Articles

Construction Jobs in Ireland: Requirements, Skills and How to Get Started

Tue, 07 Apr 2026 14:24:46 GMT

The construction industry in Ireland continues to experience strong demand for skilled workers across a wide range of roles. From general operatives to specialised trades, there are excellent opportunities for those looking to build a career in construction.

However, before stepping onto a construction site, it is essential to understand the qualifications, certifications and skills required to work safely and legally.

The Current Demand for Construction Workers in Ireland

Ireland’s construction sector is growing rapidly, driven by infrastructure projects, housing demand and commercial development.

This has created high demand for:

General construction operatives
Skilled tradespeople
Machine operators
Site supervisors

For job seekers, this means strong employment opportunities, competitive wages and long-term career potential.

What Do You Need to Work in Construction In Ireland?

To work on a construction site in Ireland, there are mandatory safety requirements that all workers must meet.

The most important is:

Safe Pass certification

Safe Pass is a one-day safety awareness programme required by law for anyone working on construction sites. It ensures workers understand site safety, hazards and risk prevention.

Without a valid Safe Pass card, you cannot legally work on most construction sites.

You can complete your Safe Pass training course with FRS Training to get certified and job-ready.

Additional Construction Certifications and Skills

While Safe Pass is essential, many employers also look for additional training and skills.

These may include:

Manual handling certification
CSCS cards (for specific machinery roles)
First aid training
Health and safety awareness

Having these qualifications can significantly improve your chances of securing employment and progressing in your career.

Explore construction safety training courses with FRS Training to boost your employability.

How to Get Started in Construction

If you are new to the industry, getting started is straightforward:

1. Complete Your Safe Pass Training

This is your entry requirement for construction work.

2. Gain Additional Certifications

Courses such as manual handling or first aid can give you an advantage.

3. Register with a Recruitment Agency

Working with a trusted recruitment provider like FRS Recruitment can help you access job opportunities across Ireland.

4. Apply for Roles

Whether you're starting out on your career or looking for your next construction move, at FRS Recruitment we have the roles you. Check out our latest Construction roles here.

Start Your Construction Career Today

If you are considering a career in construction, now is an excellent time to get started.

Book your Safe Pass course with FRS Training to become site-ready

By combining the right training with access to job opportunities, you can build a successful and rewarding career in construction.

Hiring International Talent in Ireland: Employment Permits & Visa Guide for Employers

Thu, 12 Mar 2026 15:22:21 GMT

Hiring International Talent in Ireland: Employment Permits & Visa Guide for Employers

Many Irish employers are expanding their talent search globally to address skill shortages across sectors such as engineering, healthcare, technology and construction.

However, hiring international candidates often raises questions about employment permits, visas and compliance requirements.

To help employers understand the process, FRS Recruitment recently hosted a webinar titled “From Permit to Placement: How FRS Supports Employers Hiring International Talent.”

Replay the webinar now, and, below, find the most common questions employers ask when considering international recruitment.

FAQs

Why is compliance important when hiring international employees?

When hiring international candidates, employers must meet strict immigration and employment permit regulations before a person can legally work in Ireland.

This includes:

Applying for the correct employment permit type
Ensuring salary thresholds and role eligibility requirements are met
Submitting accurate documentation to the relevant authorities

Even small mistakes can delay an application or lead to a refusal, which is why many employers work with recruitment partners that provide compliance support.

What employment permits are available in Ireland?

Two of the most common permits used when hiring international talent are:

Critical Skills Employment Permit

For highly skilled roles experiencing shortages in Ireland
Typically applies to higher salary positions
Provides a pathway to long-term residency

General Employment Permit

Used for roles that do not fall under the critical skills list
Requires certain employer eligibility criteria

Choosing the correct permit type is one of the most important steps in the process.

Is hiring international talent complicated?

Many employers assume international hiring is overly complicated.

While there are several steps involved, the process becomes much more manageable when supported by an experienced recruitment and compliance team.

With proper planning and documentation, employers can access a much wider talent pool while ensuring the process runs smoothly.

How does FRS Recruitment support employers hiring internationally?

FRS Recruitment provides end-to-end support throughout the international hiring process.

This includes:

Identifying the correct employment permit
Preparing application documentation
Managing compliance checks
Liaising with the Department of Enterprise, Trade and Employment
Supporting employers and candidates throughout the process

This structured approach ensures applications are accurate and submitted efficiently.

What challenges do employers face when applying for permits?

The most common challenges include:

Applying for the wrong permit type
Submitting incomplete documentation
Not meeting eligibility or salary requirements

During the webinar, the FRS compliance team shared an example where a candidate’s permit application had been rejected several times before the correct permit pathway was identified and resubmitted successfully

This highlights the importance of experience and compliance expertise when managing employment permit applications.

What happens after a permit and visa are approved?

Once permits and visas are granted, employers and candidates must prepare for relocation and onboarding.

Support at this stage may include:

Guidance on accommodation
Setting up banking and Revenue registration
Applying for a PPS number
Preparing occupational health requirements

Providing this support ensures candidates can start their role quickly and settle into life in Ireland smoothly.

Why do employers partner with recruitment agencies for international hiring?

Working with an experienced recruitment partner helps employers:

Reduce compliance risk
Navigate changing legislation
Speed up permit applications
Access international talent pools

For many organisations, this significantly simplifies what can otherwise be a complex administrative process.

Considering hiring international talent?

International recruitment can help employers overcome skill shortages while bringing valuable expertise into their organisations.

With the right planning and compliance support, the process can be far more straightforward than many employers expect.

If your organisation is exploring international hiring, the team at FRS Recruitment can guide you through every stage — from permit applications to candidate relocation and placement.

About Us

FRS Recruitment winner of Large Agency of the Year at the Employment and Recruitment Federation Awards is part of FRS Co-Op, an Irish-owned co-operative delivering services across recruitment, training, agri-services and employment supports, including FRS Training , FRS Farm Services , FRS Fencing , WrkWrk and Turas Nua.

With 10 offices across Ireland, FRS Recruitment provides tailored recruitment solutions to employers and career guidance to jobseekers across healthcare, construction, agri-food, IT, life sciences, finance and business support

Recruitment Process Outsourcing (RPO) & Managed Service Provider (MSP) Solutions in Ireland: A Complete Guide

Fri, 23 Jan 2026 12:37:47 GMT

Scalable Recruitment Solutions for Growing Organisations

In today's demanding world as organisations scale, transform or are facing skills shortages, then the recruitment process becomes increasingly complex. High-volume hiring, specialists roles, compliance and candidate experience all require time, infrastructure and expertise.

That's why leading organisations across construction, engineering , healthcare , IT , business support and the public sector choose Recruitment Process Outsourcing (RPO) and Managed Service Provider (MSP) solutions.

At FRS Recruitment, we deliver flexible, scalable and fully bespoke talent solutions - acting as an extension of your HR or talent acquisition team or managing your entire recruitment lifecycle on your behalf. Through our innovated tech with WrkWrk , we can help deliver people and technology for you at scale.

What makes RPO and MSP unique is that it is completely bespoke to your business needs. The guide explains the 12 core RPO and MSP models we offer, helping you identify the best solution for your organisation.

What is Recruitment Process Outsourcing (RPO)?

RPO is a strategic partnership where an external provider managers part or all of an organisation's recruitment function. Unlike traditional agency recruitment, RPO is embedded, data-driver and performance governed, with clear service levels and KPI's.

FRS Recruitment's RPO solutions are designed to support:

Business growth
Workforce transformation
Cost control
Speed to hire
Compliance
Candidate experience

Our RPO Solutions

1. End-to-End RPO (Full Lifecycle Outsourcing)

A fully outsourced recruitment solution providing complete hiring lifecycle support, from workforce planning to exit interviews.

Includes:

Workforce planning & talent strategy
Employer branding & attraction
Candidate sourcing & screening
Interview coordination
Offer & onboarding management
Compliance & reporting
Continuous optimisation

This model operates as an embedded extension of your HR or TA function, governed by agreed service levels and performance metrics.

Best for:

Large organisations, multi-site employers, public sector bodies, or ongoing high-volume hiring.

2. Project RPO (Time-Bound Recruitment Support)

Designed for defined hiring initiatives, Project RPO supports organisations during periods of change or growth.

Use cases include:

Business expansion
New site openings
Organisational transformation
Seasonal workforce demand

The service scales up quickly and is scaled down once the project completes.

Best for:
Construction projects, healthcare expansions, tech rollouts, seasonal hiring.

3. Recruiter On Demand

A flexible, scalable model providing experienced recruiters on an as-needed basis.

Recruiters can:

Support workload spikes
Cover absences
Accelerate time to hire
Supplement internal teams

No long-term commitment. No fixed overhead.

Best for:
TA teams under pressure or short-term hiring surges.

4. Hybrid RPO

A blended model combining internal recruitment teams with outsourced RPO support.

You retain control over strategic or critical roles, while FRS manages:

High-volume hiring
Specialist sourcing
Administrative recruitment tasks

Best for:
Organisations wanting flexibility without fully outsourcing recruitment.

5. Hybrid WrkWrk RPO (Technology-Enabled Volume Hiring)

A specialised hybrid model combining FRS RPO services with WrkWrk technology for high-volume, frontline, and entry-level hiring.

Includes:

RPO-led attraction campaigns
Job advertising
Volume screening & shortlisting
Automated candidate engagement
Faster hiring cycles
Reduced cost per hire

Best for:
Retail, contact centres, logistics, healthcare support, public sector temp hiring.

6. Functional RPO

Targeted recruitment outsourcing for specific functions or job families, such as:

Engineering
IT
Healthcare
Business support
Finance
Operations

This allows deep expertise and tailored sourcing strategies per discipline.

7. Geographic / Regional RPO

Designed for organisations hiring across multiple regions or countries, supporting:

International expansion
Regional hiring hubs
Decentralised recruitment structures

Ensures consistency, compliance, and visibility across locations.

What Is A Managed Service Provider (MSP)?

An MSP manages the entire contingent workforce lifecycle, including temporary staff, contractors, and suppliers - under a single governance framework.

This delivers:

Cost control
Compliance
Supplier transparency
Reporting
Workforce visibility

Our MSP Solutions

8. End-to-End MSP (Full Contingent Workforce Management)

A fully outsourced solution managing:

Supplier engagement
Requisition intake
Candidate submission
Onboarding & compliance
Time, payroll & expenses
Offboarding
Consolidated reporting

Best for:
Large contingent workforces or public sector organisations.

9. Project-Based MSP

A time-limited MSP deployed for specific projects, such as:

Infrastructure programmes
Change initiatives
Seasonal demand

Decommissioned once the project ends.

10. Hybrid Technology-Enabled MSP

Combines MSP delivery with vendor management technology to provide:

Real-time visibility
Process automation
Spend control
Compliance monitoring

Can also be merged with WrkWrk RPO for high-volume temp hiring.

11. Neutral Vendor MSP

FRS operates as a fully neutral MSP, managing all suppliers equally, ensuring transparency, fairness, and compliance with procurement rules.

Ideal for:
Public sector and semi-state organisations.

12. Master Vendor MSP

FRS acts as both MSP and primary supplier, delivering roles directly while supplementing with secondary suppliers where needed.

Best for:
Organisations prioritising speed, accountability, and simplified management.

Ready to Scale Your Hiring?

Whether you need end-to-end recruitment outsourcing, project support, or high-volume hiring solutions, FRS Recruitment delivers recruitment that scales with your organisation.

Review & Trends Forecast Report 2026

Wed, 14 Jan 2026 08:49:40 GMT

Irish jobs’ market forecast to return to growth in 2026

The Irish jobs market saw a 17% year-on-year decline during 2025 as companies grappled with rising employment costs and the threat of US tariffs
Businesses continued to focus on employment cost management by investing in automation and Artificial Intelligence solutions to fill job openings
FRS Recruitment is forecasting the jobs market will see 6% growth in 2026 with a rebound in job openings across health, construction, agri-food, IT and life sciences.

The Irish jobs market is forecast to return to growth this year after a difficult 2025, which saw a double-digit decline in advertised job vacancies as employers took a cautious approach to hiring in the face of rising costs and the geopolitical uncertainty triggered the trade tariffs announced by US President Donald Trump.

The 2025 Review & 2026 Trends Forecast report , produced by FRS Recruitment, the winners of the Employment and Recruitment Federation’s Large Agency of the Year award for 2025, shows the Irish jobs market saw a 17% year-on-year decline last year.

However, the recruitment agency is forecasting the Irish jobs market will rebound in 2026. A survey of recruiters nationwide shows they are expecting a 6% increase in advertised vacancies for the coming year, following on from a revival in the jobs market in the final quarter of 2025 which saw a significant pick up in hiring activity.

In 2026, FRS Recruitment expects to see a double-digit increase in advertised job vacancies in sectors such as frontline healthcare , technical engineering , life sciences , IT , accounting & finance , business support , and agri-food , while there will be more modest growth in sectors such as construction and business support.

In contrast, the company expects to see a decline in job postings for temporary or part-time roles, and allied healthcare roles.

Year in Review

The rebound in the jobs market comes after a difficult 2025, which saw the number advertised job openings decline by 17% year-on-year as companies across multiple sectors took a cautious approach to hiring. Instead, businesses focussed on cost containment last year by delaying permanent hires or expanding existing roles internally.

Ireland’s urban centres felt the impact of this employer caution, with all major cities recording notable year-on-year declines in advertised vacancies (Dublin, –20%; Galway, –25%; Cork, –28%; Waterford, –39%; Limerick, –39%).

One of the sectors which saw the steepest decline in hiring was Accounting & Finance, where the number of job postings plummeting almost 40% last year. Similarly, job openings in the agri-food sector declined up to 15%. Unsurprisingly, both sectors were particularly exposed to the threat of US tariffs.

Job openings in some industries continued to grow despite the backdrop of economic uncertainty. The Information Technology (IT) witnessed a 6% year-on-year increase in job postings overall during 2025 as companies continued their adoption of AI tooling, large language model (LLM) infrastructure and cloud transformation.

Similarly, the continued growth in renewable energy development saw strong demand for skilled workers in the construction sector, particularly for roles like Quantity Surveyors (QS).

Cost management

In a bid to manage rising employment costs, many businesses invested in automation processes, while the adoption of artificial intelligence continued apace in many sectors.

Both trends mean certain jobs increasingly face the threat of becoming obsolete, including roles such as general engineering operatives, multi-lingual customer service in business support, and roles in accounts payable and accounts receivable.

Additionally, the latest increase in the minimum wage and the introduction of the Auto-Enrolment Pension Scheme also forced many businesses to manage staff costs last year or defer hiring plans, particularly small and medium-sized enterprises.

Many employers chose to offer temporary and contract roles as a quick and cost-effective way of solving staffing challenges last year without increasing their permanent workforce headcount. This strategy saw a 40% increase in the number temporary jobs available in the Irish market in 2025. However, many of these temporary or contract roles went unfilled due to companies offering poor remuneration levels for demanding job descriptions.

Return to Office

One noticeable trend from 2025 was the continued rise in tensions between employers and staff over return to office policies.

Unsurprisingly, most employees continue to seek positions that offer greater work-life balance and remote working opportunities.

However, there was a significant uptick last year of companies offering new positions that were strictly office-based. This contrast between employee desires for flexible working and companies seeking to enforce return-to-office policies meant many positions went unfilled last year.

Employee Caution

With less job openings in the market during 2025, potential candidates became much more cautious. Jobseekers applied in higher numbers but were more reluctant to move roles, especially where offers did not sufficiently offset cost-of-living pressures.

Additionally, the opportunities for entry-level positions for graduates dried up significantly as employers sought to hire candidates with more experience and less requirements for training or upskilling. Of the roles that did become available, there was a higher influx of applicants coming from outside the EU, adding to the competition for roles.

Speaking on the report, Lynne McCormack, General Manager of FRS Recruitment, said:

“2025 was a challenging year for the Irish jobs market, with multiple headwinds creating a lot of uncertainty for companies to deal with. In particular, the first half of the year was defined by US President Donald Trump’s tariff announcements, which brought a lot of uncertainty to exporting companies in Ireland.”

“With a tariff agreement now in place, there is much more trading certainty for businesses, and I would expect to see a rebound in the jobs market for 2026. In the final quarter of 2025, FRS Recruitment saw a resurgence in the number of jobs postings across the market, and I believe that trend will continue into the first half of this year.

“Overall, Ireland’s economy continues to grow, and the labour market remains tight, meaning companies will need to compete for talent. It’s also likely we will continue to see trends around investment in AI technology and automation continue this year, as well as increased focused by employers on return to office policies.”

About Us

How to Make the Most of Your Annual Leave in 2026

Tue, 06 Jan 2026 11:41:35 GMT

Want More Time Off Without Using More Leave?

Our recent Annual Leave Report showed that many Irish workers don’t realise how much annual leave they’re entitled to - or how valuable it can be for their wellbeing, productivity, and long-term career satisfaction.

If you want to stretch your annual leave further in 2026, the secret isn’t more days off, it’s booking smarter.

By planning annual leave around Ireland’s public holidays, employees can turn a handful of leave days into extended breaks, giving you more time to rest, travel, and recharge without eating into your full allowance.

Here’s how to make your annual leave go further in 2026.

Public Holidays in 2026 (At a Glance)

Knowing where public holidays fall is key to maximising your time off.

In 2026, several bank holidays land perfectly for long weekends and extended breaks.

Key public holidays include:

New Year’s Day – Thursday, 1 January
St Patrick’s Day – Tuesday, 17 March
Easter Monday – Monday, 6 April
May Bank Holiday – Monday, 4 May
June Bank Holiday – Monday, 1 June
August Bank Holiday – Monday, 3 August
October Bank Holiday – Monday, 26 October
Christmas Day – Friday, 25 December

Best Annual Leave Strategies for 2026

1. New Year Break: 9 Days Off Using 4 Leave Days

By taking Friday 2 January and Monday–Wednesday 5–7 January, you can enjoy nine consecutive days off from Thursday 1 January to Sunday 11 January.

2. St Patrick’s Day: Turn One Day Into a Long Weekend

With St Patrick’s Day falling on a Tuesday, taking Monday 16 March off gives you four days away from work for the cost of just one day’s leave.

3. Easter: 10 Days Off Using 4 Leave Days

Easter remains one of the best opportunities to extend time off.

By booking Tuesday–Friday (7–10 April) after Easter Monday, you can enjoy ten days off in total — ideal for travel or family time.

4. Summer Bank Holidays: Ready-Made Long Weekends

The May, June and August bank holidays all fall on Mondays, making them perfect for three-day breaks – or longer if you add a few strategic leave days.

Taking four days off around a summer bank holiday can often give you nine days away from work.

5. Christmas 2026: One of the Best in Years

With Christmas Day landing on a Friday, taking Monday–Thursday (28–31 December) gives you nine days off while using just four leave days.

Why Planning Annual Leave Early Matters

From a recruitment perspective, we see the benefits clearly. Employees who plan and take their leave:

Experience less burnout
Are more engaged at work
Report higher job satisfaction

Employers are also increasingly supportive of early leave planning, as it helps with resourcing and workload management.

Thinking About a Role With Better Work–Life Balance?

Many Irish workers still fail to use all their annual leave each year. Planning ahead - especially around public holidays - is one of the easiest ways to ensure you get the full benefit of your entitlement.

At FRS Recruitment, we work with employers across Ireland who recognise the importance of flexibility, wellbeing and time off.

Explore current opportunities or speak with our team about roles that support a healthier work–life balance in 2026.

�� Visit our job board

�� Explore our talent solutions

�� Speak to a specialist consultant

FRS Recruitment Wins Big at the ERF Awards

Mon, 01 Dec 2025 17:04:41 GMT

On Friday 28 November, FRS Recruitment secured two major wins at the Employment & Recruitment Federation (ERF) Awards 2025, taking home the prestigious Large Recruitment Agency of the Year award and the coveted Best IT Recruitment Company title.

These awards recognise excellence across Ireland’s recruitment industry, and this year’s wins reflect the strength of our teams, the trust of our clients, and the success of our five-year strategic plan to create a people-centred, data-driven, future-ready recruitment experience.

Large Recruitment Agency of the Year

Winning Large Recruitment Agency of the Year is a significant milestone for FRS Recruitment. This award celebrates agencies that demonstrate:

Outstanding client partnerships
Innovation in recruitment delivery
Strong candidate care
Robust governance and operational excellence
Measurable impact on Ireland’s labour market

For FRS Recruitment, the recognition reflects years of investment in people and technology, service design, and nationwide expansion, as well as our unwavering commitment to helping people and organisations thrive.

Best IT Recruitment Company

Ireland’s IT sector is fast-moving, competitive, and globally connected, and securing the Best IT Recruitment Company award for the second year in a row highlights our specialist expertise in a demanding space.

Our IT division has built a strong reputation for excellence through:

Deep understanding of Ireland’s tech ecosystem
Strong candidate networks across software, infrastructure, cybersecurity, data and AI
High fill rates for hard-to-source roles
Tailored talent solutions for start-ups, SMEs, and global enterprises
A blend of specialist consultants and data-led sourcing strategies

This award recognises our team’s exceptional results, responsiveness, and ability to consistently match high-calibre talent with Ireland’s fastest-growing technology employers.

A Strategic Win for Our Five-Year Plan

These awards are not standalone achievements – they are the outcome of a focused, organisation-wide strategy launched five years ago.

Our goals were clear:

Modernise recruitment through people, technology and analytics
Strengthen sector specialisms
Invest in consultant expertise
Enhance customer experience
Scale sustainably nationwide

This ERF recognition signals that the plan is working, and the best is yet to come.

Thank You to Our Clients, Candidates, and Teams

Our success is built on relationships: with employers who trust us, candidates who choose us, and internal teams who go above and beyond every day.

These awards belong to everyone who has been part of our journey.

Whether you’re hiring or looking for your next career move, we’re here to help:

�� Visit our job board

�� Explore our talent solutions

�� Speak to a specialist consultant

Auto-Enrolment Will Strain Business Costs and Confuse Employees in 2026

Mon, 24 Nov 2025 08:56:23 GMT

Average Irish business facing €25,000 in additional employee costs next year due to Auto-Enrolment Scheme

The new auto-enrolment pension scheme will cost the average Irish business an additional €25,000 in employee-related charges from next year
A nationwide survey conducted by FRS Recruitment has found that 76% of Irish businesses expect the new scheme to negatively impact profitability in 2026
Businesses are considering price increases, hiring pauses, or lower investment to mitigate against the additional costs of auto-enrolment

The average Irish business is facing a €25,000 increase in employee related costs from next year due to the introduction of the auto-enrolment pension scheme, a nationwide survey conducted by FRS Recruitment has found.

The survey also found that vast majority of businesses are forecasting that the introduction of the government-imposed pension scheme will have a negative impact on their profitability in 2026, with most companies planning to either raise prices or freeze hiring plans in a bid to mitigate additional costs associated with auto-enrolment.

FRS Recruitment also surveyed employees to understand their views on auto-enrolment. And despite significant communications about the scheme to date, the majority of Irish workers admitted they still don’t fully understand how auto-enrolment will work or what it will mean for their financial security.

Auto-Enrolment is a government-led initiative designed to help employees save for retirement from an earlier age. The scheme will automatically enrol more than 800,000 workers into a designated pension fund called ‘My Future Fund’ from 1 ^st January 2026.

Eligible employees will make pension contributions starting at 1.5% of gross salary and rising to 6% of salary over time. Matched contributions from employers also start at 1.5% of gross salary and rise to 6% over time.

According to the results of FRS Recruitment’s survey, auto-enrolment will add just over €25,000 in additional employee-related costs to the average Irish business in 2026.

Drilling down further in the figures, almost one in ten Irish businesses have estimated the new auto-enrolment scheme will cost their company between €25,000 and €50,000 in additional employee related charges next year, while a further 15% of respondents said they expect costs to rise by €10,000 to €25,000.

Just under a fifth of Irish companies (19%) said they expect auto-enrolment to add between €5,000 and €10,000 in additional costs next year, while 5% estimate costs will rise between €50,000 and €100,000. Three per cent of respondents estimate the introduction of auto-enrolment will add more than €100,000 in annual costs to their business from next year.

Profit Impact

Business owners have voiced their concerns about how auto-enrolment will affect their bottom-line next year, especially for vulnerable smaller businesses.

The vast majority (76%) of respondents to the FRS Recruitment survey said they expect auto-enrolment will negatively impact their company’s profitability next year, with 34% saying it would have a ‘significant’ impact on profitability and 42% saying it would have ‘somewhat’ of a negative impact.

As a result of the increased costs associated with the scheme, almost all businesses said they plan to take some mitigating action to help absorb the costs, with 45% of respondents signalling they will increase sales prices, 35% planning to implement a hiring freeze or reduce certain staff hours, while just over a fifth (22%) of businesses said they will reduce investment in training or equipment.

Employee Confusion

It is clear from the FRS Recruitment survey that the majority of Irish workers do not understand how auto-enrolment will work or even how it will impact their personal finances.

The survey found that the majority of employees (59%) admitted they need more advice from their employer about how the auto-enrolment pension scheme works, while 55% called for greater online guidance around how it will impact them. Over 40% said there needs to be more communication from government on auto-enrolment.

Interestingly, the majority of employees that say they do understand how auto-enrolment works said they will likely stay enrolled in the scheme – even though there appears to be limited confidence it will improve their financial security.

The FRS Recruitment survey found that 60% of employees said they will either ‘definitely’ or ‘probably’ stay enrolled in the My Future Fund pension scheme once it kicks off in January, even though just 24% of respondents have confidence the scheme will improve their financial security in retirement. In contrast, 44% of employees said they are not confident that auto-enrolment will improve their financial security in retirement.

Affordability

Just over a third (36%) of employees surveyed by FRS Recruitment said they have a private or workplace pension in place. For those now falling into the auto-enrolment scheme from January, 18% said the pension deductions will be difficult to afford, while 10% said the scheme is ‘unaffordable’ to them.

In contrast, 18% of employees now falling into auto-enrolment believe the scheme will be easily affordable while 54% said the pension contributions would be ‘manageable but noticeable’.

One in four (26%) workers said they expect their take-home-pay to drop by up to €20 each week, while the majority of respondents (65%) said they were still ‘Unsure’ about the impact on their take-home p ay.

Commenting on the results of the survey, Colin Donnery, CEO of FRS Co-Op , said:

“Auto-enrolment represents the most significant shift in Ireland’s pension landscape in a generation. When the My Future Fund scheme begins in 2026, every eligible worker will start saving automatically toward retirement – strengthening long-term financial security nationwide.

“Yet as our survey clearly highlights that many businesses are concerned about the additional cost pressures the scheme will bring, with over three quarters of employers expecting reduced profitability in 2026 as a result of auto-enrolment. It’s therefore no surprise to see many companies considering price rises, hiring pauses, or lower investment to mitigate against the additional costs of the scheme.

“From an employee perspective, our survey shows that most Irish workers are yet to be convinced that auto-enrolment will actually improve their long-term financial security. Despite this, a strong majority of employees maintain they will remain enrolled in the scheme once it starts.

“Auto-enrolment is a positive step for Ireland, but it will require planning, adaptability, and strong communication for government once it comes into force from next year to ensure it is a success.”

FRS Recruitment and EMR Integrated Solutions Partner on RPO to Drive Scalable Growth in Ireland & UK

Wed, 05 Nov 2025 14:00:45 GMT

FRS Recruitment and EMR Integrated Solutions Announce Strategic RPO Partnership to Drive Scalable Talent Solutions in Ireland & UK

FRS Recruitment , one of Ireland’s leading talent acquisition specialists, today announced a new Recruitment Process Outsourcing (RPO) partnership with EMR Integrated Solutions , a recognised leader in secure operational telecommunications, SCADA, telemetry and cyber security across utilities, critical infrastructure, transport and renewables.

This strategic collaboration will see FRS Recruitment manage and optimise EMR’s end-to-end talent acquisition function, delivering a scalable, data-driven recruitment model designed to support EMR’s continued growth across Ireland and the UK.

“As EMR continues to expand, our success depends on having the right people in the right roles,” said Derek Glynn, COO of EMR Integrated Solutions. “Partnering with FRS Recruitment allows us to strengthen our talent pipeline and ensure we continue to attract top technical and operational talent in a highly competitive market.”

Under the new RPO agreement, FRS Recruitment will provide EMR with a fully integrated, embedded recruitment service, including employer branding, Applicant Tracking System (ATS) technology, sourcing, screening, and shortlisting. The partnership aims to streamline recruitment operations, reduce time-to-hire, and enhance long-term retention through proactive workforce management.

Lynne McCormack, General Manager of FRS Recruitment commented:

“This partnership exemplifies our shared commitment to innovation, efficiency, and people-first solutions. By aligning our recruitment technology and market expertise with EMR’s operational excellence, we’re building a workforce strategy that supports sustainable growth.”

This partnership takes effect immediately, with implementation already underway across EMR's business units. FRS Recruitment is currently supporting EMR in hiring across multiple functions, including technical engineering, finance, IT, admin and PMO roles throughout Ireland and UK. You can view a full list of their vacancies HERE .

About EMR Integrates Solutions

EMR Integrated Solutions is a leading provider of turnkey telecoms, utilities, and smart infrastructure solutions, delivering complex network and monitoring systems to critical national infrastructure clients across Ireland and the UK.

FRS Recruitment Sponsors DevFest Ireland 2025 | Tech Careers & Hiring

Fri, 24 Oct 2025 11:18:37 GMT

New Title

FRS Recruitment is proud to announce our role as a Gold Sponsor & Recruitment Partner of DevFest Ireland 2025 , Ireland’s largest free-tech event for developers, taking place on 6 December 2025 at the Midlands Park Hotel in Portlaoise. This partnership aligns perfectly with our mission: helping tech professionals find opportunity and helping companies access the right talent in a fast-moving landscape.

About DevFest Ireland

Hosted by several chapters of Google Developer Groups (GDG) across Ireland including Dublin, Galway, Athlone, Portlaoise and Belfast, DevFest Ireland brings together developers, engineers, tech enthusiasts and industry leaders for a full day of learning, workshops and networking.

Event Snapshot

Date & Time: Saturday 6 December 2025, 09:00–17:00.

Venue: Midlands Park Hotel, Jessop Street, Portlaoise, R32 KV20.

What to expect: Technical sessions, hands-on workshops, networking with peers and industry experts.

Purchase tickets HERE

Why FRS Recruitment is getting involved

Here are the key reasons why we chose to sponsor DevFest Ireland:

Support for the developer community: We recognise that Ireland’s tech talent is growing rapidly. By supporting this event, we help create opportunities for developers at every stage of their careers.
Showcasing our tech-recruitment expertise: As a recruitment partner, we specialise in connecting Ireland’s tech talent (developers, engineers, data professionals) with companies who need them. This event magnifies our presence within the tech ecosystem.
Alignment with growth and innovation: Tech continues to be a sector of high demand, evolving tools and frameworks, and strong employer competition for talent. Sponsorship keeps us at the heart of these conversations.
Community and brand-building: Sponsoring a premier event like DevFest enables FRS Recruitment to deepen relationships with developers and hiring managers alike.

What to look out for on the day

If you’ll be attending DevFest Ireland 2025, here’s what to keep an eye out for from us:

Meet our team at the FRS Recruitment stand. We’ll be ready to chat about roles, career-paths and hiring trends in tech.
Networking & insights – Ask us about the most in-demand skills, how to stand out as a developer and what hiring managers are really looking for in 2025/26.
Hiring-manager conversations – If you’re a company attending the event, drop by to discuss your talent strategy and how we can support your hiring needs.

See you at DevFest Ireland 2025!

FRS Recruitment Annual Leave Report 2025

Wed, 15 Oct 2025 08:57:04 GMT

Over a third of Irish workers fail to use all of their annual leave last year.

The 2025 Annual Leave Report by FRS Recruitment has found that over a third of Irish people failed to make full use of their holiday entitlements last year
Male workers are less likely to take all their holidays than their female colleagues
Around three out of five people are in favour of a 4-day work week, even if it means a reduction in salary

More than one-third of Irish workers (35%) failed to make full use of their holiday entitlements in 2024.

Despite the high figure, this represents an overall improvement on last year’s report when 42% of workers admitted they failed to use all of their holiday leave.

Our 2025 Annual Leave Report, shows that almost 1 in 4 people (23%) failed to take 5 days of annual leave or more last year, which represents a week’s paid leave.

The survey of almost 2,000 Irish workers found that men were more likely not to use all of their annual leave entitlements. Just over 40% of male respondents admitted they had unused holidays last year, compared to less than a third (31%) of female respondents. Of the male respondents who said they did not used all their holidays last year, almost two-thirds (64%) admitted 5 or more days went unused.

For one in ten people (11%), the longest period of annual leave they took was less than a week, while 38% stated their longest break was 2 weeks. Less than a third (30%) of respondents said the longest period of annual leave they took was 1 week, while 21% said they took more than 2 weeks annual leave last year.

Travel

The 2025 Annual Leave report also found that almost two-thirds of people (64%) said they used their annual leave for foreign travel last year, an 18% increase compared to the previous year’s figure and the most common reason cited. Meanwhile, 44% of respondents used their holiday leave for domestic travel.

Workers have also been taking more holidays due to family and health reasons. 46% of people used annual leave days for family reasons - up from 15% the previous year. A further 35% of respondents said they used their annual leave for personal reasons, up from 9% a year ago, while 9% used it due to illness – up from 4%.

Holiday Payments

The 2025 report also found that fewer employers opted to offer payment in lieu of unused annual leave days last year. Only 9% of workers were offered this option in 2024, down from 27% the previous year.

However, fewer workers reported that they lost their annual leave days if they went unused by year-end. Just 11% said they lost unused annual leave days – a significant drop from the 24% of respondents last year who said they lost holiday days. More than 40% of workers said they can carry annual leave days into the following year if they go unused.

Meanwhile, a majority of people (59%) responded that they would be in favour of a 4-day working week, even if it impacted on their salary.

A total of 1,987 people took part in the survey used to compile the FRS Annual Leave Report. FRS Recruitment is one of Ireland’s leading recruitment agencies with 10 offices nationwide.

Speaking about the research, Lynne McCormack, General Manager with FRS Recruitment said:

“Holidays remain one of the most important considerations for employees when weighing up a new role or reviewing their contract. That annual leave allocation continues to be a defining feature of the employment experience - a point of negotiation, expectation, and, increasingly, reflection on how we balance work and life.

“This year’s findings show some positive movement: almost two-thirds of people (65%) took full advantage of their leave in 2024, up from 58% the year before. However, more than one in three employees still left days unused, with almost a quarter admitting they let five days or more go untaken. For some, these days are carried over or paid out, but for many, the time is simply lost.

“The debate around future leave policies remains active. Six in ten employees would support the introduction of unlimited leave, and a similar proportion would back a four-day working week, even if it meant adjusting salaries. These attitudes show a workforce eager for flexibility and new ways of organising work.”

Budget 2026: Food and Hospitality VAT Reduction to 9% Set to Create Seasonal Jobs

Tue, 07 Oct 2025 15:58:37 GMT

Reduced VAT rate for food and hospitality will provide major boost to seasonal workers – FRS Recruitment

FRS Recruitment has welcomed the reduction of the VAT rate to 9% from July next year for the hospitality sector

The reduced VAT rate will provide an important cashflow boost to many businesses in the hospitality sector and support employment for temporary and seasonal workers across the country.

As one of Ireland’s leading recruitment agencies, FRS Recruitment welcomes the announcement that the VAT rate for the food and hospitality sector will be reduced to 9% from July 2026.

The new measure was announced by Paschal Donohoe, Minister for Finance, as part of Budget 2026.

The reduction from the current 13.5% VAT rate will provide an important cashflow boost to a large cohort of Irish small and medium-sized enterprises (SMEs), which are important employers of seasonal and temporary workers in Ireland at peak times.

The hospitality sector is one of the largest employers of temporary staff in Ireland, particularly in rural and tourism-driven communities.

The 9% rate was previously introduced as a temporary measure during the Covid-19 pandemic, before being restored to its original level in September 2023.

Lynne McCormack, General Manager at FRS Recruitment, said:

“Temporary workers are a crucial part of Ireland’s economy, and this new measure could help give many Irish SME’s the financial security to boost their workforces. Specifically in the hospitality sector, businesses have struggled in recent years to retain seasonal workers for their busiest times of the year. This VAT reduction is more than a financial adjustment, it's a catalyst for job creation and business confidence.

“FRS Recruitment will continue to support this sector and its employers with a ‘talent solutions’ offering, which includes temporary workers. WrkWrk is also a company under the FRS umbrella which has an on-demand staffing platform works primarily in the hospitality sector. Ireland has the people that are willing to work, and this reduction in the VAT rate will help more jobs become available to them.”

Hire Temporary Staff for Christmas 2025

Wed, 01 Oct 2025 12:11:26 GMT

Why Hiring Temporary Staff is Essential for Christmas 2025

The Christmas trading period is approaching fast and for Irish businesses across logistics, warehousing, retail, and customer service, the pressure is already mounting.

It’s the time of year when demand surges, schedules tighten, and your permanent workforce may struggle to keep up. That’s where temporary staffing becomes not just helpful but absolutely essential.

Here’s why partnering with an expert Irish recruitment agency like FRS Recruitment can make all the difference in how you scale and succeed this Christmas.

Peak Demand Can Hit Fast - Be Ready

From mid-November to early January, businesses experience their most intense period of the year. For sectors like:

Warehousing & Logistics – with fulfilment volumes doubling overnight
Retail & FMCG – requiring floor staff, stock handlers, and merchandisers
Call Centres – handling customer support spikes and post-holiday returns
E-commerce – with critical pick/pack/delivery roles

…you need a team that can scale quickly, reliably, and without delays. With FRS Recruitment, you can access a pool of pre-vetted, ready-to-work temps and with the help of WrkWrk we can fill these roles in minutes!

Flexibility That Matches Your Business Flow

Permanent contracts don’t always make sense during the festive season. Temporary staff give you:

Scalability – bring in extra hands when needed
Adaptability – reduce team size after the rush
Specialised Support – fill roles that don’t exist year-round

Whether it’s five temps for two weeks, or 50 across multiple sites, we work with you to match staffing to real-time business demand.

We Handle the Admin, So You Don't Have To

Hiring temporary staff can create a lot of admin, especially when it comes to compliance, payroll, and scheduling. With FRS, we manage it all:

Right-to-work checks
Timesheet management
Payroll processing
HR compliance
Replacements when needed

Our goal? To keep your operations running smoothly without the HR headache.

Nationwide Coverage, Local Know-How

We operate from 10 offices across Ireland, so we know the local labour market inside out. Whether you’re in Dublin, Cork, Limerick, Galway, Kilkenny, or Sligo, we’ve got:

Local candidate pools
On-the-ground recruitment support
Real-time availability insights

With FRS Recruitment, you get reach and results - without delay.

Quality Matters In Temporary Roles

Just because a role is temporary doesn’t mean the standards should be. Our temps are:

Carefully sourced and screened
Matched to your business needs
Reliable, experienced, and ready to contribute

You’ll benefit from:

Reduced training time
Fewer no-shows
Consistent team performance

Don’t Wait Until December - Secure Your Temporary Staff Now for Christmas

Many businesses leave their Christmas staffing to the last minute and that’s when availability drops and costs rise. With demand for temporary workers in Ireland rising each year, it pays to start early. The good news? You don’t have to do it alone.

Whether you’re preparing for a spike in orders, footfall, or customer service requests, FRS Recruitment is here to help you scale smartly and stress-free.

Explore our Temporary Recruitment Solutions

Irish Farmer Goes Global: Managing a 107,000‑Cow Farm in Saudi Arabia

Wed, 01 Oct 2025 10:44:24 GMT

In this post, we share the remarkable journey of Eanna Linnane, an Irish farmer who transitioned from a modest 30‑cow suckler farm in Galway to managing one of the world’s largest dairy operations: a 107,000‑cow indoor farm in Saudi Arabia. His story illustrates how ambition, global experience, and strategic career choices can transform a farming career and offers insights for others considering international agricultural roles.

From Galway Roots to Global Aspirations

Growing up in Kinvara, County Galway, Eanna and his father ran a small suckler and sheep farm, around 30 continental suckler cows and 70 Charolais-cross ewes over ~90 acres. Their main focus was improving pasture, drainage, and infrastructure to maximize productivity.

He earned a BSc in Agricultural & Environmental Management at GMIT and later studied Animal and Crop Production at UCD . After graduation in 2018, his global journey began.

Step 1: New Zealand - A Familiar System, New Scale

Later in 2018, Eanna moved to New Zealand for the calving season, working on a farm of 1,200 cows. The system mirrored grass-based Irish dairy systems: 80% of feed from grazing, with supplementary concentrates. The experience helped him refine operational routines while adapting to a new environment.

Step 2: USA – Weather Extremes, System Resilience

From New Zealand, Eanna relocated directly to Missouri, USA for another dairy stint. He arrived during peak calving but encountered harsh weather: deep snow, frozen pumps, and dramatic daily temperature swings.

He observed:

Rapidly changing weather patterns (±15 °C shifts within hours)
Infrastructure pressure under extreme conditions
The need for agile decision‑making in farm management

This taught resilience and reactive management under stress.

Step 3: Saudi Arabia – Managing a Mega Dairy

Today, Eanna leads the dairy operations at a 107,000‑cow farm in Saudi Arabia, part of a complex of five “megafarms” plus a smaller unit. He oversees operations at Al Badiah, managing 25,000 cows under his supervision.

Key operational details:

Cows are milked 4 times a day, on six‑hour intervals
Dry cows are fed 3 times daily; lactating cows 4 times
Average yield is 42 litres per cow per day (14,000 L per year)
Peak production reaches 58–60 litres per cow
Feed sourcing shifted from domestic maize silage (banned due to water use) to imports from North/South America
The farm runs highly structured calving cycles: 900 heifers in a single week during busy periods

Eanna transitioned into a senior unit manager role, shifting from pure farm labor to managing people, systems, and large‑scale operations.

Opportunities for Irish Farmers Aboard

For Irish farmers seeking to expand their horizons, roles in the Middle East, USA, Australia, and Latin America offer chances to:

Lead large operations
Gain exposure to different farming systems
Accelerate learning curves

If you’re interested in applying for agricultural positions abroad, talk to our John Miller , Agri Recruitment Manager at FRS Recruitment.

How FRS Recruitment Helps HSE with Temporary Recruitment

Fri, 26 Sep 2025 08:45:58 GMT

Temporary Healthcare Recruitment Success Stories

When the HSE need a Healthcare Assistant who is more than just qualified, someone who could thrive in a unique environment — they turned to FRS Recruitment . Recruiting in the healthcare sector is uniquely challenging, every role demands not just the correct qualifications, but also empathy, reliability and the ability to integrate quickly into a team. For HSE and community services, finding the right people at the right time is vital. At FRS Recruitment, our healthcare temporary staffing solutions help providers across Ireland meet these challenges head-on.

Meeting Unique Challenges in Healthcare Recruitment

Temporary healthcare recruitment isn’t about filling shifts at the last minute, it’s about building continuity of care and ensuring quality staff are always available. Every service is different, and the right candidate must bring not only the right skills, but also the right personality and cultural fit. Check out our latest Healthcare Assistant jobs HERE.

Finding the Right Healthcare Assistant

Our client explained that their service was quite unique, meaning the right skills and personal attributes were absolutely essential. They shared:

"What stood out to me was how Shannon not only listened carefully but took a genuine interest in understanding the service we offer, the nature of the role, and the specific characteristics we were seeking in a staff member"

This deeper level of engagement made the difference. By asking the right questions and showing real interest in the service, Shannon was able to reduce pressure on the client during a very busy period.

The candidate Shannon recommended immediately impressed at interview and was the perfect fit for the role.

“That level of engagement really took the pressure off me during a very busy period and was reflected in the excellent candidate she recommended — someone I was immediately impressed with at interview and happy to proceed with.”

Within days of starting, the candidate was already making a strong contribution.

“Overall, it was a very positive experience which resulted in us gaining a strong team member who has hit the ground running and is already highly regarded by both members and staff.”

What set Shannon apart wasn’t just finding the right person — it was how she supported the client throughout the compliance and onboarding stages.

“Shannon kept me well informed throughout the compliance process, acted as an excellent link between our service and the candidate, and checked in after the candidate started to ensure things were going smoothly.”

This hands-on support gave the client peace of mind, knowing compliance and communication were being handled seamlessly. Discover your healthcare hiring options HERE .

Why Temporary Healthcare Staffing Works for HSE Services

Hiring temporary healthcare staff through FRS providers:

Fast access to vetted, compliant HCAs, nurses, and healthcare professionals
Full compliance support, including Garda vetting, Right-to-Work checks, and references
Flexibility to cover annual leave, seasonal surges, and short-notice absences
Nationwide reach, with candidates available across Ireland
Ongoing consultant support after placement

Building Long-Term Partnerships in Healthcare Recruitment

At FRS Recruitment, we believe healthcare providers deserve more than CVs. We provide tailored, compliant, and people-focused recruitment solutions that ensure every placement makes a meaningful impact. Shannon’s story shows how our approach helps HSE services find staff who can thrive from day one.

Ready to Strengthen Your Healthcare Team

If you're looking for temporary healthcare staffing solutions in Ireland, FRS recruitment is here to help. From Healthcare Assistants to Nurses and Allied Health Professionals, our consultants deliver fast, compliant and reliable hires for HSE and private healthcare providers.

FRS CEO Colin Donnery Named to SIA Staffing 100 Europe 2025

Tue, 23 Sep 2025 10:01:49 GMT

Celebrating Leadership in Recruitment and Workforce Solutions

FRS Co-Op, CEO Colin Donnery has been recognised by Staffing Industry Analysts (SIA) on the highly regarded Staffing 100 Europe 2025 list.

This annual ranking highlights the most influential leaders shaping the future of recruitment, staffing, and workforce solutions across Europe.

The SIA Staffing 100 Europe list honours executives whose innovation and strategic vision are transforming how companies connect talent with opportunity.

Colin Donnery’s inclusion is a clear endorsement of the progress and positive impact delivered by FRS Recruitment and the wider FRS Co-Op.

Driving Innovation in Recruitment & Workforce Solutions

Under Colin’s leadership, FRS Recruitment and FRS Co-Op have:

Expanded recruitment services across Ireland and internationally
Advanced employability and training programmes for jobseekers
Delivered trusted government outsourcing solutions
Strengthened our reputation as a leading Irish cooperative supporting communities

These initiatives embody FRS’s mission to connect people and opportunities while supporting both employers and candidates.

While this recognition spotlights Colin Donnery, it represents the collective success of every FRS Recruitment consultant, FRS Co-Op member, and support staff.

Together, the team continues to set high standards for Irish recruitment and staffing solutions. Congratulations to Colin on this well-deserved achievement. His leadership continues to drive FRS Recruitment and FRS Co-Op forward, ensuring we remain at the forefront of staffing and workforce innovation.

Navigating the New CORU Requirements for Social Care Workers

Wed, 03 Sep 2025 12:11:40 GMT

CORU Registration 2025

From 1 December 2025, the title “Social Care Worker” becomes a legally protected designation in Ireland. This means only those fully registered with CORU - Ireland’s Health and Social Care Professionals Regulator , will be legally permitted to use the title.

For Social Care professionals and employers alike, understanding these new requirements is essential for career continuity, compliance, and successful recruitment.

Why CORU Registration Matters

No CORU registration = No placement as a Social Care Worker.
Employers and recruitment agencies are now obligated to verify a candidate’s registration status.
Failing to register could lead to suspension, contract termination, or inability to work in the sector.

Whether you're a seasoned professional or a new graduate, knowing your registration pathway and meeting the deadlines is critical.

Where can I register for CORU?

Complete your registration via CORU

Important CORU Deadlines for Social Care Workers

What Are the CORU Registration Pathways?

Section 91 – The “Grandparenting” Route

For experienced professionals who may not hold a formal qualification but have:

2+ years of experience in the last 5 years in Ireland
Supporting documentation from employers (Professional Employment Forms)

You may still be eligible through:

An Employer’s Opinion of Competence, or
Completion of an Assessment of Professional Competence (AoPC)

�� Deadline to apply: 30 November 2025

Section 38 – Standard Registration Route

For those with CORU-approved qualifications, such as:

Recent Irish graduates with recognised social care degrees
International candidates (subject to qualification recognition)

From 1 December 2025 onwards, this will be the only route available.

What Happens If You Miss the Deadline?

❌ It will be a criminal offence to refer to yourself as a “Social Care Worker” without registration.

⚠️ Employment risk: Unregistered candidates may have their contracts altered or terminated.

�� Recruiters will be unable to place you in Social Care roles without CORU verification.

How FRS Recruitment Can Help You

At FRS Recruitment, we understand that the CORU process can be complex – especially for experienced professionals entering via the Section 91 route.

Our Social Care Division is here to help:

Determine your eligibility
Guide you through documentation
Help you plan your registration before the deadline
Match you with the right roles based on your registration status

Have questions? Contact our expert consultants.

FAQ's About CORU Registration

Why Ireland Needs More Quantity Surveyors Right Now

Wed, 27 Aug 2025 11:55:49 GMT

Demand for Quantity Surveyors in Ireland

Take a walk through any Irish construction site today and you’ll notice the pace: houses going up, data centres rising, infrastructure being upgraded.

But behind the cranes and scaffolding lies a serious challenge: Ireland doesn’t have enough quantity surveyors (QSs) to manage it all.

Without them, projects risk overspending, delays, and disputes. Here’s why demand is booming, what it means for both employers and QSs, and why this shortage should matter to you.

What Do Quantity Surveyors Actually Do?

Quantity surveyors are the financial backbone of construction projects. Their responsibilities include:

Managing budgets and controlling costs
Ensuring contractual compliance
Pricing work accurately
Supporting dispute resolution
Advising on sustainability and efficiency

In short: QSs keep projects grounded, cost-effective, and on track. Without them, even the most ambitious build can quickly unravel.

Why Demand for QSs Is Skyrocketing in Ireland

1. Housing & Infrastructure Pipeline

Ireland’s housing targets, public sector builds, and transport upgrades all require QS oversight.

2. Tech & Pharma Expansion

Data centres, biopharma, and complex industrial builds demand meticulous cost management.

3. Post-Recession Skills Gap

Many QSs left the sector during the crash, and training pipelines slowed. Today, there aren’t enough mid- and senior-level QSs to meet demand.

4. Broader Skills Beyond Costing

Modern QSs offer strategic guidance on contracts, sustainability, and risk management, making them harder to replace.

What Does This Mean in Salaries

The shortage of Quantity Surveyors in Ireland is driving up salaries at every level. According to our Construction Salary Guide 2025:

This mirrors wider industry reports:

Indeed (July 2025) : Higher average at €69,340
Glassdoor: Range €47K-€75K, median €60K
Jobs.ie: Regional variation – Cork -€52K, Clare -€70K

The FRS guide confirms that specialist QS roles, particularly in pharma and data centres, command six-figure salaries showing just how valuable these professionals are.

Insights from FRS Recruitment

Recruitment specialists at FRS highlight key trends shaping the market:

Competition is Fierce: Employers in Dublin and Cork are battling for top QS talent.
Graduate Opportunities Are Everywhere: Newly qualified QSs can secure strong offers quickly.
Specialist Skills Are Gold: QSs with M&E, pharma, or data centre experience are rare and very well rewarded.
Retention Is a Challenge: QSs know their worth. Firms that don’t reward fairly risk losing them.
Good Candidates Move Fast: Skilled QSs often juggle multiple offers. Swift decision-making is essential.
Overseas Talent Is Key: Employers should tap into candidates from the UK, South Africa, and beyond. Many bring excellent, transferable experience.

Why This Matters for Employers and QSs

For Employers: The shortage means you need competitive salaries, quick offers, and strong retention strategies. Consider widening your net to international QSs.
For Jobseekers: If you’re a QS, Ireland offers some of the best opportunities in years. From strong starting salaries to rapid progression, demand has rarely been higher.

Final Word

Quantity Surveyors are no longer just cost managers, they’re strategic partners driving Ireland’s most ambitious projects. With salaries surging (as confirmed by the FRS Recruitment QS Salary Guide 2025 ), now is the time for employers to act fast and for jobseekers to seize the opportunities.

Our Quantity Surveyors Recruitment Experts

Cork Jobs Market 2025: Trends & Hiring Insights | FRS

Fri, 22 Aug 2025 14:17:57 GMT

Understanding Employments Trends in Cork

As Ireland’s employment landscape continues to evolve in 2025, Cork stands out as a leading regional hub for job creation and economic resilience. According to the FRS Recruitment Employment Insights Report 2025 , Cork remains highly active on both the jobseeker and employer fronts, with strong indicators of ongoing recruitment and salary movement.

Key insights from the report:

84% of Cork-based employees believe they could find a new job within three months.
Six in ten employers are actively hiring, with eight out of ten planning to recruit in the next quarter.
55% of workers in Cork expect to receive a salary increase in 2025.
81% would consider switching jobs for a salary increase of 20% or less.
57% of employees have been asked to increase their in-office days, reflecting evolving hybrid work models.
59% of Cork workers expect artificial intelligence to impact their day-to-day work this year.

High-Demand Sectors in Cork

Based on the employment trends and hiring patterns observed in the 2025 report, several industries are driving growth and creating job opportunities in Cork.

Pharmaceutical and Medical Devices

Cork continues to be a stronghold for life sciences, with high demand for roles in:

Quality assurance
Regulatory affairs
Manufacturing and production
Supply chain and logistics

Visit our Pharmaceutical jobs in Cork page for current openings.

Technology and IT

The technology sector in Cork is experiencing steady demand, particularly in areas such as:

Software development
IT support
Cybersecurity
AI implementation and data analysis

Explore the latest Tech jobs in Cork .

Healthcare and Nursing

Healthcare hiring remains robust, with hospitals, clinics, and care homes actively seeking professionals including:

Registered nurses
Healthcare assistants
Medical administrators

View available Healthcare jobs in Cork

Construction and Engineering

Ongoing infrastructure, housing, and commercial projects in Cork are fueling hiring across:

Civil and structural engineering
Project management
Skilled trades and technical roles

Check out current Construction jobs in Cork and our Engineering jobs in Cork .

Employer Perspective: Hiring Challenges and Priorities

Despite strong intent to hire, employers in Cork face a competitive and talent-scarce market:

Eight out of ten employers report difficulty securing qualified candidates.
Rising salary expectations and skills shortages are top concerns.
Employees are more selective and value-driven in their job choices.
Hybrid work expectations continue to influence candidate decision-making.

For employers, partnering with a recruitment agency like FRS Recruitment is critical to navigating these challenges effectively and securing the right talent quickly.

If you're an employer, learn how to Hire talent in Cork with FRS Recruitment.

Key Takeaways for 2025

Cork’s job market is active and optimistic, with a strong pipeline of talent and opportunities.
High-demand sectors include pharma, tech, healthcare, and construction.
Employees are increasingly salary-driven and confident about job mobility.
Employers must prioritise competitive salaries, transparent job postings, and flexible work models.

Why FRS Recruitment Cork?

With a dedicated team based locally and insights driven by national data, FRS Recruitment offers tailored support to jobseekers and employers alike. Our expertise across sectors and regions ensures you're equipped to make informed decisions in a fast-changing job market.

Find Your Next Role or Candidate in Cork

Whether you're looking to take the next step in your career or searching for top talent to grow your business, FRS Recruitment is your trusted partner in Cork.

5 Interview Mistakes That Could Cost You the Job — and How to Avoid Them

Wed, 13 Aug 2025 08:26:44 GMT

You’ve applied, impressed with your CV, and landed the interview - now the real test begins.

An interview is about showing you’re the right fit for the team and the company. Unfortunately, many candidates trip themselves up with avoidable mistakes.

Here are the five most common interview mistakes our recruiters see, and more importantly, how you can avoid them to boost your chances of success.

❌ Mistake 1: Not Researching the Company

Turning up without a clear understanding of the company’s business, values, and industry position sends the wrong message: that you’re not serious about the role .

How to avoid it:

Spend at least 20 minutes reviewing the company website.
Read recent news articles or press releases.
Check their LinkedIn page for updates, new hires, or achievements.

�� Pro tip: In your answers, reference something you learned in your research - it shows initiative and genuine interest.

❌ Mistake 2: Talking Too Much - or Too Little

Some candidates ramble and lose focus, while others give answers so short they sound disinterested.

How to avoid it:

Use the STA R method (Situation, Task, Action, Result) to structure your answers.
Keep responses clear, relevant, and to the point.
Practice answering common questions aloud before the interview.

❌ Mistake 3: Neglecting Non-Verbal Communication

Your body language speaks before you do. Poor eye contact, slouching, or fidgeting can make you seem nervous or unprepared.

How to avoid it:

Sit upright, maintain comfortable eye contact, and offer a firm handshake.
Avoid crossing your arms - it can seem defensive.
Mirror the interviewer’s tone and energy for better rapport.

❌ Mistake 4: Failing to Prepare Questions

When the interviewer asks, “Do you have any questions?”, saying “No” is a missed opportunity.

How to avoid it:
Prepare 2–3 thoughtful questions, such as:

“What does success look like in this role after six months?”
“How would you describe the team culture?”
“What are the next steps in your hiring process?”

❌ Mistake 5: Forgetting to Follow Up

Many candidates assume their job is done once they leave the interview. But following up can leave a strong final impression.

How to avoid it:

Send a short thank-you email within 24 hours.
Reiterate your interest and highlight one key point from the interview.

Final Thoughts?

Interviews are as much about preparation and attitude as they are about skills. By avoiding these common mistakes and focusing on presenting your best self, you’ll stand out from the competition.

If you’re ready to put these tips into practice, check out our latest opportunities here .

Job-Hopping for Just 10%? What This Means for Retention in 2025

Mon, 28 Jul 2025 14:43:06 GMT

Key Takeaways

45% of employees would switch jobs for a raise of 10% or less.
Salary expectations are rising, but employer budgets aren’t always keeping pace.
Retention strategies must go beyond pay—think culture, flexibility, and purpose.
Employer branding is more critical than ever in a competitive talent market.

Stats taken from the FRS Recruitment Employment Insights Report 2025

The New Rules of Retention

In today’s talent market, loyalty has a price and it’s lower than you might think. According to the 2025 FRS Recruitment Employment Insights Report , nearly half of Irish employees (45%) would consider leaving their current role for a salary increase of just 10% or less .

This stat is a wake-up call for employers. It signals a shift in how workers value their roles, and it challenges traditional assumptions about what keeps people engaged and committed. So, what does this mean for your retention strategy?

The 10% Tipping Point: Why Employees Are Ready to Move

Gone are the days when employees stayed put for stability alone. In 2025, workers are more confident, mobile, and aware of their market value. The report also reveals that 70% of job seekers believe they could secure a new role within three months - a clear sign of optimism and opportunity.

For many, a modest pay bump is enough to justify the leap. But it’s not just about money. Employees are also seeking:

Better work-life balance
Career progression
Stronger alignment with company values
More flexible or hybrid working models

What This Means for Employers

If your retention strategy hinges solely on annual pay reviews, it’s time to rethink. Here’s what employers should consider:

1. Reassess Total Compensation

While a 10% raise might not be feasible across the board, consider how your total rewards package stacks up, bonuses, benefits, wellness support, and flexibility all count.

2. Invest in Culture and Career Growth

Employees are more likely to stay where they feel valued, challenged, and supported . Clear career pathways, mentorship, and upskilling opportunities can make a big difference.

3. Strengthen Your Employer Brand

Your reputation as an employer matters. What are people saying about your company on Glassdoor or LinkedIn? Are your values visible and authentic?

4. Listen and Act

Regular pulse surveys and open communication channels can help you stay ahead of dissatisfaction before it turns into turnover.

The Bottom Line

In a market where 45% of employees are willing to jump ship for a 10% raise , retention is no longer just about pay, it's about purpose, progression, and people . Employers who adapt to this reality will be better positioned to attract and retain top talent in 2025 and beyond.

Ready to Future-Proof Your Talent Strategy?

If you're looking to strengthen your employer brand or refine your retention approach, our team at FRS Recruitment can help. Get in touch today to start building a workforce that stays and thrives.

Hiring in Dublin 2025: What Employers Need to Know to Attract Top Talent

Wed, 23 Jul 2025 13:32:12 GMT

Hiring in Dublin 2025: What Employers Need to Know to Attract Top Talent

As Dublin’s job market evolves in 2025, employers face a unique blend of opportunity and challenge. The latest FRS Recruitment Employment Insights Report reveals a city navigating economic caution , shifting employee expectations , and a renewed focus on workplace flexibility . For businesses looking to attract and retain top talent, understanding these trends is essential.

Dublin’s Hiring Landscape: Optimism Meets Uncertainty

While 42% of Dublin professionals believe job opportunities will grow this year, 58% still fear for their job security . This dual sentiment reflects a cautious optimism, shaped by global economic pressures and local housing challenges.

Despite this, 60% of Dublin employers plan to hire within the next three months, an encouraging sign of resilience. However, 9 in 10 employers report difficulty securing suitable candidates, citing skills gaps and rising salary expectations.

Salary Expectations Are Driving Job Mobility

In 2025, 69% of Dublin employees say they would change jobs for a salary increase of 20% or less . Yet only 38% expect a raise in their current role. This disconnect is fueling job movement and making retention more difficult.

Employers must consider:

Transparent salary listings in job ads
Regular pay reviews
Competitive benefits packages

These factors are no longer optional, they’re expected.

The Return to Office: A Dublin Reality

Hybrid work remains popular, but 68% of Dublin employees have been asked to spend more days in the office. This shift is reshaping candidate expectations and influencing job decisions.

To stay competitive, employers should:

Offer flexible hybrid models
Communicate the value of in-person collaboration
Support work-life balance initiatives

AI and Upskilling: Preparing for the Future

Only 28% of Dublin workers believe AI will impact their role this year, but interest in upskilling is rising. Employers who invest in training, especially in tech and leadership will stand out in a competitive market.

How Employers Can Stand Out in Dublin’s 2025 Market

To attract top talent in Dublin, employers should focus on:

Salary transparency : 72% of candidates won’t apply if salary isn’t listed.
Streamlined hiring : Clear job ads, faster processes, and better communication.
Values alignment : ESG and company culture matter more than ever.
Upskilling support : Offer training in AI, leadership, and digital tools.

Final Thoughts

Dublin’s recruitment market in 2025 is dynamic, data-driven, and increasingly candidate-led. Employers who adapt to these trends by offering transparency, flexibility, and purpose will be best positioned to attract and retain the talent they need.

FRS Recruitment Announces Strategic RPO Partnership with Bluebird Care Ireland

Mon, 14 Jul 2025 08:50:44 GMT

Collaborating to Strengthen Ireland’s Healthcare Workforce and Home Care Services

FRS Recruitment, a leader in healthcare recruitment process outsourcing (RPO), is delighted to announce a strategic partnership with Bluebird Care , one of Ireland’s most respected providers of home care services. This collaboration unites two trusted organisations with a shared mission: to deliver exceptional care by connecting dedicated healthcare professionals with rewarding opportunities in communities nationwide.

As specialists in RPO , FRS Recruitment brings deep expertise in designing and delivering tailored, high impact RPO solutions for the healthcare sector. Our dedicated team understands that success begins with strong, collaborative relationships at every local Bluebird Care office across Ireland.

Through this new RPO partnership, FRS Recruitment and Bluebird Care will work together to:

Streamline the recruitment and placement of top-quality healthcare professionals
Build scalable solution talent pipelines to support long-term growth
Enhance the delivery of compassionate, person-centred care across Ireland
Leverage a data-driven & insight led approach to inform sourcing strategies
Further enhance the Bluebird employer brand & candidate experience
Drive innovation and support workforce development in the healthcare and home care sectors

This integrated approach allows Bluebird Care teams to focus on what they do best — providing exceptional care- while we manage the crucial early stages of recruitment with efficiency and precision.

At FRS Recruitment, we believe in delivering more than just hires; we aim to become a true strategic partner, supporting Bluebird Care’s mission to provide safe, high quality and compassionate, care throughout Ireland. We look forward to a successful partnership and to contributing to Bluebird Care’s continued growth and success.

Lynne McCormack, General Manager, FRS Recruitment

We are proud to join forces with Bluebird Care – an organisation that shares our deep commitment to compassion, integrity, and excellence. This strategic RPO partnership allows us to connect highly skilled healthcare professionals with meaningful and rewarding roles, while supporting Bluebird Care’s mission to deliver outstanding, person-centred care in the heart of communities across Ireland.

Rooted in shared values and a clear purpose, this collaboration represents a united effort to improve lives and strengthen healthcare delivery nationwide.

Together, our organisations will work closely to ensure the sector is equipped with the talent, support, and vision needed to meet growing demands – helping shape a more resilient and responsive healthcare workforce.

Claire Ronan, People Director, Bluebird Care

Bluebird Care Ireland are delighted to be embarking on this RPO partnership with FRS. As a premium provider of Homecare in Ireland, we understand that the impact of the outstanding quality of care that our teams deliver, is key to the lives of our incredible customers, in their own homes. We are looking forward to welcoming many new colleagues to our teams through this new collaboration, with all the advantages of working with FRS, as they begin this exciting chapter with our Franchise Partners and their teams right across the country.

About Bluebird Care Ireland

Bluebird Care is one of Ireland’s leading providers of home and health care services. Since 2007, the company has been delivering high-quality, nurse-led care that enables people to live safely and comfortably in their own homes.

With 26 locally owned and operated offices across the country, Bluebird Care supports older people, individuals with disabilities, and families in need of respite. Services are available to both private clients and those funded through the HSE.

All offices are HSE-approved and members of Home and Community Care Ireland (HCCI), underscoring Bluebird Care’s commitment to professional standards, compassionate care, and empowering people to live independently for as long as possible.

FRS Recruitment Employment Insights Report 2025

Fri, 20 Jun 2025 11:09:46 GMT

60% Expect a Pay Rise in 2025 – But Will Employers Deliver?

Employee expectations are rising—literally. According to our latest FRS Recruitment Employment Insights Report, six out of ten people in Ireland expect a salary increase this year. But will employer plans match up?

The report uncovers some fascinating national and regional trends:
Majority of employers are planning modest raises of just 1–3%.
One in nine employers say they have no plans to increase wages.
45% of employees would switch jobs for a pay rise of just 10% or less.
Two-thirds of workers have been asked to spend more time in the office.
70% of people believe they could land a new job in under three months.

And that’s just the beginning.

The full report dives into insights on job security, hybrid work trends, regional disparities, employer sentiment, and the growing impact of economic uncertainty and global trade policy—all backed by responses from nearly 2,000 participants.

Download the full Employment Insights Report 2025 to explore all the findings and what they mean for talent attraction, retention, and salary strategy.

How to Work as a Doctor in Ireland: A Guide for Overseas Medical Professionals

Wed, 11 Jun 2025 09:31:33 GMT

Considering a Move to Ireland as a Doctor?

Ireland continues to welcome overseas doctors with open arms—offering competitive salaries, strong career progression, and a high standard of living. Whether you’re a junior doctor or an experienced GP consultant, the Irish healthcare system (particularly the HSE ) offers diverse and rewarding career opportunities.

At FRS Recruitment, we specialise in helping international doctors find their ideal roles across Ireland—from major urban centres like Dublin, Galway, Limerick, Cork and to smaller towns in need of essential medical expertise.

Why Work as a Doctor in Ireland?

High demand across public (HSE) and private healthcare sectors
Opportunities across all levels: NCHDs, registrars, GPs, and consultants
Supportive relocation, licensing, and integration process
Roles available in hospitals and GP practices nationwide
Ireland offers a balanced lifestyle, excellent education, and welcoming communities

A Candidate’s Experience: "Emma Went Above and Beyond"

Here’s what one overseas doctor recently shared about their experience with FRS:

“I’m incredibly grateful to Ms Emma Fenton from FRS Recruitment for her unwavering dedication and support throughout my job placement journey. From the very beginning, Emma was nothing short of phenomenal—professional, approachable, and always re

ady to guide me through every step of the process.

She took the time to explain everything clearly, made each stage smooth and stress-free, and ensured I felt confident and informed at all times. Even after I arrived in Ireland, Emma continued to check in on my well-being and remained compassionate and attentive, making sure I was settling in well and aware of future opportunities.

Her commitment, warmth, and attention to detail are truly commendable. It’s rare to find someone so genuinely invested in your success. Thank you, Emma, for going above and beyond. You’ve made a significant impact on my professional journey!”

This kind of personalised support is what defines the FRS approach—ensuring that international doctors feel confident, valued, and fully prepared from day one.

Step-by-Step: How to Work as a Doctor in Ireland

1. Register with the Irish Medical Council (IMC)

All doctors wishing to practise in Ireland must be registered with the IMC. Depending on your training and qualifications, you’ll either apply for the General, Supervised, Trainee Specialist or Specialist Division. Our team helps simplify this process with one-to-one guidance.

2. Understand the HSE System

Ireland’s public healthcare system is managed by the Health Service Executive (HSE). It operates hospitals and community care services nationwide. We work closely with HSE hospitals and community care centres to secure positions for overseas doctors.

3. Secure a Job Offer

We recruit for:

Junior doctors
GP and family medicine consultants
Emergency medicine and psychiatry roles
Specialisms such as paediatrics, internal medicine, and surgery

View our current doctors jobs in Ireland

Why Choose FRS Recruitment?

Dedicated healthcare recruiters with deep knowledge of the Irish medical system
Personalised support from application to arrival and beyond
Access to HSE and private sector roles not always publicly advertised
Transparent communication and strong employer relationships

Ready to Begin Your Journey?

At FRS Recruitment, we don’t just place candidates—we support careers and change lives. Whether you're in the early stages of exploring doctor jobs in Ireland or ready to make the move, we’re here to help. Submit your enquiry now and let our team help you find the right opportunity in Ireland.

Irish Nursing Salary Trends 2025: What Nurses Need to Know

Thu, 01 May 2025 11:48:38 GMT

The landscape of nursing salaries in Ireland in 2025 reflects a critical moment in the evolution of healthcare employment. With increasing pressure on the system and a strong demand for qualified professionals, salary benchmarks are a central issue for both nurses and employers across the public and private sectors.

Staff Nurse Salaries in Ireland 2025 – Updated Pay Rates

In 2025, the starting salary for a newly qualified staff nurse employed by the HSE (Health Service Executive) ranges from €35,000 to €37,000 per year. This represents a steady increase from previous years, largely influenced by inflation and the efforts of nursing unions such as the Irish Nurses and Midwives Organisation (INMO).

As nurses gain more experience, salaries increase incrementally. Experienced staff nurses in Ireland can now expect to earn €50,000 or more, depending on their years of service, location, and shift pattern.

Specialist Nursing Salaries: Clinical Nurse Specialist & Advanced Nurse Practitioner

For those considering career progression, specialist and advanced nursing roles offer significantly higher earning potential:

Clinical Nurse Specialist (CNS) salaries range from €55,000 to €65,000.
Advanced Nurse Practitioners (ANP) now earn between €70,000 and €85,000 per year.

Demand for these roles is growing across high-priority sectors such as mental health nursing, community care, and chronic disease management. With a clinical specialisation, nurses not only increase their earnings but also contribute to enhanced patient outcomes.

Nursing Salaries by Location – Dublin, Cork & Galway

Nursing jobs in Dublin, Cork, and Galway tend to offer higher gross salaries to offset the rising cost of living. However, this wage premium is often neutralised by high housing costs, daily expenses, and transportation fees.

Some healthcare employers now offer relocation packages, location allowances, or housing stipends to attract and retain talent in urban areas—but affordability remains a challenge.

HSE vs Private Sector Nursing Salaries

Most nurses in Ireland work within the public sector under the HSE, where they benefit from structured pay scales, pension schemes, and long-term job security.

In contrast, the private healthcare sector in Ireland—including nursing homes, private hospitals, and day clinics—may offer:

Higher hourly rates or signing bonuses
Greater flexibility in contracts
But less structured career progression and limited benefits

Nurses weighing HSE vs private nursing jobs in Ireland should consider long-term growth, job stability, and total compensation.

Retention Challenges & Union Advocacy in 2025

Despite pay increases, nurse retention remains a challenge in Ireland. Many Irish-trained nurses continue to emigrate to countries like Australia, Canada, and the UAE for improved salaries and work-life balance.

To address this, the Irish government has introduced:

Targeted retention bonuses
Incentives for returning nurses
Career re-entry support programmes

The INMO and other nursing unions are actively advocating for:

Better pay structures
Improved nurse-to-patient ratios
Safer, more sustainable working environments

Conclusion: Nursing Pay in Ireland Must Reflect Workforce Value

In 2025, nursing salaries in Ireland have shown encouraging growth—particularly for specialist and leadership roles. However, cost of living challenges, burnout, and ongoing recruitment difficulties underline the need for continuous investment in the profession.

As the healthcare system evolves, valuing the contributions of nurses will be critical to both patient care outcomes and system sustainability.

The Top Hiring Mistakes Employers Make — And How to Avoid Them

Tue, 29 Apr 2025 12:06:13 GMT

Hiring strategy 2025

In a highly competitive Irish job market, the way employers approach recruitment can make or break their ability to attract and retain top-tier talent. With almost 6 in 10 employers admitting to recruitment concerns tied to the economic outlook, it’s more important than ever to get the hiring process right. Drawing on the FRS Recruitment Annual Employment Insights here are the most common hiring mistakes employers make—and how to avoid them.

Unclear or Generic Job Descriptions

The issue:
Job ads lacking clarity can attract unsuitable applicants and deter high-calibre candidates.

Why it matters:
According to FRS Recruitment Insights , 44% of candidates believe job descriptions need to be clearer, and 62% have opted out of applying due to lack of salary transparency.

Solution:
Craft tailored job descriptions with specifics on responsibilities, skills required, culture, and career progression. Where possible, be upfront about salary to enhance trust and boost applications.

Slow and Overcomplicated Hiring Processes

The issue:
Time-consuming or multi-layered hiring steps risk losing talent to faster-moving competitors.

FRS Recruitment Findings:
More than half of candidates believe companies could improve the recruitment experience by speeding up the process and offering better communication.

Solution:
Set internal timelines for reviewing CVs, streamline interviews, and reduce decision-making bottlenecks. A structured but efficient approach keeps candidates engaged and your company competitive.

Lack of Candidate Communication

The issue:
Failing to provide updates leaves a poor impression on applicants—and your employer brand.

FRS Recruitment Insight:
Over 41% of candidates cited the interview experience as needing improvement, while 39% wanted more transparency on application status.

Solution:
Use automated responses for acknowledgement, set clear expectations for feedback timelines, and personalise your outreach where possible.

Ignoring the Salary Conversation

The issue:
Salary remains the top reason for attrition and missed hiring opportunities.

Why it matters:
62% of employees said they did not apply for a role due to missing salary details. In fact, 1 in 6 employees would move jobs for a salary rise of just 10%, and almost half would switch roles for a 20% increase.

Solution:
Be transparent about compensation. It not only increases candidate engagement but also filters out mismatched applicants, saving time and effort.

Overlooking Soft Skills and Culture Fit

The issue:
Focusing solely on qualifications or experience can lead to short-term hires who lack long-term potential.

FRS Recruitment Viewpoint:
Attrition is still a concern, with 56% of employers noting higher turnover in 2024—driven not just by pay, but also job satisfaction and seeking new challenges.

Solution:
Incorporate behavioural questions, assess alignment with company values, and evaluate candidates holistically.

Relying Only on Inbound Applications

The issue:
Waiting for applications limits access to passive, high-quality talent.

Why it matters:
FRS Recruitment data shows that headhunting is on the rise, with 54% of employees having been approached by recruiters in the last 12 months.

Solution:
Adopt a proactive recruitment strategy. Leverage tools like LinkedIn, employee referrals, and of course, experienced recruitment partners like FRS Recruitment to tap into hidden talent pools. Contact FRS Recruitment to see how we can help.

Failing to Prioritise Employer Branding

The issue:
Candidates research employers before applying—what they see can determine if they apply at all.

FRS Data Insight:
Candidates most commonly research potential employers through online review sites (44%), company websites (43%), and LinkedIn (42%).

Solution:
Invest in a strong employer brand online—highlight your values, showcase employee experiences, and keep your careers page up to date.

Conclusion

Hiring in 2025 requires agility, transparency, and empathy. The mistakes outlined above aren’t just theoretical—they’re reflected in real hiring data from across Ireland. At FRS Recruitment, we understand the changing dynamics of the labour market and help employers like you stay ahead of the curve.

Looking to optimise your recruitment process in today's talent-drive market?

FRS Recruitment, Environmental, Social and Governance Report

Tue, 22 Apr 2025 07:51:13 GMT

FRS Co-Op Commits To Cutting Carbon Emissions And Landfill Waste By 2030 In New Sustainability Strategy

Strategy launched on Earth Day 2025

National social enterprise has helped 62k+ unemployed people secure jobs, delivered 244 days of volunteering support and reduced paper usage by 37k sheets per annum

Other impacts include eliminating 1,302 plastic water containers, cutting 26 tonnes of carbon and conducting over 80k soil samples for farms around country

FRS Co-Op , the multimillion euro social enterprise, has committed to reducing their carbon emissions by 20% and halving their landfill waste by 2030 as part of their new sustainability strategy. The strategy was launched by FRS Co-Op on Earth Day 2025 (22 ^nd April), a global annual event which aims to promote positive action in support of environmental protection.

In their first Environment, Social Governance (ESG) Report, FRS Co-Op is also aiming to develop a biodiversity strategy with a focus on agriculture, increase their community engagement and continue to provide support to the farming and wider communities in which they operate.

FRS Co-Op has also committed itself to aligning with the United Nations Sustainable Development Goals (SDGs). Among the specific commitments made by FRS Co-Op are:

A 20% reduction in Scope 1 and 2 carbon emissions by 2030, working towards a net zero target by 2050.
Reducing greenhouse gas emissions from the company’s vehicle fleet by 25% by 2030.
A 50% cut in landfill waste by 2030, evolving to a target of zero waste by 2050.
Installing solar renewable energy panels in their headquarters and other largest office by 2026.
Increasing their level of community engagement by 10% in 2025 through further participation in their ‘Give Back Days’ programme and additional partnerships with local organisations.
Implementing a biodiversity strategy with a focus on agriculture this year.
Continuing to support and assist farming communities across Ireland.
Helping those who have had difficulty sourcing employment to find jobs.

Founded in 1980 and headquartered in Roscrea, Co. Tipperary, FRS Co-Op is active in every town and village across the country, employing 2,000 people across the group with annual turnover of circa €100 million. The different business units included in the group, who will all support this sustainability strategy, include FRS Recruitment, FRS Farm Services , FRS Fencing , FRS Training , FRS Contract Services, Turas Nua and WrkWrk .

FRS Co-Op has already made significant progress in their sustainability efforts. This has included helping 62,000+ unemployed people secure meaningful employment through Turas Nua, providing 244 days of voluntary support to community and charity groups in 2024 and reducing their paper usage by 37,000 sheets peer annum.

Additional achievements aligned with their ESG strategy include eliminating the use of 1,302 plastic water containers across the organisation, cutting 26.52 tonnes of carbon through the merging of office premises, conducting over 80,000 soil samples for farms around the country and supporting the use of environmentally friendly creosote alternatives for fencing throughout Ireland.

Speaking about their new sustainability strategy, Colin Donnery , Group CEO of FRS Co-Op said, “We strongly believe that organisations and businesses are of their communities. They are formed from and by the world around them, the world in which they operate. That has been part of the ethos of FRS from Day 1. It’s why our corporate motto is “We Grow Better Together”.

“In this day and age there is scope for organisations to do more, which becomes even more acute when you are an organisation of the size and reach of FRS. That is why we have adopted this new sustainability strategy and why we want our commitments to act as more than just targets.

“We are grateful to be in a position whereby our social impact makes a difference, be it through years of assisting farming communities or helping the long term unemployed find jobs. We want to keep providing that support, to ensure there is sustainable employment for our staff, our neighbours and our communities.

“That means making the environment better, the cities and communities in which we live more sustainable, reducing our carbon footprint and encouraging greater biodiversity. We want to ensure we play our part in enabling the communities in which we live to prosper and the land upon which we live to thrive for decades and decades to come.

“For that to happen we all need to be looking towards a sustainable future, being mindful of how we all go about our work. We hope this strategy will help sustain those objectives and that our organisation can play its part in protecting the world around us while continuing to positively impact the people and communities we work with every day,” Mr. Donnery concluded.

IT Salaries in Ireland: What to Expect in 2025

Fri, 11 Apr 2025 15:28:30 GMT

IT Salaries in Ireland: What to Expect in 2025

Explore the latest IT salary trends in Ireland. Discover 2025 salaries for developers, data analysts, and cybersecurity roles. Powered by FRS Recruitment.

IT Salaries in Ireland Are on the Move – Here's Why

After a turbulent few years, the IT market in Ireland is roaring back—with a 30% increase in job opportunities expected in 2025 . From AI and cybersecurity to DevOps and data science, demand is rising fast, and so are salaries.

One of the key takeaways from the latest FRS Recruitment IT Insights Report is that salaries are becoming more fluid , driven by:

Growing internal mobility as IT professionals become more confident in changing roles
A strong push to retain top talent amid intense competition

What Can IT Professionals Expect to Earn in 2025?

The salary guide on pages 9–10 of the report provides a clear benchmark across core roles:

In Dublin, where demand is highest, professionals can expect to earn at the upper end of these ranges.

What's Fuelling the Demand in Dublin?

Dublin continues to lead the tech charge in Ireland. As the report notes, roles in AI, software engineering, and data science are especially in demand. At the same time, there’s been a gradual shift away from fully remote roles, with many employers pushing for hybrid models.

This shift is pushing talent to reconsider not only where they work but also how much they’re willing to accept for greater flexibility.

Ready to Find Your Next IT Role?

If you're an IT professional considering your next move, now is the time. Search for our latest roles in Dublin and across Ireland.

Take the Next Step in Your Pharmacy Career with FRS Recruitment

Thu, 10 Apr 2025 13:56:07 GMT

Leading Pharmacist Recruitment Agency in Ireland

As a graduate of the Royal College of Surgeons in Ireland (RCSI) , you are part of a distinguished network of pharmacy professionals making a difference in healthcare across Ireland and beyond. Whether you've recently qualified or are further along in your pharmacy career, your journey is one of ongoing growth — and FRS Recruitment , a leading pharmacist recruitment agency in Ireland, is here to support your next move.

Brian Mahon, our specialist Pharmacy Recruitment Consultant , has been helping pharmacists find the right opportunities across Ireland since 2016.

Why Choose FRS Recruitment for Your Next Pharmacy Role?

FRS Recruitment is a trusted name in pharmacy recruitment in Ireland . We work with qualified pharmacists at every stage — from graduate pharmacists to experienced professionals seeking new opportunities, leadership roles, or a sector switch.

What sets us apart is our personalised, relationship-driven approach . We take time to understand your professional goals and connect you with pharmacy jobs that align with your experience, aspirations, and lifestyle.

Explore Pharmacist Opportunities Across Ireland

We work with a diverse range of pharmacy employers, offering pharmacist roles nationwide in:

Community and retail pharmacies
Hospital and clinical settings
Independent pharmacies and national pharmacy chains

Whether you're considering a relocation, a change of environment, or aiming for a senior pharmacy position , we offer confidential, expert advice to guide your career transition.

More Than Just a Job Placement

Your next role should support your long-term career aspirations. That’s why we provide comprehensive career support for pharmacists , including:

CV and professional profile consultations
Interview preparation and coaching
Pharmacy sector insights and salary benchmarking
Contract review and career planning advice

We aim to be your career partner in pharmacy , offering support tailored to your individual path.

Career Development & Specialisation Support

Whether you're looking for a supervisory pharmacist role , a support pharmacist position , or want to transition into clinical or specialist areas , we’re here to help you find the right fit to advance your career.

Ready to Take the Next Step?

If you're exploring pharmacist job opportunities in Ireland , or simply want to stay updated with the pharmacy job market , we invite you to connect with us.

Contact Brian Mahon , Pharmacy Recruitment Consultant at FRS Recruitment, today to discuss your career goals and upcoming opportunities.

Expert Recruitment Services That Deliver Top-Tier Candidates

Tue, 08 Apr 2025 15:46:34 GMT

Trusted Recruitment Services in Ireland

At FRS Recruitment, we understand that successful hiring is about more than matching CVs to job specs — it's about aligning people, purpose, and potential. That’s why companies across Ireland trust us to deliver professional recruitment services that meet both the technical and cultural needs of their teams.

Personalised Recruitment with Proven Results

Recently, our client partnered with Maria Weafer , one of our expert recruitment consultants , over a four-month hiring period. The feedback? Outstanding.

“Maria has consistently delivered exceptional service and top-tier candidates who fit our business. From start to finish, she was professional, responsive, and took time to understand our company culture. We look forward to working with FRS Recruitment again.”

Maria’s consultative approach and deep industry-specific recruitment expertise helped streamline their hiring process and led to high-quality, culturally aligned hires.

Delivering High Standards in Niche Recruitment

Another standout success came from a recent collaboration with Bernadette Sisson from our team. General Paints Group had a critical need to fill a Sustainability role — and found a perfect match through our bespoke process.

“Bernadette recently helped us fill a Sustainability role within our business. She took the time to understand our organisation and its culture. Candidates were of a high standard and the person we hired is fantastic. Thank you.”

Bernadette's attention to detail and client-first mindset ensured only the most relevant, high-calibre candidates were presented — another testament to the strength of our tailored recruitment solutions.

Your Trusted Recruitment Partner in Ireland

Whether you're hiring for a specialist role or scaling your workforce, FRS Recruitment is here to help. We’re proud to be a reliable recruitment agency offering efficient, high-value services to organisations across the country.

As your dedicated recruitment partner in Ireland, our goal is to take the stress out of hiring and deliver long-term value by placing the right people in the right roles.

Partner with FRS Recruitment today and experience the different expert recruitment makes.

Cyber Resilience, Standards, and Safety in a Connected World Breakfast Briefing, hosted by FRS Recruitment & exida

Mon, 07 Apr 2025 11:10:34 GMT

Cyber Resilience, Standards, and Safety in a Connected World:
Breakfast Briefing, hosted by FRS Recruitment & exida

In celebration of its 25th anniversary, exida partnered with FRS Recruitment to host a thought-provoking breakfast briefing at the Oakwood Hotel in Shannon, Co. Clare.

The was predominantly on tackling the evolving cyber security landscape and exploring how the new Cyber Resilience Act (CRA) is reshaping industry expectations across sectors.

The event brought together key voices from engineering, life sciences, and cybersecurity to share experiences, offer insights, and highlight the critical importance of future-proofing systems, processes, and talent.

Opening Reflection:

Chris O’Brien , CEO of exida, opened the session by setting the scene:

“Cyber threats are real and recurring. While we strive to get to a standard solution, it's extremely difficult in practice.”

Chris underscored the complexity of today's threat landscape, noting that the “attack surface” now extends far beyond physical products. From integrated supply chains to data flows involving multiple users, modern systems demand comprehensive cyber strategies.

The Cyber Resilience Act, while challenging to navigate, represents a necessary step forward in codifying best practices:

“Sometimes it feels like we’re in the middle of a storm – between regulations and emerging threats – but knowledge and standards are helping us steer a path.”

He also discussed the ALARP principle – keeping risk “as low as reasonably possible” – reminding attendees of the need to carefully balance investment in security with risk probability.

Industry Perspectives – Panel Discussion:

The panel discussion was hosted by Lynne McCormack , General Manager of FRS Recruitment , who brought structure, focus, and insight to the dialogue. Her questions encouraged speakers to explore the deeper tensions between regulation, innovation, and workforce readiness.

Lynne framed the discussion around three key themes:

The growing importance of regulatory compliance, especially in the context of the Cyber Resilience Act
The need for adaptability in an ever-changing technological landscape
The critical challenge of ensuring organisations attract and retain the right talent – individuals who can both safeguard digital infrastructure and help drive innovation

“We’re all navigating the same storm – balancing compliance with creativity, and resilience with growth,” Lynne noted, underscoring the dual responsibility faced by modern organisations.

Lynne weaved together perspectives from cybersecurity, life sciences, automotive engineering, and recruitment into a cohesive and actionable narrative, making clear that cyber resilience isn’t just a technical issue, but a strategic one.

Felipe Fernandes , Senior Manager at Jaguar Land Rover , offered a detailed look at how interconnectivity has transformed risk in the automotive sector:

“Since 2015, everything has changed. Remote hacking is a real concern. We now have to assess functionality differently – and we must forecast 20 years of technology to stay ahead.”

Shannon, he noted, is at the core of JLR’s embedded cybersecurity work. With strong links to UL and other regional institutions, the company has developed a pipeline of skilled graduates trained in functional safety and embedded systems:

“It’s not easy to find talent with the right skills, so we develop them ourselves.”

Elaine Berkery , Director at Eastway Reliability , brought a sharp focus to the practical realities of meeting emerging regulatory demands, particularly under the Cyber Resilience Act.

“I foresee that most companies will soon be required to meet robust cybersecurity regulations. The CRA isn’t just a formality – it will play a crucial role in reducing the number of security issues we see across sectors.”

Elaine also highlighted the challenges of sourcing multidisciplinary talent, noting that companies like Eastway are always seeking individuals across software, mechanical, and technical engineering backgrounds.

Despite global talent shortages, Elaine shared that Eastway has maintained strong retention rates, supported by a proactive approach to recruitment:

“We’re proud of our retention, but it’s something you constantly need to work at. The idea of ‘stay interviews’ is something I really like – it’s a practical way to check the temperature internally.

Robby Dupuy of MeiraGTx highlighted the particular challenges faced in gene therapy and pharmaceutical research.

“Our systems are increasingly digital, and with that comes immense responsibility. We hold sensitive clinical trial data and rely on specialised equipment – if our systems go down, it’s a serious issue.”

For MeiraGTx, regulatory readiness and data availability are non-negotiable.

The company offers engineers full-cycle exposure – from drafting user requirements to vendor management, global factory testing, and on-site implementation – an attractive prospect for talent development and retention.

Gwen Leyden , Head of Operations at FRS Recruitment , addressed one of the sector’s most pressing issues: the cyber skills shortage.

“Companies must think strategically about talent attraction and their EVP (Employee Value Proposition). Salary matters; but so do flexibility, work-life balance, and meaningful work.”

She advised employers to benchmark salaries, speed up interview processes, and, importantly, keep applications mobile-friendly:

“Stay interviews are a great tool to understand what keeps people engaged, and what might make them leave.”

Paul Browne from Enterprise Ireland echoed the sentiment of the panel speakers, highlighting how Irish innovation can thrive through compliance and collaboration.

Final Thoughts

The message across all speakers was clear: Cybersecurity is an evolving discipline that touches every part of an organisation. Whether it's data integrity in gene therapy, functional safety in automotive systems, or industry-wide standards compliance, resilience must be built from the ground up.

By sharing insights, supporting talent, and staying proactive in the face of change, Irish companies can lead the way in embedding security, trust, and innovation into everything they do.

If you’re exploring new opportunities in the ever-evolving cybersecurity sector, or if your organisation is seeking top talent to support innovation, compliance, and growth, FRS Recruitment is here to help.

With deep connections across engineering , life sciences , and technology , and a commitment to understanding both employer and candidate needs, we’re uniquely positioned to match the right people with the right roles.

Get in touch with our specialist team today to start a conversation about your career, or to build your team for the future.

Business Support Hiring Trends 2025: Salaries on the Rise Across Ireland

Tue, 25 Mar 2025 12:46:23 GMT

Business Supports and Hiring Trends in 2025 across Ireland

FRS Recruitment has released their Business Support Insights Report for 2025 revealing a shifting landscape for administrative and office support roles across Ireland. From recruitment trends to evolving skills demands, one standout takeaway is clear: salaries are on the rise in the business support sector.

As demand for experienced administrative professionals intensifies, employers are adjusting salary offerings to attract and retain talent. In 2025, the report highlights a notable increase in average salaries across permanent and temporary clerical roles, especially in urban centres such as Dublin, Cork and Limerick.

Salaries Expectations in Business Support

According to the report, administrative assistants and office managers have seen salary bands increase by 5–10% year-on-year. Entry-level roles are also commanding higher wages, driven by candidate shortages and growing expectations around flexibility and hybrid working arrangements.

For instance:

Admin Assistants now command up to €32,000 in larger cities.
Office Managers can expect between €40,000–€50,000 depending on sector and experience.
Executive PAs in high-demand regions are earning upwards of €55,000.

This trend aligns with broader market movement, where support functions are increasingly recognised as critical to business continuity and operational efficiency.

A Competitive Talent Market

Recruiters are reporting a highly competitive landscape for skilled support staff. Temporary staffing remains strong, but there’s growing interest in permanent placements, reflecting economic confidence and long-term workforce planning.

Employers are advised to benchmark their offerings against national data to stay competitive.

Download the full Business Support Insight Report 2025 to explore detailed hiring trends, salary benchmarks, and regional breakdowns.

Crafting the Perfect LinkedIn Profile for Allied Health Professionals

Thu, 20 Mar 2025 10:28:30 GMT

10 Steps to Perfect your Allied Health Professional LinkedIn Profile

In today’s digital landscape, a well-optimised LinkedIn profile is no longer optional—it is essential. For Allied Health Professionals (AHPs), LinkedIn is a powerful platform for career growth, professional networking, and personal branding. Whether you are a physiotherapist, occupational therapist, speech-language pathologist, or another allied health professional, a strong LinkedIn presence can help you:

Connect with industry peers and potential employers
Showcase your expertise and specialisms
Attract new job opportunities and referrals

But how do you create a profile that stands out in a competitive healthcare market? Follow these steps to build a compelling, professional, and recruiter-friendly LinkedIn profile.

1. Choose a Professional Profile Picture

Your LinkedIn profile picture is your first impression, so it is important to make it count.

Use a high-quality, well-lit photo
Dress professionally – healthcare is a formal industry
Choose a clean, neutral background to keep the focus on you

A friendly yet professional image helps build trust and credibility with recruiters, colleagues, and potential clients.

2. Craft an Attention-Grabbing Headline

Your headline is one of the most visible parts of your profile. Instead of simply stating your job title, highlight your specialism and what you bring to the table.

Example of an improved headline:
Instead of "Physiotherapist", try "Physiotherapist | Sports Rehabilitation and Injury Prevention Specialist".

Think about the keywords a recruiter or employer might search for and incorporate them naturally.

3. Write a Compelling Summary (About Section)

Your LinkedIn summary is where you tell your professional story. Keep it concise, engaging, and impactful.

What to include:

Who you are – your role and years of experience
Your specialisms and expertise
Your approach to patient care and what drives you
Any key achievements, certifications, or standout experiences

Example:

"I am a dedicated Occupational Therapist with over 10 years of experience in paediatric rehabilitation. I specialise in helping children with sensory processing disorders develop the skills they need to succeed in school and everyday activities. My approach is holistic and patient-centred, combining evidence-based strategies with creativity to ensure the best outcomes for my clients. Open to networking and collaboration opportunities in paediatric therapy."

It is helpful to keep the summary short, include relevant keywords, and end with a call to action such as "Let’s connect!"

4. Highlight Your Experience with Achievements, Not Just Duties

Your Experience section should do more than just list past job responsibilities—it should showcase your impact.

Instead of a generic description such as "Worked as a physiotherapist treating patients with musculoskeletal injuries," provide a more detailed statement:

"Developed and implemented an injury prevention programme that reduced patient recurrence rates by 30 per cent. Worked collaboratively with orthopaedic surgeons and rehabilitation specialists to improve patient outcomes."

Using action words like "implemented," "developed," and "collaborated" helps to showcase your contributions. Where possible, quantifying your impact with percentages or improvements makes your profile more compelling.

5. List Your Skills and Get Endorsements

Adding key skills to your profile improves your visibility in LinkedIn searches.

Top skills for Allied Health Professionals:

Clinical assessment and diagnosis
Rehabilitation and therapy techniques
Patient-centred care
Interdisciplinary collaboration
Healthcare technology and documentation

It is also useful to ask colleagues, mentors, or past supervisors to endorse your skills, as this adds credibility to your expertise.

6. Showcase Certifications and Education

Allied health roles require qualifications, so ensure your education and certifications are clearly listed.

Degrees (e.g., BSc Physiotherapy, MSc Occupational Therapy)
Certifications and Licences (e.g., HCPC Registration, Manual Therapy Certification)
CPD Courses and Specialised Training

This helps recruiters and hiring managers quickly verify your qualifications.

7. Request Recommendations

A LinkedIn recommendation acts like a mini reference that boosts your credibility.

Ask for recommendations from:

Supervisors – to highlight your work ethic
Colleagues – to showcase teamwork and collaboration
Patients (if appropriate) – to demonstrate patient satisfaction and care

Example Recommendation:
"John is an exceptional physiotherapist with a keen eye for detail and a deep understanding of musculoskeletal rehabilitation. His patient-first approach and collaborative mindset make him an asset to any healthcare team."

Having two to three strong recommendations makes your profile more attractive to potential employers.

8. Join LinkedIn Groups and Engage with Industry Leaders

Networking on LinkedIn is not just about having a great profile—it is about being active.

Join industry groups such as "UK Physiotherapists Network"
Follow healthcare leaders and organisations
Engage with content by liking, commenting, and sharing posts

This helps you stay updated on industry trends and increases your visibility within your professional community.

9. Share and Create Valuable Content

Position yourself as a thought leader by sharing insights from your profession.

Content ideas:

Short posts, such as "Three simple tips for preventing lower back pain"
Case studies while maintaining patient confidentiality
Industry news, such as "How AI is transforming physiotherapy"
Personal experiences and career reflections

Regularly posting or engaging with content increases your reach and credibility.

10. Optimise Your Profile for Search (SEO for LinkedIn)

Recruiters and employers search for candidates using keywords, so ensure your profile is optimised with the right terms.

Include key phrases naturally in your headline, summary, and experience
Use variations of job titles, such as "Physiotherapist | Sports Rehab Specialist"
Turn on "Open to Work" if you are actively looking for new opportunities

This makes it easier for recruiters to find and contact you.

Final Thoughts

A well-optimised LinkedIn profile is both a digital CV and a networking tool. Regularly updating your profile, engaging with industry professionals, and showcasing your expertise will help you maximise career opportunities in the Allied Health sector.

Are you ready to take your career to the next level? Start updating your LinkedIn profile today.

FRS Recruitment are proud sponsors of the RCSI Alumni Awards

2025 Accounting & Finance Jobs & Salary Trends – What You Need to Know

Thu, 13 Mar 2025 13:14:09 GMT

Accounting and Finance Jobs & Salary Trends

The 2025 FRS Recruitment Accounting & Finance Report has arrived, providing essential insights into hiring trends, salary expectations, and in-demand finance roles across Ireland. If you work in accounting or finance, this is a pivotal year for career growth, salary negotiation, and strategic hiring.

Demand for finance professionals is set to increase by 20%
Salaries are rising, but some employers are slow to match market rates
High demand for financial analysts, compliance professionals, and sustainability finance specialists

Download the full 2025 Accounting & Finance Salary Guide

2025 Salary Trends in Accounting & Finance

Finance professionals continue to hold the upper hand in 2025, with rising salaries, competitive job offers, and flexible working arrangements shaping the employment market.

Average Salaries for Key Finance Roles

Salaries remain highly competitive, with many candidates receiving multiple offers
Employers slow to adjust pay rates are struggling to attract top talent
Hybrid and remote work options are now a standard expectation for finance professionals

For a full salary breakdown across all finance roles, download the guide.

Most In-Demand Accounting & Finance Roles in 2025

The demand for finance professionals is forecast to increase by 20% in 2025. The most sought-after roles include:

Financial Analysts and Finance Business Partners
Finance Managers and Financial Controllers
Risk and Compliance Officers
Sustainability Finance and ESG Analysts

AI and automation continue to reshape finance roles. Employers now seek professionals who can provide strategic insights beyond spreadsheets and integrate emerging technologies into financial decision-making.

Download the Full Report.

Advance Your Career in 2025 – Contact FRS Recruitment

Whether you are looking for a higher-paying role in finance or struggling to find the right talent for your business, FRS Recruitment can help. Email: info@frsrecruitment.com

Access the full 2025 Accounting & Finance Salary Report today.

Top IT Jobs in Dublin: The Best Opportunities for Tech Professionals

Fri, 28 Feb 2025 11:14:29 GMT

Discover the Best IT Jobs in Dublin

Dublin is at the heart of Ireland’s thriving tech industry, home to global tech giants and fast-growing startups. If you're looking for IT jobs in Dublin, now is the perfect time to explore exciting opportunities in software development, cybersecurity, data analytics, and cloud computing.

At FRS Recruitment, we specialise in connecting talented professionals with top IT roles across Dublin. Whether you're an entry-level graduate or a seasoned IT expert, we have positions tailored to your skills and career goals.

Browse IT jobs in Dublin now

What Are the Most In-Demand IT Jobs in Dublin?

Dublin’s tech job market is booming, with demand for skilled professionals in:

Software Development & Engineering

Front-End and Back-End Developers
Full-Stack Engineers
Mobile App Developers

Cybersecurity & Cloud Computing

Cybersecurity Specialists
Cloud Engineers (AWS, Azure, Google Cloud)

Data & AI Roles

Data Analysts & Scientists
AI & Machine Learning Engineers

Explore more opportunities in Dublin’s IT sector on our Technology & IT Jobs page .

Get Connected – Join the Tech Community

Networking is key to landing top IT jobs. We’re proud partners of Google Developer Groups (GDG) , where tech professionals can learn, share knowledge, and connect with industry leaders.

Start Your IT Career in Dublin Today!

Dublin offers endless opportunities in technology and IT. Let FRS Recruitment help you find the right role. Apply today and take the next step in your career!

2025 Construction Jobs & Salary Trends – Download the Report

Tue, 25 Feb 2025 14:49:46 GMT

The Future of Construction Hiring in Ireland

The Irish construction recruitment sector is booming, with continued growth in housing, infrastructure, and sustainability projects. Demand for skilled professionals like site engineers, project managers, quantity surveyors , and civil engineers is higher than ever. Employers are actively seeking talent, making this the perfect time for job seekers to explore construction vacancies in Dublin and beyond.

If you're looking for the latest insights on salaries, job demand, and industry growth, our 2025 Construction Insight Report is a must-read.

In-Demand Construction Jobs & Salaries in 2025

The shortage of skilled workers is shaping recruitment trends, with companies offering competitive salaries to attract talent. Here’s what’s in demand:

Top Roles in Construction Recruitment

Site Manager Jobs in Ireland – Increased demand in both residential and commercial projects.
Quantity Surveyor Jobs – Essential for cost management, with salaries ranging from €45,000 to €100,000+.
Health and Safety Jobs in Construction – Employers are prioritising EH&S roles due to increased safety regulations.
Civil Engineering Jobs Ireland – Strong demand for infrastructure and transport projects.
Construction Project Manager Jobs – Critical for overseeing large-scale developments.

For a full salary breakdown, download the report now.

Download the Full Report – Stay Ahead in 2025

With salaries on the rise and an increasing number of opportunities in construction jobs Ireland , now is the time to stay informed. Our report provides everything you need to know about construction vacancies , salaries, and hiring trends in 2025.

Advance Your Nursing Career in Ireland – Leadership & Job Opportunities

Tue, 18 Feb 2025 16:18:03 GMT

Advance Your Nursing Career in Ireland – Leadership & Job Opportunities

With a postgraduate healthcare management qualification and strong leadership skills, you’re ideally placed to excel in nursing roles in Ireland . As the demand for nurse managers and ward coordinators rises across Irish hospitals, now is the time to explore senior-level nursing careers, especially with visa sponsorship for qualified professionals.

Nursing Jobs in Ireland – Opportunities for Leadership & Growth

The Irish healthcare system is currently experiencing nursing staff shortages, increasing demand for experienced professionals, and evolving healthcare challenges. While these factors may seem daunting, they also open doors for skilled nurses to advance into leadership and management positions.

Over 2,000 registered nurse roles are open in Ireland, especially nurse manager and nursing leadership positions in regions like Dublin, Cork, and Galway.

For international nurses looking to work in Ireland, this is an excellent opportunity to apply for healthcare jobs with visa sponsorship and gain experience in a world-class system.

Why Ireland Needs More Nurse Leaders: Demand for Nursing Roles

The demand for nurses in Ireland is higher than ever, driven by:

An aging population requiring more healthcare services.
Increasing patient admissions and stretched healthcare resources.
The need for skilled nursing professionals who can lead change and drive innovation.

If you are a registered nurse in Ireland or looking for overseas nursing opportunities, securing a nursing role in Ireland now could be the best move for your career.

What Employers Look for in Nurses & Nurse Managers in Ireland

Healthcare employers across Dublin, Cork, Galway, Limerick, and Waterford are seeking nurses who can:

✔ Manage and lead teams in high-pressure hospital and clinical settings.
✔ Ensure quality patient care through strategic decision-making.
✔ Navigate Irish healthcare regulations and NMBI registration requirements.
✔ Adapt to new technologies in modern healthcare environments.

If you have these nursing skills, it’s time to apply for nursing job vacancies in Ireland with FRS Recruitment.

How FRS Recruitment Can Help You Find Nursing Jobs in Ireland

At FRS Recruitment, we specialise in nurse recruitment in Ireland, connecting highly skilled nurses with top healthcare providers.

We provide:

Expert career advice to help you secure the right nursing job in Ireland .
Support with NMBI registration for international nurses.
CV and interview coaching to boost your success rate.

Whether you are looking for full-time nursing jobs in Ireland, contract roles, or senior nurse management positions, our recruitment specialists are here to support your journey. Explore our 2025 nursing salary trends in Ireland to understand pay expectations.

Start Your Nursing Career in Ireland Today!

Take the next step in your nursing career in Ireland by exploring the latest nursing vacancies with FRS Recruitment.

FRS Recruitment is proud sponsor of RCSI Alumni Awards and an approved supplier on the HSE framework

FRS Recruitment Sponsors Civic Engagement Scholarship at University of Limerick

Tue, 18 Feb 2025 11:16:39 GMT

Empowering Future Leaders Through Education and Volunteerism

FRS Recruitment is committed to supporting future leaders who make a meaningful impact in their communities. As part of this commitment, we were honoured to sponsor Aislinn Barnes as a recipient of the Civic Engagement Scholarship at the University of Limerick . This scholarship recognises students who demonstrate outstanding dedication to volunteerism, leadership, and civic responsibility.

Aislinn, a General Nursing student, has shown an exceptional passion for healthcare and giving back to the community. Reflecting on her journey, she shared:

"Having spent a large portion of my youth within hospitals for numerous procedures, heart surgeries, and treatments, I was profoundly inspired by the nursing staff. These individuals not only cared for me through illness but ensured I was comfortable and content. A key instance that sticks out to me was that of a young nurse taking the time to braid my hair, ensuring I felt good about myself. This is the nurse I aspire to become."

Through the scholarship, FRS Recruitment is helping Aislinn focus on her studies and alleviate financial pressures, allowing her to engage more deeply in both her education and volunteer work. She expressed her gratitude, stating:

"Your support plays a crucial role in helping students like me achieve our educational goals and pursue our dreams. This scholarship not only facilitates my academic journey but also enhances my ability to contribute positively to society."

We are incredibly proud to support Aislinn in her journey and look forward to seeing her continue to make a difference in the healthcare field and beyond. Congratulations, Aislinn, on this well-deserved recognition!

Find Industrial & Commercial Jobs in Munster | Temporary & Permanent Roles

Thu, 13 Feb 2025 15:15:46 GMT

Find the Best Industrial and Commercial Job Opportunities in Munster and West of Ireland

Are you looking for industrial and commercial roles in Limerick, Galway, Clare, Tipperary, Mayo, or Cork? Whether you're searching for a temporary or permanent position, there are a variety of roles available in manufacturing, logistics, customer service, and sales.

At FRS Recruitment , we specialise in matching candidates with the right opportunities across Munster and West of Ireland, helping job seekers find high-paying industrial roles in Cork or entry-level commercial jobs in Galway with no experience required.

Why Choose Industrial and Commercial Roles in Munster?

Munster’s economy is booming, with opportunities in warehousing, administration, production, and logistics. Major employers in cities like Cork, Galway, and Limerick are constantly hiring. Whether you're looking for a permanent industrial job or a temporary commercial role, there’s something for you.

Popular Job Roles Available:

Warehouse Operative Jobs in Limerick

Logistics Coordinator Positions in Cork

Customer Service Roles in Galway

Manufacturing Operative Vacancies in Mayo

Flexible Employment Types to Suit You

Whether you're looking for a full-time role or need the flexibility of a temporary contract, Munster and the West of Ireland has plenty of options, including:

Temporary Commercial Jobs in Clare

Permanent Industrial Positions in Tipperary

Contract Roles in Galway’s Industrial Sector

Meet the Team Behind Your Job Search

At FRS Recruitment , our experienced recruitment consultants understand the job market in Munster , Galway & Mayo and work closely with top employers. We take pride in helping job seekers secure high-quality industrial and commercial positions across Limerick, Galway, Clare, Tipperary, Mayo, and Cork .

Social Care Jobs in Ireland – Find Your Next Career Move

Wed, 05 Feb 2025 15:44:53 GMT

Social Care Jobs in Ireland - Find Your Next Career Move

Are you driven by a passion for helping others and seeking a career that makes a real difference? Social care jobs in Ireland offer diverse and fulfilling opportunities to support individuals in need. At FRS Recruitment , we specialise in connecting dedicated professionals with roles that truly matter. Whether you're an experienced professional or looking for an entry-level role, there are numerous social care vacancies across Dublin, Cork, Galway, Limerick, and other locations.

Explore Social Care Vacancies Across Ireland

Social care careers span various sectors, including elderly care, disability support, mental health, and child protection. Some of the most in-demand roles include:

Social Care Worker Jobs – Support individuals in residential and community settings.
Healthcare Assistant Positions – Assist with daily living activities and personal care.
Support Worker Roles – Provide essential aid to people with disabilities or mental health challenges.
Community Care Jobs – Help individuals maintain independence within their own homes.

Many of these roles require qualifications such as a QQI Level 5 or Level 7 in Social Care , while others offer training opportunities for those starting their career. View our latest social care roles here .

Why Choose FRS Recruitment for Your Social Care Career?

At FRS Recruitment , we are committed to supporting your professional journey in social care. Our team offers personalised guidance to help you find the role that aligns with your skills and aspirations.

Take your next step in your career - browse our latest social care positions and apply online today

Meet our Social Care Recruitment Team

Top Technology Skills Required for IT Jobs in Ireland

Tue, 04 Feb 2025 10:17:57 GMT

Top Technology Skills Required for IT Jobs in Ireland

Ireland's IT sector is booming, with companies actively seeking professionals equipped with key technical competencies. Whether you're a job seeker or looking to upskill, understanding the most in-demand tech skills can give you a competitive edge.

Programming and Software Development

Proficiency in languages like Python , Java, and C# is crucial for IT professionals. Many employers seek developers with expertise in frameworks such as React, Angular, and .NET. These skills are fundamental for roles like Software Engineer and Azure DevOps Engineer .

Cybersecurity Expertise

With cyber threats increasing, businesses need specialists who can identify vulnerabilities, implement security frameworks, and respond to cyber incidents . Cybersecurity skills are essential for positions like Security Engineer .

For those looking to build their cybersecurity expertise, CompTIA Cybersecurity Certifications offer industry-recognised training and credentials.

Cloud Computing

As organisations shift to cloud-based solutions, professionals skilled in AWS, Microsoft Azure, and Google Cloud are in high demand. This expertise is especially relevant for roles like IT Systems Engineer .

Data Analysis and Management

Data-driven decision-making is at the heart of modern businesses. Proficiency in SQL, data visualisation tools, and analytics platforms is crucial for professionals seeking jobs like IT Technical Analyst .

Network Engineering

A solid understanding of network infrastructure, firewalls, and VPNs is essential for maintaining robust IT systems. Employers actively seek professionals for roles like Senior Network Engineer .

By developing these essential IT skills, you can significantly enhance your career prospects. Browse the latest IT job opportunities in Ireland on FRS Recruitment to find a role that aligns with your expertise.

A Journey to Success – Relocating to Ireland with FRS Recruitment

Fri, 31 Jan 2025 13:00:16 GMT

Making the Move – Finding a Job in Ireland

Relocating to a new country is a life-changing experience, and one of the biggest concerns for jobseekers is finding employment in Ireland that aligns with their skills and aspirations.

For one jobseeker, Juanita from South Africa, the journey to employment in Ireland was made easier with the support of FRS Recruitment and their Principal Recruitment Consultant, Daniella Gardiner .

"From the moment I started my 'find work journey,' her unwavering support and dedication made all the difference."

This testimonial highlights the personalised approach and expertise that FRS Recruitment brings to every candidate’s job search.

How FRS Recruitment Helps International Jobseekers

Personalised Job Search Support

At FRS Recruitment , we understand that each jobseeker has unique skills, experience, and career goals. That’s why our consultants take the time to provide tailored guidance to ensure the best possible match.

"Daniella took the time to understand my background, skills, and aspirations. She didn’t just match me with any job; she tailored her approach to my needs. With her guidance, it felt like a breeze. She provided clear steps and support."

This hands-on approach ensures that jobseekers don’t just land a job but find a fulfilling career in Ireland.

Expert Knowledge of the Irish Job Market

Navigating a new job market can be daunting, but with expert recruitment professionals like Daniella, jobseekers gain access to industry insights and valuable connections.

"Daniella is a true expert. She knew the Irish job market inside out and connected me with relevant opportunities. Her insights were invaluable."

Our deep knowledge of job openings in Ireland and in-demand skills ensures that international candidates stand out to potential employers.

Ongoing Support Beyond Placement

At FRS Recruitment , our commitment doesn’t end once a candidate secures a role. We believe in providing long-term support to ensure a smooth transition into a new work environment.

"Even after securing a wonderful job, Daniella continued to check in. She genuinely cared about my well-being and success. It wasn’t just about filling a position; it was about my long-term happiness."

This level of genuine care and ongoing support is what sets FRS Recruitment apart in the Irish job market.

Why Choose FRS Recruitment for Your Job Search in Ireland?

If you're an international professional looking for a job in Ireland , FRS Recruitment offers:

Personalised career support tailored to your skills and aspirations
Expert knowledge of the Irish job market
Connections with top employers across multiple industries
Ongoing check-ins and support even after placement

"This experience was not just about finding a job—it was about finding a partner dedicated to my success."

View our current Job Openings in Ireland HERE

Ready to Start Your Job Search in Ireland?

If you’re considering a move to Ireland and need support in securing employment , trust FRS Recruitment to guide you every step of the way.

Like many successful jobseekers before you, you’ll benefit from our expert recruitment services, industry connections, and dedicated support .

Get in touch today and take the next step towards a successful career in Ireland!

Healthcare Open Day | 19th of February | Hoban Hotel Kilkenny

Thu, 30 Jan 2025 14:20:54 GMT

19th February | The Hoban Hotel , Kilkenny | 9am-7pm

Are you looking for a rewarding career in healthcare? Do you have a QQI Level 5 Major Award in Healthcare and a passion for making a difference in people’s lives? If so, FRS Recruitment invites you to our Healthcare Job Open Day in Kilkenny on February 19th at The Hoban Hotel from 9 AM to 7 PM.

This is your chance to meet recruiters, explore job opportunities, and take the next step in your healthcare career!

Hear from the Aurora team about their career opportunities at 10am and 5.30pm on the day.

Why Attend Our Healthcare Job Open Day?

The healthcare industry is growing , and skilled professionals are in high demand . Whether you're a healthcare assistant, support worker, or looking for a new challenge , this event is the perfect place to:

Explore job openings with leading healthcare providers.
Meet recruitment specialists who can guide you through the hiring process.
Get career advice on progressing in the healthcare sector.
Apply on the spot and kickstart your new career.

Who Are We Looking For?

At FRS Recruitment , we’re looking for dedicated professionals who meet the following criteria:

QQI Level 5 Major Award in Healthcare
Full Irish Manual Driving Licence
Fluent English
A passion for providing excellent patient care

If this sounds like you, then don’t miss this opportunity to connect with employers and secure your next role .

Event Details

�� Date: February 19th, 2024
�� Location: The Hoban Hotel, Kilkenny
⏰ Time: 9 AM - 7 PM

Why Choose a Career in Healthcare?

A career in healthcare is more than just a job—it’s a lifelong journey of making a difference . Here’s why you should consider it:

✅ Job Security – The healthcare sector is constantly growing with a strong demand for skilled professionals.
✅ Career Progression – Gain valuable training, certifications, and promotions as you advance.
✅ Meaningful Work – Every day, you’ll be helping and supporting those in need .

If you’re passionate about caring for others and want a fulfilling career, this is your chance to take action!

Don’t Miss Out! Register Your Interest Today

If you're looking to start or advance your career in healthcare , this is your chance. Join us at The Hoban Hotel on February 19th and meet your future employer!

�� For more information, email: erin.quinn@aurorakilkenny.ie

We look forward to meeting you and helping you find the perfect healthcare job ! ��

Top 10 Interview Mistakes to Avoid | Expert Tips from FRS Recruitment

Fri, 17 Jan 2025 11:11:02 GMT

Top 10 Interview Mistakes to Avoid – Essential Tips from FRS Recruitment

Job interviews are your chance to make a lasting impression, but a single mistake could cost you the role. At FRS Recruitment, we’ve seen it all, and we’re here to help you navigate the interview process with confidence. Avoid these 10 common interview mistakes to improve your chances of success.

Avoid These Common Interview Mistakes to Land Your Dream Job

Job interviews are your opportunity to make a lasting impression, but a single misstep can cost you the position. At FRS Recruitment, we’ve seen it all, and we’re here to help you navigate the interview process with confidence. Avoid these 10 common interview mistakes to increase your chances of success.

1. Arriving Late Without Notice

Turning up late gives the impression that you lack professionalism and respect for the interviewer’s time. Always aim to arrive 10-15 minutes early. If unavoidable delays occur, notify the interviewer as soon as possible.

2. Dressing Inappropriately for the Job

Your appearance should align with the company’s culture and the position you’re applying for. Research the company’s dress code in advance and always choose attire that looks professional.

3. Failing to Prepare for Common Interview Questions

Preparation is crucial for a successful interview. Familiarise yourself with typical questions such as, “Tell me about yourself” or “Why do you want to work here?” Practise your answers to ensure you appear confident and aligned with the company’s goals. Check out CIPD's guide to job interviews for HR-backed advice.

4. Neglecting to Research the Company

Not knowing about the company’s mission, values, or recent accomplishments can make you appear uninterested. Spend time reviewing their website, social media, and any relevant news to demonstrate your enthusiasm. According to Indeed , researching common interview questions is one of the best ways to feel confident during the interview.

5. Overlooking the Importance of Body Language

Your body language communicates as much as your words. Avoid slouching, crossing your arms, or failing to make eye contact. Instead, sit upright, make consistent eye contact, and offer a firm handshake to exude confidence.

6. Speaking Negatively About Previous Employers

Speaking poorly about former employers reflects badly on you. Instead, focus on the positive aspects of your career and what you’ve learned from your experiences.

7. Rambling Instead of Staying Focused

Long-winded responses can lose the interviewer’s interest. Structure your answers using the STAR method (Situation, Task, Action, Result) to provide clear and concise examples of your achievements.

8. Forgetting to Ask Questions

An interview is a two-way process. Prepare thoughtful questions about the role, company culture, or development opportunities to demonstrate genuine interest.

9. Failing to Follow Up After the Interview

Following up with a thank-you email within 24 hours shows gratitude and reinforces your interest. Reference specific points from the interview to leave a positive, lasting impression.

10. Relying Too Heavily on Your CV

Your CV is a tool, not a substitute for good communication. Use the interview to expand on your experiences and demonstrate your soft skills, such as problem-solving, teamwork, and adaptability.

Partner with FRS Recruitment for Career Success

Avoiding these common interview pitfalls is the first step towards landing your ideal role. At FRS Recruitment, we are dedicated to supporting you at every stage of your career. Explore our latest job opportunities or connect with our expert recruiters for personalised guidance.

Kickstart Your Career in Accounting and Finance: Your 2025 Guide

Wed, 15 Jan 2025 16:40:33 GMT

As January begins, it’s the perfect time to set new career goals, especially for professionals in accounting and finance. The start of the year presents exciting opportunities for job seekers across Ireland, with companies actively recruiting top talent to support their 2025 growth plans.

Whether you’re an experienced accountant, a finance professional seeking career progression, or exploring your options, now is the ideal moment to take action. Let’s explore why January is pivotal for career advancements and how you can maximise your opportunities in this thriving sector.

Why January is the Best Time for Accounting and Finance Job Seekers

The start of the year marks a busy recruitment period for the accounting and finance industry . Companies re-evaluate their workforce needs and roll out new hiring strategies. This often leads to:

Newly created roles as organisations expand their operations.
Vacancies left unfilled from year-end transitions.
Pre-fiscal year hiring , especially in finance teams, as businesses prepare for the next cycle.

With roles like financial analysts , financial controllers , and tax consultants in high demand, January is a golden opportunity for job seekers in Ireland to secure their ideal position.

Key Accounting and Finance Roles in Demand for 2025

As the accounting and finance sector in Ireland continues to grow, several key roles are particularly in demand:

Financial Controllers : Leading strategic financial planning for SMEs and multinational corporations.
Tax Consultants : Navigating complex regulatory landscapes with expertise in taxation and compliance.
Sustainability Analysts : Bridging financial expertise with ESG (Environmental, Social, and Governance) initiatives.
Financial Analysts and Pricing Managers : Enhancing profitability for industries like technology , manufacturing , and more.

Whether you aim to specialise further or step into a leadership role, 2025 is packed with opportunities to advance your career.

How to Stand Out in a Competitive Accounting & Finance Job Market

To secure top finance and accounting roles in Ireland , it's essential to differentiate yourself. Here’s how you can stand out:

Showcase Achievements: Highlight measurable successes, such as improving processes, managing budgets, or driving cost efficiencies.
Upskill in Emerging Areas: Gain certifications in data analysis , artificial intelligence , or sustainability reporting to position yourself as an innovative candidate.
Optimise Your Online Presence: Tailor your CV and LinkedIn profile with keywords like "financial controller," "budget analysis," and "forecasting" to boost visibility.

Why Partner with FRS Recruitment for Your Career Goals

At FRS Recruitment , we specialise in connecting accounting and finance professionals with leading employers across Ireland . Whether you’re looking for a role in Dublin , Cork , or Galway , we offer unmatched expertise and support throughout your recruitment journey.

Here’s why candidates trust us:

Industry Expertise: Decades of experience in the accounting and finance recruitment sector .
Personalised Support: Tailored advice to match your skills and goals with the right opportunities.
Access to Top Employers: From SMEs to multinational corporations , we work with Ireland’s best companies.
Export Accounting and Finance Jobs Now

Take the Next Step in 2025

The beginning of the year is the perfect time to explore opportunities in Ireland’s growing accounting and finance sector . Here’s how you can start:

Explore Job Listings: Browse our Accounting and Finance Jobs in Ireland.
Connect on LinkedIn : Follow us for insights into the Irish job market and updates on the latest roles.
Schedule a Consultation: Speak with one of our expert recruiters about your career goals.

Let’s make 2025 the year of opportunity and growth in your finance and accounting career . Whether you’re seeking new challenges, advancing in your current role, or transitioning into the sector, FRS Recruitment is here to guide you every step of the way.

Maximise Your Annual Leave in 2025: A Month-by-Month Guide

Wed, 08 Jan 2025 11:16:17 GMT

Planning your annual leave strategically can make a big difference to how much time off you can enjoy in 2025. By carefully aligning your holidays with Ireland’s bank holidays, you can more than double your days off.

Here’s how you can make the most of your annual leave in 2025:

Bank Holidays in Ireland – 2025

Ireland will have 10 bank holidays in 2025, offering great opportunities to extend your breaks.

New Year’s Day – Wednesday, 1st January
St. Brigid’s Day – Monday, 3rd February
St. Patrick’s Day – Monday, 17th March
Easter Monday – Monday, 21st April
May Bank Holiday – Monday, 5th May
June Bank Holiday – Monday, 2nd June
August Bank Holiday – Monday, 4th August
October Bank Holiday – Monday, 27th October
Christmas Day – Thursday, 25th December
St. Stephen’s Day – Friday, 26th December

How to Plan Your Annual Leave

By combining your annual leave days with weekends and bank holidays, you can enjoy extended breaks throughout the year. Here’s a month-by-month breakdown to help you plan:

January/February (St. Brigid’s Day) :
Take Friday, 31st January off to enjoy a 4-day break from Friday to Monday.

March (St. Patrick’s Day) :
Take Friday, 14th March off to create another 4-day break from Friday to Monday.

April (Easter) :
Take Tuesday, 22nd April to Friday, 25th April off for a 10-day holiday from Saturday, 19th April to Sunday, 27th April.

May (May Bank Holiday) :
Take Friday, 2nd May off for a 4-day break from Friday to Monday.

June (June Bank Holiday) :
Take Friday, 30th May off to enjoy another 4-day break from Friday to Monday.

August (August Bank Holiday) :
Take Friday, 1st August off for yet another 4-day break from Friday to Monday.

October (October Bank Holiday) :
Take Friday, 24th October off to create a 4-day break from Friday to Monday.

December (Christmas and New Year) :
Take Monday, 22nd, Tuesday, 23rd, Wednesday, 24th, Monday, 29th, Tuesday, 30th, and Wednesday, 31st December off to enjoy a 16-day holiday from Saturday, 20th December to Sunday, 4th January.

Things to Keep in Mind

Check your organisation’s annual leave policies and approval process to avoid any surprises.

If you work part-time, your entitlement may differ based on the hours you work.

This plan depends on approval, so book your days as early as possible!

By planning ahead, you can make 2025 a year filled with well-deserved breaks, offering you time to rest, recharge, and spend with loved ones.

While holidays are great, we understand the satisfaction of working towards them. If you’re ready for a fresh start or a new challenge, our expert Recruiters are here to provide tailored advice and guidance to help you take the next step in your career. And if you haven’t done so already, be sure to register with us here to access exclusive job opportunities and career resources!

Enhancing Your Career in 2025: A Comprehensive Guide

Tue, 07 Jan 2025 14:35:15 GMT

The job market is evolving rapidly, and 2025 is no exception. Whether you’re looking to upskill, transition to a new role, or climb the career ladder, this guide offers practical tips to help you stay competitive and thrive in your career.

Why Upskilling is Essential in 2025

Invent in Your Future with New Skills

Continuous learning is no longer optional—it’s essential to stay ahead of trends and remain employable. With advancements in AI, automation, and remote working tools , acquiring new skills can give you a competitive edge.

Online Courses : Platforms like Coursera and Udemy offer flexible courses tailored to your needs.
Certifications : Obtain certifications from industry leaders like Google , Microsoft , or HubSpot to validate expertise.
Webinars & Podcasts: Stay updated with free resources offered by professional bodies and influencers in your field.

Stepping into Leadership Roles

Build Leadership Skills That Stand Out

Strong leadership is highly valued by employers. Whether you’re aiming for management roles or leading projects, focus on building key leadership competencies.

Workshops & Training : Participate in leadership development programmes such as those offered by ILM.
Mentorship Opportunities: Seek mentors within your network to gain personalised advice and career insights.
Books on Leadership: There are endless amount of books on leadership. Research online and identify one that suits you.

Securing Your Dream Job in 2025

Polish Your CV and Online Profiles

Recruiters spend and average of 7 seconds scanning CV's, so make your stand out!

Customised CVs : Tailor your CV for each role by highlighting specific skills and achievements. Here's our guide to crafting the perfect CV .

LinkedIn Optimisation : Use LinkedIn to showcase your expertise and attract recruiters.

Expand Your Professional Network

Building relationships can uncover hidden job opportunities:

Attend Networking Events: Look for local industry events or join online networking groups.

Leverage Recruitment Agencies: Work with trusted agencies like FRS Recruitment to access top vacancies and personalised career advice.

Maintaining Work-Life Balance for Success

In a fast-paced world, achieving a healthy work-life balance is key to avoiding burnout and improving productivity.

Time Management Tools: Use productivity apps like Trello or Asana to stay organised.

Set Boundaries : Establish clear working hours, especially in remote or hybrid roles.

Prioritise Wellbeing: Take breaks, exercise regularly, and seek support if needed.

Enhancing your career in 2025 requires proactive planning, skill development, and effective networking. Whether you’re looking to step into a leadership role or simply find a better work-life balance, these strategies can help you achieve your career goals.

If you’re ready to make your next career move, explore current opportunities with FRS Recruitment and let us help you find your perfect role.

Discover the latest jobs in Limerick

Thu, 21 Nov 2024 16:05:36 GMT

FRS Recruitment - Your Trusted Recruitment Agency in Limerick

Finding the perfect job can be challenging, but with the right recruitment partner, the journey becomes much smoother. Whether you’re looking for IT jobs in Limerick , opportunities in healthcare , or a role in construction , FRS Recruitment is here to help you land your dream position.

Our Limerick office specialises in connecting job seekers with top employers across a variety of industries. Here’s why job seekers and employers alike trust us for their recruitment needs.

Why Choose Recruitment Agencies in Limerick

Local Knowledge

Our Limerick- based consultants have in-depth knowledge of the local job market, from the vibrant Limerick City Centre to hubs like Raheen Business Park . We understand what employers are looking for and can connect you to the right opportunities.

Diverse Job Opportunities

We cater to professionals across a range of industries:

IT Jobs in Limerick: Software development, IT support, and more.
Healthcare Jobs: Nurse roles, allied health positions, and admin support.
Construction Jobs: Civil engineering, skilled trades, and project management.
Office Administration: HR, receptionists, and clerical roles.
Retail Roles: Managerial positions to shop floor assistants.
Pharmacy Jobs : Pharmacy Technicians, supervising pharmacists

Tailored Support

From crafting your CV to preparing for interviews , we offer personalised advice to help you succeed. Whether you’re searching for a temporary job or a long-term career , we’re with you every step of the way.

Key Industries Hiring in Limerick

IT & Technology

Limerick is becoming a tech hub, with demand for software developers , IT specialists , and even remote jobs .

Healthcare

With a growing healthcare sector, there are plenty of roles for nurses , admin staff , and other professionals.

Construction

From large-scale building projects to specialised engineering roles, we’re here to connect skilled workers with top employers.

How to Get Started

Browse Jobs: Explore our job listings to find the right opportunity.
Contact Us: Our Limerick consultants provide expert advice tailored to your career goals.
Prepare to Succeed: Use our resources to sharpen your CV and ace your interviews.

Healthcare Job Interview Tips: Ace Nursing, Doctor, HCA Roles

Wed, 20 Nov 2024 14:36:05 GMT

Preparing for Your Medical Job Interview in Ireland: Tips for Success

So, you’ve secured an interview for your next healthcare role in Ireland. Congratulations! You’re halfway there. For many healthcare professionals, interviews can feel daunting, but with proper preparation, you can approach the process calmly and confidently. Whether you’re applying for nursing jobs in Ireland , consultant doctor vacancies , or HCA positions in Dublin , preparation is key to performing at your best.

The secret to interview success lies in two simple steps: prepare thoroughly and stay relaxed. Here are some practical tips to ensure you’re ready to ace your interview and land your dream role.

Tip 1: Information Gathering for your Healthcare Interview

Start by gathering as much information as possible from your recruiter. A good recruiter can provide you with details about the hospital or healthcare facility , the role, the team structure, and even insights into the interview process. Learn about the location of the hospital , the interviewer’s background, and any potential clinical scenarios you might be asked to discuss. This is especially important for doctors looking for GP roles in Ireland or allied health professionals preparing for technical interviews. Meet our team.

Tip 2: Research for you Healthcare Interview

Once you have the basic details, dive into your research. Familiarise yourself with the hospital's structure, the community it serves, and its reputation. If you’re interviewing for nursing roles in Cork or locum doctor jobs in Galway , take time to understand the unique needs of that area.

Pre-empt clinical questions by reflecting on your experience. Think about clinical scenarios you’ve handled in your career and prepare concise examples to demonstrate your expertise. Practicing with a friend, family member, or even in front of a mirror can boost your confidence and help you articulate answers clearly.

Tip 3: Setting and Dress Code

After your preparation, focus on creating a professional first impression. Whether the interview is in person or via video, dress appropriately. For healthcare roles, a polished, formal outfit is a safe bet – avoid scrubs during interviews.

If the interview is via video, ensure you’re in a quiet, professional setting. For example, if you’re applying for a physiotherapy role in Limerick or a healthcare assistant position in Dublin , set up a clean, uncluttered background to present yourself professionally. Use a laptop or a phone in a stand, ensure a strong Wi-Fi connection, and avoid distractions. More tips on interview can be found here.

Tip 4: Relax and Breathe

The big day is here, and you’ve done all your preparation – well done! If possible, take time off work to focus on the interview without other responsibilities. Engage in light exercise, mindfulness, or breathing exercises to help you relax.

Feeling nervous? It’s normal! Whether you’re preparing for a doctor interview in Ireland or a caregiver role in Cork, interviewers often expect some nerves and may ease you in with casual conversation. Staying calm and collected is key to presenting your best self.

Tip 5: Be on Time

Punctuality is crucial, especially for healthcare professionals. If your interview is in person, plan to arrive early to account for traffic or other delays. For video interviews, log in 15 minutes before your scheduled time. Whether you’re interviewing for healthcare jobs in Ireland or s pecialist doctor positions in Galway , being on time sets a professional tone.

Tip 6: Stay Calm During the Interview

During the interview, focus on your breathing to stay composed. Listen carefully to the questions, and don’t hesitate to ask for clarification if needed – particularly if the interviewer speaks quickly. This can be especially helpful for international candidates pursuing healthcare roles with visa sponsorship in Ireland.

Keep your answers clear and concise, tailoring them to highlight your skills. For example, if you're applying for a nursing job in a Dublin hospital, mention specific scenarios that showcase your ability to handle pressure and provide patient care.

Final Tip: Post-Interview Follow-Up

After your interview, call your recruiter to share how it went. Waiting for a response can be challenging, but try to stay positive and focus on your next steps. At FRS Recruitment, we specialise in helping healthcare professionals find rewarding roles across Ireland, whether you’re looking for a permanent role in a hospital or a temporary locum position.

Find Your Next Healthcare Opportunity

We are Ireland’s top choice for healthcare recruitment, connecting professionals with nursing jobs, doctor vacancies , and allied health opportunities nationwide. Browse our latest roles HERE or contact us at info@frsrecruitment.com to take the next step in your healthcare career.

Looking for Job Opportunities in Galway?

Tue, 19 Nov 2024 15:38:09 GMT

Galway's Leading Recruitment Agency

Why Choose FRS Recruitment When Looking for Jobs in Galway

Finding the perfect job in Galway can feel overwhelming, but FRS Recruitment Galway is here to simplify the process. We specialise in connecting job seekers with top employers across Galway, offering opportunities that match your skills and aspirations.

Top Industries Hiring in Galway

Galway is a thriving hub for employment, with opportunities across multiple industries. Here are the key sectors hiring right now:

Technology & IT Jobs in Galway

Galway’s tech scene is booming, with roles in software development, data analytics, and cybersecurity in high demand.

Healthcare Jobs in Galway

With a growing healthcare sector , roles for nurses, allied health professionals, and caregivers are plentiful.

Medical Device, Manufacturing & Engineering Jobs in Galway

Galway is a hub for global medical device and pharmaceutical companies, offering positions in production, quality assurance, and engineering.

How to Apply for a job in Galway

Browse Our Job Listings : Visit our website and explore the latest job opportunities in Galway. Use our search filters to narrow down your options based on industry, experience level, and location.
Submit Your CV: Upload your CV to our database. Our recruiters will review your profile and match you with suitable positions.
Personalised Consultation: Once matched, you'll have a one-on-one consultation with one of our recruiters to discuss your career goals and the job opportunities available in Galway.
Interview Preparation: We provide interview preparation and tips to help you make a great impression on potential employers.
Job Offer and Placement: After a successful interview, we'll assist you with the job offer process and ensure a smooth transition into your new role.

Ready to take the next step in your career? FRS Recruitment is here to help you find the best jobs in Galway. Visit our website today to explore our job listings and submit your CV. Your dream job is just a click away! Search for our latest jobs in Galway today to start your job search. Follow us on social media for the latest job updates and career advice.

Why Engaging with Recruitment Consultants Matters in Today’s Job Market

Fri, 15 Nov 2024 13:18:56 GMT

Why Engaging with Recruitment Consultants Matters in Today’s Job Market

In Today’s Job Market, Partnering with Recruitment Consultants is Essential

With nearly full employment and high-quality candidates being scarce, engaging with a recruitment consultant is more crucial than ever. Here’s why your company can benefit from building a strong partnership with recruitment consultants to attract the best talent in a competitive job market. Learn more about how FRS Recruitment can represent your brand effectively here.

Recruitment Consultants as “Your Voice” in Employer Branding

By engaging with your recruitment consultant and openly sharing your company culture, values, and vision, you enable them to effectively represent your brand. This empowers the consultant to “sell” your company by communicating its unique aspects to the high-quality candidates you’re seeking to attract. A recruitment consultant acts as your brand’s voice in the market, helping you stand out to top talent.

The Two-Sided Coin of Recruitment: Attracting High-Quality Candidates

Often, companies focus on what they’re looking for in a candidate but may overlook what they have to offer top talent. In today's job market, employer branding is as critical as candidate selection. Ask yourself:

What makes your company stand out?
Why would a high-quality candidate want to join your team?
What growth and development opportunities, culture advantages, or unique benefits do you offer?

Answering these questions makes your company more appealing and provides your recruitment consultant with the strong messaging needed to attract candidates who will thrive within your organisation. Want to learn more about how to attract top talent by strengthening your brand? Read more about our employer services here.

Building a Strong Partnership with Recruitment Consultants to Attract Top Talent

When a recruitment consultant requests to speak with the hiring manager, it’s a valuable opportunity to communicate directly. By developing this partnership, your consultant gains deeper insight into your company’s unique needs, allowing them to serve as a more effective voice to the market. Your consultant can then highlight what sets your organisation apart, appealing directly to top-tier candidates who are a cultural fit.

Partnering Thoughtfully with Recruitment Consultants: An Investment in Attracting High-Quality Candidates

Engaging thoughtfully with your recruitment consultant is an investment in attracting high-quality candidates, especially when competition is tight in today’s job market. By working closely with a consultant who understands your brand, values, and unique offerings, you enhance your chances of finding talent who will grow and succeed with your organisation.

Learn more about how FRS Recruitment can help you attract top talent. Get started here by submitting your vacancy

Step-by-Step Guide for International Doctors Moving to Ireland

Wed, 06 Nov 2024 13:30:10 GMT

Step-by-Step Guide for International Doctors Moving to Ireland

Step 1: Irish Medical Council Registration for International Doctors

General registration is most suitable for non-EU trained doctors. Applicants must have graduated from an accredited medical school (a list can be found on the Irish Medical Council website ).

The most common route for registration is via internship recognition. Recognised internships are accepted from countries such as Australia, New Zealand, South Africa (2006 onward), Pakistan (2009 onward), Sudan, Malaysia, UK, and Malta.

If the internship is not recognised, doctors can pursue either the higher qualification pathway (e.g., MCEM, MRCP, MRCS) or the PRES exam pathway. The PRES process includes an application, a knowledge exam (similar to PLAB), and a clinical exam (PRES 3), held annually in Dublin and Cork.

Step 2: English Language Requirements for Doctor Roles in Ireland

The Irish Medical Council requires English language proficiency for registration but may waive this requirement if a doctor has completed a medical degree or advanced training in English.

However, the HSE (Health Service Executive) , the largest employer of doctors in Ireland, enforces specific English language requirements:

OET B in all sections or IELTS Academic with an overall score of 7.0 and a minimum of 6.5 in each discipline. Results must be in-date at the time of job offer, with validity typically lasting for two years.

Step 3: CV Preparation for Doctor Positions in Ireland

A well-organised CV is essential for being shortlisted for an interview in Ireland. FRS Recruitment offers guidance on CV structure and content, specifically tailored to your specialty and the role you’re applying for.

In general, your CV should:

Be in reverse chronological order.
Include education and employment history, with no timeline gaps (e.g., travel, maternity leave).
Detail specific responsibilities for all relevant clinical roles.
Click for more details on how to make you CV stand out .

Step 4: Interview Preparation for Doctor Jobs in Ireland

Interviews vary between hospitals and consultants, but FRS Recruitment provides specialised advice and interview preparation for each role.

Availability: Interviews are often scheduled at short notice, and rescheduling is rare.
Online interviews: Ensure a reliable internet connection and present yourself professionally (neat and tidy).
Clinical scenarios: Many interviews include clinical scenarios, and FRS can help you practise these questions.

Step 5: Job Offer and Negotiation for Medical Roles in Ireland

FRS Recruitment supports you in securing a role that aligns with your career aspirations, offering impartial advice on career opportunities, hospital culture, and location suitability.

FRS provides information on salary and benefits for each potential role.
We strive to secure the most competitive package available based on your skills and experience.

Step 6: Relocating to Ireland as a Doctor

FRS Recruitment has a dedicated compliance and relocation team to support you from job offer to start date and beyond. The team offers personalised assistance with:

Flights, Accommodation, Immigration
Schools, Transport, Mobile services
Insurance, Airport transfers, Tax, Social services

They ensure that all documentation is completed correctly and promptly, helping you onboard quickly with your new employer in Ireland . Our personalised service is what sets us apart from other medical recruitment agencies.

Interested in Medical Jobs in Ireland?

FRS Recruitment are leading experts in medical jobs in Ireland for international doctors and are key supplier to the HSE. If you’re looking to relocate to Ireland as a doctor, contact us at doctors@frsrecruitment.com to start your journey.

Exploring Medical Device Jobs in Ireland

Tue, 29 Oct 2024 11:14:48 GMT

Discover High-Demand Roles and Skills in Ireland's Growing Medical Device Sector

The medical device industry is thriving in Ireland, making it an ideal sector for professionals seeking impactful careers within healthcare. From Medical Device Engineer roles to positions in Quality Assurance, there is an expanding range of career paths for individuals with specialised skills. Those interested in positions such as Medical Device Sales Representative or Regulatory Affairs will find Ireland, particularly cities like Galway , Dublin, and Cork , a leading destination as the industry continues to grow.

Why Choose a Career in Medical Devices?

Ireland has become a global hub for innovation in the medical device sector, offering positions across various job functions. Whether you're at an entry-level or bring years of expertise, roles are available at all stages of career progression. Positions requiring knowledge of ISO 13485 and FDA compliance are especially in demand, reflecting the industry’s commitment to quality and regulatory excellence. Additionally, roles like R&D Engineer and Clinical Research Specialist provide rewarding pathways for those passionate about improving patient care through advanced technology.

Key Skills and Career Opportunities in Medical Device

With skills in project management, manufacturing engineering, risk management, and quality control, professionals can access numerous opportunities within Ireland’s medical device sector. Many roles focus on essential areas like clinical trials, CAD design, and product development, ensuring that device production meets the highest standards from development to delivery.

At FRS Recruitment , we specialise in matching talented candidates with Ireland’s top medical device companies. Explore our latest medical device jobs for exciting opportunities, including graduate roles, remote positions, and internships. The medical device industry offers a dynamic, fulfilling career path—take the next step and join this impactful sector today!

Quality Over Quantity: The Pitfalls of Applying for Every Job You See

Thu, 17 Oct 2024 11:09:50 GMT

The smart approach to job hunting

In today’s digital age, applying for jobs has become incredibly easy. Platforms like LinkedIn, Indeed, and tools like LazyApply allow candidates to apply for hundreds of positions with just a few clicks. While this convenience may seem like a great way to increase your chances of landing a job, it can actually have the opposite effect. Sending out mass applications, especially to roles you're not qualified for, can hurt your job search and waste valuable time for both you and potential employers.

Here’s why applying for every job you see, rather than focusing on positions that suit your skills and experience, can damage your chances—and how you can avoid this mistake.

The Importance of Applying for Roles That Match Your Skills

When you're job hunting, it’s essential to apply only for roles that fit your skill set and experience. For example, if you’re a Software Engineer, it wouldn’t make sense to apply for Systems Administrator or IT Support positions. A hiring manager reviewing your CV will see your focus on software engineering and may question why you’re applying for a role that’s unrelated to your career path.

Your CV tells a story of your experience, and applying for positions outside your field can confuse employers about your goals. If you’ve spent years honing your programming skills in Java, .Net, or Python, your efforts are best placed applying for roles that value and utilize that experience. Time spent submitting applications for jobs that require entirely different skills, like infrastructure or support roles, would be better spent on focusing in on the jobs that work for you

The Importance of Meeting Minimum Qualifications

One common challenge in the hiring process arises when candidates apply for roles for which they do not meet the basic qualifications. For example, if a job requires a degree in a relevant field and you hold only a diploma, or if a role specifies a full Irish or EU driver’s license and you do not possess one, your application will not meet the necessary criteria to proceed. No matter how skilled or experienced you may be in other areas, these requirements are often non-negotiable, and not meeting them can prevent your application from advancing.

Recruiters also frequently encounter applicants who do not meet visa or work permit requirements. For instance, candidates on a Stamp 2 Student visa, who are restricted to 20 hours of work per week, may apply for full-time roles. It's important to ensure that your eligibility aligns with the role’s legal and logistical requirements, as this will help streamline the process for both you and the employer.

Graduates Applying for Senior Roles

While enthusiasm is commendable, graduates applying for Senior Software Engineer roles or other high-level positions without the necessary commercial experience will likely face rejection. These roles require not only technical skills but also a depth of industry experience that recent graduates typically lack. By applying for senior-level roles, you're setting yourself up for disappointment and risking your professional brand.

Salary Mismatches and Unrealistic Expectations

Another common mistake is applying for positions where your salary expectations exceed the stated salary bracket. If you’re applying for a job offering €50,000 per year but your target is €70,000, you’re unlikely to be considered. It's important to align your expectations with the reality of the job market, or you risk alienating potential employers who may see your application as unrealistic.

The Drawbacks of the "Apply for Everything" Mentality

With the rise of platforms and tools that make it easy to submit hundreds of applications in a short amount of time, some job seekers fall into the trap of applying for everything, hoping that one will stick. But this shotgun approach can harm your chances of getting hired. When you apply for every job in sight, you’re not tailoring your application to highlight the most relevant skills and experiences for each role. This reduces the likelihood that your application will stand out to hiring managers. Generic CVs and cover letters rarely make a strong impression, and recruiters can tell when an application hasn't been customized for the specific role.

Additionally, applying to every available job can make it seem like you’re not serious about any one position. Hiring managers might view you as someone just desperate for a job, rather than a candidate with a focused career path. This can hurt your personal brand and make you less attractive to potential employers.

Avoiding the Temptation to Apply for Multiple Roles Within the Same Company

Another common mistake is applying for multiple positions within the same company. While this might seem like a good strategy to increase your chances, it often backfires. Recruiters may see this as a sign that you don’t know what you want or are simply looking for any job available. This can make you appear unfocused and less committed, reducing your chances of getting hired.

The Risks of AI-Generated CVs

Many job seekers are turning to AI tools to tailor their CVs and cover letters to specific job listings. While this technology can be helpful, it’s important to remember that using AI to make yourself seem more qualified for a job than you actually are is not a good strategy.

During the interview process, or in a technical screening, your true qualifications will be revealed. Faking qualifications through clever wording or over-optimizing your CV with AI-generated phrases can damage your reputation and credibility.

How FRS Recruitment Can Help You

At FRS Recruitment, we understand the challenges of navigating today’s competitive job market. Our consultants are specially trained to help you find roles that match your specific skills, qualifications, and career goals. Rather than applying for every job that crosses your screen, we help you take a targeted approach that maximizes your chances of success.

We provide personalized CV advice to ensure that your application stands out for the right reasons. Our consultants will work with you to craft a CV that highlights your most relevant skills and experience. We also offer interview coaching, helping you prepare for the questions and challenges you might face, ensuring you make a great impression.

By working with FRS Recruitment, you can avoid the pitfalls of mass applications and focus on opportunities that are truly right for you. Remember, quality always beats quantity when it comes to job hunting. A well-prepared, tailored application to the right role is far more likely to land you a job than applying for hundreds of positions you're not qualified for.

Let us help you find the right path. Contact us today and take the next step toward a job that suits your skills, experience, and career aspirations.

How to Make Your CV Stand Out

Mon, 14 Oct 2024 10:57:50 GMT

CV Tips for Job Seekers

A standout CV can significantly improve your chances of landing that dream job. Avoid poor-quality CVs that might prevent you from even getting an interview. Here are some key tips to make your CV stand out!

Use a Clear and Professional Layout

Keep your CV concise—no more than 2.5 A4 pages. Use a clean, readable template with professional fonts, avoiding busy designs. Structure it in reverse chronological order, starting with your most recent experience.

Focus on Key Achievements and Tailor Your CV

Highlight recent job roles and customize your CV to match the job you're applying for. Emphasize key achievements and ensure you avoid any spelling or grammar errors.

A well-structured CV won't guarantee the job, but a poorly written one can cost you the interview. Screen shot below for more tips!

Essential Tips for a Successful Job Interview

Fri, 11 Oct 2024 11:19:24 GMT

How to Prepare for a Successful Interview

Preparing for an interview is essential to make a great impression. First, arrive 10 minutes early to show punctuality and enthusiasm for the role. Turn off your phone to avoid distractions. Before the interview, research the company and the role, and dress appropriately to align with the company’s culture.

Stand Out with Professionalism

Bring copies of your CV, relevant documents, and a pen for taking notes. During the interview, maintain good posture, establish eye contact, and provide detailed answers by highlighting your achievements. These strategies will help demonstrate that you’re the right fit for the job

Download our full interview preparation guide for more tips.

FRS Recruitment’s Future of Talent HR Conference 2024

Wed, 09 Oct 2024 12:38:14 GMT

On September 12th, 2024, FRS Recruitment once again held its highly anticipated Future of Talent conference at Croke Park , Dublin.

This year’s event brought together experts from various fields to discuss pressing issues such as retention, upskilling, and diversity in the workplace.

With an excellent line-up of speakers, the event delivered actionable insights to attendees who were eager to build more resilient, inclusive, and future-ready workforces.

Susan Hayes Culleton , “The Positive Economist,” returned as the MC for the day, energising the crowd and keeping the momentum high.

Solat Chaudhry – Making Inclusion Safe Again

Solat Chaudhry , one of the founders of the Irish and UK Centre for Diversity , opened the keynote sessions with an impactful talk on the importance of equality, diversity, and inclusion (EDI) in the workplace. Drawing on his 20 years of experience in the field, Solat emphasised the role of organisational leaders in ensuring safe and inclusive work environments. His key message was that EDI should be deeply embedded within the organisational culture, not just as a compliance measure but as a driver for innovation and engagement.

Building Bridges: Effective Diversity and Inclusion Practices in HR

The first panel discussion of the day, Building Bridges, continued the focus on diversity and inclusion. Panel members included Anne-marie Tierney-Le Roux from IDA Ireland , Laura O'Donovan from the Irish Centre for Diversity , Renee Lewis from PepsiCo , and JulieAnn McCann of FRS Training & Turas Nua . The panellists explored practical strategies for implementing inclusive HR practices, touching on everything from inclusive hiring to fostering a culture where every employee feels valued and supported.

Their insights demonstrated how a proactive approach to D&I not only improves organisational culture but also drives tangible business outcomes.

Bertie Tonks – Flipping the Switch for the Future of Work

Following a short break, Bertie Tonks (FCIPD), named HR Magazine’s Most Influential Practitioner in 2023, delivered a compelling address focused on the future of HR and talent management. His session, Flipping the Switch for the Future of Work, challenged the audience to rethink conventional HR practices and embrace more human-centred approaches.

Tonks stressed the importance of creating workplaces that are adaptable and empathetic, particularly in a post-pandemic world. His forward-thinking strategies for retention, upskilling, and employee engagement offered attendees a new perspective on how to prepare for future workforce challenges.

The Talent Equation – Retention Strategies and Upskilling for Lasting Success

The second panel of the day, The Talent Equation, shifted the focus toward talent retention and the importance of upskilling in the modern workplace. Featuring insights from industry leaders such as Deirdre Ennis ( Stryker ), Imelda Rey ( Grant Thornton Ireland ), John Counihan ( Alchemy ), and Lynne McCormack ( FRS Recruitment ), the panel explored innovative ways to keep employees engaged and ensure their continuous professional growth.

Deirdre Ennis provided a particularly memorable takeaway with her statement that “stay interviews can prevent exit interviews.” She underscored the value of regular, meaningful conversations with employees to anticipate and address potential dissatisfaction before it leads to turnover. The panel also discussed how upskilling initiatives play a crucial role in retaining talent and ensuring long-term success.

Daire Lynch – Fireside Chat

In a change of pace, Irish Olympic medallist and World Rowing Champion Daire Lynch shared his personal story in a fireside chat. Lynch’s journey from discovering rowing in 2015 to winning bronze at the Paris 2024 Olympics highlighted the importance of discipline, focus, and balance.

Lynch spoke about the value of structure in his life, saying, “I would always train before work, I’d always train after work, creating a bit of structure.” His ability to manage both his athletic career and his professional life inspired attendees to think about how similar principles could be applied in the workplace to achieve long-term success.

Following Lynch’s inspiring session, attendees had the chance to unwind and network over lunch. The conversations from earlier in the day carried on, with participants sharing their own experiences and discussing potential collaborations. The event concluded with a strong sense of community and a collective commitment to shaping the future of work in Ireland.

Key Takeaways from the Future of Talent 2024 Conference

Diversity and Inclusion: Organisations must embed diversity and inclusion into their core practices, ensuring that everyone feels valued and included. This drives not only a positive culture but also fosters innovation.
Talent Retention and Upskilling: Retention strategies need to be proactive, with stay interviews and continuous learning opportunities as key pillars of long-term success.
What You Don’t Know, You Don’t Know: The future of talent management requires HR professionals to challenge traditional practices and embrace innovative, human-centred strategies to stay ahead of the curve.

With invaluable insights from all the speakers and an engaged audience, the event delivered meaningful insights into how organisations should approach talent management in the years to come.

The FRS Recruitment team thanks all the speakers, attendees, and the fantastic staff at Croke Park for making the event such a success. We look forward to continuing these conversations at Future of Talent 2025!

Why Temporary Staffing Solutions Are Vital for Seasonal Businesses

Tue, 08 Oct 2024 11:12:08 GMT

For businesses that experience seasonal fluctuations in demand, managing staffing levels can be challenging. Hiring permanent employees for short-term spikes in workload can lead to unnecessary costs, while understaffing can hurt productivity and customer satisfaction. That’s where temporary staffing solutions come in, offering flexibility and cost savings for businesses in industries like retail, hospitality, and logistics.

The Benefits of Temporary Staff for Peak Seasons

Temporary staffing allows businesses to scale up their workforce during busy periods and reduce it when demand returns to normal. This approach ensures you maintain operational efficiency without the long-term commitment of permanent hires. Whether it's the Christmas period in retail or a surge in summer tourism, temporary workers can help you meet increased demand without straining your core team.

Cost-Effective Staffing for Fluctuating Workloads

One of the primary advantages of hiring temporary staff is cost control. You only pay for the staff you need, when you need them. This can significantly reduce overheads compared to maintaining a full-time workforce year-round. Temporary staffing also allows you to avoid the costs associated with employee benefits and training for permanent roles, which is ideal for industries with high turnover during peak periods.

Quick Access to Skilled Temporary Workers

A temporary recruitment agency like FRS Recruitment can quickly provide skilled workers tailored to your specific industry needs. Whether you need customer service reps, warehouse workers, or healthcare professionals, we can connect you with experienced candidates who can immediately integrate into your business. This fast access ensures you avoid any productivity loss during high-demand periods.

Submit a Vacancy and Get the Right Temporary Staff

If your business is facing a seasonal surge and you need temporary staff, FRS Recruitment is here to help . Submit a vacancy today, and let us find the right temporary workers to keep your business running smoothly during peak times.

Advance Your Medical Career in Ireland – Webinar for International Doctors

Thu, 03 Oct 2024 14:09:54 GMT

Exclusive Webinar to International Doctors looking to work in Ireland.

In this informative webinar, hosted as part of our sponsorship of the RCSI Alumni Awards, FRS Recruitment guides international doctors through the essential steps to work and relocate to Ireland. As a key supplier of medical staff to the HSE , FRS Recruitment is uniquely positioned to support doctors on their journey to a successful medical career in Ireland.

Topics covered include:

Irish Medical Council Registration – Learn about the registration process, including general requirements and pathways like the PRES exam.
English Language Requirements – Understand the HSE’s language criteria, including OET and IELTS standards.
CV Presentation – Get tips on structuring your CV to increase your chances of securing interviews for medical roles.
Interview Preparation – Discover what to expect during interviews with Irish hospitals and how to prepare for clinical scenario questions.
Job Offer and Negotiation – Explore how FRS helps you find the right role and negotiate competitive packages.
Relocation Assistance – Learn about the support FRS offers in relocating to Ireland, from accommodation to schools and beyond.

Whether you’re looking to start or advance your medical career in Ireland, this webinar provides invaluable insights and practical advice. For more information or to start your journey, contact us at doctors@frsrecruitment.com."

The Rise of AI in Interviews

Wed, 02 Oct 2024 10:28:02 GMT

A Trend with Hidden Risks

In the fast-evolving IT sector, Artificial Intelligence (AI) has made significant strides in transforming how we work, live, and even communicate. However, a recent trend has surfaced that is raising eyebrows among recruiters: candidates using AI tools, such as speech-to-text software and language models like ChatGPT, during online interviews to help them give polished, articulate responses. While this might seem like a clever use of technology, it brings a host of ethical and practical concerns to the forefront.

At FRS Recruitment, we’ve encountered situations where candidates used AI during interviews. Tools like browser plugins for speech-to-text transcription or apps that listen to the conversation and provide text-based responses are being utilized. Additionally, emerging technologies such as voice modulation, lip-syncing, and augmented reality (AR) glasses might soon follow. Although we haven't seen these in use yet, the growing sophistication of AI in interviews is worrying.

Detecting AI Usage: What Are the Signs?

Some tell-tale signals of AI involvement have surfaced from our own interview experiences:

Noticeable delays: Candidates consistently taking over five seconds to respond, often filling the silence with "ahhs" or "uhmms," suggest they might be waiting for AI-generated answers.
Averted gaze: It's common to see candidates’ eyes wander off-screen as they appear to read something—perhaps the AI-generated response.
Perfectly concise answers: While concise answers are generally positive, they can feel “too perfect” or lack authenticity, raising suspicions.
Lag in follow-up answers: Simple follow-up questions also cause the same 5+ second delay, hinting that the candidate may be relying on external support.
Highly specific technical knowledge: Candidates effortlessly answering obscure technical questions that one wouldn't expect them to know off-hand is another red flag.
Keystroke sounds: The subtle sound of a keyboard being used, potentially signalling the candidate instructing an AI to generate the next response.

While AI can help augment certain tasks, an interview should be an honest exchange between the candidate and the employer. Relying on AI during this crucial process not only disrupts the authenticity of that exchange but also breaks the trust we aim to build with candidates.

AI in Interviews: Escalating Concerns for Employers

Some clients have reported unusual interview experiences that point to AI involvement. One client shared that two candidates appeared to lip-sync their answers, with a lag reminiscent of a poorly dubbed movie. Another described a technical interview where the candidate seemed to be reading responses from a second screen, raising suspicions about the use of AI to answer complex questions.

These instances demonstrate the growing challenge for employers. As online interviews have become the norm through platforms like Teams and Zoom, candidates are finding ways to exploit technology to mask their true abilities. One candidate, who struggled with weak Wi-Fi and claimed they couldn’t turn on their video, caused their interview to be terminated because the client refused to continue under such circumstances.

The rise of AI in interviews also undermines the very purpose of the interview process: ensuring the candidate is the right fit for the role. If a candidate uses AI to secure a job they are not qualified for, it creates a dangerous situation for both the individual and the company. What happens when they are required to do the work themselves without AI assistance? "Fake it till you make it" may not apply when technical expertise is crucial.

Authenticity Matters: Why Being Yourself Is Key

The use of AI to augment your answers may seem like a shortcut to success, but it often does more harm than good. An interview is not just about impressing the employer—it’s also your opportunity to assess whether the company is the right fit for you. Being your authentic self during an interview allows for an honest exchange where both sides can evaluate each other.

By being genuine, you can:

Establish trust: Employers want to know the real you—not a version assisted by AI. They’re looking for someone who can collaborate, solve problems, and bring value to the team.
Gauge cultural fit: Interviews are a two-way street. You need to determine if the company’s values align with your own. If you’re pretending to be someone you’re not, it becomes impossible to see if the work environment is a good match for you.
Avoid future pitfalls: If you land a role by using AI in an interview, you may face significant challenges when it comes time to perform tasks you aren't equipped to handle. This can lead to stress, frustration, and ultimately, failure in the role.

At FRS Recruitment, we believe that AI has its place in the workplace, but it should be used responsibly. We encourage candidates to leverage AI as a tool, but not as a substitute for the knowledge and skills they bring to the table. If you’re relying on AI to land a job that you’re not qualified for, you’re setting yourself—and the company—up for failure.

What Can Employers Do?

Given the growing reliance on video interviews, how can employers protect against AI misuse? One way is by reintroducing in-person interviews at later stages, which makes it far more difficult to use AI or other tricks to cover up gaps in knowledge or skills. In face-to-face interviews, authenticity shines through, and candidates are less likely to misrepresent themselves.

Ultimately, the interview process should foster mutual trust, transparency, and the beginning of a positive working relationship. Using AI to pass an interview breaks that trust, and while the convenience of online interviews may be tempting, employers should consider blending virtual and in-person methods to ensure they are getting an honest read on their candidates.

Conclusion

As the line between human interaction and AI-assisted responses blurs, it’s important for both candidates and employers to remain vigilant. Candidates should resist the temptation to use AI to artificially enhance their interview performance. By being authentic and transparent, they can find the right role that aligns with their skills and values. Employers, on the other hand, must adapt to these new challenges by fostering interview environments that prioritize genuine interaction and trust.

At the end of the day, success comes from your abilities, experience, and personality—not from what AI can conjure up on your behalf.

FRS Recruitment and Aurora Announce New Partnership

Fri, 20 Sep 2024 12:01:23 GMT

Strategic Partnership: FRS Recruitment to Boost Aurora's Healthcare Hiring in Ireland

Aurora & FRS Recruitment are both delighted to announce a strategic recruitment partnership. FRS will assist Aurora in all of their permanent positions and help Aurora grow within the local communities across Ireland. This partnership is designed to support Aurora’s mission of growing within local communities, particularly in Carlow and Kilkenny by sourcing top healthcare professionals to join their team.

Lynne McCormack (General Manager – FRS Recruitment) speaking on the partnership agreement:

“ FRS Recruitment are thrilled to partner with Aurora in this Recruitment Process Outsourcing (RPO) initiative. This collaboration allows us to leverage our recruitment expertise to help find and place the best talent in roles that are crucial to supporting people with intellectual disability and complex needs. Our shared commitment to improving the quality of support and creating inclusive opportunities makes this partnership especially meaningful. Together, we aim to make a positive impact on the lives of those people Aurora support .”

Aine Forde (HR Manager – Aurora) Speaking on the Partnership Agreement: " Aurora Enriching Lives, Enriching Communities based in Kilkenny are delighted to partner with FRS in this RPO initiative to assist with our recruitment needs in Carlow and Kilkenny. We aspire to attract the best health care professionals to our organisation resulting in the highest quality of service possible to the people we support and know that FRS have the proven track record to help us achieve this"

FRS Recruitment is one of the leading recruitment businesses operating in Ireland. They have 10 offices nationwide, with locations in Dublin, Cork, Galway, Tipperary, Limerick, Kerry, Kilkenny, Offaly, Cavan and Portlaoise. A 100% Irish business, FRS Recruitment is a proud part of the FRS Co-Op.

FRS Recruitment Annual Leave Report 2024

Fri, 23 Aug 2024 09:53:13 GMT

How do we take our annual leave?

4 Out of 10 People Admit They Didn't Take All Their Holidays Last Year
1 in 5 didn’t use up a week’s annual leave or more
Foreign travel and domestic travel most common reasons for taking leave
1 in 4 people say the longest break they took was less than a week

More than 4 out of 10 people (42%) did not make full use of their full holiday entitlements last year, according to research on annual leave undertaken by FRS Recruitment.

Almost 1 in 5 people (19%) did not take 5 days of annual leave or more, which in business terms represents a week’s leave. 15% of people said they did not take 4 days, 17% had 3 days which went unused, 19% did not use 2 days of leave and 3% had 1 day’s holidays remaining.

The FRS Recruitment Annual Leave Report also found that almost 1 in 2 people (48%) said they used their annual leave for domestic travel last year, the most common reason cited. 46% used it for foreign travel, 15% for family reasons, 9% for personal reasons and 4% due to illness.

For one in four people (24%), the longest period of annual leave they took was less than a week. 38% stated their longest break was 2 weeks, 33% took no longer than 1 week, while 5% took more than 2 weeks’ leave.

Before taking annual leave, giving two week’s notice was the most common requirement with 46% saying that is the period of advance warning they need to give their employers. 38% must give one month’s notice, 12% can give one week or less and 4% say they must provide notice in excess of a month.

Over 3 out of 10 people (31%) also say their annual leave is lost if it goes unused, while a similar number say it is carried over into the following year (30%). A further 1 in 4 (27%) receive payment in lieu for unused leave.

In terms of other types of leave, sick leave was the most common other form of leave used last year with 4 out of 10 people (41%) making use of this entitlement. 35% made use of parental leave, 35% care leave, 33% maternity/ paternity leave, 7% study leave and 7% due to a bereavement.

Almost 6 out of 10 people (58%) say they would be in favour of their employer introducing unlimited annual leave, while a majority of people (56%) would also be favour of a 4 day working week, even if it impacted on their salary.

A total of 1,886 people took part in the survey used to compile the FRS Annual Leave Report. FRS Recruitment is one of Ireland’s leading recruitment agencies with 10 offices nationwide. They are part of the multimillion euro social enterprise co-operative, FRS Co-Op .

Speaking about the research, Lynne McCormack, General Manager with FRS Recruitment said, “After salaries, holidays and annual leave entitlements are arguably one of the main points of negotiation between employees and employers. Yet despite their importance, an increasing number of these sought after days of leave are going unused by employees. Of even greater note is the number of holidays that people are not taking. 1 in 5 of us say they did not take 5 days or more leave last year. Effectively that’s a week of holidays going unused.

“Not taking their annual leave may suit some people, perhaps they receive payment in lieu or wish to carry over their leave to the following year. However more than 3 out of 10 people say they lose any days which go unused.

“When we do holiday, it is also interesting to see the length of breaks we take. The most popular choice is a maximum of two weeks in one go, which was taken by 4 out of 10 people last year. Yet for 1 in 4 people, their longest break was less than one week.

“In FRS Recruitment we have also seen an increasing number of candidates and employers exploring the possibility of implementing ‘unlimited leave’ policies. Almost 6 out of 10 people would like to see such a policy introduced by their employer. A majority of people would also be interested in a 4 day work week, even if it had an impact on their salaries. These findings are particularly interesting in the context of the high percentage of people who didn’t use their annual leave last year.

“Holidays and leave are such an important part of professional life these days. They play a key role in maintaining work/ life balance and in how we manage the many demands on our time outside of work. So it is fascinating to get a larger picture of how leave entitlements are managed by people around the county and the implications this may have for employers and employees alike,” Ms. McCormack concluded.

Your Ultimate Guide to Relocating to Ireland as a Doctor: Frequently Asked Questions

Thu, 22 Aug 2024 14:06:56 GMT

Are you a Doctor considering a move to Ireland?

At FRS Recruitment, our Doctors team speciali s es in assisting medical professionals from around the world with their relocation to Ireland. Below, we’ve answered some of the most frequently asked questions to help you navigate the process smoothly.

How Long Will It Take to Find a Job in Ireland?

Ireland offers two primary rotations for doctors: July and January. We recommend starting your application process three to four months before these rotation start dates. However, timelines can vary. Depending on your level of experience and the demand for your specialty, the process could take anywhere from two weeks to three months.

Do I Need to Pass an English Language Exam?

Yes, all doctors must meet English language requirements, even if they hold professional memberships. The only exceptions are for those who qualified and completed their internships in Ireland, the UK, the US, Canada, Australia, or New Zealand.

You’ll need to pass either the Academic IELTS or the OET. The acceptable scores are:

IELTS: Overall 7.0 with a minimum of 6.5 in each category
OET: B or higher in all areas

Is Irish Medical Council Registration Required?

Yes, you must have active registration with the Irish Medical Council to practice as a doctor in Ireland. While our team is happy to assist you at any stage of the process, your registration must be completed before you begin your employment.

Which Type of Irish Medical Council Registration Should I Apply For?

Most doctors we recruit opt for general registration, which is faster, simpler, and more cost-effective. It is suitable for all roles except for Consultant positions. If you’re aiming to work as a Consultant in Ireland, you’ll need specialist registration, which is more challenging to obtain if you qualified outside of the EU. If you’re unsure, our recruiters can guide you on the best route to take.

Can I Work as a Consultant in Ireland if I’m Already a Consultant in My Country?

While many doctors start at a non-Consultant level for their first six months in Ireland to gain experience, some high-demand specialties may consider Consultants without Irish experience. Speak with one of our expert recruiters to determine the best pathway for your career.

Can My Family Join Me in Ireland?

Yes, your immediate family—spouse and dependent children—can accompany you. Our compliance team will assist with work permits and visas once you have secured a job offer.

What Salary Can I Expect?

Non-Consultant Hospital Doctors (NCHDs) in Ireland can expect a basic salary ranging from €45,558 to €68,282 (based on 2021 public sector scales). However, many doctors earn significantly more through overtime, on-call duties, and working weekends or public holidays. A mid-career doctor can typically earn around €100,000 gross per annum.

What is the Taxation System Like in Ireland?

For details on Ireland's taxation system, you can find more information here . There are several online tax calculators available to help estimate your net income.

What Should I Include on My CV?

Your CV is a crucial part of your job application. Ensure it includes the following:

Personal Details: Full name, address, email, and contact number
Educational History: A chronological list of all formal education
Professional Body Membership/Registration: Including your IMC registration number and type
Career History: A detailed account of your employment history
Clinical Skills and Training: A list of your clinical competencies and completed training
Referees: Professional referees with their job title and work-based contact information

If you’re not confident in your CV, send it to us for feedback.

What Documents Should I Submit?

In addition to your CV, please send us copies of your passport, police clearance, English language results, IMC certificate, and letters of recommendation if available.

What is the Interview Process Like?

FRS Recruitment provides personalised interview preparation with one of our experienced recruiters. We’ll ensure you’re ready for the interview by checking your technology setup, familiarising you with the hospital and position, and prepping you for typical interview questions. We also schedule the interview and gather feedback afterward.

Do I Have to Pay FRS for Finding Me a Job?

No, our services are free for doctors.

What Paperwork is Required for Moving to Ireland?

Once you’ve accepted a job offer, our dedicated compliance team will guide you through the documentation process, tailored to your specific situation. We assist with all aspects of your relocation, including travel and documentation advice.

Do Hospitals Offer Accommodation or Relocation Allowances?

Generally, doctors are responsible for their own accommodation and travel expenses. Please check with FRS Recruitment for the latest guidelines and potential costs.

For more information, or to start your journey to Ireland, contact our Doctors team at info@frsrecruitment.com .

Our Expert Team of Medical Recruiters

Life after the Leaving Cert - Advice from FRS Recruiters on what to do next

Thu, 22 Aug 2024 12:53:10 GMT

Right now, it may seem as though the Leaving Cert results is the most important period of your life and that the results will define your career. However, you will soon realise this perception couldn’t be further from reality! Whether you got the results you needed or not, it is your ambition that will get you where you want to be.

We asked FRS Recruiters some who did their leaving cert not too long ago and others well lets just it wasn't today or yesterday, what they wish they knew then and how important a Leaving Cert is for their sectors:

What to do if you score poorly- Do you need to repeat?

"I know there will be a lot of students disappointed not to get the points to study Medicine. It is an onerous task to achieve such high scores. My advice would be that it is still possible. So many of the Doctors that I recruit have done another degree first and then gone into Graduate Entry Medicine. I have seen people with degrees from Art to X-ray and everything in between. Another popular option is to study in central Europe. Most careers are the same, there is always a back door. Don’t be disheartened, this is only the beginning of your journey!" Emma Fenton – Doctors Team

"The most important thing to remember is that there is more than one route to all employment. A BA plus post grad qualification could be another route to becoming a teacher. A science degree and GEMS (graduate entry medical school in UL) is another route to medicine. If you have no clear idea of what you want to do, a year working can focus your thoughts and expose you to different careers. Don't panic! your life and your happiness will not be defined by this exam. If you don't get the course you want in Ireland it is also possible to study through English in other EU countries." Eithne Vaughan Witts – Healthcare & Medical

"Repeating your Leaving Cert depends if you have your heart set on a career that needs a certain amount of points. Only you can answer that question, but from my experience if you want a role and you have passion and commitment, what is for you won’t pass you by. There are however, plenty of other avenues to take including PLC courses to get you into the field of study that you want". Maria Weafer, Business Support Manager

Would you recommend a PLC course before starting a degree?

"If you’re in two minds about what you want to study after school, I would encourage you to do a PLC course, or take a gap year, allowing you more time to consider. Selecting a college course is a big life decision and personal commitment. Leaving school, you’re very young and naïve. Everyone grows and evolves with age, and your interests change as the years go on. I wouldn’t recommend applying to a course you’re in anyway unsure of because you’ll only end up dropping out! There’s no rush" Sarah-Anne Fitzgerald , Marketing Executive.

Would you recommend doing a gap year or gaining real life work experience.

"If you feel it’s right for you, do it. The most important thing is if you know what you want, doors will open. Don’t worry if you don’t know right now, as there is fun in finding out along the way. You have a life of work and most people change careers a number of times before finding what they love to do. Never turn down an opportunity to work, whether it’s in a field of interest or not, there is always learning to be had. Most people fall into employment, not for having the skill of the job but having the skill to interact with peers. The more practice you have the better." Maria Weafer , Business Support Manager.

Which is more valuable, work experience or a degree?

"Indeed, there are different factors at play when we consider this question e.g. what type of a role is it, how specialised is this particular role, what is the industry/sector etc. If we look at trades for example, they offer the best of both worlds, with 50/50 split between education and on the job work experience. Therefore, I would suggest a combination of both will offer the strongest value. It can also be suggested while completing your degree you can potentially work part time, or complete work experience as part of the course. This helps builds your softer skills in terms of interpersonal, communication, team work and much more - which you can use to your advantage in the future" Gerard Farrell – Agri

"In the pharmacy sector, it is degrees and masters all the way. Even to be a technician, you must have a recognised qualification. However some pharmacies will take a candidate on as an OTC (Retail Assistant) and they can do the Technician qualification through the pharmacy.

In the retail sector, it is both education and work experience, but often work experience (and personality) can be more important than the qualification itself, unless it specifies. It can be easier to work your way up to the top in the retail sector, with many Managers often working their way up from being a Sales Assistant." Brian Mahon - Pharmacy & Retail.

The Leaving Cert, is it the be all or end all?

"Remember the Leaving Cert Result Day is only one milestone of your life. It will be the beginning of a great future. Even if you did not get the right points for your preferred course, it will open other windows of opportunity for you. You may end up studying something different or doing what you really wanted through a ‘back-door’ way. Whatever you study, there will always be time to study something different in the future. There has never been a better time to do different post grad courses and further education. Life is about continuous learning and reinventing yourself and your career. I should know, I did!" Brian Mahon - Retail and Pharmacy.

"I would suggest the Leaving cert is one of the many spokes of the wheel that is your future educational endeavours. When I first done my leaving cert back in 2007, I felt that it was make or break time in terms of my future career path, which couldn’t have been further from the truth. Indeed, our educational systems is designed to allow people to start at the bottom and work there way to the very top. It is also quite flexible and it is not uncommon for students to pursue a level 5/6/7/8 in one discipline and to then pivot to another at a later stage. Outside of the educational system there are so many opportunities for you; if you prefer to go straight in the job market and do further education at a later stage for example, or maybe pick up a trade. Ultimately I would advise you listen to yourself and don’t be afraid to make mistakes - There is no such thing as a bad option as all will benefit you in the long run" Gerard Farrel l – Agri

Still unsure what to do? Temporary employment is a perfect way to try different things and challenge your different skills. Check out our temporary roles here.

Discover Exciting Job Opportunities in Cork with FRS Recruitment

Wed, 21 Aug 2024 14:19:51 GMT

Latest Jobs in Cork.

Are you seeking fresh career prospects in Cork? FRS Recruitment, Ireland's leading recruitment agency, offers an array of job opportunities across various sectors. As the job market evolves, Cork stands out as a hub of growth and innovation, attracting talent from all over the country. In this blog, we'll explore the job opportunities available in Cork and how FRS Recruitment can help you find the perfect role.

Why Cork is a Top Destination for Job Seekers.

Cork has consistently been recognised for its thriving economy and vibrant job market. According to our Employment Insights Report 2024 , Cork continues to be a key player in Ireland’s employment landscape, with significant opportunities in sectors such as technology, healthcare, finance, and engineering. The city’s robust infrastructure, coupled with its strong community spirit, makes it an ideal location for both seasoned professionals and those starting their careers.

Key Sectors with Growing Job Opportunities

Technology : Cork is rapidly becoming a tech hub, with numerous multinational companies establishing operations here. From software development to IT support, the demand for tech talent is booming.
Healthcare: With a growing population, the healthcare sector in Cork is expanding. There are ongoing opportunities for nurses, doctors, and healthcare administrators.
Finance : Cork’s financial services sector is thriving, offering roles in banking, accountancy, and financial analysis.
Engineering: With continuous investment in infrastructure and renewable energy projects, engineers in various disciplines are in high demand.

How FRS Recruitment Can Help You

FRS Recruitment has a dedicated team of consultants who specialise in placing candidates in top roles across Cork. Whether you are looking for a permanent position or temporary contract, FRS Recruitment offers personalised support to match you with the right employer.

Explore current job listings in Cork on FRS Recruitment’s Cork Jobs Page . Here, you'll find a wide range of vacancies that suit your skills and career ambitions.

Conclusion

Cork offers an abundance of job opportunities for professionals across various sectors. With the backing of FRS Recruitment, you can navigate the job market with confidence and secure a role that aligns with your career goals. Stay ahead of the competition by partnering with a recruitment agency that understands the local market dynamics.

To explore the latest job opportunities in Cork, visit FRS Recruitment’s Cork Jobs Page today.

8 Essential Tips for Excelling at Job Interviews

Tue, 20 Aug 2024 13:45:23 GMT

Tips for excelling your interview

Navigating through the process of interviewing for a new position can often feel like a daunting journey. To help ease the anxiety and ensure you present yourself in the best possible light, we've compiled eight top tips:

Know your CV inside out: Take the time to thoroughly familiarise yourself with every aspect of your CV. Create a detailed outline, recalling your academic subjects, projects (especially if you're a recent graduate), and key achievements. Be prepared to discuss the technologies you've utilised in each role and any notable accomplishments, particularly regarding the introduction of new technologies to your team.

Analyse the job spec: Break down the job specification and gather relevant examples from your own experience that align with each requirement. Research any unfamiliar technologies mentioned and demonstrate your eagerness to learn them. Highlight instances where you've quickly adapted to new technologies or systems in previous roles.

Research the company: Spend time delving into the company's website and familiarise yourself with their products, number of employees, and key facts about their operations. Show genuine interest in the company during the interview by referencing your research and expressing your enthusiasm for the opportunity to contribute long-term.

Prepare yourself: Plan your attire well in advance of the interview date. Ensure your outfit is clean and pressed, avoiding casual attire like jeans and hoodies. Give yourself plenty of time to get ready on the day of the interview to minimise stress.

Prepare your mindset: Focus on highlighting your strengths and positive attributes during the interview. Avoid fixating on any perceived shortcomings in the job specification. Take time each day leading up to the interview to cultivate a positive mindset and boost your confidence.

Plan your route: Familiarise yourself with the interview location by visiting it beforehand. Identify the exact building and factor in extra time for potential traffic or unexpected delays. Consider stopping by a nearby coffee shop to refresh yourself before the interview.

Avoid common pitfalls: Steer clear of discussing salary during the interview, arriving late, or dressing inappropriately. Maintain a professional demeanour throughout the interview and refrain from using foul language or speaking negatively about previous employers.

Make a connection: Remember that building rapport with your interviewers is crucial. Companies often value candidates who are a good cultural fit, sometimes even creating roles specifically for them. Emphasise your interpersonal skills and enthusiasm for becoming an integral part of the team.

Looking to embark on your next career opportunity? Explore our latest job vacancies at FRS Recruitment to find your ideal fit!

Navigating the Irish Job Market: Essential Tips for a Successful Job Search

Wed, 14 Aug 2024 11:07:56 GMT

Job Searching Tips in the Irish Market

Searching for a job in Ireland can be a challenging task, especially in a competitive market. Whether you’re a recent graduate or an experienced professional, following a structured approach can significantly improve your chances of landing the right job. Below, we explore the right way to search for a job in Ireland, outline key steps to follow, and offer tips to make the process easier.

What is the Right Way to Search for a Job?

The key to an effective job search in Ireland is research and preparation. Start by identifying industries and companies that align with your skills and career goals. At FRS Recruitment we offer comprehensive job listings and insights into various sectors, helping you understand the demands and opportunities available. Tailor your CV and cover letter to highlight relevant experiences, and don’t forget to leverage your LinkedIn profile to connect with industry professionals.

What are the 3 Steps for a Successful Job Search?

Networking : Building a strong network is crucial. Attend industry events, engage with professionals on LinkedIn, and don’t hesitate to reach out to recruiters at FRS Recruitment for advice and job leads.
Targeted Applications : Focus on quality over quantity. Apply to positions that match your qualifications, and tailor each application to the specific job description. This approach is more effective than sending out generic applications.
Interview Preparation: Practice common interview questions, research the company, and be ready to discuss how your skills can add value. Preparing thoroughly for interviews can set you apart from other candidates.

What are the Six Steps to the Job Search?

Self-Assessment: Understand your strengths, weaknesses, and career aspirations.
Research: Explore industries, companies, and roles that fit your profile.
Networking : Connect with professionals and recruiters.
Application: Tailor your CV and apply to suitable roles.
Interview Preparation : Practice and prepare for interviews.
Follow-Up: After interviews, send a thank-you note and express your continued interest.

How Can I Make Finding a Job Easier?

Partnering with a recruitment agency like FRS Recruitment can streamline your job search. We offer personalised guidance, access to exclusive job listings, and industry expertise, making the process more efficient and less stressful.

Discover the Latest Jobs in Dublin

Fri, 26 Jul 2024 12:15:05 GMT

Top Recruitment Agency in Dublin | FRS Recruitment

As one of the leading recruitment agency in Dublin, FRS Recruitment has you covered! With over 35 years of experience in the recruitment industry, we are your go-to agency for finding the perfect job in Dublin. Whether you're a recent graduate, a seasoned professional, or someone looking to make a career change, we have opportunities that cater to all skill levels and industries.

Why Choose FRS Recruitment when looking for jobs in Dublin?

Extensive Job Listings in Dublin : We offer a diverse range of job opportunities in Dublin, from IT and finance to healthcare and engineering. Our extensive network of employers ensures that we have the latest and most sought-after positions.
Expert Recruiters in Dublin : Our team of experienced recruiters provides personalized support to match your skills and career goals with the right job. We are committed to helping you succeed.
Local Insights: As a Dublin-based recruitment agency, we have in-depth knowledge of the local job market. We understand the unique demands and opportunities in the Dublin area.

Top Industries Hiring in Dublin

Information Technology (IT) : Dublin is a tech hub with numerous opportunities in software development, cybersecurity, data analysis, and more.
Finance: The city is home to many leading financial institutions offering roles in banking, accounting, and financial analysis.
Healthcare : From nursing to specialised medical positions, Dublin’s healthcare sector is always in need of skilled professionals.
Engineering: There is a growing demand for engineers in various fields, including civil, mechanical, and electrical engineering.

How to Apply for Jobs in Dublin with FRS Recruitment

Browse Our Job Listings: Visit our website and explore the latest job opportunities in Dublin. Use our search filters to narrow down your options based on industry, experience level, and location.
Submit Your CV : Upload your CV to our database. Our recruiters will review your profile and match you with suitable positions.
Personalised Consultation: Once matched, you'll have a one-on-one consultation with one of our recruiters to discuss your career goals and the job opportunities available.
Interview Preparation: We provide interview preparation and tips to help you make a great impression on potential employers.
Job Offer and Placement: After a successful interview, we'll assist you with the job offer process and ensure a smooth transition into your new role.

Ready to take the next step in your career? FRS Recruitment is here to help you find the best jobs in Dublin. Visit our website today to explore our job listings and submit your CV. Your dream job is just a click away! Search for our latest jobs in Dublin today to start your job search. Follow us on social media for the latest job updates and career advice.

FRS NETWORK REBRANDS AS FRS CO-OP

Tue, 23 Jul 2024 12:44:11 GMT

Currently employs 2,000 people across the group.

Annual turnover of circa €100 million.

Providing local and national expertise for over 40 years.

FRS, the multimillion euro social enterprise co-operative with operations and multiple business units located all across Ireland, has announced it is rebranding as FRS Co-Op.

Headquartered in Roscrea, Co. Tipperary and previously known as FRS Network, the Co-Op is active in every town and village across the country.

It currently employs 2,000 people across the group, with an annual turnover of circa €100 million. Originally founded in 1980, FRS Co-Op has expanded over the years to now include several nationally renowned businesses working across employment, fencing, government and training. These include:

FRS Recruitment – One of Ireland’s leading recruitment agencies, which advertised a total of 88,964 job opportunities around the country last year. These were managed by their 100 members of staff operating out of 10 different office locations around the country.
FRS Training – Has provided over 100,000 training courses over the last 40+ years. FRS Training are market leaders in providing health and safety, construction, agricultural, horticultural, leadership & professional, employment preparation and eLearning training across all sectors and in every county of Ireland.
Turas Nua – Delivers National Employment Services in thirteen counties across Ireland, as well as the Local Area Employment Services for Laois and Offaly. They have helped over 60,000 long term unemployed people to secure jobs and provided 614,000 training sessions to prepare people for the needs of the modern jobs’ market.
WrkWrk – Helps employers to quickly and easily fill temporary job openings. Their mission is to make shiftwork work for everyone. This has seen 27,340 shifts filled through WrkWrk over the last four years.
Herdwatch – Is a leading farm management app and software in Ireland, the UK and North America, used by over 22,000 farmers managing over 3 million animals on a daily basis.
FRS Fencing – Ireland’s largest fencing provider employing over 100 people nationally. The fencing solutions they provide cover agricultural and equestrian, industrial and security, residential, sports and DIY fencing. They also operate 17 fencing stores around the country. In 2023 they delivered 2.5 million metres of fencing for their customers.
FRS Farm Services – Employs 1,000 people, who are supporting over 2,000 farms across Ireland.
FRS Contract Services – Manages contracts for government, industry, semi-state and commercial for sectors including environmental, quality assurance and agtech.

Speaking about the rebrand, Colin Donnery, Group CEO of FRS Co-Op said, “This is an exciting time for FRS Co-Op, as we set out to build on the considerable achievements we’ve made over the last 40+ years. Since it was formed in 1980, co-operation with our colleagues and neighbours has been central to everything we do in FRS. We’ve always had deep roots in our local communities. We know that we grow better together, a belief that is ingrained in everything we do. That is why we wanted the co-op aspect of our business to be more prominent in our new branding.

“As we look to the future of the business, those ideals will continue to be our key strength. Our mix of local and national experts, combined with an eye on innovation, allow us to work effectively with communities we live in and the businesses we work with. Whether it is through recruitment and employment support, through training, through innovative agri technologies or services, we believe FRS Co-Op is a business which exists to make a difference.

A positive difference to the lives of those who work for us, who work with us and to the communities in which we all live. As we move forward under our new FRS Co-Op brand, we expect to see those contributions shine through even brighter in the years ahead,” Mr. Donnery concluded.

Master Your CV: A Guide to Making a Lasting Impression

Thu, 18 Jul 2024 13:40:33 GMT

Your CV is more than a summary of your job history; it's a personal advertisement, a ticket to your next career opportunity. Here's how to make it count:

Here's how to make it count:

Understanding CV Types: Knowing whether to use a Chronological or Skill-based CV is crucial. The former lists your history in order, ideal for those with a linear career path. The latter, emphasising specific skills, suits those targeting niche roles or with diverse experiences.
Content: The Heart of Your CV: It's vital to include relevant work experiences, academic qualifications, and key achievements. Personal goals can also be included to show ambition and direction. However, every piece of information should add value and be tailored to the job you're applying for.
The Power of Words: Your choice of words can make or break your CV. Clear, concise, and error-free language creates a professional image. Use action verbs and quantifiable achievements to create impact.
Professional Layout: The visual appeal of your CV matters. A clean, professional layout with well-organised sections makes it easy for employers to find the information they need.
Optimal Length and Structure: A well-structured CV is typically no longer than 2 pages. Organise it under clear headings: Personal Details, Education, Work Experience, Achievements, Skills & Training, and Hobbies/Interests. Remember, relevance is key.
Tailoring Your CV: Customise your CV for each job application. Highlight the experiences and achievements most relevant to the position. Show how your background makes you the ideal candidate.
Effective Formatting: Use bullet points for clarity. A unique but professional font colour for headings can help your CV stand out without being overbearing.
The Complete Package: Your CV is part of a bigger picture. Ensure it aligns with your online professional profiles and is complemented by a strong cover letter.
Review and Feedback: Before finalising your CV, get feedback from mentors or professionals in the field. Their insights can be invaluable.
Continuous Improvement: Treat your CV as a living document. Update it regularly with new skills, experiences, and achievements.

This guide aims to empower you to create a CV that not only showcases your skills and experiences but does so in a way that captures the attention of recruiters and hiring managers.

A well-crafted CV is a critical step in opening doors to new career opportunities.

If you're looking for a career change and want some one-to-one expert advise to help master your CV, reach out to one of our expert Recruiters and register here.

Rethinking Job Benefits: Beyond Free Parking and Work Devices

Thu, 18 Jul 2024 13:36:03 GMT

Retaining top talent requires more than just a competitive salary

In today's competitive job market, attracting and retaining top talent requires more than JUST a competitive salary. Employers often tout perks like free parking, a work phone, and laptop or the statutory holidays as part of their benefits package. However, these standard offerings may no longer hold the same appeal for job seekers. Let's explore why these benefits fall short and offer alternatives that can truly make a difference in employees' lives.

Free Parking:

While free parking may seem like a convenient perk, it's becoming less relevant in an era where remote work and alternative transportation options are increasingly popular. Many employees prioritise flexible work arrangements over the convenience of parking, especially in urban areas where parking can be limited or expensive.

Alternative: Instead of focusing on free parking, employers can offer commuter benefits such as public transportation subsidies, bike storage facilities, or remote work options. Providing flexible commuting options demonstrates a commitment to sustainability and employee well-being.

Work Phone and Laptop:

In today's digital age, employees often expect to receive a work phone and laptop as standard tools for performing their jobs. While these devices are essential for productivity, listing them as benefits may come across as outdated or uninspiring. Most professionals already own personal devices and may not see an additional work device as a significant perk.

Alternative: Rather than emphasising the provision of work devices, employers can highlight technology-related benefits that add value to employees' work experience. This could include opportunities for professional development in technology skills, access to cutting-edge software or tools, or a technology stipend or discounts for other businesses that allows employees to upgrade their personal devices.

Standard Holidays:

Listing standard holidays as a benefit when it is required by law does little to differentiate an employer from its competitors. While paid time off is essential for work-life balance and is required by law in most countries, job seekers are often looking for additional perks that enhance their overall quality of life and well-being.

Alternative: Instead of solely focusing on standard holidays, employers can offer flexible time-off policies that empower employees to prioritise their personal and family commitments. This could include a sick pay scheme, paid parental leave, or the option to buy or sell vacation days. Flexible time-off policies demonstrate trust in employees and promote a healthy work-life balance.

In conclusion:

While free parking, a work phone, and laptop may have once been considered attractive benefits, they no longer hold the same appeal for today's job seekers. Employers should focus on offering benefits that align with employees' evolving needs and priorities, such as flexible commuting options, technology-related perks, and innovative time-off policies. By rethinking their benefits package, employers can better attract, retain, and motivate top talent in a competitive job market.

Looking to Add Talent to Your Workforce?

At FRS we offer efficient recruitment solutions, saving time and resources while ensuring top-quality hires. We have been placing talented people into jobs since 1980. Relax, focus on business, and allow us to deliver the talent you need to ensure your business excels.

Top Skills Needed for a Career in Irish Banking

Thu, 18 Jul 2024 13:29:29 GMT

High Demand for Skilled Professionals in the Irish Banking Sector

As the Irish banking sector continues to evolve, the demand for highly skilled professionals is on the rise. According to insights from a leading recruitment agency, there are specific skills and qualifications that aspiring banking professionals need to secure a successful career in this dynamic industry. Here, we outline the top competencies sought by Irish banks.

With technology playing an integral role in modern banking, proficiency in financial software and tools is indispensable. Familiarity with systems like SAP, Oracle Financial Services, and customer relationship management (CRM) platforms is highly valued. Moreover, expertise in data analytics and proficiency in tools such as Excel, SQL, and Python for financial modelling and analysis can give candidates a significant edge.

Irish banks are on the lookout for individuals who can analyse complex financial data, identify trends, and propose effective solutions. Analytical skills are crucial for roles in risk management, financial planning, and investment analysis. The ability to think critically and solve problems efficiently is a key attribute for various banking positions.

Effective communication is paramount in the banking industry. Professionals must convey complex financial concepts clearly and concisely to clients, colleagues, and stakeholders. Strong written and verbal communication skills are essential for customer service, sales, and relationship management roles. Furthermore, the ability to explain intricate financial matters in an accessible manner is critical for both client-facing positions and internal communications.

Given the highly regulated nature of the banking industry, a thorough understanding of relevant laws and regulations is crucial. Knowledge of regulatory frameworks such as the European Central Bank (ECB) guidelines, Anti-Money Laundering (AML) regulations, and the General Data Protection Regulation (GDPR) is indispensable. Certifications from the International Compliance Association (ICA) can significantly bolster a candidate’s qualifications.

In today’s competitive market, exceptional customer service is a top priority for banks. Professionals who can build and maintain strong client relationships, understand customer needs, and provide tailored financial solutions are in high demand. A customer-centric approach is particularly important for roles in retail banking, wealth management, and advisory services.

Effective project management and organisational skills are essential in the banking sector. Whether launching new financial products, implementing regulatory changes, or managing client portfolios, the ability to manage projects efficiently and meet deadlines is highly valued. Strong organizational skills and the capacity to handle multiple tasks simultaneously are critical for success.

Educational qualifications remain a vital component of a banking career. Most positions require a degree in finance, economics, business administration, or a related field. Additionally, professional qualifications such as the Chartered Financial Analyst (CFA), Certified Financial Planner (CFP), or ACCA (Association of Chartered Certified Accountants) can provide a competitive advantage.

The banking industry is continually evolving due to technological advancements and regulatory updates. Banks seek candidates who are adaptable and committed to continuous learning. Staying current with industry trends, pursuing further education, and obtaining relevant certifications demonstrate a candidate’s commitment to professional growth and adaptability.

A successful career in Irish banking requires a blend of technical expertise, analytical skills, strong communication abilities, and a customer-focused mindset. By developing these essential skills and obtaining relevant qualifications, aspiring banking professionals can position themselves as top candidates in this competitive field.

For those ready to take the next step in their banking careers reach out to Olivia Quinlan at FRS Recruitment to find out what your next step is!

The Latest AI Technologies in Summer 2024: What You Need to Know

Thu, 18 Jul 2024 13:20:49 GMT

Artificial Intelligence (AI) keeps getting better every year, and 2024 is no different.

New technologies are changing how we do things in amazing ways. Let's take a look at some of the newest AI technologies making headlines this year.

Generative AI Models: Creating More Than Just Text and Pictures.

Generative AI can make new content like text and images from scratch. In 2024, these models have become even more advanced. They can now create realistic videos, 3D models, and virtual reality scenes. This means we can produce new kinds of entertainment and interactive experiences more easily than ever before.
For example, AI can now make short films with characters and stories just by giving it a few instructions. This could change the way movies and videos are made, making it faster and cheaper to create content.

Neuro-Symbolic AI: Smarter Learning and Reasoning.

Neuro-symbolic AI combines two powerful methods: machine learning (which recognizes patterns) and symbolic reasoning (which uses logic to solve problems). This makes AI better at understanding and dealing with complex tasks.
This technology helps in areas like understanding language and controlling robots. Robots with neuro-symbolic AI can follow human instructions more accurately and perform complicated tasks more effectively.

AI-Powered Personal Health Assistants.

AI in healthcare has gotten even more personal and helpful in 2024. These new AI health assistants use your health data to give you personalized advice, spot health problems early, and even help with mental health.
Many of these AI assistants work with wearable devices that monitor your health in real-time. They can alert you to potential issues before they become serious, helping you stay healthier.

Quantum AI: Super-Fast Problem Solving.

Quantum AI combines quantum computing with AI to solve problems much faster than before. While still developing, this technology is starting to show real-world uses.
Quantum AI could help with things like discovering new medicines and improving financial models. As quantum computers get better, the potential applications will grow even more.

Autonomous AI Systems: More Than Just Self-Driving Cars.

Autonomous systems, or systems that operate on their own, have expanded beyond self-driving cars. In 2024, we have AI-powered drones for deliveries, autonomous ships for transporting goods, and even smart cities where AI manages resources like water and electricity. These systems use sensors and AI to make decisions without human help, improving efficiency and safety in many areas.

AI for Environmental Sustainability.

AI is also helping to protect our environment. In 2024, advanced AI models analyze satellite data to track things like deforestation and air quality. This helps scientists and policymakers make better decisions to fight climate change.
AI also helps industries become more sustainable by making their operations more efficient, reducing waste, and lowering carbon emissions.

Human-AI Collaboration Tools.

AI tools are becoming great partners in the workplace. In 2024, there are advanced AI assistants that help people work better by automating boring tasks, providing insights, and improving decision-making.
These tools understand what you're working on and offer useful suggestions. For example, AI in project management software can predict delays and suggest ways to stay on track.

Conclusion.

AI is rapidly advancing, and 2024 brings many exciting new technologies. From creating realistic videos to helping protect the environment, these advancements are changing our world. As AI continues to improve, it will make our lives easier and open up new possibilities for the future.

Benefits of Hiring Temporary Staff Through a Recruitment Agency

wow@shazamme.com (Default Author) — Fri, 21 Jun 2024 13:29:41 GMT

How FRS Recruitment Can Help With Your Temporary & Part-Time Staffing Solutions.

In today's fast-paced business environment, having a flexible workforce is essential. Whether you're a business owner or an HR professional, the ability to adapt to changing demands can make or break your success. That's where FRS Recruitment comes in. Specialising in temporary and part-time staffing solutions, FRS Recruitment helps businesses like yours stay agile and competitive.

The Growing Need for Temporary and Part-Time Staff

As the job market evolves, so do the needs of employers and employees. There is a growing trend towards flexible work arrangements, with many businesses turning to temporary and part-time staff to fill the gaps. This approach not only meets the demands of the modern workforce but also provides businesses with a range of benefits that enhance their operations and bottom line.

Benefits of Hiring Through FRS Recruitment

Access to a Vast Talent Pool

FRS Recruitment boasts an extensive database of qualified candidates, ensuring you find the right fit for your needs. Whether you require specialised skills or general support, our team can quickly match you with candidates who meet your criteria.

Cost Efficiency

Hiring temporary or part-time staff through FRS Recruitment can significantly reduce your recruitment and training costs. By avoiding the financial commitment of full-time salaries and benefits, you can allocate resources more efficiently and improve your overall cost management.

Flexibility and Scalability

Temporary and part-time staff offer the flexibility to scale your workforce according to your business needs. Whether you're facing seasonal demands or project-based workload increases, FRS Recruitment allows you to adjust your staffing levels effortlessly.

Expertise and Industry Knowledge

With years of experience in the recruitment industry, FRS Recruitment possesses deep insights into various sectors. Their expertise enables them to craft tailored recruitment strategies that align with your specific business requirements, ensuring you get the best candidates for the job.

Speed and Efficiency

Time is of the essence in recruitment, and FRS Recruitment excels in delivering quick and efficient hiring solutions. Their streamlined processes and dedicated team ensure that your vacancies are filled promptly, minimising downtime and maintaining productivity.

Reduced Risk

Hiring temporary and part-time staff reduces the risks associated with long-term employment commitments. It also provides an opportunity to evaluate staff performance and fit within your company culture before making any permanent hiring decisions.

Our Success

Many businesses have reaped the benefits of partnering with FRS Recruitment. From small enterprises to large corporations, satisfied clients consistently praise the quality and reliability of the candidates provided. These success stories are a testament to FRS Recruitment's commitment to excellence and customer satisfaction.

Reach out to us today

Ready to transform your workforce with temporary and part-time staff? Contact FRS Recruitment today to schedule a consultation and discover how they can help you achieve your staffing objective. Submit you vacancy HERE

FRS Recruitment Employment Insights Report 2024

wow@shazamme.com (Default Author) — Fri, 21 Jun 2024 13:28:04 GMT

More Than 1 in Every 2 Employees Headhunted in Last 12-Months

1 in 6 employees willing to move jobs for 10% pay rise, almost half for 20% hike.
Almost 6 out of 10 employers concerned about the economic outlook.
8 out of 10 employees have used AI in the workplace.
2 out of 3 people say housing has impacted how they manage their careers and 6 out of 10 employers say it is impacting their recruitment outlook.

More than 1 in every 2 employees (54%) have been headhunted in the last 12 months, according to a new survey conducted by one of Ireland’s leading recruitment agencies, FRS Recruitment. This is despite 6 out of 10 employers (58%) saying they are concerned about the economic outlook.

1 in 6 employees also say they are willing to change jobs for a pay rise of 10% or less, with the number willing to move rising to almost half of all employees (47%) if a salary increase of 20% is on offer.

The FRS Recruitment Employment Insights Report, also found most employees (54%) believe they are more likely to secure the wage they believe they should receive by changing jobs and more than half (51%) feel they are more likely to progress in their career by moving.

Staying with salaries, 51% believe their salary fairly reflects their current position, which is down from 57% in 2023 and 64% in 2022. However, while 6 out of 10 expect to receive a salary increase in the next 12 months, this level is lower than the 73% who felt they were due a raise when the same question was posed in 2023 and the 71% who felt that way in 2022.

Salary is also the reason most cited by employers for attrition in their workforces (29%), followed by the job itself (27%) and employees seeking a new challenge (25%). The majority of employers (56%) also say they are noticing more attrition amongst their workforce this year and that the suitability of candidates applying for vacancies has decreased (51%).

A total of 1,886 people took part in the survey behind this year’s FRS Recruitment Employment Insights Report, which was conducted in April and May. FRS Recruitment has been undertaking this research on an annual basis since 2009 to provide statistics on the changing trends and perspectives of Irish employees and their employers.

The growth of Artificial Intelligence (AI) is also being felt in the employment market, with 8 out of 10 employees saying they have used it in the workplace. Almost half of employees (47%) believe AI will impact or replace their job in the future, a figure which represents almost double the number who held that view when the same question was posed 12 months earlier (26%).

Those most likely to be using AI in the workplace were in the Education and Training (84%), Hospitality and Tourism (84%) or Agriculture, Farming and Agri-Food (83%) sectors. The lowest usage of AI in the workplace was reported amongst those working in IT (72%), Professional Services (69%) or Pharma and Medical Devices (61%).

When it comes the future job impact of AI, those in the IT sector expressed the most concern (64%), followed by Pharma and Medical Devices (52%) and Education and Training (51%). Least worried about AI impacting or replacing their jobs were in Professional Services (43%), Hospitality and Tourism (44%) or Retail as well as Manufacturing and Supply Chain (45%).

Staying with technology and more than 1 in 2 people (51%) have personally experienced cyber security issues in the previous 12 months such as hacking, phishing or scamming. On the employers’ side, 4 in 10 employers say their organisation has experienced phishing in the last year, 3 out of 8 organisations (37%) have been subjected to identify theft, 37% have experienced scamming and the same number have dealt with hacking (37%). While 35% of employers also say their organisation has dealt with malware or virus threats in the last year.

Almost 6 out of 10 employers (58%) say that housing issues are impacting their recruitment outlook. The housing situation is also affecting the jobs’ market from the employees’ perspective, with 2 out of 3 people saying it has impacted on how they have managed their careers. 23% say they stayed in a job for housing reasons and another 23% say they didn’t apply for a particular role due to accommodation concerns. While 1 in 5 (19%) actually applied to a particular job because of housing.

The broader economic outlook is also concerning employers, with almost 6 out of 10 (58%) admitting it is impacting their hiring activity. This economic uncertainty seems to be impacting employees too, with 47% saying they fear for their job security, up from 37% who were concerned in 2023. Additionally, less than half of employees (49%) believe they would secure a new job within 3 months or less, which is significantly below the 76% of employees who felt they could secure new employment in that timeframe when asked in 2023.

While only 35% of employees believe there will be more job opportunities for them in 2024, down from 49% who felt that way last year.

When seeking a new role, almost half of people (47%) believe employers can improve their hiring process by being upfront about salaries, while 45% would like to see an easier job application process adopted and 44% want clearer job advertisements. More than 6 out of 10 (62%) say the lack of salary information has put them off from applying for a job.

Finally, 1 in 4 people (25%) are in their first year with their current employer, while only 4% have been with their employer for 10 years or more.

Speaking about the research, Lynne McCormack , General Manager with FRS Recruitment said, “What comes through in this year’s survey is how the state of the economy is influencing attitudes within the jobs’ market at present. While the most obvious expression of that is the 6 out of 10 employers who say the economic outlook is impacting their recruitment activity, it can also be seen in the employee perspectives this year. The number of employees who fear for their job security is up from last year, fewer believe there are more job opportunities available and the number who believe they would secure a new job within a 3 month period is also down compared to the 2023 figures.

“Not unrelated, is the greater focus on remuneration. Salaries are the most common reason cited by employers for attrition in their workforces and they also acknowledge they are noticing more attrition amongst their workforce this year. Compared to last year, the number of employees who believe they receive the salary they deserve is down and fewer expect to receive a pay rise in the next 12 months.

“Salary concerns are clearly a driving force in the market, with as many as 1 in 6 employees willing to switch jobs for a 10% increase and almost half being willing to move for a 20% rise. With over 1 in 2 employees also saying they have been headhunted in the last year, this is something employers would be wise to pay attention to. Employers being more proactive in their hiring approach also aligns with the difficulties they are experiencing in finding the right personnel, with employers noting a drop in the suitability of candidates over the last 12 months.

“The workplace is also increasingly being impacted by the use of AI. 8 out of 10 people now say they have used AI in their workplaces and the number of employees who say AI will impact or replace their jobs in the future has almost doubled in the past year. It is also notable how many people and workplaces have been impacted by cyber security issues during the last 12 months and how these issues are becoming of increasing concern to employers.

“With attention on salaries becoming even greater in the current market conditions, employers may also wish to consider how they design their job postings. Almost half of people believe employers could improve their hiring processes by being more upfront about salaries, while more than 6 out of 10 people say they have walked away from a job opportunity because the salary information wasn’t provided,” Ms. McCormack concluded.

FRS Recruitment is one of the leading recruitment businesses operating in Ireland. They have 10 offices nationwide, with locations in Dublin , Cork , Galway , Tipperary , Limerick , Kerry , Kilkenny , Offaly , Cavan and Portlaoise . A 100% Irish business, FRS Recruitment is a proud part of the FRS co-op.

FRS Recruitment Team Day 2024

Thu, 13 Jun 2024 13:55:00 GMT

On a bright and bustling morning on June 5, staff from FRS Recruitment gathered at the picturesque Fota Resort in Cork for a day of reflection, learning, and coming together. The annual team day, a much-anticipated event in the company's calendar, kicked off with an air of excitement as employees from all corners of the country convened for a memorable experience.

A Year in Review: Setting the Stage for Future Success

The day's formal proceedings began with an inspiring address from Lynne McCormack, General Manager of FRS Recruitment. McCormack's presentation provided a comprehensive overview of the company's performance over the past twelve months, highlighting significant achievements and milestones.

Her address celebrated the unwavering commitment of the staff to both clients and candidates, emphasising the pivotal role each employee plays in driving the company's success. Looking ahead, McCormack shared insights into the strategic direction FRS Recruitment is poised to take as it approaches 2025, setting an ambitious yet attainable vision for the future.

Following McCormack, CEO Colin Donnery took the stage to share his reflections on the evolving recruitment landscape. Drawing from his extensive experience, Donnery underscored the importance of maintaining strong connections with customers, a cornerstone of FRS Recruitment's philosophy. He painted a vivid picture of the industry's transformation over the past two decades, offering valuable perspectives on how FRS Recruitment has adapted and thrived.

Panel Discussion: Insights and Experiences from the Frontline

One of the highlights of the morning session was a dynamic panel discussion led by Donnery. The panel featured four distinguished employees: Renata Ryan, Team Leader of the Nursing Division; Niall O'Connor, Client Relationship Manager in the IT team; Feargus Young, Principal Recruitment Consultant in the Food and Electronics sectors; and Aoife Kelly, Senior Recruitment Consultant for temporary staff in the Commercial and Industrial sectors.

Each panellist shared personal anecdotes and professional insights, delving into the nuances of working in recruitment. Their discussions provided valuable lessons on best practices and common pitfalls, offering a rich tapestry of experiences for the audience to learn from.

Growth Mindset: A Workshop with John Counihan

After a brief intermission, the team reconvened for an enlightening session with guest speaker John Counihan of Alchemy Consulting . Counihan's workshop focused on the concept of 'growth' versus 'fixed' mindsets, an area particularly relevant to the fast-paced and ever-changing recruitment industry.

Through interactive exercises and thought-provoking discussions, staff were encouraged to embrace a growth mindset, fostering resilience and adaptability both individually and collectively.

Afternoon Adventures: Team Building at Fota Island Adventure

Post-lunch, the team embarked on an exhilarating adventure at Fota Island Adventure , just a stone's throw from the main venue.

The afternoon was filled with activities designed to challenge and engage, including shelter building, (supervised) fire starting, and a series of team communication exercises.

Under the watchful eye of the temporary FRS boss, Terry, participants navigated tasks that tested their ability to follow orders and adapt under pressure - all while being distracted by the lure of fresh smores!

Celebrating Excellence: The Annual Awards Presentation

As the day transitioned into evening, the team gathered for dinner and marked one of the most anticipated segments of the event—the annual awards presentation. This year's ceremony honoured the outstanding contributions of FRS Recruitment staff, reflecting the core values that underpin the company's ongoing success. The award winners, each exemplifying dedication and excellence, were:

Donal Broderick
Olamide Badmus
Aina Lynch
Eimar Galvin - Technical Engineering Recruiter
Ashlee Francis
Daniella Gardiner
Isabel Gough
Mandy Devlin
Noelle Nagle

Congratulations to all our worthy winners and a heartfelt thank you to everyone who contributed to making this team day an unforgettable experience. Here’s to continued success and many more achievements as we journey forward together!

Latest Hiring Trends in Irish Banking: A Recruiters Perspective

Fri, 07 Jun 2024 11:12:00 GMT

The Irish banking sector is experiencing a dynamic shift in recruitment trends, driven by changing market conditions, regulatory updates, and rapid technological advancements. As a leading recruitment agency in Ireland, FRS Recruitment have identified key trends shaping the job market for banking professionals in Ireland.

The regulatory landscape in Ireland's banking sector is becoming increasingly complex, fuelling the need for professionals skilled in regulatory compliance and risk management. Ensuring that banking practices adhere to both local and international regulations is critical, as is identifying and mitigating financial and operational risks to maintain stability.

Digital transformation is at the forefront of the banking industry. Irish banks are investing heavily in technology to improve operations, enhance customer service, and bolster security measures. This has led to a high demand for professionals with expertise in financial technology, cybersecurity, and data analytics. Specialists in blockchain, artificial intelligence, and machine learning are particularly sought after, while data scientists and analysts play crucial roles in leveraging big data to drive strategic decisions and personalise customer services.

The COVID-19 pandemic has brought a permanent shift towards remote and hybrid work environments in the banking sector. This change has expanded job opportunities beyond geographic limitations and placed a premium on flexibility in employment terms. Banks are enhancing their IT frameworks to support a remote workforce and offering more flexible working schedules to attract top talent who prioritise work-life balance.

There is a notable talent shortage in specific areas, prompting banks to offer competitive salaries and attractive benefits to attract and retain top talent. Higher pay, performance bonuses, and enhanced benefits packages are becoming standard, while investment in training and career progression opportunities is essential for employee retention.

Diversity and inclusion have become focal points in the recruitment strategies of Irish banks. There is a concerted effort to ensure a diverse workforce that encompasses gender balance, cultural diversity, and inclusive hiring practices. Recruitment drives targeting underrepresented groups are being implemented, and creating a work environment that supports and values diversity is a priority.

For job seekers and employers alike, the current market landscape offers numerous opportunities and challenges. Those equipped with the right skills and adaptability will find ample opportunities to thrive in the evolving Irish banking sector. Reach out to Olivia Quinlan here at FRS Recruitment for a detailed conversation.

8 Tips for Navigating the Irish Job Market When Returning Home

Thu, 30 May 2024 09:19:00 GMT

Returning to Ireland after spending time abroad is an exciting and often emotional journey. The Irish job market has evolved, and finding the right job can be a daunting task without the right guidance. Here are our top 8 tips to help you navigate the Irish job market as a returning Irish citizen. Since 2018, we have been helping expats move back home. As one of Ireland's largest recruitment agencies, we have experts across the country who can guide and advise you on the job market.

1. Research the Job Market

Before you return, take time to understand the current Irish job market. Ireland's economy is thriving, with strong sectors in technology , pharmaceuticals , finance , engineering and hospitality . Visit the FRS Recruitment website to explore all the latest roles we have have on offer. FRS Recruitment offers detailed insights and resources that can help you identify the best roles and sectors for your skills.

2. Polish Your CV

Irish employers expect a concise, clear, and well-structured CV. Your CV should include personal details, a professional summary, work experience, education, and skills. Focus on achievements and quantifiable results, and tailor your CV to each job application. FRS Recruitment has created a wealth of information on how you can ensure your CV stands out from the crowd.

3. Leverage Your Network

Networking is crucial in Ireland. Reconnect with old contacts, attend industry meetups, join professional groups on LinkedIn, and participate in local events to build new connections. Irish people are generally friendly and open to networking, which can help you get valuable insights and job leads.

4. Utilising the FRS Recruitment

FRS Recruitment specialises in helping Irish people return home and find meaningful employment. Registering with FRS Recruitment alerts you to job opportunities and offers personalised support throughout your job search. Their expertise can streamline your job hunt and connect you with roles that suit your experience and aspirations.

5. Prepare for Interviews

Interview styles in Ireland typically include competency-based questions. Prepare examples that demonstrate your skills and experience, and practice answering questions about your previous roles, how you handle challenges, and your reasons for returning to Ireland. Understanding the company culture and values will also help you make a good impression. FRS Recruitment has created a series of interview preparation sessions to ensure you’re ready to impress.

6. Stay informed on Employment Laws

Familiarise yourself with Irish employment laws to know your rights and responsibilities. The Workplace Relations Commission (WRC) website is a valuable resource for information on contracts, working hours, and employee rights. Understanding these laws will help you navigate job offers and workplace scenarios more confidently. FRS Recruitment can offer additional support and advice regarding employment regulations.

7. Enhance Your Skills

If you’ve been away for a while, consider taking courses to update your skills or gain new qualifications relevant to the Irish job market. FRS Recruitment along with FRS Training can recommend training programmes and courses that will make you a more competitive candidate.

8. Consider Volunteering or Internships

If you're finding it difficult to secure paid employment immediately, consider volunteering or internships to gain local experience and build your network. Many organisations in Ireland value volunteer work, and it can sometimes lead to permanent job opportunities.

Final Thoughts

Returning to Ireland and navigating the job market can be challenging, but with the right preparation and mindset, it's entirely possible to secure a rewarding job. By researching the market, polishing your CV, networking, and leveraging local resources like FRS Recruitment, you'll be well on your way to building a successful career back home. Welcome back, and good luck! Visit our dedicated Career Tips and Advice page for all the info you need.

FRS Recruitment and GAAGO Sponsorship

FRS Recruitment is deeply committed to supporting Irish people both at home and abroad. As proud sponsors of GAAGO, the online streaming service for Gaelic Games , FRS Recruitment brings a touch of home to Irish people around the world. This sponsorship highlights our dedication to maintaining a connection with Irish culture and community, reinforcing our commitment to helping you feel at home.

Exploring Social Care Opportunities in Ireland

Wed, 22 May 2024 08:58:00 GMT

Social care plays a crucial role in supporting individuals who may be vulnerable or in need of assistance due to various factors such as age, disability, mental health issues, or socio-economic challenges. In Ireland, the field of social care offers diverse opportunities for professionals dedicated to making a positive difference in people's lives.

Role of Social Care:

At its core, social care aims to enhance the well-being and quality of life of individuals and communities. This includes providing practical support, emotional guidance, advocacy, and empowering individuals to live independently and participate fully in society. Social care professionals work across different settings, including residential care facilities, community organizations, healthcare institutions, and educational settings.

Social Care Worker Responsibilities in Ireland:

In Ireland, social care workers play a vital role in delivering person-centred care and support to individuals with diverse needs. Their responsibilities may include:

Conducting assessments to identify clients' needs and develop personalized care plans.
Providing practical assistance with daily activities such as personal care, meal preparation, and household tasks.
Offering emotional support, counselling, and guidance to help clients overcome challenges and achieve their goals.
Facilitating social inclusion by organizing group activities, outings, and community events.
Collaborating with multidisciplinary teams, including healthcare professionals, social workers, and educators, to ensure comprehensive care and support.
Advocating for clients' rights and interests, and promoting social justice and equality.

Role of Social Care Workers in the Health Service Executive (HSE):

Within the Health Service Executive (HSE) of Ireland, social care workers play a critical role in delivering integrated healthcare services and supporting vulnerable populations. They work in various settings, including hospitals, community health centres, and mental health facilities, to provide holistic care and support to individuals of all ages.

Roles of a Care Worker:

Care workers, whether in social care or healthcare settings, have diverse roles aimed at promoting the well-being and independence of clients. Some common roles include:

Providing personal care and assistance with activities of daily living.
Monitoring clients' health and well-being, and administering medications as prescribed.
Supporting clients with mobility, rehabilitation, and physical therapy exercises.
Maintaining accurate records and documentation of clients' progress and care interventions.
Collaborating with families, caregivers, and other professionals to ensure coordinated care and support.

Latest Social Care Jobs in Ireland

In Ireland, FRS Recruitment is a leading recruitment agency specialising in healthcare and social care recruitment. With one of the largest Healthcare Recruitment Teams in the country, FRS Recruitment is dedicated to connecting qualified professionals with rewarding career opportunities in the social care sector.

For the latest social care jobs in Ireland, visit here .

A Journey to Success: Relocating to Ireland with FRS Recruitment

Tue, 14 May 2024 10:29:00 GMT

From Job Search Struggles to Success

For many job seekers, the path to finding the right opportunity can be a daunting challenge, filled with frustration and uncertainty. For one individual from South Africa, the job search was described as "hell," akin to competing in a lottery against thousands of applicants. After facing countless rejections and disheartening responses, the dream of relocating to Europe seemed out of reach.

Motivated by a desire for change and inspired by the success of a friend who had moved to Ireland, the decision was made to pursue opportunities in Ireland. It was then that FRS Recruitment entered the picture, recommended by a trusted friend.

"I have been looking to move to Europe for a few years, where Scotland or Ireland was on top of the list. I spoke to a dear friend who moved to Ireland about 3 years back with her family and never looked back. She put me in contact with FRS Recruitment."

Upon contacting FRS Recruitment, the candidate was connected with Rachael Pando – Principal Recruitment Consultant at FRS. The support provided by FRS Recruitment, particularly through Rachael, proved transformative. Rachael not only understood the candidate's concerns and aspirations but also took proactive steps to guide him through the job search and relocation process.

"Rachael was amazing at her job and understood my concerns and requirements. She explained what she would be doing and kept to her word. She let me know every step she would be taking and why she would be approaching the right employee."

Communication with FRS Recruitment was described as exceptional, with regular updates and detailed insights into available opportunities and the Irish working landscape. The candidate emphasised:

"It was wonderful being able to speak to someone who knew and understood what I was looking for. She informed me about the good and bad, in’s and out working in Ireland and what to expect."

Reflecting on the impact of FRS Recruitment on their career journey, the candidate expressed profound gratitude:

"I was blown away, as I’ve been seeking to move for so long that I almost gave up. Getting in touch with FRS Recruitment was the best move I ever had and will recommend their service to anyone."

In summary, this candidate's experience with FRS Recruitment was not just about finding a job—it was about finding a partner dedicated to their success. To anyone considering FRS Recruitment for job placement or relocation assistance, the message is clear: expect exceptional service, genuine support, and results that exceed expectations.

This testimonial stands as a testament to the transformative impact of FRS Recruitment in turning career aspirations into reality.

Are you a job seeker looking to relocate to Ireland? Contact FRS Recruitment at info@frsrecruitment.com to discover how we can assist you in achieving your career goals. Let us help make your dream a reality! Click here for our latest roles.

Open Days for Bank Nursing, Social Care, HCA & Radiographers

Thu, 25 Apr 2024 11:44:00 GMT

Are you ready to take your healthcare career to new heights? Join us at our upcoming Healthcare Open Days in Dublin on the 9th of May and Limerick on May 16th! These events are your gateway to a world of exciting temporary roles and career opportunities in the healthcare industry.

Explore a Range of Roles

From Staff Nurses to Radiographers, Healthcare Assistants to Social Care Workers, our Open Days offers insights into a variety of temporary positions available.

Flexible Contracts

Learn about the benefits of temporary roles, including flexibility in scheduling and the opportunity to gain diverse experience.

Meet Our Team

Get to know the faces behind our organization and discover what sets us apart as an employer of choice in the healthcare sector.

Networking Opportunities

Connect with fellow healthcare professionals, share experiences, and expand your professional network.

Don't miss this chance to chart your course in the dynamic world of healthcare! Register now to secure your spot at our Open Day and unlock a wealth of opportunities for your career growth and development.

From Canada to Ireland: Watch as one Irish ex-pat surprises family courtesy of FRS Recruitment

Thu, 04 Apr 2024 08:00:00 GMT

From Canada to Ireland. As part of our partnership with GAAGO - RTE and the GAA's online streaming service for Gaelic Games, FRS Recruitment ran a competition in December 2023, for one fortunate Irish individual living abroad the opportunity to reunite with their family, courtesy of FRS Recruitment.

The response to the competition was overwhelming, with entries pouring in from around the world. The lucky winner made the return home at the start of this year surprising his family in doing so. Watch the touching moment.

FRS Recruitment have been proud sponsors of GAAGO since 2020.

8 Reasons Why You Should Choose a Psychiatry Career in Ireland

Wed, 27 Mar 2024 11:02:41 GMT

In recent years, Ireland has emerged as a beacon for healthcare professionals seeking a fulfilling and enriching career. Among the diverse range of medical specialties, psychiatry stands out as a field that offers unique opportunities and experiences. Let's delve into the reasons why working as a psychiatrist in Ireland can be an exceptional professional journey.

Holistic Approach to Mental Health:

Ireland has been progressively embracing a holistic approach to mental health. Psychiatrists in Ireland are actively involved in patient care, addressing not only clinical aspects but also considering the social, cultural, and familial factors that influence mental well-being.

Supportive and Collaborative Environment:

Irish psychiatric institutions foster a supportive and collaborative environment. Multidisciplinary teams work together to provide comprehensive care, encouraging psychiatrists to collaborate with psychologists, social workers, nurses, and other healthcare professionals.

Diverse Career Opportunities:

Ireland offers a diverse range of career opportunities for psychiatrists. Whether one is inclined towards child and adolescent psychiatry, forensic psychiatry, addiction psychiatry, or general adult psychiatry, there are positions and pathways to suit various interests.

Training and Professional Development:

The Irish healthcare system places a strong emphasis on continuous training and professional development. Psychiatrists have access to various educational programs, workshops, and conferences, allowing them to stay abreast of the latest research and advancements in the field.

High-Quality Patient Care:

Ireland is renowned for its commitment to providing high-quality patient care. Psychiatrists play a pivotal role in this commitment, ensuring that mental health services are accessible, effective, and patient-centred.

Integration into the Community:

Psychiatry in Ireland is not limited to clinical settings. Psychiatrists often engage with local communities, participating in awareness programs, mental health advocacy, and initiatives aimed at reducing stigma surrounding mental health issues.

Competitive Compensation and Benefits:

Ireland offers competitive compensation packages for healthcare professionals, including psychiatrists. In addition to financial rewards, benefits include health insurance, pension plans, and opportunities for career advancement. Our hospitals are dedicated to investment in their consultants, and offer generous incentives for continued professional development, support research projects and offer time to engage in these endeavours. Hospitals also offer relocation support and expenses

Work-Life Balance:

Psychiatry in Ireland is characterized by a healthy work-life balance. The country's cultural emphasis on maintaining a balanced lifestyle aligns with the principles of mental well-being, promoting the overall satisfaction of healthcare professionals.

Working as a psychiatrist in Ireland offers not just a career but a holistic journey of professional and personal growth. The commitment to mental health, collaborative work environment, diverse opportunities, and the unique Irish charm make it an inviting destination for psychiatrists seeking a meaningful and rewarding path in their careers. Ireland, with its rich culture and commitment to healthcare excellence, beckons psychiatrists to embark on a professional odyssey that goes beyond the clinic and into the heart of compassionate mental health care. View our latest roles HERE

Join us at EPA2024 in Budapest

New Food & Agri Entrepreneurship Programme for Mid-Level Professionals

Tue, 26 Mar 2024 13:17:00 GMT

Participants will receive a scholarship to the value of €38,000 to allow you learn about innovation in the food and agri sectors

A new Government funded food and agriculture entrepreneurship programme is targeting 15 mid-level professionals for participation in the first intake, according to FRS Recruitment . They are seeking people with relevant industry experience in professional environments who wish to develop their innovation knowledge skills and capabilities.

The Food and Agriculture Sustainability Technology Innovation Programme (FAST-IP) is being delivered by University College Dublin (UCD) in partnership with Teagasc . FRS Recruitment recently won the tender to assist with the recruitment process.

Participants selected for the full time, 12 month programme will receive scholarship of €38,000. It will begin in September and will be delivered at the AgTechUCD Innovation Centre at UCD Lyons Farm in Co. Kildare. The programme will also enable participants to spend 8 – 10 weeks immersed in agricultural environments including farms and food processing companies.

Those who complete the programme will be awarded a Graduate Diploma in Agricultural Innovation and Entrepreneurship, accredited at Level 9 on the National Qualifications Framework.

It is hoped the programme will help foster enterprise and lead to the creation of more high potential start-ups and jobs in the sector.

The FAST-IP programme forms part of Enterprise Ireland’s Innovators’ Initiative which is co-funded by the European Regional Development Fund and the Department of Enterprise, Trade and Employmen t.

“This is a really exciting opportunity for anyone who wants to learn about innovation and entrepreneurship,” said Lynne McCormack, General Manager with FRS Recruitment.

“Anyone who is interested in learning about setting up their own food or agriculture related business and who would like to know more about what is involved, how to get started, how to secure funding, how to build out their products and teams and all the other parts of the entrepreneur’s journey will get all that and more from this programme.

“What’s even more special is they can do all this while still being paid for participating. All those who are selected for the programme will receive an annual stipend of €38,000 over the course of the year.

“The programme has been designed for mid-career professionals who have at least 3 to 5 years’ experience working in a professional setting. Having this type of background will add to the learning of the participants, supporting their effectiveness in fulfilling the programme as well as their post programme activities. Obviously having a keen interest in the food and agriculture sector is also important.

“This is the type of opportunity that rarely comes along. We would encourage anyone who is interested to reach out to us and we’d be happy to talk to them about all that is involved and how they can apply to participate,” Ms. McCormack concluded.

Anyone wishing to apply to the programme or learn more can register their interest on HERE

FAST-IP is supported under the Innovators’ Initiative Programme co-funded by the Government of Ireland and the European Union through the Southern, Eastern & Midland Regional Programme 2021-2027.

Unlocking Engineering Opportunities: Engineering Jobs in Ireland

Wed, 20 Mar 2024 11:09:44 GMT

Are engineers in demand in Ireland?

This question has been on the minds of many job seekers, and the answer is a resounding yes. As Ireland's economy continues to thrive, driven by sectors such as technology , pharmaceuticals , and manufacturing , the demand for skilled engineers remains high. Companies across various industries are constantly seeking talented individuals to innovate, design, and build the future.

But what about the salary prospects for engineers in Ireland?

According to recent surveys, the average salary for engineers in Ireland ranges from €45,000 to €70,000 per annum, depending on factors such as experience, qualifications, and industry specialisation. However, it's essential to note that these figures can vary based on location and specific job roles.

Speaking of job roles, which type of engineer gets paid the most in Ireland?

While salaries can differ significantly based on individual circumstances, engineers in fields such as software engineering, data engineering, and biomedical engineering tend to command higher salaries due to their specialised skills and high demand in the market.

So, what engineering roles are currently in demand?

Some of the most sought-after engineering positions include, software engineers, data engineers, mechanical engineers, civil engineers and electrical engineers . At FRS Recruitment has a diverse range of roles to suit various skill sets and interests.

So, whether you're a recent graduate looking to kickstart your engineering career or an experienced professional seeking new challenges, FRS Recruitment is the place to explore exciting opportunities in the dynamic field of engineering.

Leaders 2050 - The Role of Youth in a Net Zero Future

Wed, 06 Mar 2024 16:26:00 GMT

In a world where sustainability is increasingly becoming a pressing concern, events like Leaders 2050 (promoted by KPMG) play a pivotal role in fostering dialogue, innovation, and action towards a greener future.

Recently, FRS had the privilege to participate in the Leaders 2050 event held in Dublin, which served as a platform for young professionals and aspiring leaders to delve into discussions and innovative solutions. Those in attendance - more than 20 different organisations from public, private and Not-for profit background - eagerly embraced the opportunity to engage with like-minded individuals and industry experts. With a commitment to sustainability and a keen interest in exploring innovative practices, FRS actively contributed to the vibrant atmosphere of the event.

Don't let your age restrict you

Presentation by Sarah-Marie Rust, CEO & Founder of EVE (Electric Vehicle Ecosystem Limited)

As well as discussions in Sustainability, de-carbonisation and energy transition, a great deal of focus was placed on youth innovation.

All the speakers at the Leaders 2050 event agreed that different walks of life all have something to contribute, however, the youth is dealing with the biggest challenge of inserting themselves in the market while not yet offering the amount of practical years’ experience required on job descriptions.

When Sarah-Marie Rust mentioned “Don’t let your age restrict you”, she described a time when she had the challenging task of making CEO’s buy the need to embrace sustainability within their organisational strategy. She explained how confident in herself and determined she had to be in order to encourage these Senior Leaders to change the way they were doing things.

She also recommended that if you want to influence Senior Leaders, we must make Sustainability approachable by focusing on the benefits of operational efficiency and profit/cost to the business. By doing so, you will get the buy in and eventually these professionals with stop overestimating you and trusting your advice.

The GAP between Senior and Junior leaders.

Throughout the event, participants consistently highlighted an educational concern. While there's been a significant increase in applications to third-level courses related to climate change and sustainability in Ireland, there remains a substantial unmet demand. CAO data indicates a 35% rise in environment-related courses in 2022 compared to the previous year, reflecting a growing interest. However, the challenge lies in the experience gap between senior leaders working in sustainability worldwide and the younger generation struggling to navigate the rapidly changing market.

If young people focus solely on studying, this gap widens. Many young professionals see today's environmental issues as theirs to solve, as Simon Leonard pointed out. However, FRS Recruitment believes that the more experienced generation also has a crucial role to play. They can provide valuable guidance to the youth as innovation progresses.

With companies favouring experience over youth, it's vital to emphasize climate awareness and educational opportunities through meetups and workshops. This empowers tomorrow's leaders to explore innovative business ventures for climate solutions. Additionally, there's a continuous need for organizations to develop a robust sustainability strategy. This not only attracts new and innovative talent but also positions the organization competitively.

Conclusion and main takeaways

Events like Leaders 2050 hold immense significance, particularly in the context of encouraging sustainable development across all industries. These meetups serve as catalysts for meaningful conversations, allowing participants to exchange ideas, share best practices, and collaborate on initiatives that can drive tangible change. By facilitating dialogue and knowledge sharing, Leaders 2050 provided a forum to explore innovative solutions and strategies aimed at achieving a Net Zero future by 2050.

Toxic Workplaces: Identifying Red Flags in Your Job Search

Wed, 21 Feb 2024 09:12:00 GMT

When exploring new job opportunities, it's crucial to recognise the signs of a toxic work environment.

While the indicators are often clear when you're already part of an organisation, spotting them during the job application process is more challenging. Here are three red flags to look out for:

1. A Problematic Interview Process

The interview process is your first glimpse into a company's culture. Red flags include:

Poor Communication: This could range from delayed responses to complete ghosting after interviews. Such behaviour might indicate a lack of respect and organisation within the company.
Endless Interviews: While thoroughness is important, too many rounds of interviews can suggest indecision or disorganisation.
Inflexibility and Pressure: Companies that are not accommodating with interview schedules or aggressively push for immediate acceptance of job offers may not value or respect employees’ needs and boundaries.

2. Feedback from Current Employees

Pay close attention to what current employees say – and what they don't:

Vague or Coded Responses: If employees aren't forthcoming or seem to give rehearsed answers, it might signal underlying issues.
Dodged Questions: Be wary of evasive responses, especially to direct questions about workplace culture or team dynamics.
Follow-Up for Clarity: Don’t hesitate to ask for specifics if answers feel too generic. The way a company's representatives respond to probing questions can be very telling.

3. High Employee Turnover

While a high number of job openings can indicate growth, it can also suggest a high turnover rate:

Repetitive Job Postings: If the same roles are advertised frequently, it might mean the company struggles to retain staff.
Investigate the Why: Try to find out why these positions are open so often. Is it expansion or replacement?

Conclusion

Identifying a toxic work environment before joining a company requires careful observation and inquiry. By paying attention to the interview process, the responses from current employees, and the turnover rate, you can gain valuable insights into the company culture.

For more hints and tips check out this recent article from the Harvard Business Review on LinkedIn.

Remember, a job isn't just about the role you'll perform; it's also about the environment in which you'll be working. If you're looking for a new opportunity in 2024, reach out to one of our expert Recruiters today for the best advice and guidance! And, if you haven't already, make sure to register here .

An Essential Guide to Sustainability in Business: Concepts, Benefits, and Regulatory Guidelines

Thu, 15 Feb 2024 09:00:00 GMT

Have you been hearing about sustainability everywhere but don’t really understand how is it relevant to your business? Here is a simple break down of the concept, it’s benefits for businesses and current legislation to follow closely.

Sustainability is often defined as the ability to meet the needs of the present without compromising the ability of future generations to meet their own needs. For businesses this mainly means:

Finding ways to operate and grow while minimising negative impacts on the environment,
Treating employees and workers in supply chains fairly,
Ensuring transparency to shareholders and consumers.

By adapting business models to consider environmental and social impacts, companies can better navigate challenges such as resource scarcity, climate change, and social inequality.

Studies suggest that businesses that adopt sustainable practices are more profitable and are more likely to successfully manage financial risks.

So, which are the specific benefits and opportunities of embracing sustainability from a business perspective?

Improve risk identification and mitigation. Your business will be more resilient and able to adapt quicker to context changes, impacting directly on your reputation.
Promote innovation and possibly new business revenue streams.
You will attract more talent and retain your workforce.
Competitive advantage which could improve your sales. Consumers will pick your brand over others with no sustainability strategy.
Can decrease your costs. For example: by analysing your energy use or by promoting process digitalization, you will probably be able to reduce costs.
Other compliant Businesses will prefer to work with you.
Increase levels of transparency impacting positively within internal and external stakeholders.
Promotes a healthier, inclusive, collaborative and more connected work environment.
Encourages investors to engage with your business.
Access to Capital.

Legislation in the EU and particularly in Ireland

Policy initiatives on local and national levels have an important part to play in driving sustainable change. While throughout the years there were several developments, in September 2015, all 193 UN Member States, including Ireland, adopted the Sustainable Development Goals (SDGs) to ‘end poverty, protect the planet and ensure prosperity for all’ as part of the 2030 Agenda .

In Ireland, businesses are making meaningful efforts to truly reshape their business models and integrate sustainability practices, while contributing to SDGs.

How can Sustainable Development goals be implemented?

Combining business with meaningful social or environmental responsibility and stewardship is not new. Many companies have been talking about corporate social responsibility (CSR) since the 1990s. However, these practices are often focused on donations, voluntary initiatives and nowadays often criticised for greenwashing .

The SDGs have become a benchmark against which companies and investors measure outcomes. Companies are adopting new policies, setting metrics and targets across Environmental, Social and Governance (ESG) pillars to measure their progress on SDGs and report accordingly.

At EU level, companies are required to report on their sustainability practices and the regulatory framework is continuously evolving. Recently, the European Commission adopted the Corporate Sustainability Reporting Directive (CSRD) which brings into scope over 50,000 companies that will have to report against a set of standards .

The CSRD, requires all large companies and all listed companies (except listed micro-enterprises) to disclose information on their impacts on people and the environment, and on how social and environmental issues create financial risks and opportunities for the company.

The mentioned companies should begin publishing regular reports in 2025 for the financial year 2024. This applies to EU companies that have:

US$40 million in net revenue
US$20 million in assets
250 or more employees
non-EU companies that have considerable activity in the EU including a physical presence.

More specifically:

Why is CSRD important?

Actively focussing on ESG reporting provides you with a competitive advantage over companies that have no reporting obligation yet.

It provides transparency to help investors, analysts, consumers, and other stakeholders evaluate a company’s sustainability performance as well as its business impacts and risks.

In addition, it offers scope for streamlining your own production and supply chain from a sustainability point of view. In this way, you can enter into strategic partnerships and identify future bottlenecks at an early stage, before the directives enter into force.

If you are a medium of small SME, and still don’t understand your role in this, the focus should be put on the importance of adapting your business model strategy to survive in the rapidly changing and innovating market.

While there are huge challenges the SMEs face (like changing the company’s long term vision, engaging with different suppliers, convincing the board members that this is the right way to go and engaging people across the organisation, between others), there are also valuable opportunities which will strengthen your organisation’s position in the market (like being able to identify innovation, improve financial situation and organisational reputation, speed up the identification and mitigation of risks, increase operational efficiency, cost savings, among others.

Remember all these CSRD reports must be publicly disclosed and available, and it’s mandatory to have a third-party limited assurance.

For more information around CSRD, Here you will find some steps recommended by the Irish Government to determine your company’s existing position on sustainability reporting.

The Future of Talent: FRS Recruitment Conference 2023

Thu, 28 Sep 2023 09:13:00 GMT

FRS Recruitment returned to Croke Park for another insightful event on the ever-evolving landscape of Irish employment. This year's gathering brought together experts, thought leaders, and professionals to discuss critical topics, and it was a testament to Ireland's continued incredible economic growth over the last decade.

The event day was graciously hosted by Susan Hayes-Culleton , Managing Director of the Hayes Culleton Group . She not only facilitated engaging discussions but also encouraged audience participation through live interactive Mentimeter polls, while also contributing insightful questions during the panel discussions.

Stephen Kinsella , Professor of Economics and Head of Department at University of Limerick , opened the event by highlighting Ireland's astonishing economic progress. He emphasised that Ireland has become “eight times wealthier than it was 40 years ago”—a testament to the country's remarkable development.

Kinsella delved into the practical aspects of achieving sustainability by 2050. He outlined key factors, including:

Renewable Energy Dominance: Transitioning to renewable energy sources is essential to reduce our carbon footprint.
Electric Transportation: The adoption of electric vehicles plays a crucial role in reducing emissions.
Sustainable Buildings: Constructing eco-friendly and energy-efficient buildings is vital.
Carbon-Neutral Economy: Striving for a carbon-neutral economy is a necessity in the fight against climate change.
Preserving Natural Environment: Protecting our natural environment is essential for future generations.
Circular Economy: Embracing a circular economy model minimizes waste and resource consumption.
Community Engagement: Involving communities in sustainability efforts fosters collective responsibility.

Kinsella challenged the audience to recognise the abundant energy, intelligence, and job opportunities available in the evolving economy while acknowledging that AI and automation would indeed reshape the job landscape.

Johnny Campbell , CEO and Co-Founder of socialtalent.com , demonstrated his wealth of experience and expertise by delving into the five major trends shaping the talent landscape, which were:

Skills: The importance of hiring based on skills rather than traditional qualifications.
Cutbacks: An increasing shortage of skilled professionals in various sectors.
Equity Legislation: The importance of promoting diversity and inclusion through legislation.
Flexibility: The need for flexible work arrangements in the modern workplace.
AI: The role of artificial intelligence in recruitment.

Campbell stressed the urgency of adapting to these trends, especially in a time when “the global talent shortage is at a 17-year high.”

He provided actionable steps for implementing skills-first hiring, which can expand talent pools significantly, particularly benefiting underrepresented groups.

Kevin Green , Chief People Officer at First Bus (a division of FirstGroup plc), shared insights into the organisation's commitment to replacing 5500 vehicles with electric ones. He used this as an example to echo the challenges organisations face today, including economic volatility, environmental concerns, and the impact of technology.

Green emphasised the importance of human capital, noting that “85% of economic value is driven by intangibles”, underscoring the hugely significant role that people play. He discussed the need for organisations to “become more agile, adaptive, and responsive” to remain competitive.

During the panel discussion titled "A Culture of Excellence: Building a High-Performance Environment," Lynne McCormack , Laura Doyle , and Kevin Green shared key insights.

Laura Doyle (Chief People Officer at Distilled Media ) stressed the importance of fostering “a culture of growth, feedback, and listening to employees”. Distilled's commitment to employees' career growth and flexibility was highlighted, along with the significance of feedback channels through frequent engagement surveys.

Doyle went on to explain how they “motivate middle management through regular communication and support”, further strengthening connections between top-tier management and staff right throughout the business.

Lynne McCormack (General Manager at FRS Recruitment ) discussed trends from the company’s annual Employment Insights Report . Notable points included the ‘work-life balance vs. remote work’ debate, the allure of salary transparency, and the ongoing disconnect between employers' perceptions of remote work productivity and employee preferences.

McCormack also discussed “the importance of creating collaborative hubs” where staff can come together when they need to, and used the example of FRS Recruitment’s new flagship office in Portlaoise as an example.

In response to a question on concerns about AI's impact on jobs, McCormack noted varying levels of apprehension in different industries and areas. She also neatly reframed this within the context of concerns that are most immediate, such as the importance of salary transparency and clear job descriptions in attracting talent.

Kevin Green highlighted three key factors impacting employees at work: “Purpose, Autonomy, and Growth and Development.” He emphasised how creating the right culture around these elements enhances talent retention. Green stressed the need to treat employees fairly and adapt to changing work environments, concluding that “organisations should prioritise retention and communicate changes early.”

Colin Donnery (Group Chief Executive Officer FRS Network ) and Hannah Tyrrell (Dublin Ladies football player, former Irish Women's rugby player, and mental health advocate) engaged in a discussion that touched on various aspects of high-performing teams, diversity, and inclusion.

Tyrrell openly discussed her personal experiences and remarkable achievements in her illustrious sporting career. She highlighted how sports served as a pivotal point for a change in mindset during challenging periods. As a passionate advocate for enhanced mental health, Tyrrell's narrative resonated with the overarching theme of work-life balance that subtly threaded through various discussions during the event.

Discussing diversity and inclusion, Tyrrell’s view was that “inclusion is the key word here; everyone needs to be involved”. She concluded with an insight about “the responsibility of the individual managing their own role within the context of a broader team.”

Colin Donnery discussed the importance of diversity and inclusion in fostering innovation and shared his insights on stakeholder management and organisational values. He shared his journey of adapting to a rural culture after relocating from Dublin to Roscrea, and attributed a prevailing “sense of quiet confidence” within the FRS Network to one of the organisation’s key values: fairness. A mutual commitment to fairness underpins relationships within the world of recruitment.

The Future of Talent conference provided valuable insights into the evolving world of work. It addressed crucial issues related to sustainability, talent trends, the impact of AI, and the importance of fostering high-performance cultures and diversity and inclusion in organisations. The event demonstrated Ireland's commitment to staying at the forefront of economic and social progress.

See our selection of photos from the event HERE

The World of Compliance - A Story of 2023

Thu, 07 Sep 2023 10:41:00 GMT

The world of Compliance is fast paced and demand remains high for Financial Crime candidates. As technology advances it continues to give rise for concerns that may stem from Artificial Intelligence and Cybersecurity. Of course, technology offers opportunities to companies but they do need to manage associated risks. We have seen data breaches in the tech sector and that does bring a huge financial implication as well as reputational damage. Companies are facing more scrutiny when it comes to data breaches and data privacy so it is essential to have the appropriate risk framework in place.

The role of the Compliance Officer is to keep up with digital transformation, new technology and regulatory changes. Regulations are in place to protect companies and as they change this requires continuous monitoring and regular updates to policies and procedures. Failure to keep up with new regulations and therefore new risks leads to the aforementioned data breaches and associated costs. Third party risks remain a constant for companies.

For companies it may not be enough to have a Compliance team, do you have the right people on the team? As regulation and technology change do you have the proactive people on board, people that have an agile mindset. People that are active in their continuous training and that can build relationships within the business. Compliance is an incredibly important position within any company and it is important to have and maintain a good company culture. With remote and hybrid working it is important to have sufficient support in place as face-to-face interactions are low.

What does the future hold for the world of Compliance? As noted the Compliance Officer has to have a proactive mindset and thus have an awareness for any potential regulatory breach. These qualities essentially make the role more of a business advisor that is open to creative risk taking. Blockchain, ChatGPT, AI have really changed the landscape and the roles and responsibilities of the Compliance Officer. Do you have the right people on board to adapt to significant changes? Having the right people on board is key and also having the technology in place.

We may see more regulation in the ESG space in terms of environmental practices and any sustainability targets. Economic factors or indeed any potential new global event could significantly change how companies approach their risk framework.

John Paul is available on 086 440 6244 or jpfitzgerald@frsrecruitment.com to discuss Compliance and Risk positions.

Unicorn Wranglers & Ninja Matchmakers: Why Using a Recruitment Agency with Specialist Divisions Is Great for Business

Wed, 23 Aug 2023 11:50:00 GMT

Hey there, fearless business warriors! Ever found yourself in a position where you're on a quest for that one mythical creature – the perfect employee? Or maybe you're in dire need of a ninja-level accountant to stealthily manage your finances? Well, fear not, because in the wild world of recruitment, agencies with specialist divisions such as the accounting and finance division at FRS Recruitment are like your very own unicorn wranglers and ninja matchmakers. Intrigued? Let's dive into this hilariously enlightening exploration of why enlisting their help is an absolute game-changer for your business!

Your Quest Begins

So, you're in the market for a unicorn – ahem, I mean, a highly specialized professional who's as rare as a unicorn. Whether it's a CFO who's also an EMEA Tax guru or a FP&A Accountant fluent in South American Payroll, specialist recruiters have got your back! These folks practically have PhDs in understanding the unique skill sets you're after. They sift through mountains of CV’s, conducting interviews with the kind of determination that'd put a detective on a crime-solving spree to shame. You just sit back and let them wrangle those glittering unicorns for you.

Assembling The Team

Picture this: Your company's finance department is like a finely tuned ninja squad. They stealthily manage your finances, making sure every penny is accounted for – and they do it all while wearing sleek black robes (okay, maybe not the robes’ part). Specialist recruiters are your ninja matchmakers when it comes to finding these financial wizards. They don't just find accountants; they find ninja accountants who'll make your numbers dance like they're auditioning for a talent show

Navigating The World

Let's face it – the business world is a jungle of acronyms and jargon. Between SEO, KPIs, ROI, and OMG, it's easy to get lost in the alphabet soup. But fear not, because specialist recruiters speak the language fluently! They know their BIK from their FE, their COGS from their CF (Cash flow, obviously). They'll help you find professionals who not only understand your industry's lingo but can also teach it to you in a way that doesn't make you feel like you're deciphering ancient hieroglyphics.

Breaking The Ice

Let's be real – interviews can be as awkward as wearing a tuxedo to a pyjama party. But with specialist recruiters, you're not dealing with run-of-the-mill icebergs that keep conversations frosty. These guys are more like expert icebreakers, paving the way for open, honest, and comfortable conversations. They get potential employees talking about their passions, ambitions, and Star Wars theories – ensuring you hire someone who's not just a good fit for the role but for your company culture too.

Freeing Up Your Time

No, specialist recruiters can't actually teleport you through time, but they can certainly save you a bunch of it! Think about all the hours you'd spend sorting through CV’s that range from 'experienced professional' to 'has a pet hamster named Excel.' Specialist recruiters do the heavy lifting, leaving you more time to focus on what you do best – running your business and maybe squeezing in an occasional coffee break.

So there you have it, fellow adventurers in the world of business – the magic of specialist recruiters revealed! From unicorn wranglers to ninja matchmakers, these fearless souls are on a quest to find you the perfect employee, armed with expertise, humour, and a deep understanding of your business needs. So next time you're on a quest for that elusive professional who can code like a wizard or balance numbers like a circus performer, remember, these agencies aren't just your allies – they're the Gandalf’s and Yoda’s of the recruitment universe! Call or drop a mail to Gandalf a.k.a Bernadette Sisson and let FRS Recruitment do the rest!

Insights from Recruiters: Q&A with Emma Fenton and John Bergin

Thu, 17 Aug 2023 08:13:00 GMT

In our latest Q&A, we dive into the fascinating world of recruitment, gaining valuable insights and wisdom from our very own Emma Fenton and John Bergin , dedicated professionals with a combined experience of over 30 years.

1. What inspired your journey into recruitment?

Emma: After finishing a psychology degree, I discovered a passion for combining business and psychology. This led me to pursue a Master's in Occupational Psychology, ultimately propelling me into the consultancy and recruitment field.

John: My idealistic drive was rooted in helping individuals find jobs they truly enjoyed, setting me on the path to connect people with opportunities that aligned with their skills and aspirations.

2. How did you find your passion for recruiting?

Emma: As an Occupational Psychologist, I was drawn to the human side of recruitment. Engaging in candidate interviews and fostering career matches became a fulfilling journey I still enjoy today.

John: My journey through Technical Recruitment, transitioning to the education sector, and returning to my passion for technical recruitment brought me immense satisfaction. Seeing candidates excel in roles they're passionate about is incredibly rewarding.

3. What unique skills have you developed through your work as a recruiter?

Emma: My ability to connect with individuals from diverse backgrounds, honed through global interactions, has been pivotal. Additionally, guiding individuals to identify their passions and shape their experiences for a satisfying career has become a cornerstone of my consultancy.

John: Over the years, I've cultivated tenacity and resilience—essential traits in recruitment. Navigating daily rejections requires the ability to bounce back and continue forward, driven by a commitment to making meaningful connections.

4. What's most rewarding in recruiting?

Emma: Contributing to the alleviation of hospital shortages by recruiting doctors brings a deep sense of pride. Finding the right candidate for a crucial role is a truly satisfying accomplishment.

John: The exhilaration of successfully matching a candidate with the perfect role still resonates with me. Witnessing candidates thrive in positions they enjoy, and helping those who are unhappy in their current roles, remains highly rewarding.

5. Share a memorable impact on a candidate's path.

Emma: A memorable impact was when a former mentee pursued Obstetrics & Gynaecology after our discussions. Witnessing her successful journey, even during my own significant life event, stands out as a heart-warming experience.

John: I recall a situation where a client interviewed two candidates, both of whom I had recommended. Unable to decide between them, the client created a new position and hired both individuals—a moment that highlighted the value of my matchmaking skills.

6. How does it feel impacting professional journeys?

Emma: Being an integral part of candidates' paths is truly fulfilling. Guiding them from initial screening to their first days in a new role brings a deep sense of satisfaction.

John: Playing a pivotal role in candidates' professional journeys is both rewarding and motivating. Understanding their motivations and supporting them along the way is a privilege I cherish.

7. How do you adapt to changes in the job market?

Emma: Staying updated through various sources and networks is key to remaining adaptable. The ever-evolving nature of the job market demands continuous learning and flexibility.

John: In the dynamic landscape of the job market, staying informed through reliable sources, networking events, and engaging with technical content ensures I remain adaptable and well-prepared for changes.

8. How do you maintain good time management in fast-paced recruiting?

Emma: Effective time management involves prioritization and weekly planning. Focusing on urgent and successful tasks while leveraging team strengths helps me maintain productivity.

John: Navigating the fast-paced nature of recruitment requires prioritization and effective time management. Identifying crucial tasks, collaborating with colleagues, and maintaining a proactive approach help me stay on top of my responsibilities.

9. Any advice for aspiring recruiters?

Emma: Resilience and a positive outlook are essential for success in the recruitment field. Embrace challenges and approach them as opportunities to learn and grow.

John: Pursuing a career in recruitment demands hard work, tenacity, and resilience. Embrace challenges with a problem-solving mindset and focus on creating meaningful connections with candidates and clients.

10. What brings you joy in recruiting?

Emma: Witnessing the transformative power of recruitment, changing lives, and being an agent of positive growth. It's immensely satisfying to contribute to individuals' success.

John: The joy and satisfaction of filling a role and witnessing a candidate's acceptance of an offer are unparalleled. Making a tangible impact on candidates' lives brings immense fulfilment.

At FRS Recruitment, we specialise in bridging the gap between employers and candidates, forging lasting partnerships. If you're interested in exploring some of our latest job opportunities, feel free to click here to find your next exciting career prospect!

If you’re looking to hire, or looking for a new role, reach out to Emma, John, any of our other specialist recruiters, who will be happy to speak with you. Contact us at info@frsrecruitment.com , or add your CV to our talent pool here .

Embracing the Remote Work Revolution: Balancing Productivity and Presence

Thu, 03 Aug 2023 10:51:00 GMT

For many, the shift to working from home in the wake of the pandemic brought about significant changes in work dynamics, leading to an interesting interplay of perspectives between employers and employees across Ireland. Most workers feel that remote work has either improved or maintained their productivity. Employers, too, acknowledge the positive impact of remote work, yet a growing number of them seem to be favouring a return to the traditional office environment. Using information from our 2023 FRS Recruitment Employment Insights Report , we will explore the recent trends in remote work productivity and the potential implications of employers pushing for on-site work.

It comes as no surprise that many employees have found remote work to be a boon for their productivity. When carrying out our survey, more than 9 out of 10 workers expressed that they believe they are either more productive or equally productive when working from home. This newfound flexibility has allowed employees to strike a better work-life balance, eliminate time-consuming commutes, and create personalised work environments tailored to their needs.

Employers, too, have taken notice of the positive outcomes of remote work. Over 75% of employers acknowledged that their employees are either more productive or maintain a neutral stance on productivity when working remotely. These observations, rooted in concrete experiences, reinforce the idea that remote work can indeed be a powerful tool for enhancing productivity and employee satisfaction.

While our data clearly indicates the productivity benefits of remote work, there seems to be a growing contrast between employees and employers regarding the future of work. Despite the widespread belief in the advantages of remote work, approximately 4 out of 10 employers have been urging their employees to spend more time "on site" over the past year. This figure aligns with the number of employees who reported receiving such requests from their employers.

This shift in attitude towards promoting on-site work raises questions about the future of remote work policies. The rise of hybrid work models, blending both remote and on-site elements, has gained traction as a potential compromise. However, this may require finding a delicate balance that satisfies both parties.

The reluctance of some employers to fully embrace remote work might stem from concerns about communication, collaboration, and team cohesion. While technology has facilitated seamless virtual interactions, face-to-face communication undeniably holds its own value. Striking a balance between remote work and in-person interactions is crucial to maintaining a cohesive and collaborative work environment.

Open and transparent communication between employers and employees is essential during this transitional phase. Employers should listen to the needs and preferences of their workforce and explore creative ways to adapt to the changing landscape. Hybrid work models can be designed to allow for the best of both worlds, enabling employees to enjoy the flexibility of remote work while also facilitating regular in-person interactions to foster team bonding.

The remote work revolution has had a profound impact on how we perceive work and productivity. The overwhelming majority of employees and employers have witnessed the benefits of remote work, yet some are hesitant to fully commit to it. The rise of hybrid work models offers a potential compromise, but striking the right balance is vital to ensuring sustained productivity and employee satisfaction.

If you’re looking to hire, or looking for a new role, reach out to any of our other specialist recruiters who will be happy to speak with you. Contact us at info@frsrecruitment.com , or add your CV to our talent pool here .

FAQ - Doctors looking to relocate to Ireland

Mon, 12 Dec 2022 12:36:00 GMT

FRS Doctors team assist Doctors from all over the world to relocate to Ireland. Here are the most frequently asked questions about the process.

How long will it take me to find a job?

There are two rotations in Ireland, one in July and the other in January. We would generally recommend that applicants apply three to four months before the rotation start date.

Timelines can vary significantly, and the process can take anywhere from two weeks to 3 months depending on a number of factors, namely the level of experience you have, and the need for doctors in your speciality.

Do I need an English language exam if I have professional membership?

Yes, professional membership does not exempt you from English language requirement.

The only exemption is for Doctors who qualified as a Doctor and completed internship in Ireland, the UK, the US, Canada, Australia or New Zealand.

All doctors must sit Academic IELTS or OET. Acceptable scores are; Academic IELTS overall 7 with minimum of 6.5 in each category. OET: B or higher in all areas.

Do I need Irish Medical Council Registration?

Yes, you need to have active registration with the Irish Medical Council to take up a position as a Doctor in the Irish Health Service. We are happy to talk to Doctors at any stage of the process but the registration will need to be completed before commencing employment.

What type of Irish Medical Council Registration will I apply for?

The vast majority of Doctors we recruit gain general registration. It is quicker, easier, cheaper and is suitable for all roles except Consultant. Doctors wishing to start as a Consultant in Ireland must have specialist registration but it is difficult to obtain if you qualified outside of the European Union. Speak to one of our Recruiters if you are not sure which route to take.

I am a consultant in my own country, can I work at consultant level in Ireland?

Most Doctors will take up a position at non Consultant level as their first post for up to 6 months in order to gain experience in the Irish Health Service. Some high demand areas may consider Consultants without Irish experience. Speak to one of our expert recruiters if you are not sure which route to take.

Can my family come to Ireland with me?

Yes, your immediate family – spouse and dependent children can accompany you. Our dedicated compliance team will assist you with work permits and visas once you have a job offer in place.

What salary will I get? – overtime rates etc

Non Consultant Hospital Doctors basic salary (Mon to Fri, 39 hours) is €45,558 to €68,282 (2021 public sector scale). Doctors typically earn significantly more for overtime, on call, weekend and public holidays, some doctors will also earn shift premium.

A typical mid career level Doctor will earn in the region of €100,000 gross per annum.

What taxation will I pay?

A - Details on the taxation system in Ireland can be found HERE

There are a number of available tax calculators to help you estimate your net pay.

Example: http://services.deloitte.ie/tc/Results.aspx

What should I include on my CV?

The candidate’s Curriculum Vitae is an integral part of the candidate personnel file and must clearly provide the following information, if you are not completely happy with your CV, send it on to us and we can advise further.

Personal Details

Full Name
Address
Email
Contact telephone number

Educational History

A chronological record of all formal educational programmes, using the official name of the course, educational institution, date of award and the level of the award

Professional Body Membership/Registration

The candidate’s professional body membership and / or statutory registration details where applicable.

Example:

Registered IMC 01/07/2010, Registration Number: 12345 Registration Type; General Registration

Career History

A chronological record of the time period from exiting formal education to date, in most recent first format.

Each career entry should provide at a minimum:

Employer Name and location
Brief description of the Hospital -

For example - a 600 bed public hospital providing acute health care to a catchment area of 50,000 delivering the major specialty areas of Emergency Medicine, Cardiology, Orthopedics, Surgery etc.

the candidate’s job title for each employment period
dates of employment with each employer
a listing / narrative of main roles and responsibilities including any audits, research or papers written
an explanation for all gaps between periods of employment if there are any

List of all your clinical skills

Training History

A record of all successfully completed training programmes mandatory or voluntary, using the official name of the course, the training provider, and the certification received if applicable.

Referee Details

Referees provided by candidates must include: the referee’s; name, job title, reporting relationship to the candidate e.g. line manager, peer etc, work based contact details (professional work email address and telephone number as opposed to personal email accounts and telephone numbers).

What else should I send?

If you have them, please email us the following; copy of passport, police clearance, English language result, IMC certificate, letters of recommendation.

What is involved in the interview process?

FRS Recruitment offer a one-to-one interview preparation session with one of our experienced Recruiters. The preparation will include making sure the technology works, that you are informed and educated about the hospital and position, preparing you to answer the typical style of questions used in these interviews. Your Recruitment Consultant will schedule and confirm the time, date and participants in advance, will debrief you after the interview and will collect and deliver feedback to you.

Do I have to pay FRS a fee for finding me a job?

No, there is no fee charged by FRS to the doctor for this service.

What paperwork do I have to do to move to Ireland?

FRS Doctors team has a dedicated compliance team that will give you full assistance with your documentation. Once you have accepted a job offer, our compliance team will send you a personalised email list of what you need based on your country of origin and personal situation. We are happy to assist you in the full relocation process including advice on all documentation and travel.

Do Hospitals or the Health Service offer accommodation and relocation allowance?

No. Doctors pay for their own flights and accommodation. During the Covid pandemic, public teaching hospitals have provided hotel quarantine facilities where necessary. Check with FRS for current guidelines and costs.

Email info@frsrecruitment.com to discuss your journey to Ireland with our Doctors Team.

Pharmacy Recruitment Ireland

Fri, 28 Oct 2022 12:01:00 GMT

Are you looking for a pharmacist role in Ireland? Have you been thinking of returning home or moving to Ireland? This thought may even be stronger now with Christmas approaching and the rapid changing work environments around the world.

Who could blame you wanting to be home closer to loved ones? Over the last year, FRS Recruitment have noticed an increase in the number of pharmacists returning to Ireland, both Irish pharmacists and pharmacists from other nations, wishing to make Ireland their home.

Ireland is known as one of the world’s Pharmaceutical Capitals , with now over 1,800 pharmacies operating on our Green Isle. These pharmacies are the core of our communities, providing a vital role, delivering much needed services to those in need. According to the ESRI , and based on population growth projections, demand for prescription items alone will reach 106 million by 2030 which is a 44.4% increase on previous years , with demand for pharmaceutical consultations expected to increase by 25.1% to around 7.5 million by 2030.

The Industry is continuously adapting, especially within the retail space, by offering additional services such as diabetes testing, baby weighing and vaccinations to name but a few. These strong indicators tell us that pharmacists will be given more clinical responsibility by the State. This is further demonstrated by the roll out of the Flu Vaccination Service, and the successful Minor Ailment Scheme.

In my experience, I have found the best opportunities for Pharmacists in Ireland is within the community sector and I am constantly searching for registered pharmacists who want to make Ireland their home, be it for a short or long time.

FRS Recruitment have also partnered with the GAA's online streaming service, GAAGO, to expand our reach where we can touch base with up to 1.5 million Irish expats across the world and support them with their relocation journey.

Currently I have several opportunities across Ireland and I would be delighted to assist you in finding your next career adventure.

If you have being thinking of relocating to Ireland, please contact Brian Mahon on 086 7773856 or email bmahon@frsrecruitment.com

Check out Pharmacy Vacancies in Ireland HERE

Why the Importance of Community Pharmacies Increased During the Covid-19 Pandemic

Fri, 28 Oct 2022 08:44:09 GMT

The role of the community pharmacy has been expending and increasing in recent years.

According to new research from B&A and published by the IPU, it shows that the importance of community pharmacies increased throughout the Covid-19 pandemic. According to this, 39% of people now see their pharmacist as their most important healthcare professional.

The study showed that a person under the age of 25 is four times more likely to have visited their local pharmacy in the last week than to their GP. Over 85% of people see pharmacies as highly accessible while 57% believe that pharmacies are increasing in relevance.

But why is it getting increasingly more difficult to source pharmacists?

This problem is not just affecting us here in Ireland, it is also having a significant impact across the Atlantic. In America, four out of every five pharmacies are struggling to recruit enough pharmacy workers, according to a report by the National Community Pharmacists Association (NCPA) .

Since March 2020, a lot of pharmacists have left community pharmacies to work in Covid-19 vaccination centres. This, along with increased rates for locum work, and a reduction in pharmacists coming in from abroad since March 2020, has led to a severe shortage of pharmacists in Ireland.

But it is not just a shortage in pharmacists. Reports are now showing that technicians and OTC staff are also getting increasingly difficult to recruit. As a result, pharmacies are looking at reducing their trading hours, with some closing earlier or looking at opening hours over the weekend.

At FRS Recruitment, we are working with employers and candidates across the country and are still successfully sourcing candidates to work with great companies. If you are a Pharmacist, Pharmacy Technician or Pharmacy Retail Assistant and are looking for a new role we would encourage you to get in touch with our team. Likewise, if you are a pharmacy owner and looking to recruit pharmacy staff, make sure to contact us, we would be happy to chat about your needs.

Brian is our specialist Pharmacist recruiter here at FRS Recruitment. He manages recruitment campaigns for both hospitals and community pharmacies and also works alongside some of Ireland's leading pharmacy groups as well as independent ones.

Top 5 Tips for Transparency in the Workplace

Thu, 20 Oct 2022 12:52:00 GMT

How much should you tell your employees? In today’s labour market, information is key. Openness with staff is becoming a popular discussion point. In addition to this, our annual FRS Recruitment Employment Insights Report found that Irish workers value information above all else.

But how open should employers actually be with their staff? Are there ever situations where withholding information from employees about, for example, the direction in which their company is moving, or about the future planning of the business, can be seen as a good thing? Here, we explore the complexities around being transparent with your workforce, and provide our Top 5 Tips for ensuring you find the right balance between telling all, and revealing nothing:

1. Business Updates

An open-door policy has been seen as an effective way of demonstrating to staff a commitment to fostering an environment that actively listens and cares about making the right changes. Effective communication can have a positive impact on all other aspects of the business. But an open-door policy isn’t an invitation for staff to come to you with every single piece of information they learn from their day-to-day. Communication works best when it is measured, accurate, and contextualised. The same is true of any communications that an employer puts out to their staff. Business updates usually occur at regular intervals (monthly, quarterly, biannually), are structured, and address key points that both celebrate success and indicate areas for improvement. Use these wisely.

2. Provide Practical, Relevant Information

Being open and providing your staff with the information they need to make the right decisions equips them to perform at a high standard, while simultaneously letting them know that they can trust you. Organisation structures exist to allow for an appropriate dissemination of duties and expectations. For example, it may not be necessary for entry-level staff to understand the workings of the business at a senior management level. High level information, such as around financials, are not important to most staff, and sharing everything with staff can actually lead to staff feeling overloaded, worried, and at a higher risk of burnout.

3. Trust in Teamwork

The best teams trust each other. And not every member of a team does the same thing. In order for managers to focus on tasks that are relevant to them, they need to trust their staff to carry out their jobs with minimal supervision. This means not always having to dedicate time to explain tasks and responsibilities to others. Staff that trust their managers and value their support, perform better and require less information about what their manger does. A lack of trust leads to scrutiny and is more likely to lead to staff asking questions about what their manager is doing, or a manager to question the productivity and motivation of their employees.

4. Adapt Where Needed

Covid-19 taught us a lot. We learned how to maintain productivity while working remotely. This was in part due to the speed with which companies adapted to the dilemma. Effective adaptation requires surgical speed, which in turn relies on being honest about the need to change. With Covid, the reasons were clear. However, if your company is ever in a position where an overhaul is required, while you might not want to disclose the negative business implications, pulling your staff together towards a shared challenge can actually be the difference between making it through a tricky. In situations that have the potential to get out of hand, be honest with your staff and offer additional support where needed but be careful not to cause undue worry or concern.

5. Regular Team Days

Team events can be a great way to bring your employees together and reward them for all their hard work and dedication. The Christmas Party has been the traditional get together, but with changing times, many companies have realised the benefits to celebrating their staff more regularly. Team days are also a great opportunity to touching base with your staff in an informal setting, where you can disclose any important updates or important information in a relaxed setting. While it might not be the right place to encourage discourse or feedback, you can follow up later in a more formal context, ensuring staff have had adequate time to process the update.

Other Tips

There are plenty of online resources to help you think about how much you should share with your workforce. Glassdoor’s views transparency in the workplace as fundamental to overall success. They say that companies that are open with their employees “have increased employee engagement, stronger company culture” and can help to foster “a type of comfort that allows employees to freely communicate.” Indeed.com note that being transparent leads to increased productivity, better communication and workplace relationships, and employees that are prepared. Being transparent about company objectives and future planning can help reduce attrition by keeping your team motivated for growth in their careers as well as giving them an idea about what is expected from them in terms of performance at work.

Summary

It's important to remember that not all feedback is positive so take the time to consider how you will respond before sharing your plans with others. Being approachable is not just about having an open-door policy but also about putting yourself in touch with your team and making sure you know what's going on in other areas. The best way to do this is by making sure there are no barriers between you and your employees – maintaining a comfortable atmosphere where everyone feels at ease enough to talk freely about any issues they've encountered during the day will help build trust between both parties as well as provide them with feedback on how things can improve for next time. Being open with employees has been shown time and time again to have positive effects on employee engagement, retention rates and productivity. An engaged employee population leads to better business performance and lower staff turnover which means less costs for new hires, and a more satisfied workforce.

If you are looking to add to your team or interested in further recruitment advice or support, we are here to help. Contact us at info@frsrecruitment.com

Software Engineer Salary Guide 2022

Wed, 24 Aug 2022 10:16:00 GMT

Inflation in 2022 has seen a major price increase for goods and services all round, which has now raised concerns of the cost of living going up, while wages for many roles are remaining the same. Luckily for some, this seems to apply to everyone except software developers in 2022.

While the market is quite tough from a recruiters’ point of view, there are developers out there ready to make a move simply because this will allow them to see anywhere from 5% to 14.8% of an increase in their salary. This has meant that wage growth for those who switch jobs is 47% higher than the wage growth for those who remain in their jobs long-term.

According to Glassdoor, the average base pay for a software engineer is €60,000 in 2022, this is a significantly large increase from the average of €50,000 in 2020. This increase is evident in the day to day workings of a recruiter, seeing that higher salary expectations are being sought at all levels of software development, including candidates in requirement of sponsorship.As there remains to be a shortage of high-level candidates in today's job market, the expectations of these developers are often being reached.

In Summary, the following could be seen as a guideline for what salary is expected at each level:

Junior Software Engineer €30 – 50K
Mid-Level Software Engineer - €55 – 70K
Senior Software Engineer - €70 – 90K
Team Lead - €90k+

Are you ready for a new start to your career as a Software Developer? Click here to start applying for roles today!

Tech Sales: The factors to consider

Tue, 09 Aug 2022 15:56:00 GMT

On the 20th of June 2022 there were 1296 Technical Sales vacancies advertised for Ireland on LinkedIn. To contextualize, some of these are undoubtedly duplicate roles advertised by both an employer and the partnering agency/agencies however roles ranged from Inside Sales Execs right up to VP of Sales, within IT, SaaS, Med Device, Pharma, across to Engineering, not including business development or account management titled roles.

The market is buoyant, but the market is competitive. It would be easy to mistake the current market as a candidate driven market, until you want to pursue a career in Technical Sales or transition into these sectors. The reality is that it is far more challenging than it is perceived, and the reality is far more frustrating and bruising to the ego than the candidate driven market and “Great Resignation” articles would suggest. Why is this?

There are several factors worth considering when pursuing a career in Tech Sales:

Firstly, the attrition rate within the IT and Med Dev or Pharma industries are high – whilst there can be considerable movement within the industries, not many people leave the industries themselves. Why is there such good retention within these sectors? The IT, Pharma and Med Dev industries are lucrative. The EVP is also of a high standard, from competitive salaries to benefits and packages on offer – parking, free laptop and phone not included in package (note the tongue in cheek comment!). But it is also worth noting that it takes considerable time to build relationships, acquire product and industry knowledge, understand, and navigate the various and nuanced procurement processes within these sectors, in addition to establishing one’s own personal brand and reputation – this groundwork is not easily disposed of in favour of exploring new industries. Hence why competition is fierce within these industries.

Not only are prospective candidates competing with other sales and business professionals for these roles, but they are also competing with industry qualified consultants and practitioners. Believe it or not, Computer Scientists, Developers, IT Consultants, Engineers, Qualified Doctors, Nurses, Pharmacists, Micro-biologists, and similar life sciences/medical professionals transition into sales and account management positions more frequently than one would expect, adding further challenges to those seeking a career within these industries. Combine this with experienced sales candidates currently pursuing third level/postgrad/springboard courses to upskill in technical knowledge – it makes for stiff competition.

There are so many variables to consider when applying for a new job in Tech Sales, some within your control and some outside of your control – this is how you control some of the controllables.

Unique Value Proposition – your Key Differentiator : Sales and business development are ultimately about figures therefore your CV should provide insight into your ability to sell or generate revenue. Limit repetition within your CV regarding general responsibilities and duties – focus on what sets you apart in each role. Employer Value Proposition (EVP) is a buzz term at present but what is your unique value proposition?

Your CV or professional profile should highlight your key achievements to date (not the 4th class sack race victory) – focus on your knowledge of procurement and tendering processes within highly regulated industries, how you acquired or retained key accounts, campaigns or projects managed including people or departments; revenue/sales generated, key targets achieved or exceeded, key strategic processes devised or implemented. Prospective employers want to see how performance was monitored and how you achieved those results. How did you add value in your current/previous role and how will you add value to this prospective employer?

Preparation is key : We have all heard the phrase “Fail to prepare, prepare to fail” and it really does apply to job hunting but probably not in the context to what most job hunters would realise. It is usually applied to the interview phase, but preparation starts from that very moment that you realise you want to change roles/career, and this starts by tailoring that CV and ensuring it is of the highest quality possible. Focus less on the fancy formatting available (as not all are compatible with Applicant Tracking Systems and platforms) and focus on quality and relevance of content specific to the role you are applying for*.

Have your points of contact for references ready to go – they WILL be needed. I would also suggest preparing by researching companies/agencies you are potentially applying to before initiating the process, recruiters/agencies specific to your industry and area of expertise - much like finding yourself a personal trainer, wedding coordinator, architect. Yes – you can apply to companies directly too but if you are active in the jobs market, remember, it doesn’t cost you anything to enlist the services of a recruiter, as Roy Keane wonderfully states on a regular basis “It’s their job!”. Any recruiter worth their salt will be able to provide you with market insight, present opportunities specific to your requirements and facilitate communication with one or multiple prospective employers that may not have vacancies advertised directly.

Here at FRS, we have specialist recruiters across multiple departments who do just that. Don’t be afraid to reach out to have a chat – if anything, you are expanding your network and options. More importantly, your experience and skillset are unique to you therefore speaking with a recruitment professional may unearth some essential details not highlighted on your CV that could just land you your ideal job. To browse Tech Sales jobs, Click Here.

Q&A with Shane O Sullivan, Inspiring Excellence

Wed, 20 Jul 2022 13:38:00 GMT

Waterford hurler Shane O’ Sullivan is the brain behind Inspiring Excellence , a coaching business that tailors solutions to empower organisations and their people to achieve and sustain high performance. Shane is also known for winning the 2021-2022 All-Ireland Club Hurling Final with his team Ballygunner , epitomising high performance not only in his professional day-to-day, but also in his long career as a sportsperson.

Shane was a guest at our FRS Recruitment conference in Croke Park in May, “Developing Great Teams in the New World of Work”, as well as our guest of honour at our recent FRS Team Day at Glasson Lakehouse. We’ve been lucky enough to learn a lot from Shane at both of those events, and we caught up with him again recently where we took the opportunity to talk more about his views and insights on “company values”. Here’s what he said:

Q. What are the values behind your company Inspiring Excellence?

A. The origins of the company are based on the values of high performance, but not just the outcomes that a high performing team or individual Inspiring Excellence was founded upon the belief that we can all inspire excellence in ourselves and others through focusing on the mindset skills integral to growth. Our company inspires ‘excellence’ and not perfection. This subtle change in semantics encapsulates the underpinning values of the organisation and those we seek to serve. Inspiring Perfection can be perceived as rigid, outcome based, unagile and dichotomous (Win or Lose Mindset) that often lacks the compassion and growth mindset integral to a high performer.

Q. How important have the values you learned in your sporting background been on the rest of your life?

A. To have experienced success and failure at the cutting edge of high performance has been a gift. Through the sporting experiences I was grounded in, I grew a deep awareness of why values underpin high performance and under performance. In a team sport these values are the difference between success and failure, I have been a member of the most skilful teams in elite sport who despite their incredible talent lacked the culture and team values required to achieve at the highest level. Contrastingly, the most successful teams I’ve been a part of were not the most skilful, however, they moulded themselves into something greater than the sum of their parts. These values include humility, authenticity, empathy, growth mindset and a connection to a deeper why.

Q. How important are an individual’s core values to their career?

A. Our core values are the north star that can guide and sustain us when navigating uncertainty personally or professionally. If we have clarity on our core values and commit to living and working in alignment to these, we can sustain our motivation and performance through challenge.
Contrastingly, I have coached many people who worked in roles that did not align to their values or set their souls on fire. These people were living in misalignment to who they authentically were and we’re not fulfilling their lives on a daily basis. Thankfully, coaching provided the space for them to reflect and have the courage to choose a better way. In my opinion, we must strive to seek what sets our soul on fire, what we truly love doing and dedicate ourselves towards that, it might not happen overnight but with a deeper awareness and a clear plan, we can find the career that connects us to our core values.

Q. How important are a company’s core values to their productivity?

A. They are not important, they are essential! Core values aligning to meaningful purpose are a necessity to sustainable organisations and sustainable productivity. In Jim Collins’ research from his seminal book, Good To Great , he investigated the world’s highest performing organisations over a sustainable period of time. He identified that having values connected to a mission that served others was one of the single most essential components that separated the good companies and the average from those that were sustainably great.

Q. You won the All Ireland with Ballygunner: if there was one non-negotiable value that you had as a group, what was it?

A. Self-Transcendence, to connect to a why beyond the self. This manifested in the team and the collective unit always being the priority. Secondly, it meant that we were playing for a higher purpose that was in service of people and a purpose beyond our personal interests.

Q. What advice would you give to leaders in terms of “values” in 2022?

A. Invest in identifying why you do what you do and what are the values that will sustain excellence through a changing world order. Empower your people to create and/or recreate meaningful values that reflect the current reality and the vison of the organisation. The highest performing and sustainable organisations are the ones that realise that people are their most valuable asset. Investing meticulously in empowering people to create purpose driven, value-oriented teams and organisations will set you up for a sustainably high performing workforce that drives productivity, revenue and growth.

Q. How do individual values feed into group success, especially in high performing teams?

A. Individual values must be some way reflected in the team values, alternatively the misalignment will lead to lack of purpose, motivation and sustainable performance. Sometimes it’s just semantics and values are aligned but through the use of their different words that reflect a similar meaning. However, there are fundamental values that are integral to high performing teams, and these must be prioritised, these include vulnerability, trust, radical transparency, open communication, commitment/ discipline, peer accountability and attention to the collective results rather than siloes or individually focused.

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FRS win Midlands 103 Award for Best Recruitment Agency 2022

Mon, 11 Jul 2022 13:00:00 GMT

FRS Recruitment has won the Midlands 103 Customer Service Award for Best Recruitment Agency 2022. The award was presented at a ceremony at the luxurious Midlands Park Hotel in Portlaoise on July 4. FRS Recruitment went up against some other notable entries who had been shortlisted for the prizes, and we were lucky enough to come out on top in our category on the night.

Two of our Recruiters, Gerry Farrell and John Miller , donned the suits and attended the event, and were thrilled to accept the award on behalf of the business. This is the second time FRS Recruitment have won this award, having previously picked up the honour in 2019. We caught up with Gerry and John who gave us an insight into the ceremony and what we missed out on!

Gerry filled us in on the reception for the event: “On arrival there was a drinks reception with an acoustic singer. People were dressed to impress with smiles on their faces and enjoying the nice summer’s evening that was on offer for this time of year. A Champagne reception was provided and the atmosphere was vibrant with everyone in good spirits.”

Our local lads were seated with other award winners on the night: Hugo Loonam Motors (Tullamore) and Novel-T Cakes (Moate), who also both picked up awards of their own. The awards were categorised based on a number of different industries: Motor, Hospitality, Retail, Beauty and Fitness, Accounting and Finance. FRS Recruitment were categorised in Services industry.

John summarised the atmosphere at the awards night, telling us about the excellent entertainment and hosting, which all added to the fun and excitement! Following a three-course meal, the awards ceremony got under way, with our category being announced right at the end – Gerry and John are convinced it was a case of “best ‘til last!” Both Gerry and John were thrilled when FRS Recruitment were called as the winners.

We are extremely proud of the commitment and enthusiasm of our team in the midlands. Receiving recognition at the Midlands 103 Customer Service Awards is a testament to the work our staff put in everyday for both our clients and our candidates.

If you’re currently looking to hire, or looking for a new role, please reach out to Gerry, John, or any of our other specialist recruiters and we’d be happy to speak with you.

Our Recruiters' Top Tips for Improving Your CV | FRS Recruitment

Thu, 07 Jul 2022 13:00:00 GMT

Our recruiters are frequently asked: “What am I doing wrong? I have applied for multiple jobs and haven’t gotten any responses.” When it comes to successful job applications, our team of specialised consultants have a combined wealth of knowledge that continues to benefit our candidates every day. Here, they share their own advice on improving your most valuable document when reaching out to a recruiter: the CV.

Below is a list of Do's and Don'ts when it comes to your CV. These tips are designed to boost your chances of getting called by a recruiter, and may even help land your next dream job:

Do

… get a friend to look over your CV to check it for mistakes such as grammar, spelling, and dates
… leave notes beside a job on why you have left a company such as redundancy, career progression
… tailor each CV for the industry you are targeting
… keep it relevant – your CV is a representation of your skills and experience and suitability for the job you are applying for. Including every duty from every role may not always be necessary or relevant
… include key achievements with previous companies: for example, if you “reduced inventory loss by 15%”, or you were “awarded with a commendation” or “promotion”
… make sure your LinkedIn profile matches exactly with your CV and enhance it further with as many work-related pictures, links to projects you have done, and recommendations as possible
… seek recommendations in LinkedIn – in relation to the previous point, consider how much additional credibility you will have if you can demonstrate reviews by your peers and former colleagues, line managers, supervisors, etc. LinkedIn is a professional platform where you can really sell your brand – and that brand is YOU! You can find out more about LinkedIn recommendations here

… use a professional photo on your LinkedIn profile (think professional attire, plain background, incorporate shoulders, and smile!) Use snappr.com photo analyzer to get score for your picture and advice on how to improve it
… send your CV in a word format – avoid PDFs and other similar file-types. The reason for this is simple. ATSs (Applicant Tracking Systems) are unable to effectively process the information in PDF documents. To ensure your CV is readable for all online application sites and forms, stick with Word! Find out more about ATS on Indeed.com here
… create a narrated summary on your LinkedIn profile and your cover letter explaining your drive, motivations, and an insight into your professional life
… connect with your friendly FRS Recruiter in the industry you are interested in. You can also register for a My FRS account here
… network constructively with connections, online and in person at industry specific events
… attend networking events and career fairs in person – a lot of hiring managers and recruiters are there and it’s an opportunity for you to make a great first impression!

Don't

… include your age, marital status, photo, or number of children! Personal information like any of these are irrelevant to you being able to do your job. Similarly, the law precludes employers from obtaining this information, so including it anyway will only lead to delays, or worse, more rejection
… put references on your CV. References can be obtained by a prospective employer when they need them. You should make contact with your references before the reference check stage of the hiring process to give them adequate time to prepare
… assume everyone knows the companies you have worked for. Where relevant, include a one-liner on the industry, size of the company, products they produce, or a hyperlink to their website
… send a CV without making it specific to the job you are applying for. You can do this by giving examples and a list of duties you have done that match the job specification
… underestimate the research carried out by employers. If it’s online, it can be viewed by a potential employer. Take care to change your privacy settings online if there are things you want to remain private!
To help avoid some of the more common pitfalls with CVs, Jobs.ie have also devised a useful article on Common CV Mistakes to Avoid

Remember that the CV is just one part of the overall hiring process. These tips can help you get noticed but ensure you have also brushed up on your interview skills in the meantime. Preparation is key and going to the effort of improving your CV will seem wasted if you don’t prepare to capitalise on its success! Research the companies you want to work for, meet with your recruiter to gain invaluable employer insights and a solid grounding of what to expect in an interview. Find out more about the company culture and values, the benefits, salary range and more.

If you haven’t already, reach out to one our recruiters today to discuss your job goals and to get even more helpful advice in person.

Find your dream job here or register to receive job alerts from FRS Recruitment.

Legal Recruitment in Ireland

Wed, 22 Jun 2022 13:48:00 GMT

Here at FRS Recruitment, we hire for all levels across all Legal Sectors from Paralegal / Junior Legal Executive to Solicitor and Junior Legal Counsel to Senior Legal Counsel within Industry. As always employers are looking for candidates who are high achievers in Academics as well as candidates who can give clients clear and concise advice. The ability to build and maintain long lasting relationships is a key asset.

The world of Legal Recruitment is a busy sector at present. Roles are available from graduates starting their careers, to highly experienced Solicitors and In House Counsel. It is of course a candidate driven market at present, so it is a challenging environment for potential employers. It is a different dynamic from two years ago as the work / life balance is very much in focus.

We are though, seeing a swift return to the office policy with most Law firms. As highlighted by a Keynote Speaker from a new entrant to the Dublin Market, some Associates felt they were missing out on conversations, ideas, and collaboration with Senior Associates and Partners. I am working with candidates that are looking for a Hybrid model, so I do advise clients the need to be flexible to put themselves in the best position to attract new talent.

Of course, Zoom meetings are incredibly useful and efficient but there is always that need for face-to-face interaction.

We have seen many companies within the Financial Services, IT and Technology space move to Ireland post Brexit. Dublin remains one of the most popular destinations for relocation. A move away from Private Practice leads to different opportunities for Paralegals right up to Junior and Legal Counsels.

A big sector in the coming years is that of Sustainability. Firms are looking to make the change or continue to change for the betterment of Climate change. Working with clients to develop ESG and Sustainability framework is now big business and it will continue to grow. Energy transition, climate action, sustainable finance and green bonds are just some of the areas being advised on. We are also noting candidates that are showing a keen interest in Sustainability and looking to change or indeed begin their careers within Sustainability. Firms that are embracing Sustainability are in a better position to attract and retain these candidates.

For more information, or to discuss any Legal Recruitment contact myself, John Paul Fitzgerald on 086 440 6244.

FRS Team Day 2022

Tue, 21 Jun 2022 10:53:00 GMT

The annual FRS Recruitment Summer Party was held on June 15 in Glasson Lakehouse , Westmeath. The bar was set high by last years’ event in Killarney, but 2022 proved to be equally as interactive and entertaining. It was the perfect opportunity for new hires to meet with the self-proclaimed “OGs”, and for everyone to come together to celebrate FRS Recruitment’s successes so far in 2022.

The venue was an idyllic setting for any team day, with stunning views of the local lakes and countryside coupled with the modernised 18th-century lake house hotel itself. General Manager, Lynne McCormack, opened the morning with a summary of the high performance and achievements of the company throughout the first half of the year. She spoke particularly about the appreciation of all the hard work done by the recruiters, the continuing success of the academy programme, highlighting some recent and well-deserved promotions in the business, a summary of the company performance, and a note on employee engagement and community-based initiatives with the upcoming Give Back Day planned for September.

We were also reminded of the recently launched Home Truths campaign, with a focus on the Sinking Pub, the Remote Working Hub/Pub, and the world’s largest sports air drome (just outside Knock!).

The guest speaker on the day was Shane O’ Sullivan , Waterford hurler and Executive of Inspiring Excellence . He provided a unique insight into what constitutes a high-performance team, with an interesting account of where his own motivations and values came from. Shane shared his own home truth with us, noting that his personal and professional success would not have occurred without the influence of his father. He spoke about the power of our individual stories and indicated the “abundance mentality” associated with successful teams like FRS.

The morning closed off with the presentation of staff awards across a variety of categories. The winners were presented with trophies and acknowledged for their level of commitment and dedication to the company. The winners were:

John Bergin – Intelligent Innovation

Martyna Miedzinska – Customer Champion

Sarah Anne Fitzgerald – Integrity

Grace Hurley – Flexibility

Mandy Devlin – Diversity

Viv Crowley – Fairness

Renata Ryan – Special Recognition

Brian Mahon – NPS

Maria Carey – Best Rookie

Erin Whittle – FRS Champion

Following a break for lunch, the afternoon was a chance for everyone to show off their competitive side with a game of baseball golf. Those teams that were knocked out of the competition early enjoyed some well-deserved refreshments (and later took their anger out at the driving range!). In the end, it came down to two fierce teams to fight for the bragging rights - the real winners were the spectators, who got to witness what can only be described as the most hard-fought team-day baseball golf final in 2022!

An evening drinks reception was followed by a summer garden party-themed dinner, with a local trad band belting it out into the small hours. Overall, the day was a huge success. Although many of the staff had never met in person, the whole FRS team came together in the same spirit spoken about earlier that morning, leaving everyone looking forward to the next team day!

How to Get Your Business Noticed Online

Mon, 13 Jun 2022 10:42:00 GMT

It’s becoming seemingly harder to stand out and get noticed in the online world. Businesses have multiple platforms to focus on and competition on each of them. We spoke with Jimmy Healy, Managing Director of PR and Digital Marketing agency Cogency for his top tips to get your business noticed online.

Use Different Content Formats

When using multiple social platforms, don’t post exactly the same content across different platforms. Make sure that your content is tailored to each platform and the demographic of your audience on each.

Try out the different formats (Polls on Twitter, Articles on LinkedIn, Reels and Guides on Instagram, etc), instead of only sharing static content to your feed.

Test and Retest Your Content

The best way to figure out what content themes and content types are working is to check your analytics frequently.

Over time, a picture will start to emerge and you can figure out what types of content resonates with your audience, and in what format.

For example, you might see that carousel posts on Instagram are doing much better than single feed posts. We’re not saying drop single feed posts all together, but maybe focus a content strategy heavy around carousel posts in the future.

Also, mix and match your best preforming content themes with your best performing content types to get the best results.

Remember, these might be different on every platform based on the demographic that you have there, so make sure you check them, and continue analysing them, for every platform.

Post as much Quality Content as you can

Once you have an idea of what content works best on each platform, focus on putting out as much content as you can that is quality. The point of this is to not post just to post, but to post consistently valuable content.

Each piece of content is a new opportunity to be shown to a new audience, and to grow trust with your current audience. Before posting, think if the piece of content is something that your audience wants or needs to see? If it’s not, don’t post it.

Become your Industry's Go- to Account for Information

You can do this to be one of the first to share relevant news, analysing trends, and showing others in your target industry how to stay on top of the market. This can be done by sharing or referencing other sites and accounts, so it doesn’t all have to be original content.

By consistently posting this content your followers will see you as a go-to source for industry news, and a leader in your field.

Turn on Google Alerts for keywords related to your industry. This is a great way to make sure you’re staying on top of new articles and trends first thing in the morning.

Open up a two-way stream of communication

Social media is, after all, social. No longer can brands and businesses hide behind their platforms and put out one-way communication. Businesses need to be responsive on social channels.

This is not only good customer service, but it is expected from everyone that has social channels. Your customers expect to get a quick and timely response to messages and comments.

Thank people that share your content, whether it is your employees or an outside source, respond back to comments both positive and negative so that others can see that you care about their feedback and are working to resolve problems.

The more you engage with your audience the more they will trust you and that leads to brand loyalty.

This is an invaluable step in fostering brand loyalty and sh owing others online that you are a trusted brand that cares about their customers and audience.

Conclusion

It’s important to remember that growing on social media, and standing out, doesn’t happen overnight. With consistency and tweaking your strategy based on your insights you’ll see results.

By posting a mix of original and shared content, your audience will see you as a thought-leader in your industry. A place where they can turn to first for industry news, insight and your take on things.

Consistent and quality content that is in line with your brand is the most important thing that you can do to stand out.

Seeking new talent to join your team? Visit our website to learn more about our Permanent, Contract or Temporary services. Contact us on info@frsrecruitment.com or call 0818 890 890 for more information.

FRS Recruitment’s Annual Employment Insights Report

Mon, 30 May 2022 11:04:00 GMT

FRS conducted its annual Employment Insights Survey again in April 2022. As with previous years, the report seeks to review and understand “the changing trends and patterns of Irish workers and employers.” On the back of major changes due to the pandemic in recent years, this year’s survey provided some interesting stats and suggested an overall positive outlook from employees and employers.

70% of people say that the lack of information around salary on job ads has directly impacted their decision not to apply for that role. As well as this, over half of people said they felt there would be more opportunities available to them this year than there were in 2021.

Almost 40% of people told FRS Recruitment that they would gain new employment within only 4 weeks if they lost their job, suggesting a growing confidence in the jobs market this year.

Employees also said that their feelings around job security have improved: while 38% still have some concern about this, the number is well down from the 58% that feared losing their job in 2021. In keeping with the importance of being open about salary in job ads, salary is also the most important factor for candidates (65%) seeking a new position. This is followed by the “the job itself” (60%), the “benefits” associated with the role (58%), and “work-life balance” (53%).

70% of employees also said they expect to receive some form of pay rise in 2022. Interestingly, in 2021, 60% said they would consider a pay cut if they were at risk of losing their job, with only 46% agreeing with this statement this year.

The report shows us that the changing outlook of employees and candidates is also having an impact on employers. 66% of employers told us that they have experienced higher attrition this year than last year. Similarly, almost half of employers said they noticed fewer applications to their roles in 2022, with the same number suggesting that candidate suitability has decreased.

60% of employers advised that they are looking beyond Ireland when it comes to sourcing new staff for their roles. Rising inflation in Ireland has also affected the recruitment plans of 62% of employers.

The Employment Insights Survey was distributed at FRS Recruitment's recent event in Croke Park: Developing Great Teams in the New World of Work . The event also saw the launch of the new Home Truths campaign in partnership with GAAGO. Find out more about Home Truths here.

Download our Insights Report in full HERE

FRS Recruitment Launch New GAAGO Campaign in Croke Park

Thu, 26 May 2022 16:57:00 GMT

Developing Great Teams in the New World of Work: FRS Recruitment Event, Croke Park, 25 May 2022

FRS Recruitment , in conjunction with Stratis Consulting , hosted an event on 25 May, where it launched its new GAAGO Home Truths campaign in partnership with the GAA . The event was appropriately held at Croke Park, a fit setting for a day that also provided a platform for discussions around recruitment in an ever-changing Irish employment market.

The day of events was presented by Susan Hayes-Culleton, Managing Director of the Hayes Culleton Group , and the morning kicked off with a speech by Peter Cosgrove, Managing Director of Futurewise . Mr Cosgrove’s focus was on Talent Attraction Strategies in the New World of Work, where he spoke about the importance of both productivity and communication. His key message revolved around the need for “companies to behave everyday as if people are their greatest assets”.

This was followed by a panel discussion with Mr Cosgrove, who was joined by Kathleen Healy ( Ringers ), Lynne McCormack ( FRS Recruitment ), and Denis Curran ( IDA Ireland ). The panel gave attendees a deeper insight into the various approaches to attracting the right talent in the current labour market. Kathleen Healy spoke about “understanding your audience beyond a demographic” by “getting under the skin of the brand and then reading what the audience needs.” In keeping with the FRS Home Truths campaign, she also related to the idea of “giving people [abroad] the idea of how we could bring them back home.”

Lynne McCormack drew from FRS Recruitment’s 2022 Employment Insights Report (due to be released next week), noting that, for potential candidates, “it’s all about opportunity and choice.” Citing the “positive outlook among candidates”, she spoke about the “high number of people […] expecting a pay rise this year: if people are going to move, they want a financial step-up.” Denis Curran made the excellent point that “we need to convince Irish people abroad that if they want to return to Ireland that they have not only a job and a career here, but also opportunities for their family... with a target of 400 investments in regional areas by 2024." He closed with the encouraging point that “the choice that is available to the Irish diaspora has never been greater.”

Following a short break, the next stage of the event centred on Retention, Performance and Culture within Organisations, with clinical psychologist, neuroscientist and author Prof Ian Robertson as guest speaker. Prof Robertson opened the discussion with a reflection on ‘change’, which he said is both “inevitable and exponential.” He spoke about the intrinsic connection between confidence and core values, which is not only a driver of individual performance, but also of group performance. He stated that “where individuals espouse company values, companies thrive.”

The subsequent panel discussion involved speakers Brendan McGinty ( Stratis ), Shane O’Sullivan ( Inspiring Excellence ), Dr Brian Slattery ( Wrky ), and Eoin Lennon ( Liberty Insurance ). The overarching theme of this panel was in understanding staff needs, with the bulk of the conversation concentrating on effective communication and performance culture. Brendan McGinty led with the perspective that “we have to equip people with the skills to do their job,” which he said was reliant on “understanding [employee] expectations.” Shane O Sullivan spoke about the value in “self-transcendence”, where he gave us the view that success “is connected to a spirit that [is] beyond each individual.” This, he said, was also fundamentally connected to ‘community’.

Dr Slattery said that it is important to “engage with teams” and “acknowledge and recognise that people are communicating with you.” In his experience as co-founder of Wrky, he noted that “it takes time to aggregate information and make things reliable”, which can be achieved by “asking questions periodically.” Eoin Lennon discussed how Liberty Insurance Ireland has implemented a hybrid working model based on employee feedback with 90% of staff keen to work remotely, "We are giving people choice, but that choice isn't linked to performance, it's linked to values." He drove home the idea that “individual performance impacts company goals.” He emphasised the need for businesses to “empower [their] people”, and to “ensure that you are listening and making the right changes.”

The day culminated in the launch of the GAAGO HomeTruths campaign, with a fireside chat with Brid Stack ( AFL Giants ), Peter McKenna Commercial Director GAA and Colin Donnery ( FRS Network ). Brid Stack told of her own experiences of moving abroad for her career and, in challenging times, relying on “that connection with home through the GAAGO.” She said that being away from home, she “couldn’t quantify what it meant to be watching the games.” When asked about how the GAA’s relationship with FRS Recruitment works, Peter McKenna said that there is “compatibility around values.” He said the “authentic Irish experience” revolved around “inclusivity, getting people out to play and enjoy the games, and integrate in the community.” Colin Donnery said that “when Irish people make the decision to come back home, heart comes first, head comes second.” While the Irish diaspora associate a move home with the need for work, “top of the list is their family, their home, and what they left behind.”

The exciting new Home Truths campaign was unveiled with a short film on local communities in Ireland, who shared their own home truths with viewers. The campaign aims to offer unbiased information about what’s really going on in Ireland for the Irish diaspora scattered around the world. The newspapers highlight the bad bits. Family and friends tell you it’s all good, but the only thing missing is you. What you need are Home Truths, from the people who know best. Find out more about Home Truths here

See our selection of photos from the event HERE

FRS Recruitment Launch Home Truths Campaign

Tue, 24 May 2022 21:33:00 GMT

As part of our continued partnership with the GAA and sponsorship of the GAAGO streaming service, FRS Recruitment is delighted to officially launch this year's GAAGO campaign - Home Truths.

GAAGO is the online service for streaming Gaelic Games outside of Ireland run by RTE and the GAA. Under our sponsorship of the GAAGO service we are able to help connect with the global Irish diaspora and to build awareness of the many employment opportunities available back in Ireland.

This year’s campaign is designed to remind people of the trust we have always placed in our local communities, our families, our home. And when you need a straight answer, we believe you should trust those who know you best.

In keeping with this message, the campaign films draw on the real perspectives of local people and businesses, focusing on:

The world’s largest sports airdrome outside Knock
Remote working hub (and pub!) in Castlebar
Sea swimming during lunch hour in Furbo
Athlone Regional Sports Centre
Leitrim’s one set of traffic lights
Drumshanbo Gunpowder Irish Gin distillery
Trains, schools, and a decent coffee shop in Sallins

The theme of the films is encapsulated with a closing statement about FRS Recruitment’s people all over Ireland: “When your heart wants home, but your head has more questions, ask us.”

Home Truths explores what it really means to be Irish in 2022. For those who are living abroad, the campaign gives an insight into what’s happening on a local level – the things that Google can’t tell us! We want to reconnect with our Irish diaspora, holding up an image of an Ireland that is both familiar and changing. Our Home Truths films will show you that a move home is a move forwards, not backwards. The campaign videos can be viewed at hometruths.frsrecruitment.com.

Returning Irish emigrants need to know the stories on the ground. They want to know about the schools, the playgrounds, the potholes, and the pubs. FRS Recruitment engages with over 1500 employers right across the country, an unrivalled network of local experts who are on hand to answer all your questions.

If you are looking to make a move home, reach out to one of our Recruitment Consultants, each of whom is a specialist in their sector. We understand the complexities of the jobs market in Ireland, and know which employers are looking for talent.

Find out more about Home Truths here

So you want to work in Recruitment?

Mon, 23 May 2022 09:54:00 GMT

So you want to work in Recruitment?

Talent acquisition, or Recruitment as its more broadly referred has finally established itself in the minds of the public as a career in itself, not simply a function carried out as a niche skill of HR.

While many recruiters of my generation fell into the market more by accident than design, its impressive to see that the strength and reputation of recruitment and recruitment agencies has created a new scenario where people are exiting other well established roles and sectors to move into recruitment. That being said, the challenges of moving into the sector are well known and success is not guaranteed without associated effort and support.

Recruitment is equal parts challenging and rewarding, every day is different. It can be very fast paced at times, sometimes decisions are completely out of our control, and we are constantly solving new and unique problems as they arise.

Let me tell you, Recruitment is not like any job you’ve ever had before.

It stitches together the worlds of sales, HR and service provision and carries the difficulties and nuances of each of those worlds as well.

The core focus of a recruiter can be described as follows:

Find Jobs.
Find suitable candidates.
Fill jobs, and repeat.

However, while this process may appear to be as simple as posting job adverts and matching applicants to an open role, the reality is very different.

Most people are bad at writing CV’s, this is not something a person does every day. Most people do not know how to sell themselves and most people are not regularly involved in interviews so in general they are not skills that people develop, and therefore they area that a good recruitment consultant can focus and offer guidance and support. In fact it can be true to say that a good candidate often hides behind a bad CV.

The important thing we at FRS try to tell our junior recruiters, is that it’s a job that really does get easier the longer you work at it, and the concept of the academy is to provide specialised training, support and mentoring that eases those first few months as you gain that knowledge of the recruitment process while at the same time building out your network of clients and candidates within the industry or sector that you will be working.

The Academy Program

Through myself as the dedicated course coordinator and working alongside mentors and subject matter experts, You will enjoy a schedule of daily training and mentoring sessions for the first 6-8 weeks while integrating with your selected team and division, with performance reviews at 3 and 6 months depending on the individual, up to a maximum of 12 months under the umbrella of the academy.

The course involves a combination of scheduled in-person and live video group sessions as well as access to pre-recorded specialist training, the aim of which is to support the junior recruiters by establishing a strong knowledge base of information around the systems, processes and procedures involved in recruitment, including legal and regulatory requirements and company best practice to ensure excellent candidate and client experience throughout.

We feel that the focus within the establishing period should be process quality over quantity and that metrics should be used to direct area’s of support and training.

The joy that most people find as a recruiter is that it’s a role that really benefits on personality, it allows you, and encourages you, to build your own brand. People interact and speak with other people. While we at FRS provide you with the tools and the training, you have considerable autonomy to be yourself, build your desk, build your client and candidate contacts, and become knows as an expert consultant in your area.

If you are wondering about a career in recruitment, or know someone looking for a change in direction, please reach out to the team at FRS and we’d be happy to speak with you. Contact us at info@frsrecruitment.com, or just add your CV to our talent pool here: https://www.frsrecruitment.com/job-seeker/submit-cv/ , and in the meantime click here to have a look at life at FRS.

Getting Your First Job: 5 Tips

Wed, 18 May 2022 15:47:00 GMT

Are you a recent graduate? Or expecting to be after your upcoming exams? Taking the leap from college to the working world can be a daunting prospect, regardless of what industry you want to work in.

It can be tricky to balance your expectations while at the same time navigating the variety of sources for your ideal job. At FRS Recruitment, we understand these challenges, and have devised the following tips to help alleviate some of the stress associated with starting your new career.

1. Think about what you want

It may seem like a simple idea, but understanding what you want to be when you ‘grow up’ still haunts some people who are coming to the end of their career! However, don’t feel pressurised into thinking you have to have all the answers now. Having a fairly good idea of what you want to do is an important grounding, so it’s worthwhile considering your strengths, your passions, and what motivates you.

2. Realistic Expectations!

It’s important to dream – seeing yourself as the manager of multinational company with huge annual turnover might be a long-term aspiration, but, just for now, remember to be realistic about how you plan on getting there. Entry-level positions might not seem the most attractive, but evaluate the benefits to whatever jobs you are considering: “will this give me the experience I need to progress?”; “does this sound like it will satisfy my work ethic?”; “are there opportunities to promotion within this company?”. Be careful not to sacrifice a great opportunity in the present, simply because it doesn’t meet the expectations of where you see yourself in the future!

3. Look in the right places

So: you know what you want to do. This is an important step. Your next decision is equally important and will determine the likelihood of you landing your dream job: where do you start looking? Depending on what kind of roles you’re after, you might find that you can avail of a multitude of different sources to get a sense of what’s out there. Do your research! Start networking now. Making connections with people, on LinkedIn for example, can serve the twin purposes of promoting your online profile and giving you leads to follow. You should also regularly review traditional job searching sites (such as Indeed, Irish Jobs.ie, Jobs Ireland, etc.) for an insight into the activity in your preferred area. As well as these, consider speculative applications, which can be an effective way of demonstrating your enthusiasm to a prospective employer.

4. Update your CV

Don’t underestimate the power of your CV. It will potentially serve as a ticket to your next interview, so taking some time to review your current version (and updating it where necessary) could make all the difference. Ask a friend or colleague to review it too, as it’s possible you may have missed something. It’s also a good idea to tailor your CV towards the industry you are applying to. Research some job ads and job descriptions online to get a more rounded sense of what employers in your preferred field are looking for. Match up your skills and background where applicable.

5. Persist (and seek advice!)

Simply put, you must keep active. There is no denying that job searching can be a frustrating task, and often with little indication of what you might be doing to improve. Being aware of additional resources that could help you in your search is one thing – making the decision to seek that help and advice is another! There are many valuable sources of information out there, particularly among the network of recruitment agencies across Ireland. At FRS Recruitment, we have always rooted for those that want to challenge themselves and take the first step towards their future career. It’s the very rationale behind our motto “We Work For You”.

When you need some advice on what to do, reach out to one of our Recruitment Consultants, each of whom is a specialist in their sector. We understand the complexities of the jobs market in Ireland, and know which employers are looking for talent. We can also offer some practical guidance around your CV, interview preparation, and employer networking.

Find your dream job here or register to receive job alerts from FRS Recruitment.

Returning to In-Person Interviews | FRS Recruitment

Wed, 11 May 2022 08:30:00 GMT

With many businesses now returning to working from the office, it feels as if we are we are really beginning to emerge from the worst of the last 2 years. As Ireland adapted to the challenges of the pandemic, many industries experienced the necessary shift from working on-site to working remotely. This, of course, also had a direct impact on the way businesses interviewed their candidates.

If you had an interview in the last few years, the chances are that it was conducted as a video interview, a phone interview, or even a one-way, recorded interview with pre-selected questions. While interviews are daunting, practicing can be an effective way of showcasing your skills. However, for many, the newest challenge is not only in refreshing the kinds of interviews skills needed when meeting an employer face-to-face, but what changes, if any, to expect. Here’s a few examples:

1. The Questions

Your preparation for the types of questions asked in a remote interview will be the same as for a traditional job interview. Employers might ask broad questions like, “why would you like to work for us,” and “tell me about your weaknesses and strength.” Your preparation will still be as relevant if you get invited to an employer office to meet with them in person.

2. Dress Code

Frist thing’s first! Think about what you’re going to wear. You might have done your last 5 interviews in shorts, but ensure you look the part for your next in-person interview.

3. Smiling

While sometimes smiling is not the easiest thing to do in a stressful situation, it can really help to alleviate tension. It’s a good method of relaxing you as the candidate but will also more than likely be reciprocated by your interviewer. As with all of the tips below, you want to find the right balance: smiling too much can give the wrong impression!

4. Hands

Using your hands can be an effective way showcase your enthusiasm. While you’ll want to avoid waving your hands about too much, using them can give the impression that you are at ease – in turn making the employer feel more at ease.

5. Active Listening

This is an important skill that can make a huge difference in any face-to-face situation. Nodding in agreement with the employer lets them know that you understand what they are saying and are able to follow the conversation. It’s also another useful way of helping to reduce tension and encourages a positive atmosphere between interviewer and interviewee.

6. Eye Contact

As remote interviews require participants to engage via a webcam or over the phone, it’s virtually impossible to ensure or maintain eye contact. Eye contact remains a crucial aspect of the in-person interview and helps candidates and interviews alike to give the impression that they are trustworthy and open. If this doesn’t come naturally to you, make sure you practice with a friend, a member of your family, or your FRS Consultant, which can help you become more confident in maintaining and managing your eye contact. If you are invited to a group interview or a panel interview, remember to look at each of the people in the room when answering their questions.

7. Handshake?

A lot has changed since Covid: do we, or don’t we? Is a fist bump or an elbow lean appropriate? It’s hard to know what’s best to do in this situation. The important thing to remember is that you only do what you and your interviewer feel comfortable with. If you find your self in a situation where the employer is holding a hand out to you, feel free to politely decline the handshake and explain why. Alternatively, if the employer rejects a handshake, don’t be offended. You might also want to ask: “do you mind if I shake your hand?”, both giving the interviewer the option and demonstrating your social awareness at the same time!

8. Mask?

As with the handshake, this is a judgement call. We’ve come a long way since 2020 and seeing someone wearing a mask is nothing strange. If you feel more comfortable wearing one, do. Out of respect for your interviewer, it might be a good idea to bring one with you in your pocket even if you choose not to wear it. Feel free to simply ask the employer if they would prefer you wore it. Again, the important thing is that you and your interviewer feel safe.

These tips are designed to help you adjust to the cautious return of face-to-face interviews. While your actual interview preparation might be unchanged, it’s useful to know that there are now new real-world situations to be aware of that we may have overlooked.

Thankfully, our Recruiters are well placed to give you some additional advice on what to expect in your next interview. Reach out to the team now on 1890790890 or register to receive job alerts from FRS Recruitment and start your career search with us today.

Why Customer Service Staff Leave

Wed, 27 Apr 2022 15:43:00 GMT

Have you been impacted by the Great Resignation? Find out why customer service and call centre staff are leaving and what you can do to attract and retain talent in today's candidate short market.

FRS Recruitment work in partnership with employers across the country to recruit volume hires for their businesses, including call centre and customer service agents. We work with their HR Talent Leaders and Hiring Managers to reduce their time to hire, recruitment costs and to support their growth strategies.

Over the past 12 months our clients within this sector have been experiencing staff turnover like never before with increased competition, remote working options and evolving benefits a common catalyst.

To try gain some further insights as to why this is happening our recruiters spoke to a number customer service candidates to learn more about their key drivers. Here is what they had to say:

Having a clear mission and vision is now the No. 1 most important factor. Employees want to work for organizations they believe in . We found that staff leave because they don’t feel connected to a team or manager, they are not heard or they don’t see where their career and the company is going.
Employees don’t quit jobs, they quit managers . Managers play such an important role in every business. Staff look up to them for advice, direction and leadership. On too many occasions we receive feedback that people are leaving due to lack of or bad management.
Paying attention to employees’ struggles to manage work and home life is important to keeping top talent. We all manage our time differently and not hearing or seeing your employees' struggles creates disgruntled staff at a rapid pace. Knowing your employees home life has never been so critical to ensure that the right decisions are being made when supporting and managing your staff.
Companies must offer more than remote work, as employees also want some level of freedom and flexibility to adjust work schedules. In the world of business support roles, we are finding the main reason for people leaving is for remote and flexible work. Customer Service Staff don’t want to be chained to their desks from 9 to 5 or 8 to 6 —They want flexibility to take their children to after school activities, attend appointments, work from the home or the office etc. Offering remote and flexible work options needs to be the company's priority as the revolving door of customer service staff will continue until this becomes part of the a company's offering.

Find out more about our Recruitment Process Outsourcing service offering and how we can supplement your own HR and Talent Acquisition team.

The New World of Sales Recruitment

Wed, 27 Apr 2022 13:12:00 GMT

The phrase ‘they could sell ice to the eskimos’ is a very commonly thrown around phrase when when we think about the iconic salesperson.

Flash clothes, a fancy Filofax under the arm and that look that says, ‘so how many can I sign you up for’.

Alec Baldwin in that famous Glengarry Glen Ross ‘Always be closing’ scene still rings true.

I like to believe the world of sales, and how a sale is made, has dramatically changed in recent years (and not just due to the pandemic).

Maria Carey Sales Recruiter at FRS Recruitment believes that “employers are broadening their scope for what the perfect sales person is”.

“The basics are the same, good communication, good understanding of the product/service and a go getter mentality” but to survive Sales in 2022 you need to offer the employer so much more.

Our clients are looking for exceptional sales professionals of all levels and across many sectors it really isn’t as straight, forward and black & white as it used to be.

Sales professionals are dealing with a range of new factors which tend to link more to the company culture and role itself. Factors such as selling remotely, selling online, selling through through marketing and social channels, internationally selling product and services and selling solely through technology not through people.

Due to evolving employment factors in the sales market, and the ever increasing demand for sales professionals, employers are more open than ever to viewing CVs, talking to candidates, and making that extra effort to look beyond the initial experience on a page to really see what a candidate can bring to the table.

Maria Carey tells us that “clients are now hiring marketing professionals in sales roles and IT candidates in sales roles to ensure that they are staying on the pulse of the sales market to maximise revenue sales”.

With a modern view on hiring sales professionals, employers are opening up to a whole new pool of talent that could grow their business in a way they had never envisioned.

The role of a recruiter needs to evolve as much as the changing sales marketplace. It opens up so many doors for sales talent and allows recruiters to have dynamic conversations with candidates and clients and really play that professional matchmaker role with the aim, as always, to find that perfect candidate their perfect role, and the perfect client their perfect employee.

#sales #salesrecruitment #talent #targetrecruitment #salesjobs #mariacarey

Living in Ireland: Finding the Right Accommodation

Wed, 27 Apr 2022 10:51:00 GMT

Finding a new place to call home can be a daunting prospect. We know that looking for accommodation can be as much of a challenge as looking for a new role. However, if you’re on the lookout for a house, apartment, or looking to share accommodation in Ireland, we have some really useful tips on how to maximise your chances of securing the perfect place for you!

Online property sites

There are several excellent online property sites available in Ireland which all offer different forms of accommodation.

Most of these sites enable you to set up email notifications for new listings that meet your requirements, helping to cut out the frantic refreshing of sites and alleviate the fear of missing out.

It’s definitely worth familiarising yourself with these sites before you begin your search to find housing:

Make contact directly with local realtors

Meeting local property agents in person can really help establish a trusted relationship and can help remind them that you are a genuine customer who wants prompt notice when a new listing becomes available.

Some local property agencies have a waiting list of people looking for rental accommodation in a specific area – this allows them to make a targeted call when they are made aware of any new suitable properties.

You may also have the option of setting up a video call (via Zoom/Teams/etc.) if you want some face-to-face interaction with them before you organise an accommodation viewing.

Share houses

This is a good option to get your foot in the door while you look for something more permanent or are attending in-person house viewings. You may know people that have a room available already.

Also, Hosting Power offers up all-inclusive accommodation with linen/bills etc. included.

Alternative options

An often-overlooked source of temporary housing is student accommodation over the summer period. Many of these can be found advertised through booking.com and other hotel booking sites. You may find that going to them directly to negotiate a longer let is more cost-effective.

Holiday rentals

Sometimes it helps if you think laterally when you’re looking for housing in Ireland. Part of the reason why the number of rental properties has reduced is because a lot of them are now listed on Airbnb and other similar sites.

It can be worth exploring long-term holiday letting through Airbnb, Vrbo , or directly with the accommodation provider. Many properties are listed directly online and may be found through Google searches based on location and Facebook groups such as Holiday Homes in Ireland for rent .

Word of mouth

Believe it or not, many people find accommodation through word of mouth – and this is more common outside the major cities. Many properties are still not advertised online as there is no need for them to be. Let your friends and family know that you are seeking rental accommodation and ask them (nicely!) to keep an eye out for you.

Facebook groups

If you are new to the community or area, use local noticeboard or Facebook groups to advertise. Many of these groups offer rooms or shared accommodation, but they are a great place to look as people won’t always post rooms for rent on the major property sites.

There are some useful Facebook pages and groups for this, with some examples here for renters looking to live in Dublin , Galway , and Cork .

Finding the right place

Remember to be diligent and avoid sending money to anyone for a place you haven’t seen in person. Unfortunately, scammers have been taking advantage of the housing situation in Ireland and are popping up not only in Facebook groups, but on legitimate housing sites as well. Always do your research first and make contact in person where possible.

Finally, while finding accommodation in Ireland can be a challenge, looking around and revising some of the useful resources above can lead to some local, untapped, and exciting accommodation options that might be just right for you.

If you are an Irish Expat looking to make the move back to Ireland , you can check out our Free Flight Home Offer . You should also consider registering to receive job alerts from FRS Recruitment and start your career search with us today.

The Unexpected Benefits of Remote Working

Fri, 11 Mar 2022 11:14:00 GMT

The idea of remote working pre-pandemic had been looked upon with distaste across the majority of industries. "How will we possibly get any work done?", Many asked. Two years later, many businesses would be lost without it.

Here are some of the benefits to working remotely that the 2022 workplace is not quite ready to lose:

1. No transportation time

For those working from home, gone are the days of sitting in traffic for half an hour before looking for parking to get to work. That can be a two-way journey spent 5 days a week. Whether you opt for a sleep-in or start getting more done in the mornings, those who made the swap to remote working enjoy this extra time.

2. Freedom to live anywhere

If you don't have to travel to the office, you don't have to be near it either. Some remote workers may go from their office in Cork to the home office in Cancún! FRS currently has staff working from Portugal, and has previously had staff working from Australia and the UK. After our movements being restricted for so long through lockdowns, this is a benefit many are keen to take advantage of.

3. Office costs

Running an office has its expenses, when swapping to remote working this is something many businesses opted to do away with altogether. While FRS and many other businesses opt for the hybrid model, in which staff have the option to use our offices, businesses still save on costs by reduced usage.

4. Flexible hours

As many businesses aren't stuck to office opening times anymore, there is often a lot more leeway in terms of when you work. This comes alongside the new trend of the 4-day work week, which many businesses across the nation have began to trial.

5. Save on home bills

Those working from home can claim Remote Working Relief on up to 10% of the cost of heat and electricity, and 30% of the cost of broadband (proportioned to the amount of days worked from home). This relief came into effect from tax year 2020, and is not expected to remain in effect for too much longer as the pandemic comes to an end. This has saved hundreds for many remote workers nationwide. to find out more about this, click here .

At FRS, we offer full remote working, as well as the hybrid option for those who want to work from any of our 9 office locations. To find out more about life at FRS Recruitment, and what positions we have available, click here .

Accounting and Finance Careers: Where to Start?

Mon, 07 Mar 2022 17:07:00 GMT

Why would you choose a career in accounting and finance? Where on earth could you end up with that qualification?

Did you know that a fifth of FTSE 100 CEOs are qualified accountants? 51% now have a background in finance in contrast to traditionally having held positions in sales and marketing. ( https://www.icaew.com/insights/features/archive/fifth-of-ftse-100-ceos-are-accountants )

Now, I'm not saying if you enter the accounting and finance profession you will become a CEO! But with a qualification in accounting, the path could be a little smoother.

What are the skills that companies are seeking today within Accounting and Finance?

The range of roles have never been more diverse from Financial Controller to Transfer Pricing Specialist to Financial Planning & Analyst. Skills and expertise with VAT, Tax, GAAP and IFRS are highly regarded.

Let’s start with the basics – Qualifications !

You can call yourself an accountant without any formal qualifications, often you will have worked in the area for several years building up your knowledge and experience. This is referred to as QBE – Qualified by Experience. To sign off on accounts or use any of the below acronyms – you must take and pass the exams.

To be a formally recognised Qualified Accountant you will need one of the following:

ACA, ACCA, CIMA, CPA – a jumble of letters.. but what do they mean, what is the difference, and which is best?

There are several different paths you can take to become a Qualified Accountant. The most straight forward would be a training contract with an accountancy practice following successful completion of a degree course. This course is often the B.Comm. Completion of a training contract within practice will give you an ACA – Chartered Accountant Qualification.

ACA - Chartered Accountants are widely recognised as Ireland’s premier business professionals, providing essential strategic guidance, expertise, and consulting across a vast array of business activities and sectors. They have come through a rigorous regime of training and examinations, combined with a strong emphasis on generating deep practical experience. You must complete all your exams in three years and training is based in practice.

ACCA – Association of Chartered Certified Accountants is based on international accounting standards, providing students with the skills, knowledge and values to have successful careers and lead the organisations they work with into the future. You have 10 years to complete all your exams and you are generally based in industry.

CIMA – Chartered Management Accountants have a strong overlap with business and are forward thinking. The CIMA qualification is designed to bring together management accounting, financial accounting and business, so you’ll have the practical skills employers need. That way, you’ll be qualified to work in a wide range of roles from finance to consultancy, IT to senior management positions. 12 exams that can take from 3-6 years to complete.

CPA – Chartered Public Accountant is the title of qualified accountants in numerous countries in the English-speaking world. It is generally equivalent to the title of chartered accountant in other English-speaking countries. In the United States, the CPA is a license to provide accounting services to the public.

These are the direct routes.

Indirect routes to becoming a qualified Accountant

There is also a path to take if you are not in the position to start with a degree. You can begin in an accounts department as an Accounts Administration and work your way and build your knowledge. Undertake an IATI (Accounting Technician) qualification that will give you a sound grounding in the accounting exam world and then move on to your ACCA with several exemptions.

There are a number of key factors that will aid you during your studies and throughout your career

Different companies use different software depending on their size, their business type, the reporting ability that they require and more. A strong grounding in Excel with knowledge and ability to Pivot Tables and V – Lookups will always be a positive.

For SME companies one of the new systems that is gaining ground with its cloud – based applications is Xero. One thing to remember about accounting software is that they generally need the same information – you will just need to find the new box. When your knowledge base is strong – IT systems will become second nature.

With this fast-moving world we are living in – Data analytics and analysis has become a key area for companies and several roles are now in high demand from Financial Analyst, Business Analysis to FP&A positions. Larger organisations will have dedicated teams crunching the numbers relating to minute cost savings. Big Data and people having the desire to work within Big Data on the accounting front is an area of growth.

Do you enjoy a broad role, or would you prefer a more defined role within accounting? This will be down to the organisation you work with and the size of the team you work in. A smaller company will generally have a small team and often the role can be broad as all areas of accounting need to be covered. A larger company (multinational for example) can have different departments within the accounting function with roles broken down into specific components. You only see your bit and not the whole picture. All the same accounting duties need to be covered but with higher volumes of everything so more defined roles and more people. It is important to think about the type of role you would like to have.

FRS Recruitment have specialist recruiters covering all areas of Accounting and Finance from Finance Director to Management Accountant to Accounts Payable and everything in between.

Why not give us a call and see if we have your next career within finance and accounting waiting for you!

Bernadette Sisson

Louise Glennon

Maria Weafer

Top 5 Reasons to move to Ireland for an IT Role right now

Thu, 03 Mar 2022 15:56:00 GMT

1. Ireland has become the tech hub of Europe

With the lowest corporate tax rates in Europe, Ireland (particularly Dublin) is seen as an “attractive” location for top businesses to set up shop. Major organisations such as Google, PayPal, Facebook, LinkedIn, Microsoft and Accenture have the European hubs in Dublin, today. The Start-up sector is also thriving with 37% increase in company registrations within tech in Q3 2021.

2. Ireland currently has a skills shortage with Technology

Compared to the same period in 2019 – our IT team has 500% more IT positions on our desk. Ireland has one of the most talented technical skill-sets as a nation in the world however the growth of current companies, the influx of new companies and other economic factors has caused there to be a large skills shortage across the board.

3. Education & Training

Trinity College Dublin, University College Dublin and University College Cork are all A-list universities, to name but a few and each of them provide world class education & training in all tech disciplines. The standard of education within Tech matches that of anything else in the world.

4. English Speaking & remains Part of the EU

Whilst the UK has decided to leave the EU, the Republic of Ireland (not Northern Ireland, which is part of the UK) remains part of the European Union. This allows freedom of travel for any citizen of an EU State to move to Ireland at short notice. Companies have moved several EMEA operation to Ireland off the back of Brexit.

5. The Guinness!!

Fairly Self-explanatory!

My 70 Minutes of Home

Wed, 19 Jan 2022 16:33:00 GMT

FRS Recruitment are proud sponsors of the GAAGO streaming service. This platform gives Irish people based in Australia and New Zealand, America, the Middle East, UK, China, Japan or anywhere outside of Ireland an opportunity to view all their latest county as well as club games – getting a chance to experience 70 minutes of home.

As part of the FRS Recruitment #70minsofhome campaign, we spoke to four Irish expats who have recently returned home from abroad about their experiences whilst at home and away, and how they stayed connected to home. We also asked them for their advice for other expats considering a move home.

Here is what they had to say:

How did you stay connected to Ireland while being away for so long?

“I made a lot of Irish friends in London which became my very close circle, so I was very much connected to Ireland because of it“ Laura, Recruitment Consultant (based in London for 17 years)

“FaceTime/ WhatsApp groups with friends. I followed news/ relevant Irish social media sites to keep up to date with the going’s on” Trish, Nurse (based in Sydney for 4 years)

“Facebook, Snapchat, WhatsApp. The time differences can be hard but I enjoyed waking up to lots of messages from family & friends back home” Jeffrey, Head of Operations (Based in Perth 3 years)

"I would stay connected to my friends through our WhatsApp groups and my family through phone and video calls. I also had my favorite Irish pubs where I could get a pint and listen to live music which always reminded me of home" Martin, Civil Engineer (based in US for 5 years)

What and where did you miss the most about Ireland while away?

“I missed family and the local pubs where conversation is integral as opposed to in London was harder to find places where you can have quiet drinks and good conversation” Laura

“Missed the Irish food, trad sessions, special occasions, my family and friends” Trish

“Family & Food“ Jeffrey

“Having pints at my local and a Sunday roast“ Martin

Did the GAA matches make you miss Ireland more when looking at them abroad?

“Yes, nothing beats watching sports live with your lads” Martin

Did you research jobs in Ireland before you moved home?

“ Yes, I spoke with FRS Recruitment before I returned, and they were fantastic! They helped me secure a job before I left Australia which was great. It allowed me to focus on other aspects about the move home. It was one less thing to worry about“ Jeffrey

“Yes, I checked Linked in and Indeed. Spoke with friends in similar industries who had moved abroad and joined Irish Network Boston and D.C. through LinkedIn“ Martin

Have you learnt new skills or new experiences while away that you could bring back to Ireland?

“I learnt many and I think working in a large city like London in recruitment made me really push the boundaries in terms of building relationships etc and I hope I will bring this skill to Ireland; time abroad has helped to enhance my career here in Ireland“ Laura

Do you think your time abroad has helped to enhance your career?

“Yes, for sure, I worked in employability in Australia which gave me a great understanding of the industry before working back here in Ireland in the employability sector“ Jeffrey

“Yes, I was able to work on large scale projects that wouldn’t be as common in Ireland. I have developed professionally and now have broadened my skill set. I also feel working internationally exposes you to new ideas and different industry experts“ Martin

Did the pandemic have any impact on your move home – if so please elaborate.

“Yes, the pandemic delayed our move home by about 6 months. It would have delayed us further, but we decided we wanted to get back home before the new year. Moving a family to another country is already filled with stress and adding constantly changing travel restrictions and quarantine rules made it more difficult. We are glad that we made the leap and all things considered have settled in well. The best part has been seeing our son bond with his grandparents“ Martin

Are there any cultural differences that you enjoyed while away that you would like to see here in Ireland?

“I met so many people from different countries which enabled me to appreciate their cultures and food” Laura

“I really enjoyed the ethnic variety of restaurants in the States and, while Ireland has come a long way from my childhood, I wish there was more diversity here. You can meet and learn about people from all different backgrounds in the States and I will miss having that as a part of my everyday” Martin

Have you a different outlook or perspective since you returned home in comparison to when you first left?

“Yes, it is a lot more multicultural which I like, and I got a glimpse of a really good art and music scene in Dublin before Covid hit!” Laura

“For sure, living away open’s your eyes to realise there is a world outside of Limerick! You become more independent, confident and mature” Jeffrey

“I have really come to appreciate work/ life balance – something I think we do much better in Ireland that in the States. Also, now having a newborn I understand the importance of time management and how sometimes work can get in the way of the more important things in life" Martin

What advice would you give to someone who is thinking about moving home?

“Research the property market where you intend to move to prior as this is the biggest challenge in Ireland (Click HERE for our mortgage advice webinar)“ Laura

“It’s not as bad as people make it out to be. Great being close to friends and family and you get used to the weather again!“ Trish

“I think it’s important to know you are making the right decision, if you are thinking of moving then explore options of employment, try have some savings built up before returning to help get you started and just go for it” Jeffrey

“Research and plan ahead. For me, talking with other people has been the most helpful resource. I have several friends that made the move back home before we did, and their advice was really helpful” Martin

70minsofhome is part of FRS Recruitment’s ‘Ireland is Hiring Initiative’. This initiative has seen FRS engage with Irish people living in every corner of the world to successfully fill job opportunities back in Ireland. Part of this initiative is our Free Flights Home Offer (yes you read that correctly!). FRS Recruitment will reimburse flights home to Iris expats that we place in jobs. To find out more about our free flights and moving back home click HERE .

Ready to make the move home? Contact us here . We believe there is a career waiting for you here in Ireland.

Employment Opportunities to Grow by 10% in 2022

Mon, 17 Jan 2022 11:06:00 GMT

We are forecasting that employment opportunities are expected to grow by 10% over the course of 2022 . Buoyed by the ongoing recovery of the economy across most sectors, we expect the majority of employers will be seeking to hire additional staff as they look to grow their businesses and address skills shortages in the next 12 months. In particular we forecast strong demand in manufacturing and engineering, construction and IT roles this year.

This growth in opportunities will be a continuation of the trend which began last year, when we handled a total of 81,528 job postings, up by 12% on the 72,939 we managed in 2020. The rise in openings was cross sectoral with significant growth experienced in the commercial, IT, healthcare, construction, life sciences and engineering, agricultural sectors as well as temporary industrial and commercial positions.

Sector Analysis

Among the career areas in which FRS Recruitment recorded the largest rises in activity during 2021 were retail (up 117%), transport and logistics (up 82%), pharmacy – retail (up 69%), professional services (up 68%) and banking and financial services (up 58%).

Regional Analysis

While nationally there was a broad increase in the number of roles handled, there were some significant regional variations experienced. In total 20 of the Republic’s 26 counties saw the number of job postings rise with the most significant increases coming in Longford (up 158%), Carlow (up 117%), Kilkenny (up 79%), Meath (up 76%), Louth (up 72%) and Cork (up 60%). Dublin also experienced strong growth (up 39%) and accounted for by the largest number of postings, 21% of the national total.

Six counties also experienced a decline in opportunities, with the largest drops coming in Roscommon (down 45%) and Donegal (down 30%).

The information was published in our end of year report, Job Opportunities Abound.

Click here to read in full.

Speaking about the report Lynne McCormack, General Manager of FRS Recruitment said, “We strongly believes the next 12 months will be another very busy year for recruitment. There should be significant movement across the economy with employers looking very closely at their resourcing needs as they seek to grow and expand their organisations and address any current and projected staff shortages.

“While in 2021 it was a few months into the year and post the lockdown before the recovery in employment began in earnest, this year FRS Recruitment anticipates demand will be strong right from the outset. In recent months we have been seeing signs that the understandable reluctance to engage in change while in the midst of the pandemic, an approach adopted by both employers and employees, has been diminishing. We expect that will lead to a lot more movement in the market. This will be particularly apparent in the manufacturing and engineering, construction and IT sectors, but increased demand is likely to be shared across most sections of the economy.

“In some sectors the need for experienced, skilled personnel is also becoming challenging, with employers finding it difficult to attract suitable candidates. This is likely to lead to pressure on salary packages as employers compete to attract the best personnel and retain their current teams. We also believe there is likely to be an increased focus on attracting foreign based qualified candidates to meet shortfalls in some sectors,” Ms. McCormack concluded.

FRS Recruitment Launch Christmas Film Aimed at Bringing Irish Expats "Home for good"

Wed, 08 Dec 2021 14:59:00 GMT

Leading Irish recruitment company, FRS Recruitment, has launched a new Christmas themed video aimed at bringing the Irish abroad back to Ireland and “home for good”.

The video was launched to coincide with the many Irish abroad travelling back to Ireland ahead of Christmas. Recent research conducted by FRS Recruitment showed that one in every two members of Irish abroad are considering travelling back to Ireland this Christmas.

Building on that premise, the video features a shot of a plane landing at Dublin Airport and then cuts to the passenger’s perspective as they drive from the airport on the motorway and then along various roads seeing Christmas lights in a number of different Irish homes and other settings. The tagline then reads “Any airline can take you home for Christmas. We can bring you home for good.”

The video is part of FRS Recruitment’s ongoing ’70 Minutes of Home’ campaign, which seeks to provide glimpses of Ireland to the Irish community living abroad and to encourage those who may be considering a move back to Ireland to look at the many high quality job opportunities available for qualified personnel back in Ireland. It can be viewed at www.70minsofhome.ie

The campaign is run in conjunction with FRS Recruitment’s sponsorship of GAAGO with many of the videos being promoted during the streaming of GAA Championship games featured on the GAAGO platform.

Speaking about the campaign, Lynne McCormack, General Manager of FRS Recruitment said, “Christmas is a time when a lot of people’s minds turn to home. This is especially true of the Irish community living abroad, many of whom are considering travelling back to Ireland this Christmas. Even for many of those who won’t travel, the nostalgia associated with an ‘Irish Christmas’ tends to linger and come to the fore at this time of year.

“Christmas is also a period of broader reflection and we have found in the past that we get a lot of inquiries at this time of year from Irish abroad who might be considering moving back to Ireland and are looking at their options. The truth is that there are a lot of career opportunities available back in Ireland for qualified candidates. This is across the board – in Healthcare, IT, Construction, Finance, Engineering, Medtech, Commercial and many other sectors."

“We have increasingly found ourselves turning to the Irish abroad to see if we can connect the right person with the right role. Every year there are some people who would like to move back to Ireland under suitable circumstances. Usually that means putting them in a job they really want. Well for the Irish abroad who have grown their career and their CVs while away, there is plenty of exciting opportunities available."

“Through this video we hope we can stir the nostalgia for life back in Ireland just a little and give anyone who is thinking about making a more permanent switch the opportunity to check out what some of those opportunities look like,” Ms. McCormack concluded.

FRS Recruitment is one of the leading recruitment businesses operating in Ireland. They have 10 offices nationwide, with locations in Dublin, Cork, Galway, Tipperary, Limerick, Kerry, Kilkenny, Offaly, Cavan and Roscommon. A 100% Irish business, FRS Recruitment is part of the FRS Network – the social enterprise co-operative.

Current entry requirements for travel to Ireland

Thu, 02 Dec 2021 16:34:00 GMT

What the latest health regulations in Ireland mean for those coming home for Christmas

This week the Government has made some changes to the public health regulations for those travelling to Ireland. So what does that mean if you’re thinking about travelling home to Ireland for Christmas?

Well here are the details.

Anyone travelling to Ireland must complete a Passenger Locator Form (PLF) before they depart. These can be sourced here - https://travel.eplf.gov.ie/en

From Friday 3rd December onwards , anyone who plans on entering Ireland will also be required to be tested before their arrival.

If the person travelling is fully vaccinated or has recovered from Covid-19 (and importantly they must have valid documentation that proves this – such as a Digital COVID Certificate) then they must show a negative test result from either an antigen test OR a PCR test. If you are using an antigen test, it must have been taken no more than 48 hours before you arrive in Ireland. If you opt for the PCR test then it must have been conducted within 72 hours of your arrival on Irish soil.

For those using antigen tests , it is important to know that they have to be professionally administered, meaning you can’t just take one yourself.

In the case of those who are travelling and who are not fully vaccinated or recovered then they must show a negative PCR test result which was taken within 72 hours of their arrival.

Children under the age of 11 are exempt from the testing requirements.

Additional restrictions have also been announced for those who might be travelling from ‘scheduled States’. At the time of writing that specifically refers to South Africa, Botswana, Eswatini, Lesotho, Mozambique, Namibia and Zimbabwe. The current advice from the Irish Government is to avoid non essential travel to or from those countries.

For anyone who does have to travel from one of those locations will have to quarantine at the address they declared on their Passenger Location Form. They will only be allowed to leave this location to take a PCR test. These must be taken on Day 2 and Day 8 after the passenger’s arrival – without exception. The Irish Health Service Executive (HSE) will make contact with the passenger to arrange the relevant tests.

Obviously this is an evolving situation following on from the latest developments with the Omnicron variant. We will try to keep this page updated as more information is provided but anyone who is seeking the most up to date details should go to https://www.gov.ie/en/publication/77952-government-advice-on-international-travel/

Please note - since publishing the introduction of these measures has been delayed beyond the 3rd December. It is expected they will come into effect in the coming days, possibly on Sunday 5th December.

Saudi Arabia Trade Mission 2021

Thu, 18 Nov 2021 16:30:00 GMT

FRS Recruitment were delighted to be invited to Saudi Arabia for the Enterprise Ireland Trade Mission led by Tanaiste Leo Varadkar this week. We were represented by incoming FRS Network Group CEO Colin Donnery who further enhanced our relationships with clients in the region such as Almarai to whom we have provided specialist recruitment services since 2015.

FRS Recruitment was joined by 30 other leading Irish organisations to further develop relationships with Saudi organisations in the agri, food processing, equine, construction and government services sectors.

“We first visited Saudi Arabia 6 years ago on a trade mission with EI and the change in the country since then is palpable. The drive to grow industries such as tourism, sport, construction, finance and ICT is evident across the region and testament to the Kingdoms government driving societal change. We see huge potential in the region for FRS to grow our talent management solutions given the requirement for the people expertise needed to support the change agenda. I would like to pay tribute to the Tanaiste and previously Minister Simon Coveney for building ties and forging links with a Saudi government and organisations who have been nothing but welcoming. It is clear that there is huge respect for Ireland and Irish people here and the role they have played in growing many of the kingdom’s leading organisations and we look forward to continuing to provide human capital solutions to the region” Colin Donnery, FRS Network Group CEO

Opportunities with Almarai

Our Client Almarai is one to the largest vertically integrated dairy companies in the Middle East which presently has 90,000 cows & 70,000 young stock in 7 modern dairy farms. FRS Recruitment have been working closely with Almarai since 2015 and in that period of time we have assisted many candidates secure employment in various different roles.

If you are looking for a career move in 2022 FRS Recruitment are currently recruiting for the following roles. These roles will be based on 1 of 7 farms in the Riyadh area.

Assistant Dairy Farm Manager – tax free salary of 50,000 Euro
Refrigeration Engineer – tax free salary of 60,000 to 70,000 Euro

Senior Engineering Manager – tax free salary of 60,000 to 70000 Euro

*The above positions all include 97 days annual leave , 6 free flights to and from Dublin to Riyadh , free accommodation & access to gym and leisure facilities.

For more information about these opportunities, please contact us at info@frsrecruitment.com

Sales and Customer Service hiring - a new Recruiter's perspective

Mon, 08 Nov 2021 12:49:00 GMT

It’s safe to say we all have had a lot going on over the last 20 months or so, but how has this affected recruitment. Well for me as a new recruitment consultant with FRS Recruitment I’m learning fast on this continuous changing space.

Since Covid I have seen friends lose careers and some who are still searching to get back into the workforce. This makes me feel very lucky to have been selected for FRS’s Recruitment's Academy where I hope to help friends and family find their dream job!

I’m learning fast about the world of commercial recruitment supported by a large team of excellent recruiters in the areas of Sales, HR, Finance, Marketing, Accounts and Business Support.

I have noticed a change in roles being advertised since I was on the hunt for my dream job, especially in the areas of Sales, Office Support & Customer Service. The areas that I will be working for FRS Recruitment.

These roles are now more of a hybrid model where sales professionals have admin and customer management built into their role, with much more autonomy around their job duties. There is also an increased focus on HR and accounts positions post covid. From what I can see it's down to the increased demand for new business systems and processes to support all the rapid changes in businesses across our country.

It’s brilliant to see offices reopening, people are upskilling and organisations are busier than ever. As a result we are starting to see a rapid increase in job vacancies and demand for business support roles again, which I'm delighted about. It was a turn around we all expected but it really has come with a bang! Day on day there are more roles coming across my desk and I'm getting to really experience the fast paced recruitment world.

It’s impossible to say that the last 20 months haven’t changed the way we will all work, and hire going forward, but from what I can see and say I embrace the change, its brought me to FRS - The Best Recruitment Agency in Dublin , found me my dream job and from speaking to candidates, they are more open to hybrid and diverse roles since the flexible shift on our employment economy.

So as we navigate through the next phase and head into a new year, remember that jobs are out there, candidates are out there and as recruiters we are here to make your career search a successful one.

If you are seeking a career in Customer Service and Sales you will find all of our current vacancies here.

If you would like more information on hiring new staff for your team, please email us at info@frsrecruitment.com

Lynne McCormack Appointed General Manager of FRS Recruitment

Wed, 20 Oct 2021 07:58:00 GMT

Lynne McCormack has been appointed as the new General Manager of FRS Recruitment, one of Ireland’s leading recruitment businesses. In her new role she will be responsible for the strategic growth and development of FRS Recruitment, maintaining a quality centric focus on clients and candidates.

FRS Recruitment operates 10 offices across Ireland with locations in Dublin, Cork, Galway, Tipperary, Limerick, Kerry, Kilkenny, Offaly, Cavan and Roscommon. A 100% Irish business, FRS Recruitment is part of the FRS Network – the social enterprise co-operative.

Ms. McCormack will succeed Colin Donnery who will be taking over as Group CEO of FRS Network.

Before taking this position, Ms. McCormack had been Head of Operations with FRS Recruitment. She joined FRS in 2015 and has also served as National Employer Service Manager with Turas Nua.

Her career in recruitment began in Scotland in 2005, working with Nuparc where she specialised in the oil and gas sector, while supporting domestic and international markets. From there she held a number of roles in Ireland focusing on foreign direct investment.

A native of Kilkenny, Ms. McCormack is a graduate of the Waterford Institute of Technology (WIT).

Speaking about her appointment, Ms. McCormack said, “I’m honoured and delighted to be taking on the role of General Manager with FRS Recruitment. Our clients and candidates know that if they engage with FRS they will find the right solution for their needs – be it securing top calibre talent or securing an exciting and rewarding new role.

“Our focus on not just delivering, but on finding the best match has been a central tenet of everything we do in FRS Recruitment. This has allowed us to grow into one of the leading recruitment businesses in the country and we don’t intend to change that approach. We will work to ensure that emphasis on quality continues to be at the centre of everything we for all our clients and candidates,” Ms. McCormack concluded.

5 Strategies That Work When Recruiting in Today's Economy

Thu, 14 Oct 2021 14:18:00 GMT

In the world of recruitment we are always looking for faster and better ways to engage with our clients and candidates. The current labour market has set us some exciting new challenges in the diverse roles that have come about since the pandemic. Employers are looking for a suite of skills and experience outside the standard job specification. Now more than ever when the right talent is found, we need to ensure we are doing all we can to retain them.

As recruiters we are always investigating new and exciting was to find and retain talent. Below are some strategies that FRS have been looking at to stay ahead of the competition.

Predictive Analytics

Analytics assist us in analysing top candidates and predicting which candidates may translate into placements for our clients. Predictive analytics can move beyond basic measures, such as time-to-fill and cost-per-hire, and review more-advanced data. They can track retention rates and success indicators for top candidates and apply this data to hiring decisions. With Predictive analytics we can streamline interviews to make the most out of the time spent with our candidates. Speed in the recruitment world is priority, if we can provide our candidates with a valued experience quicker than other agencies, we will have achieved our goal.

Chatbots

We have started leveraging chatbot technology to make our recruiting more efficient and to produce a better outcome and experience for our candidates. Interview scheduling is often one of the most time-consuming yet critical tasks traditionally involving multiple phone calls and e-mails between several people. Chatbots can be connected to our recruiter's calendars allowing visibility of times and can even text available times and dates for the candidate to choose. A well-built chatbot is a recruiters best friend.

Enhanced Vetting

Extensively understanding our candidate's career history, experience and background is a short task that always pays off. Every agency and organisation have their own vetting approach. At FRS we have a three staged vetting process. This may seem excessive, but when we hire, we want to hire right. When we are recruiting internally, the hiring manager will screen every candidate on the phone/video call. This allows us to test communication skills and to assess their suitability. Candidates who pass the initial screening will attend an online assessment. This gives the candidate more insight to us as a company, allows them to engage with more managers across the business and gives us the opportunity to see them interact with their peers. The final stage will be with our Head Of Operations, this will be a detailed chat which we feel further embeds the future employee to our company.

This process can take anywhere from 2 to 3 weeks but we want the candidate to want us as much as we want them and a comprehensive vetting process supports both parties decision making. Our retention rates have significantly increased with this process

Artificial Intelligence

The ability of computers to understand and respond to human language is a game changer in the recruitment space. L'Oreal recently used artificial intelligence tools to successfully screen 12,000 applicants for 80 positions. Thanks to trained algorithms we are able to find specialised candidates for our commercial clients allowing recruiters to identify and respond to top candidates more quickly than ever before

Texting

Yes, mobile texting has been around for a while, but thanks to AI we are starting to look at it in different ways. Texting with multiple people at once allows recruiters to juggle 20 to 30 conversations on a text dashboard at the same time. FRS Recruiters who use texting in their recruitment have found that using texting speeds up their processes.

The average text response time is about 90 seconds. Our recruiters can screen a candidate in 4-5 minutes after a text engagement. Successful FRS Recruiters who screen four to six candidates per day for clients are extremely financially successful. By using text based recruiting they can reach 10 times that volume giving them 10 times more reward.

If you are looking to add to your team or interested in further recruitment advice or support - we are here to help.

FRS Team Day 2021

Wed, 13 Oct 2021 13:56:00 GMT

With all that has been restricted and distanced the past 18 months, recently the FRS Recruitment team, alongside the Best Newcomers Get The Shifts, joined each other once again at the end of September to meet the friendly faces that have been working in kitchens, cars and living room tables to safely greet and finally meet in person at Muckross Hotel and Spa, in the Kingdom of Kerry, for our fun-filled #teamday.

Graciously welcomed by FRS painted cupcakes, hot coffee and the delightful staff, there was an air of eagerness and excitement while we all chatted and got to know each other before our day kicked off. We saw people arrive by planes, trains, and automobiles from all over the country and it was clear from the start that they couldn’t be happier to see one another. It’s not surprising after seeing the work they’ve all managed to get done!

“It wasn’t the free condiments or the nice rooms that people were excited for. It was so clear that what we were all really there for was exactly what FRS is known for, its people.” – Chris Wynne, Junior Recruitment Consultant.

Incoming CEO, Colin Donnery, presented the wonderful achievements of all the teams to kick start the day followed by a masterclass interview with GAA superstar and GAAGO Brand Ambassador Bríd Stack. Along with laughter and insight, resilience and commitment were the stand-alone takeaways that we were all able to resonate with given the past 18 months. Leadership and integrity came through also, something promoted outstandingly throughout FRS Recruitment and its co-operative partners.

And the games began! FRS organized a fun-fuelled interactive adventure through the surrounding Killarney National Park where teams competed (some more than others!) to visit landmarks, answer trivia and record some questionable attempts at movie and TV re-enactments. Some have called this bonding and exciting exercise the best facet of the #Teamday. The weather couldn’t keep us down!

And finally, the awards. The various teams within FRS Recruitment didn’t just get a pat on the back for the hard work they’ve managed to do, but an energetic ceremony celebrating all the exceeded targets and developed teamwork over the past year. Nominations and awards for ‘Best Teamwork’ went to our Life Engineering division and the ‘Collaborative Team of the Year’ went to our Commercial team. Both well deserved! The Temp Team took home the ‘Best New Business’ award with the ‘Best Customer Service’ award going straight to our Agri Team. Lots more awards were presented across all divisions, a reflection of the resilience and determination of the FRS Network.

See what some our colleagues had to say about the day:

“I found that it was amazing to be able to come into a new company and not feel like a stranger. Everyone was really open to conversation. The atmosphere at the gathering was something I missed massively from my last place of work.“- Freddie Tindall, Junior Recruitment Consultant

Emergency Medicine Doctors in Ireland with South African experience – A review

Tue, 07 Sep 2021 08:55:00 GMT

FRS Recruitment have the largest Doctors Recruitment team in Ireland. We work with Doctors from all over the world and assist them finding a job and matching them with the right hospital to suit their background and skills.

We recently identified that many of the Doctors we placed in Emergency Departments in Irish Hospitals had gained experience in South African Hospitals. For the purpose of this article, we spoke with Emergency Medicine Doctors from different parts of the world but who had all gained experience in a South African hospital.

In conversation with these Emergency Medicine Doctors we had assisted in relocating to Ireland and with the hospitals we work with, we sought to identify why these placements had been so successful and have summarised our findings as follows;

1. Quality of Life

All the Emergency Medicine Doctors we spoke with identified that they were happy with their new surroundings in Ireland. Many of the Doctors had come from areas where there had been some recent unrest. In Ireland, crime rates are very low in comparison. This means that most Emergency Medicine Doctors and their families relocating here have been surprised and delighted by the freedom of movement and quality of life they have . One Doctor told us with a big smile on his face that he just loves going out for a jog and not worrying about what time it is or what route he will take.

All 32 counties in Ireland are safe places for families to visit and the combination of the feeling of safety coupled with beautiful rugged scenery appeals to our ED Doctors.

Other discussion points in relation to quality of life included free education that is ranked amongst the best in the world, good holiday allowance (Most Doctors get 32 days holidays per year) and good work-life balance.

The friendliness also helps, some of the Doctors thought this might be a cliché but were pleasantly surprised by the friendliness of most patients and colleagues. One Doctor told us “some of these patients have been on a trolley for hours waiting to be treated and sometimes in pain, you expect them all to be angry and it's so nice when you meet them and they are just happy to meet you and have them help you. Look, they are not all wonderful, but by and large, most Irish people I have met have been talkative and friendly”

Ireland has been consistently listed as one of the friendliest countries to move to (Expat Insider 2015 survey, Lonely Planet Blue List 2018, Condé Nast Traveller 2020)

2. Compensation

Most of the Emergency Medicine Doctors we spoke with who had gained experience in South Africa advised us that salary was similar to what they earned in South Africa but that in Ireland, they worked far fewer hours to earn similar money. They did tell us that the basic salary scales are quite misleading and that with overtime and shift allowances, their income was higher than they expected when they received their contracts. For some, this was negated by the cost of relocating to Ireland, flights, rental deposits and processing costs of IMC registration, work permit etc. Most agreed that after the first few months, the costs were cleared and they were definitely earning more. Most would agree that to be cost effective, they would definitely recommend coming to Ireland for contracts of six months or longer.

3. Training and Recognition

Ireland has a long tradition of creating some of the best Medics in the world and it is difficult to find a world leading medical service that doesn’t have an Irish Doctor on its staff.

Emergency Medicine Doctors who relocate to Ireland are happy with the experiences they gain, and the recognition given to the experience they achieve in Ireland when they applying to training schemes, fellowship programmes and higher level positions both in Ireland and abroad.

Prior to October 2020 some were disappointed by their opportunities to enter formal accredited training however the Medical Practitioner’s legislation changed in October 2020 and now allows for Doctors who qualified outside of the European Union to be eligible to apply for training programmes in Ireland. The Core Specialist Training in Emergency Medicine (CSTEM) is one Irish training programme that encourages applications from South African Doctors. South African Doctors who have been successful with gaining places on this programme or on UK training programmes have attributed their success to the weight held by good experience and a reference from an Irish Emergency Department.

4. Job Success

Throughout our discussions with both the hospitals, Emergency Departments and the Doctors, we found that a critical factor in the happiness of both the employer and employee came down to job performance. The Doctors we reviewed who were working in Emergency Departments in Irish Teaching Hospitals were considered to be top performers.

The Doctors tell us that the Emergency Departments in South Africa are often extremely busy and quite often understaffed; this means that Doctors working in these departments must upskill very quickly and often treat very acutely ill patients. The Doctors with emergency department experience in South Africa “hit the ground running”, they bring sound clinical knowledge and confident yet informed decision-making skills. This high praise received from several Emergency Department Heads means that Doctors with experience from South Africa are very well received into Ireland, allowing us as Recruiters to engage with them from their very first thoughts of Ireland, assisting them in securing job offers with highly desirable hospitals from very early in the process. This hands-on guidance through the relocation process and warm welcome they receive on arrival results in these Doctors reporting a higher level of job satisfaction.

5. Kindred Spirits & Further Information

The excellent training, the warm personality, the friendliness, and the wanderlust found in many Emergency Medicine Doctors in South Africa is a perfect match with the vacancies in the Irish Health Service. If you are an Emergency Medicine Doctor and are interested in relocating to Ireland , we would be happy to speak with you and give you the benefit of our knowledge and experience. Ireland is calling… are you ready?

FRS Doctors team recruit for all types of Doctors in all settings. Log on to our website to review our current adverts;

Graduate Level Positions Are On The Increase

Tue, 31 Aug 2021 10:07:00 GMT

Over the past few months, we have seen an increase in requirements from our clients to hire recent graduates and those with only with 1-2 years post college experience.

This is a recent change in the marketplace and a clear indication that the shift is a representation of the changing talent landscape.

In what can be described as a job rich market right now, the need to flex requirements by hiring managers is more important that ever to ensure they can meet hiring needs.

Turnaround times in hiring processes have reduced, resulting in job offers being made very quickly in the hiring process as organisations are realising that they need to move swiftly to secure talent quickly.

One of the most buoyant sectors in the Irish economy is within the Technical and Engineering industry where skills shortages continue to be a major concern with 91% of engineering leaders according to Engineers Ireland say this as a barrier to growing their workforce.

The National Skills Bulletin again highlights the growing demand for engineering skills across R&D, construction, climate action and other sectors. Engineering organisations have been increasingly taking initiatives to overcome skills shortages, including investing in upskilling/ reskilling current employees (84% of organisations), offering flexible working options (68%) and collaborating with educational institutions (68%).

Over the next ten years, the in-demand engineering skills will be communication, management, digitalisation and sustainability.

The number of students taking higher level Science, Technology, Engineering and Maths (STEM) subjects is growing: by 4% at Junior Certificate and by 5% at Leaving Certificate in 2019. Combined with the 8% increase in CAO first preferences for Level 8 engineering-related programmes, this reflects very positively on the Government’s STEM Education Policy Statement.

However, the continuing gender gap requires greater attention and action – in Ireland and internationally. While engineering is the most commonly cited occupation for 15-year-old boys, it does not feature in the top ten for girls.

The requirement for Graduates straight from education is a representation of the talent requirements in this industry and reflects the urgency in sourcing this type of talent into industry.

For more information about graduate opportunities email info@frsrecruitment.com.

What Are The Benefits To Temporary Work?

Tue, 31 Aug 2021 08:08:00 GMT

Thinking of a career change later in life? Or are you a graduate or school leaver undecided which career path to take? A temporary job can answer some important questions before you take the plunge. Temporary jobs are also an excellent choice for individuals considering moving into a new industry or someone deciding what their next career move should be. At FRS Recruitment we are delighted to be able to assist candidates in securing Temporary employment.

There are several benefits to temping for FRS Recruitment some of which are outlined below.

1. You’re in control
One of the biggest benefits of temporary jobs is flexibility. YOU are in control of your career and it’s far easier to take career breaks and fit your job around your life. Although not having a fixed job may be scary at first, it’s easy to become addicted to the freedom of doing temporary work when you want.

2. Learn new skills
Different companies use different systems to get the job done, even if they’re doing the same work.. By spending time temping across various roles you can learn new skills and see how different companies operate, making you far more employable and really enriching your CV.

3. Experience counts
And that brings us onto experience. If you manage to work on a couple of contracts with respected companies, you’ll find it immediately makes your CV more impressive and could mean the difference between ending up on the Yes or No pile.

Onwards and upwards

Don’t forget, if you are after something more permanent, many temporary jobs can lead to permanent positions, particularly if you prove yourself to be invaluable to the company. Never turn down a good temp role just because you want a permanent contract – you never know where it might lead.

For more information on temping with FRS email info@frsrecruitment.com or visit https://www.frsrecruitment.com/temping-at-frs-recruitment/ .

Top Tips For Onboarding New Staff Remotely

Wed, 25 Aug 2021 07:57:00 GMT

I’m now a whole 12 months into my journey with FRS Recruitment - however it doesn’t seem that long ago I was nervously introducing myself virtually to everyone on my first Teams call!

Since I’ve started, I have met 15 members of the IT team virtually over the course of 12 months (along with countless others from the wider company), and I’ve still only met 5 people in real life!

As anyone who has started a new role remotely will know, it’s a tough enough ride. Building relationships with people you’ve never met and trying to navigate day to day without being able to ask quick questions of people in an office environment is difficult.

When I started in August 2020, restrictions had been slightly eased so I was able to go into the office on my first week for a couple of days. The train in to the City Centre was virtually empty, there were very few people around, but I still enjoyed the novelty of it after working in an industrial estate for the previous 8 years. But, after my second week, things shut down again and I’ve been at home in a makeshift office in my spare bedroom at home ever since. Aside from a couple of socially distanced lunch dates with some of the Dublin team, it’s my new normal.

I was the first person to be onboarded remotely by FRS, the guinea pig, and there have been many new starters since, so there were some learnings:

• A “Welcome to the Team” call
During my first week, I joined one of the scheduled team meetings via MS Teams, where we discussed new roles, interviews, placements etc. Although there was some general chit chat, there was a structure to it, everyone knew what to say and do, and I just listened.

We’ve had a number of new starters since then, and a dedicated intro call for new people joining the team is the way to go. We have a quick 15 minute general team chat that doesn’t revolve around work and it’s amazing how something so small can make such a big difference.

• Communication
Constant communication is key when you have someone starting remotely; it can be very isolating when you go from being part of a team you know so well, to joining a team where you’ve met nobody and are unsure of the dynamics.

The team in FRS were fantastic from the start; they all reached out to me individually in my first few weeks to check in and see how I was getting on, and it was something that I found so helpful.

• Shared documents
A central depository for general information is something that I believe all companies should have set up for remote starters. In an office environment, it’s so easy to just tap someone on the shoulder and ask them where certain information or documents are kept. But when you’re remote, you’re so conscious you don’t want to be annoying people with phone calls or emails that you can wind up needlessly wasting time trying to search for these things yourself before you make the call.

• Staff List
When I started, I was sent a list of names of all the FRS staff with their departments and contact details. Being a company with staff dotted all around Ireland, this is something they have as standard. But I’m sure a lot of other companies don’t. When working remotely, especially in times of collaborating with different teams, this was extremely helpful!

My role has evolved a lot in my 12 months here; I came in as a sole contributor on the IT contract team, but I’ve been involved in everything from permanent recruitment to training new starters. It’s been an exciting journey to date and I’m looking forward to seeing what the next 12 months will bring!

An Insight Into The Mechanical Industry

Wed, 18 Aug 2021 14:41:00 GMT

The shortage of suitably qualified mechanics within the automotive industry has been well documented over the past 10 years, since the decline in uptake of apprenticeships since 2008, or as I like to call it – the recession induced apprenticeship fallout. CSO statistics from 2010 to 2016 showed a slight increase in qualified apprentices during 2010/2011 where it was 505 at its peak however there was a steady decline from then on where by 2016 CSO figures indicated that a mere 310 apprentices qualified nationwide. Unfortunately there is little to no accurate data to show the number of qualified apprentices. Five years on however, articles from the Irish Independent, Examiner and Journal suggest the shortage and need for mechanics/technicians is at its highest in recent years. The current employment market would suggest the same – very much candidate driven at present.

The automotive industry faces some tough challenges in the near future. The challenge of attracting new talent and prospects to the industry is affected greatly by the lure of the manufacturing/pharma sectors, with better remuneration packages including health insurance, generous pension schemes in addition to opportunities for professional development and to move into senior management positions. This in turn is attracting experienced and well-seasoned mechanics and technicians seeking to earn what they feel their skillsets and experience deserve which is a further drain on the industry.

Pain points for employers and FRS clients are in the same vein – a shortage across all trades from Automotive Technicians/Mechanics, to Construction Plant; from Agri to HGV. Not only are the sectors now competing with one another but as previously mentioned, experienced mechanics with additional training are jumping ship to maintenance fitting and field service based roles where the work life balance, remuneration packages and benefits are simply better. According to Glassdoor, the average wage of a mechanic is between €34-37k depending on location. The average wage within the manufacturing sector is €45k plus.

Kieran Garahy of Garahy’s Garage who specialise in CVRT testing, servicing and repairs in the Midlands, agrees that attracting and retaining talent is the biggest challenge he has faced and will face for the foreseeable. Kieran and his HR team have spent considerable time in analysing market trends and have reconfigured their business strategy to assist in retaining current staff, invest in upskilling and training in addition to partnering with FRS Recruitment to assist in sourcing top talent within the region.

On the ground - Candidates

Subcontracting within this sector is low in comparison to construction and manufacturing trades therefore movement between jobs and employers is infrequent and moderately low. The same pain points are echoed among candidates and similar to other sectors when seeking new opportunities. These are:

Rate of pay compared to other trades and frequency of training/upskilling
Stagnancy – lack of advancement or opportunities to progress within industry
Additional benefits/bonuses or lack thereof

It is without doubt an exciting time to be a mechanic, plant fitter, agri mechanic or HGV Mechanic. There are over 300 vacancies advertised on social media and advertising platforms today alone and that is just the roles advertised. A piece of advice for anyone exploring opportunities at present – pick up the phone and call a specialist recruiter or send an email/text/WhatsApp. It will either do 2 things: 1) Give you insight into the current market and help you in decision making/goal-setting, or 2) Present you with your ideal role – either way you are taking ownership in taking the next steps in your career.

To find out more about Automotive job opportunities available please email info@frsrecruitment.com.

Information Technology Insights 2021 by FRS Recruitment

Mon, 16 Aug 2021 16:11:00 GMT

FRS Recruitment is projecting a bumper year for IT recruitment. Peak demand may have come during Q1, but we also expect extremely strong Q2 and Q3 periods – with open roles being significantly higher than the pre pandemic norm. Q4 is less certain, particularly as it is nearly impossible to forecast December at this time of year. However, the total year impact is still likely to be markedly improved.

Perhaps this shouldn’t come as a surprise. IT has been one of the most pandemic and recession proof markets within recruitment, due to the expansion of the online space, coupled with the increased ability to work remotely from anywhere in the world.

The good news for candidates is that the growth in Ireland is likely be experienced countrywide. For example, we have seen more roles start to appear in Cork recently than we have witnessed at any point since 2015/ 2016.

This near universal demand is also being reflected in candidate attitudes to the market. Engagement from qualified candidates is dramatically up as confidence returns and fear of moving roles during a pandemic eases. We expect this trend to continue as comfort levels rise even further in the wake of the vaccine rollout and with the easing of restrictions.

Areas with Highest Demand
While the growth in opportunities is across the entire sector, like any market there are some areas which have even stronger demand than others. Software Development currently makes up 60% of our open roles, with FRS Recruitment recording a massive number of opportunities. Ireland is one of the biggest hubs for this talent in the world and we are seeing growth in this area year on year.

We also anticipate further demand for soft skills tech roles such as Business Analysts, IT Support and Project Managers. There were modest rises in the number of these positions available in 2020, but we’re expecting that to double over the course of 2021.

The IT Team at FRS Recruitment

The FRS Recruitment IT Team has grown profoundly over the last two years with almost 90 years’ combined recruitment experience across our team of 12 specialist IT Recruiters.

We are specialists in recruiting:

• Business Analysts
• Testers/QA
• Data Analysts/Data Scientists
• IT Support (All levels)
• Infrastructure & Security
• Database/Business Intelligence (Oracle/SQL Sever/SAP)
• Gaming

Our IT recruiters are fully trained in ensuring all standards for on boarding are fully met. Full support is provided to local and international candidates placed into jobs in Ireland, by providing expert work permit/visa advice when necessary and relocation services.

Looking to hire IT Professionals for your organisation? Email info@frsrecruitment.com.

Download the full report here

3 Steps To Make Hiring Temp Staff Easier

Tue, 10 Aug 2021 16:26:00 GMT

Over recent months we have noticed a trend whereby a lot of employers are currently experiencing gaps in their staffing rosters. These might arise around the need to provide cover for holidays, employee illnesses and maternity leave or to address short/ medium term needs relating to increased production, managing seasonal demands, new projects or even to reduce pressure on current workforce.

One of the simplest and most effective solutions to address such gaps are offered through temporary staff, particularly temporary workers hired through an agency. This mechanism allows for the benefits associated with additional headcount, without the longer term commitments that come with hiring on a permanent basi

s.Providing temporary staff is a service that is offered by FRS Recruitment. We are able to provide highly skilled workers for specified periods. Having worked with a myriad of employers over the years we understand that different solutions are needed at different times. That is why we are able to provide quality temporary workers who will be able to slot into your organisation with the minimum amount of onboarding require

So how does an employer go about securing temp workers?

Well at FRS Recruitment we endeavour to make the process as easy as possible. In fact it can be broken down into the following 3 steps.

1. Once an employer decides they are going to hire temporary workers they can call us to discuss their requirements in depth. This is a vitally important step in the process as the more information they can provide us – such as a detailed job description, the skills required, the corporate culture in your organisation, the type of personality they are looking for and of course the hourly pay rate that is being offered – the better the fit we can arrange.

Clear communication at this step is essential. We will also be able to guide the employer on the current pay rates in the market to help them develop their temporary worker package.

2. Once those details have been discussed and agreed the consultant will give a brief overview of the screening process. This includes identifying suitable candidates on the database, the recruitment consultant conducting in depth interviews of suitable candidates and the creation of a shortlist of candidates that match the skills and personality required for the role.

Some may have already worked with us in other temporary roles and they come tried and tested – as well as regularly being highly recommended. Others may be new to working with us but all are fully vetted and reference checked before being presented either for interview or to start work with the employer.

3. Once a candidate is successful and ready to take up the position they are set up on the agency payroll system as a PAYE employee of the agency and paid weekly, so in this case they will be paid by FRS Recruitment. We pay the temp’s PRSI and holiday pay directly and this cost is always factored into the agreed hourly charge rate, along with insurance. The employer is invoiced weekly only for the hours actually worked and which they have authorised.

On line timesheets are usually the norm for collating this information, a device we have found to be hassle free for both the temp and the employer. All agencies should be fully compliant with sending out contracts and schedules of employment to the temporary workers on their books, as well as registration and payroll forms, something we take very seriously in FRS Recruitment. This is another bureaucratic employment headache employers do not need to worry about, it is all part of the temporary staff service we provide.

At FRS Recruitment we have 10 offices nationwide and have been providing temporary staff to small, medium and large clients nationwide since 1988. Our extensive track record has seen our temporary staff service grow steadily and has allowed us to develop an increasingly strong talent pool of temporary workers which are available to meet the needs of any of the employers we work with.

This applies to those who are seeking temporary workers for the first time as well as those employers who utilise this solution on a more regular basis.

We are proud to have developed a strong track record of success in delivering quality temporary workers and that is why many employers choose to rely on our services year after year.

If we can help you with your temporary staffing needs please contact FRS Recruitment on info@frsrecruitment.com.

FRS Recruitment launch '70 Minutes of Summer'

Wed, 04 Aug 2021 10:21:00 GMT

Following on from our successful partnership with GAAGO last year, FRS Recruitment is delighted to be working with the GAA again for the 2021 Championship season.

The first part of this year’s campaign has just been launched, entitled ’70 Minutes of an Irish Summer’.

In keeping with the premise of our #70MinsofHome campaign, the video aims to invoke the nostalgic view of all that an Irish summer entails.
- The waves lapping on the shore
- The blustery shores
- Kids playing in the sea or jumping over the waves
- The candyfloss and melted ice cream
- Fish and chips
- The BBQ, regardless of the weather!
- The meadows of wildflowers
- The peat neatly collected in the bog.
- The strawberries for sale on the side of the road
- The local GAA action
- And lots more…

You can watch the video here

The #70MinutesofHome campaign is aimed at helping the Irish diaspora to feel a little closer to home while they stream the thrilling Gaelic Games action through GAAGO. We want to bring a little slice of life back in Ireland to those who reside on foreign shores.

Our aim is to connect with Irish people scattered across the globe and to remind them of all that life back in Ireland has to offer. We hope that any member of the Irish community who may be considering a return to Ireland will be encouraged to explore the many great job opportunities that are available to them back home through FRS Recruitment.

Segments of ’70 Minutes of an Irish Summer’ will be broadcast through the GAAGO platform over the coming weeks, to be followed by further material later this summer. They will be shown before the various matches as well as at half time.

All of the campaign videos can also be viewed at www.70minsofhome.ie

6 Steps to Consider When Moving Home to Ireland

Wed, 04 Aug 2021 10:15:00 GMT

With an increase in job applications and enquiries from returning Irish citizens, we asked Danielle Mc Laughlin from Crosscare Migrant Project for her top tips for a seamless move home.

Crosscare Migrant Project is a non-profit organisation based in Dublin and offers free information and support for Irish citizens leaving and returning to Ireland, and migrants living in Ireland.

After the most extraordinary and stressful year for Irish emigrants living abroad, the uncertainty that has dogged travel plans and the imposition of serious travel restrictions is starting to lift. Many Irish emigrant support organisations abroad and Irish emigrants in touch with Crosscare are starting to consider returning to Ireland, whether it’s for a long-awaited visit or to resettle back in Ireland. If this is you, we have a useful checklist for you to start planning your return to Ireland.

Step 1. Employment. If you will be seeking new employment in Ireland, it is best to get started before you return. Try LinkedIn and recruitment agencies in Ireland online. FRS Recruitment offers a great service particularly for returning Irish emigrants. Contact info@frsrecruitment.com to discuss employment options.

Step 2. Unemployment supports . Returned Irish migrants can apply for Jobseeker’s Allowance whilst looking for employment in Ireland. This is assessed on your means and the Habitual Residence Condition, for which you can be regarded as resuming your residence in Ireland again, if you can show you have ended your employment and tenancy/housing situation abroad. You must also have a Personal Public Service (PPS) number. See here for more information.

If you are of pension age and you have worked in Ireland previously and have a record of social insurance contributions here, you may be eligible for a State Pension (Contributory). You can apply for this before you return to Ireland. If you do not have sufficient social insurance contributions, you could apply for a State Pension (Non Contributory) once you are living in Ireland. You will need also to satisfy the Habitual Residence Condition and a means test to qualify.

Step 3. Returning with a non-EEA partner. Your partner may need a visa if they are from a visa-required country. If you are returning with a de facto partner, you will need to apply in advance for a preclearance permission, which can take a few months. See here for more information.

Step 4. Accommodation. It is very important to arrange to have somewhere to stay on arrival. Rents and property prices in cities can be expensive so do your research beforehand. If you are planning on renting or buying, start your search at www.daft.ie or www.myhome.ie . The Citizens Information has lots of useful information about mortgages, local authority housing and more at www.citizensinformation.ie/en/housing/ .

Step 5. Returning with children. If you are coming back to Ireland with children under age 16, you can apply for Child Benefit as soon as you each have PPS numbers and an Irish address. Read about other social welfare payments available to families at the Citizens Information website . GP Visit Cards allow you to see a Doctor in Ireland free of charge, and are automatically available to children under 6.

You can start the application process for a school place well in advance of your return. Find a school at www.education.ie/en/find-a-school .

For third level education, you must be living in Ireland for 3 of the last 5 years to be eligible for a student grant for college and for free fees . Children of Irish emigrants who have spent at least 5 years in school (primary or secondary) in Ireland may be eligible for the EU rate of fees for undergraduate study in Ireland. See www.education.ie or contact the relevant University for more information.

Step 6. Be mentally prepared. Have realistic expectations - Do your research and be prepared. Make the right choice for you and commit to it.

It can take time to readjust - Take things one step at a time. Give yourself at least a year to settle in. Sometimes, where possible, planning a short trip back to the country you returned from can help.

Embrace change - See it as a new start. Enjoy getting to know the country again. Try something new – join a club, take up a hobby, or even do a course.

Be prepared for the emotional impact - Talk to others who have already done it. Make a list of expected challenges and how you might respond to these. Take time with the decision to return.

On return to Ireland, reach out for support - Talk to friends and family about how you are feeling. Make time to connect with old and new friends.

The HSE has lots of good tips on the little things you can do to look after your mental health. Helplink Mental Health provides free counselling service online nationwide and internationally for Irish citizens living abroad and returning home. This service is available 7 days a week and out-of-hours.

If you are seeking more information, you can check out the Crosscare Migrant Project's dedicated ‘ Returning to Ireland’ section.

FRS Recruitment are proud sponsors of the GAAGO streaming service and are the leading recruitment agency for returning Irish citizens. If you would like to discuss the employment market or job opportunities across Ireland, contact FRS Recruitment on info@frsrecruitment.com . You may also like to browse our GAAGO Featured Employers here

Construction Industry jobs in demand

Wed, 28 Jul 2021 10:12:00 GMT

Hello folks,

Well, what a few weeks we’ve just had with soaring temperatures across the country. For a country that prides itself on chatting about the weather, it provided a welcome change from complaining about the rain to complaining about the heat.

On the sporting front, this Summer certainly has a jam-packed schedule from the All Ireland Championships, the Euro’s with “It’s coming home” to “It’s gone to Rome”, The Olympics, British & Irish Lions and now the Galway Races, amongst many more, all interests have been catered for.

As for the construction industry, after a turbulent 18 months, things seem to finally be moving in the right direction. Construction activity increased for the second month running following the full reopening of the sector according to the Ulster Bank Construction Purchasing Managers’ Index and at one of the strongest rates since the survey began 21 years ago.

Along with rises in Commercial & Civil Engineering, the Residential market continues to lead the expansion. As a result, the increase in construction activity has in turn led to an increase in staffing levels and recruitment demands with a wide range of roles available across all sectors, employment rose for the third consecutive month.

However, It has not all been rosy. Due to a number of intensifying issues, construction contractors were faced with severe supply-chain disruption and soaring prices. Global issues with raw material supplies and shipping contributed to longer lead times, due to an unprecedented combination of a worldwide pandemic along with Britain’s departure from the E.U.

Covid 19, Brexit and global supply issues resulted in a steep rise in input costs this year. In fact, the rate of inflation accelerated to hit record highs for the second month running as contractors indicated that their cost burdens had risen over the course of the pandemic. Timber & Steel were the items widely reported to have increased in price.

All in all, it will certainly prove to be an exciting time to work in the construction industry here in Ireland over the coming year with the general consensus that activity will continue to rise as demand increases fuelled by the further opening of the economy.

There will be no lack of opportunities for potential employees as the shortage of quality staff intensifies in the immediate future.

With that in mind, if you feel that this might be an opportunity to move on to bigger and better things or else just fancy a change of scenery, give me a call to discuss a few of the options available to you moving forward. Feel free to give me a call at any stage, I always have the phone on me.

Is mise le meas,

Cormac Molloy

Hiring Generation Z Candidates to Your Accountancy Team

Thu, 22 Jul 2021 09:57:00 GMT

In general, we would expect to see continued growth in the need for accounting staff as the economy comes out of the pandemic era. Organisations seeking to hire accounts staff and newly qualified accountants will be in competition to attract the new generation – Generation Z. Generation Z generally refers to those people born between mid 1990s and the mid 2010s.

Millennials are now well into their accounting careers with many reaching senior levels within Industry and Practice. While Millennials had to (successfully) adapt to social media; the internet, social media and app technology already existed when Generation Z individuals were born. Hence, they are great multitaskers. They move without thinking between apps, devices, and conversations – believe me, I have first-hand experience!

They are entrepreneurial in their mindsets, and many say that they want to (or already have) started their own business. Friends of my own teenagers have set up as barbers, hairdressers, make up artists and nail technicians from their own homes and quite a few are successful. Employers will need to embrace and develop this entrepreneurial spirit to hold onto good Gen Z staff.

To attract Gen Z candidates, employers will have to look at their own brand. Gen Zers want to work with positive brands and companies with a great culture; they value the ability to express their opinions and they want their jobs to have a positive impact on their wellbeing. In the FRS Recruitment Employment Insights Report, our survey found that when considering a new role, the job itself is the most important priority for 28% of people, followed by the company’s culture and values (18%) and the salary provided (15%)
Companies that have a positive Corporate Social Responsibility strategy will attract the Gen Z’s.

They also want to know there will be career potential for them. They don’t hang around with an organisation if they don’t see real potential career growth.

Employers must place a clear focus on workplace wellbeing packages and more flexible working options. Post Covid-19, most Gen Z’s are happy to work within the office as they enjoy that social aspect of working, but they will be seeking flexibility and they are researching how companies treated staff during the pandemic as part of their decision-making process.
Employers will need to provide opportunities to these individuals to showcase their ideas, help them to shape the future of the business and get involved in community or environmental projects.

Finally, providing a buddy system to provide support and mentoring will allow them to develop themselves and reach their own personal goals.
If you are seeking accountancy or finance staff, get in touch with FRS Recruitment and we’ll be delighted to partner with you.

Colin Donnery named new Group CEO of FRS

Tue, 13 Jul 2021 09:35:00 GMT

FRS Network, the multimillion euro social enterprise co-operative, has announced the appointment of Colin Donnery as new Group CEO. He will succeed current CEO Peter Byrne upon his retirement in February 2022.

FRS Network is active in every county all across Ireland and incorporates a range of business units which employ approximately 2,000 staff, with an annual turnover of circa €100 million. These businesses under the umbrella of National Co-Op Farm Relief Services (NCFRS) include FRS Farm Relief , FRS Fencing , FRS Recruitment , FRS Training , Herdwatch , Turas Nua , FRS Business Services, FRS Employability and most recently, Get the Shifts .

Colin has been General Manager of FRS Recruitment, one of Ireland’s leading recruitment agencies with 10 offices across the country. He originally joined FRS in 2004 and was also the co-founder of Turas Nua who manage the JobPath programme which has helped more than 40,000 people secure employment. He was also General Manager of FRS Training, the skills and training provider from 2015 to 2020.

Colin is a board member and former President of the National Recruitment Federation, where he was awarded an honorary fellowship in 2015 for services to the industry. He has also previously served as a non-executive director with Macra na Feirme. He holds an MSc in Executive Leadership from Ulster University.

Speaking about the appointment, NCFRS Chairman Francis Fitzgerald said, “We are delighted that Colin Donnery has been appointed as Group CEO when Peter Byrne retires early next year. Colin is steeped in FRS and has had an exceptional record of achievement in all the various divisions he has headed. We have all been greatly impressed by his stewardship of FRS Recruitment, FRS Training and Turas Nua, how he has grown and nurtured these business units to become important elements of the FRS Group. He has also made an immense contribution to the overall growth and success of FRS. We have no doubt that Colin will be a dynamic, tremendously effective CEO and a worthy successor to Peter. Colin will head up our excellent senior management team who have great experience across all areas of the business. With Colin taking on this role the future of FRS is in extremely capable hands and we can be very confident in the continued, seamless success of FRS.”

“It is a tremendous honour to have been named as successor to Peter Byrne,” said Colin Donnery, incoming NCFRS Group CEO. “This is an amazing organisation which has repeatedly proven its effectiveness and resourcefulness over the last 40 years. My mission will be to continue that growth, to work with the exceptional team that has been assembled and to maintain the enormous progress that FRS has achieved under the leadership of Peter Byrne.

“Anyone who knows FRS or Peter Byrne will understand how important a figure he has been and all that he has accomplished. FRS simply wouldn’t be the organisation that it is today if it hadn’t been for Peter’s immense vision and stewardship. I am very grateful that I will have the opportunity to work hand in hand with Peter for the next 8 months.

“FRS has always been a forward looking organisation that has met customer and community needs. I will make sure that focus remains a central part of our operations and that as a social enterprise co-operative we are continually looking at ways how we can improve the lives of our members while also fulfilling our commercial objectives. The success of FRS has been built on these very solid foundations and they will continue to be the fundamental pillar of our activity in future,” Mr. Donnery concluded.

FRS Recruitment Annual Employment Insights survey Results 2021

Mon, 31 May 2021 15:42:00 GMT

Nine out of every ten people would take a job that required them to be vaccinated, while three out of five would be in favour of employers being required to check vaccine certification before admitting staff to their place of work, a new survey by one of Ireland’s leading recruitment companies has revealed.

The annual FRS Recruitment Employment Insights Survey for 2021 also showed that optimism is returning to the jobs market from the perspective of both employers and employees as the country emerges from lockdown, but after one year of the pandemic more people are fearful for their job security.

A total of 3,192 people participated in the survey which was conducted over 12 days in April.

The survey showed that almost seven out of every ten workers believe they would secure new employment within 3 months of losing their job and 61% believe there will be more job opportunities in their sector post pandemic. The impact of the pandemic has also left its mark with 58% admitting they are fearful for their job security, up from 46% last year .

Three out of every four employees also expect to receive a pay rise in the next 12 months and almost half described themselves as ‘employed but looking for a new opportunity’.

Nine out of every ten employers are either currently hiring or plan on hiring in the next three months. 48% of employers also say they have experienced an increase in the number of applications this year and 56% believe the quality of candidate suitability has increased in 2021.

3 out of 5 workers would consider a pay cut if their job was at risk, while 73% would consider a reduction in their working week under the same conditions. Two thirds of all employees also say they would consider leaving a permanent role for a year long, exciting contract.

When people are evaluating a new job t he most important priorities are salary (48%), the company’s culture and values (45%) and benefits (43%). Only 3 in 10 listed job security as a motivating factor.

When the pandemic restrictions are eased, 85% of employees want to be able to work remotely some or all of the time and 83% of all employers plan on offering more remote working opportunities. More than half of employers believe that employees are more productive when working remotely and 32% believe they are less productive.

For employees the biggest benefits of working remotely are more time with family (46%), more time for fitness and wellbeing (46%) and less time travelling (33%) . The biggest challenges are internet speed/ connection issues (37%), inadequate home office setup (31%) and balancing family and work (25%).

42% believe the reopening of the economy has been too slow in 2021, 29% believe it is reopening too fast and 29% believe it has been handled at just the right speed.

“What comes across in the survey this year is that optimism is returning to the market both from an employer and employee perspective,” said Colin Donnery, General Manager of FRS Recruitment. “People have adopted to the change of circumstances created by the pandemic and as we emerge from lockdown they are ready to move forward. After a year of lockdown and an understandable reluctance to consider change, both candidates and employers are now keen to see what the market offers.

“With 9 out of 10 employers either currently hiring or planning to start hiring in the next 3 months it shows that confidence is returning to the economy, which is likely to drive extensive job market activity through the remainder of 2021. This is matched by the attitude of candidates, with almost half of them in employment but looking for fresh opportunities and seven of out ten expecting to receive a pay rise in the coming year. 61% also believe there will be further job opportunities in their sector. However the pandemic and lockdowns have left scars with a significant increase in the number of people now fearful for their job security compared to this time last year.

“The survey also shows how the pandemic has had a dramatic impact on attitudes to remote working. 4 out of every 5 employers now expect to offer additional remote working opportunities post pandemic and the vast majority of employees want remote working to now be part of their professional lives. While the pandemic has undoubtedly disrupted business and played havoc with our lives, perhaps one of its most lasting impacts on the professional realm will be shepherding in a new approach towards working in line with a digitally enabled world,” Mr. Donnery concluded.

Download the 2021 FRS Recruitment employment Insights report HERE

Mental Health and Stress Management Advice from a Psychologist

Thu, 27 May 2021 16:15:00 GMT

The Allied Health Team at FRS Recruitment have been recruiting for Clinical & Counselling Psychologist jobs across Ireland over the past two years we have noticed a significant increase in the demand for psychologists nationwide. A recent survey conducted by the Psychological society of Ireland found that 83% of respondents reported a shortage of Psychologists in Health and Social Care settings and 74% said there was a shortage of psychologists in educational settings.

This shortage of psychologists coupled with the Covid 19 pandemic has understandingly, had an impact on our nations mental health.

Having recently worked with Psychologist Dr Philomena McCarthy, Charlene and Sinead asked for her advice and tips for managing stress and mental health throughout the pandemic. The details of this can be found below:

Many people have been practicing meditation and mindfulness throughout the pandemic to reduce stress and anxiety. What is your advice on managing stress?

Identify your stressors and see what aspects of them you can control/do differently to manage stress better e.g. if you are working towards a deadline, ensuring you have lunchbreak each day, go to bed at reasonable time and go for a daily walk will help manage this stress.
Ensure to build regular exercise into your life, eat healthy foods and follow a healthy sleep routine. These are key aspects to managing stress outside of work too.
Learn calming breathing such as belly breathing (also known as diaphragmatic breathing) and practice this when you feel stressed.
Acknowledge your thoughts and feelings.
Don’t’ be ashamed to seek support when needed. Talk to a friend, colleague, or seek professional support about the factors in your life causing stress.
Manage social media consumption. It’s very easy to access social media nowadays and has become a part of many people’s daily lives.
Take time out! Stop what you are doing and rest for 5-10 minutes.

What advice would you give people who had to move from office-based work to homeworking?

Set boundaries around work, indicating that work has begun and ended.
Try get out for a walk before work.
Put your laptop out of sight at the end of working day. Have a clear workspace, turn off work phone or notifications once your workday has concluded.
Have clear communication pathways with your manager, colleagues and peers. Keep in regular communication and discuss how working from home is going, what is needed, what is working well etc. Clarify expectations regarding working hours, response time to phone-calls, emails etc.
Ensure every video meeting has a clear purpose and agenda (be aware of video call burnout).
Ensure enough time for breaks between online video calls.
Create a schedule for the day, try it, review and create a tweaked version that works. Remember to put in breaks, lunch, admin time. Be realistic about expectations (e.g. 7 back to back video calls can be exhausting).
Seek feedback from others or provide feedback to those who could impact on your workday experience.

What tips would you give people to ensure they keep in touch with colleagues to ensure they don’t lose that connection?

Regular communication and clarity around how to implement this and ensure consistency.
Occasional online coffee meetings may help to build social connections that may positively impact on professional connections.

Are you a psychologist thinking about making your next career change? The Allied Health Team at FRS recruitment has over 20 years’ experience hiring Psychologists across the country and will be able to guide you ensuring, your next step is the right one for you.

Check out our vacancies HERE

The Road Less Travelled is now the Motorway!

Wed, 12 May 2021 14:48:00 GMT

The pandemic has brought about a lot of changes within the workplace, not least bringing the workplace home to the kitchen table or home office if you are lucky to have the extra space. It has also changed how we look at work and work life balance.

Do we really want to do the 50-minute commute when the office re-opens?

Would it be great to have a little more space at home and maybe have that home office, a bigger garden, open countryside?

Assessments are taking place behind closed doors.Yes, some people will run back to the office grateful for the professional environment and structured routine it will bring. Others will look for a change, a rebalance, something different! Covid has taught us, there is no wrong option here. If it is right for you and yours, it is the right option!

According to the CSO, The West of Ireland has seen growth of 5.7% in the property index from February 2020 to February 2021 . If you are from a town or village in the west (I am) I bet, you are seeing or hearing of people that have moved there recently.

After such a strange, traumatic, often heart-breaking year, a strong positive takeaway is that Ireland is now seeing the rejuvenation of our towns and villages . The government is backing this with the Rural Development plan and fantastic organisations such as Grow Remote and Western Development. Both are working hard to promote the idea and possibility to work for companies, often global organisations that will offer career progression and opportunities while you get the life in the place you want. The place you have dreamed of.

The west of Ireland also has amazing SME’s already established here with offices for those wanting to leave the house and remote working for those choosing a different work style.

The move is happening, I head up Accounting and Finance for Connacht & Donegal with FRS Recruitment and have seen first-hand, people who moved home for the duration of the lockdown are now looking to make the move permanently. The uniqueness of the West of Ireland is an enchanting place with some of the best landscapes in the world and fantastic towns and cities. New companies are opening up and growing. European HQ’s like HID Global in Galway and home grown companies such as Payslip and Clubforce going from strength to strength.

I live in a small town in the West of Ireland and have the career that completely works for me. I love recruitment with all its variety, but I also love where I live, a slower life on the west coast of Ireland made possible by remote working and a company that recognised the value of it long before Covid .

When the pandemic hit, remote working was often a bonus you might get with some companies. As the saying goes, “Necessity is the mother of invention!” When you must get things done, it is amazing the speed at which they can happen. Let us not lose sight of the good that has come from this pandemic as we recover from the bad!

Your blog post content here…

Hiring for Developers

Thu, 06 May 2021 07:24:43 GMT

About Gavin MacRae, FRS Recruitment IT Recruiter

While not only being new to Ireland, I am also new to hiring Developers in Ireland. I have come from a strong sales background back in Canada dealing with diverse markets and constantly learning with a strong multi-cultural area I covered. It was always great dealing with new people and new cultures (plus it gave me tons of ideas for travelling!)

(Remember these)

First look

First impressions when dealing with the development market was very intimidating at first with all the different types of frameworks and languages however, I was lucky to start my IT Recruitment career at FRS Recruitment where we have a very experienced team of IT Recruiters who have been working in this space for a combined 90 years.

It has been fascinating to work with the many Irish businesses who are active in this space – from well established IT companies to those who are primarily focused on other sectors but who have specific IT needs

Also it helps that the market here is big but small…. (if you know you know)
Most people know or have heard of some of the companies I hire for, some may have already applied! Everyone has been extremely friendly and more than willing to explain their specialties and expertise. At the end of the day, we all want the same thing, right? To improve the individuals’ careers, to find a match for our clients and help them reach their very best potential!

What I have found that I am hiring the most?

• .NET Developers (x10)
• Java Developers
• Python Developers
• PHP Developers
• Front-End Developers (AngularJS)

Has COVID had an impact?

I have been amazed at how the Development sector has thrived! With studies stating that Development jobs have risen 200% , it has been amazing to see the market thrive to levels even the most experienced recruiters have not seen in a long time or ever. Of course this emphasises the challenge that a lot of businesses and other organisations can have finding a suitable developer, which is precisely why it is important to work with experts on this very specific employment market, people like my colleagues here in FRS Recruitment.

Want to learn more Insights? Check out our recent IT Insights Report HERE

Final Thoughts

In all, it has been an incredible learning curve where I do not think it will ever stop. With the Development market constantly changing and updating, clients constantly looking for a new opportunity to grow and develop their tech stack, it is an extremely rewarding and engaging field to work in.

We offer a service that understands developers, allowing us to make the right connections between skilled personnel and the right employers.

I think FRS Recruitment as a company have an incredible support system to enable every company and individual to be set up for success. While providing the best service possible. It may sound like a plug, or a cliché… but there is only one way to find out and I have taken the first step! The question is will you?

Click HERE to view my vacancies

Candidate Communication is Key for Successful Recruitment

Mon, 19 Apr 2021 11:28:00 GMT

Recruitment as we know it today is an entirely difference process. Gone are the times when a recruiter would upload a new role onto various job boards and return the following day to a flood of highly skilled, super candidate applications ready for their next career move.

Changes in Candidate Attraction

Times have changed, not only because of Covid-19 but because the labour market has changed also. Today’s workforce tend to be a lot more cautious of the roles they apply for, companies they want to work for and the remuneration packages available to them.

Prospective employees have a choice, which is extremely evident within the Construction Sales Industry. Highly skilled, well-seasoned sales professionals, with product & construction industry knowledge, along with an existing client ledger are highly sought after, and they know it. They will use this to their advantage, to either get the best offer they can or by getting a counteroffer from their existing employer – two of the biggest obstacles faced by the recruiter in today’s tight labour market.

This is why “Communication is Key”

In a previous piece, I referred to recruitment being like a “jigsaw puzzle” with two pieces, the candidate, and the client. Here, I will touch again on this personal definition as it has never been truer to obtain successful recruitment. For these two pieces to fit, it is imperative that communication throughout the process is at an optimum level. It is vital to listen to and understand your client’s needs, being aware of their culture, driving forces and identifying their candidate profile requirements . Likewise, having a clear line of regular communication with your applicants, getting to know them, understand what they have to offer, their knowledge, skill set, key characteristics and where they can add value to the company. Use this information to ensure the two pieces fit and dare I say it – achieve recruitment success!

The Importance of Communication in the Recruitment Process

I am strong believer in communication. I personally try to work very closely with my candidates and keep the channels of communication open. I hope to educate them on the current construction sales trends, who is hiring, at what level, salaries, benefits, and general market knowledge I have obtained through my own experiences. This is where I feel I can add value to their journey/process – there is a level of trust between us where relationships are development and maintained. With strong effective communication throughout the different stages of recruitment, even if the candidate is unsuccessful, they have had a very positive experience and you will retain them as a strong bond has been formed and are open to be contacted again. Candidates become loyal and only want to deal with you, as you have proved yourself to be knowledgeable and professional in your recruitment sector and their industry.

Building Relationships in Recruitment

With this new gained trust, you are now better positioned than your competitors, you have the very much sought-after candidate exclusivity agreement in place. This is the golden nugget in recruitment which gives you the leading edge over competition. and as a result, it leads to better rewards for both the candidate and client. Candidates benefit from this as the recruiter delivers a high level of professionalism to them, showcasing a high level of energy and enthusiasm in their journey to secure the best position for them.

To conclude, communication in recruitment is a two way street. As a Senior Recruitment Consultant, specialising in the recruitment of Construction Sales Professionals, I endeavour to offer both my candidates and clients the highest level of open communication and commitment. Together we will succeed in securing “completing the jigsaw” where everyone is a winner when the perfect fit is found.

So, are you ready to make the make move?

Contact me to discuss all my roles within Construction Sales and kick start your career today?

Daniella Gardiner

Daniella @frsrecruitment.com

086 7750646

How to Ask for a Job Reference Letter | FRS Recruitment

Thu, 08 Apr 2021 10:34:00 GMT

Asking for a job reference letter can be nerve-breaking for most people. In the real corporate world, acquiring a reference letter can cause someone so much anxiety more than you can imagine. How should I do it? Who will I ask? What will I say? These are only a few of the several questions that might be running in your mind by the time you stood in front of the door of the office. Well, for individuals who are really eager to get a job, this can go easy.

The truth about getting a job reference letter is that it can be easy and convenient for you. Even without someone helping you, things can go light and easy. Don’t lose spirit! The harder you think it is, the harder it can go.

Here are tips to come up with a great reference letter for a job from your former boss or mentor. Check out these essential tips for success. Good luck!

Emphasise their skills and qualifications

It’s essential to highlight every good aspect of the person you’re asking the letter from. By highlighting their qualifications, you are showing respect to their professional expertise reinforcing the reason that you chose them among many people. Take note that your letter doesn’t have to arrive like it’s a letter of flattery. The person you’re asking the job reference letter is someone you believe who is uniquely qualified to help you with your next professional plans. Show the person that you value his/her opinion that’s why you look up to them in this endeavour.

Provide an effective template for the letter

How is this important? Some may find it really difficult to come up with an ideal reference letter if not provided with the necessary tools for the writing. In this case, the template will serve as the tool for them to start working on the letter. However, the template should not appear as if you’re giving the person a complete guidance of writing the reference letter. It should only serve as an outline of how the letter will look like.

The person you’re asking the letter from might be better than you in this business so you don’t have to be hands-on with the template. An outline or bullet points of the pertinent information in the letter will do.

Choose your reference wisely

Beware! You might choose the wrong person. Make sure that the person really knows you personally. Find someone who also thinks of you as someone who deserves the job than anyone else. Your chosen candidate should give you a good reference for the job.

Inform the person that you’re making him/her a job reference

Let the person know ahead of time. He/she has the right to know that you’re putting that person’s name in your references. Without the permission of the person, you can/t continue with your plan for the reference letter.

Bear these tips in mind for a successful career ahead. As long as you follow the right way, you can’t go wrong with asking for a job reference letter.

Temping During a Pandemic

Wed, 31 Mar 2021 16:55:00 GMT

This is one of the best times to explore the possibilities of landing a great Temporary assignment. Work from home, be provided with essential IT equipment to do the job and get paid weekly. Many of our temporary positions can also lead to a permanent jobs.

Why You Should Explore Temporary Jobs

Don’t let the pandemic impede your ability to secure a Temporary role that suits your skills, ability, and work life balance.

Take this opportunity to start working for companies that you thought would never be possible unless you moved location.

Current Temporary Vacancies at FRS Recruitment

We have some great assignments / projects nationwide in, Accounting and Finance, IT, Sales & Marketing, Office Support & HR, Pharma, Manufacturing, Logistics, Commercial and Healthcare Sectors.

Keep an eye out on our website and see what we have on offer HERE or why not sign up to receive alerts on MYFRS

Myself and my temporary division are happy to hear from you and answer any queries you may have regarding temporary assignments.

Read about our temporary team HERE

My 70 Minutes of Home | FRS Recruitment

Tue, 23 Mar 2021 07:11:31 GMT

FRS Recruitment is delighted to be shortlisted for the 2021 Marketing Institute Awards International Marketing Award category for their GAAGO #70minsofhome campaign.

FRS Recruitment are proud sponsors of the GAAGO streaming service. This platform gives Irish people based in Australia and New Zealand, the US, Middle East, UK, China, Japan or anywhere outside of Ireland an opportunity to view all their latest county as well as club games – getting a chance to experience 70 minutes of home.

A few weeks ago we brought you the insights of four former expats who have since returned home to Ireland ( read here ). This week we hear from expats who are currently living abroad. We spoke to four guys who currently live in North America. We ask them what they miss the most whilst abroad, how they stay connected to Ireland and what quintessentially Irish symbol they would like to introduce to their adopted home.

Here is what they had to say:

How do you stay connected to Ireland whilst being away for so long?

“WhatsApp, Facebook and video calls, plus a strong Irish community here in Boston helps“ Seamus, Sales Rep (based in Boston, US for the past 8 years)

"News, Social Media & WhatsApp groups” Brian, SR Associate (based in Massachusetts, US for the past 8 years)

“Online, WhatsApp mostly” Tommy, Recruitment Manager (based in New York for the past 5 years)

"WhatsApp for family and various other social media apps for friends" Darren, Engineer (based in British Columbia, Canada for the past 3 years)

What and where do you miss the most about Ireland while away?

“My family at home in Borrisleigh” Tommy

“Hanging out with family and friends, I usually go home 4-5 times a year and am very lucky to be able to do so but the past year I’ve missed a lot. Having attended weddings, funerals and stag parties all over zoom made me appreciate traveling home more ” Brian

“Family & Food and the Brewery Tap Bar“ Darren

“Food and my mother's kitchen“ Seamus

Do you watch any of the GAA matches?

"Yes, as many as we can" Tommy

"Yes, a lot. During the pandemic it was refreshing to be able to watch additional club games streamed on various platforms" Brian

"Yes through GAAGO" Seamus

"I don't but have watched some from time to time like the All-Ireland" Darren

Do the GAA matches make you miss Ireland more when looking at them abroad?

“100% especially the Munster Championship games in Thurles as I would attend all of them” Tommy

"Yes you’d miss being there but would miss Ireland more if I couldn’t watch these matches" Brian

Are you part of a local GAA club now?

“Yes, Tipperary NY (Club Secretary + Player). Still wanted to play and it's a huge sense of community“ Tommy

“Yes, Cork Boston GFC. I joined as a J1 initially to get a job and make connections“ Brian

"Yes, Cork Boston, I joined because love of sport and community and to get to know people" Seamus

Has the thought of moving home crossed your mind?

“Absolutely, but for me, it's more about the opportunity here versus home & NY is only a short flight away now which is the main reason I chose the East Coast. Hopefully, in the future, I will be able to visit home far more regularly“ Tommy

"Yeah it sure has and it's a possibility some way down the line but not right now" Darren

If you could pick one symbol/cultural aspect that is quintessentially Irish and introduce it to where you are now what would it be and why?

"The Kitchen Table! Everything here in NYC is on the go. Sitting and chatting like home just doesn't happen as much. Our house at home is full of opinions and many a heated chat and good conversation is had around the kitchen table" Tommy

“That’s a tough one. The GAA community in the US is great representation of Ireland and the gives us a parish feel “ Brian

"The Irish humour" Seamus

"Trad session in a cosy bar" Darren

Missing home? Check out our #70minsofhome campaign HERE and view 70 minute videos and immerse yourself into the sounds and scenes around Ireland.

Paediatric Doctors for Ireland

Fri, 05 Mar 2021 15:24:27 GMT

This year FRS Recruitment trusted me with taking responsibility of recruiting for all Paediatric NCHDs. Recruiting Paediatric Doctors for 20+ hospitals in Ireland is no easy feat. In my 15 years recruiting Doctors for hospitals, I have always found that Paediatric doctors is one of the toughest, but also one of the most rewarding recruitment processes.

Most Doctors when they choose their specialism, focus purely on the specifics of their speciality, reading, studying and experiencing only one area of work. Paediatric doctors never have the luxury of forgetting anything. They are experts in everything that can and does go wrong with tiny humans. Children are wonderful but as a Mum of two precocious and precious people, I know first-hand that when they get sick, they turn into miniature monsters with limited and vague communication. Paediatric Doctors are simply superheroes of the medical variety.

In addition to having an impressive wealth of knowledge and dealing with mini monsters and their frazzled parents, they have the amazing ability to perform technical and difficult procedures on tiny body parts. The first time I saw a Doctor put a line into a newborn baby (paeds docs call them neonates), it was equal parts amazing and horrific.

Paediatric Doctors are wonderful but how and where do I find them?

Paediatric Doctors are often humble when they apply for jobs. There is simply so much to learn about medicine for children that they underestimate how valuable and rare their skills are. It is a pleasure that it is often my job to tell these Paediatric Doctors how rare it is that they have 2 years’ experience in paediatrics and how valued they will be in a hospital here in Ireland.

I spent a little time this week asking some of the Paediatric Doctors that we have relocated to Ireland about their experiences, what they wish they knew before and the good, bad and ugly of working in Ireland. It surprised me that none of the Doctors had any worries about the clinical work. They find both patients and families a little different, but the clinical practice is pretty much the same.

“Dealing with patient here in Ireland is quite different from where I have been working before. Irish patients are so respectful, decent and they would trust whatever you said to them. Though the clinical practice remains the same.” Dr. N – Paediatric Registrar, Our Lady of Lourdes Hospital, Drogheda.

I know that being a Paediatric Doctor is pretty similar all over the world but what about fitting in to the way things are done in Ireland?

The Medical Manpower (Human Resources) professionals in the hospitals have given me the value of their insight over the years and my summary of that wealth of intel is that every Paediatric Doctor from all over the world will be welcomed, inducted and given the support they need to come up to speed with the way things work in the hospital and in the Irish Health Service. However, some Health Services are very similar to ours and Doctors from these areas just hit the ground running with very little onboarding required, these Health Services are; UK, South Africa and New Zealand.

So my mission is clear – find some Paediatric superheroes from all over the world and show them my superhero strength – matching them to the right hospital in the right role at the right level. We will combine our strength and tenacity to get through the paperwork with the backing of a world class compliance/administration team in FRS Recruitment.

“The working relationship that has been built up over the years has assured me that staff in FRS understand the requirement of Wexford general Hospital and that they ensure that the selection of candidates for us are suited to the culture of the Hospital.” Medical Manpower – Wexford General Hospital

What’s in it for you?

Excellent European experience in world-class facilities, top rate salary and benefits.

Paediatric Doctors, drop me a CV to emma@frsrecruitment.com today and lets plan your future.

Thank You To Ireland's Healthcare Professionals This Christmas

Fri, 05 Mar 2021 15:20:07 GMT

This year FRS Healthcare Recruiters would like to thank every healthcare professional for their hard work and dedication, not only over the festive season but also for the late nights and long shifts all year round!

‘At this time of year, more than any other, it is so important for us to stop and thank the wonderful Doctors on duty who will work as diligently and as heroically as any other day. While our children are ripping open presents, Paediatric Doctors in every hospital are looking after sick children. While we are serving up dinner, Anaesthetic Doctors are helping people to fight for their life in ICU .

This year as a homeless crisis has descended upon our nation and mental illness is ballooning, we owe a big debt of gratitude to the Psychiatric Doctors who will be meeting many more patients over Christmas.

My Christmas wish for all of you is that you know how much of a difference you make to all of us. Thank you and Merry Christmas .’

Emma , Principle Recruitment Consultant- Medical & Healthcare

‘As we know, Nurses and Midwives are often the unsung heroes of hospital corridors. From admission to discharge, they play a vital role in ensuring patients have a pleasant experience during what can be a very distressing time. FRS would like to thank these wonderful men and women for all their hard work as they convey how selfless and dedicated they are to their work during the Christmas period.

Chloe , Recruitment Consultant- Nursing Division

‘For many of us Christmas is a well-earned break but not for Radiographers, the chaos continues in X Ray whilst the festive period is put on hold . Radiographers will be working across the country on Christmas day and throughout the week. Christmas day for Radiographers will be like any other day. Christmas is a very busy time for Radiographers, taking care of patients who come in with minor injuries, young kids with twisted ankles, knocked elbows, kiddies who have swallowed bits of toys and unfortunately, they can also get serious trauma patients Our Radiographers help so many patients over the Christmas, often overlooked but essential for expert care of our patients across Ireland.

I’d like to say a Massive thank you to all the staff providing the essential service for us all. Happy Christmas to all the Radiographers, Radiologists, Engineers, X Ray porters and Radiology nurses for all their hard work and dedication.’

Charlene , Client Relationship Manager- Allied Health Division

Searching for your next opportunity this New Year? Click HERE to begin your job search. Alternatively, contact one of our recruiters above by clicking on their name to see their contact details.

Why You Should Never Accept A Counteroffer

Fri, 05 Mar 2021 15:16:36 GMT

In recent years, due to the talent pool shortage, counteroffers have practically become the norm. It’s almost like a part of the accepted divorce proceedings, and allows the boss to save face with his boss, and it sometimes has to take its course.

But while a counter offer can be tempting, take care not to fall into the trap or be blindsided to your own detriment. Career changes are tough enough as it is, and anxieties about leaving a comfortable job, friends and location and having to reprove yourself again in an unknown opportunity can cloud the best of logic. But just because the new position is a little scary doesn’t mean it’s not a positive move.

Since counteroffer gestures can create confusion and “buyer’s remorse”, you should understand what’s being cast upon you.

Counteroffers are typically made in conjunction with some form of flattery.

You’re too valuable, and we need you.
You can’t desert the team/your friends and leave them hanging.
We were just about to give you a promotion/raise, and it was confidential until now.
What did they offer, why are you leaving, and what do you need to stay?
Why would you want to work for that company?
The “big boss” wants to meet with you before you make your final decision.

Counters usually take the form of:

more money
a promotion/more responsibility
a modified reporting structure
promises or future considerations,
disparaging remarks about the new company or job
Guilt trips.

Of course, it’s natural to want to believe these manipulative appeals, but beware! Accepting a counteroffer often is the wrong choice to make.

Accepting a counteroffer can have numerous negative consequences. Consider:

Where did the additional money or responsibility you’d get come from? Was it your next raise or promotion-just given early? Will you be limited in the future? Will you have to threaten to quit to get your next raise? Might a (cheaper) replacement be sought out?
You’ve demonstrated your unhappiness (or lack of blind loyalty), and will be perceived as having committed blackmail to gain a raise. You won’t ever be considered a team player again. Many employers will hold a grudge at the next review period, and you may be placed at the top of the next reduction-in-force "hit list." As one executive who requested anonymity says, "Like an adulterous affair that’s been discovered, the broken trust is never fully recovered."
Apart from a short-term, band-aid treatment, nothing will change within the company. After the dust settles from this upheaval, you’ll be in the same old rut. A rule of thumb among recruiters is that more than 80% of those accepting counteroffers leave, or are terminated, within six to 12 months anyway. Half of those who do succumb re initiate their job searches within 90 days, recruiters say.

Finally, when making your decision, look at your current job and the new position as if you were unemployed. Which opportunity holds the most real potential? Probably the new one, or you wouldn’t have started the process or accepted the offer in the first place!!!!

FRS Recruitment Webinars

Fri, 05 Mar 2021 15:14:42 GMT

FRS Recruitment Webinars

As we propelled into a world of virtual working, virtual socialising and virtual training, FRS Recruitment quickly responded by hosting free webinars for all employers and job seekers. We introduced three new webinar series 'Pause & Prepare' to share information and advice to job seekers, 'Leading Through People' to help employers through these unprecedented times and most recently 'FRS Tech Webinar Series' to share insights and trends happening in the tech industry.

Follow us HERE to view our upcoming webinars!

Pause and Prepare Webinar Series- For Job Seekers

Job seekers, why not take this opportunity to learn new skills and prepare for the future.

Over the next few weeks we will be hosting webinars to share our knowledge and expertise on the recruiting industry.

Episode one: Preparing the perfect CV

Featuring Senior Recruiters Daniella Noelle Maria .

Episode two: Mastering an online interview

Featuring Senior Recruiters Aisling , Emma , Miriam .

Episode three: Temp vs. Contract, Facts and Figures

Featuring FRS Recruitment Managers Darragh , Niamh and special guest David O'Reilly - Managing Director, Fenero

Episode four: Showcase your professional brand with LinkedIn

Featuring FRS Recruiters Dara and Thomas with special Guest Mark Valentine from LinkedIn

Episode five: How to change careers

Featuring FRS Recruiters Leona and Erin with special guest Colette McInerney from Turas Nua

Leading Through People Webinar Series - For Clients

This webinar series focuses on helping businesses of all sizes nationwide. Covid 19 has many different impacts on businesses and although we find ourselves in unknown and unfamiliar circumstances, we can all benefit by sharing information to help each other through these times.

Episode one: Understanding and reacting to the new economic normal

Featuring FRS Recruitment General Manager Colin , Kevin Green HR Strategy advisor and Susan Hayes Culleton, CFA

Episode Two: Balancing Performance Management & Workplace Well being During a Crisis

Featuring FRS Recruitment General Manager Colin , Kevin Green HR Strategy advisor and Shane O'Sullivan, Executive, Leadership & Performance Coach at Inspiring Excellence

Episode Three: Remote working, is it here to stay?

Featuring FRS Recruitment General Manager Colin , Kevin Green HR Strategy advisor and Alison Hodgson, People VP at Virgin Media.

Episode Four: The Future of Recruitment & Talent Acquisition

Featuring FRS Recruitment General Manager Colin , Kevin Green HR Strategy advisor and Hung Lee, Curator of Recruiting Brainfood

Episode Five: Returning to work safely

Featuring FRS Recruitment Commercial Manager Maria Weafer , Paula Mumford, Health & Safety Team Manager SeaChange and John Gorman, Director, Sunflower HR

Episode Six: Innovation in the Workplace

Featuring FRS Recruitment's Head of Business Development Derek Perill, Niamh Ryan- Head of Business Evolution - Northern Trust Corporation, Mairead Holland - Digital Collaboration Centre Manager - Innovate Limerick.

Episode Seven: Talent Acquisition For A Changed World

Featuring FRS Recruitment's General Manager Colin Donnery , Johnny Campbell CEO of SocialTalent, and “Google” Dave Hazlehurst Partner - Director of Client Services at Ph.Creative discuss 10 years of trends, data & insights from the FRS Recruitment jobseeker insights surveys to illustrate the strategies employers will need to undertake to attract talent in a changed world.

FRS Tech Webinar Series - For people working in the Tech Industry

This webinar series is aimed at everyone working in the tech industry.

Episode One: The impacts of Covid-19 on the tech industry - Irish and International Markets

FRS Recruitment's Head of IT Recruitment, Darragh O'Brien leads a discussion with guest speakers Mark Lawlor, CTO DNA IT Solutions and Mark Rodriguez, Senior Technical Architect at dataACS about the impacts of Covid-19 on the tech Industry in Ireland, EU, UK, Saudi and US markets. This webinar includes key trends & new technology within the IT industry.

Episode Two: Working Towards a Diverse Future in the Tech Industry

FRS Recruitment's Noelle Nagle , Principal IT Recruitment Consultant is joined by Amanda Bevan, Independent HR Consultant and Ann Blehein- Senior Software Engineering Manager at BD Medical to discuss diversity in the Tech industry and how companies can attract and benefit from a diverse workplace.

How to Apply for Doctor Jobs in Ireland | FRS Recruitment

Fri, 05 Mar 2021 15:02:00 GMT

Ireland is recognised for producing some of the best trained Doctors in the world; experience gained as a Doctor in Ireland can enhance and develop the career of doctors at any level. For this reason and many more, Ireland is one of the most popular destinations for doctors from all over the world.

The Doctors team in FRS Recruitment are the largest Doctors recruitment team in Ireland and we boast an impressive combined experience of over 30 years. We have seen Doctors from across the globe and from all walks of life. We can help you with any questions you have and we would like to encourage you to reach out to us at doctors@frsrecruitment.com

But if you have done your homework and you are ready to move to Ireland, what should you do next?

Registration

Check out the Irish Medical Council’s website and see what type of registration you are suitable for and how easy that process is. Specialist registration is more complicated and more expensive, so it might be worth checking with us if we think you will be successful in that area before beginning the process.

Also, if your internship or postgraduate qualification is not recognised by the IMC, you might have to sit exams, so it might be worth investigating this as well as the cost and time involved before you proceed. E.g. it might be easier to finish membership exams first e.g. MRCP

www.medicalcouncil.ie

English Language

Even if you have been speaking English since the day you were born, the Irish Health Service policy may require you to do an English language exam depending on the country you qualified in. IELTS and OET are the only acceptable exams. IELTS score required is overall minimum 7.0 with a minimum 6.5 in each discipline. OET B in all areas is required.

www.ielts.org

www.occupationalenglishtest.org

Curriculum Vitae

Hospitals and healthcare organisations will be using your CV to decide whether you are a good match to their organisation. The best CVs for Doctors include a clear outline of medical education, courses, and relevant training you have done. They also have the name and description of the organisations you have worked for as well as the job you did or do. The person who is reading your CV may be unfamiliar with your country, your healthcare system and your hospital. Giv e a good general description e.g. 700 bedded public teaching hospital with a worldwide accreditation for cardiology etc . By far, the most important thing to include is your clinical skills. The names of levels for doctors is different in different countries . Three doctors from different parts of the world could be doing the same job but may have different titles such as Registrar, Resident, Medical Officer. The description of your duties and skills is what is most important. Eg. Assess medical patients daily, treat routine respiratory conditions such as COPD, perform chest drains independently.

The more detail you provide here, the more likely you are to be short-listed for interview.

Once your CV is ready, submit it to on of our vacancies HERE or upload it to our talent search pool HERE

Patience, Communication & Flexibility

Once you have applied for English language exam, Irish Medical Council registration and sent your CV to us, be prepared for it to take some time for a role to come up that suits. Ireland is a relatively small country with just 53 public teaching hospitals. We have lots of job opportunities for doctors but it may take a few months for a post to open up that suits your skills and background. Keep in touch with your designated recruiter and let them know you are still interested and available. Also, be flexible, at FRS Recruitment we pride ourselves on giving you honest advice, if we think you need to take a more junior role to gain experience or if you should consider other locations, we will tell you. We have the experience to help you secure a role in Ireland and to make sure that you gain the most out of this experience.

So, what are you waiting for? Ireland is calling…. Time to answer.

Looking for more information on working as a Doctor in Ireland?

Check out our recent virtual recruitment event for Doctors here!

Online Interview Tips | FRS Recruitment

Fri, 05 Mar 2021 14:59:00 GMT

As we begin to adapt to a world with less face to face time, you may be wondering, how do you secure a new role virtually? Online interviews are the fast approaching way to go and as we have many years experience conducting online interviews for overseas candidates, we have come up with a few hints and tips to guide you through the process and ensure you secure the role you want.

Online Live Interview Tips

Firstly, there are two types of online interviews; live or recorded/closed end. With a live interview you would use technology like whatsapp, skype, zoom or teams. You could be interviewed by a panel or by one person depending on the company preference.

Recorded Interview Tips

If it is a closed end recorded interview the key is practice, practice, practice. Sparkwire, Sonru, Hirevue are examples of this technology. Download your link as soon as possible and take note of the questions. Try using a phone to record your answers so you can look back over them for your next attempt. Go through your answers with your recruiter, friends and family. Every time you practice your responses, you will become more familiar.

Live Panel Interviews

If you are being interviewed by a panel, expect that some might talk over each other as their connection strengths may vary. Don’t sweat, it can happen. We are all learning how to adapt and connection problems can arise from your side or the interview panel side.

What to Wear and Where to Sit Yourself

Try to wear plain dark clothing against a plain background. Bright colours or prints can become distorted and distract the interviewers. Try to choose a plain clean and tidy background, nothing too distracting. Try stay away from windows as the light can interfere with the camera on screen.

Know Your CV

As you might experience a delay in the video be prepared for awkward silences with your CV. Use it as a storytelling tool and ring in anecdotes if possible. The same as a face to face interview, your experience and enthusiasm is what will get you that role.

Connection

Another thing to consider is always make sure your connection is strong. Turn off all other devices and run a test for the software/app required.

Your Space

Try to ensure that it is as quiet as possible and try keep your space as empty as possible. Inform those that reside with you of your interview and to be considerate AKA silent or better yet disappear!

Last but not least be yourself and breathe!

Looking for more advice? Re-watch the webinar below!

If you are searching for a new role or need advice on where to begin, contact one of our Recruiter’s HERE or search our vacancies HERE .

Ireland is Hiring- Cost of Living in Ireland | FRS Recruitment

Fri, 05 Mar 2021 14:56:00 GMT

Watch back the webinar here

Erin who relocated to Ireland from Australia 3.5 years ago suggested that the salaries in Ireland are less than those in Australia, however overall expenses such as property, rent and groceries etc is also a lot less in Ireland. Irish expats returning home can also benefit from the increase of remote working opportunities so more people can live in rural parts of Ireland which is considerably more affordable than the larger cities.

The average salary in Ireland

Recently the CSO released Employment statistics that the average salary in Ireland is €42,000 and the minimum wage is €10.10 per hour. Salaries are dependent on the industry and level of experience. If you are looking for a more accurate indication of your salary level or rate, please send an email to Irelandishiring@frsrecruitment.com .

Childcare/ Schooling

Fulltime childcare for a child under 5 is approx. €240 per week in Dublin and is approx.. €150-€175 in the regional areas.

Private secondary schools in Ireland range from approx. €4-8k per year. Public secondary schools in Ireland range from €100-€500 per year for fees, books and uniforms.

Rent in Ireland

The average cost for rent for a couple in Dublin is €1,400 per month or €350 per week, for more than 3 bedrooms, you can expect to pay €2,200 + per month or €550 per week.

For other cities around Ireland such as Cork, Galway and Limerick, couples can expect to pay about €750 per month or €187 per week. For a three-bedroom house, you will pay €800-1600 per month or €200-€400 per week.

Regional areas are much cheaper with rent starting in some places from €550 -€600 per month for couples however, the average would be €750 per month or €175 per week and €700 to €1,100 per month for a 3-bedroom house.

Groceries

Erin found the cost of groceries in Ireland is also much cheaper than in Australia. Below are some prices of staples.

Milk (1 litre) - €1, Loaf Bread – €1.50, Mince - €3.59 (500grams), Rib-eye Steak – 2 for €6-€8, Whole chicken - €3, Chicken Bread – 1kg €7, Eggs - €3.50 (dozen), Bananas - €1.50 per kg, Bottle of wine - €10, Avocado - €.69 (medium) in comparison to avocado $5.50 in Coles.

When it comes to eating out, costs vary depending on where you go however, Pub meals are on average €12 for a main, Restaurant average around €15-€20 main, Glass of wine €5-€10, Pint of Guinness €3.75 -€6, Lattes are around €3.30.

The average cost of groceries for a couple in Ireland per week is €60-€80 and €100-€150 for a family.

Electricity/ TV/ Phone and Internet

The average cost of electricity per month is €150, a mobile phone costs €10 for calls only or €30 for a full plan per month, Internet and Sky TV is €55 per month.

Gym Membership

A membership in Dublin is approx. €60 per month or €15 per week. Other cities such as Cork, Galway and Limerick will cost €45 per month and €11.50 per week. Regional areas is €40 per month and €10 per week.

Health Insurance

The average cost of health insurance in Ireland for a family is €193 per month or €48.50 per week and €76 per month or €19 per week for a single person.

Hairdressers

The average cost of a barber in Dublin is €20+ and €15+ everywhere else. For a hairdresser, you will pay on average €150+ in Dublin and €80+ everywhere else.

Searching for new job opportunities or looking for advice on the jobs market? Email us on Irelandishiring@frsrecruitment.com or check out our vacancies HERE .

Want to know more about our Free Flights offer? Click HERE for our T&C’s

Job Opportunities for Overseas Nurses in Ireland | FRS Recruitment

Fri, 05 Mar 2021 14:56:00 GMT

Are you a nurse from abroad holding a decision letter from the NMBI? Do you have more than 4 years clinical experience? Then I have an array of exciting nursing jobs in Ireland for you!

What type of Nurses are we looking for?

It is a great time to apply for nursing jobs, as I am currently seeking nurses from all over the world to fill vacancies for fantastic nursing jobs nationwide. I have vacancies in the following clinical areas:

Cardiology Nurses
Cath Lab Nurses
Theatre Nurses
Anaesthetic Nurses
General Medical Nurses
Surgical Nurses
ICU Nurses

I am working with public and private hospitals across Ireland in both city and rural locations, who are seeking to employ nurses just like you! In order to apply for Nursing jobs in Public and Private Hospitals, you must meet the language competency requirements (IELTS or OET) and have completed your registration with the Irish Nursing Board (NMBI).

Relocation package for Nurses

The package on offer varies by employer however, all are offering a generous salary (€30,000 to €45,000 + overtime + allowances) and a fantastic relocation package. The standard relocation package consists of:

Flight to Ireland covered
Accommodation covered for 3-6 weeks (depending on employer)
NMBI registration fee reimbursed

A little bit about us

FRS Recruitment has earned its name as an ethical, informative and reliable agency choice for Nurses from all over the world seeking employment in Ireland. From personal experience, word of mouth goes a long way and I have had many referrals from candidates who I have placed in many nursing jobs so far.

My role as a Recruitment Consultant here at FRS Recruitment is to source clinically skilled Nurses who are keen to progress their career in Ireland. I have staff nurse vacancies in many specialties and all of my clients offer comprehensive training programmes and generous relocation packages to ensure your move to Ireland is worthwhile. I enjoy building strong rapports with Nurses and I pride myself on finding Nurses the perfect jobs in prestigious hospitals and healthcare services across Ireland.

Why progress your Nursing career in Ireland?

Ireland has many attractions, most notably the friendly people that populate it, the beautiful landscape and the current booming economy! Cork, Galway and Dublin were voted amongst the top 10 friendliest cities in the world by Condé Nast Traveller’s annual reader survey in 2018. Ireland prides itself on being a multicultural country. According to the 2016 Census, there were 535,475 non-Irish nationals living in Ireland from over 200 countries. The number of foreign nationals living in Ireland are considered valued contributors to the development of Ireland and its exciting new culture.

Specialised Healthcare & Medical compliance and administration team

I am supported by a dedicated Medical compliance and administration team, who can assist with all compliance and relocation queries. Our expert Healthcare Recruitment team are highly skilled in all visa and work permit applications, making your transition as seamless as possible. My aim is to ensure you have the most comfortable experience possible as we understand that relocating can be a chaotic time.

How to begin your job search for the perfect Nursing job

I would be more than happy to discuss nursing jobs, working in Ireland as a nurse, the move to Ireland and explain the job application process in more detail. Take the plunge today and explore the wealth of opportunity that awaits you in Ireland!

You can contact me at +353 (0)86 464 8416 or alternatively email your CV to chos@frsrecruitment.com

What's it like back home in Ireland? | FRS Recruitment

Fri, 05 Mar 2021 14:54:00 GMT

My Christmas & New Years highlight was not having to get on a flight back to London!

My Christmas & New Years highlight was not having to get on a flight back to London! 2008 and the subsequent years saw huge numbers of my generation leave Ireland to find employment. I bumped into a few friends who were home for Christmas and the conversation inevitably turned to “when are you moving back?” and “what’s it like being at home?”. I myself made the move back in 2018 and by far the most common topics I get asked about are housing and the jobs market. Here’s my take on both.

Jobs

Contrary to popular belief, not all the jobs are in Dublin. You will be surprised with the opportunities on offer from global multinationals scattered around the countryside. Project Ireland 2040 (the Government's long-term strategy to make Ireland a better country) aims to provide balanced regional development in order to reduce Dublin’s growing economic domination. It will prioritise growth in the major cities of Cork, Galway, Limerick, and Waterford, with the capital forecast to grow at a slower rate under this plan. This is resulting in a lot of FDI in the regions. My advice here is to secure a job before you move back. It’s never too early to start looking and in some cases the process can take up to 6 months. Get the right job first and let that determine where you settle. If you’re lucky, you might find yourself on the Wild Atlantic Way!

Housing

Don’t let newspaper headlines put you off. Yes rents and property prices in Ireland can be expensive but that’s not the case for the entire country. There are more affordable options outside of Dublin. The shortage of rental properties around the country is well documented. Obviously rent is higher in cities than it is in rural areas. This is particularly the case in Dublin, where the costs of rental accommodation has soared in recent years. Give serious consideration to settling in or closer to another city. Cork, Limerick, Galway and Waterford will offer much better value for money and subsequently a better quality of life. Remember, compared to where you are now, Ireland is a pretty small country and you’re never much more than 2 hours away from someone! From my experience, the rights of tenants in Ireland do not include as much security of tenure as in other countries so be cautious when handing over a large deposit.

The main sites for finding rental property in Ireland are Daft.ie and Rent.ie . Given the high demand for accommodation I would imagine it to be difficult to secure something unless you’re already in the country. If possible, consider moving in with family for a few months until you secure something.

Free Flights! (yes, you read that right). We are offering free flights home to Irish Expats that we place in jobs. Take a look at our website for more info and a list of up to date roles https://www.frsrecruitment.com/

In all, the move back home has been a very positive one. I’ve since become a father and it has opened my eyes to a whole new world of childcare and parenting. Being close to family (grandparents in particular!) has never been more important.

Showcasing your Professional Brand with LinkedIn | FRS Recruitment

Fri, 05 Mar 2021 14:52:00 GMT

On Tuesday 12th May, in the 4th episode of the FRS Recruitment ‘ Pause and Prepare’ series, we held a webinar around the subject of ’Showcasing your Professional Brand with LinkedIn’

Dara Bradley , Team Lead for the Life Sciences Division (Pharma, Biopharma and Medical Device recruitment nationwide) and Thomas Kennedy , IT Recruitment Consultant were joined by special guest Mark Valentine, Account Director at LinkedIn to discuss the topic.

The main purpose of the webinar was to show how people can get more out of the platform and create awareness of the many excellent functionalities that LinkedIn has.

LinkedIn and its purpose

LinkedIn at its heart, is a professional network with a mission to add value to its members by connecting the worlds professionals to make them more productive and successful using this business platform.

Different type of members on LinkedIn

Those at the start of their career and starting their ascent into the professional world, such as in college or doing an apprenticeship etc. These people will utilise LinkedIn to secure their first job, build their network and showcase themselves to prospective employers.
Those currently employed but potentially uninspired by what they are doing or who they are working for and would like a change. LinkedIn can help them find their dream job by showcasing opportunities to them that are relevant and introducing them to learning courses to help individuals acquire the right skills to get the job they really want. LinkedIn connects these people to recruiters and companies to gain access into these organisations.
Those who are currently happy in their current jobs but use LinkedIn for accessing professional information , keeping abreast of what is going on in their network, Industry knowledge and updates.

How many connections should people have on LinkedIn?

There’s no ‘magic number’ but we recommend to connect with someone that you deem valuable and relative in terms of a professional relationship so that you can get back in touch and easily access them in the future and help each other out, your network will then grow organically and quickly.
Relevant connections can "add value" and increase chances of attractive opportunities coming your way. One connection can make you available to their second / third connections.
Target your audience with relevant connections. You never know who might see your post, comment/share/referral.
‘Connections in common’ more likely to connect and trust you if you have people in common.
Personalise LinkedIn invite message when connecting.

How can you use LinkedIn to be more productive in your job search?

Ensure an effective built out LinkedIn profile as mentioned above to make it easy for recruiters/talent acquisition to find you.
Sign up for job title alerts on LinkedIn.
Connect with relevant recruiters in your field.
Look up similar profiles/connections that are doing a similar role as you in a different company, it's a good way of identifying other organisations and opportunities that would suit you and identify potential people that could introduce you to these organisations.
If you see role advertised on LinkedIn that really appeals to you- reach out to the recruiter directly on LinkedIn, personalising your messaging and expressing your interest in the position.
Profile Settings "open to opportunities’’ -recruiters usually will review these profiles first.
Keep an eye on the career/jobs section on relevant company pages and relevant posts that are shared by the company.

How can you use LinkedIn to be more productive in building your professional network and staying abreast of what is going on in your network and sector?

Download the LinkedIn mobile app. Your newsfeed will update information on what your connections are doing i.e. connection posts a job/changed employer/ Industry update or interesting content.
Follow hashtags so that it will come up on your newsfeed for what’s trending.
Follow target organisations to receive updates and educate yourself on these companies.
Checking notifications to keep abreast of what is happening in your network re updates on connections/companies/ trending editorials and news, events, emerging technology etc.
"LinkedIn Learning’’ platform- a lot of upskilling courses available across all specialities and areas – some free and some subscriptions.
Sharing, liking and commenting on interesting articles on what is going on within the industry and engaging with relevant connections.
Join relevant discussions groups.

How can people build out their professional brand on LinkedIn?

Have your voice within your network, especially if you have specialist skills. Showcase yourself and the knowledge that you have. Write about what you are passionate about and share your ideas and experiences.
If you attend an event, share some pictures and outline your key takeaways in a post.
Reshare information that is specific to your industry. Share qualitative market knowledge back to your own LinkedIn connections and network.
Share trends, blogs and articles about topics that you have genuine interest in.
Getting involved in relevant discussions and express your opinion

Rewatch our webinar on Showcasing your Professional Brand with LinkedIn below!

Major Career Event Likely to Draw Over 5,000 to Athlone | FRS Recruitment

Fri, 05 Mar 2021 14:49:00 GMT

An article by the Westmeath Independent discussing the upcoming Career Zoo in Athlone

‘In a strong and positive sign that the centre of gravity for top quality jobs is shifting from Dublin, Career Zoo has announced that its annual national spring career event will for the first time take place outside of Dublin on May 11, in the International Arena in Athlone Institute of Technology.

More than 5,000 job seekers are expected to attend the biggest recruitment event ever held outside of Dublin with top-quality career opportunities on offer to those attending as well as the inside track on attractive lifestyle options and affordable housing.

The Career Zoo event, which is supported by IDA Ireland, will be a showcase of the very best sci-tech and professional services opportunities in the Midlands and surrounding regions and will feature more than 50 speakers.

Global and local tech, med- tech and pharma employers such as Ericsson, Abbott, Genesys, Teleflex, PPD, Jazz Pharma and Neueda will be showcasing the hundreds of open roles they have on offer. The Event’s recruitment partner is Irishjobs.ie.

As well as talking to prospective recruiters, the employers will also be extolling the virtues of the lifestyle offered in the Midlands and surrounding counties such as Galway.

Commenting on the choice of Athlone for the Career Zoo Spring event, Career Zoo Director Brian Ó hOisín said: “Athlone is perfectly positioned at the centre of a rapidly expanding and connected region that goes beyond county borders. This rapidly developing region is where job seekers looking for fulfilling and dynamic roles can also tap into a more relaxed and affordable lifestyle. Dublin is simply now unaffordable for many people with housing a prime consideration and career satisfaction. The Midlands region increasingly offers the type of quality career opportunities that a lot of people are seeking as well as that much sought-after work/ life balance. The M6 motorway also offers Midlands-based workers quick access in either direction to Galway, Dublin and surrounding towns. The presence on May 11 of so many major employers is a massive vote of confidence in this region.”

Commenting, IDA Ireland Head of Regional Business Development for the Midlands Region, Ken Whitelaw, said: “Attendees will have the opportunity to meet with the hiring teams from a broad range of companies across the tech, med-tech and pharma sectors. There is a wealth of exciting roles available now across the Midlands region and beyond. What we find is that new hires are attracted to the region because of the stimulating roles that are available in quality companies but stay long term because of the rewarding and balanced life-style, lack of draining commute, access to affordable accommodation, availability of schools and choice of pastimes.

Colin Donnery General Manager of FRS Recruitment commented “having an event of the scale of Career Zoo coming to Athlone and the midlands region is a real vote of confidence in the area. The scale and quality of the opportunities with some of Ireland’s best employers shows how the midlands region has developed over the last few years as a location for FDI and tribute must be paid to the IDA for the work they have put in to make that happen”.

Career Zoo Athlone is supported by IDA Ireland who have an 18-hectare Business and Technology park in Portlaoise. This Technology park has recently attracted Canadian company Greenfield Global with plans to create 75 high quality jobs over the next five years for Portlaoise.

FRS Recruitment are delighted to be a part of Athlone’s first ever Career Zoo which will give us the opportunity to showcase all our exciting job offers in the Midlands. Click here to see our current vacancies or contact our Midlands based offices in Tullamore or Roscrea .

Above Photo: From left, Brendan Moran, Site leader, Teleflex; Ciaran Corcoran, Site Director, Abbott; Jane Coleman, Software Engineer, Ericsson; Michelle Hand, Senior Recruiter, PPD; Colin Donnery, General Manager, FRS Recruitment.

Photo Credit: Julien Behal

Consultant Life in Ireland | FRS Recruitment

Fri, 05 Mar 2021 14:48:00 GMT

Medical Consultants, have you ever considered living and working in Ireland?

After living overseas for the past ten years I have recently returned to my wonderful homeland, the ever-green Emerald Isle and I can honestly say that it feels great to be back. Ireland’s biggest asset is its people and it’s simply great being back living amongst them again; their friendliness and greeting smiling faces instantly warms your heart.

Ireland is undoubtedly one of the most beautifully landscaped countries in the world. With its wealth of history and culture, you will discover and explore enriching experiences and create memories that will stay with you forever.

There are numerous benefits for overseas Consultants working in Ireland.

You will expand your clinical knowledge and skill set.
You will be presented with cases affected by local factors which you may not have come across before.
Your communication and language skills will vastly improve, particularly if you come from a non English speaking country. Ireland is internationally recognised as having one of the best reputations for learning and improving your English.
Anyone who has relocated or moved abroad is all too aware of the exciting and endless opportunities that await them however, they are not without their challenges. Undoubtedly these obstacles and challenges make you more resourceful, confident and independent.
You will gain invaluable life experiences by travelling and meeting new people which will ultimately make you more employable and expand your network of contacts.
You can discover many vibrant European countries just a short flight away.

Having worked in medical recruitment in Australia helping many overseas doctors secure employment, I have returned home to Ireland to share my experience. My aim is to recruit professional and competent Consultants for the Irish healthcare system. I hold an honours degree in Public Health and Health Promotion and I am passionate about the awareness and promotion of health.

FRS Recruitment has had numerous successes securing roles for EU (and overseas) Consultants in Irish Hospitals.

If you are considering a move to Ireland and require more information, I would be delighted to assist you. Please feel free to contact me on +353 16599664 or email on jshaughnessy@frsrecruitment.com

The Impacts of Covid - 19 on the Irish Jobs Market | FRS Recruitment

Fri, 05 Mar 2021 14:46:00 GMT

None of us would have predicted we would be in this position at the start of 2020 and sudden change can be very daunting. However, it is not all negative and it’s important we look towards the future with a positive attitude, after all, if we can get through this we can get through anything.

We asked our recruiters what impacts the Covid-19 pandemic has had on hiring trends in their industry and what positives we can look forward to.

Emer Sexton, Allied Health Recruiter

“The Allied Health sector has, for the most part, remained hiring . For the areas that have slowed down or are seen as non-essential, staff have been redeployed to front line areas.

Employers have started installing online application systems that allow them to interview candidates remotely. This has proved to be a faster, more efficient way of interviewing.

There has been a surge in Irish expats wanting to returning home to help during the pandemic and work in the health service in Ireland.

From this pandemic the healthcare sector will see an increase in highly qualified and skilled healthcare professionals in the coming months. Employers will also start utilising technology more to make the recruitment process quicker.”

Maria Weafer , Team Manager, Commercial Division

“Many clients are expecting to reopen from the 18th May, those with multiple offices or branches will reopen on a phased basis. I expect all businesses to be fully open in August/ September. People working in open plan offices will need to make changes to ensure their space complies with new Covid- 19 regulations before recommencing their hiring processes. However, we hope to see earlier hires of new employees who can commence a flexible working week.

Companies will emerge from this more connected . Resilience will be on the agenda when discussing strategy and companies now know that agility will ensure competitiveness and an ability to respond to the unexpected. Going forward, companies will have to re-evaluate where they must be flexible. Employers who provide flexible working solutions to potential employees will open themselves to a wider candidate market.

As many of our clients have been successfully conducting interviews via Zoom and Skype this will greatly benefit candidates based overseas , as companies will be more open to continue with this form of interview.”

Leona Fawl, Head of Commercial Division

“Since the Government announcement of our phased plans to resume activity, conversations with our existing and prospective clients have increased in confidence. Businesses are preparing their plans for a safe return to work and we anticipate hiring will begin to take on a consistent and steady pattern come late August and September time . Whilst there is further adapting for us all, there will still be a requirement for experienced and skilled business support professionals across all.”

Miriam O’Hara and Cormac Molly , Construction Recruiters

“Reopening officially begins on the 18th of May but not all sites will reopen on this date. It will be in order of priority and where social distancing can be observed. CIF have provided an online induction course and everyone is required to complete it before projects resume. It will take a couple of weeks sorting out sites before they commence hiring again . We are currently working on some overseas roles with July start dates and there is considerable interest in those roles at present. People are now more comfortable going forward for overseas roles than immediate roles here in Ireland.”

Gerard Farrell , Agriculture Recruiter

“The food processing sector has gone quiet on the recruitment side (a result of the hospitality sector shutting down) and exports. However, there has been an increase in domestic demand in relation to primary purchasing from grocery stores.

The Agri Sector traditionally has been resilient during tough times . During the recession in 2007 unemployment only peaked at 10% within the Agri Sector. We are hopeful the sector will bounce back even stronger and quicker.

This pandemic has highlighted the importance of the Agri Sector globally. It has also shown the sector to be agile and adaptable to crisis.”

Cillian Twomey , Medical Device Recruiter

“A lot of medical device companies across Ireland are still recruiting for many different levels. For those who have halted production, I predict they will be back up and running after July 20th – once restrictions of 20km are lifted.

Medical device is a very important sector, if anything it may strengthen the sector over the coming years . The need for vaccines will mean new opportunities in R&D, Supply Chain and Manufacturing.”

Mandy Devlin , Tech Eng Recruiter

“Production to support food, beverage and agriculture currently has the most hiring activity. Hiring of new employees had slowed down in April however, it has started to pick up again in May”

Felicity Farrell , Life Science Recruiter

“ Recruitment activity continues in the pharmaceutical industry as many pharma companies have begun to fast track their processes for testing of potential vaccines with the permission of the government and regulatory authorities. I also predicting an increase of new roles in August/ September time.

Ireland is now home to all 10 of the top 10 global pharma companies. This sector will play a crucial role in the development and manufacture of the drugs needed to treat and overcome Covid-19. Pharma is one of our main sectors of economic activity in Ireland earning €60bn and employing 50,000 people, so this sector will remain strong.”

Laura McInerney, Temporary Recruiter

“ Temporary recruiting in food production and logistics has remained throughout this pandemic. As an essential service, the Industrial sector has seen an overall increase in manufacturing and logistics. Due to the high demand for food and products, there is an increase of vacancies in factories to help meet these demands.”

Anna Podgorska , Temporary Recruiter

"While some businesses are experiencing disruption, there are sectors who are experiencing increased demand for staff . Supply Chain & Logistics, Medical & Science & Pharma are the industries with most hiring activity at the moment. In commercial sector we expect businesses to re-open in phases. It will take some time to return to a “normal” hiring process however, this will be a new “normal” and businesses will have to adapt to new ways of hiring. In this unprecedented times we needed to use our ability to adapt more than ever."

Niamh Kavanagh, Head of Temporary Division

“Our clients have rescheduled their rosters, timetables and arranged for remote working rather than lay off temporary staff. This 30% across the board is encouraging as it reinforces how the temporary workforce is an integral part and contribution to businesses. There are many benefits to choosing Temporary work but now the flexibility along with an opportunity to work from home will offer more benefits for both candidates and clients. ”

Overall, recruiters are expecting all sectors that have slowed down or seized in recruitment to pick up again in late August or early September. Although many sectors have been impacted negatively by the Covid – 19 pandemic, Recruiters are predicting that many of these businesses will come out of this better than before. Businesses who had to adapt quickly and change their strategies will be more ready for any future threats. Sudden changes to flexible working will allow businesses to become more flexible with future hires, meaning they can attract more talented individuals who are seeking flexible roles. The usage of new technologies has shown employers how easy it is to conduct online interviews, meaning employers will now be more inclined to hire overseas candidates before they relocate.

Graduates in the Irish Jobs Market | FRS Recruitment

Fri, 05 Mar 2021 14:45:00 GMT

What one word could I use to describe finding a job after college? Tough. Speaking as someone who was a graduate not too long ago, I can tell you it isn’t easy, but there are things you can do to maximise your chances.

Make sure your applying to the right job for you

If you know the job you want after college then that’s half the battle! I wasn’t one of those lucky people. I finished a Degree in Computing and realised then that it’s not what I wanted to do. As you could imagine, my parents were delighted to hear that after paying for me to go to college.

The last thing you want to do is get your “big break” into the big bad world and realise you signed up to something you don’t enjoy, just because it’s in the right industry. Take some time to do some research online or, better again, talk to people in the industry, and find the job that’s right for you or the path that will lead you to the job you really want down the line. That takes me to my next tip.

Use Social Media to your advantage

Spoiler alert, it turns out social media can be used for more than just sharing pictures of your food or the “mandatory airport check-in” that lets everyone know you’re going to Spain for a week. Social Media can be a huge help in getting your career kick-started. LinkedIn was a great help to me when I graduated and hadn’t the slightest idea what to do next. As well as having a crazy amount of job advertisements to read over and find out what jobs sound interesting, it’ll give you the chance to reach out and talk to people in the industry and learn the things that you can’t read on an advertisement.

Also, having a good LinkedIn profile can do a lot of the work for you. Write a well thought out “About Me” section to tell recruiters visiting your profile about yourself and what you’re looking for. You can keep an up-to-date copy of your CV on your profile and put in as much detail on your experiences as possible.

Your CV

All job applications will ask you to submit a CV when you apply so you probably have the one version that you send to every application you find interesting, but my advice is don’t do this! Tailor your CV to the job you’re applying to. It might be a bit of a pain tailoring your CV to every job you’re applying for but, in the long run, is it not worth the effort? I’m not saying you should make a new CV every time you’re applying to a job, I’m saying you’re CV should tell a recruiter why you’re perfect for this specific role and company!

Avoid going over the top with your CV too. I’ve seen CV’s covered in graphs, pictures and charts, followed by one line about experience and some contact details. Keep your CV simple, don’t use different fonts or lots of colours and use as much detail as you can to describe what you’ve done and what you can do. Talk about the jobs you’ve had, the projects you’ve worked on or anything else that could make an employer think you’re the right person for their job.

Ask for help!

My last, and probably most useful, point of advice is ask for help ! Reach out to recruiters and ask for their advice or any tips they might be able to give you. We know what companies are looking for and we can advise you on how your CV should look.

Searching for your next role in the IT sector? Contact myself or check out our roles HERE

CV Tips for QC Scientific Roles

Fri, 05 Mar 2021 14:44:54 GMT

A stand out CV is the key to getting your perfect QC Science job.

Employers and Recruiters can receive 100s of CVs for each QC Analyst vacancy that is advertised, Studies have shown that on average, recruiters/hiring managers spend 6 seconds on your CV, so it’s important to make sure it stands out.

Your CV should depict you, as a professional person, it should emphasise your QC skill set, experience, knowledge and your achievements.

Here are my top tips on creating that winning QC Analyst CV, one that will stand out from all others, one that will engage the reader and will get you that interview.

Personal Profile

I would recommend that you include a personal profile, a small paragraph of about 5-8 lines, underneath your contact information. The personal profile gives the reader an insight into you as a QC/Science professional, include why you are drawn to your scientific field, what is motivating you and what you enjoy about Scientific/QC work. Mention your Science degree/qualification here, showcase your technical skills by highlighting the amount of years’ experience you have using HPLC and your GMP experience. There is an increasingly number of people who have to relocate to advance their career. If you are willing to relocate, add this to your profile, it lets the recruiter know you have thought about this and will shed light on why you are applying for a role in Limerick but you are from Dublin.

Education Section

This should include School, College / University. Start with your most recent education and work your way back, using the bullet point format.

Mention any additional training that you may have taken such as Lean Six Sigma.

The Headings in this section should include:

Name of Educational Institution
Address
Year’s attended including Graduation Year
Course title
Qualification obtained
Projects- if you have no industry work experience go into detail about your Final Year Project, methods, scientific techniques and different instrumentation you used and why.
Member of any professional science organisation

Work Experience

This is the area of your CV where you outline your professional QC experience, it's important that this is accurate and factual. Starting with your current role and work your way back. If you have a gap in your employment/took a year out to go travel abroad, it is advisable to document this, outlining exact dates and the reason for the gap.

Detail/list your instrumentation and software knowledge and experience. Specify what QC testing techniques you have utilised.

If you have ever led a project or deputised for a Team Lead, even for holiday cover, please highlight this on your CV too.

Talk about your documentation experience (i.e. reviewing /updating SOPs/peer review ) and laboratory software that you are using (e.g. LIMS, Trackwise, Empower).

Most QC roles in the Medical device ,CRO and pharma industries require previous GMP experience, you need to be able to articulate your understanding of GMP protocols and procedures and why you follow such procedures in a GMP environment.

Section format:

Company Name and Address
Dates of Employment
Reason for leaving- Short term contract, headhunted, redundancy etc.
Job Title
Duties- Analytical /Testing knowledge, specify the techniques i.e. HPLC,GC,GC-MS,IR,UV-spec ,KF
Software knowledge and experience
Documentation
Achievements

Hobbies and Interests

This section is often left out of CV’s but it is actually a very important section of your CV. This section emphasises you as professional all-rounder, and that you understand the importance of a work life balance.

Some examples for this section are:

Sports
Music
Exercise

References

If you can get a written reference from an old employer, I would attach it to your application it adds weight to your CV. With my candidate’s permission I sometimes use written recommendations from previous Supervisors/Managers on LinkedIn to get my QC Analyst candidates’ interviews. Stronger reference checks will be done at the end of the process, but I think it is a unique way to stand out from all the other self- assessed CVs and get you selected for an interview.

Don’t be shy about asking for recommendations or written references, this will really add to your future employability and help increase your earning power.

Ready to begin your job search for QC Scientific roles? Click HERE .

Or contact me on rosullivan@frsrecruitment.com for advice and tips on this sector.

How to get noticed by Recruiters and ultimately find your next job | FRS Recruitment

Fri, 05 Mar 2021 14:42:00 GMT

I get asked by people all the time, what am I doing wrong? I am applying for loads of jobs and not getting any responses. I have been involved in recruiting people for more than 17 years and as part of my role, I have been sharing my experienced advice on how to improve CV's to ensure they get noticed.

Below is a list of Do's and Don'ts when it comes to applying for a job. These CV tips you will significantly increase your chances of getting called by a recruitment consultant and may even land your next dream job.

Do

Get a friend to look over your CV to check it for mistakes such as grammar, spelling and dates.
leave notes beside a job on why you have left a company such as redundancy, career progression.
Tailor each CV for the industry you are targeting.
Keep it relevant. Your CV is a representation of your skills and experience and suitability for the job you are applying for. If you were to put down everything relevant to every industry that might be transferable it could look like a book.
Have a few CV's tailored to the industry you are interested in; with the experience you have that is transferable and required (getting this from the Job Specification) will help the recruitment consultant envisage you in the role.
Include key achievements you had in the companies you worked for. For example, if you reduced inventory loss by 15%, or you were awarded with a commendation or promotion these are all relevant and extremely important.
Make sure your LinkedIn profile matches exactly with your CV and bulk it out with as much work-related pictures, links to projects you have done and recommendations. I can’t stress this enough if I’m putting your profile in front of a hiring manager, think of how much credibility you will have if I can attach a recommendation from former employer of line manager. This is a professional platform where you can really sell your brand and that brand is YOU.
Send your CV in a word format not PDF or as an image like the new and cool CV format that is out there at the moment. The reason for this is the applicant tracking system can’t process them and it scrambles them trying to format them for the data. Also, when viewing it on our job posting tools it is near impossible to read. Any reputable recruiter won’t make changes to your CV without getting your permission and approval on the amended version before submitting it.
Request recommendation from current/Former line managers.
Have a professional photo on your LinkedIn profile (get a friend to take a photo against a plain wall in a suit.)
Create a narrated summary on your LinkedIn profile and your cover letter explaining your drive motivations and an insight into your professional life.
Connect with your friendly FRS Recruiter in the industry you are interested in.
Network constructively with connections, online and in person at industry specific events.
Attend networking events and career fairs in person a lot of hiring managers and Recruiters are there and it’s an opportunity for you to make an impression on us.

Don't

Put your age, marital status, Photo or number of kids. None of this is relevant to you being able to do your job and could lead to you being subject to unconscious or conscious bias.
Put referees on your CV, ideally you should contact your referees before a reference check and give them a chance to have a think about you and be able to talk about you with clarity and conviction.
Assume everyone knows the companies you have worked for. Include a one liner on the industry, size of the company, products they produce, and a helpful tip is including a hyperlink to the company’s website if we need more information, we can skip onto the web site and have a look.
Send a CV without making it specific to the job you are applying for. You can do this by giving examples and a list of duties you have done that match the job specification
Leave your social media public. Hiring managers and some recruiters look at peoples Facebook pages. I wouldn’t but I know friends that would deactivate of hide their profiles while they are job searching in case something, they posted from 6 years ago impacts a decision today about your suitability for a new role. They shouldn’t and I wouldn’t personally look at this, but we don’t live in a perfect world and people can be nosy.

My last piece of advice is for after you have put in all the hard work Formatting and updating your CV. Once a recruitment consultant has reached out and they get you in front of a hiring manager, don’t go to an interview unprepared, research the company and the hiring team you’re meeting with. Use your recruiter to find out where other people have fallen down at interview level with this company. Ask what are the key skills the company are looking for in this role and ever more important what type of culture and personality traits do well in this company. A handy tip for answering questions at interviews is to use the S.T.A.R method (situation task action result) this will stop you from rambling.

Don’t give up, looking for a job can be a hard and difficult task. Looking for a job is more about timing than your value, it can be a tough road. Keep focused eat well, sleep and exercise to stay positive. I hope this bit of wisdom helps you in a positive way for more interesting blogs please click HERE and remember

We work for you.

Emergency Medicine Doctor Job Opportunities in Ireland | FRS Recruitment

Fri, 05 Mar 2021 14:38:00 GMT

We get regular media updates on the overcrowded conditions in our Emergency Department, the times that people have to wait to be admitted to hospital, the crowded corridors, the difficulties faced by the public when they present to these extremely busy departments.

What we hear less of is how the ED staff cope and do an excellent job under these circumstances. Medical staff working in emergency departments are at the front line of our public health services and each day they report to work in the knowledge that they will be faced with the best and the worst of humanity and human frailty. Emergency medicine doctors, in their normal working day, meet their patients on what is the worst day of their life. Let’s face it, none of us set out for work/school/college and plan to end the day in the Emergency Room! When we do, we are met with professionalism, compassion and the medical skills that can save our lives and mitigate the outcome of whatever has resulted in us being there in the first place.

A few years ago, I had the misfortune to have to report to the Emergency Department of my local hospital as a result of a horse-riding accident. I was anxious, afraid and in considerable pain, having damaged my left shoulder. From the moment the ambulance staff arrived on scene, talked me through the circumstances of my fall, to the arrival to A&E, I felt I was in the care of competent and compassionate professionals who were going to do all their power to help me. I will never forget their names, they will never remember mine and I was only one of very many people these Emergency Doctors and Nurses would tend to during their shift. I lay on a trolley for some of my time in the Emergency Room, however, I can honestly say that this in no way impeded the level of care I received, but it did make the working environment for the staff more challenging and they rose to that challenge!! With a smile and individual attention to all their patients.

There are 29 Emergency Departments Hospital sites in Ireland which offer emergency medicine Doctors the opportunity and support to excel in their chosen field. Emergency Departments provide life-saving care when required, 24 hours a day, seven days a week, 365 days a year. Emergency Medicine Doctors look after people who have emergency medical problems, injuries or psychological issues, whatever the cause may be. The Consultant led teams of medical professional’s work as a cohesive unit to provide top level emergency care to their patients. Emergency Departments are staffed by teams of Doctors, Nurses and other healthcare professionals who work together to identify and treat patients’ emergency health problems. Working in an Emergency room in an Irish hospital will provide Emergency Medicine Doctors/ Registrars or SHO’s with a calibre of experience that will be recognised worldwide. Once a patient receives the emergency care they need, the next steps in their care are planned. Some patients need to be admitted to Hospital; most can be cared for by their General Practitioner (GP) or followed up at a Hospital outpatient clinic.

Emergency Medicine healthcare teams are to be held in the highest regard, they do a tough job, but tell you they love it! They remain calm when all around them there can be panic and fear, they look the patient in the eye and tell them they will be OK.

To be an excellent Emergency Medicine Registrar you will need a broad range of knowledge and skills that you can access in often stressful and time sensitive situations to access and diagnose your patients, identifying the urgent aspects of their illnesses or injury and taking measures to halt what could be fatal progression of both. Emergency Medicine Registrars have excellent communication skills, natural authority and great teamwork skills.

If you are interested in a career in Emergency Medicine in Ireland, contact me, Eithne Vaughan Witts, Principal Healthcare Recruiter, Emergency Medicine Specialist, FRS Recruitment. I would be delighted to provide the same professional treatment in which I received from the emergency healthcare team on the day I ended up in A&E.

How To Resign From Your Company Without Burning Bridges | FRS Recruitment

Fri, 05 Mar 2021 14:35:00 GMT

Are you planning on leaving your job? If so and for whatever reason, you don’t want to burn any bridges when moving on. You never know when you might cross paths with former management or co-workers, or you may need a reference to further your career. Following these guidelines should ensure a smooth transition into your new job without damaging your reputation.

Be prepared for a conversation and practice that conversation before you start it

Regardless of how long you are working for a company, you are going to have to let your manager know your intent to leave. This can be daunting, especially if you have built strong relationships within your company and they are not expecting it. By preparing and practising the expected conversation, it will help you to be clear and concise when delivering the news. Summarise your achievements and accomplishments during your time and it will remind them about the contributions you brought to the company.

Let your manager be the first person you tell, you do not want them to hear it from anyone else. Be professional and stick to your plan and try to keep your emotions in check.

Send a formal resignation letter

After you have the conversation about resigning, its important to put it in writing. This allows you to keep a record of the key points and gives the company a way to reference the information.

The letter should contain the following:

A statement that clearly says you are going to resign.
The date of your last day of work (based on the notice you are giving).
A short explanation of why you are leaving.
A short, polite thank you at the end of the letter.

Express gratitude

However long you have been working with the company, it is a good idea to thank everyone. Be thankful about what you learned during your time and for the things that went well. You have already sent a message by resigning, so try to remain as positive as possible in your final communications. By expressing gratitude, it will leave a positive impression about you.

Finish your commitments and do not leave your company in the lurch

Regardless of your reasons for resigning, your departure may leave your company short staffed and under pressure. Make sure all your projects are finished and tie up any loose ends. Stay engaged and focused to ensure a positive transition. If you work directly with clients, let them know you are moving on and if possible, introduce them to your replacement. Ensure you work your full notice and if your schedule allows, extend further to allow a smoother transition.

Remember, how you behave during your final days on a job is how you will be remembered.

The Growing Construction Industry in Ireland | FRS Recruitment

Fri, 05 Mar 2021 14:31:00 GMT

The Construction industry is currently booming in Ireland. As of April this year the crane count in Dublin stood at 117 a slight drop on March with 123. A strong expansion is being seen in both commercial and residential builds. As of May this year planning application has been submitted for a further 1200 apartments. Dublin and Kildare are benefitting from these recent applications. Waterford is looking to develop a further 1000 units in the next 3 years. Cork is looking at a further 1200 units in the next 2 years. Other notable construction projects from around Ireland include;

€500m data centre in Arklow
€125m Residential Development in Meath
€78m Mixed Use development in Galway
€83m Laboratory Building in Limerick
€55m Housing Development in Kildare

Above is only a small range of some of the projects which are underway or due to start. Another important project which has gone to the design stage, is the M20 Motorway between Cork to Limerick. This will benefit the region dramatically with a total estimated spend of over €850m. It will bring over 1000 jobs to the area from 2022 to 2027. This is a very promising outlook for construction workers nationwide.

For a list of up to date vacancies, check out our positions below by clicking play on the map. You can also search for the jobs here to find out more. Or to apply for a position, contact our Construction Recruiter Miriam .

Human Resources Industry Insights | FRS Recruitment

Fri, 05 Mar 2021 14:20:00 GMT

We work for HR.

Change is something that every business must contend with at some stage but in today's world, companies are facing a constantly changing landscape.

The economy has seen a renewed growth and companies have been accelerating the pace of recruitment in order to keep up with demand, with new innovations and with customer expectations.

Many companies that we have spoken to in the past year have said that the one risk to their growth is recruitment of suitable talent.

Talent is top of the agenda for many managers and business owners. Typically, HR is the division within a company that is responsible for the recruitment and retention of staff. Even the way that HR works is changing. Gone is the old “Personnel Department” and now we have a team of people who are networkers, mobile and social media savvy.

At FRS Recruitment, we work closely with our clients’ HR teams for greater collaboration to help find and retain the right people for the right roles. This is key – you need to ensure the culture is right because otherwise, it simply won’t work – not for the candidate nor the client.

The roles within HR have become more collaborative and consultative – opportunities are available from HR Assistant all the way up to Head of HR. The growth path for this career brings candidates through HR Generalist, Business Partner and Manager in one path and through learning and development in another. However, other roles have been identified in recent years to include ‘Employee Engagement Manager’, ‘Diversity Manager’ and ‘Mindset Manager’

To work in HR, you will ideally have completed a relevant degree and have a keen interest in people, be open to change and be tech savvy as uses for AI continue to increase.

Looking for your next opportunity in HR? Click HERE

FRS Recruitment can assist you in finding the right people for your HR team. Finding the right talent, the best fit for the job and your company is challenging. It requires knowledge of the company’s culture and an understanding of the candidate’s personality, strengths, and other characteristics. We do this by meeting with the company, building a relationship, getting to know the company and its culture and then be able to find the right person to fit the right role.

Looking for the best talent in HR? Contact me on MWeafer@frsrecruitment.com

The Irish biopharmaceutical industry is preparing to fight Covid-19 | FRS Recruitment

Fri, 05 Mar 2021 14:20:00 GMT

As the biopharmaceutical industry in Ireland works to fast-track testing and treatment for Covid-19, it's inspiring that, so far, the industry is performing beyond expectations, many of the important drugs to combat this virus are manufactured here in Ireland.

Nineteen of the world’s top 20 global biopharma companies are in Ireland and five of the world’s top eight selling drugs are made here, this sector directly employs over 34,000 people. The biopharma industry is the 3rd largest exporter of pharmaceuticals globally, accounting for exports of €80bn.

Several biopharmaceutical multinationals based in Ireland are striving to seek out a Covid-19 vaccine or therapeutic

The July stimulus package included €25 million in funding grants for this.

Some of the biopharmaceutical companies in Ireland who are developing vaccines or therapeutic treatments in response to Covid-19 include Pfizer who manufactures cancer, arthritis and stroke medicines and vaccines for patients all around the world. The drug manufacturer is in the race to produce a vaccine with its partner, Germany’s BioNTech . Assuming clinical success and once regulatory approval is obtained, Pfizer and BioNTech hope to supply up to 100 million doses by the end of 2020 and approximately 1.3 billion doses by the end of 2021. Pfizer employs 4,000 people across Ireland and contributes over €2 billion to the economy annually. Last week Regeneron who manufacture a wide range of biopharmaceuticals for patients worldwide, filed requests to the FDA for Emergency Use Authorization (EUA) for its antibody-based treatments for COVID-19. Regeneron’s EUA request comes after the success of its antibody cocktail in treating U.S President Donald Trump last week. Trump has called the cocktail a “cure” for COVID-19 and a “miracle from God.” Regeneron has the largest-scale bulk biologics production facility in Ireland, it is operational in Limerick since 2015 and employs 1,000 people, they recently announced plans to extend their workforce in Ireland by 40% and recruitment is ongoing to fill 400 new high-end specialist jobs in areas like process sciences, QA/QC and other support functions for scientists, chemists, and technicians .

Eli Lilly who employs 2,000 people in Ireland, across their high-tech manufacturing campus in Kinsale and their Global Business Solutions centre in Little Island is currently researching neutralising antibodies and an existing small molecule as potential treatments for COVID-19. Lilly said it would be hopeful to have as many as 1 million doses of its antibody treatment, available before end of the year, with 100,000 available this month.

Johnson & Johnson who operate 10 sites throughout Ireland, have a lead vaccine candidate identified, being developed by its Janssen Pharmaceutical Companies with phase 1/2 human clinical studies started since September 2020. They envisage the primary batches of a COVID-19 vaccine might be available for emergency use in early 2021 if proven to be safe and effective , they have scaled up their manufacturing capacity and remain on track to achieve their goal of providing one billion doses of a vaccine annually. Janssen Sciences Ireland UC is a component of the Johnson & Johnson family of companies, they employ 5,000 people in Ireland.

Gilead Sciences are based in Co Cork and have 20 years of operations in Ireland, they manufacture the drug Remdesivir, an anti- viral treatment which is the only Covid-19 pharmacological treatment option licensed to be utilised in Ireland. They currently have close to 500 employees in Ireland and they have to date invested €225 million in the country.

Gilead have recently announced, that they are going to be opening a site in Dublin with an investment of circa €7 million into its Irish operations and creation of 140 jobs in areas like clinical development, process development and analytical operations.

The impact of Covid-19 is extensive, and thus the biopharma industry must adapt and adopt new approaches to be equipped for abiding and rapid change. It is reassuring to know that Ireland’s resilient biopharma industry will not be defeated by COVID-19.

Doctors! Thinking of moving to Ireland? | FRS Recruitment

Fri, 05 Mar 2021 14:18:00 GMT

Doctors from all over the world want to work in Ireland. The work experience, the teaching opportunities and the fast-paced, high-volume setting combine to give Doctors an experience beyond their imagination. One of the biggest challenges I face as an experienced Doctors Recruiter is helping Doctors who have never worked in Ireland to understand that it will take them time to adjust and that their current level might not match up in Ireland.

What Level?

The difference between a Senior House Officer (SHO) and Registrar is not huge, it comes down to clinical skill, experience and competence. Typically, as a Registrar, you will need confidence in your area of expertise and it really helps to have done internationally recognised postgraduate training or membership exams. This helps the hiring hospital to recognise your clinical skills and knowledge as suitable for the Registrar setting.

A lot of doctors who have specialist training go for specialist registration with the Irish Medical Council, but specialist registration is only necessary for Doctors who want to work at Consultant level. General registration is cheaper, usually a little faster and all you need to work as an SHO or Registrar. It is also possible to transfer from the general to the specialist division at any time once you have the appropriate paperwork.

When deciding if you want to start at Consultant level or below, it is helpful to consider the following;

Am I ready to lead a team in Ireland?

Would I be able to answer most of the queries from the junior doctors?

If a patient in my care was critically ill and needed to be transferred, would I understand the structure of the Irish Health Service and what to do?

Sometimes, a doctor’s skills are in so high demand that a hospital will support them to gain this knowledge but in other circumstances, we recommend a specialist doctor to consider working as a Registrar for 6 months to gain a working knowledge of the Irish Health Sector.

If you would like advice on what level position to apply for and what type of registration to go for, I am always happy to answer your queries.

When?

All non-consultant hospital doctor positions contract are recruited for in July each year. It is the busiest time of year with the greatest variety of jobs on offer. Some contracts are 6 months and some are 12 months, so a second recruitment cycle starts in January but July is far and away the busiest time of year. If you are thinking about moving to Ireland, July is the best time for you. Irish Medical Council Registration can take about 3 months and work permits and visas can take 6 weeks each. Along with this, some Doctors will need time to give notice to their current employer and/or makes plans to relocate themselves and in some cases their families. For these reasons, hospitals begin their recruitment process in February and March for the July rotation. With this in mind, now is the time to get your CV to me if you considering a move to Ireland this July.

What Next?

For more information, tailored advice and assistance with finding your dream job, contact Emma Fenton in FRS Recruitment today or click here

emma@frsrecruitment.com Mobile/Cell Phone: 0860243108 International: +353860243108

Brexit and the impacts on the Irish recruitment market | FRS Recruitment

Fri, 05 Mar 2021 14:16:00 GMT

With the UK leaving the European union, we asked our recruiters for their thoughts and insights on the impact Brexit will have on hiring trends in the Irish market. Here’s what they had to say.

How will Brexit impact your client’s hiring and resourcing plans?

“Brexit will have a positive impact on the IT recruitment space. The majority of our clients are US Multinationals who establish a base in Ireland to take advantage of our access to European markets, educated workforce and stable political landscape. Combined with Irelands “business friendly” economic environment, we are winning more and more technology led FDI at a cost to the UK.“

“Rory Corbett, IT Recruitment Manager’

“Brexit has brought a lot of uncertainty to our clients who rely on UK exports and imports. Our clients remain cautious in terms of recruiting additional staff due to the increasing export costs.”

‘Laura McInerney, Senior Recruitment Consultant – Mid-West’

How will the Irish recruitment industry benefit from Brexit?

“In relation to the effect Brexit will have specifically on the Tech sector, I think overall it will be beneficial. Freedom of movement within the UK for international candidates will be affected which makes Ireland a much more attractive prospect. This in turn will limit the talent pool in the UK. Large numbers of experienced IT professionals have already moved within the last 6 months. The knock-on effect of this, I think, will result in more businesses basing themselves in Ireland to have access to more talent.”

‘Eoin Tiernan, Senior IT Recruitment Consultant’

“From a Healthcare perspective the proposed new visa system for the UK does not really change anything. There is a shortage of medical professionals worldwide, so it has always been easier to relocate. The eligibility to work as a doctor is therefore not based on the visa system of a country but rather on their eligibility to register with the Medical Council. Different criteria for registration with the medical council will vary from country to country. To work in the UK as a doctor you would need to be eligible to apply for GMC registration and in Ireland for IMC registration. With this in mind, it’s more important than ever to ensure Irish hospitals are appealing to overseas medical professionals and showcasing Ireland and the good quality of life we have to offer including excellent free education system, quality accommodation and uncongested towns and cities.

‘Sheena Morgan Principal Recruitment Consultant - Medical and Healthcare’

Looking for your next career step? Check out our job opportunities HERE

Why Ireland is Better than Australia | FRS Recruitment

Fri, 05 Mar 2021 12:58:00 GMT

Happy Australia day to all the Irish currently down under! We’re sure you’re all enjoying the celebrations in that lovely 45C heatwave!

We do love our Aussie cousins but let’s be honest, what kind of made up day is Australia Day? Like, It’s no St. Patricks day anyway that’s for sure!

It might be reasons like this that the Irish have now started to come back home to work in Ireland, with many of them taking us up on our Free Flights Offer!

Over the past ten years almost 70k Irish people boarded a plane and headed off to Australia in search of better lives. We all know at least one Irish person who came back ‘changed’ or had ‘found themselves’ while backpacking across the East Coast. However, in 2018 the number of Irish people returning had overtaken those emigrating for the first time in nine years. So, what are the Irish missing or finally getting fed up of in Australia? Here’s why we think Irish people are missing home.

Sun factor costs more than diamonds… and let’s face it, we need a lot!

Their government. You would never complain about Irish politics again after a year of listening to their governmental decisions. Also, they have a new Prime Minister every couple of months.

Aussies shorten every word or make up their own so if you’re new to the country they make it even harder to converse.

Servo = Service Station

Bottle- O's = Off Licence

Renos = Renovations

Tongs = sandals

They pride themselves on their culture and protecting their native wildlife and bush. Reality is, when you drive around the country you are entertained by all the road kill and blinded by the smoke from all the controlled fires to burn the lovely lad away…. Go figure!

The Sheila’s love Tupperware, every female seems to have shares in the company, mothers get excited showing off their shiny plastic containers at picnics….. mental!

Aussies have ridiculously big spiders! You won’t wash them down the plug hole..

AND their snakes are getting even sneakier!!!

Had enough and thinking of coming home? Why not take us up on that free flight home offer and search your perfect job here . Read the T&C’s here . Follow the conversation #irelandishiring

Overview of Emergency Medicine in Ireland | FRS Recruitment

Fri, 05 Mar 2021 12:56:00 GMT

Emergency Medicine in Ireland today is delivered by specialists in Emergency Medicine as well as NCHD’s, both within and outside formal specialist training programmes. These doctors work in both Emergency Departments (EDs) and Local Injury Units (LIUs) in different locations around the country. Emergency Departments provide care for sudden or new illness and injury, twenty-four hours a day, seven days a week. Local Injury Units provide care for patients with recent injury over a ten- or twelve-hour day, up to seven days a week. Currently, there are twenty-nine EDs and eleven LIUs operating in publicly funded services throughout Ireland. Three of these EDs are attached to the paediatric hospitals in Dublin while twenty-six EDs are attached to general hospitals, both inside and outside the Dublin area. LIUs represent a relatively new approach to the delivery of satellite adult emergency services for the patient with non-life-threatening and non-limb-threatening injuries which are unlikely to result in serious long-term disability. LIUs do not manage medical conditions, pregnancy-related or gynaecological problems, injuries to the chest, abdomen or pelvis or serious head and spine injuries. There are also a small number of emergency departments operating within private hospitals in Ireland. While emergency departments in private hospitals treat a wide range of illnesses, injuries and complaints, not all patients are accepted. Typical exceptions may include women with pregnancy-related issues, major trauma victims and patients with acute psychiatric conditions.

VHI SwiftCare clinics also provide emergency services, although the range of conditions that can be treated tends to be more limited and they focus mostly on fractures, lacerations that require suturing and minor illnesses. Private emergency departments do not generally treat children and have limited opening hours.

Doctor talent shortages within HSE and private hospital emergency departments

Ireland is currently experiencing huge demand for emergency services for a number of reasons, an ageing population, increased prevalence of chronic diseases and underdeveloped community and primary care resources. It is also acknowledged that there is an under supply of senior decision makers on the ED floor.

This results in a great demand for ED Doctors in all Irish HSE and Private emergency departments and also an opportunity for internationally trained doctors at all levels to relocate to Ireland and build a career here.

Overcoming talent shortages for Emergency Departments

Planning for the Emergency Medicine specialist workforce in Ireland is vital in the current healthcare environment given the ageing population, the current and planned reconfiguration of emergency services throughout Ireland and implementation of the proposed EMP model of care for the specialty. Developments in the areas of acute medicine, care of the elderly, chronic disease management in the community and primary care services should in time impact the demand and skills required for emergency medical services.

Attracting the talent

Attracting candidates from outside of the EU is critical to meet the demands of our busy Irish HSE and Private Emergency Departments. In 2019, 3,300 employment permits were granted across the Healthcare sector in Ireland alone, almost a third of all permits granted across all sectors in the economy. When engaging with international doctors, the Work permit and Visa process can be and must be an efficient process, this works best when the doctor applying gets solid support and advice from the Medical Manpower (HR) or their Recruiter. Doctors should also be supported when applying for IMC registration to ensure this moves along as quickly as possible.

When recruiting internationally, providing accurate information on each hospital’s specific needs, expectations, role, environment, conditions and demands can’t be understated, transparency means fewer surprises and better adaptation on arrival.

Promoting the high living standards and the work experience gained in the Irish Health System, that turns doctors into highly employable prospects in the open market, must form part of the conversation when talking to doctors ready to move overseas. Informative insights including cost of living, housing availability, work and school prospects for family members should all be discussed during the interviewing and follow up stages.

Many candidates are looking to gain experience in public teaching hospitals, those intent on a career in emergency medicine want access to the training schemes and gain professional qualifications in emergency medicine. These candidates may use their experience of working in a modern European hospital in Ireland as a step towards gaining a place on a training scheme in other European countries or in the UK.

Competition within the EU and UK for ED doctors is massive. With this in mind, it’s more important than ever to ensure Irish hospitals are appealing to overseas medical professionals and showcasing Ireland and the good quality of life we have to offer including excellent free education system, quality accommodation and uncongested towns and cities. This can be supported by Ireland ranking 3rd in the 2019 UN Development Report for quality of life, based on factors including life expectancy, education and standard of living.

The Healthcare Teams in FRS Recruitment consider themselves both recruiters and relocation experts as the logistics of a move is all the more attractive when the recruiter provides a well-informed highly dependable service. In short, attracting and retaining international doctors to fill the growing needs across all hospital departments is one big global competition, those that provide the most transparent, helpful and outstanding service wins!

Fortunately, the Irish Healthcare System already has already developed a well-established pattern of recruiting doctors from Pakistan, Sudan and Saudi Arabia who have adapted extremely well into the Irish healthcare sector and the Irish way of life. This helps greatly when doctors consider a move as they can reach out to other healthcare professionals that have made a similar move (which should be facilitated by recruiters and hiring managers)

In recent years more and more South African Doctors have been hired in Ireland and they are now in very high demand. FRS Recruitment ran 2 major recruitment campaigns in South Africa recently, which proved highly successful, placing many doctors into the HSE Nationwide. The face to face contact with doctors considering a move abroad meant the job acceptance rate was much higher than telephone and skype campaigns. Recruiters and HR professionals should continue to visit countries like South Africa where very talented doctors are open to relocate but need support and encouragement in doing so – meeting with the hiring teams, always proves beneficial

FRS Recruitment have been successfully working with Irish Hospitals for 8 years providing experienced Emergency Department, Medicine, Paediatrics, Psychiatry, Anaesthetics, Obstetrics & Gynaecology, Orthopaedics and Surgery doctors at all levels.

Looking for hiring advice or need to add talent to your team? Contact Eithne on eithne@frsrecruitment.com

www.frsrecruitment.com

We work for you.

How to Manage a Remote Working Team | FRS Recruitment

Fri, 05 Mar 2021 12:53:00 GMT

FRS Recruitment is at the forefront of recruitment agencies when it comes to supporting their staff in the development of their business. We offer the opportunity and freedom for all staff to work remotely when required.

By having this option of working remotely, our staff can manage their day in a more productive way. l believe the values of our organisation meets the needs of our staff and is what sets us apart from other agencies.

Facing the concerns of my team and maintaining their business remotely was paramount and with the support of a flexible working environment we were able to communicate and work effectively.

Trust is a challenge when working with a team remotely

In my opinion this challenge can be overcome with open and consistent communication. Once trust was embedded, my main focus was to ensure I was giving my team what they needed.

Take advantage of technology

Understanding when it is appropriate to use technology such as Teams or Zoom and when to pick up the phone. Changing up the way to communicate with your people is important when remote working. Allowing that element of structure and non-structure is key.

Manage Expectations

Just because people are working remotely, there should still be no surprises, managing their expectations and them understanding yours will ensure your team know what is expected of them. Following up remote communication with a quick bullet point email outlining objectives is a must. Never take it for granted that both parties understand what is said over the phone.

Focus on Outcomes, Not Activity

Reward outcomes, remote working can be isolating for most, be vigilant on knowing what your staff are doing and acknowledge what they are doing. This little step will identify their outcomes which will lead to activity, which leads to success.

Resource Your Team

Make sure your team is equipped with the tools to do their job without complications and frustrations. With remote working, in my opinion the frustrations tend to be hardware related i.e. IT etc. and the complications tend to be more people related. Have your processes well mapped out and readily available for each person and role across your business. Education, boundaries and technology are key for employee happiness and success.

Be Flexible

Just because your people are remote, don’t take for granted that flexibility is still needed. Employees who work from home will probably be more conscious to work their 7.5hr day and delivering on their role objectives to justify their value within the business. However, life still goes on no matter where you work, your people will still need flexibility, so continue to be flexible and lead by example.

Although Covid 19 is challenging on all fronts, I believe the steps we have taken will make our organisation better prepared to redeploy staff when required, be that now or in the future to stay agile and focused on our people and client’s needs.

Team spirit and company support is the framework of FRS Recruitment. We have always valued and trusted the opinions of our staff and will continue to do so.

FRS Recuitment Best Recruitment Agency Online Winners at the National Recruitment Federation Awards | FRS Recruitment

Fri, 05 Mar 2021 12:51:00 GMT

Winning awards is always a good barometer of how well your business is performing but being recognised for a strategic decision and investment that improves customer experience, service & performance in an industry that has never been renowned for it, is a real indicator that we are doing things right. Winning NRF best Recruitment agency online wasn’t achieved overnight and is the result of a strategic plan developed with Kevin Green our strategic advsior to deliver world class candidate and client experience with the backing of all of our team and our partners.

Steps to Success

A deep dive by our brand development partner Red Dog to confirm our values of Integrity, Fairness, Flexibility, Diversity, Intelligent Innovation and Customer Champions.
Confirmation that what makes FRS different is that we are a social enterprise and co-operative with our mission “Changing lives together” and vision to “help the world work better”.
A complete transformation of our brand identity with a new logo, website and colour palette, but most importantly we put our people front and centre of our brand rather than stock photography.
We Work for You. Became our tagline as it sums up what is at the heart of FRS Recruitment.
Window dressing of our brand on its own was never going to be enough, so we started our customer excellence journey by implementing our operational excellence plan with the help of Chris Moore from Let’s be More.
We undertook an analysis of our candidate journey through the application process and worked with our digital partners to identify blockages and improve the candidate experience.
We worked with our L&D partners Social Talent to implement our training content to their platform to help reinforce our candidate first strategy throughout our whole team from leadership, to the recruitment team, sourcing teams and shared services.
We started measuring our candidate experience at all interaction and digital touch points with our candidates.

The Results

Our “net promoter score” for candidates has improved from 45% to 72% (the global average for recruitment companies is 24%) and for clients it has increased from 30% to 66% (average from recruitment companies is 11%).
Our Ireland is Hiring campaign resulted in a 27% increase of visitors to our website and a huge 738% increase of site visitors from Australia.

A huge amount of work has gone into winning this award by many people but our biggest thank you goes to all of our brilliant team at FRS Recruitment.

GAA and FRS Recruitment Announce New GAAGO Partnership | FRS Recruitment

Fri, 05 Mar 2021 12:46:00 GMT

We are delighted to announce our 3 year-long partnership with GAAGO as part of our Ireland is hiring initiative

The GAA has announced a new partnership agreement between FRS recruitment and GAAGO, RTÉ and the GAA’s online service for streaming Gaelic Games outside of Ireland. Under this partnership we will sponsor the service over the next three years, with FRS Recruitment spots featuring before games and during half time, while our branding will feature extensively throughout the app, on live streams and on other GAAGO communications.

Sponsorship will begin with GAA Club Championships in July and will also include Intercounty Hurling and Football

The partnership will begin with the streaming of the GAA Club Championships beginning on 17th July featuring St. Martins v Oulart The Ballagh from Wexford Park in the Pettitts SuperValu Wexford Senior Hurling Championship. The partnership will continue through the intercounty hurling and football championships which are due to begin in October. Games featured on GAAGO are streamed in high-quality HD and include full commentary, scores, and studio programming as broadcast to audiences in Ireland. GAAGO subscribers can view the games live and on-demand on any internet-enabled device including mobile phones, tablet devices and laptops.

We Hope to reach over 3 million Irish viewers abroad

We are expecting to reach over 3 million Irish viewers abroad over the course of the partnership, as part of our “Ireland is Hiring” initiative. Launched in 2018, “Ireland is Hiring” seeks to recruit qualified expats for jobs in Ireland, particularly across the healthcare, IT, construction, medical device/ pharmaceutical and financial sectors.

Colin Donnery , General Manager said, “We are really excited about this partnership agreement for GAAGO. For the past two years FRS Recruitment has been working with qualified members of the Irish community located across the four corners of the globe to fill high calibre positions in Ireland. That has been particularly noticeable during the Covid-19 crisis, with the minds of many Irish abroad turning to life back home. There are a range of opportunities, particularly in sectors like healthcare, IT, construction, medical device/ pharmaceutical and finance where talented candidates are needed and we expect that will continue even as the country emerges from the Covid-19 crisis. When we are speaking to these expats what is clear is the appeal of Ireland never diminishes. Now, working with the GAA and RTE we will be able to provide the Irish diaspora with the chance to experience 70 minutes of home on a regular basis,” he said.

Kerry’s Tommy Walsh example of returning GAA expat in recent years

Peter McKenna, GAA Commercial Director & GAAGO Board Memebr said, “Many members of the Irish community across the globe miss the GAA experience when they are away from home. That was one of the key reasons behind the establishment of GAAGO – we wanted Gaelic Games to be within reach of the Irish diaspora no matter where they were in the world. Working with FRS recruitment, this partnership will remind them that there are also opportunities waiting for them back home. In recent years the GAA itself has benefitted from the likes of Tommy Walsh and others returning to our shores. Through this partnership we hope we can provide a further reminder to the diaspora of what Ireland has to offer, both on and off the pitch.”

In 2020 GAAGO viewers can expect exceptional GAA coverage including All-Ireland Championships in both hurling and football, Bord Gáis Energy Under 20 Hurling Championship as well as GAA club games from around the country and plenty more Gaelic Games activity.

We are one of the leading recruitment businesses operating in Ireland. They have 10 offices nationwide, with locations in Dublin , Cork , Galway , Tipperary , Limerick , Kerry , Kilkenny , Offaly , Cavan and Roscommon. A 100% Irish business, FRS Recruitment is proudly part of the FRS Network – the social enterprise co-operative.

Breakthrough for Nurses From Abroad Looking to Move to Ireland | FRS Recruitment

Fri, 05 Mar 2021 12:33:00 GMT

There has been a fantastic shift in Irish compliance for critical skills permit holders and their partners, as partners will now be given direct access to the labour market without needing an employment permit. This is an extremely positive shift for nurses looking to make the move to the Emerald Isle from all over the world, as their partners can now join them much more conveniently without any barriers or delays.

This is such a positive step in the right direction, as our specialised team of nursing recruiters are looking for candidates from all over the globe to fill a vast array of nursing positions across public and private hospitals.

If you are a nurse seeking an adaptation placement in an Irish hospital, or looking to sit the RCSI Aptitude test, then look no further.

Hospitals are offering an extremely generous relocation package for nurses abroad covering:

Cost of one economy class airfare
Cost of accommodation during adaptation period
Cost of a typical VISA
Cost of Employment Permit upon registration
Reimbursement of NMBI Registration fee
Cost of GNIM registration fee

JOBS ALERT

The hospitals we work with are looking for nurses for adaptation placements with experience in the following clinical disciplines:

Cardiology
Oncology
Orthopaedics
Surgical
Anaesthesia
Theatre
General Medical
ICU/HDE
Accident and Emergency
Nephrology

If you are an enthusiastic, motivated nurse holding a Decision Letter from the NMBI or expecting one, and have experience in the above mentioned settings please apply today. *Note - candidates must have a minimum of 4 years’ clinical experience in any of the above disciplines to be eligible*

There is no better time to come to Ireland. You will gain valuable experience with top, state of-the-art Irish hospitals, offering excellent competitive salaries and excellent opportunities for both career progression and personal growth. With the added benefit of having the security that your partner will have direct access to one of Europe’s most thriving labour markets. So, why not come to Ireland? FRS Recruitment will be on hand to assist you through every step of your application.

Please contact Chloe or Michelle in our Nursing team for more information, or alternatively email your CV to clinicalnursing@frsrecruitment.com with your CV attached in Word Format.

For further information on spouse/ partner work permits, click HERE

We work for our clients. | FRS Recruitment

Fri, 05 Mar 2021 12:30:00 GMT

A big part of FRS Recruitment's journey over the last 18 months was defining our companies’ values, achievements and vision. The launch of our new branding encompasses and simplifies who we are and what this means to our clients .

We have 40 years recruitment experience behind us, our new branding encapsulates our values, the cornerstone of FRS Recruitment, the pillars of what we represent and their importance in how we work.

Integrity – By always doing the right thing for our clients. Giving honest service, getting to know our client’s business, culture and expectations.

Customer Champion - We have implemented an operational excellence programme to help measure the service we provide to our clients, ensuring we deliver a world class customer experience. We take our time to understand our client’s individual needs, allowing us to find the best talent, to giving expert advice on the jobs market, industry and salary insights for our permanent, contract and temporary clients.

Diversity - We understand that not only is each individual unique in our company, so too are the clients we work for. Our success lies in understanding their unique requirements and finding the right candidate fit that match with their company values and ethos.

Fairness – We strive to practice fairness to our clients, respectful of providing a 1st class service to all our customers.

Flexibility – Our ability to exhibit flexibility when attempting to satisfy our clients needs has led us to forge and develop strong business relationships with our clients over the years.

Intelligent Innovation - We ensure that our recruiters have the necessary tools and systems to be the best in the Industry, through in house training on the best CRM system. Our specialist recruiters are focused on their market and have a passion for their industry sector, resulting in the intelligent response.

The link in our new logo denotes all that we do for our clients. Linking our expertise, linking our values and linking candidates to jobs. We are changing peoples lives and helping the world work better.

The new FRS Recruitment tag line sums up how we work with our customers within I.T, Commercial, Healthcare , Manufacturing , Engineering and providing Temporary, Permanent and Contract personnel.

We are made differently and different is awesome.

We work for our clients.

Equality and Diversity in the Workplace | FRS Recruitment

Fri, 05 Mar 2021 09:41:00 GMT

It’s hard to believe that as recently as 1993 it was illegal for a gay couple to walk down the street in Ireland holding hands (a heinous crime liable to land the offenders with a 2-year jail sentence.) Thankfully Ireland has moved out of the dark ages and adopted a more liberal (and sane) stance since then as evidenced in May 2015 when Ireland became the first country to welcome same sex marriage by popular vote.

Business leaders nowadays fully understand the importance of diversity and inclusion in the workplace. A recent report by McKinsey in the US states that companies who employ a diverse workforce have 35 percent higher financial returns than normal. Therefore, it’s of paramount importance for companies these days to have an all-inclusive culture which accommodates their LGBT staff and have programs in place to educate where needed.

It’s heartening to see Irish based companies who have recently received praise and awards for their work integrating a LGBT friendly culture. Large multi nationals such as Accenture, Microsoft, IBM and Metlife possess HR functions who understand the importance of driving a LGBT friendly environment and introducing diversity programmes for all their staff whether employed on a temporary or permanent basis. An LGBT friendly culture is embedded into their present fabric and as a result they reap the rewards of a happy workforce.

But there is still a long way to go. A 2016 study found that a significant number of LGBT people in Ireland under 25 suffer from severe stress and anxiety and 78% have hidden their orientation to fellow workmates. These depressing statistics highlight the importance of HR and management to continue to introduce programs to educate their workforce and make the workplace a better place for all.

Pride festivals in Dublin, Belfast, Cork, Galway, Derry and Listoonvarna drive home the message that an inclusive society is best for everyone. Plus, they are tremendous craic altogether.

Pride festivals throughout Ireland in the month of June are so important to our society and it’s great to see the red, orange, yellow, green, blue, indigo and violet flag flying high. Long may it continue.

As we see a more inclusive and diverse workforce, we also see that the days of having a job for life are decreasing. Companies are focusing more on employing people on a contingent basis and using temping agencies to help their business. This helps foster a more open-minded approach by companies and a recruitment structure which hires people more regularly regardless of their age, gender, orientation or religious beliefs. The days of permanent jobs for the boys are becoming a thing of the past and being replaced by an open minded, diverse workforce which is all colours of good news. Looking to pursue your career in temping? Check out our temporary jobs here .

Ready to introduce diversity in your workplace? Contact me today to discuss your temporary recruitment needs. We have an array of experienced and dedicated temps for all companies and sectors.

Interview horror stories

Fri, 05 Mar 2021 06:35:10 GMT

Halloween is the scariest time of the year! Or is it?

Have you ever been to an interview where you’re just thinking ‘Please let me leave.’ Now that’s scary!

Most people have had at least one interview horror story, even our very own Recruiters have had their fair share of ‘get me out of here’ moments.

Here are our top 6 Interview horror stories:

1) "I once attended an interview for an office role. I arrived at reception and the receptionist told me to go straight up to the CEO’s office on the 6th floor. The lift was out of order and I was in heels. I arrived at the interview sweaty, tired and out of breath, the CEO turned to me and said ‘tell me about yourself’. I said ‘well obviously I am not into fitness but I am really good at sales!’ I got the job but 15 years later and it still makes me blush to think about it!"

2) “I once did an interview during which I developed a little tickle in the back of my throat. I coughed once or twice to clear it. No Joy. The interviewers offered water- “No, I’m fine thanks, Ahem ahem. Fast forward 10 minutes... I now have tears streaming down my face as I cough uncontrollably, while still trying to answer the questions. I have accepted the glass of water, but at this stage it would only be of use to drown me quietly. I am unable to breath effectively. Sadly, I was unsuccessful.”

3) "I once sent a candidate to an interview in Cavan, he then rang looking for directions.. turns out he ended up in Navan!"

4) “I had an interview for an admin job and the manager asked me “if you were a car, what car would you be?” He was looking for me to say a VW Golf but I answered that I would be a Porsche (thinking he wanted a fast professional administrator) He then asked “if you were an animal, what animal would you be?” I was a bit stumped after the car choice and said I would be a lion, but he was looking for me to be a dog! Needless to say, I didn’t get the job!”

5) "I was walking to an interview, head down thinking of everything I was going to say and not paying attention to my surroundings when a car came out of nowhere and HIT ME!! Ok slight exaggeration… I was pushed by the car! But I still looked an awful fright arriving to my interview!"

6) “I was once interviewing someone for a senior role who swallowed a fly mid interview! Just when he went to answer a question, in goes the fly never to be seen again. We were all able to laugh about it and he went onto complete the rest of his interview as if nothing had happened.”

How to Attract and Hire Top Accounting & Finance Professionals to your business

Mon, 01 Mar 2021 07:07:26 GMT

Despite the current COVID 19 pandemic, the demand for top Accounting Professionals continues to rise. According to FRS Recruitments 2020 Employment review , candidates seeking out new role’s rose by 2.8% last year. Accountants have always held a pivotal role within business but with the current climate, more focus has been put on cost saving analysis, budgeting and providing financial information for strategic decision making. FRS Recruitment are forecasting a 25% increase in the number of job postings over the course of 2021. In order to attract top tier talent, we need to change the way, we recruit.

5 top tips to help your business attract top candidates:

1. Create a job description/job advert that SELLS the role

Spend time on your job description. Don’t be tempted to put out a generic job advert of bullet points. Take time to get creative and give potential candidates insight into the company , the structure, the team environment, and the culture of the business. You want your job description to grab people’s attention so that they will take the time to apply.

2. Offer Additional Benefits and Flexibility

Additional benefits are essential for attracting and most importantly retaining top talent to your business. Along with a salary expectation, this is now a major factor with many people seeking jobs with better work life balance options. Benefits such as remote working opportunities, flexible working hours, additional paid parental leave, pension scheme, social gatherings, gym membership and healthcare.

3. Build a great Organizational Culture and Brand

A company’s culture is now one of the biggest factors for candidates when considering a new job offer. According to a recent LinkedIn poll by FRS Recruitment 42% of people look at review sites such as glass door while 29% look at the company website when considering a job offer. Ask existing employees to write a review for company’s website or LinkedIn profile. Define the company’s values to elevate your brand as an employer of choice. What is the shared ethos of the business? Building a strong culture of employee engagement increases productivity.

4. Offer a Clear Career Progression Path and Development Opportunities

Highly motivated candidates will want to see a clear progression path within the business. Some accounting candidates will want to progress with qualifications such as ACCA/CIMA/Accounting Technician. It is important to offer learning and development opportunities to help them on their journey. Providing a study support package to help them through external training courses or offering a mentor programme will also benefit your business down the line.

5. Partner exclusively with Recruitment Agency

FRS Recruitment are a highly specialised recruitment agency with 10 offices nationwide. We have a dedicated Accounting & Finance team who can support you hiring needs. Finding exceptional, qualified candidates is a difficult and important process. We get to know your business, it’s culture and your expectations. You are the expert in what your business does best and when you partner with us, we will give you our insight, expertise, and experience in what we do best - innovative recruitment. Looking to collaborate?

FRS Recruitment is one of Irelands leading finance recruitment agencies in Ireland. Are you looking to hire accounting and finance staff for your company? Contact our specialised Accounting and finance Recruiter Louise Glennon on

T: 086 4670069 or

E: lglennon@frsrecruitment.com

The Temporary Division at FRS Recruitment

Thu, 25 Feb 2021 15:00:41 GMT

FRS Recruitment is one of Irelands leading Recruitment agencies. We have been providing Temporary staff nationwide since1980 to a variety of businesses from SMEs to Large Multinationals, Semi state and Public sector and across many sectors including Commercial, Industrial within Med Device/ Pharma., Healthcare, IT, Engineering, Supply Chain/Logistics,/Procurement, Sales & Marketing

We have forged strong business relationships with our Clients and Temporary personnel who have come to rely on us year after year. Our skilled and talented Temporary staff are available for short, medium or long term assignments depending on their individual lifestyle and indeed many of our Temporary staff continue to work with us for years.

With the current climate, a huge positive we are experiencing is a significant rise in our workforce working from home allowing our clients the ability to choose top talent regardless of geographical area and offering our Temps a wider choice of assignments to choose from.

With a centralised and dedicated temporary Payroll & Compliance team , our online timesheet facility allows a hassle free process for both our Temps and the Clients they work with.

Types of roles in Commercial

Office/Secretarial/Administration

Accounting & Finance

Call Centre

Types of Roles in Industrial

Warehouse Pickers & Packer

Forklift Drivers

Rigid/Artic Drivers

General Operatives

Healthcare

Healthcare Assistants

Allied Health Professionals

Meet the Team

East of Ireland

Midlands

West of Ireland

South East

Kerry

Construction

Healthcare

Nationwide

Compliance and Payroll

Margaret Irwin – Tullamore – Payroll & Compliance

Breda Cunningham – Tullamore – Payroll & Compliance

Margaret and Breda both work in our Tullamore office in a support capacity within our centralised Payroll and Compliance department. They lend invaluable admin support to our Clients, Temps and Recruiters to ensure that the payroll processes are in place and on hand for any queries

Looking to being your journey as an FRS Temp? Check out our vacancies HERE.

Looking to add temporary talent to your team? Contact one of our recruiters through the links above or email us HERE.

Should I Move Jobs During a Pandemic?

Tue, 16 Feb 2021 14:06:12 GMT

Many people I speak to on a daily basis are very hesitant to make a move from their jobs right now and with good reason.

As some large reputable companies have announced closures, furloughing and offering compulsory redundancies, this can cause uncertainty for many people when changing companies.

Don’t let it be! Now more than ever, having the help of an experienced recruiter can help you weigh up the risk before making a decision.

Below are some ways we can help you make an informed decision that's right for you and your career.

Market knowledge

We as recruiters gain company insights from a variety of avenues and know of difficulties well before it hits the papers. We talk to the HR personnel, staff past and present in loads of companies every day. We see trends in hiring and have excellent knowledge for the companies we work with.

Client Intake calls

When a job comes in from a client, we do an intake call where we get as much information as possible to help both our candidates and clients make more informed decisions.

We will ask questions such as:

What has the response to Covid safety procedures been? has it been effective in reducing minimising clusters outbreaks?.
Why has this job become open and for how long?
How has the company been affected by Covid /Brexit?
What is the outlook for the company in the future?
Are there progression opportunities?

Jobseekers want to know that they will be supported in a safe work environment and the company they are engaging with has a healthy future ahead of them. The info gained from a good recruiter can be the first step in considering the process.

Company research

Before I go to market with a job and start speaking to people, I will always do some of my own research on the company. This helps me give a good picture of the job, the company and add context to the opening for someone coming in cold. I will gather useful YouTube videos, media campaign info and a history of the company to help you take the full picture into account.

Interview questions

Going for an interview is a great way to see if everything lines up. Use this time to ask questions . If you are not sure about asking a certain question, use your Recruiter as a safety net and ask them the questions you don't feel comfortable asking the employer. As a guide, focus on the job you are interviewing for, about the team, the challenges facing a new starter, company culture, their goals for the first 3 months, management style etc.

If an offer comes forward from the client and you still have fears or concerns- tell the recruiter! I have asked clients in the past to have a chat with a candidate who still have concerns or query's after being offered the role. Most job seekers who ask these questions find them without merit and can accept the offer with confidence.

In summary, get as much information as you can and ask good questions at pre-screening with your recruiter and at interview . If you need more time or have follow up questions after the interview process- ask for it and tell us how we can help you.

Job-seeking in a pandemic

Fri, 05 Feb 2021 14:02:40 GMT

Without stating the obvious, we are in a very different situation to this time last year. February 2020 was a world of opportunity, goals for the next 365 days of our lives were set, the jobs market was relatively safe, secure and consistent. We were in a position to plan. But we didn’t consider what we would do or how we would react to such a startling and drastic change to our lives.

One Year Later

Fast forward almost 12 months and as the familiar saying goes, we are where we are. FRS Recruitment have remained fully operational throughout all the various levels and restrictions that we have had to adapt to. Given the ever-changing landscape, I as a Recruiter have seen a common denominator when speaking to candidates who find themselves in the position of being unemployed, perhaps for the first time in their working lives.

That common denominator is burn out.

Outlook for 2021

Whilst the outlook for 2021 is strong as you will see in our 2020 Review and 2021 Trends Report , the first month of 2021 has proven we are still in a very stop/start market. It’s to be expected given the circumstances, but if you are in search of a new opportunity at present, instead of highlighting the things you should do, I’m going to make a point of the things you should not do.

7 'Don'ts' for Job-seeking in a Pandemic

Don’t be afraid to approach a recruiter . Be proactive and not reactive , schedule a call with us and discuss the next best step in your career. We can add some clarity to your goals and objectives. We also know the market inside out and are delighted to share with you.
Don’t spend hours trawling job boards and company career pages – you will get frustrated, and quite frankly it’s mentally exhausting when you add in the other pressures that come along with job seeking.
Don’t be put off by that small requirement listed in the advert that you may not have. Women in particular are less likely to apply to a role where they don’t meet all of the criteria, if it’s relevant to your background and skillset and the interest level is there, apply.
Do not approach an online interview casually. Treat it as an event in the same way you would a face to face interview.
Don’t panic. This is a big one and something I have seen a lot over the last few months. Easier said than done at times, and I fully appreciate that. But panic loses focus, which in turn loses energy, which in turn impacts on enthusiasm and well-being .
Don’t be afraid to take a break . We’ve all heard the expression “looking for a job can be a full time job”. Don’t let it be. Approach it as you would anything else important, but take a break. Have a couple of days where your mind is not solely focused on getting your CV out.
Don’t be dissuaded to follow up, to say hello, to forge relationships, to develop a network.

These all seem very simple and perhaps even somewhat trivial points, but stresses and highly impactful changes tend to have a habit of disassociating us with the basics. Maybe not disassociating us with the basics, perhaps overshadowing them to the point they seem really difficult. If you would like to have a conversation about your current employment situation and perhaps see if we can help, don’t hesitate to contact myself or Maria Weafer

70 Minutes of Home by FRS Recruitment

Wed, 03 Feb 2021 12:46:00 GMT

Over the past few years, as part of our ongoing efforts to source the very best candidates for companies we work for, FRS Recruitment has had an eye on the Irish diaspora scattered all across the world. As demand for skilled candidates grew, we realised that a wider pool of qualified individuals was required and an untapped market existed among the expat community.

Ireland is Hiring

Ireland is Hiring is an initiative from FRS Recruitment to help build awareness of the many exciting opportunities that existed back home among the Irish community abroad. As a further incentive, we even offered to fly the candidate home if they were successfully placed through FRS Recruitment.

With this worldwide focus now in its third year, we wanted to examine ways of further broadening our reach and expanding awareness of these career opportunities in Ireland on an even bigger scale. But how do you connect with an audience this is scattered all over the world?

“So when we looked at this, it was a huge challenge,” said Colin Donnery , General Manager of FRS Recruitment. “There’s 200 countries around the world nearly that Irish people are in, so how do you connect with them all? It’s not easy.”

Our Partnership with the GAAGO

Our research on shared experiences among the global Irish community, increasingly led us back to a familiar source – the GAA.

That’s how the decision to sponsor the GAAGO came about. The potential was obvious. “The GAAGO app actually allowed us to tap into an Irish community and the Irish diaspora right across the world in one go,” said Mr. Donnery. Gaelic games connect with a massive expat audience all over the world, at a time when they are immersed in a sporting experience which is uniquely Irish and which immediately creates the connection back home.

The added beauty of the partnership is that it is mutually beneficial for the GAA too.

As Diarmaid Murphy, Commercial & Sponsorship Manager for GAA & Croke Park characterises the relationship, “It really fits, on a really serious level and it’s a two-way equity transfer in that sense. And what do I mean by that? I hope we are bringing value to FRS but I truly believe that they can bring value to us as well. Bring people home, back into their communities and playing the games. That’s a two-way equity transfer. People are going to want to come home. So if while watching a game you are introduced to a company that can facilitate that return home, it makes an awful lot of sense to me.”

70 Minutes of Home

A special partnership needed a special campaign – one that stood out and went beyond the usual iconography when it comes to promoting Ireland. That’s where the concept for 70 Minutes of Home was born.

Using SlowTV, a technique that shows routine events in real time in order to provide a relaxing viewing experience, the idea behind 70 Minutes of Home is to not just project images of Ireland, but to pull the viewer into fundamentally Irish scenes and experiences.

“It’s really important that we have something that would have the longevity and would hit home literally and hit people’s hearts and heads and just give them a window back into Ireland,” said Mr. Donnery. This was a point echoed by the GAA’s Mr. Murphy who said, “When you see those sights, I can picture myself be it in Sydney or Auckland or the States, the impact will be far, far greater because I’ll have an immediate longing to be back there because it’s a happy place…I really hope there’s a Gogglebox done on this because I’d love to see how people react to it.”

It also aligns with the experience of many Irish living abroad.

Kerry footballer Tommy Walsh knew how much home was calling when he was based in Australia, during his time playing for the Sydney Swans. “I suppose it’s that concept, the grass is always greener…I did miss it, I missed the place where I grew up, I missed the house that I grew up in, my parents, my brothers and sisters and all that… those kind of images were burnt into my head and they kept me going in tougher times over there.”

Of course, the call of home eventually won out in Tommy’s case, much to Kerry GAA’s benefit.

Both FRS Recruitment and the GAA hope 70 Minutes of Home will help burn a similar desire for home among many more members of the Irish expat audience – something that will benefit the Irish economy, employers looking for skilled candidates as well as Irish communities all across the country.

Recruitment opportunities to grow by 25% in 2021

Wed, 30 Dec 2020 17:21:00 GMT

We are forecasting 25% increase in job postings over the course of 2021, as the economy stabilises following the uncertainty caused by the Covid-19 pandemic and Brexit. We anticipate that it will be a year of two halves, starting slowly but the rollout of the vaccine will bring confidence back to the market and that will create a strong pipeline of employment opportunities as businesses seek extra resources in the second half of the year.

Growth Sectors

Demand for healthcare workers is likely to see overseas based candidates come back into consideration and there will be a continued demand for skilled IT personnel. Other sectors likely to experience a strong increase in demand include roles in construction, life science as well as for temporary commercial and industrial personnel.

These forecasts were published in our 2020 Review and 2021 Trend Forecast, Click HERE to download it.

The report also showed that the expected increase in roles next year will mark a change from 2020, when the number of job postings dropped by 36% on the previous 12 months. By sector, the largest drop in opportunities were in Arts, Entertainment and Recreation (down 75%); Hotel and Hospitality (down 61.9%) and Banking and Financial Services (down 58.2%). Although most sectors experienced a drop in the number of opportunities available, certain sectors actually recorded an increase, such as IT Support Services (up 174.1%) and private sector healthcare (up 42.2%) .

Regional Statistics

There were also significant regional variations in recruitment opportunities during 2020. Despite the nationwide drop in opportunities, we recorded an increase in the number of vacancies in 12 of the Republic’s 26 counties last year. The largest percentage increases were in Roscommon (up 115.4%), Wexford (up 36.1%) and Kildare (up 26.9%). The greatest decrease came in Westmeath (down 34.3%), followed by Leitrim (down 33.3%) and Dublin (28.3%).

Job Seekers

Although we noted a significant number of people were reluctant to change role during 2020 as they sought to maintain job security during the pandemic, the number of applications we received actually increased by 2.8% reaching 151,131 responses.

“There is no doubt that 2020 has been a challenging year for many sections of the economy and this had a direct impact on recruitment trends over the last 12 months,” said Colin Donnery . “While the pandemic did create opportunities for some sectors, notably healthcare and IT, the mindset across the wider economy was more conservative with many companies and organisations implementing temporary hiring freezes.

“ Next year should see a completely different recruitment environment . We anticipate the year will begin slowly as the continued uncertainty around lockdowns, and to a lesser extent Brexit, takes its toll. However, the rollout of the vaccine and pressure on existing human resources is likely to see a strong demand for more personnel as the year progresses. This demand will be across most sectors, although we anticipate particular need in healthcare, IT, construction, life sciences as well as temporary roles in commercial and industrial. It will be a year of two halves, but the overall employment trends should track ahead of 2020.

“We are also forecasting pressure on salaries over the course of the year as motivation switches from job security to seeking better conditions. Another expected change will see a move towards more blended, hybrid roles advertised in 2021, with positions covering a wide range of functions and disciplines as employers seek to cover a number of different gaps in their operations. Employers will also need to grapple with pressure from workers to provide remote work opportunities. It will be a significant challenge to juggle performance management, reduced collaboration, health and safety concerns and the costs of maintaining a hybrid organisation.

“While there will still be sectoral and regional variations we strongly expect to see a markedly improved recruitment picture in 2021,” Mr. Donnery concluded.

An Insight into IT Contracting

Tue, 15 Dec 2020 06:48:10 GMT

Until I started working in IT recruitment, I didn’t know the world of contracting existed, but I quickly realised how common it actually is. In my almost 9 years in recruitment, I’ve gotten to know the pros and cons that go along with it for the contractors themselves, and the companies that take them on.

In researching this series of articles, I spoke to various people from each side of the contract divide to get their opinions on contracting, and the highs and lows of what many see as an unstable, and sometimes stressful, career choice.

Contracting PLUS

For part one of this series, I spoke to Jennifer Doyle at Contracting PLUS to get her insight.

Jennifer is manager of the Solutions Team who deal with contractors from every industry and every sector. Her team get questions from first time contractors to long time contractors, from agencies, to job seekers considering dipping their toe in the contract market for the first time.

As experts in their field, they give the facts to people considering a move to contracting and allow them to decide if it’s the right move for them. If it is, they are on hand to go through the different solutions on offer and help each contractor pick the right one for them.

Accounting companies, like Contracting PLUS, are generally the first port of call for anyone considering contracting. Let’s face it, if the money isn’t going to be better than your current salary, then it’s probably not a risk you’ll be willing to take.

You can get a good insight into the financial process of contracting; timesheets, invoicing, tax, what you can expense, and all the other fun stuff. You’ll be able to see roughly what you will come out with after tax each month, which is important to know in advance before committing to a day rate.

Jennifer talked us through the benefits of contracting, and the financial aspects of it that need to be considered.

Benefits of Contracting:

Earn More Money: Independent Professional Contractors receive a higher rate of pay than employees for the services they provide. Your experience and skills will determine your daily rate and by being a subject matter expert and consistently upskilling you can boost your rate further.
Gain Experience & Upskill: Moving from project to project means that you gain experience and have exposure to new teams, cultures, and processes. Moving between clients won’t be viewed negatively, as it’s common to the industry where work is project based. Building your experience and broadening your perspective will only boost your attractiveness to potential clients.
Flexibility: As an Independent Contractor, you’ll have more freedom. Of course, you’ll likely still need to work toward project deadlines, but you have more control over your schedule. You can plan breaks between Contracts to take time with family or travel.
Tax Benefits: Through a Limited Company or an Umbrella Company structure ( What is an Umbrella Company ?), you can make generous pension contributions and claim business expenses related to work (computer equipment, phone bill, working from home costs). These expenses help reduce the amount of tax you pay. A specialist accounting service provider like Contracting PLUS , will give you tax saving tips and quality advice on business expenses so that you make the most of your contract earnings.
Be Your Own Boss: You’ll be your own boss. You can choose the projects that interest you and have greater control over how, when and with who you work. As an Independent Contractor, you can avoid office politics and instead focus on building your own professional network/brand.

Contracting is also attractive for Companies looking to engage top talent. Jennifer spoke about how contracting offers companies the ability to be agile, scale for projects and ensure that they are working with top talent. Contracting has been growing in popularity and, even during COVID-19, we see no signs of this trend reversing.

Employee Benefits: As a contractor you earn more money in lieu of ‘employment perks’ which you don’t get, such as holiday pay, healthcare, bonuses. With this extra income, you can choose to opt for health insurance, pay into a pension, or you might decide to use the extra cash for something personal. Contracting PLUS can provide advice on guidance on how to make your money work best for you.
Social Welfare Benefits: Under the self-employed contribution of PRSI, you still make contributions towards Old Age Pension, Job seekers Benefit and paternity/maternity benefit. Regardless of how you work, you should seek expert financial advice to ensure that your long-term wealth is protected.
It’s Easy: A common misunderstanding is that becoming a Contractor is going to be a lot of hassle or take a lot of time. That’s not the case! You can simply step into an Umbrella Company and have an Umbrella Provider, like Contracting PLUS, look after your invoicing, payroll and taxes for you.

When the economy falters or a company goes bust, you could find yourself out of a job regardless of how you work. As a Contractor, while there’s no guarantee of the next Contract, you can create your own security. Grow your experience, hone your skillset and work with lots of companies so that your skills remain in demand. That way companies who need work done, will always need what you have to offer.

Contractors

There are three things that every contractor I spoke to brought up as the primary reasons the life of contracting is for them.

The money! This was a big factor for everyone in deciding to contract in the first place and remains something that’s considered a huge benefit. When you’ve been working in permanent roles, the money in contracting can seem ridiculous and almost too good to be true. What contractors can save (or spend!) each month can far outweigh the additional benefits a permanent role would offer.

Flexibility is key for a lot of people, in particular parents of young children. You’re not constricted to 4 weeks’ holidays each year which can be invaluable. You can take extended breaks between contracts and be relatively confident you’ll find another role or, if you’re lucky, that the company you were contracting for will keep a position open for you to return to.

Not having to get involved in the “politics” of a company is a huge advantage for contractors. It allows them to get their job done and not have to worry too much about anything outside of that. This isn’t the case with every contract; ultimately the longer you stay with a company the more involved you’re likely to be, but it certainly makes things easier to begin with.

There are other positives, outside of these three obvious ones.

It is generally less stressful; you’re working on specific projects so there’s less responsibility on your shoulders around people and performance management.
You have the opportunity to move around more than a permanent person in order to gain experience with different technologies or in different industries.
You can essentially create your own career path and opportunities as opposed to following a structure set up by an organisation that might not necessarily suit your plans.
Managing your own finances can be a learning curve for most contractors but it gives you the freedom to choose how to do it, for example what health insurance or pension plan to go with.
Everyone I spoke to feel that it’s much less risky to be a contractor than in a permanent position.

As a contractor, you have the luxury of moving around and, as a result, take a chance on accepting a contract that you think might not be a fit. Ultimately you know you’re only there for a certain amount of time which takes the risk of accepting something you’re unsure about out of it.

In comparison, anyone who is accepting a permanent position knows that it needs to be the right fit as they don’t want to be seen to be leaving after a short time.

The idea that a permanent role is more secure these days doesn’t necessarily hold true; as we’ve seen with COVID-19, just because you are in a permanent position doesn’t mean you’re any safer than your contracting colleague.

Nobody is living in a fantasy world and there are drawbacks to everything in the professional world, contracting is no exception.

There can be a bit of pressure when it comes to contract renewal time, and you certainly need to work hard in order to keep your contract.
There’s the hassle of looking after your own accounts but, if you’re not the most organised person, you can easily set yourself up with one of the accounting companies. This is also a good idea if you’re just starting out as a contractor and you’re unsure if it’s for you long term.
You have to be careful you don’t get stuck in the same narrow skillset; that’s why it’s important to have some idea of your career path.
Short term contracts can be an issue, but the majority of contracts are 6 months in length and do roll over; you’ll get a good sense yourself if the work is there to keep you going long term.
Some companies have a negative attitude towards contractors, and at times you can end up being assigned remedial work that permanent staff don’t want to do.

Asked if they would look at permanent roles in the future, most said yes, but…

…it would have to be a good package,
…it would have to tick ALL the boxes.
…it would need to be for a very specific role.
…it would have to benefit my career in a way that contracting wouldn’t.

One contractor I spoke to had decided to go permanent for a stint for career progression; she joined a consultancy and wound up on a client site doing the same thing as she would if she were contracting, only for a lot less money. As a result, she went back contracting as soon as she got the chance.

Another did mention that when starting a family, the stability of a permanent job can be good.

Lastly, some hints and tips from the contractors I spoke to for anyone new to contracting:

Setting up a limited company and a business bank account. This can be done by your accountant or your accounting company. If you’re contracting long term, this is the most cost efficient way to manage your finances.
Keeping track of all your expenses. Don’t leave it until the last minute to dig out your receipts. Keep track of them as you go, and it’ll save you a lot of hassle come year end.
Be conscious of your timekeeping if you’re billing hourly.
Continuous education and upskilling are important. Don’t let yourself get stuck in dated technologies or concepts
Don’t be afraid to move on from somewhere that’s not aligned with your career goals. That’s the beauty of contracting!
Know your contract market; if you do, there’s not much difference between contract and permanent roles. Keeping in touch with recruiters, ex colleagues and ex managers is a good way of staying in touch with the contract market in general and may lead you to your next role.

Hiring Managers

On the hiring side of things, it can be unclear to some as to why managers would recruit contractors instead of permanent staff, how they go about it, and what the differences are between managing a contractor as opposed to a permanent staff member.

One person I spoke to recruited contractors when working for an outsourced provider. The reason behind this is pretty standard in the market; contracts can be won and lost at short notice and, as a result, hiring contractors for the duration of the projects with the knowledge that they can be let go if anything went wrong takes the pressure off. Another said that they were a good way of managing temporary peaks in workload. Due to the fact that they move around more often than your average permanent employee, they can be seen as having a wider breadth of experience.

Other benefits to going down the contracting route are the budgetary flexibility, the ability to scale up and down resources when needed, and the access to more specialist skill sets, like automation and security.

Cost is another aspect; despite the high day rates that contractors charge, it is still cheaper overall to hire a contractor as opposed to a permanent person when you take into account the benefits, PRSI, training etc.

In terms of day to day management, there’s not much difference to managing permanent and contract staff; it’s all down to the individual staff member. Although it can be a bit more work up front; it’s important to put a plan in place around how you plan on integrating them into your team, especially if you’re a company that doesn’t hire contractors too often. Managers are also less likely to invest time in a contractor to start with; a big reason behind hiring contractors in the first place is that they can “hit the ground running” and require less training than a permanent person might. If a contractor is struggling with work, management are less likely to invest time on personal improvement plans as opposed to what would be in place for permanent staff.

Overall, contractors are seen as a quick fix for a likely temporary problem, whereas permanent staff are a long term investment for companies.

Some hints and tips for managers hiring contractors:

Not enough effort goes into managing contractors; they need to be treated well, the same way you’d treat your permanent staff, and they’ll stay.
Keeping an eye on contract end dates is something that a lot of companies don’t pay attention to; if a contractor is a month out from their end date and haven’t heard on an extension, they’ll start looking around. Something as simple as being on top of these is a way of getting better resources and keeping them.
Build up a good relationship with the companies providing you with contractors; put the time and effort in to ensure they understand the skills and personalities you’re looking for.
Be aware of the difference between a “professional contractor” – someone who has chosen this as a career path – and someone who is taking a contract to keep them going until a permanent position comes along.
Be wary of contractors who have stayed in the one company for a long time; they tend to need more direction

Recruiters

And now for my two cents!

As a contract recruiter, I will always sell the benefits of contracting. The money, the flexibility, the ability to move around relatively regularly without a worry of how it will look in your CV.

But ultimately, us recruiters are going to be biased so you won’t get a fair reflection of why contracting is a good career choice. They’ll naturally want you to consider it if you’re a good candidate for their role.

If contracting is something you’re considering, definitely give it a try. Talk to us at FRS recruitment, talk to Contracting Plus, talk to colleagues or friends that are in contracting, and talk to any hiring managers you know that recruit for contractors. Get a broad picture in your mind of what it’s about and make a decision based on that; nobody can tell you if it’ll be the right move for you, so you won’t know until you try. If you go for it, and it doesn’t work out for whatever reason, you can always go back into permanent employment. The only way you’ll know for sure, is to try it!

Returning to work safely | FRS Recruitment

Mon, 07 Dec 2020 14:48:00 GMT

On Thursday 28 th May, we held a webinar around the subject of returning to work safely.

FRS Recruitment were joined by Paula Mumford, Health & Safety Team Manager with SeaChange and John Gorman, Owner of Sunflower HR

John said one of the main issues for management to consider is not just WHAT to do but HOW to do it . Management need to keep people informed and engaged.

Paula said that SeaChange are currently involved in developing policies procedures and templates for their clients with Covid-19 in mind and supporting clients with their response plans.

So, what are the key steps that companies need to implement?

Plan for dealing with suspected cases of Covid-19
Perform risk assessments and think outside the box
Review existing safety statement and measures that are in place and see what needs to be changed
Complete a pre-return questionnaire which is issued by the HSE
Ensure you have a lead person(s) to act as the Go-To person to assist you with implementing the new health and safety measures and a contact person for staff

Implementing your Covid 19 safety plan

It is important that staff should be engaged early in the process. Make sure communication is strong so they understand the control measures and are engaged with them. Discuss what you are doing and why you are doing it. Safety training for sole traders/small businesses was discussed and full details of what is required are included in the return to work protocol which has been issued by government. Indeed, as Paula mentioned, the return to work protocol goes into lots of detail and is very clear in its instructions.

All companies must ensure that all training is documented – if it isn’t documented, then it didn’t happen. If a member of staff does not comply with training or new safety measures, this is a breach in relation to the code of conduct and disciplinary measures can be used, especially if the behaviour continues.

Issues that may arise

Companies need to put a return to work plan in place and ensure all staff are aligned with the plan. There will be some practical issues that will arise including childcare, but each case needs to be taken individually. If the job must be done from the workplace and the employee is unable to go back due to childcare, it would be unreasonable to request them to return. However, during the return to work phases, if work can be carried out at home – it must continue to do so.

What to do if your staff refuse to return to work

From a HR perspective one of the biggest issues facing employers is that some employees have managed their lifestyle well and are choosing not to come back to work, especially while the €350 payment remains. It may not be worth their while to go back to work.

If this happens and you are waiting a few weeks for an employee to return, you can contact our temporary team who have many skilled and available temporary pool of candidates. Email us on info@frsrecruitment.com to find out more.

Monitoring your new Covid 19 Safety plan

The office / workplace cleaning routine/schedule needs to be reviewed with a view to increasing the cleaning and intensity. Start with the basics. If there are gaps and the costs don’t outweigh the benefits then work away.

Note: For all businesses who are restarting and paying rates, there is a restart grant available from your local authority if you have a turnover of less than €5m and less than 50 employees.

Re-watch the webinar here

Software Industry in Ireland | FRS Recruitment

Mon, 07 Dec 2020 14:44:00 GMT

It’s no secret that the IT sector in Ireland is currently booming. The location, membership of the EU and the fact it is the only English-speaking member of the Eurozone provides a highly attractive proposition for multinational firms. Add Ireland’s incredibly close ties with the US, and it’s no mystery why almost every globally recognised Software company has a base in Ireland. This has led to Ireland being one of the major global players in the Software sector, and in turn, has created an incredibly high demand for top talent.

Current Trends

In August, LinkedIn reported that there are over 900 software companies, including both multinational and indigenous firms, employing 24,000 people and generating €16 billion of exports annually, making Ireland the world’s second largest software exporter. This report also included there are currently 12,000 vacancies open across the country

What does this all mean? It means that there is an obvious skill deficit and talent shortage across all IT verticals (Infrastructure, Development, QA) now across the entire country. The law of supply and demand is playing heavily in the favour of employees. High demand means inflated salary provisions and flexibility with working conditions such as work from home days, flexible working hours etc. This is the time to maximise your earning potential!

Irelands Tech Future

With the last recession still fresh in the minds, there will obviously be caution when attempting to make industry predictions. Fortunately, all the signs say Irelands tech boom is going nowhere. Major players are continuing to invest in Ireland. Ireland already houses data centres for companies including Google, Microsoft and Amazon, and being the only English-speaking country in the EU, companies continue to choose Ireland for their European data and R&D centres.

Away from the large MNC, and you have some exciting and thriving SMEs in Ireland. Enterprise Ireland has been helping grow businesses across the country for some time now and the fund it controls has grown substantially . With a programme of matched investing, start-ups who get private funding can see that funding increased by Enterprise Ireland. The system makes Irish start-ups more desirable to investors which has led to an ideal balance in company size across the nation.

Why go through FRS

It’s often said that moving job and moving to a new house are ranked in the top 3 most stressful things you will do in life. And that’s before you throw moving country into the mix! Luckily, our IT Recruitment Team are not only trained to regularly consult overseas candidates looking to relocate, but they have also relocated around the world themselves and understand the amount of stages involved in relocating. We can consult around areas like cost of living in each city, breakdown salary after tax, assist in finding suitable houses/apartments etc. FRS Recruitment’s IT team can help minimize the stress.

FRS has a large and experienced IT recruitment team. We build strong relationships with the companies that we partner with, and ensure we know the culture fit and find out the exact requirements for the positions we fill with them. This means we can advise and prepare potential candidates throughout the entire process to ensure they are as prepared as possible. More importantly we also take time to find what the candidates wants location, role, environment, culture fit etc and ensure that these are the only roles to which they are submitted.

5 Top Tips on Moving Back to Ireland

Mon, 07 Dec 2020 13:45:28 GMT

Thinking of returning to Ireland. Before you book your flights or jump on a plane home take a look at these 5 top tips to help you with a smooth transition.

Research the jobs market: Do some research on the jobs market in Ireland. Contact a recruiter who will provide you with a realistic overview of the employment market in your desired industry and location. The recruiter may also be able to line up some interviews for you before you arrive home. Having employment secured or in progress will help everything else fall into place quickly and give you great confidence in the decision to return.
Get your Personal details in order both home and away: Make sure that your Irish bank account is still valid, if not you are best to start this process early. There are several providers who can provide low cost international money transfers which will save you a fortune on bank fees (will put in a link to one when we have a partner). Create an online account with the department of revenue. This will allow you to generate your tax information in advance, reducing your changes of possible extended emergency tax
Do your homework on shipping. Arrange for a representative from a shipping company to come out and provide you with some shipping options. You may find that it’s not as expensive as you thought to send home your household items. And it will save you a fortune on the other side. Also avoid the Aussie loop hole, you can ship your car once you have owned it for a period of 6 months!! We recommend Palmers Relocations (hyper link to their site https://palmersrelocations.com.au/ ) who are bringing Irish home from Australia every day.
Be prepared for Insurance Shock. Organise copies of your car, medical insurance and driving history from relevant providers in Australia. A no claims history from Australia will be accepted by some insurers once you can show continued history. This could save you €000’s and hours of frustration and late night phone calls.
It has never been a better time to return to the Emerald Isle, with your country reaching full employment, why not secure your dream job at home.

The authors of this blog wish they’d taken the time out to read this!

FRS Recruitment and 70 Minutes of Home | FRS Recruitment

Wed, 21 Oct 2020 23:00:00 GMT

FRS Recruitment is proud to announce its new GAAGO partnership with the GAA and RTE, supporting the streaming of live GAA games to the Irish diaspora all over the world.

Through this partnership viewers based in Australia and New Zealand, America, the Middle East, UK, China, Japan or anywhere outside of Ireland will be able to view all their latest county as well as club games – getting a chance to experience 70 minutes of home.

GAA games have always been a quintessential part of Irish life. Born out of our sense of community and place, it is that local connection that continues to pull the attention of Irish audiences - whether they are based on Irish soil or living thousands of miles away.

For many Irish abroad, tuning in for the big match back home is a way of staying connected – of feeling no matter where you are in the world, a piece of Ireland is there with you.

This has never been more true than during this pandemic. At a time when travelling has become increasingly difficult, spending 70 minutes watching pulsating GAA action is one of the few ways you can be transported back to the comfort of home.

Through our partnership with the GAAGO, FRS Recruitment expects to reach over 3 million Irish viewers abroad, with FRS spots featuring before games viewed on the platform and during half time.

Rather than using traditional ads, we wanted to do more with these segments. We wanted to extend the experience provided to the Irish viewer abroad and give them an even greater taste of home.

That is why we decided to create ’70 Minutes of Home’.

These unique 70 minute film experiences feature a very different look at various parts of Ireland, all filmed using a Slow TV technique. The mesmerising videos don’t just invoke memories of home for those watching, they immerse you into the scene. The viewer can’t help but relax as the location washes over them and they become at one with this small patch of Ireland. You won’t just remember, you’ll feel a part of these 70 Minutes of Home.

‘70 Minutes of Home’ is the latest part of FRS Recruitment’s ‘Ireland is Hiring’ initiative.

‘Ireland is Hiring’, launched in 2018, has seen FRS engage with Irish people living in every corner of the world to successfully fill job opportunities back in Ireland.

It can be challenging for certain companies or sectors to find suitably qualified candidates in the domestic market. ‘Ireland is Hiring’ widens the field, increasing the pool of potential candidates to include the highly skilled Irish workforce scattered across the globe – many of whom have built up experience and skills which may not have been on offer at home.

Through ‘Ireland is Hiring’, FRS Recruitment has seen there are a significant number of Irish abroad who want to come home. They want to live, work and thrive in the cities, towns and villages they grew up in.

Now, with ’70 Minutes of Home’ we want to give them another reminder of what is on offer back here in Ireland, through 70 minute windows of home.

We want to remind them of the amazing scenes they can return to, so that FRS Recruitment can help them do just that.

Click HERE to view our 70 minutes of home videos

FRS Recruitment Insights Report | FRS Recruitment

Tue, 20 Oct 2020 23:00:00 GMT

Uncertainty seems to be the key phrase of 2020. We’re uncertain about how Covid-19 will impact on our lives, we’re uncertain as to how difficult circumstances may get, we’re uncertain about the country’s economic prospects and we’re uncertain about what happens next. When it comes to employment, ‘uncertainty’ is something that no one wants to face. Both employees and employers want to be operating on steady ground – they need to know what is coming into view on the employment landscape. They want to know what tomorrow brings. That has been one of the fundamental drivers behind the research FRS Recruitment has been undertaking on attitudes amongst both employees and employers. This is an exercise that we have been running over many years, but it has never felt more timely than now.

By contrasting the data gathered with past years we are able to see that attitudes are a lot more positive than they were ahead of the last recession. While there are fears about job security, it is extremely positive to see that 2 out of 3 people believe they would find new employment within 3 months and that 60% of employers are either hiring or planning on hiring in the near future.

A total of 1,951 employees across the country and beyond participated in this research throughout May and June of 2020, along with hundreds of employers.

There are also some new trends which are emerging, which are more specific to 2020. The strong interest in remote working for example is something which is now being reflected in the attitudes amongst both employers and employees. Current circumstances may have forced us to adapt, but having gotten a taste both businesses and their workers now want more – something that is likely to inform the employment market in the months and years ahead. The survey also illustrates the importance that jobseekers place on an employers culture and values with applicants researching and assessing an employers brand before making a decision to join an organisation.

These are just a few of the points which are covered in this report, which we believe will be informative to everyone – ranging from employers to employees who are happy in their jobs to those who may be looking for other opportunities.

One thing that is certain is that it is as challenging as ever for employers to find great people for their organisations so we hope you find this report both useful and informative and as always FRS Recruitment is available to assist both employers and jobseekers will all their recruitment needs.

Colin Donnery General M anager, FRS Recruitment

How FRS Recruitment maintained our culture throughout the pandemic | FRS Recruitment

Wed, 16 Sep 2020 23:00:00 GMT

From our recent survey results , we know that employees value company culture over salary, this is very true for FRS Recruitment employees.

Our company culture is important because it affects how our clients and employees perceive us which directly determines our success. Since employees working remotely are already physically distanced, it is our jobs as managers to keep our company culture at the forefront of our minds especially due to the absence of in-person interactions.

With Covid forcing the majority of our employees to work from home, having processes in place to build and nurture our culture in the remote work environment has become more important than ever.

Culture isn’t a place you can reach, it is a mindset. Moreover, building our remote culture was totally different than creating our workplace culture for our people that work from the same office.

Here are initiatives we implemented over the past few months which were valued by our people.

FRS Employees working together

Every company has a different idea about what remote work entails. Some companies ask employees to work for a fixed number of hours. FRS are more flexible and follow a deadline-based approach where our employees are trusted to accomplish their weekly and daily tasks without worrying about how many hours they put in daily. We found by having clear guidelines for collaboration and communication among our employees was how we have maintained our strong work ethic remotely while achieving results for ourselves and our clients.

We also made face to face meetings a routine and a priority. There is no replacement to talking to your colleagues face to face, even if it is through a screen. We found that it helped nurture company culture and made our employees feel even more connected. It also helps establish trust and makes people feel like they are part of the team. We also have designated time for managers to conduct regular 1:1 meetings with their team members to catch up and learn more about their issues or challenges.

FRS Initiatives

We organised company-wide initiatives to help promote our culture and shared all the steps our leadership took to support employees adjusting to remote working. Holding webinars where our leaders and subject matter experts answered questions from employees. We hosted company-wide virtual contests like quizzes, fitness mornings, fancy dress work days to name but a few.

By embedding our culture and core values in all of our processes, it has improved employee satisfaction, enriched our overall wellbeing and most importantly we have retained all of our top people, not because we want them, they want us too.

Employment Insights Survey Results for Different Counties | FRS Recruitment

Tue, 08 Sep 2020 23:00:00 GMT

“People in across the country are thinking very carefully about their employment prospects in light of the pandemic. There is a lot of uncertainty out there. However, some comfort should be taken that the Irish people are considerably more optimistic about their employment prospects than they were ahead of the last recession. It is also important to note, that even in these disrupted circumstances, there is still a bright outlook for employees. The jobs market is an effective canary in the coalmine when it comes to illustrating economic reality, so all of this is a positive indicator for the country’s employment outlook. It is also interesting to note how the pandemic has impacted ways of working, with both employees and employers being strongly in favour of remote working options being available. Both businesses and workers have seen the benefits that can arise from remote working as part of day to day operations, with most recognising that productivity levels have not diminished. Given the demand for remote working around the country, businesses will have to consider offering this as part of their employee packages in future,” Colin Donnery , General Manager of FRS Recruitment

Read below to see your counties results and how they compare to the national average:

Carlow

27% of people in Carlow are concerned about their employment prospects, a figure below the national figure with 46% worried about their job security across the country.

64% of people in Carlow believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 82% of people in Carlow would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 36% of Carlow people said they would, lower than the national average of 56%.

Six in every 10 employees in Carlow are expecting a wage increase in the next 12 months, with 59% believing they are due a raise. This is above the national average of 51%.

While three out of four people in Carlow (75%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the salary on offer (24%) and benefits (24%) are the most important factors for people in Carlow.

Clare

36% of people in Clare are concerned about their employment prospects, a figure significantly below the national figure with 46% worried about their job security across the country.

45% of people in Clare believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 86% of people in Clare would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 41% of Clare people said they would, lower than the national average of 56%.

Almost 6 out of 10 Clare people are expecting a wage increase in the next 12 months, with 57% believing they are due a raise. This is slightly above the national average of 51%.

While 2 out of every 3 people in Clare (67%) would like to remote work some or all of the time.

Cork

36% of people in Cork are concerned about their employment prospects, a figure significantly below the national figure with 46% worried about their job security across the country.

70% of people in Cork believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 74% of people in Cork would consider a reduction in their working week. This is lower than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 50% of Cork people said they would, lower than the national average of 56%.

One in every two Cork people are expecting a wage increase in the next 12 months, with 50% believing they are due a raise. This is slightly below the national average of 51%.

While more than 8 out of 10 people in Cork (85%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the most important factor for people in Cork is the job itself (36%) followed by salary (20%).

Dublin

50% of people in Dublin are concerned about their employment prospects, a figure above the national average with 46% worried about their job security across the country.

79% of people in Dublin believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 70% of people in Dublin would consider a reduction in their working week. This is slightly lower than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 57% of Dublin people said they would, slightly higher than the national average of 56%.

Six in every 10 employees in Dublin are expecting a wage increase in the next 12 months, with 60% believing they are due a raise. This is above the national average of 51%.

While more than 8 out of every 10 people in Dublin (84%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the job itself (27%) and the company’s culture and values (21%) are the most important factors for people in Dublin.

Galway

44% of people in Galway are concerned about their employment prospects, a figure below the national figure with 46% worried about their job security across the country.

63% of people in Galway believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 84% of people in Galway would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 66% of Galway people said they would, higher than the national average of 56%.

Almost one in every two employees in Galway are expecting a wage increase in the next 12 months, with 44% believing they are due a raise. This is slightly below the national average of 51%.

While more than 2 out of every 3 people in Galway (67%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the most important factor for people in Galway is the job itself (50%) followed by the company’s reputation (18%).

Kerry

55% of people in Kerry are concerned about their employment prospects, a figure below the national figure with 46% worried about their job security across the country.

55% of people in Kerry believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 79% of people in Kerry would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 52% of Kerry people said they would, lower than the national average of 56%.

Almost one in every two employees in Kerry are expecting a wage increase in the next 12 months, with 45% believing they are due a raise. This is slightly below the national average of 51%.

While more than 7 out of every 10 people in Kerry (73%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the most important factor for people in Kerry is the job itself (29%) followed by the company’s culture and values (13%).

Kildare

30% of people in Kildare are concerned about their employment prospects, a figure below the national figure with 46% worried about their job security across the country.

65% of people in Kildare believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 73% of people in Kildare would consider a reduction in their working week. This is lower than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 54% of Kildare people said they would, lower than the national average of 56%.

Almost one in every two employees in Kildare are expecting a wage increase in the next 12 months, with 49% believing they are due a raise. This is slightly below the national average of 51%.

While more than 8 out of every 10 people in Kildare (86%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the company’s culture and values (22%), followed by the job itself (19%) are the most important factors for people in Kildare.

Kilkenny

73% of people in Kilkenny are concerned about their employment prospects, a figure above the national figure with 46% worried about their job security across the country.

70% of people in Kilkenny believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 83% of people in Kilkenny would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 50% of Kilkenny people said they would, lower than the national average of 56%.

Four in every 10 employees in Kilkenny are expecting a wage increase in the next 12 months, with 40% believing they are due a raise. This is slightly below the national average of 51%.

While almost 8 out of every 10 people in Kilkenny (78%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the salary on offer (28%) and the job itself (28%) are the most important factors for people in Kilkenny.

Laois

50% of people in Laois are concerned about their employment prospects, a figure above the national figure with 46% worried about their job security across the country.

58% of people in Laois believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 81% of people in Laois would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 50% of Laois people said they would, lower than the national average of 56%.

Almost six in every 10 employees in Laois are expecting a wage increase in the next 12 months, with 58% believing they are due a raise. This is above the national average of 51%.

When choosing a new job/ organisation, the job itself (29%) and benefits (17%) are the most important factors for people in Laois.

Limerick

49% of people in Limerick are concerned about their employment prospects, a figure above the national figure with 46% worried about their job security across the country.

63% of people in Limerick believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 78% of people in Limerick would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 57% of Limerick people said they would, higher than the national average of 56%.

One in every two employees in Limerick are expecting a wage increase in the next 12 months, with 50% believing they are due a raise. This is slightly below the national average of 51%.

While over 9 out of every 10 people in Limerick (92%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the job itself (40%) and salary (15%) are the most important factors for people in Limerick.

Mayo

42% of people in Mayo are concerned about their employment prospects, a figure below the national figure with 46% worried about their job security across the country.

42% of people in Mayo believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 67% of people in Mayo would consider a reduction in their working week. This is lower than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 33% of Mayo people said they would, also lower than the national average of 56%.

One in every three employees in Mayo are expecting a wage increase in the next 12 months, with 33% believing they are due a raise.

While 1 in every 2 people in Mayo (50%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the job itself (33%) and benefits (25%) are the most important factors for people in Mayo.

Meath

30% of people in Meath are concerned about their employment prospects, a figure below the national average with 46% worried about their job security across the country.

63% of people in Meath believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 77% of people in Meath would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 43% of Meath people said they would, lower than the national average of 56%.

Four in every 10 employees in Meath are expecting a wage increase in the next 12 months, with 40% believing they are due a raise. This is slightly below the national average of 51%.

While almost 6 out of every 10 people in Meath (58%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the job itself (31%) and salary (17%) are the most important factors for people in Meath.

Offaly

One in every two people in Offaly are worried about their job security, according to a new report from Irish recruitment company, FRS Recruitment. In total 49% of people in Offaly are concerned about their employment prospects, a figure above the national average with 46% worried about their job security across the country.

61% of people in Offaly believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 78% of people in Offaly would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 37% of Offaly people said they would, lower than the national average of 56%.

More than one in every three employees in Offaly are expecting a wage increase in the next 12 months, with 35% believing they are due a raise. This is slightly below the national average of 51%.

While over 8 out of every 10 people in Offaly (86%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the job itself (22%) is the most important factor for people in Offaly.

Tipperary

35% of people in Tipperary are concerned about their employment prospects, a figure below the national average with 46% worried about their job security across the country.

73% of people in Tipperary believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 81% of people in Tipperary would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 54% of Tipperary people said they would, slightly lower than the national average of 56%.

More than four in every 10 employees in Tipperary are expecting a wage increase in the next 12 months, with 41% believing they are due a raise. This is slightly below the national average of 51%.

While almost 8 out of every 10 people in Tipperary (79%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the job itself (46%) and salary (11%) are the most important factors for people in Tipperary.

Waterford

47% of people in Waterford are concerned about their employment prospects, a figure above the national average with 46% worried about their job security across the country.

47% of people in Waterford believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 78% of people in Waterford would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 59% of Waterford people said they would, slightly higher than the national average of 56%.

More than three in every 10 employees in Waterford are expecting a wage increase in the next 12 months, with 31% believing they are due a raise. This is slightly below the national average of 51%.

While 9 out of every 10 people in Waterford (90%) would like to remote work some or all of the time.

When choosing a new job/ organisation, salary (21%) and the job itself (18%) are the most important factors for people in Waterford.

Westmeath

36% of people in Westmeath are concerned about their employment prospects, a figure below the national average with 46% worried about their job security across the country.

59% of people in Westmeath believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 86% of people in Westmeath would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 55% of Westmeath people said they would, slightly lower than the national average of 56%.

More than four in every 10 employees in Westmeath are expecting a wage increase in the next 12 months, with 45% believing they are due a raise. This is slightly below the national average of 51%.

While almost 9 out of every 10 people in Westmeath (89%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the job itself (45%) is the most important factor for people in Westmeath.

Wexford

64% of people in Wexford are concerned about their employment prospects, a figure above the national average with 46% worried about their job security across the country.

86% of people in Wexford believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 86% of people in Wexford would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 59% of Wexford people said they would, slightly higher than the national average of 56%.

One in every two employees in Wexford are expecting a wage increase in the next 12 months, with 50% believing they are due a raise. This is slightly below the national average of 51%.

While eight out of every 10 people in Wexford (80%) would like to remote work some or all of the time.

When choosing a new job/ organisation, the job itself (40%) and salary (15%) are the most important factors for people in Wexford.

Wicklow

33% of people in Wicklow are concerned about their employment prospects, a figure below the national average with 46% worried about their job security across the country.

60% of people in Wicklow believe they would secure a new job within 3 months. Nationally 2 out of 3 (66%) would expect to secure a new role within that timeframe.

If their current job was at risk, 87% of people in Wicklow would consider a reduction in their working week. This is higher than the national average of 76%. When asked if they would consider a pay cut in those circumstances, 73% of Wicklow people said they would, higher than the national average of 56%.

Almost six in every 10 employees in Wicklow are expecting a wage increase in the next 12 months, with 57% believing they are due a raise. This is slightly above the national average of 51%.

When choosing a new job/ organisation, the job itself (14%) and salary (14%) are the most important factors for people in Wicklow.

A total of 1,951 people across the country participated in the survey. We have 10 offices nationwide, with locations in Dublin , Cork , Galway , Tipperary, Limerick , Kerry , Kilkenny , Offaly, Cavan and Roscommon .

Want to know the full results? Click HERE to read.

FRS Recruitment Employment Insights Survey results 2020 | FRS Recruitment

Sun, 21 Jun 2020 23:00:00 GMT

More than four out of ten people have fears about job security, a figure which has risen over the last year, but the outlook is better than at the beginning of the last recession. According to our new survey, 46% of people are currently afraid about their job security, up from 38% in 2019 but well below the 58% level in 2009.

The FRS Recruitment Employment Insights Survey also revealed that almost 2 out of every 3 people believe they would gain new employment within 3 months, if they lost their job – a level similar to the numbers in 2009. Back then 62% believed they could secure a new job within a three month period. By 2011 that figure had dropped to 41%, while in 2020 the survey showed that 66% of people believe it will take them three months or less.

Despite fears about job security, more than 1 in ever 2 people expect a pay rise over the course of the next 12 months, although the level of optimism has dropped since 2019 when 68% of respondents believed they were due a raise.

Conversely, 3 out of 4 people would consider a reduction in their working week if their job was at risk, while more than 1 in 2 would consider a wage cut.

When considering a new role, the job itself is the most important priority for 28% of people, followed by the company’s culture and values (18%) and the salary provided (15%). The length of commute is another important factor with 6 out of 10 saying they would consider a commute of no longer than 30 minutes to 1 hour if they were changing jobs.

Remote Working

4 out of 5 employees would like the option of working from home when the restrictions are eased, with 17% saying they would prefer to work from home all the time.

Before the current crisis, 1 in 10 were working remotely, while 45% indicated they had some remote working experience. Only 1 in 5 people believe they are less productive when working from home, with 80% saying they are either more or equally as productive.

For those who do work remotely, the reduction in the time spent commuting to work is the most popular factor, with 3 out of 4 people describing it as a benefit. This is followed by cost savings associated with travelling (59%) and more time spent with their family (50%).

The biggest challenges are balancing family and work (38%), internet speed/ connection issues (35%), inadequate office set up (31%) and difficulty switching off from work (31%).

Unemployed

The survey also tracked the attitudes of those who are unemployed. 47% indicated they had been out of work for 3 months or less, while 2 out of every 5 people unemployed said they lost their job due to the pandemic. 6 out of every 10 people who are out of work believe they will need to make a career change to find a new role.

Employer attitudes

In separate research, we also examined current attitudes among employers. Despite the difficult conditions caused by the crisis, 6 out of every 10 employers are either hiring or plan on hiring within the next 6 months.

One in four employers say their businesses have been operating as normal during the pandemic, while another 25% expect to return to normal operations within 3 months.

Poor broadband speeds impacted 1 in every 2 businesses who were utilising remote working, but 6 out of 10 employers still plan on offering more remote working opportunities after the crisis ends.

While 65% of employers believe the Irish economy will recover within 2 years.

Speaking about the survey results, Colin Donnery , General Manager of FRS Recruitment said, “With a lot of uncertainty in the economy about how the country will be impacted as we emerge from the Covid-19 crisis, this survey set out to gauge attitudes amongst the workforce. It is fair to say that the economic uncertainty is having an impact, with the level of concern for job security having risen over the past year. However there is also some comfort to be taken that the Irish people are significantly more optimistic about their jobs being maintained than they were ahead of the last recession in 2009.

“It would seem that even with the current difficult conditions, there is still a bright outlook for employees. Most workers believe they will get a wage increase over the course of the coming year, while almost 2 out of every 3 people believe they would find new employment within 3 months if they were unfortunate enough to lose their jobs.

“This confidence aligns with separate research we have conducted on employer attitudes, with 60% saying they are currently either hiring or planning on hiring in the next 6 months. The jobs market is an effective canary in the coalmine when it comes to illustrating economic reality, so this is a positive indicator for the country’s fiscal outlook.

“It is also interesting to note how the lockdown has impacted ways of working, with both employees and employers being strongly in favour of remote working options being available post the crisis. Both businesses and workers have seen the benefits that can arise from remote working as part of day to day operations, with most recognising that productivity levels have not diminished. That has created an appetite for utilising this approach on an ongoing basis and businesses will have to consider offering this as part of their employee packages once the crisis subsides and business begins to return to normal,” Mr. Donnery concluded.

A total of 1,951 people participated in the survey, which was conducted over two weeks from 3rd June to 16th June. We have been running variations on this survey in different years, going back to 2009.

FRS Recruitment is one of the leading recruitment businesses operating in Ireland. They have 10 offices nationwide, with locations in Dublin, Cork, Galway, Tipperary, Limerick, Kerry, Kilkenny, Offaly, Cavan and Roscommon. A 100% Irish business, FRS Recruitment is part of the FRS Network – the social enterprise co-operative.

Thank you to our front-line Healthcare professionals | FRS Recruitment

Wed, 18 Mar 2020 00:00:00 GMT

"Not all superheroes wear capes, some wear scrubs and gowns!" Our Medical and Healthcare recruitment team have placed many superheroes in vital roles all across Ireland. Here's what they have to say about the Covid-19 global pandemic.

‘We are living in uncertain times, and after the announcement from our Taoiseach, Leo Varadkar, most of us are anxious and unsure about what the future holds. One message we have all taken away from the announcement is that social isolation will help to keep us all safe and free from Covid-19.

However, this advice does not apply to our dedicated and hardworking healthcare professionals. Whilst a lot of us can work from home, protected from dealing with the public and increasing our risk of contracting Covid-19, our front-line healthcare professionals do not have this option.

They will report for work everyday to work with patients, they will meet us in our time of need and will do all they can to help us, make us feel better and ultimately survive this crisis. Because we will survive, and we will recover, however long it takes.

It would serve us all well to be mindful of the sacrifices our doctors, nurses and allied health professionals will make to ensure our essential medical services continue. They will go to work, certain that many of them will catch this virus and become ill themselves.

In good times, it is easy to forget just how much these healthcare professionals do to ensure the health of the population. We have become accustomed to hearing about trolleys throughout ED Departments, nursing shortages, the difficulty in recruiting doctors and so on. Now add a pandemic and a lot of national fear and concern to the situation and that is what healthcare professionals face when they come to work.

The demands are huge, the hours are long and the work is demanding. They all deserve to know how much we appreciate their commitment, their skills and their knowledge. They all deserve to know that their sacrifices and their dedication to healing and comforting our sick relatives is acknowledged and we need to rally around them to help in the ways we can. Stay in isolatio n if sick, keep social distancing and do not forgot to follow all recommendations on keeping well. We have a responsibility to ourselves and also to the hard-working healthcare professionals.

Together we are better, together we will come through this national crisis and thank you for your essential contribution in helping us to cope with and to overcome Covid-19” Eithne , Principal Recruitment Consultant – Healthcare & Medical

“During this time of great uncertainty, FRS Recruitment would like to express gratitude, admiration and support for all the incredible healthcare workers in Ireland and across the world.

While we attempt to protect ourselves by staying at home and social distancing, these courageous Healthcare workers are on the frontline, caring for entire communities daily. By putting others first, they are risking their own sense of security and we would like to express our thanks for this daily selfless action.” Kate, Junior Consultant - Emergency Medicine

Our Healthcare recruiters are continuing to work incessantly to help healthcare professionals find their next opportunity? Searching for a new healthcare or medical role? Click HERE

Things you'll only understand if you're Irish or have lived in Ireland | FRS Recruitment

Mon, 16 Mar 2020 00:00:00 GMT

Every year on the 17 th of March something amazing happens.. The world turns green!

There are very few national holidays that become a worldwide celebration. However, with an estimated 1 million Irish currently living abroad (not including ‘my great great grandparents’ Irish) it’s no surprise that many countries also take part in this culture filled celebration.

This year however, it will be somewhat different; there will be no St. Patrick’s Day parade, all pubs will be closed up and trad sessions though still may happen, will be frowned upon.

Yet, there’s no stopping us from celebrating the Irish culture from our own homes!

Here are some of our favourite and quirky things we love about the Irish culture

“I will never understand how Irish people put stuffing (made of bread) in a roll/sandwich or crisps on sandwich” Renata Ryan

“Anthony, to his sister Deirdre “ Hey put on the kettle and make me a cup of tea, will ya!” Deirdre to Anthony “I will, yah!” Question - will Deirdre make Anthony a cup of tea? You know the answer if you are Irish! Eithne
Things that flummoxed this South African:
Going for the messages= grocery shopping
It’s in the press = cupboard
Put it in the hotpress= linen cupboard
Is the emersion on? In SA every house has 3000l hot water geyser that is ALWAYS on……
I will yeah! = actually I won’t!
Ending every sentence with “so” or “like”
If someone slags you = they actually like you! Mandy

Quare good LAAD, Total Carlow. Wash- to put on a wash, go for the wash, wash your mouth out. Miriam
One I find particularly Irish is when someone says “No Offence” knowing they are about to say something offensive or everything is “grand” – kids hurt themselves – “get up you’ll be grand” How are you? – “Grand and yourself” – “Don’t worry about it, you’ll be grand” Matt

Other things we think you’ll relate to are

Tayto crips, snack bars and score drinks are great memories from being in the pub with your parents.
Flat 7up will cure all!! Maybe even the Coronavirus..
The Late Late Toy Show is another national celebration!

If you’re not from Dublin- you’re from the country
And if you’re from the country- you’ll know bales of hay are the best playgrounds ever!

Bosco being kidnapped was bigger news than the coronavirus.
You’ll never need a Doctor if you live near someone whose the seventh son .
‘ An bhfuil cead agam dul go dti an leithreas ’ Can mean anything when you’re on holidays.

“Where you from?” A greeting between two Irish people who don’t know each other.
And finally, the fear of the wooden spoon .

Although we are small Island, we have such a big impact across the globe which becomes apparent on St. Patricks Day, is it any wonder Irish people are so proud of their culture?

Living abroad and missing home? We are offering free flights home to Irish Expats we place in roles, find out more HERE

4 Effective Employee Retention Strategies | FRS Recruitment

Thu, 27 Feb 2020 00:00:00 GMT

Unemployment is below 5% in Ireland for the first time since 2007. While this is great news for employees in a fluid job market, it can create real challenges for employers looking to retain their work force. A recent survey carried out by Aon also indicated that one in three Irish employees are likely to search for a new role in 2020.

Did you know? Rehiring and retraining new employees could cost an employer significantly more than their current employees salary.

Employee retention is more important than ever!

In this fast paced and ever evolving work force, there are some strategies that employers can implement to increase employee retention and create a happy, healthy workplace culture.

Working Environment

The workplace environment can really affect how employees feel about their jobs. As we spend the majority of our waking hours at our place of work, it becomes a key factor in your employees happiness and engagement.

There are a few simple things employers can do to improve the working environment:

Meet with your employees for their suggestions on improvements to the physical workspace.
Develop a sense of community in the workplace by introducing a social committee or work sponsored activities.
Ensure that employee facilities are functional and inviting. Personal touches such as wall art and plants can change an office atmosphere.

Workplace Flexibility

Flexibility is quickly becoming one of the most sought after benefits that employees are looking for. In recent years there has been more emphasis on flexible working hours and locations, as it shows an increase in employee productivity and engagement.

Offering the ability to work remotely and flexible working hours, is a real benefit to employees and will increase the longevity of your work force. This is something that is not realistic for every industry but, if there are any options that could be offered, it is a major benefit for attracting and retaining current staff.
A company focus on work/ life balance is beneficial not only to the employees but to employers as well. Companies that offer more flexibility in regard to working hours or locations, have overall less absenteeism and higher retention rates within their staff.

Learning Opportunities

A push towards lifelong learning and upskilling throughout a career has become another big focus in recent years. Employees want a role in which they can continue to learn and upskill to not only keep on top of new and emerging technologies, but to assist them in progressing their careers.
Companies that provide or subsidize training courses will not only lead to a more skilled and engaged work force, but also secure more longevity for an employee to stay within a company. Learning and upskilling opportunities are a big selling point for many larger organizations when recruiting new staff and should be implemented in all organizations.

Clear Career Progression

Having a clear career progression path is essential in employee retention. Many engaged and dynamic employees are looking to move up in the career ladder. Employers that have outlined a defined structure in regards to management hierarchy and role progression, tend to have employees who will work towards promotions rather than seek offers outside of the company.

These suggestions listed above are not a failsafe for 100% employee retention, but they are good working points to consider if you are looking of ways to reduce your staff turnover.

As recruiters we see different benefits which are attracting candidates to new roles and equally why an employee will choose to stay with their current company.

A higher salary isn’t always the driving force behind a job change.

Looking to add talent to your team? Contact me on RPando@frsrecruitment.com

FRS interview with Max Cottica on the data market in Ireland | FRS Recruitment

Thu, 12 Dec 2019 00:00:00 GMT

I recently met with Max Cottica – Former CTO of StayCity Aparthotels, Former Head of Data in AIB & Former Global Data Warehouse Manager in HP to discuss the current Data market in Ireland and the changes that had happened over the past year.

Here the SIX top questions we asked:

1. Tell me about Max & your career to date?

I worked in IT, data and analytics for almost 40 years. I started with looking after one computer and one printer for an import & export company in Genoa, where I am from, back in the early 80s and I spent 10 years in making that company very computer and network savvy until I decided to move to Ireland in the mid-90s. There I joined the contractor business and moved through different projects for around 5 years, then I joined the Irish Government and spent there another 6 years looking after their Microsoft SQL farm and is then that I started managing people. I continued managing FTE resources till these very days, first in the data warehousing space, then into data modelling, then data science in recent years. My last job was CIO in a hotel company. I think that my career progression has been steady and luckily varied so my skills have a broad reach in topics and areas. If I have to mention my top 3 skills, I would say people management and leadership, data management and advanced analytics. Outside of the working realm I am a published comic book writer, I play in a heavy metal band and I am about to release an album with them, and I like spending time with my wife and cats.

2. What is the current state of the Data Market in Ireland?

It’s an interesting time after I would say 5 years of non-sense in the data space. Now more than ever companies understand that competitive edge is something that can be gained gradually, sorting your data and data management first without making the mistake that many made to jump straight into algorithms, AI and ML. The number of data management jobs equals the thirst for data scientists and that is a positive sign although still only 24% of companies are able to actually make an impact to the business using data science methodologies. But I believe we are back on the right track with more attention to inputs then outputs. I appreciate that the mirage of a data lake used straight away for business improvements sort of fooled a lot of companies, but thanks to people who have been in the data warehousing and modelling revolution of the 90s plans and strategies have back pedalled a little and focus on the real reason for a data centric success which is funnily enough the data itself. And the market is reflecting that very well right now.

3. If you were a graduate & could train in a technology or Sector – what would you choose?

The hot language right now in the data space is Python. It has been around for a while, but I see it coming up more and more in courses, academical requirements and de facto implementations in businesses. I worked with data for a long time and I am very partial, so much so that I would replay my career the same it panned out, over and over. Data is fascinating. From its capture to its enrichment, the processes, technology and strategy involved in manage it properly have always kept me interested in the subject so much so that I can now call myself an expert in the matter. In terms of industry I don’t think it matters. Everybody is doing it in a form or shape. Maybe I would go for less obvious sectors because I believe there are areas where data can be a huge differentiator. I put it this way, if you want to look after yourself maybe choose banking or finance. If you want to help the world maybe choose charities or humanitarian firms, because I do believe an injection of data in those areas would be important and effectively in turn save more people or help more people.

5. What employers are doing innovative things with Data in the market today?

I start from the obvious, Google, Amazon, Space X and Microsoft. Beside Space X they all have offices in Ireland, and I am sure they are all very appetible to fresh graduates. I believe they are driving the changes we see in what we do on a daily basis and I also believe we have just scratched the surface when it comes to managing and outputting from data. A dark horse in the Irish market is a company called Cognizant, maybe not as prominent compared to EY, PWC and the rest, but I heard of companies really finding their help beneficial when it comes to push revenue or simply reworking a process.

6. What has changed within Data from when you started to 2019?

I have been lucky enough to have seen how data was used across decades. My boss back in the 80s wanted to know what happened, like how many sales we made that month. In the 90s roll ups and segmentations started to become very prominent in terms of data and reports. In the 00s aggregations and forecasting was the topic of the day. In the last decade we entered the realm of prescriptive analytics, what if scenarios and next best actions. Along with these changes I also witnessed the maturity of customer focused analytics where the product became secondary to a user or customer satisfaction, measured like scores, feedback or other means. It has been fascinating to witness this change of fulcrum in a way.

7. How attractive do you think Ireland is for IT personnel from abroad looking for their next challenge?

It would be very attractive if it wasn’t for the chronic absence of accommodation in many Irish cities. We reached a saturation point, Dublin has been bad for probably 5 years now, but other cities like Cork, Limerick and even Galway are starting to pay the price.

Looking to add talent to your team? Send me an email on dobrien@frsrecruitment.com

Seeking a new role in IT? Search our array of vacancies HERE

Emergency Medicine Doctor Job Opportunities in Ireland | FRS Recruitment

Mon, 19 Aug 2019 23:00:00 GMT

Allied Health Jobs Ireland

Thu, 08 Aug 2019 06:29:07 GMT

Are you ready to take up the challenge and get a great rewarding role as an Allied Health Professional? I can help you find the perfect Allied Health opportunity here in Ireland.

We work for you.

My role as Client Relationship Manager at FRS Recruitment is to concentrate on sourcing and recruiting Specialist Radiographers, Cardiac Technicians, Respiratory Technicians, Bio Medical Scientists and Occupational Therapists, on behalf of a variety of acute hospitals and communities around Ireland. I have 15 years experience developing long standing relationships with hiring managers and business managers across Irish & UK hospitals and therefore I am sure to find you the perfect opportunity!

What’s in it for You?

You will receive an honest service, unique to your career goals.
I have helped change lives for many allied health professionals by being on hand to help through every step of the way.
I also help graduates to secure their first job, initially from a University Presentation to CV writing, Interview preparation and guidance.
You will receive my expert advice in selecting the right job, that fits in line with their career goals and values.
I will listen and support you to ensure you take the right next step in your career.
I am dedicated to working with all levels of Allied Health professionals from entry level to senior level AHP professionals.
You will be supported and offered a variety of interviews in some of Ireland’s world class departments, that offer top salaries, state of the art equipment and benefits.

The Allied Health Sector in Ireland

Across Ireland, there is a defined need for Allied Health Professionals to work in some of our state-of-the-art University teaching hospitals and Private Hospitals. These hospitals offer excellent opportunities to work within a multidisciplinary team of dedicated Professionals.

What’s next?

Ready to begin your life changing journey with a dedicated Allied Health expert? Call me today on + 353 0 86 022 7527 or send me an email ccooke@frsrecruitment.com

We work for our clients. | FRS Recruitment

Sun, 26 May 2019 23:00:00 GMT

We have 40 years recruitment experience behind us, our new branding encapsulates our values, the cornerstone of FRS Recruitment, the pillars of what we represent and their importance in how we work.

Integrity – By always doing the right thing for our clients. Giving honest service, getting to know our client’s business, culture and expectations.

Fairness – We strive to practice fairness to our clients, respectful of providing a 1st class service to all our customers.

Flexibility – Our ability to exhibit flexibility when attempting to satisfy our clients needs has led us to forge and develop strong business relationships with our clients over the years.

The new FRS Recruitment tag line sums up how we work with our customers within I.T, Commercial, Healthcare , Manufacturing , Engineering and providing Temporary, Permanent and Contract personnel.

We are made differently and different is awesome.

We work for our clients.

The Growing Construction Industry in Ireland | FRS Recruitment

Thu, 02 May 2019 23:00:00 GMT

€500m data centre in Arklow

€125m Residential Development in Meath

€78m Mixed Use development in Galway

€83m Laboratory Building in Limerick

€55m Housing Development in Kildare

Doctors! Thinking of moving to Ireland? | FRS Recruitment

Fri, 01 Feb 2019 06:41:22 GMT

What Level?

When deciding if you want to start at Consultant level or below, it is helpful to consider the following;

Am I ready to lead a team in Ireland?

Would I be able to answer most of the queries from the junior doctors?

If a patient in my care was critically ill and needed to be transferred, would I understand the structure of the Irish Health Service and what to do?

If you would like advice on what level position to apply for and what type of registration to go for, I am always happy to answer your queries.

When?

What Next?

For more information, tailored advice and assistance with finding your dream job, contact Emma Fenton in FRS Recruitment today or click here

emma@frsrecruitment.com Mobile/Cell Phone: 0860243108 International: +353860243108

100 new jobs created in Tralee Kerry | FRS Recruitment

Mon, 17 Dec 2018 00:00:00 GMT

Today our Senior Manager Derek Perill attended the launch of Central Pharma in Tralee Kerry. The pharmaceutical packaging company have announced that they will be creating over 100 jobs and we are delighted to be partnering with them to support their recruitment.

Central Pharma is a leading provider in packaging and supply chain services for pharmaceutical and nutraceutical companies worldwide. The privately owned UK company said that Ireland offers a stable environment post Brexit and is the first big start up since 2012 for the region.

They will be based at IDA Ireland's newly constructed Advanced Technology Building at the Kerry Business Park in Tralee, which shares a 45-hectare campus with the Institute of Technology Tralee.

The STEM faculty at I.T Tralee was one of the major influences in the company’s decision to locate in Kerry along with the hi-tech manufacturing and office building that was recently created by the IDA.

Minister of State Brendan Griffin TD welcomed the announcement saying it would be a huge boost to the economy of the county.

CEO Martin Shanahan said the jobs announcement proved the value of that investment as a tool to boost employment in the regions.

The President of Tralee Chamber Alliance, Aidan Kelly also welcomed the announcement saying “This is a fantastic Christmas present for the people of Tralee. Central Pharma have identified that Tralee is a suitable location from where they will serve their European customer base, while realising the potential that IT Tralee presents while recruiting their workforce. Tralee is an attractive location and is seen as a place that offers an excellent quality of life to those who live and work here. Tralee Chamber Alliance looks forward to collaborating with Central Pharma over the coming months as they begin to familiarise themselves with all that Kerry’s capital has to offer.”

The management team from Bedford in the UK along with the Mayor of Tralee Norma Foley, Martin Shanahan CEO of IDA Ireland, Ray O Connor Regional manager IDA Cork.

Alwyn Smit CEO and Chairman shaking hands with Derek.

IT Contracting

Fri, 09 Nov 2018 13:02:10 GMT

IT Contracting in Ireland – What, Why, Where, How, and Who?

IT Contracting: What is it? Instead of being a permanent employee, relying on your employer to pay your pension and holidays, IT contracting involves providing your essential services to a company as a freelancer, charging a rate per day or per hour.

Why do people do it? Flexibility. Choice. Variety. Freedom.

Contracting gives you far greater freedom than working in a permanent role. You can pick or choose the types of roles, locations, and length of work assignments. Instead of trying to figure out how to spend 20 days holidays a year, or how to balance work/family life in a traditional manner, contractors can work for as long as they wish, and then take a break for as long as they wish between projects.

As you are charging a day rate, you are self-employed, so you can configure your tax responsibilities in a way that works best for you, and with the rise in demand for key skills, there are far more options to work remotely instead of being stuck in the centre of a big city, spending time in a car/bus commuting for 2-4 hours a day. Depending on specialisations, experience and education and type of role, top contractors can earn anywhere between €400-€1000 per day!

Where? Ireland! The Irish IT contract market is booming! Huge demand for hard to find skills – C#/.Net and Java Development, Dev Ops, IT/Cyber Security, Machine Learning, Solution architecture, Cloud specialists, PM’s, BA’s and all the rest. This is driven by the growth in the economy and the presence of so many of the worlds top IT companies in Ireland – Microsoft, HP, Cisco, IBM, Intel, Facebook, Google (Alphabet) to name but a few, and the growth in other sectors. Life sciences R&D organisations and Financial organisations are also very strong drivers for growth and this brings a rising tide across the sector. Excellent IT jobs are available from Donegal to Clonakilty and all points in between – in case you weren’t keen on Dublin ��

How? Send in a CV! FRS works with a number of providers of services to the IT contracting market, and can facilitate your movement into contracting from fulltime employment as you wish. Trusted partners will happy to explain your options and suggest which ones would suit you best. We have previously been instrumental in helping people relocate from Australia to Ireland and have a track record in this area. FRS Recruitment is unique in being truly country wide and can work with you from any of our many offices – we don’t focus on one part of the country over another. We are hugely experienced in helping people to relocate to Ireland from all over the world, and we would be delighted to work with you too.

GDP growth of 4% is expected for Ireland for 2019, double the growth rate predicted for the EU and the euro area. Inflation in Ireland is expected to reach 1% this year and 1.3% in 2019, below the 1.7% rate forecast for the EU for both 2018 and 2019. (The European Commission's Summer 2018 Interim Economic Forecast, July 2018) If you have been thinking about this move for a while, now is the time to do it!

Who? Together! FRS Recruitment and you can reach the right solution for you. If you are a skilled IT professional in any of the roles outlined above, and interested in contracting, please send your CV at noelle@frsrecruitment.com now! We’d be happy to discuss your options in more detail

FRS Helping Relocate Doctors to Ireland

Thu, 25 Oct 2018 14:51:14 GMT

FRS Healthcare have cemented their position as Ireland’s top healthcare recruitment organisation in 2018! Our Doctors team is unrivaled in our knowledge, skills and ability. Between us, we have over 25 years of experience recruiting Doctors for Hospitals and Healthcare organisations throughout Ireland.

The busiest times for Doctors recruitment are during the hospital changeovers which happen in January and July each year. The July rotation was our busiest recruitment cycle ever and we were proud to help Doctors from all over the world to take up positions in our world class hospitals.

Managed by the Charismatic Donovan Lock, our Specialist Niche Recruiters; Dave Maher, Eithne Vaughan-Witts and Emma Fenton are experts in the processes of registration and relocation of Doctors. Supported by a dedicated Medical Compliance and administration team, we have the answers and advice for all your relocation questions.

This year and every year, we have provided advice on:

Medical Council Registration
Bank Accounts
PPS Numbers
Tax Registration
Schools
Transport
Accommodation – short-term and long-term
Work Permits
Visas

We work closely with all relevant government agencies to ensure we have the most up to date and accurate information to make moving to Ireland as easy as possible.

Preparation is underway to make 2019 our busiest year ever. We are working with hospitals who are look for top talented Doctors with experience in;

Anaesthetics
Emergency Medicine
Internal Medicine
Paediatrics
Obstetrics & Gynaecology
Psychiatry
Orthopaedics

If 2019 is the year for you to progress your career in Medicine, we look forward to partnering with you to make your dreams come true!

doctors@frsrecruitment.com

Cormac Molloy attends the Mental Health & Wellbeing Summit 2018 | FRS Recruitment

Thu, 11 Oct 2018 23:00:00 GMT

Hello all,

For the week that’s in it I thought I’d write a few words on my experience at the Mental Health & Wellbeing Summit 2018 at the Aviva Stadium on Thursday the 12th of October.

First off, I would like to thank Marie Kearns – HR Manager with L&M Keating for the invitation to the event. I thoroughly enjoyed the days guest speakers and workshops which gave me an insight into what is one of the biggest issues in Ireland at the minute.

I don’t think there is a single person in this country who has not been affected by Mental Health & Suicide in some way, be it personally or family or friends.

Obviously, as a keen sports nut, I always love an insight into how any top athlete or sports team operates in the hunt for success. Joe Schmidt (Irish Rugby head coach) was/is as good a man as any to speak on sporting successes in this and for any country for that matter.

His take on practicing purposeful Mindfulness and getting his players to buy into that concept from his days as an English teacher in his native New Zealand, to his current role via France & Leinster is something I will aspire to take into my own day to day routines from now on.

Dr. Eoin Galavan, was another person who, after listening to him speak on research into suicide and suicide prevention, will try to incorporate aspects in my life moving forward.

As we all (or may not) know, men account for almost 80% of suicides recorded in the state annually. Dr. Galavan highlighted a number a stressing facts that, we as a nation actually have the power to change.

From his research, along with countless others pointed out, that the culture for men is to bottle up their emotions and insecurities and can rarely feel that they can ask for help. Any issues that they are dealing with, will be put to one side to carry on working/providing/caring for their loved ones.

But on the other hand, they are more likely to accept help when the offer is there. It seems to be a lot easier to take that helping hand when extended than to actively go out and seek help.

It’s very easy to say so now, typing a few words on a page, but if there is one thing I would hopefully like to practice and not preach, is to speak to my friends and family from time to time and genuinely ask them if they are okay.

Mental Health & Suicide in Ireland can seem like, and is, too much for any one person to fix but what we can do, in time, is change the stigma associated with the illness and change the culture surrounding it so that is even a fraction easier for those in need to speak up.

It’s Okay Not To Be Okay!!!!

Is mise le meas,

Cormac Molloy

Sanita Puspure talks to FRS about her journey to Gold | FRS Recruitment

Thu, 27 Sep 2018 23:00:00 GMT

It was great to welcome Irish 2018 World Champion Rower Sanita Puspure to the FRS Recruitment team day in Portlaoise.

Sanita had facilitated our last team day in Cork as part of the crew class programme where all proceeds raised went towards assisting Sanita in her preparation for the World Championships.

FRS General Manager Colin Donnery interviewed Sanita and we learned about how she overcame huge challenges to become a World champion at the youthful age of 36. The challenges that a mother has to overcome to become the best in the world in her field resonated with our whole team

Sanita talked about the resilience needed to overcome the challenges she encountered

It has been a huge privilege for us to have witnessed Sanita’s journey to Gold.

Creating a healthy work-life balance

Tue, 07 Aug 2018 06:40:27 GMT

Wondering how work-life balance could benefit you? Look no further…

No matter what career you’re in or how many additional commitments you have, creating a healthy balance between work and play is absolutely essential when it comes to leading a happy and productive lifestyle. But it’s not always easy – especially if you have a particularly demanding career.

Your health and wellbeing will improve

Overworking isn’t just putting you at risk of being a ‘very dull boy/girl’ (we’re looking at you, Jack) – it could also be affecting your health.

In fact, if you’re sacrificing too much of your time for the sake of work, it won’t take long to start feeling the consequences – whether it’s through increased stress, constant bouts of illnesses due to a weakened immune system, or non-stop exhaustion.

That doesn’t mean you have to stop working hard though. Many professions require a lot of time and effort, and sometimes large amounts of downtime just isn’t possible if you’re determined to do well. But it’s all about finding that balance.

By recognising your own individual triggers and understanding when you’re overdoing it, you’ll be able to recognise the early warning signs before you start burning out.

How to achieve it : Don’t ignore the signs. Feeling tired? Sleep. Getting ill? Take a sick day. There’s nothing wrong with giving yourself a break. Just make it’s on your terms.

You’ll be more productive

Having a healthy work-life balance isn’t just essential to your well-being – it also boosts your productivity.

From finally getting around to redecorating the house because you switched off your work phone for the weekend, to completing a work task you’ve been stuck on for weeks after being able to go back to it with a fresh mindset – creating a good balance between your work life and your personal life will allow you to be more productive in both areas.

And work-life balance doesn’t always refer to a solid line between work and play.

Whether it’s by working from home, when you need quiet space for a project, or dedicating time to group brainstorm sessions where collaboration is necessary – creating your own balance between team work and head-down work is equally essential to achieve productivity in all aspects of your job.

How to achieve it: Keep your life a balanced amount of work, recreation, and rest in order to stay fully functional. Because too much of anything is never a good idea.

You can actually enjoy work

Always dreading work? Find yourself ‘subconsciously’ setting your alarm on snooze every morning? Don’t know what a weekend is?

If your work days begin with a search for an invisible light at the end of the tunnel, you probably need to give yourself a break. After all, if you don’t remember what home looks like and you haven’t worn anything but your work uniform for the past month – it’s no surprise that you’re feeling slightly delusional.

And, a hatred for your job (or just about anything) is one of the most common signs of a non-existent work-life balance.

But it doesn’t have to be that way. Knowing when to switch off is often the best way to give just the right amount of time to your job, not to mention, allow yourself to actually enjoy the time you’re there.

Because who knows – you might actually start to miss it. Especially once you’ve exhausted the entirety of Netflix’s newly added section.

How to achieve it: If you’re starting to resent your job – ask yourself why. Sometimes all it takes is allowing regular breaks to put things into perspective. And if all else fails, it might be time to find a new position…

You’ll have more ‘you time’

It’s easy to make excuses when you rarely get free time.

And whether your devotion to overtime has meant you still haven’t taken that photography course you’ve been interested in for months, or working weekends has caused you to miss 99% of your yoga classes – you shouldn’t have to sacrifice that much of yourself to do a good job.

After all, work isn’t the only place you can learn and develop – and from quantifying your skillset with a qualification, to learning a new language, taking up a hobby, or even just reading a book – making the most of your time will add some much needed variation – and enjoyment – into your life.

So not only will improving your work-life balance give you more control over what you do, you’ll also be able to use your dedicated ‘you time’ to do things you’ve been putting off for years.

How to achieve it: Don’t sacrifice your free time just to put the extra hours in every single day – especially if it means giving up on your own personal development. There’s a time and a place for everything, and sometimes work isn’t it.

You’ll stop missing out

Those who overwork have one thing in common – and that’s that everything in their lives except work probably isn’t going as well as it could.

Common signs and symptoms include: always being the guy/girl who misses the best social gathering of the week, their anniversary, their child’s first word, or a really funny ‘you just had to be there’ moment – possibly involving their housemate, a dishwasher, and a family sized tub of vanilla yoghurt. But we digress…

Whether it’s by sticking to a nightly dinner with your partner or a weekly film night with your best friend, there’s always time to actually have a life outside of work. And without it, you could be suffering from some serious FOMO.

Remember: achieving a good work-life balance often comes down to your own ability to prioritise according to what’s most important to you.

How to achieve it: Pick your battles wisely when it comes to what you sacrifice for your career. Working extra hard to earn bonus points at work can be a great idea, but your relationships and social life should never be sacrificed as a result.

Selling Yourself: The Power of Positivity

Mon, 08 Jan 2018 14:09:04 GMT

There's a famous quote that I'm sure you'll have heard before. It's attributed to Henry Ford, whether he actually said it or not I'm not sure. It might be like one of those fake Buddha quotes you see posted on Facebook or Instagram. Anyway the quote is:

“Whether you think you can, or you think you can't, either way, you're right.”

What did Mr. Ford mean? Well, it's all in the mind. Your mental approach to what you do is key. How often in sports have we seen great teams go on a winning streak? Or a losing streak? Winning breeds winning and losing breeds losing (as a Derby County supporter I can attest to the latter!) Psychology is key to your success and failure.

We've all had our highs and lows in our careers. We've all been there, trawling the job boards, sending applications out and hearing nothing back. Having interviews, waiting for the phone to ring, expecting that rejection email that never comes. It's easy to disappear into a rabbit hole of woe. It's easy to become disheartened. For some people this can and does snowball, making interviews a traumatic affair and adding to an increased sense that the whole process is a pointless one. I see this both as a recruiter and as a former job hunter.

I genuinely believe that the key to success is to believe. Believe in yourself. Believe you can. Rejection is just a step in the process to your dream job. The people who make it are those that do. As Woody Allen said "99% of success is just showing up". It's amazing how much of a difference a positive outlook can make. The next time you feel like you are stuck in a rut, make a list of all the things you a grateful for. Write them down, look at them. Be grateful for what you have. We are all here for a reason, not to suffer and to face rejection but to be and do what we love. Be positive. Who knows, you might end up founding a car company!

CV vs Resume - What’s the Difference between a Resume and a Curriculum Vitae

Wed, 19 Apr 2017 13:40:26 GMT

Are you one of those who gets confused with resume and curriculum vitae? Well, you are not alone with this issue.

Most of the time, resume and curriculum vitae are being interchanged. But, you can still expect that there are some differences between the two. Although sometimes understanding the difference between resume and curriculum vitae can be a little bit confusing, still, you have to understand that these two are completely different documents. These require different writing styles, format and technique and each has to be intended for specific industry and type of job.

Features of Resume

The resume is best described to be shorter than a curriculum vitae and has more focus on achievements and relevant skills. Generally, the content of a resume need not exceed a single page in length. Also, it will be safer for you if you opt to be conventional if you wanted to get the job.

A resume is generally organised into some significant sections. Also, resume often features boosting language and tend to be more obvious in self-promoting.

Chronological – Commonly, a resume is known to its chronological format
Focused – The content of the resume is well-organized according to the relevance to targeted job position
Functional – The resume is structured based on your qualifications and skills

Features of Curriculum Vitae

A Curriculum Vitae or CV serves to be an account of a person’s entire education as well as employment history. It is also known as the course of life or the record of your working life. CV is more detailed compared to resume which irrelevant elements are excluded. A CV includes everything you have ever done which is listed in a reverse chronological order. Meaning, a curriculum vitae is longer than a resume. However, it is ideal for you make a CV with two pages in length.

Moreover, the information within the Curriculum Vitae is arranged based to the subheadings. This way, it will be easier for the readers to quickly browse and then find the necessary information. Also, a CV is intended to let the prospected employers find out everything about you. It is essential for you to make your CV easy to understand so that the employer can easily decide whether they will give you the job.

The same way to resume, there are some sections for Curriculum Vitae

Objectives or Profile – This include a short statement which is well-tailored to suit the job requirements set by the prospected employer
Qualifications or Education – This section has the list of the courses you had and the institutions you attended. Also, this includes your grades awarded and the dates attended.
Competencies or Skills – You may include here any of your achievements or skills that are all relevant to the job.
Career Summary – The career summary of your CV need to be the most detailed part. Each job needs to have a short skills description that you used and the role of your achievements.

You may be surprised at the differences between a resume and curriculum vitae. But whichever you opt to use, it is important for you to follow the right conventions for you to get your dream job.

Retail Managing Pharmacists, should consider themselves Sales Managers

Fri, 24 Feb 2017 12:52:07 GMT

Prescriptions may be the main reason why customers come into your pharmacy but are you missing out on boosting your retail sales? Prescriptions may also be a pharmacies key revenue source but many pharmacies still don not put enough effort towards boosting non-prescription sales. Here are some ways hiring the right Managing Pharmacist (and all sales staff) can increase sales of Over the Counter products .

Floor Plan:

A good Managing Pharmacist will keep the design plan fresh. Many customers collecting a prescription will head directly to the counter ignoring all the products for sale, on the way. A clued in Pharmacist will Revamp the floor space at least monthly, create displays and move products around. The layout of the pharmacy can impact sales. Pharmacies should learn how to be the most efficient in displaying retail merchandise to create more sales. By placing something different in the middle of a pharmacy aisle, you can distract your customer into stopping before heading straight to the counter.

Stock related products closely:

Pharmacists with a sales hat on will know how products relate to each other can help your pharmacy increase retail sales. For people looking for eye care products, stock vitamins and supplements for eye health close by, boxes of tissues beside products for colds. Display related products next to each other, so your customers can easily find what they are looking for. Place stock in a logical fashion.

Connect with the Customer:

Shoppers value a pharmacist whom they trust to provide credible information and care. The time you take to talk to the customer pays off in the long run. Excellent customer service is the key to increasing your sales. So hire a real people person, a pharmacist who will Listen to the customer and really find out their requirements and then educate them about the pharmacy products. Guide your staff to recognise valued customers and try and greet them by their name or ask questions to show a genuine interest in their well-being. Everyone appreciates the personal touch and remember that many customers are not only looking for a product but a service.

Make product suggestions:

Staff can educate and serve customers by making comments like “Did you know we now stock….”

Be Social:

A pharmacist up to speed on the world of Social media marketing will find low-cost ways, to position your Pharmacy, as the place to shop and buy. Use this to promote certain products or to get involved in local events and develop customer loyalty.

Study Market Research:

Your managing pharmacist should be able to review data from market research to see what over the counter and retail products are in vogue at present. Also look at your sales analysis report and see what products are popular, making these products easier to locate in your pharmacy.

Train the pharmacy staff to upsell:

Training the pharmacy staff to do this will increase the pharmacy sales. Coach the staff to build relationships with the customers and to try and sell that little bit extra. Weekly staff meetings can be beneficial where staff can be informed of new products or what stock needs to be pushed. It may be beneficial to hold in-house competitions based on individual sales, to help sell certain products.

Shop your own Pharmacy:

Sometimes we can become complacent and need to walk the pharmacy with a fresh set of eyes and view it from a customer’s point of view. Are products easily displayed? Is there clearly displayed pricing in place? Are the products that you want to be sold at eye level? Does the pharmacy décor need updating with fresh paint, flooring or lighting? Are the fixtures clean?

By making a few simple changes and viewing your pharmacy through the customers’ eyes, you will not only be providing a better customer experience but you will also see your profits increase.

( Brian Mahon , FRS Recruitment, is a Recruitment Consultant who specialises in recruiting Managing Pharmacists, Supervising Pharmacists, Pharmacists, Pharmacy Technicians, Pharmacy Retail Managers and OTC Staff . Talk to me today on 086 7773856 or 091 760706)

How to identify your work skills

Mon, 10 Oct 2016 14:14:00 GMT

Being able to recognise the skills you have can open you up to more career options. It can also help you work out if you have any knowledge gaps that can be addressed with further training. There are different types of skills: Knowledge-based skills, transferable skills, and interpersonal skills. Most of the times, the skills are not that obvious to recognise. For that, this guide might help you figuring out your work abilities.

Start with the job you currently have

Look at your current job description or previous ones. What are the core competencies for them? Do you think that you excel at this job you have? Or you are having a difficult time?

Interest and Hobbies

Every one of us has interests or hobbies. Whatever they are, we can only achieve through some specific skills. Now identify those talents.

Work Projects

Take a work project you have recently and break it down to elements. Use a recent project in your job that you are a part of and analyse it. Figure out what obstacles you did have to overcome to reach success. After that, think of the actions you took to ensure that your objectives were achieved. Have you succeeded in it? Was it the kind of work project you see yourself be excelling at?

Ask help from someone else

Get a friend or a colleague and ask him of the things that they believe you are good at. Ask them to identify the skills you use to achieve good results in a consistent manner.

Decide on the job you want to do in the future

Since it is your career, think of a job that you want to do. Then, identify the areas that you will have to focus on that job. Will this suit you? So you think that you have enough skill for this job you want to pursue? After this, you can then write your CV.

After this, you can finally identify the core skills that you have. You will also help yourself in identifying knowledge or skills that may have a gap now but can still be addressed. If you can identify them now, then you would have more time to train and improve it. Your skills are essential as they are the one who will help you in figuring out the career that will suit you best and where you are likely to excel. Through identifying them, you are giving yourself a chance to find a job that is made for you.

Tips for the perfect Sales & Marketing CV

Thu, 06 Oct 2016 13:13:44 GMT

Great Sales People make Great Companies

All businesses; product and service providers alike must hire great sales staff if they want to be the best at what they do. Sales people may come with many titles and roles within your organisation, but ultimately they drive the business forward through customer delivery. After the economic downturn in late 2008, it took the domestic market in Ireland a few years to respond but respond it has done.

Lots of client companies we spoke to between 2009 and 2016 had good businesses and products but were nervous about hiring due to the financial conditions of the market. In response, they were forced to cut costs and staff in particular areas. However we quickly noticed a trend, the bravest embraced the new market, worked smart, reduce costs and went after the best sales & marketing talents they could find.

In the boom years, it is hard to find great staff, but now, all of a sudden a large pool of unemployed candidates were for the taking. So some companies with excellent services or products secured great sales people, and in turn, their businesses won bigger market share, outperformed their competitors and became even more significant than ever before.

Fast forward to 2016, sales and marketing vacancies in Ireland are rapidly increasing and the race to secure talent is gaining serious momentum, and now the question is will you source the best sales people to ensure your business thrives?

Tips for the perfect Sales & Marketing CV:

#1: The Perfect Opening;

Your personal details (Name, Address, Phone & Email only) should be followed by your Personal Profile. This is a list of short bullet points showcasing your history, achievements, personality and objectives. The purpose of this profile is to encourage the Hiring Manager to read further along your CV and ultimately decide that you need to be shortlisted! Keep the points snappy, relevant and shout about your successes.

#2: Shout about your achievements & keep them relevant:

Ideally in bullet points, Clearly list your career history (most recent dates first) outlining your core duties, responsibilities and accomplishments making sure that they are aligned to the requirements on the Job Spec. Include stats/data (around targets achieved and exceeded) where possible to demonstrate scale. Don’t leave gaps in the CV and explain all roles that are relevant with some detail. List all academic achievements as Hiring Managers like to see continuous educational development so all in-house courses should be included!

#3: What do you do in your spare time?

Include any hobbies that you have where you can show your natural network, success or contribution e.g. sports, exercise, book clubs. Avoid rehashing the Reading, Walking & Cinema options. It is better not to use this space rather than putting something in for the sake of it.

#4 Spellcheck, Spellcheck, Spellcheck

Don’t have spelling errors in your application, make it clean and sharp. Remember, you are a sales and /or marketing person and how you sell and market yourself comes across on your CV.

Being Green at Work

Fri, 09 Sep 2016 14:19:15 GMT

The severe devastation of the planet cannot be linked to a single event or a particular person but instead has resulted from several decades of neglect and misuse. So the means to fix our world's woes does not lie in the hands of just one man or a particular group or even a nation. It is up to every one of us to contribute in our little way in the expectation that the total of all our initiatives and efforts to protect the Earth will be enough to alter the devastation we have wrought.

Going environmentally friendly is as good for your business as it is for the environment. Practising sound ‘Go Green’ ideas doesn’t necessarily imply lavishing big bucks, the fact is, choosing useful ‘Go Green’ ideas will help you save money. From swapping over to disposable kitchen supplies and turning off lights when not in use, going green could significantly cut down your expenses. Millennials are attracted to companies who are socially conscious and eco-friendly at the office and in business. We’ll discuss some easy ways to be green at work.

Go digital

One of the recommended ways to become more environmentally-friendly in your workplace is to cut down paper waste. Start receiving paperless files or docs by changing from a fax machine to a fax modem. Work with digital forms if possible and whenever possible read your e-mails and documents online instead of printing them out. Have employees take their laptop computers to team meetings to make sure they aren't printing a lot of reports. Also saving files on your computer saves money and space (but you must remember to always backup to an off-site data system to ensure your files are securely saved no matter what happens to your computer). You can also make use of compact flash drives to move and share documents as they are more convenient than CDs and have security features that protect sensitive data.

Read the green print

Any time printing is unavoidable, make use of the draft mode on your printer and choose double-sided printing. You should apply the same rules to your copier as well. Additionally, you can use 100% post-consumer recycled paper. You could also use printgreener.com to avoid printing blank pages.

Green your PC.

It is important that we also focus on making computers more efficient and environmentally friendly. Start by putting computers on standby or hibernate them if they won’t in use for over 10 minutes; switch them off when you're done working for the day. Secondly, if you want to upgrade from old desktop computers, it is advisable to change to a laptop for more efficiency. In addition to being portable, they use 80% less energy. And when upgrading, make the most of the take-back programs. Some manufacturers, such as Sony and Dell, offer excellent recycling options.

Make use of the daylight

Daylight is a great natural resource. But natural lighting is not sufficient sometimes. Hence, energy-efficient light sources like compact fluorescent light bulbs or LEDs should replace incandescent lighting for energy conservation. Always remember to switch off the office lights after the day’s work, or install occupancy sensors/ timers on lights, so they will automatically turn off when no one is in the room.

Use green marketing tools

Showcase your eco-friendly lifestyle in your marketing materials, both internally and externally. Let your suppliers, customers, and workforce see that you are taking active measures to protect and conserve the environment; it will eventually build lasting loyalty and improve your company's image. This can be achieved in a lot of ways, but the easiest is to add an eco-friendly tag line to e-mails that tell the recipient to think green before printing the e-mail.

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