Q What are the different stages of the recruitment process with Teagasc?
1. Advertisement.
2. Screening of applications to establish if they meet the minimum qualifications criteria.
3. Short-listing.
4. Candidates are then called for a technical assessment and competency-based interview (marks are combined).
5. Panel is established by rank.
6. Positions offered based on rank and location preference of candidate.
Q What qualifications are generally required?
An agriculture science degree or equivalent.
Q What qualities does Teagasc look for in a candidate?
Teagasc is looking for excellent communicators, team players and people who can transfer technical knowledge that has commercial and sustainable benefits to farmers.
We are also looking for candidates who can design and deliver education programmes to young and mature students in a classroom and who can also demonstrate practical, hands-on, agricultural skills.
We want to hire the best, and we want people who are driven and are proactive around their own personal development.
We have an empowering work environment, so we want to hire people who can organise and prioritise their work and make good decisions based on good technical knowledge.
Q What do you shortlist people on?
Their qualifications and their relevant experience
Q How to prepare for a job interview with Teagasc?
Candidates need to be up-to-date on technical knowledge relevant to what is expected of a Teagasc advisor or teacher. We conduct competency-based interviews, so candidates should be able to demonstrate how they have performed in the past under the competency headings that will be provided to them when they are invited for interview.
Q Structure of the interview?
Candidates will be invited to complete a technical exam and comprehension and then, on another date, present for a competency-based interview.
The exam is around one to two hours and the interview will be around 50 minutes. The 50 minutes will be broken into equal parts, where technical and competency questions will be posed to candidates. The interview board would normally be comprised of three to four board members.
Q Could you describe the ideal candidate for Teagasc in terms of personal qualities?
In addition to what I’ve mentioned already, we place a high value on additional relevant qualifications, such as a master’s or PhD.
The candidates who do well at interview and go on to perform well in permanent and temporary positions after are those who have good technical knowledge but also good, hands-on agricultural skills. They are highly motivated, organised and can work to multiple deadlines. They are analytical, customer-focused, can work well on their own and as part of a team, and have the ability to communicate effectively at many levels.
Q Have you seen common mistakes on CVs or application forms and in interviews over the years?
We use application forms. If the candidate does not complete the form in accordance with the instructions, their application will not be progressed. For example, if you are asked to include details of what modules you completed as part of your primary degree and this is left out, this will eliminate you from the competition.
In addition, if candidates are asked to include transcripts, the same applies. Candidates should ensure the form is completed correctly, which will demonstrate their attention to detail. Application forms should not have any unnecessary gaps around employment.
At interview, candidates only have 50 minutes to demonstrate their experience and competencies, so they need to practice being concise and sharing the relevant points with the interview board.
Spending too long to get to the relevant point or only giving very short answers is not helpful for candidates, as it makes it difficult for the board to award a high mark. Candidates should practice answering possible questions to hone their skills.
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