about 1 month 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

about 2 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.  

about 2 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

2 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

3 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

4 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.

4 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

4 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

4 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

6 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

6 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

6 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

7 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

7 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

7 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

8 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

8 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

8 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

8 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

9 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

9 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

9 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

9 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​

9 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​

10 months ago

By Rebecca Thomas

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

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

about 1 year ago

By Rebecca Thomas

Our month in lockdown: The realities of working from home

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

about 1 year ago

By Rebecca Thomas

How the marketing industry has positively adapted to Covid-19

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

about 1 year ago

By Rebecca Thomas

How managers can keep teams motivated when working remotely

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

about 1 year ago

By Rebecca Thomas

How Covid-19 has impacted recruitment: Your questions answered

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

about 1 year ago

By Rebecca Thomas

How to conduct a telephone interview - Our recruitment tips

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

over 1 year ago

By Rebecca Thomas

The importance of effective target marketing.

It may be just another gloomy January day, but our content calendar says its #Get to know your customers day. Big woop! Another content day which may seem to have little significance to your business long-term, but could actually be used to drive some extra engagement. Whilst you may think this day has little significance, it got us wondering about how customer expectations have changed in recent years. It is reported that almost two in every five consumers prefer targeted marketing which delivers content relevant to their needs and interests, despite concerns over data privacy. This spike in preference for more tailored communications is convenient given that in order for marketing strategies to be most effective, they need to reach a set targeted audience. Research indicates the use of targeted communications is driving ad spend globally, with the use of data centric platforms (like social media and paid media) dominating. By 2021 it is predicted online video advertising will grow at an average of 18% each year (twice as fast as other channels). Additionally, paid search will continue to grow at an average of 7% over this period, whilst traditional platforms like print will decline. The increased use of targeted digital communications enables brands to gather big data surrounding their consumers and sales channels, which can be used to improve business strategies to meet customer expectations. This is shown to increase conversion and revenue for organisations, demonstrating the vitality of targeted marketing to business prosperity. Whist many larger organisations have dedicated marketing teams to enforce this, many smaller organisations struggle with their marketing strategy due to a lack of direction. For instance, whilst a small brand may want to take advantage of the digital boom by using PPC advertising, around 62% of small business owners find these ads do not perform as expected, potentially due to a lack of effective customer targeting. This may be because some smaller organisations (especially start-ups) can struggle when it comes to hiring the right talent at the right price, often settling for inexperienced talent which they can grow over time.   How can you engage with your customers? Whilst we recognise even the most junior marketer has a knowledge of the importance of customer targeting, often elements of the research process are left out. To be most successful, marketing strategies should combine all three of the below stages to appropriately target audiences and grow revenue. If you are struggling with your marketing strategy, you may be considering taking on some additional talent to help point you in the right direction. Working alongside businesses large and small, we are experienced in recruiting specialist marketing talent across a variety of sectors across agencies and in-house brands alike. For more information and a confidential chat get in touch with us today. Image credits:  Header and image 1: Photo of people using laptop by Canva Studio https://www.pexels.com/photo/photo-of-people-using-laptop-3194521/ 

over 1 year ago

By Rebecca Thomas

Moving to the charity sector

With reports indicating the number of people giving directly to charities in the UK declined for the third year running during 2019 to 57%, marketing communications have never been as critical as now for the charity sector. If you are a commercially savvy and creative marketer, 2020 could be the perfect time to make the move to not for profit. But whilst working for a charity can be a highly rewarding experience, certain marketing challenges exist which may require specialist talent. For instance, trust in charities has fallen below 50%. This may require a shift in marketing strategies to better improve a not-for-profits public image, demonstrating the beneficial uses of donations to the wider public. Other factors to consider as a marketer would be how to build long-term donator loyalty, alongside how a pinch in consumer wallets will impact charity selection. As our resident specialist with a decade of experience recruiting into the charity & not for profit sectors, I receive calls, emails and applications daily from experienced marketing, PR, digital and creative candidates who are eager to transfer their skills and experience into the third sector and whilst it’s not easy, making the switch is definitely achievable if you approach the sector with the right ethos. Here are some key considerations: Are you ready for a challenge? Our charity sector clients generally have more limited resources, leaner teams and smaller budgets. This means, you will have to be open to turning your hand to most disciplines and happy to work at both strategic and tactical levels to deliver brand objectives.   Is it all about the money? We all work to earn a living, however moving charity side, you often need to balance your salary expectations against intangible benefits including better work-life balance, more flexible working conditions, increased annual leave and the feel-good factor knowing that you’re making a positive contribution.   Flex is key – Don’t limit yourself to traditional charities or well-known brands. Pitch work with a range of organisations from the NHS and traditional public sector bodies; schools, colleges and universities through to niche membership organisations, social enterprises and the arts & culture sector. All of these offer their own unique attractions and challenges which may better suit your skillset. Ever thought about interim? Interim or temporary roles are a great way to enter the sector. Requirements tend to be less specific in terms of sector background and due to restricted timescales, recruiting managers can be more flexible with their requirements. We work on a range of opportunities from 12-month maternity cover roles to ad-hoc immediate temp bookings.   Are you prepared to give back? Whilst by no means essential, demonstrating some relevant volunteer work is advantageous; offering to help a local charity or school with their marketing or fundraising is a great way of showing your commitment and also gives you first-hand experience of the sector without taking the leap full-time.   Do you want to stay informed? Why not join relevant social media groups and sign up to publications to keep up to date with industry news? This would make you stand out in the market and be a real talking point at interview. You could try: https://www.thirdsector.co.uk/ or https://www.charitytoday.co.uk/.   Keep it real - Don’t expect not for profit to be all ‘feel good factor' and fundraisers. Here at Pitch, we work with some hugely commercial organisations who are targeted in much the same way as their for-profit equivalents – it’s just a matter of donations v’s sales or supporter engagement v’s customer loyalty. If you are considering a move to the not for profit sector and would like to discuss the market, please contact me. Image credit:  Header: Man and woman sitting in front of a table by Juan Pablo Serrano Arenas https://www.pexels.com/photo/man-and-woman-sitting-together-in-front-of-table-951290/ Image 1: Person holding a stress ball by Matthias Zomer https://www.pexels.com/photo/action-adult-affection-eldery-339620/ .