If you have gone through the process of applying for a new job in recent times, then you will know that the landscape of interviewing has undergone a huge transformation. This is largely driven by the change in work dynamics due to the pandemic, coupled with advancements in technology. The traditional in-person interview, once the undisputed standard, and the only real way to secure a new job, now shares the stage with remote video interviews.
The assumption may have been that all would revert to ‘normal’ once we got back on our feet after the pandemic, but that had not been the case. Much like the office vs remote working conundrum, it would seem increasingly evident that remote interviews are here to stay in the evolving world of recruitment and hiring.
This raises the questions of which is the better approach and which do candidates prefer?
Let’s take a more in-depth look at the pros and cons:
In-person interviews have long been considered the gold standard for evaluating candidates. Not only can they assess the candidates’ qualifications, but they offer a personal touch, allowing candidates and interviewers to establish a direct, immediate connection. Perfect for showcasing soft skills.
In-person interviews also offer an insight into the company’s culture and environment, giving candidates a genuine feel for the company and potential new colleagues and thus helping to gauge compatibility. However, in-person interviews can be logistically challenging and simply not feasible for candidates who live in different locations or countries.
On the other hand, remote interviews are convenient and accessible thus offering undeniable advantages. They save time and resources and enable access to a much wider pool of talent simply due to not having any geographical constraints. They can also be less intimidating for some candidates, allowing them to showcase their skills without the anxiety often associated with face-to-face interactions.
At E-Frontiers, we recently conducted some research into this and asked the question ‘what do candidates prefer?’
In a recent LinkedIn poll of 474 candidates who were asked what their interview preference was, a resounding 55% responded with the choice of ‘Remote video is the way to go’. This coupled with a strong response of 30% for the choice of ‘In-Person only for the final stage’, means a whopping 85% prefer remote video interviews. ‘Always in-person is best’ scored just 15%. Certainly food for thought for clients.
Our team of recruiters report similar experiences to the above findings:
John Ryan, Technical Recruiter, reports that ‘candidates are still very keen to do remote interviews, purely for convenience as much as anything else. But, when it gets to the 2nd stage and they are onsite interviews, they are happy to attend, meet potential new employers, and see the site’.
Similarly, Eddie McAndrew, Recruitment Consultant for engineering and customer success roles at E-Frontiers, has found with recent roles that ‘2 stage interviews have proved most popular. The first stage is via teams, with the second onsite. It is rare that an offer will come without the client meeting the candidate face to face. Candidates prefer Teams interviews but generally for second stage interviews they are always comfortable with onsite, as they usually want to get a feel for the office and get to meet who they will be working for’.
This research tells us that the ideal approach for clients is not a one-size-fits-all solution. While the nature of the role, the industry, and personal preferences must be considered, a hybrid model that combines in-person and remote interviews seems to be the most promising path forward. And I think is the best solution for clients to ensure good hires.
Certainly, initial screening rounds and tech assessments can take place remotely and clients not already doing this should consider moving towards it. This works in accommodating obvious candidate preferences for video and works in favour of the client by casting a wider net to a broader talent pool and bringing efficiencies and inclusivity to their hiring process. In-person interviews can then be reserved for the final critical stages, where cultural fit and deeper personal evaluations are important.
The changing landscape of interviewing highlights the importance of flexibility and adaptability in the hiring process. Employers should adopt a flexible approach and consider a mix of both in-person and remote interviews, offering candidates genuine options. By embracing this diversity in interview formats, organisations can ensure they are making the best and most informed hiring decisions.
Python is the 2nd most popular coding language, taking over the old reliables such as Java and .Net. Octoverse reported in 2022 that Python continues to see a surge in its usage across GitHub, experiencing a remarkable 22.5% year-over-year increase. This is no surprise given the advantages Python has.
-It’s easy to learn
-has an impressive library
-It is such a versatile language with a vast spectrum of applications, from Web Development to Automation, Machine Learning, Data Science, and AI
But more importantly, Python has a strong community and fosters collaboration. PyCon conferences are famous around the world with hundreds of Pythonistas attending every year. E-Frontiers has been a regular sponsor of PyCon Spain over the years, but this year we have moved our focus closer to home.
Our Recruitment Operations Manager, Alexandra Pop, has recently attended PyCon Ireland as a speaker. PyCon Ireland was organised by Python Ireland, and it’s now a fixture in the calendar for November. This year’s conference took place at Radisson Blu and the chairperson, Nicolas Laurance, put together a great team of staff and volunteers that delivered an excellent 2 days of networking, workshops, and talks.
PyCon Ireland 2023 featured an extensive and diverse range of talks, covering various Python-related topics. Insights on architecting dashboards and exploring AWS automation. Real-world applications of AI with AWS SageMaker. From Python’s latest updates and improvements to its applications in Quantum Computing and AI, the conference had something for everyone.
Important topics such as Python education, AI Biases were also addressed, and there was a mix of workshops where new and experienced Pythonista came together to share and collaborate.
It was interesting to see that the community is collaborating and making advancements in the areas that Python is lacking, such as improving speed and performance. It’s safe to say that the popularity trend will continue.
Alexandra spoke with a few of the attendees about the latest applications in AI, the trends that they are seeing, and the challenges that they are experiencing. The consensus is that while AI is growing and the buzz around it makes it a must-have for a lot of organisations out there, it is very hard to implement and adopt it in a way that will improve productivity and efficiency unless data quality is not there. The advice from the Python community is before adopting and implementing AI, make sure you know exactly what issue you are looking to solve and review your data first.
One of the final talks of the conference was delivered by Alexandra, and the focus was on applying Python coding principles to a job application, from CV writing to the interview. The session was very successful with a mix of graduate and senior engineers attending and taking great interest in how to approach the job search in the Irish Market and what the best ways are to showcase your skills to a potential employer. You can view Alexandra’s presentation here, and the talk will soon be uploaded on the Python Ireland Youtube channel.
It has been a great experience to meet and talk with the Python talent in Ireland. It’s great to see this area growing, and graduates taking a big interest, it is for sure one with a bright future.
The role of the data professional has evolved hugely in the last two decades. Big Data and Tech advancements are reshaping roles. Alejandro, our specialist data recruiter, shares insights on the changes he has witnessed in 10 years and looks forward to what the future may hold for trends in Data.
Although there is no exact date for its creation, it can be said that the term Big Data began to be widely used in the mid-1990s and early 2000s. It is incredible how in just two decades, Big Data has evolved in terms of tools, technologies, data analysis methods, and even the professional profiles that work with it. The technology market is advancing at an unstoppable pace.
As a recruiter, I have witnessed firsthand how Big Data has transformed the way companies manage and utilise their data. But above all, I have seen how hiring needs in companies have been changing and, consequently, how professional profiles have been evolving.
I still remember when I took my first steps in the world of recruitment. By some stroke of luck, I have always been involved in selection processes for data analysis departments, which has allowed me to experience every change. It’s amazing how much everything has changed in a decade. And when the market transforms so quickly, one must study, investigate, and adapt to the changes in order not to be left behind.
From Database Administrators and Data Analysts…
In the past, the focus was on hiring database administrators, professionals with skills in storing, cleaning, and processing data. At some point, I can’t remember when exactly, the role of Data Analyst emerged, where in addition to technical knowledge, they needed to have a more analytical profile and be able to use visualization tools to make the numbers understandable to everyone. This profile sparked a revolutionary shift.
Data analysts were the key professionals in the field of Big Data. These profiles had strong technical skills, such as database knowledge, SQL, and data visualization tools. Their main function was to extract, clean, and transform data for analysis and presentation. However, as data volumes increased and became more complex, it became clear that more advanced skills were needed to harness the full potential of Big Data.
…to Data Scientists
It is in this context that the role of the Data Scientist emerged. Data Scientists are multidisciplinary professionals who combine technical skills, programming expertise, knowledge of mathematics and statistics, and experience in machine learning. In other words, suddenly companies no longer asked me to find a professional with computer skills and knowledge of SQL. Now they needed individuals capable of using advanced analytical techniques that went beyond basic descriptive analysis. Suddenly, new concepts appeared in my dictionary: algorithms, automations, predictions… My goodness, no one told me when I studied Political Science or Human Resources Management that I would have to learn all this new vocabulary. I suppose that justifies why I ultimately decided to study Data Analysis. If you can’t beat the enemy, better join them. Or at least that’s what people say.
And just when you think you know everything about the world of data, new terms start to emerge.
And then came Business Intelligence…
Sometimes, it seems like trends even reach the recruitment processes. I remember the first time I heard the term Business Intelligence. Technically, it wasn’t a new term, but it arrived as a trend that was here to stay. While data scientists delve into the depths of data, Business Intelligence professionals are the guides who show us the way. They are the masters of visualisation tools and data analysis geared towards decision-making.
Overnight, recruiters learned about tools like Tableau, Power BI, or QlikView. And the best part… we realised that we could use them too. The data market had been liberalised, no longer requiring one to be a computer engineer to work with data. It’s interesting to see how the perception of companies has changed regarding the importance of data handling. Nowadays, there are even strategic departments analysing data in human resources, marketing, and more.
But that isn’t all. Every year, new concepts emerge: Data Engineering, Data Governance, Machine Learning. In such a dynamic field, challenges and learning opportunities are always present.
Every year, new tools focused on data analysis, new ways of leveraging it, and new business needs emerge in the market. In the fascinating world of Big Data, where technological advancements and new analytical techniques emerge at a rapid pace, adaptability and continuous learning have become vital skills for professionals in this field.
As a recruiter, I have firsthand witnessed the importance of studying and adapting to stay ahead. Profiles that were once highly sought after can quickly become obsolete due to technological advancements or changes in market demands. That’s why I believe it is essential to never stop studying or learning, in order to understand the market and your clients.
Additionally, it is crucial to seek candidates who not only have current skills and knowledge but also have the ability to adapt and learn new tools, techniques, and concepts that the future will demand from them.
It has been a decade since I started working as a recruiter, searching for data analysis profiles. And it almost seems like all those roles I work with will soon become obsolete again. Perhaps, in a short time, recruiters will be seeking professionals who will exclusively work in Artificial Intelligence, Spatial Data Mining, or learning algorithms for nanobots. It sounds like science fiction, but the truth is that many are pointing towards it being the future. In the face of this imminent future, adaptability and continuous learning will be crucial characteristics for both recruiters and candidates.
*Alejandro Pino is a Principal Recruitment Consultant at E-Frontiers, with extensive experience in selecting top Data profiles for companies. In addition to his background in Human Resources, he holds a Master’s degree and specialises in Data Analytics & People Analytics. He also teaches classes at business schools on data analysis and its application in companies and human resources departments.
Globally we are dealing with a cybersecurity talent shortage. There is a huge demand currently in Ireland and across the globe for cybersecurity professionals as companies are actively looking to increase their workforce to safeguard against any potential cyber breaches.
There is a concerning gap between the demand for skilled cybersecurity professionals and the available workforce to meet that demand. The increasing sophistication of cyber threats and the growing reliance on digital technologies across various sectors have escalated the need for cybersecurity expertise. This shortage is fuelling increased salaries in the area.
A skills gap in cybersecurity within Ireland has long been a source of warning from industry professionals. The several recent incidents of high-profile cyber-attacks emphasise the need to close this gap and address these shortfalls.
The Cyber Security Skills Report 2021 published by Cyber Ireland, found Ireland to have both a serious skills shortage and a skills gap in the cybersecurity sector. Cybersecurity teams were found to be understaffed in a male-dominated industry afflicted by a “serious” skills gap. These gaps have a knock-on effect on all aspects of the economy. All sectors have digitalisation plans, including the public sector. These are all at risk.
Several factors have contributed to this shortage:
-Firstly, as I mentioned, there is a rapid evolution of cyber threats, which necessitates continuous upskilling and adaptation to new technologies and attack methods.
-Secondly, our traditional education systems have struggled to keep pace with the rapidly changing landscape of cybersecurity, leading to a lag in producing qualified professionals.
-Additionally, high competition for skilled cybersecurity talent globally makes it challenging for individual countries like Ireland to attract and retain these professionals.
That said, we are rising to the challenge and Ireland’s cyber security sector and employment is growing rapidly, reflecting global growth in the cyber security market. Various reports have identified almost 7,500 professionals currently working in the cyber security sector in Ireland, with the potential for 17,000 jobs by 2030.
The efforts being made in Ireland to address this skills shortage include:
-Public and private sector organisations are investing in cybersecurity training programs, collaborating with educational institutions to develop specialised cybersecurity courses, and promoting initiatives to upskill the existing workforce.
-Public-private partnerships are being fostered to create a talent pipeline, offering mentorship programs and internships to encourage more individuals to pursue careers in cybersecurity.
-Cybersecurity Awareness Campaigns: Public awareness campaigns aim to educate individuals about the importance of cybersecurity, encouraging more people to pursue careers in this field. Due to the nature of the work, it’s a highly dynamic “trendy” industry to be in now with many career development paths to follow.
In a recent article, Puneet Kukreja, EY’s UK and Ireland cyber leader, discusses his thoughts on digital transformation, sustainability data, and cyber talent shortages.
Stating “While technical expertise remains crucial, a more diverse skillset is essential, including effective communication and broader business acumen. This broader skillset enables them to influence decision-makers at the board level”.
Within an organisation, your role in Cybersecurity makes an impact, and the nature of this impact is evolving at a rapid pace.
In Ireland, all 3rd-level and many private schools are offering Cybersecurity courses and graduates can find themselves going straight into employment almost immediately. Some of the main “in demand” role titles currently are Information Security Officer, Network Security, Cybersecurity Engineer & Penetration Tester to name but a few. The main certifications in demand would be CISSP, CISM, CISA & CompTIA Security.
For the short term, the cybersecurity skills shortage remains a challenge in Ireland and globally. Continuous investment in education, training, and industry collaboration will be essential to mitigate this issue.
Author John Ryan is our recruitment expert in this area. Don’t hesitate to get in touch with John if you would like to chat with him about available opportunities in the cybersecurity field or if you would like advice on how to upskill within this highly sought-after area effectively.
In today’s fluid job market where professionals seek flexibility and autonomy, the transition from permanent employment to contracting is more popular than ever. This move can allow individuals to take charge of their careers, choose projects that align with their strengths, and earn higher pay. Any such transition will demand careful planning and thought to ensure success. This blog seeks to guide you through the process, highlighting essential steps and how to succeed.
Why Choose Contracting?
Contracting offers unparalleled control over project selection, work locations, schedules, and income. As a contractor, you can become your own boss, define your career path, and shape your professional aspirations. This is hugely appealing given the busy full lives most of us lead.
Making a Smooth Transition:
-Plan Strategically: Evaluate your strengths and unique selling points, align them with market demands, and plan your contracting journey. As a contractor you are selling your experience. Potential employers are looking for you to be able to ‘hit the ground running’ there is usually no opportunity for a steep learning curve – contracting is not for people looking to get into a new career – you are selling your existing skills.
-Manage Finances: Embrace financial responsibility by understanding your income and managing business expenses independently. At E-Frontiers, we have a dedicated contractor onboarding specialist who will guide you through this process.
-Continuous Learning: Prioritise upskilling and stay updated with industry changes to enhance both your profile and marketability. At e-Frontiers we are happy to talk to and advise candidates in these areas.
-Organisational Skills: Flexibility, initiative and learning on the job are key for a contractor.
-Mastering Interviews: Approach contract job interviews by demonstrating how you can add value to projects and showcasing your adaptability. And be honest about why you want to make the move to contracting.
A good relationship with your specialist recruiter is essential here. They will be able to give leadership and advice and a steer on what contracts may be the best opportunity for you.
Essential Skills for IT Contractors:
-Technical Proficiency: To thrive as an IT contractor, you need a strong foundation in your area of specialisation. In-demand tech skills within the current market include Technical Project Managers, Change and Strategic Managers, Business Analysts, QA’s, Software Development, Cybersecurity, Cloud Computing, and Networking.
-Adaptability: This is essential. You will need to be able to thrive in diverse project environments and quickly adapt to new technologies and systems.
-Communication: Effective communication and client understanding are essential for collaborating with a variety of clients for successful project delivery.
-Financial Acumen: Learn to manage your finances, negotiate rates, and handle taxes, all vital skills for an independent contractor. If this is not your area of expertise – don’t worry. Here at E-Frontiers, we can recommend accountancy companies that will guide you through managing your finances and invoicing. We will also be there to help walk you through the process of setting up as a contractor and negotiating rates.
Structuring Your Contracting Business
Becoming an IT contractor is akin to setting up your own business. You’ll need to determine your specialisation or niche, identify the market demand for your skills, and choose the most suitable legal structure for your business, such as a Personal Limited Company or an Umbrella Company.
Building a strong online presence, showcasing your experience, projects, and skills, and networking with potential clients are all essential steps in establishing your IT contracting career. Develop a marketing strategy to promote your contracting services. Remember, you’re selling your expertise to potential clients and recruiters. Don’t shy away from regularly posting about your achievements and new skills or certifications.
Benefits of IT Contracting in Ireland
The thriving tech industry in Ireland presents numerous advantages to becoming an IT contractor.
-Lucrative Opportunities: Competitive rates and high earnings potential are very attractive within this competitive sector.
-Flexibility: Choose your own projects, clients, and schedules that align with your career aspirations. The beauty of it is you now have control over your own work/life balance.
-Continuous Learning and Growth: The variety of clients and projects will provide exposure to new and innovative technologies that will enhance your skill set and specialisation.
Importance of an Up-to-Date CV
-Showcasing Expertise: Show your ability in the latest technologies and your commitment to upskilling and learning. Edit your CV to specifically target the job description at hand and highlight the specific relevant skills that are critical to the role – but always be truthful about your skills and experience on your CV – never over embellish. Keywords are critical here. Recruiters are always available to do a quick scan-through for specific keywords.
-First Impressions Matter: Your CV is the best tool you have in creating a lasting first impression: Design a well-structured CV to stand out, highlighting relevant skills and experiences tailored to each role. Apply the same attention to detail with your LinkedIn profile. This is often neglected but is usually the first port of call for a recruiter.
Transitioning to IT contracting in Ireland offers a promising career path for tech enthusiasts seeking freedom and exciting challenges. To succeed, focus on honing your technical skills, adaptability, and communication, and carefully consider the business structure that aligns with your career and life goals. By building a strong professional profile, and staying updated with industry trends, you can successfully make the switch to IT contracting and thrive in this dynamic field.
This comprehensive guide provides aspiring IT contractors with the knowledge and insights needed to embark on a successful contracting journey. Whether you’re a seasoned pro or just starting off, the opportunities in IT contracting are waiting for you to explore.
A well-crafted LinkedIn profile can be a powerful tool in your job hunt. In today’s competitive job market, it’s essential to stand out and make a strong first impression on potential employers or recruiters. Job hunting often places such a focus on your CV, that you almost forget other tools at your disposal to help get a job. Many don’t realise that your LinkedIn profile is just as important as a CV in helping you get a job or being found by a recruiter!
-Profile Picture – A high-quality, professional-looking profile photo. Dress appropriately with a neutral background.
-Your Headline – Keep it short and sweet, but informative. This is the first thing a recruiter will read about you.
-Your Summary – This must be engaging and compelling to hook the reader to want to learn more about you. It should be a snapshot of your career, achievements, aspirations, and expertise. Use keywords that are relevant to your industry. Display genuine passion and use this space to build your own brand.
-Switch ‘Creator Mode’ on – This opens many advanced features to you such as ‘followers’, ‘#talks about’, a custom website link, access to extra analytics, and moves the ‘Featured’ section higher in your profile.
-Open to Work – LinkedIn has profile settings where you’re able to highlight the fact that you’re “Open to Work” and you can even show recruiters what jobs you’d be interested in. And don’t panic, this feature won’t announce your change in status publicly to your current colleagues or boss. You can be “Open to Work” privately so only recruiters who have LinkedIn recruiter (nearly all recruiters use this tool) can see you’re open to work! This is a crucial step, as this is one of the first filters many recruiters use when looking for candidates.
-Customised URL -Personalize your LinkedIn URL to make it more professional and easier to share. Ideally, it should include your name.
The Finer Details:
Work Experience: List your work experience chronologically, including your responsibilities and achievements. Use action verbs and quantify your accomplishments whenever possible. This provides a clear picture to the reader of your contributions and capabilities. Give a summary of what each of your roles entailed and it’s most important to include the technologies used in that job so the reader has a full picture of your experience.
Make sure the company name is visible and state if it was a contract or full-time position. This is important as it flags whether you may be open to contract positions and also will explain short stints of work in different companies.
Education: Include your educational background, all certifications, and any relevant courses or workshops you’ve completed. Highlighting your credentials can make you a more attractive candidate.
Showcase any significant projects you’ve worked on and any publications or articles you’ve written. This demonstrates your expertise and thought leadership.
The Featured Section: This is an underused section by most, but it is a perfect place to showcase and highlight work or community involvement that you’re most proud of. Here, you can feature posts and content that you’ve authored or re-shared, or articles you’ve published on LinkedIn. You can post external media such as images, documents, and links. It’s good to have a professional and personal mix here and refresh regularly.
Skills and Endorsements: Highlight your key skills and seek endorsements from colleagues and connections who can vouch for your abilities. These endorsements add credibility to your profile and can help you appear in more search results.
Recommendations: Request recommendations from supervisors, colleagues, or clients who can speak about and vouch for your strengths and work ethic. These personal endorsements really do carry significant weight in the eyes of potential employers.
Be Active with regular updates: Like, comment, share. This increases your visibility. Actively engage with your network by sharing relevant articles, commenting on posts, and participating in group discussions. Building meaningful connections can lead to job opportunities.
Keep your profile up-to-date, especially when you change jobs, acquire new skills, or achieve significant milestones. An active and current profile signals that you’re engaged in your field.
By making these changes you’ll be better positioned to make a positive impression on potential employers and increase your chances of landing your dream job. Your profile is a tool that can be used to great success. Remember that LinkedIn is not just a digital form of your CV, but an interactive platform for networking and showcasing your professional brand.
You have conquered the world as a top professional with vast skills and successes! Ironically, this can make top CV preparation for the next job a more difficult challenge! Preparing your executive resume can be daunting no matter how much experience you have in your chosen field. With that in mind, we wanted to share a few ideas on how experienced candidates can conquer that challenge and get their top CV right for the new opportunity!
Create a solid foundation for your top CV
When it comes to submitting your executive resume, one size simply doesn’t fit all but it is important to spend some time putting together a core document that you can build your applications around. This may be time-consuming but will be worth it in the end and it is something you can enhance and enrich as you go through your career. Tailor your CV to each position that you are applying for, reflecting the language used and highlighting the experience that is directly relevant to the role. It doesn’t have to be two pages, but equally, don’t really on a 5-page executive resume – the key bit is to make sure all the most important information goes on the front page.
Think ‘Professional Profile’
We are big fans of a “Professional Profile”, a short paragraph at the beginning that summarises you. It should briefly list years of experience and qualifications in a career summary. This allows the reader to get a feel for the applicant but should be interesting enough to encourage them to read your executive resume. We find this is very important for experienced candidates as while there may be less competition for some roles, the competitors are skilled and fierce with all having a fantastic experience.
Quality over Quantity!
When you have been in the workplace for over 20 years it can seem difficult and perhaps unfair of you to reduce a wealth of experience to a few pages. Remember though – an executive resume is just the carrot on the stick to get you that interview. You can expand further when you get past this first stage and a succulent top CV is key. It also shows your fine-tuned communication skills and your ability to strip back your entire career and pull the salient points to the front that matter to the client.
Think of the reader
If you are looking for permanent employment your two most recent roles are the most relevant. Briefly introduce the company you worked with, and your role by title followed by a bullet point description of what you do or did! The information should be easy to read with the right, consistent font, paragraph, and spacing. The reader is under time and attention pressure so help them spend more time on your executive resume! It should almost feel like the relevant information is jumping off the page rather than something that has to be combed through with a magnifying glass.
Thinking about a new job?
The typical pathway to finding a new job involves anything from 5-12 steps. Yes, you read that right, up to 12 steps! And let’s face it, most of these steps are far from enjoyable for you as the candidate. At E-Frontiers, we can take the pain out of the recruitment process for you. Our goal is to make the recruitment journey as seamless and stress-free as possible for you. We value your time and strive to provide a positive and transparent experience at every step. This really is the main reason you need to consider working with one of our recruiters for your next new job search.
The difficult part
You are probably already familiar with the drill. A huge amount of time is spent trawling through job ads online, working your contacts and network. Seemingly never-ending rounds of CVs and applications, sent out with very little in return. Trying to decipher cryptic job specs to determine who the job in question is looking for, you or perhaps indeed a superhuman. It’s time-consuming, stressful, and sometimes overwhelming, and it’s all too easy to give up too soon before you’ve gotten near to landing your dream job or getting your foot onto the next rung of the career ladder.
Make it easier for yourself!
The value we bring to the recruitment process? Simple. We can cut through the noise and do it in 4 steps for you!
Let’s simplify the recruitment process. With continuous communication and support throughout from E-Frontiers, we can reduce this process to 4 steps. Meet, Chat & Plan; Evaluate Opportunities; Interview Stage; Onboarding!
As the recruiter, we know the client and what they are looking for. Your recruiter will have the real low down on whether you are in with a decent shot at securing the position– answering the all-important question ‘Where am I in the running?’. You can then decide whether to invest more time and energy in this application or cut your losses and move on to the next opportunity.
How we can help
You can conduct your job search the hard way as just described above, or the easy way. So, what happens with the easy way? Our recruiter will put the time in for you. While you concentrate on your day-to-day, your recruiter will do the leg work for you. The background research. The detailed job applications. The due diligence on whether the position and company are a good cultural fit for you.
We will give you direction and ideas on upskilling, based on what your peers in the same industry are investing in. You will receive lots of CV advice, and we know that making the appropriate CV changes and improvements BEFORE the job application will hugely increase your chances of getting an audience with the client.
Keep your options open
There are many opportunities out there and it can be easy to miss out on the best and most suitable of them as you concentrate all your time on one option. Your recruiter can avoid this pitfall by planning and thinking ahead for you. We look at other suitable roles and opportunities as they arise and will apply and start the process on your behalf. This means you have the time to focus on one process at a time, without getting frazzled and stressed about the ‘what ifs’.
Use your recruiter to your advantage
Your recruiter is your ally. Meet up for a coffee and chat and take advantage of their resources and their knowledge of the position and client. We want you to succeed and will do everything we can to make it happen. Quite often, client interview processes can be longwinded, going the route of stop, start and stop again, and are generally fraught with difficulties and stress. Your recruiter will be on hand to support you through this on a daily and weekly basis, giving meaningful feedback and providing you with a genuine insight into what is going on with the client. This way you don’t feel alone in the process or feel like there’s no hope and give up.
Help is always at hand
If you are shortlisted for the interview stage and need help, you have the option of using the services of an interview coach. We will help with coaching you on the questions and answers to consider, and give you inside tips on what the client is looking for so you can then tailor your responses accordingly. We’ll give you proper feedback after each stage and further advice and insights for the next stage.
And once you secure the role, our support doesn’t end there. We are on hand to help you with your negotiations on benefits, salary, and your total package and onboarding experience. The lines of communication always remain open, and we are a phone call away if you need our expertise at any stage, now, or indeed into the future when the time is right to consider your next move.
Contact any member of our team today to discuss options for your next career move.
Did you know that only 1 in 8 candidates manage to get past the first interview? Securing a job interview is a crucial milestone in pursuing your dream job. However, even the most talented candidates can sometimes stumble and make mistakes during the interview process, resulting in rejection.
We have collected feedback from over 690 first interviews conducted across Ireland this year. Here, we highlight some common mistakes our clients have pointed out as the reasons for rejecting candidates. To help you avoid these pitfalls, our recruiters offer valuable advice and insights. So let’s take a dive into the most common mistakes candidates make in an interview.
1. Inability to expand on technical skills.
The core aspect of the interview process for IT roles primarily revolves around assessing your technical expertise. Whether or not you are tasked with a preliminary technical exercise, it remains crucial to proficiently articulate and showcase your skills and problem-solving approaches.
A valuable guideline to follow is that if a particular skill is listed on your CV, you should be capable of explaining when and how you’ve applied that skill, as well as demonstrating the depth of your knowledge in that domain. The best way to do that is by giving a few examples of projects where you’ve applied it and the thought process behind using the technology of choice.
2. Inability to discuss experience
Candidates who struggle to articulate their past experience, fail to impress employers. A good idea would be to apply the STAR method when putting together your answer. That will touch on the situation, task, action, and result of the skill you are looking to prove your experience in.
Use the STAR Method…
For example, if you are asked to outline your experience in API integrations, you should start by summarising your experience and then proceed into giving details about:
-Situation- Projects that involved API
-Task- Your responsibility on the project in respect to API
-Action- How did you go about completing your tasks
-Result- what was your contribution to the project
You need to find the right balance between giving a detailed answer and talking too much 😊, but practice makes perfect. Write your answer down and make sure to assign the time to prepare before the interview.
3. Negative remarks about previous employers
If you are one of the unlucky ones and have experienced a bad working environment or a manager that you clashed with, I’m sorry you had to go through that. I know, we are all human, and frustrations and emotions can play a part in some situations. However, there is a place and time for giving out about your previous employer or colleagues, but during an interview is not the place. Keep that discussion for your closer acquaintances and focus on opportunities for career progression, learning and development, and exploring new challenges.
A new opportunity awaits…
Think about the interview as an opportunity to start a new positive experience and this all starts at the interview stage. Negative remarks will only damage that clean slate. If you do need to address a previous conflict, the best way to go about it is to focus on acknowledging your mistakes and the lessons learned. The other party is not being interviewed here, you are!
4. Culture fit and interest
Would you accept an offer from a company you have no interest in? Or if there is a misalignment between their values and yours?
It’s a two-way street and as much as you need to impress in an interview, it’s important that you get a good feel about the company and the culture to ensure that it’s a place where you would actually like to work. In preparation for your interview, you should review their values, and check their social pages and Glassdoor reviews to try and get a feel of what they are as an employer.
Ask the right questions…
But, don’t stop there, remember, you need to show interest. How to do that you ask? By asking questions! What is it like working for you? How do you give back to the community? How do you support your employees with their career development goals? What will onboarding look like? Their answer will give you a sense of how they treat their employees and what the day-to-day will look like.
Demonstrate your research…
Another great way to show you’ve done your research and that you are keen is to reference the things you know about the employer. For example, ‘I saw you are branching out into AI, that is so interesting, I’m very passionate about that field and would love the opportunity to be part of that initiative.’
Interview failures can often stem from these common mistakes made by candidates. By addressing these, candidates will greatly improve their chances of success. Our recruiters play a crucial role in guiding candidates to avoid these common pitfalls, to be prepared, and to thus optimize their interview performance.
Preparing your CV can be a daunting challenge no matter how much experience you have in your chosen field.
Once the decision is made to start looking at the market the prospect of putting together a CV can be enough to make you change your mind!
Before you even begin I always advise candidates to spend some time looking at different job specifications. This allows you to focus on the type of role you are looking for.
When you identify one that catches your interest (and is something you feel you’re qualified for) build your CV around this.
Look carefully at the requirements of the role and mirror this from your own experience.
When it comes to submitting your CV, one size doesn’t fit all but it’s important to spend some time putting together a core document. This may be time consuming initially but will be worth it in the end.
Tailor your CV to each position that you’re applying for, reflecting the language used and highlighting the experience that is directly relevant to the role.
It doesn’t have to be two pages but the most important information should all appear on the front page.
I’m a big fan of a “Professional Profile”, a short paragraph at the beginning that summarises the information below. It should briefly list years of experience, professional qualifications and industry experience as well as providing a few lines of a career summary. This allows the reader to get a feel for the applicant but should be interesting enough to encourage them to read on.
When you’ve been in the workplace for over 20 years it can seem hard to reduce a wealth of experience to a few pages. A CV is a door opener and should hit the right notes, these can then be expanded on in an interview.
If you’re looking for permanent employment your two most recent roles are the most relevant. Briefly introduce the company and then describe your role there by title followed by bullet points. The information should be easy to read, if the type is small and the document is densely written it’s unlikely that someone will battle through.
It should almost feel like the relevant information is jumping off the page rather than something that has to be combed through with a magnifying glass. Try to remember that it’s likely your CV will be one of many readers that day and you want it to be easy on the eye!
Earlier or more junior roles don’t need to be included in any great detail. The only exception I’d make to this point is to say that if the industry or work experience is directly relevant to the role you want, then include it.
The same goes for hobbies and interests. A brief mention is fine but if it’s not relevant to the role then it’s not so important that you were captain of the school’s debating team!
Use the CV to answer any questions that may arise on reading. If you have a gap in your career a few lines explaining it is better than hoping that the missing year won’t be noticed!
I don’t think that references should be included on a CV. Your referees can make the difference between whether or not you get a role. If they’ve received 10 calls to talk about how wonderful you are they may not be so patient when the important call comes.
Remember, you may be or may have been in a hiring position. Think about what you want to see from a CV. Taking the time to write an interesting and relevant document is actually a form of interview preparation! It focusses the mind and allows you to mentally prepare for questions that may arise when you’re face to face.