Labor market and IT recruiting in Britain

In order to analyze the work of IT recruiting agencies in Britain, it is firstly worth looking at the entire labor market of this country. And in particular for the development of IT professions. Over the past couple of years, labor market activity in the country has slowed down slightly. Many IT specialists are in no hurry to change jobs; they do it out of necessity or in the presence of very serious bonuses from the employer.

Here are some trends and tips for recruiters in this area:

1. Remote work remains a priority for candidates. This must be taken into account in the job requirements.

2. Based on the reluctance of candidates to change jobs frequently, special attention should be paid to motivational packages. All other things being equal, this may sway the candidate in favor of your vacancy.

3. European candidates indicate a lot of skills in their profiles. It can be difficult for an IT recruiter to understand their real competencies.

4. Recruiting in Britain, as in most Western European countries, is very slow. A large number of processes during the selection of candidates and unhurried feedback extend the employment process for months.

5. Salaries for IT specialists in Britain are high. This attracts many candidates from other countries. Perhaps the IT recruitment agency UK should pay more attention to this fact.

To the last point it is worth saying that, in addition to high salaries, Britain is attractive for its standard of living and culture, political stability, security and level of education. This explains the presence in Britain of a large number of specialists who have moved from other countries.

Which agency is better?

Almost every IT recruitment agency in UK considers itself the best. Perhaps there is some truth in this. But, in order to actually become the best, the agency must meet certain parameters:

– Have a decent reputation. This is usually a long-term project. It is difficult for newcomers to enter the competitive recruiting market and immediately establish themselves;

– Be open, honest and as accessible as possible. Nobody likes it when employees respond with memorized phrases or avoid personal communication. The ability to present yourself not only as a specialist, but also as a friend is the key to the success of a good recruiter;

– Be able to resolve conflict situations. Any, even a small conflict or misunderstanding can lead to negative feedback from customers. The result is a loss of ratings and customer trust. Researching information about an employer and an IT recruiting agency is typical for candidates. And the review pages help you make a decision on further cooperation;

And, of course, as in any other business, it is important to be an expert in your field.


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