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!
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.
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!
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.
This may sound like a simple process, but don’t be fooled. Yes, it’s true that we can all write an advert stating the responsibilities and requirements. However, in the current market, that is not enough! Candidates are less likely to apply for a job with a list of demands. They want the story, the feeling, a sense of what you stand for. They want the benefits, the future opportunities, and a sense of being part of something important in the world.
If you don’t have experience of this, you are likely to find that your advert will be a bit of a ‘damp squid’ and won’t attract the people you need to make your business a continued success. Agencies are writing adverts day in, day out. They know what it takes to get the best response.
Access to candidates
A recruitment agency will have access to many more candidates than you will if you recruit direct. Not only do they have a large database of experienced candidates, but they are also able to advertise in lots of different ways. This means that you don’t just get the best people who are currently on the market. A recruiter will also headhunt suitable candidates for you using a combination of technology and their personal network. This means that your shortlist should be the very best candidates for the job.
Direct hiring tends to be focused on adverts, website pages and the odd social media post. The reach is not as great as that of a recruiter. With direct hiring, you are unlikely to have the tools you need to get your advert out as far as it needs to go. Lots of companies use their own employees to recommend candidates. Whilst this is great in some instances, it can have an impact on your diversity. Something to bear in mind with any employee referral scheme.
Sifting through CV’s – Recruitment Agency vs Direct Hiring
Depending on how much time you have, it could be a benefit for you to read through all the applications you receive if you do decide direct hiring is for you. The advantages are that you see not just shortlisted candidates, but every single response. This will give you a real insight into the market (if your job advert is great!) and may give you insight on what you need to change to attract the best.
You’ve also got to have the technical knowledge when it comes to IT. You may be looking for experience in a particular piece of tech. And unless you’re aware of other technologies where skills can easily transfer, you could be missing out on a great candidate!
Either way, be prepared to spend lots of time looking at unsuitable CVs as the pay-off for direct hiring. However, if you don’t have the extra time needed to go through the process, using a recruitment agency van be a valuable way of finding new talent for your business. Shortlisting is completed on your behalf, and you only have to choose who to interview from a shortlist of CVs.
Employer branding
You’ve probably heard more and more people start to talk about employer branding. It’s a vital part of the direct hiring process. When was the last time you reviewed yours? What does your Glassdoor say about you? How are your Google reviews? There are many things to consider when recruiting direct when it comes to how you are perceived in the market.
However, we know that there are some really great companies to work for our there who don’t have any employer brand at all. And if this is you then using a recruitment agency is the best idea. Recruitment consultants are highly skilled at attracting candidates to opportunities. They sell the opportunity first and the company a very close second. This gives the added benefit that any questions candidates have about your values, culture, and more, can be answered directly. So, whether you have a strong employer brand or not, you’ll still get the best candidates using a recruitment agency.
The same can be said for candidate experience too. If you already have a robust recruitment communication process, great, direct hiring could be for you. But remember that candidates expect a response within 24 hours of their application now. They expect to be kept up to date at every stage in the process. Do you have the time and organisation to do that effectively?
Cost
There’s a general misconception in the market that using recruitment agencies can be costly. But this is usually when it’s looked at in isolation and not compared to direct hiring. If you wanted to do the same work as a recruiter does, it could end up costing you considerably more. And this cost increases if you’re not regularly recruiting. Recruitment agencies spend hundreds of thousands of pounds behind the scenes to make sure that they are providing the best service and the best candidates.
You’d be amazed how much it costs to just advertise a job on one job board, let along over 30! Access to CV databases is also at a great cost, and let’s not get started on the costs associated with LinkedIn! Then there’s the time spent searching out the best candidates. At Langley James, we allocate at least 3 full days just to shortlist candidates for you. And in the current market, this can take longer too.
But there’s one huge benefit when it comes to cost. Recruitment agencies will not charge you a penny until they have been successful, regardless of the time spent on the role. This is something you can’t do with direct hiring. You take a financial risk every time you recruit direct – there are no guarantees of success.
Recruitment Agency Vs Direct Hiring – Summary
If you have lots of time on your hands, and an ‘easy to fill’ role then direct hiring will probably work for you. But, if you have a harder to fill role but you still want the very best candidates, without having to invest your own time, you need the help of a recruitment agency.
About Langley James
We have been helping companies to attract and retain the very best IT talent since 1999. But we don’t just simply find the best candidates. We can advise you on the current jobs market conditions. Share data on average IT salaries. Talk to you about the benefits that candidates are looking for. In fact, we do everything we can to help ensure that you get the very best people for your team. Get in touch with our team to find out how we can help you to recruit the best!
The IT jobs market is HOT right now! With lots of jobs and not enough candidates, it’s more important than ever that you choose the right IT recruiter for you.
If you’re looking for the ideal IT recruiter for your company but feel overwhelmed with the number of recruitment agencies out there, keep reading. From characteristics of a good recruiter, to ways of finding the best fit for you, here’s a go to guide:
Consider your company needs
What are you recruiting for? And how do you make sure you choose the best agency for you? Understanding your company needs is key when looking for your IT recruitment agency of choice. Therefore, you should look to the agencies who specialise in IT and the specialist role you are looking to recruit. Agencies that are true specialists will have a stronger network in their sector than a ‘one size fits all’ recruiter.
Consider your budget
It goes without saying that it is imperative that you take your recruitment budget into consideration. However, many recruiters work to different percentages. Some will even reduce their rates for multiple roles or exclusivity. So remember to ask that question to help ensure that you find a recruiter who’s within your reach financially.
Qualities of your ideal IT recruiter
Specialised knowledge: Are you recruiting for a specialised area of business? Say you’re looking for a Systems Analyst who has the ability to use all the latest technologies and methodologies. It makes sense to collaborate with a specialised recruiter, who understands the ins and outs of what it takes to succeed in this role. Some recruiters will have even worked in their chosen specialism themselves.
Shared values and working styles: It is crucial that you work with a recruiter who understands and even shares your values and ways of working. Collaborating with a recruiter should make your job easier and take away any stress. This is equally important when it comes to considering your candidate experience. A recruiter is the first point of contact for candidates in your application process. Make sure you are happy for them to represent you.
Experience: Another way to understand whether a recruiter is ideal for your business is to take their previous experience into consideration. Have they worked on this area previously? Do they regularly work on senior placements? What success stories can they share with you. With the market as it is at the moment, it’s really important to partner with an experienced IT recruiter.
Quality of database and network: You’ve probably heard it before. All an agency does is advertise a vacancy and screen the responses. Then they charge a fortune to do so! And yes, for some recruiters this probably does happen. However, by partnering with a company who has been building a solid database over the last 10 years or more is worth its weight in gold. A recruiters database and network is where your ideal candidates are hiding. They are not waiting to see an advert on a job board. The best candidates are the passive candidates. Those that can be attracted to your company with a unique opportunity. This is where an experienced recruiter stands heads and shoulders above the rest. You want the best candidates IN the market, not the best ON the market.
How to find your ideal IT recruiter
Now you’ve considered your recruitment goals and the type of recruiter you need; it’s time to narrow down your search. But how?
Look on LinkedIn: And we don’t just mean look for recruiters. Look in the jobs section and see which recruiters are advertising similar roles. Take a look on the company website too. Whilst this won’t tell you how successful they are at filling them, it’s a good place to start. You know that a company has trusted them to recruit that role. Therefore, it’s an easy way of narrowing down your search.
Ask for testimonials: By looking at testimonials, you will gain an understanding of the type of companies’ the recruiter has worked with. Additionally, you’ll gauge how a recruiter has been perceived by candidates depending on their level of support. Sometimes this information will be on an individuals LinkedIn profile too.
Have a conversation: A golden oldie – having a conversation. Sometimes you can gauge a recruiter’s passion simply through a phone call. By talking to a recruiter, it gives you a chance to ask how they work. Spend the time you need with the recruiter to make sure that they understand all your requirements clearly. You can usually rate a recruiter on the questions they as you!
If you’re searching for specialist IT recruiters we can help. Our personal experience along with our recruitment expertise makes us stand out in the market. Contact our team today!
IT contractors could be just what you need right now. As business needs change and fluctuations are more difficult to forecast than previous years, it can be hard to get your headcount right. With the changes we have all seen over the last 12 months, many companies are looking to introduce new technology to support the new way of working. If you, like many others, have additional projects on your to do list this year, an IT contractor is the perfect solution. These projects may also be combined with an increased output and you need more hands-on deck to keep your customers happy. There may be a new piece of work that has come as a surprise and you need more help last minute.
For all these reasons and more – experience the benefits of hiring an IT contractor.
IT contractors are perfect for project work
We understand that IT projects aren’t undertaken on a whim and very often have both time and cost restraints. Getting it right first time and within budget is vital to your business. We know that you could re-assign someone within your existing team to carry out your new project. And this does work for some companies. However, entrusting something so important to someone who may not necessarily have all of the skills or specific experience comes with risks. We also know that you could hire someone permanent, but this may not be sustainable once the project is completed. This is where IT contractors are the perfect solution!
Hiring IT contractors to gain access to new skills
An IT contractor will have amassed a huge array of skills and experience from previous contracts. And you can tap in to all these skills. Hiring an IT contractor means that they can bring experience from previous jobs that may be of real value to you. Maybe they’ve worked on a project that’s of particular interest. Or, they could have even worked for a competitor! The advantage to you is not just access to the skillset either. With a wealth of experience in similar projects, your IT contractor will be able to start the project quickly without too much set up time.
We have been recruiting IT Contractors and permanent IT staff for over 19 years. We have access to an extensive network of experienced contractors. Let us know all about the project and we will find you an expert IT contractor who has the experience of undertaking that specific project.
Save LOTS of time!
Working with an IT contractor when it comes to project work is a real time saver. And it’s not only by saving you from having to trawl through the 100’s of applications you could receive if you advertised a vacancy. It’s reference checking, eligibility to work, payroll and everything else in-between! These are all things that we will complete for you when you hire an IT contractor.
The main benefits of hiring IT contractors
Whilst there are many benefits to hiring an IT contractor, we want to highlight the main ones –
IT contractors can work out more cost effective than a permanent employee.
Only pay for the work completed
No additional cost of holiday pay, sick pay, pension or NI
You don’t even need to supply them with a desk or a laptop
IT contractors are available immediately, so no waiting for notice periods or risking counter-offers
You agree project deliverables and deadlines prior to commencing the work
You do not have to supervise an IT contractor – saving you time!
Complete peace of mind when it comes to costs. Everything is agreed up front, so there’s no hidden surprises.
Why use Langley James?
At Langley James, we have the skills, experience, and market knowledge to help you and your company recruit the most qualified IT contract specialists. Our established IT Contract division can source candidates skilled in all mainstream and niche technologies in any area of the UK. And no need to worry about IR35 either. We will be with you every step of the way to make it as simple as possible.
When it comes to hiring in IT, there seems to be a disconnect in the market with regards to expectations on timescales. It’s a candidate driven market and the power is in their hands. Are you losing out on securing strong candidates?
With the skills shortage still having a big impact on IT roles, how do you make sure that you can still secure the best and quickly?
But it’s not just securing the best candidate, it’s also the reputation of your company. You need a hiring process that’s able to set expectations with candidates. This way, even if a candidate isn’t successful in securing a role with you, they will have had a positive experience. They may share this with their friends. You never know, they could have people in their network who could be your next perfect hire.
So, if you’re looking to secure the best IT talent, this blog is for you.
Or, maybe you’re a job seeker, wondering how long securing a job can take, and what happens behind the scenes of the hiring process?
Candidate expectations of your recruitment process
Candidates expect the process of securing a job to be quick. They need a short, hassle free application process that keeps them engaged throughout.
Research suggests that a high percentage of candidates expect an initial response to an application within a week at maximum. They expect to attend interview within a week, followed by same day feedback from interviews attended. Without keeping communication consistent, engagement will reduce. And this can decrease the likelihood of top IT talent accepting a job offer. It can even influence candidate’s perception and likelihood of future applications.
Clients – keep this in mind when you’re moving top talent through the hiring funnel.
Top 3 reasons why you should consider candidate expectations when hiring
Candidates are in demand: With a high skills shortage in the IT market, companies are left fighting over the best of the best. Without an efficient hiring process, candidates will disengage.
Candidates have multiple opportunities at their fingertips: More than likely, talented, highly experienced candidates will be arranging 3-4 interviews a week. Actually, this figure may be even more now. With remote working and video interviews, candidates are able to ‘attend’ multiple interviews a day. Therefore, if your hiring process is slow, there are plenty of other options available to attract them.
Candidates with low engagement may engage with your competitors: There’s nothing worse than witnessing top talent involved in your hiring process accepting a role with your competitors. If your hiring process is unnecessarily lengthy, overcomplicated or disengaging, candidates will go elsewhere.
Hiring in IT – we can help you to secure the best candidates
At Langley James, we live and breathe the IT market. We’ve been doing so since 1999 and we have a strong reputation for having our finger on the pulse.
We can advise you on best practice to secure the best IT candidates. Whether it’s time to hire, salary guides, or contractor availability, we have the answers for you.
Here’s our tips for a successful IT recruitment process –
Aim where possible to provide CV feedback within 24 hours. If you’re not, then your competitors will be!
Communicate timescales to your recruiter. This helps us to manage the expectations of candidates to keep them engaged. this includes the number of interviews in the process, any testing etc.
Conduct interviews within 3 working days of CV feedback and give interview feedback within 24 hours
When making an offer, ensure that you get a contract or offer letter to us on the day of verbal acceptance. This will help prevent someone accepting another offer, even after giving verbal acceptance
Delays should be avoided as much as possible. But if a delay is unavoidable, let us know and we will do the rest.
And our final tip – bear in mind that websites like Glassdoor are an open review platform where not only employees but also candidates who have experienced your recruitment process can leave a review. Protect your brand.
If you are looking to fill an IT job and require support to ensure that you can find, and offer, the best candidates, contact our team today. Likewise, if you are a job seeker, looking for a quick turn around when securing a job, we can support you too!
“Unleashing Innovation: The Power of an Internal IT 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. Many companies face the decision of whether to have an internal IT department or to outsource their IT 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 department is that the personnel are intimately familiar with the business and its unique needs. Unlike outsourced IT 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 solutions that are specifically designed to meet the company’s needs and drive innovation.
Another key benefit of an internal IT 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 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 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 department also fosters a culture of collaboration and creativity. Internal IT 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 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 department is the best choice for companies looking to stay ahead of the curve. Internal IT 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 team, consider partnering with Langley James. With over 25 years of experience in assisting companies with the recruitment of permanent IT staff and IT contractors, Langley James can help you find the right talent to drive innovation and success within your organisation.
“The critical moment in any labour market slowdown is the point at which demand starts to turn around.
Today’s hiring data suggests that point is close, with fewer recruitment firms reporting a drop in demand.
While the trend is still gently down, the pace of decline in permanent hiring is the slowest in ten months.
Temporary hiring, which has had much less of a decline overall, also scored better than last month. Firms have told us all year that they will be willing to hire and invest in their business when confidence returns to the wider
economy – and there is a glimmer of lower inflation and the prospect of lower interest rates starting to drive that now.
“Pay continues to rise, with a slight bump up this month likely to have been driven by the April peak in employer pay rises and the recent Minimum Wage rise. With substantial wage rises attracting people to work, and low unemployment, businesses and government alike
will need new approaches to developing and engaging our labour force – alongside new technology – if the UK is going to grow in the way it needs to.
“Our flexible labour market is at the heart of this. It is one of the big success stories of the UK economy, with millions of workers and companies building their futures in ways that would not be possible in the one-size-fitsall approach of the past. It’s why, for instance, nurses
choose to work via agencies so they can get control over their working lives. Any government needs to work hard to understand what workers and companies need now – a more nuanced debate than is often centre stage in Whitehall and Westminster. A partnership approach
with businesses is essential.”
Jon Holt, Chief Executive and Senior Partner of KPMG in the UK, said:
“UK CEOs continue to grapple with the Bank’s hawkish stance on interest rates, and will no doubt hope April’s survey data is another marker in the sand on the journey towards a summer cut.
“While there are still complexities, like pay rates improving due in part to last month’s 9.8% rise in the National Living Wage, overall pressure is easing on the labour market.
Ongoing weak demand is driving the steady decline in permanent staff appointments month on month, and we’ve seen a sharp uptick in candidate availability.
“Business leaders see this cooling, combined with weakening inflationary pressure, as indicators for the Bank to hopefully shift to a more dovish position. Companies would then have the confidence and certainty to press go on their investment strategies.”
With vacancies above pre-pandemic levels and unemployment at an almost record low, it’s important to choose your IT recruitment partner carefully. You need to partner with someone who knows the market. Someone who knows how to find excellent candidates in times of a skills shortage. Not all recruiters are the same! Yes, there’s some basic principles we all stick to, but that’s not enough right now!
Here’s just some of the reasons why our clients choose us as their IT Recruitment Partner. We can…
…help you budget
Wouldn’t you rather work with an IT recruitment partner who has the market insight to ensure you attract the best candidates? And that you have the right amount in your budget to do so? We don’t just recruit for our clients, we share information on latest salaries, candidate availability and more! Each month, we produce a full IT salary guide showing the latest salaries and day rates for the most popular IT roles. We share the monthly increases and decreases for your area so you can see exactly what’s happening in the market.
Our salary guides can help you when scoping costs and budgets for new IT Projects, expanding a team, or comparing salaries in a competitive marketplace to ensure your remuneration is aligned accordingly.
We currently produce salary guides for UK, London, Yorkshire and the North West. But we can produce bespoke reports on request. So, if you want to know if you are allocating the right budget before you start the recruitment process, get in touch with us today.
…help you plan
We know that recruitment is something that gets added to an already pretty impressive to do list. So you need an IT recruitment partner who you can trust to manage the whole process for you.
When we register a vacancy order from you, we make sure that we understand your unique circumstances, your challenges, your organisation, your team, your culture and what the future looks like. Then you can leave it to the experts. When we work on a role, we do so on a project basis. Your dedicated resourcer will agree a campaign start and end date with you meaning that you will receive a full, qualified shortlist of candidates. We find that our clients prefer to work in this way rather than being drip fed CVs throughout the campaign. It’s a much more effective way of planning your time and also keeping the candidates engaged.
So not only do we ensure shortlists of qualified candidates are delivered in a timely manner, but we can also arrange interviews are to suit your agenda. And once you’ve chosen your perfect candidate we can look after everything from delivering the offer and confirming acceptance to negotiating start dates and helping candidates with resignations.
…be the IT recruitment partner that gives you peace of mind
We understand that there’s always a risk when it comes to recruiting new members of your team. And that’s why we have an industry leading guarantee to help give you peace of mind. Whilst we, (and you) do everything we can to help prevent any issues, sometimes things just don’t work out. Our guarantee means that should the worst happen, we’ve got you covered. We will replace your candidate with no charge up to 3 months after they start.
With the market as it is right now, working with an IT recruitment partner that can not only find the best candidates, but also give you peace of mind is imperative.
Ask our team for more information on our guarantee today.
…help with writing job descriptions
We know what you need on your job description to help attract the best candidates. But don’t worry, we won’t just leave you to get on with it if you need help.
Not only should each employee have a clear job description as part of the HR process, crafting the perfect job description can actually help you to secure the best talent. But it’s not just that! A poor job description, or none at all could actually be preventing you from hiring the best IT talent.
Often, candidates will ask to see a job description before they confirm that their CV can be sent. We help make sure that you’re presenting the best version of your company and your job to keep their interest.
…make things simple with automatic billing for contractors
Hiring a contractor shouldn’t mean lots of additional admin. We keep things simple with automatic billing. All you need to do is simply authorise a weekly timesheet and we’ll do the rest. We’ll organise payment to the contractor and ensure all the necessary legislation is adhered to.
Our self billing agreements with contractors makes it easy for them too. With invoices and payment automatically created from timesheet approval, it speeds up the payment process, reducing administration for everyone.
…use our years of experience to find the best candidates
Did you know that Langley James has been helping companies to recruit someone worth recruiting for over 20 years? We take our role seriously and are ISO accredited which ensures quality in our procedures. Our years of experience (some of our recruiters have over 25 years’ experience!), means that we know our market!
Since opening in 1999, we have been consistently improving our processes to make sure that we provide the very best service possible. Here’s just some of the ways we’ve done this –
We’ve been building our database for over 20 years. This means that we know a lot of people who may not necessarily be available on the open market. These are candidates that trust us with their IT career and know that we will approach them with any suitable roles
We use a large selection of job boards. Our investment in job boards is one of the largest in the market. We are always monitoring the effectiveness of the boards that we use and are constantly testing new boards. We use both general and IT specific boards to help ensure the greatest reach for your vacancy.
We’re highly active on social media. And we don’t just use LinkedIn like most other agencies do. We also know how to get the best from Facebook and Twitter too. We were one of the first agencies to utilise social media to find you the best candidates – that a look for yourself – @ITRecruitment
Choose Langley James as your IT recruitment partner today.
Do you need to recruit IT staff right now? Finding the perfect IT professional to join your company is difficult. However, you still aim to source and recruit the best of the best who will fit both your role and company culture. Like everyone, you’re no doubt already busy/ Recruiting is always an extra thing to add to your long to do list. You’re battling to turn around an attractive job description, market your role, source ideal candidates, search through piles of online applications and conduct interviews. It’s a very time-consuming and lengthy process. But with time really of the essence in this market, it’s not the best way forward.
The market is moving so quickly, even if you do see a couple of remarkable candidates, you rush to contact them only to find out they are no longer available. Who’s snapped them up? One of your competitors maybe? Maybe it’s a competitor who has utilised a great recruitment agency like us?
If you feel like you’re losing the IT recruitment battle and you’re looking to boost your efforts, working with an IT agency is a strategy to consider.
The benefits of working with a recruitment agency to recruit IT staff
Here are just a few reasons why you should be working with an IT recruiter to source your next IT expert:
Experience
IT recruitment is our passion. We understand how important each candidate touchpoint is, along with strategies to source, engage with and convert talented applicants into keen candidates. This experience is invaluable in the current market. You need to partner with an agency who knows what works and how to get the best results for you.
A good recruiter will have a detailed understanding the market and their area of specialism. A recruiter who specialises in IT will have the industry knowledge to find you the perfect candidate. They understand the skillset you need, and some will even have hands-on experience themselves. Therefore, in a skills short market, if you’re struggling to find exactly what you need, a specialist IT recruiter may be able to make suggestions on how to widen your search.
Connections are invaluable to recruit IT staff
And it’s not just the experience to understand who you are looking for, and how to find them. Recruitment agencies will have a large pool of candidates. This is what sets us apart! Not only will a recruiter have an excellent database of candidates that they have been building over a number of years, but they will also have a strong network they can tap into. It’s amazing how many candidates get the job of their dreams for a recommendation from a colleague. A recruiter knows how to utilise their connections to get the best results for you.
At Langley James, we’ve been recruiting IT staff for 25 years now. Our network of candidates is one of the strongest in the market. This is what you really need in the current climate – a recruiter with a very strong database.
An IT recruiters’ mission is to support you in finding the ideal candidate. However, they also support their pool of talent to find the ideal role and workplace. It’s the perfect combination.
Time
Wouldn’t it be great to be able to hand over your IT recruitment needs to someone you can really trust? Someone who will get the job done and secure the very best candidate for you with minimal fuss. Allowing you to focus on what you’re good at – your job. Recruiters live and breathe recruitment. We know how to get results, even in the current market. A recruiter will have a plethora of tools at their fingertips that helps make your recruitment process more efficient. We know how to attract the right candidates. We can even make contact with people who may not actively be looking for a job but are likely to be excited by your opportunity.
But saving you time when you recruit IT staff isn’t the end of the story. Better still, a recruiter can even save you money by ensuring they source candidates who will become long-term, loyal employees. We do this by matching not just skills, but ambitions, values, and culture fit. This reduces the likelihood of starting the recruitment process again a few months later!
Finding the right recruitment agency
Not all recruitment agencies are the same. Therefore, it’s important that you select and work with the most suitable one for you and your business. Be sure to work with an agency that reflects your company values and can positively represent your company.
Once you’ve found the right recruiter for you, you’ll have a team of experts at hand, ready to find you the next pool of talent!
To find out how we work and how we can help you today, contact our team on 020 7788 6600
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.
Conclusion
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.
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