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

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        Never Hired a Contractor Before. Here Is Why Hiring a Contractor Is Hugely Beneficial

         

        In today’s fast-paced business landscape, the strategic utilization of contractors has emerged as a dynamic solution, propelling companies toward enhanced efficiency, flexibility, and success. At STEM Recruitment Partners, we recognize the transformative power that hiring contractors can wield, allowing organizations to adapt, evolve, and thrive amidst changing market conditions. In this post we discuss why hiring a contractor can help you.

        Embracing Agile Workforce Dynamics

        Contractors offer a unique avenue for businesses to swiftly respond to market demands and opportunities. Unlike traditional permanent employees, contractors bring an innate agility to the workforce. They can be seamlessly integrated into projects as needed, ensuring that your team is perfectly aligned with the ebb and flow of business operations.

        Unlocking Specialized Expertise

        In the contemporary business realm, specialization is often the key to gaining a competitive edge. Hiring contractors enables you to tap into a vast pool of specialized skills and expertise that might not be readily available within your core team. These experts bring with them a wealth of knowledge and experience, enriching your projects with innovative ideas and refined techniques.

        Navigating Cost-Efficiency

        Strategic financial management is at the heart of any thriving enterprise. Engaging contractors empowers you to navigate the fine balance between operational excellence and cost optimization. By hiring contractors, you gain the advantage of a variable cost structure – you pay for services rendered, without the additional overhead expenses associated with full-time employment.

        Fostering Scalability and Growth

        The journey to expansion is marked by unpredictable twists and turns. Contract workers provide a scalable solution that can be swiftly adjusted to match the pace of growth. Whether you’re launching a new project, entering a new market, or experiencing a sudden surge in demand, contractors ensure that your workforce is agile and adaptable.

        Enhancing Project Management

        Effective project management is a cornerstone of success. Contractors seamlessly integrate into project teams, infusing their skills and energy to drive projects forward. Their focused contributions often lead to enhanced project execution, meeting deadlines with precision and elevating the overall quality of outcomes.

        Harnessing the Power of Flexibility

        Modern business landscapes are characterized by rapid changes and evolving priorities. Contractors offer a flexible staffing solution that enables you to swiftly align your workforce with shifting business needs. This adaptability ensures that you maintain a competitive advantage in an ever-changing market environment.

        Creating Synergies within Diversity

        Contractors bring a diverse range of experiences and perspectives to your organization. Their unique backgrounds can foster a culture of innovation and creativity, propelling your company toward novel solutions and cutting-edge ideas.

        The Path Forward

        At STEM Recruitment Partners, we understand the strategic significance of incorporating contractors into your workforce. Their seamless integration, specialized expertise, and adaptable nature collectively empower your organization to excel in a competitive landscape. Embrace the advantages of hiring contractors and position your company for sustainable success.

        In conclusion, the advantages of hiring a contractor are undeniable. From fostering agility and scalability to harnessing specialized expertise, contractors offer a multi-faceted approach to optimizing your business operations. At STEM Recruitment Partners, we stand ready to guide you on this transformative journey toward workforce excellence. Experience the power of contractors and propel your company toward unrivalled success.

        To learn more about how our contractor services can elevate your business, visit our Contractor Solutions page today.

        What we can do for you

        If you need professional guidance on hiring a contractor get in touch with us.

        STEM Recruitment Partners specialises in the placement of Contractors 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.

        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
        • Contractor Solutions – Talent as a Service

        Reach out to our Head of Contractor Solutions, Cormac Malone, for more information on our Talent as a Service Contractor Solutions.

        Cormac Malone

        cormac@stemrp.ie 

        or send your CV to info@stemrp.ie

         

        Embracing the Future of Work: The Rise of Contractors in the Workplace

        In today’s rapidly evolving business landscape, the traditional concept of employment is undergoing a significant transformation. As companies strive to stay agile, competitive, and innovative, they are increasingly turning to a more flexible workforce, embracing the rise of contractors in the workplace. In this article, we delve into the benefits, challenges, and future implications of this emerging trend, shedding light on why contractors are becoming a driving force in the modern business world.

        Understanding the Contractor Phenomenon

        What are Contractors?

        Contractors, also known as freelancers, or independent consultants, are individuals who provide services to businesses on a project-by-project basis. Unlike full-time employees, contractors are not tied to a long-term employment contract and are engaged to complete specific tasks or projects within a defined period.

        The Surge in Contractor Popularity

        The increasing popularity of contractors can be attributed to several factors. For businesses, hiring contractors offers greater flexibility in managing workloads, as they can scale their workforce up or down based on demand. Moreover, engaging contractors can often be more cost-effective than hiring full-time employees, as businesses save on employee benefits, taxes, and overhead expenses.

        Advantages of Hiring Contractors in the Workplace

        Expertise and Specialization

        One of the most significant advantages of hiring contractors is gaining access to specialized skills and expertise. Contractors often have a wealth of experience in their respective fields, having worked on various projects with different clients. This diverse background enables them to offer unique insights and solutions to business challenges.

        Flexibility and Agility

        In a dynamic business environment, adaptability is crucial. Contractors provide businesses with the agility to respond swiftly to changing market conditions and project requirements. As businesses can onboard contractors quickly, they can expedite their operations and seize new opportunities without delay.

        Cost Savings

        For many companies, cost savings are a compelling reason to opt for contractors. Hiring full-time employees entails significant expenses, including salaries, benefits, training, and infrastructure costs. On the other hand, contractors are typically responsible for their own taxes, insurance, and equipment, reducing financial burdens on the hiring company.

        Reduced Administrative Burden

        The administrative workload associated with managing full-time employees can be substantial. Payroll, benefits administration, and compliance with employment regulations require time and resources. Hiring contractors alleviates much of this burden, allowing businesses to focus on their core operations.

        Challenges and Mitigating Strategies

        Lack of Long-Term Commitment

        A common concern with hiring contractors is the lack of long-term commitment. As contractors are not permanent employees, some companies worry about continuity and building lasting relationships. To mitigate this, businesses can foster strong partnerships with reliable contractors, ensuring they are available for future projects and collaborations.

        Integration with Company Culture

        Integrating contractors into the company’s culture and values can be a challenge. To overcome this, companies can incorporate contractors into team-building activities, virtual meetings, and internal communications, creating a sense of belonging and purpose.

        Knowledge Transfer and Intellectual Property

        As contractors work on diverse projects, there might be concerns about knowledge transfer and the protection of intellectual property. Clear contracts outlining confidentiality and ownership rights can address these issues effectively, which is what we take care of.

        Remote & Hybrid working Contractors

        COVID accelerated the need for remote working with more and more companies having adopted a remote/hybrid working policy. However, some companies are still quite strict on their onsite working policy. Adopting and embracing a hybrid/remote working policy can attract more skilled contractors to fulfil your skills shortages.

        The Future of Work: Embracing a Hybrid Model

        As the trend of hiring contractors continues to gain momentum, the future of work seems to be embracing a hybrid model. Companies will likely adopt a blend of full-time employees and contractors to optimize efficiency, innovation, and cost-effectiveness.

        Conclusion

        The rise of contractors in the workplace represents a paradigm shift in how businesses structure their workforce. The benefits of hiring contractors, including access to specialized skills, flexibility, cost savings, and reduced administrative burden, make them an attractive option for companies looking to thrive in the modern business landscape. Embracing a hybrid workforce model that combines full-time employees with contractors offers the best of both worlds, fostering innovation, adaptability, and sustainable growth. As the future of work continues to evolve, embracing the contractor phenomenon will undoubtedly play a pivotal role in shaping the success of businesses across various industries.

        What we can do for you

        If you need professional guidance on your future career prospects get in touch with us.

        STEM Recruitment Partners specialises in the placement of Contractors 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.

        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
        • Talent As a Service

        Reach out to our Head of Contractor Solutions, Cormac Malone, for more information on our Talent as a Service solutions.

        Cormac Malone

        cormac@stemrp.ie

        or send your CV to info@stemrp.ie

         

        Ireland’s Gender Pay Gap: A Closer Look at One of Europe’s Lowest Disparities

        In recent years, Ireland has made significant strides in reducing the gender pay gap, positioning itself among the countries with the lowest disparities in Europe. In this article, we delve deep into the factors contributing to Ireland’s commendable achievement based on a study carried out by Eurostat, examining the data, policies, and cultural shifts that have played a pivotal role in narrowing the wage gap between men and women.

        Understanding Ireland’s Gender Pay Gap

        At just €0.91 earned by women for every euro earned by men, Ireland’s gender pay gap has become a notable subject of interest. This figure places Ireland in a favourable position compared to many other European nations. However, while the numbers show progress, exploring the underlying reasons and implications is essential to gain a comprehensive understanding of the situation.

        The Role of Legislation and Policies

        One key factor that has contributed to Ireland’s success in reducing the gender pay gap is the implementation of progressive legislation and policies. The Irish government has taken proactive steps to address pay inequity, including the introduction of gender pay gap reporting requirements for companies. This move has forced businesses to be transparent about their pay structures and has put a spotlight on any potential wage discrepancies.

        Moreover, the promotion of parental leave policies and flexible working arrangements has facilitated a more balanced distribution of responsibilities between men and women in the workplace. By supporting work-life balance, these policies have encouraged more women to stay in the workforce, contributing to a decrease in the gender pay gap.

        Changing Workplace Dynamics and Corporate Culture

        In recent years, Irish workplaces have experienced a gradual shift in their dynamics and corporate culture. There is now a growing recognition of the value of diversity and inclusion, which has led to increased efforts to provide equal opportunities for men and women at all levels of the organization.

        Companies that prioritize diversity and gender equality have shown remarkable results in reducing the pay gap. They have implemented strategies to ensure fair hiring practices, equal pay for equal work, and improved opportunities for career advancement for all employees. Such initiatives have not only contributed to narrowing the gender pay gap but have also enhanced overall organizational performance and employee satisfaction.

        The Impact of Education and Skill Development

        Education and skill development have played a vital role in empowering women and enabling them to pursue careers in diverse fields. The emphasis on gender-neutral education and encouraging girls to explore STEM (Science, Technology, Engineering, and Mathematics) fields has opened up new avenues for women in the job market.

        As women attain higher levels of education and develop their skills in various sectors, they become more competitive in the workforce, reducing the pay disparity between genders. The fostering of an environment that supports continuous learning and professional growth has proven instrumental in bridging the pay gap.

        Cultural Shifts and Social Norms

        Behind the statistics and policies lies a cultural transformation in Ireland. Societal norms have evolved, challenging traditional gender roles and expectations. The idea that certain jobs or industries are exclusively meant for men or women has gradually eroded, leading to a more inclusive and diverse workforce.

        Influential campaigns and movements advocating for gender equality have also contributed to changing mindsets and promoting the value of fair compensation for all individuals, regardless of gender. These collective efforts have played a significant role in reshaping Ireland’s social landscape and reducing the gender pay gap.

         

        Irish Recruitment Consultancy

        Conclusion

        Ireland’s success in achieving one of Europe’s lowest gender pay gaps can be attributed to a combination of legislative initiatives, shifting corporate cultures, educational advancements, and evolving social attitudes. The nation’s commitment to fostering equality and inclusivity has created an environment where both men and women can thrive and contribute to the country’s economic prosperity.

        As we move forward, it is essential to sustain and build upon these positive changes. Continual evaluation of policies, targeted interventions, and ongoing support for gender equality will be vital to further narrowing the gender pay gap and setting an example for the rest of the world.

        What we can do for you

        If you need professional guidance on your future career prospects get in touch with us.

        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.

        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
        • Talent As a Service

        Send your CV to info@stemrp.ie

        www.stemrp.ie  061 – 540941

        Embracing Pride Month in Recruitment: More than Just Celebrations

         

        In today’s diverse and inclusive society, it is crucial for businesses and organizations to actively embrace diversity in their recruitment strategies. Pride Month provides an excellent opportunity to not only celebrate the LGBTQ+ community but also to highlight the importance of inclusivity and equality in the workplace. In this blog post, we will explore how embracing Pride Month goes beyond mere celebrations and can positively impact your recruitment efforts. We will discuss the significance of creating an inclusive work environment, the benefits of diverse teams, and practical steps you can take to ensure your recruitment practices promote equality and attract a diverse pool of talent.

        Embracing Pride Month: A Catalyst for Inclusivity

        The Meaning of Pride Month

        Pride Month is celebrated every June and commemorates the Stonewall riots that took place in 1969. These events marked a pivotal moment in the fight for LGBTQ+ rights and liberation. Today, Pride Month serves as a time to recognize and celebrate the diversity and achievements of the LGBTQ+ community while advocating for equality and inclusivity.

        Going Beyond Celebrations

        While Pride Month often involves vibrant parades and festivities, it is essential to move beyond the surface-level celebrations and delve into meaningful actions that promote inclusivity. Embracing Pride Month in recruitment means acknowledging the LGBTQ+ community’s value and actively creating an environment where all individuals feel welcome, respected, and supported.

        The Significance of an Inclusive Work Environment

        Fostering a Sense of Belonging

        Creating an inclusive work environment is not only the right thing to do but also has significant benefits for your organization. When employees feel a sense of belonging, they are more likely to be engaged, motivated, and loyal to the company. Inclusivity breeds a positive work culture, which, in turn, leads to higher productivity and overall satisfaction among team members.

        Attracting Top Talent

        In today’s competitive job market, top talent seeks out employers that prioritize diversity and inclusion. Embracing Pride Month and demonstrating your commitment to inclusivity can help attract a diverse pool of highly skilled candidates who will contribute unique perspectives and innovative ideas to your organization. By being proactive in promoting equality, you position your company as an employer of choice for individuals from the LGBTQ+ community and beyond.

        The Benefits of Diversity in the Workplace

        Enhanced Creativity and Innovation

        Diversity in the workplace brings together individuals with different backgrounds, experiences, and viewpoints. This rich tapestry of perspectives fosters creativity and innovation by encouraging out-of-the-box thinking and problem-solving. When teams consist of diverse individuals who can challenge conventional wisdom, they are more likely to develop groundbreaking solutions and drive positive change.

        Improved Decision-Making

        Homogeneous teams often suffer from groupthink, a phenomenon where members conform to the prevailing opinions and avoid challenging the status quo. In contrast, diverse teams encourage healthy debates and multiple perspectives, leading to more robust decision-making processes. By embracing Pride Month and promoting diversity, you create an environment that values diverse viewpoints and encourages open discussions, resulting in better-informed decisions.

        Practical Steps for Embracing Pride Month in Recruitment

        1. Review Your Job Descriptions and Language

        Examine your job descriptions and ensure they use inclusive language that welcomes candidates from all backgrounds. Avoid gendered pronouns and consider using gender-neutral terms. Make it clear that your organization is committed to diversity and equality.

        1. Create a Safe and Supportive Interview Process

        Ensure that your interview process is designed to be inclusive and respectful. Train interviewers on best practices for creating a safe space for candidates to express themselves authentically. Use gender-neutral interview questions and avoid assumptions about personal matters.

        1. Establish Employee Resource Groups (ERGs)

        Employee Resource Groups are affinity groups that bring together employees with shared backgrounds or interests. Consider establishing an LGBTQ+ ERG to provide a support network, foster inclusivity, and create opportunities for education and awareness within your organization.

        1. Provide Diversity and Inclusion Training

        Invest in diversity and inclusion training programs for all employees, including managers and leaders. These programs help increase awareness, promote empathy, and provide practical tools for building inclusive teams and workplaces.

        1. Partner with LGBTQ+ Organizations

        Forge partnerships with LGBTQ+ organizations and participate in Pride Month events and initiatives. This demonstrates your organization’s commitment to the community and allows you to network with potential candidates who may be attending or involved in these events.

        1. Regularly Assess and Improve

        Continuously evaluate your recruitment and retention practices to ensure they are aligned with your commitment to diversity and inclusivity. Seek feedback from employees and candidates to identify areas for improvement and make necessary adjustments.

        Conclusion

        Embracing Pride Month in recruitment is not just about celebrations; it is about creating an inclusive work environment that values diversity and equality. By taking meaningful actions, such as reviewing job descriptions, fostering a safe interview process, establishing ERGs, providing training, partnering with LGBTQ+ organizations, and continuously improving practices, you can attract top talent, enhance creativity and decision-making, and build a positive brand reputation. Let us strive for workplaces where all individuals feel respected, supported, and empowered, not only during Pride Month but every day of the year.

        What we can do for you

        If you need professional guidance on your future career prospects get in touch with us.

        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.

        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

        Send your CV to info@stemrp.ie

        www.stemrp.ie  061 – 540941

        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

         

        Our sister companies Martina Quinn Finance Recruitment specialises in the placement of qualified accountants up to the executive level nationwide. Agile IT Recruitment specialises in placement of qualified IT Professionals to

        • Project Services,
        • Software Development & Testing,
        • Cloud & Infrastructure,
        • BI & Data Analytics
        • IT Executive Appointments 

        www.stemrp.ie

        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

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