IT Recruitment experts have been persuading employers to weigh a candidate’s soft skills over their hard skills when recruiting. Employees can learn technical skills on the job, while things like collaboration or creativity are often more challenging to nurture.
Until recently, there has been little focus on soft skills. Plus, in a pre- Covid candidate-driven market, it was difficult to find good candidates without adding more requirements
Now mid pandemic, the stakes could not be higher. In no time at all, the lowest unemployment rate in recent history transform into one of the highest as the pandemic runs rampant through the economy.
The impact on recruiting has been high. Most companies are recruiting on more restricted budgets with fewer resources. Suddenly, a soft skill like adaptability is one of the best qualities a candidate can have.
Employers’ priorities have changed. Maybe it took a pandemic to finally prioritize soft skills.
Leading up to the pandemic, soft skills were always a factor for recruiting decisions, but they were not essential requirements. Traits like adaptability and flexibility have always been requested in a candidate, but not necessarily compulsory.
In this current market, employees who are not adaptable or flexible, open to frequent changes in priorities, and can demonstrate a history of that, are not being offered the job!
So what does adaptability look like?
Willing to help with tasks as needed, even if someone was hired for something different
Taking over a colleague’s role
Working on a different project than qualified for.
In today’s new paradigm, flexibility, strong communication skills, and the ability to adapt as working conditions evolve are the most important qualities a candidate can have. This is a shift in priorities that we at Langley James IT Recruitment are seeing across many sectors.
A survey carried out in July 2020 of 700+ recruiters on everything from how they were using their time during COVID-19, to whether or not they were on a hiring freeze. The results demonstrated a resilient picture during this crisis. When it came to skills prioritised in recruiting, over 60% of respondents agreed that they will need to recruit employees with skills that were not necessary pre-pandemic. These included:
Adaptability (68%)
Communication (60%)
Technology proficiency (58%)
Resilience (47%)
Change management (28%)
Why are these skills considered “new” by recruiters in 2020? Experts have been practically screaming this to employers for years to prioritise such skills.
Maybe it took extreme external pressure to change old habits and priorities. With Businesses across all sectors are facing new levels of uncertainty, we are seeing soft skills come into their own. The challenge going forward, though, will be how to screen for them.
The Impact on Screening
Perhaps another reason why recruiters have been slow to prioritise soft skills is that these skills can be tricky to measure. Employers need to standardise screening for soft skills through a mixture of behavioral interviewing and automated assessments during their hiring process to help recruit managers address and measure capabilities accordingly. Here are three best practices we at Langley James IT Recruitment have found can help:
Apply empathy. It’s important to screen for adaptability, but you also have to show candidates your business is adaptable and empathetic, too. While the pandemic has resulted in a plethora of candidates to the market, that doesn’t mean recruiting will be easy. Most employees want to feel safe in their place of work and know that their employer will look after them if they get sick.
Apply behavioral interviews. Communication is part of daily work, and the best way to know if a candidate has good communication skills is to understand how they handled situations in the past. Behavioral interviewing allows you to do just that and role-play to understand those experiences.
Apply automation. Automated assessments allow for reduced bias and the ability for recruiters to cast a wider net.
It is difficult to predict whether the prioritisation of soft skills will become normalised after COVID-19, . The workplace is changing and the things that make people human — empathy, creativity, resilience, and emotional intelligence — will always remain the greatest assets as employees.
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 an IT job description, 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.
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. The demand for talent for IT 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 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!
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 yesterday (15.08) 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 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.
Is it time for your business to hire an IT 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 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 candidates moving to non-standard employment. The quality and diversity of IT 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 contractor.
8 key reasons to hire an IT 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 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 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 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 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 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 contractor.
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.
When it comes to hiring in IT, there seems to be a disconnect in the market with regards to expectations on timescales. It’s a candidate driven market and the power is in their hands. Are you losing out on securing strong candidates?
With the skills shortage still having a big impact on IT roles, how do you make sure that you can still secure the best and quickly?
But it’s not just securing the best candidate, it’s also the reputation of your company. You need a hiring process that’s able to set expectations with candidates. This way, even if a candidate isn’t successful in securing a role with you, they will have had a positive experience. They may share this with their friends. You never know, they could have people in their network who could be your next perfect hire.
So, if you’re looking to secure the best IT talent, this blog is for you.
Or, maybe you’re a job seeker, wondering how long securing a job can take, and what happens behind the scenes of the hiring process?
Candidate expectations of your recruitment process
Candidates expect the process of securing a job to be quick. They need a short, hassle free application process that keeps them engaged throughout.
Research suggests that a high percentage of candidates expect an initial response to an application within a week at maximum. They expect to attend interview within a week, followed by same day feedback from interviews attended. Without keeping communication consistent, engagement will reduce. And this can decrease the likelihood of top IT talent accepting a job offer. It can even influence candidate’s perception and likelihood of future applications.
Clients – keep this in mind when you’re moving top talent through the hiring funnel.
Top 3 reasons why you should consider candidate expectations when hiring
Candidates are in demand: With a high skills shortage in the IT market, companies are left fighting over the best of the best. Without an efficient hiring process, candidates will disengage.
Candidates have multiple opportunities at their fingertips: More than likely, talented, highly experienced candidates will be arranging 3-4 interviews a week. Actually, this figure may be even more now. With remote working and video interviews, candidates are able to ‘attend’ multiple interviews a day. Therefore, if your hiring process is slow, there are plenty of other options available to attract them.
Candidates with low engagement may engage with your competitors: There’s nothing worse than witnessing top talent involved in your hiring process accepting a role with your competitors. If your hiring process is unnecessarily lengthy, overcomplicated or disengaging, candidates will go elsewhere.
Hiring in IT – we can help you to secure the best candidates
At Langley James, we live and breathe the IT market. We’ve been doing so since 1999 and we have a strong reputation for having our finger on the pulse.
We can advise you on best practice to secure the best IT candidates. Whether it’s time to hire, salary guides, or contractor availability, we have the answers for you.
Here’s our tips for a successful IT recruitment process –
Aim where possible to provide CV feedback within 24 hours. If you’re not, then your competitors will be!
Communicate timescales to your recruiter. This helps us to manage the expectations of candidates to keep them engaged. this includes the number of interviews in the process, any testing etc.
Conduct interviews within 3 working days of CV feedback and give interview feedback within 24 hours
When making an offer, ensure that you get a contract or offer letter to us on the day of verbal acceptance. This will help prevent someone accepting another offer, even after giving verbal acceptance
Delays should be avoided as much as possible. But if a delay is unavoidable, let us know and we will do the rest.
And our final tip – bear in mind that websites like Glassdoor are an open review platform where not only employees but also candidates who have experienced your recruitment process can leave a review. Protect your brand.
If you are looking to fill an IT job and require support to ensure that you can find, and offer, the best candidates, contact our team today. Likewise, if you are a job seeker, looking for a quick turn around when securing a job, we can support you too!
When it comes to recruiting, it is essential to make the right choice and this means being able to attract talented individuals. Attracting talent is not just about instructing a number of agencies. The right agency will be able to not only attract candidates from a multitude of different areas and networks in the right places, but also represent your company in a way that will ensure they want to join, especially in competitive times such as these. Highly qualified and experienced individuals now have their pick when it comes to joining a company, so it is important to choose the right recruitment partner for you.
Clear Job Description Job descriptions are often thrown together quickly and without a lot of thought, but this can be a major error to make. Often, job descriptions are simply an exhaustive list of duties and expectations whereas the focus really needs to also be on what you can offer the candidate. Don’t forget the WIIFM – What’s In It For Me. Make sure you are clear about any incentives you can offer, including salary increments, bonuses and flexible working. This is the first thing a candidate sees from your company and it’s a really important first impression. Don’t lose the best people with a poor spec – we are happy to offer advice and guidance.
Quick Response Don’t wait for weeks after the closing date of your application to get back to the agency regarding the candidates as this is the sure-fire way to lose good people. You should endeavour to respond to applications within 24 hours and get interviews set up within a day or two. With the market as it is at the moment, talented candidates looking for new roles are having back to back interviews and choosing from up to 5 offers within a week! They have a lot of choice, so the quicker you act, the more professional you will look and the more likely you will secure your next superstar.
Positive Interviewers Choose your interview panel wisely. If you have two positive, energetic interviewers, they will instantly make the company appealing. Remember that an interview should be a 2 way conversation and is as much about the candidate asking questions as it is the interviewer. It’s a fine line between really selling the role and delving into the technical requirements – getting the balance right is the challenge. You may want to read more in our Taboo Interview Questions blog.
On-boarding The last thing you want is to go through the whole hiring process, only for the candidate to leave after the first few days. This is frustrating and it can also be damaging to the reputation of your company. The first few days are imperative for helping to ensure people join your business and stay, so introduce a strong and engaging induction process. Make sure candidates know their way around and the departments they will be involved with. Introduce them to people and don’t leave them wandering around aimlessly. Simple steps like making sure they have someone to spend lunch with can go a long way to getting the best out of them and to help ensure high retention levels and a strong reputation.
For these and other advice to attract the best people to your company in this highly competitive market, why not give us a call on 0207 788 6600 and find out why so many companies chose Langley James as their trusted recruitment partner.
ForMi is a digital tool that for assists delivering effectice performance reviews to assist in development of your people in a way that empowers them to take ownership, builds and strengthens and support wellbeing
ForMi is a digital tool for delivering effective performace reviews
The application has been developed for businesses that want a committed and engaged workforce that are motivated to improve, have clear direction and are provided with equal opportunities.
Professional development activity is the foundation to achieving this but too often the coordination and administration of it becomes over bearing and consequently its effectiveness is eroded.
It is available as an App and a desktop solution, ForMi does all the things you would expect of a professional development tool (e.g. captures goals, achievements, documents review process etc.) but does this in an innovative way that negates the usual delivery challenges.
Does this sound familiar ?
“My reviews aren’t frequent enough.”
“Feedback and goals just get put in the drawer and forgotten about until the next review”
“As a manager. I just don’t have the time to complete all the reviews I’m supposed to”
“Reviews just focus on what I’ve done and not what I can do in the future”
“Reviews are too subjective and don’t eveidence my achievements”
“Feedback just comes from my manager which gives a too narrower view”
“Conversations just focus on ares of weakness, rather than capitalisinfg on my strengths”
“Trying to manage and develoop people working remotely is a real challenge”
ForMi Appraisal tool overview
ForMi Appraisal too overview2
ForMi is a person-centred planning and outcome recording tool for employees or individuals receiving personalised support. The system makes the whole planning, goal setting and review process come alive and gives ownership to the individual as far as possible which in turn motivates them to achieve and develop.
Features
Record a Person-centred strength-based personal profile
Set high-level individualised goals
Record baseline rating of each goal on 0-10 scale
Identify any relevant standardised KPIs or outcome frameworks
Tag personalised goals against standardised KPIs
Add actions and link to high-level goals
Set up individualised Circle of Support for each Supported User
Record Story in words and pictures on a timeline
Record and manage regular reviews to rate progress and outcomes
Set up Story Wall to capture achievements beyond programme end
Benefits
Supported individuals take maximum control of their own plan
The organisation manages the process through an online control panel
Individual’s progression is recorded in real time via an App
Professionals and others work together in a joined-up way
Personalised goals can be mapped against any standardised KPIs
Evidence of progression is both quantitative and qualitative
Story Wall allows individuals to keep a record of achievements
To find out more and get a demo of ForMi contact James – jt@langleyjames.com
Ministers have unveiled the Employment Rights Bill to help deliver economic security and growth to businesses, workers and communities across the UK.
Employment Rights Bill
Legislation introduced in Parliament to upgrade workers’ rights across the UK, tackle poor working conditions and benefit businesses and workers alike
Ahead of International Investment Summit, government reveals landmark reforms in under 100 days to boost pay and productivity, showing the benefits of a ‘pro-business, pro-worker’ approach
New balance for early months of a job at heart of pragmatic reforms to help drive growth in the economy and support more people into secure work
Employment Rights Bill will end exploitative zero-hour contracts and unscrupulous fire and rehire practices, while establishing rights to bereavement and parental leave from day one
On Thursday 10th October ministers have unveiled the Employment Rights Bill, introduced within 100 days of the new government coming to office, to help deliver economic security and growth to businesses, workers and communities across the UK.
Getting the labour market moving again is essential to economic growth with one in five UK businesses with more than 10 employees reporting staff shortages. Flexibility, for workers and businesses alike, is key to answering this challenge and is at the heart of the legislation to upgrade the law to ensure it is fit for modern life and a modern economy.
The existing two-year qualifying period for protections from unfair dismissal will be removed, delivering on the manifesto commitment to ensure that all workers have a right to these protections from day one on the job.
The government will also consult on a new statutory probation period for companies’ new hires. This will allow for a proper assessment of an employee’s suitability to a role as well as reassuring employees that they have rights from day one, enabling businesses to take chances on hires while giving more people confidence to re-enter the job market or change careers, improving their living standards.
The bill will bring forward 28 individual employment reforms, from ending exploitative zero hours contracts and fire and rehire practices to establishing day one rights for paternity, parental and bereavement leave for millions of workers. Statutory sick pay will also be strengthened, removing the lower earnings limit for all workers and cutting out the waiting period before sick pay kicks in.
Accompanying this will be measures to help make the workplace more compatible with people’s lives, with flexible working made the default where practical. Large employers will also be required to create action plans on addressing gender pay gaps and supporting employees through the menopause, and protections against dismissal will be strengthened for pregnant women and new mothers. This is all with the intention of keeping people in work for longer, reducing recruitment costs for employers by increasing staff retention and helping the economy grow.
A new Fair Work Agency bringing together existing enforcement bodies will also be established to enforce rights such as holiday pay and support employers looking for guidance on how to comply with the law.
Deputy Prime Minister Angela Rayner said:
This government is delivering the biggest upgrade to rights at work for a generation, boosting pay and productivity with employment laws fit for a modern economy. We’re turning the page on an economy riven with insecurity, ravaged by dire productivity and blighted by low pay.
The UK’s out-of-date employment laws are holding our country back and failing business and workers alike. Our plans to make work pay will deliver security in work as the foundation for boosting productivity and growing our economy to make working people better off and realise our potential.
Too many people are drawn into a race to the bottom, denied the security they need to raise a family while businesses are unable to retain the workers they need to grow. We’re raising the floor on rights at work to deliver a stronger, fairer and brighter future of work for Britain.
Business Secretary Jonathan Reynolds said:
It is our mission to get the economy moving and create the long term, sustainable growth that people and businesses across the country need. Our plan will give the world of work a much needed upgrade, boosting pay and productivity.
The best employers know that employees are more productive when they are happy at work. That is why it’s vital to give employers the flexibility they need to grow whilst ending unscrupulous and unfair practices.
This upgrade to our laws will ensure they are fit for modern life, raise living standards and provide opportunity and security for businesses, workers and communities across the country.
Alongside the legislation, a ‘Next Steps’ document for the Make Work Pay Plan has been published outlining the government’s vision and long-term plans and setting out our ambitions for the plan to grow the economy, raise living standards across the country and create opportunities for all.
Ending one-sided flexibility
The legislation will level the playing field where all parties understand what is required of them and good employers aren’t undercut by bad ones.
The bill will end exploitative zero hours contracts, following research that shows 84% of zero hours workers would rather have guaranteed hours. They, along with those on low hours contracts, will now have the right to a guaranteed hours contract if they work regular hours over a defined period, giving them security of earnings whilst allowing people to remain on zero hours contracts where they prefer to. According to TUC research nearly two thirds of managers (64%) believe ending zero hours contracts would have a positive impact on their business.
Ending unscrupulous employment practices is a priority for this government and none more so than shutting down the loopholes that allow bullying fire and rehire and fire and replace to continue. The government is closing these loopholes and putting in place measures to give greater protections against unfair dismissal from day one, ensuring that the feeling of security at work is no longer a luxury for the privileged few.
This bill turns the page on the previously ineffective, costly and conflicting approach to dealing with industrial relations that has brought so much disruption to businesses and livelihoods. lt repeals the anti-union legislation put in place by the previous administration, including the Minimum Service Levels (Strikes) Act legislation that failed to prevent a single day of industrial action while in force.
Employment Rights Minister Justin Madders said:
We know that most employers proudly treat their staff well. However, for decades as the world of work has changed, employment rights have failed to keep pace, with an increase in one-sided flexibility slowing the potential for growth in the economy.
The steps we’re taking today will finally right these wrongs, working in partnership with business and unions to kickstart economic growth that will benefit them, their workers and local communities.
From tackling fire and rehire to ending exploitative zero hours contracts, we are delivering a modern economy that drives up living standards for families across the UK.
Supporting working families
Too many people find that the current system isn’t compatible with the realities of everyday life, whether that’s raising children or supporting a loved one with a health condition. The government wants to make sure that everyone can get on in work and not be held back because work isn’t compatible with important family responsibilities.
That is why the government will:
Change the law to make flexible working the default for all, unless the employer can prove it’s unreasonable.
Set a clear standard for employers by establishing a new right to bereavement leave, with the entitlement sculpted with the needs of employees and the concerns of employers at the forefront.
Deliver stronger protections for pregnant women and new mothers returning to work including protection from dismissal whilst pregnant, on maternity leave and within six months of returning to work.
Tackle low pay by accounting for cost of living when setting the Minimum Wage and remove discriminatory age bands.
Establish a new Fair Work Agency that will bring together different government enforcement bodies, enforce holiday pay for the first time and strengthen statutory sick pay. It will create a stronger, recognisable single organisation that people know where to go for help – with better support for employers who want to comply with the law and tough action on the minority who deliberately flout it.
Beyond the bill
The Make Work Pay Plan doesn’t stop with this bill. Continuing to reform employment rights in line with changes to the economy and labour market is critical to maintaining growth, prosperity and opportunity. As an outlook to the future, the government has also today published a Next Steps document that outlines reforms it will look to implement in the future.
Subject to consultations, this includes:
A Right to Switch Off, preventing employees from being contacted out of hours, except in exceptional circumstances, to allow them the rest and get the recuperation they need to give 100% during their shift.
A strong commitment to end pay discrimination by expanding the Equality (Race and Disparity) Bill to make it mandatory for large employers to report their ethnicity and disability pay gap.
A move towards a single status of worker and transition towards a simpler two-part framework for employment status.
Reviews into the parental leave and carers leave systems to ensure they are delivering for employers, workers and their loved ones.
Responding to the government’s initiative, these businesses and employee groups have said:
Shirine Khoury-Haq, CEO of the Co-op, said:
We support the Government’s ambitions to strengthen rights for workers and value the co-operative approach to involve employers in the reforms. As the UK’s largest consumer co-operative, Co-op has long supported colleagues to have good working lives, with policies like our leading bereavement leave, day one right to request flexible working arrangements, and menopause support already in place. The positive impact of these policies is clear to see.
Being able to support colleagues when they need it, and in particular women, parents and carers, helps retain valuable talent and makes good business sense. We look forward to continuing to work with Government to make work pay and to deliver economic growth.”
Paul Nowak, TUC General Secretary, said:
After 14 years of stagnating living standards, working people desperately need secure jobs they can build a decent life on.
Whether it’s tackling the scourge of zero-hours contracts and fire and rehire, improving access to sick pay and parental leave, or clamping down on exploitation – this Bill highlights the Government’s commitment to upgrade rights and protections for millions.
Driving up employment standards is good for workers, good for business and good for growth. While there is still detail to be worked through, it is time to write a positive new chapter for working people in this country.”
Jane van Zyl, CEO at Working Families, said:
As campaigners for better rights for working parents and carers, we’re pleased there is hope on the horizon for the millions who stand to benefit from the transformational changes in the proposed Employment Bill.
Establishing workplace rights from day one and making flexible working the default could be the key to unlocking labour market mobility, with the promise of getting the economy moving and ensuring parents and carers are not held back in their careers. In addition, we welcome any strengthening of legislation that helps protect pregnant women and new mothers against losing their jobs unfairly at a vulnerable time in their lives.
The proposals in the Plan to Make Work Pay have the potential to remove barriers in the workplace, give a better start for new parents and reduce gendered roles in caring. The message it sends that worker’s rights matter, and the willingness to address inequalities, is very promising.”
Simon Roberts, Chief Executive of Sainsbury’s, said:
As one of the UK’s largest employers we put our colleagues at the heart of everything we do. We see the clear link between engaged, motivated colleagues and business performance and that is why we have increased colleague pay by over 50% in the last 5 years.
We share the Government’s vision of making work pay, enabling growth and driving productivity. We welcome today’s announcement and Government engagement with business to date and look forward to seeing progress on business rates reform, which would deliver real benefits for our colleagues, customers and communities.”
Peter Cheese, Chief Executive of CIPD, the professional body for HR and Learning & Development professionals, said:
We share the Government’s ambition to raise employment standards and job quality through the Employment Rights Bill as part of the wider Make Work Pay agenda.
The changes being proposed represent the greatest update in employment legislation in decades. We’re pleased to see the ongoing commitment from Government to engage with the business community to work through the important details to ensure they have a positive impact for both employers and workers.”
Jemima Olchawski, CEO of Fawcett Society, said:
Today’s draft employment bill is a win for women. Fawcett and our members have campaigned long and hard to see government chart a new course for inclusive economic growth and to improve women’s working lives. We share this government’s ambition to ensure all women can thrive at work and fully contribute to the economy.”
Mark Reynolds, Mace Group Chair and Chief Executive, said:###
Ensuring British workers are supported with strong employment rights benefits everyone – employers as well as employees. This package of reforms is a welcome insight into the Government’s plans and show that they have engaged extensively with businesses and taken a pragmatic approach. We’re pleased to support it; both on behalf of Mace and the wider construction industry. We look forward to working closely with the Government as they take these plans forward.”
Brian McNamara, CEO of Haleon, said:
It is crucial that the Government continues to engage with the business community on such an important piece of legislation and we welcome the dialogue to date. Haleon is committed to creating an inclusive culture that provides all employees with equal opportunities. This is central to our company strategy and will be core to our future success.”
Greg Jackson, CEO of Octopus Energy, said:
In formulating these proposals it’s clear that the government has listened to both workers and employers to create protections against bad practices while enabling good businesses to invest in growth and training. For example, the probation period will allow progressive employers to give a chance to people without typical experience or educational backgrounds, opening up new opportunities for them in great careers.”
Chris O’Shea, CEO of Centrica, said:
As the largest Unionised workforce in the energy sector, we are pleased to see the Government publish their landmark legislation providing more rights and flexibility to employees.
At Centrica, we offer a range of policies to support our 21,000 colleagues including flexible working and health and wellbeing support from day one, a leading 10 days paid carers policy, our Pathway to Parenthood which offers comprehensive financial support towards fertility treatment alongside paid leave to for any fertility, adoption or surrogacy appointments, and additional support for neurodivergent colleagues. It’s the right thing to do and we want to help our employees and share best practices with others. Our experience shows that there is a clear business case for doing this with savings from increased retention and ensuring colleagues don’t have to take unplanned absences.”
Helen Dickinson OBE, CEO of the British Retail Consortium, said:
As the country’s largest private sector employer, employing three million people, the industry stands ready to work with government to ensure these reforms are a win:win for employers and colleagues, and maximise employment opportunities, investment, and growth. Many of the expected provisions, including stopping exploitative contracts and offering flexibility in employment, are things that responsible retailers already do. Introducing these standards for everyone means good employers should be competing on a level playing field. We look forward to engaging the government on the details, including around seasonal hiring and the use of probation periods.”
Kate Nicholls, CEO of UKHospitality, said:
I’m pleased the Government has recognised the importance of flexibility to both workers and businesses. This is crucial for hospitality, which employs 3.5m people and provides countless flexible roles for working parents, students, carers and many more.
We look forward to continuing our engagement and consultation with the Government on its plans, which are not without cost, to get the details right for all parties.”
Allison Kirkby, Chief Executive, BT Group, said
BT Group believes that a strong economy is one that works for everyone, and has already adopted many of the measures that will be covered by this legislation. It will be crucial to get the details right, to avoid unintended consequences and keep the UK competitive, and we welcome the constructive, consultative approach that the Government is taking.
Benjamin Knowles, CEO of Pedal Me, said:
Fair employment is central to an equitable society – so we’re pleased to see these regulatory changes including strong measures to tackle the undermining of fair employment through the gig economy, levelling the playing field.
If you’re looking for the best possible candidates for interview, get in touch with our teamtoday. We specialise in permanent and contract IT recruitment, helping companies just like you source the very best candidates!
The IT jobs market is HOT right now! With lots of jobs and not enough candidates, it’s more important than ever that you choose the right IT recruiter for you.
If you’re looking for the ideal IT recruiter for your company but feel overwhelmed with the number of recruitment agencies out there, keep reading. From characteristics of a good recruiter, to ways of finding the best fit for you, here’s a go to guide:
Consider your company needs
What are you recruiting for? And how do you make sure you choose the best agency for you? Understanding your company needs is key when looking for your IT recruitment agency of choice. Therefore, you should look to the agencies who specialise in IT and the specialist role you are looking to recruit. Agencies that are true specialists will have a stronger network in their sector than a ‘one size fits all’ recruiter.
Consider your budget
It goes without saying that it is imperative that you take your recruitment budget into consideration. However, many recruiters work to different percentages. Some will even reduce their rates for multiple roles or exclusivity. So remember to ask that question to help ensure that you find a recruiter who’s within your reach financially.
Qualities of your ideal IT recruiter
Specialised knowledge: Are you recruiting for a specialised area of business? Say you’re looking for a Systems Analyst who has the ability to use all the latest technologies and methodologies. It makes sense to collaborate with a specialised recruiter, who understands the ins and outs of what it takes to succeed in this role. Some recruiters will have even worked in their chosen specialism themselves.
Shared values and working styles: It is crucial that you work with a recruiter who understands and even shares your values and ways of working. Collaborating with a recruiter should make your job easier and take away any stress. This is equally important when it comes to considering your candidate experience. A recruiter is the first point of contact for candidates in your application process. Make sure you are happy for them to represent you.
Experience: Another way to understand whether a recruiter is ideal for your business is to take their previous experience into consideration. Have they worked on this area previously? Do they regularly work on senior placements? What success stories can they share with you. With the market as it is at the moment, it’s really important to partner with an experienced IT recruiter.
Quality of database and network: You’ve probably heard it before. All an agency does is advertise a vacancy and screen the responses. Then they charge a fortune to do so! And yes, for some recruiters this probably does happen. However, by partnering with a company who has been building a solid database over the last 10 years or more is worth its weight in gold. A recruiters database and network is where your ideal candidates are hiding. They are not waiting to see an advert on a job board. The best candidates are the passive candidates. Those that can be attracted to your company with a unique opportunity. This is where an experienced recruiter stands heads and shoulders above the rest. You want the best candidates IN the market, not the best ON the market.
How to find your ideal IT recruiter
Now you’ve considered your recruitment goals and the type of recruiter you need; it’s time to narrow down your search. But how?
Look on LinkedIn: And we don’t just mean look for recruiters. Look in the jobs section and see which recruiters are advertising similar roles. Take a look on the company website too. Whilst this won’t tell you how successful they are at filling them, it’s a good place to start. You know that a company has trusted them to recruit that role. Therefore, it’s an easy way of narrowing down your search.
Ask for testimonials: By looking at testimonials, you will gain an understanding of the type of companies’ the recruiter has worked with. Additionally, you’ll gauge how a recruiter has been perceived by candidates depending on their level of support. Sometimes this information will be on an individuals LinkedIn profile too.
Have a conversation: A golden oldie – having a conversation. Sometimes you can gauge a recruiter’s passion simply through a phone call. By talking to a recruiter, it gives you a chance to ask how they work. Spend the time you need with the recruiter to make sure that they understand all your requirements clearly. You can usually rate a recruiter on the questions they as you!
If you’re searching for specialist IT recruiters we can help. Our personal experience along with our recruitment expertise makes us stand out in the market. Contact our team today!
IT contractors could be just what you need right now. As business needs change and fluctuations are more difficult to forecast than previous years, it can be hard to get your headcount right. With the changes we have all seen over the last 12 months, many companies are looking to introduce new technology to support the new way of working. If you, like many others, have additional projects on your to do list this year, an IT contractor is the perfect solution. These projects may also be combined with an increased output and you need more hands-on deck to keep your customers happy. There may be a new piece of work that has come as a surprise and you need more help last minute.
For all these reasons and more – experience the benefits of hiring an IT contractor.
IT contractors are perfect for project work
We understand that IT projects aren’t undertaken on a whim and very often have both time and cost restraints. Getting it right first time and within budget is vital to your business. We know that you could re-assign someone within your existing team to carry out your new project. And this does work for some companies. However, entrusting something so important to someone who may not necessarily have all of the skills or specific experience comes with risks. We also know that you could hire someone permanent, but this may not be sustainable once the project is completed. This is where IT contractors are the perfect solution!
Hiring IT contractors to gain access to new skills
An IT contractor will have amassed a huge array of skills and experience from previous contracts. And you can tap in to all these skills. Hiring an IT contractor means that they can bring experience from previous jobs that may be of real value to you. Maybe they’ve worked on a project that’s of particular interest. Or, they could have even worked for a competitor! The advantage to you is not just access to the skillset either. With a wealth of experience in similar projects, your IT contractor will be able to start the project quickly without too much set up time.
We have been recruiting IT Contractors and permanent IT staff for over 19 years. We have access to an extensive network of experienced contractors. Let us know all about the project and we will find you an expert IT contractor who has the experience of undertaking that specific project.
Save LOTS of time!
Working with an IT contractor when it comes to project work is a real time saver. And it’s not only by saving you from having to trawl through the 100’s of applications you could receive if you advertised a vacancy. It’s reference checking, eligibility to work, payroll and everything else in-between! These are all things that we will complete for you when you hire an IT contractor.
The main benefits of hiring IT contractors
Whilst there are many benefits to hiring an IT contractor, we want to highlight the main ones –
IT contractors can work out more cost effective than a permanent employee.
Only pay for the work completed
No additional cost of holiday pay, sick pay, pension or NI
You don’t even need to supply them with a desk or a laptop
IT contractors are available immediately, so no waiting for notice periods or risking counter-offers
You agree project deliverables and deadlines prior to commencing the work
You do not have to supervise an IT contractor – saving you time!
Complete peace of mind when it comes to costs. Everything is agreed up front, so there’s no hidden surprises.
Why use Langley James?
At Langley James, we have the skills, experience, and market knowledge to help you and your company recruit the most qualified IT contract specialists. Our established IT Contract division can source candidates skilled in all mainstream and niche technologies in any area of the UK. And no need to worry about IR35 either. We will be with you every step of the way to make it as simple as possible.
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