9 days ago

By Julia Williams

Quality or quantity: Applying for jobs in a competitive job market

With less jobs available in the market due to sectors collapsing or still experiencing recovery following lockdown, and more available candidates following redundancy and the desire to change jobs, the job market is as competitive as ever. This is our thirteenth year in industry, and by no means will be our first recession. We have seen this environment before and we recognise that as job seekers you are likely to be feeling frustrated by a lack of progress with your job search. This often results in a tendency to apply to anything and everything to satisfy needs. Over the course of the past month on our busiest days we have seen as much as a 100-200% increase in job seekers viewing and applying for roles compared with January, especially amongst more junior level roles. And whilst we are managing these as efficiently as possible, we are concerned that some applicants may not be managing their job search as effectively as they can. What is better quality or quantity? Whilst there are arguments for both, applying to as many jobs as possible to fulfil a quota is unlikely to grant you a sense of satisfaction in managing your time whilst unemployed, nor is it likely to lead to highly tailored and effective applications. Whilst we encourage you to apply to as many jobs as are appropriate for you, the key word is appropriate. Apply for roles which suit your needs and talents You may be silently screaming “but I need money” at your screen. We recognise that earning is a priority. However, your ability to attract employers could be limited by applying to roles which do not suit your skill set or you lack motivation to succeed within. In applying to roles we are encouraging all candidates, regardless of level, to only apply for jobs which they effectively match with. This can include a range of elements like skill sets and transferrable skills, career background, industry background and even personal passions and hobbies. In short, if you don’t feel some kind of emotive or logical pull to the job description you are reading, question your motives behind applying for the role and ask “do I really want this?”. Tailor your applications Whilst you may believe having a blanket copy of your CV or cover letter will save you time, in reality it is likely to be ineffective in securing you the job you want. You have probably heard all of this before, but consider it this way. You are an employer, you have just sifted through the countless applications of people who used a generic method of applying. Nothing is standing out, you are probably tired and thinking of giving in for the day, and then, the final application you read speaks to you almost as though the applicant knew what you were looking for. It is obvious that tailoring your applications can make you stand out from those who fail to, but knowing how can often be difficult. In approaching this we recommend you download our “enhancing your applications” report by clicking here. But above all, research the company and when writing ensure you are speaking directly to them and their services, be specific and relate your application to the job description, promoting your successes and what makes you or the role stand out. I am new to the job market. How can I compete? July and August are interesting periods in recruitment. As a range of new university graduates and college students enter the market the demand for entry and junior level roles increases. Unfortunately, younger and less experienced candidates are likely to be most impacted by the effects of Covid-19, with firms reportedly reducing the volume of entry level roles by up to a quarter as they opt to focus on current teams and internal issues. Whilst this is concerning news for the classes of 2020, there are things which you can do to make yourself more noticeable to employers. It is important to get the basics right as a starting point, so if you haven’t viewed our “enhancing your applications” report you can download it by clicking here. Outside of tailoring your applications and applying for roles which you are suitable for there are two other options you may consider. Firstly, just because you are unemployed does not mean you cannot keep expanding your skillset through education or voluntary work. We recently wrote a blog on how you can upskill yourself remotely, with links to online networking events and tools which you may use to enhance your digital and technical skills. However, there are many tools available in the market and we encourage you to undertake some research to find ones which are most likely to benefit your career. In addition to expanding your knowledge, you may want to look further afield in terms of where you are applying and what for. We encourage you to maintain meaning behind your applications, but also consider looking into working with SMEs and start-ups. Though the pay may not be what you would get from a larger organisation, you are likely to be exposed to a variety of business areas meaning you can develop a broader range of skills and experience. Alternatively, you may want to look into other job roles, where you hold transferrable skills. For instance, those with a small background in digital marketing may find applying for entry level PPC roles could be beneficial in the long run. We appreciate that over the next few months as furlough rolls to a close the job market is likely to become even more competitive, but at all stages we advise that you follow our guidance. Even though there are more candidates in the market, employers are still seeking a very specific type of candidate, and it is therefore important that you put yourself across in the best possible way. You can browse our latest job openings or get in touch with us if you need some additional guidance. As we are handling an increased volume of applications at the moment, we do ask that you be patient as we review each application, doing our best to contact you within 5 working days. Image credit Header: Photo by Pixabay from Pexels Image 1: Photo by Andrea Piacquadio from Pexels Image 2: Photo by bongkarn thanyakij from Pexels​

24 days ago

By Julia Williams

“Is my career for me?” - Taking on a career change

The impact of Covid-19 on the livelihoods of employees has left many questioning “what career is right for me?”. As discovered in our returning to work survey, 40% of respondents who had been working from home during the crisis stated they are considering making a career change, with this figure increasing to the 60% amongst those who had been furloughed. This uptick is likely to be due to fears regarding job security over the next twelve months, however wider surveys also indicate around 1 in 5 UK workers have realised their current role does not align with their ideal life. In the same survey, an anticipated 51% of UK workers are considering changing industries to challenge themselves, followed by 41% looking to increase their work-life balance. With the internet currently awash with articles in response to workers searching terms like “how to make a career change at 50” or “how to change jobs”, we realise that many of these are addressing emotional factors like making sure you select what is right for you but fail to tell you precisely how. At Pitch we believe in doing things the right way, so we are going to tell you that in many cases changing industries or career paths can be a difficult transition. But it is not impossible. Combining our knowledge of the recruitment industry across multiple sectors from Marketing and creative to technology and sales, we have helped numerous people make life changing career transitions over the past decade. And, whilst the market has and will continue to evolve over the upcoming months and years, below are some of the best tips we have given to people in your situation previously. Communicate your intentions We frequently receive applications from candidates for roles and sectors which they hold little or no experience in. It could be that some of these applicants are looking for a career change, but we don’t know this because it is not communicated in the curriculum vitae or personal statement. This often leaves employers questioning why you are applying for the role, putting you towards the bottom of the pile of those who are already skilled and experienced. In applying to roles make sure you transparently communicate any transferable skills you hold, ideally within the personal statement. Detailing why you are looking to make a change and what motivates you to want to move into the sector and make a difference within the company you are applying to is a fantastic way to get your application noticed. Remember, you may be asked to go deeper into why you want to make a career change during your interview, so be prepared to communicate your motivations and how your skills can effectively transition later down the line also. Network and become engaged Making a transition into a new industry or career field is like starting with a fresh slate. The contacts you held previously may no longer be relevant and the message you are putting across could be outdated. It is time to build your personal brand. Personal branding is the act of positioning yourself as a figure or authority in your industry, giving you credibility amongst your peers. Starting fresh no one expects you to be an award-winning maverick who has set up multiple successful businesses, but you can gain respect through actively engaging with your future community. You can do this by attending and posting to your professional social media accounts about networking events (these are likely to be virtual during Covid-19) you have attended, webinars and podcasts you have found interesting, pieces of creative work you have created or even by connecting and sharing information with key figures on Linkedin. Through doing this you are likely to feel more engaged in the community you hope to belong to, hopefully providing you with the energy to keep looking for the perfect role whilst forging connections, networking and giving you engaging things to talk about during an interview. Recognise your limits Making a career change is challenging, but one of the most difficult element some candidates face is the recognition that they may not be able to transition into a similar level role than previously. For younger workers this is an easier step to overcome, but if you are debating changing career at 40 or 50 years old, depending on the difference in sector you may have to take a drop in pay and/or seniority. To understand the complexities of a transition it may be wise to undertake some research, talk with contacts in the industry or to a recruiter, however recognising your limits and having some flexibility around the levels of roles you apply for can make you a stronger candidate in the market. In some cases you may hold transitional skills which are competitive against other applicants which may give you the upper-hand, allowing you to transition faster. We recognise that changing career can be a difficult and life changing step. If you have any concerns or questions about how you can make a transition effective and tailored to your personal situation then please do not hesitate to get in touch with us. Image credit Header: Photo by Bakr Magrabi from Pexels Image 1: Photo by Bakr Magrabi from Pexels

4 months ago

By Julia Williams

Upskilling yourself remotely

With many of us currently working remotely or undertaking a furlough period, we are finding ourselves with much more time on our hands. What used to be a daily 1-2 hour commute has now been replaced by family chatter and the working day has been significantly condensed. Whilst many of us consider this to be a fantastic time to relax, catch-up on some sleep and binge watch television in the name of mental wellbeing, research also suggests active learning can have a positive impact on mental health by reducing stress and anxiety levels. Whilst improving your mental wellbeing is a fantastic incentive for upskilling yourself, using this time to improve your professional skills will equally be important to your career and recruitment prospects later down the line. Research conducted in 2019 highlighted the most significant issue C-Suite executives are currently facing is how they can transition their workforce into the future, with more than 54% of employee’s requiring reskilling and upskilling over the next three years in order to match the modern job markets demands. When taking into account the skills shortage across the North West, Midlands, Wales and London regions it is simple to see the challenges Managers and Board Directors are facing, with demands to increase digital skills particularly prevalent. Professionals trained in skills like SEO, programming and design softwares to name a few are statistically likely to earn a 29% higher salary compared to those who are not. This highlights upskilling yourself now could potentially have a longer-term positive financial impact on your career and its progression. Resources you can use to upskill yourself. Businesses are fully aware people will have more time on their hands to develop or learn a new skill. With many offering a range of free or heavily discounted resources for a limited period, now is probably one of the best times to develop yourself at a reduced financial cost. Networking from the comfort of home. Whilst physical gatherings are temporarily restricted, many networking event organisers have had to innovate to ensure they are able to continue reaching their markets. Our friends at The Marketing Meetup have moved their physical events to the digital space, bringing you webinars, workshops and conversation clubs from leading industry figures like Rory Sutherland and even some at home yoga to keep you active, moving and creative. Here you can meet and discuss all aspects marketing with likeminded people from the comfort of your home. To see what is currently on offer visit our events page. Get Creative from your Suite. The fantastic news for any creatives is that Adobe have announced a range of incentives to help professionals at all levels. For those near graduates who want to enhance their Photoshop, InDesign, Illustrator, Premier Pro & more skills, Adobe have removed the price barrier of all Creative Cloud products for students impacted by Coronavirus until May 31st. For those looking to enter the freelance route or show off their creative talents to help re-employment Adobe Portfolio is now free until May 15th. Talking code with HTML, Javascript, CSS & PHP. Learning to code is not rocket science (really!), and whilst it may take some time and dedication to get to an advanced level we are seeing more and more digital marketers being asked if they have a basic knowledge of coding elements like HTML to construct basic website and email elements. These skills are difficult to come across and Codeacademy know this, which is why they offer a free package to everyone looking to enhance their coding skills online which you can complete at your own pace. Containing everything from Python to CSS and Java, these courses give you the opportunity to enhance your digital skills to an introductory level and may help digital marketing professionals to stand out in an arguably crowded market. For those looking for a more in-depth development, School of Code offer a free 16 week intensive web development course where you can learn the fundamentals of programming and how to work in a high performance tech team where you will specialise in full-stack Javascript development. These are just a few of the free or reduced cost resources we have seen available, other providers like Google also offer a variety of free courses across SEO and Development which may peak your interest. So where to start? Whilst upskilling yourself is important, sometimes it can be difficult to know where to start, especially if you are looking to develop yourself for the next stage in your career. As specialist recruiters across the Marketing, Digital and Creative sectors, we have come across pretty much every role going. So, if you are looking for a confidential chat as to how you can develop yourself and your career get in touch with us today and we can best advise you. Image credit: Header: Photo by Stas Knop from Pexels Image 1: Photo by Retha Ferguson from Pexels Image 2:Photo by Retha Ferguson from Pexels

9 months ago

By Julia Williams

How the growth of the vegan market has affected retail

With the vegan markets value anticipated to soar to £1.1bn by 2023, it is undeniable that the retail and FMCG markets are undergoing a period of significant development, driven by consumer demand. An approximate 3% of UK consumers are vegan. Whilst a potentially exclusive market, around 22 million people identify as ‘flexitarian’ (those who alternate between vegan, vegetarian and mainstream products), creating a secondary consumer market which brands should not ignore. As consumers are seeking more diversity from retailers, brands have been made to evaluate the performance of their product portfolio. This has led to the culling of unprofitable ranges to free up expenditure for research and development into more appealing lines, which ensure differentiation and retained consumer interest. This (in part) may be a driver behind the UK overtaking Germany as a world leader for vegan food launches, accounting for 16% of new food ranges in 2018. However whilst this figure proves promising for UK brands, growth in this area is predominantly motivated by own-brand supermarket launches, sparking an emphasis on branded goods firms to innovate to ensure continued growth. Growth Avenues Product Whilst 55% of consumers consider vegan food to be healthy, the categories natural credentials can act as a source of deterrence for many, prompting the need for brands to tap into the comfort vegan food trend. Whilst the burger market is reaching a saturation point, dairy is yet to receive the same attention. Though supermarket shelves are brimming with alternative milk options, little competition exists for Crème fraîche alternatives and desert options which are both ethical and flavoursome. Helping to explain Oatly’s rapid 89% UK growth during 2018, which is projected to bring the firm £30 million in turnover during 2019, if market competition does not intensify. Packaging According to Mintel, only 40% of consumers find vegan food packaging to be appealing. Whilst relative to non-vegan products, as the market becomes more competitive, those who inject personality into packaging and move away from the traditional health orientated imagery are anticipated to outperform competitors. Free-from doughnut store, Borough 22 took this to heart in their recent re-brand. Here an injection of colour and creativity has peaked the interest of retailers and consumers, increasing sales in Selfridges alone by 55%. People As recruiters it is our duty to spot market developments ahead of the pack and report back to clients. One of the key trends we are recognising is an increase in sustainability driven roles. Whether for Sustainability Marketing Managers or Events Officers, as brands increase R&D budgets into vegan and sustainable food options, the number of specialists they will want to hire should increase proportionally to ensure a successful launch. It is clear if brands wish to maintain strength throughout the growing vegan movement, they may wish to examine the performance and potential of their entire marketing mix (product, price, place, promotion, people elements) comparatively to competitors. A failure to do this may result in brands loosing consumer appeal and profitability moving into the new decade. For a more in-depth discussion about current developments in the marketing and retail industry, or how we could potentially help source you the right people for your business, feel free to get in touch today. Image Credit: Header: Shopping Cart moving through aisle of market by Marco Verch Professional Photographer https://www.flickr.com/photos/30478819@N08/32925622958 Image 1: Shopping que by Paul Townsend https://www.flickr.com/photos/brizzlebornandbred/37470469351​ Image 2: Shopping cart in front of fridges by Alexas_Fotos https://pixabay.com/photos/shopping-business-retail-1165437/

10 months ago

By Julia Williams

Using recruiters for hard to find skills

The skills shortage is a hot topic for hiring managers at the moment. It is anticipated nine out of ten employers are struggling to recruit the skilled staff they require, with demand for skilled workers in the North West, Midlands, Wales and London regions the highest. Though it depends which roles you are recruiting for and where, as recruiters we are spotting some common trends which may impact you as a manager. Across both agency and in-house, we are recognising an increase in demand for digital skills. This is in part driven by strategic marketing shifts by businesses, where in-house teams and agencies alike are increasing their digital advertising/marketing spend to better attract digital natives. However as this demand has increased, not all employers have adapted accordingly. With only 25% of digital leaders believing the UK workforce holds the required knowledge and expertise to execute planned digital strategies. This trend is especially prevalent across in-house brands, for whom the 80% undergoing a digital transformation, makes securing the right digital and creative talent vital. With reports indicating the digital & creative skills gap (especially across IT) is larger in the UK compared to the rest of Europe, some companies are increasing salaries to attract the right candidates. This potentially reduces the available talent pool further. This helps to explain why the average recruitment process has lengthened by an additional 52 days. This is shown to have a knock on effect on project deadlines (including digital transformations), which will inevitably impact on staff satisfaction and retention rates. To ensure cost efficiency, businesses will aim to reduce this timescale, but care must be taken. Hiring talent which does not fulfil your whole criteria is shown to have an equally negative effect on time resources and productivity. Whilst you may be confident in your ability to source talent directly, utilising a recruiter can provide you with an advantage in the current skills shortage environment. Hiring timescales depend on a number of factors, but what good recruiters can do is reduce the time you invest in this process. At Pitch, we adopt a strategic approach to sourcing the market, meaning we do all the planning, benchmarking, market mapping and CV reviewing - even providing some administrative support in arranging interviews and communicating advice and support for your brand. Importantly, we are also able to contact both the active and passive job market. Around 75% of the employment market is made up of passive candidates, who are not actively searching but often hold the in-demand skills many businesses are seeking. Approximately 3 out of 4 of our placements are made by contacting these individuals, demonstrating the value of accessing a market which would have been potentially locked without the assistance of a recruiter. Whilst finding a niche web developer or PPC executive with the right skills is important, around 89% of hiring managers state bad hires typically lack soft skills, with 57% struggling to assess these candidates correctly. By using a recruiter you are more likely to bypass these issues. Not only do we thoroughly screen all applicants before you see their CV, but we are also able to offer advice on recruitment practices. These have been ensured to match the best talent to your specific business requirements. Acting as an extension to your brand is our aim when providing you with recruitment support. However, if you require a more in-depth chat about how our in-house and wider team can assist you, get in touch with us today. Image credit: Header: Person using macbook by Burst https://www.pexels.com/photo/person-using-macbook-374720/ Image 1: Business woman interview meeting by Tim Gouw https://www.pexels.com/photo/businesswomen-businesswoman-interview-meeting-70292/ Image 2: Ballpen blur closeup computer by Pixabay https://www.pexels.com/photo/ballpen-blur-close-up-computer-461077/

11 months ago

By Julia Williams

2019/20 Hiring trends you need to anticipate

As recruitment specialists, we find ourselves in a position where we are able to spot and anticipate recruitment trends ahead of the pack. With over 10 years of experience across Agency, In-House and Freelance roles, we have seen the hiring practices within each industry develop over time, placing us in a position where we are able to inform hiring managers on best practices. Due to significant changes within the external social and cultural environment, over the past year the job market has become increasingly candidate led across three core area’s: the hiring package, the hiring process and the interview. At a glance The hiring package In the past year we have experienced an increase in the volume of candidates who are enquiring into the value of the hiring package during interview stages. This means if hiring brands want to employ the best talent in an increasingly crowded and competitive market, they need to offer a package which enables them to stand out. Across all age groups, flexible working hours are gaining traction as a valuable tool for recruitment, demonstrating societal desires to hold a stronger work-life balance - trends which are affecting recruitment processes. A failure to adapt accordingly could result in slower hiring practices, and missing out on the best candidates. The hiring process Over the past 12 months we have witnessed some substantial changes across both Agency and In-house sectors in regards to their hiring processes and the timescales behind them. For a start, whilst the average role takes between 12 - 50 days to fill, the average notice period is increasing, with as long as 3 months seen across some creative sectors. This means hiring managers need to act faster, in order to acquire the best talent for them. The interview From a client perspective, little has changed across the interview process, but this trend may not be forever. When communicating with candidates, we are increasingly finding they are using the interview as an opportunity to evaluate their fit with the company and to see if the benefits package promoted lines up with corporate culture. With this in mind, over the next year we anticipate seeing a shift in interview procedures, where testing the candidate becomes secondary to creating a valuable candidate experience. Do you require a deeper insight into how to create a package and interview experience that appeals to candidates? Download our Hiring Trends (2019/20) report today. Image Credit: Header: Two women having a meeting inside glass pannel office by Christina Morillo https://www.pexels.com/photo/two-women-having-a-meeting-inside-glass-panel-office-1181615/ Image 1: Group of people sitting indoors by fauxels https://www.pexels.com/photo/group-of-people-sitting-indoors-3184360/

over 1 year ago

By Julia Williams

FMCG Trends - What to watch out for in 2019

This time last year, we were anticipating the effect Brexit was going to have on recruitment in 2018. Would our clients be less likely to hire? Would candidates postpone their next career move? It turns out we had nothing to worry about - 2018 has been a hugely busy year for the FMCG team here at Pitch. We’ve continued to support our clients in finding the best talent for their marketing and commercial teams, whilst being lucky enough to forge new partnerships with some of the most exciting brands in the industry. It’s also been a pleasure supporting our incredible candidates this year in the search for their next dream role. A year’s worth of calls, meetings, events and networking has definitely given us much food for thought around likely trends for 2019. Unfortunately, we couldn’t list them all, so we’ve decided to pick our Top 3 predictions. Consumers are looking for convenience We touched on this in our FMCG blog posted back in March - people are living busier lives and want more convenience when it comes to meal times and feeding their families. The online takeaway concept is one that doesn’t seem to be slowing down anytime soon. Deliveroo’s investors are likely to have breathed a sigh of relief this year; after spending heavily on expansion in 2018, the gross margin has increased to 23% from less than 1%. JustEat have also had a brilliant year, and off the back of a great Q1 and Q2, they have consequently raised their investment plans. They’ve been pushing hard on raising brand awareness and managed to secure The X Factor’s high profile sponsorship spot this year - an impressive advertising win for their PR team. Supermarkets are also upping their game by offering a large selection of ready-to-go meal options. Tesco’s ‘Food Loves Stories’ has been a hugely successful campaign and Waitrose’s shopper team have been driving in-store activation to promote their online ‘Cook Well’ subscription box offering - their answer to HelloFresh’s market-leading proposition. Refreshing food sustainability agendas Climate change has clearly been a defining factor in food companies’ sustainability for years, and with the issue dominating news outlets in 2018, chief executives in food businesses will start the New Year with two reports on the outlook for the UN's climate agenda at the forefront of their minds. According to just-food.com, food companies will face scrutiny in the coming year in relation to their own emissions targets, notably in relation to Scope 3 (indirect) emissions generated by the production of agricultural raw materials. A survey conducted by Ceres of the 50 targets food and beverage companies revealed just eight of the companies - Coca-Cola, Danone, General Mills, Kellogg, Mars, Nestle, PepsiCo and Unilever - have set explicit reduction targets and report on Scope 3 emissions. Consumers want an experience FMCG marketers have become aware that consumers, especially Millennials and those from Generation Z, are interested in experiences more than actual products. Therefore, industry players are looking to create experiences around their products and encourage sharing among consumers by investing in digital capabilities. The alcohol industry has really jumped on this trend with a number of manufacturers introducing augmented reality wine labels, with brands like 19 Crimes by Treasury One seeing a profit growth of 34% in 2018! Social media continues to be a platform that innovates year on year, consumers are attracted to unique products they can share virally and grab their followers’ attention.

almost 2 years ago

By Julia Williams

HR & Hiring Managers take note! How to get the best out of your recruitment partner.

Here at Pitch, we pride ourselves on the quality of the service we provide to our clients with every single one of our consultants going the extra mile to find the perfect candidate. Becky, our FMCG specialist consultant gave her thoughts on what HR & Hiring Managers should be considering in the recruiting process and how Pitch help assist with it. Be selective about who and how many agencies you use. At Pitch, we always advise our clients to work exclusively with one agency. By building a trusted partnership it secures commitment from the agency and allows the consultant time to pipeline and approach the best passive talent - rather than feeling they are in a CV race against other agencies. If five agencies are briefed on a role, each one will undoubtedly take the opportunity to market in a completely different way. The majority of our clients talk passionately about the importance of employer brand and ensuring it’s consistent - when a number of agencies are briefed this is always more difficult to contain and monitor. Using too many recruiters can often give the impression to the candidate that the hiring company has a blanket approach to recruiting which can lead to potential candidates feeling like a statistic rather than an individual. Great CV? Get them booked in! We all know that a good candidate does not stay on the market for long. When one of our clients expresses interest in a CV then we always suggest they meet with them as soon as possible. We appreciate time is precious and diaries can be tight so why not arrange an initial phone call or Skype in place of a 1st stage face-to-face interview? This is a fantastic way to get the ball rolling and to ensure the candidate is kept engaged with your brand. Additionally, it’s more time and cost efficient for both hirer and candidate. A win-win. We always advise hiring managers to review CVs as and when they receive them. Waiting 2 weeks to review a big batch often results in 50% of these candidates no longer being available. If we claim to be consultants, then treat us like consultants. The majority of our clients weren’t aware that Pitch offers to do salary benchmarking or market mapping projects at no extra cost. If a hiring manager and recruitment consultant are both in agreement over market rates then this will only make for a smoother process and quicker candidate acquisition in the long run. Everyone’s a winner! We acknowledge that our clients are the experts in their field - we aren’t category managers or sales professionals. However, recruitment is our speciality - we are trained in skills like candidate acquisition, salary negotiation and offer management. If you’ve agreed to pay an agency fee then why not get your monies worth - a good recruiter is more than just a CV generator! The curse of the internal candidate. We completely appreciate that a strong internal candidate can appear out of the blue, but more often than not, they have actually been in the process from the very beginning. Many hiring managers have the misconception that by disclosing an internal candidate to an agency, then they are less likely to prioritise the role, which isn’t the case. Invite Pitch over! Recruitment agencies are notorious for their tough KPI targets - unless a consultant gets 10 CVs out of the door that day and books 5 client visits then they aren’t going home! That being said, Pitch Consultants, both Birmingham and Manchester aren’t targeted like this and genuinely see the value in coming to meet with you. Once you’ve selected your trusted recruitment partner then invite them in to meet with you - after all, how can they describe your culture if they haven’t experienced it first hand? By doing so, the agency will be able to represent your business in a way that mirrors your own company’s mission and values. It’s not just any old job spec. It’s very easy to make assumptions (good and bad!) about a candidate’s suitability from their CV - interestingly enough candidates take the same approach when reviewing job specifications. As a hiring manager, if you received an outdated CV riddled with spelling mistakes would you invite that candidate in for an interview? Equally, we’ve known candidates to withdraw from processes they’d be perfect for due to a vague job spec which hadn’t been updated since 2011. Pitch often support you in writing job descriptions so take advantage of this added extra! Sounds simple, right? If you’d like to work with Pitch then please don’t hesitate to get in contact with us - we don’t bite!