Here’s why you should consider starting your recruitment process now:
It’s not too late! Take advantage of the remaining six weeks by initiating your recruitment process today. Contact us to discuss your needs and let us help you secure the talent you need to thrive in the new financial year. Remember, proactive companies attract the best. Don’t miss out!
P.S. Share this blog with your network – let’s spread the word that proactive recruitment is the key to success in the new financial year!
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.
Hybrid working is the combination of working from an office and from a remote location. It has been on the rise due to technological advancements, the COVID-19 pandemic, and changing workforces. However, the end of hybrid working is now in sight. This article will outline the impact of hybrid working, the reasons why it is ending, and strategies to prepare for the transition to a more traditional office-based working arrangement.
Impact of Hybrid Working
Hybrid working has had both positive and negative impacts on the workforce. On the positive side, it has made it easier for employees to balance their work and personal lives while increasing flexibility, collaboration, and communication. The downside, however, is that it has increased stress and overload, resulting in decreased productivity for many workers.
Reasons for the End of Hybrid Working
The primary reasons why hybrid working is declining are technology, social and political issues, and changing workforce dynamics. Technological advancements such as automation, artificial intelligence, and cloud computing are allowing businesses to operate more efficiently and with less overhead. As a result, they are now able to move away from hybrid working arrangements, as these technologies are able to fully support a traditional office environment.
Social and political issues also play a role in the end of hybrid working. As the world emerges from the pandemic, regulations and laws may be enacted to ensure that the workplace is safe for all members. These regulations may require employers to move back into fully office-based systems. Additionally, growing disparities in digital access have made it difficult for some workers to efficiently perform their tasks remotely. This has created a need for more traditional office-based work arrangements.
Preparing for the End of Hybrid Working
Organizations that are preparing for the end of hybrid working need to develop strategies for flexible working arrangements. Employers also need to consider the impact that this transition may have on their employees. Implementing employee wellness plans and creating a transition plan that includes clear communication with employees about the change is essential.
Conclusion
Hybrid working has been on the rise in recent years, but it is now entering a period of decline. New research has indicated that almost two-thirds of CEOs want to remove hybrid work within three years. The primary reasons for the end of hybrid working are technological advancements, social and political issues, and changing workforce dynamics. To prepare for this inevitable transition, organizations need to develop strategies for flexible working arrangements that include policies, training, and technology. By staying ahead of the trend, organizations can ensure that their employees are adequately supported during the transition.
Let’s discuss your specific IT recruitment requirements today. Reach us at 020 7788 6600 or via email at langleyjames@langleyjames.com.
We’d love to hear your views on this blog. Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn
We are in the middle of a long and sustained talent crisis. Candidate availability is decreasing by the day, and job vacancies continue to rise. Albeit at a slightly slower rate over the last few months. But the success of your business depends on your team. The people you hire have a direct impact on your success. So, when it comes to your next vacancy, you may be asking which is best for you – recruitment agency vs direct hiring.
We’ve asked our expert consultants to share their insight on the pros and cons of both to help you make that all important decision.
We’ve written at length about the benefits of working with a specialised recruitment agency, but let’s compare some key areas when it comes to recruitment agency vs direct hiring.
This may sound like a simple process, but don’t be fooled. Yes, it’s true that we can all write an advert stating the responsibilities and requirements. However, in the current market, that is not enough! Candidates are less likely to apply for a job with a list of demands. They want the story, the feeling, a sense of what you stand for. They want the benefits, the future opportunities, and a sense of being part of something important in the world.
If you don’t have experience of this, you are likely to find that your advert will be a bit of a ‘damp squid’ and won’t attract the people you need to make your business a continued success. Agencies are writing adverts day in, day out. They know what it takes to get the best response.
A recruitment agency will have access to many more candidates than you will if you recruit direct. Not only do they have a large database of experienced candidates, but they are also able to advertise in lots of different ways. This means that you don’t just get the best people who are currently on the market. A recruiter will also headhunt suitable candidates for you using a combination of technology and their personal network. This means that your shortlist should be the very best candidates for the job.
Direct hiring tends to be focused on adverts, website pages and the odd social media post. The reach is not as great as that of a recruiter. With direct hiring, you are unlikely to have the tools you need to get your advert out as far as it needs to go. Lots of companies use their own employees to recommend candidates. Whilst this is great in some instances, it can have an impact on your diversity. Something to bear in mind with any employee referral scheme.
Depending on how much time you have, it could be a benefit for you to read through all the applications you receive if you do decide direct hiring is for you. The advantages are that you see not just shortlisted candidates, but every single response. This will give you a real insight into the market (if your job advert is great!) and may give you insight on what you need to change to attract the best.
You’ve also got to have the technical knowledge when it comes to IT. You may be looking for experience in a particular piece of tech. And unless you’re aware of other technologies where skills can easily transfer, you could be missing out on a great candidate!
Either way, be prepared to spend lots of time looking at unsuitable CVs as the pay-off for direct hiring. However, if you don’t have the extra time needed to go through the process, using a recruitment agency van be a valuable way of finding new talent for your business. Shortlisting is completed on your behalf, and you only have to choose who to interview from a shortlist of CVs.
You’ve probably heard more and more people start to talk about employer branding. It’s a vital part of the direct hiring process. When was the last time you reviewed yours? What does your Glassdoor say about you? How are your Google reviews? There are many things to consider when recruiting direct when it comes to how you are perceived in the market.
However, we know that there are some really great companies to work for our there who don’t have any employer brand at all. And if this is you then using a recruitment agency is the best idea. Recruitment consultants are highly skilled at attracting candidates to opportunities. They sell the opportunity first and the company a very close second. This gives the added benefit that any questions candidates have about your values, culture, and more, can be answered directly. So, whether you have a strong employer brand or not, you’ll still get the best candidates using a recruitment agency.
The same can be said for candidate experience too. If you already have a robust recruitment communication process, great, direct hiring could be for you. But remember that candidates expect a response within 24 hours of their application now. They expect to be kept up to date at every stage in the process. Do you have the time and organisation to do that effectively?
There’s a general misconception in the market that using recruitment agencies can be costly. But this is usually when it’s looked at in isolation and not compared to direct hiring. If you wanted to do the same work as a recruiter does, it could end up costing you considerably more. And this cost increases if you’re not regularly recruiting. Recruitment agencies spend hundreds of thousands of pounds behind the scenes to make sure that they are providing the best service and the best candidates.
You’d be amazed how much it costs to just advertise a job on one job board, let along over 30! Access to CV databases is also at a great cost, and let’s not get started on the costs associated with LinkedIn! Then there’s the time spent searching out the best candidates. At Langley James, we allocate at least 3 full days just to shortlist candidates for you. And in the current market, this can take longer too.
But there’s one huge benefit when it comes to cost. Recruitment agencies will not charge you a penny until they have been successful, regardless of the time spent on the role. This is something you can’t do with direct hiring. You take a financial risk every time you recruit direct – there are no guarantees of success.
If you have lots of time on your hands, and an ‘easy to fill’ role then direct hiring will probably work for you. But, if you have a harder to fill role but you still want the very best candidates, without having to invest your own time, you need the help of a recruitment agency.
We have been helping companies to attract and retain the very best IT talent since 1999. But we don’t just simply find the best candidates. We can advise you on the current jobs market conditions. Share data on average IT salaries. Talk to you about the benefits that candidates are looking for. In fact, we do everything we can to help ensure that you get the very best people for your team. Get in touch with our team to find out how we can help you to recruit the best!
Employee retention is a hot topic right now. With the jobs market at pre-pandemic levels already, more and more people are moving on to a new challenge. On top of this, the skills shortage we all experienced before Covid is now back with a vengeance. So it’s more important than ever that you look after your top talent.
After over 20 years in IT recruitment, we know why people move on. So we’ve put together our top tips to help you hold on to your most valuable commodity, and arguably your only true competitive advantage – your staff!
As many as 76% of companies are not onboarding their new hires properly! And when you consider how difficult it is right now to attract the best candidates, this is truly remarkable. When someone starts with your company, they are full of enthusiasm and are open to learning more. Use this time wisely.
Last week, we wrote a blog on counter offers and the shocking truth remains – these are the least effective way to solve your employee retention problems. Did you know that it’s proven that 80% of people leave within 6 months of accepting a counter offer? And what’s worse, 90% leave within 12 months. So, at best, you are just extending the time until you have to look for a replacement. Counter offers should be viewed as a short term strategy as they rarely work out in the long term.
It’s highly unlikely that salary is the only reason that is making someone in your team look for another job.
This is particularly important in IT. And, when it’s shown that companies who do make growth and development a priority experience 53% lower attrition then it’s worth investing your time. It doesn’t have to be anything formal, although this will help, but simply giving people the opportunity to learn and develop with you, will not only benefit them as individuals. According to LinkedIn, as many as 94% would stay longer if their company invested in their professional development.
Think about where your company may be in 2 – 5 years’ time. Have you got the technology in place to help take you on that journey? If not, then this is the perfect opportunity for some development for your team. Get them involved!
There areseveralways to approach recognition and reward and we would always recommend a combination for the best results.
Firstly, there are the tangible rewards. A thank you for a job well done. These can be shopping vouchers, additional days off or a bonus. But these rewards have an expiry date and people are loyal up to the point that they receive the award. Unless you are happy to run these incentives on a monthly or even quarterly basis, they are unlikely to prevent someone from moving on to a new job.
What will really make you stand out from the crowd are intangible rewards and recognition. These are the only things that are truly unique to your company. You’ll have heard the phrase ‘people don’t leave jobs, they leave managers’ and we see this on a daily basis. Being appreciated by your manager and having a good relationship with them is something that can’t easily be replaced.
Longer term rewards like promotions and pay rises that show you are paying attention to what your employees are achieving and rewarding them accordingly. This goes a long way!
What people wanted from their benefits has changed dramatically in the last 18 months. Are you up to speed?
There has to be more focus on employee wellbeing as we begin the slow return to the office. if your employees feel supported, accommodated and empathised with, no matter the situation, then you will be repaid in loyalty. 90% of employees are likely to stay with a company that is empathetic to their needs, plus they are also willing to work longer hours too. To prove how important this is, as many as 60% would take slightly less pay if it meant that their employer was empathetic!
The IT jobs market is HOT right now! With lots of jobs and not enough candidates, it’s more important than ever that you choose the right IT recruiter for you.
If you’re looking for the ideal IT recruiter for your company but feel overwhelmed with the number of recruitment agencies out there, keep reading. From characteristics of a good recruiter, to ways of finding the best fit for you, here’s a go to guide:
What are you recruiting for? And how do you make sure you choose the best agency for you? Understanding your company needs is key when looking for your IT recruitment agency of choice. Therefore, you should look to the agencies who specialise in IT and the specialist role you are looking to recruit. Agencies that are true specialists will have a stronger network in their sector than a ‘one size fits all’ recruiter.
It goes without saying that it is imperative that you take your recruitment budget into consideration. However, many recruiters work to different percentages. Some will even reduce their rates for multiple roles or exclusivity. So remember to ask that question to help ensure that you find a recruiter who’s within your reach financially.
Now you’ve considered your recruitment goals and the type of recruiter you need; it’s time to narrow down your search. But how?
If you’re searching for specialist IT recruiters we can help. Our personal experience along with our recruitment expertise makes us stand out in the market. Contact our team today!
IT contractors could be just what you need right now. As business needs change and fluctuations are more difficult to forecast than previous years, it can be hard to get your headcount right. With the changes we have all seen over the last 12 months, many companies are looking to introduce new technology to support the new way of working. If you, like many others, have additional projects on your to do list this year, an IT contractor is the perfect solution. These projects may also be combined with an increased output and you need more hands-on deck to keep your customers happy. There may be a new piece of work that has come as a surprise and you need more help last minute.
For all these reasons and more – experience the benefits of hiring an IT contractor.
We understand that IT projects aren’t undertaken on a whim and very often have both time and cost restraints. Getting it right first time and within budget is vital to your business. We know that you could re-assign someone within your existing team to carry out your new project. And this does work for some companies. However, entrusting something so important to someone who may not necessarily have all of the skills or specific experience comes with risks. We also know that you could hire someone permanent, but this may not be sustainable once the project is completed. This is where IT contractors are the perfect solution!
An IT contractor will have amassed a huge array of skills and experience from previous contracts. And you can tap in to all these skills. Hiring an IT contractor means that they can bring experience from previous jobs that may be of real value to you. Maybe they’ve worked on a project that’s of particular interest. Or, they could have even worked for a competitor! The advantage to you is not just access to the skillset either. With a wealth of experience in similar projects, your IT contractor will be able to start the project quickly without too much set up time.
We have been recruiting IT Contractors and permanent IT staff for over 19 years. We have access to an extensive network of experienced contractors. Let us know all about the project and we will find you an expert IT contractor who has the experience of undertaking that specific project.
Working with an IT contractor when it comes to project work is a real time saver. And it’s not only by saving you from having to trawl through the 100’s of applications you could receive if you advertised a vacancy. It’s reference checking, eligibility to work, payroll and everything else in-between! These are all things that we will complete for you when you hire an IT contractor.
Whilst there are many benefits to hiring an IT contractor, we want to highlight the main ones –
At Langley James, we have the skills, experience, and market knowledge to help you and your company recruit the most qualified IT contract specialists. Our established IT Contract division can source candidates skilled in all mainstream and niche technologies in any area of the UK. And no need to worry about IR35 either. We will be with you every step of the way to make it as simple as possible.
When it comes to hiring in IT, there seems to be a disconnect in the market with regards to expectations on timescales. It’s a candidate driven market and the power is in their hands. Are you losing out on securing strong candidates?
With the skills shortage still having a big impact on IT roles, how do you make sure that you can still secure the best and quickly?
But it’s not just securing the best candidate, it’s also the reputation of your company. You need a hiring process that’s able to set expectations with candidates. This way, even if a candidate isn’t successful in securing a role with you, they will have had a positive experience. They may share this with their friends. You never know, they could have people in their network who could be your next perfect hire.
So, if you’re looking to secure the best IT talent, this blog is for you.
Or, maybe you’re a job seeker, wondering how long securing a job can take, and what happens behind the scenes of the hiring process?
Candidates expect the process of securing a job to be quick. They need a short, hassle free application process that keeps them engaged throughout.
Research suggests that a high percentage of candidates expect an initial response to an application within a week at maximum. They expect to attend interview within a week, followed by same day feedback from interviews attended. Without keeping communication consistent, engagement will reduce. And this can decrease the likelihood of top IT talent accepting a job offer. It can even influence candidate’s perception and likelihood of future applications.
Clients – keep this in mind when you’re moving top talent through the hiring funnel.
At Langley James, we live and breathe the IT market. We’ve been doing so since 1999 and we have a strong reputation for having our finger on the pulse.
We can advise you on best practice to secure the best IT candidates. Whether it’s time to hire, salary guides, or contractor availability, we have the answers for you.
Here’s our tips for a successful IT recruitment process –
And our final tip – bear in mind that websites like Glassdoor are an open review platform where not only employees but also candidates who have experienced your recruitment process can leave a review. Protect your brand.
If you are looking to fill an IT job and require support to ensure that you can find, and offer, the best candidates, contact our team today. Likewise, if you are a job seeker, looking for a quick turn around when securing a job, we can support you too!
Internal IT department being innovative,
One of the main advantages of having an internal IT department is that the personnel are intimately familiar with the business and its unique needs. Unlike outsourced IT providers who may work with multiple clients and industries, internal IT staff have a deep understanding of the company’s operations, goals, and challenges. This insider knowledge allows them to tailor IT solutions that are specifically designed to meet the company’s needs and drive innovation.
Another key benefit of an internal IT department is that the staff are fully committed to the success of the company. Unlike outsourced providers who may have other clients and competing priorities, internal IT personnel are dedicated solely to the company they work for. This level of commitment and loyalty can lead to greater dedication to finding innovative solutions that drive the business forward.
Additionally, internal IT staff are an integral part of the fabric of the company. They are immersed in the company culture, values, and goals, which allows them to align IT initiatives with the overall strategic direction of the business. This alignment is essential for driving innovation that is in line with the company’s long-term objectives.
When it comes to innovation, having an internal IT department also fosters a culture of collaboration and creativity. Internal IT staff work closely with other departments and teams within the company, allowing for cross-functional collaboration that can lead to breakthrough innovations. This level of integration is difficult to achieve with outsourced IT providers who may not have the same level of interaction with the rest of the company.
In conclusion, when it comes to fostering innovation, having an internal IT department is the best choice for companies looking to stay ahead of the curve. Internal IT personnel bring a deep understanding of the business, a high level of commitment, and a culture of collaboration that is essential for driving innovation. If your company is looking to build a strong internal IT team, consider partnering with Langley James. With over 25 years of experience in assisting companies with the recruitment of permanent IT staff and IT contractors, Langley James can help you find the right talent to drive innovation and success within your organisation.
Commenting on the latest survey results,
Neil Carberry, REC Chief Executive, said:
“The critical moment in any labour market slowdown is the point at which demand starts to turn around.
Today’s hiring data suggests that point is close, with fewer recruitment firms reporting a drop in demand.
While the trend is still gently down, the pace of decline in permanent hiring is the slowest in ten months.
Temporary hiring, which has had much less of a decline overall, also scored better than last month. Firms have told us all year that they will be willing to hire and invest in their business when confidence returns to the wider
economy – and there is a glimmer of lower inflation and the prospect of lower interest rates starting to drive that now.
“Pay continues to rise, with a slight bump up this month likely to have been driven by the April peak in employer pay rises and the recent Minimum Wage rise. With substantial wage rises attracting people to work, and low unemployment, businesses and government alike
will need new approaches to developing and engaging our labour force – alongside new technology – if the UK is going to grow in the way it needs to.
“Our flexible labour market is at the heart of this. It is one of the big success stories of the UK economy, with millions of workers and companies building their futures in ways that would not be possible in the one-size-fitsall approach of the past. It’s why, for instance, nurses
choose to work via agencies so they can get control over their working lives. Any government needs to work hard to understand what workers and companies need now – a more nuanced debate than is often centre stage in Whitehall and Westminster. A partnership approach
with businesses is essential.”
Jon Holt, Chief Executive and Senior Partner of KPMG in the UK, said:
“UK CEOs continue to grapple with the Bank’s hawkish stance on interest rates, and will no doubt hope April’s survey data is another marker in the sand on the journey towards a summer cut.
“While there are still complexities, like pay rates improving due in part to last month’s 9.8% rise in the National Living Wage, overall pressure is easing on the labour market.
Ongoing weak demand is driving the steady decline in permanent staff appointments month on month, and we’ve seen a sharp uptick in candidate availability.
“Business leaders see this cooling, combined with weakening inflationary pressure, as indicators for the Bank to hopefully shift to a more dovish position. Companies would then have the confidence and certainty to press go on their investment strategies.”
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