We have experienced our most successful month in IT Recruitment in our 11 year history, a 25% increase on September last year and a 30% increase on the previous most successful month this year, with clients that had been deliberating over the past few months making offers and many of our clients with long term Contractors taking them on as permanent staff.
“The Report on Jobs” by the REC and KPMG still states that the current period of expansion has now been over 26 months which we wholeheartedly agree and it also states that the amount of vacancies registered slowed, we experienced a 40% decrease since July, the same level as August and only modest (5%) marginally better for the same period last year, the slower expansion of vacancies registered has been linked to a lack of confidence among clients over the economic outlook.
Permanent staff vacancies
Higher levels of demand for permanent staff were recorded during September, with an increase in Management roles. “The Report on Jobs” by the REC and KPMG stated “The strongest growth was signalled for Executive/Professional workers, followed by Engineering/Construction and IT & Computing.”
Average salaries awarded to successful permanent candidates increased for a twenty-third consecutive month in September. Although this can be attributed to greater numbers of senior-level appointments. For our latest salary guide please visit: http://www.langleyjames.net/Articles/17/Salary_Guide.aspx
Contract IT staff
Requirements slowed for Contract IT staff, this has led to availability of IT Contractors improved at the fastest pace for seven months during September with many contracts either not being renewed or clients taking the existing contractors on as permanent staff, due to the scaremongering of the media regarding the AWR. For more information on the AWR visit the REC (Recruitment and Employment Confederation) website, of which we are members http://www.rec.uk.com/awr
Our success to source the best IT candidates for your roles either short term contracts or permanent, is due to our ability to network and headhunt from our internal database of in excess of 100,000 IT Candidates predominantly in the South East, built by Langley James over the last eleven years. We utilise online job board databases and social networks such as LinkedIn and Facebook, we continually advertise and are able to write appealing highly responsive adverts (the Saatchi & Saatchi Advertising Agency background does help!!) that are published on more than 20 different tried and tested job boards including the most common and niche specialists boards and social Networks such as LinkedIn, Facebook and Twitter. We continue our effort to be innovative and offer pragmatic solutions to your IT resourcing issues.
We are proud to have filled more than 2,000 positions to date! 2010 was our best year ever with an increase in vacancies and placements as well as a new fresh website. We are now recognised by Google as an expert for IT Recruitment and rank at the top of most search engines and are looking forward to continued success in 2011.
Hourly rates of pay for staff in IT contract roles continued to rise in September, in line with the trend recorded throughout the past eight months. That said, the latest increase was only modest and slightly weaker than in previous months. For our latest salary guide please visit:
http://www.langleyjames.net/Articles/17/Salary_Guide.aspx
Candidates reasons for seeking new employment still as last month are stating they are considering new positions due to seeking a rise in their salary, due to inflation they have seen a rise in their living and travel costs and annual salary rises have not been offered. This has already left many candidates at new job offer stage, susceptible to being made counter offers by their existing employers.
And as with last month the most common level of vacancies being registered with Langley James IT Recruitment have been in the 25k bracket with clients seeking candidates that are about to make their first career move to their second role in IT with between 18 months and 3 years’ experience. These candidates are particularly scarce due to the time they would have begun their career (between 2007–2009) and the fact it was the height of the recession when few companies were offering entry level positions and the height of the period when redundancies were being made. These candidates are also susceptible to accepting counter offers as they have not encountered this before and feel flattered
There has been an increase in more Senior roles including Managers and Project managers which has been an encouraging sign.
We recommend to clients about to embark on recruiting to take into consideration and increase on market rates and incentives to encourage those considering changing roles and to be able to complete the recruitment cycle as quickly as possible.
We are finding that the majority of the candidates successfully placed are those from our own extensive internal database as opposed to those directly from Advertising i.e. we are utilising our networking and headhunting skills. The advert response has generally been from candidates curious and browsing but are uncommitted and whose egos are lifted by the volume of vacancies they are being offered via adverts
“The Agency Workers Regulations 2010 (AWR) hailed as the most significant legislation ever to hit the UK’s private recruitment industry that will change the recruitment landscape forever, started 1st October 2011 and won’t be enforceable until 26th December when the first of the contractors will have served 10 consecutive weeks and even at this late stage is still subject to change.