The September Search

It’s coming into the busiest time in recruitment and if you have been keeping an eye on the market you will have noticed the number of jobs advertised is increasing! In creative agency world pitches have been won, budgets have been signed off and the work must be produced…so the resourcing can begin!

Now is the time to have a look at your current role, reflect on the past 12-months and decide if you are ready to make a change. Things to consider during this reflection stage include, career progression, goals achieved to date, general engagement in the role, work-life balance, salary, mentorship and tenure.

If you decide you are open to new opportunities, this is the time to start preparing so you can confidently approach your job search, sure of what you’re looking for and how you plan to present yourself.

Remember, when beginning the job search there are a couple of initial housekeeping rules… make sure your CV is up to date, and that it also reflects the information on your LinkedIn profile (more on this on the iknowho blog).

Proactive job searching: Through reflection of your experiences to date and identifying where your core skills lie VS. the areas you want to grow into, you should be able to visualise the style of role you are looking for next in terms of title, sector, company culture and scope of work. Using this information, start researching companies who align with your ideals and search to see if they have roles advertised – if there are no roles advertised ask for an introduction via a friend or trusted industry recruiter.

Live role searching: If you are wanting to apply for advertised roles, which is typically the fastest way to jump into a new role, make sure you are staying true to your “ideal next role requirements” and don’t just apply for anything that looks ok!

The best platforms for creative agency roles (and where iknowho shares live roles) include; Linkedin, Seek, Mumbrella, Pedestrian & Indeed. These sites tend to have the most relevant, and largest volume of creative agency roles. When searching on these platforms, be specific with your criteria to ensure you are keeping your search focused. Don’t be afraid to experiment with “key search words” either, as they can help pull up niche roles of interest to you, examples of keyword searches are digital, experiential, start-up, design, branding, content or CX. These search terms will help distinguish the style of agency the available roles are with.

When applying for roles online, ensure you tailor your CV and Cover Letter to each specific role. For opportunities you’re really keen on, don’t forget to follow up with a call within 24 hours if you haven’t heard back! If you find you’re not getting any response after a week then I would talk to your preferred recruiter to check your CV is effective and that you’re applying for the right kind of roles for your level and skillset.

Your preferred recruiter is always great to consult early on in your job search. Whilst you can keep your own personal search going, your recruiter will be able to give you insights including market insights, salary advice, interview tips and training, as well as keeping you in the loop with other relevant opportunities from their network which may be suitable for you.

If you have any further questions on how to approach your job search, iknowho is always happy to help. Get in touch for a confidential chat.

Happy job hunting!

< Older Post Newer Post >

Sunny days ahead!

By Kristina Gerdov • 11 Apr, 2024

When 72andSunny asked us to help them recruit a new Client Services Director to spearhead their next stage of growth, iknowho Lead Talent Partner Sheryn Small got to doing what she does best.

Top Tips for Successful Onboarding

By Kahli Fenn • 27 Mar, 2024

Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression. So let us help you stand out and set your employee up for success! Onboarding starts before the start date Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to shine! 1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control. Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead. 1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters. Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up. 2. The first day Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this. Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression. Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go. 3. Employee retention How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style. It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6. In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track. We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company. As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.

the word freelance is written in scrabble tiles next to a keyboard

Could a freelancer be the gift your team needs?

By Christine Gilbert • 29 Nov, 2023

At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.