Category: Blog

Chef jobs

The Benefit of First-Hand Chef Experience When Recruiting For Top Talent in The Hospitality Industry

Posted on | by Editorial Team

Excel Recruitment is delighted that our very own Recruitment Consultant, Neil Redmond, will feature in the next edition of the Irish Hospitality Institute’s, Hospitality Network Newsletter. In this feature, Neil talks about his background as a chef and why he decided to make the switch to recruitment. Check out the article below.

Originating from Blanchardstown, Neil Redmond started his culinary career working as a Commis Chef in local restaurants while attending DIT on Cathal Brugha Street.

Neil’s culinary career officially started to take shape post college, where he started working under Dylan McGrath in the opening of the Rustic Stone. Following on from this, in the early 2010’s Dylan McGrath, renowned as a ‘creative genius’ and Michelin starred chef opened Fade Street Social where Neil once again, stepped up his culinary skills in the kitchen and learned even more about in-depth fine dining & cooking techniques.

With such an incredible culinary background, we managed to pull Neil away from the kitchen and his new recruiting role to find out why he decided to switch careers and become a recruiter for the Hospitality Sector.

Tell us a little bit about your background Neil… What inspired you to become a chef?

From a young age, I experimented with flavours and ingredients in my own time at home. So, when I started working as a Commis Chef in local restaurants, my love of food & creative dishes really began to flourish. After I finished college, I was lucky to have gained some expert tips & advice from Dylan McGrath during my 2-year stint working in the Rustic Stone. I was later given the opportunity to train under the culinary leadership of Ryan Stringer at Ely for another two years where I really started to come into my own, forging new and varied culinary talents. From there, I decided to work with an old friend of mine in the Old Schoolhouse in Swords. This position really progressed my expertise in the industry as it was here that I ran my first upstairs 60-seater Restaurant, and as a result, I was delighted to accomplish a number of awards thereafter.

Do you have a top tip that you share with people in the kitchen? How has your background as a Chef Transitioned into a recruiting position?

Always follow your Chef’s direction and trust their guidance. Ask questions, I have always been fascinated by the why, for example, why do lamb and rosemary go well together. What makes that work? check seasoning. Learn from mistakes. Everyone makes a mistake, but it doesn’t have to be a bad thing, a mistake can be a great teacher. It’s how we refine our skills as Chefs. Every dish is a reflection of the Chef and the establishment. One dish has the power to set the tone for an entire evening, so it’s important for a Chef to have that passion and show it on the plate.

While I was working in the Old Schoolhouse in Swords, I was given the opportunity to assist in the opening of Ruby’s. This was an exciting experience where I had a lot of involvement in the development of the menu, opening of the restaurant, training of staff, and establishing standard operating procedures. In the latter part of my career, I worked for almost four years at Press Up entertainment where I was involved in the opening of several high-profile properties including Dollard & Co, The Mayson Hotel, Doolally (working alongside Alfred Prasad who currently holds 2 Michelin Stars), Stella Theatre, and Cara’s (part of Centerparcs) to name but a few. Each role required me to provide support & development to their staff and since then, I gradually transitioned into the Hospitality Recruitment Industry.

What are you most excited about in your new career with Excel Recruitment?

In my previous positions, I would have spent a lot of time in each individual venue that needed support. I really began to understand what was needed from all levels of staffing requirements, and it really spurred on my passion to recruit the right type of talent for this industry. With nationwide staffing shortages, the time has never been more important to partner with a reliable recruitment agency. Excel is Ireland’s leading specialist recruitment agency holding a database of over 1000 clients, 85,000 candidates and a team of 80 expert recruiters. With four offices located in Dublin, Kildare, Cork, and Galway, Excel has rapidly become the largest hospitality recruitment firm in Ireland. Therefore, it made sense for me to further my Recruitment Industry experience within an established business who understands what the Hospitality industry needs to succeed. I have also worked with the panel of Chefs of Ireland for a number of years, and I even competed in Chef Ireland over my career journey with moderate success achieved. I thoroughly understand the career aspirations of my candidates and I also know what businesses require from staff to run a busy restaurant. Get in touch with me if you need advice and I will help in whatever way I can.

You can contact Neil for more information by calling 087 625 6793 or you can email Neil at neil@excelrecruitment.com. Please click here to search for all of our live chef roles.

Grocery Retail Jobs

Grocery Retail Salary Outlook 2022

Posted on | by Editorial Team

Key Trends in the Grocery Retail Industry

Over the last 12 months, we have yet again seen how robust and adaptive the Irish grocery retail sector really is. Not only have we witnessed the growth in sales across the industry as a whole, but we’ve also watched as this incredible industry, and the people in it, spectacularly met the ever-changing challenges that 2021 brought!

In the second half of the year, Retailers faced peaks in demand for top talent in all areas of the grocery sector. The re-opening of the non-food and hospitality sectors carried further challenges as retailers encountered staff shortages in many of their entry level roles.

This, coupled with an exodus of many staff to their home countries saw pressure across many stores to keep their staffing levels at a rate that could match their store needs.

The areas most impacted are mainly in fresh foods with delicatessens, bakeries, and butchers. The salary increases across 2021 reflect this.

We have also seen an increase in the entry level management roles since the rise in the minimum wage in 2020 along with the Pandemic Unemployment Payment which forced retailers to up the entry-level hourly rates in many circumstances.

This has caused a knock-on effect for many of the Supervisor and Trainee Manager salaries in the last 12 months.

What Are Employers Doing?

Across the industry, employers are still seeking ways to grow, retain and attract top talent. Similar to previous years, employers are still working hard and trying to think ‘outside the box’ to keep talented staff.

Furthermore, there is a particular focus on work-life balance, culture, and progression. Another important aspect that employers should place a strong focus on is keeping his/her staff safe whilst in the workplace.

Much like last year, 2022 looks set to be a challenging but exciting time for the Irish grocery retail. Despite a testing 2021 and facing into a somewhat uncertain 2022, retailers remain as passionate and as energetic about the industry as ever.

What’s Next?

If you wish to discuss the findings of this guide or how we can assist with your recruitment needs, please feel free to contact us at www.excelrecruitment.com.

Alternatively, you can call us on 01 814 8747 or email Nikki, our Director of Grocery Retail at nikki@excelrecruitment.com.

We have compiled this guide which is supported by data from the best retail managers across the country. This guide is designed to give our clients a guide to the current market prices for the various roles within the Irish grocery market.

If you would like more information on the Grocery Retail Salary Outlook for 2022, please click here for the Grocery Retail Salary Guide 2022.

Accountancy, Finance & Office Support

Accountancy, Finance & Office Support Outlook 2022

Posted on | by Editorial Team

Industry Trends

While 2021 was yet again a challenging year, the Office Support, Accountancy and Finance sector seen massive growth throughout the year. While Q1 started off at lower levels of job vacancies than pre-pandemic levels in 2019, Q3 job vacancies were +42% higher than the same period in 2019, and 119% higher year on year.

We are also feeling the positives from Brexit for the Irish labour market with the continued attraction as an EU base for Multinationals due to our highly skilled workforce and now the only native English-speaking country in the EU and UK-based companies who wish to sustain their European operations opening in Ireland.

With working from home restrictions in place for almost 2 full years, Clients and candidates are well adapted to interviewing and onboarding virtually. The shift to home working has also widened the talent pool, enabling companies to engage with higher-skilled talent that may not have been considered previously due to location.

2021 continued to see significant growth across Office Support, Accountancy & Finance for temporary, permanent and contract positions in both the public and private sector. We believe this trend will continue in 2022 with a real demand for temporary, permanent and contract administration positions, customer service, accounts administration, operations support and full / part qualified accountants in the year to come.

2021 has seen a real shortage of candidates particularly with 1-2 years experience across Office Support and Accountancy & Finance. Offices had been closed for so long that companies in 2020 were not hiring Junior candidates and this has created shortages across the sector.

Looking Ahead to 2022

We’ve seen significant salary increases, particularly on the more junior end where starting salaries would typically be around 23-25k now at 25-27K.

Benefits are also hugely important to candidates considering a move, remote working is a key factor in considering a career move.

2021 again saw a sharp increase with the demand for remote working opportunities. Recent surveys show workers are seeking more flexibility post-Covid, with over 90% in this sector looking for a mix of office and remote working with 1-3 days per home each week. Working from home has been a long-discussed practice in Ireland, and the Covid pandemic has certainly accelerated its uptake. However, while the introduction of remote working may be an obvious choice for most employers in the current environment, it must also be a longer-term consideration when managing the return to the workplace.

Other prevalent benefits employees are seeking including above standard 20 days holidays, flexible working hours, health insurance, bonus schemes, pension, and continual learning opportunities. There is also a growing emphasis on company culture and the opportunity to grow and be part of the organisation’s growth.

Much like last year, 2022 looks set to be a challenging but exciting time for the Irish labour market. If you wish to discuss the findings of this guide, or if you need our assistance with your recruitment requirements, please contact Ciara Connolly, Divisional Manager on ciara@excelrecruitment.com.

View Accounting, Finance and Office Support Salary Guide 2022 here.

Salary Guide For 2022

Salary Guides & Recruiting Trends 2022

Posted on | by Editorial Team

This year has been another challenging one across our client’s sectors, with most managing pent up to demand and growth through a COVID environment. As we enter 2022 with uncertainty, Our clients and candidates have been inspirational throughout 2021, deploying innovative solutions in product delivery, new ways of shopping and managing large teams working from home. A special mention must be given to the hospitality and entertainment industry, trading with ever-changing rules and fluctuations in consumer demand.

Our guide this year reflects on how much the world of work is changing and having to adapt due to the crisis in the shortage of staff brought on by the pandemic. The pandemic caused a shift in people’s priorities to create the ‘Great resignation’ or ‘Great re-evaluation’. While 65% of employers indicated pay rises are in play, income is no longer people’s only priority when it comes to their careers. Training & development opportunities, flexible working conditions, company culture and tangible benefits such as pension schemes, healthcare insurance and career progression are becoming just as important, along with, of course, agile working conditions.

There is no question that Covid has brought many challenges, but it has also widened the talent pool due to the flexibility around scheduling remote interviews and the increased ability to work from home. Employers say that attracting the right talent with the right skills will be the biggest challenge in 2022. With Economic growth forecast at 7% for 2022, the real question is… Will companies be able to source and recruit the talent that they need to fill these roles?

In this current climate, employers need to set their employer brand apart from the competition in the same way that they differentiate their products and services. It is expected that demand for recruitment services will be even more heated in. This won’t change any time soon.

Staffing will be the biggest challenge for our clients across all our sectors. 2021 brought soaring salary costs in transportation with our Driver hourly rate doubling. In healthcare One in Five Nurses want to leave front line services whilst the lack of experienced staff in hospitality will be catastrophic when the sector finally re-opens, the Chef crisis replaced by the Kitchen porter crisis. We look forward to supporting our clients through all these pressure points.

You can view the full salary guide by clicking Salary Guides 2022.

To discuss these findings or to chat to Excel Recruitment about how they can help you with your staffing requirements, please get in touch with us at info@excelrecruitment.com or call 01 814 8747.

healthcare

Healthcare Salary Outlook 2022

Posted on | by Editorial Team

Industry Overview

There are significant concerns for the long-term effects of the pandemic on the nursing home workforce and healthcare salary outlook. Candidates are reporting experiencing burnout, and described the physical, mental, and emotional burden of staff shortages, increased case loads and the overall changes to nursing that the last 2 years has brought.

Burnout is an important contributor to staff turnover which is an ever-increasing problem in Irish nursing homes. Our clients are highlighting an increased turnover of Healthcare Assistants in particular, with many being lost to the public health service or to private hospital roles which are viewed as less physically and emotionally demanding.

In addition, Nursing Homes are facing considerable costs and operating losses due to the pandemic along with PPE supply chains and testing capacity.

Fresh thinking and government initiatives such as a continuation in payment assistance schemes will be critical in the years to come as it will support and develop this workforce.

The number of people aged over 65 is projected to rise by nearly 60 per cent by 2031, while the number of people aged over 85 is anticipated to increase by 95 per cent over the same period.

More needs to be done on a larger scale to provide stability in residential care.

Non-EEA Recruitment

The Covid-19 pandemic also led to a drop in overseas recruitment of nurses. This would normally make up a significant proportion of new entrants to the register. The Department of Enterprise, Trade and Employment has rebuffed claims of 3-month delays on permits for nurses and these are now being dealt with in a matter of days.

Evidence within the healthcare sector suggests that there is increasing competition for skilled candidates in several healthcare roles. Despite increased efforts to recruit from the Irish and European labour markets, including through engagement with the Department of Social Protection where supply had not met demand.

Over the summer, the government announced changes to the work-permit system, permitting employers to recruit staff from outside the European Union. Under this move, healthcare assistants will be immediately eligible for employment permits. Similar to changes made to chef permits in 2018, these permits have the potential to provide longer term stability for nursing homes in a market where candidates are increasingly moving between employers.

Looking to 2022

Flexibility is the key word coming through from candidates this year. Given the nature of how healthcare works, provision of this style of work is not practical to the extent that it may be in other industries. Candidates understand this but there is always ways that employers can give potential employees a sense of flexibility.

Even if this is something like introducing a cohesive system for shift swapping. This would meet this need and we can see candidates choosing these benefits over financial gain. Another nursing trend that we expect to see in 2022 is a growth in the number of nurses pursuing higher education. Employers can capitalise on this desire to upskill or retrain by streamlining available funding systems to access further education. COVID-19 has affected nurses deeply. The pressures of the pandemic have exacerbated workforce vulnerabilities and thoroughly exasperated many nurses and healthcare support staff. This has led to one in five considering leaving frontline work. COVID-19 might just be the catalyst that drives improvement in management, technology, and processes to help keep more nursing staff doing what they do best.

Get In Touch

If you’re looking for a recruitment partner or you wish to find a job in Healthcare, please visit our Healthcare section on our website by clicking here. Alternatively, you can email us at info@excelrecruitment.com.

View: Healthcare Salary Guide 2022

hotel & catering

Hotel & Catering Outlook For 2022

Posted on | by Editorial Team

Hotel & Catering Key Trends

For many industries, 2021 has been a year like no other… but for the Hotel & Catering industry, it’s been one of the hardest and strangest years of all time. The hospitality industry essentially closed for over a year and we’ve seen firsthand the huge impact it’s had on Hotels, Bars, Restaurants and Corporate Catering sectors.

When the time finally came to re-open (some doors are still closed and may never re-open) those that were lucky enough to still be in business faced a number of challenges with staffing being the most critical issue of all.

Let’s start with front of house:

A large proportion of people working as Bar staff, Waiters and in Accommodation come from countries outside of Ireland. Travel for the most part has been off the cards for many people for quite some time, and we simply don’t have the numbers of people available to fill the amount of jobs that we have.

What about hiring local staff?

Since March 2020, the industry has been virtually closed and we no longer have the interest from people who are finishing up in schools or colleges. This is mainly because the Hospitality Industry is now seen as a precarious one that could be closed again within a few weeks or months at best.

Looking for experienced staff?

A lot of people coming into the industry work part-time or during holidays while in college, but the industry has been closed more than it’s been open which has led to a massive shortage of people that have a year or two experience in the market.

What’s happening in the kitchen?

The Chef crisis is still in full swing, but the big issue of the moment is where are all the kitchen porters and the reply is simple… there are none!

As with front of house, we simply do not have the people coming into the country that we used to. The English Language Schools are back open, but we’re seeing people making the choice to study online. This is mainly because they can now do this from the comfort of a warmer and cheaper climate. Candidates are also realising that the salary and conditions are better in the manufacturing or distribution industry.

In addition to all of the above, many people who were only working part-time in the past and who earned circa €200 to €400 per week are now getting the PUP payment at €350 per week. So, with no questions being asked for staying at home and receiving (in some cases) higher wages, this brings another massive challenge to the Hospitality Industry.

Solutions – Can We Throw Money At It?

With many establishments not being able to operate at full capacity, it leads to a high proportion of events, weddings and conferences getting cancelled or being put off for the foreseeable future. Money is in short supply, so the emphasis is put on ‘what else can we offer’.

Working from home is not an option for most roles, so the industry can’t jump on this bandwagon. However, they can take a look at what else is important to the people they employ like flexible rosters, job sharing, or ongoing training and development.

The feeling that workers are being valued is the most important thing that we are hearing from candidates. But of course, supply and demand along with more increases to the minimum wage have also played their part and we are seeing a lot of movement in the traditionally lower paid positions. For example, Kitchen Porters and Accommodation staff along with Bar and Waiting staff have all seen increases. The new normal wage is close to €12 and €13 per hour for Kitchen Porters / Accommodation staff while Waiting and Bar staff positions are moving closer to €13 and €15 respectively.

Chefs have also taken a huge leap forward with €34,000 now being the standard salary paid by the 3 & 4 star Hotels for Chef de Partie and increases in the Commis rates all down the line.

The only place we are not seeing much movement in is the area of Head Chefs, but our Director Shane McLave believes that when the corporate catering sector fully re-opens without closures, there will likely be more competition in this area.

What’s Next?

Between the combination of an uncertain future and the over heated market that we are currently seeing, a lot of companies are moving towards the temporary and contingent workforce. This is particularly evident in traditional areas such as Waiting staff, Chefs and the emerging trends of Accommodation Staff / Management.

The industry is now seeing the benefits of having a recruitment partner that both understands their business and has the ability to flex up and down when required. This leaves businesses in a much better position as they will be more equipped to deal with staff shortages.

Get In Touch

If you’re looking for a recruitment partner or you wish to find a job in Hotel & Catering, please visit our Hotel & Catering section on our website by clicking here. Alternatively, you can email us at info@excelrecruitment.com.

 

Excel Recruitment is now a CPSA approved recruitment agency

Posted on | by Editorial Team

We’re adding another string to our bow. We’re proud to now be recognized as a CPSA (Commission of Public Service Appointments) approved recruitment agency.

So what does being a CPSA approved approved recruitment agency mean for our clients?

The Commission is Ireland’s regulator for public service recruitment, which links public sector organisations who have open or ongoing vacancies with approved recruitment agencies (that’s us) who can fill these vacancies. The Commission outlines five codes of practice that must be followed when hiring public sector jobs. Our team is fully trained in the CPSA codes of practice. All of our internal recruitment processes for recruiting Civil Service and public service jobs are built around these CPSA standards.

Why we’re the best choice for public sector recruitment

As a CPSA approved recruitment agency, Excel Recruitment provides the same wide range of recruitment solutions to our public sector clients as we do all our clients across permanent, temporary and contract recruitment.

Our nationwide footprint, experience and comprehensive understanding of the requirements of state agencies, non-profit organisations & government agencies mean we are strategically placed to fill public service roles efficiently, and most importantly; successfully.

The CPSA Codes of Practice are embedded in our working processes and our team is made up of qualified and experienced public sector recruitment specialists.

Director Shane Mclave says “We’re delighted to become a CPSA approved recruitment agency. CPSA codes of practice mirrors our own high standards for recruitment and allows us to do what we do best for our public service clients, ‘place great people with great companies.’

To discuss your recruitments needs, contact our Divisional Manager Ciara Connolly on 045 397142 or email ciara@excelrecruitment.To view all our current live jobs, click here.To learn more about the CPSA and their guidelines, in their own words.

Vaccination Pharmacists: Now Recruiting

Posted on | by Editorial Team

Now actively recruiting Vaccination Pharmacists nationwide.

Excel Recruitment is proud to assist with the nationwide Covid-19 vaccination rollout in any small way we can. We have been contacted by several leading pharmacies across the country to recruit Vaccination Pharmacists to play a vital role in protecting the country against Covid-19. Here, at Excel we have written extensively about how well-placed pharmacists are to be a key part in the vaccine rollout, which is why we’re so proud to be assisting in the recruitment of these roles.

What do you need to apply?

In order to be eligible to administer vaccines as a Pharmacist, you will need to submit the following:

  • IIOP certificate for Delivery of a Pharmacy-Based Vaccination Service training course
  • IIOP Certificate for Administration of Influenza Vaccine
  • IIOP Certificate for Responding to an Emergency Situation, including the Management of Anaphylaxis training course
  • Valid CPR Certificate
  • Hibernian Healthcare Parenteral Administration of Medicines Certificate
  • HSELand COVID 19 Certificate
  • Preferably administered a flu vaccine in the last 12 months

If you or anyone you know may be interested in these Vaccination Pharmacist jobs, please don’t hesitate to get in touch with Barbara Kelly, our senior Pharmacist recruiter at barbara@excelrecruitment.com or call 087-7379636.

To view all of our live pharmacist jobs, click here.

Pharmacists the ideal people to lead Covid vaccine rollout: So why are they not being let?

Posted on | by Editorial Team

Barbara Kelly, Pharmacy Recruitment Consultant reflects on the frustration of Pharmacists still being in the dark about the vaccine rollout…..

Vaccines: the much-anticipated light at the end of the tunnel that was has been a strange and stressful time. While there was bound to be stumbling blocks to the Government’s initial plan published late last year, one of the biggest frustrations so far is the lack of direction for Pharmacists as to what should be their key role in the plan.

According to a recent announcement from the Irish Pharmacy Union, over 1,850 pharmacies across the country are “ready and waiting” to vaccinate people, but are “in the dark” as to when they will be involved.

Numerous pharmacists are ready to go since the Government announced their plan last year only to be left in limbo now.

IPU secretary general, Darragh O’Loughlin, said “pharmacists are increasingly frustrated at the complete lack of clarity on when they can begin vaccinating their patients and the broader public”. He said there is also frustration among patients. “Pharmacists are trained, experienced and ready to start vaccinating in every town, village and community around the country. They, and the people in their communities, urgently need clarity on when they can start vaccinating.”

What’s such a pity about the current lack of clarity is, as anyone within the pharmacy community knows, is how well-placed pharmacists are to be a key part of the vaccine rollout. Pharmacists have been vaccinating people against the flu for the last decade, and are already using procedures allowing them to monitor patients for 15 minutes following the injection.

Local community pharmacies in small towns and regions everywhere can support their customers who can’t or may not want to go into bigger areas or bigger vaccination centres. They’re available for everyone to go to. Community pharmacists know their customers so well and have a level of rapport and familiarity with the local population that can’t be matched in larger centres. They are the ideal ‘friendly face’ for those who are nervous, have questions or are unsure about taking up the vaccine when offered. All of these factors surely have the knock-on effect of getting as many people vaccinated as possible, as quickly as possible which makes it even more frustrating that pharmacists nationwide are still waiting for answers.

For all our live Pharmacist jobs, please click here

Work From Home Temp Staff? Yes, it’s a thing

Posted on | by Editorial Team

Divisional Manager Ciara Connolly, who oversees our accounting, finance and office support divisions discusses how hiring remote working temps can work for your business.

Remote working and work from home. Two phrases we’ve all become MORE than aware of over the last year. Flexible working has gained momentum in recent years, with employers exploring the concept with varying degrees of enthusiasm. Covid has meant any caution was forced out the window. Employers have had to pivot rapidly to, in many cases, a fully remote workforce.

Covid has been the catalyst for this but it won’t be the end. Working from home looks set to stick around long after the crisis ends. Surveys since the beginning of lockdown consistently show most workers have seen the pluses of working from home. Most now want a mix of office and remote working to remain after the crisis ends. Employers too are seeing how workable this can be.

Being open to staff working remotely or flexibly has great benefits to companies. By removing the commute, you instantly have access to a much broader pool of candidates that may have been excluded previously. Substantial research shows employees see flexibility as a key part of their benefits package and those that have it already in their role are much less likely to look for other employment.

The future of temp

So, while a (somewhat) remote working internal team is here to stay, a common misconception I hear all the time is ‘this couldn’t work for temporary staff.’ Of course it can!

Here in Excel Recruitment, we provide remote temporary and office support staff to business nationwide and have been since the beginning of this crisis. It is the ideal solution in the current climate, whether you need a temp to cover absences for a day or 2, need extra manpower for a project, have a gap you need covered for an extended period or want to trial someone before committing to a permanent hire.

If this crisis has taught us anything, it’s that many more tasks can be carried out remotely than previosly expected. Our temps have the experience to start straight away to assist your business. With much of the market at the mercy of government lockdowns and the wider global situation, hiring remote working temps is an ideal solution for employers right now. It gives employers the freedom to scale staff levels up and down as required, commitment-free and at short notice.

We have a pool of temporary candidates fully screened, registered and ready to go. All are set up for remote working with the technology required to start immediately. Our consultants are experienced in onboarding remote temps to your workforce so can guide you through the process.

Temporary workers could be vital for your organisation over the next few months as lockdown restrictions ease, providing you with an accessible source of support either in the office remotely.

Contact Ciara Connolly, Divisional Manager on 045 397142 or email ciara@excelrecruitment.com to discuss your temporary staffing needs in administration, accounting, finance and customer support.