Dec 6, 2024 | IT, Tips
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?
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!
Dec 4, 2024 | IT
How to Create Employee Loyalty
Employees are becoming the competitive advantage for business in the modern world. Bad employees can cause a business to fail; mediocre employees can cause a business to break even. Good employees can make even a business soar.
The key of course is to hire right. At least half of the personnel problems I face with my clients today are caused by poor hiring policies. But just as important as hiring good employees is keeping good employees. Good employees often feel (and with good reasons) that their employers take them for granted. It takes focus, work and commitment to keep good employees. The idea is that the satisfied employee is less likely to search for greener pastures. The following are keys to keeping the best employees in your business:
Pay. Don’t believe the ‘experts’ when they tell you pay is not important. Pay might not be always the most important thing but it always ranks right at the top. Pay is only a non-issue when an employee is not dependent on the paycheck or has another source of income. A general rule is that you must offer a competitive salary/wage for that position. You can offer minimum wage to a journeyman level worker but you will not get journey level skill. If you are offering below market rate you will only attract the worst of the prospective employee pool.
Benefits are similar to pay. If other like businesses are paying certain benefits you will have to also. Health and dental insurance are benefits that better employees are demanding. But you can also offer additional benefits that will attract better employees. Life insurance, 401K plans, sick and holiday days will “sweeten the pot.” Some of these benefits may cost less than you think. The more astute businesses are also offering a ‘cafeteria style’ benefits plan — the employee can pick and choose which benefits are best for them.
Training. Good employees know they must be continually learning and improving their skills. They will search for a ‘home’ that not only encourages but provides regular training. Most businesses concentrate only on direct job-related training. Don’t forget non-business training such as English, foreign languages, computers, etc. Employees also have interests that are not job related. Improving some of these interests may also help improve job performance. Don’t forget to look carefully at cross training so they can learn to do other functions in the business which helps all concerned.
A Learning Environment provides a chance to learn on the job. This not only improves skills, knowledge and performance but keeps the employee’s interest level high. The employee is more eager to go to work if they feel they will learn something new and improve themselves. Hit an interest and loyalty will follow.
A Career Plan will help the employee set their long term goals. If the business can assist the employee in reaching those goals the employee will become more loyal. Most businesses do not help their employees in this way.
Evaluations and Reviews should be held on a regular basis and certainly no longer than three months apart. Problems and concerns can be addressed and progress toward goals monitored. The idea in these reviews is not to build a case to force the employee to improve or to build a case so they can legally be fired. The idea is to focus on the individual as a person and how they fit in the business. Reviews should be used as a way to keep good employees and not weed out bad ones.
Regular Business Meetings are an excellent way to get employee input, make improvements and address concerns before they become problems. Good employees feel they must have input in the workplace. Meetings should be held at least once a month but I advise my clients to have them weekly.
Recognise Good Work with financial and non-financial recognition. Employees often feel management only addresses them when there are problems. Good employees expect to be told when they do good work.
Good Working Conditions are a must. Good employees expect their employer to be making constant improvements so the workplace is not only safe but pleasant.
Have Fun. Good, loyal employees do not want boring, drudgery-filled work. There are many ways employers can make work fun and many of these techniques cost little or nothing. This is not the same kind of fun one has on holiday. But it does add excitement and keeps attitude high and motivation up. Many recent studies are pointing to a labor shortage and a battle for the best employees. One study recently found that only one out of four applicants is actually qualified to do the job. To attract top prospects the business must offer an attractive package. Top prospects must be marketed to in a similar way a sales prospect is marketed to.Those businesses that are lazy and too cheap will have to be satisfied with minimal employees. The long term prospects for these businesses will be poor. The successful business of the future will not only attract the best but will create a loyalty to keep the best. The indicators are suggesting these will be the only businesses that truly succeed.
Dec 4, 2024 | IT
Two simple ways to help overcome the challenges of the IT skills shortage
It is clear that CIO’s are operating in an extremely challenging environment and the role has never been more important than it is right now. IT has a crucial role to play in the UK’s continued growth and with the worst of the budget cuts now behind most IT departments, the focus again is on the IT skills shortage.
We are all so heavily reliant on technology and whilst 80% of IT spend is still focussed on “keeping the lights on” to simply sustain some form of business growth it has been reported by Deloitte that only 58% of budget allocation within IT is for BAU and 42% for change and growth. This is great news for those CIO’s with an appetite to drive this area but with IT project delays frequently reported in the news and IT request backlogs growing at a rate of 10 to 20% per year, having the right team on board to help develop and deliver new capabilities is one of the highest priorities for CIO’s.
The report also highlighted the IT priorities for the next 12-18 months:
– 82% support new business needs
– 56% drive digital strategy
– 56% reduce IT cost
– 53% consolidate infrastructure
– 52% maintain IT operations
– 52% strengthen risk and security
– 49% develop skills
– 44% restructure IT operating model
– 29% develop sourcing strategy
– 12% increase offshoring
The impact of the recession has seen businesses being slow to hire and train and as a result, we are not developing our technical skills at the same pace as pre-recession. Over half of CIO’s are experiencing difficulties when looking for business-centric IT professionals who not only have the necessary skill set but can also think strategically and communicate effectively. According to a recent survey by CBI, 39% of companies are now struggling to attract workers with advanced STEM (science, technology, engineering, maths) skills and 41% expect this issue to continue for the next 3 years. More surprisingly, it also reported that 66% of UK employers are not satisfied with basic IT skills in their workforce. On top of that, the European Commission predicts that the UK will need an additional 500,000 IT professionals by 2015! Recruiting and retaining IT superstars is no easy task for any CIO.
So what can you do about it?
In a reported conducted by City AM, the average salary for technology jobs in the London area rose by a staggering 26% in the last 12 months, with the average topping £48k (£38k nationally) and according to CareerBuilder/EMSI, a third of UK businesses plan to hire full-time employees in 2014, with software professional vacancies expecting to increase by 3.1% to 325,500 jobs and ITC Managers by 3.6% to 326,429 jobs. Are we set to see average salaries rising even further as companies try to attract the talent they need to prosper?
But those of you who read last week’s newsletter will know that attracting and retaining is not all about salary. Over 40% of respondents to the Deloitte survey are redesigning IT roles and structures and providing access to cutting edge IT projects to help make their role the more attractive career choice.
Here at Langley James, we are seeing companies offering profit share, performance related bonus, blue sky thinking time, time for training and development and even “free pizza Friday’s” in an attempt to attract the best of the best.
Personal development with tailored training and project opportunities are key to attracting and retaining the right talent so it’s quite surprising to hear that only 12% of CIO’s are offering opportunities on projects outside the IT function – are you missing an opportunity to attract and retain talent?
Here at Langley James, we are passionate about recruiting – that’s why we do it! We love getting to know you and getting to know our candidates resulting in the right person for the right role; something we have done over 3,000 times in the last 15 years. We are experts at attracting the best calibre of candidate for your role, not just skills wise, but that all important personality and business skills too.
To discuss your IT recruitment needs please call us on 0207 099 4839 or email us: langleyjames@langleyjames.com.
Dec 4, 2024 | IT
As we get closer to the end of the year, and 2025 is almost within sight, it’s a great time to think about building your team and recruiting. Commonly, January, the start of the New Year and its associated fresh starts and resolutions, are perceived to be busy times for recruiting new employees. For many organisations it is, but starting early and preparing yourself now for hiring could be much more efficient and rewarding.
Applications to jobs in November and December are 3% higher than the yearly average.
Now, we don’t know, but this could be affected by the high amount of Christmas positions that are up for grabs in the retail and delivery sectors in the lead up to Christmas, but it does show that the year’s latter months are not a quiet time for recruiters. Hiring from September to December allows your new members of staff to join the team before the chaotic start of the New Year, meaning they’ll already by integrated into the business and their role come January. Having a new employee start in the build up to Christmas is also a great opportunity for them to mix with the team at festive social events.
90% of job seekers are passive.
According to the Office of National Statistics 90% of job seekers are passive, so they’re likely to act on the right opportunity when it’s presented to them. Many organisations push their job ads out in January as a reaction to the busy and chaotic time of meetings, new objectives, goals and budgets. The space is more crowded and there are more options for the candidate. Advertising your job in the months leading up to Christmas and the end of the year mean your potential candidates are more likely to be attracted to your job with less competition. And with less competition you avoid having to pay higher salaries to secure the right candidate.
It takes 6 – 8 weeks to fill a vacancy.
Adequate planning and preparation for your new team members is very sensible. Advertising, interviewing and selection can take months, and that’s without considering notice periods. Getting the process completed or at least under way, will allow your new employee to really hit the ground running in January, already being familiar with your organisation and with induction and training out of the way.
Project management applications rise by an average of 30 responses over the festive period.
Account management, sales and marketing were the other 3 areas to see this rise in response, and trends like that are really useful in giving recruiters a backing and genuine reason to get on with recruiting at that time. Perhaps there’s some of 2024’s budget to use up, so recruiting a new project manager could be a great way to use it up and save on next year’s training and recruitment costs.
Over the 5 days for Christmas, 49% of applications were made on Christmas Eve, Christmas Day or Boxing Day.
Although these guys wouldn’t be starting until the New Year, this is an interesting stat, and shows that during the downtime of the Christmas break, people still have jobs on their minds. Fresh starts and New Years resolutions may be the driving factor, but by getting your vacancy prepared early you’ll be more likely to catch those proactive candidates looking for their next move before the New Year.
If you’d like to speak to one of our experienced Langley James consultants about hiring new employees, get in touch today.
Nov 19, 2024 | IT, Tips
Technical tests are often used in IT recruitment. Technical testing can provide a far greater insight into how the potential employee will perform in your role. Interviewing on gut feeling is not right, and tests can assist in confirming or rejecting those “nice people” that are professional interviewees. Remember, most people have been an interviewee far more than an interviewer! But are your tests preventing you from securing great candidates?
What do technical tests entail?
Technical tests are a more practical way of interviewing a candidate. They are used in order to assess technical ability and knowledge required to be able to fulfil the role. Depending on the technical skills that are required for the role, technical testing methods will vary. Technical tests are a great idea to help your interview process. You can download a multitude of tests to suit your need. There are free ones and there are ones you can pay a fee for. It’s an industry all on its own and some people and companies are making a great living from it, so they must be worthwhile.
Not all questions administered to the candidate are aimed towards testing technical knowledge and ability. Often technical tests also test problem solving skills, personal skills, communication skills and even how their thought process is constructed.
You may already be testing IT candidates as part of your recruitment process. But are your tests right? What are you testing for? Don’t just test for testings sake! Make it a valuable part of your decision making.
How to test more effectively
The best technical tests in our experience are written by someone who knows the role you are recruiting. A person who understands all the necessary technical skills to be a success. But not only this, they will also be able to identify any transferable skills. By testing in this way, you may get a better chance to secure the best person for your role. Testing in this way can help identify those that will perform well at the role, even if they don’t have the tech skills that are on your list.
When using an ‘off-the-shelf’ technical test, you’ll find that some of the questions are not relevant to your role. Whilst they may be valid technical questions, not all will be suitable. This is the feedback we have had from candidates. And in some instances, the suitability of the technical test has even discouraged them from taking the role.
So in short make sure your technical test is relevant to the role you are recruiting, otherwise you may be losing out on some great candidates. However, it’s also important to ask the right questions in interview to help determine someone’s technical ability.
What should technical interview questions entail?
To be able to make a fair decision about the ability of the candidate to perform in the role, it is vital to ensure the questions you ask the candidate will reveal certain key attributes.
Our advice is to ask questions that will:
- Relate to the company’s technical activities and demonstrate a candidate’s knowledge and experience in these activities
- Demonstrate a candidate’s ability to complete technical activities that are required as part of the role
- Demonstrate the candidate’s previous experience, knowledge, or education in a particular field
- Require the candidate to demonstrate their problem-solving skills. This can be done by administering a case study that explains an issue the candidate may come across as part of the role and assessing how they solve the issue and comes to a conclusion.
Are technical tests worth doing?
All in all, technical tests are a great method to use to interview a candidate. They can reveal a lot about the individual’s ability to undertake the role they have applied for. But as well as technical testing, be sure to get to know the candidate on a more personal level to ensure they will be a good fit for your company.
Another key point to remember is to make sure that your testing doesn’t cause delays to the interview process. In the current market it’s important to make sure your process can be quick to secure the best candidates. You may find our blog 3 Simple Ways to Speed Up Your Hiring Process an interesting read.
The interview process can be a stressful time for both the candidate and the interviewee. If you need help recruiting the best IT professionals, our expert consultants are on hand to help you at every step of the recruitment process. Call us on 0207 788 6600.
Nov 19, 2024 | IT, Tips
Should you recruit before Christmas? It’s a question, no doubt, on a lot of hiring managers’ minds right now. Do you wait until the New Year? Or do you go out to market now? Which is more likely to give you the best IT candidates?
You may think that candidates turn off in December. That they are focused on the festivities and waiting for the new year. new job bug. But is that right? Our consultants share their top 3 benefits of recruiting before Christmas.
There are more candidates to choose from
Yes, believe it or not, there are more candidates available in December for IT roles that we’ve seen over the last few months. We are speaking to candidates every day who are keen to secure their dream IT job before Christmas. They want to start 2023 with a renewed sense of excitement and a chance to make their mark in a new role. Read our 4 Tips on Hiring the Right Employee in IT for more tips.
Less competition if you recruit before Christmas
There’s a lot of excitement around Christmas this year after what the world has experienced over the last 18 months or so. And that can mean that whilst some companies are focused on Christmas Parties and festive celebrations, you can get ahead by continuing to recruit. Many companies press the pause button on hiring new employees over the Christmas period and postpone for the New Year. We take it they have little experience of the benefits of Christmas recruits! It can also mean that you don’t get caught into paying a higher salary than originally budgeted as candidates may not be in the process with as many companies. You can see the latest average salaries in our IT Salary Guides that we produce each month.
Start the New Year ahead
Waiting until January to recruit can mean that you are waiting until March for someone new to start! The first week of January isn’t the best time to be advertising a new job. It takes the nation a couple of weeks to get back into the pre-Christmas flow of things. That means that you’re not likely to be making offers until the end of January and with 1 month notice, this takes you to March. Why wait? By recruiting now, you can interview and offer before Christmas meaning your new starter can be with you before January is out.
Here’s where we can offer a helping hand to help you recruit before Christmas….
We understand that you may be busy finishing off projects for the year, and recruitment may not be in your plans. However, we can do the hard work for you and find high calibre candidates ideal for your workplace. Share your IT vacancies with us and will find the very best candidates for you. We will supply a shortlist of exceptional candidates that are all ready for interview.
Christmas is the time of giving, and we are ready to help both candidates and clients with their IT recruitment needs!
Nov 19, 2024 | Hiring Resources, IT
When it comes to writing a job description for an IT job, it’s important to follow a few ground rules.
Not only should each employee have a clear job description as part of the HR process, crafting the perfect job description can actually help you to secure the best talent. But it’s not just that! A poor job description, or none at all could actually be preventing you from hiring the best IT talent.
Here’s our top tips to make your next IT job description the best yet.
IT job title – stay away from buzzwords
Ensure that you keep your job title simple by using keywords that accurately describe the role. Keep away from using complicated jargon. For example, stick to using standard experience levels such as ‘senior’ rather that ‘VI’. Whilst it’s important to stand out when recruiting, keep the job description as factual as possible to avoid room for confusion.
To begin with, focus on the job title. A job title is the start of the process and will be used to advertise your role. Consider the level of expertise you want for the job, not just the role itself. If you are looking for a 2nd Line Support engineer, but the experience you need is more Systems Analyst, you’ll need to remember that the job title may put some people off. It’s the age of LinkedIn and people are proud of their achievements and their career. Do bare this in mind when writing your job description.
Job summary – the start of an IT job description
Standing out in a crowded market can be hard. Begin by capturing a candidate’s attention with a short and engaging summary. This should include the expectations of the role and a brief overview of your company. Why are you unique and why is working for you such a fantastic opportunity? Think of the job description as another step in the journey. Remember that it’s usually what a candidate sees before they come for an interview. Don’t lose their interest at this stage. Remember to still sell the opportunity!
Here’s a top tip to help you stand out –
In the current market more and more that candidates are looking to give something back and this could be your chance to shine. Ask yourself ‘How does this role contribute to making people’s lives better, or solve existing problems?’ then fill in the blank – ‘come and join a team dedicated to…..’ You may be surprised how effective this can be.
Include clear responsibilities and duties for your job
Less is most definitely more! Whilst you want to clearly define the main responsibilities of the position, make them detailed yet concise. If there is a lot of responsibilities with the role, why not group them into categories? This will make them much easier to read and absorb.
It’s also important to think long-term too. We advise thinking about how this position will contribute to the goals and business objectives of the company. Is there the potential for advancement for candidates? By presenting the whole opportunity, you will attract the best candidates.
Refresh often
When you look to hire, do you go to HR and dust off that old job description again? Has the experience needed changed? Is the culture different now? It’s important to make sure that you review and even re-write your job descriptions regularly. Make sure that it is still fit for purpose!
TOP TIP: – get your employees involved when writing your job description! No one knows the job better than those that already do it.
Things to avoid when writing your job description
- Discrimination – Be aware of unconscious bias’s
- Asking too much – Unrealistic expectations could prevent star candidates from applying
- Negativity – Be sure to write the description in a positive tone
- Forgetting about structure – Make the job description easy to read. Bullet points are always a good idea!
- Being mysterious – Be intriguing without holding back crucial information
- Mistakes – Check and check again for mistakes. Candidates will be quick to judge if there are spelling mistakes!
Following these 5 steps to writing a fabulous job description could help you secure your ideal IT candidate.
If you are looking for experienced IT experts for your business, whether permanent or contract get in touch with the team at Langley James today!
Nov 19, 2024 | IT, Tips
Hiring the right employee is key to the success of your business. But you may find yourself having to be a little more flexible than in previous years. However, there are still some key things you need to look for when hiring.
Ability to produce results
This must come first! You want to hire an IT professional who can achieve the results your need. But how can you still achieve that in a skills short market? Maybe you’re fortunate enough to attract the candidate with the perfect skills and experience. We can help you do that. However, in some circumstances, the perfect candidate may not exist. Then what? Focusing on that ability to do the job can help. If there’s a candidate that fits all the other criteria, but comes up alit short on experience, it can still work out. Thinking long-term can help you to build your team for the future. Ask yourself if your training plan could get the candidate up to speed within a short time. Could you train someone to do things your way? These candidates are usually the most committed and loyal meaning you cut your recruitment and training spend in the long run.
Fitting into the company culture
Regardless of your current working pattern, it’s key to hire people that fit into your company culture. Someone who thrives in your environment will stay with you longer. Focus on candidate who share your values. Those that care about the same things you do will get a greater sense of satisfaction in their work. Whilst every IT team needs varied personalities, having shared values can help with productivity too. Think about how this person will fit into your current team and the company as a whole.
Ambition is important when hiring the right employee
When we talk about ambition, we don’t just mean promotion. Ambition can also be to simply do a good job. Consider your business plan for the next 5 years. Will there be expansion or are you likely to stay consistent? Hiring someone into you team who has strong ambitions for progression won’t work if you’re not able to offer then this opportunity in the future. Whilst it will work for the short term, this person is likely to move on more quickly when another more senior role becomes available elsewhere. However, if you have ambitious growth plans and need people along for the ride, looking for people with ambition is key.
Enthusiasm and passion
Look for IT professionals who are enthusiastic and passionate about what they do. Enthusiasm is a great trait in a new employee! Enthusiastic and outgoing employees are often the first to volunteer for new projects or help with things outside of their day job. So not only will you get more from your new hire, people who love what they do will stay longer.
Hiring the right employee with Langley James
We’ve been helping companies to recruit someone worth recruiting for more than 20 years. We know how to attract the best candidates for your IT jobs. Our extensive database means that we can help you to find the candidates that other recruiters can’t. Want to know more? Get in touch with our expert team today – 0207 788 6600 / 01244 566442
Nov 19, 2024 | IT
IT Accreditations Explained
Microsoft
MCP |
Microsoft Certified Professional |
Need to pass any one of the current Microsoft certification exams, i.e. one exam on the way to becoming an MCSE, MCSD, etc. The value of this qualification depends on the exam taken and its relevance to the job. Most MCPs are working towards one of the higher qualifications and will become an MCP several times over on their way to achieving it.
|
MCSD |
Microsoft Certified Systems Developer |
Highly regarded in the software development field. For
- Software engineers
- Software applications engineers
- Software developers
- Technical consultants
MCSD is available in
Windows Store Apps
Web Applications
SharePoint Applications
Application Lifecycle Management |
MCSE |
Microsoft Certified System Engineer |
- Systems engineers
- Technical support engineers
- Systems analysts
- Network analysts
- Technical consultants
- Network Security Design and Network Infrastructure Design
- SQL Server Admin, Design and Implementation
- Migrating from NT4 and Exchange Server Admin
- Exchange Server Admin and Design
- Clustering services
MCSE is available in:-
Server Infrastructure
Desktop Infrastructure
Private Cloud
Messaging
Communication
SharePoint
|
MCT |
Microsoft Certified Trainer |
MCTs are Microsoft’s exclusive product evangelists for Microsoft Official Curriculum (MOC). All trainers running Microsoft certification courses have to be MCTs and have to use the official curriculum. Provides certification for both instructional skill and Microsoft product knowledge, although their practical product expertise may be limited. |
MOS |
Microsoft Office Specialist |
End user exams showing competence in using Microsoft Office components. Core certification is any one exam (Word, Excel, PowerPoint, Access, Outlook, Project) Expert requires passing either Word or Excel expert level exam. Master level requires passing both Expert exams plus core exams for PowerPoint, Access and Outlook. The Word, Excel, Access and PowerPoint MOS certificates are comparable to the word processing, spreadsheet, and database and presentation modules of ECDL. The ECDL module on network communication is broader than the Outlook qualification. Also ECDL contains modules on file management and IT basics. ECDL advanced modules in Word and Excel are comparable to the Microsoft Expert exams. |
Cisco
CCNA |
Certified Cisco Network Associate |
Can install, configure, and operate LAN, WAN and dial access services for small networks (up to 100 nodes). 1 exam. |
CCNA Wan Switching |
Certified Cisco Network Associate WAN Switching |
Can install, configure and operate networks in simple WAN environments. 1 exam. |
CCDA |
Certified Cisco Design Associate |
Can design routed and switched networks involving LAN, WAN and dial access for smaller networks (up to 100 nodes). 1 exam. |
CCNP |
Certified Cisco Network Professional |
Can install, configure and operate LAN, WAN and dial access services for larger networks (to 500 nodes). Need CCNA plus further 5 exams. |
CCNP WAN Switching |
Certified Cisco Network Professional WAN Switching |
Can install, configure and operate networks in complex WAN environments. Need CCNA WAN Switching plus further 4 exams. |
CCDP |
Certified Cisco Design Professional |
Can design routed and switched networks involving LAN, WAN and dial access for larger networks. Need CCNA and CCDA and 5 further exams. |
CCDP WAN Switching |
Certified Cisco Design Professional WAN Switching |
Can design in complex WAN environments. Need CCNA WAN Switching and CCNP WAN Switching and 1 further exam. |
CCIE with various specialisations |
Certified Cisco Internetwork Expert |
Most advanced certification. Specialisations include Routing and Switching (most common), Communications and Services, Security, ISP Dial, SNA/IP Integration, and Design. All involve at least 1 exam and 1 practical exam. CCNP is highly recommended. |
Juniper
| JNCP |
Juniper Networks Certification Program |
The Juniper Networks Certification Program (JNCP) is a multi-tiered program of written and hands-on lab exams that serves to validate the technical skills of networking professionals on Juniper Networks technologies. |
Apple Mac (iOS)
Apple Certified Mac Technician |
Apple Certified Mac Technician (ACMT) certification verifies the ability to perform basic troubleshooting and repair of both desktop and portable Macintosh systems, such as iMac and MacBook Pro. ACMT certification exams emphasize identifying and resolving common Mac OS X problems, and using Apple Service and Support products and practices to effectively repair Apple hardware. |
Mac Management 10.9 |
- Want to know how to add a Mac to a Windows or other standards-based network
- Support OS X users in a business, education institution or school district
- Manage networks of OS X systems in an organization — for example, a teacher or a technology specialist who manages classroom networks or computer labs
- Manage complex, multi-platform networks that include OS X systems
|
Apple Certified Support Professional (ACSP) |
Apple Certified Support Professional (ACSP) certification verifies an understanding of OS X core functionality and an ability to configure key services, perform basic troubleshooting, and support multiple users with essential OS X capabilities. ACSP certification is designed for the help desk professional, technical co-ordinator, or power user who supports OS X users, manages networks, or provides technical support for the Mac. |
Apple Certified Technical Coordinator (ACTC) |
Apple Certified Technical Coordinator (ACTC) certification verifies a foundation in OS X and OS X Server core functionality and an ability to configure key services and perform basic troubleshooting. ACTC certification is intended for OS X technical coordinators and entry-level system administrators who maintain small to medium networks of computers using OS X Server. |
VMWare
Data Center Virtualization |
- VMware Certified Associate – Data Center Virtualization
- VMware Certified Professional 5 – Data Center
- VirtualizationVMware Certified Advanced Professional 5 – Data Center Administration
- VMware Certified Advanced Professional 5 – Data Center Design
- VMware Certified Design Expert 5 – Data Center Virtualization
|
Cloud |
- VMware Certified Associate – Cloud
- VMware Certified Professional – Cloud VMware Certified Professional 6 – Cloud) NEW
- VMware Certified Design Expert – Cloud
|
End User Computing |
- VMware Certified Associate – Workforce Mobility
- VMware Certified Professional 6 – Desktop Certified Professional 5 – Desktop
- VMware Certified Design Expert-Desktop
|
Network Virtualization |
- VMware Certified Associate – Network Virtualization
- VMware Certified Professional – Network Virtualization
- VMware Certified Implementation Expert – Network Virtualization
- VMware Certified Design Expert – Network Virtualization (VCDX-NV)
|
Cloud Application Platform |
- Certified Spring Professional
- Certified Spring Web Application
- Spring Enterprise Integration Specialist
|
Prince 2
Prince2 Foundation |
The PRINCE2 Foundation qualification will teach you the PRINCE2 principles, terminology and when qualified you will be able to act as an informed member of a project management team using the PRINCE2 methodology within a project environment supporting PRINCE2.PRINCE2 Foundation can be studied on its own or as a prerequisite for the PRINCE2 Practitioner course. |
Prince 2 Foundation and Practitioner |
The PRINCE2 Practitioner qualification will teach you to apply PRINCE2 to the running and managing of a project within an environment supporting PRINCE2. Once qualified you will be able to apply and tune PRINCE2 to address the needs and problems of a specific project scenario. You will have a comprehensive knowledge of the relationships between the PRINCE2 principles, themes and processes and PRINCE2 products and will understand these elements. In order to sit the PRINCE2 Practitioner examination you must provide proof of having passed one of the following:
- PRINCE2 Foundation
- Project Management Professional (PMP)®
- Certified Associate in Project Management (CAPM)®
- IPMA Level A (Certified Projects Director)
- IPMA Level B® (Certified Senior Project Manager)
- IPMA Level C® (Certified Project Manager)
- IPMA Level D® (Certified Project Management Associate)
|
ITIL
Foundation |
The Foundation level is the entry level qualification which offers you a general awareness of the key elements, concepts and terminology used in the ITIL service lifecycle, including the links between lifecycle stages, the processes used and their contribution to service management practices. |
Practitioner |
The Practitioner level is the next stage in the ITIL scheme. It has been developed to provide a step between Foundation and the Intermediate Level and aims to improve the ability of individuals to adopt and adapt ITIL in their organizations. |
Intermediate |
The Intermediate level qualification has a modular structure with each module providing a different focus on IT Service Management. You can take as few or as many Intermediate qualifications as you need. The Intermediate modules go into more detail than the Foundation level and Practitioner, and provide an industry-recognized qualification. |
Expert |
The ITIL Expert level qualification is aimed at those who are interested in demonstrating knowledge of the ITIL Scheme in its entirety. The certificate is awarded to candidates who have achieved a range of ITIL qualifications and have attained a well rounded, superior knowledge and skills base in ITIL Best Practices. |
Master |
To achieve the ITIL Master qualification, you must be able to explain and justify how you have personally selected and applied a range of knowledge, principles, methods and techniques from ITIL and supporting management techniques, to achieve desired business outcomes in one or more practical assignments. |
Novell
CNA |
Certified Novell Administrator |
The lowest level of Novell certification and aimed at people supporting users of software. Managing workstations, setting up print servers, sharing software, etc. Certification available for NetWare 5, intraNetWare, NetWare 3, GroupWise 5 and GroupWise 4 One exam. Most CNAs are working towards a CNE and will become a CNA several times over on their way to achieving it. |
CNE |
Certified Novell Engineer |
For those who are involved with higher level network issues including planning, installation, configuration, troubleshooting and upgrade services for networks. In NetWare 5, intraNetWare, NetWare 3, GroupWise 5 and GroupWise 4. Number of required exams varies with the track chosen but is typically 3 to 5, plus one elective. |
MCNE |
Master Certified Novell Engineer |
Multi vendor, multi solution specialists. Required to pass CNE plus 1 required and 3 elective exams. |
CDE |
Certified Directory Engineer |
A performance-based certification for the experienced IT professional. Targeted at consultants and senior level engineers involved in the design, implementation, optimization and maintenance of directories and directory solutions. Need to have some certification already. e.g.CNE, MCSE, Compaq, Cisco, Lotus, etc. Exams and requirements depend on the certification held. |
CNI |
Certified Novell Instructor |
Qualified to teach Novell certification courses. Need to be a CNE plus complete a Certified Technical Trainer qualification or similar. |
Solaris
Sun Certified System Administrator for Solaris |
For system administrators performing essential system administration procedures on the Solaris Operating Environment and technical application support staff responsible for administering a networked server running on the Solaris Operating Environment. 2 exams. |
Sun Certified Network Administrator for Solaris |
For experienced system administrators responsible for administering Sun systems in a networked environment that includes LANs and Solaris Operating Systems. Must be a Sun Certified Solaris Operating Environment System Administrator. 1 further exam. |
RedHat
| RHCE |
Red Hat Certified Engineer |
Expert Red Hat Linux administrator |
CompTIA A+
A+ |
|
Foundation level, vendor neutral certification in PC technologies, LANs and WANs, operating systems. |
CDIA+ |
Certified Document Imaging Architect |
Knowledge of all major areas and technologies needed to plan, design and implement an imaging system. |
Cloud+ |
|
The CompTIA Cloud+ certification covers standard methodology required to securely implement and maintain cloud technologies. |
Network+ |
|
Foundation level, vendor neutral certification in cables and devices, protocols, operating systems, network design, implementation and maintenance. |
Server+ |
|
A new, vendor neutral certification covering advanced PC hardware issues, such as RAID, SCSI, multiple CPUs, SANs – and more. |
Linux+ |
|
Foundation level, vendor neutral certification in Linux |
ITProject+ |
|
Vendor neutral certification showing competance and professionalism in IT project management. |
CTT+ |
Certified Technical Trainer |
Vendor neutral certification to show an achievement of excellence in technical instruction. Covers both instructional skills and technical skills. |
CASP |
CompTIA Advanced Security Practitioner |
The CompTIA Advanced Security Practitioner (CASP) certification designates IT professionals with advanced-level security skills and knowledge. |
Mobile App Security+ |
|
The CompTIA Mobile App Security+ certification ensures that developers have the knowledge and skills necessary to design and build secure applications. |
Nov 19, 2024 | IT, Tips
As we approach the end of November, there’s no getting away from the fact that Christmas is just around the corner. And after a couple of years of false starts, this year is set to be a big celebration. With many houses already proudly displaying their Christmas trees and Christmas lights being switched on around the country, it really is beginning to look a lot like Christmas!
But how does Christmas impact your business? And more importantly, are you ready? We share our top tips to prepare your business for the build-up to Christmas.
Covering Leave
It’s inevitable that employees will want to take leave this time of year. And after the last two years, employees may be keen to use their rolled-over holiday this year. If it’s typically a quiet time of year for your business this shouldn’t be too much of an issue. However, it’s all in the planning. Encourage employees to book their leave in advance. And, introduce a deadline for booking Christmas leave. This is one way to make sure leave is fair and you have time to arrange cover if needed.
If cover for certain roles is essential organise this as far in advance as possible. It’s the most sensible approach. Outside cover could be tricky to find at short notice, not to mention expensive. Drafting in current employees to cover extra tasks could be the best solution. But you’ll need to have arrangements and procedures in place in advance to make sure workload is fair and achievable. Christmas bonuses or prizes could be on offer to incentivise extra work over the Christmas period.
We’ve been supplying IT contractors to business across the UK for over 20 years. If you would like to talk to us about Christmas cover, get in touch with our team today.
Office Christmas Party Issues
Christmas parties can be great fun. However, they also create a melting pot of different personalities, built up workplace tensions and alcohol. All of which sometimes leads to trouble! Choosing and deciding on the venue and the type of event is the first hurdle. Keeping everyone happy, especially when there is a mixture of personalities and age groups isn’t always easy. Try a vote on a range of options or try a ‘two phase’ event. Perhaps with a Christmas lunch for everyone followed by drinks and some dancing for anyone who wants to keep the party going.
Having your Christmas party offsite is the best idea so any potential problems don’t occur on your business property. If you’re hiring out a venue, hiring caterers or entertainers make sure these are booked in early and that you have everything confirmed in writing or a contract. If you feel it’s necessary you could always update your employee handbook and send out a copy of the general code of conduct prior to the event, to cover anyone who’s likely to be caught near a photocopier or under the mistletoe!
A Change of Pace at Christmas
Unless your business is retail where the pace gets a lot quicker this time of year, the lead up to Christmas usually sees things winding down in the office. To avoid boredom or wasted time, use any spare time wisely. Have your employees clear out old files, organise databases and folders and get those jobs done that just keep falling off the to do list. These kind of tasks can be mundane, so add some festive spice to boring chores and offer rewards. Hold Christmas raffles, quizzes or advent calendars to brighten things up and boost motivation.
Snow Days
Do you have a winter weather policy? If the weather is really bad, do your employees know what the correct protocol is? The procedures should be emailed around at this time of year so everyone is clear on what to do. If a cold spell is forecast consider a plan for phone lines going down, pipes freezing up and transport being disrupted.
Planning is the key to most issues you’ll face this winter, and anytime in fact. Trying to foresee any potential issues will help things run smoothly. If you’d like help or advice with you staffing over the Christmas period you can get in touch with us here.
Using Langley James to hire an IT contractor this Christmas
We can supply you with an expert IT contractor, within budget, to carry out your project to a strict timeframe. Giving you peace of mind by knowing the exact cost of the project from the outset. And allowing day to day IT operations to carry on as seamlessly as possible.
Let us find you an expert IT Contractor who not only has the t-shirt but is going back to remake the film. Now is a great time to get on with those projects that have been hanging around and getting specialist contractors has never been cheaper than it is now. You can buy in an expert who can turn a project around to a set schedule and budget.
We have been recruiting IT contractors and permanent IT staff since 1999. We have an extensive network of experienced contractors as result. Get in touch with our expert team today to find out more about hiring an IT contractor today.
Nov 19, 2024 | IT, Uncategorised
Soft Skills and How to Assess Them
Assessing a candidate’s professional or ‘hard’ skill proficiency, such as technical skills, Active Directory or SQL, etc, is pretty straight forward, especially if the interviewer is experienced in the same thing. However, digging deeper into how a person ticks as a human being can be tricky for most managers if unprepared…
The concepts behind the modern terms ‘hard’ and ‘soft’ skills are far from new. In fact, for as long as people have been employing other people, soft skills, such as social ability, aptitude, behaviour and ethics, have always been key considerations alongside practical, hard skills. In relatively recent years, as recruiting practices and processes have become more sophisticated, skills have been categorised in various ways to help employers devise more effective methods of assessment.
However, according to an extensive survey conducted by LinkedIn, over 60% of recruiting managers agreed that exploring soft skills in an interview is difficult. In our experience as IT recruiters, the majority of clients state early on what soft skills they need, however, few seem to have robust strategies in place to assess beyond the core, hard skill requirements, acting largely on gut feeling and assumption.
Furthermore, in the post COVID-19 world, soft skill assessment during remote interviewing is proving especially difficult for many clients. Several managers have recently reported to us at Langley James IT Recruitment, an extra level of disconnect while interviewing online, perhaps stemming from reduced body language opportunities.
In this blog, we will explore the nature of hard and soft skills along with useful ideas, tips and advice on how to gain better soft skill insight from your next interview, significantly raising your chances of recruiting success.
What is the difference between a soft skill and a hard skill?
Put simply, a hard skill is a practical, measurable ability that can be learned by a person irrespective of their character traits and cognitive talent. The overwhelming majority of IT Recruitment job descriptions are dominated by hard skill requirements. Candidates in the IT sector are often judged almost exclusively on their hard skills such as programming languages, operating software experience, infrastructure implementation, etc.
Soft skills, on the other hand, are orientated around human characteristics. For example, problem-solving, emotional intelligence, communication, crisis management, etc. As such, these skills are far harder to investigate during a short interview and can be easily misjudged or misinterpreted.
The Goal
Before creating lists of criteria and questions, start at the very beginning by asking this question:
“What soft skills do I need candidates to demonstrate for this vacancy, and to work with me, my team, and my company?”
It is important to consider the whole picture including your company’s culture, values, standards and style in addition to your own departmental and personal staff expectations. When these elements are bolted to the list of soft skills required for the vacancy itself, you should be left with a comprehensive list.
Categories
Now we have a good idea of what soft skills need to be investigated, separate your list and look for opportunities to merge. For example, culture fit questions may encompass the company, the department and your own needs that perhaps can be amalgamated.
Next, identify any categories that may require deeper investigation, for example ‘leadership’ might include motivation, teamwork, delegation, etc, as subheadings.
It is important not to lose sight of context, especially when looking into soft skills with broad terms such as communication. After all, someone’s communication skills may vary greatly depending on the scenario from delegating to a subordinate to presenting to a board of directors.
Keep in mind that unless you intend to interview someone for hours, you will have limited time. This means prioritising essential soft skills, with a view to perhaps further explore the remainder in the next stages.
Here is an example of how to apply this method:
An IT Manager working for a reputable legal firm is looking to recruit a 2nd Line IT Engineer to support the company’s 300 users, ranging from admin staff right up to board level. In no time at all, the manager identifies a range of hard skill requirements including windows, Microsoft Office 365, Azure, etc.
However, historically IT staff have struggled to inspire confidence with several senior people, one being the CEO. The IT Manager really wants the new IT engineer to be a great communicator with strong rapport-building skills, capable of managing user expectations and solving problems without baffling people with technical jargon. Furthermore, she wants the IT Engineer to be experienced enough to mentor junior members of the team and share their wisdom in how to get the best from stakeholder management.
The IT Manager creates a list of soft skills she would like to explore during an interview:
- Organisation including how to prioritise
Questions
Someone once said “the answers we get are only as good as the questions we ask” which in the case of soft skill exploration could not be more correct. To properly explore a candidate’s soft skill, exclusively ask open-ended questions to encourage full and complete answers and be interested in conversationally exploring their answers. (click here to learn more about open questions and demands) *
The two main soft skill question types are behavioural and situational. a behavioural interview question explores the person’s experience such as, “tell me about a time when you successfully overcame a difficult relationship…” Whereas, a situational interview question is a strictly hypothetical question. For example, “imagine you’re under a desk fixing a cabling issue when a director calls because they can’t remember their password, what would you do?”
The great thing about soft skills is that they apply to all aspects of life. How a person might support a loved one at a time of crisis, how a person might react to personal bad news while at work, how a person might feel if a colleague were promoted above them etc. All of this will give you useful insight into how a person engages with the world and other people. So, be creative with your questions and don’t feel restricted to situations and behaviours found only in the workplace.
Communication
- How do you explain complex IT solutions to non-technical people? Give an example where you failed to achieve that and what was the outcome
- Tell me about an occasion where your manager or colleague fundamentally disagreed with your opinion or chosen course of action.
- How did that make you feel?
- Describe a complex project you were involved in dealing with multiple stakeholders. How did you keep everyone happy and engaged?
Relationship building
- Give me examples of personalities you’ve encountered supporting IT at the senior level.
- Describe the problems you encountered with them.
- What solutions did you come up with?
- Tell me about a time when you’ve needed to make a good impression and how did you do it?
- How did that make you feel?
- When supporting 300 users, pleasing everyone is hard. How do ensure people are happy with your service delivery?
Empathy
- What would you do if a senior ranking member of staff shouted at you down the phone because their computer was failing to perform?
- Tell me about your relationships with colleagues in your last job
- Give me an example of a time when you had to inspire others to achieve a common goal
Tips
- Ask for examples every time. Understanding context is critical in assessing experience suitability. Follow up with gentle demands for more information such a “tell me more about… ” or “elaborate on…”
- Explore the candidate’s soft skills before discussing the company brand and your own values etc. You don’t want to give them the answers before you ask!
- Try and keep this section of the interview conversational in an effort to draw out the candidates true personality.
- Try sharing some of your own anecdotal tales to give the candidate confidence in giving less guarded answers.
- If you don’t get the answer you expect, be mindful but the candidate may not have understood the question correctly. Consider asking the same question in a different way.
- Try partnering hard and soft questioning by asking follow up questions. That way the interview will less disjointed, more conversational, and directly related how a person felt or behaved at the time. For example, while exploring Excel skill, ask for an example of a project involving Excel and perhaps explore decisions made along the way, people they worked with, decisions made above, how they communicated problems, etc
- Don’t restrict yourself to the job requirements. Gain valuable insight in to their way of thinking by asking questions surrounding their hobbies, interests and personal life.
Summary
Soft skill questioning is no different to asking anything else in the interview process. A well thought out set of requirements coupled with deliberately prepared questions will set you on the right track for gaining that elusive insight.
Questions can be reused as a future interviews but we would recommend that Recruiters draft up a fresh set of questions for every role. Experiment with your questions and style to figure out what works for you. As described in our previous blog on ‘candidate pre-employment testing’, there are software solutions designed to yield soft skill insight however in our experience, person to person, relatable questioning and conversation yields better, more convincing results. All it takes is the confidence to try.
If the majority of your recruitment interviewing is done online, you might feeling a lack of body language assessment is holding you back from identifying softskills however, as demonstrated in this blog, you need not rely on body language and gut feel to explore these key vacancy requirements.
Nov 19, 2024 | IT
The Christmas adverts are on the telly, lists of ‘must-have’ presents are being compiled and carols will soon accompany shoppers on their travails, but as the works Christmas party looms, it is important organisations don’t get too caught up in the festive spirit.
Abigail Halcarz, employment lawyer at leading UK law firm SGH Martineau warns: “Whilst no-one wants to play the Grinch, it is worth reminding organisations that the Christmas party is essentially just an extension of the workplace; employers should be prepared in advance and protect themselves from unnecessary employment issues following the event.
“From an employment law perspective, although the party may take place outside of the workplace and out of normal office hours, there remains the risk that an employer will be liable for the actions of its staff.
“Most concerning from an employer’s perspective, is the potential liability for acts of discrimination or harassment by its staff. At a Christmas party, where employees can easily forget work and get carried away with the atmosphere, many will say and do things they would not normally consider doing.
“The most likely form of discrimination or harassment to be witnessed at a Christmas party is sexual, but the discrimination or harassment could be on a number of other prohibited grounds, including race, age and sexual orientation – we can all imagine the scenario.
“Other types of inappropriate behaviour are just as common, such as drink-fuelled aggression directed at colleagues or indeed senior management, often resulting from the releasing of tensions that may have built up over long periods of time in the workplace.
“Such behaviour could lead to claims for potentially unlimited compensation against both the employer and the employee responsible. The time and effort required by management in dealing with any grievance and/or disciplinary issues arising from any such incident, should also not be forgotten.
“Incidents such as these are unfortunately all too common and every January, employment lawyers will be inundated with calls from clients that begin: “There was an unfortunate event at our Christmas party…”. To lessen the risk of being that client, employers should firstly recognise the potential for problems and take the following steps:
• Invites should go to everyone, including those on family-related leave, or absent through illness or injury, as not doing so might result in claims of discrimination;
• When employees can bring partners, do not discriminate on the grounds of sexual orientation and assume all partners will be of the opposite sex;
• Ensure that you have an equal opportunities/anti-harassment policy in place;
• Shortly before the Christmas party, remind employees of the existence of the policy and confirm that it applies equally to business events outside of the workplace and outside of office hours;
• Tell employees to enjoy themselves and have a good time, but remind them that inappropriate behaviour will not be tolerated and could result in disciplinary action;
• If hired entertainers tell racist, sexist or offensive jokes and the employer does not fulfil its duty to protect employees from this unwanted conduct, it could be liable for harassment claims;
• Consider limiting the bar tab. Arguably it is irresponsible to provide limitless quantities of free alcohol to staff and a limitless free bar would not assist in defending any legal action resulting from an act carried out by a member of staff that was aggravated by alcohol consumption;
• Consider appointing a senior, responsible employee to stay sober, monitor behaviour and step in if necessary.
Christmas Gifts with a hidden agenda…
Given the inevitable gifts and invitations to other organisations’ Christmas festivities it is important for employers to be mindful of their potential liability under the Bribery Act 2010. The failure to prevent bribery and corruption is a strict liability and the only defence is if the employer can show that it has ‘adequate procedures’ in place to prevent bribery and corruption.
All organisations, irrespective of their size, should have policies in place and employees should be reminded of what is and isn’t acceptable. Liability arises from both offering and receiving bribes. Reasonable gifts and hospitality, such as a bottle of wine or an invitation to dinner should not raise too much concern, but if employees are whisked away on a private jet, sipping champagne to meet Father Christmas in Lapland, questions may need to be asked!
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