It’s official! Christmas is well and truly over. The hangover has finally subsided and we are all back into the swing of things.
With most of the country taking advantage of a 2 week break, it seems as though a job move was top of the New Year resolution list with a huge influx of people registering with agencies on January 5th. Is it simply the realisation that the current job isn’t quite right, or are candidates relighting their ambition and taking advantage of what is traditionally the most exciting month of the year for IT recruitment. After a period of insecurity and reluctance to move jobs, 2015 looks to be the year of change.
According to the Institute of Leadership and Management (ILM), more than a 33% of workers are planning to leave their job in 2015, so even if your team is just 3, expect to be replacing at least 1 of them before the year is out and this doesn’t even take into account the growth expected over the next 12 months by UK companies.
So why are they looking to leave?
- 59% are looking for improved opportunities for progression
- 56% are looking for a higher salary and benefits package
- 50% are looking for a more interesting role
- 25% of people are feeling unappreciated
Expect to have to work a little harder this year to keep hold of your superstars!
Despite the increase in active candidates, companies will need to work hard to attract the best and 2015 will signal the end of that well-worn interview question “Why should I employ you?” and focus on enticing people into your company. Candidates want to know what makes you different and what you can offer compared with your competitors and we’re not just talking salary. Benefits are becoming increasingly important with a particular emphasis on training and accreditations.
Whilst “skill shortage” has been a buzz phrase in IT recruitment for quite a while now, it doesn’t look as if it will disappear soon and will remain well into 2015. Not only due to a shortage of trainees being recruited 3-5 years ago but need for companies to retain or improve their competitive advantage will increase the demand on analytical and cyber-security roles.
With the invasion of Generation C and the need for products and services to be embedded in digital technology and infrastructure, companies are starting to realise the importance of in-house digital expertise. Looks like the war for exceptional talent will definitely continue.
This is where Langley James can help. With experience spanning 3 decades and over 50 years of experience in-house, we take the time to really understand your requirement and can offer consultative advice on attracting the best of the best. We know our market and really are experts at what we do and it helps that we have a real passion for ensuring you Recruit Someone Worth Recruiting.
