Author Archives: OsborneTeam

Osborne Marks 10-Year Milestone in Drogheda, Celebrating a Decade of Recruitment Excellence in the North-East

Osborne is proudly celebrating 10 years in Drogheda, having first opened in Bryanstown, Drogheda in 2015. Since then, the office has become a cornerstone of recruitment and talent solutions in the North-East, supporting local businesses and empowering candidates to thrive in their careers.

Since opening in 2015, the Drogheda office has worked with over 600 clients and registered over 8,000 local candidates across the region. What began as a team of six in 2015 has now grown to over 20 Osbornites spanning over various internal departments of recruitment, commercial development, finance and marketing all supported by the wider Osborne network across our 11 offices both nationally in Ireland and internationally in North America.

Osborne Drogheda’s growth has been underpinned by its unwavering focus on quality, client satisfaction and deep market expertise. Beyond recruitment, the team has actively contributed to the local community by hosting career-readiness workshops in schools, collaborating with regional business groups, and supporting mental health and wellbeing initiatives.

“People are the real story,” said Shóna McManus, Osborne CEO/Owner. “The last decade of success would not have been possible without the incredible passion and commitment of our Drogheda recruitment team and that of our clients and candidates in the North-East region. The team’s dedication to recruitment excellence has transformed careers, supported local employers, drove business growth & sustainability and strengthened the fabric of the North-East. Looking ahead in Drogheda, Osborne is committed to further growth and investment in the region, delivering talent and recruitment solutions for businesses and supporting jobs and people’s careers locally. As a local to Drogheda raising her family, I understand the importance of getting involved with the local community and we want to continue to contribute to the community in a positive way.”

To mark the milestone, Osborne hosted a special event at its Drogheda office, joined by Drogheda Lord Mayor Michelle Hall, Drogheda & District Chamber CEO Hubert Murphy, and The Mill Enterprise Centre CEO Ronan Whitty.

Speaking on the morning, Mayor Hall commented “It is incredible to see the growth and development of the Osborne Drogheda office in the past 10 years spearheaded by Shóna supporting the local region.”.  Hubert Murphy, Drogheda & District Chamber CEO, added “It is refreshing to see an organisation show consistent growth in the region while showing nationwide and international development.”.

As an agile, mission-driven SME continuing to expand, Osborne remains committed to providing impactful talent solutions and building long-term relationships. Our purpose has remained unchanged 10 years on; Osborne are committed to changing lives through getting the right people to the right jobs, no compromise through recruitment excellence. Whether collaborating with startups or multinationals, Osborne consistently delivers targeted, impactful talent solutions through specialist sector teams, data-driven processes, and a commitment to long-term relationships.

Looking ahead, Osborne is committed to expanding its impact in the North-East and beyond, continuing to connect the Right Person with the Right Job, No Compromise.

(Pictured left to right: Michelle Hall, Drogheda Lord Mayor, Shóna McManus, Osborne CEO/Owner, Hubert Murphy, Drogheda & District CEO)

(Pictured left to right: David Walsh, Osborne Director of Commercial Development, Caroline O’Neill, Osborne Group Financial Director, Elaine Scilley, Osborne Executive Seach Recruitment & Business Manager, Hubert Murphy, Drogheda & District Chamber CEO, Shóna McManus, Osborne CEO/Owner, Michelle Hall, Drogheda Lord Mayor, Emma Hickey, Osborne Recruitment & Business Director, Ronan Whitty, The Mill Enterprise Centre CEO.)

(Pictured: The Osborne Drogheda Team joined by Shóna McManus, Osborne CEO/Owner, Michelle Hall, Drogheda Lord Mayor, and Hubert Murphy, Drogheda & District Chamber CEO)

Osborne Expands Global Footprint with Prominent New York Office

Osborne is proud to announce its new office in Downtown Manhattan, New York, marking a significant milestone in the company’s global expansion journey. This becomes Osborne’s twelfth office, its third international office, and its first in the United States of America.

Founded in Ireland, Osborne has built a reputation for recruitment excellence over nearly three decades. Its specialist recruiters’ partner with start-ups, SMEs, government bodies, and multinationals, providing temporary, contract, permanent, and executive search solutions across multiple industries. With the guiding principle of Right Person, Right Job, No Compromise, Osborne is trusted worldwide to connect talent with opportunity.

The launch of the New York office represents a natural progression in Osborne’s North America growth strategy, which began in 2018 with the opening of its first international office in Toronto, followed by Ottawa in 2024. The office opening coincided with the visit of An Taoiseach Michael Martin to New York in the same week as the Enterprise Ireland Leadership For Growth programme where discussions were held about the international growth and ambitions of Irish SMEs attended by Osborne CEO/Owner, Shóna McManus, and 36 other Irish CEOs.

“This office represents Osborne’s commitment as an ambitious Irish owned SME in supporting clients across North America with our award-winning services, while creating new opportunities for our people and building lasting partnerships in one of the world’s most dynamic markets. Osborne is proud to have supported client’s sustainable growth to assist in fuelling their businesses through placing the right people across 19 countries on 5 continents from sourcing across 27 countries worldwide.”, said Shóna McManus, Osborne CEO/Owner.

The New York operation will serve as a hub for Osborne’s US presence, enabling the organisation to collaborate more closely with existing partners and clients while strengthening its position as a trusted leader in talent solutions and professional services.

Jennifer Lefebvre, Osborne’s Sales & Recruitment Director in North America, added:
“Having seen first-hand the impact Osborne has made in Toronto and Ottawa, I’m thrilled to witness the next phase of our journey in North America. The New York office creates a powerful bridge between our Canadian operations and our new U.S. presence, ensuring we deliver the same award-winning service to clients across the region.”

In the same week, Jennifer Lefebvre also had the honour of meeting the Taoiseach during a special reception at the Official Irish Residence in Ottawa. The event, hosted by Ambassador John Conannon and Mary Conannon, highlighted the strength of Irish-Canadian business relations and further underlined Osborne’s growing role in fostering international connections.

With a growing international footprint, Osborne continues to live its vision of transforming recruitment and workforce solutions through quality, innovation, and care.

Osborne Talent Series Webinar: Workforce Redundancy

Osborne Talent Series Webinar:

Workforce Redundancy – Tools & Strategies to help your Organisation during times of restructuring

Complimentary Webinar

Date:                    Wednesday 22nd October 2025
Time:                    09:30am – 11:00am
Location:            Zoom Webinar – Link Here
Hosted By:         David Walsh, Director of Commercial Development, Osborne
Presented by:   Ayesha Thompson, Outplacement & Redundancy Program Manger Osborne &  Michelle McDonagh Chief Client Officer, Adare

We are delighted to invite you to the latest of our 2025 Osborne Talent Series Webinar in association with our strategic HR partner Adare

This webinar is COMPLIMENTARY but registration is essential. Register Here

Are you navigating Organisational Change?

In today’s rapidly evolving business landscape, staying ahead means having the right people in the right roles at the right time. Join our exclusive webinar on Workforce Redundancy: Tools & Strategies to help your Organisation during times of Restructuring .

This webinar will provide an in-depth look at the legal framework, compliance requirements, and potential pitfalls associated with organisational restructuring and redundancy processes. We will provide you with knowledge and tools that ensure you can navigate this period confidently and effectively with minimal damage your organisation reputation and Employer Brand.

Topics to be discussed:

  • Understanding the legal obligations and best practices for restructuring in Ireland.
  • Identifying key considerations to minimise legal and compliance risks during redundancy processes.
  • Strategies for maintaining company morale and managing employee relations during periods of change.
  • Practical approaches to ensuring fair procedures and avoiding common pitfalls in Irish employment law.
  • The benefits and practicalities for both Employees and Employers engaging with an Outplacement provider

Who should attend?

Business Leaders, Senior Managers, Business Owners, HR Professionals and those tasked with the responsibility for managing change within their organisation.

Hosted By:

David Walsh, Director of Commercial Development | Osborne

With 23+ years’ working in recruitment, David Walsh is a highly experienced international recruitment professional with a proven track record of solving skills shortages for companies in Ireland and internationally. Partnering with government bodies, multinationals and indigenous SME’s, David has tailored bespoke solutions for all levels of assignment to solve their specialist recruitment needs. David has been Honorary Secretary of the Employment Recruitment Federation for the past 5 years.

Presented By:

Ayesha Thompson, Outplacement & Redundancy Programme Manager I Osborne

With over 20 years of experience in recruitment, Ayesha has built a career spanning multiple industries and sectors, specialising in the design and implementation of recruitment processes and interview procedures. Throughout her career, Ayesha has played a pivotal role in advising and coaching organisations on interview techniques while supporting candidates through career consulting and coaching.
As Osborne’s Outplacement and Redundancy Programme Manager, Ayesha supports individuals and organisations through periods of transition by delivering tailored outplacement services, offering guidance and resources to employees facing redundancy, while simultaneously collaborating with companies to ensure a smooth and strategic approach to workforce restructuring.

Michelle Mc Donagh, Chief Client Officer MSc. HR Strategies, Chartered MCIPD, PGDip Employment Law

Michelle is an experienced Human Resources and Employment Law practitioner. Advising and supporting a wide variety of organisations across the private, not for profit and public sector Michelle uses her expertise and strategic focus to analyse organisations and build a tailored HR model to support achievement of the organisational goals. Key areas of focus are organisational design, enhancing critical skills, leadership development and day to day practical Human Resources and Employment Law advice underpinned by a positive employee experience.

Don’t miss out –   Register Here today*

Feel free to share this invite with colleagues or peers who would have an interest in the topics being covered.
*Upon registration, participant details will be issued to both Osborne and Adare.

The Widening Gap Between Jobseekers and Employers Expectations Across Ireland in 2025

We have gathered insights into the latest hiring trends in Ireland, drawing from direct engagement with both jobseekers and employers across multiple sectors. According to our CEO Shona McManus ‘The workplace and employment landscape continues to evolve and change considerably, and we are noticing recently shifts and misalignments between candidate and employer behaviours, expectations and recruitment practices.’

Hybrid Work Demand and Salary Disparity Shape Jobseeker Decisions

Jobseeker expectations are at an all-time high, particularly regarding hybrid and remote work arrangements. A growing number of professionals are now refusing to engage with roles that do not offer flexibility. Alongside this, jobseekers are entering hiring processes with higher salary expectations, often not matched by employer budgets, leading to greater negotiation challenges and a higher risk of jobseeker drop-off during prolonged recruitment cycles.

Increase in Contract Roles and Challenges in Retention

There has been a marked rise in contract-based opportunities. However, retention concerns persist, with employers increasingly focused on sourcing jobseekers with long-term commitment potential. The trend of frequent job changes – with some jobseekers listing three to four roles over the past few years – has made longevity a key hiring criterion for employers. This pattern is further complicated by intensified competition, with employers and agencies alike having to tap into multiple jobseeker sourcing channels.

Public Sector Interest and Commuting Concerns Drive Career Moves

A surge of interest in public sector roles is being observed, primarily due to perceptions of job security. In addition, commute times are now a significant driver for job changes, with many jobseekers prioritising roles that offer shorter travel time or fully remote options.

Engineering and IT Roles Present Hiring Hurdles

While many permanent roles are being filled efficiently, niche sectors such as engineering, health & safety, and IT remain difficult to recruit for. Despite receiving a high volume of CVs in some sectors, consultants report that sourcing jobseekers with the right skills for technical roles is particularly challenging. Additionally, professionals from healthcare backgrounds are increasingly looking to transition away from shift work, creating placement challenges due to mismatched expectations.

Evolving Employer Behaviour and Market Pressures

Hiring processes are becoming more protracted, often with evolving job specifications mid-process. This uncertainty, combined with elongated interview timelines, is increasing the risk of losing top-tier jobseekers to faster-moving opportunities. Consultants also note a reluctance from some employers to clearly define role requirements from the outset. Speed of process was another topic noted by consultants where they noted that speed in all areas throughout the recruitment process makes a huge difference to both the jobseeker experience and the employer they are interviewing with.

‘A two-stage interview process with quick feedback after each interview makes all the difference, rather than waiting weeks for feedback from interviews.’ – Shane Hanrahan, Recruitment Team Lead (Recruitment Expert in Commercial Roles)

Rise in Demand for AI Expertise

There has been a noticeable increase in demand for jobseekers with experience or qualifications in artificial intelligence, not only within IT but also across manufacturing and life sciences sectors, marketing, accountancy and office administration. Employers are beginning to value AI capabilities as a strategic asset for the future workforce.

Application Volumes and Jobseeker Conduct

Application volumes are inconsistent, with some roles receiving no applications and others receiving large quantities. There has also been an increase in unqualified applicants, possibly due to jobseeker “spamming” using AI & manually. This has occurred in cases where recruitment consultants discovered candidates using AI tools to update their CV based on a role and it’s specifications with no evidence of the claimed experience during the screening process.

‘Employers have become more aware of candidates utilising AI to create CV’s, cover letters and profiles so if it is easy to see that a CV has been written by AI it can make employers cautious and/or less confident in the application.’ – Joanne Murray, Recruitment & Business Director (Recruitment Expert in Commercial Roles)

Consultants have reported instances of unprofessional behaviour such as interview no-shows and ghosting:

‘We feel that ghosting has become increasingly more popular with jobseekers over the last 6+ months. We’ve also seen an increase in jobseekers pulling out of interview last minute for several different reasons whether it be personal, they discussed it with their spouse and decided it’s not for them after all, or for other reasons.’ – Grainne O’Donnell, Principal Recruitment Consultant (Recruitment Expert in Warehouse & Industrial Roles)

About Osborne

Osborne is a Leading, International, Irish Owned, multi–Award-Winning Recruitment Consultancy with a reputation for Recruitment Excellence. Our expert team is driven by a culture of High Performance, High Commitment and High Quality, where we live and breathe our strong values of Excellence, Integrity, Collaboration, Care and Growth. Together, as One Team, we change people’s lives.

Offering Temporary, Contract, Permanent Recruitment, RPO, Managed Services and Bespoke Talent Solutions we partner with clients across a broad range of sectors from start-ups, SME’s, Irish indigenous firms, Government bodies to MNC’s, recruiting across the multiple specialisms.

Right Person, Right Job, No Compromise.

Navigating the Digital Revolution – The Role of AI in Shaping Future Business Strategy

In an era marked by economic volatility, geopolitical uncertainty, and exponential technological advancement, the need for agile and informed business leadership has never been greater. In Osborne’s recent webinar, “The Digital Revolution: AI and Business Strategy,” leading experts explored how artificial intelligence (AI) is reshaping the business landscape, the evolving skills required by leaders, and the practical implications for organisations and individuals alike.
This blog summarizes the key themes, insights, and actionable guidance from the webinar, hosted by Osborne CEO Shóna McManus, with guest speakers Professor Alan Smeaton (Emeritus Professor of Computing, DCU) and business strategist Miriam Simon.

1. The Current Landscape: Operating in a World of Chaos
Miriam Simon introduced a stark yet honest overview of the macro-environmental forces affecting business:
• Post-pandemic shifts: The anticipated post-COVID boom has been tempered by global conflict, interest rate hikes, and inflationary pressures.
• Climate instability: Unpredictable weather and energy costs are driving uncertainty.
• Digital noise and anxiety: The pervasive presence of AI, synthetic media, and algorithmic influence has led to increased consumer and organisational anxiety.
Miriam argues that we’ve transitioned from a VUCA world (Volatile, Uncertain, Complex, Ambiguous) to a state of full-blown CHAOS – where Complexity, Hubris, Anxiety, Orwellian influence, and Surprise dominate.

2. Key Macro Trends: Sustainability and Digitalisation
Two dominant macro trends are transforming business:
• Sustainability: Becoming a core lens through which operational and strategic decisions are viewed.
• Digitalisation: Rapid adoption of AI, wearable tech, mixed reality, and automation is redefining how organisations deliver value.
Miriam Simon stresses that we are already living through the Fourth Industrial Revolution, with AI and automation accelerating faster than any previous technological shift.

3. Leading Through the Noise: Strategy for Resilience
Miriam Simon shared actionable insights for business leaders to thrive in the chaos:
• Seek opportunity, not noise: What we focus on shapes what we see. Leaders must train themselves to identify opportunity in crisis.
• Act fast: Fast action is now replacing slow strategy. Flexibility and speed are competitive advantages.
• Be a moment of calm: In a noisy digital world, customers value clarity, authenticity, and reassurance more than ever.

4. The Workplace Impact: Hope or Threat?
A recent Osborne survey (based on 530 companies and 3,000+ candidates) reveals a mixed but largely optimistic view of AI:
• 51% of businesses see AI as a positive force; 45% remain unsure.
• 30% of candidates already use AI in their roles.
• 17% are concerned about potential job displacement.
Professor Smeaton addressed this candidly, noting that AI will change jobs more than replace them, especially in roles involving repetitive tasks like office administration. Automation should free humans for more creative, strategic, and interpersonal work—but only if upskilling efforts keep pace.

5. Practical Implications of AI for Business Leaders
Professor Alan Smeaton demystified the technical underpinnings of AI, particularly Generative AI and Large Language Models (LLMs). Key takeaways include:
• Generative AI creates new content by learning patterns from massive datasets (e.g. ChatGPT, Claude, Gemini).
• Training a model involves mapping vast amounts of data into a structured representation, enabling prediction and generation of relevant responses.
• Fine-tuning allows businesses to train AI models on proprietary data, enabling company-specific virtual assistants, FAQs, or customer service tools.
• Real-time updates are limited due to the computational architecture of LLMs, but retrieval augmented generation (RAG) can bridge this by incorporating current data during queries.

6. What’s Next? The Future of AI and Human Potential
As the capabilities of AI grow—now including reasoning, contextual memory, and even limited forms of deduction—the imperative for ethical and responsible deployment becomes urgent. Regulatory frameworks are emerging, but it will fall to business leaders to ensure AI augments rather than displaces human potential.
Looking ahead:
• Expect a transition from screen-based devices to wearables and mixed reality interfaces.
• Human-machine collaboration will deepen. Businesses that embrace AI ethically and strategically will outpace those that resist.

Business Leadership in the Age of Intelligence
AI is no longer an emerging trend—it is a core element of modern business strategy. To remain competitive, leaders must:
• Understand AI’s capabilities and limitations.
• Embed AI into business models in ways that enhance productivity and customer experience.
• Invest in people and training to ensure technology serves human potential, not the reverse.
As Miriam Simon aptly concluded, “Your customers are looking for calm. If your business can be the calm in the chaos, you’ll not only survive—you’ll thrive.”

Next Steps for Organisations
1. Audit your digital maturity – How ready is your organisation to adopt and integrate AI?
2. Educate and upskill – Invest in AI literacy at all levels, not just technical teams.
3. Explore ethical deployment – Review frameworks such as the EU AI Act and consider how to align with best practices.
4. Engage with partners – Work with experts to co-develop use cases and fine-tuned models

Osborne Annual Company Conference & Awards Ceremony

We had an absolutely amazing day for our annual company conference last month when our entire team came together from across Ireland and Canada to celebrate a great year and plan for the year ahead.

This year, the Osborne Oscars took a unique twist as we “set sail” aboard the stunning MV Cill Airne, Dublin’s iconic boat restaurant. The event is truly a highlight in our social calendar, as we celebrated our Annual Osborne Oscars Awards — an event that recognizes outstanding team members, nominated by their peers, for their dedication and commitment to #RecruitmentExcellence throughout the year.

It was the perfect way to kick off the year ahead — coming together as one team, celebrating our achievements, and gearing up to continue making a difference and #ChangingLives in 2025.

Here’s to another exciting year ahead!

#RecruitmentExcellence #Osborne  #SailingIntoSuccess 

New Year, New Career: How to Prepare for Your Next Step In January 2025

As the new year begins, January is the perfect time to reflect, reset, and plan for the next step in your career journey. Whether you’re aiming for a promotion, switching industries, or searching for a completely new role, the start of 2025 presents a fresh opportunity to position yourself for success. The job market is dynamic and competitive, so preparation is key to standing out. Here are practical steps to help you navigate your career ambitions in January and make your professional goals a reality.

Reflect on Your Career So Far

Before setting your sights on the future, take stock of where you are now. Reflect on the successes, challenges, and lessons learned in your current role. Ask yourself:

• What achievements am I most proud of?
• What skills have I developed?
• Where do I feel stuck, and what can I change?

Creating a timeline of your career highlights and identifying areas for growth will give you clarity about the next logical step. Journaling or talking to a mentor can help you frame these reflections positively and constructively.

Set SMART Career Goals

The next step is to set clear, actionable goals. A vague resolution like “find a better job” isn’t enough. Instead, apply the SMART criteria:

• Specific: Define exactly what you want to achieve (e.g., a project manager role in the tech sector).
• Measurable: How will you track progress? (e.g., send five job applications per week).
• Achievable: Set goals you can realistically accomplish within the timeframe.
• Relevant: Ensure your goals align with your long-term career vision.
• Time-bound: Create a timeline for achieving milestones (e.g., secure interviews by March).

Writing down your goals makes them tangible and easier to follow.

Update Your CV and LinkedIn Profile

Your CV and LinkedIn profile act as your professional shopfront, so they need to shine. In January, spend time polishing these crucial tools:

• Tailor your CV to reflect recent achievements and quantifiable results (e.g., “increased sales by 20% in 2024”).
• Use strong action verbs, like “led”, “achieved”, and “implemented”.
• Ensure your LinkedIn profile is current, with a professional photo, an updated summary, and keywords relevant to your target role.
• Seek endorsements and recommendations to bolster credibility.

Identify and Bridge Your Skills Gaps

The job market continues to evolve, and employers are increasingly looking for specific skill sets. Research the requirements for your desired roles and identify any gaps in your skillset. January is an excellent time to commit to professional development:

• Enrol in relevant courses or workshops, either online (e.g., LinkedIn Learning, Coursera) or in person.
• Brush up on technical skills, software, or certifications essential for your industry.
• Consider soft skills such as leadership, communication, and time management, which are equally valuable.

By proactively improving your skills, you’ll demonstrate initiative and readiness for the next step.

Build and Leverage Your Network

Networking is one of the most powerful tools for career advancement. Begin January by reconnecting with old contacts and making new ones:

• Attend industry events, webinars, or local career fairs.
• Reach out to colleagues, mentors, or acquaintances for coffee chats or virtual meetings.
• Join professional associations or online communities related to your target field.

Remember, networking isn’t just about asking for opportunities—it’s about building relationships and offering value in return.

Prepare to Stand Out in Interviews

If changing jobs is on your agenda, strong interview performance will be critical. Practice is key, so spend January honing your interview technique:

• Prepare answers to common interview questions using the STAR method (Situation, Task, Action, Result).
• Research your target companies to understand their values, culture, and challenges.
• Record yourself answering questions or practice with a trusted friend.
• Be ready to articulate your unique value proposition—what makes you the ideal candidate.

Confidence comes from preparation, so take the time now to perfect your approach.

Stay Informed and Inspired

Staying ahead in your career requires keeping up with industry trends and learning from others. Throughout January:

• Subscribe to industry publications, blogs, or podcasts.
• Follow leaders and influencers in your target sector on LinkedIn.
• Read success stories to stay motivated and gain fresh perspectives.

Knowledge will not only help you impress potential employers but will also empower you to make strategic career moves.

January is more than just the start of a new year—it’s a fresh chapter filled with possibilities. By reflecting, setting goals, improving your skills, and expanding your network, you can position yourself for a fulfilling and successful career move in 2025. Remember, progress happens one step at a time, and preparation is the key to unlocking your potential.
Start today. The career you want is waiting for you.

Ready to make 2025 the year of your career transformation? Share your career goals for the year in the comments or connect with us for more personalised tips and advice!

Osborne Final Talent Series Webinar of 2024

This week marked the final of Osborne’s Talent Series webinars for 2024, featuring an insightful and action-packed session centred on our Recruitment, Skills, and Market Trends report. Hosted by Osborne CEO and Owner, Shóna McManus, alongside Joanne Murray, Recruitment and Business Director, and Marsha O’Sullivan, Director of Client Services, the webinar delivered invaluable insights into the dynamic shifts shaping today’s talent and recruitment landscape.

The past year has been a whirlwind of change, with recruitment trends influenced by rising costs, economic uncertainty, and global geopolitical events. These factors are reshaping how businesses operate, fostering caution as organisations navigate the challenges of full employment, fluctuating rates, and pivotal elections in Ireland and the United States.

Key Challenges in Focus:

  • Rising Costs & Skills Shortages: Organisations are grappling with immediate financial pressures while aiming to sustain long-term growth.
  • Strategic Hiring: Despite economic challenges, many businesses are expanding teams in Q4 2024, albeit with a more measured approach.

Drawing insights from over 200 organisations across industries, our Recruitment, Skills, and Market Trends report offered a comprehensive regional breakdown of the latest trends where attendees gained valuable insights to help them tackle today’s recruitment and business complexities and position their businesses for success in 2025 and beyond.

Stay tuned for more info on our first Talent Series Webinar of 2025 – Coming Soon!

Osborne Win at the ERF Awards Best in Practice : Office & Secretarial

Celebrating Excellence: Winning Best in Practice at the ERF Awards for the 6th Time!

We’re over the moon to announce that we’ve been named Best in Practice: Office & Secretarial at the Employment & Recruitment Federation (ERF) Awards held at the Shelbourne Hotel last Friday night! 🎉 This incredible achievement marks the 6th time we’ve proudly brought home this prestigious award, and we couldn’t be prouder of our team and their unwavering commitment to excellence.

Winning this award is especially meaningful as it celebrates our passion and dedication to the Office & Secretarial sector—a field we’ve been specialising in since 1996. Over the years, we’ve cultivated a deep understanding of this sector, working tirelessly to innovate, attract top talent, and ensure that we consistently deliver Recruitment Excellence.

For us, recruitment goes far beyond simply filling roles. It’s about empowering candidates to achieve their career goals, strengthening partnerships with both clients and candidates and connecting top talent with leading employers across Ireland.

This award is a testament to our dedicated team, who go above and beyond every single day.

We were also thrilled to be shortlisted in the Accountancy and Finance category this year, further highlighting the breadth of our expertise and the high standards we set across multiple sectors.

A massive thank you to Geraldine King, her outstanding team, the judges, and the event sponsors for organising such a fantastic evening of celebration and recognition.

Here’s to many more years of fostering growth, innovation, and excellence in recruitment! 🥂

#RecruitmentExcellence #ERFAwards2023 #OfficeAndSecretarial #WinningTeam

Why Temporary Staffing Could Be the Perfect Solution for Your Business

In today’s dynamic business environment, finding the right staffing solution can make or break your company’s efficiency and productivity. Whether you need to bridge seasonal gaps, respond to worker shortages, or tackle a one-off project, temporary or fixed-term professionals might be the key to unlocking greater flexibility and efficiency in your organisation.

Below, we explore when and why hiring temporary employees could be the right move for your business.

The Right Talent at the Right Time

Temporary staffing offers unparalleled flexibility, enabling businesses to quickly fill critical roles. Unlike the sometimes lengthy process of hiring permanent employees, temporary hires can be brought on board swiftly, ensuring minimal disruption to your operations. Whether it’s meeting seasonal peaks, covering unexpected absences, or scaling up for a high-demand project, temp employees provide a timely and efficient solution.

Crucially, hiring temporary workers allows companies to avoid the risks of overstaffing once the work is complete. This adaptability is especially valuable in industries where demand fluctuates unpredictably.

Flexibility in Workforce Management

Temporary-to-permanent (temp-to-perm) hiring offers businesses a scalable approach to workforce management. This model is ideal for organisations experiencing fluctuating demand, such as those with seasonal sales peaks or project-based workloads.

Temp-to-perm hiring enables businesses to “test the waters” with candidates. If a temporary worker excels in their role and proves to be a good cultural fit, the company can transition them into a permanent position. This strategy ensures that permanent hires are well-aligned with business needs, reducing turnover and maximising productivity.

 

Faster Hiring, Quicker Results

In the fast-paced world of recruitment, time is often of the essence. Temporary hiring is an efficient way to meet urgent staffing needs. At Osborne we maintain a large pool of skills tested, pre-vetted candidates, meaning organisations can quickly access skilled professionals when they need it most.

Temp employees are often ready to start immediately, streamlining onboarding and ensuring minimal downtime. Additionally, since many of these professionals are pre-screened, businesses can skip initial vetting stages like background checks and interviews.

Matching Skills to Specific Needs

Temporary staffing also allows companies to tap into specialized skill sets for short-term projects. Whether it’s IT expertise for a tech upgrade, a creative professional for a marketing campaign, or operational support during peak periods, temporary hires can fill these gaps with precision.

For businesses, this means greater efficiency in matching the right talent to the right job. When these specialists prove indispensable, transitioning them into permanent roles ensures the company retains their expertise for future needs.

Navigating Uncertainty with Flexibility

With rising costs a key issue for organisations in 2024, the decision to commit to long-term staffing can be tough. Temporary hires offer a middle ground, allowing companies to scale up their workforce without permanent obligations.

If circumstances improve, these workers can be offered full-time roles. If not, the temporary arrangement allows for easy scaling back without the legal and financial complexities of permanent staff redundancies.

Need Temporary Staff?

Temporary or fixed-term professionals provide businesses with the agility they need to stay competitive. From filling immediate gaps to evaluating talent for permanent roles, temporary staffing is a cost-effective and flexible solution that supports both short-term gains and long-term workforce strategies.

If your business is ready to discuss the advantages of temporary staffing, contact Osborne today using the link below.

Osborne Seasonal Staffing