6 Reasons to Choose Langley James as Your IT Recruitment Partner

Apr 23, 2024 | IT, Tips

With vacancies above pre-pandemic levels and unemployment at an almost record low, it’s important to choose your IT recruitment partner carefully. You need to partner with someone who knows the market. Someone who knows how to find excellent candidates in times of a skills shortage. Not all recruiters are the same! Yes, there’s some basic principles we all stick to, but that’s not enough right now!

Here’s just some of the reasons why our clients choose us as their IT Recruitment Partner. We can…

…help you budget

Wouldn’t you rather work with an IT recruitment partner who has the market insight to ensure you attract the best candidates? And that you have the right amount in your budget to do so? We don’t just recruit for our clients, we share information on latest salaries, candidate availability and more! Each month, we produce a full IT salary guide showing the latest salaries and day rates for the most popular IT roles. We share the monthly increases and decreases for your area so you can see exactly what’s happening in the market.

Our salary guides can help you when scoping costs and budgets for new IT Projects, expanding a team, or comparing salaries in a competitive marketplace to ensure your remuneration is aligned accordingly.

We currently produce salary guides for UK, London, Yorkshire and the North West. But we can produce bespoke reports on request. So, if you want to know if you are allocating the right budget before you start the recruitment process, get in touch with us today.

…help you plan

We know that recruitment is something that gets added to an already pretty impressive to do list. So you need an IT recruitment partner who you can trust to manage the whole process for you.

When we register a vacancy order from you, we make sure that we understand your unique circumstances, your challenges, your organisation, your team, your culture and what the future looks like. Then you can leave it to the experts. When we work on a role, we do so on a project basis. Your dedicated resourcer will agree a campaign start and end date with you meaning that you will receive a full, qualified shortlist of candidates. We find that our clients prefer to work in this way rather than being drip fed CVs throughout the campaign. It’s a much more effective way of planning your time and also keeping the candidates engaged.

So not only do we ensure shortlists of qualified candidates are delivered in a timely manner, but we can also arrange interviews are to suit your agenda. And once you’ve chosen your perfect candidate we can look after everything from delivering the offer and confirming acceptance to negotiating start dates and helping candidates with resignations.

…be the IT recruitment partner that gives you peace of mind

We understand that there’s always a risk when it comes to recruiting new members of your team. And that’s why we have an industry leading guarantee to help give you peace of mind. Whilst we, (and you) do everything we can to help prevent any issues, sometimes things just don’t work out. Our guarantee means that should the worst happen, we’ve got you covered. We will replace your candidate with no charge up to 3 months after they start.

With the market as it is right now, working with an IT recruitment partner that can not only find the best candidates, but also give you peace of mind is imperative.

Ask our team for more information on our guarantee today.

…help with writing job descriptions

We know what you need on your job description to help attract the best candidates. But don’t worry, we won’t just leave you to get on with it if you need help.

Not only should each employee have a clear job description as part of the HR process, crafting the perfect job description can actually help you to secure the best talent.  But it’s not just that! A poor job description, or none at all could actually be preventing you from hiring the best IT talent.

Often, candidates will ask to see a job description before they confirm that their CV can be sent. We help make sure that you’re presenting the best version of your company and your job to keep their interest.

…make things simple with automatic billing for contractors

Hiring a contractor shouldn’t mean lots of additional admin. We keep things simple with automatic billing. All you need to do is simply authorise a weekly timesheet and we’ll do the rest. We’ll organise payment to the contractor and ensure all the necessary legislation is adhered to.

Our self billing agreements with contractors makes it easy for them too. With invoices and payment automatically created from timesheet approval, it speeds up the payment process, reducing administration for everyone.

…use our years of experience to find the best candidates

Did you know that Langley James has been helping companies to recruit someone worth recruiting for over 20 years? We take our role seriously and are ISO accredited which ensures quality in our procedures. Our years of experience (some of our recruiters have over 25 years’ experience!), means that we know our market!

Since opening in 1999, we have been consistently improving our processes to make sure that we provide the very best service possible. Here’s just some of the ways we’ve done this –

• We’ve been building our database for over 20 years. This means that we know a lot of people who may not necessarily be available on the open market. These are candidates that trust us with their IT career and know that we will approach them with any suitable roles
• We use a large selection of job boards. Our investment in job boards is one of the largest in the market. We are always monitoring the effectiveness of the boards that we use and are constantly testing new boards. We use both general and IT specific boards to help ensure the greatest reach for your vacancy.
• We’re highly active on social media. And we don’t just use LinkedIn like most other agencies do. We also know how to get the best from Facebook and Twitter too. We were one of the first agencies to utilise social media to find you the best candidates – that a look for yourself – @ITRecruitment

Choose Langley James as your IT recruitment partner today.

Recruitment Agency vs Direct Hiring

Apr 23, 2024 | IT, Tips

We are in the middle of a long and sustained talent crisis. Candidate availability is decreasing by the day, and job vacancies continue to rise. Albeit at a slightly slower rate over the last few months. But the success of your business depends on your team. The people you hire have a direct impact on your success. So, when it comes to your next vacancy, you may be asking which is best for you – recruitment agency vs direct hiring.

We’ve asked our expert consultants to share their insight on the pros and cons of both to help you make that all important decision.

Agency vs Direct

We’ve written at length about the benefits of working with a specialised recruitment agency, but let’s compare some key areas when it comes to recruitment agency vs direct hiring.

Writing adverts

This may sound like a simple process, but don’t be fooled. Yes, it’s true that we can all write an advert stating the responsibilities and requirements. However, in the current market, that is not enough! Candidates are less likely to apply for a job with a list of demands. They want the story, the feeling, a sense of what you stand for. They want the benefits, the future opportunities, and a sense of being part of something important in the world.

If you don’t have experience of this, you are likely to find that your advert will be a bit of a ‘damp squid’ and won’t attract the people you need to make your business a continued success. Agencies are writing adverts day in, day out. They know what it takes to get the best response.

Access to candidates

A recruitment agency will have access to many more candidates than you will if you recruit direct. Not only do they have a large database of experienced candidates, but they are also able to advertise in lots of different ways. This means that you don’t just get the best people who are currently on the market. A recruiter will also headhunt suitable candidates for you using a combination of technology and their personal network. This means that your shortlist should be the very best candidates for the job.

Direct hiring tends to be focused on adverts, website pages and the odd social media post. The reach is not as great as that of a recruiter. With direct hiring, you are unlikely to have the tools you need to get your advert out as far as it needs to go. Lots of companies use their own employees to recommend candidates. Whilst this is great in some instances, it can have an impact on your diversity. Something to bear in mind with any employee referral scheme.

Sifting through CV’s – Recruitment Agency vs Direct Hiring

Depending on how much time you have, it could be a benefit for you to read through all the applications you receive if you do decide direct hiring is for you. The advantages are that you see not just shortlisted candidates, but every single response. This will give you a real insight into the market (if your job advert is great!) and may give you insight on what you need to change to attract the best.

You’ve also got to have the technical knowledge when it comes to IT. You may be looking for experience in a particular piece of tech. And unless you’re aware of other technologies where skills can easily transfer, you could be missing out on a great candidate!

Either way, be prepared to spend lots of time looking at unsuitable CVs as the pay-off for direct hiring. However, if you don’t have the extra time needed to go through the process, using a recruitment agency van be a valuable way of finding new talent for your business. Shortlisting is completed on your behalf, and you only have to choose who to interview from a shortlist of CVs.

Employer branding

You’ve probably heard more and more people start to talk about employer branding. It’s a vital part of the direct hiring process. When was the last time you reviewed yours? What does your Glassdoor say about you? How are your Google reviews? There are many things to consider when recruiting direct when it comes to how you are perceived in the market.

However, we know that there are some really great companies to work for our there who don’t have any employer brand at all. And if this is you then using a recruitment agency is the best idea. Recruitment consultants are highly skilled at attracting candidates to opportunities. They sell the opportunity first and the company a very close second. This gives the added benefit that any questions candidates have about your values, culture, and more, can be answered directly. So, whether you have a strong employer brand or not, you’ll still get the best candidates using a recruitment agency.

The same can be said for candidate experience too. If you already have a robust recruitment communication process, great, direct hiring could be for you. But remember that candidates expect a response within 24 hours of their application now. They expect to be kept up to date at every stage in the process. Do you have the time and organisation to do that effectively?

Cost

There’s a general misconception in the market that using recruitment agencies can be costly. But this is usually when it’s looked at in isolation and not compared to direct hiring. If you wanted to do the same work as a recruiter does, it could end up costing you considerably more. And this cost increases if you’re not regularly recruiting. Recruitment agencies spend hundreds of thousands of pounds behind the scenes to make sure that they are providing the best service and the best candidates.

You’d be amazed how much it costs to just advertise a job on one job board, let along over 30! Access to CV databases is also at a great cost, and let’s not get started on the costs associated with LinkedIn! Then there’s the time spent searching out the best candidates. At Langley James, we allocate at least 3 full days just to shortlist candidates for you. And in the current market, this can take longer too.

But there’s one huge benefit when it comes to cost. Recruitment agencies will not charge you a penny until they have been successful, regardless of the time spent on the role. This is something you can’t do with direct hiring. You take a financial risk every time you recruit direct – there are no guarantees of success.

Recruitment Agency Vs Direct Hiring – Summary

If you have lots of time on your hands, and an ‘easy to fill’ role then direct hiring will probably work for you. But, if you have a harder to fill role but you still want the very best candidates, without having to invest your own time, you need the help of a recruitment agency.

About Langley James

We have been helping companies to attract and retain the very best IT talent since 1999. But we don’t just simply find the best candidates. We can advise you on the current jobs market conditions. Share data on average IT salaries. Talk to you about the benefits that candidates are looking for. In fact, we do everything we can to help ensure that you get the very best people for your team. Get in touch with our team to find out how we can help you to recruit the best!

Why September is the Perfect Time to Recruit

Aug 29, 2023 | IT, Tips

As the warmth of summer begins to fade, a unique window of opportunity opens up for businesses seeking new talent in the IT sector. September, often overlooked amidst the hustle and bustle of year-round recruitment, presents an array of benefits that can significantly impact your hiring success. In this blog, we share some of the advantages of recruiting during this season of change. Offering insights into how businesses in the IT industry can harness the power of September to find the perfect additions to their teams.

Reduced Competition in September: Gaining the Upper Hand

The aftermath of the summer hiring rush can indeed present a valuable advantage in terms of reduced competition. With many companies having already completed their high-volume recruitment campaigns, the noise and saturation surrounding job postings tends to decrease in September. This creates a breathing space for your business to stand out and capture the attention of the best IT candidates.

During this period, IT professionals who may have been overwhelmed by an inundation of job opportunities during the peak hiring season are now more inclined to explore new opportunities without feeling bombarded. With less competition for their attention, your business has a higher chance of attracting and securing the cream of the crop. By focusing on highlighting your company’s unique value proposition and offering attractive incentives, you can effectively differentiate yourself from other businesses still caught up in the hustle and bustle of hiring. This decreased competition allows you to truly showcase how joining your team can benefit these IT candidates and elevate your overall performance.

Overall, taking advantage of reduced competition in September can significantly increase your chances of securing highly skilled professionals who can contribute greatly to your team’s success. By positioning yourself as an attractive option amidst a quieter job market, you position yourself at an advantageous position when it comes to attracting top talent.

Renewed Focus: Post-Summer Rejuvenation

The return from summer holidays infuses candidates with a renewed sense of purpose and drive. Those who have spent quality time unwinding come back with heightened motivation to take on new challenges and conquer fresh horizons. Returning from summer vacations can indeed have a positive impact on candidates’ sense of purpose and drive. Taking time off to relax and recharge allows individuals to rejuvenate their minds and bodies, which can lead to increased motivation and enthusiasm upon returning to work or other endeavors.

During holidays, people often engage in activities that they enjoy or explore new experiences. This exposure to different environments, cultures, or hobbies can stimulate creativity and broaden perspectives. It enables individuals to step outside their comfort zones and gain fresh insights that they can apply in their professional lives.

Moreover, holidays offer an opportunity for reflection. Stepping away from the daily grind allows individuals to reassess their goals and priorities. They may return with a clearer sense of what they want to achieve and a renewed commitment towards personal growth. It’s amazing what time away can do to the mind and this can bring some exceptional people to the table. People who have a wealth of skills and experience who are looking for something new. Something that fits with their renewed focus.

Budget Planning: September Offers a Seamless Transition into Q4

As the third quarter draws to a close, businesses embark on the crucial process of budget planning for the upcoming year. September’s timing is impeccable for businesses that wish to make the most of their allocated resources. Initiating your hiring efforts during this period allows for a seamless transition of new team members into your projects and goals for the fourth quarter. With freshly recruited talents onboard, you can kickstart new projects and capitalise on opportunities that align with your strategic objectives, all while remaining in line with your budgetary considerations.

Importantly, starting recruitment in September also enables you to stay within your budgetary considerations. By beginning early in the budget planning cycle, you have ample time to assess your hiring needs and allocate resources accordingly. This proactive approach helps prevent any last-minute rush or overspending on personnel expenses.

Year-End Goals: Setting the Stage for Success

Hiring in September ensures that your new team members have ample time to integrate, contribute, and align with your company’s year-end objectives. The IT industry, characterised by its fast-paced nature, greatly benefits from having new hires ready to jump in and support the execution of critical projects.

With a quarter of the year remaining, you can capitalise on their skills and expertise to make meaningful progress and reach milestones that might have seemed challenging without their valuable contributions. Hiring in September can indeed be beneficial for integrating new team members and aligning them with your company’s year-end objectives. In the IT industry, where projects often require quick execution, having new hires ready to jump in and support critical initiatives can greatly contribute to success. By bringing new team members on board earlier in the year, you allow them ample time to get acquainted with your company culture, understand their roles and responsibilities, and build relationships with their colleagues. This integration period helps them hit the ground running and become productive contributors more quickly.

Additionally, having new hires join in September gives them a chance to familiarise themselves with ongoing projects before the end of the year. They can bring fresh perspectives, ideas, and skills that may have been lacking within your existing team. This infusion of talent can help accelerate progress towards milestones that might have seemed challenging without their valuable contributions.

Furthermore, hiring in September allows you to utilise these new team members’ skills and expertise for an entire quarter of the year. With this extended period available for collaboration and execution of critical projects or initiatives, you increase your chances of achieving meaningful progress before year-end.

Let Langley James Help You to Harness September’s Potential

The leaves aren’t the only things that change in September—your approach to recruitment can too. At Langley James, we specialise in helping companies navigate the intricate landscape of hiring during this pivotal season. Whether you’re seeking a comprehensive 360-degree recruitment service or simply require assistance in shortlisting CVs from your own advertisements, we have the expertise and dedication to support your goals.

Embrace September’s unique advantages by partnering with us. Let’s work together to find the best IT talents that will not only fit seamlessly into your team but also contribute to your organisation’s growth, innovation, and success.

Let’s discuss your specific IT recruitment requirements today. Reach us at 020 7788 6600 or via email at langleyjames@langleyjames.com.

We’d love to hear your views on this blog. Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn

Recruitment Agency vs Direct Hiring

Jun 19, 2023 | IT, Tips

We are in the middle of a long and sustained talent crisis. Candidate availability is decreasing by the day, and job vacancies continue to rise. Albeit at a slightly slower rate over the last few months. But the success of your business depends on your team. The people you hire have a direct impact on your success. So, when it comes to your next vacancy, you may be asking which is best for you – recruitment agency vs direct hiring.

We’ve asked our expert consultants to share their insight on the pros and cons of both to help you make that all important decision.

Agency vs Direct

We’ve written at length about the benefits of working with a specialised recruitment agency, but let’s compare some key areas when it comes to recruitment agency vs direct hiring.

Writing adverts

This may sound like a simple process, but don’t be fooled. Yes, it’s true that we can all write an advert stating the responsibilities and requirements. However, in the current market, that is not enough! Candidates are less likely to apply for a job with a list of demands. They want the story, the feeling, a sense of what you stand for. They want the benefits, the future opportunities, and a sense of being part of something important in the world.

If you don’t have experience of this, you are likely to find that your advert will be a bit of a ‘damp squid’ and won’t attract the people you need to make your business a continued success. Agencies are writing adverts day in, day out. They know what it takes to get the best response.

Access to candidates

A recruitment agency will have access to many more candidates than you will if you recruit direct. Not only do they have a large database of experienced candidates, but they are also able to advertise in lots of different ways. This means that you don’t just get the best people who are currently on the market. A recruiter will also headhunt suitable candidates for you using a combination of technology and their personal network. This means that your shortlist should be the very best candidates for the job.

Direct hiring tends to be focused on adverts, website pages and the odd social media post. The reach is not as great as that of a recruiter. With direct hiring, you are unlikely to have the tools you need to get your advert out as far as it needs to go. Lots of companies use their own employees to recommend candidates. Whilst this is great in some instances, it can have an impact on your diversity. Something to bear in mind with any employee referral scheme.

Sifting through CV’s – Recruitment Agency vs Direct Hiring

Depending on how much time you have, it could be a benefit for you to read through all the applications you receive if you do decide direct hiring is for you. The advantages are that you see not just shortlisted candidates, but every single response. This will give you a real insight into the market (if your job advert is great!) and may give you insight on what you need to change to attract the best.

You’ve also got to have the technical knowledge when it comes to IT. You may be looking for experience in a particular piece of tech. And unless you’re aware of other technologies where skills can easily transfer, you could be missing out on a great candidate!

Either way, be prepared to spend lots of time looking at unsuitable CVs as the pay-off for direct hiring. However, if you don’t have the extra time needed to go through the process, using a recruitment agency van be a valuable way of finding new talent for your business. Shortlisting is completed on your behalf, and you only have to choose who to interview from a shortlist of CVs.

Employer branding

You’ve probably heard more and more people start to talk about employer branding. It’s a vital part of the direct hiring process. When was the last time you reviewed yours? What does your Glassdoor say about you? How are your Google reviews? There are many things to consider when recruiting direct when it comes to how you are perceived in the market.

However, we know that there are some really great companies to work for our there who don’t have any employer brand at all. And if this is you then using a recruitment agency is the best idea. Recruitment consultants are highly skilled at attracting candidates to opportunities. They sell the opportunity first and the company a very close second. This gives the added benefit that any questions candidates have about your values, culture, and more, can be answered directly. So, whether you have a strong employer brand or not, you’ll still get the best candidates using a recruitment agency.

The same can be said for candidate experience too. If you already have a robust recruitment communication process, great, direct hiring could be for you. But remember that candidates expect a response within 24 hours of their application now. They expect to be kept up to date at every stage in the process. Do you have the time and organisation to do that effectively?

Cost

There’s a general misconception in the market that using recruitment agencies can be costly. But this is usually when it’s looked at in isolation and not compared to direct hiring. If you wanted to do the same work as a recruiter does, it could end up costing you considerably more. And this cost increases if you’re not regularly recruiting. Recruitment agencies spend hundreds of thousands of pounds behind the scenes to make sure that they are providing the best service and the best candidates.

You’d be amazed how much it costs to just advertise a job on one job board, let along over 30! Access to CV databases is also at a great cost, and let’s not get started on the costs associated with LinkedIn! Then there’s the time spent searching out the best candidates. At Langley James, we allocate at least 3 full days just to shortlist candidates for you. And in the current market, this can take longer too.

But there’s one huge benefit when it comes to cost. Recruitment agencies will not charge you a penny until they have been successful, regardless of the time spent on the role. This is something you can’t do with direct hiring. You take a financial risk every time you recruit direct – there are no guarantees of success.

Recruitment Agency Vs Direct Hiring – Summary

If you have lots of time on your hands, and an ‘easy to fill’ role then direct hiring will probably work for you. But, if you have a harder to fill role but you still want the very best candidates, without having to invest your own time, you need the help of a recruitment agency.

About Langley James

We have been helping companies to attract and retain the very best IT talent since 1999. But we don’t just simply find the best candidates. We can advise you on the current jobs market conditions. Share data on average IT salaries. Talk to you about the benefits that candidates are looking for. In fact, we do everything we can to help ensure that you get the very best people for your team. Get in touch with our team to find out how we can help you to recruit the best!

8 Reasons to Hire an IT Contractor

Mar 14, 2023 | IT, Tips

Is it time for your business to hire an IT contractor? With a continuously shrinking talent pool and an increasing demand for talent, it can mean that recruiting the perfect permanent candidate takes longer than before. But your business still needs to succeed. What isn’t being achieved whilst you are waiting for the right candidate. What impact is that having on your business. In a perfect world, you’d wait for the right IT candidate, but if we’ve learnt anything from the past few years, we do not live in a perfect world.

However, there are positives. The changing needs of organisations and employees alike has resulted in more IT candidates moving to non-standard employment. The quality and diversity of IT talent makes the contract market an attractive prospect for many employers. So if you are still waiting to find the perfect candidate, or have a need for a specific talent as soon as possible, it may be time to hire an IT contractor.

8 key reasons to hire an IT contractor

• Less risk. As many as 60% of new hires are not working out to some degree, according to the latest research! And when a bad hire costs businesses, on average, around £114,000 per employee, it’s a risk a lot of businesses can’t afford to take. Especially in the current market. When you hire an IT contractor, it mitigates the risk of bringing in a poor hire and the associated costs.
• Perfect for projects. Most projects, whether one off, or ongoing, need access to a particular set of skills. If you don’t currently have the skills in house and you are unable to secure the right permanent candidate, it’s time to hire an IT contractor.  It may be that you have a short-term project and don’t have the budget, or the on-going work to hire a permanent. More on budget later.
• Specialist skills. If there is a skills gap in your current team, you can hire an IT contractor to plug that gap. By hiring a contractor, you can maintain the quality of work while an employee is away from the business. Whether that be extended sick leave, parental leave, or resignation. Hiring an IT contractor is a quick way to enable you to continue with business as usual.
• Ease workload. When someone leaves your team, who picks up the additional workload? Your current team. This can put additional strain on your existing team members and can even result in additional resignations. Reduce the likelihood of this when you hire a contractor.

• Tap into a fresh perspective. Most of the time, when you hire a contract, you tap into a huge amount of expertise. Having someone in your team who has a lot of experience working for multiple companies can really be more beneficial than you realise. Using their past experiences, they can bring new and exciting things to your business, meaning you could be in a position to tap into this a fast-track certain areas of growth.
• Flexibility. If you have a project that needs completing, or you are experiencing a temporary increase in work, an IT contractor could be the perfect answer. Also, if you suddenly have a drop in demand, you don’t have to continue to use the services on a contractor. This can save your business money by only paying for the services of a contractor when you need them.
• Cost savings. Yes, it’s true that contractor rates are usually more expensive than a permanent salary. However, it can still work out cheaper to hire a contractor. With a contractor, the daily rate is all you pay. There’s no paying into pensions or other benefits. It gives a certainly of cost so works particularly well if you have a set budget.
• Speed. Most IT contractors are available at short notice and are ready and prepared to start work. No more waiting for notice periods, where literally anything can happen. With the market as it is, there are many candidates being offered multiple jobs in IT and this makes the notice period an unnerving time. Reduce that risk and get someone in place quickly when you hire an IT contractor.

Using Langley James to hire an IT contractor.

We can supply you with an expert IT contractor, within budget, to carry out your project to a strict timeframe. Giving you peace of mind by knowing the exact cost of the project from the outset. And allowing day to day IT operations to carry on as seamlessly as possible.

Let us find you an expert IT Contractor who not only has the t-shirt but is going back to remake the film.  Now is a great time to get on with those projects that have been hanging around and getting specialist contractors has never been cheaper than it is now. You can buy in an expert who can turn a project around to a set schedule and budget.

We have been recruiting IT contractors and permanent IT staff since 1999. We have an extensive network of experienced contractors as result. Get in touch with our expert team today to find out more about hiring an IT contractor today.

Contract v Permanent – Which is Best for Your Company?

Mar 14, 2023 | IT, Tips

Are you currently looking to hire in IT? If so, there’s a lot to consider. And it may be that the first thing you need to decide is the benefits to you of contract v permanent. Which will you choose when it comes to filling your next IT role? There are advantages and disadvantages of both. Our consultants share their thoughts to help you make the right decision.

What’s the difference? Contract v permanent

A contractor is someone who provides their services to your business. Typically, a contractor is hired for a set period of time, or a set piece of work. A daily rate will be agreed, along with deliverables, deadlines etc. Contractors are usually self-managed and can be left to work independently based on the project brief.

A permanent candidate is an employee that works for you on either a full or part-til basis. They are expected to produce work based on their contract of employment and in return, they are paid a monthly salary on a continuous basis.

Pros and cons of hiring a contractor

When it comes to contract v permanent, it’s important to consider the pros and cons of each. Here’s our top 3 for each –

Pros of hiring a contractor

• Hire as and when you have a need. If you have a project that needs completing, or you are experiencing a temporary increase in work, a contractor could be the perfect answer. Also, if you suddenly have a drop in demand, you don’t have to continue to use the services on a contractor. This can save your business money but only paying for the services of a contractor when you need them.
• It can actually work out cheaper. Yes, it’s true that contractor rates are usually more expensive than a permanent salary. However, it can still work out cheaper to hire a contractor. With a contractor, the daily rate is all you pay. There’s no paying into pensions or other benefits. It gives a certainly of cost so works particularly well if you have a set budget.
• Higher level of expertise. Most of the time, when you hire a contract, you tap into a huge amount of expertise. Having someone in your team who has a lot of experience working for multiple companies can really be more beneficial than you realise. Using their past experiences, they can bring new and exciting things to your business, meaning you could be in a position to tap into this a fast track certain areas of growth.

Cons of hiring a contractor

• Continuity. If you want to turn the services of a contractor on and off, you could end up disappointed. Once a project is complete and the contract has come to an end, the contractor will move on to their next role. Therefore, if you want the same contractor back again a few months later, it may not always be that simple.
• Day rates can be high. We touched on this above. But, day rates can be high when compared to the salary of a permanent member of staff. Contractors looks for higher rates due to the risks associated with the role not being permanent
• IR35 rules – be aware. You can face large penalties if you are in breach of IR35 and need to take extreme care. Make sure that you work with a reputable agency to ensure that you are hiring contractor legitimately.

Pros and cons of hiring a permanent employee

Pros of hiring a permanent employee

• Higher level of control. With an employee, you decide when, where and how they work. They are employed directly for you (and in most cases, only you if full-time), so you get to call the shots.
• Commitment. When you hire a permanent employee, you both agree on the details of an employment contract. This is a long-term consideration for the employee. Therefore, when they agree to be employed, they are fully dedicated to your company.
• Employee engagement levels. A permanent employee has made a choice to join your company as part of their career development. They are more likely to align with your values and are therefore likely to be highly engaged.

Cons of hiring a permanent employee

• Commitment. Both a pro and co on hiring permanent employee! You need to be sure that you will be able to pay a monthly salary, plus all the additional costs, every month despite ups and downs.
• Employee rights. There’s lots to remember here, from holiday pay, redundancy, maternity, sick pay and lots more.
• It can work out more expensive. There’s lots of things that can affect your costs when hiring a permanent employee. From paying agency fees, to higher salaries, you need to have a budget up front. However, to retain your staff, it’s likely that you will also have to invest in training and development too.

Contract v Permanent – which will you choose?

We’ve been helping companies to recruit the very best in IT since 1999. We can advise you on which route is best and can even give you detailed insight into the IT jobs market. Each month, we produce our IT Salary Guide which looks at average salaries and day rates across all areas of IT. We also produce a monthly Report on Jobs so that you can see what’s happening in the market. As ever, we are here to help. So if you are looking to recruit into your IT team, get in touch with our expert consultants today.

How to Partner with an IT Recruitment Consultant

Jan 6, 2023 | IT, Tips

Should you Recruit Before Christmas?

Dec 7, 2022 | IT, Tips

Should you recruit before Christmas? It’s a question, no doubt, on a lot of hiring managers’ minds right now. Do you wait until the New Year? Or do you go out to market now? Which is more likely to give you the best IT candidates?

You may think that candidates turn off in December. That they are focused on the festivities and waiting for the new year. new job bug. But is that right? Our consultants share their top 3 benefits of recruiting before Christmas.

There are more candidates to choose from

Yes, believe it or not, there are more candidates available in December for IT roles that we’ve seen over the last few months. We are speaking to candidates every day who are keen to secure their dream IT job before Christmas. They want to start 2023 with a renewed sense of excitement and a chance to make their mark in a new role. Read our 4 Tips on Hiring the Right Employee in IT for more tips.

Less competition if you recruit before Christmas

There’s a lot of excitement around Christmas this year after what the world has experienced over the last 18 months or so. And that can mean that whilst some companies are focused on Christmas Parties and festive celebrations, you can get ahead by continuing to recruit. Many companies press the pause button on hiring new employees over the Christmas period and postpone for the New Year. We take it they have little experience of the benefits of Christmas recruits! It can also mean that you don’t get caught into paying a higher salary than originally budgeted as candidates may not be in the process with as many companies. You can see the latest average salaries in our IT Salary Guides that we produce each month.

Start the New Year ahead

Waiting until January to recruit can mean that you are waiting until March for someone new to start! The first week of January isn’t the best time to be advertising a new job. It takes the nation a couple of weeks to get back into the pre-Christmas flow of things. That means that you’re not likely to be making offers until the end of January and with 1 month notice, this takes you to March. Why wait? By recruiting now, you can interview and offer before Christmas meaning your new starter can be with you before January is out.

Here’s where we can offer a helping hand to help you recruit before Christmas….

We understand that you may be busy finishing off projects for the year, and recruitment may not be in your plans. However, we can do the hard work for you and find high calibre candidates ideal for your workplace. Share your IT vacancies with us and will find the very best candidates for you. We will supply a shortlist of exceptional candidates that are all ready for interview.

Christmas is the time of giving, and we are ready to help both candidates and clients with their IT recruitment needs!

Preparing Your Business for the Build-up to Christmas

Nov 25, 2022 | IT, Tips

As we approach the end of November, there’s no getting away from the fact that Christmas is just around the corner. And after a couple of years of false starts, this year is set to be a big celebration. With many houses already proudly displaying their Christmas trees and Christmas lights being switched on around the country, it really is beginning to look a lot like Christmas!

But how does Christmas impact your business? And more importantly, are you ready? We share our top tips to prepare your business for the build-up to Christmas.

Covering Leave

It’s inevitable that employees will want to take leave this time of year. And after the last two years, employees may be keen to use their rolled-over holiday this year. If it’s typically a quiet time of year for your business this shouldn’t be too much of an issue. However, it’s all in the planning. Encourage employees to book their leave in advance. And, introduce a deadline for booking Christmas leave. This is one way to make sure leave is fair and you have time to arrange cover if needed.

If cover for certain roles is essential organise this as far in advance as possible. It’s the most sensible approach. Outside cover could be tricky to find at short notice, not to mention expensive. Drafting in current employees to cover extra tasks could be the best solution. But you’ll need to have arrangements and procedures in place in advance to make sure workload is fair and achievable. Christmas bonuses or prizes could be on offer to incentivise extra work over the Christmas period.

We’ve been supplying IT contractors to business across the UK for over 20 years. If you would like to talk to us about Christmas cover, get in touch with our team today.

Office Christmas Party Issues

Christmas parties can be great fun. However, they also create a melting pot of different personalities, built up workplace tensions and alcohol. All of which sometimes leads to trouble! Choosing and deciding on the venue and the type of event is the first hurdle. Keeping everyone happy, especially when there is a mixture of personalities and age groups isn’t always easy. Try a vote on a range of options or try a ‘two phase’ event. Perhaps with a Christmas lunch for everyone followed by drinks and some dancing for anyone who wants to keep the party going.

Having your Christmas party offsite is the best idea so any potential problems don’t occur on your business property. If you’re hiring out a venue, hiring caterers or entertainers make sure these are booked in early and that you have everything confirmed in writing or a contract. If you feel it’s necessary you could always update your employee handbook and send out a copy of the general code of conduct prior to the event, to cover anyone who’s likely to be caught near a photocopier or under the mistletoe!

A Change of Pace at Christmas

Unless your business is retail where the pace gets a lot quicker this time of year, the lead up to Christmas usually sees things winding down in the office. To avoid boredom or wasted time, use any spare time wisely. Have your employees clear out old files, organise databases and folders and get those jobs done that just keep falling off the to do list. These kind of tasks can be mundane, so add some festive spice to boring chores and offer rewards. Hold Christmas raffles, quizzes or advent calendars to brighten things up and boost motivation.

Snow Days

Do you have a winter weather policy? If the weather is really bad, do your employees know what the correct protocol is? The procedures should be emailed around at this time of year so everyone is clear on what to do. If a cold spell is forecast consider a plan for phone lines going down, pipes freezing up and transport being disrupted.

Planning is the key to most issues you’ll face this winter, and anytime in fact. Trying to foresee any potential issues will help things run smoothly. If you’d like help or advice with you staffing over the Christmas period you can get in touch with us here.

Using Langley James to hire an IT contractor this Christmas

We can supply you with an expert IT contractor, within budget, to carry out your project to a strict timeframe. Giving you peace of mind by knowing the exact cost of the project from the outset. And allowing day to day IT operations to carry on as seamlessly as possible.

Let us find you an expert IT Contractor who not only has the t-shirt but is going back to remake the film.  Now is a great time to get on with those projects that have been hanging around and getting specialist contractors has never been cheaper than it is now. You can buy in an expert who can turn a project around to a set schedule and budget.

We have been recruiting IT contractors and permanent IT staff since 1999. We have an extensive network of experienced contractors as result. Get in touch with our expert team today to find out more about hiring an IT contractor today.

Are Your Technical Tests Inhibiting Your IT Recruitment?

Oct 28, 2022 | IT, Tips

Technical tests are often used in IT recruitment. Technical testing can provide a far greater insight into how the potential employee will perform in your role. Interviewing on gut feeling is not right, and tests can assist in confirming or rejecting those “nice people” that are professional interviewees. Remember, most people have been an interviewee far more than an interviewer! But are your tests preventing you from securing great candidates?

What do technical tests entail?

Technical tests are a more practical way of interviewing a candidate. They are used in order to assess technical ability and knowledge required to be able to fulfil the role. Depending on the technical skills that are required for the role, technical testing methods will vary. Technical tests are a great idea to help your interview process. You can download a multitude of tests to suit your need. There are free ones and there are ones you can pay a fee for. It’s an industry all on its own and some people and companies are making a great living from it, so they must be worthwhile.

Not all questions administered to the candidate are aimed towards testing technical knowledge and ability. Often technical tests also test problem solving skills, personal skills, communication skills and even how their thought process is constructed.

You may already be testing IT candidates as part of your recruitment process. But are your tests right? What are you testing for? Don’t just test for testings sake! Make it a valuable part of your decision making.

How to test more effectively

The best technical tests in our experience are written by someone who knows the role you are recruiting. A person who understands all the necessary technical skills to be a success. But not only this, they will also be able to identify any transferable skills. By testing in this way, you may get a better chance to secure the best person for your role. Testing in this way can help identify those that will perform well at the role, even if they don’t have the tech skills that are on your list.

When using an ‘off-the-shelf’ technical test, you’ll find that some of the questions are not relevant to your role. Whilst they may be valid technical questions, not all will be suitable. This is the feedback we have had from candidates. And in some instances, the suitability of the technical test has even discouraged them from taking the role.

So in short make sure your technical test is relevant to the role you are recruiting, otherwise you may be losing out on some great candidates. However, it’s also important to ask the right questions in interview to help determine someone’s technical ability.

What should technical interview questions entail?

To be able to make a fair decision about the ability of the candidate to perform in the role, it is vital to ensure the questions you ask the candidate will reveal certain key attributes.

Our advice is to ask questions that will:

• Relate to the company’s technical activities and demonstrate a candidate’s knowledge and experience in these activities
• Demonstrate a candidate’s ability to complete technical activities that are required as part of the role
• Demonstrate the candidate’s previous experience, knowledge, or education in a particular field
• Require the candidate to demonstrate their problem-solving skills. This can be done by administering a case study that explains an issue the candidate may come across as part of the role and assessing how they solve the issue and comes to a conclusion.

Are technical tests worth doing?

All in all, technical tests are a great method to use to interview a candidate. They can reveal a lot about the individual’s ability to undertake the role they have applied for. But as well as technical testing, be sure to get to know the candidate on a more personal level to ensure they will be a good fit for your company.

Another key point to remember is to make sure that your testing doesn’t cause delays to the interview process. In the current market it’s important to make sure your process can be quick to secure the best candidates. You may find our blog 3 Simple Ways to Speed Up Your Hiring Process an interesting read.

The interview process can be a stressful time for both the candidate and the interviewee. If you need help recruiting the best IT professionals, our expert consultants are on hand to help you at every step of the recruitment process. Call us on 0207 788 6600.

It’s Time to Talk About Quiet Firing

Sep 25, 2022 | IT, Tips

‘Quiet firing’ – are you guilty of it? Could it be the cause of your recent resignations? The internet is currently awash with people talking about quiet quitting. This is when an employee literally does the bare minimum to get by without losing their job. It’s become a common issue of late, especially with companies embracing flexible working. But, it can actually go both ways.

What is ‘quiet firing’?

‘Quiet firing’ isn’t actually a new thing. It’s been happening for years. Going unreported and simply being part of the employment landscape. But now it has a name and people are starting to talk about it. Maybe it’s happened to you and you just didn’t realise? ‘Quiet firing’ is essentially when a manager demoralises their employees enough, that they choose to leave. Sometimes, it’s not intentional. And other times, it most certainly is.

When was the last time you took a step back and looked at your current management practices? If, like many other companies, you have gone from managing an on-site team, to managing a part or fully remote team, your management practice has had to change. Even if you haven’t made this transition, there are other issues afoot. With the cost of living incase and desire for career progression, employees are looking for more support than ever from their manager.

Are you guilty of ‘quiet firing’?

This can happen in various ways, such as increasing worlds to unmanageable levels, not responding to requests for promotions or salary increases, or by eliminating opportunities for career growth. But that’s not all. Micromanaging, excluding employees, cutting back hours, or removing soft benefits. All the things will make an employee feel unwanted, under-valued and neglected. And with so many vacancies in the market right now, candidates are in a strong position when it comes to finding a new job.

We encourage companies to look at their management practices and identify any instances of ‘quiet firing’ by poor managers. These are the managers who do not want to invest the time and effort to support, motivate and engage their teams. And sometimes this isn’t intentional. There are time pressures on managers across all areas of IT. It could be that the manager just simply doesn’t have the time to really consider the wellbeing of their team. These trends are causing concern for HR teams who are trying to recruit and retain talent in a tight job market.

Avoiding “quiet quitting’

Interestingly, there is a distinct connection between ‘quiet firing’ and ‘quiet quitting’. If there are members of your team who used to do well but are now showing signs of doing as little as possible, ask yourself this. Why? What is it that has made them feel so disengaged that they have lost to desire to do their very best? People don’t leave jobs that they feel supported in. Jobs that pay sensible salaries, a work-life balance and offer opportunities for career progression.

This year has seen a 24% increase in internet searches for “how to fire someone” compared to last year! And, as much as a 180% increase in the term “when to fire someone”. And with the current skills shortage, it’s surprising to see these increases.

Stop quiet firing, and you’ll avoid quiet quitting!

About Langley James

We have been helping companies to attract and retain the very best IT talent since 1999. But we don’t just simply find the best candidates. We can advise you on the current jobs market conditions. Share data on average IT salaries. Talk to you about the benefits that candidates are looking for. In fact, we do everything we can to help ensure that you get the very best people for your team. Get in touch with our team to find out how we can help you to recruit the best!

The Great Resignation – Why You Could Lose 18% of Your Staff

Jun 10, 2022 | IT, Tips

The Great Resignation is well and truly here! According to a recent survey conducted by PwC, 18% of workers cited that they are “very or extremely likely” to change jobs within the year. Plus a further 32% saying they were “moderately or slightly” like to move on. So, what’s causing this great revolt? It’s not just driven by pay, despite this being one big reason due to the cost-of-living crisis. In fact, the PwC study also found that 72% of UK workers are planning to ask for a pay rise in the next 12 months. But another important factor is job satisfaction that now scores high on an IT candidates wish list.

So, let’s look at what you can do to survive the great resignation in your company –

Review your salaries

There’s no getting away from the fact that it’s costing more to get to work than ever before. The cost-of-living is increasing at an alarming rate and people are looking for ways to cope. By reviewing your salaries across the board, you may be able to secure more staff. Get your teams together and ask about their concerns about the cost-of-living crisis. Taking a proactive approach in this situation may create more loyalty from your team. Also – acting early may mean that you actually save money. The increases we are experiencing are not likely to go away for a while. In fact, it’s more likely that they will continue to increase. It’s possible that your team will expect a more significant pay rise the later in the year you deal with it. It’s certainly something to consider.

If you are looking for guidance on salaries, we can help. Each month we produce an IT Salary Guide that shows you the latest average salaries for the most popular jobs in IT.

Look at your company culture

Was your company culture affected during lockdown? What steps did you take to ensure that the culture was still attractive to your teams? There have been some significant changes to the way we work together. By speaking to your teams and listening to what they have to say about the culture, you could save yourself having to replace as many people. What does your team want? Don’t assume! There’s no getting away from the fact that creating a culture in the world of hybrid working isn’t an easy task. But getting it right can make all the difference.

Flexibility can help you through the great resignation

Right now, around two-thirds of people are working remotely. This is either on a full-time or part-time basis. But it’s important to remember that offering remote working isn’t essential to a happy IT team. Flexibility is the key. Everyone will have different needs and it’s important to meet these where you can. It may be that you are more flexible with the working hours. This is particularly helpful to staff with children. Allowing later starts, or even giving time off for the school pickup, for additional hours to be completed from home. These things can make a big different to retaining your team. Think about what can work for you.

Are you offering the right rewards?

It’s more than just a strong basic salary that will secure your team. What else are you able to offer? This may be bonus payments of completion of projects. A bonus for achieving KPI’s on a helpdesk. Whatever your business will benefit from, attaching a reward is likely to not only increase productivity but also engagement too. We appreciate that not every company has a bottomless pot to keep paying out to keep their team. But some rewards don’t have to cost you more. You could offer additional holidays, memberships to platforms like PerkBox, or even a monthly social event. Again, the best way to find out what will be best received is by talking to your teams.

Learning and development

This is something our IT consultants are hearing a lot at the moment. Great candidates are considering leaving their current employer due to lack of skill building. Most candidates in IT are passionate about learning new skills. What can you do to help facilitate that? Are there courses that your teams can attend that will benefit your company? Or maybe some on the job training will help? It’s not only a great way to keep your staff engaged, it’s the ideal way to up-skill your team. This could develop into clear career progression plans. Another area that candidates are particularly interested in right now.

Start pooling candidates – no one will be unaffected by the great resignation

Despite your best efforts, it’s unlikely that you will survive without losing any of your team. But this doesn’t have to be a bad thing. It can be your opportunity to really think about the skills you want. What personality fits best with your team and company culture? But to prevent too much disruption, it’s important to be prepared. Recruiting the right candidate is taking longer than normal. Finding good candidates can be tough, but that’s not all. Counteroffers are happening more and companies are competing for the same candidates. By working with a specialist IT recruitment agency, you will be able to not only interview candidates quickly, but you’ll also know about their other opportunities and gain insights on how to secure them for your company. Get in touch with our team to see how we can help.

The Exit Interview Questions You Need to Ask

May 28, 2022 | IT, Tips

Exit interviews will be more commonplace. With one in five employees expected to change jobs this year, you may have already lost some of your team. Did you hold an exit interview? If you didn’t then you could be missing out. It’s your opportunity to find out things that need to be actioned to help improve your retention rates. No matter the size of your company, it’s likely you don’t really know how your employees are feeling. So, utilising the exit interview for an insiders view is invaluable.

But how do you make sure that you get the best out of your time? You need to carefully consider what you’d like to find out. And more importantly, what you’ll do with it.

First, let’s cover some exit interview do’s and don’ts

Exit Interview Do’s

It’s always best practice to get a member of the HR team to conduct the interview. Your employees may be more honest with HR than with a line manager or director. Your employees will need to feel comfortable that their honesty will be appreciated. It’s important that they don’t feel judged. Reassurance is also key when it comes to confidentiality. An employer is likely to share more if they know it’s not going to be widely shared.

Exit Interview Don’ts

You know the well-known phrase about making assumptions. It’s important not to assume anything. Keep an open mind and don’t allow bias, or even disappointment to creep in. Don’t email a list of questions and expect an honest response. Exit interviews should always be conducted face to face if you are to really benefit. And finally, don’t forget to say thank you. Thanks the employee for their time and their honesty. Remember, they are likely to share some of their experience with their colleagues.

Questions to ask

It’s key that you approach each exit interview individually. Having a set list of questions that you use for every employee isn’t going to give you the answer you need. However, here’s 10 examples to get you started –

• What was it that made you start to look for another role?
• Was it the salary or the culture that attracted you to this new role?
• Do you feel that you were supported in your role?
• Did you feel that you could cope with your workload? – Burnout is on the rise. This is a key question to determine if it’s a problem in your workforce
• Have you been given extra training?
• Did you receive regular feedback from your line manager? – If so, it’s good to ask if it was predominately positive or negative
• Do you feel that you have all the tools you needed to do the role?
• Is the company culture what we promote it to be?
• Do you feel that your contribution was recognised?
• What would be one thing you could change about your role?

Looking to recruit?

If you are performing an exit interview, it’s likely there’s also the need to hire. The jobs market isn’t what it used to be. With more vacancies than ever before, it’s getting harder to find the right candidates. That’s where using an agency comes in. In times like this, it’s important that you are still able to secure the best people for your role. Working with an agency can make it all a lot easier. When you choose to work with Langley James, you get to benefit from our decades of experience and network building. This is where your next hire can be found.

So, if you are looking to recruit into your IT team, get in touch with our IT recruitment experts today and let’s help you to recruit someone worth recruiting.