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The Top 5 Employee Wants for 2020
Top 5 Employee Wants 2020ManpowerGroup (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 MorePay 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 ArtThe 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, ExposureChallenge 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 2020Workers 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 WorkplaceWorkers 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.
Talent Shortage Survey 2020Now 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.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.
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How to be an interviewer that attracts the best
How to be an interviewer that attracts the bestThe 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 ideasTalent 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 companyBe 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 relationshipPut 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’ timeWrite 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 puttingBe 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.
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Build, Buy, Borrow and Bridge – how to solve the talent shortage in your organisation
Build, Buy, Burrow, BridgeUnless 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 skillsBusinesses 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 organisationThe 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.
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2018 Talent Shortage Survey
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.
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The Irish Pharmaceutical Industry: A brief look at the past and present
58 years ago Leo Laboratories set up a manufacturing operation in Dublin; unknown to them they would be the first ‘early adapters’ of Ireland's pharmaceutical industry. The industry started by being mostly involved in producing active ingredients and raw materials in bulk for export to other countries to be processed into the final products (pills, capsules, tablets). Over time it made more economic sense to finish production in Ireland. Fast-forward to the present day and Ireland is home to 9 of the top 10 pharmaceutical companies in the world. Ireland is the eighth largest producer and the fifth largest exporter of pharmaceuticals globally; 120 pharmaceutical companies have bases in this country; and 33 pharma and biopharma plants are FDA approved. The industry now contains over 160 foreign and national companies and directly employs approximately 25,000 people and it also indirectly employs a further 25,000. The Irish pharmaceutical sector has continued to grow year on year with commitments to incorporating the latest technology, state of the art equipment and strict quality control efforts. A brief timeline of the Pharmaceutical industry in Ireland. • 1959 – Leo Laboratories set up Ireland’s first manufacturing operation • 1960’s – Manufacturing begins to grow in Ireland, with a focus on Active Pharmaceutical Ingredients (API) • 1990’s – Shift towards high value secondary manufacturing OSD/Vaccines among others • 2000’s – Ireland established as location of choice for biopharmaceutical operations with set up of the world’s largest bioprocessing facility by Wyeth in Grange Castle • Today – Ireland is the world’s largest net exporter of pharmaceutical products. 50% of all of Ireland’s manufactured exports are pharmaceutical products. Current issues and opportunities The one thing we can be certain of in a time of Brexit, Trump is uncertainty. Despite the challenges faced on several fronts, we believe that Brexit presents potential. For example, Ireland has already in the running to host the London-based European Medicines Agency (EMA) after Brexit. This is a huge move for all parties involved as the EMA is known as the body that oversees the medicine regulations across all of Europe. Competition is high with over 20 countries bidding to host the EMA after Brexit however Ireland may have an advantage with its high quality workforce and also because English is the working language of the EMA. This is very beneficial from an Irish perspective as it could help EMA hold on to most of its 900 staff compared to elsewhere in Europe. If the EMA moves to Irish shores it could help strengthen Irish interests in terms of future direction of policies and regulations. It’s also important to note that the agency also requires IT, business and financial staff. As Dublin is steadily becoming the digital hub of Europe the availability of talent is here. Ireland could also benefit from an increase in EU research funds as the UK will not be eligible for such opportunities after Brexit. There is a good chance that Ireland can attract the best research talent in the UK. Brexit will also result in a bigger barrier in attracting the best talent from overseas as they will require a work visa. This can have a major effect on the UK’s life science research and innovation as many of the EU’s most talented were attracted to the UK’s cutting edge science hub, which will now see reduced levels of funds and talent. From an Irish perspective, there is an opportunity to attract the talent to these shores by it’s booming life-sciences sector. Political issues President Trump has recently signed two executive orders for a study into unfair trade practices and also for the collection of duties from countries selling products into the United States at low prices. Ireland is currently ranked as the country with the fifth highest trade surplus with the United States, with the country registering a $36 billion surplus with the US last year. What this means is that Ireland sells a lot of its pharmaceutical manufacturing products to the US and in return Ireland does not purchase as much US goods resulting in a trade surplus of $36 billion. The Trump administration is also planning to shake up the tax system in the US, with an aim to reduce the corporate tax rate from 35% to 15% in an effort to stimulate growth in the US economy. If enacted, this would significantly reduce the tax advantage for US companies to establish subsidiaries overseas. This could lead to a slow down of FDI into Ireland and potentially make it a less attractive place to do business. Ireland still holds many investment incentives which are aimed at solidifying Ireland as a hub for innovation. These incentives include no tax paid on earnings from intellectual property which encourages huge R&D developments in Ireland. There is no stamp duty on intellectual property rights and there is also a R&D tax credit for organisations who are undertaking new or additional R&D initiatives in Ireland, helping with wages, overheads, plant/machinery and buildings. On St Patrick's day, talks were held between Taoiseach Enda Kenny and President Trump during their bilateral meeting at the White House. Enda Kenny emphasised the two way nature of Irish-American trade in which he explains the high numbers of Irish companies in the US which employ thousands of Americans and also that Ireland possesses a huge trade surplus in services with the US which benefits America. Even if President Trump decides to bring more of his manufacturing back to the states, these companies need an international base to help sell and distribute their products globally and to also gain access to top international talent which is essential to serve the global markets. Posted on: 25/05/17
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Permanent or Contract?
Your full potential can’t be captured in a CV, job title or job description. That’s why we’ll get to know you and build a detailed understanding of your unique talents, experience and interests, so we can match you to the right positions and accelerate your professional success. We offer opportunities across both contract and permanent work, and each type of employment comes with its own benefits and downsides. It’s important you get a good understanding of the advantages and disadvantages of each type of employment. Here’s an overview of what you can expect: Contractor Roles Companies across all industries look to contractors for specialised expertise and the flexibility to meet fluctuating business demands. As the workforce is dynamic and constantly changing, we support organisations of all sizes in recruiting for large numbers of contract roles. Contracting offers immediate work benefits, while providing a lasting career impact. It promotes professional growth and offers you the flexibility to have greater control of their career development and lifestyle. Most employers provide benefit packages, often including health insurance, disability insurance, paid time off and pension schemes. However, as an independent contractor, you won’t be offered any of these benefits by companies that use your services and will have to purchase them on your own. It’s not all bad news though - contractors are likely to command a much higher daily rate than the salary equivalent. Generally, contract work is paid either at an hourly rate or as a flat fee for a job. The disadvantage of an hourly rate is that there is no guarantee of steady, working hours and your income may fluctuate wildly. While you’re contracting, you’ll need to keep your own financial accounts – but fear not, we offer our contractors access to expert advice on this. Each new contract assignment provides an opportunity to gather new skills, grow in experience, gain exposure to various industries and organisational cultures, and expand your professional network. You’ll have access to numerous opportunities and more chances of finding work that inspires you. With each experience, your marketability will grow and your career will continue to accelerate. Permanent Roles In today’s uncertain economy, permanent roles offer a level of job security and a structured working environment which appeals to many. It facilitates long-term career growth and builds continuity - providing employees with the opportunity to develop invaluable experience within an organisation, and opens the door to opportunities for career training, development and job progression. Permanent workers are often offered a number of benefits, including holiday and sick pay, along with a range of other incentives. While working in a permanent role, you may have difficulty achieving and maintaining a work-life balance; whereas contractors often have greater flexibility in when, where and how they work. For example, permanent employees may be expected to be in an office during set business hours, where a contractor may work from home or another remote location, completing specific tasks rather than punching a time clock. This creates a greater degree of personal freedom. At Experis, we want to know what makes you tick and what’s really important to you and your career. We tap into our extensive client network, open the right doors, and promote your qualifications. If you want to develop your career, we will help you find that next permanent position that lets you soar. Posted on: 19/04/17
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