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Our Latest Jobs
1 day ago
Birmingham
PR And Social Executive
An awesome Birmingham based agency are on the hunt for a tenacious, committed and creative PR & Social Executive to join their award-winning team. The boutique agency has a selection of exciting brands for you to get your teeth into. They offer full service solutions to their clients so you will have the chance to be part of a total marketing process and see how plans really come together. To be considered you will need a base of PR and Social experience, ideally for an agency background. Experience in writing press releases, charming the media, developing relationships and delivering great coverage for your clients. In addition to the PR aspects of your role you will also need some experience in the digital world. From managing content calendars and engaging via social platforms to web content and blog writing. If the above is starting to sound like you and you’re keen to progress your career in the agency world then send your CV over today for immediate consideration. AA123
3 days ago
Leicester
Freelance PR & Content specialist
Pitch are currently supporting a Digital agency in Leicestershire who are looking for a professional PR & Content specialist to support their agency while they search for a permanent member of the team. Over the years they have built a large client base covering sectors such as; property, charities, public sector, the arts and more - building user-centred designs for website & mobile, creative for print and events as well as long-term marketing and PR strategies. This role would be focusing on content & social media delivery as well as working with clients on their strategy approach. You’ll have proven experience with B2B clients, be an excellent communicator and SEO optimised content creator, experienced with social media strategy delivery across various channels and experience with crisis management is essential. Responsibilities: Working within the studio team with creatives to build long-term marketing strategies for multiple clients. Construct content plans for various forms of media, including social media posting. Write press releases, content for websites and other short & long-form content (blogs, features etc.). SEO content optimisation. Population of websites through the CMS. Communicate with various stakeholders to maintain positive relationships as well as advise on content & PR strategies. In order to apply for this role, you must have experience in the following: 2+ years’ agency-side experience, or in a similar role client-side. 1+ years’ as a professional freelancer or contractor. Hands-on experience with building content plans, both short-term & long-term. Social Media scheduling. An understanding for SEO and optimisation of content. Ability to advise on long-term strategy, understanding how to integrate PR, social & content into a Marketing plan. Currently the agency is working remotely - our client is hoping to return to their office in the very near future. Therefore freelancers applying must ensure they are able to travel to Leicestershire on a weekly basis. Assignment would be a rolling weekly basis. CC123
3 days ago
Leicester
SEO Executive | Marketing Agency
We are looking for a result-driven SEO Executive to be responsible for developing optimised web content, on behalf of multiple clients. Pitch Consultants are recruiting on behalf of a full-service marketing agency based in Leicestershire who are hoping to build their team of digital marketing experts. The SEO Exec will be responsible for SEO objectives, measuring the success of SEO and ROI, and assisting with the maintenance of the websites architecture to ensure user friendliness, whilst working within a specialist marketing team. To be successful as an SEO Executive, you should have strong copywriting and analytical skills, knowledge of coding techniques, and a commitment to constantly improving on key skills. Ultimately, an SEO Executive should have outstanding knowledge of SEO, passion for the industry and time management skills. It is important to note that the SEO Executive will be responsible for the vast majority on-page and off-page SEO. They will be working closely with Web Developers and Account managers to help build SEO strategies for multiple existing and new clients alike. Responsibilities: Conducting on-site and off-site analysis of web SEO competition. Using Google Analytics to conduct performance reports regularly. Creating high-quality SEO content. Leading keyword research and optimisation of content. Keeping up-to-date with developments in SEM. Managing GMB (Google my business) accounts. SEO Executive Requirements: Experience working within a fast paced Marketing Agency. Experience in an SEO specialist role. Google Analytics expert. Understanding of coding techniques - HTML, CSS. Thorough understanding of web design and site structures. Good knowledge of back link analysis. Experience with link building. Strong communication skills. This will be a full-time office based role once the agency return back to their Leicestershire office in the near future. Candidates applying are advised that a driving license and car is preferred. For more information about this role, get in touch. BB123
3 days ago
Leicester
PR & Content Manager | Marketing Agency
Pitch Consultants are recruiting on behalf of a full-service marketing agency, based in Leicestershire who are looking for a PR & Content Manager to join their team. The established agency employ over 15 members of staff across; digital marketing, account & project handlers, designers & developers. Over the years they built a large client base covering sectors such as; property, charities, public sector, the arts and more - building user-centred designs for website & mobile, creative for print and events as well as long-term marketing and PR strategies. They pride themselves on their genuine value and high standards of service, especially in terms of creative ideas and originality. Responsibilities: Work as a team with creatives/designers and specialist marketers to combine ideas and build long-term marketing strategies for multiple clients. Construct content plans for various forms of media, including social media. Writing press releases, content for websites and other short & long-form content (blogs, features etc.). Supporting and sometimes taking the lead with the strategic direction of campaigns. Communicate with various stakeholders to build positive relationships. To apply for this role, you must have experience in some of the following: 2+ years’ agency-side experience, or in a similar role client-side. Hands-on experience of building content plans, short-term & long-term. Social Media scheduling. An understanding for SEO. Ability to advise on long-term strategy, understanding how to integrate PR, social & content into a Marketing plan. Right now everyone at the agency is working remotely - our client is hoping to return to their office in the very near future. Therefore candidates applying must ensure they are able to travel to Leicestershire on a weekly basis. For more information about this opportunity, please get in touch. Interviews are due to start week commencing 17th August, via video call. BB123
3 days ago
Rugby
Graphic Designer
Pitch are currently partnered with an up and coming cosmetics brand who are recruiting for Graphic Designer to join their creative team. The brand has a unique story and has developed significantly over the past few years to now have a global reach! Not only has the company thrived through the events of 2020, but they have impressive growth plans for this year. The Graphic Designer will be a new addition to the team and will support in creating innovative and engaging designs as well as video content for the ever-growing brand. Key responsibilities include: + Creating engaging graphics for marketing collateral mainly across digital channels. +Create video content for social and digital sites that showcase products effectively. + Supporting in the management and creation of designs and content for social media platforms. + Producing designs for a variety of projects across TV, online and email. + Utilise excellent typography skills with a strong eye for detail on a daily basis. +Collaborate with the creative team coordinating timelines with project work and varied content. +Supporting the business through an exciting period of change and growth, managing various creative projects to drive brand awareness. Through the past few months the business have recognised the importance of culture fit and what it takes to maintain a positive workplace. The company is based in the Midlands, but happy to discuss the option of fully remote working for the right candidate. To be considered for this role, you will have a strong background in graphic design, ideally within a creative agency or in-house team where you have worked on varied projects within the creative space. You will have excellent typography, photoshop and editing skills. This is not a role where you will be following set style guides, so you will need to work well independently and be confident to take your ideas and run with them! To be considered for this role please send across your CV and portfolio. AA123
5 days ago
Maidstone
Sales Executive
Pitch are proud to be an exclusive partner of an innovative online trading platform that continues to pioneer a market-leading suite of services and rewards for clients, their customers and key staff. The business gives you access to the most powerful business-to-business advertising and rewards program available to business owners in the UK. Through their partnership, you can grow your business by advertising to their member base of business owners and directors, save money and increase efficiency by finding suppliers who are members, as well as increasing your customer loyalty and winning new customers using a unique points system. With their members at the heart of the business, the company are looking for a Sales Executive to join their team to generate customer leads and new sales across their South East Territory. This is a home based role, which requires an independent and dedicated sales professional to look after the following: Identifying and creating relationships with key referral partners. Generating customer leads and sales through cold calling and prospecting. Presenting and promoting services to prospective and existing customers. Developing and maintaining key relationships with internal and external contacts. Dedication to achieving set KPIs. Tracking sales and providing status reports on a daily basis. Daily communication with the internal team, reporting on any customer needs, challenges and competitor activities. Continuous self growth and development. To be considered for this role you must have experience in a field sales role and hold a valid driving licence. You will have a competitive spirit and have a proven track record in selling, ideally within the Financial or Professional service industry. AA123
8 days ago
Birmingham
Freelance Digital Project Assistant | REMOTE
I’m working with a fantastic digital agency who specialises in building complex & bespoke digital products and they are looking for a freelance digital project assistant to join their team immediately for 3 months, with view to extend & possible temp-to-perm. This role would be supporting the project managers on various technical projects from beginning to end, whilst assisting in the smooth delivery of complex tech projects. You’ll have come from a digital agency working on website or mobile application builds, in-house digital team or have worked in a tech start up alongside a team of developers, UX/UI designers & Digital Project Managers. Technical jargon is something you’re familiar with, and being organised & calm under pressure is you all over. Day to day responsibilities: - Support the digital project managers with client meetings - Coordinate meetings, take notes, run status reports & task lists - Organise & manage trafficking of all production assets - Interact with all other participants on a daily & weekly basis - Provide daily communication support with internal teams - Help manage timelines for projects, including budgets! Requirements: - Worked in a similar digital project assistant role for 2+ years - Worked with Jira & Sigma - Extremely organised - Ability to work at speed and multi-task across different projects - Responsive to change - Ability to work independently & self starter, especially on a remote basis! - Dependable team player - Strong communication skills This is a superb opportunity for someone looking to develop their experience working on complex technical project. Whilst this role is initially a 3 months freelance booking, there is view for this to be extended and even a possibility of going permanent for the right bright individual. Not only that but this opportunity offers the flexibility of remote working! You must be available to start immediately. CC123
12 days ago
Worcestershire
Product Development Assistant
Pitch have been briefed by an award-winning business operating at the heart of the British design industry on a rare entry-level opportunity. Our client has been designing and manufacturing their product for over 25 years and have a loyal customer base due to their continuous innovation. They are now seeking a Product Development Assistant to join their team and support their ongoing growth. This role works across the product and marketing departments and is highly administrative requiring the highest levels of attention to detail. Key duties will include: Working closely with the Product team to take a design from concept through to production Supporting the development of product and collections from initial client brief Liaising with suppliers via email Working with licensed brands and adhering to strict design guidelines and approval procedures Identifying and interpreting trends to create suitable products Responsible for new product administration and paperwork Stock control and monitoring Negotiating and monitoring cost prices Sourcing and developing new suppliers Developing cases and POS material Attending exhibitions and conferences This role would suit a recent graduate with an eye for detail and high levels of accuracy. It is essential that you demonstrate excellent communication skills, particularly written and have a natural creative flair. If you have an interest in the fashion and design industry, you’ll love the opportunity to work for this brand and fit in with their friendly culture. Although an entry-level position, there are high expectations for this role, so you must be open to working in a busy, high-performing team where high standards are the norm. Immediate interviews and start are available. Please note - It is essential that you drive and have your own transport due to the office location. BB123
Our Latest Opinions
2 days ago
By Rebecca Thomas
How can I get my job applications noticed as a senior level candidate?
Whilst data highlights an estimated one in six 18-24 year olds are claiming out-of-work benefits (July 2020), the picture can look rosier for those aged between 25-64, for whom unemployment rates have largely remained stable. However, with furlough winding down and many businesses making financial forecasts, a process of restructuring to a leaner business model may be necessary, resulting in redundancies at executive and managerial levels. This is all too clear amongst high street retailers, with M&S announcing layoffs across store management and head office roles other retailers and businesses are expected to follow a similar pattern. Because layoffs are most likely to occur amongst younger demographics, who often hold less experience and qualifications, being made redundant as a senior and executive level employee can be difficult to digest. With a lot of help being directed towards younger demographics, it can feel as though you are forgotten when it comes to government job creation schemes and hiring incentives. This is especially pertinent in today’s job market, where a reduction of more than 50% in job vacancies compared to January - March 2020 means market competition, especially for managerial and executive level roles, is higher than ever. How can I get my job applications noticed? The competition may be as intense as ever, but that does not mean you don’t have the same concerns about being noticed in the job market as a junior level candidate. What is different is how you need to adapt your job search activities to maximise return. Don’t apply for anything and everything You have probably heard everyone say that tailoring your applications is the most effective way to get results, so it is worth getting the basics right before taking a leap further. We strongly advise you to take a quality over quantity approach. Though earning is a priority, you are more likely to be successful in gaining employment when applying for jobs that directly match your skill set and interests. Don’t be afraid to reach out If you see a job advertised for a specific company, don’t be afraid to reach out to the hiring manager personally. Even if you send a simple email or Linkedin message with a couple of questions about the role, actively creating and engaging in conversations with relevant stakeholders may make you more memorable once you have submitted your application. Doing this shows you are actively interested in the role and are willing to be engaged with the company, providing you with a small advantage over those who submit impersonal applications. Show don’t tell As a senior level candidate we advise you to include elements like financial and marketing results, achievements and specific examples of management experience within your CV and cover letters. But outside of this, one way to make a mark is to show employers what you are capable of. This may require some creative thinking and ‘outside the box’ work, but going the extra mile is a fantastic way to prove your interest in the company and a role whilst highlighting your skills and capabilities. As a marketing or communications professional, you may wish to include a portfolio within your application (click here to find out what you can include) or create a case study on the company you are applying to. If you work in the management, digital or technology sectors, identifying and creating solutions to a problem the employer may be facing is an ideal way to stand out. We have personally seen applications from marketing managerial and executive level candidates who create a short marketing strategy for the firm, branding experts and graphic designers who take a leap and create something new, and even SEO and digital experts who find ways a brand may improve their digital presence. Be active in your industry and develop a personal brand The word personal brand is thrown around a lot these days, but it is as important as ever. Personal branding goes deeper than connecting with a few people on Linkedin and attending a digital webinar, it involves keeping up to date with industry news, generating conversations with key figures and sharing your knowledge and expertise to a wider audience. In short, you become engaged and active within your industry. Whilst saying this may lead to a connection with a potential job lead is not always the most accurate statement as it is purely a stroke of luck, keeping your profile active (especially across Linkedin) conveys a positive message to employers searching your name across the internet. Showing your passion, knowledge and even your own external connections can help to boost credibility surrounding your applications and can be a fantastic way to influence employers to give you a chance. For a deeper insight into the things you can do to enhance your applications, you can download our PDF here. For those of you who are looking for work, we are working hard with our industry partners to bring you more roles across the Marketing, PR, Digital, Creative and Commercial/Sales space in the Midlands and country wide, so keep an eye on our job board for new additions. Image credit: Header: Photo by Engin Akyurt from Pexels
How can I get my job applications noticed as a senior level candidate?
Whilst data highlights an estimated one in six 18-24 year olds are claiming out-of-work benefits (July 2020), the picture can look rosier for those aged between 25-64, for whom unemployment rates have largely remained stable. However, with furlough winding down and many businesses making financial forecasts, a process of restructuring to a leaner business model may be necessary, resulting in redundancies at executive and managerial levels. This is all too clear amongst high street retailers, with M&S announcing layoffs across store management and head office roles other retailers and businesses are expected to follow a similar pattern. Because layoffs are most likely to occur amongst younger demographics, who often hold less experience and qualifications, being made redundant as a senior and executive level employee can be difficult to digest. With a lot of help being directed towards younger demographics, it can feel as though you are forgotten when it comes to government job creation schemes and hiring incentives. This is especially pertinent in today’s job market, where a reduction of more than 50% in job vacancies compared to January - March 2020 means market competition, especially for managerial and executive level roles, is higher than ever. How can I get my job applications noticed? The competition may be as intense as ever, but that does not mean you don’t have the same concerns about being noticed in the job market as a junior level candidate. What is different is how you need to adapt your job search activities to maximise return. Don’t apply for anything and everything You have probably heard everyone say that tailoring your applications is the most effective way to get results, so it is worth getting the basics right before taking a leap further. We strongly advise you to take a quality over quantity approach. Though earning is a priority, you are more likely to be successful in gaining employment when applying for jobs that directly match your skill set and interests. Don’t be afraid to reach out If you see a job advertised for a specific company, don’t be afraid to reach out to the hiring manager personally. Even if you send a simple email or Linkedin message with a couple of questions about the role, actively creating and engaging in conversations with relevant stakeholders may make you more memorable once you have submitted your application. Doing this shows you are actively interested in the role and are willing to be engaged with the company, providing you with a small advantage over those who submit impersonal applications. Show don’t tell As a senior level candidate we advise you to include elements like financial and marketing results, achievements and specific examples of management experience within your CV and cover letters. But outside of this, one way to make a mark is to show employers what you are capable of. This may require some creative thinking and ‘outside the box’ work, but going the extra mile is a fantastic way to prove your interest in the company and a role whilst highlighting your skills and capabilities. As a marketing or communications professional, you may wish to include a portfolio within your application (click here to find out what you can include) or create a case study on the company you are applying to. If you work in the management, digital or technology sectors, identifying and creating solutions to a problem the employer may be facing is an ideal way to stand out. We have personally seen applications from marketing managerial and executive level candidates who create a short marketing strategy for the firm, branding experts and graphic designers who take a leap and create something new, and even SEO and digital experts who find ways a brand may improve their digital presence. Be active in your industry and develop a personal brand The word personal brand is thrown around a lot these days, but it is as important as ever. Personal branding goes deeper than connecting with a few people on Linkedin and attending a digital webinar, it involves keeping up to date with industry news, generating conversations with key figures and sharing your knowledge and expertise to a wider audience. In short, you become engaged and active within your industry. Whilst saying this may lead to a connection with a potential job lead is not always the most accurate statement as it is purely a stroke of luck, keeping your profile active (especially across Linkedin) conveys a positive message to employers searching your name across the internet. Showing your passion, knowledge and even your own external connections can help to boost credibility surrounding your applications and can be a fantastic way to influence employers to give you a chance. For a deeper insight into the things you can do to enhance your applications, you can download our PDF here. For those of you who are looking for work, we are working hard with our industry partners to bring you more roles across the Marketing, PR, Digital, Creative and Commercial/Sales space in the Midlands and country wide, so keep an eye on our job board for new additions. Image credit: Header: Photo by Engin Akyurt from Pexels
4 days ago
By Rebecca Thomas
How Covid-19 has changed job seeker behaviours
Our recent study into the emotional states of furloughed and working from home employees found that 60% of employees are likely to be looking for a new job. With this in mind we decided to expand our research to uncover what candidates are looking for in the job market, helping employers to recognise any developments and make adaptations to hiring strategies if necessary. Full-time vs Contract Whilst our previous study found that 60% of surveyed employees are likely to be looking for a new job, the type of work which candidates are seeking is likely to differ on a per person basis. Our findings highlighted that securing full-time permanent work remains at the forefront of candidates minds (72.09%), meaning that though many businesses may be considering hiring and brining teams back on a part-time basis post lockdown, this is unlikely to resonate with employees longer term, as they are ultimately seeking to ensure financial security. One interesting development throughout lockdown has been the increase in candidates looking to take on freelance and contract work, either to boost incomes or gain greater control and flexibility over their working day, opening up new and more flexible ways to introduce temporary/part-time staff to teams. Benefits package The benefits package encompasses a variety of elements from flexible working, to salaries and added perks (additional holidays, healthcare plans, etc). We recognise that as lockdown hindered businesses ability to grow revenue, they may be looking to make cut backs. One of the ways we see this occurring is through changes to the benefits package. In terms of additional perks the majority of candidates stated they would be willing to have a reduction in company days out/activities, the availability of company cars, healthcare plans and extra holidays if it meant they could secure and retain employment. What was not favourable were reductions in areas which could impact their long-term livelihoods, with reductions to pension plans least favourable. Pay cuts Cuts to pay are one of the most common reductions we are seeing today, with team members either having their hours reduced to part-time or taking a reduction to help business expenditure. The positive news for employers is that 43.02% of candidates surveyed would be willing to take a pay cut to secure employment with their current or future employer. This means that business owners can safely consider reducing salaries as a viable way to cut the benefits package without sacrificing staff loyalty. However, as this figure still lies below 50%, it is wise to take into account individual circumstances and preferences before enforcing this as an option. Of our surveyed candidates 51% admitted they would be willing to take a reduction of between 1-5%, reducing to only 16% willing to take a cut of more than 15%. It is wise to remember that these figures are variable depending upon seniority level and personal circumstances, where an across the board approach is unlikely to be successful in retaining talent. Additionally positioning yourself as too low in the market when hiring a new team member is likely to have an adverse impact on the quality and experience level of candidates applying, so it is important to take a measured approach if you are considering reducing salaries. Flexible working As a result of lockdown, many employees have experienced the benefits of a remote working pattern, with many saving money on commute expenses and spending more time with family to name a few. Naturally as a result, many are now looking to implement a remote working pattern into their daily lives. For employers the good news is that many employees are not looking for a fully remote working pattern and instead favour a hybrid working structure over alternative options by 61%. Hybrid working allows employees to have a mixture of working in office and from home. The balance is often split in a 50/50 format and allows flexible start and finish times, however it is at the discretion of employers to find what suits their business best and adapt accordingly. Listening to your employees and introducing a flexible working option into your business can be a cost-efficient way to boost their benefits packages, which may be pertinent to staff retention and satisfaction if you are looking at making cuts in other areas. For a full overview of our findings and recommendations as recruitment partners, you can download the full report by clicking here. Image credit: Header: Photo by Andrea Piacquadio from Pexels Image 1: Photo by Vlada Karpovich from Pexels
How Covid-19 has changed job seeker behaviours
Our recent study into the emotional states of furloughed and working from home employees found that 60% of employees are likely to be looking for a new job. With this in mind we decided to expand our research to uncover what candidates are looking for in the job market, helping employers to recognise any developments and make adaptations to hiring strategies if necessary. Full-time vs Contract Whilst our previous study found that 60% of surveyed employees are likely to be looking for a new job, the type of work which candidates are seeking is likely to differ on a per person basis. Our findings highlighted that securing full-time permanent work remains at the forefront of candidates minds (72.09%), meaning that though many businesses may be considering hiring and brining teams back on a part-time basis post lockdown, this is unlikely to resonate with employees longer term, as they are ultimately seeking to ensure financial security. One interesting development throughout lockdown has been the increase in candidates looking to take on freelance and contract work, either to boost incomes or gain greater control and flexibility over their working day, opening up new and more flexible ways to introduce temporary/part-time staff to teams. Benefits package The benefits package encompasses a variety of elements from flexible working, to salaries and added perks (additional holidays, healthcare plans, etc). We recognise that as lockdown hindered businesses ability to grow revenue, they may be looking to make cut backs. One of the ways we see this occurring is through changes to the benefits package. In terms of additional perks the majority of candidates stated they would be willing to have a reduction in company days out/activities, the availability of company cars, healthcare plans and extra holidays if it meant they could secure and retain employment. What was not favourable were reductions in areas which could impact their long-term livelihoods, with reductions to pension plans least favourable. Pay cuts Cuts to pay are one of the most common reductions we are seeing today, with team members either having their hours reduced to part-time or taking a reduction to help business expenditure. The positive news for employers is that 43.02% of candidates surveyed would be willing to take a pay cut to secure employment with their current or future employer. This means that business owners can safely consider reducing salaries as a viable way to cut the benefits package without sacrificing staff loyalty. However, as this figure still lies below 50%, it is wise to take into account individual circumstances and preferences before enforcing this as an option. Of our surveyed candidates 51% admitted they would be willing to take a reduction of between 1-5%, reducing to only 16% willing to take a cut of more than 15%. It is wise to remember that these figures are variable depending upon seniority level and personal circumstances, where an across the board approach is unlikely to be successful in retaining talent. Additionally positioning yourself as too low in the market when hiring a new team member is likely to have an adverse impact on the quality and experience level of candidates applying, so it is important to take a measured approach if you are considering reducing salaries. Flexible working As a result of lockdown, many employees have experienced the benefits of a remote working pattern, with many saving money on commute expenses and spending more time with family to name a few. Naturally as a result, many are now looking to implement a remote working pattern into their daily lives. For employers the good news is that many employees are not looking for a fully remote working pattern and instead favour a hybrid working structure over alternative options by 61%. Hybrid working allows employees to have a mixture of working in office and from home. The balance is often split in a 50/50 format and allows flexible start and finish times, however it is at the discretion of employers to find what suits their business best and adapt accordingly. Listening to your employees and introducing a flexible working option into your business can be a cost-efficient way to boost their benefits packages, which may be pertinent to staff retention and satisfaction if you are looking at making cuts in other areas. For a full overview of our findings and recommendations as recruitment partners, you can download the full report by clicking here. Image credit: Header: Photo by Andrea Piacquadio from Pexels Image 1: Photo by Vlada Karpovich from Pexels
10 days ago
By Ellie Tibbs
Engaging in a digital transformation: Should I outsource or hire freelance?
As businesses are looking for a return to growth many are examining the changing dynamics of consumer behaviour. A recent report by customer data science specialists dunnhumby media revealed that digital e-commerce in areas like groceries, increased by as much as 30% during the pandemic. As lockdowns are lifted these behaviours are likely to remain in place, where it is advised brands should focus on how they can develop their online user experience and digital marketing strategies to compete against competitors. With this in mind many of the businesses we work alongside are examining ways they can engage in a digital transformation, expanding their supply chains, IT and marketing infrastructure to create a seamless omni-channel experience. However a key barrier for many businesses, especially SMEs, are the cost factors involved with expanding during a period of low economic growth, despite the promise of potentially high returns later down the line. With many seeking to retain a lean business model, it is anticipated around 28% of businesses are looking to outsource following Covid-19, with IT (37%) and Marketing (32%) leading the way. Though outsourcing is a viable and often cost efficient option for engaging in digital transformation projects, in reality there are more effective options available, where businesses may wish to consider hiring a freelancer instead. Hidden costs Whilst outsourcing is often viewed as a cost efficient way to engage in new projects without the cost of hiring a new team member, there can be some hidden costs which you are not aware of. When outsourcing, some may require you to sign lengthy contractual agreements. These can take many forms, but ultimately could see you bound in a financial partnership for a set amount of time or until a project is complete with a heavy fee if you want to leave early. Retrospectively, utilising a freelancer allows business owners to scale up their teams on-demand and with a degree of flexibility. In this relationship, owners have control over the dynamics of the contract, where they can opt to extend and reduce project scales with few financial implications. Though different skillsets from web developers to UX designers and social media managers will charge a variable amount, which you can find by downloading our salary surveys, ultimately by hiring a freelancer business owners will have more flexibility over contractual costs which may otherwise be hidden or gradually increase over time when outsourcing. Transparency and control Freelancers are used to working in a variety of business environments, where they are able to adapt to their clients needs, timescales and working environment as advised upon placement. Though not employed on a permanent basis, whether working remotely or in office, they become a member of the organisation’s team. This means business owners have more control over how projects are implemented, and often comment about receiving a higher level of transparency regarding progress compared to outsourcing, where often they are unlikely to receive daily updates. Furthermore, due to working within closer proximity it is easier for business owners to make adaptations to plans and projects, granting them a higher level of control in the long-run. Quality & more targeted Sometimes when outsourcing things may get lost in translation or overall focus and transparent communications can be pushed aside, which ultimately may result in a lower quality of work than anticipated. Whilst this may not be the case within all outsource organisations, it is understandable that business owners will want to know that their business is receiving the attention it deserves, especially if they are investing. Though like outsource organisations freelancers are likely to be working on multiple projects at once, the volume of clients they handle is often lower compared to a large enterprise. As a result, they are likely to be more personal and hands on with their approach. Because they have the ability to work onsite, they are able to understand business owners and the businesses needs more effectively than an external entity. For more information on how a freelancer may benefit you as a business owner, feel free to get in touch with us today. Image credit Header: Photo by HARUN BENLİ from Pexels
Engaging in a digital transformation: Should I outsource or hire freelance?
As businesses are looking for a return to growth many are examining the changing dynamics of consumer behaviour. A recent report by customer data science specialists dunnhumby media revealed that digital e-commerce in areas like groceries, increased by as much as 30% during the pandemic. As lockdowns are lifted these behaviours are likely to remain in place, where it is advised brands should focus on how they can develop their online user experience and digital marketing strategies to compete against competitors. With this in mind many of the businesses we work alongside are examining ways they can engage in a digital transformation, expanding their supply chains, IT and marketing infrastructure to create a seamless omni-channel experience. However a key barrier for many businesses, especially SMEs, are the cost factors involved with expanding during a period of low economic growth, despite the promise of potentially high returns later down the line. With many seeking to retain a lean business model, it is anticipated around 28% of businesses are looking to outsource following Covid-19, with IT (37%) and Marketing (32%) leading the way. Though outsourcing is a viable and often cost efficient option for engaging in digital transformation projects, in reality there are more effective options available, where businesses may wish to consider hiring a freelancer instead. Hidden costs Whilst outsourcing is often viewed as a cost efficient way to engage in new projects without the cost of hiring a new team member, there can be some hidden costs which you are not aware of. When outsourcing, some may require you to sign lengthy contractual agreements. These can take many forms, but ultimately could see you bound in a financial partnership for a set amount of time or until a project is complete with a heavy fee if you want to leave early. Retrospectively, utilising a freelancer allows business owners to scale up their teams on-demand and with a degree of flexibility. In this relationship, owners have control over the dynamics of the contract, where they can opt to extend and reduce project scales with few financial implications. Though different skillsets from web developers to UX designers and social media managers will charge a variable amount, which you can find by downloading our salary surveys, ultimately by hiring a freelancer business owners will have more flexibility over contractual costs which may otherwise be hidden or gradually increase over time when outsourcing. Transparency and control Freelancers are used to working in a variety of business environments, where they are able to adapt to their clients needs, timescales and working environment as advised upon placement. Though not employed on a permanent basis, whether working remotely or in office, they become a member of the organisation’s team. This means business owners have more control over how projects are implemented, and often comment about receiving a higher level of transparency regarding progress compared to outsourcing, where often they are unlikely to receive daily updates. Furthermore, due to working within closer proximity it is easier for business owners to make adaptations to plans and projects, granting them a higher level of control in the long-run. Quality & more targeted Sometimes when outsourcing things may get lost in translation or overall focus and transparent communications can be pushed aside, which ultimately may result in a lower quality of work than anticipated. Whilst this may not be the case within all outsource organisations, it is understandable that business owners will want to know that their business is receiving the attention it deserves, especially if they are investing. Though like outsource organisations freelancers are likely to be working on multiple projects at once, the volume of clients they handle is often lower compared to a large enterprise. As a result, they are likely to be more personal and hands on with their approach. Because they have the ability to work onsite, they are able to understand business owners and the businesses needs more effectively than an external entity. For more information on how a freelancer may benefit you as a business owner, feel free to get in touch with us today. Image credit Header: Photo by HARUN BENLİ from Pexels
18 days ago
By Julia Williams
Quality or quantity: Applying for jobs in a competitive job market
With less jobs available in the market due to sectors collapsing or still experiencing recovery following lockdown, and more available candidates following redundancy and the desire to change jobs, the job market is as competitive as ever. This is our thirteenth year in industry, and by no means will be our first recession. We have seen this environment before and we recognise that as job seekers you are likely to be feeling frustrated by a lack of progress with your job search. This often results in a tendency to apply to anything and everything to satisfy needs. Over the course of the past month on our busiest days we have seen as much as a 100-200% increase in job seekers viewing and applying for roles compared with January, especially amongst more junior level roles. And whilst we are managing these as efficiently as possible, we are concerned that some applicants may not be managing their job search as effectively as they can. What is better quality or quantity? Whilst there are arguments for both, applying to as many jobs as possible to fulfil a quota is unlikely to grant you a sense of satisfaction in managing your time whilst unemployed, nor is it likely to lead to highly tailored and effective applications. Whilst we encourage you to apply to as many jobs as are appropriate for you, the key word is appropriate. Apply for roles which suit your needs and talents You may be silently screaming “but I need money” at your screen. We recognise that earning is a priority. However, your ability to attract employers could be limited by applying to roles which do not suit your skill set or you lack motivation to succeed within. In applying to roles we are encouraging all candidates, regardless of level, to only apply for jobs which they effectively match with. This can include a range of elements like skill sets and transferrable skills, career background, industry background and even personal passions and hobbies. In short, if you don’t feel some kind of emotive or logical pull to the job description you are reading, question your motives behind applying for the role and ask “do I really want this?”. Tailor your applications Whilst you may believe having a blanket copy of your CV or cover letter will save you time, in reality it is likely to be ineffective in securing you the job you want. You have probably heard all of this before, but consider it this way. You are an employer, you have just sifted through the countless applications of people who used a generic method of applying. Nothing is standing out, you are probably tired and thinking of giving in for the day, and then, the final application you read speaks to you almost as though the applicant knew what you were looking for. It is obvious that tailoring your applications can make you stand out from those who fail to, but knowing how can often be difficult. In approaching this we recommend you download our “enhancing your applications” report by clicking here. But above all, research the company and when writing ensure you are speaking directly to them and their services, be specific and relate your application to the job description, promoting your successes and what makes you or the role stand out. I am new to the job market. How can I compete? July and August are interesting periods in recruitment. As a range of new university graduates and college students enter the market the demand for entry and junior level roles increases. Unfortunately, younger and less experienced candidates are likely to be most impacted by the effects of Covid-19, with firms reportedly reducing the volume of entry level roles by up to a quarter as they opt to focus on current teams and internal issues. Whilst this is concerning news for the classes of 2020, there are things which you can do to make yourself more noticeable to employers. It is important to get the basics right as a starting point, so if you haven’t viewed our “enhancing your applications” report you can download it by clicking here. Outside of tailoring your applications and applying for roles which you are suitable for there are two other options you may consider. Firstly, just because you are unemployed does not mean you cannot keep expanding your skillset through education or voluntary work. We recently wrote a blog on how you can upskill yourself remotely, with links to online networking events and tools which you may use to enhance your digital and technical skills. However, there are many tools available in the market and we encourage you to undertake some research to find ones which are most likely to benefit your career. In addition to expanding your knowledge, you may want to look further afield in terms of where you are applying and what for. We encourage you to maintain meaning behind your applications, but also consider looking into working with SMEs and start-ups. Though the pay may not be what you would get from a larger organisation, you are likely to be exposed to a variety of business areas meaning you can develop a broader range of skills and experience. Alternatively, you may want to look into other job roles, where you hold transferrable skills. For instance, those with a small background in digital marketing may find applying for entry level PPC roles could be beneficial in the long run. We appreciate that over the next few months as furlough rolls to a close the job market is likely to become even more competitive, but at all stages we advise that you follow our guidance. Even though there are more candidates in the market, employers are still seeking a very specific type of candidate, and it is therefore important that you put yourself across in the best possible way. You can browse our latest job openings or get in touch with us if you need some additional guidance. As we are handling an increased volume of applications at the moment, we do ask that you be patient as we review each application, doing our best to contact you within 5 working days. Image credit Header: Photo by Pixabay from Pexels Image 1: Photo by Andrea Piacquadio from Pexels Image 2: Photo by bongkarn thanyakij from Pexels
Quality or quantity: Applying for jobs in a competitive job market
With less jobs available in the market due to sectors collapsing or still experiencing recovery following lockdown, and more available candidates following redundancy and the desire to change jobs, the job market is as competitive as ever. This is our thirteenth year in industry, and by no means will be our first recession. We have seen this environment before and we recognise that as job seekers you are likely to be feeling frustrated by a lack of progress with your job search. This often results in a tendency to apply to anything and everything to satisfy needs. Over the course of the past month on our busiest days we have seen as much as a 100-200% increase in job seekers viewing and applying for roles compared with January, especially amongst more junior level roles. And whilst we are managing these as efficiently as possible, we are concerned that some applicants may not be managing their job search as effectively as they can. What is better quality or quantity? Whilst there are arguments for both, applying to as many jobs as possible to fulfil a quota is unlikely to grant you a sense of satisfaction in managing your time whilst unemployed, nor is it likely to lead to highly tailored and effective applications. Whilst we encourage you to apply to as many jobs as are appropriate for you, the key word is appropriate. Apply for roles which suit your needs and talents You may be silently screaming “but I need money” at your screen. We recognise that earning is a priority. However, your ability to attract employers could be limited by applying to roles which do not suit your skill set or you lack motivation to succeed within. In applying to roles we are encouraging all candidates, regardless of level, to only apply for jobs which they effectively match with. This can include a range of elements like skill sets and transferrable skills, career background, industry background and even personal passions and hobbies. In short, if you don’t feel some kind of emotive or logical pull to the job description you are reading, question your motives behind applying for the role and ask “do I really want this?”. Tailor your applications Whilst you may believe having a blanket copy of your CV or cover letter will save you time, in reality it is likely to be ineffective in securing you the job you want. You have probably heard all of this before, but consider it this way. You are an employer, you have just sifted through the countless applications of people who used a generic method of applying. Nothing is standing out, you are probably tired and thinking of giving in for the day, and then, the final application you read speaks to you almost as though the applicant knew what you were looking for. It is obvious that tailoring your applications can make you stand out from those who fail to, but knowing how can often be difficult. In approaching this we recommend you download our “enhancing your applications” report by clicking here. But above all, research the company and when writing ensure you are speaking directly to them and their services, be specific and relate your application to the job description, promoting your successes and what makes you or the role stand out. I am new to the job market. How can I compete? July and August are interesting periods in recruitment. As a range of new university graduates and college students enter the market the demand for entry and junior level roles increases. Unfortunately, younger and less experienced candidates are likely to be most impacted by the effects of Covid-19, with firms reportedly reducing the volume of entry level roles by up to a quarter as they opt to focus on current teams and internal issues. Whilst this is concerning news for the classes of 2020, there are things which you can do to make yourself more noticeable to employers. It is important to get the basics right as a starting point, so if you haven’t viewed our “enhancing your applications” report you can download it by clicking here. Outside of tailoring your applications and applying for roles which you are suitable for there are two other options you may consider. Firstly, just because you are unemployed does not mean you cannot keep expanding your skillset through education or voluntary work. We recently wrote a blog on how you can upskill yourself remotely, with links to online networking events and tools which you may use to enhance your digital and technical skills. However, there are many tools available in the market and we encourage you to undertake some research to find ones which are most likely to benefit your career. In addition to expanding your knowledge, you may want to look further afield in terms of where you are applying and what for. We encourage you to maintain meaning behind your applications, but also consider looking into working with SMEs and start-ups. Though the pay may not be what you would get from a larger organisation, you are likely to be exposed to a variety of business areas meaning you can develop a broader range of skills and experience. Alternatively, you may want to look into other job roles, where you hold transferrable skills. For instance, those with a small background in digital marketing may find applying for entry level PPC roles could be beneficial in the long run. We appreciate that over the next few months as furlough rolls to a close the job market is likely to become even more competitive, but at all stages we advise that you follow our guidance. Even though there are more candidates in the market, employers are still seeking a very specific type of candidate, and it is therefore important that you put yourself across in the best possible way. You can browse our latest job openings or get in touch with us if you need some additional guidance. As we are handling an increased volume of applications at the moment, we do ask that you be patient as we review each application, doing our best to contact you within 5 working days. Image credit Header: Photo by Pixabay from Pexels Image 1: Photo by Andrea Piacquadio from Pexels Image 2: Photo by bongkarn thanyakij from Pexels
26 days ago
By Rebecca Thomas
Perm, Temp or Freelance: Your options for hiring in todays market
Whilst hiring new employees through the creation of new jobs may not be at the top of your agenda as a business owner or manager currently, over the course of the next year you may be faced with some tough decisions around hiring and replacing team members. According to our returning to work survey, when questioned about their current jobs 40% of respondents who had been working from home during the Covid-19 crisis stated they were considering looking for a new job, with this figure increasing to the 60% amongst those who had been furloughed. Of course employee sentiments around looking for new work is dependant upon how they feel they were treated during the lockdown and the long-term future of the workplace, however it cannot be ignored that many employees will be looking for a change in their career. This places your business at risk of loosing key talent and skillsets which could be vital to business recovery and continued growth during the long-term. Though a troubling thought, we recognise that not every business is likely to be in the position to rehire and backfill roles in the same way they could previously and a flexible approach may be required to fill the void whilst you get back on your feet. What options do business owners have for hiring and replacing staff? Permanent contract A permanent contract is similar to what you may currently have in place with your current employees, meaning that subject to a probationary period they are employed by the business for the foreseeable future. A key benefit to this is you can invest and train talent to your desired level and your teams are likely to stay the same, reducing any friction which may be caused by a consistent rotation of temporary staff. These types of contract work best when you know there is likely to be a requirement for work every week and may not be suited for roles which have been developed specifically for a short-term period. Though the classic permanent contract does involve a 40-hour week, there is some flexibility to introduce a part-time permanent contract if you are struggling financially and would prefer to keep the same team member. Temporary and Fixed Term contract A temporary and fixed term contract allows you to have the benefit of retaining a team member (as set out in a permanent contract) but for a limited time period. These contracts are ideal if you are in a transitionary period. For instance, if you are having a team member go onto maternity leave or if you have had a new contract come in and know you will need additional support on a weekly basis for a set period in time. Often employees entering a business on a temporary contract do not anticipate to receive training or promotions, making it a viable option if you want the short-term commitment of a skilled employee. An additional benefit of this contract is the opportunity to move from temp to perm, meaning that if work picks up or you find this employees skills invaluable to the business, you can retain them for a longer and more permanent period. Freelance The freelance industry is an ever growing segment of recruitment filled with specialist and niche skilled individuals. You may not want to select this type of contract if you are simply replacing a team member. However, if you have had a sudden and short-term influx in business which your teams are struggling to cope with or have a requirement for a unique skill which is hard to find in the permanent and temporary market then freelance may be your avenue. The key benefit of hiring a freelancer is that you can hire them for a day or a couple of months (or more) allowing you to have true flexibility over what you are spending dependant on business needs and requirements. At Pitch we offer a variety of recruitment services across permanent, temporary and freelance roles and if you would like a more in-depth chat about how we could help you then feel free to get in touch with us today. Image credit: Header: Photo by Pixabay from Pexels
Perm, Temp or Freelance: Your options for hiring in todays market
Whilst hiring new employees through the creation of new jobs may not be at the top of your agenda as a business owner or manager currently, over the course of the next year you may be faced with some tough decisions around hiring and replacing team members. According to our returning to work survey, when questioned about their current jobs 40% of respondents who had been working from home during the Covid-19 crisis stated they were considering looking for a new job, with this figure increasing to the 60% amongst those who had been furloughed. Of course employee sentiments around looking for new work is dependant upon how they feel they were treated during the lockdown and the long-term future of the workplace, however it cannot be ignored that many employees will be looking for a change in their career. This places your business at risk of loosing key talent and skillsets which could be vital to business recovery and continued growth during the long-term. Though a troubling thought, we recognise that not every business is likely to be in the position to rehire and backfill roles in the same way they could previously and a flexible approach may be required to fill the void whilst you get back on your feet. What options do business owners have for hiring and replacing staff? Permanent contract A permanent contract is similar to what you may currently have in place with your current employees, meaning that subject to a probationary period they are employed by the business for the foreseeable future. A key benefit to this is you can invest and train talent to your desired level and your teams are likely to stay the same, reducing any friction which may be caused by a consistent rotation of temporary staff. These types of contract work best when you know there is likely to be a requirement for work every week and may not be suited for roles which have been developed specifically for a short-term period. Though the classic permanent contract does involve a 40-hour week, there is some flexibility to introduce a part-time permanent contract if you are struggling financially and would prefer to keep the same team member. Temporary and Fixed Term contract A temporary and fixed term contract allows you to have the benefit of retaining a team member (as set out in a permanent contract) but for a limited time period. These contracts are ideal if you are in a transitionary period. For instance, if you are having a team member go onto maternity leave or if you have had a new contract come in and know you will need additional support on a weekly basis for a set period in time. Often employees entering a business on a temporary contract do not anticipate to receive training or promotions, making it a viable option if you want the short-term commitment of a skilled employee. An additional benefit of this contract is the opportunity to move from temp to perm, meaning that if work picks up or you find this employees skills invaluable to the business, you can retain them for a longer and more permanent period. Freelance The freelance industry is an ever growing segment of recruitment filled with specialist and niche skilled individuals. You may not want to select this type of contract if you are simply replacing a team member. However, if you have had a sudden and short-term influx in business which your teams are struggling to cope with or have a requirement for a unique skill which is hard to find in the permanent and temporary market then freelance may be your avenue. The key benefit of hiring a freelancer is that you can hire them for a day or a couple of months (or more) allowing you to have true flexibility over what you are spending dependant on business needs and requirements. At Pitch we offer a variety of recruitment services across permanent, temporary and freelance roles and if you would like a more in-depth chat about how we could help you then feel free to get in touch with us today. Image credit: Header: Photo by Pixabay from Pexels
about 1 month ago
By Julia Williams
The stuck feeling: Getting past it and advancing your career
In a recent Harvard Business Review podcast the sense of being stuck in maintenance mode is all too apparent for many UK households, with pay cuts preventing you from moving, redundancies in a poor job market and the eternal void of being furloughed and knowing what to do with your time all contributing to a sense of feeling stuck amongst UK workers. With thousands of people across the UK set to lose their jobs across a variety of industries from high street retailers to aviation companies, it can be easy to look at your deck of cards and think “I am here for the long-haul” or that putting things on hold for another year may be the best option because hey “at least I am earning something”. Though economically this is a viable option, putting yourself in maintenance mode at work is likely to lead to unhappiness and a lack of enthusiasm about your career, with half of all UK employees stating that pay cuts, stress and workplace bullying contributed towards a negative emotional state. At some point, you are going to have to ask yourself “is this going to be worth it?”. If the answer is no, then it may be time to dust off the cobwebs and jump into the job pool once again. Given the current economic climate, we know this can be a difficult choice to make and with the candidate market more competitive than ever due to less jobs being created standing out is going to be key. Is it time for a career change? Before you consider whether you want to move to another company, look inwards and ask whether a career or sector change is on the cards. If like many you want to transition to a job which brings more meaning to your life, then it may be worth giving our articles on undertaking a career change post Covid-19 and moving to the charity sector a read. Figure out your competitive advantage Those of you who are Marketers and communications experts will recognise how important defining a competitive advantage is for being noticed and outperforming against your competitors . However you shouldn’t just keep this skill for communications strategies, apply it to yourself and personal brand too. For those less versed in this activity, consider looking inwards and evaluating what you are able to provide which others haven’t been able to, this may involve evaluating yourself against your fellow team members to recognise a strength. For instance, do you have a knack for solving complex problems, for creating simple yet effective creative work or is drawing conclusions for data more up your street? What ever it is that makes you unique, take it, honour it and most importantly communicate it across all of your applications. It could be an employer is looking for a specific niche skillset and you may just fit the bill. Develop your personal brand Personal branding is the act of positioning yourself as a figure or authority in your industry, giving you credibility amongst your peers. However, there is a common misconception in the market that personal branding involves a lot of networking. This is not strictly true. Whilst networking can help to put your name on the map of potential employers, personal branding involves a deeper level of engagement and connection. It involves keeping up to date with industry news, generating conversations with key figures and sharing your knowledge and expertise to a wider audience. Sure it could lead to a connection with a job you may be perfect for, but it can also keep your mind engaged and profile in the industry whilst you are applying for jobs. For employers searching your name across the internet this can help to convey the message that you are not only actively engaged but you are passionate about your role and industry. A fantastic bonus when it comes to them deciding if they want to offer you a role or interview. Get the basics right We see many applications on a day to day basis from people who could be perfect for a role but are failing to communicate their skill set in a way which makes them stand out. Don’t just think of your CV and personal statement as a brain dump, consider them to be a Pitch about why you should get the role you are applying for. This does not just involve tailoring your applications to the role at hand, but going above and beyond to highlight personal achievements, that competitive advantage we just spoke about, and going to extra mile to research the company and highlight how you could make a difference. These are all just top line pointers and for a more detailed guide you can download our guide on enhancing your applications here. Making the choice to take the leap and unstick yourself can be a difficult one right now, and this certainly is not a decision you should have to make alone. So, if you feel like you need some additional support feel free to get in touch with us for a confidential chat. Image credit: Header: Photo by Jan Tancar from Pexels Image 1: Photo by JESHOOTS.com from Pexels Image 2: Photo by Markus Spiske from Pexels
The stuck feeling: Getting past it and advancing your career
In a recent Harvard Business Review podcast the sense of being stuck in maintenance mode is all too apparent for many UK households, with pay cuts preventing you from moving, redundancies in a poor job market and the eternal void of being furloughed and knowing what to do with your time all contributing to a sense of feeling stuck amongst UK workers. With thousands of people across the UK set to lose their jobs across a variety of industries from high street retailers to aviation companies, it can be easy to look at your deck of cards and think “I am here for the long-haul” or that putting things on hold for another year may be the best option because hey “at least I am earning something”. Though economically this is a viable option, putting yourself in maintenance mode at work is likely to lead to unhappiness and a lack of enthusiasm about your career, with half of all UK employees stating that pay cuts, stress and workplace bullying contributed towards a negative emotional state. At some point, you are going to have to ask yourself “is this going to be worth it?”. If the answer is no, then it may be time to dust off the cobwebs and jump into the job pool once again. Given the current economic climate, we know this can be a difficult choice to make and with the candidate market more competitive than ever due to less jobs being created standing out is going to be key. Is it time for a career change? Before you consider whether you want to move to another company, look inwards and ask whether a career or sector change is on the cards. If like many you want to transition to a job which brings more meaning to your life, then it may be worth giving our articles on undertaking a career change post Covid-19 and moving to the charity sector a read. Figure out your competitive advantage Those of you who are Marketers and communications experts will recognise how important defining a competitive advantage is for being noticed and outperforming against your competitors . However you shouldn’t just keep this skill for communications strategies, apply it to yourself and personal brand too. For those less versed in this activity, consider looking inwards and evaluating what you are able to provide which others haven’t been able to, this may involve evaluating yourself against your fellow team members to recognise a strength. For instance, do you have a knack for solving complex problems, for creating simple yet effective creative work or is drawing conclusions for data more up your street? What ever it is that makes you unique, take it, honour it and most importantly communicate it across all of your applications. It could be an employer is looking for a specific niche skillset and you may just fit the bill. Develop your personal brand Personal branding is the act of positioning yourself as a figure or authority in your industry, giving you credibility amongst your peers. However, there is a common misconception in the market that personal branding involves a lot of networking. This is not strictly true. Whilst networking can help to put your name on the map of potential employers, personal branding involves a deeper level of engagement and connection. It involves keeping up to date with industry news, generating conversations with key figures and sharing your knowledge and expertise to a wider audience. Sure it could lead to a connection with a job you may be perfect for, but it can also keep your mind engaged and profile in the industry whilst you are applying for jobs. For employers searching your name across the internet this can help to convey the message that you are not only actively engaged but you are passionate about your role and industry. A fantastic bonus when it comes to them deciding if they want to offer you a role or interview. Get the basics right We see many applications on a day to day basis from people who could be perfect for a role but are failing to communicate their skill set in a way which makes them stand out. Don’t just think of your CV and personal statement as a brain dump, consider them to be a Pitch about why you should get the role you are applying for. This does not just involve tailoring your applications to the role at hand, but going above and beyond to highlight personal achievements, that competitive advantage we just spoke about, and going to extra mile to research the company and highlight how you could make a difference. These are all just top line pointers and for a more detailed guide you can download our guide on enhancing your applications here. Making the choice to take the leap and unstick yourself can be a difficult one right now, and this certainly is not a decision you should have to make alone. So, if you feel like you need some additional support feel free to get in touch with us for a confidential chat. Image credit: Header: Photo by Jan Tancar from Pexels Image 1: Photo by JESHOOTS.com from Pexels Image 2: Photo by Markus Spiske from Pexels
