20 days 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

about 2 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 longer Many 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 plan Sometimes 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 options If 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.

2 months ago

By Rebecca Thomas

Why advanced recruitment planning is important

Why advanced recruitment planning is important Due 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 planning Looking 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 help We’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

4 months ago

By Rebecca Thomas

Jobs of the future and the digital skills shortage

Many of the jobs we recruit for such has SEO specialists, digital designers and digital marketers to name a few are jobs that didn’t exist ten plus years ago and have only come about due to technological innovation. With 65% of children entering school today likely to be employed in a role that does not exist yet, it is vital that we look ahead and plan for the future. Jobs of the future AI 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

4 months ago

By Rebecca Thomas

Pitch Perspective: The April job market

What will the job market look like in April and quarter 2? We’re seeing more and more new jobs hitting our desks each week, a complete contrast to what we saw this time last year, which gives us great confidence in the job market and how it is moving. With so much movement going on, we thought we would give you some insight into our industries, to see how they are performing and what we’re expecting in terms of recruitment over the next quarter. Agency recruitment Over 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 strong Demand 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 rise In 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 growing We 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 recruitment E-commerce growth As 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 demand Dependent 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 recruitment Agencies + business = freelance Freelancers 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! Restructures As 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

5 months ago

By Rebecca Thomas

Pitch Perspective: Recruiting in 2021

With the news that 82% of businesses are looking to recruit in 2021, our permanent recruitment specialists Julia and Rebecca sat down to talk about the recruitment landscape and how this will impact those businesses looking to expand their teams in 2021. The key takeaways Hesitancy is still strong in the candidate market A 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 challenge Because 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 movement Though 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 ever Finding 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.  

5 months ago

By Rebecca Thomas

Dear businesses looking to grow

Dear businesses looking to grow … Is it just us or does there seem to be a collective sense of optimism brewing amongst business owners? According to Monster’s latest research, shown in the Future of Work 2021 Global Outlook Special Report, 82% of employers plan to hire in 2021, with 37% looking to re-hire to backfill roles and 35% planning to hire for new jobs. As recruiters this news makes us jump with glee and we certainly have been seeing an uptick in demand across the market for roles in recent weeks, especially across the account handling and creative space. However, as businesses slowly start to recover and become busier, their need to hire to maintain growth becomes more urgent, this can sometimes result in a loss of quality when looking to take on new employees. As recruiters, we understand that when you need to hire it’s often an urgent need to support business growth and avoid putting additional pressure on your existing team, and by no means are we asking you to slow down, but failing to take meaningful steps during the recruitment process can lead to a mistake in hiring someone who may not be 100% right for your business. In the long-run this can become financially costly and a drain on your time and investment resources should you need to re-hire within a short period of time. At Pitch we believe in matching the right people with the right brands, and frankly, we don’t want to see you make this mistake. This is why we are on a mission to help you become more strategic with the way you approach recruitment, creating a variety of solutions to help you cover a gap and hire the right people for your business. Based on your timelines we can offer the following solutions to you. I need to hire immediately, having someone employed in the next 30 days Honest 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 months In 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 months If 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 credit Header: Photo by Tom Swinnen from Pexels

5 months ago

By Rebecca Thomas

What the IR35 changes mean for you

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

5 months ago

By Rebecca Thomas

What is stopping employees from changing jobs

Many people we are having conversations with are admitting that they are scared of putting themselves back onto the job market, and given the events of 2020, we fully understand the reasons behind this. But what if we told you that by maintaining this outlook in 2021, you may be limiting yourself and missing out on the perfect opportunity? Lets take a dive into some of the reasons why … You are too committed to your current employer This 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 job We 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 enough For 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 me Locationally, 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

6 months ago

By Rebecca Thomas

What freelancers need to know in 2021

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

6 months ago

By Rebecca Thomas

I want to work in the medical communications industry

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

6 months ago

By Rebecca Thomas

How can I boost job applications?

January has been an interesting month and whilst you as a business may be heading full force into your 2021 recruitment strategy, candidates aren’t necessarily feeling the same way. From our own experience and that of our clients, the volume of applications at the moment is low despite it being one of the typically busiest months of the year. With applications for jobs reportedly 34% lower than last year, this appears to be a universal issue, likely influenced by the current lockdown measures. So if you are here because your job ad hasn’t received as much attention as you would like or you seem to be losing out on good talent at the offer stage, this is possibly why. But what can you do to improve this? Address candidate concerns Prospective 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 slow One 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 stage Returning 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

6 months ago

By Rebecca Thomas

How freelancers help agencies

Agencies are known for being pots of creativity, with some of the worlds best marketing and creative work coming from them. Yet, irrespective of their capacity to deliver ground breaking work, they all face a common challenge. Access to talent. Over recent years agencies have invested heavily into digital marketing and advertising techniques to ensure they stay ahead of the game. And whilst they have mostly been successful, the development of talent and skills in this area has often lagged behind, with access to (example skills) most difficult. This is where agencies often take on freelance and self-employed talent, to help fill these skill gaps and remove pressure from overburdened teams. But freelancers are capable of doing more than filling a gap. Bring in fresh perspectives Freelancers 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 grow If 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 permanently If 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 networks If 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

7 months ago

By Rebecca Thomas

Meet our In-House team

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

7 months ago

By Rebecca Thomas

5 things to consider when hiring in 2021

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

7 months ago

By Rebecca Thomas

Businesses are still hiring.

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

7 months ago

By Rebecca Thomas

Tips for job searching in 2021

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

8 months ago

By Rebecca Thomas

When should I search for New Year hires?

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

9 months ago

By Rebecca Thomas

Perm to freelance: Relocating

Finding work following a relocation can be a difficult time in a normal environment, but with the added pressure of less full time vacancies available securing this can be a difficult task. Whilst your main preference would be to secure a permanent role to gain financial peace of mind, sometimes a short-term solution can offer just as much protection, providing you with the option to earn whilst you search for more permanent solution. We recently spoke with Michelle Lim, a London based Graphic Designer about her experience of taking the freelance route whilst searching for a more permanent role. Michelle Lim - Graphic Designer Just two weeks after our wedding, my husband and I embarked on an adventure that would change our lives. He had decided to go back to school to pursue his masters in London, and so we packed up our bags and moved from Vancouver, Canada to begin our new life. Moving at the time was exciting, yet terrifying. Change has never come too easily for me, and I was feeling nervous being in between jobs, looking for a place to live, and being far away from the people I loved. I had been looking for full time positions as a graphic designer to find some stability in a new city, and had connected with many recruitment agencies in hopes of finding one. However it proved to be quite challenging, especially being on a visa that had limited time on it. ​ However, that’s when the lovely folks at Pitch came along and offered me a freelance opportunity. Although I was set on finding a permanent position at the time, freelancing sounded like a smart decision, to make some money and continue my work experience while I was in between jobs. It turned out to be a really fantastic opportunity that I am incredibly grateful for. It had regular work hours, really great pay and the people were some of the kindest and most genuinely thoughtful people I’ve ever worked with. While I was there it gave me the time and opportunity to apply and interview at other companies, while still having a stable income. And though I have since left that company, I’m still in touch with my co-workers, and they have even allowed my husband and I to continue doing their early morning zoom work out sessions with them! While I was freelancing for them, I was also working under an umbrella company – a completely foreign term to me when I first moved here. An umbrella company employs agency contractors who work on temporary contract assignments, through a recruitment agency in the UK. And they essentially take care of all your taxes, invoicing and payments for you. You simply have to pay them a small fee, on the weeks you get paid and they do the rest for you. It made it incredibly easy for me, as I got paid regularly on a weekly basis, and they took care of any tax deductions and invoicing I would have had to do. Overall freelancing in London was a really great decision for me during a challenging transitional time, and if you’re feeling stuck I would definitely recommend it as a starting point when relocating here. If you are considering taking the freelance or temporary route, feel free to reach out to our freelance/interim team for a chat about what Pitch may be able to offer you. Image credit: Header: Photo by Karolina Grabowska from Pexels Image 1: Photo by Karolina Grabowska from Pexels

9 months ago

By Rebecca Thomas

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

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

9 months ago

By Rebecca Thomas

Is recruitment really taking longer?

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

9 months ago

By Rebecca Thomas

Should I take a temporary job to cover an employment gap?

If we told you the volume of permanent applications has substantially increased in recent months, you wouldn’t be surprised, but what if we told you about the temporary side. Though we have seen an increase in the volume of applicants for temporary and freelance roles, this is a much most modest increase compared to what we have seen in permanent recruitment.  Rightly so, if in a difficult financial position or looking to get out of an unsatisfactory job you are likely to be searching for a permanent solution, desperate to get out of your current situation and not fall into a hole of continuous job searching. Whilst this is a positive mindset to have in the long-term, during the immediate period you are likely to be at a loss as unemployment chips away at your finances and continual job rejections tip you over the edge. To help bridge this gap, have you considered taking on a temporary or freelance role to cover you during the short-term whilst you search for the long-term? Should I take a temporary job to cover an employment gap? Although we can promote the benefits of freelancing on a temporary basis, it is arguably a biased perception - of course we think this is a great route to take if you are in a career rut, but you may not entirely believe us. This is why we reached out to two of our freelance candidates to get their thoughts. Marketing & Communications Officer “Freelancing was the perfect solution for me when I was in between jobs. I had just bought my first property when two weeks later I was made redundant, so I really needed some income fast but at the same time I wasn’t sure what role I wanted to go into. Freelancing gave me the opportunity to explore what areas of marketing I really enjoyed whilst also being paid, giving me the peace of mind that my new property that I had worked so hard for would be safe. I was lucky to eventually gain a permanent role with the company I freelanced at as the employer was not only happy with my work but they too got to see if I was a right fit for them. Using a recruiter like Pitch to begin my freelance journey provided quite a few perks. As I went through a recommended umbrella company, all my tax and national insurance was sorted easily - removing any hassle for myself. Creative Artworker/Designer My experience of freelancing has always been a great one. It allows individuals to see how lots of agencies work and gives you great exposure to lots of talented designers. Whilst freelancing I was offered multiple full time roles and freelancing allowed me to see if that agency was the right fit for what I was wanting before signing a contract. It is also ideal for the agencies to find candidates for jobs they have. After freelancing for some time I did take a role at one of Birmingham's top agencies due to enjoying it there so much and getting the opportunity to work on so many great clients. This was after a freelance placement set up by Pitch. If you are interested in taking the freelance route to cover a gap, feel free to reach out to our freelance and temporary team for more information about what options are available to you. Image credit Header: Photo by Karolina Grabowska from Pexels

10 months ago

By Rebecca Thomas

How UX changes are going to impact your business

Whilst businesses are grappling with a continual stream of changes some projects, especially those pencilled in with a 2021 date, are getting pushed to the back of the pile. Though focusing on the present is pivotal to business survival, sacrificing some of those longer-term projects could have a near damaging impact on business performance longer-term. One of these being the impact of user website experiences on SEO rankings. What is user experience? A user experience consists of the consumers journey from product research through to purchase and aftercare. In this field you will hear about two types of designers, UX and UI - however due to the modernity of this sector when hiring you will often receive applications from combined UX/UI Designers. A UX Designer focusses on the whole process of developing and improving the quality of interaction with consumers, this is often concerning the overall feel of the experience verses a UI designer who will be more involved in the digital aspects of a brand including web design and performance. What is changing around UX? The quality of user experiences is set to become more important in 2021 as Google plan to include it as a factor which influences SEO placement. To provide guidance, Google have provided a detailed developer document on optimising page experiences to ensure websites are future proof, this includes: Whether the website is mobile friendly Whether pages load quickly & core web vitals are performing “well” A preference towards sites run on HTTPS Are there intrusive advertisements which interrupt user flow? Whether safe-browsing is in place Ensuring content stays in place & doesn’t jump around the page whilst it is loading. As more businesses are seeking to shift their sales model towards a digital space, ensuring websites are up-to-date with Googles latest additions is a firm way to ensure businesses stay competitive in todays market. A temporary solution Have you performed a website audit lately and found your User Experience may be sitting in the red zone? Firstly, don’t panic! Not all of us are web and SEO experts, especially those of you who may belong to SMEs or start-up companies. Whilst making a long-term commitment to a permanent staff member may not be financially viable, making outsourcing more attractive, have you considered the freelance option? As addressed in our blog on overworking your teams, taking the freelance route can often be a cost effective option for businesses looking to complete a short-term project without taking on long-term contracts. Considered specialists in their field, they will be able to tailor their process to meet your businesses needs and requirements, working side by side with you to solve your UX/UI issues at a speed which suits you. If you want a chat about what Pitch can offer from a UX/UI perspective, feel free to reach out to our freelance & interim team. Image Credit:  Header: Photo by Oleg Magni from Pexels

10 months ago

By Rebecca Thomas

How SMEs can adapt to attract talent

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

10 months ago

By Rebecca Thomas

Overworking your teams: The impact & solution

As business is slowly ticking upwards we are noticing a common theme amongst our clients. Their teams are overstretched. Either due to making staff reductions at the start of the year or an unprecedented boost in business demand, those businesses who are hiring are most likely doing so because their teams cannot cope with a further increase in workload. Our recent Linkedin survey highlighted 55% of respondents are feeling overwhelmed in the workplace due to a lack of staff within their organisation, demonstrating that not all businesses are looking to hire despite their teams being under pressure. We understand that a vast majority of businesses are looking to protect their finances as much as possible right now, which may push recruitment towards the back of your mind. But what if we told you it should be at the front? What an overwhelmed team means for your business Assigning additional responsibilities to team members can be useful for upskilling junior and mid-level employees, if managed correctly it can create an environment of increased collaboration and learning, positioning organisations as a positive place to work and boosting employer brand. However the danger comes when teams are spread too thinly. If teams are working on multiple projects simultaneously, a shock or failure to one element of that project could result in other projects being pushed aside to put out fires. This could push back deadlines, add pressure on other team players who rely on that individual and ultimately damage your business during the long-run. Should I hire new employees? If managed correctly a lean staff model which encourages multi-teaming can have benefits for an organisation, specifically around skill development and organisational culture, however in every organisation there comes a point when this is no longer possible without running teams into the ground. For those businesses who are nearing or bypassed this point, hiring need not be a clear cut yes or no. In reality there are numerous recruitment options available for businesses which Pitch can support with. To understand your options, it may be worth reading our blog on “Perm, Temp or Freelance: Your options for hiring in todays market”. But how many each option suit your business? Permanent Hiring a permanent team member is likely to suit those organisations who expect to have a healthy and profitable business model for the foreseeable future. Though highly relevant to those businesses looking to expand their teams, we advise hiring stakeholders to take this into consideration if a role needs to be replaced. Examining whether a role is necessary and if it is a financial commitment which can be committed to is a good way to ensure you don’t waste time hiring only to let the new employees go within a short-period. Engaging in this practice ensures you don’t waste time and money foremost, however it ensures your employer brand is protected longer-term. Fixed Term Contract (FTC) If you decide hiring a permanent member of staff is not viable for you right now, depending on the role it may be worth considering a temporary employee on a FTC. This enables you to hire an employee into your organisation, completing the daily duties of the role like a normal employee. The benefit to the organisation being that it is a short-term solution but you can maintain some form of consistency through having the same individual on a daily basis. Hiring on a temporary basis may be a wise financial decision for companies who can’t anticipate a highly profitable future, however it is also a viable solution for those businesses who need to fill a gap whilst they search for a more permanent solution. This may apply to businesses who are potentially looking to fill a hard to find skillset, which may take a longer period to resource and hire for. If you find that financial situations improve or you discover the temporary employee to be the perfect fit, there is nothing stopping you from extending the contract or taking them on permanently. Temp/Freelance The freelance option won’t be for everyone, however if you are in a position where you need a project such as a digital transformation completing or a new website/product launch, taking on a freelancer can sometimes be more efficient than outsourcing. Though they come with higher rates, they are considered specialists in their field and by taking them onboard you can rest easy knowing your project will be completed to the highest standard. Furthermore because they are embedded within your organisation they approach projects with your businesses value and culture at heart. Freelancers offer the highest level of flexibility over the above options. You can hire just for a day or book them out for a couple of weeks, it really is up to you. If you find the project is completed early or an impassable road block appears, you are not held to a contract of employment, meaning you will be able to let them go early without ramifications.   We recognise not all businesses are looking to hire right now, however we want to ensure we have as many options available to businesses as possible. For more information about how recruiting through Pitch may benefit your organisation reach out to one of our consultants today. Image Credit:  Header: Photo by Polina Tankilevitch from Pexels

10 months ago

By Rebecca Thomas

Recruiters are expensive. How Pitch can control your recruitment costs

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

10 months ago

By Rebecca Thomas

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

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

10 months ago

By Rebecca Thomas

How can I find a freelancer? A platform vs Recruiter perspective

How to find freelance workers? A question at the top of many companies minds. Many take to search engines to discover a solution, and are met by a range of promoted advertisements for all-in-one recruitment platforms who provide you with a selection of quality candidates, a market place of sorts for freelancers and creatives. You may consider these platforms to be the perfect solution if you don’t have much time to spend sifting through applications or dealing with invoices yourself. However before jumping the gun, here are a few things to consider. Should I use a platform to hire a freelancer or interim worker? Longer payment terms Whilst payment terms vary on a per-platform basis, some can extend to a 45 day period. This means these platforms may suit businesses who tend to have a slower cash flow, however this can become a disadvantage for the freelancer or temp who you employ. Many platform recruitment companies will only pay your freelancer once they have received payment. If freelancers/temps are not aware of this prior to starting employment with you, it can lead to a lot of questions regarding when they are going to get paid. At Pitch we pay a freelancers within 7 days of a timesheet being approved. One of the many reasons freelancers prefer to work with us. Less time efficient When using platform recruitment tools, it is still your responsibility as a business to filter applications and arrange interviews. Whilst these platforms have clever algorithms to help you find talent suitable to your assignment, these take years to fine-tune and may not be agile enough to adapt to changing market dynamics. As there are more candidates available in todays market, regardless of algorithms there is a strong possibility you may still be overwhelmed with applications, choice and knowing who may be best fit for your requirements. Realistically in todays market, a human first search is the most appropriate way to find the right candidate for an assignment. By outsourcing to our freelance or interim team, you won’t be overwhelmed by choice, instead you will receive a selection of tailored candidates, saving you time in the long-run. Freelance database As recruitment platforms are relatively new to the market, not every freelance/contractor is signed up to them. This leaves you open to wasting time searching platforms which offer few solutions, only to be left spending more time and money outsourcing. By selecting to come to Pitch first, through our recruiters you will have access to a database of trusted freelancers and contractors we’ve worked with who have successfully completed bookings. In addition to our database we do what no automated platform can and approach those who may be considered “passive candidates” or someone who is in-between roles directly. If all else fails, we can take the lead and advertise to attract further talent. The human element When working with a recruitment platform, because the onus is very much still placed on you to source and recruit, it is unlikely that you will receive frequent contact with another human who can advise on best practice and provide market insight. Instead, you may be faced with a battle with customer services and tech support - and even then some reviews show this to be less than satisfactory. If you chose to go down the Pitch route however, the path looks a lot different. For a start, you will receive a dedicated account manager who will talk with you about any concerns you may have and help you to identify what your requirements are. They will take the onus off you, giving you more time to focus on your business by filtering CVs, sending you only the best candidates, arranging interviews and helping you to navigate the on boarding process. Put simply… For us, the biggest loss with utilising these tools is the removal of the human element. If you want to find out more about how our freelance and interim recruitment solutions work, get in touch with us today. Image credit: Header: Photo by Nao Triponez from Pexels

11 months ago

By Rebecca Thomas

How to make your CV ATS compliant using SEO techniques

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

11 months ago

By Rebecca Thomas

Returning to office - A recruitment perspective

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

11 months ago

By Rebecca Thomas

Does the passive candidate market exist in a recession?

When pitching to clients one of biggest selling points we put across is that we can search the passive candidate market, normally to fill hard to find executive, managerial and board level positions.   However as businesses are looking to make cut-backs to secure their financial position, resulting in forecasts of 2.5m workers being unemployed by the end of 2020, businesses are right to question whether the passive candidate market still exists. What is the passive candidate market? You may wonder how recruiters can source candidates from a market which claims to be passive and not actively looking for work. Whilst passive candidates are not typically actively searching the market, they are those who would consider making a move for a “perfect fit” opportunity. To put it into perspective during 2019; 3 out of 4 of our placements were made by directly hunting for passive talent 1 in 8 of Birmingham professionals only belong to the active talent market 1 in 9 Manchester professionals only belong to the active talent market. Why should I search the passive candidate market? These statistics highlight the sheer scale of passive candidates compared to the active market, as a business owner access to these markets is a vital resource for your business, especially if you are looking to fill roles with niche skill sets. But with companies receiving hundreds and in some cases thousands of applications for one role, you may believe somewhere in that pile is the perfect candidate for you. It could happen. But it likely won’t, as many candidates are mass applying for roles without screening their own suitability before-hand, meaning that finding the right person for your business could be like finding a needle in a haystack. Does the passive candidate market still exist Our recent research found that up to 60% of furloughed workers and 40% of those working throughout the pandemic, were going to be looking for a new job as a result of pandemic and treatment from upper management throughout. These figures are boosted by a further 30-35% of candidates who are considering looking for new employment in the near future. Whilst many of these are likely to be active candidates in the market, the official declaration of a recession has reduced candidate desires to change jobs. Due to this uncertainty many formerly active candidates have now become passive out of concern for job security, reducing the volume of potential candidates accessible without using a recruiter. Should I tap into the passive candidate market? As consultants we are here to advise, not sell to you. Your decision to use a recruiter should be an informed choice, however in our opinion if you are looking for a niche skillset or unique individual tapping into the passive candidate market can only serve to benefit you by broadening the range of potential talent available. If you would like to find out more about how utilising a recruiter to access the entire candidate talent pool could benefit you, get in touch with one of our consultants today. Image credit: Header: Photo by Kehn Hermano from Pexels

11 months ago

By Rebecca Thomas

Should I take a pay cut to secure employment?

Our recent survey into the candidate market found that 43.02% of candidates would be willing to take a pay cut to either secure or maintain employment, with the majority willing to take a cut of between 1-5%. With nearly a fifth of UK businesses asking staff to take a pay cut to secure the firm’s financial position and stave off redundancies, it is right to question your legal rights as an employee and if searching for work, whether reducing your salary expectations will make your more competitive in the market. I’m looking for employment, should I take a pay cut to improve my chances? With less jobs available in the market and the volume of job seekers increasing, it is right to view the market as being more competitive. However, this does not mean you should feel the need to take a substantial pay cut to secure work. In fact, being willing to do this is likely to lessen your chances of gaining employment. In recent weeks we have seen news articles and Linkedin stories about candidates applying for 100+ jobs and getting little to no return for their efforts. This is likely to be due to applicants being overqualified or not appropriate for the role they are applying for (with some managerial level candidates applying for entry-level roles), which reduces their attractiveness to prospective employers. What about a small pay cut? For the reason outlined above, we do not recommend candidates apply for roles which are significantly lower than their current/previous salary. However, applying some space for movement may be a good idea depending on the company/role you are applying for. In the post Covid-19 market it would be wise to consider the position of the company you are applying for prior to setting expectations regarding salary. If applying for a sector which has not performed well, for instance some hospitality, leisure and entertainment industries, then it may be wise to consider taking a minor cut of between £1,000 - £3,000 a year (at least for the immediate period), anything significantly outside of this bracket may be a job which was not intended for your skillset. If you are debating changing sectors or industries then a similar scenario may apply as you are likely to need some training and career development in order to progress and perform. However, it is vital you do not devalue any transferable skills you have by applying for entry-level positions. If you are applying for roles within a similar salary bracket to your current or old company and are struggling to get noticed by employers, we advise you to consider whether you are taking a quality or quantity approach in your job search. Alternatively, if you are looking for ways to standout in the market which do not involve a pay cut perhaps consider how you can adapt your applications to show your talents. Image Credit: Header: Photo by cottonbro from Pexels

11 months ago

By Rebecca Thomas

Should I change jobs during a recession?

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

11 months ago

By Rebecca Thomas

Pitch+ - Video interviewing made easy.

Historically our Pitch+ video interviewing platform has been offered at a cost premium to our exclusive and retained clients who require a simple and digital solution to their hiring process. However as lockdown arrived at the start of the year, we recognised many business owners may struggle to interview and onboard candidates remotely, either due to cost factors or a lack of access to a reliable video interviewing platform, and therefore decided to remove any cost barriers associated with Pitch+. As the requirement for video interviewing has continued to increase, we have decided to keep Pitch+ free to all of our clients for as long as it may be required. What is Pitch+? Pitch+ is a virtual interview and meeting platform which seeks to return the human touch to remote recruitment. Instead of the lengthy process of coordinating diaries for interviews at the office, Pitch+ offers you the flexibility to carry out that meeting as soon as possible. With no fiddly software to download, we set it up, send you the secure link, and using a desktop, laptop or mobile device, off you go! As it is simple and easy to use, candidates who may normally struggle to attend interviews (such as relocators) can make a quicker connection with your business which in turn opens up your talent pool, providing you with a competitive edge.   I already use an other video conference product. Why should I use Pitch+? We know the market is full of competitive video conference packages, which may make you question what makes Pitch+ truly unique. We don’t want to bore you with the technical aspects, but hear us out. Pitch+ is a specialist recruitment platform. Because of this, Pitch+ allows you to engage in a world of digital recruitment you may not have previously encountered without heavy cost implications.   Organise one-way interviews Looking to reduce the volume of potential candidates through a first-stage interview, or make potential choices based on something other than a CV? Through Pitch+ you can conduct one-way interviews with questions tailored to your role, company and requirements. Based on feedback from our clients, this feature has helped to reduce their time to hire by reducing the volume of non-suitable candidates, allowing them to make informed decisions about who may suit their business without having to dedicate time to conducting two-way telephone interviews. Make better informed decisions Unlike some platforms, Pitch+ allows you make fully informed recruitment decisions by rewatching recorded one and two-way interviews simultaneously with the candidates CV and other relevant documentation. Due to its speciality focus, Pitch+ further allows you to share videos with team members and make comments, encouraging feedback and collaboration within your hiring process. Ensure you are fully GDPR compliant Prior to recorded interviews taking place, candidates will be presented with a pop-up requesting their consent to record. This ensures your business is fully GDPR compliant. Accessibility Some platforms may have a limit as to how long a call last without hitting a paywall, others may require you to download software or only use specific devices. Pitch+ throws all of that hassle out of the window. When organising interviews, candidates and interviewers are instead provided with a simple website link which can be accessed on any device with an internet connection, meaning you can conduct interviews whilst on the move or from the comfort of your workplace. Add in the fact that we won’t limit the length of you spend in your interview room and it almost seems like a no brainer. For more information about how Pitch+ may benefit you and how video interviewing can be implemented into your recruitment strategy, feel free to get in touch with one of our consultants today. Image credit:  Header: Photo by Julia M Cameron from Pexels

12 months ago

By Rebecca Thomas

Should I become a freelancer & what should I be paid?

Whilst our research has shown that a majority of candidates (72.09%) are seeking full-time permanent employment, we are seeing a small increase in the volume of job seekers looking to take up freelance contracts either to supplement a reduced income or make a career change which favours a flexible working option.  What does being a freelancer mean?  Going freelance essentially means that you become self-employed and are paid either through a limited company or umbrella company. If you are confused about what this means for you and want to know what route is best for you personally click here to read of freelance finance guide.  As a freelancer there are many options available for you, assignments/bookings can range from a couple of days to a few weeks or months if there is a lengthy project or you are providing additional support to a business. Before taking the freelance route it is important to conduct some research and identify what types of assignments/bookings are best for you. We advise you have a look at some of the current freelance jobs in the market first to gain a clear understanding of what is available.  Freelance market post Covid-19  Though at the start of lockdown the outlook of the freelance market appeared dim, with many loosing as much as 60% of their income due to a reduction in contracts, we are starting to see green shoots of recovery.  At this moment in time, key areas experiencing growth lie in the digital and tech side of marketing, where we are seeing an increase in availability web & mobile app developers and digital project managers for freelance social media jobs, alongside digital marketing and freelance copywriting roles. Though the creative side is taking a longer time to recover, we do hope to see an uptick in creative artworker jobs and freelance graphic design jobs come September as backlogged projects begin to start-up again.  What am I worth as a freelancer? When starting a freelance career one of the hardest things to understand is how you should position yourself financially.  Our advice to freelancers is to remember that even though they may be starting a new method of working, the skills they have developed either through full or part-time work are still valid, therefore what you would have been paid as an employee should transition similarly into a freelance rate. Remember that freelance and contract bookings can appear quite lucrative however the risk associated with this way of working is much higher. You should always be putting money aside to help ride out those times when you are not working.  Our salary surveys compare a range of salaries from social media executives to UX/UI designers and media directors, contrasting perm and temp rates in both agency and in-house settings. Available free of charge, they allow new and experienced freelancers to gain an understanding of how they should position themselves in the market relative to location and level of experience.  Screenshot from Salary Survey Midlands 2019/20 When starting a freelance career we recognise it can be difficult to get your footing, especially within a pandemic led economy. If you are considering starting a freelance career and need some extra guidance, feel free to reach out to our team, who are more than happy to help. Image credit:  Header: Photo by bongkarn thanyakij from Pexels

12 months ago

By Rebecca Thomas

Why should I spend money on a recruiter?

Having spoken with many business owners and candidates, we are aware the current pandemic has had a negative effect on the personal and professional lives of people. Sadly with Furlough coming to a close, we are seeing an increase in talented candidates being made redundant and anticipate this figure to continue increasing until the end of the year. On top of redundancies, our research into the candidate market shows a desire amongst those who have been furloughed to change jobs, with 60% looking for new employment due to feeling insecure in their current role. With more candidates in the market, you may think it will be easier to fill your role directly and won’t need the assistance of a recruiter. But, that is not always the case. Why should I spend money on a recruiter? When pitching our services to clients, monetary factors for hiring firms are understandably the biggest turn off from using a recruiter at the moment. Whilst we appreciate this is a very real barrier, we encourage business owners and hiring personnel to take a step back and consider the wider picture. Managing your time On peak days, we are seeing an average of 64% more applications from July to August compared with March 2020, reflecting the increase in available candidates competing for up to 50% less available roles in the market. Whilst you may consider this to be a positive as you will have access to a wider pool of candidates, in reality a candidate heavy market can hold more negatives for a company. Most notably, an increase in applications does not always mean quality. With many employees panicking post redundancy or simply looking to change roles, some are applying for everything and anything, meaning you have a large amount of over and under qualified candidates to sift through. This puts added pressure on yourself as a business owner or hiring manager, reducing the amount of time which can be allocated to other potentially more pressing tasks. Though they come at a cost, by using a recruiter you will be able to alleviate this pressure. We can not only advertise jobs for you, but can manage the flow of applicants, screening applicants and sending you only those with the relevant skills and experience to put through your own processes. Candidates By utilising a consultant you will have access to a wealth of knowledge which you may otherwise be unaware of when it comes to recruiting in general or for a specific skill set.  A good recruiter will advise you on how you can conduct processes to ensure a consistent and fair experience for every candidate, provide advice on specific areas like salary rates and benefit packages and offer you access to the passive candidate market. Just because the market is seemingly awash with good talent doesn’t mean that the best person for your role is actively looking. By using a recruiter who is immersed in their sector, you will have access to those candidates who are more passive with their job search and those who benefit from the reassurance and support of a dedicated consultant. Whilst you may believe you have found the perfect candidate, they can still have some hesitations around going for a new job, especially as the country heads into a recession. Recruiters are trained negotiators, and may additionally be able to help you convince candidates to make the move if they are having concerns. Brand and reputation management A good recruiter should act as an extension to your brand, by promoting it in a way which ensures you are best represented in the market in the most professional way possible. Marketing experts will understand the power which third-party promotions can have on a brands reputation externally, a factor which is pivotal to securing candidates in the immediate and long-term. A 2019 Glassdoor survey highlighted that 77% of adults would consider a company’s culture before applying for a job, with over half of respondents saying culture is more important than salary in determining job satisfaction. Ensuring you hire candidates which are a cultural fit with your organisation is likely to lead to higher levels of job satisfaction, meaning in the long-run you may have to dedicate less time and money to replacing unsatisfied team members if you get it right the first time around. Cost Once you allocate a cost to the time spent sifting CV’s, screening applicants, arranging interviews and managing all of those unsuccessful applications as well as your advertising costs, using a recruiter suddenly seems like the most cost effective option.  Talk to us, we have several services available to suit most budgets! If you’re looking to recruit in to your business and want to reach the best talent in the most cost effective and time efficient way, get in touch, we would love to have an open and honest conversation with you about how we could help. Image credit  Header: Photo by Pixabay from Pexels

12 months ago

By Rebecca Thomas

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

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

12 months ago

By Rebecca Thomas

How Covid-19 has changed job seeker behaviours

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

12 months ago

By Rebecca Thomas