Cookie and Advertising Notice
Effective January 2023
When you visit our sites (“Sites”), we may collect certain information by automated means, such as cookies, web beacons and web server logs. The information we may collect in this manner includes IP address, unique device identifier, browser characteristics, device characteristics, operating system, language preferences, referring URLs, information on actions taken on our Sites, dates and times of visits to our Sites and other usage statistics.
A "cookie" is a file that websites send to a visitor's computer or other Internet-connected devices to uniquely identify the visitor's browser or to store information or settings in the browser.
A "web beacon" also known as an Internet tag, pixel tag or clear GIF, links web pages to web servers and their cookies and is used to transmit information collected through cookies back to a web server. Through these automated collection methods, we may obtain "clickstream data," which is a log of the links and other content on which a visitor clicks while browsing a website.
Cookie Settings
Opt out or Adjust your Cookie SettingsCookieSettings
Before you use our website, you may choose which cookies we place. If you want to change your choice, you may do so by clicking the 'Do Not Sell My Information' link below.
Do Not Sell My Personal Information
A cookie is a small piece of data (text file) that a website – when visited by a user – asks your browser to store on your device in order to remember information about you, such as your language preference or login information. Those cookies are set by us and called first-party cookies. We also use third-party cookies – which are cookies from a domain different than the domain of the website you are visiting – for our advertising and marketing efforts. More specifically, we use cookies and other tracking technologies for the following purposes.
Strictly Necessary Cookies
These cookies are necessary for the website to function and cannot be switched off in our systems. They are usually only set in response to actions made by you which amount to a request for services, such as setting your privacy preferences, logging in or filling in forms. You can set your browser to block or alert you about these cookies, but some parts of the site will not then work. These cookies do not store any personally identifiable information.
Permanent Cookies
These cookies allow us to count visits and traffic sources so we can measure and improve the performance of our site. They help us to know which pages are the most and least popular and see how visitors move around the site. All information these cookies collect is aggregated and therefore anonymous. If you do not allow these cookies, we will not be able to monitor our website's performance.
Functional Cookies
These cookies enable the website to provide enhanced functionality and personalization. They may be set by us or by third party providers whose services we have added to our pages. If you do not allow these cookies then some or all of these services may not function properly.
Targeting Cookies
These cookies may be set through our site by our advertising partners. They may be used by those companies to build a profile of your interests and show you relevant adverts on other sites. They do not store directly personal information, but are based on uniquely identifying your browser and internet device. If you do not allow these cookies, you will experience less targeted advertising.
Social Media Cookies
These cookies are set by a range of social media services that we have added to the site to enable you to share our content with your friends and networks. They are capable of tracking your browser across other sites and building up a profile of your interests. This may impact the content and messages you see on other websites you visit. If you do not allow these cookies you may not be able to use or see these sharing tools.
Our Sites use these types of cookie:
Technical Cookies
Technical cookies are those used exclusively with a view to "carrying out the transmission of a communication on an electronic communications network, or insofar as this is strictly necessary to the provider of an information society service that has been explicitly requested by the contracting party or user to provide the said service."
Profiling Cookies
Profiling cookies are aimed at creating user profiles. They are used to send ads messages in line with the preferences shown by the user during navigation. In the light of the highly invasive nature of these cookies vis-à-vis users' private sphere, the local and European legislation requires users to be informed appropriately on their use so as to give their valid consent.
How We Collect the Information by Automated Means
As you click through our Sites, a record of the action may be collected and stored. We link certain data elements we have collected through automated means, such as your browser information, with other information we have obtained about you to let us know, for example, whether you have opened an email we sent to you. Your browser may tell you how to be notified when you receive certain types of cookies or how to restrict or disable certain types of cookies. You browser will allow you to block cookies, however, you may not be able to use all of the features of our Sites without cookies.
We will obtain your consent before collecting personal information using cookies or similar automated means to the extent required by applicable law.
Providers of third-party apps, tools, widgets and plug-ins on our Sites, such as social media sharing tools, also may use automated means to collect information regarding your interactions with these features. This information is collected directly by the providers of the features and is subject to the privacy policies or notices of these providers. Subject to applicable law, ManpowerGroup is not responsible for these providers' information practices.
To the extent required by applicable law, we will obtain your consent before collecting information using cookies or similar automated means.
How We Use the Information We Collect
We use information collected through cookies, web beacons, pixels, web server logs and other automated means for purposes such as:
customizing our users' use of our Sites;
delivering content tailored to our users' interests and the manner in which our users use our Sites; and
managing our Sites and other aspects of our business.
Third-Party Cookies
We also use third-party analytics services on our Sites, such as those of Google Analytics and Adobe Omniture. The analytics providers that administer these services use technologies such as cookies, web server logs and web beacons to help us analyze your use of our Sites. The information collected through these means (including IP address) may be disclosed to these analytics providers and other relevant third parties who use the information, for example, to evaluate use of the Sites. To learn more about these analytics services and how to opt out, please visit the following sites and any sites contained in the country-specific addenda:
Google Analytics:https://tools.google.com/dlpage/gaoptout
Adobe Analytics:http://www.adobe.com/privacy/analytics.html#1
Profiling and Interest-Based Advertising
On our Sites, we may collect information about your online activities to provide you with advertising about products and services tailored to your individual interests. We also may obtain information for this purpose from third-party websites on which our ads are served. This section of this notice provides details and explains how to exercise your rights. To learn more about how to opt out of ad network interest-based advertising, please visit the consumer opt-out page at aboutads.info/choices/.
You may see certain ManpowerGroup ads on other websites because we engage third-party advertising networks. Through such advertising networks, we can target our messaging to users through demographic, interest-based, behavioral and contextual means. Through the ad networks, we can track your online activities over time by collecting information through automated means, including through the use of third-party cookies, web server logs, pixels and web beacons. The networks use this information to show you advertisements that may be tailored to your individual interests and previous activity. The information our advertising networks may collect on our behalf includes data about your visits to websites that serve ManpowerGroup advertisements, such as the pages or advertisements you view and the actions you take on the websites. This data collection takes place both on our Sites and on third-party websites that participate in these ad networks. This process also helps us track the effectiveness of our marketing efforts. To learn how to opt out of this ad network interest-based advertising, please visit aboutads.info/choices/. To the extent required by applicable law, we will obtain your consent before using your information for interest-based advertising.
Our Sites are not designed to respond to "do not track" signals from browsers.
Information collected through third-party plug-ins and widgets on the Sites (such as information relating to your use of a social media sharing tool) is collected directly by the providers of the plug-ins and widgets. This information is subject to the privacy policies of the providers of the plug-ins and widgets, and ManpowerGroup is not responsible for those providers' information practices.
Links to Third-Party Sites, Apps and Services
For your convenience and information, our Sites may provide links to third-party sites, apps and services that may be operated by companies not affiliated with ManpowerGroup. These companies may have their own privacy notices or policies, which we strongly suggest you review. We are not responsible for the privacy practices of any non-ManpowerGroup sites, apps or services.
Updates to Our Cookie and Advertising Notice
This Cookie and Advertising Notice (including any addenda) is part of our Privacy Notice and may be updated periodically to reflect changes in our privacy practices and legal requirements. For significant changes, we will notify you by posting a prominent notice on our Sites indicating at the top of each Notice when it was most recently updated.
How To Contact Us
If you have any questions or comments about this Cookie Policy, or if you would like to exercise your rights, please write to:
ManpowerGroup Global Inc.
Attn: General Counsel’s Office
100 Manpower Place
Milwaukee, WI 53212
Alternatively, if you are located in the European Union, you may contact your local Data Protection Officer, as identified in the Privacy Notice on your local website.
Insights
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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ManpowerGroup Ireland Q2 2025 Employment Outlook Report Now Available
TECH SECTOR TOPS LIST OF BUSINESSES HIRING FOR GROWTH IN Q2 2025Among firms increasing headcounts, 38% report business growth as the primary driver behind hiringThe Information Technology sector reports the strongest appetite, with 55% planning to hire driven by organisational growthHowever, a record 83% of businesses continue to report difficulty finding candidates with the skills they needDownload our ManpowerGroup Q2 2025 Employment Outlook Report HereA quarter of Irish businesses plan to increase headcount in the second quarter, according to the latest ManpowerGroup Employment Outlook Survey. Ireland’s national Net Employment Outlook for Q2 2025 is +25%, remaining unchanged on last quarter.Among employers increasing headcount, 38% report organisational growth as the primary driver, with 31% reporting backfilling vacancies, and 28% listing changing skills needs as the primary driver. However, with 83% of businesses reporting difficulty finding candidates with the right skills and unemployment at a 25-year low, businesses wanting to hire will need to explore a wide range of talent attraction strategies to meet their skills needs.The ManpowerGroup Employment Outlook Survey is based on responses from 420 employers across Ireland. It tasks whether they intend to hire additional workers or reduce the size of their workforce in the coming quarter, April to June. It is the most comprehensive, forward-looking employment survey of its kind. In the latest survey, employers were also asked to indicate the reasons driving their decision to increase or decrease headcount.The Dublin-based Information Technology sector reports a Net Employment Outlook of +28%, with 55% of businesses increasing headcount reporting organisational growth demanding new headcount as the primary reason for hiring. This is compared with 20% adding headcount to backfill vacancies, and 31% hiring due to changing skills needs.“The tech sector is reporting an appetite for growth like no other.” said Jonny Edgar, Managing Director, ManpowerGroup Ireland. “Following the post-pandemic scramble for talent which resulted in over-hiring and a long stretch of hiring freezes, the sector has now stabilised in a strong position to grow sustainably. We’ve seen sharp increase in appetite for candidates with AI skills, alongside continued demand for cybersecurity, cloud, and data specialists.”The Industrials & Materials sector – spanning engineering, construction, and manufacturing – reports a Net Employment Outlook of +32%. Employers adding new staff in this industry report changing skills needs as the primary driver (36%), followed by organisational growth (24%), and backfilling vacancies (24%).“We’re seeing an expansion in manufacturing first hand, with several of our largest clients currently ramping up hiring levels due to increased demand, alongside recently expanded manufacturing lines in Ireland from overseas businesses. All signs point to this trend continuing in Q2.” Edgar explained.The ManpowerGroup 2025 Talent Shortage report found 78% of Information Technology businesses and 82% of Industrials & Materials employers in Ireland found difficulty finding candidates with the skills they were looking for. While employers across Ireland reported IT & data skills were hardest to find, followed by operations & logistics and engineering skills.“There’s a strong appetite to growth across Ireland. However, demand for IT & Engineering skills vastly outpaces the number of candidates who have what employers are looking for – with our 2025 Talent Shortage report finding talent scarcity has risen from 13% a decade ago, to a record 83% this year. Employers who want to meet their skills needs and thrive in 2025 cannot afford to wait for ready-made candidates to walk through the door“We advise employers to place less emphasis on traditional requirements that are holding hiring back, like past job titles and arbitrary years of experience. Instead, employers should focus on hiring candidates with potential, and transferrable skills, who just need a bit of upskilling to become the right fit. The only way out of this talent shortage is through investment in skills,” Edgar concluded.Download our ManpowerGroup Q2 2025 Employment Outlook Report Here
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