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ManpowerGroup’s 2023 Workforce Trends Report Reveals “The New Human Age” Is Upon Us

ManpowerGroup’s 2023 Workforce Trends Report Reveals “The New Human Age” Is Upon UsShifting generational needs and growing demands for greater choice will be key drivers in the race for talentAmidst the growing digitisation of work and the workforce, ManpowerGroup’s New 2023 Workforce Trends Report, “The New Human Age,” finds that although technology may be the great enabler, humans are still the catalyst to the future. This research identifies 14 Key Trends shaping the future of work and impacting today’s employers and the people they employ. These include shifting demographics, individual choice, tech adoption, and competitive drivers. The report also provides guidance on how employers can attract and retain talent in this new age. Growing talent shortages place even more pressure on attracting and retaining talent of every generation.The latest research found that the following key factors are evident in the marketplace Purpose and balance matter; It’s time to tear the paper ceiling; Look to older workers to increase workforce participation; Remote/hybrid work promotes balance but could affect career; progression – with women most impacted; Women are more motivated than men about getting back to the office; Upskill workers or they will upskill themselves; Humans are seeking more humanity in a post-pandemic workplace; Employees are voting with their feet; Both employers and workers believe in-person brainstorming is inherently better.

Hiring Trends & Business Growth Webinar for Q1 - Feb 22nd 12pm

ManpowerGroup Hiring Trends for Q1 & Business Growth WebinarJoin us for the First ManpowerGroup Ireland Webinar of 2023 where we will be discussing the findings from our latest Q1 Employment Outlook Report and its implications for upcoming recruitment campaigns. We are delighted to be joined by Grifols, a client of ManpowerGroup, who will be discussing their growth plans for 2023 and how they are implementing their recruitment strategies to attract the talent they require to match their business growth objectives. Wednesday February 22nd at 12pm. Speakers from Talent Solutions, ManpowerGroup Ireland and Grifols. 45 minutes duration and Q&A. Key Discussion Points for the Webinar will include:* The latest insights from our Employment Outlook Survey for Q1 2023;* How the findings will impact on organisations recruitment plans;* What types of organisations will be doing the majority of hiring in Q1;* Why companies need to adapt to compete for talent;* What sectors are hiring and what volumes will be required to match demand;* Where are the talent shortages in Ireland and how are organisations adapting;* The latest Tech/IT talent HR trends in the marketplace;* Grifols will be discussing their growth plans for 2023 in Ireland and how they intend to recruit the skilled talent they need in Ireland;* Q&A on any aspect of the topics or any HR area attendees would like to discuss.This is a Free Webinar and suitable for HR Professionals, Senior Management, Talent Acquisition, Business Owners, Talent & People Managers and Business Executives. Registrations is required and places are limited to 4 attendees per company. Book your place today and you are welcome to invite a colleague/friend who might like to attend.

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The Total Workforce Index 2022 - Download The Results

The 2022 ManpowerGroup Total Workforce Index Report Has Been PublishedCompanies across all industries and markets are facing intense competition for talent. In fact, ManpowerGroup’s 2022 Talent Shortage Survey, found that 75% of companies globally face talent shortages and difficulty hiring – a 16-year high.Even as companies seek to mitigate the effects of this unprecedented labour market, they are also balancing inflation and wage pressure, changing demographics and geopolitical upheaval. For many, the pressure to find sustainable solutions has never been greater.The Total Workforce Index(TWI)provides a vital edge in the race for talent, helping organisations to focus on short, medium and long-term investments labour markets with the most potential. Whether your organisation is looking to optimise its location strategy, define the right workforce mix or cultivate sustainable pools of skilled talent, the 2022 Total Workforce Index (TWI) sheds light on opportunities to engage workforces by evaluating more than 200 key factors that relate to the Workforce Availability, Cost Efficiency, Regulation and Productivity in more than 60 markets around the world.Ireland ranks #1 in Europe under the 2022 analysis and #4th overall of the 60 regions studied highlighting Irelands efficiency and attractiveness as a Global business hub.Download the 2022 Analysis– Just enter your details in our below form to learn more about the impact of the growing demand for remote talent and how the talent shortage is changing educational requirements.The Total Workforce Index™ (TWI)is the only tool of its kind to assess the relative ease of sourcing, hiring and retaining both contingent and permanent workforce skills in competing labour markets around the world. Visit the Total Workforce Index website to explore further and access the Workforce Results and Market Profiles.Just as the GDP of a market is used as an economic indicator, the Total Workforce Index™ can be used as an indicator of workforce potential. Total Workforce Index™ data provide important perspectives and insights that can influence both short- and long-term strategies involving workforce procurement.

ManpowerGroup CSR Winner at the Employment & Recruitment Federation Awards 2022

ManpowerGroup Ireland CSR Winner at the Employment & Recruitment Federation Awards 2022ManpowerGroup Ireland are delighted to win the prestigious Best Company Social Responsibility (CSR) Award at the Employment & Recruitment Federation Awards 2022 which took place last Friday November 25th at the Shelbourne Hotel. The CSR The award recognises the company’s efforts in integrating social and environmental factors into our business aims and objectives.Some of the initiatives that received specific recognition from the judging panel included the Investors in Diversity Silver Award, the Ibec Keepwell Mark 2022, the Ibec Top 100 Companies in Wellbeing, ManpowerGroup’s Towards a Net Zero Future campaign, 2022 Worlds Most Ethical Company and the ManpowerGroup Sunflower Project, which assists the women of Ukraine gain employment in Ireland. We are proud of our positive contributions in these initiatives and the social impact that has been made.We would like to acknowledge the contributions of Oliva Kehoe and her HR team for all their great work in engaging with the various CSR initiatives that were the basis of our ERF awards win. It is also important to highlight the various committees involved and the individual contributions that were made to these CRS programmes, specifically the Investors in Diversity, the Ibec Keepwell Mark and the Support the Women of Ukraine campaigns. The Marketing Department submitted the winning awards entry so a thanks to Paul and team for developing the submitting and in highlighting the great work undertaken by the business in 2022.We hope everyone in ManpowerGroup Ireland takes some pride in being part of an organisation that strives to make a positive contribution in improving the lives of the people we work with and the people that work for us in the ManpowerGroup business. Our aim is to continually develop and improve as a business and to contribute as much as we can in making a positive impact in the wider community into 2023 and beyond.

The Most In-Demand Tech Jobs in 2023

The Most In-Demand Tech Jobs in 2023The UK employment landscape has changed dramatically over the past 12 months. With the number of vacancies outstripping the number of unemployed workers for the first time, and employers engaged in hot competition for prime candidates, it’s become an employee’s market.This is especially so in IT and tech, where demand for workers with high levels of expertise continues to grow, and top candidates are commanding best compensation and a workplace culture to match their personal needs.As the days remaining in 2022 continue to dwindle, IT and tech workers with an eye for fresh horizons should be looking to the year ahead, where employee demand is expected to remain intense. But to look ahead, you must know which tech roles will be the hottest, where they can be found, and what specialist skills and knowledge you’ll need to secure your dream job.Read on to discover everything you need to know about the most in-demand IT and tech roles in 2023.What are the hottest IT and tech jobs for 2023?The IT and tech jobs that will be in most demand next year can be summed up in one word – ‘data’.Whether it’s to better understand and communicate with their customers, shape the products and services they sell, support their data and IT systems, administer logistics and production operations, power R&D, or better control their financial systems; organisations across the UK will require more data analysts, developers, architects, engineers, and experienced staff in the important service roles that support them, than ever before. This will create a situation where premium candidates can be selective in their employment – commanding top level salaries and benefits, opting for an employer who ticks all the right culture and ethics boxes, and choosing where, when, and how they work.The roles in most demand in 2023Data analystsBusiness Analysts.NET developersCloud/Data ArchitectsData EngineersTechnical SupportDatabase AdministratorsIT Security.The skills and knowledge employers wantHard skills:SQLPower BIJava and JavascriptTech stacks like React Python or .NETCloud computingDevOpsSoft skills:Project ManagementData LiteracyTechnical WritingContent Creation.The salaries employers are offeringAverage salaries for the roles above range from €40,000 to€90,000, although data architects and candidates with strong cloud skills may command salaries above the highest level.Average salaries by role (as of August 2022):Data engineers, architects, analysts, and cloud engineers – €85,000 – €90,000IT security – €65,000Database administration – €55,000Technical support – €35,000.Where the IT and Tech jobs are in 2023Although Dublin will still dominate the Irish tech sector and provide rich opportunities for top IT and tech workers, 2023 will be the year of more regional hires and expansion beyond the Dublin market due to the high cost of living in Dublin and the migration of staff from town in the non-office environment. Which jobs in tech are in decline?Not all IT and tech workers will enjoy high demand next year, some roles are witnessing reducing demand from employers. The reasons for decline include: new technology driving new skills, outsourcing of lower-need roles to lower-cost countries, changing consumer demands, and business attrition.However, regardless of the reasons demand for these roles is dropping off, the situation gives candidates in these risk categories a hard choice – continue as you are and chance that your role will become obsolete or upskill yourself in the roles that employers need now and in the mid-term. Neither of these options is easy, but valuable IT and tech experience may go to waste if workers in declining roles are not offered the skill transformations they need.Some employers may provide skills development as part of their package, but where it is not available via a corporate offer, candidates in ‘at risk’ job categories should immediately find other options to build the critical skills they need to compete for the next wave of job roles.IT and tech roles with reducing demandNetwork engineersSingle-language developersInfrastructure engineersSystems administrators.Experis skills transformation resource for IT and tech workersStart building the new skills you will need in 2023:Experis Career AcceleratorWhat are IT and tech employees asking for?At a time where 75% of employers are reporting difficulties in hiring– a 16 year high – listening, adapting, and responding to workers’ needs beyond the paycheque has become a differentiating factor in attracting and retaining the best talent. This employer sea-change is matched by candidates’ rising expectations – where compensation is a big thing, but it’s not the only thing they want in their dream job.Great expectations – what employees are seeking most from employersCompetitive pay and benefitsFlexible workingGood company culture and ethicsUpskilling, and learning and developmentRoles outside of IR35.Why are employees changing jobs?If IT and tech workers are seeking the features listed above in their next role, it would be expected that failure to achieve these needs in their current job is the reason they are switching. However, this is not always the case – lack of acknowledgement that workers are a valued part of the organisation and poor opportunities for career advancement are also key factors in job mobility.Important factors for changing jobs:Uncompetitive remunerationLack of flexible workingPoor company cultureNot feeling valuedLack of opportunities for career advancement.What about IT and tech jobs beyond 2023?Skills and experience are more important than ever and training in the right skills at the right time is key. Tech workers must keep track of ever-changing trends and continually take training to ensure their skills remain relevant, as technology for business continues to evolve.How to secure the hot IT and tech job you want2023 will be the year of IT and tech, as the post-pandemic recovery gives way to an urgent need for Irish businesses to invest in new technology and upgrade their ageing data systems. The growth in in-demand tech jobs will also be more widespread than ever before, and the need for candidates to offer the specific skillsets that employers want will be essential for success.Key points workers must consider when seeking their next role:Be prepared to relocate – some of the hottest jobs will be outside the South-EastResearch before you apply – it’s not just about the paycheque, make sure your next role meets your employment expectationsContinual skills development is essential– tech workers must seek out the training and learning that keeps their skillset at the forefront of employer demand.Are you seeking your next IT and tech role, or the best programme for skills transformation? Talk to Experis, the Irelands experts in information technology recruitment.Contact Experis Ireland

Watch On-Demand The New Age of Tech Talent Webinar

Watch On-Demand Tech Talent Webinar - Addressing Challenges, Delivering SolutionsExperis recently developed and launched the latest thought leadership paper relating to Tech Recruitment entitled "The New Age of Tech Talent". The paper discusses the challenges, insights, future recruitment trends and come case studies of how organisations are implementing solutions.Join us for this 45 minute webinar w hosted by Experis Ireland where we will be discussing the various finding and recommendations for consideration from this research paper in addition to key contributions from our European colleague with their first-hand knowledge and client project case studies.Watch On-Demand HereKey Webinar Topics for Discussion will Include:The 4 key challenges in the new age of tech talentThe top in-demand skillsLeadership strategies on attracting the best talentUnderstanding why IT roles are so hard to fillThe most wanted candidates and how to attract themFinding hidden talent and leading with confidenceExperis Europe client case sides and implementing effective delivery solutionsQ&A for attendees to get involvedThis is a free webinar and suitable for HR Professionals, Technology Recruiters, Senior Management and Business Leaders.Registrations is required and places are limited to 4 attendees per company. Book your place today and you are welcome to invite a colleague who might like to attend.REGISTER HERE TO BOOK YOUR PLACE

Looking for the Hire Power – How Companies Can Win the Battle for Talent

The global talent shortage that began before COVID-19 entered our lexicon has only accelerated thanks to the pandemic. Companies that can successfully manage the labour market have a competitive advantage over other organizations that are falling short in the battle for talent. With 69% of employers around the world reporting they cannot find the workers with the skills they need, the recent ManpowerGroup report, The Great Realisation: A Look at the 2022 Labour Landscape, finds whoever holds the talent holds the future. The talent shortage challenge is a complex issue with no easy answers. Several factors are at play, including: Shifting demographics (including shrinking birth rates) Reduced mobility across borders The rise in early retirees Lower workforce participation due to “The Great Resignation” Women leaving the workforce Though these are far from the only factors, they are contributing significantly to a growing threat to businesses in every sector - talent is scarce and everyone is looking for the needle in the haystack. But behind every challenge lies opportunity. Now is the time for organizations to get even more creative in attracting, recruiting, upskilling, reskilling and retaining valued workers. Already, we find companies stepping up to meet the challenges head on. The ManpowerGroup Employment Outlook Survey for Q4 of 2021 found, over 30% of businesses plan to increase wages to attract and retain talent and 1 in 5 employers plan to offer more benefits such as additional vacation time. It's a start, but more will need to be done. As we continue exploring the top 20 trends shaping the world of work in 2022 and beyond, we take a closer look at 5 trends for how to navigate talent scarcity. Trend #1: Skills Scarcity Is Driving Employer Creativity With more than half of all workers (58%) needing new skills to get their jobs done, the skills revolution is in full force. Reskilling and upskilling will become non-negotiable for individuals and organizations as roles continue to require more skills than before, with both tech AND human capabilities most in demand. As the need for soft skills, including adaptability, communication, teamwork, and more take on increased importance, employers will need to ensure their people are constantly being provided opportunities to improve their skillsets. Invest in people and they’ll pay dividends for business Trend #2: The End of the Generational Era – No More Boomers, Millennials, or Gen Z? By 2030, people under the age of 35 will make up 75% of the workforce. The generational divide that has segmented the workforce will continue to dissipate until dissolving completely in less than a decade. On our way to that point, people of all ages will demand even more personalization while resenting being boxed, labelled, and pitched against one another. Younger workers are set to swell the workforce and as inflation rises and savings dwindle, the pandemic-exiteers will likely return to drive the gig work boom across generational lines. To bridge the talent gap, will organizations need to hire? integrate? workers from every generation to comprise their workforce mix. Plan accordingly. Trend #3: From She-cession to She-covery People from all walks of life have been hit hard by the pandemic. But it’s been especially damaging to women. According to Deloitte’s Women @ Work: A Global Outlook 2021 report, 51% of women are less optimistic about their career prospects than before the pandemic, with 57% saying they plan to leave their current job within two years. Progress that was made in closing the gender gap has hit the brakes with women leaving the workforce at alarming rates. Mass exoduses from sectors typically dominated by women - education, healthcare, and hospitality – coincide with rapid growth in tech, logistics, and sales where women are under-represented. As women are increasingly getting more college degrees, producing more valedictorians and getting higher GPAs than men in STEM, it will be the employers who provide choice, flexibility and performance-over-presenteeism that will attract and keep the best and brightest, all while driving the skills and growth agenda. Trend #4: Diversity, Equity, Inclusion, and Belonging – Progress, Not Pledges Actions speak louder than words and people are no longer content with lip service and empty promises in the realm of diversity, equity, inclusion, and belonging (DEIB). Though more than 30% of companies already deploy D&I training programs, continued polarization along lines of politics, race, identity and age means organizations will increasingly be asked to take positions on social issues. All stakeholders – investors, regulators, customers and employees – will expect even more transparency around progress, not just pledges, and will be held accountable. Organizations will need to visibly action diversity, equity, inclusion and belonging so everyone is able to benefit from economic recovery, tech advancements and climate justice. Trend #5: Sense and Sensibility – The Future of Work Must Work for FamiliesRethinking the future of work needs to be as much about family and care as it is about tech, robotics and machine learning. In ManpowerGroup’s What Makes Workers Thrive survey conducted in December 2021, nearly 1 in 4 workers are looking for employers who provide benefits such as parental and caregiving leave. Employers who provide caregivers (across all genders) with choice – flexibility and performance over presenteeism – will attract and keep the best and brightest. To win the war for talent, employers will need to re-examine and rethink how they accommodate the priorities of their workforce. The global talent shortage is reshaping the game for workers and employers alike. As we continue to move towards a new normal, understanding the issues shaping What Workers Want and meeting those needs is the key to solving today’s talent shortage problem. Companies that are able to go beyond what they’ve previously done for their employees will be able to weather the storm and successfully recruit the best people for their organizations. For more information about Talent Scarcity and other key trends for 2022, download The Great Realisation: Accelerating Trends, Renewed Urgency - A Look at the 2022 Labour Landscape.

Working to Change the World - ManpowerGroup ESG Report 2022

For more than 70 years we have operated on the belief that meaningful, sustainable employment has the power to change the world. See how we bring that to life through our ESG Strategy.We are proud to share ManpowerGroup’s latest ESG Report, Working to Change the World, detailing our commitment shaping a more sustainable, resilient future for all and progress against our three pillars: how we are caring for the Planet, amplifying our impact on People & Prosperity, and adhering to strong Principles of Governance with new awareness and urgency.

Hiring in the Tech Sector Drops 25% as Big Tech Restructures Post Pandemic

HIRING IN I.T. & TECH SECTOR DROPS 25% AS BIG TECH FIRMS RESTRUCTURE IN POST-PANDEMIC FIRSTIreland’s Net Employment Outlook cools to +28%, a positive figure historically, but represents a decline of 12 percentage-points on last quarter. IT & Tech sector reports an Outlook of +17%, a decline of 25 percentage-points compared with Q3.Dublin’s overall hiring intention is down 25%, driven by the decline in the tech sector. Dublin-based Banking & Finance sector still performing robustly with an Outlook of +33%.Irish employers report lower quarterly hiring intentions for Q4 2022, according to the latest ManpowerGroup Employment Outlook Survey as confidence drops, mainly due to inflationary and macro-economic concerns. In the fourth quarter of 2022, employers of all sizes plan to slow hiring, lowering the national hiring Outlook to +28% – a decline of 12 percentage-points on last quarter, and a decrease of 6 percentage-points year-on-year. These hiring Outlook figures are still high by historic levels but do indicate a slowdown from previous record high figures at the start of 2022. The Net Employment Outlook (NEO) is derived by taking the percentage of employers planning to increase headcount and subtracting the percentage expecting to decrease headcount. The Technology, IT, Telecom and Media sector is recording the sharpest fall in Net Employment Outlook in Q4 of 2022, at +17%, down -25 percentage-points on last quarter and a decline -44 percentage-points year-on-year. This decline is primarily driven by a sharp rise in outplacements as tech companies restructure from their hiring boom of early 2022. Early post pandemic recovery, previous high volume hiring campaigns, slowing tech sector growth, and rising interest rates have all knocked confidence in the sector going into the fourth quarter. In Q4 2021 the Tech sector was Ireland’s highest performing sector, and remained among the highest performing throughout 2022, but is now recording the second lowest employment Outlook of any sector. Businesses that drove hiring confidence in the Tech & IT sector over the last year are now having to reduce worker numbers rather than they take on new staff for growth. Layoffs in the Tech & IT sector have become much more prominent in the last quarter, a shift driven by large tech companies who may have over-hired coming out of the pandemic as their markets re-opened and now find themselves with a surplus of employees, which is now forcing them to divest some recent hires and retract some job offers. Despite this, hiring overall remains in double digits, driven largely by small and medium sized firms outside the big-tech space.Hiring decision makers in all regions in Ireland plan an increase in staffing levels in the fourth quarter of 2022. The most competitive region in Ireland is Leinster, with an NEO of +39%, rising 16 percentage points year-on year. The region with the largest increase since this time last year is Connaught, which reports a rise of 27 percentage points. Indeed, this quarter is the highest NEO recorded in Connaught since ManpowerGroup started tracking data in Q1 2005, which demonstrates the increasing strength of the west of Ireland economy.As our economic situation changes the impacts in the marketplace are felt most strongly in Dublin. In previous quarters, the strong hiring optimism recorded by the IT & Tech sector was a big part of keeping Dublin’s employment Outlook buoyant. Now our data shows the number of employers in the Capital’s Tech sector looking to reduce staff has tripled since the last quarter, which is a substantial part of why we’re tracking a decline in the City’s overall hiring intentions.” The IT, Technology Telecoms and Media sector is recording the sharpest fall in NEO in Q4 of 2022, at +17%, a decline of 25 percentage points on last quarter and a decline of 44 percentage points year-on-year. This decline is driven by a rise in layoffs and slowing growth in the tech sector as companies restructure after their hiring boom in early 2022. Early post pandemic recovery patterns, previous high-volume hiring campaigns, slowing sectorial growth, and rising interest rates have all knocked confidence in the sector going into the fourth quarter.The Banking & Finance sector remains Dublin’s strongest industry and a leading sector across Ireland, with an employment Outlook of +33%, a decline of -16 percentage-points on last quarter’s record high and up +5 percentage-points year-on-year. The Dublin-based Banking & Finance sector is reporting strong fourth quarter Outlook on record along with Hotels/Restaurants and the Production sector. Despite cooler hiring intentions, this demonstrates Dublin is continuing to perform as a global centre of business financial activity. We view this as a continued vote of confidence in Ireland’s economy during a time of economic uncertainty going into the fourth quarter.Hiring managers in companies of all sizes anticipate an increase in staffing levels in Q4 2022. Irish employers in organisations with fewer than ten employees are the most optimistic, with a NEO of +39. This is the highest NEO recorded in Irish organisations with less than 10 employees since we started tracking data in Q1 2005. “The Tech slowdown in Dublin aside, we are encouraged by the continued strength of the hiring market in other regions – particularly Connaught, where we continue to see strong hiring optimism across a range of in-demand roles”What does all this mean for companies in Ireland?Irish companies will be looking at their hiring plans more strategically going into Q4. There is still high demand for skilled talent and an ongoing talent shortage in the labour market but hiring volume will decrease as employers tighten their belts. We will see this first in Dublin, and where Dublin leads the other regions will follow. Smaller companies will be hiring in greater strength than ever before, which highlights the increasing prominence of start-up companies in Ireland. The waters may be getting a bit choppier, but the sails are still firmly raised with recruitment remaining buoyant as the year closes out.Email: [email protected]

ManpowerGroup Discuss Tech Sector Trends on the Irish Times Business Podcast

Have a listen to John Galvin, Managing Director of ManpowerGroup Ireland, chat with Cliff Taylor host of the Irish Times Inside Business Podcast. John discussed a range of topics including the current hiring environment, barriers to recruitment, the macro environment and where the Tech Sector in Ireland is progressing for 2022 and beyond.https://www.irishtimes.com/podcasts/inside-business/what-is-behind-big-techs-hiring-slowdown/24 minutes in duration and well worth a listen for some key insights into the Tech marketplace in Ireland.

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ManpowerGroup’s 2023 Workforce Trends Report Reveals “The New Human Age” Is Upon Us

Hiring Trends & Business Growth Webinar for Q1 - Feb 22nd 12pm

The Total Workforce Index 2022 - Download The Results

ManpowerGroup CSR Winner at the Employment & Recruitment Federation Awards 2022

The Most In-Demand Tech Jobs in 2023

Watch On-Demand The New Age of Tech Talent Webinar

Looking for the Hire Power – How Companies Can Win the Battle for Talent

Working to Change the World - ManpowerGroup ESG Report 2022

Hiring in the Tech Sector Drops 25% as Big Tech Restructures Post Pandemic

ManpowerGroup Discuss Tech Sector Trends on the Irish Times Business Podcast

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