Geraldine Butler-Wright’s Post

Hiring and Retention in Dublin: What Every Employer Needs to Know. The Dublin employment market is evolving fast, and as I speak with employers, the same questions keep coming up: How do we attract great talent? How do we keep them? And how do we navigate rising costs and compliance in today’s market? Here are some of the biggest challenges I see right now — and my take on how to tackle them: Attracting Talent: 💡 Flexible work is now expected, not optional. 💡 Candidates want purpose and a connection to their work. 💡 A strong employer brand makes a huge difference. It’s not just about what you pay but how you stand out. The businesses winning in recruitment today are those that tell their story well and focus on culture and values. Retention: 💡 Employees stay where they feel valued. 💡 Career growth, recognition, and work-life balance matter more than ever. For me, the best retention strategies are about action, not words. It’s listening to your people and delivering on what they need to thrive. Navigating Compliance & Costs 💡 Changes to sick pay, gender pay gap reporting, and remote work laws are adding pressure. Staying proactive and informed is key. A good HR strategy can save you time, money, and a lot of stress. The Dublin market is competitive, no doubt. But it’s also full of opportunities for those willing to adapt. Invest in your people. Tell your story. Focus on what makes your business unique. What strategies have worked best for you in navigating Dublin’s evolving job market? #DublinJobs #HRInsights #EmployerBranding #Leadership

UK hiring is picking up, but are businesses ready for the challenges? Hiring is back on the agenda for many UK businesses. Nearly 40% of leaders plan to grow their permanent teams, reflecting a return of confidence in the market. But here’s the catch. Skills shortages could make things tricky. Companies will need to get serious about culture, perks, and retention strategies to compete for top talent. Some trends we’re seeing: * Flexible benefits are gaining traction. About a third of businesses are looking to offer perks like stress-reduction programs, while nearly 25% are exploring private health insurance. * The hybrid working debate rages on. While 68% of employers think being in the office boosts promotion chances, 73% of employees feel they’re more productive in a hybrid setup. Finding a balance will be key. * Productivity is in the spotlight. Almost half of businesses are turning to automation and digital transformation to improve efficiency, while 40% are optimising workflows. It’s clear the way we work is evolving, and fast. Companies that adapt to these shifts and genuinely align with what employees want will be the ones that attract and retain the best talent. How are you preparing for what’s next? #TalentStrategy #HiringTrends #Leadership #DigitalTransformation

The Changing Landscape of Workforce Management and Outsourcing Dilemma TLDR; Companies aim to maximize profits by reducing expenses. Many employees face stress, mental health challenges, and take time off for reasons like having a baby, which increases costs for companies. As a result, some companies are turning to international workers (outsourcing) who often earn less and can work more hours. In today’s corporate landscape and economic times, the reality is that companies are focused on maximizing profit while minimizing costs. Despite the push for Inclusion & Diversity initiatives, remote work flexibility, and addressing mental health challenges, the financial strain of supporting employee benefits for US-based workers is significant. This has led many companies to reconsider their approach to hiring. With the complexities of managing parental leave, mental health accommodations, and other benefits, some businesses are opting to outsource rather than invest in local workers and H1B visas for foreign workers. Why? Because outsourced teams often offer a more streamlined, cost-effective solution—without the same level of ongoing maintenance required for local employees. It’s an eye-opening trend that underscores the evolving priorities in the business world. How can we push for better workplace policies? It is definitely important to be aware and understand the financial drivers behind these decisions and what they mean for the future of work in the United States 🇺🇸 #CorporateReality #BusinessStrategy #Outsourcing #FutureOfWork #EmployeeBenefits #InclusionAndDiversity #RemoteWork #MentalHealthAwareness #HRTrends #WorkplaceCulture #CostEfficiency #GlobalWorkforce #Leadership #H1BVisas #USLaborMarket #economy #jobs #worklifebalance #fairpay #globalization #business #workersrights #DEI

**Unlock Global Talent with Confidence: How Deel Makes International Hiring Easy** In today’s rapidly evolving workforce, businesses are no longer confined by geographical boundaries. The opportunity to hire exceptional talent from around the world can elevate your organization, but navigating the complexities of international hiring can be daunting. That’s where Deel comes in. **Why Go Global?** Hiring internationally brings unique advantages. By tapping into a broader talent pool, companies can access diverse skill sets, innovative perspectives, and unmatched expertise. This not only boosts productivity but also enhances creativity and problem-solving within teams. However, expanding your hiring reach often raises concerns about compliance, payroll, and legal considerations. **Enter Deel** https://lnkd.in/dm8FaC_C Deel simplifies the process of hiring and managing international employees and contractors. Here’s how: 1. **Compliance Made Easy**: Deel takes the guesswork out of international labor laws. The platform ensures you meet all local compliance requirements, so you can focus on building your team rather than worrying about regulations. 2. **Transparent Pricing**: With Deel, you receive clear, upfront pricing that eliminates unexpected fees. This transparency helps you budget effectively while expanding your workforce. 3. **Streamlined Onboarding**: Deel offers an intuitive onboarding process that allows new hires to get started quickly. With easy access to contracts and paperwork, your team can focus on what really matters—collaboration and success. 4. **Global Payroll Solutions**: No more juggling multiple payroll systems. Deel centralizes your payroll process, offering timely payments in local currencies while ensuring everyone is paid accurately and on time. 5. **Dedicated Support**: Deel provides expert support to guide you through any challenges, ensuring you remain confident in your international hiring strategy. **Embrace the Future of Work** As we continue to adapt to the new era of remote work, companies that embrace international hiring will thrive. Deel’s platform empowers businesses to build diverse teams without the stress of navigating complex regulations. Are you ready to unlock the potential of global talent? With Deel, you can hire internationally with confidence and strengthen your organization from within. **Join the global hiring revolution today!** https://lnkd.in/dm8FaC_C #Deel #GlobalHiring #TalentAcquisition #RemoteWork #InternationalBusiness #WorkFromAnywhere #DiversityAndInclusion #PayrollSolutions #FutureOfWork #HiringMadeEasy

📰 𝐔𝐊 𝐉𝐨𝐛 𝐌𝐚𝐫𝐤𝐞𝐭 2024: 𝐄𝐲𝐞-𝐎𝐩𝐞𝐧𝐢𝐧𝐠 𝐃𝐢𝐬𝐜𝐨𝐯𝐞𝐫𝐢𝐞𝐬 𝐨𝐧 𝐖𝐨𝐫𝐤 𝐓𝐫𝐞𝐧𝐝𝐬 Research shows that in 2024, 73% of UK employees will be open to or actively seeking new job opportunities. A survey by Blackhawk Network of 1,000 UK workers highlights concerns for employers aiming to retain talent. 🗣 “𝘊𝘰𝘷𝘪𝘥, 𝘩𝘺𝘣𝘳𝘪𝘥 𝘸𝘰𝘳𝘬𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘢𝘥𝘷𝘢𝘯𝘤𝘦𝘴 𝘪𝘯 𝘳𝘦𝘮𝘰𝘵𝘦 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘵𝘦𝘤𝘩 𝘩𝘢𝘷𝘦 𝘴𝘩𝘪𝘧𝘵𝘦𝘥 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦 𝘣𝘦𝘩𝘢𝘷𝘪𝘰𝘶𝘳 𝘢𝘯𝘥 𝘦𝘹𝘱𝘦𝘤𝘵𝘢𝘵𝘪𝘰𝘯𝘴. 𝘌𝘮𝘱𝘭𝘰𝘺𝘦𝘳𝘴 𝘮𝘶𝘴𝘵 𝘭𝘪𝘴𝘵𝘦𝘯 𝘵𝘰 𝘵𝘩𝘦𝘪𝘳 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴' 𝘯𝘦𝘦𝘥𝘴 𝘰𝘳 𝘳𝘪𝘴𝘬 𝘭𝘰𝘴𝘪𝘯𝘨 𝘵𝘩𝘦𝘮” said Chris Ronald, VP EMEA B2B. 📈 Key findings suggest employers need to act now to ensure staff feel valued, though many leaders are unsure where to start. ⬇ Key Takeaways: 🔹 Flexibility is a top priority, with 32% of employees seeking new jobs due to flexible working locations. 🔹 43% of workers say their company lacks a reward or recognition programme, highlighting a gap between employer provisions and employee expectations. 🔹 Regular recognition makes employees feel more valued, with 80% feeling appreciated when receiving rewards and 67% wanting monthly recognition. 🔹 20% want better rewards, incentives, or recognition; 23% seek improved benefits. 🔹 84% of employers are interested in recognising peers for positive contributions, with 90% wanting to provide rewards or incentives. Chris Ronald stated: “𝘊𝘰𝘷𝘪𝘥, 𝘩𝘺𝘣𝘳𝘪𝘥 𝘸𝘰𝘳𝘬𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘳𝘦𝘮𝘰𝘵𝘦 𝘵𝘦𝘤𝘩 𝘢𝘥𝘷𝘢𝘯𝘤𝘦𝘴 𝘩𝘢𝘷𝘦 𝘴𝘩𝘪𝘧𝘵𝘦𝘥 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦 𝘣𝘦𝘩𝘢𝘷𝘪𝘰𝘶𝘳 𝘢𝘯𝘥 𝘦𝘹𝘱𝘦𝘤𝘵𝘢𝘵𝘪𝘰𝘯𝘴. 𝘌𝘮𝘱𝘭𝘰𝘺𝘦𝘳𝘴 𝘮𝘶𝘴𝘵 𝘭𝘪𝘴𝘵𝘦𝘯 𝘵𝘰 𝘵𝘩𝘦𝘪𝘳 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴' 𝘯𝘦𝘦𝘥𝘴 𝘰𝘳 𝘳𝘪𝘴𝘬 𝘭𝘰𝘴𝘪𝘯𝘨 𝘵𝘩𝘦𝘮. 𝘛𝘩𝘦 𝘸𝘪𝘥𝘦𝘴𝘱𝘳𝘦𝘢𝘥 𝘥𝘪𝘴𝘴𝘢𝘵𝘪𝘴𝘧𝘢𝘤𝘵𝘪𝘰𝘯 𝘩𝘢𝘴 𝘴𝘪𝘨𝘯𝘪𝘧𝘪𝘤𝘢𝘯𝘵 𝘤𝘰𝘯𝘴𝘦𝘲𝘶𝘦𝘯𝘤𝘦𝘴 𝘧𝘰𝘳 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴𝘦𝘴 𝘢𝘯𝘥 𝘵𝘩𝘦 𝘸𝘪𝘥𝘦𝘳 𝘦𝘤𝘰𝘯𝘰𝘮𝘺. 𝘞𝘩𝘪𝘭𝘦 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘳𝘴 𝘢𝘳𝘦 𝘤𝘶𝘳𝘳𝘦𝘯𝘵𝘭𝘺 𝘮𝘪𝘴𝘢𝘭𝘪𝘨𝘯𝘦𝘥 𝘸𝘪𝘵𝘩 𝘵𝘩𝘦𝘪𝘳 𝘵𝘦𝘢𝘮𝘴' 𝘯𝘦𝘦𝘥𝘴, 𝘱𝘳𝘰𝘢𝘤𝘵𝘪𝘷𝘦 𝘴𝘵𝘦𝘱𝘴 𝘤𝘢𝘯 𝘣𝘳𝘪𝘥𝘨𝘦 𝘵𝘩𝘪𝘴 𝘨𝘢𝘱. 𝘓𝘦𝘢𝘥𝘦𝘳𝘴 𝘮𝘶𝘴𝘵 𝘦𝘮𝘣𝘳𝘢𝘤𝘦 𝘵𝘩𝘪𝘴 𝘵𝘳𝘢𝘯𝘴𝘪𝘵𝘪𝘰𝘯, 𝘢𝘤𝘬𝘯𝘰𝘸𝘭𝘦𝘥𝘨𝘪𝘯𝘨 𝘦𝘷𝘰𝘭𝘷𝘪𝘯𝘨 𝘸𝘰𝘳𝘬-𝘭𝘪𝘧𝘦 𝘥𝘦𝘮𝘢𝘯𝘥𝘴 𝘢𝘯𝘥 𝘧𝘰𝘴𝘵𝘦𝘳𝘪𝘯𝘨 𝘢 𝘤𝘶𝘭𝘵𝘶𝘳𝘦 𝘵𝘩𝘢𝘵 𝘤𝘦𝘭𝘦𝘣𝘳𝘢𝘵𝘦𝘴 𝘨𝘰𝘰𝘥 𝘸𝘰𝘳𝘬 𝘢𝘯𝘥 𝘱𝘰𝘴𝘪𝘵𝘪𝘷𝘦 𝘸𝘰𝘳𝘬𝘱𝘭𝘢𝘤𝘦 𝘣𝘦𝘩𝘢𝘷𝘪𝘰𝘶𝘳𝘴, 𝘮𝘢𝘬𝘪𝘯𝘨 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴 𝘧𝘦𝘦𝘭 𝘷𝘢𝘭𝘶𝘦𝘥.” 𝐑𝐞𝐚𝐝 𝐌𝐨𝐫𝐞: https://lnkd.in/ekyUfsbV #News #Insights #RetainTalent

Almost three quarters (72 per cent) of hiring leaders in the UK say their business has lost employees to organisations that are less tied to traditional office hours and locations in the last six months, a report has found. The 2024 Global Workforce Report by Remote, which polled more than 4,000 business leaders across 10 countries – 500 of whom are based in the UK – also discovered that more than four in five (84 per cent) hiring leaders saw an increase in employee demand for greater flexibility. https://lnkd.in/efCUa7Ez #hiring #flexibleworking #employers

Boots UK got it so wrong! When forcing employees into an office after 4+ years of working hybrid or remote, one risks destabilising the foundation of flexibility, which in turn will impact the satisfaction of your workforce. Yes, you can simply hire people willing to come in 5 days a week, but how long will it take you to recover the unseen costs of this decision? Playing devil's advocate here, perhaps they've seen a decline in productivity and growth? There may have been examples of some employees taking advantage of the flexibility. If this is the case, don't punish the many because you need to learn how to manage the few. The cost your business will pay is not just that of a slightly higher salary, but is much higher than that! Here's a breakdown of the key areas impacted: 🟡 Recruiting and hiring: Advertising, agency fees, background checks. 🟡 Training: Onboarding, familiarizing the new hire with the role and company culture. 🟡 During the vacancy: Remaining staff covering additional workload and potential project delays. 🟡 New hire ramp-up time: It takes time for a new employee to reach full productivity. 🟡 Unhappy employees leaving can be a sign of wider problems, impacting the morale of the remaining staff. 🟡 Loss of institutional knowledge: Departed staff take their experience and expertise with them. There is no rewind button for what the #pandemic did to ways of working. We can't ignore the fact that employees have changed their view on what work-life balance looks like, and many employers are willing to adapt and support their teams' achieving goals that include a balance of personal and professional. As Simon Sinek says: Create a situation where people want to do great work. I'd stop worrying about where they do that great work from.

The debate about #hybrid and #remotework has been simmering for several years. This Human Resource Executive Resources Executive article suggests, however, that we may have crossed the Rubicon in the debate. The article reports that even senior executives place a high value on remote or flexible work arrangements. Clearly, some firms have found that these flexible work arrangements allow companies to secure talent they might not normally be able to get. During my career I know of many executives who turned down jobs because of spouses who had their own careers or families they did not want to uproot. Flexible work can create the best of both worlds for executives. My other comment is about compensation. While many employees say they would prioritize flexible work arrangements over compensation, I suggest you think this through carefully. In many instances, employees can get both flexible work and top-notch #compensation as firms position themselves to get the very best talent. Many firms may need to loosen their RTO policies with at-risk executives. This will get the attention of the decision-makers at firms. Let me know your thoughts on how this article might influence your company’s position on remote and hybrid work as well as your overall #talent strategy. Link to article in comment below. #hr #humanresources #csuite

In today's fast-paced business environment, retaining top talent has never been more crucial. As we navigate through 2024, companies are facing a new set of challenges and opportunities in the quest to keep their best employees. Here's how businesses can stay ahead of the curve. Firstly, understand that flexibility is the new currency. The pandemic taught us the importance of work-life balance, and this lesson remains pertinent. Companies offering flexible working arrangements are not just attracting top talent; they're keeping it. Whether it's the option to work remotely or adaptable working hours, these practices show employees that their personal lives are valued. Secondly, invest in your employees' growth. The days of static job roles are behind us. Today's top performers seek continuous learning and development opportunities. By providing opportunities for upskilling and cross-skilling, you're not only enhancing your workforce's capabilities but also demonstrating a commitment to their career progression. Moreover, recognition is key. It's not just about pay; employees want to feel appreciated for their contributions. Regular, meaningful recognition - whether through awards, shout-outs in company meetings, or a simple thank you note - can significantly boost morale and loyalty. Let's not forget about company culture. A positive, inclusive, and supportive workplace culture is a magnet for top talent. It's about creating an environment where employees feel they belong and can thrive. Regular team-building activities, open communication channels, and a strong sense of community can make all the difference. Lastly, competitive compensation packages remain essential. Ensure your salaries, bonuses, and benefits are in line with, or better than, industry standards. Remember, it's not just about the base salary; health benefits, pensions, and other perks can be equally persuasive. In conclusion, retaining top talent in 2024 requires a multifaceted approach. By embracing flexibility, investing in growth, recognising achievements, building a positive culture, and offering competitive compensation, businesses can create an environment where top talent will not only join but more importantly, stay. #TalentRetention #EmployeeEngagement #WorkplaceCulture

The BCG article "Deskless Workers Want to Enjoy Their Work, Too" 29th October 2024 <https://lnkd.in/gqfhafcc> highlights a significant oversight in future workplace discussions: frontline workers—who comprise nearly 80% of the global workforce, outnumbering desktop or remote workers by a ratio of 4:1. These deskless employees are frequently excluded from the prevalent focus on remote work flexibility, despite facing unique challenges that affect both productivity and retention. Excluding frontline workers from future-of-work strategies is not only an oversight but a critical risk to organisational resilience. These employees are essential to industries like healthcare, manufacturing, and retail, where they are pivotal to operational success. Without investment in their satisfaction and skill development, organisations are likely to experience declines in productivity, higher turnover, and reduced morale, all of which directly impact customer service and overall efficiency. - 80/20 approach - Addressing the needs of frontline workers is thus a strategic imperative. Companies that invest in engagement and development for these workers are positioned to thrive, benefiting from increased productivity and a more resilient workforce. The future-of-work dialogue must expand to include these critical roles, ensuring a balanced approach that supports the entire workforce. Ignoring the needs of frontline workers threatens both employee well-being and long-term workforce sustainability. To foster a robust future, leaders must recognise and prioritise the unique requirements of frontline workers, creating a future of work that is genuinely inclusive and sustainable. FYI Jen Goeldner.... an important topic for your ongoing modern and flexible workplace discussion