The Power of Outplacement: Helping Employees Transition While Protecting Your Brand

The Employment (Contractual Retirement Ages) Act 2025 introduces new obligations for employers who operate a contractual retirement age below State Pension Age .

A landmark Labour Court decision reinforces that the right to request remote working, highlighting the importance of employers following the correct process.

Recruitment is about more than pay, and SMEs can gain a competitive edge by promoting the unique benefits of working in a smaller organisation.

As Ireland experiences warmer weather, we examine employers' responsibilities and share practical tips for creating a safe and comfortable working environment.

One of the biggest mistakes we see employers make is starting recruitment before defining exactly what they need.  When a vacancy arises, there is often pressure to recruit quickly. However, taking time to plan before advertising a role can significantly improve recruitment outcomes and reduce costly hiring mistakes. Before starting the recruitment process, employers should ask themselves five fundamental questions. 1. Do We Actually Need to Hire This Person? Before recruiting, consider whether a new hire is genuinely required. Is the workload permanent? Could responsibilities be redistributed? Is there another solution available? Recruitment should address a business need, not simply fill a vacant seat. 2. What Exactly Do We Need From This Person? Many employers focus on job titles rather than outcomes. Consider: • What responsibilities will they own? • What skills are essential? • What results should they achieve? A clear understanding of the role makes it easier to identify the right candidate. 3. Will This Candidate Be the Right Cultural Fit? Technical skills are important, but so is cultural fit. A candidate may have the right experience on paper, but will they align with your company values, team dynamics, and ways of working? Long-term success often depends on both capability and compatibility. 4. Are Our Expectations Realistic and Sustainable? Unrealistic expectations can make recruitment unnecessarily difficult. Employers should assess whether the salary, responsibilities, and required experience are aligned with the realities of the market. The ideal candidate rarely ticks every box. 5. Do We Have the Infrastructure to Support and Retain Them? Hiring successfully requires a meaningful investment of time. Before proceeding, evaluate whether you have the necessary time, administrative resources, and budget to effectively interview, onboard, and train a new employee. Recruitment doesn't end when the offer is accepted. Supporting and retaining talent is equally important. Key Takeaway Recruitment done right is rewarding for both employers and employees, laying the foundation for a successful and productive working relationship. However, it requires careful planning, time, and investment to achieve the best outcomes. Taking the time to answer these five questions before recruiting can help streamline your hiring process, protect your budget, and ensure you're attracting the right person for your business. If you're planning a hire and would like support with your recruitment strategy, we're happy to help. info@mssthehrpeople.ie | 01 887 0690

Health and safety concerns, deteriorating workplace relationships and poor record keeping create significant exposure for employers

WRC decision highlights that seemingly casual comments, compliance failures, and the careless use of AI material can all contribute to legal liability

Are workplaces actually becoming more difficult or are employees simply becoming far less willing to tolerate behaviour that previous generations may have ignored

Many employers would be surprised to learn how often good candidates are lost because a recruitment process takes too long.