How to Effectively Conduct an Interview

How to Effectively Conduct an Interview

Sep 18, 2024 | IT, Tips

Interviews – they are the most effective way to reduce your shortlist, while getting to know your new potential employees. You’ve probably completed lots of interviews, however, the power really is now with the candidate.  As candidate experience takes over the hiring process, there are a few ways you can ensure a candidate will leave wanting not only the job, but also a genuine desire to work for your company. It’s easy, when it comes to interviewing in IT, to focus purely on the technical skillset. But it’s so important to also test for personality and team fit. Doing this right can mean that you retain your new employee for a lot longer than if you only looked at tech skills.

Why it’s so important to conduct an effective interview in IT

Interviews give candidates the opportunity to get to know your company more. It’s their chance to understand whether you’re the right fit for them.  You are essentially being interviewed too. Even if someone isn’t the one for the job, leave them with a positive feeling about your company.

Candidate experience is important. We live in an age where people happily share their experiences with others. Whether candidates have a positive or negative experience in an interview, they are likely to share this with their network; influencing whether you’ll attract top talent in the near future.

It is still a candidate driven market, particularly in permanent IT recruitment. Your competitors are fighting for the same talent. Therefore, it is important that your interview process engages candidates, making them feel a part of your company, even at this early stage

Before you hold your next interviews, try to reflect on what your current recruitment process says about you. Then make effective changes if needed to ensure you’re being viewed as you’d hoped.

Check out our top tips below on creating the best interview experience for your candidates and get your first-choice IT hire.

 

Make the first impression a lasting one – for the right reasons

First impressions on both ends of the spectrum count. A candidate’s performance influences their likelihood of moving through the hiring process. Likewise, your processes influences a candidate’s decision if they want to progress to the next stage.

Is your company culture is relaxed and creative? Make sure that your interview has the same feel.  A corporate interview style could potentially put those candidates off who will best fit your culture.  An interview is the best opportunity to give candidates a true and transparent insight into your company and values.

interview tips

Avoid a ‘checklist’ approach to your interview

Some hiring managers find interviews a little awkward.  If this is you then you’ll probably find it easier to follow a checklist when interviewing. You may have heard that this is the fairest way to compare candidates? Whilst this is true, it’s important to still inject personality.  A list of questions can be disengaging and often leaves you knowing nothing about the candidate’s personality or team fit.

Of course, there are key areas to run through and certain criteria you are looking for. However, finding the most perfect candidate by simply filling all of your tick boxes is unrealistic.

Instead of running through the same process, interview after interview, let conversation flow.  How else are you going to really find out what makes the candidate tick? Don’t let your interview process drive your candidates to your competitors!

Share your company culture and values

It is important that you share your company values, goals, and ways of working at the interview. The way you conduct business will influence a candidate’s decision. With that said, it’s best for candidates to understand your culture now, and whether it is for them.  This is key for both parties. A candidate who fits your culture is likely to be more engaged, more productive and stay with you for longer.

During this part of the interview, it’s also important to share what happens outside of the office doors. What exciting projects are you involved in? Do you with within your community to give something back? Candidates are keen to secure careers with companies that share their values. An interview is the perfect place to start.

Additionally, when it comes to IT, lots of candidates are keen to keep learning and developing their skills. Are you an early adopter of up and coming technology? Or, are you always looking for ways that technology can continue to help your business thrive? IT candidates love to hear about the importance you place on technology and what it can do for your business now and in the future.

 

Engage candidates as much as possible throughout the interview

Another way to ensure your candidates feel excited about your job offering and workplace is to ensure engagement is continuous. Provide opportunities throughout the interview for questions, share your own experiences at the company, and really humanise the conversation.

An interview should be a two-way exchange.  At the end of an interview, you should feel that both you and the candidate have a better understanding of each other.

 

If you’re looking for the best possible candidates for interview, get in touch with our team today. We specialise in permanent and contract IT recruitment, helping companies just like you source the very best candidates!

Why September is the Perfect Month to Fill Your IT Roles

Sep 18, 2024 | IT

Why September is the Perfect Month to Fill Your IT Vacancies and Why Langley James is Your Ideal Partner

 

hire in september

As the summer winds down and the crisp autumn air begins to settle in, September emerges as an ideal time for IT recruitment. This month offers a unique set of advantages that can make the recruitment process more efficient and successful.

 

Introduction

September is a pivotal month in the recruitment calendar. With the changing season comes a renewed sense of purpose and readiness among professionals. This period not only marks the end of holiday distractions but also signals the onset of strategic planning for the upcoming year. This makes September a prime time to recruit IT staff, and Langley James stands as your ideal partner in this endeavour.

1. A Surge of Candidates

Post-Holiday Motivation

After a summer filled with vacations and relaxation, many professionals come back rejuvenated and ready for new challenges. This post-holiday motivation translates into a higher willingness to consider new job opportunities. Candidates who might have been passive earlier in the year are now actively searching for roles that align with their refreshed outlook and renewed energy.

New Year, New Beginnings

September also coincides with the start of a new fiscal year for many organisations. This timing prompts professionals to reassess their current positions and career paths. The notion of ‘new beginnings’ is particularly strong, leading to an influx of candidates looking to switch roles and advance in their careers. This mindset makes September an opportune time for businesses to capture the attention of top-tier IT talent.

Increased Activity

Historically, the job market sees an increase in activity in September. With the summer lull behind, both candidates and employers ramp up their efforts. Candidates polish their CVs and gear up for interviews, while businesses focus on filling critical vacancies. This simultaneous increase in activity fosters a dynamic market where the probability of finding the right fit rapidly heightens.

2. Timely Onboarding for the New Year

Strategic Planning

Bringing in new hires in September allows businesses ample time to integrate them into the workflow well before the year-end. This strategic onboarding ensures that the new employees are well-acquainted with the company culture, processes, and projects by the time the new year begins. Consequently, they can hit the ground running, contributing effectively from day one.

Alignment with Budgets

September is crucial in terms of financial planning for many organisations. Finalising the budget for the next fiscal year often happens during this period, making it easier to allocate resources for new hires. Companies can align their recruitment strategies with budgetary requirements, ensuring that they secure the best talent without straining finances.

3. Reduced Competition

Summer Slowdown

While activity increases in September, the competition for top IT talent is not as fierce as it is in peak hiring seasons like spring and early summer. This relative lull provides businesses with a golden opportunity to attract high-quality candidates who might have been overlooked by others during more competitive months.

Increased Visibility

In a less crowded job market, your job listings are more likely to stand out. This increased visibility can attract a pool of highly qualified candidates, giving you a competitive edge. Additionally, with fewer companies vying for the same professionals, the chances of securing the right fit for your IT vacancies are considerably higher.

4. Why Langley James is Your Ideal IT Recruitment Partner

Industry Expertise

Langley James boasts a team of consultants with a proven track record in successfully recruiting IT professionals across various roles and experience levels. Our deep knowledge of the industry ensures we understand the specific challenges and requirements of IT recruitment, enabling us to find the perfect match for your needs.

Extensive Network

Our extensive network of talented IT candidates is one of our strongest assets. This wide-reaching pool allows us to quickly identify and present the most suitable candidates for your open positions, ensuring that you find the right fit in a timely manner.

Tailored Approach

At Langley James, we believe in a customised recruitment strategy. We take the time to understand your unique business requirements, company culture, and goals. This tailored approach allows us to develop a recruitment plan that aligns perfectly with your specific needs.

Efficient Process

Our streamlined recruitment process is designed to ensure a quick turnaround time. From initial consultation to final placement, we work diligently to fill your IT vacancies efficiently, reducing downtime and maintaining productivity.

Dedicated Account Manager

Each client is assigned a dedicated recruitment consultant who provides personalised service and support throughout the hiring process. This ensures consistent communication, tailored advice, and a seamless recruitment experience from start to finish.

5. Tips for a Successful September Recruitment

Clear and Compelling Job Descriptions

Drafting clear and compelling job descriptions is crucial. Highlight the key responsibilities, qualifications, and benefits of the position to attract top talent. Focus on what makes your company unique and why candidates should choose to work with you.

Competitive Compensation

Offering a salary that is competitive with the market is essential to attract the best candidates. Conduct thorough market research to ensure your compensation packages are aligned with industry standards and appealing to top-tier professionals.

Employee Perks and Benefits

Beyond salary, showcasing your company’s unique culture, perks, and benefits can set you apart from other employers. Emphasise aspects like flexible working hours, professional development opportunities, and employee wellness programmes.

Efficient Hiring Process

A streamlined and efficient hiring process can significantly enhance your chances of landing top candidates. Minimise delays, keep the communication transparent, and make swift decisions to avoid losing out to competitors.

Conclusion

In summary, September presents a unique window of opportunity for effective IT recruitment. From a surge in motivated candidates to reduced competition, the advantages are manifold. Partnering with Langley James enhances these benefits, providing you with industry expertise, an extensive network, and a tailored approach to meet your specific needs.

Contact Langley James to discuss your IT recruitment needs and discover how we can help you achieve your hiring goals.

Tip:

By taking advantage of the unique opportunities that September offers, and partnering with Langley James, you can increase your chances of finding the right IT talent to meet your business needs and set yourself up for success in the coming year.

 

Who is a Stakeholder?

To clarify a stakeholder in terms of recruitment will probably be a mixture of Department Managers, Directors, and HR, on occasion it may involve a supplier or client.

The primary stakeholders will likely be the Line Manager, the Recruiter, and the Candidate. Secondary stakeholders may include senior management or directors, senior team members, HR, key client or customer contacts, or anyone who needs to be considered or consulted with before offering a job. 

Stakeholder

Motivations, Perspective, and Impact

Disagreement, indecision, and delay, can result in the best candidate for your IT Recruitment role accepting another position. “If only the HR manager and Directors could agree!”. If it were your decision, you would have offered the candidate the job weeks ago. All those hours, all that effort, means repeating the process again.

This scenario may sound familiar to you and is a situation we are often exposed to at Langley James IT Recruitment. Stakeholders often believe and tell us “Candidates who really want to work here will wait”, which doesn’t always end in the best result for an organisation.

To minimise the impact of delay, we recommend that when you have written your amazing job description, ask yourself, who will be impacted by this recruit? Who will benefit? Who will risk failure? Who will make the final decision? Why? 

Questioning the recruitment process and the stakeholder’s motivations behind their recruitment decision making will greatly improve your understanding and your ability to manage expectations. 

Talk with each stakeholder early in the process, especially the decision-makers and those in the interviewing team, to discover what they believe makes a good candidate. Explore the reasons why and try to guide them away from emotive, personal beliefs, and, instead, towards the actual needs of the business. Importantly, seek clarity on what they believe separates truly essential and desirable skills, experiences, and traits. In our experience at Langley James IT Recruitment, this is at the core of most disagreements and recruitment failures.  

Next, we recommend getting them all together in a meeting. Present your findings to the group and share a discussion with the aim of forming a unified, aligned, and realistic candidate profile. The idea here is simple. Pre-empt conflict by seeking agreement early on. You will not regret it. 

Too Many Chefs

Multiple stakeholders are commonplace, however, when some or all of them believe their opinion is final, your recruitment plans are destined for problems. 

Senior people naturally assume a decision-making role, so to avoid conflicting opinions, we would recommend the best approach is to tackle decision making power and process early on with the backing of a senior-level colleague. Establish ‘roles’ for each stakeholder and make it clear what is expected of them before any interviews take place. 

Ideally, the Line Manager should have the final decision, supported by the advice and views of those around and above them. However, in many instances, the final decision tends to lie with the most senior member of the recruitment process. If that is the case, try to drill down to fully uncover the decision maker’s recruiting style, system, and, critically, what they believe will make a good candidate. 

Remember, your goal here is to achieve a system of decisions, not endless debate. 

Same Page Communication 

Unity and agreement are aimed squarely at a solid communication strategy. By getting it right, everyone involved will describe the job opportunity to prospective candidates in the same way, it will reduce the chances of underselling, over-promising, and misunderstanding. Internally, you will feel confident being aware of each stakeholders’ opinions. 

Nothing disappoints candidates more than a well-pitched job with an underwhelming reality. Instead, with a strong, well thought out brief, Langley James IT Recruitment can go out to market pitching your job opportunity with accuracy. This means those shortlisted will be well-matched, committed, and more likely to last the distance as they satisfy the considered stakeholders.  

Stakeholder Management requires preparation, time, patience, and a lot of listening. Ask the right questions and you will soon be well on the way to achieving a solid recruitment process culture.

Matrix

Langley James IT recruitment recommends that the business produces a recruitment Matrix that lists the required skills and experience from each stakeholder, many of these will overlap and it can be reduced to a shortlist, each skill and attribute should then be given priority status and also weighted as to which skill or attribute is the most important. This Matrix can be then used when interviewing to avoid any bias.

15 + 7 =

Just Tell Us Exactly What You Want – What you really, really want -Detailed Job Vacancy Descriptions

Just Tell Us Exactly What You Want – What you really, really want -Detailed Job Vacancy Descriptions

Sep 18, 2024 | Tips

Just Tell Us Exactly What You Want – What you really, really want -Detailed Job Vacancy Descriptions

 

In today’s competitive job market, attracting the right talent is tougher than ever. A well-written job description is your secret weapon. It’s the first impression you make on potential hires, and it can make or break your chances of landing the perfect candidate and can save you valauble time and money.

Why Ditch the Vague Job Description?

Imagine this: someone reads your job description and thinks, “That sounds interesting, but what exactly would I be doing?” Vague descriptions lead to a flood of unqualified applications, wasting your time and theirs. Worse yet, it can lead to high turnover from frustrated employees who end up in the wrong role.

Crafting a Description That Gets Noticed

So, how do you write a job description that pops? Here’s a blueprint:

  • Headline that Hooks: Start with a clear, attention-grabbing title that accurately reflects the role.
  • Summary Sells the Dream: Write a concise but engaging overview of the position and what it entails.
  • Responsibilities: Show, Don’t Tell: Don’t just list duties. Use action verbs and specific examples to showcase what a typical day might look like.
  • Qualifications: Must-Haves and Bonus Points: Outline the essential skills and experience needed, and don’t forget to mention any perks like software experience or preferred certifications.
  • Culture Counts: Give candidates a glimpse into your company culture. Are you a fun, fast-paced startup or a collaborative, established organization?
  • Be Transparent: Salary & Benefits: Show you value your employees by including a salary range and highlighting your benefits package.

Tailor It to Shine

A one-size-fits-all approach won’t cut it. Adapt your description to fit the specific role, industry standards, and seniority level.

Keep it Legal, Keep it Honest

Stay away from discriminatory language and ensure your description accurately reflects the job’s demands.

Keep it Fresh

The world of work changes fast. Regularly review and update your descriptions to reflect current needs and your evolving company culture.

Bonus Tip: Get Insider Input

Ask current employees in the role for their perspective on the responsibilities and skills required. This can help ensure your description is accurate and reflects the day-to-day reality of the job.

Ready to Write that Winning Description?

By following these tips, you can craft job descriptions that attract the best and brightest talent. Remember, a well-written description is an investment in your company’s future. It saves time and money by streamlining the hiring process, and it sets the stage for a successful and productive working relationship.