3 months ago

By Rebecca Thomas

January takeaways….

You can never tell what a new year is going to be like! January is sometimes busy, sometimes crazy and other years it’s been hit and miss. This year, for once it’s been pretty steady…Here are our top 5 January take aways so far….1. Thoughtful permanent hiring.Gone is the gung-ho hiring attitude of 2021/22, we seem to be back in an era of thoughtful, considered and commercial hiring plans. Clients are seeking more information on hiring trends, skill set reviews and there is more consideration being given to finding the best possible talent with the most potential rather than a somewhat rushed process to get a bum on a seat. This approach is right up our street and lends itself perfectly to our retained offering. You can find out more about how a retained partnership works here2. Sales, business development, new business, client acquisition.Call it what you want, bringing new revenue into the business is pretty high on most of our clients agendas so appointing someone to lead this, deliver this, progress this or simply kick this off is a hot topic.We’ve seen a marked increase in the number of clients looking for new business talent to join their teams, in particular at a senior level. You may not know this but commercial and sales recruitment is a core skill within the Pitch team and as recruitment consultants, we like to think we know a thing or two about a sales profile too. Don’t take our word for it, check out what our clients say about us here3. Freelance solutions.Hiring permanent resource into your team is a big commitment and one that can take a great deal of time and investment from you as an employer. Plus, an uncertain market can leave you questioning if the time is right. Our freelance service has been a popular solution in January and looks to be equally busy moving into February. Whether you’re looking for a short-term fix or a longer-term solution to your hiring challenge we have talent on our books able to cover every eventuality and who can also be available to you at short notice. Our temp solution is quick, slick and painless. Give our dedicated freelance consultant a call to get the details4. Internal upskilling and training.With some hiring plans on pause, department heads are looking at how they upskill and retain their team members, allowing them to grow expertise whilst maintaining a steady head count. This approach plays a huge part in team retention.5. Apprenticeships and junior talent acquisition.We’re seeing and hearing more about apprenticeships and the hiring of junior talent with brands investing in growing their own and developing the next generation. This is something we are hugely passionate about at Pitch and something we have historically invested in via our B-Hive initiative. Hopefully this way of thinking is here to stay!If you’re looking to make a hire in Q1 now is the time to contact us. With a range of competitive commercial solutions to suit every hiring budget there is a way to find the talent you’re looking for. Sign up for more job market insight, hiring tricks and candidate tips. ​We put our heart + soul into every role at Pitch 💚

10 months ago

By Rebecca Thomas

Pitch appoints Heidi to the board

I signed my contract as a Director and shareholder of Pitch way back when in 2016, a fresh faced 29 year old I didn’t have a clue what I was getting myself into….for all I knew my shareholders agreement gave Rob access to my house, bank accounts and hopefully made him take responsibility for my credit card debt. ​​Fast forward 7 years and include events such as an office closure, exit of a valued director, world pandemic, senior hires, senior fires, staff changes, economical highs and lows, plus an eventual maternity leave it’s fair to say I have experienced a lot in what I’d consider a short period of time. I’m not sure I was ever qualified for the role of a Pitch Director, let alone shareholder. I gained my stripes via commitment to the business, blood sweat and tears of the recruitment and a love of the team and what we do. In comparison, our new Pitch Shareholder, Heidi Moreby is quite the opposite… ​Heidi joined us in Jan 2021 – she was (and still is) polished, professional, experienced, capable, committed, organised, invested in her career and well networked. She was everything we’d been searching for and a whole lot more. Did I develop imposter syndrome when she walked through the door? 100%. Heidi made a grand entrance and without even realising it she pushed me beyond my boundaries. Heidi’s appointment made me better at my role, shifted my focus, encouraged my development and made my fire to succeed burn even brighter. I did try to compete with recruitment sales, but once she started there was no stopping her, she was quite simply much better than me. Heidi’s ability to drive sales and push activity created a new path for me. Allowing me to sharpen my skill set and focus my energy in a new direction. 2.5 years in and Heidi joins Rob and I as shareholder of Pitch. I feel incredibly lucky that Heidi chose Pitch as her next career step. Post pandemic we weren’t exactly standing tall with a team of 50 behind us. We were small but, in my opinion mighty and I’m glad she saw the potential Pitch has. Now as an official member of the board I am incredibly excited at what the future holds for Heidi and I. As Rob takes a step back from the day-to-day, Pitch enters a new chapter of its journey: a 100% female leadership team, a new focus and a team who are equally as engaged and committed as we are. As our new leadership takes its form, I’m motivated and nervous all at the same time. We will face new challenges, practice new skills, deal with issues we’ve not dealt with before and hopefully experience new highs we’ve not yet had the chance to reach. I’m realistic that our journey together wont all be sunshine and rainbows. There will be tough moments and even tougher decisions to be made but when the going does get tough I know for sure Heidi will have my back, and I’ll be right there to have hers. Heidi – Thank you for the dedication and commitment you invest into Pitch and for the love, heart and soul you put in daily. We have ambitious plans for this little recruitment agency and with Heidi on the board with the green team there’s no stopping us!

over 1 year ago

By Rebecca Thomas

Our pledge to candidates

We dare you to do a quick google search of ‘recruiters are …’.​​We know recruiters don’t always have the greatest reputation. Which is why we’re committed to putting the Heart+Soul back into recruitment.For our candidates and future job seekers (or even just someone having a nose - hi!), this commitment and mission starts with you.Unlike some recruiters, we’re not here to put a square peg in a round hole.Of course the money is important, but ensuring we take the time to listen, understand and guide you towards the right role and company for you overrides this.Everything we do is guided by our core values, and is our commitment to you.​We’re thoughtful.From what made you want to start looking for a job, to what your dream company looks like and your needs from a benefits and flexibility perspective, we always seek true understanding. Taking the time to listen, before we respond.We’re authentic.We’re not a recruitment bot. We believe that honest and trustworthy conversations founded in specialist guidance is key to helping you achieve your career goals and needs. It doesn’t have to always be about a job. We can support you throughout your full job searching journey, from CV guidance to interview tips and salary negotiation.We’re Communicative.Never shying away from a conversation or seeking true understanding, communication is at the heart of our values.We’re Proud.Proud of the partnership with our clients, the candidates we have placed and watched flourish in their new jobs. And super proud of our team and the energy they bring every day.We are our culture.Safe to say, we wear our heart on our sleeve at Pitch. It’s always a team effort supporting and championing each other through thick and thin. You may only be talking to one of our Consultants, but the whole team is on your side.

over 1 year ago

By Rebecca Thomas

Is now the time to change jobs?

With a recession likely on our heels, is now really a great time to be changing jobs?It’s wise to have concerns around a “last in, first out” scenario, and with the rising cost of living many are looking for stability in income. So is now really a wise time to change jobs?Jobs are slowing but …When we say that job growth has begun to slow, many may panic. But we need to remember that since Covid the job market has been growing at pace.Though things may be looking slightly less bountiful, if we compare July 2022 with July 2019*, growth is actually still present. Cutting a long story short, right now we seem to be simply returning to a pre-Covid market.For you as a job seeker this means the market still has bags of opportunity, but may become more competitive as we head into the autumn months. Ensuring your CV is up to date with current trends and you’re interview ready will be important when it comes to bagging your perfect job.The freelance opportunityFreelance can be a cost effective solution to cover a short-term project or staffing challenge. Which is why when the permanent market stagnates the freelance market sees growth.During this time, some ambitious people are likely to quit their jobs to start-up their own freelancing journey, they may look to diversify their income through becoming a freelancer or take up temporary short contract opportunities. Meaning the freelance market can offer a solution to employment during a recession.​What will a new job give you?Changing jobs is a risk no matter when you’re looking to make a transition. For those harbouring hesitations about moving, we ask one simple question.What will a new job give you?Whether it’s progression, training, a higher salary or a change of environment. Taking the risk to move jobs could pay off in the longer-term.*Data gathered through Indeed hiring insights.​Image credit: Header: Image adapted from Photo by Mikhail Nilov from Pexels: https://www.pexels.com/photo/couple-people-woman-coffee-6962998/

over 1 year ago

By Rebecca Thomas

Pitch is hiring!

We’re hiring again!Didn’t you only just recruit 3 new faces into your team? Yes. Yes we did.But 2022 has been treating us so well, we thought it was time to up that number. So we’re looking to level up our team with a Senior and a Managing Recruitment Consultant.The link below will tell you all about the exciting things you’ll be getting up to as a member of the Pitch team, and what we’re looking for from you!What you’ll be getting up toBut let’s get real.We can tell you about all of the amazing reasons why you should join us … in fact Rebecca already has you covered there. But what is being at Pitch really like?​Sure we have KPI’s but it’s not about volume. It’s quality, and the impact you make.We said goodbye to the mandatory office suit a while ago!No one is too big or too small - there’s no egos here.We’re not afraid to make mistakes, we’re only human after all!Ideas and feedback are welcome! We’re always looking to grow and get ahead.Your colleagues will always have your back!We’re a little biased when we say we’re a great team to work with. But if you want to put the Heart+Soul back into your career then Pitch is your home and we’re happy to have a chat.Lets chat!

almost 2 years ago

By Rebecca Thomas

Our thoughts on cost of living bonuses

When it comes to supporting employees through the cost of living crisis, you may be tempted to offer employees an attractive cost of living bonus to help cover household expenses.A quick dive into our candidate community, showed that the majority would be in favour of this benefit, however what would it mean for you as an employer from a recruitment and retention perspective?How a cost of living bonus could impact businesses and recruitmentTalent retentionOf course we’re seeing a small increase in the amount of candidates entering the market to gain a higher salary (some with the intention of being counter-offered by employers). Offering a one off bonus could help to retain some of these employees during the short-term, however what’s the bigger picture?Would a bonus address salary challenges during the long-term? Likely not.Whilst a cost of living bonus is great in the immediate term, employers should consider this alongside reviewing internal salaries against market averages and the cost of living, making adjustments to support long-term talent retention.Brand image boostShowing that you’re conscious about challenges which your employees may be facing outside of the day to day is great for brand culture and talent attraction. However, long-term the employees of today (especially younger generations) want this to be backed-up by consistent actions. A one off bonus is great, but ensuring your employees are paid fairly in the longer term is even better.Crossing a work/life boundaryTo what extent should employers be responsible for their employees personal affairs?Some will question whether the cost of living crisis is the responsibility of employers to solve. It’s a fair question to ask, but we believe flipping the mindset towards ‘what happens if I don’t do anything?’ is a more important question.A failure to address poor salaries in relation to the economic climate now could result in some huge challenges around recruitment. Talent retention will become a challenge as employees seek higher salaries and talent attraction may become harder as competitors shift pay packets in line with market needs.When it comes to cost of living bonuses. They’re great, but employers should be looking at the longer-term picture as opposed to a quick fix.​As specialists within the marketing, digital, creative and sales space, we’re always working to stay ahead of the curve in the latest salary developments. So if you need a chat about salaries and how you can attract and retain employees during this period, then we’re your go to team!​Image credit: Header:​ Image adapted from Photo by Eunice Lui: https://www.pexels.com/photo/man-in-white-dress-shirt-sitting-on-black-and-white-tube-chair-931887/

almost 2 years ago

By Rebecca Thomas

Pitch is growing!

June has been an exciting month for the Pitch team and we’re super excited to share with you that we’ve grown!Meet the new Pitch’ers!DeanDean has joined us as a Principal Consultant and is committed to helping freelance and temporary talent find their next contract, FTC or temp to perm opportunity!Taking the time to listen is at the core of Dean’s values. So, when it comes to sourcing great freelance and temporary talent, he loves nothing more than diving under the skin of a brand, understanding how it ticks. And getting to know what drives freelancers to achieving their best.Dean covers both agency and in-house roles, so whatever your need or requirement he’s your go to guy!ReeceA recruitment convert, Reece has joined us as a Recruitment Consultant!A fresh member to our expanding agency team, he’s currently learning the ropes of how the agency market moves. But if one thing is clear from his first few weeks, he absolutely loves speaking with people!He’s committed to ensuring your recruitment journey is an enjoyable one, full of advice, guidance and the occasional laugh. Yes he wants that five start google review, but he wants you to have a great Pitch experience first!​​SaraSara has joined us as our Office Manager, helping to keep the Pitch ship afloat and the team energised with a consistent supply of snacks.You’d probably think three new recruits in a month is enough, but honestly, we’re always eager to hear from fellow recruiters or people looking to enter the industry. If you think you could be a perfect match for Pitch, then don’t be shy - reach out to us.

almost 2 years ago

By Rebecca Thomas

Recruitment in June 2022

With June and summer just around the corner, we thought we’d update you on what we’re seeing and what we expect to be the biggest challenges and opportunities for hirers and job seekers during the second half of 2022.​For hirersTime to hireSorry, but hiring is still going to take time.Whilst we’ve seen the average time to hire reduce throughout March and April, levels continue to remain higher than pre-pandemic levels as talent remains in short supply across core areas in digital, PR, marketing and creative sectors.As summer begins its approach, we’re expecting hire time to increase slightly on the below averages as hiring companies experience more annual leave and internal resource challenges than previous months.Average time to hire agency (2022) - 34.2 daysAverage time to hire in-house (2022) - 41.9 daysNotice periods are getting longerIt’s no longer guaranteed your perfect candidate will be on a 4 week notice period. As companies seek to retain current staff longer (hello long hiring times), many notice periods have been increased to as long as two - three months.Taking into consideration the longer time to hire, it’s wise to consider how this could impact your recruitment plans and whether taking a more planned approach could be best for your recruitment strategy.Cost of living bitesAs the cost of living increases, it’s natural to assume current employees may ask for pay increases and interviewees may request higher salaries. But have you considered the impact of leavers on your current staff?We’ve heard of more cases of employees passively entering the job market after receiving feedback from colleagues on salaries in the market. Hearing they could earn more elsewhere, they’re starting to dip their toe in the job market. Just something you should keep your eye on.Do you need a unicorn?Do you need a unicorn or will a white horse do?We’ve talked and you’ve heard plenty about the talent shortage. If you’re guilty of looking for someone who can do it all and feel like you’re getting nowhere fast, will someone who can be trained and upskilled be a better option in the long-run?As summer approaches a fresh wave of graduates are entering the market, eager to put their skills to the test. This creates a fresh pool of untapped talent just waiting to be approached and become your next employee. Some will come ready with experience, others just want a chance. But the question is, are you still willing to wait for that unicorn? Or do you need a fast solution to your internal challenges?​For job seekersBack to the officeWorking from home has been one of the most talked about benefits of Covid. Though more than 80% of those who worked from home through the pandemic plan to do hybrid work, those who’ve been fully remote may start to see tides turning.We’re hearing of more companies increasing their employees requirement to work in office, especially amongst those who’ve been 100% remote. Whilst we don’t expect to see remote work return to pre-pandemic levels, you may begin to see the availability of it shrink over summer.Cost of livingYour salary could be a strong motivator for looking for a new job as the cost of living crisis continues to bite. The good news is, if your skill set is in demand (PPC, Paid media, SEO, PR, digital marketing), then many employers are still willing to pay higher than average to recruit your skills. But as inflation begins to impact company revenue, we’re unsure how long salary inflation is likely to last - making now the perfect time to be looking for that new job.You may be in demand but …Some hirers are loosing patience. Whilst we want to ensure you get the perfect job for you with the right salary and benefits, hirers are loosing their patience with candidates who take too long to make a decision or are making what be seen as unreasonable requests. Whilst you may hold the driving seat in a talent short market, hirers are increasingly getting used to the land and aren’t afraid to say no or withdraw offers.Image credit: Header: Image adapted from photo by Eduardo Dutra: https://www.pexels.com/photo/person-in-front-of-laptop-on-brown-wooden-table-2115217/

almost 2 years ago

By Rebecca Thomas

5 tips for getting a graduate job

The graduate market is one of the most competitive job markets out there, and is full of likeminded people all with similar degrees and aspirations.Learning how to stand apart in this crowded market is so important in order to get the job you’re dreaming of. So we’ve put our heads together to come up with our top five tips to help you stand out against the competition.1 - Up your professional social media presenceWe joke that step one for every graduate is open a LinkedIn profile - likely because you’re encouraged to by lecturers and peers. Whilst LinkedIn is a fantastic tool for networking and finding jobs, there’s more to it than asking for connections.To stand out on LinkedIn it’s important to work on developing a personal brand through creating content which is natural and feels engaging. We’ve previously written a blog on how you can create a knockout LinkedIn profile and how you can use other LinkedIn tools to standout. 2- Tailor every job application to the roleHave you ever tailored your job application to the role? Or have you just sent a blanket CV and cover letter for all?If it’s the latter, then stop.Tailoring your CV and cover letter to the role you’re applying for shows the employer that you’ve done your research and have a genuine interest in the position.So the next time you’re putting your CV and cover letter together, think about: What skills of the job specification do I fit best? How can I add value to this organisation? What am I most interested in about this role?​3 - Draw on many experiences in your applicationsYou may not have 2+ years work experience in your desired field, but there’s a chance that you may have dabbled in certain skillsets through projects, voluntary work, internships and freelancing whilst at university. Don’t be afraid to include these within your application. Whilst you may not have direct experience, you may be able to evidence transferrable and valuable skills.4 - Don’t be afraid of working with small companies or start-upsYour friends and peers may be focussed on joining a graduate scheme or working within a large organisation, but having a big name behind your employment history doesn’t always mean you’ll be happy or get the level of exposure and experiences you’re looking for.In short, never be afraid to apply to work with a start-up or SME. Whilst you won’t always get the fancy name behind you, you’ll often be exposed to more areas of the business and have the opportunity to make a greater impact in the long-term.5 - Only apply and accept the right opportunity for youYou may feel that you have to apply for everything and anything or accept the first offer that comes through the door, but that’s not always the best thing for you.Applying to companies which are of genuine interest to you and being selective can sometimes help your job searching journey more than hinder it. You also don’t need to accept the first offer that comes through the door if it isn’t the right fit for you culturally, developmentally or financially.​Image credit: Header: Image adapted from Photo by Ekrulila: https://www.pexels.com/photo/person-holding-white-scroll-2292837/

almost 2 years 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 position where you really just need extra boots on the ground, then a white horse could be your next best solution to your recruitment challenge. Fancy a friendly chat with a unicorn hunter? We're always open to offering you the best advice for your recruitment plan. ​Image credit:Header: Image adapted from Photo by Ivan Samkov: https://www.pexels.com/photo/a-man-and-a-woman-having-a-meeting-8117547/​

about 2 years 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 years 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 years 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​

over 2 years 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

over 2 years 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

over 2 years 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.

over 2 years 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

almost 3 years 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

almost 3 years 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.

almost 3 years 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 3 years 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