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Sigmar Recruitment

Lines of Communication

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Communicating directly with its employees and harnessing their potential has proved key for Sigmar Recruitment in boosting staff morale and remaining competitive in a challenging business climate


NAME: SIGAMR RECRUITMENT
AREA OF BUSINESS: PROFESSIONAL SERVICES
WEBSITE: WWW.SIGMAR.IE

FOR many companies there’s been no getting away from the ‘current economic climate’, with virtually all sectors affected by the downturn. The recruitment industry, in particular, has been greatly impacted, but competitive firms such as Sigmar Recruitment are thinking creatively, changing processes and adapting to remain competitive.
 
Robert Mac Giolla Phadraig, associate director, Sigmar Recruitment, says communication with staff is vital during this time.

“We’ve proactively increased communication across the business, and have put new initiatives in place to do so. It is very important to be transparent,” he says.

Leaders in the firm have taken time out to meet with staff and inform them about any changes occurring within the company. A series of sessions were also held in December, where specialists from the firm sat down to upskill and communicate with employees. The company believes strongly in face-to-face and one-to-one communication.

“When things are tough, it’s very important to reassure people and to provide that visible, assertive leadership. Generally, employees become fearful when they hear the bad news stories, but their fear is not necessarily based on evidence, rather on lack of clarity by management.”

During the year, Sigmar put together a committee, bringing together individuals from different parts of the organisation and spanning a demographic, to look at how it can further improve its communication. It’s an ongoing process, says Mac Giolla Phadraig.

“Sometimes management can make the mistake of going to ground during difficult times, but we have done the opposite. We’ve a very clear plan of assertive action as a business. Everyone understands that we need to be fully in control and manage our own internal processes without compromising on service and integrity.”

In 2008, Sigmar took on a full-time learning and development consultant, as part of a drive towards talent development. Two core training programmes have been put in place at the firm – the Recruitment Excellence Programme (REP) and the Recruitment Skills Programme.

REP looks at world-class recruitment practices, breaking the recruitment process into four main relationship-building stages.  Different leaders within the company train the staff in the various stages. Training is interactive and done in groups of six.

The Recruitment Skills Programme, meanwhile, gets staff thinking like entrepreneurs and develops core skills such as marketing, account management and communication. So far, the firm has held Dragon’s Den and The Apprentice training days, styled on the TV programmes.

“For The Apprentice training day, we got three teams together and brought in an external business leader to judge it. We gave the teams three objectives: to get a corporate rate for a hotel in Dublin 2; to buy six roses at the cheapest price; and to get a staff reduction on suits in a suit shop. The aim was to focus on purchasing, negotiation and team skills. And instead of firing people, we hired them,” says Mac Giolla Phadraig. 

“Through this programme you can see peoples’ leadership style, how they communicate with each other and how they work in a team. It’s based on tangible results,” he adds.

Embracing diversity within Sigmar has impacted positively on the company. There are a number of employees from different parts of the world, and all are encouraged to get to know something about each others’ native countries. Recently, a group dined at a Moroccan restaurant to gain an insight into the native cuisine of a fellow employee.

Staff recognition is also important. The firm launched a stars-and-stripes incentive scheme to coincide with Barack Obama’s inauguration. The top consultant of this quarter will win a trip to New York. 

“We’re very big into giving recognition. People are sincerely valued in our business; we don’t just go through the motions to be seen to do it, we do it as a matter of course.”

The company held its Christmas party last year, and brought all staff down to Dromoland Castle. Paint-balling and golf were played during the day and there was great craic at night.

“There was a great feel-good factor in the run up to the event, and it really helped boost morale,” says Mac Giolla Phadraig.

When the company made the Top 10 of the Best Workplaces in Ireland last year, it had pens and calculators made up, held a festival day with treats for the staff and thanked every employee personally.

Sigmar has a formal appraisal process in place, and staff members are appraised half yearly, when targets, achievements and goals are discussed. The firm is also set to introduce a personal development programme this year for every employee.

“Motivation is critical, particularly when you’re looking to make any adjustment in the business. We can’t get away from our core business, which is managing individuals and leading people,” Mac Giolla Phadraig concludes.