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).

Ireland: With vast experience in the market and a broad and deep market reach we can help clients build up management and leadership teams to support growth. We understand the importance of these hires and provide solutions that will ensure success for clients.

International Trends: Operating in several countries allows us to effectively observe and leverage trends. This global perspective helps us anticipate changes in one market based on trends in another, offering a broader, more comprehensive strategy for our clients.


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 : [email protected] (m: 0044 740 365 1213) 

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

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? 
proceso de selección con agencia de reclutamiento

Contáctanos – Alejandro Pino (Lead Recruiter – [email protected]) o Ana Martín (Technical Recruiter – [email protected]) 

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[email protected]) o Ana Martín (Technical Recruiter – [email protected]) 

Job Benefits in Ireland

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. 

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. 

TOP 3 FINANCIAL BENEFITS: Health insurance, Pension, and Bonus 48% of respondents enjoy 22 to 25 days of paid time off Most IT Candidates in Ireland enjoy Hybrid Remote work benefit. 39% work fully remotely and only 11% work primarily from the office.

 

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. 

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.  

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 : [email protected] (m: 00353 86 3888147) 

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

Cloud Computing
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.

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DEI Strategies

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. 

Diversity poll

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 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

How is the contracting market in 2024?

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.

Job trends 2024
Flexibility and Negotiating in Contracting

Contracting in 2024 is not just about getting the job done; it’s about crafting a lifestyle. The emphasis on flexibility and work-life balance resonates strongly with contract recruitment plans. Contractors value the ability to choose projects, set work hours, and maintain a healthy work-life balance. HR recruiters recognise the need to offer flexibility to attract and retain top contractor talent. This hiring trend encompasses negotiating favourable terms, including flexible working hours, remote work options, and competitive compensation packages. The top 2 questions agencies are asked are rates and flexibility when discussing contract positions with candidates. Up to 70% of contract roles in 2023 showed a requirement from clients for some on-site work.

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 : [email protected] (m: 00353 86 3888147)

UK: Kenneth O’ Connor : [email protected] (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.

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

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.

People Analytics and Big Data

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]

The rise of hybrid working as a key job seeker demand

Hybrid working has become more and more ingrained as a benefit that many candidates will demand when seeking a new role. It has evolved into a coveted benefit for job seekers and in many cases, candidates will put a tangible value on this benefit by valuing it as much as, if not more than, a higher salary.

As the workforce landscape continues to adapt, employers are faced with the challenge of striking the right balance between remote and in-office work. Many employers are looking to increase the number of days their employees return to the office to build a culture, enhance team collaboration, or simply keep up with what’s going on through informal chats with colleagues.

To that end, what is the status of hybrid working/working from home almost four years on from the outbreak of Covid?

Big Tech’s response to hybrid working

In September 2023, Meta paid £149 million (€171 million) to break its lease on a major London development near Regent’s Park. This was reported as being due to increased levels of hybrid working as well as part of a cost-cutting exercise. The news is the latest sign of Big Tech’s determination to control costs by scaling back its office footprint as more staff work from home. The tech contraction has hit cities such as San Francisco that rely heavily on tech companies. Office tenants and European markets including Dublin and London have not been spared.

Indeed, there are other more specific examples of companies embracing Hybrid working models with open arms. For example, in a recent radio advertisement, one of the Big4 consultancy firms promotes a unique hybrid working benefit, allowing employees to work abroad for up to 20 days during the summer months. Conversely, certain Financial Services companies advocate for a more traditional approach, requiring employees to be present in the office for four or five days each week.

Hybrid working’s influence on recruitment and retention strategies

So, whether an organisation embraces or resists the evolving working environment, its ‘Working from Home’ policy significantly influences recruitment and retention strategies. Real-life examples gathered from our team of recruitment consultants shed light on the practical implications for companies seeking to attract and retain top talent in this dynamic landscape.

Hybrid Working Insights
Hybrid Working Insights

Conclusion

In conclusion, we are seeing that more and more candidates are requesting flexible Hybrid working models as a basic benefit when considering new roles with many forward-looking employers open to considering employee demands.

Embracing this as an employer can give a distinct advantage when attracting staff. These benefits range from expanding the pool of applicants from diverse locations, tapping into specialised and niche skillsets, and delivering a better work-life balance to staff. Additionally, offering hybrid work options becomes a compelling benefit in situations where there may be constraints on salary.

Author Nigel Bolger is the Commercial Manager at E-Frontiers.

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

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

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

Employer 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.

  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.

  1. 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.

  1. 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.

Business Branding
  1. 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.

  1. 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.

 

  1. 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.

  1. 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.

Business Branding
  1. 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.

  1. 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.

  1. 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.

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.

Remote interview

The assumption may have been that all would revert to ‘normal’ once we got back on our feet after the pandemic, but that had not been the case. Much like the office vs remote working conundrum, it would seem increasingly evident that remote interviews are here to stay in the evolving world of recruitment and hiring.

This raises the questions of which is the better approach and which do candidates prefer?

Let’s take a more in-depth look at the pros and cons:

In-person interviews have long been considered the gold standard for evaluating candidates. Not only can they assess the candidates’ qualifications, but they offer a personal touch, allowing candidates and interviewers to establish a direct, immediate connection. Perfect for showcasing soft skills.

In Person Interview

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?’
Interview trends survey

In a recent LinkedIn poll of 474 candidates who were asked what their interview preference was, a resounding 55% responded with the choice of ‘Remote video is the way to go’. This coupled with a strong response of 30% for the choice of ‘In-Person only for the final stage’, means a whopping 85% prefer remote video interviews. ‘Always in-person is best’ scored just 15%. Certainly food for thought for clients.

Our team of recruiters report similar experiences to the above findings:

John Ryan, Technical Recruiter, reports that ‘candidates are still very keen to do remote interviews, purely for convenience as much as anything else. But, when it gets to the 2nd stage and they are onsite interviews, they are happy to attend, meet potential new employers, and see the site’.

In Person Interview

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.

Remote video interview
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.

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)