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Internship Spotlight: Companies Hiring Second Year Interns

Anna Lelashvili 

Finding an internship can be difficult, especially when you are not a ‘penultimate student’.  I know this from first hand experience which is why I decided to bring to light top companies hiring non-penultimate students in Dublin, interviewing previous interns about their hiring experiences. From Finance to HR, here are 3 companies to consider applying to if you are in your second year of college.

  1. Deloitte 

Background: Deloitte is one of the Big 4 Accountancy firms with over 3,200 people providing audit, tax, consulting and corporate finance services to public and private clients in Ireland. Deloitte placed 4th in the GradIreland student survey which identified the top 100 graduate employers in Ireland. They hired over 200 summer interns in 2023!

Length of Program: All programs, except Audit & Assurance, are 12 weeks long while Audit & Assurance totals 9 weeks.

Opening Date: Now open!
Closing Date: January 26th 

Roles Available: Audit & Assurance, Consulting, Restructuring Services, Risk Advisory, Tax and Technology

David Dai – Audit Summer Intern 2023

Having an interest in the Big 4 and becoming a Chartered Accountant after graduation, David applied to Audit Summer Intern positions in all the Big 4 firms (Deloitte, EY, KPMG and PWC). Following an application process which consisted of an online application and an interview with a Senior Manager and an Assistant Manager, David received offers from Deloitte and EY. When faced with the choice of spending his summer with either firm, David decided to choose Deloitte. 

“Deloitte had more well-known clients in my area of interest, Aviation Finance, so I would have a chance to serve these clients. I also thought Deloitte was a better place to develop myself.” 

Speaking very highly of his internship experience, David shared an example to really showcase the friendliness he was met with at Deloitte. After being given a task he “had no clue” how to do, David asked the associate on his team for help. Still not 100% sure how to complete the task, David was not afraid to ask for more help and asked someone sitting next to him, whom he did not know, to explain it to him. 

“Everyone was here to help you. In Deloitte, you could go to a Senior Manager or even a Partner and ask them questions and they’ll be happy to answer. It’s a very friendly firm, very good team environment.” 

David was very determined to learn as much as he could during his time in Deloitte and took full advantage of being on a small team. 

“I was asking for a new task right after I finished a task. I was in a small team the whole Summer, with 3 – 5 people in the team, so I worked closely with my senior manager. It was a very steep learning curve but I really had great fun doing my internship in Deloitte” 

  1. Fidelity International 

Background: Fidelity International is an investment management firm, offering investment solutions and retirement expertise to institutions, individuals and their advisers around the world. With roles including Equity Research, Multi Asset, Private Credit, Sustainable Investing, and Sales and Marketing, there’s a role for anyone interested in finance!

Length of Program: 10 weeks

Opening Date: Now open! 

Closing Date: March 3rd

Roles Available: Investment Management

Jane Purcell – Summer Intern 2023

Having received an offer to study in Korea for her third year of college, Jane decided to apply to Summer Internships in order to finance her exchange, as well as to gain professional work experience. Jane described her difficulty in finding internships open to students who were not penultimate year students, until Fidelity International reached out to her, encouraging her to apply. 

“The internship at Fidelity International caught my eye as it offered a rotational programme. I thought it would be cool to get an insight into two areas of interest and find out whether I liked them.”

After filing in the application form and completing online assessments, Jane was told that her application wasn’t being considered. However, a few weeks later, she received an email from Fidelity explaining that they had accidentally rejected her and invited her to a Super Day in 2 days time!

“The Super Day consisted of several interviews, a case study within a group and then an individual synopsis of the case study. It honestly flew by and I found out I had been successful within a few days.”

One of Jane’s highlights was her ability to arrange ‘one on one chats’ with people such as the Head of Product and Head of Currency Management. 

“I really enjoyed my time at Fidelity. There were only 8 other interns so it was nice to have a close team. We all worked on different teams and were given the opportunity to shadow different teams too if we so wished. Overall, it was a great experience to work at Fidelity and to get my first taste of the corporate world.” 

  1. Autodesk 

Background: Autodesk is a global leader in software for architects, builders, engineers, designers, manufacturers, 3D artists and production teams. According to an analysis of reviews on Glassdoor by resume.io, Autodesk ranks 3rd in tech companies to intern with, which was ranked by the percentage of interns that would recommend it to a friend, totalling 97.44% of interns recommending the firm. 

Length of Program: 3 months 

Opening Date: Now Open!
Closing Date: Closing date not advertised

Roles Available: Digital Sales, Software Engineer

Aanya Narang – HR Summer Intern 2023

“Providing a glimpse into my internship journey, I interned at Autodesk Ireland during the summer of 2023 in the capacity of a Human Resources Intern. The internship, overall, turned out to be one of the most enriching experiences of my life. Apart from acquiring invaluable skills in the field of Human Resources, I also made lifelong connections. The commendable company culture left a strong impression on me, with the people being exceptionally welcoming and supportive. I would definitely recommend Autodesk to students seeking internships. For those navigating the application process, I would advise researching the company and the role beforehand and simply presenting your authentic self during the interview process.”

Links to Internship Applications: 

Deloitte: Apply Here! 

Fidelity International: Apply Here! 

Autodesk: Apply Here!

Amazon’s Unfair Play: Exploring the FTC Lawsuit and Exclusive Insights from Dr. Christopher Gopal 

Mariia Kashirina 

Introduction: 

Amazon Inc. is an American multinational technology company ranked the fifth largest in the world by market capitalisation. It positions itself as an online marketplace and is known globally not only for its wide variety of products, quick delivery, and low prices but also for its innovative technology,  efficient supply chains, and data-driven strategies. The company claims to be guided by four principles: a passion for invention, commitment to operational excellence, long-term thinking, and customer obsession rather than competitor focus.

However, when examining the company’s fourth principle,  is Amazon truthfully customer-obsessed rather than competitor-focused? According to the Federal Trade Commission, it is not. 

On 26 September 2023, The Federal Trade Commission, led by Chair Lina Khan alongside 17 state  attorney generals, filed an antitrust lawsuit against the multinational online retail giant, claiming that the corporation is a monopolist that illegally maintains its power through a series of  interconnected, unfair, and anti-competitive tactics.

Why is the FTC going after Amazon? 

Under the current Chair, Lina Khan, the FTC has a more confrontational stance against the influence of  big tech and augmented efforts to break the rooted monopolies held by a few leading firms in sectors like online retail and search engines.

Khan rose to prominence as a legal scholar, primarily through her influential paper in the Yale Law  Journal titled “Amazon’s Antitrust Paradox”.  This pivotal work focused on the concept that consumer  prices were paramount in determining whether a corporation engaged in anticompetitive behavior through Amazon’s lens.  This highly anticipated antitrust lawsuit has just been initiated, with Amazon at its center; the company faces accusations of persistently engaging in unlawful practices that obstruct competition, enabling it to wield monopolistic power. 

According to the lawsuit, Amazon currently dominates the e-commerce sector by dictating prices,  limiting the selection of products, and ensuring that its competitors are unable to gain traction with  buyers and sellers. Its strategies affect an enormous portion of online retail sales, impacting numerous  businesses and millions of shoppers, cementing its stronghold in the market.

The specific allegations outlined in the complaint include: 

• Anti-discounting measures and manipulating other stores into increasing prices

• Forcing sellers to use Amazon’s costly fulfillment service to obtain “Prime” product eligibility

 • Lowering the quality of the user experience through “defect ads”

• Manipulating search results and trapping consumers into paying for Amazon Prime

From here, we can explore Amazon’s role in the competitive market landscape.

Analysis: Amazon’s Supply Chain and Anti-Competitive Tactics

I. Amazon’s Overall Supply Chain and Fulfillment

Amazon’s supply chain process starts with bulk goods dispatched to Amazon Warehousing and  Distribution (AWD) through freight and logistics services. AWD then stores products cost-effectively,  ensuring quick availability at distribution centers. Strategically located warehouses, optimised internally with five storage areas each, enhance product retrieval speed, aligning supply with demand. Goods move from fulfillment centers to customers in the final step.  

Fulfillment is integral to Amazon’s supply chain strategy, and with third-party sellers being responsible  for more than half of all sales made on Amazon, there are two fulfillment options for sellers – Fulfillment  by Amazon (FBA) and Fulfillment by Merchant (FBM).  FBM allows the seller to be in charge of listing  their products on Amazon and handling fulfillment aspects of the process on their own, while with FBA, Amazon takes full control of logistics and customer support while merchants only have to send their  products to them.

Fulfillment by Amazon is one of the central parts of the FTC allegations, as they claim that “Amazon  maintains its monopolies in both customer and seller markets by coercing sellers to use Amazon’s fulfillment service”. Amazon’s fulfillment service allows sellers to fully access Amazon’s substantial  base of shoppers, making it a critical aspect of the marketplace services Amazon offers to sellers.  

While it may seem that Amazon does not force the sellers to use FBA, the ones who will opt for independent fulfillment will have to split their inventory across multiple channels in order to ensure the  next day delivery promised by Prime. Such a strategy artificially stunts the growth of FBM, which prevents competitors from reaching the size necessary to effectively challenge Amazon. 

In addition, it is alleged that sellers who do not utilise the Prime eligibility effectively disappear from the  storefront, making the product almost invisible to consumers, which decreases their sales numbers  significantly.  

II. Amazon Prime 

According to the FTC, Amazon’s internal data reportedly indicates a significant rise in consumer  spending when they commenced Amazon Prime. This surge in spending contributes substantially to  Amazon’s revenue, which reached $35.22 billion in 2022 through Amazon Prime sales. Allegedly, to  maintain these sales figures, Amazon is accused of employing tactics such as deceptive designs to  coerce consumers into recurring subscriptions and making the cancellation process intentionally  complex and lengthy, referred to internally as “Iliad Flow”, drawing parallels to Homer’s extensive epic  poem. These manipulative tactics negatively impact both consumers and law-abiding businesses. 

III. Algorithmic and Contractual Tactics 

It is also alleged that Amazon employs its algorithms to restrict rivals from expanding in the e-commerce  industry by manipulating price competition. A crucial factor for Amazon, these algorithms employ various methods to implement an anti-discounting approach and maintain the perception of offering the lowest prices in the market. 

According to the FTC, Amazon employs its “Competitive Monitoring Team” to monitor the internet for price changes continually. Following that, they utilise this team to enforce new contractual duties and even harsher penalties on third-party marketplace vendors who offer cheaper pricing on other internet stores. An example of such a penalty could be the “Select Competitor – Featured Offer Disqualification” algorithm that has been used by Amazon to enforce its “expectations and policies”. This algorithm removes the seller from the “Buy Box”, where 80%  of all purchases are performed, significantly undercutting vendors’ sales thus forcing them to resist offering lower prices elsewhere.  

In addition, it is claimed that Amazon not only prevents the sellers on their marketplace from offering  lower prices but also has manipulated other stores’ pricing algorithms into increasing prices through  “Project Nessie”, the algorithm whose only purpose is to raise prices for consumers. 

Project Nessie accurately predicted that there was a high chance other internet retailers would imitate  Amazon’s price increases for items they were already making a profit on. It acted at the optimal moment  when the probability of others replicating the price adjustment was at its highest. Through these  manipulations of other stores’ prices, Project Nessie has generated over $1 billion in additional profit for  Amazon from 2016 through 2018, according to their own calculations.

IV. Advertisement and search results 

Additional accusations of unlawful tactics involve Amazon degrading customers’ experience by placing costly, irrelevant advertisements on their platform and skewing search results to favor Amazon’s  products over those of better value. 

According to the FTC complaint, Amazon CEO Jeff Bezos instructed his executives to “accept  more defects” during a key meeting. “Defect Ads” are advertisements that are partially or entirely  irrelevant to the customers’ search. The main idea in placing “Defect Ads” is to nudge the customers  

towards higher priced items. As the space on the platform allocated to sponsored content expands, it  becomes more and more challenging for buyers to find more affordable products. This complicating  factor, in turn, counteracts the effect of inflated prices. 

Despite the compromise between heightened ad earnings and decreased sales due to inferior search  outcomes, Amazon sustains consistent double-digit growth in total sales and hasn’t experienced a  substantial departure of customers to competing platforms.

The decline in user experience doesn’t just end with flawed ads. Amazon exacerbates advertisement concerns by hiding  natural content under recommendation widgets like the “expert recommendation” feature, showcasing  Amazon’s products ahead of others.  Through manipulation of these widgets, Amazon obstructs fair competition against its own products, intentionally concealing details about competing products to artificially boost its own offerings. According to the FTC, Amazon’s ability to conduct this way without  losing a significant portion of customers directly demonstrates its monopoly power.  

Amazon’s response 

In their statement, Amazon responds to the FTC’s allegations by saying that the lawsuit appears to be  misguided and, if successful, would force Amazon to engage in practices that actually harm consumers and the many businesses that sell in their store—such as having to feature higher prices, offer slower or less reliable Prime shipping, and make Prime more expensive and less convenient.

In addition, Amazon argues that its dedication to low pricing, assistance for independent sellers,  Fulfillment by Amazon (FBA), and Amazon Prime are not only pro-competitive but also beneficial to  customers. They plan to fight the case while maintaining its focus on customer pleasure and innovation.  

Criticism of the Allegations 

The main criticism of FTC’s claim is that their allegations against Amazon are misguided. One common  argument is that both sellers and consumers have the option to choose alternative platforms or avenues  if they feel disadvantaged by Amazon’s practices. They can opt for competing platforms like Walmart and Target or create their own distribution networks to avoid reliance on Amazon;similarly, consumers  are not compelled to shop exclusively on Amazon, as they can adjust their behaviour by seeking better  prices or quality elsewhere. 

However, a critical perspective arises when evaluating Amazon’s dominance in the e-commerce  industry. While it may not hold the same level of dominance in the broader retail market, Amazon  overwhelmingly leads the e-commerce sector with a share of 37.6%, followed by Walmart at 6.4%,  Apple at 3.6%, and eBay at 3%.  This context suggests that within the realm of e-commerce, the options  available to both sellers and consumers are significantly limited by Amazon’s dominant market position.  Hence, the argument that they have the freedom to opt for alternatives might not hold true due to  Amazon’s unparalleled presence. 

Another common argument refers to the FTC’s accusation of Amazon punishing sellers who offer  cheaper pricing on other internet stores. In particular, Fortune argues that “sellers offering prices lower  on their websites does not lead to lower prices for consumers, it just allows the sellers to shift the sale  from the Amazon website to their own” and “merchants who attempt this free-riding tactic are the ones  raising consumer prices on Marketplace to try to keep Amazon from making the sale”. 

Although this price tactic might seem effective in preventing free riding by merchants and ensuring the  lowest price to consumers, it still significantly limits competition and innovation in the marketplace. By  enforcing these rules on sellers, Amazon limits the merchant’s ability to dictate their pricing strategies 

and offer better prices on their websites. This, coupled with Amazon’s prioritisation of private label  items over organic content through recommendation widgets, makes it difficult for sellers to compete.  The price parity policy further emphasises this issue, limiting merchants’ pricing flexibility and making it  harder for them to attract customers. Ultimately, these restrictions hinder consumer choice and  undermine the potential benefits that healthy competition can bring, such as lower prices. 

Insights from Dr. Christopher Gopal 

Dr. Christopher Gopal is a well-known figure in the field of global supply chain management, logistics,  and information technologies. With over four decades of experience as a supply chain and operations executive, he has spoken at various international conferences, including but not limited to HBR, IATA,  OECD, and EU Conference on Concentration and Security.  

Dr. Gopal has also held SVP and VP positions in supply chain and operations for major global  corporations like Dell, SAIC, and Unisys, among others. He has written four books on Supply Chain &  Operations, including the latest one titled “Breakthrough Supply Chains: How Companies and Nations  Can Thrive in an Uncertain World”, which was published by McGraw-Hill in June 2023.  

Currently, Dr. Gopal teaches “Supply Chain Management” and “Strategic Cost Management” at the Rady School of Management at the University of California, San Diego. Additionally, he is a member of the  Defense Business Board (DBB), which is a Department of Defense/Pentagon Advisory Body that provides  business perspective advice to the Secretary of Defense and other officials.  

Exclusively for this article, Dr. Gopal shared his opinion on the most pressing topics of the FTC vs Amazon  lawsuit that allows a broader understanding of the ongoing dispute:

First of all, should the Federal Trade Commission go after Amazon? 

Dr. Gopal advocates for the FTC’s intervention towards Amazon. However, he believes the  ongoing lawsuit should not be aimed at destroying Amazon but rather must emphasise the  necessity to employ stricter regulations that would foster healthy competition and prevent  monopolistic practices from being utilised. He points out the prevalent lack of enforcement of  numerous antitrust rules and regulations, indicating a critical need for implementation. He believes that the FTC should actively enforce these regulations upon Amazon to ensure a fair  marketplace and promote a level playing field for all businesses involved. 

Given the accusations, what potential changes or adaptations might Amazon need to make in its operational strategies to comply with antitrust laws? 

Dr. Gopal believes that the most crucial changes that Amazon will need to make are changes in  their pricing models and fulfillment operations to comply with antitrust laws. According to him,  it might be beneficial for Amazon to decouple these services from its own fulfillment network.  

This means allowing suppliers who wish to sell on Amazon to utilise their own fulfillment  services and giving them the freedom to opt for their preferred delivery and distribution  methods. 

At present, some sellers avoid using Fulfilled by Amazon (FBA) because Amazon requires them to  split their inventory across various sales channels. This constraint restricts sellers and potentially  hampers their ability to maximise their sales potential. Instead of imposing such restrictions,  Amazon could empower vendors by providing them with greater flexibility in managing their  inventory across multiple platforms.  

Essentially, Amazon should function more as a platform that facilitates sales rather than imposing its fulfillment services on vendors. 

In addition, he holds the view that the accusations regarding Amazon’s alleged favouritism toward  their private label products within recommendation widgets, along with algorithms that  seemingly exclude sellers from the “Buy Box”, requires immediate rectification. It is evident that  these practices need adjustment to ensure fair competition on the platform. However, there is a  possibility that Amazon might seek alternative approaches to maintain its strategic advantage  despite any corrective actions taken. 

How will these improvements affect operational efficiency and the company’s relationships with third-party vendors? 

According to Dr. Gopal, opting for a change could notably impact efficiency, especially in relation  to Amazon’s hallmark “next-day delivery”. To ensure clarity, if Amazon intends to uphold this  service standard, it should be communicated clearly up front. Yet, sellers should also have the  freedom to specify longer delivery times, aligning with transparency and allowing them to  manage customer expectations effectively. 

In terms of Amazon’s relationship with third-party vendors, transitioning from a fulfillment focused approach to a platform-oriented one will likely attract more vendors. This evolution  would enable vendors to diversify their distribution, not solely relying on Amazon but exploring  other e-commerce platforms. This diversification could reduce Amazon’s monopolistic  tendencies and compel the company to offer more competitive terms to vendors in order to  remain appealing in the market, which would ultimately benefit both vendors and the e-commerce landscape as a whole. 

What is Amazon’s future? Will the FTC succeed? 

Dr. Gopal anticipates a shift in Amazon’s operations post lawsuit, expecting operational  enhancements in the aftermath of legal proceedings. Nevertheless, an alternate viewpoint  surfaces when considering the imminent election and its potential impact on the FTC’s  administration.  

The prospect of a change in the FTC leadership due to the upcoming presidential election offers  a new angle to the narrative. This potential shift in administration might embolden Amazon to  prolong its legal battle, seeking a more sympathetic disposition from the incoming officials.  Hence, the company might persist in its strategic maneuvering, buoyed by the hope of a more  favorable regulatory climate.

While Dr. Gopal foresees some lawsuit outcomes in the near future, he doesn’t expect Amazon  to concede entirely to the FTC’s demands. The company is likely to fortify its position leading up  to the election. 

Interestingly, Dr. Gopal’s conversation with Barry C. Lynn, a liberal American journalist and writer currently advising the Federal Trade Commission on the Amazon antitrust lawsuit, reveals a contrasting perspective. According to him, the FTC is confident in its ability to win on most of the allegations, indicating a strong belief in its case against Amazon. 

Where from Here? 

According to a former Justice Department antitrust official, George Hay, “Amazon has had years — at  least since Lina Khan came to the FTC — to think about this lawsuit and how they’re going to defend  against it.”  Indeed, with Amazon’s lengthy preparation and the FTC’s determination, the stage is set for  a protracted legal showdown. This impending battle signifies just the initial chapter in the FTC’s broader  campaign to dismantle the monopolistic grip exerted by tech giants. As we await the unfolding of  events, the trajectory of this struggle will undoubtedly shape the landscape of the tech industry for  years to come.

The Hub: MSISS Students Turn Whey Waste into Nutritious Soups, Redefining the Game

Connor Leonard

MSISS students and Souper Fresh founders, James and Daniel Buckley, have transformed the by-product of cheese-making—whey—into a remarkable solution for waste management in farmhouse cheese factories. The dynamic duo’s innovative approach involves converting whey into a high-quality soup stock, creating both a highly nutritious and delectable product.

The Founders

Hailing from a background deeply rooted in the cheese industry, Daniel and James Buckley honed their craft working in their grandparents’ cheese factory. Witnessing the staggering amount of whey, a by-product comprising 90% of milk, being discarded, they recognised the need for a sustainable solution. In large production centres whey is dried to make products such as whey protein; however, at smaller scales this process is not as profitable. In smaller farmhouse cheese factories the whey is typically disposed of at a cost or used as field fertiliser, but excess whey can disrupt soil PH balance and harm vegetation. The Buckley brothers seized the opportunity and devised a creative remedy: transforming this waste liquid into a soup stock. This strategic move not only addresses environmental concerns but also provides Souper Fresh with a competitive edge, enabling them to craft top-notch soups at more affordable prices compared to competitors who produce their own stock. Other competitors typically have to buy animal bones to produce their stock; this increases the cost of production and results in a stock with a large salt content.

Where are They Now?

Since its inception at the Enactus ideation summit a year ago, Souper Fresh has established a kitchen near the cheese factory in Cooleeney Co. Tipperary. After securing €10,000 worth of funding from Tangent, the company has now become a fully-fledged business that employs a skilled cook to craft their unique soups. Souper Fresh products are currently available in 3 shops across Ireland, priced at €3 per serving. Rigorous testing has revealed their soups to be rich in essential nutrients such as B12, making Souper Fresh the perfect product for someone who wants to get a nutritious meal as well as protecting the environment. The Buckley brothers recently took their talents to the Enactus world cup where they, along with fellow Trinity startup Vapebox, placed in the top 16 globally. Enactus is an international organisation that seeks to encourage social entrepreneurship around the world. Enactus was a great experience for the brothers and they strongly encourage everyone to get involved.

Future Expansion Plans

Looking ahead to the New Year, Souper Fresh has ambitious plans for expansion. The company aims to introduce its soups in fresh supermarkets nationwide, as well as Centra on Pearse Street: make sure to keep an eye out for them next January! Furthermore, the socially conscious brand intends to donate one in every ten pots to food charities, aligning with their commitment to combating food waste. They have already donated 300 pots to the local food bank in Clonmel, and going forward social responsibility is very important for their company. Globally, 50% of whey currently goes unused, highlighting Souper Fresh’s pioneering role in not only creating innovative products but also contributing to a more sustainable and conscientious approach to food production.

Good Morning Japan: BOJ Gearing up for Economic Change?

Kate Pusch

On Tuesday 31st October the Bank of Japan discarded a strict price ceiling on 10-year bond yields, one of the Bank’s monetary policies guarding against deflation. The policy change, a result of rising inflation, has instigated analyst discussion over whether or not the BOJ will finally tighten fiscal policy after nearly three decades of economic stagnation. 

Contextual Factors

In the wake of Japan’s economic bubble burst in the late 1980s, laxed monetary policy caused the Japanese Yen to dramatically decline against the US Dollar. If the Yen’s trade value (currently at 148.24) dips below 151.94, it will reach a 33-year low against the US dollar. While this has significantly increased export profits for many of Japan’s largest companies, executives have adopted an increasingly risk-averse attitude towards investing, causing  a large cash hoard to build up in Japan’s banks. Conversely, faced with higher import costs, corporations have been determined to keep other production costs down. Leniency with worker wage hikes, being one such example, has decreased Japanese purchasing power, driving down local demand and creating more stagnant economic conditions for smaller Japanese businesses to grow under.

Corporate reluctance to boost worker wages, despite mounting profits and the upward trend in inflation, presents a challenge for the BOJ who remains steadfast in its decision to withhold policy tightening measures until Japan achieves a stable 2% inflation rate. Although Japan’s inflation rate has surged notably in recent months, this is primarily due to external market shocks and the sustained devaluation of the Yen against the US Dollar. Meanwhile the absence of wage hikes has kept internal demand flat, if not on a decline. 

What Next?

As such, Japanese consumer demand is not the contributing factor to inflation the BOJ needs. The emergence of labour shortages resulting from Japan’s plateauing labour force, however, is putting pressure on companies to reconsider employee wages as an incentive strategy to attract and retain more employees. Such a change could kickstart a long-awaited price and wage growth cycle that would give the economy the boost it so desperately needs. 

More overall changes in policy will likely be indicated sooner by the BOJ’s updated inflation forecast – currently at 1.7% –that is to be published in January. Although it is unlikely the bank will follow up on its projections with action until April (when new wage negotiations are due to solidify), investors are still hopeful that it will indicate the BOJ’s direction for economic policy in the fiscal year 2024. 

Needless to say market watchers are holding their breath to see whether Japan seizes this chance to finally awaken from its long economic slumber.

The Changing World of Work: Current Employer and Employee demands in the Irish Job Market

Jessica Weld

On a cold November morning, I squeezed through the typical rush to board a packed Irish Rail Commuter service from Sallins & Naas to Dublin Heuston. As I sat on one of the last available seats, I took notice of the other passengers around me. Many of them were fellow college students and the remainder were workers on their way to their respective nine to fives. 

It made me think: Wow, aren’t we supposed to be in an era of remote working? 

With the recent news of the co-working giant WeWork’s move to file for Chapter 11 bankruptcy in the US due to the falling numbers of office attendance, I pondered on the current demands in the job market and its remote working allowances. Some of Dublin’s largest firms have begun to scale back the office space they occupy in the City Centre. Deloitte has announced plans for its new office space in Dublin to have around 1,400 desks for its circa 2,500 employees. To make the comparison black and white, prior to the COVID-19 pandemic, firms had to have desks for every single last one of its employees. Remote working was only a mere fantasy to most workers. Nowadays, it’s almost an expectation.

The question is: What is the consensus amongst employers to allow their employees to work from home? And is the lack of remote working opportunities a deal breaker for workers seeking employment?

To help answer these questions I had a discussion with Chloe Gallagher, a Senior Recruitment Consultant at Dublin based recruitment firm Eirkoo. Chloe recruits on behalf of Eirkoo’s clients in the Financial, Professional and Legal services sectors, possessing a special interest in roles relating to emerging markets in ESG areas. Boasting over four years of experience in the world of recruitment, Chloe has been on the front lines of the employment market both pre and post pandemic, garnering a deep understanding of the changes COVID-19 has inflicted on the workspace. Here is what she had to say:

We hear tales of companies downsizing or closing their office buildings to move their operations fully remote. Have you seen this happening around Dublin?

“Definitely in the tech sector, this has happened. The tech sector had the infrastructure to support this better at the time than other industries. This was big at the start of the pandemic where firms didn’t renew leases on their buildings. Although this isn’t as widespread as people may think. Employers are big on getting their employees in the office at least two days a week. A fully remote role is really difficult to come by at the moment.”

What changes have you seen from Employer’s offerings since the COVID-19 pandemic?

“There has certainly been a more flexible offering across the board with all employers. In 2022 we saw “The Great Breakup” where about 1 million women left their roles due to a lack of flexibility afforded by their employers. Flexible hours is now a lot more wide scale since before the pandemic, for example women can take a few hours off during the day to pick their children up from school and make up the time in the evening.

A development I’ve seen recently is in alternative offerings like Wellbeing Programs and other areas of Corporate Social Responsibility like Diversity and Inclusion initiatives. Support like this can be really important for prospective employees. For example, one of the clients I hired for had a Parent Support Group which proved really attractive to working parents.”

What proportion of the roles you recruit for offer remote working opportunities and what flexibility are employers affording in relation to working hybrid or  fully remote?

“Most roles do offer remote working upon completion of a probation period but as I said, it is very difficult to get a fully remote role in today’s job market, even though the current position of the market is ‘candidate short’ meaning that recruiters everywhere are in headhunting mode, a non-negotiable for firms is office attendance.

I have seen many instances where employees have rejected this, one client I was recruiting for told me that when Covid-19 restrictions eased and offices opened up, one of her staff handed in his notice when he was asked to return to the office.”

Has a lack of remote working been a dealbreaker for any of your candidates?

“It definitely has, of the few fully remote jobs I recruit for, I have seen people take pay cuts of up to €20,000 for the flexibility of fully remote working. Especially when working parents have to consider high childcare costs or if someone’s daily commute can be three hours or more, remote opportunities are very valuable.

Something I’ve observed is that because employees have gotten so used to remote working that they are sometimes anxious about returning to the office. This can sometimes be a reason why candidates are more likely to take up a remote role. 

This is something employers have had to consider to support staff on both sides of the fence, helping employees adapt to working remotely which can be often isolating and also supporting employees in their return to the office environment which can be overwhelming.”

Apart from salary, what else are candidates demanding in roles? Has this changed from pre-pandemic times?

“I’ve noticed that especially amongst the younger generations of workers, wellbeing initiatives have become a key factor in attracting candidates to roles. There has been a huge shift in promoting wellbeing in the workplace and many firms offer benefits like Employee Assistance Programs which can be very attractive. The Wellbeing agenda has been pushed by organisations like IBEC in recent years.

Thinking in comparison to the generation of my parents, back in those days an attractive benefit would be a pension and they wouldn’t expect any more. There has been a big change in this regard. Considering companies like Google and LinkedIn where the facilities and benefits never end because they don’t want you to leave the office!

One benefit that would be almost unheard of before the pandemic is the ability to work from abroad. This is quite rare and is usually only afforded to senior management but if there is an opportunity to work towards this, it can be a strong factor to attract candidates towards an organisation.”

What feedback have you gotten from candidates in remote jobs?

“The feedback overall has been very positive. People have more time to spend with their families, they take up new hobbies and they can get active by getting into walking and running. By not commuting every day, workers have more spare time to enjoy.

A big benefit in management roles is less of a need for work travel for meetings and the flexibility of remote working has allowed mothers to remain in the workplace for the most part as they can work around their families.

There are negatives to remote working of course, many people feel isolated as they can be stuck working in their box room for example. Another issue would be that people sometimes find it hard to disconnect from their work and they are more inclined to work after hours. Having a good company culture and support from your employer is important for a good remote working experience.”

So as it seems, remote working is still around and is here to stay, although I wouldn’t advise that anyone decides to relocate to Inis Oírr anytime soon. A Hybrid model of working seems to be the way forward for most companies and anyone in the market for a new job will be hard pressed to find a role that is fully remote. 

For now, I’ll have to put up with the busy commute and learn to appreciate the joys of being packed in like sardines on the Red Line Luas. Although, it’s not all that grim; I’ll get to look forward to the comforts of being at home two to three days a week and a wellbeing programme by way of dog therapy and free fruit in my future graduate role. It really was high time that working parents were given more flexibility and being in the next generation of workers, which is something that I as a future member of the workforce celebrate. As it seems, compromise is the name of the game in today’s job market, and a proactive stance to the effects of COVID-19 on the workplace is critical.

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