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What Are the Most In-Demand Tech & IT Jobs in 2022?

Thinking about pursuing a career in tech? Read our guide to discover Ireland’s most in-demand tech & IT jobs in 2022.

 

 

What Factors Have Contributed To The High Demand For Tech Workers? 

 

According to data from the CSO, there are currently 92,900 people employed by the information and communication sector in Ireland. In 2021 alone, Ireland’s ICT sector experienced a 9.6% increase in employment levels. This sector is forecast to experience continued growth over the coming years, with 8,000 IT jobs expected to open each year.

 

In 2021, Ireland was one of many countries affected by “The Great Resignation”. One survey of UK and Irish workers found that 38% of respondents said they would be looking to change roles in the next six to twelve months or once the economy has strengthened. 

 

What’s more, Ireland experienced significantly lower immigration levels last year due to travel restrictions brought about by the ongoing COVID-19 pandemic. The Irish Times reports that “The number of immigrants who came to the State in the year to April was 65,200, down 24% on the previous year”. Falling immigration levels resulted in a talent pool shrinkage as Ireland’s ICT sector depends heavily on a steady pipeline of international talent coming to work in the country. 

 

Rising digitalisation among organisations is another key factor that has contributed to increased demand for top tech talent. In order to stay agile and competitive during the pandemic, many organisations embraced new digital technologies. The adoption of new technologies and tech-based working models necessitated the recruitment of many tech workers. This led to a war for talent in which employers competed fiercely to attract and retain skilled IT professionals. 

 

The combination of ICT skills shortages, the Great Resignation, increasing digitalisation and lower immigration rates has resulted in the emergence of a strong candidate’s market. This, in turn, has contributed to salary inflation as candidates with in-demand skills can command higher salaries and contract rates. In fact, projections from the Central Bank anticipate that compensation per employee in this sector will rise by 4.9% in 2022. 

 

Businessman making notes or writing plans for working day

What Are the Top Most In-Demand Tech & IT Roles in Ireland in 2022? 

 

1. PMO Leads

Working within the Project Management Office (PMO), a PMO Lead is a senior project management professional responsible for the planning, delivery and governance of discrete projects. Many organisations today have a highly complex project ecosystem and often require several PMO Leads to specialise in different niches (e.g. financial management, IT Infrastructure, digital transformation). 

Over the past few years, our consultants have seen a steady rise in the demand for PMO Leads. In a world where speed and agility are paramount, a project-driven mode of operations allows organisations to remain competitive. One survey found that nearly 80% of executives agree that the future of work will be project-based rather than role-based. As such, there has been a shift away from traditional working structures towards a more project-based approach.

How Much Do PMO Leads Earn?

In Ireland, PMO Lead contractors can expect to command day rates of €500 – 600. Those who go down the permanent route typically earn a salary of €80,000 – 100,000 per annum. 

 

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2. Program Managers

A Program Manager is responsible for directing the management of a specific program. In this case, a “program” refers to a collection of multiple interconnected projects that work together to contribute to a larger strategic goal. Program Managers simultaneously coordinate and oversee various projects that are managed by individual project managers.

Given the complex and specialist nature of program management, companies are always seeking out experienced professionals and are willing to pay top dollar for the right person. As more and more organisations embrace a project-based structure, the demand for Program Managers will continue to grow. 

 

How Much Do Program Managers Earn?

Program Managers in Ireland can expect to earn a salary somewhere in the region of €90,000 – 120,000. Program Managers in the contracting space can bring in day rates of €600 – 750.

3. Software Developers 

Software Developers are tech professionals who use programming languages to build computer software. They drive the overall software development lifecycle and are involved in the creation, design, testing, deployment and maintenance of new software. Successful software developers need an in-depth knowledge of at least one of the major programming languages. 

As the world’s second-largest software exporter, Ireland’s tech industry depends on a large talent pool of software professionals. In addition, businesses across many other sectors are also seeking out software developers. However, ongoing skills shortages mean that there are simply not enough software professionals with the right skills to fill all of the current vacancies in Ireland. 

 

How Much Do Software Developers Earn?

Average Salaries 

Javascript { Angular / React } €65,000
Java €70,000
Python  €70,000
C/C++ €70,000

 

Average Contract Rates

Dublin Rest of Ireland
Javascript { Angular / React } €400 – 550 €350 – 450
Java €400 – 500 €350 – 450
Python  €450 – 650  €300 – 500
C/C++ €400 – 500  €350 – 450

 

 

4. IT Support Engineers

IT Support Engineers (a.k.a. Desktop Server Support Engineers, Application Support Engineers, IT Technical Support Officers) are responsible for monitoring and maintaining computer systems and networks within an organisation. This work involves diagnosing and resolving complex system problems, building support procedures and strategies, and providing advice on system infrastructure and process improvements. 

These days, the majority of businesses depend heavily on IT for daily operations. As such, technology downtime can lead to significant losses. For example, one study found that IT issues cost UK companies £3.4 billion per year in lost productivity. As such, there is an imperative need to ensure that all IT systems, networks, operating systems and applications run smoothly.

 

What Do IT Support Engineers Earn?

The typical salary for IT Support Engineers in Ireland ranges from €35,000 to €40,000.

 

Man in office working alone on computer

 

5. Solutions Architects

A Solutions Architect works to bridge the gap between an organisation’s IT strategy and its business goals. Solutions Architects evaluate the organisation’s business needs and then design and develop suitable technical solutions. They also assess the organisation’s current systems architecture and then collaborate with a cross-departmental team to formulate ideas on how to build more effective systems.

Highly sought-after for their knowledge of enterprise and technology, IT Solution Architects are well-renumerated for the value they bring to an organisation. 

 

What Do IT Solution Architects Earn?

In Ireland, IT Solution Architects can charge day rates of €450 – 500. Whereas, typical salary ranges go from €85,000 – 110,000. 

 

6. DevOps Manager

“DevOps” refers to the integration of product development teams and operations teams in order to create products more efficiently. As part of their role, DevOps Managers oversee both teams and work to maximise their outputs by fostering an environment of effective communication and collaboration.

Pioneered by Google, the DevOps approach is now being adopted by more and more organisations. As the movement gains traction, organisations will need flexible managers who have the skills and the knowledge to successfully oversee multiple divisions. As such, DevOps Managers are one of the most in-demand jobs tech jobs in 2022. 

 

What Do DevOps Managers Earn?

For DevOps Managers, typical salaries can span from €80,000 to €120,000. 

 

7. Cloud Engineers

Cloud Engineers are IT professionals who carry out technical duties associated with cloud computing. Key responsibilities include planning, managing, designing, deploying and monitoring cloud systems. While SMEs typically hire a single engineer as a generalist, larger businesses tend to break the role up into multiple positions such as cloud architecting, development, and administration. Cloud Engineers usually specialise in working with at least one of the major cloud providers: Amazon Web Services, Microsoft Azure, and Google Cloud Platform. 

Data from TechRepublic reveals that about two-thirds of large companies are moving business applications and data storage to cloud services. As such, there is high demand for cloud professionals. Due to skills shortages, however, employer demand still outpaces the number of available qualified candidates. 

 

What Do Cloud Engineers Earn?

Cloud Engineers are well-renumerated in Ireland and can expect to earn a salary somewhere in the region of €90,000 – 120,000. Those in the contracting space can bring in day rates of €500 – 600.

 

 

8. Data Scientists 

A Data Scientist’s role involves the collection, processing and analysis of large data sets. They work to extract meaningful and actionable insights from the data which can then be used to inform business decisions. They often collaborate cross-functionally with other teams throughout their organisation (e.g. operations, customer success, marketing etc).

The global market for Big Data was valued at approximately US$70.5 billion in 2020 and is projected to reach US$243.4 Billion by 2027. As the data sector industry continues to boom it is being held back by a global shortage of individuals with the required ‘deep analytical’ skills. There is also a shortage of business information professionals with dual skillsets across technology and business.

 

What Do Data Scientists Earn?

In Ireland, the typical salary for a Data Scientist averages between €60,000 – 95,000. Data Scientists working on contract generally command rates of €450 – 550. 

 

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Why Work in Tech & IT? 

 

Tech is a future-proof career option that offers excellent prospects. Demand for skilled tech and IT workers will only go up as more and more companies embrace digitisation in the age of Industry 4.0. However, with a limited talent pool to hire from, the market has become weighted heavily in favour of candidates. This means that candidates with niche and in-demand skills will have their pick of career opportunities. 

 

A tight labour market means that the tech and IT sector is one of the highest-paying fields. Tech employers need to compete for the best talent and are willing to pay top dollar for skilled and experienced professionals. In an effort to attract new talent, many organisations offer signing bonuses and cash incentives, as well as attractive perks such as unlimited paid time off and remote working. As such, Tech and IT are attractive options for people starting on their careers or looking to make a switch.

 

To discover more about the most in-demand tech & IT jobs, contact Berkley today and make an appointment with one of our expert Technical Recruitment Consultants.

What Salary Am I Worth?

Constantly fluctuating salaries means that it can be challenging to determine your worth. However, it’s important to know your value in order to make sure that you are receiving a fair and competitive compensation package. To learn more, read our guide below on how to figure out what salary you are worth. 

 

 

Why It’s Important To Know What Salary You’re Worth

 

“Understanding your own worth is very important. If you don’t understand your worth and the value you bring to your employer, why should anyone else?” 

~ “Understanding Your Professional Value”, INCORP

 

Knowing your worth is key to ensuring steady salary growth throughout your career. In fact, a study featured in the Journal of Organisational Behaviour has revealed that a 25-year-old employee that starts at $50,000 would earn $634,198 less than an employee starting at $55,000 by the time they reached the age of 65. As such, it’s important to factor up-to-date and achievable salary goals into your career plan. 

 

Having a good knowledge of your worth will empower you to weigh up job opportunities and negotiate better wages throughout your professional life. Cultivating this knowledge is particularly important for groups that are more likely to be underpaid such as entry-level workers, women and people of colour. 

 

 

4 Ways to Figure Out Your Worth 

 

1. Download Salary Guides 

Salary guides offer the most effective way of researching your worth. For the best overall picture, download several salary guides from a few different sources and cross-reference the figures. You can get started by downloading Berkley’s most recent salary guide reports. Alternatively, you can discover average market rates for your role in the contracting space by downloading our 2022 Contracting Rate Reports. 

 

2. Talk To A Recruiter

You can also learn more about average salaries by talking to a recruitment consultant. We recommend finding an experienced recruiter who specialises in your field. A specialist consultant can also tell you about contracting rates for that position in case that is a path you are interested in pursuing. Visit this page to arrange a free consultation with one of Berkley’s specialist recruiters. 

 

3. Look Up Similar Job Listings 

Amid calls for greater pay transparency, a growing number of employers are featuring salary bands in their job ads. As such, it is now much easier than ever to discover the going rate for your role. For the most comprehensive view, we recommend searching across a number of different job boards. 

 

4. Ask Your Network

If you have many connections, it may be worth asking your network for general salary trends and information in your field. However, bear in mind that this information is more likely to be based on opinion than fact. 

 

LinkedIn Poll - When it comes to job offers, is salary the ultimate deal-breaker

What Factors Affect Your Earnings?

 

Location

When determining the salary for a role, employers must consider local living costs. 

As a rule, employers in city-centre locations generally offer much higher wages than rural areas. For example, Dublin workers earn 15% more than their counterparts in other counties in order to compensate for higher accommodation, food and transport costs. 

Furthermore, areas featuring business clusters (defined by Wikipedia as “a geographic concentration of interconnected businesses, suppliers, and associated institutions in a particular field”) tend to offer more competitive salaries in order to attract top talent

However, it is worth noting that the rise of remote working in recent years has led to calls for decentralised pay scales. In the future, geography may not have such a strong influential effect on salaries. 

 

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Company Size

In Ireland, people employed by large multinationals tend to earn more than those employed by domestic SMEs. For example, CSO research has revealed that people working for US multinationals earn almost double the average industrial wage. These large companies offer higher salaries and more comprehensive benefits because they generally have the resources to do so. However, we are finding now that many smaller organisations are combatting this by using perks creatively when paying more isn’t possible.

 

 

 

Skill Supply & Demand

Severe skills shortages have led to a market in which employers fiercely compete against each other for top talent. Organisations wishing to remain competitive need to pay big bucks to hire for in-demand skills while also retaining current employees by offering pay rises and counter-offers when appropriate. 

However, research from Grant Thornton has found that a shortage of skilled workers has been identified as a constraint to growth by 37% of Irish businesses. So why is this? Ireland’s talent pool has shrunk while our economy has grown, so the demand for labour has gone up. This has been exacerbated by the pandemic as the net migration of skilled workers has fallen to an all-time low. 

As a result of this, candidates with niche, in-demand skills can command higher salaries at every level of their career. They are also more likely to turn down job offers as a result of receiving lucrative counter-offers from employers.

 

What are some of the most in-demand roles in 2021?

Engineering: Process, Automation, Validation, Ehs, Quality, Regulatory, Manufacturing, Chemical, Electrical, Maintenance Engineers And Technicians.

IT: Software Developers, Analysts, Designers, Engineers, Architects, Technical Support Staff.

 

Experience

As you progress in your chosen career and gain experience, your earnings should continue to grow. Candidates with a high level of skill, knowledge and business acumen built over years in the job are deemed to be highly valuable. 

What’s more, your experience is inextricably linked with your reputation. Typically, the more experience you have, the better you’re reputation will be. As your reputation develops, there will be more employers who will be willing to pay top dollar for your services. 

Typically, top earners within an occupation will have 10+ years of experience. These senior candidates are highly sought-after as they offer a level of hard-won expertise and insight that can have a transformational effect on an organisation. 

 

“In the business world, everyone is paid in two coins: cash and experience. Take the experience first, the cash will come later.” 

~ Harold S. Geneen

 

Education Level

Research has confirmed that earned income typically increases with your education level. For example, data from the CSO reveals that the median earned income for PhD-holders was almost five times higher than that of a person with no education. This is particularly the case in Ireland, where the earnings advantage for adults with a third-level qualification is larger in Ireland than on average across OECD countries.
If your income is stagnating then it may be time to look into upskilling. The key to unlocking a higher earning potential through learning is to think shrewdly when choosing courses and to stay ahead of the technical curve.

 

 

Type of Role

The type of role you work in can also influence how much you earn. For example, contractors typically earn higher gross pay than permanent employees. This is because contractors are usually employed on a short-term basis. Contractors’ higher pay also compensates for the fact that they do not receive employee benefits such as sick pay or annual leave. Furthermore, contractors are paid for every hour/day that they work whereas permanent employees are paid a salary that may not cover hours worked in overtime.  

 

What’s more, by engaging the services of a specialist tax accountancy firm contractors can further maximise their take-home pay. Specialist tax accountants achieve this by making limited company structures as tax-efficient as possible while also offsetting business expenses against the contractor’s income. To learn everything you need to know about making the switch to contracting, visit Berkley’s dedicated Contractor Hub. 

How to Communicate Your Worth to Potential Employers

 

“The worst financial transaction you will ever make is selling yourself short.” ~ Greg Gilbert

 

Once you have researched salaries, the next step is to learn how to communicate your worth to potential employers. When applying for a promotion or a new job, you need to market yourself as if you were a business. To stand out as an applicant you need to be able to clearly articulate the value you offer based on the criteria the employer has defined. Confidence is key here. If you’re going to ask for more money, you have to truly believe you’re worth it. Once you have demonstrated that you could be a valuable asset to the company, then you should be able to easily justify your worth in terms of salary.

 

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Key Takeaways: What Salary Am I Worth?

To ensure that your earnings stay on track throughout your career, it’s important to cultivate a strong understanding of your worth. In order to do this, you will need to do your homework by researching the going rates on the market and by factoring in the various things that could potentially affect your salary. However, the work doesn’t stop there – you must also be able to confidently and effectively communicate your worth and value to potential employers. For more salary tips and tricks, contact Berkley today and talk to one of our expert consultants!

 

Our Top 10 Blog Posts of 2021

We’ve had over 70 new blog posts this year, and in those we covered a lot. Job seeking strategies, interview tips, market insights — the list could go on and on. As the end of 2021 approaches, we are recapping our most popular blog posts of the year. We hope that you will find something worth remembering, learning or getting inspired by for the New Year. Let’s get started!

 

 

1. How to Write a Cover Letter for Your Dream Job

 

When applying for a job, a thoughtfully written cover letter can greatly enhance your odds of securing an interview. Your cover letter will likely be the first thing a hiring manager sees when they view your application. As the saying goes, “You never get a second chance to make a first impression”, so it’s absolutely vital to get it right. Our in-depth guide outlines the many benefits of sending cover letters and shows you how to write a letter that is sure to impress potential employers.  Read Now >>>

 

Handshake through a laptop screen

 

2. How to Calm Your Nerves Before A Job Interview

 

You’ve submitted your CV and done the prep, now all that’s left is the interview. No matter how well-prepared you are, nerves are a normal part of the job interview process. In fact, a staggering 93% of job candidates have experienced anxiety related to their interview. Take a look at our guide to discover 10 proven methods to help calm your nerves before a job interview. Read Now >>>

 

 

3. Why Choose Recruitment as a Career

 

Thinking about making a career change in 2022? Check out our guide to learn more about what a career in recruitment entails and to find out if this is the career for you. Read Now >>> 

A career in Recruitment means no two days are ever the same. You have the chance to build a business within a business and get out of it what you put in. Strong recruiters get the opportunity to build excellent relationships with Clients and Candidates and really build a brand for themselves in a fast-paced environment. If done right, the financial benefits in recruitment make the role very rewarding.

4. How to Write a Resignation Letter

 

Congratulations! You’ve submitted a great CV, aced the interview, and landed your dream job! Now’s the time has come to wind up your old job so you can move on to pastures new. It’s never easy to say goodbye, but handing in your resignation is something that everyone has to do at some point in their career. If you are currently switching roles and don’t know how to kickstart the process of moving on, then you should read our comprehensive guide on how to write a resignation letter. Read Now >>> 

How to write a resignation letter

5. How to Write a Pharma CV

 

The pharmaceutical sector is one of the top employers in Ireland. It currently employs approximately 25,000 people directly and a further 25,000 indirectly. It is a source of high-quality jobs, as over 65% of those employed in the industry have a third-level qualification. In the past year, there were many positive jobs announcements from major players in the industry including Pfizer, Wuxi, Gilead and more. If you want to work in Ireland’s booming Pharma sector, read our step-by-step guide on how to write a CV for a pharmaceutical company. Read Now >>> 

 

 

6. How to Answer Salary Expectations

 

When attending job interviews, many candidates dread the inevitable question about their salary expectations. The key to a successful response is to do thorough research and answer with confidence. Take a look at our handy guide to find out how to up-to-date salary information and how to use this information to strategically respond to the salary expectations question in a job interview setting. Read Now >>> 

 

 

7. How to Sell Yourself In a Job Interview

 

When you are job hunting, you cannot rely on the quality of your work to speak for itself. In order to land the opportunities you want, you need to be able to communicate your achievements and make your positive results visible to others. If you struggle with promoting yourself to potential employers, then you should check out our guide to learn how to sell yourself in a job interview. Read Now >>> 

 

LinkedIn Poll: How to sell yourself in an interview

 

8. 4 Day Work Week: Pros & Cons

 

Shorter working weeks – just a fad or the future of work? In recent years, there have been increased calls from workers around the world for a four-day work week. According to Berkley’s own research, a whopping 83% of respondents stated that they were in favour of a four-day working week. n response to the growing demand for shorter working hours, the Irish Government has invited academics to submit proposals about how a four-day work week could operate in Ireland. In this article, we delve into how exactly the four-day week works and weigh up the pros and cons of this new working structure. Read Now >>> 

9. The Representation of Women in Ireland’s STEM Sector

 

The STEM sector is key to Ireland’s success and is likely to grow in importance over the coming decades. While Irish men and women are as likely to pursue science careers, there is a clear imbalance in the areas of technology, engineering and mathematics. Studies produced over the years about the gender disparities within STEM have created the metaphor of the “leaky pipeline” to describe the points at which girls and women leave STEM. As the STEM sector continues to grow in importance, it is women who are likely to be left behind due to the long-standing gender gap across both STEM education and industry. Learn More >>> 

 

 

10. How to Find Remote Jobs

 

As the jobs market edges closer to pre-pandemic normality, many workers are looking to maintain the flexibility and freedom they gained during the lockdown. If you are seeking a new role in 2022 then you should broaden your search to include remote jobs. This will add an entirely new dimension to your job hunt as there are many new tactics you will need to add to your traditional job-hunting strategy. Fear not, however, Berkley is here to help! Read this guide to learn more about how to find remote jobs in the New Year. Read Now >>> 

 

Would you turn down a job if remote working wasn’t offered?

 

Why Choose Recruitment as a Career?

Thinking about making a career change? Read our guide to learn more about why you should choose recruitment as a career.

 

 

What do Recruitment Consultants Do? 

 

Put simply, a recruitment consultant acts much like a matchmaker. They provide a vital link between job seekers and employers. The aim of the game is simple – fill the role with the most suitable candidate. However, the role of a recruitment consultant is multi-faceted and encompasses a wide range of skills and activities including client management, business development, networking, marketing, negotiating and much more. 

 

Typical Work Activities: 

  • Promoting job vacancies across online jobs boards, social media, candidate outreach and word of mouth.
  • Guiding candidates and clients through the hiring process.
  • Coaching candidates and helping them to achieve their career goals.
  • Screening, interviewing and short-listing potential candidates.
  • Researching and monitoring industry news, trends and developments. 
  • Building relationships with new clients through business development activities.

 

Recruitment consultant talking on the phone

What Skills & Qualities Do You Need To Be A Successful Recruitment Consultant? 

 

  • Independent-minded self-starter
  • Target & goal-oriented
  • Strong communication skills 
  • Creativity and lateral thinking 
  • Resilience & a positive mindset
  • Sociable & extroverted 
  • Time-management 
  • The ability to work under pressure 

 

 

Why Choose Recruitment as a Career – 6 Reasons

 

Excellent Earning Potential

As a recruitment consultant, you will receive a commission on top of your base salary for every role that you successfully fill. Your achievements and successes are rewarded which means that the sky’s the limit in terms of potential earnings. However, if you have a bad month, you can still depend on your basic salary. This gives you the financial freedom to see the world, save for a rainy day, or invest in further education. 

 

Every Day Is Different 

If you’re the kind of person who craves variety in their career, then recruitment could be a good fit for you. As a recruitment consultant, you will find that no two days are the same. On any given day, you could be meeting candidates, attending on-site client meetings, conducting mock interviews, going to business events, or making important phone calls. What’s more, each new role will present an opportunity to learn something new and connect with a diverse range of people. 

 

Great Development Opportunities

As a recruitment consultant, you will benefit from comprehensive training. What’s more, you will be able to learn a lot from your colleagues at your desk as they help you to build your skills. Put in the work, and you will soon find that you’re on the fast track for recognition and progression. Here at Berkley, we have many examples of top performers who have advanced into more senior leadership roles. Since joining us in 2012, Tony Tynan has progressed from Senior Engineering Consultant to Divisional Manager to his current role as Director of Operations. 

 

Transferable Skills

As you engage with more and more clients, you will learn a lot about the dynamics of other industries. This knowledge will prove to be invaluable should you ever decide to make a career move. Working in recruitment gives you the chance to develop in-depth industry knowledge, useful skills, and a vast network of valuable contacts, As such, it is the ideal launchpad for a career in Business, Sales, HR and Talent Acquisition. 

 

Cultivate Subject Matter Expertise 

As a recruitment consultant, you will gain the opportunity to gain insights into the inner workings of businesses in your specialist sector. Over the years, you will naturally build up your subject matter expertise. This will enable you to provide specialist advice to clients that will help them to grow their business. 

 

Make A Meaningful Impact

For many recruitment consultants, the most rewarding element of their job is the ability to make a meaningful impact. Whether it’s supporting a candidate as they secure a life-changing opportunity, or helping a client hire the perfect person to grow their business. The chance to make a real impact that helps recruiters to stay motivated and committed to excellence in their roles.

 

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What Do Our Consultants Say? 

 

A career in Recruitment means no two days are ever the same. You have the chance to build a business within a business and get out of it what you put in. Strong recruiters get the opportunity to build excellent relationships with Clients and Candidates and really build a brand for themselves in a fast-paced environment. If done right, the financial benefits in recruitment make the role very rewarding.

Recruitment has certainly been a fantastic career choice. What I really enjoy is that no day in recruitment is ever the same. It is a very fast-paced working environment where you have the opportunity to speak to new people every day. This certainly excites me! 

There are also many invaluable skills that one can learn from recruitment, such as skills in communication, relationship management, time management and negotiation. These kind of skills are crucial in many aspects of life.  

A career in recruitment also allows me to assist people in their search for a new role which is certainly very satisfying.

The reason I chose to work in recruitment is that it’s a diverse and challenging role. You get the chance to work with clients in different industries, in different parts of the world. You’ll develop your skills in communication, relationship management, time management and negotiation, which are invaluable no matter what career path you choose.

I chose a career in recruitment because it combined my passion for technology and business. On a daily basis, I get to speak to candidates and clients about technology and gain insights into some of the biggest tech companies in the world. There are so many different moving parts in recruitment and working in the industry has allowed me to become an expert in Sales, Business Development, Technology and Marketing, improving my knowledge and skills every day.

 

Why A Career in Recruitment is a Great Option for Graduates

 

Recruitment is particularly suited to graduates who are looking to get on to the first rung of the career ladder. Recruitment is open to anybody who has the right attitude and skill-set, no matter what your experience level is. The majority of skills required to excel in recruitment cannot be taught, rather, they come from within. This means that anybody with the right skills, attitude and personality can enjoy a successful career in recruitment.

 

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Why A Career in Recruitment is a Great Option for Career Switchers

If you are looking to make a career switch, then recruitment could be a great option for you. By choosing a career in recruitment, you can apply your hard-won industry experience and expertise to support candidates and clients. This specialist knowledge will help you to make a meaningful impact while working in a rewarding environment. If you are considering making a jump to a career in recruitment, why not chat with one of our consultants today to learn more about this career path.

 

How Do You Get into Recruitment? 

 

If you are interested in embarking on a career that offers many learning opportunities, clear progression and a high earning potential, then why not join the Berkley team? We are always on the lookout for the next generation of talent who will support our teams with fresh ideas and new ways of thinking. Currently, we are seeking Recruitment Consultants and Entry-Level Resourcers to join our Business & Technology, Life Science & Engineering, and Supply Chain & Procurement teams. 

 

 

How to Ask for a Pay Raise

Are you thinking about requesting a salary bump in 2022? Read our guide for top tips and tricks on how to ask for a pay raise.

 

 

Introduction

 

Irish wages are expected to rise 4-5% this year and next, according to EU estimates. However, with inflation projected to reach 3.1% next year, many industry experts question whether these increases will keep pace with the rising cost of living. These figures indicate that many employees will be seeking out salary increases over the next 12 months. 

 

Data from MarketWatch has revealed that workers who regularly negotiate their salary earn at least $1 million more throughout their careers compared with those who don’t. Outside of moving jobs, it’s clear that salary negotiation is the best way of increasing your income. However, many employees have never approached their managers about a much-deserved salary increase. If you are thinking about broaching the topic of a salary bump at work but don’t know where to start, why not check out our comprehensive guide below.  

 

Job Interview

Pay Raise Statistics 

 

  • Only 37% of workers have ever asked for a raise from their current employer. (Source: Payscale)

 

  • 73% of women have not asked for a pay raise during the COVID-19 pandemic, compared to 58% of employed men. (Source: Glassdoor)

 

  • 70% of employees who have asked for a raise received one. 39% of those who asked for a raise received the amount they asked for. Another 31% got a raise that is less than the amount they requested. The remaining 30% did not get a raise. (Source: Payscale)

 

  • The most successful strategies for getting more money were in-person meetings (48%) along with researching the salary range of similar positions for comparison (34%). (Source: Zoro)

 

  • While 36% of women don’t do anything after initially being denied, 42% of men asked why they were denied, 13.6% negotiated nonmonetary benefits, and 39% started looking for a new job. (Source: Zoro)

 

  • Workers who regularly negotiate their salary earn at least $1 million more throughout their careers compared with those who don’t. (Source: MarketWatch)

 

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What Are the Different Types of Pay Raise?

 

1. Increases Based on Performance and Merit 

An employer may choose to reward an employee’s achievements by giving them a salary bump. This raise may take the form of a standard percentage increase or it could be a lump sum added to the employee’s annual salary.

 

2. Cost-of-Living Adjustments (COLA)

Some employers opt to give out annual or bi-annual raises in order to keep up with the rate of inflation. The amount of the cost-of-living raises varies with inflation. As such, this type of raise helps to ensure that the buying power of an employee’s salary remains the same during a period of inflation. 

 

3. Standardised Increases

A standardised pay raise refers to when an employer awards a salary increase to a group of employees (e.g a particular team, the full company). Every employee receives an equal amount and the increase may take the form of a percentage raise or lump sum.

 

Feel Uncomfortable Asking for a Raise?

 

Making a pay rise request isn’t something you do every day, so it’s normal to feel anxious. However, initiating the conversation yourself is far more effective than waiting for your employer to make the first move. Being proactive about salary may be uncomfortable but it has been shown that this strategy can have a hugely positive effect on your salary. According to Fast Company, the four biggest fears people have when asking for a raise are: 

 

  1. Fear that you don’t deserve more money 
  2. Fear of rejection
  3. Fear of negotiating 
  4. Fear of losing your job 

 

So what are some things you can try to ease your nerves about asking for a salary increase? 

 

  • Practice the conversation beforehand with a trusted friend
  • Prepare your arguments in advance
  • Get to know your worth by researching salaries 

 

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How to Ask for a Raise: A Step-By-Step Guide

 

Step 1: Pick the Right Time

When asking for a raise, timing should be your first consideration. The timing of your request could have a major bearing on your employer’s response so you need to be tactical. Before you schedule a meeting, reflect on the following questions: 

 

  • What is the company’s current financial situation like? 
  • Is there a salary review cycle coming up?
  • When was the last time you received a raise? 
  • Have you successfully completed a major project recently?

 

Step 2:  Calculate Your Pay Raise Request

Knowledge, as they say, is power. Before arranging a meeting you need to know your worth and translate that into a fair and realistic salary. As such, it’s important to have an up-to-date grasp of current market rates for your role. You can research this by cross-referencing different salary guides, looking up salary brackets in job ads, and chatting to a recruiter. It’s also a good idea to read up on the rate of inflation and cost of living figures. 

 

Step 3: Prepare Your Arguments 

According to Financial Therapist, Debra Kaplan, “The request for a raise should be based on objective fact gathering and not on a self-assessment of worth.” When making a pay raise request, investing time into preparing compelling augments can significantly increase your odds of successfully persuading your boss. 

 

We recommend preparing a “Brag Book” that contains the following pieces of information : 

 

  • Key facts demonstrating how you have added value to the company 
  • Stories of times when you added value 
  • An explanation of how your responsibilities have changed/expanded since first taking on your role
  • Examples of any positive feedback you have received from colleagues, managers, clients etc. 

 

Step 4: Plan Your Next Steps If You Get a ‘No’

While positivity is key, it’s also important to carefully consider what you will do if your boss chooses to decline your request. It’s best to do this in advance, so you can stay objective.

 

Firstly, you should consider how feasible it would be to make a non-monetary request in lieu of a salary bump (e.g. additional holiday days, greater flexibility, remote working etc.) 

 

This is also a good time to weigh up your options and to start seriously thinking about moving on to the next step in your career. Consult your career plan and start thinking about what the next career move should look like for you. 

 

Step 5: Arrange a Meeting

Having completed your prep and reflected on your next steps, now comes the hard part – talking to your manager. Take some time out before the meeting to relax and review your arguments. Give your manager plenty of notice by sending an email to formally set a time and date to discuss your salary. 

 

During the meeting, try to stay professional by presenting your arguments in a neutral and fact-based way. Take your time and remember to breathe!  

 

At the end of your presentation, ask your manager if they have any follow-up questions and arrange a time to check in again to see how your request is progressing. 

 

10 dos and donts of asking for a pay raise - infographic - berkley recruitment

10 Do’s & Don’ts of Asking for a Raise 

 

  1. Do try to make your request in a face-to-face or video meeting.  
  2. Don’t make it personal. 
  3. Do back up your request with several objective, fact-based arguments. 
  4. Don’t give an ultimatum or threaten to leave your job. 
  5. Do conduct research to learn more about current market rates for your role. 
  6. Don’t base your request on a colleague’s salary.
  7. Do consider alternatives to a raise in case you get a negative response.
  8. Don’t schedule the meeting at a busy time of the year. 
  9. Do keep a positive mindset about your chances of securing a raise. 
  10. Don’t blindside your manager. 

 

 

What To Do If Your Employer Says No

 

Common Justifications for Pay Rise Refusal 

According to Payscale, the most common reasons employers give for refusing a salary bump are: 

 

  • Budgetary Complaints 
  • Asking outside of the established time of year for raises 
  • Performance doesn’t warrant a raise 
  • Not in the role long enough
  • Shockingly, 33% of bosses do not provide any rationale for refusing a raise request.

 

Next Steps

If your employer says no to your request, you should first try to dig a little deeper into their rationale. If you think your manager will be receptive, why not ask them what you can do to earn a raise in the future. Their answer will hopefully give you helpful information to guide and improve your performance going forward. However, if they cannot provide you with an answer then it may be time to consider moving on. 

 

If the company isn’t in a position to give you a raise at the current time, you could also enquire about a non-monetary alternative such as extra holidays or an improved benefits programme. 

 

Should You Say or Should You Go?

In some cases, you may be better off changing jobs altogether. In fact, research shows that getting a new job is a much better way to secure a pay increase than asking your current employer for a raise. When switching jobs, it’s generally the rule to negotiate for a 10% to 20% pay increase from what you are currently making. You should also consider making a switch to contracting, as a lucrative day rate may in fact offer higher take-home pay than a salary. To learn more about how much you could potentially earn as a contractor, download Berkley’s 2022 Contracting Rate Reports. 

 

Before making your decision, consider your long-term career goals and whether you can achieve these while working in your current role. If you feel like you have plateaued in your current job, then it may be time to seek out a new position elsewhere that meets your salary expectations while also offering plenty of growth opportunities. 

 

Fortunately, the fact that you already have a job means that time is on your side. Take your time and do your research to ensure that you find a role that is the perfect fit for your skills and personality. We also recommend chatting to a Recruitment Consultant who can advise you on ways to grow your career by taking advantage of current opportunities in the market. 

 

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How To Improve Your LinkedIn Profile for 2022

As the end of the year approaches, now is the ideal time to review and refresh your LinkedIn profile. Check out our guide below to learn more about how to improve your LinkedIn profile for 2022.

 

 

Introduction

In 2021, Berkley ran a poll that revealed that 32% of job seekers update their LinkedIn profiles on an annual basis. Over the past year, LinkedIn has added many new features to their platform that you may not be aware of if you only log-in once a year. In this guide, we will walk you through these new features and their benefits. We will also share some new content types as well as three handy bonus hacks to help you improve your LinkedIn profile.

 

How often to you work on your LinkedIn profile?

 

5 New & Useful LinkedIn Features to Try in 2021

 

1. Name Pronunciation

One way you can improve your LinkedIn profile is by recording your name pronunciation and displaying it on your page for others to hear. When you add this, a 🔊 icon will appear next to your name. Adding a recording will humanise your profile and help prevent any unfortunate mix-ups if you go for a job interview. Visit this page for a step-by-step guide on how to add a name pronunciation to your profile.

 

Example of a LinkedIn Profile with Name Pronunciation Enabled

 

2. Personal Pronouns 

Many people are adding their personal pronouns to their social bios in a show of support to the Trans community. As one source puts it, this action “tells everyone that you are not going to assume their gender.” Visit this page for a step-by-step guide on how to add personal pronouns to your profile.

 

Example of a LinkedIn Profile With Personal Pronouns

3. Cover Story

A Cover Story is a short introductory video (with a max length of 30 seconds) that appears when users click on your profile picture. Profiles with a cover story will show an orange border around the profile picture. 

The purpose behind these videos is to show the real human behind the profile by allowing users to provide more context about themselves, what they do and their goals.

Visit this page for a step-by-step guide on how to add a cover story to your profile. Please note that you can only record and upload a cover story using the most recent version of the LinkedIn mobile app. 

 

 

 

4. Featured Posts 

This feature allows you to display a selection of your posts on the top of your profile. This section is located toward the top of your profile between the About section and Activity section. This feature helps to boost your personal brand as it allows you to cherry-pick and showcase your best content. This could be a social media post that you are particularly proud of or an example of your work. For more advice on how to add a “Featured Posts” section, check out this guide. 

 

 

5. Creator Mode

Creator Mode is designed to help content creators extend their reach on LinkedIn by giving their content more prominence on their profiles. When you activate Creator Mode you should notice the following changes: 

 

  • Under your headline, there will be a list of content topics presented in hashtag format
  • There is an additional “+ Follow” call-to-action button 
  • The “Activity” section will feature 6 rather than 3 posts

 

We recommend activating “Creator Mode” if you share a lot of original content on LinkedIn or if you regularly engage in the comments section of posts. Click here for a comprehensive guide on how to turn on Creator Mode. 

 

Spruce Up Your LinkedIn Activity with These Trending Content Types

 

LinkedIn Polls

The Berkley company page has been running weekly polls for several months and they have proven to be a very effective way of driving engagement and visibility. Here are our top three tips for poll success: 

 

  • Limit the response options. In our experience, simple yes/no polls do the best. 
  • Use hashtags to boost visibility e.g. #polltime #polloftheweek #votenow #poll
  • Take inspiration from the news, holidays & recent/upcoming events 

How to Create a LinkedIn Poll

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Text-Only Posts 

These have become very popular recently. I suspect that these posts perform well because they break up an otherwise image-heavy feed of content. Some examples of subjects you can write about include: 

  • Sharing tips 
  • Promoting hacks
  • A story about something that recently happened to you that illustrates a wider point
  • Sharing something you recently learnedExample of a text-only post on LinkedIn

LinkedIn Documents

Numerous studies have revealed that “Document” content generates strong engagement in the form of click-throughs. Documents are a useful way to repurpose powerpoints or PDFs that you think may be of interest to your audience.  

How to Share Documents on LinkedIn

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3 Bonus Hacks to Improve Your LinkedIn!

 

Spelling & Grammar 

Your LinkedIn profile is public and can be seen by anyone, so it’s important to make sure that your spelling and grammar are correct. Even the best writers can make mistakes, so it’s a good idea to download a reliable spellchecker. Our favourite is the Grammarly Chrome Extension. This free tool will proof your post as you write it on LinkedIn. 

 

Hashtags 

Including hashtags will help to boost the visibility of your posts. Why is this? 

  • Your post will appear if someone searches for the hashtag on LinkedIn
  • Your post will appear if someone follows that hashtag

We recommend adding between 3 – 5 hashtags to each post. To find relevant hashtags, start typing a hashtag into your post and LinkedIn will automatically make suggestions. 

Scheduling Posts

For today’s busy professionals, finding time to post on LinkedIn can be hard. Fortunately, you can automate your LinkedIn activity by signing up to a free social media scheduling tool such as Buffer or Hootsuite. These tools allow you to write your posts in advance and schedule publication for a later date. Social media automation is hugely convenient as it allows you to write your posts at a time that suits you, rather than having to log in to each network every day.

How to Plan Your Next Career Move

In this guide, we will show you how to plan your next career move. We will demonstrate the importance of career planning and show you how to find a role that supports your long-term career goals. 

 

Career Planning – The Key to Professional Success

 

Successful careers don’t just happen. They take years of hard graft, constant learning and strategic planning. Forward-thinking and strategic planning are essential in order to ensure that you are continuously progressing in your career. Yet oftentimes, candidates go out on the job hunt without considering how their next role will impact their overall career arc. This is an all too common mistake that leads to many talented professionals finding themselves stuck in a career rut. 

 

Career planning is a tool that allows you to proactively manage your professional life. By undertaking career planning activities, you can explore and define your goals, identify key tasks and roadblocks, and create a roadmap. This will give you greater focus and motivation in your career journey as you pursue your professional goals. 

 

A recruitment consultant can be a useful ally throughout your career. They can advise you on market opportunities and recommend next steps to ensure constant improvement and progression.

 

3 young professional women at work

 

How to Plan Your Next Career Move 

 

 

Step 1: Think About Your Career Development Plan 

 

To help kickstart your career plan, we at Berkley have devised a handy Career Development Workbook that you can complete virtually or by hand. This document makes the career planning process easier by breaking it down into very manageable bitesize chunks. Our workbook walks you through the stages of self-assessment, goal-setting, gap analysis and the formation of SMART career objectives. Once you have completed this workbook, you will have a much clearer idea of what success means to you. This knowledge will allow you to figure out how to plan your next career move in a strategic way.  

 

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Step 2: Get Feedback

While self-reflection is important, it is also a good idea to consult other people. In doing this, you will benefit from an outside perspective and gain new insights. To get as much feedback as possible talk to a range of friends, family, colleagues, mentors and managers. Alternatively, you can seek external counsel from a specialist recruitment consultant or a career coach. 

 

Some questions you could ask include: 

  • What do you think are my biggest strengths and weaknesses? 
  • How would you describe my personality? 
  • Do you think this path would be a good fit for me? 

A young professional man and woman walking at work

Step 3: Go Window-Shopping

 

In this case, the term “window shopping” refers to the act of browsing current open roles without intending to apply. Regularly check jobs websites for new roles and read the job descriptions carefully. Note down any trending skills that are frequently mentioned. You can use this list to identify any in-demand skills that you may need need to upskill on. You can focus on bringing your skills and knowledge up-to-date until you are ready to make your next career move. Why not start window shopping now by browsing Berkley’s Jobs Portal?

 

Alternatively, you can call up a trusted recruitment partner and ask them to walk you through the current market. They can outline where employer demand is in terms of skills, qualifications and experience. They can review your CV and highlight your key strengths and selling points in the context of the current employment market.

 

Step 4: Don’t Rule Out Lateral Moves

 

A Lateral Career Move refers to when you change to a new role that is at the same level as your previous position. This may involve moving to a different department in your current company or taking on an entirely new role with a different company. 

 

Lateral moves are the opposite of vertical moves i.e. where you climb the career ladder in search of new titles, higher status and a larger income. Lateral moves are often viewed negatively due to the misconception that they don’t help you advance your career. 

 

However, there are many benefits to making a lateral career move. Firstly, it allows you to diversify your skill-set and gain new experiences. This prevents you from becoming pigeonholed into one career path and can make you more marketable in the long run. What’s more, making a lateral career move (whether it’s internally within the same company or externally to a new company) also allows you to expand your professional network. 

 

 

Step 5: Be Your Own Cheerleader 

 

Self-advocacy refers to the ability to effectively communicate and assert your own wants, needs, interests and rights at work. Effective self-advocacy can help “make your work experience the best it can be and to move your career forward” (Source: Goodwill). Some examples of self-advocacy at work include: 

 

  • Speaking up for what you want
  • Demonstrating how your work adds value to the organisation  
  • Showing pride in your work
  • Not downplaying your accomplishments 
  • Not being afraid to leave and find a role where you’re valued

 

As we grow up, many of us are taught to avoid appearing braggy or arrogant. However, learning how to effectively advocate for yourself in the workplace is essential if you want to get ahead. One way you can learn to communicate your wins is to keep a “Brag Book” i.e. a folder/document where you keep a record of your achievements. Keeping a record of your wins will give you the confidence boost you need to share your successes with others. 

 

 

Step 6: Interview Smarter 

 

When you start interviewing around for your next career move, it’s in your best interest to take a strategic approach. Before each interview, take some time to reflect on the following: 

 

  • What are your motivations for leaving your current job? 
  • What do you value in a workplace?  
  • What are your long-term career goals?
  • What do you need in your next job to bring you closer to achieving your long-term career goals?

 

To help ensure that you get relevant information that will help you to assess the role, write down a list of questions pertaining to the points above. We also recommend that you read our dedicated Job Interview Guide for more interviewing strategies and advice. 

 

If you have partnered with a recruitment consultant, they can perform mock interviews with you. What’s more, they can offer you advice on what specific qualities the employer in question is looking for.

 

Example

Grace is a mid-level Software Developer with a small team in Cork.

Having thought about her career plan, she has set a long-term goal of becoming a Manager. In order to develop her management skills, she will need to find opportunities to spearhead new projects. However, her current boss is a Micromanager and it is unlikely that she will receive the autonomy and trust required to take ownership of new projects.

She has decided that the time has come to find a new job. Grace’s top priorities are to find a company that fosters employee growth through the provision of upskilling opportunities and by actively promoting a culture of trust and innovation.

Some of the questions she plans to ask in her interviews include:

  • In what ways does this company support its employees?
  • Are there opportunities for this position to change or expand?
  • How can I get support in setting goals and expectations?
  • How will working in this position grow my skills?
  • How have successful employees advanced in this company?
  • Does the company offer any incentives for learning new skills?

 

Step 7: Don’t Rush into Accepting A Job Offer

 

Do not just accept a job offer simply because it’s offered to you. The decision to switch jobs can be a life-changing decision and is not something that should be rushed into. 

 

If an employer makes you a job offer, it’s polite to respond with an acknowledgement that you have received the offer. Ask the employer how much time you have to make a decision and let them know that you will be in touch soon with a final response. Large, multinational companies have slow-moving hiring processes and are likely to give you plenty of time to respond, however, SMEs will likely need a response within the week.  

 

If you are working with a recruitment consultant, they will manage the offer negotiation on your behalf. A good recruiter is a skilled and experienced negotiator and can use their knowledge and relationship with the client/employer to secure the best deal for both client and candidate.

 

When assessing a job offer, you will first need to gather as much information as possible about the role and the company. In the rush to give a definitive answer it can be easy to lose sight of your career goals, but it’s important to carefully consider where this role could potentially sit within your longer-term career plan. 

 

Rather than thinking in generalities, i.e. “This role could let me learn, grow and develop my skills”, be more specific and deliberate in your assessment of the offer “This role offers opportunities to learn X and gain experience in Y. This will ultimately help me to attain my dream job – position Z.”

 

Step 8: Consider Contracting

 

What is Contracting?

Contracting refers to when a skilled professional provides their skills to a client organisation. The contractor will provide these services for a pre-agreed length of time. Contractors are independent, in other words, they are not employees of the organisation. Rather they are self-employed through their own limited company or they utilise the services of a specialist tax accountancy firm.

 

Making the switch from permanent work to contracting can be a great way to boost your career. Many professionals who are used to working in permanent roles often discount contract roles due to misconceptions of instability, but the reality is that more and more employers are moving towards contingent, project-based workforce models. With every year, we are seeing an increasing number of contracting opportunities arise as organisations adopt this approach.

 

So, what are the main benefits of becoming a contractor? 

  • Contractors tend to enjoy a higher take-home pay than their permanent counterparts
  • Moving from project to project will allow you to build a wealth of experience through continuous upskilling.
  •  You will have the opportunity to develop relationships across a range of different organisations. 
  • Contractors are their own bosses and have greater freedom and control over when and how they work 

 

To learn more about making the transition from permanent to contracting and what this move could mean to you, you should arrange to speak with a Recruitment Consultant who specialises in contract roles. Here at Berkley, we have expert contracts teams covering a range of sectors including business, technology, life science, engineering, supply chain and procurement. 

 

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Key Takeaways: How to Plan Your Next Career Move

When it comes to building a successful career, it’s important to define what success means to you and to plan your career moves in a way that brings you closer to your ultimate goals. By applying the tips above, you will be able to plan and evaluate career moves in a smart and strategic way. If you want more advice on how to plan your next career move, why not book a free consultation with one of Berkley’s seasoned Recruitment Consultants?

 

 

How To Create A Development Plan For Your Career

Feeling stuck in your professional life? Take a look at our guide to learn how to create a development plan for your career.

 

 

What is a Career Development Plan? 

 

Put simply, a career development plan is a document that lays out a roadmap for your career. It identifies short-term and long-term goals that will empower you to manage and advance your career. It allows you to create a personal action plan in which you outline the steps required to achieve these goals. To get started, why not download our Career Development Plan Workbook today?

 

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Why Is It Important To Create A Career Development Plan? 

 

“A goal without a plan is just a wish.” ~ Antoine de Saint-Exupéry 

 

If you want to take control of your career, then a career development plan is a must. Sitting down to write out a plan gives you the opportunity to reflect deeply on your goals and aspirations. Having clearly-defined goals will let you focus better so you can take active steps towards building the future you want for yourself. Always having one eye on the prize will help you to stay motivated in your everyday work life. 

 

When Should You Create a Career Development Plan? 

 

“Setting goals is the first step in turning the invisible into the visible.” ~ Tony Robbins

 

Career planning is always a good idea – no matter what point you are at in your professional life. 

 

That being said, it is a particularly beneficial exercise for those who have stalled in their careers. For this group, career planning can help you to pull your head out of the day-to-day and get a glimpse of a future you can work towards.  

What Does A Career Development Plan Typically Include? 

 

  1. A starting point i.e. where you are now in your career
  2. An end goal i.e. where you want to go in your career
  3. A list of the barriers you must overcome to achieve your end goal
  4. A realistic plan of how you will overcome these obstacles 

 

How to Create a Career Development Plan

How To Create a Career Development Plan: A Step-By-Step Guide 

 

1. Starting Point 

In this step, you will conduct an assessment of your current career situation. This involves a serious amount of self-examination during which you will need to reflect on the following: 

 

  • What do you like about your current job and previous roles?
  • What do you dislike about your current job and previous roles?
  • What kind of work environment do you thrive in? 
  • How do you feel about your current level of income? 
  • What motivates you in your career?
  • How your current and previous roles do/don’t align with your values?

 

It can be tricky to come up with these answers on the spot, so you may want to consider keeping a work journal for a week so you can track your experiences and identify patterns. Alternatively, you could chat with a friend/mentor or book a session with a career coach to gain professional insight. 

 

Free Download: Career Development Plan Workbook

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2. End Point 

When it comes to forming a career plan, the easiest way to go about it is to work backwards from your end goal. Ask yourself what your dream job is – don’t be afraid to set aside your inhibitions and think big. If you’re still not sure about your dream job, then think about career goals in shorter increments (e.g. where do you want to be in two or five years). 

3. Gap Analysis

A Gap Analysis is a helpful activity that allows you to identify the difference between where you currently are in your career and where you would like to be. A gap can refer to missing experience, qualifications, competencies, knowledge or skills. Performing a gap analysis lets you identify the actions you will need to take in order to overcome the barriers that are preventing you from meeting your goals. 

 

To learn more about the obstacles in your professional life, try the following activities: 

 

  • Search on LinkedIn for people who have your dream job and peruse their profiles to learn more about their career journey. 
  • Look up job descriptions for your dream job and note down any frequently mentioned requirements e.g. skills, qualifications, experience etc.  
  • You could also seek advice from a seasoned Recruitment Consultant who specialises in your field of work. 

 

4. Create a Roadmap

The next step is to figure out how you will overcome these barriers. In order to do this, you will need to research workarounds and set SMART Objectives. A SMART objective is one that is Specific, Measurable, Achievable, Realistic (or relevant) and Time-bound.

 

Example of A SMART Objective

 

Long-term: “In five years time, I want to gain a new role as a Team Lead with an innovative start-up company.”

Medium-term: “In order to gain the requisite knowledge and skills to work in a management position, I will complete a professional diploma in management and leadership over the next two years.”

Short-Term: “In order to build my interpersonal skills, I will endevour to take on at least two additional projects in my current role over the coming year.”

 

Examples of Career Development Plans

 

Example 1: Des

Des is a recent BIS graduate and has just secured a role as a Business Analyst (BA) with a global FinTech company. As an ambitious young professional, he wants to make a plan that will help him to climb the corporate ladder.

 

Des has set a long-term career goal of becoming a Project Manager as this will allow him to earn more money and work on a wider variety of projects. However, in order to become a Project Manager he will need to gain more experience and get the relevant certification. 

 

He hopes to build experience and knowledge by continuing to work in his current role for a further two years. During this time, he will try to gain exposure to different working methodologies such as Waterfall and Agile. After that, he will start applying for Senior Business Analyst roles either internally or with another company. Once he has secured a position that offers sufficient growth opportunities, he will start studying for a PRINCE2 certificate. With this certification, he can then start applying for Project Management Roles. 

 

He wants to be flexible in his approach, so he has set a secondary goal of researching relevant career paths in the areas of banking and finance that will allow hin to leverage his FinTech experience.

 

Example 2: Alice

 

Alice works as a QC Lab Analyst with a multinational pharmaceutical company. Having reflected on her professional experiences so far, Alice has realised that she quite enjoys the social aspect of the job. As such, she has set a goal of landing a role in Management. 

 

In order to do this, she will need to gain more hands-on testing experience as well as experience within projects and managing projects. By doing this, she will both improve her technical knowledge and develop soft skills in leadership, time management, attention to detail, and working under pressure. 

 

To address her knowledge gaps, Alice will put herself forward for any upskilling opportunities offered by her current employer. Once she has gained at least two years of laboratory experience, Alice will start applying for Team Lead/Supervisor positions. After a few years, she will eventually be able to start applying for Lab Manager roles. 

 

Considering that it is still quite early on in her career, Alice has decided to keep an open mind. To that end, she will also be looking to continuously upskill her qualifications by taking on additional courses related to the pharmaceutical and biopharmaceutical sector – these can be both distance-learning or fully online e.g. Sligo IT. 

 

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So, You’ve Made Your Plan. Now What? 

 

Having dedicated the time to making a comprehensive development plan for your career, you now need to ensure that you follow through. Set a date in the future on which you will revisit the plan and reflect on your performance. Keep revisiting your career plan and note down your progress. 

 

Remember, nothing in life is certain so don’t be too rigid in your plan. Be flexible, open-minded and cut yourself some slack. However, if you are consistently not meeting your goals then it may be time to reassess. Consider breaking down your goals into smaller baby steps that are easier to achieve. As the saying goes, if the plan doesn’t work, change the plan, not the goal. 

 

Another way to stay on track is to create an “Accountabili-Buddy” system. Create a small group of people with similar goals and meet up regularly to discuss how you are getting on. Some people find that being accountable to others helps them to stay on track. 

 

Once you have decided on your master plan, it’s time to start thinking about your next step. For more strategies and advice on this, read our dedicated guide “How to Plan Your Next Career Move“.

Download Our Interactive Career Planning Workbook

 

If you want to start planning your career but don’t know where to start, we recommend downloading our free interactive workbook. Our workbook will take you through all the stages of career planning including self-assessment, gap analysis and goal setting.

 

 

Why Is My CV Not Getting Any Interviews?

One question we frequently receive from job-seekers is, “why is my CV not getting any interviews?” Our consultants sift through countless CVs every day and have identified the ten most common mistakes that are preventing candidates from progressing to the job interview stage. 

 

 

Your CV Is Poorly-Written 

 

According to Undercover Recruiter, 59% of recruiters reject a CV because of poor spelling and grammar. Yet, one study from Grammarly found that a typical CV has an average of five potential errors. From a recruiter’s point of view, a badly written CV immediately discredits the candidate as it indicates sloppiness and inattention to detail. To avoid this, you just need to take the time to proof your CV thoroughly. 

 

How to Proof Your CV 

  1. When composing your CV, install a spellchecker such as Grammarly to catch any obvious errors. 
  2. Once you have completed your first draft, print it out and read it three times. 
  3. Make the necessary corrections and print the document out again.
  4. Wait a day and then read the document starting from the end and working backwards.  
  5. Ask a trusted friend or your recruitment consultant to review the document. 

 

via GIPHY

 

Your CV Isn’t Tailored To The Role 

 

“A job spec is the ‘wish list’ for a hiring manager. If you have specific experience that matches a job spec, ensure you’re adding that detail so it jumps out to someone reading your CV – spending that extra five minutes including relevant experience will help you to secure that first-round interview.”  

 

Another reason why your CV isn’t getting any interviews may be that you are not customising it for every application. Many job-seekers make the mistake of sending a generic CV to multiple organisations. Yet, research tells us that 63% of recruiters want to receive CVs that have been tailored to the position. Evidence reveals that to give yourself the best chance of landing a job interview, you should aim to write a customised CV that “connects the dots” between your qualifications and the requirements of the role. 

 

Your CV should clearly communicate the reasons why you would be the best fit for the job. You can do this by highlighting how your skills and experience could add value to the role and the organisation. This greatly cuts down work for the hiring manager and will distinguish you from the other candidates. 

 

If you are working with a recruiter in your job search, we advise asking them for advice on how to tailor your CV to each role you apply for. Given their relationship with the client, they are in a good position to advise you on what to include to make your CV more attractive to prospective employers.

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Your CV Isn’t the Right Length 

 

When a recruiter or hiring manager is flooded with applications, they can only afford to give each CV so much attention. As such, getting the length right is key. For candidates, this means communicating key points of information in a clear and efficient manner so the reader can quickly and easily pick out the most relevant information. 

 

How Long Should My CV Be? 

Candidates with <1 year experience 1 page
Candidates with 1-7 years experience 2 pages
Director-level candidates with 7+ years experience 3 pages
Experienced freelancers & contractors 3 pages

 

How to Shorten A CV

 

  • Only provide relevant information. 
  • Never use two words where one will do.
  • Omit personal pronouns. 
  • Cut out any superfluous or repeated points. 
  • Expand on the three most recent/relevant roles and then just list the rest.
  • Use your cover letter to convey any information you couldn’t fit into your CV. 
  • Use your cover letter to contextualise your accomplishments. 

 

via GIPHY

 

Your CV is Full of Fibs 

 

In a 2014 study of 1,000 Irish workers, four-fifths of respondents admitted to lying on their CV. Some of the most common falsehoods include: 

 

  • Exaggerating education and qualifications
  • Stretching the length of time spent in a job 
  • Exaggerating level of expertise or experience
  • Adding personal interests 
  • Changing a job title to sound more impressive
  • Fake references 

 

Lying on your CV can have serious consequences if you are caught. For one, it will completely rule out your chances of getting the job. What’s more, your professional reputation will be damaged. In very serious cases, it may even result in legal action for committing fraud. 

 

These days, job-seekers who lie on their CV are very likely to be caught out. Years of experience and training means that seasoned recruiters and hiring managers can easily spot a lie. What’s more, many organisations have implemented rigorous screening processes that are very effective at identifying false information.  

 

 

Your CV is Formatted Poorly 

 

When it comes to CV, how you present the information is just as important as what you say. Remember that the person reading your CV will likely be reviewing many similar documents, so acing your formatting will not only make their job easier but it will also help you to stand out from the crowd. A good recruiter will advise you on how to format your CV in an appealing manner. 

CV Formatting Do’s CV Formatting Don’ts
Include an attractive header with your name and contact details Use a font size of less than 12
Use headings above each section Use a hard-to-read font
Use bullet points Be afraid of negative space
Use reverse-chronological order Use a margin of less than 1 inch

 

Your CV Relies Heavily on Clichés, Jargon & Buzzwords

 

A Cliché is a word or phrase that is “overused and betrays a lack of original thought”.

A Buzzword is “a word or phrase, often an item of jargon, that is fashionable at a particular time or in a particular context.”

Jargon describes “special words or expressions used by a profession or group that are difficult for others to understand.”

(Source: Oxford Languages)

 

When writing your CV, you need to remember that the end-reader will likely read many other CVs in addition to your own. As such, it’s worth investing your time and effort into crafting an original application that will stand out from the competition. One way you can do this is by avoiding clichés, jargon and buzzwords. The overuse of these phrases will undermine your application by revealing a lack of imagination and laziness. 

In a 2018 study of over 1.1 million CVs from the UK, Adzuna identified the top ten most overused terms: 

 

1. Motivated6. Leader
2. Initiative7. Experienced
3. Social 8. Hardworking
4. Organised 9. Outgoing
5. Friendly 10. Driven

 

To write a stand-out CV that is wholly unique, put effort into finding creative and persuasive ways to communicate why you are a good fit for the role. Mirror the language used in the original job description. Instead of saying you have certain skills and qualities, outline times when you successfully applied these in previous roles and support your claims with data. 

 

You’re Underselling Yourself

 

One of the top reasons why your CV might not be getting any interviews is because you’re underselling yourself. Your CV is essentially a sales pitch that you give to a potential employer. Yet, many applicants fail to effectively sell themselves on paper. In addition to outlining your professional experience and qualifications for the role, your CV must also persuade the hiring manager why these qualities make you an ideal fit for the job. While many people find the task of advertising themselves to be distasteful, it is a must if you want to succeed in today’s job market.

 

So what tricks can you use in your CV to sell yourself to an employer: 

 

  • Use powerful, persuasive action verbs e.g. spearheaded, exceeded, delivered, advocated, initiated. See here for a more comprehensive list. 
  • Rather than simply listing your responsibilities at a job, give examples of how you added value through your work. 
  • Remove any vague language and replace it with precise data or additional context. For example, you could switch out “Increased annual sales performance” with “Increased year-on-year sales performance by 25%.”
  • Use a “before/after” framework is to tell a story about your achievements. For example, “The dated CRM system was failing to meet the needs of the sales representatives. I spearheaded the implementation of a major systems upgrade that resulted in increased efficiency and improved reporting. ”

 

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You Don’t Understand Local Norms

 

If you are applying for a job abroad, you should research the different cultural expectations when it comes to CVs. There are some things that you will always need to include in your CV no matter where you are applying. These include your name and contact details, your qualifications and skills and your work history. However, there are a number of CV elements that vary from country to country. These include: 

 

  • Whether the document is referred to as a CV or a resumé 
  • The length of the document 
  • Whether or not you need to include a photograph
  • Whether you are expected to provide personal information, such as your gender, your date of birth, your marital status and number of children

 

You can learn more about CV norms and expectations in your chosen country by visiting online forums, tapping into your professional network, or by reaching out to a local recruitment consultant. 

 

Common CV Mistakes to Avoid Berkley Recruitment Infographic (1)

Top CV Tips from Berkley’s Recruitment Consultants

 

“The key to a good CV is keeping it clear. If you have a very busy CV, scale it back. Include the relevant detail, and reduce the content that’s very dated. Hiring managers will scan for the skills and experience they specifically need, so ensure you tailor your CV for each application to ensure you’re hitting all the key points in your CV.”

I would say the most common downfall is that candidates are not confident enough when attempting to relay their achievements and competencies. It’s not a bad thing to big yourself up on your CV… if you are capable and have the talent, do not be afraid to show it. Confidence, both on and off paper, is key. Own it.

Use bullet points under your responsibilities to make your CV easier on the reader’s eye.

 

Need More CV Help?

 

We’ve got you covered with our interview-winning CV templates! Compiled by Berkley’s in-house recruitment experts, these top-quality templates are an ideal place to source inspiration for your next CV. To get started, simply click to download a Word Document file and customise it with your own edits.

 

Free Downloads: Customisable CV Templates

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Is your CV up to snuff? Contact Berkley today to arrange a free consultation where our in-house experts can review your CV to see why it isn’t getting any interviews and offer tips on how to improve your CV.

How to Answer Exit Interview Questions

Leaving your old job for pastures new? Read our guide for advice on how to answer common exit interview questions.

 

2021 is seeing an unprecedented number of employees quitting or preparing to quit their jobs. Dubbed “The Great Resignation”, this global phenomenon has highlighted a widespread dissatisfaction amongst workers following on from the pandemic. A recent survey of 1,000 Irish employees from the Kemmy Business School WorkFutures Lab has shown that Ireland is no exception to this phenomenon, with 40% of respondents agreeing with the statement “my future career lies outside of this organisation”. 

 

great resignation linkedin poll results

 

If you are planning on joining “The Great Resignation”, then chances are that you will need to complete an Exit Interview with your old employer. Take a look at our guide below to find out more about how to get the most out of your exit interview.

 

What is An Exit Interview? 

 

When an employee hands in their notice of resignation, their employer may ask them to attend an exit interview on their final day of work. An exit interview is a meeting between organisation representatives (e.g. an HR representative, a manager or a third-party HR service provider) and the departing employee to ascertain the reasons why the employee has decided to leave and to gather feedback on the time they spent with the company. Exit interviews may take the form of a face-to-face meeting or a form.  

 

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Why Are Exit Interviews Important?

 

Why Exit Interviews Are Important for Employers 

There are several reasons why employers should treat exit interviews as more than a mere box-ticking exercise. Firstly, making a genuine effort to understand why an employee has chosen to leave helps to promote goodwill and ensure that the relationship ends on a positive note. What’s more, the feedback gathered from this interview is highly valuable because it allows your organisation to get another perspective on the workplace culture, daily processes, management solutions, and staff morale. These insights can then be used to guide ongoing improvements to recruitment and retention activities. On a more practical note, exit interviews provide an opportunity to tie up administrative loose ends.  

 

Why Exit Interviews Are Important for Employees  

Attending an exit interview van help ensure that you leave your employer on good terms. What’s more, it gives you a chance to reflect on your experiences and provide honest and constructive feedback to your former employer. If your employer chooses to act on this feedback, then it may help improve the working life of your colleagues as well as future employees. 

 

Statistics About Exit Interviews

 

  • 91% of Fortune 500 companies conduct employee exit interviews, and 87% of mid-sized companies do the same. (Source: Burke Incorporated)
  • 60% of HR professionals take action after an exit interview by updating job descriptions, addressing comments about management and reviewing employee salaries. (Source: OfficeTeam)
  • 70.9% of exit interviews are handled by HR departments handle; 19% had the departing employees’ direct supervisors do it; 8.9% delegated the job to the direct supervisor’s manager, and 1% turned to external consultants. (Source: Harvard Business Review)

 

20 Common Exit Interview Questions

 

  1. How was your overall experience working for this company?
  2. Why have you decided to leave your position?
  3. What ultimately led you to accept the new position?
  4. Do you have any feedback or suggestions on how management could improve?
  5. Do you think you were provided with sufficient training?
  6. Did you feel equipped to do the job here?
  7. Were you given clear goals and objectives?
  8. Do you feel that your job description changed since you started? If so, how?
  9. Did you feel like a valuable part of the company?
  10. How would you describe the culture here? 
  11. Do you think the company supported your professional development?
  12. Would you recommend this company to others seeking employment?
  13. What could have been done for you to remain employed here?
  14. Did you share your concerns with anyone at the company prior to leaving?
  15. Would you ever think about returning here in the future? If so, what would need to change?
  16. Were you happy with the benefits offered?
  17. Did you feel like your achievements were recognised?
  18. Did you feel like the company supported your career goals?
  19. What skills would you consider necessary for your replacement?
  20. How can we improve our training programs?

 

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How to Answer Exit Interview Questions

If you have been invited to attend an exit interview, we recommend investing some time and effort into proper preparation so you can answer questions in a strategic way. You need to toe the line between providing a relatively truthful account of your experiences while not burning any bridges. This is especially the case if you want to get a glowing recommendation. 

Based on prior experience, consider how the interviewer is likely to respond to feedback. Ask yourself if they are likely to be open-minded and receptive? Or do you think they will react poorly to criticism and potentially become vindictive? Based on this, think carefully about the topics you want to cover and just how “honest” you should be about your experiences.

If you feel that you have a good enough relationship with the company that they are likely to be receptive to some constructive criticism, then it is wise to frame your feedback in a positive way. For example, instead of saying “I was not given anywhere near enough training to perform my job”, you could say “Training is a ‘growth area’ for the company. There were times when I felt that I could’ve been given more opportunities to develop my skills.” 

 

 

What Not To Say In An Exit Interview 

 

Your exit interview is not the place to air grievances. Citing a long list of complaints to the interview will only serve to damage your relationship with the company and will make it hard for you to leave on good terms. If you do have some pieces of “constructive criticism” that you think could genuinely benefit the company then you will need to tread carefully. Couch your critique in positive or neutral language and always back up your claims with concrete or data-based examples. Otherwise, it’s best to hold your tongue until you can let it all out over cocktails with a friend.    

Likewise, your exit interview is not the time to throw people under the bus. This will reflect poorly on you by making you seem petty and disagreeable. However, it could be worth bringing up the behaviour of others if it has breached company rules or has contributed to a poor workplace environment. Again, keep your tone neutral and back up your claims with solid evidence rather than hearsay or gossip. 

10 Common Exit Interview Questions. - Berkley Recruitment Infographic

How to Answer Exit Interview Questions: Key Takeaways

 

An exit interview is a formal HR process that will go on the record, so your guiding principle should be to maintain professionalism. No matter what your experience of the company was, strive to keep the tone, language and of your feedback professional. Staying upbeat and friendly will go a long way to helping you leave your job on good terms. 

 

If you’re starting to plan your next career move, why not book a free consultation with one of Berkley’s expert Recruitment Consultants? They can advise you on the latest industry trends and find roles that are perfectly suited to your skills and interests. Contact us to learn more today!