Employers Insights Archives - Life Science & Engineering Recruitment Specialists in Ireland

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        How Do Recruitment Agencies Work? – Why Use One?

        Recruitment agencies serve both employers and job seekers.
        Recruitment agencies serve both employers and job seekers.

        What is a Recruitment Agency?

        You’ve used many job boards and had some success. But it can be tough to find the right person for the job. You might want to consider using a recruitment agency to help you with finding the perfect candidate for your role. Essentially recruitment agencies are businesses that connect employers with candidates for vacant jobs. They often advertise positions on jobs boards, their website and LinkedIn,

        More importantly recruitment agencies use their CRM of candidates and network of talent within their specialisms.  The better recruitment agencies also map out a target market and head hunt.

        How Do Recruitment Agencies Operate?

        Recruitment agencies serve both clients and job seekers. When employers approach recruitment agencies with open positions they want filled, agencies will represent that employer and agree on a customised recruitment strategy.

        Many recruiters will already know candidates and potentially have a ‘pool’ of pre screened candidates per location and industry, so the turnaround time can be very quick (but not always as some roles are exceptionally difficult to fill and will take time)

        The “finder’s fee,” is often a percentage of the successful candidate’s salary. It is paid by the client if the agency’s candidate is hired. Fees differ amongst recruiting agencies and may change due to additional circumstances.

        For instance, some rates might be lower when there is a large volume, and the fee is assured. On the other hand, for a candidate who is difficult to locate, certain fees may be more than typical, for example Executive Search.  It’s all down to the time needed to fill a role.

        Why You Should Use a Recruitment Agency? (Employers Prospective)

        Recruitment agencies help find and place qualified candidates
        Recruitment agencies help find and place qualified candidates

        There are several reasons why hiring a recruitment agency might make sense for you. First, they will help you find qualified candidates who meet your needs. Second, they can save you money by finding candidates that fit your budget, where as with direct recruitment companies often have very limited options and take the first ‘half decent’ candidate that comes along.  

        Third, they can help you with expert advice, when hiring and advice on your internal recruitment processes to ensure you land the ideal employee.  Finally, they can help you avoid some common mistakes when hiring new employees.

        You have a business to run after all. People that use recruitment agencies are generally running a larger business than those who don’t and they have a number of important tasks to complete on a daily basis. Using a recruitment agency for your job search is one of the best things you can do, to save time

        The reach of one company will be considerably outweighed by the network that agencies have. It also implies that, depending on the position, if you need to fill a position quickly, excellent recruiting agencies should be able to provide you with a solid shortlist in as little as five days (depending on the role). As a result, replacing departing personnel will be less expensive.

        Why You Should Use a Recruitment Agency? (Jobseekers Prospective)

        Recruitment agencies have access to information to help jobseekers land their dream job
        Recruitment agencies have access to information to help job seekers land their dream job

        Many people wonder about the use of working with a recruitment firm when they can just hunt for employment on their own. Agencies, for instance, have access to, and information about the local employment scene, employers to work for (and some to avoid) salary info, insights to culture and hiring managers styles and so on, giving you a competitive and informed edge over other jobseekers

        At STEM Recruitment Partners, we frequently place people in jobs with organisations they might have never heard of before, but they are so pleased because these companies end up being an amazing match for they are looking for. On the other hand, it may also be the ideal strategy to enter those renowned yet challenging to approach businesses.

        Also, a skilled recruitment consultant will have insider knowledge about the business, its culture, its plans, and even the hiring manager’s personality. Candidates can ask questions that they wouldn’t dare to ask the actual employer because an agency acts as an additional barrier between them and the organization. 

        A good recruiter will prepare you for interview, giving you a much higher chance of landing the ideal job and the SERVCIE IS 100% FREE to jobseekers.

        The Recruitment Agencies Customer.

        The recruitment agencies customer is both employers and jobseekers. Recruitment agencies cannot succeed without either one or the other.
        The recruitment agencies customer is both employers and jobseekers. Recruitment agencies cannot succeed without either one or the other.

        Because of the nature of recruitment agencies, we work for both jobseekers and clients. We are sincerely working for both, because recruitment agencies cannot succeed without either one or the other.

        There is a crucial distinction, though, that is sometimes overlooked. The charge is covered by the employers. Employers pay for the pleasure of receiving a top-quality applicant, while candidates receive a free service from recruiting agencies. As a result, it is critical that agencies put out a lot of effort to identify the ideal candidate for their clients.

        That is not to imply that consultants do not care about their candidates. Quite the opposite as a well-matched individual who is content in their new position, will have a better relationship with the consultant, earn a better commission, and satisfy the client.

        Our Solutions

        STEM Recruitment Partners specialises in the placement of candidates from Science, Technology, Engineering & Mathematics backgrounds into Manufacturing, Life Science, Supply Chain & Engineering Businesses nationwide.

        Our leading engineering and life science recruitment agency have offices based in Limerick & Cork, and we have excellent job openings all over Ireland. Check out some of our roles in our job portal.

        Reach out to the team in STEM Recruitment Partners for the best advice and support in building your engineering career,  contact us today www.stemrp.ie

        Our goal is to become Ireland’s No.1 Recruitment Agency Specialising in the following areas

        • Executive Search Recruitment
        • Manufacturing and Engineering Recruitment
        • Medical Device Recruitment
        • Engineering to Senior Management Recruitment
        • Construction Engineering Recruitment
        • Supply Chain Recruitment
        • Life Science Recruitment


        The Recruitment Process 3 Easy Proven Ways to Shorten It

        Shorten your engineering recruitment process in 3 steps
        Shorten your recruitment process in 3 steps

        The best way to lose out on top Life science, manufacturing, engineering & leadership talent is through a long recruitment process. If your recruitment process is longer than 40 days, then something needs to change. Your competitors aren’t taking this long to pull the trigger, and neither should you.

        It can be difficult to reduce the steps involved in your recruitment process. A certain “way of doing things” might have worked in the past when it was an employer’s market but that is no longer the case. Employees hold the cards now and acting fast on the right engineering personnel is crucial to growing your business.

        However, during the interview stage, hiring managers must adhere to several policies and procedures, which frequently causes the process to drag on longer than it needs to. With the ball in the court of the jobseeker, if your business takes too long to make a great offer. the likelihood that you will lose top talent to your competition increases.

        A recent study showed that nearly 50% of respondents admitted to turning down a job offer as a result of the hiring process took too long. This also shows candidates that the hiring company is not fully sure about the applicant thus causing them to withdraw from the process themselves.

        Below are three top tips to attract the right engineer for the role you are trying to fill.

        1. Rewrite your Job Description & Ads
        2. Be Realistic and Focus on Skills
        3. Invest in Quality Software

        1. Rewrite your Job Descriptions To Shorten Your Recruitment Process.

        Rewrite your job descriptions to attract top engineering talent
        Rewrite your job descriptions to attract top engineering talent

        Writing a job description might feel easy, but hiring managers struggle with it more frequently than you think. If you want to get a candidate’s attention when drafting a job description, there are a few best practices you should stick to

        1. Talk about the company culture and office workplace environment. What distinguishes your company from every other one that your ideal prospect is currently interviewing with?
        2. Utilize all that is available in both the online and offline worlds. Do not post it on just one online job board and hope that the ideal applicant will emerge from the sea of applications. For instance, you may request referrals from your staff and offer them rewards for recommending qualified people.
        3. Use your network. Let your network know that you are hiring for a specific role by using LinkedIn, events, etc. Post it on all your social media accounts.
        4. Partner with a recruiter. It’s our responsibility as a recruitment agency to quickly identify the ideal individual for your business. To be able to do that, we have established extensive networks of highly skilled professionals across all areas of expertise such as mechanical engineering, manufacturing engineering, life science, supply chain, and senior executive positions. To learn more about our hiring process, get in touch with us today.

        A job description is not a job advertisement. An internal job description outlines the duties the chosen individual would be expected to perform.

        The job advertisement is external and is intended to “sell” the opening by emphasizing the role’s desirable outcomes for candidates. In addition to encouraging talented people to apply, a well-written job posting will help you create your company’s brand and a solid talent pool of prospects.

        2. Be Realistic and Focus on Skills During The Recruitment Process

        Focus on the candidates skills to ensure you're getting the right hire
        Focus on the candidates skills to ensure you’re getting the right hire

        We see businesses searching for that unicorn candidate all too frequently. There will be one contender who has everything. 20 years of expertise, a postgraduate degree in a highly specialized field, applicable certificates from the sector, and work history in your industry

        When searching for the ideal individual, use caution because they frequently don’t exist and, even if they did, many of your needs can scare them away. When creating your job description, have that in mind as well.

        Consider that if someone has talent, you may develop them to become even more qualified for the job. According to our research, it’s essential to provide opportunities for growth and training as well as to ensure that employees are using their skills.

        Instead, of focusing on degrees, emphasize talents. You may access a far larger talent pool and increase diversity and retention by hiring based on skills.

        You are passing up on a far larger, more diverse talent pool if you continue to analyse CV’s and people based on whether they have a degree or attended a reputable university or college rather than concentrating on their skill sets.

        3. Invest in Software For Your Recruitment Process

        Invest in Software to speed up your recruitment process
        Invest in Software to speed up your recruitment process

        After properly posting and promoting your job description, you will begin to receive a large number of applicants. That is fantastic, but it can also be difficult to coordinate and manage.

        ATS, or applicant tracking systems, are excellent tools. Many different applicant tracking systems are available today, however, the capabilities that the majority of ATS have can assist you to speed up your hiring process are listed below:

        1. Career Page Hosting
        2. Sharing job descriptions
        3. Receiving and managing applications
        4. Storing CVs
        5. Scheduling Interviews
        6. Onboarding Programs

        Our Solutions

        At STEM Recruitment Partners we specialise in Life Science & Engineering Recruitment. Our team has extensive experience (67 years combined) in recruiting in the Irish Market. Reach out to the team here in STEM Recruitment Partners for the best advice and support in building your engineering teams contact us today.

        Smart & Simple Interview Questions To Ask Employers, When being Interviewed

        Asking questions during your engineering interview is always a good idea.
        Asking questions during your engineering interview is always a good idea.

        You have a job interview that is soon approaching. In this guide we discuss the interview questions to ask the engineering organisation at the end of an interview.

        Why Ask Interview Questions, During Your Interview?

        Here at STEM Recruitment Partners, we always recommend candidates to ask questions during the interview and at the end of an interview when invited by the interviewing panel to do so.

        According to indeed asking questions will give you a better understanding of whether the position is the right fit for you. It also shows the interviewer that you have a genuine interest in the position.

        Job interviews are not only for the hiring company to ensure that the candidate is a fit for their company and team. They are also an opportunity for engineering jobseekers to evaluate potential employers. The ideal outcome would be for both parties to leave the process feeling that the candidate, the position, and the business are a good fit.

        Additionally, well-chosen interview questions can make the applicant stand out from the competition. The appropriate questions show you were engaged and attentive in the conversation and that you have interest in the position. Moreover, it can be a chance for you to demonstrate any other information you may have. You might cite current news items or business statements/reports for example.

        Do Your Research On Interview Questions.

        It can be difficult to think of appropriate questions on the spot, so as part of your interview preparation, you should come up with a list of potential questions. Your questions should demonstrate your level of knowledge and should not be ones that can be quickly resolved by visiting the business’ website. When coming up with questions, you should consult the following resources:

        1. Begin by reading the job description. Check to see if any important details are missing or if the interviewer needs to expound on anything.
        2. Search the company’s website and social media to learn more about it.
        3. Google News the business name to find out more.
        4. Use Google Trends to see what’s trending in the industry of your potential employer
        5. Look at the interviewers’ LinkedIn profiles.
        Have your questions ready to go before the interview
        Have your questions ready to go before the interview

        How Many Interview Questions Should You Ask?

        A minimum of four or five questions should be prepared for the interview in advance. This guarantees that you have follow-up questions even if one or two of yours were addressed during the interview.

        What Interview Questions to Avoid.

        1. Asking queries that are primarily about what the organization can do for you should be avoided.
        2. Don’t inquire about pay or annual leave, your recruitment agency should have briefed you I advance
        3. Don’t ask yes/no questions. Ask questions that are genuinely open-ended instead.
        4. Do not ask questions that anyone could find the answers to just taking a short look over the business website.
        5. Never ask a question that has already been addressed in the interview because it indicates that you were not fully present in the conversation.

        Some Great Interview Questions to Ask an Employer

        Questions About Your Potential new Job

        1. Could you tell me more about the day-to-day responsibilities of this role?
        2. What is the company’s strategic plan for the next year, and how will it impact this role?
        3. What do you think is the most important indicator of success in this role?
        4. Can you tell me more about the team I would be working with (if I successfully secured the role)?
        5. What does success look like?
        6. If I were taken on for this role, what would you want me to achieve in my first few months?
        7. Are there mechanisms in place for performance reviews?
        8. Is this a new position?
        Ask your interviewer great questions
        Ask your interviewer great questions

        Interview Questions About The Company

        1. What qualities and attributes make for a successful employee in the company?
        2. How would you describe the management style here?
        3. How would you describe the company culture?
        4. How would you describe the work/life balance here?
        5. What are the company’s goals for the year?
        6. Are there opportunities for professional development?
        7. What is the greatest challenge currently facing the company?
        8. Is there anything that we haven’t discussed that you think is important for me to know about working here?
        9. What are the company’s values?

        Interview Questions To ask The Hiring Manager

        1. What do you enjoy about working here?
        2. Where do you see the company in the next five years?

        Next Steps

        1. Could you tell me the timeline for making a decision and when you think I can expect to hear from you?
        2. Do you need any further information from me to help you make your decision?
        3. If I am successful today, what do the next steps look like?

        Our Solutions

        At STEM Recruitment Partners we specialise in Life Science & Engineering Recruitment. Our team have extensive experience (67 years combined) recruiting in the Irish Market. Reach out to the team here in STEM Recruitment Partners for the best advice and support in building your engineering teams contact us today

        Recruiting Engineering Staff Best Practices- Our 5 Tips

        Top tips for recruiting engineering staff
        Top tips for recruiting engineering staff

        In the past ten years, technology and compliance, have significantly changed the recruitment process. Additionally, skilled candidates’ desire for change is being further fuelled by the uncertainties brought on by recent events. Such as the Covid 19 pandemic, Brexit and the current inflation crisis. Economists are calling this the great resignation. People are taking stock of their life, and leaving their current positions for better roles that suit their lifestyle needs. All this added together has made the process for recruiting engineering staff difficult.

        According to Engineers Ireland, 79% of engineering firms in Ireland planned to grow in 2021–2022. Here at STEM Recruitment Partners, we agree with these numbers based on job orders from our clientele; there hasn’t been a slowdown quite the opposite!

        However, one of the biggest barriers companies report when scaling their business is finding and recruiting suitable qualified engineers. Ranging from Graduate to Senior Engineering management level. According to Ibec, there is evidence of a skills gap with 83% of engineering organisations experiencing a shortage of critical skills.

        Recruiting Engineering Staff How to Hire the Best Engineers: 5 Steps

        Build An Employer Brand

        The main focus of branding is how you present your business to prospective employees. Branding encompasses every touchpoint across all channels that a potential candidate may come into contact with. Not just a logo, colour scheme, or even a website. Your brand image is communicated by the deliberate self-promotional tactics you use, such as press releases and digital campaigns. The uncontrollable external conversation, like the reviews and criticism you encounter on indeed or Glass Door and how you handle it.

        Building an employer brand is an essential component to recruiting engineering staff
        Building an employer brand is an essential component to hiring the best engineers

        Companies will need to make a strong argument for why prospects should work for them in 2022 when recruiting for available positions. Building your employer brand entails communicating your philosophies and beliefs in a consistent, sincere manner. While also adjusting your message to meet the preferences and requirements of each type of applicant you hope to attract.

        When looking to add millennials and Generation Z to your organisation what they value are social gatherings and nights out as business perks, they place a higher value on autonomy, the chance to be creative, and the ability to enjoy what they do.

        Organizations that value employees as unique individuals with wants and needs, actively support diversity and inclusion, and have open and transparent processes appeal to younger prospects. Determine how your business fits into the contemporary working environment when recruiting engineering staff. Highlight the positive elements that go with it, and make sure these elements are successfully communicated.

        Employers can enhance their brand perception by prominently highlighting employee case studies and benefits in recruiting ads. By focusing on each prospective audience segment on the channels where they are most likely to be found.

        For instance, do your prospects participate in particular social media platforms, read particular trade journals or publications related to their business. Do they belong to particular networking organizations, or attend particular tradeshows or events?

        Asking current employees for their opinions on the company’s culture and workplace dynamics can give managers insight into the perceptions that prospective employees may have of the company and suggest improvements that could be made to the employer brand.

        Engage With Diverse Talent Pools When Recruiting Engineering Staff

        Women make up only 12% of the engineering and life science work force in Ireland  one of the lowest in Europe and according to the Higher Education of Ireland only 23% of graduates from an engineering major are female. In comparison with India one in three engineering students are women.

        According to a recent McKinsey study, businesses with high ratings for ethnic diversity outperform their competitors financially by 35%, while businesses with high ratings for gender diversity outperform them by 15%.

        Businesses with high ratings for ethnic and gender diversity outperform their competitors financially when recruiting engineering staff
        Businesses with high ratings for ethnic and gender diversity outperform their competitors financially

        Companies that are inclusive and diverse are more successful at attracting and retaining talent from a variety of backgrounds, and they are better able to comprehend and engage their global client base.

        Engineering enterprises must find methods to diversify for the sector to innovate, expand, and succeed in the future. A good place to start is by encouraging more young people from varied backgrounds to pursue careers in engineering.

        Invest in Apprenticeships When Recruiting Engineering Staff

        A growing number of students are choosing to be an apprentice after graduation because of rising education costs and increased competition in the labour market. Engineering is a particularly appropriate career choice because trainees can pick up practical knowledge and methods while working and can later specialize in particular fields after earning their degrees.

        Potential engineers can be trained to the employer’s standards and have their talents exactly polished to the goals and objectives of the firm by participating in apprenticeships at the start of their careers.

        Apprenticeships are essential for discovering the next generation of engineers as well as keeping them to continue adding value to the company’s operations for years to come. Investing in employee training and development has overwhelmingly strong correlations with worker retention.

        Apprenticeships are essential for discovering the next generation of engineers
        Apprenticeships are essential for discovering the next generation of engineers

        Businesses might collaborate with nearby universities and schools to hire apprentices as early as possible. To increase awareness of the amazing variety of Engineering occupations that are accessible but that are typically not promoted in the educational system.

        it is best to get in touch with young people before they even start to think about career options, ideally before the Leaving Cert cycle. Campaigns to recruit apprentices in schools could be coordinated with occasions in the outside world, such as International Women in Engineering Day, or Science Week to increase support from educational institutions and reach a wider range of young people.

        Widen The Search to Include Other Sectors

        The majority of technical career paths involve transferable skills that can be used in other industries that are similar. For instance, aircraft mechanics can upgrade their skills to become proficient in building wind turbines.

        The majority of technical career paths involve transferable skills that can be used in other industries
        The majority of technical career paths involve transferable skills that can be used in other industries

        Highly skilled engineers will enjoy the same benefits across the technical sectors of aerospace, aviation, motorsport, automotive, and marine, including flexible working and shift patterns, the chance to travel, and career advancement. Thanks to online aviation training programs and government investments in the sector, it may be easier to pick up new skills and get certified.

        Work with a Specialist Recruitment Company

        Working with a recruitment firm that specializes in your sector can give you insight into the preferences, requirements, and circumstances of the talent you’re trying to acquire. Specialist recruitment consultants can help develop a vision of what would truly entice competent applicants into the organization. They can also develop a custom strategy to reach talent pools at different career stages.

        Our Solutions

        At STEM Recruitment Partners we specialise in Life Science & Engineering Recruitment. Our team have extensive experience (67 years combined) recruiting in the Irish Market. Reach out to the team here in STEM Recruitment Partners for the best advice and support in building your engineering teams contact us today.

        The Importance of an Onboarding Process For Your New Engineering Hires – 4 Step Process

        Having an onboarding plan is crucial to your employer brand
        Having an onboarding plan is crucial to your employer brand

        After all the hard work is done to get an offer accepted by your next great hire, its vital to have a good onboarding process which is proven to improve retention records in the early stages.

        We are in a phase where its currently a candidate driven market and competition for engineers, such as process engineers, R&D Engineers, electrical engineers and manufacturing engineers are hard fought for. According to a recent report by Solas found that 46% of science, engineering and tech companies surveyed in Ireland struggled to fill engineer based roles, so loosing a hard to find employee early on can be a disaster.

        The onboarding process is your opportunity to make another first impression after the interview and a chance to set the foundations for the rest of your new star hire’s experience with your company. Once the onboarding phase is completed your new engineering talent should have an in depth understanding of the organization’s culture and values.

        Simple steps for the Onboarding Process.

        Phase 1: Pre-Onboarding Process

        The onboarding process can be broken down into four phases. The first phase is pre-on-boarding and should begin as soon as a verbal agreement of a job offer is accepted. Getting your onboarding preparation right is crucial as at this time as your candidates are most uncertain of what lies ahead.

        Small miscommunications or a misunderstanding can make candidates doubt their decision to move into the engineering role and join the company. However, get this right early on in the onboarding stage and your candidates will start to feel excited about joining your company and contributing to the team.

        Regular communication about any updates that are going on in within the firm will help the new engineering hire left feeling energised about starting the engineer job. During pre-onboarding the help, the new hire complete all the necessary paperwork such as contracts and payroll details.

        Getting your onboarding preparation right is crucial as at this time as your candidates are most uncertain of what lies ahead.
        Getting your onboarding preparation right is crucial as at this time as your candidates are most uncertain of what lies ahead.

        Make sure to give the new starter time to finish up with their previous employer and finish exit tasks. If they are relocating to take up the new role check in with them to see if they need help finding accommodation.

        A good idea is to send some content around the company in terms of the culture of the organisation what the building looks like inside and out and what their first day and week will look like.

        Phase 2: Welcoming phase

        The next phase is to welcome your new starter to the organisation and team. Providing an orientation will help new hires adapt to their new environment. Providing the new hire with a clear picture of the company will allow them to gain an understanding of how the company’s teams operate on an everyday basis.

        The majority of new hires will be eager to prove themselves and will want to get started as soon as possible, for this reason it is recommended that the welcoming phase is kept to no longer than a week.

        Their first day should be kept as simple as possible. Their orientation phase will help them gain an insight into the company’s culture and show them how work practices are aligned with the culture of the firm.  Housekeeping items such as annual leave, attendance and HR policies should be discussed at this stage.

        The orientation phase is an opportunity to show them eateries, parking spots, printing equipment and medical facilities etc. Introduction to their new work colleagues and other stake holders is part of the induction phase.

        The welcoming phase incorporates the small mundane things that could get overlooked but it’s an important step to ensure your new hire settles in well.

        Phase 3: Role Specific Training

        This phase is one of the most important phases of onboarding and can be linked back to how successful your new hires will be in their engineering jobs. Your new hires may not know what it takes to thrive without formal training.

        Dissatisfaction and frustration can develop can be a direct result of no training or poor training which in turn can lead to high turnover rates. According to Lorman

        • Nearly 59% of employees claim they had no workplace training and that most of their skills were self-taught.
        • 74% of workers are willing to learn new skills or re-train in order to remain employable.
        • 87% of millennials believe learning and development in the workplace is important.

        However, if a well drafted training plan is in place will help new starters feel welcome and shows that the company cares about their progress and development. Employees should not feel overwhelmed by the training in place.

        Everybody learns differently and at different paces, provide different types of learning techniques such as blended learning and self-paced learning. All learning materials should be stored in readily available access point such as an intranet or other cloud storage solution.

        Phase 4: Transition to their new role.

        Your new hire is ready to leave the nest and get stuck into their new engineering job. The last phase is designed to set your new hires for success by setting out clear expectations for their new team members.

        Set SMART goals for new starters which will help them visualise what success looks like. After six weeks a performance review is recommended so you can recognise their efforts while also providing feedback to help improve performance.

        Onboarding ensures your new engineering star hire fits your team
        Onboarding ensures your new engineering star hire fits your team

        Onboarding ensures your new engineering star hire fits your team. The process helps your new team member understand the company’s values, culture, and work. It improves employee retention and also your employer brand.

        Our Solutions

        STEM Recruitment Partners specialises in the placement of candidates from Science, Technology, Engineering & Mathematics backgrounds into Manufacturing, Life Science, Supply Chain & Engineering Businesses nationwide.

        Our leading engineering recruitment agency is based in Limerick & Cork, and we have excellent engineering, jobs in Ireland. Check out some of our roles in our job portal.

        Reach out to the team in STEM Recruitment Partners for the best advice and support in building your engineering career,  contact us today www.stemrp.ie

        Is a recession coming soon and how will this affect employment in Ireland?

        Recession is unlikely  according to Gabriel Makhlouf the Central Bank Governor
        Recession is unlikely according to Gabriel Makhlouf the Central Bank Governor

        In a word “unlikely”, that’s according to Gabriel Makhlouf the Central Bank Governor. As fears around a recession grow due to global economic factors such as the war in Ukraine, inflation, and rising interest rates. The Central Bank Governor believes that its “unlikely” that Ireland will enter into a recession when responding to a reporter on the risk of the State falling into recession, as he presented the bank’s semi-annual Financial Stability Review (FSR).

        At the Financial Stability Review (FSR) the Central Banks director of economics and statistics Mark Cassidy weighed in on the conversation stating that “it’d take quite a significant further negative shock” to force the Irish economy to contract even as the outlook has weakened.

        Their comments come as reassurance as the memory of the last recession of 2008 is still fresh especially to those in the construction industry. However, the reassuring comments of Mark Cassidy the Central Banks director of economics and statistics and Gabriel Makhlouf the Central Bank Governor come from reading into statistics and facts.

        Here are some of the facts and statistics why we believe that there won’t be a recession in 2022 or 2023.

        ‘Full’ Employment

        In 2022 Irelands unemployment rate is at 4.7% which is where the country was in 2019 and at the start of 2020. This means as a nation Ireland is close to full employment. The last time Ireland’s unemployment rate fell below 4.7% was in November 2006.

        Last month the CSO published figures that showed the number of people in employment is at 2.5 million. According to CSO Ireland has reached record levels of people in employment and has pushed “well beyond” the levels before the onset of the Covid-19 crisis.

        Jobs Market

        The website Indeed.com, carries more jobs than any other jobs website in Ireland.  One statistic that really jumps out at us is that there were 57% more jobs on the platform in May of this year compared to that of February 2020 (pre Covid-19)

        Forecasted Growth

        At the start of the year the economy had a strong start to 2022. There is no doubt that the war in Ukraine has had an impact on our growth, so the Central Bank of Ireland has amended the country’s growth expectations.  As a result, modified domestic demand growth has been revised down to 4.8% in 2022, 4.3% in 2023 and 3.9% in 2024. These are still strong growth projections and a long way off from recessionary projectons.

        The Central Bank of Ireland forecasted exports to grow by 8.0% in 2022, 6.2% in 2023 and 6.0% in 2024. It is predicted that people will continue to spend as consumption is forecast to grow by 7.4% this year, slowing to 4.7% and 3.9% in 2023 and 2024.

        The inflation rate is high at the moment as it is expected to average 6.5% this year, with wholesale energy prices the primary factor driving inflation at present. However, it is forecasted that inflation will slow to 2.8% in 2023 and 2.1% in 2024, however this is highly dependent on the fallout from the war in Ukraine.

        Recession in 2023 unlikely but not impossible

        In a worst-case scenario Ireland enters into a recession, our economic growth slows down along with our jobs market and spending slows down also. However, Ireland is far better equipped to deal with a recession than in 2008, here are some of the differences

        The banks are heavily funded, no more 100% mortgages, a property crash like 2008 is highly unlikely as banks are well financed and demand is through the roof. Our government will continue to invest in the construction industry with multi-billion euro plans to improve Ireland’s housing system and deliver more homes of all types for people with different housing needs. To deliver this plan the government will be relying on construction engineers, site managers and trades people, even if we do dip into recession.

        Data Centres Evolution

        Construction of data centres in Ireland makes sense as Ireland has the appropriate climate and technical capabilities to create and manage them
        Construction of data centres in Ireland makes sense as Ireland has the appropriate climate and technical capabilities to create and manage them

        In 2019 it was reported that €4.5 billion will be invested in the creation of thirty four new data centres by 2025. According to Niall Molloy, CEO of Echelon

        ““Data centres are essential infrastructure – now, post-pandemic, more than ever. If we are to continue to benefit from low-cost, reliable and time-saving tech such as Zoom and Teams, if we’re to enjoy the speed of 5G, if we are to stream on demand and if we are to look forward to the future of AI and the IoT, then increasing data centre capacity is a given.”

        Echelon is an Irish owned data centre infrastructure developer who recently received €855m in funding to complete four Irish data centres.

        Renewable Industries

         The demand for renewable energy will soar.
        The demand for renewable energy will soar.

        With a huge number of sanctions imposed on Russia (one of the largest oils suppliers in the world) the demand for renewable energy will soar. However, infrastructure for renewable energy such as wind, hydro and solar are not fully utilised in this country and presents a huge opportunity to develop this even further.

        Ireland’s Climate Action Plan has ambitions to generate significant renewable energy production from wind resources in the coming years. A major focus of the plan will be to decarbonise the electricity system to 80% by 2030.

        Ireland has also signed Climate Action and Low Carbon Development Act 2021 meaning Ireland is now on a legally binding path to net-zero emissions no later than 2050. It also means that more funding, resources, and jobs will be committed to this area as Ireland needs to reduce emissions by 51% by 2030.

        Pharma & Medical Device Production

        According to atradius Ireland stands out as the strongest performing market in the industry. It’s a relatively small country but accounts for more than 5% of global pharmaceuticals production. It surged to 25% growth in 2021 and will benefit from ongoing vaccine production demands.

        This growth is expected to continue and the same can be said about the medical device industry as global annual sales forecast to rise over 5% by 2030 and reach US$800 billion according to KPMG . Ireland hosts significant players in this industry that supports many jobs, and this will come as welcome news to those in the industry.

        What does this mean for Ireland’s STEM professionals?

        If an “unlikely” recession happens engineers and scientists in manufacturing, construction, pharmaceuticals, and medical devices have some of the most secure professions in Ireland.

        Engineers are in high demand right now and they will be in more of a demand in the coming years as government construction projects need to be completed, data centres need to be completed also. The demand for renewable infrastructure is growing at unprecedented levels and pharma and medical device production is growing at a rapid pace.

        With this in mind we hope that we have put your mind at ease as there is a lot of commentary about a looming recession from “celebrity” economists. The fact is recession and economic booms are part of a developed economies economic cycle.

        An economist stating that there is going to be a recession is similar to a weatherman stating that it’s going to rain. It will rain and recessions do happen however neither the weatherman nor the economists can tell you when it will happen with 100% degree of certainty.

        Our Services

        If you’re anxious about moving roles because of speculation about the economy or after reading this article you are energised and optimistic about your future career, get in touch with on of our team here in STEMRP.ie

        Recruitment Challenges Facing the Engineering Sector

        Recruitment in engineering is thriving at this moment in time. Jobseekers can almost pick and and choose where they can work. The economy is thriving right now, as a nation we are at full employment, however there is other economic factors in play in 2022.

        These include rising rate of inflation, the rising cost of fuel due to the war in Ukraine and fears of a looming recession which we may not see for many years. How does this impact on the current challenges facing the engineering sector?

        Find out below.

        How To Attract the Best Engineering Talent

        How to attract the best Engineering Talent in today’s highly competitive market
        Attracting top engineering talent is becoming more difficult

        How to attract the best Engineering Talent in today’s highly competitive market

        Every organisation is feeling it, finding talented engineers in Ireland, such as Quality Engineers Mechanical Engineers, R&D Engineers and Electrical Engineers has never been more difficult. During the pandemic it was expected we would be entering into a recession, luckily this hasn’t been the case.  Instead hiring requirements have gone through the roof across most manufacturing and engineering businesses in Ireland.

        Our clients across Manufacturing, Engineering, Construction and Life Sciences such as Medical Device companies are reporting major difficulties attracting engineering job seekers.  We believe this is the most competitive market for engineering professionals Ireland has ever experienced. 

        In 2021 79% of engineering companies in Ireland were planning to scale across 2021/2022 according to Engineers Ireland. At STEM Recruitment Partners we can validate these figures as all our client base have kept us busy finding key talent, there has been no slow down, quite the opposite!

        Engineers including electrical engineers, process engineers and manufacturing engineers are more difficult to find
        79% of engineering companies in Ireland were planning to scale across 2021/2022

        Below we have some tips on how to attract the best engineers in this competitive marketplace.

        1. Show your potential new engineers the big problem they are going to solve.

        Many people like a challenge and this is especially the case for engineers. Show your potential new hires the story of your organisation and the challenges the company plans to take on. Show how they can make a difference and demonstrate how this will impact the community.

        2. Start or reignite an employee ‘Referral Programme’.

        Companies with a referral programme find candidates who’ve been referred are more likely to accept a job offer. This can be from 2.6% to 6.6% according to Glassdoor.  Also, employee referrals account for 10% of reported job interviews. Engineers hired from referral programmes tend to stay longer as they know what to expect from the organisation in terms of culture.

        3. Bulk Up Your Benefits

        If your company are on a pay rise ban, it can be difficult to attract top talent. This is where you will have to think outside the box. Post pandemic we know that demand for remote or hybrid working models are six times higher according to the Irish Examiner

        Remote or hybrid working options is now a ‘’must’’ to include your benefits package. Pension schemes, performance bonuses are standard. Utilizing a ‘’promise to stay bonus’’ Travel or leisure benefits or guaranteed career progression scheme could be a way to attract top performing talent.

        4. Asking your job seeking Engineers what they really want?

        Increased salary and bonuses might not always be a huge influencing factor in getting the new employee / engineer you deserve. Simply asking potential hires what it would take to move you from your current company, could be enough to getting that new hire.

        5. Your Company Is a Wise Move?

        You need to sell your company as a wise career move for potential hires. Your company is a place where employees / engineers can grow and develop their career, skillset, and experience. If potential hires see this, it can build your company’s brand as a place to grow, develop and in time make the recruitment process more effective

        Attracting new talent comes down to having a specific plan in place, being genuine, honest, authentic, and respecting the role of job seeking engineers.

        For more information on how STEM RP can help you find top talent click here

        COVID’s impact on STEM Job opportunities

        The STEM industry has sailed very well throughout the coronavirus outbreak. While the economic consequences of COVID-19 and the supply chain disruptions have touched every industry, STEM (Science, Technology, Engineering, and Mathematics) careers and employers in the areas of science and engineering have remained robust throughout the pandemic. There are more job vacancies across engineering, pharmaceutical, medical device, supply chain, and technology employers than pre-pandemic levels (which were already high) with no shortage of career opportunities in the short to medium term and likely well into the future. It’s a great time to be involved in STEM industries

        Both in Ireland and in international western markets, salaries are increasing above the rate of inflation. Year on year ‘STEM’salary growth has been recorded across Ireland, the UK, EU, and the US, whilst salaries in other sectors across Ireland and most of Europe have remained below current inflation rates. Furthermore, people working in the STEM industry have a generally positive outlook: most respondents are content with their positions and hopeful for the coming year.

        It’s no surprise that COVID-19 was cited as the top issue to impact career prospects and salaries in a poll of 2,400 respondents (Ireland/UK/Europe) across all industries. With lockdowns and other restrictive measures have had a significant detrimental impact on the overall productivity of countries, survey respondents’ with STEM backgrounds expected more jobs to become available and further pay increases in 2022

        Impact of COVID-19 on Job security

        COVID-19 also appears to have altered people’s perceptions of job security. 33% of the 2020 survey respondents (data taken before the pandemic) planned to change careers. However, this year, 41% said COVID-19 had influenced their decision to look for a new job (a sizeable increase of 8%), while 25% thought changing roles was not the best option during the pandemic.

        Impact of COVID-19 on STEM Students

        Following the emergence of the COVID-19 pandemic, STEM students’ internships were abruptly cancelled, and their academic endeavours were significantly interrupted. Many graduates were pursuing a STEM degree or profession or had landed internships and summer employment in STEM industries and their internships were canceled. Career prospects looked at risk in early to the middle of 2020 but once Ireland came out of lockdown 1.0, students adopted remote learning, and those with life science and engineering degrees once again were in high demand. Big Pharma, ICT, Construction, Civil Engineering, Manufacturing, and Supply Chain companies are all competing across Ireland for real STEM Talent.

        The Future

        It’s difficult to predict future events. Fortunately, Covid’s impact on the STEM sector was met with resilience and adaptability to rapid changes. Those in STEM careers are the Scientists, Engineers, and Innovators that will continue to tackle this pandemic and other future global challenges. In short, it’s a great time to build a career in the STEM Industry.

        The Benefits of Having a Diverse Workforce

        STEM Recruitment Partners believe in making workforces more inclusive and diverse. An organisation can become more inclusive by understanding the benefits of a diverse organisation, actively pursuing workplace diversity and then creating an accepting culture. Having a diverse workforce means it is comprised of employees of varying abilities, education, languages, sexual orientation, cultural background, ethnicity, race, religion, age, and gender.

        Why Workplace Diversity Is Crucial For Ireland And Its Economy?

        Science, Technology, Engineering, and Mathematics based fields like life sciences and Engineering dominate the overall economy of Ireland. Foreign Direct Investment (FDI) is one of the backbones of the Irish economy that creates several thousand STEM-related jobs in the country. Many of the world’s largest medical device, pharmaceutical, and technology companies are based right here, in Ireland. Billions of euros are being invested in Ireland annually by said multinationals and with that comes competition to build high-performing teams.

        Due to the high volume of STEM related roles being created right now, there is a big talent shortage in engineering, life sciences, supply chain, ICT and skilled manufacturing roles. There is high demand for employees from Technician and Engineer level up to Senior Management and Executive level and the current talent shortage is jeopardizing FDI and future progress. Adopting workplace diversity can act as a potential solution for the talent shortage. For instance, women working in STEM-related jobs currently account for only a minor share of the overall STEM jobs in the country. Hence, organisations in Ireland, specifically those related to STEM, can hire a diverse workforce to mitigate the talent shortage. A diverse workforce can also provide several other benefits, some discussed below.

        • Higher Productivity

        An inclusive and diverse workforce can positively impact the satisfaction levels of employees, which improves their performance and engagement.

        • More Innovation

        An environment of productivity and innovation can be fostered when individuals from different attributes, skillsets, and talents work together.

        • Increased Creativity

        A diverse workforce can help an organization expand its talent pool and access new information and ideas. 

        • Higher Financial Returns

        Companies moving towards workplace diversity can statistically achieve a higher financial return over other companies owing to higher productivity. Multinationals by nature have a diverse workforce and are reliant on diverse thinking to grow further into new territories, therefore the biggest companies in the world (most successful) alreadty have diverse global workforces. So when it comes to hiring in each individual country, why not continue to embrace candidates from other cultures and backgrounds??  after all, it’s part of what makes a major MNC so successful.

        • Superior Team Communication And Dynamics

        A team of individuals of different backgrounds as stated is often more creative and if nurtured can be far more dynamic as different skill sets and ways to approach a problem are explored and often yield the best solutions. If all of your staff are much the same (clones) where will original thought, idea challenging, and new approaches come from??

        • Attracting The Top Talent

        Millennials are expected to account for a major share of the global workforce in the next few years. Thus, organisations have to adopt the values preferred by millennials, such as collaboration, diversity, and technology. Thus, organisations can attract and retain the best talent by adopting workplace diversity. Future employees will not be interested in working with organisations that exclude people for being differnt.

        • Better Reputation

        Organisations promoting workplace diversity are viewed as socially responsible, eventually creating a better reputation among their customers. Moreover, workplace diversity can help Irish organisations to remain in touch with their different clients.

        • Boosting In Employee Retention Rates

        Workplace diversity helps boost employee retention. The organisation becomes more accommodative of many individual perspectives and characteristics. Thus, employees feel valued and accepted in such organisations. Hence can be significant for Irish companies.

        • Higher Employee Engagement

        In STEM-based sectors, a diverse workplace greatly enhances employee engagement. Teams will engage more while working in an inclusive environment. 

        • Improved Decision Making

         A direct correlation is there between decision-making and workplace diversity. Diverse teams have outperformed individual decision-makers. Ideas are challenged more and new ways to solve issues are explored.

        • Faster Problem Solving

        Organisations with a diverse workforce can solve different issues faster than other organisations. Employees from various backgrounds have multiple views and experiences, thus bringing different solutions, leading to faster problem-solving.

        Here in Ireland, STEM Recruitment Partners will be glad to assist organisations intending to achieve workforce diversity.

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