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Freshly squeezed Jobs
about 2 hours ago
Birmingham
Digital Marketing Executive - Paid Search
Digital Marketing Executive - Paid Search Birmingham/Hybrid - 2 days office/3 days home £30,000 - £35,000 Pitch is working with an awesome technology business who have a flexible, supportive and collaborative culture. They employ awesome people who are driven and passionate about delivering a truly fantastic service and need to bring in a fabulous Paid Search Executive to support their growth. This is an opportunity that would suit someone who has some great digital experience within a paid search role, either from an agency or in-house and who is ready to take the next step. Day to day you will be: Managing PPC campaigns. Responsible for paid social campaigns. Running Google Display campaigns. Delivering email campaigns and A/B testing. Tracking budget spend and ROI. Working as part of a growing marketing team, you will have the ability to pitch ideas and provide feedback that will be considered and listened to in order to help improve delivery and drive high quality leads for the sales teams. If you think you can make a meaningful impact within this business then we'd love to hear from you today. AA123
about 3 hours ago
Bloxham
PR Account Manager
Pitch is extremely excited to announce a brand-new partnership with Tala PR – a truly outstanding communications agency based in Oxfordshire! This highly impressive PR Agency is on the hunt for a talented and tenacious PR Account Manager to join their team and hit the ground running. TALA has experienced impressive growth over the last 18 months, and they have no plans to slow down their progress. They’re looking for like-minded professionals to be a part of their next chapter, which is where you come in! TALA is known for offering bespoke solutions to their clients, devising creative, dynamic, and visionary support for their brands. They are strategically capable, commercially astute, and invest in building a deep understanding of their clients and client’s audiences. This detail lead approach, creative thinking, and boundary-pushing style means they are always one step ahead. So, what are they looking for? + An experienced PR Account Manager with strong writing, media, and communication skills. + Knowledge in client consultation and account management. + An understanding of campaign development and creative ideation. + Exposure to business development and pitching. + Ability to support and guide junior members of the team. To be considered you will need a couple of years of experience in an agency or communications team. Experience in delivering PR campaigns, lots, and lots of writing experience. You'll be accomplished in media relations and have an ability to charm your clients. If successful you will join a team who are supportive, progressive, and committed to delivering the best work possible for their clients. You will also have a huge array of training and development opportunities, the chance to progress and develop your career quickly, as well as long-term career goals. Additionally, you will have hybrid working options, an excellent benefits package, and generous holidays.What are you waiting for? Send your CV over to me today for immediate consideration!
about 5 hours ago
Manchester
Senior Graphic Designer
Are you passionate about graphic design? Looking to take the next step into a Senior Graphic Designer role and really get creative with a company who support development? We have partnered with a market leading recruitment business in Manchester who are looking for a passionate and skilled Senior Graphic Designer to join their marketing team. Let’s cut straight to the chase …“ What will I be doing” I hear you ask ... As the lead Graphic Designer, you will assume the role of the brand guardian for all entities of the business. Working alongside the design team you'll manage and deliver creative briefs from across the group. You'll focus on new brand development and existing brand-building, You'll consistently seek new opportunities to develop and increase exposure of the company’s brands. Get your hands muddy in development, project management and the organisation of assets for digital, social and print. Work across the development of design-led, high-quality sales collateral. “Sounds good. What do I need to be considered?” Experience employed in a creative role. A background of working with senior stakeholders across multiple brands. Confident interpreting and building on brand guidelines. Happy meeting deadlines in a high-performance environment. Experience using Adobe Creative Suite. Knowledge of video production, with animation is a bonus. Attention to detail and strong organisational skills. The ability to see projects through from inception to production. “I’m sold! What benefits do I get in return?” A mix of home and office working with a relaxed dress code. Private healthcare/dental cover. Company-matched pension scheme. Extended lunch break for health and fitness activity. Close-down over Christmas. Regular social events, including free weekly drinks. Award-winning Learning & Development. Our client are looking to move quickly with this role with interviews to be held virtually with the Marketing Director. Do you have any questions about the role? Yes? Let’s have a chat - give me a call on my mobile (07375 544689) or via email (steve.s@pitchconsultants.co.uk). BB123
3 days ago
Worcestershire
Middleweight Designer
A brilliantly creative full service agency are on the search for a talented Mid-Weight Designer to join their Worcestershire team and hit the ground running! This thriving agency deliver a range of creative solutions to a variation of big brand names. They also support SMEs and local businesses too, always applying the same creative approach, exceptional attention to detail and all round exceptional creative solutions regardless of a brands size,The creative departments are super capable, supporting with point of sale, sales tools, launch packs, events and exhibitions, short videos and animations, HTML Emails, Interactive Experiences, Wordpress Portals and Gamification. So there is never a dull moment in the studio!It is essential that you have a good understanding of the world of both online and offline, are familiar with the requirements and processes involved, as well as having a keen eye for detail and a fixation with design and marketing. Their wish list includes…. At least 3 years of agency experience. Strong creative flair, versatility, conceptual/visual ability and originality. Ability to interact, communicate and present ideas with confidence to clients and colleagues. Excellent team work and interpersonal skills. A strong ability to pay attention to detail. An ability to interpret and implement client brand guidelines. Someone who's keen to stay up to date with the industry leading software and technologies. Flexible with a problem-solving aptitude. Ability to multitask, be positive when faced with challenging situations and work under pressure to tight deadlines. Coach and mentor new and more junior colleagues to enable them to be more effective in their roles. If you’re nodding your head at the above then please get in-touch today. The team, culture and business are one of a kind offering a thoughtful, flexible and supportive environment you can work and grow in. Interested? Send your CV and samples of your work today for immediate consideration. AA123
3 days ago
England
Freelance SEO Manager
I am on the hunt for a Freelance SEO Manager to join a brilliant digital agency during an exciting period of growth! The team are on the hunt for a perm hire but require some temp support in the meantime. The role will work direclty with the agencies current SEO team, leanding a hand with clients and supportng on a range of projects. Here’s a little more about what they’re looking for: Job duties and responsibilities Performing SEO audits including reviews against Google Webmaster Guidelines, automated checks and assessment, manual reviews. Crafting SEO strategies and SEO activity/improvement plans for clients. Performing keyword and other research to inform SEO planning and implementation. To implement SEO activity including, but not limited to: Technical SEO includes bot management, search console(s), sitemaps, , content markup, structured data and schema. On-page SEO includes content planning, localization, heading structure, links, redirections, accessibility, meta information, readability and URL structure. Off-page SEO including link building and authority development. Fully remote working, competitive rates. Booking for 6 – 8 weeks. Get in touch today for immediate consideration! BB123
3 days ago
Solihull
PPC/Paid Media Specialist
PPC/Paid Media Specialist Solihull - 2 days office/3 days home £35,000 doe Pitch is delighted to be supporting this growing education provider as they look to bring a paid media specialist into their team. You will be managing all paid search, paid social and display campaigns on a day to day basis, ensuring that budgets are being used correctly and are delivering ROI. You will immerse yourself into the data and insight to help shape the ongoing strategy. You will have the opportunity to develop professionally with access to courses that are funded by the business and be part of a close-knit team. To be considered for this role, you will need: Previous experience across PPC, paid social and display/re-targeting. Budget management experience where you can discuss the successes of your campaigns. A good working knowledge of Google Analytics, Google Tag Manager, Google Display Network, Google AdWords. PPC experience across Google and Bing. Ideally some knowledge of SEO. You could be an executive looking for a step up or someone working at a more senior level who is looking to be part of a team. AA123
3 days ago
Nottinghamshire
Motion Graphics Designer
Motion Graphics Designer £30,000 to £33,000 depending on experience Nottingham - Remote Pitch are proud to be working for an incredible video production agency based in Nottingham to help find their next Motions Graphic Designer. The team is already jam packed full of some fabulous creative talent, but due to new client wins and an increase in spend from existing clients, they need some more hands on deck. This is an interesting role with variety guaranteed day in and day out! You will be working across a number of client projects where your work will spread across 2D and 3D work, characters, vector graphics and illustrations. Excellent training budget to support your growth in an addition a personalised development plan. 25 days holiday, remote working and an early finish on a Friday. Your day to day could look like: Animate and creating projects from concept to production. Using your initiative and creativity to clearly develop and execute your ideas and be confident enough to pitch these ideas to clients. Presenting work in progress in a timely manner, for peer review Keeping up to date with popular culture and trends within marketing and design. The ideal candidates will have: Have a great eye for animation and 3D, motion, and a knowledge of design Be Advanced Cinema 4D skills with animation, rendering and lighting and modelling experience. Full proficiency in After Effects. Show excellent design, animation, and typography skills. An ability to visualise concepts. If you feel like this role could be what your looking for then please do not hesitate to get in contact, I’d love to hear from you. BB123
4 days ago
Derbyshire
PR & Content Executive
PR & Content Executive £19,000 - £24,000 Depending on Experience Derby - Office Based Pitch are excited to be working alongside a full service marketing agency based in Derby City Centre in recruiting their next PR and Content Executive to support the client services team in producing great marketing campaigns. Their main focus is supporting clients in the glazing, construction and property sectors, with delivering PR, social media, digital marketing and design services. But what will you be getting up to: You'll be responsible for writing inspiring and educational content, creating commutations schedules and building a network of media contacts which you will be selling into. Working across multiple accounts, working closely with Digital Marketing Experts and Account Managers, to create, curate and distribute content to wide audiences through social media, e-mail marketing, websites and press activity. Sourcing and writing content as directed by the Account Manager and in line with the strategic comms schedule. Delivering content plans and calendars on time, and as strategically directed by the Account Manager. With very ambitious growth plans for the next 2 years they will be making multiple hires and you could be one of them. They offer 28 days holiday which can increase with service, a newly renovated office which is located in the centre of Derby with parking. A tailored learning and development budget based on you and your goals. They also start your weekend earlier with an early finish on a Friday. To be considered you’ll need to have some experience in writing! This a key requirement for the position and a skill you with use daily. You could have gained your experience in a PR team, writing press releases or writing articles as a journalist. Maybe you’ve been more online orientated and delivered content for social, blogs or website copy, it’s all relevant. If you feel this is the role for you then please do not hesitate to get in contact. BB123
At our heart
4 days ago
By Lara Lee
Does one benefits package fit all?
We’ve talked a lot about benefits over the last couple of years, and boy a lot has changed here!You may have changed lots about your employee benefits package, or nothing at all, but in doing so have you considered whether its what they’re really looking for?It’s controversial to say that not everyone wants benefits like flexible working, but they don’t.Woah there! Allow us to explain ourselves.In putting together your benefits package, have you considered the individual needs of your team and the generational differences which may define them.Benefits packages aren’t always one size fits all, and it’s always wise to take into account the broad mix of generations and values which make your workforce so unique.Historical generational differences for …Baby boomers (1946 - 1964) - Have historically valued salary levels, health insurance and retirement plans.Generation X (1965 - 1980) - Have historically valued job security, a work/life balance, advancement and professional growth within a company.Millennials (1981 - 1997) - Freedom to work with autonomy and flexibility, professional growth and development within a company and paid time off.Fun fact: With millennials projected to now account for around 50% of the workforce, is your benefits package tailored to their needs?With a workforce of unique characteristics your benefits package shouldn’t be run of the mill. In putting one together it may be worth establishing what your workforce values, and would benefit from. You could ask for their thoughts individually, or to maintain anonymity, implement a survey around the office, ensuring everyone has input into what their benefits package should look like. Doing this would also enable employees to feel they’re playing a role in the way the company is run, boosting perceptions of culture and inclusivity which is bound to help internal recruitment and employee retention.Image credit:Header: Photo by RF._.studio: https://www.pexels.com/photo/woman-writing-on-her-notebook-3059747/
Does one benefits package fit all?
We’ve talked a lot about benefits over the last couple of years, and boy a lot has changed here!You may have changed lots about your employee benefits package, or nothing at all, but in doing so have you considered whether its what they’re really looking for?It’s controversial to say that not everyone wants benefits like flexible working, but they don’t.Woah there! Allow us to explain ourselves.In putting together your benefits package, have you considered the individual needs of your team and the generational differences which may define them.Benefits packages aren’t always one size fits all, and it’s always wise to take into account the broad mix of generations and values which make your workforce so unique.Historical generational differences for …Baby boomers (1946 - 1964) - Have historically valued salary levels, health insurance and retirement plans.Generation X (1965 - 1980) - Have historically valued job security, a work/life balance, advancement and professional growth within a company.Millennials (1981 - 1997) - Freedom to work with autonomy and flexibility, professional growth and development within a company and paid time off.Fun fact: With millennials projected to now account for around 50% of the workforce, is your benefits package tailored to their needs?With a workforce of unique characteristics your benefits package shouldn’t be run of the mill. In putting one together it may be worth establishing what your workforce values, and would benefit from. You could ask for their thoughts individually, or to maintain anonymity, implement a survey around the office, ensuring everyone has input into what their benefits package should look like. Doing this would also enable employees to feel they’re playing a role in the way the company is run, boosting perceptions of culture and inclusivity which is bound to help internal recruitment and employee retention.Image credit:Header: Photo by RF._.studio: https://www.pexels.com/photo/woman-writing-on-her-notebook-3059747/
7 days ago
By Heidi Moreby
Improving company culture starts with professional development
We’re big advocates of companies using their culture as a tool to hire great people. It’s through putting their Heart+Soul out there that they’re able to differentiate against the competition and add some personality behind their brand.Having a strong culture is so important in attracting and retaining talent today. Job seekers are increasingly reprioritising and structuring their professional lives around their personal values, and are seeking out companies with a strong culture which enable and support them.But culture isn’t just a fancy workspace, a fridge full of food and the occasional team outing. It’s about how the leadership team embody company values, support employees are able to address complex issues in the right way.These are all dynamics which can’t be brought with the company credit card and delivered next day (sorry). They take time and personal investment.To put it simply, improving culture starts at the heart of a business, through training and development.LinkedIn Global Talent Trends 2022 report identifies 5 key areas businesses should be investing in to improve workplace culture:Professional Development Opportunities - 59%Flexible work support - 48%Mental Health and Wellness - 42%Training managers to lead remote teams - 35%Diversity and inclusion - 26%Though just the tip of the culture iceberg, getting leadership within a business right is the foundation for creating a great company culture which attracts and retains employees.
Improving company culture starts with professional development
We’re big advocates of companies using their culture as a tool to hire great people. It’s through putting their Heart+Soul out there that they’re able to differentiate against the competition and add some personality behind their brand.Having a strong culture is so important in attracting and retaining talent today. Job seekers are increasingly reprioritising and structuring their professional lives around their personal values, and are seeking out companies with a strong culture which enable and support them.But culture isn’t just a fancy workspace, a fridge full of food and the occasional team outing. It’s about how the leadership team embody company values, support employees are able to address complex issues in the right way.These are all dynamics which can’t be brought with the company credit card and delivered next day (sorry). They take time and personal investment.To put it simply, improving culture starts at the heart of a business, through training and development.LinkedIn Global Talent Trends 2022 report identifies 5 key areas businesses should be investing in to improve workplace culture:Professional Development Opportunities - 59%Flexible work support - 48%Mental Health and Wellness - 42%Training managers to lead remote teams - 35%Diversity and inclusion - 26%Though just the tip of the culture iceberg, getting leadership within a business right is the foundation for creating a great company culture which attracts and retains employees.
13 days ago
By Lara Lee
How rising marketing budgets will impact recruitment
Marketing budgets are on the rise (woo!), with almost a quarter (24.1%) of companies reporting to have increased their marketing spend during the first quarter of 2022 - the highest since 2014.Despite challenges businesses continue to face around Covid and inflation, they’re positive on the whole about their future outlook. With 33.1% of surveyed companies expecting further growth to their marketing budgets during 2022/23.How does investment impact recruitment?Though increasing budgets are not always an indication that companies are looking to hire, it does show that they’re either experiencing growth, are looking to grow or may be re-focussing their marketing strategy.With this often comes a need to increase team sizes or hire people with specialist skills. But where can we expect to see some of this demand come from?EventsAfter a turbulent few years, many events are back up and running. Marketing investment has increased by 18.7% as a result, and more jobs are entering the market, with Indeed showing positive growth in positions for Events Managers and event marketing at the end of Q1 (2022).AdvertisingMain media advertising has seen the highest growth in investment, which has largely been bolstered by increases in online spending (18.6%), alongside video (9%).Consistent with the rise in e-commerce and brands shifting to a digital environment, we’ve seen a steady and gradual increase in demand for Paid Media Managers, PPC Executives and Facebook Ad Specialists to name a few, demonstrating the shift in focus to a digital landscape is influencing recruitment.Public RelationsWhilst investment into PR has only seen a marginal growth of 0.6%, we’ve seen a substantial increase in demand for PR professionals over the course of 2022 so far. This is likely due to the integration of media in the PR sector, which is making the picture surrounding PR investment unclear. For instance many agencies will focus their attention on paid media, PPC or Content Marketing, hiring people with more specialist rather than traditional skillsets to execute campaigns.Image credit:Header: Image adapted from Photo by fauxels from Pexels: https://www.pexels.com/photo/photo-of-man-sitting-in-front-of-people-3184299/
How rising marketing budgets will impact recruitment
Marketing budgets are on the rise (woo!), with almost a quarter (24.1%) of companies reporting to have increased their marketing spend during the first quarter of 2022 - the highest since 2014.Despite challenges businesses continue to face around Covid and inflation, they’re positive on the whole about their future outlook. With 33.1% of surveyed companies expecting further growth to their marketing budgets during 2022/23.How does investment impact recruitment?Though increasing budgets are not always an indication that companies are looking to hire, it does show that they’re either experiencing growth, are looking to grow or may be re-focussing their marketing strategy.With this often comes a need to increase team sizes or hire people with specialist skills. But where can we expect to see some of this demand come from?EventsAfter a turbulent few years, many events are back up and running. Marketing investment has increased by 18.7% as a result, and more jobs are entering the market, with Indeed showing positive growth in positions for Events Managers and event marketing at the end of Q1 (2022).AdvertisingMain media advertising has seen the highest growth in investment, which has largely been bolstered by increases in online spending (18.6%), alongside video (9%).Consistent with the rise in e-commerce and brands shifting to a digital environment, we’ve seen a steady and gradual increase in demand for Paid Media Managers, PPC Executives and Facebook Ad Specialists to name a few, demonstrating the shift in focus to a digital landscape is influencing recruitment.Public RelationsWhilst investment into PR has only seen a marginal growth of 0.6%, we’ve seen a substantial increase in demand for PR professionals over the course of 2022 so far. This is likely due to the integration of media in the PR sector, which is making the picture surrounding PR investment unclear. For instance many agencies will focus their attention on paid media, PPC or Content Marketing, hiring people with more specialist rather than traditional skillsets to execute campaigns.Image credit:Header: Image adapted from Photo by fauxels from Pexels: https://www.pexels.com/photo/photo-of-man-sitting-in-front-of-people-3184299/
19 days ago
By Rebecca Thomas
Why and what to ask following “do you have any questions”
The interview is nearly over, you think you’ve aced it! And then you’re asked “Do you have any questions”.The answer to this question should always be yes.Not only because it shows the interviewer that you’re interested and engaged in the company and role, but because it gives you a chance to learn about where you could be working and discover whether it is truly the perfect fit for you.Always remember that interviews are a two-way street, and this final question is your chance to interview the employer, not just to address anything that needs clarifying.Before going into the interview it would be wise to prepare some questions to ask.Questions for clarity+ What would be my key priorities over the first few months?+ What kind of software/hardware will I be working with? And what tools will be in place to help me learn them if I need to?+ What is your policy on flexible working? And what are your expectations around this?+ How has this role come around?+ What will be my biggest challenge in this role?+ What are the next steps in the interview process?+ If it’s not clear - what are you expecting to pay the successful applicant?Questions about culture+ How would your team describe the culture here?+ What type of people are successful here?+ What do you enjoy the most about working here?+ What are your core values and how do you ensure you live up to them?+ Why have people left the company previously?Questions about personal development and growth+ How can I contribute towards the company vision over the next year to 3 years?+ How do you help your team to up-skill and develop?+ What does your team look like in the next 3 years?+ Will there be any training on offer to me?+ Are there promotion opportunities within this role?The list about what you can ask is truly endless and will help to guide you towards a stronger understanding of the company, it’s culture and opportunities for the future. Once all of your questions have been answered, don’t forget to wrap things up with a positive statement about your interest in the role, thanking them for their time and most importantly what the next steps are in the process.Image credit: Header: Image adapted from Photo by Edmond Dantès: https://www.pexels.com/photo/man-woman-laptop-office-4344878/
Why and what to ask following “do you have any questions”
The interview is nearly over, you think you’ve aced it! And then you’re asked “Do you have any questions”.The answer to this question should always be yes.Not only because it shows the interviewer that you’re interested and engaged in the company and role, but because it gives you a chance to learn about where you could be working and discover whether it is truly the perfect fit for you.Always remember that interviews are a two-way street, and this final question is your chance to interview the employer, not just to address anything that needs clarifying.Before going into the interview it would be wise to prepare some questions to ask.Questions for clarity+ What would be my key priorities over the first few months?+ What kind of software/hardware will I be working with? And what tools will be in place to help me learn them if I need to?+ What is your policy on flexible working? And what are your expectations around this?+ How has this role come around?+ What will be my biggest challenge in this role?+ What are the next steps in the interview process?+ If it’s not clear - what are you expecting to pay the successful applicant?Questions about culture+ How would your team describe the culture here?+ What type of people are successful here?+ What do you enjoy the most about working here?+ What are your core values and how do you ensure you live up to them?+ Why have people left the company previously?Questions about personal development and growth+ How can I contribute towards the company vision over the next year to 3 years?+ How do you help your team to up-skill and develop?+ What does your team look like in the next 3 years?+ Will there be any training on offer to me?+ Are there promotion opportunities within this role?The list about what you can ask is truly endless and will help to guide you towards a stronger understanding of the company, it’s culture and opportunities for the future. Once all of your questions have been answered, don’t forget to wrap things up with a positive statement about your interest in the role, thanking them for their time and most importantly what the next steps are in the process.Image credit: Header: Image adapted from Photo by Edmond Dantès: https://www.pexels.com/photo/man-woman-laptop-office-4344878/
22 days ago
By Steve Smaylen
Q2: Marketing recruitment is going from strength to strength
Despite rising costs, marketers across the UK are pointing to a strong Q2 for recruitment.38.8% of marketers are reporting strong hiring intentions across their business for the quarter with only 7.1% predicting job losses.Continued growth is fantastic news for in-house and agency businesses alike, however their ability to hire for key skillsets may still be a challenge, and these challenges should be considered when crafting the recruitment plan and timeline.Here’s what we’re seeing around hiring Marketers:Be mindful around time to hire:As of March (2022) the average time to hire for in-house teams is 31.7 days and 24.9 days for agencies. Whilst the average time to hire has shrunk since the start of the year, indicating some of the issues around talent acquisition may be lifting, we typically see this time increase as we enter the late spring and summer months as holidays and annual leave become more present.In recruiting, we’re asking businesses to be mindful of the time to hire and how this is likely to impact their business. If there’s an urgent requirement, such as a staff absence due to sickness or a sudden influx of work, utilising alternative options such as freelance or FTC’s could be a viable alternative to tight timelines.Some skillsets are taking longer to hire:Marketing is a wide field and within it there are multiple specialisms. When it comes to the more specialist skillsets (SEO, PPC, Paid Media) we can expect the average time to hire to take longer than a Marketing Executive, for instance, due to shortages of talent in these fields.Due to these shortages, being competitive in your salary and benefits package is vital to candidate attraction with these skillsets. You can read more about this in our 2022 recruitment trends report.Looking for a junior?If you’re considering taking on a junior during Q2, then you may be in luck. During May to June we begin to see more graduates entering the market eager to put their degrees to use.But when looking for a junior, don’t fall into the trap of wanting years worth of experience. Whilst some may have had prior work experience, a placement year or the odd bit of interning here and there, many are likely to have been hindered by the pandemic and reduction in job opportunities.Looking to boost your marketing team?You could take a peak at the services we offer, but to get a true understanding of the Pitch experience and how we can help you, then speaking with our team is probably best.Image credit:Header image: Adapted from Photo by Polina Zimmerman: https://www.pexels.com/photo/woman-in-red-and-black-floral-dress-using-macbook-3746939/
Q2: Marketing recruitment is going from strength to strength
Despite rising costs, marketers across the UK are pointing to a strong Q2 for recruitment.38.8% of marketers are reporting strong hiring intentions across their business for the quarter with only 7.1% predicting job losses.Continued growth is fantastic news for in-house and agency businesses alike, however their ability to hire for key skillsets may still be a challenge, and these challenges should be considered when crafting the recruitment plan and timeline.Here’s what we’re seeing around hiring Marketers:Be mindful around time to hire:As of March (2022) the average time to hire for in-house teams is 31.7 days and 24.9 days for agencies. Whilst the average time to hire has shrunk since the start of the year, indicating some of the issues around talent acquisition may be lifting, we typically see this time increase as we enter the late spring and summer months as holidays and annual leave become more present.In recruiting, we’re asking businesses to be mindful of the time to hire and how this is likely to impact their business. If there’s an urgent requirement, such as a staff absence due to sickness or a sudden influx of work, utilising alternative options such as freelance or FTC’s could be a viable alternative to tight timelines.Some skillsets are taking longer to hire:Marketing is a wide field and within it there are multiple specialisms. When it comes to the more specialist skillsets (SEO, PPC, Paid Media) we can expect the average time to hire to take longer than a Marketing Executive, for instance, due to shortages of talent in these fields.Due to these shortages, being competitive in your salary and benefits package is vital to candidate attraction with these skillsets. You can read more about this in our 2022 recruitment trends report.Looking for a junior?If you’re considering taking on a junior during Q2, then you may be in luck. During May to June we begin to see more graduates entering the market eager to put their degrees to use.But when looking for a junior, don’t fall into the trap of wanting years worth of experience. Whilst some may have had prior work experience, a placement year or the odd bit of interning here and there, many are likely to have been hindered by the pandemic and reduction in job opportunities.Looking to boost your marketing team?You could take a peak at the services we offer, but to get a true understanding of the Pitch experience and how we can help you, then speaking with our team is probably best.Image credit:Header image: Adapted from Photo by Polina Zimmerman: https://www.pexels.com/photo/woman-in-red-and-black-floral-dress-using-macbook-3746939/
26 days ago
By Heidi Moreby
A recruiters take on the four-day week
After a couple of weeks of working four days, how’re you feeling?Thousands of workers are set to trial a four-day working week from June (2022), to examine working patterns and productivity, focussing on output rather than the hours worked approach we’ve all become used to.The trial comes after many companies have shifted working patterns in light of the Covid-19 pandemic, and workers have likewise adjusted their expectations and beliefs around what work should look like.But what are our thoughts on the four-day week as recruiters?Employee attractionCompanies who have adopted more flexible and hybrid approaches to work post pandemic have been able to attract talent more effectively than those who returned to the full-time office model. Should companies be able to offer a four-day week, provided productivity remains high and salaries are representative of a five-day model, we anticipate it to be a huge benefit for employee attraction, especially in today’s candidate driven market.Employee retentionIt’s not all about new people. In similar studies in Iceland a four-day week was seen to help workers to feel less stressed and at risk of burnout, alongside improving their health and work-life balance. Happier employees can lead to higher levels of staff retention, helping to cut down on recruitment costs and time invested into hiring and training replacements.Company growthWe’ve all heard stories about how remote working increases employee productivity, but does it really have a knock on impact on company growth?Following implementing a 4-day week THRYVE (a London based tech company) saw sales increase by 30%. The additional day off holds the potential to also increase consumer spending, increasing high-street sales by a projected 20%.With higher profitability and demand, often comes the need to recruit and expand teams, having a positive impact on company growth in the longer-term.On the flip sideOf course adopting a four-day week doesn’t come without it’s risks, and despite its popularity some longer term concerns continue to niggle in the back of business owners and some employees minds, especially:How will workers maintain the balance of 5 days work across 4 days? Will this contribute to more stress in the longer term?Depending on how it’s arranged, will businesses miss out on potential opportunities if there isn’t manpower in the office to pick up requirements.What are your thoughts on the four-day week? Have you been able to successfully implement it? We’d be keen to hear your feedback on our poll.
A recruiters take on the four-day week
After a couple of weeks of working four days, how’re you feeling?Thousands of workers are set to trial a four-day working week from June (2022), to examine working patterns and productivity, focussing on output rather than the hours worked approach we’ve all become used to.The trial comes after many companies have shifted working patterns in light of the Covid-19 pandemic, and workers have likewise adjusted their expectations and beliefs around what work should look like.But what are our thoughts on the four-day week as recruiters?Employee attractionCompanies who have adopted more flexible and hybrid approaches to work post pandemic have been able to attract talent more effectively than those who returned to the full-time office model. Should companies be able to offer a four-day week, provided productivity remains high and salaries are representative of a five-day model, we anticipate it to be a huge benefit for employee attraction, especially in today’s candidate driven market.Employee retentionIt’s not all about new people. In similar studies in Iceland a four-day week was seen to help workers to feel less stressed and at risk of burnout, alongside improving their health and work-life balance. Happier employees can lead to higher levels of staff retention, helping to cut down on recruitment costs and time invested into hiring and training replacements.Company growthWe’ve all heard stories about how remote working increases employee productivity, but does it really have a knock on impact on company growth?Following implementing a 4-day week THRYVE (a London based tech company) saw sales increase by 30%. The additional day off holds the potential to also increase consumer spending, increasing high-street sales by a projected 20%.With higher profitability and demand, often comes the need to recruit and expand teams, having a positive impact on company growth in the longer-term.On the flip sideOf course adopting a four-day week doesn’t come without it’s risks, and despite its popularity some longer term concerns continue to niggle in the back of business owners and some employees minds, especially:How will workers maintain the balance of 5 days work across 4 days? Will this contribute to more stress in the longer term?Depending on how it’s arranged, will businesses miss out on potential opportunities if there isn’t manpower in the office to pick up requirements.What are your thoughts on the four-day week? Have you been able to successfully implement it? We’d be keen to hear your feedback on our poll.
