Managing Your Workload and Workforce During Holidays

May 26, 2015 | IT

In the UK there are eight public holidays each year (with variations in Scotland and Northern Ireland) and for most of us that means a long weekend, a time to catch up on some chores and maybe even a BBQ.  However, for many organisations the show goes on as normal, or at least some bank holiday cover may be required. Add the looming school half terms and the summer holiday season and it’s enough to push some employers into a light sweat over cover.

For any period where you know you’re going to be short of staff, it’s important to find the right balance between bringing in new, potentially expensive and unnecessary, short-term cover and placing too much responsibility on remaining staff.  For some organisations national holiday periods such as bank holidays, Christmas and Easter may be quiet for the business if clients or customers are off enjoying their holiday too and can be a great time to play catch up. However for the rest, particularly service industries, the same work may need to be done but you will have distinctly less staff. This is when the importance of managing employee leave is at its most significant.

Good Planning

As with any aspect of business, a successful outcome is usually down to a foundation of good planning. Be clear on the facts and know what holiday your employees are legally entitled to. Consider maternity leave, those on sick leave and be sure to be clear about part-time worker’s entitlements. Develop a clear policy for holiday and requests and use a holiday dairy or calendar visible to everyone. If needed, introduce rules on when holidays can and cannot be taken to help meet your business needs. You can also prompt employees to take their annual leave – keeping a good track on who’s doing what with regards to their annual leave will mean you’re well prepared for covering any gaps.

Fair Policy and Recognition

Your high performers will be the most efficient and effective form of cover, but you need to be careful not to put too much demand on these employees who have a good skill set and if they are put under too much pressure may begin to think about a future elsewhere.  Ensure you are straight with employees and tell them why they’re required to do extra work and how long for, this will show that you respect them and will help to put the extra work into perspective. Reward those who’ve gone out of their way and worked hard, use employee of the month recognition or incentives for example. If the policy you have in place is fair and you treat all requests fairly and consistently, this is the best foundation for keeping everything running smoothly through times when there are a large number or employees on leave. Some organisations may see benefit in allowing their employees more control over annual leave, so they can balance their personal commitments and work life more individually, think about purchasing and selling annual leave or the ability to carry it over.

In general terms, following these principles of respect, good planning and fair policy should aid your business when cover is short, without the need to hire any external temporary workers. Ensure each department knows that an appropriate handover must be completed before they leave and hold a team meeting to allow any details to be covered and questions to be asked. Your employees deserve a break and if they have a great time on holiday and come back to see that their department hasn’t been destroyed in their absence or that their desk hasn’t been piled high with outstanding to-dos, you’re likely to have a happier, more productive workforce.

Is Flexible Working Having an Impact on Your Organisation?

May 26, 2015 | IT

In 2014 legislation came into place that made it possible for all employees with 26 weeks or more service to request flexible working. Up until then only those with young children or those with a dependant to care for, had the right to do so.

Finding a work/life balance can be tricky and the way people want to work is evolving as a ‘job for life’ is no longer appealing for most younger job seekers and older workers want to ensure quality of life, without retiring completely.

Who is likely to request flexible working?

Those with families and dependants are still probably the largest group likely to request flexible working, but the hope is that this legislation will make it easier and more acceptable particularly for men, no matter their position, to ask for flexibility. More than half of over 55s are likely to work past retirement age and the opportunity to work fewer hours may be appealing to those wanting to continue with an income and career but enjoy more time out in the build up to their retirement. On the other side of the scale many younger workers are attracted to flexible work with the aim of building up a portfolio, while possibly working on other projects or building up their own business at the same time.

What forms of flexible working are there?

• Part-time working
• Working from home
• Flexi-time – working outside of traditional office hours
• Compressed hours – working longer hours on some days to free up others
• Job-sharing
• Term-time working – paid or unpaid leave during school holidays

What are the benefits?

The benefits for the employee are obvious; ideally leading to better moral, productivity, lower labour turnover, and reduced absenteeism. However, organisations are beginning to see other benefits such as saving on office space and the costs involved in having staff present on their premises. Also, many firms may require their workforce to be flexible during busy periods of the year so offering your employees flexibility themselves should mean they’re more likely to return the favour.

Is there a downside?

A problem that has to be well managed and should involve some form of policy and procedure is the fact that there may be a number of conflicting requests submitted by employees. Organisations must be careful not to discriminate, as this could lead to expensive and damaging employment tribunals.

Flexible working means a change in culture for many organisations, whereas for others where the process is encouraged and flexible working is celebrated, the culture of the organisation simply evolves to allow the benefits of this arrangement to benefit the organisation further.  Many firms measure the input of their employees on whether they turn up and complete their shift, but surely productivity should be based on objectives, output and completion? This is exactly how you may need to manage your flexible, part-time or home workers to ensure they are on the same page and complete their work to the standard required, within the appropriate time.

Does your organisation champion flexible working, did you celebrate National Flexible Working Awareness Day earlier this month? Let us know your thoughts on Twitter @ITRecruitment

The Exit Interview

May 12, 2015 | IT

Exit interviews offer a fleeting opportunity to find out information that otherwise might be more difficult or impossible to obtain.

Interviews can be conducted orally or written.

Exit interview questions are essential to a successful separation and 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/recommendation for you?” Although, do not make this offer if you would not recommend the employee!
3. Be prepared for some bombshells. Expect the unexpected – if there is ever a time to this to happen, it’s 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. You could also ask them to describe one or two of their proudest professional accomplishments?

Here are some examples of Exit Interview Questions.

• Before deciding to leave, did you explore the possibility of a transfer?
• Is there something you didn’t like about your boss?
• How would you rate our work environment?
• Were you happy with your salary and benefits?
• What did you think about your performance and salary reviews?
• How should we change the way we do things to avoid losing other good employees?

General Election 2015: The Conservative Promise to Business and Recruitment

May 12, 2015 | IT

After months of debate, battles and more policies than we could get our head round, David Cameron is staying put at number 10 and the recruitment industry and employees alike are keen to see the promises of the election build up honored by the new Conservative government.

During the campaigning there were various points of interest for employers. The Liberal Democrats focused on equality for women and fathers in work, the Green Party on creating sustainable jobs, especially within energy conservation, and UKIP on making sure jobs are offered to British workers first. Labour’s links to the unions and general anti-agency views immediately make them less popular to recruiters, however supporting the abolishment of hot-topic zero hour contracts could mean more work for us recruiters, finding permanent employees for business. The Conservatives plan to reduce the exclusivity of zero hour contracts, rather than scrap them altogether.

There has been no shortage of speculation and option in the build up, and although the result was unpredictably straight forward, the general consensus is that a Tory government is favoured by the recruitment industry.  A survey by Bullhorn, pre-election showed 53% of UK recruiters supported a conservative outcome. But how will the new government affect recruitment within your business? Lets take a look at the key areas.

Full Employment
During his first term David Cameron boasts that his party created 1 million new jobs. There are now 30.8 million people in employment, with unemployment at 5.7% as oppose to 8% back in 2010 at the last election. As well as stating that they will aim to improve the skills of older workers to meet the needs of the economy, they Tories are tackling the important issue of youth unemployment with Cameron stating “we won’t just aim to lower youth unemployment; we aim to abolish it.” The idea is that anyone who wants a job, gets a job. The key to making this work is dealing with current skill shortages through appropriate education, training and apprenticeships (the new government has promised 3 million of these).

Business support
The promise is to help start-ups by cutting red tape, aiming to boost small business and therefore allowing growth and the flexibility to take on more specialist staff.

Immigration
One of the most discussed topics of the election, immigration continues to spark debate. Skilled workers from overseas fill many of the current gaps in our UK workforces and many believe tighter immigration controls would jeopardise the important roles that immigrant workers can bring to the country. Although the Conservatives didn’t hold their promise on the cap on immigration (by a long way) in the last parliament, this time they promise to clamp down on illegal immigration and abuse of the minimum wage, so lets hope this this will go some way to solve the current inability to distinguish between skilled and unskilled immigrants moving to the UK.

Diversity
We now have more women MPs in parliament than ever before, and it is looking this way for business too. Promoting equal treatment and equal opportunity for all is all part of David Cameron’s Big Society and this includes requiring companies with more than 250 employees to publish the difference between the average pay of their male and female employees. They also aim to halve the disability employment gap.

Conclusion
What business leaders always want it stability, and now we at least know who’s in parliament and what the promises are. Unfortunately the history of broken promises and PR stunts within politics leaves everyone more then skeptical. In what other recruitment process would the candidates be so scathing of their competition, make personal attacks and expect support by highlighting how bad the other choices are? Never the less, there are lots of positive sounds for business coming from the Conservatives, so with an EU referendum on the horizon, likely to shake up debate with the business community once more, lets watch this space.

Talent Shortage? Is it a myth or is a shrinking talent pool really affecting your recruitment?

Apr 27, 2015 | IT

There is currently much discussion in the recruitment industry about talent shortages affecting company recruitment in the UK. But is this a real concern to organistions or does it just require a shift in thinking?

Falling unemployment levels and growing administration responsibilities are potential threats for recruitment, as well as organisations not protecting themselves or planning for potential candidate shortages.

However, particularly in the ever-developing world of IT, it may just be that employers have to think a little differently about their recruitment process. Technical skills are forever changing and progressing, and so are professional’s job descriptions and career plans. The career path of a more generalised IT professional may no longer be clear or as they had originally planned a number of years ago.

Candidates may feel nervous about leaving a secure role to move on somewhere else. This creates a need for hiring organisations to be more creative, offering really attractive packages and the right bonuses and training courses to not only attract but also look after their employees long term.

This debate varies throughout industries, particularly in digital marketing you will find those who feel there is a real shortage of the right candidates for roles. However you will always find others who will counter that argument with claims that the market is changing, and making the organistion and industry as a whole more appealing is the key to successful recruitment.

Because IT professionals often need to be recruited quickly for certain projects, often requiring specialist skills or deep knowledge of niche areas of IT, this can add to recruitment pressures. A little like dating, employers want to find the perfect match – but how long are they willing to wait, often putting extra pressure on the existing team and leaving a role empty?

Reports show that companies are planning to increase hiring throughout 2015 to grow their workforce so it may be that any talent shortage is short lived, at least for those organisations willing to innovate. Candidates are likely to judge organisations more intently, especially in markets that are more competitive, so it is more important than ever to communicate well and a put a human face to the business and the recruitment process.

Finding, developing and retaining the right talent is so important, and in IT it is especially important to have a recruitment agency that understand the ever-progressing world of technology. Here at Langley James we are a bespoke IT recruitment service and are dedicated to finding the right matches. Contact us here for more details.

Five Reasons to Consider Video Interviewing

Apr 27, 2015 | IT

Video interviewing is the future. Well at least that’s what many industry experts have been telling us for some time now. It is definitely becoming more commonplace, particularly in digital industries. Organisations need to show potential employees that they are ahead of the game and leaders in their field, and keeping up to date with new interviewing technology could make a good first impression.

Video interviewing comes in a number of forms. First there is a typical two-way style interview, but simply conduced via video. There are also one-way videos, uploaded by the candidate, possibly answering set questions, or as a ‘video CV’ – these can also be produced by organisations as a punchy way to help sell their business and available jobs.

So why invest in this technology? Why change a traditional interviewing process in favour of video interviewing? We’ve covered some of the key points you need to know about video interviews and how they may benefit your organisation.

Be efficient

Although there may be some initial investment in software involved for larger organisations, SMEs could easily utilise free software or applications such as Skype for straightforward interviewing. Directors, HR managers and other interviewing managers will be able to cover a lot more interviews in a shorter space of time, and savings on extras such as travel expenses could be considerable. Incorporating this video stage into your recruitment may help to reduce candidate volume, selecting the top candidates ready for the final, more expensive stage of the interview process.

Inject some personality

Reading a CV or conducting a telephone interview (even with perfect telephone manner) can often be flat or misleading. Visual interaction and the important signals we take from body language can be very important, and help personality and passion to shine. In two-way interviews, both the interviewee and the interviewing organisation will be able to gain a much better understanding of who they’re speaking to and what kind of fit they would be within the team.

Amend and improve

Recorded videos can be paused and played again, so you’ll never miss a detail. Organisations have the opportunity to review previous interview questions, the responses they received, and tweak or improve them in future interviews to get even more from their candidates. Similarly, videos offer them the ability to coach candidates through each stage of the interview process, reviewing answers and suggesting improvements in preparation for the next stage. Re-watch interviews at your own convenience and easily share with colleagues.

Keep moving

Not only do candidates have the advantage of being able to upload or log on to their video interview from their mobiles or tablets wherever they want, employers can take their recruitment with them! There’s no need to be tied to the office or a meeting at a certain location, video interviewing is perfect for busy professionals on the go.

And relax….

If the first four reasons haven’t given you enough reason to relax about the idea of video interviewing, it’s also possible that this form of interview may help your candidates to relax. Although not for everyone, video interviewing allows interviewees to be in their own environment, often at a time of their convenience, relieving traditional interview stresses. One-way interviews can also be practiced and rerecorded.

Overall, video interviewing is a very viable option of many IT organisations. Even if it doesn’t play a central role in your interviewing process, it may help to streamline the process, lend itself well to certain roles or particularly suit contractors. Removing geographical barriers, it could open the door to a new pool of talent, helping to fill more specialist roles. At Langley James, we will support you at each step of your interviewing process, and can advise you as to what may work best for your organisation. Please get in touch with one of our consultants if you are looking to fill an IT position in your team.

Tell Me What You Want – Detailed Job Descriptions are critical in finding the perfect employee

Mar 24, 2015 | IT

Finding the perfect employee is not like ordering a Big Mac and fries at McDonald’s, but some job descriptions can lead you to believe that!

Personnel, Recruitment Consutants and HR staff are often tasked with finding the perfect employee for a company with less details than they would have if they were taking a lunch order for the office. “I need a Technical person with 3-5 years experience in the software industry” is not going to get you what you need!

Here are five questions you should answer in creating a great job description:

1. What is the job’s primary purpose or contribution to the department or Company?

2. What are the essential technical skills, what versions and what should they have done with them. Three technical questions set by the IT Department along with their answers will help with prelimanary interviews for Recruitment Consultants when qualifying candidates for the position.

3. What are the essential duties and responsibilities? You should include all important aspects of the job – whether performed daily, weekly, monthly or annually; and any that occur at irregular intervals.

4. Does the job have supervisory responsibilities? Are there subordinate supervisors reporting to this job? If yes, how many?

5. What education and amount of experience is needed to successfully accomplish the essential duties of the job?

And last, but definitely NOT least, is why would the candidate want to work there? Do you have a fund to allow each employee to pursue their personal development through training or books? Do you provide Flexitime, Creche facilities? Play lunch time 5 A Side? Gym membership, Healthcare? Discounts? Tell them what’s in it for THEM!

Writing your job description in this manner will increase your chances of finding the perfect employee for YOU.

Langley James are experts in their field and have been helping companies both attract and retain the best management talent for 15 years.  A recruitment service founded on service excellence, we are experts at what we do and with a bespoke approach, we help you save time and are happy to share our specialist knowledge to help you Recruit Someone Worth Recruiting.

Finding the Perfect Employee

Mar 24, 2015 | IT

Over the past few years we have had to be extremely creative to find great employees. Recently the number of Technical Professionals seeking new positions has more than doubled. Instead of having to search high and low to find a few great people, employers and agencies are bombarded with hundreds – or even thousands – of CV’s. So how are you going to find the truly great employee?

Recruiting for an employee to fill your position can be a frustrating and a time consuming process. From writing the job spec and the advert, which has to be exciting and challenging to attract great people, to the actual interviews with likely candidates, your time is guaranteed to be stretched to the maximum for a period of time.

Here are 5 tips to help you find a great employee:

1. When you review a CV, look for length of time on the job: a candidate with several short- term employers (less than a year) could mean a lack of commitment on their part. Of course, with all the recent redundancies, it could just mean they got caught in the fallout.

It isn’t necessarily a fact that they were laid off because the company was cutting back. Star performers are not laid off if the company can avoid it. Be sure to check those references carefully, especially if the company is still in business. You don’t want someone else’s “deadwood”.

2. Look for gaps in employment and ask for an explanation. Long periods out of work could signal a time out to update their education – or it may indicate some criminal background.

3. Watch the employment dates for “overlaps”. This could be a simple error, but also might indicate that the candidate is not being truthful about previous employers. Ask the person to explain it, and be sure to call those employers and verify dates of employment with them.

4. Have a copy of the job description at hand when you review the CV’s. The more skills that match your job description, the more likely you will be to have a great match. Focus on what they have done in the past that matches what you want them to do. Write a list of things you want them to do and then ask questions that will get those answers (or the lack thereof).

5. Sort your likely CV’s into two piles – one for those that look perfect to you, the other for those that look good. Conduct prelimnary telephone interviews and ask them why they want to work for your company.

While these tips aren’t the whole picture in hiring a great employee, using them increases your chances that you will hire the perfect match for your company.

With the present restrictions on information that a previous employer is allowed to give you, it is important to pay attention to all the details you get from the candidate. It will make the difference between having a GREAT employee working for you, or just having a GOOD one.

At Langley James we are at hand to assist with writing Job Descriptions.

Langley James are experts in their field and have been helping companies both attract and retain the best management talent for 15 years.  A recruitment service founded on service excellence, we are experts at what we do and with a bespoke approach, we help you save time and are happy to share our specialist knowledge to help you Recruit Someone Worth Recruiting.

Rebuilding Your Staff Employee By Employee

Mar 24, 2015 | IT

Problem – “my employees are minimal and I can’t get any improvement”

Solution – rebuild your business one employee at a time

Minimal employees have become the bane of business – those that do just enough to get by and no more. If a business with good market share and strong strategy is still achieving 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 I get is – How do I get 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. Realizing this is important when difficult decisions need to be made.

2. Understand that most businesses cannot shut down as they reorganize or redesign. I use 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 centers – 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. I like to use a spreadsheet, keep notes and strategies current so they can be constantly reviewed. I ‘star’ 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 again I see management wanting to fire but not looking at potential. Sometimes they are amazed when they see a minimal employee blossom. Sometimes I am amazed that management is not paying attention. 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. Hire right. The key to building a successful staffing is to make sure each new hire is better than what you have. If you do know how to hire get some help. Look at 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. Most of my clients go into a continual recruitment mode.

Langley James are experts in their field and have been helping companies both attract and retain the best management talent for 15 years.  A recruitment service founded on service excellence, we are experts at what we do and with a bespoke approach, we help you save time and are happy to share our specialist knowledge to help you Recruit Someone Worth Recruiting.

45% of employees are not inspired by their line manager

Mar 10, 2015 | IT

Research has revealed that poor leadership is a major cause of staff leaving their job with over 30% citing this is the main reason for searching for alternative employment.  This was one of the many insights identified by the latest Towers Watson Global Workforce Study.

The report goes as far to suggest that “meagre managers are adding to the UK talent drain”.

The report also highlighted that only 39% of employees feel that the company leaders truly understand the factors that drive business success, and just 58% saying that their leaders consistently make rational decision that benefit the organisation in the long term.

Although many employees understand and recognise the challenges that come with managing a team, many feel that their manager doesn’t have sufficient time to perform the people aspect of management.  Managers agree and many said that they were not being supported and empowered to deliver effective management.

According to the report, over a third of managers do not coach and develop their team and a quarter fail to evaluate performance with personal development reviews.

The talent shortage is intensifying this problem with 43% of businesses struggling to meet client expectation and deadlines, further pressure is being put on management to drive up performance in the existing team.  This can also result in those that have the most impact on the bottom line are getting more attention from their manager which in turn is upsetting team dynamics.

So everybody is having to perform against time and resource pressures.  Not surprising then that the recent YouGov research conducted on behalf of the British Heart Foundation revealed that more than two-fifths of employees feel work pressures have damaged their health in the past five years

Companies need to better train and support their managers to help gain the long-term commitment from their teams.

Langley James are experts in their field and have been helping companies both attract and retain the best management talent for 15 years.  A recruitment service founded on service excellence, we are experts at what we do and with a bespoke approach, we help you save time and are happy to share our specialist knowledge to help you Recruit Someone Worth Recruiting.

Getting results with Free Online Technical Testing

Mar 9, 2015 | IT

Getting results with Free Online Technical Testing

We all know that it is sometimes difficult to ascertain if an individual is as good as their CV looks or as strong on the job as they perform in interview.

We have a solution

Did you know that Langley James offer free Online Technical Testing that can be used as part of your interview process to test your potential new employees.  Not only that, it can also be used to test your existing employees as part of their appraisal.

To deliver this service, Langley James has chosen Prove IT as our preferred partner.  Prove IT is one of the leading Online Technical Testing tools available today and is used by many large organisations to test proficiency levels and technical experience.  Working with Prove IT means that we are able to deliver the most comprehensive and effective technology tests that can be performed online or in a controlled environment on virtually any mainstream technology product.

With a suite of over 200 technical tests which include Windows Servers, Active Directory, Exchange. SQL, XP and Mac to name just a few.

Best of all, it is a fast, cost-effective solution that lets you focus on IT staffing and training resources where they will have the most impact.

Following the test, we can provide you with a simple, yet comprehensive analysis.  This information can not only help in the shortlisting process but can also be used to staff particular projects or to develop customised training programs to address identified skills gaps.  The later can shorten the number of days required for training, reduce training expense and ultimately enhance productivity with little employee downtime.

When it comes to expanding the team, effective selection if critical to organisational success.  Using technical testing have been proven to fundamentally improve the efficiency and effectiveness of the entire recruitment process.  In the current climate, candidates can now apply, interview and be offered in a matter of a few short days.  Where time is of the essence, Langley James can help you compete in the fast-moving world of recruitment and utilising our Technical Testing means that selection can take place with greater speed and efficiency than previously possible.

Using Langley James can save your organisation valuable time and effort by ensuring that you are able to focus on the best available candidates immediately.

To discuss your requirement needs, or for more details on our free Online Technical Testing, please call us on  0207 099 4839  or email us atlangleyjames@langleyjames.com

Interviewer Guidance

Feb 24, 2015 | IT

1. Prepare in Advance

Know what you want in a candidate before you begin the interview.
Review the job specifications and requirements that have been prepared.

Know the job and its responsibilities.
Review the job description.

Prepare a list of standard questions.
Focus on the candidate’s skills, abilities and past work performance that you want him/her to answer.

Prepare a list of prioritised and measurable criteria.
Either in the form of a worksheet or other method, for analysing and comparing the candidates.

Review the candidate’s CV prior to the interview.

Set specific appointment times and reasonable time limits.

Be prepared to justify the use of any required employment test.
Typically, the most legally defensible tests are those that involve a “piece of the job.”

2. Collect Pertinent Information During the Interview

Since past behaviour predicts future behaviour, look for the candidate’s behaviour “patterns” as you collect information.
For example, has the candidate enjoyed “big picture” work or detailed analysis more? Is he/she more of a generalist or more of a specialist? Often, by listening to how the candidate responds to your questions about previous jobs, you will be able to ascertain a very good idea of what their behaviour will be like in the future.

Try not to offer too much detailed information up front, so that the candidate will be able to formulate answers that exactly fit your company’s needs.
Don’t put the right words in his/her mouth! Remember, the candidate (hopefully) wants the job and will be looking to say the right thing to impress you.

Ask questions that focus on the candidate’s past performances.
For example, if the job, such as a Support Analyst, demands an individual who is well-organised and has a logical approach to troubleshooting, you may want to ask, “How do you prioritise tasks in your current position?”

Ask specific, structured questions in regards to specific problems that the job holder may face.
Focus on past behaviour and the results of the candidate’s actions in a particular situation. For example: “As the Help Desk person, you may encounter a few unhappy users who will yell and scream at you over the telephone or in person. Have you had any experience dealing with difficult users? Who was the most difficult user you had to deal with? What was the situation? How did you resolve the problem?”

Notice how well the candidate listens and responds to the questions asked.

Note the candidate’s choice of words and non-verbal behaviour.
Are they answering your questions clearly?

Listen to the questions the candidate asks.
Clarify the reasons why the questions are being asked. Notice which questions he/she asks first as they may be his/her primary concerns.

Take detailed hand-written notes concerning job related topics that will help you distinguish the candidates from one another.
(Especially if you will be conducting several interviews). Help yourself remember each candidate and each interview clearly.

Record information pertaining to the set criteria that will help in the evaluation of candidates.

Organise and analyse the information immediately after the interview when memory is fresh.
Don’t try to remember everything- it’s impossible. One idea is to “rate” each candidate on each of the criteria immediately following the interview.

3. During the Interview

Set a businesslike atmosphere.

Structure the interview and inform the candidate of this structure.
Let the candidate know you will be focusing on past results and that you will be taking a lot of notes.

Provide information on the company and the job to each candidate.

4. Treat All Candidates Fairly

Use your list of standard questions during each interview.
Enable you to treat the applicants the same and so that you can compare fairly.

Refer to the criteria for analysing candidates.
Ask questions in regards to the job criteria.

Keep all questions job-related.

Do not ask discriminating questions.

Show a genuine interest in every candidate you interview.

If possible, have at least one other person to meet and/or interview candidates who are “finalists”.
They should also “rate” the candidates on each of the criteria; ultimately, all interviewers should compare their “ratings” and discuss any discrepancies.

5. Be Courteous and Respectful

Conduct the interview in a private place away from distractions.

Begin the interview on time.

Conduct the interview without interruptions.

Allow sufficient time for the interview.

Appreciate the candidate’s accomplishments.

Do not patronise the candidate.

Do not argue with the candidate.

Thank the candidate for his/her time and interest.

6. Facilitate Open Communication

Immediately attempt to establish a rapport with the candidate.
Break the ice; for example, ask about their experiences in a particular industry or geographical location (refer to his/her CV).

Promote a relaxed environment with free-flowing conversation.

Do not dominate the discussion by talking too much.
Many experts use a 80/20 rule – you talk 20% of the time and the candidate talks 80% of the time.

Politely probe the candidate for information.
Ask open-ended questions that will provide insight into the candidate’s values and traits.

Ask structured questions that will require some thought on the part of the candidate.

Listen carefully to the candidate’s answers.
If they do not provide you with specific results, probe until they do.

Explain the selection process to the candidate.
Offer realistic time frames and stick to your word!

Recruit Someone Worth Recruiting – Part Two – Turn Browsers into Buyers

Feb 3, 2015 | IT

Recruit Someone Worth Recruiting – Part Two – Turn Browsers into Buyers

Last week we published the first of two short articles on the topic of motivating change within the recruitment process in order to attract the best IT talent.

We looked at the way in which economic uncertainty, candidate inertia and a buoyant demand for key skills mean that many candidates are happy to stay in their current roles. Don’t worry if you missed it, you can catch up by reading the article here.

The internet has made it incredibly easy for candidates to look for new roles, something those who are serious about their careers must do on an ongoing basis. The freedom of information enabled by the internet also means that it has never been easier to keep up to date with the current job market in terms of salaries, new vacancies and the demand for certain skills. The abundance of information makes the market incredibly transparent.

Many candidates use this information as a barometer for their careers; to confirm their salary is in the right range or to identify which skills they should be developing but every now and then the same candidates will browse job boards and, whilst they may not be actively considering changing roles, they may be persuaded to apply if the new role is attractive enough. The question is; how much better than their existing job does the new role need to be in order to turn those browsers into potential buyers?

The first assumption for most recruiters is that simply offering a salary slightly larger than the one a candidate is currently receiving will be enough to secure their services. However, that is not the case.

Some academic types say that in order to motivate change something has to be 20% better than the average. In terms of IT recruitment that doesn’t necessarily mean just mean offering 20% above the average salary.

IT contractors and IT staff, particularly the next generation, are more likely to value intangible factors when considering new roles, things like; the working environment, company culture, recognition of their efforts, the chance to work with developing technologies, the likelihood of regular and fresh challenges, the company brand, projects the company is involved with or has historically been involved with, opportunities for career progression and even the opportunity for travel.

All of these factors should be actively communicated in your company literature, by your current employees and by your job adverts. Ultimately financial considerations will still be the overriding factor when considering a new role but that doesn’t mean it should be the only carrot on your stick.

Let us know your thoughts on this topic by joining in the conversation on our Facebook page (www.facebook.com/langleyjames) or on Twitter (@ITrecruitment).

To find out how Langley James can help you to motivate change and streamline your IT recruitment process please contact us on  0845 124 9555 or langleyjames@langleyjames.com

Recruit Someone Worth Recruiting – Part One – Motivate Change

Feb 3, 2015 | IT

Recruit Someone Worth Recruiting – Part One – Motivate Change

We are constantly asked what the market for IT recruitment is like and our answer can vary greatly; sometimes things are good and sometimes they aren’t so good. Whilst we’re lucky that the IT industry is reasonably stable, it does tend to reflect the economy and general mood of the nation.

January is traditionally subdued and it is usually a time when both companies and candidates take stock, trim the fat and make plans for the year ahead.

It is a little ambitious to rely on once in a lifetime events to boost business and it is often the case that the companies which make a concerted effort during times of economic stagnation reap the rewards when the good times roll around again. They are proactive rather than reactive, they are innovative and they motivate change.

To use a tenuous analogy, the current IT recruitment market can be compared to a shopping centre at this time of year.

People purchased their winter wardrobe before the Christmas and New Year period. They may have slightly exceeded their budget and now January is a time of austerity, a period to be got through, before they can buy a new wardrobe in the spring. They might go to the shopping centre to have a look around but they aren’t too keen to buy anything. In order for the retailers to get people through the door they have to have a compelling offer.

Still with us?!

The current IT recruitment market is just like that shopping centre. There are a lot of potential customers (candidates) who are happy to browse yet they all appear too scared to commit themselves to actively seeking a new role.

One of the main contributing factors to this inertia is that most of the roles which are currently being advertised are identical to those in which candidates are already engaged; they offer the same position, the same career progression (or lack of) and the same salary and benefits package.

Therefore, it is up to those companies who are looking to recruit candidates to fill their vacant positions to motivate change in order to make themselves more attractive to potential employees without simply resorting to paying above market rates, something many are unwilling or unable to do in the current economic climate.

Next week we’ll take a look at how companies can motivate change and how that relates to the issues currently affecting the recruitment decisions of both candidates and employers.

Let us know your thoughts on this topic by joining in the conversation on our Facebook page (www.facebook.com/langleyjames) or on Twitter (@ITrecruitment).

To find out how Langley James can help you to motivate change and streamline your IT recruitment process please contact us on  0845 124 9555 or langleyjames@langleyjames.com

Big Enough To Cope, Small Enough To Care

Jan 7, 2015 | IT

Big enough to cope, small enough to care

Langley James was founded in 1999 to provide something unique: a bespoke IT recruitment service founded on service excellence.

Now, 16 years later we have helped some of the most respected companies in the world recruit someone worth recruiting.

So, what makes us different?

We don’t employ sales people, just highly trained recruitment experts, who combine leading edge IT knowledge with a professionalism and dedication that is second to none.  Whilst many agencies spend 80% of their time chasing new business, our reputation and position in the market means that we can spend 80% of the time focusing on your requirements.

Your absolute satisfaction is what we focus on every step of the way.  In fact, we have developed all our services from your perspective so that you get everything you need in order to make your IT recruitment problems a thing of the past. 

With more and more emphasis on a candidate led market, we look after your brand as if it was our own.  Our expert team will represent you at the highest level to each and every candidate.

How we work

We use a highly effective approach to finding the best talent for each vacancy and with the increasing use of social media, we have the expertise to know how to get the best results.

We also provide you with your own, dedicated client manager; an experienced professional who will be your regular point of contact.  With over 50 years’ experience in house, we ensure a consultative, professional approach.  Your consultant gets to really know your company and your culture meaning that you not only get the best candidate to fulfil the role but also the best fit within your company. 

We are members of the REC and FSB and our memberships also include the CIPD which helps ensure we are on the pulse with the market conditions and can give invaluable market intelligence to our clients.  This can be salary surveys, candidate availability or market demands.

We provide a full recruitment service including identifying and screening candidates and managing the full recruitment process.  Your specified deadlines for vacancy prioritisation, interview times and specified start dates are all integrated into our process.  Our internal database that has been created over the last 16 years, means that you have access to the best people, quickly!

We are also here when you need us, which is why you can call us before most other IT recruitment companies open and after they have usually gone home.  Our offices in both the North and South are here to look after you 8am-8pm, Monday to Friday.

How Was It For You?

Jan 7, 2015 | IT

In a year where we saw U2 give away their album to everyone on iTunes and we successfully landed on a comet, the IT skills gap and recruitment were major concerns for CIO’s, remaining unchanged from 2013.

With some trepidation, confidence started to grow among employers and we saw cautious investment in headcount at the beginning of the year.  As a result of the recovering job market clients were demanding more in a marketplace where skilled candidates were proving difficult to find.  As confidence grew further we were being asked to fill more and more vacancies created by expansion as opposed to replacing those that had resigned.  We also saw a reduction in contract requirements with companies preferring to recruit permanently to secure the best talent.

In a generally supressed candidate market, there was anticipation to take the plunge to change jobs.  The skilled candidates were staying put with security a high priority and the market became flooded with less skilled, immediately available candidates.  The skills shortage experienced in 2013 became much more previlant last year.  Online advertising simply wasn’t working anymore as the quality of those actively searching for employment dropped further.

This created an increase in the need for headhunting – I wonder how many times one of your team took a call from a headhunter last year?  Highly skilled candidates were being offered superb opportunities and were attracted to companies offering fantastic benefits packages, promotion opportunities and an emphasis on work-life balance.  Companies were having to work harder to ignite interest in the best people to consider making a move. 

Those skilled candidates that were motivated to move were in such high demand that they would receive 3-4 offers in a week and disappear off the market within the matter of a few days.  Companies would have to interview and offer quickly to be in with a chance of getting the best candidate and even then it wasn’t always guaranteed.  With companies keen to retain their IT team, 2014 saw the re-emergence of the counter-offer which saw many candidates decline offers after attempting to resign.

Despite technology, recruiting is still and always will be about the people and during this turbulent year, Langley James helped more client than ever recruit their superstar.  Our database means that we have access to some fantastic candidates who are unique to us and ensures that you Recruit Someone Worth Recruiting.

Hoverboards, Flying Cars and Power Shoelaces – The Predictions For 2015

Jan 7, 2015 | IT

It’s official!  Christmas is well and truly over.  The hangover has finally subsided and we are all back into the swing of things.

With most of the country taking advantage of a 2 week break, it seems as though a job move was top of the New Year resolution list with a huge influx of people registering with agencies on January 5^th.  Is it simply the realisation that the current job isn’t quite right, or are candidates relighting their ambition and taking advantage of what is traditionally the most exciting month of the year for IT recruitment.  After a period of insecurity and reluctance to move jobs, 2015 looks to be the year of change. 

According to the Institute of Leadership and Management (ILM), more than a 33% of workers are planning to leave their job in 2015, so even if your team is just 3, expect to be replacing at least 1 of them before the year is out and this doesn’t even take into account the growth expected over the next 12 months by UK companies. 

So why are they looking to leave?

• 59% are looking for improved opportunities for progression
• 56% are looking for a higher salary and benefits package
• 50% are looking for a more interesting role
• 25% of people are feeling unappreciated

 Expect to have to work a little harder this year to keep hold of your superstars! 

Despite the increase in active candidates, companies will need to work hard to attract the best and 2015 will signal the end of that well-worn interview question “Why should I employ you?” and focus on enticing people into your company.  Candidates want to know what makes you different and what you can offer compared with your competitors and we’re not just talking salary.  Benefits are becoming increasingly important with a particular emphasis on training and accreditations.  

Whilst “skill shortage” has been a buzz phrase in IT recruitment for quite a while now, it doesn’t look as if it will disappear soon and will remain well into 2015.  Not only due to a shortage of trainees being recruited 3-5 years ago but need for companies to retain or improve their competitive advantage will increase the demand on analytical and cyber-security roles.  

With the invasion of Generation C and the need for products and services to be embedded in digital technology and infrastructure, companies are starting to realise the importance of in-house digital expertise.  Looks like the war for exceptional talent will definitely continue.

 This is where Langley James can help.  With experience spanning 3 decades and over 50 years of experience in-house, we take the time to really understand your requirement and can offer consultative advice on attracting the best of the best.  We know our market and really are experts at what we do and it helps that we have a real passion for ensuring you Recruit Someone Worth Recruiting.

Did Mercedes Recruit Someone Worth Recruiting?

Nov 25, 2014 | IT

Article by Andrew Benson BBC

Lewis Hamilton says winning his second world title is the start of “something special” for himself and Mercedes.

He joined Mercedes in 2013 after non-executive chairman Niki Lauda promised they would make him world champion.

After winning Sunday’s Abu Dhabi Grand Prix to clinch the title, Hamilton, 29, said: “I wanted to be part of something building and growing.
“I feel this is just the beginning. What this team has put together is something incredibly special.”

Hamilton won the title by 67 points after a tense season-long battle with team-mate Nico Rosberg.

He is one of seven men to win the championship twice, leaving him one behind three-time victors Sir Jack Brabham, Sir Jackie Stewart, Lauda, Nelson Piquet and Ayrton Senna.

Alain Prost and Sebastian Vettel are the only four-time winners, Juan Manuel Fangio has five, while Michael Schumacher leads the way with seven.

Hamilton continued: “We’ve got great people in their right positions and me and Nico will continue to push the team forward.

“As will the boss of Mercedes, who has been so committed and building the best engine. These guys know just as much as I do, it’s been phenomenal this year.
“It’s really important the steps we take moving forwards to continue improving and I 100% believe the team will do that.”

Team-mate Rosberg signed a new contract with Mercedes until at least the end of 2016 in May this year, while Hamilton has a contract with Mercedes until the end of next year.
He and the team delayed negotiations over a new deal until the title had been decided so Hamilton could concentrate on his racing.

Mercedes F1 boss Toto Wolff has said they will sit down in the coming days and discuss the new deal and both Stevenage-born Hamilton and his team expect to continue together into a new contract.

Hamilton said: “I definitely don’t feel I am looking for a new challenge. We have a year to go, so there’s no particular rush but this is my home and I’m very happy here.”

Mercedes non-executive chairman Lauda added: “I asked him to leave McLaren and come to Mercedes and he said ‘when are we going to be competitive’. I said I could guarantee him a world championship and in the second year here it is.
“We are going to do this [contract] in the next two weeks. He’s happy, we’re happy, I don’t see any issues.”

Read the original article here 

Post Holiday Blues

Aug 27, 2014 | IT

Post Holiday Blues

The summer holiday season is over, you’re back at work and it seems like there’s nothing to look forward to for months and months. On top of all that the weather has begun to turn and the evenings are rapidly drawing in. Together it’s a recipe for the ‘post holiday blues.’

Of course, it’s quite normal to feel a little down or frustrated when you return to work. Back-to-work blues tend to be temporary. Still, being back at work can be difficult for many people: problems of having limited freedom and fitting in again with work relationships can lead to frustration.

Factors that commonly contribute to the blues tend to fall into three major categories:

• Psychological – Perhaps you promised yourself you’d keep a better perspective on work problems or not let work run your life, and you’re already struggling to stick to them. You may have unrealistic expectations of your job and colleagues and are feeling disappointed when those expectations fall short
• Financial – You may be worrying about paying forthe next round of expenses i.e Credit Cards & Christmas presents!!!
• Physical – Strains of journeying to work by car or standing on a packed train or bus, combined with a lack of exercise at work can leave you feeling fatigued. It’s possible that you gained weight on holiday from too much food and alcohol and it isn’t going to disappear over night.

All this can add a great deal of pressure to being back at work. So what can you do to keep some of the holiday spirit alive? Try these important strategies:

Acknowledge your feelings
If your work is very routine it’s normal to feel a bit down after a holiday. What is important is finding expression for your feelings. Turning frustration inwards will mean the blues will last longer and could have a significant effect on your own emotional and physical health and on those around you.

Seek support
If you spent the holiday with family or friends, use them for social support. They can help you remember the good times you’ve had, reduce any feelings of isolation at work and share responsibilities at home.

Be realistic
Goals, although made in good faith, are often unrealistic and difficult to achieve. Don’t try to do everything at once -tackle one action at a time. It’s much better to be able to measure and reward your successes than trying to bounce back from disappointment.

Budget
Financial pressures at home can seriously affect how you feel at work. If you are worried about money and paying off credit cards, don’t pretend the pressures aren’t there. Instead, make a plan of how much money you can afford to pay off and the period you need to balance your accounts. Planning ahead will help you avoid tempting extravagances and help you feel more in charge of your life.

Plan ahead
It doesn’t work for everyone, but many people find that planning their next holiday gives them something to look forward to. Perhaps a photograph of the resort or villa you’re planning to visit stuck up in your work area will help. Even if it isn’t another holiday, having an event or a treat planned can help give your work fresh purpose. Of course you shouldn’t take all the spontaneity out of your life, just enough to help you gain control of your circumstances.

Quiet please!
With the work that tends to pile up whilst you’re away to deal with it is even more important that you plan some time to think and relax. If you don’t block the time out, it will get used up with other tasks and interruptions. Plenty of research shows that thinking-time increases your effectiveness and creativity at work. Taking a lunch break regularly and getting outside can help you maintain a sense of perspective of work hassles.

Don’t abandon healthy habits
Don’t let work pressures lead to you eating too many processed foods and ready-made meals. They often contain added sugar and salt, which aren’t good for your health when taken in excess. Work pressures can also lead you to skip meals and snack on sugary foods. If you must snack during the day try a piece of fruit. Many people feel fatigued at work because they get dehydrated, so try to drink eight glasses of water a day.

If the pressures are seriously too much
Sometimes a break from your work can help you realise that you really are overburdened and cannot succeed with work as it is. In this case, you need to identify the source of the problem. If it’s your failure to delegate, you must begin to involve others in making decisions and sharing responsibility. If it is the work itself, then you need to talk to your immediate boss, but have some of your own ideas for resolving the issues ready to contribute.

You will feel much better about work if you make sure you get plenty of sleep and some regular physical activity, such as walking for 30 minutes each day. Not only will exercise help get rid of any extra pounds you may have gained, it will give you extra stamina and energy to get through the day.

The IT Talent Crunch – Are Companies To Blame

Jul 29, 2014 | IT

The IT talent crunch – Are companies to blame

In order to survive the IT talent crunch, companies need to stop looking for people with particular certifications or technical talents and seek technical people who are willing to learn. According to Patrick Gray; who is the founder and president of Prevoyance Group.

Like a migratory bird that returns to its seasonal nesting grounds on a recurring basis, talk of a skills shortage in the IT industry is once again on the lips of CIOs and industry pundits. Technology titans point at the educational system and lament the lack of new math and engineering students, and fund programs to try and swell their ranks while expressing disgust at the current dearth of “talent.”

Rather than blaming poor school funding or singling out students of particular nations as particularly talented in particular disciplines, the CIOs voicing these concerns need to first examine their own hiring practices.

Remember 2000?

14 years ago IT was a hiring frenzy. If you could spell HTML or TCP/IP you were virtually guaranteed a handsome salary and all the associated delights of the heady dot-com days. The IT HR process became mired in an alphabet soup of “certification surfing.” If you had the right acronym or other chit on your resume, you were “in,” despite your personality quirks, inability to communicate with other human beings, or eccentric behaviors. Hiring managers, of course, loved this process, since human resource decisions could be relegated to mining resume databases and a couple of phone calls rather than the tedium of interviews and due diligence.

As the dot-com bubble burst, the ensuing belt tightening left many IT staffers jobless. Young people that had been singing the praises of the IT industry were now its biggest detractors. From bitter laments to friends and family, to humorous websites mocking fast hiring and equally rapid “right-sizings,” IT ended up with a lasting black eye. Peers of this generation and the universities that educated them are not quick to forget this span of a few years, where graduates were promised (and given) the world then cast aside with platitudes about unforeseen economic conditions and the wonders of outsourcing to placate them. While these companies did what they had to do, the certification and technology-focused career paradigm they fostered has left a lingering bad taste in the mouths of many who might have chosen an IT career.

With these memories still fresh in the minds of much of the workforce, the IT industry is largely back up to its old tricks, admonishing graduates to pursue the latest technologies and allowing HR to mine candidate databases for buzzwords as if the post-dot-com massacre never happened. CIOs have largely underestimated the savvy of new entrants to the workforce, and promises of a glorious career, if only you learn the latest skills. So what’s a talent-starved CIO to do?

End Certification surfing

While it’s arguably very hard work, it’s time to return to good old fashioned due diligence in the hiring process. While HR may tell you the best way to find five new developers is to check their certifications, a superior candidate is someone with a willingness to learn, an ability to communicate, and some technical savvy, most likely in that order. The large consulting firms have done a good job of this, hiring everyone from CS grads to history majors, based not on their coursework or technical experience, but on their ability to solve problems and learn rapidly.
The pace of technological change is likely to increase rather than decrease, and quickly hiring people with the latest technology on their resume and firing them tomorrow when that technology is dated is more costly and time consuming than hiring someone with a willingness to learn. I’ll take someone from the most esoteric non-technical field that can quickly learn and articulate problems for my organization over the most sterling technical certifications any day.

To maintain this learning ability, challenge your staff to acquire and employ new skills, both technical and non-technical. Seek input from your people and push them to interact with colleagues outside IT as peers, rather than a soldier blindly following orders. Perhaps most important, develop a culture that rewards excellence. Spend time evaluating your people and providing feedback and letting them know where they stand. High performers will not hang around if you tell everyone they are all equal and all doing “fine.”

Offering opportunity and focusing on an ability to learn is hard work, but presents an IT career as a place where high performers can grow and excel, rather than empty promises of greatness that are erased during the next swath of layoffs. This process is going to take far more time, effort and money than certification surfing, but will serve to repair IT’s damaged reputation, and more importantly deliver an amazingly capable staff that will be excelling while your competitors continue to hire and fire based on the latest buzzwords.

Patrick Gray is the founder and president of Prevoyance Group, and author of Breakthrough IT: Supercharging Organizational Value through Technology. Prevoyance Group provides strategic IT consulting services to Fortune 500 and 1000 companies.

Wish You Were Here?

Jul 7, 2014 | IT

How will you cope with the empty office this summer? Could those empty desks be full of potential?

Summer is officially here and school is nearly out.   How will you cope with the inevitable reduction in staff numbers during the peak holiday season?  For your business, the holiday season can be a time when workload multiplies to answer increased demands.   Having a strategy to cope with either of these scenarios will help ensure key deadlines are met without overworking those left in the office.

A complete break is, of course important for the morale and well-being of both your staff and yourself.  They should come back to work relaxed, reinvigorated, refreshed and ready to hit the ground running.  So… with this in mind, how can you manage this extra work whilst keeping the business running without disruption?

Research by ‘The Guardian’ into the effects of holidays on team working suggests that ‘extra’ workloads are more easily absorbed in small and large-sized businesses whilst medium-sized companies are more likely to utilise temporary or contract staff to relieve the pressure on their teams and ensure business objectives are met.

From an employer’s perspective, hiring contract staff simply makes sense in many circumstances.  Could it make sense for you?  Many businesses are already staffing up for short or long term projects without the price tag of pension, health care or other benefits.  In the current employment market, you can attract the ‘crème de la crème’, and did you know we can supply IT contract workers who can be retained for as little as a day or a week?   Contract workers can be kept on longer-term and may even be available for permanent hire.  This is a great way for both the contractor and the business to get to know each other before committing to a permanent relationship.

Wouldn’t it be fantastic to be able to increase the ability and motivation of your existing team at a time they would otherwise be lagging under the strain of an extra workload?  Do you have projects that have been postponed due to a skills gap?  Why not source an IT contract worker with the specific skills you need to get the job done while your permanent employee is on leave?  High quality contract workers can bring fresh ideas to your business as well as pass on new skills to existing employees.

It’s not just the during the holiday season that contractors become a vital part of your team.  A contractor could be right for you if you:

• Have high employee turnover due to staff burnout
• Need seasonal help, or help with a long-term project
• Cannot offer benefits or are not able to afford a permanent member of staff
• Have a hard to fill position
• Are uncertain about the future of the business or the position itself

We’ve all been there – working late during the weeks running up to your holiday to help reduce the ‘back to work’ catch-up and this pattern is often inevitably repeated upon your return. By midday on your first day back, your holiday can feel like a distant memory.  So, as a manager, director or business owner we can sometimes have business objectives affected for three times the amount of time the employee takes for leave.

Our market summary newsletters have shown that the demand for a more flexible workforce has increased considerably over the last few months, with figures released last week confirming that the economy has grown in the last 6 months, albeit gradually.  The challenge now is to maintain this pace during the second half of the year and contract positions are playing an increasingly important role in the economic recovery.  In fact 7 out of 10 companies are planning to recruit in the next 12 months.

The majority of CEO’s are looking for change within their business in response to the volatile economic climate.  They are keen to reduce costs and risk while increasing the efficiency of existing employees, putting even more pressure on you in the IT department.  Many are turning to technology as an answer.  You can use technologies such as IM Clients, VOIP calls, video chats, PM software and cloud storage to get a lot done from remote locations.  In the short-term this can save you an overhead and can also ease the pain of sick days and holidays when urgent tasks pop up.  In the long-term, hiring off-site contractors means saving on both salaries and Capex.  And did we mention that many contractors will take a lower day rate in exchange for the ability to work from home?

With the availability of such high quality skills and the potential to save money and reduce staff stress, it could be that hiring a contractor is the right decision for your business. Just think of the fresh, untapped talent that could be filling those empty desks this summer.

The Must Read for Anyone Planning to Recruit this Year

Jun 22, 2014 | IT

Grab Talent while it’s Hot: Recruit Fast and Beat the Competition

The economy is on the move.  Increased confidence means businesses are getting ready to expand, new projects are being planned and with that comes a demand for talent.

BEWARE!
Recruiting the wrong people into your team can hamper and even reverse your hard-earned growth and put your business and other’s jobs at risk.

Good News!
Talent is on the move.  People are increasing in confidence and starting to risk moving to pastures new.

Bad News!
Talent is moving fast.  Quality candidates are moving to progress their careers rather than out of necessity and employers are having to compete with each other to sell their positions, not only on salary but also on future prospects and company ethos.

It’s only too easy to miss out on the star hires you need, losing them to your competitors, whether recruiting a contract or permanent person.   Don’t let your recruitment process put you at risk of being left with ‘zombie’ employees who can destroy your business.

The Answer
Here at Langley James we have noticed one factor resulting in companies succeeding in securing the people they want: speed.  Those who act fast, with streamlined recruitment systems in place are winning the talent.  In a market where outstanding applicants are often interviewing with multiple companies in a given week it may only take a moment’s delay to lose the candidate you have invested time and resources sourcing and interviewing.

The Rise of the Telephone Interview
When the ideal CV arrives, of course you want to move fast, but conflicting schedules can mean waiting days or weeks to arrange a meeting with that perfect match, by which time your star candidate will already have been snapped up by your rivals.

Arranging a telephone or Skype interview means you can find a suitable time to liaise significantly quicker: you can even arrange an evening conference.  While there may still be a pause before you are able to meet in person, you have been able to promote the opportunity you are offering, gain rapport and move yourself to the top of their employer wish list.  Anything you can do to reduce the time to hire will help you recruit the right person and avoid those business destroying zombies.

Speed is still of the essence though.  Other employers will be moving fast too.  If you think you have found the ideal candidate can you be more flexible than usual with your interview process?  Can you reduce the amount of interview stages, the time between them or even conduct interviews out of hours?  Could skills testing be done remotely rather than in house to save you time?

Here at Langley James we negotiate the scheduling of interviews on your behalf saving you hours on the phone or sending emails.  We have a unique insight into our candidates and will only ever send you CVs we think are wholly appropriate for your needs:  our specialised knowledge will save you time and win you a superstar who could so easily have slipped through your fingers and into the waiting arms of your competition.

Call us today on 0207 788 660 to speak to one of our experienced and specialised IT Recruitment Consultants.  Alternatively email langleyjames@langleyjames.com.

World Cup Glory or World Cup Woe?

May 28, 2014 | IT

World Cup Glory or World Cup Woe?

Will employers be greeting the tournament with excited anticipation?

No doubt some will, but the majority will be approaching it with some trepidation. If previous World Cups are anything to go by, it’s widely recognised that staff absence and sickness rises significantly on match days and perhaps more worryingly, on the immediate day after a crucial match.

As the most exciting domestic season in years recently concluded in a dramatic fashion, many of the UK’s football lovers will already be looking forward to Thursday 12th June when the eyes of the world will descend on Brazil as they host the 20th Fifa World Cup. The month long fiesta of football in the home of the most glamorous footballing Country has got the true round ball romanticists eagerly awaiting the big kick off.

In previous non – European World Cups, anti – social kick off times have contributed to the issue. We all remember getting up at the crack of dawn to watch games when the competition was held in Japan and South Korea back in 2002 and also the grainy pictures of afternoon kick offs during USA 94. Fifa have specifically tailored kick off times to accommodate European audiences but with the earliest time of 5.00pm and the latest time being 2.00am it is still expected that businesses will feel the impact of people wanting to be in front of their TV in preparation for the early kick offs or flagging the morning after a grave yard shift match. Live streaming of matches by people sat at their desks could also have an impact on Company’s internet efficiency.

With an estimated 20 million + people in the UK expected to watch the final, it’s fair to say that there’s the potential for some disruption from the 64 match tournament so do Company’s need to put in a contingency to avoid any possible .

The CIPD recently carried out a survey that showed almost nine out of ten employers have not developed any plans to manage staff absence during the World Cup. They’ve also uncovered research that points to the fact that if employers demonstrate they care about their staff and their non-work interests, employees are more likely to “go the extra mile” for the Company.

So what could work?

A guide developed by the CIPD suggests adopting subtle approaches for employers that could help employees enjoy the tournament without disrupting the needs of the business, some of which include:

• Flexible working hours

• Shift swaps

• Unpaid leave

• Screening games on the company premises

Whoever lifts the trophy on 13th July will go down in football folklore and who knows, any manager who develops a contingency for their staff during the World Cup could also be held in such great esteem by both the Company and the staff alike.

You Can’t Build a Great Company by Tolerating Mediocrity

May 28, 2014 | IT

You can’t build a great company by tolerating mediocrity

The market is picking up and most companies seem to have recruiting plans for the next 12 months, however, although many Managers and IT Professionals are still nervous to move, preferring the safety and security of their current employer, regardless if they are 100% happy or 100% effective in their role.

And, is there anything wrong if they haven’t done anything really wrong – but, have they thought about things they have done that are really right? Are companies infected with people who don’t drive excellence? Do they want their IT team to become better or somehow different to cope with the upturn or future growth plans? Do they aspire to change and improve? Questions need to be asked if those that they currently have in place are capable of helping attain and sustain a higher level of performance.

This has left many companies with staff; permanent and contractors who were adequate to see them through the quieter times, but now, when companies are looking to grow, are those barely sufficient employees really up to the job?

There is also the very real possibility that Directors are now expecting staff to perform more than one role within the business due to an increase in activity or headcount and they may be struggling to keep all the balls in the air and be effective. Are things slipping through the net? Do they need an additional member of the team to be able to allow focus on those vital areas?

So, what’s the difference and how can we all spot an ineffective employee? There may be a person that is perfectly capable in the current scenario, but are they capable of doing their part to lift performance? Great teams are engaged and can produce optimum results.

If your current staff are pushing boundaries, raising the bar, obsessed with improving results and performance and creating an atmosphere where people can perform their best – then we must all congratulate them. Making sure companies do what they can to keep these employees happy and engaged will ensure that they continue to perform at such a high level.

However, if this is not the case, it may be time for a change? Wanting to avoid rocking the boat by not dealing with ineffective employees will only give the company the same results they are currently getting and this may damage the team. However, we have all seen mediocre employees become fantastic with a little mentoring, training and motivation. Getting this right will mean that they will not only perform well, but will also be able to coach and mentor the next group of new recruits. If they can’t hack it, then it’s time to do something radical.

Directors have a duty to find and keep great employees. Not only to take the company forwards, it will also help attract high calibre candidates who want to be part of the organisation and this in turn will make people within the company up their game – it’s a win, win!

Here at Langley James, we pride ourselves on finding the best candidates in the market and this is something we have been doing for the last 15 years. Why not talk to one of our specialist IT consultants to see how we can help you find that superstar. And remember, Recruit someone worth Recruiting.

Why Should Somebody Come and Work For You?

Apr 28, 2014 | IT

Why should somebody come and work for you?

In a market where people don’t move for a job title or a salary increase, it is vital to ask yourself that question.

People move for opportunity! Opportunity can mean many different things to different people – an opportunity to grow, to learn, or simply just to work for a highly reputable business.

At Langley James, we have noticed a real shift in the market over the last 6 months and whilst the jobs market is improving month on month and the future for the technology and IT sector goes from strength to strength, those superstar candidates, the hidden gems, still need to be ‘wowed’ by an opportunity to even consider a change in employer.

What attracted you to work where you do? Why have you stayed? What can you offer that your strongest competitor isn’t able to?

Candidates don’t just want to know about the immediate opportunity either. Initially, there will be the fast-pace of learning the new role, company and environment, following a longer period of learning the finer details. But then what? Is that person capable of more? Could they deliver even more value to you as a Company? What projects could they get involved in? What could they learn to further develop their skills?

Have a look at your latest job spec – is it simply a list of what you want? A host of essential and desired skills and experience? A shopping list? When was the last time you went shopping and only came back with what was on your list? Or, did you get attracted by the end of aisle promotions – those companies that had made a conscious effort to stand apart from their competitors by offering that something a little different?

At Langley James, our IT experts are on hand to assist with the whole recruitment process from job specs, attraction methods, salary guides and general market information. Why not give us a call and see how helpful we can be? If you are looking for a recruitment partner with a completely transparent approach, then we may just be exactly what you are looking for.

Want To Cut Costs By More Than 50%?

Apr 25, 2014 | IT

Want to cut costs by more than 50%?

Optimising application development and maintenance (ADM) can slash operation costs by more than 50%, according to research by Gartner.

A new study found that by allowing sourcing managers to develop and implement sourcing strategies, metrics and processes can help CIO’s cut costs in half by eliminating legacy applications, complex architectures and outdated approaches to staffing.

Accounting for 34% of IT budgets, ADM is only set to rise in the coming months due to rising labour costs and increasing complexity and number of applications. However, the study stated that if best practices across the application life cycle are followed, the ADM unit cost can be significantly optimised over time.

Sadly though, it seems that only 11% of companies are mastering sourcing by taking a methodical approach. Others rely on tendering their requirements to a few known service providers and chose the supplier based on price and daily rates. Most are also using staff augmentation for ADM work inefficiently.

Key recommendations made by Gartner the help CIO’s cut costs by optimising ADM included performing an application portfolio and life cycle activity analysis to consolidate ADM supplies to enable companies to select the best-in-class options for scope and business process. It also recommended that using the right metrics to size application portfolio and development efforts would help determine the right ADM team size – Gilbert van der Heiden of Gartner commented “Whatever model an organisation uses, it should be applied consistently and as objectively as possible, with a focus on measuring and improving productivity and quality.”

Report on IT Jobs: London

Apr 11, 2014 | IT

Key points

• Permanent placements up at fastest rate in six months
• Surge in demand for permanent staff continues
• Permanent salary inflation outpacing growth in contract pay rates

Growth in permanent placements hits six-month high
March showed a sharp and accelerated increase in the number of IT staff placed in permanent positions by our London office, and one that was the fastest in six months.  Moreover, the rise in permanent appointments in the capital was slightly sharper than the UK-wide average.

Upturn in contract billings continues
March also showed a further rise in contract billings in London.  Although growth eased from February’s recent peak to the slowest in four months, it was nevertheless sharp in the context of historical data and faster than across the UK as a whole.

Staff Availability
Our IT consultants in London recorded a further decrease in permanent candidate numbers in March, extending the current sequence of decline to ten months.  Furthermore, the rate of contraction picked up since February and was sharp.

Contractor candidate numbers also decreased at a faster rate in March.  In fact, the degree to which contract candidate supply deteriorated was the most marked since July 2007.

Remuneration
Permanent starting salaries in London increased in March, continuing the trend observed by our consultants in each of the past ten months.

Contractor rates also increased in March, but the pace of inflation eased since February, to the weakest in nine months.  The capital was also outperformed by the UK as a whole on this front for the first time since last November.

About Langley James
Langley James was founded in 1999 by James Toovey, a highly respected recruitment industry professional.  James wanted to provide something unique: a bespoke recruitment service which was founded on service excellence.  With offices in London and Manchester, we are now providing our recruitment services throughout the world and over the last 15 years have worked with some of the most respected companies in the world.

To find out why so many companies turn to Langley James for support in fulfilling their IT recruitment needs, call and speak to one of our specialist consultants today on 0845 124 9555.

The Beginning of the End for the Biro

Apr 7, 2014 | IT

The Beginning of the End for the Biro

We are living in an era where technology and science is moving at an incredible pace.  Only last week medical history was made by using 3D printing in surgery, along with the discovery of a new Dwarf Planet inside our solar system.  It can be easy to forget about the basic items we use daily that will eventually be extinct.

Sony has recently released a new tablet called Digital Paper which even looks like a standard A4 note pad.  It has capabilities to not only type but to also create hand written notes with the help of a stylus in your own handwriting!  Very similar to the kindle, the tablet has electronic ink which gives it that paper feel.  The end of the Biro is looming…

The size of the office stationary room is now being depleted to the size of a small filing cabinet.  This once meeting place where you could a have a catch up with colleagues and if daring enough, leave with a few extra sticky notes and a secret stash of staples is slowly becoming a distant memory for some.

From a young age we are now growing up using tablets, phones and PC’s on a daily basis.  It was only 20 years ago where there was one Acorn Computer for a whole class to share.  Many industries across the UK are using the good old Biro less and less Waitresses and Waiters no longer approach your table with a pen and notepad they have a tablet where the order gets printed in the kitchen.

We used to dread the postman walking up the path with his pile of letters, now we get excited if we see a hand written envelope addressed to us.  Excluding the usual Birthday or Christmas cards, how often do you receive a hand written letter?

Apart from the odd note taking, we are using Biros less and less, with technology evolving and newer more secure ways of writing being created.  It might be another 20 years or maybe less until we see the death of the Biro.

The same could be said for legacy technology used in your office.  Are you using a piece of software which is well past its best before date, clinging onto it, maybe too scared to change or reluctant to try something new?   Even nostalgic about when it first got installed and the resulting confusion on colleagues faces.

Embrace technology!  The world is becoming more eco-friendly every day with paperless offices and email still being the preferred method of communication in the office.

What are your thoughts? Join the debate on twitter @ITRecruitment #RIPBiro and on Facebook facebook.com/LangleyJames

Do You Have Far More Applications Than the Company Requires?

Mar 31, 2014 | IT

Do you have far more applications than the Company requires?

Over 50% of CIO’s and key IT players do.  A recent report conducted by CapGemini reported a significant increase from last year where just 33% thought so.  At a time when along with the BAU function of the IT department, Companies are now looking to IT more and more as a source of business innovation.  But, are we drowning in applications that could be retired or consolidated?  Over 79% of those who took part in the report believe this to be the case, with an additional 76% believing that application modernisation is important to company objectives.

Good news – some Companies are already ahead of the game.  When asked to comment on what strategies CIO’s had already used to increase IT’s value within the business, 60% had introduced new technology and services and a staggering 86% had either rationalised or renovated applications to be more responsive to business needs.

With new or revised applications delivering business value and driving change and efficiency within a business, IT are leading the way in the future success of companies.  56% of those who took part in the report have already deployed cloud, hailing it as the key driver for reducing risk (61%), reducing cost (66%) and reducing time to market (62%).

What’s the current state of applications within your Company?  We’d love to hear your views.  Why not follow the conversation on Facebook or Twitter?

Written by Lucy Rawes, Operations Director

Budgets, Priorities and Frustrations for CIO’s in 2014

Mar 24, 2014 | IT

1^st April is a matter of days away and budgets are top of the agenda for most UK businesses, but what does this mean for IT?  Will it be another year of forgoing software upgrades and simply having to make do with outdated software, or will investments in data management and cloud services make fire-fighting an easier task, freeing more time for projects to help take your business forwards?

In a recent survey by Calyx, it reported that CIO’s are no longer playing a major part in shaping business strategy.  Over 200 CIO’s and IT Managers were surveyed and when asked what they felt their most important responsibility was –

• 33% saw it as driving growth through technology
• 16% actually spent their working day driving the development of business through IT
• 11% said that they mainly focused on developing strategic concepts around IT to move their organisation forward
• 46% reported that their everyday tasks mainly involve fire-fighting to keep systems up and running and this was despite…
• 64% of those surveyed sitting on the Board of Directors.

Even the most talented and well-paid IT professionals can’t help a business grow if they are preoccupied with daily fire-fighting.  But it seems that this isn’t the biggest frustration.  So whilst almost half of CIO’s and IT Managers are submerged in BAU processes;

• 60% are frustrated at having to deal with data management issues
• 44% are consistently having to deal with security issues
• 33% are tired of fulfilling “board-driven demands for cost-efficiencies and cost cutting.

But it’s not all bad news.  Whilst this may be the reality of a vast majority of IT leaders and lower budgets have meant difficult conditions for IT, a recent survey by TechTarget revealed that –

• 59% reported a budget increase was seen in 2013
• 65% are expecting a budget increase in 2014
• 37% plan to expand IT to support business growth
• 59% plan to purchase new or upgrade existing software
• 52% plan to purchase new hardware to expand computing capacity and increase energy efficiency
• 35% expect to pay more on maintenance in 2014, mainly focusing on those maintenance issues that were ignored in the leaner years
• 38% plan to grow spending in private and public cloud services
• 20% plan to increase the use of automation in the business which will free IT to focus on more strategic areas
• 31% may add IT staff in 2014 to meet the overall goals of business growth and targeted IT projects.

Whilst none of these things alone will negate the need for fire-fighting, it will make BAU much easier, making the IT Department a happier, more productive environment.

But, what if you work in a business that is yet to see the benefits of a more stable economic landscape.  There are still a few companies keeping a tight hold on the purse strings –

• 13% of CIO’s/IT Managers are faced with the prospect of maintaining current service levels with flat budgets
• 7% have been told that they must reduce IT spending
• 61% of those faced with lower budgets will curtail hardware spending
• 37% will cut back on maintenance

With the IT Managers rarely being perceived as the hub for organisational innovation and growth, we are beginning to get there and 2014 looks set to be the year that the IT Department strikes back.  With new technologies saturating the market that will significantly impact the IT function over the next few years, now is the perfect time to make sure you are well-positioned to drive the success of the business as a whole.  Time to step up to the plate and get the “keep the lights on” issues streamlined and focus on efficient IT management, as this is set to be the key challenge over the next 12 months to ensure your business is able to approach things in a more strategic fashion, to be able to realise the benefits of these next-generation technologies sooner, resulting in claiming the competitive advantage.

We’d love to hear your thoughts.  Join in the conversation on Facebook or Twitter.

Written by Lucy Rawes, Operations Director

Employee Engagement – just a cliché or does it really make a big difference?

Mar 3, 2014 | IT

Employee Engagement – Just a cliché or does it really make a big difference?

There is a trend that is gathering pace in the enlightened companies of the UK – motivated staff are rising to more challenges and are happy to put in longer hours and take on bigger workloads in order to help their business achieve their goals.  What great news.  But how do they do it?

The Sunday Times Best Companies to Work For survey shows that despite falls in the sense of well-being, levels of engagement in employees rose across the board.  If you, as a manager, are leading and inspiring your team, giving them a sense of belonging and making them feel their opinions matter, it seems that any pressure they are feeling to achieve more for less is not affecting them as much as you may expect.

So, if you have had to enforce a pay freeze in that last 18 months, you wouldn’t imagine standing a chance of being within the Top 100 Best Companies to Work For, right?  Not necessarily.  There is a company who has had a pay freeze and on it’s first attempt in entering the Top 100, has come in the top 5.  What a great result!  Despite the impact the lack in increased salary has had on the employees, the flexible hours, mentoring, social events and fitness programmes mean that staff are enjoying their time in the office and are still motivated and inspired to do well.  But without leadership and team spirit, this may well be a very different story.

There is one company who has a “cuddle budget”.  This is used for staff treats like nights out and champagne, but with one simple aim – to celebrate success.  When was the last time your team celebrated success?  You’d be amazed how much these small, thoughtful rewards will motivate your team to reach that ambitious goal and put in the extra effort to achieve.  There isn’t a person in the world that doesn’t need to feel appreciated, it’s as basic a requirement as food and this is where less-enlightened companies are missing the point.  There are some companies out there that are still heavily reliant on job insecurity as a motivator, but do those on the ‘shop floor’ really care for a company who is simply asking for ‘more for less’?

Getting the best out of your team is not all about pay but it is about behaviour.  In times when everyone is under pressure to perform that little bit harder, work that little bit longer for the same pay as they did 2 years ago, it has never been more important to give honest and sincere appreciation for those that are going the extra mile.  Rewards, no matter how small can create an eager want within your team and this will in turn, have an impact on your bottom line.  The Work Foundation recently published a study that reported managers who invested 10% in Employee Engagement strategies could raise the profits of their company by £2,700, per employee, per year.

A happy, motivated and engaged workforce means –

• reduced sickness – dis-engaged employees are 3 times more likely to call in sick
• better attrition – dis-engaged employees are 4 times more likely to leave for an alternative job
• stronger economy – The Work Foundation claims that making small investments into employee engagement could contribute £49bn to the economy
• embracing change – an engaged employee finds it much easier to implement organisational change to achieve a faster or improved outcome
• increased customer satisfaction
• increased productivity
• increased profits

Have you implemented any employee engagement tactics that have made a considerable difference to the productivity and engagement of your team?  We’d love to hear about it if you have.  Follow the conversation on Twitter or Facebook.

Written by Lucy Rawes, Operations Director

The Great Female Debate

Mar 3, 2014 | IT

The Great Female Debate

The press has been filled with articles about women being under-represented in this and that and even the comedian Dara O’Briain got himself into hot water this week by the press misunderstanding a comment he made about the BBC’s new policy  to increase the number of women on panel shows.  What he was in fact saying was that even though he supported the policy, he felt it should not be made public as this would make women on panel shows seen as “token” women.  Could this be the same in the IT sector?

The Sunday Times revealed the Top 100 Mid and Large Sized Companies to Work For this week and at the bottom was a promotion for the Top 50 Employers for Women 2014.  What difference should it make?  Surely it’s the best man or indeed woman for the job as opposed to ticking the gender equality box?  Or is it?

The low representation at executive level and near invisibility at board level on technology companies, is down to the “right” women not being available for these tasks.  There are simply not enough women in technology and that scarcity is represented all the way to the top.  Simply enforcing policies similar to the BBC will surely have minimal impact.

You don’t have to look far to see companies like Pinterest, where 70% of the users are female have 100% of its board as male; Google, Facebook and Twitter went public without women on their board; and even Apple only has one woman, former Avon CEO Andrea Jung serving on it’s board.

I read an article towards the end of last year that claimed a report conducted by the European Commission found “Lack of women in ICT sector costs Europe €9bn a year” How is that possible?  Well, here’s how…

For every 1,000 women in the EU with a degree, only 29 have a specialism in ICT, compared to 95 for men and only 4 in those 1,000 will ever work within the ICT sector.  Reports show that women are more likely to leave the sector mid-career

• Only 19.2% of ICT workers have a female superior, whilst 45.2% of non-ICT workers have a female boss
• Firms that have women in higher positions “achieve 35% higher return on equity and 34% better total return to shareholders” when compared with other firms
• The EC came to the figure of €9bn based on the assumption that if women in ICT roles rose by 115,000, an average of €78,000 per female worker would be generated in increased productivity.

Is there not already enough of a skills shortage within the IT sector without making it worse?  If the media continue to dine out on these reports, findings and figures, it is going to do nothing to help improve the image of the ICT sector for future generations of women.

This debate has been around for years and shows no sign of slowing, but what are we actually doing to help change the situation?  Do we need to?  Is it that women are getting overlooked for the top ICT roles or are they simply not out there in the first place?

We’d love to hear your thoughts – follow the conversation on Twitter and Facebook.

Written by Lucy Rawes, Operations Director

Finding the Perfect Employee

Feb 21, 2014 | IT

Finding the Perfect Employee

With last week seeing reports from the ONS that UK unemployment fell by 125,000 to just 7.2% and the latest estimates showing 193,000 more people were in work October to December compared to the previous 3 months, you now have to be extremely creative to find great employees.

Recruiting for an employee to fill your IT requirement can be both a frustrating and time consuming process.  From writing the job spec and the advert, which has to be exciting, challenging and offering that little something interesting to attract great people, to the actual interview with likely candidates, your time is guaranteed to be stretched to the maximum for a period of time.

Here are 5 tips to help you find a great employee

• When reviewing a CV, look for length of time on the job.  A candidate with several short-term employers of less than 12 months (other than those that have been working in contract roles), could mean a lack of commitment on their part.Of course, with all the redundancies that were around not so long ago, it could just mean that they were caught in the fallout.  However, proceed with care – it isn’t always necessarily a fact that people were laid off because the company was cutting back.  Star performers are laid off as a last resort, so check references carefully, especially if the company is still in business.  You don’t want someone else’s “deadwood”.

• Look for gaps in employment and ask for an explanation.  Long periods out of work can signal time out to update education, or to “give something back”, but it may also indicate something more sinister.

• Watch the employment dates for “overlaps” and if you can, check the cv against a public profile like LinkedIn – does it match?  These could be simple errors, but it may also indicate that the candidate is not being truthful about previous employers.  Ask the candidate to explain it, and be sure to call those employers and verify dates of employment with them.

• Have a copy of the job description at hand when you review the cv’s.  The more skills that match your job description, the more likely you will be to have a great match.  Focus on what they have done in the past that matches what you want them to do.  Write a list of things you want them to do and then ask questions that will get those answers (or lack thereof).

• Sort your likely CV’s into two piles – one for those that look perfect to you, the other for those that look good.  Conduct preliminary telephone interviews and ask them why they want to work for your Company.  Whilst some may not be the superstar for today, you never know if they may be of interest to you in the future.  Leave them with a good feeling about your Company.

While these tips aren’t the whole picture in hiring a great employee, using them increases your chances that you will hire the perfect match for your Company.

With the restrictions on information that a previous employer is allowed to give you, it is important to pay attention to all the details you get from the candidate.  It will make the difference between having a GREAT employee working for you or, just having a GOOD one.

Written by Lucy Rawes, Operations Director

IT Market Summary – January

Feb 7, 2014 | IT

Langley James IT Recruitment Market Summary – January

Key points

• Growth of permanent and contract appointments eases but remains marked
• Vacancies rise at fastest pace since May 1998
• Permanent salary growth virtually unchanged from December’s six-year high

Further sharp rises in permanent and contract appointments

Permanent staff appointments continued to increase strongly in January. Although the pace of expansion eased from the 45 month high we recorded in December.  Similarly, contract appointments rose at a rate only marginally slower than December’s 15 year peak.

Strongest growth of demand for staff since May 1998

Overall job vacancies rose at a sharp and accelerated rate in January.  The pace of expansion was the fastest in over fifteen-and-a-half-years.

Permanent salaries continue to increase markedly…

The rate of growth of permanent staff salaries remained elevated at the start of 2014, holding at a pace broadly in line with December’s six year peak.

…amid declining availability of candidates.

Further falls in staff availability were signalled in January.  Both permanent and contract candidate numbers declined at marked rates, albeit the slowest in three months.

Permanent IT staff skills in short supply – C++, Developers, General IT, Java, .Net, PHP, Project Managers, Support, Technical Consultants

IT Contractor staff skills in short supply – Business Intelligence, Developers, Java, .Net, Project Managers, SAP, Support, SQL.

Staff appointments

The number of people placed by Langley James increased further in January.  Our IT Consultants reported a marked increase in permanent placements with the South of the UK showing the sharpest rise.

Having risen at the sharpest rate for over 15 years during December, our IT Consultants reported growth of contract placements eased marginally in January.  We are seeing a trend of companies taking on contractors to undertake work whilst they look to secure a permanent candidate.

Vacancies

Data from the Office for National Statistics showed that job vacancies were up 15.2% on an annual basis in the three months to December.

Demand for staff by sector

Permanent staff – Growth of demand was broad-based across all key types of permanent staff with Engineering now in the top spot.  IT & Computing holding onto fourth place.

Contract staff – Engineering also featured in top place for contract staff demand with IT & Computing falling to sixth place.

Staff Availability

The availability of permanent candidates continued to fall at the start of 2014, with a range of skill-sets reported as being in short supply.

The availability of contract staff fell for the seventh month running in January.  Although marked, the latest drop was slower than those recorded in the previous two months.

Remuneration

Average starting salaries for IT candidates placed in permanent jobs increased further in January.  Permanent salaries rose in all four regions, with the South posting the sharpest rate of inflation.

Day rates for contract employment continued to rise in January.

About Langley James

Langley James was founded in 1999 by James Toovey, a highly respected recruitment industry professional.  James wanted to provide something unique: a bespoke recruitment service which was founded on service excellence.  With offices in London and Manchester, we are now providing our ‘boutique style’ recruitment services throughout the world and over the last 15 years have worked with some of the most respected companies in the world.

To find out why so many companies turn to Langley James for support for fulfilling their IT recruitment needs, call and speak to one of our specialist consultants today on 0845 124 9555.

IT Market Summary – December

Jan 13, 2014 | IT

Langley James IT Recruitment Market Summary – December

Key points

• Strongest rise in permanent placements since March 2010
• Contract requirements at fastest pace in over 15 years
• Permanent salary growth highest since October 2007

Stronger rises in permanent and contract appointments.

The number of people placed in permanent jobs continued to increase in December, with the rate of expansion accelerating to the sharpest since March 2010.

Vacancy growth holds near 15-year high.

Demand for staff continued to increase strongly in December.

Permanent salaries rise at fastest pace in over six years…

Average starting salaries for people placed in permanent jobs increased further in December with the rate of growth the strongest since October 2007.  Contract staff pay rates rose at a solid pace that was slightly slower than in the previous month.

…amid declining availability of candidates.

The availability of candidates to fill permanent roles continued to fall in December.

Permanent IT staff skills in short supply – Business Analysts, Digital Marketing, General IT, Java, PHP, Web Developers.

IT Contractor staff skills in short supply – Business Intelligence, Digital Marketing, .Net, PHP, Web Developers.

Staff appointments

Our IT consultants signalled further growth of staff appointments in December, with both permanent and contract requirements increasing at faster rates.  In fact, the latest increase was the third-strongest since the start of Langley James IT Recruitment in 1999.

Our IT consultants commented that growth of temp billings reflected a combination of greater demand from existing clients and the securing of new contracts.

Vacancies

Data from the Office for National Statistics showed that job vacancies were up 14.9% on an annual basis in the three months to November.  Latest available data signalled that internet-based recruitment spending rose by 4.6% in the second quarter of 2013.

Demand for staff by sector

Permanent staff – Growth of demand was broad-based across all key types of permanent staff with Executive/Professional moving into the top spot.  IT & Computing remained in third place.

Contract staff – IT & Computing posted the fastest growth with Nursing/Medical and Accounting/Financial completing the top three placed in the demand for staff league table.

Staff Availability

Permanent staff availability fell at a sharp and accelerated rate in December.  The sharpest reductions in permanent staff availability was shown in London and the Midlands.

The availability of contract staff fell for the sixth month running in December.  Although easing slightly from November’s nine-year records, the rate of decline remained marked.

Remuneration

The rate of inflation of permanent staff salaries quickened further in December with our IT consultants reporting that these frequently attributed to shortages of quality candidates.

Rates of pay for contract employees increase for an eleventh month in December.  Strong demand for staff was reported to have driven the latest growth of temp pay.

About Langley James

Langley James was founded in 1999 by James Toovey, a highly respected recruitment industry professional.  James wanted to provide something unique: a bespoke recruitment service which was founded on service excellence.  With offices in London and Manchester, we are now providing our ‘boutique style’ recruitment services throughout the world and over the last 14 years, have worked with some of the most respected companies in the world.

To find out why so many companies turn to Langley James for support for fulfilling their IT recruitment needs, call and speak to one of our specialist consultants today on 0845 124 9555.

IT Market Summary – November

Dec 9, 2013 | IT

Key points

• Permanent salary growth at six-year high amid declining candidate availability
• Overall vacancies increase at fastest pace since July 1998
• Permanent and contract appointment rise at strong, albeit slower rates

Slower but still marked growth of staff appointments.

The number of people placed in permanent and contract roles continued to rise in November.

Vacancies rise at strongest rate in over 15 years.

Overall demand for staff increased at a faster pace in November. Private sector demand for staff continued to show a much stronger trend than public sector demand.

Permanent salaries increase at fastest pace in six years…

Growth of permanent staff salaries accelerated further, reaching the strongest rate since November 2007.  Contract staff pay rose at a solid pace that was sharper than October.

…as decline in candidate availability gathers pace

The availability of candidates to fill permanent roles fell further in November, with the rate of decline quickening to the sharpest since July 2007.  Contract staff availability meanwhile fell at the fastest pace in nine years.

Permanent IT staff skills in short supply – Business Analysts, C#, C++, Developers, Java, PHP, Software Engineers.

IT Contractor staff skills in short supply – Developers, Infrastructure, .Net, SAP, SQL.

Staff appointments

Our IT consultants reported a further increase in the number of people they placed in permanent jobs in November.  Strong growth of available job vacancies underpinning the latest rise in placements.

Billings received from contract workers continued to rise in November.  The rate of growth was strong due to increased client activity levels.

Vacancies

Demand for staff increased further in November for both permanent and contract.  The rate of growth was considerable, having accelerated to the strongest in over 15 years.

Data from the Office for National Statistics showed that job vacancies were up 12.6% on an annual basis in the three months to October.

Demand for staff by sector

Permanent staff – Growth of demand was broad-based across all key types of permanent staff with engineering remaining the most sought-after category and IT moving to third place.

Contract staff – A shift in the market with Blue Collar sector showing the highest level of demand.  The IT sector stays strong in 4^th place.

Staff Availability

The availability of candidates to fill permanent job vacancies continued to fall in November.  Moreover, the rate of decline was the sharpest since July 2007 with strong IT professionals in short supply.

Contract candidate availability declined for a fifth successive month in November – the sharpest for nine years.

Remuneration

Average starting salaries awarded to people placed in permanent jobs rose further in November.  The higher salaries attributed to a combination of strong demand for staff and shortages of skilled candidates.

Daily rates for contractors also continued to increase in November.

Household Finance Index

The latest HFI survey provided a positive signal for the UK labour market, as workplace activity increased for the tenth successive month and at a solid pace.

IT was the strongest performing sector for workplace activity, followed by construction and manufacturing.

About Langley James

Langley James was founded in 1999 by James Toovey, a highly respected recruitment industry professional.  James wanted to provide something unique: a bespoke recruitment service which was founded on service excellence.  With offices in London and Manchester, we are now providing our ‘boutique style’ recruitment services throughout the world and over the last 14 years, have worked with some of the most respected companies in the world.

To find out why so many companies turn to Langley James for support for fulfilling their IT recruitment needs, call and speak to one of our specialist consultants today on 0845 124 9555.

How a relatively simple practice helped build one of the world’s most successful companies

Dec 2, 2013 | IT

A practice first coined at Hewlett Packard in the 1940’s and subsequently embraced by Steve Jobs, even in the current technological age, Managing By Wandering Around or MBWA has been proved to deliver far greater dividends than computer processing or watching the pennies.

It is all too easy to get embroiled in worrying if your company is doing well and forgetting about the people on the ground that make it happen and why those people chose to work for you.

How often do you say ‘hello’ to employees on a regular basis?  Do you let them know how important they are to the success of the company?  Do you know every employee by name?

You may be aware of the Hawthorne effect – the increase in productivity in the workplace when people feel that they are cared for.  This doesn’t mean spending hours, chatting aimlessly about their weekend, or their holiday plans, but simply remembering to take the time to ask “how are you?”  When employees are happy, loyal and engaged they miss less work, perform better, are more supportive of change and this results in profits being higher.

As managers and directors, we achieve success by leading a group of individuals to meet goals.  A recent study by the Institute of Leadership and Management revealed that 82% of managers said that their teams knew exactly what was expected of them.  However, employees were not so sure with only 58% knowing what they are supposed to do.

MBWA is a smart approach to making sure that these goals are being communicated and helps you lead a team by keeping your ear to the ground on developments and issues, as well as ideas.  Identify individuals as Human Beings, not Human Resources and identify those who are living the values and making a difference and let them know it isn’t going unnoticed.  At a time of intense competition and rapid change, it is vital to maintain close connections with your team to make change happen.

Most days in the office can be seen as simply routine by employees, but enjoyment has been sited as the single most effective motivator, with 59% rating it as one of the top 3 in the ILM study, it is more important than ever to ensure that you not only have a productive, driven workforce but also a happy one.

You may have been among the thousands that watched the recent BBC2 fly-on-the-wall documentary into Iceland.  The series trained the lens on everyday life at the HQ, with singing, dancing and all sorts of high-jinks.  Even though fun can be seen by some as an odd concept within the office environment, Iceland boast impressive staff retention figures and are regularly named among the best employers in the country so they must be doing something right.

Your people are your business – a happy work environment attracts good people and helps the people who work for you do the best for the company.  And remember, company culture doesn’t just happen, it is something that is earned.  Now, where’s that gorilla costume?

Written by Lucy Rawes, Operations Director

Boozy Brits pose security threat to UK businesses

Dec 2, 2013 | IT

Results from a recent report conducted by IT security firm TrendMicro reveals a shocking culture of carelessness among the UK population with regards to their attitude towards their work devices.

Out of the 2,500 UK Citizens that took part in the report, a shocking 52% reported losing a phone or other mobile device that contained sensitive work data with 27% having lost up to 3 work devices.

Compare those figures to only 11% of those surveyed losing their personal smartphone device and it indicates not only a careless attitude, but also a lack of awareness around the reputation and financial cost to businesses when sensitive data is stolen.  In fact, 47% don’t worry much or at all about losing client or customer details and 55% don’t worry much or at all about losing intellectual property.

Over half were out drinking when their devices were lost or stolen and with Christmas around the corner and the festivities already underway, surely this is set to increase over the coming weeks.

26% of devices were lost or stolen on London Underground with 25% of those using Central and District lines.

And it doesn’t stop there!

•  25% of people have emailed sensitive work data to the wrong person
• 31% use WiFi hotspots regularly with 56% never or rarely checking security levels
• 57% didn’t even set up a password lock on their device

Should IT departments be concerned?  Absolutely!

The report highlighted that 29% were not even sure what to do to protect their data if the device was lost or stolen and only 10% said that they would notify the IT department if this happened.

This careless culture is endemic to UK businesses, leaving them vulnerable to intrusion from cyber-criminals looking to acquire data for financial gain.

Education is required to help employees understanding the importance of protecting corporate data and also the protocol for notifying you should a breach occur.

Written by Lucy Rawes, Operations Director

Social Media – Should You Look?

Nov 10, 2013 | IT

The Last Great Recruitment Taboo

Social media:  Should you look?

92% of recruiters look at potential employees’ social media profiles according to a survey by Jobvite.

It’s no surprise that so many employers are using social media to screen prospective employees.  These days an online presence is practically expected and it’s not just for the youngsters – 79% of LinkedIn users are over 35.  When you add Facebook, Twitter and Google+ into the equation with just a few clicks you can easily summon the good, the bad and the ugly of a candidate’s professional and personal lives, thanks to all the digital records they, their friends and their family leave behind in social media.  But should you look?  And if you do, what information can you actually use?

Look for the positives
A social media search should not be seen as a negative screening technique, in fact sometimes it’s better not to look at all until you have met the candidate face to face.  But for an insight into their professional presence check out LinkedIn and look for positive attributes such as:

• A professional online presence
• Good spelling and grammar
• Consistency between their job history and their CV
• Insightful statuses and posts
• References to your industry
• Following relevant organisations
• Creativity
• Positivity
• Memberships of organisations
• Endorsements from other professionals

Beware the Negatives
Social media checks cannot be used as part of the hiring decision.  When looking at social media the temptation can be to make snap judgements based on what you see.  Social media is complex:  being tagged without permission is common and inappropriate comments can be posted by others without representing the candidate’s point of view.

Statuses and photographs can also be taken out of context and cannot be taken as solid evidence.  Judgements on what is appropriate will also certainly vary – interestingly, the majority of employers have a dimmer view of poor spelling and grammar than photographs of binge drinking.  Most importantly, ensure you are looking at the correct profile.

However, there are warning signs.  These ‘red alerts’ should be treated in the same way as if you had gleaned the information during interview.  These include:

• Bigoted or racist remarks
• Overly sexual language
• Excessive profanity
• Threatening language
• Poor grammar and spelling

Taboo Areas
Just as in the interview, there is taboo information that you CANNOT use to discriminate for or against a candidate under any circumstances.  These include:

• Age
• Marital status or sexual preference
• Children
• Political status
• Place of birth, ethnicity or religion
• Lifestyle choices
• Disability & illness

It’s our opinion that social media is an extremely valuable source of information – but one that should be used with caution.  What do you think?  We’d love you to join the conversation.  Tweet us @ITRecruitment or follow us on Facebook.

Ready to recruit?

Here at Langley James, we know how to find the most vibrant and talented pforessionals available.  Whatever your requirements, permanent or contract, and up to the highest level of seniority, we can find you the ideal candidate.  To discuss your IT recruitment needs call us on  0207 099 4839 or email us at langleyjames@langleyjames.com

Is Sickness Making Your Business Ill?

Oct 7, 2013 | IT

Sickness absence has risen to 7.6 days per employee per year
Sick days cost UK businesses £29bn each year
The UK has the worst sickness absence rate in Europe
The average worker has faked sickness 4 times in their life
Employers are suspicious of over ½ of sickness claims

The cost of fraudulent sickness absence is too great to ignore.  In addition to the financial strain these liars place on your business, those left covering the work of their unscrupulous team mates are put under strain, ironically, increasing the risk of genuine illness due to stress.  However…

Presenteeism an Ever Present Danger

At the other extreme are the employees who always turn in no matter how ill they are.  As well as spreading illness to the rest of the team, these martyrs remain unproductive far longer than those who simply take a day off to recover.

• Presenteeism costs UK businesses twice as much as absenteeism each year
• Employees coming in to work ill are far more likely to make a costly mistake

Weed Out the Liars

Spotting the liars while keeping the genuinely ill safe at home in their beds can be a nightmare. So is gathering the evidence needed for disciplinary action.  Fortunately we have some tricks to help you.

Pattern Spot

Review a suspect’s absences over the last few months.  Are there any patterns?  Are Fridays or Mondays more prevalent showing a penchant for long weekends?  Software is also available for businesses to spot trends in absenteeism behaviour that may be missed, such as time taken off during school holidays.

Are the reasons given for absence weak or repeated?  Poor excuses are not as hard to spot as you might think.  What’s the best one you’ve been given?

Social Media Secrets

Many fakers have been caught out by updates on Facebook or Twitter revealing they are at the beach or a theme park when they are supposed to be at home in bed.  If you are suspicious it may be worth a look.  After all, even if the perpetrator doesn’t post a status themselves, they could still be tagged by someone else.

Welcome Back Chat

Many companies utilise a ‘Back to Work Interview’ for those returning after a sickness absence.  While checking those who have been genuinely ill are safe to recommence work, it also offers an opportunity to check ‘Fit Notes’ and delve a little deeper into any suspicious excuses.

Need to Cover Illness?

Here at Langley James, we know how to find the most vibrant and talented people available, from Web Developers to IT Managers and everyone in-between.  Many of these candidates are available for short term contract work with the flexibility to help cover medium to long term sickness absence.

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.

BYOD: Have You Got Control?

Sep 24, 2013 | IT

Security, trust and your business on the line
80% of employees are now utilising ‘Bring Your Own Device’ (BYOD) in the workplace according to a survey by MobileIron.  This means that even if you have the latest in security across your network, unless you have a BYOD policy in place, 50% of the devices used within your business are out of your control.

Even if you don’t officially allow personal devices to be used for work purposes, an individual’s preference for a certain device means that employees are likely to attempt to work around this.  This leaves your business open to a plethora of threats.

Sweep Those Threats Aside
When implemented and monitored correctly, BYOD can:

• Reduce capital expenditure for hardware
• Reduce support costs
• Increase employee satisfaction

Follow our quick guide and take back control.

Issue:  Security
Devices are unlikely to have the same antivirus and firewall protection as the computers in your office.  This, coupled with the risk of loss or theft makes BYOD a volatile component of your business.  If data is exposed to an unauthorised person, it is your company that will be fined, not the employee at fault.  Are you leaving your business open to data-theft and hacking?

Solution:  You should ensure that all devices are logged with you and that appropriate security software is installed on each one.  Never allow a jail-broken or rooted device to access your network:  ensure a ‘minimum device requirement’ is written into the BYOD policy.  Check that your end-user is ‘tech-savvy’ enough to use the device safely:  if not, provide training.

Ensure that all ‘apps’ used for business purposes are licenced and that all team members have a secure locking system on their phone.  Are procedures in place should a device be lost or stolen?  For instance, ‘apps’ are available that will delete data if the incorrect passcode is entered too many times or locate a lost or stolen device and remotely erase sensitive data.

Issue:  Social Media Meltdown
It’s difficult to restrict access to social media on a team member’s personal device.  After last week’s Silk Road revelations, you may also have concerns about employees utilising the ‘dark web’ for illegal purposes via their devices, putting your business and reputation on the line.

Solution:  Put a Social Media Policy in place, outlining what is authorised on the device.  Alternatively, set up a specific Wi-Fi network for devices to connect to that restricts access to certain websites during the hours of work.  It is then possible to unblock certain websites for users who require access to perform their roles.

Issue:  Mixing Business & Pleasure
Devices are likely to be used for both business and personal purposes.  A device is likely to hold personal photos, emails, videos, text messages, emails and ‘apps’ which may be inappropriate or unlicensed, placing your company at risk.  There is also the danger of emails being sent without appropriate legal disclaimers at the bottom.

Solution:  Communication and education on the safe use of devices is crucial.  Implement a BYOD policy stating exactly how business should be conducted on the device and make staff aware of particular issues surrounding the use of devices.  Emphasise the need to keep company and personal data separate.  Don’t forget to check that your HR and legal policies allow for the storage of personal and business data on the same hardware: they may need amending.

Issue:  Trust
Just 30% of BYOD users trust their employer to keep their data private according to research by MobileIron.  Mistrust mainly arises from confusion about what an employer can see on a device with the biggest worry being that employers are monitoring their text messages or photos.

Solution:  Your BYOD policy should include details on exactly what the company has access to on each device.  Unless an individual is conducting personal business via a company email account, you should not need to access their personal data.  In fact you would need specific permission from the employee to do so, which can be revoked at any time.

The problem arises when a team member leaves your employment and you need to erase company data for security reasons.  However, there are ‘apps’ available which allow you to isolate company data and erase it remotely without accessing personal files.

Who’s Paying?
Who is paying for call and data costs for these devices?  Ensure there is a transparent and user-friendly policy in place for claiming back appropriate expenses.

Need someone new to take on the challenge?
Do you need a new team member, perhaps to take on new project such as implementing a BYOD policy?  Here at Langley James, we know how to find the most vibrant and talented IT professionals available.  Whatever your requirements, permanent or contract, and up to the highest level of seniority, we can find you 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.

Cloud Bust – 14 days to find new cloud vendor

Sep 10, 2013 | IT

Risk of data being washed away
What happens when clouds burst into thin air?

Chaos was rife over the last fortnight as Nirvanix, a reputable, 6-year-old Cloud Provider gave clients 14 days to find a new supplier or lose their data.
In 2 weeks the companies involved had to:

• Source a Cloud Provider with a similar environment
• Transfer all data to the new supplier
• Arrange and pay for supervised overtime for teams to complete the task
• Shut down and lose business as data was locked due to transfer
• Test the accessibility of all the data

Data STILL at risk
At massive cost, the companies involved managed to transfer their data to a new provider by 30^thSeptember… but the problems haven’t even stopped there.  Nirvanix still has to dispose of the data they have held.  As the leased servers are returned to their owners, if the hardware is not destroyed, there is a risk that data may not be erased completely leaving the companies open to data theft.

Unregulated and high-risk
The ‘Cloud’ industry is completely unregulated.  Anyone with spare space on their server can start a Cloud business.  A company may appear to be British but your data could be held anywhere in the world, putting you at risk of breach of data protection laws.  As the last fortnight’s events have shown, your data is at risk with even the most reputable of companies.  You may have a contract with a Cloud Provider, but once that company ceases to be, the contract is null and void.

Safe as houses
The safest place to keep your data is in-house.  You are in charge of its protection and maintenance. Any changes, for instance due to advances in technology can be dealt with on your timescales.  IT professionals working within your team have a personal investment in protecting and caring for your company’s data.  After all, if something were to go wrong, it would be their reputations (and jobs) on the line.

Thinking of bringing it home?
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.  Not only can we help you add the latest superstar to your ranks, we also have experience of in-sourcing, including recruiting whole new teams.

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.

IT: The Second Coming

Sep 7, 2013 | IT

The future is here: and it’s you

The masses are panicking: you’re taking their jobs.  Technology is taking over the world, from Supermarket Self-Service Checkouts to Smart Phones.

Should you feel guilty?  Of course not!  Now is the time to feel pride:  Information Technology saves lives, increases safety, educates people, enhances communication and has revolutionised healthcare.  Let’s celebrate the bright future of IT by looking at just a few of the amazing developments that are happening right now.

Robotic pack mules
These tough, bullet-proof robots can carry 400lb of supplies over 20 miles (or up to 24hrs).  This innovation has the potential to significantly ease the physical burden on the military.  $10,000,000 has just been invested in developing a silent model for use in stealth missions, as well as increasing defences to the head area of the mule, where the majority of the sensors are.

Driverless cars
Thanks to developments in Cyber-Physical Systems (CPS), driverless cars are becoming a reality.  They are already being tested (under engineer supervision) and could be seen on the roads by 2020.  Imagine a car that could drop you off at the shops, and then pick you up when you instruct it to with your smart phone app.  Potentially, traffic accidents could be eliminated as this technology advances.  Could 1^st line support take over from the AA?

Self-Healing machines
The emergence of Industrial Internet has made it possible to develop machines with Artificial Intelligence, capable of interacting with data, other machines and end users, to self-diagnose and correct themselves.   A report issued by GE predicts that this technology could add €2.2 trillion to European GDP by 2030.

Robotic surgery
The precision of robots has made medical surgery an ideal area to develop their use.  However, human decision-making is still superior to a robot’s when it comes to surgery.  At Imperial College, London, they are solving this problem by developing a technique called “perceptual docking”, where the eye movements of the surgeon are tracked to teach robots the cognitive and decision-making processes involved in surgery.  This has exciting implication for the future of surgery.

Massive growth in IT but where are the people?
All these developments mean that there will be increased demand for IT professionals for a long time to come.  In addition to the superstars needed to develop the technology, experts will be required to maintain and care for the systems as well as train others in their use.  This means you will need to work hard to secure the talent you need.

Here at Langley James we know how to find the most talented, vibrant IT professionals available, from Developers and Designers to Project Managers and IT Directors.  Whatever your requirements, permanent or contract, and up to the highest level of seniority, we can match you with the ideal candidate to help your business grow.  To discuss your IT recruitment needs please call us on 0207 099 4839 or email us at langleyjames@langleyjames.com.

What are you excited about?
We’d love to hear what excites you about the future of IT.  We’d love you to join in the conversation.  Tweet us @ITRecruitment or follow us on Facebook.

XP Support Ending: Is your Business Ready?

Aug 10, 2013 | IT

What the end of support for Microsoft Windows XP means for you.

Microsoft is ending support for Windows XP as of 8^th April 2014.  If your business is still operating Windows XP after this date you are risking the following:

• Invasion of your PC or network by viruses and other malicious software
• Loss of system reliability
• Theft of data
• Lack of hardware driver updates

Despite this announcement many companies are still running Microsoft XP.  Now is the time to act to ensure the safety and integrity of your IT infrastructure.

As you in the IT department know, for many businesses, upgrading to later versions of Windows is not as simple as choosing between Windows 7 and Windows 8 and upgrading:  a significant number of older pieces of software are incompatible with the new operating systems and as a result CIO’s have often, reluctantly had to stick with the 12 year old version of Windows until now.

With April 2014 fast approaching, now is the time to ensure you have the numbers needed in your IT department to cope not only with the upgrade itself, but with the integration of existing IT systems into the new operating system as well as the inevitable training needed for other departments who may struggle with the significant changes made to the user interface of Windows 8.  Complete audits will be needed of every piece of software used across the company, including those on individual employee’s BYODs.  I’m sure you’ll agree it is a mammoth task.

Many IT specialists have said that even if migration to a newer version of the operating system begins today, it is unlikely to be completed before the deadline of April 8^th 2014 unless you have people in place with the top-notch skills and experience needed to get the job done.  Worryingly, many of our clients have reported a significant shortage of the in-house talent needed to complete the upgrade.

WE CAN HELP
Our talented and specialised IT Recruitment Consultants have access to the best IT talent in the UK and beyond.   With over 14 years of experience we can help you find the superstars you need to complete every aspect of the migration to the new operating system, from Project Managers to Post-deployment support and everyone in between.

The talent to be found in the contract market has never been of higher quality but employers need to act quickly if they want to hit the deadline:  both IT contract workers and permanent candidates are in demand and are being snapped up at a moment’s notice.  Call us today on 0207 788 6600 to ensure you have the staffing and skill levels you need to complete the upgrade in time.

50 Shades of Blue

Jul 17, 2013 | IT

Beat every shade of the ‘post-holiday blues’

You all know the scenario: you’ve spent a week soaking up sun, sand and sangria and now after a day locked in a flying bus being served sub-standard cuisine you are back in the office staring at the beads of rain rolling down your office windows against a backdrop of grey London cloud.  The additional five pounds you gained eating gelato are doing nothing to atone for the hundreds of pounds missing from your wallet. Depressing isn’t it?

Wouldn’t it be great to be able to keep that holiday spirit alive?  While we can’t promise you a desk on a beach, we can supply you with some fantastic tips to lift your mood and transfer that holiday feeling into the office.

• Relive your bliss:  Simply take some time each day to close your eyes and relive some of the experiences you had whilst on holiday.  You’ll be amazed how that holiday feeling of tranquillity will wash over you.
• Accept your feelings:  Recognise that feeling down after a holiday is entirely normal.
• Time out: Taking time out to have quiet thinking time about anything is fantastic for you.  Try to set aside at least ten minutes a day just for you.
• Unpack and de-clutter:  Tripping over your suitcase on your way up the stairs every night will only depress you further.  Refreshing your living and working space by reorganising and de-cluttering will improve your mood no end as your environment will seem new and fresh.
• Reassess your goals:  Goals that seemed feasible before you went away may now seem daunting and unrealistic.  Take an honest look at your targets and reassess them to ensure they are in fact achievable.
• Get help:  If you need help to hit your targets after your break, get help in the form of a contractor.  Here at Langley James we are experts in finding the perfect IT professional to help you out of a tight spot at short notice.
• Connect:  Holidays are great opportunities to spend quality time with friends and family but when you are busy with everyday life it’s easy to send your social life to the bottom of your list of priorities.  Don’t!  Work-life balance is essential for your well-being and simply getting together with friends is a great mid-week boost.
• Plan the next one:  Start planning for your next holiday.  If you can book it and have a date to look forward to, even better.  If it’s not possible to book another holiday in the near future make sure you have treats planned and reminders displayed around your work space.
• Budget:  Accept that you may have overspent and assess the damage.  Work out exactly what money needs to go towards paying off credit cards and overdrafts and what you have spare.
• Treat yourself:  If post-holiday budget is an issue plan small treats rather than large extravagances and you won’t feel deprived.  Why not have a day at the races or an evening at an art gallery.
• Taste the exotic:  After eating a variety of interesting and novel cuisine on holiday you can be left feeling sluggish and unwell as the pressures of real life mean you revert to unexciting, unhealthy convenience food.  Make the effort to experiment with ingredients to get that holiday feeling.  Forget your boring sandwich lunch – seek out exotic alternatives to give your working day a lift.
• Cocktails:  Recreate your favourite holiday cocktail at home or even as part of a Friday evening routine after work to boost motivation in your staff.  Just remember to check no one has to drive home.
• Get a check-up:  If you are not feeling quite right after your holiday or you have niggling pains then it could be nothing… but equally it’s easy to underestimate pain when you are away and having fun.  Make sure you get checked out by your GP just in case it’s something more serious.  There is nothing more stressful than having health worries at the back of your mind.
• Get outside:  It’s likely that during your holiday you spent lots of time outdoors.  It can feel very unhealthy to then be stuck in an office for most of the day.  Combat this by trying to at least get out of the office for fresh air at lunchtime for a few minutes.  You may even be able to stretch out that holiday tan.
• Healthy eating:  After a week or two of escaping the routine it’s easy to forget those healthy habits you were so strict about before you left.  Remember your ‘five-a-day’.
• Drink up:  Drink plenty of water to make sure you keep hydrated now you are back in a heated or air-conditioned environment.
• Exercise:  Don’t let two weeks of relaxation in the sun get you off track.  Keep up with your exercise schedule and boost those endorphins.  Even 30 minutes of outdoor walking can boost your mood and get rid of holiday pounds.
• Be an adrenaline junky:  Remember the surfing class you took in Cornwall?  The scuba diving in Barbados?  Why only try something new on holiday?  Why not try rock climbing or indoor sky diving to get that adrenaline boost you crave.
• Colour therapy:  Was there a colour you loved on holiday? Perhaps the deep blue of the Moroccan sky or the rustic terracotta of Italian roofs?  A feature wall in your office in a colour that lifts your spirits can bring the holiday feeling into the office.
• Don’t be SAD:  Use a ‘broad spectrum daylight’ lamp which is proven to lift mood of those suffering from ‘seasonal affective disorder’ during times of sparse daylight.  If you don’t want to buy one you can rent their use in many spas.
• Stay golden:  Top up your tan with some time on a sunbed.  If you’re worried about the UV rays there are plenty of top quality spray tan treatments available.
• Be selfish:  Have one activity just for you each week.  Whether it’s a yoga class, taking a vintage car restoration class, or cooking yourself a gourmet meal for one, make it just for you.
• Be unpredictable:  Shake your routine up.  Alter your route to work or ban TV one evening a week… anything that jolts you out of the predictable will break up the monotony of the working week.
• Take another day:  Don’t dash straight back to the office before you’ve had the chance to breathe.  Take an extra day’s leave to unpack and enjoy being at home before returning to work prepared, relaxed and ready to roll.
• Clock off:  While it’s necessary to work in the evenings at home for the vast majority of managers, make sure you set a strict time for finishing.  Having a portion of evening free without distractions will work wonders for your stress levels.
• Prioritise:  During the first few days back at work, only tackle your most important tasks.  Ticking them off will leave you with a sense of instant achievement while tackling a mountain of mundane tasks can feel like moving a desert with a teaspoon.
• Keep the holiday going:  If you enjoyed an activity like swimming or dancing on holiday, there’s no reason not to carry on.  Make it part of your week.
• Get up (even) earlier:  There’s nothing like a long leisurely breakfast to relax you and set you up for the day (just like you enjoyed on holiday).  All it takes is setting your alarm clock 30 minutes early.
• Eat alfresco:  Summer’s not over yet.  Make the most of an Indian summer by getting outdoors and making the most of the sunshine.  Whether it’s a barbeque or a picnic in Greenwich Park, nothing gives you the holiday feeling like eating outdoors.
• Go for gold:  Sometimes everyday life can seem a bit mundane after a break.  Work out what you want from your career and go for it.  Prepare thoroughly and meet with your immediate superior to make an action plan.  Who knows what your next destination could be.

We hope this advice helps you hit the ground running when you get back to the office but we’d love to hear your ideas too.  What do you do to get the holiday feeling to carry over into the office.  Follow us on Facebook or Tweet us @ITRecruitment.

Is Your Marketing Department Draining your IT Budget?

Jun 24, 2013 | IT

Why collaboration can get you control and expand your business.

Is your marketing department directing the focus of the selection and purchase of new technology while you in the IT department are left to cope, trying to integrate a plethora of inappropriate systems? Does the competition for resources result in a focus on friction between departments and not on the needs of customers?  What if while you are busy dealing with these internal battles, your competitors are busy taking your forgotten customers under their wing?  Well with integration and collaboration, you can avoid this situation and concentrate on growth.

Technology spreads through every aspect of your company.  The task of maintaining and upgrading existing systems designed for so many different purposes is mammoth.  Forrester Research Analyst, Peter Burris has reported that when it comes to the IT budget, ‘70% of spending is on maintaining and upgrading existing systems.’  The danger is that the IT Department are people only seen when things go wrong.  In addition to this, with technology so endemic in every area of life, everyone thinks they have to be a technology expert.  In fact, according to The IBM Power in Data 2013 Survey, 16% of businesses have actually shifted responsibility for the technology budget to the Marketing team.  But as we know, there is a massive difference between knowing how to use technology, and actually understanding technology systems and how they work together (or don’t).

It is vital that your Marketing teams remember that your IT department is more than a maintenance department… that you are a group of highly specialised, creative experts who could help revolutionise their performance rather than struggle to make inappropriate systems work in synergy.  And the resistance is not as great as you fear.  The IBM Power in Data 2013 Survey showed that 85% of Chief Marketing Officers (CMOs) ‘feel a need for an integrated cross platform marketing strategy’,  and 38% of marketing teams have spent time ‘deepening technology knowledge in the marketing team.’  While the responsibility for the selection and use of technology in marketing is increasingly falling to the CMO, it seems there is confusion and a lack of confidence for the task.  As Forrester analyst Sheryl Pattek says ‘With this much complexity, it’s no surprise that many CMOs are ill-equipped to provide the vision and strategic direction required to make sound and effective marketing technology purchase decisions.’

The answer is communication and collaboration between the CMO and the CIO.   Is the Marketing team aware of all the technology they could utilise that you could provide?  And just as important, have you been given a clear vision of what your CMO wants to achieve?  With the IT department retaining control of the systems used in your business, imagine how much more time and cost-efficient maintenance and integration of technology would be.   How much budget could be freed up for the acquisition of new technologies? Think how much your CMO could gain from specialist advice on systems that could not only achieve their marketing goals, but perhaps provide far more than they had hoped.

The best decisions are made when they are fuelled with data from more than one perspective.  As Marketing Expert, Gil Press has recently professed, ‘In organisations where the CIO is expected only to cut costs and “keep the trains running on time,” the responsibility—and purchasing authority—for the tools enabling the digital transformation will reside with other senior executives. In organisations where the CIO is expected to play a key role or even lead this digital transformation, he or she will no doubt help the CMO—and other senior executives—navigate the complex and rapidly-changing landscape of all emerging digital technologies and tools.’

With less revenue wasted on inappropriate technology and the Marketing team exceeding their goals, there will be plenty of resources left for your most important commodity: your customers.

What are your views on this topic?  Are you already working in an environment where departments collaborate in ‘multi-disciplinary’ teams to benefit from a wide range of expertise?  What are the benefits and disadvantages of working in this way?  We’d love to hear your views.  Visit us on Facebook  or give us a Tweet @ITRecruitment