According to the data 2021 of the Federal Reserve, LinkedIn is one of the most powerful platforms for job seekers to connect directly with recruiters and hiring managers in their industry. Recruiters often reach out to potential candidates who haven’t applied for their jobs yet by sending InMails. It’s always a good idea to accept InMails from recruiters, even if you are not interested in the job or connecting with them.
Don’t worry about your privacy
It’s understandable why job seekers decline InMails from recruiters. They are afraid that they may be spammed in the future. However, LinkedIn has policy measures that protect the user’s privacy and prevent harassment. If you decline an InMail, the recruiter won’t be able to keep contacting you repeatedly in the future.
Stay connected for future opportunities
By accepting the InMails from recruiters, you can politely decline the job offer but still stay connected with them for potential opportunities in the future. If your circumstances change or the recruiter has a different job that matches you, you will still be able to message them even if you are not a first connection.
Think long-term
With the current economic climate being uncertain, it’s worth being kind to recruiters and thinking long-term. Even if you are not in a job right now, you never know what opportunities may arise in the future. By replying to the InMails from recruiters and staying connected, you will have a better chance of staying informed about potential job openings and industry trends.
A polite decline can go a long way in building relationships and opening doors for future opportunities.
If you or your friends want to learn more about the IT opportunities in Spain, check for it on our job page, or feel free to say hi to Teresa via her LinkedIn or teresa.quintana@e-frontiers.ie.
Teresa Quintana Niñerola | Lead Technical Recruiter
The world of recruitment is crowded with jobseekers, job-providers, and the all-important middle-person (yes, that’s us!) whose job it is to fill an open vacancy with the person that is the best fit. This job can certainly seem like somewhat of a mystery to those who are not in the industry. What exactly do we do? how many CVs do we really read? who pays?
In this blog post, Lisa Cappelli, Senior Recruitment consultant (fomer) and Conor Hackett, Senior Recruitment consultant (accounting & finance) give an insight into a day in the life of a recruitment consultant and some (mis)perceptions of what people think recruiters do vs what recruiters really do.
Firstly, the science. Recruiters are responsible for handling all aspects of the recruitment process and need to be well-versed in applicable laws and regulations.
The job really does require excellent communication skills and negotiating abilities.
We devise campaigns and strategies to reach and engage with talent, screen candidates for suitability, and do background checks.
We work with our clients to define and refine job descriptions. We play an active role in advising at the interview stage, and the job negotiations phase and we assist with making a final offer. That seems like a lot of work, right?
At E-Frontiers, we have great flexibility with a hybrid working arrangement. We work in teams with an Account Manager for a more collaborative approach. Our main aim is to build a strong rapport and relationship with our candidates and to get to a stage where we are their career ally, in their corner, and always on the lookout for new opportunities for them. Communication and listening skills are key!
Popular misperception 1
Recruiters are seen as salespeople, someone to avoid for fear of a relentless sales pitch, with unsolicited emails and calls going on for months.
Reality
recruiters are only interested in making the perfect match between client and candidate. We have no interest in trying to twist the arms of candidates to apply for a position. It’s in our best interests to put forward the best candidates for consideration to the client and the candidates that are most likely to succeed. And critically, it must be someone who wants the job.
Popular misperception 2
The candidate will somehow be liable for payment- that must be how recruiters make their money.
Reality
Candidates do not pay a penny for the services of a recruiter. The fee is paid entirely by the client. So, a candidate will get expert advice and interview prep, an in-depth knowledge of the market they work in, and hopefully land their dream job- all for free!
Our work day
In truth, there is no typical workday for a recruitment consultant because every day is a new challenge depending on the open roles. Finding the perfect person in the talent pool for a client can sometimes be like finding a needle in a haystack. There can be days of full-on researching for candidates through databases, connections, and social media, screening those who are suitable for the role, and then engaging with the candidates on interview prep.
Our morning may be filled with screening CVs for new roles and reaching out to potential candidates to schedule interviews. Then, we might be responding to emails, setting up phone screenings, and reviewing job descriptions to make sure that we understand exactly what our clients are looking for.
In the afternoon, we might find ourselves in screening interviews, evaluating candidates for their technical skills and cultural fit. We will also check in with hiring managers to give updates on our progress with candidates and to discuss potential next steps. The priority is to ensure the candidate is a good fit for the company culture as well as the job requirements.
Before the workday comes to an end, we will update our candidate database and send follow-up emails to candidates we’ve recently spoken with. Then we make a plan for the next day and head for home.
Occasionally, we may spend some time networking with potential clients or attending industry events. We also have regular in-house training and upskilling sessions.
The recruitment process can tend to get some bad press. But good recruiters truly care about the candidate, the client and achieving the right fit between the two.
As a company, some of our core values include winning together, responsiveness, and respect, and we really do bring these values into play through our work daily.
The job is demanding and fast-paced, but exciting and full of opportunities to meet interesting people and help connect them with their dream jobs. Overall, for us, being recruiters is a challenging and rewarding job.
If you would like to discuss the next step in your career, please contact us and we will be more than happy to help.
The tech sector in Ireland has suffered in recent months – we all know of the glut of layoffs for many of the big tech giants amid global downsizing or right sizing. However, there is still strong demand for tech talent across the wider economy in other sectors such as medtech, pharma and financial services, with data analytics and cybersecurity being identified as two key areas for future growth. There are many data analytics jobs in the market, so if you are qualified in this area, you probably will be able to pick.
Fintech
The financial sector in Ireland has also seen a significant increase in demand for data-related roles. This is largely due to the need for these roles to support the increasing digitisation of the financial industry, which has been accelerated by the pandemic.
Medtech
Similarly, the healthcare sector in Ireland – there is a wealth of data being generated in healthcare, from patient records to clinical trials and medical research, and the ability to analyse this data is becoming a key factor in improving patient outcomes and driving innovation in the healthcare sector.
Start Ups
Start-ups are also a growing area of focus for data analysts. Many start-ups are data-driven, and data analytics plays a crucial role in helping these companies to gain insights into their customers behaviour, identify trends, and optimize their business processes and improve their products and services
Other Regions
Spain also has a vibrant and growing data industry and is seeing a significant increase in demand for professionals with skills in data analysis, data science, business intelligence, and machine learning. This trend has been driven by the increasing importance of data in making informed business decisions across a wide range of industries.
One of the main factors contributing to the growth of the data industry in Spain and indeed Southern Europe, is the increasing adoption of new technologies such as cloud computing, big data, and artificial intelligence. This has created a need for professionals with expertise in these areas, as well as in traditional data analytics and reporting.
Here are some of the key trends in the world of Data right now:
Artificial Intelligence (AI) and Machine Learning (ML) help businesses automate repetitive tasks, optimise processes, and personalise user experiences.
Big Data such as Hadoop, Spark, and NoSQL databases are becoming very popular.
Data privacy and security is becoming more important. Governments around the world are implementing stricter data protection regulations such as the GDPR in Europe and CCPA in California.
Data Visualization is becoming more important as businesses look for ways to communicate data insights to non-tech stakeholders. Data visualisation tools such as Tableau and Power BI are becoming increasingly popular.
Data Ethics: Data scientists need to be aware of potential biases in the data they work with and ensure that their models are fair and transparent.
So what does the future hold?
Going into the future there will be a huge need for a talent pipeline who have invested in these new skills and capabilities. We’d recommend candidates have a broad skill base and be proficient in Data Management, Governance, AI, ML, Big Data, Data Security and Cloud Computing. Candidates who upskill in these areas will be in high demand in the job market
The demand for data-related roles in both countries is growing and will continue to do so in the coming years, as more companies recognise the importance of data-driven decision making. Ireland has been positioning itself as a hub for data and technology. This can be seen through the many Government supported initiatives and programs that have been launched to support the growth of the technology sector in Ireland.
The Spanish government has also recently launched initiatives to promote the development of the data industry, including investment in research and development and the creation of data-focused training programs.
If you work in this area and would like to chat about current data analytics job opportunities or need careers advice on upskilling for the future, please get in contact with our expert recruiters in each region:
Spain: Alejandro
E: alejandro.pino@e-frontiers.ie
M: +34 629 72 14 95
Ireland: Emma
E: emma.bradley@e-frontiers.ie
DevOps & QA
The DevOps and QA Engineering fields have been evolving at a rapid pace with significant growth and change over the past few years and this trend is expected to continue in the coming years. In this blog post, we will discuss some of the trends in these fields and the emerging skills gap. We will also suggest some ways in which candidates can upskill, stand out and future-proof themselves for success in this area.
Emerging Trends
The world of DevOps, Cloud, and QA engineering is rapidly evolving, with new technologies and tools emerging almost daily. As a result, the market for these IT jobs has become highly competitive in Ireland and other regions, with difficulties in finding qualified candidates. This has led to an increase in demand for these jobs, and the need for organisations to hire professionals who can help them stay ahead of the curve.
DevOps
One of the most significant trends in DevOps is the increasing adoption of cloud technologies, such as Amazon Web Services (AWS), Microsoft Azure, and Google Cloud Platform (GCP). This trend is expected to continue as more and more organisations move their applications and infrastructure to the cloud. Another trend in DevOps is the use of automation tools for testing, deployment, and monitoring. Automation tools like Jenkins, Ansible, and Puppet are becoming increasingly popular and are expected to continue to be widely used.
QA Engineering
In the field of QA Engineering, one of the biggest trends is the adoption of Agile and DevOps methodologies. These methodologies emphasise collaboration, continuous integration, and testing, and are being widely adopted by organisations. Another trend in QA Engineering is the increasing use of Artificial Intelligence (AI) and Machine Learning (ML) for testing. AI and ML can help automate repetitive tasks, increase efficiency, and thus reduce errors in testing.
Skills Gaps
One of the biggest challenges in the market is the skills gap. Many companies are struggling to find qualified candidates with the necessary skills and expertise. Candidates need to find ways to stand out from the crowd and demonstrate their skills and experience. DevOps and QA engineers need to demonstrate a broad range of skills, including coding, testing, and automation. They also need to have good communication and collaboration skills to work effectively with different teams.
Candidates can achieve stand out by showcasing any relevant projects or open-source contributions that they have made. This can demonstrate their practical experience and ability to work with others in a collaborative environment. Additionally, candidates should ensure that their CVs are tailored to the specific job they are applying for, highlighting their relevant skills and experiences.
Upskill and Future Proof
To upskill and future-proof their careers, candidates can take courses and certifications in cloud technologies, Agile and DevOps methodologies, and automation tools. Candidates should highlight any relevant certifications or training that they have received. These can show that a candidate is committed to staying up to date with the latest technologies and practices. They can also participate in online communities, attend conferences and meetups, and read blogs and articles to stay updated on the latest trends and technologies. By following these strategies, candidates can increase their chances of landing their dream job in these exciting and in-demand fields.
For further careers advice and to find out about exciting DevOps and QA job opportunities in this area:
Contact John Ryan(Ireland) or Alfonso(Spain)
Top tips on relocation to Spain to find work
Read our recruiter’s expert advice to help you with relocation to Spain.
Alejandro Pino (Principal Recruiter in Spain): The work-life balance and general quality of life, along with the weather and beaches are just some of the reasons to think about moving to Spain. Are you considering a relocation to Spain to find work but are unsure where to start? Here are some points to consider before making the move:
Employment Opportunities
Research the job market in Spain to ensure that you have viable employment options. Consider reaching out to recruitment agencies and Spanish recruiters before your relocation to prepare in advance. This research may also guide you in terms of choosing a specific location or city.
Legal Requirements
Before you make a move to Spain, ensure that you have all the necessary legal requirements and paperwork in order. Irish and EU citizens don’t need a visa to enter Spain, but if you plan to live in Spain for more than 3 months, you’ll need to get a Certificate of Registration after arriving in Spain. This includes obtaining a NIE number (a tax identification number for foreigners in Spain).
Cost of Living
The cost of living in Spain can vary depending on where you choose to live. Research the cost of living in the cities or towns you are considering and compare it to the cost of living in Ireland. This will help you make an informed decision about whether your relocation is financially viable and what adjustments you may need to make to your lifestyle and budget.
Location
Decide on a location. Spain has many beautiful cities and regions to choose from. Think about the type of lifestyle you want and the amenities you need. For example, do you prefer living in a big city like Madrid or Barcelona, or would you rather be near the beach in Valencia or Malaga?
Accommodation
Once you have determined your budget and location, start looking for rental listings. You can search online on websites such as Idealista, Fotocasa, or Pisos.com. You can also work with a real estate agent or visit local property management offices.
Language
Spanish is the official language of Spain, and while many Spaniards speak English, it’s important to learn Spanish as it will make your transition easier. Start learning the language before you move and immerse yourself in the culture and language once you arrive. Consider taking classes or finding a language exchange partner to improve your language skills.
Contact Alejandro today to find out about new job opportunities in Spain:
M: +34 629 72 14 95
E: alejandro.pino@e-frontiers.ie
Open Doors Initiative
At E-Frontiers Recruitment, we have always recognised the importance of looking beyond our Recruitment agency business and considering the wider impact we can have on society and the environment. It is part of who we are and what we stand for – we want to have a positive influence and make a difference in a real way that benefits the wider community.
We have planned and implemented corporate social responsibility (CSR) programs for many years with the aim of involving E-Frontiers in meaningful activities within our society. Within the sporting arena, we are the main sponsors of Thurles Sarsfield GAA club. We also have a partnership with the Red Cross.
In 2018 we became the 15th member of the Open Doors Initiative, which now has over 100 members. Our director, Patrick Doyle is a director and Board Member of Open Doors.
So what is Open Doors Initiative and why did we join?
The Open Doors Initiative provides opportunities to marginalised members of our society, creating pathways to work through training, education, employment, and entrepreneurship.
Some of the people we work with include refugees, asylum seekers and migrants, people with disabilities and disadvantaged youth.
Becoming a member of the Open Doors Initiative was a very natural choice for E-Frontiers. Our staff come from a wide range of backgrounds just like the demographic that the ODI aims to help. Our commitment to the ODI is to help those in need on their journey to try and enter employment. As a career support company, we will do our best to make a positive change in their lives and thus in their communities.
But it is for sure a reciprocal relationship. ODI has helped us become better and be better. We lean on them to educate ourselves and upskill our team on awareness, inclusion and diversity. We strive to ingrain an ethos within our recruitment agency of giving all people a chance and we carry this ODI ethos with us, within our day-to-day work.
E-Frontiers contribution, as a Recruitment Agency
We have over 16 years of experience helping companies and candidates within the IT, Business and Financial sectors. At Open Doors Initiative, E-Frontiers is a key member in supporting the organisation in their work, listening and helping as required. There is a role to play in helping candidates with CVs, job applications and interviews as they embark on their employment journey. There is also a wider education and awareness role which is hugely important. We speak with our clients about inclusion and ensuring their business is open to a diverse range of candidates. On a practical level, we consider the clients open roles and encourage a different thought process whereby all types of candidates from all backgrounds will be considered. We are strong advocates for this initiative as we continue to spread the word through our clients, partners, and connections.
What help is available?
Participating companies offer a variety of employability interventions such as:
– Free interactive online training platform
– An internship programme specifically for people with autism to help them secure meaningful employment
– A Mentorship programme
– An employment programme for young people coming from the care system
– Pathways to Progress- Migrant Hub: this a variety of programmes aimed to support refugees and immigrants with pre-employment training, language, and integration.
– Development of access entry routes for school leavers and adults from socio-economically disadvantaged backgrounds and for people with disabilities.
– The establishment of a fund that provides grants to community groups, charities, and NGOs for new projects that support and inspire young people – helping to bridge the divide between education and the workplace
At E-Frontiers Recruitment, we believe that a small-scale enterprise with big intentions can create a great change in society.
Please come and talk to us and we can share our stories from our involvement in the Open Doors Initiative. Click here to learn more and see Open Doors progress and achievements in 2022.
The fact that more women are being appointed to leadership positions in companies and increasing the female workforce representation is not an accidental trend. It’s part of a Global Acceleration plan adopted at the UN-sponsored Generation Equality Forum hosted in Paris, in 2021.
According to a study in 2021, 47% of the labour force in the USA were women. They are making slow but steady progress in creating a gender-balanced environment in the workplace. However, the numbers are much lower when one looks at female representation in US big tech companies, with women taking up fewer than 1 in 4 tech roles.
Recruitment specialists, who are an essential part of the hiring process for many companies, play a crucial role in supporting women in tech. At E-Frontiers, a recruitment agency sourcing candidates across Ireland, UK, USA and Spain, we strive to support the advancement of women in key positions, particularly leadership appointments. This support includes initiatives such as applying gender-neutral language in candidate information, emphasising capabilities and not just experience, and allowing time for passive candidates to consider.
Here are some of the strategies that we have developed and applied to support the advancement of women in tech.
- Appointing women to important positions
The E-Frontiers team is always looking for potential candidates for jobs, this very much includes the passive candidate. We encourage women applicants to grow out of their limits by challenging themselves at higher or new positions. They are booked for a call or meeting to discuss their background and skills and will receive professional advice from our recruitment specialists to enhance their career path. Our consultants truly become their allies in finding and connecting women in tech to exciting opportunities.
- Supporting women applicants through the hiring process
Our recruitment specialists will support the candidates by working with them on acknowledging their achievements, polishing their portfolio and practicing skills that will serve to represent themselves in the best way possible. Besides helping our candidates prepare the responses and necessary skills for interviews, our consultants also help women applicants emphasise and own their successes in tech and build confidence in order to highlight their strengths.
The visibility of women in the labour force in general or in a company is important not only for fairness, but also because it contributes to good decision-making, innovation, better organisational results, and more effectively run institutions.
- Being aware of the bias during the hiring process
When preparing panel members beforehand, and while debriefing on candidates’ performance afterward, we encourage interview panels to adopt a behavioural approach of a focus on capability, and not just experience. Our recruitment specialists focus on the link between the candidates’ strengths and the requirements of the role. This moves the focus to the candidates’capacity. We can also expand on a candidate’s strengths if they have been reluctant to highlight them in an interview.
Finally, we can explain some of the unintended biases that occur in the selection and thus help to focus the discussion on the key attributes of the job and away from the historical characteristics of past incumbents. We encourage conversations with clients to review internal policies and processes and foster a diverse and inclusive organisational culture.
We believe that recruitment agencies like E-Frontiers have an important part to play to create a more level playing field for women in tech by providing critical support and guidance throughout the hiring process.
Are you a woman looking for a job in tech?
Do you know a woman that needs to be supported to develop her career in tech?
Are you looking for a partner to represent your brand in the market and ensure a diversity of candidate options?
Don’t hesitate to contact our recruitment specialists for their support.
All the daily conversations I have with clients or with candidates always reflect and evaluate the Contracting market – How are you seeing it? Where is the opportunity? What skills are in demand? How are the rates?
Given my role and the industry we are in, we are always keen to hear our clients take on things as our demand will be driven by them. With all the talk of layoffs and the talk of an impending recession, it did feel like things would inevitably slow, which they did – on the permanent side of the recruitment world. Subsequently, we saw an increase in the flow of new contracting requirements coming in. This occurred from November through to the end of January and could be attributed to several factors such as year-end, budgets, and all the other usual reasons.
The expectation is that in times of uncertainty permanent headcount requirements can always be paused. This is true. Being the eternal optimist and working on the contracting side of the business, I am of the opinion uncertainty can be good for contracting. This has certainly been the case since November. A recent conversation with a senior figure in a large consulting firm has reinforced this viewpoint. Albeit some clients may choose the consultancy route over the contractor route.
The demand is remaining consistent across the PM/BA skillsets as well as the Software Engineering. Noticeable increases have been seen in the DevOps skillset in the last 6 months also – although this may not surprise many.
Additionally, a publication from Contractor UK echoes our own experience in the market for January, leaning toward cautious optimism.
Contracting Market: What we have seen in 2023 so far
Contractor renewals are extremely high with above 95% being renewed.
The number of requirements coming to us is maintaining.
Lead time has lengthened from interviews to offer – could be due to hesitancy in the market in general.
Candidates converting from permanent roles to go contracting have reduced (albeit not significantly).
Demand for 12-month contracts is at an all-time high.
Supply of 12-month contracts is not at an all-time high.
Rates are maintaining.
Now, why am I writing this article? I guess it is to try to convey a sense of optimism in the contracting market that is currently seeing lots of layoffs from Big Tech. While this is no doubt a very difficult transition period for those affected, I am speaking purely with my contract recruitment hat on. Outside of the fact that while there may be a slight softening at some stage, we are seeing signs of the contractor market maintaining for the foreseeable.
I am having more conversations with clients who are looking to explore or even just gather more information on the contractor market and process given some of the challenges around permanent headcount. My role is to advise and present the contractor route as a solution to our clients who still require projects to be delivered.
If this is you then do reach out, even if it is just to gain a better understanding of the area. We can provide a turnaround within 24 hours depending on the complexity of the request. Enough of the sell for now.
Demand is still there if you are thinking of becoming a contractor and leaving the security of a permanent job. Just do your research and speak to the agencies (or rather our recruitment company) to get a feel for what’s on offer.
Head of Contracting
To get hired fast, besides checking your rich experience and knowledge of the industry in your CV, employers also expect their software engineers to have some basic soft skills to integrate into their new team and work environment. Let’s discuss the 5 crucial soft skills for IT professionals.
1. Communication
This is the most basic soft skill that is required not only for software engineers but also in many other roles. Communication skill includes listening, understanding and sharing your opinions and perspectives. It often requires both verbal and written communication. This soft skill will contribute to effective teamwork.
2. Problem-solving
No matter how carefully we plan a project, there are always unexpected situations. Therefore, employers prefer software engineers who have the problem-solving skills to propose solutions for complex issues instead of avoiding them. They need to understand the project’s goals, processes, and technologies so that they can brainstorm solutions.
3. Adaptability
Technologies are constantly updated and developed, so adaptability becomes one of the vital soft skills of IT engineers. They need to adapt quickly and stay up to date with not only technology but also society. It will help them plan their projects, complete their tasks and solve problems faster.
4. Time management
Most of the tasks of software engineers require to commit to the schedule of a team or a whole project. Therefore, organising their daily tasks and priority jobs is crucial. Managing their time properly allows them to optimise their time for daily tasks, group work, or urgent tasks. This soft skill helps to reduce their stress and limit extended work while still being productive.
5. Teamwork
Most important projects are done by a group of developers. Therefore, teamwork is always the soft skill that determines whether you are hired or not. Teamwork includes listening skills, focusing on common goals, personal responsibility, and supporting other members. Exchanging experience and knowledge with other software engineers not only helps to achieve common success but also supports oneself to promote their strengths and self-development.
The soft skills above are only five of many other crucial skills that are expected in a developer. If you are looking for an IT job in Ireland, UK, USA or Spain, do not hesitate to reach out to us. Send us your CV, our recruiters will contact you if they find a job that suits you the best and support you through the interview process.
If you are lacking in one of those soft skills, it’s time to get out of your comfort zone and upgrade yourself.
Have you been job hunting for a while but still haven’t got hired? Or are you confused about preparing for a career move? Don’t miss out on this blog. Here are five tips from our recruiting experts to help land the job you are looking for and get hired.
1. Reach out to your connections
Don’t pass up any opportunities that come to you. Job opportunities can often come from unexpected places or connections. One of the most effective ways to find a job is through your friends or professional network. Building up your personal brand on social media, sharing your professional experience and industry knowledge, and connecting with people in the same field will increase your chances of getting hired faster. Have you tried it?
2. Focus on the job search
Preparing yourself before changing jobs is the best way to optimise your time for the job search. Focusing on the jobs that closely match your skill set will help you get hired quickly. Get specific. Search by keywords. If you are really interested in a certain field or a company, don’t be afraid to spend extra time digging deeper into the company’s activities, plans and competitors. You can tailor your CV to meet their requirements or impress employers with interesting and relevant information in your cover letter. This is an opportunity to showcase how your qualifications are a perfect match for the job requirements.
3. Apply through a recruiter
This way will help to save you a lot of time and increase your chances of getting hired. A professional recruiter who has experience and a deep understanding of the labour market will be able to advise you on your job search and recommend the jobs that best fit your profile. They will provide you with information about the company, the job requirements, the employer’s expectations, and training before interviews. That’s why they can support you to go through the hiring process quickly and successfully.
4. Don’t stop your job hunting too quickly
Finding the right job that is the perfect fit takes time and effort. Don’t give up at the first hurdle. Keep your eyes open for other opportunities. Learning why you failed in an application is really important. It’s essential to follow up with the hiring manager. This knowledge can then be used to improve your CV, upgrade your skill set, or change how you perform in an interview. Finding a job is a numbers game, the more applications you fill out, the better your chance of success is in getting hired fast.
5. Prepare for a successful interview
Don’t skip the preparation and practice step before an interview. Learning about the company, the requirements of the job, the type of questions that can be asked in the interview, the competitors, or how to solve an issue are all critical to success. Practice your answers and when appropriate, ask questions. This shows that you are engaged with the company and the process. Remember, an interview is a two-way conversation, not an interrogation. Small details like appropriate dressing, eye contact, or pre-testing of equipment for an online interview will increase your chance of success.
