Other members of the prestigious ‘Big Four’ such as Deloitte, have also been careful to not rule out graduates based upon academic results alone. In order to avoid bias, Deloitte has ensured that interviewers do not view details of a candidates’ school or university during the process. Even a Senior VP at Google has been quoted as stating that academic marks should not be of use within the hiring process.

Could this be a wave of the future?

All recruiters have come across applicants that are well-qualified both on paper and in person, yet are lacking in the area of academic credentials. Are we right to discount these employees?

Of course, various factors come into play, such as the industry and type of role, and these should be seriously considered. However, in the ever-changing realm of business, firms must begin to pay attention to research and consider the evidence.

Studies have shown that testing and assessments may be more beneficial to consider as opposed to academic history, although tests are often conducted too late in the process, if even at all.

Implementing assessments early in the process can provide extra insurance against over-embellished CV’s or biased views that may come from a narrow academic focus. Over the last few years we’ve seen an influx in various new assessment tools as well as new assessment providers. The number of companies using psychometric testing has grown at a rate of around 10-15% annually.

Should early assessments fully replace consideration of academic criteria? Not necessarily. But we’d all be wise to consider the benefits of assessments and psychometric testing, and rethink bias related to academia, so as not to lose out on quality candidates that may have been right in front of us after all.

Within our robust recruitment process at Executive Connections we offer a range of psychometric testing on behalf of our clients. Our consultants are trained and able to facilitate the following assessments:

If you are interested in finding out more about any of the above services please contact me, Kelsey Chambliss at Executive Connections on 01-6618740. I can also help if you are looking for a position within the Accountancy and Finance space, or are simply seeking advice. Email me – kelsey@executiveconnections.ie or call the number above.

The post Is Importance of Academic Criteria Dwindling For Employers? appeared first on Executive Connections.

Plan with precision.

Think about the effort that goes into securing a new client for your company.  The same effort and planning needs to be invested when planning your interview process.  Be very clear on what the value proposition of the role and the company is.  When describing the culture of your company use examples to paint a picture for the interviewee.  “We have a work hard play hard culture” is a very common response in interviews but it doesn’t tell the candidate much.  Be clear and give an example of a night out, a charity event the company got involved in or examples of flexible working arrangements across the company.

Know the candidate and their pain point.

The recession is over so candidates can’t be asked to jump through hoops.  It’s important to get the balance right between finding out what the candidate can bring to the role and company while also portraying what is in it for them.  If your organisation is working with a recruitment consultancy, get them to give you a full brief on what is important for this candidate and tailor the interview as a result of this. Make sure to ask the candidate questions around their aspirations and possible concerns, candidates need to know you care.  If they get the fuzzy feeling you are half way there.

Ensure everyone on the panel knows your companies USP.

Share what is unique about your company across the interview panel, especially if there are a number of stages, so there is a new piece of attractive information shared with the candidate at every stage of the process.  Not everyone wants to work in a big multinational with a long list of benefits.  If you are a small company and can’t afford large health or pension contributions, remember you offer other benefits that can attract candidates. Sell other aspects of the business such as employees’ getting the opportunity to work with the key decision makers, having their ideas heard and making their influence felt within the business.

For most candidates flexibility is the number one attractive benefit.  Our latest research has shown the freedom to work away from the office is an important benefit for 69% of employees.  A flexible working week in my experience is more important than a health plan with all the bells and whistles with.  Ask your recruiter what makes your company stand out against the others they are dealing with and include this as an attraction tool.

For more information on forming a winning interview approach for your next hire feel free to contact me, Aisling on 01-6618740 or email aisling@executiveconnections.ie. I am also working on a number of roles in the Sales & Marketing space which you can see here.

The post Forming a winning interview approach for non HR professionals. appeared first on Executive Connections.

Do you have plans to hire in 2017? It’s becoming more and more likely that one of your next hires will be a ‘Millennial’. Born between the early 1980s up to 2000, Millennials or Generation Y’s role in the workplace is a hot topic at the moment as they continue to make up a significant and growing proportion of the working population. According to Time, by 2025, 3 out of every 4 workers globally will be Millennials.

The millennial generation has grown up with modern technology at their fingertips. They adapt quickly, are extremely connected and thrive in highly technical environments. However in recent years there has been mixed opinions on the value millennials can bring to the workplace.

Having been described as lazy, sometimes narcissistic and possessing an overriding sense of entitlement their introduction in to the workplace was not always greeted with kindness. While their generation behaves differently and is changing the workplace as we know it, we believe there are distinct positives when it comes to hiring millennials.

Possessing an abundance of skills, which if nurtured correctly, your organisation can become a more innovative and productive place with their input. In fact companies are adapting already in order to attract Millennials who they perceive to be flexible, ambitious and who use technology with ease. Even more so when the talent has been attracted, the drive to engage and retain employees becomes the next challenge.

From interacting with this generation on a regular basis over the last couple of years helping them achieve their career goals, I have gained a number of insights as to their personalities, how they view the workplace and their expectations from it.

What can they bring to your organisation?

1. They are Tech Savvy. This generation has grown up with modern technology at their fingertips.  They adapt quickly and thrive in highly technical environments.  At any instant they are connecting with others via social media. Whether it is Facebook, Instagram, Snapchat or E-mail they are constantly connected, well versed in the latest trends, and are always ready to immerse themselves in the next big thing.

2. They are Self-Motivated, with a strong desire to progress in their career and prove themselves. They love learning new things and are ambitious when making career choices and planning their career route. Their career oriented nature is a driving force and they always want to progress to the next level.

3. Their Innovative nature is one which will have a major positive effect on your organisation. Constant improvement is a must for Millennials and they are always looking for ways to do things more efficiently. Asking “how we can do better?” and developing new ways to overcome problems and obstacles are beneficial to any business and this is where millennials excel.

4. Millennials Value Feedback and when compared with other generations they thrive on it. Communication is key and frequent one to one meetings and reviews with their manager to have a constant measure of their performance is central to their expectations. Whether feedback provided is encouraging or constructive it can be beneficial to your organisation as their desire to develop is overwhelming.

5. The Bigger Picture is important. A strong and worthwhile company culture, transparency and feeling valued are vital to Millennials. A clear organisational structure where input is welcomed at all levels and they are sure of the goals that need to be achieved. They are very strong team players particularly when the overall end result is common and work well with others when focused on the end result.

They are not as private as other generations in relation to sharing information which is a positive in the workplace as they work well in collaborative environments and thrive in sharing information with colleagues and being seen as an expert in this area. This desired quality should be nurtured and used to full advantage within teams to increase knowledge for all members.

6. Their ability to Adapt to Change far exceeds the generations that precede them. Market demands, new technology, new team members and changes to organisational structure are of much smaller significance to millennials than older employees and they are able to deal with them at ease in comparison.

What can you do to attract them?

The ability to identify these skills and in turn attract millennials to your organisation will be of great benefit when hiring staff from this generation. Many identify the need to speak to millennials in a particular way as a key inclusion when developing an attraction strategy.

Can you provide the following to your employees?

• Autonomous working environment
• A sense of purpose
• Collaborative work environment
• Problem Solving
• Freedom to make choice and have impact.
• Clear opportunity for progression
• Sense of involvement
• Responsibility
• Leadership
• Technology that enhances work
• Flexible work schedules
• Work/life balance
• Career advice from managers
• Mentors over managers

When defining roles, developing teams, speaking to potential employees as well as advertising on relevant platforms use language and content that appeals directly to them needs to be taken in to consideration in order to spark an interest. Potential employees will glean a lot of information from your recruitment strategy so be sure you are using it to your optimum to introduce the best talent to your organisation – Millennial or otherwise!

For more information on any of the points raised in the above post please do not hesitate to contact me, Aimee Kelly, Manager | Accountancy & Finance.  For career opportunities, view the roles I am currently working on here or call me on 01-6618740.

The post 6 things you need to know when attracting Millennials appeared first on Executive Connections.

Why the sudden surge?

Open your Twitter feed, a news site or listen to a jobs announcement and Fintech is guaranteed to be mentioned in some form. Fintech – or financial technology almost feels like a natural progression, given the success of the already thriving Irish Financial Services and Technology sectors. These two successful industries have now collided, merging to create new companies, products, ways of doing business and endless opportunities.

The industry has been described as booming with the government supporting Fintech strongly in its IFS 2020 (A Strategy for Ireland’s International Financial Services Sector 2015-2020). The Irish Venture Capital Association reports investment of €520 billion in Fintech start-ups in 2015, making it a record year for investment.

As more innovative Fintech start-ups start to pop up throughout the city and those already established continue to scale, Dublin has an excellent opportunity to cash in on this growth. Many of our clients, established financial institutions also see Fintech as their next opportunity. These global Financial Services providers are seeking competitive advantage by adopting Fintech services for their clients. In an effort not to be left behind, they are investing heavily in technology, creating new products, services and in turn career opportunities for talented individuals.

An increasing volume of Fintech companies means increasing numbers of people working within the sector. The number of Fintech career opportunities are growing at a rapid rate due to a couple of key factors:

• The start-up scene is full of hungry entrepreneurs ready to make their mark.
• A commitment from the Irish government to provide funding and pump investment into the sector shows that they recognise the potential to boost Ireland’s reputation as an internationally recognised Fintech hub.
• Both the large global and indigenous financial institutions are tracking both the opportunity and challenge provided by Fintech companies. The international trend has seen increased M&A activity as they seek to acquire competence in this sector and/or set up innovation labs internally in an effort to launch their own Fintech services & platforms independently or in collaboration with partners.

Hiring Trends

Our list of Fintech clients is beginning to grow and as we speak to more and more candidates whose aim it is to enter the Fintech space, here are our insights as to what it takes to be successful in the area.

What are Fintech employers looking for?

• Of course it goes without saying that to enter this exciting industry employers will be looking for top talent. Those who challenge the norm and are ready to make a lasting impact on the development of the industry in Ireland will be of main interest to employers.
• Those who are visionary in their work and excited to be a part of the evolution of Fintech will also be attractive to employers.
• Many Fintech companies are scaling rapidly, and with no solid structural environment in these start-ups someone who can work without ambiguity will thrive in this sector. It is likely that project scope will change, with changing priorities and objectives being the norm. Employers are seeking candidates that can adapt in these situations, adjusting to inevitable changes in this fast paced environment.
• As it is a relatively new space, finding large amounts of people with extensive Fintech experience may not be a reality. Therefore those who can display a broad level of knowledge in the area are more likely to be hired. Furthermore those who demonstrate a passion for Fintech and are ambitious will have a distinct advantage in securing employment.
• When it comes to education and skills, candidates are required to be highly technical. In reality many of the start-ups are tech companies moving into the financial services space. Employees will need to be methodical and analytical in their work, almost scientific in their approach such is the complexity of the sector.

With an effect on Banking, Asset Management, Payments, Insurance, Trading and more, we are excited to see how the industry matures and are delighted to be directly involved, working with the best talent Dublin and beyond has to offer.

Are you ready for a career move in to a brand new and exciting industry? Is Fintech where you see your career soaring to the next level? If yes, we would love to hear from you. Call Aisling on 01-6618740 or see more of our Fintech roles here.

The post What does it take to build a successful Fintech career? appeared first on Executive Connections.

Recently, some of the Executive Connections team went along to Adventure Rooms Dublin organised by our Sports & Social Committee.  The visit came after multiple recommendations from friends that this wasn’t just a “team building” activity, it had the potential to become a new hobby.  With no idea what to expect and no hints we went along to see what it was all about.  Trivia, thinking out loud and talking things out, we quickly got down to business when locked in a room with only one instruction – GET OUT.

We believe we are a great team here at Executive Connections and this was displayed within the rooms as we navigated our way through them.  Afterwards, those of our colleagues who couldn’t attend wanted to know what it was all about…  How did we perform?  Who was the best?  Did a natural leader step up?

Since then, I have thought about how we display the traits used within the rooms on a somewhat lesser scale every day.  Teamwork in a work setting is integral and so the list below features four top ways to guarantee your team’s approach is seamless.

    1. Communication is vital

Without communication a team is destined to fail. When faced with the challenge of escaping, if we did not have the necessary communication skills we would probably be still in there!  We quickly became aware of where individual’s strengths lay depending on the task we were working on.  We were able to crack codes and solve problems by voicing opinions out loud.  With a number of opinions in the mix we often found ourselves having moments of realisation as a group progressing quickly on to the next task collectively.  Encouraging this kind of open dialogue in work can yield brilliant results, giving employees a real sense of empowerment, particularly when it comes to solving problems all the while strengthening the team’s bond and leading to great outcomes.

    2. Assign tasks in a clear manner

Ultimately a team will have one end goal but it is a number of small tasks that will lead to the desired result.  Each team member needs to be aware of the specific role they play on the path to achieving the end goal. Team leaders need to be specific when delegating responsibilities.  Tasks should be specific with those responsible 100% sure of what is expected of them, both in quality of work and the time in which it should be completed.  Not only is it important for team members to be aware of their own tasks but ensuring the whole team is aware of other member’s roles will lead to a more cohesive team.

    3. Build a team with a positive dynamic

For a team to be highly successful, the dynamic needs to be a positive one.  Hire team members who you can guarantee are a good cultural fit and will complement the skills of those who already work there.  Encourage openness, honesty and creativity.  Team meetings should be an open forum for ideas, with members being aware that their suggestions are valued and considered.  Ensure teams know that all concepts are welcome and create an environment where it is better to voice an eccentric idea rather than withholding it.

    4. Monitor and evaluate team performance

Placing emphasis on team performance can create a healthy work environment.  It should be included in everyone’s job description and also closely monitored by management.  We also recommend evaluating teamwork regularly, both the team as a whole and the individual’s role within the team. Include it in performance reviews and always look for ways to improve it.  By evaluating teamwork, it shows employees how valued it is and also how vital it is to the company’s success. Rewarding great teamwork is also a simple way to further encourage it.  Team lunches, financial incentives or even just public acknowledgement within the company of a job well done exhibits its importance.

Do you have any more suggestions or tips for creating a great team? Let us know by tweeting us over on Twitter.

The post How important is teamwork to your business? appeared first on Executive Connections.

By developing a clear recruitment strategy, small firms can future-proof their businesses and stay ahead of the competition, according to Hilarie Geary, managing director of Executive Connections, which is celebrating 25 in businesses this year.

“Small businesses need to develop more strategic recruitment and attraction strategies. A smaller company offers many benefits and these should be highlighted,” said Geary.

“Free of corporate infrastructure, small firms can often offer a more flexible working environment where employees are given greater freedom to initiate projects, develop and lead product and service innovation and work closely with the senior team.”

“This can potentially fast-track their careers, free from the limitations of having to follow a structured hierarchy”

She said that small businesses could implement a strong recruitment strategy that was also cost effective. “Even if your intention is not to hire immediately, develop a recruitment plan. Use your figures for projected growth to estimate your required headcount to effectively meet business requirements as they evolve” she said.

“Use the right channel to attract the right candidate. Word of mouth recommendations are cost free and can yield astonishing results. You can also leverage social media and recruit through your social networking strategy.”

“Remember to post job openings in special interest groups on LinkedIn and Facebook and other social media platforms”

Geary said that networking through local business organisations and professional bodies could also help to support word of mouth recommendations.

“Analyse the metrics from your last campaign, and be sure not to repeat a strategy if it didn’t yield the desired result. Build evaluation into your strategy and you will see over time the improvement and increased efficiencies in your recruitment process,” she said.

“Hire for behaviour and train for skills. You cannot change a person’s attitude towards their approach to work, but you can change and develop their skills.”

Geary said that recruitment should be a continuous process and form long term marketing strategy. “Becoming an employer of choice takes time so aim to build on reputation, brand and capability. Take the long term view and use part of your marketing budget to build your employer brand” she said.

“Prepare your existing people for change within the business, especially as you plan for the new growth in headcount. Engage your employees throughout the recruitment process. It is important to be as honest as possible throughout. Pitch expectations at a realistic level, and don’t sugarcoat a job description.”

If you require any advice on devising a recruitment strategy please get in contact with us on 01-6618740.

The post Futureproof your company with a recruitment strategy appeared first on Executive Connections.

April 8th marks Workplace Wellbeing Day 2016. The concept is now celebrating its second year which focuses on improving physical activity and nutrition in the workplace which should be front of mind for all employers in ensuring a happier and more productive workplace.

As people are spending an increasing amount of time at work, it’s very important for employers to ensure that this does not have a negative effect on employee wellbeing.  According to research commissioned by the Nutrition and Health Foundation (NHF), organisers of Workplace Wellbeing Day state that only one in three employees take the recommended level of exercise for a healthy lifestyle each week. Three in ten employees undertake no physical exercise during work time with only a quarter (27%) describing themselves as fairly or very physically active.

In line with these results and Workplace Wellbeing Day, Executive Connections have compiled the following list of ways to promote wellness in the workplace.

Encourage Exercise

Whether it’s a quick walk at lunchtime or a gym session on the way to work or on your way home, exercise is a proven way to boost people’s mood.  Endorphins released during exercise mean happier employees, hence more companies making an effort to create a healthy social environment.  It is also really beneficial to participate in events that involve exercise, not only from a wellbeing point of view but also from a team building perspective.  It is an excellent vehicle to meet new people and get fit and healthy at the same time.

Don’t Work Through Lunch

For many, working through lunch is the norm but getting away from your desk can actually leads to increased productivity and is the perfect opportunity to clear your head.  Even a ten minute walk and some fresh air is very beneficial.

Your Health is Your Wealth

Many companies offer contributions towards health care and insurance which is of great value to the employees.  Companies that are aware of the need to play a part in keeping their employees healthy gain a lot of loyalty from employees and even small initiatives such as covering costs for the flu jab or gym memberships are of great value to both the employee and the company.

Provide the Right Fuel

Convenience is key to most people and it is often easiest to pick up the quicker option rather than the healthiest. Ditch the chocolate run in the office and provide fruit and healthy snacks for employees.  Promoting health at all levels can contribute greatly to employee wellness.

Be Mindful of Mental Health

It is important to create a culture where people know they can open up.  Today, more and more people suffer with mental health and very often shy away from sharing it with others.  Encourage employees to watch out for one another.  If an employee is acting differently be aware there may be an underlying reason. Creating an environment where employees know they can share their problems without being judged can provide an enormous amount of reassurance to a valuable employees.

Keep an eye on our Facebook, Twitter and LinkedIn profiles as we will be bringing you lots of tips to promote wellness in work over the coming days.  For more information on Employee Wellbeing Day click here.

The post Our top 5 tips for promoting employee wellbeing at work appeared first on Executive Connections.

While the first few weeks in January are often when we see an increase in the number of candidates applying for jobs, this week we are asking the question – why wait? The next few weeks are the perfect opportunity to get a head start before the January rush. After a successful year for the economy, we are still full steam ahead for December working with both clients and candidates.

For candidates, December may be the perfect time to get ahead of the pack by getting to know the market more.  It may be the case that your workload lightens in the lead up to Christmas making it the perfect opportunity to meet a recruiter, scout the jobs market, tweak your CV and get some great recruitment advice.  By connecting with us now, you are building a relationship with your dedicated consultant who will be working with you proactively to resource the perfect job for you in early 2016.

From a client perspective, registering a vacancy now means attracting strong candidates before your competitors even go to market.  It is unlikely to have someone begin working in the lead up to Christmas at this late stage but even scheduling interviews and identifying candidates who have potential to work well in the role means you can hit the ground running in January.   Don’t forget we are meeting with candidates returning home for the Christmas period many of whom plan to stay in Ireland and are eager to find employment.  Most of these people have specialist skills in their area of specialism and can bring some valuable experience to your company.

Engage with us today if you want to get ahead of the pack. We are actively working on live roles and 2016 looks set to be another competitive year with more vacancies announced daily. Call us now on 01-6618740 to speak with a consultant dedicated to your industry and we’ll do everything we can to aid your job search.

Don’t worry you will still have plenty of time to join in the festivities!

The post Stay ahead of the competition during the festive season appeared first on Executive Connections.

Findings from our recent survey show that 73 per cent plan to hire for short-term, temporary and interim roles in the next six months.  This compares to 35 per cent for the same period last year – more than double in 12 months.  As the economy continues to improve, organisations are increasingly turning to contract workers to fill a skills gap internally or because a permanent hire isn’t necessary. The roles coming on stream are many and varied. Currently, the most in-demand professionals are business analysts, project managers, finance professionals, senior marketing staff and specialist banking professionals within the regulatory, compliance and risk space.  Contractors with specific skills and previous experience in these areas are proving the ideal option for short-term regulatory projects.

When there’s an urgent need for staff, contract hires can be a cost-effective way to get people, who can hit the ground running, on board quickly.  There is no need for training as many are highly qualified and skilled in their field of expertise, with the majority possessing previous contract experience.  Some are “serial contractors”, choosing contract-only work, instead of permanent employment.  Having developed specialist skills in a particular industry, through a variety of companies and projects, they need little workplace adaptation – if any.

Try before you buy

Others remain more flexible about their career options, and use contract work to get a feel for a job or company.  Employers get the opportunity to trial people, who may be ideal for a role that may become permanent.  The “try before you buy” mentality sits comfortably with many of our customers and, in fact, they rate this as one of biggest advantages of hiring contract staff.  Hiring contract workers is also useful for hiring managers who don’t have the budget to increase permanent headcount towards the end of the financial year.  The fact that a company can invoice contract staff as a service, rather than headcount, is attractive to many companies.

Due to the volume of work available for contractors many are registering as a limited company, meaning they manage all their personal tax and holidays.  The flexibility of contract work means companies can tailor their staffing needs depending on seasonal requirements and live projects.  Our survey found that contract staff are being hired for short periods, to work on specific projects, and for longer-term contracts of up to two years, depending on the company’s requirement.

So, what are the drawbacks? Even though contractors are not strictly employees, it is important that they feel included in the business.  Managers should treat contractors as they would any other staff member. Include them in internal communications, for example, and invite them to company social events.  As with any employee, they will want to feel that they are a valued part of the business, and this will have a knock-on effect on productivity and helps maintain a good atmosphere.

Going down the contractor route is sometimes deemed expensive. However, it is important to bear in mind that contractors are usually exceptional employees with skills and experience that can be put to good use, making significant changes that can improve a business quickly.  Combine this with the various savings, made in the form of employer PRSI, benefits like pensions or health insurance, sick or holiday pay, and hiring a contractor can start to make sense.

This article was featured in the Sunday Business Post. Aimee Kelly is Principal Accountancy and Finance recruitment consultant with Executive Connections. Should you require advice on employing contract staff, or using contract staff to further your career call us now on 01-6618740 for a confidential discussion or email aimee@executiveconnections.ie

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