Did you know that only 1 in 8 candidates manage to get past the first interview? Securing a job interview is a crucial milestone in pursuing your dream job. However, even the most talented candidates can sometimes stumble and make mistakes during the interview process, resulting in rejection.

We have collected feedback from over 690 first interviews conducted across Ireland this year. Here, we highlight some common mistakes our clients have pointed out as the reasons for rejecting candidates. To help you avoid these pitfalls, our recruiters offer valuable advice and insights. So let’s take a dive into the most common mistakes candidates make in an interview.

1. Inability to expand on technical skills.

The core aspect of the interview process for IT roles primarily revolves around assessing your technical expertise. Whether or not you are tasked with a preliminary technical exercise, it remains crucial to proficiently articulate and showcase your skills and problem-solving approaches.

Advice: Give examples…

A valuable guideline to follow is that if a particular skill is listed on your CV, you should be capable of explaining when and how you’ve applied that skill, as well as demonstrating the depth of your knowledge in that domain. The best way to do that is by giving a few examples of projects where you’ve applied it and the thought process behind using the technology of choice.

2. Inability to discuss experience

Candidates who struggle to articulate their past experience, fail to impress employers. A good idea would be to apply the STAR method when putting together your answer. That will touch on the situation, task, action, and result of the skill you are looking to prove your experience in.

Advice: Use the STAR Method…

For example, if you are asked to outline your experience in API integrations, you should start by summarising your experience and then proceed into giving details about:

-Situation- Projects that involved API

-Task- Your responsibility on the project in respect to API

-Action- How did you go about completing your tasks

-Result- what was your contribution to the project

You need to find the right balance between giving a detailed answer and talking too much, but practice makes perfect. Write your answer down and make sure to assign the time to prepare before the interview.

3. Negative remarks about previous employers

If you are one of the unlucky ones and have experienced a bad working environment or a manager that you clashed with, I’m sorry you had to go through that. I know, we are all human, and frustrations and emotions can play a part in some situations. However, there is a place and time for giving out about your previous employer or colleagues, but during an interview is not the place. Keep that discussion for your closer acquaintances and focus on opportunities for career progression, learning and development, and exploring new challenges.

Advice: A new opportunity awaits…

Think about the interview as an opportunity to start a new positive experience and this all starts at the interview stage. Negative remarks will only damage that clean slate. If you do need to address a previous conflict, the best way to go about it is to focus on acknowledging your mistakes and the lessons learned. The other party is not being interviewed here, you are!

4. Culture fit and interest

Would you accept an offer from a company you have no interest in? Or if there is a misalignment between their values and yours? 

It’s a two-way street and as much as you need to impress in an interview, it’s important that you get a good feel about the company and the culture to ensure that it’s a place where you would actually like to work. In preparation for your interview, you should review their values, and check their social pages and Glassdoor reviews to try and get a feel of what they are as an employer.

Advice: Ask the right questions…

But, don’t stop there, remember, you need to show interest. How to do that you ask? By asking questions! What is it like working for you? How do you give back to the community? How do you support your employees with their career development goals? What will onboarding look like? Their answer will give you a sense of how they treat their employees and what the day-to-day will look like.

Advice: Demonstrate your research…

Another great way to show you’ve done your research and that you are keen is to reference the things you know about the employer. For example, ‘I saw you are branching out into AI, that is so interesting, I’m very passionate about that field and would love the opportunity to be part of that initiative.’

Conclusion

Interview failures can often stem from these common mistakes made by candidates. By addressing these, candidates will greatly improve their chances of success. Our recruiters play a crucial role in guiding candidates to avoid these common pitfalls, to be prepared, and to thus optimize their interview performance.

Please don’t hesitate to reach out to us and our team of recruiters for interview help and career advice.

 

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Preparing your CV can be a daunting challenge no matter how much experience you have in your chosen field.

Once the decision is made to start looking at the market the prospect of putting together a CV can be enough to make you change your mind!

Before you begin

Before you even begin I always advise candidates to spend some time looking at different job specifications. This allows you to focus on the type of role you are looking for.

 

Taylor your CV to apply to different companies

When it comes to submitting your CV, one size doesn’t fit all but it’s important to spend some time putting together a core document. This may be time consuming initially but will be worth it in the end.

Tailor your CV to each position that you’re applying for, reflecting the language used and highlighting the experience that is directly relevant to the role.

How many pages?

It doesn’t have to be two pages but the most important information should all appear on the front page.

I’m a big fan of a “Professional Profile”, a short paragraph at the beginning that summarises the information below. It should briefly list years of experience, professional qualifications and industry experience as well as providing a few lines of a career summary. This allows the reader to get a feel for the applicant but should be interesting enough to encourage them to read on.

When you’ve been in the workplace for over 20 years it can seem hard to reduce a wealth of experience to a few pages. A CV is a door opener and should hit the right notes, these can then be expanded on in an interview.

 

Important details

If you’re looking for permanent employment your two most recent roles are the most relevant. Briefly introduce the company and then describe your role there by title followed by bullet points. The information should be easy to read, if the type is small and the document is densely written it’s unlikely that someone will battle through.

It should almost feel like the relevant information is jumping off the page rather than something that has to be combed through with a magnifying glass. Try to remember that it’s likely your CV will be one of many readers that day and you want it to be easy on the eye!

Earlier or more junior roles don’t need to be included in any great detail. The only exception I’d make to this point is to say that if the industry or work experience is directly relevant to the role you want, then include it.

The same goes for hobbies and interests. A brief mention is fine but if it’s not relevant to the role then it’s not so important that you were captain of the school’s debating team!

Questions – Answers

Use the CV to answer any questions that may arise on reading. If you have a gap in your career a few lines explaining it is better than hoping that the missing year won’t be noticed!

References

I don’t think that references should be included on a CV. Your referees can make the difference between whether or not you get a role. If they’ve received 10 calls to talk about how wonderful you are they may not be so patient when the important call comes.

 

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Remember, you may be or may have been in a hiring position. Think about what you want to see from a CV. Taking the time to write an interesting and relevant document is actually a form of interview preparation! It focusses the mind and allows you to mentally prepare for questions that may arise when you’re face to face.

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 supports you through the interview process.

Good luck with the search!

If you find yourself facing a layoff or affected by a layoff, here are some steps you can follow to navigate this challenging period successfully.

Process the news

Allow yourself time to process the news. Experiencing a layoff can be distressing, and it’s normal to feel upset or anxious about it.

Reflect on your tenure at the company.

Make a list of what you enjoyed, what you didn’t, and the lessons you learned. These insights can serve as a starting point for identifying your next career path.

Think about your financial situation

Evaluate your financial situation and, if needed, apply for unemployment benefits. This can provide some financial stability while you search for a new job and prevent you from hastily accepting an unsuitable role.

Update your CV and online profiles

Update your CV and LinkedIn profile, emphasizing your skills and achievements from your previous job. Tailor your application materials to suit the types of positions you are now interested in pursuing.

Reach out to your network

Including friends, family, former colleagues, and trusted recruiters. Inform them that you’re actively seeking new job opportunities and inquire if they have any leads or referrals. Attend industry-related events like job fairs, workshops, and Meetups.

Start your job search

Actively apply for jobs by utilizing online job boards, social media, and company websites, and engaging the assistance of a recruiter. A recruiter can help streamline your job search process and cut through the noise.

What about upskilling?

Consider upskilling if there are gaps in your skillset that are currently in demand in the job market. Take relevant courses or obtain certifications to enhance your qualifications.

Remember that a layoff does not define your worth or abilities.

Patience and perseverance will eventually yield positive outcomes. Seize this opportunity to reassess your career goals and find a job that aligns with your aspirations.

The E-Frontiers team will be delighted to assist you in the search for new professional challenges.

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 |  Technical Recruiter 

In a recent webinar hosted by Anca Antonica and Paula Coffey from E-Frontiers Recruitment Agency, technology enthusiasts and industry professionals had the privilege of gaining valuable insights from Paul Lynch, the Co-founder of Showtime Analytics. This captivating webinar took participants on a journey through Paul’s extensive career in tech entrepreneurship and his experience in revolutionising the cinema industry through data analytics. Let’s dive into the highlights of this engaging discussion.

Exploring Paul’s career

Paul’s journey in technology began at a young age, influenced by his father’s role as a software developer. Growing up with computers in his household, Paul’s fascination with technology drove him to attend coding schools and develop his skills in building flash games and applications. His early exposure to technology laid a solid foundation for his future endeavours.

Starting his career at Vision, a consultancy firm, Paul gained a wealth of experience working across various industries. He highlighted the advantages of working in consultancy, where he had the opportunity to reinvent himself with each new client. This exposure allowed him to learn from talented individuals and strengthen his technical and business acumen.

Paul’s career path took an exciting turn when he joined Acceleration, a product-focused company within Vision. This experience made him realise his passion for working on innovative products, which led him and his co-founder, Richie, to establish Skupe Net—a global classified ads venture. While the ideas were promising, Paul acknowledged that the company faced challenges in implementation and eventually pivoted to focus on the lucrative motor industry.

Embracing the Value of Failure

During his career journey, Paul had a profound realisation about the importance of embracing failure and learning from it. A job interview that emphasised the need for a “fail fast” approach shaped his perspective. This valuable advice inspired him to constantly assess the value his initiatives provided to customers and iterate accordingly.

The Birth of Showtime Analytics

Paul’s passion for data analytics and an opportunity within his family’s cinema business sparked the birth of Showtime Analytics. Recognizing the data-rich nature of the cinema industry, Paul and his team aimed to provide actionable insights by consolidating and leveraging data assets. Their efforts quickly positioned Showtime Analytics as a leading player in the cinema data realm, working closely with cinemas and now expanding to collaborate with studios.

Paul Lynch’s webinar presentation illuminated the transformative power of data analytics in the cinema industry. His personal journey showcased the importance of early exposure to technology, embracing failure as a catalyst for growth, and the incredible potential of data-driven decision-making. As the co-founder of Showtime Analytics, Paul continues to drive innovation and empower the cinema industry with actionable insights derived from data.

Relationships between Showtime Analytics and E-Frontiers

Paul mentioned the relationship between Showtime Analytics and E-Frontiers recruitment has been mutually beneficial. Showtime Analytics values the screening and recruitment services provided by E-Frontiers, ensuring a more efficient hiring process. Additionally, E-Frontiers’ insights into various markets and their expanding technical talent pool have proven invaluable to Showtime Analytics. This partnership has facilitated the expansion of Showtime Analytics’ QA team in Spain and the exploration of new markets and countries. The collaboration between these two companies has fostered growth and success for both parties. Showtime Analytics expresses gratitude for E-Frontiers’ contributions and acknowledges their positive impact on their operations.

The webinar left participants inspired and eager to explore the limitless possibilities of data analytics in their respective fields. It served as a reminder that by harnessing the power of data, industries can unlock new opportunities, make informed decisions, and stay ahead in the ever-evolving digital landscape.

If you’re seeking growth and need top talent, don’t hesitate to contact us or explore our services as a premier recruitment agency. We operate internationally, with experienced recruitment teams based in Ireland, Spain, the UK, and the US.

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:

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)

john.ryan@e-frontiers.ie

alfonso.moreiras@e-frontiers.ie

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 15^th 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.