1. What’s the most important skill for a candidate nowadays?
The key skill that every recruiter and job opening looks for today is adaptability combined with problem-solving ability. This includes having a strategic and proactive mindset, along with strong communication skills. These are differentiating factors in the selection process, as technology, projects, environments, and business strategies are constantly evolving. Companies value professionals who can learn quickly and effectively solve problems in changing scenarios.
2. What’s more important, technical quality or behavior?
It depends on the role, seniority, and level of responsibility.
For highly technical roles, technical skills tend to carry more weight. However, depending on the role and its responsibilities, behavioral skills may be more relevant.
In other words, it varies: Some roles are 70% technical and 30% behavioral. Others are 70% behavioral and 30% technical and some, especially management roles, require a 50/50 balance, as they demand both business acumen and strong people management and communication skills.
Overall, companies seek a balance between both.
3. Why are hiring processes taking more than 3 steps (sometimes 5+)?
Lengthy hiring processes generally exist because companies want to minimize the risk of a bad hire, which can result in significant financial and operational losses.
A typical hiring process includes:
– Initial screening with a recruiter -Technical interview
– Interview with management
– Offer
However, some companies add extra steps, such as multiple rounds of technical interviews, team interviews, or additional interviews with management.
This is done to increase confidence in the hiring decision. Honestly, in my opinion, excessively long processes don’t help, as companies often lose qualified candidates due to the difficulty of coordinating everyone’s schedules, making the process inefficient.
4. What’s the biggest red flag for a candidate?
– Inconsistency between the resume and what the candidate says
– Lack of clarity or inability to explain past experiences
– Speaking negatively or blaming previous companies or managers —- Excessively verbose or unclear communication
5. Do you think non-big tech companies can measure the technical level of candidates?
Yes, provided the company has qualified professionals capable of conducting appropriate technical assessments. When this expertise is not available internally, companies typically resort to external support or specialized partners to ensure a more accurate assessment.
6. Are companies aware of the visa process changes in Ireland?
This varies significantly depending on the company and the people involved in the hiring process. Some big companies still lack clarity, while some smaller companies are already well-informed. In general, the big and more internationally experienced the company, the more familiar it tends to be with visa processes and deadlines,
7. How many non-technical candidates have you seen memorizing the process?
This can happen, but it’s not the majority. Technical interviews exist precisely to reduce this risk. Although some candidates may pass the initial stages by memorizing patterns, they are usually identified later, either in more in-depth interviews with management or technical staff, or in the day-to-day work itself. These situations are more common in companies with less structured hiring processes, but I understand that these are isolated cases, not the majority.
8. What are the ideal steps for a hiring process?
In my opinion, an ideal process should have no more than 4 steps:
1- initial screening and interview with HR.
2- Technical interview
3- Interview with Management
4- Offer ( RH and Manager)
I believe, A process with 3 to 4 steps is usually sufficient to ensure a high-quality and efficient hiring decision.
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