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.
In the dynamic landscape of the IT industry, change is the only constant. Often, the resignation of a member of the IT department, including the Chief Information Officer (CIO), is perceived as a setback. However, looking beyond the initial challenges, it becomes evident that such departures can usher in a wave of new opportunities, fresh blood, enthusiasm, and innovative ideas.
Conclusion:
While the resignation of a member of the IT department, including the CIO, may initially be viewed as a challenge, it is essential to recognise the myriad opportunities it presents. Embracing change in the IT department can lead to the infusion of fresh perspectives, the discovery of innovative ideas, talent upgrades, enhanced team dynamics, and increased agility. As organisations navigate the ever-evolving IT landscape, viewing such transitions as catalysts for positive change can contribute significantly to long-term success. Here at Langley James can help you reevaluate the role and find you suitable to your organisation and future plans
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.
Replacing a key member of the IT Department can be a challenging task. It’s not just about filling a vacancy; it’s about finding the right fit for the evolving needs of your organisation. Before you dive into the hiring process, there are several crucial considerations to keep in mind to ensure a successful recruitment and a seamless transition.
Conclusion:
Recruiting to replace someone is a strategic process that requires careful consideration of various factors. By thoroughly evaluating the necessity of the role, updating job descriptions, identifying essential and non-essential skills, determining fair compensation, considering hybrid work options, setting minimum requirements, and showcasing growth opportunities, you can set the stage for a successful recruitment process. At Langley James, we understand the complexities of recruitment and offer a free, no-obligation consultation to assist you in finding the right talent for your organization. Let’s embark on this journey together.
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.
January will be a time for renewed recruitment efforts as businesses look to build their teams for the year ahead. However, the challenge of finding the best candidates can be daunting. In this blog, we will explore the potential benefits of taking a light-hearted approach to interviews, providing a more relaxed and human experience for both candidates and interviewers.
The Traditional Interview Process
The typical structure of interviews often involves formal and rigid questioning, which can create a tense and pressure-filled environment for candidates. This approach can hinder a candidate’s ability to showcase their true abilities and personality, impacting their performance in the interview.
The Benefits of a Light-Hearted Approach
By taking a light-hearted approach to interviews, interviewers can create a more relaxed and comfortable atmosphere for candidates. This can help candidates to showcase their personality and creativity, and encourage more authentic and genuine responses.
Changing the Tempo of the Interview
Introducing icebreaker questions and incorporating humour and light-hearted conversation can help to ease tension and allow for more natural and organic conversation to flow throughout the interview.
Tips for Implementing a Light-Hearted Approach
To implement a light-hearted approach, it’s important to set the tone from the beginning and use open-ended questions to encourage storytelling and engagement. It’s also crucial to balance professionalism with a relaxed atmosphere to ensure the interview remains structured and focused.
The Impact on Candidate Selection
A more light-hearted approach can lead to a more accurate assessment of candidates’ abilities and fit for the role, as well as attracting top talent who appreciate a more human approach to the interview process. This approach can also have a positive impact on company culture and employee satisfaction.
Case Studies and Examples
There are numerous success stories of companies that have adopted a light-hearted approach to interviews, resulting in more engaged and satisfied employees. Testimonials from candidates who have appreciated a more relaxed interview experience also demonstrate the benefits of this approach. Here’s some example ideas, that might assist in the lightening of the mood during your interview.
What song best describes your work ethic?
If we came to your house for dinner, what would you prepare for us?
If you could pick two celebrities to be your parents who would you choose?
What sort of kitchen utensil would you be?
Conclusion
It’s clear that finding the best candidates can be achieved through a more human and light-hearted approach to interviews. By changing the tempo of interviews, there is the potential for a positive impact on the recruitment process and company culture, ultimately leading to better results and happier employees.
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.
Langley James: Recruit Someone Worth Recruiting
No Sales: Just Quality Recruitment
Founded by James Toovey, a highly respected and experienced recruitment industry professional and established for 14 years, Langley James is the leading IT Recruitment Consultancy in London.
We pride ourselves on providing a specialised and tailored service to every one of our clients that keeps them coming back for more. We don’t have to waste time canvassing for vacancies, so every minute of our time is spent finding you the perfect superstar to add to your business. We are dedicated to ensuring your absolute satisfaction.
How do we achieve this?
It’s simple, every aspect of our business has been designed from your perspective.
Who do we recruit?
Here at Langley James, we are not just IT Specialists. Each of our consultants has an in depth knowledge of a specific area, be that in Development or Infrastructure. This means that when you entrust us to look after your IT recruitment needs you will be given advice based on the latest in industry developments. We also know how to listen, so we can find the ideal person to fit your exact requirements. We ensure the candidates we select are not only qualified, but that they are perfect for you and your business.
Just a few of our recently filled roles include:
Leadership Roles CIOs & CTOs – IT Directors – IT Managers – Project Managers
Development Senior Web Developers – Chief Architects – Front End Developers
Infrastructure Business Analysts – Trainers – Senior Systems Engineers
Don’t take our word for it, take a look at what our clients have to say.
Langley James really took the time to work with me to understand my requirements. It was obvious they appreciated every business has specific needs. I did not receive a flood of CV’s but a carefully selected few. Interviewing can be a real pleasure when you get the right people through the door and a successful candidate was chosen from a competitive list.
IT Manager, Engineering Firm, London
And this is just one of our many happy clients – there are plenty more! In fact, we have so many companies looking to take advantage of our boutique offering, that in the last 6 months we have doubled our headcount to ensure we continue to deliver service excellence and enable our clients to recruit someone worth recruiting.
Are you ready to recruit someone worth recruiting?
We’d love to discuss your IT recruitment needs and help you find your next superstar. Please call us on 0207 099 4839 or email us at langleyjames@langleyjames.com and one of our consultants will be happy to advise you.
We’d love you to join in the conversation, follow us on Facebook.
Obtaining a degree is a great accomplishment and a valuable asset for many people. With a degree, individuals can pursue various professions and have the opportunity to find success in their chosen field. However, experience is also an important factor in one’s success. When it comes to jobs that involve a lot of hands-on experience and skill, experience can be more beneficial and valuable than a degree. In this article, we will be discussing the benefits of experience over having a degree and why experience is better than a degree.
Experience provides invaluable skills and knowledge which can be beneficial in one’s chosen field of work. Experienced professionals can acquire the necessary skills to complete tasks with greater efficiency and accuracy. Furthermore, experience can enhance one’s problem-solving abilities, as it equips them with the ability to identify and analyse potential problems and develop solutions quickly and effectively. Additionally, having experience in a particular field can improve one’s communication and interpersonal skills, as they gain the confidence to interact with people and network, developing important contacts.
Degrees are valuable assets; however, they have their own limitations. Firstly, degree qualifications are often outdated and cannot provide the necessary skills and knowledge required for more modern job roles. Additionally, these qualifications do not prove that graduates have the necessary practical knowledge to successfully perform duties in their chosen field. Moreover, a degree does not guarantee a job. Employers are more likely to prefer experienced professionals over those who have simply completed a degree.
Experience can be more valuable than a degree, as it provides the necessary skills and knowledge needed to succeed in one’s chosen field. Having experience in a particular field gives individuals the opportunity to showcase their working abilities and the knowledge required to fulfil the role. Additionally, experienced professionals are more likely to secure jobs, as employers are more likely to prefer experienced workers over those that have simply attained a degree. Moreover, having experience can also lead to career advancement, as individuals can showcase their performance and demonstrate their willingness to learn.
To conclude then, experience is more valuable than having a degree. Experienced professionals can acquire the necessary skills and knowledge to successfully complete tasks and showcase their abilities to employers. Degree qualifications, while valuable, cannot guarantee success, as they are often outdated. Degrees can also fail to provide the necessary skills and understanding for modern-day job roles. Therefore, experience is better than having a degree, and it can lead to greater success.
How Can I Motivate My Team on a Budget?
Our Top 10 Tips for Motivating Your Team
Are unmotivated employees bleeding your business dry?
As an employer, one of your toughest jobs is keeping your team motivated. It’s common to assume that the only way to motivate people is to provide performance bonuses. Of course, this is an excellent method of getting results, but also expensive.
We Have the Answer
If you want to rev up your team without breaking the bank, read on for our ‘Top 10 Tips for Motivating Your Team’.
1. Recruit right
If you want a motivated team, recruit self-motivated people. Take care during your recruitment process to assess not only skills and qualifications, but also personality. Importantly, can the candidate give you examples of times they have gone beyond the call of duty for an employer?
2. Weed out poor managers
Poor managers come in many forms, but one thing they all have in common is an unhappy team and a high staff-turnover. If you have struggling managers, now is the time to offer support and additional training; and if that doesn’t work it may be time to look for a replacement.
3. Give recognition before it’s asked for
Nothing boosts morale like a simple ‘well done’, but it has to be timely. As soon as something has gone well make sure you give your team recognition. You don’t want to be seen as someone who only notices when things go wrong. However, don’t congratulate people so often that it loses all meaning – try to strike a balance.
4. Treat your team
Small treats are cost effective and make work a happier place. These can be anything from sharing a box of chocolates or ordering a fruit basket to taking your team out bowling.
5. Have a blame-free culture
Sometimes things go wrong and it’s easy in the heat of the moment to play the blame game. This results in loss of confidence for the employee involved and can turn into a downward spiral. Don’t forget, mistakes are training opportunities in disguise. Give the employee a chance to put a corrective action in place so everyone can avoid making the same mistake in the future.
6. Rejuvenate your workspace
Create an office your team look forward to coming into on a Monday morning. Fresh paint, modern artwork and well-maintained facilities work wonders to boost the mood in your workplace.
7. Communicate
Of course it’s vital to keep your team informed of your future plans for the business but it’s also important to listen as well. Create a system that allows people to put forward their ideas for the business no matter how big or small.
8. Let go of the reigns
New starters often need a lot of supervision and support, but it’s important to know when to take a step back and allow them to work independently. This will increase their confidence and your faith in them will boost their motivation.
9. Career progression
Nothing motivates some people more than the prospect of promotion. Make sure your people know exactly what is expected of them in order to move on to the next step in their career and watch them exceed your expectations.
10. Training opportunities
Providing training opportunities shows your team that you see them as a long-term investment. Training gives your team the tools to improve their performance and widen their experience, keeping their role fresh and exciting, boosting motivation and morale. Utilising cross-training within your organisation is a highly cost effective way of providing CPD, and can even benefit you during holiday season.
Let’s discuss your specific IT recruitment requirements today. Reach us at 020 7788 6600 or via email at langleyjames@langleyjames.com.
We’d love to hear your views on this blog. Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn
We’ve all experienced it. That running joke that goes on for days until everyone in the office is in on the comedy. That spontaneous round of laughter when someone cracks a joke. That moment when colleagues let their guard down and capture the playful side of their personality. In other words, office banter.
So what is office banter? Well, it’s essentially casual (and appropriate!) conversation among employees in the workplace. It’s light-hearted, often humorous, and can easily be used to break up the seriousness of the office environment. And contrary to what you may believe, office banter can actually have a positive impact on the overall culture of the workplace. Below are just a few of the key benefits that your business can experience by encouraging office banter.
How Office Banter Can Create a Positive Work Environment
Enhances Team Bonding
Banter can foster strong relationships and build a stronger team. It’s an opportunity for colleagues to get to know one another on a more social level, which can lead to more meaningful connections. Additionally, office banter often sparks a sense of camaraderie — as if employees are all part of the same team and working towards the same goal. This camaraderie can have a powerful effect on team building and workplace culture.
Increases Productivity
As counterintuitive as it may seem, introducing humour into the workplace can actually have a positive effect on productivity. One study showed that humour can reduce stress and increase creativity during complex tasks. Additionally, light-hearted conversations can lead to a feeling of satisfaction, which often leads to employees feeling more fulfilled and in turn, more productive.
Boosts Morale
It’s no secret that banter can brighten people’s moods. It can be used to lift employees’ spirits and help build their confidence. In this way, office banter can be a great source of positivity in the workplace — especially when there’s been a stressful day or week. This can have a lasting impact on employees and, in turn, the small business as a whole.
How Office Banter Can Help Improve Employee Relations
Creates a Sense of Belonging
Office banter creates a sense of acceptance and community — a feeling that can help employees feel like they belong and belong to something larger than themselves. When your team comes together in laughter, it reminds everyone how much they can enjoy working together, even during stressful days. It also helps employees feel seen and heard, creating a safe and trusting work environment.
Encourages Open Dialogue
Having conversations around the water cooler can be an important way for colleagues to engage in deeper conversations — conversations that may not happen in traditional meetings or one-on-one conversations. It provides an opportunity for meaningful exchanges between employees that they may not otherwise have without the comfort of humour and playfulness.
Promotes Understanding
When team members have inside jokes or understand where a comment is coming from, they may be more willing to take a colleague’s suggestion seriously. Office banter can create a level of understanding between team members that can help increase the effectiveness of collaborations.
How Office Banter Can Impact Business Outcomes
Improves Communication
Banter can also help break down communication barriers that can form in the workplace. By sharing stories and anecdotes, it provides a window into colleagues’ thoughts, which can give everyone a better understanding of their team members’ perspectives. Furthermore, having an open and comfortable atmosphere encourages people to communicate openly and more frequently.
Encourages Innovation
Introducing humour into the workplace can also help break down the notion of hierarchy in the workplace. Banter gives everyone in the team the opportunity to connect with one another on a more equal footing, which can give team members a greater sense of freedom and confidence to take risks and suggest creative ideas. This can ultimately lead to better innovative ideas that can help your business compete.
Enhances Brand Reputation
Let’s not forget the power of social media. Your company’s reputation is based largely on people’s perceptions, and having a light-hearted work environment that encourages office banter can be a great way to attract top talent. Potential candidates may view your company as a fun and inviting place to work and this can be the deciding factor between potential hires.
Conclusion
In conclusion, office banter can provide countless benefits to your business. From team bonding and increased productivity to better employee relations and business outcomes, it can be a powerful weapon to help you reach your business goals. So the next time you’re in the office, don’t be afraid to break the ice and have a little bit of fun — your business will thank you.
We’ve covered just a few of the key benefits your business can experience by encouraging office banter. If you’re interested in creating a more positive and productive work environment, introducing some humour into the mix may be just what you need. So take the time to encourage some playful conversations and see how it impacts your work culture.
Let’s discuss your specific IT recruitment requirements today. Reach us at 020 7788 6600 or via email at langleyjames@langleyjames.com.
We’d love to hear your views on this blog. Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn
Love it or hate it, most of us engage in banter’s gentle conversational teasing in some form be it with friends, family or colleagues. Exchanging personal digs and satirical jibes has long been a staple form of social communication and when used correctly it has the power to raise a smile, defuse tension, ease confrontation and even forge friendships.
By its very nature banter walks a fine line between playfulness and insult so small wonder it can easily result in conflict. In most cases, light-hearted, playful mickey-taking between friends and colleagues is taken in good humor however, these remarks are highly subjective and open to wide-ranging interpretation. After all, a joke at someone’s expense will always have the potential to deeply offend.
So how do we know when it’s gone too far? Well, banter can start to become bullying when both parties no longer engage equally. At best, a well-intended comment can backfire and insult forcing an apology. At worst, the intention behind the comment may be hostile signaling a deeper issue. Frequency and repetition can worsen things and magnify them even further should a complaint fail to stop it.
The darkest side of banter occurs when the offending party uses it to justify aggressive behavior often involving innuendo, prejudice or humiliation. For example, a tribunal, during the Minto v Wernick Event Hire Ltd case, found a man guilty of sex discrimination and harassment. He tried to brush off his derogatory and sexually driven comments as “only banter” when in fact the complainant was so appalled she took him to court.
So how risky is banter and as concerned Managers, what can we do about it?
Here are 5 ideas we believe will help:
Easily the first port of call. It should go without saying that your company will have staff behavior, anti-bullying, equality and diversity policies but are you familiar with them? Have a good read and arm yourself with the rules to help you identify dangerous or discriminatory behavior and structure any informal or formal conversations.
You will never control people or the impulsive comments they make so don’t even try. Becoming a dystopian-style anti-banter cop will cause more problems than it’ll solve and cause stress and hypersensitivity all over the place. Instead, focus on regular staff education sessions to help people understand company policy, the impact of ‘banter gone wrong’, bullying, and the consequences of failing to adhere to the rules.
In your department, though ideally the entire company, establish a philosophy of trust. Trust will form a cultural foundation to encourage people to listen, help, and above all care for each other. There are so many benefits to this approach (totally another blog) but of course this includes lowering the chances of banter becoming bullying.
Don’t wait for a complaint. If you spot someone suffering a disproportionate stick for something try to stamp it out. Most people will tolerate a great deal before they make a complaint but that doesn’t mean they’re enjoying it. Not only will you earn their respect by delicately intervening but you’ll almost certainly see their mood and performance improve too.
Empower junior managers, team leaders and senior staff to reinforce the rules, spot risky banter and support anyone on the receiving end of any negativity. They can choose to escalate it if necessary but in most cases the issues will fizzle out. Most importantly, the more people banging the drum, the quicker your culture will change.
In conclusion, most of the time banter is harmless however, to avoid any problems we need to be proactively aware of what people are saying to each other and be ready to step in when needed with quiet words or disciplinary action. Focus on education and develop a positive culture of trust and respect to encourage better communication and empathetic decision-making.
Good Luck and Happy Bantering!
Check out Langley James’ resources and articles on a range of business topics: https://www.langleyjames.com/blog
To find out why so many companies turn to Langley James for support in fulfilling their IT recruitment needs, call and speak to one of our specialist consultants today on 0207 788 6600.
Langley James IT Recruitment – Helping businesses recruit someone worth recruiting.
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