How Intel Corporation is Recruiting Top Talent: Exclusive tips

By May 27, 2016HR Influencer

Intel Ireland’s Leixlip campus, located in County Kildare, has been operating for over twenty-five years now transforming the area into one of “the most technologically advanced manufacturing locations in Europe.” Intel Corporation has a long-standing history of leading the innovation field thanks to the top talent employed at the company.

Currently the company increased investment in cloud, data centers, Internet of Things and connectivity business. Intel has joined Jobbio early this year, so we caught up with Katie Howard, Talent Acquisition Recruiter, to hear her thoughts about using our platform, what Intel Corporation is looking for in candidates and how it attracts the best tech talent.

Tell us about your experience in recruitment industry and history at Intel. Why did you decide to join the company?

I joined Intel after finishing my Master’s degree in Human Resources Management at UCD. I had previous experience of working in Chicago and I really wanted to work for a company which had resources to do really cool things with recruitment – Intel definitely has them. I was excited about joining the team that is able to do things that you’d want to do but don’t always have an opportunity due to the lack of resources or tools.


“Intel is all about creating the cutting edge technology, so working here means contributing to the future.”

What trends are you seeing with the current tech talent market in Ireland?

The market in Ireland is extremely competitive, especially in tech related careers. One of the reasons is that there are so many multinational companies. We as a company are looking for not just good candidates but exceptional talent, the best engineers who can show passion and motivation to work with us. To attract such talent, we make sure we communicate all that Intel has to offer – what’s it like to work here and the many advantages.

What should anyone willing to join Intel consider first and foremost?

Anyone thinking to work at Intel should be up for a challenge – you will have to use your creativity and push the boundaries. Intel is all about creating the cutting edge technology, so working here means contributing to the future.

What’s training and development like at Intel?

Intel definitely offers a lot of career development opportunities. A lot of our engineers come in with Level 6 or 7 and are able to complete their Undergraduate, sometimes taking the next step and continuing with the Masters. We give our employees an opportunity to expand their education and along with that, their career.

Intel Cork (54)

“You should ask questions after the interview because it shows that you are interested and that you are really thinking about the job”

Tell us about the Intel women in technology scholarship programme. How does it encourage young women to enter the industry?

The scholarship aims to encourage younger women in secondary school to pursue STEM subjects. The scholarship provides each student up to €3,000 per year and gives the opportunity to have a summer internship on an Intel campus. A mentor is available to each student to help guide them and give advice in regards to their career. It is a great initiative because there is such a gender gap in this particular field. We think, in order to achieve the best result, the team should be diverse, thus, we are working towards helping more women start tech careers.

What are the most common mistakes Talent make when applying to jobs?

I would say the most common mistake is not tailoring their CVs to a specific role. Quite often I come across the CVs that are too general and miss some of the key skills necessary for the position. A lot of times the skills the candidate might have are simply not communicated through the CV. Always read the job spec to be able to tailor your skills to the role.

Talent are often hesitant to ask questions at the end of an interview. Do you think they should and why?

I definitely think that you should ask questions after the interview because it shows that you are interested and that you are really thinking about the job, picturing yourself in the position and trying to understand what it would be like. It simply shows that you’ve done research on the job and that you are keen to know more about the role or the company.

In the digital age, how important do you think it is for talent to represent themselves with their skills and experiences online?

We are living in the age when technology is taking over everything, so it is really important to have an online existence. You simply can’t afford avoiding social media presence. We do search for candidates on social media accounts such as Linkedin while hiring, and I would stress it is important that you stay to yourself – it is your own responsibility how you use social media and it can be used as a powerful marketing tool. Apart from all other opportunities, it is simply a way of staying visible making it easier for people to reach out to you.


“I really like how Jobbio allows you to build your own talent pool.”

Are you excited to use Jobbio?

I am excited. I love the way in which you are able to market your brand on Jobbio. It gives you so many tools to showcase your company.  The feature I am most excited about on Jobbio is the Applicant tracking system and I really like how Jobbio allows you to build your own talent pool. Even if you are not hiring for a specific role at the given moment, you can just keep applicants in your pipeline. It’s really easy to organise the Talent pool – you can make different folders, move applicants according to the position, etc. It makes your work quick and efficient.

What made you turn to Jobbio to aid your recruitment requirements?

There’s such a competitive environment we really want to find the best talent. That pushes us to find new ways of sourcing the best candidates. There are so many people that aren’t on the active lookout for opportunities, you have to reach them somehow. In order to get to them, you need to be creative, you need to think of the ways in which you can approach these applicants without being too intrusive. You have to figure out how to reach these people and that requires thinking outside the box.


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