids you are ready to trade for extra income. However the rise pf the part time worker also affects non-parents. More time also means that you will be able to pursue other activities. You will finally have enough time to learn another language or obtain professional certification that will open the door for more opportunities.
Career progression - Part time work can be a springboard to full time career. Especially when you don’t have experience or if you need additional certification in order to rise up the career ladder.
Better work-life balance - It will not come as a surprise that employee burn out is on the rise. Employees often don’t have time to pursue their passions. Individuals with good work life balance can also avoid professional burnout, which often occurs as a result of overworking. Companies are now recognising this more than ever and are offering employees more flexibility.
It doesn’t necessarily mean you will be poorer - Part time workers often reflect on their lifestyle and adjust it to their income. This often results in reduced financial stress as one doesn’t need to worry about maintaining an expensive life style. Part timers can also learn how to handle their finances more carefully.

When deciding whether you should be working full or part-time, there are four primary things you need to take into consideration: your personal choices, your financial priorities, skills you currently possess and required skill set. The best thing to do is to test different working patterns and see which one works best for you.

Part-time employment can be a great way to design the best life to suit you. As everything in life, working part time has pros and cons and you need to find the best solution for you. If you want to try to work smarter not harder, check our current part time jobs .

A Graduate's Story

wow@shazamme.com (Default Author) — Wed, 06 Mar 2019 09:45:22 GMT

Kirby is a recent graduate from University College Cork where he studied ecology.

‘I first started to work with Kelly Services in June when I approached them to work as a product builder with Cork based company. A friend of mine had worked with Kelly and recommended the role to me. I had spent the last seven years working in retail so becoming a product builder was a brand-new role, but I felt it would be a great fit for me and my life right now. I have to be honest the training and induction were great as I feel I was given the time and to learn the skills needed for the role.

I worked with two consultants in Kelly, Kayleigh and Lynette and both were great. They were on the ball and really communicative. If I had a question they followed up by the next day at the latest. I had consistent phone calls explaining the role, its duties and what it entailed. This meant that my expectations were always fully managed which was beneficial when I was going for what was essentially an unfamiliar role.

I had never really worked with recruitment agencies during my retail career. The few that I had dealt with were because I had perhaps applied for a job online, but more often than not I never heard back from them which was frustrating. Therefore, I was pleasantly surprised that Kelly was true to their word, never pushed me off and always followed up.

I had never heard of Kelly Services before but the level of service from their business has been exceptional and they have been really attentive throughout my time with them. They have really great people and they’re not bothered by a huge number of questions.

One other thing to mention was that when I first approached Kelly I was still working in retail and they were really good about trying to accommodate meetings around my shifts. The team had an understanding that my life didn’t stop just because I was looking for a new job and I really appreciated this real-life approach.’

How To Switch Off From Work

wow@shazamme.com (Default Author) — Wed, 06 Feb 2019 10:02:04 GMT

The average person works 40 hours a week. Sadly, in today’s world of work overload and non-stop notifications, work life often takes over our personal lives. Many of us catch ourselves thinking about work even during off hours. Taking work tensions back home can be damaging for your relationships, your health and your well-being.

In this article we explain how to stop intrusive thoughts about work flooding your mind.

Work Life Balance

The ideal ‘balance’ can vary at different stages of the life cycle and it’s primarily a question of individual choice. People experience WLB in a different manner, with some needing more ‘me time’ to achieve it.

Why do we work long hours?

Some of us have no choice but to work long hours to make ends meet, while others stay late in the office due to heavy workload. There are also people who truly love what they do and it’s their free will to clock out late.

Working overtime may also depend on cultural disparities . In some countries, taking on extra hours demonstrates commitment to work and employer. This is especially the case in many Asian countries, where individuals who do overtime are perceived as committed to their job. If you negotiate for shorter hours with an Asian employer, it may be the sign of weakness for them. Therefore, unless asked, employees prefer not to talk about it during the interview.

The opposite seems to be true in Nordic countries. Negotiating working hours appears to be a common thing and employers are ready to compromise between salary and office hours. No wonder Nordic countries are amongst world’s happiest countries.

How to switch on your off-work mode?

Before you leave

Start only tasks that you can complete. There is a psychological term called
, according to which, people remember unaccomplished or interrupted tasks better than the accomplished ones. Therefore, you are more likely to think about tasks that you haven’t completed.
Prepare a to-do list for the next day. It will go a long way towards organising your thoughts. By thinking through your to-do list, you will also identify potential issues and come up with a solution. Finally, you will rest assured that everything is under control.
Tidy up your desk. Tidying up your bedroom has been proved to be

. We believe that a tidy desk at your office will not only help you truly disconnect, but also keep all your files and work-related things under control.

After work

Ditch your smartphone. The line between work and leisure time has become so blurred that we often don’t even realise how frequently we check our work messages. We go through our mailboxes just like we scroll through our news feed, which may seem to be a good thing but will not help you disconnect. Switch off notifications and get into habit of answering emails only during your working hours.
Get some exercise. A good workout may do wonders – you will burn off work stress and boost your endorphins. If that wasn’t exciting enough, you will additionally stretch your bones and let your body rest from a daily desk posture. Forget about the most common end of day excuse and hit the gym! You will feel better after letting off some steam.
Get a hobby. A meaningful hobby will take your mind off work. Instead of going to bed to watch Netflix, try doing something different like reading a book, knitting, or anything you are passionate about.
Create a relaxing ritual. It can be something as simple as getting changed, taking a shower or cooking dinner. Such ritual activities send a signal to your brain that it’s time to switch off work mode.

Being able to switch off from work and take the most out of your free time is closely related to what you do once you clock out. A good WLB improves employees’ life and career satisfaction so take your off hours seriously and have some quality time!

How To Win The Interview

Fri, 04 Jan 2019 06:59:36 GMT

How to win that important interview

You have been invited for job interview for your dream position and you need to prepare as best you can.

In this article, Niall Curley , Onsite Recruitment & HR Account Specialist at Kelly Services provides top tips to ensure you are well prepared and how to present yourself during the interview.

1. Be clear on the details

Don’t be shy to ask the recruitment consultant or company representative for as much detail as possible on the position and the interviewing panel. Details such as the interview process (first, second interviews, assessment centre), general length and style (competency or behavioural based) of interview are important as well.

2. Research the company

You would be surprised at the number of candidates that sit in front of companies and have not researched the company – this is a huge faux pas. It’s vitally important that you research the company – any recent announcements or news in the media can be useful information to mention during the interview. In addition, the company’s values and activities in the areas of social responsibility can be useful to mention. Building rapport and a genuine interest in the company and its culture is important.

3. Arrive on Time

Be on time for the interview. Arrive 10-15mins before the interview to park, relax and get settled. Doing a dry run and driving to the interview location the day before the interview can be useful especially if you are anxious and if there is a lot of traffic in the general area. Arriving late is one of the worst interview mistakes.

4. Calm, Confident, Personable and Engaging

Interviews can be stressful. During the interview try and remain calm and relaxed (not too relaxed though). Answering with confidence and making a connection with the panel is important.

Solid preparation in advance of the interview will ensure you are confident and sell your experience. As the saying goes – By failing to prepare, you are preparing to fail.

5. Talking too much

Talking too much can result in the panel losing interest fast. Don’t give long-winded stories and ramble on as the interviewer may stop you. The best way to prevent this is to prepare well and keep your answers short enough and to the point. Then, expand them outwards with further details if required. Make your answers relevant, focused and coherent.

6. Sell what you know (knowledge, skills and experience) and what you can bring to the company

Answering the question you are asked and selling your experience and skill-set is important. Candidates stumbling over interview answers and not giving articulated responses will not help you impress the interview panel.

7. Apply the STAR approach

One method that will allow you to answer questions coherently is to use the STAR approach. This stands for Situation, Task, Action and Result.

Competency Based Interviewing is based on the belief that past behaviour is the best predictor of future behaviour. The interviewer will be seeking information about your past behaviour in certain situations.

8. Behavioural based Interview questions

You should be prepared to answer some behavioural based interview questions. Past performance is the best indicator of future performance. The interviewer might be looking to see how you handle pressure, work with difficult co-workers, problem solve and how you went above and beyond on a project.

To prepare for this type of interview you should prepare a list of competencies, attributes, skills and examples of past behaviour. You can apply the STAR approach when preparing the examples.

9. Sound like a person and not a robot – prepare but don’t memorise

Yes, you need to walk into the interview prepared. However, prepared does not mean that you have to memorise every possible question and answer that could be asked. Don’t over rehearse answers and ensure in the interview you speak as if you were thinking of the answer on the spot.

If the interviewer thinks you sound rehearsed they may ask more difficult probing questions or follow up questions to ensure you have the experience and skillset required.

10. Ask questions at the end of the interview

Ensure you have one of two questions ready at the end to ask the interview panel on the position and the company. This will show you are really interested in the company/role and that you are motivated, knowledgeable and enthusiastic to learn more. Summarise your experience and why you are the best candidate for the position. Leaving on the right note and leaving a strong impression is important. Thank the interview panel before leaving and shake their hands.

If you are interested in starting a new career or looking at the market, please visit our website for open opportunities or register your CV for future opportunities.

Find Your Career Happy

wow@shazamme.com (Default Author) — Wed, 02 Jan 2019 06:39:45 GMT

Work is where we spend a considerable part of our life. According to data, an average person spends as much as 1/3 of their life at work, which equates to 90 000 hours over a lifetime (Arnett, 2018). If we are to spend so much time at work and still take pleasure in our life, it is essential that we feel positive about our job. Every role brings challenges at times, which is especially motivating if you are an ambitious person who sets the bar high and is constantly on the lookout for career progression. To make this happen, you will need to learn how to stay positive at work. Here are our tips.

LEARN A NEW SKILL

Sometimes boredom may lead to you becoming unproductive. Have a chat with your boss and ask for a new challenge or a more demanding task. By mastering new skills, you open yourself up to new career paths and opportunities. Take charge of your own development and aim to have an enjoyable job that you are good at. Read this blog to learn more about how to stay challenged at work.

BE A PEOPLE PERSON

An inherent part of human nature is to build and cultivate relationships. Take your time and learn more about your colleagues beyond their job roles. However, a people person doesn’t only know his/her colleagues and gets along with them. A people person knows how to approach difficult situations and people. Trying to change them may leave you helpless, therefore you will be better off changing the way you react to them.

TAKE A BREAK

When we feel tired we make more mistakes and the quality of our work is lower. It’s because weariness leads to less efficiency and decreases our focus. Include regular breaks into your schedule to take the strain off your eyes and rest your mind. You will notice an instant rise in your productivity. It has been proven that as little as 17 minutes break every 90 minutes maximises productivity. So, before moving on to the next task, don’t forget to take a minute and breath.

How do you stay happy when you head to work? #CareerTips

Reference

Arnett, K. (05.01.2018) You will spend 90000 hours of your life working: make it count

How To Find A Job In 2019

wow@shazamme.com (Default Author) — Mon, 03 Dec 2018 06:12:32 GMT

Finding a new job is one of the most often heard new year’s resolutions. In this day and age people are on the constant lookout for new opportunities, especially when it comes to younger generations. Whether you are a recent graduate, or just looking to improve your job hunt strategies, in this article we will share our tried and tested tips and tricks that will help you find your dream job in 2019.

Identify your skills. First of all, you need to identify what you are good at. Understanding your strengths and weaknesses will help you verify what kind of job you may be good at. Look back at your previous roles, or even your leisure time activities – do you enjoy blogging in your free time? Maybe you would make a great content writer! Already know your skills and interests? Go to the next step.

Time your job hunt. Ever wondered why January and February are the best months to look for a job ? The beginning of a year is the time when people are back in the office after holidays. What is more, the onset of the year is the time for changes, fresh start and new budget for the year. When it comes to timing your job hunt , keep in mind that it takes around 43 days to find a job or 53 if you are new in the industry. However, it may vary depending on the nature and level of the role as well as the daily or weekly amount of time you can dedicate for your job search.

Tailor your CV. Having identified your skills, now it’s time to show them off on the paper. Depending on the job you are after, make sure you write down technical requirements as well as traits that are essential for the role you are applying for. Not sure how to make your CV stand out? Here’s your ultimate guide to mastering your CV.

Utilise career websites and job searching platforms. Depending on your industry and experience, you should make a good use of certain career websites. Here’s the list of the most popular job searching platforms in the UK. Do you want to be the first one to learn about our latest job opportunities? Register your CV today on our jobsite .

Find a great recruiter. Networking is a crucial part of every job hunt and a skilful recruiter will act as an extension of yourself. Build a strong relationship with them and show that you are ambitious and eager to start a serious job. Want to find your recruiter right now? Get in touch with us and one of our consultants will help you find a role you deserve.

Use social media channels. We live in the digital age, which means that the vast majority of employers are present online. One of the most popular social media channels among employers is LinkedIn – a social platform that serves as digital CV. Not a fan of LinkedIn? Follow some recruitment agencies on Twitter and Facebook . Don’t forget to optimise your social media profiles!

Prepare for the interview. Last but not least, always do your homework meticulously and learn as many things about your potential work place and the role as possible. This will not only show your motivation but will also help you determine whether you are the right cultural fit for the company.

Seeking a new job is challenging, whether you are a fresh graduate or simply looking for a more ambitious role that will help you rise through the ranks. Either way, before kicking off your job search, make sure you have a meticulous plan that will get you smoothly through the whole process.

3 Ways To Get Your Boss To Say Yes To A Payrise

Sat, 01 Dec 2018 06:01:25 GMT

Climbing the career ladder isn't an easy task. Getting the salary you deserve, for the work you do often involves asking difficult questions. Speaking up and asking for more money at work can make us a bit squeamish at times. We have 3 top tips that will help you get through it successfully.

Here are Kelly’s three key recommendations to help you negotiate your next pay rise:

1. Firstly, you should know what you are asking for. Always have a clear idea of what you want and try to avoid asking for ‘some’ more money or perks. Employers are facing a shortage of suitable candidates to fill job roles, especially ones that require hard-to-find skillsets. That’s why you need to know the value of your skills and what they are worth on the market.

2. Showcase your accomplishments. Your boss needs to know why you deserve a pay rise , therefore you need to put together all your achievements, especially the ones beyond your usual responsibilities. Use these to develop a compelling argument to support your request.

3. Finally, always be respectful . It is just another business meeting that will require some negotiation and keeping your emotions under control is likely to be most effective in achieving what you want.

Asking for a pay rise can be scary even if you prepare for it well ahead. Keep our tips in mind, and above all, make sure you know what you're worth to the employer. If your boss says no, Kelly is always here to support you in your job search!

Click here to view our live roles, or click here to get in touch with a member of the Kelly team today.

CV Tips & Tricks

wow@shazamme.com (Default Author) — Fri, 02 Nov 2018 05:50:05 GMT

First impressions count.

Your CV is the first thing that will be seen by any potential employer, and could determine whether or not you’ll be invited for an interview. These days, more and more people are using different means of searching and applying for jobs, including submitting details via LinkedIn or searching on social media. Despite new technologies and platforms allowing you to expand your job search in new ways, the traditional CV is still the most important tool in your job search kit.

Recruiters spend an average of 5-7 seconds looking at a resumé, so it’s vital that yours makes a good impression immediately. Your CV should show off your skills and experience in a way that will make you stand out from amongst your fellow candidates, putting you front and centre with recruiters and hiring managers.

Tailor your CV

The most important thing you can do is to customise your CV and make it as relevant as possible to the job that you’re applying for. Read the job application carefully and highlight specific skills and experience that you think will make the best impression on a recruiter, and which show you as somebody who is well-suited to the job at hand. It’s also worth considering scrapping your ‘objective’ statement at the head of your CV for a more targeted tagline that shows employers what you have to offer, such as: ‘highly accomplished marketing professional with more than ten years’ experience developing multi-million-pound product lines’.

Use keywords

90% of Fortune500 companies use ATS, or Applicant Tracking Software, to sort out ‘good’ CVs from the ones that they think are less suited to the job. This is iparticularly relevant in the modern world of online recruitment.

To find out whether you’re suited, the system will scan your CV and pick out certain keywords that are relevant to the job. As a result, it’s always a good idea to structure your CV in a way that will enable the ATS to pick out relevant information. Use keywords that are relevant to the job posting that you’re applying for, and that were mentioned in the job posting, and label your professional experience ‘work experience’: this is the phrase that most application tracking systems are programmed to recognise. It’s also a good idea to upload your CV as a Word Document, which ATS systems can read, rather than a PDF, which they can’t.

Show off

Pay attention to detail

Spellchecking and grammar. It’s the one thing that everybody hates doing, but it’s the most important thing you need to do when it comes to applying for a job. One single mistake, and your CV will most likely be thrown away, so proofread your oeuvre- more than once, if necessary, before passing it onto friends and colleagues. Remember, if you are careless when it comes to creating your CV, hiring managers may think you’re careless on the job, too.

It’s also a good idea to doublecheck that the information you have on your CV corresponds to what you’ve got on your social media and LinkedIn pages. One in three employers reject candidates based on information they’ve found out about them online, so stay alert for anything you post that may reflect negatively on you.

Get formatting

A correctly formatted CV will not only save your prospective interviewer a headache when reading it, but will also vastly improve your chances of being asked for an interview. Be concise: your document should be no longer than two pages long, and it should be simple and professional. Avoid multiple fonts- stick to standard fonts like Arial, Calibri or Tahoma- font sizes, and complicated formatting, as well as tables, multiple columns and expanded or compressed texts, as ATS systems will not be able to read them.

Creating a CV that will really make you stand out as a potential employer is simple: including tailored information, the correct formatting, and keywords that will help an ATS to identify you as a good applicant for the role at hand all go a long way to make you appear a desirable candidate, even at a five second glance.

At Kelly Services, we always make the extra effort to ensure we match the best candidates to the best jobs. Find out more about the roles we offer here , or contact us here .

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Navigating Career Crossroads: Your Guide to Fulfilling Your Next Career Move!

In the ever-evolving landscape of the professional world, many of us find ourselves at crossroads, contemplating a change in career or seeking new opportunities to ignite our passion.

1. Reflect on Your Passions and Skills:

2. Explore Emerging Industries:

3. Leverage Online Resources:

4. Update Your Skills:

5. Network Effectively:

6. Craft a Standout CV and Cover Letter:

7. Ace the Interview:

Considering All This...

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1. Get Clear On Your Goals

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Different decisions and considerations will be required for each role you recruit for. It’s important to remember, it is not a one size fits all approach. However, the following tips will support an efficient recruitment process and ensure you source the best person for the job.

The Curious Women of STEM.

How to Find Success in 2023

What will 2023 look like for you?

Control Your Job Search In Your Early Career

Be Prepared

Self-Assessment – Gap Analysis

Know Your Why? And Make It Fit

Career Pivots – Whether They’re Big or Small

How a bad candidate experience can tarnish your company’s reputation.

Candidate Experience Matters

Top 4 things Procurement should keep in mind when choosing a recruitment supplier

Top 4 things Procurement should keep in mind when choosing a recruitment supplier

4 things that are hindering your RFP process

The RFP process is crucial when it comes to choosing a recruitment provider.

Are your suppliers missing this crucial first step in the recruitment journey?

Are you missing the mark in providing excellent support in your temporary applicant lifecycle journey?

The best candidates are off the market within 10 days

Are you considering suppliers who will give you the best competitive advantage?

Thinking of taking the next steps in your career

Here’s our tips on how to prepare for a new job role...

Gender Pay Report 2022

4 Tips to Ensure Success in Engineering Recruitment

Should Businesses Embrace Quiet Quitting?

Have you heard about quiet quitting? ��

However, if you're done with quiet quitting...

Is the 9 to 5 Gone for Good?

Routine workdays as a sentiment of the past.

Once a better offer comes your way... would you be happy to take it?

​New year, New career. How to set goals in the first few days of a new role

How to achieve a Work-Life Balance in 2022.

The 4 Boss Types – And How to Manage Them

Look inside: Could your next star candidate come from within your organisation?

Under the Florida sun: how this weekend’s F1 is shaping up.

Bag that Job – Our Top Interview Tips.

Breaking Gender Bias in STEM disciplines.

New year, New career. How to set goals in the first few days of a new role

Retaining new talent begins with choosing the right candidate.

A shortage of industry skills & competition from other industries makes hiring difficult.

The online amazon-era has encouraged an insatiable societal appetite for consumption.

Thinking about a career in med tech? Or looking for your next step? There has never been a better time to jump in.