5 months ago

By Lara Lee

Red flags in job adverts

Writing a job advertisement can seem like the easiest thing in the world… You just write what you’re looking for right?Wrong!The job advert is one the most important parts of the hiring process. It’s how you’re going to hook in all those amazing candidates… so why would you want to give them a bunch of red flags at stage 1?We recently asked our candidate community what their biggest red flags are when applying for a job. The kind of things which make them think “no thank you”. Here’s what they said …+ No salary displayed64% of our community said that not displaying a salary is a huge red flag. Whilst there could be a valid reason for not displaying one, for job seekers it implies either you’re underpaying your staff or you’re not certain about what you’re looking for.If you consider it from a job seekers perspective, you could have the best job and advert ever, but without a salary how are they going to know if their financial needs could be met by the business? This paves the way for less applications and more time wasted during the interview stages if potential candidates are looking for a higher salary than you’re willing to offer.+ Dual rolesA Graphic Designer/Account Manager or a Marketing/Business Development Executive. Though some roles have cross overs, advertising an opportunity as a dual role can be a turn off for many candidates, especially at a more senior level.Dual roles promote the idea that the business doesn’t quite know who they’re looking for and makes potential applicants question whether they’ll be stretched across the two disciplines.+ Confusing language and terminologyKeep it simple. If applicants have to Google what it is you’re promoting or asking for, then you’re not communicating your needs in the right way.+ Overused phrases“A good sense of humour”“Hit the ground running”You could mean well by these phrases. But honestly, they’re overused and often conjure up negative thoughts about the company.A good sense of humour – What does this even mean? I’m sure no one ever thinks they have a bad sense of humour!Hit the ground running – Does this mean a new starter gets little training and support and is simply left to crack on?Try to steer clear of these phrases if you don’t want to raise red flags to potential candidates about your business and company culture.​Image credit:Header: Image adapted from photo by Zachariah Garrison: https://www.pexels.com/photo/black-traffic-light-1959841/​

almost 2 years ago

By Lara Lee

Does employer branding really matter?

​Our answer: Yes. Of course we would say that. But allow us to explain … Having and promoting a strong employer brand is so important when it comes to attracting great talent.Being clear about what you value as a business, can help to attract talent who are invested in your brand and mission as a company. It’s the difference between attracting applicants who are simply looking for their next career move versus those who can associate and see themselves within your company. And because you’re being totally transparent about who you are and what you can offer, whether that’s flexible working, a strong corporate mission to do better or simply great training, you create engagement. You will be able to attract talent who are genuinely invested in your company. Now we don’t know about you. But the interview process is so much more fun when you’re speaking with people who are passionate about what you do and who you do it for. And nine times out of ten, this leads to hiring employees who’re great to work with and are even better at doing their jobs. Okay so it can help me get engaged and committed candidates. What else? Promoting your employer brand can also help you to stand out against the competition. Because nothing is worse than a great candidate deciding to join your competitor. Promoting all of the great things that make you unique in the market can help you to cut through the noise. Helping you to stand out against another job ad or be recognised against some of the bigger players in the market. In short, having a strong employer brand really does matter when it comes to attracting great talent. And it’s something which we take pride in offering clients who chose to work on a retained basis with us when hiring. Discover retained ​Image credit:Header: Image adapted from Photo by Jane Doan: https://www.pexels.com/photo/people-in-couch-1024248/

about 2 years ago

By Lara Lee

Should I advertise with a salary?

​​Should I advertise my job with a salary?The honest answer is yes. Historically we’ve always found that roles which advertise with a salary perform better than those who don’t. We all want to know what we’d be paid wouldn’t we? For example … + One advert for an Account Handling role received 52.9% more application starts when advertised with a salary compared to the same role without a salary.As the cost-of-living crisis applies pressure to finances, we’ve seen the attraction gap widen on roles being advertised without a salary as candidates seek roles with a pay and benefits package which meet their lifestyle and household budgets. And during a time where attracting candidates has been a bigger challenge than ever, including the salary when advertising your job is a key tool to attracting talent to your business. In an ideal world we’d love for every company to advertise their role with a salary, but we likewise understand that there can be circumstances which prevent you from doing this. If that’s the case, then we’d advise you discuss salaries earlier rather than later in the process. So whilst you don’t advertise with a salary, you can create awareness early on. This can help to avoid candidate drop out during interview and offer stages and, if working with a recruiter, allow us to discuss potential brackets during pre-screening calls.Image credit: Header: Image adapted from Photo by fauxels: https://www.pexels.com/photo/group-of-people-sitting-3184352/

over 2 years ago

By Lara Lee

Should I hire after a one stage interview?

When it comes to hiring marketers and creatives in 2022, you need to act fast … but not too fast!There’s no denying there’s a talent shortage in the market, which means we’re seeing more companies offering after a first stage interview, rather than following a traditional 2-3 stage model. After all, you’ve been waiting for someone great, you don’t want to lose them!But this could be a mistake.Have they gained a good feel for the culture of your company and what they’re going to be getting up to? Do they ‘vibe’ with your team?One stage interviews are great for speed, but often in the long term a slightly slower and more considered route, with brand engagement, can help to create greater buy in, commitment and retention post start date.Companies with positive employer brands or favourable reputations within the market can get up to 50% more applications than companies with more challenging brand positioning, increasing the odds of a successful hire and candidate investment in the process and company longer term.Brand engagement is the key to effective recruitment. But how can you ensure it?Creating brand exposure through logos and branded videos showcasing your team and culture.Putting your best foot forward with a competitive salary and benefits package informed by the market.Ensuring a positive interview experience for all parties.Having an end to end process which engages with the candidate from application to start date and beyond.That’s our retained service in a nutshell!As expert recruiters we’re here to ensure you fill your role with the right person who is committed and engaged with your brand and company vision. It can mean you may take a little longer to find ‘the one’, but having someone onboard who is fully engaged as well as being the perfect fit will benefit your team and company in the longer term.Contact our team today to find out more about how to retain us and the benefits for you​Image credit: Header: Image adapted from Photo by Edmond Dantès: https://www.pexels.com/photo/women-sitting-on-table-with-cups-of-coffee-and-laptop-4340139/

over 2 years ago

By Lara Lee

Marketers are struggling to keep up

With updates to algorithms, continually shifting consumer behaviours, and fresh platforms influencing strategies (hello TikTok), the marketing landscape is shifting at a faster pace than ever.As a result, the majority of marketers feel they’re struggling to keep up with continuing changes and are not developing their skillset to keep up with trends.With social media becoming more vital to a companies brand awareness, image and bottom line, should employers be investing more into training their marketing teams?We’d argue yes!Much like why training and development should sit at the heart of acquisition plans for attraction and retention, investing in new skillsets can only benefit a company.New skills in SEO, PPC, video and content creation to name just a few of the skills which marketers are wishing to enhance, are all marketing techniques which can help to put a company ahead of competitors in a digital landscape. It’s fairly obvious that this can lead to new business opportunities and an increase in profitability longer-term.However, this shouldn’t be a one off exercise. And investment into marketing development should be continual to ensure teams are able to stay ahead of the competition and the ever evolving marketing landscape.But we’d love to hear what your thoughts are about the current marketing landscape, what would your solution be? Feel free to share your thoughts on our LinkedIn.​Image credit: Header: Image adapted from Photo by Alex Greenfrom Pexels​​

over 2 years ago

By Lara Lee

Are you being too restrictive with culture?

As recruiters who talk about finding the perfect match, it’s pretty ironic of us to say that this person doesn’t need to be a replica of your current team.Allow us to explain.When we asked employers on LinkedIn what their biggest recruitment challenge was, 40% responded culture fit.Don’t get us wrong, having someone who gels with your team dynamic is important, but when recruiting for great talent what is it you’re really looking for?Is it someone who can fulfil a tick box list? Or is it someone who can bring innovative ideas, fresh perspectives and unique experiences?Having a team which is comprised of differing perspectives and personalities can create multiple voices which bounce off each other to inspire out of the box thinking. This could make a business more innovative in the long-run, and more competitive in the market.If you’re too restrictive in your workplace culture and who you hire, it’s likely that you put yourself at risk of hiring someone similar to the talent you already have in place. Though not always a negative, as an employer you should be asking whether you’d benefit from expanding your internal culture to include differing personalities.As part of our retained service we can help you map out talent which would be the perfect fit for your team by taking the time to listen and understand what your business needs to grow and standout in the market.For more information about how we can help your recruitment plan, feel free to reach out to a member of our team.​Image credit Header: Image adapted fromPhoto by fauxels: https://www.pexels.com/photo/group-of-people-standing-indoors-3184396/

over 2 years ago

By Lara Lee

Does one benefits package fit all?

We’ve talked a lot about benefits over the last couple of years, and boy a lot has changed here!You may have changed lots about your employee benefits package, or nothing at all, but in doing so have you considered whether its what they’re really looking for?It’s controversial to say that not everyone wants benefits like flexible working, but they don’t.Woah there! Allow us to explain ourselves.In putting together your benefits package, have you considered the individual needs of your team and the generational differences which may define them.Benefits packages aren’t always one size fits all, and it’s always wise to take into account the broad mix of generations and values which make your workforce so unique.Historical generational differences for …Baby boomers (1946 - 1964) - Have historically valued salary levels, health insurance and retirement plans.Generation X (1965 - 1980) - Have historically valued job security, a work/life balance, advancement and professional growth within a company.Millennials (1981 - 1997) - Freedom to work with autonomy and flexibility, professional growth and development within a company and paid time off.Fun fact: With millennials projected to now account for around 50% of the workforce, is your benefits package tailored to their needs?With a workforce of unique characteristics your benefits package shouldn’t be run of the mill. In putting one together it may be worth establishing what your workforce values, and would benefit from. You could ask for their thoughts individually, or to maintain anonymity, implement a survey around the office, ensuring everyone has input into what their benefits package should look like. Doing this would also enable employees to feel they’re playing a role in the way the company is run, boosting perceptions of culture and inclusivity which is bound to help internal recruitment and employee retention.​Image credit:Header: Photo by RF._.studio: https://www.pexels.com/photo/woman-writing-on-her-notebook-3059747/

over 2 years ago

By Lara Lee

How rising marketing budgets will impact recruitment

Marketing budgets are on the rise (woo!), with almost a quarter (24.1%) of companies reporting to have increased their marketing spend during the first quarter of 2022 - the highest since 2014.Despite challenges businesses continue to face around Covid and inflation, they’re positive on the whole about their future outlook. With 33.1% of surveyed companies expecting further growth to their marketing budgets during 2022/23.How does investment impact recruitment?Though increasing budgets are not always an indication that companies are looking to hire, it does show that they’re either experiencing growth, are looking to grow or may be re-focussing their marketing strategy.With this often comes a need to increase team sizes or hire people with specialist skills. But where can we expect to see some of this demand come from?EventsAfter a turbulent few years, many events are back up and running. Marketing investment has increased by 18.7% as a result, and more jobs are entering the market, with Indeed showing positive growth in positions for Events Managers and event marketing at the end of Q1 (2022).AdvertisingMain media advertising has seen the highest growth in investment, which has largely been bolstered by increases in online spending (18.6%), alongside video (9%).Consistent with the rise in e-commerce and brands shifting to a digital environment, we’ve seen a steady and gradual increase in demand for Paid Media Managers, PPC Executives and Facebook Ad Specialists to name a few, demonstrating the shift in focus to a digital landscape is influencing recruitment.Public RelationsWhilst investment into PR has only seen a marginal growth of 0.6%, we’ve seen a substantial increase in demand for PR professionals over the course of 2022 so far. This is likely due to the integration of media in the PR sector, which is making the picture surrounding PR investment unclear. For instance many agencies will focus their attention on paid media, PPC or Content Marketing, hiring people with more specialist rather than traditional skillsets to execute campaigns.​Image credit:Header: Image adapted from Photo by fauxels from Pexels: https://www.pexels.com/photo/photo-of-man-sitting-in-front-of-people-3184299/

over 2 years ago

By Lara Lee

How to avoid candidates dropping out post acceptance

You’ve found the perfect person and they’ve accepted your job offer! Job done.At least you think it is, until you get a dreaded email a week before they’re due to start or worse still, the employee doesn’t turn up on the day.Why does this happen?With nearly 60% of companies reporting having had a candidate become unresponsive after accepting a verbal offer, and 65% experiencing no-shows, the period between offer and start date is often a neglected part of recruitment.And with some skillsets more in demand than ever and a shortage of candidates in the market, the chances of your future employee being approached during their notice period remains high. And with counter-offers more present than ever, there’s a chance they may decide to stay with their current employer after all.Ensuring consistent communication helps to identify hesitancies and allows you to answer questions but more importantly, pulls the candidate into the culture of your organisation, making them feel involved and committed before they’ve even started.​How to engage between offer and start date:Keep in touch - Communication is key and continuing to engage and interact with candidates post acceptance is vital. It could be a friendly chat, an introduction to the team or sharing some knowledge about the business.Keep them in the loop - If there are some changes internally or you’ve had a particularly good month, there’s no harm in sharing this information with them whilst they’re waiting to start. If there’s a big meeting happening, you may wish to invite them too!Invite them to socials - Break the first day anxiety by introducing your new employee to the team in a more social and relaxed environment.Send a welcome package - Nothing says welcome and we’re excited to be working with you quite like some freebies! It could be branded company goods, or a simple box of snacks - the choice is yours!​Image credit:Header: Image adapted from Photo by Christina Morillo from Pexels

almost 3 years ago

By Lara Lee

What's driving candidate scarcity?

We’ve spoken a lot about the market being candidate scarce and what this means for employers, but haven’t really touched on the reasons why there are so few jobs seekers in the market.How many job seekers are in the market vs jobs?There’s no denying that huge levels of growth, spurred on by Covid recovery, have led to an increase in vacancies. Whether it’s to backfill old positions or cope with an increase in demand, growth pretty much always equals new jobs.At its peek in January 2022 the growth ratio of jobs to job seekers within 25 miles of Birmingham sat at 1.55 vs 0.73. For the same period in Manchester it was 1.42 jobs to 0.74 job seekers compared to the week previously.Putting our data hats aside, its pretty obvious that the growth in jobs is outweighing the volume of new job seekers entering the market.​Why is job seeker growth slower?Though Brexit has had a shockwave impact on the recruitment of some skillsets, it hasn’t impacted marketing, digital and creative recruitment nearly as much. So what’s happening?A lot of movement in 2020/21In 2020/21 we saw a lot of movement in the market as employees sought new jobs after being made redundant or had their hours or salaries reduced.Many of these individuals may have been forced into the job market sooner than they had planned, and have since become comfortable and happy with their newest employer. Meaning they’re unlikely to re-enter the market for some time to come.Feeling committedDriven by talent shortages and longer times to recruit, many employers are adopting a talent retention strategy, ensuring their employees are happier for longer.In 2022 alone, many businesses committed to retaining hybrid working post Covid, and are likely to increase wages as part of their talent retention and attraction strategy.In the event that an unhappy worker finds a new job, we’re also starting to see more counter offers with promotions, salary and package increases being offered to those trying to hand their notice in meaning even the most committed of job seekers are likely to be swayed to stay.Skills shortages​Thanks to digital transformations and a shifting of priorities towards a digital first approach, we’re seeing more businesses recruiting for digital skills than before.It’s likely these businesses are facing challenges around the digital skills shortage as training and development in these sectors has not been increasing proportionally in line with demand.This is impacting the recruitment of developers, digital designers, and specialist marketing skillsets such as PPC, SEO and CRM.Fancy a deeper dive?Our ‘Recruitment in 2022’ report takes a deeper dive into the current talent landscape and how it may impact your recruitment plans.​​Image credit:Header: Image adapted from Photo by Paula Schmidt from Pexels

almost 3 years ago

By Lara Lee

Should I include a video in my CV?

Should I make my CV standout more by including a video?As the world of virtual recruitment looks set to stay in some form, it’s only normal that we start to see shifts in the ways applications are made. The latest trend? Including a video, either within a CV or cover letter.In fact 60% of job seekers believe a recorded video could be the next version of the cover letter.But should I be adapting my applications today?According to LinkedIn, 79% of hiring managers believe that video has become a more important part of the hiring process, which allows them to vet candidates. Allowing them to not only determine skill fit, but the all important cultural match too.From a hiring perspective it can help to make your application stand out in a cluttered market and could be useful to those facing high competition for jobs, such as graduates.What our team say“I think videos are a lot more engaging than cover letters. I would prefer to see a video than a covering letter, personally.” - Steve. “I agree with Steve that they are more engaging but cover letters also showcase writing skills, which are important in roles such as PR. I think it’s likely that companies may like a video intro to work in tandem with a cover letter”. - Julia.The key takeaway?As we’re still transitioning into the digital age it’s important to not forget the basic elements such as CV’s, cover letters and portfolios. But including a video, should you feel comfortable in front of a camera, could be a useful way to standout in the market if you’re looking to invest more time into your job search.Image credit:Header image: Image adapted from Photo by cottonbrofrom Pexels

almost 3 years ago

By Lara Lee

The 4 biggest mistakes made when job searching

Mistakes are bound to happen when job searching. From forgetting to attach a document to accidentally cc’ing someone in an email, we’ve pretty much all been there.Though an honest mistake is easy to forgive, sometimes we come across errors which can be considered a red flag by employers, damaging your job seeking prospects.Mistake #1 - Applying for jobs without fully reading the advert.Assuming every job offers remote/hybrid working or is suitable for you based on title alone is a sure fire way to add volume to your job applications, but opens the door to more rejections.Job adverts don’t just exist to tell an applicant what their day to day will be, they’re there to ensure the right message about culture and benefits are advertised too. This ensures businesses are getting the right person for them.By applying to everything and anything without reading the advert, you’re likely to waste not only your own time, but an employers too.Mistake #2 - Pitching yourself too highWe’re all for job seekers getting the salary they deserve, but sometimes we come across people whose expectations don’t match what the market is offering.The main culprit for this are job seekers not doing the correct research about elements like average market salaries and holiday allowances. Though currently the market is candidate driven and some employers are offering higher than average salaries to secure the right talent, out pricing yourself in the market is still a big red flag to employers.*A helping hand - Our salary surveys are a handy tool for finding out what the average salaries are in your area.​Mistake #3 - CV errorsSpelling mistakes are one of the most common errors on CVs, but many employers are willing to let the odd typo go in favour of a great skillset - just don’t make too many mistakes!The biggest issue is when dates are incorrect, making it hard for employers to gauge your experience, and not including any contact details on your CV!If you’ve sent a CV via email this may be less of an issue, but if you applied through an online portal sometimes your contact details aren’t requested. If you’re guilty of not including your contact details on your CV, this may mean there could be a few people who thought you were perfect for a job but didn’t know how to get in touch with you.Mistake #4 - Not tailoring your CV or cover letterTailoring your CV and cover letter shows to employers that you’ve taken the time to read the job advertisement, and have ensured your CV meets what they’re looking for. Doing this makes you stand out from those applicants who sent over a generic CV and makes you appear eager and interested in the role.Not doing this … has the inverse effect and can make you look weaker in comparison to competitive applicants, despite you being a perfect fit.​Image credit:Header: Image adapted from photo by RODNAE Productionsfrom Pexels

about 3 years ago

By Lara Lee

5 ways you can keep applicants engaged

With the big day fast approaching, December is historically a difficult month in recruitment as candidates turn their attention towards festivities. With job seekers more likely to drop out of process during December, it’s important that businesses do all they can to retain and keep applicants engaged in the recruitment process.5 ways you can keep applicants engaged​1- CommunicateAn applicant’s biggest criticism whenever they drop out of a process is that they weren’t communicated with enough.Leaving long periods between communication sends red flags to the candidate, especially when they’re interviewing with other companies. This can lead to them questioning their interest in a role, and pulling out of the process entirely if it’s been too long since they’ve had contact.We’re not saying that hiring businesses need to keep them in the loop at every second of the day, but communicating when they expect interviews to take place or acknowledge receipt of an application, it can go a long way to making candidates feel valued and engaged with the recruitment process.​2 -Avoid lengthy interview processes​A lengthy interview process, especially for more junior level roles, can not only reduce an applicants interest but also leaves them open for a competitive offer with a company who’s hiring faster.We normally advise businesses against doing anything more than a 2 stage interview process if they’re looking to contain the recruitment strategy within an efficient timeframe.​3 - Promote your cultureMore candidates than ever are dropping out of interviews because they’ve either heard about a company’s negative reputation or have been attracted to a company with a strong employer brand.The internet is both a best friend and foe here.And having positive employee reviews, a strong social media campaign which highlights your employer brand and culture can help massively when it comes to applicant attraction and retention.We’ve also written about the impact and solution to having a negative employer brand online, if you’re interested in another article of ours.4 - Be transparentThere’s nothing worse than when applicants get to interview and discover either the salary doesn’t meet their expectations, the job isn’t what’s been advertised or benefits such as working from home have changed since they applied.Being transparent about what is being offered from step 1, the job advert, is just as important for setting expectations around a role as the interview. Failing to ensure this can result in applicants dropping out during early interview stages, even if the advert performed well.A couple of tips from us:Be clear about salary - Jobs which advertise a bracket historically get more applications than those who don’t.Offering working from home/flexible working benefits - be 100% clear on what is being offered and try not to change the plan before interview.Outline basic responsibilities of the role in a few bullet points - a never ending list can detract attention and open the path for confusion.Outline expectations around what skills a person will need to be successful within the business.5- Show commitmentBy following the above candidates will get a strong impression that businesses are committed to the hiring process, and will then gain the trust in a company which is necessary to having an offer accepted.

about 3 years ago

By Lara Lee

What's the best CV you've ever received?

​What’s the best CV you’ve ever received we were asked by a member of the Pitch community (hi if you’re reading by the way). And it got us thinking. We could offer you all of the CV advice and tips in the world. But what really grabs our attention? Our team gave us their answers. “I received a CV from a Marketing Director which was particularly impressive. His motivators were clear, he had longevity throughout his career and his achievements across his roles were tangible - the reason the CV was so good (for me personally) is because there wasn't much room for confusion.” - Steve“A CV that when you look at it and read it, you get a perfect sense of who that candidate is, their skills AND personality. It doesn’t need a photo or fancy formatting, but will have a little something different to it. It is organised, easy to read and has a splash of personal flair to set it apart.”- JuliaWhat makes a CV great doesn’t require you to be Shakespeare or a graphic design whizz. Though being persuasive and sometimes creative with your CV can help to catch our eye, ultimately it is how clear you are which makes it stand out. A few tips for creating a clear and concise CV: + Avoid lengthy sentences - be direct and to the point. + Focus on the core elements of your job - we don’t need every detail. + Tell us how you made an impact - use stats if you have them to hand. + Organise it clearly - Have your experience at the top, and keep it separate from other elements like skills and hobbies. + Give us a mini intro to who you are and what you’re looking for - make it short but sweet. ​Image credit: Header: Image adapted from Photo by PNW Productionfrom Pexels

about 3 years ago

By Lara Lee

Is the UK manufacturing sector outdated?

Is the manufacturing sector outdated? Prior to the pandemic we probably would have had a difficult time answering this question. However following the disturbances caused by lockdowns and the ‘pingdemic’ it is becoming increasingly clear that the UK manufacturing industry is behind in one thing. Digital transformations. As sectors as far reaching as property and professional services have either started or been in the process of adopting digital solutions and technologies for some time, manufacturing businesses have lagged behind. When we’re talking about digital transformations we don’t just mean cloud based computing platforms, we mean technologies which make the industry more efficient monetarily and enable more flexibility throughout the manufacturing process. But it’s not just about implementing another piece of technology and hoping the magical efficiency fairy will improve things - if only we all had access to one of those! It’s about ensuring a workforce is in place who can champion change. If the manufacturing sector is looking to modernise through a digital transformation, then people need to be at the heart of it. They’re going to want people who are capable of leading and managing change processes alongside those who are technically adept with skills in programming, development and simulation modelling. But with manufacturing businesses struggling to recruit and the skills shortage impeding the volume of digitally progressive talent in the market, is manufacturing really outdated when access to talent is limited? We’d love to hear your thoughts on this in our poll.​Image credit: Header: Image adapted from Photo by Kateryna Babaieva from Pexels

about 3 years ago

By Lara Lee

Midlands Manufacturing - What to expect in Q4

With output falling by -1.67% at the start of 2021, its fair to say the manufacturing industry didn’t get off to a strong start in 2021. But oh how the tables have turned over the last few months.Manufacturing in the West MidlandsThe manufacturing industry in the West Midlands continues to go from strength to strength, with production output projected to increase by 54% over the first 3 months of Q4. As a result, investment and employment continue to grow, with a projected 40% increase to employment on the horizon.Recruitment remains a challengeContinued manufacturing growth across the West Midlands is reliant on many factors, including supply chain efficacy, with another being access to talent.With 70% of businesses struggling to find staff, access to skilled professionals is one of the biggest concerns for UK employers today.Recruitment primarily remains an issue across the manufacturing sector due to a variety of factors, from Brexit to Covid. But when it comes to recruiting for marketing and comms professionals, it’s the image problem which is the biggest sticking point.We recently wrote a blog which addresses the image issue in manufacturing and recruiting. But to cut a long story short, having a strong employer brand is key. We’re not talking about having a fancy workspace with aesthetic features (though that can help!), it’s about advertising company benefits and culture in a way which is different from competitors and makes prospective applications truly believe it’s a great place to work.PsstHey there! If you’re thinking of recruiting for your manufacturing business then Lara is your go to Pitch person. Never shy of a challenge, Lara has a reputation for creating a recruitment experience which is honest and consultative.​​Image creditHeader: Image adapted from Photo by Pixabay from Pexels

about 3 years ago

By Lara Lee

Why manufacturing and engineering companies struggle to recruit

Manufacturing and engineering companies often have a slightly harder time recruiting than other companies we work alongside. Nine times out of ten this is because they’re not the shiny attractive consumer brands or agencies (sorry to put that out there in the intro), but that doesn’t mean they shouldn’t be entitled to accessing the very best talent in the market. People often have the perception that working within an B2B company can be slow moving, they could be sat in a dark factory with a benefits package for the dark ages and limited long-term career prospects. But this is often an external perception and in reality, many manufacturing and engineering businesses have great packages on offer - some of the recent companies we’ve worked in partnership with have updated their packages to offer remote and flexible working alongside extended holidays and other attractive perks! For some, with the help of external funding, personal development packages are on offer too. So why do they struggle to recruit? Because they don’t advertise these benefits enough! In today’s competitive market, getting your employer brand seen is vital. And advertising these perks, not just in the job description, but across social media, websites and printed collateral is key to breaking through these perception barriers.But we know not every manufacturing and engineering company has their own marketing team, or feels 100% comfortable with how they can do this, and this is where reaching out to a recruiter can help. We’re not turning all salesy on you we promise. But a good recruiter should be able to advise businesses how they can take all of the amazing things they have to offer and promote it to the talent market to ensure they’re attracting the very best talent. This is where we do turn up the sales message. Because we believe an attractive employer brand is central to attracting fantastic talent, we’ve made this part of our service offering. So if you happen to be struggling to recruit and feel you need to elevate your message in the market, feel free to reach out to our dedicated manufacturing and engineering consultant Lara. She’s pretty cool and a lovely person to boot. ​Image creditHeader: Image adapted from Photo by Kateryna Babaieva from Pexels

over 3 years ago

By Lara Lee

Why your job advert isn’t getting applications

​It’s easy to get frustrated when your job advertisement isn’t getting any or good quality applications, but in todays environment this is an extremely common issue which many of our clients have been facing. You don’t need us to tell you that the job market is extremely competitive right now. As businesses are recovering, growing and looking to expand their teams, employees are either resigning from their professions and making career changes or are staying committed to their current employer who has treated them well throughout Covid. To cut a long story short, there are less job seekers in the market which means they’re going to be selective about which jobs they apply for. Meaning the metaphorical ball is in your court for making your role appeal to them. Why hasn’t my job advert received applications? It’s vague or too long. Job seekers are highly intuitive. If your advert is vague about what they’re likely to be responsible for, the expectations of them and their daily responsibilities then they’re not getting a clear insight into the role on offer.This leaves an advert open to the interpretation that you’re not entirely sure what or who you’re looking for which can be an off-putting factor for job seekers who know exactly what they want in the market. This is also likely to happen when an advert is too long and can equally give the impression that you’re likely to expect too much of a prospective employee. You have a poor company reputation.Job seekers enjoy doing a little digging into hiring companies when applying for jobs. They’re normally on the lookout for something about your company culture and values to ascertain whether they can associate with what you’re offering and determine if they would enjoy working in that environment. With this in mind it’s always wise to keep on top of how people view your employer brand, as negative Google and Glassdoor reviews can all deter prospective applicants, especially if you boast a positive work environment within the advert. Tip from us: If you do have negative reviews online, always try to address them in a positive way. Offering an opportunity to discuss where you’ve gone wrong or how you’ve improved on a previous mistake in response can help to alleviate concerns. You don’t list many benefits. In an age where applicants are placing a higher value on the benefits package which companies offer, staying ahead of the game is important. One in two workers admit they’d be willing to sacrifice part of their salary for a more enhanced benefits package. With 44% of employees now wanting some form of hybrid working and training and personal development opportunities increasing in popularity, simply putting a salary on a job advertisement is no longer going to make the cut when it comes to attracting the very best applicants. We could probably talk all day about why your job advert may not be receiving the applications you want, so if the above hasn’t given you the insight you require, we’re pretty confident one of our team would be able to help you. Image credit: Header: Image adapted from photo by Michael Burrowsfrom Pexels

over 3 years ago

By Lara Lee

How long do employees stay in a job?

It’s undeniable that worker behaviours and expectations of employers have shifted over the past 18 months, resulting in many leaving or changing jobs in what has been dubbed ‘The Great Resignation’. A surveyed collection of global workers by Microsoft found that 41% were considering either quitting or changing professions this year and with labour shortages causing recruitment woes a focus on talent retention should be an important strategy for business owners. How long do employees stay in a job?How long employees stay in a job can be influenced by anything from age and desire for career progression to how well they feel they’re treated by a company and factors outside of their control such as redundancy. But to give you an idea of how things are currently looking, we did some digging into the average tenure periods over the last 6-12 months across some of our disciplines. Marketing Executive - 1.6 years Marketing Manager - 2.2 years Account Manager - 2.3 years Business Development Manager - 1.8 years SEO Executive - 1.5 yearsGraphic Designer - 1.4 years Web Developer 1.5 yearsHow to retain employeesWith the average tenure period just 1.7 years in the above examples, it is important that companies place a focus on how they can retain and engage with talent from day 1. Retaining employees is essential for time and financial saving in recruitment and training to backfill, but also helps to foster a stronger organisational culture as bonds are maintained, teamwork becomes easier, and some believe that service levels increase thanks to happier employees. Our advice61% of job seekers select to work with companies who match their values and personal beliefs.Take a look at your company values and consider how this could be extended to your employees. It could take the form of Wellness incentives, space to gather and play, gym memberships, regular team check-ins. What ever fits your vibe, do it. 47% of job seekers want a job that better fits their lifestyle.We’re all talking a lot about working from home when it comes to recruiting in today’s environment, but have you considered giving them the freedom to control their working hours around their life rather than the other way round. This isn’t just about starting and finishing earlier, it’s picking the kids up from school, attending a gym class, visiting a relative, the list is endless. If you’re looking for more insight and advice about today’s recruitment landscape, you can take a peak at what we’re writing, give us a follow, or have a friendly conversation with us - we’re pretty open.

over 3 years ago

By Lara Lee

Is the manufacturing industry really tech averse?

Some job seekers are often put off applying to manufacturing businesses, because they think the industry holds a reputation for being technologically adverse and unfavourable towards change and innovation.This couldn’t be further from the truth.In fact the manufacturing industry is renowned for its early adoption of new technologies which help to speed up logistics and supply chains. A trait which saw many in the industry succeed throughout 2020.As manufacturing businesses look forwards, many are turning to cloud technology, AI and the internet of things, to ensure they’re as agile as possible in the future.The agility crafted through digital transformations means that manufacturing businesses are also able to maximise performance in other areas of their business with the prospect of decreasing operational costs, improving customer satisfaction and increasing revenue on the cards.The people elementThe manufacturing industry may not be as tech adverse as originally considered, but it’s the people at the heart of a digital transformation which make it work.​​​Having the right skills within an organisation can make or break the success rate of a digital transformation, however some manufacturing businesses may struggle to attract talent due to industry perceptions. If this is the case for you, then it may be worth speaking with Lara about how you can enhance your employer brand and utilise your early adopter status to your advantage.​​​Image credit: Header: Image adapted from Photo by Pixabay from Pexels

over 3 years ago

By Lara Lee

3 weeks at Pitch: What I’ve seen

If you didn’t hear, I joined Pitch 3 weeks ago! And though it’s been a learning curve getting used to all the new tech (darn Mac’s!), I have loved getting to know my new team and speaking with some of our fantastic clients and candidates. Though the past few weeks have been a rush, I have seen some exciting developments in the in-house market which you may like to know. Generalist demand increasing Who said the generalist was dead? In recent weeks, I’ve seen demand for the marketing generalist increase as businesses, especially within the SME space, seek to expand their investment into integrated marketing channels to drive leads and commercial ROI. Candidate shortage The issue that just won’t go away! Yet some still believe the market is awash with talent following Covid. This is definitely not the case, with most skillsets being in high demand as businesses seek to upscale and job seeker confidence remains low following 2020. My biggest tip to clients looking to hire today, is to act fast. Don’t spend a week sitting on a perfect CV, when you could be at risk of losing them to a competitor! We’ve seen the average time to hire decrease significantly over recent months, as hiring companies adjust to the challenging climate where candidates are likely to be in multiple processes at once and are being increasingly selective about which companies they interview with. Because of this it is also important that hiring companies engage effectively with applicants throughout the process, and my colleague Heidi, talks about how you can do this in her latest videos. The benefits package There is more emphasis on the softer benefits and continued professional development opportunities when candidates are looking to move on. Of course salary remains important but since Covid, people are looking for ways they can improve themselves and their lifestyle, making elements like training, funding courses, pension contributions, holidays and (of course) flexible working more appealing.