Stephanie Chitty

Looking forward to this webinar. There are some topics on the table that should make for an interesting discussion with Allie and Jo. Register for the Access Volcanic webinar using the link below.

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🏳‍🌈Workplace inclusion: are you as much of an LGBTQ+ ally as you think? There are plenty of things you can do in the workplace on a day-to-day basis to put allyship into action. So when it comes to the LGBTQ+ community, what do those things look like? Hannah Pearsall, Head of Wellbeing at Hays, provides a rundown of six key steps you can take towards becoming a better ally during Pride Month and beyond. Very insightful article. Keep reading below to discover the six steps you can take towards becoming a better ally 👇 #pridemonth #workplaceinclusion #hays #marketing #communications

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The future of work is here and Gen Z is rewriting the rules. This edition of Talking Talent delves into the world of early careers recruitment and offers strategies to attract, engage and retain top Gen Z talent.

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Are recruitment agencies more resilient to job shortages? We've teamed up with Hector to explore the data and strategies from over 700 recruitment agencies to determine exactly where recruiters should invest time and effort to achieve sustainable growth in the current market. The data paints a clear picture of the three key areas that will make an immediate impact and can be easily implemented. What the data told us: 1. One clear correlation that is visible month on month, year on year, is the relationship between Spec CVs (when there is no formal role available) sent and jobs created (see image). 2. Increasing placement volumes will drive up revenue, but not all placements are equal and increasing the value of each placement can have a far more significant impact on agency revenue. 3. Agencies that adopt a multi-channel strategy see 3x more permanent placements and 4x more temp & contract placements. We’ve wrapped all of the data in a 3-stage playbook, drafting in an amazing team of contributors including ☁️ Antonia Otter, Dom Taujanskas, Vincent Boeckeler, Brian Fraser, Adam Garvey, Gareth Fox and the in-house teams at Firefish Software & Hector. Explore here: https://lnkd.in/eEBTZs2w

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Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/d3Fp_2Y8 #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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📊 Industry Salary Insights: Account Executive Roles in Agencies - Poll No.1 Last week, I conducted a poll to gauge perceptions of standard industry pays for Account Executive positions within agencies, which saw 575 people vote. Here’s a summary of the findings and some insights: 🔍 Poll Results vs. Actual Data: Poll Average: £27.5k Our CRM Data Average: £28.5k Pivotal Salary Guide Average: £29k (for 0.5-1.5 years of experience) All in all, it’s encouraging to see that the perceived standard industry pay is quite aligned with actual data and our salary guide. The slight variations are within a reasonable range, indicating that clients are generally offering competitive salaries for these roles. 🎯 For Candidates: ✅ Know Your Worth: The actual average salary for Account Executive roles is higher than what many perceive. Make sure you're aware of these figures when negotiating your salary. ✅ Experience Matters: If you have between 0.5 to 1.5 years of experience, know that there are roles out there paying on average £28.5k base. ✅ Market Research: Stay updated with current market trends and salary benchmarks. Use reliable sources like salary guides to inform your decisions. 🏢 For Clients: ✅ Competitive Salaries: To attract and retain top talent, ensure your salary offerings align with or exceed industry standards. The slight underestimation by the public could mean you're potentially undershooting competitive salaries. Although, competitive salaries are good to ensure you get the best talent and and challenge, compete (hopefully coming out on top) with other agencies/companies. ✅ Transparent Communication: Share clear and competitive salary ranges in your job postings to attract well-informed candidates. ✅ Regular Reviews: Periodically review and adjust salary ranges based on market data to stay competitive and retain top talent. At Pivotal, we strive to provide accurate and up-to-date salary information to help both candidates and clients make informed decisions. If you have any questions or need further insights, feel free to reach out! 😊 Pivotal London #Recruitment #SalaryInsights #AccountExecutive #AgencyLife #CareerGrowth #PivotalInsights

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PR Recruitment has been - and always will be - a constant challenge for agencies. Although this year is feeling slightly different. Agencies are trying to balance hiring needs with an inconsistent market and slow sign-offs on new business. Talent is harder to entice to new opportunities, with job security remaining front of mind. A lot of agencies are asking, for all of the redundancies that have been made, where is the talent? They are simply getting absorbed into what is still a candidate short market. There are more jobs than talent. As highlighted in the below PRWeek UK article, investing in your employer brand has become critical to attracting and retaining talent. This includes: - Building your agency's LinkedIn presence - Contributing to industry media coverage - Evolving your benefits package to align with your agency's values - Telling your agency's story when interviewing including agency growth, agency goals, and career opportunities. Be specific about what sets you apart. Want some help attracting top PR talent? Drop me a line for recruitment packages and employer brand consultation - [email protected] Thanks for including us Eliza Wiredu. https://lnkd.in/eMkArE4G

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Join us for an exclusive webinar where we explore the latest Q4 2024 hiring trends! 📈 Dive into the details of the ManpowerGroup Employment Outlook Survey, and explore why job creation may not match up with rising employer optimism. As UK businesses grapple with new employment legislation uncertainties, we'll shed light on how to balance optimism and caution. Join us as we discuss the effect of post-election politics on workforce strategies and the steps being taken towards a more diverse and inclusive workplace. Shape your ESG strategy with us. 🔗 Register now! ➡️ https://bit.ly/4dqj17l

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📣 PLEASE RESPOND TO JOB APPLICANTS!! Just a quick plea to companies looking for people for their roles on LinkedIn or elsewhere! I ran a quick poll a week or ago, asking: When you have applied directly for a role on LinkedIn recently, not via a recruitment agency, did you receive a response from the company? This was the response from over 200 people ... ✔ Yes - 26% ⚠ No - 68% ❓ Something else - 6% I know that many people in Talent or Recruitment Manager roles have very full in-boxes, and it seems impossible to respond to every CV you receive. But … It’s a super tough job market right now, and many people are struggling to land a role. They know they are not ideal for every role, but they do need a response. At the very least, a simple automated CV acknowledgement would be fine; a more detailed response would be a bonus. Candidates see their CVs disappear into a black hole a little too often. It’s frustrating and not great for a company's corporate brand or reputation. Recruitment consultants are also far from innocent here.  We know it's tricky to respond to every CV, and sometimes end up having an on-line debate. But any response is better than no response … #CandidateExperience #EmployerBranding #EffectiveCommunication #Respect #JobSearch www.tarshandpartners.co.uk Experts in marketing, brand, digital and commercial recruitment 📧 [email protected] 📞 +44 20 3897 6676

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Latest Resourcing Leaders UK industry insight poll on Early Career hiring. TA Tech & Service Suppliers: How are your solutions making a difference here? 👇 Tag your peers and partners who are leading the charge and let’s ignite a conversation on this subject. #talentacquisition #earlycareers #talentattraction #dei #onboarding

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Hiring in the social space? Get some guidance on salaries and skillsets for the various roles. Link in the comments for our downloadable guide👇 #creativenatives

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A lovely review to finish a busy and successful week on ❤️🙏 Well done Lucy Dodgson. If you're looking to hire great B2B tech content marketers and writers, you know where to come. 📞 'I recently had the pleasure of working with Market Recruitment in securing my new job, and I can't recommend them highly enough. From start to finish, their professionalism, expertise, and dedication were evident in every interaction. The first thing that struck me was their personalised approach. Unlike some other recruitment agencies I've dealt with in the past. Lucy took the time to truly understand my skills, experience, and career aspirations. She didn't just try to fit me into any available position; instead, she listened and only put me forward for roles that were a perfect match. Lucy kept me informed at every stage of the process, providing regular updates and feedback from potential employers. This transparency gave me confidence and reassurance throughout what can often be a stressful time. Ultimately, Market Recruitment played a pivotal role in helping me secure my new job, and I couldn't be happier with the outcome. Their dedication, personalised approach, and professionalism set them apart from other recruitment agencies, and I wouldn't hesitate to recommend them to anyone seeking employment opportunities.' #testimonial #happycustomer #recruitment #b2bmarketing

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Diversity and inclusion start at recruitment. It’s not just about meeting quotas—it’s about building a team that brings varied perspectives, which in turn fuels innovation and growth. Inclusive hiring practices help create an environment where every candidate feels welcomed and valued. Here are some impactful ways to make hiring more inclusive: Language in job descriptions The words we use can either encourage a wide range of applicants or unintentionally exclude people. Reviewing language to remove jargon or unnecessary requirements can help ensure job postings are accessible to all. Diverse interview panels When candidates meet with interviewers who reflect different backgrounds and perspectives, it fosters a sense of belonging and demonstrates the company’s commitment to inclusion. Bias-free selection tools Using structured interviews and objective assessment tools can help minimize unconscious bias in the hiring process, focusing on skills and fit over personal bias. What inclusive hiring practices do you prioritize in your organization? Are there specific strategies you’ve found effective in attracting diverse talent?👇 #inclusivehiring #talentacquisition #peoplefirst #hiringpractices

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Can guarantee this will be worth a watch. Not much changes as fast as the world of marketing. Here's your mid-year review of what's hot, what's not and planning for business success beyond 2024. #recruitmentmarketing #marketingai #marketingstrategy

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How can it be October already? 😳Autumn is in full force… and I quite like the change of seasons! 🍁 🍂 At this time of year it’s common to reflect on your employment and what you want from your role and career in the future. Maybe a new environment, or is it better work life balance that you need, or just a fresh challenge? 🆕 If you are considering a change in direction, or would like some career advice, please reach out for a confidential discussion. #careerplanning #recruitmentpartner #marketingjobs #communicationjobs #edinburghjobs

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I read a post yesterday about how recruiters sometimes want people to go to an interview or go for a role as it impacts their KPI's and quota. Having worked both for agencies and now my own business, I wouldn't say that it's the norm, but it is something I have witnessed working for bigger businesses where the consultants have targets set by the business. One thing I can promise about working with someone who owns the business they work for/an independent recruiter, is that the only thing we genuinely care about is our reputation and maintaining good relationships. I have no business KPI's to hit. Of course revenue counts, but it's me personally replacing you if the opportunity I have introduced you for doesn't work out or if the candidate I have hired for you is a bad fit, so it's in my interest to make sure it's right all round. We may be smaller, but I promise you that values and ethics are way more important to us, and we will go above and beyond with regard to service because it's our name personally on the line.

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