In the fields of Data Science and Data Engineering, the vast majority of talent is found in permanent employment positions, accounting for over 90% of the talent pool. However, businesses might be missing out on exceptionally talented and experienced personnel by not considering contract resources.
Contractors choose this path for several reasons, including financial benefits, independence, and the joy of the work they do. When you hire a contractor, you are bringing on someone who has already accomplished the work you need, whereas permanent hires are often based on potential.
While contractors may have slightly higher costs or come from a different budget, the overall expenses might not be as significant as you think. With rising salaries and additional benefits, the actual cost of a permanent employee can quickly escalate. Moreover, permanent hires can bring additional costs, such as recruitment expenses, onboarding time, and potential turnover within a year or two, leading to significant expenses in terms of time, resources, and costs.
For perspective, let’s consider a scenario where you would typically pay around £50,000 for a permanent employee. When you add in bonuses, pensions, holidays, bank holidays, benefits, and taxation, that £50,000 spirals to easily over £80,000. Furthermore, in the course of 12 months, with indirect costs the total will be in the region of £100,000, including time, resources, and other costs.
Contractors can have an immediate impact on bottlenecks
Alternatively, with the same budget, you could hire a contractor who hits the ground running, delivers exceptional work, imparts valuable knowledge to the team, draws from vast experience, and is more focused on the task at hand rather than office politics or career advancement. This flexibility allows you to part ways when needed, saving you both time and money.
By dividing the annual cost of a permanent hire by 48 weeks, you’ll find that hiring a contractor can be more cost-effective on a per-day basis. For example, at £50,000 per year, the cost per day would be a little over £400 per day.
Industries and cultures in certain countries have embraced this flexible resource approach for its benefits. The increased demand for contractors could resulted in more contractors entering the market, then more roles, leading to competitive rates that remain stable.
If you want access to a pool of talented contractors, reach out to us. Surrounding yourself with top-notch individuals will undoubtedly elevate your business units performance and reputation.
Keys: Technology Contract Resource, Contractors, IR35, Life Sciences, Tech SME’s, MedTech, HealthTech, Pharma, HighTech, Innovation, Data Science, Data Engineering, Talent, Recruitment Agency, Tech Specialist, Data Science Specialist, Data Engineering Specialist, Bristow Holland Tech Specialists, Top Talent in the East of England, Oxford, Oxfordshire, Switzerland, Basel, Zurich, Bern, Lausanne.
The sector has so many options for relocating to Europe, is it time you thought about your options?
If you break life up into thirds, it is a third for work, a third for play and then a third for sleep. Unless you have a young family so you get more play and less sleep. When it comes to life science and tech hubs, look no further than the UK and Switzerland. That’s why we do it! It just makes sense.
With Cambridge being voted the best place to live and work in the UK for 2023, it is no wonder if you spend time there. Full of culture, diversity and opportunity, surrounded by amazing countryside and tranquillity. If the countryside and tranquillity is not your thing and you love to do things, then London is the place! The world’s playground and arguably one of the best places to be in the world. Compared to any other city and capital in the world, Brits take it for granted. Especially when it comes to the career opportunities that lay in wait there. Be mindful, though, the competition is high! If the quiet life is for you, and you want more countryside and tranquillity! I give you Oxford… There you have it, the golden triangle! Full of culture, architecture, top universities, a fantastic way of living, and opportunities for your career and family or a fun life.
All three will continue to outstrip the rest of the country for investment, innovation, opportunity and growth!
Not to be outdone in mainland Europe is, Switzerland, with its own technology and life science golden triangle of Basel, Zurich and Bern. While it is more expensive to live, the wages is higher, you have more skiing opportunities and 100% more spectacular scenery. Having not lived in Switzerland, I can’t make a more detailed comparison between them, but give it time, and the family will come round to it eventually. New is always better right?
I’d love to hear from those that live in Switzerland and how they would describe life in Basel, Zurich, and Bern… And where would you put Lausanne? Also, where is missing?
Here are the top 5 life science/tech companies by region:
Basel
- Novartis International AG
- Roche Holding AG
- Lonza Group AG
- Actelion Pharmaceuticals (a subsidiary of Johnson & Johnson)
- Basilea Pharmaceutica AG
Zurich
- Roche Diagnostics International AG
- ABB Group (primarily a technology company but with healthcare technology solutions)
- Siemens Healthineers (medical technology company)
- University of Zurich (leading in life science research and education)
- ETH Zurich (Swiss Federal Institute of Technology – renowned for technology research and development)
Bern
- CSL Behring AG
- Ypsomed AG
- Bern University Hospital (focus on life science and medical research)
- Dottikon Exclusive Synthesis AG (specialized in pharmaceutical intermediates)
- Swiss TPH (Swiss Tropical and Public Health Institute – research institution in global health)
Cambridge
- AstraZeneca – A global biopharmaceutical company focused on research and development of innovative medicines in areas such as oncology, respiratory, and cardiovascular.
- Cambridge Consultants – An engineering and technology development firm providing solutions in medical devices, diagnostics, and digital health.
- Abcam – A life science company specializing in producing and distributing high-quality antibodies and other research tools.
- ARM Limited – A semiconductor and software design company, known for its contributions to the development of mobile computing and IoT technologies.
- Illumina Cambridge – A subsidiary of Illumina, Inc., focused on genetic sequencing and genotyping technologies for research and clinical applications.
Oxford
- Oxford Nanopore Technologies – A biotechnology company known for its groundbreaking nanopore sequencing technology for DNA and RNA analysis.
- Oxford Instruments – A technology company providing high-tech solutions in research and industrial applications, including scientific instruments and analytical tools.
- Immunocore – A biotechnology company focused on developing T-cell receptor-based immunotherapies for cancer and infectious diseases.
- Sophos -A cybersecurity company providing next-gen solutions to protect businesses from cyber threats.
- Adaptimmune Therapeutics – A biotechnology company developing T-cell therapies for cancer treatment.
London
- GSK (GlaxoSmithKline) – A global pharmaceutical company with a significant presence in London, engaged in research, development, and commercialization of medicines and vaccines.
- British Telecommunications (BT) – A leading technology and telecommunications company providing a wide range of services, including network solutions and IT services.
- DeepMind Technologies (a subsidiary of Alphabet Inc.) – An AI research lab known for its breakthroughs in machine learning and applications in healthcare and other domains.
- Medopad – A health tech company using data analytics and AI to improve patient outcomes and healthcare management.
- Babylon Health – An AI-driven health tech company offering virtual healthcare services and personalized health advice.
If you are looking to relocate and need help or advice to make it a reality please get in touch with me [email protected]
Key: Life Science Recruitment, Tech recruitment, Data Science Talent agency, Data Engineering, Talent, Bioinformatics Recruitment, Machine Learning Experts, Artificial Intelligence Talent. Python Agency, C++ Recruitment, SAS.
You might be in the business of creating software to help companies organise and automate their data and systems. Or you may be looking for an in-house specialist to join your IT team to help you evolve and refine your own systems management software. Either way, you’ll need someone who is familiar with both the technical aspects of advanced information and interaction systems and their day-to-day applications.
Looking at CRMs and ERPs from a recruitment perspective, we explore what they are typically for, how you’ll know when the time is right to hire a specialist in this field and what employee expectations might be in this current climate.
What’s the difference between a CRM and an ERP software system?
Firstly, let’s cover the basics. Both enterprise resource planning (ERP) and customer relationship management (CRM) software systems remove the need for stand-alone ledgers, address books, diaries, contact lists, filing cabinets and cross-referenced spreadsheets. They introduce a high level of connectedness between information, as well as an incredible depth of data, and allow a number of processes to be automated that may otherwise have taken many hours – and much mental energy – to complete.
A CRM is the hub for all interactions between a business and the people that come into contact with it. This will be primarily customers and clients, but also encompasses leads or prospects as well as suppliers, affiliates, contractors, partners and colleagues.
A comprehensive CRM will not only help a business manage communications across more than one platform, but also track users’ activity on their website, segment customers by any number of criteria and serve automated messages at key points in the customer journey. Using a CRM to optimise engagement with customers and clients can lead to stronger relationships, improved customer service and increased sales.
Examples of well-known CRM software are: Hubspot, Salesforce, Zendesk and Freshsales.
Similar, but with vital differences as an internal tool, ERP covers the software companies use to coordinate all the practical aspects of their business. This will support information and processes around human resources, accounting, finances, supply chain, procurement, contracted services and more.
When fully integrated and optimised, a business will benefit from huge efficiencies across their inventory, fulfilment and production processes, with automated accounting, scheduling and ordering to name a few.
Familiar ERP systems include: Oracle NetSuite, SAP ECC, Microsoft Dynamics 365 Business Central and Acumatica.
Who typically hires a CRM or ERP specialist?
With data now common currency in today’s world, CRM and ERP specialists are sought after by companies of all sizes, in all sectors, with needs varying according to their activities, complexity and size. You’ll find jobs posted by everyone from charities to major oil companies, events producers, construction firms, high street brands, online retailers, healthcare professionals and more.
The vast majority of CRM opportunities are for specialists to oversee customer engagement – managing the data on the particular system while building, developing and executing marketing automation and lead generation campaigns.
However, some firms recruit for technical roles such as supporting development of cloud-for-customer systems, perhaps crossing over with an established CRM platform, handling functionality, bug fixing, dashboards, configuration, data migrations, triaging and other operational aspects.
As ERP is more complex; dealing with business processes of an entire organisation – the roles tend to be technical. Companies will be looking for someone who understands the workings and demands of a business in their sector, as well as an expert in customisations, integrations and user experience. Organisations looking to recruit also tend to be larger, with many integrated processes – and a large volume of data – to handle.
The nuances of who companies should hire from an available list of candidates will be down to the nature of their business, the type of platform they use and the required skill sets. For example, a major retailer will need a different approach to forms, views, reports and automation than a property developer or a healthcare provider.
When do you know you need to recruit an ERP or CRM expert?
The decision to recruit a CRM or ERP expert will depend on your business’s size, scale of operations and your circumstances around staff and requirements.
In general, you will have realised that a simple, entry-level platform no longer meets your needs and that your in-house staff (even if they have been part of the software selection process), do not possess the necessary knowledge or skills to expand your systems. You will need to look at a wide range of unfamiliar platforms in order to select one that suits your business requirements, and then need the skills to use it effectively.
Whether for CRM or ERP, you’ll know that you need to automate several processes, and that once on board with a platform your entire business will need to be able to interact with and work around it. This is a big commitment, and something that you can’t risk getting wrong.
So you’ll need to make a thorough assessment of what systems you will need to meet your ongoing business operations and future targets. Then, you’ll be able to focus your recruitment efforts on the right individuals with the specialist skills for the role.
In contrast, if you are developing your own CRM or ERP software, you’ll become aware of skills gaps within your team and seek to recruit accordingly to fill them as they arise. This may be due to new innovations in software, hardware or customer processes; different front or back-end skills, or to devise new features in response to user demand.
Revolutionise your systems, save time and increase revenue
Why recruit a CRM or ERP specialist? In the end, it’ll always be to make your systems more efficient, coordinated and profitable. Whether you’re dealing with people relationships or your internal resources, if you want to expand as a business you’ll need to evolve, improve and augment your systems to meet your needs.
To answer these business challenges, you’ll need a candidate already skilled in the CRM or ERP system your organisation uses, and with the technical know-how to develop and customise a platform to allow users to achieve their goals faster and more easily.
Whether you are creating a new system, expanding on an existing platform, writing software, or simply managing people and information, the fastest and most effective way to recruit the right person for the job is via a specialist agency who understands both the technical and personal sides to jobs in the tech and IT sector.
What does a CRM or ERP tech specialist look for in a job role?
CRM and ERP specialists share the same concerns as many other IT and Tech candidates in today’s competitive skills market. To attract and retain key staff, you need to understand their priorities when it comes to their employment. Here are some of their top considerations:
- To feel valued – Not only in the level of their pay (although that is a top concern), but also in terms of respect for their opinions, their goals and themselves as people.
- Flexible working – Whether the ability to work remotely or hybrid, or flexibility over hours, freedom in where and when they work has become a deal-breaker for most candidates.
- Personal well-being – Quality of life is now a huge priority for many, and employers who offer good communication, mental health awareness and a supportive workplace will attract more people.
- Development and growth – A stagnant job is a leading cause of burnout and quitting. Employees want to know they have the opportunity to learn and progress or they’ll look elsewhere.
- Transparency – Honesty and openness is vital in recruitment. Candidates are wise to every job listing red flag and interview cliche you can mention and will swerve firms they feel they can’t trust.
Ensure you’re on the cutting edge of customer relationships and company resources
Hiring in today’s competitive climate can be a learning experience for many. But with inside knowledge of the ERP and CRM field; the skills required, the specialists available and the expectations that need to be met on both sides – we can make the recruitment process as straightforward and open as possible.
Speak to us today about the opportunities currently available to CRM and ERP specialists – or what you need from an ideal candidate as an employer, and what to do to attract them. Chances are, your best-fit option is already out there and looking for you. And we’ll know them.
Call us on 01473 550780 or email [email protected]. We’ll be happy to hear from you.
Specialisms covered with MCP Plc:
“Bristow Holland are in the business of recruiting people of a high calibre. Over the last 12 months, we’ve hired 4 exceptional people who are all outstanding in their field.“
Steve Lamb, General Manager
Exceptional software demands exceptional people
MCP (Maritime Cargo Processing) is a stand-alone software company working on the cutting edge of logistics. Their Destin8 product allows the transferral of electronic communications between all parties – customs, HMRC, hauliers, clients, customers, freight forwarders and other Government agencies. This allows shipments to go through every step of the Multimodal process with the minimum of physical paperwork.
From its inception in 1985, MCP’s Destin8 Port Community System (PCS) software reinvented how cargo and port release processes work. Now a team of 38 people, with Destin8 active through 110 ports around the UK, they wrote and continue to update all their software themselves, and have now reached the third iteration of their PCS as their reach carries on growing.
Bristow Holland have played an important role in securing specialists of a high standard to allow MCP to expand their offering. The skill sets required in their vertical are extensive and employees need to not only possess the learning capabilities to pick up all the necessary expertise but also be the right people to fit in with the company’s ethic and internal culture.
A business based on relationships
With the UK finally exiting the EU in 2020, MCP worked closely with the government and HMRC to ensure trade readiness. Their proven software, backed up by a professional and solution oriented customer service team, gave them the impetus to extend their coverage throughout the UK port community, and so they started the search for new members of the team to allow them to expand.
The nature of what MCP does meant they knew they needed to look for a specialist recruitment agency. The mainstream channels could provide a mass of CVs from capable people, but for their kind of work, MCP needed someone who could send over one or two truly great candidates. Managing Director Steve Lamb did some calling around, spoke with a few senior managers and Bristow Holland emerged consistently as the best people for recruitment in the IT & tech sector.
Steve bases a lot of his business relationships on instinct, often making the right call on a partnership from how he gets on with them at the initial meeting. He immediately clicked with Andy Bristow and was won over by his confidence and calm assurance, remembering: “They were very relaxed about their business. They were selling, but didn’t ram it down your throat.” To Steve, this spoke volumes about our expertise and industry knowledge around specialist recruitment.
The first hire at MCP went very well – going on to become a senior member of the team – and Steve has never looked back since. At the time of writing, we’ve successfully sourced a Senior Project Manager, a Database Administrator (DBA), QA and support staff, and most recently a highly rated Java Developer.
People, processes and (most important) trust
Working with Bristow Holland’s consultants has continued to be a relaxed experience, with a great relationship evolving built solidly on trust. In fact, as Steve says: “If you’re going to have a long-standing relationship, you must have trust. There might be challenging times, but you get through them together because of that.”
Trust is built on a foundation of professionalism and clear communication. A shortlist of high-calibre candidates will arrive very very quickly indeed, a sign that we already know which specialists are in the market and suitable for MCP’s role and culture. Steve enjoys being kept in the loop as we go through the sift of candidates – as he says, “They do their homework too, but in a very timely manner. I don’t have to push them.”
MCP has adopted a best use of time practice for their interview process. First interviews are done online, and then the final one or two candidates are invited into the office, where both parties can get to know each other and establish that trust. From that point, it’s usually a very fast process – Steve and his team don’t like to hang around, and if they like and want someone they’ll move as quickly as possible to bring them on board. And we’re very happy to work with them like this, taking a proactive approach, setting a convenient start date and following up once the candidate has had a chance to settle in to see how everyone is getting on.
“Bristow Holland delivers great candidates, but also has a good nose in the marketplace for what’s coming next.”
–Steve Lamb, General Manager
“MCP are a pleasure to work with. Their open-minded approach and attitude to hiring enables them to attract the best talent available. Their process is simple yet highly effective and candidates always come away feeling positive about the business and opportunities, which is testament to how well the hiring managers share their vision and insights for the business.”
–Matthew Foot, Director of Service Delivery
Redefining the way their company operates
Possibly the greatest impact MCP have seen across their business since working with Bristow Holland is in their processes and systems. Recruiting an experienced Project Manager brought a new focus and sense of accountability to the team, encouraging all specialists and managers to deliver. This has been great for everyone and allowed the company to scale its activity as its reach expanded.
Recruiting an expert Infrastructure Manager also brought many operational benefits. Working from the ground up within their organisation, they have redefined how MCP licences software, making Steve Lamb’s job a whole lot easier.
But, with the pace of change at MCP, if we asked again about our biggest impact on their business in 12 months’ time, we might get a different answer. Steve has a real sense of building for the future with their recruitment, and is excited to see where the development of their industry-changing software will take them next.
In the meantime, MCP continues to value our partnership and appreciate Bristow Holland’s casual but professional approach to doing business with clients. They feel put at ease throughout the recruitment process and know that, in the end, we’re not just here to invoice them for a fee. We’re here to help them, their new employees and their company evolve and succeed. Would Steve recommend Bristow Holland to other businesses? “Yes, absolutely.”
If you’re a Gen Z that’s changed their job in the last two years, then you’re in good company – it’s estimated that 72% of Gen Zers and 66% of millennials are contemplating a career change in the next 12 months, according to research by LinkedIn and CensusWide.
Regardless of your age, it’s understandable to be worried about how potential employers will review your application if you weren’t at the last place very long.
‘Shift shock’
That said, the majority of us – a whopping 75% – have experienced ‘shift shock’: that horrid realisation that you’ve not got what you signed up for. The question is: should you stay, or should you go?
The good news is that modern employers and recruiters are fully aware of the trend, and won’t judge you for it – with caveats, of course.
The bad news is, some employers will absolutely judge you, and some won’t even look at your CV, let alone hand you an interview. This is where it really pays to get to know a recruiter, who can get to know you as a person.
Reasons to jump ship
But back to the job at hand. Quitting after a short period – let’s say within a year – can feel like a risky move. But there are good reasons to move.
These include a toxic work environment, bad management, or – quite simply – a better offer. If someone sought you out with an offer of better pay, better working conditions (i.e. flexible working) and interesting work – why would you stay?
Power to the employee
After all, employers are well within their rights to end a contract if an employee doesn’t pass probation, and some of these are quite lengthy these days, with three and six months being the norm. No-one questions the employer – there’s an imbalance of power here.
Tips for making the move
But, like always, there are caveats. If there’s a better offer out there, then you shouldn’t feel ashamed to jump ship. But, be honest when it comes to explaining your ‘reasons for leaving’ to the next potential employer. You’re an adult. Take responsibility. Be prepared to be scrutinised, but equally, make sure to carry out your due diligence before making the move.
This is where a recruiter can help. Engaging with someone who knows their client inside out can provide the inside track on what it’s really like to work at the business – and even make suggestions on your behalf, such as a day with the company, before signing the contract, to help make your next move the right one.
Looking to make your move? Start the conversation.
In the good old days, the average tenure for someone in a job in the UK was just under nine years. And now? It’s just 1.6 years, according to the CIPD Megatrends report.
Moreover, according to the same report, analysts believe that young people are far more likely to change jobs than their older counterparts.
This is fascinating from both an employer and employee perspective.
So what is it about the job market that stops many young people from sticking around for more than one Christmas party?
And, as an employer, is it something that you can afford to ignore?
In answer to our first question: it’s complicated. The reasons for leaving a job after a few months could be an extensive list.
For example: “The culture wasn’t what I expected.” “The processes are completely outdated.” “The firm has a presenteeism culture and is obsessed about getting people in the office.”
But should employers turn a blind eye? No way.
Gen Z comes in for a lot of stick. But, as an employer, simply making grimacing noises about ‘staying power’ (and the perceived lack of it) each time someone quits isn’t something you should ignore. It’s a big red flag.
Those Gen Zs currently make up 30 percent of the world’s population and are expected to account for 27 percent of the workforce by 2025. Ignore them, and you’re shutting the door to talent.
Are the reasons for short tenure always ‘bad?’
No. Many younger switchers started their careers during the height of the pandemic and aren’t afraid to ask for flexible working. Some desire meaningful work; others simply recognise that switching jobs can be the fastest way to skyrocket their salary.
This is particularly true in tech roles where their inherently digital DNA makes them hot property. Here are just some of the reasons why people might jump ship:
- (Lack of) flexible working: a Gen Z might arrive at a company full of enthusiasm for the role – only to find that the company only paid lip service to hybrid working to get talent through the door.
- Lack of interaction with management: younger people genuinely want, and expect, their leaders to engage in open dialogue with them, yet find themselves confronted with rigid processes and closed doors.
- Outdated IT: Gen Z’s tech skills mean that most are capable of creating their own side hustle website if they want to – and many do. Yet they land at a company stuck with crappy hardware and reliance on old-school IT, where simple requests take weeks to be actioned. Talk about a turnoff.
- Processes: Or maybe it’s a process thing. You didn’t mention at the interview that employees would be expected to fill out timesheets and plan their time to the Nth degree. If this is important to you, then make it clear. Equally, potential recruits need to savvy-up and ask these types of questions at early doors: but that’s a topic for How long should I stay in a job I don’t like?
Ultimately: this generation knows what it wants. And it’s not afraid to jump ship – not always because the going got tough, but when a genuinely better offer turned up on the table.
Employers – follow your instincts
Of course, this all comes with a disclaimer. There is a type of recruit that doesn’t stick, no matter how good the job and the working conditions are. And as an employer, you’ll have a gut instinct for sussing this out. And if you don’t, then that’s where a recruiter can help you navigate the way.
So, what can you do to bring down the huge cost of hire and replacement?
Some tips for preventing ‘shift shock’ in your candidates
- Carry out your due diligence
Most of us wouldn’t marry after a one-hour date, so why do we expect people to commit to long-term relationships after a short Teams call and trip to the office?
How about offering shortlisted candidates an expenses-paid day (or two) in the office to get a feel of what the culture and processes are like, and to properly meet their managers and team members, before they sign on the dotted line?
- Scrutinise your onboarding process
Once a candidate has signed, a strong onboarding process is also key. This should start long before the employee turns up for the first day. Information about what to expect from day one, in terms of processes, documentation, progression and training, should all be clearly laid out, along with regular performance reviews so that employee and employer can engage in honest dialogue. An assigned buddy or mentor is always a good idea.
- Don’t be afraid to question
Those short stints on someone’s CV are there for a reason, but not all reasons are the same.
For example: those short stints – actually contracts and maternity covers, say – might actually reveal someone’s desire to keep their skills fresh while trying to juggle work with family demands. Good candidates have nothing to hide. And even those that leave after short periods should be able to supply a reference to testify to the quality of their work.
- And finally… don’t be too judgemental
Many of us in hiring roles are parents to those entering the workforce for the first (or second, or third) time.
Yes, there’s nothing wrong with ‘sticking it out’. But as our children come home from their new job, already disillusioned with broken promises, we may find ourselves empathising, rather than criticising.
For advice on increasing tenure in your business, get in touch with out team.
Pay and flexible working top the list of things that experienced hires are after – and if you can’t offer both, then you’ll need to consider lowering your expectations in a competitive market.
The Big Two: pay and flexibility
Job seekers in tech have spoken: the most important priorities for tech candidates are compensation (yes, pay), followed by flexible working arrangements.
The ‘Big Two’ factors are also ranked the fastest-growing priorities year over year, according to LinkedIn’s recent research, The Future of Recruiting 2023.
So, the thorny issue of pay – the one thing you were never supposed to mention at an interview – is now the key thing people are looking to know upfront. That, followed by the expectation that they can be fully remote if they want to be.
Why are employers reluctant to talk about pay?
Very few employers like to get out there and say “we pay great salaries.” Of course, everyone thinks that they offer above the market average, but few lead with it. Why?
Because generally, most businesses don’t want to hire people who they perceive are motivated solely by money, because, in their mind, they’re harder to keep happy. And that’s why traditionally, job ads follow the same predictable structure: company size, clients, tech stack, and a touch of benefits (progression plans and training). But pay? That’s usually left until the second interview, by which both sides may be wasting their time.
Changing priorities, challenging times
So why are pay and flexible working driving the market? Two reasons.
On the pay front – it’s pretty obvious. We’ve got a cost of living crisis. Rising inflation, stagnating real wages. Job seekers literally can’t afford to be coy about what they can expect from their wage packet.
Flexible working, on the other hand, is a hangover from the pandemic. Hires, especially experienced ones, have grown used to a new way of working and they’re unwilling to go back, certainly not in the way they were used to.
Why it matters to employers
Frankly, if you’re not offering the ‘big two’ as an employer, you’re not just slightly behind, you’re way behind – to the point where you might not even be shown CVs for experienced hires. And that’s an issue, when you’re trying to recruit and keep people. It’s an issue for all sectors, of course, but it’s particularly prevalent in tech because the demand for skills is so high.
In tech, hires can afford to be picky
While some companies are forcing people back to the office, in tech, employees can afford to be picky. In a sector where people are being approached once, twice a week for their skills: there’s always someone, somewhere who can offer better money and better flexibility. If you’ve got a loyal tech employee, then you’ve done something right; they’re working with you because they want to be there.
Can’t offer more? There is an alternative.
We get that not all companies are in a position to offer high or better salaries, and not all companies are able, or willing, to offer flexible working. Assuming you don’t want to go offshore, there’s one way around that.
Hire people who are less experienced and/or more junior than you would’ve considered.
This can work, and here’s why: junior candidates are more likely to want to come into the office. They’re less likely to have family duties, which are a real benefit to home workers. Going into the office four days a week doesn’t require major adjustments in their personal lives to accommodate. Of course, juniors will still look to their peers and see flexible working happening there and would likely expect at least one day from home, so you’ll need to factor this into your offer, too.
Want great hires? Think pay & flexibility first
In a nutshell: if you want experienced candidates, then a good salary and significant flexibility in working hours are an absolute must. If you haven’t, then by definition, you’re automatically shopping in a junior market.
“It’s not unusual for tech specialists to get pinged multiple times a week by agencies. It’s a testament to Bristow Holland that they don’t get lost in all that noise and maintain respect.”
Specialisms covered with PCI Pal:
“I don’t want 20 CVs to come in. I want just three to five quality profiles we can work with and know we can trust to be good people. Bristow Holland deliver every time.“
Rachael Drouet, Head of People & Development
When you need specialists, you can’t hire through the usual channels
PCI Pal’s relationship with Bristow Holland goes back to 2018, when they began a period of intense growth that still continues as we speak. Initially a team of just eight people in 2016, in 2023 the company stands at 125 employees, with 23 of those supplied by Bristow Holland. As such, this is a tale of an ongoing, fruitful, collaborative relationship.
PCI Pal relies on having the right people in the right jobs at the right time in order to grow. With us filling roles for them from DevOps to software developers, product designers, voice engineers, testers, test managers, development team leads, support engineers and everything in between, they’ve had a lot of experience of dealing with us professionally and as people.
What’s been vital throughout this time is the strength and breadth of Bristow Holland’s network. PCI Pal realised that in order to get the talent they needed, they could no longer rely on sourcing locally. Bristow Holland has also widened its approach in recent years to include specialists from all over the country, allowing clients to think nationally when recruiting. This created a win-win scenario for both PCI Pal and candidates alike.
But it’s not just about finding people. PCI Pal have benefited from Bristow Holland’s insights into benchmarking (not only on salaries, but on other benefits that will make them an attractive place to work) as well as advice on exact job roles, initiatives around diversity and inclusivity, and ideas around the recruitment process. The consultancy angle has been the real value of this partnership for PCI Pal.
Knowledge and reliability
PCI Pal understood that you can’t grow an expert IT/tech team effectively by recruiting through traditional means, and so have always placed value in specialist recruitment.
Bristow Holland’s reputation for being reliable and knowledgeable was key to their decision. They knew our knowledge of the market and of the roles that specialists with certain skills can fill. They also knew they could rely on us for feedback and insights, as well as high-quality candidate profiles.
As PCI Pal’s Rachael Drouet says: “With Bristow Holland, everything is joined up, which is critical for us as employers in the software industry. They’ll ask, ‘What do you want to achieve? What problem are you trying to fix?’ And everything will go from there, rather than simply asking for a job description.”
We took time to understand not only PCI Pal’s business and skill sets they need, but also their company culture, and this understanding has only grown deeper over the years. This means all candidates arrive for interview fully briefed, excited about what PCI Pal do and the ethos behind their work – all they need to do is sustain that excitement throughout the interview process.
Honesty, consistency and support
PCI Pal understood that you can’t grow an expert IT/tech team effectively by recruiting through traditional means, and so have always placed value in specialist recruitment.
Bristow Holland’s reputation for being reliable and knowledgeable was key to their decision. They knew our knowledge of the market and of the roles that specialists with certain skills can fill. They also knew they could rely on us for feedback and insights, as well as high-quality candidate profiles.
As PCI Pal’s Rachael Drouet says: “With Bristow Holland, everything is joined up, which is critical for us as employers in the software industry. They’ll ask, ‘What do you want to achieve? What problem are you trying to fix?’ And everything will go from there, rather than simply asking for a job description.”
We took time to understand not only PCI Pal’s business and skill sets they need, but also their company culture, and this understanding has only grown deeper over the years. This means all candidates arrive for interview fully briefed, excited about what PCI Pal do and the ethos behind their work – all they need to do is sustain that excitement throughout the interview process.
Growing and protecting the brand
As a software company, people are the absolute core of what PCI Pal does. With every new specialist Bristow Holland has provided over the years, PCI Pal has helped them grow – those that joined in junior positions have progressed to become key people within the company. They wouldn’t have done that without being exactly the right people in the first place.
The key to our strong relationship with PCI Pal is mutual respect. Through times when the market has shifted from one extreme to the other when it comes to employers and candidates, they’ve appreciated how we remained consistent. The emphasis has always been on how we can work together, not how much money we can get out of them.
Looking to the future, PCI Pal’s international focus is likely to increase. People are critical to their business plans and growth strategy, and we’ll continue to get them the right people. ‘Enjoying the journey’ is one of PCI Pal’s values – they feel we have helped them to do that, and they’ll be pleased to know we feel the same way too.
“Kept up to date every step of the way. Clear communication regarding progress and next steps through the interviews and job offer. Excellent experience end to end with prompt responses to questions and support throughout.”
Whether you’re a client or candidate, having to be either side of a counter offer isn’t a great place to be. We look at reasons why a counter offer might be on the cards, and more importantly, what to do to avoid getting yourself into this position next time.
The rise of the counter offer
In recruitment terms, the counter offer is the employer’s attempt to keep a high-performing employee from leaving, and usually includes the offer of a material increase in salary. In recent years, hiring headwinds have seen counter offers become massive in the market. As recruiters, we’ve seen employers add as much as 30-40% to someone’s salary, purely because they’ve been backed into a corner.
So why is it happening?
At Bristow Holland, we’re really clear on counter offers. Basically, we believe that employers that resort to counter offers have failed in their duty.
If that sounds harsh, then consider this. A counter offer means that you’ve failed to read your employee’s mood. You failed to keep them up to date with where the market should be. And as a result, you’ve put them in a position where they’ve needed to look elsewhere.
Of course, not all people move jobs because they want more money. Some want more flexibility, but even in a post-Covid era, salary trumps flexibility over everything else. The rising cost of living has put people in a position where they feel they have no choice but to look around. And if you haven’t kept pace, then that’s an issue.
Counter offers: advice for employers
Naturally, it’s easy to feel affronted when your employee comes to you with their news. Some are angry and turn the employee into a pawn in a game (“how dare someone else take my staff?) Many more are desperate as they fear how to fulfil their contractual obligations without that lynchpin of their team.
So what’s the one thing that can make it all go away? Money.
And actually, a counter offer is easily the most cost effective option, at least on the face of it. Putting a pay rise in someone’s way, to bring them up to market rate, is far more efficient than going through the whole recruitment process once again. But as employers know only too well, it’s most often just a sticking plaster over the issue. Stats vary, but it’s likely that 80% of those who accept a counter offer will leave within six months.
Key takeaway for employers – review what you’re offering your employees, routinely. And if someone offers their notice, and you’re confident that you’re paying market rate, then you can confidently thank them for their service and wish them goodbye and good luck and take the opportunity to freshen up your team.
Counter offers: advice for candidates
Now let’s flip to the employee side. Receiving a counter offer can stir up a whole host of emotions. One one hand, it can make the employee feel wanted and create a much-needed boost to their morale and self worth. On the other hand, it can release resentment (“now they want me!”).
Employers may invest the full power of HR and Leadership to ‘love bomb’ the employee to stay. In this situation, it takes a strong person, someone on the top of their game, to say: “Thanks, but no thanks. Try again with the next person – I’m gone.”
But as an employee, note this: in most instances, your employer isn’t putting a counter offer on the table because you’re brilliant – they’re doing it to make their lives easier. It’s a late admission of the fact that they weren’t paying you enough or supporting you correctly in the first place, and you caught them out.
Ultimately, in the vast majority of cases, the counter-offer process plays havoc with peoples’ minds, makes them feel uncomfortable, and ultimately creates a dysfunctional relationship – hardly the bedrock of a successful partnership.
Key takeaway for candidates: if you’ve committed to the rigours of the recruitment process, and found a job that offers you what you’re worth, then stay strong: or risk entering into a dysfunctional relationship with your employer.
If you’re looking for more information about what the market rate looks like, then get in touch.
Pay and flexible working top the list of things that experienced hires are after – and if you can’t offer both, then you’ll need to consider lowering your expectations in a competitive market.
The Big Two: pay and flexibility
Job seekers in tech have spoken: the most important priorities for tech candidates are compensation (yes, pay), followed by flexible working arrangements.
The ‘Big Two’ factors are also ranked the fastest-growing priorities year over year, according to LinkedIn’s recent research, The Future of Recruiting 2023.
So, the thorny issue of pay – the one thing you were never supposed to mention at an interview – is now the key thing people are looking to know upfront. That, followed by the expectation that they can be fully remote if they want to be.
Why are employers reluctant to talk about pay?
Very few employers like to get out there and say “we pay great salaries.” Of course, everyone thinks that they offer above the market average, but few lead with it. Why?
Because generally, most businesses don’t want to hire people who they perceive are motivated solely by money, because, in their mind, they’re harder to keep happy. And that’s why traditionally, job ads follow the same predictable structure: company size, clients, tech stack, and a touch of benefits (progression plans and training). But pay? That’s usually left until the second interview, by which both sides may be wasting their time.
Changing priorities, challenging times
So why are pay and flexible working driving the market? Two reasons.
On the pay front – it’s pretty obvious. We’ve got a cost of living crisis. Rising inflation, stagnating real wages. Job seekers literally can’t afford to be coy about what they can expect from their wage packet.
Flexible working, on the other hand, is a hangover from the pandemic. Hires, especially experienced ones, have grown used to a new way of working and they’re unwilling to go back, certainly not in the way they were used to.
Why it matters to employers
Frankly, if you’re not offering the ‘big two’ as an employer, you’re not just slightly behind, you’re way behind – to the point where you might not even be shown CVs for experienced hires. And that’s an issue, when you’re trying to recruit and keep people. It’s an issue for all sectors, of course, but it’s particularly prevalent in tech because the demand for skills is so high.
In tech, hires can afford to be picky
While some companies are forcing people back to the office, in tech, employees can afford to be picky. In a sector where people are being approached once, twice a week for their skills: there’s always someone, somewhere who can offer better money and better flexibility. If you’ve got a loyal tech employee, then you’ve done something right; they’re working with you because they want to be there.
Can’t offer more? There is an alternative.
We get that not all companies are in a position to offer high or better salaries, and not all companies are able, or willing, to offer flexible working. Assuming you don’t want to go offshore, there’s one way around that.
Hire people who are less experienced and/or more junior than you would’ve considered.
This can work, and here’s why: junior candidates are more likely to want to come into the office. They’re less likely to have family duties, which are a real benefit to home workers. Going into the office four days a week doesn’t require major adjustments in their personal lives to accommodate. Of course, juniors will still look to their peers and see flexible working happening there and would likely expect at least one day from home, so you’ll need to factor this into your offer, too.
Want great hires? Think pay & flexibility first
In a nutshell: if you want experienced candidates, then a good salary and significant flexibility in working hours are an absolute must. If you haven’t, then by definition, you’re automatically shopping in a junior market.