about 2 months ago

By Julia Williams

What is social commerce and how will it influence recruitment?

With retail businesses having to adapt to the e-commerce market to ensure they were able to compete during 2020, it’s hard to think that another trend is on the horizon which will alter the way businesses sell online. What is social commerce? Social commerce is the combination of social media and e-commerce, which allows the buying and selling of goods or services. In other words, it’s e-commerce in a social landscape. Research shows the industry is set to be valued at $604.5 Billion by 2027, however with the pandemic altering the buying behaviours of consumers and 56% of online shoppers expecting to continue purchasing online during the long-term, how brands engage with consumers in a digital environment will be key to maintaining profitability. Getting ahead As the e-commerce space becomes crowded with competition, brands are likely to be looking towards other mediums to stand out and differentiate. As a result many will naturally gravitate towards social commerce platforms, especially those businesses who place a strong focus on their social media presence, to attract new consumers and create a more integrated shopping experience. How this impacts recruitment As a result of adopting these new technologies, companies are going to be looking to hire more people with digital skillsets (no surprise here), but more specifically … Demand for digital marketers with omni-channel marketing experience will increase as brands seek to unify and integrate their marketing strategy across platforms. Demand for digital and motion graphics designers will increase as companies focus more on how their brand looks visually in the digital landscape, finding new and innovative ways to attract and engage with consumers. Demand for PR professionals with experience gaining digital exposure from influencers will increase. It is an exciting time to be working within the retail and e-commerce space as more brands are adapting and innovating to new markets and platforms than before, as a result we’re seeing demand for new skills increase, demonstrating the adaptability and versatility of the sector.

3 months ago

By Julia Williams

Graduate salaries: What's changed?

The availability of graduate and entry-level roles took a reported 12% dip during 2020, and though the job market is gradually improving, we are seeing more companies looking to take on experienced and senior level talent rather than junior or graduate level employees. However, despite the decline in demand for junior level skills, we’re starting to see a trend in the market for graduates seeking higher salaries than pre-pandemic. What we are seeing Salaries are always variable depending on role and location, making it difficult to provide a broad picture of what we are seeing, however to provide an example … According to our salary survey, between 2019-2020 the typical starting salary for an entry-level Marketing Executive based in the Midlands averaged out at around £18,000 - £20,000. Moving to 2021, we are seeing more graduates expecting to start with a salary ranging from £20,000 - £22,000 or more. Though just a snapshot of the market, this is part of a broader trend which we will likely see more of over the coming months as the 2021 graduates enter the job market. Our thoughts We recognise that salaries change over time in line with various factors like cost of living, inflation and minimum/living wage increases, however many employees over the past 12 months have seen wage freezes as the impact of the pandemic hit. With this there appears to be a lack of congruency between what is happening in the market and some graduate expectations, which may be contributing towards some finding it difficult to source that entry/graduate level role. For instance, requesting a £21,000+ salary when you don’t have any relevant market experience, may be a sticking point with some employers, where they may be more likely to select a graduate willing to accept a lower salary to offset training and development investments. However, this is not to diminish the achievements of graduates and there are some instances where requesting a higher salary may be appropriate, such as; Holding market experience for instance through internships or a placement year. Transferring from a different industry with similar skills. Having more higher level qualifications such as a postgraduate or masters degree and industry relevant qualifications. If you are looking to relocate and require a living wage. If you are a recent graduate, we advise you take your skills and requirements into consideration before requesting a specific salary level, taking into account the long term opportunities and rewards a business may be able to offer. If you are unsure as to what the industry standards look like in different regions of the UK, you can download our salary surveys for free. Image credit: Header: Photo by Pixabay from Pexels

5 months ago

By Julia Williams

How to handle a CV gap

Following the surge of redundancies last year, combined with a decline in the volume of vacancies available, we are getting many questions from job seekers about how they can address a gap in their CV to ensure they appeal positively to employers in 2021. A gap in your CV may be defined as a period of unemployment lasting longer than 3+ months, and many job seekers see it as an area of concern when applying to new roles, worried about what negative connotations this may have when potential employers notice it. "CV gaps are a red flag to employers and recruiters" Yes frequent and lengthy gaps in a CV can be a potential red flag about your commitment and ability to perform, however the majority of cases we come across tend to have a sound explanation for a gap in employment. If you are able to explain why this gap occurred; examples we have come across are redundancy, sickness leave, maternity leave, caring responsibility or taking time away from work for studies, then it is not considered to be a major red flag for employers and recruiters. How can I address an employment gap as an experienced employee? The most important thing to do is be transparent and rather than leaving employers questioning a potential gap, it is best to address the issue head on. Next to the dates on your CV it may be wise to address the circumstances which led to you leaving the role, this may be anything from redundancy to entering further education, and you can further address this in your cover letter. If you left a role under circumstances which may be deemed to be negative, such as failed probation or internal issues, we suggest talking these through with employers in an interview situation. Honestly is the best policy but you need to be prepared to answer openly. In either circumstance it is also wise to share what you did during that period of time in your cover letter, addressing topics such as how you kept up to date with trends in the market or developed yourself professionally. As an experienced candidate, there is no need to go into a massive amount of detail when addressing these issues in your CV or cover letter. A simple paragraph will do, so long as it addresses a potential employers curiosity, where further explanation can be given in a face to face meeting if needed.   I’m a recent graduate and haven’t been employed in my field of study. How can I address this? Contrary to popular belief, not having a graduate job within 6 months of finishing your studies is relatively common, particularly in the current market. Following a reduction in the volume of graduate opportunities and junior level roles, many employers are likely to be sympathetic towards recent graduates at the moment, so you shouldn’t panic too much about how a gap in your CV may be perceived. What is important is that you can identify how you have utilised your time during this period. You may have undertaken additional training, picked up a temporary job or helped a business on a voluntary basis. Use these experiences to build out your CV and don’t be afraid to pull them into a cover letter highlighting how the skills you used and developed may be transferrable to the role you’re applying for.   Our tailored recruitment insight blogs address further topics, ranging from market trends to CV tips, to help you improve your applications to compete in todays competitive job market. Image credit: Header: Image adapted from Photo by Daria Shevtsova from Pexels

5 months ago

By Julia Williams

Why an employer won't offer flexible working

With reports that 87% of employees and job seekers foresee flexible working being a large part of the renumeration package for the foreseeable future, it can be easy to assume that businesses are likely to follow this trend, enabling flexible working benefits for their teams. Whilst we have seen a steady increase in the volume of flexible working jobs being offered over the past year, not all businesses have been able to commit to following the trend. Why would an employer not offer flexible working? There can be many reasons why an employer may not be willing to offer flexible working. Sometimes it can be as simple as employees not being able to do their job from home, a dip in productivity or the need to work as part of a collective; but for roles mostly undertaken in an office environment surely this would be possible? One of the largest barriers to offering flexible working for some employers has not been a reduction in productivity but a loss of culture. Proven to be beneficial for performance and staff retention, culture is the driving force behind many brands recruitment strategies. It is what helps to unify teams, ensure collaborative efforts, drive creativity & innovation and helps craft an enjoyable workplace. This loss of culture, especially within smaller businesses and agencies, has put a strain on how some teams are able to engage with each other, with a lack of face to face contact sometimes creating tension and frustrations in daily working habits. Can I persuade an employer to offer flexible working? Persuade is a strong word and we would say no.  In some instances employers may be willing to become more agile if you are clear and transparent with them about what you want and why. For instance, an employer may be more willing to offer some flexible working to an individual who has childcare commitments or a long commute versus a person who wants to work flexibly just because it is a ‘nice to have’ perk. It’s important that an employer understands the reason for a request and the benefits of working that way for both parties, opening up an honest discussion is a good place to start. I’m looking for flexible work, what can I do? If you’re looking for flexible work we encourage you to always be clear with a potential employer about what you want and why. You should evidence this where possible in your CV/cover letter and bring it up as a topic for discussion during your interview. Ensuring you are transparent at all times avoids any issues further down the line and allows an open conversation, giving you he best chance of getting exactly what you are looking for when job searching. If this is not proving to be successful for you, an alternative option may be to consider the freelance route. Overall we tend to see a lot more flexibility being offered with freelance contracts, but there are other factors to consider including having less stability than you would in a permanent role. My employer isn’t offering flexible working. What can I do? If like many, you have had a taste of flexible working over the last 12 months, but are soon expected to return to the office on a full-time basis, it is worth opening up a conversation with your employer about the reasons why you are being asked to return and whether a hybrid home/office model could work. Sometimes the factors behind the decision may be outside of your control, but if you feel this is not the case then it is worth highlighting to your employer the reasons why you would benefit from flexible working and how this can be managed internally. If it is the case that you need flexibility but it cannot be offered to you, then it may be time to consider looking for a new role which offers you the benefits you are seeking. Though flexible working is a trending topic amongst job seekers, it is wise to remember that 12 months ago the opportunity to work flexibly was rarer than today, and whilst it may feel unjust that not all employers are offering the benefit, many have fair reasons for not doing so just yet. Image credit: Header: Adapted from Photo by Davis Sanchez from Pexels

6 months ago

By Julia Williams

What opportunities are there for executives & directors?

Normally during difficult economic periods we see less junior level roles in the market with more businesses looking for mid-senior level professionals to help steer them through. However 2020 flipped recruitment on its head. Though trends have remained consistent in that there has been a decrease in the volume of junior level roles in replacement for more mid-senior level positions, one of the biggest differences lies in the executive and director level market, where we have seen a reduction in demand. The issue for executives and directors When Covid-19 hit, many businesses felt they had two options when looking to quickly reduce costs. Either by making redundancies or undertaking a company restructure which sought to streamline the business through reducing the number of managerial and director level professionals. This has resulted in there being more competition amongst high earning executives and directors, following an increase in available talent and a decrease in roles across the market. Combine this with an increase in the volume of professionals looking to change businesses due to dissatisfaction in the workplace and you have a talent surplus on your hands. The solution What can I be doing as a senior and director level professional to secure a new job? Though the availability of roles may be limited right now, we have identified a few opportunities in the market which you may wish to consider: Go for a contract role We have seen an uptick in businesses looking at contract roles instead of committing to a permanent hire for senior appointments, likely because they do not want to devote long-term financial resources or are looking to complete a specific project or expansion which they need a niche skill set for. Though this may be a temporary solution, some of the contracts available have a 6-12 or even 18 month time span and may be a viable option for senior level professionals looking to earn a stable income whilst they weather the storm, or expand their horizons by entering a new sector. Additionally, these contracts provide an opportunity for you to get your foot through the door to demonstrate how you can positively make a difference in an organisation. Who knows, at the end of your contract you may even be offered a permanent position. Aim for SMEs SMEs took a battering in 2020, but of those who survived there are many who are looking to upscale and push forward with those projects they put off. We have spoken to many SMEs who have ambitious plans for 2020, but don’t necessarily have the knowledge or skillsets internally to allow them to execute them. This is where they need the skills of those who have worked with larger organisations or who have helped to drive other SMEs to success previously. Just because SMEs don’t always have the large financial return which bigger organisations can offer it doesn’t mean they are less stable. SMEs are in fact far more agile towards adaptation, potentially offering more security in the longer-term. In addition they can be fantastic spring boards for those looking to advance their career from senior to director level or find a role with meaning and purpose, as they offer more room for you to make an impact and contribution within the organisation without layers or hierarchy above you. Split your time across multiple businesses Of those senior and director level candidates we speak to, over the last 6 months many have been successful in securing a role by using their connections and personal network. Many of these people have gone to work in SMEs on a consultancy basis, working with multiple businesses, helping to save these organisations money by negating the need for a full time hire  whilst also benefitting from the experience of someone who they know has previously made an impact. Doing this allows has allowed many of these people to be strategic with their income sources by taking on multiple roles to minimise the risk if one of the organisations opts to make cut-backs in the future. We are currently working with a range of senior and director level talent to help them secure employment through a personalised and proactive recruitment strategy. If you are looking to take on a new role, please do not hesitate to reach out to one of our consultants. Image credit: Header: Image adapted from Photo by Sora Shimazaki from Pexels

6 months ago

By Julia Williams

How to beat pandemic fatigue as a job seeker

Pandemic fatigue has been a common discussion over recent weeks, as the consistent ins and outs of lockdowns continue to wear on workers who simultaneously have to manage increased workloads and pressures, alongside homeschooling and a reduction in leisure activities. Often articles around the issue of pandemic fatigue are centred around those who are employed, leaving job seekers feeling a little left behind in discussions, despite the reality that they are doing just as much as the average individual. But what can a job seeker do to help beat pandemic fatigue? Focus on the 'why' When we get overwhelmed we tend to forget about the ‘why’ and switch into a doing rather than achieving mentality. Though initially you may think you are getting tonnes done in a day, if it is productivity without meaning it is likely to leave you feeling unsatisfied, demotivated and in some cases with a less effective job search. When we say focus on the why, we know you want to secure a new role more than anything, but what does that new role look like outside of money? Does it offer flexible working? Are you looking to join a specific industry or have a career advancement? Would you benefit from broadening your skillset and developing more in demand skills? Finding this deeper level of meaning is a good way to reinvigorate your mentality around searching for a new job and is likely to have a positive impact longer-term. Organise your days The greatest tip to beating the sense of overwhelm associated with fatigue is to ensure you are planning your days and time effectively. Before starting each week, consider what your goals are and what you would like to achieve. As an example, you may want to apply for 10 roles in a week. Then set aside various timed tasks, which fit around your life, to help you get one step closer to achieving those goals every day. For instance, on Mondays you may dedicate part of your morning to searching on LinkedIn for roles and tailoring applications, whereas on Fridays when things start to slow down for the week you may want to chase for feedback and find ways you can improve applications. Organising your days and ensuring they are productive around your schedule is a key way to tackle the sense of overwhelm when applying for jobs. Don’t feel like you have to stick to a 9-5 schedule, if you want to whip up an application whilst the children are eating breakfast - go for it! Maintain connections Right now we are all wrapped up into our own worlds, and sometimes it is easy to forget there is a whole galaxy outside of our immediate circles, causing us to feel disconnected and out of sync with reality. This sense of isolation was already a common issue amongst out of work job seekers, however it seems to have only been escalated by recent lockdowns. We cannot express how vital it is to ensure you are able to feel a sense of belonging when trying to combat pandemic fatigue. Using resources like LinkedIn and virtual networking groups are ideal ways to find likeminded people, to share issues, collaborate and even network to identify new opportunities. Whilst these are some simple steps to help you battle the sense of overwhelm on a job seeking front during this lockdown, if the pressures are becoming too heavy we do advise you seek external help. Image credit: Header: Image adapted from Photo by Umberto Shaw from Pexels

6 months ago

By Julia Williams

Ecommerce and authenticity

Last year showed us many things, but none more vital than the necessary evolution of marketing strategies to meet consumer needs and expectations. With the imposition of lockdowns and reduced in-store shopping levels amongst consumers, seemingly overnight many brands switched from brick-and-mortar to ecommerce selling. Accounting for the majority of the top 100 brand searches in 2020, the eeommerce market is anticipated to continue growing throughout 2021 as consumers continue to shop online. This creates a highly competitive ecommerce market, where differentiation will be key to success. A recent document by Bazaarvoice highlighted that having a website and social media presence is no longer enough to attract and compete online, instead a focus should be placed on generating an authentic connection with consumers. How can ecommence brands create authentic communications? Understand your consumers Consumers sit at the heart of authenticity, so if they don’t already, Ecommerce brands should consider implementing segmentation strategies into their marketing. Identifying who their core markets alongside their wants, needs and key pain points are an invaluable first step towards developing authentic communications. Engage in targeted social good Nothing speaks authenticity more than promoting messages which generate social awareness to guide or give back to the local community and broader society. Known as targeted social good, our podcast with Kieran S-Lawler, Head of Marketing at Hallam, identifies that this is a core tactic for brands looking to distinguish themselves in modern society. However, ecommerce brands looking to take this approach must ensure that their actions and communications are aligned with their brands image and vision. A failure to ensure this can have a knock on effect on perceptions of authenticity. Engage in consumer led marketing techniques Consumer led marketing is where brands allow consumers to guide marketing activity, allowing it to feedback into the company. One of the simplest ways to enable this is through encouraging consumer reviews. Known as a two-way marketing tactic, reviews are a core way to increase transparency surrounding brands by using real authentic opinions and information about products and services offered. Research indicates 93% of consumers are influenced on their purchase decision after seeing a review, with trust in these likely to be higher when they are seen across trusted platforms like Google and Amazon. However be careful as trust and perceptions of authenticity are likely to decline if perceptions of falsification, an overwhelming amount of 5* reviews or bad grammar come into play. Consider micro-influencers Though research surrounding the effectiveness of using influencers to promote products is diminishing with only 28% of consumers globally trusting the authenticity of influencer recommendations, there is some contention within this area. Though Micro-influencers (those with between 1,000 to 10,000 followers) reach a smaller audience compared with bigger household names, they are likely to be more effective at building brand trust and conveying authenticity due to their stronger and more personal connection with their audience. As long as they are aligned with your brands image and message strategy, using micro-influencers can be a highly cost effective way to advertise ecommerce brands, as 82% of of consumers are likely to buy something a micro-influencer recommends, resulting in 22.2 more conversions than the typical user. Generating authenticity is a key way for ecommerce brands to stand out from the increasingly crowded market in 2021. If you are looking for some help in developing your ecommerce marketing or digital strategy through talent acquisition, feel free to reach out to myself. Image credit: Header: Adapted from photo by Jeffrey Czum from Pexels

8 months ago

By Julia Williams

What is a retainer and why should I use it?

When doing business with us you will hear us talk about our “Retained service”. For recruiters like us this is simple language, but we understand for businesses who deal less frequently with recruiters that understanding our terminology can be a bit of a mind boggle. What is a retainer? To cut it short a retainer is our top-line service. It means that you will be working exclusively with us to recruit into your company. Having just one agency partner is a simple way to reduce the time and money spent on recruitment, getting rid of candidate repetition, alongside reducing the volume of CVs to select from and interviews to conduct. We believe that retainers are the best way for you experience the Pitch service, and by working exclusively with one of our consultants you will gain a more personal touch to your recruitment process. They will be able to share with you exclusive market knowledge from personal experiences and Pitch research, in addition to providing you with advice around benchmarking and candidate expectations to help guide your recruitment strategy and ensure you attract the best candidates for your business. Who is a retainer ideal for? Retainers can be ideal for multiple companies in the in-house and agency markets. We have worked with a broad selection of clients on a retained basis for a variety of reasons from large scale company expansions which require a strategically drafted timeline of recruitment, to SMEs who need a little more support around how to recruit the best people for their business. Retainers are also ideal for businesses who wish to split the cost of recruitment, allowing you to pay per stage in the recruitment process (rather than pay a larger fee at the end), making them an ideal choice for businesses looking to manage cashflow in todays economy but still expand their teams for the future. What are the benefits of using a retainer? This level of partnership means you receive our full attention with an added level of commitment from us in the form of a dedicated Account Manager who will work to prioritise and place your vacancies. In addition to this you will also receive: A full recruitment strategy including market mapping & unique insights. Salary benchmarking in line with our salary surveys. A full market search; including the active and passive talent market. Dedicated advertising & PPC spend across our paid channels, including Linkedin. Free access to Pitch+. For more information about our retained offering, you can reach out to one of our dedicated consultants today. Image credit: Header: Adapted from Photo by fauxels from Pexels

8 months ago

By Julia Williams

Is freelancing a secure option?

G’day is something no one really says in Australia, disappointing right? In 2018 I moved to Australia with dreams of immigrating to live life ‘down under’. After a year working in a digital marketing agency and multiple freelance roles, due to tough visa requirements I decided to return to the UK. Upon my return I was facing the next unknown journey. With jobs being sparse in my hometown, the next best place was London, but even there jobs were hard to find. This is where Pitch came in, Julia is very friendly and approachable and set me up for a full-time Graphic Designer interview with a growing FMCG brand. She helped me to prepare for the interview, providing insight into the business and arranging all interview logistics. Though I interviewed for a full-time role, the company were willing to take me on as a freelancer for a trial period. These initial first 4 weeks quickly turned into 4 months, where I supported the team across a range of projects including social media, product launches, NPDs and photoshoots, using my knowledge to provide artistic direction and even some amateur hand modelling! Why take a freelance route? It was never my desire to be a freelancer, the unstable income can be stressful, but sometimes the leap is worth it, especially with an unstable employment economy we are now in from Covid-19. Though unstable, one of the greatest perks of freelancing is the money, with rate of pay dependent on experience and skills, taking this route allowed me to rebuild my savings following my year abroad and boost my skillset in a new and fast-paced environment. How can I get past the insecurity of freelancing? To get past the insecurity around freelancing I would suggest having regular meetings with your line manager and recruiter to discuss the requirements of the contract, how long it will be and when you should start looking for work when the specific project ends. Knowing these can provide a sense of control and keeping communications open with a Pitch freelance recruiter can get the ball rolling in terms of your next contract, helping to ease money worry. What did you learn from freelancing? I've learnt so many skills from my freelance roles. Not specifically a range of tasks from packaging, campaign material, events material, digital assets, editing and much more but also the transferable skills such as being confident with new people, able to pitch ideas, alongside building confidence around making decisions. Having the courage to step out of a stable wage to experience freelance can be a little scary but luckily worthwhile. About Bradlee Bradlee considers himself to be a hybrid designer. With a combined degree in Graphic Design and Marketing, he is competent in understanding how these elements should form a harmonious relationship, taking the time to understand how designs can be improved to work in the best possible way for user experiences and to influence. Having worked in multiple start-ups, property, government and multiple agency roles, Bradlee is currently on the hunt for a more exciting and fulfilling role either as a freelancer or permanent employee. For more information about Bradlee’s availability for work, please reach out to our Senior Consultant Julia Williams or if interested in freelancing yourself you can contact our dedicated freelance/interim team. Image credit: Header: Image adapted from Photo by Burst from Pexels

8 months ago

By Julia Williams

Is your business ready for an ecommerce Christmas?

Reports indicate around a third of all Christmas shopping this year is due to take place online, as consumers spend around 25% more with on ecommerce this year than previously. This is positive news for those brands who traditionally operate in an ecommerce environment, who can expect to see positive gains as a result. However, what about those SME businesses who adapted to lockdown 1 (and now the sequel)? And are due to face their first festive period online. Have a digital marketing strategy Though marketing may be at the back of your mind, it is vital to attracting the right people to your store to purchase products. Digital marketing is a broad category and can encompass everything from paid advertisements to social media. The trick to not falling down the rabbit hole is to identify what is most important to your business. 1) Know your audience The trick behind knowing where to invest your time is to understand your audience. Who are they? What are they looking for? How do they find you? What are their biggest challenges and how can you help them overcome it. 2) Spend time with social media You don’t need to be a genius to know that social media (especially for those businesses marketing to 20 somethings) works. You don’t need to invest serious money into it, just your time. Find out which platform works for your audience demographic (hint: the younger they are the more likely Instagram will work), spend some time looking at what other businesses are doing and craft something similar for your consumers. 3) Communicate frequently Whilst too many emails can appear spammy, maintaining direct and regular contact with your previous customers and subscribers outside of social media is a fantastic way to connect with your audience. This is especially relevant if you want to promote new stock and product offers. 4) Invest wisely PPC is a fantastic idea if you need to give your business a small boost on the run up to Christmas. However, we will always advise you to invest your money wisely. Consider where your audience are most likely to be active and consider what they may be looking for before you invest in PPC. Optimise for all platforms Customers no longer just purchase goods from a PC or laptop, by 2022 mobile commerce is anticipated to grow by 62%, and is likely to be accelerated further by the impact of Covid on consumer buying behaviours. Ensuring your website is optimised for different screen sizes and loading speeds (inclusive of 4G) is key to ensuring a positive user experience and consumer retention once they access your site. However this is not just limited to your web performance, products will also need to be optimised. This includes ensuring images are the correct size, descriptions are correct and meta descriptions are included, to ensure an enjoyable consumer experience and positive SEO rankings, tying back into the digital marketing strategy we mentioned earlier. Need to take the load off? We understand SMEs and even medium to large businesses are feeling the pressure. If you are in a position reading this and thinking “oh no. Not another thing I need to be doing!” We want to let you know that we are here. Sometimes the solution can be as simple as temporarily bringing in a team member to help carry the workload. We recently wrote a blog on the various recruitment options available for businesses in todays market, including those who may be in financial difficultly, where employing a freelancer or hiring on a fixed term contract can be a viable financial solution to your workload dilemma. If you are interested in finding out how we can help your business through the festive period feel free to reach out to either our freelance/interim team or our permanent team. Image credit: Header: Image adapted from Photo by Oleg Zaicev from Pexels

11 months ago

By Julia Williams

How can I tailor and improve my job applications?

The candidate market is as competitive as ever. With Furlough winding to a close many businesses are looking to make redundancies, increasing the volume of talent with immediate start dates in the market. Conversely, there is a strong contingent of workers who, due to treatment throughout lockdown, are looking for alternative employment. With 62.7% less jobs available in the market, from a candidate perspective it is easy to recognise the pressure which they are under. With financial and personal factors taking the lead, it can be easy to panic and enforce a quantity approach with job applications rather than an quality one. Our recent blog highlights that taking a quality approach is likely to be more beneficial during the long-term, rather than applying for everything and anything only to hear nothing back from employers. Whilst we addressed the various advantages which tailoring applications to your skills and experience can have on your job search, we recognise many job seekers are wondering how exactly they can enforce such an approach. For new to market candidates As with most recessions, younger generations are likely to be impacted the most, with under 25 year olds taking a hit in work availability due to a reduction in the volume of entry-level roles and internships. Due to many holding less experience than their older counterparts, finding the right job in this market is highly competitive and requires candidates to really emphasise their key skills in order to stand apart. How can I present my applications? Out of the thousands of young people searching for employment, we recognise not all are likely to have experience in creating job applications. Often we receive questions about “what should I include in my CV” and “What skills do I highlight in my cover letter”. In response to these enquires, we recently created an application guide, suitable for recent school and college leavers, in addition to new graduates. Providing advice from our recruitment specialists , this guide demonstrates what new market candidates should include in their CV, cover letter, and portfolio to ensure that applications are not only tailored to the role, but demonstrate their strongest skill sets and qualities. Find your USP and use it to your advantage When new market candidates don’t have much (or potentially any) relevant market experience it can be difficult to know how you can pitch yourself amongst numerous more experienced applicants. In response to this we advise new market candidates to find their unique selling point (USP) and tailor their applications around this. For instance, if a candidate has volunteering or internship experience, it may be wise to consider what was done in this role which was unique to everyone in the room. Applicants should consider whether they have gone above and beyond to deliver a result, used leadership skills to drive change in a project or decided to take an alternative route which payed off. This will help them to find their USP. Alternatively if applicants don’t hold any work experience, considering how they may have done something within an education setting to make them stand-out, from group projects to volunteering all are relevant in the job market. Once new market applicants have found their USP, they can combine this with our application guide to develop a unique and tailored application. For experienced candidates Experienced candidates have probably been told to tailor their applications more times than they can count. Whilst news reports highlight some people are taking a quantity approach with their applications, we anticipate that the majority are trying as best as possible to ensure applications are tailored. One of the largest barriers we find experienced level candidates face with tailoring applications is knowing which experiences they should use to their advantage. Whilst this is simple to cover in a CV by listing relevant experience per role, it can be harder to address in a cover letter and portfolio. Cover letter When writing a cover letter, we advise experienced candidates to consider using their most recent (relevant) experiences, as these highlight how they have used their current skillset to the benefit of their previous/current employer. In doing so, we advise if possible to focus on niche situations where their skills may have been deployed to make an impact. Highlighting the situation & task, what actions were taken, the impact this had & how it may be relevant to the job at hand. This is a key way for experienced candidates to demonstrate how they can make an impact within organisations which they are applying to, helping applicants to stand-out against candidates who solely focus on prior experiences. Portfolio For more creative jobs which require candidates to have a portfolio, it is important that candidates consider the sector and industry which the job lies within before sending their portfolio. But it is also important to strike a balance by demonstrating a variety of previous work and skills. Demonstrating this variety shows employers that applicants are able to consider the wider picture and can be adaptable to different styles, promoting the long-term added value of an applicant to an organisation. Above all, candidates should focus on only applying for roles which are relevant to their skill set and prior experience. Putting money on table is important, but by tailoring applications in a targeted and skill specific way candidates will be able to put their best foot forwards when applying for roles, increasing their odds of hire. Image credit:  Header: Photo by Kaboompics .com from Pexels

about 1 year 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​

about 1 year 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

over 1 year 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