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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. ​

As sponsors of a certain global football event and long-term FIFA partner, Visa has been everywhere in recent weeks with its Zlatan Ibrahimovic adverts sharing the benefits of making fast payments with Visa. However, on the 1st of June, a card network crash left millions of people unable to pay for goods and services across Europe. Major retailers quickly started confirming card purchases were failing and huge queues formed at petrol stations and supermarkets across the country. Visa apologised later that day, stating they had fallen "well short" of their goal to ensure cards worked reliably at all times. So serious was the incident that the Treasury Committee Chair Nicky Morgan wrote to Visa's chief executive officer in Europe, Charlotte Hogg, to demand answers over what led to the failure. With the World Cup kicking off this week, you might say the system failure couldn't have come at a worse time. However, Visa isn't the only company to have been a victim of a badly-timed PR nightmare. Here we take a look at five recent publicity catastrophes that have hit the headlines. Prepare to cringe... 1. Snapchat mocks domestic abuse In March, Snapchat came under fire when it ran an advert that mocked pop star Rihanna’s domestic abuse. Advertising an app called “Would You Rather?” it asked users, “Would you rather slap Rihanna or punch Chris Brown?” Following a flurry of complaints from its users, Snapchat issued an apology and claimed the advert was approved in error and it was quickly removed. The PR nightmare didn’t stop there, with Rihanna posting a response to the advert on Instagram that condemned the app for its handling of domestic abuse: “Shame on you. Throw the whole app-ology away.” 2. Lady Doritos anyone? During an interview on the Freakonomics Radio podcast in January, chief executive of Doritos parent company PepsiCo, Indra Nooyi discussed the differences between men and women when it comes to eating crisps. She stated that women “don’t like to crunch too loudly in public” and “don’t lick their fingers generously” or “pour the little broken pieces and the flavour into their mouth.” Nooyi said the company was brainstorming women-specific snacks that would be marketed and packaged differently. It didn’t take long for the jokes and the anger to spread across social media, with people asking why snacks have to be gendered. PepsiCo issued a statement to assure people that Lady Doritos will not become a reality: “We already have Doritos for women - they’re called Doritos." 3. London Dungeon's grim Valentine's tweets Top attraction the London Dungeon found itself in hot water back in 2017 when its “Dark Valentine” social media campaign backfired following allegations of sexism and misogyny. The posts included jokes about Jack the Ripper and dead prostitutes (yes, really) and the company only made matters worse with an apology issued in the same branding as the offending campaign. People attacked the brand, accusing them of being insincere and misunderstanding the severity of the situation. 4. Currys PC World: Attention! Proof that the actions of a few can affect many. Currys PC World came under fire thanks to an unfortunate sign that was hung outside of a branch in Wrexham. The sign in the bin area behind the store read: “Attention Tramps - stop looking for valuables in our bins and start looking for a job.” Needless to say that passersby were less than impressed and quick to share it on social media. The manager of the store Iain Yarwood said: “I apologise for any offence that may have been caused to anyone who may have seen this sign at the back of the store. It is in no way an official notice and is not representative of the company’s or the store’s views. The sign has been removed and the matter is being dealt with internally.” Oh dear. 5. Thameslink gets burned Proving that brands always have to be careful when it comes to injecting humour into social media posts, Thameslink got into a spot of bother with execs at Poundland over a mocking tweet. Responding to a passenger, Thameslink tweeted appreciation that its service was “less Ferrero Rocher and more Poundland cooking chocolate”, which understandably got the back up of Poundland’s retail director Austin Cooke. He issued a statement directed at the chief executive of Thameslink’s parent firm, Govia Thameslink Railway (GTR), which stated the retail outlet had successfully served 8 million shoppers last week: “But if we ever fall short, perhaps we’ll describe ourselves as a bit Thameslink. If you don’t want to hear from our extremely twitchy legal team, we suggest you remove your tweet.” Of course, Thameslink swiftly apologised for making the comment and deleted the offending tweet. Despite the media furore around these events, the real story comes from how these brands recover from such PR missteps. Are you a PR or marketing professional looking for your next big challenge? View our latest marketing and PR roles today.

It’s no secret that Angular has become one of the most popular software development instruments in use today. Introduced by Google in 2009, Angular received a warm welcome from the development community across the globe. To get the inside scoop on Angular, we caught up with Ross Gratton, Head of Front End Development for our client, leading marketing communications agency Proctor + Stevenson. Here’s what we discussed... Ross, can you tell us more about your role at Proctor + Stevenson? Of course. I’ve been here for five years, and the agency has evolved considerably in that time. We started by specialising in Full-Stack, PHP and Front End, but as new technology emerged, we noticed the skill set of Front End grow more and more complex. As a result, we required a specific concentration in Front End to be able to deliver what our top-brand clients were demanding. Due to this transition, I moved into a Front End lead role where I guided Front End and built a team around those technologies. This led to a split team, with specialists both in Back End and Front End. Having a dedicated Front End team might not be the norm for our industry, but it’s proved hugely successful for us. When did you first become aware of Angular? Probably around four years ago when it was still AngularJS. We were doing a lot of work in jQuery and other JavaScript libraries, and projects were being delivered using a combination of languages. When AngularJS arrived on the scene, it brought all concerns into one library and took away what I refer to as the ‘Wild West’ of the JavaScript library. Initially, AngularJS wasn’t the best fit for some projects, and there wasn’t a real demand for it from clients; however, the rise of apps quickly changed things. With users increasingly demanding real-time feedback and interactions from the apps they use, AngularJS presented as the only viable library that was up to the task. With AngularJS now legacy, we’re working with the latest iteration of Angular for our work with decoupled microservice applications. We’re so pleased that our clients are excited about the possibilities this forward-thinking architecture brings. Is there a shortage of Angular specialists in the market right now? We’ve found recruiting Angular talent a challenge as experts in this field are extremely thin on the ground right now. We’re looking for people who are proficient in Angular, but as it’s such a new development, we’re faced with the option of hiring someone who’s self-taught and looking to land their first role in Angular or someone who’s actively using it now, but may not be looking for a new role. Do you have any advice for those considering a career in Angular? Due to the relatively small Angular talent pool, the goods news is that you can get to a reasonable skill level quickly to be in with a chance of landing a role. Anyone who has a fundamental understanding of development can get to grips with Angular - the hardest part is understanding the new concepts and the abstract mechanisms that make it up. Buzzwords you need to get your head around if you’re new to Angular include reactive programming, components and model view controller methodology. If you can get a handle on this, you’ll be able to pick up some of these frameworks. What are your predictions for the future of Angular? We’re currently in a bit of an Angular bubble, and the skills shortages mean professionals in this field are enjoying lucrative salaries. Front End is the place to get involved right now, but as with any movement in development, the demand will cool as it becomes more of an industry standard and people move on to new systems. Now for the big question: React or Angular? This is a big talking point in our sphere, and the question for a lot of developers remains whether to specialise in React or Angular. Despite what people say, it’s up for debate as to whether React is the more popular choice, although due to Silicon Valley preferring React, a lot of people are opting for it. However, there is an abundance of jobs available for both and one certainly isn’t superior to another. I’d recommend you to choose the one that’s the best fit for you and your style of working. For more information on roles in Angular or for career advice and vacancies in the technology space, you can connect to the Henry Nicholas team today.

They say there are two sides to every story and never has this been truer than in today’s job market. While we constantly hear about industry-wide skills gaps sweeping the UK, stories about candidates going above and beyond to secure a job continue to emerge, leading us to question just how candidate-led the market really is right now. Just last month, University of Gloucester graduate Jade Delaney saw her bid to secure a work placement go viral when she painted herself gold to emulate Wall Street’s ‘Fearless Girl’ statue before parking herself outside of McCann Bristol's office. The stunt worked, with Jade offered a one-month trial placement there as a creative. Asked about her successful stunt, Jade said: “There aren’t really any advertising jobs. They come up and then go the same day. I don’t know what role I want, so I wanted a placement to try different roles, I need to find an agency that fits me – I can’t just rock up and say, ‘give me a job’.” Jade isn’t the only one who’s gone above and beyond to get noticed. Back in March, Anastasia Glover caught the attention of a recruiter (and the world’s press) with her grime rap that detailed her struggles landing a marketing job after full-time education. Texan Chase Zreet successfully applied to work for Sprite through marketing agency Wieden + Kennedy with a love rap about the drink. And then there’s Adam Pacitti who famously spent the last of his money on a billboard appealing for someone to give him a job. After going viral, Adam received 60 job offers and ended up taking a role at marketing agency KEO Digital. All of these innovative job seekers have one thing in common; they’re fresh out of education and lack experience. So, despite the skills gaps, it seems that employers are still looking for the holy grail of a creative and driven graduate who also possesses work experience. Students are encouraged to explore work placements while they’re at university, but it’s not always financially viable, especially when a high number of those opportunities are unpaid. So, what’s the solution? Here are our top tips for graduates who lack work experience but want to bag that all-important first role that will kick-start their career. Highlight ALL of your skills It might sound obvious, but you’ll have accrued more workplace skills than you think while studying. IT, communication, administration, research and problem-solving skills are all valuable to employers. And remember, softer skills like professionalism and friendliness go a long way too. ​ Network If you can’t afford to take a free work placement, the next best thing is to get to networking events in your area that potential employers and recruiters will attend. Introducing yourself to key players and making a great first impression could help you get your foot in the door. Know the industry Get immersed in the latest industry news that affects your potential employers. Not only will this give you a better idea of the movers and shakers in the market, but this level of awareness will help you stand out from the competition in a face-to-face situation. The most important piece of advice is not to panic. Most professionals have been there themselves, so understand your situation. Impress them with your personality, drive and determination, and you’ll be sure to secure an opportunity in no time. In the coming weeks, I’ll be publishing an exclusive series of articles on LinkedIn that examine the agency career journey, from graduate to client services director, detailing exactly what professionals need to do to ensure they achieve continuous progression. Stay tuned for more information and in the meantime, speak to the Henry Nicholas team who can provide the help and guidance you need to further your career.

It’s no secret that the marketing industry has been caught up in an ongoing skills shortage in recent years. In March 2018, Marketing Week revealed the results of a survey of 8,405 UK students aged 18-24 with 51% saying marketing was ‘never’ or ‘hardly ever’ mentioned at their school with just 3% believing marketing offers a real career opportunity. It’s hard to believe that an industry that was so popular with young people just ten years ago is now one not widely considered as a serious and rewarding career option. So, what’s to blame? Marketing has undoubtedly changed exponentially over the years thanks to advancements in digital and easier access to data. Perhaps the most significant thing these advancements have enabled marketers to do is reach a bigger audience through an increased number of platforms. Great news for the marketer, but perhaps not for the audience that’s constantly bombarded with sales messages at every turn. In the article that accompanied its survey findings, Marketing Week stated the industry has to contend with a “perception problem among the younger generation that it is intrinsically linked with advertising, which Generation Z notoriously either distrust or dislike.” However, a lack of trust in brands from increased ad exposure isn’t the only reason young people aren’t considering a career in marketing. As the scope of marketing has grown, so too has the role of the marketer. While organisations still want professionals possessing the skills fundamental to the marketing function, they now want someone proficient in areas such social media, email marketing and data analysis along with a good understanding of data laws. CMO of OpenJaw Technologies Colin Lewis summed up the conundrum in an article for Marketing Week when he said: “If you were hiring a carpenter, would you expect them to be an expert at plastering, proficient at rewiring and competent at carpet-fitting? Even if someone were available with 100% of the skills needed to do the job, they’d be unlikely to apply for it, as there would be no development opportunity.” Then there’s the added fact that individuals possessing some of the skills demanded of marketers could land roles in more lucrative fields. Speaking to Campaign, senior brand manager of Coca-Cola Louise Maugest said: “We need more data savvy people, but a lot of them don’t even think about applying for marketing jobs and tend to go more towards programming, finance, consulting.” Not only is the expectation placed on marketers unrealistic, but it makes defining the role difficult. This uncertainty around marketing and precisely what it involves today is unlikely to attract young people to consider it as a legitimate profession. It’s for all of these reasons that marketing should consider giving itself a rebrand, with employers making more of an effort to help young people understand what a career in this field looks like, the (realistic) skills it requires and the real opportunities it can deliver. Whether this is achieved through offering marketing apprenticeship schemes or getting more involved with schools, colleges and universities, we’ll have to wait and see what the industry pulls out of the bag to secure that all-important young talent. What do you think it takes to attract young people to a career in marketing? We’d love to hear your thoughts. Alternatively, if you’re already sold on marketing, explore our latest roles today.

According to conversion experts Invesp, it costs five times as much to attract a new customer than to keep an existing one, yet 44% of companies have a greater focus on customer acquisition, with just 18% focused on retention. Walker Consulting predicts that the experience a customer receives will be the key differentiator for brand loyalty by 2020. The big question is, how do businesses measure the effectiveness of customer experience? A blog post from HubSpot recommends they follow the simple acronym OCCAM, which is: Outline goals and plan. Choose trigger or timing. Analyse the data. Make adjustments. Indeed, the data gained from customer satisfaction surveys goes a long way in helping organisations understand the success of their offering and are a vital tool in helping to improve processes and outputs. There are several satisfaction surveys that businesses can use to gain such data, including: Post-purchase. These surveys are sent to customers to measure the satisfaction of a product or service that's been purchased, covering all elements of the buying process from ordering to delivery. Market research. Surveys to existing customers to find out what they would like to see from your brand in the future, whether that's new products/services or changes to processes. Net Promoter Score. Used to find out how likely a customer is to recommend your brand to others. Customer satisfaction surveys can undoubtedly provide a plethora of data that can be used by businesses to fulfil an agenda of continuous improvement. We practice what we preach at Henry Nicholas and heavily rely on satisfaction surveys to ensure we keep improving and offering outstanding service. For example, we’ve listened and applied changes from feedback and now boast a candidate Net Promotor Score® of 78, which is considered by global NPS standards as 'world-class'. Here we take a look at some of the key benefits of these surveys and what they can help you achieve for your business. Identify the need for change As well as providing data on the general mood around your brand, satisfaction surveys can also help you to dig deep into each department to identify what’s working and what’s not, something that’s invaluable when it comes to long-term strategic planning. A tangible way to measure your efforts While analysing patterns in sales data can go a long way in establishing whether a product or service has been a success, hearing the thoughts and feelings of customers provides insights businesses wouldn’t previously have been exposed to. Customer comments, whether good or bad, offer the knowledge required to make significant decisions about processes, offerings and even how best to utilise your employees. Shows customers you care Giving customers the opportunity to have their say will go a long way in helping to drive customer loyalty through the perception that they’re valued. Additionally, providing you listen and act upon feedback, whether that’s fixing problems or offering incentives, customers will feel as though they’re getting more personalised service, something they have come to expect in today’s digital age. If you’re convinced by the power of customer satisfaction surveys and are ready to get started, take a look at the some of the best rated online survey tools of 2018, according to PC Magazine: Survey Gizmo GetFeedback Checkbox Survey SurveyMonkey FluidSurveys For more news and views on all things data and insights, stay tuned to the Henry Nicholas blog or explore some of the latest roles in this sector today.

Following a series of high profile cybersecurity breaches and system failures, including the headline-stealing WannaCry ransomware attack on the NHS and the more recent TSB system outages, organisations are being forced to up their game when it comes to protecting the data captured within their networks. Understandably, this has resulted in a substantial increase in demand for security professionals, with the salaries on offer higher than ever before. In this blog post, we explore some of the most sought-after cybersecurity roles in the tech industry right now and why. Data Protection Officer There’s a reason why Reuters referred to the data protection officer (DPO) as the ‘hottest ticket in town’. This relatively new role has risen to prominence in light of the GDPR which introduced a duty to appoint a DPO if you’re a public authority or carry out certain types of processing activities. In fact, according to a recent study by the International Association of Privacy Professionals (IAPP) as many as 75,000 DPO positions will be created in response to the GDPR across the globe. A DPO is typically responsible for monitoring internal compliance, advising on data protection obligations and acting as a contact for supervisory authorities and data subjects. Penetration Tester Back in 2016, there was a distinct buzz around the emerging role of the penetration tester thanks to the growing security concerns around IoT and BYOD, coupled with increased web and cloud-based applications in businesses. Fast-forward to 2018 and the rise of ransomware means penetration testers (aka ethical hackers) are in high demand with organisations requiring their skills to probe and exploit any security vulnerabilities in applications, networks and systems. In an article for CSO, security columnist Roger A. Grimes referred to the role as ‘win-win’ stating: “If you hack in past the current defenses, you’ve given the client a chance to close the hole before an attacker discovers it. If you don’t find anything, your client is even happier because they now get to declare their product secure enough that even paid hackers couldn’t break into it.” Security Analyst Figures from the U.S. Bureau of Labor Statistics (BLS) suggest that information security analyst jobs will increase by 28% by 2026. As threats to systems intensify, businesses require professionals to protect their valuable information from unauthorised access. Security analysts wade through metrics and data for any suspicious activity and mitigate risks before any breaches can occur. Public sector bodies and healthcare organisations, in particular, are increasingly on the lookout for analysts to work on the front line and lead efforts to counter any attacks that threaten their data and systems. For more insights into the technology job market, stay tuned to the Henry Nicholas blog or explore some of the latest roles in this sector today. ​

Let’s play a game. When I say the words ‘employer branding’, what do you think of? Google-esque offices with inspirational quotes plastered all over the walls? Employees with MacBooks, lounging on oversized primary-coloured beanbags? On-site, on-tap Starbucks coffee? Whatever springs to mind, there’s no denying that the recent emphasis on employer branding has turned it into something of a cliché, even a parody. In fact, there are a number of businesses in my industry (unfortunately, recruiters can be particularly guilty of it) whereby the owners believe that a state-of-the-art, quirky office is enough, and before the fresh paint smell has faded from the air, they relax, safe in the knowledge that they’ve achieved the perfect employer brand. As with most things in business, developing an employer brand is a lot more complicated than that. Establishing your business as the place to be in the face of multi-industry talent shortages is proving to be a challenge for even those who have graced the Sunday Times Best Companies to Work For list. Glassdoor carried out a survey recently that found 84% of participants would consider leaving their current company if another employer with a better reputation offered them a job. Also, 69% of those surveyed said they’d decline a job offer from an employer with a bad reputation even if they were unemployed. So, before you make way for an office foosball table, let’s look at the bigger picture of employer branding. What actually is employer branding? Officially speaking, your employer brand refers to the perception that key stakeholders and both your current and potential future employees have of your business. To have any influence on this perception you need to be able to effectively communicate the values of your business, as well as your personality and culture. What you need to be aware of is that a successful employer brand is affected by every single touch point you have with your employees, from the recruitment of new starters right through to an employee’s exit from the company, and everything in between such as benefits, career pathways and support networks. Some companies focus too much on the recruitment side and I think we all have experience of those shiny, happy people who sing the praises of the business during an interview only to turn sour-faced and bitter once you’re a week into the job. It’s pointless promoting a culture of innovation and ambition to potential employees if the reality doesn’t reflect this. People talk and remember that social media channels are just a click away. Trust me, if your staff are unhappy, potential employees will soon get to hear about it. The very best employer brands are able to focus on the positives while remaining realistic about what’s actually on offer. So, what can you offer? More than you think. You’d be surprised by what job seekers are looking for from a potential employer. It’s not always about money and a fancy working environment. High numbers of people, at all ages and levels, are increasingly attracted by aspects such as the chance to works towards a formal qualification within the role and, more commonly, flexible working hours. Providing employees with flexibility doesn’t mean granting permission for a home office, but perhaps adjusting working hours slightly to suit them could make you stand out from a competitor. You might have an interesting pro-bono client, offer staff free yoga classes or even just go out for Friday night drinks with the team – all are worth shouting about and go a long way in communicating the real culture of your business. Don’t get culture confused As previously mentioned, businesses can mistake a cool working environment for culture. Don’t get me wrong, I love the Henry Nicholas office and aesthetics were important to me when designing it due to the fact that we spend a lot of time here. However, city centre location and designer graffiti-adorned walls aside, our culture is cultivated by deliberately employing professionals from a wide range of backgrounds rather than just recruitment. I never wanted Henry Nicholas to be known as a team of aggressive recruiters focused on target-smashing, the aim was instead to breed a culture of strong-minded and ambitious individuals who can learn from one another and concentrate on building meaningful relationships with clients and candidates. Remember the old adage that people buy from people. Investing in your current employees and telling the world all of the things that make you great will instantly make your business relatable, approachable and, you guessed it, an attractive place to work. If you really want to develop a meaningful employer brand and beat your competition to the punch when it comes to winning the best talent, you need to invest time and effort looking at your current culture and putting in the effort to change it, or if it’s already great, making sure you shout about it. No matter how long it takes though, trust me when I say that it’s one of the best investments you’ll ever make in the lifetime of your business. What are your thoughts on employer branding? I’d love to hear from you so leave a comment below or contact me directly to continue the conversation. Alternatively, if you’re a job seeker or a company looking for the best talent and like the sound of Henry Nicholas, our team would love to have a chat so get in touch today. Client page All blogs

Whether you design websites or implement marketing campaigns, it’s likely you’ll experience the dreaded creative burnout at some point in your career. Whereas for some it might only last a matter of hours (and be remedied by a strong coffee), others may find creative-block lasts longer, leading to a negative impact on work quality, colleague relationships and your overall outlook on work and life. While it can be difficult to predict when creative burnout will strike, psychotherapist and author, Dina Glouberman highlights three tell-tale signs in her book, The Joy of Burnout, including: - Growing emotional mental or physical exhaustion - Increasing feeling of distance from ourselves and other people - Decreasing ability to be effective at the things you've always done, both at work and at home. Luckily, there is a plethora of expert advice available to help creatives conquer a burnout. Our team has gathered some of the most effective tips according to our creative clients and candidates. Extract yourself Sometimes a simple change of scenery can make a world of difference when you’re feeling up against it. This is great for those able to work flexibly and can work from home or take their laptop away from the pressure-cooker setting of an office. However, not everyone can do that, so something as simple as making sure you take a lunch break and go for a walk to get some fresh air can provide some much-needed clarity. Director of Product Design at InVision, Andrew Cullen spoke of the importance of taking a step back on the company’s blog: “Sometimes being away from the screen is actually when your mind starts to wander and you think about problems you’re tackling at work in a different light.” Read a book If you think taking time out of your busy schedule to read a book is too indulgent it’s a sign you’re pushing yourself too hard. In our frenetic, digital world, taking time out to read a book can work wonders in getting those creative juices flowing. Josh Ritchie, CEO of creative content marketing agency ColumnFive wrote in a LinkedIn article: “There’s something nice about holding a book in your hands and turning the pages. I believe it’s a more interesting and gratifying experience than any other form of content consumption.” Go to an event Conferences and networking events can spark creativity and motivation, leaving you feeling refreshed and ready to get back to the office. Whether that’s due to sharing stories with your peers or hearing keynotes from industry leaders, events are well worth attending if you find yourself in a creative funk. Business owner and author of The Designer’s Handbook, Dennis Field spoke about the importance of events in an InVision blog post. “Conferences and networking events are full of positivity, and all that positivity can help you with burnout. Yes, I learn a ton from the speakers, but it’s the conversations with others that help me realise I’m not alone with any of my struggles.” Look after yourself It may sound obvious, but ask yourself whether you’re living your healthiest life. Do you get enough sleep? Do you move around enough during the day? What about your diet? And, dare we ask about your coffee consumption? This isn’t about living like a saint. It’s taking the time to be kind to your body so you have the energy to tackle the mental, physical and emotional challenges that can threaten your creativity levels every day. Everyone will have unique methods of coping with creative burnout, so if you have any nuggets of wisdom, don’t hesitate to share them with the Henry Nicholas team!