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Introduction   Diversity, Equity, and Inclusion (DE&I) recruitment has become essential for thriving workplaces due to its profound impact on creativity, innovation, and decision-making. Diverse teams bring varied perspectives, fostering innovative solutions and driving business growth. An inclusive environment enhances employee engagement and retention, as individuals feel valued and respected. Moreover, DE&I practices align the workforce with the diverse customer base, improving customer satisfaction and loyalty. Companies embracing DE&I also benefit from a stronger reputation, better financial performance, and compliance with anti-discrimination laws. Ultimately, DE&I recruitment is key to building a dynamic, resilient, and successful organisation.   We will explore the significance of DE&I recruitment, its impact on businesses, effective strategies for implementing these practices and how, we here at Solis Recruitment, can assist employers in making key hires to address DE&I issues.   What is DE&I Recruitment?   DE&I recruitment is a strategic approach that focuses on attracting, hiring, and retaining talent from a wide range of backgrounds, including different genders, ethnicities, abilities, ages, and socio-economic statuses. The goal is to create a diverse and inclusive workplace where every individual feels valued, respected, and empowered to contribute fully.   How DE&I Differs from Traditional Recruitment Approaches   Unlike traditional recruitment methods that may unconsciously favour certain groups or people through unconscious biases, DE&I recruitment proactively seeks to remove barriers that hinder diversity. This includes eliminating biased language in job descriptions, using blind recruitment techniques to remove identifying information, and fostering partnerships with diverse communities to reach a broader talent pool.   Benefits of DE&I for Businesses Many business leaders question the importance of DE&I recruitment, if there are issues that need address, and the benefits DE&I recruitment can bring.   DE&I recruitment offers a wealth of benefits to businesses, including enhanced creativity, improved problem-solving, and better financial performance. A diverse workforce is more likely to offer varied perspectives and innovative ideas, which can help companies solve complex problems and adapt to market changes more effectively.   Moral and Ethical Imperatives for DE&I Recruitment Beyond business benefits, DE&I recruitment aligns with the moral and ethical values of fairness and equality. By committing to diversity and inclusion, companies demonstrate their commitment to social justice, which can build trust with employees, customers, and stakeholders.   Enhanced Creativity and Innovation A diverse team brings together different perspectives and ideas, fostering an environment of creativity and innovation. For instance, Marketing teams can develop more inclusive campaigns that resonate with a broader audience. Similarly, Product teams can design solutions that cater to diverse user needs, leading to unique and innovative products.   Better Decision-Making and Problem Solving Research shows that diverse teams make better decisions up to 87% of the time. When employees from different backgrounds collaborate, they challenge each other’s assumptions, leading to more thorough and thoughtful decision-making processes. Data teams, for example, benefit from diverse viewpoints, ensuring more comprehensive data analysis and insights.   Improved Financial Performance Businesses with diverse leadership are 36% more likely to outperform their peers in profitability. DE&I recruitment can directly impact the bottom line by attracting a broader customer base, reducing turnover rates, and fostering a more engaged and productive workforce. Ecommerce teams can leverage diverse insights to better understand and cater to various customer segments, enhancing sales and customer loyalty.   Strengthened Employer Branding Companies that prioritize DE&I recruitment build a strong employer brand that attracts top talent. Potential employees are more likely to join an organisation that values inclusivity and provides equal opportunities for growth and development. Enhancing your Employer Value Proposition (EVP) can significantly help attract and retain top talent in today’s competitive market .     Examples of Effective DE&I Recruitment Processes   Blind Recruitment Techniques Blind recruitment involves removing personal information such as names, ages, and gender from resumes to prevent unconscious bias. This ensures candidates are evaluated based on their skills and experience rather than demographic factors.   At times an employer will request the removal of academic achievements to further promoted fairness.  This approach ensures candidates are evaluated based on their skills, experience, and potential rather than their educational background. It helps level the playing field, encouraging diversity by attracting candidates from varied backgrounds and non-traditional educational paths.    Inclusive Job Descriptions Crafting job descriptions that use inclusive language and highlight the company's commitment to diversity can attract a wider range of applicants. Avoiding jargon and emphasizing flexibility and development opportunities are also crucial for inclusivity.   Partnerships with Diverse Communities Collaborating with organizations and networks that represent underrepresented groups can help businesses access a wider talent pool. These partnerships can include internships, mentorship programs, and community outreach initiatives.   Leveraging Technology for Inclusive Hiring Using AI-driven tools to screen candidates can help reduce bias in the hiring process. However, it's essential to ensure that these tools are designed with fairness in mind to prevent replicating existing biases ( an issue that has arisen already ).   Challenges in Implementing DE&I Recruitment   Unconscious Bias in Hiring Processes Despite the best intentions, unconscious bias can still impact recruitment decisions. Training recruiters and hiring managers to recognise and mitigate their biases is a critical step in fostering an inclusive hiring environment.   Taking additional steps and a fairer evaluation process may be needed to evaluate applicants equally and based on merits and experiences.   Lack of Awareness and Understanding Many organisations struggle with implementing DE&I strategies due to a lack of awareness and understanding. Education and ongoing training are essential for building a culture that supports diversity and inclusion.   No one wants to feel like a token hire, they want to know what other changes the business will be making structurally, and how they will promote DE&I internally through champions and awareness programmes.   Resistance to Change Change can be challenging, and some employees or managers may resist DE&I initiatives. Clear communication about the benefits of diversity and inclusion, combined with leadership support, is vital for overcoming resistance.   The Role of Solis Recruitment in DE&I   Solis Recruitment’s Approach to Building a Diverse Talent Network At Solis Recruitment, we are committed to representing a broad network of diverse individuals and have fostered relationships with a wide range of talent across various industries. Our approach includes leveraging innovative recruitment strategies to ensure we reach candidates from all backgrounds who are relevant to the roles we recruit for.   We have a proven track record of helping businesses achieve their diversity goals by connecting them with talented individuals who bring unique perspectives and skills to the table. Our personalised approach ensures that we understand the specific needs of each client and match them with the right candidates.   Tailored Recruitment Strategies for Diverse Hires We have helped businesses we work with to create a tailored recruitment strategies that align with your company's DE&I goals. We use a combination of traditional and innovative techniques to identify and attract diverse talent, ensuring a comprehensive and inclusive recruitment process.   How Solis Recruitment Can Help Employers with Key Hires Comprehensive Recruitment Solutions Tailored to DE&I Needs Solis Recruitment offers comprehensive recruitment solutions designed to meet the unique needs of each employer. From sourcing diverse candidates to conducting unbiased interviews, we ensure that your hiring process reflects your commitment to DE&I.   Building Long-Term Relationships with Diverse Talent We go beyond just filling vacancies; we build long-term relationships with diverse talent. This approach helps employers create a sustainable pipeline of candidates, reducing time-to-hire and improving retention rates.   Remote Work and its Impact on DE&I The rise of remote work has expanded the talent pool, allowing businesses to hire from anywhere. This has significant implications for DE&I, enabling companies to reach candidates who may have been excluded due to geographic or accessibility constraints.   Conclusion DE&I recruitment is not just a trend but a vital business strategy for fostering innovation, improving financial performance, and strengthening employer branding. Solis Recruitment is dedicated to helping businesses achieve their diversity and inclusion goals through tailored recruitment solutions and a commitment to building diverse talent networks. Contact us today to learn how we can assist you with your key hires and make a positive impact on your organisation.

The job market is perhaps more competitive than it has ever been. Many senior professionals have said they’ve not experienced such a difficult and tumultuous market since the financial crash in the late 2000’s.   We’ve written posts about optimising your CV to get more relevant interviews, but that is only the first step in securing your next role. The next stage in your job search is how to master answering interview questions, but this can be the most problematic part of the job search. You can be asked obscure and irrelevant questions which we can’t really assist with, but people also struggle to provide depth or content about what they do or what they have done. Knowing how to effectively answer competency questions to stand out from other interviewees is crucial to securing a job.   What are Competency-Based questions? Competency-based questions are use to evaluate specific skills or experiences you possess in relation to the role you are applying for. . These competencies often include expertise specific to the role like using certain tools, carrying out tasks, undertaking specific responsibilities, or delving in to your soft skills such as; teamwork, problem-solving, communication, and leadership. The goal is to assess whether your previous experiences and behaviours align with the job’s demands.   Interview questions related to previous experiences and skills are to assess your knowledge, achievements or behaviours to predict your future performance or success in the specific role you are applying for.   Interviewers will often ask questions designed to elicit evidence of your competencies. These questions often start with phrases like “Tell me about a time when…” or “Give an example of…”. The focus is on your personal contribution to situations rather than the outcomes achieved by a team.   These are used to provide a clear and measurable way to assess your performance and level of responsibility in previous positions, and to determine your suitability for the role’s requirements.   Preparing for questions and evaluating your own successes, failures, strengths, weaknesses and learnings will ultimately determine your success within interview processes and securing your next role.   Preparing for a Competency-Based Interview   The key to preparing for an is understanding what the role is looking for. Review the job description, and identify the core competency, responsibilities or the requirements they are looking for. Make some notes of relevant examples from career experience that relates to this. Take the notes you’ve compiled to and begin to delve deeper using either the STAR or CAR technique. Analyse what impact your successes had for previous employers, and why it was beneficial for the business. Refine your answers. Try to think to of relevant experiences in the past 18 – 24 months relevant to the role that demonstrate how your experiences relate to the required competencies. The more specific and recent the examples, the better. Try to rehearse you answers so you can communicate your experience clearly, confidently and naturally.   STAR and CAR Technique for answering interview questions   Both the CAR and STAR methods are effective for answering competency interview questions, and each has its own merits. Depending on the depth of response you are looking to give should help you choose which will be more effective to different questions.   The STAR method is a structured approach to answering interview questions. It helps you provide clear, concise, and compelling responses by breaking your answer into four key components:   Situation:  Describe the context within which you performed a task or faced a challenge. Be specific about the situation to set the stage for your story. Task:  Explain the actual task or responsibility you had in that situation. What was your goal? Action:  Detail the specific actions you took to address the task or challenge. Focus on what you did, rather than what the team did. Result:  Share the outcomes or results of your actions. Highlight what you accomplished and what you learned from the experience.     The CAR method is another effective technique for answering interview questions (and my preferred technique). It stands for Context, Action, Result and helps you structure your responses in a clear and impactful way.   Context : Describe the situation or task you were involved in. What was the background, and what were you responsible for? Actions : Explain the specific actions you took to address the situation. Focus on your role and contributions. Results : Highlight the outcomes of your actions. What impact did you have? What were the measurable results?   Consider the type of questions and the interviewer’s style. If the interviewer asks for detailed examples, STAR might be more suitable. For more rapid-fire questions, CAR could be better.   Some people find the STAR method more comfortable because it helps them set the scene before diving into their actions. Others prefer the CAR method for its simplicity and directness. We prefer the CAR method as it helps you provide structured and memorable answers that demonstrate your problem-solving skills and achievements, which makes preparing for interview easier.   Try to think of examples that demonstrates the value you can bring to prospective employers.   Answering Competency-Based Questions: Real-Life Examples Let’s look at some examples of how to answer common competency-based questions effectively.   Example 1: Marketing - Results Orientation Question : "Tell me about a time when you acted to improve the performance of a business."   Response : Context : "In my previous role as a marketing manager, I noticed that our customer engagement metrics were declining despite an increase in our marketing budget." Actions : "I analysed our marketing strategies and identified that our content wasn’t resonating with our target audience. I initiated a series of A/B tests to refine our messaging and realigned our content strategy with customer feedback." Results : "As a result, we saw a 25% increase in engagement within three months, leading to a 15% boost in sales. This not only improved our performance but also justified the marketing spend to senior management."   Example 2: CRM – Project Leadership Question : “Can you describe a time when you were involved in a CRM platform migration?”   Response : Context : “Our company decided to migrate from an outdated CRM system to a new, more robust platform to improve customer data management and streamline processes.  The project required not only internal coordination but also collaboration with an external agency responsible for the technical aspects of the migration.” Action : “As the project leader, I developed a comprehensive project plan and timeline. I coordinated with the internal team to conduct a data audit and clean up inconsistencies. I also managed the relationship with the agency partner, ensuring clear communication and alignment on project goals. We held regular meetings to track progress, address any issues, and ensure that both teams were on the same page. Additionally, I organised training sessions for staff to ensure a smooth transition to the new system.” Result : ““The migration was completed on time and within budget. The new CRM system improved data accuracy and operational efficiency, reducing customer service response times by 20%. The collaboration with the agency partner was highly effective, resulting in a seamless integration with our existing tools. User adoption rates were high due to the comprehensive training and support provided. The project was considered a success, and the new system continues to support our business growth.”   Thinking of the results with an outcome will make them easier to recall in interviews.   Remember to think of times you’ve needed to show soft skills, from managing and communicating with stakeholders, working as part of a team, leading others, dealt with difficult situations. These are also critical to roles.   Conclusion Preparation is key to interviewing well. Reviewing past achievements, successes and responsibilities makes it easier to articulate answers to questions clearly, concisely and confidently. Preparation has been proven to help reduce interviews anxiety and boost confidence.   Providing well thought out answers, will help you stand out from candidates who are under-prepared. Your advantage comes from providing context of what you have done and why your experience will help you in this role.   While you can’t predict every question, preparation helps you think on your feet. Understanding the company and the role allows you to adapt your responses to unexpected questions more effectively.

Introduction Candidate Experiences: The Common Pain Points Experts Communication and Transparency Talent Pools and Long-Term Relationships Addressing AI Challenges Tips for your search and navigating the market Feedback and Continuous Improvement Conclusion: Building a Better Recruitment Process Introduction In the competitive world of recruitment, both candidates and companies face significant challenges. While candidates often struggle with communication breakdowns, delayed feedback, overly demanding tasks and salary offers that can be construed as less than completive; companies grapple with identifying the right talent amid a sea of irrelevant applicants, candidates with poorly written CVs, less than professional approaches to interviews and a host of other issues.   I spoke with professionals who have been responsible for hiring at companies such as Dovetail Games and Casio, discussing issues they’ve faced and the strategies they’ve implemented to overcome challenges and create a more positive recruitment process.   Candidate Experiences: The Common Pain Points   I spoke with a number of candidates who’ve been through the recruitment process recently, all facing a number of common issues, but also some having great experiences.   Whilst many we have spoken with report feeling ghosted after initial interviews, dealing with inconsistent communication, or being asked to complete tasks that are overly demanding or irrelevant, one candidate told me about her frustration of being in a process for over 2 months. Having presented a task and then been ghosted by the recruiter, she’s frustrated as she liked the company and the role, but felt the process has been quite ‘stop start’ which has left her feeling fatigued.   On the other hand, another candidate shared the opposite experience, praising a company for its transparent and timely communication, which made the entire process more bearable, even when she didn’t get the job. She did secure a job elsewhere, and found the task to be a bit of a relief as it was a high level plan opposed to an exhaustive task.                   Another candidate also  told us of his positive experience in his job search, and how working with a recruiter actually help him realise more about his value and changed the trajectory of his career and helped him to not just secure a promotion but a step above. Although he was operating at a higher level, he didn’t fully appreciate his value in the market.   The final candidate we spoke to said they found job description poorly written and that people from other teams and department didn’t understand the difference between a specialist marketer and a generalist. She found that roles advertised in her area of expertise, usually come with expectations that she cover areas outside of her remit and that other professionals in her field should actually cover.   These experiences highlight a crucial point: candidates value clear communication, timely feedback, and transparency above all else. When these elements are missing, even the most promising job opportunity can become a source of stress and disillusionment.   Sam and Fiona: Different Industries, Similar Solutions   Sam at Casio and Fiona at Dovetail Games operate in different industries — consumer electronics and gaming, respectively — but they share a commitment to improving the candidate experience through thoughtful, candidate-centric strategies.   Communication and Transparency Both Sam and Fiona emphasise the importance of communication and transparency throughout the recruitment process. At Casio, Sam has implemented screening tools to manage the influx of applicants, ensuring that only the most relevant candidates move forward. This streamlines the process and allows the recruitment team to focus on meaningful interactions with candidates. Sam also prioritises clear communication at every stage, ensuring that candidates are never left in the dark about where they stand.   Similarly, Fiona at Dovetail Games is passionate about maintaining transparency and honesty with candidates. She ensures that all candidates, successful or not, receive meaningful feedback throughout the process to help candidates in their job search even if it is elsewhere. Fiona’s commitment to transparency extends to how she handles preboarding and onboarding, making sure that new hires feel supported and valued from the moment they accept an offer.   Talent Pools and Long-Term Relationships Another similarity between Sam and Fiona’s approaches is their focus on building and maintaining long-term relationships with candidates. Sam at Casio keeps a talent pool of candidates who may not have been the right fit for a particular role but showed great potential and a positive attitude. These candidates are often considered for future roles. Sam believes in the importance of meeting people in-person to ensure the right cultural and chemistry fit for the organisation. Although she noted this makes the process slightly longer, it’s integral to their hiring process.   Fiona takes a similar approach at Dovetail Games, where she values candidates who demonstrate a strong cultural fit, even if they aren’t selected for the role they initially applied for. She maintains contact with these candidates, often reapproaching them for other, more relevant opportunities in the future, especially if they’ve demonstrated a great attitude that aligns with the companies values.   Addressing AI Challenges Both are also acutely aware of the challenges specific to their industries presented by Artificial Intelligence. Sam has recognised the issues caused by AI-generated CVs and the need to sift through inflated skills or acronyms to sound relevant, ensuring that the focus remains on genuine skills and experience. For digital hires she wants to see some semblance of their personality on their CV, the value they offer in their current roles and who they are outside of work. Also for people applying to creative roles, have an up to date portfolio! Fiona also noted seeing a rise AI written CVs, as people try to make themselves relevant for a role they’re not right for. Often, she notes, the CV is poorly written and doesn’t always make sense, and these candidates will struggle during conversations where they lack experience and knowledge for the role. Dovetail Games also include screening questions as part of their process to understand how people portray themselves, and it’s this area where Fiona AI can be a useful tool for applicants with protected characteristics or may be neurodiverse. This can allow people to tweak their responses, but should be a rounding of their response and not purely written by AI.     Tips for your search and navigating the market Sam stresses people need to show their softer skills when interviewing, how do you communicate with others, do you keep up with the latest industry trends? How do you communicate this? As the labour market is tight and competitive at the moment, people need to find the best way to articulate themselves and reflect this in their interviews. They need to be authentic to who they are and not try to pretend to be what they imagine the team/company is looking for.   Fiona, on the other hand, has noted the impact of COVID-19 on the gaming industry, where rapid hiring and salary inflation have led to a challenging job market for mid-level professionals. She also points out that many younger candidates, who entered the workforce during the pandemic, may need to adapt to new ways of working and have to stand out in a crowded and competitive market. Fiona encourages these candidates to go back to basics—networking, crafting standout CVs, and thoroughly preparing for interviews – to secure the right next opportunity.   Feedback and Continuous Improvement Both Sam and Fiona are committed to providing detailed, constructive feedback to candidates, seeing it as a vital part of the recruitment process. At Casio, Sam ensures that feedback is factual and actionable, helping candidates understand what went well and what could be improved for future opportunities. Fiona is equally dedicated to this principle at Dovetail Games, where she actively seeks feedback from new hires to continually refine and improve the recruitment process.   Conclusion: Building a Better Recruitment Process   The experiences shared by candidates, along with the strategies implemented by Sam at Casio and Fiona at Dovetail Games, provide valuable insights into what can work in recruitment to create better candidate experiences. Clear communication, transparency, and a commitment to long-term relationships are key elements that both companies have successfully integrated into their processes.   For companies looking to enhance their recruitment strategies, Solis can work with businesses to improve their hiring processes and secure top talent, but also be trusted to ensure the process is respectful and engaging for candidates.   In today’s competitive job market, partnering with Solis can be a game-changer, allowing companies to attract top talent whilst ensuring your business retains a positive reputation as a potential employer. This holistic approach to recruitment is what ultimately leads to better hires, stronger teams, and long-term success. You can find out more about areas we recruit following here . Looking to hire for your team?   Submit a brief here Looking to register as a candidate?   Click here Still have questions and want to find out more about how Solis can supoort you in improving hiring with better candidate experience strategies ? Click below to request a call back.

Recruiting for Strategists can be difficult, rarely is it as simple as posting an advert and finding the right person who has worked on the right projects, for the right business with the right clients with all the information clearly listed on their CV. It usually requires a conversation to really understand what projects someone has worked on to find the right alignment.   But Strategists roles attract talented professionals from a variety backgrounds, the work is interesting and fulfilling and we find a number of professionals reach out to us who are keen to build their careers in this area, but don’t match the brief provided to us for our search.   So we spoke with a number of professionals to find out how they started their strategy career, what they feel are the fundamental competencies a strategist should possess and their recommendations for anyone looking to build their career in strategy. Ally Waring , Strategy Director, BBH Daniel Deeks-Osburn , Head of Strategy, Mischief Tom Langan,  Strategy Director, The&Partnership Charlie Elliot , Freelance Strategy Director Charlotte Mulley , Head of Strategy, MullenLowe London Alastair Green , Chief Strategy Officer, Accenture Song Conclusion   Ally Waring , Strategy Director, BBH   Ally kickstarted her career working as an international journalist in areas such as Russia and Colombia. Upon returning to London, Ally completed internships covering Account Management and Strategy, including at VCCP where she took part in the Ad School bootcamp which provided her with hands-on experience in writing strategies and applying business use cases.   Although she began her advertising career as an Account Executive, she soon moved into a hybrid Account Management and Strategist role before joining another business within a pure strategy position.   This experience gave her lots of exposure to Below-The-Line (BTL) campaigns working on a range of different projects. Since then, she has worked at a range of different agencies, some focused on Above-The-Line (ATL) and more recently working on a range of integrated campaigns.   As well as working as a Strategist, she is a University Lecturer on Advertising and plays an integral role in helping junior professionals to start their careers within strategy.   Core Competencies for a Career in Strategy Humility : Know why you want to enter strategy and at what level you operate. Explore early talent programs to build foundational skills and knowledge or explore working in SMEs where you are exposed to more and understand marketing in business planning. Curiosity : Ask questions and delve deeper to understand business challenges and how marketing can resolve them. Critical thinking : Analyze facts to create an unbiased opinion. Openness to learning : Constantly learn and take on new ideas. Find the link between Theory and Practice : Understand how conceptual thinking is applied in the real world and assess its success.   When it comes to strategy, Ally emphasizes asking critical questions. Whether you are sitting on the tube train or a bus, look around at the adverts and consider: “Who is the audience?” “What is the problem?” “How are they addressing the problem?”   These questions help formulate opinions, build critical thinking, and develop a passion for the industry. She also recommends taking pictures of campaigns and beginning to analyse them critically. These are talking points in interviews that demonstrate both your passion and knowledge of the industry and show how you stay up to date with industry trends.   Ally is open to hiring different types of strategists. The key is their ability to demonstrate or acknowledge how their lateral experience aligns with the role. Personalizing their application through a tailored portfolio can be advantageous, but she really wants to see their passion and knowledge of the industry.   Ally also recommends anyone looking to start a career in Strategy to explore platforms like group-think.co.uk , a community for strategists. It allows people to build foundational knowledge, facilitate discussions on various strategic approaches, network, and access free training sessions on topics such as pitch writing, approaching strategy, and more.   Daniel Deeks-Osburn , Head of Strategy, Mischief   Daniel kickstarted his career in journalism in NYC. He initially came to the UK for 6 months but ended up staying on, studying an MA when the economy hit the ropes in 2008.   Initially he thought to pursue a career in the publishing and media industry, as it was naturally aligned to his journalism experience. During this time Apple launched the iPad and Daniel noted how screens were changing people's behaviours and reading habits were evolving. At this time, he was encouraged to explore opportunities with Advertising Agencies, which hadn’t been on his radar prior.   He worked at Grey during a creative renaissance. As a new business exec, he had exposure to the leadership. In his own words, his only useful new business skill was compiling and writing case studies, which exposed him to strategists and set his sights on joining them.   Although he wanted to actively pursue a career in strategy, it wasn’t as simple as applying and moving across. Daniel actively began to socialise more with strategists, understand how they communicated, what drove them and built an understanding of what made a good strategist.   Daniel eventually secured his first strategy role just over 10 years ago and has since built his career working for different Advertising, Branding, Creative and PR Agencies, and in order to make his move he needed to build the foundational knowledge to get his foot on the ladder, then embrace a range of challenges to allow him to develop a wide and varied skillset.   Fundamental Skills of a Strategist Daniel emphasises several core skills essential for a successful strategist:   Analytical Thinking:  The ability to dissect information and derive insights is crucial. Communication: Clear and persuasive communication, both written and verbal, is key. Creativity: Innovative thinking helps in developing unique strategies. Research Proficiency:  Being adept at gathering and interpreting data from various sources. Collaboration: Working well with diverse teams to bring ideas to fruition.   “Strategy is not about selling in a diagram; it’s about solving a problem.”  Daniel feels at times people may have the wrong perception of what a strategist does or how to actually approach strategy.   When hiring for a strategist he is looking for someone who listens to the challenges a client faces and really understands the core problem, compose their thoughts and present them in a compelling way.   “You can train skills, but you can’t train taste.” People’s tastes differ, but in order to be a good strategist you need to have an opinion that you can articulate to others with influence, even if it may be contradictory. It also needs a well-reasoned take.   If someone from an in-house role who is looking to move into strategy, Daniel advises they should show a holistic view of understanding a business’s challenge and how they helped to resolve them. They should reflect on their process of identify problems, how they went about resolving them and what was the outcomes, not only in resolving the issue but the overall impact this had for the business in other areas too.   From people from Account Management roles, Daniel advises that they need to demonstrate how they help client resolve issues and challenges, not just getting work signed off, their approach to strategy and beneficial outcomes they’ve delivered to clients.   If a Media strategists wanted to move in to Brand strategy, they can contribute to campaign effectiveness and planning, but they must demonstrate they can work at the front end of a campaign with a creative idea.   Anyone considering moving in to strategy should have the ability to work with research teams, brief them, and delve deeper into findings.   When evaluating individuals aiming to build a career in strategy, Daniel looks for: Curiosity: A natural inclination to ask questions and seek deeper understanding. At times this can be to challenge preconceived notions or even what clients have presented. Resilience: The ability to handle setbacks and stay motivated. Adaptability: Being flexible and open to change in a dynamic environment. Empathy: Understanding and considering different perspectives. Strategic Vision:  The capability to see the bigger picture and long-term goals.   Daniel is open to hiring people from other areas or industries, as they can bring dynamic and effective ideas from another perspective, but they need to demonstrate the right aptitude and inclination to work in this area.   Tom Langan, Strategy Director, The&Partnership Tom fell into strategy, growing up in the world of social media and content marketing. Starting as the youngest member of his team, he was given ownership of social media, handling operations, creative output, and new business. This role made him a generalist by nature, involving creativity, strategy, research, design, copywriting, and community management. Tom's broader outlook and holistic view have helped him excel as a strategist.   Tom's approach is driven by natural curiosity rather than a scientific method. He believes, as Mark Pollard describes, that a strategist is someone with an informed opinion on how to win. The key is to understand how this opinion is informed and why it matters, and to articulate this convincingly. Tom emphasizes the importance of cutting through the noise to find ideas that stand out and excite clients. Fundamental Skills of a Strategist Natural Curiosity : At the heart of being a strategist is a deep-seated curiosity about the world and how things work. This drives the quest for informed opinions and innovative solutions. Holistic Perspective : A good strategist must have a broad outlook, capable of seeing the bigger picture and integrating various elements seamlessly. Storytelling Ability : Crafting compelling stories that draw people in is essential, particularly in social media, where consumer control over content is high. Communication Skills : Being able to articulate ideas convincingly and get clients excited about those ideas is key. This involves selling the idea and its value effectively. Critical Thinking : Strategists need to be the smartest in the room—bright, ambitious, and driven to change the status quo, not just follow it.   For someone looking to move into Strategy, Tom wants to see a unique personal profile that showcases original thinking and highlights natural curiosity about the industry and broader world. He looks for candidates with a unique perspective and varied viewpoints rather than those with a narrow focus.   It's crucial to embrace natural curiosity, as the role is less about finding the correct answer and more about discovering the brilliant one.   A Strategist should develop a broad outlook and holistic view that will enable you to see the bigger picture and connect various elements of a campaign, so try to build diverse experiences and viewpoints that will enrich your strategic thinking, providing a wider array of perspectives to draw from. Additionally, being able to articulate why your opinion matters and getting clients excited about your ideas is essential. This ability to sell your ideas convincingly can set you apart and make your strategies more impactful.   Navigating the noise to find ideas that stand out is another key skill. With so much information available, a good strategist must be able to sift through the clutter to identify valuable insights. Being ambitious and curious can drive you to push boundaries and continuously improve.   Finally, being self-aware of your knowledge gaps and striving to understand broader challenges will help you grow and adapt in the ever-evolving field of strategy.   Tom is open to considering people moving across from other areas. Although he sees a divide between Media and Creative strategy, he feels the gap is narrowing and the future will require more holistic strategists.   Throughout his own career he constantly took on additional responsibilities, and tried to learn more, taking a leap into the unknown at times and feels this has given the rounded experience to take on broader roles now.   He looks for people who are aware of the gaps in their experience, but work towards overcoming this. He wants to see people who are ambitious in their approach, and want to have an effect or the wider world or society. His own ambition is to overhear people speaking about one of his campaigns in a pub, knowing that his work has transcended the marketing world, and feels people similar ambitions will want to push boundaries are who he would look for. The types of people with the ambition to work on exceptional campaigns. Charlie Elliot , Freelance Strategy Director   Charlie began her career in strategy over 13 years ago as a Social Media and Community Manager at a media agency. Her role involved filming, editing video production, and event management, providing her with a comprehensive understanding of various roles and teams. As she worked closely with TV and radio partnerships, she gained valuable insights into advertising, including early programmatic buying and ad placements.   At a time when Instagram became available on Android and blogging surged in popularity, Charlie initiated the first influencer campaigns at her employer. The success of these campaigns led to her secondment to the Australian office to continue pioneering influencer campaigns as a new service offering.   Since then, she has worked in-house for advertising, influencer, and PR agencies, as well as a publisher. She’s built teams, managed P&Ls, and worked on a variety of projects.   She also took time to complete a marketing diploma and continued to learn and develop throughout her career.   Fundamental Skills of a Strategist Platform Knowledge : A strong understanding of different platforms, their uses, capabilities, and how they fit into the broader media landscape. Insight vs. Observation : The ability to distinguish between mere observations and actionable insights is crucial for developing effective strategies. Objectives and KPIs : Clear understanding of client objectives and key performance indicators to guide creative and strategic direction. Inquisitive Nature : The ability to dissect briefs, ask probing questions, and serve as a bridge between objectives and creative execution. Curiosity and Openness : A keen interest in algorithms, trends, and inspiration from diverse sources beyond one's immediate areas of interest.   Charlie values diverse experiences and backgrounds in potential strategists. Junior strategists need time to develop through coaching and practical application. She believes in hiring individuals who have started their careers in various roles such as community managers or ad account executives, as they bring unique perspectives and valuable skills to the strategy team.   To build a successful career in strategy, Charlie emphasizes the importance of developing a broad skill set. Gaining experience in various roles within media, PR, advertising, and influencer strategy is essential to understanding the full scope of strategic work. This varied experience not only provides a comprehensive view of the industry but also equips aspiring strategists with the necessary tools to adapt to different challenges and opportunities that may arise.   “Start with your gut instinct – then spin off in a weird direction then bring it back and prove it.”   Curiosity is another crucial trait for aspiring strategists. Always ask questions, seek new insights, and be open to inspiration from different sources. This constant quest for knowledge and understanding allows strategists to stay ahead of industry trends and develop innovative solutions that can set their campaigns apart.   Learn the difference between an observation and insight. Charlie gives the great example: “Ladies' handbags have got bigger over the past 20 years.” This is an observation. “As mobile phones have got bigger and ladies' pockets have remained the same, handbags have to get bigger.” This is an insight. Show the rationale behind your thoughts.   Also, show you know how to connect with audiences and question what impacts the behaviour of audiences and customers.   For social media-focused roles, an understanding of different social media platforms and their unique capabilities is vital for effectively leveraging them in campaigns. Each platform offers distinct features and reaches different audiences, so knowing how to use these platforms to their fullest potential can greatly impact the success of a strategy. This knowledge enables strategists to craft tailored approaches that resonate with specific target audiences.   Finally, Charlie believes in embracing diverse experiences and perspectives within a strategy team. Diverse backgrounds bring unique viewpoints and ideas, fostering a creative and innovative environment. This inclusivity not only enhances the quality of strategic planning but also ensures that strategies are well-rounded and consider multiple facets of the market and audience. Embracing this diversity and allowing for inspiration from multiple areas can lead to more dynamic and successful strategies, making it a critical takeaway for anyone looking to build a career in strategy.   Charlotte Mulley , Head of Strategy, MullenLowe London   Charlotte's journey into strategy began in account management at Iris, where it was a startup environment where everyone wore multiple hats, giving her an introduction to strategy and the role of a strategist. As the accounts grew, she gained exposure to more areas and began to learn more about the role of Planners in advertising agencies. She actively decided to pursue a career in this area.   She moved across to TBWA, taking a step down into a planner role to deepen her understanding of what a strategist does, how to really understand brand challenges, and create strategic frameworks to support clients in solving problems.   Since then, she has worked in a broad range of agencies of different sizes and with different focuses. This diverse background has given her a holistic view of strategy and its application across various domains.   Core Competencies for a Career in Strategy Big Thinking and Problem Solving : A strategist needs a foundation of big thinking to tackle brand challenges and develop comprehensive solutions. This involves understanding the broader context of the brand and its market environment and being able to devise strategies that address complex issues. Adaptability and Application : The ability to apply strategic thinking in a nimble and flexible way across different agencies and contexts is crucial. Strategists must adapt their approach based on the unique needs of each situation and be able to leverage their experience in various domains such as content strategy, brand strategy, and integrated campaigns. Curiosity and Continuous Learning : Being inherently curious about culture, brands, and people is essential. A good strategist is always learning, reading, and thinking critically. This continuous pursuit of knowledge helps them stay inspired and turn insights into actionable ideas. Effective Communication and Clarity of Thought : Strategists must be able to communicate their ideas clearly and effectively. This includes writing well, structuring presentations, and articulating thoughts in a way that is easy for others to understand. Clarity of thought is key to conveying strategic concepts convincingly. Empathy and Relationship Building : Understanding and empathizing with the audience, clients, and creative teams is fundamental. Building strong relationships, earning trust, and adding value to collaborations are vital for successful strategy implementation. A strategist must work well with others, integrating different perspectives to achieve the best outcomes.   Charlotte believes that gaining diverse experiences is invaluable. She notes that some agencies are "open church," meaning they embrace people from various backgrounds, nurturing them into brilliant thinkers. However, other, typically more traditional, agencies might struggle with this adaptability.   A strategist should love to read and learn about an array of subjects and excel in communication both in writing and presenting ideas. Clear articulation of thoughts and structured presentations are vital skills. Moreover, balancing analytical thinking with creativity is essential. Successful strategists can integrate left-brain analytical skills with right-brain creativity to develop and communicate innovative ideas. Charlotte stresses that although being literate is integral to the role of a strategist, possessing a degree isn’t.   Aspiring strategists should look for opportunities to work in environments where they can wear multiple hats and gain a broad understanding of different aspects of the business. Embrace a squiggly career and try things rather than focusing on a corporate ladder. Charlotte's journey began as an Account Manager, which sparked her interest in strategy and planning.   “Be empathetic.” Strategists must be curious about culture, brands, and people. This curiosity drives the ability to understand and empathize with the target audience, which is crucial for developing effective strategies.   Charlotte is open to hiring strategists from various backgrounds, valuing the unique perspectives they bring. She believes in developing juniors through coaching and practical experience. Self-starters who demonstrate their passion through projects are particularly appealing to her, and anyone aspiring to become a strategist should look to build a strong network. She highlights the importance of apprenticeships and junior roles as effective entry routes into the strategy domain.   “What makes a strategist unique or someone the perfect fit for strategy is to be able to bring together critical and conceptual thinking to create strategies that are built from truth but exist in the art of the possible.”   Charlotte’s journey underscores the importance of curiosity, holistic thinking, effective communication, and diverse experiences in building a successful career in strategy. By embracing these principles, professionals can navigate the path to strategy with confidence and purpose.   Alastair Green , Chief Strategy Officer, Accenture Song   Alistair Green's career journey is a testament to the value of diverse experiences and unconventional paths for building a career within strategy. Working as a Stylist before starting at BBH in 1999, he was an untraditional hire from the fashion world, brought in to work on Levi’s rebranding and product launches. His work on this flagship account not only won awards but also highlighted his knack for blending fashion insight with branding and advertising.   Whilst searching for his next move, Alistair disconnected with traditional ad agencies, and transitioned to the media side at Mindshare in 2009. Here, he embraced the birth of social media, focusing on building brands and audiences by understanding new behaviours on emerging platforms. His role extended beyond planning and buying to educating clients on media utilisation and best practices. This could also be considered an unconventional move at the time.   Seeking creativity, Alister moved to a luxury fashion agency, before joining Grey, returning to the creative agency space to work on fine fragrances.   After he Grey, he has consulted with multiple businesses ranging from agency, consultancies and in-house teams, working across industries but predominantly with more luxury brands.   Fundamental Skills of a Strategist Alistair Green emphasises five fundamental skills for strategists:   Curiosity  – Alistair has always been curious about people and culture, more than even products or brands. He was fascinated by what influenced and drove behaviours and why. To be a successful strategist you need to be curious about people. Left Brain and Right Brain Combination:  A strategist should be rational, analytical and logical, but it needs to be blended with creativity and Blue Sky thinking and doing things that haven’t been done before. To many strategists focus on the planning part, but the creative element is integral to the role.   “ It’s about finding something to say, then figuring out how to say it in an interesting way.”   Embracing Change: The human condition means we’re naturally adverse to change. However, when Alistair reflects on the level of change in the industry from when he began in 1999 to now in 2024, there has been a continuous flux, human cultures and behaviours have evolved beyond what he could’ve imagined. in 1999. Interested in the new or next generation: With trends and behaviours constantly changing, younger generations generally indicate the future of marketing, what channels are rising and how audiences are behaving. Spending time with younger people can be enriching, understanding their perspectives and why they see the world differently helps to build better plans going forward. Don’t take things personally:  As a strategist you put a lot of yourself into your work. Your ideas and concepts contain an element of yourself, so when it receives criticism or isn’t met with excitement or enthusiasm it can feel like a personal attack. “ Yes, there’s an audience, and yes there’s a brand, and yes this is how culture behaves, but even with all that research the strategy is ultimately based on your personal take of the factors ”. Be okay with your idea being rejected and find ways to improve it.   Alistair recommends anyone moving into strategy to find commonalities between what they’re currently doing with that of a strategist, and to make strengths out of weaknesses.  He has witnessed people from Account Management people making the move and doing extremely well, they knew how the businesses work, how the advertising industry works and what a strategist does within the agency. They leant into this aspect of their roles and built the right breadth of experience to move across.   “You need to demonstrate you have a strong enough strategic foundation to become a strategist, and the other skills can be learned on the job.”   Alistair was a stylist, and although he understood brands, branding, marketing and art direction, ultimately, he wasn’t an experience strategist. However, he was recommended for a Senior Planner role at a lauded agency, to work on a flagship account for a role he hadn’t done before. He took the time to really understand what planners and strategist do and during interviews he provided perspectives and answers to what he could do but didn’t present himself as knowing more than what he did. Being inauthentic can easily be spotted.   So, if you’re looking to move really understand what you do and where it overlaps with the role of a strategist.   He would still consider hiring from other areas as long as they could showcase they had enough of the right skills, experience and attributes to become a strategist. Yet they should have a self-awareness of what areas they’re lacking.   If you lack certain skills or experience, then it comes down to you to demonstrate that you have ability to move across. Find ways to compensate for the short-comings, improve your CV, create a portfolio, take a course – none of this guarantees you’ll get a strategy job but it evidences why you should be considered for a role. Take an interest in the industry, what brands are doing well and why. Form a view of the world, consider campaigns or different ways brands communicate and assess it through a strategic lens, what makes a strategy strong or weak, or why do some messages miss the mark and others don’t.   Alistair entered the industry without experience with no guarantees that he would succeed, and 25 years later he is working at the highest of levels across the world’s most enviable brands.   Conclusion Embarking on a career in strategy or transitioning from another role can be a fulfilling journey if approached with the right mindset and skills. Each strategist's path shared here underscores the importance of curiosity, critical thinking, effective communication, and a broad, holistic view of the industry.   Curiosity and Continuous Learning : Embrace a mindset of constant learning and stay curious about various aspects of the industry and beyond. Adaptability and Diverse Experiences : Gain experience in different roles and be adaptable in applying your skills across various domains. Effective Communication and Empathy : Communicate your ideas clearly and effectively, and build strong relationships through empathy and understanding. Critical and Analytical Thinking : Develop the ability to think critically and analytically, distinguishing between observations and actionable insights. Left Brained & Right Brained:  To be embark on a successful career as a strategist, you require a creative spark to work in tangent with your analytical approach. Packaging disparate concepts together to create a cohesive message that will resonate with audiences.   For those looking to break into strategy, leveraging internships, entry-level roles, and specialised training programs can provide a strong foundation. Additionally, building a unique personal profile and a broad skill set will help you stand out. Engage with professional communities, network with industry professionals, and continuously seek opportunities for growth and development.   By following these guidelines and drawing inspiration from experienced strategists, you can successfully navigate your career in strategy, making a meaningful impact on the industry and the clients you serve.     Here at Solis we work with Strategist of all levels, and have experience partnering with branding, digital, creative and integrated agencies. Find out more about how we support agencies hiring top professionals here .   If you’re looking for your next step as a Strategist you can register with us via this link here .   If you’re looking to hire your next Strategist, you can contact us via this link here .

Introduction   In today's fast-paced business environment, UK companies face the challenge of maintaining competitiveness and innovation without overextending their budgets. Here at Solis Recruitment, we’ve built relations with senior Marketing and Digital professionals across the UK with proven experience within interim and fractional positions. This allows us to provide access to top-tier talent without the need for full-time commitments, but still accessing expertise of experienced professionals in the form of fractional or interim hires. These solutions are particularly valuable during economic turbulence, offering flexibility and strategic support when it's needed most.   Understanding Interim and Fractional Hires   It's important to understand the difference between interim and fractional hires before deciding which would best address your business need.   Definitions and Key Differences   Interim hires are typically brought on board for a specific period, often to cover for an executive on leave or to manage a particular project. They work full-time during their tenure for a timeline which is usually a 3-, 6- or 12-months duration. Fractional hires, on the other hand, work part-time, splitting their expertise among several companies committing a certain number of hours/days per week or month. This approach allows businesses to benefit from high-level skills and experience at a fraction of the cost.   The Value Proposition of Interim and Fractional Hires   Cost-effectiveness   One of the most compelling reasons to consider interim and fractional hires is cost-effectiveness. Unlike permanent hires, there’s not as much emphasis on inducting them into your business. Due to the nature of their role, they are likely used to hitting the ground running and will understand that they’ll be required to start making positive impact quite quickly.   By avoiding the financial burden of full-time salaries and benefits, businesses can allocate resources more efficiently, paying only for the expertise they need.   Access to Top Talent   Interim and fractional hires often bring a wealth of experience from various industries and roles. This diversity of knowledge can be invaluable, providing fresh perspectives and innovative solutions that might not be available within the existing team. Interim and fractional professionals can address urgent issues that require immediate resources, with lower notices that permanent hires.   Flexibility and Scalability   These hiring models offer unparalleled flexibility, allowing businesses to scale their workforce up or down based on current needs and economic conditions. This adaptability is crucial for navigating the uncertainties of today's market. If a temp or interim hire isn’t the right fit, it’s easier to part ways than with a permanent hire. Although contracts are in place to ensure temp and interim hires are protected but contracts are often on a short-term basis, giving you and factional/interim hires flexibility. Why Interim and Fractional Hires Are Ideal During Economic Turbulence?   Adapting to Market Changes   During times of economic uncertainty, businesses must be agile to survive. Interim and fractional hires provide the expertise needed to quickly adapt strategies, ensuring the company remains competitive.   Risk Mitigation   As mentioned above, hiring on a temporary basis reduces the risks associated with long-term employment commitments. Companies can benefit from high-level skills without the long-term liabilities, making it easier to navigate financial fluctuations.   Marketing Hires Through Solis   We’re working with a number of senior Marketing professionals at the Head of Marketing, Marketing Director and Chief Marketing Officer level exploring interim and fractional opportunities.   Benefits of Interim CMOs   For companies looking to boost their marketing efforts, interim Chief Marketing Officers (CMOs) from Solis offer a strategic advantage. They bring the leadership necessary to steer marketing initiatives, align them with business goals, and deliver measurable results.   Strategic Marketing Leadership   Interim CMOs can step in to provide strategic direction, overseeing the development and execution of comprehensive marketing plans that drive brand awareness and growth. They will identify weaknesses in the current team, help to restructure the department and introduce processes to make departments more effective and efficient.   Project-based Marketing Initiatives   Whether launching a new product or entering a new market, interim marketing hires can lead project-based initiatives with precision and expertise, ensuring successful outcomes. We work with professionals who have introduce new tools and technologies to make teams more efficient.   Ecommerce and Digital Hires Through Solis   Benefits of Interim CDO’s Employing an interim Chief Digital Officer (CDO) can help your organisation to navigate an ever-evolving digital landscape and take advantage of new opportunities. Interim CDO’s Solis partner with bring a wealth of proven experience in developing digital strategies, identifying innovations & emerging technologies, delivering product roadmap and enhancing customer experiences.   Driving Digital Transformation   These experts can spearhead digital transformation efforts, implementing cutting-edge technologies and strategies that streamline operations and improve customer engagement.   Leading Key Ecommerce and Digital Transformation Projects   From website overhauls to digital marketing campaigns, interim and fractional hires can manage key ecommerce projects, evaluate current tech-stack for underperforming areas or tools, introduce new tactics to drive traffic and increase conversions. These are professionals with the capability and proven experiences in developing and structuring teams, increasing sales and profitability.   Why Use Solis to find Interim and Fractional hires?   Having partnered with businesses across industries we have built a wide network of professionals and are experienced Headhunters to operate across sectors. Some of the industries we recruit across include: Marketing Agencies/Services, DTC eCommerce (Fashion, Beauty, Home, Luxury, Electronics), Health and Wellness, Healthcare, Financial Services, SaaS, Fintech, EdTech, Web3, Adtech, Martech, CPG, FMCG and more.   Some of the senior professionals we are working with are across specialisms such Marketing , Data , Customer Experience, Ecommerce , Digital Transformation , Product Management and more. Some professionals have experience in building new service offerings, modernising working practices, restructuring teams, building short / long term strategies and driving growth.   Interim and fractional hires are experienced professionals who can quickly assess a situation and implement effective strategies, delivering immediate impact. We can identify interim and fractional candidates for your organisation as quickly as 48 hours.   If your business requires high-level expertise for a specific project, to fill a temporary gap, or to drive strategic initiatives without a long-term commitment, an interim or fractional executive could be the right choice.   Solis provides a valuable service for UK businesses looking to access top talent without the long-term commitment of full-time hires. By offering interim and fractional hires, Solis helps companies navigate economic turbulence, drive strategic initiatives, and achieve their business goals Looking for an immediate hire? Submit a brief here Looking to register as a candidate? Click here Still have questions and want to find out more? Click below to request a call back.

A well-crafted CV can make a huge difference for job seekers searching for a new role, especially in competitive fields such as Marketing, eCommerce, Product, and Data. We recently ran a poll asking if people would find a CV template useful, with over 80%, at the time of writing, responding yes. A few respondents from the Creative and Design industries responded expressing an interest, and although they can utilise some of these points, an aesthetic portfolio is more crucial than a detailed CV within this industry. Introduction – Why you need a standout CV? What does your CV require? How to start your CV – Personal Profile Work Experience – using your experience to your advantage Profession specific tips Marketing Branding eCommerce Product Data Conclusion Introduction – Why you need a standout CV? As of the fourth quarter of 2023, approximately 917,900 sales, marketing, and related associate professionals are employed in the United Kingdom. However many people have been seeking new opportunities within Digital and Marketing industries, however they have found recruitment more challenging. The great resignation post-covid in 2022 was followed immediately by a cost-of-living crisis, which was greatly exasperated by 49 days of poor policy making, that directly led to redundancies across sectors in 2023 and filtered through to 2024. If consumers spend less money, this directly impacts the economy – who knew? A lot more senior professionals have been searching for new roles, however new career opportunities have been limited, and recruitment within these areas has become highly competitive. It has become critical for people to create CV’s that attract attention of hiring managers and talent acquisitions teams. Also the rise of the use of AI to filter CVs can lead to candidates being disqualified for roles, despite having relevant skills and experience. This leads to questions about how to “game” ATS and Recruitment platforms, by tailoring your CV towards the job description and including “keywords”. What does your CV require? Your CV is a document to summarise your career experience and prove your relevance to a role. This needs to highlight what you can potentially bring to the table and why the hiring company should consider your application to be worthy of an interview. Must-Have Sections: ·      Contact Information (name, phone, email, LinkedIn profile, Town and Postcode). The business should know how to contact you with updates regarding your application, scheduling interviews and more. It is shocking how many CVs I have seen that do not include a phone number or email address, which effectively makes an application redundant. I’d recommend creating a 2nd email purely for job seeking, and removing any confidential information such as date of birth or full-address. Your town and postcode should suffice if a employer wants to check your commutability. ·      Work Experience (reverse chronological order). This is most crucial part of your application, and conveying your experience in the most effective manner will lead to more interviews. Ensure your LinkedIn profile demonstrates the same information as your CV. Other important information to include would be: ·      Education (include relevant certifications). ·      Skills (tailored to the role). ·      Achievements/Awards (quantifiable results). Nice-to-Have: ·      Projects (especially if related to digital marketing or data analysis). ·      Volunteer work (relevant to the industry). Aim to keep your CV to 2 pages whenever possible, senior candidates may extend to a 3rd page, but keep it concise. Prioritise relevant content over CV length. How to start your CV – Personal Profile Your Personal Profile is your elevator pitch. It should be concise and impactful. It needs summarise your professional background and expertise, demonstrating your skills and ability relevant to the role you’re applying for, including industry experience, job titles, products, processes or environments that align to the role you are applying for. Try to keep it less than 3 paragraphs, as work experience should be more valuable. IF you’re a recent graduate or completed a qualification relevant to the vacancy, you may wish to flag that early within your personal profile. Avoid generic terms such as “hardworking”, “self-starter” or “go-getter”. I’m sure you’re all of those things, but this is an opportunity to differentiate yourself from other applicants so avoid clichés. An example could be “Senior Marketing professional, with over 15 year’s experience leading teams in-house within Fashion, Accessories and Footwear. Proven track record of delivering strong results in fast-paced working environments, building high-performing teams, and devising plans to reach and surpass commercial objectives. You can mention budgets, p&l,, team sizes, industries, in-house, agency, reputable brands and more. Experienced professionals, could leverage career highlights in between Personal Profile and Work Experience sections. Provide tangible successes and achievements that will capture attention. I recommend sticking to between 4 - 7 bullet points. Utilise ROI on campaigns/activations, growth, surpassing KPI’s, driving sales/conversion, cost saving or growing teams. Include examples with £’s and %’s, whether increasing revenue/budget, reducing CPA/CAC, increased conversions etc… Work Experience – using your experience to your advantage Keep your formatting between roles consistent throughout your CV. The format that I feel works best is; Company name Job title                                                                                                                                             Data (MM/YYYY) I’ve seen a lot of CVs recently not including dates, this can make the reader feel a sense of uncertainty about your application. Also saying you cannot remember your employment dates over the past years, whilst describing yourself as highly organised on your CV will raise a lot of questions. A sentence summarise your role/objective 5-8 bullet points summarising your experience. These bullet points need to hammer home what makes you unique and hat you could be bringing to the role if you’re successful in your application. They should highlight the level of your responsibility, what your employer was expecting of you and what you achieved. Why would the company you’re applying to want to recruit you? What makes you the best candidate? What prior successes/responsibilities align with the job description? THINK budgets, savings, increased sales, commercial successes, YoY growth, P&L ownership, team management (hiring, firing, progressing), tendering processes, adopting new technologies, migrating across to new platforms, increased traffic/engagement/open rates/click through rates etc… There are so many things that you have done that is unique to your career and you CV needs to communicate this. As mentioned above, in a data-driven landscape you need to leverage £’s and %’s to your advantage. Give impactful successes that will capture Hiring Manager’s, Talent Manager and Recruiter’s attention alike. Examples of bullet points you can mention in bullet points can range from: ·      “Proficient in analysing marketing metrics to drive strategic decisions.” ·      “Adept at using tools like Google Analytics to track customer behaviour and devise on-going marketing strategies. ·      “Track record of improving campaign performance through data insights.” ·      “Delivered 115% YoY growth” ·      “Managed an annual marketing budget of £600,000 across…” Avoid Generic Language: Be specific about your achievements or successes and avoid clichés. So instead of saying “results-oriented,” provide quantifiable achievements (e.g., “Increased website traffic by 30%”). Replace generic buzzwords or corporate jargon with industry-specific terms relevant to your field. Some role Specific tips: Marketing: Marketing covers a wide array of duties, and businesses could have different expectations of roles with similar job titles. Do you specialise in a particular area of marketing or are you a generalist? What do you cover hands on? Do you manage other team members, freelancers or agency partner in different areas? Do you work at an agency with clients across sectors? Honestly critique what you bring to the table and ensure your CV appropriately reflects this! Some things to think about: -              Reflect upon what channels/platforms are you responsible for? What are the expectations of your role? Did you hit or surpass your KPIs? -              Highlight campaign successes, digital marketing skills, and creativity. Do you collaborate with other teams or departments? -              Mention any experience with SEO, SEM, social media, Email/CRM management and content creation. Branding Branding is responsible for communicating your businesses values, goals, achievements and products/services. It establishes your business’ identity, differentiates your from competitors and helps customers understand your place in the market. Business will usually define their brands based on research, evolve to match audience trends and look at a variety of ways to communicate to customers, from creating a memorable logo, creating a synergy between their website, social channels, emails, PR, events and Offline (Print, OOH, POS etc…), to identifying brand partnerships with other businesses or influencers. Some things to think about: -              What activations have you worked on? How did they help to elevate the brand? Did you need to reposition yourself in the market? How? -              What budgets were you working with? What were the expectations (building brand awareness, generating sales etc…)? How did you track this? -              Did you need to reach new audiences? Was this based off qualitative, quantitative or a mixed research methodology? How did this inform your GTM strategy? eCommerce: Demand for eCommerce professionals has steadily increased over the past 2 decades and exponentially grew during and post covid. Yet recruitment within eCommerce has become far more competitive, and employers have become more open to considering applicants from other industries if they have demonstrable track record of delivering success. Some eCommerce roles will also have Marketing responsibilities, and employers want to understand your commercial and technical acumen. Some considerations: -              Are you focussed on D2C, B2B, Wholesale, Marketplaces or Concessions? Do you cover more than one area? -              Emphasise skills related to online sales/trading/digital merchandising, customer experience, conversion rate optimisation and e-commerce platforms. -              Showcase any experience with A/B or multi-variate testing, conversion rate optimization, or user experience design. -              What tools/CMS’s are you experienced in using? Product: The product team is the driving force for innovating a business, but ensuring any changes are functional, commercial viable and required. The product realm has changed, and from a product development focus it has shifted to a more strategic role that understands the broader business objectives and ensure it caters to customers needs. However, the fundamental skills and expectations of a product professional remains unchanged. Some considerations: -              Focus on product management skills, product launches, and market research. -              Highlight your ability to collaborate with cross-functional teams. -              Showcase your commercial acumen and technological knowledge. Are you upskilling to keep abreast with the latest industry trends? How? Data: Data is invaluable to the modern workplace. It informs strategic decisions across all areas of business, and will continue to grow in importance in the AI age. It can inform decision making from marketing activities, understanding customer behaviours to increase sales and designing products to address customer needs. At the same time, greater legislation means business require professionals to help navigate different laws and restrictions globally. Some roles are more technical and require professionals to build the frameworks to examine and analyse data, or build algorithms/models to create functions for certain actions. Other roles focus on interpreting data to create strategic plans and actions. Some considerations: -              Showcase data analysis skills, statistical tools (Python, R, Excel), and data visualization. -              Mention any experience with machine learning or predictive modelling. Conclusion We’ve covered the basics of how to create a winning CV, but this is an area that is constantly evolving. You do not want a CV that is oversaturated with irrelevant points, it needs to artfully explain your careers in a concise manner to illustrate what you can effectively bring to the table. Ensure you include dates in MM/YYYY format, CVs only stating the year can hinder your search. Make sure your CV and LinkedIn profile match and reflect the same information. Include points relevant to the role you’re applying for. Your CV doesn’t require your picture, your date of birth or other personal details. Although there is no proven science to creating the perfect CV, you can craft a compelling on that will result in interviews. Looking for a CV template? click this link here

How much does a bad hire cost? The  Recruitment & Employment Confederation (REC)  reported that more than a third of companies believe hiring mistakes cost their business nothing. However, a bad hire can severely impact a business; consider within monetary terms a mid-manager level with a salary of £42,000 can cost a business more than  £132,000  due to the accumulation of costs associated with the recruitment process, such as training, onboarding, equipment, software licenses, wasted salary and much more.   The increase in redundancies over the past year has led to more jobseekers searching for roles, and has led to senior professionals considering positions more junior to mid-level, and an increased competitiveness for both mid-management and senior vacancies.   85% of HR decision makers admit their business has made a bad hire, as recruitment has become more challenging over the past year. More than half of the UK employers (52%) surveyed, responded that mismatched candidates were their biggest challenge to recruitment, followed by the time it takes to hire (43%) and expressing other concerns such as applicant volume and the tools and systems they used for recruitment.   So what is a bad hire?   A bad hire will look different for every business, from being a mild inconvenience to a major disaster. Typically it will be where an employee does not perform their job well or who is not a good fit for the company culture. This can manifest in several ways:   They have the wrong skills or experience for the job They are not able to meet the expectations of their role They have a negative attitude or do not fit in with the company culture They are frequently late or absent They make a lot of mistakes They are not able to work independently or as part of a team They are disruptive or cause conflict in the workplace     According to an Indeed study,  75% of UK SME businesses will make 3 unsuitable hire a year.   How does a bad hire impact a business?   Apart from the financial costs, a bad hire can negatively impact businesses in other ways; Losses from training costs: 53% of businesses stated training as their biggest cost to a bad hire and some businesses offered further training with the hopes that the “bad hire” could become a better fit, however it often perpetuated other issues. Lost productivity: A bad hire will often be less productive than other employees, which can lead to lost revenue for the business. Damage to morale: The wrong candidate can create a negative work environment, which can damage morale and productivity of the team/department. This could result in good staff members leaving. Damage to reputation: A bad hire can damage the company's reputation, making it more difficult to attract and retain customers and employees.   How can Solis help you reduce your chances of making a bad hire?   Solis is a boutique recruitment consultancy specialising in supporting businesses to hire across their Digital, Marketing and Comms teams across the UK, Europe and Middle East.   At Solis we strive to deliver exceptional recruitment experiences to both Clients and Candidates and reducing bad hires can help with this.   The way we’re helping businesses to reduce bad hires are: Helping designing recruitment processes that assess candidates on more than purely skills and experiences, but ensuring they align with the company’s values and team culture. Personality and soft skills are as integral to hiring a great, long lasting fit. Driving speed and efficiency, with a strategic methodology to source strong relevant applicants. We can facilitate video introductions as part of the screening and selection process, meaning urgent roles can be addressed more promptly. Increases chances of finding suitable candidates. As experienced Head Hunters, we can adapt our search to ensure businesses are hiring the right talent. We leverage different sourcing methodologies and routes to market to uncover hidden gems, often times finding candidates not actively searching for a new role. Screening and presenting candidates is essential to helping your internal hiring teams understand why we have selected our shortlist. We help take the guess work out of hiring by thoroughly evaluating why candidates would be suitable to the role and company. Managing the recruitment process. We help businesses throughout the hiring lifecycle, from helping to write job descriptions, sourcing & screening, helping with selection and interviews to managing the offering and onboarding process. The final stages have become the most challenging part of recruitment for most employer, which is where we help.   Although we can’t promise every hire will work out, but we want to partner with businesses to reduce bad hires, and ensure they have long lasting hire who can add value to the organisation.   Looking to hire? Get in touch with us here to share some details and we’ll be in touch soon.

Setting the Scene How traditional agencies could increase revenue by understanding Digital PR Showing the true value of your work Looking at PR through another lens Help is at hand Intro In 2024 brands are demanding more.  No longer can we have streams of work operating in silos, ever decreasing budgets require agencies to create strategies and work streams that drive metrics across multiple channels and adopt a more integrated approach.   With experience creating and leading Traditional PR teams and working on the World's biggest brands, we caught up with James Roach  to understand how he thinks Traditional PR agencies could evolve to be able to get a bigger slice of the Digital PR pie and earn more revenue as a result.  Setting the scene Over the last 10 years I’ve worked and led Digital PR teams at some of the leading SEO marketing agencies in the UK. During this time I’ve seen the same issues occur time and time again. One of the biggest issues that raises its ugly head more often than most is the conversation with clients around results.  In most cases clients see success as being how many placements and links we get for a story that we are outreaching to press. Which is why it is vital that two key components within the Digital PR process are always on point.  The Idea - It’s got to be PR led, newsworthy and hooky as hell The Outreach Process - This needs to be expertly crafted and delivered (no spray and pray tactics here please). It’s safe to say that most SEO marketing agencies have it covered when it comes to understanding the ideas that work for Digital PR, and the technicalities involved with how getting links back to a story or asset page can benefit a client. Where they sometimes lack experience, is in the outreach and PR side of things. Knowing how to sell a story effectively, having a little black book of contacts, and being able to talk the lingo effectively in order to get a journalist's attention. It is in this area (the most important) where SEO marketing agencies tend to get patchy and inconsistent results for clients, leading to client unrest and wasted budgets on campaigns that are inconsistent in delivering value. This is where more Traditional PR agencies can excel. How traditional agencies could increase revenue by understanding Digital PR Having trained many Traditional PR agencies on what Digital PR is and how it differs, two things have become abundantly clear to me. Traditional PR agencies are delivering insanely consistent coverage that SEO Marketing agencies could only dream of. Some Traditional PR agencies lack the basic understanding of SEO to be able to join the dots between their good PR work and how it can benefit clients online. As a result, Traditional PR agencies are missing out on a lot of revenue from clients who are going elsewhere to fulfill their Digital PR needs. Showing the true value of your work One of the more frustrating elements of Traditional PR initiatives is that it can be very hard to track actual effectiveness in terms of revenue generated. But imagine a world where you could see a direct impact on the bottom line, on online growth, on traffic and on conversions from a campaign that you ran.  That is what Digital PR can do, that is why it’s so powerful, and that is why you can charge more for it from your clients. Having a clear Digital PR strategy will allow you to speak to clients and forecast potential revenue uplifts from the work you’ll undertake, vitally important for getting C-suite level buy-in at a time where clients are conscious of every spend. Looking at PR through another lens The good news is that more Traditional PR agencies have already got the hard part sorted.  They know exactly how to get coverage, no problems. In order to unlock the purse strings of brands who want to see success with Digital PR efforts that tie back into online growth, the path is simple. Traditional PR agencies need to get adept in being able to speak to the clients online pain points that can be solved with Digital PR and online coverage.  An example of some of these are: Lack of site authority Low keyword SERP positioning Lack of traffic to key product pages Bridging the knowledge gap here and being able to speak about how online coverage can fix all these issues and more will put you ahead of most SEO marketing agencies and start to get you a piece of that Digital PR pie.   Help is at hand Part of my work as a freelance Digital PR expert has been to run fun interactive workshops, training and consultancy sessions with Traditional PR agencies. In these sessions we cover all aspects of a Digital PR strategy, from defining KPI’s, right through to identifying strategic areas of their clients online offering that require assistance, defining client goals and more. This in turn allows for teams to navigate conversations confidently with new and existing clients in order to unlock new budgets and opportunities. Likewise the same can be done for internal PR teams at brands who already have a group of PR experts owning their brands story and output. To find out more about working together visit my LinkedIn  or email me at ijamesroach@gmail.com .

An EVP is a combination of all the benefits and experiences someone gets from working at your company. This includes things like salary, benefits, work-life balance, and even your company culture and mission. A strong EVP is essential for attracting top talent in today's competitive job market. It helps your organisation stand out from the crowd and helps to show people that your company is the best place for them to work. Having a clear EVP also helps with retention - if employees feel like they're getting a good deal, they're more likely to stay with your organisation. A strong EVP is not just about fancy perks or a high salary. While those things can be important, a truly effective EVP goes beyond that. It's about creating a genuine connection with potential employees and showing them why your company is a special place to work. It’s a way of saying "Here's what we offer you, and why you should choose us." It's a critical tool for building a strong employer brand and attracting the best people to your team. Creating and defining your Employer Value Proposition Creating a compelling employer value proposition involves understanding what your company offers and what top talent is looking for. There are a few ways to go about this, but generally this will include research, benchmarking and data analysis. Internal Research: Gathering employee insights is an important first step when it comes to creating an EVP. This can include conducting surveys, putting together focus groups, or even one-on-one interviews, to understand what employees value most about working at your company. This includes tangible benefits like compensation and healthcare, but also intangible aspects like culture, work-life balance, and development opportunities. Identifying your company’s strengths will help you to analyse your current employer brand. Another element to consider, is your mission statement, or your core values. What are they, and how clearly are they communicated? How do these translate into concrete actions and experiences for employees? What sets you apart from competitors in terms of culture, opportunities, or impact? External Benchmarking: Research your key competitors; analyze their EVPs and their employer branding strategies. Look at their job postings, career pages, and social media presence. This will help you identify areas where you can differentiate yourself. Staying updated on industry trends is also vital. What are top talent searching for in today's job market? What are emerging trends in employee engagement and retention? In order to stay competitive, you need to understand what is in demand and what the values and priorities of the talent pool that you're targeting are. Data Analysis and Crafting your EVP: Based on your internal and external findings, what are the key themes that define your EVP. These could be things like innovation, collaboration, purpose-driven work, or work-life balance. Your EVP should be clear and memorable. A statement that summarizes what makes your company unique and attractive to potential employees, focusing not just on the benefits, but on the value they offer. Authenticity is also key – highlight what sets you apart, but don’t make promises you can’t keep. Your EVP should be a true reflection of your company culture and values. How can my EVP support our Diversity and Inclusion efforts? An EVP can be a powerful tool to attract a diverse talent pool and create a more inclusive workplace. The first step is communicating your commitment: be upfront about your commitment to D&I. Showcase what you are doing, highlight concrete initiatives and progress being made towards your goals. Show potential employees that your workplace promotes a culture of respect and belonging for everyone. Highlight opportunities or growth and development, regardless of background; allow candidates from all walks of life to be able to visualise themselves thriving in your organisation. When crafting your EVP, use inclusive language and imagery. Avoid using gendered language or stereotypical imagery in your materials, use visuals that represent a variety of backgrounds, ages and abilities. And of course – authenticity is key. Ensure your message is genuine and actually representative of your organisation’s efforts. Now What? Once you have created your EVP, it needs to be communicated - integrate it into your career page, job postings, and social media. Make sure your EVP is visible to potential candidates throughout the recruitment process. Remember, your EVP is a living document that should evolve over time as your company and the job market change. Keep these tips in mind and you'll be well on your way to defining an EVP that resonates with top talent and helps you build a strong employer brand.

Employer branding plays a crucial role in attracting top talent in today's competitive job market. It's no longer just about showcasing open positions; it's about building a narrative around your company as a desirable place to work. This narrative should resonate with the values, aspirations, and career goals of the talent you want to attract. But what are the actual benefits of building or having a strong employer brand? Well the reality is that there are a few! A strong brand will attract high quality applicants and help to reduce your recruitment costs. It will position you as an employer of choice, over competitors, and therefore attract a larger pool of qualified candidates, which in turn means you will spend less time and resources on screening and interviewing irrelevant applicants. (Even less if you work with an experienced recruitment partner like Solis!) As a recruiter, we see time and time again, that a well-respected brand with a good reputation as an employer in the market, results in better candidates and higher offer acceptance rates. The best candidates, the top talent, will have options – they are in demand. A positive brand image can make a real difference when it comes to competing offers. And while a lot of these points are focused on attraction and recruitment of new talent, let’s not forget that employee retention is just as important. A strong and authentic brand fosters employee pride and satisfaction, leading to a more stable workforce and lower turnover. Understanding the benefits of a strong employer brand is only half of the conversation – the other part is how a strong employer brand is built. There are several elements for consideration when it comes to a compelling employer brand, but we think these are some of the big ones: Authenticity: Be genuine and transparent about your company culture, values, and work environment. Don't try to be something you're not. Differentiation: Highlight what sets you apart from competitors. What unique benefits or opportunities do you offer? How is the company evolving? Employee voice: Amplify the voices of your current employees through testimonials, social media, and internal videos. Their enthusiasm is contagious and can add value to the recruitment process. Positive online presence: Manage your online reputation across job boards, company review sites, and social media. Address negative feedback constructively. Seamless candidate experience: Create a smooth and positive application process that reflects your brand values, and provide candidates with meaningful feedback. These translate into tangible strategies very simply. Defining your employer value proposition is a great way to build a strong employer brand – this is an opportunity to illustrate what makes your company unique and how it differentiates itself from it’s competitors. It’s a chance to highlight your company culture and core values, and (if you’ve done your research!) it’s a chance for you to really address the key areas that prospective employees want to know about. Other strategies include developing a content strategy and a social media strategy – using these tools and platforms to share your culture, employee experiences, career development opportunities and success stories. It’s a great way to allow candidates to get to know you and what you’re about. This can include employee testimonials, sharing positive feedback or reviews, sharing the launches of exciting new initiatives etc. And of course – the classic and effective strategy of investing in employee branding initiatives. This includes encouraging employee advocacy, referral programmes, essentially supporting and encouraging your employees to be your biggest advocates! A happy workforce is a huge strength, for any organisation. Remember, employer branding is an ongoing process. Regularly evaluate your brand message and adapt it to reflect changes in your company and the job market. By investing in building a strong employer brand, you'll be well-positioned to attract and retain the top talent you need to succeed.

Introduction "It starts with TikTok" Campaign JR's Thoughts Rejoice's Thoughts Dhanya's Thoughts Conculsion Introduction We're only in January 2024 and already the biggest question in SEO has become “Is TikTok a Search Engine?”   Over the past week TikTok launched a OOH advertisement featuring a search bar which captured many people’s attention, but the rise of TikTok and other social media platforms growing influence Is TikTok a Search Engine or Social Media Platform? 1 month in to 2024 and the biggest question in SEO has quickly become “Is TikTok a Search Engine?”   Over the past week TikTok launched a OOH advertisement featuring a search bar which captured many people’s in attention, but the rise of TikTok and other social media platforms growing influence in this space actually began a couple of years ago.   Back in 2022, Senior Vice President of Google, Prabhakar Raghavan, stated 40% of young people (Gen Z)  were turning to TikTok or Instagram ahead of Google Maps or Google Search. HerCampus expanded on this with a survey in the US stating 73% of Gen Z were turning to TikTok as a search engine.   TikTok also recently launched it’s “ It starts with TikTok ”, with the campaign appearing on some of the UK’s biggest billboards, across radio, podcasts, social and in-app, and on TV screens which shows how the impact searching on TikTok can bring. This shows how TikTok sees itself as bigger than just a Social Media platform and will continue to grow in the Search space. During the past week I was served an advert on YouTube as part of their expansion.     We’ve also seen Google shift to incorporating TikTok videos in their SERPs (Search Engine Results Page). This means businesses can optimise a social strategy which will impact their SEO.   As this is an area that’s quickly evolving, we asked some industry professional for their thoughts on TikTok and SEO for 2024:   Do Search and Social Media need a more integrated approach in 2024? Should businesses prioritise TikTok over YouTube? How does TikTok impact discoverability? And who should be responsible for formulating the TikTok strategy (Social Media, SEO, Branding, Content, all of them etc...)?   JR  at Seen Connects  shared his thoughts below: Do Search and Social Media need a more integrated approach in 2024?   Absolutely, we’ve seen over the last 2 years how platforms are becoming more and more aware of how consumers are utilising apps like Instagram, TikTok and Pinterest as search engines. These platforms have continued to increase their search functionality to meet that demand. Also, with the changes we’ve seen in the SEO industry and social content even being served in the SERPs on Google, its important now more than ever to integrate search and social strategies.    Should businesses prioritise TikTok over YouTube?   It really depends on the business, target audience and content styles. My advice would be to do a deep dive into your target demographic and understand where they’re showing up. TikTok does over index across multiple audiences but if you’re trying to reach an older demographic YouTube might still be king for your business.    How does TikTok impact discoverability?   TikTok’s algorithm rewards content that is deemed entertaining, rather than most other platforms that built their algorithms on a social graph of engagement. This changed the game for discoverability on social, what was once reserved for the “social elite” has become available for everyone through the FYP. On top of this over the last 12 months, TikTok have pioneered social search with their new search functionalities and even released analytics on search. Google have even recognised the value of TikTok content by adding short form video content from the platform in search results – if discoverability is your goal, TikTok is the platform for you.    And who should be responsible for formulating the TikTok strategy (Social Media, SEO, Branding, Content, all of them etc...)?   In my opinion, it’s a joint effort – for too long all of these teams have worked in silo of each other but for brands to win they all need to work together. Social teams can learn a lot from SEO teams and visa-versa. Aligning on wider brand strategies across each business entity will definitely become more commonplace.     Rejoice Ojiaku , an SEO professional, industry speaker and Co-Founder of B-DigitalUK shared her thoughts below:   ·      Do Search and Social Media need a more integrated approach in 2024?     Absolutely. The integration of search and social media is crucial in 2024. With platforms like TikTok influencing search behaviour, especially among Gen Z, businesses need to understand how social media content can enhance their search visibility. An integrated approach ensures that content strategies are synergistic, leveraging social media trends and search insights to create a cohesive online presence. It's not just about being found anymore; it's about being relevant and engaging where your audience is spending their time.   ·      Should businesses prioritise TikTok over YouTube?     This depends on the target audience and content style of the business. TikTok, with its short-form, highly engaging content, is a goldmine for capturing Gen Z's attention. However, YouTube's long-form content appeals to a broader demographic and is excellent for in-depth storytelling and brand building. It's not about choosing one over the other; rather, it's about leveraging each platform's strengths. For immediate engagement and trend-setting, TikTok is key. For comprehensive content and broader reach, YouTube remains essential.   ·      How does TikTok impact discoverability?     TikTok significantly boosts discoverability through its algorithm, which favours user engagement over follower count. This means even new or small brands can achieve wide visibility if their content resonates with the audience. Additionally, TikTok's content often ranks in Google SERPs, offering a dual benefit – visibility on both TikTok and Google. The key is creating content that is not only engaging but also optimized with trending hashtags, relevant keywords, and engaging narratives.   ·      Who should be responsible for formulating the TikTok strategy (Social Media, SEO, Branding, Content, all of them, etc...)     The TikTok strategy should be a collaborative effort. Social Media teams bring expertise in platform-specific trends and audience engagement. SEO teams can integrate search insights and keyword strategies. Branding teams ensure content alignment with the overall brand voice and image. Content teams contribute to creative storytelling and quality content production. A unified approach, where all these teams work together, results in a TikTok strategy that is not only engaging and trend-savvy but also aligned with broader marketing objectives.   SEO Consultant Dhanya Nair shared her thoughts on the matter: Of late (on LinkedIn), the SEO community is up in arms about whether TikTok is a search engine. As a marketer and user, I use TikTok as a search engine, especially during the initial discovery stage of any search. This does not mean I only use TikTok. Search is not a linear process and rather than debating whether TikTok is a search engine or not, as marketers we need to have an integrated approach.  As mentioned above, TikTok is great for discovery. As a consumer, I have discovered several upcoming brands, publications and even different hot takes on TikTok. The personalised algorithm is one of the main reasons why I keep going back to TikTok. That being said, my search ends up in Google. Because with Google you can understand a brand’s expertise and authority in the field.  One of the main drawbacks of TikTok is there is no EEAT element (at least not yet) and it is difficult to establish the veracity of content. Especially for more serious topics, be it health, finance or even politics, searches still get completed in Google. The other drawback is there are still no tools out there that give organic search volume information. So, sometimes it can feel like you are throwing darts in darkness.  So should you use TikTok or not? Gone are the days of siloed SEO work. Integrated teams and SEOs should already be using TikTok in their Search strategy. as I said search journey is rarely linear and to improve your brand visibility, your reach, and your bottomline have a cross-channel strategy.    Our thoughts Businesses should utilise TikTok marketing as both an SEO and Social Media channel, which will require an integrated approach. If audiences are beginning to utilise TikTok as there go to Search Engine, then businesses will need to priorities this as a channel for their customers. Also with TikTok videos showing on Google SERPs this means content must be optimised to both channels, which can be challenging.   TikTok is a way to signal “experience” by showcasing how actual users incorporate a businesses products and services in their daily lives. It’s an opportunity to help building brands. Also audiences sharing content (UGC)  on different platforms such as TikTok and Pinterest will indirectly increase brand visibility, help build trustworthiness and develop authenticity, which can support a businesses SEO activities. Anyone arguing TikTok isn't a search engine should keep in mind YouTube SEO only searches within YouTube, Amazon SEO within Amazon and ASO on within a certain app store.   Tiktok has quickly become a search engine, because users are using it like one, and because of this businesses will need greater integration between their Social Media and SEO teams, to find a new way of formulating a broader organic digital marketing strategy to reach audiences. Visit our services page for more information about how we can help your hiring needs. Or visit our Digital Marketing page for some of the areas we recruit across.

“New Year New Me” is a phrase we often hear. We approach many aspects of our lives with a new sense of purpose and perspective in the new year, feeling refreshed and reinvigorated, and when we think about this in the context of careers and work we often jump to new roles and career changes. But for those of us in recruitment, this is an ideal time to take this energy and direct it to reinvigorating and reassessing our approach to talent acquisition. As businesses take the time to review and refocus their strategies and goals, we are afforded an opportunity to ensure that our talent acquisition practices are also updated and in line with the current market and hiring trends. Job Descriptions Transparency is a key theme here: be upfront about salary ranges, benefits, and company culture to attract candidates who align with your values and expectations. This also includes transparency with flexible working policies; the post-pandemic landscape includes a host of options on offer, from hybrid or remote working to four day weeks. To remain competitive, be transparent about what you offer and be prepared to say why. If you offer hybrid, how many days in the office vs from home? If you don’t offer any remote working options, explain why and showcase any alternative benefits that offer work-life balance, like flexible hours or compressed workweeks. There is also a renewed emphasis on skills and outcomes, on highlighting the skills and abilities needed for a role and viewing through the lens of skills based hiring, rather than a laundry list of years of experience. Focusing on the outcomes and the impact that a candidate can have, and their role’s contribution to the organisation’s goals, will appeal to the candidates who value purpose and making a difference. Employer branding A strong employer brand is important, now more than ever. In this digital age candidates are well versed in doing their research on prospective employers, whether checking social media, testimonials or other platforms like Glassdoor.com. Employer reviews are researched in the same way you might scan through reviews on Trustpilot.com or Amazon.co.uk, before making a purchase. If you’re looking to attract top talent. this means ensuring that your organisation has a great reputation online, and the chatter is positive! Interview processes Taking a candidate-centric approach remains a top way to attract excellent candidates, including interview processes that focus on providing positive candidate experiences. This also includes offering virtual or hybrid interview formats, utilising video conferencing tools for initial screenings and interviews, implementing skills based assessments to evaluate candidates’ practical abilities without bias, and providing diversity and inclusion training to interviewers to ensure a fair and positive interview experience. Transparency is again an important element here – transparency with interview timelines, with feedback and with deadlines for decisions being made. Culture Company culture has become an important element for candidates, when assessing prospective employers, and it’s important for employers to understand this when trying to attract top talent. This means clearly defining and communicating your organisation’s values, mission and desired workplace culture. This means ensuring job descriptions, employer branding and recruitment messaging all align with the organisation’s culture to attract candidates with shared values. This means a commitment to diversity and inclusion, expressly communicating a commitment to the same and creating inclusive recruitment processes that welcome individuals from all backgrounds. Other strategies to highlight workplace culture include featuring employee success stories and testimonials in recruiting materials, sharing policies that support work-life balance and a healthy work environment, showcasing benefits such as wellness programs and mental health support, and outlining development opportunities for professional growth and continuous learning on the job, training programs, mentorship initiatives, leadership development programs and recognition mechanisms within the organisation. Whilst there are many more elements to consider, in addition to the above-mentioned, by staying attuned to these hiring trends and incorporating them into talent acquisition practices, organizations can better attract, engage, and retain top talent in an ever-evolving job market.