Hiring in IT, Tech or AI – How Long Should the Recruitment Process Take?

Hiring in IT, Tech or AI – How Long Should the Recruitment Process Take?

Oct 26, 2025 | IT

When it comes to hiring in IT, Tech or AI, 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, Tech or AI 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, Tech or AI 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?

Candidate expectations of your recruitment 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, Tech or AI 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.

Top 3 reasons why you should consider candidate expectations when hiring

  • Candidates are in demand: With a high skills shortage in the IT, Tech or AI market, companies are left fighting over the best of the best. Without an efficient hiring process, candidates will disengage.
  • Candidates have multiple opportunities at their fingertips: More than likely, talented, highly experienced candidates will be arranging 3-4 interviews a week. Actually, this figure may be even more now. With remote working and video interviews, candidates are able to ‘attend’ multiple interviews a day.  Therefore, if your hiring process is slow, there are plenty of other options available to attract them.
  • Candidates with low engagement may engage with your competitors: There’s nothing worse than witnessing top talent involved in your hiring process accepting a role with your competitors. If your hiring process is unnecessarily lengthy, overcomplicated or disengaging, candidates will go elsewhere.

IT workers

Hiring in IT, Tech or AI – we can help you to secure the best candidates

At Langley James, we live and breathe the IT, Tech or AI 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, Tech or AI 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 Tech or AI recruitment process –

  • Aim where possible to provide CV feedback within 24 hours. If you’re not, then your competitors will be!
  • Communicate timescales to your recruiter. This helps us to manage the expectations of candidates to keep them engaged. this includes the number of interviews in the process, any testing etc.
  • Conduct interviews within 3 working days of CV feedback and give interview feedback within 24 hours
  • When making an offer, ensure that you get a contract or offer letter to us on the day of verbal acceptance. This will help prevent someone accepting another offer, even after giving verbal acceptance
  • Delays should be avoided as much as possible. But if a delay is unavoidable, let us know and we will do the rest.

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, Tech or AI role 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!

The True Cost of a Bad Hire in IT, Tech or AI and How to Avoid It

The True Cost of a Bad Hire in IT, Tech or AI and How to Avoid It

Oct 26, 2025 | Hiring Resources, IT, Tips

We’ve been in the IT, Tech or AI recruitment sector since 1999, so we’ve seen firsthand the impact that a bad hire can have on a business. Hiring the wrong person for an IT position can be costly in more ways than one, and the consequences can last for months or even years. In this blog, we’ll explore the true cost of a bad hire in IT, Tech or AI, and offer some tips for avoiding this common pitfall.

The direct costs of a bad hire

One of the most obvious costs of a bad IT hire is the direct financial impact. According to the Recruitment & Employment Confederation (REC), 85% of organisations admit their company has made a bad hire. Shockingly, the average cost of a mid-manager level with a salary of £42,000 can cost a business more than £132,000. This includes the cost of advertising the job, screening candidates, conducting interviews, and training the new employee. If the employee leaves the company shortly after being hired, the costs can be even higher, as the company may need to start the hiring process all over again.

In addition to the financial costs, a bad hire can also have a negative impact on productivity. What if the new employee is not able to perform their job duties effectively? Other team members may need to pick up the slack, leading to decreased efficiency and potentially missed deadlines.

The indirect costs of a bad hire

Beyond the direct costs, there are also indirect costs associated with a bad IT, Tech or AI hire. For example, a bad hire can have a negative impact on team morale. If the new employee is not a good fit for the team, other team members may become frustrated or disengage. This can lead to decreased motivation and productivity.

A bad hire can also damage the reputation of the company, especially if the employee interacts with clients or customers. If the new employee provides poor customer service or makes mistakes on important projects, it can lead to lost business and damage to the company’s brand.

The hidden costs of a bad hire

Finally, there are hidden costs associated with a bad IT, Tech or AI hire that may not be immediately apparent. For example, a bad hire can lead to turnover in other areas of the company. If other team members become frustrated with the new employee, they may start looking for new job opportunities, leading to increased turnover and the need to hire and train new employees.

A bad hire can also have a negative impact on the culture of the company. If the new employee is not a good fit for the company culture, it can lead to decreased employee engagement and satisfaction. Potentially this can even lead to increased absenteeism or turnover.

bad hire in IT

How to avoid a bad hire in T, Tech or AI IT

Given the many costs associated with a bad IT hire, it’s important to take steps to avoid this common pitfall. Here are a few tips for ensuring that you hire the right person for the job:

  1. Define the role clearly. Before you start the hiring process, take the time to clearly define the role and its responsibilities. This will help you identify the skills and experience that are required for the job. Additionally it will ensure that you’re able to evaluate candidates effectively.
  2. Use multiple methods to evaluate candidates. Don’t rely solely on CVs and interviews to evaluate candidates. Consider using other methods, such as skills assessments or personality tests. This will enable you to have a more complete picture of each candidate’s abilities and fit for the role.
  3. Check references carefully. Don’t skip the reference check stage, even if you think you’ve found the perfect candidate. Be sure to ask for references from previous managers or colleagues. And ask specific questions about the candidate’s strengths and weaknesses, work style, and ability to work well with others.
  4. Look beyond technical skills. While technical skills are obviously important for an IT role, it’s also important to consider other factors, such as cultural fit and communication skills. Look for candidates who are able to work well with others

In conclusion

The true cost of a bad hire in IT, Tech or AI extends far beyond the financial investment required to fill the role. A bad hire can impact team morale, productivity, and reputation. It may even lead to increased turnover and decreased employee engagement. However, by taking steps to define the role clearly, evaluate candidates using multiple methods, check references carefully, and look beyond technical skills, companies can avoid the many costs associated with a bad IT, Tech or AI hire.

How Langley James can help you avoid a bad hire

We has extensive experience in helping businesses avoid the costs and headaches associated with a bad T, Tech or AI hire. Here are a few ways in which we can help:

  1. In-depth candidate evaluation: We use a multi-stage evaluation process to assess candidates’ technical skills, experience, and cultural fit. This includes an in-depth interview, ensuring that we have a complete picture of each candidate’s abilities and fit for the role.
  2. Industry expertise: Our recruiters have deep industry expertise, with a focus on IT, Tech or AI recruitment. This means that we understand the specific skills and experience required for IT, Tech or AI roles, and can identify top candidates who may be overlooked by other recruiters.
  3. Extensive network: We have an extensive network of IT, Tech or AI professionals, including both active and passive job seekers. This allows us to quickly identify top talent and connect them with the right job opportunities.
  4. Ongoing support: We provide ongoing support throughout the hiring process, including reference checking, and negotiation support. This ensures that both employers and candidates are set up for success from the start.

By working with Langley James, businesses can avoid the many costs associated with a bad IT hire and instead find the best talent for your needs. Our experienced recruiters are here to help, whether you’re looking to fill a permanent or contractor IT, Tech or AI role. Contact us today to learn more about how we can help your business succeed.