Before applying for a role, it’s important to do your research first to decide if it’s the right role for you, and to give you a solid understanding of what the company does, for you to demonstrate in your application.

The company you choose to work for has a big impact on your career, making the wrong move can impact your confidence and make you question your ability. It impacts everything from your level of work satisfaction to your ability to get noticed by other employers, and travels into impacting your personal life. Make sure you’re doing your due diligence and research the company before applying.
Research and know the companies you know you want to be a part of and specifically target them.

When most candidates set out to find a job, they are fixated on obtaining the next job title or salary increase. As important as personal development and salary are you want to be confident the career goals offered by the company is compatible with your goals and values.
With companies fighting for top talent, the interview process is officially a two-way street a huge benefit to candidates when making the decision on their next career move.

WAYS TO RESEARCH THE COMPANY

Employee reviews & feedback:

Many of us in every day life probably wouldn’t buy an item without checking online reviews first. The same goes for any potential employers. Search for the company’s reviews to discover how both current and former employees really feel about the company, its culture, its benefits, and its brand at large.

Connect with past employees or use your network to make an introduction. Use LinkedIn as a tool for connection. Research their profiles and see what they post.  Whatever way it’s always good to speak with past employees, to assess a company culture.

Bear in mind, people move on, and new management could be in place. Ask these questions and research the current management structure.

Company Website & Social Media Platforms

Read their “About Us” page. Read their social media feeds and pages. You will quickly find out what really matters to them. Do they post new initiatives and successes? What is their voice? Does it align with yours?

Use LinkedIn company profiles as a way to find more information on a company you’re interested in. You’ll be able to see your connections at the company, new hires, promotions, jobs posted, related companies, and company statistics.

Visit LinkedIn for past employees and see how long they stayed with a company, a trend of high turnover and leaving within months of starting never paints a good picture….

Google:

Search both Google and Google News for the company name so you can see what’s been written about them recently. Good news or bad news, you can find it on the web.

Just Google what’s it like to work at…. and see what you find. Please be sure to only visit reputable sites.

HOW THIS RESEARCH CAN HELP YOU:

Your company research will make your responses to interview questions compelling and show that you’ll be helpful to their goals and bottom line.

Plus, your knowledge will help you give a specific answer if you’re asked why you’d like to work for the company. You can share details about things you find admirable about the company, its mission, or its culture.

Interview The Company:

When you’re in an interview, it’s easy to forget that this is an opportunity for you to decide if this company is right for you. Often, we’re so focused on being liked and impressing the interviewer that it can be hard to remember that as a potential employee you also have control in this conversation.

When you’re asked if you have any questions, don’t forget that this is your moment to ask about the job / company. You’re not limited to asking about what the goals are for the role or the time frame by which the company hopes to achieve those goals.

You should the interview panel as well as the team members you meet what they love about working for the company, and how the company shows them they are valued. This is a very important question, use this to observe how quickly they are able to answer and read their body language.

This is probably the most valuable research you can do. You’ll get real-time answers from the people who matter most – the ones you’d be working with if you were to accept a position.

Then it’s time to just trust your instincts.

Finally…..

If you feel you had a bad interview experience let the company know directly either by phone or email, don’t use social media as this will put other potential employers off from enaging with you.

THE ANSWER IS YES!!!!!  CV LIES ARE ILLEGAL.

The Fraud Act 2006 states ‘A person is in breach of this section if he dishonestly makes a false representation, and intends, by making the representation to make a gain for himself or another, or to cause loss to another’

Why is it important to tell the truth on your CV? 

• The CV that you submit is the employer’s / recruiters first impression of you and so it needs to really sell you, but more importantly the content must be a truthful reflection of your experience, skills and qualifications. When it comes to people lying on their CV, those who do lie – or embellish the truth – are very likely to be found out through the pre-screening process.

• Lying on your CV can quickly be identified by a specialised recruiter like ourselves, if we come across this we will immediately terminate our relationship with you and you will be automatically be blacklisted from Daly Recruitment.We take pride in the calibre of candidates we represent within the market and we build our relationships based on professionalism and trust – its essential this works both ways.

PLEASE NOTE WE TAKE THIS EXTREMELY SERIOUSLY. DON'T RISK IT, THE CHANCES ARE WITH OUR EXPERIENCE AND KNOWLEDGE WE CAN IDENTIFY IT VERY QUICKLY. 

• Suspecting you’ve lied on your CV is grounds for dismissal.
• What’s more, you’ll struggle to find future employment once you’ve been let go for lying on your CV.
• You stand to risk your professional career.
• Think of the overall impact that will have on you and those around you… Is it worth it?

THE COMPANY CAN ALSO TAKE LEGAL ACTION AGAINST YOU. ALWAYS BE HONEST ON A CV FOR 
1.YOUR OWN PROFESSIONALISM
2.TO REMAIN WITHIN THE LAW.

But there’s one important difference, of course. Those pieces on the chess board aren’t human. Your team members are and they need to be treated accordingly and businesses need to invest in the changing needs of employees post pandemic.

Your team members’ motivation levels can have an impact on their productivity, the quality of their work, their engagement, morale and their relationships with others. The pieces on the chess board aren’t human but your team members are.

• But a positive, upbeat approach (yes even in these times) can help to energise your team & encourage them to adopt a similar mindset.
• As a leader or manager, the way you approach your role can also have an impact on your team members’ motivation; if you put in 100%, your team should be inspired to do the same.

• Recognising & celebrating success in your team is one of the most effective ways of inspiring everyone to keep up the good work.
• Saying a simple ‘thank you’ or ‘well done’ to team members can help to boost motivation on a day-to-day basis & will reassure them that their efforts have not gone unnoticed.

• Motivating your team is an important aspect of your role, & one that requires continuous attention.
• It’s not about making elaborate gestures or offering costly incentives. It’s about taking simple steps to create the right daily conditions for motivation to thrive.
• Don’t pay what your colleagues were worth 3/4 years ago, or even 18 months ago, pay your team what they are worth to you now!

Doing this you will help make your team a motivating place to work.

It’s the little things that matter right now to your team, our candidates tell us this daily.

• When prospective employees find your core values inspiring, they’re more likely to apply for a position.

• When your workplace is known for a strong culture built on real values, word can travel fast. Your reputation as an employer could grow, meaning more people will want to work for you.

• Core values don’t just help you recruit better-quality employees — they help you attract staff who are a  better fit, too. These new hires are likely to fit well with your organisational culture.

• Core values are now what’s attracting prospective employees. Much like an excellent perk or benefit, a core value, such as work-life balance or empowerment, are attracting employee’s who are looking for an employer that will be naturally inclined to treat them with respect.

• Effective core values can increase engagement by creating a workplace culture built on principles that employees believe in. Employees might therefore find more fulfilment in their work and customers will in return feel that impact securing repeat business.

THE PURPOSE & IMPORTANCE OF CORE VALUES:

• They can provide guidance for company leadership as they make decisions.
• They can communicate an organisations focus & goals to past, present, potential staff & customers.
• They help attract top talent / customers to a business due to similarly held beliefs.

Existing employees are your most powerful source of advertising and play a key role in helping to attract talent.

•  The kind of professional you are – management style.
• Why you want to work for the employer
• Why you’d excel at doing the job you’re applying for.
• ALWAYS tailor your personal statement to be unique for each job application.
• Where should you put your personal statement on your CV?
• Position your personal statement directly beneath your personal details.
• Make sure all of the information in your personal statement will make sense to the hiring decision maker.

•  Include percentage’s NEVER include actual confidential business figures!!

LENGTH:

Whether it’s a change of salary, the duration of your commute, the company perks at stake or a change of organisational culture, these factors all have a role to play in your job satisfaction in the long run.

Thinking about a job change in this way can help you to see things objectively, and will help you to make the best decision.

Signs you need a new job:

• You’re not getting promoted.
• You haven’t had any new training.
• Company culture has changed.
• You can’t see a future.
• Your good work goes unrecognised.
• Poor work-life balance.
• You’ve already tried to change things.
• Your current role is impacting your mental health.

Stop & think: Do the positives outweigh the negatives?

If you’re really unsure, it’s a good idea to weigh up the points you like and the points you don’t like about your current job, write them down and compare these with the pros and cons of the new job in question.

• Thinking about a job change in this way can help you to see things objectively, and will help you to make the best decision.
• How to know when to quit your job?
• If you’re not happy at work, chances are that it will affect your general level of happiness.
• Leaving a job isn’t something you should do lightly, but it’s also something you shouldn’t keep postponing.

If any of the above apply to you, please reach out to us and have that initial chat to start the process of seeing options that are out there. Contact details in link in biog

Opportunities are presenting themselves within the industry, is it time to start putting your career goals back in place and developing strategies to achieve them.

At Daly Recruitment we focus on building successful hospitality careers and thrive on being part of your success story!

The fightback from COVID is a tough one, and having spoken to many industry peers and leaders this week there is a growing concern for the amount of people accepting and then declining job offers. This is damaging and prolonging the recruitment / recovery process on employers in a time when they need to appoint staff quickly to deal with demand.
This is having an impact all round on businesses.

It’s also impacts on other candidates who really want and need the job to pay bills and get back into the industry they know and love. Please stop and consider the repercussions of going for a job you don’t really want can have on others, and the precious time of many industry leaders you are wasting as a result.
Employers: Remember counter offers, is never a way to deal with someone handing in their notice, this is a short term solution. Read my blog on counter offers

Candidates please stop and think before you apply for a job, would you really accept this job if offered?

If the answer is no, then don’t apply as you may damage any future  hopes of when your position of choice opens up with the same company / manager / recruiter / company.

Good recruiters don’t just perform their daily tasks well. They make sure they are always investing and representing the right clients and candidates. At Daly Recruitment, we evaluate every aspect that will be become part of our brand and represent us within the industry.

A good recruiter remembers small, positive & negative details from all our interactions with our candidates and use them to build candidate knowledge, image and profile for our clients.

We are very passionate about our work, and therefore we are known to highlight candidates’ strengths and may even suggest other jobs they would be suitable for, giving career advice and assisting where we can. We stay in touch for future openings and build long standing relationships built on trust. It’s all about relationships and nurturing those relationships both professionally and personally.

Sometimes unfortunetly recruiters / employers have to deal with investing a lot of time in candidates to have them turn down a role which all requirements where fully disclosed at the time of application. At Daly Recruitment we have a strong policy that if this happens, you have broken our trust, respect is a two-way street and it’s important to always remain professional at all time. If you will happily waste our time after building a rapport with us, this doesn’t give out a trusting vibe how you would treat our clients in the future. It’s not acceptable and disrespectful to all involved in giving up their time for you.

Clients and recruiters are working exceptionally hard right now to build and repair our industry. If you are applying for a job, make sure you have all the details at the time of application and are 100% you will accept the role if you get offered. Reach out and ask your recruiter the questions you want answered, or if going directly ask these questions at the first stage interview.
Always use this time wisely to answer any questions / concerns you may have. Access and re-evaluate if you want to proceed.

If you accept and decline think of the long-term damage you are creating to your own personal brand, remember managers move roles and that professional you accepted the job from may end up in management in your dream role, or that a recruiter may have exclusivity on the next role you want!
Don’t burn bridges as the market works exceptionally hard to bounce back, as it won’t always be this way!

Good recruiters will use their expertise to highlight problematic situations that may be hard for hiring managers to spot by themselves, this is our area of knowledge and expertise and what makes good recruiters stand out!

Respect, your industry peers and colleagues at all times!

At Daly Recruitment we have a strict policy that if you break our trust or mistreat representing the Daly Recruitment brand you will automatically be removed from our database for all future opportunities or use of our services.

We are a professional brand, we only represent professional candidates and clients under our brand. Hospitality is a professional  industry, and must be treated that way by all to make it move in the right direction to attract, retain our current and future talent pipeline.

Like all businesses we are also in recovery mode. We invest so much time in the candidates we choose to represent, if we represent you know that we believe in you and have given you our upmost trust to represent our brand to our clients and candidates. Trust and transparency are key aspects our recruitment service.

It’s important we all work together as industry professionals to overcome the past year. This year will also pass, so make sure you  manage your own personal professional brand with professionalism for the opportunities which lie ahead. 

Increased workloads and household responsibilities during the COVID-19 pandemic are driving deep dissatisfaction among many women in the workforce, according to a new Deloitte Global report: ‘Women @ Work: A global outlook’. Deloitte Global conducted a survey of 5,000 women in 10 countries, including 500 working women in the UK, to understand the impact of the COVID-19 pandemic on women’s personal and professional lives.

• Only 31% of UK women say they have good work-life balance, down from 71% pre-pandemic;
• Half of women say the relationship with their employer has suffered as a result of increased caring responsibilities;
• Working women’s mental health has worsened with just 27% declaring good mental health compared to 68% pre-pandemic;
• Nearly half (48%) of women feel burned out.
• Findings come from Deloitte Global’s research of 5,000 working women across 10 countries, including 500 in the UK.

A fine balance

The UK survey reveals 7 in 10 (71%) UK women rated their work-life balance as good or extremely good pre COVID-19, while today only 31% said this. Three-quarters (76%) of UK women also said that their workload had increased since COVID-19.

Jackie Henry, managing partner, People and Purpose at Deloitte UK, said: “The last year has been a ‘perfect storm’ for many women facing increased workloads and greater responsibilities at home and a blurring of the boundaries between the two. Women’s job satisfaction and motivation at work have been severely impacted since the start of the pandemic, with only 32% telling us they currently feel satisfied and motivated at work, compared to 70% before COVID-19.”

Only 4 in 10 women in the UK said their employer has provided sufficient support to women since the onset of the COVID-19 pandemic. At the same time, 44% of women said their career isn’t progressing as fast as they would like, while 59% feel less optimistic about their career prospects today compared to before the pandemic. A quarter (24%) of women are considering leaving the workforce altogether.

Henry added: “Increased workload and caregiving responsibilities are the top reasons why women in the UK would consider leaving paid employment. In fact, our UK respondents cited an increase in caregiving responsibilities more often than the rest of our global sample with 31% in the UK versus 23% globally.”

Decrease in wellbeing

The research also revealed a decline in women’s mental wellbeing. Pre-pandemic, 68% said their mental wellbeing was ‘good’ or ‘extremely good’, while today only 27% of women said this. In addition, nearly half (48%) of women reported they feel burned out.

Only 20% of women said their employer has provided additional financial support during the pandemic to help alleviate the mental health impacts to women. Similarly, only 19% of women have had their objectives reset to match the context of the pandemic.

“While the adverse impact on women’s wellbeing, motivation and engagement is obvious, our research also shows that some employers are getting it right,” continued Henry. “The women who work for these employers are more engaged, productive and satisfied with their careers. As we start to rebuild workplaces for the future, we have a golden opportunity to get gender equality and inclusion right and avoid setting back years of progress.”

Responsibility

Two in five (40%) women said that they are the chief child carer, compared to just 28% globally. Also, a quarter (24%) of UK women said that they have the greatest responsibility for caring for dependents other than children.

When it comes to household tasks, 75% of UK women said that it is their responsibility, compared to 66% globally. 36% said they are the only person in the household able to do household management and nearly a third (30%) live with a partner who does not want to share the load with any household management.

Women in the UK who said that their careers are not progressing as fast as they would like at the moment were more likely (42%) than their global counterparts (34%) to note that caregiving and household responsibilities are making it difficult for them to progress in their careers.

Half (50%) of respondents said the relationship with their employer has suffered due to a change in working hours as a result of an increase in caring responsibilities. Approximately a quarter (26%) said they are now given less responsibility in their role and 23% feel they are less likely to be considered for a promotion.

“The survey findings are a stark reflection of the reality, responsibilities and wellbeing of working women in the UK and what needs to be done to reverse the pandemic’s disproportionate effects on this group of people.” Henry added: “A staggeringly low number of women – only 4% – expect to remain at their organisation for more than five years.

“As businesses look to rebuild their workplaces, the organisations that prioritise diversity and inclusion in their policies and culture – and provide tangible support for the women in their workforces – will be more resilient against future disruptions. Additionally, they will lay the groundwork needed to propel women and all gender equality forward in the workplace.”

For more information and to view the full results of Deloitte Global’s 2021 Women @ Work Report, visit: www.deloitte.com/womenatwork

Between November 2020 and March 2021, Deloitte Global conducted a survey of 5,000 women in 10 countries to understand the impact of the COVID-19 pandemic on women’s personal and professional lives. The survey also aimed to understand the state of gender equality in the workplace from an intersectional lens and the types of actions that employers are taking to support, retain, and empower women within their organisations.

The surveyed countries are:

• Australia
• Brazil
• Canada
• China
• Germany
• India
• Japan
• South Africa
• United Kingdom
• United States

Deloitte surveyed 500 women in the United Kingdom and evaluated responses through the intersectional lenses of race and ethnicity, sexual orientation, and gender identity.

Ireland’s newest hospitality management and consultancy company, founded by Paul Fitzgerald and Sean O’Driscoll, was formally launched today. The Irish-owned and operated company will provide a holistic level of services across hospitality from its offices in Dublin and Cork, going beyond direct hotel management, helping to navigate the business recovery cycle that lies ahead for Irish hotels, resorts, restaurants, bars and tourist destinations.

Speaking today, CEO and co-owner Paul Fitzgerald said “Cliste Hospitality has been a couple of years in the making and is the culmination of much hard work between co-owner, Sean O’Driscoll, myself and the broader Cliste senior team. We were determined to build on the success and track record of iNua Partnership as an hospitality asset manager, but to pivot the business post our MBO of iNua Partnership to a talent-rich hospitality management company.”

The roots of Cliste Hospitality go back to 2012 and to iNua Partnership — an investment company and asset manager that was created to identify investment opportunities coming out of the global financial crisis — which was purchased in an MBO by Paul Fitzgerald and Sean O’Driscoll, two of its senior executives, in December 2019.

“We believe our timing is right now,” continued Paul Fitzgerald, CEO of Cliste Hospitality. “We recognise the challenges that the pandemic will bring to hospitality in the recovery phase that lies ahead, but we have the right systems and structure and, most importantly, the last 18 months have been about securing the right talent to deliver on our aim to be Ireland’s leading
hotel management operator. Today we have that team in place, one we believe is second to none, and we are well prepared and very much looking forward to playing our part in the speedy recovery of Irish hospitality and tourism.”

The talent at Cliste Hospitality is made up of some of the best-known names in the industry. All are hospitality specialists, with impressive track records in driving both room and non-room revenue and profitability. Now, as Cliste Hospitality, the assembled team of 30 plans to quickly grow their remit significantly beyond the scope of the 4 and 5-star hotels currently in the portfolio.

Already successfully managing and operating nine hotels in all four provinces under the iNua Collection brand, Cliste can now offer a full suite of consultancy and management services, including management services of hotels and hospitality businesses, project management services and bespoke consultancy.

“Sean and I are very proud today to formally launch Cliste Hospitality,” said CEO Paul Fitzgerald. “Our team has put a lot of work over the last year and a half into preparing for this moment, creating a solid platform that can seamlessly step into any quality hospitality offering, whether that’s a city or destination hotel, a resort, a restaurant or bar group or a tourist destination, to identify and maximise any asset’s business potential. Our team’s track record shows that our guidance, expertise and systems can transform a good operation into a great one, with the right return on investment for owners.”

To visit Cliste Hospitality Click here