Tag: talent

Cpl Adapts Faster to Talent Trends and Unlocks Efficiencies with Salesforce

Talent and recruitment specialist Cpl is using Salesforce technology to unlock efficiencies and fast-track growth.

Why it’s important: Recruitment is a volatile market with global events and economies constantly impacting the demand for talent. It can be very complicated, too, particularly in specialist and regulated sectors such as healthcare.

With more than 20 brands and 40 offices across 18 countries, Dublin-headquartered Cpl every month sources over 35,000 applications locally and internationally.

Combining AI, data and CRM, the group is unlocking ways to reduce the time to hire for their clients, deliver better candidate experiences, and expand into new markets efficiently.

The Salesforce Platform is at the heart of Cpl’s business, Cpl has developed custom workflows that automate repetitive tasks, accelerating recruitment and onboarding timings by 75% by simplifying data capture and candidate evaluation processes.

Integrated with over 90 internal and external sources, including job websites, finance tools, and applicant tracking systems, has created a single source of truth of client and candidate information and delivered business value worth around €1M within 18 months.

Cpl is continually adding new features to personalise the recruitment lifecycle, including creating their own candidate shortlists and sending tailored newsletters to clients to showcase new talent.

The Salesforce solution: 

  • With Experience Cloud, Cpl has created personalised recruitment portals for clients and to provide candidates with more self-service options.
  • With Sales Cloud Cpl can connect new business leads and insights across its global operations, creating a group-wide view of sales pipeline and performance.
  • Customising Salesforce workflows with Trailhead, Cpl can capture and analyse data at every step of the recruitment journey and identify trends shaping the future of work which helps clients compete more effectively for the best talent.
  • Migrating to Hyperforce has enabled the group to scale more easily into new markets whilst strengthening data security and regulatory compliance.

Lorna Conn, CEO at Cpl said: “Today, being able to source the right talent at the right time requires the ability for everyone involved – clients and candidates – to move fast and maximise productivity. With Salesforce, being able to support multiple teams and brands on a single platform has enabled us to simplify our processes and unlock greater efficiency.

“Shifting our recruitment strategy from reactive to proactive and transforming the insights we extract from our data is enabling more informed conversations with our clients and scaling our processes and teams quickly and cost-effectively.”

Carolan Lennon, Country Leader, Salesforce Ireland said: “Today, helping organisations access the talent they need to thrive, tackling the skills gap while strengthening your own processes to work smarter and faster is no easy feat.

“By bringing multiple teams and brands onto a single platform Cpl shows the power that data, AI and CRM can have in helping companies adapt to new business realities and unlock growth opportunities.”

AI Talent is on the rise – new skills required to meet the demands of digital transformation – Labour Market Pulse

IDA Ireland, in partnership with Microsoft and LinkedIn, has today published its latest Labour Market Pulse, which provides an overview of current insights and trends across the Irish labour market to help inform decision makers across business, academia and public policy.

This edition of the Labour Market Pulse highlights the rising importance of Artificial Intelligence (AI) skills among today’s workforces and takes a closer look at the growth of AI in Ireland. AI, and the skills related to it, are central to empowering businesses to digitally transform their organisations.

The growth of AI is anticipated to positively impact jobs and skills across multiple sectors and many businesses are currently in the early stages of identifying their potential use of AI. Demand for AI skills continues to outpace supply and skills availability has been deemed the most important obstacle to the adoption of AI for companies. With the European Year of Skills set to begin in May, the World Economic Forum predicts that 97 million jobs involving AI will be created between 2022 and 2025 and overcoming current skills gaps will require targeted efforts.

The latest Labour Market Pulse also places a spotlight on gender diversity in AI teams. LinkedIn data shows that 1.36% of women and 2.55% of men in Ireland were considered AI talent in 2022. Despite this gap, progress is being made, with the number of women considered AI talent growing faster year-on-year. Between 2016-2022, there was a 40.5% increase in the number of women in AI compared to 34.7% in the number of men considered AI talent.

AI in Ireland

In 2022, LinkedIn members in Ireland working in the Education sector held the highest share of AI talent, at 6.36%, reflecting Ireland’s strong position as a hub for research and innovation. Globally, LinkedIn members employed in Technology, Information and Media possessed the largest share of AI talent.

Ireland is responding to the shortage of AI skills by focusing on employee reskilling and upskilling and introducing initiatives to build capacity in AI, including the appointment of an AI ambassador, the introduction of a National Masters in AI, and a digital strategy for schools.

There are more than 105 courses in AI and related areas available across Ireland, which, combined with the highly skilled workforce and culture of innovation, make Ireland well positioned to lead in the development and adoption of AI.

Employment

Meanwhile, the Pulse also looks at employment rates in Ireland and highlights a continued slowing in the hiring rate from post-pandemic highs. Hiring rates in January 2023 were 27.2% lower than January 2022.

Following rapid hiring during the reopening of the economy post-pandemic, the labour market stabilised in 2022. Continued economic headwinds see employees appear to choose stability over change, with longer tenures also reflected in the decreasing hiring rate.

Simon Coveney TD, Minister for Enterprise, Trade and Employment commented: “AI skills and talent are becoming increasingly vital for Ireland’s economic growth and competitiveness in the global market.  As AI continues to revolutionise industries across the board, those with the skills and expertise to develop and deploy cutting-edge AI solutions will be in high demand.  Ireland has the potential to be a leader in this field, but it will require a concerted effort to cultivate and attract top AI talent to the country.”

“I welcome this latest Labour Market Pulse on AI Talent, and the collaboration between IDA Ireland, Microsoft and LinkedIn, that underpins it.  It highlights the huge growth in demand for AI talent and the opportunities for both individuals and businesses who have identified and invested in the necessary skills.”

“I applaud the work of IDA Ireland in supporting and encouraging businesses to ensure that they have the digital and AI skills they need for the future.”

Commenting on the Labour Market Pulse, IDA Ireland Interim CEO Mary Buckley said: ‘’I welcome the data insights which shows that AI and digital skills are continuing to grow here in Ireland year on year. The increase in female enrolment in AI related education programmes is particularly welcome. Despite global uncertainty, it’s encouraging to see Ireland react to the need to develop AI skills with a focus on upskilling and reskilling all the way from the workforce to a digital strategy for schools.’’

Commenting on the Labour Market Pulse, James O’Connor, Microsoft Ireland Site Lead and Vice President of Microsoft Global Operations Service Center, said: “AI is a defining technology of our time, and we are optimistic about what AI can do for people, industry, and society. Already it is helping to solve some of society’s greatest challenges, be that making farming more sustainable, protecting vulnerable communities from climate change, or cleaning up the world’s oceans. As AI systems evolve, we expect that AI advances will change the nature of some jobs and work, and even create new jobs that didn’t exist before. These shifts are similar to the changes we’ve seen with other major technological advances such as the invention of the telephone or the automobile. And like those changes, we expect this shift will require new ways of thinking about skills and training to ensure that workers are prepared for the future and that there is enough talent available for critical jobs.

“With the Government’s Digital Ireland Framework seeking to have 75% of businesses using AI by 2030, it is welcome to see the strong growth in AI talent in the latest Labour Market Pulse and the new upskilling and reskilling opportunities that are coming on stream to help skill up Ireland for our AI age.”

Head of LinkedIn in Ireland Sharon McCooey added: “Despite the slowdown in hiring across the country, there are growth opportunities emerging in areas like AI and the green economy, as outlined in the previous Labour Market Pulse. While AI talent is very much in demand, there is a clear need to develop a pipeline of skilled professionals to take up these roles. Given the current tightness in the labour market, employers should focus on a skills-based approach to hiring. This is particularly relevant in the field of AI given that many of the third level courses available, such as AI for medical research, have only emerged in recent years.”

Full details on the latest insights from Labour Market Pulse can be found at the following link:

https://www.idaireland.com/latest-news/publications/labour-market-pulse-edition-8

EY CFO Survey 2023 – Cost cutting, cybersecurity, automation and talent are among top strategic priority areas

The latest EY CFO Survey reveals that Irish CFOs are increasingly grappling with more risk factors amid increasing cyber threat levels, supply chain pressures triggered by geo-political events, and rapid digital disruption. The survey, launched to coincide with EY’s annual CFO Summit, also highlights the priorities identified by finance leaders from a variety of sectors, needed to drive efficiencies and support data-led transformation amid mounting challenges on the back of the ongoing energy crisis and recessionary pressures.

These findings are interesting considering the rapid evolution of the CFO’s role in recent years. According to the survey, 61% say their remit has changed to drive strategic automation within the finance function in the past two years.

Cybersecurity tops investment priority

Cybersecurity is moving up the business agenda of the 151 Irish CFOs surveyed by EY, with 60% of respondents having increased investment in cybersecurity tools and technology over the past two years. A similar proportion (59%) over the period have invested in training for employees to improve cybersecurity in their finance functions. The cost of a cyber breach is a constant concern and 30% of respondents have either stepped up their involvement in managing cybersecurity or have increased their organisation’s insurance.

The increased focus on resilience and cybersecurity awareness among finance leaders reflects the growing threat level, the increase in the volume and severity of cyberattacks, and the knock-on significant financial and operational risks this represents for businesses.

ESG agenda: Responsibility versus opportunity

The Irish corporate ESG agenda strikes more of a mixed picture. Despite over half (54%) of respondents claiming their finance role now includes a greater focus on ESG and non-financial reporting, only 15% of the CFOs surveyed claimed that building skills in non-financial/ESG reporting is a key priority for the next five years. 43% of the respondents cite sustainability regulatory compliance as a key area of focus for the next two years, while just 2% say non-financial and ESG reporting will be a key area of focus for the next 24 months.

ESG in the eyes of Irish finance leaders is viewed as a responsibility rather than a business opportunity and the survey findings suggest that ESG and non-financial reporting have fallen down the critical list. Only 6% of the respondents say increasing the sophistication of non-financial reporting is one of the top strategic areas of focus over the next five years, down from 15% in 2022. Just 10% see opportunities in sustainability and decarbonisation as a driver of growth in the year ahead. Spiralling energy costs, inflationary pressures, and wider economic uncertainty may explain the shift in focus.

There are more positive signs in relation to the general direction of travel on non-financial reporting, with 44% of respondents claiming they have increased the sophistication of non-financial reporting over the past year.

“The environmental, social and corporate governance agenda in Irish boardrooms paints a mixed picture this year. ESG cannot be divorced from the broader strategic direction of the business and ESG credentials and sustainability performance will become key competitive differentiators in the near term. This reflects the need for culture change in many organisations while finance teams are still working their way through what non-financial reporting means for their businesses. We anticipate much greater emphasis on building skills in this critical area in the coming years,” said Derarca Dennis, Assurance Partner at EY Ireland.

Automation and talent retention other areas of focus

There is an increasing belief on the part of CFOs that talent shortages can be alleviated, at least in part, through the automation of certain tasks and processes, with 37% saying automating manual tasks and processes will be a key strategic focus over the next five years. This emerged as the second highest priority on after cost reductions/increasing efficiencies for the period.

There is clearly some way to go, though, in terms of automation with 35% of the respondents claiming that it is not leveraged in their organisation at all. Among those who do, transaction processing; internal audit and risk; and consolidation and reporting are key areas where automation is prevalent.

Talent and retention continue to be a significant disruptor for Irish financial leaders, with 40% of the respondents identifying upskilling current staff as a priority for driving growth in the coming year, while a further 34% cited investing in new talent as the best way to drive growth.

Recruitment is clearly a critical success factor, with 44% of respondents citing talent shortages and talent retention as a key challenge to reaching the desired level of growth over the next five years.

On average expected growth for the year ahead is 12%, with 40% saying they are unsure yet of their expected growth.

“CFOs are increasingly playing a strategic role in their organisations beyond the narrow confines of the traditional finance function as their roles are becoming even more encompassing. The finance function had already evolved to become more involved in other areas of the business and that shift was accelerated by the pandemic. The heightened strategic importance of the role should help attract a new generation of finance professionals to support growing Irish businesses,” said George Deegan, Assurance Partner at EY Ireland.

Reflecting on the challenges and opportunities, 64% of Irish CFOs claim to be optimistic about the economic outlook and business prospects for the next 12 to 24 months. Just 23% say they are a little or very pessimistic.

How to Attract Tech Talent in Ireland?

Technology skill sets and knowledge have become fundamental requirements in almost all industries globally. There are many countries worldwide where technology-focused talent pools are being sourced for the country’s foray into the next level of growth. 

Ireland is one country where the search for tech talent and related skill set expertise is vigorously sought. The country is now emerging as a very dynamic place for technology-focused startups and associated industries, for which they are sourcing tech talent from across the world. While aspiring tech experts look at Ireland as a developing destination for their personal growth, it is vital first to understand the requirements to immigrate to Ireland. Several statutory factors about the working compliances need to be appropriately complied with. 

The Irish government has also announced open support with SOPS and business-friendly benefits to tech startups, for which they have set up governing bodies as a helping hand. These SOPS include innovation centres, setting-up office and tech labs, funding support, training, and other related support. While all these initiatives have been attracting budding entrepreneurs and tech experts to look at Ireland as a tech development destination, they are also constantly seeking help from immigration lawyers to ensure a safe and compliant move into Ireland. 

Globally, the demand for tech is growing by the day, with several industries struggling to attract the best tech talent. Listed below are a few ways to attract tech talent in Ireland.

Government Incentives

Ireland offers a lot of tax incentives to attract and encourage different industries to set up businesses there. While attracting innovation and technology development companies to Ireland, the government also enables smooth and easy statutory processes to move to Ireland for work and residence. It is still advised to take help from experts to get advice on immigration before embarking on the move to Ireland.  

Investment in Technology 

Tech-focused job aspirants generally seek companies open to adapting and implementing new technologies that can allocate sufficient time and money for developing the latest technology. Companies should project and publicise their interest in technology development to attract the correct type of talent. 

Career Development

Tech-focused candidates tend to be very passionate about technology and the development of tech on an ongoing basis. Companies trying to attract tech talent must ensure their teams have the best facilities, including appropriate tools and equipment for technology development gear. This makes the working environment conducive and enjoyable for large and small groups. This will also enable them to understand that the company is using the latest and updated technology. This, in turn, helps tech teams to learn new skills and be updated and savvy. 

Employee Friendly Work Schedules & Compensation 

Employees prefer to look at opportunities where they can find an acceptable level of work-life balance, especially considering that professional stress levels in tech development areas can be pretty high and troublesome. In some cases, employees have even compromised on compensation packages for better working environments. This becomes a critical factor for many people. 

Businesses should offer flexible work schedules suited to team needs; same with their compensation packages. There are many ways to make life conducive for employees and their families. The most crucial aspect is understanding what is essential to tech-focused individuals and tech teams.

Staff Welfare

There are numerous ways in which companies implement employee benefit schemes and programs within the organisation. This not only retains good talent but also attracts talent and skill set. Welfare schemes and programs could be segregated into wage-connected or non-wage-related types, all of which are generally over and above regular wages and salaries. It would help to project such welfare schemes and programs during talent search and recruitment drives to attract good tech talent. 

It is a known fact that today, Ireland is a base for some of the world’s best technology companies. There are many opportunities available in Ireland for tech-focused talent. Besides being a great destination as a country, professionals find the overall business and working environment extremely conducive and well-meaning for business, especially in technology-related industries. 

Besides, Ireland has a best-in-class ecosystem for technology incubators and accelerators, which enable ease of funding-for-growth possibilities. Several factors positively affect moving to Ireland for work, especially in the technology, innovation, IT and related domains, which is why aspiring entrepreneurs and budding tech startups are looking to set up businesses there. Attracting the best tech talent to Ireland, while appearing to be challenging, could be a blessing in disguise for many tech-focused workers.