Our first 10 years doing recruitment in Spain 

This year marks a decade since E-Frontiers took a significant step by expanding its operations to Spain. With a clear focus and defined mission, it arrived in Madrid with the firm conviction of providing effective solutions to both companies and candidates across the country. Today, looking back, we take pride in how our recruitment in Spain has transformed lives, advanced careers, and helped companies find the talent they need to thrive.

recruitment in spain

First conversations with E-Frontiers

My relationship with E-Frontiers goes back a long way. Even before working here, I had connections with its employees and some of its directors. Why? Because I knew that their team had a perfect understanding of the Spanish IT market; because their people were present at all the key tech events, and most importantly, because I knew they worked differently. Where other companies struggled to find qualified talent in a competitive market, the people at E-Frontiers were able to help their clients build highly qualified teams. 

I remember one of my first conversations with one of the founders of E-Frontiers. While I was telling him about how I did my job at a large company in the sector, sharing data about how many interviews I conducted and how many hires I made, none of this seemed to impress him. What he said to me was: 

 “Pino, for us, the important thing here is the candidate and our clients. It’s quality, not quantity. The most important thing is to support individuals throughout their journey, whether they are candidates or hiring managers. For candidates, this means preparing them for interviews and ensuring they find a job where they truly fit and feel happy. For hiring managers, it involves leveraging our expertise to introduce them to strong candidates who will positively impact their teams”  

It didn’t take long for me to realize that E-Frontiers really works differently. Their teams not only have great expertise in the market, but they also understand technology, the labor world, and they truly know how to prepare a candidate to achieve the desired job. 

How we work

Our success in Spain is measured not only by the number of placements made but by the quality and impact of our solutions. Every company we collaborate with receives a personalized service tailored to their specific needs. We strive to deeply understand each client’s corporate culture, goals, and challenges. This understanding allows us to find the right talent—people who not only meet the technical requirements but also fit perfectly into the work environment and share the company’s vision. 

However, our true passion and commitment are focused on the candidates. We know that job hunting can be an overwhelming and sometimes discouraging experience. That’s why we dedicate ourselves to accompanying each candidate on their journey, providing them with support, guidance, and life-changing opportunities. 

From the first contact, our goal is to establish a relationship of trust with eachn individual. With candidates, we listen to their aspirations, understand their strengths, and work to find the perfect opportunity that allows them to develop both professionally and personally. It’s not just about finding a job; it’s about building a career and realizing dreams. 

Success Stories

Over these ten years, we have witnessed countless success stories. From young graduates who found their first job to experienced professionals who discovered new opportunities and challenges that revitalized their careers. Each story is a testament to our commitment to the well-being and development of people. 

I remember the case of Marta, a talented engineer who, after months of unsuccessful job searching, came to our agency feeling discouraged. After getting to know her skills and aspirations, we found her a position at a growing tech company. Today, Marta has not only advanced professionally but also leads innovative projects and has become an inspiration to others. 

Another example of a client success story involves a mid-sized tech company struggling to find experienced software developers with experience with a new and unusual programming language. Despite numerous efforts, they were unable to attract the right candidates. After partnering with E-Frontiers, we conducted an in-depth analysis of their needs, culture, and the specific challenges they faced. We then leveraged our extensive network and market knowledge to identify and attract top talent. Within a few months, the company had successfully hired several highly skilled developers who not only met the technical requirements but also integrated seamlessly into the team, significantly boosting their productivity and project success rates. 

Continued Growth – Recruitment in Portugal

We have recently expanded into the Portuguese market, supporting clients from Spain, Ireland and the UK as they grow in Portugal. Our goal is to deliver our quality service in this promising and expanding market. 

Our mission 

As we celebrate our tenth anniversary in Spain, we renew our commitment to excellence and dedication to our clients and candidates. We are more motivated than ever to continue providing effective and humane solutions to the labor market. Our mission remains clear: to connect people with opportunities that allow them to reach their full potential. 

Thank you to everyone who has trusted us and been part of this story. We look forward to celebrating many more decades with all of you. 

Alejandro Pino Alamillo – Team Lead Recruiter @E-Frontiers Spain

[email protected] 

Do you want to speak with me? Book a slot here

Tienes una entrevista de trabajo: ¿Ahora qué?

A día de hoy, asegurarte una posición en la industria IT requiere más que un conocimiento en ciertas herramientas y tecnologías. Destacar a nivel personal y encajar a nivel cultural con la empresa con la que tienes interés es casi igual de importante.

Tanto como si eres un profesional senior como si eres un recién graduado entrando en el mundo laboral, prepararse una entrevista de trabajo es crucial para poder pasar con éxito un proceso de selección. 

Para ello, contar con la ayuda de un recruiter de E-Frontiers es una ventaja que te hará destacar en cualquier entrevista. No solo ayudamos con la preparación del CV y tu posicionamiento dentro de una empresa, si no que también te asesoraremos durante todo el proceso de selección, dando tips para entrevistas y preparándote para ellas de la manera más eficaz posible. 

¿Cómo prepararse antes de una entrevista de trabajo?

Interés 

Puede parecer obvio, pero es crucial verse, sonar y actuar interesado en la posición en la que estás inscrito. Mostrarte afable cuando te llaman desde RRHH para concretar una primera entrevista, mantener el contacto con el reclutador que te está llevando la candidatura y preguntar dudas es una señal positiva que señala que de verdad te interesa el puesto al que te estás postulando. 

Investiga la empresa 

Antes del proceso de entrevista siempre recomendamos hacer una pequeña investigación acerca de la empresa. Comprender sus valores, su misión, los productos y servicios que desarrollan. No solo para responder a la típica pregunta de “¿Qué sabes acerca de nosotros?”. También para poder tener un contexto y hablar con más naturalidad con ellos. 

¿Y qué investigo?

Investiga su página web.

Novedades en la compañía, últimas noticias, conoce a sus directivos. 

Estudia en profundidad la descripción del puesto para el que estás aplicando, anticipándote de esta manera a posibles preguntas.

Descubre quién te entrevistará y aprende cosas sobre él. A través de LinkedIn podrás ver dónde ha trabajado, dónde ha estudiado, qué contactos tenéis en común. Es una forma de romper la barrera y puedes usarlo para romper el hielo y hacer la entrevista más amigable. 

Demuestra tus conocimientos técnicos

En el sector IT, la experiencia técnica es uno de los puntos clave. Para poder demostrarla, son necesario una serie de matices: 

La descripción del puesto de trabajo

Todo el proceso y evaluación técnica se va a basar en lo que salga allí listado. Revísala, conoce qué puntos dominas a la perfección y en qué puntos puedes llegar a fallar. Toda prueba técnica estará basada en las herramientas que salgan listadas en ella. 

Refuerza puntos de mejora

Tras revisar la descripción quizá haya alguna herramienta que hace tiempo que no tocas. Tómate tu tiempo en repasarla para poder llevar esa información lo más fresca posible. 

Destaca tus hitos

Quizá te pregunten de qué proyecto basado en Java te sientes más orgulloso. O cómo fue el despliegue de Kubernetes más duro en el que trabajaste. Párate un tiempo a pensar qué proyectos te gustaría destacar y tenlos siempre en mente para cuando te pregunten sobre los proyectos más relevantes de tu experiencia. 

Ejemplos prácticos y repositorios

A través de un repositorio como Github o un portfolio personal puedes demostrar al entrevistador con ejemplos reales hechos por ti, parte de lo que puedes hacer. Mantenlo siempre actualizado ya que es una carta de presentación junto con tu CV. 

Demuestra tus habilidades personales

En los procesos de selección siempre habrá un porcentaje elevado de importancia en competencias técnicas, pero no podemos dejar de lado las personales. Por lo general, habilidades comunicativas, de solución de problemas, trabajo en equipo o idiomas son en general skills que van a evaluarte.  

 

Mejora tu discurso

Método STAR

Estructura tus respuestas usando el formato Situación, Tarea, Acción, Resultado. Esto ayudará a organizar tus pensamientos y presentar tus experiencias de manera clara y concisa. 

Practica la entrevista

Practica en voz alta posibles respuestas a preguntas que sabes que te harán. Hacer esto en alto, junto con un familiar o amigo que haga a la vez de entrevistador, ayudará a anticiparte a la entrevista practicándola de forma real. 

Prepara tus respuestas

Organiza posibles respuestas a las preguntas típicas que sabes que te harán. 

Estudia los requisitos

Prepara tus respuestas basándote en qué se está pidiendo en la oferta de trabajo y alineándolo con los objetivos y valores de la empresa. 

Haz preguntas

Prepárate siempre un par de preguntas para el propio entrevistador, en las que demuestres tu verdadero interés en la posición mostrando curiosidad por algunos de los aspectos de la empresa. 

 

Tu ropa y actitud

La vestimenta es muy importante ante cualquier presentación frente a una empresa aunque no necesariamente tienes que ir con atuendo excesivamente arreglado. Explorando un poco la cultura de la empresa, o incluso preguntando al reclutador, podrás escoger la forma de vestir adecuada para reunirte con ellos.

Otro punto también importante sería tu comunicación no verbal y actitud: llegar puntual, un apretón de manos firma, mantener el contacto visual o escuchar atentamente son buenas señales para los entrevistadores.  

La entrevista en Videollamada

Durante los últimos años hemos visto un crecimiento enorme de las entrevistas en vídeo. Agilizan el proceso de selección y permite una mayor flexibilidad para programarlas. A pesar de sus ventajas, puede acarrear varios inconvenientes como problemas técnicos y fallas de comunicación 

Testea tu equipo

Antes de acceder a la entrevista, comprueba que el link que te han mandado funciona correctamente, que micrófonos y cámara están conectados. Prueba también tu conexión a internet, a ser posible conéctate mediante cable para evitar problemas. 

Elige un fondo profesional

Un fondo en blanco o un ambiente bien ordenado dentro de tu casa. Evita fondos donde pueda haber distracciones para la persona que te está entrevistando. 

Iluminación

Colócate cerca de una fuente de luz potente, a ser posible natural evitando crear sombras. 

Domina la plataforma

Ya sea Zoom, Teams, Skype o cualquier otra plataforma de videoconferencias, haz siempre una prueba inicial para conocer sus comandos: Cómo mutearte, cómo encender el vídeo o cómo compartir pantalla. 

Gestiona las interrupciones

Siempre puede pasar en mitad de la entrevista algún problema como un repartidor que llama a tu puerta o un ruido externo que se cuela en la llamada. Trata esto con naturalidad, discúlpate y sigue la entrevista como si nada. 

 

¡Si estás considerando una cambio laboral, contáctanos! Estamos aquí para asistirte en cada etapa de emocionante cambio.

Síguenos en nuestras redes sociales y LinkedIn para estar al tanto de todas las novedades y nuevos blogs.

La Evolución y Tendencias del Mercado IT en España

El mercado de las tecnologías de la información (IT) en España ha experimentado una notable evolución en los últimos cinco años, impulsado por la creciente digitalización y la adopción de tecnologías emergentes. Este artículo examina los sectores tecnológicos que más están creciendo, las tecnologías más demandadas y aquellas que se perfilan como las más prometedoras para el futuro. 

Sectores Tecnológicos en Crecimiento 

1. Inteligencia Artificial (IA) y Machine Learning (ML):

La IA y el ML se han consolidado como pilares fundamentales en la transformación digital de las empresas españolas. Estos sectores no solo están creando nuevas oportunidades de negocio, sino que también están mejorando la eficiencia operativa y la toma de decisiones en tiempo real. Aplicaciones como chatbots, análisis predictivo y automatización de procesos son cada vez más comunes en empresas de diversos tamaños y sectores.

2. Ciberseguridad:

Con el aumento de los ciberataques y las crecientes amenazas a la seguridad de los datos, la demanda de soluciones de ciberseguridad ha aumentado significativamente. Las empresas están invirtiendo en tecnologías avanzadas para proteger sus activos digitales y garantizar la privacidad de la información de sus clientes.

3. Servicios en la Nube:

La adopción de servicios en la nube ha crecido exponencialmente, impulsada por la necesidad de flexibilidad, escalabilidad y reducción de costos. Las soluciones de infraestructura como servicio (IaaS), plataforma como servicio (PaaS) y software como servicio (SaaS) están siendo ampliamente adoptadas en diversos sectores.

Tecnologías Más Demandadas

Big Data y Analítica:

La capacidad de analizar grandes volúmenes de datos para obtener insights accionables es crucial para las empresas modernas. La demanda de profesionales capacitados en análisis de datos, científicos de datos y herramientas de big data ha crecido considerablemente.

Desarrollo de Software:

El desarrollo de aplicaciones móviles y web sigue siendo una de las áreas con mayor demanda. Lenguajes de programación como Python, Java, JavaScript y frameworks como React y Angular están entre los más solicitados.

Internet de las Cosas (IoT):

La interconexión de dispositivos a través de internet está transformando sectores como la industria, la agricultura, la salud y el hogar inteligente. La implementación de soluciones IoT está en auge, con una creciente demanda de ingenieros y desarrolladores especializados en esta tecnología.

La-Evolucion-y-Tendencias-del-Mercado-IT-en-Espana-

España: Un Hub Tecnológico de Referencia en Europa

España se ha consolidado como uno de los hubs tecnológicos más importantes de Europa, impulsado en gran medida por la actividad en dos de sus ciudades más grandes: Madrid y Barcelona. Estas urbes no solo destacan por su vibrante ecosistema tecnológico, sino también por la cantidad de empresas que han decidido establecerse en ellas, convirtiéndolas en epicentros de innovación y desarrollo.

Madrid: Un Ecosistema en Expansión

Madrid se ha posicionado como un referente en el sector tecnológico gracias a la presencia de varios centros de innovación y emprendimiento. Entre los más destacados se encuentran Campus Madrid, Impact Hub, Silicon Alley y The Cube. Estos espacios no solo facilitan el crecimiento de startups y empresas tecnológicas, sino que también fomentan la colaboración y el intercambio de ideas, fortaleciendo así el tejido empresarial de la ciudad.

Barcelona: El Distrito Tecnológico por Excelencia

Por su parte, Barcelona no se queda atrás y brilla con su propio distrito tecnológico, conocido como 22@. Este área, dedicada a la innovación y el desarrollo empresarial, alberga iniciativas como Tech Barcelona, Disseny Hub y un Impact Hub, que funcionan como motores de crecimiento para la industria tecnológica. La ciudad se ha convertido en un punto de referencia para empresas y emprendedores que buscan un entorno dinámico y creativo para desarrollar sus proyectos.

El Auge de Nuevas Ciudades Tecnológicas

Además de Madrid y Barcelona, otras ciudades españolas están emergiendo como importantes núcleos tecnológicos. Málaga, Valencia y diversas localidades en Galicia están experimentando un notable crecimiento en este sector. Asimismo, Bilbao y Sevilla se están posicionando como destinos atractivos para empresas tecnológicas, gracias a sus esfuerzos por fomentar la innovación y la inversión en tecnología.

En conjunto, estas ciudades contribuyen a que España se mantenga a la vanguardia tecnológica en Europa, ofreciendo un entorno propicio para el desarrollo empresarial y la innovación continua.

Algunas conclusiones

En los últimos cinco años, el mercado IT español ha experimentado una transformación notable. La digitalización ha pasado de ser una opción a una necesidad imperativa para la supervivencia empresarial. La pandemia de COVID-19 aceleró la adopción de tecnologías digitales, con un aumento significativo del teletrabajo y las soluciones de colaboración en línea.

Además, el apoyo del gobierno y la disponibilidad de fondos europeos para la digitalización y la innovación tecnológica han jugado un papel crucial en el crecimiento del sector IT en España. Programas como el Plan España Digital 2025 buscan impulsar la conectividad, la ciberseguridad y el desarrollo de competencias digitales.

Las empresas tecnológicas españolas también han visto un aumento en la inversión y la financiación, con un creciente número de startups emergentes que están atrayendo la atención internacional. Esto ha contribuido a la creación de un ecosistema vibrante y dinámico, donde la innovación es una constante.

En conclusión, el mercado IT en España está en plena expansión, con sectores como la inteligencia artificial, la ciberseguridad y la nube liderando el crecimiento. Las tecnologías emergentes como el blockchain, la realidad aumentada y la computación cuántica prometen transformar aún más el panorama en los próximos años. La evolución de los últimos cinco años demuestra un compromiso claro hacia la digitalización y la innovación, posicionando a España como un actor clave en el ámbito tecnológico global.

Si te interesa saber más sobre esto, hacer algún apunte sobre el tema, o si te interesa trabajar con nosotros, no dudes en contactar a los autores de este artículo:

Alejandro Pino (Team Lead Recruiter – [email protected])

Ana Martín (Technical Recruiter – [email protected])

Essential Skills for IT Job Interviews

You’ve secured a big job interview: what’s next?

Nowadays, securing a position in the IT industry requires more than just technical skills. It demands a comprehensive approach to preparing for job interviews that showcases your expertise, personality, and cultural fit.

Whether you’re a seasoned professional or a fresh graduate entering the workforce, mastering the job interview process is essential for landing your dream role in Ireland’s thriving IT sector. Interview preparation is key.

It is a huge advantage to have the help of a recruiter from E-Frontiers throughout the hiring process. Not only can we help with your CV and give you visibility with different companies, but we can also support you throughout the hiring process, providing coaching for interview preparation, giving you a heads up on information about the type of interviews planned, and vitally, following up with the Hiring Manager on your behalf.

So, how do you prepare for an IT job interview? The following are points to consider in your interview preparation:

Be Interested

This may seem obvious, but it is crucial to be pleasant and to look, sound, and act interested in the position you are applying for. If you give a vibe that you would rather be somewhere else, then you can probably assume you won’t be getting a call back. It can be quite a challenge for interviewers when they encounter disinterested candidates, so don’t set yourself up for failure before you’ve even begun.

Research the Company and Role

Before stepping into the interview room/virtual room, take the time to research the company thoroughly. Understand its mission, values, products, and services. Familiarise yourself with their recent news, industry trends, and the company’s position within the market. And don’t just limit this research to a quick Google search, be more thorough.

  • Look at their latest annual report, check out their latest advertising, and chat to people you may know within the industry about the company -this will give you a feel for what the company is about and how they are perceived within your industry.
  • Additionally, delve into the specifics of the role you’re applying for, including specific job responsibilities, the required skills, and qualifications. This knowledge will enable you to tailor your responses during the interview and demonstrate your genuine interest in the company and the position.
  • Try to find out in advance who is on the job interview panel so that you may be able to connect with them on a personal level. Check their LinkedIn profiles for mutual connections, and common experiences through education, location, or sport.
Essential-Skills-for-IT-job-interviews-Q2-Candidate

Demonstrate your Technical Proficiency

In the IT industry, technical expertise is paramount. Ensure that your skills are up-to-date and aligned with the job requirements.

Job Spec:

Review core concepts, programming languages, software tools, and methodologies and mention certifications, courses, and training you have that are relevant to the role. 

Is upskilling necessary?

Consider refreshing your knowledge through online courses, tutorials, or hands-on projects to make your experience more relevant. 

List Your Achievements:

Before the job interview, make a list of your key tech projects and accomplishments. For each item on your list, write down the specific role you played, the IT skills you used, the challenges you faced, and the outcomes. 

 Practical examples:

How have you applied your technical skills to solve problems or improve processes? This could involve software you developed, systems you implemented, or complex data you analysed. 

Do you have a Portfolio?

Do you have a github account or portfolio with your personal projects? Make sure they have access to that.  

Technical proficiency coupled with practical examples will instill confidence in your abilities and set you apart from other candidates.  

Display Your Soft Skills

While technical competence is crucial, don’t overlook the significance of soft skills in the IT sector.

Effective communication, problem-solving, teamwork, agility in project management and the ability to work effectively in remote teams are highly valued attributes in today’s workplace. Be prepared to share examples of how you’ve effectively handled challenges, resolved conflicts, or contributed positively to team dynamics in previous roles.

Showing strong interpersonal skills will demonstrate your ability to thrive in diverse work environments and foster positive relationships with colleagues and clients.

v3-Key-points-to-prepare-for-interviews-Candidate-Blog-Q2-Infographic-LinkedIn-Post

Perfect your Pitch

Use the STAR Method:

Structure your responses using the Situation, Task, Action, Result (STAR) format. This method helps organise your thoughts and present your experiences clearly, concisely, and engagingly to the interview panel.

Mock Interview:

Practice articulating your ideas confidently and clearly. Practice describing your strengths, experiences, and STAR examples. Be prepared with specific examples that demonstrate your problem-solving abilities, leadership potential, and ability to be agile and quickly adapt to change. Practice your responses out loud, preferably with a friend or mentor who can provide feedback. This will help you refine your delivery and ensure that your examples are communicated effectively.

Prepare Thoughtful Responses:

Anticipate the common interview questions and formulate responses that showcase your qualifications and suitability for the role. And make sure to link your skills back to the job description.  

Skills Alignment:

Tailor your responses to highlight how your skills and accomplishments align with the company’s objectives and how you could contribute to its success.

 – Ask Questions:

Finally, prepare a couple of questions to ask the interviewer or hiring panel that demonstrate your interest in the role, the company culture, and opportunities for your professional growth within the company. 

Dress and Act Professionally

Dress to impress! Choose attire that is appropriate for the company culture and industry standards, this can vary hugely by industry. Your recruiter can give you a hint on the dress code. The same rules apply if you are doing a video interview.

Small but Serious: Some very important considerations are things like being punctual, having a firm handshake or a calm smile if the job interview is online, maintaining eye contact, listening attentively, and demonstrating a keen interest in the opportunity and company are KEY. This advice is especially important for video interviews. Aim to look at the camera when speaking, not the screen. This creates the illusion of direct eye contact with the interviewer, making the conversation feel more personal and engaging.

Perception: Be confident in your abilities while remaining humble and approachable. Pay attention to nonverbal cues such as posture, gestures, and facial expressions, as they can influence the interviewer’s perception of you.

Camera Ready: Mastering the Art of Video Interviews

Video interviews have become a staple in the recruitment process, especially for IT jobs. Here are some specific tips to help you excel in a virtual interview  –

Test Your Equipment: It’s most important to do a run-through to ensure everything is working. As a tech professional, it’s not a good look if you cannot get your camera or sound to work. Ensure your camera, microphone, and speakers/headset are all working properly. Check your internet connection for stability and consider using a wired connection to avoid any potential disruptions. 

Choose a Professional Background: Opt for a neutral background or a tidy room. Avoid busy or distracting backgrounds that can divert attention away from your conversation. 

Lighting: Position yourself so that your face is well-lit, ideally with natural light facing you or a lamp that illuminates your face without creating shadows. 

Familiarise Yourself with the Platform: Whether it’s Zoom, Microsoft Teams, Skype, or another platform, understand how it works. Know how to mute/unmute, turn the video on/off, and share your screen, as you might need to demonstrate something or share relevant documents during the job interview. 

Manage Interruptions: If you experience an interruption (e.g., a noise, a technical issue), apologise briefly, address it if possible, and continue with your point. This shows your professionalism and adaptability. 

Diversity, Equality and Inclusion Insights

Why put DEI on your agenda?

It is important that the diversity efforts of organisations are intentional and visible and drive meaningful change. Efforts must be visible both internally and externally, demonstrating the organisation’s commitment to diversity, equality, and inclusion and fostering trust among employees, customers, and other stakeholders.

Poll Results

We recently asked our followers  -‘Is your company making a conscious effort to ensure diversity in the leadership team?’ LinkedIn Poll 26/2/24

  • 34% responded with Yes
  • 40% responded with No
  • 26% responded with ‘If they do, I am not aware’

It is food for thought that 66% felt that their company was not doing enough in terms of diversity and/or any efforts they were making were not visible, even to staff and team members.

Employers often require support and specialist external help in developing and amplifying the visibility of their Diversity, Equality, and Inclusion (DEI) initiatives, and could benefit from assistance with narratives and communication strategies. Coordinating a DEI plan requires guidance and planning to ensure alignment with organisational goals and foster a culture of genuine inclusion.

Diversity poll

Diversity Live Event

We recently hosted a live panel discussion event on Diversity, Equality and Inclusion. This was held on International Women’s Day and featured four incredible speakers who shared invaluable perspectives on fostering DEI within the workplace.  Our E-Frontiers team members Alexandra Pop, Recruitment Operations Manager,  and Kenneth O Connor, Head of Contract Recruitment UK & Ireland, facilitated the engaging conversations that delved into a wide range of topics.

Our Speakers

Jeanne Mc Donagh : CEO : Open Doors Initiative Jeanne has over 30 years’ experience in DEI, politics, campaigning, mental health and LGBTQ+ issues and board work

Sandra Healy : CEO & Founder : Inclusio : Sandra is an Engineer, an Organisational PsychologistandNLP Master Practitioner. She has championedanddriven diversityandinclusion practice across industry for over 18 years. 

Garima Walia : Talent Acquisition Manager : Uniphar : Garima possesses a rich and extensive background in recruitment and talent acquisition, accumulating over 15 years of invaluable experience spanning diverse industries. 

Gary Lawson : Director of Talent Acquisition : Mastercard :Gary has over 20 years of experience as a recruitment specialist and is responsible for talent attraction, strategy & branding at Mastercard’s technology and innovation hub in Dublin.

Our speakers touched on areas such as:

  • How to bring organisations on board with DEI
  • Gaining leadership buy-in
  • Cultivating a culture of inclusive leadership
  • Addressing the gender gap
  • Implementing metrics and tracking progress
  • Offering advice for startups embarking on their DEI journey
  • How organisations can be more visible with their DEI efforts
  • Lessons they have learned along the way

Conclusion

The wealth of information shared during the event provides a roadmap for businesses and clients aiming to enhance diversity and inclusion. Whether you’re a seasoned company looking to add to your DEI efforts or a startup seeking to lay a strong foundation, our speakers offered invaluable insights to support your efforts and ambitions.

Let’s continue to learn, grow, and create more inclusive workplaces together!

Contact us to find out more about our commitment to DEI policies in our workplace and in our recruitment practices

DEI Strategies
Analytics and Big Data

In today’s dynamic business landscape, where competitiveness and innovation are key, human resources management has become a vital component for organisational success. The convergence of People Analytics and Big Data has emerged as a revolution in talent management, providing companies with the tools necessary to understand, nurture, and empower their human capital strategically.

In today’s dynamic business landscape, where competitiveness and innovation are key, human resources management has become a vital component for organisational success. The convergence of People Analytics and Big Data has emerged as a revolution in talent management, providing companies with the tools necessary to understand, nurture, and empower their human capital strategically.

Put simply, People Analytics, a discipline within Human Resources, harnesses the vast world of Big Data to collect, analyse, and extract meaningful insights related to employees. From performance assessment to predicting hiring trends, People Analytics allows organisations to deep dive into the complexity of human interactions in the workplace.

Human Resources and Big Data

The Strategic Importance of Applying Big Data in Human Resources:

1. Informed Decision-Making: Big Data empowers HR leaders with detailed, real-time information, enabling them to make strategic decisions based on solid data. From workforce planning to performance management, this capability transforms decision-making into an informed process.

2. Optimising the Hiring Process: The application of machine learning algorithms in personnel selection streamlines the recruitment process, improving the quality of your hires and reducing the time needed to fill key positions. The identification of patterns in historical data facilitates the search for candidates who align better with your company’s values and goals.

3. Personalised Performance Management: Analysing detailed data makes performance evaluation more accurate and tailored to each individual. This means employees get specific feedback based on facts, helping them grow professionally in a way that aligns with the organisation’s goals.

4. Talent Retention: The ability to analyse data on employee satisfaction and engagement allows organisations to both anticipate and proactively address issues that could impact talent retention. Retention strategies can be designed more effectively, contributing to team stability and continuity.

The Future of Talent Management:

The application of Big Data in Human Resources is not just a fleeting trend; it is a paradigm shift driving the ongoing evolution of talent management. As organisations adopt People Analytics and harness the potential of Big Data, they are better positioned to face future challenges, develop strong corporate cultures, and ensure sustainable growth through their most valuable asset: their human capital. In a world where information is power, People Analytics with Big Data stands as the beacon lighting the way to optimisation and success in human resources management.

Human Resources and Big Data

The Future of Talent Management:

The application of Big Data in Human Resources is not just a fleeting trend; it is a paradigm shift driving the ongoing evolution of talent management. As organisations adopt People Analytics and harness the potential of Big Data, they are better positioned to face future challenges, develop strong corporate cultures, and ensure sustainable growth through their most valuable asset: their human capital. In a world where information is power, People Analytics with Big Data stands as the beacon lighting the way to optimisation and success in human resources management.

The Strategic Importance of Applying Big Data in Human Resources:

1. Informed Decision-Making: Big Data empowers HR leaders with detailed, real-time information, enabling them to make strategic decisions based on solid data. From workforce planning to performance management, this capability transforms decision-making into an informed process.

2. Optimising the Hiring Process: The application of machine learning algorithms in personnel selection streamlines the recruitment process, improving the quality of your hires and reducing the time needed to fill key positions. The identification of patterns in historical data facilitates the search for candidates who align better with your company’s values and goals.

3. Personalised Performance Management: Analysing detailed data makes performance evaluation more accurate and tailored to each individual. This means employees get specific feedback based on facts, helping them grow professionally in a way that aligns with the organisation’s goals.

4. Talent Retention: The ability to analyse data on employee satisfaction and engagement allows organisations to both anticipate and proactively address issues that could impact talent retention. Retention strategies can be designed more effectively, contributing to team stability and continuity.

We can see the value of big data tools when used in recruitment to enhance efficiency and effectiveness, and they give us insights into the marketplace. An Applicant Tracking System (ATS) is a software application designed to automate and streamline the recruitment process by managing the entire lifecycle of candidates, from application to hire. An ATS leverages big data principles to improve recruitment in several ways such as:

People Analytics and Big Data

Data Centralisation, ensuring recruiters have access to a comprehensive and organised dataset.

Resume Parsing, ATS systems use natural language processing and machine learning algorithms to analyse resumes. This helps in extracting relevant information such as skills, experience, and qualifications, making it easier for recruiters to identify suitable candidates quickly.

Automated Screening, Recruiters can set specific parameters, and the system uses data-driven insights to shortlist candidates who best match the job requirements.

Talent Pool Management, ATS systems often include features for managing talent pools. Recruiters can use data on past interactions and candidate engagement to maintain relationships with potential hires.

Predictive Analytics, some advanced ATS platforms incorporate predictive analytics to forecast candidate success.

Performance Metrics, recruiters can track key performance metrics, such as time-to-fill, source effectiveness, and candidate conversion rates, to continuously assess and improve their recruitment strategies.

By leveraging big data principles, ATS systems help recruitment agencies save time, reduce manual effort, and make more informed decisions throughout the hiring process. Thus, contributing to greater efficiency, better candidate matches, and improved overall recruitment outcomes.

The author is Alejandro Pino. Alejandro is E-Frontiers Team Lead in Spain and a Recruitment Consultant 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.

Feel free to get in touch with Alejandro to discuss new opportunities in Data both in Ireland and Spain: [email protected]

branding

In the ever-evolving landscape of jobs and new career opportunities, where competition for top-tier talent is fierce, having a robust employer brand is a game-changer. In today’s world, it is critical to the success of an organisation as it plays a key role in attracting new talent to the company. It’s not just about finding the right people; it’s about making your company the irresistible choice for the best professionals. Let’s investigate the strategic world of employer branding and explore how you can stand out in the competitive job market.

Employer Branding

1. Know Your Identity:

Start by understanding and defining your company’s identity. What sets you apart? Identify your core values, mission, and the unique aspects of your workplace culture. For potential employees, having this knowledge, will increase the number of applicants, and help in attracting the best fit.  A positive employer brand can contribute to employee satisfaction, engagement, and loyalty, and reduce staff turnover rates.

Engagement and productivity are known to rise when your employees feel connected to your brand and understand their part in the overall company vision.

2. Showcase Company Culture:

Potential candidates want to envision their day-to-day in your workplace. Highlight your company culture through employee testimonials, office photos, and glimpses into team activities. A positive, inclusive, and supportive culture can be a powerful draw for prospective employees. From experience we know that job seekers look for employers that offer a good balance between work and personal life and genuinely care for their employees and their wellbeing.

3. Craft a Compelling Story:

Every brand has a story, and so should your employer brand. Share your journey, milestones, and the impact your business has had. Make it relatable and inspiring to resonate with potential candidates.

4. Leverage Online Platforms:

In the digital age, your online presence matters. Optimise your company website and social media channels to reflect your employer brand. Be consistent with your messaging across platforms as this creates a cohesive and memorable image for followers.

5. Employee Value Proposition (EVP):

Define and communicate your Employee Value Proposition. What unique benefits and opportunities does your company offer to employees? Whether it’s professional development, a flexible work environment, office perks, or wellness programs, make the benefits and advantages of working for your company well known.

Business Branding

6. Engage in Thought Leadership:<

Position your company as an industry leader by sharing insights, trends, and knowledge. This not only attracts top talent but also lends credibility to your brand and establishes your business as a go-to source in the field.

7. Prioritise Diversity and Inclusion:

Inclusive workplaces are attractive to a diverse pool of candidates. Showcase your commitment to diversity through initiatives, policies, and success stories within your organisation.

8. Employee Recognition Programs:

Implement and showcase employee recognition programs. Acknowledging and celebrating achievements creates a positive work environment and signals to potential candidates that their contributions are valued. When candidates feel valued, it serves to enhance your company’s reputation. Companies can do this through learning programs, feedback channels, rewards, and opportunities for career growth.

9. Seamless Recruitment Process:

The recruitment process is the first interaction the company will have with a potential employee, and it is critical. A positive candidate experience is an integral part of your employer brand. Make it smooth, transparent, and engaging to create a positive impression for prospective candidates.  Streamline the process, provide timely feedback, and ensure a smooth transition from application to onboarding.

10. Monitor and Adapt:

Nothing stays the same forever. Regularly assess the effectiveness of your employer branding strategies. Building a brand is an ongoing process and is affected by outside influences and industry trends. Seek feedback from current employees and candidates and be open to adapting your approach.

In today’s environment, your employer brand is your secret weapon. By strategically showcasing your company’s identity, culture, and values, you create a magnet for top-tier talent.

Use your recruitment partner to your advantage. Recruiters can have significant influence and play a pivotal role in the hiring process.

It’s essential to acquaint your partnered recruiters with your company values and culture. They can sway candidates’ choices and use their connections to identify ideal matches from their pool of passive candidates.

As your recruitment firm, at E-Frontiers, we work with you, highlighting your employer brand in the talent market. As 2024 approaches, we encourage you to enhance your brand and see the difference it will make.

Get in touch with us to see how we can help you gain better insights into the priorities of candidates in the current jobs market.

Remote interview

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?

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.

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 Interview
Interview trends survey

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?’

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.

Conclusion

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.

Remote video interview
Contact us

Feel free to get in touch with our commercial team to discuss your recruitment and resourcing needs:

IRE:  Nigel Bolger : [email protected] (m: 00353 86 3888147)

UK: Kenneth O’ Connor : [email protected] (m: 0044 740 365 1213)

PyCon 2023 Alex

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

Pycon Ireland 2023
PyCon 2023 Alex

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.

PyCon 2023 Alex
Data Profession

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.

big data

And just when you think you know everything about the world of data, new terms start to emerge.

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.

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.

…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.

What's Next
Data Scientist

The Future

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.

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.

Conclusion

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.

CONTACT US TODAY !

Feel free to get in touch with Alejandro to discuss your Data recruitment needs:

Alejandro Pino : [email protected]