The remote interview is here to stay! Despite final restrictions now being lifted, remote interviews are still the first choice for hiring managers and candidates. Not only does it give more flexibility to the candidates, but it also allows you to screen faster and in a more structured way. With the current IT skill shortage, reducing your time to hire can make a big difference when it comes to securing the best IT talent.
So how do you make sure that your remote interview structure is geared for success? Here’s our guide –
Make sure your remote interview has structure
Just as you would in a face-to-face interview, it’s important to have a structure for your remote interview. The advantage of a remote interview is that you can have an out of sight prompt to assist. Decide what’s important and what you would like to discover from each interview stage. Creating a defined structure will not only ensure that you stay on track. It will also help you communicate the process with your recruiter prior to the interview. We’ve created guides on effective interviews before and some of those tips do still apply. However, when it comes to a remote interview, there are some additional things to consider.
It’s all about communication
It’s not just the interview where communication is key. It all starts beforehand. When arranging remote interviews, it’s important to communicate what to expect. You need to share some key information with your recruiter to make sure that the candidate is prepared.
Who will be in the interview? Will it be a team interview or individual 1-2-1`s?
What will the candidate need to prepare? What tech will you be using? Are there any tasks to complete?
Will you be expecting a screen share?
Making sure that the candidate is prepared in advance will allow them to showcase their skills to the best of their ability. Your recruiter should be asking you these questions as a matter of cause.
Be flexible when arranging a remote interview
When arranging remote interviews, it’s important to still be flexible. There are lots of people still working from home. But, whilst that may make you think that they are more freely available, this isn’t always the case. Companies have implemented new remote working practices and monitoring. It’s important to be mindful of this when arranging interviews. However, regardless of this, there’s no doubt that remote interviews are the quickest way to secure the best IT talent.
Test your tech
You’ve no doubt seen this discussed for candidates, but the same applies for companies – probably even more so – and especially in IT! You may be an expert at Zoom or Teams meetings now but testing that everything works before the interview is still good practice. Make sure you are in a quiet area with no interruptions. Check your battery if you are not plugged in. Simple checks can save lots of embarrassment.
Dealing with issues during the remote interview
We’ve probably all been there. We are in a virtual meeting and something really important is being said. And that’s when the connection drops out. But how do you deal with this in an interview? Whilst your connection may be working fine, sometimes you’ll be in a situation where the candidates’ connection is poor. This can be a stressful situation. Not only is the candidate nervous and trying to perform the best – they don’t want to have tech issues to deal with too. If connections are poor, then don’t waste too much time. Suggest that the interview is rescheduled for later in the day. Maybe the candidate can arrange to be somewhere with better connection?
The next steps
If you have stuck to the structured plan for each interview, then you should be able to score the candidates fairly. Identify which areas are more weighted than others. How did each candidate perform? This will help you create a shortlist for a hiring decision or a final interview. But what can you do on the second stage if it’s still a remote interview? Why not assign a task? Something that fits with a key competency for the role. Or maybe even a live task – something they will be required to do if successful.
How Langley James can help
We have been helping companies to recruit the very best IT talent for over 20 years. During this time, we have learnt lots of tips that we can share with you when it comes to interviews, attraction methods and more. If you want to work with a recruiter who really knows their market and can help you recruit someone worth recruiting, get in touch with our team today.
IT talent has always been in high demand, but no more so than right now! We are now at the point where many companies are chasing the same scarce talent. Therefore, we are seeing double-digit pay increases in some areas of IT. But where does it end? And what about the companies that are unable to pay inflated salaries? What happens to them?
We’ve researched the current IT jobs market to find ways to enable you to recruit someone worth recruiting, without having to pay 6 figures salaries.
And we are hearing the same reports from the job boards too. Of the hardest job titles to fill, 8 out of 20 are in the IT sector and are remaining vacant no the job boards for 3 months+. Again, not terribly helpful if you have an urgent IT job to fill.
But this could be a double-edged sword for many companies. Not only are you trying to secure the best candidates (and paying more for them!), but your own teams are also asking for pay rises due to inflation, or even worse, they are offered a considerable increase to move to another company. You then have a decision to make. Is it cheaper to agree a higher salary to keep hold of them? Whilst this does work in some cases, over 80% of people still move on within 6 months of accepting a counter offer. So, think carefully before you react to any resignations.
Shorten Your Time to Hire IT Talent
Is your recruitment process preventing you from securing the best talent? Candidate expectations are changing and to secure the best IT talent, you need to shorten your interview process to just 1 or 2 stages. These stages also ideally need to be remote so that the candidates can fit them into their day. You can always invite the candidate in to receive the job offer at the end of the process. But don’t let a 2- or 3-week interview process stop you from achieving your business goals. Here’s our advice on timescales –
CV Feedback – 24 hours maximum. Ideally same day.
1st interview – within 2 days of receiving CV. Ideally remote
2nd interview – if absolutely necessary within 1-2 days of 1st interview
Offer – within 24 hours of final interview
Whilst sticking to these timescales doesn’t guarantee that you’ll secure your first-choice candidate, it does give you a better chance. However, it also means that you are less likely to be wasting your time on interviews that candidates are quickly going to withdraw from.
Purpose Before Profit
Do you have a company mission? What is it that your business does that helps others? IT talent, especially younger candidates are very selective about who they work for. If an in-demand candidate receives 3 equal job offers, there decision is likely to be based on your purpose. Gone are the days of wanting to work for a ‘growth-at-all-costs’ company. For some companies there is a clear mission. One that can easily be communicated to candidates at interview. However, there are companies that need to be a little more creative when it comes to communicating their mission. Take a look at yours and make sure it’s fit for purpose before interviewing.
How Langley James can help you to secure the best IT talent
Not all recruiters are the same! It’s important to choose carefully who you work with, especially in times of a skills shortage. You don’t want a recruiter who just posts your roles on a jobs board. We’ve shown above that this is no longer the answer! The superstar IT candidates are not to be found in advert response. They are the candidates on databases, in recruiters’ networks, and recommendations. So be sure to ask the right questions of your recruiter next time you are hiring IT talent. We’d be happy to answer any questions you have, show you testimonials and even put you in touch with our clients. Just ask – we are here to help.
Today, discussing leadership style has become an extremely popular area. Many argue that a manager’s leadership style is one of the fundamental elements that determines the extent of both business and employee success. Therefore, it’s important that you understand your leadership approach. You can then decide if it’s working for you, your employees, and the overall business. You want to ensure that you are driving the business to meet its goals and objectives and be the best it can be. Therefore, it might be necessary that you take a step back, evaluate your approach and adapt it accordingly.
Below are five common leadership styles. Have a read and figure out which one best describes you. Hint – there isn’t one best way!
Transactional Leadership Style
This tends to be thought of as the traditional leadership approach. A transformational leader implements strict rules and shows little understanding for people’s circumstances outside of work. For example, people would have to use their holidays to attend doctor’s appointments or attend their child’s sports day. The rewards and punishments your IT team receive are contingent upon their performance. As a result, rules, procedures, and standards are essential in transactional leadership. Your focus is enhancing your own success and development along with that of the organisation. However, in some situations this approach does work well. For example, research has found that transactional leadership tends to be most effective in situations where problems are simple and clearly defined. It also works well in crisis situations.
Transformational
Being a transformational leader means focusing on the needs of others, rather than your own. You treat each employee as an individual. Helping them find a work, life balance that suits them. This can often result in implementing flexible working hours. You’re all about motivating and encouraging your IT team to achieve both their own and the organisation’s goals and objectives. But do so without micromanaging. You strongly believe in trusting your employees to get the job done and the job done well. Give them the opportunity to be creative and look to the future. What’s great about a transformational leader is that they are often extremely passionate, energetic, enthusiastic and love to challenge the status quo. You are a brilliant role model and strive towards setting examples of how things should be done.
Authentic Leadership Style
Authenticity is described as ‘owning one’s personal experiences. For example – thoughts, emotions, needs, wants, preferences and beliefs’. Therefore, an authentic leader must understand their values and act accordingly. Rather than forcing their employees to follow their lead, they show authenticity by inspiring them to do so. Acting with integrity and agreeing on shared values. As a result, authentic leaders can achieve strong employee loyalty and commitment. There are four key components of authentic leadership. Self-awareness, relational transparency, balanced processing, and internalised moral perspective (do the right thing). However, entirely authentic leadership can be hard to achieve as people’s perceptions of what authenticity means can vary on a large scale.
Servant
Servant leaders work to achieve long-term, organisational goals by. They firstly facilitate the growth, development, and general well-being of the individuals in the IT team whilst sharing their power. This approach is great for building strong relationships with your employees. It truly demonstrates that you want to serve their needs. To help them be the best they can be. On the other hand, however, there is a danger that your employees might walk over you. You may find it hard to gain the respect that leaders with different styles can achieve. This is a balancing act so approach with caution.
Laisse – Faire
This is an extremely hands-off approach. Although you provide the tools and resources needed, you offer your IT team very little guidance. You give them complete freedom to make decisions on their own. As a result, people often have a lack of role awareness and poor involvement in the group. This can be demotivating and uninspiring. However, in some situations, this style works well. For example, experienced and highly skilled individuals require very little guidance, and some people appreciate the autonomy. This allows them to feel more satisfied with their work.
Leadership Style Round Up
Globalisation and social media amongst many other things has allowed leaders around the world to witness different culture’s leadership styles. This has prompted them to re-evaluate their own and we are now finding that people are steering away from traditional approaches such as transactional. There is now a huge emphasis on the importance of employee wellbeing. Most would agree that in order to run a successful, profitable business, you must ensure that your entire workforce is happy, fulfilled and motivated. However, it would be extremely difficult to adopt just one approach, therefore, taking different traits from the each of the different styles can help you become a leader that works for you and your business. Being able to do this shows you are diverse and after all, a diverse leader makes for a successful one!
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The 4-day working week has been getting a lot of publicity recently. With some companies signed up to a 6 month trial, and more companies embracing flexible working, what does this mean to you?
It’s been almost 2 years now since we all picked up our desks and relocated them into our homes. But now, as we approach the end of restrictions, the want to be back in the office is returning. However, not full time! According to a recent report, 57% of the UK workforce want hybrid working options. And rather surprisingly, and in a shift from last year, just 5% want to work from home full time. So, the physical workplace is making a return. And then the 4-day week conversation start!
We look at the pros and cons of a 4-day week and what it means for your IT teams.
PRO – The 4-day week and its impact on productivity
You may think that a day less in the office, means losing 8 hours of productivity. In the most cases, this is a total myth! Reducing the working week to 4 days has proven to increase productivity by as much as 40%! There have been numerous pieces of research and reports that support the reduction in the working week. The idea of having 3 days off during the week, instead of just 2, is to regain some work life balance. Your team are more refreshed, have better mental health and will be more productive as a result.
Did you know that the average person is only productive for 3 hours in an 8 hour day? 3 hours! This is the thinking behind a 4-day week. If your IT team is only being productive for 15 hours a week, cutting down to 4 days in theory makes them productive for 4 hours a day. You may think that this is a crazy concept. And we know that for a slim minority who can focus for 8 hours solid, a 4-day week just won’t work. However, for the vast majority it will.
TOP TIP – When someone is focused on their work, an interruption can cost them dearly. Did you know that when you are ‘in the flow’ and someone interrupts you, it takes you 23 minutes to get back into the flow? Whether it’s your emails, phone calls, or just general office chat, minimising interruptions will make your team more productive.
if you want to find out more about this subject, we highly recommend listening to the podcast – The Diary of a CEO with Steven Bartlett. In particular the session with Johann Hari on How to fix your focus and stop procrastinating.
PRO – A key driver for talent retention and happiness at work
Flexible working has always been a key retainer. And none more so in IT teams, particularly when it comes to development roles. With reports of over 60% of UK professionals wanting to change roles this year, 24% site the lack of flexible working for their reason to move on. The labour market, and in particular IT, is experiencing a skills shortage like never before. The UK has lost over 600k people from its labour market, and this means that we need new ways to attract the best people to your business. Being able to offer a more flexible work pattern, or indeed a 4-day week is definitely a perk that will persuade people to not only join, but to stay with your business.
Introducing a 4-day week can also help increase loyalty within your business. When we have more time to do the things that we love, we become happier in ourselves. Therefore, giving your teams that extra time off will mean that they are more committed to you. Studies have shown that it also helps to reduce absence. Those long weekends really do have a positive impact on our wellbeing.
CON – It’s not for everyone!
The 4-day week is only possible if you business is able to adapt to this new way of working. How do you decide what day people have off? Is it all together, or would it be allocated on a rota. This is something to seriously consider. It won’t work for every business, just in the same way that it won’t work for every employee. Some employees are naturally more productive than others. Some are able to be productive for 7 or 8 hours straight! These are the people that a 4 day week would have a negative impact on.
They are your team members that will be more prone to working longer hours in the 4 days and increasing the likelihood of work-related stress. This is an important thing to manage as the wellbeing of your team should be a key priority in 2022. Longer hours can also mean that mistakes will be made too as people rush or get jaded from a long day.
Are you recruiting?
If you are recruiting into your IT team and want some insight and advice into how to attract the best candidates, get in touch. We’ve been helping companies attract fantastic IT candidates for over 20 years and we’d love to do the same for you. Get in touch with our team today on 0207 788 6600 / 01244 566 442
Interviews – they are the most effective way to reduce your shortlist, while getting to know your new potential employees. You’ve probably completed lots of interviews, however, the power really is now with the candidate. As candidate experience takes over the hiring process, there are a few ways you can ensure a candidate will leave wanting not only the job, but also a genuine desire to work for your company. It’s easy, when it comes to interviewing in IT, to focus purely on the technical skillset. But it’s so important to also test for personality and team fit. Doing this right can mean that you retain your new employee for a lot longer than if you only looked at tech skills.
Why it’s so important to conduct an effective interview in IT
Interviews give candidates the opportunity to get to know your company more. It’s their chance to understand whether you’re the right fit for them. You are essentially being interviewed too. Even if someone isn’t the one for the job, leave them with a positive feeling about your company.
Candidate experience is important. We live in an age where people happily share their experiences with others. Whether candidates have a positive or negative experience in an interview, they are likely to share this with their network; influencing whether you’ll attract top talent in the near future.
It is still a candidate driven market, particularly in permanent IT recruitment. Your competitors are fighting for the same talent. Therefore, it is important that your interview process engages candidates, making them feel a part of your company, even at this early stage
Before you hold your next interviews, try to reflect on what your current recruitment process says about you. Then make effective changes if needed to ensure you’re being viewed as you’d hoped.
Check out our top tips below on creating the best interview experience for your candidates and get your first-choice IT hire.
Make the first impression a lasting one – for the right reasons
First impressions on both ends of the spectrum count. A candidate’s performance influences their likelihood of moving through the hiring process. Likewise, your processes influences a candidate’s decision if they want to progress to the next stage.
Is your company culture is relaxed and creative? Make sure that your interview has the same feel. A corporate interview style could potentially put those candidates off who will best fit your culture. An interview is the best opportunity to give candidates a true and transparent insight into your company and values.
Avoid a ‘checklist’ approach to your interview
Some hiring managers find interviews a little awkward. If this is you then you’ll probably find it easier to follow a checklist when interviewing. You may have heard that this is the fairest way to compare candidates? Whilst this is true, it’s important to still inject personality. A list of questions can be disengaging and often leaves you knowing nothing about the candidate’s personality or team fit.
Of course, there are key areas to run through and certain criteria you are looking for. However, finding the most perfect candidate by simply filling all of your tick boxes is unrealistic.
Instead of running through the same process, interview after interview, let conversation flow. How else are you going to really find out what makes the candidate tick? Don’t let your interview process drive your candidates to your competitors!
Share your company culture and values
It is important that you share your company values, goals, and ways of working at the interview. The way you conduct business will influence a candidate’s decision. With that said, it’s best for candidates to understand your culture now, and whether it is for them. This is key for both parties. A candidate who fits your culture is likely to be more engaged, more productive and stay with you for longer.
During this part of the interview, it’s also important to share what happens outside of the office doors. What exciting projects are you involved in? Do you with within your community to give something back? Candidates are keen to secure careers with companies that share their values. An interview is the perfect place to start.
Additionally, when it comes to IT, lots of candidates are keen to keep learning and developing their skills. Are you an early adopter of up and coming technology? Or, are you always looking for ways that technology can continue to help your business thrive? IT candidates love to hear about the importance you place on technology and what it can do for your business now and in the future.
Engage candidates as much as possible throughout the interview
Another way to ensure your candidates feel excited about your job offering and workplace is to ensure engagement is continuous. Provide opportunities throughout the interview for questions, share your own experiences at the company, and really humanise the conversation.
An interview should be a two-way exchange. At the end of an interview, you should feel that both you and the candidate have a better understanding of each other.
If you’re looking for the best possible candidates for interview, get in touch with our teamtoday. We specialise in permanent and contract IT recruitment, helping companies just like you source the very best candidates!
Recruiting over the last 12 months has been an interesting ride. Remote working, skills shortages and record numbers of vacancies has all had an impact. But as we creep ever closer to the end of 2021, what will next year bring? We’ve scoured the market to find the most important recruiting facts and stats you need to know for 2022.
The great resignation is set to continue into 2022, so it really is time to be prepared! Looking after your current team must be high on your priorities or you may spend most of the first half of 2022 interviewing replacements. The top 5 reasons that candidates want to move from their current job are –
42.1% want or need a career change
41.3% are looking for a higher salary
40.7% have delayed changing jobs due to the pandemic – they are now ready to move
38.9% are looking for more flexible work options
33.2% are experiencing burnout in their current job
Flexible working has changed the face of recruiting
To be able to attract and retain some of the best IT talent, most companies are now offering flexible working, but that’s not all. How we work how we interview, how we hire and how we onboard have changed. So, here’s what to expect for 2022
86% of workers want to continue to work remotely at least part time (Glassdoor)
Candidates are willing to sacrifice up to 12% of salary for flexible or hybrid working
61% of candidates expect video interviews to become the norm for 1st stage interviews
73% of companies plan to increase freelance or contract hires in 2022. However, except to pay more! Nearly 90% of businesses have been forced to increase contractor rates since April 2021.
Candidate expectations
The power is most definitely with the candidate now. The skills shortage has made sure of that. But when it comes to recruiting the best candidates, there are some things that you need to be aware of –
49% of candidates have declined a job offer due to a poor recruitment experience (be sure to partner with a reputable recruitment agency like Langley James instead!)
Company diversity is important to over 75% of candidates
If you have a reputable brand, you are likely to receive as many as 50% more qualified applications
84% of job seekers use social media for their job search
How to make sure your recruiting plans for 2022 are right
According to LinkedIn, the average time to hire in IT is 44 days. So even if you start to recruit the minute you return from your no doubt well-deserved Christmas break, you’re looking to March for your new starter to join. And if the predictions are right, this process could be set to take even longer next year. This where you need a recruitment partner that you can trust. Someone who can research the market for you and make recommendations to ensure you attract the very best IT professionals. We have been helping companies to recruit IT staff for over 20 years. We’d love to do the same for you. Get in touch with our experienced team today and find out why so many people choose Langley James as their IT recruitment partner.
Someone just handed in their notice. It’s a complete surprise and now you’re stuck. Should you counter offer? Persuade them to stay?
You know that it costs more to recruit someone new than to retain someone on a slightly higher salary. So, offering more money can be enough to make someone stay. But for how long?
We’ve been helping companies navigate IT recruitment for over 20 years. We’ve heard lots of stories when it comes to counter offers. We want to share our advice on why you should always think twice before making that offer.
A counter offer is only ever a short term solution
Did you know that 80% of people leave within 6 months of accepting a counter offer and a staggering 90% within 12 months? This is why a counter offer should only ever be seen as a short term solution. A chance to buy you more time whilst you think what to do next. If your counter offer is a simple salary increase, it’s unlikely to be enough to solve the problem long term.
Why did this person resign in the first place? Was it just money?
There are lots of reasons that people resign for a job, and it’s rarely just about money. There’s always a secondary reason that’s made them make the move. Starting a new job is not something that people take lightly, so remember that your colleague will have thought long and hard about their decision. Sometimes a reason for leaving just can’t be fixed. It could be working hours, location, lack of progression. A salary increase will only mask these issues for a matter of months.
A counter offer can actually reflect badly on your company
You may think that a salary increase will make your colleague feel valued. Think again! It can have the opposite effect. Why have you not offered an increase before? Has this person not been doing a great job? What has it taken for them to resign for you to see their value.? And is it their value that you really see, or do you not want the additional work of recruiting someone new? There’s lots to consider before jumping in with that offer!
How Langley James can help
We won’t pretend that the power is very much in the candidates’ hands right now. But that doesn’t mean that recruiting someone new will be a bumpy ride. Yes, it’s harder to recruit directly. Job adverts are nowhere near as effective as they have been. So, what do you do if someone resigns and they need replacing with someone truly great? This is where we can help. As soon as someone resigns, pick up the phone to us and let’s get the ball rolling. Our extensive database of IT candidates and our network mean that we can act quickly. You could have CV’s, interviews, and an offer all within a week!
Someone new can bring a breath of fresh air to your team. New skills, new experiences, and enthusiasm. So take time to think carefully when someone resigns. Is a counter offer really the answer?
Want to know which are the highest paying IT jobs in the UK right now? The increases in IT salaries are big news at the moment. And the trend is set to continue throughout 2022. So if you are considering a new career, or your next step in IT, you need to know the best route for you. And if salary is an important factor, this is a must read!
Highest Paying Jobs in IT
Our specialist consultants have been collecting data over the last 8 months to share with you the highness paying jobs in IT. Here’s what we found –
Dev Ops Engineer
A fairly new role to the IT market, a DevOps Engineer ties development to operations processes. Hence the term DevOps. You introduce processes, methodologies, and tools throughout the software development lifecycle to help ensure balance. This can cover everything from coding, deployment, and maintenance. A strong DevOps Engineer helps businesses deliver applications quickly and efficiently.
Data is at the heart of everything we do. Every day, data driven decisions are made in business across the world. Therefore, how a business gathers and uses its data is becoming increasingly important. Therefore, the role of a Data Scientist is to design data modelling processes, create algorithms and predictive models. This is to extract the data that the business needs and automation plays a big part. As well as regular data reporting, there will be various ad-hoc projects to be involved in. A Data Scientist is also key in analysing any results.
Can also be known as a Mobile Developer or App Developer. However, the responsibilities are the same. A Mobile App Developer designs, develops and implements apps. You specialise in mobile technology and build apps for platforms such as iOS, Google Android, and Microsoft Windows Phone. You will need to be full of great ideas that you can turn into apps for whichever business you work for.
A Cloud Architect is responsible for a company’s cloud computing strategy. You oversee everything from cloud application design and cloud adoption plans, to management and monitoring of the cloud architecture. In addition, you’ll need a passion for new technologies. A Cloud Architect is expected to bring ideas to the table for efficiency improvements by utilising cloud technology.
With companies holding so much mission critical data these days, business are focusing more heavily on information security. And an Information Security Analyst is key to this. You are responsible for taking proactive measures to protect this data and be ‘one step ahead’ of any potential cyber-attacks. An architect analyses data and makes recommendations to an Information Security Administrator. Their main responsibility is keeping the systems up and running.
We have been helping IT candidates find their dream IT job or IT contract for over 20 years. We work with some fantastic companies who are currently offering some really exciting opportunities. So, if you are looking for your next IT job or IT contract, get in touch with our friendly team today – 020 7788 6600
Hiring the right employee is key to the success of your business. But in a skills crisis you may find yourself having to be a little more flexible than in previous years. However, there are still some key things you need to look for when hiring.
Ability to produce results
This must come first! You want to hire an IT professional who can achieve the results your need. But how can you still achieve that in a skills short market? Maybe you’re fortunate enough to attract the candidate with the perfect skills and experience. We can help you do that. However, in some circumstances, the perfect candidate may not exist. Then what? Focusing on that ability to do the job can help. If there’s a candidate that fits all the other criteria, but comes up alit short on experience, it can still work out. Thinking long-term can help you to build your team for the future. Ask yourself if your training plan could get the candidate up to speed within a short time. Could you train someone to do things your way? These candidates are usually the most committed and loyal meaning you cut your recruitment and training spend in the long run.
Fitting into the company culture
Regardless of your current working pattern, it’s key to hire people that fit into your company culture. Someone who thrives in your environment will stay with you longer. Focus on candidate who share your values. Those that care about the same things you do will get a greater sense of satisfaction in their work. Whilst every IT team needs varied personalities, having shared values can help with productivity too. Think about how this person will fit into your current team and the company as a whole.
Ambition is important when hiring the right employee
When we talk about ambition, we don’t just mean promotion. Ambition can also be to simply do a good job. Consider your business plan for the next 5 years. Will there be expansion or are you likely to stay consistent? Hiring someone into you team who has strong ambitions for progression won’t work if you’re not able to offer then this opportunity in the future. Whilst it will work for the short term, this person is likely to move on more quickly when another more senior role becomes available elsewhere. However, if you have ambitious growth plans and need people along for the ride, looking for people with ambition is key.
Enthusiasm and passion
Look for IT professionals who are enthusiastic and passionate about what they do. Enthusiasm is a great trait in a new employee! Enthusiastic and outgoing employees are often the first to volunteer for new projects or help with things outside of their day job. So not only will you get more from your new hire, people who love what they do will stay longer.
Hiring the right employee with Langley James
We’ve been helping companies to recruit someone worth recruiting for more than 20 years. We know how to attract the best candidates for your IT jobs. Our extensive database means that we can help you to find the candidates that other recruiters can’t. Want to know more? Get in touch with our expert team today – 0207 788 6600 / 01244 566442
If you need to recruit IT professionals right now, you’ve probably already heard. There’s a huge skills shortage across the sector. Attracting candidates is harder than ever as the jobs market increases, whilst the talent pool decreases.
There are less people in the market than in over 23 years! This, combined with some uncertainty of the future of covid and what that means to the security of their pay packets. We find ourselves in a skills shortage like never before.
But don’t worry. There are good people out there. You just need to know how to find them. It’s no longer a case of advertising your job as anyone who has done that recently will tell you that the response has been poor. Candidates need to be attracted to your job. They need a reason to leave the security of their current role in these still somewhat uncertain times.
Here’s our top tips to recruit IT professionals during a skills shortage
Don’t delay
If you have been following our IT jobs market reviews, you will see the trajectory of current vacancies shows no signs of slowing down. And as more and more projects come back to life following the end of restrictions, the market is going to be squeezed even tighter. Even IT professionals who have been furloughed (although we admit there shouldn’t be that many now) may not be the answer. A shocking 11% of people still on furlough are looking for work. What’s happening with the rest?
Our advice is to act now. If you have a project coming up, or if you know of any team changes, start the recruitment process now. It can take longer than normal to find the perfect candidate, so it pays to get ahead. If you already work with a trusted IT recruitment partner, then ask them to start building a talent pool for you. And if you don’t have a partner, give us a call.
Market insight
Before you start to recruit IT professionals, you need to know what’s happening in the market. As part of our commitment to help all our clients attract the best talent, we share the facts you need to know. On a monthly basis, we produce a report on the UK jobs market. Find out what’s happening with vacancies numbers, salaries, skills availability and much more.
It’s also important to get some salary benchmarking information. A lot has changed in salaries over the last few months, and you need to make sure that you stay competitive to attract the best. Find the latest salary guide for your area and see all the salaries and day rates for the most popular jobs in IT.
Partner with a recruiter – someone who knows how to recruit IT professionals
In times like these, a great recruiter is worth their weight in gold. A great recruiter will know how to find your perfect candidate. They have the skills and the technology to search those on and off the market. They have a solid candidate database of IT professionals who may not only be interested in your role but may also be able to recommend others. We know all recruiters are not the same, so here’s some questions to ask when choosing yours –
What experience do you have of recruiting for our industry – ask for testimonials
How do you work and what can I expect?
How do you engage with top talent?
Do you have a talent pool of suitable candidates?
What are your terms?
We have helped companies to recruit some truly fantastic IT talent throughout the pandemic and beyond. We’d love to do the same for you. Our fees are just 18% with a 3 month guarantee period to help to give you peace of mind. Get in touch with one of our expert IT recruiters today and find out how we really can help you to recruit someone worth recruiting – 0207 788 6600 / 01244 566442.
Employee retention is a hot topic right now. With the jobs market at pre-pandemic levels already, more and more people are moving on to a new challenge. On top of this, the skills shortage we all experienced before Covid is now back with a vengeance. So it’s more important than ever that you look after your top talent.
After over 20 years in IT recruitment, we know why people move on. So we’ve put together our top tips to help you hold on to your most valuable commodity, and arguably your only true competitive advantage – your staff!
Employee retention start with recruitment and on-boarding
As many as 76% of companies are not onboarding their new hires properly! And when you consider how difficult it is right now to attract the best candidates, this is truly remarkable. When someone starts with your company, they are full of enthusiasm and are open to learning more. Use this time wisely.
Increasing the salary won’t cut it, or certainly not for long
Last week, we wrote a blog on counter offers and the shocking truth remains – these are the least effective way to solve your employee retention problems. Did you know that it’s proven that 80% of people leave within 6 months of accepting a counter offer? And what’s worse, 90% leave within 12 months. So, at best, you are just extending the time until you have to look for a replacement. Counter offers should be viewed as a short term strategy as they rarely work out in the long term.
It’s highly unlikely that salary is the only reason that is making someone in your team look for another job.
Make growth and development a priority
This is particularly important in IT. And, when it’s shown that companies who do make growth and development a priority experience 53% lower attrition then it’s worth investing your time. It doesn’t have to be anything formal, although this will help, but simply giving people the opportunity to learn and develop with you, will not only benefit them as individuals. According to LinkedIn, as many as 94% would stay longer if their company invested in their professional development.
Think about where your company may be in 2 – 5 years’ time. Have you got the technology in place to help take you on that journey? If not, then this is the perfect opportunity for some development for your team. Get them involved!
Recognition and appreciation – the key to employee retention
There areseveralways to approach recognition and reward and we would always recommend a combination for the best results.
Firstly, there are the tangible rewards. A thank you for a job well done. These can be shopping vouchers, additional days off or a bonus. But these rewards have an expiry date and people are loyal up to the point that they receive the award. Unless you are happy to run these incentives on a monthly or even quarterly basis, they are unlikely to prevent someone from moving on to a new job.
What will really make you stand out from the crowd are intangible rewards and recognition. These are the only things that are truly unique to your company. You’ll have heard the phrase ‘people don’t leave jobs, they leave managers’ and we see this on a daily basis. Being appreciated by your manager and having a good relationship with them is something that can’t easily be replaced.
Longer term rewards like promotions and pay rises that show you are paying attention to what your employees are achieving and rewarding them accordingly. This goes a long way!
Review your benefits
What people wanted from their benefits has changed dramatically in the last 18 months. Are you up to speed?
There has to be more focus on employee wellbeing as we begin the slow return to the office. if your employees feel supported, accommodated and empathised with, no matter the situation, then you will be repaid in loyalty. 90% of employees are likely to stay with a company that is empathetic to their needs, plus they are also willing to work longer hours too. To prove how important this is, as many as 60% would take slightly less pay if it meant that their employer was empathetic!
If you would like any help or advice on anything IT recruitment related, get in touch with our expert team today. We’ve been recruiting IT professionals since 1999 and know what it takes to attract and retain the best! 0207 788 6600 / 01244 566442
Counter offers can be flattering to receive. And in some cases, it’s the ideal outcome. But it’s a proven fact that 80% of people leave within 6 months of accepting a counter offer and a staggering 90% within 12 months. So clearly this isn’t the answer to making your job any more satisfying.
Our expert consultants share their insight on counter offers and whether they are a good idea or not.
Why do companies give counter offers?
It’s simple. It costs more to recruit someone new than to retain someone on a slightly higher salary. In fact, the cost of replacing a senior member of staff can be as much as twice their salary. So it makes sense that your company will try and keep hold of you.
That, coupled with the current shortage in talent is creating a surge in counter offers. The drop in candidate availability is the most severe in almost 24 years. And there are more jobs on the market too – in fact, it’s the highest in almost 24 years too! In June alone, there were 758,000 open jobs in the UK. Demand for staff has never been higher and companies know how hard it is and how long it can take to replace you.
So, a counter offer may not be a sign that you are valued, it can be simply more a staff retention tool.
Questions to ask yourself
Why did you start looking for a job in the first place?
Why did you even start to look for another job if you are happy with your current employer?
Have you hit a ceiling in progression?
Are you unsatisfied with your employers approach to flexible working?
Do you have the desire to learn more and increase your skills?
Is you employer using outdated technology? / Do you want to get your hands on new technology?
The pros and cons of accepting a counter offer
Here’s just some of the pros and cons to consider before you define that new job offer.
Pros
Your pay increases without you having to do anything – sometimes resigning is the quickest way to get a pay rise!
You don’t have to experience the pain of working your notice
You don’t have to worry about settling into a new role
No need to make changes to your daily commute – life continues as normal
Cons
The reasons that you were looking for a job haven’t gone away (it’s very rarely just salary!)
Your loyalty will always be in question by your employer
Trust in your employer will fade. Why did they not offer you more earlier? Or make any promises now on the table.
It’s 80% likely you’ll be looking for another job in 4-5 months
If you are not updating your tech skills by staying where you are then your CV will become dated
One of the most important things to consider is if accepting a counter offer and staying with your current will actually help you achieve what you want to in your career.
Right now, there are so many opportunities in IT Jobs, both permanent and contract and there’s never been a better time to look for work. So if you are looking for progression, higher satisfaction or something as simple as a better work life balance, get in touch. We have been helping companies with their IT recruitment since 1999 and work with some of the best names in the UK.
What candidates want from a new job has changed significantly for many. The pandemic, lockdown and home working has created a wave of new needs. And now that the jobs market is opening up again, there’s a new problem in the war for talent. If you don’t have your finger on the pulse when it comes to what candidates want, you could be missing out.
We’ve worked with lots of companies throughout the pandemic to help them recruit someone worth recruiting. And now we are advising our clients on what they need to do now to attract the very best candidates. We speak to hundreds of IT candidates each week, and this is what they are telling us.
Salaries
Don’t be fooled into thinking that a mediocre salary is enough to attract the best candidates. When it comes to what candidates want when it comes to salary, you must stretch that little bit further. Or, of course, lower your expectations on what you are looking for from your new hire. Each month we publish a salary guide that shows the average salaries and contractor rates across the UK. It’s a great place to start when it comes to deciding on what you can offer. Are you competitive in the market? Or, what else can you offer on top of salary to attract strong candidates?
We are seeing a huge increase in counteroffers as companies try and hold on to their best staff. The team at Langley James are also seeing multiple offers being delivered to the same candidate. We make sure that we pre-screen all our candidates thoroughly to help prevent this from happening. Finding out what they really want from a new job and helping them find it is the secret to helping make sure you get your first-choice candidate. But it’s not just salary that’s in the list of what candidates want.
What candidates want when it comes to flexibility
Flexible working was something lots of companies were ‘playing’ with pre-pandemic. But as we went into lockdown in March last year, the world of work was turned on its head. Companies were forced to fast-track their working from home policies as we all stayed at home to protect lives. But now, and we write this just over a week before all restrictions are due to be lifted and Boris tells us all to go back to the office, there’s a higher expectation on flexibility.
Not everyone wants to, or even likes to, work from home. But if you consider the benefits and work out a way to still offer this and have your team back in the office then you will have the edge when it comes to candidate attraction. Think about what candidates want when it comes to flexibility. What are the benefits they experienced over the last 18 months? And what can you continue to offer?
For many, there has been the cost saving of the commute. And the additional time gained from not experiencing the rush hour every day. Think about how you could be flexible with start times, or a hybrid office based / home based set up. We appreciate that not every company is able to offer this. So instead, having an open mind to ad-hoc flexibility. This can go a long way when it comes to attracting the best candidates.
Training
Did you learn a new skill during lockdown? The coronavirus-fuelled trend for learning a new skills is more than fleeting, and we all need to be mindful of this when it comes to work. What can you offer that helps to satisfy the need for continuous learning? These are the small things that help you stand out in an overcrowded jobs market.
By offering additional training and development you not only get the edge on attracting the best candidates, but you can also benefit by ups killing your team. Think about what you need in 2-4 years and implemented a training plan now to make sure you are there.
How we can help
If you would like advice on how to make sure you are getting the best candidate for your open job, get in touch. We pride ourselves on working with you and sharing market insight. By sharing this with you we can help you make decisions on what you really need to do to fill your IT job with the right candidate, first time. Don’t just give your job to an agency and hope for the best. Work with a company who have as much interest as you do in filling the job!
We have been recruiting IT experts for permanent and contract roles since 1999 and our team has a huge amount of experience between them. We love what we do and we’re pretty good at it! Experience the difference of dealing with a true specialist – get in touch with our specialist consultants today.
The IT jobs market is HOT right now! With lots of jobs and not enough candidates, it’s more important than ever that you choose the right IT recruiter for you.
If you’re looking for the ideal IT recruiter for your company but feel overwhelmed with the number of recruitment agencies out there, keep reading. From characteristics of a good recruiter, to ways of finding the best fit for you, here’s a go to guide:
Consider your company needs
What are you recruiting for? And how do you make sure you choose the best agency for you? Understanding your company needs is key when looking for your IT recruitment agency of choice. Therefore, you should look to the agencies who specialise in IT and the specialist role you are looking to recruit. Agencies that are true specialists will have a stronger network in their sector than a ‘one size fits all’ recruiter.
Consider your budget
It goes without saying that it is imperative that you take your recruitment budget into consideration. However, many recruiters work to different percentages. Some will even reduce their rates for multiple roles or exclusivity. So remember to ask that question to help ensure that you find a recruiter who’s within your reach financially.
Qualities of your ideal IT recruiter
Specialised knowledge: Are you recruiting for a specialised area of business? Say you’re looking for a Systems Analyst who has the ability to use all the latest technologies and methodologies. It makes sense to collaborate with a specialised recruiter, who understands the ins and outs of what it takes to succeed in this role. Some recruiters will have even worked in their chosen specialism themselves.
Shared values and working styles: It is crucial that you work with a recruiter who understands and even shares your values and ways of working. Collaborating with a recruiter should make your job easier and take away any stress. This is equally important when it comes to considering your candidate experience. A recruiter is the first point of contact for candidates in your application process. Make sure you are happy for them to represent you.
Experience: Another way to understand whether a recruiter is ideal for your business is to take their previous experience into consideration. Have they worked on this area previously? Do they regularly work on senior placements? What success stories can they share with you. With the market as it is at the moment, it’s really important to partner with an experienced IT recruiter.
Quality of database and network: You’ve probably heard it before. All an agency does is advertise a vacancy and screen the responses. Then they charge a fortune to do so! And yes, for some recruiters this probably does happen. However, by partnering with a company who has been building a solid database over the last 10 years or more is worth its weight in gold. A recruiters database and network is where your ideal candidates are hiding. They are not waiting to see an advert on a job board. The best candidates are the passive candidates. Those that can be attracted to your company with a unique opportunity. This is where an experienced recruiter stands heads and shoulders above the rest. You want the best candidates IN the market, not the best ON the market.
How to find your ideal IT recruiter
Now you’ve considered your recruitment goals and the type of recruiter you need; it’s time to narrow down your search. But how?
Look on LinkedIn: And we don’t just mean look for recruiters. Look in the jobs section and see which recruiters are advertising similar roles. Take a look on the company website too. Whilst this won’t tell you how successful they are at filling them, it’s a good place to start. You know that a company has trusted them to recruit that role. Therefore, it’s an easy way of narrowing down your search.
Ask for testimonials: By looking at testimonials, you will gain an understanding of the type of companies’ the recruiter has worked with. Additionally, you’ll gauge how a recruiter has been perceived by candidates depending on their level of support. Sometimes this information will be on an individuals LinkedIn profile too.
Have a conversation: A golden oldie – having a conversation. Sometimes you can gauge a recruiter’s passion simply through a phone call. By talking to a recruiter, it gives you a chance to ask how they work. Spend the time you need with the recruiter to make sure that they understand all your requirements clearly. You can usually rate a recruiter on the questions they as you!
If you’re searching for specialist IT recruiters we can help. Our personal experience along with our recruitment expertise makes us stand out in the market. Contact our team today!
When it comes to hiring in IT, there seems to be a disconnect in the market with regards to expectations on timescales. It’s a candidate driven market and the power is in their hands. Are you losing out on securing strong candidates?
With the skills shortage still having a big impact on IT roles, how do you make sure that you can still secure the best and quickly?
But it’s not just securing the best candidate, it’s also the reputation of your company. You need a hiring process that’s able to set expectations with candidates. This way, even if a candidate isn’t successful in securing a role with you, they will have had a positive experience. They may share this with their friends. You never know, they could have people in their network who could be your next perfect hire.
So, if you’re looking to secure the best IT talent, this blog is for you.
Or, maybe you’re a job seeker, wondering how long securing a job can take, and what happens behind the scenes of the hiring process?
Candidate expectations of your recruitment process
Candidates expect the process of securing a job to be quick. They need a short, hassle free application process that keeps them engaged throughout.
Research suggests that a high percentage of candidates expect an initial response to an application within a week at maximum. They expect to attend interview within a week, followed by same day feedback from interviews attended. Without keeping communication consistent, engagement will reduce. And this can decrease the likelihood of top IT talent accepting a job offer. It can even influence candidate’s perception and likelihood of future applications.
Clients – keep this in mind when you’re moving top talent through the hiring funnel.
Top 3 reasons why you should consider candidate expectations when hiring
Candidates are in demand: With a high skills shortage in the IT market, companies are left fighting over the best of the best. Without an efficient hiring process, candidates will disengage.
Candidates have multiple opportunities at their fingertips: More than likely, talented, highly experienced candidates will be arranging 3-4 interviews a week. Actually, this figure may be even more now. With remote working and video interviews, candidates are able to ‘attend’ multiple interviews a day. Therefore, if your hiring process is slow, there are plenty of other options available to attract them.
Candidates with low engagement may engage with your competitors: There’s nothing worse than witnessing top talent involved in your hiring process accepting a role with your competitors. If your hiring process is unnecessarily lengthy, overcomplicated or disengaging, candidates will go elsewhere.
Hiring in IT – we can help you to secure the best candidates
At Langley James, we live and breathe the IT market. We’ve been doing so since 1999 and we have a strong reputation for having our finger on the pulse.
We can advise you on best practice to secure the best IT candidates. Whether it’s time to hire, salary guides, or contractor availability, we have the answers for you.
Here’s our tips for a successful IT recruitment process –
Aim where possible to provide CV feedback within 24 hours. If you’re not, then your competitors will be!
Communicate timescales to your recruiter. This helps us to manage the expectations of candidates to keep them engaged. this includes the number of interviews in the process, any testing etc.
Conduct interviews within 3 working days of CV feedback and give interview feedback within 24 hours
When making an offer, ensure that you get a contract or offer letter to us on the day of verbal acceptance. This will help prevent someone accepting another offer, even after giving verbal acceptance
Delays should be avoided as much as possible. But if a delay is unavoidable, let us know and we will do the rest.
And our final tip – bear in mind that websites like Glassdoor are an open review platform where not only employees but also candidates who have experienced your recruitment process can leave a review. Protect your brand.
If you are looking to fill an IT job and require support to ensure that you can find, and offer, the best candidates, contact our team today. Likewise, if you are a job seeker, looking for a quick turn around when securing a job, we can support you too!
IT recruitment trends change from year to year. But never before have we experienced a year anything like 2020! So, what does that mean for 2021? As the ‘new normal’ continues to dominate our lives, what changes can you expect to see when it comes to IT recruitment?
Recruitment has seen lots of ups and downs over the last 12 months. But with recent reports showing that job vacancies are now above pre-pandemic levels, there’s lots of opportunities out there again. Great news for the UK jobs market, but it does mean that the war for talent is officially on again. The skills shortage hasn’t gone away and there’s only so much a salary can do.
With the rapid move to working from home and utilising more technology, the IT recruitment landscape has had to evolve very quickly. But what does the next 12 months look like? What trends are we likely to see?
Our consultants share their insight into the top 5 IT recruitment trends for 2021 and beyond.
Deliver a great candidate experience
When it comes to IT recruitment, the candidate is very much in control again. Strong candidates are likely to be in the process for multiple job roles and this is where you need to stand out to help you secure the very best talent.
Partnering with a trusted agency is the best first step. In times of a skills shortage, you need to an agency who will be an extension of your employer value proposition. Someone who reflects your values and creates a positive first impression of your company. It’s important that you trust your chosen IT recruitment company. You need them to spark interest and intrigue with their candidates. In an age where an acceptance isn’t just about a good salary, the candidate experience can and will make all the difference.
But it’s not just during the IT recruitment process that the candidate experience matters. Recruiting not only to skills, but to values too is highly beneficial to your company. You want your employees to be happy at work. You want employees who will stay with you for the long-term. And these are candidates that reflect your values. Studies show that greater employee satisfaction correlates directly to greater productivity and greater loyalty.
The remote revolution in IT recruitment
It’s no longer about the office location. The slide in the office, the table tennis table. This all now seems a little 2019. When we look back at the end of 2021 the traditional working environment may no longer be in existence for most. Some companies were already embracing flexible working before the first lockdown. But other had to quickly adapt!
Now, flexible working has become an expectation across many industries. Candidates are looking for a better work life balance, or to be able to optimise their time. This can be a huge benefit to you in the current climate. No longer does location dictate your candidate pool. You can reach further than before and focus on the best available talent, not just locally, but nationally too.
Soft skills
Whilst technical skills will always come first in IT recruitment, it is becoming increasingly important to also recruit with soft skills in mind too. Lots of IT jobs, whilst highly technical, heavily rely on soft skills such as communication and emotional intelligence. With the increase in remote working driving a new distance between employees, your new hires need to be able to still work collaboratively. In a recent study by LinkedIn looking at the most in-demand hard and soft skills creativity and persuasion came out on top.
How we can help
If you would like advice on your IT recruitment for 2021 and beyond, we can help. Our expert team have been recruiting for over 20 years and we love to share our experience. So whether its advice on salaries, benefits or utilising technology to recruit, get in touch.
IT contractors could be just what you need right now. As business needs change and fluctuations are more difficult to forecast than previous years, it can be hard to get your headcount right. With the changes we have all seen over the last 12 months, many companies are looking to introduce new technology to support the new way of working. If you, like many others, have additional projects on your to do list this year, an IT contractor is the perfect solution. These projects may also be combined with an increased output and you need more hands-on deck to keep your customers happy. There may be a new piece of work that has come as a surprise and you need more help last minute.
For all these reasons and more – experience the benefits of hiring an IT contractor.
IT contractors are perfect for project work
We understand that IT projects aren’t undertaken on a whim and very often have both time and cost restraints. Getting it right first time and within budget is vital to your business. We know that you could re-assign someone within your existing team to carry out your new project. And this does work for some companies. However, entrusting something so important to someone who may not necessarily have all of the skills or specific experience comes with risks. We also know that you could hire someone permanent, but this may not be sustainable once the project is completed. This is where IT contractors are the perfect solution!
Hiring IT contractors to gain access to new skills
An IT contractor will have amassed a huge array of skills and experience from previous contracts. And you can tap in to all these skills. Hiring an IT contractor means that they can bring experience from previous jobs that may be of real value to you. Maybe they’ve worked on a project that’s of particular interest. Or, they could have even worked for a competitor! The advantage to you is not just access to the skillset either. With a wealth of experience in similar projects, your IT contractor will be able to start the project quickly without too much set up time.
We have been recruiting IT Contractors and permanent IT staff for over 19 years. We have access to an extensive network of experienced contractors. Let us know all about the project and we will find you an expert IT contractor who has the experience of undertaking that specific project.
Save LOTS of time!
Working with an IT contractor when it comes to project work is a real time saver. And it’s not only by saving you from having to trawl through the 100’s of applications you could receive if you advertised a vacancy. It’s reference checking, eligibility to work, payroll and everything else in-between! These are all things that we will complete for you when you hire an IT contractor.
The main benefits of hiring IT contractors
Whilst there are many benefits to hiring an IT contractor, we want to highlight the main ones –
IT contractors can work out more cost effective than a permanent employee.
Only pay for the work completed
No additional cost of holiday pay, sick pay, pension or NI
You don’t even need to supply them with a desk or a laptop
IT contractors are available immediately, so no waiting for notice periods or risking counter-offers
You agree project deliverables and deadlines prior to commencing the work
You do not have to supervise an IT contractor – saving you time!
Complete peace of mind when it comes to costs. Everything is agreed up front, so there’s no hidden surprises.
Why use Langley James?
At Langley James, we have the skills, experience, and market knowledge to help you and your company recruit the most qualified IT contract specialists. Our established IT Contract division can source candidates skilled in all mainstream and niche technologies in any area of the UK. And no need to worry about IR35 either. We will be with you every step of the way to make it as simple as possible.
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