Is The Office Really Dead?

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“Digital Nomad” “Gig Economy” “100% Remote” “WFH” are all phrases I see and hear every day. Everyone seems to want to be their own boss and nobody wants to go to the office anymore.

I’ve been a “stand-alone” recruiter on and off for 10 years, I personally miss having and seeing colleagues every single day and find it tough! I’ll admit that at times I’m lonely. I miss the banter, the camaraderie, the learning and even the politics and bitching that comes with having colleagues & teammates that you see in an office for 8 hours 5 days per week.

Candidates tell me that they are more productive when they work from home and they work longer hours. I must be doing it wrong because I don’t, I get asked to do the school run, I run an errand, my wife wants to chat or even “pop to IKEA”!

I appreciate it will vary greatly from position to position but is remote working actually better for business or is it just fashionable right now?

Does it really improve mental health? Looking at my own experience, I think my mental health has suffered.

Can anyone share real results where they have achieved more while working in the local Costa or from a hot desk compared to going to the office?

Are you a business owner who has recently implemented a WFH policy? Are you pleased with the results so far?

I’d love to hear your views, opinions and stories – Is The Office Really Dead?

Contract VS Permanent

Contract VS Permanent

Does this sound familiar?

You have been looking for a permanent developer for the last 2 months, you haven’t seen many promising perm CV’s, you’ve been messed around by the good ones you have seen, spent hour’s talking to recruiters both internal and external, only to end up without a new developer and now you’ve lost ground on a number of important projects. Maybe the current team are being overworked and getting frustrated too? 

I have a solution.

To take on a contractor on a day rate contract costs on par, sometimes less, than hiring on a permanent employee, plus you won’t lose 3 months of your life, your current team or any ground on that vital project! 🙂

Contract VS Permanent

Contract: £375 per day

Permanent: £55,000 per annum

Contract VS Permanent

Contract: Employers NI 13.8%

Permanent: Employers NI 13.8% – (You pay)

Contract VS Permanent

Contract: Employees NI 12%

Permanent: Employees NI 12% – (You pay)

Contract VS Permanent

Contract: Finder’s Fee (Zero)

Permanent: Finder’s Fee Avg 20% (You pay)

Contract VS Permanent

Contract: Avg 28 days holidays per annum

Permanent: Avg 28 days holidays per annum (You pay)

Contract VS Permanent

Contract: Avg Sick days 10 days per annum

Permanent: Avg Sick days 10 days per annum (You pay)

Contract: Total cost: £82,500 per annum                                                   

Permanent: Total Cost: £80,190

(This figure does not include further costs associated with company perks ie; pensions, laptops, healthcare, bonus, training course etc.)

Additional benefits

  • Many contractors prefer longer contracts. If anything it will be your permanent candidates that are leaving to go contracting.
  • No recruitment finder’s fee. If a permanent member decides to leave (after the rebate) the fee is lost – (£11,000)
  • Contractors bring vast knowledge and experience to you and the team. Contractors are able to hit the ground running and do not take as much time or hand-holding to get up to scratch on your systems as maybe as a permanent developer would.
  • Contractors work on a day rate so their work mentality is to work at their full potential from day 1.
  • Flexible Notice periods and end dates on contract.

I have been placing Product & Engineering contractors for over 16 years, if you have any questions please don’t hesitate to get in touch call 07858 973 473 or email Jordan@lewishollings.com

References received by contractors can be found here: Hiring Contractors? Looking for a Contract role?

 

Hiring Contractors? Looking for a Contract role?

Are you a client who hires contractors into your Tech or Product teams?

Do you know what your contractor margins are? Do you know what percentage of the day rate goes to the recruiter and how much the candidate is actually getting?

Are you a candidate who has been negotiated down hard on your day rate? Did you feel like the recruiter would say anything to get you to drop that extra £20 or £50 per day?

Coupled with 15 years of tech recruitment experience, we have a completely transparent commission of just £50 per day here at LHR.

This means we regularly save clients 100’s sometimes 1000’s of pounds per month in comparison to other recruiters.

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Working with LHR means clients get the same quality contractor at a fraction of the fee and Candidates get to work on the same great gig but without the car boot sale type bartering and maybe end up with extra cash too!

Need a contractor? Looking for your next contract? Call us now on 07858973473.

 

What do you want from a recruiter?

Everyone knows businesses need to stand out, go the extra mile and offer something more than their competitors to thrive. The recruitment market is tough and we don’t have the best reputation (!) so building trustworthy relationships is a priority for me.

A couple of months ago I decided to try to get even more involved with the Ruby market and build on my knowledge of the sector by attending a developer event. I really enjoyed it, although of course most of the tech chat went over my head! I very deliberately didn’t approach anybody with “sales patter” nor did I make it obvious I was a recruiter.

In the days following the event I did what I believe to be the normal stuff, followed the speakers on Twitter, tweeted to say I enjoyed it etc and I also tagged a few attendees and speakers into a tweet, nothing salesy or opinionated and certainly not asking for business. To my surprise, I received quite a bit of push back and negativity. I received one message from a client (and speaker) I’d love to work with saying my interest and excitement in the event was making him “uncomfortable” and I should delete the tweets.

This was pretty tough to take, so it led me to wonder ‘what do people want from a recruiter’? Is fact-finding, knowing your market and increasing your knowledge important or not?

So, what do you want from a recruiter? I would love to hear your views and opinions….

What’s your story?

What’s your story?

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In the current candidate-driven market, businesses need to have a strong, succinct narrative that tells candidates who you are and what you’re about. It’s more important than ever to cut through the noise and stand out from your competitors as a great company to work for.

Your ability to bring your brand to life and tell a compelling story with passion is vital if you want to recruit the best people.

Paying more money, giving free fruit, having a work hard play harder culture and or having a work from home 1 day per week policy have all been done, it’s old hat and frankly, everyone does it. Your brand and company ethos is not just for customers and clients – potential employees want to be emotionally engaged and buy into the bigger picture. If you like the look of a candidate, so will 10+ other companies, so you HAVE to connect with them on another level.

So what are candidates looking for? We’re seeing a growing trend in demand from developers for the following things:

  • Tech Stack
  • Company story – what’s the background and culture of your business?
  • Purpose – what are the company goals and objectives and how does the role contribute?
  • Vision – where is the company going and how are the team involved in taking it there?
  • Learning opportunities – how are you supporting and developing people?
  • Team Info (size, composition, level)
  • Money

If you can clearly articulate your offering and be bold about who you are and what you stand for, then you have a great chance of recruiting strong candidates.

Privacy Policy – May 2018

Privacy Policy

This privacy policy sets out how Lewis Hollings Ltd (domain: lewishollings.com) uses and protects information that you give when you use this website, or contact us, or engage with us.

We want to assure you that we do not, have never and will never sell, rent, trade or gift your personal information to anything, anyone or any business, especially for marketing purposes.

In this Privacy Policy, we’ve provided lots of detailed information on what personal information we might collect, how we may use it, what limited conditions under which we may disclose it to others, and how we keep it secure. So if you are sitting comfortably, we’ll continue.

Collection and Use of Personal Information
Personal information means any information that you give us that may be used to identify you, this includes, but is not limited to: your email address, name, phone number and or any unusual hobbies & interests. It also includes any photograph you attached to your CV, which you really shouldn’t.

We do at times mail-out job opportunities, market information, job search tips, recruitment commentary and a few bits of information on the charity events we undertake. If you wish to receive these updates and don’t currently, please let us know. Likewise, if you no longer wish to receive these updates, please let us know.

CVs/Resumes/Executive Profiles
CVs are our business. They are really quite important to us. If you want us to consider you for a job, we’ll need you to send us yours, and that CV will (or should…) contain most of the personal information we’ve mentioned above.

If you send your CV to us by email to a ….@lewishollings.com address, or through our website, it will be handled securely and sensitively. All the above promises and conditions will be upheld. We will hold and use your personal information, for our legitimate business purposes only including:

  1. to provide our services to you;
  2. to maintain our business relationship, where you are a client or candidate;
  3. to enable you to submit your CV for general applications, to apply for specific jobs or to subscribe to our job alerts.
  4. to match your details with job vacancies, to assist us in finding a position that is most suitable for you and to send your personal information (including sensitive personal information) to clients in order to apply for jobs;
  5. to retain your details and notify you about future job opportunities other than the specific role for which you have contacted us;
  6. to answer your enquiries;
  7. to direct-market products and services, advise you of news and industry updates, events, promotions and competitions, reports and other information. Before we do so, you will be given an option to opt-out of such communications and an option to unsubscribe will also be provided with each communication;
  8. to fulfil contractual obligations with our clients;
  9. to provide further services to you by sharing your personal information with other companies within our Group of companies as well as trusted third parties

Your CV, and any information therein, will never (never, never ever) be sent to anyone else without your knowledge and agreement.

If your CV is presented to a client, whether in person, via email or via carrier pigeon, you’ll know about it, know about the role, the business, the contact in the business and even then, he/she will be subject to confidentiality.

If we suggest sending your CV outside of a formal shortlist, for whatever reason, we will gain your explicit permission before doing so. Even then, if we send your CV in either of the above circumstances (and there are no other circumstance we would send your CV), we will remove ALL your personal information except your name.

Where else do we collect personal data about you from?

The following are the different sources we may collect personal data about you from:

  • Directly from you. This is information you provide while searching for a new opportunity and/or during the different recruitment stages, or during the course of our work with you to ensure that our relationship runs efficiently.
  • Through publicly available sources. For example;
  • LinkedIn
  • Job Boards
  • By Reference or word of mouth. For example, you may be recommended by a friend, a former employer, a former colleague or even a present employer.

Data Storage and Processing

All of the personal data we hold about you will be processed by our staff in the United Kingdom, and accessed by our cloud-based CRM system, Recruit So Simple Ltd. We take all reasonable steps to ensure that your personal data is processed securely and prevent unauthorised access to, and misuse of your personal data.

Access to Your Personal Information
You are entitled to access any personal information that we hold on you. If you want to see it, please email your request to our data controller, Pippa@lewishollings.com, she’s nice and doesn’t bite. Requests can take up to 30 days, but normally a lot less.

Updating Your Personal Information and Unsubscribing
You can unsubscribe to general mailings at any time of the day or night by simply asking to be removed.

If you believe that any information we hold about you is incorrect or incomplete then please write to or email us as soon as possible and we will promptly correct any information found to be incorrect.

Thanks for reading all the way to the end.

Jordan Norris

Happy Candidate Alert!

It was lovely of Zenon to leave this recommendation for Jordan earlier today.

“It’s a real pleasure working with Jordan. He has been quite professional, honest, patient and eager to help with anything. He shows real interest in his clients and actually listens to them. He is without a doubt one of the best recruiters I’ve encountered so far and I highly recommend him.”

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Playing The Long Game

I wrote a blog last year and mentioned the need for clients and candidates to work with a specialist recruiter. I’ve always believed niche and specialist is the way forward but never really been brave enough to be one. I’ve been a recruiter for 14 years and always worked the technology market, predominantly with Developers, but never specialised in a particular technology for any length of time.long-road-478155_1920

Niche recruitment agencies & consultants have a clear advantage over general recruitment agencies. They specialise, don’t try to cater to everyone and know their market, which is why I believe they deliver superior service to clients & candidates. I no longer see a benefit of working across a wider market – there may seem to be more opportunities, but the reality is it is much harder to develop specialist knowledge in a large sector and long-term you’ll make fewer placements and add far less value.

Over the last few months, a serious injury has allowed me time to reflect and review my time in the recruitment industry – 14 years is a long time. I have always liked the security of having lots of clients who needed people and several ‘live vacancies’. The problem was they didn’t become placements. Placements I made were down to graft and luck rather than science or intelligent recruitment. I’d start every assignment from scratch and be working on 7 or 8 different types of roles at one time.

Late last year I bit the bullet and made a change and decided to work only within the ‘Ruby’ technology market. This allows me to really know my market and have my finger on the pulse. But it also means I have had to learn to say NO to new business from other markets, a daunting prospect for a small company. However, it’s been the best decision I ever made and in truth, I should have made it years ago.

Saying no to jobs I could probably fill in favour of new business, lead chasing, endless voicemails and emails nobody replies to sounds crazy but I’m “playing the long game“. Recruitment these days is more about adding value than ever! I want to add more value to clients and candidates and I want to stay in the industry. Trying to work on lots of vacancies in lots of different verticals shows me that the recruiter is only really interested in making as much money as possible. Focusing on a niche market, becoming a specialist, is about delivering the best quality service and adding value, which will lead to loyal customers and repeat business.

It’s a tough call for a start-up because cash is king but nobody wants to be a flash in the pan either. Russell Clements, ex CEO of Computer Futures tells Roy Ripper that all good recruiters should “Know their market” “Be an expert” and to “Be famous for something“. Intellectual curiosity makes a different!!

I love that I’m no longer purely motivated by filling vacancies. I’m more interested in building long term relationships with clients and candidates. Repeat business is what drives me and this suits my motivations and skill set far better these days.

4 things to look for in a recruiter.

4 things to look for in a recruiter.

A good recruiter will make your life easier by saving you time and money. Here are the things you should look for in a recruiter:

1. Experience.
I used to believe that recruitment was a young persons game. I used to believe energy and enthusiasm were enough. I was wrong. The need to be experienced, level-headed and able to remove the emotion from situations is more vital than ever before. Recruitment is tough, tougher than ever in some markets. Experience helps you spot things quickly. I can instinctively spot a time waster, question a contractor who will never go permanent regardless of what he or she is saying, know when a candidate is going to cancel an interview or when an offer is going to be turned down. A good recruiter will also arrange interviews, chase for feedback, negotiate salary and, most importantly, save you time!

2. Specialist knowledge
I believe the best recruiters are market specialists. They have their finger on the pulse and know what’s happening and who’s who in the industry. In the technology sector it’s impossible for a recruiter to be a specialist in Python and PHP and .Net. How can one person possibly be the “go to” person in all 3 markets?

I know some businesses who have the same recruiter searching for sales people on a Monday, project managers on a Wednesday and IT Managers on a Friday. Placements are made by luck. It’s a 10% service at best, and not one I’d want.

Personally I like to work to an 80/20 rule, 80% of my time and energy is spent working in a specific market of technology. The other 20% of my time is spent working on briefs for key clients I’ve worked with over the years.

3. Trust and honesty

You should be open and honest with your recruiter about:
What you really want
What you’re prepared to pay
Who you’re already talking to
Where you are in the process

And they should be honest with you about:
The current state of the market
Whether your requirements are realistic
Whether the salary is realistic

If you get this right you will build a level of trust that will serve both of you in good stead for any future dealings.

I’d recommend you look for signs of push back and see this as a positive. I’d be more inclined to trust a recruiter that doesn’t agree with everything you say. If you’re not paying enough or have unrealistic expectations you need to know.

4. Deliver
Above all else a recruiter has to deliver. Building relationships is great, becoming friends and socialising with clients and candidates is a excellent perk of the job, but in my experience delivering the end result is what really matters. I worked with a recruiter who used to deliberately go to the other side of town to meet clients and buy them a beer every Friday. I’m sure they loved it but once he stopped delivering great CVs and making hires, the beer alone wasn’t enough to maintain the relationship.

It’s hard to judge delivery until you have given someone an opportunity but with so many good recruiters out there most of us know we have to make placements. If I were a client I wouldn’t be waiting for the next PSL review or worrying too much about how many cupcakes have been sent this week, my priority would be finding an experienced specialist recruiter who, first and foremost, delivers.

So there we go, some tips on choosing the right recruiter for your next hire!

For more information regarding this blog or Lewis Hollings please contact me on Jordan@Lewishollings.com or call me on 07858 973 473