about 1 month 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 2 months 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.

3 months 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

3 months 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

3 months 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.

4 months 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

6 months 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

7 months 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

8 months 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

8 months ago

By Heidi Moreby

Why perfect fit is important

We talk about finding the perfect fit a lot, but what really is it?The perfect fit is when there is an equilibrium between candidate and employer wants, needs and expectations. It is our job as recruiters to create this sense of synchronicity and to match the right candidates with the right clients.However, whilst we often understand what it is clients are looking for and how to how to find the perfect match, for job seekers this often isn’t as clear cut.As a job seeker it is easy to get wrapped up in your own mind, because you are so focussed on your end goal. And whilst you may believe you are after the same thing as employers, in many cases this is not always the way.How can I become the perfect candidate?The perfect candidate is illusive, because the term its self is so subjective towards employer needs, however this doesn’t mean there aren’t some things you can do as a job seeker to bring yourself closer to being that perfect fit.Find out why they are hiring Asking the right questions to deem whether this role is for you is important. The most important question you should be asking is why they are hiring.Often it is just to fill a gap of a leaving team member, but sometimes it is because of a very specific reason. Perhaps they are looking to go through a phase of growth and need someone skilled in this area to help guide them or they may have a skills gap within the organisation which they need to fill for a specific project.Finding out why the employer is hiring can open up conversations about how you can help to make an impact in the business and can help you gain a stronger understanding of what you can do to make yourself standout against other candidates.Do your values match?Values can often be easily found by searching the company website, if applying through an agency who keep the name anonymous reaching out to the recruiter for more information on the company is also a good idea.Finding out whether your values match can help you to create a more tailored and personalised CV and Cover letter which meets the expectations of the business not just the job description.By doing this you can appeal to the employer on a personal level, it shows that you are committed to something outside of the general duties of the job role and are willing to consider the bigger picture.Research shows that those who match their personal values to the companies they aspire to work for are more likely to feel happier and more engaged as an employee because they are passionate about what they do and who they do it for, demonstrating that ensuring a perfect fit can only benefit you in the long-term.Does your lifestyle match?Often an overlooked element in job applications is lifestyle. Many people right now are applying for anything and everything in order to secure a more secure income throughout 2021, but in doing this they are thinking short rather than long-term, which may hinder applications.Before applying for roles we ask candidates to really consider the following points:Do the hours suit my lifestyle?Will it meet my financial needs?Do I need some flexibility?Am I able to meet the criteria of the role?Whilst we encourage you to be active in your job search, failing to meet these key points in the long-term could place you in a negative position where you are searching for another role within a short-time frame. Additionally, if you are unable to meet the employers requirements it can lead to no offer being made or potentially a failed probation, which can only have negative consequences for yourself.In applying for roles we encourage all candidates to think about how they can ensure they are the perfect match for employers. This is a sure fire way to make themselves noticed above fellow job seekers and can pave the way for a positive work experience.Image CreditHeader: Image adapted from Photo by Ann H from Pexels

8 months ago

By Heidi Moreby

Not getting feedback on applications?

Our recent Linkedin poll showed that 57% of you are currently hesitant about applying to new roles due to the lack of application feedback you received from businesses during the first lockdown. However this isn’t something new in the job market.Historically 48% of job seekers stated that waiting to hear back on applications is highly frustrating, which is only made more exasperating when you don’t hear anything back at all in relation to your applications or performance in an interview.This can lead to you questioning your worth in the job market, and before you know it you are in the middle of a full blown confidence crisis.With so many job seekers struggling right now, we want to provide you with some real actionable advice on how you can gain application feedback.Why do I need application feedback?The desire to get feedback is ultimately about control.When you don’t have a full-time job or your current one is leaving you feeling stuck in the mud, getting feedback adds another layer to things you can do to improve your situation.How can I get application feedback?Ask directlyIf you haven’t heard from the prospective company within around 2-3 weeks, the likelihood is you have been unsuccessful. But if you feel you were the perfect fit for the role, you will want to know why.As a first step there is no harm in reaching out to the employer, either via their HR team or directly to the hiring manager or if you applied via a recruitment agency, the consultant.We advise you against taking a forceful tone in this approach, instead drop them an email or call which outlines why you are asking for feedback. Consider including elements like why you thought you may have been the perfect fit or which skills you had which could have impacted the organisation, ending with a request for feedback as to why you were unsuccessful. It is also useful to include a note explaining that as much feedback as they are able to give is useful to help you improve in the future, also be sure to thank them in advance for their time.Taking this approach instead of just emailing and demanding an explanation, gives the hirer a small prompt to then expand upon your request. Through taking this approach you are more likely to get a detailed and honest response rather than a standard “someone had more experience” reply.Sometimes however, you are not going to get the detailed feedback you desire or in some cases any at all. But there are still things you can do to take control of the situation.Evaluate yourselfIf you don’t get the feedback you want, take some actionable steps to give some to yourself.Take your time to compare your CV and cover letter against the job description, really evaluate what you sent in versus what the employer was looking for and consider ways in which you may be able to improve your application for future reference.Another way to evaluate yourself may be to look at the companies employees on Linkedin. If they are a larger organisation, they may be likely to hire teams with similar skill sets and qualities. Though we strongly advise you don’t get too invested here, it can be a good way to identify what backgrounds and skills may have suited the company and role. This is especially useful to those looking to transition into a new sector, where identifying career paths of others can help to pinpoint avenues for change in your approach to job seeking.It’s also useful to think back over the questions asked in the application form or interview and how you answered them, hindsight is a wonderful thing and there are likely to be areas that you feel you could have highlighted better or expanded upon. Thinking about these will undoubtedly help you improve for future recruitment processes.Peer evaluationWhere you may have exhausted all avenues yourself, reaching out to a friend or family member can be a useful way to gain a new perspective.Often peers have different experience levels, unique experiences and approaches which can help give a different perspective. Get them to have a look at your application or assess your interview technique and you may be surprised about the things they recommend.Hopefully this blog goes some way to guiding you to gain a stronger sense of control over getting application feedback. However, if you have taken the steps outlined above and still feel a little lost, feel free to reach out to one of our consultants, who may be able to help guide you in the right direction.Image creditHeader: Adapted from photo by sum+it from Pexels