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.
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: alejandro.pino@e-frontiers.ie
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.
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 : nigel.bolger@e-frontiers.ie (m: 00353 86 3888147)
UK: Kenneth O’ Connor : kenneth.oconnor@e-frontiers.com (m: 0044 740 365 1213)
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.
2. Showcase Company Culture:
Potential candidates want to envision their day-to-day in your workplace. Highlight your company culture through employee testimonials, office photos, and glimpses into team activities. A positive, inclusive, and supportive culture can be a powerful draw for prospective employees. From experience we know that job seekers look for employers that offer a good balance between work and personal life and genuinely care for their employees and their wellbeing.
3. Craft a Compelling Story:
Every brand has a story, and so should your employer brand. Share your journey, milestones, and the impact your business has had. Make it relatable and inspiring to resonate with potential candidates.
4. Leverage Online Platforms:
In the digital age, your online presence matters. Optimise your company website and social media channels to reflect your employer brand. Be consistent with your messaging across platforms as this creates a cohesive and memorable image for followers.
5. Employee Value Proposition (EVP):
Define and communicate your Employee Value Proposition. What unique benefits and opportunities does your company offer to employees? Whether it’s professional development, a flexible work environment, office perks, or wellness programs, make the benefits and advantages of working for your company well known.
6. Engage in Thought Leadership:<
Position your company as an industry leader by sharing insights, trends, and knowledge. This not only attracts top talent but also lends credibility to your brand and establishes your business as a go-to source in the field.
7. Prioritise Diversity and Inclusion:
Inclusive workplaces are attractive to a diverse pool of candidates. Showcase your commitment to diversity through initiatives, policies, and success stories within your organisation.
8. Employee Recognition Programs:
Implement and showcase employee recognition programs. Acknowledging and celebrating achievements creates a positive work environment and signals to potential candidates that their contributions are valued. When candidates feel valued, it serves to enhance your company’s reputation. Companies can do this through learning programs, feedback channels, rewards, and opportunities for career growth.
9. Seamless Recruitment Process:
The recruitment process is the first interaction the company will have with a potential employee, and it is critical. A positive candidate experience is an integral part of your employer brand. Make it smooth, transparent, and engaging to create a positive impression for prospective candidates. Streamline the process, provide timely feedback, and ensure a smooth transition from application to onboarding.
10. Monitor and Adapt:
Nothing stays the same forever. Regularly assess the effectiveness of your employer branding strategies. Building a brand is an ongoing process and is affected by outside influences and industry trends. Seek feedback from current employees and candidates and be open to adapting your approach.
In today’s environment, your employer brand is your secret weapon. By strategically showcasing your company’s identity, culture, and values, you create a magnet for top-tier talent.
Use your recruitment partner to your advantage. Recruiters can have significant influence and play a pivotal role in the hiring process.
It’s essential to acquaint your partnered recruiters with your company values and culture. They can sway candidates’ choices and use their connections to identify ideal matches from their pool of passive candidates.
As your recruitment firm, at E-Frontiers, we work with you, highlighting your employer brand in the talent market. As 2024 approaches, we encourage you to enhance your brand and see the difference it will make.
Get in touch with us to see how we can help you gain better insights into the priorities of candidates in the current jobs market.
If you have gone through the process of applying for a new job in recent times, then you will know that the landscape of interviewing has undergone a huge transformation. This is largely driven by the change in work dynamics due to the pandemic, coupled with advancements in technology. The traditional in-person interview, once the undisputed standard, and the only real way to secure a new job, now shares the stage with remote video interviews.
The assumption may have been that all would revert to ‘normal’ once we got back on our feet after the pandemic, but that had not been the case. Much like the office vs remote working conundrum, it would seem increasingly evident that remote interviews are here to stay in the evolving world of recruitment and hiring.
This raises the questions of which is the better approach and which do candidates prefer?
In a recent LinkedIn poll of 474 candidates who were asked what their interview preference was, a resounding 55% responded with the choice of ‘Remote video is the way to go’. This coupled with a strong response of 30% for the choice of ‘In-Person only for the final stage’, means a whopping 85% prefer remote video interviews. ‘Always in-person is best’ scored just 15%. Certainly food for thought for clients.
Let’s take a more in-depth look at the pros and cons:
In-person interviews have long been considered the gold standard for evaluating candidates. Not only can they assess the candidates’ qualifications, but they offer a personal touch, allowing candidates and interviewers to establish a direct, immediate connection. Perfect for showcasing soft skills.
In-person interviews also offer an insight into the company’s culture and environment, giving candidates a genuine feel for the company and potential new colleagues and thus helping to gauge compatibility. However, in-person interviews can be logistically challenging and simply not feasible for candidates who live in different locations or countries.
On the other hand, remote interviews are convenient and accessible thus offering undeniable advantages. They save time and resources and enable access to a much wider pool of talent simply due to not having any geographical constraints. They can also be less intimidating for some candidates, allowing them to showcase their skills without the anxiety often associated with face-to-face interactions.
At E-Frontiers, we recently conducted some research into this and asked the question ‘what do candidates prefer?’
Our team of recruiters report similar experiences to the above findings:
John Ryan, Technical Recruiter, reports that ‘candidates are still very keen to do remote interviews, purely for convenience as much as anything else. But, when it gets to the 2nd stage and they are onsite interviews, they are happy to attend, meet potential new employers, and see the site’.
Similarly, Eddie McAndrew, Recruitment Consultant for engineering and customer success roles at E-Frontiers, has found with recent roles that ‘2 stage interviews have proved most popular. The first stage is via teams, with the second onsite. It is rare that an offer will come without the client meeting the candidate face to face. Candidates prefer Teams interviews but generally for second stage interviews they are always comfortable with onsite, as they usually want to get a feel for the office and get to meet who they will be working for’.
This research tells us that the ideal approach for clients is not a one-size-fits-all solution. While the nature of the role, the industry, and personal preferences must be considered, a hybrid model that combines in-person and remote interviews seems to be the most promising path forward. And I think is the best solution for clients to ensure good hires.
Certainly, initial screening rounds and tech assessments can take place remotely and clients not already doing this should consider moving towards it. This works in accommodating obvious candidate preferences for video and works in favour of the client by casting a wider net to a broader talent pool and bringing efficiencies and inclusivity to their hiring process. In-person interviews can then be reserved for the final critical stages, where cultural fit and deeper personal evaluations are important.
Conclusion
The changing landscape of interviewing highlights the importance of flexibility and adaptability in the hiring process. Employers should adopt a flexible approach and consider a mix of both in-person and remote interviews, offering candidates genuine options. By embracing this diversity in interview formats, organisations can ensure they are making the best and most informed hiring decisions.
Feel free to get in touch with our commercial team to discuss your recruitment and resourcing 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)
Python is the 2nd most popular coding language, taking over the old reliables such as Java and .Net. Octoverse reported in 2022 that Python continues to see a surge in its usage across GitHub, experiencing a remarkable 22.5% year-over-year increase. This is no surprise given the advantages Python has.
-It’s easy to learn
-has an impressive library
-It is such a versatile language with a vast spectrum of applications, from Web Development to Automation, Machine Learning, Data Science, and AI
But more importantly, Python has a strong community and fosters collaboration. PyCon conferences are famous around the world with hundreds of Pythonistas attending every year. E-Frontiers has been a regular sponsor of PyCon Spain over the years, but this year we have moved our focus closer to home.
Our Recruitment Operations Manager, Alexandra Pop, has recently attended PyCon Ireland as a speaker. PyCon Ireland was organised by Python Ireland, and it’s now a fixture in the calendar for November. This year’s conference took place at Radisson Blu and the chairperson, Nicolas Laurance, put together a great team of staff and volunteers that delivered an excellent 2 days of networking, workshops, and talks.
PyCon Ireland 2023 featured an extensive and diverse range of talks, covering various Python-related topics. Insights on architecting dashboards and exploring AWS automation. Real-world applications of AI with AWS SageMaker. From Python’s latest updates and improvements to its applications in Quantum Computing and AI, the conference had something for everyone.
Important topics such as Python education, AI Biases were also addressed, and there was a mix of workshops where new and experienced Pythonista came together to share and collaborate.
It was interesting to see that the community is collaborating and making advancements in the areas that Python is lacking, such as improving speed and performance. It’s safe to say that the popularity trend will continue.
Alexandra spoke with a few of the attendees about the latest applications in AI, the trends that they are seeing, and the challenges that they are experiencing. The consensus is that while AI is growing and the buzz around it makes it a must-have for a lot of organisations out there, it is very hard to implement and adopt it in a way that will improve productivity and efficiency unless data quality is not there. The advice from the Python community is before adopting and implementing AI, make sure you know exactly what issue you are looking to solve and review your data first.
One of the final talks of the conference was delivered by Alexandra, and the focus was on applying Python coding principles to a job application, from CV writing to the interview. The session was very successful with a mix of graduate and senior engineers attending and taking great interest in how to approach the job search in the Irish Market and what the best ways are to showcase your skills to a potential employer. You can view Alexandra’s presentation here, and the talk will soon be uploaded on the Python Ireland Youtube channel.
It has been a great experience to meet and talk with the Python talent in Ireland. It’s great to see this area growing, and graduates taking a big interest, it is for sure one with a bright future.
The role of the data professional has evolved hugely in the last two decades. Big Data and Tech advancements are reshaping roles.
Alejandro, our specialist data recruiter, shares insights on the changes he has witnessed in 10 years and looks forward to what the future may hold for trends in Data.
Although there is no exact date for its creation, it can be said that the term Big Data began to be widely used in the mid-1990s and early 2000s. It is incredible how in just two decades, Big Data has evolved in terms of tools, technologies, data analysis methods, and even the professional profiles that work with it. The technology market is advancing at an unstoppable pace.
As a recruiter, I have witnessed firsthand how Big Data has transformed the way companies manage and utilise their data. But above all, I have seen how hiring needs in companies have been changing and, consequently, how professional profiles have been evolving.
I still remember when I took my first steps in the world of recruitment. By some stroke of luck, I have always been involved in selection processes for data analysis departments, which has allowed me to experience every change. It’s amazing how much everything has changed in a decade. And when the market transforms so quickly, one must study, investigate, and adapt to the changes in order not to be left behind.
And just when you think you know everything about the world of data, new terms start to emerge.
From Database Administrators and Data Analysts…
In the past, the focus was on hiring database administrators, professionals with skills in storing, cleaning, and processing data. At some point, I can’t remember when exactly, the role of Data Analyst emerged, where in addition to technical knowledge, they needed to have a more analytical profile and be able to use visualization tools to make the numbers understandable to everyone. This profile sparked a revolutionary shift.
Data analysts were the key professionals in the field of Big Data. These profiles had strong technical skills, such as database knowledge, SQL, and data visualization tools. Their main function was to extract, clean, and transform data for analysis and presentation. However, as data volumes increased and became more complex, it became clear that more advanced skills were needed to harness the full potential of Big Data.
And then came Business Intelligence…
Sometimes, it seems like trends even reach the recruitment processes. I remember the first time I heard the term Business Intelligence. Technically, it wasn’t a new term, but it arrived as a trend that was here to stay. While data scientists delve into the depths of data, Business Intelligence professionals are the guides who show us the way. They are the masters of visualisation tools and data analysis geared towards decision-making.
Overnight, recruiters learned about tools like Tableau, Power BI, or QlikView. And the best part… we realised that we could use them too. The data market had been liberalised, no longer requiring one to be a computer engineer to work with data. It’s interesting to see how the perception of companies has changed regarding the importance of data handling. Nowadays, there are even strategic departments analysing data in human resources, marketing, and more.
…to Data Scientists
It is in this context that the role of the Data Scientist emerged. Data Scientists are multidisciplinary professionals who combine technical skills, programming expertise, knowledge of mathematics and statistics, and experience in machine learning. In other words, suddenly companies no longer asked me to find a professional with computer skills and knowledge of SQL. Now they needed individuals capable of using advanced analytical techniques that went beyond basic descriptive analysis. Suddenly, new concepts appeared in my dictionary: algorithms, automations, predictions… My goodness, no one told me when I studied Political Science or Human Resources Management that I would have to learn all this new vocabulary. I suppose that justifies why I ultimately decided to study Data Analysis. If you can’t beat the enemy, better join them. Or at least that’s what people say.
The Future
Every year, new tools focused on data analysis, new ways of leveraging it, and new business needs emerge in the market. In the fascinating world of Big Data, where technological advancements and new analytical techniques emerge at a rapid pace, adaptability and continuous learning have become vital skills for professionals in this field.
As a recruiter, I have firsthand witnessed the importance of studying and adapting to stay ahead. Profiles that were once highly sought after can quickly become obsolete due to technological advancements or changes in market demands. That’s why I believe it is essential to never stop studying or learning, in order to understand the market and your clients.
Additionally, it is crucial to seek candidates who not only have current skills and knowledge but also have the ability to adapt and learn new tools, techniques, and concepts that the future will demand from them.
But that isn’t all. Every year, new concepts emerge: Data Engineering, Data Governance, Machine Learning. In such a dynamic field, challenges and learning opportunities are always present.
Conclusion
It has been a decade since I started working as a recruiter, searching for data analysis profiles. And it almost seems like all those roles I work with will soon become obsolete again. Perhaps, in a short time, recruiters will be seeking professionals who will exclusively work in Artificial Intelligence, Spatial Data Mining, or learning algorithms for nanobots. It sounds like science fiction, but the truth is that many are pointing towards it being the future. In the face of this imminent future, adaptability and continuous learning will be crucial characteristics for both recruiters and candidates.
*Alejandro Pino is a Principal Recruitment Consultant at E-Frontiers, with extensive experience in selecting top Data profiles for companies. In addition to his background in Human Resources, he holds a Master’s degree and specialises in Data Analytics & People Analytics. He also teaches classes at business schools on data analysis and its application in companies and human resources departments.
Globally we are dealing with a cybersecurity talent shortage. There is a huge demand currently in Ireland and across the globe for cybersecurity professionals as companies are actively looking to increase their workforce to safeguard against any potential cyber breaches.
There is a concerning gap between the demand for skilled cybersecurity professionals and the available workforce to meet that demand. The increasing sophistication of cyber threats and the growing reliance on digital technologies across various sectors have escalated the need for cybersecurity expertise. This shortage is fuelling increased salaries in the area.
A skills gap in cybersecurity within Ireland has long been a source of warning from industry professionals. The several recent incidents of high-profile cyber-attacks emphasise the need to close this gap and address these shortfalls.
The Cyber Security Skills Report 2021 published by Cyber Ireland, found Ireland to have both a serious skills shortage and a skills gap in the cybersecurity sector. Cybersecurity teams were found to be understaffed in a male-dominated industry afflicted by a “serious” skills gap. These gaps have a knock-on effect on all aspects of the economy. All sectors have digitalisation plans, including the public sector. These are all at risk.
Several factors have contributed to this shortage:
-Firstly, as I mentioned, there is a rapid evolution of cyber threats, which necessitates continuous upskilling and adaptation to new technologies and attack methods.
-Secondly, our traditional education systems have struggled to keep pace with the rapidly changing landscape of cybersecurity, leading to a lag in producing qualified professionals.
-Additionally, high competition for skilled cybersecurity talent globally makes it challenging for individual countries like Ireland to attract and retain these professionals.
That said, we are rising to the challenge and Ireland’s cyber security sector and employment is growing rapidly, reflecting global growth in the cyber security market. Various reports have identified almost 7,500 professionals currently working in the cyber security sector in Ireland, with the potential for 17,000 jobs by 2030.
The efforts being made in Ireland to address this skills shortage include:
-Public and private sector organisations are investing in cybersecurity training programs, collaborating with educational institutions to develop specialised cybersecurity courses, and promoting initiatives to upskill the existing workforce.
-Public-private partnerships are being fostered to create a talent pipeline, offering mentorship programs and internships to encourage more individuals to pursue careers in cybersecurity.
-Cybersecurity Awareness Campaigns: Public awareness campaigns aim to educate individuals about the importance of cybersecurity, encouraging more people to pursue careers in this field. Due to the nature of the work, it’s a highly dynamic “trendy” industry to be in now with many career development paths to follow.
In a recent article, Puneet Kukreja, EY’s UK and Ireland cyber leader, discusses his thoughts on digital transformation, sustainability data, and cyber talent shortages.
Stating “While technical expertise remains crucial, a more diverse skillset is essential, including effective communication and broader business acumen. This broader skillset enables them to influence decision-makers at the board level”.
Within an organisation, your role in Cybersecurity makes an impact, and the nature of this impact is evolving at a rapid pace.
In Ireland, all 3rd-level and many private schools are offering Cybersecurity courses and graduates can find themselves going straight into employment almost immediately. Some of the main “in demand” role titles currently are Information Security Officer, Network Security, Cybersecurity Engineer & Penetration Tester to name but a few. The main certifications in demand would be CISSP, CISM, CISA & CompTIA Security.
For the short term, the cybersecurity skills shortage remains a challenge in Ireland and globally. Continuous investment in education, training, and industry collaboration will be essential to mitigate this issue.
Author John Ryan is our recruitment expert in this area. Don’t hesitate to get in touch with John if you would like to chat with him about available opportunities in the cybersecurity field or if you would like advice on how to upskill within this highly sought-after area effectively.
