Jan 24, 2022 | IT, Management, Well Being
The 4-day working week has been getting a lot of publicity recently. With some companies signed up to a 6 month trial, and more companies embracing flexible working, what does this mean to you?
It’s been almost 2 years now since we all picked up our desks and relocated them into our homes. But now, as we approach the end of restrictions, the want to be back in the office is returning. However, not full time! According to a recent report, 57% of the UK workforce want hybrid working options. And rather surprisingly, and in a shift from last year, just 5% want to work from home full time. So, the physical workplace is making a return. And then the 4-day week conversation start!
We look at the pros and cons of a 4-day week and what it means for your IT teams.
PRO – The 4-day week and its impact on productivity
You may think that a day less in the office, means losing 8 hours of productivity. In the most cases, this is a total myth! Reducing the working week to 4 days has proven to increase productivity by as much as 40%! There have been numerous pieces of research and reports that support the reduction in the working week. The idea of having 3 days off during the week, instead of just 2, is to regain some work life balance. Your team are more refreshed, have better mental health and will be more productive as a result.
Did you know that the average person is only productive for 3 hours in an 8 hour day? 3 hours! This is the thinking behind a 4-day week. If your IT team is only being productive for 15 hours a week, cutting down to 4 days in theory makes them productive for 4 hours a day. You may think that this is a crazy concept. And we know that for a slim minority who can focus for 8 hours solid, a 4-day week just won’t work. However, for the vast majority it will.
TOP TIP – When someone is focused on their work, an interruption can cost them dearly. Did you know that when you are ‘in the flow’ and someone interrupts you, it takes you 23 minutes to get back into the flow? Whether it’s your emails, phone calls, or just general office chat, minimising interruptions will make your team more productive.
if you want to find out more about this subject, we highly recommend listening to the podcast – The Diary of a CEO with Steven Bartlett. In particular the session with Johann Hari on How to fix your focus and stop procrastinating.
PRO – A key driver for talent retention and happiness at work
Flexible working has always been a key retainer. And none more so in IT teams, particularly when it comes to development roles. With reports of over 60% of UK professionals wanting to change roles this year, 24% site the lack of flexible working for their reason to move on. The labour market, and in particular IT, is experiencing a skills shortage like never before. The UK has lost over 600k people from its labour market, and this means that we need new ways to attract the best people to your business. Being able to offer a more flexible work pattern, or indeed a 4-day week is definitely a perk that will persuade people to not only join, but to stay with your business.
Introducing a 4-day week can also help increase loyalty within your business. When we have more time to do the things that we love, we become happier in ourselves. Therefore, giving your teams that extra time off will mean that they are more committed to you. Studies have shown that it also helps to reduce absence. Those long weekends really do have a positive impact on our wellbeing.
CON – It’s not for everyone!
The 4-day week is only possible if you business is able to adapt to this new way of working. How do you decide what day people have off? Is it all together, or would it be allocated on a rota. This is something to seriously consider. It won’t work for every business, just in the same way that it won’t work for every employee. Some employees are naturally more productive than others. Some are able to be productive for 7 or 8 hours straight! These are the people that a 4 day week would have a negative impact on.
They are your team members that will be more prone to working longer hours in the 4 days and increasing the likelihood of work-related stress. This is an important thing to manage as the wellbeing of your team should be a key priority in 2022. Longer hours can also mean that mistakes will be made too as people rush or get jaded from a long day.
Are you recruiting?
If you are recruiting into your IT team and want some insight and advice into how to attract the best candidates, get in touch. We’ve been helping companies attract fantastic IT candidates for over 20 years and we’d love to do the same for you. Get in touch with our team today on 0207 788 6600 / 01244 566 442
Jan 17, 2022 | IT, IT Market Reviews
Dec 10, 2021 | IT, IT Market Reviews
Dec 8, 2021 | Hiring Resources, IT, Tips
Recruiting over the last 12 months has been an interesting ride. Remote working, skills shortages and record numbers of vacancies has all had an impact. But as we creep ever closer to the end of 2021, what will next year bring? We’ve scoured the market to find the most important recruiting facts and stats you need to know for 2022.
More than 76% of UK professionals intend to look for a new job in 2022 (CV Library)
The great resignation is set to continue into 2022, so it really is time to be prepared! Looking after your current team must be high on your priorities or you may spend most of the first half of 2022 interviewing replacements. The top 5 reasons that candidates want to move from their current job are –
- 42.1% want or need a career change
- 41.3% are looking for a higher salary
- 40.7% have delayed changing jobs due to the pandemic – they are now ready to move
- 38.9% are looking for more flexible work options
- 33.2% are experiencing burnout in their current job
Flexible working has changed the face of recruiting
To be able to attract and retain some of the best IT talent, most companies are now offering flexible working, but that’s not all. How we work how we interview, how we hire and how we onboard have changed. So, here’s what to expect for 2022
- 86% of workers want to continue to work remotely at least part time (Glassdoor)
- Candidates are willing to sacrifice up to 12% of salary for flexible or hybrid working
- 61% of candidates expect video interviews to become the norm for 1st stage interviews
- 73% of companies plan to increase freelance or contract hires in 2022. However, except to pay more! Nearly 90% of businesses have been forced to increase contractor rates since April 2021.
Candidate expectations
The power is most definitely with the candidate now. The skills shortage has made sure of that. But when it comes to recruiting the best candidates, there are some things that you need to be aware of –
- 49% of candidates have declined a job offer due to a poor recruitment experience (be sure to partner with a reputable recruitment agency like Langley James instead!)
- Company diversity is important to over 75% of candidates
- If you have a reputable brand, you are likely to receive as many as 50% more qualified applications
- 84% of job seekers use social media for their job search
How to make sure your recruiting plans for 2022 are right
According to LinkedIn, the average time to hire in IT is 44 days. So even if you start to recruit the minute you return from your no doubt well-deserved Christmas break, you’re looking to March for your new starter to join. And if the predictions are right, this process could be set to take even longer next year. This where you need a recruitment partner that you can trust. Someone who can research the market for you and make recommendations to ensure you attract the very best IT professionals. We have been helping companies to recruit IT staff for over 20 years. We’d love to do the same for you. Get in touch with our experienced team today and find out why so many people choose Langley James as their IT recruitment partner.
Nov 21, 2021 | IT, Management, Tips
Someone just handed in their notice. It’s a complete surprise and now you’re stuck. Should you counter offer? Persuade them to stay?
You know that it costs more to recruit someone new than to retain someone on a slightly higher salary. So, offering more money can be enough to make someone stay. But for how long?
We’ve been helping companies navigate IT recruitment for over 20 years. We’ve heard lots of stories when it comes to counter offers. We want to share our advice on why you should always think twice before making that offer.
A counter offer is only ever a short term solution
Did you know that 80% of people leave within 6 months of accepting a counter offer and a staggering 90% within 12 months? This is why a counter offer should only ever be seen as a short term solution. A chance to buy you more time whilst you think what to do next. If your counter offer is a simple salary increase, it’s unlikely to be enough to solve the problem long term.
Why did this person resign in the first place? Was it just money?
There are lots of reasons that people resign for a job, and it’s rarely just about money. There’s always a secondary reason that’s made them make the move. Starting a new job is not something that people take lightly, so remember that your colleague will have thought long and hard about their decision. Sometimes a reason for leaving just can’t be fixed. It could be working hours, location, lack of progression. A salary increase will only mask these issues for a matter of months.
A counter offer can actually reflect badly on your company
You may think that a salary increase will make your colleague feel valued. Think again! It can have the opposite effect. Why have you not offered an increase before? Has this person not been doing a great job? What has it taken for them to resign for you to see their value.? And is it their value that you really see, or do you not want the additional work of recruiting someone new? There’s lots to consider before jumping in with that offer!
How Langley James can help
We won’t pretend that the power is very much in the candidates’ hands right now. But that doesn’t mean that recruiting someone new will be a bumpy ride. Yes, it’s harder to recruit directly. Job adverts are nowhere near as effective as they have been. So, what do you do if someone resigns and they need replacing with someone truly great? This is where we can help. As soon as someone resigns, pick up the phone to us and let’s get the ball rolling. Our extensive database of IT candidates and our network mean that we can act quickly. You could have CV’s, interviews, and an offer all within a week!
Someone new can bring a breath of fresh air to your team. New skills, new experiences, and enthusiasm. So take time to think carefully when someone resigns. Is a counter offer really the answer?
Nov 8, 2021 | IT, IT Market Reviews
Oct 12, 2021 | IT, IT Market Reviews
Oct 3, 2021 | IT, Tips
Want to know which are the highest paying IT jobs in the UK right now? The increases in IT salaries are big news at the moment. And the trend is set to continue throughout 2022. So if you are considering a new career, or your next step in IT, you need to know the best route for you. And if salary is an important factor, this is a must read!
Highest Paying Jobs in IT
Our specialist consultants have been collecting data over the last 8 months to share with you the highness paying jobs in IT. Here’s what we found –
Dev Ops Engineer
A fairly new role to the IT market, a DevOps Engineer ties development to operations processes. Hence the term DevOps. You introduce processes, methodologies, and tools throughout the software development lifecycle to help ensure balance. This can cover everything from coding, deployment, and maintenance. A strong DevOps Engineer helps businesses deliver applications quickly and efficiently.
Current Average Salary for a DevOps Engineer – £70,000. Search our latest DevOps jobs
Data Scientist
Data is at the heart of everything we do. Every day, data driven decisions are made in business across the world. Therefore, how a business gathers and uses its data is becoming increasingly important. Therefore, the role of a Data Scientist is to design data modelling processes, create algorithms and predictive models. This is to extract the data that the business needs and automation plays a big part. As well as regular data reporting, there will be various ad-hoc projects to be involved in. A Data Scientist is also key in analysing any results.
Current average salary for a Data Scientist – £75,000. Search our latest Data Scientist jobs
Mobile App Developer
Can also be known as a Mobile Developer or App Developer. However, the responsibilities are the same. A Mobile App Developer designs, develops and implements apps. You specialise in mobile technology and build apps for platforms such as iOS, Google Android, and Microsoft Windows Phone. You will need to be full of great ideas that you can turn into apps for whichever business you work for.
Current average salary for a Mobile App Developer – £63,750. Search our latest Developer jobs
The top 2 highest paying jobs in IT
Cloud Architect
A Cloud Architect is responsible for a company’s cloud computing strategy. You oversee everything from cloud application design and cloud adoption plans, to management and monitoring of the cloud architecture. In addition, you’ll need a passion for new technologies. A Cloud Architect is expected to bring ideas to the table for efficiency improvements by utilising cloud technology.
Current average salary for a Cloud Architect – £100,000. Search our latest Cloud Architect jobs
Information Security Analyst
With companies holding so much mission critical data these days, business are focusing more heavily on information security. And an Information Security Analyst is key to this. You are responsible for taking proactive measures to protect this data and be ‘one step ahead’ of any potential cyber-attacks. An architect analyses data and makes recommendations to an Information Security Administrator. Their main responsibility is keeping the systems up and running.
Current average salary for an Information Security Architect – £80,000. Search our latest Information Security Architect jobs
We have been helping IT candidates find their dream IT job or IT contract for over 20 years. We work with some fantastic companies who are currently offering some really exciting opportunities. So, if you are looking for your next IT job or IT contract, get in touch with our friendly team today – 020 7788 6600
Sep 13, 2021 | IT, IT Market Reviews
Aug 23, 2021 | IT
If you need to recruit IT professionals right now, you’ve probably already heard. There’s a huge skills shortage across the sector. Attracting candidates is harder than ever as the jobs market increases, whilst the talent pool decreases.
There are less people in the market than in over 23 years! This, combined with some uncertainty of the future of covid and what that means to the security of their pay packets. We find ourselves in a skills shortage like never before.
But don’t worry. There are good people out there. You just need to know how to find them. It’s no longer a case of advertising your job as anyone who has done that recently will tell you that the response has been poor. Candidates need to be attracted to your job. They need a reason to leave the security of their current role in these still somewhat uncertain times.
Here’s our top tips to recruit IT professionals during a skills shortage
Don’t delay
If you have been following our IT jobs market reviews, you will see the trajectory of current vacancies shows no signs of slowing down. And as more and more projects come back to life following the end of restrictions, the market is going to be squeezed even tighter. Even IT professionals who have been furloughed (although we admit there shouldn’t be that many now) may not be the answer. A shocking 11% of people still on furlough are looking for work. What’s happening with the rest?
Our advice is to act now. If you have a project coming up, or if you know of any team changes, start the recruitment process now. It can take longer than normal to find the perfect candidate, so it pays to get ahead. If you already work with a trusted IT recruitment partner, then ask them to start building a talent pool for you. And if you don’t have a partner, give us a call.
Market insight
Before you start to recruit IT professionals, you need to know what’s happening in the market. As part of our commitment to help all our clients attract the best talent, we share the facts you need to know. On a monthly basis, we produce a report on the UK jobs market. Find out what’s happening with vacancies numbers, salaries, skills availability and much more.
It’s also important to get some salary benchmarking information. A lot has changed in salaries over the last few months, and you need to make sure that you stay competitive to attract the best. Find the latest salary guide for your area and see all the salaries and day rates for the most popular jobs in IT.
Partner with a recruiter – someone who knows how to recruit IT professionals
In times like these, a great recruiter is worth their weight in gold. A great recruiter will know how to find your perfect candidate. They have the skills and the technology to search those on and off the market. They have a solid candidate database of IT professionals who may not only be interested in your role but may also be able to recommend others. We know all recruiters are not the same, so here’s some questions to ask when choosing yours –
- What experience do you have of recruiting for our industry – ask for testimonials
- How do you work and what can I expect?
- How do you engage with top talent?
- Do you have a talent pool of suitable candidates?
- What are your terms?
We have helped companies to recruit some truly fantastic IT talent throughout the pandemic and beyond. We’d love to do the same for you. Our fees are just 18% with a 3 month guarantee period to help to give you peace of mind. Get in touch with one of our expert IT recruiters today and find out how we really can help you to recruit someone worth recruiting – 0207 788 6600 / 01244 566442.
Jul 10, 2021 | IT
What candidates want from a new job has changed significantly for many. The pandemic, lockdown and home working has created a wave of new needs. And now that the jobs market is opening up again, there’s a new problem in the war for talent. If you don’t have your finger on the pulse when it comes to what candidates want, you could be missing out.
We’ve worked with lots of companies throughout the pandemic to help them recruit someone worth recruiting. And now we are advising our clients on what they need to do now to attract the very best candidates. We speak to hundreds of IT candidates each week, and this is what they are telling us.
Salaries
Don’t be fooled into thinking that a mediocre salary is enough to attract the best candidates. When it comes to what candidates want when it comes to salary, you must stretch that little bit further. Or, of course, lower your expectations on what you are looking for from your new hire. Each month we publish a salary guide that shows the average salaries and contractor rates across the UK. It’s a great place to start when it comes to deciding on what you can offer. Are you competitive in the market? Or, what else can you offer on top of salary to attract strong candidates?
We are seeing a huge increase in counteroffers as companies try and hold on to their best staff. The team at Langley James are also seeing multiple offers being delivered to the same candidate. We make sure that we pre-screen all our candidates thoroughly to help prevent this from happening. Finding out what they really want from a new job and helping them find it is the secret to helping make sure you get your first-choice candidate. But it’s not just salary that’s in the list of what candidates want.
What candidates want when it comes to flexibility
Flexible working was something lots of companies were ‘playing’ with pre-pandemic. But as we went into lockdown in March last year, the world of work was turned on its head. Companies were forced to fast-track their working from home policies as we all stayed at home to protect lives. But now, and we write this just over a week before all restrictions are due to be lifted and Boris tells us all to go back to the office, there’s a higher expectation on flexibility.
Not everyone wants to, or even likes to, work from home. But if you consider the benefits and work out a way to still offer this and have your team back in the office then you will have the edge when it comes to candidate attraction. Think about what candidates want when it comes to flexibility. What are the benefits they experienced over the last 18 months? And what can you continue to offer?
For many, there has been the cost saving of the commute. And the additional time gained from not experiencing the rush hour every day. Think about how you could be flexible with start times, or a hybrid office based / home based set up. We appreciate that not every company is able to offer this. So instead, having an open mind to ad-hoc flexibility. This can go a long way when it comes to attracting the best candidates.
Training
Did you learn a new skill during lockdown? The coronavirus-fuelled trend for learning a new skills is more than fleeting, and we all need to be mindful of this when it comes to work. What can you offer that helps to satisfy the need for continuous learning? These are the small things that help you stand out in an overcrowded jobs market.
By offering additional training and development you not only get the edge on attracting the best candidates, but you can also benefit by ups killing your team. Think about what you need in 2-4 years and implemented a training plan now to make sure you are there.
How we can help
If you would like advice on how to make sure you are getting the best candidate for your open job, get in touch. We pride ourselves on working with you and sharing market insight. By sharing this with you we can help you make decisions on what you really need to do to fill your IT job with the right candidate, first time. Don’t just give your job to an agency and hope for the best. Work with a company who have as much interest as you do in filling the job!
We have been recruiting IT experts for permanent and contract roles since 1999 and our team has a huge amount of experience between them. We love what we do and we’re pretty good at it! Experience the difference of dealing with a true specialist – get in touch with our specialist consultants today.
May 25, 2021 | IT
IT recruitment trends change from year to year. But never before have we experienced a year anything like 2020! So, what does that mean for 2021? As the ‘new normal’ continues to dominate our lives, what changes can you expect to see when it comes to IT recruitment?
Recruitment has seen lots of ups and downs over the last 12 months. But with recent reports showing that job vacancies are now above pre-pandemic levels, there’s lots of opportunities out there again. Great news for the UK jobs market, but it does mean that the war for talent is officially on again. The skills shortage hasn’t gone away and there’s only so much a salary can do.
With the rapid move to working from home and utilising more technology, the IT recruitment landscape has had to evolve very quickly. But what does the next 12 months look like? What trends are we likely to see?
Our consultants share their insight into the top 5 IT recruitment trends for 2021 and beyond.
Deliver a great candidate experience
When it comes to IT recruitment, the candidate is very much in control again. Strong candidates are likely to be in the process for multiple job roles and this is where you need to stand out to help you secure the very best talent.
Partnering with a trusted agency is the best first step. In times of a skills shortage, you need to an agency who will be an extension of your employer value proposition. Someone who reflects your values and creates a positive first impression of your company. It’s important that you trust your chosen IT recruitment company. You need them to spark interest and intrigue with their candidates. In an age where an acceptance isn’t just about a good salary, the candidate experience can and will make all the difference.
But it’s not just during the IT recruitment process that the candidate experience matters. Recruiting not only to skills, but to values too is highly beneficial to your company. You want your employees to be happy at work. You want employees who will stay with you for the long-term. And these are candidates that reflect your values. Studies show that greater employee satisfaction correlates directly to greater productivity and greater loyalty.
The remote revolution in IT recruitment
It’s no longer about the office location. The slide in the office, the table tennis table. This all now seems a little 2019. When we look back at the end of 2021 the traditional working environment may no longer be in existence for most. Some companies were already embracing flexible working before the first lockdown. But other had to quickly adapt!
Now, flexible working has become an expectation across many industries. Candidates are looking for a better work life balance, or to be able to optimise their time. This can be a huge benefit to you in the current climate. No longer does location dictate your candidate pool. You can reach further than before and focus on the best available talent, not just locally, but nationally too.
Soft skills
Whilst technical skills will always come first in IT recruitment, it is becoming increasingly important to also recruit with soft skills in mind too. Lots of IT jobs, whilst highly technical, heavily rely on soft skills such as communication and emotional intelligence. With the increase in remote working driving a new distance between employees, your new hires need to be able to still work collaboratively. In a recent study by LinkedIn looking at the most in-demand hard and soft skills creativity and persuasion came out on top.
How we can help
If you would like advice on your IT recruitment for 2021 and beyond, we can help. Our expert team have been recruiting for over 20 years and we love to share our experience. So whether its advice on salaries, benefits or utilising technology to recruit, get in touch.
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