Hi there!
We are well and truly into autumn now and it’s still dark at 5.30am now so harder to get out of bed in the mornings! But life is ticking along here down under.
For today’s update I thought I would give you an insight into the marketing industry here in Brisbane at the moment.
Marketing – smart recruitment or not?
On a marketing front things are slowly picking up work and employment wise but it is still proving a difficult nut to crack for marketing peeps out of work especially for those with many years of experience. It’s very much an employer’s market which is great for employers but not for people trying to get jobs. I would imagine it is the same in London?
Many people that I know are actually taking lower level jobs simply to pay the bills and what this is producing is very happy employers but not necessarily employees! Why you may ask…well my theory is they figure that they can get someone completely over qualified for a position which means they are not only filling the position but are then hiring someone that they can tap into for their higher level expertise, all for the grand cost of a lower level salary.
Will this backfire?
What about the employee?
As soon as the market picks up I am sure that employees will be on the lookout for bigger and better things that match their experience more. This then means that the company that originally thought they were smart in their recruitment strategy will have to recruit again.
I spoke to Victoria Pickard, Marketing & Communications Agent at Aquent an international recruitment consultancy about the current market situation for marketers, in relation to employees with a lot of experience working in lower level roles. Victoria said:
“Not only will these employees be the first to move as soon as the market picks up, there can be a number of other negative impacts. For one, if someone is reporting to a staff member who does not match or exceed their experience, this can cause frustration and dissatisfaction amongst the team. The detrimental effects of reporting to a supervisor who has less experience can impact on everyone. It can also lead to the new employee going above their immediate supervisor’s head, which in turn disrupts the reporting structure, and can leave existing staff feeling under appreciated.”
She continues “It may be an employer’s market, however cutting costs in recruitment, can often lead to short term fixes, and long term issues. Investing in a new employee costs both time and money, and if they are only accepting the role as a short term fix whilst looking for a more suitable role, it can end up costing the employer far more than expected. Using a specialist agency at least provides some safety net to employers in securing a replacement, should this happen.”
For more information, Tim McNamara also an agent at Aquent recently wrote an article about employee retention which you may find interesting.
Bye for now! Zoe Gell
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