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!

How to Take Control of Your IT Recruitment

How to Take Control of Your IT Recruitment

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!

The Truth About IT Contractors

The Truth About IT Contractors

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.

IT worker

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.

Get in touch with our expert team today for a confidential consultation on 0207 788 6600

Hiring in IT – How Long Should the Recruitment Process Really Take?

Hiring in IT – How Long Should the Recruitment Process Really Take?

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.

IT workers

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”

“Unleashing Innovation: The Power of an Internal IT Department Over Outsourcing”

“Unleashing Innovation: The Power of an Internal IT Department Over Outsourcing”

Internal IT department being innovative,

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.



UK Report on Jobs – Produced by KPMG, REC and Langley James

UK Report on Jobs – Produced by KPMG, REC and Langley James


Click here for the whole report – produced by KPMG and REC which Langley James has been on the contributory panel for 15 years, UK Report on UK Jobs for April 24 

Commenting on the latest survey results,

Neil Carberry, REC Chief Executive, said:

“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.”

6 Reasons to Choose Langley James as Your IT Recruitment Partner

6 Reasons to Choose Langley James as Your IT Recruitment Partner

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.


Why You Need To Use An Agency To Recruit IT Staff

Why You Need To Use An Agency To Recruit IT Staff


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

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

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

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

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


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

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


Connections are invaluable to recruit IT staff

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

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

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


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

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

Finding the right recruitment agency

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

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

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

The Christmas Bonus – Is It Worth It?

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

3 Things to do Before Recruiting IT staff

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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.

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

Lateness – The demands on management to take action


Lateness – The demands on management to take action!


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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!