over 1 year ago

By Heidi Moreby

My Journey to shareholder

Let’s take ourselves back to 4th January 2021, an eager new recruit walks into the Pitch offices, optimistic and positive about the next step in her career, being back in a vibrant office environment with her brand new team and getting back to normal in a post covid world… Seven hours later we’re back in lockdown – what a start!​​Two and a half years on and things look very different – for me and for the world. But as the time has passed I haven’t taken the time to reflect on my journey with Pitch, we don’t do we? We crack on because life is busy. So when I was asked to take a look back it seemed almost impossible to remember the highs and the lows, the challenges and the wins, the twists and turns in the journey – there have been many and I’ve never learnt so much, been out of my comfort zone so much, or doubted myself so much. But my overriding feelings are of pride and gratitude – I’m proud of my achievements, my perseverance when things have felt hard and I’m beyond proud of the business that I’m a part of. I’m grateful to my team, an exceptionally talented bunch of brilliant recruiters who have my back as I have theirs and I’m grateful beyond words to Reb and Rob, who took a risk in the midst of a pandemic and hired me. They gave me a chance and the promise of an opportunity that was too good to turn down, and that promise stood firm through the good times and the more challenging times. They welcomed with me open arms to what was a pretty tight leadership team and gave me the space to carve out my place, they pushed me so far out of my comfort zone that there were many times I felt completely out of my depth, but they were always there to catch me if I looked like I was about to fall (flat on my face at times!), and they supported me to grow and develop as a leader. And now, the next chapter begins… as a director and shareholder of Pitch! And I can’t wait to see what the twists and turns of the journey look like. What advice would I give thinking back on my journey? Take the risk, push yourself out of your comfort zone, try to enjoy every day and take the positive learns from the challenging times but celebrate the wins however small they are. But most importantly, surround yourself with the right people, they are worth their weight in gold.

almost 2 years ago

By Heidi Moreby

How recruiting has changed for 2023

Recruiting and hiring great talent has evolved significantly over the last few years. And moving into 2023 we’re not expecting the twists and turns of recruitment to slow. Whilst a recession is on the cards, and more candidates are likely to enter the market, the benefits package is expected to remain a core element behind their decision to join and stay with a company. Though salary is likely to remain at the forefront of expectations, especially in light of the cost-of-living crisis, it’s unlikely to be the big pull for attracting and retaining great talent. Instead, employers should look into ways to attract, reward and retain employees by looking deeper into their benefits package. Our 2023 agency and in-house salary surveys found 4 key areas around the benefits package are likely to be key for attracting, rewarding and retaining talent in 2023. Salary A rising cost of living, coupled with skill and talent shortages across some skill sets has led to salary increases across many roles. It’s been a big topic across the recruitment landscape over the last twelve months and one which we expect to remain present throughout 2023. Here’s a few changes we’ve seen moving into 2023: 59% increase in Junior Developer starting salaries (In-house).£6,300 Increase in the average starting band for PR roles. (in-house). £2,000 Increase in the average social media executive salary (agency). £1,500 Increase in the average PPC salaries (agency).Flexibility The demand for flexible working and maintaining a strong work/life balance is still a vital element for many candidates. In fact, we find that companies who don’t offer some form of flexibility struggle to attract talent.  Flexibility looks different for many companies, it could be: Fully remote working. Hybrid working.Flexible start and finish times. Enhanced holiday packages (including sabbaticals). A 4-day working week. Progression If employees are not getting clear communications around routes for training, development and progression, it’s likely they’re going to look for alternative employment to secure their next promotion or pay rise. With some sectors grappling with skills gaps across PR, development, SEO and PPC, training and development could likewise help to combat skill gaps, enabling businesses to home grow talent. Value Employees want to feel valued in the workplace, and are likely to add value to organisations in return for feeling satisfied in their job. The way you add value as an employer is unique to your culture and business structure. Some ways our clients have added value to their employees are: Enhanced holiday packages. Work from home allowances. Bonus schemes and structures.Options to buy and sell holidays. Company away days. Volunteering days. For a deeper look into how you can enhance your benefits package to attract, reward and retain the very best talent in 2023, you can download our latest salary surveys here. ​Image credit: Header: Image adapted from Photo by Marek Levak: https://www.pexels.com/photo/woman-using-silver-laptop-2265488/

over 2 years ago

By Heidi Moreby

Regaining confidence entering the job market

We often come across candidates who haven’t been active in the job market for a while, and whether it’s one or ten years we recognise that building confidence to re-enter the market can be a challenge.If you think that now is the time to take the leap and want to make the move confidently, then there’s a few things we’d encourage you to do.Be aware of your whyWhat are your motivators for changing jobs? Is it salary, progression or do you really dislike your colleagues? Use this to help guide your search and keep you motivated.Make a list of everything you want your next role to beHaving a clear indication of where you want to go and what you want to do, can help to refine your job search. So in your ideal world what does your next role allow you to do?Are you going to be crafting knockout marketing campaigns? Are you working agency, in-house, or is freelance more your vibe? What do your colleagues look like?What benefits are you looking for?The market has evolved so much over the past 2 years, and where getting a greater work/life balance may have been tricky in the past, more employers than ever are willing to consider flexible working options. Because the market is so competitive, employers are also reevaluating their benefits packages at a broader level, to include salary, pension and healthcare enhancements.So what are you looking for?Get advice and helpLike we say, the market has evolved a lot over the last few years, and what may have worked on your CV or during an interview a few years ago has in many cases changed. For a start off, video interviews are more common today and you may not have encountered one of these before.As a basic guide for how to craft a great CV or prepare for that first interview, you may find our interview tips and tricks guide handy! But if you feel like you need some extra support, then we’re always on hand to help!As experts across Marketing, Digital, Creative and Sales recruitment, we’re committed to taking the time to listen, understand and advise you on how you can secure the right role for you.Get in touch​Image credit:Header: Image adapted from Photo by Ketut Subiyanto: https://www.pexels.com/photo/woman-working-at-home-and-making-video-call-on-laptop-4474047/

over 2 years ago

By Heidi Moreby

What's happening in the East Midlands

The East Midlands market can often feel overshadowed by its western counterpart.And whilst Birmingham isn’t too far away, when it comes to recruitment, Leicester, Nottingham, Derby and Northampton (to name a few) are entirely different places, each with their own unique challenges.I focus my attention on working with the East Midlands market, and have started to see some interesting trends and developments which set it apart.Availability of talentIn the Midlands as a whole we’re seeing an increase in the volume of active job seekers clicking and engaging with job advertisements. Largely driven by an increase in graduate level talent entering the market, summer may be the perfect time to look for that white horse.Competition for talentAccording to Indeed Hiring insights* on average there are 9.6 job seekers per job, compared to 9.1 in the West Midlands. Though the market remains competitive in key areas (digital and PR), compared to its western counterpart, competition is lower due to less companies advertising and competing for job seekers.Talent expectationsMore job seekers entering the market doesn’t mean you need to stop being competitive when searching for great talent.Candidates are just as selective as ever when it comes to finding their next dream job, taking culture, fit and flexibility into consideration before saying yes. But it’s not just about benefits, salary is once again becoming an important decision factor as the cost of living rises.Salary averages* in the East Midlands are currently:£39,060 for a Marketing Manager - 2% above the national average.£30,893 for a PR Manager - 3% above the national average.£27,239 for a Graphic Designer - 7% above the national average.Attracting great talent in the East Midlands will require you to put together a recruitment strategy that is competitive in the market and attractive to potential applicants.Advising you on the best course of action is something which I and Pitch place at our very core of how we do recruitment, ensuring we’re able to match you with the right candidate in the right way. So, if you’re looking to get ahead of the competition and attract the best talent for your business, reach out to me and let’s chat about what we can achieve together.*Data gathered from Indeed Hiring Insights and is accurate as of June 23rd 2022.​Image credit:Header: Image adapted fromphoto by Olya Kobruseva: https://www.pexels.com/photo/question-marks-on-paper-crafts-5428833/

over 2 years ago

By Heidi Moreby

What should I be getting paid as a junior/graduate?

Before we get into the nitty gritty - Congratulations on finishing your degree and graduating!2022 is an interesting year to be entering the job market as a fresh graduate. Your skills are likely to be in high demand, and some employers are willing to offer higher salaries to combat talent shortages and the rising cost of living.The current average graduate salary is just over £24,000, according to the Graduate Outcomes report by HESA (Higher Education Statistics Agency). But before you get your heart set on a specific number, remember this is dependent on what jobs you’re applying for, your current level of experience and your desired location.To help you know what you could expect to be getting paid as a graduate, we took a dive into someof these differences:I want to be a Marketing AssistantOn average Marketing Assistants can expect to be paid between £19,000 - £21,000 a year depending on location.The averages for May 2022 are:Birmingham - £21,774Manchester - £21,505Leicester - £19,204Northampton - £20,740I want to be a Junior Graphic DesignerOn average Junior Graphic Designers can expect to be paid between £19,000 - £21,000 depending on location.The averages for May 2022 are:Birmingham - £20,235Manchester - £19,873Leicester - £20,995I want to be a PR Assistant:On average PR Assistants earn £23,999, however the most common location for employment is London, which would increase the average salary.I want to be a Marketer, Creative, Communications, Sales or Digital pro!For a guide on what to expect at your level, you can download our salary surveys for the Midlands, North and Home Counties regions. Alternatively, don’t hesitate to reach out a member of our team.​*Data gathered from Indeed hiring insights is accurate as of 16th June 2022. ​Image credit:Header: Image adapted from Photo by Stanley Morales: https://www.pexels.com/photo/woman-in-black-long-sleeve-dress-standing-on-brown-concrete-pathway-3186386/​

over 2 years ago

By Heidi Moreby

Tips for handing in your notice

Handing in your notice can be daunting. It can leave you asking all kinds of questions about whether you really want to move and if you’ve made the best decision.If you’re feeling this way then we want you to remember the reason(s) you started looking for a new job. It could be a culture issue, workload troubles, not getting the training and development you want and need. Keep these at the forefront of your mind.If you’re looking for some speedy tips, then Sophia and Steve have you covered. But if you’re in the mindset for a longer read, then continue reading.​Our tips for handing your notice in:Ensure you have a chat with your line manager or manager around the reasons why you are handing in your notice. It can be a difficult conversation to have, but if you are clear and honest about the reasons why, then it can help them to understand the way current employees perceive the business and could also help future recruitment.​Always follow up with a letter and emailIt doesn’t have to be war and peace, but follow this meeting up with a quick written summary for why you are leaving and the date your notice ends. That way everyone has a paper trail.What if I’m counter-offered?Many employers are finding it tricky to source new talent, as result we’ve seen an increase in the amount of counter offers promising a higher salary, promotion or the promise of training and development. Sometimes counter-offers can be positive, especially if the only reason you’re leaving a business is around salary issues, but more often than not employers don’t always follow through with promises.Before accepting a counter-offer, consider those reasons why you started looking for a new job. If you think it will solve these issues then by all means go for it - but be cautious around how and when your employer will implement these changes.​Image credit: Header: Image adapted from Photo by Cytonn Photography: https://www.pexels.com/photo/two-person-in-long-sleeved-shirt-shakehand-955395/

over 2 years ago

By Heidi Moreby

Improving company culture starts with professional development

We’re big advocates of companies using their culture as a tool to hire great people. It’s through putting their Heart+Soul out there that they’re able to differentiate against the competition and add some personality behind their brand.Having a strong culture is so important in attracting and retaining talent today. Job seekers are increasingly reprioritising and structuring their professional lives around their personal values, and are seeking out companies with a strong culture which enable and support them.But culture isn’t just a fancy workspace, a fridge full of food and the occasional team outing. It’s about how the leadership team embody company values, support employees are able to address complex issues in the right way.These are all dynamics which can’t be brought with the company credit card and delivered next day (sorry). They take time and personal investment.To put it simply, improving culture starts at the heart of a business, through training and development.LinkedIn Global Talent Trends 2022 report identifies 5 key areas businesses should be investing in to improve workplace culture:Professional Development Opportunities - 59%Flexible work support - 48%Mental Health and Wellness - 42%Training managers to lead remote teams - 35%Diversity and inclusion - 26%Though just the tip of the culture iceberg, getting leadership within a business right is the foundation for creating a great company culture which attracts and retains employees.​

over 2 years ago

By Heidi Moreby

A recruiters take on the four-day week

After a couple of weeks of working four days, how’re you feeling?Thousands of workers are set to trial a four-day working week from June (2022), to examine working patterns and productivity, focussing on output rather than the hours worked approach we’ve all become used to.The trial comes after many companies have shifted working patterns in light of the Covid-19 pandemic, and workers have likewise adjusted their expectations and beliefs around what work should look like.But what are our thoughts on the four-day week as recruiters?Employee attractionCompanies who have adopted more flexible and hybrid approaches to work post pandemic have been able to attract talent more effectively than those who returned to the full-time office model. Should companies be able to offer a four-day week, provided productivity remains high and salaries are representative of a five-day model, we anticipate it to be a huge benefit for employee attraction, especially in today’s candidate driven market.Employee retentionIt’s not all about new people. In similar studies in Iceland a four-day week was seen to help workers to feel less stressed and at risk of burnout, alongside improving their health and work-life balance. Happier employees can lead to higher levels of staff retention, helping to cut down on recruitment costs and time invested into hiring and training replacements.Company growthWe’ve all heard stories about how remote working increases employee productivity, but does it really have a knock on impact on company growth?Following implementing a 4-day week THRYVE (a London based tech company) saw sales increase by 30%. The additional day off holds the potential to also increase consumer spending, increasing high-street sales by a projected 20%.With higher profitability and demand, often comes the need to recruit and expand teams, having a positive impact on company growth in the longer-term.On the flip sideOf course adopting a four-day week doesn’t come without it’s risks, and despite its popularity some longer term concerns continue to niggle in the back of business owners and some employees minds, especially:How will workers maintain the balance of 5 days work across 4 days? Will this contribute to more stress in the longer term?Depending on how it’s arranged, will businesses miss out on potential opportunities if there isn’t manpower in the office to pick up requirements.What are your thoughts on the four-day week? Have you been able to successfully implement it? We’d be keen to hear your feedback on our poll.

over 2 years ago

By Heidi Moreby

Why training and development should be at the heart of your acquisition plan

We’ll say it again! Recruiting great talent has been a challenge over the last couple of years.‘We get it, there’s a talent shortage!’And there’s so many reasons why that’s the case, but what is one of the biggest?A lack of training and development is creating challenges around the acquisition of key skillsets as current workers are not being up-skilled and a fresh generation of talent isn’t being given the opportunity to flourish.‘Thats a bold statement!’​But research shows only 62% of workers received workplace training in 2017, which included inductions and health and safety courses. And participation in training has been in decline since 1998.As new skills and technologies emerge (hey there digital marketers, PPC’ers, SEO’ers … the list goes on), it’s important that businesses invest in their workforce of today to ensure they’re competitive in an ever developing world.It’s anticipated that if more re-skilling and up-skilling doesn’t take place, by 2030, two thirds of the UK workforce could be lacking in basic digital skills, with more than 10 million people under skilled in areas such as leadership, communication and decision making.Training and development is how we help solve some of the challenges faced around recruitment, but it should be at the heart of your talent acquisition plans as well as your culture.A reported 87% of millennials say that training and development opportunities are an influential factor when deciding whether to accept a new job - making it a fantastic talent acquisition tool in a generation who are set to dominate the workforce by 2025. And 94% of employees would stay at a company who invest in their development for longer - improving talent retention rates.Putting training and development at the heart of your acquisition plan will have short and long-term impacts. During the short-term, talent acquisition may be easier and retention rates may improve, but longer-term you’ll be contributing to solving aspects of the skills shortage.Image credit: Header: Image adapted from photo by Photo by Buro Millennial: https://www.pexels.com/photo/two-women-having-conversation-on-stairs-1438084/

over 2 years ago

By Heidi Moreby

I need a pay rise

The cost of living is outgrowing salary growth by 1% on 2021 figures.We’re not going to get political in this blog, you know the situation and likely already know that either you need a pay rise or are looking at your current workforce and thinking who could benefit from an uplift. So we’re going to give you some actionable advice …I’m looking for a pay riseWe’ve previously written a blog on how you can ask for a pay rise, where we advise you to be mindful of preparing your reasons for asking and how you can approach the conversation with your employer.However it is worth saying that not all employers will be able to meet this request as they’re too likely facing increased trading costs depending on which industry you’re working in. If this is the case then we encourage you to look at alternative options.If you’re freelancing, don’t be afraid to uplift your daily rate. You can check out our salary guides for a rough benchmark, but don’t be afraid to reach out to a member of our team for advice.I’ve been asked to/ I’m thinking about increasing my employees paySeeking trusted advice and resources are key to making the right choice around how to increase an employee’s salary. As recruiters we sit at the very heart of the job market and consistently have exposure to the changing scales of wages.Our salary survey provides a rough guide for how much on average employers are paying employees in the north and south of the UK plus the Midlands, however we also encourage you to have a chat with a member of our team as they want what’s best for your team.​Image credit: Header: Image adapted from Photo by Mikhail Nilov: https://www.pexels.com/photo/a-woman-holding-her-head-while-writing-6893829/

over 2 years ago

By Heidi Moreby

Should I be advertising at a higher salary?

“Should I be advertising my job at a higher salary?”.Let’s have an honest conversation.Because we believe in doing recruitment the right way, we’ve recently had to have difficult conversations with some hiring companies whose salaries have been lower than market expectations.Driven by the candidate shortage, those companies who’re offering lower salaries have struggled to attract the right talent for them, leading to longer recruitment processes. But now a new factor has come into play. The rising cost of living.We recently put out a poll to our LinkedIn audience about whether they’d be asking for a pay rise this year and the reason behind it if they were. 63% said the rising cost of living would motivate them to have that conversation internally or seek an increase from elsewhere.As employees grapple with rising costs, it’s inevitable that companies may be receiving more requests for pay rises than they have previously. If employers are unable to accommodate increases, then more candidates are likely to enter the market seeking out an opportunity to increase their wage.Though increased talent pools may be music to the ears of companies looking to hire, if salaries are not attractive, application volume is likely to remain lower compared to competitors.Our honest answer to employers asking this question, is to stay ahead of the competition.+ Check what salaries competitors are advertising their positions under.+ Consider what employees are asking for internally.+ Consider regional differences. You can find these in our 2021/22 salary surveys.Is increasing salary not an option?We understand that not all employers can meet the demands of the market. So if salary increases are off the table, considering other ways to make a role stand out is key.​Image credit: Header: Image adapted from photo by Andrea Piacquadio from Pexels

almost 3 years ago

By Heidi Moreby

You + them: Why cultural fit is important

​We’re often asked by candidates ‘why was I rejected from a job which my skills were a perfect match for?’.And though there can be many reasons, culture fit is normally the one which stands out most.Organisational culture is a key tool businesses use in employee attraction, but outside of the immediate hire, ensuring a strong culture internally is vital.Employees are the heart + soul of a business. When they’re engaged by a strong internal culture, they’re likely to be more productive, and a healthy team environment means staff turnover should be low.As our recruiters discuss, when someone who doesn’t match the company culture is brought in, the team dynamics are likely to erode. This damages the internal culture of a business and opens up the opportunity for internal disagreements, lower productivity and potentially increased turnover.​Image creditHeader: Image adapted from Photo by Tara Winsteadfrom Pexels

almost 3 years ago

By Heidi Moreby

Am I being paid enough? Answering your salary FAQ's

As the cost of living rises and businesses continue to grapple with talent shortages, salaries are the talk of the town at the moment.Whether you’re looking for a pay rise to keep up with the cost of living, or simply think you deserve more based on your skills and level, knowing where you should be pitching yourself to employers can be tricky. In fact, recent studies show that many workers underestimate their salary in the market.To help you find your feet, Steve and Sophia sat down to answer some of the most common salary related questions we’ve come across in recent weeks, including:I’m thinking of leaving my job because I’m not earning enough …How much of a pay rise should I ask for in a new job?My employer is paying me more than the market average, what should I do when looking for a new job?What should I do if I’m counter offered with a higher salary?​​What should I be getting paid?If you’re stuck with where to begin, you can find market average salaries for your job near you in our salary survey.​Image credit:Header: Adapted from photo by Artem Beliaikinfrom Pexels

almost 3 years ago

By Heidi Moreby

A positive message on Blue Monday

Blue Monday is fully in action and many of us are starting to feel the pressures of January and the winter months. Instead of dwelling on why today may be the most depressing day of the year, we thought we’d take a step back and take a peak at some of the amazing things happening in recruitment.Who knows, it may even motivate you to start looking for a new job.Positive #1 - If you’re in PR you’re in luckIf you’re looking for a new PR job or have skills which are relevant to the PR industry, such as copywriting and relationship management, you’re in luck.We’ve seen a huge increase in demand from agencies across the West and East Midlands for talented PR professionals to join their teams. With many of these businesses upscaling after winning new business.More jobs in the market - TickLittle competition for these jobs - Double tick.PR talent may be in high demand, but the availability of people looking for a new job in this sector is low.Don’t believe us? Take a look at what PR jobs are currently on offer.​Positive #2 - Looking for more? Salaries are still competitiveThe market continues to be short on talent across most skillsets, including marketing, PR, digital and creative disciplines. Because of this, salaries are continuing to grow as companies seek to attract the very best talent, and keep them away from competitive offers.Many roles within our latest salary surveys saw yearly wage increases of between £1,000 - £5,000, depending on role level & agency/in-house placement.Positive #3 - Digital continues to lead the wayIf you’ve recently enhanced your PPC, SEO or development skills then today is your market.With many businesses continuing to go through digitalisation and digital transformations to ensure they’re competitive, the market is flush with digital roles.Businesses recruiting in this area are suffering the same challenges of talent acquisition as many, making it a candidate led market. Good news if you’re looking for a job right now! As you can take advantage of a variety of roles with limited competition.​Positive #4 - Home working’s not just a fadThough some businesses are reverting on their remote working policies, many who had adopted a hybrid model throughout 2020/21 have stuck to their word.We’re working with more businesses than ever who are offering hybrid and flexible working options, with some fully remote roles still out there too! So if you’re all for saying goodbye to frequent costly and lengthy commutes, then today’s job market is a great place to be. ​Image creditHeader: Image adapted fromPhoto by William Fortunatofrom Pexels

almost 3 years ago

By Heidi Moreby

4 ways to prepare for job searching in the new year

If getting a new job is on your new years wish list you’re going to want to start preparing everything you need as soon as possible. So when hiring managers and recruiters return from their festive break, you are not only ready to go, but may be ahead of the crowd of other eager job seekers.Your “new year, new job” tick listUpdate your LinkedInA quick and simple task that can go a long way. Ensuring your LinkedIn is up to date with all of your previous employments, recommendations and the open to work is ticked on is a sure fire sign to employers that you are ready and looking for a new job.Some LinkedIn tips from us:Keep details about your employment history brief and succinct. We don’t need to hear about every success you’ve had - your CV does that!Switch on your open to work - People often leave this off out of fear their current employer will see they’re looking for work. But don’t fret, there’s an option you can select where only recruiters will see you’re open to work.Recommendations are your friend - Use the festive period to reach out to some old & current colleagues and friends to ask for recommendations. It’s kind of like a reference, but far less formal.Use your bio to add some personality about who you are and why you’re passionate about what you do.​Update your portfolioIt’s always good to keep on top of things, so updating your portfolio with any work you have completed throughout 2021 is a great idea regardless of whether you’re planning to look for a new job soon or not.We always advise applicants to keep their portfolio simple. Show us what you’ve done and tell us why you decided to take a specific route with design or editing. This helps us and future employers to understand your thought process and demonstrates your talent at the same time.​Update your CVIt goes without saying that every time you look for a new job you should update your CV, and ensure you’re tailoring it to every role you’re looking for.Some CV tips from us:Demonstrate how you’ve made an impact in previous roles through data and be proud of your achievements.Keep it short and sweet - we just need to know who you are and what you’ve done.There’s no need to be overly creative. Sure standing out with a nice layout is good, but all employers and recruiters really care about is your employment history. If you’re applying for a creative role, then your portfolio is your space to showcase your talents.​Ensure you know what you’re looking forYou can go through all of the above with a fine tooth comb, but unless you’re 100% certain on what it is you’re looking for, then it will be hard to craft a standout CV, portfolio or cover letter.​Before applying for jobs en’mass, take a second to consider:What level job am I looking for? Am I taking a step back onto a different path? Do I want a promotion and a new challenge?What salary do I require?How far am I willing to travel?Will I be looking for hybrid, fully remote or fully in office working? Does this make an impact to me?​Image credit: Header: Image adapted fromPhoto by Vlada Karpovichfrom Pexels

almost 3 years ago

By Heidi Moreby

What to expect working in Account Handling

Working in account handling and management is about more than just managing a relationship. It’s about selling your company, finding solutions to challenges and coming up with innovative strategies which help to best serve your clients needs.What skills are needed?Because Account Handling is so diverse, a broad range of skills are needed to stay ahead of the game.Communication - not just verbal but written too!Project management - more relevant if you’re looking to join an agency environment.Great organisation and time management skills.An ability to think strategically aligned with business and client needs.An analytical mindset - looking at the facts and communicating them effectivelyCareer prospectsGreat news! Whether you’re in-house or in an agency, career prospects within Account Handling are strong and promotion opportunities are readily available.Because of the variety of opportunities in this sector, there are many specialist routes you can explore too! From your traditional Account Management to PR Account Management and Digital Account Management, the opportunities really are there.A typical career may look something like:Junior Account Executive - Suitable for fresh off the block graduates.Account Executive - Normally after gaining a year of two of experience.Senior Account Executive - For those with 2+ years experience.Account Manager.Account Director.Head of Comms/Group Account Director.​SalariesAccount Handling salaries are hugely variable depending on whether you’re working in-house or in an agency, your skill level and where you’re based.To give you a rough indication of what to expect, you can find some average salaries within our Midlands, North and Home Counties salary surveys.​Are there many Account Handling jobs being advertised?From B2B in-house brands to creative agencies, account handlers have a place in pretty much any organisation. Demand for their skills is also on the rise, with 94% more jobs advertised in January - September 2021 compared to the year previously, as businesses seek to bring in new talent to cope with increasing workloads and client needs.We’re not hiding them all, our account management jobs can be found here.​Image credit: Header: Image adapted from Photo by Kampus Productionfrom Pexels

almost 3 years ago

By Heidi Moreby

Why you’re missing out on jobs in the Midlands

The Midlands recruitment market is looking bountiful on the run up to 2022, and many trends which have been at the forefront of 2021 have continued to gather momentum moving into the final months of the year.But with the New Year quickly approaching, businesses are speeding up their recruitment process to meet a looming Christmas deadline. Interviews are happening sooner and decisions are being made faster.But what if you’re struggling to get into the exclusive interview club, despite everyone telling you it’s a candidate led market? It can leave you asking a lot of questions about what you could be doing better. So we thought we’d tell you the top 3 reasons why job seekers in the Midlands are losing out.You’re over pricing yourselfAs businesses have sought to retain top talent, we’ve seen some impressive pay rises over the last year - some by as much as £5,000. Though this can feel flattering in the moment, in some instances its actually hindered job seekers by out pricing them in the market.If you’re not getting interviews or offers, it’s worth taking a peak at what your average salary brackets are for the Midlands and adjusting your salary to suit.Admitting you may have to take a pay cut can be a difficult decision to make, and if it’s one you can’t take, then it could be a great time to consider climbing the career ladder by taking your next step up.​The working from home conundrumWith more businesses offering flexible working packages, working from home has been one of the great takeaways from 2020/21. But as businesses have started to find their feet again, many have shifted from a fully remote to a hybrid model, requiring you to be in office a few days each week.Many job seekers and employees have welcomed this shift with open arms, but as we became used to no busy commutes and 5am alarms, the willingness to travel 30+ minutes to work has decreased and for some it is reducing the amount of job opportunities they have.Accepting a counter offerOkay this one is less about losing out on interviews and more about losing out long term.Accepting a counter offer can sometimes be a great decision. But it can also be the wrong one.We’ve covered whether you should accept a counter offer previously, so just to cover the essentials …Before accepting a counter offer consider:+ Have your reasons for leaving been solved? This could be salary, culture, workload, general happiness - you name it!+ Will accepting change your relationships with your colleagues? Trust can be damaged by the knowledge that you took time out to attend an interview or were considering leaving. Accepting can also lead to a belief of favouritism amongst colleagues.​If you’re struggling to take advantage of today’s candidate led market, it is likely that there is something within your application and approach to job seeking which could be improved. Our team are always on hand to help you out, plus there are tonnes of useful resources across our LinkedIn and Instagram.​Image credit: Header: Image adapted from poto by Clive Kim from Pexels

about 3 years ago

By Heidi Moreby

What to expect when working in PR

​PR professionals are truly the people behind the scenes. Managing the reputation and image of a brand or person, they seek to influence public knowledge and understanding through strategically planned campaigns. What skills are needed?To be successful in PR, you need to be a jack of many traits including; Having excellent communication and relationship building skills. A creative flair and an ability to write exceptionally engaging copy.Great organisation and time management skills. A knack for spotting a news angle and crafting a brilliant press release.An interest in current affairs. An ability to think strategically and creatively at the same time. Career prospectsGood news! Whether working in-house or within an agency, career prospects within PR are strong and promotion opportunities are often rapid and frequently available. The traditional route for career progression is … PR Assistant or Junior Account Executive - Suitable for fresh off the block graduates. PR Officer or Account Executive - Normally after gaining a good year or two experience. Senior PR Executive - For those with two+ years experience. PR Account Manager/PR Manager.PR Account Director/PR Director.Head of PR/PR & Comms Director. ​SalariesSalaries can vary depending on what your level of experience is, along with your location. Traditionally salaries in the south tend to be higher with an average starting salary of £25,000, around 12% higher than Midlands and North PR salaries.A more detailed insight into what your PR salary could look like can be found in our latest salary surveys for the Midlands, North and Home Counties. Are there many PR jobs being advertised? From January - October 2021 we’ve seen a 143% increase in the volume of PR vacancies compared to the same period in 2020. It’s fair to say the industry is experiencing significant growth following the pandemic, and we’re anticipating this to continue moving forwards into 2022. Most vacancies however are within the agency space, and based on the volume of roles we have incoming, the Midlands and Manchester are the places to be looking. Both areas boast a fantastic array of small - medium independent and globally recognised PR, comms and digital agencies who are all in need of some amazing PR talent.​Image creditHeader: Photo by Christina Morillo from Pexels

about 3 years ago

By Heidi Moreby

What is working in recruitment like?

We can guarantee when asked as children what they wanted to do when they grew up, our team wouldn’t have said “be a recruiter”. Nine times out of ten it’s a job which people fall into after graduating or needing a change from customer service or sales role, and though at first it might have been just another job, over time recruitment did something quite special. It captured their hearts. Heidi MorebyWorking in recruitment you have an opportunity to genuinely make a difference to people’s lives. We work with brilliant candidates to find them a role which impacts their lives and allows them to make a difference. I’m not going to lie, working in an industry where your 'product' has thoughts, feelings, can change their mind etc can be challenging ... but also extremely rewarding. You never stop learning and being part of a team like Pitch that is focused on working together to achieve a shared mission is something special. ​Lara LeeWorking in recruitment, you have to have a thick skin, when people are your product you have to be able to handle the lows - but there are plenty of highs involved too! You can’t shy away from the fact that there’s good money involved in recruitment, but it’s really making a placement which gives you that real buzz, especially when you know you have helped someone to find their dream job. The fact I’ve happened to make a few friends for life is also an added bonus!Steve SmaylenI've been in recruitment now for nearly 10 years, joining after I finished university, and I couldn't imagine doing anything else. I am given daily satisfaction from working with candidates and clients and there is no better feeling in securing a candidate their next role. Every day is a school day for me. I am constantly learning new things whether that be from my colleagues, candidates in the marketplace, clients etc.Simply put, I love recruitment.Exciting news! We’re going through a hiring drive and are looking for 6 amazing people to join our team over the course of the next year. Our vacancies are already live and kicking, so if you’re eager to start or advance your career in recruitment then take a peak at what we have on offer. Having second thoughts? We have a new series titled ‘heart +soul’ which gives you an insight into Pitch and recruitment life. ​​​

about 3 years ago

By Heidi Moreby

Half of all hires are not working out for businesses.

​The Mind the Trust Gap report found that over half of all hires are not working out for businesses. As recruiters who take pride in making the right fit, you can imagine how reading that made us feel.When things aren’t working out as expected, largely it is because a cog in the works is broken. And poor fit often lies at the heart of it. Diving deeper into the report, 46% of businesses cited a poor fit between the candidate and the role was at the core of performance issues, with a further 44% highlighting cultural fit as an issue. With 38% of businesses looking to improve the quality of their hires over the next year, what can businesses do to ensure they’re getting the right match?Keeping things as simple and authentic as possible is our best piece of advice. Overly complicated and elongated recruitment processes are at the top of the list when it comes to the root cause of failed hiring drives, which equally can have a negative impact on candidate experience and attraction. Likewise, transparency with prospective employees is important. Anything which falls short of expectations is likely to have a negative impact on their willingness to work effectively and stay with a company, and is a complication to making the right hires, as reported by 31% of respondents within the report. When looking to hire, we always advise businesses to consider both skills and cultural fit, looking past the CV to consider how a candidate will fit with the team and contribute to company goals. Traditional interviews can help to achieve this, but psychometric testing and even a simple team meeting can help to cover the gap. What you shouldn’t do is place an over reliance on one versus the other and instead try to find harmony between culture and skills fit.​Image credit: Header: Adapted from Photo by Trang Doan from Pexels

over 3 years ago

By Heidi Moreby

The print resurrection - Is print marketing making a comeback?

Digital channels are the best way to attract consumers.Print marketing is expensive.Print marketing delivers little return.So we’re not going to focus on it.Could this be a mistake?With the rise of digital marketing and e-commerce channels in recent years, and a special nod to 2020 when consumers shifted their buying habits to online channels, it’s understandable why so many brands would give print less attention.But as the digital environment becomes increasingly cluttered, finding unique ways to engage with consumers has become key to a successful marketing strategy.In comes print marketing. Research has found sending print mail to consumers can help to increase credibility and legitimacy surrounding a brand. In some instances, this led to a boost in sales when combined with other marketing channels. For instance, when a consumer is emailed and sent a catalogue sales in a luxury consumer brand experienced a 49% uplift in sales, with an equally impressive 125% increase in enquires.If that isn’t enough to make you think. What if we told you that response rates from catalogues increased by 170% between 2004 - 2018.What we’re seeingWith more brands reexamining their marketing strategies, looking to engage with consumers through less cluttered channels, print and direct marketing is increasing in attractiveness.Because of this we’re seeing more demand for generalist marketers who are willing to lend their hand across a variety of channels to create a fully integrated omni-channel marketing experience for customers. You can find these jobs here.So, what are your thoughts on print marketing? A resurrecting platform or a one off uplift? Will you be incorporating it into your marketing strategies? Drop us a comment and let us know - we’re always eager to hear your thoughts.​​Image credit:Header: Image adapted from Photo by cottonbro from Pexels

over 3 years ago

By Heidi Moreby

How to write the perfect job advertisement in 2021

After 14 years of writing job advertisements, we can say we’ve seen some pretty big changes in the way things should be done. Heck, some of the platforms we’re using today weren’t around that long ago!.But as technology has changed, so has the job market.To keep you in the loop, our Associate Director Heidi spoke about what you should and shouldn’t include in your job advertisements in 2021.Make it succinctThink about what you do on a daily basis. How long would that list be?Job descriptions don’t need to include every single element of day to day tasks an employee is likely to complete. There is of course a fine line between putting too much vs. too little; you don’t want applicants to think you’re hiding something! But keeping it to the top line responsibilities is probably your best course of action.BenefitsNot another segment on flexible working!? We’re sorry it just has to be said.It’s without a doubt the pandemic has shifted employee expectations around the benefits package. Though salary is still important, it’s now coming in second to alternative benefits such as flexible working, enhanced holiday entitlements and dedicated training.This is true at all stages of the process. We’re seeing companies who don’t offer flexible working struggling to find the right people as some sacrifice higher salaries and bonuses to gain a true work/life balance. And because the market is so candidate driven currently, those receiving multiple job offers are likely to weigh up their options before accepting.So what does this mean for you?Decide whether you’re offering flexible working or not and be honest in the job description. It saves everyone time!Culture is a big talking point. If you love a team activity and have a fantastic working environment, make sure to include it.Everyone wants to be the best version of themselves, so if you’re offering training then be proud and communicate it.Salary not competing with the industry average? Let applicants know if there’s scope for bonuses and enhancements in the future. *Hint - If you need help finding your average, you can download our salary survey.Employer brandReputation carries more weight than money. And it’s true.Okay, granted employer branding isn’t about the job spec, but it is company advertising.Did you know that 69% of active job seekers are likely to apply for a job if that company effectively manages their employer brand. We can tell you now, those who have a bad reputation struggle to hire, so what can be done about your employer brand?Use your culture to your advantage by telling the world about promotions, high performers, company days out or even providing a sneak peak at what it’s like to work in your business. Your employees are your brand ambassadors and they’re key in attracting talent, especially in a candidate driven market where salaries won’t always be the determining factor.But what happens if previous employees aren’t your biggest fan? It happens. Sometimes a poor Google or Glassdoor review will be posted which makes people question whether they should apply for a job. In which instance you should always find a way to positively respond, and identify ways you could make changes internally to fix issues.A lot goes into writing a good job advertisement, so if you feel you need some extra guidance, our team are always on hand.

over 3 years ago

By Heidi Moreby

Why the creative sector has an unpaid work issue

We recently asked our candidates their thoughts on unpaid work following intensifying debates surrounding the value of the practice. Of responses received, 83% have undertaken unpaid work at some point during their career, with 66% of this taking place within the creative sector.Why is unpaid work in the creative sector common?It is known that the creative sector has an accessibility issue. For recent graduates, education leavers or career switchers, finding paid entry-level work can be a challenge, and this often leads to the acceptance of unpaid work to gain the experience required to then apply to more experienced positions.Of the responses we received in our survey, all candidates provided responses along this line; from getting experience and building a portfolio to learning new skills and getting their foot through the door, it is clear that creative workers have high expectations of unpaid work relative to their career prospects.The issueIt is undeniable that ethics surrounding unpaid work come into question across the sector, and more could be done to improve the image which this creates, from paying expenses to a national minimum wage or the ‘going rate’.However, outside of ethical debates it seems that workers are not getting what they want from unpaid work.When asked how unpaid work influenced their career prospects, 66% answered either very little or not at all, demonstrating that worker expectations are not being met during the long-term.There are many reasons why this may be the case depending on individual circumstances, however one of the biggest complications respondents highlighted was that unpaid workers are often not shadowing senior figures within a business. Instead, many are given a set workload which they are expected to complete, often with little to no guidance.Though creatives leave this experience with elements which can be added to their portfolio or CV, in reality they’re not developing their skillset in a way which ultimately would be beneficial to future employers. With many undertaking unpaid work for up to a year or more, this can put some employees behind in their career and limits their exposure to real workplace issues. Furthermore, in some instances this could also further be contributory to skills shortage if they are not continually developing their skills with the release of new technologies and fluctuating needs of the workplace.Though many creatives view unpaid work as a viable route to getting that first important full-time job, it can be argued that the quality of what they gain from this experience can be inversely harmful to their career progression during the long-term compared to those who may opt to refrain from the unpaid route.​Image credit:Header: Image adapted from Photo by Anthony Shkraba from Pexels

over 3 years ago

By Heidi Moreby

Has my salary changed in 2021?

From virtual recruiting to hybrid working and virtue signalling, 2020 changed a lot for recruitment and salaries, so we figured it was about time we updated our Midlands salary survey so whether you’re an eager job seeker or in need business you know exactly where to position yourself in the market.A key feature behind fluctuations in salaries has been based on the availability of talent. Whilst some are encountering the limitations of the digital skills shortage, for many the biggest issue is that there just aren’t enough job seekers out there either because they recently found a new job following mass redundancies in 2020, or they are hesitant about moving. For businesses encountering this issue, the first solution has been to increase salaries and enhance the benefits package with attractive elements such as flexible working.The key takeaways (Nearly as tasty as a burger).Digital firstThe acceleration towards digital marketing and sales funnels has pushed many businesses to adapt and innovate their recruitment strategies. As a result, there’s a real appetite for digital skillsets in the market - increasing demand by 152% during Q1 of 2021 compared to Q1 of 2020 at Pitch.However, the digital skills shortage remains a real challenge in recruitment and to ensure they’re attracting the very best talent, businesses are increasing many salaries with a digital skill element.SEO - £1,000 - £5,000 increasePPC - £1,000 - £3,000 increase.CRM - £2,000 - £5,000 increase.*Salaries dependant on role level & agency/in-house placement.Creative demand recoveringThe creative sector took a hit during 2020, however with a 15% increase in demand during Q1 of 2021, it appears the sector is experiencing a bounce back; especially on the agency side where client demands are increasing.But, despite growth hirers are struggling to attract a volume of talent due to creatives finding alternative work during lockdown or (like most of the market) feeling uncertain about changing their current role. Because there is a talent shortage salaries for some skills have altered:Designer - £2,000 increaseArtworker - £2,000 increaseArt director - £1,000 increaseStudio manager - £3,000 increase*Salaries dependant on role level & agency/in-house placement.Account handlingThough many account handling salaries have maintained their previous level, PR appears to buck the trend. This is due to a recent and significant uptick in demand across the sector which is putting a strain on the availability of talent.One key factor to note is that though some starting salaries have decreased, for instance a Senior PR Account Executive (agency side) starting salary is now £1,000 lower at £23,000, the end bracket for that role has increased by the equivalent, enabling more experienced applicants to earn more.For a more in-depth insight into changes in the recruitment landscape and up to date marketing, creative, digital, and PR salary brackets for the Midlands, you can download our Midlands 2021/22 salary survey for free.​Image credit:Header: Image adapted from Photo by cottonbro from Pexels

over 3 years ago

By Heidi Moreby

Is there still a place for a Marketing generalist?

A few weeks ago we said to our client base “if you could ask us one question, what would it be”, then fab guy called Nick (hello if you’re reading!) asked us if there is still a place for a marketing generalist. As recruiters in the marketing space, this got us thinking.Cue internal chats and google searches featuring “reasons not to hire” and “the return of” later and we’ve come to a conclusion.Yes.It is undoubtable over the past year we have seen an uptick in demand for specialist marketing skillsets, as businesses sought to become more digitally agile to compete. And we predict growth in the specialist marketing area (especially within the SEO, PPC, CRM and Digital Marketing space) will continue to grow as businesses maintain focus on driving digital growth.In some organisations this is likely to reduce the need for a generalist marketer because specialists will work as part of a team dynamic, with each individual taking an element of a generalists workload and implementing their knowledge to help drive businesses towards the next level.But the key word here is team. Because taking on a specialist works best in those mid-large sized organisations, but in smaller businesses and new start-ups hiring all of the cogs in the machine is not always viable during the immediate period. This is where the marketing generalist comes in.Hiring a generalist means that many smaller organisations get access to a broader skillset. Though there is an argument to say that due to their non-specialist nature, getting some tasks completed may be tricky and require outsourcing, for many the generalist marketer is the first foot on the ladder towards growing a marketing team consisting of specialists.Marketing generalists create the foundation of a marketing plan and strategy, which then as the company grows, expands to include the requirement for more specialist skills and dedicated workloads. Is there still a place for a marketing generalist? Of course there is. In fact we could argue they’re fundamental to the eventual hiring of specialists.

over 3 years ago

By Heidi Moreby

Where PR recruitment is going wrong

After a turbulent 2020, the PR industry has seen a really positive surge in activity and new business causing a sharp rise in demand for PR talent. In this quickly evolving landscape, the PR sector is facing some of its toughest recruitment challenges in some time.Why are PR agencies struggling to attract and retain talent?ValuesDuring last year, many PR practitioners found themselves furloughed with very little communication or direction from their employers. This lack of engagement coupled with various changes in business direction throughout 2020 have meant some employees are questioning whether their values and long term vision align with those of their employer.FlexibilityThroughout 2020, many employees felt they regained a sense of control and freedom over their time through remote working. Moreover, with 64% of the UK’s PR workforce being women, it’s important we consider the balance involved in raising a family with managing a career. Obviously,  in the current climate access to grandparents and friends for childcare support is restricted, but not only that, parents and children alike have got used to spending more time together, parents (me for one!) are able to feel they are more present in their children’s lives simply by being home more, even if they are working at the same time.So for those businesses now imposing a 5 day a week return to the office, there must be consideration given to the potential impact that will have on staff retention as many competitors are offering appealing long term flexible working.Lack of career progressionOn the whole employees understand they had to put ambitions of promotion or pay rises on hold during 2020, but as they began to see their business recovering, these desires were bound to become reignited.The issue? Some PR firms are not providing clarity in communications surrounding how their employees can be supported to progress within the organisation. Mix this with an abundance of PR vacancies offering healthy packages and prospects and companies may be opening themselves up to losing great talent.Long-term impactWe talk a lot about the impact of having a positive employer brand can have on the reputation of businesses and their ability to attract candidates. For PR firms, failing to address some of the above points could have an impact on how their employer brand is perceived in the candidate market and therefore their ability to attract and retain the best talent. Meaningful time and consideration must be invested in establishing and promoting a credible employer brand. Soft benefits like duvet days or 4pm Friday drinks are not going to cut it. The talent market can see through genuine values and mission statements vs virtue signalling.Where there are threats, there are opportunities On the flip side, those PR firms offering strong organisational values, flexible working packages and strong career progression opportunities have a brilliant opportunity to stand out from the crowd and enjoy great talent attraction and retention throughout 2021.​Image credit: Header: Image adapted from Photo by Junior Teixeira from Pexels