Picture by Michael Discenza  

Meeting Brendan

I had visited America twice before on summer holidays, exploring New York in 2010 and Chicago in 2013. It had always been my plan to return after graduating, but this time, there seemed to be more on offer.

I met Brendan Carroll, the MD, for a coffee at the Anner Hotel in Thurles around midSeptember 2016. Funnily enough, I had spent the day making hurleys and just managed to rush home to shower and change before racing to Thurles. Brendan, whom I knew through the GAA and Thurles Golf Club, ran a recruitment company in Dublin. I thought he might have strong connections in the US to help me find a job.

How it started

Arriving in New York in 2017, truth be told, I knew very little about business, recruitment, or even life in general. I was 25 and had just graduated from Waterford Institute of Technology with a degree in Software Engineering. I was so undecided about my future that I spent four months making hurleys in my hometown of Borrisoleigh, Tipperary, with Bourke Sports.

We chatted for an hour or two about everything and anything, and jokingly, I quoted my dad saying,

“If Brendan was any good, he’d give you a job himself.”

For some reason, something clicked with Brendan, and he said, “I’ve got an idea. I’ll give you a buzz later today. I want to run something past Paddy and Vinny,” our other two founders.
Later that day, while I was back at Bourkes sanding down a few new hurleys, Brendan called and said, “We are going to give this a go.” I replied, “What do you mean?” as I had no idea what he was talking about.

“We’re going to open an office in New York, and you’re going to take it on.”

One week later…

One week later, I landed in New York with a phone, a laptop, and a hand-me-down suit from my brother. Initially, Brendan spent time with me explaining E-Frontiers’ offerings, how we positioned ourselves, and ultimately, why a specialist recruitment firm could be successful.

It was my first dive into the world of LinkedIn and networking, understanding who was connected to whom and how it all worked.

The beginning

From there, I began meeting people in the city as much as I could, some of Brendan’s connections and some new connections I found through Irish networks in New York and the GAA. Joining the IBO(Irish Business Organization) was a good move for networking. It was great to meet people, share my story, and develop my pitch, even if the person I was speaking with wasn’t interested. My main focus was connecting clients we had in Ireland, the UK and Spain with opportunities in the US. I checked to see their operations in NYC and tried to get a warm introduction to a hiring manager.

Then, I would try to meet the right person here, share a bit about my story and E-Frontiers, and hopefully win some business. It was a great personal learning curve. Growing up, I was always a bit of a class clown, loud and always with something to say, but in more formal settings, I tended to be quiet as a mouse.

How it’s going

Over the past eight years, we’ve stuck to the basics i.e. making connections and meeting the right people who understand what we do. We’re not competing with large recruitment firms; that would be a foolish strategy.
Instead, we provide quality professional services to save time and become trusted partners of our clients.

A partner is someone you can rely on to solve a problem. Just as companies turn to lawyers or financial advisors, we want to position ourselves as trusted partners in hiring top talent.

From 2017 to 2024

Now, we have a team of four in our 5th Ave New York office. We live and breathe the business every day. The mood in the office shifts with the smallest losses and the biggest wins.

Recruitment is a game of rejection; statistics show that only one in every eight submissions for a role ends up being a hire. That means seven personal relationships with candidates where the outcome is unsuccessful.

“Recruitment is about resilience and rolling
with the ups and downs. Those who can
manage and navigate through it succeed.”

Our main focus in the US at the minute lies in 3 main areas: Technology (roles including Desktop Support, Network Engineers, Developers, and Engineering), Fintech Consulting (roles including Business Analysts, Project Managers, and Solution Architects), and finally Construction, an area that has grown massively in the past few years due to the large Irish
contingent involved in the industry here in the US.

Looking ahead, we hope for further growth and the building of a US team and business. We believe in what we’re doing and the solutions we provide.

The author of the article is Tommy Kavanagh, Head of Operations at E-Frontiers US. tommy.kavanagh@e-frontiers.com

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. 

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 – alejandro.pino@e-frontiers.ie)

Ana Martín (Technical Recruiter – ana.martin.romero@e-frontiers.ie)

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.

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.

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.

For further information, please get in touch www.e-frontiers.ie or on our LinkedIn page.

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. 

As a recruitment agency with offices in multiple countries, we have a great advantage in being able to watch and compare recruitment trends from region to region. My role is to help grow E-Frontiers in the UK, and having access to this information is incredibly helpful. It allows us to spot new opportunities and find the best ways to support our clients as we continue to expand our operations in the UK.  

E-Frontiers UK – Unlocking Opportunities Across Borders

At E-Frontiers we work with our clients across most skillsets and all industries by providing recruitment services for Permanent and Contract roles within the UK.

As an Irish headquartered company, we have an extensive reach on both sides of the Irish Sea. This is important to our clients for several reasons:

Talent Relocation:

We have access to talent relocating between the 2 countries. For certain skills and talent (Funds, FP&A as examples) this can provide access to a broader talent pool for the more challenging skillsets. Additionally, we have USA and Spanish offices to further broaden our reach for clients.

Legislation:

Our understanding of the requirements around legislation for both countries is excellent – built up by 10 years of experience operating in both the UK and Ireland. For example, this applies to contract support with IR35 and the required considerations.

Executive Search:

UK: We have supported several Irish companies in making their first key UK hire. As an Enterprise Ireland company ourselves who have gone on this journey, we are uniquely aware of the importance of this hire for companies. An example of such a client that we have supported with their UK growth is ClubForce (Sales Director UK).

UK Market Outlook

At present, the UK market is not showing many signs of growth. A recent report by S&P along with KPMG  recently shows that the contract market has experienced its sharpest contraction since the summer of 2020, somewhat alarming from my perspective, given what happened then. While this is worrying by its nature, we have noticed some encouraging trends in Q2 so far.

Permanent Recruitment Trends

We have noticed a positive shift with increases in sales role requirements over the past two months. This is encouraging as it shows us companies are starting to think about growth again, instead of struggling to survive the recent tough times. The demand spans various positions, including Sales Development Representatives, Senior Business Development Managers, Account Managers, and Country Managers across a range of industries and companies.

At E-Frontiers, we have a proven track record of successfully assisting companies as they establish their presence in the UK. Securing that crucial first sales hire is often a key initial step, and we are experts at facilitating this process and work closely with companies to support them and ensure that this key hire is successful. These roles have traditionally stemmed from Irish companies expanding into the UK (given our Irish HQ). This has slowed over the last 18 months, but encouragingly, we are seeing companies starting to look for this type of hire again in the UK.

Contract Recruitment Trends

Although the UK contracting market has also slowed significantly over the last year and a half, recent positive developments suggest a resurgence.

A very encouraging trend we have noticed in this quarter is Professional Services firms are beginning to release more contract roles to us. This resurgence is significant as it indicates a return to post-pandemic activity levels within recruitment. This is hugely positive for us and for the wider market. Some of these clients have not had the requirements over the last 18 months due to a high percentage of staff on their “bench”. Now that we are starting to see these types of requirements come through, we can start to look optimistically ahead to Q3.

Market Outlook for Q2 & Q3

As a recruitment agency we love it when the wider talent market is tight resulting in a candidate-led market. Currently, this market can be described as more of a buyers’ choice market. However, the signs are encouraging for us. Coming out of covid we saw requirement numbers at their highest in decades, followed by a reduction over the last 18 months. In Q2 and especially on the contract side, we are now seeing signs of recovery with demand trending back to what it was in 2022. Companies are building out their sales teams, and professional services firms are resuming hiring. This, coupled with the apparent end to widespread layoffs, signals a positive trend in the job market.

In Summary

At E-Frontiers in the UK, we serve a broad spectrum of industry needs. Our services include recruiting for key management and leadership roles, and filling both contract and permanent positions. Our commitment extends beyond mere staffing; we partner with companies to strategically build their management and leadership teams, supporting your business’s growth and expansion in the UK.

Our extensive experience and strong market presence equip us to offer customised recruitment solutions tailored specifically to your needs. Whether you’re building a dynamic sales team or filling specialised roles, E-Frontiers is here to facilitate you on every step of your journey.

Article Author: Kenneth O’Connor is the Head of Contract Recruitment (UK & Ireland) at E-Frontiers. Kenny is a very experienced IT recruitment specialist with over 10 years of experience in both recruitment and tech sales. Kenny currently leads the E-Frontiers Contracting division while also managing E-Frontiers UK, helping our clients secure the talent required to drive their growth plans. Kenny’s specialist areas of expertise cover all aspects of contract recruitment across the full IT lifecycle, Finance, Compliance, and multiple other areas. He holds a degree in Sport and Exercise Science from the University of Limerick and is the Vice-Chair of the London Irish Business Society. 

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

UK: Kenneth O’ Connor : kenneth.oconnor@e-frontiers.com (m: 0044 740 365 1213) 

IRE:  Nigel Bolger : nigel.bolger@e-frontiers.ie (m: 00353 86 3888147) 

En este artículo queremos ofrecer una introducción al fascinante mundo del cloud computing, desde sus inicios hasta su relevancia actual. Se destacan las ventajas empresariales, las principales opciones de servicios en la nube y las oportunidades laborales en el sector, con un enfoque particular en España. Es una lectura para comprender este campo en constante evolución y su impacto en la tecnología y el empleo.

Introducción al Cloud Computing

Ya desde finales de los años 60 el informático John McCarthy propuso la idea de que “la computación podría ser organizada de manera pública”, asentando las bases, sin saberlo de la computación en la nube que hoy conocemos.

No fue hasta finales de los años 90 que la empresa Salesforce dio los primeros pistoletazos a la nube actual, siendo Amazon Web Services en 2002 quien elaboró una serie de servicios basados en la nube dando lugar a EC2 y arrancando de esta manera la carrera de la computación en la nube que conocemos hoy en día.

Pero, ¿qué ha supuesto esto en el paradigma de desarrollo que conocemos en la actualidad? Desde entonces los servicios y tecnologías en la nube han ido incrementando y mejorando exponencialmente, dando lugar a una serie de beneficios a las empresas que se han adaptado a estos entornos.

Entre sus múltiples ventajas, nos gustaría destacar:

 – Reducción de costes: un punto primordial en cualquier empresa. Los servicios en la nube no requieren de inversión en infraestructuras físicas, por lo que permite una reducción importante de gastos para cualquier entidad.

 – Acceso remoto: uno de los puntos clave. Con una simple conexión a internet cualquier persona es capaz de acceder a los servicios en la nube facilitando de esta manera el trabajo remoto y la rapidez.

 – Seguridad: aspecto importante para grandes empresas con un volumen importante de datos sensibles. Los proveedores de servicios Cloud cuentan por lo general con las medidas de ciberseguridad más modernas del mercado, superando con creces cualquier medida que pudiera tomar cualquier empresa de menor tamaño con recursos limitados.

¿De qué puedo trabajar en el sector Cloud?

El mundo del Cloud Computing ha abierto puertas a nuevos roles con profesiones que hace años ni se pensaban. Entre ellas podemos encontrar:

 – Cloud Architect: encargado del diseño de la arquitectura de los sistemas y aplicaciones en la nube.

 – Administrador Cloud: responsable de la administración, supervisión y configuración de todos los recursos en la nube.

 – Desarrollador de aplicaciones en entornos Cloud: un paso más en el desarrollo de software donde los desarrolladores están empezando a trabajar en entornos en la nube para el despliegue de aplicaciones.

 – Cloud Security Engineer: persona encarga de garantizar la seguridad de los datos y los sistemas, monitoreando e identificando posibles amenazas.

Puedes echar un vistazo a los roles cloud que tenemos actualmente abiertos aquí

¿Qué opciones tengo como empresa?

En el mercado actual existen numerosas empresas que ofrecen servicios Cloud a terceros, destacando actualmente estas 4:

– Amazon Web Services: pioneros en el mercado, con una enorme presencia global, ofrecen una amplia gama de servicios a sus clientes y una actualización constante de los mismos.

– Microsoft Azure: respaldados por el gigante de Microsoft, en 2010 nació Microsoft Azure, dando un soporte descomunal en computación en la nube especialmente beneficioso para aquellas organizaciones que ya utilizaban productos y servicios Microsoft.

– Google Cloud Platform: Google también se quiso unir a la marea del Cloud Computing sacando su propia versión. Desde entonces han ido creciendo de manera gigante convirtiéndose en uno de los principales motores Cloud del mercado.

– Alibaba Cloud: Principal motor Cloud dentro del mercado asiático. Desde los últimos años se han estado abriendo poco a poco un hueco dentro del mercado más occidental.

¿Cómo son las oportunidades del sector Cloud en España?

Actualmente, podemos observar una creciente demanda de estos perfiles en el mercado, tanto a nivel internacional como nacional. Solo en España, hay más de 200 empresas en búsqueda activa de talento con estas habilidades y conocimientos y todo apunta a que la demanda de estos perfiles crezca en los próximos años.

También vemos como la oferta de estudios superiores de especialización (Posgrado y Master) en Cloud Computing se amplía haciendo notable la necesidad de actualización de profesionales IT hacia esta área.

Tanto si eres una empresa que necesita perfiles Cloud como si eres profesional del sector en búsqueda de un cambio, no dudes en contactarnos. Alfonso Moreiras (Senior Technical Recruiter) está especializado en entender estos requerimientos de este tipo de posiciones y encontrar perfiles que más se adapten a las necesidades de nuestros clientes.

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.

Navigating Talent Scarcity

In today’s competitive landscape, securing top talent remains a critical objective for organisations across industries. As we navigate the ongoing challenges posed by talent scarcity, it becomes increasingly evident that innovative employee job benefits are key weapons in the battle for recruitment and retention.

Reflecting on recent global events, such as the Russia-Ukraine conflict, we observe how geopolitical dynamics can significantly impact talent migration patterns. Reports indicate a notable exodus of IT professionals from Russia following the outbreak in 2022, prompting governmental responses aimed at incentivising their return.

Similarly, nations like the United States have adjusted visa regulations to attract skilled professionals, underscoring the importance of remaining adaptable to evolving circumstances.

What do employees want when considering a move?

When contemplating a career change, employees cited the top five job benefits that prompt action as (1) Basic Salary (2) Career Progression (3) Work-life Balance / Well-being (4) Fully remote work, and (5) company culture.

As younger and more diverse candidates enter the employment market, there is a notable shift in priorities, and they bring with them a different focus demanding more social responsibility from employers. As a result, we are seeing companies adapt and introduce various programs including:

• Diversity & Inclusion initiatives.
• Volunteer opportunities for charitable causes, alongside traditional holidays.
• Emphasis on Environmental, Social & Corporate Governance (ESG)
• Policies allowing employees to bring their children or indeed their pets to work.
• Opportunities to work from abroad during summer months, allowing international candidates to travel home to visit family and explore other parts of the world. There are also secondment opportunities to other international offices.
• Our colleagues in our US office report that Free Friday afternoons are becoming more popular, while another client offers a 4-day work week during July, August, and December without any salary reduction when projects and workloads can be slightly less demanding.
• Following a similar trend, our colleagues from Spain have reported the popularity of Free Friday afternoons, and shorter working days during summer in July and August, known as “jornada intensiva”.
• And of course, a favourite for businesses in Ireland is the benefit of rewarding their staff up to €1000 each, free of tax, USC or PRSI.

The need for innovation

These developments serve as poignant reminders of the need for agility and innovation in talent management strategies. As your partners in recruitment, at E-Frontiers, we’re committed to helping you navigate this ever-changing landscape by offering tailored solutions and insights that align with your organisational objectives.

Deep dive into our survey insights

Our survey responses were collected from more than 1400 participants from the IT Sector, primarily in Ireland. Data reflects insights gathered in January 2024.

Financial Benefits

We asked the question: What financial benefits are being offered to you? Not surprisingly, Health insurance, Pension, and Bonus are the top 3 financial job benefits that are currently offered in the Irish IT market (Permanent and Fixed Term)

Annual Leave

Our survey data reveals that the majority of candidates typically enjoy 22 to 25 days of annual leave, constituting 48% of respondents. Conversely, merely 5% of candidates are privileged to receive 30 days or more of paid time off. On the lower end of the spectrum, 18% of surveyed candidates reported having fewer than 22 days of annual leave.

Remote Work VS Hybrid Work VS Onsite

The trend here is clear, as the majority of candidates continue to work remotely for at least some days each week. According to our data, 39% of respondents work fully remotely, while only 11% work primarily from the office.

Annual Leave by type of contract

Fixed Term Employees typically have one day less of annual leave, with 23 days compared to Permanent Employees’ average of 24 days.

Remote Work by type of contract

Contractors comprise the largest portion of fully remote workers, accounting for 44%, and are also the least frequent visitors to the office, at 10%. Data indicates that permanent employees predominantly work from home, with 38% fully remote, 33% working 3-4 days from home, and 20% working 1-2 days from home.

Adapting to Employee Needs: Prioritising Engaging Roles

So, while employers seek to hire the best talent, they must keep their finger on the pulse to keep up with the changing demands of employees and continue to innovate in this area.

Nevertheless, it’s essential not to overlook that an engaging role, offering challenges, ongoing learning opportunities, and personal fulfillment, should form the cornerstone of any job benefits program.

Conclusion

Overall, employers who prioritise these sought after benefits and adapt to evolving employee needs are more likely to attract and retain top talent in today’s competitive job market.

Employers must regularly assess and adjust their job benefits packages to remain competitive and meet the diverse needs of their workforce.

Contact us today and let’s explore how we can collaborate to address your talent needs effectively and drive sustainable growth in your workforce.

Article Author: Anca Antonica is a Principal Recruitment Consultant with E-Frontiers and brings exceptional value to both her candidates and clients by offering end-to-end services. Anca has a superb track record of hiring software engineers for a range of clients, from start-up companies to large multinationals across multiple industries. Anca offers great support to her candidates to enable them to succeed in their interviewing process for both contract and permanent IT jobs. She is superb at matching a candidate’s skills and needs to meet her client’s requirements. She focuses on IT jobs such as Java – Backend or Full stack, C# / .Net – Backend or Full Stack, C/C++/embedded, Middleware, and Microsoft Dynamics/Salesforce. Anca holds a degree in Social Work from the University of Bucharest.

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

IRE:  Nigel Bolger : nigel.bolger@e-frontiers.ie (m: 00353 86 3888147)

UK: Kenneth O’ Connor : kenneth.oconnor@e-frontiers.com (m: 0044 740 365 1213) 

Durante la última década hemos visto un crecimiento agigantado de empresas orientadas a servicios IT, tanto a nivel consultoría como empresas de desarrollo de producto propio. Esto ha supuesto un crecimiento en paralelo de la oferta de profesionales del sector, que no ha crecido de la mano con el número de profesionales especializados, por lo que la búsqueda de los mismos conlleva meses de trabajo para encontrar el candidato adecuado en un sector donde le llueven las ofertas. De esta manera, ha crecido a su vez las agencias de reclutamiento, que permiten agilizar y externalizar estos procesos a empresas que buscan talento constantemente. Pero, ¿en qué me puede beneficiar una empresa de estas características en mi día a día?  

Ahorro del tiempo

Una agencia dedicará el 100% de su tiempo en la búsqueda del talento necesario para tu empresa, permitiendo que no inviertas tiempo en búsqueda y filtrado de candidatos en tu día a día y asó poder enfocarte por completo en tus verdaderas tareas.

Especialización

Las agencias de reclutamiento suelen estar especializadas en un sector o tipo de perfiles en concreto, teniendo en sus filas un banquillo de reclutadores que, desde el primer momento, conocen el perfil que se está buscando, las tecnologías en las que se tienen que centrar o, incluso, una red de contactos amplia en el sector que les permitirá presentarte al candidato ideal en poco tiempo.

Ahorro económico

Contando con un equipo de contratación externo te evitarás la contratación de otros servicios como portales de empleo, departamento interno de selección, tiempo, etc.

Acceso a una amplia red de candidatos

La mayor ocupación de las agencias de reclutamiento está orientada a la comunicación constante con candidatos en búsqueda activa de empleo o con interés en un cambio. Con ello, las agencias tienen siempre en su radar candidatos que puedan encajar con tus vacantes y que están abiertos a iniciar un proceso de selección, agilizando de esta manera la búsqueda inicial de posibles profesionales.

Asesoramiento constante

Colaborando con una agencia de reclutamiento tendrás a tu disposición profesionales en selección de personal que te darán apoyo constante en todas las fases, desde la toma de requerimientos, a la construcción de las descripciones de puestos, hasta la organización de entrevistas y negociación de la oferta, además de un apoyo posterior a la incorporación para asegurar que el candidato se ha integrado en tu empresa de manera correcta.

En conclusión, contar con un equipo de selección externo como el de e-Frontiers puede facilitar las cosas en tus procesos de selección, tanto por el ahorro económico y de tiempo, como por el apoyo que recibirás de un equipo profesional especializado, que agilizará tus procesos de manera que te permita enfocar tu tiempo en tus tareas reales. 

E-Frontiers lleva 10 años operando en el mercado español, contando con un equipo de 5 reclutadores especializados en asesoramiento a clientes, búsqueda y selección de talento. Nuestra amplia red de contactos y recursos agilizan los procesos de selección para ofrecer un servicio eficiente a nuestros clientes. 

Necesito ayuda, ¿cómo es el proceso con vosotros?

Contáctanos – Alejandro Pino (Lead Recruiter – alejandro.pino@e-frontiers.ie) o Ana Martín (Technical Recruiter – ana.martin.romero@e-frontiers.ie)

Nos conocemos – Organizaremos contigo una llamada para saber más sobre tu empresa, los perfiles que necesitas y sobre vuestro proceso de selección. También te asesoraremos sobre el mercado, salarios, etc. Y te informaremos de nuestra manera de trabajar y que esperar si empezamos a colaborar.

¡Manos a la obra! – Uno de nuestros recruiters empezará a gestionar tu posición. La búsqueda activa por diferentes vías es esencial. También hará un filtrado por teléfono pudiendo recoger información extra y necesaria para que valores su perfil.

¿Qué te parece? Envío de perfiles y seguimiento – Una de nuestras señas de identidad es la calidad ante la cantidad. Si necesitas, podemos apoyaros en tareas más administrativas como gestión y cierre de entrevistas, envío de pruebas técnicas en vuestro nombre y recoger-ofrecer feedback.

¡Oferta a la vista! – Apoyo durante la fase de oferta. Si el candidato encaja con lo que estáis buscando y decidís ofertar, os ayudaremos durante este punto también.

Follow-up – Para nosotros no todo termina con la oferta e incorporación, ya que hacemos seguimiento post incorporación del candidato (de hecho, consideramos esta parte bastante importante).  Estando en contacto con él o ella durante las primeras semanas para asegurar que todo va bien.

Si tienes alguna duda o te interesa saber más sobre esto, no dudes en contactarnos. Alejandro Pino (Lead Recruiter – alejandro.pino@e-frontiers.ie) o Ana Martín (Technical Recruiter – ana.martin.romero@e-frontiers.ie) 

Recruitment Trends for Contractors

In the fast-paced realm of HR & contract recruitment, the contractor market takes centre stage, playing a pivotal role in meeting the dynamic demands of businesses across various industries. As we step into 2024, the UK and Irish contractor market is undergoing a transformative dance, aligning with the latest recruitment trends and human resource hiring strategies. It is essential for contractors and employers to sync up with these changes to stay ahead of the game. According to our latest research on contractors, almost 67% are open to new opportunities in 2024. So, with this in mind, let’s delve into the five key hiring trends shaping the contractor market in the UK this year, weaving in the vital keywords for those scouring the internet for recruitment insights.

Remote Revolution Slowing Down

In 2023, the rise in remote work opportunities was not just a buzzword; it was a hiring trend that defined the HR and recruiting landscape. The COVID-19 aftermath has accelerated the adoption of remote work across industries, with businesses recognising the benefits of a flexible workforce. Read further research into this topic here in an article by Nigel Bolger, our Commercial Manager.

In 2024 we are expecting to see a pullback for this with companies pushing for more time in the office. Justifications are being made for this for both larger and smaller companies. 1 week per month onsite or 2 days per week are the current working habits for many. The only major shift we expect here is that companies will increase their requirements for contractors to be onsite.

Niche Skills

In navigating the competitive job market, businesses are on the lookout for contractors with specialised skills – a talent acquisition trend that dominated in 2023. Companies understand the importance of sourcing individuals with niche expertise to meet specific project requirements. After all, they expect the contractors to hit the ground running. 2023 saw a quiet year for contractors in the Software Engineering space with continued growth in demand on DevOps, Data, and interestingly in Finance. The Project Management and Business Analysis demand maintained in 2023 and we are seeing a slight growth in demand for these skillsets in 2024 already.

Compliance Checkmate

 Compliance within contracting is always going to be a key area. In this market where companies want the work done asap and candidates aim to minimise the downtime between contracts, the escalating costs make compliance a critical factor for both parties. Companies are increasing the requirements for compliance and checks. For candidates, it is key to be well-prepped when going through the recruitment process. For clients it’s good practice when advancing through the process to give feedback to us, the recruitment agencies. This proactive communication enables agencies to initiate processes that contribute to reducing the onboarding time and fostering a smoother transition for all parties involved.

Diversity Equality and Inclusion

DEI Initiatives take the spotlight in 2024, not just in industries, but also in the contractor market, shaping recruitment in human resources. Businesses are actively engaging with agencies to source diverse contractor talent. As a contractor, embracing diversity and showcasing a multicultural skill set becomes a strategic move to open doors to new opportunities and partnerships in the realm of recruitment.

Conclusion

As the beats of 2024 resonate through the contractor market, recruitment professionals are invited to join the dance. Ride the wave of remote work, leverage specialised skills, champion flexibility, navigate compliance intricacies, and be a part of the diversity dance. This isn’t just a market; it’s a recruitment party, and your rhythm is the key to making a lasting impact.

Author Kenneth O Connor is Head of Contract Recruitment UK and Ireland at E-Frontiers.

Please feel free to get in touch with our commercial team to discuss your recruitment needs:

IRE:  Nigel Bolger : nigel.bolger@e-frontiers.ie (m: 00353 86 3888147)

UK: Kenneth O’ Connor : kenneth.oconnor@e-frontiers.com (m: 0044 740 365 1213)

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.

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.

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:

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.