When recruiting IT staff, what is more important – skills or attitude?
Recruiting the right person is one of the most critical decisions you will make. A bad recruitment decision can take years to correct. What should you value more, skills or attitude?
Imagine this – over the last few years, you have recruited a number of people and dealt with a deluge of CV’s across your desk. Filling a job though requires more than what is simply listed on a CV. The new person has to be fit for your IT team, the company as a whole and must possess the skills necessary to get the job done at the standard you expect. Have you ever made a recruitment mistake that has come back time and time again to haunt you?
Sometimes, through the CV review and interview process, one person may just jump to the top of this list and this can be for a variety of reasons. This person may have a considerable amount of experience which is well matched against your role, they may have worked within your industry previously, or for some they may simply have hobbies that will fit into the culture of your team. When there is a superstar CV or interview that outshines the rest, this is a great situation to find yourself in.
However, consider the following:
Candidate 1 has an incredible background, will accept the role and at the salary on offer, but his attitude is a little off. Perhaps he feels that IT is in a “command and control” role, or his ability to work with people is somewhat limited.
Candidate 2 has a great attitude and would fit into the current team seamlessly, but his experience isn’t quite up to par with Candidate 1, although he does have enough experience to get by.
What would you do?
Here’s what I would do – dismiss Candidate 1.
Why?
We all know that you can teach hard skills, but teaching attitude or other soft skills is extremely difficult but sometimes this can be overlooked in an interview situation due to the desire to get the best person for the job. As for Candidate 2, using a probationary period, I’d likely give that person a chance and see if he can come up with the requirements of the job. The right attitude is so important when adding to an already established team.
One of our clients has this exact situation earlier this year when they recruited a Network Administrator. He interviewed a number of potential candidates, but the person he ultimately selected wasn’t the strongest from a technical perspective, although that said, he was in no means “weak”. His attitude was (and still is) really good and his work ethic and approach to get the job done is superb. Since day one, he has worked hard to come up to speed in the necessary areas and has exceeded every expectation. Feedback from his team is that he has gone out of his way to ensure his knowledge what is required for the job and is able to effectively handle tasks necessary for the role. Would a candidate with more experience but with an attitude a little off kilter have succeeded as well in the role? Would they have fit into the team culture, or would they have simply got the job done without contributing anything over and above?
In summary – if one person has less skills that they next but still satisfies enough of the skill requirements for the role AND has a good attitude, they are worth their weight in gold. After all, you can teach technical skills if you have an engaged, committed employee.
We can help
Here at Langley James, we can save you time and ultimately money by sending you a shortlist of candidates who not only have the right skills and attitude to fit into your culture but are also able to add value. We pride ourselves on really knowing our candidates. We have in-depth knowledge of their experience, even down to the individual projects they have worked on and their most proud achievements. We have access to those details that you just can’t glean from a CV alone. Our talented and specialised resourcers work hard to ensure that candidate we send over to you are not only a match for the role, but also for your business.
Lean management is purported to be the most clean, efficient business practise: minimising outgoings while maximising profit.
What if, instead of maximising your resources, lean management is starving your innovation, quality, customer service and team motivation… and putting your reputation on the line?
Could lean management be extinguishing the furnace that drives your business for good?
Starving Innovation
With team members stretched to their limit, do they have time to think creatively or just reactively?
The economy is changing: are you too ‘lean’ to adapt?
Starving Quality
Is your workforce too pressured to notice detail?
Have you avoided upgrading resources due to cost? It can often more expensive to fix problems repeatedly than to replace hardware or applications.
Starving Customers
Lack of investment into innovation and quality has immediate effect on your most vital resources: your customers. Are you feeding them enough to keep them coming back or will they look for pastures new?
Have you got the resources to continually research your market, ensuring your competitors don’t pip you to the post with new ideas?
Starving Profits
With business picking up have you got the resources to look at the finer financial details of all your departments?
Investment in an excellent Business Analyst can save you thousands on hidden losses and boost growth without cutting down in the areas that matter.
Starving Talent
Quality candidates currently have their pick of exciting opportunities. Will they be attracted to a ‘too lean’ environment?
There are many exciting, new opportunities currently available in the IT industry, will you be able to keep your best people?
Heading for burnout
Are your existing team members too stretched to enjoy their jobs?
Are they demotivated and headed for burnout?
People are the Fuel of your Business
Growth is happening. Can your IT Department cope with the increased pressure of demand?
Does sickness and absence further stretch your resources and demoralise your team?
Could fattening up your staffing levels boost motivation, innovation, quality and profits?
We Can Help Here at Langley James we know how to find the most talented, vibrant IT professionals available, from Web Developers to IT Managers, Business Analysts and everyone in-between. Whatever your requirements, permanent or contract, and up to the highest level of seniority, we can match you with the ideal candidate to help your business grow.
To discuss your IT recruitment needs please call us on 0207 099 4839 or email us at langleyjames@langleyjames.com. We’d love you to join in the conversation.
“Unleashing Innovation: The Power of an Internal
IT, Tech and AI Department Over Outsourcing”
Internal IT department being innovative,
In today’s fast-paced business environment, innovation is key to staying ahead of the competition. One area where innovation plays a crucial role is in the realm of IT, Tech and AI. Many companies face the decision of whether to have an internal IT, Tech and AI department or to outsource their IT, Tech and AI needs. While outsourcing may seem like a cost-effective solution in the short term, there are several reasons why having an internal IT department is the best choice when it comes to fostering innovation.
One of the main advantages of having an internal IT, Tech and AI department is that the personnel are intimately familiar with the business and its unique needs. Unlike outsourced IT, Tech and AI providers who may work with multiple clients and industries, internal IT staff have a deep understanding of the company’s operations, goals, and challenges. This insider knowledge allows them to tailor IT, Tech and AI solutions that are specifically designed to meet the company’s needs and drive innovation.
Another key benefit of an internal IT, Tech and AI department is that the staff are fully committed to the success of the company. Unlike outsourced providers who may have other clients and competing priorities, internal IT, Tech and AI personnel are dedicated solely to the company they work for. This level of commitment and loyalty can lead to greater dedication to finding innovative solutions that drive the business forward.
Additionally, internal IT, Tech and AI staff are an integral part of the fabric of the company. They are immersed in the company culture, values, and goals, which allows them to align IT initiatives with the overall strategic direction of the business. This alignment is essential for driving innovation that is in line with the company’s long-term objectives.
When it comes to innovation, having an internal IT, Tech and AI department also fosters a culture of collaboration and creativity. Internal IT, Tech and AI staff work closely with other departments and teams within the company, allowing for cross-functional collaboration that can lead to breakthrough innovations. This level of integration is difficult to achieve with outsourced IT, Tech and AI providers who may not have the same level of interaction with the rest of the company.
In conclusion, when it comes to fostering innovation, having an internal IT, Tech and AI department is the best choice for companies looking to stay ahead of the curve. Internal IT, Tech and AI personnel bring a deep understanding of the business, a high level of commitment, and a culture of collaboration that is essential for driving innovation. If your company is looking to build a strong internal IT, Tech and AI team, consider partnering with Langley James. With over 25 years of experience in assisting companies with the recruitment of permanent IT, Tech and AI staff and IT, Tech and AI contractors, Langley James can help you find the right talent to drive innovation and success within your organisation.
Founded by James Toovey, a highly respected and experienced recruitment industry professional and established for 14 years, Langley James is the leading IT Recruitment Consultancy in London.
We pride ourselves on providing a specialised and tailored service to every one of our clients that keeps them coming back for more. We don’t have to waste time canvassing for vacancies, so every minute of our time is spent finding you the perfect superstar to add to your business. We are dedicated to ensuring your absolute satisfaction.
How do we achieve this?
It’s simple, every aspect of our business has been designed from your perspective.
We are here when you need us: our opening hours are longer than other recruitment consultancies, 8am – 8pm Monday to Friday.
We provide you with your own dedicated client manager who will get to know both you and your company in depth.
We prioritise quality over quantity. Rather than bombard you with unsuitable candidates, we make a simple promise: “We will find you 3 qualified candidates, in 3 days – guaranteed!”
We ensure our candidates are a perfect match to your business and requirements, not just the job title.
We don’t just rely on advertising vacancies: we maintain a database of over 50,000 contract and permanent candidates actively seeking a new opportunity. Our consultants are also experts at head hunting professionals who are not available on the open market.
Who do we recruit? Here at Langley James, we are not just IT Specialists. Each of our consultants has an in depth knowledge of a specific area, be that in Development or Infrastructure. This means that when you entrust us to look after your IT recruitment needs you will be given advice based on the latest in industry developments. We also know how to listen, so we can find the ideal person to fit your exact requirements. We ensure the candidates we select are not only qualified, but that they are perfect for you and your business.
Just a few of our recently filled roles include:
Leadership Roles CIOs & CTOs – IT Directors – IT Managers – Project Managers
Development Analyst Developers – Chief Architects – Database Administrators
Infrastructure Business Analysts – Trainers – Senior Systems Engineers
Don’t take our word for it, take a look at what our clients have to say.
Langley James really took the time to work with me to understand my requirements. It was obvious they appreciated every business has specific needs. I did not receive a flood of CV’s but a carefully selected few. Interviewing can be a real pleasure when you get the right people through the door and a successful candidate was chosen from a competitive list. IT Manager, Engineering Firm, London
And this is just one of our many happy clients – there are plenty more! In fact, we have so many companies looking to take advantage of our boutique offering, that in the last 6 months we have doubled our headcount to ensure we continue to deliver service excellence and enable our clients to recruit someone worth recruiting.
Are you ready to recruit someone worth recruiting? We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 099 4839 or email us at jt@langleyjames.com and one of our consultants will be happy to advise you.
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 2026 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!
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
Halloween can be an enjoyable time of year or a very scary time for others… a lot like recruitment! The uncertainty of not knowing if your new hire is going to be a trick or a treat can be a worrying time for many.
As a Recruitment Agency we hope that they are all sugary filled sweets or interesting stickers as many are suggesting. However, embarking on a recruitment campaign without fully vetting your candidates can lead to a nightmare situation further down the line.
To avoid any ghastly surprises we have some top tips to help you work out if your new hire has any skeletons lurking in their closet.
Interviews
Don’t just conduct an interview because it’s the “done thing” to do, the parameters of interviews are constantly changing and are becoming less and less of the old corporate and let’s be honest occasionally boring interview style.
Revamp your interview techniques, something new and exciting because the age old question of “What is your weakest skill” has been batted around for far too long!
Use the time to get to know your candidate, even if you aren’t working with them directly. Get to know their personality, as we all know everyone is on their best behaviour for an interview.
We’re not saying go all out and ask Taboo Interview questions but take the time to understand how they tick, their likes and dislikes.
Scenario based questions are a fantastic way of seeing how your potential new hire would handle a situation- Does their answer send shivers down your spine or make you want to shout joy from the rooftops?
Meet the Team
A vital part of a recruitment campaign is your candidate meeting the rest of the team. Your current team are the heart of what you do ensuring that the ghost train keeps on moving. Is this new hire going be a chink in the track or that extra bag of much needed coal to help you steam on ahead?
Your candidate will feel more relaxed around a team environment as these current aliens will show your new hire the ropes. With any luck ET may have finally made it home in your team.
By meeting the team you can see how they interact with colleagues and how well they fit in.
Trial Day
Trial days generally go one of two ways, brilliantly or a complete disaster. This is because it allows you to see how the candidate reacts to real life situations in your business. It can be hard for a candidate to get the time off for a trial day. If they can go for it, what have you got to lose?
On the rare occasion a new hire turns into a disaster, don’t knock your own judgement, they could be one of the best actors you have ever met!
(Queue ghostbusters music) Who you gonna call? Langley James and let us find you “Someone Worth Recruiting”.
It not only costs the company money but also reflects poorly on your ability as a hiring manager. So how can you see behind the disguises that so many candidates put forward?
A qualified recruitment partner not only knows the industry, but also takes the time to get to know your company and specific recruitment needs.
At Langley James our detailed testing and vetting process takes a critical assessment of candidates skills, experience, abilities and personality so that we know they can not only do the job, but will also be a good fit and add value to your business.
We specialise in IT and HR recruitment, finding people worth recruiting.
It’s all great fun until you’re the one who ends up with the trick instead of the treat. The hire that went wrong, the person who can’t do the job after all.
If you want to skip the trick and score the treat, then you need a recruitment partner who not only knows the IT industry and how to identify a high calibre candidate, but also someone who gets to know your business well enough that they can help you clearly define your IT recruitment needs.
We test, evaluate, vet and interview thoroughly so that the candidates we present as a shortlist are qualified and suitable. We eliminate the tricksters from the list and present only the treats. People worth recruiting!
When it comes to writing a Job Description for IT, Tech or AI roles, it’s important to follow a few ground rules.
Not only should each employee have a clear job description as part of the HR process, crafting the perfect job description can actually help you to secure the best talent. But it’s not just that! A poor job description, or none at all could actually be preventing you from hiring the best IT, Tech or AI talent.
Here’s our top tips to make your next IT job description the best yet.
Job title – stay away from buzzwords
Ensure that you keep your job title simple by using keywords that accurately describe the role. Keep away from using complicated jargon. For example, stick to using standard experience levels such as ‘senior’ rather that ‘VI’. Whilst it’s important to stand out when recruiting, keep the job description as factual as possible to avoid room for confusion.
To begin with, focus on the job title. A job title is the start of the process and will be used to advertise your role. Consider the level of expertise you want for the job, not just the role itself. If you are looking for a 2nd Line Support engineer, but the experience you need is more Systems Analyst, you’ll need to remember that the job title may put some people off. It’s the age of LinkedIn and people are proud of their achievements and their career. Do bare this in mind when writing your job description.
Job summary – the start of a IT, Tech or AI job description
Standing out in a crowded market can be hard. The demand for talent for IT, Tech or AI jobs is rising each month. Begin by capturing a candidate’s attention with a short and engaging summary. This should include the expectations of the role and a brief overview of your company. Why are you unique and why is working for you such a fantastic opportunity? Think of the job description as another step in the journey. Remember that it’s usually what a candidate sees before they come for an interview. Don’t lose their interest at this stage. Remember to still sell the opportunity!
Here’s a top tip to help you stand out –
In the current market more and more that candidates are looking to give something back and this could be your chance to shine. Ask yourself ‘How does this role contribute to making people’s lives better, or solve existing problems?’ then fill in the blank – ‘come and join a team dedicated to…..’ You may be surprised how effective this can be.
Include clear responsibilities and duties for your role
Less is most definitely more! Whilst you want to clearly define the main responsibilities of the position, make them detailed yet concise. If there is a lot of responsibilities with the role, why not group them into categories? This will make them much easier to read and absorb.
It’s also important to think long-term too. We advise thinking about how this position will contribute to the goals and business objectives of the company. Is there the potential for advancement for candidates? By presenting the whole opportunity, you will attract the best candidates.
Refresh often
When you look to hire, do you go to HR and dust off that old job description again? Has the experience needed changed? Is the culture different now? It’s important to make sure that you review and even re-write your job descriptions regularly. Make sure that it is still fit for purpose!
One of the things that has changed for most companies is flexibility with working from home. In fact, there was an article in The Times that showed how software engineers in particular we in control of working arrangements due to the candidate shortage. If you have a work from home policy, it’s important to include reference to this in the job description.
TOP TIP: – get your employees involved when writing your job description! No one knows the job better than those that already do it.
Things to avoid when writing your IT, Tech or AI job descriptions
Discrimination – Be aware of unconscious bias’s
Asking too much – Unrealistic expectations could prevent star candidates from applying
Negativity – Be sure to write the description in a positive tone
Forgetting about structure – Make the job description easy to read. Bullet points are always a good idea!
Being mysterious – Be intriguing without holding back crucial information
Mistakes – Check and check again for mistakes. Candidates will be quick to judge if there are spelling mistakes!
Following these 5 steps to writing a fabulous job description could help you secure your ideal IT, Tech or AI candidates.
Is it time for your business to hire an IT, Tech or AI contractor? With a continuously shrinking talent pool and an increasing demand for talent, it can mean that recruiting the perfect permanent candidate takes longer than before. But your business still needs to succeed. What isn’t being achieved whilst you are waiting for the right candidate. What impact is that having on your business. In a perfect world, you’d wait for the right IT, Tech or AI candidate, but if we’ve learnt anything from the past few years, we do not live in a perfect world.
However, there are positives. The changing needs of organisations and employees alike has resulted in more IT, Tech or AI candidates moving to non-standard employment. The quality and diversity of IT, Tech or AI talent makes the contract market an attractive prospect for many employers. So if you are still waiting to find the perfect candidate, or have a need for a specific talent as soon as possible, it may be time to hire an IT, Tech or AI contractor.
8 key reasons to hire an IT, Tech or AI contractor
Less risk. As many as 60% of new hires are not working out to some degree, according to the latest research! And when a bad hire costs businesses, on average, around £114,000 per employee, it’s a risk a lot of businesses can’t afford to take. Especially in the current market. When you hire an IT contractor, it mitigates the risk of bringing in a poor hire and the associated costs.
Perfect for projects. Most projects, whether one off, or ongoing, need access to a particular set of skills. If you don’t currently have the skills in house and you are unable to secure the right permanent candidate, it’s time to hire an IT, Tech or AI contractor. It may be that you have a short-term project and don’t have the budget, or the on-going work to hire a permanent. More on budget later.
Specialist skills. If there is a skills gap in your current team, you can hire an IT, Tech or AI contractor to plug that gap. By hiring a contractor, you can maintain the quality of work while an employee is away from the business. Whether that be extended sick leave, parental leave, or resignation. Hiring an IT, Tech or AI contractor is a quick way to enable you to continue with business as usual.
Ease workload. When someone leaves your team, who picks up the additional workload? Your current team. This can put additional strain on your existing team members and can even result in additional resignations. Reduce the likelihood of this when you hire a contractor.
Tap into a fresh perspective. Most of the time, when you hire a contract, you tap into a huge amount of expertise. Having someone in your team who has a lot of experience working for multiple companies can really be more beneficial than you realise. Using their past experiences, they can bring new and exciting things to your business, meaning you could be in a position to tap into this a fast-track certain areas of growth.
Flexibility. If you have a project that needs completing, or you are experiencing a temporary increase in work, an IT, Tech or AI contractor could be the perfect answer. Also, if you suddenly have a drop in demand, you don’t have to continue to use the services on a contractor. This can save your business money by only paying for the services of a contractor when you need them.
Cost savings. Yes, it’s true that contractor rates are usually more expensive than a permanent salary. However, it can still work out cheaper to hire a contractor. With a contractor, the daily rate is all you pay. There’s no paying into pensions or other benefits. It gives a certainly of cost so works particularly well if you have a set budget.
Speed. Most IT, Tech or AI contractors are available at short notice and are ready and prepared to start work. No more waiting for notice periods, where literally anything can happen. With the market as it is, there are many candidates being offered multiple jobs in IT and this makes the notice period an unnerving time. Reduce that risk and get someone in place quickly when you hire an IT contractor.
Using Langley James to hire an IT, Tech or AI contractor.
We can supply you with an expert IT, Tech or AI contractor, within budget, to carry out your project to a strict timeframe. Giving you peace of mind by knowing the exact cost of the project from the outset. And allowing day to day IT, Tech or AI operations to carry on as seamlessly as possible.
Let us find you an expert IT, Tech or AI Contractor who not only has the t-shirt but is going back to remake the film. Now is a great time to get on with those projects that have been hanging around and getting specialist contractors has never been cheaper than it is now. You can buy in an expert who can turn a project around to a set schedule and budget.
We have been recruiting IT, Tech contractors and permanent IT, Tech staff since 1999. We have an extensive network of experienced contractors as result. Get in touch with our expert team today to find out more about hiring an IT, Tech or AI contractor today.
When it comes to hiring in IT, Tech or AI, there seems to be a disconnect in the market with regards to expectations on timescales. It’s a candidate driven market and the power is in their hands. Are you losing out on securing strong candidates?
With the skills shortage still having a big impact on IT, Tech or AI roles, how do you make sure that you can still secure the best and quickly?
But it’s not just securing the best candidate, it’s also the reputation of your company. You need a hiring process that’s able to set expectations with candidates. This way, even if a candidate isn’t successful in securing a role with you, they will have had a positive experience. They may share this with their friends. You never know, they could have people in their network who could be your next perfect hire.
So, if you’re looking to secure the best IT, Tech or AI talent, this blog is for you.
Or, maybe you’re a job seeker, wondering how long securing a job can take, and what happens behind the scenes of the hiring process?
Candidate expectations of your recruitment process
Candidates expect the process of securing a job to be quick. They need a short, hassle free application process that keeps them engaged throughout.
Research suggests that a high percentage of candidates expect an initial response to an application within a week at maximum. They expect to attend interview within a week, followed by same day feedback from interviews attended. Without keeping communication consistent, engagement will reduce. And this can decrease the likelihood of top IT, Tech or AI talent accepting a job offer. It can even influence candidate’s perception and likelihood of future applications.
Clients – keep this in mind when you’re moving top talent through the hiring funnel.
Top 3 reasons why you should consider candidate expectations when hiring
Candidates are in demand: With a high skills shortage in the IT, Tech or AI market, companies are left fighting over the best of the best. Without an efficient hiring process, candidates will disengage.
Candidates have multiple opportunities at their fingertips: More than likely, talented, highly experienced candidates will be arranging 3-4 interviews a week. Actually, this figure may be even more now. With remote working and video interviews, candidates are able to ‘attend’ multiple interviews a day. Therefore, if your hiring process is slow, there are plenty of other options available to attract them.
Candidates with low engagement may engage with your competitors: There’s nothing worse than witnessing top talent involved in your hiring process accepting a role with your competitors. If your hiring process is unnecessarily lengthy, overcomplicated or disengaging, candidates will go elsewhere.
Hiring in IT, Tech or AI – we can help you to secure the best candidates
At Langley James, we live and breathe the IT, Tech or AI market. We’ve been doing so since 1999 and we have a strong reputation for having our finger on the pulse.
We can advise you on best practice to secure the best IT, Tech or AI candidates. Whether it’s time to hire, salary guides, or contractor availability, we have the answers for you.
Here’s our tips for a successful IT Tech or AI recruitment process –
Aim where possible to provide CV feedback within 24 hours. If you’re not, then your competitors will be!
Communicate timescales to your recruiter. This helps us to manage the expectations of candidates to keep them engaged. this includes the number of interviews in the process, any testing etc.
Conduct interviews within 3 working days of CV feedback and give interview feedback within 24 hours
When making an offer, ensure that you get a contract or offer letter to us on the day of verbal acceptance. This will help prevent someone accepting another offer, even after giving verbal acceptance
Delays should be avoided as much as possible. But if a delay is unavoidable, let us know and we will do the rest.
And our final tip – bear in mind that websites like Glassdoor are an open review platform where not only employees but also candidates who have experienced your recruitment process can leave a review. Protect your brand.
If you are looking to fill an IT, Tech or AI role and require support to ensure that you can find, and offer, the best candidates, contact our team today. Likewise, if you are a job seeker, looking for a quick turn around when securing a job, we can support you too!
0207 099 4839 or e-mail us atlangleyjames@langleyjames.com
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