What is RPO?

Recruitment Process Outsourcing (RPO) is becoming more and more widely used as organisations experience rapid change and exceptional growth, particularly in the technology and online sectors.  Flexibility and scalability are critical to any business, and RPO gives companies a solution to ever-changing hiring demands.

The Recruitment Process Outsourcing Association defines RPO as follows: "When a provider acts as a company's internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the onboarding of the new hire, including staff, technology, method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve HR compliance."

The biggest distinction between RPO and other types of staffing is Process. In RPO, the service provider assumes ownership of the process, while in other types of staffing the service provider is part of a process controlled by the organisation buying their services.  RPO Providers work seamlessly alongside HR to provide a high-volume solution to staffing. 

The RPO Alliance, a group of the Human Resources Outsourcing Association (HROA), approved this definition in February 2009: "Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company's staff, technology, methodologies and reporting.”

In all cases, RPO differs greatly from providers such as staffing agencies which provide contingent/retained in that it assumes ownership of the design and management of the recruitment process and the responsibility of results.  

What to consider when selecting an RPO partner:

• Track Record - ensure that there is proven history of success with other clients, preferably in your industry.  Talk to the clients which have been serviced by your shortlist of RPO providers, learn from their experience and ask them to provide references. A companies client list on RPO can tell you a lot about their ability to handle your project.
• Candidate Reach - make sure that your RPO provider has experience and knowledge of how to source and recruit outside of your geographic location. If the talent is not in-country, then you need to be confident that they can go and find it for you.
• Recruitment Process & Automation - RPO is all about process, look into detail at the processes and way in which the company handles applications from high-volumes of candidates, and how they get from volume to quality hires.
• The People Behind the Process - It's all very well having the processes in place, but the people running the project, from the management team down to the administration and recruitment team are critical to the success of the RPO.
• Your Core Values & Culture - It is vital that your RPO provider 'gets' your business. They must truly understand your values, your people and your culture in order to implement are highly effective RPO solution which exceeds your expectations.
• SLA's in Place - Always ensure that you agree Service Level Agreements which are metrics driven in line with your company standards to keep your RPO provider accountable.  These could include time to hire, fill rate, quality of hire, retention, attendance, performance etc. and will vary depending on whether you are bringing in RPO for contract staff or permanent staff.

There are many benefits to RPO:

• Scalable solution to support the ebb and flow of hiring demands; with an RPO provider you can manage staffing for a seasonal business or ramp-up quickly when a new contract is won and increased headcount is needed.  One of our clients we provide RPO for increases headcount by in excess of 700 staff in the lead up to Christmas in UK & Ireland.  Our role in this is to source, select, screen, assess, hire, onboard and pay the staff and then manage any disciplinary procedures for the duration of the contract.  We provide onsite staff and work seamlessly with the HR team and management within the business. 
• Cost-Saving - What is the cost saving for a business in using RPO?  A large IT company in the US saved over $1m per annum, representing 40% of their costs.  Initially companies may look to RPO for cost reasons, but they also make long term gains.  Outsourcing is better for efficiency, better service, employer brand reputation and a host of other reasons. Once corporates engage in dialogue with the RPO provider they start realising the value in other areas. Cost brings RPO to the table but its not why people sign up and stay with RPOs.
• Large or Small Business?  - It’s just not just large corporates who are turning to RPO, start-ups who have just taken on VC funding are looking to RPOs as a quick and effective way to get scale quickly.  They focus on what they do best and outsource areas such as recruitment and HR from the get go.
• Expertise & Industry Knowledge - An RPO provider can hit the ground running, they can start building a pipeline quickly
• Your Employer Brand - An RPO provider can give your company more exposure and more credibility in the marketplace by representing you really well to jobseekers and potential talent.  Their reach in the market will be greater and many RPO providers will advertise on your behalf with your branding, as well as running social media campaigns to attract only the best people.  Their networks in many cases can take you further afield and build you a great reputation in the marketplace. 
• Strategic Focus for HR Teams - Bringing in an RPO provider allows key internal HR resources to refocus on higher level organizational competencies.    

I hope you found this explanation useful, I am regularly asked this question so I thought I would share my thoughts and ideas and point you in the direction of resources that can help you decide if RPO is right for your organisation.

Other Useful Links:

Webcast: What Benefits Should I Expect to Gain in an RPO Engagement  

9,500 Recruitment Firms in UK...make that 9,501!

Last week I attended the NRF (National Recruitment Federation) conference in Dublin, where guest speaker Ann Swain, CEO of APSCo reported on the global trends in the recruitment industry and the overall state of the recruitment market.  A highly impressive speaker, engaging and very knowledgeable.  

Ann talked about key markets, and new "hot to trot" locations where recruitment is a growth sector.  Her advice was not to set up in the UK.  So what are we doing this week... setting up in the UK.  According to Ann, there are 9,500 recruitment companies in the UK, now with the addition of Expect Talent UK Ltd. make that 9,501...

Before you think we have completely lost the plot, Ann also added, "don't set up in the UK unless you are following a client".  So we are setting up our business in Edinburgh as a result of a 4 year client relationship in Ireland.  This is a very exciting growth phase for Expect Talent and we are delighted that we can start up in the UK with such a high profile recruitment project, which will help us launch our business in the UK in 2011.  

The last 3 weeks have been spent planning with a very short lead time before we go live,  as a key partner for a high-volume recruitment project for a customer service centre which will create 900 jobs in city centre Edinburgh.  Our highly talented team have gone into action to make it all happen, and our networks in Scotland (thanks to BNI) have meant that finding local contacts has been easy. 

My advice for any business looking to start in the UK.  Plan, plan and plan again, whilst  leveraging every key contact you have to help you.  Where possible, help others and give opportunities to local businesses who in turn will help you back.  Hire the best talent to represent you and always have a Plan B, C and D.  I write this blog on a ferry on the way to Scotland.  Ash Clouds won't get in the way of making this happen, so we had a Plan B, go by boat! 

There is no better time to look outside of your local market, wherever you are reading this from.  Small businesses in 2011 should be focused on delivering exceptional customer service, as well as doing things in a unique and engaging way which adds value to the client.  Its all about activity levels, regardless of your industry.  If you triple your activity levels, you will triple your results, and then some!  Far too many people focus on all the negativity, but when you focus on success and positivity you attract more of the same.

I look forward to bringing a new and innovative approach to the UK recruitment market, as we continue to change the way the world does recruitment. I would like to thank everyone who has helped us along the way so far in the UK, and to my team, you are all amazing and I could not drive this business on without you.  UK here we come... Expect Talent UK Ltd. is born!

Tips for Selecting the Right Recruitment Partner

How can you be sure you are working with the right company when it comes to selecting a recruitment partner?  The answer to this question lies in the way in which you qualify and screen the agency to find out how they operate, and how they will add value to your business.  

Expect Talent is a proud member of the NRF, which is a voluntary organisation set up to establish/maintain standards & codes of practice for the Recruitment Industry.  Representing recruitment agencies throughout Ireland, NRF Members communicate their commitment to providing quality service by agreeing to abide by a strict Code of Conduct.   Some key important elements of the NRF Code of Conduct include:

• The agency must have an up to date recruitment agency licence (issued annually) 
• Candidates must be handled with respect, integrity and privacy at all times
• Candidates submitted to clients, must first be interviewed (phone or face-to-face)
• Candidates must be told which clients they have been submitted to
• Full candidate permission sought before submission
• References must not be sought without an applicant's consent
• Absolutely no poaching of placed staff
• Only real jobs should be advertised 

A Membership Ethics Committee ensures that this Code of Conduct is adhered to, so always check that the agency you are considering working with is a member of a professional recruitment body such as the NRF (depending on which location you are reading this).  There are currently 159 agencies who are members of the NRF in Ireland, however there are hundreds more listed in business directories, so make sure you are working with an agency who adheres to the NRF Code of Conduct, where you can be sure the ethics of that agency are in line with what you would expect.  The list above sounds standard to the outsider, but there are many companies out there who don't even do the basics well.

Here is a list of questions you should ask recruitment agencies when meeting with them to decide whether or not to work with them?

1.  Are you a member of the NRF? (or equivalent for your location)

2.  Describe in detail your selection process. (look for a lengthy, structured process)

3.  What checks will be done before submission?  (look for references and full interviews)

4.  What else will you send other than a CV? (look for detailed information)

5.  How many CV's will I receive? (look for quality and not quantity) 

6.  Can you provide written or verbal references from clients you have worked with?

7.  What experience do you have in recruiting for this sector/industry? (look for expertise)

8.  How are recruitment team incentivised? (look for NO commission or low commission)

9.  Where do you source candidates from?  What sourcing methods do you use?

10.When can I expect to see CV's from you? (those who give you short lead times, beware)

Ask to see material to back their answers up, look for a copy of their interview questions, internal processes and forms used throughout the process.  Do your homework, and speak to peers in other companies.  Usually those who are recommended or referred top the list.

I had an interesting call from a new client last week.  An ex-colleague who I worked with 10 years ago, gave me a senior role to work on for his company in the Middle East, and prior to speaking to me, he had spoken to another agency.  The other agency had promised him 20 CV's in an hour!!  What??  Yet another example of the industry being totally commission driven with no consideration for the client. I was amazed at how someone could do this, but it unfortunately happens all the time.  No wonder this industry has a bad reputation.   

We would much rather take 5 working days to interview, select and write up a detailed profile a maximum of 3 of the best candidates in the market, where all 3 are considered strong enough for interview, rather than waste a clients time filling their inbox with irrelevant CV's.  As a result, that client gave us exclusivity on their position and 1 week later is about to receive a small handful of the best talent in the market for their role.

When you have a vacancy for a recruitment agency to work on, make sure that you really drill them on their internal processes, their approach, their experience and philosophy to recruitment.  Contrary to popular belief giving the job to 20 agencies is NOT going to get you the perfect candidate.  You would be much better to select 1 or 2 key recruitment partners based on the above criteria and build a really strong relationship with them so that they get it right every time.  With some of our clients, they just know that when a detailed interview profile and CV hits their inbox from Expect Talent that it will always be good enough for the hiring manager to move to interview.  Establishing that level of trust with your agency is vital.  If you would like help in this area, please contact me and to the NRF, thank you for everything that you do for our industry standards.

Ramp-up Rathling - High Volume Talent Strategies

Ramp-up recruitment is a niche sector and not for the feint-hearted! I am not talking ten or twenty roles at a time, I am talking hundreds!  This weeks blog has been written to help those companies out there who have seasonal requirements and regularly have to ramp-up their headcount to cope with demand, such as increased call volumes, or winning new contracts meaning a spike in the level of staffing required to deliver for customers.

Expect Talent has become a leading expert in the field of 'Ramp-Up Recruitment' having recently completed a project for a global online retailer in the lead up to Christmas. Over 380 staff were recruited in 12 weeks across 3 languages, and this is a client who has retained us for the last 3 years in a row.  Another project we recently worked on for Bentley Systems in Dublin, saw us ramp-up a brand new Shared Services Centre from 0-130 permanent staff across 14 languages and 8 disciplines.

My top tips for companies looking to increase headcount and ramp-up staffing levels: 

Tip 1 - Know where to locate a high volume of candidates, know your market and the type of candidates you are looking to recruit.  If you have a clear idea of what your target pool of candidates looks like and where to find them, you can generate a strong pipeline of potential recruits.  This applies whether it is for permanent or contract roles.  High-volume recruitment is about just that!  Having a high-volume of people to select from in the first place.  Once you have the volume you can start to select who would be best to hire.  You can use jobsites, social media, forums, your networks, recruitment partners and staff referrals to name a few.

Tip 2 - Have a solid back-office system and internal processes to manage the very high volume of applications that you will receive.  Ramp-up recruitment can be draining on resources, so if you plan to manage a high-volume project internally you need to make sure that you have a full team in place.  They will manage administration, handle applications, responses to candidates, interview/assessment process.  Expect a significant amount of workload and plan for it.  Applications per vacancy are much higher in the current climate and your company reputation is critical in managing future hires.  You don't want to become "the company that never gets back to people".  This can impact on your ability to become an employer of choice and this kind of word of mouth can affect future application levels.

Tip 3 - Have a solid screening process from the outset.  One of the ways to minimise workload is to ask candidates to jump through some hoops before you will consider them, that way you know who is REALLY interested in the job! We use a 2 page application form which over 50% of people never go on to complete.  That saves our team lots of time by only working with those people who are serious about the opportunity.  If the candidate cannot be bothered to complete a 2 page application form then it is a great indication of their work ethic. 

Tip 4 - Assessment Centres can be a fantastic way to determine the best candidates for the position.  When we hired our 380+ candidates in 2010, every single one of them went through a 2 hour+ Assessment Centre and interview process, in fact not only did these people go through the Assessment but the other 600 or so that did not make it through also went through the same process.  Managing this volume of Assessments is time-consuming but essential.  The quality of the candidates hired regardless of how many you are employing is of course paramount.  Having a robust Assessment Centre where candidates can come along, learn about the role and company and then take verbal and written tests to demonstrate their skills is vital.  We usually work with the client's existing format or can design and tailor-make assessment centres for our clients needs.

Tip 5 - Communication with all candidates throughout the project.  Regardless of the stage of their application is vital to maintaining a great reputation in the market.  Even if unsuccessful, it is important to ensure that all candidates are contacted with their feedback as to whether or not they are successful in the position.  Those that you hire will of course be delighted and the onboarding process through to the end of their training period must be handled in the correct way, however those who need to be rejected should also be treated with care.  This goes back to having a great system and great processes internally but can often get lost in the busy hiring period.

As I said at the start, ramp-up recruitment is not for the feint-hearted! It takes patience, expertise, a great project team and access to high numbers of candidates in the first place.  There are very few agencies who specialise in this niche part of the recruitment sector so I hope this blog has given you some insight as to what is involved in hiring quality people in high volumes.  I am starting to get myself the name "Ramp-Up Rathling" which is sticking with those who know me! I am more than happy to help advise and answer questions on this topic, even if you are not in a position to call in the experts.  Please post your comments below.

Having a Brilliant Team - Hiring Strategies

When I asked my team for ideas on a topic for this week's blog, they suggested I write about our fantastic team!!  Brilliant, what a great idea.  So I started to think about what makes them so brilliant at what they do, and how could the way that we develop our own in-house staff help others who might be reading this. 

1.  Hiring from outside of your Industry

Very often clients ask us to find them candidates with a number of years experience in their industry. However, this is not always the best route to finding the best talent.  All of my recruitment team have previously NEVER worked in recruitment.  Why? As you will know by now, the way we look at the whole industry and work with customers is so different from all other agencies that it would take far too much time to untrain bad habits, and the fact that we do not incentivise our recruitment team with commission does not suit or appeal to people who have already worked in the industry. 

I always look to hire people with a passion for excellence, a high level of customer service and strong account management skills.  Attention to detail and strong multi-tasking and organisational skills are critical.  Attitude, Attitude, Attitude.  Do you need to have industry experience to become an expert recruiter?  With the right training, environment and support of course not.  The same applies to many industries, companies are often missing out on great talent by only sticking to people with their own industry background.  So next time you go to hire, think outside the box.

2.  Win Happy

I heard the theme for 2011 of great Cork PR company this week, it's "Win Happy!", its not just about the revenue its about the happiness and fun factor of the team too.  The happiness factor and the motivation levels of any team are closely linked to productivity.  We have a staff happiness survey each quarter, and we measure our teams happiness factor.  This for me is what makes our team so brilliant, we have fun regardless of how busy we are, its great to be around happy and motivated people who love what they do.

3.  Commitment & Dedication

Over the 5 years we have built up a great team of Talent Managers and Administrators, their commitment to us as a business and their dedication to our candidates and clients is second to none. Without the team we would not be anywhere near as successful and for that I am extremely grateful.  The "above and beyond" mentality of every one in the team, means that we can deliver great results and be very flexible to clients demands.  This attitude is so important to any company and contributes hugely to the business. 

4.  Development Opportunities

A lack of opportunity for progression is often the reason people leave a company, so the development of my team is critical, giving them opportunities to learn, to upskill and to develop on a personal and professional level is vital to retaining the great talent that we have.  I want to help them all achieve their goals in life, and if the business can make that happen then all the better. 

5.  Celebrating Success, Reward & Recognition

Each member of our team has a "Success Diary", they record their successes no matter how big or small and the first item in our team meeting agenda is each person sharing one success from the previous week.  By focusing on the positive, we attract more great successes, and this keeps everyones mindset in a good place.  We recognise and reward in ways other than commission, surprise vouchers, team nights out, our famous "Friday Club" - team lunch on the house every week, and social time together outside of work.  Celebration of Success and feeling part of something special is what helps to make a brilliant team.

So this is my opportunity to recognise and thank all of my amazing team members - Julia, Margaret, Chris, Jackie, Pablo, Mairead, Caitriona, Lucy, Una, thank you for everything that you do, this business would be nowhere without your hard work, commitment, dedication and great talents. 

How do you develop your team and would you ever consider hiring people with no experience in your industry?

Multilingual Talent in Demand across Ireland

Thanks to great efforts and work by the IDA  there is still a big demand for multilingual talent in Ireland.  The most challenging of languages is something we have always loved to work on here at Expect Talent. 

We usually get invited to work with a client when they have been trying to recruit for an obscure language combination, and been unsuccessful through their own methods.  Of course, it is not just about the languages, it is also important to secure a candidate with the best skills and experience too.  Expect Talent has always been a specialist in this area, and we have proven to be very strong in sourcing high quality bi-lingual and even tri-lingual candidates which are often most valuable to a company as they can cover mutliple markets. 

I often get asked how we can achieve such great success in this multilingual area, the reply is simple; Quality Relationships; Quality Networks; Quality Team.

Quality Relationships

We have formed partnerships and strategic alliances with organisations and companies across Europe to ensure that we have maximum reach.  We also build relationships across Ireland with referral partners and with all of our candidates with languages.  These relationships allow us to leverage access to candidate markets and constant referrals to the right talent.  Both within the industry and outside we are known for being experts in multilingual recruitment so this helps us to build relationships which are mutually beneficuak. 

Quality Networks

Our online and offline networks give us access to multilingual talent across the globe. As I have mentioned in previous blogs, online networks such as LinkedIN, Twitter and Facebook help out recruiters to contact candidates with languages for all types of roles.  Our international network through BNI allows us to generate links in 47 countries across the globe. The BNI Global Power Team of which I am Vice President gives us as an agency, unrivalled access to multilingual talent.

Quality Team

Having knowledge of local markets in Europe within our own team is critical. Our Talent Managers and support team cover many European Languages including Dutch, German, French, Spanish, Italian and of course English.  The ability to tap into local forums, careers centres, universities, local social networks and jobsites allows with native speakers who understand the country and local market allows us to generate an ongoing pipeline of candidates. It is important that we can respond instantly when a client needs languages.  We regularly attend recruitment fairs in EU countries, so that we can be ahead of the pack and secure candidates faster for our clients.

The Future for Languages in Ireland

Ireland remains an attractive place for large corporations to run their European operation, and despite the economic climate, there are more and more companies generating jobs here.  Great to see Quest Software's arrival into Cork and companies like Apple, Amazon, Google, LinkedIn, Facebook, Big Fish Games and Blizzard Entertainment growing and developing their need for top multilingual talent.  We fully expect this to be a great year for job creation in Ireland and based on the activity levels we have seen within our clients in the first few weeks of this year, there is huge opportunity for candidates with the right skills and experience to secure a great opportunity in this country.

There are always great opportunities available for multilingual talent across all parts of Ireland, especially for Italian, Spanish, French, Dutch, German and all Scandinavian languages.  Whether it be for an entry level position in customer support, or sales, finance or administration.  But, it can also can be a significant advantage for top level management.  To find out more, contact our specialist team at info@expect-talent.com.    

New Year... Expect Careers...

Happy New Year to everyone. I can just tell that 2011 is going to absolutely rock! 

Here at Expect Talent we are focusing more and more on our customers, and in the recruitment world that is both Candidates and Clients.  In this competitive jobs market, having an outstanding CV and the confidence to nail an interview is absolutely critical to your success. So as part of the 2011 offering may I introduce to you...

Expect Careers will focus entirely on Candidates, covering services such as professional CV writing, interview techniques and career coaching.  This new arm of the business will help any candidate to stand out from the crowd with a brilliant CV, and will help them to secure that dream job with the best advice on how to shine at interview. 

Think about this... When you need to get your boiler fixed, you call a professional.  When your car breaks down, you call a professional.  When you want a new haircut, you don't leave it to chance, you call a professional!  Your CV and career is no different - why try and do it yourself when the professional touch will always deliver a better result.  Professional CV's that stand out can make all the difference between securing that interview or not.  Whether you are job-seeking for the first time in years, or fresh out of college Expect Careers can help you or someone you know.

Patrick Mercie, will be a kay part of the Expect Careers team, and he brings wealth of knowledge and experience in helping job-seekers to achieve success.  His coaching style is interactive, motivational, energetic and non-judgemental. 

Patrick has an infectious personality and is completely focused on positivity and getting results for every person he works with.  Patrick will be contributing to the blog to help all candidates with hints and tips that will brighten any jobsearch so watch out for his words of wisdom in the months to come.

There is still more to come for this year, but for now may I take this opportunity to wish you and your family a prosperous, happy and healthy 2011!  It's going to be a great year... 

Flipping the Recruitment Model on its Head

In December 2010, Expect Talent will celebrate 5 years in business, which is something we are really proud of, not only are we still here, but we are considered one of the fastest growing recruitment companies in the country. Our turnover has already more than doubled this year and our client base continues grow, attracting leading multinational employers nationwide, and it got me thinking... 

Why and How? Honestly, I can put it down to the fact that from Day 1 we completely flipped the traditional recruitment model on its head.  We entered an extremely competitive market in 2005, in a booming economy and decided to break from the pack.  Why do what everyone else in the industry is doing?  We started by listing down all of the frustrating and annoying things that most (not all!) recruitment agencies do on both the client and candidate side of their business and decided to do the exact opposite. 

I still have the notebook when I was brainstorming my grand plans to be an entrepreneur, when Expect Talent was just a dream in my head. I thought I would share today some examples of the how we flip the model on its head:

No Commission for the Recruitment Team

This to me is fundamentally one of the main reasons that our industry has a bad reputation, recruiters should be placing candidates for the right reason and not because its their next commission payment.  Recruiters in our team are not salespeople and have no placement targets to meet, so their approach is consultative and in the best interest of both candidate and client, not their own.

Hire People from Outside of the Recruitment Industry

This has been one of the keys to building a phenomenal team, the approach we take to recruitment is so different, that it is much easier to train and upskill excellent account managers with passion for customers on how to recruit, than it is to un-train habits from recruiters who have previously come from within the industry, this is definitely our preference and has allowed us to build an incredibly talented team internally.

Treat Every Vacancy like an Executive Search Assignment

Regardless of the level of seniority, if each vacancy we work on is treated like an Executive Search Assignment, the search becomes completely pro-active and creates a shortlist of a maximum 3 top candidates, we will never be the fastest but we will always deliver the best quality.  That's why over 90% of candidates we put forward secure client interviews, one of the highest ratios in the industry.

Detailed Interview Profiles for every Candidate

Why put forward a CV without any detailed information about the candidate?  Our clients use a professional service to save them time and hassle and to secure the best talent.  Unique and detailed profiles on each candidate mean that hiring managers and HR teams can make an informed decision about the person based on the competency and situation based interview we conduct before submitting a candidate to a client.

Five years ago, I believed passionately that our strategy would work, and now I know without question that flipping the traditional recruitment model on its head was the right path to take and continues to give us the edge.  I am getting all nostalgic this week as I prepare for our 5th Birthday party which will be held in December in the Blackrock Castle Observatory, and look forward to thanking all of the clients, candidates, suppliers, friends and referral partners that have played a part in our success so far.  Here's to the next five years and beyond...

Welcome!

Welcome to the official Expect Talent Blog, the place to gain insights and bright ideas on recruitment, job-seeking, and hiring staff of the highest quality.  Whether you are looking to hire the best talent into your company, change careers, or find that dream job having been made redundant, we are here to help.  In this blog we aim to give you that small nugget of advice that might just help you along the way.

If you are frustrated by the recruitment industry then you can join the club!  This was the reason why Expect Talent was started, so forget everything you already know about recruitment, here is where we challenge the typical way of doing things, and flip the recruitment industry on its head.  We are changing the way the world does Recruitment and in our blog you can find out how...

So welcome to first time readers and I hope you enjoy what we have to say.  We welcome your feedback, views, comments on this blog and of course look forward to helping you in some way whether you are a candidate or responsible for hiring in your organisation. 

Thanks for joining us on our blogging journey, and please get in touch, we would love to hear from you.

Samantha Rathling
Managing Director
sam@expect.ie