(View Marketing Recruitment Review and Salary Survey 2016 as a downloadable PDF here)
The past year has been an exciting, busy and successful one for Brand Recruitment. In our tenth birthday year we have undergone a period of significant growth; we launched a company rebrand at the beginning of the year, and have continued to grow and develop our lively and motivated team.
The cherry on top of a fantastic year for us was being recognised as a major player in what we do amongst our recruitment peers when we were crowned ‘Best Regional Agency’ at the prestigious Marketing and Digital Recruitment Awards 2015. Here is what the judges of this fantastic accolade had to say about us:
“When recruiting locally it is imperative that recruiters build tangible and credible relationships with their respective communities. Networking and relationship management, therefore, becomes the beacon of success. The winning entry to this year’s Best Regional Agency highlighted this point with a substantial proposition, supported by evidence of fabulous client retention and, consequently, superb repeat business placement figures.”
Our Marketing Recruitment Review and Salary Survey 2016 is, we feel, our best one yet! We have received more input than ever from our candidates, the employers that we work with and also various other thought leaders from the marketing community, in order to help us create a beneficial, insightful and honest review for both candidates and employers.
With the marketing recruitment market becoming so competitive, it is going to become even harder for us to source high calibre marketing candidates in 2016. This is due to the way people look for jobs changing, so we as recruiters are going to have to adapt with this and make sure we proactively keep in touch with our candidates more and keep hold of those relationships that we build.
In terms of our relationships with employers, over the past twelve months we have found that we are increasingly being selected to work with our clients on an exclusive basis, and often on a retained recruitment basis. Working in this way allows for us to perform a more comprehensive search for candidates, and gives us that time and freedom to really get to know the job brief inside out – as if it were ourselves that were the hiring manager for the position. We can also ensure that our service is 100% and we are finding the right role for the candidate, and the right candidate for the employer. We’re expecting that this trend towards exclusivity and retained fees is going to be something we’ll see a lot more of in 2016.