Effective communication skills are of high importance for IT professionals. While technical expertise is crucial in this field, the ability to effectively communicate ideas, collaborate with team members, and convey complex information in a clear and concise manner is equally vital.
Communication skills in IT encompass both verbal and written communication, as well as active listening and interpersonal skills. IT teams often work on complex projects that require collaboration among different departments and individuals with varying levels of technical knowledge. Clear communication helps ensure that everyone is on the same page, reduces misunderstandings, and promotes efficient problem-solving.
Additionally, effective communication enables IT professionals to effectively convey technical concepts to non-technical stakeholders such as clients or management. Being able to translate complex ideas into layman’s terms can help bridge the gap between the technical and business aspects of an organization.
Soft skills, including communication abilities, are now highly valued in the technology sector. Employers are recognizing that technical proficiency alone is not enough for success in IT roles. Strong communication skills contribute to building positive working relationships within teams and across departments.
Effective communication plays a vital role in team collaboration and productivity, especially in the context of IT teams. The ability to communicate effectively within a team can significantly impact the success of technology projects.
Collaboration in IT teams relies heavily on clear and efficient communication channels. When team members are able to share ideas, information, and feedback seamlessly, it fosters a collaborative environment where everyone feels heard and valued. This leads to improved problem-solving capabilities, as diverse perspectives can be considered and integrated into project solutions.
Furthermore, effective communication is crucial for ensuring that tasks are assigned and understood correctly. When team members have a clear understanding of their roles and responsibilities, it minimises confusion and prevents duplication of efforts. This clarity also helps in setting realistic expectations regarding project timelines and deliverables.
Good communication within technology teams also enhances productivity by reducing misunderstandings or misinterpretations. Clear communication channels enable quick resolution of issues or roadblocks that may arise during project execution. It allows for timely updates on progress, allowing team members to stay informed about the status of various tasks.
In addition to these benefits, effective communication promotes stronger relationships among team members. Trust is built when individuals feel comfortable expressing their opinions or concerns openly. This fosters a positive work environment where collaboration thrives.
Overall, recognising the importance of effective communication in teamwork within IT projects can lead to improved collaboration, increased productivity, better problem-solving capabilities, enhanced task management, and stronger relationships among team members.
Clear communication plays a crucial role in avoiding costly errors and misunderstandings, especially in the technology sector. Miscommunication can have a significant impact on IT projects, leading to delays, budget overruns, and even project failures.
The cost of poor communication in the technology sector cannot be underestimated. It not only affects the financial aspect but also hampers productivity and collaboration among team members. When instructions are unclear or misinterpreted, it can result in mistakes that require additional time and resources to rectify.
In tech-related discussions, clarity is of utmost importance. Technical concepts can be complex and easily misunderstood if not communicated effectively. Clear communication ensures that everyone involved understands the requirements, objectives, and expectations accurately.
By fostering clear communication practices within IT teams and across stakeholders, organizations can minimise errors and mitigate risks associated with miscommunication. This includes using concise language, avoiding jargon or technical terms when unnecessary, actively listening to others’ perspectives, asking clarifying questions when needed, and providing feedback to ensure understanding.
Ultimately, investing time and effort into promoting clear communication within the technology sector can lead to improved project outcomes, increased efficiency, better collaboration among team members, reduced costs due to error corrections or rework – all contributing to overall success in achieving business goals.
You may find our blog The True Cost of a Bad Hire in IT and How to Avoid It of interest.
Effective communication skills are crucial for building and maintaining strong client relationships. In the IT industry, where customer satisfaction is paramount, professionals need to prioritise effective communication as part of their client relationship management strategy.
By mastering effective communication skills, IT professionals can enhance client satisfaction and retention. Clear and concise communication helps ensure that clients understand project timelines, expectations, and any potential challenges that may arise. It also allows IT professionals to actively listen to client feedback and address any concerns promptly.
Building strong client relationships through effective communication involves not only verbal and written skills but also the ability to adapt communication styles based on individual client preferences. This personalised approach demonstrates a commitment to understanding the unique needs of each client.
Moreover, effective communication fosters trust between IT professionals and their clients. When clients feel heard, understood, and valued through open lines of communication, they are more likely to remain loyal and continue working with the IT professional or company in the long term.
To excel in client relationship management through effective communication skills, IT professionals should continuously refine their abilities by seeking feedback from clients and colleagues. Emphasising clear and transparent communication will ultimately contribute to higher levels of customer satisfaction, increased client retention rates, and overall business success in the IT industry.
In today’s technology-driven world, the ability to articulate technical concepts to non-technical stakeholders has become a crucial skill. As advancements in various fields continue to accelerate, it is essential for professionals to effectively communicate complex information in a way that is easily understandable and relatable to individuals without a technical background.
Translating complex concepts into layman’s terms requires the skill of bridging the gap between technical and non-technical stakeholders. This involves breaking down intricate ideas into simpler terms and using relatable analogies or real-world examples to convey the essence of the information.
By mastering this skill, professionals can ensure that they are able to effectively communicate their ideas, proposals, or project updates with individuals who may not have a deep understanding of the technical aspects involved. This ability not only improves collaboration and teamwork but also enhances decision-making processes by ensuring that all stakeholders are on the same page.
Furthermore, being able to communicate technical information effectively to non-technical audiences can also lead to increased opportunities for innovation and problem-solving. When everyone involved in a project or initiative understands the underlying concepts and goals, it becomes easier for diverse perspectives and ideas to be shared, leading to more comprehensive solutions.
In summary, the ability to articulate technical concepts in a way that resonates with non-technical stakeholders is an invaluable skill in today’s interconnected world. By bridging the gap between these two groups, professionals can foster better communication, collaboration, and ultimately drive successful outcomes for their projects or organizations.
In the technology industry, assessing candidates’ communication skills during the recruitment process for IT roles is of utmost importance. While technical expertise is crucial, the ability to effectively communicate and collaborate with team members and stakeholders is equally vital.
During interviews for tech positions, hiring managers should pay close attention to how candidates articulate their thoughts and ideas. Strong verbal communication skills are essential for explaining complex technical concepts in a clear and concise manner. Additionally, candidates who can actively listen and ask relevant questions demonstrate their ability to understand requirements and collaborate effectively.
Written communication skills are also critical in the technology industry. Candidates should be able to convey information through emails, documentation, and reports with clarity and precision. Attention to detail, grammar, and organisation are key factors that employers look for when evaluating written communication abilities.
Soft skills assessment plays a significant role in determining a candidate’s fit within a team. Effective collaboration, problem-solving abilities, adaptability, and empathy are all valuable traits that contribute to successful teamwork in IT roles.
By evaluating candidates’ communication skills alongside their technical proficiency during the recruitment process, hiring managers can ensure they select individuals who not only possess the necessary technical knowledge but also have the interpersonal skills required for effective collaboration in today’s technology-driven workplaces.
At Langley James, we understand the importance of recruiting the very best people for your team. That’s why our approach goes beyond surface-level information provided in a CV alone. And it’s why we focus on communication skills as part of our screening process.
Let’s discuss your specific IT recruitment requirements today. Reach us at 0207 099 4839 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
Technical tests are often used in IT recruitment. Technical testing can provide a far greater insight into how the potential employee will perform in your role. Interviewing on gut feeling is not right, and tests can assist in confirming or rejecting those “nice people” that are professional interviewees. Remember, most people have been an interviewee far more than an interviewer! But are your tests preventing you from securing great candidates?
Technical tests are a more practical way of interviewing a candidate. They are used in order to assess technical ability and knowledge required to be able to fulfil the role. Depending on the technical skills that are required for the role, technical testing methods will vary. Technical tests are a great idea to help your interview process. You can download a multitude of tests to suit your need. There are free ones and there are ones you can pay a fee for. It’s an industry all on its own and some people and companies are making a great living from it, so they must be worthwhile.
Not all questions administered to the candidate are aimed towards testing technical knowledge and ability. Often technical tests also test problem solving skills, personal skills, communication skills and even how their thought process is constructed.
You may already be testing IT candidates as part of your recruitment process. But are your tests right? What are you testing for? Don’t just test for testings sake! Make it a valuable part of your decision making.
The best technical tests in our experience are written by someone who knows the role you are recruiting. A person who understands all the necessary technical skills to be a success. But not only this, they will also be able to identify any transferable skills. By testing in this way, you may get a better chance to secure the best person for your role. Testing in this way can help identify those that will perform well at the role, even if they don’t have the tech skills that are on your list.
When using an ‘off-the-shelf’ technical test, you’ll find that some of the questions are not relevant to your role. Whilst they may be valid technical questions, not all will be suitable. This is the feedback we have had from candidates. And in some instances, the suitability of the technical test has even discouraged them from taking the role.
So in short make sure your technical test is relevant to the role you are recruiting, otherwise you may be losing out on some great candidates. However, it’s also important to ask the right questions in interview to help determine someone’s technical ability.
To be able to make a fair decision about the ability of the candidate to perform in the role, it is vital to ensure the questions you ask the candidate will reveal certain key attributes.
Our advice is to ask questions that will:
All in all, technical tests are a great method to use to interview a candidate. They can reveal a lot about the individual’s ability to undertake the role they have applied for. But as well as technical testing, be sure to get to know the candidate on a more personal level to ensure they will be a good fit for your company.
Another key point to remember is to make sure that your testing doesn’t cause delays to the interview process. In the current market it’s important to make sure your process can be quick to secure the best candidates. You may find our blog 3 Simple Ways to Speed Up Your Hiring Process an interesting read.
The interview process can be a stressful time for both the candidate and the interviewee. If you need help recruiting the best IT professionals, our expert consultants are on hand to help you at every step of the recruitment process. Call us on 0207 788 6600.
Should you recruit before Christmas? It’s a question, no doubt, on a lot of hiring managers’ minds right now. Do you wait until the New Year? Or do you go out to market now? Which is more likely to give you the best IT candidates?
You may think that candidates turn off in December. That they are focused on the festivities and waiting for the new year. new job bug. But is that right? Our consultants share their top 3 benefits of recruiting before Christmas.
Yes, believe it or not, there are more candidates available in December for IT roles that we’ve seen over the last few months. We are speaking to candidates every day who are keen to secure their dream IT job before Christmas. They want to start 2023 with a renewed sense of excitement and a chance to make their mark in a new role. Read our 4 Tips on Hiring the Right Employee in IT for more tips.
There’s a lot of excitement around Christmas this year after what the world has experienced over the last 18 months or so. And that can mean that whilst some companies are focused on Christmas Parties and festive celebrations, you can get ahead by continuing to recruit. Many companies press the pause button on hiring new employees over the Christmas period and postpone for the New Year. We take it they have little experience of the benefits of Christmas recruits! It can also mean that you don’t get caught into paying a higher salary than originally budgeted as candidates may not be in the process with as many companies. You can see the latest average salaries in our IT Salary Guides that we produce each month.
Waiting until January to recruit can mean that you are waiting until March for someone new to start! The first week of January isn’t the best time to be advertising a new job. It takes the nation a couple of weeks to get back into the pre-Christmas flow of things. That means that you’re not likely to be making offers until the end of January and with 1 month notice, this takes you to March. Why wait? By recruiting now, you can interview and offer before Christmas meaning your new starter can be with you before January is out.
We understand that you may be busy finishing off projects for the year, and recruitment may not be in your plans. However, we can do the hard work for you and find high calibre candidates ideal for your workplace. Share your IT vacancies with us and will find the very best candidates for you. We will supply a shortlist of exceptional candidates that are all ready for interview.
Christmas is the time of giving, and we are ready to help both candidates and clients with their IT recruitment needs!
January will be a time for renewed recruitment efforts as businesses look to build their teams for the year ahead. However, the challenge of finding the best candidates can be daunting. In this blog, we will explore the potential benefits of taking a light-hearted approach to interviews, providing a more relaxed and human experience for both candidates and interviewers.
The Traditional Interview Process
The typical structure of interviews often involves formal and rigid questioning, which can create a tense and pressure-filled environment for candidates. This approach can hinder a candidate’s ability to showcase their true abilities and personality, impacting their performance in the interview.
The Benefits of a Light-Hearted Approach
By taking a light-hearted approach to interviews, interviewers can create a more relaxed and comfortable atmosphere for candidates. This can help candidates to showcase their personality and creativity, and encourage more authentic and genuine responses.
Changing the Tempo of the Interview
Introducing icebreaker questions and incorporating humour and light-hearted conversation can help to ease tension and allow for more natural and organic conversation to flow throughout the interview.
Tips for Implementing a Light-Hearted Approach
To implement a light-hearted approach, it’s important to set the tone from the beginning and use open-ended questions to encourage storytelling and engagement. It’s also crucial to balance professionalism with a relaxed atmosphere to ensure the interview remains structured and focused.
The Impact on Candidate Selection
A more light-hearted approach can lead to a more accurate assessment of candidates’ abilities and fit for the role, as well as attracting top talent who appreciate a more human approach to the interview process. This approach can also have a positive impact on company culture and employee satisfaction.
Case Studies and Examples
There are numerous success stories of companies that have adopted a light-hearted approach to interviews, resulting in more engaged and satisfied employees. Testimonials from candidates who have appreciated a more relaxed interview experience also demonstrate the benefits of this approach. Here’s some example ideas, that might assist in the lightening of the mood during your interview.
What song best describes your work ethic?
If we came to your house for dinner, what would you prepare for us?
If you could pick two celebrities to be your parents who would you choose?
What sort of kitchen utensil would you be?
Conclusion
It’s clear that finding the best candidates can be achieved through a more human and light-hearted approach to interviews. By changing the tempo of interviews, there is the potential for a positive impact on the recruitment process and company culture, ultimately leading to better results and happier employees.
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.
When it comes to writing a job description for an IT job, it’s important to follow a few ground rules.
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.
Here’s our top tips to make your next IT job description the best yet.
Ensure that you keep your job title simple by using keywords that accurately describe the role. Keep away from using complicated jargon. For example, stick to using standard experience levels such as ‘senior’ rather that ‘VI’. Whilst it’s important to stand out when recruiting, keep the job description as factual as possible to avoid room for confusion.
To begin with, focus on the job title. A job title is the start of the process and will be used to advertise your role. Consider the level of expertise you want for the job, not just the role itself. If you are looking for a 2nd Line Support engineer, but the experience you need is more Systems Analyst, you’ll need to remember that the job title may put some people off. It’s the age of LinkedIn and people are proud of their achievements and their career. Do bare this in mind when writing your job description.
Standing out in a crowded market can be hard. Begin by capturing a candidate’s attention with a short and engaging summary. This should include the expectations of the role and a brief overview of your company. Why are you unique and why is working for you such a fantastic opportunity? Think of the job description as another step in the journey. Remember that it’s usually what a candidate sees before they come for an interview. Don’t lose their interest at this stage. Remember to still sell the opportunity!
Here’s a top tip to help you stand out –
In the current market more and more that candidates are looking to give something back and this could be your chance to shine. Ask yourself ‘How does this role contribute to making people’s lives better, or solve existing problems?’ then fill in the blank – ‘come and join a team dedicated to…..’ You may be surprised how effective this can be.
Less is most definitely more! Whilst you want to clearly define the main responsibilities of the position, make them detailed yet concise. If there is a lot of responsibilities with the role, why not group them into categories? This will make them much easier to read and absorb.
It’s also important to think long-term too. We advise thinking about how this position will contribute to the goals and business objectives of the company. Is there the potential for advancement for candidates? By presenting the whole opportunity, you will attract the best candidates.
When you look to hire, do you go to HR and dust off that old job description again? Has the experience needed changed? Is the culture different now? It’s important to make sure that you review and even re-write your job descriptions regularly. Make sure that it is still fit for purpose!
TOP TIP: – get your employees involved when writing your job description! No one knows the job better than those that already do it.
Following these 5 steps to writing a fabulous job description could help you secure your ideal IT candidate.
If you are looking for experienced IT experts for your business, whether permanent or contract get in touch with the team at Langley James today!
Hiring the right employee is key to the success of your business. But you may find yourself having to be a little more flexible than in previous years. However, there are still some key things you need to look for when hiring.
This must come first! You want to hire an IT professional who can achieve the results your need. But how can you still achieve that in a skills short market? Maybe you’re fortunate enough to attract the candidate with the perfect skills and experience. We can help you do that. However, in some circumstances, the perfect candidate may not exist. Then what? Focusing on that ability to do the job can help. If there’s a candidate that fits all the other criteria, but comes up alit short on experience, it can still work out. Thinking long-term can help you to build your team for the future. Ask yourself if your training plan could get the candidate up to speed within a short time. Could you train someone to do things your way? These candidates are usually the most committed and loyal meaning you cut your recruitment and training spend in the long run.
Regardless of your current working pattern, it’s key to hire people that fit into your company culture. Someone who thrives in your environment will stay with you longer. Focus on candidate who share your values. Those that care about the same things you do will get a greater sense of satisfaction in their work. Whilst every IT team needs varied personalities, having shared values can help with productivity too. Think about how this person will fit into your current team and the company as a whole.
When we talk about ambition, we don’t just mean promotion. Ambition can also be to simply do a good job. Consider your business plan for the next 5 years. Will there be expansion or are you likely to stay consistent? Hiring someone into you team who has strong ambitions for progression won’t work if you’re not able to offer then this opportunity in the future. Whilst it will work for the short term, this person is likely to move on more quickly when another more senior role becomes available elsewhere. However, if you have ambitious growth plans and need people along for the ride, looking for people with ambition is key.
Look for IT professionals who are enthusiastic and passionate about what they do. Enthusiasm is a great trait in a new employee! Enthusiastic and outgoing employees are often the first to volunteer for new projects or help with things outside of their day job. So not only will you get more from your new hire, people who love what they do will stay longer.
We’ve been helping companies to recruit someone worth recruiting for more than 20 years. We know how to attract the best candidates for your IT jobs. Our extensive database means that we can help you to find the candidates that other recruiters can’t. Want to know more? Get in touch with our expert team today – 0207 788 6600 / 01244 566442
IT Accreditations Explained
Microsoft
MCP |
Microsoft Certified Professional |
Need to pass any one of the current Microsoft certification exams, i.e. one exam on the way to becoming an MCSE, MCSD, etc. The value of this qualification depends on the exam taken and its relevance to the job. Most MCPs are working towards one of the higher qualifications and will become an MCP several times over on their way to achieving it. |
MCSD |
Microsoft Certified Systems Developer |
Highly regarded in the software development field. For
MCSD is available in |
MCSE |
Microsoft Certified System Engineer |
MCSE is available in:- Server Infrastructure |
MCT |
Microsoft Certified Trainer |
MCTs are Microsoft’s exclusive product evangelists for Microsoft Official Curriculum (MOC). All trainers running Microsoft certification courses have to be MCTs and have to use the official curriculum. Provides certification for both instructional skill and Microsoft product knowledge, although their practical product expertise may be limited. |
MOS |
Microsoft Office Specialist |
End user exams showing competence in using Microsoft Office components. Core certification is any one exam (Word, Excel, PowerPoint, Access, Outlook, Project) Expert requires passing either Word or Excel expert level exam. Master level requires passing both Expert exams plus core exams for PowerPoint, Access and Outlook. The Word, Excel, Access and PowerPoint MOS certificates are comparable to the word processing, spreadsheet, and database and presentation modules of ECDL. The ECDL module on network communication is broader than the Outlook qualification. Also ECDL contains modules on file management and IT basics. ECDL advanced modules in Word and Excel are comparable to the Microsoft Expert exams. |
Cisco
CCNA |
Certified Cisco Network Associate |
Can install, configure, and operate LAN, WAN and dial access services for small networks (up to 100 nodes). 1 exam. |
CCNA Wan Switching |
Certified Cisco Network Associate WAN Switching |
Can install, configure and operate networks in simple WAN environments. 1 exam. |
CCDA |
Certified Cisco Design Associate |
Can design routed and switched networks involving LAN, WAN and dial access for smaller networks (up to 100 nodes). 1 exam. |
CCNP |
Certified Cisco Network Professional |
Can install, configure and operate LAN, WAN and dial access services for larger networks (to 500 nodes). Need CCNA plus further 5 exams. |
CCNP WAN Switching |
Certified Cisco Network Professional WAN Switching |
Can install, configure and operate networks in complex WAN environments. Need CCNA WAN Switching plus further 4 exams. |
CCDP |
Certified Cisco Design Professional |
Can design routed and switched networks involving LAN, WAN and dial access for larger networks. Need CCNA and CCDA and 5 further exams. |
CCDP WAN Switching |
Certified Cisco Design Professional WAN Switching |
Can design in complex WAN environments. Need CCNA WAN Switching and CCNP WAN Switching and 1 further exam. |
CCIE with various specialisations |
Certified Cisco Internetwork Expert |
Most advanced certification. Specialisations include Routing and Switching (most common), Communications and Services, Security, ISP Dial, SNA/IP Integration, and Design. All involve at least 1 exam and 1 practical exam. CCNP is highly recommended. |
Juniper
| JNCP | Juniper Networks Certification Program | The Juniper Networks Certification Program (JNCP) is a multi-tiered program of written and hands-on lab exams that serves to validate the technical skills of networking professionals on Juniper Networks technologies. |
Apple Mac (iOS)
Apple Certified Mac Technician |
Apple Certified Mac Technician (ACMT) certification verifies the ability to perform basic troubleshooting and repair of both desktop and portable Macintosh systems, such as iMac and MacBook Pro. ACMT certification exams emphasize identifying and resolving common Mac OS X problems, and using Apple Service and Support products and practices to effectively repair Apple hardware. |
Mac Management 10.9 |
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Apple Certified Support Professional (ACSP) |
Apple Certified Support Professional (ACSP) certification verifies an understanding of OS X core functionality and an ability to configure key services, perform basic troubleshooting, and support multiple users with essential OS X capabilities. ACSP certification is designed for the help desk professional, technical co-ordinator, or power user who supports OS X users, manages networks, or provides technical support for the Mac. |
Apple Certified Technical Coordinator (ACTC) |
Apple Certified Technical Coordinator (ACTC) certification verifies a foundation in OS X and OS X Server core functionality and an ability to configure key services and perform basic troubleshooting. ACTC certification is intended for OS X technical coordinators and entry-level system administrators who maintain small to medium networks of computers using OS X Server. |
VMWare
Data Center Virtualization |
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Cloud |
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End User Computing |
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Network Virtualization |
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Cloud Application Platform |
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Prince 2
Prince2 Foundation |
The PRINCE2 Foundation qualification will teach you the PRINCE2 principles, terminology and when qualified you will be able to act as an informed member of a project management team using the PRINCE2 methodology within a project environment supporting PRINCE2.PRINCE2 Foundation can be studied on its own or as a prerequisite for the PRINCE2 Practitioner course. |
Prince 2 Foundation and Practitioner |
The PRINCE2 Practitioner qualification will teach you to apply PRINCE2 to the running and managing of a project within an environment supporting PRINCE2. Once qualified you will be able to apply and tune PRINCE2 to address the needs and problems of a specific project scenario. You will have a comprehensive knowledge of the relationships between the PRINCE2 principles, themes and processes and PRINCE2 products and will understand these elements. In order to sit the PRINCE2 Practitioner examination you must provide proof of having passed one of the following:
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ITIL
Foundation |
The Foundation level is the entry level qualification which offers you a general awareness of the key elements, concepts and terminology used in the ITIL service lifecycle, including the links between lifecycle stages, the processes used and their contribution to service management practices. |
Practitioner |
The Practitioner level is the next stage in the ITIL scheme. It has been developed to provide a step between Foundation and the Intermediate Level and aims to improve the ability of individuals to adopt and adapt ITIL in their organizations. |
Intermediate |
The Intermediate level qualification has a modular structure with each module providing a different focus on IT Service Management. You can take as few or as many Intermediate qualifications as you need. The Intermediate modules go into more detail than the Foundation level and Practitioner, and provide an industry-recognized qualification. |
Expert |
The ITIL Expert level qualification is aimed at those who are interested in demonstrating knowledge of the ITIL Scheme in its entirety. The certificate is awarded to candidates who have achieved a range of ITIL qualifications and have attained a well rounded, superior knowledge and skills base in ITIL Best Practices. |
Master |
To achieve the ITIL Master qualification, you must be able to explain and justify how you have personally selected and applied a range of knowledge, principles, methods and techniques from ITIL and supporting management techniques, to achieve desired business outcomes in one or more practical assignments. |
Novell
CNA |
Certified Novell Administrator |
The lowest level of Novell certification and aimed at people supporting users of software. Managing workstations, setting up print servers, sharing software, etc. Certification available for NetWare 5, intraNetWare, NetWare 3, GroupWise 5 and GroupWise 4 One exam. Most CNAs are working towards a CNE and will become a CNA several times over on their way to achieving it. |
CNE |
Certified Novell Engineer |
For those who are involved with higher level network issues including planning, installation, configuration, troubleshooting and upgrade services for networks. In NetWare 5, intraNetWare, NetWare 3, GroupWise 5 and GroupWise 4. Number of required exams varies with the track chosen but is typically 3 to 5, plus one elective. |
MCNE |
Master Certified Novell Engineer |
Multi vendor, multi solution specialists. Required to pass CNE plus 1 required and 3 elective exams. |
CDE |
Certified Directory Engineer |
A performance-based certification for the experienced IT professional. Targeted at consultants and senior level engineers involved in the design, implementation, optimization and maintenance of directories and directory solutions. Need to have some certification already. e.g.CNE, MCSE, Compaq, Cisco, Lotus, etc. Exams and requirements depend on the certification held. |
CNI |
Certified Novell Instructor |
Qualified to teach Novell certification courses. Need to be a CNE plus complete a Certified Technical Trainer qualification or similar. |
Solaris
Sun Certified System Administrator for Solaris |
For system administrators performing essential system administration procedures on the Solaris Operating Environment and technical application support staff responsible for administering a networked server running on the Solaris Operating Environment. 2 exams. |
Sun Certified Network Administrator for Solaris |
For experienced system administrators responsible for administering Sun systems in a networked environment that includes LANs and Solaris Operating Systems. Must be a Sun Certified Solaris Operating Environment System Administrator. 1 further exam. |
RedHat
| RHCE | Red Hat Certified Engineer | Expert Red Hat Linux administrator |
CompTIA A+
A+ |
Foundation level, vendor neutral certification in PC technologies, LANs and WANs, operating systems. |
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CDIA+ |
Certified Document Imaging Architect |
Knowledge of all major areas and technologies needed to plan, design and implement an imaging system. |
Cloud+ |
The CompTIA Cloud+ certification covers standard methodology required to securely implement and maintain cloud technologies. |
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Network+ |
Foundation level, vendor neutral certification in cables and devices, protocols, operating systems, network design, implementation and maintenance. |
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Server+ |
A new, vendor neutral certification covering advanced PC hardware issues, such as RAID, SCSI, multiple CPUs, SANs – and more. |
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Linux+ |
Foundation level, vendor neutral certification in Linux |
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ITProject+ |
Vendor neutral certification showing competance and professionalism in IT project management. |
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CTT+ |
Certified Technical Trainer |
Vendor neutral certification to show an achievement of excellence in technical instruction. Covers both instructional skills and technical skills. |
CASP |
CompTIA Advanced Security Practitioner |
The CompTIA Advanced Security Practitioner (CASP) certification designates IT professionals with advanced-level security skills and knowledge. |
Mobile App Security+ |
The CompTIA Mobile App Security+ certification ensures that developers have the knowledge and skills necessary to design and build secure applications. |
As we approach the end of November, there’s no getting away from the fact that Christmas is just around the corner. And after a couple of years of false starts, this year is set to be a big celebration. With many houses already proudly displaying their Christmas trees and Christmas lights being switched on around the country, it really is beginning to look a lot like Christmas!
But how does Christmas impact your business? And more importantly, are you ready? We share our top tips to prepare your business for the build-up to Christmas.
It’s inevitable that employees will want to take leave this time of year. And after the last two years, employees may be keen to use their rolled-over holiday this year. If it’s typically a quiet time of year for your business this shouldn’t be too much of an issue. However, it’s all in the planning. Encourage employees to book their leave in advance. And, introduce a deadline for booking Christmas leave. This is one way to make sure leave is fair and you have time to arrange cover if needed.
If cover for certain roles is essential organise this as far in advance as possible. It’s the most sensible approach. Outside cover could be tricky to find at short notice, not to mention expensive. Drafting in current employees to cover extra tasks could be the best solution. But you’ll need to have arrangements and procedures in place in advance to make sure workload is fair and achievable. Christmas bonuses or prizes could be on offer to incentivise extra work over the Christmas period.
We’ve been supplying IT contractors to business across the UK for over 20 years. If you would like to talk to us about Christmas cover, get in touch with our team today.
Christmas parties can be great fun. However, they also create a melting pot of different personalities, built up workplace tensions and alcohol. All of which sometimes leads to trouble! Choosing and deciding on the venue and the type of event is the first hurdle. Keeping everyone happy, especially when there is a mixture of personalities and age groups isn’t always easy. Try a vote on a range of options or try a ‘two phase’ event. Perhaps with a Christmas lunch for everyone followed by drinks and some dancing for anyone who wants to keep the party going.
Having your Christmas party offsite is the best idea so any potential problems don’t occur on your business property. If you’re hiring out a venue, hiring caterers or entertainers make sure these are booked in early and that you have everything confirmed in writing or a contract. If you feel it’s necessary you could always update your employee handbook and send out a copy of the general code of conduct prior to the event, to cover anyone who’s likely to be caught near a photocopier or under the mistletoe!
Unless your business is retail where the pace gets a lot quicker this time of year, the lead up to Christmas usually sees things winding down in the office. To avoid boredom or wasted time, use any spare time wisely. Have your employees clear out old files, organise databases and folders and get those jobs done that just keep falling off the to do list. These kind of tasks can be mundane, so add some festive spice to boring chores and offer rewards. Hold Christmas raffles, quizzes or advent calendars to brighten things up and boost motivation.
Do you have a winter weather policy? If the weather is really bad, do your employees know what the correct protocol is? The procedures should be emailed around at this time of year so everyone is clear on what to do. If a cold spell is forecast consider a plan for phone lines going down, pipes freezing up and transport being disrupted.
Planning is the key to most issues you’ll face this winter, and anytime in fact. Trying to foresee any potential issues will help things run smoothly. If you’d like help or advice with you staffing over the Christmas period you can get in touch with us here.
We can supply you with an expert IT contractor, within budget, to carry out your project to a strict timeframe. Giving you peace of mind by knowing the exact cost of the project from the outset. And allowing day to day IT operations to carry on as seamlessly as possible.
Let us find you an expert IT Contractor who not only has the t-shirt but is going back to remake the film. Now is a great time to get on with those projects that have been hanging around and getting specialist contractors has never been cheaper than it is now. You can buy in an expert who can turn a project around to a set schedule and budget.
We have been recruiting IT contractors and permanent IT staff since 1999. We have an extensive network of experienced contractors as result. Get in touch with our expert team today to find out more about hiring an IT contractor today.
Soft Skills and How to Assess Them
Assessing a candidate’s professional or ‘hard’ skill proficiency, such as technical skills, Active Directory or SQL, etc, is pretty straight forward, especially if the interviewer is experienced in the same thing. However, digging deeper into how a person ticks as a human being can be tricky for most managers if unprepared…
The concepts behind the modern terms ‘hard’ and ‘soft’ skills are far from new. In fact, for as long as people have been employing other people, soft skills, such as social ability, aptitude, behaviour and ethics, have always been key considerations alongside practical, hard skills. In relatively recent years, as recruiting practices and processes have become more sophisticated, skills have been categorised in various ways to help employers devise more effective methods of assessment.
However, according to an extensive survey conducted by LinkedIn, over 60% of recruiting managers agreed that exploring soft skills in an interview is difficult. In our experience as IT recruiters, the majority of clients state early on what soft skills they need, however, few seem to have robust strategies in place to assess beyond the core, hard skill requirements, acting largely on gut feeling and assumption.
Furthermore, in the post COVID-19 world, soft skill assessment during remote interviewing is proving especially difficult for many clients. Several managers have recently reported to us at Langley James IT Recruitment, an extra level of disconnect while interviewing online, perhaps stemming from reduced body language opportunities.
In this blog, we will explore the nature of hard and soft skills along with useful ideas, tips and advice on how to gain better soft skill insight from your next interview, significantly raising your chances of recruiting success.
What is the difference between a soft skill and a hard skill?
Put simply, a hard skill is a practical, measurable ability that can be learned by a person irrespective of their character traits and cognitive talent. The overwhelming majority of IT Recruitment job descriptions are dominated by hard skill requirements. Candidates in the IT sector are often judged almost exclusively on their hard skills such as programming languages, operating software experience, infrastructure implementation, etc.
Soft skills, on the other hand, are orientated around human characteristics. For example, problem-solving, emotional intelligence, communication, crisis management, etc. As such, these skills are far harder to investigate during a short interview and can be easily misjudged or misinterpreted.
The Goal
Before creating lists of criteria and questions, start at the very beginning by asking this question:
“What soft skills do I need candidates to demonstrate for this vacancy, and to work with me, my team, and my company?”
It is important to consider the whole picture including your company’s culture, values, standards and style in addition to your own departmental and personal staff expectations. When these elements are bolted to the list of soft skills required for the vacancy itself, you should be left with a comprehensive list.
Categories
Now we have a good idea of what soft skills need to be investigated, separate your list and look for opportunities to merge. For example, culture fit questions may encompass the company, the department and your own needs that perhaps can be amalgamated.
Next, identify any categories that may require deeper investigation, for example ‘leadership’ might include motivation, teamwork, delegation, etc, as subheadings.
It is important not to lose sight of context, especially when looking into soft skills with broad terms such as communication. After all, someone’s communication skills may vary greatly depending on the scenario from delegating to a subordinate to presenting to a board of directors.
Keep in mind that unless you intend to interview someone for hours, you will have limited time. This means prioritising essential soft skills, with a view to perhaps further explore the remainder in the next stages.
Here is an example of how to apply this method:
An IT Manager working for a reputable legal firm is looking to recruit a 2nd Line IT Engineer to support the company’s 300 users, ranging from admin staff right up to board level. In no time at all, the manager identifies a range of hard skill requirements including windows, Microsoft Office 365, Azure, etc.
However, historically IT staff have struggled to inspire confidence with several senior people, one being the CEO. The IT Manager really wants the new IT engineer to be a great communicator with strong rapport-building skills, capable of managing user expectations and solving problems without baffling people with technical jargon. Furthermore, she wants the IT Engineer to be experienced enough to mentor junior members of the team and share their wisdom in how to get the best from stakeholder management.
The IT Manager creates a list of soft skills she would like to explore during an interview:
Questions
Someone once said “the answers we get are only as good as the questions we ask” which in the case of soft skill exploration could not be more correct. To properly explore a candidate’s soft skill, exclusively ask open-ended questions to encourage full and complete answers and be interested in conversationally exploring their answers. (click here to learn more about open questions and demands) *
The two main soft skill question types are behavioural and situational. a behavioural interview question explores the person’s experience such as, “tell me about a time when you successfully overcame a difficult relationship…” Whereas, a situational interview question is a strictly hypothetical question. For example, “imagine you’re under a desk fixing a cabling issue when a director calls because they can’t remember their password, what would you do?”
The great thing about soft skills is that they apply to all aspects of life. How a person might support a loved one at a time of crisis, how a person might react to personal bad news while at work, how a person might feel if a colleague were promoted above them etc. All of this will give you useful insight into how a person engages with the world and other people. So, be creative with your questions and don’t feel restricted to situations and behaviours found only in the workplace.
Communication
Relationship building
Empathy
Tips
Summary
Soft skill questioning is no different to asking anything else in the interview process. A well thought out set of requirements coupled with deliberately prepared questions will set you on the right track for gaining that elusive insight.
Questions can be reused as a future interviews but we would recommend that Recruiters draft up a fresh set of questions for every role. Experiment with your questions and style to figure out what works for you. As described in our previous blog on ‘candidate pre-employment testing’, there are software solutions designed to yield soft skill insight however in our experience, person to person, relatable questioning and conversation yields better, more convincing results. All it takes is the confidence to try.
If the majority of your recruitment interviewing is done online, you might feeling a lack of body language assessment is holding you back from identifying softskills however, as demonstrated in this blog, you need not rely on body language and gut feel to explore these key vacancy requirements.
The Christmas adverts are on the telly, lists of ‘must-have’ presents are being compiled and carols will soon accompany shoppers on their travails, but as the works Christmas party looms, it is important organisations don’t get too caught up in the festive spirit.
Abigail Halcarz, employment lawyer at leading UK law firm SGH Martineau warns: “Whilst no-one wants to play the Grinch, it is worth reminding organisations that the Christmas party is essentially just an extension of the workplace; employers should be prepared in advance and protect themselves from unnecessary employment issues following the event.
“From an employment law perspective, although the party may take place outside of the workplace and out of normal office hours, there remains the risk that an employer will be liable for the actions of its staff.
“Most concerning from an employer’s perspective, is the potential liability for acts of discrimination or harassment by its staff. At a Christmas party, where employees can easily forget work and get carried away with the atmosphere, many will say and do things they would not normally consider doing.
“The most likely form of discrimination or harassment to be witnessed at a Christmas party is sexual, but the discrimination or harassment could be on a number of other prohibited grounds, including race, age and sexual orientation – we can all imagine the scenario.
“Other types of inappropriate behaviour are just as common, such as drink-fuelled aggression directed at colleagues or indeed senior management, often resulting from the releasing of tensions that may have built up over long periods of time in the workplace.
“Such behaviour could lead to claims for potentially unlimited compensation against both the employer and the employee responsible. The time and effort required by management in dealing with any grievance and/or disciplinary issues arising from any such incident, should also not be forgotten.
“Incidents such as these are unfortunately all too common and every January, employment lawyers will be inundated with calls from clients that begin: “There was an unfortunate event at our Christmas party…”. To lessen the risk of being that client, employers should firstly recognise the potential for problems and take the following steps:
• Invites should go to everyone, including those on family-related leave, or absent through illness or injury, as not doing so might result in claims of discrimination;
• When employees can bring partners, do not discriminate on the grounds of sexual orientation and assume all partners will be of the opposite sex;
• Ensure that you have an equal opportunities/anti-harassment policy in place;
• Shortly before the Christmas party, remind employees of the existence of the policy and confirm that it applies equally to business events outside of the workplace and outside of office hours;
• Tell employees to enjoy themselves and have a good time, but remind them that inappropriate behaviour will not be tolerated and could result in disciplinary action;
• If hired entertainers tell racist, sexist or offensive jokes and the employer does not fulfil its duty to protect employees from this unwanted conduct, it could be liable for harassment claims;
• Consider limiting the bar tab. Arguably it is irresponsible to provide limitless quantities of free alcohol to staff and a limitless free bar would not assist in defending any legal action resulting from an act carried out by a member of staff that was aggravated by alcohol consumption;
• Consider appointing a senior, responsible employee to stay sober, monitor behaviour and step in if necessary.
Christmas Gifts with a hidden agenda…
Given the inevitable gifts and invitations to other organisations’ Christmas festivities it is important for employers to be mindful of their potential liability under the Bribery Act 2010. The failure to prevent bribery and corruption is a strict liability and the only defence is if the employer can show that it has ‘adequate procedures’ in place to prevent bribery and corruption.
All organisations, irrespective of their size, should have policies in place and employees should be reminded of what is and isn’t acceptable. Liability arises from both offering and receiving bribes. Reasonable gifts and hospitality, such as a bottle of wine or an invitation to dinner should not raise too much concern, but if employees are whisked away on a private jet, sipping champagne to meet Father Christmas in Lapland, questions may need to be asked!
IT Recruitment experts have been persuading employers to weigh a candidate’s soft skills over their hard skills when recruiting. Employees can learn technical skills on the job, while things like collaboration or creativity are often more challenging to nurture.
Until recently, there has been little focus on soft skills. Plus, in a pre- Covid candidate-driven market, it was difficult to find good candidates without adding more requirements
Now mid pandemic, the stakes could not be higher. In no time at all, the lowest unemployment rate in recent history transform into one of the highest as the pandemic runs rampant through the economy.
The impact on recruiting has been high. Most companies are recruiting on more restricted budgets with fewer resources. Suddenly, a soft skill like adaptability is one of the best qualities a candidate can have.
Employers’ priorities have changed. Maybe it took a pandemic to finally prioritize soft skills.
Leading up to the pandemic, soft skills were always a factor for recruiting decisions, but they were not essential requirements. Traits like adaptability and flexibility have always been requested in a candidate, but not necessarily compulsory.
In this current market, employees who are not adaptable or flexible, open to frequent changes in priorities, and can demonstrate a history of that, are not being offered the job!
In today’s new paradigm, flexibility, strong communication skills, and the ability to adapt as working conditions evolve are the most important qualities a candidate can have. This is a shift in priorities that we at Langley James IT Recruitment are seeing across many sectors.
A survey carried out in July 2020 of 700+ recruiters on everything from how they were using their time during COVID-19, to whether or not they were on a hiring freeze. The results demonstrated a resilient picture during this crisis. When it came to skills prioritised in recruiting, over 60% of respondents agreed that they will need to recruit employees with skills that were not necessary pre-pandemic. These included:
Why are these skills considered “new” by recruiters in 2020? Experts have been practically screaming this to employers for years to prioritise such skills.
Maybe it took extreme external pressure to change old habits and priorities. With Businesses across all sectors are facing new levels of uncertainty, we are seeing soft skills come into their own. The challenge going forward, though, will be how to screen for them.
Perhaps another reason why recruiters have been slow to prioritise soft skills is that these skills can be tricky to measure. Employers need to standardise screening for soft skills through a mixture of behavioral interviewing and automated assessments during their hiring process to help recruit managers address and measure capabilities accordingly. Here are three best practices we at Langley James IT Recruitment have found can help:
It is difficult to predict whether the prioritisation of soft skills will become normalised after COVID-19, . The workplace is changing and the things that make people human — empathy, creativity, resilience, and emotional intelligence — will always remain the greatest assets as employees.
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