Kildare: 
Clark – shortlisted as Employer of the Year!
We’re delighted to be shortlisted!
We’re very proud to share that Clark has been named a finalist in the HR Leadership & Management Awards.
To be recognised alongside two other outstanding organisations in our category is something our entire team can be proud of.
For us, this recognition reflects the work happening across Clark every day — the commitment of our people, the relationships we build with our clients and candidates, and our continued focus on evolving how we deliver recruitment.
A huge thank you to the entire Clark team. Recognition like this is very much a team achievement.
Congratulations to our fellow finalists too — we’re delighted to be shortlisted alongside you and look forward to the awards.
Whatever happens on the night, being recognised amongst some of the best in our industry is a fantastic achievement for Clark.
Recruitment. Redefined.
#HRLeadershipAwards #HRLeadership #Recruitment #TeamClark #ClarkRecruitment #Leadership
Are Your Interviewers Trained to Ask the Right Questions?
Are Your Interviewers Asking the Right Questions?
An interview is an opportunity to identify the best person for a role—but the questions asked can either support a fair, effective hiring decision or expose an employer to unnecessary risk.
Interviewers should focus on a candidate’s skills, experience, behaviour and ability to perform the role. Questions relating to a person’s private life or protected characteristics should be avoided.
What Employers Should Ask
Good interview questions are relevant to the role, asked consistently and designed to encourage candidates to provide specific examples.
Consider asking:
- “Can you tell us about your experience relevant to this position?”
- “What attracted you to this opportunity?”
- “Can you describe a time when you successfully resolved a workplace challenge?”
- “How do you prioritise your workload when managing competing deadlines?”
- “Tell us about a mistake you made and what you learned from it.”
- “How have you contributed to improving a process, service or team?”
- “What type of management style helps you perform at your best?”
- “Are you available to work the hours and locations outlined for this role?”
- “Is there anything you would require to participate fully in our recruitment process?”
- “What questions would you like to ask us?”
Use structured, competency-based questions and ask every candidate applying for the same position a consistent set of core questions. This makes comparisons fairer and decisions easier to justify.
What Employers Should Not Ask
Avoid questions that are unrelated to a candidate’s ability to perform the role or that could lead to discriminatory decision-making.
Interviewers should not ask questions such as:
- “Are you married or in a relationship?”
- “Do you have children?”
- “Are you planning to start a family?”
- “Who looks after your children while you work?”
- “How old are you?”
- “What religion are you?”
- “Where were you born?”
- “Is English your first language?”
- “Do you have a disability or medical condition?”
- “How many sick days did you take last year?”
- “What is your sexual orientation?”
- “Who do you vote for?”
- “Are you a member of a trade union?”
Even when intended as friendly conversation, questions about family circumstances, age, health, nationality, religion or other personal matters can make candidates uncomfortable and potentially create legal and reputational risks.
Instead of asking about childcare or family commitments, ask every candidate: “Are you able to meet the working hours and travel requirements outlined for the position?”
Rather than asking where someone was born, confirm appropriately and consistently that the successful candidate will be required to demonstrate their entitlement to work in Ireland.
Make Interviews Fair and Consistent
A strong interview process should include:
- A clear job description and agreed selection criteria
- A structured interview guide
- The same core questions for each candidate
- A scoring system based on evidence
- Detailed, factual interview notes
- More than one interviewer where appropriate
- Interviewer training on equality, bias and legal compliance
- A clear process for communicating outcomes and feedback
Interview notes should record evidence rather than personal impressions. Comments such as “not the right fit” or “I just didn’t warm to them” are too subjective. Record what the candidate said, how it related to the agreed criteria and why the evidence did or did not meet the required standard.
Remember: Candidates Are Interviewing You Too
The interview experience shapes a candidate’s view of your organisation. Be prepared to explain:
- The responsibilities and expectations of the role
- The team and reporting structure
- The organisation’s culture and values
- The recruitment timeline and next steps
- The salary range and benefits, where possible
- Why the vacancy exists
- The opportunities for learning and progression
Be honest, welcoming and realistic. Overselling a position may help secure an acceptance, but it can quickly lead to disappointment and early turnover.
Is Your Interview Process Helping You Hire the Right People?
Interviewing is a skill. Without appropriate preparation and training, even experienced managers can ask ineffective or inappropriate questions, rely too heavily on instinct, or overlook the strongest candidate.
Clark supports employers with recruitment expertise, structured interview design, competency-based questioning, psychometric assessment and interviewer training.
For expert guidance on improving your interview and selection process, contact the Clark team at hello@clark.ie or call
.
Clark — Recruitment. Redefined.
Ireland’s Hiring Market Remains Strong Despite Skills Shortages
- Engineering professionals
- Qualified Accountants and Finance Leaders
- HR Specialists
- Supply Chain & Logistics professionals
- Operations Managers
- Sales & Commercial talent
- Manufacturing specialists
Some organisations hire. Others build.
At Clark Recruitment, we don’t just recruit—we help organisations build stronger teams, better cultures, and brighter futures. By combining market intelligence with a personalised approach, we connect exceptional talent with businesses that are ready to grow.
Clark Recruitment. Recruitment Redefined.
Clark Workforce Planning Insight – July 2026
Finding and retaining the right talent continues to be one of the biggest challenges facing employers. Our latest Workforce Planning Insight provides an overview of current recruitment trends, salary expectations, candidate availability, and practical hiring insights across a range of sectors.
Whether you’re planning your next hire or reviewing your workforce strategy, this edition is designed to help you make informed recruitment decisions.
📖 Browse the July 2026 edition below and discover the latest market insights from the Clark Recruitment team.
Click the link below
Clark Workforce Planning Insight July 2026 by Stephen… – Flipsnack
Clark nominated for The Rémy Martin Cork Business Awards 2026
We are thrilled to announce that Clark Recruitment has been nominated for The Rémy Martin Cork Business Awards 2026.
The nomination is particularly meaningful as 2026 marks our first year operating in Cork, following the opening of our first branch outside of County Kildare. The warm welcome we have received from businesses, candidates, and the wider community has exceeded our expectations, and we are delighted to see our efforts recognised so early in our journey.
Stephen Farrell O’Callaghan, Managing Director of Clark Recruitment, said:
“This nomination proves that we made an excellent choice in selecting Cork as the destination for our second office expansion. We have been incredibly encouraged by the support and opportunities we’ve experienced since opening, and we’re excited about what the future holds.”
As we continue to build relationships and support employers across Cork and the surrounding region, this recognition reinforces our commitment to delivering exceptional recruitment and executive search services.
Watch this space for further news and developments as Clark Recruitment continues to grow.
Welcome to the Team: Kim Duggan & Niamh Dolan
We are delighted to welcome Kim Duggan and Niamh Dolan to Clark Recruitment. Both bring valuable experience, professionalism, and a client-focused approach that will further strengthen our executive search and public sector recruitment team.
Kim Duggan
Kim is an experienced recruitment professional with over four years’ expertise in public sector recruitment and talent acquisition. Supporting one of our key public sector accounts, she manages end-to-end recruitment processes, serving as a trusted point of contact for hiring managers and candidates while ensuring a seamless and compliant recruitment experience.
Her expertise includes stakeholder engagement, candidate sourcing, interview coordination, onboarding, and recruitment administration. With strong organisational skills, attention to detail, and a collaborative approach, Kim consistently delivers high-quality recruitment solutions in fast-paced environments.
Kim is committed to continuous professional development and is currently pursuing a Bachelor of Arts in Human Resource Management alongside a CIPD Diploma in People Management. She also holds the Employment & Recruitment Federation Certificate in Recruitment Practice, further strengthening her expertise in HR and talent management.
Within our team, Kim will support AGRIP, REDP, and Operations recruitment competitions.
Niamh Dolan
Niamh is a recruitment professional working exclusively with one of our public sector client accounts, delivering end-to-end recruitment solutions with a strong emphasis on quality, compliance, and stakeholder engagement. She partners closely with hiring managers to ensure recruitment campaigns are managed efficiently, professionally, and in line with organisational policies and Irish public sector recruitment guidelines.
Throughout the recruitment lifecycle, Niamh provides expert guidance and support to both hiring managers and candidates, helping to create a positive experience while maintaining fair, transparent, and inclusive hiring practices.
She holds a Bachelor of Business Administration (BBA) in Equine Business from Maynooth University and, in 2025, completed both the Employment & Recruitment Federation Certificate in Recruitment Practice and the CIPD Advanced Diploma in Human Resource Management at the National College of Ireland. These qualifications further enhance her expertise in recruitment, talent acquisition, and HR best practice.
At Clark, Niamh will oversee FOOD, CELUP, and Knowledge Transfer recruitment competitions, working closely with clients and candidates to deliver exceptional outcomes.
We are thrilled to have Kim and Niamh join the Clark team and look forward to the expertise, dedication, and fresh perspectives they will bring to our clients and candidates. Please join us in wishing them every success in their new roles.
Is your workforce ready for the second half of the year?
Temporary Staffing could be the support you need.
We’re halfway through 2026: Is your hiring strategy still fit for purpose?
It’s hard to believe we’re already at the midpoint of the year.
Back in January, many organisations set ambitious growth plans, workforce targets and hiring budgets. Six months later, priorities may have shifted, projects may have accelerated, and new skills gaps may have emerged.
As we head into Q3, now is a good time for hiring managers to ask themselves:
- Do we have the right talent in place to achieve our goals for the remainder of the year?
- Are there any critical roles we’ve delayed hiring for that could impact delivery in Q3 or Q4?
- Do we have succession plans in place?
One trend we’ve noticed recently is that many businesses are becoming increasingly selective in their hiring decisions, but at the same time, the strongest candidates remain highly sought after and are often off the market much faster than expected.
The organisations that are planning ahead and engaging with the market early are generally in a stronger position than those waiting until a hiring need becomes urgent.
We’d be interested to hear how you are finding the market right now.
Are your hiring plans for 2026 still on track, or have they evolved since the start of the year?
In the last month alone, we’ve seen several candidates receive multiple offers within days of entering the market, highlighting just how competitive the talent landscape remains.
#Recruitment #Hiring #TalentAcquisition #Leadership #WorkforcePlanning #HiringStrategy #BusinessGrowth
