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Everybody wants flexible working. Why aren’t you advertising it? We examine why flexible working can be a competitive advantage when attracting talent.
Some time ago I wrote a post on what technology leaders want to understand about an opportunity, so it made sense to (eventually) examine something resembling the ‘reverse’ of this subject. What do CEO’s want from technology leaders? It’s a question we ask frequently in ‘search’, but it was a conversation this month that jump-started my… Read more »
Mentoring can be a useful tool to use during the onboarding process, assigning someone to show a new hire the ropes, make them feel welcome and to support their first few days and weeks is undoubtedly a good idea, but the benefits of mentoring stretch much further than this.
Retaining talent is a challenge all businesses will face at one time or another, people leave, careers develop in other directions it’s all natural and part of business life but there aren’t many business owners or managers out there who likes to see their best talent leave particularly given the effort and cost which goes into hiring in the first place. The good news is that in many cases it can be avoided.
Here we share practical tips for retaining your best talent:
The dark winter months are upon us and whether you’re a business owner or a people manager you’d be foolish to think that at least some of your team aren’t thinking about their next career move. The start of the year is prime time for job applications, time to reflect over the Christmas break and the sharp return to reality means the first couple of months of the year is a critical time for retaining staff and as such it’s a good time to address some of the reasons why your employees may be looking elsewhere.
As we near the end to an unpredictable, but nonetheless productive year, we’re pleased to report on the market for the final half of 2018 with the second edition of our ‘ How’s The Market’ publication.
It’s important to recognise that different social media platforms each have their own benefits and challenges but platforms like Facebook, Twitter, LinkedIn and others can offer tremendous opportunity for your small business to connect with potential clients and grow your brand, so if decide to have a presence on social media (and our view is you should!) you’ll need to approach it in a strategic manner and consider your options before ‘diving in’
The return to work after the summer break is the perfect time to take a fresh view of career goals and plans and that can mean looking for a new role. September is the second busiest time of year after January for job seekers, so it’s a time when employers should be taking a close look at what’s going on in their teams and focusing on retention.
Having led business transformation across a large financial services institution, this guide from Laudale guest contributor Carl Woolfenden takes a look at the benefits of moving from Waterfall to Agile methodology and the practical application of doing so. Based on Carl’s real experiences of delivery using Agile, this case study style guide looks at the real challenges… Read more »
It’s the question we’re asked the most when we’re meeting clients and candidates ‘ How’s the market’ and now we’re answering with our in-depth report. We’ve analysed hundreds of available roles and job advertisements and combined this with our own deep knowledge to create an accurate picture of the Northern IT jobs market.
Our Interim Insight series speaks to members of our Interim Community sharing practical advice and in-depth knowledge. In this edition, we speak to Senior IT Consultant, Ray Bunton who provides a candid review of Waterfall and Agile methodologies.
We all know about the importance of the first 90 days in a new role But what about the less strategic and more pragmatic, day to day approach to help you land well.
We’ve put together 8 tips to make those first few weeks go like a dream…
As with all projects, planning effectively significantly increases your chances of a successful recruitment drive
We’ve developed a framework that breaks down the recruitment process into 5 stages using intentionally simple language. Find out more in our latest download.
Your reputation as an employer and your value proposition to employees make up your employer brand, and every business has something unique about its culture and its offering…
In a volatile, uncertain, complex and ambiguous business world decision making has emerged as a key management skill. Yet, despite the demand to move quickly just to keep pace with innovation and change, many leaders still find decision making processes challenging.
Through talking to some outstanding leaders in our network, we have curated the following quick tips for making faster, smarter decisions which yield better results for your projects, business and leadership style.
It’s the question hiring managers want the answer to (or should want the answer to) ’What do great candidates want?’.
What you think might appeal about the role you’re offering, versus what is actually important to high calibre candidates, can differ entirely. So if you’re complacent with your ‘pitch’ to candidates, you could be missing an opportunity to attract the right people.
How do the Northern cities measure up against some of their Southern tech counterparts. Our latest infographic takes a look…
Technology leaders have demanding jobs and as a result time will always be at a premium. Investing properly in professional networking can easily slip off the list of priorities, but it shouldn’t.
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 »
Ever tried to negotiate a new job title only to be told ‘ job don’t titles don’t really mean anything’ if so you’re not alone but is that entirely accurate?
It’s cold and grey, the festive lights have been switched off for another year and many employees will have returned to work with a lack of motivation and energy, if this seems like an incredibly depressing start to this article then you’d be right but it’s an important time for employers to take a serious look at staff retention.
Businesses spend thousands and thousands of pounds on creating the right strategy to deliver results and yet a recent piece of research said that over a third of senior HR staff do not consider employee wellbeing to be an important part of that strategy.
This was despite the fact that the same piece of research found that 51% of HR staff see their employees struggle to concentrate when wellbeing is poor, noticed more sick days are taken and saw an increase in mental health issues.
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.