Smart Hiring: Building Teams That Last

January 8, 2025

Recruiting the right talent for your business is no small task. While creating a job specification and conducting interviews are important steps, they are just the tip of the iceberg. To truly succeed in building the right team for your business, a holistic approach that ensures compliance, sets up employees for success, and fosters long-term engagement is the best approach.


In this blog, we’ll explore how to refine your recruitment strategy to not only attract the best candidates but also ensure they enjoy their role and contribute to your business's success through their expertise, skills, and experience.


1. Identifying Your Skills Gap

Before you even start drafting a job specification, it’s crucial to identify the specific skills and competencies your business needs. This begins with a skills gap analysis. A skills gap analysis involves:


  • Assessing Current Capabilities: What skills do your existing team possess and where may possible gaps lie?  
  • Defining Future Needs: Align the skills you need with your business goals. For example, if your company is expanding into a new market, you may need language proficiency or specific technical expertise.
  • Prioritising Key Skills: Distinguish between “must-have” and “nice-to-have” skills. This clarity will help streamline the recruitment process.


Once you’ve identified the skills required, you can move on to crafting a job specification that not only reflects these needs but also entices top talent.


2. Building a Job Spec That Attracts Candidates

A well-written job specification is more than just a list of duties and requirements. It’s your opportunity to showcase your company’s values, culture, and the benefits of joining your team. To create a compelling job spec:


  • Start with an Engaging Overview: Highlight what makes your company unique. Are you an innovative startup, a family-run business with strong values, or an industry leader?
  • Be Clear and Concise: Use straightforward language to describe the role and its responsibilities. Avoid jargon that might confuse or deter potential candidates.
  • Highlight Growth Opportunities: Talented professionals are often drawn to roles that offer career development. Mention any training programs, mentorship opportunities, or pathways for advancement.
  • Include Competitive Benefits: Beyond salary, what can you offer? Think about perks like flexible working arrangements, wellness programs, or professional development allowances.


Remember, your job spec is often the first impression a candidate will have of your business. Make it count.


3. Partnering with Experts to Streamline Recruitment

Recruitment can be a time-consuming and complex process, especially for SMEs. Working with the right recruitment partner can help you:


  • Refine Your Job Spec: A good partner will provide insights into market trends and help ensure your job spec aligns with what candidates are seeking.
  • Identify the Best Channels: Whether it’s job boards, social media, or niche industry platforms, a recruitment partner should guide you on where to post your listing for maximum reach.
  • Streamline Interviews: From designing interview questions that assess both technical skills and cultural fit to qualifying candidates and coordinating interview schedules, an effective recruitment partner can save you time and ensure a professional process.

Collaborating with the right experts - those who prioritise more than just filling interview slots - you’ll gain access to their knowledge, networks, and resources, which can make all the difference in finding the right hire.

 

4. Onboarding: Setting the Tone for Success

The recruitment process doesn’t end with a signed contract. Onboarding is a critical phase that can make or break the employee’s experience. A well-structured onboarding program should:


  • Introduce the Company Culture: Help new hires understand your mission, vision, and values.
  • Clarify Role Expectations: Provide a detailed overview of their responsibilities and how their role contributes to the company’s goals.
  • Facilitate Connections: Encourage interactions with team members through introductions, team lunches, or buddy systems.

A positive onboarding experience not only boosts productivity but also enhances employee retention.


5. Compliance with Irish Labour Regulations

In Ireland, employment laws are clear about the obligations employers have toward new hires. For example:


  • Contracts of Employment: Employers must provide written contracts within five days of the employee starting work. These contracts should outline key terms, including job title, salary, hours, and employment type.
  • Fair Treatment: Ensure that all recruitment and onboarding practices comply with anti-discrimination laws.

Staying compliant not only protects your business from legal issues but also demonstrates professionalism and builds trust with your employees.


6. Identifying Training Needs

Once your new hire is on board, the focus should shift to helping them develop the skills they need to excel in their role. This involves:


  • Conducting a Training Needs Analysis: Identify gaps in their knowledge or skills and prioritize areas for development.
  • Providing Role-Specific Training: Tailor training programs to address the unique demands of their position.
  • Encouraging Continuous Learning: Foster a culture of growth by offering access to online courses, workshops, or industry certifications.


Investing in training not only enhances employee performance but also demonstrates your commitment to their professional development.


7. Creating a Positive Experience

Ultimately, the goal of a comprehensive recruitment process is to ensure your new hire feels valued, supported, and engaged. This can be achieved by:


  • Setting Clear Goals: Work with your new recruit to establish short-term and long-term objectives.
  • Providing Regular Feedback: Schedule one-on-one meetings to discuss progress, address concerns, and celebrate achievements.
  • Fostering Inclusion: Create an environment where employees feel comfortable sharing ideas and contributing to the company’s success.


A positive experience not only benefits the employee but also contributes to your company’s reputation as an employer of choice.

 

Conclusion

Recruitment is far more than filling a vacancy. It’s about identifying the right skills, attracting top talent, and ensuring they have the tools and support needed to succeed. By taking a strategic approach to recruitment - from conducting a skills gap analysis to providing robust onboarding and training - you can build a team that drives your business forward.



At MSS – The HR People, we know that lasting teams are the foundation of thriving businesses. We specialise in helping businesses like yours build teams for long-term success. Think of us as your one-stop-shop! Simply let us know you’re recruiting, and we’ll handle the rest—from sourcing top talent to ensuring a seamless onboarding process. If team building is part of your 2025 strategy, call us today and let’s discuss how we can make your recruitment process effortless and effective.

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“Enjoy Every Moment at Home” - WRC Awards €85,000 in Discrimination Case After Interview Comment

By Tara Daly • September 3, 2025
In this blog, we explore a recent WRC ruling where a school was ordered to pay €85,000 in compensation after a teacher was discriminated against during an interview. The case highlights how even seemingly harmless remarks can have serious legal consequences for employers. What Actually Happened? Employee, Emily Williams, who had been working at the school under fixed-term contract and had two years’ experience there, was on maternity leave when a permanent teaching post arose. She was neither notified nor considered, even though she was eligible. Instead, the school awarded the role to a less-experienced colleague not on leave. During a subsequent interview for a fixed-term position, the principal congratulated Williams on the birth of her baby and added: “You really should enjoy every moment at home with the baby.” Williams felt the comment was unprofessional and likely influenced the outcome against her as she had learned she was unsuccessful the very next day. Why the WRC Ruled It Was Discrimination The WRC adjudicator found that: The principal’s comment, made before scoring was complete, was inappropriate and highlighted Williams’ family status. The school could not justify why a less-experienced teacher was chosen. Their claim that it was based on prior interview scores was unsupported, with no clear process to back it up. One interviewer even adjusted a score for Williams downward without explanation, further undermining the credibility of the decision. Given these failures, the WRC concluded that Williams had established a clear case of discrimination on grounds of family status. She was awarded €85,000 in compensation, with the adjudicator stressing the importance of deterrence in cases like this. Why This Ruling Matters for Employers This case underscores three vital lessons for HR and hiring managers. First, keep personal matters out of formal interviews. Even a well-meaning comment can suggest bias or influence the panel. The interview must remain strictly professional. Second, ensure documentation and process are watertight. Reliable scoring systems, consistent policies, and clear records are essential. Without them, hiring decisions become legally and reputationally vulnerable. Finally, fairness must be more than form, it must be function. Interviews should be blind to protected statuses such as family or maternity, and all decisions must be transparent and defensible. How MSS The HR People Can Help MSS is here to help Irish businesses avoid situations like this: Designing discrimination-safe interview processes, from structuring interview panels to defining scoring metrics Training hiring panels on unconscious bias and employment equality legislation Developing clear recruitment communication policies that avoid risks around maternity or other protected characteristics Providing support and representation if a dispute arises before the WRC  Let’s ensure recruitment is fair, transparent, and free of unintended prejudice. Reach out to MSS The HR People, and we’ll help you build safe, compliant hiring practices. MSS The HR People info@mssthehrpeople.ie Ph: 01 8870690

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MSS - The HR People Achieves CPD Accreditation

By Tara Daly • July 29, 2025
MSS - The HR People Achieves CPD Accreditation: What It Means for You At MSS - The HR People, we’re proud to announce that we have been officially accredited to deliver CPD (Continuing Professional Development) training. This milestone reflects our unwavering commitment to delivering high-quality, practical, and professionally relevant training to businesses across Ireland. But what exactly does CPD accreditation mean? Why is it significant? And, most importantly, how does it benefit the clients and professionals who choose MSS for their HR training? What Is CPD and Why Does It Matter? Continuing Professional Development (CPD) refers to the process of tracking and documenting the skills, knowledge, and experience gained both formally and informally as professionals work, beyond any initial training. CPD is essential in every sector but especially in fields like HR, where employment law, workplace regulations, and people management practices are constantly evolving. CPD-accredited training is independently assessed and verified to ensure that it meets industry standards for learning outcomes, relevance, structure, and delivery. Accreditation confirms that the training is not just informative, but valuable, impactful, and capable of contributing meaningfully to a participant’s professional development. In short, CPD accreditation is a mark of quality - and we’re delighted to now carry it. What CPD Accreditation Means for Us Becoming a CPD-accredited provider is a significant validation of our work. It’s more than a badge or certificate - it’s recognition from an external body that our training: Delivers clear learning outcomes Meets the expectations of professional development standards Is structured, well-presented, and aligned with current best practices Is designed with real-world application in mind For our team, this accreditation reinforces the integrity of our training content and confirms that the learning we provide is of the same high standard expected by national and international professional organisations. It also shows that we take our role as HR educators seriously. Whether we’re delivering workshops on employment law compliance, HR policies, or best-practice recruitment and onboarding, we are doing so in a way that stands up to scrutiny, offers measurable learning outcomes, and contributes to the continuous upskilling of our clients. What It Means for Our Clients and Training Participants CPD accreditation matters because it gives our clients confidence - not just in what we teach, but in how we teach it. Whether you're an SME owner trying to stay compliant, a people manager learning how to lead teams effectively, or an HR professional seeking to grow your knowledge base, attending a CPD-accredited session with MSS brings many advantages: 1. Assurance of Quality With CPD accreditation, clients know that our training is rigorously vetted. You’re not just taking our word for it - an independent body has confirmed that the training you’re investing in meets a high standard of professional learning. 2. Tangible Professional Development For individuals building their careers or maintaining professional memberships, CPD points or hours gained through our training can be recorded as part of formal CPD logs. This is especially relevant for HR professionals, business owners, and line managers who must show ongoing learning as part of their industry obligations. 3. Enhanced Employer Credibility Businesses that invest in CPD-accredited training show their teams and stakeholders that they care about learning, improvement, and staying up to date. It’s a positive reflection on company culture and helps improve employee engagement and retention. 4. Peace of Mind Around Compliance From Inclusive Leadership, Dignity at Work and Managing Difficult Behaviours, our accredited training ensures that you and your team are not only aware of your responsibilities but are applying them correctly. That means fewer risks, fewer mistakes, and a more confident leadership approach across your organisation. 5. Career Progression for Attendees Participants who undertake CPD-accredited training can use it to build their professional profile, apply for promotions, or demonstrate ongoing learning to regulatory or membership bodies. It helps turn learning into career momentum. A Mark of Trust for the Future At MSS - The HR People, we’ve always believed that training should be more than a tick-box exercise. It should inspire new ways of thinking, give people the tools to do their jobs better, and create lasting value for the businesses we support. Being CPD-accredited adds another layer of trust for our clients. It shows that we’re not just offering what’s popular or convenient - we’re offering what’s recognised, verified, and of real value. As we look ahead, CPD accreditation allows us to expand our training offering with confidence. From one-hour sessions and lunch-and-learns to multi-day workshops and tailored in-house programmes, all our CPD-accredited training will continue to be: Grounded in practical, real-world HR expertise Updated regularly to reflect changes in law and best practice Delivered in an accessible, engaging format that suits busy teams Backed by independent quality assurance Let’s Grow Together Whether you’re new to HR responsibilities or managing people across multiple departments, learning is essential. With CPD-accredited training from MSS - The HR People, you’re guaranteed a high-quality learning experience that’s both professionally recognised and immediately useful in your role.  Contact us today to find out more about our CPD-accredited training programmes or visit www.mssthehrpeople.ie/hr-training for more details.