Meet Seamie – a Recruitment Resourcer on Berkley’s Permanent Business & Technology team. In this interview, he discusses how Berkley has supported him as he takes the first step on the recruitment career ladder.
Discovering the World of Recruitment
Seamie joined the Berkley team in September 2020 upon graduating from University College Cork (UCC) with a Commerce degree. “When I finished up at college, I wasn’t sure what I wanted to do. However, I spoke to some friends who were working in recruitment and they really sold it to me. I soon secured an interview for a role here at Berkley, and everything fell into place after that.”
So what is it about a career in recruitment that appeals to Seamie? “For me, the social aspect is the biggest plus. I really enjoy interacting with the candidates, clients and my colleagues. Since joining the team here, I have also learned that I really thrive in a target-based environment – the element of competition gives me that extra bit of motivation on a Monday morning.”
A Day in the Life of a Resourcer
As a Resourcer, Seamie’s role is to provide support to his teammates in the Business & Technology Division. “Generally speaking, my role involves going to the market, speaking to suitable candidates, bringing them back to the consultants for review and then they’ll take over the process from there. If the candidate succeeds in getting a job interview, then I’ll also help them with prep.”
Joining the Berkley Training Academy
Since joining in September, Seamie has received extensive training through Berkley’s Training Academy. This includes one-to-one training sessions, shadowing, hands-on experience and plus much more.
“When you’re new to recruitment, it seems like there is a lot to learn. I liked that the training really brought everything back to basics and broke everything down into smaller steps so it doesn’t seem as daunting.”
In just a few short months, Seamie has revealed himself to be a quick learner and has proven to be an excellent team player. So what’s his secret to success? “During my training, I found that the most important thing is that you need to have the right attitude. If you have a strong interest in the processes of recruitment, then the training can be picked up fairly quickly.”
“In particular, I have found that the training I’ve received has really helped me to develop my communication and teamwork skills.”
This Could Be You!
If Seamie’s interview has sparked your interest in recruitment, why not get in touch with us to learn more about career opportunities at Berkley? Join our training programme to build invaluable skills in a friendly and rewarding environment.
https://www.berkley-group.com/wp-content/uploads/2021/05/Seamus_blog.jpg400495Robert Hawkeshttps://www.berkley-group.com/wp-content/uploads/2026/05/Berkley-Group-Logo-2026.svgRobert Hawkes2021-05-21 09:53:132021-06-28 15:00:43Meet the Team: Seamie Hanafin
Do you struggle with promoting yourself to potential employers? Read our guide to learn how to sell yourself in a job interview.
One of the most common pieces of job interview advice given to candidates is to “sell yourself”. In other words, do your best to persuade the interviewer of your worth and the value you could potentially bring to their company. In the interview, you are both the marketer and the product. While self-promotion may come naturally to some, for many of us this is a difficult task. However, it is important to master this skill in order to set yourself up for success in your job interview.
Hard work is the foundation of success—but it’s not enough. 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. Some may think that self-promotion is merely an exercise in self-aggrandisement, however in reality the aim of self-promotion is to build up confidence in others so they trust you to take on a new challenge.
Self-promotion boils down to what you say and how you say it. The words you speak should be compelling and credible. Your delivery needs to communicate confidence (not arrogance) through both verbal and non-verbal cues. In this guide, we will offer ten practical tips to help you learn how to sell yourself in a job interview setting.
Many candidates find that working with a trusted recruitment partner can help them become more comfortable with selling themselves in a job interview session. Your recruiter can share general interview tips and conduct mock interviews to help build your confidence in the lead-up to an interview. They can also help you to identify your specific selling points for the role in question, so you can effectively make your case to the employer.
How to Sell Yourself in A Job Interview: 10 Tips
Give Yourself Permission
If you’re the kind of person who dislikes talking about yourself, then it’s important to work on becoming more comfortable doing this. This is a vital skill that will prove useful throughout your life. The first thing you need to do is to permit yourself to be positive and to take pride in your achievements. People who are naturally modest may find this difficult, but just remember that it is not prideful or arrogant to simply acknowledge what you’re good at. If you struggle with self-confidence, then it may also be worthwhile to read up on strategies on how to silence your inner critic.
Start with the Job Description
As part of your interview prep, you will need to read and re-read the job interview to gain insights into what the organisation is seeking. When reading the job interview keep one question in mind: “how can I add value?”. Grab a notebook and jot down desirable skills and qualities mentioned in the description that you feel apply to you. For each point, think of a time when you demonstrated this skill or quality. This exercise will help you to develop talking points that are relevant to the company’s needs.
Practice Until It Feels Natural
If you dislike talking about yourself, practice can help a lot. Not only will this enable you to work out the kinks before the interview, but it will also give you a chance to become more comfortable with saying positive things about yourself. If possible, do a mock interview with your recruiter or with a friend. For more tips on how to calm pre-interview jitters, read our dedicated guide “How to Calm Your Nerves Before An Interview.”
“Body language is a very powerful tool. We had body language before we had speech, and apparently, 80% of what you understand in a conversation is read through the body, not the words.” –Deborah Bull, Dancer & Broadcaster
There are many nonverbal cues you can use to project confidence so be sure to consider your eye contact, hand motions, posture, and tone of voice. For example, you can communicate interest in what the interviewer is saying by nodding your head and leaning in slightly.
Positive body language in a job interview
Make eye contact
Smile
Keep your back straight back and your shoulders relaxed
Lean in slightly to indicate interest in what the interviewer is saying
Keep your feet firmly on the ground
Avoid fidgeting
Take Your Time
When you’re nervous, you may feel that your heart starts to race and your breathing becomes quicker. In a stressful interview situation, this may cause you to rush your responses and over-talk. To counteract this, try to answer questions mindfully. Before answering any question, take a quick pause to breathe and consider your answer (taking a sip of water can buy you extra time if needed). Remember, the interviewer will be far more impressed with a careful, considered response than a rushed one.
Back-Up Your Answers With Evidence
In a job interview, it’s a good idea to back up your claims with supporting evidence. This will make you seem more credible and trustworthy. You can use statistics, stories and quotes to do this. The CAR (Context, Action, Result) Method provides a handy framework for answering questions:
Q: Tell me about a time when you helped to turn around your team’s sales performance.
Context: “One of my previous employer’s sales divisions was experiencing decreasing sales – so I was brought in to help reverse the situation. My challenge was to manage the team effectively so they were able to exceed (not just meet) their sales targets.”
Action: “Over a six-month period, I introduced several initiatives within the team, including setting specific and measurable sales targets for each individual within the team; introducing weekly sales meetings for the team and for each individual within the team; and implementing a structured sales training program. I also conducted market research to identify what our main competitors were doing, set up focus groups with major clients to establish key goals, and introduced a new remuneration system that linked sales performance to remuneration packages.”
Result: “We increased sales by 60% and exceeded sales targets by 25% in the first quarter, and continued the upward trajectory throughout the next year.”
Look Good, Feel Good
Research has revealed that people form a first impression of someone within five seconds of meeting them. The way you dress has a major effect on how people first perceive you, so it’s important to get it right. What’s more, dressing the part will help you get into the right mindset before the interview (this is especially the case if you are interviewing remotely from home).
How to Dress For an Interview: Top Tips
Match the formality of the company.
Wear comfortable clothing that you can easily move around in.
Pay attention to the details (e.g. shoes, accessories).
Wash and iron your outfit the day before your interview.
When it comes to accessories, perfume and make-up, go for a “less is more” approach.
Keep it Positive
When it comes to interviews, a positive mindset can be infectious. As the old adage goes, “You catch more flies with honey than vinegar.” So what can you do to signal positivity during a job interview:
Smile.
Show excitement for the role.
Talk about how the role ties in with your passions and interests.
Try to skew your answers in a positive way and avoid bringing up negatives.
Demonstrate a can-do attitude towards learning new tasks and skills.
Ask Questions
Interviews are not intended to be a one-way street. Asking questions allows you to find out more about the role and demonstrate your enthusiasm. It also gives you a chance to subtly show off any research you have done. Well-crafted questions will mark you out as a curious, conscientious and astute candidate. Before leaving the interview, always ask about the next step and use this as an opportunity to reiterate your interest in the role.
Quote Others
Another way to sell yourself in an interview is to use “testimonials” i.e. use the words and recommendations of others. For example, you could cite some positive feedback you received in one of your annual reviews or perhaps a customer gave you a glowing review.
How to Sell Yourself In A Job Interview: Be Your Own Champion
The scientist Maxwell Maltz once said that “The most important sale in life is to sell yourself to yourself.” If you have confidence in yourself and in your abilities, this will shine through to anyone you speak with. So don’t be afraid to own your achievements and to be your own champion.
https://www.berkley-group.com/wp-content/uploads/2021/04/linkedin-sales-solutions-Be5aVKFv9ho-unsplash-scaled-e1619092852208.jpg400495Robert Hawkeshttps://www.berkley-group.com/wp-content/uploads/2026/05/Berkley-Group-Logo-2026.svgRobert Hawkes2021-04-22 13:10:522022-05-30 10:38:34How To Sell Yourself In A Job Interview
Read our guide to discover how to write an AI-friendly CV that will boost your chances of success when you apply for jobs.
As Artificial Intelligence (AI) recruitment technology continues to become more prevalent, candidates who have an understanding of how this tech works will be at a clear advantage over their peers. In this guide, we will discuss how AI is used in the recruitment process and we will also show you how to write a CV that passes the AI test.
Industry 4.0 refers to the global move towards smart manufacturing and the integration of disruptive technologies that are completely revolutionising the way we work (e.g. artificial intelligence, industrial automation, robotics, big data, the Internet of Things).
As the 21st century settles into its third decade, it is safe to say that Industry 4.0 has firmly taken hold. In fact, a report from Facts and Figures forecasts that the global Industry 4.0 Market will reach $210 billion by 2026, increasing at a compound annual growth rate (CAGR) of 17% from 2019 to 2026.
“Intelligent” technologies are a key characteristic of Industry 4.0. AI works to gather data which is then used to automate decision-making. Quick, accurate, and free from bias; the use of AI greatly streamlines processes and boosts productivity. The application of smart technologies such as AI and Machine Learning (ML) have the power to transform a wide range of diverse industries from blue-collar industries right through to white-collar, information economy, and service jobs.
AI: Powering the War for Talent in the Age of Industry 4.0
As employers’ needs change with the times, so too must the recruitment strategies used to source candidates. This has resulted in the evolution of Recruitment 4.0 – a dynamic, technology-driven approach that makes use of cutting-edge tools and techniques to intelligently source the best candidates.
In recent years, Artificial Intelligence (AI) has emerged as one of the defining technologies of Recruitment 4.0. We are now seeing an increasing number of organisations turning to AI platforms in order to bring their hiring processes into the 2020s. From planning to placing, no stage of the recruitment process has been left untouched by smart technologies.
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By 2025, the global AI market is expected to be almost $60 billion. (Source: Hacker Noon)
72% of surveyed business leaders believe AI will be the business advantage of the future. (Source: PwC)
76% of recruiters believe AI will have a significant impact on the recruitment industry. (Source: LinkedIn)
Over half of surveyed talent acquisition professionals say that since AI was introduced, candidates today are more qualified, and roles are filled in a more timely way. (Source: Korn Ferry)
63% of talent acquisition professionals say AI has changed the way recruiting is done at their company. (Source: Korn Ferry)
How is AI Used in Recruitment?
AI platforms make use of algorithms that can quickly scan a large volume of profiles within a talent pool. This process can be completed in seconds. AI is typically employed to complete the initial skills selection process; aligning profiles with the relevant skillsets to the advertised role.
So what exactly are these algorithms looking for when they scan an application? AI algorithms are programmed to seek out specific keywords, skillsets and phrases around work history, responsibilities, skills and accomplishments. This keyword scanning functionality allows them to quickly and easily identify candidates who best match the job description. Many AI tools boast sophisticated semantic and synonym capabilities and this enables them to align similar language between job descriptions and CVs.
The profiles that are the best match to the job description will then be sent on to the consultant for further review. The input of AI in the selection process automates a typically time-consuming task which frees the consultant up to engage more with the candidate on the role, their career and market insights.
AI at Berkley
Berkley is no exception to this. Our team is embracing cutting-edge AI technology to introduce a whole new level of talent intelligence to the recruitment process. This empowers our consultants to source more relevant candidates with greater speed and accuracy. This also helps to ensure that candidates are only notified about the roles that are the best fit for their skills
The Importance of Keywords
What is a Keyword?
Keywords are words or short phrases sprinkled throughout your application relating to specific requirements for a job. They may include skills, job responsibilities, qualifications, and qualities that a hiring manager is seeking in the ideal candidate.
Using keywords is an effective means of tailoring your application so that it aligns with the specifics of the role. In the context of AI, using keywords to highlight the relevance of your skillset will help you to get past the initial round of screening. As such, the keywords you use can make or break your job search.
How to Conduct Keyword Research?
When looking for the most relevant keywords to include in your application, the job description should be your first port of call. Read the job description carefully and note down any key phrases featured in the job overview and candidate specifications. Pay special attention to any words that are repeated.
If you are struggling to identify keywords, paste the description into an online cloud generator (e.g. monkeylearn.com) and see which words appear most often, based on how large they appear within the word cloud.
Word Cloud for an Infrastructure Engineer Role advertised on Berkley
Word Cloud for an Oracle Database Developer Role advertised on Berkley
Keyword scanners use Natural Language Programming and Latent Semantic Indexing in order to recognise synonyms and related language. So once you have identified your primary keywords, you can start brainstorming synonyms and related key phrases. If you are struggling with this, then why not take inspiration from descriptions for similar jobs or by looking at the LinkedIn profiles of people with these roles. You can also ask your recruiter for help.
Example of a Mind Map created for an SEO Content Writer position
How to Incorporate Keywords into Your Application?
Now that you have a list of keywords, the next step is to figure out how to incorporate them into your CV. Remember, you’re not just writing your application for a machine. All going well, your application will also be read by a hiring manager so you need to strike a careful balance between hitting the right keyword density while also sounding natural. In other words, avoid keyword stuffing.
Where are the best places to include your keywords?
Job titles
Work experience descriptions
Skills matrix
List of role achievements
Education & qualifications section
Personal statement
Cover letter
What Not to Do
Avoid using novelty job titles, for example, “Marketing Evangelist”, “Python Master”, “Automation Ninja”. While these titles might sound impressive, the AI scanner won’t read them as relevant keywords. As such, it’s better to stick with a more conventional sounding job title that incorporates your keywords.
Don’t be generic. These AI systems are designed and built to filter out CVs that don’t match enough of the job description. As such, the more closely you mirror the job description in your application, the better your chances of proceeding to the next stage.
Avoid company-specific jargon and acronyms. Make sure that any technical terms you use align with industry standards. The first time you use an acronym, be sure to use the full term as well even if it is a very well-known acronym, e.g “From 2006 – 2012, I worked as a Quality Assurance (QA) Manager.”
As a rule, you should avoid using flowery language. Aim to keep your language simple, clear and to the point.
How Should I Format My CV?
Consider the order in which you present your information very carefully. AI-Powered recruitment platforms tend to favour documents that have a clear hierarchy of information so always try to put the most important information first. For example, in your skills section arrange your list by importance – placing the most relevant keywords at the top of your list and least relevant at the bottom.
Use bullet points throughout to enhance the structure and readability of your CV. This also makes it easier for both machines and humans to quickly scan the document. Another benefit of bullet points is that it makes it easier for you to arrange information in a way that highlights the most important things first.
Avoid using formats and items that machines would find difficult to parse correctly such as imagery, decorative fonts, and tables.
What is the Best File Type to Use?
For a long time, candidates were encouraged to use PDFs to ensure that the recipient could easily view the document in its original formatting. However, it is better to use a text-based application if you are taking an AI-based system into account.
Why? AI-based systems use Optical Character Recognition (OCR) to convert the PDF text into a machine-readable form. However, this technology isn’t always the most reliable. To avoid any readability issues, it’s best to submit a good old fashioned Word document instead.
What About Your Cover Letter?
Don’t forget to include a cover letter as part of your application. While it is unlikely that the AI will process your cover letter, it still provides a valuable opportunity to contextualise your CV and make an argument as to why you would be a good fit. To learn more cover letter tips, read our guide “How to Write a Cover Letter for Your Dream Job.”
Final Words
“Some people call this artificial intelligence, but the reality is this technology will enhance us. So instead of artificial intelligence, I think we’ll augment our intelligence.”
~ Ginni Rometty, Former CEO of IBM
The use of AI adds a lot of value to the recruitment process. However, the human touch is still essential in the world of recruitment. It’s important to remember that AI is only there to provide support for a real person behind the process. For more examples of best-in-class CVs, check out Berkley’s extensive library of free, customisable CV templates?
Download our free e-book: The Job Interview Handbook
https://www.berkley-group.com/wp-content/uploads/2021/04/head-663997_1920-e1618408531213.jpg399494Robert Hawkeshttps://www.berkley-group.com/wp-content/uploads/2026/05/Berkley-Group-Logo-2026.svgRobert Hawkes2021-04-14 14:55:472022-05-30 10:48:03Boost Your Chances of Job Search Success with an AI-Friendly CV
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. Read our guide below to learn more about how to answer the salary expectations question in a job interview setting.
“If you know what you’re worth, then go out and get what you’re worth.” ~ Rocky Balboa
It’s important to know how to value yourself in the job market. Having this knowledge will empower you to answer questions on salary expectations with confidence. What’s more, showing confidence will inspire others’ confidence in you and this can only benefit you in your job search. For more advice on how to build confidence before an interview, read our guide “How to Calm Your Nerves Before A Job Interview“.
Why Do Employers Ask About Your Salary Expectations?
Budget Considerations
One reason why interviewers ask candidates about their salary expectations is to check whether these expectations align with their budget. Before proceeding to the next stage of the recruitment process, they need to know if they can afford to hire you. In many cases, the employer will have performed a thorough salary benchmarking exercise and will already have an idea of fair market rates. They will need to know if your expectations align with market averages and if this fits within their budget.
Candidate Suitability
The salary expectation question is also an effective way to gauge if the candidate is at the right career level for the position. A candidate who expects a much higher salary than the other candidates may be too senior for the role. Conversely, candidates who set out a low salary expectation may not have enough experience for the job.
To Check if the Candidate Knows Their Worth
Enquiring about salary expectations is an indirect way to see how well the candidate knows their worth. A strong candidate will recognise the value of their skillset in the market and will be confident in sharing their worth. They will be able to work this out by factoring in the appropriate market value, their years of experience and their career achievements.
How To Research Job Salaries
Research will play a key role in how you answer the salary expectations question. As part of your pre-interview preparation, you should invest some time and effort into researching salaries so you can answer this question with confidence. To get a clear picture of your worth in the current market, it is a good idea to cross-reference a few different sources.
Search online for up-to-date salary guides such as the recent publications by Berkley. You will find that some guides sort roles by years of experience and geography.
Don’t forget to inform yourself of the average contracting rates for your role. You can do this by downloading Berkley’s 2022 Contracting Rate Reports.
Visit online jobs boards and look up similar jobs in your area. Check the job description to see if it includes salary information.
Don’t forget to talk to a recruitment consultant. At Berkley, our consultants are experienced experts in their specialised fields and will be able to advise you on average salaries for the position for which you are interviewing. Click here to book a free consultation.
Similar Content: Our Top 10 Video Job Interview Tips
Use your current/previous salary as a starting point
Location: When setting a salary, employers often factor in the local cost of living. For example, Dublin workers earn 15% more than their counterparts in other counties in order to compensate for higher accommodation, food and transport costs. What’s more, there may be a higher concentration of similar organisations in the area so there is a need to offer a competitive salary to attract top talent.
Experience: Candidates who have a high level of skill, knowledge and business awareness honed by years in the job are considered to be highly valuable by employers. They can bring a level of unique expertise and insight that can only be learned through experience. As such, their salaries will continue to grow as they build up their experience.
‘Hot’ Skills: Skills shortages have resulted in a candidate’s market in which employers compete for top talent. Professionals with niche, in-demand skills can command higher salaries at every level of their career. In Ireland, this is particularly prevalent in the IT, Data Analytics, Science, Financial Services, and Engineering sectors.
Company Size: Irish workers employed by large multinationals tend to earn more than those employed by smaller domestic organisations. For example, one study found that people employed by US multinationals in Ireland earn almost twice the average industrial wage.
Education Level: Studies have found that your earned income tends to increase depending on your level of education. For example, according to data from the CSO the median earned income for those with a Ph. D was nearly 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.
Strategies On How To Answer The Salary Question
Deflect & Delay:
If you do not know how to answer the salary expectations question yet, then you can deflect it. Keep in mind that you will eventually have to discuss salary expectations, as such deflection will initially be the smart move. Delaying this conversation may put you in a better negotiating position later on in the process when you have convinced the interviewer that you are the best candidate for the job. As a rule, it’s best to keep your response short, polite and neutral.
Sample Responses:
“Before I answer you, I’d like to learn more about the role and the company so I can give you a more accurate salary expectation.”
“I’m seeking a competitive offer that includes benefits and other kinds of compensation, but I’d like to learn more about the specifics of what this job involves before I give my salary expectations.”
“Let’s discuss the role requirements and expectations first, so I can get a better idea of what you need.”
Turn the Question on Them
Another option is to diplomatically flip the question on to the interviewer. In doing this, you signal to them that you are flexible on salary and you offer them the chance to take the lead in answering the question. If you succeed in coaxing a salary range out of the interviewer, then this will give you a useful reference point to use later on in the process. However, you will still need to do your homework to find out if this is a reasonable offer that aligns with your expectations.
Sample Responses:
“That’s a great question—it would be helpful if you could share what the range is for this role.’’
“You likely already have an idea of your budget for this position and what it is worth to the company, so it would be useful to know the salary range that you have in mind”
“It’s hard to say as I don’t know how salaries are structured here. Is there health insurance, a bonus built-in somewhere, motor expenses, travel, holidays etc?”
Give a Range
Eventually, you will need to answer the question. When that time comes, provide a range rather than providing an exact figure as this will show that you are willing to be flexible. When discussing your desired salary range, be sure to cite your research and give your reasoning.
When setting your range, bear in mind that the employer may offer something on the lower end. As such, it’s a good idea to ensure that your target figure is quite close to the bottom number. We also advise you to keep your range somewhat narrow with a variance of no more than €5 – 10,000. However, take care not to set the amount too high or you could be considered overqualified.
Download our FREE e-Book: How to Prepare For A Job Interview
If possible, try to avoid answering the question. Use deflection and delay tactics to learn more about the job or find a way to turn the question on them.
Don’t lie. When it comes to salary expectations, honesty truly is the best policy.
Don’t give an exact figure as this may be much higher or lower than the budgeted salary for the role.
Don’t be negative in how you answer the question. Keep your response short and your tone positive.
Wait until they bring up the topic of money. Raising the issue of the salary too early on in the process communicates that you’re more interested in the paycheck than the position.
Don’t sound unprepared. Back up your answer by highlighting your reasoning and research.
Working With A Recruitment Consultant?
If you have partnered with a recruitment consultant for your job search, then it is highly unlikely that the hiring manager will ask you for your salary expectations. Rather you will privately discuss your salary goals with your recruiter and they will negotiate with the hiring manager on your behalf. The recruiter will advocate for you and help ensure a deal is reached that satisfies both parties. As such, going down the recruiter route is an ideal option if you dislike the thought of salary negotiations.
Advice From Our Consultants About How to Answer the Salary Expectations Question
When it comes to salary, always tell the truth about your current and expected package. This will help to eliminate any unrealistic expectations from both candidates and hiring managers. If you’re working through an agency then let the recruiter manage things as much as possible for you. However, if you’re asked about salary in an interview, ensure you’re giving accurate information. This is usually recorded by all parties, so saying one figure initially and another at the end of a process can cause issues with transparency. Remember, you are being asked about your current package so it can be improved on, not for any other reason.
Louise O’NeillManager of Berkley’s Business & Technology Permanent Division https://www.berkley-group.com/meet-the-team/louise-o-neill/–Connect with Louise
Key Takeaways: How To Answer the Salary Expectations Questions
As is the case with any interview question, confidence is key when discussing your salary expectations. You need to know your worth in terms of salary. In order to feel confident in your response, do plenty of research about average salaries in your field and don’t forget to factor in any relevant factors. Be strategic in your answer so as to put yourself in the best position possible. For more advice on how to answer the salary expectations question in an interview, why not book a free consultation with one of Berkley’s in-house recruitment experts.
https://www.berkley-group.com/wp-content/uploads/2020/11/christina-wocintechchat-com-LQ1t-8Ms5PY-unsplash-scaled-e1606474939989.jpg400495Robert Hawkeshttps://www.berkley-group.com/wp-content/uploads/2026/05/Berkley-Group-Logo-2026.svgRobert Hawkes2021-03-31 11:33:242022-07-07 09:58:04How to Answer the Salary Expectations Question in a Job Interview
Coined in the 1990s, STEM is an acronym that stands for “Science, Technology, Engineering & Mathematics”. This term encompasses a diverse range of educational and industrial disciplines.
The Rising Demand for STEM Professionals
New technologies have disrupted the labour market significantly through the creation of new roles, the displacement of manual roles through automation, and the transformation of existing jobs. This has led to an increase in demand for candidates with STEM skill-sets. The European Centre for the Development of Vocational Trainingwrites:
“Demand for STEM professionals and associate professionals is expected to grow by around 8% between now and 2025, much higher than the average 3% growth forecast for all occupations. Employment in STEM-related sectors is also expected to rise by around 6.5% between now and 2025.”
The Importance of STEM in Ireland
The STEM sector is key to Ireland’s success and is likely to grow in importance over the coming decades. According to the 2015 Action Plan for Jobs, Ireland is currently home to:
9 out of the top 10 global software companies
3 out of the top 5 US games publishers
All 10 out of the top 10 ‘born on the internet’ companies
15 of the top 20 medical technologies companies
9 out of the top 10 pharmaceutical companies
As such, Irish candidates with valuable STEM qualifications and capabilities are highly sought after and can command impressive salaries. Yet, the 2015 Vacancy Overview revealed that the largest growth in vacancies occurred in the Information and Communications sector and the Professional, Scientific and Technical sector showing the third-highest increase.
The Current State of Female Underrepresentation in STEM in Ireland
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”. This describes the points at which girls and women leave STEM – childhood, secondary school, university, postgraduate studies, STEM professions, and STEM leadership positions.
Education
While there is a general upswing in the number of students choosing STEM subjects on their CAO applications, uptake among girls remains low. Figures from a UCD Study reveal that over 40% of boys list a STEM course versus just 19% of girls.
Unsurprisingly, the trend continues into academia. Statistics from the European University Institute show that while half of the academic staff at lecturer-level are female, women comprise a mere 19% of full professorships. WITS Ireland writes “Since only 1 in 6 engineering graduates is a woman, the numbers of female engineering professors are even worse.”
Industry
Currently, there are approximately 117,800 people across Ireland who are working in jobs that require STEM skills. However, the CSO reports that just 25% of these roles are performed by women. There is also a “marked under-representation” of women occupying senior-level positions across the various STEM sectors (“This is why more girls need to take up STEM subjects in school”).
Why is this an Issue?
“Every girl deserves to take part in creating the technology that will change our world and change who runs it.”
Due to the emergence of digital technologies and other important innovations over previous decades, the power to change the world and shape the future arguably lies increasingly within the STEM sector.
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. This is a particularly pertinent issue for Ireland – a country whose economic future hinges on the positioning of itself as a “global innovation leader”. This strategy is contingent on the development of a sustainable talent pipeline of young STEM professionals – something that will not be possible without the involvement of women.
A report issued by the World Economic Forum last month showed that as technology continues to replace human activity, and STEM careers grow, it is women who will be most affected because of their low participation in STEM professions. ‘Women stand to gain only one new STEM job for every 20 lost across other job families, whereas the ratio for men is one new job for every four lost elsewhere’ (“‘There’s an image problem’: the drive to attract girls to STEM”).
What are the Barriers?
Lack of Role Models
A lack of role models is often cited as a contributing factor to low female participation in STEM. Research from PwC shows that 4 out of 5 university students in the UK can’t name a single woman working in tech today. What’s more, analysis from See Jane found that men made up 62.9% of STEM characters in film, television, and streaming content versus just 37.1% of women.
Access to positive role models from a young age can help to “broaden the perspectives of who can work in the STEM field, they also expand students’ perceptions of their own potential” (“Girls in STEM: Is It a Female Role-Model Thing?”) Interaction with positive role models can be hugely effective in breaking stereotypes and give girls the confidence they need to pursue a career in STEM.
Bias & Stereotyping
From a young age, girls are exposed to negative gender stereotypes around STEM. These stereotypes may be reinforced through the media (e.g. underrepresentation of women in STEM roles on TV), education (e.g. no provision of physics classes in secondary school), or through conversations with influential adults (e.g. family members, teachers etc.).
The most common stereotype around STEM is that it is more suited to boys’ skillsets. While extensive research has disproved this, many girls today are still deterred from STEM studies as they believe it to be too difficult and that they won’t fit into this “boy’s club”.
Work Environment
Upon entering the workforce, there are still a number of factors that contribute to women leaving STEM careers. These include the pay gap, lack of career advancement, and work/life balance.
Why We Need More Women in STEM in Ireland and Around the World
Research shows us that having a more diverse workforce makes for better business. There is a wide range of benefits associated with greater gender diversity including:
A variety of different perspectives
Increased creativity
Better decision-making
Greater innovation
What’s more, data reveals that boosting the number of women in STEM can equate to an additional $12 trillion in the global GMP by the year 2025.
https://www.berkley-group.com/wp-content/uploads/2021/03/iStock-1127105013-scaled-e1615197094114.jpg399495Robert Hawkeshttps://www.berkley-group.com/wp-content/uploads/2026/05/Berkley-Group-Logo-2026.svgRobert Hawkes2021-03-08 10:09:372021-06-23 11:48:58Representation of Women in Ireland’s STEM Sector
Berkley are delighted to announce that the results of our 2021 SAP Trends survey are out!
In January 2021, we surveyed top SAP professionals from all over the UK and Ireland about their thoughts on the SAP trends to watch out for in the year ahead.
So, what did we learn?
Digital transformation is the top digital trend of 2021
61% of organisations hire SAP Contractors as a resource solution
A lack of suitable skills is the most challenge when it comes to hiring SAP Contractors
You can discover more in this convenient infographic, which offers a clear outline of all the survey’s key learnings. We want to thank everybody who took the time to complete the survey.
Massive congratulations to Rob Wilson, the CTO of Smyths Toys, who won our participant giveaway of a brand new Apple Watch
https://www.berkley-group.com/wp-content/uploads/2021/03/Berkley-SAP-Roles.jpg400495Robert Hawkeshttps://www.berkley-group.com/wp-content/uploads/2026/05/Berkley-Group-Logo-2026.svgRobert Hawkes2021-03-01 15:27:322021-04-27 10:23:51Results of Our 2021 SAP Survey Are Out!
Discover our top LinkedIn tips and tricks for job seekers in 2021. Follow our step-by-step guide to find out how to make your profile “recruiter-ready”.
As recruitment processes become increasingly digital, it’s essential for candidates to build visibility on popular online platforms. For jobseekers in 2021, a strong LinkedIn profile is an essential tool. This article provides a step-by-step guide on how to boost your online visibility and make your LinkedIn profile stand out to recruiters. Read on for more Linkedin profile tips and tricks for jobseekers today.
The Importance of Having a Strong LinkedIn Profile
At last count, there were just over two million Linkedin users in Ireland alone. In order to distinguish yourself in such a crowded space, it’s vital to ensure that your personal profile is complete and up-to-date. A 2016 report highlights that users with complete profiles are eighteen times more likely to be discovered in searches by recruiters and other members.
How to Optimise Your LinkedIn Profile: A Step-by-Step Guide
TOP TIP: Ideally, your profile picture should be 400 x 400 pixels and no larger than 8MB.
Research from LinkedIn reveals that simply having a picture makes your profile fourteen times more likely to be viewed by others. A good-quality photo not only gives your profile a human touch, but it also helps to instil trust and confidence in others.
✔️ DO
If you can, hire a professional photographer to ensure a high-quality headshot.
Wear the same clothes you would wear to a job interview. It’s best to stick to simple shapes and dark, block colours.
For a flattering, well-lit effect, take your somewhere with soft, natural light.
Try to keep the camera at eye level to give the impression of meeting your viewer on equal ground.
Ideally, your face should take up around 60% of the picture. To achieve this effect, crop from just above your head to your shoulders or to your waist.
Smile. Studies have shown that when we see a picture of a smiling person we are more likely to perceive them as being likeable, competent and influential.
Be conscious of your posture. Keep your back straight and relax your shoulders and hands.
Consider angling yourself 45° away from the camera. A slight angle tends to be more flattering than a straight-on “mugshot” style photo.
❌ DON’T
Avoid using small, low-resolution images.
Don’t take the photo yourself. Ask a friend to do it instead as they will be able to capture your best angles.
Don’t use an old picture or a group picture. Make it easy for others to recognise you.
Don’t take a picture of a picture (for example on your ID card). Take a fresh one instead.
Avoid distracting backgrounds. Opt instead for a plain backdrop with minimal visual clutter.
Don’t stand directly up against the background. Create depth by taking one or two steps away from your chosen background.
Free Infographic: The Ultimate Guide to LinkedIn Profile Pictures
TOP TIP: LinkedIn accepts PNG, JPEG or GIF files of up to 2 MB. The recommended dimensions are 1400 x 425 pixels.
Your cover photo is a background image that stretches across the full header of your profile. This is one of the first things that someone will see, so it’s vital to make the right impression. Your chosen image should reflect who you are as a professional so you should carefully consider what you want it to say about you. The image you choose could be used to strengthen your personal branding, to highlight your professional achievements, or it could showcase some of your work.
You can take the image yourself and edit it with a free online tool such as Canva or Adobe Spark. Alternatively, you can source a high-quality copyright-free image from a site such as Pixabay, Unsplash or Pexels.
Name
When adding your name, bear in mind that there is a maximum character limit of 60. Some people also insert keywords here to boost their search visibility, for example: “John Doe – Digital Marketing”. This year, a new feature was launched that allows users to upload an audio file that demonstrates how to pronounce their name.
Headline
TOP TIP: Your headline has a maximum character limit of 120.
One of our top LinkedIn profile tips for job seekers is to invest time into crafting a strong headline. Headlines are one of the most important LinkedIn search ranking factors. Invest time into crafting a catchy headline that includes some of your top keywords. Examples of keywords include industry or job-specific titles, skills, competencies, or credentials.
For unemployed job seekers, Cultivated Culture warns against using headlines such as “Seeking Opportunities,” “Looking For New Opportunities,” or “Currently Unemployed”: “No company or prospect is out there searching for people who are “seeking opportunities.” You’re wasting valuable space on keywords with no volume.”
5 Ways to Determine the Best LinkedIn Keywords for You:
Sit down and write a list of job titles and skills that are in high-demand within your industry.
Look up job postings in your field and note the most frequently used terms and phrases.
Navigate to the skills section on your profile and type in a skill or job function. LinkedIn will automatically generate a drop-down list of potentially relevant skills that may double up as keywords.
Check out the profiles of the top-ranked individuals in your field and note down the keywords they use.
Search for a keyword on Google and scroll down to the “Searches related to…” section.
Free Infographic: How to Optimise Your LinkedIn Profile for Search [Infographic]
TOP TIP: Your summary has a maximum limit of 2,000 characters or 300-350 words.
Writing a personal summary may seem quite daunting but it’s important not to leave it blank. Your summary is a chance to get your unique voice across, boost your search visibility and to contextualise the information in your profile.
By default, users can only see the first three lines of your summary. Try to entice the reader to click the “see more” button by writing a captivating opening statement that conveys the most critical information about you.
To enhance the readability of your profile, it’s best to use short sentences and to separate out your points with paragraphs and bullet points. You can also make your summary stand out by using special characters. Ensure that your summary is peppered with keywords.
5 Things to Include in your LinkedIn Summary:
Share your accomplishments – use hard data and examples to illustrate these if you can.
Emphasise how your skillset can add value to a potential employer’s organisation.
Describe your passions, values and professional goals.
Include a “call to action” that invites the reader to connect.
Add attachments (e.g. PDFs, videos, images) such as certificates, portfolio pieces, awards, references or case studies.
Experience
TOP TIP: Each job within the experience section has a maximum limit of 2,000 characters or 300-350 words.
The experience section on your LinkedIn profile should complement your CV. Whereas your CV will be tailored to each job you apply for, your experience section will need to be more generalised so that you avoid pigeonholing yourself. Be sure to use action words such as “managed, directed, grew, saved” etc. Each job listing should include your responsibilities, achievements and skills used. You can back these up by attaching relevant media such as images, presentations or PDFs. Add further credibility by linking the posting to the relevant company page.
Education
In this section, you need to include a summary of any completed education along with a list of your qualifications. You should fill this section even if you feel that this information is no longer relevant to your career. Many recruiters exclude candidates who do not meet the minimum educational level for a role, so if your degree isn’t mentioned, then you won’t show up in their search results. The education section also provides an opportunity for less experienced candidates to highlight the skills, achievements and experiences that they developed in school or university.
Skills
TOP TIP: You can add up to 50 skills.
People who list a minimum of five skills receive up to seventeen times more profile views. It’s important to review this section occasionally to make sure that it is up-to-date and in-line with the latest trends in your industry. Viewers can only see the top three skills, so you need to choose these carefully. There are two ways you can validate your skills section:
Endorsements: You can validate your skills by asking people in your network to “endorse” you. This is also a great way to build your network and engage with your connections.
Skills Assessments: Last year, a new feature was launched that allows users to take a skills test. The aim of this is to verify their skills and demonstrate their proficiency. LinkedIn claims that candidates who complete these assessments are 30% more likely to get hired.
The accomplishments section allows you to add extra colour to your profile and demonstrate a commitment to ongoing self-development. It features multiple sub-sections including:
Publications
Certifications
Courses
Projects
Honours & Awards
Patents
Test Scores
Languages
Organizations
Recommendations
Data shows that people with recommendations are three times more likely to be contacted than those without. Recommendations add legitimacy to your profile and can bolster your online reputation. The best time to request a recommendation is immediately after leaving a position. However, it is perfectly fine to reach out to old managers and colleagues a few years later and to use it as an opportunity to reconnect. For best results, take time to personalise each request.
Who Should You Approach for Recommendations?
Ex-managers
Team leads
Co-workers
Clients / customers
Custom URL
One of our top LinkedIn profile tips is to create your own custom URL. Shorter and more memorable than the automatically-generated URLs, these custom URLs are far easier to share across your CVs, cover letters, business cards, email signature and social media accounts.
Let Recruiters Know You’re Open
Once you are happy with your profile, we recommend turning on the “Open Candidates” feature. Those already in a job will be happy to know that this is a highly discreet feature and is not visible to your existing employer. If you use this tool, LinkedIn will:
Let recruiters know that you are interested in hearing about new opportunities
Share job titles or roles that you’ve indicated an interest in
Let recruiters know if you’re open to full-time or contracted positions
Share the date you turned on “Open Candidates”
Achieving “All-Star” Status
To help you perfect your profile, LinkedIn uses statuses to gauge your profile strength. There are five different status levels – Beginner, Intermediate, Advanced, Expert and All-Star. To get the highest “All-Star” rating, you need to:
Add your industry and location
Upload a profile picture
Write a summary
Add your current position to the “experience” section along with two past positions
Fill in the “Education” section
Add at least of three skills
Connect with at least 50 people
Contact Us for More Top LinkedIn Profile Tips & Tricks for Job Seekers
If you are looking for a role, please talk to one of our expert consultants today. We would be happy to share more top LinkedIn tips and tricks with you. Alternatively, you can find additional advice in our guide “How To Improve Your LinkedIn Profile for 2022“.
Cliona Quaid is the Contractor Manager at Berkley. In this interview, she tells us about her path into recruitment and the role of contracting in today’s ever-changing environment.
Path into Recruitment
Having completed a degree in HR at UCC, Cliona has enjoyed a long career across a diverse range of areas. “I started in banking but decided to broaden my horizons by travelling and working in Australia, the States before settling in London for a number of years.”
On returning home, Cliona carved out a successful career in HR working in a much-loved institution of Irish sports. “I worked as a Human Resources Officer with Munster Rugby. When I joined, Munster was in the early stages of going professional, so it was a very exciting time to be part of it. I was there for eleven years and enjoyed every minute of it.”
Eventually, however, it was time for a career change. “Recruitment appealed to me because I‘m very people focussed and I tend to veer towards roles where I get to help people”, she says, “Plus, there was a strong overlap with my HR background.”
The Move to Berkley
In 2020, Berkley approached Cliona about taking on a brand new position as Contractor Manager. “The role seemed like a great fit. It allowed me to use the skills I had developed throughout my experience working in HR and recruitment. Plus, it brought together two things I love – engaging with people and problem-solving.”
“The main remit of my job is to help foster strong partnerships between our clients and our contractors,” Cliona explains. This involves providing post-placement support to both the candidate and the client.
What are the Benefits of Taking on Contractors?
In recent times, more and more organisations have turned to contingent workforce models to resource their projects. According to Cliona, there are many benefits associated with taking on contractors, “In today’s climate, flexibility is key. Hiring contractors is a dynamic way to adapt to the everchanging market”.
“Because of the fixed-term nature of contracts, career contractors will spend a lot of time job-hunting. This can be a very time-consuming process, but you can make things easier for yourself by building a strong relationship with a specialist consultant. By partnering with a seasoned professional who knows the market inside-out, you will be able to move from one role into another with minimal disruption. The consultant will also be able to offer advice and support as you work towards your long-term career goals.”
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.
At the same time, writing about yourself is challenging and it can be tricky to know where to start. If you are in the process of job hunting and need to refresh your knowledge on how to write a cover letter, then this guide might be the ideal place to start. Read our guide below to discover how to write the perfect cover letter for your dream job.
A cover letter is a document that you send alongside your CV as part of a job application. The aim of the cover letter is to provide additional information about your application.
Whereas your CV aims to provide accurate and relevant information about your experience and qualifications, a cover letter acts more like a sales pitch. A well-written cover letter will connect the dots between your CV and the job requirements while also showcasing the value you could bring to the role.
Statistics about Cover Letters
72% of recruiters expect cover letters even if they’re ‘optional’. (Source: ResumeLab)
61% of hiring managers consider a customised resume the No. 1 tactic for applicants trying to boost their chance of getting a job. (Source: LiveCareer)
53% of employers prefer candidates who submitted a cover letter (Source: FreeCodeCamp)
36% of hiring decision-makers read a candidate’s cover letter before they review the resume. (Source: ResumeLab)
Why Are Cover Letters Necessary?
Unless otherwise stated in the job description – yes.
You should always include a cover letter as part of your application. Yet, 60% of job applicants don’t send a cover letter even if one has been requested. As such, sending a cover letter is one way to ensure that your application isn’t immediately thrown onto the slushpile.
However, you will not need to supply a cover letter if you are working with a recruitment consultant. Rather, they will handle the majority of direct communications with the company on your behalf, thereby greatly cutting down the amount of work required on your side.
Benefits of Sending a Cover Letter
Providing a cover letter gives you a chance to sell yourself and set yourself apart from the competition. You can tailor your application to the role by demonstrating how your experiences, skills and achievements match the requirements. Cover letters also provide an opportunity to add a touch of personality as it gives you a chance to explain your motivations for wanting to join the organisation.
Who Do You Address the Cover Letter to?
If there is a name provided in the job description, then you can simply address the cover letter to this person. In most sectors, their first name will be fine. However, if you are applying for a role in a more formal sector (e.g. academia, law) then you may want to stick with Mr/Ms/Dr etc.
If a name hasn’t been provided, then you can try to find the name of the hiring manager on LinkedIn or on the company website. If this search proves fruitless, you can simply address the letter to the department to which you are applying.
You should never start your letter with “Dear Sir/Madam” or “To Whom It May Concern,”. Not only are these greetings outdated, but they also indicate that you are using a highly-templated format.
“No weapons are more potent than brevity and simplicity.”
~ Katherine Cecil Thurston, Irish Novelist
As a rule, your cover letter should fit on an A4 page. We recommend writing about three to four short paragraphs (aim for a total of 250 – 300 words). Try to keep your writing style concise and to the point, i.e. use short sentences and clear, simple language. For help on this, you can run your text through the Hemingway Editor.
What to Include in a Cover Letter
Your name
The role you’re applying for and its reference number
How you first heard about the job
Showcase your most relevant qualifications, skills and work experience
Why you want to work at the organisation
Your contact details & availability
The value you would bring to the role
What Not to Include in a Cover Letter
Personal information about yourself or your family
Salary (unless the company asks for your salary requirements)
Questions about the job, the salary, working hours, or benefits (you can ask about these at a later stage)
Images of yourself
Cover Letter Breakdown
The Start
In the opening paragraph, you will need to introduce yourself and explain the reason you are getting in touch. You should also mention how you heard about the job in the first place.
The Body
This section will provide your sales pitch. Show that you are a strong technical match for the role by highlighting your most relevant skills, qualifications, experience and interests. Refer to the job description for ideas on what to include.
This is also a good place to showcase any relevant achievements. If possible, provide concrete, data-driven examples of success. If you can’t quantify your successes, perhaps you could quote some positive feedback you received instead.
You will also want to show that you are a good cultural fit. You can achieve this by explaining why the role and/or organisation appeals to you. For ideas on what to write, read up on the organisation’s values. You can also incorporate news stories about the organisation.
This section should be no more than two paragraphs.
The Conclusion
Your concluding paragraph should indicate your readiness to move onto the next stages of the process. Show your willingness to answer more questions or provide additional materials. Provide your contact details and mention your availability for interviewing. Pre-empt a positive response by saying something along the lines of “I look forward to hearing from you.” Finish off with an appropriate sign-off such as:
Warm Regards
All the best
Sincerely
Tips for Writing Cover Emails
These days, it is far more likely that you will be emailing your cover letter rather than sending a hard copy. When sending an email cover letter, there are a few extra things that you will need to remember.
First, you will need to decide whether you will be putting the cover letter in the body of the email or sending it as an attachment. If you choose to send it as an attachment, you will need to include a brief introductory note in the email body. You should also make sure that the cover letter file cannot be edited by the receiver (e.g. PDF, Read-Only Word file).
While you may be used to informal communication online, the tone of the email will need to be professional. Make sure that you are using a professional email address and avoid the use of emojis and text speak.
Write a subject line that clearly conveys the contents of your mail. Here are three possible options:
Cover Letter – Job Title – Your Name
Cover Letter: Your Name for Job Title
Your Name Cover Letter: Job Title
10 Do’s & Don’ts of Writing Cover Letters
Do proofread your cover letter to check for spelling and grammar mistakes.
Don’t use a template. Less than 5% of the applications hiring managers receive are tailored specifically to the job opening.
Do double-check the spelling of the recipient’s name.
Don’t use clichés and buzz words.
Do focus on the value you can bring to the role.
Don’t simply repeat what’s on your CV.
Do match the tone of the job description.
Don’t be dishonest.
Do research the organisation before putting pen to paper.
Don’t use an unprofessional-sounding email address.
How To Write A Cover Letter For Your Dream Job: Consultant Tips
From talking to candidates, I see that a lot of people rely on a standard cover letter when applying for multiple jobs. It’s important to tailor each cover letter for each role that they apply for so that the details are relevant to the job description
Katie SullivanManager, Business and Technology Contracts Division
A cover letter should be to the point – I come across some that are far too detailed. You only really need to include 3-5 key points about why you’re applying and why you would be the right fit.
Louise O NeillManager, Business and Technology Permanent Division
Mention a highlight of the company. For example, if you live in the same area that the company is based in, then you could say that you are very familiar with the company and know many employees (this would indicate longevity if you join). Or perhaps you could mention a recent news article that announced a new product launch you are keen to get involved with.
Lisa Cooney Manager, Life Science and Engineering Permanent Division
Cover letters can make a huge difference by showing how keen the candidate is on that particular company and job, also how their experience matches the job role and company culture. It’s important not to make them too general, as otherwise, you’ll be missing the point.
Pat MunroManager, Business and Technology Permanent Division
FREE Consultation: Contact us today for more career advice
https://www.berkley-group.com/wp-content/uploads/2021/02/handshake-3382503_1920-e1612951033515.jpg400495Robert Hawkeshttps://www.berkley-group.com/wp-content/uploads/2026/05/Berkley-Group-Logo-2026.svgRobert Hawkes2021-02-10 10:16:582022-04-12 14:07:10How to Write A Cover Letter for Your Dream Job
2020 was a transformational year for recruitment. The onset of the pandemic and the rolling out of Brexit triggered significant changes within the sector. In this article, we will look at some of the biggest recruitment industry trends that are likely to dominate in 2021.
In recent years, innovative technologies have disrupted the recruitment industry. Recruiters have applied start-of-the-art technologies, such as Artificial Intelligence (AI) and Machine Learning (ML), to streamline and automate time-consuming jobs.
Not only does this help to improve the quality of candidate searches but it also greatly accelerates the screening and sourcing process. This frees up the consultant from laborious admin so that they can focus on tasks that require more human skills such as creative problem-solving and relationship building. Another major benefit of AI is that it helps to eliminate unconscious bias to ensure greater diversity among candidates.
Berkley has fully embraced these technologies. We use an advanced AI platform that curates dynamic talent pools to empower our team to identify and deliver the most suitable candidates. Our clients benefit from a partnership process that delivers a consistent pipeline of curated talent with more speed and accuracy.
You Might Also Like: Boost Your Chances of Job Search Success with an AI-Friendly CV
While many markets have experienced a downturn over the past year, we are still seeing some areas (e.g. tech) where there are more job openings than available candidates. This has resulted in a candidate-driven market in which companies are competing to attract top talent.
When it comes to attracting new employees, reputation matters. An organisation’s recruitment process can be one of the biggest deciding factors for in-demand candidates. According to data from Deloitte, 87% of candidates say a positive recruitment experience can change their mind about a company they once doubted.
To promote positive word-of-mouth, many employers are now investing more time and effort into developing a recruitment experience that puts the candidate first. By cultivating a reputation as a “candidate-friendly employer” organisations can enjoy an edge over their competitors.
Characteristics of a Candidate-Driven Recruitment Process
A clear and accurate job description
Easy application process
Timely updates throughout the process
Transparent and clear communication style
Respect for the candidate’s time
Well-prepared interviewers
Feedback is provided throughout
Trend 3: Focus on Soft Skills
Study after study forecasts that automation technology will have a transformative effect on the labour market. According to McKinsey, 45% of current paid activities can be automated. As automation technologies continue to grow in sophistication and popularity, many of the roles that require hard skills may eventually become defunct.
One offshoot of this is that employers are now seeking out candidates with strong soft skills. In a time of increasing automation, one way employers are futureproofing their workforce is by attaching more value to inherently human skills that intelligent technology is incapable of recreating (e.g. creativity, interpersonal skills, emotional intelligence, critical thinking). McKinsey estimates that between now and 2030, demand for social and emotional skills will grow by 22% across all industries in Europe.
Trend 4: Responsive Employer Branding During The Age of COVID-19
What is Employer Branding?
Employer branding refers to how an organisation presents itself in the labour market. A well-defined employer brand helps the organisation to attract, engage, recruit and retain top talent.
Whether or not they seek to develop it, every organisation has an employer brand. According to research from LinkedIn, 75% of job seekers consider this criterion before applying. As such, it is no surprise that organisations with attractive employer branding receive 50%more qualified applicants. Strong employer branding can boost an organisation’s credibility and give them a competitive edge.
The ongoing pandemic has further highlighted the importance of maintaining a strong employer brand. For many candidates, an organisation’s response to the pandemic provides an invaluable insight into how they treat their employees and whether this aligns with their values. During interviews, candidates may ask how your organisation worked to protect employees during the pandemic. Brian Kropp, the Vice President of Research atGartner, says that:
“How your organisation answers this question will affect your ability to both attract new talent and retain the top talent you already have because it indicates not only what the employee experience might be like, but also because it provides a window into the organisation’s values.”
As such, when communicating your employee branding it is important to strike the right balance between the head and heart. Transparency, positivity and sensitivity are key. Workplace health, safety and wellbeing measures will also require increased focus in your communications.
Trend 5: Remote Recruiting & Onboarding
One of the biggest recruitment industry trends in 2020 was the digitalisation of the recruitment and onboarding processes. The first months of the pandemic provided organisations with a unique opportunity to conduct a trial run for remote recruiting. In 2021, remote technologies will likely become a permanent feature and candidates may come to view the recruiting process as an indication of how well the organisation has adapted to the new norm.
As they reflect on their failures and successes of 2020, many organisations will now seek to apply these insights in order to refine and future-proof their remote recruiting and onboarding procedures. In addition to making the technological element as seamless as possible, they will also need to place renewed attention on promoting a positive and engaged virtual work environment for new hires.
Key Takeaways: The Top Recruitment Industry Trends in 2021
In 2021, we are likely to see a continuation of the unique recruitment challenges that employers faced in 2020. By getting your hiring process in line with the latest industry trends and advancements you can give your organisation a competitive advantage in the war for talent. To learn more about the top recruitment industry trends in 2021 and beyond, contact Berkley to arrange a free consultation with one of our in-house experts.
https://www.berkley-group.com/wp-content/uploads/2021/01/work-with-island-FX2QA0TMEYg-unsplash-scaled-e1611913445604.jpg400495Robert Hawkeshttps://www.berkley-group.com/wp-content/uploads/2026/05/Berkley-Group-Logo-2026.svgRobert Hawkes2021-01-29 10:04:262022-03-10 11:13:25Recruitment Industry Trends You Need to Know in 2021
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Seamie joined the Berkley team in September 2020 upon graduating from University College Cork (UCC) with a Commerce degree. “When I finished up at college, I wasn’t sure what I wanted to do. However, I spoke to some friends who were working in recruitment and they really sold it to me. I soon secured an interview for a role here at Berkley, and everything fell into place after that.”
