Cookie and Advertising Notice
Effective January 2023
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Updates to Our Cookie and Advertising Notice
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Insights
Ireland Leads Europe in Hiring Optimism for Q4 2025
Ireland Leads Europe in Hiring Optimism for Q4 2025Ireland has emerged as the most optimistic country in Europe for hiring in the final quarter of 2025, according to the latest ManpowerGroup Employment Outlook Survey. With a Net Employment Outlook of +29%, Irish employers are showing remarkable confidence as the year draws to a close.This strong outlook reflects more than just seasonal uplift — nearly half (49%) of employers report that their hiring is driven by business growth, rather than replacement. It’s a clear sign that Irish businesses are investing in expansion and planning for a strong year ahead.Key Highlights from the Q4 2025 ReportGrowth-driven hiring: 49% of employers are hiring to support business growth.Sector hot spots: IT and Pharma continue to dominate staffing growth, reinforcing their role as engines of Ireland’s economy.Regional strength: Employers in Munster lead the country in confidence, closely followed by Dublin.Talent challenge: While 70% of employers consider their hiring processes efficient, attracting qualified candidates remains the number one challenge.Company size matters: Large organisations (250+ employees) are the most optimistic about hiring plans.Retention focus: Employers are prioritising work–life balance as the leading strategy to retain key staff.A Positive Outlook, With Challenges AheadThe strong hiring sentiment shows Ireland’s economy is in a growth phase, but the difficulty in attracting qualified candidates underlines a persistent challenge. Companies will need to continue adapting their strategies — whether through flexible working, reskilling initiatives, or stronger employer branding — to secure the talent they need.As 2025 heads into its final quarter, Ireland stands out in Europe as a leader in hiring optimism, setting the stage for continued momentum into 2026.Download the ManpowerGroup Ireland Q4 2025 Net Employment Outlook Report Here
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Gen Z at Work: Building the Future of Manufacturing
Gen Z at Work: Building the Future of ManufacturingThe future of manufacturing is looking up. According to our Q3 Net Employment outlook report, there has been an increase of 24% for NEO for the Manufacturing industry in Ireland. Now with a NEO standing at 38%, it is the most competitive industry in Ireland for hiring. Although there is a positive projection for hiring within this industry, there is still a massive talent shortage at 82% for these skills. Gen Z to the Rescue?The youngest generation of workers, Gen Z, may not typically pick manufacturing as their top job destination. According to McKinsey, 47% of Gen Z respondents claim to be interested in working in manufacturing, but they have concerns about the industry’s image and outdated perceptions of the types of jobs available.Instead of working on an assembly line, a role in today’s manufacturing environment is more likely to involve a variety of activities, from operating advanced machinery, analyzing real-time data, maintaining digital records, and ensuring top-tier quality control.Communicating this reality is job one for manufacturing employers.What’s Different About Gen Z?Our Global Talent Barometer report surveyed the attitudes and opinions of workers and divided the responses by industry, role, and age group. In it, Gen Z men and women reported the highest level of stress of any age group, and Gen Z men reported the lowest level of job satisfaction.Disillusionment with jobs –Half of Gen Z workers say their 9 to 5s have a negative impact on their mental health (49%) according to a recent study. An even larger number (60%) describe traditional 9 to 5 jobs as “soul-sucking,” with 43% saying they have no desire to work a traditional 9 to 5 job at all. They’re not afraid to walk away either: 30% have quit a jo because their employer has not taken action on an issue of importance to them.Mental health issues –In a joint Gallup/Walton Family Foundation report, just 15% of 18- to 26-year-olds rate their current mental health as excellent. In contrast, 52% of this age group rated their mental health as excellent in 2013. Depression is also growing among this age group. Young adults under 25 are twice as likely to experience depression as those over 25.Better work/life balance –7 out of 10 Gen Z workers say that they prioritize family and relationships over career. Some of this attitude may have been formed during the pandemic. Gen Z has likely seen parents or older siblings work from home during Covid-19 and may have never worked in a physical office themselves. Research has shown that a flexible schedule is important to this age group, with one of many studies, revealing that 71% of young job seekers are more likely to apply for jobs with a flexible schedule.Interestingly, however, this same study found that only 14% of students and new grads wanted a job that was fully remote. They recognize the value, both personally and professionally, that comes with in-person work.How to Attract Gen Z to Manufacturing Jobs1. Emphasize Technology and InnovationGen Z, born between 1997 and 2012, is the first truly digital-native generation. They have grown up with technology at their fingertips and expect their workplaces to reflect this. Employers should portray the manufacturing workplace as an exciting environment populated by advanced technologies such as automation, artificial intelligence, and IoT (Internet of Things). This is known as creating an employer value proposition.2. Offer Career Development and AdvancementGen Zers are highly focused on bettering themselves. According to LinkedIn Learning, this generation outpaces all other age groups when it comes to a passion for career-focused learning.One report found that 80% of Gen Z workers would prefer a job that allows them to explore many new skills over one that requires them to focus on a single task.Manufacturing companies can attract Gen Z by offering clear career paths, mentorship programs, and ongoing training to help them develop new skills and advance in their careers.3. Focus on Health and Well-beingMental and physical well-being go hand-in-hand, but mental health is frequently glossed over. With Gen Z, a focus on mental health is more important than ever. In addition to including mental health resources as part of your employee benefit package, there are informal measures you can adopt to address well-being.Allow employees to take mental health days to unplug and lower stress levels. It's well known that work-related stress impacts job performance, productivity, work engagement, and communication.Consider a holistic health and wellness program (think gym memberships, guided meditation sessions, yoga, fitness challenges, etc.)Institute basic, organization-wide prevention strategies, such as ensuring workload and working conditions are in line.This step is crucial for employers to address. A three-year U.K. study found that those in their early twenties are more likely to be out of work due to ill health than those in their early forties. This finding marks a significant shift from the long-standing trend where older age groups were more prone to unemployment due to (physical or mental) health issues.4. Promote Work-Life Balance and FlexibilityFlexibility and work-life balance are not only highly valued by Gen Z, they can enhance mental health and well-being.Here are some measures to consider:Implement flexible shift scheduling, permitting employees to choose their start and end times within a given range. This flexibility can help accommodate personal commitments like childcare or commuting preferences.Allow employees to swap shifts with each other, subject to managerial approval. This can help employees manage personal appointments or family responsibilities without taking time off.Offer creative workweek options like four 10-hour days or three 12-hour days, allowing employees to have longer weekends or more days off during the week.5. Highlight Purpose and MeaningGen Z workers are motivated by purpose and meaning in their work. They want to know that their job has a positive impact on society and the environment.In a Deloitte report, 86% of Gen Zers said that a sense of purpose is key to job satisfaction. Manufacturing companies can appeal to this preference by emphasizing their commitment to sustainability, ethical practices and community involvement.6. Foster a Diverse and Inclusive WorkplaceDiversity and inclusion are important values for Gen Z. Nearly two-thirds of Gen Zs and millennials (63%) believe business has the ability to influence social equality. But in ManpowerGroup’s report, The New Human Age, 68% of Gen Z workers say they’re not satisfied with their organization’s progress in creating a diverse and inclusive work environment. The focus on diversity is only natural for a generation where 48% identify as racially or ethnically diverse.To Sum it UpBy understanding and addressing the unique expectations and priorities of Gen Z, manufacturing companies can create a workplace that resonates with this generation. Embracing technology and innovation, offering career development, promoting work-life balance, highlighting purpose, fostering diversity, and enhancing engagement are key strategies to attract this valuable generation.How Manpower Can HelpFrom finding skilled talent to onsite team management to the latest industry insights and research, we see all parts of the manufacturing talent ecosystem. Find out what we can do for you.
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Webinar Alert - People Centric Outplacement for Meaningful Career Transitions
Invitation to our Outplacement Best Practice Webinar - Wednesday Sept 3rdRight Management, part of the ManpowerGroup, are hosting a special career transition webinar on Wednesday September 3rd at 12pm. Undergoing a reduction in force, layoff or redundancy process takes its toll on everyone involved—from those at risk of transition to your retained employees. While nearly every organisation undergoes some form of change on a regular basis, less than 20% find their efforts delivered the hoped-for value in the time planned. To discuss the various aspects of client and candidate supports we are delighted to be joined by two very special speakers for this talent solutions webinar. Lauren Messing formerly the Head of Employee Relations at Takeda will be discussing her previous work with Right Management as part of her former company's business restructuring in Ireland. Lauren will also be sharing her own experiences of being a candidate on her recent executive career transition journey. We will also delighted to be joined by our colleague Nicola Rundle from Right Management Europe to discuss her experiences in working with enterprise programs and latest best business practices. Key Webinar Takeaways for attendees will include: Outplacement best practices and how to run an efficient career transition program What supports employees really want Real life case study and the learnings from an enterprise delivery program A candidate outplacement insight experience and some personal take aways Reasons for delivering and investing in outplacement programs What to look for in an outplacement partner Career transition under the hood from a 2025 perspective Q & A where we can answer any questions participants have.
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The IT World of Work: Insights and Outlook for 2025
The IT World of Work: Insights and Outlook for 2025It is no secret it is a challenging and exciting time for the IT industry around the world as the pace of innovation and change continues to accelerate. What does this mean for the future of work? As we release our new 2025 IT World of Work report, I wanted to share insights from both the research and my own conversations with our clients in the tech sector.Uncertainty and Optimism: The Market LandscapeA common topic in my discussions with clients is persistent uncertainty in the tech sector. As we entered 2025, many organizations expressed optimism for the latter half of the year. Recent events have introduced unpredictability, but steady tech earnings and demand show it isn’t all doom and gloom.As I have begun working more closely with the team at SEMI, one of the technology industry's largest global advocacy organizations, I see some reasons for optimism. In the wake of the global supply chain disruptions we all experienced a few years ago, they are at the forefront of helping the industry increase future resilience as their members build more regional supply chains.They understand the next challenge is human capital. When these state-of-the-art facilities reach completion in the coming years, they will require a highly skilled local workforce. This will create new and highly lucrative job opportunities in these local communities, and we are excited to work with them to help.Skills in Flux: The Talent Acquisition DilemmaThe rapid evolution of technology has significantly impacted talent acquisition strategies. As skills demand shifts swiftly, organizations face challenges in identifying the expertise they will need in the near future. Emerging areas such as artificial intelligence (AI), cybersecurity, cloud computing, and software engineering are at the forefront of this shift.Cybersecurity, in particular, remains a pressing priority. According to our research, global cybercrime is projected to cause $10.5 trillion in damages this year, while the average cost of a data breach has risen to $4.88 million. The industry requires an additional 4.8 million cybersecurity professionals worldwide to address these increasing threats. However, the cybersecurity skills gap has grown by 8% since 2024, making talent acquisition in this domain increasingly difficult.In addition to cybersecurity, organizations are seeking expertise in AI, data science, and cloud architecture. The adoption of agentic AI—autonomous systems that can independently perform tasks—has fueled demand for specialized skills. By 2028, approximately 33% of enterprise software applications are expected to include agentic AI capabilities, underscoring the need for skilled talent to implement and oversee these technologies.Regional IT Business TrendsThe IT landscape is not homogenous; regional differences play a significant role in shaping opportunities and challenges. In Asia Pacific, growth remains resilient, driven by the expansion of global capability centers in India. Many companies are transitioning from outsourcing to managing their own centers, a shift that highlights India’s prominence in the IT ecosystem. However, this growth comes with its own set of challenges, including infrastructure constraints and talent shortages.Japan, on the other hand, presents a unique challenge. While companies are investing heavily in the region, the scarcity of local talent and restrictive immigration policies make workforce expansion difficult. In contrast, Malaysia is emerging as a promising market, with government investments in hire-train-deploy programs aimed at bolstering the semiconductor industry.Latin America is another region experiencing growth, particularly through its nearshore capabilities. While language barriers pose challenges, the availability of skilled talent and cost advantages make it an attractive option for businesses seeking to expand operations. However, as geopolitical and trade tensions continue, our IT clients are still facing challenges in Europe and North America.Managed Service Providers: Streamlining Supply ChainsAmid this uncertainty, our clients are increasingly focusing on cost reduction and supply chain optimization through work with Managed Service Provider (MSP) staffing programs such as TAPFIN. Those with existing programs are looking to improve visibility and structure, while others are exploring alternative solutions. The integration of AI into MSPs offers enhanced efficiency, enabling capabilities such as candidate matching and global spend reporting. These technological advancements are revolutionizing how organizations manage their workforce at scale.Workforce Implications: Adapting to Emerging TrendsThe shifting landscape of IT work demands proactive strategies to address talent challenges and seize opportunities. Continuous learning and development are essential for both employees and employers to keep pace with rapid innovation. Upskilling in areas such as AI, cybersecurity, and data science can bridge the widening skills gaps and prepare workers for the future.Organizations must also evaluate how emerging technologies, like low-code and no-code platforms, can democratize software development and reduce skills barriers. According to industry analysts, 70% of new applications this year will be developed using these technologies—a threefold increase from 2021. While AI is not expected to replace low-code and no-code platforms, it is likely to enhance their efficiency, creating new opportunities for collaboration between technical and non-technical teams.Retention remains another critical focus. Nearly half of IT workers plan to voluntarily change jobs within the next six months, driven by concerns over skills obsolescence and economic uncertainty. Strategic workforce planning, coupled with effective retention strategies, can mitigate turnover costs, which average $18,591 per employee globally.Looking Ahead: The Future of IT WorkThe IT industry is entering a transformative era that transcends technological innovation. It encompasses shifts in how work is done, where it is done, and who does it. From the integration of agentic AI to the expanding role of low-code solutions, the future is rife with opportunities for organizations that can adapt to change and embrace new paradigms.Closing skills gaps, fostering cybersecurity vigilance, and leveraging AI to complement existing workforce capabilities are among the strategies that will define success in this new landscape. As businesses, governments, and individuals navigate these changes, collaboration and continuous learning will remain essential. To learn more, download your complimentary copy of our 2025 IT World of Work research.
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How to Build an AI-Resilient Career Path Now
How to Build an AI-Resilient Career Path NowIn today's rapidly evolving workplace, professionals find themselves navigating a fundamental shift: learning to work effectively alongside artificial intelligence. As generative and agentic AI transform jobs in real-time, how are employees and employers adapting to maximize this partnership?Our new Building and Sustaining a Meaningful Career in the AI Age whitepaper provides compelling insights into this question. Drawing from ManpowerGroup's extensive 2025 Employment Outlook Survey and Experis CIO Outlook research, we've uncovered a portrait of modern workforce challenges, employer expectations, and strategic approaches for career durability.Key Findings: The AI Reality GapThe data tells a fascinating story of how organizations and individuals are responding to AI integration:53% of employers are currently leveraging AI tools in hiring and onboarding talent.85% of employers believe it's acceptable for candidates to use AI during the hiring process.Only10% of CIOs and senior tech leaders say AI is fully integrated across their organization.This isn't a contradiction—it's an opportunity. Today's most successful professionals aren't seeing AI as a threat; they're developing integrated approaches where AI serves as a partner that handles routine tasks while humans focus on nuanced activities where they excel.The Human-AI PartnershipOur research revealed that approximately one-third of employers believe AI cannot replace or augment critical human skills such as:Ethical judgment (33%)Personalized customer service (31%)Team management (30%)Communication (27%)Strategic thinking (27%)The concern that AI will result in mass layoffs remains largely unfounded. Our global employment outlook surveys continue to show net positive hiring demand across industries. The key distinction? Workers who can meet employers where they are—and then suggest techniques to take AI usage to the next level—will be the most marketable and valuable.The Employee Perspective: Confidence Amid ChangeWhile technological change often breeds anxiety, our research found encouraging signs of workforce resilience:87% of employees have moderate to high confidence in their ability to perform their jobs.78% believe they have the right technology and tools to do their jobs effectively.However, our research shows that employees with lower AI literacy levels tend to express more negative views toward workplace AI adoption. Those with limited AI knowledge and experience often report higher levels of anxiety and resistance to incorporating these tools into their daily work.AI Career Durability: Your Action PlanFor professionals looking to future-proof their careers, our research suggests several key strategies:Understand career durability fundamentals - Build skills across five pillars: hard skills, soft skills, institutional knowledge, applied technology skills, and a growth mindset.Learn about AI implementations in your workplace - Connect with IT representatives to understand what your organization is deploying and how you might contribute to testing or implementation.Research AI use cases for your role - Discover how other organizations in your function are already leveraging AI to improve business outcomes.Pursue relevant training - Take advantage of both company-sponsored and free online offerings to master cutting-edge skills like prompt engineering.Gain buy-in for a small pilot - Present a clear business case for an AI implementation in your role or group with metrics for success.The most successful professionals aren't simply reacting to technological change—they're proactively redesigning their roles to leverage AI for routine tasks while developing complementary human skills like judgment, ethical oversight, and creative problem-solving.Employer ImperativesFor organizations looking to support workforce transformation:Consider augmentation over automation - Recognize that AI typically augments human work rather than fully automating it.Provide ongoing upskilling initiatives - Well-designed training programs integrating real-world practice using AI tools can significantly shorten skill acquisition time.Incorporate human oversight - Every AI implementation should benefit from human translation and ethical judgment.Master internal integration before external commercialization - Deploy AI internally first to increase operational efficiency before incorporating it into customer-facing products and services.Seize the AI Advantage: Your Career Renaissance Starts NowThe AI revolution isn't something happening to you—it's something happening for you. The data is clear: organizations still depend on human skills like ethical judgment, strategic thinking, and interpersonal connection that AI simply cannot replicate.The professionals who will thrive aren't those with the most technical knowledge, but those who masterfully blend AI capabilities with distinctly human strengths. They're redesigning their careers in real-time, positioning themselves as indispensable translators between technology's capabilities and business needs.Are you ready to transform your career for the AI age? Or will you be left behind as employers recruit people equipped with AI-enhanced skillsets they're actively seeking? The choice is yours.Discover the specific strategies, skills, and success stories that are defining the future of work in our comprehensive Building and Sustaining a Meaningful Career in the AI Age whitepaper. Download now and position yourself at the forefront of the AI revolution.
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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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