Halloween can be an enjoyable time of year or a very scary time for others… a lot like recruitment! The uncertainty of not knowing if your new hire is going to be a trick or a treat can be a worrying time for many.
As a Recruitment Agency we hope that they are all sugary filled sweets or interesting stickers as many are suggesting. However, embarking on a recruitment campaign without fully vetting your candidates can lead to a nightmare situation further down the line.
To avoid any ghastly surprises we have some top tips to help you work out if your new hire has any skeletons lurking in their closet.
Interviews
Don’t just conduct an interview because it’s the “done thing” to do, the parameters of interviews are constantly changing and are becoming less and less of the old corporate and let’s be honest occasionally boring interview style.
Revamp your interview techniques, something new and exciting because the age old question of “What is your weakest skill” has been batted around for far too long!
Use the time to get to know your candidate, even if you aren’t working with them directly. Get to know their personality, as we all know everyone is on their best behaviour for an interview.
We’re not saying go all out and ask Taboo Interview questions but take the time to understand how they tick, their likes and dislikes.
Scenario based questions are a fantastic way of seeing how your potential new hire would handle a situation- Does their answer send shivers down your spine or make you want to shout joy from the rooftops?
Meet the Team
A vital part of a recruitment campaign is your candidate meeting the rest of the team. Your current team are the heart of what you do ensuring that the ghost train keeps on moving. Is this new hire going be a chink in the track or that extra bag of much needed coal to help you steam on ahead?
Your candidate will feel more relaxed around a team environment as these current aliens will show your new hire the ropes. With any luck ET may have finally made it home in your team.
By meeting the team you can see how they interact with colleagues and how well they fit in.
Trial Day
Trial days generally go one of two ways, brilliantly or a complete disaster. This is because it allows you to see how the candidate reacts to real life situations in your business. It can be hard for a candidate to get the time off for a trial day. If they can go for it, what have you got to lose?
On the rare occasion a new hire turns into a disaster, don’t knock your own judgement, they could be one of the best actors you have ever met!
(Queue ghostbusters music) Who you gonna call? Langley James and let us find you “Someone Worth Recruiting”.
It not only costs the company money but also reflects poorly on your ability as a hiring manager. So how can you see behind the disguises that so many candidates put forward?
A qualified recruitment partner not only knows the industry, but also takes the time to get to know your company and specific recruitment needs.
At Langley James our detailed testing and vetting process takes a critical assessment of candidates skills, experience, abilities and personality so that we know they can not only do the job, but will also be a good fit and add value to your business.
We specialise in IT and HR recruitment, finding people worth recruiting.
It’s all great fun until you’re the one who ends up with the trick instead of the treat. The hire that went wrong, the person who can’t do the job after all.
If you want to skip the trick and score the treat, then you need a recruitment partner who not only knows the IT industry and how to identify a high calibre candidate, but also someone who gets to know your business well enough that they can help you clearly define your IT recruitment needs.
We test, evaluate, vet and interview thoroughly so that the candidates we present as a shortlist are qualified and suitable. We eliminate the tricksters from the list and present only the treats. People worth recruiting!
When it comes to writing a Job Description for IT, Tech or AI roles, 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, Tech or AI 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 a IT, Tech or AI job description
Standing out in a crowded market can be hard. The demand for talent for IT, Tech or AI 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 role
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 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, Tech or AI job descriptions
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, Tech or AI candidates.
Is it time for your business to hire an IT, Tech or AI contractor? With a continuously shrinking talent pool and an increasing demand for talent, it can mean that recruiting the perfect permanent candidate takes longer than before. But your business still needs to succeed. What isn’t being achieved whilst you are waiting for the right candidate. What impact is that having on your business. In a perfect world, you’d wait for the right IT, Tech or AI candidate, but if we’ve learnt anything from the past few years, we do not live in a perfect world.
However, there are positives. The changing needs of organisations and employees alike has resulted in more IT, Tech or AI candidates moving to non-standard employment. The quality and diversity of IT, Tech or AI talent makes the contract market an attractive prospect for many employers. So if you are still waiting to find the perfect candidate, or have a need for a specific talent as soon as possible, it may be time to hire an IT, Tech or AI contractor.
8 key reasons to hire an IT, Tech or AI contractor
Less risk. As many as 60% of new hires are not working out to some degree, according to the latest research! And when a bad hire costs businesses, on average, around £114,000 per employee, it’s a risk a lot of businesses can’t afford to take. Especially in the current market. When you hire an IT contractor, it mitigates the risk of bringing in a poor hire and the associated costs.
Perfect for projects. Most projects, whether one off, or ongoing, need access to a particular set of skills. If you don’t currently have the skills in house and you are unable to secure the right permanent candidate, it’s time to hire an IT, Tech or AI contractor. It may be that you have a short-term project and don’t have the budget, or the on-going work to hire a permanent. More on budget later.
Specialist skills. If there is a skills gap in your current team, you can hire an IT, Tech or AI contractor to plug that gap. By hiring a contractor, you can maintain the quality of work while an employee is away from the business. Whether that be extended sick leave, parental leave, or resignation. Hiring an IT, Tech or AI contractor is a quick way to enable you to continue with business as usual.
Ease workload. When someone leaves your team, who picks up the additional workload? Your current team. This can put additional strain on your existing team members and can even result in additional resignations. Reduce the likelihood of this when you hire a contractor.
Tap into a fresh perspective. Most of the time, when you hire a contract, you tap into a huge amount of expertise. Having someone in your team who has a lot of experience working for multiple companies can really be more beneficial than you realise. Using their past experiences, they can bring new and exciting things to your business, meaning you could be in a position to tap into this a fast-track certain areas of growth.
Flexibility. If you have a project that needs completing, or you are experiencing a temporary increase in work, an IT, Tech or AI contractor could be the perfect answer. Also, if you suddenly have a drop in demand, you don’t have to continue to use the services on a contractor. This can save your business money by only paying for the services of a contractor when you need them.
Cost savings. Yes, it’s true that contractor rates are usually more expensive than a permanent salary. However, it can still work out cheaper to hire a contractor. With a contractor, the daily rate is all you pay. There’s no paying into pensions or other benefits. It gives a certainly of cost so works particularly well if you have a set budget.
Speed. Most IT, Tech or AI contractors are available at short notice and are ready and prepared to start work. No more waiting for notice periods, where literally anything can happen. With the market as it is, there are many candidates being offered multiple jobs in IT and this makes the notice period an unnerving time. Reduce that risk and get someone in place quickly when you hire an IT contractor.
Using Langley James to hire an IT, Tech or AI contractor.
We can supply you with an expert IT, Tech or AI contractor, within budget, to carry out your project to a strict timeframe. Giving you peace of mind by knowing the exact cost of the project from the outset. And allowing day to day IT, Tech or AI operations to carry on as seamlessly as possible.
Let us find you an expert IT, Tech or AI Contractor who not only has the t-shirt but is going back to remake the film. Now is a great time to get on with those projects that have been hanging around and getting specialist contractors has never been cheaper than it is now. You can buy in an expert who can turn a project around to a set schedule and budget.
We have been recruiting IT, Tech contractors and permanent IT, Tech staff since 1999. We have an extensive network of experienced contractors as result. Get in touch with our expert team today to find out more about hiring an IT, Tech or AI contractor today.
When it comes to hiring in IT, Tech or AI, 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, Tech or AI 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, Tech or AI 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, Tech or AI 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, Tech or AI 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, Tech or AI – we can help you to secure the best candidates
At Langley James, we live and breathe the IT, Tech or AI 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, Tech or AI 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 Tech or AI 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, Tech or AI role 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!
We’ve been in the IT, Tech or AI 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, Tech or AI, 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, Tech or AI 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, Tech or AI 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.
How to avoid a bad hire in T, Tech or AI 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:
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.
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.
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.
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, Tech or AI 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, Tech or AI 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 T, Tech or AI hire. Here are a few ways in which we can help:
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.
Industry expertise: Our recruiters have deep industry expertise, with a focus on IT, Tech or AI recruitment. This means that we understand the specific skills and experience required for IT, Tech or AI roles, and can identify top candidates who may be overlooked by other recruiters.
Extensive network: We have an extensive network of IT, Tech or AI professionals, including both active and passive job seekers. This allows us to quickly identify top talent and connect them with the right job opportunities.
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 contractor IT, Tech or AI role. Contact us today to learn more about how we can help your business succeed.
Why September is the Perfect Month to Fill Your IT Vacancies and Why Langley James is Your Ideal Partner
As the summer winds down and the crisp autumn air begins to settle in, September emerges as an ideal time for IT recruitment. This month offers a unique set of advantages that can make the recruitment process more efficient and successful.
Introduction
September is a pivotal month in the recruitment calendar. With the changing season comes a renewed sense of purpose and readiness among professionals. This period not only marks the end of holiday distractions but also signals the onset of strategic planning for the upcoming year. This makes September a prime time to recruit IT staff, and Langley James stands as your ideal partner in this endeavour.
1. A Surge of Candidates
Post-Holiday Motivation
After a summer filled with vacations and relaxation, many professionals come back rejuvenated and ready for new challenges. This post-holiday motivation translates into a higher willingness to consider new job opportunities. Candidates who might have been passive earlier in the year are now actively searching for roles that align with their refreshed outlook and renewed energy.
New Year, New Beginnings
September also coincides with the start of a new fiscal year for many organisations. This timing prompts professionals to reassess their current positions and career paths. The notion of ‘new beginnings’ is particularly strong, leading to an influx of candidates looking to switch roles and advance in their careers. This mindset makes September an opportune time for businesses to capture the attention of top-tier IT talent.
Increased Activity
Historically, the job market sees an increase in activity in September. With the summer lull behind, both candidates and employers ramp up their efforts. Candidates polish their CVs and gear up for interviews, while businesses focus on filling critical vacancies. This simultaneous increase in activity fosters a dynamic market where the probability of finding the right fit rapidly heightens.
2. Timely Onboarding for the New Year
Strategic Planning
Bringing in new hires in September allows businesses ample time to integrate them into the workflow well before the year-end. This strategic onboarding ensures that the new employees are well-acquainted with the company culture, processes, and projects by the time the new year begins. Consequently, they can hit the ground running, contributing effectively from day one.
Alignment with Budgets
September is crucial in terms of financial planning for many organisations. Finalising the budget for the next fiscal year often happens during this period, making it easier to allocate resources for new hires. Companies can align their recruitment strategies with budgetary requirements, ensuring that they secure the best talent without straining finances.
3. Reduced Competition
Summer Slowdown
While activity increases in September, the competition for top IT talent is not as fierce as it is in peak hiring seasons like spring and early summer. This relative lull provides businesses with a golden opportunity to attract high-quality candidates who might have been overlooked by others during more competitive months.
Increased Visibility
In a less crowded job market, your job listings are more likely to stand out. This increased visibility can attract a pool of highly qualified candidates, giving you a competitive edge. Additionally, with fewer companies vying for the same professionals, the chances of securing the right fit for your IT vacancies are considerably higher.
4. Why Langley James is Your Ideal IT Recruitment Partner
Industry Expertise
Langley James boasts a team of consultants with a proven track record in successfully recruiting IT professionals across various roles and experience levels. Our deep knowledge of the industry ensures we understand the specific challenges and requirements of IT recruitment, enabling us to find the perfect match for your needs.
Extensive Network
Our extensive network of talented IT candidates is one of our strongest assets. This wide-reaching pool allows us to quickly identify and present the most suitable candidates for your open positions, ensuring that you find the right fit in a timely manner.
Tailored Approach
At Langley James, we believe in a customised recruitment strategy. We take the time to understand your unique business requirements, company culture, and goals. This tailored approach allows us to develop a recruitment plan that aligns perfectly with your specific needs.
Efficient Process
Our streamlined recruitment process is designed to ensure a quick turnaround time. From initial consultation to final placement, we work diligently to fill your IT vacancies efficiently, reducing downtime and maintaining productivity.
Dedicated Account Manager
Each client is assigned a dedicated recruitment consultant who provides personalised service and support throughout the hiring process. This ensures consistent communication, tailored advice, and a seamless recruitment experience from start to finish.
5. Tips for a Successful September Recruitment
Clear and Compelling Job Descriptions
Drafting clear and compelling job descriptions is crucial. Highlight the key responsibilities, qualifications, and benefits of the position to attract top talent. Focus on what makes your company unique and why candidates should choose to work with you.
Competitive Compensation
Offering a salary that is competitive with the market is essential to attract the best candidates. Conduct thorough market research to ensure your compensation packages are aligned with industry standards and appealing to top-tier professionals.
Employee Perks and Benefits
Beyond salary, showcasing your company’s unique culture, perks, and benefits can set you apart from other employers. Emphasise aspects like flexible working hours, professional development opportunities, and employee wellness programmes.
Efficient Hiring Process
A streamlined and efficient hiring process can significantly enhance your chances of landing top candidates. Minimise delays, keep the communication transparent, and make swift decisions to avoid losing out to competitors.
Conclusion
In summary, September presents a unique window of opportunity for effective IT recruitment. From a surge in motivated candidates to reduced competition, the advantages are manifold. Partnering with Langley James enhances these benefits, providing you with industry expertise, an extensive network, and a tailored approach to meet your specific needs.
Contact Langley James to discuss your IT recruitment needs and discover how we can help you achieve your hiring goals.
Tip:
By taking advantage of the unique opportunities that September offers, and partnering with Langley James, you can increase your chances of finding the right IT talent to meet your business needs and set yourself up for success in the coming year.
Who is a Stakeholder?
To clarify a stakeholder in terms of recruitment will probably be a mixture of Department Managers, Directors, and HR, on occasion it may involve a supplier or client.
The primary stakeholders will likely be the Line Manager, the Recruiter, and the Candidate. Secondary stakeholders may include senior management or directors, senior team members, HR, key client or customer contacts, or anyone who needs to be considered or consulted with before offering a job.
Motivations, Perspective, and Impact
Disagreement, indecision, and delay, can result in the best candidate for your IT Recruitment role accepting another position. “If only the HR manager and Directors could agree!”. If it were your decision, you would have offered the candidate the job weeks ago. All those hours, all that effort, means repeating the process again.
This scenario may sound familiar to you and is a situation we are often exposed to at Langley James IT Recruitment. Stakeholders often believe and tell us “Candidates who really want to work here will wait”, which doesn’t always end in the best result for an organisation.
To minimise the impact of delay, we recommend that when you have written your amazing job description, ask yourself, who will be impacted by this recruit? Who will benefit? Who will risk failure? Who will make the final decision? Why?
Questioning the recruitment process and the stakeholder’s motivations behind their recruitment decision making will greatly improve your understanding and your ability to manage expectations.
Talk with each stakeholder early in the process, especially the decision-makers and those in the interviewing team, to discover what they believe makes a good candidate. Explore the reasons why and try to guide them away from emotive, personal beliefs, and, instead, towards the actual needs of the business. Importantly, seek clarity on what they believe separates truly essential and desirable skills, experiences, and traits. In our experience at Langley James IT Recruitment, this is at the core of most disagreements and recruitment failures.
Next, we recommend getting them all together in a meeting. Present your findings to the group and share a discussion with the aim of forming a unified, aligned, and realistic candidate profile. The idea here is simple. Pre-empt conflict by seeking agreement early on. You will not regret it.
Too Many Chefs
Multiple stakeholders are commonplace, however, when some or all of them believe their opinion is final, your recruitment plans are destined for problems.
Senior people naturally assume a decision-making role, so to avoid conflicting opinions, we would recommend the best approach is to tackle decision making power and process early on with the backing of a senior-level colleague. Establish ‘roles’ for each stakeholder and make it clear what is expected of them before any interviews take place.
Ideally, the Line Manager should have the final decision, supported by the advice and views of those around and above them. However, in many instances, the final decision tends to lie with the most senior member of the recruitment process. If that is the case, try to drill down to fully uncover the decision maker’s recruiting style, system, and, critically, what they believe will make a good candidate.
Remember, your goal here is to achieve a system of decisions, not endless debate.
Same Page Communication
Unity and agreement are aimed squarely at a solid communication strategy. By getting it right, everyone involved will describe the job opportunity to prospective candidates in the same way, it will reduce the chances of underselling, over-promising, and misunderstanding. Internally, you will feel confident being aware of each stakeholders’ opinions.
Nothing disappoints candidates more than a well-pitched job with an underwhelming reality. Instead, with a strong, well thought out brief, Langley James IT Recruitment can go out to market pitching your job opportunity with accuracy. This means those shortlisted will be well-matched, committed, and more likely to last the distance as they satisfy the considered stakeholders.
Stakeholder Management requires preparation, time, patience, and a lot of listening. Ask the right questions and you will soon be well on the way to achieving a solid recruitment process culture.
Matrix
Langley James IT recruitment recommends that the business produces a recruitment Matrix that lists the required skills and experience from each stakeholder, many of these will overlap and it can be reduced to a shortlist, each skill and attribute should then be given priority status and also weighted as to which skill or attribute is the most important. This Matrix can be then used when interviewing to avoid any bias.
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!
Technical tests are often used in IT, Tech and AI recruitment. Technical testing can provide a far greater insight into how the potential employee will perform in your role. Interviewing on gut feeling is not right, and tests can assist in confirming or rejecting those “nice people” that are professional interviewees. Remember, most people have been an interviewee far more than an interviewer! But are your tests preventing you from securing great candidates?
What do technical tests entail?
Technical tests are a more practical way of interviewing a candidate. They are used in order to assess technical ability and knowledge required to be able to fulfil the role. Depending on the technical skills that are required for the role, technical testing methods will vary. Technical tests are a great idea to help your interview process. You can download a multitude of tests to suit your need. There are free ones and there are ones you can pay a fee for. It’s an industry all on its own and some people and companies are making a great living from it, so they must be worthwhile.
Not all questions administered to the candidate are aimed towards testing technical knowledge and ability. Often technical tests also test problem solving skills, personal skills, communication skills and even how their thought process is constructed.
You may already be testing IT, Tech and AI candidates as part of your recruitment process. But are your tests right? What are you testing for? Don’t just test for testings sake! Make it a valuable part of your decision making.
How to test more effectively
The best technical tests in our experience are written by someone who knows the role you are recruiting. A person who understands all the necessary technical skills to be a success. But not only this, they will also be able to identify any transferable skills. By testing in this way, you may get a better chance to secure the best person for your role. Testing in this way can help identify those that will perform well at the role, even if they don’t have the tech skills that are on your list.
When using an ‘off-the-shelf’ technical test, you’ll find that some of the questions are not relevant to your role. Whilst they may be valid technical questions, not all will be suitable. This is the feedback we have had from candidates. And in some instances, the suitability of the technical test has even discouraged them from taking the role.
So in short make sure your technical test is relevant to the role you are recruiting, otherwise you may be losing out on some great candidates. However, it’s also important to ask the right questions in interview to help determine someone’s technical ability.
What should technical interview questions entail?
To be able to make a fair decision about the ability of the candidate to perform in the role, it is vital to ensure the questions you ask the candidate will reveal certain key attributes.
Our advice is to ask questions that will:
Relate to the company’s technical activities and demonstrate a candidate’s knowledge and experience in these activities
Demonstrate a candidate’s ability to complete technical activities that are required as part of the role
Demonstrate the candidate’s previous experience, knowledge, or education in a particular field
Require the candidate to demonstrate their problem-solving skills. This can be done by administering a case study that explains an issue the candidate may come across as part of the role and assessing how they solve the issue and comes to a conclusion.
Are technical tests worth doing?
All in all, technical tests are a great method to use to interview a candidate. They can reveal a lot about the individual’s ability to undertake the role they have applied for. But as well as technical testing, be sure to get to know the candidate on a more personal level to ensure they will be a good fit for your company.
Another key point to remember is to make sure that your testing doesn’t cause delays to the interview process. In the current market it’s important to make sure your process can be quick to secure the best candidates. You may find our blog 3 Simple Ways to Speed Up Your Hiring Process an interesting read.
The interview process can be a stressful time for both the candidate and the interviewee. If you need help recruiting the best IT professionals, our expert consultants are on hand to help you at every step of the recruitment process. Call us on 0207 788 6600.
“Unleashing Innovation: The Power of an Internal
IT, Tech and AI Department Over Outsourcing”
Internal IT department being innovative,
In today’s fast-paced business environment, innovation is key to staying ahead of the competition. One area where innovation plays a crucial role is in the realm of IT, Tech and AI. Many companies face the decision of whether to have an internal IT, Tech and AI department or to outsource their IT, Tech and AI needs. While outsourcing may seem like a cost-effective solution in the short term, there are several reasons why having an internal IT department is the best choice when it comes to fostering innovation.
One of the main advantages of having an internal IT, Tech and AI department is that the personnel are intimately familiar with the business and its unique needs. Unlike outsourced IT, Tech and AI providers who may work with multiple clients and industries, internal IT staff have a deep understanding of the company’s operations, goals, and challenges. This insider knowledge allows them to tailor IT, Tech and AI solutions that are specifically designed to meet the company’s needs and drive innovation.
Another key benefit of an internal IT, Tech and AI department is that the staff are fully committed to the success of the company. Unlike outsourced providers who may have other clients and competing priorities, internal IT, Tech and AI personnel are dedicated solely to the company they work for. This level of commitment and loyalty can lead to greater dedication to finding innovative solutions that drive the business forward.
Additionally, internal IT, Tech and AI staff are an integral part of the fabric of the company. They are immersed in the company culture, values, and goals, which allows them to align IT initiatives with the overall strategic direction of the business. This alignment is essential for driving innovation that is in line with the company’s long-term objectives.
When it comes to innovation, having an internal IT, Tech and AI department also fosters a culture of collaboration and creativity. Internal IT, Tech and AI staff work closely with other departments and teams within the company, allowing for cross-functional collaboration that can lead to breakthrough innovations. This level of integration is difficult to achieve with outsourced IT, Tech and AI providers who may not have the same level of interaction with the rest of the company.
In conclusion, when it comes to fostering innovation, having an internal IT, Tech and AI department is the best choice for companies looking to stay ahead of the curve. Internal IT, Tech and AI personnel bring a deep understanding of the business, a high level of commitment, and a culture of collaboration that is essential for driving innovation. If your company is looking to build a strong internal IT, Tech and AI team, consider partnering with Langley James. With over 25 years of experience in assisting companies with the recruitment of permanent IT, Tech and AI staff and IT, Tech and AI contractors, Langley James can help you find the right talent to drive innovation and success within your organisation.
When was the last time you reviewed the employment discrimination laws before conducting an interview? Most hiring managers have every intention of complying with employment discrimination laws but find that the time needed to keep abreast of the nuances of employment discrimination in areas such as race, gender, religion, national origin, age, marital status, medical history, physical disability or criminal records hard to find.
Yet failure to properly prepare can lead to questions and conversations that should be avoided, a notion we deem as ‘illegal interview questions’. Generally, asking questions alone is not illegal unless the candidate belongs to a protected class and believes that he or she was rejected due to the information that was gathered. If this happens you will be forced to prove that employment discrimination did not occur. Interviewing with this in mind can be unsettling and it can be hard to proceed confidently during the interview process unless you have a solicitor by your side! But many questions that are necessary to screen for the position can tread on dangerous territory.
For example, if we cannot ask a person’s age, how do we find out if the candidate is above the minimum age requirement? What if it is important to check criminal or credit history due to the type of work involved? What if you want to make sure the candidate is able to work overtime due to the demands of the job? How do you determine a candidate’s citizenship?
To help you avoid common pitfalls and subsequent illegal questions in the interview process that could leave your company exposed to a claim for employment discrimination, begin by sticking to the following two practices:
Only Ask Job-Related Questions
Problems can arise from questions asked before the interview even begins! Innocent conversation on topics used to break the ice and make the candidate more comfortable can cause problems if the candidate is rejected. Go ahead and talk about the news, sports or weather, but stay away from personal topics such as children and spouses. A candidate can naively reveal personal information that you did not ask for. Politely steer the conversation back to job-related questions that you have (hopefully) prepared in advance of the interview!
Subject Each Candidate To The Same Hiring Practices
Keeping the interview fair and equal must start by using a job application that asks the same questions of each candidate. If you require testing, make sure that all candidates applying for the job are tested with the same instrument. In advance of the interview, write a job-related, detailed and validated position description. Based on the job description it is advisable to compile a list of solid interview questions that keep to the qualifications of the job. If possible, familiarise yourself with the laws that apply specifically to discrimination.
Blah blah – so what about these taboo questions I hear you say!? Well, here are a range of questions you might want to think about before inviting your next recruit into the building:
A Candidate’s Age…
The only time that it becomes important to know a person’s age is when you think the candidate may not be of legal working age. This information can be obtained by simply asking the candidate if they can prove that they are over 18 years of age.
A Candidate’s Criminal Record…
If there is a need to know about a candidate’s criminal record simply ask if the candidate has ever been “CONVICTED”. The objective is to steer clear of asking if the candidate was ever arrested, as this question is illegal. The candidate only needs to reveal a conviction. It is best to include this question on the application form.
A Candidate’s Disabilities…
There is a right way (legal) and a wrong way (illegal) to ask questions that are related to physical and mental disabilities. The difference between the two questions is that the illegal question can be construed as an attempt to disqualify a candidate.
A Candidate’s Physical Abilities…
After a thorough job evaluation identifies that the position requires specific physical ability, such as lifting, determine the amount to be lifted (such as 40 pounds) and how far and how often this must be done (such as 25 feet repeatedly during the day.) Then ask EVERY candidate: “This position requires that you lift 40-pound boxes and move them 25 feet repeatedly. Are you able to handle this aspect of the job?”
A Candidate’s Marital & Family Status…
Don’t ask if the candidate is married or if he or she has children. It is not relevant to the job. Sometimes an interviewer will want to find out if the candidate can handle the work schedule that the job requires. It is okay to ask the candidate if he or she is willing to work overtime, travel or relocate. You can also ask if there are any days or times that the candidate will be unable to work. It is not okay to ask if working on a particular religious holiday will be a problem. Don’t ask the candidate if he or she has any children or how childcare will be handled.
A Candidate’s Medical History…
Questions regarding a candidate’s medical history are considered discriminatory. A full medical exam can be part of the hiring process AFTER an offer has been made. Drug screening can be conducted prior to extending an offer. Make sure that your policy states that you do not hire anyone with a positive drug screening result.
A Candidate’s National Origin…
Don’t ask: “Where were you born?” Or “What is your native language?” You CAN ask if the candidate is authorised to work in the UK. You can also ask what languages a person speaks if this information is shown, after a thorough job evaluation, to be a requirement of the job.
The Candidate’s Gender, Sexual Orientation, Race, Religion Or Political Affiliations…
– Just Don’t Ask !!!
These types of questions are strictly taboo and should not be asked or discussed at any time during an interview. Once the applicant becomes an employee, the employer may collect this information for affirmative action programs and government record-keeping and reporting.
Avoid gender-stereotyping questions — sexual harassment suits can be filed no matter how many employees work for your company.
There you have it. A range of advice covering all the major areas of danger. Bottom Line – If in doubt, don’t!
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