about 2 months ago

By Julia Williams

Should I include a photo in my CV?

In an age where personal branding is more important than ever, putting a photo on your CV may seem like the best option when it comes to getting your profile and image out into the market.But it can actually be more harmful than you think.On average there’s reportedly an 88% job rejection rate if you have a photo of yourself on your CV. And though this statistic appears harsh, including photo’s on CV’s have been shown to create a variety of issues in recruitment.It opens the field to discrimination - Recruiters and hiring managers are increasingly conscious about avoiding discrimination in the recruitment process, and may avoid and not pass along CV’s with photo’s to try to reduce bias’s. This could include variety of factors including age, race, gender and visible disabilities.It can confuse ATS - Larger organisations are known to use automated applicant tracking systems which can become confused by the formatting of CV’s if photos are included, increasing the odds of rejection.It distracts the hirer/recruiter - Though we like to say we spend longer on CV’s, most hirers and recruiters spend an average of 5-7 seconds scanning for key information. Including a photo could distract from this time and lead to key bits of information being missed.But what do our recruiters think?"If they are professional photos/look professional then I don’t see the issue … BUT I don’t recommend them as general practice.” - Julia Williams“Sometimes being able to see the person helps brings them to life, BUT they have to be professional/reflective of the market they work in. Snapchat filters and looking like you’re heading for a night out can give the wrong impression to a hiring company or recruiter” - Heidi MorebyThe verdictOverall we’d advise that you avoid putting a photo on your CV if possible. But if you do then keep it professional and relevant to the industry you’re applying for, think about how you’d present yourself in an interview and replicate that in your CV picture.​Image credit: Header:​ Image adapted from Photo by Anna Shvets from Pexels

2 months ago

By Julia Williams

Do people still want remote work?

Do people still want remote working?The short answer is yes. But how we all define remote working is where the challenge lies.For many of us, the pandemic brought sudden changes in the workplace, the key change being remote working. Over the past 2 years we have learned to adjust to this new form of flexibility, but now that we are moving back into our “new normal- or old normal?” our expectations around hybrid working have changed.We recently went to market and asked “would you want to work fully remote?”76% of people who responded said yes. But why?+ It saves time and money on commuting.+ Allows for a better work-life balance.+ Gives you the flexibility to work from anywhere.+ Increases productivity - less office distractions+ Avoiding office air con wars.​What are we seeing? What are candidates saying?"At all levels hybrid working is really important, we are hearing more and more at a senior level that candidates would prefer fully remote but that can depend on many factors. Candidates seem to prefer a fluid model so you’re in when you want to be but understandably many clients are trying to ensure that office time is as valuable as possible and so trying to get everyone in on the same days, or at least teams in in the same days.""I have spoken to a lot of candidates who have now had to return to the office 5 days a week and that is what is driving their job search. Most will be happy with hybrid but the specialist digital and creative candidates are wanting fully remote.""Candidates I’m speaking to always want flex to work from home. Rarely am I speaking to candidates who either want fully remote or fully office based.”” We are seeing more of an interest in hybrid working than remote I would say, junior candidates are more flexible I would say in terms of going into the office.”Although there are some people out there who are happy or even prefer to work in the office full time, the roles that require this, are harder to fill. Candidates assume that if a business doesn’t offer flexibility, it’s because they don’t trust their employees to work autonomously, which is not always the case. Office working adds to culture and team collaboration, and there are elements of face to face human interaction that we simply cannot get working remotely.​Image credit:Header: Image adapted from photo by Photo by Yan Krukov from Pexels

4 months ago

By Julia Williams

When should I accept a counter offer?

Should I accept a counter offer?For many undertaking their job seeking journey, handing in their notice may not be as clear cut as it used to be.As applicant shortages lengthen time to hire for agencies and in-house companies alike, business managers and owners are opting to retain rather than re-hire talent. Many offering higher salaries and promotions to sway interest in staying.This can often play in favour of those choosing to look for work to gain a pay rise or career enhancement. And with a third of surveyed respondents in our LinkedIn poll reportedly using the job search to levy favour with their employers, sometimes the counter offer can be a beneficial tool.But with the job search not always so clear cut, Julia takes a dive into why accepting a counter offer can be both beneficial and unhelpful for careers.​​​

7 months ago

By Julia Williams

Should I accept a counter offer?

​Head held high, you’ve got a new job (congratulations!) and you hand your notice in, confident that you’re moving onto better prospects in a company where you feel you’re the right fit. But then your current employer surprises you. They tell you they want you to stay, offering you a higher salary, training opportunities, perhaps even that promotion you’ve been dreaming of. Suddenly the confidence in your decision exits the room and you’re left questioning whether you should stay or go. In light of the labour shortage and varying difficulties in recruitment which companies have been facing in 2021, we’re seeing more candidates being counter offered than before. Staff quite simply are becoming irreplaceable for some companies, and a preference to retain rather than retrain is present. Counter offers can be highly flattering, but before deciding whether to stay or go (as the famous song goes), we encourage you to consider the following. Have your reasons for leaving been solved? More money is fantastic. A promotion, out of this world. But do these solve the issues which led to you searching for another job? If they do, then great! But if you’re leaving due to stress, culture or other factors, then a material gain may not be what you need during the longer term. In fact 80% of candidates who accept a counter offer from their employer normally end up leaving the role within 6 months. So before saying yes to that alluring offer, considering whether it is what you want and/need in the long-term is a wise step. Will accepting change the culture?Though great in some situations, a counter offer exposes the cold truth that you’d had thoughts about leaving, had met with competitive companies, you may have even called in sick to attend an interview. Trust can be damaged by this.Research finds that 71% of senior executives and 67% of HR leaders believe superiors in the current company would question the employees loyalty moving forwards. It can even open the doors to colleagues believing you’re favoured by senior figures, especially if it’s not common practice within the company to counter offer. In some instances accepting a counter offer could be inversely negative, and unless you have a strong relationship with your colleagues, can be damaging to your beliefs about company culture. What should I do if I’m counter offered?Ask for time before making a decision - you want to get this right if another job is on the line. Set clear parameters about when you will get back to your manager - don’t make it too long!Consider the reasons why you decided to leave - is it being solved by the counter offer?What is the other company offering that competes? Will accepting the offer change my relationship with my boss and colleagues? ​Image creditHeader: Image adapted from Photo by Karolina Grabowska from Pexels

7 months ago

By Julia Williams

How to create a winning LinkedIn profile

​Step 1 of getting a job after uni - Sign up to LinkedIn. Step 1 of trying to get noticed over other job seekers - Sign up to LinkedIn. Step 1 of connecting with more people in your sector - Sign up to LinkedIn. In today’s digital networking and job searching environment, LinkedIn is promoted as the place to go. So you register in eager anticipation that your dream job will magically find its way to you, but as the days and weeks go by, you begin to lose hope. The inmails have dried up and your feed is starting to look a little like Facebook.If you’re collecting tumbleweeds rather than connections, then it’s likely you’re not using LinkedIn to the best of its ability. So, to help you write a LinkedIn profile which wins you connections and perhaps lands you that dream job, here are some of my tips as a recruiter. How to give your LinkedIn a boost: Make your information clear and concise.We don’t need your life story, your CV does that for us. Your LinkedIn should give a brief insight into who you are and what you do, so try to avoid lengthy sentences and paragraphs in job descriptions and opt for a bullet pointed overview instead. Utilise all available features.LinkedIn loves it when people use everything it offers them. Typically profiles which are fully fleshed out with recommendations, cover images, job descriptions perform better than those who aren’t. A few things to consider: + Get your peers to make recommendations - assuming they like you! + Boast about any publications you have - you smarty pants! + Publish content regularly using either the feed or article function. + Fully flesh out your profile with a cover image, profile picture, job descriptions - the full works. + Use the open to work feature - to avoid awkward conversations with managers, don’t make this public to everyone, just recruiters. Engage and create.Not everyone on LinkedIn is a marketer, but connecting, creating and engaging is important when it comes to getting your profile seen. + Create content which feels natural to you. Pictures of dogs, birthdays and other milestones alongside opinion based material make for fantastic Linkedin content which attracts and engages with connections. + Try to post on a regular and consistent basis - LinkedIn loves to see that you’re active so a post a day or every other day works wonders. + Connect with other people - they won’t bite!. LinkedIn is really about meeting new people, so there’s no reason to feel awkward connecting with someone you don’t know. It’s like a snowball effect, the more people you connect with, the more engagement your posts may receive and the odds your profile gets seen by more people are high.Hey! If you’re looking for someone new to follow on LinkedIn, we would happily connect with you. Our team are active there on a daily basis if you need some recruitment/job searching advice and our page is updated frequently with new videos and content. Image credit: Header: Photo by Prateek Katyal from Pexels

7 months ago

By Julia Williams

Keeping safe when making applications online - Cyber security awareness month

​When we’re searching for a new job the internet is the first place we go, but as with most digital activity there are some risks involved. Many of which are been made more prevalent in light of the pandemic as redundancies and demand for employment hit an all time high.Between March-October 2020, reports of job fraud increased by 70% with some aiming to trick applicants into handing over money or personal data.With it being cyber security month (yes we’re jumping on a trend), we figured now would be a great time to tell you what to look out for when making applications online and how you can stay safe in a digital environment. How to stay safe making online applications Never share personal information such as your national security number, bank account information, passport number or your drivers licence number. Register with sites which are reputable and have a physical address or phone number. Be wary of job adverts which contain multiple typos or spelling errors. Never pay for something in the recruitment process, this should all be free! Be wary of approaches on social media.Double check the legitimacy of an employer offering a fully remote working scheme. Especially if you haven’t met them in person or over a zoom interview.

11 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 aheadAs 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 recruitmentAs 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.

about 1 year 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 seeingSalaries 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 thoughtsWe 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

about 1 year 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

about 1 year 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

over 1 year 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 directorsWhen 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 solutionWhat 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 roleWe 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 SMEsSMEs 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 businessesOf 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

over 1 year 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 daysThe 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 connectionsRight 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

over 1 year 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 consumersConsumers 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 goodNothing 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 techniquesConsumer 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-influencersThough 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

over 1 year 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