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Experis delivers the powerful combination of in-demand talent multiplied by expert solutions that drive success.Offering IT resourcing, project solutions and managed services, we enable organisations to cultivate individuals and teams prepared for the digital age.
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We understand the challenges you’re facing and are ready to help you unleash the potential of technology through access to specialist talent. Our five practice areas align with the strategic IT objectives facing organisations like yours:
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Finding the right talent with in-demand skills and expertise to fill your most critical roles.
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IT Consulting
Leading digital transformation practices through our network of consultants, experts and partners.
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Providing business-critical IT project expertise and implementation of new solutions.
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Managing IT resourcing, application maintenance and operations so you can focus on your core business.
READ MORE INSIGHTS
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ManpowerGroup Report Record Hiring for Q4 2021
Strong national uptake of vaccinations helps boost the national Outlook to record high of +34% in Q4Manufacturing & Logistics sectors lead the way for the national resurgenceDemand is outstripping supply as 72% of employers report they are struggling to fill rolesDUBLIN, 14 SEPTEMBER 2021 DOWNLOAD THE Q4 IRELAND EMPLOYMENT REPORT HEREEmployers across Ireland anticipate the highest level of hiring in 17 years, for the fourth quarter according to the latest ManpowerGroup Employment Outlook Survey. The Net Employment Outlook stands at +34%, the third strongest in Europe, behind France +37% and the Netherlands on +40%. A wave of optimism has washed over the Irish labour market with the strong uptake of vaccinations and removal of lockdown restrictions. The powerhouse behind this positivity is the manufacturing sector - up 53 percentage points from the previous year to +39% for Q4 2021.The ManpowerGroup Employment Outlook Survey is based on 420 employers in Ireland. Employers were asked whether they expect to increase, reduce or keep the same number of employees in the workforce. This quarter a record breaking 47% of employers reported intentions to increase their headcount in the coming quarter. The ManpowerGroup Employment Outlook Survey is the most comprehensive forecast employment survey of its kind.“There is a continued sense of optimism among employers across Ireland as we head into the fourth quarter of the year,” said John Galvin, Managing Director, ManpowerGroup Ireland. “As the severe COVID-19 restrictions have eased and the majority of the adult population is now fully vaccinated; we’re getting back to business as usual, and in many cases, organisations are planning for growth. This is great for workers as business confidence returns and employers hiring plans are boosted.”Galvin continues: “Hiring intentions in the capital have shot up as we head into the end of the year, rising above the national Outlook at +39%. The green shoots we predicted in the spring time have bloomed as we see the retail, hospitality and other hard hit sectors, which faced the brunt of lockdown, come roaring back. This represents a promising sign for continued growth in hiring for Ireland as the regional economies tend to follow in Dublin’s footsteps.”Similar to Manufacturing, the Other Services sector which includes Transport & Logistics is also poised for headcount growth, with the Outlook rising to 39% for the coming quarter. The Retail sector also intends to hire significantly, bouncing back with the promise of continued government employment supports for the industry remaining in place until March 2022. Elsewhere, the Finance and Business Service sector remains strong, up ten percentage points on last quarter to +20%. However, the Construction industry is hit by limitations to supplies and hiring plans have contracted 19 percentage points from last quarters record high, yet the employers in the sector remain optimistic with a hiring Outlook of +20%.Galvin continues “Ireland’s Manufacturing industry is recovering extremely quickly, with the highest bounce in hiring demand year-on-year of any sector. As an industry, Manufacturing was hardest hit in 2020 as lockdown restrictions and delays in raw materials stalled hiring throughout the year. Now the industry is steaming ahead to fill a back-log of orders which have built up over the last 18 months. As a result, we are seeing this sector performing above pre-pandemic hiring levels and seeking to lay strong staff foundations for growth as businesses are keen to prepare for the end of 2021 and beyond.”Galvin adds: “With increased hiring intentions across all industries in Ireland, employers are continuously asking how will we fill these roles? As the labour market heats up we continue to face an acute talent shortage as we head into the final quarter of the year – currently 72% of employers are struggling to fill roles. Following 18 months of uncertainty which saw fewer migrant workers arriving in Ireland, coupled with changes in demands from what workers want– the growth of hybrid working, and more flexibility become big factors. This leaves us with a talent gap where employers need to be investing in upskilling and retraining programmes now as long-term solutions to filling roles – it’s encouraging to see 40% of employers in the survey offering skills development as part of their talent attraction and retention strategies.”Irish Hiring Plans by Industry Sectors, Regions and Organisation Size:Nationwide, employers in all industry sectors report positive hiring plans for Q4 2021. Across sectors the Outlooks are reported as: Other Services (Public & Social, Transport, Storage & Communication) (+39%), Manufacturing (+39%), Wholesale & Retail Trade (+31%), Finance and Business (+20%) and Construction (20%).From a regional perspective, the results show that employers in Dublin are reporting positive hiring intent for Q4 with an Outlook of +39%. Elsewhere, employers report Outlooks of +44% in Munster, +23% in Leinster and +11% in Connaught.Larger-sized organisations (250+ employees) are reporting the strongest hiring confidence for Q4 with an Outlook of +39%. Medium-sized organisations (50-249 employees) report a positive Outlook of +29% and small-sized organisations (10-49 employees) also report a positive Outlook of +21%.DOWNLOAD THE FULL IRELAND EMPLOYMENT OUTLOOK REPORT HEREDOWNLOAD THE FULL GLOBAL EMPLOYMENT OUTLOOK REPORT HERE
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Why We Need to Renew, Reskill and Redeploy Talent
We’re in the midst of a Skills Revolution. Technology is transforming organisations, in-demand skills are rapidly changing, and organisations can’t find the talent they need. At ManpowerGroup, we’re committed to being part of the skills solution. We do this by conducting market research, embedding workforce strategies and running training programmes that progress talent. Skills Revolution Reboot: The 3 Rs – Renew, Reskill, Redeploy is our latest report in the Skills Revolution series, for which we surveyed 26,000 employers in 43 countries to understand how organisations are recovering from the COVID-19 pandemic. We’re facing one of the worst talent shortages in Ireland out of any country in our survey, with three-quarters (or 77%) of employers finding they can’t find the right people to fill roles. This skills gap has accelerated as a result of the pandemic; sadly there has been a great deal of new entrants to the jobseekers’ market, and not all with the right skills to meet the needs of a post-pandemic workforce – many people are not equipped with the right skills to meet the challenges of today, while organisations aren’t attracting and developing the skills they need the most. There is an urgent need for employers to renew, reskill and redeploy their workers. Contrary to popular belief, digitisation is creating jobsPropelled by the pandemic, many organisations are focused on digitising and automating their operations at speed and scale, with many of those organisations feeling optimistic about recruitment too. In Ireland, more jobs are being created than eliminated, with 84% of those intent on automating also planning to increase or maintain their headcount – these are typically larger organisations of 250+ employees. However, 61% of Irish employers said that the pandemic has had no impact on their plans to digitise and automate. Most of these are smaller organisations who have also scaled back their hiring plans. Given that the World Economic Forum reported that by 2025, humans and machines will split work-related tasks 50:50, those smaller firms may start to lag behind and struggle to compete for customers and talent. In-demand skills are transformingAlongside the progression of organisations’ technical capabilities, the skills most needed are rapidly transforming too. The recent shift to remote working means soft skills like collaboration, communication and adaptability are in highest demand, yet only 22% of Irish organisations are investing in soft skills training. These employers report that identifying and developing soft skills is far more challenging than teaching technical skills. And although technical skills count for a lot, it’s these human skills that build employability and resilience over the long term. But companies are recognising the importance of continuous learning and the need to equip their workforce with learning opportunities, enabling them to embrace new tasks, remain resilient in times of change, and respond to the needs of today and tomorrow. Not only that, but training initiatives will support an employee’s appetite for learning and development – they want easily accessible and relevant content. Becoming part of the solutionWithin the last year, redundancy rates rose faster during the pandemic than they did in the 2008-09 economic downturn. Those people have talent, experience and skills to offer, but they may need some of their skills renewing or redeploying to re-enter the workforce. That need for skills development also holds true for employees unaffected by the events of the last 12 months: they too need to be continually learning to meet the challenges of an ever-changing landscape. Helping people to upskill and reskill for in-demand roles remains the defining challenge of this decade. It was important before the pandemic and even more critical now – to create a better and more equitable workplace where everyone is able to unleash their full human potential. Jonas Prising , Chairman and CEO, ManpowerGroupWhen skills needs are changing faster than ever and talent is at a premium, organisations need refreshed talent and workforce development strategies to attract, develop, engage and retain the best talent in this next phase of the Skills Revolution. As we emerge from the pandemic, we’re calling on more employers to Renew, Reskill and Redeploy workers. DOWNLOAD THE LATEST SKILLS REVOLUTION REPORT HERE
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Data Scientists are in high demand – here’s how to attract them into your organisation
Virtual and augmented reality, advanced robotics and self-driving cars are technologies that exemplify the digital transformation of our world. However, none of these advancements would be possible without data and, more importantly, how we build, interpret and understand data.To stay ahead of the competition, organisations need to continually invest in these progressive technologies. Data analysis methodology is becoming more sophisticated and the volume of data being collected is rapidly increasing. In turn, this means that the number and variety of roles in data science are also growing significantly, creating high demand for Data Scientists and Engineers. In this post, we’re sharing insights on why these specialist candidates are in such high demand, UK-wide hiring data for this talent pool, and how to attract these professionals into your organisation.The steady growth in data science rolesOver the last few years there has been a measurable increase in data science investment within organisations, and Refinitiv has reported that the COVID-19 pandemic will accelerate this investment even further, with 40% of firms expecting to increase machine learning.Through organisations recognising the value of data analytics and increased investment in this area, the number of jobs available has also spiked. Since 2012, there has been a 650% increase in data science jobs and while demand for Data Scientists remains high, supply is low and, according to IBM, this trend is set to continue. Data collected between 2019 and 2021 shows that there are now fewer candidates available per job than in prior years, indicating the difficulty employers may face in attracting the talent they need.The context behind the surge in demand for talentOne reason for the shortage of Data Scientists is because more companies are realising the value of big data in making informed business decisions. To that end, Refinitiv reported that between 2018 and 2020, there was a 260% growth in the number of data science teams per firm. We’ve also seen a trend whereby smaller businesses across the country build specific data functions to stay ahead of their competitors, while a number of our clients have changed their strategic approach to be data-led, so that they can engage with their customer base in a much more targeted way.The value of adding Data Scientists to your teamUsing algorithms and machine learning, Data Scientists can extract valuable insights from data, enabling them to make informed decisions and predictions that have a significant impact for organisations, touching everything from business strategy to customer engagement.A recent survey from TechRepublic supports the importance of data science, reasoning why more organisations are increasing their investment in this area; they reported that using data analytics can create significant competitive advantages, allowing organisations to maximise opportunities and mitigate potential risks. In fact, the report participants attributed data science and analytics as a major contributor to their business success, with 79% confirming that their company used analytics.Candidates’ job preferencesGenerally speaking, most candidates are attracted to work for a company where they can collaborate with a wider data team. Plus, they want to understand how their position fits into that wider team and the overall organisation, and clearly see the impact of their work. Recent data indicates that a large number of job seekers would be willing to relocate for the right role, demonstrating that company fit is a key consideration for candidates in this market.How companies can attract Data Scientists to their workforceOrganisations need to have a clear roadmap for their data science capability, along with clearly defined roles within a data science team, otherwise candidates may not understand the purpose of their role or the scope of their remit. Encouraging inventive approaches to work, recognising achievement and offering flexibility will go a long way. Reward plays a big part too. The Dice Tech Salary 2021 Report shows that in the US, between 2019 and 2020, Data Scientists experienced a 12.8% salary increase– one of the biggest within the tech market, while Data Engineers’ salaries increased by 4.7%. We expect to see a similar trend in Ireland, given that there is high demand and low supply for this talent pool, so both pay and the wider benefits package need to be carefully considered.If you need support recruiting Data Scientists, we’re here to help. Experis is the global leader in professional IT resourcing and solutions, operating in more than 50 countries worldwide. Thanks to our expert industry knowledge, history of success and strong relationships with organisations large and small, we’re perfectly placed to match specialist IT professionals into permanent and contract assignments. To learn how we can help you attract the right talent in this competitive market, please contact Amy Corbally today.
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Stack It Up: Tech Skills in Demand
Digitisation is changing the old work order. The pandemic has pushed all businesses online, so nearly every company is now a tech business and companies can no longer afford to avoid pursuing a strong digitisation strategy. The Tech Revolution has gathered incredible pace – 38% of organizations have accelerated their digitisation as a result of the pandemic and 86% of those plan to increase or maintain their hiring levels as a result. The companies digitising most are leading job creationAt the same time, acute skill shortages continue – in cloud, cyber security, system and software engineering, software development, data analysis and more. Nearly two-thirds (64%) of companies globally acknowledge their current workforce lacks the skills required to implement digital transformation strategies and capitalise on growth potential.Companies must develop sophisticated, competitive workforce strategies to ensure they have the specialised IT talent that their organisation needs. New skills are emerging as fast as others are declining. Demand for cloud native developers, experts in containerization, security architecture design, machine learning and AI already outweighs availability. Nearly two-thirds (64%) of companies do not have the skills required to implement their digital transformation strategy and capitalize on growth potential.The latest whitepaper in the Experis Insights series, ‘Stack It Up: Tech Skills in Demand’, is now available for download and will help demystify what is currently being seen in the market, as well as the changes companies are looking to make by 2025 to accelerate digitisation.DOWNLOAD THE EXPERIS TECH INSIGHTS REPORT HERE
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Recent Trends in the Digital Tech Employment Market
Although we are more than halfway through 2021, the pandemic continues to dominate the news, the economy and how we live and work – and the digital technology employment market is no exception. As their focus was understandably diverted to continuity, they shelved any non-essential projects and plans, which had a big impact on the demand for digital tech. Over a year later, this is continuing to impact the jobs market. Here are some trends we have seen in recent months:Businesses are adapting, and digital transformation is coming back online: both planned strategic development and new projects in response to the dramatic operational changes that have been brought about by the pandemic. To support this, there’s been huge growth in demand for digital technology expertise. This has really highlighted the skills gap, which pre-dated Covid. It’s now bigger than ever, so businesses are turning to interim / contractor resources to help them deliver their projects, and that means that jobseekers have enjoyed a boost to the available jobs – a huge change from this time last year. Clients are increasingly looking to open source technologies, due to the flexibility and variety of technology that is available to them: Kotlin, Python and PHP (and its surrounding frameworks) are in particular demand. Meanwhile, React is continuing as the leading JavaScript framework – and we are hearing more about low-code / no-code too, so watch this space. The biggest shift? More choice for both candidates and employersAlong with the increase in developer jobs available generally, candidates can now also consider roles that were previously out of reach due to geographic limits: despite lockdown restrictions lifting, many developers will continue to work from home day-to-day, coming in only for key project meetings and workshops, which opens up jobs to a much wider pool of candidates. The flip side of this is that employers are now able to draw upon a much wider pool of potential candidates, so they can demand and really drill down to find the exact set of skills for their needs, including more UX / end-user experience and soft skills – and this is most notable in the contractor market. As leading specialist recruiters in digital, Experis is uniquely placed to help our candidates to understand where the market is going and help them prepare themselves for the future. In our related blog, we looked at recent trends that we’ve seen in digital technology employment – here are our predictions for the coming months, based on what we’ve seen and heard from our clients and candidates: Projects are coming back online after being put on ice due to Covid, so there are a lot of roles to be filled, and candidates have more choice. To get the people they need, businesses will need to put candidates through the recruitment process much more quickly, or face losing valuable talent. For instance, technical tests will increasingly become a thing of the past, while the candidate’s interaction with the business will grow in importance. Specialisation is becoming increasingly important in digital. While there will continue to be more scope for a broader range of skills in the perm market, contractors need to add specific and great value for projects with particular technologies, so generalists are becoming less marketable. React has been continuing as the dominant JavaScript framework, so it’s a good area for developers to explore, as well as open source technologies Coinbase has gone public, showing that blockchain technology is here to stay. We anticipate these skills becoming increasingly desirable – already we’ve seen more candidates doing personal projects to prepare themselves. Low-code / no-code makes developers’ lives easier, so we believe that companies will increasingly adopt this more efficient approach to development. How to stand out in the market as a candidateThe job market is very different now compared with the pre-Covid landscape: homeworking will last long after lockdown (if not forever), judging from the number of our clients who are moving to a more ‘hot desk’ approach to their office layout. As a result, digital candidates can now go for jobs much further afield, which opens up great new opportunities. However, since employers can now also benefit from a much wider pool of potential candidates, they are demanding more from successful candidates and can drill down to find the exact set of skills for their needs. Because you’re now competing with many more jobseekers, it’s now critical for employers and recruiters alike to find you among the sea of applicants. Specialist experience and expertise is king for candidates!We can’t overestimate the importance of specialisation: be it .NET, front-end vs back-end vs full-stack… it’s important to know your niche and demonstrate it: Your LinkedIn profile, CV and job applications / need to be very targeted from the start: use specific keywords that are in line with what recruiters and employers are likely to search for. To ensure your key skills stand out, don’t bloat your LinkedIn profile with a lot of ‘generalist’ skills, experience and attributes – and avoid broad statements like ‘Experienced Developer’ in your title and professional summary as you will likely be passed over. Lengthy, non-specific summaries and profiles make it harder for you to emerge prominently when employers are searching and sifting for specific technologies and experience. Employers are now looking for evidence of more of the CX/UX soft skills and experience as well, so make sure to highlight these if you can. Finally, in this evolving and challenging market, don’t go it alone. The best thing you can do to get the edge on the competition is to partner with a recruiter who will work to get you the best result. Take time to find the right consultant for your career development, make an effort to communicate your value to them. If they are confident in putting you in front of clients and enjoy working with you, they will go the extra mile for your success.
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Data Scientists are in high demand – here’s how to attract them into your organisation
Virtual and augmented reality, advanced robotics and self-driving cars are technologies that exemplify the digital transformation of our world. However, none of these advancements would be possible without data and, more importantly, how we build, interpret and understand data.To stay ahead of the competition, organisations need to continually invest in these progressive technologies. Data analysis methodology is becoming more sophisticated and the volume of data being collected is rapidly increasing. In turn, this means that the number and variety of roles in data science are also growing significantly, creating high demand for Data Scientists and Engineers. In this post, we’re sharing insights on why these specialist candidates are in such high demand, UK-wide hiring data for this talent pool, and how to attract these professionals into your organisation.The steady growth in data science rolesOver the last few years there has been a measurable increase in data science investment within organisations, and Refinitiv has reported that the COVID-19 pandemic will accelerate this investment even further, with 40% of firms expecting to increase machine learning.Through organisations recognising the value of data analytics and increased investment in this area, the number of jobs available has also spiked. Since 2012, there has been a 650% increase in data science jobs and while demand for Data Scientists remains high, supply is low and, according to IBM, this trend is set to continue. Data collected between 2019 and 2021 shows that there are now fewer candidates available per job than in prior years, indicating the difficulty employers may face in attracting the talent they need.The context behind the surge in demand for talentOne reason for the shortage of Data Scientists is because more companies are realising the value of big data in making informed business decisions. To that end, Refinitiv reported that between 2018 and 2020, there was a 260% growth in the number of data science teams per firm. We’ve also seen a trend whereby smaller businesses across the country build specific data functions to stay ahead of their competitors, while a number of our clients have changed their strategic approach to be data-led, so that they can engage with their customer base in a much more targeted way.The value of adding Data Scientists to your teamUsing algorithms and machine learning, Data Scientists can extract valuable insights from data, enabling them to make informed decisions and predictions that have a significant impact for organisations, touching everything from business strategy to customer engagement.A recent survey from TechRepublic supports the importance of data science, reasoning why more organisations are increasing their investment in this area; they reported that using data analytics can create significant competitive advantages, allowing organisations to maximise opportunities and mitigate potential risks. In fact, the report participants attributed data science and analytics as a major contributor to their business success, with 79% confirming that their company used analytics.Candidates’ job preferencesGenerally speaking, most candidates are attracted to work for a company where they can collaborate with a wider data team. Plus, they want to understand how their position fits into that wider team and the overall organisation, and clearly see the impact of their work. Recent data indicates that a large number of job seekers would be willing to relocate for the right role, demonstrating that company fit is a key consideration for candidates in this market.How companies can attract Data Scientists to their workforceOrganisations need to have a clear roadmap for their data science capability, along with clearly defined roles within a data science team, otherwise candidates may not understand the purpose of their role or the scope of their remit. Encouraging inventive approaches to work, recognising achievement and offering flexibility will go a long way. Reward plays a big part too. The Dice Tech Salary 2021 Report shows that in the US, between 2019 and 2020, Data Scientists experienced a 12.8% salary increase– one of the biggest within the tech market, while Data Engineers’ salaries increased by 4.7%. We expect to see a similar trend in Ireland, given that there is high demand and low supply for this talent pool, so both pay and the wider benefits package need to be carefully considered.If you need support recruiting Data Scientists, we’re here to help. Experis is the global leader in professional IT resourcing and solutions, operating in more than 50 countries worldwide. Thanks to our expert industry knowledge, history of success and strong relationships with organisations large and small, we’re perfectly placed to match specialist IT professionals into permanent and contract assignments. To learn how we can help you attract the right talent in this competitive market, please contact Amy Corbally today.
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Keeping Your Workforce Modernised in the Skills Revolution
To stay ahead of the competition and hire the best quality candidates for your roles, job location and remote working are now key considerations to factor into your recruitment strategy. COVID-19 has broken down the geographic barriers for workers across Ireland, meaning that a candidate could potentially work for any organisation across the country, without being restricted by their proximity to an employer’s location. We have the insights of who’s hiring for what jobs and in which locations. Download the Skills Revolution Report HereWithin the last year, we’ve also seen Brexit and Covid-19 make a significant impressions on the Ireland labour market, including spikes in demand for talent at certain locations and the positive impact on particular sectors.Hosted by Colin Ralphs, Right Management Ireland Senior Consultant and joined by John Galvin, Managing Director ManpowerGroup & Experis Ireland and Claire McGee, Head of Innovation Policy at IBEC, we held a webinar to discuss the skills revolution in 2021 and the employment outlook for Q3. They discussed which industries are growing their headcounts and where; debunking some of the myths as well as examining the growing sectors and booming cities resulting from this historical change; and learnings they’ve made from shifting roles, due to the pandemic.WATCH THE WEBINAR ON-DEMAND HERE
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Build, Buy, Borrow and Bridge – Solve the Talent Shortage in your Organisation
For over 55 years, the ManpowerGroup Employment Outlook Survey (MEOS) has asked employers across the globe how they anticipate hiring to change at their organisation in the next quarter. For the Q3 2021 survey, we interviewed a representative sample of over 45,000 employers in 43 countries and territories globally , including Ireland. Although the results are, unsurprisingly, heavily influenced by the pandemic, there’s plenty to be optimistic about.In Ireland, there are encouraging signs for job seekers, with a Net Employment Outlook of +15%, the strongest hiring sentiment reported in six years and the strongest growth of any European country. The data also demonstrates growing confidence among employers as the global crisis evolves, with hiring intentions improving by 13 percentage points in comparison with the previous quarter, and those intentions are 20 percentage points stronger when compared with data from this time last year, when COVID-19 first had an impact on hiring sentiment.But we still have significant challenges to overcome. The skills shortage continues to affect organisations across every industry, as they struggle to find the right talent with the necessary blend of technical and soft skills. In fact, talent shortages are at a 15-year high and the Ireland is facing one of the largest talent shortages in the world, with 78% of employers reporting difficulty in filling jobs, compared to the global average of 69%.As ManpowerGroup’s latest Talent Shortage Reporthighlights, Operations and Logistics, Manufacturing and Production, IT and Data, Sales and Marketing, and Administration or Office Support are the top five most in-demand skills globally. Employers are increasingly searching for people who have the hard skills required for those positions, but also the relevant soft skills – in times of rapid transformation and uncertainty, these soft skills are more important than ever in workers and leaders. In fact, several employers reported wanting candidates with hard-to-find soft skills that they could train or upskill in the respective hard skill areas they were recruiting into.Employers reported that the top five most difficult soft skills to find are:Accountability, reliability and disciplineResilience, stress tolerance and adaptabilityLeadership and social influenceCritical thinking, analysis and problem solvingTaking initiativeBut how can organisations who are recruiting this specialist talent ensure that they are not negatively impacted by these shortages? As the global leader in professional resourcing and workforce solutions, working with over 80% of the Fortune 500, we have a deep understanding of the most effective workforce strategies in the digital age. To help you build your specialist talent pipeline, we propose four key areas that organisations need to develop for an effective talent strategy.1. Build – Invest in learning and development to grow your talent pipelineWith specialist professionals becoming increasingly difficult to source in the external market, many organisations are developing the talent they need in-house. Consider providing meaningful upskilling opportunities for your current workforce that align with the skills your business needs, and encourage everyone to take personal responsibility for reskilling and engaging in continuous learning.Businesses must use data to make informed decisions about training requirements: improved people analytics, psychometric assessments, predictive performance and AI can help employers to identify skills gaps in their workforce, before upskilling their talent to plug those gaps.This development approach can create a positive experience for the employee, encouraging them to stay with the organisation for longer as they learn and progress in their career.2. Buy – Go to the external market to find the best talent that cannot be built in-house in the timeframe requiredSometimes the speed at which business critical projects need to be delivered means that organisations don’t have the time to upskill a current employee. Instead, you need to deploy someone who already has the right capabilities to fill your skills gap.In the most competitive, specialist markets, such as IT and engineering, employers need to work even harder to attract talent. This includes developing and showcasing a strong employee value proposition, a clear purpose for the organisation, commitment to social responsibility and a diverse workforce. Employers could also expect to pay a premium by offering a higher salary or other rewards.3. Borrow – Cultivate communities of talent, including part-time, freelance, contract and temporary workers to complement existing skillsWhen you require talent for a short-term project, consider all the possibilities of who could fill that need to enhance the skill sets already established within the team. Whether it’s people from another area within your organisation taking up a secondment or global mobility programme, or external talent looking for remote, flexible or temporary/contract work, talent management solutions will be increasingly beneficial.4. Bridge – Help people move on and move up to new roles inside or outside the organisationFinally, assess whether workers can be reallocated to different areas of your business or whether they need help moving on and up to new roles –be that within your organisation or elsewhere. This is particularly important for roles which are becoming redundant – an important consideration after The World Economic Forum reported that humans and machines will split work-related tasks 50:50 by 2025, and organisations should work to identify and nurture talent with transferable skill sets.Done effectively, this approach will help the organisation to optimise the skills they have and find alternative pathways for those whose skills no longer fit the business requirements.“Helping people to upskill and reskill for in-demand roles remains the defining challenge of this decade. It was important before the pandemic and even more critical now – to create a better and more equitable workplace where everyone is able to unleash their full human potential.” – Jonas Prising, ManpowerGroup Chairman and CEOTo find out more, download the Full MEOS Q3 2021 Report, or to learn how ManpowerGroup can help with your talent shortages, Contact Us Today.
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Build, Buy, Borrow and Bridge – Solve the Talent Shortage in your Organisation
For over 55 years, the ManpowerGroup Employment Outlook Survey (MEOS) has asked employers across the globe how they anticipate hiring to change at their organisation in the next quarter. For the Q3 2021 survey, we interviewed a representative sample of over 45,000 employers in 43 countries and territories globally , including Ireland. Although the results are, unsurprisingly, heavily influenced by the pandemic, there’s plenty to be optimistic about.In Ireland, there are encouraging signs for job seekers, with a Net Employment Outlook of +15%, the strongest hiring sentiment reported in six years and the strongest growth of any European country. The data also demonstrates growing confidence among employers as the global crisis evolves, with hiring intentions improving by 13 percentage points in comparison with the previous quarter, and those intentions are 20 percentage points stronger when compared with data from this time last year, when COVID-19 first had an impact on hiring sentiment.But we still have significant challenges to overcome. The skills shortage continues to affect organisations across every industry, as they struggle to find the right talent with the necessary blend of technical and soft skills. In fact, talent shortages are at a 15-year high and the Ireland is facing one of the largest talent shortages in the world, with 78% of employers reporting difficulty in filling jobs, compared to the global average of 69%.As ManpowerGroup’s latest Talent Shortage Reporthighlights, Operations and Logistics, Manufacturing and Production, IT and Data, Sales and Marketing, and Administration or Office Support are the top five most in-demand skills globally. Employers are increasingly searching for people who have the hard skills required for those positions, but also the relevant soft skills – in times of rapid transformation and uncertainty, these soft skills are more important than ever in workers and leaders. In fact, several employers reported wanting candidates with hard-to-find soft skills that they could train or upskill in the respective hard skill areas they were recruiting into.Employers reported that the top five most difficult soft skills to find are:Accountability, reliability and disciplineResilience, stress tolerance and adaptabilityLeadership and social influenceCritical thinking, analysis and problem solvingTaking initiativeBut how can organisations who are recruiting this specialist talent ensure that they are not negatively impacted by these shortages? As the global leader in professional resourcing and workforce solutions, working with over 80% of the Fortune 500, we have a deep understanding of the most effective workforce strategies in the digital age. To help you build your specialist talent pipeline, we propose four key areas that organisations need to develop for an effective talent strategy.1. Build – Invest in learning and development to grow your talent pipelineWith specialist professionals becoming increasingly difficult to source in the external market, many organisations are developing the talent they need in-house. Consider providing meaningful upskilling opportunities for your current workforce that align with the skills your business needs, and encourage everyone to take personal responsibility for reskilling and engaging in continuous learning.Businesses must use data to make informed decisions about training requirements: improved people analytics, psychometric assessments, predictive performance and AI can help employers to identify skills gaps in their workforce, before upskilling their talent to plug those gaps.This development approach can create a positive experience for the employee, encouraging them to stay with the organisation for longer as they learn and progress in their career.2. Buy – Go to the external market to find the best talent that cannot be built in-house in the timeframe requiredSometimes the speed at which business critical projects need to be delivered means that organisations don’t have the time to upskill a current employee. Instead, you need to deploy someone who already has the right capabilities to fill your skills gap.In the most competitive, specialist markets, such as IT and engineering, employers need to work even harder to attract talent. This includes developing and showcasing a strong employee value proposition, a clear purpose for the organisation, commitment to social responsibility and a diverse workforce. Employers could also expect to pay a premium by offering a higher salary or other rewards.3. Borrow – Cultivate communities of talent, including part-time, freelance, contract and temporary workers to complement existing skillsWhen you require talent for a short-term project, consider all the possibilities of who could fill that need to enhance the skill sets already established within the team. Whether it’s people from another area within your organisation taking up a secondment or global mobility programme, or external talent looking for remote, flexible or temporary/contract work, talent management solutions will be increasingly beneficial.4. Bridge – Help people move on and move up to new roles inside or outside the organisationFinally, assess whether workers can be reallocated to different areas of your business or whether they need help moving on and up to new roles –be that within your organisation or elsewhere. This is particularly important for roles which are becoming redundant – an important consideration after The World Economic Forum reported that humans and machines will split work-related tasks 50:50 by 2025, and organisations should work to identify and nurture talent with transferable skill sets.Done effectively, this approach will help the organisation to optimise the skills they have and find alternative pathways for those whose skills no longer fit the business requirements.“Helping people to upskill and reskill for in-demand roles remains the defining challenge of this decade. It was important before the pandemic and even more critical now – to create a better and more equitable workplace where everyone is able to unleash their full human potential.” – Jonas Prising, ManpowerGroup Chairman and CEOTo find out more, download the Full MEOS Q3 2021 Report, or to learn how ManpowerGroup can help with your talent shortages, Contact Us Today.
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Why Organisations Should be Focused on Sophisticated Transformation in 2021
As digital capabilities expand, attracting and retaining talent has become increasingly complex for any organisation. Now workforce management will become more tech-driven, on-demand and responsive to global trends. Organisations that wish to remain ahead of the curve and an employer of choice need to become more sophisticated in how they approach workforce development and talent management. Below are a few ways organisations can adapt to the changing landscape and lead with action. Talent management for remote workCompanies now have an opportunity to turn remote working into a competitive advantage. As more employees expect the flexibility to work remotely, organisations who re-think their business models and consider training and upskilling their employees in a variety of areas including technical skills and software could be well positioned to attract top talent. According to a July 2020 McKinsey report, organisations need to create the foundation for long-term remote work, revamping upskilling approaches and adopting an agile approach to strategic workforce planning. Remote working is here to stay, and it’s time to build new management processes fit for purpose. Demand for assessments and solutionsBy utilising meaningful data, organisations can better predict performance, skills knowledge and overall job fit for individuals. Assessments like ManpowerGroup’s proprietary SkillsInSight™ Assessment help people identify their strengths and work preferences while also helping organisations to match the right person for the role. These insights support talent decisions, reduces talent acquisition costs and improves employee mobility by aligning the right capabilities and potential to the organisation’s skills gaps. You can discover more on this offering and its benefits Here. Improving supply chain resilienceAs we saw with supply shocks from the pandemic, supply chains can be vulnerable unless companies work to better approach uncertainty and manage risk. In the future, it will be essential for organisations to create connected supply chain ecosystems that include aggregated suppliers, satisfied users, and amplified networks. If and when another crisis hits, organisations need to have a more sophisticated system to prepare for supply chain shock and diversity their mitigation strategies, as well as have the right technology, systems and talent in place to reduce risks and respond to threats. Renewed demands on leadersLeadership has always been important, but it is at an even greater premium as organisations navigate months of a crisis and look to emerge stronger. The global economic, political and social turmoil that has resulted because of the COVID-19 pandemic has put increasing pressure on global leaders to lead with empathy and digital agility, champion social justice and climate action regardless of sector, and help usher in recovery and sustainability. No small feats on their own, together these goals will take masterful leadership to achieve. As organisations look ahead, the constant will be that business will continue to evolve and require a sophisticated response demanding resilient leadership, technology, and solutions. Download ManpowerGroup’s Top 21 Trends for 2021 infographic for more information on the major forces shaping the workplace and workforce of the future.
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Employment market predictions in cyber security – and how to stay relevant as a jobseeker
In our related blog, we looked at the recent trends we’ve been seeing in cyber- security, which is struggling to cope with unprecedented need. Post-Covid, cyber is more important than ever – and it was already underinvested. Now, however, threats are on the rise, and they are getting more creative, leaving customers, businesses and companies increasingly vulnerable. Not only are salary and day-rates hitting new heights, but newer, richer roles are emerging in cyber, with a shift toward people who are not only technical but who can also liaise directly with clients and report directly to management. The consultative and forward-thinking approach is becoming more important as cyber becomes more ‘centre-stage’ – companies are moving away from experts who are hidden away, as they have a lot of value to offer, which is being recognised at last. In terms of more technical skills, we’ve seen a growing focus on supply chain cyber security risks with our current clients – and we expect this to continue to grow. In terms of future skills forecasting, we’re anticipating even more demand in: Risk Identification and Management Technical Fundamentals Data Management and Analysis DevSecOps (introducing security earlier in the life cycle of application development) Cloud Automation Threat-hunting Interpersonal skills, business acumen, and agilityInterestingly, we’re also seeing the emergence of a new discipline: Security Ops – the hybrid of DevOps and Cloud with security, as organisations want their cyber infrastructure teams to be able to communicate with the business and supply a “customer ready” solution. How to stay relevant in the marketplace“In cybersecurity, if you’re standing still, you’re moving backwards.”Employers need people who have a real world, user-focused approach – not a textbook approach. They want a team of cyber experts who really understand the potential impact of cybersecurity threats on their business and users – not only now, but in the future, and in many potential scenarios. The employment landscape is increasingly favouring those who can explain the value of their work to clients and senior managers directly. Success is favouring engaged experts who continually examine and challenge their environment, constantly learning and evolving: Showcase your ‘soft skills’ – these are increasingly important as cyber professionals are respected for their role in business continuity and commercial success. Share and shout about your successes: what problems did you encounter and how did you approach them? Get involved in blogs, LinkedIn groups, professional groups, post your code on GitHub…make yourself known to professionals in your discipline. Self-development is key, so continue training and learning on the job, and make sure to recertify in the major technologies. The landscape has changed: it’s not enough now to just be good at your core discipline. Make sure you are showing the range of competencies you can offer beyond your technical skills. It’s time to be proud of what you can do, as it’s now more valuable than ever. If you’re looking for your next career change, we’re here to help. Experis is the global leader in professional IT resourcing and solutions, operating in more than 50 countries worldwide. Thanks to our expert industry knowledge, history of success and strong relationships with organisations large and small, we’re well-equipped to share market insights like these and match specialist IT professionals into permanent and contract assignments. Browse all our Current Job Opportunities here
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ManpowerGroup Employment Outlook Survey – Q3 2021
Irish Firms Rally on Hiring as Talent Shortages TightenEmployer’s report hiring Outlook of +15% for Q3, most positive result in EuropeYet over three-quarters of employers are struggling to find the talent their firms needConstruction and Hospitality sectors report strong hiring intentions for third quarterDOWNLOAD THE FULL EMPLOYMENT OUTLOOK BROCHURE HEREDUBLIN, 8 JUNE 2021Irish hiring plans are roaring back into life in the third quarter of 2021 according to the latest ManpowerGroup Employment Outlook Survey. Employers report a Net Employment Outlook of +15% for Q3, the joint-highest recorded in Europe, with all sectors surveyed reporting positive hiring plans for the next three months. Yet despite growing confidence as the economy reopens, employers are also facing dire talent shortages when looking for new staff, with78% struggling to fill roles due to a lack of available talent.The ManpowerGroup Employment Outlook Survey is based on responses from 504 employers in Ireland. It asks whether employers intend to hire additional workers or reduce the size of their workforce in the coming quarter. It is the most comprehensive, forward-looking employment survey of its kind.John Galvin, Managing Director, Experis Ireland, commented: “The headline stats highlight the optimism employers are feeling going into Q3; with the highest Outlook recorded in Ireland since 2007and positive hiring plans reported in every sector. As the vaccination programme continues to gather pace, employers are finally confident they can plan for the future without further restrictions impacting their business plans.”“At the same time, organisations in Ireland are facing some of the most challenging hiring conditions in years” says Galvin. “There’s a perception that, due to the economic fallout of the pandemic, employers will have access to a greater pool of talent than before. Yet what we’re seeing from clients is that many skillsets are increasingly difficult to find, with highly-skilled workers in Ireland content to remain in their current roles rather than look for new opportunities; many with increased loyalty to their employer who saw them through the pandemic.”Irish Hiring Plans by Industry Sectors, Regions and Organisation SizeNationwide, employers in all eight industry sectors report positive hiring plans for Q3 2021: Construction (+39%), Pharmaceuticals (+30%), Restaurants and Hotels (+21%), Wholesale & Retail Trade (+17%), Manufacturing (+16%), Other Services (Public & Social, Transport, Storage & Communication) (+15%), Finance and Business Services (+6%), Other Production (Mining & Quarrying; Agriculture, Hunting, Forestry & Fishing; and Electricity, Gas & Water) (+6%).From a regional perspective, the results show employers in the Connaught region are the most confident with an Outlook of +29% for Q3. Employers in Leinster report an Outlook of +19%, employers in Ulster report an Outlook of +14%, whereas Dublin and Munster are both at +12%. Elsewhere, larger-sized organisations (250+ employees) are the most confident with an Outlook of +29%. Medium-sized organisations (50-249 employees) report an Outlook of +24% for Q3, small-sized organisations (10-49 employees) report an Outlook of +15% and micro-sized organisations (1-10 employees) report an Outlook of 11%.DOWNLOAD THE FULL EMPLOYMENT OUTLOOK BROCHURE HERE
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Remote Cybersecurity Management Service
With the increased need for people to work remotely, we are seeing rising levels of targeted cyber attacks. Hackers are indiscriminately aiming for organisations of all sizes. Those with 5-500 employees are especially at risk. The resulting impact could be crippling for most businesses. Loss of financial assets and data, large penalties, business downtime, and damaged relationships with customers are becoming the norm. As the remote working trend continues and organisations follow governmental guidelines, advising their employees to work from home, the situation is precarious with hackers constantly developing new ways to breach corporate data and IT systems.71% of organisations worldwide are likely to struggle due to the lack of tried and tested Remote-Work and Bring-Your-Own-Device (BYOD) policies. Staff working from home, often using personal devices such as home Wi-Fi and mobile phones, are suddenly exposing their clients, users and companies to new Information and Business Continuity Risks that they might be unaware of. Around 60% of organisations report cyber security incidents following the introduction of Remote-Work and BYOD policies. 3 out of 4 cyber attacks are aimed at individuals working remotely.How Do We Solve It? We have a simple and effective solution for helping clients tackle the cyber security threats emerging from large-scale remote work and BYOD. Our Risk Management Services can typically help most organisations mitigate the majority of their new cybersecurity and compliance risks without impacting business performance. Which organisations would benefit most? Whether you are an SME, that relies heavily on centralised business and IT infrastructures, or a large corporate with a complex global footprint, we can help you fully uncover the risks and opportunities from employees working from home. Our mature Remote- Work Cyber Risk Management service could protect you from the most important business-critical threats in the digital landscape. Remote-work risk management services.DIY Risk Management Service – A self-implementation package offering great flexibility to you. (<50 Employees).5-Day Risk Management Service – A quick and cost-effective solution for growing companies. (<250 Employees)Bespoke Risk Management Service – A full Risk Management Service for medium & large organisations. (>250 Employees).Supply Chain Remote-Work Cyber Audit – A Tier 1 & 2 (critical) supplier audit for remote-work cyber risk. (>250 Employees).Why Trust Experis?Experis was born from three established ManpowerGroup companies: Elan, Jefferson Wells and Manpower Professional. As a $23Bn, global Fortune 150 business, we are one of the world’s largest HRM organisations. This pedigree assures our clients of our heritage, global presence, strength and ability to deliver projects of any size anywhere in the world. Our management consultancy business was founded to challenge the monopoly of traditional professional services and consultancy companies and represents 60 years of combined knowledge and experience of successfully serving clients around the world and delivering complex, global projects.If you are interested in learning how we can protect your organisation from remote-work cyber threats, then CLICK HERE to contact us now to arrange a call to discuss the options available to you.WATCH ON-DEMAND THE WEBINAR FROM TUESDAY JUNE 2ND AT 12PM FEATURING CYBERSECURITYOn June 2nd at 12pm we discussed the 5 Biggest Cybersecurity Traps related to returning from lockdown. As the Irish government starts to ease restrictions, the focus has turned to the safe return of people to the workplace. However, with cybersecurity attacks still on the rise organisations are not taking the necessary steps to protect themselves from hackers.To find out more about cyber security and the potential risks to your organisation click here to watch the webinar on-demand. In addition, here is a link to the questions and answers that were discussed during the webinar.
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Does your company have an immediate need for Interim staff?
Experis Ireland (Part of ManpowerGroup) have seen a recent spike in the market for temporary staff and flexible staff that can be sourced, vetted and placed with a company in a time efficient manner. Time is of the essence in such cases as our clients are experiencing sharp and sudden changes in their temporary staffing requirements, which have resulted in ManpowerGroup Ireland engaging with new/existing clients in managed RPO's (Recruitment Process Outsourcing) and Contingency Placements on behalf of clients.What are the Benefits of a Manpower Temporary Staffing Solution?Reduced risk to hiring given uncertain time framesImmediate access to a flexible workforceSignificant cost reduction & time savings for your internal staffDedicated expertise and resourceStronger pipeline of high-quality candidatesManpowerGroup Ireland offer a range of services as part of a temporary staffing solution including:Candidate sourcingCandidate screeningCandidate assessmentCandidate interviewsCandidate onboardingCandidate managementCandidate payrollCandidate offboardingIf your business is experiencing temporary staffing shortages in sectors such as IT, Science and Engineering talent is key to achieving an organisation's strategic goals. We would be happy to chat with you and discuss the ways Manpower can help you address your temporary staffing needs. Click here to contact us directly.
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The Top 5 Employee Wants for 2020
ManpowerGroup (Manpower, Experis and Talent Solutions) has undertaken a multi-national primary research project to understand the needs and wants of employees in 2020. The survey looked at many of the usual motivational aspects of an employee’s job. The results will challenge the way businesses to engage with their staff in 2020! Download a full research here The first important factor to acknowledge is that what workers want will vary by age, gender and the stage in their career lifecycle. More pay, flexibility and challenging work are non-negotiables to all. However, there are additional levers employers pull to attract and retain in-demand and diverse talent. What Are the Top 5 Employee Wants for 2020? 1. Pay Always Matters – But How It’s Delivered Matters More Pay is the Top Attraction and Retention Factor for all workers. Companies must get creative to enhance compensation beyond cash to differentiate and attract talent. Think personalization like autonomous working, flexibility, parental leave, and time-off policies. Add attractive financial incentives and goodwill gestures that reward loyalty, learning, and personal development. These policies will mean companies will be more likely to attract and retain the best talent! 2. People Management Strategy Must Be Both a Science and an Art The modern employee wants assignments that test their abilities and projects that demand the best from them. They want insight and advice on fit today and potential tomorrow. This is where the assessment comes in. Assessment can remove bias and over-reliance on Applicant Tracking Systems (ATS) that automatically sift suitable candidates out. Workers want career conversations and coaching to set goals, manage their development and control their career. 81% of assessed employees report higher job satisfaction versus 65% of those who are not assessed! 3. Workers Want Education, Experience, Exposure Challenge is a priority for workers of all ages and means a multitude of things. Stretch Opportunities. Rotational assignments. On-the-job learning and apprenticeships. Stimulating projects. Agile work across various teams. Applying fresh skills in new roles. Thinking harder. Feeling more tested. Clear career pathway from this job to next. People want portfolio work that offers variety, broadens their experience and builds knowledge. A sink-or-swim approach, without support, can result in burnout! Managers need coaching skills to guide people to choreograph career conversations. Surprisingly only 16% of employees say they have ongoing conversations with their managers about their careers. Employees whose managers listen to their work problems are 62% less likely to burnout! 4. Productivity Beats Presenteeism in 2020 Workers are now prioritizing balance and choice. Workers now want the social aspect of work with the flexibility to accommodate the demands of modern life. The bottom line, employers need to loosen up! Consider these progressive options for employees: Non-traditional work hours with flexible starts. End times that counter the rush hour and control the commute. Work from Home (WFH) and Work from Wherever (WFW) policies. Promote side gigs to nurture entrepreneurialism. Condensed four-day work weeks or five-hour workdays that peak productivity. Preserve the weekend. Parental leave that balances family and care (this can be worth more than pay). To tap the whole talent pool and retain a good workforce, employers must strike the balance of flexibility and reward productivity over presenteeism. Culture & leaders must promote it! 5. Bragging Rights Matter in the Modern Workplace Workers want to be proud of who they work for and take pride in what they do. Strong brands, solid reputation, a great place to work and an opportunity to make an impact are in the top ten reasons to work for an organization. How life looks on LinkedIn is just as important as how it looks on Instagram! Companies with purpose, a commitment to people, and the planet are in-demand. With 45% of the global population on social media, people have more visibility than ever into the careers of friends. Companies need to meet current employees where they are at and work hard to achieve the Glassdoor recommendations.
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Irish Talent Shortages Deepen as Firms Suffer Worst Talent Shortage in a Decade.
Now in its 13th year, the Talent Shortage Survey finds that from over 1,000 employers across Ireland, the Skilled Trades sector (electricians, welders & mechanics) is suffering the most acute talent shortage. Sales & Marketing (sales reps/managers, graphic designers) remain the second hardest positions to fill, consistent with 2018; while the Office Support sector (administrative assistants, PAs, receptionists) rises in the talent shortage rankings from eighth in 2018 up to third hardest to fill roles this year.The skills gap increased by more than five times over the past decade; jumping from 5% in 2009 to 27% in the latest survey. Organisations with over 250 employees are experiencing the most notable skills deficits: 75% are unable to fill their open roles. Conversely, organisations with less than ten employees fare much better in the war for talent, with only 18% reporting difficulty in filling roles.Click here to download the full Talent Shortage 2020 infographic.hashtagClick here to download the full Talent Shortage 2020 infographic.The skills gap increased by more than five times over the past decade; jumping from 5% in 2009 to 27% in the latest survey. Organisations with over 250 employees are experiencing the most notable skills deficits: 75% are unable to fill their open roles. Conversely, organisations with less than ten employees fare much better in the war for talent, with only 18% reporting difficulty in filling roles.
ManpowerGroup (NYSE: MAN), the leading global workforce solutions company, helps organisations transform in a fast-changing world or work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organisations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis and Talent Solutions – creates substantially more value for candidates and clients across 8 countries and territories and has done so for 70 years.