The first wave of CSRD reports is being published, setting new benchmarks for sustainability reporting and ESG transparency. As companies in Group 2 prepare for their reporting deadlines, now is the time to learn from early adopters and take action.
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What can hiring teams do to remove gender bias during recruitment and level the playing field for women? Learn how to build out processes that remove gender bias from every step of your hiring process, including your recruitment strategies, job descriptions, interview questions, and decision-making.
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Navigating the job market can be daunting, but with a well-structured approach you can significantly minimise the stress and increase your chances of success.
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Contingency recruitment can be a frustrating process, but there’s a better way—one that’s budget-friendly and yields stronger hiring results.
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We’ve all been there—sitting across from an interviewer when they ask that dreaded question: "Can you tell us about your weaknesses?" It’s one of the trickiest questions to navigate because no one wants to reveal something that could make them seem less qualified. However, this question presents a valuable opportunity to show self-awareness, honesty, and a commitment to growth.
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In an era of increasing digital threats, the NIS2 Directive is a critical regulatory update designed to enhance cybersecurity across the European Union. Set to come into effect in October 2024, NIS2 builds on the original NIS Directive (2016) by expanding its scope and enforcing stricter cybersecurity measures for essential and important entities in various sectors.
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The asset management industry has always been at the forefront of financial innovation, and tokenisation represents one of its most transformative developments in recent years.
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Amazon recently announced a significant change in its workplace policies, requiring employees to return to the office five days per week starting next year.
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The Corporate Sustainability Reporting Directive (CSRD) is a transformative regulation aimed at enhancing and standardising sustainability reporting across the European Union. While the compliance-driven approach to CSRD might seem like the easiest path, adopting a strategic perspective offers far-reaching benefits that extend beyond mere adherence to regulatory requirements. In this blog, we explore why companies should take a more strategic approach to CSRD and the advantages of doing so.
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Sustainability reporting is far more than a box-ticking exercise. Smart businesses know that CSRD presents a range of opportunities, even for those not currently targeted by the directive.
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A breakdown of terms like SFDR, ESRS, CSRD, SASB, and TCFD. We unpick some of the key regulations, standards, and initiatives in sustainability reporting, environmental, social, and governance (ESG) disclosure, and climate-related financial disclosures.
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The objective of CSRD is to replace unsubstantiated claims with reliable, transparent, comparable, and auditable data on sustainability. Learn more about the directive replacing the Non-Financial Reporting Directive (NFRD).
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DORA is set to bring about important regulatory changes in our banking and financial sectors. What is DORA, what will be its impact on operations, and how will it influence cybersecurity roles in the years to come?
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LinkedIn is not merely a professional networking platform. We explore the art and science of leveraging LinkedIn to land your next job effortlessly.
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The WEF says that 50% of all employees will need reskilling by 2025. The imperative for businesses is to develop a comprehensive strategy that addresses the need for reskilling, ensuring their workforce are both competent and future-proof.
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You may not realise it, but temporary workers are the secret ingredient that many of your competitors are already leveraging to stay ahead. Learn how they benefit your business.
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The new year is here, and so is our round-up of the top recruitment changes you can expect in Ireland in 2024!
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Ireland is known for being pro-business and having a skilled workforce. But local and global factors are shrinking the talent pool of one of the world’s most open economies. What can Ireland do to enhance its appeal and ensure people want to work here?
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Attitudes to work are evolving. To retain and engage employees, organisations today are reimagining the traditional workplace by embracing more flexible working arrangements that cater to the diverse needs and expectations of their workforce. But good flexible working depends on two key ingredients: choice and trust.
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If you’re hiring for an important role (and what role isn’t important in today’s business environment) it may seem logical to hedge your bets by calling upon several recruitment agencies for help. You may feel you’ll get better coverage if different agencies are out there publicising your job offer. More is more, right? Wrong!
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Moving to a recruitment process outsourcing solution offers numerous benefits, not least of which are the access to expert recruiters, streamlined hiring processes, enhanced employer branding, and improved candidate experiences. But you still need to choose your partner wisely and create an environment in which the partnership will thrive.
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The focus on skills in recruitment is changing and organisations that don’t adapt will find themselves looking at smaller and smaller candidate pools as they struggle to fill roles.
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Gender inequality persists in the finance industry, even as firms across the UK and Ireland grapple with challenges in identifying and recruiting talent. The COVID-19 pandemic worsened many issues related to gender equity.
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Gender inequality in financial services is one of the most limiting elements of the industry today. Often unrecognised within organisations, gender inequality is an issue that all sectors of the financial services industry need to focus on.
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How to outsource every aspect of recruitment without any loss of value or control - elevating candidate quality and driving organisational success.
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If your weekdays are starting to feel like Groundhog Day, it might be a sign that change is in the air. In this blog, we explore the telltale signs that you're primed for a new professional adventure.
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Technology and regulations in finance are constantly changing. This makes a return to work after a career break a challenging prospect. However, with the right support and resources, returning professionals can successfully re-enter the workforce and contribute their skills and experience to the industry.
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The concept of a four-day working week has gained popularity in recent years, and for good reason. The traditional five-day work week has been in place for decades, but many people believe it's time for a change. This shift has been supported by various trials conducted in different countries, including Ireland, and it’s making the companies taking it up much more attractive for potential employees
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Making a career move can be a daunting prospect. Apart from the stress and upheaval, the process itself can take up to six months by the time you factor in the hiring cycle and notice periods. Planning and foresight, however, can make things much easier.
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Ready for a change? If you've been considering a career move, it could be time to dust off your old CV. Luckily, our experts are on hand to offer some top CV writing tips!
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Ireland’s Women in Finance Charter was put together in April 2022. It establishes and documents the financial services industry’s intent for increased participation of women at every level, including junior, middle and senior management, as well as directorship roles within Irish financial services organisations.
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Until quite recently, Irish employers were under no legal obligation to report employee pay gaps according to gender. That all changed dramatically after the passage of the Gender Pay Gap Information Act which went into effect in May of 2022.
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So you’ve decided you’re ready for a change. The great news for professionals in the financial services area is that overall employment in this vital sector is projected to grow on a global scale over the next decade. That means the jobs are there awaiting talented candidates like you, but you’ll also face talented competition for every role. This means you’ll likely need some help fixing up your CV and with preparing for an interview!
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In all of the talk of the “new normal” over the last couple of years, one trend has emerged. Things are going to continue to change rapidly.
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The art of attracting talent in financial services is as nuanced as the financial services industry itself. If you want to hire the best of the best, you’ll need to stand out from the competition.
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Amidst the uncertainties of today’s post-COVID business landscape, job hunters in the financial services industry are looking for much more than high salaries.
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It’s no secret that we’re in the middle of a skilled labour shortage. For those of us recruiting, that means there’s a smaller pool of candidates who are actively looking, and in tight markets, that can often mean it’s necessary to try and lure people away from a role that they’re already in. With historic high employment numbers in Ireland (only 4.5% of the population are out of work), there’s no doubt that we need to consider the importance of a good candidate experience in order to secure the best people.
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Finding the right employees for your company is no easy task. So where does a recruitment marketing plan come in?
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The financial services industry is a really big employer for Ireland. With lots of companies competing for the same people, strategic talent management is a must to help you get ahead.
Read more![[Podcast] How to increase talent diversity in the financial services sector](https://www.savvirecruitment.com/images/uploads/images/Savvi_Recruitment_podcast_thumb.jpg)
We know all too well the gender imbalances that exist in all organisations, but especially in the financial services sector. In this podcast we share some of our best tips around ways to improve gender balance through recruitment, and some client recruitment strategies that we've seen that work well!
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The gender pay gap in financial services is well known to be larger than other industries. But with reporting now mandatory in Ireland, what does it mean for financial service companies?
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What does it take to attract and retain talent today? In this article, we’ll take a look at attracting and retaining finance talent in today’s landscape and our Savvi predictions about how hiring will look by the end of 2022 and into 2023.
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Retaining finance talent takes a concentrated effort. Financial service organisations need to spend more time than ever hiring with care. This often means working to build relationships with prospective employees over a period of time.
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Anyone working in financial services recruitment has likely encountered the Great Resignation that began in 2021. It was a time when a tidal wave of employee churn took place.
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If you’re in the finance industry, filling professional roles can be an ordeal. You have to carefully vet candidates to make sure they have the right skills, mindset, and experience to succeed. You also want to ensure that they fit in with your company’s culture.
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In today’s job market more than ever, the recruitment process is predominantly candidate-driven. Due to the saturation in the job market, it has become more difficult to find the ideal candidate, who’s a good fit for your company and your brand.
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We share tips and tricks around client recruitment strategies that are working well and are getting good engagement from a candidate perspective, with the aim of being able to help you attract talent and get ahead of the competition and to be able to secure the best candidates.
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A finance recruitment strategy is an empowering tool for those hiring in a competitive market. It’s the game play. The outlined process of who you need to hire, but also how you will hire them and why.
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A survey of CEOs conducted by Ibec in December 2020 reveals that two of the top five areas of strategic importance cited by CEOs were people issues.
Read more![[INFOGRAPHIC] A SEAR-ious recruitment process looks more like this…](https://www.savvirecruitment.com/images/uploads/images/blog-infographic-intro-image.jpg)
2020 marks a new year, a new decade and a new way of running a recruitment process.
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The Senior Executive Accountability Regime (SEAR) is fundamentally about re-establishing public trust in our financial institutions.
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Fitness & Probity appears to be higher up the CBI's agenda these days, and maybe for good reason.
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Under CP86 there are six core Managerial Functions that need to be in place.
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In weighing up a prospective role, culture is as important as salaries and benefits.
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Ok, so you’ve just completed a CP86 desk-based review with the Central Bank of Ireland (CBI), and you are pretty sure you will need to make some changes, and fast.
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