What is unconscious bias in the recruitment process?

What is unconscious bias in the recruitment process?

Bias occurs when you favour one person over another. Unconscious bias occurs when you do it without actually realising. It’s often due to shared similarities between both individuals.

Within a work setting, it can impact decision making at various levels including recruitment, promotions and benefits. To avoid claims of discrimination, it’s important to be aware of any legal considerations when conducting interviews.

Various studies show that companies who’re more diverse (culturally and ethnically) are more likely to see better profit margins.

This piece focuses on unconscious bias during the recruitment process. In it, we’ll discuss the importance of being able to recognise and avoid it. We’ll also highlight some tips for overcoming unconscious bias during this process.

Unconscious bias in recruitment

During this process, it’s easy to be impressed by an applicant that you have a lot in common with. In recruitment, unconscious bias occurs when the interviewer is influenced by assumptions, preferences and expectations.

This could be as a result of:

  • Background.
  • Shared personal experiences.
  • Societal stereotypes.
  • Cultural content.

It’s important to remember the nine grounds for equality. The Equality Acts 1998-2015 define grounds where it’s unlawful to discriminate against individuals. They are:

  1. Age.
  2. Disability.
  3. Gender.
  4. Sexuality.
  5. Family status.
  6. Civil status.
  7. Race.
  8. Religion.
  9. Members of the travelling community.

Recruiters and HR professionals within organisations must consider all of these, from the advertising stage right through to the point of making an offer. As well as introducing unintentional discrimination, it can also result in poor decision-making and lack of diversity in any organisation.

Many types of unconscious bias could occur at this point. Types of bias that could occur at this stage include:

Affinity bias: preferring someone that shares qualities with you or someone you like.

Conformity bias: This occurs when you are influenced by those around you. A common example of this in the recruitment process is when you allow other people’s opinions to skew your views of a candidate.

Beauty bias: making decisions based on an individual’s physical appearance instead of their skills or knowledge.

Attribution bias: refers to how the recruiter attributes their actions as well as those of others around them.

Gender bias: this involves displaying a preference for one gender over another. An example of this during the recruitment process is when the recruiter unconsciously leans towards hiring a man because they think they’re better for the role.

Halo and horns effect: the halo effect occurs when the interviewer focuses on a specific positive feature of an applicant, viewing them in sort of a ‘halo’ light instead of focusing on all of their attributes, positive and negative. The horns effect is the opposite, this occurs when a recruiter only focuses on a negative element.

Overcoming unconscious bias

The first and most effective way to avoid bias is to be aware of it. If you keep unconscious bias in the back of your mind at all times, you’re more likely to take steps to prevent it.

Other methods of overcoming unconscious bias include:

  • Taking your time to consider issues and candidates as opposed to rushing through decisions just to fill a position.
  • Justify your decision by providing evidence of all considerations taken during the process.
  • Include others in the decision process. To avoid claims of discrimination, consider including other members of staff to the process, as their input can help address the recruiter’s biases.
  • Concentrate on the positive behaviour of applicants and avoid depending on negative stereotypes.
  • Implement consistent procedures and practices that limit the influence of individual recruiters.
  • Name-blind recruitment. Research has shown that a person’s name can affect their success when applying for jobs. A name-blind method of recruitment means there’re no options for applicants to provide their name, gender and age on an application form before sending it to the recruiter. It allows them to overcome discrimination and unconscious bias.

Finally, while it’s impossible to eliminate unconscious bias in the workplace, it is important to provide employees with adequate training on bias and how it can affect the business as a whole. Educate them on the different types of unconscious bias and how it can be reflected in the recruitment process.

Article Written By:
Alan Hickley

The Benefits of Hiring Temporary Staff to your Business

Unplanned pregnancy? Last minute holiday? Sickness? Unscheduled leave… These are just a few obstacles a business owner faces (on top of actually managing a company) which can lead them pulling their hair out with stress!!! 🤣


Ok, so we’ve covered the benefits of agency work for candidates – but what exactly are the benefits of hiring temporary staff to your business?

Let’s be serious, the bottom line comes down to time and money; which just so happens to be one of the benefits of hiring temporary staff (how fitting 😉)

  • Hiring Temporary Staff saves you Time

So, say Susan on reception decides she needs to find herself and unexpectedly quits. We all know, a business relies heavily on administration assistants & receptionists to ensure the office run efficiency (and in general 🙌).

What do you do? The hiring process can take from weeks to months to find the perfect candidate. Hiring temporary workers can be a much quicker turnaround.

All you have to do is: pick up the phone to Recruit island, and we will find the perfect candidate for you.

  • Hiring Temporary Staff Saves you money

In the words of Trump, ““I have made the tough decisions, always with an eye toward the bottom line.”

And that folks, is all that matters to any business, whether an SME or large Multinational. It is vital to reduce overheads in order to increase profits.

In this regard, hiring temporary staff can be extremely cost effective.

Servisource Managed Services Solutions provide innovative, cost effective workforce managed services solutions, mitigating risk and maximising profits for our clients.

We streamline the procurement of vital staff; taking responsibility for the recruitment, screening, testing, and hiring of temporary staff (reducing your recruiting & hiring costs and time (Win-Win).

We will also ensure temporary staff are trained for the job, so you can reduce your training costs (Servisource Training).

Not only that, we take control of rostering, compliance, & payroll with no risk to your business. (Honestly why are you still reading this and not on the phone to us yet 😉)

Unsure as to when hiring temporary staff would be appropriate for you?

How about when one of your employees gets sick suddenly. Or your biggest client moves their project deadline up and you don’t have the staff on hand? Or you just don’t have the skills in house? Which just so happens to lead me to my next BENEFITS of hiring temporary staff:

  • Hiring Temporary Staff provides Flexibility / Adaptability (especially in an unstable economy #Brexit)

Hiring Temporary staff can offer employers more adaptability in an unpredictable economy, which is probably why; when the recession hit Ireland, the availability of standard full-time permanent jobs decreased while part-time temporary jobs continued to increase (OECD, 2015).

Read our Blog: What will Temp Admin Look Like in the Future?

With Brexit coming up at the end of the month, there is an undertone of uncertainty as to how it will affect business in Ireland.

Hiring temporary staff gives you the ability to adapt – bring on more staff when needed or scale back the workforce – in response to economic demand.

What if you get this new, exciting project; but you just don’t have certain specialised skills within your organisation? Hiring Temporary Staff will solve this issue!!

  • Hiring Temporary Staff gives your company access to New Skills

Traditionally, people viewed temporary staff as being relatively young with low levels of training. However, more and more; business owners are realising that although it may look like someone is “job hopping” on their CV; they have actually gained invaluable, transferrable skills and industry exposure, that can benefit their organisation.

Have you hit a skills gap obstacle?

Temporary staff will have a specialised skill set relevant to your business or project; who are experienced and accustomed to working on varied and niche projects. As well as all of these benefits; outside eyes can change the way your business operates for the better.

  • Try Before you Buy!

Is your employee turnover high? Where are you going wrong?

Finding employees that are the right fit for your workplace is a challenge – and most commonly a lengthy one at that!

By hiring temporary staff, you have two options:

  1. Temporary staff will fill the demand gap, alleviating the urgency to find that perfect candidate Yesterday!!  Giving you time to invest in your recruitment process and find the right candidate.


  • Hire temporary staff as a “trial run” which gives you the option of evaluating the candidates performance, their cultural fit and overall impact on your business; without the financial commitment of a permanent job offer.

Will hiring Temporary Staff be beneficial to your business?

We recommend you go analyse your business needs; your yearly strategy and identify if any of the above would benefit you. And when you do decide that hiring temporary staff is the ideal option for your business; give us a call on 0818 919 355 or Contact Us via our website

Article Written By:
Donna Farrell

Brexit – The effects of Brexit on Employment in Ireland

Since the 2016 Referendum where the UK decided that they would leave the European Union, Brexit has become a household word. It has been almost 2 years; and on the 29th of March 2019 the UK are scheduled to leave the UK at 11pm.

But apart from how the UK will be affected by Brexit, the other focus is – how will Ireland be affected, as it is the only primarily English-speaking country left in the EU (positive 🙌)

Most importantly how will Brexit affect our jobs or career opportunities?!

According to a recent Employment Monitor, there has been a significant increase in professional opportunities available in Ireland (Morgan McKinley, 2018).

Brexit & the increasing compliance requirements of legislation (GDPR legislation) brought a large increase in activity in the Recruitment world in 2018.

Jobs like asset management, compliance, risk management and financial control are some areas which were affected in 2018 due to being associated with Brexit related activity. Another area which was very closely affected was Technology.

One of the most positive impacts for Ireland and Irish jobs include a likely increase in multinational businesses moving to Ireland from the UK. This is because, in comparison to the EU tax rate average of 19.71%, Ireland offers an attractive 12.5% corporate tax rate as well as a highly educated workforce.

As well as this, the uncertainty of BREXIT in the UK has given Ireland an advantage with European talent pools; as living and working in the UK will become increasingly difficult.

However, due to this influx, Employment and Irish Residence Permits have had a backlog – prolonging the process for overseas recruitment.

These delays mean that non-EA professionals who have come to Ireland with their visa and employment permit to live here, have had a delay in getting their interview with immigration for their residence permit meaning that they can’t get a multi-entry visa and are subsequently stuck here not working until they get their permit!

Although we have only seen the impeding effects which Brexit may have on Ireland over the last 6 months, the ‘’Real-Deal’’ will come into effect on the 29th of March this year.

Whether in the words of Noel Edmonds it’s a ‘Deal or No Deal’ situation, Irelands jobs market should and will benefit greatly from Brexit; with Dublin now being deemed as the next ‘Top Brexodus Destination’.

Studies show 21 out of 59 firms voted Dublin as the most popular choice for relocation (EY Brexit Tracker, 2018).

How will Brexit affect cross-border workers?

It is believed up to 23,000 -30,000 cross border workers (i.e.: live in one part of Ireland but work in another (the Common Travel Area (CTA)). This is mainly due to salaries being more attractive in the Republic of Ireland than in the North.

Cross border workers currently generate social insurance contributions in both NI and Ireland which can be combined in order to gain social security benefits and pension entitlements – which can also be exported to different EU states.

The December 2017 Joint report (EU & UK) protects the rights of workers who are already in cross-border employment. The thing is, it does not safeguard the rights of future cross-border workers (like upcoming graduates), and these assurances are not set in stone.

At present (pre-BREXIT), the EU Social Security Co-Ordination Rules protect the social security rights of workers seeking to move between two counties – once the countries are within the EU that is!

The UK/EU draft withdrawal agreement is set to include the EU Social Security Co-ordination Rules. This means that cross-border workers working in the Republic can declare their income in Northern Ireland; get access to tax credits, healthcare, social security benefits and be taxed by the UK government – during the transition period.

How will the negotiations affect the social security, tax & healthcare entitlements of cross-border workers post-Brexit (after the transition period)?

Post Brexit, the future of cross-border workers will be governed by the draft Political Declaration where social security coordination rules look unwelcoming for cross border workers, and future graduates!

The Declaration states that the parties:

“agree to consider addressing” social security coordination in the light of future movement of persons”

What will happen? Who know’s 🤷

Will the UK enter into a bilateral agreement to access the single market such as the model adopted by Switzerland….? Only time will tell!

How will Brexit affect graduates seeking employment in Ireland?

 As a result of Brexit; and Ireland’s great reputation in terms of attracting foreign direct investment (We have become one of the world’s leading destinations for finance, technology and pharmaceutical companies); new opportunities will be created, especially for graduates.

This will (hopefully) keep graduates on Irish soil with the increase in graduate programmes available!

Graduates within the Finance, Tech & Pharmaceutical industry, looking to gain employment with one of the Big 4 in the ‘’Big Smoke’’ i.e. Dublin, will have a bit of a competitive advantage when it comes to Brexit.

  • According to the IDA, more than a dozen global financial services firms have announced Ireland as the destination of their new European headquarters; with Dublin being the obvious option for London’s major banks (eg: Barclays)
  • Even in our wee county (Louth), WuXi Biologics announced their investment of €325m in developing a new manufacturing facility in Dundalk (the companies first site outside of China). Wasdell Group is also building a new pharmaceutical packaging plant in Dundalk.

Graduates nowadays are a lot more tech savvy with strong skills in technology and math; strong emotional intelligence, creativity and adaptability – transferrable skills that will make an impact on the workplace.

For companies to benefit from these skills and attract this pool of talented graduates, they will have to offer competitive packages and employment benefits, flexible working arrangements, and the opportunity for further training and development so that they can beat off the competition.

In the words of Albert Einstein ‘’In the middle of difficulty lies opportunity’’ and although there’s a strong element of complexity and uncertainty around Brexit in Ireland in particular; there looks to be area’s where Ireland will benefit and prosper from – After all, Ireland is now the bridging gap between the US and the EU!

Last night, Theresa May’s “withdrawal agreement” Brexit deal was roundly rejected by British MP’s (432 voting against the deal, 202 approving it) which is being called the worst political defeat in parliamentary history.

The most argumentative issue for British MP’s is “the Irish backstop” (the legally binding insurance policy ensuring there is no hard border between Ireland and Northern Ireland (no customs, no regulatory checks on goods passing between the two) for a 2 year transition period – leaving the UK aligned indefinitely to many EU laws.

The opposing Labour party (Jeremy Corbyn) has put forward a motion of no-confidence in Theresa Mays government; calling for a general election. Will there be a second referendum on Brexit?

The UK government now has 2 days to create a new plan of action.

EU officials have insisted that after lengthy negotiations and agreement with Theresa May last month, the current deal is their final offer.

The outcome of Brexit is up it the air; but what we do know at Recruit Island is this:

We have a wide range of jobs available from Healthcare, Nursing, Admin & Finance, Catering & Domestic Jobs, Construction & Engineering, Supply Chain Management, Academic, and more! We are ready to help you!

Contact Us Today!

Article Written By:

Lauren McLoughlin | Recruitment Consultant | Admin & Finance Division
DD: + 353 (0) 429368324

Artificial Intelligence AI in Healthcare

The future potential for robotic technology and Artificial Intelligence AI in healthcare is HUGE.

Just before you get carried away, we don’t believe physicians (humans) will be replaced by robots in the foreseeable future, however through the use of “big data”; the use of AI in healthcare can assist humans in making better clinical decisions or even replace human judgement in various areas of healthcare.

  1. AI IN HEALTHCARE: KEEPING FIT & HEALTHY – Health Apps (such as Fitbit and MyFitnessPal)

Let’s keep this simple – come January every year most people hop on the health buzz – join a gym, track their food intake etc. (GUILTY!!)

Technological apps encourage healthier behaviour in individuals; helping with the management of a healthy lifestyle. They put consumers in control of their own health and well-being.

More importantly though, AI can give healthcare professionals a better understanding of a client’s day-to-day activity which in turn allows them to understand their needs and provide better guidance for staying healthy.

Our home care division are partnering a project called Vizier; crafted for elderly users to provide them with the tools to facilitate happy, healthy and independent living.

The aim is to close the digital divide and empower elderly users to benefit from the latest technological innovations; improving the management of their daily lives and to stay physically, mentally and socially active.

This project is at trial stage, with the use of simple technology to improve the social, physical and cognitive health of the elderly users.

Data obtained from this technology will allow the identification of behavioural patterns of the elderly peron; allowing family, carers and health professionals to ensure that their medical needs are being met.

Vizier AAL Project


In May 2018, UK Prime Minister, Theresa May, announced plans to increase the use of data and artificial intelligence (AI) in order to enhance the early diagnosis of chronic diseases.

This would empower healthcare professionals to refer patients to the relevant treatment, potentially even before any symptoms develop.

It is hoped through the use of emerging technologies and “Big Data”; the cross-referencing of patient’s previous medical records, genetics and habits (such as smoking or exercise) with national data will lead to the early detection of cancer.

Jackie Hunter, CEO of BenevolentBio, the UK’s leading private artificial intelligence company in healthcare, commented: “AI has the potential to revolutionise all aspects of healthcare – not only in delivery and early diagnosis of disease but also in the ability to find new medicines and ensure they are delivered to the right patients.”

The American Cancer Society highlighted that a high percentage of mammograms produce false results, leading to 1 in 2 healthy women being told they have cancer.

Now, if you were told you had cancer and then advised you don’t – happy days (I mean not ideal but the relief of not having a disease 🙌)

BUT if you were told you didn’t have cancer based on a mammogram or smear test, and it turned out you did; that is HORRIFIC.

This in fact happened in Ireland in late April / early May 2018 – The Cervical Cancer ‘Scandal’:

Over 1,480 cases of cervical cancer were notified to the national cervical cancer screening programme from 2008 to 2018.

Of these, more than 200 women with cancer had been given incorrect smear test results by the national cervical cancer screening programme, missing out on earlier medical intervention.

18 of these women had died, with some of the other woman been given months to live.

The use of AI can AND SHOULD be used in healthcare and in the review of mammograms and cervical smear testing. AI can translate data 30 times faster with 99% accuracy, reducing the need for biopsies or unnecessary death.


Hands up who has used Google to self-diagnose themselves and subsequently freaked out and went to your doctor? EVERYBODY!!! 🙋 🙈

Improving healthcare requires the use of AI technologies, predictive analytics and machine learning to gain information, process this information and recognise patterns in behaviour; in order to identify patients at risk of developing a condition.

Google Health acquired DeepMind Health “Streams” App in 2014, an AI and mobile tool which facilitates healthcare professionals get patients from test to treatment as quickly as possible.

Yes, you read that right – HEALTHCARE PROFESSIONALS – not self-diagnosis (not yet anyway!)

The Streams App lets doctors and nurses use a mobile phone to see test result data about their patients that they need to make decisions regarding care and treatment; as well as alerting them to change in a patient’s condition.

At present, the Streams app is being piloted in the UK, sending alerts to doctors about patients at risk of acute risk injury.

The vision for “Streams” App is to become an “AI-powered assistant for nurses and doctors combining the best algorithms with intuitive design.


I was watching an American medical drama recently called “The Resident” (great show if you are a fan of Grey’s Anatomy). Anyway, in it “Dr Okafor” is a rising surgical star, recently trained on a technological device called “the Hand of God” that could redefine surgery. This device is thought to eliminate human error and be the most effective means of doing surgery.

Robotic surgery is being carried out in hospitals all over Ireland, delivering precision operations, minimal blood loss and shorter recovery times for patients.

Mr Vincent Young (the cardiothoracic surgeon who performed Ireland’s first minimally invasive, robotic coronary artery bypass Graft (CABG) surgery) believes that

with the use of artificial intelligence, it is likely that in 10 or 15 years time, certain parts of an operation may be performed by a robot, albeit under close supervision”.

In addition to surgery, robots are currently used in hospitals for rehabilitation and physical therapy; and in laboratories for repetitive tasks. Watch this space!


For decades; with the advancement of medicine and science; life expectancy has increased dramatically.

Previous fatal infectious diseases are now curable, or better treated – but diseases such as dementia and osteoporosis are becoming the most common cause of death for older people.

At this phase of life, elder people are often plagued by loneliness.

Robots have the potential to transform end of life care, helping our older family members to maintain their independence for longer, reducing the need for hospitalisation or care homes.

I spoke further up in this article about a project are trialing called Vizier.

The combination of AI tools, natural speech analysis and learned behaviour can enable robots to have “conversations” and interactions with users, in order to keep aging minds sharp.


Through the use of manikins, natural language, naturalistic simulations and “big data” databases ; AI can be used in healthcare training impelling different scenarios for the learner or trainee to handle.

Simulators can replicate real-life scenarios (including voice responses via natural language) as well as body controls. This allows the opportunity for hands-on practice and the development of decision-making skills while also reducing the risk of potential death of a real life patient.

Servisource Healthcare provides cost effective solutions; helping our long-standing clients manage budgets, reduce workloads, maintain staffing levels and deliver premium patient care.

Click here to view all open roles in Healthcare

If you would like to accelerate your healthcare career, please contact us today on


Article Written By:
Donna Farrell

Nursing Scholarship announced by Servisource and DkIT 2018/2019

DkIT and Servisource Healthcare nursing scholarship initiative affords nursing & midwifery undergraduates the opportunity to secure €1,500 to support their studies.

Dundalk Institute of Technology (DkIT) and County Louth healthcare recruitment specialist, Servisource Healthcare announce the launch of this years nursing scholarship, which will provide four third-year nursing and midwifery students at DkIT with €1,500 financial support as they progress through their degree.

Why Apply?

As the demand for qualified nurses and midwives in Ireland continues to grow, the new Servisource Healthcare Nursing Scholarship will provide continued motivation and additional resources to DkIT students at a critical point in their study.

In addition, the process of applying for these scholarships is also good practice for students as they are encouraged to reflect on their academic and practical successes to date and to consider their employment options for the future.

How to Apply for the Scholarship?

The scholarship for nurses programme commences in autumn (18th September 2018) and all third year students wishing to be considered for the scholarship will be asked to submit their applications in advance of the closing date on Friday 8th March 2019.

Applicants will be asked to complete a reflective essay outlining an experience or circumstance in which they have demonstrated kindness and compassion in care, in line with the nursing and midwifery standards and guidelines to be submitted by the 8th March 2019. This includes the need for nurses and midwives to be competent, safety-conscious and act with kindness and compassion in their provision of safe, high-quality care.

The winning students will be announced on 26th March 2019 after deliberation by judges from the DkIT Nursing, Midwifery and Health Studies Department and Servisource Healthcare .

Declan Murphy, CEO of the Servisource said,

Having operated in the healthcare sector for almost 20 years, we understand the commitment and the challenges faced by nurses as they embark on their journey in becoming healthcare professionals. Servisource Healthcare is proud to support nurses during their careers in matching the best nursing jobs with the best candidates. Our partnership with DkIT Nursing & Midwifery allows us to further enhance this relationship by recognising exceptional performance and providing financial assistance to student nurses and we look forward to a developing a long and fruitful relationship.

The scholarships are open to all third year nursing and midwifery students and have been designed to encourage and reward students that show promise and dedication. Students will be assessed on their commitment to nursing practice, passion for the profession and their drive to succeed. We would urge all eligible students to apply and to avail of this fantastic opportunity to help progress their studies.


Candidates every Recruiter Dreads

For the most part recruitment is an enjoyable and interesting experience where you get to meet a wide array of people and build strong relationships with your candidates while helping them find the perfect job.

As with any job working with the public you do have days where you don’t know whether to scream, laugh or cry and candidates play a crucial role in this for a recruiter.

Today I’m going to discuss the four candidates all recruiters dread to meet and for anyone in the game I know you’ll understand where I’m coming from and I’d even say a few names or experiences will pop into your head as you read through the list.

  1. The Oversharer

This candidate likes to make an impression by giving you the full details of their past employment and life experiences, soon they are adding you on Facebook, calling you princess or beautiful or suggesting to meet you after work.

Now I know what you’re all thinking who wouldn’t like to be called princess and doesn’t like a bit of banter every now and again; but this is work and the only relationship between recruiter and candidate should be of a professional nature.

Recruiter Tip:
So, what I would suggest and speaking from experience is to set boundaries from the beginning, bring the conversation back to the task in hand: finding them a job, set your social media outlets to private or explain that you would be happy to email them through your work account. If after this, you feel that boundaries are still being crossed then kindly explain that you can no longer continue with their application.

  1. The Dr. Jekyll and Mr. Hyde

This candidate can go from being your best friend to a living nightmare in mere seconds.

When it comes to work, money and paying bills; emotions are always going to be heightened which is a fact of life. As a recruiter you are the thread that connects a candidate to their dream role and earning potential.

BUT what if the interview goes badly or your client doesn’t feel your candidate is a right fit or they were simply just not suitable for that particular role?

Breaking this news can only go two ways and quite quickly you can see the lovely Dr. Jekyll turn into a raging Mr. Hyde.

Recruiter Tip
We’ve all been on the receiving end of threats and abuse for one reason or another, so what I would suggest in these situations is to keep as calm as possible and be sympathetic, explain that while they were unsuccessful with this role you will be working hard to find them something else.

Try and manage your candidates’ expectations from the very beginning by being as honest as you can and keeping the lines of communication open from the start.

  1. The Stalker

I think this candidate will resonate with a lot of recruiters, you see your phone light up with that number you know all too well, or the name appears on your emails for the third time that day and suddenly tearing all your hair out seems like your only option.

While showing initiative and being enthusiastic is a recruiter’s dream, there are only so many updates we as recruiters can give.

Generally there are 2 reasons why we have not updated you and it certainly is not because we have forgotten about you:-

  • Sometimes we are waiting to receive feedback back from a client; or
  • Have numerous interviews to conduct before making that final decision so giving feedback straight away is not always an option.

Recruiter Tip
In this situation I would give the candidate a clear guideline as to when they should expect to hear from you. Explain that you have numerous interviews to conduct or that you are waiting for feedback from a client.

In this way, if they don’t hear back from you straight away, they do not panic that as it is normal procedure and you will be in touch as soon as you have an update.

  1. The One-day Wonder

This candidate never ceases to amaze me!!

You’ve conducted the interview, they’ve sent in all the application and compliance documents required, are all set to start in their new role and BAM they disappear from the face of the earth never to be seen or heard from again.

Calls and emails go unanswered and all you can do is wonder where it all went wrong. The worst part of it all is that they were the perfect candidate, your client’s favourite, and you are left to make up some excuse or incident to explain to your client why they didn’t show up or couldn’t continue 😭

Recruiter Tip:

All I can suggest in this situation is to move on, if you have called and emailed and you don’t hear back then the only logical option is to move on and go back to the drawing board.

I’ve had candidates like this that have contacted me after a year to explain or give some sort of excuse hoping to start with the process again only to be let down for a second time. 🤦

Trust your gut if someone seems genuine and you honestly believe that they are seriously interested in the role then second chances can be given but don’t let them let you or your client down for a second time, if something doesn’t feel right then it usually isn’t.

In conclusion as recruiters we are always going to experience the good, the bad and the wacky but for the most part being a recruiter is a highly rewarding role giving us the opportunity to meet some extraordinary people and help these people find their ideal job.

Article Written By:

Grainne Flynn | Recruitment/Booking Co-Ordinator Temp Construction

Click here to view roles in Construction & Engineering

Email: / tempconstruction@servisource

DD: +353 42 9368342

Healthcare Professionals working over Christmas

As the festive season approaches most of us are looking forward to spending time with our families, snuggling up on the couch, in front of a big fire to watch Christmas movies and most importantly eating our weight in festive chocolates.

However Healthcare professionals working over Christmas are not thinking this way as December hits – they are dedicated to keeping our health service running.

Healthcare Professionals working over Christmas – Not All Heros Wear Capes

This year I would like you to spend a little time thinking about the millions of Healthcare professionals who spend the weeks coming up to Christmas and New Year wondering whether their name will be on the Christmas/New Year rota?

Those healthcare professionals working over Christmas who are wondering whether they will get to see their children’s faces as they open their presents under the Christmas tree on Christmas morning?

Wondering at what time of the day they will get the time to sit and take a weight off their feet and finally enjoy a peaceful hour enjoying their turkey dinner and a well-deserved glass of mulled wine.

Healthcare professionals working over Christmas
Healthcare professionals working over Christmas

These Healthcare professionals work tirelessly all year round, but it is at Christmas I think about them a little more and possibly even that little bit more this year as I myself have a family member who will be spending the festive season in their company for the first time.

Weather warning or no weather warning

Last Year, Ireland was on lockdown as Storm Emma met the Beast from the East, with status red snow ice warnings. All schools, colleges and non-essential Government departments where closed with safety experts begging people to stay inside.

There may have been weather warnings but not everyone could get the day off work, particularly healthcare professionals working over Christmas. Not only that, with some roads impassable or extremely dangerous; staff either braved long walks (some up to 10km) in the icey snow, stayed in hotels close to the hospitals or some stayed in day wards (if there was room) in order to maintain a safe level of care for their patients. Despite the adverse weather, our dedicated healthcare professionals continued to keep our health services running.

“The dedication of all healthcare staff and their co-operation with the Gardai, the army and the civil defence ‘is a true example of selflessness and pride in the job they do every day’ “

Phil Ni Sheaghdha, INMO General Secretary

Healthcare professionals working over Christmas
Healthcare professionals working over Christmas

Take a minute to Appreciate our Healthcare Professionals working over Christmas.

Can we think about them this year as we attend Christmas concerts – how many mums and dads are missing out on their child on stage possibly for the first time?

Think of them as we rise early and sit around in our pyjamas opening gifts with our loved ones – how many people must change around their family routine so as not to miss the faces of their loved ones as they opened gifts in which much thought, time and effort went in to buy?

As we sit around the dinner table – think about how many people are sitting with colleagues wishing they were at home pulling Christmas crackers and eating the meal they have waited all year for?

Can we think about them as we lie up on the couch after we have eaten ourselves into oblivion – how many people are walking corridors assisting to our family members and friends, maybe comforting those who have recently lost oved ones on this family-oriented day or perhaps they are helping families celebrate new arrivals?

Dedicated to creating ‘Christmas’ Atmosphere

For healthcare professionals working over Christmas, while treating people at their most vulnerable can be difficult and sad, working over the festive period can also be uplifting.

Being around these healthcare professionals working over Christmas is one of the happiest places to be at this time of year.

They have their workplace decorated like home; with wards decked in tinsel and Christmas trees, they have boxes of sweets set out around the wards/rooms and offering all visitors a very warmly welcome as we visit our family members and friends.

Christmas music is playing, and the festive cheer is very clear to see while surrounded by these amazing workers. They lift the spirits of those around them as they walk the corridors with their Christmas jumpers on, Santa hats perched proudly on their heads and tinsel in their hair.

Some facilities will have some special events happening on Christmas Day – some places will hold charity carol singing where patients, friends, relatives and staff all get involved with local choirs or bands. Other places will invite all family members to come in early for their visit and maybe accompany their relatives to the religious ceremony that morning. Either way their will be a lovely atmosphere there for all involved and this is all a huge credit to those working on this Christmas Day.

All in all, these healthcare professionals work 365 days a year, including Christmas Day or possibly another day over the festive season – be it caring for patients, ensuring the facilities are clean and safe for all, or providing for the staff themselves.

As this year comes to an end we would like to applaud our amazing staff around the country, and express our gratitude for their dedication and professionalism in providing care.

Personally, this year I want to thank all healthcare professionals greatly and remind them that we all appreciate the work that they do every day of the year.

Our staff are our biggest asset – from our Healthcare Assistants, Directors of Nursing, and Nurses to our Home Care Staff and our Catering & Domestic Staff.

Healthcare Professionals all over the world, we wish you and yours a very Merry Christmas and a Prosperous New Year.

Click here to view all Healthcare Roles

Article Written By:
Lisa Curran  | Recruitment Consultant DNE

DD: +353 42 936 8343    | Tel: +353 (0) 42 93 52723  

Women in Construction – Barriers & Importance of Gender Inclusiveness

A common question in this industry is why are there so few women in construction in Ireland?

  • Why should women work in construction?
  • What are the perceived barriers for women in construction?
  • What is the #BuildingEquality Campaign?

With a smaller pool of young people entering skilled trades, Irish Construction needs to employ more women in construction if the industry is to have a sustainable future.

Jean Winters, Director of Industrial Relations with CIF, said that increasing the number of women in construction will produce significant increases in terms of output and productivity.

This is ever more important as the latest SCSI/PwC Construction Market Monitor Report 2018 states “skill shortages remain a serious challenge for Ireland’s construction sector”.

Without female talent, any effort to deliver critical Governmental housing and infrastructure strategies will most likely fall short.

Read: Thinking of coming (home) to Ireland to work in the Construction Industry?

The CSO estimates that women in construction-related jobs sectors only account for 5.5% of the workforce, with the Construction Industry Federation (CIF) survey indicating that only one in 10 employees in their organisation is female.

The Importance of women in construction:

Construction is a universal language of global commerce, where you are able to obtain and secure work around the world. Within the construction industry itself, the variety of interesting career paths are endless, in addition to on-site trades.

The skilled trades require agility, endurance, balance and coordination – not a specific gender.

More and more women are entering trades and proving themselves to be productive, capable and reliable workers.

What are the perceived barriers for women in construction?

From the literature survey the major barriers for women in construction have been identified as:

  • Previous perceptions or stereotype that construction is male dominated and women have no place in this sector.

With many using the symbol of ‘builders bum’ to represent the construction industry; it is thought to have a ‘macho image’ and a male-dominated organisational culture; exposing women to a hostile environment and potential discrimination.

A gender-inclusive environment is required to entice women in construction.

  • Women are often deterred or laughed at during education from considering a career in construction or engineering.

It is significantly important for the construction industry to concentrate on gender inclusiveness by participating in outreach programmes to schools across Ireland.

Educating career guidance teachers and students about the range of career opportunities available to both men and women.

  • Perception that you require significant physical strength in this industry.

Many employers consider women unsuitable for some traditionally male dominated jobs, such as in the manual trades where workers need a reasonable level of strength and fitness, with some job requiring above average upper body strength for lifting and heavy operations (Greckol, 1987)

  • Inflexible working practices / Family commitments

As in most industries, the conflict between work-family obligations can deter women. Within the construction industry, male values are the ‘norm’ such as long working hours, competition, full-time working which could be seen as a barrier or preventer for women. Going forward, the construction industry needs to be society friendly with work life balance better for all, both men and women.

Source: Amaratunga, RDG, Haigh, RP, Shanmugam, M, Lee, A and Elvitigalage Dona, NG (2006)

#BuildingEquality Campaign:

The Building Equality Campaign is aimed at increasing the number of women working in construction. This is a key objective for the CIF.

The campaign encourages women to become role models for girls and women considering a career in construction.  By sharing their stories women are highlighting their importance of women in construction.

For an insight into last years CIF Digital Construction Summit click here

The sole reason for this campaign is to improve the gender balance of the sector and reduce the perceived barriers for women entering and working in the construction industry.

In today’s construction industry, men and women work alongside each other as respected members of the same teams and earn the same rates. If you’re still skeptical, check out the link below of females talking about their experiences and the value of women in the construction industry (CIF, 2017).

Construction and Engineering is an exciting sector for the permanent and temp recruitment division at Servisource Recruitment, due to client demand and skill shortages in sourcing suitable candidates to match specific roles.

Below are some of the professions we work with (not limited to):

  • Quantity Surveyors
  • Site Engineers
  • Project Managers
  • Contracts Managers
  • Planners
  • Building Services Engineers & MEP Coordinators
  • Site Managers/Foremen

Click here to view all available jobs in Construction and Engineering.

If you would like to have a conversation about opportunities in the construction sector – please email Amy on or Joe on

Article Written By:
Donna Farrell

Benefits of Agency Work in Ireland

Have you ever thought about the benefits of Agency Work?

Traditionally, people viewed agency work as being for people who are relatively young and have low levels of training while overlooking the benefits of agency work. They looked on agency work as a negative due to the lack of job security and perceived low income.

A common argument to the traditional viewpoint was “What good is no gap in your CV, or different acquired skills and exposure, if it can’t pay the rent?”

In the years since the global economic crisis, standard jobs were destroyed while part-time employment continued to increase (OECD, 2015).

The reality is, a weekly increase in income for many people during the economic crisis was a result of the benefits of agency work.

In fact, over the last decade, agency work is becoming ‘the new normal’,  not out of necessity or a last resort – they’re typically exciting opportunities that will become more and more common; with more people realising the benefits of agency work.

Statistics highlight that in 2016 just over 7% of workers were in some form of temporary or agency employment, the majority having been working part-time. This is 5,000 more part-time temporary employees than there was in 2008 in Ireland.

benefits of agency work

Source: Irish Congress of Trade Unions (2017)

In recent years, a more modern view on temporary employment is that it provides increased flexibility for all demographics, with wages generally reflective of the value of their skills to an organisation.

Agency workers can quickly go from one environment to another with transferrable skills and increased experience; especially in healthcare.

If you are struggling to find a permanent role, or don’t want to be tied to a specific role for a long period of time; we have put together the top benefits of agency work.

Benefits of Agency Work:


  • If you are working around a significant other who does shift work, or you want to spend more time with the family, then agency work is for you.
  • Agency work provides you with control over your availability which enables you to work around any other commitments you may have such as family, education or perhaps even other employment.
  • Agency work gives you the option to work as many hours as you like or even as little as you like. You provide us with your availability and your flexibility and we work around that to fill our client shift requirements. Our clients generally offer various working patterns from ad-hoc to whole time equivalent hours.


Agency work provides an excellent opportunity for you to gain a substantial amount of new contacts and networks in the sector, through working in a variety of healthcare settings simultaneously.

  • It is looked upon as getting ‘your foot in the door’: It helps you make more connections and build relationships with professionals.
  • It also allows you to gain more experience and learn to adapt to different environments. This is particularly good for newly qualified healthcare professionals; or those who may have been working in the same area of healthcare throughout their career.
  • It also allows you to build on your skillset and makes you more employable to future organisations.
  • Offers you a favorable working environment, allowing you to choose the correct career path for you in the future.

With the unemployment rate at an all-time low now, temping work always looks very well on your CV too which may offer you the upper hand in job applications down the line.

Ongoing Training

As a member of agency staff, we keep on top of all your mandatory certs. We remind you when they are due to expire and ensure you sit them in advance to keep you continuously fully compliant.

The Servisource Training Department run mandatory healthcare training courses monthly across four locations in Ireland.

Note: For the small administration of €2.50 a week, our training department and compliance team ensure that all your training certification is kept up-to-date. This also prevents you from any big up-front payments.


Agency workers tend to be offered competitive rates of pay and verified experience always works to your advantage. We do our best to offer Servisource employees the same rates of pay as those who would be working alongside you.

  • You receive your pay on a weekly basis which can enable you to budget and monitor finances effortlessly.
  • You are entitled to holiday pay, which provides you with the same benefits as those in fulltime employment.

Note: under the Temporary Agency Work Act you are entitled to regulated pay as well as accrued holiday pay. You are also given the same quality of working conditions as your permanent colleagues.

Application Process

We have a very easy and straightforward process within Servisource whereby you can:

  • Upload your contact details,
  • Let us know the type of work it is you are looking for and where,
  • Then the relevant recruiter in that specific area will be in contact with you in due course.

The recruiter is your direct point of contact from initial commencement of the application process; stright through to final placement providing as much support and assistance as possible.

Servisource Healthcare are a leading international supplier of high quality and innovative healthcare staffing solutions, enabling continuity of care during peaks in demand, by supplying fast, flexible and reliable staff at short notice.

Servisource Healthcare provides cost effective solutions; helping our long-standing clients manage budgets, reduce workloads, maintain staffing levels and deliver premium patient care.

Click here to view all open roles in Healthcare

If you would like to accelerate your healthcare career, please contact us today on

Article Written By:
Lisa Curran  | Recruitment Consultant DNE

DD: +353 42 936 8343    | Tel: +353 (0) 42 93 52723  

Managing Employee Performance and Engagement levels – Succeed or fail

As an employer, managing employee performance and engagement levels is your responsibility. Unfortunately, employees can’t reach their full potential at work 100% of the time as workload can build up, causing a dip in productivity and creativity. Being happy in one’s role at work is one of the most important factors to an employee giving their best efforts and for a successful company. Low morale leads to a high turnover and poor efforts which hinders the company from succeeding.

Managing employee performance in 12 easy steps


New employees should receive proper training and induction. This will give the employee clarification on what exactly they should be doing and how they should be doing it. Training should also be provided to long-term employees so as they can continue to develop skills and performance.


Communication is essential. Employees prefer it when they are firstly treated as a person and then an employee. Keep employees up to date with everything that is going on within the company, this will make them feel a greater sense of importance and responsibility.

3.Set Goals

Clearly setting out the company goals and visions lets the employee know exactly what is expected from them and what they are supposed to be doing. Discuss with employees what their employment/career goals are and work towards them. To learn more about setting career goals check out our article How to set and achieve long-term career goals.


Encouraging employees for maximum engagementEncouragement is a win-win. Support employees and let them know what they are doing is worth it and not going unnoticed. Encouragement will make you feel good as you build your relationship with employees and it will encourage employees to keep up their hard work.


5.Team work

Set tasks for employees to complete in teams.


Provide feedback to employees. This allows the employee to share their opinions and inform of any struggles that they may be experiencing. Providing feedback can also be a good motivator for the employee to do better or change how they are doing something. Feedback provides openness which allows honesty and loyalty.


Delegating roles on to employees gives them the opportunity to learn and grow. It shows that you trust them to do the job and it also frees up your workload. Involve them in decision-making roles, ask for their input and ideas, if they have been involved in every step of the process and invested a lot of time in it, they are more likely to be emotionally invested in it and put more work in.

Making your employees feel loved


Give employees gratitude when they are doing a good job or rewards for teams if there is a huge increase in sales from hard work. Rewards are the biggest motivator.

9.Work Environment

Create and encourage a work environment that allows everyone to voice their opinions and that ensures their opinions are heard, for both management and staff. People are more likely to express innovative ideas to those that will listen.

10.Social Activities

Social days and team building activities allows employees to blow off steam and to build on their relationships. A lot of employees spend more time with their co-workers than they do with their family. Strong working relationships are important as there is personal and professional gain.


Holding competitions gets the adrenaline pumping and people go the extra mile to win if it is a competition. They also make for a fun office environment.

12.Take a Break

Studies show that not everyone takes breaks while working. Lunch breaks should be encouraged as working non-stop in the same environment can have negative effects on creative thinking.

Taking a break for maximum employee performance

Some Tips on managing employee performance from Office Manager Patricia Mackin

  • Introduce a clean desk policy, this ensures employees are working in a clean, fresh and comfortable environment which increases productivity.  It also reduces stress as everything is organised – A place for everything and everything in its place.
  • Plants offer more than just visual value.  Studies have shown they also help reduce stress, enhance employee attitudes, increase productivity and improve air quality.
  • Drinking water is critical for productivity and mental alertness, it also increases energy levels and relieves fatigue.  Experts suggest drinking at 2 litres per day.  Providing a water cooler ensures your staff can avail of a continuous supply of filtered cold drinking water on tap all day long.
  • Provide employees with the right technology and training so they can enjoy their job more.  It will enable them to work to the highest standard giving them a sense of satisfaction.
  • Effective communication can form a good working relationship between Managers and Staff.   The result of a team that works well together is high productivity, integrity and responsibility.
  • Providing Tea & Coffee in the workplace is a small bonus that staff really appreciate.  Adding additional treats throughout the year such as biscuits, cakes etc. is a simple way to keep your staff happy and make them feel appreciated.

To learn more about managing employee performance and problems we recommend this short course available on