The return of the counter offer
In the ‘tug-of-war’ for talent, it’s a truism that good people are hard to find. But it’s equally true that good people are harder to keep hold of. As the PR world emerges from recession faster than many other sectors and competition for ‘good people’ hots up, it’s not surprising that we’ve seen the return of the ‘counter offer’.
And return it has! Four months ago, counter offers were most likely to occur between legal communications teams but with more private sector agencies winning business, the phenomenon has now spread across the board to include corporate PR, particularly in the financial services sector.
We’re not just talking counter offers between a current employer (understandably wanting to retain talented staff they’ve trained and invested in) and another potential employer, but bidding wars between three or four employers all keen to secure the best hire.
Without doubt, the main driving force behind this round of counter offers is money. Talented individuals, frustrated by the recession-enforced career inertia of the past two years are now chancing their arm at interview(s) primarily to boost their salary.
Arguably, some of the candidates we’ve seen who have ‘won big’ at counter offer are those who were genuinely underpaid. One agency candidate even doubled their salary whilst eventually staying with the original employer. Doubling salaries may be exceptional, but it’s been our candidates’ recent experience that significant pay hikes are a factor again.
However, as flattering as a counter offer is employers and candidates should proceed with caution.
National surveys of employees consistently show that of those who accept counter offers, 50 to 80% voluntarily leave their employer within six months of accepting the deal largely because of un-kept promises and the reasons other than salary why they were looking to leave haven’t gone away.
To ensure you don’t become one of those statistics, it’s worth asking yourself the following questions: “Will your loyalty be in question by remaining in the job, especially if future redundancies are likely?” “Is the counter offer just a stalling tactic to avoid short-term inconvenience or a genuine desire to progress you career?” “Will this preclude next year’s bonus?” and “Do the proposed improvements eliminate the reason you went for a new job in the first place?”
But perhaps the most important factor when considering counter offers is the longer term professional consequences. PR careers and professional reputations aren’t made in a moment, whilst a counter offer may be. Just remember that making the wrong choice could leave a potential employer with a lasting negative impression of you long after the bidding war boxing gloves have been removed.
Public sector CV’s rise by 62% post budget
The number of CV’s we’ve received from PR and Comms candidates with a public sector background has soared by a massive 62% since the emergency budget was announced, according to our latest figures.
Out of those 62%, exactly half are from candidates with an agency background, i.e. those agencies with public sector clients. Given that this time last year we received not a single CV from a public sector agency candidate, it’s clear to see where the budget cuts are beginning to bite.
The question is: where does this leave the PR / in-house communicator with a predominantly public sector background? Unemployed? Perhaps for the short term. But unemployable? We hope not. Here’s our advice.
If you’ve come from an agency with public and private sector clients and have first hand experience of servicing both, then private sector employees will be more receptive as long as you can demonstrate a proven track record of private sector successes and relevant media contacts. Bridging the two sectors will also show your adaptability and a transferable skill set, perhaps even putting you at an advantage over those with ‘pure’ private sector experience.
For those with no recent private sector PR or Comms experience, the battle to win HR hearts is undoubtedly tougher – but by no means impossible.
One of the biggest hurdles to overcome is the perception, real or imagined, that the public sector is process rather than results or profit-driven; that perhaps the pace is slower. There is a tendency, particularly during and post recession, for employers to pigeon-hole candidates into the sector they have come from. Employers are more reluctant to accept that skills and knowledge acquired in one environment are transferable and have relevance in another sector.
Being able to demonstrate that you are an ambitious self-starter, have transferable skills, and are able to apply the knowledge you’ve acquired to benefit a private sector employer is therefore imperative. Achievements that are measurable are what private sector employers will be looking for. Have you met and exceeded targets or KPI’s, for example? Having cultivated strong relationships with key media contacts is equally desirable in the private sector wish list. But most of all, particularly if going for a fast-paced, results-driven agency position, candidates must be able to show that they understand the differences between the public and private sector, what drives the market (and current market conditions) and be able to respond as immediately and as well as those with a proven private sector track record.
Changing sectors is always a challenge. In this climate of increased competition and job insecurity, where the private sector is still in recovery post-recession, being willing to consider a drop in seniority, salary or perks until you have more experience may help you appear ‘more attractive’ to a prospective employer.
Of course, there’s also another factor to consider. With top talent in short supply, employers will ALWAYS choose the ‘best hire’. Which means there are win-win opportunities for both sides; outstanding public sector candidates and open minded, flexible private sector employers.
Interview tips: How to sell yourself better
After almost 18 months of recession-induced career coma, the market is moving, particularly in PR. Financial PR, in-house Corporate Communications, Property PR and Consumer are all hiring again, with more senior positions likely to come on board in the Autumn. In Legal PR, we’re even experiencing counter offers, with pay increases of £10K being put on the table to secure the best talent. With competition hotting up (much like the weather) here’s our top ten interview tips to help you sell yourself better.
1. Prepare for the meeting. We’re not just talking about doing your homework about the role and company you’re being interviewed for, but anticipating tricky interview questions such as ‘what is your weak spot?”. By rehearsing your game plan pre-interview (why not practice in front of friends?), your interview performance will be much enhanced and you’re less likely to be floored by killer questions designed to trip you up.
2. Think of yourself as a brand – how are you going to position yourself? With so much competition for each post, how you define and project yourself, skills, dress and personality, is all important. Interviewers are more likely to remember the ‘troubleshooter with a demonstrable track record in communications success’ or the ‘team player who has increased profitability by X% over a two year period’ than the person who is unsure of what their successes actually are.
3. Talk about your input and your results, rather than hiding behind the smokescreen of ‘we’.
4. Be specific and have details/examples to hand. What are you proud of? What have you achieved? How have you contributed? Interviewers love facts, figures and statistics so they can be confident they’ve hired someone who’ll positively influence the wider company’s profitablity and bottom line.
5. Remember that there is a balance between modesty and being overly confident. You’re being interviewed for cultural fit, being part of a wider team and organisation, not world domination.
6. Be genuine. If you don’t know the answer to something, say so, perhaps turning a negative into a positive by saying “I don’t have the experience to answer that question but what I do know is….”. Honesty is always the best policy no matter how great your acting ability.
7. Be aware that social media is desired – even if you don’t do it, make sure you understand it.
8. Be mindful. An hour is usually allocated for a meeting. Refrain from telling them your life story. Instead, be succinct, to the point and use that hour to your best advantage. If you don’t, someone else will…
9. Have questions prepared – there is always something you can ask. What are the company plans for the future? What is the office culture like?. Questions are a good way of demonstrating a real interest in the business. Remember, you’re interviewing them / the company almost as much as they are interviewing you.
10. Be aware of the skills that employers are interested in now, such as new business, emerging trends or markets or digital skills. If you’re not sure of what they are – do your homework!
CV ‘identity theft’ – Do you know the law?
Think ‘identity theft’ and what comes to mind? Someone sifting through your (unshredded) financial data, intercepting snail mail or perhaps, for the more sophisticated scammer, phishing.
There’s a kind of identity theft used by so-called professional recruiters that we thought we should warn you about, candidates – and employers. It’s a practice that despite being illegal, is uncommonly, well, common.
The Conduct of Employment Agencies and Employment Businesses 2003 regulations state that a recruitment agencies MUST get confirmation from a candidate that he or she is willing to work in the position before putting his or her details forward.
However, in a recent 300-strong discussion on LinkedIn, it’s clear that this is not the case. Not only are some recruitment companies sending out CV’s without first obtaining a candidates permission (whether because they are unaware of the regulations or are choosing to ignore them), they are also claiming a fee from employers on the basis that ‘they got their first’.
So, how do you protect yourself – and stay on the right side of the law when job-hunting and recruiting?
First, ensure you are signed up with a reputable recruiter. REC (Recruitment and Employment Confederation) membership is a good indication that the recruiter subscribes to best practice. Secondly, when you’re registering with a recruiter, make they don’t ask for ‘blanket permission’ when it comes to forwarding your CV to employers. Any recruiter worth their salt should only be putting you forward for suitable job roles, and logging each time they are sent out. CV’s should be targeted for the right role, to the right employer and not sent out scattergun – something which also increases the likelihood of your being called for interview. Thirdly, ask whether they are compliant as part of their terms of business.
Employers wanting to protect their brand and ensure they get properly briefed, vetted and prepared candidates should likewise refuse to deal with non-compliant recuiters.
Simples.
Communications – the cruellest cut?
We all knew it was coming but George Osborne’s recent announcement that £1.5 billion will be lopped off consultancy costs – including communications spend – has sent a shudder through the UK’s public sector comms teams.
The Recruitment & Employment Confederation’s marketing, media and creative sector group has argued that investing in government communications is crucial in the current climate, given an already distrustful electorate.
But, in the swings and roundabouts of public sector / private sector fortunes, the position of internal communicators isn’t as precarious as one might think. “The recession has meant that in-house PR’s have had to work hard to keep employees motivated and engaged, conveying often difficult corporate messages throughout,” says Lynne Wilkins, The Works Co-Director. “Their profile will be further raised because of the need to keep employees, shareholders and customers informed about upcoming changes in policy, ” adds Lynne.
The strengthened position of internal communicators is borne out by a recent survey, which found that 68% of respondents reported that their senior executive teams are either generally supportive or active champions of the discipline, a 12% increase on this time last year.
Which can only be good news for those looking for promotion or new in-house communications positions…
Words and Pictures
What do you do to relax after a busy day meeting deadlines, liaising with journalists or putting the finishing touches on a corporate pitch? A couple of drinks after work, maybe, or, if you’re feeling particularly energetic and virtuous, down to the local gym or football pitch to work up a sweat.
No so former Brunswick and now College Hill Partner, James Hogan who, having just released his book, The Art Upstart’ (an autobiographical look at his life in PR and how his hobby, art, has become his passion) is now receiving critical acclaim for his creative talents outside the office.
With plaudits from the likes of Sir David Frost, Greg Dyke and Adam Boulton, it’s clear that James is not only an accomplished PR, but a talented artist, too. So much so that the first 28 pictures from what will be an eventual portfolio of 225 works is set to go on show in a one-man-artistic-exhibition on 7th June at Cork Street, with a proportion of the sales being donated to Great Ormond Street Hospital.
It’s also clear that in overcoming the reputedly snobbish art establishment, James is using his PR skills to great effect courtesy of a viral marketing campaign. The Art Upstart, a beautiful book in itself, also has its own website (www.theartupstart.com), Facebook and Twitter pages and is generating deserved media interest.
Anyway, can’t tell you any more because we really must get cracking on that novel, but feel free peruse this at your leisure: http://bit.ly/bxfu6e
Financial Services: If it’s worth having, it’s worth fighting for…
With the news that nearly half (47%) of chief financial officers and finance directors reporting they felt more confident at the economic prospects facing their companies in the next six months, we’re witnessing multi – job offers and great candidates being fought over in bidding wars. Financial services PR agencies are looking for talented people from junior to director level, particularly to work on asset management companies. If you’d like more information about how we can help find and fill financial services positions, please call us on 020 7559 6690 or e-mail us at:recruit@the-works.co.uk
Source: The Robert Half CFO Confidence Index. For more information, click on the link athttp://www.roberthalf.co.uk/press-room
Latest health warning strikes a bum note: take our 45 minute challenge!
At last, evidence that an hourly goss around the water cooler isn’t just good for our social skills, but our bottoms.
An editorial just published in the British Journal of Sports Medicine warns that sitting for prolonged periods – even if you also exercise regularly – could be bad for your health.
Just how bad are we talking? Well, according to research, several studies suggest that people who spend most of their days sitting are more likely to be fat, have a heart attack or even die.
Pretty bad, then.
Elin Ekblom-Bak from the Swedish School of Sport and Health Sciences says that, “after four hours of sitting, the body starts to send harmful signals,” explaining that genes regulating the amount of glucose and fat in the body start to shut down.
The health warning is supported by a study published last year which tracked more than 17,000 Canadians over approximately a twelve year period. Researchers found that people who sat more had a HIGHER DEATH RISK, independently of whether they exercised or not.
Is it just us and everybody else we know that spectacularly fails when it comes to taking a break every few hours, let alone 45 minutes? So, as self-appointed ‘arse ambassadors’ (it’s a bum job but someone’s got to do it), we have compiled our top ten butt-busters.
- A Mexican Wave. Repeat every 45 minutes.
- Grab a coffee / tea / beverage of your choice. Note: beverage must be out of reach for maximum effect.
- What goes in must come out. Take 5 and skip to the loo, my darlings.
- Do the locomotion. It didn’t do Kylie’s rear end any harm. Gold hot-pants optional.
- Don’t send your office colleague that E-mail. Get radical! Walk to their desk. Speak to them.
- Smile! OK, you don’t have to go that far.
- Lunch at desk? So 2009! Lunch breaks much more 2010. Get with it.
- Loo again, especially for those who have made drinking 2 litres of water a day their new year’s resolution. Or was that just us? Seriously, who’s got the time?!
- Water cooler moment. Think TV schedules! Think gossip! Think of your health!
- Fat genes starting to break down: is that a good or a bad thing do you think? We’d rather not take the risk. Break time!
- Laxatives. Only for the truly desperate / constipated. Not entirely beneficial to overall bottom health.
We’d love to hear any other suggestions you may have, all in the name of science of course. E-mail us at recruit@the-works.co.uk.
New year, new faces
It’s all change at The Works, with some fantastic new additions to our team.
Heading up our consumer desk will be Ami Oza, a PR professional who has clocked up over 8 years experience working on high-profile consumer accounts for agencies such as Cow PR and Frank PR.
Joining her is Paula Simmons, who will be fronting our corporate desk. Paula, a former PR Director and communications consultant has extensive agency background covering corporate comms and community investment.
“It’s a hugely exciting time in PR and Comms recruitment, particularly as we’re seeing more candidate and client activity than the preceding fifteen months. As a result, we’ve bolstered our team with staff who know the PR industry inside out, inherently understand often complex issues and can swiftly pinpoint the talent needed to plug recruitment gaps”, says Sarah.
Both Ami and Paula will be on board later this month. On behalf of all of us, we’d like to give them a big Works Welcome.
If you’d like to get in touch to find about job opportunities, please contact us on recruit@the-works.co.uk or call us on 020 7559 6690. Scroll down to ‘the jobs’ section to find out more.
400% increase in PR and Comms positions
There has been a 400% increase in the amount of new PR and communications positions available this October compared to the previous month according to our latest figures.
“It seems that market confidence has returned in quite dramatic fashion,” says Sarah Leembruggen, Managing Partner, The Works, great news for any job-hunter seeking a new position who has been biding their time for the last year and a half.
“We are handling 54% more new briefs compared to this time last year, a level which is comparable to the much more buoyant 2007 market.”
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