With the fourth largest tech cluster in the UK and over 168,000 tech workers already in the city, it’s not a surprise to see the popularity and availability of tech roles rising but with 1.4 vacancies for every 1 tech employee in Manchester the need to attract more talent is still very real.
Setting out on a recruitment project for a new hire can be daunting but it doesn’t have to be, Laudale MD Alec Laurie shares his top ten tips for SME businesses, breaking down the recruitment process intos simple steps ensuring a positive outcome. 1. Start with Why. Get clear on the reason you’re recruiting – the… Read more »
This week saw Transport for the North propose a new train line that would connect Bradford to Leeds, Liverpool, Manchester and beyond. The Northern Powerhouse Rail line is a positive development for the North but it’s not set for completion until 2030 – what does this mean for attracting talent to the North in the meantime?
Here at Laudale HQ, we have a couple of Everton fans. We won’t reveal their identities given our Manchester roots, however, the recent managerial woes at the Merseyside club did get us thinking about the risks associated with making senior appointments, and how these risks play out across any industry. There are two clear lessons from Everton: making a) the wrong appointment and b) a hash of a recruitment process can cause significant reputational damage.
We’ve interviewed thousands of ‘Business Technology’ leaders (IT Directors, CIOs, CTOs, CDOs, ‘Heads of’, etc.), from which we’ve gained a vast amount of insight.
Interestingly, no matter how many technology leaders we speak to, 9 times out of 10, we are asked a variance of the same handful of questions.
When hiring experienced talent, there are many factors that candidates weigh-up in choosing your business and the opportunity over a competitor’s – strategy, business objectives, culture, benefits, values etc. But even when organisations have the makings of a great company to work for, we still find that location can be a hurdle.