Tag: Barry Whelan

CV mistakes to avoid

Don’t make these CV mistakes: Part 3

Posted on | by Editorial Team

In the final installment of his three-part series our CEO, Barry Whelan, outlines eight more errors to avoid so that your CV doesn’t speedily land in a recruiter’s rejection pile.

Excel Recruitment is 20 years old this year, so we have been recruiting for quite some time and over those years, we must have seen every CV mistake there could be! When it comes to CVs, first impressions last and whether it is a candidate or employer’s market, a large part of our jobs as recruiters is to filter CVs. On average, each recruiter only spends seven seconds scanning a CV to make the decision on whether to delve deeper or not. It is vital to avoid the mistakes that could mean the difference between acceptance and rejection.

Here are our final eight major errors to avoid:

Not filling in gaps

All the jobs you’ve listed on your CV need accurate dates, and you should avoid leaving any gaps unexplained as this is an immediate red flag for recruiters (I always ask, somewhat dryly, was the gap a spell in prison?). Gaps can signal that you’re unreliable, lazy or not detail-orientated. If gaps exist, explain them. Whether you took the time out for travelling, illness, maternity leave, a gap year, or just for some time to yourself, make sure you explain this clearly and honestly. If you were to make it to the interview stage, it’s very unlikely that the employer would ask you about it anyway.

Leaving out helpful information

While you don’t want to include a whole load of irrelevant information in your CV, you also want to make sure you don’t leave out anything that could potentially help with your application. Many people think it’s not a good idea to add the jobs they had while at university, for example. However, these types of jobs are often great for gaining soft skills such as teamwork and empathy. All our recruiters consider soft skills highly important, and these jobs also demonstrate work ethic.

Making it too technical

This is not industry or role specific. You should keep in mind that the person who gives your CV its initial read through may not necessarily have knowledge in your specific job area or be familiar with complicated industry terms. Therefore, you should try to make sure that you avoid using too much technical jargon. When listing your previous work experience, it may also be helpful to explain who each company is. They may be well known to your contemporaries, but a recruiter might not know why working for them is impressive.

Including a headshot

While including a headshot on your CV is standard in some parts of the world, in Ireland it’s not needed. Unless you’re an actor, it’s best to leave out the headshot, otherwise it will just make potential employers think you are egotistical or don’t have a good grasp of workplace professionalism.

Using an unprofessional email address

How many times have we seen these! Ticklytoes99@… You know who you are! (Honestly!). Some of us have made a quirky email address at some point, but it’s not a good idea to use it for work purposes. Your potential employers are unlikely to care that your email address is super-original or funny; they’ll be more interested in seeing that you understand the importance of professionalism.

Poor choice of file name

Please don’t just ‘save as’ and end up with a CV called ‘CV template’ or ‘CV first draft’! When the time comes to send your CV, be sure to use a polished and positive file name. Your potential employer will be able to see the file name in the attachments, so show how you are detail-orientated enough to have given the file a suitable and professional-looking name.

Not being cautious with social media

We advise including your social media links as a way to add another layer of depth to your application, providing more transparency in allowing potential employers to get to know you. However, if you do choose to add these links, make sure there’s nothing that portrays you in a bad light. Take the time to go through your pages and ensure there’s nothing embarrassing and if need be, change your privacy settings.

Not sending a cover letter

Always, if possible, send a cover letter. While you should aim to make your CV as complete as possible, you still need to add a cover letter for each application. It may seem like wasted effort, but avoiding it is a mistake. It’s your chance to go into more depth about your skills and experiences, and to show a little more of the ‘real’ you.

Please email info@excelrecruitment.com for more information or call 01 871 7676. You can check out all of our live jobs here.

CV mistakes to avoid

Don’t make these CV mistakes: Part 1

Posted on | by Editorial Team

Our CEO, Barry Whelan, featured in this month’s edition of ShelfLife magazine discussing the most common CV mistakes that candidates need to avoid. See what he had to say below:

In the first part of a new three-piece series, Excel Recruitment’s Barry Whelan outlines the CV mistakes to avoid if you don’t want to scupper your chances of securing a great new job before you’ve even set foot in the building.

Excel Recruitment is 20 years old this month, so we have been recruiting for quite some time and over those years, we must have seen every CV mistake there could be! When it comes to CV’s, first impressions last and whether it is a candidate or employer’s market, a large part of a recruiter’s job is to filter through the large volume of applications received. On average, each recruiter spends seven seconds scanning a CV to make the decision on whether to delve deeper or not. It is therefore vital to avoid the mistakes that could mean the difference between CV acceptance and rejection.

In this three-part series, I will outline the top 25 common errors we find regularly on the CVs we receive.

It’s too long!

Given the short amount of time that a recruiter has to look over your CV, it’s a good idea to keep it to the point. Most HR professionals suggest keeping it under two pages to ensure it gets a proper scan. If you have enjoyed a long career this might sound challenging, however, it’s helpful as it allows you to make sure that every sentence counts, helping to sell you to potential employers.

It’s not long enough

Similarly, having a CV that is too short and doesn’t contain enough information isn’t a good idea either. While a one-page resume is often seen as being ideal, we opt for CVs in Ireland as opposed to the one-page resume. You don’t want to start trimming off important bits of information to squeeze everything onto one page. This could mean missing out on the chance to tell your prospective employer about relevant achievements. While you might be able to impress them with this information in an interview, you have to make it to that stage first.

Picking the wrong design

We often see this with candidates going for creative jobs such as graphic designers, marketing candidates or fashion candidates. It’s a good idea to make sure that your CV is designed in a way that reflects the type of job you’re applying for. For example, if you’re applying for a position in graphic design or the creative arts, it could work against you if your CV is dull and uninspiring. However, the difficulty is that Applicant Tracking Systems (ATS) used by all large recruitment companies, cannot import your CV into their system or work with it easily. Creative design is good, but only within the traditional CV format.

Strange font choices

The font you choose for your CV can also have an impact on your chances of scoring a job interview. Extravagant font options look unprofessional and make it difficult for recruiters to scan through your writing. There are some fonts that resonate particularly well. A recent study found that people associate Times New Roman and Arial with stability, while Courier New and Georgia represented maturity and Segou UI was the most persuasive font!

Poor formatting

You want recruiters to be able to read through your CV with ease, so using the right formatting is essential. A CV with large blocks of text is very visually unappealing and to be honest, time stealing. This may result in busy employers not being willing to look through it all. Make sure your CV is tidy, with short paragraphs and enough spacing between them. Bullet points can also be helpful when listing things like qualifications or results.

Poor use of colour

Adding a splash of colour to your CV won’t hurt if you’re applying to jobs in the creative sector or less conventional companies. However, you should be controlled in your use of colour. Only use colours in headings and avoid garish or hard-to-read colours such as yellow. If you’re looking for jobs in more traditional firms or industries such as banking and finance, it’s a good idea to stick to black and white.

Grammatical or spelling errors and typos

If I had a euro for every time I read a store manger CV as opposed to manager… Well, I would have a spare 10 grand! While this is an obvious one, it’s so important. A CV that’s littered with typos and spelling mistakes essentially tells a recruiter that you haven’t taken the time to proofread your writing and therefore you don’t really care about the job. Always go over your text and check for errors and use spell check or free tools such as Grammarly to look for grammatical mistakes. It may also be a good idea to get someone else to read over your writing to make sure you haven’t missed anything.

If you wish to read the full ShelfLife Magazine May 2022 Issue, you can do so by clicking here.

 

Cost of replacing employees

The True Cost of Replacing an Employee

Posted on | by Editorial Team

Our CEO, Barry Whelan, featured in the April edition of ShelfLife magazine to discuss the true cost associated with replacing employee’s. Check out what he had to say below:

Encouraging an employee to reconsider their decision to resign from a company, can help save a great deal of time and money further down the line, writes Excel Recruitment’s Barry Whelan.

Ireland is in the midst of the “Great Resignation” with employers witnessing a higher churn in employees then most can recall. We know there is a staff crisis in hospitality, but there is also a looming crisis for labour in the retail, industrial, warehousing, transport, and health sectors. Workers are leaving their jobs in record numbers and new roles, due to demand with the re-opening of society, are being registered at a faster rate than we have ever witnessed in Excel. This is leaving businesses scrambling to replace employees, often at a major cost to the business.

Job postings consistently rising

The trajectory of job postings for the retail sector is on a consistent upward trend, having more than doubled from 1,578 in February 2021 to 4,258 in February 2022 (data courtesy of Indeed). Retail will be the next sector to be faced with a serious and damaging staffing crisis, akin to that currently being suffered in hospitality.

The industry data paints a stark picture – between 2019 and 2021, the number of retail job seekers per retail job vacancy had been increasing year on year. However, since then it has dipped significantly and in February 2022 there were 39 job seekers per job, down from 78 job seekers per job in February 2021. What’s more, the number of employers with active retail job vacancies has now nearly tripled in the 12 months to February 2022 when it stood at 1,360 employers – up from 488 employers in February 2021.

Re-evaluating priorities

Over the course of the pandemic many people were out of work and/or on reduced hours – they had more time on their hands to really look at their careers and their life, and what they want from both. As a result, we’ve seen thousands of workers change careers, upskill in their current industry, and/or just make the decision to strive for a better work-life balance.

That dynamic, combined with the fact that the industry has also missed out on approximately two years of new candidate intakes – due to workers either leaving the sector during Covid because of lockdowns and working restrictions, or indeed leaving the country – has left supply as a major issue, which continues to deteriorate.

The true cost

Depending on the complexity and seniority of a role, the actual or real cost of employee turnover can be estimated to be between 33% to a whopping 200% the employee’s annual salary.

Before allowing an employee to resign without any effort to get them to reconsider, employers should be aware of all the possible costs of replacing an employee.

The more obvious costs such as advertising, the recruitment process, executive and human resource professionals’ time spent interviewing, recruitment agency costs, background or reference checks, rejection of unsuccessful applicants or indeed interim temporary workers hired to plug a hole, all add up to a considerable number of man hours and burn rate interviewing.

But these are not the only costs; you must consider lost productivity, lost sales, lost turnover, lost knowledge, and new hire learning errors along with training time. These are the hidden costs of losing good employees.

Whiplash changes

The talent market has undergone whiplash-like change in the last 18 months, with companies shedding their workforce last spring and then spinning into a hiring frenzy this summer. It’s no surprise that many employees are looking for new opportunities or at least revaluating their career priorities.

Oftentimes, when an employee looks to leave, they should not be retained, as fresh talent can often add unmeasurably to a business. However, management need to understand the total cost of ownership in employee disengagement and attrition before making a decision not to try to retain talent.

‘Stay’ interviews

There are two recent trends that are worth looking at. The first is the ‘stay’ Interview. Here, instead of the usual six-monthly appraisal, companies engage with employees asking them why they continue to work for them and what they need to continue to do so.

Intercom, the Irish-founded tech communications platform with more than 800 employees, is a great example of this, with managers holding special meetings with each of their team members encouraging them to stay.

Boomerang employees

The second trend is boomerang employees: employees who return after leaving a company. A new LinkedIn Workforce Insights survey shows that this keeps rising.

Boomerang recruits amounted to 4.3% of all job switches last year, up from less than 2% in 2010, according to LinkedIn data. Fully trained, culturally compatible employees returning to their employer can’t be a bad thing!

If you would like to check out the full April edition of ShelfLife magazine you can do so by clicking here.

management mistakes

Management Mistakes: Part 2

Posted on | by Editorial Team

Our CEO, Barry Whelan, featured in this month’s issue of ShelfLife magazine discussing the final part of the top management mistakes series. Check out what he had to say below:

Continuing last month’s series on management mistakes, Excel Recruitment’s Barry Whelan outlines 11 more errors managers should avoid in the pursuit of keeping staff members happy, motivated and productive.

When candidates come to Excel Recruitment looking for a new role, we zone in on their ‘reason for leaving’. We want to understand completely why the candidate wants to move job, so that we can find the right new job for them. One of the reasons that comes up consistently in the top five is frustration with a manager or poor management. Here are the second set of the top bad management mistakes that can drive an employee out the door.

For all those managers out there interested in improving their ability to manage others, take heart in the fact that you’re only human. I know I for one have made every single one of these management mistakes at some point or another in my career. Let’s start with another personal favourite of mine!

1) Belittle their team over things, both significant and insignificant:

When a soft deadline is missed, this manager raises it at a staff meeting by throwing their hands up and remarking about how everyone’s incompetence will ensure the closure of the organisation! The dramatic manager who makes mountains out of molehills is a prime example of a bad manager. While a good manager should never ‘lose it’ with the team, they may be forgiven for doing so in a crisis, but not for something insignificant.

2) Passive aggressiveness, reminding the team of the power they hold over them:

This manager does things like often making “jokes” about firing people, then laughs it off, like they want to show their team that they have a great sense of humour, but, at its heart, this behaviour is bullying.

3) Active aggressiveness:

In a team huddle, this manager makes comments such as: “I know you have all performed really well and the business is performing, but we are only as good as last month and if anyone drops the ball, they will know about it.” Using direct threats and fear as motivation does not have a place in modern professional management.

4) Cross personal boundaries:

The risk of crossing personal boundaries arises easily in social occasions involving work. How many employees have woken up the morning after the dreaded office Christmas party with a completely different impression of their manager, who drank too much with the staff or became their pal at the party, before reverting to the previous relationship status come Monday morning as the boss.

5) Physically invade people’s spaces:

No physical contact is permissible anymore. If a member of staff is upset in front of their manager, while human nature might illicit a response like a hug, this is a no-no. A bad manager invades an employee’s space. The employee takes a step back and they take a step forward. An employee asks for personal space, and they don’t give it and stand too close when talking.

6) Delegate autonomy, without meaning it:

They tell you they want you to make the decision. They don’t want to be involved or indeed need to be, because you have the experience, and you are driving this project. They then take your decision, and go and change everything, without bothering to explain why. This is so deflating for staff.

7) Play favourites with team members, and make it obvious:

This manager takes the same team member out for lunch every week; they make a big deal of their birthday, but not others. They play favourites and do not operate in a fair and equitable manner. This causes resentment and a poor team environment.

8) Criticise team members in front of their team:

A critical tool of performance management is to criticise a team member away from their peers. This should be done outside of the process. Criticism should be given one-on-one and should always be constructive. Whilst public humiliation means everyone gets to learn, it is a sure way to make an employee have a browse through job boards.

9) Become defensive at the slightest constructive feedback:

The bad manager asks for feedback in meetings and then bullies and belittles everyone who opens their mouth. Then when people don’t contribute to meetings, they act passive aggressive about it: “I guess no-one has anything to add and we’ll just have to go with my plan.”

10) Multi-task while interacting with others:

This behaviour of a bad manager is very insulting to the team member. Clearing email while in an important conversation or taking calls mid meeting makes team members feel their input is not respected or indeed needed.

11) Take credit for employees’ ideas and work:

No decision is made, or action is taken, that isn’t the idea of the manager. A bad manager will only carry out an idea that they believe is their own. How many managers have you had whereby you had to make them believe an idea was theirs to get it implemented!

If you would like to read the full March 2022 issue of ShelfLife magazine you can do so by clicking here.

Management Mistakes

Management Mistakes: Part 1

Posted on | by Editorial Team

Our CEO, Barry Whelan, featured in this month’s edition of ShelfLife magazine talking about the mistakes managers make. See what he had to say below:

Securing great talent is harder than ever in today’s competitive market, so it is vital management don’t alienate staff by adopting the wrong attitude or techniques.

Here, Excel Recruitment’s Barry Whelan outlines 12 of the top mistakes to avoid:

When candidates come through Excel, looking for a new role, we zone in on their ‘reason for leaving’. We want to understand completely why the candidate wants to move job, so that we can find the right new job for them. One of the reasons that comes up consistently in the top five is frustration with a manager or poor management. Over this month and next, I will be outlining 30 of the top bad management mistakes that drive an employee out the door.

For all those managers out there interested in improving their ability to manage others, take heart in that you’re only human. I know I for one have made every single one of these management mistakes at some point or another in my career. Let’s start with my personal favourite!

1) Be inconsistent and unpredictable:

This manager likes to keep people on their toes by being totally inconsistent in terms of communication (both style and content), expectations, feedback and long-term vision for the organisation. All the employees’ nerves are shot from playing workplace Russian roulette!

2) Move the goalposts:

This manager changes their expectations every time you meet with them. They give out to employees for not meeting the new expectations they have just told them about and for instead wasting all their time trying to meet the expectations they set last month. They look for constant validation!

3) Involve themselves in every decision:

This manager does not let any decision be made without weighing in, no matter how small, and no matter how long it will be before they have time to review the matter. They are hands on…no problem is too small that needs their faultless problem solving!

4) Correct small mistakes to demonstrate how clever they are:

The classic insecure micro manager will review and approve emails or business correspondence, then change their mind over inane word choices. They will randomly ‘correct’ already correct grammar or spelling on documents given to you to sign in pen, ensuring that even once you understand it’s correct, it has to be re-printed!

5) Refuse to give any feedback:

The manager who won’t give any feedback, either positive or negative, ever, but will overreact completely when people fail to correctly understand what they want!

6) Make everyone run on their schedule:

They will be 20 minutes late to every meeting, leave early, and then get angry when a minor decision is made without having their input. They insist on being the final decision maker for every aspect of every project, but then don’t make decisions in a timely manner; instead waiting until the eleventh hour and making everyone scramble to get the work done.

7) Spend time on less important things so that they can ignore more important things:

The manager who insists on doing tasks someone else could do while unmade decisions pile up on their desk to the point of nearly halting anything getting done.

8) Refuse to let people do their jobs, then give out to them for it!

How many times have we met candidates who were hired for a job that they were not allowed to do! I met a graduate the other day who was hired as an accounts assistant but ended up selling products on the showroom floor.

9) Treat people the same, regardless of their experience:

A good manager must adjust to their audience, don’t treat 10+ years experienced employees the same as those with less than one year! This is a sign that the manager does not have the confidence (or experience) to manage experience.

10) Don’t learn new skills or improve existing ones:

This boss feels, why should they learn stuff when they have people to do stuff! They fail to learn even the most elementary technology like email attachments, making their staff do that in addition to their own work.

11) Only communicate the trivial:

This manager can’t deliver big news that is in any way negative. They communicate on small, insignificant things and don’t tell anyone about challenges in the business, changes in process or even positive news.

12) Build a sense of importance by talking about how busy they are all the time:

This manager constantly tells their team how busy they are, how they had to catch up by working all weekend. They have to remind everyone how they are busier and thus work harder than everybody else. Often these are the same people who talk excessively at work.

If you wish to read the full ShelfLife Magazine February 2022 Issue, you can do so by clicking here.

Barry Whelan, CEO Excel Recruitment

New Year, New Career? 10 tips on how to reach your career goals in 2019

Posted on | by Aisling Rafferty

Here at Excel Recruitment we always see a sharp spike of people ‘looking at their options’ in January and this year is no different. New Year is always a great time to take stock and reflect on your goals for the year ahead, particularly your career goals . Whether you’re actively looking for a move or just want to reach your full potenial in your current job, CEO of Excel Recruitment Barry Whelan serves up 10 tips to help you make the most of your career in 2019.

January is a great time to assess your career and take steps to accentuate it. With an economy full of opportunity, why not focus the next few months on making 2019 your most successful career year ever?

Boost your essential job skills
There is probably a reason you were recruited to your current position; perhaps it is your management skills or selling ability. No matter what is the case, make an effort to ramp up the skills that make you good at what you do. You can take courses, attend seminars, or pursue a professional qualification to advance your existing talents.

Volunteer more often
Stepping up in your job really does set you apart from the pack. If you have shied away from volunteering in the past, make the coming year one in which you offer to take on more responsibility. It’s a great way to expand your horizons and send management the message that you are not afraid to offer to help and try new things.

Develop a skill that no one else at your company has
Why not make yourself a key player within your company? This will set the stage for a promotion – or at least give you job security. You may not be the only person at your company who is a good merchandiser or strong negotiator. However, if you work on developing a skill that no one else at your company seems to have, you will make yourself indispensable.

Get more feedback
Feedback can be tough; you don’t only get to hear the positive, but obviously also the negative. Nevertheless, it is hard to assess your own performance when you are deep in deadlines and tasks. If you want to take your career to an exciting new level in the coming year, you need to make a point of pursuing ongoing feedback from both your manager and peers. Figure out where you are excelling and where there is clear room for improvement. The more insight you get from those around you, the better positioned you will be to take action.

Take criticism graciously
While on the note of feedback, it is also not easy to be on the receiving end of criticism, even if it is constructive and helpful. Accepting that criticism courteously is a good way to set yourself apart from colleagues who are known to get defensive or ignore the feedback. Most of us are not perfect employees, but if you learn from your shortcomings and improve upon them tremendously, you’ll get close.

Work on your soft skills
Boosting your job-specific skills is important, but don’t forget about those general skills that apply to any given role, such as time management and organistion. The more you improve your soft skills, the more valuable an employee you will be, so think about the areas you are lacking in and try to do better.

Be a team player
Don’t underestimate the importance of being a strong team player. If you jump in when your colleagues need help or agree to collaborate on a project you would rather be running solo, you will show your manager that you’re agreeable and adaptable. These are qualities that could land you a step up the ladder.

Embrace risks
If you don’t take some risks, you’ll miss out on key opportunities to wow your boss and add real value to your company. Don’t stay quiet when a great idea comes to mind, and don’t hesitate to dive into a new project or initiative you feel will be a game-changer. Even if you don’t end up succeeding, there is a good chance your company will acknowledge your effort and courage.

Network

The people you know can be just as helpful, if not more so, than the things you know, when it comes to furthering your career. That is why it is always a good idea to expand your network. You can do so by attending conferences and industry events or asking your existing contacts for introductions. But don’t just network outside your company; get to know people from different departments and teams internally as well.

And…Don’t forget the mistakes of the past
Maybe you messed up a major project last year or tanked in a presentation you worked hard on. Rather than carry the burden of those mistakes with you into the new year, take some time to assess what went wrong and map out a plan to avoid a repeat during your next opportunity. Learning from previous mistakes without letting them hold you back not only shows tremendous growth, but courage as well.

Barry Whelan Excel Recruitment

7 Things To Think About Before You Leave Your Job

Posted on | by Aisling Rafferty

With unemployment at near perfect and companies crying out for great talent, more people than ever are on the move and wondering if the grass may be greener somewhere new. Barry Whelan, CEO of Excel Recruitment takes you through the things you need to think about before you make a move

In Excel Recruitment, we see a lot of people come to us desperate for a move or eager to make a change, go through the often long recruitment process, only to stay with their current employer. From salary to progression opportunities to just plain hating their boss there are many reasons people start looking for their next job. But before you request your p45, make sure you’re clear on the following points-

  1. Know your reasons

Assess why you want to make a move and figure out whether they can be fixed by less drastic measures than moving jobs. Want more responsibility or a salary increase? Ask for it. Feeling overworked or overwhelmed? Discuss the situation with your manager, assess your time management or drop something from your workload. What might seem like an overwhelming problem might actually have a simple fix that could save you time and effort doing up your CV and attending interviews.

  1. Know your goals

Similar to the first point, make a list of what you want, why you want it and why you can’t get it with your current employer. Then divide these into absolute necessities and points that are less important to you. By setting these out before you start looking for a job, you’re far less likely to waste your own time or make a rash decision and end up in another job that’s not right for you.

  1. Know your plan

Never leave a job without a job is advice our consultants dish out a lot, but for a good reason. Leaving a job suddenly or without a job to go to can look like an impulsive decision and gaps in your CV can be difficult to explain at interviews.

If you are planning on taking time off between roles or taking redundancy, make sure you’ve done the maths on how long you can afford to live without a regular salary and make sure you have a deadline for when you are going to start jo hunting again- the last thing you want is to wait too long and feel pressured to take the first job offer that comes along.

  1. Know your industry

Researching your industry, the current market and your competitor’s businesses will give you greater insight into what your next move should be and where you see yourself. It’s also a good habit to get into for when you eventually start attending interviews. You will be prepared and able to show that your research has been done. This has the added bonus of giving you a lot more confidence when selling yourself to the interviewer.

  1. Know your worth

In the same vein, knowing where your salary sits within the market is vitally important in order to ensure your applying for the right jobs and pitching yourself at the right level to prospective future employers. Research salary surveys for your industry or look at the salaries advertised on job ads looking for your level of experience to see what they’re offering. Again, do the maths to figure out whether you’re willing to take a drop in salary for your dream job or whether you’ll only consider a move for a boost to your pay packet.

  1. Know your benefits

Assess your current situation and ask yourself what you have to gain, and what you could potentially lose from your current benefits package. Does your current employer let you leave early on Wednesday for yoga class? Do you have extra holiday days built up over years of service that a new company may not match? Ask yourself the same questions about sick leave, pension, etc. and ensure you know what you want to gain, what you can’t live without and what you don’t mind losing for the right role.

  1. Know what works for you

Similarly to the above point about knowing your benefits and what you could stand to lose if you make a move. Factors like location, commute time or working environment are all important parts of overall job satisfaction but can often be forgotten about when you start chasing more money or a bigger company. Before you start sending your CV to companies, ask yourself how much of a pay increase you’d need to be happy giving up your 10-minute commute?

 

Barry Whelan Excel Recruitment

The Benefits of Benefits for Attracting Great Staff

Posted on | by Aisling Rafferty

With unemployment at near perfect and retailers large and small struggling to attract and retain good employees, CEO of Excel Recruitment Barry Whelan, discusses how important benefits are for attracting talent.

In 2017, the move from a client-driven job market to a candidate driven job market was completed across all retail sectors. A consistent drop in unemployment coupled with new entrants to the Irish market and a desire for the best talent from Irish retailers drove an unprecedented amount of opportunities across the retail industry. This, along with a return to growth in the wider economy and in particular, the hospitality sector has created a challenging talent environment from which to recruit, with other sectors including retail banking also looking for retailers.

Unemployment currently stands at 6.1% (3.7% Unemployment is ‘Perfect Employment’) so the competition for top talent is fierce and counter-offers are becoming more and more frequent, with employers working hard to keep talented staff

“1/3 of the workforce offered a role, turned it down due to lack of benefits”

While rising salaries are an effective way of both attracting and retaining staff, we’re seeing more and more the importance of benefits. 54% of employees seeking a new job want better pay & benefits while 30% of employees want benefits to increase their loyalty. Savvy employers are looking at the entire package in an effort to ensure retention and a happy, dedicated workforce. Bonuses, employees’ work-life balance and their level of autonomy are key drivers in ensuring staff feel valued and rewarded for their contribution to the business.

Employers are recognising that the decision to leave or stay with an employer is overwhelmingly an emotional decision and are seeking to improve loyalty through benefits. In terms of importance, the big three are most definitely pension, health and holidays. These are followed by flexi-time, flexible working hours, paid maternity/ paternity leave, sick pay scheme, weekend rotation and further education.

So what is coming down the tracks?

The top employee perks for 2017 Glassdoor USA-

IKEA- Paid Paternity for four months

Reebok- On-site gym with Cross fit classes.

Goldman Sachs- Health cover for gender reassignment surgery since 2008

Facebook- Free housing for Interns

Scripps Health- Free pet insurance

Starbucks- Full reimbursement for all workers taking an online BA Degree.

American Express- Parents are given access to a 24-hour lactation consultant, and mothers travelling for business can ship their breast milk home.

Eventbrite- The company offers workers a monthly $60 wellness allowance that can be used on anything from juice cleanses to a gym membership.

Wholefoods Market- 20% staff discount

Gap- Provides free access to the San Francisco Museum of Modern Art to corporate employees.

Swiss RE- Insurance company Swiss Re’s “Own the Way You Work” program encourages employees to embrace flexibility with their schedules and work remotely.

Southwest- Southwest offers all employees and their dependents access to Clear Skies, an employee assistance program that provides confidential counselling, work/life services, and legal consultations.

Genentech- Genentech offers unique on-site amenities, including car washes, haircuts, childcare centre, mobile spa and dentist.

Timberland- Timberland employees can take up to 40 hours of paid time off per year to volunteer.

Microsoft- $800 towards Gym membership

Deloitte- Two paid Sabbaticals

Amazon- Parental Share. Either Parent can take paid leave if one does not receive paid leave from their employer.

In-N-Out- Free Lunch

Barry Whelan Excel Recruitment

CEO Barry Whelan on Budget ‘18 and it’s impact on retail

Posted on | by Aisling Rafferty

CEO of Excel Recruitment Barry Whelan offers his thoughts on yesterday’s Budget and its effects on both the retail and hospitality industries

Budget day is always a big news day and yesterday’s announcement by Minister for Finance Pascal Donohoe was no different. Among the old reliables and headline items, there were few big-ticket wins for business owners but the income changes, reductions in USC and increases in social welfare will be a welcome way to encourage and increase consumer spending. There was a number of important measures that will affect both the retail and hospitality sectors, both directly and indirectly. Below are some of the highs and lows….

9% VAT retained- Firstly, I was delighted to hear that VAT at 9% was retained. Excel’s hospitality division has long supported the #KeepVatat9 campaign and its retention yesterday will be greeted with a sigh of relief from many in the hospitality industry. The rate is crucial in keeping not only the tourism and hospitality industries but the Irish economy as a whole, encouraging overseas visitors, economic growth and jobs nationwide. The move will also benefit retailers in tourist hubs.

Sugar tax- While it was a surprise to no-one, many retailers will still be concerned about the sugar tax introduced yesterday. The new tax will mean a 30 cent per litre of tax will be placed on drinks with over 8g of sugar per 100ml. The tax has caused huge controversy and debate, with major lobby groups campaigning furiously for and against in the months leading to the budget. There are still vastly varying opinions about whether it will exactly make a difference and its success in the UK, Mexico, France and beyond. It is important that the results are monitored closely to ensure the tax fulfils its public health agenda.

Cigarettes & Alcohol- A price hike for cigarettes is always on the cards but it’s still going to agitate retailers, particularly when combined with the new sugar tax. The hike will undoubtedly lead to the increase in cross-border shopping and cigarette smuggling, already big problems for hard-working retailers. There will be mixed feelings regarding excise duty on alcohol, relief that it hasn’t gone up but also disappointment it hasn’t be reduced, particularly with the worry of structural separation still hanging over retailers heads.

Brexit Loan Scheme- While it’s still unclear what the Brexit Loan Scheme will look like, the €300m scheme will still a welcome announcement for SMEs trying to safeguard against the unknowns of Brexit. As the only country to have a land border with the U.K and the country bound to be most affected when the U.K leave the EU, it’s vital we begin to protect vulnerable businesses. The success of the scheme will rely on how quickly the details can be ironed out. How competitive will the ‘competitive rates’ be? What will be the eligibility requirements be? How will the government ensure those business most in need will avail of the Scheme?

Barry Whelan Excel Recruitment

Questions you should ask in an interview by CEO of Excel Recruitment Barry Whelan

Posted on | by Aisling Rafferty

With the unemployment rate currently at 6.3% and predicted to fall even lower (RTÉ, July 2017), it’s truly a candidate’s market when it comes to looking for jobs. With this in mind, the questions you ask a potential employer in your interview become even more important to ensure you’re not wasting your time, or the interviewer’s. CEO of Excel Recruitment, Barry Whelan shares his top tips on the questions you should ask your interviewer….

Often candidates going for an interview find it difficult to ask questions of the employer- they agonize over a question to ask and either don’t ask one or ask something irrelevant. In today’s job market it is crucial when at interview to engage with the prospective employer and the only way to do that is to ask questions during the job interview.

At most interviews, you will be invited to ask questions of your interviewer. This is an important opportunity for you to learn more about the employer, and for the interviewer to further evaluate you as a job candidate. It requires some advance preparation on your part.

A job interview is an opportunity for you to learn more about a potential employer. Indeed, what you learn from an interview may determine whether or not you want the job you’re interviewing for.

Here are some guidelines for asking questions:

  • Prepare five good questions.
  • Understand that you may not have time to ask them all. Ask questions concerning the job, the company, and the industry
  • Your questions should indicate your interest in these subjects and that you have read and thought about them.

Don’t ask questions that raise warning flags- For example, asking “Would I really have to work weekends?” implies that you are not available for weekend assignments. If you are available, rephrase your question. Also, avoid initiating questions about compensation (pay, vacations, etc.) or education reimbursements. You might seem more interested in cash or time-off than the actual job.

Don’t ask questions about only one topic- People who ask about only one topic are often perceived as one dimensional.

Clarify- It’s OK to ask a question to clarify something the interviewer said. Just make sure you are listening. Asking someone to clarify a specific point makes sense. Asking someone to re-explain an entire subject gives the impression that you have problems listening or comprehending. For example, you can preface a clarifying question by saying: “You mentioned that ABC Company does …. Can you tell me how that works in practice?”

Questions to Ask During a Job Interview

The following are examples of the types of questions you might ask at your job interview-

“Can you describe for me what a work week is really like as a salesperson?”

“What career paths have others generally followed after completing the program?”

“What is a typical day (assignment) [for a position you are applying for] in your company?”

“Does the position offer exposure to other facets of your organization?”

“What other positions and/or departments will I interact with most?”

“To whom does this position report?”

“How much decision-making authority and autonomy are given to new employees?”

“How will my performance be evaluated and how often?”

“What are the opportunities for advancement?”

“Does your organization encourage its employees to pursue additional education?”

“How would you describe the organization’s culture/environment?”

“What makes your organization different from its competitors?”

“What industry-wide trends are likely to affect your organization’s strengths and weaknesses?”

Asking Questions shows an interest and engages the interviewer. It is an important part of the interview process and you shouldn’t try to wing it on the day. Most importantly, ask the questions you want to know the answer to and will help determine whether this is the job for you. Good luck!