5 Ways you can onboard your next hire and set them up for Success


5 ways you can onboard your next hire and set them up for success


You've made the hire - congrats! Now, there's a great deal of work ahead to help the new employee on your team achieve their goals and enjoy working for you. In an industry as competitive as Ireland’s tech scene, you’ll want to do everything you can to make your new employee feel comfortable, secure in their job goals, and be welcomed into the team.

 Here are tips from Talent Partners to ensure you're prepared for the new person's start date and how you can give them the best experience possible:

1. Draft an orientation plan ahead of time so you’re well-prepared for the new employee

 After you’ve made the offer to your preferred candidate and they’ve accepted the opportunity to join the team, the real preparation begins to ensure he or she can successfully transition into your company. To do that, set aside a few hours before the person arrives to draft a detailed plan of action for you (and for the new hire) to ensure all bases are covered the new employee has a positive initial engagement with this company. This can include putting together documents, trainings, and getting access to documents and programs that the person will need to succeed in their role.

2. Introduce your new hire to the team so they feel included

 This a simple an effective, but oftentimes overlooked, element of the onboarding plan. We have got to ensure new members of staff feel connected and part of the team and what message does it send out if colleagues are too busy to meet with them. For tech employees, this is doubly important as they need to learn the proper software and processes in place to function.

 To help onboard the person to make them feel welcome, draft an email cc’ing the new hire’s email and have it sent on their first day on the job. This will instantly connect them to key teammates and give others a sense of the person’s background, job function, and more. We know of some client company’s who email out the new employees bio a day before they start which gives some insight into their life inside and outside of the work place and allows company employees to find some common ground with the new hire.

3. Space out trainings over the first few weeks so that the new hire isn’t overwhelmed

 A new employee will no doubt have to master many processes and functions in their new role. To ensure they get caught up to speed in those first few weeks on the job, you’ll want to put together a comprehensive schedule of training sessions for that person to go through.

 What’s especially important to do, however, is to make sure these trainings aren’t all in one day or jam-packed within the space of the first week. This will only cause the new tech hire to feel overwhelmed. Plus, the person won’t likely retain the information as well as if trainings were spread out over a week or two.

4. Schedule regular meetings with the new employee to see how things are going

 As a hiring manager, you want to make sure you have open lines of communication with your new hire. Therefore, try and get meetings on the calendar with the person at regular intervals so that the person can update you on how they’re feeling as well as ask any questions or bring up any concerns.

 Beyond 1-on-1 check-ins, you can also establish an open door policy with the new hire so that they feel comfortable coming to your for help at any time.

5. Get feedback from the new hire to set others up for success

 As part of your regular meetings and daily interactions, find out from the new hire what they liked and didn’t necessarily like about their onboarding process. Ask them to be specific in their responses and make sure you take copious notes.

By doing this, you’ll get important information to help improve the experience for future employees, creating an even better onboarding process for years to come.

There are no big secrets here, but hands up how many companies have worked really hard to secure a new employee only to then see them leave in the first few months of employment. It happens and there is never a winner there.


3 Ways Hiring Managers and Recruiters can work together more effectively


When trying to hire top talent, it's crucial for hiring managers and recruiters to work together closely to ensure the people being interviewed have the skill sets needed for success and the most suitably qualified candidate is offered the job. In Ireland’s booming tech industry, people with the right skills and cultural fit are in great demand. To help ensure there’s a strong relationship between hiring managers and recruiters, here are three key tips we recommend you follow:

1. Communicate with your recruitment partner(s) constantly to find the best person with the right skills

 To help you stay on top of the recruiting process and to ensure you have a strong pool of candidates with the proper skills for the tech position you’re hiring for, make sure you’re constantly speaking with your recruiter and understand the market dynamics.

 For example, by setting aside specific time to talk each week, you can make sure that you’re on track to find the right candidate for your open roles. These conversations should be used to talk about any interviews conducted, candidate’s feedback, if the required skills or characteristics for the job have changed at all, or to discuss roadblocks in the hiring process.

2. Organise your process so nothing slips through the cracks

 Along with constant communication, it’s crucial that hiring managers and recruiters are highly organised throughout the process. How? By putting together a comprehensive timeline for hiring, from crafting the job description, conducting phone screens, first-round interviews and in-person interviews as well as finalising an offer to the successful candidate that we know will be accepted.

 Working with an agreed project plan means that not only will the hiring manager and recruiter find strong tech talent, but they will also ensure that no candidates lose interest in the opportunity because the process drags on too long or has no definite structure to it. Candidates give up valuable time to attend interviews and one of the worst things that can happen in today's highly competitive marketplace is to lose a potential hire to a competitor who simply had their process more streamlined and efficient than yours and this won’t reflect well on the company when employer branding is a key differentiator.

3. Conduct research to ensure your hiring goals are in line with reality

 Another piece of advice that’ll allow both the hiring manager and recruiter to work together better? Setting clear expectations in terms of what kind of person you want before you even begin the hiring process.

 Similar to ensuring clear communication, you’ll want to build a strong pipeline of potential candidates for the role by crafting a job description that hits all the marks but has realistic expectations. Then, match this with the company’s business needs and the hiring manager can work with the recruiter in an organised, efficient manner to get the best tech talent around for your business.

 Your recruitment partner is your talent scout in the marketplace and you want them to be able to pitch the benefits of your company (real and intangible) to the potential candidates they interact with on a daily basis.

 To discuss your recruitment requirements contact the Talent Partners team today.


Recruitment Tips to hire more effectively in 2019


Recruitment Tips to hire more effectively in 2019 

We are nearly at the end of the first month of 2019 and January  here at Talent Partners we have seen a very strong start to the year with a number of our clients strengthening their team with key management appointments. If want to hire the strongest candidates in Ireland’s booming tech industry, we’ve got you covered.

It’s no surprise that Ireland’s tech economy is poised for growth. In fact, a 2017 report found that the country has the fastest-growing tech worker population in Europe, beating the Netherlands, Germany, Switzerland, and France.


To help you fill open tech roles at your business and to solidify a strong pipeline of candidates for the New Year, check out these five tips from Talent Partners:

1. Craft the job description that reflects the actual role


Too often candidates are given job descriptions that are a wish list of every skill imaginable for the role. Writing a strong job description that doesn’t leave any room to the imagination is crucial. After all, clarity is key to finding the right person for the job, especially in a technical role that requires a specific set of hard skills. Ways to accomplish include using a clear job title, speaking directly to the candidate in the description, describing tasks of the role, selling the job and your company.


2. Figure out what makes a top performer in your company


In the tech industry, strong performance is everything and can cost your company thousands of euro’s if a person simply fails to have the proper skills. On the flip side, your most effective employees likely share attributes that you can hire for as you search for strong candidates in 2019. For example, Forbes suggests you make lists of these qualities and build profiles to describe your company’s top performers. That way, you can easily their characteristics and screen for these hard skills for the tech candidates you interview in the coming months.


3. Use referrals to find the best candidates with a strong reputation


To make a strong tech industry hire at your business, first, simply ask your current employees to refer former co-workers or friends who they think could be a great fit for your company. After all, these individuals have already been vetted and can help your business succeed.

Plus, candidates who’ve been referred make stronger employees, according to LinkedIn. The site’s research found that referrals are not only a cheaper and more cost effective way to find candidates, but these hired employees also tend to be have lower turnover rates than others

4. Get feedback in a timely manner from those interviewing candidates


When you’re interviewing a strong candidate, especially in the tech industry, you never want to take too long. Therefore, implement processes to have the hiring team convene easily and with little delay. Candidate’s give up their time to attend interviews and they want feedback from the hiring company in a timely and professional manner. Even if you decide to reject a candidate, offering them feedback will keep them excited and interested in your company for the future.

5. Hire with diversity in mind


In 2019, hiring diverse candidates marks a key hiring trend for the tech industry in Ireland (and globally), according to the Irish Times. To back this up, a Deloitte study found that 69 percent of executives around the world considered this an important issue.


So, how do you build a diverse pipeline? Attend college job fairs with a diverse student body, get referrals from employees with this in mind and tap your businesses’ executives to promote inclusive values each and every day at the office.


6. This one goes without saying – contact Talent Partners @ +353 1 6873746.


Customer Support Manager - Software Firm


Talent Partners are an award winning Recruitment business and are part of MRINetwork, one of the largest and most successful recruitment organisations in the world. Our office has consistently being recognised as a top performing office within the MRINetwork and we are now looking to hire a Customer Support Manager for a Dublin based client.  

Role Overview:

Our client is looking to hire an experienced Customer Support Manager to provide excellent customer service and to manage both internal and outsourced support services to their Customers. The overall goal is to increase customer satisfaction, loyalty and retention through a customer support experience that is consistently responsive, results focused, communicative, knowledgeable and continuously improving 

Key Responsibilities of the role will include:

  • Manage the customer service experience to meet Customer needs for a consistently responsive, empathetic and results oriented service
  • Take ownership of Customer issues and follow problems through to resolution maintaining strong communication channels to Customers, Partners and internally throughout.
  • Develop excellent relationships with key customers and implement regular reporting with them to show the value delivered by the Customer Support function.
  • Establish, develop and manage Service Level Agreements & KPI targets with outsourced support Partners.
  • Recruit, mentor and develop Customer Support staff and nurture an environment where they can excel through encouragement, development and empowerment
  • Set clear team goals and personal objectives and monitor/mentor team closely to address any knowledge, skills or other weaknesses to ensure goal achievement.
  • Develop evaluate and re-design, where necessary, service procedures, processes, policies and standards required to support continuous development of services
  • Improve customer service quality by creating & maintaining a suite of reports to establish and communicate performance against key service metrics, monitor and analyse results, & implement change addressing service, product or knowledge gaps.
  • Work closely with Development teams to address any product related issues which require their intervention.
  • Match the workload of the Service teams with the growth in the Customer base by driving up percentage of tickets resolved by outsourced partners, improving the knowledge levels of all service providers and ensuring the optimal performance of the in-house services team.
  • Develop a knowledge base to facilitate Customer self-help and decrease the need for ticket creation.
  • Maintain a customer support schedule and availability of services and personnel to meet Customer contractual needs.


The successful candidate should be able to demonstrate:

  • A proven working experience as a Customer Support Manager within a software vendor environment (preferably SaaS based)
  • Technical knowledge with the ability to understand the business impact of issues and to translate update information back to Customers in non-technical terms.
  • Customer service orientation with customer empathy
  • Track record of managing outsourced first and second line support services  
  • Fully proficient in working and managing to exceed Service Level Agreement standards & KPIs.
  • Proven ability to continuously improve services through process optimisation and team skill development
  • Experience of developing/operating a knowledge base to reduce ticket volume Customer and
  • KPI achiever
  • Ability to scale services to keep growth in Customer base and quality customer services in tandem.
  • Excellent knowledge of management methods and techniques
  • Working knowledge of customer service software, databases and tools
  • Awareness of industry’s latest technology trends and applications
  • Ability to think strategically and to lead
  • Strong client-facing and communication skills
  • Able to multitask, prioritise, and manage time effectively
  • Advanced troubleshooting and multi-tasking skills
  • Creative problem solver who thrives when presented with a challenge
  • Excellent time management and prioritization skills
  • Self-motivated and self-directed

This is a superb opportunity to join a successful company that has seen tremendous growth in their business and expect to see continued growth in the coming years. If you are looking to join an ambitious organisation where you can progress your career then talk to me today.  For more information contact or call +353 1 - 6873746 today.


What's the right offer to make


I am in Chicago this week representing Talent Partners at the MRINetwork global conference and a major topic of discussion at the conference will centre on the laws which have passed which has seen legislation come into place that prohibits (or will prohibt very shortly) interviewers asking interviewees about their current remuneration packages. At present the legislation is limited to 7 regions in the States but the expectation is that this will roll out countrywide. Will this type of legislation make it's way to Ireland? How often are salary/package decisions made on the basis of what the candidate is currently earning as opposed to what he/she should be paid for the role and responsibilities of the position?
The article below was published in the IES (Innovative Employee Solutions) and enjoy the read. 
By Hilary Hager, Corporate Counsel 
Employers often make compensation decisions based, at least in part, on an applicant or employee’s past salary history.  This can result in past discriminatory practices (lower compensation because of gender, race, etc.) following an individual across their entire career.  In an effort to combat this problem, an increasing number of state and local governments have passed, or are considering, legislation restricting private sector employers’ ability to ask about salary history.  As of this writing, seven jurisdictions have passed such laws, and similar bills have been proposed or are pending in others. 
Although the exact prohibitions and exceptions vary somewhat by jurisdiction, in general the laws prohibit asking an applicant, or their current/former employer, about the applicant’s salary history until after an offer of employment, including compensation, has been extended.  Some extend the inquiry ban to public records searches to find this information.  Most laws make it illegal to consider salary history when screening applicants or making compensation decisions.  It is important to note that the laws generally include an exception to this rule where the applicant voluntarily, and without prompting, discloses past salary history. In addition, employers are usually permitted, with the consent of the applicant, to verify salary history of an applicant once an offer, including compensation, has been made. It will be important for employers to familiarize themselves with the specific provisions applicable in their location.
Recently enacted salary bans include:
  • Puerto Rico – Effective March 2017
  • Oregon – Effective October 2017
  • New York City – Effective October 2017
  • Delaware – Effective December 2017
  • Massachusetts – Effective July 2018
  • San Francisco – Effective July 2018
  • Philadelphia – Effective May 2017 but currently not enforced due to pending litigation.
Employers face stiff penalties for violating these laws, although some jurisdictions include a grace period following the law’s effective date, during which penalties will not be enforced.  Fines between $1,000 and $5,000 may be imposed for a first offense in Delaware, while San Francisco carries fines of up to $500 per violation. Violations of the New York City ordinance carry a hefty $125,000 fine for unintentional violations and even higher fines for willful violations. In addition, most laws include a private right of action, opening up the possibility of class action lawsuits and punitive damages.
Prudent employers operating in the cities or states with a salary history ban should take steps to ensure compliance, including reviewing application forms and providing training to employees involved in the hiring or interviewing process.  Employers who utilize background screening services should use caution as verifications may include salary history.
The above article is for informational purposes only and is not intended to be legal advice.  You should consult with an attorney to obtain advice with respect to a particular issue or problem.

Customer Account Manager / Order Management


Talent Partners are currently recruiting for an experienced Customer Account Manager to join to join the Dublin division of a global organisation.  This is a fantastic opportunity to join a growing a successful business with a great working environment and culture.

Key duties and responsibilities of this role will include: 

  •  Partner with assigned channels/functional areas as the primary point of contact with business leaders.
  • Be responsible for overall customer service “sales” strategy, leading the development of process improvements and identifying best practices within and across departments (Product Management, Services, Manufacturing and Distribution Operations).
  • Manage team to be an extension of the sales organization, participating in:

     * Pre-orders (pricing, availability, quoting, technical specifications, web/e-mail inquiries).

     * Order processing (promise dates, order entry, collaboration with supply chain and operations).

     *Customer inquiries (technical questions, warranty, returns, delivery dates).

  • Maintain customer focus on all delivery times and answering to customer’s inquiries using standard guidelines.
  • Assess customer feedback and other key performance metrics as it relates to assigned channels and functional areas, Develop and implement actions to deliver high customer satisfaction.
  • Ensure training, technology, employees’ skills, quality control, procedures and policies are aligned with the customer experience strategy.
  • Accountable for ensuring teams formulate customer resolution and response in a timely and accurate manner.
  • Ownership of customer feedback and queries and proactive management of issues through resolution.
  • Ensure that all customers’ queries are well-investigated and resolved, escalating queries if appropriate.
  • Contribute to employee satisfaction, development, coaching, and training, rewards and recognition and performance management.
  • Maintain professional strong working relationship with external and internal customers, colleagues, and the customer experience management team.
  • Support decisions made by customer experience management team and conveying positively to reinforce the team members.
  • Identify and escalate consistent or recurring problems with systems functionality.
  • Assist in improving and monitoring procedures and processes to ensure the cost-effective and the most efficient service.
  • Assist in preparing and developing the documentation of the organization’s standard policies and procedures towards customer experience.
  • As a member of the Regional Customer Experience Leadership Team, provide input to the overall customer service strategy for the Region.



The successful candidate should be able to demonstrate the following:


  •  5+ years of experience in a capacity where an understanding of how a business goes to market is gained.
  • Previous experience in a customer facing role with international responsibility.
  • High level business acumen and understanding of business strategy.
  • Bachelor’s Degree in Business, Finance, Marketing or Supply Chain. Master's degree preferred.
  • Previous management experience with a direct reporting structure at a professional level. 
  • Project Management skills and experience as we all excellent IT skills will be required in this role. 

This is a superb opportunity to join a market leader in its industry segment. The successful candidate will work in a global environment with superb career progression prospects and excellent career development opportunities. If you are ambitious and looking to take the next step in your career then call me today.

To find out more contact Stephen(AT) today.


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