about 1 month ago

By Rebecca Thomas

Do I need to commit to freelance full time

​When we think of freelancers we often think about those individuals who are committed to working outside of the traditional 9-5 office lifestyle, working hard to make a name and a living for themselves on their own. It’s an image which rightly resonates for many, but can be off-putting for some when we discuss the potential for freelance work. But here’s the deal. You don’t have to be a gung’ho go getter to be a freelancer. Though many use it as a long-term option, freelancing is one of the most flexible recruitment options out there and can equally be used as a short-term alternative to employment. If you’ve recently been made redundant, you can freelance. If you’re waiting for a start date at your future company, you can freelance.If you’re looking to make a transition into a new sector, you can freelance. If you’re looking for flexible working, you can freelance. If you’re looking for part-time working, you can freelance. ​​You don’t need to be fully committed to the freelance life to actually work in a freelance capacity, and if you’re considering taking the freelance route you should read our blog on whether it is the right option for you. Alternatively, feel free to reach out to our freelance consultant Rebecca who will be more than happy to guide you in the right direction.

2 months ago

By Rebecca Thomas

Everything you need to know as a job seeker - Summer 2021

A lot has changed in the market since our previous job seeker trends blog, so we figured it was about time you all got an update on what you can expect and how you can get ahead in the summer 2021 job market. Because nothing beats that fresh tan, new job life right?.Now is the time to searchNow is the time to search for a new job. No really, get going!.During the summer months, we can expect to see the average volume of applications decrease by as much as 15%. And with the markets talent shortage putting further pressure on businesses looking to recruit, you can expect competition (depending on role level) to be much lower this year, than historical averages. Meaning today is the perfect time to be looking for your next job.Demand is returning to normal levelsA few months ago we would have told you that demand for digital skills reigned supreme. And in many ways it still does, as businesses seek to maintain digital engagement with consumers. However in recent months we have started to see substantial recovery in other areas, with demand for PR, creative, account handling and freelance talent starting to return to and in some instances exceed pre-covid levels as businesses grapple with recovery and substantial growth.Salaries have changed2020 certainly impacted salaries. But whilst some of you may be thinking this was for the worst, we’re here to tell you it was actually the inverse.Our salary surveys found that on the whole salaries maintained, with some growth in key in demand areas. For instance SEO professionals could expect to earn between £1,000 - £5,000 more in the Midlands than during 2018/19.Not all companies are offering flexible workingIn April we identified a trend that not all companies are offering flexible working options, and this seems to have remained true going into the summer. Though many businesses are adapting their remote and flexible working policies to enable a stronger work/life balance, it is worth talking with your recruiter or making an enquiry to the businesses about their flexible working arrangements prior to applying.​Image credit: Header: Image adapted from Photo by Christina Morillo from Pexels

3 months ago

By Rebecca Thomas

Across the pond: How fintech is revolutionising freelancers

As a freelancer are you fed up of waiting for invoices to be paid on time?There appears to be a significant gap in the market for freelance and gig economy workers, which fintech brand Willa are working to plug.Originally targeted towards established social media influencers, Willa’s IOS app holds strong potential for disruption in the freelance market, enabling workers to be paid immediately after they file an invoice (for a transaction fee of course).Don’t get too excited, this is currently only available in America, so unless you’re willing to take a leap over the pond then we could be waiting some time to see this brought into action in the UK. However it does open the doors for some disruption in the way which freelancers and gig workers are paid, and demonstrates some early signs of fintech starting to make its mark within the creative industry.So what are your thoughts? Are you keen to see something like Willa being introduced in the UK? Let us know over on our Linkedin page.​Image credit:Header: Image adapted from Photo by Alena Shekhovtcova from Pexels

4 months ago

By Rebecca Thomas

What's changed with notice periods

The average notice period is around 4 weeks, however we’re starting to see a development in the market for longer notice periods of anything between 4-12 weeks.Historically these longer periods have been reserved for high profile figures within organisations, including managers and directors whose roles may take longer to backfill and train new starters within. Yet, we’re seeing a trend for more junior level employees being required to work these longer notice periods.Why notice periods are getting longerMany employers are finding the talent market to not be as buoyant as originally considered. Though many have assumed the market to be full of job seekers following redundancies during the second half of 2020, they’re actually being greeted with the inverse.The recruitment market is currently in short-supply of good talent and is compounded by two issues. Firstly, those who were made redundant last year have since been recruited into new roles and this mass movement of talent has created a shortage of otherwise prospective job seekers. Secondly, candidates are still having hesitancies about the stability of the job market and may be delaying searching until later this year.This is creating the perfect storm of demand vs supply, where it is taking longer for businesses to find the right people. As a result, current employees are being asked to work longer notice periods to ensure the business is covered whilst they’re searching for a replacement.Why longer notice periods aren’t a good planSometimes a longer notice period can work out well, but nine times out of ten because the employee is leaving, they may become disengaged with the business. Many will get their work done, but they won’t go the extra mile like a new worker because there is nothing in it for them - a strong negative for businesses looking to undergo growth and expansion this year.Alternative optionsIf the employee is likely to be disengaged, what is the benefit of keeping them on longer? Yes they know the systems and how the business works, but what is received in return?For businesses whose minds are drawing a blank, why not look into pulling in a freelance or temporary worker to cover the gap whilst searching for a more permanent solution. Allowing business growth and projects to continue by using someone who is adaptable and agile in new environments and situations.We’ve spoken about the benefits of using a temporary or freelance employee lots, but if there is something else on your mind which you would like to ask, feel free to reach out to Rebecca.

5 months ago

By Rebecca Thomas

Why advanced recruitment planning is important

Why advanced recruitment planning is importantDue to rapid upscaling combined with a stretched availability of talent across some sectors putting pressure on recruitment timescales, many businesses are feeling as though they have jumped from the frying pan and into the fire in 2021.The common issue? Whilst many companies knew exactly what (and who) they wanted, they failed to anticipate resource demand in advance, meaning they have entered a highly competitive recruitment market at the same time as most of their competitors.With competition amongst hirers high, it’s no surprise we have seen the average recruitment timeline speed up by as much as 18-34% across a variety of our sectors. And those businesses who are attracting talent faster, have planned for a peak in requirements sooner than those with sudden requirements.Failing to predict resource demand in advance can …We’re fond believers that the growth of businesses is reliant on employing effective team members, but what happens if that resource isn’t there?A failure to plan ahead of time is now putting pressure on businesses who are in urgent need of filling a resource gap to allow them to lift the workload from current employees and continue with upscaling revenue. It’s a real catch-22 situation. You need hands on deck to get the work done but finding this talent is going to take time and resource due to intense market competition.The planningLooking ahead can be difficult and we can all be left in an unexpected pinch if a member of staff hands in their notice or an unexpected project suddenly hits the desk. These are eventualities you can’t always plan for, but when it comes to upscaling or taking a new business direction inevitably you’re going to need more hires.How retained can helpWe’ve built our retained offering with businesses looking to upscale with a clear and actionable plan in mind. To help you develop the best recruitment plan for you, we will utilise our full resources and knowledge of your markets to craft a plan which is structured to set timelines and allow you to be competitive in the market. Ensuring you get the right people at the right time.For more information about how we can support you with advanced recruitment planning, feel free to reach out to a member of our team.​Image credit:Header: Image adapted from Photo by Creative Cen from Pexels

6 months ago

By Rebecca Thomas

Jobs of the future and the digital skills shortage

Many of the jobs we recruit for such has SEO specialists, digital designers and digital marketers to name a few are jobs that didn’t exist ten plus years ago and have only come about due to technological innovation. With 65% of children entering school today likely to be employed in a role that does not exist yet, it is vital that we look ahead and plan for the future.Jobs of the futureAI Business development managers and technicians By 2024, the AI industry is expected to be valued at or above $500 billion. It’s going to be big business in the near future for software and app developers in particular, and businesses are going to need people who can pitch it to prospective companies and help produce/fix relevant applications.Augmented reality technicians Developers have always had to think on their feet and keep up to date with the latest trends to stay ahead. Augmented reality is one of the biggest emerging trends amongst marketeers, allowing brands to give consumers unique virtual experiences via phones or headsets. Demand for this skillset is likely to rise in coming years as consumer adoption of VR increases to 44.3% by 2022 - 2023.Data scientists Data scientists are nothing new. However, we expect to see demand for this skillset increase as workplaces undertake digital and technological revolutions, and may become highly prominent people within the marketing and digital agencies of the future, where they will work to enhance performance in key areas like SEO, real-time marketing campaigns and customer engagement.The digital problem Though the world is developing at a faster technological pace than ever with many of these roles on the horizon in the next 5 years, the digital skill shortage remains a prominent threat towards advancement.It was recently reported that fewer than half of UK employers believe young people are leaving education with advanced digital skills, which may pose a threat to their profitability long-term.Though further education can and should be provided in schools to increase knowledge and accessibility to these skill sets, 70% of young people expect employers to invest in teaching them digital skills on the job, but only half of employers are able to provide that training.There exists a clear gap in the UK for digital skills training in the workplace, which is why in 2008 we launched b-hive to help budding talent get their first foot on the career ladder, developing their skillset for the future.Though schemes like b-hive can help to develop and nurture young talent, the digital skills shortage is something which employers have been recognising as a challenge for many years at all ages and levels. A failure to address this issue today could have a serious impact on the recruitment of future skillsets for roles requiring AI, AR and data skills, where these individuals are likely to come at a higher cost to organisations due to a low availability of talent.​Image credit:Header: Photo by Alex Knight from Pexels

7 months ago

By Rebecca Thomas

Pitch Perspective: The April job market

What will the job market look like in April and quarter 2?We’re seeing more and more new jobs hitting our desks each week, a complete contrast to what we saw this time last year, which gives us great confidence in the job market and how it is moving.With so much movement going on, we thought we would give you some insight into our industries, to see how they are performing and what we’re expecting in terms of recruitment over the next quarter.Agency recruitmentOver the past 3 months we have seen agencies go from strength to strength, with many looking to take on new hires during April and quarter 2, either due to winning new business or having existing clients return after a difficult year. This is a similar picture across the board, with large and smaller agencies taking advantage of the turn in the market.Digital remains strongDemand for specialist digital skillsets such as SEO, PPC and paid social to name a few, are spearheading recruitment plans across the industry, as many clients continue to see a huge benefit in holding a strong digital presence.It’s been clear to date that a key challenge has been sourcing these candidates, due to hesitancy within the job seeker market and a shortage of candidates within many specialist digital skillsets.Though we are predominantly expecting the demand for digital skills such as SEO, PPC and paid social to continue growing, as lockdowns lift, we are hoping to see more available talent enter the market, making resourcing for these roles less of a challenge.Creative on the riseIn 2020 we saw a 70% drop in the availability of creative roles, however it looks like this picture is starting to show some green shoots of recovery.In recent weeks we have had agencies contact us with requests for digital designers, UX/UI designers, creative directors, videographers and copywriters, due to an increase in projects which require creative outputs.Moving into quarter 2 we anticipate seeing this drive continuing, with (fingers crossed) the volume of recruitment across the creative industry returning to normal levels.Account Handling growingWe reported a 93% drop in the volume of account handling roles during 2020, likely because these roles are reliant on agencies managing ongoing projects and growing business, both of which were hugely impacted during the pandemic.However, as agencies begin to grow their client base, they are looking to employ more Account Executives and Account Managers to help manage the load. Already seeing more of these roles come up, we are hoping to see account handling at the top of most agencies recruitment lists during quarter 2.In-house recruitmentE-commerce growthAs with agencies, the demand for digital talent within the in-house sector is continuing to grow, however we are seeing higher levels of demand for these skills within the e-commerce industry.As 25% of British consumers are expecting to permanently shift towards shopping online, more brands are either future proofing themselves or starting to enhance their digital channels in readiness for future consumer behaviours. This is driving growth in demand for specialist digital skillsets across the e-commerce industry, a trend we anticipate to continue to gather momentum in quarter 2 as wider disposable income increases once lockdowns are lifted.Senior talent in demandDependent on their sector, many in-house brands have been hard hit over the course of the past year, and when looking to expand or re-build their teams as markets begin to recover, most eyes are on the senior end of the market.This is because companies are looking for talent that holds a certain level of experience in supporting business growth during tough economic climates, and feel they are a safer and more economically wise investment than a junior hire.This may mean we continue to experience challenging times for the junior and graduate candidate market and our Associate Director Heidi recently penned her thoughts around why graduate/junior recruitment is important.Freelance & Temporary recruitmentAgencies + business = freelanceFreelancers have really taken a hit during the past year and are yet to see substantial signs of recovery and stability. However, with many freelancers relying on agencies for a significant proportion of their bookings, it would make sense that the busier agencies get the more work freelancers will see coming through.We’re expecting this to be a gradual process as agencies establish which areas they have capacity in and which they don’t, but as business starts to build and client demands begin to exceed capacity or skillset knowledge, we are hoping to see demand for freelancers increase during quarter 2. There we said it!RestructuresAs in-house businesses have weathered the storm and are now beginning to rebuild, many are looking towards corporate restructures as a way to ensure their businesses are future proofed. In many organisations this is likely to leave some temporary gaps in talent whilst the transition is taking effect, meaning that demand for fixed term contractors is likely to increase.​To find out more about Pitch and how we can help your recruitment strategy during April quarter 2, you can speak with a member of our team.​Image credit:Header: Adapted from ​Photo by Bianca Marolla from Pexels

7 months ago

By Rebecca Thomas

Pitch Perspective: Recruiting in 2021

With the news that 82% of businesses are looking to recruit in 2021, our permanent recruitment specialists Julia and Rebecca sat down to talk about the recruitment landscape and how this will impact those businesses looking to expand their teams in 2021.The key takeawaysHesitancy is still strong in the candidate marketA misconception exists amongst some employers that due to redundancies and layoffs in 2020, the candidate market is booming with available talent, and though this may be true in some sectors it is not a reflection of the whole market.Across the market we are seeing a hesitancy to move in a range of individuals from junior to managerial and director level, meaning the concerns job seekers held in 2020 are still relevant today.Finding quality candidates is the challengeBecause of this hesitancy to move, in some sectors and specialisms there is a lack of quality talent available. Though an advertised role may receive 100+ applications, we have seen as few as 6-10% of these applicants being moved to interview stages; especially within the creative and specialist digital space.Flexibility is key to movementThough hesitant, it doesn’t mean candidates can’t be swayed by a more attractive offer or opportunity. Overall we have found employers who are more flexible with their benefits package; offering a competitive salary and working from home/flexible start and finish times, are more likely to be successful in attracting the best talent.Timelines are more important than everFinding the right talent for your business can be hard right now, especially if you are recruiting for the more specialist skillsets such as SEO, PPC, paid social and digital marketing; which is why it is vital you get your timelines right.We have seen multiple scenarios where attractive brands have lost out on good talent because they were too slow in the recruitment process and a competitor intervened faster. For reference the average recruitment process from advertisement to offer sits at around a month, so knowing who and what you want when searching is vital. More episodes of Pitch talks recruitment are live on Spotify, where we combine our knowledge of the recruitment market with industry trends and insights to educate and help shape business behaviours. 

7 months ago

By Rebecca Thomas

Dear businesses looking to grow

Dear businesses looking to grow …Is it just us or does there seem to be a collective sense of optimism brewing amongst business owners?According to Monster’s latest research, shown in the Future of Work 2021 Global Outlook Special Report, 82% of employers plan to hire in 2021, with 37% looking to re-hire to backfill roles and 35% planning to hire for new jobs.As recruiters this news makes us jump with glee and we certainly have been seeing an uptick in demand across the market for roles in recent weeks, especially across the account handling and creative space.However, as businesses slowly start to recover and become busier, their need to hire to maintain growth becomes more urgent, this can sometimes result in a loss of quality when looking to take on new employees.As recruiters, we understand that when you need to hire it’s often an urgent need to support business growth and avoid putting additional pressure on your existing team, and by no means are we asking you to slow down, but failing to take meaningful steps during the recruitment process can lead to a mistake in hiring someone who may not be 100% right for your business.In the long-run this can become financially costly and a drain on your time and investment resources should you need to re-hire within a short period of time. At Pitch we believe in matching the right people with the right brands, and frankly, we don’t want to see you make this mistake.This is why we are on a mission to help you become more strategic with the way you approach recruitment, creating a variety of solutions to help you cover a gap and hire the right people for your business.Based on your timelines we can offer the following solutions to you.I need to hire immediately, having someone employed in the next 30 daysHonest conversation incoming!The average recruitment timescale for both in-house and agency roles at present is 25 days on average from initial brief to a job offer being accepted. If you are looking to hire a permanent team member to be working in your business within the next 1-30 days it may be challenging when we take into account recruitment processes and notice periods.If speed is of importance, we’d advise businesses to consider taking on a freelancer or contractor (working a fixed term contract). This provides you with access to immediately available talent and due to their temporary nature, provides you with the flexibility required to extend your recruitment timelines whilst you look for a more permanent solution.I need to hire within in the next 1-2 monthsIn this instance we’d advise businesses to consider working exclusively with us as a recruitment partner. When there is a time pressure in relation to your need to hire, working with one agency partner helps to streamline the recruitment process in many ways, it ultimately improves speed and efficiency and ensures you get the right person for your business.An additional option may be to work with us on a retained basis. Because there is an element of time pressure here, working with us through a retainer means we will be able to prioritise as many resources to your business as possible. You will also gain access to our additional online tools, exclusive insight material, alongside a dedicated paid search and ad spend.I am planning to hire multiple roles over the next few monthsIf you are planning to upscale your team over a period of a few months, you may want to consider working with us on a retained basis.The retained model enables Pitch to really get under the skin of your business and employer brand. Understanding what’s great about your business, as well as the role, helps us to define and shape the candidate attraction strategy with you, ensuring messaging is consistent and you are able to attract the right talent for your business. You will also gain access to our additional online tools, exclusive insight material, alongside a dedicated paid search and ad spend.It’s hard for us to explain entirely what we can offer you in one post, so if you want to have a more personal conversation about how we can support your business we are more than happy to help.​Image creditHeader: Photo by Tom Swinnen from Pexels

8 months ago

By Rebecca Thomas

What the IR35 changes mean for you

On April 6th 2021 the legislation around IR35 is due to change, but despite being just around the corner, only 21% of freelancers admit they feel ready for the changes.Getting your head around the changes may appear complicated at first, but to help put your mind at ease we spoke with our freelance consultant Ellie about what the changes mean for you as a freelancer.What is changing?IR35 is nothing new and has been in force since April 2000.The tests for determining the IR35 status are not changing, but what will change is the responsibility for who decides IR35 status and the administration around this. From April 6th 2021, it will become the responsibility of the client to make the IR35 status decision around who deducts tax and National Insurance Contributions (NIC).What is meant by inside vs outside IR35?You may have heard the terms ‘inside and outside IR35’ being used in relation to freelance projects.If an assignment is deemed to be inside IR35 this means that as a freelancer the service you would deliver would classify you (for tax purposes) as an employee of the business rather than an intermediary. In this instance it will be the responsibility of the client/fee payer to make tax and NIC deductions, reporting these to HMRC.If an assignment is deemed to be outside IR35 then you will be considered (for tax purposes) to be operating as a genuine business and therefore responsible for paying your own taxes, generally through a PSC/Ltd company.I work through an umbrella company, does this apply to me?No, all PAYE and umbrella workers are unaffected by the changes to IR35.I work as a limited company do these changes apply to me?Yes the changes will affect you if your assignment is deemed inside IR35. Our intro to IR35 document goes into more detail about how this may impact you and the various routes you or a client may wish to take when falling inside the IR35 changes.For inside IR35 assignments, you may want to consider working through an umbrella company.What does IR35 mean for small businesses?Small businesses are exempt from the changes coming into effect April 6th 2021.But what makes a business a small business?  The definition in sections 382 and 383 of the Companies Act 2006 states that a small business is a company which, in a particular tax year meets two or more of the following conditions:Having a turnover of not more than £10.2 million.Having a balance sheet total of not more than £5.1 million.Having no more than 50 employees.This is just a brief overview into the changes and for a deeper look into how IR35 may impact you as a freelancer or business owner, our free IR35 introduction PDF provides more detailed information, including cost comparisons and the key things to look our for.​Image credit:Header: Image adapted from Photo by Djordje Petrovic from Pexels

8 months ago

By Rebecca Thomas

What is stopping employees from changing jobs

Many people we are having conversations with are admitting that they are scared of putting themselves back onto the job market, and given the events of 2020, we fully understand the reasons behind this.But what if we told you that by maintaining this outlook in 2021, you may be limiting yourself and missing out on the perfect opportunity?Lets take a dive into some of the reasons why …You are too committed to your current employerThis time last year you may have pondered entering the job market, and then when the pandemic hit you may have simply been grateful to have retained your job. You are not alone here.Many of the candidates we are having open conversations with feel an extra sense of loyalty and commitment to their current employer, which is causing them to feel hesitant about making the switch to a new business.We get it. Taking the decision to change roles is a big decision and stability we know is key for candidates looking to move on right now, but that doesn’t have to stop you from progressing your career. We ask you to consider what was making you question staying with the company prior to the events of 2020.Were you getting the professional development you wanted? Does the company culture fit your values? Was work starting to get in the way of your work/life balance? Or were you simply looking for a new challenge?If your answer to these questions hasn’t changed, it may be time to take a step back, think about your future and dust off that CV.You have concerns/feel uncertain about the stability of a new jobWe understand you may feel that changing jobs is a high risk move. When things start to look a little rough in the job market often it is wise to remain in a role that feels stable.But the reality is that many areas of the market have started to regain stability and we would argue that many sectors within it are recovering well.In the past two months we have seen an increase in demand for digital skillsets, as companies look towards technology for evolution.This has pushed our volume of social media, paid social, PPC, SEO and developer roles up and we are constantly on the look out for new talent in these specialisms.We are also seeing a steady rise in more traditional roles, with professionals in PR, account management and creative at all levels highly in demand right now.I don’t think I am good enoughFor many job seekers confidence has been impacted throughout the past year for many reasons; being on furlough, loosing out on professional development or being unsuccessful with applications.What we will say here is that taking matters into your own hands is key to regaining/developing the level of confidence you may have previously had.One of the ways you can do this is by taking matters into your own hands. If you feel underdeveloped in a certain area of your skillset, it I can be straightforward to put together your own training plan utilising online courses or training videos.Alternatively you may want to use your current employers resources to your advantage whilst you are getting ready to look for new roles. Have you considered taking on an additional project in a specific area of the business, or enquired as to whether training will go ahead this year?Taking matters into your own hands is a key way to gain the confidence you need to take the leap to exploring new opportunities.Lack of opportunities near meLocationally, not all disciplines and job levels may have recovered to the same level, making access to some roles, especially those with a more traditional skillset difficult.Whilst this can be a barrier to wanting to look for a new job, many employers are starting to offer flexible (some only requiring 1-2 days in office) and remote working packages. If you are willing to take a slightly longer commute occasionally, then location should not stop you from looking for a new job.However, if you are looking for a specific working pattern, we always advise you make this clear during the application and interview stages, to avoid wasting your own and the employers time if it is something they can not reasonably offer.We hope this blog has helped to reduce your concerns about the current job market, and if you are curious about what is on offer currently you can have a look at our latest roles.​Image credit:Header: Image adapted from Photo by Louis from Pexels

8 months ago

By Rebecca Thomas

What freelancers need to know in 2021

In January we reached out to our freelance and temporary talent base to get some insight into how they are feeling about their occupation moving into 2021 and the years ahead. We gained useful insight across a variety of topics from flexible working to IR35, but how do the thoughts of freelancers match up with what we are currently seeing in the market? Flexibility Prompted by the tangible benefits of working a flexible or remote pattern, including saving money on commutes and saving time for additional bookings, 52% of freelancers and temps surveyed want more contracts which offer fully remote working. Though the introduction of flexible working is something fairly new for many permanent employees, for freelancers the opportunity to work offsite is not something new. What has changed is the volume of demand for fully remote opportunities. Though many of the employers we work with are adapting more to a remote working model for freelance talent, we anticipate the availability of this work to decline once lockdown restrictions are lifted, aligned with trends in the permanent market. Though the level of remote work may still be higher than pre-2020, we are anticipating many employers to switch to a hybrid working model (A split between office and home working). This places an expectation on freelancers to check in onsite on a weekly or at a crucial project stage basis meaning that a fully remote working pattern may not be viable with all bookings. Location Our data showed that 79% of freelancers and temps are looking further afield for opportunities to maximise the availability of potential bookings, using remote working patterns to their advantage. Whilst this opens up a range of new possibilities for freelancers and contractors who wish to take advantage of flexible working models, it is important to remember this also makes access to roles more competitive, especially those within local areas. For freelancers looking to maintain their access to opportunities locally, we encourage them to place an emphasis on nurturing local relationships and business connections, using community ties and prior experiences to their advantage to source and maintain bookings. Skills Post 2020 many freelancers are looking to increase their range of skills to make themselves more appealing in a low demand market. Though many in our study identified that digital and technical skills are likely to be in higher demand in 2021 and beyond, most are opting to develop their skills in the creative space, demonstrating the desire to diversify to standout. Whilst this is a wise idea, it is important that freelancers don’t become too diversified. Across the markets we are seeing a surge in demand for specialist talent, especially within the digital and technical space where a rise in demand for SEO, PPC, Digital marketing and developer talent is clear. Though specialist digital skills are on the rise now, some freelancers are looking further ahead and are up-skilling themselves across areas like virtual events, artificial reality and sustainability to name a few in order to get ahead of the competition. IR35 The IR35 reforms are currently due to come into effect on April 6th 2021, and though delayed following 2020, only 21% of freelancers feel ready for the changes. Recognising this, over the upcoming weeks we are going to be releasing tailored material to help freelancers prepare for the changes. To be notified when material is released, you can follow us on Linkedin.   Want to see how you compare to fellow freelancers and temps? Our latest insights report contains information on how freelancers adapted to the challenges faced in 2020 and what this means for them moving forwards. Image credit: Header: Image adapted from Photo by Vlada Karpovich from Pexels

8 months ago

By Rebecca Thomas

I want to work in the medical communications industry

The global clinical communications market is anticipated to grow by 18% by 2027 and with the global pandemic increasing awareness and the visibility of the medical industry, we anticipate more people to become interested in joining the medical communications sector. What is med-comms? Medical communications is a unique sector, where you are more likely to join a specialist agency than work in-house. As careers go, it can be a highly rewarding sector as your work will have a direct impact on helping brands to raise awareness of therapies and medical devices which can benefit and transform people’s lives. Because pharmaceutical and medical brands typically go through agencies to communicate their products, a wide range of roles are on offer including account management, medical writing, design, web/mobile application development and marketing with a range of unique purposes from medical education to public relations and branding. What are employers looking for? Medical communications has one large barrier to entry, which means it may not be for everyone. Often employers are looking for people who have some kind of knowledge of the medical sector, because you will be handling a lot of technical and scientific jargon day to day. This knowledge normally comes from a degree (PhD, MD or BSC as a minimum) in a science or medical subject. Alternatively if you have gained substantial experience working with medical, healthcare or pharmaceutical brands in an agency environment as a senior figure such as an Account Manager, Account Director or lead designer, this too may be considered. Outside of this, employers are looking for similar as most agencies. So, strong presentation, project management, creative, writing and networking skills to name a few are key, where experience in writing for publications is a huge bonus! What roles are in demand? Digital marketers and developers An automatic assumption about the medical sector is that they are at the forefront of the latest technologies and innovations, but this is not necessarily the case. Historically the medical industry has come under fire for relying too much on traditional communication channels (e.g in person events). With 2020 putting pressure on businesses to become more digitally focussed to compete, demand for digital skills across the medical communications industry has increased, boosting demand for specialist digital marketers and digital designers. With digital transformations anticipated to provide a stimulus for industry growth moving forwards, demand for web developer skill sets is also becoming increasingly in demand. Med-comm agencies look for ways that digital can be improved including what CMS will be best utilised. In doing so, this is a huge digital transformation for any business to undertake which lots additional support needed from development, content specialist, migration and administrator talent. Strategic account handlers Because the industry is so competitive, demand for account handlers and managers who are able to think and act at a strategic level is high. We’ve found that med-comms agencies require someone with the right medical industry experience to help, as the language and industry is so vastly different to that of a traditional marketing communications agency.An account handler will be able to spot and identify unique challenges and opportunities in the medical and pharmaceutical market, deploying this knowledge to craft innovative and insightful campaigns. Writers Writing for medical publications and marketing collateral is a strong element of working in the med-comms industry. As medical and pharmaceutical brands are looking to increase their brand awareness post 2020, demand for medical writers is increasing. However, working in this area is not as simple as it may seem and requires professionals to be able to strategically write in a way which is scientifically accurate, but also drives interest and intrigue to sell products and medical solutions. A medical writer must be able to understand the publications and scientific medical information and translate that to both professionals in the field and in layman’s terms which flows well but contains accurate scientific information.   Historically it is far easier for a web developer or creative individual to get experience in the medical sector, but for content writers/copywriters & account handlers it’s a lot more difficult. Usually you would be tasked with joining at a lower experience level in order to understand the foundations of medical communications and get to grips with the technical jargon so that you are able to support the accounts effectively. This isn’t always a bad thing, if you are looking for work in this specialist but rewarding sector. Image credit: Header: Image adapted from Photo by Karolina Grabowska from Pexels

9 months ago

By Rebecca Thomas

How can I boost job applications?

January has been an interesting month and whilst you as a business may be heading full force into your 2021 recruitment strategy, candidates aren’t necessarily feeling the same way.From our own experience and that of our clients, the volume of applications at the moment is low despite it being one of the typically busiest months of the year. With applications for jobs reportedly 34% lower than last year, this appears to be a universal issue, likely influenced by the current lockdown measures.So if you are here because your job ad hasn’t received as much attention as you would like or you seem to be losing out on good talent at the offer stage, this is possibly why. But what can you do to improve this?Address candidate concernsProspective job seekers are currently in two unique positions.On one hand, they may be currently unemployed and looking for their next role. On the other they may be feeling dissatisfied in their current company, but despite their differences they are both bound in their search for a role which offers stability.At all stages of the recruitment process we advise you are transparent and communicative.For instance, when writing ads you may want to address why you are hiring for the role; is there a period of growth and expansion happening, have you acquired some new clients?Then this should be followed through to the interview stage where you can discuss how you performed and adapted to get through 2020, try to not focus too much on revenue here, but instead address the wins and challenges your business faced, this way candidates are able to connect with the business at a human level, mitigating their hesitations about security and stability.Don’t be too slowOne of the key challenges clients are facing is that the market is not as full of talent as they expected. And because they anticipated it to be busier and thought they would have options, they have been taking longer in the recruitment process.Whilst we recognise many businesses are looking for candidates who have exactly the right skills and experience, this is having a detrimental impact in the recruitment process.In order to ensure applicants are invested in your business, leading to you being at the top of the pile at offer stage, it is becoming increasingly important to not sit and wait. Doing so can lead to good quality candidates loosing interest in the role or as has been the case recently having multiple more competitive offers on the table.Be very clear at offer stageReturning to the issue of stability, in order to have offers accepted it is important businesses are very clear about the following elements:Plans for growth over the next 12 months.Their expectations surrounding the role and what the successful applicant needs to do to perform.Long-term plans with regards to remote working.Long-term plans surrounding any reductions in salary.Addressing these elements (along with ensuring strong transparency at interview stages) ensures that the successful applicant is able to make a decision with the full picture in mind, helping to alleviate any concerns or what if scenarios which may come into their mind, and fingers crossed leading to an offer acceptance.We know that now is a difficult time for businesses looking to hire, to help answer some of the questions you may have many of the topics addressed in this blog can be found in our latest episode of ‘Pitch talks recruitment’. Alternatively you are more than welcome to reach out to a member of our team who would be happy to guide you with insight into todays candidate market.Image Credit: Header: Image adapted from Photo by Henry & Co. from Pexels

9 months ago

By Rebecca Thomas

How freelancers help agencies

Agencies are known for being pots of creativity, with some of the worlds best marketing and creative work coming from them. Yet, irrespective of their capacity to deliver ground breaking work, they all face a common challenge.Access to talent.Over recent years agencies have invested heavily into digital marketing and advertising techniques to ensure they stay ahead of the game. And whilst they have mostly been successful, the development of talent and skills in this area has often lagged behind, with access to (example skills) most difficult.This is where agencies often take on freelance and self-employed talent, to help fill these skill gaps and remove pressure from overburdened teams.But freelancers are capable of doing more than filling a gap.Bring in fresh perspectivesFreelancers can be treated with some hostility when entering a business, especially one which does not use temporary talent regularly. But, whilst hostility is normally grounded in employee concerns about disruption often the impact created is positive.Due to their exposure to different clients and settings, freelancers may be able to provide new creative ideas which help to reinvigorate teams who may be starting to get stuck in one frame of thought. This can help to open up fresh perspectives on business challenges, which may aid business development in the longer-term.Though increasing creativity is key, often it is not just creative mindsets which are contracted into agencies.We have previously worked alongside project managers who have been placed in an agency setting, who outside of pushing a large project across the finish line, have helped agencies to restructure the way they approach timelines, projects and budgets to create a more efficient business. Other examples include web developers who have helped push agency clients to consider the wider picture of user experience, creative artworkers who have challenged approaches for the better and marketeers who have helped steer business goals to be more aligned with communications.Offer low risk for agencies looking to growIf any business would want a low risk approach to growth, now is probably the time.2020 put a lot of recruitment plans on hold and with things starting to recover, some businesses are seeing a growth in demand, which after cutbacks is putting pressure on internal teams.The problem? Until projects are completed, financial limitations mean that many agencies may struggle to be able to increase their team sizes on a permanent basis invest in new talent to alleviate internal pressure.A key solution here is to take on freelance and temporary talent and our recent blog outlined how taking on a freelance or temporary team member may benefit businesses.At its core taking on a freelancer or temporary worker is an ideal solution for those businesses looking to increase their ability to complete a higher volume of projects without taking the risk of a long-term investment in a permanent worker.Unique way to recruit permanentlyIf you decide to take on a freelancer to cover additional workloads, this can be a unique way to recruit in a market where otherwise in demand skills are hard to come by.With a third of the UK’s creative workforce self-employed, taking in freelance talent can be a key way to access a new pool of the workforce, many of who are specialists in those hard to find skills.Though not all freelancers will want to move to a permanent role, some may welcome an increased level of financial security (especially after 2020) . Giving them the option to become acquainted with the agency before approaching them with a prospective permanent contract can be a key way increase interest in making the change and may prove profitable for the agency in the long-term.Access to new networksIf agencies become well acquainted with freelancers, they may be open to sharing connections in their own networks.For agencies this can be profitable as it may lead to new skillsets being recruited and new business opportunities being identified. The agency and freelancer partnership is one which we are all well acquainted with, but freelancers are more than filling a skill gap. They are potential avenues for the development of agencies which can have numerous perspectival, structural and financial outcomes.If you are interested in taking on a freelancer or temporary worker as an agency, please reach out to our freelance/interim team who will be able to help.​Image Credit Header: Image adapted from Photo by Tuesday Temptation from Pexels

9 months ago

By Rebecca Thomas

Meet our In-House team

A lot has changed at Pitch over the past year, and with the new year reinvigorating our spirits (despite another lockdown), we have decided to make some positive changes which we hope will improve not only the way our business runs but the level of service you receive as either a client or candidate.To put it simply, we have reorganised our in-house team, so they are more focussed on sectors which they are passionate and knowledgable about. This means they will be able to more effectively keep you up to date with the latest insights and developments related to your sector in addition to using this knowledge to help guide their recruitment practices, ensuring the all round perfect fit for clients and candidates alike.Permanent recruitment Freelance/temporary Recruitment ​Our in-house team operate across a variety of industries including but not limited to E-Commerce, FMCG, IT & Tech, Professional & Financial Services, Property, Construction, Public Sector, Education and Not for Profit to recruit a range of skillsets across the Marketing, Communications, Digital, Technical, Commercial and Sales sectors.Though each of the in-house team operate across different sectors, as a collective they are authentic and relatable individuals who are eager to have a personable and down to earth conversation. So, don’t hesitate to reach out to find your perfect fit consultant.

9 months ago

By Rebecca Thomas

5 things to consider when hiring in 2021

Despite the introduction of a new lockdown, many of our clients are still hiring either due to having a skills shortage within their teams or learning to adapt and push through these difficult periods.Whilst you may be conscious of how much your business has changed in the past year, are you aware of the developments in the recruitment industry?If you’re considering a new hiring in Q1, then there are a few things you may need to consider.Skill set shortage2020 really highlighted how dominating the skills shortage is in recruitment, especially on the digital front, where we saw increased levels of demand for Digital Marketers, PPC, Paid Social and Developers.You would think that given the uncertainty of the market and the volume of redundancies that these niche and often hard to find skill sets will be easier to find. I wish this was true, but unfortunately, it’s not!Although we saw an influx of some very talented people onto the market in 2020 with skills we don’t often have land in our inboxes they got snapped up pretty quickly! Meaning the market is still light on some of the core skill sets listed above.How does this impact me?Perhaps you are considering moving to an e-commerce environment or are looking for a website overhaul. In either circumstance, finding the right talent for your business is likely to take a little longer due to the digital and technical skills shortage.Planning ahead in recruiting for these roles is more crucial than ever, and we advise you to consider all factors such are sourcing time, interview time, and notice periods before leaving everything until the last minute.Benefits packages According to our research, only 2% of employees expect flexible working to not be an element of their benefits package in 2021 and beyond.And who can really blame them? Throughout 2020, employers discovered that remote working can still ensure a productive business, which is more emotionally and financially viable for employees over the longer term.How does this impact me?We’re not saying you have to offer remote working but this type of benefit is high on candidates agendas and with many brands offering some permanent flexibility it might be something you want to consider moving forwards in order to ensure your business stays relevant with candidate expectations.If you’ve already jumped on the bandwagon and make flexible working a permeant fixture in your benefits package just make sure you’ve agreed your boundaries and that all members of the team are on the same page.Remote interviewingGiven the current lockdown you’ll need to put a little more thought into your interview process as there is a possibility you won’t be able to meet face to face.Our research found that 62.79% of candidates would prefer to be interviewed using a mix of technology during the early stages of recruitment, followed by an in person meeting during second and final stages.However, this trend is not just limited to this lockdown, remote interviewing is becoming more prevalent within the hiring process as candidates identify the various time and financial benefits it can bring - especially for those looking to relocate.How does this impact me?Introducing more remote interviewing into your hiring process not only makes you compliant with lockdown restrictions but further cements you as a progressive and forward thinking employer.Implementing such technology can have an added bonus of expanding your talent pool to those further afield, making it easier to recruit for niche skill sets.We currently allowing all our clients to use our Pitch+ Video Interview platform for free making this an ideal time to trial what a remote interviewing model may look like for your organisation.InductionsInductions aren’t often something you think about when you considering making a hire, it’s almost an after thought in the process.I would encourage you to consider how you’re gong to onboard new team members remotely sooner rather than later.  Savvy candidates will ask how you’ve engaged your team during lockdown, supported them during furlough and communicated when the going got tough. So, thinking about how you’re going to induct, train and develop a new starter from their own home is crucial to your process.Having a detailed plan is a great place to start, utilising your team members is also a good thing to do. It shares the load and allows your new starter to meet more of the team. However, we have a fantastic guide on how you can onboard remotely if you are feeling a little stuck for ideas.2021 SalariesWe’re in the process of prepping our 2021 salary survey so we don’t have all the data just yet. But, from what we’ve seen there’s been limited changes in salaries. Most roles are still in line with 2019/2020 salary brackets with only a few skill set’s (mostly in the niche digital areas) seeing an increase.The above are a few of the key things you might want to think about before pushing the button on your hiring process. But, if there’s something else you’re unsure of or you’d like us to help you with your search then get in touch today to find out more about how we can help.Image creditHeader: Image adapted from Photo by Leah Kelley from Pexels

9 months ago

By Rebecca Thomas

Businesses are still hiring.

Normally this is the moment as a job seeker where you click on a relatively click bait headline expecting to receive some insightful information, but are met only with generic answers to questions you desperately need answering with facts. In fact we can probably guarantee you have read numerous articles or emails from recruiters who have informed you their doors are still open and that they are there to help you, which though great, is not really the answer you were looking for. One of the biggest concerns we have encountered from our candidates is the question of whether businesses are still hiring. Some of you, likely hit by flashbacks to negative experiences of the 2020 job market, are experiencing a strong wave of pessimism and firmly believe this lockdown is likely to be the same. Are businesses still hiring? Short answer: Yes. Long answer: This blog has been slightly delayed because rather than jumping to conclusions, our consultants wanted to get a true picture of the market for you. After calling around all of our clients and dedicating hours to real and honest conversations last week, we can honestly say this lockdown is not likely to be the same. There has been no cliff edge, no substantial drop off in involvement from clients, and contrary to belief many are more engaged than ever. What has changed in recruitment? Clients appear to still be hiring for one of two core reasons. They have a real need During the first lockdown businesses either had to scale back on their team sizes or experienced substantial growth which pushed their current teams to the maximum. Those businesses that are hiring in 2021 are likely to now have a genuine need for talent to either make up the shortfall in light of recovery during the latter stage of 2020 or to better manage their teams workload and create a positive work environment. An additional factor to consider is the volume of business projects which were pushed back during 2020 to either save money or re-focus attentions. However, we have spoken with multiple brands who in 2021 aim to reinvigorate projects such as digital transformations and rebranding exercises in addition to taking on new projects like increasing their digital presence in light of the shift towards e-commerce during 2020 regardless of new restrictions. As a result we anticipate to see a higher volume of demand for digital marketers, creatives, developers and even project managers despite the new lockdown. They have adapted to the new environment Amongst businesses, especially SME’s the phrase “we are just pushing through” is coming up repeatedly. Unlike the first lockdown, businesses are better prepared to handle issues as they arise and now have suitable safety procedures in place which allow them to continue to operate despite restrictions. This is most common in manufacturing, engineering and distribution environments, who were heavily impacted during the first lockdown.      Whilst there are some markets like leisure, hospitality and events which will continue to be impacted by the lockdown, the wider picture is generally more optimistic and should provide some hope for prospective job seekers. For a more indepth chat about how your industry may have been impacted by this lockdown, you can reach out to one of our consultants.  Image credit: Header: Image adapted from Photo by Thirdman from Pexels

10 months ago

By Rebecca Thomas

Tips for job searching in 2021

2021 New Year, new you, new job? There is nothing like a new year to bring about a sense of change and progression, we’re all eager to start the new year on the best foot, and for many after the year that shall not be named, this is in the form of a new job.Whether you have been actively searching the market throughout 2020 or are considering a change in the new year, here are a few things we have noticed which you may want to consider.Video InterviewsLockdown round one forced us into a world of zoom calls and quizzes, as well as video interviews. Although some brands were already on the bandwagon we all had to jump aboard and get to grips with video interviewing for 1st and 2nd stages.Our research found that 75% of our clients are opting to conduct first stage interviews via video call, however don’t expect for the full interview process to be conducted remotely. Whilst virtual interviews are good for reducing the volume of non-fit candidates (saving you time), they fail to provide a strong enough indication of cultural and personal fit, leading to 95% of our clients opting to conduct second stage interviews in person.As remote working is likely to remain in place throughout 2021, the presence of virtual first stage interviews is likely to stay. If you haven’t felt comfortable or hand experience with remote interviewing throughout 2020, you can download our video interview tips guide to ensure you are prepared.Package negotiationAfter working form home for the best part of 2020, 87% of employees are keen for flexible working to remain in place going into 2021, with 73% preferring a hybrid approach (split home/office based working).If you are one of these people the good news is most of our clients are keen to adopt a variety of flexible working options, with the 3.2 role working 2 days from home and the other 3 focussed on office time most popular.However, it is important to recognise not all businesses are going to offer the same flexibility benefits. Depending on business structure, industry and management style, where some may be able to offer a fully remote package others may only be able to offer flexible start and finish times.It is important that you provide clarity to employers from the start. If you don’t mind how you work then proceed as normal, but if you have specific requirements e.g childcare and personal preferences then ensure to let a prospective employer know during the application or interview stage. Providing clarity means they may be able to adapt working patterns for your requirements or will save you time if it is something they cannot fulfil.SalariesWe’ve seen salaries stay consistent with some small increases across the digital skill sets due to demand increasing. Throughout 2020 we saw a 50% increase in social media roles and 44% increase in demand for specialist skillsets (web developers, front/back/fullstack developers & UX/UI designers).We anticipate demand for these skills to remain prominent going into 2021, where often due to limited talent availability (despite a highly competitive market) you may be able to get a small salary increase.However in sectors where we have seen a decline in demand such as account handling roles (-93%), salaries are likely to remain stagnant throughout 2021 as businesses recover.Competition In 2020 we saw high levels of redundancies which saturated the job market. This resulted in record levels of job applications per role, with social media roles seeing a 170% in the volume of applicants.If 2020 is anything to go by, though competition in areas like digital and social media is likely to be high throughout 2021, many of the applications we receive for roles are irrelevant and don’t even meet the minimum criteria of the role. If you’re interested in a specific role make sure your tailor your CV and covering letter to showcase your most relevant experience. This will give you the best chance of getting shortlisted, even in a crowded market!Though on the whole the market is more competitive, some roles are seeing a decline in the levels of application per role. For instance, though demand for account handling roles is lower, the volume of applicants compared to the start of 2020 is 52% lower, highlighting you may have a good chance of securing a role in this area if you tailor your application appropriately.We hope this has provided you with some insight into what we have seen in the market throughout 2020 and helps to inform your applicant journey in 2021. If you do have any questions however, feel free to reach out to us.Image credit: Header: Image adapated from Photo by Jakson Martins from Pexels

11 months ago

By Rebecca Thomas

When should I search for New Year hires?

It may seem odd to be looking ahead to the New Year, especially when so many of us are just trying to scrape by until Christmas, but with delayed business ambitions comes delayed hiring processes.We speak with many businesses on a daily basis, and whilst some of the smaller SMEs who have experienced exponential growth thanks to innovation throughout this year (kudos to you!) are looking at hires this side of Christmas, many larger businesses are looking to put off recruitment in favour of a January start date.The problemSo what is the problem with delaying recruitment?If you are looking for the elusive January start-date and will only plan to conduct interviews after Christmas, the reality is this deadline may not be reached.On average it can take our consultants between 20 - 30 days to fill a role, with a shorter period if you are looking for a temp or freelance worker. Even if your recruiter were to fill a role in 20 days, there is still the issue of notice periods and on boarding to negotiate, leaving little wiggle room during January to take on new hires, pushing the opportunity to expand your team (and potential profit) into the second month of Q1.When should I start looking for January hires?To cut it short. Now.You may think you have a month and a half until the New-Year, but if you take into account the festive period, this leaves you with only a month.Remember that 20-30 day filling period we alluded to? Starting your hiring process now is going to be key to meeting that period. Below we have included two example timelines of when you can expect a hire to start should you begin your recruitment process either now or in the first week of December. Of course these timelines are variable depending on how hard a role is to source and whether there are any complications at interview stage.Our aim here is to not panic you, but to inform you about the potential barriers you may encounter when looking for a January hire, the biggest complication being notice periods if you don’t begin your hiring process in November.For more information about how Pitch could help you in your recruitment journey, give one of our permanent or freelance consultants a call today.Image credit:Header: Image adapted from Photo by Alex Azabache from Pexels

12 months ago

By Rebecca Thomas

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What is in demand? What skills are being hired and where?

As businesses have reduced hiring budgets, we have received many questions from candidates asking whether their skills are in demand right now, whether it is a good time to make a move and even if we think they will get a job this side of Christmas. This is a concerning time for many, which is why through analysing our own data we were able to compile some insights which candidates may find useful in their job search. What is in demand? Our previous insights document “Pitch Perspective” highlighted digital skills are more in demand than more traditional roles at the moment, and is a trend we anticipate to continue throughout the remainder of 2020. We have seen an increase in demand for the following skills: Social Media: 50% increase Digital roles (web development, fullstack/front-end/back-end developers, UX/UI designers): 44% increase. Marketing: 11% increase This has largely been motivated by a mass business shift from traditional tools of sale to more digital formats, where the gradual increase in demand for social and digital roles is indicative of a trend still gathering momentum. However, what about the more traditional skill sets? We have seen a decrease in demand for the following skills: Account handling: 93% decrease Creative: 70% decrease PR: 33% decrease Whilst a decrease in demand for these skills can be disheartening, it is wise to remember this is not just motivated by reduced hiring budgets, but also by a lack of movement in the job sector due to workers feeling secure in their role. Controversially the reduction in availability of creative roles in the market is largely due to a reduction in requirement for freelance graphic designers, artworkers and digital designers to name a few. However, with the festive period nearing we are starting to see a small increase in demand for these skills in creative agencies, highlighting the downward trend may not be long-term. Some good news Some good news is that some roles are seeing less competition in the market, with the following skillsets having a reduction in the volume of applicants per role. Account handling: 52% decrease Marketing: 75% decrease Technical: 43% decrease This is positive news for account handlers currently out of work, where though there are fewer roles in the market, a lack of confidence amongst workers to change and move jobs has played to their advantage when making applications. Likewise for those with technical skillsets, an increase in the volume of open positions and low competition makes todays market an ideal time to move and change jobs if unsatisfied in your current position. Location, Location, Location Location plays a big part in our job search, and what people are looking for has evolved as a result of lockdown. We have found over the course of the past 3 months that the availability of roles in outer-city regions has increased, and is largely driven by those entrepreneurial SMEs who have historically shunned city centre working due to cost factors and businesses who opted to relocate to save money. These movers, combined with a reduction in big firm hires, has meant those candidates looking for work in cities like Manchester and Birmingham have a stronger advantage over those looking to stay closer to home, with the average number of applications per role lower in city regions. For a more in-depth insight into how changes in the job market impact you as a candidate or business, download our free guide. Image credit Header: Photo by Karolina Grabowska from Pexels

12 months ago

By Rebecca Thomas

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Is recruitment really taking longer?

Due to the increase in active job seekers throughout 2020, many businesses are anticipating recruitment processes to take much longer, as an influx in applications puts pressure on internal teams to scan, shortlist and interview.We, like many others, are not immune to this trend. Comparable to the start of 2020, between August to October we have received an average of 270% more new candidates on top of those who are pre-exisiting.It is wise to assume because there are more candidates applying to each role, that the length of time taken to hire increases, but is this really the case?Whilst potentially applicable for businesses who opt to in-house recruitment, due to a lack of resources to cope with demand and changing interview dynamics, using a recruitment agency during this period can be a more time efficient option.Is recruitment really taking longer?In October our candidates were shortlisted and sent to prospective employers approximately 25% sooner, with the average period of days taken to move to first interview stage faster comparable to January.This provides business leaders with extra time to review and filter which applicants they want to interview. A necessary advantage in todays market, as key decision makers are generally taking longer to progress to interview stages as complex business changes and decisions take priority over recruitment.However, because businesses are hiring only when necessary, once at interview stage the average time taken to make an offer has reduced significantly from 5.5 to just 1.5 days. With candidates more likely to accept offers due to a lack of movement in the market, roles at this stage are more likely to be accepted than previously.What does this mean for recruitment?Whilst our consultants are handling an increased volume of applications, controversially it is not taking them as long to review as may be expected. Once interviews are arranged the process has been sped up due to businesses hiring out of need rather than speculation, resulting in faster times to hire.Though variable based on the roles level and whether it requires a niche skillset, the average time to hire in many cases has been cut by nearly 50%. This benefits organisations looking to recruit due to skills shortages or overburdened teams and is likely a faster process than using internal resources who may become easily overwhelmed by application quantities.If you are looking to hire into your team quickly, feel free to reach out to one of our consultants today.Image creditHeader: Photo by Pixabay from Pexels

about 1 year ago

By Rebecca Thomas

How SMEs can adapt to attract talent

Despite a dip in growth during August, SMEs are generally optimistic around long-term economic recovery, with job cuts in SMEs starting to slow compared to larger companies and growth projected across key areas like IT, Tech, Manufacturing and Digital sectors. Our market research highlighted digital and tech to be key sectors for growth during the latter phase of 2020, with 72% of UK tech businesses seeing a substantial growth in demand, implementing technologies which help to boost efficiency and productivity across the B2B and B2C market. Whilst we do not anticipate the job market to magically rebound overnight, we are already starting to see some signs of recovery across the marketing and creative sector. From speaking to our clients this either presents its self in one of two ways for SMEs. They have experienced a large increase in business and require a larger team to keep up with demand. There is a significant skill shortage following making earlier redundancies. What is different about attracting talent today for SMEs: The candidate market is significantly different compared to six months ago. Not only are there now significantly more candidates in the market, causing hiring processes to often take longer, but candidate needs and expectations of employers has shifted drastically. We address some of these changes in our job seeker intentions report but to summarise some of our most impactful findings: The volume of applications has increased substantially. We have seen anything between a 70% - 150% increase in applicants depending on the role. Only 12.79% of candidates prefer to be interviewed fully in person. Only 5% of candidates are not looking for flexible working benefits. To save employers money candidates are happy to have reductions in their benefit package, with company days out, activities and healthcare plans the top options to be removed. What makes SMEs unique? SMEs are in a unique space in the market, due to their smaller team sizes they are often able to be more agile than larger organisations and therefore are able to innovate or bounce back at a faster pace - prompting an increase in recruitment demand in these sectors. However because of their size, and prospective rapid growth, often conducting internal recruitment processes within these organisations can be a complex task - where knowing what your really require and having the time and technical resources to source staff can be difficult. Providing you with access Right now one of the biggest challenges SMEs have in adapting to the new market is access to digital resources like video platforms to conduct remote interviews and effective applicant tracking systems (ATS) to manage the influx of candidates. Investing in these technologies for a (potential) one off or short-term run of hiring can often not be the most efficient use of financial resources. To help those businesses who may need some added help adapting to the modern market we have introduced a range of recruitment options for clients, which include standard recruitment practices all the way up to access to our video interviewing platform Pitch+. Providing you with insight We don’t like to consider ourselves to be the typical sales driven recruiter. Sales are of course important to us, but what is more vital is that we provide the right candidates for businesses, a failure to do this can not only cost you time but money also in seeking to replace an unsuitable candidate. A key step in this process is getting to understand businesses and their short/long-term vision. To cut a long story short, if we feel like the proposed job title isn’t absolutely perfect for the business, we will let businesses know how they could potentially better position the role to attract the best candidates and meet their long-term objectives. At Pitch we like to work in partnership with all of our clients, because we believe SME recruitment often requires a more personalised and consultative approach compared to larger organisations. If you are in a position where you are looking recruit, feel free to reach out to one of our consultants to find out how our partnership approach may benefit you in todays market and longer-term. Image Credit:  Header: Photo by icon0.com from Pexels

about 1 year ago

By Rebecca Thomas

Recruiters are expensive. How Pitch can control your recruitment costs

Recruiters are expensive right? Don’t worry we’re not offended, it is a known fact that price is one of the biggest turn offs from using a recruiter, which is only exasperated by the current business climate. We understand that businesses are looking to maximise budgets as much as possible, which is why it is crucial to assess your cost-per-hire What is cost-per-hire and why is it important? Cost-per-hire can be defined as the cumulative sum of the resources used during the hiring process converted into a monetary figure. This includes everything from external resources (job boards, video interview platforms, marketing) to internal resources (time spent, ATS systems, referral rewards). Whilst the average cost-per-hire will differ on a per-role basis, what if we told you that by using Pitch as your recruiter you may be able to reduce your cost-per-hire? We take on some of the resource costs To put it simply, time costs money in hiring. What if Pitch took some of that time off your hands so you can focus on other aspects of your business? We can carry the load by crafting your perfect job description, screening CVs, drawing up & shortlisting the best candidates, arranging interviews and negotiating job offers. All time that you could utilise in other areas of your business. What you pay us also goes towards your job being advertised on job boards like Linkedin & Indeed, some with a more premium cost which could be outside of your hiring budget, ensuring through reach that you are able to obtain the best candidates. However often what you don’t get through in-housing your recruitment is access to the passive candidate market and an internal database of active candidates. With Pitch you are not just paying us to advertise your job, instead you receive a considered and cautious approach to candidate acquisition, which places your companies interests at its heart. Finding the payment structure which works for you Whilst we do charge a fee, with multiple payment options available to suit everyone from start-ups to large enterprises, outsourcing to Pitch may be more effective in the long-run as we take on the majority of the resource costs and can provide added benefits. Freelance  - An alternative and temporary option We’ve spoken with numerous businesses in recent weeks who need to hire but either don’t foresee how long the role may be available or can’t realistically commit to a permanent hire. If you come to us feeling a little lost about what your options are, our team of expert recruiters are here to guide you. We’re talented at hiring permanent staff, but what you may not know is that we also hire on a freelance and temporary basis. Our dedicated Freelance & Interim team is able to support all roles across marketing, communication, digital, sales, tech and creative. Whether, maternity cover, fixed contract or last-minute support for a few days, we have a vast network of clients and skilled contractors, who have worked with some of the largest UK businesses in retail, hospitality, creative agency and wider sectors. For more information about how Pitch may be able to help you control your recruitment costs, feel free to reach out to our team. Image Credit Header: Photo by Suzy Hazelwood from Pexels

about 1 year ago

By Rebecca Thomas

What the Autumn 2020 job market will look like: A Pitch Perspective

The past 6 months has seen some significant developments for the recruitment industry; most notably a large increase in the volume of candidates and a shrinkage in the availability of open positions.However, what does this mean for candidates and businesses moving forwards? Our Business Development Director, Rebecca Thomas, recently addressed what the Autumn 2020 job market is likely to look like and how you can adapt your applications and recruitment processes to compete.For CandidatesAre there any jobs out there?Whilst between March to June 2020 the volume of open UK job vacancies shrunk by over 50%, the job market is starting to show slow signs of recovery, with an increase in demand for roles with a digital and tech focus.This is due to lockdown accelerating the demand for digital skills as businesses had to adapt to compete within an e-commerce/ digital environment. However, demand for specific skills depends on project length and business need, with developers picking up more freelance/temporary contracts compared to digital & social media marketers who have more permanent opportunities.One of the slowest areas for growth so far has been the creative sector, with a sharp drop in open positions for graphic designers, re-touchers and other creatives. However with a potential backlog of projects in the agency market and Christmas around the corner, we are anticipating an increase in demand for creative freelancers/temps during the Autumn period.As more consumers are expected to be shopping online this upcoming festive period, it is also likely brands will be investing heavily into digital marketing and e-commerce, boosting the availability of freelance and temporary contracts for developers and specialist digital marketers (PPC, SEO, E-Commerce).Our advice for job seekersThough we anticipate the volume of open jobs to increase on the run up to Christmas, we do still anticipate the market to be competitive as the level of vacancies is yet to reach pre-March levels.With this in mind we are advising candidates to enforce a quality over quantity approach when applying for jobs, taking the time to really consider what they are looking for and ensure they tailor applications to suit.We asked our consultants what their biggest advice would be for candidates this Autumn: Julia Williams - Stay positive. Even though the market is highly competitive it is important to take your time and find roles which are specific to your skillset and requirements.Ellie Tibbs - As businesses are more expenditure conscious freelancers (and wider job seekers) should be open to discussing more flexible rates during the immediate period. Don’t beafraid to pitch yourself at a slightly lower rate now with the expectation for enhancement once business improves.Harry Silvester - Outside of job applications, take time to learn new skills. Being willing to learn and expand your skills outside of the workplace shows prospective employers you are engaged in your sector and are willing to enhance yourself.For ClientsHow has the candidate market changed?The candidate market has developed massively over the past 6 months, where a failure to adapt your recruitment process and benefits package accordingly can impact your ability to hire and retain talented candidates.InterviewingA face to face 1st stage interview has largely become a thing of the past with 75% of our clients conducting interviews remotely to reduce the volume of non-fit candidates in a time effective manor. However, getting a positive in-person feel for candidates and their cultural fit is still important to organisations with 95% of our clients conducting second-stage interviews in office.This is largely congruent with candidate expectations of employers, and we anticipate it to remain a core trend moving forwards into Autumn/Winter 2020, where offering a flexible recruitment model is vital in todays market.To cater towards changing market dynamics we have invested into our own video interviewing platform Pitch+.Making offersAs many office based candidates have now had a taste of the benefits of flexible and remote working patterns, demand for flexible working in benefits packages is likely to increase with only 5% of our candidates not seeking either flexible start/finish times, hybrid working or fully remote working.Including flexible working in your benefit package is likely to make your company more attractive to candidates, ensuring you are able to pull in the most diverse and talented candidates for your business.However, whilst demands for enhanced benefits packages have increased, candidates do recognise the financial strain which employers are under. Through research we discovered 51% of our candidates would be willing to take a pay-cut of between 1-5% in order to secure employment, helping employers who may be feeling the pinch of the economic climate but are in need of additional talent.If you are in a position where you think you would have to make a higher deduction, you may wish to consider whether making a permanent hire is necessary. Taking on freelance or temporary talent can be a viable solution for those businesses who may be unable to predict cashflow, or are having a short-term boost in business.Want a deeper insight into our predictions for the Autumn 2020 job market? You can download our free Pitch Perspective guide here.​Image credit:Header: Photo by Stanislav Kondratiev from Pexels