Why You Need To Use An Agency To Recruit IT Staff

Why You Need To Use An Agency To Recruit IT Staff


Do you need to recruit IT staff right now? Finding the perfect IT professional to join your company is difficult. However, you still aim to source and recruit the best of the best who will fit both your role and company culture. Like everyone, you’re no doubt already busy/ Recruiting is always an extra thing to add to your long to do list. You’re battling to turn around an attractive job description, market your role, source ideal candidates, search through piles of online applications and conduct interviews. It’s a very time-consuming and lengthy process. But with time really of the essence in this market, it’s not the best way forward.

The market is moving so quickly, even if you do see a couple of remarkable candidates, you rush to contact them only to find out they are no longer available. Who’s snapped them up? One of your competitors maybe? Maybe it’s a competitor who has utilised a great recruitment agency like us?

If you feel like you’re losing the IT recruitment battle and you’re looking to boost your efforts, working with an IT agency is a strategy to consider.

The benefits of working with a recruitment agency to recruit IT staff

Here are just a few reasons why you should be working with an IT recruiter to source your next IT expert:


IT recruitment is our passion. We understand how important each candidate touchpoint is, along with strategies to source, engage with and convert talented applicants into keen candidates. This experience is invaluable in the current market. You need to partner with an agency who knows what works and how to get the best results for you.

A good recruiter will have a detailed understanding the market and their area of specialism. A recruiter who specialises in IT will have the industry knowledge to find you the perfect candidate. They understand the skillset you need, and some will even have hands-on experience themselves. Therefore, in a skills short market, if you’re struggling to find exactly what you need, a specialist IT recruiter may be able to make suggestions on how to widen your search.


Connections are invaluable to recruit IT staff

And it’s not just the experience to understand who you are looking for, and how to find them. Recruitment agencies will have a large pool of candidates. This is what sets us apart! Not only will a recruiter have an excellent database of candidates that they have been building over a number of years, but they will also have a strong network they can tap into. It’s amazing how many candidates get the job of their dreams for a recommendation from a colleague. A recruiter knows how to utilise their connections to get the best results for you.

At Langley James, we’ve been recruiting IT staff for 25 years now. Our network of candidates is one of the strongest in the market. This is what you really need in the current climate – a recruiter with a very strong database.

An IT recruiters’ mission is to support you in finding the ideal candidate. However, they also support their pool of talent to find the ideal role and workplace. It’s the perfect combination.


Wouldn’t it be great to be able to hand over your IT recruitment needs to someone you can really trust? Someone who will get the job done and secure the very best candidate for you with minimal fuss. Allowing you to focus on what you’re good at – your job. Recruiters live and breathe recruitment. We know how to get results, even in the current market. A recruiter will have a plethora of tools at their fingertips that helps make your recruitment process more efficient. We know how to attract the right candidates. We can even make contact with people who may not actively be looking for a job but are likely to be excited by your opportunity.

But saving you time when you recruit IT staff isn’t the end of the story. Better still, a recruiter can even save you money by ensuring they source candidates who will become long-term, loyal employees. We do this by matching not just skills, but ambitions, values, and culture fit. This reduces the likelihood of starting the recruitment process again a few months later!

Finding the right recruitment agency

Not all recruitment agencies are the same. Therefore, it’s important that you select and work with the most suitable one for you and your business. Be sure to work with an agency that reflects your company values and can positively represent your company.

Once you’ve found the right recruiter for you, you’ll have a team of experts at hand, ready to find you the next pool of talent!

To find out how we work and how we can help you today, contact our team on 020 7788 6600

How to Attract IT Talent Without Increasing Salaries

How to Attract IT Talent Without Increasing Salaries

The race to attract IT talent is on! But if you are a company with a smaller budget, paying an increased salary is not always possible. Plus, with the cost of running a business increasing on what seems like a weekly basis, budget pressures are being seen across the board. But it isn’t all bad news. There are ways that you can still attract IT talent without increasing your salaries.

Here’s our thoughts –

Need to attract IT talent? It isn’t all about pay!

Despite what the news is reporting about IT salaries right now, candidates don’t usually accept a job purely based on salary. Great news for companies on a budget! Each and every business is unique. Whether it’s location, office environment, or team members, identifying what makes you different is key when it comes to attracting talent. And if you don’t know the answer to this question, you can ask your team. Do you currently run a company survey? If not, maybe it’s time you did. You can find out a lot about what makes your company special, why people stay, and sometimes why people are looking to leave.  Why are you losing staff. If indeed you are? You’ll find that it’s not all pay related. Same applies to attracting candidates.

Take a look at your workplace culture

Diverse workplace cultures are key. In fact, Glassdoor report that 3 in 4 job seekers say that diversity is a key consideration when accepting a position. But it’s not just when it comes to attracting IT talent. A recent report states that companies who focus on diversity in the workplace are 36% more likely to have above average financial returns for their industry. But it’s not just improvements in business performance that you will experience. What about the human element? A diverse and inclusive company atmosphere can help you to attract new talent. Additionally, it can help you to retain the team you have.

attract IT talent

Benefits are possible for all

We understand that not all businesses can afford the more traditional benefits like healthcare, contributing to pensions etc. There are other ways to be able to offer benefits to your teams. It’s now common practice for many companies to offer flexible, hybrid or remote working. Things like this will still make a difference. Candidates now expect flexibility. Is this something you are offering? There are also lots of other things you can offer. Candidates are very keen to be able to upskill. Whether that be with official on-the-job training, or external training courses. This doesn’t have to be seen as an extra cost. What skills can your company benefit from. Alternatively, what skills do you have in-house that you can pass on to a new starter?

Are your employee reviews preventing you being able to attract IT talent?

With the number of vacancies in the UK at record highs, the power is well and truly in the hands of the candidate. This means that great candidates are receiving multiple offers at the same time. Therefore, they are likely to do their due diligence before choosing which role to accept. When was the last time you looked at your online reviews. Websites like Glassdoor are a great source of information for any prospective candidate. What does your profile say about you. It’s important to respond to any reviews online – both positive and negative. This shows that as an employer you take your employee satisfaction levels seriously. With more 3 in 4 job seekers saying that culture and diversity are important when choosing a new job, is it time that you made some changes?

Use an IT recruiter

Would you like help to recruit the best IT talent? Is it time to engage with a specialist IT recruiter? Partnering with an agency is a great way to help ensure that you are able to attract the best IT talent in the market. Additionally, someone who fits within your budget. There are many benefits to working with a recruiter –

  • Advertise your vacancies across a range of job boards
  • A strong database of candidates – built over the last 20 years
  • Access to all the CV databases of the major job boards
  • Proven shortlisting process to identify top talent
  • Advice on the market / salaries / benefits etc

If you would like to know more about how partnering with Langley James can help you recruit someone worth recruiting, get in touch with our team today.


The Crucial Role of Communication Skills in High-Performing IT Teams

The Crucial Role of Communication Skills in High-Performing IT Teams

The Importance of Effective Communication Skills in IT Roles

Effective communication skills are of high importance for IT professionals. While technical expertise is crucial in this field, the ability to effectively communicate ideas, collaborate with team members, and convey complex information in a clear and concise manner is equally vital.

Communication skills in IT encompass both verbal and written communication, as well as active listening and interpersonal skills. IT teams often work on complex projects that require collaboration among different departments and individuals with varying levels of technical knowledge. Clear communication helps ensure that everyone is on the same page, reduces misunderstandings, and promotes efficient problem-solving.

Additionally, effective communication enables IT professionals to effectively convey technical concepts to non-technical stakeholders such as clients or management. Being able to translate complex ideas into layman’s terms can help bridge the gap between the technical and business aspects of an organization.

Soft skills, including communication abilities, are now highly valued in the technology sector. Employers are recognizing that technical proficiency alone is not enough for success in IT roles. Strong communication skills contribute to building positive working relationships within teams and across departments.

The Impact of Communication on Team Collaboration and Productivity

Effective communication plays a vital role in team collaboration and productivity, especially in the context of IT teams. The ability to communicate effectively within a team can significantly impact the success of technology projects.

Collaboration in IT teams relies heavily on clear and efficient communication channels. When team members are able to share ideas, information, and feedback seamlessly, it fosters a collaborative environment where everyone feels heard and valued. This leads to improved problem-solving capabilities, as diverse perspectives can be considered and integrated into project solutions.

Furthermore, effective communication is crucial for ensuring that tasks are assigned and understood correctly. When team members have a clear understanding of their roles and responsibilities, it minimises confusion and prevents duplication of efforts. This clarity also helps in setting realistic expectations regarding project timelines and deliverables.

Good communication within technology teams also enhances productivity by reducing misunderstandings or misinterpretations. Clear communication channels enable quick resolution of issues or roadblocks that may arise during project execution. It allows for timely updates on progress, allowing team members to stay informed about the status of various tasks.

In addition to these benefits, effective communication promotes stronger relationships among team members. Trust is built when individuals feel comfortable expressing their opinions or concerns openly. This fosters a positive work environment where collaboration thrives.

Overall, recognising the importance of effective communication in teamwork within IT projects can lead to improved collaboration, increased productivity, better problem-solving capabilities, enhanced task management, and stronger relationships among team members.

The Role of Clear Communication in Avoiding Costly Errors and Misunderstandings

Clear communication plays a crucial role in avoiding costly errors and misunderstandings, especially in the technology sector. Miscommunication can have a significant impact on IT projects, leading to delays, budget overruns, and even project failures.

The cost of poor communication in the technology sector cannot be underestimated. It not only affects the financial aspect but also hampers productivity and collaboration among team members. When instructions are unclear or misinterpreted, it can result in mistakes that require additional time and resources to rectify.

In tech-related discussions, clarity is of utmost importance. Technical concepts can be complex and easily misunderstood if not communicated effectively. Clear communication ensures that everyone involved understands the requirements, objectives, and expectations accurately.

By fostering clear communication practices within IT teams and across stakeholders, organizations can minimise errors and mitigate risks associated with miscommunication. This includes using concise language, avoiding jargon or technical terms when unnecessary, actively listening to others’ perspectives, asking clarifying questions when needed, and providing feedback to ensure understanding.

Ultimately, investing time and effort into promoting clear communication within the technology sector can lead to improved project outcomes, increased efficiency, better collaboration among team members, reduced costs due to error corrections or rework – all contributing to overall success in achieving business goals.

You may find our blog The True Cost of a Bad Hire in IT and How to Avoid It of interest.

communication in IT

Building Strong Client Relationships through Effective Communication Skills

Effective communication skills are crucial for building and maintaining strong client relationships. In the IT industry, where customer satisfaction is paramount, professionals need to prioritise effective communication as part of their client relationship management strategy.

By mastering effective communication skills, IT professionals can enhance client satisfaction and retention. Clear and concise communication helps ensure that clients understand project timelines, expectations, and any potential challenges that may arise. It also allows IT professionals to actively listen to client feedback and address any concerns promptly.

Building strong client relationships through effective communication involves not only verbal and written skills but also the ability to adapt communication styles based on individual client preferences. This personalised approach demonstrates a commitment to understanding the unique needs of each client.

Moreover, effective communication fosters trust between IT professionals and their clients. When clients feel heard, understood, and valued through open lines of communication, they are more likely to remain loyal and continue working with the IT professional or company in the long term.

To excel in client relationship management through effective communication skills, IT professionals should continuously refine their abilities by seeking feedback from clients and colleagues. Emphasising clear and transparent communication will ultimately contribute to higher levels of customer satisfaction, increased client retention rates, and overall business success in the IT industry.

The Ability to Articulate Technical Concepts to Non-Technical Stakeholders

In today’s technology-driven world, the ability to articulate technical concepts to non-technical stakeholders has become a crucial skill. As advancements in various fields continue to accelerate, it is essential for professionals to effectively communicate complex information in a way that is easily understandable and relatable to individuals without a technical background.

Translating complex concepts into layman’s terms requires the skill of bridging the gap between technical and non-technical stakeholders. This involves breaking down intricate ideas into simpler terms and using relatable analogies or real-world examples to convey the essence of the information.

By mastering this skill, professionals can ensure that they are able to effectively communicate their ideas, proposals, or project updates with individuals who may not have a deep understanding of the technical aspects involved. This ability not only improves collaboration and teamwork but also enhances decision-making processes by ensuring that all stakeholders are on the same page.

Furthermore, being able to communicate technical information effectively to non-technical audiences can also lead to increased opportunities for innovation and problem-solving. When everyone involved in a project or initiative understands the underlying concepts and goals, it becomes easier for diverse perspectives and ideas to be shared, leading to more comprehensive solutions.

In summary, the ability to articulate technical concepts in a way that resonates with non-technical stakeholders is an invaluable skill in today’s interconnected world. By bridging the gap between these two groups, professionals can foster better communication, collaboration, and ultimately drive successful outcomes for their projects or organizations.

Hiring Insights: Evaluating Communication Skills during the Recruitment Process for IT Roles

In the technology industry, assessing candidates’ communication skills during the recruitment process for IT roles is of utmost importance. While technical expertise is crucial, the ability to effectively communicate and collaborate with team members and stakeholders is equally vital.

During interviews for tech positions, hiring managers should pay close attention to how candidates articulate their thoughts and ideas. Strong verbal communication skills are essential for explaining complex technical concepts in a clear and concise manner. Additionally, candidates who can actively listen and ask relevant questions demonstrate their ability to understand requirements and collaborate effectively.

Written communication skills are also critical in the technology industry. Candidates should be able to convey information through emails, documentation, and reports with clarity and precision. Attention to detail, grammar, and organisation are key factors that employers look for when evaluating written communication abilities.

Soft skills assessment plays a significant role in determining a candidate’s fit within a team. Effective collaboration, problem-solving abilities, adaptability, and empathy are all valuable traits that contribute to successful teamwork in IT roles.

By evaluating candidates’ communication skills alongside their technical proficiency during the recruitment process, hiring managers can ensure they select individuals who not only possess the necessary technical knowledge but also have the interpersonal skills required for effective collaboration in today’s technology-driven workplaces.

About Langley James

At Langley James, we understand the importance of recruiting the very best people for your team. That’s why our approach goes beyond surface-level information provided in a CV alone. And it’s why we focus on communication skills as part of our screening process.

Let’s discuss your specific IT recruitment requirements today. Reach us at 0207 099 4839 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

How Staff Shortages in Tech are Shaping the Workforce

How Staff Shortages in Tech are Shaping the Workforce

We’ve got some tech news to share. Recently, we came across an eye-opening article that shed light on the current state of the workforce in the UK. According to a recent poll, nearly half of UK workers feel that their work is becoming increasingly intense. And the blame seems to fall on staff shortages in the tech sector.

In this blog, we explore the impact of these shortages.

The Intensity of Work in the Tech Sector

The fast-paced world of technology has always been demanding. However, the current scenario is taking intensity to a whole new level. The poll indicates that almost 50% of UK employees are facing higher workloads, tighter deadlines, and increased pressure due to staff shortages. As more businesses rely heavily on technology, the demand for skilled IT professionals has soared. Therefore leading to a shortage that affects the entire industry.

The Ripple Effect on Tech Employees

With tech talent in high demand, the workforce is feeling the brunt of the shortages. Employees are working longer hours and feeling stretched thin. This is affecting not only their productivity but also their overall well-being. As a result, the importance of striking a balance between work and personal life has become more crucial than ever.

The Challenge for Employers

For employers, the shortage of IT talent presents a unique challenge. Attracting and retaining skilled tech professionals in this competitive landscape has become an uphill battle. Companies need to adapt their recruitment strategies and offer enticing packages that go beyond just financial rewards. Creating a positive work culture, providing growth opportunities, and offering work-life balance can be game-changers in attracting and keeping top talent.

tech team

The Role of IT Recruitment Agencies

This is where IT recruitment agencies, like ours, step in. Our mission is to bridge the gap between talented IT professionals and companies in need of their expertise. We understand the challenges faced by both job seekers and employers and work tirelessly to find the perfect match. Our friendly and dedicated team is committed to nurturing meaningful connections that go beyond just matching skills with job requirements.

Navigating the Future of Tech Talent

While the shortage of tech talent poses challenges, it also presents an opportunity for growth and innovation. As a community, we can navigate through these intense times together. At Langley James, we are passionate about making a difference. Our friendly approach, combined with our industry expertise, enables us to provide tailored solutions that address the unique needs of both job seekers and employers.

Our Thoughts

The poll results highlight the intensity of work experienced by employees in the UK due to staff shortages in the tech sector. As an IT recruitment company, we recognise the impact of these challenges on the workforce and are dedicated to finding innovative solutions. By working together, we can create a thriving tech industry that not only meets the demands of the digital age but also ensures the well-being and growth of its most valuable asset – its people.

About Langley James

At Langley James, we understand the ever-evolving landscape of the tech industry and the impact of staff shortages on your workforce. In this dynamic environment, effective talent management is more critical than ever. That’s why our approach goes beyond surface-level information provided in a CV alone.

With our comprehensive knowledge of candidates, including their experience, specific project involvements, strengths, and areas for improvement, we strive to find the perfect match for your business. Our dedicated and specialised consultants work closely with you, considering both the role requirements and the unique needs of your business.

We take immense pride in our thorough understanding of candidates’ skills and experiences, ensuring that we deliver the very best talent to meet your IT recruitment needs.

Let’s discuss your specific IT recruitment requirements today. Reach us at 0207 099 4839 or via email at langleyjames@langleyjames.com.

We’d love to hear your views on this.  What are your thoughts on the impact of staff shortages on your team?  Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn

Navigating the IT Skills Crisis – Innovative Solutions for Hiring Managers

Navigating the IT Skills Crisis – Innovative Solutions for Hiring Managers

In today’s competitive IT landscape, hiring managers face a significant challenge—the ongoing IT skills crisis. The demand for skilled IT professionals continues to outpace the supply, making it increasingly difficult to find and secure top talent. However, with the right strategies and innovative approaches, hiring managers can successfully navigate this crisis and build a high-performing IT team. In this blog post, we’ll explore some effective solutions to help you overcome the IT skills shortage and find the ideal candidates for your organisation.

Hiring Mangers Should Embrace the Gig Economy

Incorporating the gig economy into your talent acquisition strategy can be a game-changer. By leveraging IT contractors, you can access a pool of specialised talent on-demand. This flexible arrangement allows you to quickly fill skill gaps and tackle short-term projects without long-term commitments.

Foster Internal Talent Development

Investing in the professional growth of your existing employees can be a strategic solution. Implement training programs, certifications, and mentorship opportunities to upskill and reskill your current team members. By nurturing internal talent, you can fill crucial roles internally and create a culture of continuous learning and advancement.

Tap into Professional IT Networks

Engage with professional IT networks, industry associations, and online communities. Participate in relevant events, conferences, and webinars to connect with IT professionals actively seeking new opportunities. Building relationships within these networks can provide access to a diverse pool of talent and valuable industry insights.

As a Hiring manager You Need to Leverage Social Media and Online Platforms

Harness the power of social media and online platforms to expand your reach and attract top IT talent. Maintain an active presence on platforms like LinkedIn, GitHub, and Stack Overflow. Share engaging content, job openings, and insights about your organisation’s work culture to create a strong employer brand and attract the attention of skilled candidates.

Collaborate with IT Recruitment Specialists

Partnering with an IT recruitment agency can be a strategic move. These specialists, like us,  possess in-depth industry knowledge, an extensive network of IT professionals, and expertise in candidate sourcing and screening. They can streamline your recruitment process, saving you time and effort while connecting you with the right talent.

Offer Competitive Compensation and Benefits

To attract and retain top IT talent, it’s crucial to offer competitive compensation packages and attractive benefits. Stay up-to-date with market trends to ensure your salary offers align with industry standards. Additionally, consider flexible work arrangements, professional development opportunities, and perks that cater to IT professionals’ specific needs and preferences. Take a look at our latest IT Salary Guide to get up to date on the current salaries on offer for the most popular jobs in IT.


Hiring Managers Need to Streamline the Hiring Process

In a competitive talent market, a lengthy and complex hiring process can deter top candidates. Simplify and streamline your hiring process to ensure a positive candidate experience. Minimize unnecessary steps, provide prompt feedback, and communicate clearly with candidates to expedite the decision-making process.

Showcase Your Organisation’s Technological Advancements

Demonstrate your organization’s commitment to innovation by highlighting the exciting projects, cutting-edge technologies, and advancements in the IT space. Showcasing your technological prowess and the opportunity for IT professionals to work on meaningful and impactful projects can attract top talent and position your organization as a desirable employer.

Why Hiring Managers Should Work With Langley James

Here at Langley James, we know our candidates.  We have in-depth knowledge of their experience, down to the individual projects they have worked on, their strengths (and their weaknesses).  We have access to those details that you just can’t get from a CV alone.

Our talented and specialised consultants work hard to ensure that any candidates we send you are not only a perfect match for the role but your business.

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

We’d love to hear your views on this.  What are your thoughts on the current IT skills crisis?  Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn

Unleashing The Power of IT Recruitment Agencies: Your Secret Weapon for Talent Acquisition

Unleashing The Power of IT Recruitment Agencies: Your Secret Weapon for Talent Acquisition

Hey there, IT hiring managers! Are you tired of sifting through endless resumes? Conducting countless interviews, and still struggling to find that perfect candidate? Well, fear not! We’ve got a secret weapon up our sleeves that will revolutionise your talent acquisition game.

Enter the world of IT recruitment agencies. Where the magic of matching exceptional talent with the perfect job happens. Buckle up and let’s explore why IT recruitment agencies are the game-changers in today’s IT recruitment market.

IT Recruitment Agencies Provide Supercharged Sourcing

Gone are the days of scouring job boards and drowning in a sea of unqualified applicants. IT recruitment agencies have an extensive network, And a knack for sniffing out top talent. With their industry connections, they have access to a hidden pool of skilled professionals. Some who might not be actively looking but are open to exciting opportunities. Let us do the digging and present you with a shortlist of exceptional candidates. Saving you time and headaches.

Navigating the IT Talent Jungle

In a highly competitive market, finding the right IT talent can feel like searching for a needle in a haystack. But fear not! IT recruitment agencies are the seasoned navigators of this talent jungle. We know what skills and expertise to look for. And we can spot those hidden gems that others might overlook. Consider us your trusty safari guides, equipped with a keen eye for talent.

Tap Into The Matchmaking Mastery of IT Recruitment Agencies

Finding the perfect match between a candidate and a job isn’t just a lucky coincidence. It’s an art. IT recruitment agencies excel at this matchmaking dance. We take the time to understand your company’s culture, values, and specific job requirements. Armed with this knowledge, we dive deep into our pool of talented candidates, We evaluate not just their technical skills but also their personality fit. It’s like finding a puzzle piece that fits perfectly, creating a harmonious and productive work environment.

matching IT talent to jobs

Unleashing Unconventional Talent

Sometimes, the most extraordinary talent lies outside the box. IT recruitment agencies have a knack for identifying those unconventional candidates. Those who bring fresh perspectives, innovative ideas, and unique problem-solving skills to the table. We believe in thinking outside the binary code, and we’re not afraid to challenge the status quo. Embrace the power of diversity and let us introduce you to the game-changers who will push your company to new heights.

IT Recruitment Agencies Are Your Silent Partners

Picture this: you’re in the midst of a talent war, and you need reinforcements ASAP. That’s where IT recruitment agencies become your silent partners. Working tirelessly behind the scenes to scout, screen, and secure the best talent for your team. We become an extension of your HR department, collaborating seamlessly to fulfill your staffing needs. From negotiating offers to managing onboarding, consider us your backstage crew, ensuring a smooth and successful hiring process.

About Langley James

Here at Langley James, we know our candidates.  We have in-depth knowledge of their experience, down to the individual projects they have worked on, their strengths (and their weaknesses).  We have access to those details that you just can’t get from a CV alone.

Our talented and specialised consultants work hard to ensure that any candidates we send you are not only a perfect match for the role but your business.

So, are you ready to embrace the power of IT recruitment agencies? We’re here to be your allies, your advocates, and your partners in talent acquisition. Together, we’ll revolutionise your hiring process, saving you time, energy, and headaches. Let’s embark on this adventure together and discover the exceptional talent that will propel your company to new frontiers.

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

We’d love to hear your views on this.  What are your thoughts on the current IT recruitment maket?  Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn

The True Cost of a Bad Hire in IT and How to Avoid It

The True Cost of a Bad Hire in IT and How to Avoid It

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

The direct costs of a bad hire

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

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

The indirect costs of a bad hire

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

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

The hidden costs of a bad hire

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

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

bad hire in IT

How to avoid a bad hire in IT

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

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

In conclusion

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

How Langley James can help you avoid a bad hire

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

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

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

How to Successfully Interview and Hire IT Contractors: A Guide for Employers

How to Successfully Interview and Hire IT Contractors: A Guide for Employers

With the growing demand for IT contractors, employers need to know how to successfully interview and hire the right professionals for their projects. This guide will provide tips on how to identify the best IT contractors, create a successful interviewing process, and make sure that you are hiring the right person for the job.

From understanding what type of IT contractor you need, to asking the right questions during an interview, this guide will help employers find the perfect candidate for their project. It will also provide insights on how to ensure that you are making a wise decision when it comes to hiring an IT contractor.

The Advantages of Hiring IT Contractors

Hiring an IT contractor can be a great way to get the most out of your IT budget. With the right contractor, you can get access to experienced and knowledgeable professionals who can provide you with the technical expertise you need for your projects. From software development to cybersecurity and networking, there are many benefits of hiring an IT contractor that can help your business succeed.

IT contractors are often more cost-effective than hiring full-time staff, as they don’t require long-term commitments or benefits packages. They also offer flexibility, allowing businesses to scale up or down depending on their needs. Freelance IT contractors can also bring specialized skillsets and knowledge that may not be available in-house. By leveraging their expertise, businesses can save time and money while still achieving their goals.

You may find our blog 8 Reasons to Hire an IT Contractor of interest too.

The Basics of Interviewing & Hiring an IT Contractor

Hiring an IT contractor can be a daunting task, especially when you don’t have much experience in the area. It’s important to remember that interviewing and hiring an IT contractor requires more than just asking the right questions. You need to understand the basics of interviewing and hiring an IT contractor in order to be successful.

Tips on How to Make Sure You Hire The Best IT Contractors

As an employer, it’s essential to make sure you hire the best IT contractors for your business. Hiring the right candidate can be a daunting task, and it requires a lot of effort on the part of employers. However, with the right hiring practices in place, employers can ensure that they are hiring top candidates who will help them meet their business goals. The following are some tips for hiring the perfect IT contractor for your business.

  • Hire candidates who understand your industry, and have a good understanding of what you do.  This is key because it will give them insights into how your business operates and allow them to be more prepared when they’re interviewing with you.
  • Set clear expectations from the start so that both parties know what they are getting themselves into.  For example, if you need someone to come in and maintain all of your company’s computer systems and networks, make sure the candidate understands this before verbally accepting their job offer .This will make the process more efficient and will help reduce the amount of time you spend interviewing candidates.
  • Ask questions that can determine whether your candidate is a good fit.

contractors in IT

Top 5 Questions to Ask IT Contractors During the Interview

Hiring an IT contractor is a big decision, and it’s important to ensure that you ask the right questions during the interview process. In this article, we will discuss the top 5 questions to ask a potential IT contractor during an interview. These questions will help you get a better understanding of the candidate’s skillset, experience, and working style. By asking these questions, you can make sure that you hire the best IT contractor for your project.

1. How Much Experience Do You Have with __________?

This question is a good way to get an idea of the candidate’s experience working on similar projects and for similar companies. The more experience the IT contractor has, the better their chances of success will be. It’s also a good question to ask if the project requires specialised skills that may not be related to what they provide as a typical job function. For example, if your project requires strong Excel skills but their job title doesn’t mention anything about it, this is a good question to ask during your interview to prevent you from hiring the wrong person.

2. How Long Have You Worked As A Contractor?

This question will give you a good idea of what type of experience your IT contractor has had with similar companies, how long they’ve been there, and how well they may be able to adapt to new projects and responsibilities. It will also help you determine if they are used to working on projects that are or have been outsourced, as many companies outsource their IT work these days. .

3. How Do You Feel About the Number of Hours We Have for Work?

A lot of IT contractors work a set amount of hours per week, but others are on-call or work from home from time to time. This question can help you see if your IT contractor prefers being in an office or if they would rather be able to balance their personal life with their job. .

4. Are You Willing to Travel?

IT contractors may need to travel for meetings or training during their career progression. Most IT contractors don’t mind traveling as long as it has been scheduled in advance and is well paid for the time spent away from home and family.

5. Tell Me About Your People Skills

IT contracting isn’t just about technical skills–it’s also about being able to interact with other people on a personal level and having appropriate communication skills.

About Langley James

Here at Langley James, we know our candidates.  We have in-depth knowledge of their experience, down to the individual projects they have worked on, their strengths (and their weaknesses).  We have access to those details that you just can’t get from a CV alone.

Our talented and specialised consultants work hard to ensure that any candidates we send you are not only a perfect match for the role but your business.  To discuss your IT recruitment needs please call us on 0207 099 4839 or email us: langleyjames@langleyjames.com.

We’d love to hear your views on this.  Are you struggling to recruit IT staff?  Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn

How to Write the Perfect IT Job Description

How to Write the Perfect IT Job Description

When it comes to writing an IT job description, it’s important to follow a few ground rules.

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.

Here’s our top tips to make your next IT job description the best yet.

Job title – stay away from buzzwords

Ensure that you keep your job title simple by using keywords that accurately describe the role. Keep away from using complicated jargon. For example, stick to using standard experience levels such as ‘senior’ rather that ‘VI’. Whilst it’s important to stand out when recruiting, keep the job description as factual as possible to avoid room for confusion.

To begin with, focus on the job title. A job title is the start of the process and will be used to advertise your role.  Consider the level of expertise you want for the job, not just the role itself. If you are looking for a 2nd Line Support engineer, but the experience you need is more Systems Analyst, you’ll need to remember that the job title may put some people off. It’s the age of LinkedIn and people are proud of their achievements and their career. Do bare this in mind when writing your job description.

Job summary – the start of an IT job description

Standing out in a crowded market can be hard. The demand for talent for IT jobs is rising each month. Begin by capturing a candidate’s attention with a short and engaging summary. This should include the expectations of the role and a brief overview of your company. Why are you unique and why is working for you such a fantastic opportunity?  Think of the job description as another step in the journey. Remember that it’s usually what a candidate sees before they come for an interview. Don’t lose their interest at this stage. Remember to still sell the opportunity!

Here’s a top tip to help you stand out –

In the current market more and more that candidates are looking to give something back and this could be your chance to shine. Ask yourself ‘How does this role contribute to making people’s lives better, or solve existing problems?’ then fill in the blank – ‘come and join a team dedicated to…..’  You may be surprised how effective this can be.


Include clear responsibilities and duties for your job

Less is most definitely more!  Whilst you want to clearly define the main responsibilities of the position, make them detailed yet concise.  If there is a lot of responsibilities with the role, why not group them into categories? This will make them much easier to read and absorb.

It’s also important to think long-term too. We advise thinking about how this position will contribute to the goals and business objectives of the company. Is there the potential for advancement for candidates?  By presenting the whole opportunity, you will attract the best candidates.

Refresh often

When you look to hire, do you go to HR and dust off that old job description again?  Has the experience needed changed?  Is the culture different now?  It’s important to make sure that you review and even re-write your job descriptions regularly.  Make sure that it is still fit for purpose!

One of the things that has changed for most companies is flexibility with working from home. In fact, there was an article in The Times yesterday (15.08) that showed how software engineers in particular we in control of working arrangements due to the candidate shortage. If you have a work from home policy, it’s important to include reference to this in the job description.

TOP TIP: – get your employees involved when writing your job description!  No one knows the job better than those that already do it.

Things to avoid when writing your IT job description

  • Discrimination – Be aware of unconscious bias’s
  • Asking too much – Unrealistic expectations could prevent star candidates from applying
  • Negativity – Be sure to write the description in a positive tone
  • Forgetting about structure – Make the job description easy to read. Bullet points are always a good idea!
  • Being mysterious – Be intriguing without holding back crucial information
  • Mistakes – Check and check again for mistakes.  Candidates will be quick to judge if there are spelling mistakes!

Following these 5 steps to writing a fabulous job description could help you secure your ideal IT candidate.

If you are looking for experienced IT experts for your business, whether permanent or contract get in touch with the team at Langley James today!

Why You Still Need to be Offering Hybrid Working

Why You Still Need to be Offering Hybrid Working

When it comes to attracting candidates, the benefits of offering hybrid working are something you should still consider. As yourself, is it necessary to have your team on site for 5 days? We appreciate that some roles in IT are hard to perform remotely. However, it still seems that most candidates are looking for flexibility and some form of hybrid working.

We’ve all been experienced the benefits of working from home. Saving money and time on commuting, having a better work / life balance. There are many great things about being able to work flexibly. But what about the benefits to you, the employer? What have you got to gain from offering hybrid working? Our expert recruiters share their insight.

Larger pool of candidates

We are living in a time where there is a real shortage of skilled candidates. With vacancies over 1m in the UK and unemployment figures low, it’s getting harder to find the best IT talent. However, if you can offer remote working, your candidate pool suddenly becomes the whole of the UK, or even the World! Think of the diversity this could bring to your team. And the greater availability of exceptional candidates for your IT vacancy.

Improved loyalty is one of the benefits of offering hybrid working

According to various reports, we are in the middle of The Great Resignation. Around the world, workers are quitting their jobs in record numbers – and bosses are still scrambling to figure out how to keep them. However, offering hybrid working can help combat this. Lots of people were working from home during lockdown and let’s be honest, we all got rather used to it. Companies adapted and in most cases, business continued as normal.

working from home

But now that we are back in the office, the promise of flexible working is slowly disappearing. But candidates are looking for flexibility. Therefore, if you are genuinely able to offer hybrid, flexible or remote working, you should have a larger pool of candidates to choose from. Plus, if you continue with flexible working, employees are likely to stay with you for longer. Why would they move for another job if it meant going back to an offer 5 days a week?

It focuses on mental wellbeing

Mental wellbeing has been big news recently. There’s a renewed focus on the mental health of our teams. And companies who have a wellbeing policy are more likely to attract more candidates. By offering flexibility in working patterns, or work locations, you will be seen as a company who looks after their employees. It also shows that you have trust in your teams, and this can go a long way.

Are you recruiting?

If you are currently recruiting in IT, you’ve no doubt noticed the huge reduction in applications. That’s where we can come in. We’ve been recruiting IT candidates for over 20 years and have a large database of highly skilled IT candidates. Even in the skills shortage, we are still able to secure exceptional levels of IT talent for our clients. We’d love the opportunity to do the same for you. Get in touch with our team today and see how we can help you to recruit someone worth recruiting.

IT Salaries Over the Last 2 Years – What’s Changed?

IT Salaries Over the Last 2 Years – What’s Changed?

IT salaries seem like they are on an ever-increasing trajectory. With the demand for staff higher than ever before, and the candidate pool shrinking by the day, it’s no surprise. But what does this actually mean for salaries?

We regularly review the average salaries for the most popular jobs in IT. And we always give an indication if it’s up or down from the previous month. But it’s when you look over a longer period that you really get to see the bigger picture. Some will have you believe that salaries have increased dramatically across the board. This is not the case. Yes, it’s true that some salaries have seen as much as 96% increases. However, there are some areas of IT where salaries have remained broadly the same.

So, we’ve taken a look through the archives to give you a bigger picture view of IT salaries over the last 2 years.

Senior IT leadership roles that saw the biggest increase in IT salaries

There’s no doubt that it’s at the top end of the scale where we’ve seen tha largest jumps in average pay. In September 2020, the average salary for a CTO was £100k. And in our most recent salary survey (July 22), that’s increased to £144k. An easy % increase to work out there! And it’s a similar story for an IT Director. £112k in September 2020 to £150k in July 2022. A 34% increase. And a Head of IT too. £77k in 2020, £90k today. So, if you are looking to hire into your senior IT leadership team, it’s safe to say you’ll have to offer a lot more to attract the best than you did 2 years ago.

Trends that have helped increase average salaries in IT

The world of business has experienced many changes over the last 2 years. The pandemic meant that some business really had to fast track future plans. And this is reflected in the average IT salaries for those jobs most in demand to operate in this new normal. The step change growth in e-commerce when we were all confined to our homes has had a dramatic impact on salaries in this specialism. In September 2020, the average salary for an e-commerce manager was £65k. You’d now have to pay around £84k to secure the same talent.

But it’s not just e-commerce. Business are relying more heavily on data than ever before. Data driven insights have become an essential part of business success. And this is where we reveal the IT role that has seen the largest increase in average salary. A database manager would earn an average salary of just £50k in September 2020. This is now a much larger sum of £96k. That’s a 92% increase!


IT salaries that have remained more static

Whilst all areas of IT have experienced some increase in average salaries. Some have seen little change. However, before we share this information with you, it’s important to consider that these are the average salaries on offer. An overview of the jobs market and demand for candidates. The skills shortage does mean that starting salaries are often higher than that advertised. Take a look at our most recent report on jobs to see the trends.

When researching the change in salaries, we noticed that it’s the less senior roles that haven’t seen too much change. For example, a 1st Line Support role was £28k in 2020. And that figure remains the same today. And it’s a similar story with 2nd line. £35k in 2020 and £26k today. It’s 3rd line that has seen the largest increase in the support specialism. An increase of 9% from £36k in 2020 to £51k in 2022.

Want to know more?

We’ve been recruiting IT candidates since 1999. And we’ve seen a lot of agencies come and go during this time. It’s not enough for an IT recruitment agency to simply advertise your job and share the best applications with you. You could do that yourself! Admittedly, there would be a cost to advertise the roles that could end up costing a lot more than a recruitment fee, but the choice is still there.

At Langley James, we are experts at what we do. Our pure passion for all things IT is seen throughout our exceptional service levels. We work on all our clients’ vacancies as if they were our own. And this is where our market research comes in. We know the market. We know the trends, the average salaries and more. And we make sure that we share this with all our clients to enable them to recruit someone worth recruiting.

Get in touch with our team today to see how we can help with your IT vacancies.


3 Simple Ways To Speed Up Your IT Hiring Process

3 Simple Ways To Speed Up Your IT Hiring Process

Your IT hiring process, if lengthy, may be preventing you from securing the best staff. Whilst we’ve always recommended working quickly when it comes to recruitment, it’s now more important than ever. The market is like we’ve never seen it before. And we’ve been doing this for well over 20 years.

There’s something in common with the companies who are still able to recruit great IT staff in 2022. Their IT hiring process. Our team share their insights on how to speed up your IT hiring process. We’ve taken best practice and combined it with what’s working in the real world.

Follow our advice and you can ‘recruit someone worth recruiting’.

Start your IT hiring process with a great job spec

Job specs used to simply be a long list of expectations and demands. If yours are still like this, then it’s time for a change! Yes, it’s still important to have a list of desired skills and experience. However, it’s how, and where these are listed in your spec. The best specs when it comes to attracting candidates all follow a similar structure.

Start with details about the company. What is it that makes you attractive to a potential employee? When it comes to IT hiring, candidates are most interested in technology, upcoming projects and more. But don’t forget the bigger picture too. A lot of candidates, particularly generation z are looking for purpose to their roles. A purpose doesn’t have to be saving the planet or ending world hunger. A purpose can be something as simple as making life a little easier for a certain group of people. Think about your company’s purpose and highlight this in your spec. Or failing that, what about your values? If you have clearly defined values, sharing the in a job spec will help you to attract candidates who share the same values.

It’s also key to highlight the benefits in a job spec. Dedicate an entire section to all the benefits on offer for the role. Whether hard or soft benefits, showing them in a spec will again help to attract more candidates.

Getting your job spec right will undoubtably speed up your IT hiring process.

Engage a specialist IT recruiter

We’ve written many times about the benefit of working with a specialist IT recruiter. With a market like it is, it’s not as easy as it used to be to recruit, Job adverts aren’t working as well as they did and it’s a specialist recruiters’ network that the candidates are now coming from. Be sure to choose carefully. But getting it right will most definitely speed up your IT hiring process.

hiring in IT

Getting from CV to offer

This is the most crucial part. You need to be able to react quickly to a CV. Don’t want until you have 5-6 CVs to sift through. Doing this will mean that you are likely to lose your element of choice. If you receive a CV from someone who has the skills and experience you need, interview them ASAP! And by ASAP, we really do mean 24 hours if possible. Now that 98% of 1st and 2nd stage interviews are held via Teams or Zoom, it easier than ever to be quick.

Then, should you like the candidate after the 1st interview, get them booked in for the next stage within 2-3 days. Again, this can be remote if it makes things easier. If after that stage, you are wanting to make an offer. Invite the candidate into the office. Again, do this within 24 hours if possible. If this isn’t possible then we strongly advise to get the offer out with 24 hours to start the ball rolling.

How Langley James can help speed up your IT hiring process

We are not ‘yes men or women’. We are here to make sure that you get to meet the best possible IT candidates for your role. We will advise you on the things you need to do to achieve this. We want you to be successful when it comes to hiring in IT and we will do everything possible to help you. Wouldn’t you want to work with an agency like that? Get in touch with our expert team today and experience the difference of working with a true specialist.