about 10 hours ago

By Rebecca Thomas

Let's stop hunting unicorns

Let’s stop hunting unicorns. Specific talent is really hard to find and the time it takes to find someone who ticks all of your boxes could take months.So far in 2022, the average time to hire is currently 37.8 days across in-house and agency markets. ‘That’s not too bad’ you think. But this is before we consider notice periods.The odds of you securing someone who can start immediately are relatively low. And as competitive businesses are likewise finding sourcing replacement talent challenging, we’ve seen the average notice period increase. Some job seekers are still on a standard 4 week notice, but many others, especially at a more senior level, are on periods as long as 3 to 6 months.If you’ve already spent longer than average trying to source a unicorn who can tick all the boxes, the notice period can really be a kick in the teeth.So let's stop and take a minute to think before we commit to a potentially lengthy recruitment period. Rather than hunting a unicorn, will a white horse do?White horses look similar and can be trained to do almost anything a unicorn can (other than the magical stuff of course). ​How can I do this?1) Revisit your hiring briefRevisit your hiring brief and understand what you could compromise on. Do you have to hire all of the skills you’ve listed? Is industry experience necessary? What can you easily train new people in?2) Don’t interview looking for perfectIt’s rare interviews go perfectly to plan, but it doesn’t always mean the candidate is incapable of delivering on the role. Rather than looking for perfection, try to understand what their core motivations are, and how capable they may be outside of an interview setting through giving them an interview task suited to the role.3) Are you being too constrained on culture fit?Culture is important, it’s what makes your business tick, but sometimes employers can be too restrictive over whether someone is the right fit for their business. Don’t get us wrong, it’s important to find someone who will gel with the team, but they don’t need to be an identical replica. Often bringing different personalities into the business can be a good thing. It can introduce you to new perspectives and ideas, which help to drive growth and creativity.If you’re fixed on finding a unicorn, this can be done. But you’re going to need to be prepared to invest time and money into your recruitment plan to secure one. If you’re in a hurry or have limited resources to spare, then a white horse could be your next best solution to your recruitment challenge.​Image credit:Header: Image adapted from Photo by Ivan Samkov: https://www.pexels.com/photo/a-man-and-a-woman-having-a-meeting-8117547/​

19 days ago

By Rebecca Thomas

Why and what to ask following “do you have any questions”

The interview is nearly over, you think you’ve aced it! And then you’re asked “Do you have any questions”.The answer to this question should always be yes.Not only because it shows the interviewer that you’re interested and engaged in the company and role, but because it gives you a chance to learn about where you could be working and discover whether it is truly the perfect fit for you.Always remember that interviews are a two-way street, and this final question is your chance to interview the employer, not just to address anything that needs clarifying.Before going into the interview it would be wise to prepare some questions to ask.Questions for clarity+ What would be my key priorities over the first few months?+ What kind of software/hardware will I be working with? And what tools will be in place to help me learn them if I need to?+ What is your policy on flexible working? And what are your expectations around this?+ How has this role come around?+ What will be my biggest challenge in this role?+ What are the next steps in the interview process?+ If it’s not clear - what are you expecting to pay the successful applicant?​Questions about culture+ How would your team describe the culture here?+ What type of people are successful here?+ What do you enjoy the most about working here?+ What are your core values and how do you ensure you live up to them?+ Why have people left the company previously?​Questions about personal development and growth+ How can I contribute towards the company vision over the next year to 3 years?+ How do you help your team to up-skill and develop?+ What does your team look like in the next 3 years?+ Will there be any training on offer to me?+ Are there promotion opportunities within this role?The list about what you can ask is truly endless and will help to guide you towards a stronger understanding of the company, it’s culture and opportunities for the future. Once all of your questions have been answered, don’t forget to wrap things up with a positive statement about your interest in the role, thanking them for their time and most importantly what the next steps are in the process.​​Image credit: Header: Image adapted from Photo by Edmond Dantès: https://www.pexels.com/photo/man-woman-laptop-office-4344878/

about 2 months ago

By Rebecca Thomas

Recruitment trends: Q1 & Q2 2022

With spring officially underway we thought we’d take some time to reflect on some of the biggest developments in recruitment during Q1 of 2022, what we’re expecting to see during Q2 and how you can best prepare for recruiting talent into your team.Not got much time? Here’s a speedy breakdownWhat we saw in Q1We’ll be honest. We fully anticipated a difficult start to the year as Covid cases began to rise, but fortunately we, like many businesses, experienced the opposite.2022 has begun strong with recruitment demands growing by 20% across Pitch compared to Q4 of 2021. This has largely been driven by agencies and in-house businesses requiring additional talent due to new client wins, increased demand and rescaling following … well we all know what.That was the good bit! But Q1 brought many challenges. Some we anticipated within our 2022 recruitment trends report, others seem to have come out of nowhere!Talent shortages - Were a key challenge in Q1, with limited movement within the account handling, PR and marketing space alongside specialist skillsets (SEO, PPC, Development).Salaries increasing - We fully expected salary demands to increase amongst in-demand skillsets as businesses compete with each other to attract the best talent. However what we didn’t expect were increases due to rising costs of living. Some employers have uplifted salaries by anything between £1,000 to £10,000 in some more extreme cases.The creative resurgence - Creatives have had a c@!p time over the past few years, but things seem to be on the up. More businesses across the agency and in-house space are looking to take on graphic designers and artworkers (amongst other skills) and talent availability so far looks good! In short it’s a great time to be and recruit creatives.Counter offers - We’ve seen more counter offers in the past 3 months than probably the last 3 years. Awareness around talent shortages means more companies are doing their best to retain talent by offering promotions and enhanced salaries + packages, but whether they’re successful depends on having a strong relationship with employees and a commitment to put actions where words are.​In Q2 we’re expectingThe challenges faced in Q1 sadly won’t magically fix themselves overnight (we wish!), so unless growth across industries begins to plateaux, then talent shortages are set to continue.However if companies are willing to be creative in recruitment and invest time in new hires, there will be a surge in immediately available talent around May/June as a new wave of graduates enter the market. If you can give them a chance, they’ll be willing and eager to learn as whilst some may have a year or so worth of experience, others will have experienced challenges finding work experience in light of job reductions throughout Covid.We’re also expecting …There may be some movement amongst candidates looking to increase their salary in light of rises in the cost of living. If struggling to recruit, it may be worth hirers considering whether they can afford to increase salary brackets to attract this market.With this you can expect some candidates to be asking for higher salaries during interview stages.Disgruntlement with counter offers - If an employee has been counter offered during Q1 and the promise hasn’t been fulfilled then there’s a chance that individual will look to re-enter the job market.

about 2 months ago

By Rebecca Thomas

March outlook: What's in demand?

It’s the nature of things!Recruitment goes through various peaks and troughs, sometimes we’re able to predict them and other times they unexpectedly hit us in the face.Our 2022 trends report identified company growth as a key driver behind talent demand this year.On the agency side we’re seeing a rise in client pitches and new business wins which is pushing internal resources to their limit.On a similar note, many hiring in-house companies are also experiencing a significant level of growth, but are simultaneously balancing this with assessing strategies for customer acquisition. In most cases, internal resources are being stretched and new talent is required to help propel business growth.What skills are in demand?Public RelationsIf you ask Heidi what she’s up to she will probably say she’s trying to fill a million PR roles right now. She loves the challenge, but the market seems to have a real shortage of good quality PR talent.Just as a cheeky example - In February 2022 the amount of Birmingham based PR Managers available and looking for jobs on Indeed was on average 27 pointsbelow the growth in jobs.You can see the issue!Don’t get us wrong, hiring isn’t impossible here, but companies looking to take on a more experienced PR professional are likely to experience longer timelines to recruit as we await fresh talent to enter the market.Looking for a PR job? Heidi and the agency team could use your help!Account ManagementCompanies looking to hire account managers or executives are seeing similar things as those looking to hire a PR.In February 2022 the amount of Birmingham based Account Managers available and looking for jobs on Indeed was on average 9 points below the growth in jobs, showing a shortage in the availability of talent compared to job growth.Again, hiring is likely to take longer than average here, however it’s unlikely to take quite as long as finding a good PR.Looking for an Account Management job? The team have you covered!Content Producers/ Content ManagersLara is having a bit of a headache recruiting for talented content producers and managers at present.The simple fact of the matter is that finding great people for the job is hard. Everyone can post something to social media, but to create content that cuts through the clutter and delivers on brand expectations is hard and a skillset which is fairly new to the market.Looking for a job in marketing and social media? Lara and the in-house team would love to hear from you!​Where talent availability is goodTalent currently seems to be more readily available across creative disciplines. We’ve recently fulfilled roles for Creative Artworkers and Graphic Designers and have seen a real increase in the volume of creatives in the market compared to a year ago.For companies looking for an alternative option to permanent recruitment, the freelancer market also continues to be buoyant, with many candidates having spotted an opportunity to do things differently and made the move into the world of freelance.Image credit: Header: Image adapted from photo by Photo by Edmond Dantès from Pexels​

5 months ago

By Rebecca Thomas

2021 and recruitment

​With so much happening in 2021, we thought we’d look back at a year in recruitment and some of its key events.Jobs, jobs, jobs!2021 has been a whirlwind of a year for us, and as agencies and in-house brands alike experienced a boom in client and consumer demand, coupled with the ‘great resignation’, recruitment demand increased.Job vacancies not only recovered following a woeful time the year previously, but hit a record high, with the retail sector or motor repair industry seeing the largest increases.Candidate shortagesThough record levels of jobs were available in the market, recruiters and hiring companies alike have had to grapple with the impact of a limited candidate market.This was down to a variety of factors, from the skills shortage and the great resignation reducing the availability of talent in niche sectors, to employees feeling unconfident about market stability and feeling tied to their employers following a difficult year previously.This issue is still to be resolved as is expected to be one of our and many other hirers challenges during 2022.The great resignationBurnout caused during (and prior to) the pandemic, coupled with job dissatisfaction is driving a high volume employee turnover within some businesses.With a quarter of UK employees planning to change their career over the next few months, and some jumping ship earlier, the great resignation is creating a massive shift in the recruitment landscape.We’ve spoken to many job seekers who are looking to change sector, industry and even their job discipline entirely in order to gain better levels of satisfaction at work.We can’t argue with the logic behind it, but in some industries this is creating skill shortages and gaps which are becoming increasingly difficult to fill. And of those employers whose workforce is leaving due to company culture, re-hiring is becoming even more of a challenge.BenefitsThe benefits package has always been important for getting more people to apply for a job. Historically it was factors like salary or an enhanced pension which appealed most. But in today’s climate psychological factors are the driving force behind whether a job seeker choses to apply to a job.Working from home and the flexibility to have a work/life balance has become the driving force behind job seeker requests, especially amongst those who had the opportunity to work from home during the pandemic.But workplace culture has also become a huge force behind whether someone will accept a job or even stay in the application process. We don’t expect this to change, and it’s important moving into 2022 that businesses utilise their organisational culture to attract the best talent in an otherwise scarce candidate market.With so many businesses putting training on hold during 2020 & 2021, many applicants are also looking for companies with attractive training and development programmes and opportunities to help advance their career.​​Image credit: Header: Image adapted from Photo by Karolina Grabowskafrom Pexels

6 months ago

By Rebecca Thomas

Should we be asking about salary history?

Should we be asking job seekers about previous/current salaries?The Fawcett Society recently conducted a survey of 2,200 working adults which found that 47% of people had been asked about previous salaries when applying for jobs. For 61% of women this had an impact on their confidence to negotiate better pay - contributing to the gender pay gap.The survey also found that 58% of women and 54% of men felt knowledge of their salary history led to being offered a lower wage.Why do we ask about previous salaries as recruiters?Asking job seekers what their current or previous salary is a pretty common thing in the world of recruitment. At Pitch we do it to ensure we’re making the perfect match between the candidates experience and what the role is offering.Using regional market averages we’re able to judge whether a candidate is being over or under paid. This can be used to help them on their recruitment journey, advising them on the best places for them to work and setting expectations with hiring companies. Sometimes it even leads to us negotiating a higher salary with companies if it’s in the candidates best interest.​Would we miss asking about salaries?For us asking about current/previous salaries helps us to create a more personalised recruitment process which is tailored to a candidate needs and expectations. In short, it helps us to make the perfect match which could be made more difficult without approaching the topic.But what about the issue of salary negotiation?The way recruitment agencies work lends a hand to the issue of salary negotiation. The process should be objective, where it is the recruiter not the individual who negotiates the salary. A cheerleader of the job seeker, we work to negotiate the best salary based on their level of experience, not what they’ve previously earned. However this is not to say that bias doesn’t exist within the end client.We’re open to hearing your thoughts about whether you should be asked about previous salaries in our LinkedIn poll.​Image credit: Header: Image adapted from Photo by Mikhail Nilov from Pexels

8 months 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.

9 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

10 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

11 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.

12 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

about 1 year 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

about 1 year 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

about 1 year 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. 

about 1 year 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

about 1 year 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

about 1 year 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

about 1 year 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

about 1 year 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

over 1 year 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

over 1 year 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

over 1 year 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.