about 2 months ago

By Heidi Moreby

What should I be getting paid as a junior/graduate?

Before we get into the nitty gritty - Congratulations on finishing your degree and graduating!2022 is an interesting year to be entering the job market as a fresh graduate. Your skills are likely to be in high demand, and some employers are willing to offer higher salaries to combat talent shortages and the rising cost of living.The current average graduate salary is just over £24,000, according to the Graduate Outcomes report by HESA (Higher Education Statistics Agency). But before you get your heart set on a specific number, remember this is dependent on what jobs you’re applying for, your current level of experience and your desired location.To help you know what you could expect to be getting paid as a graduate, we took a dive into someof these differences:I want to be a Marketing AssistantOn average Marketing Assistants can expect to be paid between £19,000 - £21,000 a year depending on location.The averages for May 2022 are:Birmingham - £21,774Manchester - £21,505Leicester - £19,204Northampton - £20,740I want to be a Junior Graphic DesignerOn average Junior Graphic Designers can expect to be paid between £19,000 - £21,000 depending on location.The averages for May 2022 are:Birmingham - £20,235Manchester - £19,873Leicester - £20,995I want to be a PR Assistant:On average PR Assistants earn £23,999, however the most common location for employment is London, which would increase the average salary.I want to be a Marketer, Creative, Communications, Sales or Digital pro!For a guide on what to expect at your level, you can download our salary surveys for the Midlands, North and Home Counties regions. Alternatively, don’t hesitate to reach out a member of our team.​*Data gathered from Indeed hiring insights is accurate as of 16th June 2022. ​Image credit:Header: Image adapted from Photo by Stanley Morales: https://www.pexels.com/photo/woman-in-black-long-sleeve-dress-standing-on-brown-concrete-pathway-3186386/​

3 months 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.​

4 months 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.

5 months ago

By Heidi Moreby

I need a pay rise

The cost of living is outgrowing salary growth by 1% on 2021 figures.We’re not going to get political in this blog, you know the situation and likely already know that either you need a pay rise or are looking at your current workforce and thinking who could benefit from an uplift. So we’re going to give you some actionable advice …I’m looking for a pay riseWe’ve previously written a blog on how you can ask for a pay rise, where we advise you to be mindful of preparing your reasons for asking and how you can approach the conversation with your employer.However it is worth saying that not all employers will be able to meet this request as they’re too likely facing increased trading costs depending on which industry you’re working in. If this is the case then we encourage you to look at alternative options.If you’re freelancing, don’t be afraid to uplift your daily rate. You can check out our salary guides for a rough benchmark, but don’t be afraid to reach out to a member of our team for advice.I’ve been asked to/ I’m thinking about increasing my employees paySeeking trusted advice and resources are key to making the right choice around how to increase an employee’s salary. As recruiters we sit at the very heart of the job market and consistently have exposure to the changing scales of wages.Our salary survey provides a rough guide for how much on average employers are paying employees in the north and south of the UK plus the Midlands, however we also encourage you to have a chat with a member of our team as they want what’s best for your team.​Image credit: Header: Image adapted from Photo by Mikhail Nilov: https://www.pexels.com/photo/a-woman-holding-her-head-while-writing-6893829/

6 months ago

By Heidi Moreby

Should I be advertising at a higher salary?

“Should I be advertising my job at a higher salary?”.Let’s have an honest conversation.Because we believe in doing recruitment the right way, we’ve recently had to have difficult conversations with some hiring companies whose salaries have been lower than market expectations.Driven by the candidate shortage, those companies who’re offering lower salaries have struggled to attract the right talent for them, leading to longer recruitment processes. But now a new factor has come into play. The rising cost of living.We recently put out a poll to our LinkedIn audience about whether they’d be asking for a pay rise this year and the reason behind it if they were. 63% said the rising cost of living would motivate them to have that conversation internally or seek an increase from elsewhere.As employees grapple with rising costs, it’s inevitable that companies may be receiving more requests for pay rises than they have previously. If employers are unable to accommodate increases, then more candidates are likely to enter the market seeking out an opportunity to increase their wage.Though increased talent pools may be music to the ears of companies looking to hire, if salaries are not attractive, application volume is likely to remain lower compared to competitors.Our honest answer to employers asking this question, is to stay ahead of the competition.+ Check what salaries competitors are advertising their positions under.+ Consider what employees are asking for internally.+ Consider regional differences. You can find these in our 2021/22 salary surveys.Is increasing salary not an option?We understand that not all employers can meet the demands of the market. So if salary increases are off the table, considering other ways to make a role stand out is key.​Image credit: Header: Image adapted from photo by Andrea Piacquadio from Pexels

6 months ago

By Heidi Moreby

You + them: Why cultural fit is important

​We’re often asked by candidates ‘why was I rejected from a job which my skills were a perfect match for?’.And though there can be many reasons, culture fit is normally the one which stands out most.Organisational culture is a key tool businesses use in employee attraction, but outside of the immediate hire, ensuring a strong culture internally is vital.Employees are the heart + soul of a business. When they’re engaged by a strong internal culture, they’re likely to be more productive, and a healthy team environment means staff turnover should be low.As our recruiters discuss, when someone who doesn’t match the company culture is brought in, the team dynamics are likely to erode. This damages the internal culture of a business and opens up the opportunity for internal disagreements, lower productivity and potentially increased turnover.​Image creditHeader: Image adapted from Photo by Tara Winsteadfrom Pexels

8 months ago

By Heidi Moreby

4 ways to prepare for job searching in the new year

If getting a new job is on your new years wish list you’re going to want to start preparing everything you need as soon as possible. So when hiring managers and recruiters return from their festive break, you are not only ready to go, but may be ahead of the crowd of other eager job seekers.​Your “new year, new job” tick listUpdate your LinkedInA quick and simple task that can go a long way. Ensuring your LinkedIn is up to date with all of your previous employments, recommendations and the open to work is ticked on is a sure fire sign to employers that you are ready and looking for a new job.Some LinkedIn tips from us:Keep details about your employment history brief and succinct. We don’t need to hear about every success you’ve had - your CV does that!Switch on your open to work - People often leave this off out of fear their current employer will see they’re looking for work. But don’t fret, there’s an option you can select where only recruiters will see you’re open to work.Recommendations are your friend - Use the festive period to reach out to some old & current colleagues and friends to ask for recommendations. It’s kind of like a reference, but far less formal.Use your bio to add some personality about who you are and why you’re passionate about what you do.​Update your portfolioIt’s always good to keep on top of things, so updating your portfolio with any work you have completed throughout 2021 is a great idea regardless of whether you’re planning to look for a new job soon or not.We always advise applicants to keep their portfolio simple. Show us what you’ve done and tell us why you decided to take a specific route with design or editing. This helps us and future employers to understand your thought process and demonstrates your talent at the same time.​Update your CVIt goes without saying that every time you look for a new job you should update your CV, and ensure you’re tailoring it to every role you’re looking for.Some CV tips from us:Demonstrate how you’ve made an impact in previous roles through data and be proud of your achievements.Keep it short and sweet - we just need to know who you are and what you’ve done.There’s no need to be overly creative. Sure standing out with a nice layout is good, but all employers and recruiters really care about is your employment history. If you’re applying for a creative role, then your portfolio is your space to showcase your talents.​Ensure you know what you’re looking forYou can go through all of the above with a fine tooth comb, but unless you’re 100% certain on what it is you’re looking for, then it will be hard to craft a standout CV, portfolio or cover letter.​Before applying for jobs en’mass, take a second to consider:What level job am I looking for? Am I taking a step back onto a different path? Do I want a promotion and a new challenge?What salary do I require?How far am I willing to travel?Will I be looking for hybrid, fully remote or fully in office working? Does this make an impact to me?​Image credit: Header: Image adapted from Photo by Vlada Karpovich from Pexels

8 months ago

By Heidi Moreby

What to expect working in Account Handling

Working in account handling and management is about more than just managing a relationship. It’s about selling your company, finding solutions to challenges and coming up with innovative strategies which help to best serve your clients needs.What skills are needed?Because Account Handling is so diverse, a broad range of skills are needed to stay ahead of the game.Communication - not just verbal but written too!Project management - more relevant if you’re looking to join an agency environment.Great organisation and time management skills.An ability to think strategically aligned with business and client needs.An analytical mindset - looking at the facts and communicating them effectivelyCareer prospectsGreat news! Whether you’re in-house or in an agency, career prospects within Account Handling are strong and promotion opportunities are readily available.Because of the variety of opportunities in this sector, there are many specialist routes you can explore too! From your traditional Account Management to PR Account Management and Digital Account Management, the opportunities really are there.A typical career may look something like:Junior Account Executive - Suitable for fresh off the block graduates.Account Executive - Normally after gaining a year of two of experience.Senior Account Executive - For those with 2+ years experience.Account Manager.Account Director.Head of Comms/Group Account Director.​SalariesAccount Handling salaries are hugely variable depending on whether you’re working in-house or in an agency, your skill level and where you’re based.To give you a rough indication of what to expect, you can find some average salaries within our Midlands, North and Home Counties salary surveys.​Are there many Account Handling jobs being advertised?From B2B in-house brands to creative agencies, account handlers have a place in pretty much any organisation. Demand for their skills is also on the rise, with 94% more jobs advertised in January - September 2021 compared to the year previously, as businesses seek to bring in new talent to cope with increasing workloads and client needs.We’re not hiding them all, our account management jobs can be found here.​Image credit: Header: Image adapted from Photo by Kampus Productionfrom Pexels

9 months ago

By Heidi Moreby

Why you’re missing out on jobs in the Midlands

The Midlands recruitment market is looking bountiful on the run up to 2022, and many trends which have been at the forefront of 2021 have continued to gather momentum moving into the final months of the year.But with the New Year quickly approaching, businesses are speeding up their recruitment process to meet a looming Christmas deadline. Interviews are happening sooner and decisions are being made faster.But what if you’re struggling to get into the exclusive interview club, despite everyone telling you it’s a candidate led market? It can leave you asking a lot of questions about what you could be doing better. So we thought we’d tell you the top 3 reasons why job seekers in the Midlands are losing out.You’re over pricing yourselfAs businesses have sought to retain top talent, we’ve seen some impressive pay rises over the last year - some by as much as £5,000. Though this can feel flattering in the moment, in some instances its actually hindered job seekers by out pricing them in the market.If you’re not getting interviews or offers, it’s worth taking a peak at what your average salary brackets are for the Midlands and adjusting your salary to suit.Admitting you may have to take a pay cut can be a difficult decision to make, and if it’s one you can’t take, then it could be a great time to consider climbing the career ladder by taking your next step up.​The working from home conundrumWith more businesses offering flexible working packages, working from home has been one of the great takeaways from 2020/21. But as businesses have started to find their feet again, many have shifted from a fully remote to a hybrid model, requiring you to be in office a few days each week.Many job seekers and employees have welcomed this shift with open arms, but as we became used to no busy commutes and 5am alarms, the willingness to travel 30+ minutes to work has decreased and for some it is reducing the amount of job opportunities they have.Accepting a counter offerOkay this one is less about losing out on interviews and more about losing out long term.Accepting a counter offer can sometimes be a great decision. But it can also be the wrong one.We’ve covered whether you should accept a counter offer previously, so just to cover the essentials …Before accepting a counter offer consider:+ Have your reasons for leaving been solved? This could be salary, culture, workload, general happiness - you name it!+ Will accepting change your relationships with your colleagues? Trust can be damaged by the knowledge that you took time out to attend an interview or were considering leaving. Accepting can also lead to a belief of favouritism amongst colleagues.​If you’re struggling to take advantage of today’s candidate led market, it is likely that there is something within your application and approach to job seeking which could be improved. Our team are always on hand to help you out, plus there are tonnes of useful resources across our LinkedIn and Instagram.​Image credit: Header: Image adapted from poto by Clive Kim from Pexels

9 months ago

By Heidi Moreby

What to expect when working in PR

​PR professionals are truly the people behind the scenes. Managing the reputation and image of a brand or person, they seek to influence public knowledge and understanding through strategically planned campaigns. What skills are needed?To be successful in PR, you need to be a jack of many traits including; Having excellent communication and relationship building skills. A creative flair and an ability to write exceptionally engaging copy.Great organisation and time management skills. A knack for spotting a news angle and crafting a brilliant press release.An interest in current affairs. An ability to think strategically and creatively at the same time. Career prospectsGood news! Whether working in-house or within an agency, career prospects within PR are strong and promotion opportunities are often rapid and frequently available. The traditional route for career progression is … PR Assistant or Junior Account Executive - Suitable for fresh off the block graduates. PR Officer or Account Executive - Normally after gaining a good year or two experience. Senior PR Executive - For those with two+ years experience. PR Account Manager/PR Manager.PR Account Director/PR Director.Head of PR/PR & Comms Director. ​SalariesSalaries can vary depending on what your level of experience is, along with your location. Traditionally salaries in the south tend to be higher with an average starting salary of £25,000, around 12% higher than Midlands and North PR salaries.A more detailed insight into what your PR salary could look like can be found in our latest salary surveys for the Midlands, North and Home Counties. Are there many PR jobs being advertised? From January - October 2021 we’ve seen a 143% increase in the volume of PR vacancies compared to the same period in 2020. It’s fair to say the industry is experiencing significant growth following the pandemic, and we’re anticipating this to continue moving forwards into 2022. Most vacancies however are within the agency space, and based on the volume of roles we have incoming, the Midlands and Manchester are the places to be looking. Both areas boast a fantastic array of small - medium independent and globally recognised PR, comms and digital agencies who are all in need of some amazing PR talent.​Image creditHeader: Photo by Christina Morillo from Pexels

11 months ago

By Heidi Moreby

What is working in recruitment like?

We can guarantee when asked as children what they wanted to do when they grew up, our team wouldn’t have said “be a recruiter”. Nine times out of ten it’s a job which people fall into after graduating or needing a change from customer service or sales role, and though at first it might have been just another job, over time recruitment did something quite special. It captured their hearts. Heidi MorebyWorking in recruitment you have an opportunity to genuinely make a difference to people’s lives. We work with brilliant candidates to find them a role which impacts their lives and allows them to make a difference. I’m not going to lie, working in an industry where your 'product' has thoughts, feelings, can change their mind etc can be challenging ... but also extremely rewarding. You never stop learning and being part of a team like Pitch that is focused on working together to achieve a shared mission is something special. ​Lara LeeWorking in recruitment, you have to have a thick skin, when people are your product you have to be able to handle the lows - but there are plenty of highs involved too! You can’t shy away from the fact that there’s good money involved in recruitment, but it’s really making a placement which gives you that real buzz, especially when you know you have helped someone to find their dream job. The fact I’ve happened to make a few friends for life is also an added bonus!Steve SmaylenI've been in recruitment now for nearly 10 years, joining after I finished university, and I couldn't imagine doing anything else. I am given daily satisfaction from working with candidates and clients and there is no better feeling in securing a candidate their next role. Every day is a school day for me. I am constantly learning new things whether that be from my colleagues, candidates in the marketplace, clients etc.Simply put, I love recruitment.Exciting news! We’re going through a hiring drive and are looking for 6 amazing people to join our team over the course of the next year. Our vacancies are already live and kicking, so if you’re eager to start or advance your career in recruitment then take a peak at what we have on offer. Having second thoughts? We have a new series titled ‘heart +soul’ which gives you an insight into Pitch and recruitment life. ​​​

11 months ago

By Heidi Moreby

Half of all hires are not working out for businesses.

​The Mind the Trust Gap report found that over half of all hires are not working out for businesses. As recruiters who take pride in making the right fit, you can imagine how reading that made us feel.When things aren’t working out as expected, largely it is because a cog in the works is broken. And poor fit often lies at the heart of it. Diving deeper into the report, 46% of businesses cited a poor fit between the candidate and the role was at the core of performance issues, with a further 44% highlighting cultural fit as an issue. With 38% of businesses looking to improve the quality of their hires over the next year, what can businesses do to ensure they’re getting the right match?Keeping things as simple and authentic as possible is our best piece of advice. Overly complicated and elongated recruitment processes are at the top of the list when it comes to the root cause of failed hiring drives, which equally can have a negative impact on candidate experience and attraction. Likewise, transparency with prospective employees is important. Anything which falls short of expectations is likely to have a negative impact on their willingness to work effectively and stay with a company, and is a complication to making the right hires, as reported by 31% of respondents within the report. When looking to hire, we always advise businesses to consider both skills and cultural fit, looking past the CV to consider how a candidate will fit with the team and contribute to company goals. Traditional interviews can help to achieve this, but psychometric testing and even a simple team meeting can help to cover the gap. What you shouldn’t do is place an over reliance on one versus the other and instead try to find harmony between culture and skills fit.​Image credit: Header: Adapted from Photo by Trang Doan from Pexels

about 1 year ago

By Heidi Moreby

The print resurrection - Is print marketing making a comeback?

Digital channels are the best way to attract consumers.Print marketing is expensive.Print marketing delivers little return.So we’re not going to focus on it.Could this be a mistake?With the rise of digital marketing and e-commerce channels in recent years, and a special nod to 2020 when consumers shifted their buying habits to online channels, it’s understandable why so many brands would give print less attention.But as the digital environment becomes increasingly cluttered, finding unique ways to engage with consumers has become key to a successful marketing strategy.In comes print marketing. Research has found sending print mail to consumers can help to increase credibility and legitimacy surrounding a brand. In some instances, this led to a boost in sales when combined with other marketing channels. For instance, when a consumer is emailed and sent a catalogue sales in a luxury consumer brand experienced a 49% uplift in sales, with an equally impressive 125% increase in enquires.If that isn’t enough to make you think. What if we told you that response rates from catalogues increased by 170% between 2004 - 2018.What we’re seeingWith more brands reexamining their marketing strategies, looking to engage with consumers through less cluttered channels, print and direct marketing is increasing in attractiveness.Because of this we’re seeing more demand for generalist marketers who are willing to lend their hand across a variety of channels to create a fully integrated omni-channel marketing experience for customers. You can find these jobs here.So, what are your thoughts on print marketing? A resurrecting platform or a one off uplift? Will you be incorporating it into your marketing strategies? Drop us a comment and let us know - we’re always eager to hear your thoughts.​​Image credit:Header: Image adapted from Photo by cottonbro from Pexels

about 1 year ago

By Heidi Moreby

How to write the perfect job advertisement in 2021

After 14 years of writing job advertisements, we can say we’ve seen some pretty big changes in the way things should be done. Heck, some of the platforms we’re using today weren’t around that long ago!.But as technology has changed, so has the job market.To keep you in the loop, our Associate Director Heidi spoke about what you should and shouldn’t include in your job advertisements in 2021.Make it succinctThink about what you do on a daily basis. How long would that list be?Job descriptions don’t need to include every single element of day to day tasks an employee is likely to complete. There is of course a fine line between putting too much vs. too little; you don’t want applicants to think you’re hiding something! But keeping it to the top line responsibilities is probably your best course of action.BenefitsNot another segment on flexible working!? We’re sorry it just has to be said.It’s without a doubt the pandemic has shifted employee expectations around the benefits package. Though salary is still important, it’s now coming in second to alternative benefits such as flexible working, enhanced holiday entitlements and dedicated training.This is true at all stages of the process. We’re seeing companies who don’t offer flexible working struggling to find the right people as some sacrifice higher salaries and bonuses to gain a true work/life balance. And because the market is so candidate driven currently, those receiving multiple job offers are likely to weigh up their options before accepting.So what does this mean for you?Decide whether you’re offering flexible working or not and be honest in the job description. It saves everyone time!Culture is a big talking point. If you love a team activity and have a fantastic working environment, make sure to include it.Everyone wants to be the best version of themselves, so if you’re offering training then be proud and communicate it.Salary not competing with the industry average? Let applicants know if there’s scope for bonuses and enhancements in the future. *Hint - If you need help finding your average, you can download our salary survey.Employer brandReputation carries more weight than money. And it’s true.Okay, granted employer branding isn’t about the job spec, but it is company advertising.Did you know that 69% of active job seekers are likely to apply for a job if that company effectively manages their employer brand. We can tell you now, those who have a bad reputation struggle to hire, so what can be done about your employer brand?Use your culture to your advantage by telling the world about promotions, high performers, company days out or even providing a sneak peak at what it’s like to work in your business. Your employees are your brand ambassadors and they’re key in attracting talent, especially in a candidate driven market where salaries won’t always be the determining factor.But what happens if previous employees aren’t your biggest fan? It happens. Sometimes a poor Google or Glassdoor review will be posted which makes people question whether they should apply for a job. In which instance you should always find a way to positively respond, and identify ways you could make changes internally to fix issues.A lot goes into writing a good job advertisement, so if you feel you need some extra guidance, our team are always on hand.

about 1 year ago

By Heidi Moreby

Why the creative sector has an unpaid work issue

We recently asked our candidates their thoughts on unpaid work following intensifying debates surrounding the value of the practice. Of responses received, 83% have undertaken unpaid work at some point during their career, with 66% of this taking place within the creative sector.Why is unpaid work in the creative sector common?It is known that the creative sector has an accessibility issue. For recent graduates, education leavers or career switchers, finding paid entry-level work can be a challenge, and this often leads to the acceptance of unpaid work to gain the experience required to then apply to more experienced positions.Of the responses we received in our survey, all candidates provided responses along this line; from getting experience and building a portfolio to learning new skills and getting their foot through the door, it is clear that creative workers have high expectations of unpaid work relative to their career prospects.The issueIt is undeniable that ethics surrounding unpaid work come into question across the sector, and more could be done to improve the image which this creates, from paying expenses to a national minimum wage or the ‘going rate’.However, outside of ethical debates it seems that workers are not getting what they want from unpaid work.When asked how unpaid work influenced their career prospects, 66% answered either very little or not at all, demonstrating that worker expectations are not being met during the long-term.There are many reasons why this may be the case depending on individual circumstances, however one of the biggest complications respondents highlighted was that unpaid workers are often not shadowing senior figures within a business. Instead, many are given a set workload which they are expected to complete, often with little to no guidance.Though creatives leave this experience with elements which can be added to their portfolio or CV, in reality they’re not developing their skillset in a way which ultimately would be beneficial to future employers. With many undertaking unpaid work for up to a year or more, this can put some employees behind in their career and limits their exposure to real workplace issues. Furthermore, in some instances this could also further be contributory to skills shortage if they are not continually developing their skills with the release of new technologies and fluctuating needs of the workplace.Though many creatives view unpaid work as a viable route to getting that first important full-time job, it can be argued that the quality of what they gain from this experience can be inversely harmful to their career progression during the long-term compared to those who may opt to refrain from the unpaid route.​Image credit:Header: Image adapted from Photo by Anthony Shkraba from Pexels

about 1 year ago

By Heidi Moreby

Has my salary changed in 2021?

From virtual recruiting to hybrid working and virtue signalling, 2020 changed a lot for recruitment and salaries, so we figured it was about time we updated our Midlands salary survey so whether you’re an eager job seeker or in need business you know exactly where to position yourself in the market.A key feature behind fluctuations in salaries has been based on the availability of talent. Whilst some are encountering the limitations of the digital skills shortage, for many the biggest issue is that there just aren’t enough job seekers out there either because they recently found a new job following mass redundancies in 2020, or they are hesitant about moving. For businesses encountering this issue, the first solution has been to increase salaries and enhance the benefits package with attractive elements such as flexible working.The key takeaways (Nearly as tasty as a burger).Digital firstThe acceleration towards digital marketing and sales funnels has pushed many businesses to adapt and innovate their recruitment strategies. As a result, there’s a real appetite for digital skillsets in the market - increasing demand by 152% during Q1 of 2021 compared to Q1 of 2020 at Pitch.However, the digital skills shortage remains a real challenge in recruitment and to ensure they’re attracting the very best talent, businesses are increasing many salaries with a digital skill element.SEO - £1,000 - £5,000 increasePPC - £1,000 - £3,000 increase.CRM - £2,000 - £5,000 increase.*Salaries dependant on role level & agency/in-house placement.Creative demand recoveringThe creative sector took a hit during 2020, however with a 15% increase in demand during Q1 of 2021, it appears the sector is experiencing a bounce back; especially on the agency side where client demands are increasing.But, despite growth hirers are struggling to attract a volume of talent due to creatives finding alternative work during lockdown or (like most of the market) feeling uncertain about changing their current role. Because there is a talent shortage salaries for some skills have altered:Designer - £2,000 increaseArtworker - £2,000 increaseArt director - £1,000 increaseStudio manager - £3,000 increase*Salaries dependant on role level & agency/in-house placement.Account handlingThough many account handling salaries have maintained their previous level, PR appears to buck the trend. This is due to a recent and significant uptick in demand across the sector which is putting a strain on the availability of talent.One key factor to note is that though some starting salaries have decreased, for instance a Senior PR Account Executive (agency side) starting salary is now £1,000 lower at £23,000, the end bracket for that role has increased by the equivalent, enabling more experienced applicants to earn more.For a more in-depth insight into changes in the recruitment landscape and up to date marketing, creative, digital, and PR salary brackets for the Midlands, you can download our Midlands 2021/22 salary survey for free.​Image credit:Header: Image adapted from Photo by cottonbro from Pexels

about 1 year ago

By Heidi Moreby

Is there still a place for a Marketing generalist?

A few weeks ago we said to our client base “if you could ask us one question, what would it be”, then fab guy called Nick (hello if you’re reading!) asked us if there is still a place for a marketing generalist. As recruiters in the marketing space, this got us thinking.Cue internal chats and google searches featuring “reasons not to hire” and “the return of” later and we’ve come to a conclusion.Yes.It is undoubtable over the past year we have seen an uptick in demand for specialist marketing skillsets, as businesses sought to become more digitally agile to compete. And we predict growth in the specialist marketing area (especially within the SEO, PPC, CRM and Digital Marketing space) will continue to grow as businesses maintain focus on driving digital growth.In some organisations this is likely to reduce the need for a generalist marketer because specialists will work as part of a team dynamic, with each individual taking an element of a generalists workload and implementing their knowledge to help drive businesses towards the next level.But the key word here is team. Because taking on a specialist works best in those mid-large sized organisations, but in smaller businesses and new start-ups hiring all of the cogs in the machine is not always viable during the immediate period. This is where the marketing generalist comes in.Hiring a generalist means that many smaller organisations get access to a broader skillset. Though there is an argument to say that due to their non-specialist nature, getting some tasks completed may be tricky and require outsourcing, for many the generalist marketer is the first foot on the ladder towards growing a marketing team consisting of specialists.Marketing generalists create the foundation of a marketing plan and strategy, which then as the company grows, expands to include the requirement for more specialist skills and dedicated workloads. Is there still a place for a marketing generalist? Of course there is. In fact we could argue they’re fundamental to the eventual hiring of specialists.

about 1 year ago

By Heidi Moreby

Where PR recruitment is going wrong

After a turbulent 2020, the PR industry has seen a really positive surge in activity and new business causing a sharp rise in demand for PR talent. In this quickly evolving landscape, the PR sector is facing some of its toughest recruitment challenges in some time.Why are PR agencies struggling to attract and retain talent?ValuesDuring last year, many PR practitioners found themselves furloughed with very little communication or direction from their employers. This lack of engagement coupled with various changes in business direction throughout 2020 have meant some employees are questioning whether their values and long term vision align with those of their employer.FlexibilityThroughout 2020, many employees felt they regained a sense of control and freedom over their time through remote working. Moreover, with 64% of the UK’s PR workforce being women, it’s important we consider the balance involved in raising a family with managing a career. Obviously,  in the current climate access to grandparents and friends for childcare support is restricted, but not only that, parents and children alike have got used to spending more time together, parents (me for one!) are able to feel they are more present in their children’s lives simply by being home more, even if they are working at the same time.So for those businesses now imposing a 5 day a week return to the office, there must be consideration given to the potential impact that will have on staff retention as many competitors are offering appealing long term flexible working.Lack of career progressionOn the whole employees understand they had to put ambitions of promotion or pay rises on hold during 2020, but as they began to see their business recovering, these desires were bound to become reignited.The issue? Some PR firms are not providing clarity in communications surrounding how their employees can be supported to progress within the organisation. Mix this with an abundance of PR vacancies offering healthy packages and prospects and companies may be opening themselves up to losing great talent.Long-term impactWe talk a lot about the impact of having a positive employer brand can have on the reputation of businesses and their ability to attract candidates. For PR firms, failing to address some of the above points could have an impact on how their employer brand is perceived in the candidate market and therefore their ability to attract and retain the best talent. Meaningful time and consideration must be invested in establishing and promoting a credible employer brand. Soft benefits like duvet days or 4pm Friday drinks are not going to cut it. The talent market can see through genuine values and mission statements vs virtue signalling.Where there are threats, there are opportunities On the flip side, those PR firms offering strong organisational values, flexible working packages and strong career progression opportunities have a brilliant opportunity to stand out from the crowd and enjoy great talent attraction and retention throughout 2021.​Image credit: Header: Image adapted from Photo by Junior Teixeira from Pexels

over 1 year ago

By Heidi Moreby

How long to hear back? Timelines in recruitment

*Disclaimer - The averages provided in this blog are based on a selection of our own data from 2020 and 2021 and are subject to change.*Applying for jobs can be a frustrating process, especially as you are normally waiting on prospective employers to get back to you. As time goes on, you can be left wondering how long it will really take to get a new job or whether you will really ever hear anything back at all.This waiting game is often the most difficult part of being a job seeker, so to help make your journey a little clearer we pulled some of our own industry averages around how long things really take once you submit an application.How long is it until I hear back from job application?Around 10 days is our average period of time to get back to you whether you have been invited to an interview or your application has been unsuccessful. This is similar to the timescales of when you apply direct to an employer, which can vary from one to two weeks on average.Of course, this doesn’t mean that processes can’t be shorter. If applying for a role through a recruiter, it is likely you will be contacted up to 72 hours after application to discuss your eligibility for a role before a consultant sends your CV over to the prospective company.As a side note, it is always worth being open to a conversation with a recruiter during this time, as they may also be able to point you in the direction of other roles they are working on or be able to pitch you to companies, effectively helping you with your job search.How long until I get a job interview following my CV being sent to a business? On average we invite job seekers to interviews with prospective clients in around 14 days following application.However it is worth noting that this can vary based on company requirements, often if it is an urgent role then you may be invited to an interview in as little as a week following application. And depending on the size of the company and the volume of applicants, timescales may take longer due to following more screening processes.How long does it take to get an offer after a job interview?On average we see job seekers being offered roles around 3 days after an interview, taking into account other interviewees and making decisions around the offer (including benefit packages).However, this can be a difficult one to gauge as companies often follow different interview processes, with some opting to go down a multi-stage process and others content after just one interview.How long is it from job offer to start date?This varies based on your circumstances and company need, and can be anything from one day to 4+ weeks.Often notice periods are the biggest factor which extend the start-date, where we have seen periods of between 1 week to 3 months depending on the seniority level of the candidate and former employers requirements.If you take this into consideration, the overall job seeking process from application to start date is highly variable and dependant on individual circumstances and business requirements.What has changed since 2020?The pandemic has changed a lot around the recruitment process, however the averages provided in this blog are based on a combination of our own 2020/2021 data.On the whole those businesses who are hiring currently have an urgent need for talent as they are upscaling their businesses following delays and setbacks in 2020 and the identification of new digital revenue streams. In some cases this has sped up the recruitment process, especially for those individuals with digitally focused skillsets, including Marketing and Development.​ Image credit: Header: Image adapted from Photo by Pixabay from Pexels

over 1 year ago

By Heidi Moreby

Why graduate unemployment matters

Graduate/junior level recruitment has taken a huge hit over the course of the last year with an 11% reduction in the number of entry-level graduate jobs and concerns over youth unemployment mounting.Whilst it is easy to assume that these up and coming graduates will recover in time, a lack of hiring in the entry-level/junior market is likely to have a negative impact on businesses in the long-term.Why businesses are not hiring juniorsMost businesses have had a turbulent 12 months to say the least.  Financial constraints have meant businesses have had to make cost focused decisions around hiring. Whilst hiring a junior or less experienced employee is more cost effective from a salary perspective, when it comes to short term commercial impact their influence is likely to be less than that of a more experienced hire.Due to placing a heavy focus on generating revenue, many companies have not been able to invest the time they may have previously put into training a junior/graduate level hire, making hiring mid-level talent the preferred option.A further barrier has been the issue of trust surrounding remote working and younger employees, with some businesses not feeling confident in their ability to support, train and onboard a junior team member remotely.Why not hiring junior talent is an issueMany business owners and leaders may see junior unemployment as a small issue in relation to other business challenges being faced right now, unlikely to impact them and their teams in the long-run. But this is far from the reality.Future skillsThe workplace is going through a digital revolution, with digital marketing, content and ecommerce skills more in demand than ever.As digital skills become more in demand, employers are likely to want to hire people who have knowledge and experience of using such platforms on a daily basis. This is where the generation of ‘digital natives’ comes into play.Having grown up in the world of social media, algorithms and technology, digital natives are extremely in tune with developments in the technical space and may be able to help drive businesses forward in the digital revolution. The issue? They currently don’t have the required experience to make an impact despite holding the basic skills and drive.Digital natives are currently the junior talent knocking on so many businesses doors and a failure to take on that talent, nurture and grow it, could have an impact on the digital evolution of many businesses years down the line.​Nurturing your own talentThough taking on a junior hire requires a lot of time and sometimes monetary investment in training, it is often a fantastic way to how grow your own talent, effectively shaping it to business needs and expectations.Taking on a junior hire can also have an added bonus of up-skilling current teams, providing managers and mid-level employees with the opportunity to lead and mentor less experienced talent, developing their management skills in all areas from project management to training.In-house roles can be very diverse, requiring many different areas of responsibilities If you have a skills gap in your team, a graduate is a great option to invest in!  You can support them in learning the specific skills that your team/business require. They are often more open to specialising in an area than someone who has been working more generalist roles for and who has already found their niche.​The silver liningThough some businesses have continued to hire junior talent throughout the last 12 months, overall it has been a challenging market for graduate/entry-level job seekers.However we’ve noticed significantly more candidates have been interested in freelance and contract opportunities, seizing the opportunity to develop their skills and experience in a variety of positions whilst they work on securing a permanent role.​​Image creditHeader: Photo by Akil Mazumder from Pexels

over 1 year ago

By Heidi Moreby

How will remote working impact businesses?

Remote working has been one of the biggest buzz words over the course of the past year. Whilst 2020 was many things, it undoubtedly accelerated the trend for remote working in office based environments. For instance in 2019, whilst 30% of the workforce held the opportunity to work remotely only 6% did so on a regular basis. Fast forward to 2020, and this figure grew to between 48-61% of workers depending on which studies you consider. What is the future of remote working? Towards the end of last year we did some digging into our candidate network to find out exactly what they are looking for from employers in 2021 and beyond. A resounding 87% of job seekers are expecting some form of flexible working to remain in place from 2021 onwards, with 73% preferring a hybrid approach (a split between home and office working), compared to the 5% who would want full-time office working to remain in place. How does more remote working impact businesses? Talent acquisition With the job market remaining so candidate driven, even during a recession, employers who are able to communicate and be flexible with remote working packages are likely to have a better chance of attracting the right employees for their business. With candidates now trying to gain a stronger sense of a work/life balance, the willingness to undertake long commutes to city centre roles is declining and can be troubling news for city based businesses who rely on further afield talent. However this can only be a negative if businesses fail to adapt to candidate needs and expectations. With 51% of candidates willing to accept a city centre based role if flexible working options are available, those businesses who implement and communicate their flexible offering throughout the application process are likely to have the most success in attracting talent. Talent retention Talent retention has been a challenge for some businesses throughout 2020 and moving into 2021. For many candidates furlough provided additional time to reflect and we saw more candidates than ever undertaking significant career changes through 2020. There were also candidates who raised concerns about how they were treated during this period, how their employer fared financially and whether or not they would have a stable role to return to. In times like these some staff turnover is entirely natural and to be expected. However in some cases it can be prevented and offering an attractive benefits package can really help with this. Though many employers often assume elements like competitive salaries and social benefits are key, many employees would be willing to take a cut here if it meant they were compensated better in other areas. In fact, at present the number one reason candidates will stay with a company is their ability to offer a flexible working package which suits their lifestyle. More competitive business model Businesses incorporating flexible working into their employee benefits package are likely to have a competitive edge. Julia Williams, our Senior In-House consultant, believes this means that “businesses are likely to become more competitive in the market, as candidates are more likely to apply/commit to roles that offer home working” creating an opportunity for businesses to attract talent that previously may have been won over by competitor offers. Additionally, due to offering a flexible working model “businesses will be able to reach a wider pool of talent and can target certain geographical areas where competitors may be based”, opening up the talent pool to a wider range of prospective candidates. This is especially beneficial for those businesses looking to recruit for niche hard to find skillsets, who otherwise may have been put off by location and the prospect of a lengthy daily commute. And is especially beneficial in the agency market, where access to a broader talent field may help to reduce pressures associated with the digital skills shortage. What remote working means for freelance services The benefits of remote working are not just limited to permanent employees, opening up your business to more flexibility is likely to have a positive impact if you are looking to utilise freelance support. Many freelancers have experienced working remotely throughout their careers, it’s nothing new to them. The quality of their work and their productivity levels have to remain high whether they are office based or working from a home office set up. The introduction of more remote working in more businesses will mean they will be even less restricted by location. As with permanent employees this is likely to open up the talent pool further, giving businesses greater access to niche skillsets faster than ever. But there is also another benefit. Ellie Tibbs, our senior freelance and interim consultant believes one of the biggest benefits outside of skill access will be the availability of cheaper rates. “Candidates often have two rates. Normally remote work comes out as being slightly cheaper, because they do not need to make adjustments to their workload or budgets to account for travel to and from location, which can be beneficial for businesses operating on a tighter budget.” It is clear that implementing more remote and flexible working can have numerous benefits on business recruitment drives and talent retention. To gain a clearer understanding about candidate wants and needs in todays market, you can download our “The future of work” report for free. Image credit:  Header: Image adapted from Photo by Ketut Subiyanto from Pexels