Blog

How to go beyond the brand with video Back in the late ‘70s, The Buggles burst onto the scene with murderous accusations about video. Forty years on and video is still killing it by producing outstanding results for brands on social media and across the internet. Should you be fearful or thankful? Let’s find out. You only have to look at the stats to get excited about the potential of video content. Online videos receive 1200% more shares, 300% more clicks and plenty more attention than traditional written content. Yet many brands suffer a bout of stage fright when it comes to recording and sharing marketing and PR videos. Last year, we attended the Bath Digital Festival 2019, where Jack Cooke from Beyond the Brand delivered an insightful session on the importance of video and how to create winning content. "Your video should be customer-focused and on-brand, so customers are gaining from your content and you're bringing value to the person on the other end. Be authentic to your brand." Jack’s essential components for a successful brand video include: 1. A hook Your video has only seconds to capture attention and encourage your audience to continue viewing. Therefore, it’s essential to deliver something of value in the opening scene. 2. Context It’s also necessary to provide context at the beginning of the video. Setting the scene ensures that your audience understands what they’re about to view and how it applies to them. The last thing you want to do is mislead or frustrate viewers by making them watch something that’s not relevant to them. 3. A question Successful videos get viewers thinking about a question and holding on for the answer. You don’t need to deliver a lengthy Q&A, but you do need to identify a common problem or pain point that the viewer needs solving. 4. A silver lining What’s a video without a happy ending? After identifying all the pain and heartache through your questions, deliver a silver lining by providing a solution or answer. 5. Call to action And, as everyone sails off into the sunset, it’s time to deliver a compelling call to action. What should the viewer do now that they’ve been a part of your Oscar-winning journey? 6. Execution The humble word isn’t dead. Written content is essential for getting your video seen, clicked on and shared. Think of a short but catchy post to accompany your video on social media and don’t forget to tag the people and places featured too. In the words of Spielberg: 3, 2, 1, action... If you’re looking for talented marketing and PR candidates with video content experience, get in touch with one of our specialist consultants today.

“What if we design jobs to be achievable and flexible, create cultures that encourage open and honest communication and have an inclusive and transparent approach to progression and development?” It sounds simple, yet many tech companies simply aren’t adopting these practices. And this has significant consequences in the search for future talent. Last year, we attended Victoria Johnson’s talk on talent management at the Bath Digital Festival 2019. Talent management is a hot topic, with businesses finding it increasingly challenging to attract technical talent in this candidate-driven market. But Victoria wasn’t blaming low unemployment rates, elusive skills or even Brexit for the war on talent. Instead, she was shining the spotlight on companies. Many businesses, especially in the tech industry, are failing to recognise how their actions today directly influence their talent of tomorrow. To help, Victoria outlined three key areas that businesses should focus on now. 1. Recruitment Many tech businesses are stifling their recruitment campaigns by focusing on highly technical skills that they’ll need tomorrow. Instead, try reducing your criteria by focusing on flexible skills and development mindsets. Not only does this widen your pool of talent, but it also helps you to create a workforce that can adapt to future requirements, whatever they may be. However, attraction is still crucial. Emerging talent is still attracted to businesses offering competitive salaries, meaningful benefits, achievable workloads and remote working opportunities. 2. Retention Recruiting talent is great - retaining talent is even better. Key to employee retention is creating a workplace culture that is rewarding, engaging and caring. This includes: Delivering the benefits offered during the recruitment phase; Encouraging open and honest two-way communication; and Regularly checking in with your employees about their work and overall happiness. Importantly, everything you do to retain employees must be genuine. It’s no use saying that you offer flexible working when in reality it’s restricted to emergencies or senior positions. 3. Development Having been involved in the tech and digital recruitment industry for ten years, we know just how fast this sector moves. Employee development helps to keep your team relevant and skilled no matter what the future holds. However, employee development is more than a big training budget and annual certifications. Firstly, discover what future talent you already employ by talking to your employees about their career and personal aspirations. Secondly, create a succession plan that identifies your future leaders. Finally, upskill employees with practical skills and knowledge by implementing coaching programmes, reverse mentoring and secondments. If you’d like to know more about how you can recruit, retain and develop your tech talent for tomorrow, get in touch with one of our technical consultants today.

For some, there’s no other choice. Jobs equal security. They mean that we can pay our bills at the end of the month, progress our careers, buy that pair of shoes we’ve been eyeing up and avoid that dreaded gap on our CV. Yet, more than one in ten employees would be happy leaving that security with nothing else lined up. Recent research by TLF Research found that an average of 13% of employees would be willing to walk out of their current position for an unknown future. Even more worrying is that this figure jumps to 22% for marketing and PR professionals. Why would someone take such a gamble without lining up their next position? Common reasons for leaving a position without another job offer on the table include: Stress, anxiety and burnout Toxic cultures A culmination of bad events Bullying and harassment Prohibitive or inflexible policies. While 25 to 34-year-olds were more likely to take the jump, and 55 to 64-year-olds least likely, these figures show that no one is immune from simply having enough. But that doesn’t make it right. Is this you? Unless you’re jumping on the next plane to travel somewhere new or beginning your retirement with a map and the open road, no one should feel like they have no other option but to leave without a plan. If there are moments, meetings or days where this thought seriously crosses your mind, it’s time to find yourself a job that doesn’t make you feel like walking out - because believe us, they exist. With a variety of exciting, interesting and fun marketing and PR, data and insight, technology, digital and creative vacancies across the country, we can help you leave your job with a plan for a better one. But, if you seriously can’t hold out any longer, then don’t panic. This could be an opportunity to try a different position, begin contracting or even start an entirely new career. Is this your staff? Everyone has bad days, but if your employees’ bad days are making them head for the door with no idea of what’s behind it, then things need to change. Not only because this is bad for their health, careers and families, but also because it can have damaging effects upon your other employees, your employer reputation and your overall business. Ways to avoid employees from feeling this way include: Conducting regular one-to-one meetings to identify triggers early on Offering confidential professional and personal support Providing employees with developmental and career progression opportunities Ensuring that your policies and working patterns are inclusive and flexible Treating all employees with care and respect Jobs might equal security, but when that comes at the expense of personal or professional wellbeing, sometimes security doesn’t matter. If anything in this article has spoken directly to you, then please get in touch today.

Is your company culture deterring candidates? According to recent research by TotalJobs, 95% of employers believe that assessing the cultural fit of job applicants is an important part of the hiring process. But while company culture is a useful tool for narrowing down potential candidates, have you considered the power of culture for enhancing your pool of talent in the first place? The importance of company culture Company culture is the lifeblood of a successful business. It ripples through your veins, defines your character and influences how you operate as a business. And this is particularly important in the creative industry, where personality, creativity and standing out are integral to success. Specifically, company culture affects: Business performance - more than half of employers believe that a well-defined culture boosts business productivity. And this makes sense, with strong cultures helping to align visions, direct performance and engage passions. Employee retention - three-quarters of employers claim that a positive company culture helps them retain key employees. This is because cultures lead to a team of like-minded people who develop strong bonds and friendships that make work feel more fun. Employee attraction - analytics company Gallup has found that culture attracts the top 20% of candidates. While benefits are important, talented candidates across the marketing and PR, data and insight, technology, digital and creative industries are placing increasing importance on cultural fit when job seeking. How to enhance your company culture Is company culture an inherent part of your business that you’re stuck with? Or is it something that you can influence, enhance and grow? According to the CIPD: “Culture is not one dimensional, fixed, or singular in its nature. It is the result of interacting people, processes, procedures, systems and networks.” Therefore, it’s entirely possible to enhance your company culture through: Policies and procedures Your policies and procedures are the skeleton of your culture - guiding behaviour and influencing decisions. For example, to shape a more relaxed culture, you could introduce flexible and remote working policies, whereas to enhance a more driven culture, you could implement financial support for professional development and training. Team working 60% of employees look forward to work because of the relationships they have with their colleagues. Teamwork can help to create strong relationships that foster a supportive, collaborative and fun working environment, and can be encouraged through multi-departmental projects, open-plan offices and regular team meetings. Social events Only 39% of businesses invest in team-building activities, yet these are a simple way to cultivate positive and friendly cultures. And, they don’t have to be expensive or external, with Christmas jumper days, bake sales, and even Eurovision sweepstakes all injecting a little social fun into the office. Reward And finally, how you reward your employees is a strong indication of your culture. While other businesses might be offering free breakfasts, volunteer days and unlimited annual leave, simply paying well by following our 2019 Salary Guide and offering meaningful benefits can be enough to promote a culture that cares. Company culture is much more than a foosball table and free banana on a Friday. It’s about creating a positive working environment that fosters engagement and makes the top talent want to join, perform and stay. Get in touch today to find out how we can source the top marketing and PR, data and insight, technology, digital and creative talent for your company culture. hing here...

We all doubt ourselves from time to time - can I deliver this campaign? Am I good enough for that promotion? Can I avoid the vending machine this lunch? But sometimes, that self-doubt turns into something more destructive called Imposter Syndrome, affecting an individual’s ability to perform and limiting your hunt for talent. What is Imposter Syndrome? Imposter Syndrome is a persistent feeling that arises in certain situations that makes someone feel like a fraud or on the verge of being exposed as not belonging. Also known as the Imposter Phenomenon, it can occur despite plenty of evidence, success and validation to the contrary, and it can lead to intense stress over being found out eventually. Famous sufferers from the condition include Facebook COO Sheryl Sandberg, businesswoman Arianna Huffington, and even American author John Steinbeck. It can occur in all aspects of life, but is particularly prevalent at work, with 70% of UK workers having felt like a wolf in sheep’s clothing, and common in the creative industry where perfection is king. How Imposter Syndrome can affect your hunt for talent It goes without saying that Imposter Syndrome has significant consequences for the sufferer. But it can also have several implications for your ability to recruit the best creative talent and most diverse candidates out there. For example, Imposter Syndrome might lead to: A talented candidate not applying for a senior design role because they don’t believe they’re experienced enough. An experienced job seeker underperforming at an interview because they feel unduly anxious about their ability to perform in the role. A young employee suffering from unnecessary stress about meeting expectations. A new member of staff leaving during their probation period because they don’t feel that they fit in. How employers can help So how can you help your creative candidates and talented employees realise their true worth? Clear job descriptions Vague job descriptions and advertisements can lead to dismissive feelings of being able to match the required standard and perform in the role. Overcome this by using your job descriptions to describe everyday tasks, list the specific skills required and highlight areas for supported development. Better interview questions Interviews can be daunting for even the most confident of candidates. Keep the Imposter Syndrome in the waiting area by asking your candidates questions about how they’ve delivered previous projects, what they’ve done to overcome problems and the tools they’ve used to get results. Stay away from hypothetical questions such as how they would handle a difficult situation. Regular one-to-one meetings It can be difficult to spot the Imposter Phenomenon in team environments, especially as not many people like to openly call themselves out as a fraud. Use your regular one-to-one meetings to spot common signs, including allowing others to take credit for work, difficulty accepting praise, overly high standards and anxiety about taking on additional tasks. Employee Recognition Employee recognition isn’t just good for employee engagement. By recognising outstanding work and those behind that work, you can help employees to feel more comfortable about their achievements. But, it’s not just the successes that you should be recognising. By understanding an employee’s weaknesses, you can implement training plans and coaching to help them feel like they belong. If you’re looking for help in combating Imposter Syndrome during your creative recruitment and onboarding processes, get in touch today for advice on candidate screening, vacancy wording, and interview questions.

Last month, we attended one of the biggest and most inclusive tech festivals in the South West - the Bath Digital Festival 2019. Now that we’ve had a chance to catch our breath, collate our findings, and recover from our favourite five days of the year, we’re ready to share our top eight takeaways. 1. The future of work is today Many businesses talk about recruiting for tomorrow, but how many realise that tomorrow soon becomes today? Victoria Johnson from Green Jay Talent Management discussed how tech companies need to create the future of work right now, to attract, retain and develop the talent they need tomorrow. This includes more flexibility, increased communication, reverse mentoring and even condensed hours. 2. Video killed the content marketer Video is still up there when it comes to customer engagement, yet many brands aren’t utilising video to its full extent (or at all.) Jack Cooke from Beyond the Brand shared his top tips for getting started with video marketing, including the importance of a hook, the need for a silver lining and that all-important call to action. 3. But writing isn’t dead Video may be a popular communication tool, but Amy Morse’s talk reassured us all that writing definitely isn’t dead. The UK publishing industry is now worth an impressive £6 billion, but it’s not only book lovers who are keeping the humble word alive. While video is certainly easier watching, reading can be quicker and more convenient depending on your content and audience. And, let’s not forget about Google’s love of words. The essential message: variety is key. 4. Do you With eventful lives and busy jobs, building a personal brand is probably not even on your to-do list. However, your personal brand is essential for establishing your career, connecting with the right people and giving yourself a little care and attention. Edward White from At Live got everyone thinking about how to “do you” better. The key takeaway? Consistency is key. 5. Humane tech, or the humane use of tech? Technology is developing quicker than ethics can keep up, and it’s harming our attention, mental health, relationships and, in some cases, democracy. Industry expert Dave McRobbie drove a thought-provoking discussion on whether humane tech or the humane use of tech is the answer, and where the responsibility falls. We’d love to hear your thoughts over on our Twitter page. 6. Influencer marketing has its place If you’re a regular reader of our blog, you’ll know that we’ve recently been discussing if influencer marketing has had its day. Joelle Engolia from Wilde & Wolfe was asking the same question while sharing her top tips for when to use influencers. This included for seasonal events, when your marketing niche has become oversaturated, and when you have genuine, authentic and valuable influencer content to share. 7. AWS is topping Christmas lists Wes Neary from Amazon Web Services gave us an introduction into Amazon Web Services and it was clear to understand why it’s one of Stack Overflow’s most loved platforms. With broad functionality, end-to-end security and scalable reliability it’s no wonder that one million customers are already using the platform. 8. Keeping up-to-date keeps you up-to-scratch Henry Nicholas is a regular face at the Bath Digital Festival and for good reason. Connecting talented candidates with exciting positions across technology, digital, data and insight, creative, and marketing & PR sectors require cutting-edge industry knowledge. To enhance your knowledge, book now for next years #BDF2020 and follow our blog for industry-relevant news, tips and insights.

Near, far, wherever you are - remote working could be the answer. It’s been a busy year in the creative industry, with the sector’s fast growth leading to high demand for talented creatives across the country. But as companies compete on salaries and battle over job titles, are they missing a smaller trick? With 28% of workers willing to change jobs for one that lets them work more flexibly, is remote working the answer? Technology has changed our lives - from the way we pick up the food shopping and write our Christmas lists to the way we share our holiday snaps and log our exercise. But nothing has changed more than the way we work. Thanks to high-speed internet connections, lightweight laptops, instant messenger and smartphones, employees can now bring the office to the home, coffee shop or even beachside bar. And the benefits of remote working extend far beyond the shorter commute or enviable view. Businesses offering flexible working policies are experiencing significant benefits themselves, including: Talent attraction - 20% of candidates would use remote working as the deciding factor when presented with two job opportunities. The ability to work from home is now more important to candidates than enhanced parental leave, travel allowances and professional development scheme - making it essential for attracting talent. Talent retention - Remote working is also fundamental for retaining talent. Allowing employees the flexibility to work from home demonstrates trust, increases morale and supports a better work-life balance. Together, these create a winning culture that employees don’t want to leave. Increased productivity - One in five workers feel more productive when working from home, thanks to fewer distractions and the ability to tailor the workday around when they’re naturally more energised. Increased creativity - Flexible working has also been shown to increase creativity, giving employees the space to think deeply, the opportunity to discover different inspiration and the freedom to work where they’re most imaginative. Yet, despite the benefits of remote working, many businesses aren’t embracing it. Instead, they’re worried about distractions, drops in productivity and loss in teamwork. If this is your business, how do you go about embracing remote working without your worries becoming a reality? First, it’s essential to scope out your expectations and set the parameters in a flexible working policy. That way, employees know how much freedom they have, while managers know what outcomes to expect. Secondly, it’s crucial to have the right systems in place to make remote working work. Aside from laptops, mobile phones and cloud-based storage, you need to consider software for video chat, web conferences, and collaborative working. Finally, you need to make flexible working part of your culture. This not only includes encouraging and championing your remote working, but it also involves adopting a fairer and more inclusive culture across all of your working practices. For example, paying in line with the 2019 Salary Guide and offering relocation packages. If you’d like to know more about how remote working can help to boost your talent as well as your productivity, contact us today.

Consultant, Graeme Einfelds, talks about the tech explosion that transformed a once uninspiring stretch of motorway, and the Cyber Security skills that are in demand for the organisations who call it home. London has long been a powerhouse for the world's biggest tech organisations. It’s a truly international capital that still dominates the tech landscape. But around 20 years ago, things started to shift. The easy transport links offered by the M4 started to attract some of the biggest and most groundbreaking companies in the world. The Thames Valley, Berkshire, and Swindon evolved into vibrant tech hubs, becoming home to Microsoft, IBM, Oracle, and many more industry giants. Sometimes dubbed ‘Silicon Alley’, this sprawling area – inclusive of London – is a key location for many technology professionals, including Cloud and Cyber Security experts. Cyber Security Skills in Demand Cyber Security experts are some of the most in-demand tech professionals in the world right now. In fact, TechRepublic named them as one of the 10 most-wanted roles of 2019. Much of this demand in the UK is being driven by London, Swindon, and the M4 corridor. Last year, Crucial Academy released the 2018 Cyber Security City Rankings and Reading topped the table as the best city for Cyber Security professionals. It seems that Silicon Alley will continue to be a vital home for Cyber Security talent, and that’s certainly something that I see reflected in demand from clients and candidates. Competition for Top Tech Talent Despite the concentration of technology organisations along the M4 corridor and in London, and the growing digital skills gap in the UK, competition is still fierce for the top jobs in this booming area. Experienced security candidates with accredited certification are some of the most sought after. While candidates who are able to demonstrate a real passion for the rapidly evolving world of security technology are those who are most likely to stand out from the crowd. And companies are willing to pay high for top tech talent - as demonstrated in our 2019 Tech Salary Guide (download your copy here). If you’re searching for great talent or your next big move in Cyber Security or Cloud technology, get in touch. I work with candidates and organisations throughout London, Swindon, and the M4 corridor. Come say hello on LinkedIn or reach out at g.einfelds@henrynicholas.co.uk to find out more. About Graeme Graeme is an experienced recruitment consultant with a passion for all things tech. He has been working in talent for over 5 years and uses his impressive market expertise to connect the best Cyber Security and Cloud professionals with leading organisations in London, Swindon, and the M4 corridor. If you would like to chat with Graeme about a new Cyber Security or Cloud role in London, Swindon, or the M4 corridor get in touch at g.einfelds@henrynicholas.co.uk. Alternatively, you can say hello on LinkedIn and download the Salary Guide below:

Getting to know...Graeme Einfelds Each month, we sit down with a talented member of the Henry Nicholas team to find out a little more about what they do and what makes them tick. This week it was Graeme Einfelds’ turn in the hot seat as we talked Cyber Security, playing the long game, and recruiting in London, the M4 corridor, and Swindon. Graeme is an experienced recruitment consultant with a passion for all things tech. He joined the Henry Nicholas team in March and specialises in placing Cyber Security and Cloud professionals. Hi Graeme! Thanks for taking the time out to speak with us. What does a typical day look like for you at Henry Nicholas? A large part of my role is building a strong candidate base. It’s about playing the long game to gain trust and credibility within both the sector and the locations that I cover. Candidates may not be in a position to move right now, but they might be in the future, and also in a position to make future critical hire decisions – and I want to be the one that they call. I also spend time speaking with current and potential clients about current threats, salary trends and the state of the market. What sort of roles do you recruit for? I’m always looking for Cyber Security and Cloud professionals across London, Swindon, and the M4 corridor. This includes anything from Penetration Testers up to Heads of Cyber Security and CTO levels. What do today’s candidates look for in an employer? I am seeing a lot of demand for roles at specialist consultancies. Simulated attack is the best form of defence in cyber tech, and this means being proactive, not reactive, to today’s data threats. There’s been an increase in candidates looking for opportunities that involve simulation exercises, Red Team events, and employers that can support them in attaining further certification. The Cyber Sec landscape is constantly shifting so they want exposure to the new tools and the cutting-edge technologies and methodologies that are hitting the market all of the time. I’m also seeing a real shift in salary and benefits expectations over the past year, as you can see in our recent Salary Guide. It’s definitely affecting the type of vacancies that top talent are applying for. How about employers? What are they looking for from candidates? Employers are interested in candidates who actively want to work with advancing tech. They are looking for experience in managing data breaches or preparing for them. People with a solid background in security, credible certification, and an ability to engage with clients and manage their security needs are the most sought after. You have been with Henry Nicholas for three months now. How would you sum up your experience so far? In one word, collaborative. You have everything you need to succeed here. It’s a fantastic environment and the management team are incredibly supportive. If you would like to chat with Graeme about a new Cyber Security or Cloud role in London, Swindon, or the M4 corridor get in touch at g.einfelds@henrynicholas.co.uk. Alternatively, you can say hello on LinkedIn and download the Salary Guide below:

Money, business and solidarity. You might think we’re talking about the latest series of the Peaky Blinders, and you wouldn’t be far wrong. The Northern Powerhouse is in one of its strongest positions yet, spelling a great 2020 ahead for businesses and candidates alike. The Northern pull But it’s not just Thomas Shelby and his brothers who are stealing candidates and pulling businesses away from London. According to a recent report from Totaljobs, the North is attracting attention in its own right, thanks to: The Northern pound As the famous saying goes, “it’s cheaper up North,” and that remains relevant today. £1 in London is now worth £1.17 in the North - giving you 17% more bang for your buck. To put this in perspective, Northerners are paying £0.59 less per day on coffee, £42.65 less per month on travel, and £6,240 less per year on rent. Growing businesses Northern England is home to 1 million businesses exporting £50 billion of goods across the world. Accordingly, it’s become a hotbed for investment, expansion, and jobs. At Henry Nicholas, we’ve seen an increase this year in marketing and PR jobs in cities including Manchester, York and Leeds. Northern soul There’s a different way of life up North, which is why its cities dominate the happiness index. Candidates and businesses are motivated by earning enough to be comfortable, and workloads that get people home on time. A stark difference from salary-motivated Londoners who work an average of 150 hours overtime per year. Local pride People and businesses are more proud of their region than the rest of the country, and this is reflected in overall employee happiness and business health. And it’s not going unnoticed. Relocations from London have tripled since 2010, leading to 75% of creative jobs now being outside of the capital. How you can get involved So how can you as a business or employee get involved in the attraction that is the North? Businesses If you’re a Northern business looking to benefit from the influx of marketing and PR talent relocating to the North, we can help to: Advice on local salaries and relocation support for your next vacancy; Benchmark your policies, including flexible working, against the rest of your industry; and Build a local (and national) buzz about your business among talented candidates. Candidates If you’re looking for a creative job that allows you to relocate up North, then you need to look in the right places. Sign up to local job boards, speak to a national creative recruitment agency and make it clear on your CV that you’re willing and eager to relocate. ​ If you’re looking to join the Northern powerhouse, then get in touch with one of our Northern consultants today.