Effective Date: [24th May 2018]
This privacy notice provides a framework of understanding about the personal data that are collected by ManpowerGroup (Ireland) Limited ("hereinafter called the Data Controller"), as required by law including the provisions of the European Union's General Data Protection Regulation (GDPR).
Data Controller
The Data Controller is ManpowerGroup (Ireland) Limited with the registered office in The Greenway, Block C, Ardilaun Court, 112-114 St. Stephen’s Green, Dublin 2, Ireland.
The personal data collected will be controlled and processed by the Data Controller. Additionally, personal data may be processed or jointly controlled by affiliates of the Data Controller listed here.
This privacy notice applies to:
our job candidates and recipients of our career services,
our associates, who are people we source or place on assignment with one of our clients, or individuals to whom we provide outplacement or career transition services,
users of the websites and apps listed here (the "Sites"), and
representatives of our business partners, clients and vendors.
This privacy notice does not apply to our headquarters and country-based staff employees, who are individuals employed by ManpowerGroup and who work directly for ManpowerGroup and not directly with a ManpowerGroup client.
The privacy notice describes the types of personal data or personal information we collect, how we use the information, how we process and protect the information we collect, for how long we store it, with whom we share it, to whom we transfer it and the rights that individuals can exercise regarding our use of their personal data. We also describe how you can contact us about our privacy practices and to exercise your rights. Our privacy practices may vary among the countries in which we operate to reflect local practices and legal requirements and you can view specific local terms by going to local websites.
Click on one of the links below to jump to the listed section:
Privacy Notice
Information We Collect
We may collect personal data about you in variety of ways, such as through our Sites and social media channels; at our events; through phone and fax; through job applications; in connection with in-person recruitment; or in connection with our interactions with clients and vendors. We may collect a selection of personal data dependant on the nature of the relationship, including, but not limited to (as permitted under local law):
contact information (such as name, postal address, email address and telephone number);
username and password when you register on our Sites;
information you provide about friends or other people you would like us to contact. (The Controller assumes that the other person previously gave an authorization for such communication) ; and
other information you may provide to us, such as in surveys or
through the "Contact Us" feature on our Sites.
In addition, if you are an associate or job candidate, you apply for a position or create an account to apply for a position, we may collect the following types of personal data (as permitted under local law):
employment and education history;
language proficiencies and other work-related skills;
Social Security number, national identifier or other government-issued identification number;
date of birth;
gender;
bank account information;
citizenship and work authorization status;
benefits information;
tax-related information;
information provided by references; and
information contained in your resume or C.V., information you provide regarding your career interests, and other information about your qualifications for employment.
and where required by law and explicit consent has been provided by you:
disabilities and health-related information;
results of drug tests, criminal and other background checks.
Special categories of data, such as information about ethnic origin, sexual orientation or religion or belief in order to monitor diversity in recruitment
In addition, we may collect information you provide to us about other individuals, such as information related to emergency contacts.
How We Use the Information We Collect
The Controller collects and uses the data gathered for the following purposes (as permitted under local law):
providing workforce solutions and connecting people to work;
creating and managing online accounts;
processing payments;
managing our client and vendor relationships;
responding to individuals' inquiries and claims;
operating, evaluating and improving our business (including developing, enhancing, analyzing and improving our services; managing our communications; performing data analytics; and performing accounting, auditing and other internal functions);
protecting against, identifying and seeking to prevent fraud and other unlawful activity, claims and other liabilities; and
complying with and enforcing applicable legal requirements, relevant industry standards, contractual obligations and our policies.
where permitted under law, consistent with the Data Controller's Cookie and Advertising Notice (which is incorporated herein by reference) and only if you have given your consent, to send promotional materials, alerts regarding available positions and other communications;
where permitted under law and only if you have given your consent, to communicating about, and administering participation in, special events, promotions, programs, offers, surveys, contests and market research;
In addition to the activities listed above, if you are an associate or job candidate and you apply for a position or create an account to apply for a position, as permitted under local law, we use the information described in this privacy notice for the following purposes:
providing you with job opportunities and work;
providing HR services to you, including administration of benefit programs, payroll, performance management and disciplinary actions;
providing additional services to you, such as training, career counselling and career transition services;
assessing your suitability as a job candidate and your associate qualifications for positions; and
performing data analytics, such as (i) analyzing our job candidate and associate base; (ii) assessing individual performance and capabilities, including scoring on work-related skills; (iii) identifying skill shortages; (iv) using information to match individuals and potential opportunities, and (v) analyzing pipeline data (trends regarding hiring practices).
All processing will be carried out based on adequate legal grounds which may fall into a number of categories, including:
explicit consent from the data subject, where required by applicable law e.g. when you tick a box to receive email newsletters
to ensure that we comply with a statutory or contractual requirement (e.g. our client may require your personal data), and/ or a requirement necessary to enter into a contract. You are obliged to provide this data and if you do not we will be unable to provide you with our services e.g. providing you with job opportunities or processing your personal data to ensure that your wages and taxes are paid.
it is essential and necessary for the legitimate interest of the Data Controller e.g. letting the user access the website to be provided with the services offered. Please see our section on Legitimate Interests below to learn more about these interests and when we may process information in this way.
We also may use the information in other ways for which we provide specific notice at or prior to the time of collection.
Legitimate Interest
The Data Controller may process personal data for certain legitimate business purposes, which includes some of all of the following:
where the process enables us to enhance, modify, personalise or otherwise improve our services/communications for the benefit of our clients, candidates and associates;
to identify and prevent fraud;
to enhance security of our network and information systems;
to better understand how people interact with our websites;
for direct marketing purposes;
to provide postal communications to you which we think will be of interest to you;
to determine the effectiveness of promotional campaigns and advertising
Whenever we process data for these purposes we will ensure that we keep your rights in high regard and take account of these rights. You have the right to object to such processing, and if you wish to do so please click here. Please bear in mind that if you exercise your right to object this may affect our ability to carry out and deliver services to you for your benefit.
How We Process and Protect Personal Information
We process the personal data we collect for the purposes defined in this notice and for a period only as long as is necessary for the purposes we collected it. Different laws may also obligations may also require us to keep different data for different periods of time.
We maintain administrative, technical and physical safeguards designed to protect the personal data you provide against accidental, unlawful or unauthorized destruction, loss, alteration, access, disclosure or use. In order to ensure the appropriate security and confidentiality of the personal data, we apply to the following security measures:
Encryption of data in transit;
Strong user authentication controls;
Hardened network infrastructure;
Network monitoring solutions;
How long we Store The Data We Collect
We will keep your personal data for the time period necessary to achieve the purposes described in this Privacy Notice, taking into account applicable statute of limitation periods and records retention requirements under applicable law. Subject to applicable law, we will retain your personal data as required by the company to meet our business and compliance obligations, for example, to comply with our tax and accounting obligations.
We store in our systems the personal data we collect in a way that allows the identification of the data subjects for no longer than it is necessary in light of the purposes for which the data was collected, or for which that data is further processed.
We determine this specific period of time by taking into account:
The necessity to keep stored the personal data collected in order to offer services established with the user;
In order to safeguard a legitimate interest of the Data Controller as described in the purposes;
The existence of specific legal obligations that make the processing and related storage necessary for specific period of times;
Information We Share
We do not disclose personal data that we collect about you, except as described in this privacy notice or in separate notices provided in connection with particular activities. We may share personal data with vendors who perform services on our behalf based on our instructions. We do not authorize these vendors to use or disclose the information except as necessary to perform services on our behalf or comply with legal requirements. We also may share your personal data (i) with our subsidiaries and affiliates; (ii) if you are a job candidate, with clients who may have job opportunities available or interest in placing our job candidates; and (iii) with others with whom we work, such as job placement consultants and subcontractors, to find you a job.
In addition, we may disclose personal data about you (i) if we are required to do so by law or legal process; (ii) to law enforcement authorities or other government officials based on a lawful disclosure request; and (iii) when we believe disclosure is necessary or appropriate to prevent physical harm or financial loss, or in connection with an investigation of suspected or actual fraudulent or illegal activity. We also reserve the right to transfer personal data we have about you in the event we sell or transfer all or a portion of our business or assets (including in the event of a reorganization, dissolution or liquidation).
Data Transfers
We also may transfer the personal data we collect about you to countries outside of the country in which the information originally was collected. Those countries may not have the same data protection laws as the country in which you initially provided the personal data. When we transfer your information to other countries, we will protect that data as described in this privacy notice and such transfers will be in compliance with applicable law.
The countries to which we may transfer the personal data we collect about you may be:
Within the European Union
Outside the European Union
When we transfer personal data from within the European Union to countries or international organizations that are based outside the European Union the transfer takes place on the basis of:
Adequacy decision by the European Commission;
In absence of an adequacy decision other legally permitted grounds (a) legally binding and enforceable instrument between public authorities or bodies; (b) binding corporate rules;
standard data protection clauses (formerly called the Model Clauses) adopted by the Commission, etc.
Your Rights as Data Subject
When permitted by applicable law, a data subject can exercise under Articles 15 to 22 of the GDPR the following specific rights:
Right of access: A data subject has the right to access his or her personal data concerning which in order to verify that his or her personal data is processed in accordance to the law. Should you wish to exercise you right of access please click here and complete the form.
Right to rectification: A data subject has the right to request the rectification of any inaccurate or incomplete data held about him or her, in order to protect the accuracy of such information and to adapt it to the data processing.
Right to erasure: A data subject has the right to request that the Data Controller erases information about him or her and to no longer process that data. Should you wish to exercise you right of access please click here and complete the form.
Right to restriction of processing: A data subject has the right to request that the Data Controller restricts the processing of his or her data.
Right to data portability: The data subject has the right to request the data portability meaning that the data subject can receive the originally provided personal data in a structured and commonly used format or that the data subject can request the transfer of the data to another Data Controller.
Right to object: The data subject who provide a Data Controller with personal data has the right to object, at any time to the data processing on a number of grounds as set out under GDPR without needing to justify his or her decision.
Right not to be subject of automated individual decision-making: The data subject has the right not to be subject to a decision based solely on automated processing, including profiling, if such profiling produces a legal effect concerning the data subject or similarly significantly affects him or her.
Right to lodge a complaint with a supervisory authority: Every data subject has the right to lodge a complaint with a supervisory authority, in particular in the EU Member State of his or her habitual residence, place of work or place of the alleged infringement if the data subject considers that the processing of personal data relating to him or her infringes GDPR.
Whenever the processing is based on the consent, as under art.7 of the GDPR, the data subject may withdraw their consent at any time. There may be circumstances where we will still need to process your data for legal or official reasons. We will inform you if this is the case. Where this is the case, we will restrict the data to only what is necessary for the purpose of meeting those specific requirements.
If you believe that any of your data that we process is incorrect or incomplete, please contact us and we will take reasonable steps to check its accuracy and correct it where necessary.
If you require more information about the processing of your personal data, please refer to the How to Contact Us section below.
Updates to Our Privacy Notice
This privacy notice (including any addenda) may be updated periodically to reflect changes in our privacy practices and legal updates. 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 privacy notice, or if you would like to exercise your rights, email us at:
or write to us at:
The Data Privacy Officer
Manpower UK Ltd,
Capital Court,
30 Windsor Street,
Uxbridge,
Middlesex,
UB8 1AB
United Kingdom
Insights
The Human Edge
Global future of work trendsAs we enter the expanding age of AI, automation and digital integration, the role of humans in work is evolving at an unprecedented pace. In 2026, four key forces will redefine the world of work:Hybrid super teams: Human, machine and freelance talent will reshape traditional hierarchies.Rapid relearning: Continuous skill development will be essential for effectiveness and productivity.Changing norms: Combatting the loneliness epidemic sparked by remote work, geopolitical stability worries and the effects an increased power demand has on the environment.The succession crisis: Ageing leaders will urgently seek the next generation of talent. As the pace of change accelerates, these forces are evolving more rapidly than ever before.Explore the full Report here.
READ MORE
Reflecting on International Women’s Day: Leadership, Allyship, and the Power of Collective Progress
Reflecting on International Women’s Day: Leadership, Allyship, and the Power of Collective ProgressInternational Women’s Day is more than a moment of celebration — it is an opportunity to reflect on the progress we’ve made, the work that still lies ahead, and the role each of us plays in shaping a more inclusive future.Recently, I had the privilege of attending a global webinar hosted by ManpowerGroup, bringing together inspiring voices from across our international community to celebrate this year’s International Women’s Day theme: “Give to Gain.”The session featured a panel of global leaders including Valerie Beaulieu, James Ratna Banerjee, Belén de Mendonça, Ninveh Neuman, Dirco Dekker, and Christopher Pilon, who shared thoughtful insights on leadership, allyship, and the importance of diversity in shaping the future of work.Throughout the discussion, several powerful themes emerged — reminding us that progress is not driven by individuals alone, but through collective action and shared responsibility.A Future Defined by Impact, Not GenderOne of the most compelling reflections from the discussion was a vision for the future of leadership.In time, the goal is that we will no longer speak about male leaders or female leaders, but simply leaders — individuals recognised for their ideas, their influence, and the impact they create.This vision reflects a broader shift in how organisations are thinking about leadership today. When opportunities are accessible to all, leadership becomes less about identity and more about capability, perspective, and contribution.The Strength in Our DifferencesAnother central theme from the webinar was the value of diversity and the strength that comes from embracing different perspectives.Diversity in the workplace is not simply about representation — it is about creating an environment where individuals feel confident bringing their authentic selves to work and where different viewpoints are welcomed.When organisations actively foster inclusive cultures, teams become stronger, more innovative, and more resilient. By learning from each other’s experiences and perspectives, we unlock new ways of thinking and better solutions to the challenges we face.Simply put: we achieve more together.The Responsibility We ShareThe conversation also highlighted the importance of collective responsibility in advancing gender equality.Progress does not happen passively. It requires action from individuals at every level of an organisation — from leaders to colleagues and allies.This can take many forms:Speaking up when we see gender biasAdvocating for equal opportunitiesSupporting and amplifying the voices of othersCreating environments where everyone feels valued and heardThese everyday actions may seem small, but collectively they play a vital role in shaping more inclusive workplaces.Representation, Belonging, and Building ConfidenceRepresentation was another powerful topic discussed during the webinar.When individuals see leaders who reflect diverse experiences, backgrounds, and perspectives, it sends a powerful message: there is space for everyone to succeed.Representation fosters a sense of belonging — and belonging builds confidence.Confidence encourages people to share ideas, pursue opportunities, and contribute fully to the organisations and communities they are part of. In this way, representation does not just impact individuals today; it creates momentum and hope for future generations.Creating the Future Through Today’s DecisionsPerhaps one of the most important reflections from the webinar was the reminder that future generations depend on the decisions we make today.Every action taken to challenge bias, promote inclusivity, and advocate for equality helps build a stronger foundation for the next generation entering the workforce.Progress may not always happen overnight, but consistent action and intentional leadership can create lasting change.Allyship Beyond a Single DayWhile International Women’s Day provides a valuable opportunity to recognise and celebrate progress, the webinar reinforced that meaningful change requires ongoing commitment.Allyship is not defined by a single day or month. It is demonstrated through consistent action — through listening, learning, advocating, and supporting others throughout the year.The theme “Give to Gain” perfectly captures this idea: by supporting one another, championing inclusivity, and investing in equitable opportunities, we create stronger organisations and more empowered communities.Moving Forward TogetherThe insights shared during the webinar served as a powerful reminder that building inclusive workplaces is a shared journey.By celebrating diversity, embracing differences, and working together with purpose, we can create environments where everyone has the opportunity to thrive.International Women’s Day is a moment to reflect — but it is also a call to action.Because when we give our support, advocacy, and commitment to equality, we all stand to gain.
READ MORE
ManpowerGroup Ireland Q2 2026 Employment Outlook Report
Ireland Records Strongest Second-Quarter Hiring Outlook in Over a DecadeIreland’s labour market continues to demonstrate resilience, with employers reporting strong hiring intentions for Q2 2026.The latest ManpowerGroup Employment Outlook Survey reveals a Net Employment Outlook of 36%, highlighting a continued upward trend in hiring sentiment among employers.Key highlights from the report420 employers across Ireland participated in the survey36% Net Employment Outlook for Q2 2026Hiring expectations continues to improve compared with both the previous quarter and last yearMany organisations expect to expand their workforce in the coming monthsThese findings reflect continued optimism among employers despite an evolving economic landscape.Industry outlookThe report highlights notable differences in hiring expectations across sectors.Key insights include:Construction & Real Estate reporting the strongest hiring outlookSignificant improvements in hiring sentiment within Public Sector, Health & Social ServicesContinued workforce demand across several industriesRegional trendsThe survey also highlights regional hiring patterns across Ireland:Munster reporting the most optimistic hiring outlookStrong hiring expectations across major economic regionsContinued workforce demand across Ireland’s key employment hubsEmerging workforce trendsIn addition to hiring activity, organisations are increasingly focusing on future workforce capabilities.The report highlights that:Employers believe AI will deliver the greatest ROI in Learning & DevelopmentOrganisations are prioritising skills development and workforce trainingInvestment in employee capabilities remains a key business priority📊 Gain full access to the ManpowerGroup Ireland Q2 2026 Employment Outlook Report here.📊
READ MORE
Join Us for the Zimmer Biomet Open Evening in Oranmore
🚀 Join Us for the Zimmer Biomet Open Evening in OranmoreAre you considering a new career opportunity in Galway? We’re delighted to invite you to attend the upcoming Open Evening at Zimmer Biomet in Oranmore — an exciting opportunity to explore Product Builder roles, meet the team, and experience the site firsthand.Whether you're actively job seeking or simply curious about a career in medical device manufacturing, this event is designed to give you real insight into what it’s like to work at one of the world’s leading healthcare companies.📅 Event DetailsDate: March 12thTime: 4:30 pm – 7:30 pmLocation: Zimmer Biomet, Deerpark Industrial Estate, Oranmore, Carrowmoneash, Co. Galway, H91 AE08Pre-registration is essential and can be completed via our online registration form.What to Expect on the EveningThe Open Evening has been carefully planned to ensure every attendee gets a full experience of the role and the working environment.✔️ Welcome & Check-InUpon arrival, candidates will check in at reception and receive an ID badge.✔️ Site Tour & OverviewOur team will guide you through the facility, giving you a behind-the-scenes look at the manufacturing environment. You’ll also hear short talks about the Product Builder role and what a typical day looks like.✔️ Meet the TeamYou’ll have the opportunity to meet Supervisors and members of the hiring team, ask questions, and learn about career progression opportunities.✔️ On-the-Spot InterviewsPre-registered candidates will take part in a short interview during the evening.Successful candidates will be invited to complete a DAT assessment test, which will be issued either later that evening or the following morning.Why Attend?This Open Evening is more than just a recruitment event — it’s your chance to:Gain real insight into a global medical device companySee the working environment for yourselfUnderstand the expectations and progression pathwaysMake a strong first impression with the hiring teamTake the next step in your manufacturing careerProduct Builder roles offer stability, structured training, and the opportunity to contribute to products that genuinely improve patients’ lives worldwide.Who Should Attend?We welcome candidates who:Have an interest in manufacturing or medical devicesAre detail-oriented and enjoy hands-on workAre looking for long-term career opportunities in GalwayThrive in team-based environmentsPrevious manufacturing experience is beneficial but not essential — attitude, reliability, and willingness to learn are key.How to RegisterSpaces are limited, so early registration is strongly encouraged. Find the registration link here: https://form.jotform.com/260431710339046For more information or to register your interest, please contact:📧 [email protected] look forward to welcoming you on March 12th and helping you take the next step in your career with Zimmer Biomet.
READ MORE
Global Talent Barometer 2026: What Workforce Sentiment Reveals
Global Talent Barometer 2026: What Workforce Sentiment Reveals — and How Employers Can Respond with ConfidenceThe 2026 Global Talent Barometer from ManpowerGroup reveals a workforce caught between rapid technological adoption and growing uncertainty about the future. For organisations adapting to the new world of work, understanding these trends is essential — not just to attract talent, but to retain, engage, and future-proof workforces.Key Workforce Trends & Statistics1. AI Adoption Outpaces ConfidenceRegular AI usage jumped 13 percentage points to 45% of the workforce — showing how quickly AI tools are becoming part of daily work.Yet confidence in using technology fell sharply by 18 percentage points — marking the first decline in overall worker confidence in three years.While 89% of workers feel they have the skills to perform their current role, 43% fear their role could be replaced by automation within the next two years — up 5% from 2025. This “confidence gap” — where workers use AI but don’t necessarily feel skilled or confident doing so — is a critical signal for employers: adoption alone doesn’t deliver value if people feel unprepared or unsupported.2. Burnout and Well-Being Are Significant PressuresNearly 63% of workers report experiencing burnout.Stress (28%) and heavy workloads (24%) are the primary contributors to lowered worker well-being. Despite steady overall well-being scores, burnout remains widespread — undermining productivity and engagement. 3. Job Hugging Reflects Uncertainty64% of workers say they plan to stay with their current employer as they wait for clearer pathways to future skills and roles.At the same time, many employees are supplementing income or passively exploring opportunities — especially younger workers.50% of all workers supplement their primary income, rising to 68% among Gen Z, showing that retention may be tied to financial security as much as loyalty. 4. Training and Development Gaps Are Undermining ConfidenceA persistent training void shows that 56% of the global workforce received no recent training, and 57% had no access to mentorship or development support.This lack makes future skills readiness a critical risk for organisations implementing or scaling AI technologies. What These Trends Mean for EmployersThe Barometer paints a picture of a workforce that is: 🔸 Technologically capable but not necessarily confident. 🔸 Cautious about change, often “hugging” roles rather than pursuing new opportunities. 🔸 Stressed or burnt out — particularly where development and support are limited.This combination creates both risk and opportunity:Risk: Talent loss, slowed adoption of new tools, disengagement, and a widening future skills gap.Opportunity: Employers who strategically invest in people — not just technologies — can build stronger engagement, productivity, and retention.How ManpowerGroup Helps Employers Navigate These ChallengesData-Driven Talent SolutionsFrom sourcing specialised candidates to strategic workforce solutions, we bring real-world labour market insights into recruitment plans — helping you build teams that are not just capable, but confident and future-ready.The Bottom LineThe 2026 Global Talent Barometer shows that workers are ready for change — but many feel unsure about where they’re headed. Organisations that intentionally close the skills-confidence gap, support employee well-being, and build transparent pathways into the future of work will outperform those that focus solely on technology adoption.Gain Access to the Full 2026 Global Talent Barometer Report Here
READ MORE
ManpowerGroup Ireland Q1 2026 Net Employment Outlook Report
Ireland’s Employment Outlook Remains Strong in Q1 2026Irish employers continue to demonstrate confidence in their hiring intentions, according to the ManpowerGroup Employment Outlook Survey for Q1 2026. Despite ongoing economic uncertainty globally, Ireland has recorded a seasonally adjusted Net Employment Outlook (NEO) of 31%, placing the country fifth globally and 7 points above the global average.The survey, which gathered responses from 420 employers across Ireland, highlights sustained hiring momentum as organisations plan staffing levels for the period between January and March 2026.Hiring optimism driven by growthOverall hiring sentiment remains robust, with 43% of employers planning to increase staff, while 39% expect no change to workforce levels. Only 14% anticipate reductions, and uncertainty remains low, with just 4% unsure of their hiring plans.The outlook has increased by 2 points quarter-on-quarter and is 5 points higher than the same period last year, reflecting continued business expansion as the primary driver of hiring activity.Sector highlights: Tech leads the wayEmployment outlooks remain positive across all key industry sectors, with particularly strong momentum in:Tech & IT – NEO of 49%, the strongest of all sectorsConstruction & Real Estate – NEO of 42%, reflecting continued infrastructure and development activityManufacturing – Solid hiring intentions amid steady demandFinance & Insurance also showed notable year-on-year improvement, underlining the breadth of hiring confidence across the Irish economy.Medium-sized organisations show exceptional confidenceIrish organisations with 50–249 employees reported an NEO of 48%, representing:A 15-point increase since last quarterA 20-point increase year-on-yearThis marks the highest employment outlook ever recorded for this organisation size since tracking began in Q1 2005, positioning Ireland third globally for hiring confidence among medium-sized organisations.Regional hiring trendsAll five Irish regions expect employment growth in Q1 2026. The Ulster region stands out with the strongest outlook, while expectations have strengthened in three regions compared to both last quarter and last year.This regional consistency highlights that hiring optimism is not confined to a single location, but is evident nationwide.Ireland’s position on the global stageGlobally, Ireland continues to perform strongly, ranking behind only a small number of countries including India (52%) and Brazil (54%). With a global average NEO of 24%, Ireland’s 31% outlook reflects a comparatively resilient labour market.Balancing opportunity and riskCommenting on the findings, Jonny Edgar, Managing Director of ManpowerGroup Ireland, noted that while the Irish economy remains resilient and government spending may stimulate opportunity, risks such as inflationary pressures and reliance on multinational corporate tax revenue could impact employer confidence in the future.Nevertheless, employers continue to signal optimism as they navigate a complex economic environment.Looking aheadAs Ireland enters 2026, the employment outlook suggests steady and sustained growth rather than volatility. With strong hiring intentions across sectors, regions, and organisation sizes, employers appear cautiously optimistic — balancing expansion plans with economic realities.Download the full ManpowerGroup Ireland Q1 2026 Employment Outlook Report Here
READ MORE
Automotive Employers Navigate Uncertain Times
Automotive Employers Navigate Uncertain TimesThe global automotive industry stands at a crossroads in 2025, shaped by profound technological change, shifting consumer behaviors, and the relentless pace of business disruption. As automakers adapt to the evolving landscape—marked by slowing but still significant electric vehicle (EV) adoption, complex trade dynamics and the growing influence of artificial intelligence—workforce trends are emerging as both a challenge and the key to future competitiveness. Drawing from the latest industry research and expert interviews, I’d like to explore the major workforce trends and hurdles employers are facing, and the opportunities that lie ahead for building a resilient, future-ready automotive workforce.Growing Impact of Global Trade PolicyFew factors have impacted the automotive workforce more dramatically in 2025 than the ongoing uncertainty around global trade policies. According to the Automotive World of Work 2025 Outlook, an overwhelming 91% of automakers report that trade policy ambiguity is directly influencing their hiring plans. Automotive industry employers are staying cautious with most saying they will keep Q3 2025 headcount flat (45%), some hiring (38%), and a handful anticipating a decrease (15%) in Q3 2025.We're also hearing this as we speak to our Tier 1 supplier and original equipment manufacturer (OEM) automotive clients. The lack of visibility regarding market trends and policy agreements has caused many to pause recruitment for new roles. So instead of bold expansion, they are focused on retaining and upskilling their current talent. Slowing EV Growth Spurs InnovationElectric vehicle (EV) adoption is still expanding, but 2025 marks a period of recalibration. The automotive industry saw global EV sales surpass 17 million units in 2024, growing by 25%. China led with 11 million units sold, while growth in the U.S. slowed to 10% (from 40% the year before). For 2025, global EV sales are forecasted to exceed 20 million, making up more than one in four new cars sold worldwide.Yet, the growth trajectory is less steep than before, particularly in Europe and North America. As government subsidies wane and economic uncertainty persists, both automakers and consumers are adopting a “wait and see” approach. When we speak with our clients, they share some reasons why. Most early adopters already have EVs. And with average new vehicle prices still near historic highs, many consumers are keeping their vehicles longer. In fact, the average age of passenger cars in Europe is now 12.5 years. At the same time, OEMs are seeing growing EV competition from Chinese nameplates, particularly in developing markets. The good news is that this competition is spurring innovation. For example, Ford is investing$2 billion to reinvent some of its assembly lines to reduce EV production costs. These changes will continue to drive the need for a skilled and agile workforce. Hybrid Technologies and the Rise of “Hybrid Skills”Hybrid vehicle sales are surging as an interim solution while the world transitions to full electrification. In the U.S., 60% of EV sales in 2024 were hybrid, and in China, 30% of new car sales were plug-in hybrids. But this isn’t the only important hybrid trend in the automotive industry today. Limited resources and growing business needs are increasing the importance of workers with a hybrid skillset. For example, automakers worldwide tell us Operations & Logistics (30%), Engineering (24%)and Manufacturing & Production (21%) are the most difficult hard skills to find. At the same time, they say soft skills such as Ethical Judgment, Customer Service, and Team Management (all at 29%) are highly valued and difficult for AI to automate. Software-Driven Transformation and AutomationThe automotive industry is rapidly transitioning toward software-defined vehicles (SDVs), where features and functions, like Wi-Fi capabilities and self-driving, are managed primarily by pay-to-use software. By 2030, companies like Stellantis and General Motors expect to generate over $20 billion annually from subscription-based services. This “software first” mindset is not only changing product development but also has far-reaching implications for workforce composition.Factory floor workers are seeing their roles change as AI-driven process automation expands into areas like production forecasting and predictive maintenance.AI is being deployed to optimize manufacturing and maintenance, delivering faster, more reliable processes.However, this comes with a degree of workforce anxiety. Nearly half (42%) of automotive employees worry that advancing technology could make their roles obsolete within two years. Upskilling, continuous learning, and thoughtful change management are essential to support employees through times of disruption. The Talent Crunch: Recruitment, Retention, and ReskillingDespite uncertainty, the need for skilled talent remains acute. Most automakers (74%) still struggle to find the skilled talent they need, and an aging workforce is exacerbating the problem. In the U.S. alone, 10,000 Baby Boomers (those born between 1946 and 1964) reach retirement age every day, and 72% of automotive employers worry about the impact on their HR strategies.At the same time, when we speak with clients, they admit it’s not necessarily an industry that is still very attractive for young people. With frequent headlines about crises, plant closures, and headcount reductions, they understand why more effort is needed to recruit young skilled technical talent. This is why they are working to attract more women and diverse talent to the sector to expand the size of prospective talent pools. Opportunity Amidst DisruptionWhile the challenges are significant, the disruption also creates opportunity. The current business uncertainty has opened access to a broader pool of skilled workers, and “buy low and develop” hiring strategies may allow bold employers to secure top talent. New business models, such as recurring revenue from software-enabled services, could create $1.5 trillion in new opportunities by 2030, according to McKinsey.Forward-thinking business leaders are leveraging skills mapping and global talent sourcing—especially for remote-capable roles—to build more resilient organizations. Continuous learning is no longer optional; it is a prerequisite for success in this era of rapid change.Our 2025 Automotive World of Work report explores how automakers will navigate the balance between tradition and innovation, caution and transformation, challenge and opportunity. Employers must strike a delicate balance—investing in new skills and technologies that will define the future, while supporting and reskilling their existing talent base.Article originally written by Julien Matalou, Global Vice President, Consumer Goods & Automotive for ManpowerGroup Global.
READ MORE
Partner with ManpowerGroup Ireland: Connecting Talent with Opportunity
Partner with ManpowerGroup Ireland: Connecting Talent with OpportunityIn today’s fast-changing world of work, finding the right talent — or the right role — can be challenging. At ManpowerGroup Ireland, we bridge that gap. As part of a global leader in workforce solutions, we work every day to connect exceptional people with outstanding companies, driving success for both employers and job seekers.🌍 Trusted by World-Renowned ClientsWe’re proud to partner with some of the most respected and recognisable brands in the world, delivering tailored recruitment solutions that meet their evolving workforce needs. Our long-standing relationships are built on trust, results, and a deep understanding of our clients’ industries and goals.🏭 Opportunities Across Multiple IndustriesWhether you’re a company looking to build your team or a candidate seeking your next opportunity, our expertise spans a wide range of sectors, including:ManufacturingPharmaceuticalAccounting & FinanceSupply Chain & LogisticsTechnologyEngineering …and more.This breadth allows us to match talent with roles that truly fit — from entry-level positions to highly specialised technical and professional roles.💼 Why Companies Choose UsAccess to Top Talent: We connect businesses with skilled, vetted candidates who are ready to make an impact.Tailored Recruitment Strategies: From contingent staffing to permanent placements, we provide solutions that align with your hiring goals.Scalable Workforce Solutions: Whether you’re growing rapidly or need flexible support, we adapt to your needs.Industry Expertise: Our specialist consultants understand your sector, ensuring a seamless recruitment experience.🚀 Why Candidates Work with UsExclusive Roles with Leading Brands: Gain access to opportunities you won’t find elsewhere.Personalised Career Support: Our dedicated recruiters guide you through every step — from application to onboarding.Opportunities to Grow: We offer roles across multiple industries and levels, giving you the chance to build the career you want.A Trusted Partner: With decades of experience in Ireland, we’re here to help you succeed long term.🤝 Let’s Build the Future TogetherWhether you’re an organisation searching for the best talent or a candidate ready to take the next step, ManpowerGroup Ireland is your trusted partner. Together, we help shape a future where businesses thrive and people have meaningful, rewarding work.📩 Get in touch today to learn more about how we can support your hiring or career goals.
READ MORE
The Benefits of a People-First Approach in the Age of Automation and Sustainability
The Benefits of a People-First Approach in the Age of Automation and SustainabilityIn the dynamic, fast-paced, and constantly changing landscape of today's global business world, the secret to a company's success lies not solely in strategic planning or advanced technologies. Instead, it rests predominantly on the people who make up the organization. It is a company with a committed workforce at its core, who are driving innovation, enhancing efficiency, and guiding the company towards growth, that will be able to prosper and advance in such an environment.When an organization acknowledges and appreciates the inherent value its employees bring to the table, it fosters a culture that celebrates individual strengths, encourages collaboration and teamwork, and continuously seeks excellence in every endeavor.The Rise of the Specialists: Building a Future-Ready WorkforceThere’s no denying that the landscape of work is undergoing a seismic shift, driven by groundbreaking advancements in Artificial Intelligence (AI), machine learning, automation, and sustainability. In this dynamic environment, companies are increasingly seeking a new kind of talent: the specialist.These are individuals with deep expertise in specific areas, the problem-solvers who can navigate the complexities of a changing world. Imagine a team of cybersecurity experts adept at safeguarding businesses in the digital age, or sustainability specialists pioneering solutions for a greener future.At Manpower, we recognize the importance of talent specialization in driving success in the new world of work. Our talent agents and recruiters have deep knowledge and expertise in the sectors and roles they serve, allowing them to truly understand the unique skills and requirements of each position. They stay up-to-date with the latest industry trends and in-demand roles, ensuring they can effectively match the right talent to the right opportunities. This focus on specialization enables us to meet the evolving needs of our clients and help them build the skilled workforce they need to thrive in today's competitive landscape.Specialization isn't just a trend; it's a strategic advantage. Companies that cultivate a specialized workforce are better equipped to:Embrace change: With specialists at the helm, businesses can adapt to emerging technologies and market shifts with greater agility.Drive innovation: Diverse specializations bring together a wider range of expertise, fostering creative solutions and groundbreaking ideas.Enhance efficiency and productivity: Specialized teams tackle complex tasks with greater speed and accuracy, maximizing their impact.Yet, the rise of specialization doesn't diminish the value of well-rounded skills and adaptability. It's about finding your niche and developing a deep understanding of a particular field. This journey can be incredibly rewarding, offering:Career fulfillment: Specializing allows you to become a true expert, mastering your craft and contributing meaningfully to your chosen field.Increased demand: Specific skillsets are highly sought-after in today's job market, opening doors to exciting opportunities.Lifelong learning: Being a specialist fosters a love for continuous learning, keeping you at the forefront of your field.Whether you're a job seeker honing your skills or a business leader building your team, there's an opportunity to thrive in this evolving landscape. By fostering a culture of specialization and continuous learning, we can all contribute to building a future-ready workforce.Embracing the Future: A People-First ApproachAs we navigate the most transformative workforce changes of our lifetime, where the only limit is the extent of our imagination, we must never lose sight of the true catalyst behind our success – our people.Encouraging creativity, out-of-the-box thinking, and innovative problem-solving is crucial for the success and longevity of any organization. Empowering team members to challenge established norms, think critically, and value collaboration and diversity of thought creates an environment more likely to generate innovative ideas that can drive the organization forward. Prioritizing personal and professional growth leads to individual development, job satisfaction, and overall productivity. Building a culture of trust, respect, and empowerment encourages dedication to delivering high-quality work and achieving exceptional results.Together, we have the power to build a future where the ingenuity of our people illuminates the path forward, where innovation and collaboration are the currency of success, and where the unrelenting force of human potential reshapes the very fabric of what we believe to be possible.Welcome to the future of work – a future driven by people.
READ MORE