With vacancies above pre-pandemic levels and unemployment at an almost record low, it’s important to choose your IT recruitment partner carefully. You need to partner with someone who knows the market. Someone who knows how to find excellent candidates in times of a skills shortage. Not all recruiters are the same! Yes, there’s some basic principles we all stick to, but that’s not enough right now!
Wouldn’t you rather work with an IT recruitment partner who has the market insight to ensure you attract the best candidates? And that you have the right amount in your budget to do so? We don’t just recruit for our clients, we share information on latest salaries, candidate availability and more! Each month, we produce a full IT salary guide showing the latest salaries and day rates for the most popular IT roles. We share the monthly increases and decreases for your area so you can see exactly what’s happening in the market.
Our salary guides can help you when scoping costs and budgets for new IT Projects, expanding a team, or comparing salaries in a competitive marketplace to ensure your remuneration is aligned accordingly.
We currently produce salary guides for UK, London, Yorkshire and the North West. But we can produce bespoke reports on request. So, if you want to know if you are allocating the right budget before you start the recruitment process, get in touch with us today.
We know that recruitment is something that gets added to an already pretty impressive to do list. So you need an IT recruitment partner who you can trust to manage the whole process for you.
When we register a vacancy order from you, we make sure that we understand your unique circumstances, your challenges, your organisation, your team, your culture and what the future looks like. Then you can leave it to the experts. When we work on a role, we do so on a project basis. Your dedicated resourcer will agree a campaign start and end date with you meaning that you will receive a full, qualified shortlist of candidates. We find that our clients prefer to work in this way rather than being drip fed CVs throughout the campaign. It’s a much more effective way of planning your time and also keeping the candidates engaged.
So not only do we ensure shortlists of qualified candidates are delivered in a timely manner, but we can also arrange interviews are to suit your agenda. And once you’ve chosen your perfect candidate we can look after everything from delivering the offer and confirming acceptance to negotiating start dates and helping candidates with resignations.
We understand that there’s always a risk when it comes to recruiting new members of your team. And that’s why we have an industry leading guarantee to help give you peace of mind. Whilst we, (and you) do everything we can to help prevent any issues, sometimes things just don’t work out. Our guarantee means that should the worst happen, we’ve got you covered. We will replace your candidate with no charge up to 3 months after they start.
With the market as it is right now, working with an IT recruitment partner that can not only find the best candidates, but also give you peace of mind is imperative.
Ask our team for more information on our guarantee today.
We know what you need on your job description to help attract the best candidates. But don’t worry, we won’t just leave you to get on with it if you need help.
Not only should each employee have a clear job description as part of the HR process, crafting the perfect job description can actually help you to secure the best talent. But it’s not just that! A poor job description, or none at all could actually be preventing you from hiring the best IT talent.
Often, candidates will ask to see a job description before they confirm that their CV can be sent. We help make sure that you’re presenting the best version of your company and your job to keep their interest.
Hiring a contractor shouldn’t mean lots of additional admin. We keep things simple with automatic billing. All you need to do is simply authorise a weekly timesheet and we’ll do the rest. We’ll organise payment to the contractor and ensure all the necessary legislation is adhered to.
Our self billing agreements with contractors makes it easy for them too. With invoices and payment automatically created from timesheet approval, it speeds up the payment process, reducing administration for everyone.
Did you know that Langley James has been helping companies to recruit someone worth recruiting for over 20 years? We take our role seriously and are ISO accredited which ensures quality in our procedures. Our years of experience (some of our recruiters have over 25 years’ experience!), means that we know our market!
Since opening in 1999, we have been consistently improving our processes to make sure that we provide the very best service possible. Here’s just some of the ways we’ve done this –
Do you need to recruit IT staff right now? Finding the perfect IT professional to join your company is difficult. However, you still aim to source and recruit the best of the best who will fit both your role and company culture. Like everyone, you’re no doubt already busy/ Recruiting is always an extra thing to add to your long to do list. You’re battling to turn around an attractive job description, market your role, source ideal candidates, search through piles of online applications and conduct interviews. It’s a very time-consuming and lengthy process. But with time really of the essence in this market, it’s not the best way forward.
The market is moving so quickly, even if you do see a couple of remarkable candidates, you rush to contact them only to find out they are no longer available. Who’s snapped them up? One of your competitors maybe? Maybe it’s a competitor who has utilised a great recruitment agency like us?
If you feel like you’re losing the IT recruitment battle and you’re looking to boost your efforts, working with an IT agency is a strategy to consider.
Here are just a few reasons why you should be working with an IT recruiter to source your next IT expert:
IT recruitment is our passion. We understand how important each candidate touchpoint is, along with strategies to source, engage with and convert talented applicants into keen candidates. This experience is invaluable in the current market. You need to partner with an agency who knows what works and how to get the best results for you.
A good recruiter will have a detailed understanding the market and their area of specialism. A recruiter who specialises in IT will have the industry knowledge to find you the perfect candidate. They understand the skillset you need, and some will even have hands-on experience themselves. Therefore, in a skills short market, if you’re struggling to find exactly what you need, a specialist IT recruiter may be able to make suggestions on how to widen your search.
And it’s not just the experience to understand who you are looking for, and how to find them. Recruitment agencies will have a large pool of candidates. This is what sets us apart! Not only will a recruiter have an excellent database of candidates that they have been building over a number of years, but they will also have a strong network they can tap into. It’s amazing how many candidates get the job of their dreams for a recommendation from a colleague. A recruiter knows how to utilise their connections to get the best results for you.
At Langley James, we’ve been recruiting IT staff for 25 years now. Our network of candidates is one of the strongest in the market. This is what you really need in the current climate – a recruiter with a very strong database.
An IT recruiters’ mission is to support you in finding the ideal candidate. However, they also support their pool of talent to find the ideal role and workplace. It’s the perfect combination.
Wouldn’t it be great to be able to hand over your IT recruitment needs to someone you can really trust? Someone who will get the job done and secure the very best candidate for you with minimal fuss. Allowing you to focus on what you’re good at – your job. Recruiters live and breathe recruitment. We know how to get results, even in the current market. A recruiter will have a plethora of tools at their fingertips that helps make your recruitment process more efficient. We know how to attract the right candidates. We can even make contact with people who may not actively be looking for a job but are likely to be excited by your opportunity.
But saving you time when you recruit IT staff isn’t the end of the story. Better still, a recruiter can even save you money by ensuring they source candidates who will become long-term, loyal employees. We do this by matching not just skills, but ambitions, values, and culture fit. This reduces the likelihood of starting the recruitment process again a few months later!
Not all recruitment agencies are the same. Therefore, it’s important that you select and work with the most suitable one for you and your business. Be sure to work with an agency that reflects your company values and can positively represent your company.
Once you’ve found the right recruiter for you, you’ll have a team of experts at hand, ready to find you the next pool of talent!
To find out how we work and how we can help you today, contact our team on 020 7788 6600
Big Pay Gap in HR Salaries Across England: East Tops the Charts
New data reveals a surprising gap in HR salaries across England. While London might be known for its high cost of living, it’s actually the East of England that boasts the highest average salary for HR managers and directors at a whopping £67,172!
Here’s a breakdown:
The Rest of the Pack:
Salaries drop significantly in other regions, with the North East and West Midlands coming in at the lowest, at £44,158 and £47,037 respectively. Here’s a full list for reference:
What This Means for HR Professionals:
This data highlights the significant difference in earning potential for HR professionals depending on location. While London might offer a bustling work environment, the East could be a lucrative option for those seeking a higher salary.
But It’s Not All About Money:
Claire Williams, Chief People and Operating Officer at HR software provider Ciphr, emphasises that salary isn’t the only factor. HR professionals play a crucial role in an organization’s success, and their compensation reflects that. Additionally, some argue that high salaries don’t necessarily create a disconnect with employees, as HR’s value is based on their expertise and the impact they bring.
The Takeaway:
This data is a valuable resource for HR professionals considering a job change. While location plays a role in salary, factors like specialisation and industry demand also influence compensation. Ultimately, the best fit will depend on individual priorities and career goals.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
A recent report by Telus Health has revealed a troubling trend: loneliness is a significant risk factor for mental health issues among UK workers. One-third of employees surveyed reported a high risk of mental health problems, directly linked to feelings of isolation and a lack of connection at work.
Younger Workers Hit Hardest
The report highlights a concerning disparity between age groups. Workers under 40 are 80% more likely to lack trusted work relationships compared to their older counterparts. This lack of trust and social support can lead to anxiety, stress, and ultimately, feelings of loneliness, even for those who have frequent social interaction outside of work.
The Cost of Loneliness
The consequences of loneliness at work extend beyond emotional well-being. Studies have shown a strong correlation between workplace loneliness and:Lower job performance
What Can Employers Do?
These findings emphasize the crucial role employers play in fostering a healthy and supportive work environment. Here are some key takeaways for businesses:
It’s a Shared Responsibility
Building a workplace that combats loneliness requires a collaborative effort. By acknowledging the issue, fostering connections, and offering support, employers can create a thriving work environment where employees feel valued, respected, and less susceptible to the negative effects of loneliness.
Taking Action for Employee Wellbeing
Loneliness is a serious issue with significant consequences for both employees and businesses. By prioritising mental health and fostering a culture of connection, employers can create a win-win situation for everyone.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
The way we work has undergone a dramatic shift. Gone are the days of strict office routines, with many employees now embracing flexible work arrangements. However, this newfound freedom has sparked a new trend: “coffee badging.”
What is Coffee Badging?
Coffee badging involves employees swiping into the office, grabbing a coffee, and then heading home to work remotely. It’s a response to companies mandating a return to the office (RTO) despite employee preferences for flexibility.
Why Does Coffee Badging Happen?
The Real Problem: A Disconnect Between Employers and Employees
Coffee badging isn’t the real issue; it’s a symptom of a deeper disconnect. Here’s what employers can do:
Moving Forward: Collaboration, not Control
Coffee badging highlights the need for a more collaborative approach to work. By fostering trust, embracing flexibility, and focusing on outcomes, employers can create a work environment that benefits both employees and the organisation.
Additional Points:
Remember: Coffee badging is a sign, not the problem itself. By addressing the underlying issues and working together, employers and employees can create a win-win situation.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
Employees now have greater rights to flexible working arrangements, with changes coming into effect on April 6th, 2024
This blog explores what employers need to know about these changes, including grounds for refusal and potential penalties.
Key Changes:
Possible Reasons for Refusal:
Penalties for Non-Compliance:
While there are no direct financial penalties for employers who don’t follow the process, there are significant risks:
Conclusion:
Employers should adapt to the new regulations by:
By embracing flexible working, employers can benefit from a happier, more productive workforce and a wider talent pool.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
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