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Why Rising Benefit Costs Make Strategic Recruitment More Critical Than Ever

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According to a recent Irish Times article, 61% of Irish employers now cite the rising cost of employee benefits as a serious business concern. From pensions and private health insurance to gym memberships and Employee Assistance Programmes (EAPs), benefit vendors are increasing their prices across the board. Our clients are finding themselves under pressure to renegotiate contracts, reallocate budgets, and rethink how they support their people.

However, Pierre Fetat (Head of Operations at Hartley People) feels this trend is about more than just numbers. It’s a reflection of a wider shift in the employment landscape.

Inflation continues to affect both employees and employers. While workers are understandably seeking more value in their benefits packages, employers are being forced to absorb significant cost increases. In today’s labour market, where competition for talent remains fierce, organisations must not only compete on salary but also on the breadth and quality of their benefits offering.

This adds complexity to every new hire.

When benefits become more expensive, the total cost of hiring rises. That includes not just the base salary and bonuses, but also the value of healthcare, pension contributions, and other perks, each of which carries a real financial impact. The margin for error in recruitment has never been smaller. A mis-hire isn’t just a productivity issue, it’s a costly business risk.

Which is why strategic recruitment has become more essential than ever.

At Hartley People, we work closely with organisations to ensure their hiring strategies are not only reactive but also future-focused. Our approach goes beyond simply filling vacancies. We help employers:

  • Understand candidate expectations beyond just salary and benefits, ensuring the offer aligns with what top talent truly values.
  • Prioritise long-term fit and retention, reducing the risk of turnover and the high costs of repeat hiring.
  • Protect your hiring budget and timelines by streamlining the recruitment process and targeting quality over quantity.
  • Access passive and hard-to-reach talent who may not be actively job-hunting but are open to the right opportunity.

In this climate, businesses can no longer afford to treat recruitment as a transactional exercise. It must be strategic, considered, and tailored to the realities of a changing workforce. It’s about securing not just any candidate but the right candidate for the right package, for the right reasons.

The cost of benefits may be rising, but the cost of getting recruitment wrong is even higher. At Hartley People, we’re here to help you navigate this new terrain with confidence.

Get in touch to learn how we can support your team with smarter hiring solutions that are designed for today’s challenges and tomorrow’s opportunities.

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How To Make Yourself Visible To Future Employers (On LinkedIn)

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Wondering How To Get Noticed On LinkedIn - Read Our Top Tips Below!

Visibility is key when searching for your ideal profession.

So how do you make yourself out amongst the wide-ranging talent pool that surrounds you?

Customise your LinkedIn Headline

Your LinkedIn headline is one of the first things someone sees when they search for you. You have 220 characters to work with, so make the most of them! Use them wisely as a way to self promote your personal brand and value offer.

Include a Current & Professional Headshot

Fun Fact! LinkedIn Profile’s with profile photos get 21 times more views and 36 times more messages – so make sure its not blank!

Join a Group!

Becoming a member of a group related to your industry can help make your profile more visible to employers. Recruiters often search for ideal candidates across groups relating to their vacancies/area of business. Make sure to share relevant information on the topic of the group, as it shows your interest, passion, and innovation. 

Optimise Your Skills Section

Keep your skills section updated with all the most in-demand skills that you bring to the table. 

Keyword Optimise Your Profile

  • Make sure your profile includes all the most important keywords for your industry and profession.
  • Use your headline, summary, and job title.
  • Write descriptions rick in keywords describing your experience. 

Use ” Open To Work” Settings

It may be obvious but it can easily be missed! 

Be Active On Your LinkedIn

Be active and make LinkedIn activity as part of your daily or weekly routine. 

Why & How? 
  • It plays a role in LinkedIn’s algorithm.
  • Try to engage regularly on content other’s post by liking and commenting.
  • Share industry-related content.
  • Reinforce your expertise through opinion posts. 

For more career advice, contact Fiona Hartley via email – fiona@hartleypeople.com, or visit Career Coaching Ireland | Need Help Choosing Your Perfect Career Path? 

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The Do’s & Don’t’s of Job Negotiations

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Every Job Negotiation Is Entirely Unique - Find Out The Basic Do's & Don't's Here!

Navigating the challenge of negotiating a job offer can be quite stressful & worry inducing. We are often faced with obstacles that we would hardly ever come in contact with on a daily basis be it salary expectations, arranging a remote working agreement, or negotiating flexible hours.

Every negotiation is entirely unique and dependent on your individual needs & desires.

There are consistent best (& worst) practices that can help guide your pursuit of securing the best pathway.

We have outlined some of the basic 𝐃𝐨’𝐬 & 𝐃𝐨𝐧’𝐭𝐬 of negotiating a job offer.

DO

  • Know What You Want: Enter the job negotiation with an end goal in mind. For example, if you require remote work, guide the conversation to cover this important factor.
  • Provide a Salary Range: By providing a salary range, you lessen the possibility of undercutting your potential. 
  • Be Honest: It’s true when they say – Honesty is the best policy! Wherever possible, its best practice to surround the job negotiation with experiential evidence.
  • Ask Questions: In order to effectively evaluate whether or not this position is a good fit for you, ask as many questions as you feel necessary to get a good understanding of what the role fully entails. 

DON’T

  • Be Afraid To Ask For What You Want: Once you know what you want, you’re already half way there! Now it’s time to make sure you clearly communicate your desires and requests! 
  • Be Number Specific: Unless stated otherwise, you never know what an employer plans to offer you. Therefore, it’s better to hear their offer first, and then go from there. 
  • Overshare: Remember, not everything needs to enter the interview room. Although, it is best practice to be honest, it’s also key to find the balance between being honest, and discretionary. Sharing certain unrelated information during the hiring process can often be counterproductive and unnecessary. 
  • Accept Without Understanding: Beyond asking as many questions as you need, you should have a comprehensive understanding of the details in your offer first including the fine print.

To find out more about Hartley People Career Services, contact Fiona Hartley.

For more career advice visit Career Coaching Ireland | Need Help Choosing Your Perfect Career Path? 

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Top 5 Skills That Companies Love

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Stay Ahead with These Top 5 Skills!

To get ahead of the crowd, you need to stand out in all the right ways! The ability to learn, adapt, and develop skills for the future is more important than ever. We have outlined the top 5 skills that companies love to see in their employees…

1. Communication 

Effective communication both verbal and written, is crucial for collaboration, customer interactions, and conveying ideas clearly. Employers seeks team members who excel at understanding what is asked of them, as well as communicating effectively with others. 

2. Leadership 

Strong leadership skills are appreciated at all levels. Whether you are leading a team, or are managing a project in a leadership role, leadership is a vital skills that enables you to inspire others and complete tasks in a timely manner. 

3. Teamwork

Collaborative skills and the ability to work well with others are highly sought after, as most work environments require team collaboration. Regardless of your job title or industry, many employers consider teamwork skills as a must when reviewing applicants for an open position.

4. Learning & Adaptability

The ability to adapt to transient circumstances, learn new technologies and methodologies, and pivot when necessary is highly valued. Having good learning and adaptability skills can set you apart from other candidates and show employers your willingness to learn and change when required.

5. Organisation

To be organised is an essential component for an employee’s productivity, time-management, and goal achievements. Organisational skills are sought after by employers, particularly elements of planning, critical thinking, attention to detail, and conflict management. 

 

For more career advice visit Career Coaching Ireland | Need Help Choosing Your Perfect Career Path? 

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How To Successfully Network

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Simple Strategies To Help You Establish Industry Relationships

Developing meaningful relationships with other professionals in either your current working industry or perhaps an industry that you wish to get involved in, can be carried out by networking. There are different strategies to help you succeed in establishing and nurturing sincere industry relationships
 
Get familiar with some networking strategies below!

    1. Join a Networking Group

    Joining a networking group allows you to meet fellow professionals and establish connections. It can be a great way to exchange helpful information, be it a group related to your industry, or an industry you seek to work within. 

    2. Utilise Social Media

    We recommend using social media platform LinkedIn to the best of your ability! The opportunity to connect with hundreds of like-minded, knowledgeable, and experienced professionals within your industry, or working within the area that you would like to transition to is a fantastic way to network, and maintain meaningful professional relationships. 

    3. Gather Your Professional Contacts

    These may be members on your own team, members of partner/competitive organisations, hiring managers that interviewed you, co-workers, even previous managers. You never know when you might like to get in contact with them again! 

    4. Join Industry Groups

    Did You Know? Joining an industry group can often offer many benefits such as skills development, career growth, and personal development. 

    5. Attend Webinars, Seminars, Conventions, & Conferences 

    Need we say more…! 

    6. Good ‘Ol Fashioned Email 

    Check in with your past colleagues, or introduce yourself to new acquaintances. Sending an email with an introduction, and the reason for sending (either in response to previous correspondence or just to say hello!), can help encourage a connection to be established.  

    For more career advice visit Career Coaching Ireland | Need Help Choosing Your Perfect Career Path? 

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    10 Classic Interview Questions!

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    Top 10 Classic Interview Questions - We've Got You Covered!

    1. Tell Me About Yourself?

    Remember! The interviewer doesn’t want to know what your favourite animal is, or whether you’re a tea or a coffee person. Make sure to keep it brief and talk about your achievements to date. 

    2. Why Do You Want To Work For Us?

    By completing a little bit of research prior to your interview, it will help you discuss the company effectively and explain how you can make a positive impact on the business. 

    3. Give An Example Of Where You Have Used Your Leadership Skills

    Even if you’re not in a managerial position, share an instance where you took charge. 

    4. What Are Your Strengths & Weaknesses?

    Discuss your strengths that align with the selection criteria whilst touching on weaknesses that are unrelated to the role. 

    5. Where Do You See Yourself In 5 Years?

    Explore the company structure and present your aspirations with a practical approach. Emphasise the competencies you want to learn, develop, and improve upon. 

    6. What Is Your Greatest Achievement?

    Use the job spec to identify which of your achievements ties in with the skill set that is required for the job. 

    7. Why Should We Hire You?

    Remember to: Share insights into your skills and the background you possess, and align them with the responsibilities outlined in the job description. 

    8. Are You A Team Player? 

    Have some examples at the ready to show your experience as a team player. It’s always good to back up your empathetic ‘yes!’.

    9. What Are Your Salary Expectations?

    Before answering this, find out what you are worth in the current market. 

    10. Do You Have Any Questions For Us?

    Use this as a fantastic opportunity to build rapport, referring back to a key point in the interview and developing on it. It’s always great to have questions prepared beforehand too! 

    For more career advice visit Career Coaching Ireland | Need Help Choosing Your Perfect Career Path? 

    10 Classic Interview Questions! Read More »

    The Top 4 Strategic Benefits of Temporary Staffing for your Business

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    The Top 4 Strategic Benefits of Temporary Staffing for your Business

    In today’s fast-paced business environment, the ability to adapt quickly is not just a buzzword, it is a crucial factor for success. The Central Statistics Office (CSO) highlights that businesses are increasingly turning to temporary staffing solutions to address short-term demands and manage fluctuations in their ongoing workload. 

    In this blog post, we will delve into the strategic advantages of temporary staffing, showcasing how it can empower businesses in navigating the challenges of the dynamic jobs market. 

    1. Flexibility in Scaling Operations

    One of the primary benefits of temporary staffing lies in its ability to provide businesses with the flexibility to scale their operations up or down based on fluctuating demands. This adaptability ensures optimal operational efficiency by allowing swift adjustments to workforce size without the long-term commitments associated with permanent hires. 

    • Adaptable Workforce Size: Temporary staffing enables businesses to tailor their workforce size according to specific needs. This agility is invaluable, especially in industries with unpredictable workloads. Rapid adjustments in staffing levels allow companies to maintain efficiency even during unexpected spikes or downturns in business.
    • Rapid Response to Market Changes: In a rapidly changing job market, the capability to swiftly adjust staffing levels is crucial. Temporary staffing provides businesses with the agility to navigate through dynamic labour market conditions. 

    2. Cost Efficiency and Risk Mitigation

    Temporary staffing offers cost-effective solutions for businesses aiming to manage their resources efficiently while mitigating risks associated with uncertain market conditions. The Irish Small and Medium Enterprises Association (ISME) found that 70% of SMEs consider flexibility in workforce planning as essential for managing costs effectively. 

    • Reduced Overhead Costs: Permanent hires can sometimes come with overhead costs and an expansive suite of benefits. Temporary staffing allows businesses to avoid these overhead expenses, providing a lean approach to workforce management. This cost efficiency can be particularly beneficial for SMEs looking to optimise their resources.  
    • Minimised Hiring Risks: Temporary staffing serves as a safety net by minimising the risks associated with hiring full-time employees during unpredictable times. Businesses can navigate through uncertain periods without being burdened by the additional financial and operational responsibility of permanent hires. 

    3. Access to Specialised Skills

    Temporary staffing offers a strategic advantage by providing access to a diverse pool of specialised skills. Engaging with temporary staff allows organisations to tap into talent trained with the skills needed to carry out specific tasks and projects.

    • On-Demand Expertise: Temporary staff can bring in specialised skills without the need for extensive training or upskilling. Whether its expertise in niche technologies, project management acumen, field service support, or industry-specific knowledge, temporary staff offer an immediate infusion of specialised skills that can seamlessly integrate into the existing workforce, enhancing the overall capabilities of the organisation.
    • Enhanced Project Efficiency: Leveraging agency staff for specialised roles contributes to the efficiency of projects. With the right skills in place, tasks are executed with precision, ensuring that projects are completed on time, on budget, and to the required standard. This targeted approach to staffing enhances overall operational efficiency and project outcomes. 

    4. Agile Response to Industry Trends

    Staying competitive in a fast-paced industry requires staying attuned to trends and adapting swiftly. Temporary staffing empowers businesses to align their workforce with emerging industry trends.

    • Stay Ahead of Market Trends: By utilising temporary staffing, businesses can quickly realign their workforce to match the skill sets required by emerging industry trends, ensuring a competitive edge. This proactive approach allows companies to stay ahead of the curve, positioning themselves as industry leaders.
    • Experimentation & Innovation: Temporary staffing creates room for experimentation with new skills and expertise. The diverse talents brought in by temporary staff can foster innovation within the organisation, providing fresh perspectives and approaches. This adaptability to change promotes a culture of continuous improvements and forward-thinking.

    The strategic benefits of temporary staffing extend well beyond immediate staffing needs. The agility provided by temporary staffing solutions enables businesses to navigate uncertainties, seize opportunities, and remain resilient in the face of a rapidly changing industry. Embracing temporary staffing strategically positions your business for sustained success in today’s ever-evolving business landscape.

    Can we help? We are a team of over 50 experts, and more than 2 decades of experience in recruitment, career, and training services across Ireland which could help you. Why not call us on 051 878 813 to have a conversation with one of our team. Alternatively drop us an email, hi@flexiforce.ie

    For more advice visit Flexiforce Temporary Staffing & Outsourced Recruitment Solutions! 

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    Top 5 Strategies for Employee Retention

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    Top 5 Strategies To Retain Your Top Talent!

    Top 5 Tips for Employee Retention & Engagement

    In the ever-evolving landscape of business, cultivating an exceptionally engaged workforce is imperative for organisational triumph.

    In 2023, over 120,000 employees worldwide were surveyed in Gallup Inc’s annual State of the Global Workplace Report. This survey revealed that only 13% of European employees and a mere 11% of Irish workers reported being engaged in their work, significantly below the global average of 23%. [1]

    In this blog, we’ll delve into practical tips and techniques to help you enhance your employee’s engagement including communication, recognition, and professional development.


    Effective Communication

    Be clear and transparent.

    Research indicates that effective team communication plays a pivotal role in enhancing employee retention rates, showing a significant 4.5 times increase when compared to businesses that lack effective communication in the workplace. [2] Additionally, a substantial 63% of workers articulate their longing for heightened workplace engagement, highlighting the crucial role of employers in concentrating on enhancing company culture to cultivate a more positive and motivational atmosphere. [3]

    So how can this be achieved?

    • Foster Open Communication Channels: Encourage open dialogues through regular team meetings, virtual town halls, and interactive platforms.

    • Implement Feedback Mechanisms: Establish a feedback platform to empower employees to voice their insights and suggestions.

    • Leverage Technology: Utilise communication tools to streamline information flows, ensuring everyone stays informed and connected as part of a cohesive team.

    Recognition & Appreciation

    Acknowledge and appreciate employees for their contributions.

    Recognition stands out as a highly impactful non-financial factor in influencing employee retention with 91% of HR professionals acknowledging its potency in fostering employee loyalty. A compelling statistic reveals that 63% of employees who perceive themselves as recognised are notably less inclined to actively seek new job opportunities. Conversely, a lack of recognition emerges as a significant driver for job change, as 44% of employees attribute their job switches to insufficient acknowledgement of their contributions. [4]

    Below are methods to help enhance employee satisfaction in the workplace and focus on prioritising your company’s initiative in recognising and rewarding employees.

      • Personalise Recognition: Tailor recognition efforts to individual preferences, acknowledging their achievements in a meaningful and personalised manner.

      • Peer-To-Peer Recognition: Implement programs that empower employees to recognise and appreciate the efforts of their peers, fostering a positive and collaborative culture.

      • Tangible Rewards: Consider tangible rewards, such as gift cards or professional development opportunities, to express gratitude for exceptional contributions.

    Professional Development

    Invest in the continuous growth of employees to maintain a highly engaged workforce.

    It is now known that opportunities for growth and development, clear and realistic performance expectations, and manager’s that are effective coaches, are 3 key factors that contribute to an employee’s intention to stay within an organisation.

    When it comes to implementing a strategy based around employees’ personal development, think about the following.

    • Personalise Development Plans: Collaborate with employees to create personalised development plans aligned with their career aspirations and organisational goals.

    • Encourage Learning Opportunities: Provide access to training programs, workshops, and industry conferences, showcasing a commitment to professional growth.

    • Mentorship Programs: Establish mentorship initiatives to facilitate knowledge transfer, skill development, and a sense of belonging within the organisation.

    Wellness & Work-Life Balance

    Promote and understand a healthy work-life balance.

    Encouraging a healthy work-life balance is paramount for overall well-being, as it helps prevent burnout, reduce stress, and improve overall satisfaction in both professional and personal aspects of life. It has been proven that 72% of workers believe work-life balance is essential when choosing a job, with 77% of surveyed employees to have suffered burnout at their current job. [6]

    So how can you ensure a happy medium?

      • Flexible Work Arrangements: Implement flexible work schedules or remote work options help to promote a healthy work-life balance and can be more effective in creating an inviting work environment.

      • Employee Assistance Programs: Offer resources for mental health support, stress management, financial, and overall well-being.

      • Wellness Initiatives: Introduce programs such as fitness challenges or mindfulness sessions to foster a positive and healthy work environment.

    Inclusive Leadership

    Did you know that 57% of people have quit their jobs because of their managers? Furthermore, 14% have left multiple positions due to their manager’s leadership style. [7][8]

    Practice inclusive leadership strategies to create a sense of belonging in the workplace.

      • Diverse Leadership: Cultivate a leadership team that reflects diversity, ensuring representation and inclusivity at all organisational levels.

      • Transparent Decision-Making: Communicate transparently about decision-making processes to help employees understand the rationale behind organisational choices.

      • Employee Resource Groups: Establish employee resource groups to provide a platform for diverse voices and perspectives.

    It is worth noting too, whilst capability building and staff engagement are crucial, a company’s progress can be limited by these factors alone. The work environment, in particular, emerges as a critical factor influencing overall staff retention. [9]

    Businesses need to provide employees with the supports and resources they need to do their work efficiently and effectively. For example:

    • Giving employees the necessary tools, and assistance to facilitate optimal job performance It also means giving them tasks that matter.

    • Additionally, fostering an environment that prioritizes employees’ physical, social, and emotional well-being is integral to maintaining a professional workplace.

    So, how can you guarantee that your workforce experiences a sense of connection, and sustained engagement?

    These meticulously outlined strategies, spanning from the pivotal role of effective communication, the profound impact of recognition on loyalty, to the strategic investments in professional developments, prioritisation of well-being, and the embracing of inclusive leadership, form a powerful blueprint for organisations dedicated to creating more than just a workplace. These are the building blocks of a thriving community, where employees transcend mere contributors, becoming indispensable partners propelling the organisation towards unparalleled and shared business success.

    Implement these strategies with diligence, and witness not only heightened engagement but the flourishing of a collaborative and empowered workforce that drives your organisational mission and vision.

    Can we help? We are a team of over 50 experts, and more than 2 decades of experience in recruitment, career, and training services across Ireland which could help you. Why not call us on 051 878 813 to have a conversation with one of our team. Alternatively drop us an email, hello@hartleypeople.com.

    Biography:

    [1] De Brún, Rita., Irish Examiner. Firms Host Events as Engaged Employees Lead to Bigger Profits., February 2023. https://www.irishexaminer.com/business/companies/arid-41067083.html

    [2] ZenHR, Employee Retention Strategies for 2022. https://assets.ctfassets.net/r18zc2po1g62/1MY8miRXspbihcCUynvtz6/c1b20bfbdd948221188219514657aa7e/Employee_Retention_Strategies_For_2022.pdf

    [3] Achievers, Achievers Report Uncovers How Employers Can Drive Retention amid the Great Resignation, 2022. https://www.achievers.com/press/achievers-report-uncovers-how-employers-can-drive-retention-amid-the-great-resignation/

    [4] ZenHr, Employee Retention Strategies for 2022. Recognise Achievements and Contributions, pg. 4. https://www.achievers.com/press/achievers-report-uncovers-how-employers-can-drive-retention-amid-the-great-resignation/

    [5] Global Leadership Forecast 2023., A Race to Retain High-Potential Talent. https://www.ddiworld.com/global-leadership-forecast-2023/retaining-top-talent

    [6] Linearity.io, Worklife Balance Statistics: Gender, Burnout, and Workplace Stress. https://www.linearity.io/blog/work-life-balance-statistics/#:~:text=72%25%20of%20workers%20believe%20work,essential%20when%20choosing%20a%20job.&text=43%25%20more%20remote%20employees%20work,a%20week%20than%20onsite%20employees.&text=60%25%20of%20employees%20can%20effectively%20balance%20work%20and%20personal%20commitments.&text=77%25%20of%20surveyed%20employees%20have%20experienced%20burnout%20at%20their%20current%20job.

    [7] PR Newswire., New DDI Research: 57 percent quit because of their bosses. December 2019. https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html

    [8] Griffin, T., Thomas Griffin. People Quite Bosses, Not Jobs: Why employees are frustrated with leadership in 2023. December 2023. https://thomasgriffin.com/people-quit-bosses/

    [9] Pedro Angulo, And the result: A workforce with the right capabilities & willing to go the extra mile. https://www.imi.ie/blogs/result-workforce-right-capabilities-willing-go-extra-mile/.

    Get In Touch with Hartley People Recruitment today!

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    How do I write a CV if I have no job experience?

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    How do I write a CV if I have no job experience?

    Whether you’re a graduate with little or no job experience or you’re starting out in the world of work you can still create a successful and worthwhile CV.

    Here’s are our top tips:

    • Look at having a skills-based CV rather than the traditional biographical one. This means listing your skills and writing something about them. For example, I am Highly Organised: As demonstrated in my ability to achieve a 1.1 hons degree whilst working part-time and playing sport to a high level.
    • Make sure your CV is targeted for the role you are applying for and the skills you mention are relevant to the role you are applying for.
    • Write a strong personal profile. This is your opportunity to sell yourself. In a few lines, why are you suitable for the job?
    • Focus on your education. What relevant courses have you completed? What were the most relevant subjects? What subjects did you do in your Leaving Certificate and what results did you get (only list them if they’re good). Have you completed a third level degree or other college course that is relevant to the role? Give details and emphasise your achievements within these.
    • Think about personal interests and achievements.  Have you received any awards or special recognition for something?
    • Have you volunteered for a local project, been involved in fundraisers, helped out with any teams or organisations, captained any sports teams? Mention these and think about what elements of these would apply to what the employer is looking for

    Remember – Don’t waffle and Keep it to the Point!

    For more career advice visit Career Coaching Ireland | Need Help Choosing Your Perfect Career Path? 

     

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    Hartley People Recruitment and Training celebrate 20 years of business

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    How do I write a CV if I have no job experience?

    Through a global recession and unprecedented pandemic, the Waterford business has seen it all over 20 years and continues to thrive.

    Waterford-based Hartley People has reached an exciting milestone as the company celebrates 20 years of delivering best-quality recruitment and training solutions.

    Through Hartley People’s unparalleled local and regional knowledge some 7,000 candidates have been placed with 1,000 multinationals and SMEs locally and nationally.

    The business was founded in 2001 by siblings Fergal and Roisin Hartley who recognised a need to provide a different approach to the traditional agency recruitment model in the region. This was their motivation and founding spirit which remains in place today. Hartley People have achieved this goal through its ongoing commitment to excellence coupled with strong customer loyalty.

    With an initial staff of just three, the company took up residence at No.107 The Quay. Around the same time, Hartley People Training delivered its first course in FAS in supervisory skills and in 2002 broke into contracted training where it has flourished and now sources and manages tutors for ETB training programmes nationally.

    Steady growth led to the purchase of a premises on Manor Street in the city in 2005, where the company is still headquartered today. By now the business had 13 staff in its employment.

    2008 brought an inevitable downturn in recruitment and was the beginning of some years of uncertainty where the business had to diversify to maintain its position.  2010 saw an opportunity to enter the healthcare world as a Home Care provider. Initially operating as HP Medical and later rebranded as Clannad Care, this division of the business has grown to employ 20 full-time staff and 70 Healthcare Assistants.

    By 2015, the Hartley Group had outgrown the Manor Street premises and opened a second office in Deise House in Poleberry.

    In 2017, a specialist Temporary recruitment division of the business was formed and a Senior Manager was enlisted to manage the growth and development of this business.

    Currently the company employs 33 permanent staff and a further 300 are employed across all the group of businesses working on a range of client assignments. The company has very recently relocated to a larger premises in the Cleaboy Business Park with room for further expansion, elevating the groups presence and cementing it as one of the most prominent employers in the region.

    Company Director, Roisin Hartley says, “The last 20 years have gone by in the blink of an eye, despite the industry being turned upside down by technology. Recruitment & Training have evolved and changed to meet the everchanging needs of clients, the expectations of learners and candidates, and the technology that drives both industries. It’s been a hugely exciting and rewarding journey so far, and we look forward to growing, changing and learning in the years ahead.”

    Vision for the future

    As a business with a bird’s eye view on the world of work and employment, Hartley People is witnessing continued change and evolution which has undoubtedly been propelled futher by the COVID-19 pandemic. Companies are adapting to cope with the changes in society, technology, work practice legislation and employee expectations. Company Director, Fergal Hartley believes that some major changes are coming down the tracks, “Jobs of the future will change, with robotics replacing manual roles in many instances, and huge demand for skills in AI and automation. Notwithstanding this, there will equally be great demand for skills in the care and broader service sectors, where automation cannot replace the human touch. Today, people tend to have multiple jobs, but mostly one career. The graduates of 2021 can most likely expect to have multiple careers, with regular need to upskill and change direction to meet the changing world of work.”

    Hartley People is well positioned to be a at the heart of this change, working in partnership with employers and employees to ensure that both achieve their business and career goals. Fergal comments, “The business is constantly adapting to embrace the new technologies and continuously strive  to carve out a niche that differentiates us from our competitors. Despite the rise in AI, and the possible gloomy predictions of its impact on workforces across the world, we believe people will be the key differentiator that ensures success or otherwise at all levels and across all industries. As long as this remains true, we feel that we can have a key role to play, and we look forward with excitement and enthusiasm to what we can and will become as a company, as the next phase of our journey unfolds.”

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