recruitment agencies ireland

Trusted Recruitment Agencies in Ireland

How do you find trusted recruitment agencies in Ireland? You take a hard look at their values. RecruitmentPlus was founded on putting people first. We are Customer-Centric. Our Managing Director – Anne Fanthom – looked back on our company history and shared the reason she established her own recruitment agency all those years ago:

“Having worked in recruitment in the UK for ten years, I returned to Dublin. After spending two years at home with my young daughter, I ventured back into the world of recruitment with a large firm in the city centre. However, I found my values were changing. For me, people are at the heart of recruitment. It’s not just a numbers game.

I knew something had to change. So, in 1999, I took a leap of faith. Keeping my core values foremost in my mind, I established RecruitmentPlus as a niche, specialist agency. Over 20 years later, candidate and client needs are still at the forefront of everything we do.”



We are a leading provider of recruitment solutions. We work with some of Ireland’s leading organisations to develop, implement and manage their talent acquisition strategies.

We are a service-based business. We want to take some stress away from our clients. We want to save their valuable time. We first meet with our clients to understand their business, professional needs and expectations. We do our best to understand our client’s company culture. This way, we can find someone who will fit in seamlessly with what makes our client’s company special. Our goal is not just about finding candidates; it’s about finding the ideal candidate for each vacancy.



We believe in finding the best talent for each role; not just meeting quotas or filling positions as quickly as possible. Our approach is based on providing candidates with an excellent experience from start to finish, ensuring that they have a fulfilling career in their new organisation and that clients get the best possible return on investment.

Our director – Hazel Whelan – gave us an example of why she goes out of her way to meet her candidates:

“Technology has changed drastically throughout the years, but no matter how much it advances, you will never replace intuition or empathy with a CV scanning app. This is why I always meet my candidates. One interview that sticks out in my mind was a woman who was home for Christmas for four days. So I went to Dublin airport and met her for a coffee on Stephen’s Day hours before her flight took off to New York. She got the job. She’s back in Ireland with her family. I was part of making that happen.”


The Process

Matching candidates to roles is a complex process. It relies not only on experience and in-depth market knowledge, but it also demands intuition, empathy and often lateral thinking to get the best possible outcome, something no computer algorithm can deliver.

Our recruitment process can only work once we have learned everything we can about our client’s business and our candidate’s career goals. There are definitely apps out there that can match keywords from a job spec to keywords from a CV… but to us, that isn’t recruitment and it certainly isn’t customer-centric.

The customer-centric approach is a guiding principle for the way we do business as one of the most trusted recruitment agencies in Ireland. We are committed to understanding, meeting and exceeding the needs of our customers and candidates.

To apply for a job, please click here.

To learn more about RecruitmentPlus, please click here.

To connect with Anne Fanthom, Managing Director quoted above, please click here.

To connect with Hazel Whelan, Director also quoted above, please click here

Christmas 2021

Best Wishes for a Wonderful Christmas and a Happy New Year

RecruitmentPlus will be open and operating as usual through Thursday 23rd December at 1pm. Our offices will then be closed until we re-open at 10am on Tuesday 4th January 2022. In case of emergency or urgent queries, you can contact Anne Fanthom on 086 831 4668.

We hope you are winding down after another very strange year with your sights on what’s in store for you in 2022.

Please see a selection of our best advice blogs from 2021 below. We hope they give you some business inspiration for the New Year. We look forward to working with you again then!


The Hybrid Working Model

Advice on the National Remote Working Strategy

8 Silver Linings of Working from Home

Recruitment Trends 2021

The Hybrid Working Model

Change is on the horizon. As we begin to slowly come out of an incredibly challenging fourteen months, some significant changes are occurring in the way in which we work, not only in Ireland but globally. I’m sure we could all do without reliving the past with businesses being forced to either shut or drastically change all aspects of the day to day running of their processes, workforce, IT and more. 


The doors closed on physical businesses and employees across the country were faced with adjusting to remote working, perhaps for the first time. It was unfathomable to most of us. Surprisingly, many started to embrace this new way of working and living. Not only were employees’ minds changed about working from home but employers started to see the benefits of having a fully remote team. 


Referring to the Remote Working Strategy initiative documents released by the Department of Trade, Enterprise and Employment, 94% of people asked in a survey voiced that they would like options to work from home after the pandemic. The strategy’s main action is to mandate that home and remote work should be the norm for 20% of public sector employment. 


Three Pillars for The National Remote Working Strategy 


One main objective of the initiative is to ensure that remote working is a permanent feature in the Irish Workplace. 


Pillar One: Create a Conducive Environment

Pillar Two: Develop and Leverage Remote Working Infrastructure

Pillar Three: Build a Remote Work Policy and Guidance Framework


Find out more information about the National Remote Working Strategy

Companies Are Starting to Embrace Change  


It seems as though we are on our way to this new hybrid working model with some companies such as BOI already publicly announcing their plans. 


BOI is offering their staff much more flexibility in how and where they work. 


“This working model will allow colleagues to work from a combination of home and central office locations, and will also offer colleagues access to a network of 11 remote working hubs by the end of 2021.” – BOI website


Bank of Ireland goes on to say that this new hybrid working model will allow workers to have not only greater flexibility but also reduced time spent commuting and a more positive work-life balance. 


Benefits of Hybrid Working 


Work-Life Balance 


A common grievance among employees is not having a healthy work-life balance. Long commutes every day can add on several hours to the workday, leaving little time to spend on personal activities throughout the workweek. 




Providing employees with options as to how they work will give them more flexibility. It will allow employees to make personal plans and structure their workweek in a way that suits themselves and/or their family. 




Having a more flexible and less rigid workweek can improve employee morale and therefore boost productivity. 




A very appealing benefit of the hybrid working model is that it can be a cost-effective option for both employees and employers. Employees will have reduced commuting costs as well as other costs such as lunches. Employers will have fewer overheads with fewer people in the office. 


Wider Talent Reach 


With no restrictions on geographical location, employers have a wider reach when it comes to recruiting new staff. 


Challenges of The Hybrid Working Model  


Although there are many benefits of this new way of working, it is understandable that there are some concerns. Managing both remote and in-house staff may take some careful planning and consideration especially regarding collaboration and IT requirements to ensure that there is cohesive and streamlined communication among the company as a whole. 


It will be up to employers to guarantee that the best processes possible are put in place to support employee welfare, motivation and productivity. 




Many companies have started to embrace the new hybrid working model and many more will follow. Time will tell the full advantages and challenges they will face. However, it could overall have a highly positive impact on the Irish workforce. 


It is unclear as to whether such an initiative or model would materialise had the pandemic not forced businesses globally to reevaluate everything. Perhaps it will show itself to be one of the few silver linings. 


Are you an employer looking for resources to support your staff? Here are some articles you may find useful: 


8 Silver Linings of Working From Home

Supporting Field-Based Workers

Supporting Employees Remotely


Advice on the National Remote Working Strategy


We all breathed a sigh of relief at the announcement that Level 5 restrictions have been eased somewhat across the country. It was a welcomed piece of good news that I think we all can admit, couldn’t have come too soon. Although we still have some way to go, it has certainly instilled hope that there are better days ahead and that this is the beginning. At Recruitment Plus, we are seeing a steady pick up in recruitment trends.


As employers, this might be news you are waiting to hear in order to start planning for the remainder of the year. You may have started to think again about adding to your headcount.


Have you considered how you will accommodate the government’s recently launched “Remote Working Strategy”? An initiative that, without COVID, would have taken decades to implement and has now been propelled into the forefront of every industry across Ireland.


Whether you’ve read the strategy document yet or not, you probably have questions about how this will affect your workforce structure, recruitment plans and just about every other aspect of recruiting and managing staff.

Here are some of the main takeaways from the Remote Working Strategy document to equip you with the knowledge to take your next steps.


National Remote Working Strategy

Main actions that will be taken by the Department of Trade, Enterprise and Employment:

  • “Mandating that home and remote work should be the norm for 20 per cent of public sector employment
  • Reviewing the treatment of remote working for the purposes of tax and expenditure in the next Budget
  • Mapping and investing in a network of remote working hubs across Ireland
  • Legislating for the right to request remote working
  • Developing a code of practice for the right to disconnect
  • Doing what we can to accelerate the provision of high-speed broadband to all parts of Ireland”


Interesting Statistic Regarding Employee Attitudes & Remote Working

According to research carried out in October 2020, 94% of those who partook in the survey said that they would like to work remotely after the pandemic. This was an  increase of 10% on results from a similar survey carried out the previous May.


Three Pillars for the Remote Working Strategy

 As stated in the strategy, the initiative will be broken down into three pillars with one main objective “Ensure Remote Work is a Permanent Feature in the Irish Workplace


Pillar One: Create a Conducive Environment

Pillar Two: Develop and Leverage Remote Working Infrastructure

Pillar Three: Build a Remote Work Policy and Guidance Framework


Resources for Employers

So, what should employers be doing to prepare?  Knowledge is power. Take a look at the full strategy document and the remote working checklist for employers below to have a better understanding of what to expect.

It will also allow you to put in place policies and strategies to facilitate employee needs and future rights.


National Remote Work Strategy

Government of Ireland Remote Working Checklist for Employers


 Recruitment Plus’ Promise & Your Next Steps


Recruitment Plus has a strong track record in finding flexible solutions for clients and candidates. Our positive approach to Remote Working will be no different. We believe that this flexibility will only expand the pool of talent beyond candidates that traditionally would be more fixed on location.

What you choose to do now will directly affect your workforce structure in the third and fourth quarters of this year.

Contact our office to find out more about how the Remote Working Strategy will affect your business. We will find the best possible solution and provide you with the knowledge and assurance for smooth recruitment moving forward.



01 2788610


042 9356910


Supporting Remote Employees


Here are some of our most popular reads which you may find useful in further supporting your employees.

8 Silver Linings of Working From Home

Supporting Field-Based Workers

Supporting Employees Remotely



Supporting Employees Remotely


Supporting Employees Remotely

There is no denying that we’ve all experienced both professional and personal challenges this year. Continued ambiguity hangs like a cloud over our heads. Providing adequate support, having a proactive approach and ensuring the correct procedures and plans are in place, no matter what happens, is going to be vital to ensure overall employee well-being and business success. Whether you are looking to hire new team members or looking for ways to support and encourage your existing employees, keep reading.


Does the thought of hiring new staff in 2020 make you a tad anxious? It’s understandable. Most companies have a tried and tested onboarding process which HR and employers are used to and are confident in implementing. Onboarding is a vital stage of the recruitment process which shouldn’t be overlooked. Onboarding remote staff doesn’t mean that hiring new employees remotely can’t run just as smoothly as before. Here are some ways that you can make the process a little easier.

Welcome Your New Employees

Make new employees feel welcome even before they start. Send an email introducing the new team member to the rest of the company, encouraging them to say hello. It can be a daunting experience starting a new position, so breaking the ice before they start can be a positive gesture. Suggest 1:1 Zoom or team calls with the new employees closest working colleagues so they get to make a connection with them initially.

Share Essential Information

Here is a list of some important material that you should share with your new team member. We recommend using a file-sharing tool such as Dropbox or Google Drive.

  • Usernames and passwords
  • New email login
  • Communication tools
  • Documents (how-tos)
  • Company staff contact sheet
  • Company policies

It is going to be more difficult for new staff to ask questions remotely, so be comprehensive in the information you provide to them.

Tech Set-Up

It may be tempting to skip or hurry in aspects of the onboarding process to save time. Make sure that technology set up for new staff is not one area you skip. Valuable time could be lost if new staff aren’t properly trained to use the essential tools and technology required. Whether it is you or a tech support employee, make sure to allocate time to run through all the technology needed to fulfil the job.

Outline Clear Objectives and Goals

It has been proven that it takes 90 days for a new employee to learn the “ins and outs” of a company. Take this time to set clear objectives and goals which can be monitored. Having clear communication about expectations will help your new employee stay on track and feel supported.

Provide an Open Channel for Communication

Create a community environment, even when your staff are working remotely. Using tools such as Slack or Asana can help all staff feel connected. Be sure that new employees are aware of how they can contact their line manager or fellow employees, this is vital particularly in the early days in their new position.


As employers, we must always be thinking about our staff’s well-being. Happy, motivated and focused staff are what keep businesses going. We all know this year has been tough. Showing your staff that you understand and that you care about them is going to boost morale as they’re going to feel supported. Here are some ways to continue to keep staff motivated.

Proactive Adaptability

As employers, you need to be ready for whatever is thrown at you. With forever changing restrictions and guidelines, it is vital that a business is seen to be rolling with the punches and doing whatever is necessary to adapt. Keep employee trust and faith by using a proactive and communicative approach – no matter what.

Stay Connected

Ensure there are open channels of communication with the entire team. It can be easy for staff to feel disconnected as they’re not physically in the office. There are many platforms available that are specifically for team management. A popular option is Slack which allows you to have different “channels”. Each channel can be for a different topic such as a project update or something more casual so that all staff has somewhere to go to chat.

Be Sensitive & Understanding

All employees are without a doubt going through their own experiences and challenges. Showing compassion and patience to all staff will help to improve overall morale and well-being. It may also boost motivation and overall job satisfaction if your employees feel supported.


Create clear and obtainable goals for each employee. These goals should be tracked and monitored weekly. This will not only keep staff motivated and focused, but it will also provide them with a sense of achievement. Without clear task intention, employees may lose their drive and interest which are both so important to keep a business going.

Suggestion Box

Why not create an anonymous suggestion box? There are free online tools that you can use to facilitate this. Not all employees are outspoken or confident enough to bring up issues and woes. This is a perfect way to not only show your staff you care but to also improve in areas that are needed.


A happy and supported workforce will only benefit the company and helps to create a great reputation as somewhere that employees are listened to and respected.


Do you need 2020 recruitment advice? Contact our offices here.

Rethinking Redundancy

Redundancy: it’s a situation you never thought you’d face, yet living in unprecedented times leads to circumstances you could not have previously imagined. While being made redundant may feel like a blow to your ego, it’s important to remember that it’s the job being made redundant. Economies ebb and flow and so does the job market. As the old saying goes, when one door closes; another opens. In fact, in the future, you may look on the day you were made redundant as the day you started to forge your own path.


It’s all well and good talking about the future, but even with the promise that things will get better, the sting of redundancy hurts. And it hurts NOW. Below are some immediate steps you can take to ease your transition from your old road to your new path.


  1. Go easy on yourself! Familiarise yourself with the Kübler-Ross change curve (pictured below). That “sting” you’re feeling? It’s most likely shock and it’s completely normal to feel that way. Being aware of your feelings during this time will help you keep a clear head. If you can predict your reactions to this big change in your life, you’ll be able to adapt more easily.



  1. Use this as an opportunity for training and personal development. Are you interested in a different industry than the one you recently left? Perhaps you were in the same role for a long period and want to study up on advances in that area. Going forward, you don’t want to settle for just being competent in your career; you will want to excel in it. Actively pursuing training and development ensures that your knowledge and skills are always relevant. There are many courses available online and across Ireland to brush up on your skills and indeed learn new ones.


  1. Take up a new hobby so work doesn’t define you, or perhaps revisit an old hobby. Our time in lockdown reminded us that having a well-rounded life is important and a real boost to our mental health. In the same vein as personal development, there are courses for a range of hobbies available online. Lose yourself in the latest best-seller; dust off the acoustic guitar; learn a few phrases in a foreign language. Remember that you are more than your job and taking time for yourself to enjoy your favourite pastime is time well spent.



  1. Work on your narrative. You want to forge your own path? Then you need to start by telling your story in your own words. Before long, you will be interviewing for a new job and you will want to be able to showcase what you enjoyed in your last role, what you learned in your last role, and what you want now. Beyond traditional interviewing, you will also want to take advantage of your own personal network. Does your best friend’s brother work at your dream company? Take this time to perfect your “elevator pitch”. Before you can get what you want, you need to know how to ask for what you want.



  1. Take control. Create an action plan and set goals. Update your CV. Decide on how many job applications you will send per day and make sure you send them. Check in with 3 new contacts per week. Keep on top of your LinkedIn profile. Has your old company included an outplacement service with your redundancy package? Take advantage of that service. Be proactive and work with your outplacement co-ordinator.

One day soon, you’re going to look back on this period of your life and be so glad that you never gave up. You may be in a new job or a different career altogether and realise that, while redundancy is a difficult thing to face, this was a turning point in your life. It forced you to take stock of who you are and build a version of yourself based on your own personal values. Change, while unnerving, is an invitation to opportunity. Before today, you were sitting in the passenger’s seat, being driven down a road you were familiar with, but it wasn’t a route of your choosing. Take this time to identify your values, take the wheel, and forge your own path.


Click here for more information on Proactive Outplacement.

The New Normal

On Friday 1st May our Taoiseach, Leo Varadkar, announced a 5-phase plan which has given the nation hope and a focus for the coming months.

However, from a work perspective, the majority of employees can expect to work from home for the foreseeable future. So, is working from home the new normal? This type of work is presenting its own issues and challenges for employees. At RecruitmentPlus, our employees have had the option to work from home 1-2 days per week for over a decade and currently all of our employees have been working from home since 16th March. Using this experience, we want to share some of our ideas and top tips that might help you in your new daily working from home routine.

We’ve found the following works best for our team:

  • Agree core hours each day and learn to switch off after your finish time by turning your phone either to silent or off.
  • Create a daily To Do List so you can look back on what you accomplished for the day.
  • Aim to get some daily exercise. Whether it’s a short stroll in the morning, an online yoga class at lunchtime or a more physical workout, daily movement will help clear the head.
  • Arrange a virtual face-to-face meeting. Zoom meetings with teams or a one on one FaceTime with a work colleague help us to stay in touch with one another and to remind us that our colleagues are also trying to come to terms with this new working from home practice.
  • Find your own space to be able to concentrate on your work without interruptions. You’ll find you will be far more productive and your family will learn to understand not to interrupt your new working day.
  • Dress for work each day. Whilst it may be tempting to wear your comfy PJ’s and slippers all day, recent surveys agree that dressing each day does make for a more structured and work orientated mind-set.  Keep it casual if you prefer, but leave the PJ’s in the bedroom.


RecruitmentPlus celebrated 20 years in business in 2019 and was awarded Great Place to Work along with Best SME Louth 2020 and we’re still open for business, albeit working remotely to safeguard our employees and adhere to government guidelines.

We have vacancies across Dublin and the North-East so please continue to reach out to us on 01 2788610 or 0429356910.  Alternatively you can contact us on or

I’d like to say Thank You to our clients and our candidates (Temp, Contract and Perm) for your ongoing support.  A very special heartfelt Thank You to all our front-line and essential workers for the amazing job they are doing on behalf of the whole country in our fight to beat the Coronavirus.

Let’s continue to work together to beat this pandemic and demonstrate to other nations that Ireland will continue to adhere to C19 guidelines and we will soon “reopen for business” and work together to get our economy back on track.

In This Together

Slowly but surely Ireland has been winning the battle against Covid-19 with new daily cases of the virus peaking in mid month and declining since, and with the mortality rate declining slightly according to latest figures, we can all hope for a very gradual transition over the coming months to something like the sort of social interaction and work scenarios that existed prior to this disease.

It will take all of our continued support to get to this position and we salute the HSE and medical scientific community in Ireland in their ongoing fight on our behalf.

So come on Ireland, let’s show our neighbouring countries that we’ve the determination and the resilience to fight this virus by continuing to respect social distancing and by staying home.

Recruitment Plus is proud to be supporting our clients in the healthcare sector by working tirelessly to source Temporary Front-line Healthcare Assistants who can offer immediate support during this crisis.  If you are interested in joining the fight against Covid-19, contact RecruitmentPlus today on 01 2788610 or email or

COVID-19 Update

These are unprecedented times for businesses in Ireland. Because of the current COVID-19 situation, our employees have all been set up to work from home since Monday 16th March. We will continue this work from home scheme as requested by the government and we are keeping an eye on this constantly evolving situation. Our number one priority is the health of our employees and in turn their families and the wider community.


We are available by phone and email as usual. Our main and direct dial phone lines will revert to employee mobiles during working hours and all employees can log in remotely. We are committed to keeping continuity of service for our clients and candidates.


Beyond business as usual, we are happy to lend our expertise where we can. As a recruitment agency who has been in business for over 20 years and recently recognized as a Best Workplace, we have a huge array of industry knowledge to help employees and business owners at this time. So, if we can assist in any way, please don’t hesitate to contact us on 01 2788610 or mobile 0868314668. Everyone in Ireland is trying to figure out how to best manage their employment or business right now. And we all work better together.


Our Minister for Health Simon Harris has stated the next 7 days are critical in the fight against the spread of the coronavirus. Let’s all continue to take the necessary steps to protect ourselves, our families and the greater community.


As the old Irish proverb says “Ní neart go cur le chéile”.



Anne Fanthom

Managing Director

Tel 01 2788610

Mobile 0834246691

Great Place To Work

Great Place to Work 2020 Picture Conor McCabe Photography.

RecruitmentPlus Named as One of the Best Workplaces in Ireland

We are delighted to announce that we have been officially recognised as one of the Best Workplaces in Ireland in 2020. The annual Great Place to Work, Best Workplaces in Ireland awards, took place in the Clayton Hotel on Burlington Road, Dublin on Wednesday 26th February 2020. This is our first year to be named as a top Irish workplace, which is assessed through Great Place to Work’s robust ‘Trust Index©’ employee survey and a thorough ‘Culture Audit©’ assessment of their policies and practices.

We were ranked as the 14th best small workplace in Ireland.

In attendance on the evening were Anne-Marie Wallace, Bernice Brennan, Hazel Whelan, Lorna Ward, Zuzana Foley and Managing Director Anne Fanthom who says, “Thanks to all our colleagues, candidates and clients for their good wishes on our Great Places to Work achievement.  The team are thrilled and reaching 14th place out of 37 in our first year of entry is a huge accolade.”


About Great Place to Work® and the Assessment Process

The key defining feature of a great workplace is the level of trust that exists within it. From an employee’s viewpoint, the definition of a great workplace is one where you trust the people you work with, you have great pride in what you do, and you enjoy the people you work with. The Great Place to Work Institute assesses the policies and practices in place in organisations under nine key areas: Inspiring, Speaking, Listening, Caring, Developing, Thanking, Hiring, Celebrating, and Sharing. They then benchmark these practices against other organisations in that country. The second key component of the assessment is an anonymous Trust Index survey that gathers the perceptions of employees under five dimensions: Credibility, Respect, Fairness, Pride, and Camaraderie. Finally, there is an in-depth qualitative analysis of open-ended comments from employees.