Aug 29, 2023 | IT, Tips
As the warmth of summer begins to fade, a unique window of opportunity opens up for businesses seeking new talent in the IT sector. September, often overlooked amidst the hustle and bustle of year-round recruitment, presents an array of benefits that can significantly impact your hiring success. In this blog, we share some of the advantages of recruiting during this season of change. Offering insights into how businesses in the IT industry can harness the power of September to find the perfect additions to their teams.
Reduced Competition in September: Gaining the Upper Hand
The aftermath of the summer hiring rush can indeed present a valuable advantage in terms of reduced competition. With many companies having already completed their high-volume recruitment campaigns, the noise and saturation surrounding job postings tends to decrease in September. This creates a breathing space for your business to stand out and capture the attention of the best IT candidates.
During this period, IT professionals who may have been overwhelmed by an inundation of job opportunities during the peak hiring season are now more inclined to explore new opportunities without feeling bombarded. With less competition for their attention, your business has a higher chance of attracting and securing the cream of the crop. By focusing on highlighting your company’s unique value proposition and offering attractive incentives, you can effectively differentiate yourself from other businesses still caught up in the hustle and bustle of hiring. This decreased competition allows you to truly showcase how joining your team can benefit these IT candidates and elevate your overall performance.
Overall, taking advantage of reduced competition in September can significantly increase your chances of securing highly skilled professionals who can contribute greatly to your team’s success. By positioning yourself as an attractive option amidst a quieter job market, you position yourself at an advantageous position when it comes to attracting top talent.
Renewed Focus: Post-Summer Rejuvenation
The return from summer holidays infuses candidates with a renewed sense of purpose and drive. Those who have spent quality time unwinding come back with heightened motivation to take on new challenges and conquer fresh horizons. Returning from summer vacations can indeed have a positive impact on candidates’ sense of purpose and drive. Taking time off to relax and recharge allows individuals to rejuvenate their minds and bodies, which can lead to increased motivation and enthusiasm upon returning to work or other endeavors.
During holidays, people often engage in activities that they enjoy or explore new experiences. This exposure to different environments, cultures, or hobbies can stimulate creativity and broaden perspectives. It enables individuals to step outside their comfort zones and gain fresh insights that they can apply in their professional lives.
Moreover, holidays offer an opportunity for reflection. Stepping away from the daily grind allows individuals to reassess their goals and priorities. They may return with a clearer sense of what they want to achieve and a renewed commitment towards personal growth. It’s amazing what time away can do to the mind and this can bring some exceptional people to the table. People who have a wealth of skills and experience who are looking for something new. Something that fits with their renewed focus.
Budget Planning: September Offers a Seamless Transition into Q4
As the third quarter draws to a close, businesses embark on the crucial process of budget planning for the upcoming year. September’s timing is impeccable for businesses that wish to make the most of their allocated resources. Initiating your hiring efforts during this period allows for a seamless transition of new team members into your projects and goals for the fourth quarter. With freshly recruited talents onboard, you can kickstart new projects and capitalise on opportunities that align with your strategic objectives, all while remaining in line with your budgetary considerations.
Importantly, starting recruitment in September also enables you to stay within your budgetary considerations. By beginning early in the budget planning cycle, you have ample time to assess your hiring needs and allocate resources accordingly. This proactive approach helps prevent any last-minute rush or overspending on personnel expenses.
Year-End Goals: Setting the Stage for Success
Hiring in September ensures that your new team members have ample time to integrate, contribute, and align with your company’s year-end objectives. The IT industry, characterised by its fast-paced nature, greatly benefits from having new hires ready to jump in and support the execution of critical projects.
With a quarter of the year remaining, you can capitalise on their skills and expertise to make meaningful progress and reach milestones that might have seemed challenging without their valuable contributions. Hiring in September can indeed be beneficial for integrating new team members and aligning them with your company’s year-end objectives. In the IT industry, where projects often require quick execution, having new hires ready to jump in and support critical initiatives can greatly contribute to success. By bringing new team members on board earlier in the year, you allow them ample time to get acquainted with your company culture, understand their roles and responsibilities, and build relationships with their colleagues. This integration period helps them hit the ground running and become productive contributors more quickly.
Additionally, having new hires join in September gives them a chance to familiarise themselves with ongoing projects before the end of the year. They can bring fresh perspectives, ideas, and skills that may have been lacking within your existing team. This infusion of talent can help accelerate progress towards milestones that might have seemed challenging without their valuable contributions.
Furthermore, hiring in September allows you to utilise these new team members’ skills and expertise for an entire quarter of the year. With this extended period available for collaboration and execution of critical projects or initiatives, you increase your chances of achieving meaningful progress before year-end.
Let Langley James Help You to Harness September’s Potential
The leaves aren’t the only things that change in September—your approach to recruitment can too. At Langley James, we specialise in helping companies navigate the intricate landscape of hiring during this pivotal season. Whether you’re seeking a comprehensive 360-degree recruitment service or simply require assistance in shortlisting CVs from your own advertisements, we have the expertise and dedication to support your goals.
Embrace September’s unique advantages by partnering with us. Let’s work together to find the best IT talents that will not only fit seamlessly into your team but also contribute to your organisation’s growth, innovation, and success.
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
Aug 22, 2023 | Hiring Resources, Tips
The Importance of Effective Communication Skills in IT Roles
Effective communication skills are of high importance for IT professionals. While technical expertise is crucial in this field, the ability to effectively communicate ideas, collaborate with team members, and convey complex information in a clear and concise manner is equally vital.
Communication skills in IT encompass both verbal and written communication, as well as active listening and interpersonal skills. IT teams often work on complex projects that require collaboration among different departments and individuals with varying levels of technical knowledge. Clear communication helps ensure that everyone is on the same page, reduces misunderstandings, and promotes efficient problem-solving.
Additionally, effective communication enables IT professionals to effectively convey technical concepts to non-technical stakeholders such as clients or management. Being able to translate complex ideas into layman’s terms can help bridge the gap between the technical and business aspects of an organization.
Soft skills, including communication abilities, are now highly valued in the technology sector. Employers are recognizing that technical proficiency alone is not enough for success in IT roles. Strong communication skills contribute to building positive working relationships within teams and across departments.
The Impact of Communication on Team Collaboration and Productivity
Effective communication plays a vital role in team collaboration and productivity, especially in the context of IT teams. The ability to communicate effectively within a team can significantly impact the success of technology projects.
Collaboration in IT teams relies heavily on clear and efficient communication channels. When team members are able to share ideas, information, and feedback seamlessly, it fosters a collaborative environment where everyone feels heard and valued. This leads to improved problem-solving capabilities, as diverse perspectives can be considered and integrated into project solutions.
Furthermore, effective communication is crucial for ensuring that tasks are assigned and understood correctly. When team members have a clear understanding of their roles and responsibilities, it minimises confusion and prevents duplication of efforts. This clarity also helps in setting realistic expectations regarding project timelines and deliverables.
Good communication within technology teams also enhances productivity by reducing misunderstandings or misinterpretations. Clear communication channels enable quick resolution of issues or roadblocks that may arise during project execution. It allows for timely updates on progress, allowing team members to stay informed about the status of various tasks.
In addition to these benefits, effective communication promotes stronger relationships among team members. Trust is built when individuals feel comfortable expressing their opinions or concerns openly. This fosters a positive work environment where collaboration thrives.
Overall, recognising the importance of effective communication in teamwork within IT projects can lead to improved collaboration, increased productivity, better problem-solving capabilities, enhanced task management, and stronger relationships among team members.
The Role of Clear Communication in Avoiding Costly Errors and Misunderstandings
Clear communication plays a crucial role in avoiding costly errors and misunderstandings, especially in the technology sector. Miscommunication can have a significant impact on IT projects, leading to delays, budget overruns, and even project failures.
The cost of poor communication in the technology sector cannot be underestimated. It not only affects the financial aspect but also hampers productivity and collaboration among team members. When instructions are unclear or misinterpreted, it can result in mistakes that require additional time and resources to rectify.
In tech-related discussions, clarity is of utmost importance. Technical concepts can be complex and easily misunderstood if not communicated effectively. Clear communication ensures that everyone involved understands the requirements, objectives, and expectations accurately.
By fostering clear communication practices within IT teams and across stakeholders, organizations can minimise errors and mitigate risks associated with miscommunication. This includes using concise language, avoiding jargon or technical terms when unnecessary, actively listening to others’ perspectives, asking clarifying questions when needed, and providing feedback to ensure understanding.
Ultimately, investing time and effort into promoting clear communication within the technology sector can lead to improved project outcomes, increased efficiency, better collaboration among team members, reduced costs due to error corrections or rework – all contributing to overall success in achieving business goals.
You may find our blog The True Cost of a Bad Hire in IT and How to Avoid It of interest.
Building Strong Client Relationships through Effective Communication Skills
Effective communication skills are crucial for building and maintaining strong client relationships. In the IT industry, where customer satisfaction is paramount, professionals need to prioritise effective communication as part of their client relationship management strategy.
By mastering effective communication skills, IT professionals can enhance client satisfaction and retention. Clear and concise communication helps ensure that clients understand project timelines, expectations, and any potential challenges that may arise. It also allows IT professionals to actively listen to client feedback and address any concerns promptly.
Building strong client relationships through effective communication involves not only verbal and written skills but also the ability to adapt communication styles based on individual client preferences. This personalised approach demonstrates a commitment to understanding the unique needs of each client.
Moreover, effective communication fosters trust between IT professionals and their clients. When clients feel heard, understood, and valued through open lines of communication, they are more likely to remain loyal and continue working with the IT professional or company in the long term.
To excel in client relationship management through effective communication skills, IT professionals should continuously refine their abilities by seeking feedback from clients and colleagues. Emphasising clear and transparent communication will ultimately contribute to higher levels of customer satisfaction, increased client retention rates, and overall business success in the IT industry.
The Ability to Articulate Technical Concepts to Non-Technical Stakeholders
In today’s technology-driven world, the ability to articulate technical concepts to non-technical stakeholders has become a crucial skill. As advancements in various fields continue to accelerate, it is essential for professionals to effectively communicate complex information in a way that is easily understandable and relatable to individuals without a technical background.
Translating complex concepts into layman’s terms requires the skill of bridging the gap between technical and non-technical stakeholders. This involves breaking down intricate ideas into simpler terms and using relatable analogies or real-world examples to convey the essence of the information.
By mastering this skill, professionals can ensure that they are able to effectively communicate their ideas, proposals, or project updates with individuals who may not have a deep understanding of the technical aspects involved. This ability not only improves collaboration and teamwork but also enhances decision-making processes by ensuring that all stakeholders are on the same page.
Furthermore, being able to communicate technical information effectively to non-technical audiences can also lead to increased opportunities for innovation and problem-solving. When everyone involved in a project or initiative understands the underlying concepts and goals, it becomes easier for diverse perspectives and ideas to be shared, leading to more comprehensive solutions.
In summary, the ability to articulate technical concepts in a way that resonates with non-technical stakeholders is an invaluable skill in today’s interconnected world. By bridging the gap between these two groups, professionals can foster better communication, collaboration, and ultimately drive successful outcomes for their projects or organizations.
Hiring Insights: Evaluating Communication Skills during the Recruitment Process for IT Roles
In the technology industry, assessing candidates’ communication skills during the recruitment process for IT roles is of utmost importance. While technical expertise is crucial, the ability to effectively communicate and collaborate with team members and stakeholders is equally vital.
During interviews for tech positions, hiring managers should pay close attention to how candidates articulate their thoughts and ideas. Strong verbal communication skills are essential for explaining complex technical concepts in a clear and concise manner. Additionally, candidates who can actively listen and ask relevant questions demonstrate their ability to understand requirements and collaborate effectively.
Written communication skills are also critical in the technology industry. Candidates should be able to convey information through emails, documentation, and reports with clarity and precision. Attention to detail, grammar, and organisation are key factors that employers look for when evaluating written communication abilities.
Soft skills assessment plays a significant role in determining a candidate’s fit within a team. Effective collaboration, problem-solving abilities, adaptability, and empathy are all valuable traits that contribute to successful teamwork in IT roles.
By evaluating candidates’ communication skills alongside their technical proficiency during the recruitment process, hiring managers can ensure they select individuals who not only possess the necessary technical knowledge but also have the interpersonal skills required for effective collaboration in today’s technology-driven workplaces.
About Langley James
At Langley James, we understand the importance of recruiting the very best people for your team. That’s why our approach goes beyond surface-level information provided in a CV alone. And it’s why we focus on communication skills as part of our screening process.
Let’s discuss your specific IT recruitment requirements today. Reach us at 0207 099 4839 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
Aug 10, 2023 | Tips
Embracing Diversity in the Tech Industry
In recent years, there has been a growing recognition of the importance of diversity in the tech industry. The need for a diverse tech workforce is not just about meeting quotas or ticking boxes, but rather about creating an inclusive and innovative environment that benefits everyone involved.
Promoting gender diversity in tech is one aspect of this broader goal. Historically, the technology industry has been predominantly male-dominated, with women being underrepresented in various roles and leadership positions. However, studies have consistently shown that diverse teams lead to better outcomes and increased creativity.
Having a diverse range of perspectives and experiences in the technology sector brings fresh ideas and approaches to problem-solving. It fosters innovation by challenging biases and assumptions that may exist within homogeneous teams. Additionally, it allows for more inclusive products and services that cater to a wider range of users.
Furthermore, promoting diversity goes beyond gender representation alone. It encompasses individuals from different ethnic backgrounds, cultures, age groups, abilities, and socioeconomic statuses. By embracing this broader definition of diversity, we can create an industry that is truly inclusive and reflective of society as a whole.
Therefore, embracing diversity in the tech industry is crucial for its growth and success. By promoting gender diversity and fostering an inclusive environment for all individuals, we can unlock the full potential of innovation while ensuring equal opportunities for everyone involved.
The Current Landscape: Two-thirds of UK Tech Workers Believe Women are the Answer
According to a recent survey, two-thirds of tech workers in the UK believe that women are the answer to addressing the gender imbalance and driving innovation in technology.
Women have historically been underrepresented in the tech talent landscape, with various barriers preventing them from entering and progressing in this field. However, there is a growing understanding that diversity brings unique perspectives and ideas to the table, leading to more innovative solutions.
The survey findings highlight a shift in attitudes towards women’s role in technology. It suggests that many tech professionals recognise the value of having women actively involved in shaping and advancing the industry. This recognition is not only beneficial for women seeking opportunities in tech but also for companies looking to foster an inclusive and diverse workforce.
By actively promoting gender diversity initiatives and creating an inclusive environment, organisations can tap into a wider pool of talent and benefit from diverse perspectives. Women have proven time and again that they possess the skills, knowledge, and creativity necessary to drive innovation forward.
As we move forward, it is crucial for companies to continue supporting women’s advancement in technology through mentorship programs, equal opportunities for growth, and creating supportive work environments. By doing so, we can create a more balanced tech industry where women can thrive and contribute their valuable insights towards shaping our technological future.
The Benefits of Diversity and Inclusion in the Tech Sector
Embracing a diverse and inclusive workforce brings numerous advantages that extend beyond social responsibility.
One of the key benefits of diversity in the tech sector is its positive impact on innovation. When teams are composed of individuals from different backgrounds, experiences, and perspectives, they bring a wide range of ideas to the table. This diversity of thought can lead to more creative problem-solving approaches and foster a culture of innovation within organisations.
Diverse teams also have an advantage when it comes to problem-solving. Different perspectives allow for a broader understanding of complex issues, enabling teams to approach challenges from various angles. This can result in more comprehensive solutions that cater to a wider range of users’ needs.
Furthermore, having a diverse workforce in technology helps companies better understand their customer base. With diverse teams, organisations gain insights into different cultural nuances, preferences, and behaviors. This understanding allows for the development of products and services that are more inclusive and resonate with a broader audience.
In addition to driving innovation and problem-solving, fostering diversity and inclusion in the tech sector has been linked to improved financial performance. Numerous studies have shown that companies with diverse leadership teams tend to outperform their peers financially. This correlation suggests that embracing diversity is not just morally right but also makes good business sense.
Promoting diversity and inclusion within the tech sector brings numerous benefits. From driving innovation through varied perspectives to better understanding customer needs and improving financial performance, building diverse teams is crucial for success in today’s rapidly evolving technological landscape.
Closing the Gender Gap: Strategies for Increasing Female Representation
Closing the gender gap in the technology industry is a crucial step towards achieving diversity and equality. Women empowerment in tech has become a significant focus for organisations worldwide, as they recognise the benefits of having more women represented in these roles.
To attract more women to tech roles, companies can implement various strategies. One effective approach is promoting STEM education and encouraging young girls to pursue careers in technology from an early age. By providing mentorship programs, scholarships, and workshops specifically targeted towards girls, companies can help create a pipeline of talented female technologists.
Another strategy involves actively promoting female leadership within technology organisations. This can be achieved by implementing policies that support work-life balance, offering flexible working arrangements, and ensuring equal opportunities for career advancement.
Additionally, creating inclusive and supportive environments is crucial for attracting and retaining women in tech roles. Companies should foster an inclusive culture where everyone feels valued and respected regardless of their gender. Encouraging diversity initiatives such as employee resource groups or affinity networks can also provide a sense of community and support for women working in technology.
By implementing these strategies and actively addressing the barriers that hinder female representation in tech, organizsations can take significant steps towards closing the gender gap and creating a more diverse and inclusive industry.
Challenges and Solutions: Overcoming Barriers to Diversity and Inclusion
In the tech industry, diversity and inclusion have become crucial topics of discussion. However, there are several barriers that hinder progress in achieving true diversity and inclusion. Addressing these challenges requires a multifaceted approach that involves recognising and overcoming unconscious bias, fostering an inclusive workplace culture, and implementing effective diversity training programs.
One of the major barriers to diversity in the tech industry is unconscious bias. Unconscious biases are deeply ingrained stereotypes or prejudices that affect our judgments and decision-making processes without us even realising it. These biases can lead to unfair hiring practices, unequal opportunities for advancement, and exclusionary work environments. To address this issue, organisations need to implement strategies such as blind recruitment processes, where candidate information such as names and genders are removed from resumes during initial screening stages.
Creating an inclusive workplace culture is another key factor in promoting diversity. This involves fostering an environment where all employees feel valued, respected, and included regardless of their background or identity. Companies can achieve this by promoting open communication channels, encouraging diverse perspectives in decision-making processes, and providing equal opportunities for professional growth.
Diversity training programs play a crucial role in addressing barriers to diversity and inclusion. These programs aim to educate employees about the importance of diversity, increase awareness of unconscious biases, and provide tools for creating an inclusive work environment. Effective training should be ongoing rather than a one-time event to ensure continuous learning and improvement.
By addressing these challenges head-on, the tech industry can create more diverse and inclusive workplaces that drive innovation while embracing the richness of different perspectives.
About Langley James
At Langley James, we understand the importance of recruiting the very best people for your team. That’s why our approach goes beyond surface-level information provided in a CV alone.
With our comprehensive knowledge of candidates, including their experience, specific project involvements, strengths, and areas for improvement, we strive to find the perfect match for your business. Our dedicated and specialised consultants work closely with you, considering both the role requirements and the unique needs of your business.
We take immense pride in our thorough understanding of candidates’ skills and experiences, ensuring that we deliver the very best talent to meet your IT recruitment needs.
Let’s discuss your specific IT recruitment requirements today. Reach us at 0207 099 4839 or via email at langleyjames@langleyjames.com.
We’d love to hear your views on this. What are your thoughts on the impact of staff shortages on your team? Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn
Jul 30, 2023 | Hiring Resources, IT, Tips
We’ve got some tech news to share. Recently, we came across an eye-opening article that shed light on the current state of the workforce in the UK. According to a recent poll, nearly half of UK workers feel that their work is becoming increasingly intense. And the blame seems to fall on staff shortages in the tech sector.
In this blog, we explore the impact of these shortages.
The Intensity of Work in the Tech Sector
The fast-paced world of technology has always been demanding. However, the current scenario is taking intensity to a whole new level. The poll indicates that almost 50% of UK employees are facing higher workloads, tighter deadlines, and increased pressure due to staff shortages. As more businesses rely heavily on technology, the demand for skilled IT professionals has soared. Therefore leading to a shortage that affects the entire industry.
The Ripple Effect on Tech Employees
With tech talent in high demand, the workforce is feeling the brunt of the shortages. Employees are working longer hours and feeling stretched thin. This is affecting not only their productivity but also their overall well-being. As a result, the importance of striking a balance between work and personal life has become more crucial than ever.
The Challenge for Employers
For employers, the shortage of IT talent presents a unique challenge. Attracting and retaining skilled tech professionals in this competitive landscape has become an uphill battle. Companies need to adapt their recruitment strategies and offer enticing packages that go beyond just financial rewards. Creating a positive work culture, providing growth opportunities, and offering work-life balance can be game-changers in attracting and keeping top talent.
The Role of IT Recruitment Agencies
This is where IT recruitment agencies, like ours, step in. Our mission is to bridge the gap between talented IT professionals and companies in need of their expertise. We understand the challenges faced by both job seekers and employers and work tirelessly to find the perfect match. Our friendly and dedicated team is committed to nurturing meaningful connections that go beyond just matching skills with job requirements.
Navigating the Future of Tech Talent
While the shortage of tech talent poses challenges, it also presents an opportunity for growth and innovation. As a community, we can navigate through these intense times together. At Langley James, we are passionate about making a difference. Our friendly approach, combined with our industry expertise, enables us to provide tailored solutions that address the unique needs of both job seekers and employers.
Our Thoughts
The poll results highlight the intensity of work experienced by employees in the UK due to staff shortages in the tech sector. As an IT recruitment company, we recognise the impact of these challenges on the workforce and are dedicated to finding innovative solutions. By working together, we can create a thriving tech industry that not only meets the demands of the digital age but also ensures the well-being and growth of its most valuable asset – its people.
About Langley James
At Langley James, we understand the ever-evolving landscape of the tech industry and the impact of staff shortages on your workforce. In this dynamic environment, effective talent management is more critical than ever. That’s why our approach goes beyond surface-level information provided in a CV alone.
With our comprehensive knowledge of candidates, including their experience, specific project involvements, strengths, and areas for improvement, we strive to find the perfect match for your business. Our dedicated and specialised consultants work closely with you, considering both the role requirements and the unique needs of your business.
We take immense pride in our thorough understanding of candidates’ skills and experiences, ensuring that we deliver the very best talent to meet your IT recruitment needs.
Let’s discuss your specific IT recruitment requirements today. Reach us at 0207 099 4839 or via email at langleyjames@langleyjames.com.
We’d love to hear your views on this. What are your thoughts on the impact of staff shortages on your team? Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn
Jul 10, 2023 | Management, Tips
In today’s diverse workforce, managing different generations has become a fascinating challenge for hiring managers. With Generation Z, Millennials, and Generation X working side by side, understanding their unique characteristics and preferences is essential for fostering a harmonious and productive work environment. So, let’s dive into the world of these three generations and explore effective management strategies that can bridge the generation gap with a touch of fun along the way!
The Rise of Gen Z
Purpose-Driven and Digitally Savvy.
Generation Z, born between 1997 and 2012, brings a fresh perspective to the workplace. They value meaningful work that aligns with their personal purpose and societal impact.
Effectively managing Gen Z employees:
- Emphasise the purpose behind their work and how it contributes to the bigger picture.
- Leverage technology and communication platforms that resonate with them, such as collaborative tools.
- Offer regular feedback in short, digestible formats to cater to their shorter attention spans.
- Encourage a diverse and inclusive culture that fosters collaboration and innovation.
Millennials
Work-Life Balance, Flexibility, and Feedback.
Millennials, also known as Generation Y, were born between 1981 and 1996.
Effectively managing Millennials:
- Understand that they seek work-life balance and prioritize flexibility. Offering flexible schedules or remote work options can greatly enhance their job satisfaction.
- Provide regular constructive feedback and recognize their accomplishments to fuel their desire for approval.
- Create an environment that encourages continuous learning and growth opportunities, as Millennials are eager to develop their skills and advance in their careers.
Generation X
Communicate Honestly and Embrace Work Ethic.
Generation X, born between 1965 and 1980, is a generation that grew up in a different era.
Effectively managing Generation X:
- Opt for direct, frank communication rather than relying solely on niceties.
- Appreciate their strong work ethic and dedication. Acknowledge their long hours and commitment to achieving results.
- Utilize more traditional communication methods such as phone calls or emails, as they might prefer them over instant messaging platforms.
Bridging the Gap: Five Tips for Managing Multigenerational Teams:
- Foster cross-generational mentorship programs to encourage knowledge sharing and collaboration.
- Implement flexible work arrangements that accommodate different needs and preferences.
- Provide ongoing learning and development opportunities for all generations.
- Encourage open dialogue and understanding through team-building activities and workshops.
- Celebrate diversity and create an inclusive work environment where everyone’s voice is heard and valued.
Managing a multigenerational workforce requires adaptability, understanding, and a touch of humor. By recognizing the unique qualities and preferences of Generation Z, Millennials, and Generation X, hiring managers can cultivate a harmonious workplace where each generation can thrive. Embrace the diversity, bridge the generation gap, and enjoy the wealth of perspectives that each generation brings. Happy managing!
Remember, creating an engaging and fun work environment for all generations is the key to success in today’s dynamic and ever-evolving workplace landscape.
About Langley James
At Langley James, we understand the importance of effective talent management in today’s diverse workforce. With our comprehensive knowledge of candidates, including their experience, specific project involvements, strengths, and areas for improvement, we go beyond the surface-level information provided in a CV alone.
Our team of dedicated and specialised consultants is committed to finding the perfect match for your organisation, considering both the role requirements and the unique needs of your business. We take pride in our thorough understanding of candidates’ skills and experiences, ensuring that we deliver the very best talent to meet your IT recruitment needs.
To discuss your specific IT recruitment requirements, contact us at 0207 099 4839 or via email at langleyjames@langleyjames.com. Our team is eager to assist you in finding the right professionals who will contribute to your company’s success.
We’d love to hear your views on this. What are your thoughts on managing the generational mix in your IT team? Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn
Jun 19, 2023 | IT, Tips
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.
Agency vs Direct
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.
Writing adverts
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.
Access to candidates
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.
Sifting through CV’s – Recruitment Agency vs Direct Hiring
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.
Employer branding
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?
Cost
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.
Recruitment Agency Vs Direct Hiring – Summary
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.
About Langley James
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!
May 18, 2023 | Hiring Resources, IT, Tips
Hey there, IT hiring managers! Are you tired of sifting through endless resumes? Conducting countless interviews, and still struggling to find that perfect candidate? Well, fear not! We’ve got a secret weapon up our sleeves that will revolutionise your talent acquisition game.
Enter the world of IT recruitment agencies. Where the magic of matching exceptional talent with the perfect job happens. Buckle up and let’s explore why IT recruitment agencies are the game-changers in today’s IT recruitment market.
IT Recruitment Agencies Provide Supercharged Sourcing
Gone are the days of scouring job boards and drowning in a sea of unqualified applicants. IT recruitment agencies have an extensive network, And a knack for sniffing out top talent. With their industry connections, they have access to a hidden pool of skilled professionals. Some who might not be actively looking but are open to exciting opportunities. Let us do the digging and present you with a shortlist of exceptional candidates. Saving you time and headaches.
Navigating the IT Talent Jungle
In a highly competitive market, finding the right IT talent can feel like searching for a needle in a haystack. But fear not! IT recruitment agencies are the seasoned navigators of this talent jungle. We know what skills and expertise to look for. And we can spot those hidden gems that others might overlook. Consider us your trusty safari guides, equipped with a keen eye for talent.
Tap Into The Matchmaking Mastery of IT Recruitment Agencies
Finding the perfect match between a candidate and a job isn’t just a lucky coincidence. It’s an art. IT recruitment agencies excel at this matchmaking dance. We take the time to understand your company’s culture, values, and specific job requirements. Armed with this knowledge, we dive deep into our pool of talented candidates, We evaluate not just their technical skills but also their personality fit. It’s like finding a puzzle piece that fits perfectly, creating a harmonious and productive work environment.
Unleashing Unconventional Talent
Sometimes, the most extraordinary talent lies outside the box. IT recruitment agencies have a knack for identifying those unconventional candidates. Those who bring fresh perspectives, innovative ideas, and unique problem-solving skills to the table. We believe in thinking outside the binary code, and we’re not afraid to challenge the status quo. Embrace the power of diversity and let us introduce you to the game-changers who will push your company to new heights.
IT Recruitment Agencies Are Your Silent Partners
Picture this: you’re in the midst of a talent war, and you need reinforcements ASAP. That’s where IT recruitment agencies become your silent partners. Working tirelessly behind the scenes to scout, screen, and secure the best talent for your team. We become an extension of your HR department, collaborating seamlessly to fulfill your staffing needs. From negotiating offers to managing onboarding, consider us your backstage crew, ensuring a smooth and successful hiring process.
About Langley James
Here at Langley James, we know our candidates. We have in-depth knowledge of their experience, down to the individual projects they have worked on, their strengths (and their weaknesses). We have access to those details that you just can’t get from a CV alone.
Our talented and specialised consultants work hard to ensure that any candidates we send you are not only a perfect match for the role but your business.
So, are you ready to embrace the power of IT recruitment agencies? We’re here to be your allies, your advocates, and your partners in talent acquisition. Together, we’ll revolutionise your hiring process, saving you time, energy, and headaches. Let’s embark on this adventure together and discover the exceptional talent that will propel your company to new frontiers.
To discuss your IT recruitment needs please call us on 0207 099 4839 or email us: langleyjames@langleyjames.com.
We’d love to hear your views on this. What are your thoughts on the current IT recruitment maket? Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn
May 5, 2023 | Tips
Are you sick of throwing your job postings into the abyss of job boards and waiting for a miracle? We thought so. Because let’s be real, it’s not the most effective way to score the top IT talent out there.
Here’s why:
The best candidates are not on the job boards
And, the best candidates are not actively looking for jobs. One of the biggest problems with job boards is that they are passive. They rely on candidates to actively search and apply for jobs. However, the best candidates are often not actively looking for jobs. They may be open to new opportunities, but they’re not going to spend hours sifting through job board postings. This means that you’re missing out on a large pool of potential talent if you’re only relying on job boards.
Job boards don’t drive qualified candidates back to your company
Job boards are a terrible way to find qualified candidates. They’re great at finding people who are looking for jobs, but not so great at finding the right ones.
The problem is that job boards don’t really care about your company or the type of person you need. They just want to get as many applicants as possible in front of employers to justify their fee. So when you post an opening on one of these sites, it’s likely that lots of unqualified people will apply. And there goes your time wasted sifting through irrelevant CVs! Worst still, what if no one applies, (and this does happen!) – what then?
Only 1 in 20 applicants are actually a fit
As you may have noticed, there are a lot of people looking for jobs on job boards. And as you also might have noticed (if you’ve ever applied for one), most of them aren’t qualified. The result? You get a lot of low-quality candidates–people who don’t meet your requirements or have any relevant experience.
Many companies have tried these boards to find their next IT employee, only to find that they end up with more low-quality applicants than good ones. They then wonder why this keeps happening! So let’s go back to what we said earlier – job boards are great sources of passive candidates. However, when it comes down to actually finding the best people in your industry and getting them interested in working for your company, job boards just don’t cut it anymore.
Good candidates get lost
Job boards are crowded, and your job posting can easily get lost in the noise. Candidates may scroll past your posting or not even see it at all. This means that even if you do get good candidates applying, they may not be the right fit for the job or your company. You’re not getting the cream of the crop, and you may end up settling for a candidate who is just okay. You’re better than that!
It can even lower your employer brand
You might be thinking, “but my company has a great employer brand”. And you’d be right – it’s likely that you do have a great employer brand. But it’s probably not as good as you think it is if you use job boards. Job boards are not a good way to attract candidates; they’re a way to get them in front of your eyes so you can reject them later on. Job boards also aren’t effective at building relationships with candidates. Something that’s key in a skills crisis. The lack of personal approach is a problem.
So even if there are some great candidates on the boards, is you advert enough to tempt them? Worst still, in today’s market where applications are few and far between it can mean advertising your vacancy multiple times. You go and do the same thing, and expect a different result. But advertising your role multiple times screams that there’s something wrong, That you are unable to fill the vacancy and this worries candidates and will prevent them from applying.
What to do instead of using job boards
When it comes to finding the best talent for your IT team, working with a recruitment agency like Langley James can be a game changer. Not only do we have years of experience sourcing candidates and matching them with top companies, but we also have access to a much larger pool of potential hires than you would find on a job board. But that’s not all.
There’s lots of other advantages to working with a recruiter.
- Recruiters have relationships with a wide range of candidates who may not be actively looking, but who would be a great fit for your company. We can help you tap into this pool of hidden talent and find the perfect candidate for your team.
- We can do much of the legwork for you. We take the time to review CVs, screen candidates, and present you with a shortlist of top contenders. This not only saves you time, but it also ensures that you’re only interviewing candidates who are a great fit for the role.
- In addition to having access to a wider pool of candidates and saving you time, recruiters can also help you navigate the complex world of IT hiring. We understand the ins and outs of the industry and can help you identify the skills and experience that are most important for your specific role. We can also help you develop competitive compensation packages and negotiate with candidates on your behalf.
At the end of the day, while job boards can be a useful tool in your recruitment arsenal, they’re far from the best way to find top IT talent. Working with a recruitment agency like Langley James can help you tap into a wider pool of candidates, save you time, and help you navigate the complexities of the hiring process. So if you’re serious about finding the best talent for your team, reach out to us today and let us help you find your next superstar.
Apr 6, 2023 | Hiring Resources, IT, Tips
We’ve been in the IT recruitment sector since 1999, so we’ve seen firsthand the impact that a bad hire can have on a business. Hiring the wrong person for an IT position can be costly in more ways than one, and the consequences can last for months or even years. In this blog, we’ll explore the true cost of a bad hire in IT, and offer some tips for avoiding this common pitfall.
The direct costs of a bad hire
One of the most obvious costs of a bad IT hire is the direct financial impact. According to the Recruitment & Employment Confederation (REC), 85% of organisations admit their company has made a bad hire. Shockingly, the average cost of a mid-manager level with a salary of £42,000 can cost a business more than £132,000. This includes the cost of advertising the job, screening candidates, conducting interviews, and training the new employee. If the employee leaves the company shortly after being hired, the costs can be even higher, as the company may need to start the hiring process all over again.
In addition to the financial costs, a bad hire can also have a negative impact on productivity. What if the new employee is not able to perform their job duties effectively? Other team members may need to pick up the slack, leading to decreased efficiency and potentially missed deadlines.
The indirect costs of a bad hire
Beyond the direct costs, there are also indirect costs associated with a bad IT hire. For example, a bad hire can have a negative impact on team morale. If the new employee is not a good fit for the team, other team members may become frustrated or disengage. This can lead to decreased motivation and productivity.
A bad hire can also damage the reputation of the company, especially if the employee interacts with clients or customers. If the new employee provides poor customer service or makes mistakes on important projects, it can lead to lost business and damage to the company’s brand.
The hidden costs of a bad hire
Finally, there are hidden costs associated with a bad IT hire that may not be immediately apparent. For example, a bad hire can lead to turnover in other areas of the company. If other team members become frustrated with the new employee, they may start looking for new job opportunities, leading to increased turnover and the need to hire and train new employees.
A bad hire can also have a negative impact on the culture of the company. If the new employee is not a good fit for the company culture, it can lead to decreased employee engagement and satisfaction. Potentially this can even lead to increased absenteeism or turnover.
How to avoid a bad hire in IT
Given the many costs associated with a bad IT hire, it’s important to take steps to avoid this common pitfall. Here are a few tips for ensuring that you hire the right person for the job:
- Define the role clearly. Before you start the hiring process, take the time to clearly define the role and its responsibilities. This will help you identify the skills and experience that are required for the job. Additionally it will ensure that you’re able to evaluate candidates effectively.
- Use multiple methods to evaluate candidates. Don’t rely solely on CVs and interviews to evaluate candidates. Consider using other methods, such as skills assessments or personality tests. This will enable you to have a more complete picture of each candidate’s abilities and fit for the role.
- Check references carefully. Don’t skip the reference check stage, even if you think you’ve found the perfect candidate. Be sure to ask for references from previous managers or colleagues. And ask specific questions about the candidate’s strengths and weaknesses, work style, and ability to work well with others.
- Look beyond technical skills. While technical skills are obviously important for an IT role, it’s also important to consider other factors, such as cultural fit and communication skills. Look for candidates who are able to work well with others
In conclusion
The true cost of a bad hire in IT extends far beyond the financial investment required to fill the role. A bad hire can impact team morale, productivity, and reputation. It may even lead to increased turnover and decreased employee engagement. However, by taking steps to define the role clearly, evaluate candidates using multiple methods, check references carefully, and look beyond technical skills, companies can avoid the many costs associated with a bad IT hire.
How Langley James can help you avoid a bad hire
We has extensive experience in helping businesses avoid the costs and headaches associated with a bad IT hire. Here are a few ways in which we can help:
- In-depth candidate evaluation: We use a multi-stage evaluation process to assess candidates’ technical skills, experience, and cultural fit. This includes an in-depth interview, ensuring that we have a complete picture of each candidate’s abilities and fit for the role.
- Industry expertise: Our recruiters have deep industry expertise, with a focus on IT recruitment. This means that we understand the specific skills and experience required for IT roles, and can identify top candidates who may be overlooked by other recruiters.
- Extensive network: We have an extensive network of IT professionals, including both active and passive job seekers. This allows us to quickly identify top talent and connect them with the right job opportunities.
- Ongoing support: We provide ongoing support throughout the hiring process, including reference checking, and negotiation support. This ensures that both employers and candidates are set up for success from the start.
By working with Langley James, businesses can avoid the many costs associated with a bad IT hire and instead find the best talent for your needs. Our experienced recruiters are here to help, whether you’re looking to fill a permanent or contract IT role. Contact us today to learn more about how we can help your business succeed.
Mar 15, 2023 | Hiring Resources, Tips
With the growing demand for IT contractors, employers need to know how to successfully interview and hire the right professionals for their projects. This guide will provide tips on how to identify the best IT contractors, create a successful interviewing process, and make sure that you are hiring the right person for the job.
From understanding what type of IT contractor you need, to asking the right questions during an interview, this guide will help employers find the perfect candidate for their project. It will also provide insights on how to ensure that you are making a wise decision when it comes to hiring an IT contractor.
The Advantages of Hiring IT Contractors
Hiring an IT contractor can be a great way to get the most out of your IT budget. With the right contractor, you can get access to experienced and knowledgeable professionals who can provide you with the technical expertise you need for your projects. From software development to cybersecurity and networking, there are many benefits of hiring an IT contractor that can help your business succeed.
IT contractors are often more cost-effective than hiring full-time staff, as they don’t require long-term commitments or benefits packages. They also offer flexibility, allowing businesses to scale up or down depending on their needs. Freelance IT contractors can also bring specialized skillsets and knowledge that may not be available in-house. By leveraging their expertise, businesses can save time and money while still achieving their goals.
You may find our blog 8 Reasons to Hire an IT Contractor of interest too.
The Basics of Interviewing & Hiring an IT Contractor
Hiring an IT contractor can be a daunting task, especially when you don’t have much experience in the area. It’s important to remember that interviewing and hiring an IT contractor requires more than just asking the right questions. You need to understand the basics of interviewing and hiring an IT contractor in order to be successful.
Tips on How to Make Sure You Hire The Best IT Contractors
As an employer, it’s essential to make sure you hire the best IT contractors for your business. Hiring the right candidate can be a daunting task, and it requires a lot of effort on the part of employers. However, with the right hiring practices in place, employers can ensure that they are hiring top candidates who will help them meet their business goals. The following are some tips for hiring the perfect IT contractor for your business.
- Hire candidates who understand your industry, and have a good understanding of what you do. This is key because it will give them insights into how your business operates and allow them to be more prepared when they’re interviewing with you.
- Set clear expectations from the start so that both parties know what they are getting themselves into. For example, if you need someone to come in and maintain all of your company’s computer systems and networks, make sure the candidate understands this before verbally accepting their job offer .This will make the process more efficient and will help reduce the amount of time you spend interviewing candidates.
- Ask questions that can determine whether your candidate is a good fit.
Top 5 Questions to Ask IT Contractors During the Interview
Hiring an IT contractor is a big decision, and it’s important to ensure that you ask the right questions during the interview process. In this article, we will discuss the top 5 questions to ask a potential IT contractor during an interview. These questions will help you get a better understanding of the candidate’s skillset, experience, and working style. By asking these questions, you can make sure that you hire the best IT contractor for your project.
1. How Much Experience Do You Have with __________?
This question is a good way to get an idea of the candidate’s experience working on similar projects and for similar companies. The more experience the IT contractor has, the better their chances of success will be. It’s also a good question to ask if the project requires specialised skills that may not be related to what they provide as a typical job function. For example, if your project requires strong Excel skills but their job title doesn’t mention anything about it, this is a good question to ask during your interview to prevent you from hiring the wrong person.
2. How Long Have You Worked As A Contractor?
This question will give you a good idea of what type of experience your IT contractor has had with similar companies, how long they’ve been there, and how well they may be able to adapt to new projects and responsibilities. It will also help you determine if they are used to working on projects that are or have been outsourced, as many companies outsource their IT work these days. .
3. How Do You Feel About the Number of Hours We Have for Work?
A lot of IT contractors work a set amount of hours per week, but others are on-call or work from home from time to time. This question can help you see if your IT contractor prefers being in an office or if they would rather be able to balance their personal life with their job. .
4. Are You Willing to Travel?
IT contractors may need to travel for meetings or training during their career progression. Most IT contractors don’t mind traveling as long as it has been scheduled in advance and is well paid for the time spent away from home and family.
5. Tell Me About Your People Skills
IT contracting isn’t just about technical skills–it’s also about being able to interact with other people on a personal level and having appropriate communication skills.
About Langley James
Here at Langley James, we know our candidates. We have in-depth knowledge of their experience, down to the individual projects they have worked on, their strengths (and their weaknesses). We have access to those details that you just can’t get from a CV alone.
Our talented and specialised consultants work hard to ensure that any candidates we send you are not only a perfect match for the role but your business. To discuss your IT recruitment needs please call us on 0207 099 4839 or email us: langleyjames@langleyjames.com.
We’d love to hear your views on this. Are you struggling to recruit IT staff? Tweet us @ITRecruitment, or follow us on Facebook or LinkedIn
Mar 14, 2023 | IT, Tips
Is it time for your business to hire an IT contractor? With a continuously shrinking talent pool and an increasing demand for talent, it can mean that recruiting the perfect permanent candidate takes longer than before. But your business still needs to succeed. What isn’t being achieved whilst you are waiting for the right candidate. What impact is that having on your business. In a perfect world, you’d wait for the right IT candidate, but if we’ve learnt anything from the past few years, we do not live in a perfect world.
However, there are positives. The changing needs of organisations and employees alike has resulted in more IT candidates moving to non-standard employment. The quality and diversity of IT talent makes the contract market an attractive prospect for many employers. So if you are still waiting to find the perfect candidate, or have a need for a specific talent as soon as possible, it may be time to hire an IT contractor.
8 key reasons to hire an IT contractor
- Less risk. As many as 60% of new hires are not working out to some degree, according to the latest research! And when a bad hire costs businesses, on average, around £114,000 per employee, it’s a risk a lot of businesses can’t afford to take. Especially in the current market. When you hire an IT contractor, it mitigates the risk of bringing in a poor hire and the associated costs.
- Perfect for projects. Most projects, whether one off, or ongoing, need access to a particular set of skills. If you don’t currently have the skills in house and you are unable to secure the right permanent candidate, it’s time to hire an IT contractor. It may be that you have a short-term project and don’t have the budget, or the on-going work to hire a permanent. More on budget later.
- Specialist skills. If there is a skills gap in your current team, you can hire an IT contractor to plug that gap. By hiring a contractor, you can maintain the quality of work while an employee is away from the business. Whether that be extended sick leave, parental leave, or resignation. Hiring an IT contractor is a quick way to enable you to continue with business as usual.
- Ease workload. When someone leaves your team, who picks up the additional workload? Your current team. This can put additional strain on your existing team members and can even result in additional resignations. Reduce the likelihood of this when you hire a contractor.
- Tap into a fresh perspective. Most of the time, when you hire a contract, you tap into a huge amount of expertise. Having someone in your team who has a lot of experience working for multiple companies can really be more beneficial than you realise. Using their past experiences, they can bring new and exciting things to your business, meaning you could be in a position to tap into this a fast-track certain areas of growth.
- Flexibility. If you have a project that needs completing, or you are experiencing a temporary increase in work, an IT contractor could be the perfect answer. Also, if you suddenly have a drop in demand, you don’t have to continue to use the services on a contractor. This can save your business money by only paying for the services of a contractor when you need them.
- Cost savings. Yes, it’s true that contractor rates are usually more expensive than a permanent salary. However, it can still work out cheaper to hire a contractor. With a contractor, the daily rate is all you pay. There’s no paying into pensions or other benefits. It gives a certainly of cost so works particularly well if you have a set budget.
- Speed. Most IT contractors are available at short notice and are ready and prepared to start work. No more waiting for notice periods, where literally anything can happen. With the market as it is, there are many candidates being offered multiple jobs in IT and this makes the notice period an unnerving time. Reduce that risk and get someone in place quickly when you hire an IT contractor.
Using Langley James to hire an IT contractor.
We can supply you with an expert IT contractor, within budget, to carry out your project to a strict timeframe. Giving you peace of mind by knowing the exact cost of the project from the outset. And allowing day to day IT operations to carry on as seamlessly as possible.
Let us find you an expert IT Contractor who not only has the t-shirt but is going back to remake the film. Now is a great time to get on with those projects that have been hanging around and getting specialist contractors has never been cheaper than it is now. You can buy in an expert who can turn a project around to a set schedule and budget.
We have been recruiting IT contractors and permanent IT staff since 1999. We have an extensive network of experienced contractors as result. Get in touch with our expert team today to find out more about hiring an IT contractor today.
Mar 14, 2023 | IT, Tips
Are you currently looking to hire in IT? If so, there’s a lot to consider. And it may be that the first thing you need to decide is the benefits to you of contract v permanent. Which will you choose when it comes to filling your next IT role? There are advantages and disadvantages of both. Our consultants share their thoughts to help you make the right decision.
What’s the difference? Contract v permanent
A contractor is someone who provides their services to your business. Typically, a contractor is hired for a set period of time, or a set piece of work. A daily rate will be agreed, along with deliverables, deadlines etc. Contractors are usually self-managed and can be left to work independently based on the project brief.
A permanent candidate is an employee that works for you on either a full or part-til basis. They are expected to produce work based on their contract of employment and in return, they are paid a monthly salary on a continuous basis.
Pros and cons of hiring a contractor
When it comes to contract v permanent, it’s important to consider the pros and cons of each. Here’s our top 3 for each –
Pros of hiring a contractor
- Hire as and when you have a need. If you have a project that needs completing, or you are experiencing a temporary increase in work, a contractor could be the perfect answer. Also, if you suddenly have a drop in demand, you don’t have to continue to use the services on a contractor. This can save your business money but only paying for the services of a contractor when you need them.
- It can actually work out cheaper. Yes, it’s true that contractor rates are usually more expensive than a permanent salary. However, it can still work out cheaper to hire a contractor. With a contractor, the daily rate is all you pay. There’s no paying into pensions or other benefits. It gives a certainly of cost so works particularly well if you have a set budget.
- Higher level of expertise. Most of the time, when you hire a contract, you tap into a huge amount of expertise. Having someone in your team who has a lot of experience working for multiple companies can really be more beneficial than you realise. Using their past experiences, they can bring new and exciting things to your business, meaning you could be in a position to tap into this a fast track certain areas of growth.
Cons of hiring a contractor
- Continuity. If you want to turn the services of a contractor on and off, you could end up disappointed. Once a project is complete and the contract has come to an end, the contractor will move on to their next role. Therefore, if you want the same contractor back again a few months later, it may not always be that simple.
- Day rates can be high. We touched on this above. But, day rates can be high when compared to the salary of a permanent member of staff. Contractors looks for higher rates due to the risks associated with the role not being permanent
- IR35 rules – be aware. You can face large penalties if you are in breach of IR35 and need to take extreme care. Make sure that you work with a reputable agency to ensure that you are hiring contractor legitimately.
Pros and cons of hiring a permanent employee
Pros of hiring a permanent employee
- Higher level of control. With an employee, you decide when, where and how they work. They are employed directly for you (and in most cases, only you if full-time), so you get to call the shots.
- Commitment. When you hire a permanent employee, you both agree on the details of an employment contract. This is a long-term consideration for the employee. Therefore, when they agree to be employed, they are fully dedicated to your company.
- Employee engagement levels. A permanent employee has made a choice to join your company as part of their career development. They are more likely to align with your values and are therefore likely to be highly engaged.
Cons of hiring a permanent employee
- Commitment. Both a pro and co on hiring permanent employee! You need to be sure that you will be able to pay a monthly salary, plus all the additional costs, every month despite ups and downs.
- Employee rights. There’s lots to remember here, from holiday pay, redundancy, maternity, sick pay and lots more.
- It can work out more expensive. There’s lots of things that can affect your costs when hiring a permanent employee. From paying agency fees, to higher salaries, you need to have a budget up front. However, to retain your staff, it’s likely that you will also have to invest in training and development too.
Contract v Permanent – which will you choose?
We’ve been helping companies to recruit the very best in IT since 1999. We can advise you on which route is best and can even give you detailed insight into the IT jobs market. Each month, we produce our IT Salary Guide which looks at average salaries and day rates across all areas of IT. We also produce a monthly Report on Jobs so that you can see what’s happening in the market. As ever, we are here to help. So if you are looking to recruit into your IT team, get in touch with our expert consultants today.
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