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!
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.
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.
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.
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.
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.
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 are in the middle of a long and sustained talent crisis. Candidate availability is decreasing by the day, and job vacancies continue to rise. Albeit at a slightly slower rate over the last few months. But the success of your business depends on your team. The people you hire have a direct impact on your success. So, when it comes to your next vacancy, you may be asking which is best for you – recruitment agency vs direct hiring.
We’ve asked our expert consultants to share their insight on the pros and cons of both to help you make that all important decision.
We’ve written at length about the benefits of working with a specialised recruitment agency, but let’s compare some key areas when it comes to recruitment agency vs direct hiring.
This may sound like a simple process, but don’t be fooled. Yes, it’s true that we can all write an advert stating the responsibilities and requirements. However, in the current market, that is not enough! Candidates are less likely to apply for a job with a list of demands. They want the story, the feeling, a sense of what you stand for. They want the benefits, the future opportunities, and a sense of being part of something important in the world.
If you don’t have experience of this, you are likely to find that your advert will be a bit of a ‘damp squid’ and won’t attract the people you need to make your business a continued success. Agencies are writing adverts day in, day out. They know what it takes to get the best response.
A recruitment agency will have access to many more candidates than you will if you recruit direct. Not only do they have a large database of experienced candidates, but they are also able to advertise in lots of different ways. This means that you don’t just get the best people who are currently on the market. A recruiter will also headhunt suitable candidates for you using a combination of technology and their personal network. This means that your shortlist should be the very best candidates for the job.
Direct hiring tends to be focused on adverts, website pages and the odd social media post. The reach is not as great as that of a recruiter. With direct hiring, you are unlikely to have the tools you need to get your advert out as far as it needs to go. Lots of companies use their own employees to recommend candidates. Whilst this is great in some instances, it can have an impact on your diversity. Something to bear in mind with any employee referral scheme.
Depending on how much time you have, it could be a benefit for you to read through all the applications you receive if you do decide direct hiring is for you. The advantages are that you see not just shortlisted candidates, but every single response. This will give you a real insight into the market (if your job advert is great!) and may give you insight on what you need to change to attract the best.
You’ve also got to have the technical knowledge when it comes to IT. You may be looking for experience in a particular piece of tech. And unless you’re aware of other technologies where skills can easily transfer, you could be missing out on a great candidate!
Either way, be prepared to spend lots of time looking at unsuitable CVs as the pay-off for direct hiring. However, if you don’t have the extra time needed to go through the process, using a recruitment agency van be a valuable way of finding new talent for your business. Shortlisting is completed on your behalf, and you only have to choose who to interview from a shortlist of CVs.
You’ve probably heard more and more people start to talk about employer branding. It’s a vital part of the direct hiring process. When was the last time you reviewed yours? What does your Glassdoor say about you? How are your Google reviews? There are many things to consider when recruiting direct when it comes to how you are perceived in the market.
However, we know that there are some really great companies to work for our there who don’t have any employer brand at all. And if this is you then using a recruitment agency is the best idea. Recruitment consultants are highly skilled at attracting candidates to opportunities. They sell the opportunity first and the company a very close second. This gives the added benefit that any questions candidates have about your values, culture, and more, can be answered directly. So, whether you have a strong employer brand or not, you’ll still get the best candidates using a recruitment agency.
The same can be said for candidate experience too. If you already have a robust recruitment communication process, great, direct hiring could be for you. But remember that candidates expect a response within 24 hours of their application now. They expect to be kept up to date at every stage in the process. Do you have the time and organisation to do that effectively?
There’s a general misconception in the market that using recruitment agencies can be costly. But this is usually when it’s looked at in isolation and not compared to direct hiring. If you wanted to do the same work as a recruiter does, it could end up costing you considerably more. And this cost increases if you’re not regularly recruiting. Recruitment agencies spend hundreds of thousands of pounds behind the scenes to make sure that they are providing the best service and the best candidates.
You’d be amazed how much it costs to just advertise a job on one job board, let along over 30! Access to CV databases is also at a great cost, and let’s not get started on the costs associated with LinkedIn! Then there’s the time spent searching out the best candidates. At Langley James, we allocate at least 3 full days just to shortlist candidates for you. And in the current market, this can take longer too.
But there’s one huge benefit when it comes to cost. Recruitment agencies will not charge you a penny until they have been successful, regardless of the time spent on the role. This is something you can’t do with direct hiring. You take a financial risk every time you recruit direct – there are no guarantees of success.
If you have lots of time on your hands, and an ‘easy to fill’ role then direct hiring will probably work for you. But, if you have a harder to fill role but you still want the very best candidates, without having to invest your own time, you need the help of a recruitment agency.
We have been helping companies to attract and retain the very best IT talent since 1999. But we don’t just simply find the best candidates. We can advise you on the current jobs market conditions. Share data on average IT salaries. Talk to you about the benefits that candidates are looking for. In fact, we do everything we can to help ensure that you get the very best people for your team. Get in touch with our team to find out how we can help you to recruit the best!
The race to attract IT talent is on! But if you are a company with a smaller budget, paying an increased salary is not always possible. Plus, with the cost of running a business increasing on what seems like a weekly basis, budget pressures are being seen across the board. But it isn’t all bad news. There are ways that you can still attract IT talent without increasing your salaries.
Here’s our thoughts –
Despite what the news is reporting about IT salaries right now, candidates don’t usually accept a job purely based on salary. Great news for companies on a budget! Each and every business is unique. Whether it’s location, office environment, or team members, identifying what makes you different is key when it comes to attracting talent. And if you don’t know the answer to this question, you can ask your team. Do you currently run a company survey? If not, maybe it’s time you did. You can find out a lot about what makes your company special, why people stay, and sometimes why people are looking to leave. Why are you losing staff. If indeed you are? You’ll find that it’s not all pay related. Same applies to attracting candidates.
Diverse workplace cultures are key. In fact, Glassdoor report that 3 in 4 job seekers say that diversity is a key consideration when accepting a position. But it’s not just when it comes to attracting IT talent. A recent report states that companies who focus on diversity in the workplace are 36% more likely to have above average financial returns for their industry. But it’s not just improvements in business performance that you will experience. What about the human element? A diverse and inclusive company atmosphere can help you to attract new talent. Additionally, it can help you to retain the team you have.
We understand that not all businesses can afford the more traditional benefits like healthcare, contributing to pensions etc. There are other ways to be able to offer benefits to your teams. It’s now common practice for many companies to offer flexible, hybrid or remote working. Things like this will still make a difference. Candidates now expect flexibility. Is this something you are offering? There are also lots of other things you can offer. Candidates are very keen to be able to upskill. Whether that be with official on-the-job training, or external training courses. This doesn’t have to be seen as an extra cost. What skills can your company benefit from. Alternatively, what skills do you have in-house that you can pass on to a new starter?
With the number of vacancies in the UK at record highs, the power is well and truly in the hands of the candidate. This means that great candidates are receiving multiple offers at the same time. Therefore, they are likely to do their due diligence before choosing which role to accept. When was the last time you looked at your online reviews. Websites like Glassdoor are a great source of information for any prospective candidate. What does your profile say about you. It’s important to respond to any reviews online – both positive and negative. This shows that as an employer you take your employee satisfaction levels seriously. With more 3 in 4 job seekers saying that culture and diversity are important when choosing a new job, is it time that you made some changes?
Would you like help to recruit the best IT talent? Is it time to engage with a specialist IT recruiter? Partnering with an agency is a great way to help ensure that you are able to attract the best IT talent in the market. Additionally, someone who fits within your budget. There are many benefits to working with a recruiter –
If you would like to know more about how partnering with Langley James can help you recruit someone worth recruiting, get in touch with our team today.
Big Pay Gap in HR Salaries Across England: East Tops the Charts
New data reveals a surprising gap in HR salaries across England. While London might be known for its high cost of living, it’s actually the East of England that boasts the highest average salary for HR managers and directors at a whopping £67,172!
Here’s a breakdown:
The Rest of the Pack:
Salaries drop significantly in other regions, with the North East and West Midlands coming in at the lowest, at £44,158 and £47,037 respectively. Here’s a full list for reference:
What This Means for HR Professionals:
This data highlights the significant difference in earning potential for HR professionals depending on location. While London might offer a bustling work environment, the East could be a lucrative option for those seeking a higher salary.
But It’s Not All About Money:
Claire Williams, Chief People and Operating Officer at HR software provider Ciphr, emphasises that salary isn’t the only factor. HR professionals play a crucial role in an organization’s success, and their compensation reflects that. Additionally, some argue that high salaries don’t necessarily create a disconnect with employees, as HR’s value is based on their expertise and the impact they bring.
The Takeaway:
This data is a valuable resource for HR professionals considering a job change. While location plays a role in salary, factors like specialisation and industry demand also influence compensation. Ultimately, the best fit will depend on individual priorities and career goals.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
A recent report by Telus Health has revealed a troubling trend: loneliness is a significant risk factor for mental health issues among UK workers. One-third of employees surveyed reported a high risk of mental health problems, directly linked to feelings of isolation and a lack of connection at work.
Younger Workers Hit Hardest
The report highlights a concerning disparity between age groups. Workers under 40 are 80% more likely to lack trusted work relationships compared to their older counterparts. This lack of trust and social support can lead to anxiety, stress, and ultimately, feelings of loneliness, even for those who have frequent social interaction outside of work.
The Cost of Loneliness
The consequences of loneliness at work extend beyond emotional well-being. Studies have shown a strong correlation between workplace loneliness and:Lower job performance
What Can Employers Do?
These findings emphasize the crucial role employers play in fostering a healthy and supportive work environment. Here are some key takeaways for businesses:
It’s a Shared Responsibility
Building a workplace that combats loneliness requires a collaborative effort. By acknowledging the issue, fostering connections, and offering support, employers can create a thriving work environment where employees feel valued, respected, and less susceptible to the negative effects of loneliness.
Taking Action for Employee Wellbeing
Loneliness is a serious issue with significant consequences for both employees and businesses. By prioritising mental health and fostering a culture of connection, employers can create a win-win situation for everyone.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
The way we work has undergone a dramatic shift. Gone are the days of strict office routines, with many employees now embracing flexible work arrangements. However, this newfound freedom has sparked a new trend: “coffee badging.”
What is Coffee Badging?
Coffee badging involves employees swiping into the office, grabbing a coffee, and then heading home to work remotely. It’s a response to companies mandating a return to the office (RTO) despite employee preferences for flexibility.
Why Does Coffee Badging Happen?
The Real Problem: A Disconnect Between Employers and Employees
Coffee badging isn’t the real issue; it’s a symptom of a deeper disconnect. Here’s what employers can do:
Moving Forward: Collaboration, not Control
Coffee badging highlights the need for a more collaborative approach to work. By fostering trust, embracing flexibility, and focusing on outcomes, employers can create a work environment that benefits both employees and the organisation.
Additional Points:
Remember: Coffee badging is a sign, not the problem itself. By addressing the underlying issues and working together, employers and employees can create a win-win situation.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
Employees now have greater rights to flexible working arrangements, with changes coming into effect on April 6th, 2024
This blog explores what employers need to know about these changes, including grounds for refusal and potential penalties.
Key Changes:
Possible Reasons for Refusal:
Penalties for Non-Compliance:
While there are no direct financial penalties for employers who don’t follow the process, there are significant risks:
Conclusion:
Employers should adapt to the new regulations by:
By embracing flexible working, employers can benefit from a happier, more productive workforce and a wider talent pool.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
Why Ditch the Vague Job Description?
Imagine this: someone reads your job description and thinks, “That sounds interesting, but what exactly would I be doing?” Vague descriptions lead to a flood of unqualified applications, wasting your time and theirs. Worse yet, it can lead to high turnover from frustrated employees who end up in the wrong role.
Crafting a Description That Gets Noticed
So, how do you write a job description that pops? Here’s a blueprint:
Tailor It to Shine
A one-size-fits-all approach won’t cut it. Adapt your description to fit the specific role, industry standards, and seniority level.
Keep it Legal, Keep it Honest
Stay away from discriminatory language and ensure your description accurately reflects the job’s demands.
Keep it Fresh
The world of work changes fast. Regularly review and update your descriptions to reflect current needs and your evolving company culture.
Bonus Tip: Get Insider Input
Ask current employees in the role for their perspective on the responsibilities and skills required. This can help ensure your description is accurate and reflects the day-to-day reality of the job.
Ready to Write that Winning Description?
By following these tips, you can craft job descriptions that attract the best and brightest talent. Remember, a well-written description is an investment in your company’s future. It saves time and money by streamlining the hiring process, and it sets the stage for a successful and productive working relationship.
With the new financial year just six weeks away, many companies have been holding off on recruitment, waiting for April 6th to kick things off. While this approach has its logic, it could cost you valuable time and access to top talent. Here’s why you should consider starting your recruitment process now:
It’s not too late! Take advantage of the remaining six weeks by initiating your recruitment process today. Contact us to discuss your needs and let us help you secure the talent you need to thrive in the new financial year. Remember, proactive companies attract the best. Don’t miss out!
P.S. Share this blog with your network – let’s spread the word that proactive recruitment is the key to success in the new financial year!
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
Identifying the right IT person requires going beyond technical expertise. You need to assess their decision-making, problem-solving, and leadership skills within the dynamic realm of IT. Thankfully, scenario and recall interview questions provide powerful tools to unlock these qualities. Here is how to tailor them for insightful IT interviews:
Scenario-Based Questions: Predicting Performance Under Pressure
Recall-Based Questions: Learning from Past Victories (and Lessons)
The Synergistic Blend: Unlocking a Comprehensive View
Remember, both approaches offer valuable insights:
By mastering these techniques, you can move beyond technical knowledge and identify IT Managers who possess the strategic thinking, communication, and leadership skills to navigate the ever-evolving technological landscape of your organization.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
Brace yourselves for the Entra wave. Microsoft’s recent rebranding of Azure Active Directory (AAD) is more than just a name change; it’s a strategic shift signaling their dominance in modern identity and access management. But here’s the catch: if you’re still searching for “Azure AD” expertise, you’re missing out on top talent.
Why Entra Matters:
Beyond the Name Change:
Don’t just stop at the name. Dive deeper into the Entra family of products, understand their unique features and benefits, and connect them to your specific organisational needs. This allows you to ask insightful interview questions, identify candidates who align with your security vision, and build a team prepared for future challenges.
Remember, recruiting isn’t just about filling positions – it’s about building a future-proof IT team. By embracing Entra and its implications, you can attract top talent equipped to navigate the dynamic security landscape and ensure your organisation stays ahead of the curve. So, don’t just look for “Azure AD”; actively seek “Entra” expertise and unlock the potential of your future IT team!
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
Counter offering an IT employee who has resigned may seem like a logical strategy to retain talent, but there are several reasons why it might not be the best approach. Here are some considerations:
Conclusion:
While counter offering may be a tempting short-term solution to retain talent, it may not address the core issues that led to the employee’s decision to resign. A more comprehensive approach involving open communication, addressing concerns holistically, and creating an inclusive and satisfying work environment is likely to yield better results in the long run.
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 788 6600 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you. You can also follow us on Facebook.
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