Why put DEI on your agenda?

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

Poll Results

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

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

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

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

Navigating Talent Scarcity

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

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

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

What do employees want when considering a move?

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

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

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

The need for innovation

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

Deep dive into our survey insights

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

Financial Benefits

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

Annual Leave

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

Remote Work VS Hybrid Work VS Onsite

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

Annual Leave by type of contract

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

Remote Work by type of contract

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

Adapting to Employee Needs: Prioritising Engaging Roles

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

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

Conclusion

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

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

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

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

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

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

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

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

Ahorro del tiempo

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

Especialización

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

Ahorro económico

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

Acceso a una amplia red de candidatos

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

Asesoramiento constante

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

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

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

Necesito ayuda, ¿cómo es el proceso con vosotros?

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

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

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

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

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

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

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

Recruitment Trends for Contractors

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

Remote Revolution Slowing Down

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

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

Niche Skills

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

Compliance Checkmate

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

Diversity Equality and Inclusion

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

Conclusion

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

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

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

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

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

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

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

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

The Strategic Importance of Applying Big Data in Human Resources:

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

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

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

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

The Future of Talent Management:

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

The Future of Talent Management:

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

The Strategic Importance of Applying Big Data in Human Resources:

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

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

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

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

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

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

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

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

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

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

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

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

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.

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 2^nd 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 2^nd 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.

Thinking about a new job?

The typical pathway to finding a new job involves anything from 5-12 steps. Yes, you read that right, up to 12 steps! And let’s face it, most of these steps are far from enjoyable for you as the candidate. At E-Frontiers, we can take the pain out of the recruitment process for you when looking for a new job. Our goal is to make the recruitment journey as seamless and stress-free as possible for you. We value your time and strive to provide a positive and transparent experience at every step. This really is the main reason you need to consider working with one of our recruiters for your next new job search.

The difficult part

You are probably already familiar with the drill. A huge amount of time is spent trawling through job ads online, working your contacts and network. Seemingly never-ending rounds of CVs and applications, sent out with very little in return.

Trying to decipher cryptic job specs to determine who the job in question is looking for, you or perhaps indeed a superhuman. It’s time-consuming, stressful, and sometimes overwhelming, and it’s all too easy to give up too soon before you’ve gotten near to landing your dream job or getting your foot onto the next rung of the career ladder.

Make it easier for yourself!

The value we bring to the recruitment process? Simple. We can cut through the noise and do it in 4 steps for you!

Let’s simplify the recruitment process.  With continuous communication and support throughout from E-Frontiers, we can reduce this process to 4 steps. Meet, Chat & Plan; Evaluate Opportunities; Interview Stage; Onboarding!

As the recruiter, we know the client and what they are looking for.  Your recruiter will have the real low down on whether you are in with a decent shot at securing the position– answering the all-important question ‘Where am I in the running?’. You can then decide whether to invest more time and energy in this application or cut your losses and move on to the next opportunity.

Keep your options open

There are many opportunities out there and it can be easy to miss out on the best and most suitable of them as you concentrate all your time on one option. Your recruiter can avoid this pitfall by planning and thinking ahead for you.

We look at other suitable roles and opportunities as they arise and will apply and start the process on your behalf. This means you have the time to focus on one process at a time, without getting frazzled and stressed about the ‘what ifs’.

How E-Frontiers can help

You can conduct your job search the hard way as just described above, or the easy way.  So, what happens with the easy way?  Our recruiter will put the time in for you. While you concentrate on your day-to-day, your recruiter will do the leg work for you. The background research. The detailed job applications. The due diligence on whether the position and company are a good cultural fit for you.

We will give you direction and ideas on upskilling, based on what your peers in the same industry are investing in.  You will receive lots of CV advice, and we know that making the appropriate CV changes and improvements BEFORE the job application will hugely increase your chances of getting an audience with the client.

Use your recruiter to your advantage

Your recruiter is your ally. Meet up for a coffee and chat and take advantage of their resources and their knowledge of the position and client. We want you to succeed and will do everything we can to make it happen.  Quite often, client interview processes can be longwinded, going the route of stop, start and stop again, and are generally fraught with difficulties and stress. Your recruiter will be on hand to support you through this on a daily and weekly basis, giving meaningful feedback and providing you with a genuine insight into what is going on with the client. This way you don’t feel alone in the process or feel like there’s no hope and give up.

Help is always at hand

If you are shortlisted for the interview stage and need help, you have the option of using the services of an interview coach. We will help with coaching you on the questions and answers to consider, and give you inside tips on what the client is looking for so you can then tailor your responses accordingly. We’ll give you proper feedback after each stage and further advice and insights for the next stage.

Conclusion

And once you secure the role, our support doesn’t end there. We are on hand to help you with your negotiations on benefits, salary, and your total package and onboarding experience. The lines of communication always remain open, and we are a phone call away if you need our expertise at any stage, now, or indeed into the future when the time is right to consider your next move.

Contact any member of our team today to discuss options for your next career move.