What does IR35 mean?

Apr 1, 2019 | IT

IR35 is a piece of tax legislation introduced in 2000 to ensure the correct national insurance and income tax was paid by self-employed contractors. IR35 prevents tax avoidance by exposing self employed workers seeking to hide their employment status from HMRC by supplying services to clients via an intermediary. This practice is known as ‘disguised employment’.

In practical terms, IR35 is designed to test the day-to-day circumstances in which a contractor physically operates to determine if they meet HMRC’s criteria for self-employment. If they should fail, HMRC can reclassify them as either a worker or an employee and order all parties to pay the appropriate tax. This includes the company paying for the individual’s services too!  

From 2020, the responsibility for IR35 compliance falls directly onto the employer. Check out our recent blog on what the upcoming changes to IR35 might mean for you

Langley James is an IT recruitment agency offering permanent and contract expertise. Call us on 0207 788 6600 and let us help you Recruit Someone Worth Recruiting.

Is Your Recruitment Process Causing You to Miss Out on the Best IT Talent?

Mar 15, 2019 | IT

Recruiting the best IT contractors and IT staff can be a protracted process and the danger of candidates changing their minds, or worse still, accepting a counter-offer from a competitor is ever present.

In order to minimise the risk of losing the best candidates before they have signed their new contract of employment it is essential to ensure that you have a recruitment process which is as efficient as possible.

It is important to balance the need to act quickly, in order to secure the best talent, with the need to bide your time so that you do not appear desperate. A shrewd candidate may pick up on the fact that the recruitment process appears to be rushed and they may then try to turn that to their advantage when it comes to negotiating terms.

Employing the services of a specialist recruitment agency to act as a professional intermediary is a cost-effective way to recruit IT contractors and IT permanent staff. Their experience, advice and refined procedures will minimise the risk of losing out on the best candidates during the recruitment process and help to avoid complications in the future.

A recruitment agency will be able to advise on an accurate package offer based on current market rates, the skills and experience of the candidate and the candidate’s current situation. This negates the risk of making an offensively low offer or an offer which is too high which could then cause conflict and tension between existing employees and put financial pressure on a business.

A good recruitment agency will also spend time maintaining a dialogue with prospective candidates as well as acting as an advocate on your behalf, this helps to keep your company at the forefront of the candidates mind when they are considering offers.

They will also be skilled in asking the questions which determine a candidate’s motivation for seeking a new role; if money is a key factor then it is likely that the candidate will be susceptible to counter-offers. If you are aware of this then you can act accordingly.

Once a candidate is committed to the recruitment process it is important to maintain momentum by arranging first and second interview dates quickly, providing feedback and keeping in regular contact via phone or email. Having an efficient method of completing the necessary paperwork is equally important as candidates are prone to changing their minds between receiving a verbal offer of employment and a copy of their new contract of employment.

To find out how Langley James can help you recruit someone worth recruiting to streamline your IT recruitment process please contact us on 0207 099 4839 or langleyjames@langleyjames.com

4 Steps to a Positive Candidate Experience

Mar 15, 2019 | IT

How To Create A Positive Candidate Experience in 4 Steps

The recruitment process is a stressful time for both employees and applicants. Businesses place such a huge emphasis on hiring the ‘perfect’ candidate for the role, they often forget the importance in nurturing relationships with those who aren’t ‘perfect’ for the role. Don’t forget, when somebody applies for a job, they are taking a risk and putting their current job on the line. All applicants deserve a positive candidate experience and when you master this, you are providing your company with an excellent marketing tool. Here are our 4 steps to creating a positive candidate experience for ALL applicants:

1. First Impressions are Crucial

It only takes 3-5 seconds for someone to make a first impression. This begins right at the outset when an applicant applies for a role. A person’s first interaction with your company is likely to begin at your website and from there, judgement and perceptions of your company are heavily shaped by their user experience at initial search stages. You may not realize the importance of providing users with a positive experience externally, but a poor website can tell an awful lot to an applicant about the kind of company they could potentially be working for. This first impression will proceed to heavily influence a candidate’s decision over whether they want to work for you or not.

2. Honesty is the Best Policy

Companies who are honest and transparent about the roles they are recruiting for, are always the ones who are able to recruit the best candidates and maintain the best retention and employee satisfaction rates. Little white lies such as “you’ll hear from us either way” when you have no intention of getting back in touch; or “we are interested but still have some more people to interview”, when in actual fact you have extended an offer and are waiting for the candidate to except; all contribute to leaving a candidate feeling deceived and disappointed. Again, this type of behavior will certainly impact on your employer branding – don’t forget, word of mouth is a very strong tool. Avoid getting into a situation where your company is given a bad name all because you committed to something you never delivered on.

3. Acknowledge ALL Applicants

Establishing and maintaining relationships is crucial if you want to successfully recruit new members to your team. Whether an applicant fits the bill or not, each person who has taken the time to apply for the role deserves your time and courtesy to let them know the situation. If the applicant is not right for that particular role, then contact them with a simple call or email to let them know that you will not be proceeding any further with their application but to thank them kindly for their application. This common courtesy throughout the recruitment process. It is imperative to create strong relationships with applicants, whether they are suitable for the role or not – because you never know when an unsuccessful candidate’s skill set and experience may become of significant value to your company. A staggering 70% of online applicants never receive a response if their application is unsuccessful. This disheartening statistic demonstrates the lack of importance placed on responding to applicants. Strong communication is a positive marketing tool – and lack of it demonstrates poor leadership and inadequate HR.

4. Feedback is Key

The one thing that candidates truly hate when going through an interview process with a company, is when clients simply do not provide feedback following the interview. Candidates place a large importance on the interview, and go to great lengths to ensure they are fully prepared. A client who fails to provide feedback can do more damage to their own reputation than they realize. Whether it be that feedback is on your to-do list and you just haven’t got round to it; or that you didn’t feel the candidate was suitable and you will not be proceeding any further with their application, so therefore feedback is unnecessary, feedback is of high importance and must always be provided where possible. It can be hard to give negative feedback to a candidate, but even negative feedback is constructive and can be used to improve a candidate’s interview skills in their future endeavors. It also gives you the opportunity to seek feedback from the interviewee. This is a chance to review what you did well in the interview and what you could improve on in future interviews.

Our expert IT recruitment consultants are here to take the pressure off you when recruiting someone new. We liaise with candidates with the utmost care to ensure that their candidate experience is a positive one. Call us on 0207 788 6600 and let us help you Recruit Someone worth Recruiting.

The Positives of Employee Turnover

Mar 15, 2019 | IT

Generally speaking employee turnover is seen as a bad thing. Aside from having to accept that someone may not want to work for your business any more, turnover can have a negative effect on moral and the cost involved in recruiting and training someone new can build up too. This may be the case for larger organisations. However, for smaller firms, SMEs and start-ups the discussion about positive employee turnover produces a strong argument.

Dr John Sullivan, an internationally known HR thought-leader said “true recruiters are always trying to steal away the best employees, even during tough economic times. If no one steals (or even tries to steal) your employees, it might mean they aren’t worth stealing.” With this in mind, we take a look at some of the positives of employee turnover.

Developing The Right Team

Smaller businesses may have started up fast, with a keen CEO employing new staff to get essential jobs done and help the business get moving and begin to grow. However, in the longer term as the business evolves, these people may no longer be the best people for the job. It’s important to assemble the right team over time and not just one of convenience. In this case, experiencing employee turnover may not be negative but simply part of the evolution of the business, helping it to grow, improve and discover the core strengths required by team members.

Identifying Poor Performers

Because during the recession most organisations saw their workforce fall, as they hire again focus is often on job security and so turnover is all too often seen as a negative. Reassessing and monitoring performance and ROIs will help you to evaluate whether or not it is bad for your organisation. Dr Sullivan talked about categorising turnover into the three categories of ‘regrettable’, ‘neutral’ or ‘desirable’. This will depend on who is leaving, why and how. In order to understand what kind of turnover you’re experiencing you’ll have to know your staff and have an idea about their performance rate, attitude, and skills. Regular reviews and assessment will allow you to see who is not performing as well as you’d like or who is causing holdups or low quality work. To lose these employees shouldn’t be detrimental to your business, it should be advantageous, and if one of these poor performers went to a competitor instead, well that’s just a bonus!

Encourage and Incentivise

Following on from the above, nurturing the top talent is just as important, as these are the people you don’t want to turnover! Regularly evaluating employees to recognise who is worthy of a promotion or bonus encourages staff to try their best. Often a high turnover rate itself may encourage employees to work harder. Some organisations seem to have implemented a company culture where great performance is key and employees either choose to continually improve or to leave. This may sound a little harsh, but if the right kind of incentive structure is in place, top performers will be able to enjoy the benefits of their hard work.

Organisations are recognising even more that low turnover is not such an important factor in evaluating business success. There is often no ideal level of turnover for firms, and some will be suited, and benefit from, a higher turnover. If you would like some advice on finding innovative new employees for your organisation, we work with hundreds of candidates who could be the perfect fit, so give us a call (0207 099 4839) and see how we can help you to recruit someone worth recruiting.

IT Contractors can be more cost effective

Feb 18, 2019 | IT

If you are considering a new project and taking on a short term contractor to support the day to day issues, or are being pressured to let the vendor carry out the installation themselves, please consider this …
Getting an expert IT Contractor to undertake the actual project can be much more cost effective than undertaking it yourself and using a short term contractor to support the day to day issues.

Projects aren’t undertaken on a whim and very often have both time and cost restraints and getting it right first time and within budget is vital to its success.  Even if you re-assign someone within your existing team to carry out your new project, entrusting something so important to someone who may not necessarily have all of the skills or specific experience will be delving into the unknown.  They will most likely be learning on the job which will ultimately work out more costly in the long term, not even taking into account the extra stress experienced by both parties.  And that’s before you think about the additional time taken to bring in an IT Support Contractor and get them up to speed to fulfill the role they will be covering.

Forget all that! You’ve made enough sacrifices and carried too much stress for far too long. For once, reap the benefit for yourself and really take advantage of the IT Contract market.

Get an expert Contractor in!  Not just an IT Contractor who has the skills, but a specialist IT Contractor who will have already completed these projects numerous times, with references to prove it.

We are proud to say that we have saved one client several thousands of pounds by doing just this.  Instead of using a software vendor to carry out the installation, complete with their own phenomenal costs, we enabled the client to keep full control of the installation by supplying specialist, expert Contractors.  Due to the complexity of the project, we supplied 3 Contractors engaged at intervals, each one with a different skill for each stage of the project.  The project was completed on time and well within budget without any other area of the business suffering as a result.

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 for over 19 years, we have an extensive network of experienced contractors, so let us know all about the project  – not just the skills needed  –  and we will find you an expert contractor who has the experience of undertaking that specific project.

Half of SMEs prefer experienced workers

Jan 20, 2019 | IT

People aged between 35 and 54 are at the top of the hire list for small businesses in the UK, research by Aldermore has revealed.

In a survey of 1,002 SME business leaders, 50% said they would choose to hire from this age group out of all potential recruits – compared to 30% who would prefer to hire 18 to 34-year-olds.

Nearly half of small business owners (47%) also said they believe 35 to 54-year-olds have the greatest industry knowledge of any age group.

When describing current employees, similar numbers of employers said this age group are the most productive (53%), most focused (50%), and have the best work ethic (48%).

However, 21% said it is difficult to recruit employees in this age range, with this figure increasing to 32% among medium-sized businesses.

Carl D’Ammassa, group managing director of business finance at Aldermore, said businesses should also recognise the “fresh approach” that can come with hiring younger staff.

He said:

“Attracting and hiring the best industry talent can be a tough task, yet the long-term benefits that even a single new staff member can bring to a business can be very significant.

“Having a diverse workforce with different perspectives drives innovation and problem-solving, which is why hiring employees with different skills and levels of experience is so important.”

References – New guidance released by Acas

Jan 20, 2019 | IT

Workplace experts, Acas, have published guidance to help employers and employees know the rules around employment references.

A recent survey by AAT (Association of Accounting Technicians) found that nearly half of employers want job applicants who have relevant work experience.

Tom Neil, Acas Senior Adviser said:

“The job market can very competitive so it is vitally important for job applicants and employers to know what the legal requirements are around work references.

“We’ve based our advice around the typical questions that we receive on our helpline about job references.

“Acas’ new advice has information on what to include in work references, when they are needed and how to resolve problems with references.”

Typical questions the Acas helpline receives about job references:Can an employer refuse to give a reference?
– How can I obtain a copy of the reference my previous employer has supplied?
– If a reference is incorrect what can I do about it?
– Can my employer includes absence rates relating to sickness in a reference?
– Can an employer put negative things in a reference?

Acas’ employment references advice includes top tips such as:
– Employers can usually choose whether or not to give a reference;
– Employers must only seek a reference from a job applicant’s current employers with their permission;
– If a conditional job offer is made then it can be withdrawn if the job applicant doesn’t meet satisfactory references. Employees should consider waiting until they get an unconditional job offer before handing in their notice in their current job;
– Potential employers should remember a referee may not provide a reference or might inaccurately suggest the applicant is suitable. In these circumstances, it may help to discuss any concerns with the job applicant directly first; and
– Job applicants who are unhappy with a reference can ask for a copy that was sent to their new employers and may be able to claim damages in court if they can prove it was misleading or inaccurate and resulted in the withdrawal of their job offer.

Read Acas’ employment references guidance.

Would you settle for leftovers when you could get something fresh?

Dec 6, 2018 | IT

There are a few meals that aren’t half bad as leftovers. Cold roast chicken, potato salad, even coleslaw is good. But why settle for leftovers if you can enjoy a fresh meal instead? Surely fresh food is a better option? Yet in recruiting, when someone resigns, managers often scramble to do everything they can to keep them, and I have to wonder why, because it’s the perfect opportunity to get in someone new.

Consider this: When a permanent staff member hands in their notice, they have probably already got another job. They’ve been for interviews, signed a contract and already considered their options. Leaving may be news for the manager, but it isn’t for them.

Chances are, they’re leaving because they’ve not been happy for a while. Trying to make them stay by dangling a few carrots isn’t going to change much. If they do stay, they’re seldom as productive or motivated and sometimes it can actually be more damaging to the team. Let them leave. Even if they were good, things will never be the same. They’ve shown they aren’t happy there, and there’s a good possibility that if they stay, in a few months time, they will be looking for other options again.  

Forget the fear factor

One of the concerns that managers have is that they will never find someone as good to replace the person with. But what if you were to find someone better? There are a lot of good people out there and a lot of good reasons to bring in fresh talent to make your team perform even better.

In IT having to maintain a system is quite different from building it. It requires different skills and the costs are different too. Why pay the same costs when the maintenance could be so much cheaper?

Bringing in someone new also has the benefit of gaining a fresh perspective on a project. That person can help identify solutions that people involved in the project have been unable to solve because they are just too immersed in what they’re working on.  The new person brings with them both expertise and an outside objective view. Also they’ll be looking for the best solution without having to defend the decisions made earlier on in the project.

Employees that have been around for a while may be good, but there is a strong temptation for them to rest on their laurels. After all, they’ve already shown they can do the job. Unfortunately this usually means that over time they become lazy and no longer feel the need to put in any extra effort. A new person will want to prove themselves so they’ll work harder and be more motivated. This alone should be reason enough for managers to jump on to the opportunity to hire when they can.

It’s all about the money – use it wisely

Yes people leave for more money, but offering them more money won’t necessarily make them stay. Rather than throwing money at counter offers rather put that money to the budget to hire someone new. The person who has resigned has already given as much value as you’re going to get from them, whereas someone new could have a lot more to offer. 

If you brought in an existing contractor for a specific project and that project has been completed, then re-allocate the funding for that role to another project. That way you can ensure you get the right expertise and optimise the value you’re getting from your budget.

At the end of the day you want a team that is motivated and productive, and sometimes the best way to do that is to bring in fresh talent. Be smart with your recruiting budget and make it work for you by getting in new people when you need to and taking up the opportunity to hire whenever it arises.   

Interview Attire

Dec 1, 2018 | IT

First impressions are everything! Now that there are so many different dress codes for work, it can be difficult to judge what will be deemed most appropriate so that you make a good first impression to the candidate, whilst adhering to your organisations dress code. Your attire plays a pivotal role in the interview and can heavily influence a candidate’s decision as to whether they want to work with you or not – whether it is consciously or subconsciously.

To avoid any unwanted judgement about your attire, we would advise to always play safe and go for a traditional suit. This is the equivalent of turning up to the interview with a blank canvas – there is little room for pre-judgement if you wear a traditional suit. A suit will always look smart, clean and professional. Even if you usually dress less formally to work – don’t be tempted to.. You can dress casually every other day of the year. The interview is a professional meeting and more formal than a typical day at the office.

Attire must be fitted correctly and appropriate. Having to adjust ill-fitted garments all the way through the interview can hinder your ability to conduct an interview in a professional manner and can also be distracting for the candidate.

Be prepared! Prepare your outfit the night before. Interviews are not only nerve-wrecking for the candidate, but the interviewer too. Keep nerves at bay by ensuring that any jobs that can be done the night before- are done the night before! Having the added stress of deciding what to wear on the day will certainly lead to unwanted stress.

Most importantly – conduct, interpersonal skills and ability to formulate and articulate well-constructed questions is key. If the candidate is right for the role and they want the job they will certainly see past what you are wearing, but appropriate dress will give your company a good head start.

If you need help in recruiting for both permanent and contract staff, please contact us on 0207 788 6600 and one of our expert consultants will be ready to help.

You can view all our latest vacancies here. 

Encouraging a Little More Fun in the Workplace

Dec 1, 2018 | IT

This time of year fun in the workplace is a lot more likely, as things tend to wind down and Christmas parties, secret santas and festive activities are taking place. However, all year round workplace fun is becoming increasingly important in the modern day organisation.

According to a study by BrightHR and leading psychologist Professor Sir Cary Cooper more fun at work could lead to better motivation and productivity and less absenteeism. Well, this is the case for the younger generation at least. Those who were born from the early 1980s to early 2000 make up 75% of the UK workforce and these are the set of workers who value ‘playtime’ at work the most. Probably down to different working values and different workplace responsibilities the older generations don’t rank fun at work as highly.

When we talk about fun we mean anything from encouraging more downtime, to organised activities or canteens with Xboxes and pool tables. Fun activities and ideas ranged from birthday celebrations, massages, lottery syndicates, charity fundraising, karaoke, yoga, fancy dress or dress down days, board games, knitting clubs, nights out and even an office pet! Now there are different levels and aspects to this, as we see from around the world; a Guy Martin program from China saw a morning ritual of a group dancing session in the workplace to try and loosen employees up before the start of the day. A little extreme perhaps? Some US firms have entire job roles or even departments dedicated to workplace fun, with ‘Chief Fun Officer’ being a real job title and an American bank having a ‘Wow’ department with the aim of regularly surprising and entertaining workers. However, as soon as fun becomes part of a corporate strategy, can it any longer be classed as fun?

The most important aspect of getting fun in the workplace right is to communicate well with your employees. Once the activities or procedures are working and in place, trust is the key. As an employer I’m sure you’d be happy to organise a massage day or something similar if you knew employees would enjoy and benefit from the experience, resulting in better motivation, productivity and even loyalty. Perhaps installing a slide in the office is going to attract some enthusiastic young graduates, but whether it will improve productivity and loyalty is another thing.

One reason that it’s the younger generation who are keen for a little more enjoyment at work is because they have to work longer hours, wait longer for retirement and potentially have less financial security than they would have had a generation ago, so enjoying work and benefiting from fun extras helps them to see a little more return on their investment.

The real issue could in fact be that people simply want to enjoy their experience in the workplace more, not to have set ‘fun days’, but to simply be happier and more content day to day.

Using Your Company Culture to Your Recruiting Advantage

Dec 1, 2018 | IT

Company culture has increasingly become an important aspect of any organisation. It is more than simply corporate visions or the way the office is decorated, it is the values, beliefs and practices that are woven through everything within the firm.

Assuming you have identified and already have a good idea of what your company culture is and means to everyone involved, using it to your advantage when recruiting could be your secret weapon for finding the right candidates for your empty seats.

Be Open
Many candidates would argue that honesty is what they’re looking for in a company. Of course there is more to it than this, but if you can be as transparent as possible this is the first step. Candidates can the see the organisation for what it is and decide from there whether your values match their own. For example, some individuals may be motivated by money with a bonus or commission lead culture attracting them most, however others may find this threatening or impersonal. If your organisation is this way inclined, you want to attract the first candidate, the latter would not be a good fit for your culture, so being open and honest allows the right candidates to come forward.

Shout About It
If something new or exciting is happening within the organisation, always try and get the word out there, distribute a press release and add it to your newsletter. Maybe you’ve won an award or introduced a new flexible working scheme – let your community know about it. Your website is the obvious place to put everything you’re proud of, and it’s likely to be the first port of call for all potential candidates. Showcase your culture and values in different ways; add a ‘day in the life of’ video, quotes from current employees or a photo gallery from a recent event. Social media is of course the perfect way to share this kind of content and is a great way to showcase your company culture.

Be Consistent
You have promised so much on screen, but you want to make sure each step of the recruitment process is not only true to what you’ve described but true to what day-to-day life is like within your organisation. The interview is probably the first time candidates get a real glimpse of this, so try and create an interview that will give them a taste of what life might be like there. They can get a feel for whether they are likely to enjoy working there, and you can get a feel for whether they’ll fit into the team. Make sure candidates meet key managers and team members, let them have a look around while everything is going on as normal so they can get a real sense of the office ‘vibe’.

Highlighting team bonding and team building activities in the recruitment process and describing what this might involve will also help a candidate to get a feel for what is valued and how things work. Many candidates are looking for a work life balance so they need to know what support is there, and whether there are options for flexible working.

Identifying and cultivating business culture can be an effective way to market your organisation and make it more attractive to potential new employees. If you’re still a little hazy about what your culture really is, speak to your current employees and managers and ask them about the atmosphere, reasons they like working there and what they might find frustrating, then build on that.

Your company is a brand and so should be your company culture, it should encompass everything you stand for and find important, reflecting that of your employees. Many organisations would describe their brand as their people, particularly in the service industry and your internal branding is all about shaping your company culture and a mutual belief in what’s important. Finding the right match is vital for the relationship to work, so use your culture to your advantage.

We’re not going to stalk you! Put your address on your CV

Nov 20, 2018 | IT

So many times candidates fail to put their addresses or postal codes on their CV. For some it’s concerns about security and keeping their personal information safe. But for the majority of people, they simply don’t think it’s important.
Here’s how important it is. Without an address or even a postal code, we as recruiters, have no idea what area you live in and which positions you’d qualify for in terms of the commute. And as a result your CV doesn’t make it to the shortlist to get presented to clients.
The reality is that most people aren’t willing to commute more than 45 minutes each way. In fact, the majority of companies prefer for their employees to live within a 20 minute commute of work.

What’s the big deal with commuting?

It used to be that people would move jobs for more money, flexible work hours or better benefits. Today most people change jobs because of commutable distance.
Long daily commutes contribute to employee fatigue, especially if it’s more than 45 minutes each way. Who’d want to spend 1.5 to 2 hours daily sitting in traffic or on a train? It’s like cancelling two hours of your life every day, when instead you could be spending time with your family, socialising with friends, doing a sport or leisure activity or even just getting an extra half hours sleep.  
Employees that have a shorter commute tend to be more focused and productive at work than those travelling more than 45 minutes daily. And as a result many companies have a radius area from which they’ll employ.

Without an address you’re in no-man’s land

For a recruiter, initially vetting a potential candidate takes at least an hour and one of the first things we look for on a CV is an address. Our database uses postal codes to organise candidates by area, so without an address or even a postal code, your CV gets placed into no-man’s land.
No recruiter wants to spend an hour or more vetting a candidate and shortlisting them for a client, only to discover that they live the other side of London, and most likely won’t take up the position because it’ll involve a long commute.
On the other side of the coin, including your address could move your CV to the top of the shortlist – provided of course you qualify for the position with having the right skills and experience.

But what about keeping personal information secure?

Since the introduction of GDPR, recruitment companies are required by law to keep personal information secure. However, if giving the street name and number is still a concern, be assured, you don’t need to. Including just the area and postal code is enough for recruiters to know where you’ll be commuting from.
Think about it for a minute. There really shouldn’t be a concern for candidates to divulge their full address to recruiters. Recruiters aren’t going to sell your address or send you junk mail. They aren’t going to track you down after an interview and come knocking on your door asking why you haven’t gotten back to them. There are far more efficient ways of doing this – like telephone or email.
The bottom line is that omitting your address from your CV is causing you to lose out on job opportunities. Instead of going to the top of the shortlist pile, you’re going to no-man’s land, just because your CV doesn’t contain a postal code. It seems silly really, but it underlines the importance of getting the details right. A postal code is all it takes to make the difference.

Are you looking for your dream job? Then we’d like to help you. Please email us your CV to langleyjames@langleyjames.com

IT Recruitment helps your business excel

Nov 20, 2018 | IT

How can an IT recruitment agency help your business to excel?

I’ve never really understood it. When I walk into McDonald’s and ask for a burger, the first thing they do is ask me if I want cheese with it. No, then I would have asked for a cheeseburger! But you know what, when I’m not being grumpy, it works. Because statistics show that at least 70% of the time people will say yes. It’s one of fast-food franchises’ most effective upsell strategies.

The point is, just because you haven’t thought of it, doesn’t mean you don’t want it. Sometimes all it takes is for someone to make a suggestion, to make you aware of a need (or in the case of a burger – a want) that you didn’t even know you had.

In recruitment sometimes what you think you want isn’t always the same as what your business needs. Often when a key person leaves the instinct is to replace them with a carbon copy. But maybe there is someone better out there. Someone who can offer something different, someone who has experience in a different industry that can be transferred to make your business more competitive.

But how will you know this unless someone suggests it? This is where a recruitment partner comes in. They have an outside perspective and years of industry experience. At Langley James, we like to work with our clients as their recruitment partner so that we can help them grow their business effectively. Working together we get to know your business as well as you do so that we can help you discern your recruiting needs. So even if you don’t want cheese on your burger today, at least you have it as an option to consider.

If you have questions about recruiting for your IT team call us today Tel: 0207 788 6600. Or even better let’s meet up and discuss it over a burger or two. Let’s see if your business needs some cheese.

Why is food always on my mind?

Nov 12, 2018 | IT

You may recall that we were recently talking about burgers. I don’t know what it is, but there is something about envisioning the taste of food that always comes to mind when I start to talk about recruitment.

Taste is something so personal, what one person loves, another will hate. Take brussel sprouts for example. I can’t think of a single reason why anyone would consider them a food, never mind appetizing but there are people who love them.  Apparently, I don’t personally know any – but I believe they exist.

Recruitment is the same, it’s personal! Well at least it should be, because it’s about people – not employee numbers and job descriptions – but living breathing people that add real value to a business.

And that’s why it’s about taste, or fit, finding the right people that can not only do the job, but also fit the culture of the company. People that will join and grow with the business, yes even if for some strange reason they happen to like brussel sprouts!

So what is the taste of your business? What type of people do you want working for you? And how can you find them?

Let us help you answer those questions, because that’s what we do best at Langley James Recruitment.

Try Before you Buy

Nov 5, 2018 | IT

Avoid ‘Zombie’ Employees: Use Contractors

Confidence is up but where are my team?

Move at lightning speed to secure the permanent candidates you want.  Quality candidates are getting harder to find as demand overtakes supply.

The wrong choice of candidate can manifest as the stuff of nightmares… the ‘zombie’ employee.  Completely disengaged with you and your business and with the motivation and company loyalty of a slug, ‘zombie’ employees can cost you money, time and reputation, not to mention raising your stress to the level of a volcano about to erupt.  

Massive Losses
40% of companies in the UK estimate that a mis-hire has cost them over £16,000 while a quarter estimate the figure at over £30,000.  Even losses of over £100,000 are being reported.

But quality hires are being snapped up as fast as they appear.  What can you do to avoid a potentially professionally fatal ‘zombie’ attack?

Zombie Insurance
You have two choices when it comes to ‘zombie slaying ’.  You can act fast and snatch the talent from above the waiting arms of your competitors… or you can find peace of mind by utilising some of the most flexible and talented of IT professionals: Contractors.

Benefits of utilising a Contractor
– Many may accept a permanent role
– Available on a short or long-term basis – from a few days to 2 or 3 months
– Motivated and inspired by new challenges
– Experience working in many different environments
– Fresh ideas and industry knowledge into your team
– Short-term, low risk commitment
– Utilising a Contractor is a great idea while you make decisions on the future of a role

We can help
Here at Langley James, we know how to find the most vibrant and talented IT professionals available, from Web Developers to IT Managers and everyone in-between.  Many of these candidates are available for short term contract work.

Whatever your requirements, permanent or contract, and up to the highest level of seniority, we can match you with the ideal candidate.

To discuss your IT recruitment needs please call us on 0207 099 4839 or email us at langleyjames@langleyjames.com.

We’d love you to join in the conversation.  Tweet us @ITRecruitment or follow us on Facebook.

Are you holding out for more candy?

Oct 31, 2018 | IT

What are you going to do with your candy? Hoard it, share it or scoff it? Or are you holding out for more?

Many companies delay making a decision to make an offer to qualified candidates, even when they have a shortlist of top talent in their grasp. For some reason they think if they just wait another day a better CV will arrive tomorrow. 

Truth is Halloween has passed, there’ll be no more trick or treating until next year. And if you’re holding out for better prospects you’ll lose the option to the top talent available now. 

Langley James gives you a shortlist of top candidates vetted and summarised to include benefits of hiring. If you want to hire people worth recruiting, decide now.  

What do burgers have to do with recruitment?

Oct 24, 2018 | IT

It’s Burger Day and you know exactly what kind of burger you want; a double patty with melted cheese, caramelized onion and all the fixings! You can almost taste it already, can’t you?

That’s what it’s like when you’re looking for the right person to join your IT team. You know what you want, but finding them, well…isn’t always that easy…unless you have the right recruitment partner.

Someone who uses all their resources to understand exactly what you want. Who takes the time to understand the how, the what and the why of your business, not just the who.

And then sends you a shortlist of candidates summarized by their key attributes and benefits, and why they’d be good for your business, not just a pile of CV’s.

This is Langley James Recruitment and this is what we can do for you. Since 1999 we’ve been recruiting for the London IT industry.

Talk to us, we can help you find the right people for your IT business. Junior, intermediate or senior, our database is extensive and we work until we find the people who match exactly what you have in mind.

Call us on 0207 099 4839 or email langleyjames@langleyjames.com.

And while we’re on the subject of burgers…. Go on order your favourite, you know you want to!

How much is poor connectivity and downtime costing business?

Jan 23, 2018 | IT

There’s no doubt that the internet and emails are an integral part of every day business life, not to mention online banking, cloud-based CRMs, phone systems and card payment devices. So much so that life can simply stop when there are connectivity issues or internet blackouts.

A report by the telecoms firm Daisy Group found that 47% of managers thought they rarely or never suffered from poor connectivity, when in fact companies are experiencing an average of 45 minutes downtime every week.

How much is poor connectivity and downtime costing business?
The report found that this is equal to more than £500 per employee, per year, in lost productivity. A prior study, earlier in the year by OnePoll found that slow internet connections and IT downtime is costing the UK economy £11 billion a year in lost productivity. And a study by Aberdeen Group UK found downtime cost an average of £138,000 per hour, varying across industries from £55,000 per hour in the media sector to £3.91 million per hour for large online brokerages. The costs come from paying employees to simply do nothing, to paying an individual or firm to fix the problem and of course any lost sales. There are also hidden costs such as employee overtime, missed deadlines, damaged reputation and customer dissatisfaction.

What’s the problem?
The problems can often be simple ones such as faulty modems, damaged wires or corrupted profiles. These kind of issues can normally be resolved in a day or so, even a few hours. One survey of UK, US and Canadian firms found that 82% of network downtime problems were caused by IT personnel making errors when configuring changes to the network. An irritating truth, when you know the majority of these kind of errors could have been avoided with more diligence or experience. With the rise of joint space and co-working environments wi-fi connectivity can be an issue. Owen’s Garage is a co-working space in the US and Kurt Rathmann, CEO of ScaleFactor Partners uses it regularly. Inevitably there are connection issues now and again and he eventually calculated that a four hour internet outage could be costing him up to $3000.

What do employees get up to during this downtime?

• 60% – taking care of personal business
• 48% – taking an extra coffee break
• 25% – checking Facebook
• 7% – indulging in a spot of retail therapy
• 9% – looking for a new job
• 30% – swoting up on some work-related reading

What should managers be doing?
The survey also asked managers what they thought they should be doing about such issues. One in eight said they didn’t know, 17% said they’d review things when the contract is due for renewal and another 17% said they would only review things when staff make a complaint. Really, as businesses change and grow, connectivity should be reviewed regularly and in line with these changes to ensure processes aren’t being held back by slow internet connections.

The government have committed to upgrading broadband for many of the UK’s cities and superfast broadband is spreading fast as providers compete. Having a connection that is built with your specific business, users and activity in mind is important to make sure it will work for you. If you need to hire IT professionals to advise or become part of your in-house team, speak to us and see how we can help. 0207 099 4839

About 
Langley James – Leading IT Recruitment Specialists
Here at Langley James we are specialists in IT recruitment and whether you are working with us for the very first time, or you are one of our many loyal clients, we take time to understand exactly what you are looking for.  You will receive the same exceptional level of client care each and every time you return to us.

We have a simple guarantee:  we will deliver a shortlist of between 3 – 5 candidates within 5 working days for permanent staff and within a couple hours for contractors.  Not only will these candidates be qualified to perform the role, we will ensure that they share your company values and ethos.

To discuss your IT recruitment needs and help you find your next superstar.  Call us on 0207 099 4839 or email us at langleyjames@langleyjames.com.

We’d love you to join in the conversation.  Tweet us @ITRecruitment or follow us on Facebook.

Langley James is aiming even higher this year 

We have doubled our candidate attraction advertising budget for this year, these are the job boards and social media, we are continuously advertising building our network of the best candidates rather than just getting a snapshot of those candidates that are looking at that moment in time. We have appointed an in house trainer/coach to further develop our existing staff and ensure a continuity of service is delivered from out new joiners in the Langley James way.

We are having a record breaking January, already exceeding our previous best with 2 role being filled from taking the job spec to the candidate starting with 12 hours

Is Your PSL Working for you?

Jan 17, 2018 | IT

Preferred Supplier Lists – Food for Thought

Implementing a PSL is meant to: –

• Cut down on contact from suppliers
• Save time
• Allow you to build relationships with your suppliers
• Act as a form of quality control
• Allow pre-agreement of terms

So why have 80% of companies operating a PSL had to source from outside their list in the last 12 months?

Is your PSL delivering?

• Are you satisfied with the quality of service you have received?
• Do you have a good relationship with your suppliers?
• Do you wish your suppliers could do more for you?
• Are your suppliers specialists or generalists?
• Do you receive services from outside your PSL?
• Do you struggle with the administration of multiple suppliers for one service?
• Would you offer your supplier repeat business if they were not on your PSL?

How many is too many?
PSL’s containing over 50 or even 100 suppliers for one service are common!  In order to be of any use, a PSL has to incorporate choice, but at what point does the size of your PSL become an administrative nightmare or simply pointless?

PSLs vs Relationships
A supplier having pride of place on your PSL does not guarantee a healthy relationship.  A quality supplier will seek to understand more about your business and your requirements whether it is the 1^st or 40^th time you have worked together.  Beware the complacent supplier who believes your repeat business is guaranteed simply because they are on your PSL.

A question of choice
Is your PSL restricting you from working with the people who are best placed to help you?  In contrast, are you limited to using ineffective suppliers just because they are on the approved list?  No one understands your business better than you and in the ever changing world of business, you deserve the right to be flexible and to tailor your choice.  Why be constrained?

Langley James – Leading IT Recruitment Specialists
Here at Langley James we are specialists in IT recruitment and whether you are working with us for the very first time, or you are one of our many loyal clients, we take time to understand exactly what you are looking for.  You will receive the same exceptional level of client care each and every time you return to us.

We have a simple guarantee:  we will deliver a shortlist of between 3 – 5 candidates within 5 working days for permanent staff and within a couple hours for contractors.  Not only will these candidates be qualified to perform the role, we will ensure that they share your company values and ethos.

To discuss your IT recruitment needs and help you find your next superstar.  Call us on 0207 099 4839 or email us at langleyjames@langleyjames.com.

We’d love you to join in the conversation.  Tweet us @ITRecruitment or follow us on Facebook.

Langley James is aiming even higher this year 

We have doubled our candidate attraction advertising budget for this year, these are the job boards and social media, we are continuously advertising building our network of the best candidates rather than just getting a snapshot of those candidates that are looking at that moment in time. We have appointed an in house trainer/coach to further develop our existing staff and ensure a continuity of service is delivered from out new joiners in the Langley James way.

We are having a record breaking January, already exceeding our previous best with 2 role being filled from taking the job spec to the candidate starting with 12 hours

3 Questions to Ask the Current Jobholder Before You Hire a New One

Oct 17, 2017 | IT

3 questions to ask the current jobholder before you hire a new one 

Before you interview for your IT opening, there’s someone else you need to interview first: the current jobholder. After all, there’s no one who understands the position better than the person who’s currently doing it! Sure, you know what the job involves, and you understand what skills and qualifications are required to do the job successfully. But they know the highlights, the challenges, the most efficient ways to get things done – all of the things you’ll need to make sure the next employee is aware of when they take over. 

Here are 3 simple but insightful questions to ask the current jobholder before you interview the next:

1. What is your typical workday like?

Although you’ll have a fairly good idea of what the current jobholder does on a day-to-day basis, you may not know exactly when they work on each task throughout the day.

Make a note of their answer and work out how much variety there is throughout the day. You can then use this information to help you decide if the candidate is a good match.

For example, if the current jobholder spends half their day on one task and the rest of the day on another, you can ask the candidate if they feel that a lot of variety is important to them in their work. If they say that they are more suited to getting stuck into only one or two projects at a time, then they would likely enjoy and excel in the role.

2. What has been the least enjoyable aspect of the job?

This question will give you valuable insight into what is difficult about the role, what’s confusing, complicated, or even uninteresting.

When you’re interviewing your candidate, ask about what they don’t enjoy about their current job. Needless to say, if their least favourite tasks are similar to your current employees, you’ll need to make sure that the candidate is aware that the job opening involves these aspects.

You may also be able to discover if there are any particular tasks that the current jobholder feels would be more efficient to complete a different way, which is always handy to know.

3. Describe a time where you’ve had a problem to solve specific to your job – what you did you do to fix it?

With this information, you can put together a competency-based interview question where you can describe the same situation to the candidate and ask them to explain what they would do to overcome the problem.

As you know that the problem actually occurred within the role, you can be confident that the answer will be a good indication of how well the candidate would manage if they were hired.

We’re always happy to help you to get the most out of your interview process and find your perfect new IT professional. Give us a call on 0207 788 6600 for advice tailored to you.

Textbook Interview Questions Equal Textbook Answers

Aug 22, 2017 | IT

Ask a silly question, get a silly answer, right? Well perhaps your questions aren’t silly, but if they’re straight out of the textbook, you’re likely to receive the same textbook answers from all of your well prepared candidates. And as a recruiting employer that’s only going to make life more difficult for you. After all the main purpose of interviewing is the get to know each individual candidate and determine who will best suit your role, so it’s down to you to carefully craft some intelligent interview questions that will tease out some interesting and revealing answers.

Who Uses Textbook Interview Questions Anyway?
If you’re part of a well established organisation, you may have interview procedures and guidelines in place, and sometimes a lack of innovation or slight complacency can mean interview questions are rarely updated. Styles change, skills change and candidates expectations change, so it’s always important to refresh and review interview questions. Textbook style questions are often found in technical job interviews, and they’re often genuinely needed to validate a candidate’s skills and knowledge. However, perhaps these kind of questions are best off in an initial screening process, a written or online test if appropriate? They will not reveal the real caliber of your candidates, and that’s exactly what you should be doing in your face to face interview.

What’s Wrong with Textbook Answers?
Those who can give you the perfect definition or theory may be well educated and informed, but how do you know if they’ll fit into your team, how do you know they’ve experienced this theory in action? Anyone can revise, but not everyone has the depth of experience and practical workplace problem solving skills that can only be revealed by asking open-ended and ‘tell me about a time when…’ questions.

Digging a Little Deeper
Chances are many of these textbook interview questions can be answered by looking at a candidates CV, application form or online portfolio. You should of course be up to date with these before the interview, so don’t ask questions you already know the answer to. A key part of your role as interviewer is to listen, and you want your candidate to really feel like you are listening and that you’re genuinely interested. Asking questions about experiences and previous scenarios will open your candidate up and allow them to share stories about how they’ve applied their knowledge, not simply what knowledge they hold.

At Langley James, we’ll work hard to put the right candidate in front of you from the beginning, but once it’s your turn to do the interviewing we’ll be there if you need any further help or ideas. To find out more contact one of our consultants.

F&%£ Passwords!

Jan 30, 2017 | IT

The first words I heard from the Boss’ mouth this morning would not have necessarily gone down well in the company of my Mother and certainly would not have been heard in a Sunday morning sermon. What was the reason for such a tirade – lack of sleep? No coffee? General winter blues? Perhaps all three contributed, but the main reason behind his x rated outburst was that he had been asked to reset a password.

We all know the reasons why we need to continually update our secure details however when posed with such a request first thing on a Monday morning, our minds feel like we’re sat in the Mastermind chair having just been asked to discuss the most complex mathematical equation.

You need to come up with something that you’ll easily remember, something that you haven’t used in the previous 12 months, something that contains a capital letter, at least 2 numbers, has to be at least 15 characters in length and you need to also provide a DNA sample and retina scan while you’re in the process. Despite the importance of online security, coming up with an appropriate password at that instant moment in time, that you’re not going to instantly forget, can be extremely frustrating.

Need any hints or tips?

Below is a list of a few hints and tips that might come in handy the next time you’re faced with the Monday Morning Misery:

Do:

Consider using a line of a song or a phrase you’ll remember – If it’s a song from an obscure album track even better

Consider using three random words

Ignore requests from sites to remember your password

Don’t:

Use family or pet names – they are easy to get hold of

Use your favourite football team or favourite player

Use the word “password”

Use numerical sequences such as a phone number

Use birthdays

Use the same password for all of your applications

Recycle your passwords – eg password1, password2 etc

Share your password with anyone

This might not be the answer to all of your early morning prayers, but might just help your ears avoid rugby club language in the office.

The Hilary Clinton Effect – the real reason why so many of us keep working through illness

Sep 20, 2016 | IT

No doubt we’ve all seen the pictures and the video clip, so why did Hilary Clinton keep working when she wasn’t feeling great, resulting in her being forced to take time out when pneumonia knocked on the door?

Maybe she is just like most of the UK population who feel guilty for taking sick days.  A recent report by CV Library cited that 67.5% of employees go into work when they are unwell, with 68.3% admitting to feeling guilty, despite it being the best decision.  Is that why we, as an average, only take 1 to 2 sick days per year, even when the vast majority of us (86.5%) are less productive at work when we are unwell.

Or maybe there is pressure from management to keep coming into work?  Over a third of employees feel pressurised to return to work by their line manager with a shock 52.9% of manager still contacting their employees when then are off sick! 

Surely it is a managers responsibility to help ensure the wellbeing of their staff?  Should we not all be looking after our employees in this competitive market?  We appreciate that it is frustrating to have a lower headcount for a couple of days, but it really may be the best option as not having a break can result in long term sickness absence and that costs UK businesses £4.17 billion a year!

And this would all be fairly straightforward without the additional feelings of insecurity currently being felt by employees.  With uncertainty dominating the UK after Brexit, the fear of the unknown is all consuming for some.

A report by CEB reported that a surprising 43% are unhappy with the stability provided by their current employers, which is the highest reported figure since 2013.  With job security being in the Top 3 for candidate needs, those companies who are looking to grow need to take action!  If you are not able to offer stability – don’t over-promise, but instead look at what you can offer – development, training, or even including your employees more in planning for change.

Change is good – but too much change can have the opposite effect.  Almost a third of us has experienced at least 1 major organisation change in the last 12 months, further adding to those feelings of insecurity a reduced job satisfaction.  Some employees are struggling to cope and making themselves ill as a result.  And there’s the complete circle.

See our infographic for a summary of the most recent news for employment here.

Take ‘Stat – It Only Takes a Minute

Sep 20, 2016 | IT

Off-payroll working in the public sector – Consultation

Jul 19, 2016 | IT

This consultation is titled “Off-payroll working in the public sector: reform of the intermediaries legislation”.

HMRC believe that a change in liability is necessary because at present, the liability lies with the PSC and that there is widespread non-compliance. They quote figures of this costing the Exchequer £440 million this tax year. How they arrived at this figure is not entirely clear on first reading of the consultation but of course, it is understandable why government would be keen to clampdown on perceived tax avoidance, particularly in light of the Panama scandal.

This change would be highly problematic if it was decided that the liability should fall upon the agency / interim provider.  As has been discussed in previous consultation rounds, the agencies does not have oversight of the nature of the work being performed by the candidate when they are on assignment, and therefore agencies are in the worst possible position to assess whether the intermediary rules apply.  The REC will be making strong representations to HMRC on this point.

1.       Changing the liability – so that it becomes the duty of the hirer or the employment intermediary (eg the interim provider, employment business or management consultancy) to apply the intermediaries rules for anyone working off-payroll, through a Personal Service Company (PSC), in the public sector.

2.       HMRC will develop a new online tool to help decide if the intermediaries rules apply.

Assessing whether someone is in or out of scope of IR35 on any given assignment has always been problematic. One of the issues is getting absolute clarity on the nature of the assignment and clear guidance from HMRC.  The nuances of how someone chooses to work and the type of work that is required do not often translate well into the short, simplistic case studies favoured by HRMC in its guidance.

HMRC have listened and recognise why Supervision, Direction or Control would NOT be the appropriate test for deciding if IR35 applies.

This consultation raises a number of concerns about how government views the vital contribution of interim managers and contractors make to the public sector, and we have already raised these concerns directly in a joint letter to the Chancellor of the Exchequer with other stakeholders.

Whilst we believe it is right that this government is committed to tackling tax avoidance, we think that this consultation raises a series of important issues that must be considered:

1.       It has the potential to blur the boundaries between employment rights and taxation status and could usher in a host of unnecessary reforms, which fail to take into account why individuals choose to work on an interim, freelance or contract basis. If it becomes a straight choice between taking an assignment in the public or private sector, we believe many will choose the latter.

2.       Aligned with the first point, the public sector needs to consider if they can afford to take on the costs associated with making these individuals “employees” in all but name. Most pressing of all on the public purse would be pension contributions.

3.       Previous iterations of “tests” to determine IR35 status have not worked and it is unclear what will be different this time around. Government must fully involve stakeholders in developing these tests and allow adequate time for the pilot and roll out.

4.       Finally, HMRC has a duty to enforce existing legislation adequately.  Simply shifting liability onto the employment intermediary will not abdicate HMRC from its responsibilities. More pertinently, it is impossible for a recruitment business to make an informed decision about the IR35 status of an engagement.

Pokemon Go – Should employers clamp down

Jul 19, 2016 | IT

Written by Marianne Calnan 0f People Management magazine

Popular game prompts questions over use of personal devices, as Boeing becomes first business to ban it at work.

The take-up of smartphone game Pokemon Go has been so remarkable – and the experience of playing it so immersive – that employers may need to revisit their policies to prevent a productivity glut, according to experts.

Though it has been available in the UK for just five days, the app – in which players use GPS to roam inside and outside and ‘catch’ characters – has been wildly popular, with hoards of players sighted in towns and cities across the country.

Aircraft manufacturer Boeing was forced to issue an email to its workforce banning play during working hours after the company discovered the game app had been installed on more than 100 work phones since its release. A member of staff also came close to injury while playing the game at work.

Andrew Rayment, a partner in the employment team at law firm Walker Morris, said that although Pokemon Go was just “another workplace distraction”, it had the potential to affect individuals’ ability to carry out their jobs effectively.

The game is difficult to manage as it is so readily available, Rayment added: “The game is largely played on employees’ personal phones, and, if it’s only being used outside working hours, that isn’t an issue. But if it is used in the workplace or so much out of the workplace that it’s negatively affecting work, employers need to reiterate their exceptional use policy on the use of personal devices in the workplace so all employees know where the company stands, and trust employees to follow it.”

Rayment said employers should adopt a cautious balance between giving their workforce free reign to fill their time as they see fit, and failing to trust them at all. “When agile working comes into the mix, it’s not really fair for employers to not allow employees to play Pokemon Go at their desk for five minutes, but then also expect them to answer emails at 10pm.”

There are potential upsides to the new craze. Pokemon Go players are walking miles at a time as they search out characters, and reporting positive effects on their health. Reports from the US suggest autistic children benefit from the interaction and socialisation encouraged by the game.

However, Tom Currie, a barista and bartender from New Zealand, showed the potential for the game to reach extremes when he became the first person to quit his job in favour of a full-time bid to ‘catch ‘em all’. The BBC reported that Currie had already caught 91 of the 151 Pokemon available in the game.

Some employers are taking a more light-hearted approach to prohibition. An image that went viral on Twitter this week showed an internal memo at an unnamed company, which read: “We are paying you to work, not chase fictional videogame characters with your cell phone all day. Save it for your break time, otherwise you’ll have plenty of time unemployed to catch ‘em all.”

Written by Marianne Calnan 0f People Management magazine

The Exit Interview

Jul 4, 2016 | IT

Once an employee has decided they are leaving it is best practice to arrange an exit interview. An exit Interview will offer a fleeting opportunity to find out information that otherwise might be more difficult or impossible to obtain.

The following are some thoughts on the exit interview: Interviews can be conducted orally or written. Exit interview questions are essential to a successful separation. Here are some tips on how to construct these questions.

1. Save the hardest questions for the latter part of the interview. Work up to the tough stuff!

2. A good question to break the ice is ‘would you like for us to be a reference or recommendation for you’? Do not make this offer if you would not recommend the employee!

3. Be prepared for some bombshells. Expect the unexpected, if it ever is to happen it will happen in an exit interview.

4. Look for open-ended questions that allow for plenty of expression. An example of this might be “how did you feel you were managed during your employment with us?” or “how do you feel the company is run?”

5. Other excellent questions are ‘under what conditions would you have stayed?’ and ‘if you had had a magic wand, what would you have changed?’

6. At some point in the interview ask ‘why are you leaving?’ if you do not already know.

7. Good general questions are ‘what did you like most (least) about your position?’

8. Try to find out if there were things the departing employee would suggest to improve conditions, production or morale.

9. Try to get a good feel for how they viewed their compensation and benefits package.

10. Leave room at the end of the interview for general comments. one or two of your proudest professional accomplishments.

Here are some examples of Exit Interview Questions.

1. Before deciding to leave, did you explore the possibility of a transfer?

2. Is there something you didn’t like about your boss?

3. How would you rate our work environment?

4. Were you happy with your salary and benefits?

5. What did you think about your performance and salary reviews?

6. How should we change the way we do things to avoid losing other good employees?

What do you do when an influential leader quits?

Jul 4, 2016 | IT

Many of us have experienced that gut-wrenching moment when a senior leader i.e. that someone who is responsible for employee relationships drops the envelope on your desk announcing their resignation. Even if that leader’s departure is expected, it can still send shock-waves through the organisation.

It can have a huge impact on your team so what do you do?  We might communicate to clients, but fall flat when it comes to reassuring our employees. Reasons for this can vary; it may be that as a team we feel vulnerable and don’t like to show it, or perhaps we simply don’t know what to say.  As managers we will probably feel worried about what our employees are feeling and thinking when a major personnel change threatens stability.

So, what is the best way to react when a senior leader heads for the exit?— here are five tactics to focus your people and yourself :

Stay calm — During the meeting when your senior person resigns, ask them to keep the news confidential until you develop a communication plan (for employees and clients).

Assess the situation — Book an immediate meeting with your senior managers to identify main areas;  a beloved leader whose absence might cause major employee disengagement? Did they possess some sort of irreplaceable organizational knowledge or skills?  If so, how will you fill those gaps?

Collaborate — Depending on the size of your team and its structure, work with your senior people to develop a plan to communicate the news to your indirect reports. Internally talk about the relationships; you’ll be pleasantly surprised to see how readily your team steps up to assume new responsibilities. 

Communicate — Work out the best medium to announce the news based on the departed leader’s seniority, tenure and roles. Whatever you decide, remember to include all team members in the announcement.  Assure employees that the company is on solid footing and the departure has nothing to do with instability. Just as critical, remind clients that it’s business as usual. Explain how their account will be managed in light of the resignation, as well as your strategy for replacing that lost expertise.

Follow through — Execute your transition plan to the letter and keep key team members updated on its progress. Expect this process to play out over a couple of months and don’t underestimate the potential cultural impact. If the departed leader was well-liked and seen as a key to your organization’s success, employees will need consistent reassurances that their jobs are safe and your bottom line will remain stable.

Ultimately when an influential leader resigns no matter how well you handle the situation you will find that some employees will decide to move on.

Langley James can help you find highly skilled permanent, contract and fixed term IT professionals from our exclusive database of more than 900,000 registered users. Give us a call on 0207 780 6600 or visit www.langleyjames.com

Brexit – What now for your recruitment?

Jun 27, 2016 | IT

Whichever way you voted and whatever you feel about how the referendum has ended, we are now leaving the European Union and we all have to face the consequences. We are entering a period of uncertainty and in general, business does not like uncertainty, but life goes on regardless!

If you are recruiting you will find that candidates tend to be harder to find when times are uncertain as permanent employees tend to stay put.

If your business is uncertain about recruitment but the job still needs doing there are options you can consider:

Fixed Term Contract – This allows you to have control and means that you have a “tie-in period” you are also able to budget in the same way as you would for a permanent employee offering a similar salary level. The fixed-term contract is managed through your payroll and the employee will be entitled to the same benefits as a permanent member of staff, the only difference is that their contract will have an end date.  This type of contract is often used to cover Maternity leave. If you choose this option our fee is pro-rata and you can extend end dates to suit business needs.

Contractors– Contractors can be a short-term solution to your “gap”. Highly skilled contractors are much sought after in this type of climate. Contractors are predominantly self-employed and are responsible for their own tax so will not be part of your payroll but a “cost” to your business. They generally charge an employer a day rate and although may appear expensive, will allow you flexibility. If you are considering recruiting a contractor the best time to do this is as soon as possible. Historically we have experienced upsurges of employers battling it out for the most skilled contractors who can literally take their pick of jobs when the demand is high.

NB: Some contractors are willing to take a fixed-term contract which we can arrange on your behalf; this gives you the employer, peace of mind that a contractor will see your job through when other employers will try to entice a contractor to their project by offering an increased daily rate.

Langley James can help you with all your IT recruitment needs we have our own internal database of more than 800,000 IT professionals available on daily, weekly and monthly contracts give us a call today on 0207 788 6600 or go to www.langleyjames.com.

UK employment at record high….but employers will have to pay for it!

Jun 21, 2016 | IT

The UK has its highest ever employment rate of 74%, with a record 31.4 million people in work.

 Over the past year, the number of people in work has risen 588,000, with nearly 75% of the rise in employment in the past year being full-time.

 Today’s official figures show that over the last year more than half-a-million more people are now in work, bringing employment to a new record high of 31.4 million.  This growth has been driven by a rise in full-time jobs and the number of vacancies has reached more than 750,000.

 Unemployment now stands at 5.1% – the lowest since early 2006 – and long-term unemployment has fallen by 25% over the year to 488,000, the lowest in six years.

 Wages have grown slowly, however, rising 2% over the last year.

  “Average earnings growth has also fallen to 2%, which is close to the underlying rate of pay growth that we’ve seen over the last few years.  This is not surprising because the fundamental conditions required for a step change in pay growth are simply not there.  Most employers still believe there are enough competent applicants out there to fill their vacancies, and, furthermore, productivity growth remains relatively weak. Conditions remain good for firms to invest in training and development and upgrading the skill content of jobs.”

“The UK jobs landscape is changing. Strong sterling is already severely dampening our ability to manufacture and sell goods overseas. Scotland’s oil industry has been hit hard by falling prices. Meanwhile, the IT and Technology sectors are booming with new vacancies opening faster than we can fill them. As the number of jobseekers still available to fill new openings decreases, upskilling workers will become a crucial component of fixing the skills shortage.

“Improving wages are a bright spot on the horizon for workers and this means employers will have to start increasing salary packages. If you are unsure of what salary you need to budget for an IT support, Development or Senior Manager role give us a call to talk through your vacancy at Langley James 0207 788 6600 or visit www.langleyjames.com

Homophobia in the workplace is an employer liable?

Jun 21, 2016 | IT

Following the attacks at an Orlando nightclub the question is where is this behaviour allowed to breed? As an employer or manager we need to be aware that homophobic comments by employees or third parties can get employers into hot water: the European Court of Justice (ECJ) ruled that Romanian football club FC Steaua was engaging in discriminatory hiring practices after one of its well-known shareholders said that he would rather close the club than hire a gay player.

While it was established that the shareholder in question was not responsible for recruitment, he was perceived by the public as somebody who played a leading role in the club. The failure of the club to condemn and distance itself from his remarks was very damaging and the ECJ found that a case of discrimination could be inferred against the club from his comments.

In contrast to the US, where it is still legal in 29 states for an employer to discriminate against and fire workers for being gay, UK workers are protected against discrimination, victimisation and harassment because of sexual orientation by the Equality Act 2010. The Act doesn’t just protect the rights of gay workers: tribunals have also found in favour of heterosexual employees, such as in the case of a female employee who was made redundant from a gay bar and immediately replaced with a gay male employee.

Employers can be liable for the conduct of their employees and third parties, unless they can show that they have taken sufficient steps to prevent the discrimination, victimisation or harassment from taking place. Such steps would include: properly investigating complaints of unlawful behaviour, taking disciplinary action against any employee found to be discriminating against or harassing another, and implementing and adhering to rigorous equal opportunities and anti-harassment policies.

Employers should be aware that homophobic workplace ‘banter’ can amount to sexual orientation harassment even when the victim is neither gay nor perceived to be gay (for example one case, in which the heterosexual claimant was repeatedly called a “faggot” by colleagues). In a 2011 case, a tribunal found that an employer had harassed a (heterosexual) employee because of sexual orientation, when two of its employees used his iPhone without his permission and changed his status update on Facebook to read “finally came out of the closet, I am gay and proud”. The employee was not gay and did not believe that his colleagues thought he was.

This high-profile tweet is a reminder of the prevalence of social media and of the speed with which discriminatory comments can capture the public’s attention. In light of the huge increase in popularity and use of social media, employers should consider adopting a social media policy that sets clear standards for employee use of social media, and reminds employees that inappropriate online conduct can constitute a disciplinary offence.

Such a policy should provide example of inappropriate conduct, include prohibitions on negative, defamatory or discriminatory comments about the company and its employees, and should cross refer to the employer’s bullying and harassment and equal opportunities policies and as a best practice should be presented to all employees at induction stage.

If due to such conduct your organisation has to recruit Langley James can assist you in finding high calibre IT support and Development professionals please call 0207 788 6600 or go to www.langleyjames.com to see how we can help you.

UEFA Euro 2016 how to handle it…

Jun 6, 2016 | IT

With UEFA Euro 2016 Cup just around the corner, employers need to keep an eye out for staff absences caused by these sporting events. Find out what you can do to encourage employees to enjoy the celebrations, without disrupting your business.

The country set to be gripped by football mania (to be closely followed by The Olympics 2016) employers need to keep an eye out for staff absences prompted by the beautiful game.

England’s Group B fixtures for the most part will be taking place initially at weekends, the third game is Thursday June 16 th 2pm however not all your employees will be following England! It may be useful for employers to make a note of the following dates to help you plan in advance and to look out for an increase in absences:

GROUP A 

Friday, June 10: France v Romania (20:00, Stade de France, Paris)

Saturday, June 11: Albania v Switzerland (14:00, Stade Bollaert-Delelis, Lens)

Wednesday, June 15: Romania v Switzerland (17:00, Parc des Princes, Paris)

Wednesday, June 15: France v Albania (20:00, Stade Velodrome, Marseille)

Sunday, June 19: Romania v Albania (20:00, Stade de Lyon)

Sunday, June 19: Switzerland v France (20:00, Stade Pierre Mauroy, Lille)

GROUP B

Saturday, June 11: Wales v Slovakia (17:00, Stade de Bordeaux)

Saturday, June 11: England v Russia (20:00, Stade Velodrome, Marseille)

Wednesday, June 15: Russia v Slovakia (14:00, Stade Pierre Mauroy, Lille)

Thursday, June 16: England v Wales (14:00, Stade Bollaert-Delelis, Lens)

Monday, June 20: Russia v Wales (20:00, Stadium de Toulouse)

Monday, June 20: Slovakia v England (20:00, Stade Geoffroy Guichard, St Etienne)

GROUP C 

Sunday, June 12: Poland v Northern Ireland (17:00, Stade de Nice)

Sunday, June 12: Germany v Ukraine (20:00, Stade Pierre Mauroy, Lille)

Thursday, June 16: Ukraine v Northern Ireland (17:00, Stade de Lyon)

Thursday, June 16: Germany v Poland (20:00, Stade de France, Paris)

Tuesday, June 21: Ukraine v Poland (17:00, Stade Velodrome, Marseille)

Tuesday, June 21: Northern Ireland v Germany (17:00, Parc des Princes, Paris)

GROUP D 

Sunday, June 12: Turkey v Croatia (14:00, Parc des Princes, Paris)

Monday, June 13: Spain v Czech Republic (14:00, Stadium de Toulouse)

Friday, June 17: Czech Republic v Croatia (17:00, Stade Geoffroy Guichard, St

Etienne)

Friday, June 17: Spain v Turkey (20:00, Stade de Nice)

Tuesday, June 21: Czech Republic v Turkey (20:00, Stade Bollaert-Delelis, Lens)

Tuesday, June 21: Croatia v Spain (20:00, Stade de Bordeaux)

GROUP E 

Monday, June 13: Republic of Ireland v Sweden (17:00, Stade de France, Paris)

Monday, June 13: Belgium v Italy (20:00, Stade de Lyon)

Friday, June 17: Italy v Sweden (14:00, Stadium de Toulouse)

Saturday, June 18: Belgium v Republic of Ireland (14:00, Stade de Bordeaux)

Wednesday, June 22: Italy v Republic of Ireland (20:00, Stade Pierre Mauroy, Lille)

Wednesday, June 22: Sweden v Belgium (20:00, Stade de Nice)

GROUP F 

Tuesday, June 14: Austria v Hungary (17:00, Stade de Bordeaux)

Tuesday, June 14: Portugal v Iceland (20:00, Stade Geoffroy Guichard, St Etienne)

Saturday, June 18: Iceland v Hungary (17:00, Stade Velodrome, Marseille)

Saturday, June 18: Portugal v Austria (20:00, Parc des Princes, Paris)

Wednesday, June 22: Iceland v Austria (17:00, Stade de France)

Wednesday, June 22: Hungary v Portugal (17:00, Stade de Lyon)

LAST 16 

Match 1: Runner-up Group A v Runner-up C (14:00, June 25, St-Etienne)

Match 2: Winner B v Third-place A/C/D (17:00, June 25, Paris)

Match 3: Winner D v Third-place B/E/F (20:00, June 25, Lens)

Match 4: Winner A v Third-place C/D/E (14:00, June 26, Lyon)

Match 5: Winner C v Third-place A/B/F (17:00, June 26, Lille)

Match 6: Winner F v Runner-up E (20:00, June 26, Toulouse)

Match 7: Winner E v Runner-up D (17:00, June 27, St-Denis)

Match 8: Runner-up B v Runner-up F (20:00, June 27, Nice)

QUARTER-FINALS 

Match 1: Winner Match 1 v Winner Match 3 (20:00, June 30, Marseille)

Match 2: Winner Match 2 v Winner Match 6 (2000, July 1, Lille)

Match 3: Winner Match 5 v Winner Match 7 (20:00, July 2, Bordeaux)

Match 4: Winner Match 4 v Winner Match 8 (2000, July 3, St-Denis)

SEMI-FINALS 

Winner QF1 v Winner QF2 (20:00, July 6, Lyon) 

Winner QF3 v Winner QF4 (20:00, July 7, Marseille)

FINAL

Winner SF1 v Winner SF2 (20:00, July 10, St-Denis)

As an employer you have a number of options open to you:

Use annual leave

Invite staff to book annual leave if they wish to watch sporting fixtures that occur during work time. Encourage staff to book holidays with sufficient notice if they are going to need time off. This will help you to plan ahead for any staff shortages. You could also offer unpaid leave if you have enough staff to cover absences.

Allow flexible working

Let employees leave early to watch sporting fixtures, but ask them to either start earlier, finish later or a combination of both on the same or another day during that week to make up the missing time. Other flexible approaches include allowing staff to swap shifts, if feasible.

Do nothing

You could take the view that any unauthorised absence is just that and, if staff choose to be absent on that day without taking a holiday, they leave themselves open to disciplinary action.

Watching sporting events at work

Install a TV screen or projector screen so that employees can watch a game and use the occasion as a team-building event, so no one has to take days off. Or, if you don’t have a TV, let them listen to it on the radio. However, you should be aware with either of these options that you will need either a TV licence or a licence from the Performing Rights Society for radio use. And remember, not everyone will enjoy watching sports, so be mindful of others when making arrangements.

Use it as a perk

While you have no obligation to cater for your employees; sporting interests, you could aid motivation by using an hour or two's time off to watch a sporting event as an incentive, perhaps based upon individual or group performance.

Review your internet policy

Employees may try to watch sporting events online or follow instant updates on news and social media sites, so you should remind them of your internet use and monitoring policies. It is up to you to decide whether you’re happy for your employees to keep track of events online; this might cause less disruption than people taking time off, but it is worth bearing in mind that if staff are streaming live sporting fixtures on a company-owned computer, you should have a TV licence to do so.

Remember that not all employees will be supporting the England team. So, to avoid any discrimination, it will be important that, whatever you decide to do, you offer the same concessions to all employees who wish to watch fixtures involving their chosen country.

Rebuilding Your Staff Employee By Employee

Jun 6, 2016 | IT

Problem – “Some Employees are minimal and you can’t get any improvement”

Solution – rebuild your business one employee at a time

Minimal employees have become the bane of business. These employees do just enough to get by and no more.  A business with good market share and potential, a good strategy but with poor results then it almost always points to minimal employees. Sometimes owners/management see this but often it takes an outsider to point it out. Once this is understood to be the problem the question is – How to be rid of these bottom-feeders and get some good people in their place? The answer is to build it employee by employee. The following are some key concepts when considering a personnel ‘upgrade’:

1. Understand that minimal employees cause discontentment with productive employees. Good employees often leave because of minimal employees. Having a minimal employee can hurt the entire operation. Realising this is important when difficult decisions need to be made.

2. Understand that most businesses cannot shut down as they reorganize or redesign. Using the analogy of a flying plane: you cannot stop the plane to fix it – you have to fix it while it is flying. The rule here is ‘don’t shoot yourself in the foot’. Usually this means don’t fire or lay-off until you have replacements.

3. View employees as resources and profit centres – not just expenses. Minimal employees are usually cheaper but deliver much less value.

4. Review your staffing at least once a week. (depending on the circumstances this may be necessary more often.) Go through each employee and determine his or her appropriateness for the business.  Use a spreadsheet, keep notes and strategies current so they can be constantly reviewed.  Highlight those employees that are ‘on the bubble’ or are delivering questionable value.

5. Do evaluations and reviews every three months. Once or twice a year is simply not enough.

6. Measure and evaluate your people weekly. Producers welcome the attention and ‘bottomfeeders’ will do all they can to avoid the scrutiny. Find some criteria for even those hard to measure job classifications – like service rep.

7. Find out if the poor producers have potential. Time and time management want to let someone go but not looking at potential. Sometimes they are amazed when they see a minimal employee blossom. It is usually better to give the minimal employee a chance or opportunity – if they do not want it they will often quit.

8. Understand that accountability is the employee’s responsibility – not management’s. It is management’s responsibility to do something about the lack of accountability if it is not there. This makes it much easier to deal with those tough decisions when the time comes.

9. Have a training and career plan for each employee.

10. Recruit right. The key to building a successful staffing is to make sure each new recruit is worth recruitig and is better than what you have. Here at Langley James we will go to extraordinary lengths to assist you in Recruit Someone Worth Recruiting. Consider work ethic, values, maturity, drive, creativity, etc. Truly amazing things happen when you replace a ‘bad apple’ with a good employee.

11. Look for ‘breakthrough’ employees that can bring high value quickly. This is usually a factor of skill, experience and work ethic. This can bring a corresponding sharp spike in performance.

12. Set up a system where employees can train or mentor each other. This tends to raise the standard throughout the business.

13. Constantly evaluate what your market and customers demand. Make sure you are hiring to meet this demand.

14. Make the processes automatic – daily if possible. If you stay focused the results will come. Focus on the process!

15. Be persistent.

How to Approach the Exit Interview

May 24, 2016 | IT

A lot can be learnt from exit interviews. Exit interviews are not a waste of time, although many deem them to be. It is an important exercise in order to determine if there is anything you can do differently going forward with your remaining team. It is important to remain impartial during the interview, and to ensure a balance between obtaining the relevant information whilst allowing the departing employee the positive closure they need.

The ultimate aim of the exit interview is to determine the reasons for the departure of your employee, on the basis that criticism is a useful driver for organisational improvement. A successful exit interview can give you an insight into the current working environment, culture, management approach and processes. Relationships amongst the team is a likely factor to be discussed. Some employees may be more forthcoming in providing information so do bare this in mind.

Try to keep the interview structured and contained. The objective of the meeting is to gain the relevant information. Ensure that the interview can:

• Identify what your organisation is doing well
• Identify any areas that can be improved
• Confirm the skills and experience a replacement employee will need in order take over the role and move forward.
• Provide an understanding to you of why the employee is leaving
• Allow the departing employee to say goodbye on good terms.

Finally, don’t take anything personally, and try to remain impartial. It can be difficult to hear an employee talking negatively about the organisation, but if this is the case, turn it around and use the information positively, make changes accordingly and move forward with the remaining team. Any feedback is useful whether positive or not.

Let us know your thoughts on the issue. You can join in the conversation on Twitter, Facebook, LinkedIn and Google+.

If you need help in recruiting for both permanent and contract staff, please contact us on 0207 788 6600 and one of our expert consultants will be ready to help.

You can view all our latest vacancies here. 

36% report pay rise, whilst 3% have salaries slashed

May 10, 2016 | IT

36% of people have had a pay rise this year according to Mori iPSOS. Out of the 1600 people who were surveyed, one-in-three report their pay to have been frozen this year, while 3 percent are suffering a pay cut. Although 64 percent are reporting their pay to have been revised higher, only 23 percent are reporting an increase of more than 2%.

The survey responses collectively point to employee pay reviews leading to an average pre-tax salary increase of just 1.3% this year, higher than the 1.0% increase signalled for 2015 but below the 1.5% rate recorded in 2014.

It is reported that pay reviews in the public sector in April continued to lag behind those in the private sector, with salary growth rates of 1.6% and 0.9% signalled respectively, although both are up on 2015. Shockingly, the proportion of employees in the public sector reporting a pay cut or freeze rises to 51 percent compared to 28 percent in the private sector.

It was also recently reported that less than half happy with what they’re earning, and the vast majority are looking to change jobs in the next two years.

It is widely known that now more than ever before, employers are focusing on retaining and developing strategies in order to retain their staff in an increasingly competitive market.

Let us know your thoughts on the issue. You can join in the conversation on Twitter, Facebook, LinkedIn and Google+.

If you need help in recruiting for both permanent and contract staff, please contact us on 0207 788 6600 and one of our expert consultants will be ready to help.

You can view all our latest vacancies here. 

Why Productivity is Lacking

Apr 11, 2016 | IT

The UK Government’s recent ‘Productivity Plan’ was attacked as lacking in original ideas and clear goals, and was slammed as “nothing more than a list of recycled policies”, by a group of MPs. It is clear that the UK is facing a long-term productivity problem which is being made worse by the financial crisis that the country has faced over the years. The economic downturn was labelled by MPs as “the most damaging financial crisis seen in generations”.

It seems as though the battle between productivity and the economy is transpiring as nothing more than a vicious circle. High levels of productivity contributes to growth, and growth prompts high levels of productivity. The Government’s efforts to “fix the foundations and create a more prosperous nation” is under severe criticism. Is it time to take the growing issue into our own hands?

Learning and Development

It is reported by the OECD that the UK suffers from several weaknesses in its overall skills base which is what is heavily contributing to the longstanding productivity gap with other European countries and the United States. According to the report, numeracy and literacy skills in England and Northern Ireland are among the lowest, and the standard and level of intermediate professional and technical skills are set to drop to 28^th out of 30 European countries. 

The rapid pace at which working environments are changing due to technology, laws, policies and global competition means that skill sets must be continually updated. Learning and development is a crucial organisational strategy that ensures a sustainable and successful organisation through the identification of core skills and competency required in order for staff to achieve to the best of their capability, and the implementation of development plans.

An employee is more likely to perform to a higher standard and demonstrate a higher level of productivity if they are confident they have the knowledge and capability to achieve in their role.

Company Vision

Any good business has a clear vision, and through this vision goals can be set. Goals can be set for both the business as a whole and for each employee as individuals benefiting everyone. Unfortunately, this isn’t always the case. A lack of clear vision and goals can be detrimental to productivity, satisfaction and ultimately retention. Productivity levels begin to deteriorate when people feel little purpose or as though their contributions are meaningless.

Begin by assessing the current state of your business and determining what your team expects of you, and what you need from your team in order to reach your objectives. Determine also, any personal career goals your employees may have and how they want to reach their goals. This way, when you set objectives for both the business and for individual employees, you can tailor them so that they benefit all parties. Productivity levels in likely to increase when an individual feels that they are not only contributing to the companies targets, but are working towards reaching personal goals too. Read more on implementing career development plans.

Setting KPIs is a great way of measuring and determining whether employees are meeting targets and fulfilling objectives, but be careful not to create additional stress or pressure to the employee, you will ultimately achieve the opposite of what you are trying to if you do. Set provisions in place in that cater for those who may underachieve, nurture these employees, identifying where the employee is struggling and aiding them in achieving goals, or adjusting objectives where necessary. Help your team reach their full potential rather than firing those who are underachieving. Don’t forget, a high turnover costs more to a company than simply nurturing and retaining your staff. Set goals that will not only benefit the business as a whole, but help your employees grow and reach their personal targets to the best of their potential.

Workplace Stress

Stress is detrimental to all aspects of an employee’s performance. According to research conducted by Towers Watson, employees suffering from high levels of stress have lower engagement levels, are less productive, and ultimately absenteeism levels are far greater compared to those who are not working under excessive pressure. Stress is inevitable in most working environments. They key to retaining and maintaining satisfaction and productivity levels among employees is helping your staff to manage stress more effectively. Time management plays a pivotal role in reducing stress. An overwhelming workload, too many demands and feeling like there is not enough time will undoubtedly trigger a sense of frustration and panic, and helping your employees to organise, prioritise and plan more effectively is the first step in managing productivity levels.

Of course, stress can have a positive effect on some, kick-starting adrenaline and motivating an individual to perform quicker in order to meet demands and requirements. But poor management and too much exposure to stress will eventually induce a lack of engagement and productivity, as well as negatively influencing loyalty and commitment to the company. Read more on stress management.

Lack of Effective Communication

One of the fundamentals to enhancing productivity is creating satisfaction, and the key to achieving that is by creating clear and effective communication. An effective system of communication means that all employees must have full knowledge of the hierarchy. Each member of staff must be aware of who they can talk to in regards to any issues they may be facing, and ensuring accessibility to the mentors and managers who deal with their issues is of paramount importance.

Creating clear communications refers to both interpersonal communication, and communication through technologies. Utilise technologies and systems that help employees compete tasks more efficiently whilst allowing them to share information, ideas and help and support colleagues. Tools such as Yammer and Office 365 are a great way of allowing staff to share and communicate efficiently. When communicating with employees, ensure that every comment you make is actionable; provide feedback to employees on a regular basis; and ensure that any criticisms are constructive. Following these three simple steps will promote open communication and encourage honesty. Read more on open communication.

If you are looking for someone to join your team who can help you manage employee productivity, satisfaction and retention, then call us today on 0207 788 6600 and we can help you find the right HR professional for the role.

Interview Refresher

Apr 6, 2016 | IT

Have you become an interview robot? It can be easy forget the aim of what you are wanting to achieve when conducting an interview – especially when you have sat through so many. If you are in need of an interview refresher, you have come to the right place. It can be difficult to determine what will equate to a good IT candidate. Here we have compiled a few pointers to finding a great candidate and the best questions to ask in order to prize out the information you really need from the candidate.

1. “Outline any current issues or trends in technology”

Ask the candidate to outline some current issues that are impacting upon the technology industry. You are not focusing on the specific issues they discuss, but their ability to identify these issues is key. This demonstrates reactiveness and outlines how the candidate would react to any changes in technology that would impact upon them.

2. “What did you do when you were asked to undertake a task you didn’t understand?”

This question provides the candidate with an opportunity to demonstrate how they problem solve and overcome issues when faced with them. You can assess how well you feel the candidate overcame the issue. Did the candidate overcome the issue through thought-out strategy and planning? Or did the candidate leave the issue to spiral until someone else became involved. Determining the quality of a candidate’s problem solving skills is crucial in determining whether they will be a good fit for the role and for your organisation.

3. “Outline a time you were asked to complete a task or project that you had no previous experience in”

This could be regarding a new technology, a new industry or a project they had never undertaken before.  This is a great follow up from the previous questions as it allows the candidate to further their explanation of how they respond to change and overcome issues. It is good to get to know how a candidate reacts to change to be able to gauge how well the candidate will settle into a new working environment. It is also a good way of assessing whether their answer confirms or contradicts their previous answers.

4. “Do you get bored easily?”

A candidates instant reaction to this type of question is quite often ‘no’. It is assumed that boredom equates to a low performing, underachieving employee, so people will often steer clear of admitting to boredom. But in an industry such as technology, new tasks and projects are often arising, so a candidate who is frequently looking for new challenges can be a positive thing.

5. “What do you expect the role to entail and what would you like the role to entail?”

This is an opportunity to manage expectations – do their expectations meet yours? At this point you can assess whether you feel the candidate understands the role and the task in hand, and also gives the candidate the chance to disclose any expectations they may have of the role. This question allows you to decide whether you feel they will perform well in the role and meet the required expectations. You also want to ensure that the candidate can get the most out of the role from a personal and professional level and will fulfil the candidate’s requirements too. If expectations do not match, it may be a big indicator that this person may not be right for the role, and may impact upon your decision as to whether to proceed any further with their application or not.

6. “Where do you see yourself…?”

At this point you can give a timescale. 6 months? 1 year? 10 years? Whatever timescale you provide, it will indicate whether the candidate has any aspirations or goals, and whether they have the desire to achieve these goals. You want to find out what they want from their career. Does the candidate want to further their career through L&D, courses, qualifications or experience? At this point you can clarify whether you will be able to aid the candidate in reaching their goals. Again, this is all about managing expectations.

7. Case study

Provide the candidate with a small case study outlining an issue the company may have faced in the past (this can be fictional) and ask them to provide you with a solution to the problem. It is not so much the final answer that you want to focus on, but how they break down the information you give to them and how they utilise the information effectively to come to a conclusion. This does not need to be a complex issue, the purpose of this is not put the candidate under a great amount of pressure or confuse them. It is good to encourage them to ask questions. It is important to observe the relevance of the questions and asses how they utilise the information to contribute towards the outcome.

8. “Tell me about your hobbies and interests”

Do not overlook this step as unnecessary or unimportant. This is a chance put the candidate at ease, and a chance for you to get to know their personality. This question is a great way to allow the candidate to demonstrate their passion for something they enjoy doing and express their enthusiasm.

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.

Work-life Integration and the Rise of the Remote Worker

Apr 6, 2016 | IT

So we know that work life integration is on the rise, and goes hand in hand with remote working. But does it really work? New research that captured data from the UK, the United States and Germany revealed that almost 70% of people who described their team as “very successful” have more than half their team members in different locations, and collaborate freely and successfully regardless of their location. These figures demonstrate that being sat at the same desk each day with all workforce under the same roof does not necessarily equate to productivity.

As with any new way of working there are benefits and challenges. Remote working is increasing particularly within the digital sector. It is evident that remote working appeals to most employees. It allows flexibility, allows for both personal and work goals to be achieved and cuts down on wasted time and money spent on commuting.

But will employers reap the same reward from implementing a remote working plan. It is actually proving beneficial to both staff and employers, with firms who advocate remote working stating that it is a great way of attracting and retaining staff and increasing productivity. It also shows the employee that you trust them and demonstrates your confidence in them to which, in turn, will boost their confidence.

It is argued, however, that implementing remote working policies can be a challenge and that potential issues with technology pose a great threat to the employee’s productivity levels.

Although this is a growing concept that proves to be working for those organisations who practice this working method, most companies do not cater for this type of working environment. In fact, it is discouraged due to rules, regulations and set working hours. Perhaps now is the time to rethink the way we structure the working day, and allow more flexibility.

Let us know your thoughts on the issue. You can follow us on Facebook, Twitter and LinkedIn.

Why Work Life Balance is Becoming a Thing of the Past

Apr 6, 2016 | IT

98% of executives check their work emails during personal time outside of the workplace and 63% check emails as often as every hour according to research conducted by Gyro and Forbes Insight. Team Viewer and Harris Interactive furthered this, reporting that 61% of employees are willing to work during vacation. Reasoning for this was put down to the nature of their role. In particular, Managers and Directors feel they have no choice due to ongoing responsibilities.

Professionals are increasingly willing to blur the line between work and home. It is argued that if people love what they do then why should there be a strict divide between work and home? There has always been a strong emphasis on prioritising between work and lifestyle through creating a work-life balance. Whilst this concept remains a fundamental part of maintaining job satisfaction, minimising stress levels and ultimately maintaining good health and wellbeing, the focus is now on managing time effectively so that you can integrate the two without added stress.

Work-life integration is a concept that allows workers to accomplish both work requirements and personal requirements in a more blended process. It is about allowing flexibility meaning time does not have to be so rigidly split between working hours and non-working hours. This works well for those who are happy to take a 6am conference call but then take an hour out mid-afternoon for a gym session; or for those who prefer to be able to take calls from family members and friends, but then are willing to take work calls during holidays or attend to emails at night.

The rise of the remote worker has contributed significantly to the shift from a ‘work-life balance’ to integrating work duties and lifestyle. Technologies and platforms such as Office 365, Google Docs, Skype and social media platforms have played a big part in allowing remote working to take place and has made work life integration far more possible than ever before. It is suggested that by 2020 the number of people working from home at least once a week is set to increase by over 60%.

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Poor Employer Branding could cost you £3,297 per hire

Apr 6, 2016 | IT

Just how important is employer branding? The transparency that social media has brought to employer branding has prompted the need for a strong brand advocacy.

Richard Mosley, author of The Employer Brand supported this “the most important change [in employer branding] has been a shift from promoting employer brands through recruitment advertising campaigns to a more diverse flow of authentic, employee generated content through social media.”

Websites such as Glassdoor are contributing to the shift in power, with companies needing to sell themselves to candidates as opposed to candidates having to sell themselves to the company. We also know that due to growing competition in acquiring talent, people now have a far greater choice over where they work. This means employer advocacy is more important than ever before.

Recent research into the importance of employer branding has finally put some hard figures to the issue, supporting that a poor employer brand can be detrimental to your company and it will cost you.

The study comprised of over 1000 nationally representative respondents, all of which are full time professionals. The top three concerns that would deter a potential candidate from taking a role within a company included a lack of job security, dysfunctional teams and poor leadership. Almost half of the respondents said that they would rule out working for a company all together if they displayed any of these traits.

The three traits that potential employees look for when applying for roles are employer stability, opportunities for career growth and the chance to work within a good team. These traits are considered as important to potential employees and demonstrate a good reputation.

The research revealed if the reputation of the brand is poor, that a pay increase of at least 10% was needed in order to entice a new employer. This translates to approximately £3,297 per hire.

The study also revealed that that in order to compensate for a poor reputation, a company with over 10,000 employees or more could be spending £5.3million in additional wages.

According to the study, job applicants soared by up to 500% when a company showcased aspects of their working environment on social media.

“The crucial first step is to understand why you’re struggling to hire,” said Mosley. “Some organisations help employers determine levels of awareness among the talent groups they are seeking to hire, what these people currently associate with the employer and how this aligns with what they’re looking for.

“Once this is clear, it makes it a lot easier to define a more compelling employer value proposition, focus your communication efforts and ensure you deliver on your promises.”

Read our tips for creating a strong employer brand.

If you are looking for someone to help you to improve your employer branding then please contact us on 0207 788 6600 and our expert consultants will help you find the right HR professional for the role.

What Recruiters Look For in Your CV

Mar 7, 2016 | IT

When applying for new roles, the quality of your CV is of paramount importance and instantly determines to a recruiter whether you are going to be suitable for the role or not. It is estimated that the average number of applicants one corporate job attracts in the UK is 250. Often, out of these only 4-6 people will be called for interview and 1 who will get the job. These are tough odds for those on the search for a new role. The jobs market is extremely competitive, so ensuring your CV is the strongest it can be is fundamental in your job search. Here are a few pointers to ensure your CV will stand out from the crowd:

Current Job Status
Not only do the details of your current job role give an indication of whether you the relevant experience for the role they are applying for, but it poses the question – why are you wanting to leave? If a candidate has only a few months in their most recent role, recruiters will often want to know why you are moving on so soon. Were you fired? Are you simply hating the role? It is always better to be honest about why you are wanting to move on, regardless of the reason. This is an opportunity to disclose your current status. Do not worry about the reasoning behind your wanting to leave, what really counts is your experience and ability to do the job.

Experience
Recruiters will scan your CV and try to determine whether you have a flow of relevant job progression shown in your previous roles. Increasing levels of responsibility is a good indication that the candidate is consistent and has a focus. Make sure that your CV gives an honest representation of previous positions. Do not try to mislead recruiters by over-exaggerating your responsibilities – the truth will always come out. Demonstrate throughout your resume where you added value to the company and describe positive contributions you made to the business.

Skills and Keywords
Don’t forget, a recruiter will only spend less than 30 seconds looking through your CV, so it’s crucial that you highlight skills and keywords that are relevant to the job that you are applying for. This demonstrates that you already have the experience required by your potential employers. You must ensure that keywords are easy to spot, so a clear, concise and well laid out CV makes all the difference. This does not mean your CV can’t be authentic. You must not, however, under any circumstances add keywords to your resume that you haven’t any experience in. Recruiters are on to you and if they find out you have lied, it will be an instant no-no.

Gaps
People have a misconstrued idea in employment, that if you have gaps in your CV it will be an instant rejection. This is simply not the case. If you have a gap in your CV, explain why there is. You may have taken some time out to start up your own business that didn’t work out, or taken a few years out to raise children. That’s fine, just explain that. Gaps will never go against you if you can show that you did something productive in that time. Where recruiters become skeptical about gaps in employment, is when a candidate cannot support their reasoning or are coy about their time out of employment. In some instances candidates may be reluctant to discuss time out of employment due to personal reasons, and feel they have to go into great detail – you don’t! Just explain to recruiters why you may feel uncomfortable divulging such information.

Education
The necessity to highlight in detail your education varies depending on the role being recruited for. It is necessary to highlight relevant certificates and diplomas, particularly if they are listed on the job description as essential or desirable. You may feel it beneficial to provide a brief outline of any key learning outcomes that may contribute to enhancing your ability to fulfil to the role. But try to limit the level of detail you go into when describing your qualifications, particularly if they may be irrelevant to the job role. A small overview of your education is all it needs.

If you need any assistance in your job search, then please do not hesitate to call us on 0207 788 6600 and one of our friendly expert consultants will be happy to help.

Future-Proof Your Career With The Most Sought After Skills in IT

Mar 7, 2016 | IT

Technology continues to develop and progress at a phenomenal rate and these advances in technology means that skill sets required are continually changing. Now is a great time for opportunity and growth for IT professionals. The rate of growth in technology means that IT skills are in high demand meaning opportunity for a higher salary, job security and job advancement. The evolvement of IoT, Big Data and Cybersecurity continues to dominate the spotlight in the world of technology. So what skills will IT professionals be needing in 2016 in order to keep ahead of the game. Here we have complied a list of the most in-demand skills needed in order to keep up with the ever-evolving tech industry.

Big Data
The growth of demand for talent in big data is set to continue to increase. Talent in the Big Data field is rare but demands are high as businesses are becoming more aware of the importance of data science and are striving to improve their business processes by becoming more data driven. Data Scientists, DBAs and Database Technology Engineers; and Quantitative Analysts and Managers are some of the most sought after talent in technology at the moment. Demand for talent far outpaces the supply of talent in the current market and companies are requiring a high level of quantitative and technical expertise. If you are experienced in the field of big data then you will frequently be sought after and are unlikely to go short for job offers.

Cybersecurity
The expansion of the IoT market and increasing connectivity means an increase in potential hacks. The UK Governments budget pledge of almost £140million to develop applications for IoT and Smart Cities is sure to create great opportunities for businesses to become more efficient in their processes and aid in creating exciting new products to bring to the market; but also poses great threats. 2015 saw some of the most destructive hacks to date and the sheer breath and sophistication of these hacks means that attacks are getting worse at a far more frequent rate. Cybersecurity is therefore becoming a priority to businesses and protecting Intellectual Property, Operational Infrastructure and customer data is becoming more crucial than ever before. It is reported that security skills are in high demand due to short supply and companies are fighting to obtain the best talent to help them to identify weaknesses in their security and improve their security processes.

Cloud Computing
Businesses have rapidly been moving into the cloud for quite some time now. Companies are increasingly requiring experts in cloud adoption and integration. It has been predicted that a large majority of IT budget will be spent on cloud computing investment in 2016. The movement in hybrid cloud deployment will mean that this will be a highly sought after skill of IT professionals who specialise in cloud computing. Yulitza Peraza, analyst in quantitative services at 451 Research said: “Cloud computing is on the upswing and demand for public cloud services remains strong. However, public cloud adoption continues to face hurdles including security concerns, transparency and trust issues, workload readiness and internal non-IT-related organisational issues”. It is clear from this that cloud support will continue to remain required by businesses – now may be the time for IT professionals to get one step ahead of the game by immediately doing all they can to enhance their credentials when working with the cloud. 

Coding
Research suggests that the internet has generated 2.6 jobs for each lost to technology related inefficiencies. This indicates that having the skills and experience in coding can help to future-proof your ability to find work in the modern economy. Coding became part of the school curriculum in 2014 –and with good reason. It has been estimated that over the next 10 years there will be 1.4 million jobs in computer sciences and only around 400,000 graduates qualified to do them. Linda Liukas, co-founder of coding workshop programme Rail Girls, believes that coding is “the literacy of the 12st century”. IT recruiters are always looking for candidates with experience in HTML, Java, JavaScript, PHP and Python. If you can include these skills on your resume then you are ticking all the right boxes. All businesses want to ensure that their website looks great and has robust, secure and stable back-end software to support it. 

Mobile App Development
There is a constant need for web and app developers due to the rate at which new and improved smart phones and tablets are being released. As a result of this growth, there is a demand for new apps to be developed for both IOS and Android. According to Gartner, by the end of 2017, market demand for mobile app development services will grow at least five times faster than internal IT organisation’s capacity to deliver them. If you have experience with C++ and Java, and the newer programming languages such as Apple Swift and Hybrid App Development, then you will be invaluable to companies wanting to create new and innovative apps.

If you’d like to speak to one of our expert recruitment consultants about hiring IT personnel for your team or would like further advice regarding your skill set, then get in touch with our team here.

Internet of Things (IoT) Security- The Challenges and Pitfalls

Mar 7, 2016 | IT

Internet of Things (IoT) is quickly becoming a phenomenon that is taking over our everyday lives. Mundane objects such as vehicles, household appliances, office appliances and even buildings are now becoming digitally connected, enabling intercommunication and autonomous machine-to-machine data transfer. The growth of IoT is moving at a dangerously fast pace, and it has recently been suggested that the number of active wirelessly connected devices will exceed 40 billion by 2020. Rapid adoption of IoT means that these devices are attractive targets for criminals.

Recent vulnerabilities in IoT devices, continue to highlight the seriousness of enhancing and improving the security of these devices. Earlier this month it was reported that a number of baby monitors were being compromised, enabling hackers to change camera settings, monitor live feeds and provide access to other hackers to monitor live feeds. The security of internet-connected cars was also under scrutiny recently, when it was revealed that a number of malicious activities enabled hackers to take control of entertainment systems and even shut down cars in motion. Malicious actives such as these are now also posing great threats to health. Wearables such as the Apple Watch, and Android Wear are being compromised to enable hackers to use the motion sensors within these devices to steal information and even health data. Some hacks involve medical devices which could have consequences on patients’ health.

It is not the first time that these sorts of issues have arisen. When the US introduced RFID tags to passports, personal data could be accessed from 30ft away, using a device that was easily available on sites such as EBay for as little as £180.

IoT security is now an issue of high importance and concern. Figures from a study undertaken by Strategy Analytics that looked into IoT system security, revealed that 70% of IT departments spend less than 20% of their time securing corporate network and data assets; while 56% agreed that their firms had or may have experienced a successful security breach.

Laura DiDio, SA director of IoT Systems Research and consulting and author of the report stated that “the survey results are a huge wake-up call.” DiDio furthered this, “IoT environments exponentially increase the size of the attack vector since companies have so many more devices, end points and applications to secure.”

What is being done?
Manufacturers and security firms are now trying to secure the world of IoT before it spirals out of control. Leading tech firms such Vodafone and BT have set up the Internet of Things Security Foundation, a not-for-profit organisation, designed to vet internet connected devices to identify vulnerability and offer assistance in security. Ben Azvine, global head of security research and innovation of BT said that the foundation will help IoT tech go mainstream without compromising privacy. Other founding members of the organisation include Imagination Technologies, Royal Holloways University of London, Copper Horse Solutions, Secure Thingz, NMI and PenTest Partners.

John Moor, director of the IoTSF, said the foundation was set up to meet an urgent need. “With so many concerns and a new complexity of security in IoT, it is important that we now start the necessary work in earnest to address known, yet not always addressed, and emerging vulnerabilities,” he said. “The scale and scope of the issues are formidable and as such they require a formidable response. This can only be achieved effectively by working together”.

Additional efforts are being made in order to tackle the issues in IoT security. Platforms such as Google’s Brillo, the Qualcomm’s AllJoyn platform and Apple’s HomeKit have been designed to enable large networks of IoT devices to identify and authenticate each other in order to provide higher security and prevent data breaches.

What’s next for IoT Security?
More still needs to be done to ensure a safe user experience to all who integrate these internet-connected devices into their day-to-day lives.

Gateways that connect IoT devices to company and manufacturer networks need to be secured in addition to just the devices themselves. Repositories where IoT data is stored are also attractive targets to hackers who use big data to make money- the security of these data archives also needs to be considered. Security updates both manual and automatic are still risky, safeguards need to be implemented in order to prevent updating interfaces from becoming security holes themselves.

It is inevitable that IoT is soon to play a far more pivotal role in our day to day lives, and will revolutionise the world of technology. But this major issue needs to be addressed and efforts need to be made by all in technology to ensure a safe user experience by all.

Let us know your thoughts on the topic. Will IoT revolutionise the world in the way in which it is meant to, or will it leave users open to serious risk and compromise of privacy? Tweet us @ITRecruitment or join in the conversation on our Facebook.

If you need help in hiring the next best IT professional to join your team, then call us today on 0207 788 660 and one of our friendly expert consultants will help you with all your recruitment requirements.

Long Working Hours, Overtime and Heavy Workload Having Adverse Effects on Managers’, Study Reveals.

Feb 29, 2016 | IT

A recent study into the quality of working lives, conducted by London’s Chartered Management Institute, produced some startling results. The aim of the study was to explore the well being, motivation and productivity levels of Managers; to determine contributing attributes that affect these factors; and to provide a solution to these issues. The report demonstrates the impact that leadership and organisational structure has on health and well-being. The results from the study aim to provide lessons and insights into what managers can do to improve their working life, and what line managers and directors can do in helping managers achieve a healthy working environment.

Some of the key issues that became apparent within the study is that digital presenteeism is having an adverse effect on managers; long hours are increasing stress levels – and even cancelling out annual leave entitlement; and workload is impacting on health and well-being. This being said, job satisfaction levels have increased from 55% in 2012 to 67% in 2015.

The Age of Digital Presenteeism: High connectivity = High stress

61% of Managers reported that they find it difficult to switch off from work commitments due to accessibility to emails. Remote access and connectivity to office functions, have been widely appraised by Managing Directors in a bid to reduce lost working hours due to absenteeism and unusual circumstances e.g. weather, however remote access is having adverse effects on Managers. 61% say that technology makes it hard to switch off, furthering this – those who struggle to switch off reported lower productivity levels and job satisfaction, and more frequent stress. In a bid to reduce the adverse effects of technology, 39% believe that out-of-hours, remote access to emails should be restricted by their employers.

Long Working Hours Cancels out Annual Leave Entitlement

A staggering 92% of managers work longer than their contracted hours. ‘Always on’ management is beginning to take its toll on UK Managers, with a staggering average of 29 days extra work a year in additional unpaid overtime, annual leave entitlement is being cancelled out by overtime all-together. 54% of Managers stated that long working hours are having a negative impact on them, however this is a 5% decrease from 2012. It is reported that stress is 3 times more common among those working longer hours, supporting this, 20% of those working over 3 hours extra per day said they often feel stressed.

The Effects of Workload on Health, Well-being and Motivation

The majority of Managers’ report a negative impact on their health and well-being due to workload.  The list of health implications that workload is having include mood swings, lack of appetite and overeating, and even depression and panic or anxiety attacks. Sleep loss tops this list with 57% reporting insomnia and muscle aches, followed by headaches and constant irritability. Managers in the public sector are currently facing significant organisational challenges including low motivation, productivity and job satisfaction. Motivation in private sectors, however, remain higher. This also applies to those organisations experiencing internal growth.

The Implications of Poor Management Strategy

The worst perceived management styles generate 4 times more stress than the best perceived management styles. According to the report, the ‘worst’ styles include secretive, risk-averse and authoritarian management styles; however, accessible, empowering and trusting methods of management come out on top as the most favorable styles of management. The favored methods drive job satisfaction levels up to 2.5 times more than the less-preferred methods. It was reported that the top engagement drivers are as follows:

1. The sense of achievement you get from your job
2. Your sense of feeling part of a team
3. Your relationship with your manager
4. Your ability to decide how to complete your projects and tasks
5. Your prospects for career enhancement.

Job Satisfaction on the Up

In contrast to the disheartening figures and statistics, job satisfaction is improving. 67% of managers overall are satisfied with their job – a significant increase from 55% in 2012, and a further 62% in 2007. One would wonder how this can be the case, given the unfavorable figures. However, there are some factors that significantly contribute to satisfaction. 39% reported that their satisfaction was down to growth of the organisation. 79% feel that their line manager trusts them, with a further 61% stating that they feel fairly treated by their employer. And finally, 76% say they are proud to work for their employer and believe in the values of the organisation.

Read our 5 steps to improving Managers’ well-being here.