Talent Blog

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 lock-down in the UK continues and organisations follow governmental guidelines, advising their employees to work from home, the situation is getting worse with hackers constantly developing new ways to breach corporate data and IT systems. • Covid-19 is now a global pandemic. Governments are instructing organisations to protect staff by letting them work from home. 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. Top 5 Threats and Opportunities  ​ How Do We Solve It?  We have a simple and effective solution for helping clients tackle the cyber security threats emerging from large-scale remotework 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. 5 Biggest Cybersecurity Traps to Returning from Lockdown WATCH ONDEMAND THE WEBINAR FROM TUESDAY JUNE 2ND AT 12PM REGARDING CYBERSECURITY On 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. COVID-19 has been the biggest disruptor to business in the recent past. Cyberattacks have grown 500% and this trend is predicted to grow according to the FBI. The real damage of these attacks is yet unknown, as it takes an average organisation up to 6 months to discover a breach. Therefore, GCHQ’s warning, that over 50% of companies have already been attacked since February with varying levels of success, is most alarming. The transition from lockdown into the “new normal” will require careful planning, especially on the cybersecurity front. The continuity of your business could be at stake! During the webinar, Sunil Bothra, our global subject-matter expert, shared with you: The 5 biggest cybersecurity traps to the return from the COVID-19 lockdown Useful tips on how to protect your organisation in these uncertain times. 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.

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 frames Immediate access to a flexible workforce Significant cost reduction & time savings for your internal staff Dedicated expertise and resource Stronger pipeline of high-quality candidates ManpowerGroup Ireland offer a range of services as part of a temporary staffing solution including: Candidate sourcing Candidate screening Candidate assessment Candidate interviews Candidate onboarding Candidate management Candidate payroll Candidate offboarding If 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.

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.

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.

Are robots eliminating jobs? Nope. Not even close. Automation is already creating more jobs – and the trend is sticking around. In fact, companies that are digitizing are growing, and that growth is creating more and new kinds of opportunities. In fact, according to ManpowerGroup’s Humans Wanted: Robots Need You report, 91% of employers plan to maintain or increase headcount due to automation. (Yay for robots!) IT demand leads the way No surprise here. IT hiring is hot. And the impact of automation, technology and things like robots will make it even hotter. According to the report, 16% of companies expect an IT headcount increase. And while the demand for hard skills in tech and digital are critical, the need for soft skills are growing more than ever as automation scales and machines handle routine tasks. Companies need humans with a blend of soft and hard skills. Combine those skills with a passion and desire to learn and you will be ahead of the game. How to keep up It’s important to stay current and adaptable. New and/or upgraded skills may be required as jobs are transformed. Employees will be hard to find. Employers will need to find ways to attract or build the talent they need. 76% of U.S. organizations expect to be upskilling their workforce by 2020. You will need to be ready. You will need to keep up. But, how? Soft skills. Soft skills. Soft skills. Did I mention soft skills? You need to improve, refine and build your battery of soft skills. Employees with elevated communication skills, problem solving, and critical thinking skills will rise to the top of the pack. Feel like your teamwork, time management or other soft skill need work? Try taking a course, working with a mentor or asking a friend or colleague for feedback. For more insight into the specific soft skills employers seek, click here. Keep learning. Lifelong learning isn’t just a trendy phrase; it is a requirement for success. Whether you need to go back to school or take an online course, don’t put it off. Stay up-to-date on current requirements, certifications, programs and skills. Take advantage of training opportunities offered by your employer, local universities, professional organizations and more. Many courses are offered at no cost. Look around. Don’t get left behind. Make friends with the robots. Just kidding. Sort of. Be prepare for digitization and automation to take over some elements of your work. Figure out what you can do that a machine can’t and focus on those talents. Maybe your robot friend can bring you a coffee. Transform yourself as the workforce transforms. The opportunities will be there, you just have to be ready for them. Read the full report - Humans Wanted: Robots Need You.

 The search for talent is a core part of every businesses strategy and the candidate experience is paramount. As the talent market becomes more candidate driven we know that the interview process is very much a two-way street. By interview stage a candidate will already at some level be attracted to the company and role. They are then using the interview to decide is this the best next step for them. We frequently see the positive and negative impact of the interviewer on a candidate’s decision accept an offer with a company. So how can your business ensure that your interviewers attract the best? From our candidates feedback we have put together some insights and ideas Talent attracts talent – are you looking for someone who is motivated, innovative, driven - make sure that you are embodying these traits in the interview process and when you are discussing the role and the company Be prepared for the interview – make sure you have read the CV thoroughly, identify the areas you want to probe in more detail but also areas where you can find common ground and build a relationship Put yourself in the candidate’s shoes - Most candidates have the same basic questions, but you would be surprised how many come out of the interview without these being fully answered - What will be expected of me in this role? Who are the people I will be working with closely like? What is the team culture like? What is the management style? Know your candidates - Work with your recruitment partner to gain an insight into the motivations of the candidates before the interview, so that you know what to highlight about the company and the role. An hour interview can go by very fast! Success stories - be realistic, if you oversell a role you can be back in the same position looking for someone new in six months’ time Write your notes after – or make simple notes and fill in later. Spending time writing notes and not making eye contact with the interviewee can be off putting Be the person that you would like to have an interview with. We spend a lot of lives with the people we work closely with an interview is a snapshot for the candidate on what that might be like. Being friendly, collaborate and open can go a long way to getting a candidate say yes.   Subscribe to our newsletter to stay up to date with all the latest industry news and trends.  

Unless you have been avoiding the internet and all media sources for the past few years, you will have heard (likely on multiple occasions) about the skills shortage affecting both Ireland and countries across the globe. And it’s impacting every industry, with organisations simply unable to find the people they need with the right blend of technical and soft skills.  As ManpowerGroup’s latest Talent Shortage report highlights, Engineers, Technicians, Management, and Professionals (project managers, lawyers and researchers) are among the top 10 most in-demand skills in Ireland. But what can organisations looking to recruit this specialist talent do to 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 Global 500, we have a deep understanding of the most effective workforce strategies in the digital age. To help you build your specialist talent pipeline, here are the four key parts we believe organisations need to develop an effective talent strategy: 1. Build - Invest in learning and development to grow your talent pipeline  With specialist professionals becoming increasingly difficult to source in the market, many organisations are beginning to turn to building their own talent in-house. Over half of the organisations surveyed are investing in learning platforms and development tools to build their talent pipeline, up from just 20% in 2014. 64% of employers are upskilling people in hard skills through technical certifications, apprenticeships and programming courses. And 56% are investing to develop their employees’ soft skills. But rather than selecting who goes forward for specific training based on a gut feeling, businesses must move towards making these decisions based on data: improved people analytics, psychometric assessment, predictive performance and AI can help employers to map their workforce and upskill their talent to areas where they require specialists. Most importantly, this approach can also be very positive for the employee, encouraging them to stay with the organisation longer as they develop and progress in their career. 2. Buy – Go to external market to find the best talent that cannot be built in-house in the timeframe required  Sometimes the speed that you require for business critical projects to be delivered means that organisations just don’t have the time to upskill an existing member of staff into a new role. Instead, you need to deploy someone who already has the right capabilities to fill your skills gap. In specialist markets such as IT and engineering where the talent is particularly hard to find, employers need to work harder to attract talent. This includes developing and showcasing a strong employee value proposition, a clear purpose for the organisation and an attractive culture. In the absence of this, employers should expect to be prepared to pay a premium with benefits, wages or other perks. This is all the more important given how transparent workplaces are to today’s job seekers – and it’s becoming much harder to hide when your culture isn’t up to scratch. 3. Borrow – Cultivate communities of talent outside the organisation, including part-time, freelance, contract and temporary workers to complement existing skills Businesses often require talents for a short-term project, perhaps as part of an IT infrastructure implementation or to support with a large-scale engineering project. Traditionally, HR has focused on permanent employees, but with a greater number of workers choosing to work more flexibly, particularly in markets such as IT where contractors can often attract much higher salaries, total talent management solutions will be increasingly beneficial. Organisations must learn to cultivate communities of workers inside and outside of the company, tapping into the required talent in all its available forms. 4. Bridge – Help people move on and move up to new roles inside or outside the organisation The final pillar of the talent strategy is helping people to move on and up to new roles – whether they are with your organisation or elsewhere. This is particularly important for roles which are becoming redundant within the organisation, 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. Unfortunately it will not always be possible to move people into a new role within their existing organisation, and employers must ensure that they treat people with respect and dignity in helping them to transition smoothly, taking their skills to new roles in other businesses. If you’d like to find out more about how Experis can help with your talent shortages, visit our Client Services section, or get in touch. The post Build, Buy, Borrow and Bridge – how to solve the talent shortage in your organisation appeared first on ManpowerGroup.

The recruitment industry is constantly evolving alongside technology. It wasn’t long ago when traditional paper based applications were the only way to apply for roles. Now we have the convince of digital based systems and even more recently cloud based professional networking platforms like LinkedIn. Social Talent have a great infographic on the evolution of technology in the recruitment industry you should check out.    What’s the next step in the technological revolution? Blockchain technology.  Blockchain is the foundation of the digital currency Bitcoin however there are far more applications that blockchain technology can be utilised to help improve many industries.  To put it in simply Blockchain and Bitcoin are not the same. Bitcoin uses blockchain technology but blockchain can be used in many different contexts which have nothing to do with bitcoin or cryptocurrencies. The technology behind it all is quite complicated but the blockchain is a secure public ledger which gives participating parties a way of validating the information related to a transaction. In doing so, it speeds up the process and cuts out any middlemen.    A good example is in the banking sector. If you send money to a friend, you usually have to use your bank, who then sends it to your friend's bank. The ledger of your bank will show the money being taken out. The ledger in your friend's bank will show the money being put in to his account. But without a bank, how would you send money over the internet? Instead of "trusting" the banks to do the work, you can use a public blockchain, which doesn't rely on trust of any entity except the blockchain itself. It's a distributed ledger that is made in a way so that if a fraudulent transaction is attempted, or someone tries to "spend" the same token-of-value twice, the blockchain will by public consensus reject the transaction. It's a form of "trustless trust", and does not need big institutions like banks to work.  This is known as a Smart Contract which can be defined as a virtual agreement of a transaction/exchange of goods or assets that may or may not involve money. Its main role is for two parties to conduct a business transaction/trade, that can be digitally self-executed and self-enforced, acutely eliminating the need for a ‘middleman’. This would transfer power away from those who currently manage or verify transactions – a seismic change to the way the world currently operates. The traditional contract like those created by legal professionals today, rely heavily on middlemen or third parties be it for validation, review or authentication. There is also risk of loss, destruction or theft. A smart contract eliminates all that. The blockchain technology makes the same problem autonomous. Since it is based on a decentralized ledger, there is no chance of theft as several copies exist on various computers that host the blockchain. Any change induced by a party, results in the other party(s) being alerted instantaneously. A Smart contract saves time, conflict and is cheaper as the middlemen are cut out and therefore there are no commission expenses. 4 ways which Blockchain can improve the HR & recruitment industry. A blockchain is a distributed, shared digital ledger made up of a trail of validated facts. These facts can be anything from money to information. As part of this digital system of record keeping, each transaction and its details are validated and then recorded across a network of computers. Everyone who has access to the distributed ledger receives this information, and the parties agree on the accuracy before the block is replicated, shared and synchronized among the entities. A blockchain is virtually impossible to tamper with since each block of information references the block before it. In an age when trust is both elusive and held at a high premium, blockchain's appeal is soaring since it presents a way to confirm, validate and authenticate both values and events. In human resources, talent identification, selection, and processing require employers and employees to engage in a lengthy process of data verification. From verifying the candidate’s educational qualifications to work experience, including consulting referees, this can be time-consuming during staffing.  As seen in another use cases: once the record is created by the source and stored in ‘a block’, an HR system could link to that record and digitally accept its authenticity. Sending out payroll payments electronically to overseas employees is costly and can take a long time to process due to intermediary third-party involvement. A recent report by Deloitte highlights factors such as inefficiencies in current international payrolling and frequent changes to exchange rates which also cause problems. Knowing this, blockchain provides a way of tracking financial transactions without a central authority. Blockchain tech will disrupt payroll by facilitating the management of employee mobility through the issuing of cross-border payments via an internationally-minded solution. Settlement with blockchain is instantaneous with no requirement for reconciliation, receipt, purchase ore rot the other traditional components of a transaction. According to a PWC report, it’s estimated that the resulting reduction in back office overheads could create annual savings of US$20bn for UK financial services, US$150bn for UK plc, and US$4 trillion for business globally. Onboarding, the process where new employees acquire gain an understanding of their new organisation and attain new knowledge, skills and behaviours, is costly and convoluted.  According to HR Technologist, “Oracle has applied for a new patent related to the blockchain — one that harnesses the crypto technology for bettering workflow efficiency. The patent is titled ‘managing highly scalable continuous delivery pipelines,’ and talks about leveraging ‘pipeline blockchains’ to serve as distributed information points for product delivery flows.” Subramanian Iyer, a senior director with Oracle, has commented on how blockchain-based smart contracts could simplify onboarding and help organizations get new hires up to speed in less time. It seems that the company is now ready to move at full speed in that direction. Blockchain aims to improve upon cybersecurity in human resources through how fraud prevention and data protection are handled. Blockchain’s use of consensus to establish factual data helps to eliminate fraudulent data. Due to its decentralized storage base and distributed nature, blockchain’s very presence reduces the threat of cyberattacks upon data systems. Given HR’s involvement in high-volume financial transactions and responsibility for sensitive personal data, blockchain’s support in these areas is especially important. Subscribe to our newsletter to stay up to date with all the latest industry news and trends.

With unemployment remaining at the lowest levels seen since 2007, organisations are chasing an increasingly elusive talent pool in order to fill their skills gaps and allow their businesses to grow. To help us understand how this is impacting organisations globally, we asked nearly 40,000 employers in 43 countries and territories: How much difficulty they are having filling roles compared to last year Which skills are the most difficult to find, and why What are they doing to solve talent shortages Have a look at the infographic above to find out more about what employers from across Ireland told us. Professional talent shortages in Ireland Technicians (quality controllers, technical staff), Engineers (chemical, electrical, civil and mechanical) and Professionals (project managers, lawyers, researchers) were all ranked in the top 10 for the hardest skills to find in Ireland. Medium sized (50 - 249 employees) organisations are experiencing the greatest difficulties in filling job vacancies. The key reasons cited for the difficulty in finding the right talent are: a lack of candidates with the right experience (28%), a lack of applicants (26%), and skills (18%), an expectation for higher pay than is offered (7%) and a lack of the required soft skills (7%).  Organisations with skills shortages in these areas, and other fields struggling to find niche talent such as IT, should revisit their approach to talent, building an effective talent strategy made up of the four key elements: Build - invest in learning and development to grow your talent pipeline Buy - Go to external market to find the best talent that can't be built in-house in the timeframe required Borrow - Cultivate communities of talent outside the organisation, including part-time, freelance, contract and temporary workers to complement existing skills Bridge - Help people move on and move up to new roles inside or outside the organisation. Subscribe to our newsletter to stay up to date with all the latest industry news and trends. Click here to download the full 2018 Talent Shortage Report (Ireland) report. 

As covered in a recent Irish times article, graduates are facing some of the lowest unemployment rates since the last boom. Indeed, a recent survey by the Higher Education Authority shows that nearly 70% of all graduates are currently in employment and the majority of these are based here in Ireland. There hasn’t been a better time in the last 10 years, especially for STEM graduates to exit education and enter the working world.  Companies in the Life Sciences sector are seeing the benefits of recent influx of STEM graduates. With an unemployment rate at 6.1%, graduates in Ireland are entering an employment environment that is unrecognisable to what is was 8 years ago. There are many benefits to hiring graduates and we have seen companies taking advantage of this in greater numbers in recent years by including them in the organisations talent strategy.  Graduates – what are the benefits?  Salary Cost There is an initial cost saving benefit for your talent strategy as starting salaries are often less than what is expected from more experienced staff. Graduates on average look for anywhere between €21,000 to €33,000 depending on industry.  Willingness to Learn Usually the fundamental skills required for the position would have been attained in their college education. With no professional experience these graduates are your blank canvas, yours to be moulded into the best organisational fit. Often straight from the classroom and into the professional working world, graduates are able to quickly absorb information, train at a higher rate and take direction well.  New Perspectives  Injecting a new way of thinking both from an academic and generational stand point, graduates can bring a fresh perspective and increase team diversity.  They provide an element of flexibility as bad work habits are yet to be formed which allows for graduates to quickly adapt to the established culture.  As technology continues to evolve at a rapid pace, graduates are usually at the forefront of strides in technology.  Succession planning  Providing a career path for young graduates allows for hiring managers to move new hires laterally throughout the organisation. This experience prepares future managers with a holistic understanding of the organisation. By thinking of graduates long term capabilities, investing the time and resources could ensure you have the right people in the right place when management positions arise. With the graduating class of 2018 soon to be released eagerly looking for their first opportunity, the question is, can supply meet demand? With over 8000 jobs forecasted for the next few years in the Life Sciences sector it’s time for our STEM graduates to shine and for organisations to take advantage.    Subscribe to our newsletter to stay up to date with all the latest industry news and trends.     Posted on: 08/05/18