For more than 70 years we have operated on the belief that meaningful, sustainable employment has the power to change the world. We foster diverse teams and prioritise Integration and Inclusion as one of the pillars of our Sustainability Plan.
Doing Business the Ethical Way
Every day we help individuals around the world to take and make career decisions that can change their lives. We don’t underestimate the impact we have and know that brings with it a duty to conduct ourselves honestly, ethically and responsibly. It’s the right thing to do and something we take great pride in.
When you join ManpowerGroup, you join one of The Worlds Most Ethical Companies.
We ensure we’re always Doing Well by Doing Good.
Here are some of the ethical accreditations and awards we are proud to highlight:
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IBEC Top 100 Workplace 2024
Investors in Diversity Silver Award 2022
Ibec KeepWell Mark 2021
Investors in Diversity Award 2021
IBEC Top 100 Workplace 2021
CSO Winner 2021
Ethical Companies Award 2021
Disability Inclusion Award 2020
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Most Ethical Companies Award 2024
Women's Choice Award 2019
Net Zero Future Commitment
Dow Sustainability Award 2020
LinkedIn Talent Awards 2020Ecovadis Sustainability Rating 2020
Everest RPO Award 2020
FTSE 4Good Rating 2020
Insights
AI Innovation Best Practices for Employers and Candidates Seeking Differentiation
AI Innovation Best Practices for Employers and Candidates Seeking DifferentiationThe integration of AI into the modern workforce is no longer a distant concept—it is a reality shaping roles, career paths, and organizational strategies in unprecedented ways. For both candidates looking to stay competitive and employers striving to optimize operations, understanding how to effectively leverage AI is crucial.Recent Experis research explores the implications based on insights from nearly 40,000 employers and more than 12,000 workers around the world. But I also wanted to share insights from my team’s experience as we lead AI innovation efforts for our clients and candidates in more than 70 countries.AI Tips for Candidates1. Master AI LiteracyOne of the most vital skills candidates can possess today is AI literacy. This includes understanding the types of AI tools available and how they can be applied to enhance performance. Generative AI tools such as ChatGPT, Copilot and Claude are widely used to create content, analyze data, and prepare documents, while agentic AI systems, which act autonomously, are gaining traction in complex workflows.To start, familiarize yourself with the AI tools deployed in your industry or organization. Seek out training programs, such as those offered by Google, Microsoft, or DeepLearning.AI, to build foundational knowledge. These programs often provide skills like prompt engineering and working with large language models, which are increasingly viewed as indispensable.2. Leverage AI in Your Job SearchEmployer acceptance of AI use during the job search is growing. In fact, our recent data shows most (85%) employers believe it is acceptable for candidates to leverage AI during the hiring process. This could involve customizing resumes, preparing for interviews, or researching companies. However, candidates should exercise caution to avoid over-reliance. Employers value authenticity and expertise, so AI should enhance, not replace, personal effort.For example, consider utilizing AI to draft a tailored cover letter but ensure it reflects your voice and unique qualifications. Similarly, use AI to compile research about a prospective employer, presenting insights that demonstrate thorough preparation and strategic thinking.3. Build Your Own Complementary SkillsWhile AI excels at automating routine tasks, employers polled in our research say human capabilities such as ethical judgment, personalized engagement, and creative problem-solving remain irreplaceable. Candidates should focus on refining these skills to complement AI’s strengths.Employers increasingly value communication skills and strategic thinking. During interviews, be prepared to articulate how you’ve used AI to improve efficiency and outcomes, demonstrating both technical proficiency and collaborative aptitude.4. Experiment with Small AI PilotsFor those already in a role, initiating small-scale AI projects can be a way to stand out. Identify processes that could be improved through automation or data-driven insights. Gain buy-in by presenting clear business justifications and measurable ROI targets. This proactive approach not only showcases initiative but also builds credibility as an AI-savvy professional.5. Stay Ahead with Continuous LearningAI is evolving rapidly, and staying current requires commitment to lifelong learning. Explore emerging AI tools, attend industry conferences, and participate in professional forums to stay informed. Familiarity with cutting-edge technologies will ensure your skills remain relevant in a competitive market.AI Tips for Employers1. Think SmallToday, more than half of employers (53%) worldwide say they are using AI in their hiring, onboarding and training processes. With many also saying high costs are their greatest adoption challenge, it is also beneficial to think smaller.As the largest tech players invest billions to scale larger language models, the recent popularity of DeepSeek and other examples suggest the future of AI implementation could be much smaller. In fact, recent IBM research found that smaller AI models can outperform their larger peers in independent benchmarking tests by as much as 40%.The key takeaway for non-technical business leaders is not to perceive the more well-known LLM tools available today as a silver bullet. In the near future, it is likely lower cost solutions more tailored to your business needs will be available.2. Foster a Collaborative CultureAdopting AI requires cultural shifts, and organizational readiness plays a significant role in successful implementation. Most executives(92%) say change management is a primary barrier to AI adoption. Employers must ensure teams trust and embrace AI tools by communicating their benefits and involving employees throughout the implementation process.Clear use cases, robust leadership support, and user-friendly designs are key to building trust. For instance, UPS’s AI-powered routing system and Netflix’s recommendation engine succeeded because of extensive planning and organizational buy-in.3. Maintain Ethical OversightAI implementations can falter without human oversight. From ethical judgment to emotional intelligence, human contributions remain indispensable in interpreting AI-generated insights. Employers must ensure their teams can align AI capabilities with business goals while mitigating risks such as bias or misinformation.4. Optimize Workforce StrategiesAI is transforming roles, and employers must adapt by redesigning job responsibilities to maximize human-AI collaboration. Today, data scientists today function more as “AI orchestrators,” combining multiple AI agents to tackle specific tasks. Employers should focus on recruiting talent skilled in strategic thinking and effective collaboration.Moreover, AI’s efficiency in processes such as resume screening and talent matching allows HR professionals to focus on more nuanced activities, such as building meaningful relationships with candidates.5. Prepare for CommercializationBefore integrating AI into customer-facing products and services, employers should focus on internal deployment. Testing AI technologies within the organization ensures smoother application, builds trust, and reduces the likelihood of reputational risks.6. Track ROI and Communicate SuccessTo ensure successful AI implementation, organizations must establish clear ROI metrics and measure progress against them. Whether it’s cost reduction, revenue growth, or enhanced customer satisfaction, tracking outcomes helps employers refine strategies and promote achievements internally and externally.Looking to the FutureBoth candidates and employers have a unique role to play in shaping the AI-driven future. For candidates, AI literacy, complementary human skills, and proactive experimentation are essential for staying competitive. For employers, thoughtful integration, comprehensive training, ethical oversight, and strategic workforce optimization will drive successful adoption.The quiet revolution of AI is already underway, offering unparalleled opportunities for innovation and growth. By embracing the tips outlined here, candidates and employers alike can navigate the evolving landscape with confidence, building meaningful careers and organizations in the age of intelligent machines.
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The ManpowerGroup Ireland Q3 Employment Outlook Survey Now Released
Q3 2025 Employment Outlook Survey Now AvailableThe latest version of the Quarterly ManpowerGroup Ireland Employment Outlook Report is now available for download. Irish employers have reported strong hiring intentions in Q3 2025 with a Net Employment Outlook (NEO) of 29 points. The employment outlook has increased by 3 points and by 4 points compared to the previous quarter and this time last year, respectively. Ireland ranks third in the region for its employment outlook, standing 10 points above the regional average. Ireland’s economy shows positive momentum, driven by high domestic demand and a healthy labour market. Though USA tariffs could have a disproportionate effect, especially in the pharmaceutical sector, the tech sector continues to thrive, with an increase in AI funding like software company Tines’ €125M deal in April. Projected GDP for now remains a strong 4% and the economic impact of global trade uncertainty more likely to hit in 2026.These factors have reinforced Ireland’s short-term hiring confidence.
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Kickstart Your Career with Jabil: Production Operator Opportunities Available!
🚀 Kickstart Your Career with Jabil: Exciting Roles Now Hiring in Dublin 15!🚀Are you looking for a fresh start, a change of pace, or an opportunity to work with one of the world’s leading electronic manufacturing companies? Look no further. Manpower Ireland is proud to partner with Jabil, a global leader in advanced manufacturing solutions, to bring you a range of exciting job opportunities in Ballycoolin, Dublin 15.Whether you're just starting your career, returning to the workforce, or seeking a new challenge, Jabil offers a supportive environment, great training, and a clear path for progression.🔧 Now Hiring for a Variety of Roles & Shifts:🔧We understand that flexibility matters. That’s why Jabil offers a variety of roles and shifts to suit different lifestyles and schedules:Production Operator – Weekdays (Day Shift)Production Operator – Evening ShiftProduction Operator – Weekend (Day Shift)Production Operator – Weekend (Night Shift)Summer Temp Contracts – Great for Students or Short-Term SeekersMaterial Handler / Warehouse Operative🌟 Why Work at Jabil?🌟1. Global Innovation Meets Local OpportunityJabil isn’t just any manufacturer — it’s a world leader in innovation, providing solutions for the biggest brands across industries like healthcare, electronics, and automotive. Working here means joining a company that values precision, progress, and people.2. Excellent Work CultureFrom day one, Jabil employees are welcomed into a supportive and inclusive environment. With world-class training, approachable leadership, and strong health & safety standards, Jabil is a place where your work is respected and your well-being is prioritized.3. Career Growth & DevelopmentWhether you’re applying for a summer role or looking to build a long-term career, Jabil invests in its people. Internal mobility, on-the-job training, and opportunities for advancement make this more than just a job — it’s a launchpad. There is also a high percentage of Temp-Perm contracts, and strong benefits within Perm roles (incl. sick pay and development)4. Great LocationLocated in Northwest Logistics Park, Ballycoolin, Dublin 15, Jabil’s facility is easily accessible by public transport and major roadways. It's ideal for commuters across North and West Dublin, Meath, and surrounding areas. Jabil also provide a Free Shuttle Bus from the City Centre on weekdays. 📩 Apply Today – Start Tomorrow!📩 We’re hiring now — and spots are filling quickly. Whether you're a seasoned warehouse operative or just exploring your first role in manufacturing, we’d love to hear from you.👉 Ready to take the next step? Apply through Manpower Ireland Here today and join the team powering the world behind the scenes.
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Going Back to the Office? Make it Worth the Trip!
Going back to the Office? Make It Worth the TripSo, your team’s been working from home, maybe doing hybrid, maybe fully remote. And now you’re thinking, it might be time to bring people back into the office. You're not alone. More employers are starting to push for in-person work again.But here's the truth: you can’t just flip a switch and expect everyone to be excited about traffic jams and long commutes. If you want people to show up, not just physically but mentally, you’ve got to make the office worth coming back to.Let’s break down how.Make the Office Feel Like a Place People Want to BeThink about it: if the workspace still looks like a 90s cubicle farm, no one’s rushing to return. People need spaces that help them focus, connect, and feel comfortable.For admin teams? Quieter zones with good lighting.For contact centres? Better acoustic setups for calls and spaces to chill in between.For everyone? A space that doesn’t feel like punishment.Offices don’t need to be fancy, but they do need to feel human.Talk About What They’ll Gain, Not What They’ll LoseSaying “You have to come back” doesn’t inspire much. Instead, talk about what they’ll actually get out of being in the office.Need quick support? Easier when your teammates’s just across the table. Got a problem? Solve it in five minutes instead of a Teams meeting that drags on for hours.Want to grow? In-person coaching and career chats hit differently.For admin and contact centre staff, especially, the right in-office setup can help with speed, confidence, and support.Flexibility’s No Longer a Bonus. It’s the Bare MinimumLet’s be real. Most employees now expect some form of hybrid. Studies show over half of local employees prefer a mix of home and office days, and nearly 40% say they’d quit if forced back full time.So even if you want more people in the office, try to meet them halfway:Maybe 3 days in, 2 days out.Or team-specific plans that reflect how they actually work.The goal? Structure with breathing room.Bring Back the Buzz with the Little ThingsYou don’t need a massive budget to make people feel good about coming in. Just… make it a bit fun again.Surprise lunches (who says no to free lunch)Free fruits every MondayFestive potlucksCoffee that doesn’t taste like regret.Small wins celebrated with laughter.People miss the connection. Bring it back.Help Managers Lead the WaySome team leads were promoted during the remote era and may have never managed an in-office team before.Others are still figuring out how to juggle hybrid dynamics.Train them. Coach them. Give them tools to lead with empathy and not just attendance trackers. And most importantly? Teach them that micromanaging kills morale. Trust builds performance. No one thrives under a manager who’s always breathing down their neck.Because no one quits a company, but they quit a manager who doesn’t get it.Final WrapReturning to the office doesn’t have to feel like a step backward. Done right, it can feel like a reset. A fresh start. A better way to work together.Don’t push people back, but pull them in with purpose.To find out about the services Manpower provides for employers, click here.
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Register for Our Q2 2025 Hiring Insights Webinar Wednesday May 28th
Manpower Q2 Hiring Trends Webinar - Register NowJoin us for the latest in our Manpower webinar series Wednesday May 28th at 9.30am where we will be discussing the latest data from our recently released "Q2 Employment Outlook Report" and how these insights can inform and shape both short and long term workforce planning. We are delighted to be joined by one of our HR partners Indeed, known worldwide as the leading online recruitment partner for companies large and small. They will be discussing what they are seeing in the Irish market at the moment and some key tips to consider for your current/future recruitment plans. Key Webinar Takeaways will include: The latest stats and insights behind the labour force trends; Is hiring being driven by growth or backfills in the current market; How to position your business correctly in a talent shortage market; What sectors are driving hiring volume and are you competing with large or small organisations for talent; Standing out from competitors in a crowded market; Insights and best practice tips from Indeed to stand out on the worlds largest hiring platform. This is a free webinar and suitable for HR Professionals, Senior Management and Business Executives. Registrations is required and places are limited to 4 attendees per company. Book your place today and you are welcome to invite a colleague who might like to attend.
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Watts Up: Why More Skilled Talent is Needed for Rising Global Energy Demand
Watts Up: Why More Skilled Talent is Needed for Rising Global Energy DemandAs I partner and collaborate with my energy industry clients, I am continually amazed by their determination and resilience in navigating an ever-changing industry, all while ensuring our communities stay energized. It’s no secret that workforce management stands as a significant challenge, particularly in an industry undergoing such profound transformations. The conversation often turns to talent shortages, regulatory concerns, and the increasing sophistication of technology, all of which are shaping the future of work in this sector.Considering this, we explore the top six trends for this sector in the Energy and Utilities 2025 World of Work Outlook. Drawing from our latest research that includes responses from more than 40,000 employers across 42 countries, along with separate independent studies, the report takes a deep dive into how these key trends are shaping the future of work. It also illuminates various opportunities for employers to make their mark, even as they navigate the ongoing challenge of talent scarcity.1. Energy Sector Talent ShortagesOne of the most pressing challenges highlighted by our clients is the acute talent shortage, especially in specialized fields like renewable energy, data analytics, cybersecurity, and engineering. The competition for talent is fierce, not just within the energy sector but across various industry verticals, making this a candidate-driven market.A significant contributing factor to this scarcity is the lag in the educational system's adaptation to the sector’s evolving needs. Many programs still focus predominantly on fossil fuels and traditional energy sources, leaving a gap in the workforce’s readiness for the demands of renewable energy and advanced technologies. Additionally, we’ve observed a growing trend of cross-sector talent movement, which, while providing opportunities for cross-industry learning, also adds complexity to attracting and retaining top talent.To address these challenges, energy companies must refine their employer branding and enhance their employee value propositions, particularly to attract younger, more discerning candidates who prioritize sustainability and innovation in their career choices.2. A Human-Powered Future Through Upskilling & ReskillingIn response to the talent shortages, our discussions have increasingly centered around the importance of upskilling and reskilling. Companies are recognizing that they cannot rely solely on the existing talent pool nor education to meet their needs. Instead, there is a growing emphasis on building the talent they require from within, through comprehensive upskilling and reskilling initiatives.This holistic approach to talent management involves partnerships with educational institutions and a diversified strategy that goes beyond traditional hiring. By expanding their talent strategies and focusing on long-term development, companies can better prepare their workforce to meet the evolving demands of the industry.3. Charting Regulatory CurrentsCompliance concerns are another significant challenge for our clients. The energy sector is heavily impacted by regulatory shifts, and the uncertainty surrounding these changes adds pressure to already complex operations. There is a clear need for support in navigating these challenges, particularly in workforce management.At ManpowerGroup, we see an opportunity to assist our clients by offering solutions that help them manage regulatory compliance more effectively. Our workforce management platforms and services are designed to provide the support needed to navigate these regulatory complexities, ensuring that companies can focus on their core business activities while staying compliant.4. Amping Up Talent with TechAs the energy and utilities sectors continue to evolve, the role of technology in talent management has become increasingly prominent. Our clients are more open than ever to adopting technological solutions, including AI, to enhance their talent acquisition and management processes.AI offers the potential to revolutionize talent management, making it a critical discussion point for the future of work in the energy sector. By leveraging AI and other technological tools, companies can more effectively manage their workforce, streamline operations, and stay competitive in a rapidly changing market.5. Renewed Energy on a Sustainable FutureIt likely doesn’t come as a shock that Sustainability and Environmental, Social, and Governance (ESG) commitments are becoming central to the energy and utilities sector’s strategic goals. There is increasing pressure from stakeholders, investors, consumers, and governments to not only claim sustainability but to actively demonstrate it. This pressure comes alongside the need to show short-term profitability, creating a challenging balancing act.Candidates, particularly from younger generations, are also highly selective about their employers, favoring companies that align with their values on sustainability and impact. Employer awareness of this is growing. Today, 94% of energy and utility employers say they do not have the talent they need to meet their ESG goals. This shift is affecting recruitment and requiring companies to improve their employer value proposition to attract top talent.Powering A Brighter FutureWhen I talk with industry leaders, it's clear they are fully aware of the challenges ahead. They are navigating a complex landscape marked by geopolitical risks, economic uncertainty, regulatory hurdles, fierce competition, and a shortage of skilled talent.They understand that there's no one-size-fits-all solution. Moving from short-term fixes to a comprehensive strategic workforce plan that covers both contingent and full-time employees across various regions is no small feat. The future is brightest for those who can rise to this challenge effectively.Download the Energy and Utilities 2024 World of Work Outlook and power the path ahead for your organization.
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Manpower Ireland Partnering with Zimmer Biomet!
Manpower Ireland is Hiring Product Builders & Packagers for Zimmer Biomet!Manpower Ireland is thrilled to announce exciting new job opportunities with Zimmer Biomet, a world-renowned leader in the medical device industry. We are now hiring Product Builders and Product Builder Packagers for Zimmer Biomet's state-of-the-art manufacturing facilities in Shannon, County Clare, and Oranmore, County Galway.With Day, Evening, and Night shifts available, this is your chance to find a schedule that suits your lifestyle while becoming part of a growing team in a thriving, innovation-driven environment.Zimmer Biomet is expanding its production and packaging teams, offering fantastic opportunities to grow your career in the pharmaceutical and medical device manufacturing sector. Whether you're starting out or looking to take the next step in your career, you’ll benefit from:✅ A clean, high-tech work environment ✅ Comprehensive training and onboarding ✅ The chance to gain valuable industry experience ✅ Opportunities to grow and develop within a global organization that truly values its peopleIf you’re motivated, detail-oriented, and eager to join a company that makes a difference in people’s lives every day, we want to hear from you!📧 For more information or to apply, please contact:Cathy Watson – [email protected]
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Experis Ireland 2025 Salary Guide
Unlock Your Potential with the Experis Ireland 2025 Salary GuideWhether you’re planning your next career move in IT or looking to attract fantastic tech talent to your organisation, solid market intelligence is a game‑changer. That’s why we’ve compiled the Experis Ireland 2025 Salary Guide—a comprehensive snapshot of salaries, skills in demand and emerging trends across 70+ IT & Tech roles within the Irish Market.What’s Inside?Salary tables for positions in Software Development, Data & AI, Cloud & DevOps, Cybersecurity, Project & Product, and more.Hiring outlook: economic and regulatory factors shaping the 2025 tech talent landscape.Why the 2025 Guide MattersFor Job Seekers & Tech ProfessionalsKnow your worth: Gauge current salary expectations so you can negotiate from a position of strength.Benchmark your skills: See how your experience stacks up across roles, seniority levels and specialisations.Stay future‑ready: Pinpoint fast‑growing skills—from AI to cyber‑resilience—and plan your upskilling path.For Employers & Hiring ManagersCompete confidently: Offer packages that resonate with today’s talent—and tomorrow’s.Hire smarter: Align job specs with the realities of the market to shorten time‑to‑hire.Future‑proof your workforce: Use our insights to refine retention strategies and build resilient teams.Ready to Dive Deeper?📥Download the full Experis Ireland 2025 Salary Guide and turn insights into action.Let us help you navigate the tech‑talent landscape with confidence.
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The Power of Knowing Your Team
From Stagnation to Agility: The power of knowing your teamWith more and more businesses citing a reluctance to hire as a result of challenging market conditions, leaders must shift their attention to their existing workforce – focusing instead on understanding where their skillsets lie and how to help them fulfil their full potential.Aligning leadership strategies with comprehensive talent assessment and development plans fosters internal mobility and workforce agility, and yet many organisations continue to underuse such interventions, resulting in a workforce that is stuck in the status quo, unable to clearly see or pursue growth opportunities.Three trends that are limiting employee mobilityThe world of work looks different now – Flatter organisational structures have limited employees’ ability to take vertical career steps. Our latest research revealed that employees have mostly come to terms with this reality, focusing their attention on developing within their roles before vying for a promotion – 29% of employees said they’re looking to take on more responsibilities in their current role. However, over the past 5 years, just 16% of people have applied for an internal opportunity; and so it begs the question – are business leaders doing enough to understand the aspirations of their people, and facilitate internal mobility in a flatter world?Misinformed assumptions about their people –While 88% of leaders believe their employees are actively looking for career opportunities within the business, only 62% of employees agree with this sentiment. This disparity suggests that leaders lack critical data around who within their business is actually pursuing career development and mobility, and are instead making blind assumptions about their workforce, resulting in misaligned and ill-informed talent decisions. As a result, the vast majority (71%) of employees aren’t receiving the support they need to grow their careers effectively, and businesses aren’t generating a desirable ROI.Leaders are too afraid of upsetting the apple cart – Through its capacity in facilitating increased self-awareness, talent assessment is a natural enabler of employee growth and movement – so why are so many people stuck in their current role? When asked what their primary reason for talent interventions is, 32% of leaders said retention – a significantly higher proportion than the 19% who said, “to encourage internal mobility”. So, even if they are incorporating assessment into their talent strategy, having such a hyper focus on retention means business leaders are likely failing to utilise talent insights as a means to encourage workforce agility, leaving over a third of employees blind to the opportunities available to them within their organisation.How data driven organisations create agile workforcesAssessment is extremely powerful in generating alignment between organisations and their workforce, enabling both parties to succeed. Our research revealed that 46% of employees want to be assessed in order to understand their current skills, with over half (51%) also looking for workshops and learning programmes to help them bridge any development gaps. If they wish to avoid stagnation, organisations must recognise and encourage this desire for learning in their people; utilising assessment to better understand their employees’ career aspirations, so that line managers can signpost their team members to targeted development support, such as coaching, and internal opportunities.Whether the end goal is to select the best people for new positions, identify and develop existing talent, or uncover critical development gaps in target populations, talent assessment can provide important data and insights into the developmental needs and goals of a workforce. This information is crucial to any business being able to make informed talent decisions – ensuring they provide the right support, to the right people, at the right time.Unfortunately, as found by Gartner, only 33% of leaders think their organisation is sufficiently using data to inform their workforce planning decisions – suggesting assessment remains an underutilised intervention. And when employees do not feel empowered to learn and grow, they leave – with 47% of individuals unhappy with their career support now actively job hunting.To dig into further insights on workforce mobility from over 4,000 respondents, read our new report – From Stagnation to Agility.
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