Connecting...
Our Latest Jobs
36 minutes ago
United Kingdom
Digital Director
I’m looking for a Digital Director/ Head of Digital to join a growing agency based in the West Midlands region. The team are looking for a commercially orientated leader who is keen to be part of the agencies growth, development and future. This role is currently very confidential, hence the brief description. Call me today to find out more – 0121 270 4080
about 1 hour ago
Worcestershire
Marketing Communications Manager
Marketing Communications Manager £40,000 West Midlands / Worcestershire / South Birmingham Pitch are working exclusively with a growing brand in the Midlands to find an experienced and creative Communications Manager. The successful candidate will be responsible for creating and implementing the communication strategy and managing a small team to deliver agreed campaigns. The Communications Manager will be responsible for: Creating the annual communications strategy and seasonal plans Managing a small team and owning the comms budget Managing the company’s brand reputation across all channels Managing the digital presence across website and social media platforms Owning external supplier relationships (PR and Digital agencies) Maximising growth across e-commerce channels Producing a range of assets including brochures, video’s and advertising Management of key stakeholder relationships This is a great opportunity to really own the consumer facing communications for a well-known and growing brand, getting involved at both a strategic and tactical level. You will require previous experience in developing and delivering fully integrated consumer facing marketing communications and will have a thorough understanding of digital, e-commerce and social media channels. This is a critical hire for our client who are welcoming immediate applications. Initial interviews are likely to be held via video conference. BB123
about 5 hours ago
Neal's Green
PPC Executive
Pitch are partnered with a specialist digital media agency in Warwickshire and we’re helping them to secure some PPC talent for their team. They’re looking for a Paid Search/ PPC Executive to join their growing digital team. As the PPC Executive, you’ll be getting involved with the day-to-day operations of the Paid Media team where you’ll work on PPC, social and other digital platforms. You will be responsible for: Reporting on analytics within the digital media team and providing insight to clients. Social Media campaigns across multiple platforms including Twitter, Facebook and Pinterest. Liaising and meeting with clients and managing their accounts. Supporting the senior digital team with planning and research. PPC campaign builds, optimisations and implementation. You should already have: Google Analytics experience and knowledge. Understanding of PPC campaigns and experience using social media channels to run paid activity. Ideally, you’ll have some experience within a digital marketing environment. Willingness to want to work within a busy agency environment with the ability to adapt and solve problems quickly. To be considered for this role, apply with your CV today. CC123
about 5 hours ago
Greater Manchester
Web developer | Flexible working
£30,000 - £35,000 Pitch are supporting an impressive B2B digital agency who have seen impressive growth in recent months and in order to meet the demand they're looking to grow their development offering. My client have an impressive client base covering inbound marketing and extensive HubSpot support. Joining this agency, you will be responsible for designing and delivering the backend, front end and infrastructure of web applications and integrations for all their clients. Requirements: + Strong HTML, CSS, Javascript & PHP skills. + Able to write clean and maintainable code. + Site migration from one CMS to another. + Developing websites for CRM platforms. + Building API integration. + Experience working with third-party integrations. + Knows the latest trends in the world of web development. Desirable skills: + Experience or understanding of UX Design, including wireframing using Sketch. + Ecommerce experience. + Experience building within Hubspot CMS, and working with HubSpot API + Loves working with Javascript libraries. + IA experience or knowledge. Key skills: + Great communicator. + Self motivated and proactive, especially in a remote working environment. + Solid experience problem solving. + Ability to work within a dynamic workflow. + An ability to effectively collaborate within a remote team environment. Whilst currently our client is working primarily remote, they are looking to move operations onsite. The ideal candidate would be able to work 1-2 days from the office, however there is scope for a fully-remote role for the right candidate. This is a great role for a full stack developer who's skillset leans heavier on the front end side. If this sounds like the perfect opportunity for you, and you want to be a part of entrepreneurial & dynamic team, then apply with your CV and let's discuss! AA123
about 9 hours ago
Birmingham
Senior Digital Marketing Manager
Senior Digital Marketing Manager required to join an extremely impressive Birmingham based marketing agency. The team is looking for a strategically orientated marketer to join the business and play a key role in the development of their digital offering. The agency's digital offering has advanced at a phenomenal rate and due to new client wins and increasing work from existing brands, they need to bring more talent into the team. So, what does the role involve? This senior management role will play a key part in the development, discovery, and planning of client’s campaigns. You will work closely with the agency's large selection of B2B clients, offering data drive insights and creative solutions to solve their digital challenges. The agency's clients require a range of different digital solutions so you will be required to have knowledge in an extensive array of marketing activity. Inclusive but not limited to the following - SEO, PPC, and paid marketing solutions, lead generation, content strategy, social planning, and email marketing. This is a new role to the agency so the team is looking for an enthusiastic digital professional who can bring ideas, challenge thinking, and deliver results. It’s a great opportunity to really progress your career and be part of the agency's digital evolution. If that’s not enough to excite you they also offer a great benefits package, flexible working, and have a driven and enthusiastic team who are keen to learn from them. Apply today for immediate consideration. Pitch has exclusively partnered with this agency to deliver them the best possible digital talent in the market. To find out more call – 0121 270 4080
3 days ago
West Midlands
DIgital Marketing Analyst
Pitch are currently supporting a global brand in securing a new Digital Marketing Analyst to join their West Midlands based team. Due to the current climate, this role will be home based initially, but will move into a flexible working pattern in the (hopefully) near future. The business has thrived in the past year and have future plans to increase their headcount in the coming months. As a market leader in their category, they are continuously looking at their data to find new and innovative ways to improve their customer experiences and reach. This role will report into a supportive Marketing Manager and will work alongside a brilliant team of digital marketing professionals. Key responsibilities will include: Monitoring marketing activity performance across social media platforms, primarily Facebook, Instagram and Pinterest. Utilising Google Analytics to monitor overall online performance. Gather, analyse and report on set data across various digital channels of the business. Using data, provide suggested solutions for moving forward to improve brand activity and customer experiences. Research competitor activity, identifying new areas of opportunity for the brand. Deep dive into data to discover consumer trends. Analyse data in the company CRM system providing feedback on areas for improvement and growth. As this business grows, so will this role! If you are an experienced Marketing Analyst who is looking for a new challenge then please apply today. Online interviews will take place in October. AA123
3 days ago
Birmingham
SEO Manager | Digital Content Agency
Pitch are working with a a well established Creative & Digital Content agency, based in Birmingham. The agency have not been slowing down throughout the pandemic as they have taken on plenty of new clients. We are looking to hire an agency-specialist SEO Manager, to lead on their SEO activity. The role will be client-facing and you will collaborate with other specialists and in particular content creators to deliver business objectives. The SEO Manager role will be responsible for: • Implement, deliver, and improve an SEO strategy, including campaign work Regular technical audits and keyword research to improve traffic and visibility Develop link building/outreach campaigns Make recommendations to the content team to drive search results Improve on-page/off-page and technical SEO Build out an SEO team. The ideal candidate for this SEO Manager will have proven experience in improving SEO performance and delivering successful SEO strategies, whilst working directly with clients. In addition: Hands-on SEO strategic implementation Strong technical software skills: Google Analytics and other SEO specialist software Able to create reports to demonstrate performance For more information get in touch with Pitch.
3 days ago
Nottingham
Social Media Manager | PR Agency
Pitch are delighted to be working with one of our existing PR consultancy clients to support their ongoing growth and help them to attract a Social Media Manager. Our client work with a broad portfolio of brands across a range of sectors including home & lifestyle, retail, leisure and food as well as construction and professional services. The Social Media Manager will be joining an established team who pride themselves on providing exceptional levels of service. Duties will include: Acting as Social Media lead delivering B2B and B2C integrated communications campaigns for a wide range of clients. Driving forward new strategies and ensuring that all messaging is on brand and on target Creating engaging and compelling social content Analysing and improving the effectiveness of campaigns across all social platforms. Pitching new ideas to clients Developing a Paid Social Services Business Plan As well as having the relevant experience of leading in a social media position previously, our client are looking to appoint an individual who also demonstrates an agency background and the ability to manage multiple projects simultaneously. You will naturally be passionate about staying up to date with the latest trends and innovations in social media and be creative in your approach and dedicated to helping develop colleagues in social best practice. In return, our client offers a supportive working environment, a true willingness to develop their team and a flexible working programme. If you are commercially aware and have a genuine desire to progress your digital marketing career within a boutique environment, please get in touch immediately. AA123
Our Latest Opinions
3 days ago
By Sally Sephton
How SMEs can adapt to attract talent
Despite a dip in growth during August, SMEs are generally optimistic around long-term economic recovery, with job cuts in SMEs starting to slow compared to larger companies and growth projected across key areas like IT, Tech, Manufacturing and Digital sectors. Our market research highlighted digital and tech to be key sectors for growth during the latter phase of 2020, with 72% of UK tech businesses seeing a substantial growth in demand, implementing technologies which help to boost efficiency and productivity across the B2B and B2C market. Whilst we do not anticipate the job market to magically rebound overnight, we are already starting to see some signs of recovery across the marketing and creative sector. From speaking to our clients this either presents its self in one of two ways for SMEs. They have experienced a large increase in business and require a larger team to keep up with demand. There is a significant skill shortage following making earlier redundancies. What is different about attracting talent today for SMEs: The candidate market is significantly different compared to six months ago. Not only are there now significantly more candidates in the market, causing hiring processes to often take longer, but candidate needs and expectations of employers has shifted drastically. We address some of these changes in our job seeker intentions report but to summarise some of our most impactful findings: The volume of applications has increased substantially. We have seen anything between a 70% - 150% increase in applicants depending on the role. Only 12.79% of candidates prefer to be interviewed fully in person. Only 5% of candidates are not looking for flexible working benefits. To save employers money candidates are happy to have reductions in their benefit package, with company days out, activities and healthcare plans the top options to be removed. What makes SMEs unique? SMEs are in a unique space in the market, due to their smaller team sizes they are often able to be more agile than larger organisations and therefore are able to innovate or bounce back at a faster pace - prompting an increase in recruitment demand in these sectors. However because of their size, and prospective rapid growth, often conducting internal recruitment processes within these organisations can be a complex task - where knowing what your really require and having the time and technical resources to source staff can be difficult. Providing you with access Right now one of the biggest challenges SMEs have in adapting to the new market is access to digital resources like video platforms to conduct remote interviews and effective applicant tracking systems (ATS) to manage the influx of candidates. Investing in these technologies for a (potential) one off or short-term run of hiring can often not be the most efficient use of financial resources. To help those businesses who may need some added help adapting to the modern market we have introduced a range of recruitment options for clients, which include standard recruitment practices all the way up to access to our video interviewing platform Pitch+. Providing you with insight We don’t like to consider ourselves to be the typical sales driven recruiter. Sales are of course important to us, but what is more vital is that we provide the right candidates for businesses, a failure to do this can not only cost you time but money also in seeking to replace an unsuitable candidate. A key step in this process is getting to understand businesses and their short/long-term vision. To cut a long story short, if we feel like the proposed job title isn’t absolutely perfect for the business, we will let businesses know how they could potentially better position the role to attract the best candidates and meet their long-term objectives. At Pitch we like to work in partnership with all of our clients, because we believe SME recruitment often requires a more personalised and consultative approach compared to larger organisations. If you are in a position where you are looking recruit, feel free to reach out to one of our consultants to find out how our partnership approach may benefit you in todays market and longer-term. Image Credit: Header: Photo by icon0.com from Pexels
How SMEs can adapt to attract talent
Despite a dip in growth during August, SMEs are generally optimistic around long-term economic recovery, with job cuts in SMEs starting to slow compared to larger companies and growth projected across key areas like IT, Tech, Manufacturing and Digital sectors. Our market research highlighted digital and tech to be key sectors for growth during the latter phase of 2020, with 72% of UK tech businesses seeing a substantial growth in demand, implementing technologies which help to boost efficiency and productivity across the B2B and B2C market. Whilst we do not anticipate the job market to magically rebound overnight, we are already starting to see some signs of recovery across the marketing and creative sector. From speaking to our clients this either presents its self in one of two ways for SMEs. They have experienced a large increase in business and require a larger team to keep up with demand. There is a significant skill shortage following making earlier redundancies. What is different about attracting talent today for SMEs: The candidate market is significantly different compared to six months ago. Not only are there now significantly more candidates in the market, causing hiring processes to often take longer, but candidate needs and expectations of employers has shifted drastically. We address some of these changes in our job seeker intentions report but to summarise some of our most impactful findings: The volume of applications has increased substantially. We have seen anything between a 70% - 150% increase in applicants depending on the role. Only 12.79% of candidates prefer to be interviewed fully in person. Only 5% of candidates are not looking for flexible working benefits. To save employers money candidates are happy to have reductions in their benefit package, with company days out, activities and healthcare plans the top options to be removed. What makes SMEs unique? SMEs are in a unique space in the market, due to their smaller team sizes they are often able to be more agile than larger organisations and therefore are able to innovate or bounce back at a faster pace - prompting an increase in recruitment demand in these sectors. However because of their size, and prospective rapid growth, often conducting internal recruitment processes within these organisations can be a complex task - where knowing what your really require and having the time and technical resources to source staff can be difficult. Providing you with access Right now one of the biggest challenges SMEs have in adapting to the new market is access to digital resources like video platforms to conduct remote interviews and effective applicant tracking systems (ATS) to manage the influx of candidates. Investing in these technologies for a (potential) one off or short-term run of hiring can often not be the most efficient use of financial resources. To help those businesses who may need some added help adapting to the modern market we have introduced a range of recruitment options for clients, which include standard recruitment practices all the way up to access to our video interviewing platform Pitch+. Providing you with insight We don’t like to consider ourselves to be the typical sales driven recruiter. Sales are of course important to us, but what is more vital is that we provide the right candidates for businesses, a failure to do this can not only cost you time but money also in seeking to replace an unsuitable candidate. A key step in this process is getting to understand businesses and their short/long-term vision. To cut a long story short, if we feel like the proposed job title isn’t absolutely perfect for the business, we will let businesses know how they could potentially better position the role to attract the best candidates and meet their long-term objectives. At Pitch we like to work in partnership with all of our clients, because we believe SME recruitment often requires a more personalised and consultative approach compared to larger organisations. If you are in a position where you are looking recruit, feel free to reach out to one of our consultants to find out how our partnership approach may benefit you in todays market and longer-term. Image Credit: Header: Photo by icon0.com from Pexels
6 days ago
By Harry Silvester
Adapt, don’t cut your marketing budget
As businesses are engaging in restructures to become more lean and cost efficient in a tough economic environment, marketing departments are often the first to feel the brunt of cutbacks. According to research, 44% of marketing budgets have been cut so far during 2020, with 11% facing reductions of more than 15%. These cut backs can take a variety of forms, from reducing paid budgets to cutting back on staff. We appreciate that businesses are looking to do what is best for their financial survival right now, which is why we are not going to write the article which tells you why you shouldn’t cut back on these budgets. Instead we are going to tell you to adapt. Why should I adapt my marketing budgets? Our recent podcast with Kieran S-Lawler (Head of Content and Social Media at Hallam) addressed the need for marketers and brands to be consistently adapting to the markets which they operate in, a failure to continually invest in marketing in some form can place you at a competitive disadvantage. Whilst many marketers are now shifting away from previous “targeted social good messages”, reverting back into their old sales driven propositions, it is important to remember there is no on or off switch for what we have seen over the past 10 months. To compete in current markets it is vital that brands and marketers leverage what they have built during the first half of the year and build upon it, to use their brand as a tool to generate sales and growth. To cut it short, a failure to invest in your brand through marketing channels could have a negative impact on your market competitiveness and long-term business prospects. Where is marketing going? Our latest insight document on the Autumn 2020 job market addressed a key insight that requirements for digital and technical skills are on the increase. This is not surprising as 56% of marketers have changed the way they approach marketing as a result Covid-19, opting to concentrate more on digital channels. As a result we have seen more roles which demand specialist skillsets, who are able to provide companies with maximum return for hiring investment. Specifically, we have seen large increases across the following: Front & Back-end development 2020 has been a huge year for eCommerce growth, with 44% of consumers increasing their online shopping habits, commercial brands are having to adapt to new digital environments. As part of this adaptation we are seeing a large increase in demand for front and back-end developers with experience across key platforms like Shopify and Magento, who are able to modernise company websites and help implement online sales channels. This is likely to become an increasingly important need for businesses as the festive period approaches and longer-term. As a result, we strongly advise those businesses who are not yet operating within a digital sales funnel to consider whether this may be something they are willing to invest in to help propel growth during the final quarter of 2020. Analytics and data analysis It is only right that as businesses become more conscious about what they are spending, they want to ensure it is going into the right channels and is hitting their core markets to deliver a financial return. This is rightly impacting how businesses invest across Marketing departments, with a higher emphasis placed on securing analytics and data experts to ensure businesses are on the right track and are able to provide a solutions driven approach to marketing. If you feel as though your business needs some guidance with how to move forwards it may be wise to invest some of your hiring budget in an analytics and data expert. Specialist marketing skills Businesses want to get as much return for their money as possible at the moment, so hiring specialist talent is a key way to ensure you are able to complete specific projects to the highest of quality. Our recent blog addressed that we are seeing key increases in demand for PPC, SEO, Social Media, CRM and eCommerce roles, which is in part driven by companies looking to enhance their digital presence to compete in a more digitally active consumer society. If you are looking to enhance your digital presence in a specific way; perhaps you want to improve your SEO ranking or website user experience, then hiring a marketing specialist could be a key way to ensure you are able to achieve this vision. If you are considering hiring across these disciplines we advise you to make a balanced judgement about who you may need and for how long. We are able to provide both temporary and permanent recruitment solutions to suit your needs and requirements. For more information about what may suit you best, you can view our blog on recruitment solutions or get in touch with us directly. Image credit: Header: Photo by Karolina Grabowska from Pexels
Adapt, don’t cut your marketing budget
As businesses are engaging in restructures to become more lean and cost efficient in a tough economic environment, marketing departments are often the first to feel the brunt of cutbacks. According to research, 44% of marketing budgets have been cut so far during 2020, with 11% facing reductions of more than 15%. These cut backs can take a variety of forms, from reducing paid budgets to cutting back on staff. We appreciate that businesses are looking to do what is best for their financial survival right now, which is why we are not going to write the article which tells you why you shouldn’t cut back on these budgets. Instead we are going to tell you to adapt. Why should I adapt my marketing budgets? Our recent podcast with Kieran S-Lawler (Head of Content and Social Media at Hallam) addressed the need for marketers and brands to be consistently adapting to the markets which they operate in, a failure to continually invest in marketing in some form can place you at a competitive disadvantage. Whilst many marketers are now shifting away from previous “targeted social good messages”, reverting back into their old sales driven propositions, it is important to remember there is no on or off switch for what we have seen over the past 10 months. To compete in current markets it is vital that brands and marketers leverage what they have built during the first half of the year and build upon it, to use their brand as a tool to generate sales and growth. To cut it short, a failure to invest in your brand through marketing channels could have a negative impact on your market competitiveness and long-term business prospects. Where is marketing going? Our latest insight document on the Autumn 2020 job market addressed a key insight that requirements for digital and technical skills are on the increase. This is not surprising as 56% of marketers have changed the way they approach marketing as a result Covid-19, opting to concentrate more on digital channels. As a result we have seen more roles which demand specialist skillsets, who are able to provide companies with maximum return for hiring investment. Specifically, we have seen large increases across the following: Front & Back-end development 2020 has been a huge year for eCommerce growth, with 44% of consumers increasing their online shopping habits, commercial brands are having to adapt to new digital environments. As part of this adaptation we are seeing a large increase in demand for front and back-end developers with experience across key platforms like Shopify and Magento, who are able to modernise company websites and help implement online sales channels. This is likely to become an increasingly important need for businesses as the festive period approaches and longer-term. As a result, we strongly advise those businesses who are not yet operating within a digital sales funnel to consider whether this may be something they are willing to invest in to help propel growth during the final quarter of 2020. Analytics and data analysis It is only right that as businesses become more conscious about what they are spending, they want to ensure it is going into the right channels and is hitting their core markets to deliver a financial return. This is rightly impacting how businesses invest across Marketing departments, with a higher emphasis placed on securing analytics and data experts to ensure businesses are on the right track and are able to provide a solutions driven approach to marketing. If you feel as though your business needs some guidance with how to move forwards it may be wise to invest some of your hiring budget in an analytics and data expert. Specialist marketing skills Businesses want to get as much return for their money as possible at the moment, so hiring specialist talent is a key way to ensure you are able to complete specific projects to the highest of quality. Our recent blog addressed that we are seeing key increases in demand for PPC, SEO, Social Media, CRM and eCommerce roles, which is in part driven by companies looking to enhance their digital presence to compete in a more digitally active consumer society. If you are looking to enhance your digital presence in a specific way; perhaps you want to improve your SEO ranking or website user experience, then hiring a marketing specialist could be a key way to ensure you are able to achieve this vision. If you are considering hiring across these disciplines we advise you to make a balanced judgement about who you may need and for how long. We are able to provide both temporary and permanent recruitment solutions to suit your needs and requirements. For more information about what may suit you best, you can view our blog on recruitment solutions or get in touch with us directly. Image credit: Header: Photo by Karolina Grabowska from Pexels
14 days ago
By Ellie Tibbs
Overworking your teams: The impact & solution
As business is slowly ticking upwards we are noticing a common theme amongst our clients. Their teams are overstretched. Either due to making staff reductions at the start of the year or an unprecedented boost in business demand, those businesses who are hiring are most likely doing so because their teams cannot cope with a further increase in workload. Our recent Linkedin survey highlighted 55% of respondents are feeling overwhelmed in the workplace due to a lack of staff within their organisation, demonstrating that not all businesses are looking to hire despite their teams being under pressure. We understand that a vast majority of businesses are looking to protect their finances as much as possible right now, which may push recruitment towards the back of your mind. But what if we told you it should be at the front? What an overwhelmed team means for your business Assigning additional responsibilities to team members can be useful for upskilling junior and mid-level employees, if managed correctly it can create an environment of increased collaboration and learning, positioning organisations as a positive place to work and boosting employer brand. However the danger comes when teams are spread too thinly. If teams are working on multiple projects simultaneously, a shock or failure to one element of that project could result in other projects being pushed aside to put out fires. This could push back deadlines, add pressure on other team players who rely on that individual and ultimately damage your business during the long-run. Should I hire new employees? If managed correctly a lean staff model which encourages multi-teaming can have benefits for an organisation, specifically around skill development and organisational culture, however in every organisation there comes a point when this is no longer possible without running teams into the ground. For those businesses who are nearing or bypassed this point, hiring need not be a clear cut yes or no. In reality there are numerous recruitment options available for businesses which Pitch can support with. To understand your options, it may be worth reading our blog on “Perm, Temp or Freelance: Your options for hiring in todays market”. But how many each option suit your business? Permanent Hiring a permanent team member is likely to suit those organisations who expect to have a healthy and profitable business model for the foreseeable future. Though highly relevant to those businesses looking to expand their teams, we advise hiring stakeholders to take this into consideration if a role needs to be replaced. Examining whether a role is necessary and if it is a financial commitment which can be committed to is a good way to ensure you don’t waste time hiring only to let the new employees go within a short-period. Engaging in this practice ensures you don’t waste time and money foremost, however it ensures your employer brand is protected longer-term. Fixed Term Contract (FTC) If you decide hiring a permanent member of staff is not viable for you right now, depending on the role it may be worth considering a temporary employee on a FTC. This enables you to hire an employee into your organisation, completing the daily duties of the role like a normal employee. The benefit to the organisation being that it is a short-term solution but you can maintain some form of consistency through having the same individual on a daily basis. Hiring on a temporary basis may be a wise financial decision for companies who can’t anticipate a highly profitable future, however it is also a viable solution for those businesses who need to fill a gap whilst they search for a more permanent solution. This may apply to businesses who are potentially looking to fill a hard to find skillset, which may take a longer period to resource and hire for. If you find that financial situations improve or you discover the temporary employee to be the perfect fit, there is nothing stopping you from extending the contract or taking them on permanently. Temp/Freelance The freelance option won’t be for everyone, however if you are in a position where you need a project such as a digital transformation completing or a new website/product launch, taking on a freelancer can sometimes be more efficient than outsourcing. Though they come with higher rates, they are considered specialists in their field and by taking them onboard you can rest easy knowing your project will be completed to the highest standard. Furthermore because they are embedded within your organisation they approach projects with your businesses value and culture at heart. Freelancers offer the highest level of flexibility over the above options. You can hire just for a day or book them out for a couple of weeks, it really is up to you. If you find the project is completed early or an impassable road block appears, you are not held to a contract of employment, meaning you will be able to let them go early without ramifications. We recognise not all businesses are looking to hire right now, however we want to ensure we have as many options available to businesses as possible. For more information about how recruiting through Pitch may benefit your organisation reach out to one of our consultants today. Image Credit: Header: Photo by Polina Tankilevitch from Pexels
Overworking your teams: The impact & solution
As business is slowly ticking upwards we are noticing a common theme amongst our clients. Their teams are overstretched. Either due to making staff reductions at the start of the year or an unprecedented boost in business demand, those businesses who are hiring are most likely doing so because their teams cannot cope with a further increase in workload. Our recent Linkedin survey highlighted 55% of respondents are feeling overwhelmed in the workplace due to a lack of staff within their organisation, demonstrating that not all businesses are looking to hire despite their teams being under pressure. We understand that a vast majority of businesses are looking to protect their finances as much as possible right now, which may push recruitment towards the back of your mind. But what if we told you it should be at the front? What an overwhelmed team means for your business Assigning additional responsibilities to team members can be useful for upskilling junior and mid-level employees, if managed correctly it can create an environment of increased collaboration and learning, positioning organisations as a positive place to work and boosting employer brand. However the danger comes when teams are spread too thinly. If teams are working on multiple projects simultaneously, a shock or failure to one element of that project could result in other projects being pushed aside to put out fires. This could push back deadlines, add pressure on other team players who rely on that individual and ultimately damage your business during the long-run. Should I hire new employees? If managed correctly a lean staff model which encourages multi-teaming can have benefits for an organisation, specifically around skill development and organisational culture, however in every organisation there comes a point when this is no longer possible without running teams into the ground. For those businesses who are nearing or bypassed this point, hiring need not be a clear cut yes or no. In reality there are numerous recruitment options available for businesses which Pitch can support with. To understand your options, it may be worth reading our blog on “Perm, Temp or Freelance: Your options for hiring in todays market”. But how many each option suit your business? Permanent Hiring a permanent team member is likely to suit those organisations who expect to have a healthy and profitable business model for the foreseeable future. Though highly relevant to those businesses looking to expand their teams, we advise hiring stakeholders to take this into consideration if a role needs to be replaced. Examining whether a role is necessary and if it is a financial commitment which can be committed to is a good way to ensure you don’t waste time hiring only to let the new employees go within a short-period. Engaging in this practice ensures you don’t waste time and money foremost, however it ensures your employer brand is protected longer-term. Fixed Term Contract (FTC) If you decide hiring a permanent member of staff is not viable for you right now, depending on the role it may be worth considering a temporary employee on a FTC. This enables you to hire an employee into your organisation, completing the daily duties of the role like a normal employee. The benefit to the organisation being that it is a short-term solution but you can maintain some form of consistency through having the same individual on a daily basis. Hiring on a temporary basis may be a wise financial decision for companies who can’t anticipate a highly profitable future, however it is also a viable solution for those businesses who need to fill a gap whilst they search for a more permanent solution. This may apply to businesses who are potentially looking to fill a hard to find skillset, which may take a longer period to resource and hire for. If you find that financial situations improve or you discover the temporary employee to be the perfect fit, there is nothing stopping you from extending the contract or taking them on permanently. Temp/Freelance The freelance option won’t be for everyone, however if you are in a position where you need a project such as a digital transformation completing or a new website/product launch, taking on a freelancer can sometimes be more efficient than outsourcing. Though they come with higher rates, they are considered specialists in their field and by taking them onboard you can rest easy knowing your project will be completed to the highest standard. Furthermore because they are embedded within your organisation they approach projects with your businesses value and culture at heart. Freelancers offer the highest level of flexibility over the above options. You can hire just for a day or book them out for a couple of weeks, it really is up to you. If you find the project is completed early or an impassable road block appears, you are not held to a contract of employment, meaning you will be able to let them go early without ramifications. We recognise not all businesses are looking to hire right now, however we want to ensure we have as many options available to businesses as possible. For more information about how recruiting through Pitch may benefit your organisation reach out to one of our consultants today. Image Credit: Header: Photo by Polina Tankilevitch from Pexels
18 days ago
By Sally Sephton
Recruiters are expensive. How Pitch can control your recruitment costs
Recruiters are expensive right? Don’t worry we’re not offended, it is a known fact that price is one of the biggest turn offs from using a recruiter, which is only exasperated by the current business climate. We understand that businesses are looking to maximise budgets as much as possible, which is why it is crucial to assess your cost-per-hire What is cost-per-hire and why is it important? Cost-per-hire can be defined as the cumulative sum of the resources used during the hiring process converted into a monetary figure. This includes everything from external resources (job boards, video interview platforms, marketing) to internal resources (time spent, ATS systems, referral rewards). Whilst the average cost-per-hire will differ on a per-role basis, what if we told you that by using Pitch as your recruiter you may be able to reduce your cost-per-hire? We take on some of the resource costs To put it simply, time costs money in hiring. What if Pitch took some of that time off your hands so you can focus on other aspects of your business? We can carry the load by crafting your perfect job description, screening CVs, drawing up & shortlisting the best candidates, arranging interviews and negotiating job offers. All time that you could utilise in other areas of your business. What you pay us also goes towards your job being advertised on job boards like Linkedin & Indeed, some with a more premium cost which could be outside of your hiring budget, ensuring through reach that you are able to obtain the best candidates. However often what you don’t get through in-housing your recruitment is access to the passive candidate market and an internal database of active candidates. With Pitch you are not just paying us to advertise your job, instead you receive a considered and cautious approach to candidate acquisition, which places your companies interests at its heart. Finding the payment structure which works for you Whilst we do charge a fee, with multiple payment options available to suit everyone from start-ups to large enterprises, outsourcing to Pitch may be more effective in the long-run as we take on the majority of the resource costs and can provide added benefits. Freelance - An alternative and temporary option We’ve spoken with numerous businesses in recent weeks who need to hire but either don’t foresee how long the role may be available or can’t realistically commit to a permanent hire. If you come to us feeling a little lost about what your options are, our team of expert recruiters are here to guide you. We’re talented at hiring permanent staff, but what you may not know is that we also hire on a freelance and temporary basis. Our dedicated Freelance & Interim team is able to support all roles across marketing, communication, digital, sales, tech and creative. Whether, maternity cover, fixed contract or last-minute support for a few days, we have a vast network of clients and skilled contractors, who have worked with some of the largest UK businesses in retail, hospitality, creative agency and wider sectors. For more information about how Pitch may be able to help you control your recruitment costs, feel free to reach out to our team. Image Credit Header: Photo by Suzy Hazelwood from Pexels
Recruiters are expensive. How Pitch can control your recruitment costs
Recruiters are expensive right? Don’t worry we’re not offended, it is a known fact that price is one of the biggest turn offs from using a recruiter, which is only exasperated by the current business climate. We understand that businesses are looking to maximise budgets as much as possible, which is why it is crucial to assess your cost-per-hire What is cost-per-hire and why is it important? Cost-per-hire can be defined as the cumulative sum of the resources used during the hiring process converted into a monetary figure. This includes everything from external resources (job boards, video interview platforms, marketing) to internal resources (time spent, ATS systems, referral rewards). Whilst the average cost-per-hire will differ on a per-role basis, what if we told you that by using Pitch as your recruiter you may be able to reduce your cost-per-hire? We take on some of the resource costs To put it simply, time costs money in hiring. What if Pitch took some of that time off your hands so you can focus on other aspects of your business? We can carry the load by crafting your perfect job description, screening CVs, drawing up & shortlisting the best candidates, arranging interviews and negotiating job offers. All time that you could utilise in other areas of your business. What you pay us also goes towards your job being advertised on job boards like Linkedin & Indeed, some with a more premium cost which could be outside of your hiring budget, ensuring through reach that you are able to obtain the best candidates. However often what you don’t get through in-housing your recruitment is access to the passive candidate market and an internal database of active candidates. With Pitch you are not just paying us to advertise your job, instead you receive a considered and cautious approach to candidate acquisition, which places your companies interests at its heart. Finding the payment structure which works for you Whilst we do charge a fee, with multiple payment options available to suit everyone from start-ups to large enterprises, outsourcing to Pitch may be more effective in the long-run as we take on the majority of the resource costs and can provide added benefits. Freelance - An alternative and temporary option We’ve spoken with numerous businesses in recent weeks who need to hire but either don’t foresee how long the role may be available or can’t realistically commit to a permanent hire. If you come to us feeling a little lost about what your options are, our team of expert recruiters are here to guide you. We’re talented at hiring permanent staff, but what you may not know is that we also hire on a freelance and temporary basis. Our dedicated Freelance & Interim team is able to support all roles across marketing, communication, digital, sales, tech and creative. Whether, maternity cover, fixed contract or last-minute support for a few days, we have a vast network of clients and skilled contractors, who have worked with some of the largest UK businesses in retail, hospitality, creative agency and wider sectors. For more information about how Pitch may be able to help you control your recruitment costs, feel free to reach out to our team. Image Credit Header: Photo by Suzy Hazelwood from Pexels
20 days ago
By Rebecca Thomas
What the Autumn 2020 job market will look like: A Pitch Perspective
The past 6 months has seen some significant developments for the recruitment industry; most notably a large increase in the volume of candidates and a shrinkage in the availability of open positions. However, what does this mean for candidates and businesses moving forwards? Our Business Development Director, Rebecca Thomas, recently addressed what the Autumn 2020 job market is likely to look like and how you can adapt your applications and recruitment processes to compete. For Candidates Are there any jobs out there? Whilst between March to June 2020 the volume of open UK job vacancies shrunk by over 50%, the job market is starting to show slow signs of recovery, with an increase in demand for roles with a digital and tech focus. This is due to lockdown accelerating the demand for digital skills as businesses had to adapt to compete within an e-commerce/ digital environment. However, demand for specific skills depends on project length and business need, with developers picking up more freelance/temporary contracts compared to digital & social media marketers who have more permanent opportunities. One of the slowest areas for growth so far has been the creative sector, with a sharp drop in open positions for graphic designers, re-touchers and other creatives. However with a potential backlog of projects in the agency market and Christmas around the corner, we are anticipating an increase in demand for creative freelancers/temps during the Autumn period. As more consumers are expected to be shopping online this upcoming festive period, it is also likely brands will be investing heavily into digital marketing and e-commerce, boosting the availability of freelance and temporary contracts for developers and specialist digital marketers (PPC, SEO, E-Commerce). Our advice for job seekers Though we anticipate the volume of open jobs to increase on the run up to Christmas, we do still anticipate the market to be competitive as the level of vacancies is yet to reach pre-March levels. With this in mind we are advising candidates to enforce a quality over quantity approach when applying for jobs, taking the time to really consider what they are looking for and ensure they tailor applications to suit. We asked our consultants what their biggest advice would be for candidates this Autumn: Julia Williams - Stay positive. Even though the market is highly competitive it is important to take your time and find roles which are specific to your skillset and requirements. Ellie Tibbs - As businesses are more expenditure conscious freelancers (and wider job seekers) should be open to discussing more flexible rates during the immediate period. Don’t beafraid to pitch yourself at a slightly lower rate now with the expectation for enhancement once business improves. Harry Silvester - Outside of job applications, take time to learn new skills. Being willing to learn and expand your skills outside of the workplace shows prospective employers you are engaged in your sector and are willing to enhance yourself. For Clients How has the candidate market changed? The candidate market has developed massively over the past 6 months, where a failure to adapt your recruitment process and benefits package accordingly can impact your ability to hire and retain talented candidates. Interviewing A face to face 1st stage interview has largely become a thing of the past with 75% of our clients conducting interviews remotely to reduce the volume of non-fit candidates in a time effective manor. However, getting a positive in-person feel for candidates and their cultural fit is still important to organisations with 95% of our clients conducting second-stage interviews in office. This is largely congruent with candidate expectations of employers, and we anticipate it to remain a core trend moving forwards into Autumn/Winter 2020, where offering a flexible recruitment model is vital in todays market. To cater towards changing market dynamics we have invested into our own video interviewing platform Pitch+. Making offers As many office based candidates have now had a taste of the benefits of flexible and remote working patterns, demand for flexible working in benefits packages is likely to increase with only 5% of our candidates not seeking either flexible start/finish times, hybrid working or fully remote working. Including flexible working in your benefit package is likely to make your company more attractive to candidates, ensuring you are able to pull in the most diverse and talented candidates for your business. However, whilst demands for enhanced benefits packages have increased, candidates do recognise the financial strain which employers are under. Through research we discovered 51% of our candidates would be willing to take a pay-cut of between 1-5% in order to secure employment, helping employers who may be feeling the pinch of the economic climate but are in need of additional talent. If you are in a position where you think you would have to make a higher deduction, you may wish to consider whether making a permanent hire is necessary. Taking on freelance or temporary talent can be a viable solution for those businesses who may be unable to predict cashflow, or are having a short-term boost in business. Want a deeper insight into our predictions for the Autumn 2020 job market? You can download our free Pitch Perspective guide here. Image credit: Header: Photo by Stanislav Kondratiev from Pexels
What the Autumn 2020 job market will look like: A Pitch Perspective
The past 6 months has seen some significant developments for the recruitment industry; most notably a large increase in the volume of candidates and a shrinkage in the availability of open positions. However, what does this mean for candidates and businesses moving forwards? Our Business Development Director, Rebecca Thomas, recently addressed what the Autumn 2020 job market is likely to look like and how you can adapt your applications and recruitment processes to compete. For Candidates Are there any jobs out there? Whilst between March to June 2020 the volume of open UK job vacancies shrunk by over 50%, the job market is starting to show slow signs of recovery, with an increase in demand for roles with a digital and tech focus. This is due to lockdown accelerating the demand for digital skills as businesses had to adapt to compete within an e-commerce/ digital environment. However, demand for specific skills depends on project length and business need, with developers picking up more freelance/temporary contracts compared to digital & social media marketers who have more permanent opportunities. One of the slowest areas for growth so far has been the creative sector, with a sharp drop in open positions for graphic designers, re-touchers and other creatives. However with a potential backlog of projects in the agency market and Christmas around the corner, we are anticipating an increase in demand for creative freelancers/temps during the Autumn period. As more consumers are expected to be shopping online this upcoming festive period, it is also likely brands will be investing heavily into digital marketing and e-commerce, boosting the availability of freelance and temporary contracts for developers and specialist digital marketers (PPC, SEO, E-Commerce). Our advice for job seekers Though we anticipate the volume of open jobs to increase on the run up to Christmas, we do still anticipate the market to be competitive as the level of vacancies is yet to reach pre-March levels. With this in mind we are advising candidates to enforce a quality over quantity approach when applying for jobs, taking the time to really consider what they are looking for and ensure they tailor applications to suit. We asked our consultants what their biggest advice would be for candidates this Autumn: Julia Williams - Stay positive. Even though the market is highly competitive it is important to take your time and find roles which are specific to your skillset and requirements. Ellie Tibbs - As businesses are more expenditure conscious freelancers (and wider job seekers) should be open to discussing more flexible rates during the immediate period. Don’t beafraid to pitch yourself at a slightly lower rate now with the expectation for enhancement once business improves. Harry Silvester - Outside of job applications, take time to learn new skills. Being willing to learn and expand your skills outside of the workplace shows prospective employers you are engaged in your sector and are willing to enhance yourself. For Clients How has the candidate market changed? The candidate market has developed massively over the past 6 months, where a failure to adapt your recruitment process and benefits package accordingly can impact your ability to hire and retain talented candidates. Interviewing A face to face 1st stage interview has largely become a thing of the past with 75% of our clients conducting interviews remotely to reduce the volume of non-fit candidates in a time effective manor. However, getting a positive in-person feel for candidates and their cultural fit is still important to organisations with 95% of our clients conducting second-stage interviews in office. This is largely congruent with candidate expectations of employers, and we anticipate it to remain a core trend moving forwards into Autumn/Winter 2020, where offering a flexible recruitment model is vital in todays market. To cater towards changing market dynamics we have invested into our own video interviewing platform Pitch+. Making offers As many office based candidates have now had a taste of the benefits of flexible and remote working patterns, demand for flexible working in benefits packages is likely to increase with only 5% of our candidates not seeking either flexible start/finish times, hybrid working or fully remote working. Including flexible working in your benefit package is likely to make your company more attractive to candidates, ensuring you are able to pull in the most diverse and talented candidates for your business. However, whilst demands for enhanced benefits packages have increased, candidates do recognise the financial strain which employers are under. Through research we discovered 51% of our candidates would be willing to take a pay-cut of between 1-5% in order to secure employment, helping employers who may be feeling the pinch of the economic climate but are in need of additional talent. If you are in a position where you think you would have to make a higher deduction, you may wish to consider whether making a permanent hire is necessary. Taking on freelance or temporary talent can be a viable solution for those businesses who may be unable to predict cashflow, or are having a short-term boost in business. Want a deeper insight into our predictions for the Autumn 2020 job market? You can download our free Pitch Perspective guide here. Image credit: Header: Photo by Stanislav Kondratiev from Pexels
25 days ago
By Ellie Tibbs
How can I find a freelancer? A platform vs Recruiter perspective
How to find freelance workers? A question at the top of many companies minds. Many take to search engines to discover a solution, and are met by a range of promoted advertisements for all-in-one recruitment platforms who provide you with a selection of quality candidates, a market place of sorts for freelancers and creatives. You may consider these platforms to be the perfect solution if you don’t have much time to spend sifting through applications or dealing with invoices yourself. However before jumping the gun, here are a few things to consider. Should I use a platform to hire a freelancer or interim worker? Longer payment terms Whilst payment terms vary on a per-platform basis, some can extend to a 45 day period. This means these platforms may suit businesses who tend to have a slower cash flow, however this can become a disadvantage for the freelancer or temp who you employ. Many platform recruitment companies will only pay your freelancer once they have received payment. If freelancers/temps are not aware of this prior to starting employment with you, it can lead to a lot of questions regarding when they are going to get paid. At Pitch we pay a freelancers within 7 days of a timesheet being approved. One of the many reasons freelancers prefer to work with us. Less time efficient When using platform recruitment tools, it is still your responsibility as a business to filter applications and arrange interviews. Whilst these platforms have clever algorithms to help you find talent suitable to your assignment, these take years to fine-tune and may not be agile enough to adapt to changing market dynamics. As there are more candidates available in todays market, regardless of algorithms there is a strong possibility you may still be overwhelmed with applications, choice and knowing who may be best fit for your requirements. Realistically in todays market, a human first search is the most appropriate way to find the right candidate for an assignment. By outsourcing to our freelance or interim team, you won’t be overwhelmed by choice, instead you will receive a selection of tailored candidates, saving you time in the long-run. Freelance database As recruitment platforms are relatively new to the market, not every freelance/contractor is signed up to them. This leaves you open to wasting time searching platforms which offer few solutions, only to be left spending more time and money outsourcing. By selecting to come to Pitch first, through our recruiters you will have access to a database of trusted freelancers and contractors we’ve worked with who have successfully completed bookings. In addition to our database we do what no automated platform can and approach those who may be considered “passive candidates” or someone who is in-between roles directly. If all else fails, we can take the lead and advertise to attract further talent. The human element When working with a recruitment platform, because the onus is very much still placed on you to source and recruit, it is unlikely that you will receive frequent contact with another human who can advise on best practice and provide market insight. Instead, you may be faced with a battle with customer services and tech support - and even then some reviews show this to be less than satisfactory. If you chose to go down the Pitch route however, the path looks a lot different. For a start, you will receive a dedicated account manager who will talk with you about any concerns you may have and help you to identify what your requirements are. They will take the onus off you, giving you more time to focus on your business by filtering CVs, sending you only the best candidates, arranging interviews and helping you to navigate the on boarding process. Put simply… For us, the biggest loss with utilising these tools is the removal of the human element. If you want to find out more about how our freelance and interim recruitment solutions work, get in touch with us today. Image credit: Header: Photo by Nao Triponez from Pexels
How can I find a freelancer? A platform vs Recruiter perspective
How to find freelance workers? A question at the top of many companies minds. Many take to search engines to discover a solution, and are met by a range of promoted advertisements for all-in-one recruitment platforms who provide you with a selection of quality candidates, a market place of sorts for freelancers and creatives. You may consider these platforms to be the perfect solution if you don’t have much time to spend sifting through applications or dealing with invoices yourself. However before jumping the gun, here are a few things to consider. Should I use a platform to hire a freelancer or interim worker? Longer payment terms Whilst payment terms vary on a per-platform basis, some can extend to a 45 day period. This means these platforms may suit businesses who tend to have a slower cash flow, however this can become a disadvantage for the freelancer or temp who you employ. Many platform recruitment companies will only pay your freelancer once they have received payment. If freelancers/temps are not aware of this prior to starting employment with you, it can lead to a lot of questions regarding when they are going to get paid. At Pitch we pay a freelancers within 7 days of a timesheet being approved. One of the many reasons freelancers prefer to work with us. Less time efficient When using platform recruitment tools, it is still your responsibility as a business to filter applications and arrange interviews. Whilst these platforms have clever algorithms to help you find talent suitable to your assignment, these take years to fine-tune and may not be agile enough to adapt to changing market dynamics. As there are more candidates available in todays market, regardless of algorithms there is a strong possibility you may still be overwhelmed with applications, choice and knowing who may be best fit for your requirements. Realistically in todays market, a human first search is the most appropriate way to find the right candidate for an assignment. By outsourcing to our freelance or interim team, you won’t be overwhelmed by choice, instead you will receive a selection of tailored candidates, saving you time in the long-run. Freelance database As recruitment platforms are relatively new to the market, not every freelance/contractor is signed up to them. This leaves you open to wasting time searching platforms which offer few solutions, only to be left spending more time and money outsourcing. By selecting to come to Pitch first, through our recruiters you will have access to a database of trusted freelancers and contractors we’ve worked with who have successfully completed bookings. In addition to our database we do what no automated platform can and approach those who may be considered “passive candidates” or someone who is in-between roles directly. If all else fails, we can take the lead and advertise to attract further talent. The human element When working with a recruitment platform, because the onus is very much still placed on you to source and recruit, it is unlikely that you will receive frequent contact with another human who can advise on best practice and provide market insight. Instead, you may be faced with a battle with customer services and tech support - and even then some reviews show this to be less than satisfactory. If you chose to go down the Pitch route however, the path looks a lot different. For a start, you will receive a dedicated account manager who will talk with you about any concerns you may have and help you to identify what your requirements are. They will take the onus off you, giving you more time to focus on your business by filtering CVs, sending you only the best candidates, arranging interviews and helping you to navigate the on boarding process. Put simply… For us, the biggest loss with utilising these tools is the removal of the human element. If you want to find out more about how our freelance and interim recruitment solutions work, get in touch with us today. Image credit: Header: Photo by Nao Triponez from Pexels
