Karla O’Rourke of IT Search discusses her recruitment process and how candidates can make themselves attractive to hiring organisations.
Ask anyone who has applied for a new job recently and they will probably tell you that the application process is almost a full-time role in itself as you spend weeks, sometimes even months, revising cover letters, submitting documents and interviewing, just to not be considered ‘fit’. Then the process starts again, until you finally get a job.
“One of the most common mistakes is to apply for roles that don’t match the candidate’s experience,” explains Karla O’Rourke, associate director and technology recruiter at Ireland’s recruitment agency. IT Searcha member of the Vertical Markets Group.
He said, “While it’s natural to explore opportunities, submitting applications for a large number of closely matched roles rarely leads to good results. Another issue is failing prepare a CV in the application field. If the job description highlights specific expertise or responsibilities, candidates should ensure that their relevant experience is clearly reflected in their CV.”
Surprisingly, you find that more and more recruiters are finding CVs created using AI technology, leading to an increase in regular applications. Artificial intelligence can be useful in helping with format and structure, however, he noted that hiring managers are quick to recognize when a CV is not written by just one person.
Often because, AI-generated descriptions will lack detail and provide little clarity about specific contributions or achievements of applicants. The strongest CVs, he said, will provide a clear outline and understanding of responsibilities, projects and how these translate into measurable results.
So, how does an IT or technology recruiter use their skills to ensure that the person behind the CV is matched to a role that suits their goals and aspirations?
Don’t rush to judgement
In his role, as someone who evaluates applications to check if they are in line with the expectations of the organization and if there are opportunities for that person to be fulfilled where he works, O’Rourke said that successful recruitment depends a lot on strong thinking, communication skills and having a deep understanding of both the organization and the candidate.
“An important part of the process is looking beyond the job description to understand what the organization really needs. While work ability is obviously important in technical roles, long-term success often depends on additional factors such as adaptability, communication style and how the individual fits into the team.
“Equally, understanding a candidate’s motivations and aspirations is important. A CV can provide a snapshot of someone’s experience, but interviews often reveal more about how a person does their job and the type of environment in which they will do best.”
He believes that strong networks also play an important role as employers who engage with their market develop a deep understanding of talent, allowing them to introduce people who can not only do technical work but also fit well with the culture and goals of the organization.
When it comes to technical expertise, he noted that AI should be used sparingly (if at all) in CV design, however, technical and IT professionals Looking ahead, O’Rourke encourages students and job seekers to take advantage of opportunities to include real-world AI skills in their resumes.
“Unsurprisingly, AI is one of the biggest topics in the entire tech industry right now. Organizations are actively exploring how to integrate AI into their systems, development processes and broader business operations. At the same time, many companies are also navigating the learning curve that comes with using this technology effectively.
“While the demand for AI technology is very high, the pool of professionals with deep, practical knowledge in this area remains relatively small. Many organizations want to incorporate AI into their platforms and workflows, but few people have the necessary knowledge to lead those initiatives with integrity.”
At the end of the day, IT and tech employers have the same end goal as someone who wants to start or continue their career in the IT and tech space. Both want to show the organization that the application submitted represents the most suitable person for the position. To achieve this, O’Rourke explained that applicants must find what makes them different.
“When many candidates have the same technical skills on paper, differentiation becomes more important. Rather than listing all the skills you’ve experienced, it’s often more effective to focus on areas where you have real in-depth knowledge and can demonstrate clear value.”
And perhaps above all else, be prepared. He finds that candidates who can represent projects with confidence, demonstrate the challenges they have solved and highlight the impact of their work, are more likely to stand out in a positive way, during the interview.
A labyrinth of work
Knowing where you want to go professionally can make the road to get there easier, but that’s not always the case the only way to reach your goaland not as common as we might tell ourselves. Often the path to your desired career takes a detour from time to time and it is important to recognize and accept that.
“My approach to recruitment was quite unexpected”, commented O’Rourke, who explained that at the time he was employed at Dunnes Stores as a product manager, with the assumption that he would eventually take up a position in the human resources department. Interestingly, this opportunity came from someone who had bought mysterious items many times while I was working there.
“Their full-time role was recruitment and after several visits they asked me if I would consider getting a job at a recruitment agency. At the time I knew very little about the industry, but I was open to a conversation. Looking back, it was one of the best decisions I’ve ever made professionally.”
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