Job market overview
In 2024, Ireland’s labour market demonstrated robust growth, with the number of people employed reaching a new record high of 2.8 million, meaning almost three-quarters of Ireland’s working-age population is in active employment.
In this tight recruitment market, employers who have knowledge of the most sought-after professionals can create achievable hiring timelines and develop competitive employment offerings to successfully attract and retain top talent. In this article, you will discover the most in-demand professionals, based on an examination of searches made by employers and recruitment agencies in TalentBank, the Jobs.ie CV database. We have also analysed job posting data to uncover the most commonly posted jobs in several key sectors, such as Hospitality, Customer Service, and Retail.
TalentBank searches by recruiters 2024 vs 2023
As well as posting their jobs on Jobs.ie, many employers and recruiters actively use TalentBank, the Jobs.ie CV database with over 1.4 million candidates, to source and connect with potential talent. Consistent application growth experienced on the platform this year reflects a growing reliance on direct sourcing strategies by employers and recruitment agencies.
A comparison of top TalentBank searches in 2024 and 2023 reveals shifting priorities in Ireland’s job market. While Mechanics, Chefs, and Sales roles dominated 2024, Chefs, Nurses, and Accountants led in 2023. Notably, roles like Healthcare Assistant and Assistant Manager rose in demand in 2024, reflecting evolving employer needs. An analysis of these searches offers valuable insights into the evolving priorities of Ireland’s employers.
Most in-demand professionals
Data insights
The top in-demand roles of 2024 highlight the continued recovery and growth in customer-facing industries, with Customer Assistants and Field Sales Agents leading the list. The prominence of roles like Chef de Partie, Receptionists, and Food & Beverage Assistants underscores the hospitality sector’s need for skilled, adaptable talent. Similarly, positions such as Supervisors and Assistant Store Managers reflect a focus on leadership and operational efficiency to navigate competitive markets. These roles emphasise the importance of delivering exceptional customer experiences across retail, hospitality, and service industries.
Emerging trends show an increasing demand for specialised and leadership roles, with Hub Leaders topping the list as logistics and supply chain optimisation take centre stage. Positions like Field Sales Agents and Sales Operations Assistants illustrate the growing emphasis on enhancing sales processes, while roles such as EHS Specialists and Lead Maintenance Technicians reflect priorities in compliance, safety, and sustainability.
Talent attraction & recruitment considerations
Any organisaton’s success largely depends on the talent quality it attracts and recruiters. Therefore, it is essential to carefully consider the strategies and tactics employed to attract and recruit top talent. By doing so, you an ensure that your organisation has the best possible team to achieve its goals.
Here are five key considerations for recruiters:
Talent offerings & competitive benefits: With high numbers of people in work in Ireland and skills shortages persisting in many sectors, recruiters need to re-evaluate their talent offerings to gain the skilled talent their company needs. This can involve enhancing benefits packages, offering flexible work arrangements, providing opportunities for professional development and growth, and more. Offering clear career progression paths with opportunities for promotions and upward mobility within the organisation is a straightforward way to promote long-term employee retention.
Employee retention: Employees who have a positive experience at work tend to speak highly of the business, which can attract more talent. Understanding employees’ experience starts with having supportive management teams who lead transparently and listen actively to feedback. Business owners, managers, and HR professionals must clearly understand why employees will stay with their business and why they might leave.
Modern work environment: As a recruiters, you can attract prospective candidates by highlighting your commitment to technological innovation and a modern work environment. Additionally, promoting a work culture of continuous improvement and innovation makes your workplace ideal for those eager to be part of a progressive and dynamic organisation.
Time to hire: Recruiting the best candidates of a job is a crucial, but lengthy and over-complicated hiring process that can backfire on recruiters. Therefore, its essential to simplify and streamline the process for candidates. Having too many regulations to follow when it comes to applying or going through multiple interview stages can consume much time, and it may discourage the candidate from pursuing the job, leading them to seek opportunities elsewhere.
Speedy offer process: Extending job offers promptly can help employers secure top talent. A swift and transparent job offer process demonstrates respect for candidates’ time and highlights the organisation’s commitment to efficiency and professionalism. Delays in extending job offers can reduce candidates’ confidence in a company and prompt them to explore alternative opportunities.
In today’s competitive job market, recruiters must proactively attract and retain top professionals. Experienced recruiters stand out because they know how to adapt, innovate, and refine their recruitment strategies. This helps them to find skilled, professional employees who will help drive continued growth and development for your company.
