John Lewis recently broke the television and melted hearts with its latest advert screened during a break in the Great British Bake Off, with viewers rushing to Twitter to react. One said: “An hour behind everyone on catchup but WOW! Paid more attention to the advert than I have been to #GBBO”, while another stated: “John Lewis are pretty much peaking on the ad front right now…what on earth are they gonna do for Christmas?!” The school concert-themed advert is the work of adam&eveDDB and celebrated the department store’s new partnership with Waitrose. And it seems the London-based advertising agency is on somewhat of a roll with its nostalgic Halifax advert featuring original scenes from the 1984 classic cult movie Ghostbusters gracing our screens. The Henry Nicholas team is also digging BBH London’s outing for Audi, which sees its new Q8 model make a grand entrance to Verdi, played by the 100-strong Odessa Philharmonic Orchestra. To celebrate the ad’s premiere, a live 16-piece orchestra and 40-strong choir took to BFI Southbank in London, with the stunt live streamed via Periscope and Twitter. Additionally, we’re impressed with Virgin Atlantic’s new advert, brought to us from AMV BBDO, featuring a visually stunning and otherworldly experience that passengers experience above the clouds. The ad launched at the same time as a new Virgin Holidays campaign (also from AMV BBDO) which shares similar colourful and surreal imagery that we can’t get enough of. While we’re no strangers to adverts for the Virgin brand, this month saw Nestlé’s AERO bar launch its first TV campaign in six years. Branding experts J. Walter Thompson London showed the bar’s chocolate bubbles being created using brass band music. What makes this advert especially impressive is that it didn’t use special effects and instead captured all of the bubbling chocolate on camera, requiring months of testing and fine-tuning. This was a deliberate move from Nestlé to show the care that goes into making every AERO bar. Rumours are already swirling around this year’s batch of Christmas adverts, with Elton John set to make an appearance for the aforementioned John Lewis in what’s claimed to be an emotional journey through his life, and we certainly can’t wait to see what some our favourite agencies and brands produce together. After much discussion, we’re rooting for the return of ALDI’s Kevin the Carrot (pun intended). Are you as passionate about advertising and branding as we are? Do you have what it takes to place the brightest stars in marketing into the most prestigious and ambitious businesses? If so, we want to hear from you! Find out more about becoming part of the Henry Nicholas team today.

It’s the end of the summer holidays, and most businesses are back to full strength, which means now’s the perfect time to embark on your recruitment drive. Or is it? In an age of industry-wide talent shortages, a question mark remains over whether recruiting during a time when your competitors are at their most active actually makes sense. Research conducted by Executives Online revealed that while the number of roles advertised in December is 35% lower than average, the number of applicants remains approximately the same. In addition, the second-lowest month for job openings is August, meaning that during these periods applicants have fewer roles to choose from and apply for, therefore reducing the competition for talent significantly. While it’s too late to take advantage of the summer, the Christmas holidays are around the corner, and here are some more reasons why this could be the ideal time of year for your business to secure talent. Fight the freeze It’s extremely common for businesses to freeze all recruitment during August and December, with some agencies closing down completely over the Christmas period. Aside from the reason of having a depleted HR team, businesses are more inclined to wait until the springtime to hire when budgets have been finalised, in turn eliminating your top competition in the race for talent. Pip competitors to the post Holiday seasons can lead to recruitment processes slowing to a glacial pace, with final decisions delayed until key decision-makers return from annual leave. This means that, even if a major competitor does continue recruiting all year round, you may still be able to secure the best candidates providing you can make decisions faster. Engage your audience Holidays provide a time to relax, gain perspective and take stock of your career. Smart employers can take advantage of this and proactively propose new and exciting career opportunities to those who are reconsidering their future. Additionally, due to the financial outlay that a holiday season can bring, individuals can decide it’s time to look for a job that pays more money. So, if your organisation offers excellent salaries, it’s worth highlighting them in any job adverts you run over the holidays. Get social An approaching holiday season sometimes sees a dip in workplace productivity as employees wind down and get ready for a break. As a result, social media usage during office hours can increase. Bad news for employers in regards to productivity, but a golden opportunity for you to engage with potential employees, whether that’s by sending an InMail to introduce yourself or using sponsored posts to promote your latest vacancies. Recruitment intelligence While holidays can provide the ideal opportunity for you to capitalise on recruiting fresh talent, you may simply be unable to put strategies into practice due to a depleted workforce. That’s where a recruitment partner can help. By working with a professional recruiter, businesses have access to a dedicated team of experts who consistently work for you all year round to find the right people at the right time. If you want to be connected with the very best talent in marketing & PR, data & insight, digital, technology and creative, find out more about what Henry Nicholas can do for your business or get in touch with our expert team today to discuss your requirements.

When it comes to the diversity challenges facing marketing and creative agencies, social diversity doesn’t receive the same attention as that of gender and ethnicity. However, in the face of industry talent shortages, and concern that entry-level marketers are increasingly favouring in-house positions with giants such as Google and Facebook, overlooking this issue is not only a mistake but a missed opportunity for agencies. Research continues to tell us that diverse teams perform better, particularly when it comes to creativity and providing a broader audience perspective, in turn increasing the chances of an agency’s output resonating with a broad range of customers. A study carried out by Goldsmiths and the London School of Economics found that people from a working-class background should account for 35% of the creative workforce (when compared with the average for other industries). However, only 18% of the total workforce comes from a working-class background. What’s going wrong? Unlike the promotion of gender and ethnic equality, it’s much more difficult to identify whether unconscious bias has been displayed when it comes to a candidate’s social background. And, as agency workers have traditionally been primarily judged on ability, rather than accent, postcode or education, it’s hard to believe such a bias would exist. According to the aforementioned study, the problem starts at a much earlier stage. Schools, particularly those in working-class areas, are failing to acknowledge the creative sector as a potential career option for pupils. What makes this especially head-scratching is that the creative industry forms a vital part of the government’s vision for a future economy. What’s being done about it? The Marketing Academy Foundation was launched in 2016 with the aim of addressing this social under-representation. The charity funds marketing apprenticeships for people from disadvantaged backgrounds and increases awareness of marketing as an option among people who wouldn’t be likely to consider it. Its CEO Daryl Fielding stated plans to place 100 apprentices by May 2022, with brands such as Virgin Atlantic, BT and Facebook already signed up. In addition to apprenticeships, the foundation works to raise awareness among school-age children from working-class areas about marketing as a career choice. Creative agency Atomic London last year announced its ‘Canvey not Cannes’ initiative which saw its executives visiting schools in a working-class area of the Essex town to talk about what they do in advertising and how pupils can pursue a position in this field. Not only that, but the agency’s inaugural event featured guests speakers from Google and MPC to provide added inspiration for jobs in creative tech and visual effects. This initiative from Atomic London shows how agencies can get involved in the wider marketing community to help tackle the lack of social diversity in the industry. As well as outreach into schools and communities in working-class areas, here are some other ways that agencies can embrace socioeconomic diversity. - Paid apprenticeships and work experience. If you don’t already pay for trainee talent then, sorry, but you’re contributing to the lack of social diversity. Think outside of the box when it comes to payment too. For example, if your agency is based in central London perhaps offer accommodation for work experience assignments to attract people from outside of the city. - Treat work experience placements like job positions. Agency owner’s and client’s children take up a disproportionate amount of positions in a lot of agencies. Instead of nepotistic appointments, put a real recruitment process in place where you look through CVs and interview people, appointing them based on merit. - Data. Start addressing any potential issues by collecting data on the backgrounds of your employees. This will allow you to set targets for future recruitment. -Shift your focus. Instead of insisting everyone has to be degree-educated, create placements and apprenticeships that are focused on on-the-job training. If you’re looking to attract the right balance of talent for your agency, or you’re ready to take the next step in your career, Henry Nicholas can help.

Last month, research from totaljobs stated that half of British workers would be willing to relocate within the UK for a job. The study, which polled 6,500 job seekers, also revealed the top 10 best cities for work in the UK. While London topped the list thanks to its position as a global financial, business and cultural hub, smaller cities across the UK have been gaining dominance as work hotspots. At Henry Nicholas, there’s been a recent surge in candidates approaching our team looking to move from large cities like London and Manchester to explore the options available to them in Bristol (home of our head office). Indeed, Bristol appears in the top 10 best cities to work in according to the findings from totaljobs, as does Edinburgh, York, and Brighton and Hove; the latter containing just under a third of the population of the UK’s second largest city of Birmingham (which limped in at number 6 on the list). You can view the full top 10 list here. Why are candidates opting for smaller cities? Some of the more obvious reasons include the cost of living, work/life balance, travel, fierce competition for roles etc. However, the answer is more nuanced and involves a number of unique factors relating to each of the cities in question. Bristol, for example, emerged from Tech City‘s Tech Nation 2017 report as Europe’s future digital capital thanks to its variety of tech employers from startups to multinationals, a range of technology jobs and generous salaries. And we’re probably not too far away from Salford appearing as a top 10 city thanks to the relocation of the BBC sparking a flurry of media startups and business growth, as well as a reinvigorated focus on media-related qualifications within its university. How can employers capitalise? The totaljobs study found that 80% of professionals would be encouraged to relocate if an employer were to offer the right incentives. In light of industry-wide talent shortages, it’s clear that employers need to pay attention to offering the right benefits and assistance to ease and encourage the process of relocation. Key areas of focus include: Salary. 86% of respondents in the survey stated that a higher salary would be a key incentive and the reasons why are obvious. Relocation equals upheaval for the employee and potentially their family, and there’s also the small matter of property deposits and moving costs. Career development. Moving to a new location is a major decision and employees want to know that their commitment is acknowledged and rewarded in the long term. 28% stated that a promotion would be a strong incentive to relocate, either that or a clear and achievable path to future development. Support with the move. Whether it’s paid time off, help with relocation costs or assistance in finding temporary accommodation, employers can help to make the relocation process stress-free and easy, boosting the morale of the worker and helping them to hit the ground running in their new role. If you’re looking to make your next career move and are considering relocating to a new city, the Henry Nicholas team is on-hand to help. Alternatively, we can provide advice and guidance for employers when putting together a winning relocation package to attract the right candidates, wherever they might be.

Love Island withdrawal? You’re not alone. Like many workplaces across the country, we were hooked. The antics of complete strangers in a villa dominated our conversations even more than the heatwave and (dare we say it) the World Cup. As well as teaching us lessons in love, the show has proffered some learnings around the recruitment process. Here are just a few things the BAFTA-winning show has in common with the search for a job... The line-up Who can forget the cringe-tastic moment when no one stepped forward to couple up with Dr Alex in the first episode? It wasn’t only the nation’s unlucky-in-love who empathised with the blushing six-footer, with jobseekers inwardly groaning at the experience of being passed over for opportunities. Sending a CV and receiving no response or going to an interview and not getting a callback can be tough to handle, especially when it happens more than once. However, like Alex, you need to brush yourself off and keep going. Keep your mind focused on other opportunities and continue to present yourself in the best way you can. If you work with a recruiter, ask them to help you polish your CV, or give you some interview tips. Also, you have the right to ask for feedback as to why you weren’t suitable for a role. This may help you identify what’s not connecting or where your skills are lacking so you can brush up and ace it next time. The hopper Adam will probably be best remembered for his sly grin when a sobbing Rosie made an impassioned speech about how he’d upset her. That, and the now parodied line ‘I’d be lying if I said she wasn’t an attractive girl’ uttered at the sight of the fourth girl he’d put the moves on. Moving on so rapidly earned him the reputation as the villa’s love rat, but what about job hoppers? Can moving from role to role harm your career and reputation in your industry? Not necessarily. Although it’s not ideal to have multiple roles with short tenures on your CV, it’s 2018 and less and less people, particularly younger generations, are staying at companies for decades like their parents’ generation might have. If you’ve moved around a lot, it’s important to provide good and clear reasons as to why you’re now looking for a new job. Instead of dwelling on why you left each role, try to highlight your achievements in them, whether that’s completing a project, managing a team or increasing sales. If you demonstrate accomplishments and remain positive about your career history, there’s a better chance an employer will overlook any hopping. Getting mugged off Aside from Dr Alex, the one name synonymous with getting mugged off on this year’s Love Island has to be Laura. Both Wes and Jack sent her packing when someone else made their move and Laura was heralded as handling the rejection like a pro (albeit with the odd bit of sulking and name-calling). Linked to our point about not catching a break, handling yourself with class is imperative when it comes to finding a job. While some employers will send rejections via email and others won’t tell you at all, you may find yourself getting the ‘rejection call’. It’s becoming more common for employers to break the bad news in real time, which puts an awful lot of pressure on the candidate to take the news with dignity and even ask for feedback. It’s not easy, especially if you had your heart set on the role, and the last thing you probably want to hear is all of the reasons why you failed. However, handling it gracefully and taking their points onboard means the door might be open to you in the future. I’m loyal, babes Barely an episode went by without Georgia proclaiming her loyalty to anyone who’d listen in the villa. Nothing wrong with that, of course. And when it comes to job hunting, don’t employers want to loyal candidates? A Glassdoor blog post on the most common interview answers that employers dislike featured the answer to ‘where do you see yourself in five years?’. Candidates often say ‘I see myself doing this job’, and Steve Pritchard, HR Consultant for Ben Sherman, points out why it’s so frustrating: “A lot of interviewees say this because they believe it shows a great deal of loyalty and commitment to the company, making them the perfect hire. However, what this actually does is suggest a lack of ambition. Employers don’t want to know that you will want to be in the same position five years later, they want to know what you will do to develop yourself and the company.” Instead, use the question to showcase how ambitious you are and the position you’d love to progress into. If you’re not sure, then do some research on the company before the interview to see what roles in the business you’d love to do one day. It might feel slightly strange when you’ve got your sights set on the job you’re sat in the interview chair for, but it’ll make you stand out for all of the right reasons. If you’re ready to take the next step in your career and look for an exciting new opportunity, then take a look at our latest roles and sign up for job alerts to make sure you don’t miss out. Alternatively, contact our friendly team if you’d like some guidance on how to land your ideal role. And for those still suffering from a massive Love Island hangover, the Australian version starts next week. You’re welcome.

Ask any agency owner and they’ll tell you that effective client services are pivotal to their success. A client services team will build and sustain close relationships, ensuring everything runs smoothly and that outputs are delivered on time and in line with the client’s expectations. Those who possess the right skills and attitude throughout their career in agency, from account executive to account director, may find themselves earmarked for the high profile role of client services director. In the final instalment of our Agency Career Timeline series, we look at what’s expected and how this role has evolved in recent years and why building and managing client relationships is no longer enough. Traditional requirements of the role A client services director has a number of core responsibilities that have remained unchanged, including managing the day-to-day work of the wider account management team and making sure there’s consistent quality across all outputs, handling and reporting. However, one of the most critical elements of the role is the engagement with clients to gain an understanding of their business dynamic and culture, short to long-term goals and any challenges they face. With this knowledge, the client services director will form strategies and map out the best tactical approach for the account team. Other skills and attributes client services directors should possess are: - The ability to read situations and identify the best course of action - Passion for the industries and businesses of clients - Ability to motivate agency teams to produce the best work - Enthusiasm and energy regardless of what might be going on - The ability to identify what a client needs rather than what they want (and having the confidence to tell them). How the role has evolved Nothing demonstrates the changes in client services quite like the statement made by managing partner at Geometry Global UK Andrew Bell in his Campaign article: “Today, when I interview and ask about strengths, the most common response I hear is ‘I’m good with people, strong at building relationships.’ Essential yes, but my eyes glaze over.” The past decade has seen a seismic shift in marketing approach, with agencies forced to adapt and thrive against a backdrop of rapid and unpredictable change. An outstanding piece of press coverage or a knockout advert no longer cuts the mustard for brands who now require the constant broadcast of messaging to encourage engagement and influence people. As a result, client services directors must now act as the trusted partner who will guide clients through this new world and find increasingly innovative ways to connect with customers. Going far beyond building relationships, client services directors must now understand how consumers act, how they buy and become even more familiar with the inner workings of a client’s business. Only then will they be able to provide the right creative solutions that will change consumer behaviour and enhance business performance for their clients. In short, a client services director in 2018 must be more of a navigator than a practitioner. The question is, have you got what it takes to guide clients through today’s marketing landscape and deliver real business results? We hope you’ve enjoyed our Agency Career Timeline series, spanning from getting your foot in the door and landing that first promotion, all of the way through to taking on the coveted role of client services director. If you’re ready for a fresh agency challenge, get in touch with the expert agency recruitment team at Henry Nicholas to find out more about the latest exciting roles on offer.​

There are many reasons why your career in an agency might plateau. One of the most common is getting stuck at account management level, especially as some agencies have multiple AM roles, from junior AM to AM, through to senior AM. Admittedly, the transition from account manager to senior account manager is no mean feat. The difference between the two roles can be an additional two to four years of experience, a step up to managing the agency’s prestigious accounts, a greater hand in business development and more direct reports. This move to senior account manager might be enough responsibility for some, but for those hungry for more, the next step is to become an account director. Part 4 of our Agency Career Timeline series examines the responsibilities of account directors and the essential skills you need to ensure you’re earmarked for progression. First of all, what are account directors typically responsible for? Primarily, account directors are responsible for growing the revenue of their client base. This is a seismic shift from account management which is typically delivery focussed. This emphasis on increasing agency revenues means account directors have to demonstrate acute commercial knowledge and acumen in order to identify and convert new business opportunities with both existing and new clients. An account director will typically manage a team and be hands-on with creative briefs, tenders and the strategic development of any work or projects. It’s up to them to galvanise the team, from organising and leading pitches for new business all of the way through to stepping in to handle difficult situations that require a senior influence. Is it the right role for you? Account directing is significantly different from senior account management, so, therefore, isn’t a natural step for everyone. To be successful, you have to be able to: - Lead and inspire clients and colleagues - Apply both commercial and creative thinking to everything the agency produces - Prepare proposals and present pitches that convert new business leads - Negotiate, both with your colleagues and external partners, to ensure work is delivered on time and within budget - Conduct regular client and agency strategy meetings - Step up to the plate when necessary - even in tricky situations - Delegate and provide constructive feedback to colleagues - Immerse yourself in the businesses of the clients. What are the most important areas to focus on? There are many ways you can demonstrate you have all of the right skills to make the upwards move, including: Business acumen Forget the granular items produced for clients and instead focus on what they’re actually buying from your agency: Business outcomes. Whether they’re looking to increase sales, boost customer engagement or improve their employer brand, you need to stay in tune with the bigger picture to make sure everything produced is always in line with these goals. Something as simple as changing the focus of your conversations with clients to their business outcomes and how you’re going to impact on their business positively will assure them (and your superiors) that you’re speaking the right language and approaching work from a commercial perspective. Be proactive One of the most common complaints clients have about their agencies is a perceived lack of proactivity. Clients want you to care about their business and to know you’re in control. This can start with something as simple as signing up for Google Alerts for a client’s competitors and sending appropriate snippets with ideas of what you can do to respond. It might not feel like much, but the client knows you have an understanding and an interest in their market and their position within it. It’s also about staying in the loop when it comes to changes within the client’s business. They want you to be able to adapt and provide fresh insights and solutions to help them remain relevant in the market. The important part? You’ve got to go to them with these insights and ideas rather than wait to be asked. Build real relationships It’s a given that you have to build solid relationships with your clients, but what about your colleagues? Competitiveness in agency can lead to account teams working in silos, failing to share ideas and trying to deal with issues alone. However, if you want to become a successful account director, strong relationships with everyone are a must to effectively delegate and gain their support. If you’ve got some bridges to build, then it’s time to get busy! Get talking to your colleagues, offer to help if they need it and (respectfully) provide constructive comments and feedback on their work. Also, asking them for feedback on your work and being willing to take it on-board and make improvements will go a long way in gaining the respect you’ll need to succeed as an account director. While all of this may sound overwhelming remember that an account management position provides the most natural progression to account director in the eyes of agency bosses, so you’re already on your way! If you’re ready for a fresh agency challenge, get in touch with the team at Henry Nicholas to find out more about the latest exciting roles on offer.​

As we mentioned in the last instalment of our Agency Career Timeline series, agency employees have the opportunity to explore different areas and change roles over the course of their career. With nothing static in a modern creative agency, it’s natural for entry-level talent to start thinking about how they’re going to take their career to the next level. While landing a promotion in an agency certainly isn’t easy, transitioning from a junior role into a senior or management position can be achieved if you prove to the decision-makers that you have the right skills, qualities and attitude to handle the additional responsibility. Here are our top tips on how you can make sure you get that all-important agency promotion: Show dedication No, this doesn’t necessarily mean working until 8pm every night. Showing that you’re dedicated can be as simple as volunteering to help a team prep for a big meeting, making colleagues working to a tight deadline a much-needed drink or attending events that might be helpful to the agency in terms of knowledge transfer and business development. This might mean you have to swallow your pride and do some pretty crappy jobs from time-to-time. Whether that’s ordering and collecting lunch for a meeting, taking parcels to the Post Office or even picking up the boss’ dry cleaning, do it with a smile and no complaints and you’ll stand out for all of the right reasons. Collaborate When on a mission to get promoted people often make the mistake of ring-fencing their work to prove to superiors they’ve got it covered. However, managers often want you to demonstrate delegation and the ability to utilise the skills of the rest of the team, particularly if you’re hoping to transition from executive to manager. It’s also vital you keep the team updated about what you’re working on and how it’s going. Although tempting to present the finished article to try and impress everyone, it’s better to keep them in the loop or they might start questioning your output. Speak up Agency team meetings can be daunting; everyone’s busy and would rather be back at their desks than in a huddle. However, that’s not a reason to sit back and keep quiet. Team meetings provide the perfect opportunity to share your thoughts and feedback as well as offer your assistance to those who might need it. If you’ve spotted an event that might be useful for someone to attend, mention it. If you’ve read an interesting piece of news that might affect a client, share it. No one will think any less of you, and piping up will go a long way in demonstrating your curiosity and confidence. Own your mistakes We’re all human and will inevitably make mistakes and forget things on occasion. Sitting back and hoping no one notices or struggling to rectify an issue by yourself can make matters worse and, in some cases, affect the confidence the team and the clients have in you. If you’ve made a mistake, own it. Make sure you tell someone and ask for their help, or offer a solution you think might fix it. To sum up, you need to get yourself noticed for all of the right reasons by your superiors in order to bag your first agency promotion. Be willing, self-aware, curious, proactive and bold, and you’ll make a significant impact in your agency from day one. If you’re ready for a fresh agency challenge, get in touch with the team at Henry Nicholas to find out more about the latest exciting roles on offer.​

You’ve landed your first job in an agency: congratulations! Now comes the interesting part. Depending on the size of the agency, you’ll be exposed to different departments and roles, with some perhaps taking your fancy once you become more established. Whether it’s a designer moving into client services, or a PR specialist becoming a copywriter, career shifts are incredibly common within agency so now’s the time to get to know what everyone does and whether you’ve landed in a field that really complements your skills and passion. To give you a helping hand, we’ve highlighted some typical departments in agencies, the roles within them and the skills you need to excel. Client services An agency’s frontline, client services professionals are responsible for managing an agency’s ongoing relationship with its clients. They ensure that work created by the agency always meets the needs of the client, and will address any issues that arise along the way. The aim of the game is to develop long-term relationships with clients and maintain a high client retention rate. Roles you’ll find in this area: - Account executive - Account manager - Account director - Client services manager/director You need to be great at: - Communication - Leadership - Problem-solving - Understanding client’s business challenges and opportunities - Staying calm and professional at all times Strategy Strategists within agencies, whether brand or digital focused, are responsible for developing, implementing and managing winning strategies for clients. Taking into account a client’s expectations and challenges, they will analyse data and trends, and use this information to develop solutions, whether that’s in the form of a marketing plan or the bringing together of digital channels. Roles you’ll find in this area: - Brand strategist - Digital strategist - Agency strategist You need to be: - An excellent communicator - Creative - Marketing savvy - Research-led - A team worker -Awesome at presenting your vision and ideas Creative From creative director through to graphic designer, those working in creative are geared towards finding the most effective ways to communicate client messages in print and online through the use of colour, type, imagery and format. The finished product is typically an advert, brochure, magazine, digital graphic or website. Roles you’ll find in this area: - Creative director - Art director - Artworker - Graphic designer You need to be great at: - Communicating - Research - Identifying and leveraging social and cultural trends - Understanding business goals and opportunities - Using relevant design software - Decision-making - Creative problem-solving - Managing your time Digital marketing With roles in digital marketing incredibly diverse, it’s tough to provide an overview that offers a real flavour of what it’s like to work in it. In short, digital marketing experts are collectively responsible for creating aesthetically-appealing, functional websites, programmes and applications that are both effective and enjoyable to use. Roles you’ll find in this area: - UX designer - UI designer - Web developer - Web designer Depending on the role, you need to be: - Up to speed with programming languages and creative software -Creative - Organised - Passionate about user experience Content and social media Whether you’re a copywriter or a social media manager, the aim of content specialisms in an agency is to create words, images or videos that engage the target audiences of a client, as well as monitoring and adapting the content in line with audience feedback and behaviours. Roles you’ll find in this area: - Content manager - Content producer - Copywriter - Social media manager You need to be great at: - Writing - Editing - Researching a wide range of topics - Communicating your ideas - Recognising social and cultural trends Now that you’re up to speed with the departments and specialisms that make up an agency stay tuned for part three of our Agency Career Timeline where we offer our tips on getting your first agency promotion. If you’re looking for a new agency opportunity get in touch with the team at Henry Nicholas to find out more about the latest exciting roles on offer.

Entry-level positions in creative agencies are highly sought-after, and with a fresh batch of graduates entering the job market this summer, the race is already on to secure that all-important first role. In addition to this intense competition, employers are managing the amount and quality of applications they receive by demanding candidates possess one or two years of work experience. With such factors at play, what can entry-level candidates do to secure their spot on the first rung of the agency ladder? First of all, know what you want Many entry-level candidates make the mistake of assuming they need to apply for everything and accept the first offer they get. In fact, this scattergun approach only works to dilute your efforts and you’ll probably end up in a job you don’t want. Instead take the time to think about the factors that are important to you, such as the location, the type of work you want to do, workplace culture etc. This might narrow down your search to a handful of businesses, but that’s a good thing. Research these businesses extensively to find out what they do, who works there, key competitors and, most importantly, whether they’re currently hiring. Also remember that a lot of agencies use specialist recruiters (like Henry Nicholas, #justsaying) and a quick Google search can help you to identify the recruiter they’re working with. Get in touch with the recruiter, explain you’re looking for your first position with that company and ask if they’ll help you. If all of this sounds like a bit of a long-shot, think again; you’d be surprised how many people get placed, regardless of their experience level, by demonstrating such initiative. Internships and work experience placements Recent years have seen more paid internships and work experience placements than ever before. Although some only offer short placements, they are still helpful when it comes to proving to a potential employer that you have the necessary experience needed. If you do land a placement, make sure you live and breath every aspect of the business. Imagine it’s your permanent job and you want the boss to give you a promotion. Although it doesn’t happen every time, you may end up impressing them so much that you get offered something permanent. At the very least you’ll stand out for all of the right reasons, and you never know what opportunities might arise in the future. The side door If you’ve got your heart set on a particular organisation, it can be worth considering a position that isn’t in the precise area you’re looking for. While your dream is to be an account executive, the only role they might have on offer is in the post room. An opportunity like this can help you accrue valuable office experience along with the chance to learn more about the business and what everyone does there. As long as you make your intentions clear from the start about your desired career path and your reasons for taking the job, an employer is more than likely to find your passion and commitment to being a part of their business impressive. Check your attitude Graduate or not, the chances are that you’ve worked extremely hard to get to this point, and you should be proud of everything you’ve achieved. That being said, try not to let it go to your head. While you’ve just reached your educational peak, you’re only just getting started in the world of work, and although some entry-level tasks may seem easy (and, dare we say, menial), you should remain enthusiastic about the opportunity to embark on your career path. Always remember that if you’re great at the job, you’ll be earmarked for progression from day one. So, when the job spec says you’ll be making teas and coffees for guests, do it with gusto! Get inventive Sometimes you’ve got to think outside of the box to get your first agency job. Instead of sending your speculative applications to HR or a general recruitment email address, head to the agency’s LinkedIn page to see who works there. If you want to become a designer, contact the Head of Design. Looking at a social media position? Find out who oversees this area and drop them a message. And don’t be afraid to get a bit crafty too. Instead of asking if they have any roles, why not see if they’ll meet with you to tell you more about the company or offer advice and feedback on your portfolio. If you get a meeting, use the opportunity to tell them how much you admire the company and the work they do and ask if you can leave your CV for future consideration. Agencies receive A LOT of CVs every day, so an approach like this means you’ll stand out from the crowd. ​ If you’re looking to land your first job in a creative agency, get in touch with the team at Henry Nicholas to find out more about the agencies we’re partnered with and the opportunities that are currently available. ​