The Christmas Bonus – Is It Worth It?

The Christmas Bonus – Is It Worth It?

Female Happy Christmas Hat Bonus

The Christmas Bonus – Is It Worth It?

Christmas bonuses, like so many other phrases, have lost their meaning over the years. Originally, the term “Christmas bonus” was used to describe any financial gifts given to an employee or worker by an employer during the holiday season. Today, it’s increasingly used as a blanket term for bonuses given on an employee’s pay that’s usually associated with the holiday season. It’s also often referred to as a year-end bonus. Despite the amount being paid, or its frequency, Christmas bonuses nowadays are still seen as a reflection of an employer’s gratitude and respect to its workers. But is it actually worth it for you as an employer to give a Christmas bonus?

Benefits of a Christmas Bonus

Although employers may be wary of the financial implications of giving a Christmas bonus, there are several benefits associated with it. Firstly, an employer you could boost the economy with a bonus distribution. Usually, a small bonus of 20 or 30 Pounds to a few  hundred Pounds can make a huge difference to low-income earners who could use the extra money to purchase necessities and even non-essential items. This stimulates the local economy and could create a ripple effect in various industries. It also shows appreciation for the employees, which in turn can improve employee satisfaction and loyalty. Moreover, it helps to offset price increases, particularly from the growing cost of living for low-earners.

Arguments Against a Christmas Bonus

Employers’ main concern when it comes to the Christmas bonus is the financial cost. For small businesses especially, these one-time bonuses can be a huge financial strain, one that can easily thwart a company’s plans and goals. Another worry would be the unfairness associated with it. This refers to companies that may give a Christmas bonus skewed towards their higher-earning employees, while their lower-earning counterparts get a far lesser bonus or none at all. Lastly, there’s the issue of lesser motivation. Financial bonuses, while a nice gesture to show appreciation, can lead to employees to become more reliant on the yearly bonus and feel less incentive to work hard during the rest of the year.


In conclusion, there are definite pros and cons employers must assess when it comes to giving Christmas bonuses. On one hand, employers may fear the financial burden and potential unfairness that comes with these once-off bonuses. On the other hand, they can be beneficial to the local economy, show appreciation for employees, and offset price increases for their lower-income employees. Ultimately, employers must weigh up the financial implications of giving a Christmas bonus and factor in the specific needs and circumstances of their employees and company, before deciding whether a Christmas bonus is worth it.

3 Things to do Before Recruiting IT staff

3 Things to do Before Recruiting IT staff

Langley James Robot


Recruiting the best talent to fill a position in your company is a task that requires a great deal of planning and careful consideration. This is especially true for IT positions where the skills needed are highly specialized and more expensive to go out and acquire. As such, it’s best to take the time to do research, examine the salary implications, and get an expert’s opinion before deciding who to bring on board. Here we will discuss three key things you should do before recruiting in the IT space.

  1. Introduction

Before making the decision to recruit in the IT field, it is important to remember that there is more to selecting and hiring a candidate than just selecting the best applicants. You need to not only ensure that the particular knowledge and skills needed for the position are met, but it is also important to consider salary and other potential factors.

  1. Consider Salary

Before recruiting, it is important to do research on the average salaries for the given position in the particular area and understand what the best salaries are that you can realistically pay given the skills you need. It’s a good idea to research salaries on job sites like Indeed, Langley James website is the ideal place to go in order to gain an understanding for how much to pay. Additionally, it is important to identify which skills are necessary for the position, and to pay accordingly. For example, a candidate with a high level of experience with a certain coding language may be able to command a higher salary than someone who has slightly less experience but is still qualified.

III. Are you really looking for like for like or new for old?

Consideration should be given as to whether now, would be the ideal time to restructure the department? Would now be a good time to consider perhaps trailing a contractor? Recruiting a contractor, could give you a better insight into, exactly what you`re looking for. Just because you’ve always had a specific position within your company doesn’t necessarily mean that’s what you still need. Has the nature of the role evolved since you last had to fill it? Another thing to consider, is whether you’d be better recruiting the replacement for this specific role internally. Then using a recruitment company to help recruit, for that position? This could be a more cost and time effect way of addressing the situation.

  1. Get Expert Advice

When recruiting in the IT field, you should always consult with recruiting agencies and those in the IT industry. You may even want to consult those at the manager level, as these people usually have an eye for spotting the best talent. An experienced recruiter will be able to identify the needs of the job and find candidates that meet those needs. Obtaining the advice of a qualified individual in the field of IT can also help you as you navigate the recruitment process and make smart choices about the type of candidate you are looking for.

In addition to consulting a recruitment agency, it is also wise to find an expert in the IT field you are recruiting for. This individual can provide you with the knowledge on which particular skills and qualifications you should be looking for in candidates, as well as any trends they might be seeing in the tech industry. Such a person can provide invaluable insight into understanding the expectations for a given IT position in your area.

  1. Conclusion

No matter what the industry, doing adequate research and getting advice from qualified individuals is important when it comes to recruiting the right candidate. Not only does this help ensure a well-rounded search for both the company and the candidate, but it also gives the company the proper information needed to make informed decisions prior to hiring. By doing research, examining salary implications, and getting expert advice, you can help ensure that you make the right hiring decisions when recruiting in IT.



The Dangers of the Christmas party alcohol mixed with unsolicited sexual behaviour.

The Dangers of the Christmas party alcohol mixed with unsolicited sexual behaviour.


Christmas party kiss

The holiday season is a time of celebration, and for many, the favorite way to celebrate is with a Christmas party. The office Christmas party is a gathering of friends and colleagues, who having worked closely together for the last 12 months, gather at an venue. Perhaps for the only time in the year.  Unfortunately, as with any large gathering, there can be some risks associated with attending a Christmas party, particularly when it comes to Christmas party alcohol inhibits people’s inhibitions, which can lead to dire consequences. What seemed like harmless fun at the time, and be anything but, come the sober light of day. These are all things that as an employer you could have to take responsibility for even be held accountable.

The Dangers of Christmas Party Alcohol

Alcohol is commonly associated with Christmas parties, but it is important to recognize the potential hazards that can come from drinking alcohol in an uncontrolled setting. Alcohol, when consumed in large amounts, can have a range of devastating results. At the most basic level, alcohol causes inhibition of judgment and reaction time. This can lead to dangerous activities and decisions, such as attempting to operate a vehicle while intoxicated or engaging in risky sexual behavior. Now there is nothing wrong with consuming a few alcoholic drinks, in a safe environment. All your employees are after all adults, and accountable for the their own actions. But as employers, the buck could potential stop with you, should things go awry. Perhaps consideration for ensuring non-alcoholic drinks, such as water or juice, are available. Having food available, can also reduce people’s intoxication?  Finally, be aware of your companions. If you are attending a Christmas party with a group of friends, make sure that everyone is aware of the potential risks of alcohol consumption and is abiding by the same rules.

The Dangers of Sexual behaviour at Christmas Parties

While alcohol can present a range of physical risks, sexual tension at a Christmas party can lead to a number of social risks. Sexual tension is the strong feeling of attraction between two individuals and can be exacerbated at a Christmas party, where people may be feeling more relaxed and likely to indulge in risky behaviour. The consequences of sexual tension can range from simply feeling awkward and embarrassed to a more serious breach of consent. If sexual tension leads to more intimate contact, it is important to ensure that both individuals are comfortable and that they both understand the parameters of the situation. Without clear consent, any sexual activity carries the potential for legal and social repercussions. In order to recognize and manage sexual tension, it is important to be aware of the warning signs. If you find yourself in an uncomfortable situation, it is important to trust your instincts and do your best to remove yourself from the situation. If you see someone else in an uncomfortable situation, it is your responsibility as an employer to check in with them and ensure that they are comfortable and not feeling pressured.Finally, it is important to take steps to reduce the potential for sexual tension at a Christmas party. To do so, it is important to ensure that the atmosphere of the party is professional and that suggestive conversation and behavior is not tolerated. If desired, a “no alcohol” policy can be designated to reduce the potential for overindulgence in alcohol, which can increase the chances of risky sexual behavior.


Christmas parties can be a time of great joy and revelry but, unfortunately, they can also present a range of risks due to alcohol consumption and sexual tension. The best way to reduce the potential for harm is to be aware of the potential risks and to take steps to manage them. This includes drinking in moderation, understanding the signs of sexual tension, and ensuring that any sexual contact is consensual. By following these steps, you can ensure that your Christmas party is a time of joy and merriment and not one filled with regret.


Lateness – The demands on management to take action


Empty Desk for lateness

Lateness – The demands on management to take action

Repeated staff lateness is detrimental to your company brand, disrespectful, ignorant and just plain RUDE!!!! .

In today’s world, it has become increasingly difficult to keep up with a countless array of commitments, time limits, and appointments.

It can be draining both physically and emotionally to manage all these tasks in a timely manner. Therefore, it is important to take action on lateness in order to foster better relationships, better time management, and increased productivity.

Necessity of Taking Action on Lateness

Taking action on lateness can also improve relationships. Being punctual helps to improve the trust we have in each other and can lead to more success in collaborative projects such as work, presentations, competitions, and other endeavours. Friends, family, and work colleagues are more likely to have a more positive opinion of someone who takes timely action on commitments.

In order for your team to be punctual, it’s critical that you set the standard. It starts with you – if you arrive to work late and or leave early, it can set the wrong tone for the whole team. When employees see their manager arriving late and leaving early, it can affect their own punctuality in subtle ways. In turn, you’ll need to keep track of working hours monitor and evaluate the attendance, and stick to the rules that you set.

How to Handle Latecomers

People can be late for various reasons, but you can’t let repeated occasions slide. To ensure good performance and commitment, you should address the issue promptly. Don’t show favoritism and don’t allow anyone to get away with it, even your top performers or longest-serving employees. This is the only way to ensure that the rules are followed by everyone equally.

Figure out the reason for a team member’s lateness, there might be genuine underlying issues. It could be a legitimate reason such as commuting difficulties, or it could be a sign of a deeper underlying issue. If it’s a legitimate issue, provide support and offer advice on how they can better manage their time or find solutions to the problem.

If a team member is frequently late and fails to meet deadlines, then you need to take a firmer approach. You should communicate your expectations to the employee and highlight the damaging effect of their tardiness. Agree on solutions or corrective actions going forward, such as introducing a latecomers or punctuality log.

How to Manage a Team Working Remotely

Managing a team that works remotely can prove difficult if you don’t have the correct tools or strategies in place. To manage a remote team effectively, it’s important to set deadlines and communicate regularly. Make sure your team knows what needs to be done and when – let them know that they are expected to submit each task by a certain date and time.

For remote teams, set shorter deadlines than if the team were working from the same office. That way, any unfinished business can be addressed before the final hour and still meet the deadline. It’s important to remind your team of these expectations and deadlines regularly while they work from home.

Communication is key for remote team success. Make sure to communicate with your team on a daily basis, whether that’s through video calls, direct messages on Slack or email. Monitor your team’s progress and offer regular feedback. This way, if anything is going wrong, you can act swiftly to fix any issues and get back on track.

Hold everyone in your team accountable for their tasks and goals. Use tools like Asana, Trello or a project tracking tool to keep track of progress. This also helps to ensure that the whole team is on the same page and that no tasks are overlooked.


Overall, it’s important to lead by example when it comes to punctuality and ensure that your team is meeting deadlines and sticking to agreed timelines. Setting clear rules, expectations, and guidelines, while rewarding outstanding punctuality and offering incentives can help enhance punctuality amongst your team.

In addition, to ensure that any latecomers get back on track, address the issue promptly and fairly without favouritism. Lastly, when managing remote teams, make sure to communicate frequently, set deadlines, monitor progress, and ensure that everyone is held to the same standards and expectations.

We hope this article has highlighted the importance of punctuality in the workplace. If you have any strategies for effectively managing punctuality and attendance amongst your team, we’d love to hear them in the comments. Good luck!


5 Ways to Stop Playful Banter from Becoming Painful Bullying

Love it or hate it, most of us engage in banter’s gentle conversational teasing in some form be it with friends, family or colleagues. Exchanging personal digs and satirical jibes has long been a staple form of social communication and when used correctly it has the power to raise a smile, defuse tension, ease confrontation and even forge friendships.

By its very nature banter walks a fine line between playfulness and insult so small wonder it can easily result in conflict. In most cases, light-hearted, playful mickey-taking between friends and colleagues is taken in good humor however, these remarks are highly subjective and open to wide-ranging interpretation. After all, a joke at someone’s expense will always have the potential to deeply offend.

So how do we know when it’s gone too far? Well, banter can start to become bullying when both parties no longer engage equally. At best, a well-intended comment can backfire and insult forcing an apology. At worst, the intention behind the comment may be hostile signaling a deeper issue. Frequency and repetition can worsen things and magnify them even further should a complaint fail to stop it.

The darkest side of banter occurs when the offending party uses it to justify aggressive behavior often involving innuendo, prejudice or humiliation. For example, a tribunal, during the Minto v Wernick Event Hire Ltd case, found a man guilty of sex discrimination and harassment. He tried to brush off his derogatory and sexually driven comments as “only banter” when in fact the complainant was so appalled she took him to court.

So how risky is banter and as concerned Managers, what can we do about it?

Here are 5 ideas we believe will help:

  • Policies

Easily the first port of call. It should go without saying that your company will have staff behavior, anti-bullying, equality and diversity policies but are you familiar with them? Have a good read and arm yourself with the rules to help you identify dangerous or discriminatory behavior and structure any informal or formal conversations.

  • Education & Consequence, Not Control

You will never control people or the impulsive comments they make so don’t even try. Becoming a dystopian-style anti-banter cop will cause more problems than it’ll solve and cause stress and hypersensitivity all over the place. Instead, focus on regular staff education sessions to help people understand company policy, the impact of ‘banter gone wrong’, bullying, and the consequences of failing to adhere to the rules.

  • Cultivate A Culture of Respect, Fairness, Ethics & Diversity

In your department, though ideally the entire company, establish a philosophy of trust. Trust will form a cultural foundation to encourage people to listen, help, and above all care for each other. There are so many benefits to this approach (totally another blog) but of course this includes lowering the chances of banter becoming bullying.

  • Preemptive Strikes

Don’t wait for a complaint. If you spot someone suffering a disproportionate stick for something try to stamp it out. Most people will tolerate a great deal before they make a complaint but that doesn’t mean they’re enjoying it. Not only will you earn their respect by delicately intervening but you’ll almost certainly see their mood and performance improve too.

  • Sheriffs & Deputies

Empower junior managers, team leaders and senior staff to reinforce the rules, spot risky banter and support anyone on the receiving end of any negativity. They can choose to escalate it if necessary but in most cases the issues will fizzle out. Most importantly, the more people banging the drum, the quicker your culture will change.

In conclusion, most of the time banter is harmless however, to avoid any problems we need to be proactively aware of what people are saying to each other and be ready to step in when needed with quiet words or disciplinary action. Focus on education and develop a positive culture of trust and respect to encourage better communication and empathetic decision-making.

Good Luck and Happy Bantering!

Check out Langley James’ resources and articles on a range of business topics:

To find out why so many companies turn to Langley James for support in fulfilling their IT recruitment needs, call and speak to one of our specialist consultants today on 0207 788 6600.

Langley James IT Recruitment – Helping businesses recruit someone worth recruiting.


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Why September is the Perfect Time to Recruit

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

Reduced Competition in September: Gaining the Upper Hand

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

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

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

Renewed Focus: Post-Summer Rejuvenation

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

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

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

hire in september

Budget Planning: September Offers a Seamless Transition into Q4

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

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

Year-End Goals: Setting the Stage for Success

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

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

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

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

Let Langley James Help You to Harness September’s Potential

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

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

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

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

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:

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

Recruitment Agency vs Direct Hiring

Recruitment Agency vs Direct Hiring

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

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

Agency vs Direct

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

Writing adverts

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

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

Access to candidates

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

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

Sifting through CV’s – Recruitment Agency vs Direct Hiring

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

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

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


Employer branding

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

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

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


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

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

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

Recruitment Agency Vs Direct Hiring – Summary

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

About Langley James

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