Nov 19, 2024 | IT, IT Market Reviews, Uncategorised
Soft Skills gaining importance in IT Recruitment
Adaptability is a priority in IT Recruitment…
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.
Oct 30, 2024 | IT
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.
Oct 14, 2024 | IT, Tips
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
www.here2there.me.uk/formi/business
Oct 14, 2024 | IT, Tips
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 team today. We specialise in permanent and contract IT recruitment, helping companies just like you source the very best candidates!
May 29, 2024 | IT
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!
May 29, 2024 | IT
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.
May 20, 2024 | IT
Click here for the whole report – produced by KPMG and REC which Langley James has been on the contributory panel for 15 years, UK Report on UK Jobs for April 24
Commenting on the latest survey results,
Neil Carberry, REC Chief Executive, said:
“The critical moment in any labour market slowdown is the point at which demand starts to turn around.
Today’s hiring data suggests that point is close, with fewer recruitment firms reporting a drop in demand.
While the trend is still gently down, the pace of decline in permanent hiring is the slowest in ten months.
Temporary hiring, which has had much less of a decline overall, also scored better than last month. Firms have told us all year that they will be willing to hire and invest in their business when confidence returns to the wider
economy – and there is a glimmer of lower inflation and the prospect of lower interest rates starting to drive that now.
“Pay continues to rise, with a slight bump up this month likely to have been driven by the April peak in employer pay rises and the recent Minimum Wage rise. With substantial wage rises attracting people to work, and low unemployment, businesses and government alike
will need new approaches to developing and engaging our labour force – alongside new technology – if the UK is going to grow in the way it needs to.
“Our flexible labour market is at the heart of this. It is one of the big success stories of the UK economy, with millions of workers and companies building their futures in ways that would not be possible in the one-size-fitsall approach of the past. It’s why, for instance, nurses
choose to work via agencies so they can get control over their working lives. Any government needs to work hard to understand what workers and companies need now – a more nuanced debate than is often centre stage in Whitehall and Westminster. A partnership approach
with businesses is essential.”
Jon Holt, Chief Executive and Senior Partner of KPMG in the UK, said:
“UK CEOs continue to grapple with the Bank’s hawkish stance on interest rates, and will no doubt hope April’s survey data is another marker in the sand on the journey towards a summer cut.
“While there are still complexities, like pay rates improving due in part to last month’s 9.8% rise in the National Living Wage, overall pressure is easing on the labour market.
Ongoing weak demand is driving the steady decline in permanent staff appointments month on month, and we’ve seen a sharp uptick in candidate availability.
“Business leaders see this cooling, combined with weakening inflationary pressure, as indicators for the Bank to hopefully shift to a more dovish position. Companies would then have the confidence and certainty to press go on their investment strategies.”
Apr 23, 2024 | IT, Tips
With vacancies above pre-pandemic levels and unemployment at an almost record low, it’s important to choose your IT recruitment partner carefully. You need to partner with someone who knows the market. Someone who knows how to find excellent candidates in times of a skills shortage. Not all recruiters are the same! Yes, there’s some basic principles we all stick to, but that’s not enough right now!
Here’s just some of the reasons why our clients choose us as their IT Recruitment Partner. We can…
…help you budget
Wouldn’t you rather work with an IT recruitment partner who has the market insight to ensure you attract the best candidates? And that you have the right amount in your budget to do so? We don’t just recruit for our clients, we share information on latest salaries, candidate availability and more! Each month, we produce a full IT salary guide showing the latest salaries and day rates for the most popular IT roles. We share the monthly increases and decreases for your area so you can see exactly what’s happening in the market.
Our salary guides can help you when scoping costs and budgets for new IT Projects, expanding a team, or comparing salaries in a competitive marketplace to ensure your remuneration is aligned accordingly.
We currently produce salary guides for UK, London, Yorkshire and the North West. But we can produce bespoke reports on request. So, if you want to know if you are allocating the right budget before you start the recruitment process, get in touch with us today.
…help you plan
We know that recruitment is something that gets added to an already pretty impressive to do list. So you need an IT recruitment partner who you can trust to manage the whole process for you.
When we register a vacancy order from you, we make sure that we understand your unique circumstances, your challenges, your organisation, your team, your culture and what the future looks like. Then you can leave it to the experts. When we work on a role, we do so on a project basis. Your dedicated resourcer will agree a campaign start and end date with you meaning that you will receive a full, qualified shortlist of candidates. We find that our clients prefer to work in this way rather than being drip fed CVs throughout the campaign. It’s a much more effective way of planning your time and also keeping the candidates engaged.
So not only do we ensure shortlists of qualified candidates are delivered in a timely manner, but we can also arrange interviews are to suit your agenda. And once you’ve chosen your perfect candidate we can look after everything from delivering the offer and confirming acceptance to negotiating start dates and helping candidates with resignations.
…be the IT recruitment partner that gives you peace of mind
We understand that there’s always a risk when it comes to recruiting new members of your team. And that’s why we have an industry leading guarantee to help give you peace of mind. Whilst we, (and you) do everything we can to help prevent any issues, sometimes things just don’t work out. Our guarantee means that should the worst happen, we’ve got you covered. We will replace your candidate with no charge up to 3 months after they start.
With the market as it is right now, working with an IT recruitment partner that can not only find the best candidates, but also give you peace of mind is imperative.
Ask our team for more information on our guarantee today.
…help with writing job descriptions
We know what you need on your job description to help attract the best candidates. But don’t worry, we won’t just leave you to get on with it if you need help.
Not only should each employee have a clear job description as part of the HR process, crafting the perfect job description can actually help you to secure the best talent. But it’s not just that! A poor job description, or none at all could actually be preventing you from hiring the best IT talent.
Often, candidates will ask to see a job description before they confirm that their CV can be sent. We help make sure that you’re presenting the best version of your company and your job to keep their interest.
…make things simple with automatic billing for contractors
Hiring a contractor shouldn’t mean lots of additional admin. We keep things simple with automatic billing. All you need to do is simply authorise a weekly timesheet and we’ll do the rest. We’ll organise payment to the contractor and ensure all the necessary legislation is adhered to.
Our self billing agreements with contractors makes it easy for them too. With invoices and payment automatically created from timesheet approval, it speeds up the payment process, reducing administration for everyone.
…use our years of experience to find the best candidates
Did you know that Langley James has been helping companies to recruit someone worth recruiting for over 20 years? We take our role seriously and are ISO accredited which ensures quality in our procedures. Our years of experience (some of our recruiters have over 25 years’ experience!), means that we know our market!
Since opening in 1999, we have been consistently improving our processes to make sure that we provide the very best service possible. Here’s just some of the ways we’ve done this –
- We’ve been building our database for over 20 years. This means that we know a lot of people who may not necessarily be available on the open market. These are candidates that trust us with their IT career and know that we will approach them with any suitable roles
- We use a large selection of job boards. Our investment in job boards is one of the largest in the market. We are always monitoring the effectiveness of the boards that we use and are constantly testing new boards. We use both general and IT specific boards to help ensure the greatest reach for your vacancy.
- We’re highly active on social media. And we don’t just use LinkedIn like most other agencies do. We also know how to get the best from Facebook and Twitter too. We were one of the first agencies to utilise social media to find you the best candidates – that a look for yourself – @ITRecruitment
Choose Langley James as your IT recruitment partner today.
Apr 23, 2024 | Hiring Resources, IT, News
Do you need to recruit IT staff right now? Finding the perfect IT professional to join your company is difficult. However, you still aim to source and recruit the best of the best who will fit both your role and company culture. Like everyone, you’re no doubt already busy/ Recruiting is always an extra thing to add to your long to do list. You’re battling to turn around an attractive job description, market your role, source ideal candidates, search through piles of online applications and conduct interviews. It’s a very time-consuming and lengthy process. But with time really of the essence in this market, it’s not the best way forward.
The market is moving so quickly, even if you do see a couple of remarkable candidates, you rush to contact them only to find out they are no longer available. Who’s snapped them up? One of your competitors maybe? Maybe it’s a competitor who has utilised a great recruitment agency like us?
If you feel like you’re losing the IT recruitment battle and you’re looking to boost your efforts, working with an IT agency is a strategy to consider.
The benefits of working with a recruitment agency to recruit IT staff
Here are just a few reasons why you should be working with an IT recruiter to source your next IT expert:
Experience
IT recruitment is our passion. We understand how important each candidate touchpoint is, along with strategies to source, engage with and convert talented applicants into keen candidates. This experience is invaluable in the current market. You need to partner with an agency who knows what works and how to get the best results for you.
A good recruiter will have a detailed understanding the market and their area of specialism. A recruiter who specialises in IT will have the industry knowledge to find you the perfect candidate. They understand the skillset you need, and some will even have hands-on experience themselves. Therefore, in a skills short market, if you’re struggling to find exactly what you need, a specialist IT recruiter may be able to make suggestions on how to widen your search.
Connections are invaluable to recruit IT staff
And it’s not just the experience to understand who you are looking for, and how to find them. Recruitment agencies will have a large pool of candidates. This is what sets us apart! Not only will a recruiter have an excellent database of candidates that they have been building over a number of years, but they will also have a strong network they can tap into. It’s amazing how many candidates get the job of their dreams for a recommendation from a colleague. A recruiter knows how to utilise their connections to get the best results for you.
At Langley James, we’ve been recruiting IT staff for 25 years now. Our network of candidates is one of the strongest in the market. This is what you really need in the current climate – a recruiter with a very strong database.
An IT recruiters’ mission is to support you in finding the ideal candidate. However, they also support their pool of talent to find the ideal role and workplace. It’s the perfect combination.
Time
Wouldn’t it be great to be able to hand over your IT recruitment needs to someone you can really trust? Someone who will get the job done and secure the very best candidate for you with minimal fuss. Allowing you to focus on what you’re good at – your job. Recruiters live and breathe recruitment. We know how to get results, even in the current market. A recruiter will have a plethora of tools at their fingertips that helps make your recruitment process more efficient. We know how to attract the right candidates. We can even make contact with people who may not actively be looking for a job but are likely to be excited by your opportunity.
But saving you time when you recruit IT staff isn’t the end of the story. Better still, a recruiter can even save you money by ensuring they source candidates who will become long-term, loyal employees. We do this by matching not just skills, but ambitions, values, and culture fit. This reduces the likelihood of starting the recruitment process again a few months later!
Finding the right recruitment agency
Not all recruitment agencies are the same. Therefore, it’s important that you select and work with the most suitable one for you and your business. Be sure to work with an agency that reflects your company values and can positively represent your company.
Once you’ve found the right recruiter for you, you’ll have a team of experts at hand, ready to find you the next pool of talent!
To find out how we work and how we can help you today, contact our team on 020 7788 6600
Dec 6, 2023 | IT
The Christmas Bonus – Is It Worth It?
The Christmas Bonus – Is It Worth It?
Christmas bonuses, like so many other phrases, have lost their meaning over the years. Originally, the term “Christmas bonus” was used to describe any financial gifts given to an employee or worker by an employer during the holiday season. Today, it’s increasingly used as a blanket term for bonuses given on an employee’s pay that’s usually associated with the holiday season. It’s also often referred to as a year-end bonus. Despite the amount being paid, or its frequency, Christmas bonuses nowadays are still seen as a reflection of an employer’s gratitude and respect to its workers. But is it actually worth it for you as an employer to give a Christmas bonus?
Benefits of a Christmas Bonus
Although employers may be wary of the financial implications of giving a Christmas bonus, there are several benefits associated with it. Firstly, an employer you could boost the economy with a bonus distribution. Usually, a small bonus of 20 or 30 Pounds to a few hundred Pounds can make a huge difference to low-income earners who could use the extra money to purchase necessities and even non-essential items. This stimulates the local economy and could create a ripple effect in various industries. It also shows appreciation for the employees, which in turn can improve employee satisfaction and loyalty. Moreover, it helps to offset price increases, particularly from the growing cost of living for low-earners.
Arguments Against a Christmas Bonus
Employers’ main concern when it comes to the Christmas bonus is the financial cost. For small businesses especially, these one-time bonuses can be a huge financial strain, one that can easily thwart a company’s plans and goals. Another worry would be the unfairness associated with it. This refers to companies that may give a Christmas bonus skewed towards their higher-earning employees, while their lower-earning counterparts get a far lesser bonus or none at all. Lastly, there’s the issue of lesser motivation. Financial bonuses, while a nice gesture to show appreciation, can lead to employees to become more reliant on the yearly bonus and feel less incentive to work hard during the rest of the year.
Conclusion
In conclusion, there are definite pros and cons employers must assess when it comes to giving Christmas bonuses. On one hand, employers may fear the financial burden and potential unfairness that comes with these once-off bonuses. On the other hand, they can be beneficial to the local economy, show appreciation for employees, and offset price increases for their lower-income employees. Ultimately, employers must weigh up the financial implications of giving a Christmas bonus and factor in the specific needs and circumstances of their employees and company, before deciding whether a Christmas bonus is worth it.
Dec 6, 2023 | IT
3 Things to do Before Recruiting IT staff
Recruiting the best talent to fill a position in your company is a task that requires a great deal of planning and careful consideration. This is especially true for IT positions where the skills needed are highly specialized and more expensive to go out and acquire. As such, it’s best to take the time to do research, examine the salary implications, and get an expert’s opinion before deciding who to bring on board. Here we will discuss three key things you should do before recruiting in the IT space.
- Introduction
Before making the decision to recruit in the IT field, it is important to remember that there is more to selecting and hiring a candidate than just selecting the best applicants. You need to not only ensure that the particular knowledge and skills needed for the position are met, but it is also important to consider salary and other potential factors.
- Consider Salary
Before recruiting, it is important to do research on the average salaries for the given position in the particular area and understand what the best salaries are that you can realistically pay given the skills you need. It’s a good idea to research salaries on job sites like Indeed, Langley James website is the ideal place to go https://www.langleyjames.com/ in order to gain an understanding for how much to pay. Additionally, it is important to identify which skills are necessary for the position, and to pay accordingly. For example, a candidate with a high level of experience with a certain coding language may be able to command a higher salary than someone who has slightly less experience but is still qualified.
III. Are you really looking for like for like or new for old?
Consideration should be given as to whether now, would be the ideal time to restructure the department? Would now be a good time to consider perhaps trailing a contractor? Recruiting a contractor, could give you a better insight into, exactly what you`re looking for. Just because you’ve always had a specific position within your company doesn’t necessarily mean that’s what you still need. Has the nature of the role evolved since you last had to fill it? Another thing to consider, is whether you’d be better recruiting the replacement for this specific role internally. Then using a recruitment company to help recruit, for that position? This could be a more cost and time effect way of addressing the situation.
- Get Expert Advice
When recruiting in the IT field, you should always consult with recruiting agencies and those in the IT industry. You may even want to consult those at the manager level, as these people usually have an eye for spotting the best talent. An experienced recruiter will be able to identify the needs of the job and find candidates that meet those needs. Obtaining the advice of a qualified individual in the field of IT can also help you as you navigate the recruitment process and make smart choices about the type of candidate you are looking for.
In addition to consulting a recruitment agency, it is also wise to find an expert in the IT field you are recruiting for. This individual can provide you with the knowledge on which particular skills and qualifications you should be looking for in candidates, as well as any trends they might be seeing in the tech industry. Such a person can provide invaluable insight into understanding the expectations for a given IT position in your area.
- Conclusion
No matter what the industry, doing adequate research and getting advice from qualified individuals is important when it comes to recruiting the right candidate. Not only does this help ensure a well-rounded search for both the company and the candidate, but it also gives the company the proper information needed to make informed decisions prior to hiring. By doing research, examining salary implications, and getting expert advice, you can help ensure that you make the right hiring decisions when recruiting in IT.
Dec 6, 2023 | IT
The Dangers of the Christmas party alcohol mixed with unsolicited sexual behaviour.
The holiday season is a time of celebration, and for many, the favorite way to celebrate is with a Christmas party. The office Christmas party is a gathering of friends and colleagues, who having worked closely together for the last 12 months, gather at an venue. Perhaps for the only time in the year. Unfortunately, as with any large gathering, there can be some risks associated with attending a Christmas party, particularly when it comes to Christmas party alcohol inhibits people’s inhibitions, which can lead to dire consequences. What seemed like harmless fun at the time, and be anything but, come the sober light of day. These are all things that as an employer you could have to take responsibility for even be held accountable.
The Dangers of Christmas Party Alcohol
Alcohol is commonly associated with Christmas parties, but it is important to recognize the potential hazards that can come from drinking alcohol in an uncontrolled setting. Alcohol, when consumed in large amounts, can have a range of devastating results. At the most basic level, alcohol causes inhibition of judgment and reaction time. This can lead to dangerous activities and decisions, such as attempting to operate a vehicle while intoxicated or engaging in risky sexual behavior. Now there is nothing wrong with consuming a few alcoholic drinks, in a safe environment. All your employees are after all adults, and accountable for the their own actions. But as employers, the buck could potential stop with you, should things go awry. Perhaps consideration for ensuring non-alcoholic drinks, such as water or juice, are available. Having food available, can also reduce people’s intoxication? Finally, be aware of your companions. If you are attending a Christmas party with a group of friends, make sure that everyone is aware of the potential risks of alcohol consumption and is abiding by the same rules.
The Dangers of Sexual behaviour at Christmas Parties
While alcohol can present a range of physical risks, sexual tension at a Christmas party can lead to a number of social risks. Sexual tension is the strong feeling of attraction between two individuals and can be exacerbated at a Christmas party, where people may be feeling more relaxed and likely to indulge in risky behaviour. The consequences of sexual tension can range from simply feeling awkward and embarrassed to a more serious breach of consent. If sexual tension leads to more intimate contact, it is important to ensure that both individuals are comfortable and that they both understand the parameters of the situation. Without clear consent, any sexual activity carries the potential for legal and social repercussions. In order to recognize and manage sexual tension, it is important to be aware of the warning signs. If you find yourself in an uncomfortable situation, it is important to trust your instincts and do your best to remove yourself from the situation. If you see someone else in an uncomfortable situation, it is your responsibility as an employer to check in with them and ensure that they are comfortable and not feeling pressured.Finally, it is important to take steps to reduce the potential for sexual tension at a Christmas party. To do so, it is important to ensure that the atmosphere of the party is professional and that suggestive conversation and behavior is not tolerated. If desired, a “no alcohol” policy can be designated to reduce the potential for overindulgence in alcohol, which can increase the chances of risky sexual behavior.
Conclusion
Christmas parties can be a time of great joy and revelry but, unfortunately, they can also present a range of risks due to alcohol consumption and sexual tension. The best way to reduce the potential for harm is to be aware of the potential risks and to take steps to manage them. This includes drinking in moderation, understanding the signs of sexual tension, and ensuring that any sexual contact is consensual. By following these steps, you can ensure that your Christmas party is a time of joy and merriment and not one filled with regret.
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