26 days 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

about 2 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 juniors Most 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 issue Many 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 skills The 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 talent Though 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 lining Though 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 credit Header: Photo by Akil Mazumder from Pexels

3 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

3 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 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 Credit Header: Image adapted from Photo by Ann H from Pexels

3 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 directly If 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 yourself If 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 evaluation Where 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 credit Header: Adapted from photo by sum+it from Pexels

6 months ago

By Heidi Moreby

Adapt, don’t cut your marketing budget

As businesses are engaging in restructures to become more lean and cost efficient in a tough economic environment, marketing departments are often the first to feel the brunt of cutbacks. According to research, 44% of marketing budgets have been cut so far during 2020, with 11% facing reductions of more than 15%. These cut backs can take a variety of forms, from reducing paid budgets to cutting back on staff. We appreciate that businesses are looking to do what is best for their financial survival right now, which is why we are not going to write the article which tells you why you shouldn’t cut back on these budgets. Instead we are going to tell you to adapt. Why should I adapt my marketing budgets? Our recent podcast with Kieran S-Lawler (Head of Content and Social Media at Hallam) addressed the need for marketers and brands to be consistently adapting to the markets which they operate in, a failure to continually invest in marketing in some form can place you at a competitive disadvantage. Whilst many marketers are now shifting away from previous “targeted social good messages”, reverting back into their old sales driven propositions, it is important to remember there is no on or off switch for what we have seen over the past 10 months. To compete in current markets it is vital that brands and marketers leverage what they have built during the first half of the year and build upon it, to use their brand as a tool to generate sales and growth. To cut it short, a failure to invest in your brand through marketing channels could have a negative impact on your market competitiveness and long-term business prospects. Where is marketing going? Our latest insight document on the Autumn 2020 job market addressed a key insight that requirements for digital and technical skills are on the increase. This is not surprising as 56% of marketers have changed the way they approach marketing as a result Covid-19, opting to concentrate more on digital channels. As a result we have seen more roles which demand specialist skillsets, who are able to provide companies with maximum return for hiring investment. Specifically, we have seen large increases across the following: Front & Back-end development 2020 has been a huge year for eCommerce growth, with 44% of consumers increasing their online shopping habits, commercial brands are having to adapt to new digital environments. As part of this adaptation we are seeing a large increase in demand for front and back-end developers with experience across key platforms like Shopify and Magento, who are able to modernise company websites and help implement online sales channels. This is likely to become an increasingly important need for businesses as the festive period approaches and longer-term. As a result, we strongly advise those businesses who are not yet operating within a digital sales funnel to consider whether this may be something they are willing to invest in to help propel growth during the final quarter of 2020. Analytics and data analysis It is only right that as businesses become more conscious about what they are spending, they want to ensure it is going into the right channels and is hitting their core markets to deliver a financial return. This is rightly impacting how businesses invest across Marketing departments, with a higher emphasis placed on securing analytics and data experts to ensure businesses are on the right track and are able to provide a solutions driven approach to marketing. If you feel as though your business needs some guidance with how to move forwards it may be wise to invest some of your hiring budget in an analytics and data expert. Specialist marketing skills Businesses want to get as much return for their money as possible at the moment, so hiring specialist talent is a key way to ensure you are able to complete specific projects to the highest of quality. Our recent blog addressed that we are seeing key increases in demand for PPC, SEO, Social Media, CRM and eCommerce roles, which is in part driven by companies looking to enhance their digital presence to compete in a more digitally active consumer society. If you are looking to enhance your digital presence in a specific way; perhaps you want to improve your SEO ranking or website user experience, then hiring a marketing specialist could be a key way to ensure you are able to achieve this vision. If you are considering hiring across these disciplines we advise you to make a balanced judgement about who you may need and for how long. We are able to provide both temporary and permanent recruitment solutions to suit your needs and requirements. For more information about what may suit you best, you can view our blog on recruitment solutions or get in touch with us directly. Image credit: Header: Photo by Karolina Grabowska from Pexels

7 months ago

By Heidi Moreby

From generalist to specialist: How you can advance your digital marketing career.

When many start their marketing careers, nine times out of ten they enter the industry as a generalist; someone who is actively involved with marketing at all levels from strategy to social media, SEO and (if lucky) PPC. However whilst generalists hold a good position in the industry, as their broad skillset means they can solve and contribute to a range of marketing decisions - making them an attractive hire for SMEs, we are seeing a large increase in demand for more specialist skillsets. Whilst already an emerging trend at the tail-end of 2019, as recruiters we have found the demand for specialist skills within digital marketing has increased as a result of Covid. For our freelance and interim clients this has emerged through companies needing assistance undertaking digital transformations and enhancing their digital presence through content creation and SEO. A similar picture is present on the Agency and In-house side, where due to brands increasing their digital presence throughout lockdown, either through the introduction of online purchase options or increased investment in PPC to compete, they are now finding themselves in a position where they need to hire to maintain. Rather than hiring generalist talent, who may lack in certain skills, many organisations are opting to go down the specialist route to ensure they are able to get maximum return for their investment in hiring. Meaning if you aren’t already considering advancing your career to become a specialist, now may be the time. What is a marketing specialist? A marketing specialist is an individual who specialises in one specific area of marketing. As a result of changes in the market we have seen an increase in demand for the following skills across freelance/interim and permanent roles: Paid Search/PPC PPC professionals manage the paid advertising and marketing budget for an organisation. This can include search engine marketing and paid social media activity. Requiring strong data analysis skills, these types of roles suit strategic thinkers who are nimble and adaptable in the market.   SEO SEO at its core is a strong profession for those creative personalities who perhaps like to dabble more in the strategic side of marketing. Requiring strong data interpretation skills, you will use tools like Google Analytics and Google Search Console to identify and fix website performance issues whilst also crafting keyword led content to improve rankings.   Content/ Social Media management Taking the specialist route into content and social media management is the closest thing you will get to staying on the generalist route, but taking the next leap. It is likely you will be involved in the full process from research to creation and implementation, whilst also dabbling in PPC and SEO strategies.     CRM Executives/Managers Customer Relationship Management (CRM) executives and managers work at the heart of the marketing strategy by getting to understand and know target audiences. In addition to dealing with customer requests you will offer insight into how to improve their purchase experiences, working directly with Marketing managers to improve attraction, retention and conversion. E-Commerce As consumers shift to more digital purchase, E-Commerce is likely to become a strong area for growth in marketing. As an E-Commerce specialist you will be an expert in digital strategies, requiring the implementation of PPC and SEO skills to get brands and products noticed, ensure web performance is optimal and the creation of innovative social strategies to stand out.   Marketing analyst Marketing analysts lie at the core of marketing, without these specialists it would be hard to know how to improve social, digital, PPC and SEO functions. Professionals employed in this specialism are often results focussed and commercially minded - seeking to improve business prosperity through strategic insight. Though there are many routes you can take within digital marketing to level up your career, this blog provides just a snapshot of what we have seen. For a deeper insight, you can download Pitch Perspective: The Autumn 2020 job market for free. Image credit: Header: Photo by Joseph Ruwa from Pexels

about 1 year ago

By Heidi Moreby

Becoming a digital marketing specialist

The growth of digital marketing and what it means for marketers has been a core topic over recent years. Experiencing 15% growth during 2019, digital marketing is fast becoming the most popular method of reaching consumers, with huge brands like M&S and even politicians increasing their use of digital media. Positively, from a recruiter perspective this shift is increasing the variety of digital marketing roles available. Sourcing the right talent can however, be difficult because of the perceived digital skills gap within the market. While senior figures may have experience, some research suggests that  they can lack the skills to deal with more specialist topics such as SEO and PPC. In contrast, while junior talent may be more knowledgable in these elements, they often lack the required commercial experience - both of whom potentially hold more experience in a generalist (e.g a Marketing executive/manager controlling all aspects of a marketing strategy from PPC to SEO) role than a specialist. This is set to be a key issue as in-house brands and agencies alike are increasing their search for more specialist talent to ensure the creation of campaigns which are driven by knowledge and insight. For instance, we have seen an increase in demand for SEO & PPC executives/managers, Data & Analytics experts, Content specialists and CMS Developers to name a few. Whilst the candidate market is responding to these developments, finding the right candidates can be difficult for any agency or in-house recruiter. This is often due to many candidates coming from a generalist background with limited specialist experience, an inverse to what a specialist employer may want to find. We believe most generalist marketers (and other professionals) can make the shift into a specialist role due to their exposure to working with multiple platforms. For instance, a Digital Marketing Executive will lend their hand to PPC, SEO, Content and website management. Whilst this is a strong skillset, employers will want to see that you are dedicated to making the transition. In order to standout you should consider demonstrating the following traits sought by specialist employers. Become the tailored professional It goes without saying in every application you should tailor your CV and application to the role at hand, but this is even more vital in a specialist role. What specialist employers don’t want to see is that you are an all out generalist. To really get their attention make sure to hone your CV down to the fundamentals of the specialist role and consider using your more generalist talents as a bonus. For instance, your PPC campaign may have increased sales by 110%, but this required you to liaise with the SEO team to ensure effective targeting. Integrating your generalist skill set in this manner will show you have a broader knowledge for how your specialism may need to cooperate with wider teams to ensure success - potentially making you stand out from other applicants. Be distinct When competing for specialist roles, there may be a lower volume of suitable applicants, but that does not mean the client is not looking for someone really special. The key to standing out amongst these applicants is to demonstrate how your specialist skillset has driven change and innovation within an organisation. Even if you have previously been a generalist, consider specifically how you worked to enforce a SEO strategy - did you pull teams together? How many sales did your PPC campaign generate? Did you overhaul the CMS? The key to standing out is reinforcing the how and results of what you achieved, only by doing this you will be able to promote yourself beyond your previous generalist role. Commit If you want to move into a specialist position, you will need to demonstrate a level of commitment to enhancing your skillset outside of the workplace. This shows you are willing to learn outside of your parameters and are willing to enhance your specialist knowledge by taking on new perspectives. This does not have to be just through training, often entering competitions, belonging to specialist networking groups or even providing your thoughts through professional speaking can help to demonstrate your commitment and build your reputation as a specialist marketer/creative professional. If you are looking to make the next step in your career to become a specialist digital marketer, contact us today to have a confidential chat and gain a deeper understanding of what prospective employers may be expecting in your application. Image credit:  Header image: Photo by Visual Tag Mx from Pexels Banner image: Photo by Christina Morillo from Pexels

over 1 year ago

By Heidi Moreby

Why you should relocate to Manchester

Though the northern regions are known to receive less funding than London (up to three times less during 2014), Manchester is leading the northern powerhouse, with an additional 7,500 creative jobs created in the past two years. Packed with independent shops, bars, restaurants, and now more than ever acting as a hub for creative and digital talent, Manchester is becoming an increasingly attractive location for those looking to enhance their career prospects within a friendly and sociable city. Of course we know the social reasons why you should consider a move to Manchester, but is it viable practically? Salary As a graduate, your prospects of earning a fair wage in Manchester are strong - you can expect to earn an average of £22,962 per year. A figure higher than the competitor cities, Birmingham and Newcastle. But what about senior opportunities? According to one of  (back to what we were saying about making it seem like we have more than one) our agency specialists, Harry, “A lot of advertising agency specialists have relocated to Manchester, leading to more competition for senior roles in the region. As a result Manchester’s average agency salaries are as close to London’s as ever”. A figure confirmed salaries increasing an average of 41.9% over the course of ones career.. Though you can still expect to earn around £7,137 less per year than your London counterparts if you do move to Manchester, what you lose in salary you will save on costs of living. As one of the cheapest cities to live, with rent costing an average of £494 per month, Manchester currently presents itself as a unique location for graduates looking for an early break, but remains accessible for those who may be looking to expand living situation. To purchase your own home you will only have to save 26.9% of your monthly salary, a long departure from London’s whopping 80.5%. However these are only estimations and to see your potential earning capability, you can download our Northern salary survey, containing average wages for a variety of roles and levels from Marketing Executives to Communication & Creative Directors. Career opportunities Driven by the affordability of office space and operating costs in the area, many businesses are deciding to make the move to Manchester. With numerous top brands like TalkTalk, Missguided, Boohoo, Amazon and booking.com calling Manchester their home, there is a lot of potential for those looking to work within the retail, E-Commerce and service industries to gain employment in the region. Whilst agencies are not as prevalent in the area as alternative cities like Birmingham, those which exist in the region hold a strong presence due to their desire to work in-tandem with their clients. For instance, WPP’s decision to create a creative hub in the region was motivated by their desire to be closer to clients and their expansion is expected to increase the creative potential of the region. Increasing Manchester’s share of the creative and advertising market is likely to have a positive economic impact in the region, where an increase of 4% could bring a potential £1bn in additional annual revenue to the area, ensuring Manchester remains financially attractive for business investors and thus career prospects. We could talk about why you should relocate to Manchester all day, but that wouldn’t be a productive use of your job seeking time! For a closer look at the vacancies Manchester currently has on offer you can visit our job search page or get in touch with us today. Image 1: Manchester evening modern by (inactive account) https://pixabay.com/photos/manchester-evening-modern-building-2488681/  Header and image 2: Manchester Bridge port: by (inactive account) https://pixabay.com/photos/manchester-bridge-port-river-2501693/

over 1 year ago

By Heidi Moreby

Why you should relocate to Birmingham

Whilst London is frequently touted as a hub for creative activity, a reported 7,620 business professionals have left the capital for smaller cities like Birmingham in the past year. We have previously recognised Birmingham as a potential hub for creative sector growth (thanks to HS2, lower costs of living and business investment potential), but we now wish to address specifically why you should relocate to the region. With January prompting people to make significant lifestyle changes and the job market experiencing a peak in both candidate and client activity, there seems like no better time than the present to consider your options in making a move. In doing so, there are obvious aspects you need to consider:   Birmingham Salaries If you are a recent graduate hungry for a top salary, then Birmingham may not potentially be the place to move. With an average graduate salary of £21,823, starting wages in the Midlands region are low comparable to Glasgow (£26,195) and London (£25,909). However, it is not all bad news. If you hold some sector relevant experience and are willing to prove your worth over time, then Birmingham holds the highest potential for pay rises over alternative regions. In Birmingham you can expect to increase your salary by an average of 53.9%, higher than cities like London (52.8%) and Newcastle (50.2%). Whilst promising for established professionals, this is of course dependant upon the sector you work (or wish to work) in. For a more in-depth look at your career’s salary prospects by region, download our Midlands Salary Survey, which covers a variety of roles and levels from Marketing Executives to Communication & Creative Directors.   Career opportunities We have previously reported investment in the Midlands region is increasing, making cities like Birmingham more attractive for businesses. In fact, if you want to work for a small business within the UK according to the 2019 Small Business Index, Birmingham is the best place to be. Outperforming cities like London, Manchester and Glasgow, the overall potential to join a growing firm and make a small difference within the region is high. In addition, for those who prefer to work as part of a larger team, many renowned businesses have made their home in Birmingham. With HSBC recently opening a new Headquarter in the region, alongside Deutsche bank and KPMG calling it their home, Birmingham is a strong base for anyone looking to work within the financial and professional service sectors away from the hustle of the capital. But Birmingham is not just about suits and the nine to five. It also plays host to a strong and ever growing agency market, which blends a range of large name brands like McCann, with smaller independent creative studios such as M3 who recently expanded into the city. We could probably talk about the range of opportunities Birmingham and the West Midlands has on offer all day, but that wouldn’t be a productive use of your job seeking time!. For a closer look at the vacancies Birmingham currently has on offer you can visit our job search page or get in touch with us today. Image credit  Header: Birmingham, England by David Mark from Pixabay  Image 1: Birmingham Canal by Phil Wild from Pixabay  Image 2: Architecture Birmingham Image by khamkhor from Pixabay 

over 1 year ago

By Heidi Moreby

Marketing Minute: Is Digital Marketing set to remain?

Due to heightened political and economic uncertainty, UK companies have cut their marketing budgets during the third quarter of 2019, however their spend on digital marketing has increased to £7.3 billion. This is consistent with reports indicating digital media spending will account for 66.4% of all media ad spend in the UK during 2019, where an increase in hiring for digital roles indicates brands anticipate this trend to continue. However, whilst marketers may expect digital strategies to deliver cost-effective, real time results, it is important they consider external market trends before diving into a potentially costly cross channel marketing strategy. 67% of all UK consumers are active across social media, with the majority present on Facebook, closely followed by Snapchat, Instagram and Twitter. Controversially, however, users are starting to abandon these platforms. Reports indicate around one in three UK adults are starting the cut back on their social media usage. Whilst the ‘go to’ reason for this is typically mental wellbeing, research indicates this only accounts for 21.1% of those reducing usage. Instead key drivers are information overload (29%), Addiction/time wasting (27.2%) and a lack of trust (26.7%). Whilst this sparks concerns regarding the efficiency of digital and content marketing strategies in reaching core audiences, it is important brands recognise these as potential barriers and adapt communications to meet the audience requirements to stay ahead. As 72% of consumers are likely to engage with marketing messages which are personalised and tailored to their usage habits and interests, it maybe that tailoring marketing content is an effective solution to the issue at hand. With this tailored offering, 48% of marketers find their content performs more effectively, creating a commercial benefit. In answer to the question is digital marketing set to remain, we would say yes, but potentially not in the way we are used to seeing it. Over the next year we anticipate marketing strategies to become increasingly audience and brand strategy driven. Consistent with audiences of all ages wanting more value and purpose driven communications, we are expecting to say goodbye to the mass communication model in favour for one which is more focussed on core audiences and markets. For a more personal chat about how digital trends are affecting the marketing landscape, feel free to get in touch with us today.   Image Credit: Header: Close up of smart phone by Pixabay https://www.pexels.com/photo/close-up-of-smart-phone-248533/ Image 2: Marketing strategy sign by Kaboompics .com https://www.pexels.com/photo/marketing-strategy-6229/