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Our Latest Jobs
about 11 hours ago
Leicestershire
PR Account Director
Impressive Leicester based agency is looking for a PR Account Director to join their team. Tasked with supporting a range of great brands you’ll lead a small team in the process of delivering creative communications plans that generate results! To be considered for this role, you must have an excellent agency pedigree and describe yourself as a fully rounded PR professional with experience in managing. Although you will benefit from the support of a passionate team, the role still requires a fair amount of hands-on PR. Your input is required mainly on a strategic level but you will need to demonstrate your commercial edge, hunger for growing accounts, pitching passion, and ability to present your master plan back to the board. It goes without saying that this role will suit someone who is happy working closely with clients to define and deliver truly integrated PR campaigns that span all areas of the modern PR mix, across social media, crisis management, content, and everything in between. You will need to bring the experience of successfully leading senior client relationships, helping drive business growth (both new and organic), managing and mentoring a talented team, and generally ensuring clients get a first class service that elevates their brands and keeps them coming back for more. You might currently be in a similar role or an experienced Senior Account Manager looking to develop your career. This agency has gone from strength to strength in recent years, developing the network, growing additional offices, expanding their offering, and continually looking at means of improving their offering. This role is not going to be about for long, so for further information and a confidential chat, please get in touch ASAP. BB123
1 day ago
Birmingham
Account Manager
Pitch has exclusively partnered with a growing Birmingham based agency to help them secure a talented Account Manager to aid client success. This opportunity is a key hire for the business and will allow the agency to grow and develop long term. The agency…. a boutique business which has experienced exceptional growth over the last month and due to increased demand for their services. They specialise within online advertising, specifically across Instagram and Facebook with ecommerce and service lead businesses. Their client portfolio covers a range of prestigious consumer brands and is continuing to grow. The agency has a client centric focus, they act as an extension of the brands marketing function and provide, tailored solutions that really do provide results. The role…. So, what are they looking for. The team need an Account Manager to join the team and focus their time and attention on client communication. From updates and reporting to problem solving and solution resolution you’ll be the main point of contact for clients. Rest assured you will be fully supported but the digital, production and sales team to ensure you have all the right information to make your clients journey a success. To be considered you need a proven background in client management, agency experience would be a bonus and any digital marketing knowledge would most definitely be advantageous. In addition, culture fit is very important to this team. As a small growing business they’re looking for a committed, invested and positive team player who are keen to play their part in the development of the agency and be part of their long term growth plans. If you’d like to find out more about this opportunity then send your CV over today for immediate consideration.
1 day ago
West Midlands
Marketing Manager | Part Time
Brilliant opportunity for an experienced Marketing Manager to join a super successful virtual office company. A part time role working 3 days a week in a fully remote capacity. The business has gone from strength to strength in recent months and with the demand for virtual offices on the up they’re only going to be busier.This small business has grown organically, utilising partnerships and established relationships to grow their location base, and in turn their revenue. As the brand grows, the requirement for a more permanent marketing professional has increased, which is why they’re looking for you.The team are looking for someone to take the lead with the brands marketing strategy and implement a results driven plan. Working closely with the MD to develop ideas, deliver results and grow the business, this role is a full-service marketing position covering all channels, but is predominately online orientated. The focus of the opportunity is to increase the volume of inbound leads, utilising organic and paid options to do this. Activity will include but is not limited to: · Developing a strategy to increase the profile of Virtual HQ. · Take responsibility for increasing the incoming sales enquires. · Set up and maintain Google My Business (generate and reply to reviews) across their 70 locations. · Preparing and implementing the digital strategy which improves visibility and engagement. · Copy writing across all digital marketing materials. · Day to day management of the website, liaising with PPC specialists and writing regular marketing emails. · Social Media and PR. · Competitor Research and analysis. · Undertaking a SEO review and implementing improvements. · Website content updates - improving location page copy & regional copy where necessary. Blogging etc. · Auditing the websites look & feel and identify UX/UI improvements. · Develop regionally tailored marketing campaigns for all locations, utilising insights and data to understand buying trends and what is working/not working. · Compile and present reports on marketing performance to key stakeholders. If successful you will be joining a lovely down to earth team who work hard and enjoy themselves while doing it. They’re looking for a likeminded individual who can be autonomous with their workload but enjoys being part of a team.Travel will occasionally be required to the company head office in Bristol but the majority of the time will be spent working remotely. If you’re interested in finding out about this great part time opportunity then get in touch today for immediate consideration. rebecca@pitchconsultants.co.uk AA123
4 days ago
Lancashire
Business Development Manager
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 Business Developmen Manager to join their team to generate customer leads and new sales across designated UK territories. The role will be based in the head office in Chorley and will be required to travel to client meetings as needed. This 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. BB123
4 days ago
Nottingham
Learning Designer
Digital Learning Designer Nottingham £27,000 - £33,000 Calling all digital designers! We are currently partnered with a global e-learning consultancy who are looking for a Digital Learning Designer to join their growing team. The role will be mainly home based, with weekly travel into the Nottingham office once restrictions are lifted. You will be part of an innovative creative team, working closely with varied clients, delivering on brand designs for bespoke learning solutions. Responsibilities include: Storyboarding and scripting ideas for key e-learning projects based on client requirements. Meeting with clients to understand project briefs. Create a variety of creative learning programs including animation, interactive videos and other materials. Work closely with the wider graphics and design team ensuring all materials meet client objectives. The ideal candidate will come from an e-learning or creative role where they have created bespoke programs. You will be an independent worker with the ability to create themes and content based on varying briefs. You do not need to drive as the head office is easily commutable by public transport, but you must be able to commute into the office 2 days a week. BB123
4 days ago
Walsall
Graphic Designer
Graphic Designer £27,000 - £32,000 Staffordshire We are currently supporting a well known retailer in recruiting a Graphic Designer to join their team on a 12 month FTC. With over 30 years of history, this business has become a household name across the UK. The creative team is well established and has specialists across photo, artwork, design and products. This is an important role that will ideally start in early March. Initially you may be home based, but will move into a flexible working pattern once able. Ideally 2 days in the office per week. The Graphic Designer will be responsible for creating designs based on set briefs for creative projects, with a primary focus on packaging across their varied product range. The ideal candidate for the role will be confident utilising the Adobe Illustrator and Photoshop and have a strong creative background in design and art working. To be considered for this role you must have proven packaging design experience. If you are interested, please send your CV and portfolio across. Applications without portfolios will not be considered. Interviews will take place online. BB123
4 days ago
Cheshire
Principal Medical Writer
Principal Medical Writer £45,000 - £60,000 A growing independent medical communications agency are seeking a Principal Medical Writer to join their talented team of writers. This client is passionate about the work they delivery for their clients and the people who deliver it for them. They are looking for a Principal Medical Writer to act as a scientific, editorial and creative to lead on multiple key accounts, and to support the staff leading their team. You will be responsible for the scientific strategic direction and delivery of accurate editorial content across key accounts, and contribute as scientific lead for pitches and proposal presentations. Responsibilities: Deliver impeccable editorial content, ensuring all writing meets the client’s objectives & strategy. Adapt your writing to different audiences. Act as an in-house scientific expert on assigned therapy areas whilst maintaining, and updating your knowledge & expertise. Develop and deliver strategic publication plans alongside the client, client servicing teams and KOL. Effectively analyse different areas such as therapeutic, product & competitor information and apply these in accordance with the clients deliverables. Provide tactical input across specific marketing/communication challenges faced by the client & internal teams. Quickly develop and assimilate expertise in new therapeutic areas by working with the in-house teams. Support all members of the account team by providing high-level editorial advice. Requirements: 5+ years experience working within a similar medical writing role. Proven experience working within a med comms environment. Have either achieved a PHD qualification or a solid background in publications. Be an exceptional communicator. An ability to fully-understand a clients strategy and offer sound solutions to meet challenges. Leading on scientific content development across multiple accounts. An ability to strengthen client relationships & drive account growth. Experience in leading and/or managing teams. Excellent organisation skills & the ability to multi-task. Be an expert in MS Word, Excel, Powerpoint and other word processing tools. The client offers onsite, flexible or fully remote working. As a team they all play their part in driving the business forwards, and you’ll be a team player who can contribute to this. AA123
4 days ago
Cheshire
Senior Medical Writer
Senior Medical Writer £40,000 - £55,000 Remote working possibilities Pitch are currently supporting an independent medical communications agency who are seeking an experienced Senior Medical Writer. This agency are led by their writing talent, so whilst you’ll have the medical science know-how and the ability to understand new medical & therapy practices, you’ll also have the ability to work closely with clients to really understand and achieve what it is that they require. Responsibilities: Deliver high-quality written work. Lead & work with the client and client servicing team to establish and agree project specifications. Provide clear project briefs to support more junior level writers. Review own project work as well as a team of the junior level writers. Ensuring it meets the agreed upon deliverables, including but not limited to content, readability, scientific message, target audience and scientific accuracy. Suggest & implement solutions to problems arising through a communications project life-cycle. Support & mentor less experienced medical writers within your team. Requirements: 4+ years experience working within a similar medical writing role. 3-5+ years minimum experience working within the pharmaceutical industry. Have either achieved a PHD qualification or a solid background in publications. Excellent communicator. Ability to fully-understand new scientific topics & clinical data relating to health & wellbeing. Outstanding writing ability. Experience leading and or managing teams. Excellent organisation skills & the ability to multi-task. Be an expert in MS Word, Excel, Powerpoint and other word processing tools. The client has solid team of professionals who work harmoniously with one and other, whether onsite or remotely. Due to the success they had experienced throughout the pandemic they are offering remote working positions, so if you can thrive individually yet still keep your presence felt within the team remotely, then do apply! AA123
Our Latest Opinions
about 12 hours ago
By Heidi Moreby
Why perfect fit is important
We talk about finding the perfect fit a lot, but what really is it? The perfect fit is when there is an equilibrium between candidate and employer wants, needs and expectations. It is our job as recruiters to create this sense of synchronicity and to match the right candidates with the right clients. However, whilst we often understand what it is clients are looking for and how to how to find the perfect match, for job seekers this often isn’t as clear cut. As a job seeker it is easy to get wrapped up in your own mind, because you are so focussed on your end goal. And whilst you may believe you are after the same thing as employers, in many cases this is not always the way. How can I become the perfect candidate? The perfect candidate is illusive, because the term its self is so subjective towards employer needs, however this doesn’t mean there aren’t some things you can do as a job seeker to bring yourself closer to being that perfect fit. Find out why they are hiring Asking the right questions to deem whether this role is for you is important. The most important question you should be asking is why they are hiring. Often it is just to fill a gap of a leaving team member, but sometimes it is because of a very specific reason. Perhaps they are looking to go through a phase of growth and need someone skilled in this area to help guide them or they may have a skills gap within the organisation which they need to fill for a specific project. Finding out why the employer is hiring can open up conversations about how you can help to make an impact in the business and can help you gain a stronger understanding of what you can do to make yourself standout against other candidates. Do your values match? Values can often be easily found by searching the company website, if applying through an agency who keep the name anonymous reaching out to the recruiter for more information on the company is also a good idea. Finding out whether your values match can help you to create a more tailored and personalised CV and Cover letter which meets the expectations of the business not just the job description. By doing this you can appeal to the employer on a personal level, it shows that you are committed to something outside of the general duties of the job role and are willing to consider the bigger picture. Research shows that those who match their personal values to the companies they aspire to work for are more likely to feel happier and more engaged as an employee because they are passionate about what they do and who they do it for, demonstrating that ensuring a perfect fit can only benefit you in the long-term. Does your lifestyle match? Often an overlooked element in job applications is lifestyle. Many people right now are applying for anything and everything in order to secure a more secure income throughout 2021, but in doing this they are thinking short rather than long-term, which may hinder applications. Before applying for roles we ask candidates to really consider the following points: Do the hours suit my lifestyle? Will it meet my financial needs? Do I need some flexibility? Am I able to meet the criteria of the role? Whilst we encourage you to be active in your job search, failing to meet these key points in the long-term could place you in a negative position where you are searching for another role within a short-time frame. Additionally, if you are unable to meet the employers requirements it can lead to no offer being made or potentially a failed probation, which can only have negative consequences for yourself. In applying for roles we encourage all candidates to think about how they can ensure they are the perfect match for employers. This is a sure fire way to make themselves noticed above fellow job seekers and can pave the way for a positive work experience. Image Credit Header: Image adapted from Photo by Ann H from Pexels
Why perfect fit is important
We talk about finding the perfect fit a lot, but what really is it? The perfect fit is when there is an equilibrium between candidate and employer wants, needs and expectations. It is our job as recruiters to create this sense of synchronicity and to match the right candidates with the right clients. However, whilst we often understand what it is clients are looking for and how to how to find the perfect match, for job seekers this often isn’t as clear cut. As a job seeker it is easy to get wrapped up in your own mind, because you are so focussed on your end goal. And whilst you may believe you are after the same thing as employers, in many cases this is not always the way. How can I become the perfect candidate? The perfect candidate is illusive, because the term its self is so subjective towards employer needs, however this doesn’t mean there aren’t some things you can do as a job seeker to bring yourself closer to being that perfect fit. Find out why they are hiring Asking the right questions to deem whether this role is for you is important. The most important question you should be asking is why they are hiring. Often it is just to fill a gap of a leaving team member, but sometimes it is because of a very specific reason. Perhaps they are looking to go through a phase of growth and need someone skilled in this area to help guide them or they may have a skills gap within the organisation which they need to fill for a specific project. Finding out why the employer is hiring can open up conversations about how you can help to make an impact in the business and can help you gain a stronger understanding of what you can do to make yourself standout against other candidates. Do your values match? Values can often be easily found by searching the company website, if applying through an agency who keep the name anonymous reaching out to the recruiter for more information on the company is also a good idea. Finding out whether your values match can help you to create a more tailored and personalised CV and Cover letter which meets the expectations of the business not just the job description. By doing this you can appeal to the employer on a personal level, it shows that you are committed to something outside of the general duties of the job role and are willing to consider the bigger picture. Research shows that those who match their personal values to the companies they aspire to work for are more likely to feel happier and more engaged as an employee because they are passionate about what they do and who they do it for, demonstrating that ensuring a perfect fit can only benefit you in the long-term. Does your lifestyle match? Often an overlooked element in job applications is lifestyle. Many people right now are applying for anything and everything in order to secure a more secure income throughout 2021, but in doing this they are thinking short rather than long-term, which may hinder applications. Before applying for roles we ask candidates to really consider the following points: Do the hours suit my lifestyle? Will it meet my financial needs? Do I need some flexibility? Am I able to meet the criteria of the role? Whilst we encourage you to be active in your job search, failing to meet these key points in the long-term could place you in a negative position where you are searching for another role within a short-time frame. Additionally, if you are unable to meet the employers requirements it can lead to no offer being made or potentially a failed probation, which can only have negative consequences for yourself. In applying for roles we encourage all candidates to think about how they can ensure they are the perfect match for employers. This is a sure fire way to make themselves noticed above fellow job seekers and can pave the way for a positive work experience. Image Credit Header: Image adapted from Photo by Ann H from Pexels
6 days ago
By Julia Williams
Ecommerce and authenticity
Last year showed us many things, but none more vital than the necessary evolution of marketing strategies to meet consumer needs and expectations. With the imposition of lockdowns and reduced in-store shopping levels amongst consumers, seemingly overnight many brands switched from brick-and-mortar to ecommerce selling. Accounting for the majority of the top 100 brand searches in 2020, the eeommerce market is anticipated to continue growing throughout 2021 as consumers continue to shop online. This creates a highly competitive ecommerce market, where differentiation will be key to success. A recent document by Bazaarvoice highlighted that having a website and social media presence is no longer enough to attract and compete online, instead a focus should be placed on generating an authentic connection with consumers. How can ecommence brands create authentic communications? Understand your consumers Consumers sit at the heart of authenticity, so if they don’t already, Ecommerce brands should consider implementing segmentation strategies into their marketing. Identifying who their core markets alongside their wants, needs and key pain points are an invaluable first step towards developing authentic communications. Engage in targeted social good Nothing speaks authenticity more than promoting messages which generate social awareness to guide or give back to the local community and broader society. Known as targeted social good, our podcast with Kieran S-Lawler, Head of Marketing at Hallam, identifies that this is a core tactic for brands looking to distinguish themselves in modern society. However, ecommerce brands looking to take this approach must ensure that their actions and communications are aligned with their brands image and vision. A failure to ensure this can have a knock on effect on perceptions of authenticity. Engage in consumer led marketing techniques Consumer led marketing is where brands allow consumers to guide marketing activity, allowing it to feedback into the company. One of the simplest ways to enable this is through encouraging consumer reviews. Known as a two-way marketing tactic, reviews are a core way to increase transparency surrounding brands by using real authentic opinions and information about products and services offered. Research indicates 93% of consumers are influenced on their purchase decision after seeing a review, with trust in these likely to be higher when they are seen across trusted platforms like Google and Amazon. However be careful as trust and perceptions of authenticity are likely to decline if perceptions of falsification, an overwhelming amount of 5* reviews or bad grammar come into play. Consider micro-influencers Though research surrounding the effectiveness of using influencers to promote products is diminishing with only 28% of consumers globally trusting the authenticity of influencer recommendations, there is some contention within this area. Though Micro-influencers (those with between 1,000 to 10,000 followers) reach a smaller audience compared with bigger household names, they are likely to be more effective at building brand trust and conveying authenticity due to their stronger and more personal connection with their audience. As long as they are aligned with your brands image and message strategy, using micro-influencers can be a highly cost effective way to advertise ecommerce brands, as 82% of of consumers are likely to buy something a micro-influencer recommends, resulting in 22.2 more conversions than the typical user. Generating authenticity is a key way for ecommerce brands to stand out from the increasingly crowded market in 2021. If you are looking for some help in developing your ecommerce marketing or digital strategy through talent acquisition, feel free to reach out to myself. Image credit: Header: Adapted from photo by Jeffrey Czum from Pexels
Ecommerce and authenticity
Last year showed us many things, but none more vital than the necessary evolution of marketing strategies to meet consumer needs and expectations. With the imposition of lockdowns and reduced in-store shopping levels amongst consumers, seemingly overnight many brands switched from brick-and-mortar to ecommerce selling. Accounting for the majority of the top 100 brand searches in 2020, the eeommerce market is anticipated to continue growing throughout 2021 as consumers continue to shop online. This creates a highly competitive ecommerce market, where differentiation will be key to success. A recent document by Bazaarvoice highlighted that having a website and social media presence is no longer enough to attract and compete online, instead a focus should be placed on generating an authentic connection with consumers. How can ecommence brands create authentic communications? Understand your consumers Consumers sit at the heart of authenticity, so if they don’t already, Ecommerce brands should consider implementing segmentation strategies into their marketing. Identifying who their core markets alongside their wants, needs and key pain points are an invaluable first step towards developing authentic communications. Engage in targeted social good Nothing speaks authenticity more than promoting messages which generate social awareness to guide or give back to the local community and broader society. Known as targeted social good, our podcast with Kieran S-Lawler, Head of Marketing at Hallam, identifies that this is a core tactic for brands looking to distinguish themselves in modern society. However, ecommerce brands looking to take this approach must ensure that their actions and communications are aligned with their brands image and vision. A failure to ensure this can have a knock on effect on perceptions of authenticity. Engage in consumer led marketing techniques Consumer led marketing is where brands allow consumers to guide marketing activity, allowing it to feedback into the company. One of the simplest ways to enable this is through encouraging consumer reviews. Known as a two-way marketing tactic, reviews are a core way to increase transparency surrounding brands by using real authentic opinions and information about products and services offered. Research indicates 93% of consumers are influenced on their purchase decision after seeing a review, with trust in these likely to be higher when they are seen across trusted platforms like Google and Amazon. However be careful as trust and perceptions of authenticity are likely to decline if perceptions of falsification, an overwhelming amount of 5* reviews or bad grammar come into play. Consider micro-influencers Though research surrounding the effectiveness of using influencers to promote products is diminishing with only 28% of consumers globally trusting the authenticity of influencer recommendations, there is some contention within this area. Though Micro-influencers (those with between 1,000 to 10,000 followers) reach a smaller audience compared with bigger household names, they are likely to be more effective at building brand trust and conveying authenticity due to their stronger and more personal connection with their audience. As long as they are aligned with your brands image and message strategy, using micro-influencers can be a highly cost effective way to advertise ecommerce brands, as 82% of of consumers are likely to buy something a micro-influencer recommends, resulting in 22.2 more conversions than the typical user. Generating authenticity is a key way for ecommerce brands to stand out from the increasingly crowded market in 2021. If you are looking for some help in developing your ecommerce marketing or digital strategy through talent acquisition, feel free to reach out to myself. Image credit: Header: Adapted from photo by Jeffrey Czum from Pexels
8 days ago
By Heidi Moreby
Not getting feedback on applications?
Our recent Linkedin poll showed that 57% of you are currently hesitant about applying to new roles due to the lack of application feedback you received from businesses during the first lockdown. However this isn’t something new in the job market. Historically 48% of job seekers stated that waiting to hear back on applications is highly frustrating, which is only made more exasperating when you don’t hear anything back at all in relation to your applications or performance in an interview. This can lead to you questioning your worth in the job market, and before you know it you are in the middle of a full blown confidence crisis. With so many job seekers struggling right now, we want to provide you with some real actionable advice on how you can gain application feedback. Why do I need application feedback? The desire to get feedback is ultimately about control. When you don’t have a full-time job or your current one is leaving you feeling stuck in the mud, getting feedback adds another layer to things you can do to improve your situation. How can I get application feedback? Ask directly If you haven’t heard from the prospective company within around 2-3 weeks, the likelihood is you have been unsuccessful. But if you feel you were the perfect fit for the role, you will want to know why. As a first step there is no harm in reaching out to the employer, either via their HR team or directly to the hiring manager or if you applied via a recruitment agency, the consultant. We advise you against taking a forceful tone in this approach, instead drop them an email or call which outlines why you are asking for feedback. Consider including elements like why you thought you may have been the perfect fit or which skills you had which could have impacted the organisation, ending with a request for feedback as to why you were unsuccessful. It is also useful to include a note explaining that as much feedback as they are able to give is useful to help you improve in the future, also be sure to thank them in advance for their time. Taking this approach instead of just emailing and demanding an explanation, gives the hirer a small prompt to then expand upon your request. Through taking this approach you are more likely to get a detailed and honest response rather than a standard “someone had more experience” reply. Sometimes however, you are not going to get the detailed feedback you desire or in some cases any at all. But there are still things you can do to take control of the situation. Evaluate yourself If you don’t get the feedback you want, take some actionable steps to give some to yourself. Take your time to compare your CV and cover letter against the job description, really evaluate what you sent in versus what the employer was looking for and consider ways in which you may be able to improve your application for future reference. Another way to evaluate yourself may be to look at the companies employees on Linkedin. If they are a larger organisation, they may be likely to hire teams with similar skill sets and qualities. Though we strongly advise you don’t get too invested here, it can be a good way to identify what backgrounds and skills may have suited the company and role. This is especially useful to those looking to transition into a new sector, where identifying career paths of others can help to pinpoint avenues for change in your approach to job seeking. It’s also useful to think back over the questions asked in the application form or interview and how you answered them, hindsight is a wonderful thing and there are likely to be areas that you feel you could have highlighted better or expanded upon. Thinking about these will undoubtedly help you improve for future recruitment processes. Peer evaluation Where you may have exhausted all avenues yourself, reaching out to a friend or family member can be a useful way to gain a new perspective. Often peers have different experience levels, unique experiences and approaches which can help give a different perspective. Get them to have a look at your application or assess your interview technique and you may be surprised about the things they recommend. Hopefully this blog goes some way to guiding you to gain a stronger sense of control over getting application feedback. However, if you have taken the steps outlined above and still feel a little lost, feel free to reach out to one of our consultants, who may be able to help guide you in the right direction. Image credit Header: Adapted from photo by sum+it from Pexels
Not getting feedback on applications?
Our recent Linkedin poll showed that 57% of you are currently hesitant about applying to new roles due to the lack of application feedback you received from businesses during the first lockdown. However this isn’t something new in the job market. Historically 48% of job seekers stated that waiting to hear back on applications is highly frustrating, which is only made more exasperating when you don’t hear anything back at all in relation to your applications or performance in an interview. This can lead to you questioning your worth in the job market, and before you know it you are in the middle of a full blown confidence crisis. With so many job seekers struggling right now, we want to provide you with some real actionable advice on how you can gain application feedback. Why do I need application feedback? The desire to get feedback is ultimately about control. When you don’t have a full-time job or your current one is leaving you feeling stuck in the mud, getting feedback adds another layer to things you can do to improve your situation. How can I get application feedback? Ask directly If you haven’t heard from the prospective company within around 2-3 weeks, the likelihood is you have been unsuccessful. But if you feel you were the perfect fit for the role, you will want to know why. As a first step there is no harm in reaching out to the employer, either via their HR team or directly to the hiring manager or if you applied via a recruitment agency, the consultant. We advise you against taking a forceful tone in this approach, instead drop them an email or call which outlines why you are asking for feedback. Consider including elements like why you thought you may have been the perfect fit or which skills you had which could have impacted the organisation, ending with a request for feedback as to why you were unsuccessful. It is also useful to include a note explaining that as much feedback as they are able to give is useful to help you improve in the future, also be sure to thank them in advance for their time. Taking this approach instead of just emailing and demanding an explanation, gives the hirer a small prompt to then expand upon your request. Through taking this approach you are more likely to get a detailed and honest response rather than a standard “someone had more experience” reply. Sometimes however, you are not going to get the detailed feedback you desire or in some cases any at all. But there are still things you can do to take control of the situation. Evaluate yourself If you don’t get the feedback you want, take some actionable steps to give some to yourself. Take your time to compare your CV and cover letter against the job description, really evaluate what you sent in versus what the employer was looking for and consider ways in which you may be able to improve your application for future reference. Another way to evaluate yourself may be to look at the companies employees on Linkedin. If they are a larger organisation, they may be likely to hire teams with similar skill sets and qualities. Though we strongly advise you don’t get too invested here, it can be a good way to identify what backgrounds and skills may have suited the company and role. This is especially useful to those looking to transition into a new sector, where identifying career paths of others can help to pinpoint avenues for change in your approach to job seeking. It’s also useful to think back over the questions asked in the application form or interview and how you answered them, hindsight is a wonderful thing and there are likely to be areas that you feel you could have highlighted better or expanded upon. Thinking about these will undoubtedly help you improve for future recruitment processes. Peer evaluation Where you may have exhausted all avenues yourself, reaching out to a friend or family member can be a useful way to gain a new perspective. Often peers have different experience levels, unique experiences and approaches which can help give a different perspective. Get them to have a look at your application or assess your interview technique and you may be surprised about the things they recommend. Hopefully this blog goes some way to guiding you to gain a stronger sense of control over getting application feedback. However, if you have taken the steps outlined above and still feel a little lost, feel free to reach out to one of our consultants, who may be able to help guide you in the right direction. Image credit Header: Adapted from photo by sum+it from Pexels
12 days ago
By Rebecca Thomas
Meet our In-House team
A lot has changed at Pitch over the past year, and with the new year reinvigorating our spirits (despite another lockdown), we have decided to make some positive changes which we hope will improve not only the way our business runs but the level of service you receive as either a client or candidate. To put it simply, we have reorganised our in-house team, so they are more focussed on sectors which they are passionate and knowledgable about. This means they will be able to more effectively keep you up to date with the latest insights and developments related to your sector in addition to using this knowledge to help guide their recruitment practices, ensuring the all round perfect fit for clients and candidates alike. Permanent recruitment Freelance/temporary Recruitment Our in-house team operate across a variety of industries including but not limited to E-Commerce, FMCG, IT & Tech, Professional & Financial Services, Property, Construction, Public Sector, Education and Not for Profit to recruit a range of skillsets across the Marketing, Communications, Digital, Technical, Commercial and Sales sectors. Though each of the in-house team operate across different sectors, as a collective they are authentic and relatable individuals who are eager to have a personable and down to earth conversation. So, don’t hesitate to reach out to find your perfect fit consultant.
Meet our In-House team
A lot has changed at Pitch over the past year, and with the new year reinvigorating our spirits (despite another lockdown), we have decided to make some positive changes which we hope will improve not only the way our business runs but the level of service you receive as either a client or candidate. To put it simply, we have reorganised our in-house team, so they are more focussed on sectors which they are passionate and knowledgable about. This means they will be able to more effectively keep you up to date with the latest insights and developments related to your sector in addition to using this knowledge to help guide their recruitment practices, ensuring the all round perfect fit for clients and candidates alike. Permanent recruitment Freelance/temporary Recruitment Our in-house team operate across a variety of industries including but not limited to E-Commerce, FMCG, IT & Tech, Professional & Financial Services, Property, Construction, Public Sector, Education and Not for Profit to recruit a range of skillsets across the Marketing, Communications, Digital, Technical, Commercial and Sales sectors. Though each of the in-house team operate across different sectors, as a collective they are authentic and relatable individuals who are eager to have a personable and down to earth conversation. So, don’t hesitate to reach out to find your perfect fit consultant.
13 days ago
By Rebecca Thomas
5 things to consider when hiring in 2021
Despite the introduction of a new lockdown, many of our clients are still hiring either due to having a skills shortage within their teams or learning to adapt and push through these difficult periods. Whilst you may be conscious of how much your business has changed in the past year, are you aware of the developments in the recruitment industry? If you’re considering a new hiring in Q1, then there are a few things you may need to consider. Skill set shortage 2020 really highlighted how dominating the skills shortage is in recruitment, especially on the digital front, where we saw increased levels of demand for Digital Marketers, PPC, Paid Social and Developers. You would think that given the uncertainty of the market and the volume of redundancies that these niche and often hard to find skill sets will be easier to find. I wish this was true, but unfortunately, it’s not! Although we saw an influx of some very talented people onto the market in 2020 with skills we don’t often have land in our inboxes they got snapped up pretty quickly! Meaning the market is still light on some of the core skill sets listed above. How does this impact me? Perhaps you are considering moving to an e-commerce environment or are looking for a website overhaul. In either circumstance, finding the right talent for your business is likely to take a little longer due to the digital and technical skills shortage. Planning ahead in recruiting for these roles is more crucial than ever, and we advise you to consider all factors such are sourcing time, interview time, and notice periods before leaving everything until the last minute. Benefits packages According to our research, only 2% of employees expect flexible working to not be an element of their benefits package in 2021 and beyond. And who can really blame them? Throughout 2020, employers discovered that remote working can still ensure a productive business, which is more emotionally and financially viable for employees over the longer term. How does this impact me? We’re not saying you have to offer remote working but this type of benefit is high on candidates agendas and with many brands offering some permanent flexibility it might be something you want to consider moving forwards in order to ensure your business stays relevant with candidate expectations. If you’ve already jumped on the bandwagon and make flexible working a permeant fixture in your benefits package just make sure you’ve agreed your boundaries and that all members of the team are on the same page. Remote interviewing Given the current lockdown you’ll need to put a little more thought into your interview process as there is a possibility you won’t be able to meet face to face. Our research found that 62.79% of candidates would prefer to be interviewed using a mix of technology during the early stages of recruitment, followed by an in person meeting during second and final stages. However, this trend is not just limited to this lockdown, remote interviewing is becoming more prevalent within the hiring process as candidates identify the various time and financial benefits it can bring - especially for those looking to relocate. How does this impact me? Introducing more remote interviewing into your hiring process not only makes you compliant with lockdown restrictions but further cements you as a progressive and forward thinking employer. Implementing such technology can have an added bonus of expanding your talent pool to those further afield, making it easier to recruit for niche skill sets. We currently allowing all our clients to use our Pitch+ Video Interview platform for free making this an ideal time to trial what a remote interviewing model may look like for your organisation. Inductions Inductions aren’t often something you think about when you considering making a hire, it’s almost an after thought in the process. I would encourage you to consider how you’re gong to onboard new team members remotely sooner rather than later. Savvy candidates will ask how you’ve engaged your team during lockdown, supported them during furlough and communicated when the going got tough. So, thinking about how you’re going to induct, train and develop a new starter from their own home is crucial to your process. Having a detailed plan is a great place to start, utilising your team members is also a good thing to do. It shares the load and allows your new starter to meet more of the team. However, we have a fantastic guide on how you can onboard remotely if you are feeling a little stuck for ideas. 2021 Salaries We’re in the process of prepping our 2021 salary survey so we don’t have all the data just yet. But, from what we’ve seen there’s been limited changes in salaries. Most roles are still in line with 2019/2020 salary brackets with only a few skill set’s (mostly in the niche digital areas) seeing an increase. The above are a few of the key things you might want to think about before pushing the button on your hiring process. But, if there’s something else you’re unsure of or you’d like us to help you with your search then get in touch today to find out more about how we can help. Image credit Header: Image adapted from Photo by Leah Kelley from Pexels
5 things to consider when hiring in 2021
Despite the introduction of a new lockdown, many of our clients are still hiring either due to having a skills shortage within their teams or learning to adapt and push through these difficult periods. Whilst you may be conscious of how much your business has changed in the past year, are you aware of the developments in the recruitment industry? If you’re considering a new hiring in Q1, then there are a few things you may need to consider. Skill set shortage 2020 really highlighted how dominating the skills shortage is in recruitment, especially on the digital front, where we saw increased levels of demand for Digital Marketers, PPC, Paid Social and Developers. You would think that given the uncertainty of the market and the volume of redundancies that these niche and often hard to find skill sets will be easier to find. I wish this was true, but unfortunately, it’s not! Although we saw an influx of some very talented people onto the market in 2020 with skills we don’t often have land in our inboxes they got snapped up pretty quickly! Meaning the market is still light on some of the core skill sets listed above. How does this impact me? Perhaps you are considering moving to an e-commerce environment or are looking for a website overhaul. In either circumstance, finding the right talent for your business is likely to take a little longer due to the digital and technical skills shortage. Planning ahead in recruiting for these roles is more crucial than ever, and we advise you to consider all factors such are sourcing time, interview time, and notice periods before leaving everything until the last minute. Benefits packages According to our research, only 2% of employees expect flexible working to not be an element of their benefits package in 2021 and beyond. And who can really blame them? Throughout 2020, employers discovered that remote working can still ensure a productive business, which is more emotionally and financially viable for employees over the longer term. How does this impact me? We’re not saying you have to offer remote working but this type of benefit is high on candidates agendas and with many brands offering some permanent flexibility it might be something you want to consider moving forwards in order to ensure your business stays relevant with candidate expectations. If you’ve already jumped on the bandwagon and make flexible working a permeant fixture in your benefits package just make sure you’ve agreed your boundaries and that all members of the team are on the same page. Remote interviewing Given the current lockdown you’ll need to put a little more thought into your interview process as there is a possibility you won’t be able to meet face to face. Our research found that 62.79% of candidates would prefer to be interviewed using a mix of technology during the early stages of recruitment, followed by an in person meeting during second and final stages. However, this trend is not just limited to this lockdown, remote interviewing is becoming more prevalent within the hiring process as candidates identify the various time and financial benefits it can bring - especially for those looking to relocate. How does this impact me? Introducing more remote interviewing into your hiring process not only makes you compliant with lockdown restrictions but further cements you as a progressive and forward thinking employer. Implementing such technology can have an added bonus of expanding your talent pool to those further afield, making it easier to recruit for niche skill sets. We currently allowing all our clients to use our Pitch+ Video Interview platform for free making this an ideal time to trial what a remote interviewing model may look like for your organisation. Inductions Inductions aren’t often something you think about when you considering making a hire, it’s almost an after thought in the process. I would encourage you to consider how you’re gong to onboard new team members remotely sooner rather than later. Savvy candidates will ask how you’ve engaged your team during lockdown, supported them during furlough and communicated when the going got tough. So, thinking about how you’re going to induct, train and develop a new starter from their own home is crucial to your process. Having a detailed plan is a great place to start, utilising your team members is also a good thing to do. It shares the load and allows your new starter to meet more of the team. However, we have a fantastic guide on how you can onboard remotely if you are feeling a little stuck for ideas. 2021 Salaries We’re in the process of prepping our 2021 salary survey so we don’t have all the data just yet. But, from what we’ve seen there’s been limited changes in salaries. Most roles are still in line with 2019/2020 salary brackets with only a few skill set’s (mostly in the niche digital areas) seeing an increase. The above are a few of the key things you might want to think about before pushing the button on your hiring process. But, if there’s something else you’re unsure of or you’d like us to help you with your search then get in touch today to find out more about how we can help. Image credit Header: Image adapted from Photo by Leah Kelley from Pexels
16 days ago
By Rebecca Thomas
Businesses are still hiring.
Normally this is the moment as a job seeker where you click on a relatively click bait headline expecting to receive some insightful information, but are met only with generic answers to questions you desperately need answering with facts. In fact we can probably guarantee you have read numerous articles or emails from recruiters who have informed you their doors are still open and that they are there to help you, which though great, is not really the answer you were looking for. One of the biggest concerns we have encountered from our candidates is the question of whether businesses are still hiring. Some of you, likely hit by flashbacks to negative experiences of the 2020 job market, are experiencing a strong wave of pessimism and firmly believe this lockdown is likely to be the same. Are businesses still hiring? Short answer: Yes. Long answer: This blog has been slightly delayed because rather than jumping to conclusions, our consultants wanted to get a true picture of the market for you. After calling around all of our clients and dedicating hours to real and honest conversations last week, we can honestly say this lockdown is not likely to be the same. There has been no cliff edge, no substantial drop off in involvement from clients, and contrary to belief many are more engaged than ever. What has changed in recruitment? Clients appear to still be hiring for one of two core reasons. They have a real need During the first lockdown businesses either had to scale back on their team sizes or experienced substantial growth which pushed their current teams to the maximum. Those businesses that are hiring in 2021 are likely to now have a genuine need for talent to either make up the shortfall in light of recovery during the latter stage of 2020 or to better manage their teams workload and create a positive work environment. An additional factor to consider is the volume of business projects which were pushed back during 2020 to either save money or re-focus attentions. However, we have spoken with multiple brands who in 2021 aim to reinvigorate projects such as digital transformations and rebranding exercises in addition to taking on new projects like increasing their digital presence in light of the shift towards e-commerce during 2020 regardless of new restrictions. As a result we anticipate to see a higher volume of demand for digital marketers, creatives, developers and even project managers despite the new lockdown. They have adapted to the new environment Amongst businesses, especially SME’s the phrase “we are just pushing through” is coming up repeatedly. Unlike the first lockdown, businesses are better prepared to handle issues as they arise and now have suitable safety procedures in place which allow them to continue to operate despite restrictions. This is most common in manufacturing, engineering and distribution environments, who were heavily impacted during the first lockdown. Whilst there are some markets like leisure, hospitality and events which will continue to be impacted by the lockdown, the wider picture is generally more optimistic and should provide some hope for prospective job seekers. For a more indepth chat about how your industry may have been impacted by this lockdown, you can reach out to one of our consultants. Image credit: Header: Image adapted from Photo by Thirdman from Pexels
Businesses are still hiring.
Normally this is the moment as a job seeker where you click on a relatively click bait headline expecting to receive some insightful information, but are met only with generic answers to questions you desperately need answering with facts. In fact we can probably guarantee you have read numerous articles or emails from recruiters who have informed you their doors are still open and that they are there to help you, which though great, is not really the answer you were looking for. One of the biggest concerns we have encountered from our candidates is the question of whether businesses are still hiring. Some of you, likely hit by flashbacks to negative experiences of the 2020 job market, are experiencing a strong wave of pessimism and firmly believe this lockdown is likely to be the same. Are businesses still hiring? Short answer: Yes. Long answer: This blog has been slightly delayed because rather than jumping to conclusions, our consultants wanted to get a true picture of the market for you. After calling around all of our clients and dedicating hours to real and honest conversations last week, we can honestly say this lockdown is not likely to be the same. There has been no cliff edge, no substantial drop off in involvement from clients, and contrary to belief many are more engaged than ever. What has changed in recruitment? Clients appear to still be hiring for one of two core reasons. They have a real need During the first lockdown businesses either had to scale back on their team sizes or experienced substantial growth which pushed their current teams to the maximum. Those businesses that are hiring in 2021 are likely to now have a genuine need for talent to either make up the shortfall in light of recovery during the latter stage of 2020 or to better manage their teams workload and create a positive work environment. An additional factor to consider is the volume of business projects which were pushed back during 2020 to either save money or re-focus attentions. However, we have spoken with multiple brands who in 2021 aim to reinvigorate projects such as digital transformations and rebranding exercises in addition to taking on new projects like increasing their digital presence in light of the shift towards e-commerce during 2020 regardless of new restrictions. As a result we anticipate to see a higher volume of demand for digital marketers, creatives, developers and even project managers despite the new lockdown. They have adapted to the new environment Amongst businesses, especially SME’s the phrase “we are just pushing through” is coming up repeatedly. Unlike the first lockdown, businesses are better prepared to handle issues as they arise and now have suitable safety procedures in place which allow them to continue to operate despite restrictions. This is most common in manufacturing, engineering and distribution environments, who were heavily impacted during the first lockdown. Whilst there are some markets like leisure, hospitality and events which will continue to be impacted by the lockdown, the wider picture is generally more optimistic and should provide some hope for prospective job seekers. For a more indepth chat about how your industry may have been impacted by this lockdown, you can reach out to one of our consultants. Image credit: Header: Image adapted from Photo by Thirdman from Pexels
