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Our Latest Jobs
2 minutes ago
Nottingham
PR Account Director or Senior Account Manager
Senior PR Account Manager / PR Account Director Nottingham £35,0000 - £40,000 Pitch is working in partnership with a leading central Nottingham based PR agency to support their expansion with the addition of a talented Senior PR Account Manager / PR Account Director. This agency work with a portfolio of B2B and B2C clients that range from fab FMCG and e-commerce retailers to high profile property developers, professional services businesses and everything in-between. A well-established team with a focus on creativity and client service, they invest in their team and are able to offer excellent career development opportunities. This growing agency offers some great benefits including 25 days holiday, a personal training budget, flexible home/office working patterns and they love a good social! As a Senior PR Account Manager / PR Account Director you’ll be: Leading a team to deliver PR and social media campaigns for a range of consumer clients. Working at a strategic level to develop PR and comms strategies for your clients. Supporting your team day to day, training and developing as well as being involved in recruitment. Maximising revenue within your existing client base and supporting with new business pitches. We’re looking for a candidate who: Has a strong consumer PR background. Is a strong team leader, able to inspire and motivate a team, leading by example. Is great with clients, with a strategic and commercial approach. If you’re looking for a step up in your career, with the opportunity to work on some fantastic consumer brands, working at a strategic level on highly creative campaigns but are also able to be hands on when you need to, get in touch to hear more about this great role! AA123
31 minutes ago
Nottingham
Senior PR Account Executive or Account Manager
Senior PR Account Executive / PR Account Manager Nottingham £23,000 - £28,000 Pitch is working in partnership with a leading central Nottingham based PR agency to support their expansion with the addition of a brilliant Senior PR Account Executive / PR Account Manager. This agency work with a portfolio of B2B and B2C clients that range from fab FMCG and e-commerce retailers to high profile property developers, professional services businesses and everything in-between. This brilliant agency places client service at the heart of everything they do, with each and every team member being supported to deliver excellent outputs that are both engaging and focused on delivering results. This longstanding agency offers some great benefits including 25 days holiday, a personal training budget, flexible home/office working patterns and they love a good social! As a Senior PR Account Executive or PR Account manager you’ll be: Working as a key part of the team with a highly supportive Account Director supporting you day to day. Liaising with clients and managing relationships day to day. Taking briefs and helping to come up with campaign strategies that span both traditional and digital PR. Responsible for writing compelling copy (press releases, features, advertorials etc). Selling stories into the media and building great relationships with journalists. Coming up with engaging social media posts and helping create compelling video content. We’re looking for a candidate who: Has a strong PR background gained either in-house or within an agency. Is a strong writer who can craft engaging copy with a great angle. Is a natural relationship builder internally, with clients and with the press. If you get a buzz from securing client coverage, a sense of satisfaction writing a great piece of feature content and thrive on your social content resonating with your target audience then get in touch to hear more about this great role! AA123
about 1 hour ago
Warwick
Senior PR Account Manager to Account Director
Senior PR Account Manager / PR Account Director Warwickshire £35,00 - £50,000 I’m working with a well-established Warwickshire based PR & communications agency that’s looking for a brilliantly talented Senior PR Account Manager or Account Director to join it’s expanding team to support the ongoing growth it’s experiencing. This agency has a strong B2B specialism across a few key sectors and has an outstanding reputation as a leader in each of these fields. A boutique business with a longstanding client base that is continuing to develop and grow, they work in true partnership with their clients, almost as an extension of their own in-house marketing team. Their team approach is highly collaborative and forward thinking and their client strategy is research driven – for them it’s all about getting under the skin of a clients brand, their values and their purpose and creating campaigns that support, and help to deliver their commercial objectives. This agency is based in a Warwickshire town centre location and they offer parking permits as part of their package, they are also an easy walk from a well networked train station. As a Senior PR Account Manager or Account Director you will: · Work closely with key stakeholders within your client base, creating PR & Comms strategies which align with achieving business goals · Work closely with your team to manage and oversee the delivery of campaigns. · Have the opportunity to remain hands on – copywriting, dealing with specialist media and managing client relationships day to day. We are looking for a candidate who: · Is a highly experienced PR with strategic capabilities but who also loves the hands on. · Has a strong B2B PR background. · Is a team player, great with clients and has an inclusive approach. If this sounds like the kind of business you’d like to be a part of, then please get in touch to hear more! BB123
about 21 hours ago
Staffordshire
Brand Services Marketing Executive
I am recruiting for a Brand Services Executive role on behalf of my client in Staffordshire who operate within the property and construction sector. Due to growth, they are looking for this person to join their marketing team to help bring their brand to life and put them at the forefront of the competitive local market. You will be responsible for (but not limited to): Development of collateral, working with a creative agency to brief required creative in conjunction with regional sales requirements. This includes brochures, point of sale and new customer journeys collateral. Manage the day-to-day co-ordination of creative, ensuring that all artwork is delivered on brand and on time to deliver to target. Manage the presentation of development information and brand content on the company website. Maintain strong channels of communication with Sales Managers, ensuring that all sales targets and requirements are met through creative. This will include a focus on specific developments and plots to meet monthly and quarterly targets. Engage with Sales Managers to ensure all creative is signed off in a timely manner to meet media deadlines. Attend and actively participate in weekly team meetings to review the sales position, agree key messages and actions, and understand key requirements for individual developments and regions. Undertake regular site visits to develop knowledge and understanding of individual developments and their location, surrounding areas, vision and challenges. You will have: Excellent communication both written and oral with good attention to detail and the ability to communicate at all levels, externally and internally. Minimum 3 years working within a marketing environment, with experience across the full marketing mix. Degree in marketing, business or other related industry, or equivalent experience. Hold or be working towards the CIM Qualification/a professional qualification in Marketing or a related subject. My client offers excellent benefits with this role. For more information on this role, please reach out to me via email (steve.s@pitchconsultants.co.uk) or via mobile (07375 544 689).BB123
about 21 hours ago
Worcester
Communications and Campaigns Executive
I am recruiting for a Brand Services Executive role on behalf of my client in Staffordshire who operate within the property and construction sector. Due to growth, they are looking for this person to join their marketing team to help bring their brand to life and put them on the forefront of the competitive local market. You will be responsible for (but not limited to): Development of collateral, working with creative agency to brief required creative in conjunction with regional sales requirements. This includes brochures, point of sale and new customer journey collateral. Manage the day-to-day co-ordination of creative, ensuring that all artwork is delivered on brand and on time to deliver to target. Manage the presentation of development information and brand content on the company website. Maintain strong channels of communication with Sales Managers, ensuring that all sales targets and requirements are met through creative. This will include focus on specific developments and plots to meet monthly and quarterly targets. Engage with Sales Managers to ensure all creative is signed off in a timely manner to meet media deadlines. Attend and actively participate in weekly team meetings to review sales position, agree key messages and actions, and understand key requirements for individual developments and regions. Undertake regular site visits to develop knowledge and understanding of individual developments and their location, surrounding areas, vision and challenges. You will have: Excellent communication both written and oral with good attention to detail and the ability to communicate at all levels, externally and internally. Passion for our homes, products and people. Minimum 3 years working within a marketing environment, with experience across the full marketing mix. Degree in marketing, business or other related industry, or equivalent experience. Hold or be working towards the CIM Qualification / a professional qualification in Marketing or a related subject. My client offers excellent benefits with this role. For more information on this role, please reach out to me via email (steve.s@pitchconsultants.co.uk) or via mobile (07375 544 689).BB123
1 day ago
Cheshire
PR & Events Account Manager
Extremely exciting opportunity for a talented PR Account Manager to join one of Cheshire's best PR teams. These guys have a roster of big, big brand names covering food, drink, retail, and leisure. They’re one of the most highly awarded teams in the region, so this is an opportunity you really don’t want to miss out! The role is spilt across a range of clients but focuses special attention on one big retail brand so you will really be able to get under the skin of this brand. Supporting regional PR, events, new store openings, and local campaigns you’ll have plenty to keep you busy. A fast-paced account which a brand that is really going places and you’ll have the chance to play a key role in their success. To be considered the team is looking for someone who is ambitious, driven, and keen to progress their career. A PR Account Manager who can write, charm the media, support with social ideas and manage the clients day to day requirements with ease. The role is busy and on occasion demanding, but you’ll manage the incoming effortlessly, just like all good PR Account Managers do! If you’d like to be considered for this opportunity then don’t delay send your CV today for immediate consideration. AA123
4 days ago
Leicestershire
Studio/Project Manager
Pitch are working alongside an impressive Leicester based agency who are keen to secure a Studio Manager to organise and structure their teams! As part of the creative and account handling teams you will play a key role in the organisation, delivery and communication of work load and flow. Day to day this role will involve: Managing the design, artwork and creative copy services the agency provide. Scheduling work into the studio. Keeping structure and organisation with ongoing projects. Ensuring the work released matches the brand guidelines and is of a very high standard. Being a leader and acting as the “go to” person for all creative suite software. Planning and managing schedules to suit budgets and timescales. Trouble shooting with client challenges. To be considered, you must already have: Excellent knowledge scheduling and studio management. Experience of handling a fast paced agency team and always looking for the most productive and cost effective solution. Excellent organisational skills. Technical knowledge of print production and proof checking experience The team are looking for a committed team player who is focused on delivering excellent work for brands and doing it on time and on budget. With an organised approach and pragmatic view of challenges you’ll be cool calm and collected under pressure and always looking for the solution any problem. To find out more information about this role, please get in touch or apply with your CV today! AA123
4 days ago
Nottingham
Digital Designer
Pitch are currently partnered with a bespoke technology company based in the Midlands who are searching for a Digital Designer to join their growing creative team! The business is one of the top in their category, has a global reach and works with top brands across various industries! The Digital Designer will be a confident individual, who will work on conceptual designs for a variety of bespoke digital projects. You will create a memorable user experience, including engaging designs for unique clients. You will have a passion for what you do and be a collaborative and inspiring leader to the wider creative team. Key responsibilities of this role will include: Conceive and create innovative concepts, designs and info-graphics for bespoke projects. Supporting with the design and development of key projects using Articulate Storyline. Producing UI designs for various digital solutions. Supporting junior members of the team when needed. This role will be based remotely, so the ideal candidate will be hardworking and work well autonomously. You will have excellent communication skills, and be confident in working in Adobe Creative Suite. CC123
Our Latest Opinions
5 days ago
By Steve Smaylen
Recruitment trends in property and construction in 2021.
The past year has been a catalyst for the acceleration of change in the property and construction space. With many asking questions such as how offices are likely to adapt and how efficiency can be improved across the sector to ensure the upwards growth trend continues. We examine how these trends are likely to impact recruitment. Digital transformations The property and construction sector has been a little late to the party when it comes to digital transformations, but if 2020 showed anything it’s that adopting digital technologies is key for ensuring the delivery of efficient projects in a world where everything isn’t always under the same roof. We’re seeing more conversations taking place around proptech and connected construction, geared at ensuring supply chain consistency and driving efficiency through project lifecycles. Though many businesses are likely to be focussed on driving the implementation of new technologies surrounding these goals, we urge leaders to not forget about the people element of a digital transformation. Changing office spaces The transition to remote working has turned many businesses’ ideas around how the office is used to harness productivity on its head, with many now examining how workspaces can be adapted to set employee needs in the workplace. Our research into candidate perceptions of the future of work, found that 48.89% of employees believe future offices should be used as a space for collaboration and ideas generation, with a large percentage also believing offices should become spaces for socialisation and learning/development. Over the coming months we’re expecting to see an increase in the development of co-working spaces and the ‘hotelization’ of office space to accommodate more home comforts and spaces to unwind and collaborate. All of which is likely to boost demand in the construction industry as landlords seek to renovate and redevelop spaces to become more aligned with modern business requirements. As such this is likely to boost demand for skills in project management, business development, bid management and marketing professions who are able to help drive growth and elevate brand awareness for property and construction firms. Image credit: Header: Adapted from Photo by cottonbro from Pexels
Recruitment trends in property and construction in 2021.
The past year has been a catalyst for the acceleration of change in the property and construction space. With many asking questions such as how offices are likely to adapt and how efficiency can be improved across the sector to ensure the upwards growth trend continues. We examine how these trends are likely to impact recruitment. Digital transformations The property and construction sector has been a little late to the party when it comes to digital transformations, but if 2020 showed anything it’s that adopting digital technologies is key for ensuring the delivery of efficient projects in a world where everything isn’t always under the same roof. We’re seeing more conversations taking place around proptech and connected construction, geared at ensuring supply chain consistency and driving efficiency through project lifecycles. Though many businesses are likely to be focussed on driving the implementation of new technologies surrounding these goals, we urge leaders to not forget about the people element of a digital transformation. Changing office spaces The transition to remote working has turned many businesses’ ideas around how the office is used to harness productivity on its head, with many now examining how workspaces can be adapted to set employee needs in the workplace. Our research into candidate perceptions of the future of work, found that 48.89% of employees believe future offices should be used as a space for collaboration and ideas generation, with a large percentage also believing offices should become spaces for socialisation and learning/development. Over the coming months we’re expecting to see an increase in the development of co-working spaces and the ‘hotelization’ of office space to accommodate more home comforts and spaces to unwind and collaborate. All of which is likely to boost demand in the construction industry as landlords seek to renovate and redevelop spaces to become more aligned with modern business requirements. As such this is likely to boost demand for skills in project management, business development, bid management and marketing professions who are able to help drive growth and elevate brand awareness for property and construction firms. Image credit: Header: Adapted from Photo by cottonbro from Pexels
7 days ago
By Steve Smaylen
Why financial and professional service firms choose to in-house.
The trend for in-housing marketing and creative talent is something that’s been on our radar for some time. Though a consistently evolving trend, it appears to be more prominent in areas like financial and professional services in the in-house market rather than those more consumer centric brands. Why do financial and professional service firms chose to in-house rather than use agencies? A large element of this is centralised around control. Some companies have a very clear idea on where they see their marketing strategy going and choose to grow their marketing teams internally to help achieve their vision. To drive success, many brands employ skills in corporate communications, campaign management, CRM and digital marketing, effectively creating their own mini agency internally which allows them to retain control over messaging strategies, project timelines and retains focus on the brands vision. How do you see creative/communications agencies playing a role in the financial and professional services sectors? Though some financial and professional service firms may have a preference for in-housing their marketing and communications functions, sometimes there can be a gap on the creativity side. With the ever growing shift towards more digital communications and consumers becoming more conscious of brand activities, agencies can play a huge part in delivering a multitude of services around elements such as branding and design. Alongside this they can play a consultative role to businesses, advising on strategies and best courses of action for those who have in-housed creative talent. We’re also seeing an upwards trend for in-house brands hiring marketing executives and managers to help execute strategies, but are using agency relationships to do a lot of the heavy lifting including content creation. Whether a financial and professional services firm decides to in-house talent or utilise the expertise of an agency relies entirely on their company strategy. Image credit: Header: Adapted from Photo by CoWomen from Pexels
Why financial and professional service firms choose to in-house.
The trend for in-housing marketing and creative talent is something that’s been on our radar for some time. Though a consistently evolving trend, it appears to be more prominent in areas like financial and professional services in the in-house market rather than those more consumer centric brands. Why do financial and professional service firms chose to in-house rather than use agencies? A large element of this is centralised around control. Some companies have a very clear idea on where they see their marketing strategy going and choose to grow their marketing teams internally to help achieve their vision. To drive success, many brands employ skills in corporate communications, campaign management, CRM and digital marketing, effectively creating their own mini agency internally which allows them to retain control over messaging strategies, project timelines and retains focus on the brands vision. How do you see creative/communications agencies playing a role in the financial and professional services sectors? Though some financial and professional service firms may have a preference for in-housing their marketing and communications functions, sometimes there can be a gap on the creativity side. With the ever growing shift towards more digital communications and consumers becoming more conscious of brand activities, agencies can play a huge part in delivering a multitude of services around elements such as branding and design. Alongside this they can play a consultative role to businesses, advising on strategies and best courses of action for those who have in-housed creative talent. We’re also seeing an upwards trend for in-house brands hiring marketing executives and managers to help execute strategies, but are using agency relationships to do a lot of the heavy lifting including content creation. Whether a financial and professional services firm decides to in-house talent or utilise the expertise of an agency relies entirely on their company strategy. Image credit: Header: Adapted from Photo by CoWomen from Pexels
12 days ago
By Steve Smaylen
The role of property & construction in the offices of the future
The offices we have all come to know have been designed with a key element in mind. Functionality. Whether open plan or in closed spaces, teams have been gathered around each other in units designed to maximise productivity, until now. The transition to flexible and home working has turned many business owners ideas about harnessing productivity on their head, leaving some questioning the value of the traditional office set up. What do employees want from office spaces? With the majority of employees favouriting a flexible hybrid approach to work, workspaces of the future are likely to be more designed around how they can be of benefit to the way employees approach work. Our research into candidate perceptions of the future of work, found that 48.89% of employees believe future offices should be used as a space for collaboration and ideas generation. This is especially relevant for those organisations who are based in creative sectors, whose employees may have struggled throughout 2020 with a lack of inspiration. This research also found that a large percentage of employees also believe offices should become spaces for socialisation and learning/development. What do employees want from office spaces? How flexible working impacts the property and construction industry If employees continue to be a driver for change, then office spaces are likely to follow suit. This means that landlords who fail to adapt working spaces to the needs and requirements of tenants are likely to suffer hardest. One of the biggest challenges for the property sector is the demand for smaller spaces, with 74% of UK mid-sized businesses looking to reduce their existing footspace by up to a quarter aligned with employees working more flexibly. This leaves a lot of empty floorspace available on the market, however, aligned with employee desires for spaces which offer areas for collaboration, socialisation and development there is ample opportunity for innovation within the sector. For this we look towards those who have succeeded in developing co-working spaces and the increasing trend for the “hotelization” of office space, whereby workspaces introduce more home comforts and spaces to unwind as a way to boost collaboration. This is likely to boost demand in the construction industry, as landlords seek to renovate and redevelop current spaces into ones which meet the needs and demands of office tenants. A recruitment perspective We’re expecting property and construction businesses to want to capitalise on demand for renovating and redevelopment. As such we’re expecting to see a boost in requirements for job seekers who hold the necessary project management and business development skills to identify opportunities and drive business growth. A push towards this may further boost demand for bid managers and marketing professionals, who are able to help elevate brand awareness and contribute towards business success.
The role of property & construction in the offices of the future
The offices we have all come to know have been designed with a key element in mind. Functionality. Whether open plan or in closed spaces, teams have been gathered around each other in units designed to maximise productivity, until now. The transition to flexible and home working has turned many business owners ideas about harnessing productivity on their head, leaving some questioning the value of the traditional office set up. What do employees want from office spaces? With the majority of employees favouriting a flexible hybrid approach to work, workspaces of the future are likely to be more designed around how they can be of benefit to the way employees approach work. Our research into candidate perceptions of the future of work, found that 48.89% of employees believe future offices should be used as a space for collaboration and ideas generation. This is especially relevant for those organisations who are based in creative sectors, whose employees may have struggled throughout 2020 with a lack of inspiration. This research also found that a large percentage of employees also believe offices should become spaces for socialisation and learning/development. What do employees want from office spaces? How flexible working impacts the property and construction industry If employees continue to be a driver for change, then office spaces are likely to follow suit. This means that landlords who fail to adapt working spaces to the needs and requirements of tenants are likely to suffer hardest. One of the biggest challenges for the property sector is the demand for smaller spaces, with 74% of UK mid-sized businesses looking to reduce their existing footspace by up to a quarter aligned with employees working more flexibly. This leaves a lot of empty floorspace available on the market, however, aligned with employee desires for spaces which offer areas for collaboration, socialisation and development there is ample opportunity for innovation within the sector. For this we look towards those who have succeeded in developing co-working spaces and the increasing trend for the “hotelization” of office space, whereby workspaces introduce more home comforts and spaces to unwind as a way to boost collaboration. This is likely to boost demand in the construction industry, as landlords seek to renovate and redevelop current spaces into ones which meet the needs and demands of office tenants. A recruitment perspective We’re expecting property and construction businesses to want to capitalise on demand for renovating and redevelopment. As such we’re expecting to see a boost in requirements for job seekers who hold the necessary project management and business development skills to identify opportunities and drive business growth. A push towards this may further boost demand for bid managers and marketing professionals, who are able to help elevate brand awareness and contribute towards business success.
22 days ago
By Rob Markwell
Inside Pitch: April
It’s been a while since we gave you an update about all things happening at Pitch, and a lot has changed over the past few months. We welcomed new additions Like many businesses, 2020 put a lot of things on hold for us, but thankfully now of those things we sidelined can start to come to fruition. One of these is expanding our team. Following Heidi joining our agency team at the start of the year, we have since welcomed an additional member to our team! Steve joined us as a Senior Consultant where he will be spearheading in-house recruitment across the UK financial and professional service sectors, helping to grow our presence in the sector. But we’re not stopping at two! We’re on the look out for more talent to join our team and help us in putting the heart+soul into recruitment. Promoted internally We reward those within the business who have made an impact and have consistently shown commitment to Pitch and their own development. We have seen a lot of this over the past year across our whole team, but some have gone above and beyond, and that means promotions! In April we promoted Julia to Principal Consultant and Pagan to Senior Marketing Executive. The impact both of these have made within Pitch over the past year has been fantastic, both working to find new avenues to bring in business and raise the brands market presence in an arguably competitive and difficult recruitment landscape. We’re raising a glass to these two! We’re retaining flexible working We’re continuing to embrace flexibility post lockdown, adopting a hybrid working model for all of our employees from junior to director level. We recently wrote a blog on why we are committed to doing this, but to put it simply, working from home has given us the flexibility and headspace we needed to become more agile and innovative as a business. It has meant our teams are closer and more collaborative. So why would we want to say goodbye to that?
Inside Pitch: April
It’s been a while since we gave you an update about all things happening at Pitch, and a lot has changed over the past few months. We welcomed new additions Like many businesses, 2020 put a lot of things on hold for us, but thankfully now of those things we sidelined can start to come to fruition. One of these is expanding our team. Following Heidi joining our agency team at the start of the year, we have since welcomed an additional member to our team! Steve joined us as a Senior Consultant where he will be spearheading in-house recruitment across the UK financial and professional service sectors, helping to grow our presence in the sector. But we’re not stopping at two! We’re on the look out for more talent to join our team and help us in putting the heart+soul into recruitment. Promoted internally We reward those within the business who have made an impact and have consistently shown commitment to Pitch and their own development. We have seen a lot of this over the past year across our whole team, but some have gone above and beyond, and that means promotions! In April we promoted Julia to Principal Consultant and Pagan to Senior Marketing Executive. The impact both of these have made within Pitch over the past year has been fantastic, both working to find new avenues to bring in business and raise the brands market presence in an arguably competitive and difficult recruitment landscape. We’re raising a glass to these two! We’re retaining flexible working We’re continuing to embrace flexibility post lockdown, adopting a hybrid working model for all of our employees from junior to director level. We recently wrote a blog on why we are committed to doing this, but to put it simply, working from home has given us the flexibility and headspace we needed to become more agile and innovative as a business. It has meant our teams are closer and more collaborative. So why would we want to say goodbye to that?
28 days ago
By Steve Smaylen
Job seeker trends: April 2021
The job seeker market is an ever fluid and complex picture. It is consistently shifting, and with most roles sitting within a candidate driven market, it is important that employers keep on top of the latest trends to ensure they are best positioned to attract and retain the best talent for their business. Returning to office is more complex We have previously reported that 87% of employees want flexible working options to remain in place moving beyond 2021, with a 73% majority favouring a hybrid working model. However, with recent studies finding that the majority of employees want life to return largely to the way it was before the first lockdown last year, the picture may be more complicated for employers than originally considered. It is important to take into consideration how job roles and the sectors which people are employed in will have an impact on these beliefs. With those working in industries like finance, management and professional services holding the highest potential to work from home, it is likely employees within these sectors will want to take advantage of a flexible working pattern. Work’cation With more employees working remotely and flexibly, some are starting to question whether the possibility of a workcation is on the cards, allowing them to work remotely whilst taking a trip away from home. Allowing employees to work in different environments can play a role in reducing stress levels, encouraging new perspectives and enhancing creativity - a potentially beneficial activity for those employed within creative industries and working within agency environments. However, at a time when employees are working longer hours than before, would this be another blurring of the lines between work and home life? How is this likely to impact the value of annual leave? All important questions for employers to consider. Higher graduate salaries We’re seeing a real trend in the market for graduates asking for higher salaries. What previously would have been an £18,000 - £20,000 salary is now looking to be more in the £20,000 - £22,000+ region. This shift has been supported in our recent Linkedin poll, with 39% of respondents either requesting or willing to pay a graduate a salary of £24,000+. There are many reasons why this may be the case, from holding higher level qualifications such as a masters degree to looking to relocate to more expensive areas such as London and other cities like Birmingham. Image credit: Header: Image adapted from Photo by Oleg Magni from Pexels
Job seeker trends: April 2021
The job seeker market is an ever fluid and complex picture. It is consistently shifting, and with most roles sitting within a candidate driven market, it is important that employers keep on top of the latest trends to ensure they are best positioned to attract and retain the best talent for their business. Returning to office is more complex We have previously reported that 87% of employees want flexible working options to remain in place moving beyond 2021, with a 73% majority favouring a hybrid working model. However, with recent studies finding that the majority of employees want life to return largely to the way it was before the first lockdown last year, the picture may be more complicated for employers than originally considered. It is important to take into consideration how job roles and the sectors which people are employed in will have an impact on these beliefs. With those working in industries like finance, management and professional services holding the highest potential to work from home, it is likely employees within these sectors will want to take advantage of a flexible working pattern. Work’cation With more employees working remotely and flexibly, some are starting to question whether the possibility of a workcation is on the cards, allowing them to work remotely whilst taking a trip away from home. Allowing employees to work in different environments can play a role in reducing stress levels, encouraging new perspectives and enhancing creativity - a potentially beneficial activity for those employed within creative industries and working within agency environments. However, at a time when employees are working longer hours than before, would this be another blurring of the lines between work and home life? How is this likely to impact the value of annual leave? All important questions for employers to consider. Higher graduate salaries We’re seeing a real trend in the market for graduates asking for higher salaries. What previously would have been an £18,000 - £20,000 salary is now looking to be more in the £20,000 - £22,000+ region. This shift has been supported in our recent Linkedin poll, with 39% of respondents either requesting or willing to pay a graduate a salary of £24,000+. There are many reasons why this may be the case, from holding higher level qualifications such as a masters degree to looking to relocate to more expensive areas such as London and other cities like Birmingham. Image credit: Header: Image adapted from Photo by Oleg Magni from Pexels
about 1 month ago
By Julia Williams
Graduate salaries: What's changed?
The availability of graduate and entry-level roles took a reported 12% dip during 2020, and though the job market is gradually improving, we are seeing more companies looking to take on experienced and senior level talent rather than junior or graduate level employees. However, despite the decline in demand for junior level skills, we’re starting to see a trend in the market for graduates seeking higher salaries than pre-pandemic. What we are seeing Salaries are always variable depending on role and location, making it difficult to provide a broad picture of what we are seeing, however to provide an example … According to our salary survey, between 2019-2020 the typical starting salary for an entry-level Marketing Executive based in the Midlands averaged out at around £18,000 - £20,000. Moving to 2021, we are seeing more graduates expecting to start with a salary ranging from £20,000 - £22,000 or more. Though just a snapshot of the market, this is part of a broader trend which we will likely see more of over the coming months as the 2021 graduates enter the job market. Our thoughts We recognise that salaries change over time in line with various factors like cost of living, inflation and minimum/living wage increases, however many employees over the past 12 months have seen wage freezes as the impact of the pandemic hit. With this there appears to be a lack of congruency between what is happening in the market and some graduate expectations, which may be contributing towards some finding it difficult to source that entry/graduate level role. For instance, requesting a £21,000+ salary when you don’t have any relevant market experience, may be a sticking point with some employers, where they may be more likely to select a graduate willing to accept a lower salary to offset training and development investments. However, this is not to diminish the achievements of graduates and there are some instances where requesting a higher salary may be appropriate, such as; Holding market experience for instance through internships or a placement year. Transferring from a different industry with similar skills. Having more higher level qualifications such as a postgraduate or masters degree and industry relevant qualifications. If you are looking to relocate and require a living wage. If you are a recent graduate, we advise you take your skills and requirements into consideration before requesting a specific salary level, taking into account the long term opportunities and rewards a business may be able to offer. If you are unsure as to what the industry standards look like in different regions of the UK, you can download our salary surveys for free. Image credit: Header: Photo by Pixabay from Pexels
Graduate salaries: What's changed?
The availability of graduate and entry-level roles took a reported 12% dip during 2020, and though the job market is gradually improving, we are seeing more companies looking to take on experienced and senior level talent rather than junior or graduate level employees. However, despite the decline in demand for junior level skills, we’re starting to see a trend in the market for graduates seeking higher salaries than pre-pandemic. What we are seeing Salaries are always variable depending on role and location, making it difficult to provide a broad picture of what we are seeing, however to provide an example … According to our salary survey, between 2019-2020 the typical starting salary for an entry-level Marketing Executive based in the Midlands averaged out at around £18,000 - £20,000. Moving to 2021, we are seeing more graduates expecting to start with a salary ranging from £20,000 - £22,000 or more. Though just a snapshot of the market, this is part of a broader trend which we will likely see more of over the coming months as the 2021 graduates enter the job market. Our thoughts We recognise that salaries change over time in line with various factors like cost of living, inflation and minimum/living wage increases, however many employees over the past 12 months have seen wage freezes as the impact of the pandemic hit. With this there appears to be a lack of congruency between what is happening in the market and some graduate expectations, which may be contributing towards some finding it difficult to source that entry/graduate level role. For instance, requesting a £21,000+ salary when you don’t have any relevant market experience, may be a sticking point with some employers, where they may be more likely to select a graduate willing to accept a lower salary to offset training and development investments. However, this is not to diminish the achievements of graduates and there are some instances where requesting a higher salary may be appropriate, such as; Holding market experience for instance through internships or a placement year. Transferring from a different industry with similar skills. Having more higher level qualifications such as a postgraduate or masters degree and industry relevant qualifications. If you are looking to relocate and require a living wage. If you are a recent graduate, we advise you take your skills and requirements into consideration before requesting a specific salary level, taking into account the long term opportunities and rewards a business may be able to offer. If you are unsure as to what the industry standards look like in different regions of the UK, you can download our salary surveys for free. Image credit: Header: Photo by Pixabay from Pexels
