4 days ago
Employers see value of graduate hiring
The number of professional job openings in Ireland increased by 7% for the first three months of 2025, compared to the end of 2024, according to recruitment consultancy firm Morgan McKinley's Irish Employment Monitor.
Trayc Keevans, the firm's Global FDI Director and Head of Research, said the data shows: 'clear evidence of renewed hiring confidence across many sectors, particularly in technology, financial services, and construction.' However, while there are multiple opportunities for graduates, employers are taking a more considered approach in the pace at which companies are hiring. 'What they have been looking at is what are the skills they're trying to develop within the organisation, in a movement toward skills-based hiring - which is starting to gain momentum now,' she explains.
Rather than it being - 'we're running a graduate programme and need X number of people' - firms are now looking at what are the roles they want them to fulfil. 'Much of the conversation around 'quiet redundancies' is playing out around the lower level and streamlining positions where AI is taking up some of the burden, and thus not being replaced with a complete person.' These constrained resources impact when somebody hires with the lesser experience of graduate level, and the extended process of on-boarding, training and shadowing to allow them time to realise their potential.
'Managers don't have that same time to invest as they would have had, and unless it is a large organisation, employers are saying we need someone with at least one to two years experience. What this means is grads that are coming out of university with a work placement under their belts is absolutely crucial for their securing employment day one.' Following an initial career in banking and finance working in Bank of Ireland and Statestreet amongst others, Trayc has worked in recruitment for Morgan McKinley since 2006, starting as a manager of the accountancy and finance desk in Dublin and specialised in the recruitment of senior qualified accountants within industry.
She holds a BBS (Hons) degree from DCU where she specialised in marketing and also holds a certificate in personnel practice from the National College of Ireland, a diploma in employment law from Dublin Business School and, more recently, qualified as an accounting technician (ATI).
Advanced AI capabilities & continuous upskilling to stay relevant In the hiring marketplace of today, AI adoption is reshaping the data graduate landscape in Ireland. 'Roles that there would have been in routine analytics such as statistics modelling are declining - demand is very much for AI machine learning visualisation experts.' Morgan McKinley have been reporting growth in AI specific positions - up to 142 per cent over a six month period, compared with less than 40 per cent for traditional data roles.
'Graduates need to focus on advanced AI capabilities and continuous upskilling to stay relevant and competitive. We've seen the pipe of skills that data analytics graduates are coming out with - they need to be aligned with what companies are looking to hire.' While third level curriculum can take a while to turn and mobilise, Trayc has seen first-hand that the connection between industry and universities is becoming faster.
Trayc Keevans, global FDI director with recruitment consultancy Morgan McKinley Ireland.
'Universities are very much following this, which is why I think Ireland has been very successful in maintaining a close connection between employers and the universities about what they actually need and which is replicated in the modules that are being studied.'
Trayc also notes the changes in the way that hiring is taking place for graduates. 'The traditional hiring was based on qualifications, but we are now starting to see companies saying that with leaner resources and AI doing some of the work, they have to ensure that they're bringing on people with a purpose.' The emphasis in traditional recruitment would have been on formal education - type of degree, university attended, a academic CV, interviews and psychometric tests to access potential to the entry path of a structured graduate programme.
'This would have been particularly pronounced in areas such as accounting, law and engineering, and would typically have favoured candidates from the more traditional academic backgrounds.
The skills-based hiring is much more competency focused - with the emphasis on technical and transferable skills. What we're seeing now is employers looking for collaboration and critical thinking in graduates. The progressive universities are factoring that into their programmes and modules, and equally into the placements that their students are taking up.' In the employment market of 2025, there are a lot of other entry routes rather than just the traditional university background. Apprenticeships, in particular, are having a moment now, she adds. 'In Microsoft, for instance, there are a number of cloud-based apprenticeships that are proving really popular.
"Those would traditionally have been trade apprenticeships, whereas now you can do something in cloud computing and in year two could be travelling to one of Microsoft's sites in the Nordic countries or the US. It's very attractive, not least for its 'earn as you learn' advantage.' Nowadays, there are alternative entry routes than just the traditional third level backgrounds: 'Companies are now looking to fast track building a talent pool in an environment where technology is changing things very, very quickly.'
The benefit of this, she says, is that it can reduce the bias toward people with degrees: 'The retention can be better as well when roles are very well matched to skills, as opposed to qualifications.' In addition, DEI (diversity, equality and inclusion0 does open access to overlooked talent when you're looking at this type of hiring for graduates, compared to traditional methods.
The graduates of 2025 will have many opportunities, and undoubtedly some challenges as well. Perhaps the words of Apple founder Steve Jobs might be a useful guide: 'Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven't found it yet, keep looking. Don't settle.' Trayc Keevans has observed the hopes and desires of many generations of graduates coming into the workplace - here is her considered advice: 'In your first role post qualification don't 'follow the money' or what feels safe.
This will satisfy your needs in the short term but inhibit you reaching your career potential over the longer term. Consider what skills development the position will offer you, what potential career development the company could offer you now and in the future, and whether the culture of the business is aligned to your own personal needs.'
