1 day 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 problem So 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

24 days ago

By Rebecca Thomas

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

28 days ago

By Rebecca Thomas

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 credit Header: Photo by Pixabay from Pexels

about 2 months 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 Candidates Are 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 seekers Though 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 Clients How 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. Interviewing A 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 offers As 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

2 months ago

By Rebecca Thomas

How to make your CV ATS compliant using SEO techniques

As an applicant you may believe SEO should remain in the hands of a capable digital marketer or SEO specialist, who seeks to improve a businesses prospects. In reality that is not always the case. Scrolling through Linkedin or alternative recruitment sites, you may have come across the mention of Applicant Tracking Systems (ATS) often positioned in posts about “how you can beat them” and “the secrets of creating an ATS safe Curriculum vitae”, only to be left bewildered and confused as to how you should prepare your job applications. Heck, what even is an ATS? What are applicant tracking systems? Applicant tracking systems are often used by large companies to automate their recruitment process. The system will be used to scan a candidates CV and cover letter to identify keywords relevant to the job they are applying for, discarding any candidates who do not match relevant criteria. What does ATS mean for applicants? If a company uses an ATS, this means your application will not meet human eyes first. If your CV and cover letter are not optimised for these systems, then this could be the reason why your are missing out on jobs which you believe you are perfect for. Whilst applicant tracking systems do sound intimidating, taking a step back and recognising the methods used to filter candidates via keyword searching are similar to the skills deployed in SEO and digital marketing is a strong step in the right direction to humanising a seemingly robotic method of recruitment. How can my applications beat an ATS? Keyword research It is important to remember not to go crazy here. Don’t include a seemingly blank page with white text saying “Marketing Executive” hoping by spamming you will be successful (it does happen!). Remember just because you can’t see it doesn’t mean the ATS won’t. Instead take keywords from your experience and the relevant job description and carefully position them throughout your CV. Starting with your job title, try to make this as relevant to the role as possible. We know some companies, especially in the agency market, can give you a funky job title like “Social Media Guru”, but the ATS won’t pick up on this. Instead try to include specific job titles like “Social Media Marketing Executive” or “PPC Specialist”. Follow this method throughout your entire CV, emphasising your key skills aligned with the recruiters or hiring companies expectations. You can do this within the job descriptions, but for bonus assurance it may be a good idea to create a skills section either to the side or bottom of your CV, as including lists makes it easier for the ATS to identify your keywords. Be selective with titles Be sure to use standard titles throughout your CV. For instance you may wish to segment your application using this structure: Contact information Work experience Volunteering experience (if relevant) Education Skills Personal interests To get noticed, especially when applying for creative roles, you may think you need to do something wild in order to stand out. In reality this could be more damaging to your prospects if the company uses an ATS, as it will not recognise what you are trying to communicate and may even discard you as a potential applicant. Be grammatically correct It goes without saying that spell and grammar checking your CV is an absolute must, as even a small mistake could throw an ATS off track. However, it is also ways to be careful when utilising acronyms. If you feel the need to shorten your sentences, because honestly, repeating Pay-Per-Click Executive & Public Relations collateral can be a bit of a tiring process, make sure you include at some point both the full and abbreviated versions to ensure the ATS has as much of a chance at picking up your keywords as possible. Whilst, for instance it is wise to assume a system scanning a Public Relations document will pick up on words like PR, it is better to be safe than sorry. Plus, if the system picks it up twice it may improve your chances of getting to the next stage. Though Applicant Tracking Systems can appear like a minefield, in reality they deploy many of the techniques marketing and communications experts should be aware of and familiar with. However, if you prefer a more human approach, at Pitch we review each CV on a per-applicant basis. So, if you need help finding your next career or changing your job feel free to get in touch with us. Image Credit Header: Edited under a Pexels license. Photo by Miguel Á. Padriñán from Pexels

3 months ago

By Rebecca Thomas

Returning to office - A recruitment perspective

As pressure mounts from government for businesses to return to office spaces, employers are facing difficult choices surrounding how they can adapt their working space to be safe for teams. However, many are finding this is not a viable option for their whole team, with the majority of large and small business owners having no plans to return staff to the office in the immediate future, or enforcing a hybrid approach to accommodate smaller teams throughout the week. Some are going as far as adopting a fully remote working pattern to save costs on commuting and office space. Whilst logistically reducing the amount of time spent in office can be a benefit, it is important for business owners and decision makers to consider the wider picture and how their current and future employees may respond. What are employees expectations around remote & flexible working? To tackle this question we went straight to our candidates to get their thoughts. Due to saving money on commuting costs and having more time with family members, employees are generally favourable to employers offering flexible working options. 61% of candidates questioned favoured a hybrid working pattern over one which is fully remote or offers flexible start/finish times. A hybrid working pattern is one which splits the working week between a physical office space and remote home-based working. According to our Linkedin research, this is currently the preferred option for business owners, with the majority of employees working between 1-2 days per week. What recruitment benefit does hybrid working bring to businesses? Whilst hybrid working brings a range of logistical and some productivity benefits to organisations, enforcing this approach can have a positive impact on your employer brand, recruitment and employee retention long-term. Employee retention This is especially relevant as the impact of lockdown has had a largely negative effect on employee sentiments towards their organisation, with 60% of furloughed staff and 40% of those working from home looking for a new job. Typically this is due to employees feeling a lack of involvement, satisfaction and compatibility with their employer. Research indicates that improving the working environment through listening to employee concerns and needs can have a positive impact on staff retention due to reducing pressures in the working environment. However it is important to remember that this is a short-term solution to rebuilding employee brand trust, and to maintain employees long-term, overall staff satisfaction in roles will need to be increased. Retaining employees can bring a variety of benefits to organisations, from maintaining productivity to reinforcing a positive work culture. However more importantly, the lower a companies turnover rate the less money is spent on hiring and training costs. Attracting new employees Whilst business owners can do their best to retain employees through creating a positive culture, inevitably some staff will leave either to enhance their career or livelihood. Including flexible working options which directly meet candidate expectations in the market is likely to have a positive impact on recruiting the right staff for your organisation. An anticipated 60% of candidates would consider the benefits package as a major decision when deciding to accept a job offer, with 80% choosing strong benefits over a pay rise. If as a business you are in a position where hiring is necessary, enforcing hybrid working is likely to enhance the attractiveness of your benefits package and thus company appeal over some competitors. As a result you may be able to gain some leeway with applicants if salary increases are not on near the horizon, however we advise you continually assess your position here in order to maintain skilled workers long-term. Accessing more diverse talent By including an attractive flexible working option within employee benefit packages, your accessibility to a more diverse pool of talent is likely to increase as a business. Not only will you be able to attract talent from further afield who are willing to take on a longer commute for a few days per week, but you will also be able to access a market of talented parents and students who may require increased flexibility to fit in life routines. Increasing your prospective talent pool can only be a benefit to your business, as it opens the opportunity to tap into some harder to find skill sets which may benefit your business in the long-term. If you are looking to hire new employees for your business and want to know whether your benefits package is competitive in the market, please get in touch with one of our consultants. Image credit Header: Photo by Pixabay from Pexels

3 months ago

By Rebecca Thomas

Should I change jobs during a recession?

When recessions hit, media outlets and recruiters alike have a tendency to focus on the impact of redundancies and job losses and can miss the impact which the fears associated with a recession can have on career progression. In our recent research into the impact of remote working and furlough on employee desires to change jobs, around 72% of employees stated they were considering looking for a new job either due to emotional factors or financial drivers. However, when contrasted with our recent Linkedin survey, 58% of respondents are nervous to change careers due to the economic outlook of the United Kingdom. Why are you nervous to change jobs? We recognise that changing jobs is already a daunting prospect, and when you add a recession into the mix you may reconsider your desire to move or put it off out of fear of your new company collapsing and making cut backs to the detriment of new hires. Research shows that putting yourself in maintenance mode at work is likely to lead to unhappiness and a lack of enthusiasm in the workplace and therefore a lower sense of achievement in your everyday life. Furthermore, if working for a poor employer, staying put could be more damaging to your career in the long-term. Due to financial restrictions, they may be less likely to invest in career training and development, they may make redundancies and give you extra workload with no additional pay. In the long-run, it is important to evaluate your choices. Advertised roles are more strategic Whilst many businesses will cut back on the volume of vacancies, those who are advertising and hiring are likely to be doing so after a prolonged thought process. Often taking into account considerations over the financial integrity of the business and volume of workload, if a company is hiring it is a good sign that they require an extra pair of hands to help guide them through. Though mostly accurate of newly created roles, a similar process of thought and deliberation is often undertaken when replacing talent. However, if you want to be certain a firm can financially support your role, we always advise you do some research into the financial accounts of a company or enquire into role stability and why it was created during an interview. You can earn more The concept that you can move into a higher level role during a recession and earn more money may seem a little counter-intuitive, but it is founded in research. Whilst during a recession many workers are likely to transition into a role which is a similar level to previously, those who chose to up-skill themselves and seek their own promotions are likely to be as successful compared to within a normal economic environment, leading to a higher wage in the long-run compared to those who opt to stay put. Though it can be easy to assume that competition in the market will be higher during a recession due to more people being available for work in the market, this may not be the case for some promotional level roles, where a recession instead creates the potential for opportunity. Whilst we advise that you take every precaution when opting to change jobs during a recession (considering factors like finances, workplace culture, progression opportunities etc), delaying your job search out of fear is likely to be counter productive to your career development and wellbeing during the long-term. Hopefully this article has addressed some of your concerns, and if you are considering looking for a new job, you can view our current vacancies here. Image credit Header: Photo by Daria Shevtsova from Pexels

3 months ago

By Rebecca Thomas

How can I get my job applications noticed as a senior level candidate?

Whilst data highlights an estimated one in six 18-24 year olds are claiming out-of-work benefits (July 2020), the picture can look rosier for those aged between 25-64, for whom unemployment rates have largely remained stable. However, with furlough winding down and many businesses making financial forecasts, a process of restructuring to a leaner business model may be necessary, resulting in redundancies at executive and managerial levels. This is all too clear amongst high street retailers, with M&S announcing layoffs across store management and head office roles other retailers and businesses are expected to follow a similar pattern. Because layoffs are most likely to occur amongst younger demographics, who often hold less experience and qualifications, being made redundant as a senior and executive level employee can be difficult to digest. With a lot of help being directed towards younger demographics, it can feel as though you are forgotten when it comes to government job creation schemes and hiring incentives. This is especially pertinent in today’s job market, where a reduction of more than 50% in job vacancies compared to January - March 2020 means market competition, especially for managerial and executive level roles, is higher than ever. How can I get my job applications noticed? The competition may be as intense as ever, but that does not mean you don’t have the same concerns about being noticed in the job market as a junior level candidate. What is different is how you need to adapt your job search activities to maximise return. Don’t apply for anything and everything You have probably heard everyone say that tailoring your applications is the most effective way to get results, so it is worth getting the basics right before taking a leap further. We strongly advise you to take a quality over quantity approach. Though earning is a priority, you are more likely to be successful in gaining employment when applying for jobs that directly match your skill set and interests. Don’t be afraid to reach out If you see a job advertised for a specific company, don’t be afraid to reach out to the hiring manager personally. Even if you send a simple email or Linkedin message with a couple of questions about the role, actively creating and engaging in conversations with relevant stakeholders may make you more memorable once you have submitted your application. Doing this shows you are actively interested in the role and are willing to be engaged with the company, providing you with a small advantage over those who submit impersonal applications. Show don’t tell As a senior level candidate we advise you to include elements like financial and marketing results, achievements and specific examples of management experience within your CV and cover letters. But outside of this, one way to make a mark is to show employers what you are capable of. This may require some creative thinking and ‘outside the box’ work, but going the extra mile is a fantastic way to prove your interest in the company and a role whilst highlighting your skills and capabilities. As a marketing or communications professional, you may wish to include a portfolio within your application (click here to find out what you can include) or create a case study on the company you are applying to. If you work in the management, digital or technology sectors, identifying and creating solutions to a problem the employer may be facing is an ideal way to stand out. We have personally seen applications from marketing managerial and executive level candidates who create a short marketing strategy for the firm, branding experts and graphic designers who take a leap and create something new, and even SEO and digital experts who find ways a brand may improve their digital presence. Be active in your industry and develop a personal brand The word personal brand is thrown around a lot these days, but it is as important as ever. Personal branding goes deeper than connecting with a few people on Linkedin and attending a digital webinar, it involves keeping up to date with industry news, generating conversations with key figures and sharing your knowledge and expertise to a wider audience. In short, you become engaged and active within your industry. Whilst saying this may lead to a connection with a potential job lead is not always the most accurate statement as it is purely a stroke of luck, keeping your profile active (especially across Linkedin) conveys a positive message to employers searching your name across the internet. Showing your passion, knowledge and even your own external connections can help to boost credibility surrounding your applications and can be a fantastic way to influence employers to give you a chance. For a deeper insight into the things you can do to enhance your applications, you can download our PDF here. For those of you who are looking for work, we are working hard with our industry partners to bring you more roles across the Marketing, PR, Digital, Creative and Commercial/Sales space in the Midlands and country wide, so keep an eye on our job board for new additions. Image credit: Header: Photo by Engin Akyurt from Pexels​

4 months ago

By Rebecca Thomas

How Covid-19 has changed job seeker behaviours

Our recent study into the emotional states of furloughed and working from home employees found that 60% of employees are likely to be looking for a new job. With this in mind we decided to expand our research to uncover what candidates are looking for in the job market, helping employers to recognise any developments and make adaptations to hiring strategies if necessary. Full-time vs Contract Whilst our previous study found that 60% of surveyed employees are likely to be looking for a new job, the type of work which candidates are seeking is likely to differ on a per person basis. Our findings highlighted that securing full-time permanent work remains at the forefront of candidates minds (72.09%), meaning that though many businesses may be considering hiring and brining teams back on a part-time basis post lockdown, this is unlikely to resonate with employees longer term, as they are ultimately seeking to ensure financial security. One interesting development throughout lockdown has been the increase in candidates looking to take on freelance and contract work, either to boost incomes or gain greater control and flexibility over their working day, opening up new and more flexible ways to introduce temporary/part-time staff to teams. Benefits package The benefits package encompasses a variety of elements from flexible working, to salaries and added perks (additional holidays, healthcare plans, etc). We recognise that as lockdown hindered businesses ability to grow revenue, they may be looking to make cut backs. One of the ways we see this occurring is through changes to the benefits package. In terms of additional perks the majority of candidates stated they would be willing to have a reduction in company days out/activities, the availability of company cars, healthcare plans and extra holidays if it meant they could secure and retain employment. What was not favourable were reductions in areas which could impact their long-term livelihoods, with reductions to pension plans least favourable. Pay cuts Cuts to pay are one of the most common reductions we are seeing today, with team members either having their hours reduced to part-time or taking a reduction to help business expenditure. The positive news for employers is that 43.02% of candidates surveyed would be willing to take a pay cut to secure employment with their current or future employer. This means that business owners can safely consider reducing salaries as a viable way to cut the benefits package without sacrificing staff loyalty. However, as this figure still lies below 50%, it is wise to take into account individual circumstances and preferences before enforcing this as an option. Of our surveyed candidates 51% admitted they would be willing to take a reduction of between 1-5%, reducing to only 16% willing to take a cut of more than 15%. It is wise to remember that these figures are variable depending upon seniority level and personal circumstances, where an across the board approach is unlikely to be successful in retaining talent. Additionally positioning yourself as too low in the market when hiring a new team member is likely to have an adverse impact on the quality and experience level of candidates applying, so it is important to take a measured approach if you are considering reducing salaries. Flexible working As a result of lockdown, many employees have experienced the benefits of a remote working pattern, with many saving money on commute expenses and spending more time with family to name a few. Naturally as a result, many are now looking to implement a remote working pattern into their daily lives. For employers the good news is that many employees are not looking for a fully remote working pattern and instead favour a hybrid working structure over alternative options by 61%. Hybrid working allows employees to have a mixture of working in office and from home. The balance is often split in a 50/50 format and allows flexible start and finish times, however it is at the discretion of employers to find what suits their business best and adapt accordingly. Listening to your employees and introducing a flexible working option into your business can be a cost-efficient way to boost their benefits packages, which may be pertinent to staff retention and satisfaction if you are looking at making cuts in other areas. For a full overview of our findings and recommendations as recruitment partners, you can download the full report by clicking here. Image credit: Header: Photo by Andrea Piacquadio from Pexels Image 1: Photo by Vlada Karpovich from Pexels​

4 months ago

By Rebecca Thomas

Perm, Temp or Freelance: Your options for hiring in todays market

Whilst hiring new employees through the creation of new jobs may not be at the top of your agenda as a business owner or manager currently, over the course of the next year you may be faced with some tough decisions around hiring and replacing team members. According to our returning to work survey, when questioned about their current jobs 40% of respondents who had been working from home during the Covid-19 crisis stated they were considering looking for a new job, with this figure increasing to the 60% amongst those who had been furloughed. Of course employee sentiments around looking for new work is dependant upon how they feel they were treated during the lockdown and the long-term future of the workplace, however it cannot be ignored that many employees will be looking for a change in their career. This places your business at risk of loosing key talent and skillsets which could be vital to business recovery and continued growth during the long-term. Though a troubling thought, we recognise that not every business is likely to be in the position to rehire and backfill roles in the same way they could previously and a flexible approach may be required to fill the void whilst you get back on your feet. What options do business owners have for hiring and replacing staff? Permanent contract A permanent contract is similar to what you may currently have in place with your current employees, meaning that subject to a probationary period they are employed by the business for the foreseeable future. A key benefit to this is you can invest and train talent to your desired level and your teams are likely to stay the same, reducing any friction which may be caused by a consistent rotation of temporary staff. These types of contract work best when you know there is likely to be a requirement for work every week and may not be suited for roles which have been developed specifically for a short-term period. Though the classic permanent contract does involve a 40-hour week, there is some flexibility to introduce a part-time permanent contract if you are struggling financially and would prefer to keep the same team member. Temporary and Fixed Term contract A temporary and fixed term contract allows you to have the benefit of retaining a team member (as set out in a permanent contract) but for a limited time period. These contracts are ideal if you are in a transitionary period. For instance, if you are having a team member go onto maternity leave or if you have had a new contract come in and know you will need additional support on a weekly basis for a set period in time. Often employees entering a business on a temporary contract do not anticipate to receive training or promotions, making it a viable option if you want the short-term commitment of a skilled employee. An additional benefit of this contract is the opportunity to move from temp to perm, meaning that if work picks up or you find this employees skills invaluable to the business, you can retain them for a longer and more permanent period. Freelance The freelance industry is an ever growing segment of recruitment filled with specialist and niche skilled individuals. You may not want to select this type of contract if you are simply replacing a team member. However, if you have had a sudden and short-term influx in business which your teams are struggling to cope with or have a requirement for a unique skill which is hard to find in the permanent and temporary market then freelance may be your avenue. The key benefit of hiring a freelancer is that you can hire them for a day or a couple of months (or more) allowing you to have true flexibility over what you are spending dependant on business needs and requirements. At Pitch we offer a variety of recruitment services across permanent, temporary and freelance roles and if you would like a more in-depth chat about how we could help you then feel free to get in touch with us today. Image credit: Header: Photo by Pixabay from Pexels

7 months ago

By Rebecca Thomas

Our month in lockdown: The realities of working from home

By the time you will be reading this it will have been just over a month since Pitch Consultants shifted from an entirely working from the office to a working from home model. Whilst we had been examining ways to offer greater flexibility to our teams, a fully remote working model was certainly an unprecedented leap we had not anticipated to be making during 2020. In fact, despite more businesses offering remote working as part of their benefits package, this has been a large learning curve for many business owners. With questions raised like “how do I keep my teams motivated and productive?” And “how can I continue hiring?” Being raised continually, it is easy to get lost in trying to maintain a sense of normality when the abnormal is happening. In our recent blog about how you can incorporate flexible working into your business, we discussed that in order for a remote working model to work effectively, every now and then you will need to take a step back and assess what is working and what isn’t. Being a month into our lockdown, we decided now would be the best time to share what we have learned, hopefully offering you some guidance for your business. The best laid plans will go to waste Before we went into lockdown mode, many of our team members planned a few weeks of activity to ensure that we as managers and business owners knew that our teams had a sense of stability and productivity to their days. One month in and little of these plans have been completed. Not because our teams are not productive, but because we failed to account for unpredictables in our day to day. We have found that candidates want to speak for longer and business owners are more inquisitive than ever as to what market conditions are like. At first, we were concerned this was an indication that productivity would slip, but the reality is our consultants are having more open and candid conversations with people and are forging stronger relationships for the future. In recognising this we have learned that being adaptable to your teams is the most important thing right now. Forget about targets which have not been adapted for the current climate, forget about micro-managing, it won’t work at present. Take each day or week as it comes and remember to check in on your team members, if they are struggling to create the same output or stick to rigid structure, the likelihood is that there is some unpredictable which you may not have considered pre-lockdown which you may need to adapt to. Maintaining a work/life balance Previously it felt as though we spent so long in the office that we hardly had anytime to see family and spend meaningful time with loved ones and now we have taken a cartwheel flip over to the other side of the work/life balance debate. Everyone’s situation here is likely to be unique, some may be pulling their hair out after being stuck inside with parents or children all day and others may be experiencing difficulties in creating a separation between home and work. Some of us are eager to return to the office, but we know we are always going to look upon this period as ‘that time everything got put into perspective’. If we are honest, we miss our daily commutes and lunch time trips but we have learned that as a business we are capable of working from home and our team has adapted to it fantastically. These are feelings which will not dissipate upon our return to the office, so we are looking into the future and adapting ourselves accordingly. This is perhaps something you may want to consider looking into, as we are sure employee desires to have a flexibility option in their package will increase post Covid-19, especially if your business as proven efficient during which. The pre-meeting meeting Over the past month we have found ourselves becoming more streamlined with our approach to internal communications. Using Slack rather than email has certainly helped us to co-ordinate projects more effectively and gone are the days of the pre-meeting meeting. As a business we are more aware of our time and our teams are happier for it. All that project management and internal comms software you signed up to pre-lockdown is likely to have a strong purpose in making your business more efficient during the longer-term. Now may be the time to consider how it can be maintained and incorporated into daily working habits come return to the office. Team work makes the dream work A month into working from home one of the biggest things we have learned is how fantastic our team is at adapting quickly to new technology and market conditions, and we are thankful for that because without them we wouldn’t be here today. But, we have also used this period to assess how our business performs under specific conditions and make the adaptions required to compete in future markets. In one month we have learned that adaptability is key to what being under strict working from home conditions is about, where being willing to move with the tides is how businesses will survive for the future. Image credit: Header: Photo by LinkedIn Sales Navigator from Pexels Image 1: Photo by Jopwell from Pexels Image 2: Photo by Andrea Piacquadio from Pexels

8 months ago

By Rebecca Thomas

How the marketing industry has positively adapted to Covid-19

Currently it is hard to find a positive story surrounding business prospects during Covid-19. While there is no denying the seriousness of the situation and the damaging impact it will have to the majority of businesses, we still feel we are not seeing enough of the positive stories, the ones about people who are interacting more with their communities, developing closer connections and readying their brands for the future. Which is why we have reached out to our community to deliver you some much needed good news. The Marketing Meetup We have historically partnered with The Marketing Meetup to deliver networking events for marketing professionals in Manchester, however since contact closer than two meters away has become less appealing and more dangerous, networking events have had to take a backstep. For many networking organisers this has meant cancellations with no real alternatives provided as to how communities may engage with each other during arguably one of the most isolating and confusing times as a communications professional. Where many would have given up, The Marketing Meetup founder, Joe Glover, has managed to successfully move the offline into the digital environment. Shifting his networking community into a variety of webinars and workshops delivered by key industry figures, including Rory Sutherland (yes you read that right!). But Joe hasn’t stopped there, and has gone further to bring the marketing community together through conversation clubs, where you can discuss, share and help each other through idea’s. For more information on how you can get involved with The Marketing Meetup you can visit our events page. Sometime Sometime is a not-for-profit organisation for creative and communication professionals with more time on their hands to work together to tackle some of the issues arising due to Covid-19. Founded by Birmingham and London based creative agency Notepad, Sometime allows creatives to continue doing what they are best at through open briefs and community spirit. With open briefs from the NHS and United Nations currently active, this is a fantastic way for those who have lost their job or are experiencing reduced hours to create for their portfolio and get work viewed by some of the best, all whilst contributing to the world around them. Whilst these are just a handful of organisations who are adapting positively to the current climate, we know there are more of you out there. So, if you have any positive stories to share with us, don’t be afraid to drop us an email or give us a call. Image Credit Header: Photo by Burst from Pexels Image 1: Photo by Pixabay from Pexels Image 2: Photo by Christina Morillo from Pexels

8 months ago

By Rebecca Thomas

How managers can keep teams motivated when working remotely

With the majority of the United Kingdom now working remotely, many managers and business owners who have previously never facilitated remote working are starting to feel a little awash. Not only do they have to figure out how to drive their company through a significant economic challenge, they have to handle changes in workflow. For those businesses still trading, managers will want their teams to be operating as productively as possible to ensure they are able to bypass this difficult period. And the key to guaranteeing this is by ensuring your teams are motivated. Ensuring your teams are motivated is proven to lead to a higher level of job satisfaction and thus productivity in the workplace, a statement backed by numerous research studies which recognise an intrinsic link between motivation and performance. As a manager (we hope) this is fairly common knowledge to you, and whilst you can enforce company incentives, treats and activities in office, doing it remotely can be a challenge. After working remotely for the past three weeks, take it from us, staying motivated it is not the easiest task. You have to be willing to be adaptable and innovative for your teams, and to keep things as structured as possible with enough variety to keep everyone sane. Below are a couple of the ways we have managed to keep our team motivated and productive during this period, which may help to inspire you. How to keep your remote teams motivated Communicate honestly Currently your teams are seeing their friends and family go through various challenges, and this will impact on their own concentration at work. They may even start to question whether they are going to be next to be furloughed or made redundant, so to make them feel motivated you will first want to ensure they feel secure. This can only be done through open and honest communications. If they’re not at risk of loosing their jobs, reassure them. Tell them they are doing a good job and they are a valued member of the team and what you need from them. Give them a purpose. This goes for your wider team also, if things are looking risky, tell them. Employee’s are more likely to be willing to help if they feel included and engaged in the company. Stay connected It goes without saying that staying connected is more important now than anything. But a once per day video call discussing your daily plans and activities won’t cut it in the long-run. You need to create something which fosters your organisational culture and identity, which gets your teams cross communicating and having some fun. Remember now that you are working remotely the office jokes, lunchtime chats and mid-morning snack breaks have the potential to come to a grinding halt as everyone is focussed in their own spaces. Trying to break people out of their own bubble is vital to ensuring everyone stays and feels connected as a team. In the past couple of weeks we have done a few things to keep us motivated and together as a team from a virtual pub quiz, to self-care incentives and a team pizza lunch. Whilst they took a small chunk out of our days, this was insignificant when it has come to keeping us all motivated and feeling positive. In fact in some cases, it gave us a reason to get our work done in advance for a bit of “us-time” towards the end of the day. Continue to offer upskilling and development opportunities Even though you are working from home and facing challenging opportunities, the ambitions of your team will remain the same even if their expectations are slightly lowered. One of the best ways to motivate your team is to show them that despite uncertainty, you still believe in them and want them to develop as a professional. We recently wrote a blog on how you can upskill yourself whilst working remotely, where many of the concepts discussed remain the same for employers. Many organisations are currently offering free resources and training for a limited period, so it may be worth doing some research into how you can develop your team ready for a post Covid-19 environment, by allowing them an allotted amount of time to develop themselves and in-turn become more favourable towards your organisation. Keep in touch with everyone Though focussing on motivating your current team is important, it is equally as vital you stay in touch with those who may have been furloughed during this period. A simple text or email every now and then, checking in and updating them on what is happening within the business won’t take much time, but it will earn you some credit when you are able to bring them back into the office. Whilst following these stages is important for employee motivation, the most important thing is that you trust your team to make the right decisions (or occasional mistakes) whilst working remotely and recognise this is a learning curve for most individuals who are not used to working from home. Image credit Header: Photo by Burst from Pexels Image 1: Pitch made Image 2: Photo by cottonbro from Pexels

8 months ago

By Rebecca Thomas

How Covid-19 has impacted recruitment: Your questions answered

As we are starting to settle into our new routines following the initial shock of being placed into lockdown due to Covid-19, we are starting to see a lot of similarities between the questions our clients and candidates are asking us. It is not surprising that people will want to know how they can adapt to the situation at hand and be placed at ease knowing the job market is still turning over. Below we have covered some of the more common questions which we are being asked from both clients and candidates. The recruitment side Whilst as expected recruitment across most industries has taken a dip, there are a few rays of sunshine to fuel our thoughts. What is the candidate market like? Though sadly reports exist that up to a million people in the UK could lose their jobs, despite the option to furlough staff existing. Positively for employers this means accessibility to talent is higher than the start of the year. Whilst data is currently unavailable, we have seen an uptick in volumes of candidates with niche skillsets looking for work, including Digital Marketing professionals, Graphic Designers and Creative Account Managers/Directors. Even if your hiring process has been temporarily put on hold, now might be the perfect time to get around the skills shortage, by examining available market talent ready for the upcoming months. What industries are hiring? One of the most common questions we are being asked by clients and candidates is “what industries are hiring right now?”. Whilst this is difficult to answer as hiring decisions will differ per each company. When taking our core creative and marketing sectors into account, brands which specialise in digital services like E-commerce, tech support and digital communications are currently at the top of the pile in terms of hiring, where your more traditional sectors have slowed down. For instance, we currently have active roles for Digital Designers, Digital Marketing Executives & Managers alongside Front-end Developers to name a few. Meaning if you are a skilled digital professional now may be the time to look at what is available in the market. Alternatively, for those who have more traditional skills to your name, perhaps you can consider using this time to digitally upskill yourself to help you stand out from the crowd. How will I be interviewed? And how can I prepare? Because there are some industries still looking to hire, we are still arranging interviews. The decision as to what and how is up to the client, but typically we are seeing a combination of a telephone interview followed by a second stage video interview. We recognise not everyone will have a vast amount of experience in conducting video and telephone interviews, which is why our consultants worked together to compile some of their top tips for you. You can also download our free virtual guides as a checklist in how to prepare and act. We know many businesses do not have the full resources to be able to conduct video interviews, which is why we made the decision to extend our Pitch+ video interviewing platform to all clients free of charge for as long as it is required - click here for more information on how Pitch+ may benefit you. Is freelance a viable alternative? With many people being sadly made redundant, some are looking for work in other areas and are considering freelance as a viable temporary opportunity. It is important to remember many of the businesses hiring freelancers are experiencing the same pinch as with permanent staff, so the volume of opportunities across some sectors may be lower. However, there are some agencies which operate fully remotely and some businesses who will need an extra pair of specialist hands to prepare themselves for an influx of digital requirements, which means this could be a viable path to consider if you hold the right skillset. As you can imagine, this list of questions is not exhaustive and if you have any further questions about the current recruitment market, what certain industries are doing and how you can adapt to the current climate as a business or job seeker, please do not hesitate to get in touch with us. Image credit Header: Photo by Startup Stock Photos from Pexels Image 1: Photo by Nikolai Ulltang from Pexels

8 months ago

By Rebecca Thomas

How to conduct a telephone interview - Our recruitment tips

Our working lives are still taking an interesting turn and with many businesses now in a situation where they have to reduce the amount of physical face to face meetings, we are seeing a huge increase in demand for telephone interviews. At this current moment in time, here at Pitch we are focussed on providing the most effective solutions to our clients and candidates, so we recognise whilst we can provide technical support in the form of Pitch+, sometimes as a candidate you may also require some guidance. We understand that you may never have conducted a telephone interview before. So, to help you prepare, we have gathered some leading insight from our recruitment specialists to compile the following telephone interview tips. For a more in-depth look into how you should prepare for a telephone interview, including technology factors to consider and the styles of interview questions you may be asked, you can download our telephone interview tips guide for free. Image credit: Header: Photo by Cristina Arriaga from Pexels

over 1 year ago

By Rebecca Thomas

Exit interviews, what’s the point?

So, a team member has handed their notice in. We all know what a pain it can be when someone leaves and you have to pick up the slack until you can find a replacement. The race is on to find the best candidate in a small pool of talent so you can get your team back to normality as quickly as possible. As a result, the leaver’s exit interview is very often, the bottom of your list of priorities; it might not even be on there at all. So why should you bump it up your to-do list? Exit interviews are a valuable way to gather information from an employee who is often more likely to be open and candid about their experience in your business and/or team. This could be extremely helpful for your replacement hire, business culture, process and more. In a candidate-led market, retention of talent is as important as attracting it. But, what should you ask in an exit interview? Here are a few questions that should (hopefully) ensure the exercise is as valuable and engaging as possible: 1. Why did you choose to join us in the first place? 2. What was the main reason that you decided to look for a new role? 3. What could we have done to prevent you from getting to the point of looking for a new role? 4. What was the biggest challenge in your role here? 5. Are there any changes you would make to the responsibility of the role (job description)? 6. In your time here what skills/experiences have you gained that you believe will help you in your next role? Is there anything missing? 7. What advice would you give us moving forward? 8. Did you feel adequately rewarded for your hard work? 9. Would you ever consider coming back to work here? 10. Is there anything else you’d like to add? As a business owner and manager, myself, it can be difficult to listen to people reasons behind leaving. I always want to retain talent and encourage development, but we don’t always get it right. These questions aim to gather not only information about why people leave but what you might have missed during their employment too. Of course, there are times where you might not gather anything from it or you lose someone through no fault of your own. However, if what they state as their biggest challenge or reason for leaving is something you feel you could fundamentally improve, this will ensure a much smoother journey for the next person in that seat. It also encourages you to think back to what commitments you made to that person when they joined and if you delivered on them. And if you didn’t, why not? Creating this platform for an ex-employee might initially feel uncomfortable but it’s actually a refreshing experience and allows you to make positive changes and learn from someone who has lived in that role.

about 2 years ago

By Rebecca Thomas

#FreelanceLife | Chapter 16 | James

Welcome back to another instalment of our super-series FreelanceLife. This gives an insight into the life of one of our talented Freelancers who we’ve placed. This episode saw us speak to James, an experienced Front End Developer. We directed some quick-fire questions at James. Here’s what he had to say: 1)What is your favourite thing about being a Freelancer? The huge variety in job roles that you come across and not being tied into a long-term job that you don’t enjoy. 2. What is your least favourite thing about being a Freelancer? Going through times when you struggle to find work for yourself. 3. What skills are essential for a Freelancer? Determination, motivation, self-control and self-belief. 4. On average, what time do you start and finish work? What does your day map out? Currently, I wake up at 5 am and head straight into the gym for an hour. After that, I prepare my workspace for the day ahead and then start work at around 9 am and finish at 5 pm. 5. How often do you work remotely? Currently, I’m working remotely every day and plan to keep it that way for as long as possible. 6. What do you wish someone had told you when you were starting out? I wish somebody would have told me how challenging motivating yourself at times could be. 7. Would you ever consider going for a permanent position? Since working as a freelancer, I can't ever see myself going back to permanent roles in the future. 8. What is the most standout memory from your Freelance Career? (Whether it brings, elation, anger, humour, sadness) The enjoyment of knowing that when you are in a bad contract you don’t have to wait a month to get out of it and you can just move onto the next one. 9. What song best represents your Freelance state of mind? Metal, Hip Hop, Classical? I have to go with R&B/Rap with this one, Drake is my type of artist. No complaints from me, James. I love a bit of Drake myself. It’s great to see a freelancer so dedicated to what they do. Thinking of going freelance? Get your CVs over to our awesome freelance consultant Ellie, she’s fantastic!