IT Search’s Karla O’Rourke discusses her career in recruitment and how candidates can make themselves more attractive to organisations looking to hire.
Ask anyone who has applied for a new job lately and they will likely tell you that the application process is almost a full-time role in itself as you spend weeks, sometimes even months, amending cover letters, submitting documents and interviewing, only to not be considered the ‘right fit’. Then the routine starts up again, until you finally land a job.
“One of the most common mistakes is applying for roles that are not aligned with a candidate’s experience,” explained Karla O’Rourke, an associate director and technology recruiter at Irish recruitment agency IT Search, which is a member of the Vertical Markets Group.
She said, “While it is natural to explore opportunities, submitting applications for a large number of roles that are not a close match rarely leads to positive outcomes. Another issue is failing to tailor a CV to the role being applied for. If a job description highlights specific technologies or responsibilities, candidates should ensure that their relevant experience is clearly reflected in their CV.”
Unsurprisingly, she finds that more and more, recruiters are coming across CVs that have been created using AI technologies, which is leading to a rise in generic applications. Artificial intelligence can be useful in assisting with format and structure, however, she noted hiring managers are quick to recognise when a CV has not been written solely by the individual.
Often because, AI generated descriptions will lack detail and provide little clarity around the applicants specific contributions or achievements. The strongest CVs, she said, will offer a clear outline and understanding of responsibilities, projects and how this translates to measurable results.
So, how does an IT or technology recruiter utilise their skills to ensure that the person behind the CV is matched to a role that suits their goals and ambitions?
Don’t rush to judgement
In her own role, as someone who evaluates applications to assess whether they match the expectations of the organisation and if there is a likelihood that the person could be fulfilled working there, O’Rourke said effective recruitment depends heavily on solid judgement, communication skills and possessing a deep understanding of both the organisation and the candidate.
“A key part of the process is looking beyond the job description to understand what the organisation truly needs. While technical capability is obviously critical in technology roles, long-term success often depends on additional factors such as adaptability, communication style and how someone fits within a team.
“Equally, understanding a candidate’s motivations and career ambitions is essential. A CV can provide a snapshot of someone’s experience, but conversations often reveal much more about how a person approaches their work and the type of environment where they will perform best.”
She is of the opinion that strong networks also play a crucial role as recruiters who actively engage with their market build a deep understanding of the talent landscape, which allows them to introduce candidates who are not only technically capable but also well aligned with the organisation’s culture and objectives.
When it comes to technical prowess, she has noted that AI should be used sparingly (if at all) in the creation of a CV, however, for the tech and IT experts looking to move ahead, O’Rourke encourages students and jobseekers to make use of opportunities to include genuine skills in AI on their documentation.
“Unsurprisingly, AI is one of the biggest topics across the technology sector at the moment. Organisations are actively exploring how they can integrate AI into their systems, development processes and wider business operations. At the same time, many companies are also navigating the learning curve that comes with implementing these technologies effectively.
“While the demand for AI expertise is extremely high, the pool of professionals with deep, practical experience in this area remains relatively small. Many organisations want to incorporate AI into their platforms and workflows, but there are fewer individuals who have the experience required to genuinely lead those initiatives.”
At the end of the day, IT and tech recruiters have the same end goal as someone looking to begin or continue their career in the IT and tech space. Both want to show the organisation that the application put forth is representative of the person best suited to the position. To achieve this, O’Rourke explained that applicants should find what makes them unique.
“When many candidates have similar technical skills on paper, differentiation becomes increasingly important. Rather than listing every technology you have encountered, it is often more effective to focus on the areas where you have genuine depth of experience and can clearly demonstrate value.”
And perhaps above all else, be prepared. She finds that the candidates who can confidently stand over projects, showcase the challenges they have resolved and highlight the impact of their work, are significantly more likely to stand out in a positive way, during the interview process.
The career labyrinth
Knowing the direction you want to go in professionally can make the route to get there simpler, but that is by no means the only way to reach your target, nor is it as common as we might tell ourselves. Typically the route towards a desired career diverts occasionally and it is important to be aware and accepting of that.
“My route into recruitment was actually quite unexpected”, noted O’Rourke, who explained that at the time she was employed at Dunnes Stores as a brand manager, with the assumption that she would eventually take up a position in the human resources division. Interestingly, the opportunity came from someone who had mystery shopped several times while I was working there.
“Their full-time role was in recruitment and after a number of visits they reached out to ask whether I would consider exploring a career in agency recruitment. At that stage I had very little awareness of the industry, but I was open to the conversation. Looking back, it proved to be one of the best decisions I have made professionally.”
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