Posts Tagged ‘job market’

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10 great reasons to work in Recruitment

Tuesday, May 14th, 2013

 

This week we asked the team to give us their top reasons to work in recruitment .  We managed to rustle up 10 top  reasons to work in our industry.

These are not listed in order of popularity although the top three answers were 1, 3 and 10.

Here goes…..

 

1. It’s great to be part of the process in helping candidates find their dream job and make that placement.

2. The commission! Being rewarded  for the work you do. It is hard work, the hours can be long and it can be frustrating at times.

Nothing beats the thrill of placing a candidate in a job they wanted, the client is happy they have secured their services and you have earned commission from it.

3. The opportunity to build strong working relationships with clients and candidates.

4. The variety of jobs and people you meet and the chance to mix with different nationalities and cultures.

5. The fact that everyday is different and you are always learning from your clients, candidates and the market as a whole.

6. The dynamic, fast pace atmosphere when things are busy and everyone is on the phone.

7. Working with dynamic likeminded people.

8. The chance to make a difference.

9. The opportunity to work with some really exciting brands, learn about their sector and help them become even better by finding them fantastic people for their roles.

10. The responsibility  the role offers with the chance to manage your own desk and clients and have a real sense of ownership of the work you do.  What you put in you get out.

 

Salary changes in the Broadcast landscape

Monday, April 29th, 2013

 Salary changes in the Broadcast Landscape  by Tracey Newton

A recent review of pay structure within the TV industry over the past 2 years, showed a steady increase in salaries for operational roles, particularly for Presentation Schedulers.

The demand for skilled schedulers has increased  as people who have worked as schedulers move onto programming planning or another area within TV after a few years. 

The more senior roles in presentation are generally recruited internally, as there are always people ready to move up the career ladder, which means channels are always looking to recruit at the more junior/middle levels.

University degrees now include modules on scheduling in TV so people are now able to learn about this role rather than having to rely on finding out about it through practical work experience.

More and more people have got into scheduling now, and as a result competition for work in this area is stronger. There has also been a remarkable increase in demand for language skills in scheduling – where the communication between local offices and the presentation teams are so important.  This is great for all multilingual schedulers  as having both language skills and presentation scheduling experience means you are very attractive to many of the international broadcasters.

Salaries have also risen over the last 2 years , the average salary now for an experience Scheduler is now £27,000-£28,000, whereas 24 months ago it was around the £25,000- £26,000 mark.

Post Production roles have stayed fairly static, with maybe a slight downturn in salaries – because the Post Houses and Agencies are all in tight competition and the demand for talent is generally based on winning new projects. Salary ranges have been fairly consistent

e.g. Post Producers  are paid between  £30,000 -£35,000 , Editors £40,000, Reversioning Producers  £30,000 – £35,000, MCR £21,000 – £23,000

We have, however, seen an increase in freelancer rates particular for Editors and Post Producers, as these are always in demand and range between – £200-£250 per day for an Editor and £200 – £250 per day for a Post Producer.  

Broadcast Salaries in general have not hugely changed, however the reduction in number of job roles has. This is because most of the bigger multi-channels are struggling to get authorisation for new head count and their recruitment is focussed on replacement roles to cover leavers/secondments or mat covers etc .  In addition many major TV networks have restructured and relocated some departments to local countries which has also had an added impact on the availability of roles in London.

Because of the downturn in permanent roles available we have seen a 25% increase in the number of Fixed term contracts on offer. As a result organisations have to be able to offer more flexibility/attractive salaries in some cases, to entice candidates to take the plunge and move from permanent work  to fixed term roles. In most cases, candidates are open to consider this change, provided the opportunity is good and career development is offered.

Career progression with languages

Friday, April 19th, 2013

This week Samantha Judd, Director of the Multilingual & Corporate Services team talks about languages and job opportunities. 

 

Today more of the world’s population is bilingual or multilingual than monolingual, and research in 2012 has confirmed that if you do speak more than one language, you are likely to be smarter than your monolingual counterpart.   Research showed that bilingualism helps develop the attention span and task switching functionality and thus linguists are afforded flexibility of thought and the ability to cope with change; both huge advantages in the work landscape of 2013.  Cognitive benefits have been identified in young children as their ability to adapt to change affords them greater confidence and security,  and in older people evidence shows a less rapid decline in cognitive functions during ageing.

Multilingualism and multiculturalism naturally enhances individuals opportunities in the work place.  Not only are they likely to be smarter, more confident and resilient to change,  the globalised nature of work is clear for all to see.   The evidence presents itself to us daily through the brands and logos which appear in all corners of the world and confirm that we are all consumers regardless of geography, language and culture.

Multi-national organisations invest significant amounts into localising their products and marketing messages to engage local markets both linguistically and culturally.  Additionally, the rise of social media is significant to brand capital and communication of brand values; linguists are in demand to ensure the Anglophone focussed business communication does not misinterpret, insult or ridicule the product or service locally.   Localised digital content should not only be linguistically accurate but culturally “in & of the moment” and the value of this should not be underestimated.

Korn Ferry research from a poll conducted by 12,500 visitors to their website suggested that bilingualism is already a significant hiring factor in senior roles with this demand expected to continue to increase.

At boycerecruitment we believe that the difference to our candidate’s opportunities of multilingualism is shown in later career rather than in the early days. Multilingualism will advantage you against your co- workers as the cognitive, personality and social benefits allow you to progress; you become more promotable and hence increase your earning potential.

Do multilingual individuals earn more money ?   As far as I am aware no specific research has been conducted in the UK on this, however an article in NY Times in 2012 suggested that the advantages to human capital gained from multilingualism would enable greater opportunities for career advancement.  This coupled with the cognitive benefits would allow individuals a greater amount of time to continue to work at reach the top level and thus enable more income producing years.

I am not bilingual but I would like to be.  Working in multilingual recruitment for over 20 years has allowed me to clearly see and track the benefits that have been presented to my colleagues, candidates and clients.  My advice to anyone looking for work with languages is to focus on the actual content of the job role and ensure that it is something that would challenge you regardless of how much language use there is initially.  I do however stress to candidates that multilingualism should be cherished and that it will pay dividends in later career.  There is always a chance to  promote your linguistic ability by communicating socially with colleagues & friends, offering help on global projects wherever needed or liaising with overseas offices.   It is never too late to start, so if speaking another language has always been a dream go for it; the health, career and social benefits will be an investment that you will not regret.

Preparing a Cover Letter

Tuesday, February 12th, 2013

 

Preparing a cover letter for a job application requires a lot of thought and can more than often be the ticket to a successful job application.

By now you should  have your cv ready with a very clear and impactful profile. The next stage is to write a cover letter which allows you to show your DNA and match your skills and background to the requirements of the role you are applying to. It should be concise, clear and the words you to choose to describe yourself should be relevant.

We’ve been recruiting for  some amazing clients within the broadcast / tv industry, within media and marketing consultancies, market research, insight, analysis, for international organizations and professional services firms including investment banks.  One thing that our clients tell us is that the London job market is extremely competitive and a good cover letter brings your profile to life. This might be the last opportunity to secure that interview and make your application stand out from the crowd.

A cover letter should explain the reasons for applying to the job, and explain the current circumstances which have led you to apply for a new role. Relevant work experience, for example working with a specific industry sector, or working on a certain type of project, should be discussed, including any particular achievements and successes.

In addition, the cover letter should explain any anomalies, any major gaps or even a change in career direction, and in the latter circumstance there should be evidence to explain the reasons for this change and the attraction to the new career.

This is also an opportunity to show what you know about the client, the industry, the job and to highlight why you feel you match the client perfectly, what you could bring to the table and why you would be a successful hire for their business.  

Your recruitment consultant should be able to help you with this, and explain to you what is most important and relevant to your job search. Sometimes this isn’t always clear and from experience, if we are not sure about a candidates commitment at boyce, we will ask them to make a note of why they are specifically interested in that sector and how they match the requirements. This is also a good prep for interview as it is always best to consider all of the above when applying for a new job.

Good luck !   

Why temping in a support role can be fun

Tuesday, August 21st, 2012

The broad selection of jobs in London on the support, admin and secretarial side means that as a skilled temp you could gain exposure to a broad array of industries and companies.

Temporary assignments in London can cover working remotely, helping out in a small start up business to landing a high profile role within a Blue chip  company and supporting Executives who make key business decisions.

Very experienced Temporary Executive Assistants, for example,  are often privy to confidential high profile situations which even many of the internal employees are not aware of. Being a temp can mean immunity from any harsh streamlining or cuts that will take place across the business. It can also mean less stress than a permanent employee would have, with the knowledge that you can hang your hat up with short notice if you feel you have had enough .

On the plus side, you get the chance to mix with different people, learn about how businesses work, and also trial different careers before deciding whether you want to settle into something similar on a permanent basis. 

You can also have the chance to try out diofferent characters,  and act as the person you want to be rather than just be yourself.  This is probably why some of the ebst temps we have ahd have been trained actors looking to supplement their salaries in between performances.

Temping can also be demanding, as sometimes the expectations are such that, without the induction and training that you would receive if you were a permanent member of staff, you are expected to perform to the same level or even better than  a permanent employee. You may have no time to receive a proper handover if you are covering illness or sudden leave of absence and so feel thrown in the deep end. It can still be fun though, as many people love the thrill of this kind of challenge and enjoy showing off their ability to do a tremendous job and at the end of the day you don’t have to take your work home with you.

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