Over the past seven years, I’ve supported some of Northern Ireland’s most ambitious digital and business transformation programmes, including critical digital infrastructure projects in the utility and technology sector, large de-merger programmes, Higher Education 10-year strategy transformation initiatives, and the largest digital integrated patient record system.
I have first-hand experience seeing how essential it is to have the right people in place. One thing that's clear is the biggest obstacles in digital recruitment are rarely about a lack of available talent.
READ MORE: Retaining Your Best Leaders: Recruitment Insights You Can’t Ignore
To test this further, I carried out a poll across my network, asking hiring managers and digital leaders what their biggest recruitment pain points were. The options were:
Lack of quality CVs
Slow internal process
Lack of internal talent acquisition expertise
Lack of budget
Slow internal process emerged as the number one barrier to securing Project Delivery, Project Governance and Business Analysis professionals. In my experience, delays often stem from multiple layers of decision-making, lengthy approval chains, or reliance on outdated recruitment processes.
In the digital transformation space, the standard application and interview process simply doesn’t move quickly enough. By the time organisations sift through applications, schedule interviews and align stakeholders, the strongest candidates have often already accepted offers elsewhere.
I’ve made a living of finding the right resource at critical points, in very short timeframes, and know the steps required to make this happen successfully. Speed is the most important factor. Understanding the scope, required outcomes, skills, experience, mindset required, and acting decisively makes the difference between a securing the resource the makes a project thrive instead of stall.
Success is all about speed, clarity, and precision.
Act Quickly, Decide Faster: Streamline approvals and execute decisively to secure top candidates before they accept other offers.
Understand the Role Beyond the Job Description: Focus on mindset, adaptability, and stakeholder navigation, not just technical skills.
Build Relationships Before You Need Them: Proactive networking and talent mapping give organisations a competitive edge.
Empower Recruitment with Collaboration: Hiring managers, HR, and talent acquisition teams must work as one integrated team to reduce timelines and enhance candidate experience.
Streamline the Hiring Process: Reduce unnecessary steps, consolidate interviews, and empower hiring managers to make swift decisions.
READ MORE: Barbara McKiernan, Managing Director of VANRATH: How to Manage Multi-Generational Teams
In digital transformation, the “right person at the right time” can make or break a project. Organisations that prioritise speed, clarity, collaboration, and streamlined processes in recruitment give themselves a decisive advantage.
If your organisation is planning a major digital or business transformation, securing the right talent quickly can define your success. I welcome conversations with leaders who want to build future-ready teams capable of delivering transformation at pace.
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