Apr 3, 2022 | Hiring Resources, Tips
To attract IT talent is becoming harder. With current vacancies in the UK at record levels – 62.5% higher than pre-pandemic – the power is firmly in the hands of the candidates. Coupled with a general supply of candidates, it’s the perfect storm! However, there is some great IT talent out there, it’s just a case of attracting them to your role.
Our team share their top tips to help you to attract IT talent in 2022.
What’s your elevator pitch to attract IT talent?
People are no longer looking for a job. They are looking for a sense of purpose and something that resonates with their own personal values. Therefore, simply writing a job spec that’s a list of requirements simply won’t cut it in today’s jobs market. It’s a medically proven fact that our happiness depends on many things in life, but one in particular is alignment. What we do has to align with our values to make us truly happy in our work. Now, you don’t have to be saving the world, one mouse click at a time! But what values does your company represent? It’s critical to understand what your ‘target market’ are looking for and what appeals to them. With candidates still feeling some trepidation when it comes to moving jobs, you need to give them a reason to move.
Know your market
Are you going to market with the same job, same salary, same location as you were 2 years ago? Times have changed and if you haven’t kept up, then it’s likely you’ll be disappointed when it comes to hiring. Unless you are really able to offer something truly attractive; like the latest technology, flexible working, career development etc. it’s unlikely that you’ll attract IT talent at the level you need to. So, unless your IT role isn’t urgent, we strongly advice that you research the market, or ask an experienced recruiter for their insight. We understand that it’s not always possible to simply offer a higher salary. Although, you always need to know how far off the mark you are. So instead, you may have to drop some of the requirements from the essential list. Speak to our team today to get all the insight you need.
Is your recruitment process right to attract IT talent?
A drawn-out recruitment process is a problem. It’s as simple as that! In a market that is saturated with jobs, time is of the essence if you want to attract the best. There’s a popular phrase in the sales world – ‘time kills all deals’ and the same is true when it comes to recruitment. If your process is longer than 2 weeks, then it’s too long! Candidates will go elsewhere, and it will take you a lot longer to complete the process – sometimes over 3 months! So take a look at your process and decide if it’s still fit for purpose. Work with a recruiter that can work within your timescales, and you’ll soon have that IT role filled.
How we can help
We live and breathe everything IT. We know that market and know what it takes to attract the very best IT talent. Why not work with us on your next IT vacancy and experience the difference of working with a specialist who really does know the market. Get in touch with our expert recruiters today and let’s help you to recruit someone worth recruiting.
Mar 4, 2022 | IT, Tips
The remote interview is here to stay! Despite final restrictions now being lifted, remote interviews are still the first choice for hiring managers and candidates. Not only does it give more flexibility to the candidates, but it also allows you to screen faster and in a more structured way. With the current IT skill shortage, reducing your time to hire can make a big difference when it comes to securing the best IT talent.
So how do you make sure that your remote interview structure is geared for success? Here’s our guide –
Make sure your remote interview has structure
Just as you would in a face-to-face interview, it’s important to have a structure for your remote interview. The advantage of a remote interview is that you can have an out of sight prompt to assist. Decide what’s important and what you would like to discover from each interview stage. Creating a defined structure will not only ensure that you stay on track. It will also help you communicate the process with your recruiter prior to the interview. We’ve created guides on effective interviews before and some of those tips do still apply. However, when it comes to a remote interview, there are some additional things to consider.
It’s all about communication
It’s not just the interview where communication is key. It all starts beforehand. When arranging remote interviews, it’s important to communicate what to expect. You need to share some key information with your recruiter to make sure that the candidate is prepared.
- Who will be in the interview? Will it be a team interview or individual 1-2-1`s?
- What will the candidate need to prepare? What tech will you be using? Are there any tasks to complete?
- Will you be expecting a screen share?
Making sure that the candidate is prepared in advance will allow them to showcase their skills to the best of their ability. Your recruiter should be asking you these questions as a matter of cause.
Be flexible when arranging a remote interview
When arranging remote interviews, it’s important to still be flexible. There are lots of people still working from home. But, whilst that may make you think that they are more freely available, this isn’t always the case. Companies have implemented new remote working practices and monitoring. It’s important to be mindful of this when arranging interviews. However, regardless of this, there’s no doubt that remote interviews are the quickest way to secure the best IT talent.
Test your tech
You’ve no doubt seen this discussed for candidates, but the same applies for companies – probably even more so – and especially in IT! You may be an expert at Zoom or Teams meetings now but testing that everything works before the interview is still good practice. Make sure you are in a quiet area with no interruptions. Check your battery if you are not plugged in. Simple checks can save lots of embarrassment.
Dealing with issues during the remote interview
We’ve probably all been there. We are in a virtual meeting and something really important is being said. And that’s when the connection drops out. But how do you deal with this in an interview? Whilst your connection may be working fine, sometimes you’ll be in a situation where the candidates’ connection is poor. This can be a stressful situation. Not only is the candidate nervous and trying to perform the best – they don’t want to have tech issues to deal with too. If connections are poor, then don’t waste too much time. Suggest that the interview is rescheduled for later in the day. Maybe the candidate can arrange to be somewhere with better connection?
The next steps
If you have stuck to the structured plan for each interview, then you should be able to score the candidates fairly. Identify which areas are more weighted than others. How did each candidate perform? This will help you create a shortlist for a hiring decision or a final interview. But what can you do on the second stage if it’s still a remote interview? Why not assign a task? Something that fits with a key competency for the role. Or maybe even a live task – something they will be required to do if successful.
How Langley James can help
We have been helping companies to recruit the very best IT talent for over 20 years. During this time, we have learnt lots of tips that we can share with you when it comes to interviews, attraction methods and more. If you want to work with a recruiter who really knows their market and can help you recruit someone worth recruiting, get in touch with our team today.
Feb 21, 2022 | Hiring Resources, IT, Tips
IT talent has always been in high demand, but no more so than right now! We are now at the point where many companies are chasing the same scarce talent. Therefore, we are seeing double-digit pay increases in some areas of IT. But where does it end? And what about the companies that are unable to pay inflated salaries? What happens to them?
We’ve researched the current IT jobs market to find ways to enable you to recruit someone worth recruiting, without having to pay 6 figures salaries.
IT Talent Most in Demand
According to data from CIO.com, the 10 most in-demand tech jobs for this year are –
- Database Administrator / Architect
- Information Security Analyst
- Software Developer
- Network & Computer Systems Administrator
- Computer Programmer
- Web Developer
- Information Systems Manager
- Systems Analyst
- Helpdesk / Desktop Support
- Network / Cloud Architects
And we are hearing the same reports from the job boards too. Of the hardest job titles to fill, 8 out of 20 are in the IT sector and are remaining vacant no the job boards for 3 months+. Again, not terribly helpful if you have an urgent IT job to fill.
But this could be a double-edged sword for many companies. Not only are you trying to secure the best candidates (and paying more for them!), but your own teams are also asking for pay rises due to inflation, or even worse, they are offered a considerable increase to move to another company. You then have a decision to make. Is it cheaper to agree a higher salary to keep hold of them? Whilst this does work in some cases, over 80% of people still move on within 6 months of accepting a counter offer. So, think carefully before you react to any resignations.
Shorten Your Time to Hire IT Talent
Is your recruitment process preventing you from securing the best talent? Candidate expectations are changing and to secure the best IT talent, you need to shorten your interview process to just 1 or 2 stages. These stages also ideally need to be remote so that the candidates can fit them into their day. You can always invite the candidate in to receive the job offer at the end of the process. But don’t let a 2- or 3-week interview process stop you from achieving your business goals. Here’s our advice on timescales –
- CV Feedback – 24 hours maximum. Ideally same day.
- 1st interview – within 2 days of receiving CV. Ideally remote
- 2nd interview – if absolutely necessary within 1-2 days of 1st interview
- Offer – within 24 hours of final interview
Whilst sticking to these timescales doesn’t guarantee that you’ll secure your first-choice candidate, it does give you a better chance. However, it also means that you are less likely to be wasting your time on interviews that candidates are quickly going to withdraw from.
Purpose Before Profit
Do you have a company mission? What is it that your business does that helps others? IT talent, especially younger candidates are very selective about who they work for. If an in-demand candidate receives 3 equal job offers, there decision is likely to be based on your purpose. Gone are the days of wanting to work for a ‘growth-at-all-costs’ company. For some companies there is a clear mission. One that can easily be communicated to candidates at interview. However, there are companies that need to be a little more creative when it comes to communicating their mission. Take a look at yours and make sure it’s fit for purpose before interviewing.
How Langley James can help you to secure the best IT talent
Not all recruiters are the same! It’s important to choose carefully who you work with, especially in times of a skills shortage. You don’t want a recruiter who just posts your roles on a jobs board. We’ve shown above that this is no longer the answer! The superstar IT candidates are not to be found in advert response. They are the candidates on databases, in recruiters’ networks, and recommendations. So be sure to ask the right questions of your recruiter next time you are hiring IT talent. We’d be happy to answer any questions you have, show you testimonials and even put you in touch with our clients. Just ask – we are here to help.
Feb 11, 2022 | IT, Management, Tips
Today, discussing leadership style has become an extremely popular area. Many argue that a manager’s leadership style is one of the fundamental elements that determines the extent of both business and employee success. Therefore, it’s important that you understand your leadership approach. You can then decide if it’s working for you, your employees, and the overall business. You want to ensure that you are driving the business to meet its goals and objectives and be the best it can be. Therefore, it might be necessary that you take a step back, evaluate your approach and adapt it accordingly.
Below are five common leadership styles. Have a read and figure out which one best describes you. Hint – there isn’t one best way!
Transactional Leadership Style
This tends to be thought of as the traditional leadership approach. A transformational leader implements strict rules and shows little understanding for people’s circumstances outside of work. For example, people would have to use their holidays to attend doctor’s appointments or attend their child’s sports day. The rewards and punishments your IT team receive are contingent upon their performance. As a result, rules, procedures, and standards are essential in transactional leadership. Your focus is enhancing your own success and development along with that of the organisation. However, in some situations this approach does work well. For example, research has found that transactional leadership tends to be most effective in situations where problems are simple and clearly defined. It also works well in crisis situations.
Transformational
Being a transformational leader means focusing on the needs of others, rather than your own. You treat each employee as an individual. Helping them find a work, life balance that suits them. This can often result in implementing flexible working hours. You’re all about motivating and encouraging your IT team to achieve both their own and the organisation’s goals and objectives. But do so without micromanaging. You strongly believe in trusting your employees to get the job done and the job done well. Give them the opportunity to be creative and look to the future. What’s great about a transformational leader is that they are often extremely passionate, energetic, enthusiastic and love to challenge the status quo. You are a brilliant role model and strive towards setting examples of how things should be done.
Authentic Leadership Style
Authenticity is described as ‘owning one’s personal experiences. For example – thoughts, emotions, needs, wants, preferences and beliefs’. Therefore, an authentic leader must understand their values and act accordingly. Rather than forcing their employees to follow their lead, they show authenticity by inspiring them to do so. Acting with integrity and agreeing on shared values. As a result, authentic leaders can achieve strong employee loyalty and commitment. There are four key components of authentic leadership. Self-awareness, relational transparency, balanced processing, and internalised moral perspective (do the right thing). However, entirely authentic leadership can be hard to achieve as people’s perceptions of what authenticity means can vary on a large scale.
Servant
Servant leaders work to achieve long-term, organisational goals by. They firstly facilitate the growth, development, and general well-being of the individuals in the IT team whilst sharing their power. This approach is great for building strong relationships with your employees. It truly demonstrates that you want to serve their needs. To help them be the best they can be. On the other hand, however, there is a danger that your employees might walk over you. You may find it hard to gain the respect that leaders with different styles can achieve. This is a balancing act so approach with caution.
Laisse – Faire
This is an extremely hands-off approach. Although you provide the tools and resources needed, you offer your IT team very little guidance. You give them complete freedom to make decisions on their own. As a result, people often have a lack of role awareness and poor involvement in the group. This can be demotivating and uninspiring. However, in some situations, this style works well. For example, experienced and highly skilled individuals require very little guidance, and some people appreciate the autonomy. This allows them to feel more satisfied with their work.
Leadership Style Round Up
Globalisation and social media amongst many other things has allowed leaders around the world to witness different culture’s leadership styles. This has prompted them to re-evaluate their own and we are now finding that people are steering away from traditional approaches such as transactional. There is now a huge emphasis on the importance of employee wellbeing. Most would agree that in order to run a successful, profitable business, you must ensure that your entire workforce is happy, fulfilled and motivated. However, it would be extremely difficult to adopt just one approach, therefore, taking different traits from the each of the different styles can help you become a leader that works for you and your business. Being able to do this shows you are diverse and after all, a diverse leader makes for a successful one!
If you enjoyed reading this article, why not follow our LinkedIn page to make sure you don’t miss out on the next!
Dec 8, 2021 | Hiring Resources, IT, Tips
Recruiting over the last 12 months has been an interesting ride. Remote working, skills shortages and record numbers of vacancies has all had an impact. But as we creep ever closer to the end of 2021, what will next year bring? We’ve scoured the market to find the most important recruiting facts and stats you need to know for 2022.
More than 76% of UK professionals intend to look for a new job in 2022 (CV Library)
The great resignation is set to continue into 2022, so it really is time to be prepared! Looking after your current team must be high on your priorities or you may spend most of the first half of 2022 interviewing replacements. The top 5 reasons that candidates want to move from their current job are –
- 42.1% want or need a career change
- 41.3% are looking for a higher salary
- 40.7% have delayed changing jobs due to the pandemic – they are now ready to move
- 38.9% are looking for more flexible work options
- 33.2% are experiencing burnout in their current job
Flexible working has changed the face of recruiting
To be able to attract and retain some of the best IT talent, most companies are now offering flexible working, but that’s not all. How we work how we interview, how we hire and how we onboard have changed. So, here’s what to expect for 2022
- 86% of workers want to continue to work remotely at least part time (Glassdoor)
- Candidates are willing to sacrifice up to 12% of salary for flexible or hybrid working
- 61% of candidates expect video interviews to become the norm for 1st stage interviews
- 73% of companies plan to increase freelance or contract hires in 2022. However, except to pay more! Nearly 90% of businesses have been forced to increase contractor rates since April 2021.
Candidate expectations
The power is most definitely with the candidate now. The skills shortage has made sure of that. But when it comes to recruiting the best candidates, there are some things that you need to be aware of –
- 49% of candidates have declined a job offer due to a poor recruitment experience (be sure to partner with a reputable recruitment agency like Langley James instead!)
- Company diversity is important to over 75% of candidates
- If you have a reputable brand, you are likely to receive as many as 50% more qualified applications
- 84% of job seekers use social media for their job search
How to make sure your recruiting plans for 2022 are right
According to LinkedIn, the average time to hire in IT is 44 days. So even if you start to recruit the minute you return from your no doubt well-deserved Christmas break, you’re looking to March for your new starter to join. And if the predictions are right, this process could be set to take even longer next year. This where you need a recruitment partner that you can trust. Someone who can research the market for you and make recommendations to ensure you attract the very best IT professionals. We have been helping companies to recruit IT staff for over 20 years. We’d love to do the same for you. Get in touch with our experienced team today and find out why so many people choose Langley James as their IT recruitment partner.
Nov 21, 2021 | IT, Management, Tips
Someone just handed in their notice. It’s a complete surprise and now you’re stuck. Should you counter offer? Persuade them to stay?
You know that it costs more to recruit someone new than to retain someone on a slightly higher salary. So, offering more money can be enough to make someone stay. But for how long?
We’ve been helping companies navigate IT recruitment for over 20 years. We’ve heard lots of stories when it comes to counter offers. We want to share our advice on why you should always think twice before making that offer.
A counter offer is only ever a short term solution
Did you know that 80% of people leave within 6 months of accepting a counter offer and a staggering 90% within 12 months? This is why a counter offer should only ever be seen as a short term solution. A chance to buy you more time whilst you think what to do next. If your counter offer is a simple salary increase, it’s unlikely to be enough to solve the problem long term.
Why did this person resign in the first place? Was it just money?
There are lots of reasons that people resign for a job, and it’s rarely just about money. There’s always a secondary reason that’s made them make the move. Starting a new job is not something that people take lightly, so remember that your colleague will have thought long and hard about their decision. Sometimes a reason for leaving just can’t be fixed. It could be working hours, location, lack of progression. A salary increase will only mask these issues for a matter of months.
A counter offer can actually reflect badly on your company
You may think that a salary increase will make your colleague feel valued. Think again! It can have the opposite effect. Why have you not offered an increase before? Has this person not been doing a great job? What has it taken for them to resign for you to see their value.? And is it their value that you really see, or do you not want the additional work of recruiting someone new? There’s lots to consider before jumping in with that offer!
How Langley James can help
We won’t pretend that the power is very much in the candidates’ hands right now. But that doesn’t mean that recruiting someone new will be a bumpy ride. Yes, it’s harder to recruit directly. Job adverts are nowhere near as effective as they have been. So, what do you do if someone resigns and they need replacing with someone truly great? This is where we can help. As soon as someone resigns, pick up the phone to us and let’s get the ball rolling. Our extensive database of IT candidates and our network mean that we can act quickly. You could have CV’s, interviews, and an offer all within a week!
Someone new can bring a breath of fresh air to your team. New skills, new experiences, and enthusiasm. So take time to think carefully when someone resigns. Is a counter offer really the answer?
Oct 3, 2021 | IT, Tips
Want to know which are the highest paying IT jobs in the UK right now? The increases in IT salaries are big news at the moment. And the trend is set to continue throughout 2022. So if you are considering a new career, or your next step in IT, you need to know the best route for you. And if salary is an important factor, this is a must read!
Highest Paying Jobs in IT
Our specialist consultants have been collecting data over the last 8 months to share with you the highness paying jobs in IT. Here’s what we found –
Dev Ops Engineer
A fairly new role to the IT market, a DevOps Engineer ties development to operations processes. Hence the term DevOps. You introduce processes, methodologies, and tools throughout the software development lifecycle to help ensure balance. This can cover everything from coding, deployment, and maintenance. A strong DevOps Engineer helps businesses deliver applications quickly and efficiently.
Current Average Salary for a DevOps Engineer – £70,000. Search our latest DevOps jobs
Data Scientist
Data is at the heart of everything we do. Every day, data driven decisions are made in business across the world. Therefore, how a business gathers and uses its data is becoming increasingly important. Therefore, the role of a Data Scientist is to design data modelling processes, create algorithms and predictive models. This is to extract the data that the business needs and automation plays a big part. As well as regular data reporting, there will be various ad-hoc projects to be involved in. A Data Scientist is also key in analysing any results.
Current average salary for a Data Scientist – £75,000. Search our latest Data Scientist jobs
Mobile App Developer
Can also be known as a Mobile Developer or App Developer. However, the responsibilities are the same. A Mobile App Developer designs, develops and implements apps. You specialise in mobile technology and build apps for platforms such as iOS, Google Android, and Microsoft Windows Phone. You will need to be full of great ideas that you can turn into apps for whichever business you work for.
Current average salary for a Mobile App Developer – £63,750. Search our latest Developer jobs
The top 2 highest paying jobs in IT
Cloud Architect
A Cloud Architect is responsible for a company’s cloud computing strategy. You oversee everything from cloud application design and cloud adoption plans, to management and monitoring of the cloud architecture. In addition, you’ll need a passion for new technologies. A Cloud Architect is expected to bring ideas to the table for efficiency improvements by utilising cloud technology.
Current average salary for a Cloud Architect – £100,000. Search our latest Cloud Architect jobs
Information Security Analyst
With companies holding so much mission critical data these days, business are focusing more heavily on information security. And an Information Security Analyst is key to this. You are responsible for taking proactive measures to protect this data and be ‘one step ahead’ of any potential cyber-attacks. An architect analyses data and makes recommendations to an Information Security Administrator. Their main responsibility is keeping the systems up and running.
Current average salary for an Information Security Architect – £80,000. Search our latest Information Security Architect jobs
We have been helping IT candidates find their dream IT job or IT contract for over 20 years. We work with some fantastic companies who are currently offering some really exciting opportunities. So, if you are looking for your next IT job or IT contract, get in touch with our friendly team today – 020 7788 6600
Sep 20, 2021 | IT, Tips
Hiring the right employee is key to the success of your business. But in a skills crisis you may find yourself having to be a little more flexible than in previous years. However, there are still some key things you need to look for when hiring.
Ability to produce results
This must come first! You want to hire an IT professional who can achieve the results your need. But how can you still achieve that in a skills short market? Maybe you’re fortunate enough to attract the candidate with the perfect skills and experience. We can help you do that. However, in some circumstances, the perfect candidate may not exist. Then what? Focusing on that ability to do the job can help. If there’s a candidate that fits all the other criteria, but comes up alit short on experience, it can still work out. Thinking long-term can help you to build your team for the future. Ask yourself if your training plan could get the candidate up to speed within a short time. Could you train someone to do things your way? These candidates are usually the most committed and loyal meaning you cut your recruitment and training spend in the long run.
Fitting into the company culture
Regardless of your current working pattern, it’s key to hire people that fit into your company culture. Someone who thrives in your environment will stay with you longer. Focus on candidate who share your values. Those that care about the same things you do will get a greater sense of satisfaction in their work. Whilst every IT team needs varied personalities, having shared values can help with productivity too. Think about how this person will fit into your current team and the company as a whole.
Ambition is important when hiring the right employee
When we talk about ambition, we don’t just mean promotion. Ambition can also be to simply do a good job. Consider your business plan for the next 5 years. Will there be expansion or are you likely to stay consistent? Hiring someone into you team who has strong ambitions for progression won’t work if you’re not able to offer then this opportunity in the future. Whilst it will work for the short term, this person is likely to move on more quickly when another more senior role becomes available elsewhere. However, if you have ambitious growth plans and need people along for the ride, looking for people with ambition is key.
Enthusiasm and passion
Look for IT professionals who are enthusiastic and passionate about what they do. Enthusiasm is a great trait in a new employee! Enthusiastic and outgoing employees are often the first to volunteer for new projects or help with things outside of their day job. So not only will you get more from your new hire, people who love what they do will stay longer.
Hiring the right employee with Langley James
We’ve been helping companies to recruit someone worth recruiting for more than 20 years. We know how to attract the best candidates for your IT jobs. Our extensive database means that we can help you to find the candidates that other recruiters can’t. Want to know more? Get in touch with our expert team today – 0207 788 6600 / 01244 566442
Jul 24, 2021 | Career Resources, Tips
Counter offers can be flattering to receive. And in some cases, it’s the ideal outcome. But it’s a proven fact that 80% of people leave within 6 months of accepting a counter offer and a staggering 90% within 12 months. So clearly this isn’t the answer to making your job any more satisfying.
Our expert consultants share their insight on counter offers and whether they are a good idea or not.
Why do companies give counter offers?
It’s simple. It costs more to recruit someone new than to retain someone on a slightly higher salary. In fact, the cost of replacing a senior member of staff can be as much as twice their salary. So it makes sense that your company will try and keep hold of you.
That, coupled with the current shortage in talent is creating a surge in counter offers. The drop in candidate availability is the most severe in almost 24 years. And there are more jobs on the market too – in fact, it’s the highest in almost 24 years too! In June alone, there were 758,000 open jobs in the UK. Demand for staff has never been higher and companies know how hard it is and how long it can take to replace you.
So, a counter offer may not be a sign that you are valued, it can be simply more a staff retention tool.
Questions to ask yourself
- Why did you start looking for a job in the first place?
- Why did you even start to look for another job if you are happy with your current employer?
- Have you hit a ceiling in progression?
- Are you unsatisfied with your employers approach to flexible working?
- Do you have the desire to learn more and increase your skills?
- Is you employer using outdated technology? / Do you want to get your hands on new technology?
The pros and cons of accepting a counter offer
Here’s just some of the pros and cons to consider before you define that new job offer.
Pros
- Your pay increases without you having to do anything – sometimes resigning is the quickest way to get a pay rise!
- You don’t have to experience the pain of working your notice
- You don’t have to worry about settling into a new role
- No need to make changes to your daily commute – life continues as normal
Cons
- The reasons that you were looking for a job haven’t gone away (it’s very rarely just salary!)
- Your loyalty will always be in question by your employer
- Trust in your employer will fade. Why did they not offer you more earlier? Or make any promises now on the table.
- It’s 80% likely you’ll be looking for another job in 4-5 months
- If you are not updating your tech skills by staying where you are then your CV will become dated
One of the most important things to consider is if accepting a counter offer and staying with your current will actually help you achieve what you want to in your career.
Right now, there are so many opportunities in IT Jobs, both permanent and contract and there’s never been a better time to look for work. So if you are looking for progression, higher satisfaction or something as simple as a better work life balance, get in touch. We have been helping companies with their IT recruitment since 1999 and work with some of the best names in the UK.
Oct 22, 2020 | Tips, Uncategorised
Pro Tips for Ensuring Your New Hire Starts and Stays
She accepted! Slumping into your chair with a grin and a sigh you realise you’ve beaten the competition, filled a critical vacancy and above all, landed the talent you wanted. Fears of restarting the search begin to fade. No more remote interviews, tactical conversations, decisions, or pressure. It’s Easy Street’ from this point on. Job done. Just sit back, relax and wait for the new superstar to arrive.
Sorry to burst your celebratory bubble but the game is still on! Research by The Wynhurst Group found that a staggering 22% of staff turnover occurs within the first 45 days of employment. To make matters worse, those stats don’t include candidates dropping out before their start dates. Shut the front door I hear you say!
Eager as you may be to move on, the period between the candidate’s acceptance and start date is fraught with peril. Avoid an ‘out of sight, out of mind’ attitude and plan to avoid the predictable risks of inaction.
Here are a few of the major pitfalls and some ideas to help avoid them.
If you think your chosen candidate is great, so too will other people including current bosses, recruiters, ex colleagues, network connections and of course, other rival employers. Even the candidate’s own sense of entrepreneurialism can derail your plans. With so many people working from home now, in the daily habit of job searching, the threat of losing them is very real.
Your best weapon against all of them is speed. On the day of offer, strike while the iron is hot by having the offer letter and contracts ready to send, ideally by both email and post. Help them to feel part of the team at this early stage by ensuring the letter contains warm, welcoming details describing the plan, before and after, their start date, including any special instructions for remote working if appropriate.
Encourage them to resign at the first opportunity by asking for a start date commitment and keep in touch throughout their notice period. If you’re using an agency, check the consultant is in touch with the candidate too.
Counter Offers
Your desirable candidate is good and will likely be offered more money to stay with their current employer. Remember your own recruiting headaches – Even if the company is upset by the resignation, it is often cheaper and easier to increase a salary instead of the expense and effort of recruiting someone new. Expect counteroffers.
Counteroffers can generally be beaten simply by making a good offer in the first place combined with a challenging and exciting career opportunity. Generally, people move for emotional, career-focused reasons and not for money however, the salary is still important. Offering someone a like for like salary leaves you wide open for a challenge. Ensure the whole package is appealing to ensure your candidate won’t be talked into staying. Wise employers keep some of the recruiting budgets aside just in case they need to increase the offer.
Make a plan, work the plan
Before starting a recruitment campaign, think about the end and map the process journey in between. The end, by the way, is when a happily inducted, settled and well performing employee successfully passes their contracted probation period. Depending on your contracts, this may be up to 6 months. Plan events for every stage from casual team introductions to more involved professional meetings during the notice period, first day induction, job objective setting, reviews and appraisals. Stick to the plan and pay attention to red flag signals of discontent. Addressing issues quickly will help to overcome any risk.
First (Day) Impressions Count
For a new starter, there is nothing worse than feeling like an afterthought on day one. Book time to properly prepare for your candidate’s first day and ensure all required personnel is informed and equally prepared ahead of time. Ideally, include an induction timetable in the welcome letter with clear instructions on what to expect. Remote starters are more challenging, so ensure they are made to feel welcome. We have seen companies set up a ‘buddy’ system rota with a select group of colleagues who can help and guide your newbie through their early days. WhatsApp groups, teams, etc are just some of the digital solutions you might consider.
Avoid the classic unprepared faux pas by arranging for all equipment including pens, phones, computers, etc are with them, ready to use before the candidate sits down on day one.
If they are working on-site, don’t let them loose at midday to find their own way. During the morning, invite them to join you and/or members of the team for lunch to immediately build rapport and allay any social fears.
Be imaginative with your welcome approach. Google search some ideas of what others have done. You might be surprised!
16.45% of all candidates leave their job within the first week due to a ‘bad’ first impression.
Assumption is someone’s mother
During the first 45 days, your new employee is constantly assessing, comparing, and judging the reality of the job versus the dream-like picture painted during the interview process. Don’t allow their polite reluctance to complain to lull you into a false sense of security. Find out.
Create opportunities for open conversation and encourage honest feedback throughout the induction process and beyond. Address issues as they arise and take immediate action where possible to demonstrate your desire to support them.
And Finally…
Manage expectations. It’s the secret to the whole show. Meet commitments, be honest about the job and company culture, and stay in touch with them as much as possible.
Sep 25, 2020 | Tips
COVID-19 has caused a major shift in the working landscape, causing thousands of employees to work from home. Indeed, businesses have embraced a flexible working life to encourage a smooth transition to full-time remote working.
With this being said, the function of businesses needs to reconvene as usual. Businesses still need to interview and onboard candidates. Although, for the safety of both candidates and employees, this will be done remotely.
Besides getting over a few technical glitches and frozen faces on video conferencing calls, businesses need to consider how they can appropriately interview candidates in the most effective and efficient way. Whether it’s establishing clear communication channels, being extra prepared for the interviews or keeping in close contact with candidates throughout the remote interview stages, there’s a few things businesses should implement when interviewing remotely. To help, we have compiled a list of the top tips for remote interviews.
Establish appropriate communication channels
When interviewing candidates face-to-face, employees will be able to quickly gauge the individual’s personality based on first impressions. Unfortunately, remote interviews can form a barrier and prevent companies from gaining an understanding as to whether this candidate is desirable for the job role itself. Social cues such as body language and facial expressions are hindered during remote interviews, which can typically make or break a candidate under normal face-to-face interviews, making the remote hiring process that bit more difficult to narrow down.
Consequently, establishing a clear line of communication is integral for a successful remote interview. A company should consider the different types of remote tools they should use to hire candidates at the different interview stages. For example, a phone interview could be a great hiring communication tool at the first stage, to quickly narrow the candidate pool down. For the later stages of the interviewing process, technological tools that facilitate video conferences with multiple people may be your best option. Platforms such as Zoom or Microsoft teams are useful for this, as you will be able to see the candidates facial expressions and hand gestures as well as having a few members of your team on the call too to help interview the candidate.
Wondering how to conduct a remote interview?
Be prepared and plan your interview meticulously
As with anything, planning is key to a successful interview. Structuring your interview with the main objective and key questions is important for remote interviews. Not being able to see the candidates and freely speak to them in an unscripted and naturalistic way can be hard for both college and candidates alike. Consequently, having a template of questions to ask can ensure that the conversation runs smoothly and avoids awkward delays, whilst still being able to assess whether the individual has the necessary skillset and experience to fill the job role.
Top tip: start with the more simple and friendly questions to allow the candidate to open up and feel at ease. This will allow you to establish a rapport and bridge that gap that is prototypical of remote interviewing.
At this stage, it is also really important to be prepared with who you want in the interview too. Now that you have to onboard remotely, you have to be selective about who can join the call/ meeting with you. It’s no longer the case that one of your colleagues joins mid-interview. Most platforms facilitate 4 people max (unless you pay for pro), so pick the best colleagues based on the job role.
In light of this, the interview team should be prepared about who is asking what questions and in what order. It can be very easy to talk over one another when on conference lines, which can cause confusion and disrupt the flow of communication. Make sure you all have a structure and attempt to stick to it as much as possible. Obviously, there will be deviations, but having a structure in place can help facilitate a smooth remote interview process.
Keep in contact with your candidates
Working, interviewing, or even living remotely has its challenges. It can be very isolating (pardon the pun) to be stuck at home. This is only exacerbated by the current job market, which carries with it much uncertainty for candidates.
Consequently, it is important for you as an employer to stay in contact with your candidates and update them about the interviewing process. Let them know when they should expect a callback, or when the next stage of the interviews will be held. Keeping them in the dark can sometimes cause more damage than necessary, planting a seed of doubt in their minds – a damaging proposition if that candidate was someone you really liked!
Be communicative and provide feedback. If there is a delay for any reason, check in with your candidate to let them know you are interested but need some more time and give them a realistic time frame.
Sep 21, 2020 | Tips
Be prepared
In light of this, it may be useful to create a pre-onboarding process for your new starter, presenting them with a digital welcome package that can be easily circulated via email or host on a shared digital drive. Do this a few weeks before they are due to start. This may seem self-explanatory, however, there is a large proportion of companies that do not have these facilities in place. While 63% of employers have staff working remotely due to COVID-19, only 43% have remote company policies in place. In order to facilitate the changing work landscape, you should prioritize creating one.
The welcome packages should cover your companies policies and guidelines, so they know what is expected from them within their new role, allowing them to digest key information about your business. You should also set out an itinerary for them for the first few weeks, with each day broken down and structured into morning and afternoon tasks.
The welcome packages should also contain a main point of contact. If your company facilitates a ‘work buddy’ or mentoring process, make sure to include this within the welcome package too, so that they can reach out to the prospective person prior to starting.
The pre-onboarding stage is also a key opportunity to ensure all the tech requirements are in place. If the employee requires a work laptop, phone or various office equipment, make sure to send this over with ample time to set up their remote workplace. Given the nature of the government guidelines concerning COVID-19, deliveries may take longer than usual, so preparing in advance safeguards you from delayed delivery slots.
Set up all the necessary technology
Once the pre-onboarding process is complete, it is essential that your new starter has the necessary technological requirements expected to do the job role itself.
A desk, chair and computer is a prerequisite for most office employees when they join a new company. However, those candidates working remotely may not have this in their home. The pre-onboarding process should clarify what the new starter has and doesn’t have, which is then the responsibility of the employer to complete an ergonomic check and accommodate their technological needs.
It may be useful to set a budget for each remote worker when setting up a new home office. Present them with a list of office essentials.
Additionally, if you have a dedicated software specific to your company, make sure the candidate has access to a person who can set this up for them, as well as assist them in navigating the software. This can be organised as a set of meetings or in the shape of a dedicated online portal. Zoom / ringcentral or Microsoft team meetings are useful platforms to do this, as they have a function where you can share your desktop screen. It’s also free, saving your company money!
Set up an onboarding buddy/ mentor
As aforementioned, if your company facilitates a ‘mentoring’ style of learning, then this can be an extremely useful way of onboarding a client remotely. In addition to providing extensive knowledge of the company, mentors can assist in facilitating the integration of a new starter within the company. They can act as a first-line of communication and can help with providing answers to the new employees’ questions.
Unlike office culture, working from home can be lonely and in some cases (pardon the pun) an isolating experience. A work buddy / mentor can act as that friendly face and help the new starter be immersed within the business culture.
Set up a clear line of communication
By now, for those employees working remotely, your company will have established a line of communication to keep each worker connected. Skype, Zoom and Microsoft Teams have been integral platforms for a number of businesses to stay in touch and maintain usual business practice expected within the usual office environment.
While a new starter should have received a number of a specific person (i.e., HR manager) to contact during the onboarding process, other means of communication with a range of individuals within the company should be provided too. Setting up video conference calls with key members of the business is a priority during the onboarding process, as a way of decreasing any feelings of isolation. This will also help them understand the company ethos and gain a better feel of the company – understanding their brand values and how their role fits into the wider business strategies. They can also help build relationships with colleagues during various skype / zoom / microsoft teams conference calls.
It is always good business practice to schedule check ins with the new starter on a regular basis. A tip would be to get a member of the team / manager / buddy to pencil time aside to communicate with the employees, to ensure they are clear on the tasks at hand. This also provides a perfect opportunity to assign tasks and give feedback on the work the new starter has completed.
Make a memorable and lasting first impression as a business
While it is essential that an employee makes a great first impression, it is just as important for this to be reciprocated by the company. Indeed, 11 percent of individuals have changed their minds on a job role after being onboarded. Sending a warm welcome is essential to encourage and motivate your employers that they have made the right decision working for your company. Let them know how excited you are for them to join the company and reinforce this with regular contact from a multitude of individuals.
Over 17% of employees quit after their job after the first week. Therefore, it’s important to make the employee feel relaxed and at ease when joining your company
Set up training programs
Finally, make sure you set up a training program that will facilitate remote working.
It is important that induction training is varied to keep your new starter entertained and motivated. Endless days of compliance training, for example, will not be motivating! Ensure that your company’s employee value proposition is central to your training and do your best to bring it to life and make it relevant to the individual.
Make your training adaptable to the remote workplace. This could involve introductory videos about your business, team diagrams and short introductions to key personnel. The top tip would be to keep it varied and entertaining – refraining from a stagnant onboarding process.
Final thoughts…
Employers on a global scale are now seeing the huge benefits of a remote workforce. Despite the current pandemic forcing employees to stay within the confinement of their own home, it is predicted that nearly 40% of employees will continue remote work even after the pandemic is over. And we can see why! Companies are saving money exponentially on business premises and can recruit on a national scale – particularly those employees who have had previous experience working from home. They do not need to focus on candidates in the locality, as remote work facilitates onboarding on a global scale.
However, the trick is to ensure that your company is prepared for this. Being prepared and ready for remote working is essential to the functioning of your business. Follow these tips and you will be on the right tracks to onboarding amazing talent for your workplace. This is an investment that will surely pay off!
Recent Comments