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10 Classic Interview Questions!

Industry Insights /

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? 

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The Top 4 Strategic Benefits of Temporary Staffing for your Business

Industry Insights /

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

Industry Insights /

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?

Industry Insights /

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

Hartley People News /

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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How to find a graduate job in 2020

Hartley People News /

How to find a graduate job in 2020

Looking for your first real job after graduation can be a challenge, but for the class of 2020 this may seem like a particularly difficult task.

But there is good reason to be positive. Many of our clients are still continuing with their graduate employment programmes and we are seeing renewed confidence in the job market as we look forward to 2021.

The hiring/recruitment process has changed due to the pandemic, in many ways for the better. It has become more streamlined and hiring is happening at a faster pace. And despite roles in some sectors being in decline, others such as biopharma and engineering are thriving.

Career Coach, Fiona Hartley has the following practical advice for graduates looking to find their way to their first job:

  • Critically evaluate yourself. What are your strengths? What is your USP (unique selling point), i.e. why should an employer hire you over other candidates. What are your transferrable skills? These are important from a CV development and interview preparation perspective. From a graduate’s point of view, transferrable skills are key as many don’t have huge amounts of relevant experience.
  • Spend time optimising your CV. A good CV should be:
    – Targeted. Your CV must focus on those characteristics that are of interest to the employer. Tailor your CV to emphasise those skills that are required for the position being applied for. Do not send the same CV in for every job. Tweak it to show how you match the employer’s requirements.
    – High Impact. Most employers skim read a CV so make sure your CV looks professional. Important information should stand out.
    – Achievement Based. Detail work related and personal achievements

You can get professional help with your CV or alternatively find some templates here.

  • Volunteer. There are a number of ways to do this. Do some pro bono work in the area you want to get work. Alternatively, help out with a charity or club. Do you want to work in finance? Perhaps offer to help the treasurer in your local club. If you are interested in being a teacher, offer to help out with coaching a local children’s team. Volunteer work always looks good on a CV. It boosts your experience, develops transferrable skills and is a way of expanding your network of contacts.
  • Do a course. Is there an online courses, or courses, that you could do while waiting to land your dream job. Pick one that is relevant to the career you want. Check out Qualifax.ie, fetchcourses.ie for a wide range of postgraduate courses.
  • Make connections. Many jobs are secured through word of mouth. Do you already know someone who may be able to help or introduce you to a key person in the industry you would like to work in. Join groups on social media and make sure to interact with members. As always with social media, ensure you are using appropriate language and are convey yourself in a professional matter at all times.
  • Less is more. Rather than applying for lots of jobs with minimum effort, put more effort into applying for fewer jobs. Consider the following:
    • A potential employer is much more likely to take a good look at your CV if they can put a voice / face to the job application. How do you do this?
      • Get as much information as possible about the role and try to get the “inside track”. Make contact with them (by phone if possible) and tell them you are interested in the role and find out more. NB Try and find out a name!
      • Once you have spoken to them, send an email telling them it was good to talk to them and that you will be sending in your CV shortly.
      • Target your CV for the role, prepare a cover letter and email it.
      • Connect with the relevant person on LinkedIn.
      • If you don’t hear from your contact in a while, don’t be afraid to follow-up with them by phone or email.

Remember while you are out of work, your job is to find work. Put in a concerted effort.

If you’re still unsure about any of the above or would like advice on your career or CV, get in touch with one of our team and they will be happy to advise.

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One in five employees who are working remotely admitted to enjoying extra time in bed in the morning

Hartley People News /

One in five employees who are working remotely admitted to enjoying extra time in bed in the morning

As level 5 restrictions kick in, many workers across the country will commence remote working once again. We surveyed employees across the south east to find out how they are working and job seeking during the pandemic.

The Hartley People Working and Jobseeking During the Covid19 Pandemic Survey collected the views of employed adults in the south east to discover how COVID-19 restrictions have affected their working lives and future job prospects.

Remote working

Almost half of employees (44%) felt they were better prepared to return to remote working, as the government raised the level of restrictions.

42% worked from home during the first lockdown. Of those that returned to work on site almost half (46%) agreed that their employer had put appropriate measures in place to keep them safe as they returned to work.

Just over half of all employees are concerned about their employer’s flexibility around remote working as we face into an uncertain winter.

It’s no surprise that work/life balance is a hot topic, with 40% of respondents admitting the change to their working environment has made them revaluate theirs. Time previously spent commuting is  now being spent with family members or on a hobby.

21% of those who are working remotely are enjoying extra time in bed in the mornings and 35% admit to eating more than usual as they work at home.

When it comes to missing office life, over half of respondents who are working from home miss chats with colleagues, while 44% are tiring of video calls and longing for a return to face-to-face meetings. 12% admit to preferring work with restrictions around interactions with colleagues in place!

Job seeking and employment prospects

As we continue to live and work within the restraints of the pandemic restrictions, we learned about concerns around job security and employment prospects.

57% are concerned about the security of their jobs, with the highest level of concern being expressed by 35-44yr olds (45%), followed by 45-54yr olds (21%).

Unsurprisingly those who are employed in the retail sector expressed the most concern about job security (19%), followed by those who work in the secretarial & admin (19%) and production and manufacturing (14%) sectors. This is reflected in the marked increase in CVs received by Hartley People over recent months, from those in the hospitality and retail sectors.

22% of those working in retail have experienced a pay cut or a decrease in their usual hours of work, followed by 18% of production and manufacturing workers.

Amongst the uncertainty there is still optimism amongst employees as 48% say they would consider changing job at the moment, while 20% have put their job search on hold while Covid-19 is still prevalent.

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Working in the south east during the Covid-19 crisis – here’s what you had to say

Hartley People News /

Hartley People Recruitment and Training celebrate 20 years of business

As Level 5 restrictions kick in across the country, many of us are working remotely again. We surveyed employees across the south east to find out how they are working and job seeking during the pandemic. Here’s what you had to say.

Almost half of employees (44%) felt they were better prepared to return to remote working, as the government raised the level of restrictions. However, half are concerned about their employer’s flexibility around remote working as we face into an uncertain winter.

When it comes to what we miss about office life, over half of us miss chats with colleagues and after work drinks.  44% are tiring of video calls and longing for a return to face-to-face meetings. Although, it seems some of us are happy to get some space from our workmates as 12% admit to preferring work with restrictions around interactions with colleagues in place!

Work life balance

It is true to say that the Covid-19 crisis has caused many of us to reconsider how we are living and how we are spending our time. This is reflected in our survey as over 40% of respondents admit that the change to their working environment has made them revaluate their work/life balance. You told us that time usually spent commuting is now being spent with family or on a hobby.

1 in 5 of admitted to having a lie in in the mornings and 35% admitted to eating more while working from home!

Job seeking and employment prospects

As we continue to live and work within the restraints of the pandemic restrictions, you told us your concerns around job security and employment prospects.

57% are concerned about the security of their jobs, with the highest level of concern being expressed by 35-44yr olds (45%), followed by 45-54yr olds (21%).

Unsurprisingly those who are employed in the retail sector expressed the most concern about job security (19%), followed by those who work in the secretarial & admin (19%) and production and manufacturing (14%) sectors. This is reflected in the increase of CVs received by Hartley People over recent months, with the majority coming from those in the hospitality and retail sectors.

22% of those working in retail have experienced a pay cut or a decrease in their usual hours of work, followed by 18% of production and manufacturing workers.

Amongst the uncertainty there is still optimism amongst employees as 48% say they would consider changing job at the moment, while 20% have put their job search on hold while Covid-19 is still prevalent.

If you are considering a career or job change, or are looking for advice on how to make your CV shine, contact our in-house Career Coaching team by emailing fiona@hartleypeople.com

To view all our current open vacancies visit https://www.hartleypeople.com/jobs-listing/

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Working and Job Seeking in the South East during the Pandemic Report

Hartley People News /

Working and Job Seeking in the South East during the Pandemic Report

  • Almost half of employees (44%) felt they were better prepared to return to remote working, as the government raised the level of restrictions.
  • Half of all employees are concerned about their employer’s flexibility around remote working.
  • 57% of employees are concerned about the security of their jobs over the coming months.

2020 has been a year like no other and the way we work and live has been affected in ways we could not have imagined. The Hartley People Working and Job Seeking During the Covid-19 Pandemic Survey collected the views of employed adults in the south east to discover how COVID-19 restrictions have affected their working lives and future job prospects.

Remote working during the pandemic

42% of employees surveyed worked from home during the lockdown restrictions. Of those that returned to work on site 46% agreed that their employer had put appropriate measures in place to keep them safe as they returned to work.

Almost half of employees (44%) felt they were better prepared to return to remote working, as the government raised the level of restrictions. However, half of all employees are concerned about their employer’s flexibility around remote working as we face into an uncertain winter.

Over 40% of respondents admit that the change to their working environment has made them revaluate their work/life balance. Extra time accrued for personal and family activities due to not having to commute to work is stated as the main reason for this revaluation. Although, as few as 21% of those who are working remotely are enjoying extra time in bed in the mornings and 35% admit to eating more than usual as they work at home.

When it comes to what we miss about the office, over half of respondents who are working from home miss chats with colleagues, while 44% are tiring of video calls and longing for a return to face-to-face meetings. 12% admit to preferring work with restrictions around interactions with colleagues in place.

Job seeking and employment prospects

As we continue to live and work within the restraints of the pandemic restrictions, the survey highlighted concerns about job security and employment prospects amongst our respondents.

57% of employees are concerned about the security of their jobs over the coming months, with the highest level of concern being expressed by 35-44yr olds (45%), followed by 45-54yr olds (21%).

Unsurprisingly those who are employed in the retail sector expressed the most concern about job security (19%), followed by those who work in the secretarial & admin (19%) and production and manufacturing (14%) sectors

22% of those working in retail have experienced a pay cut or a decrease in their usual hours of work, followed by 18% of production and manufacturing workers.

Amongst the uncertainty there is still optimism amongst employees as 48% say they would consider changing job at the moment, while 20% have put their job search on hold while Covid-19 is still prevalent.

35% are satisfied with job opportunities for professional growth here in the south east, 15% of respondents who live outside the south east would consider relocating here for a new job.

Working and Job Seeking in the South East during the Pandemic Report Read More »

Help your child make the right choice for their future study and career prospects

Industry Insights /

Help your child make the right choice for their future study and career prospects

Research has shown that one in three students choose a college course that’s a poor fit for their interests and abilities.

With so many choices looming for second and third level students, heightened competition and uncertainty around what course or career is right for them, it is easy for students to feel overwhelmed.

That anxiety can lead to poor decisions that may lead to wasted time and money. In fact, 1 in 3 second level students will choose a college course that is a poor fit with their interests and abilities.

Is your student…

  • Feeling the pressure to pick a college and/or a job path post college?
  • Comparing themselves to all their friends, who seem to know what they want to do in life?
  • Struggling to find a clear direction?
  • Having second thoughts about their course choice?
  • Stressed about starting their career after graduation?

As a parent, you play an important role in preparing your student for their future. You want them to be excited, confident and optimistic.

Give them a head start by encouraging them to do the following

1. Work with a Career Coach

Consider working with a certified Career Coach who specialises in helping second level and college students navigate the overwhelming maze of career possibilities. A great coach will help your child gain greater self-awareness of their talents, interests, values and passions to identify their best career fit. This, in turn, allows them to more effectively determine which colleges or apprenticeships to apply for, which course to take, or which internships to apply for.

2. Volunteer

There are many organisations looking for volunteers for projects, especially at the moment. Social media is a great place to search for volunteer opportunities in your local area. LinkedIn often lists unpaid internships or job openings that could be an ideal way to sample a job or career that is of interest. Try www.volunteer.ie to register for, or search for a volunteer role in your locality.

3. Network

This might be a daunting prospect to a young person but it can be as simple as striking up a conversation with the people around them. You never know who may be sitting close to you and a lucky encounter could lead to a useful conversation or even an internship

4. Shadow a professional

Has your child ever wondered what a Civil Engineer does all day? There is no better way to learn about a job than to spend a day shadowing someone in that profession. Many schools or college programmes can facilitate the safe shadowing of a professional. Securing this may take some time, but the benefits are great and can be hugely beneficial in the decision-making process.

5. Research

Do your research! Really get to grips with the options that are being considered. Encourage your child to really understand potential careers and the elements of the college courses or apprenticeships he or she is considering. Remember that they don’t have to have their career mapped out to perfection but the choices that are made now should be taking them in the direction of a career that suits their interests and abilities. CareersPortal.ie is a great source of information for students.

For college leavers, the same applies. The steps you take immediately after graduation should put you in the right path, towards that dream job. Research the companies that offer the best options for graduates, such as graduate programmes or paid internships.

For more information and a no-obligation chat with our in-house Career Coach, Fiona, call 051 878813 or email fiona@hartleypeople.com

Help your child make the right choice for their future study and career prospects Read More »

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