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We asked Keith, our founder, why he started dotgap in the first place, and what did he feel needed to be changed in the world of media recruitment - here’s what he had to say…
The short and simple answer is that when dot-gap launched in 2006, there was no other recruitment agency in London dedicated to servicing the needs of Digital Media Agencies. I founded dot-gap with the goal of quickly soaking up the demand from the biggest agencies in the country to source digital media people for them.
Given my heritage, I had instant credibility as my previous job was Head of Digital for the then-number one UK media agency Carat. I knew the heads of other UK agencies to establish business with, and I knew how to properly source, scope, and interview candidates for any vacancy they needed to be filled.
Over the years, dotgap has changed and evolved, surviving two recessions and a global pandemic, so we must be doing something right!
We still work with a range of media agencies, covering pretty much any job discipline they ever have.
We work with clients directly as they are in housing media disciplines such as PPC, SEO, Social, and Programmatic.
We also work with some media owners/ad-tech companies.
The principles of dot-gap and why we are different are as true today as they were when we launched.
With my hands-on media agency heritage at senior and activation levels, I understand the pressure points within a media agency and speak your language.
I have a thorough understanding of all areas of media, so I am well qualified to engage with any media professional and help them progress their career in their chosen direction.
We give informed, impartial advice to employers considering how best to staff up their business.
We listen to job seekers at all times! It’s only by understanding what you want from your next job move and helping make it happen that we deliver our true value to you.
The COVID-19 pandemic has forced many people to work from home, and for many, this has been a positive experience. There are many pros to working from home, including increased productivity, reduced stress, and improved work-life balance. However, there are also some cons to working from home, such as isolation, distractions, and a lack of social interaction.
Pros of Working From Home
- Increased productivity: Studies have shown that people who work from home are often more productive than those who work in an office. This is because they have fewer distractions and can work in a more comfortable environment. A study by Stanford University found that people who worked from home were 13% more productive than those who worked in an office.
- Reduced stress: Commuting to and from work can be a major source of stress. Working from home eliminates this stress and can lead to a more relaxed and productive work environment. A study by the University of California, Irvine found that people who worked from home had lower levels of stress and anxiety than those who worked in an office.
- Improved work-life balance: Working from home allows people to have more control over their work-life balance. They can choose to work when they are most productive and take breaks when they need them. This can lead to a healthier and happier work-life balance. A study by the Society for Human Resource Management found that employees who worked from home were more likely to report being satisfied with their work-life balance.
Cons of Working From Home
- Isolation: Working from home can lead to feelings of isolation. People who work from home may miss out on the social interaction and camaraderie that comes with working in an office. A study by the University of Melbourne found that people who worked from home were more likely to report feeling isolated and lonely than those who worked in an office.
- Distractions: Working from home can be more distracting than working in an office. There are many things that can distract people from their work, such as family members, pets, and television. A study by the University of Texas at Austin found that people who worked from home were more likely to be interrupted than those who worked in an office.
- Lack of social interaction: Working from home can lead to a lack of social interaction. People who work from home may miss out on opportunities to network and socialize with their colleagues. A study by the University of Warwick found that people who worked from home were less likely to report having close friends at work.
Conclusion
There are both pros and cons to working from home. Ultimately, the decision of whether or not to work from home is a personal one. Some people find that the pros outweigh the cons, while others find the opposite. If you are considering working from home, it is important to weigh the factors carefully and make the decision that is best for you.
The Future of Work
The future of work is not about working from home or working in the office. It’s about working in a way that allows you to be your best self. If you are more productive and creative when you work from home, then you should work from home. If you are more productive and creative when you work in the office, then you should work in the office.
The key is to find a way to work that allows us to be our best selves. We can work from home, in the office, or a hybrid of both.
The important thing is to find what works for us and not be afraid to experiment. The future of work is about finding what works best for each individual.
This quote from Simon Sinek is a reminder that the way we work is changing. In the past, we were either required to work in an office or at home. But now, thanks to technology, we have the freedom to choose how we work. We can work from home, in the office, or a hybrid of both.
The key is to find a way to work that allows us to be our best selves. If we are more productive and creative when we work from home, then we should work from home. If we are more productive and creative when we work in the office, then we should work in the office.
The important thing is to find what works for us and not be afraid to experiment. The future of work is about finding what works best for each individual.
As we near the end of the year, we wanted to reflect on some of the most popular topics covered in the blog. From tips on how to get a job in digital marketing as a graduate to re-entering the workforce after taking time away to be a parent, we have tried to cover relevant topics for recruiters and jobseekers alike. Read on for a roundup of Dotgap's 2022 digital marketing blog.
The Recession, Cost Of Living Crisis and Digital Marketing
The economic climate has presented many challenges over the last few years. Businesses have had to adjust their strategies to accommodate changes in consumer behaviour and the availability of resources. People are likely to be more cautious with their spending during a recession so it is important to emphasise value over price. Companies must reduce costs while still achieving measurable results from their marketing efforts. Considering how the current climate will impact the marketing industry we can surmise businesses need to be mindful of budgets while maximising technologies that can help reach their target audience. This includes leveraging social media platforms to build relationships with potential customers, as well as utilizing search engine optimization (SEO) to make sure they're visible in online searches. This can also be a difficult time to be looking for a job, raising questions about the impact on remote and flexible working arrangements.
Changing Jobs For Your Career
Changing jobs can be a daunting and even confusing process. It can be especially difficult to know whether you should stay or go when you are thinking about the bigger picture in your digital marketing career. The first step is to assess your current situation and make sure you are making an informed decision. Consider your current job, the new job you are considering, and the implications of a switch in terms of salary, hours, and benefits. Once you are confident that the change is the right move for you, it is time to start the job search. Research potential employers and the job market, and make sure to update your resume and cover letter. Reach out to former colleagues and contacts to see if they have any job leads you may be interested in. You may also want to consider networking with professionals in your field in order to get your name out there. Once you are ready to apply for jobs, make sure you take the time to tailor your resume and cover letter for each job you apply to. After you submit your applications, it is important to follow up with employers, either through email or phone calls, in order to make sure they have your application and understand your skillset. If you are looking to relocate, make sure you take extra consideration. The last step is to prepare for the job interview. This means researching the company, its products, and its mission statement. Make sure to practice answers to common interview questions, and dress professionally. Finally, make sure to be yourself and be prepared to discuss why you are the right fit for the position.
Diversity in Digital Marketing Recruitment
Diversity, equity and inclusion have been buzzwords for the last few years now. But what does it actually mean in practice for businesses and candidates? There are lots of benefits for organizations to embrace diversity in the workforce, including but not limited to a wider talent pool and better representation. The recruitment process should be designed to ensure diverse representation. This means that the recruitment process should not be biased towards any particular group, and should avoid making assumptions based on gender, race, religion, or other characteristics. Digital marketing companies should strive to create an inclusive recruitment process. That means it is free from any kind of discrimination. A diverse set of applicants should be encouraged to apply, and the criteria for selection should be based solely on the skills, qualifications, and experience of the applicant. Is digital marketing diverse enough? There is still a lot of work to be done and it is an ongoing task but there have been great advances in recent years. Constant review and evaluation is vital for continued development.
Mental Health At Work
Mental health is an important part of overall physical health and wellness. Unfortunately, it is often overlooked, and many people struggle with mental health issues in the workplace. Creating an environment where employees feel comfortable discussing their mental health and seeking help can help ensure that everyone is able to stay healthy and productive. There are a number of steps employers can take to create a healthy and supportive workplace. These include providing mental health awareness training, setting up an anonymous reporting system, and making sure to provide employees with regular breaks and vacation time. The increase in remote and flexible work has brought many benefits for people. But the blurred lines between home and office can make keeping a work life balance tricky. Employers should ensure that they are providing necessary resources and support to employees who may be struggling with mental health issues. This includes providing access to mental health professionals or offering flexible working hours. By taking these steps, employers can create a workplace that is open to discussion about mental health and supportive of employees who may be struggling. This can help ensure that everyone is able to stay healthy and productive in their work.
Digital Marketing Job Search In 2023
We started the year with tips on writing your CV in 2022 and many of these tips remain relevant. Automation remains one of the key trends in digital marketing recruitment. Automation tools can be used to streamline processes such as job postings, CV sorting, and candidate outreach. This can help businesses save time, money, and resources, and make their recruitment process more efficient. You need to optimise your CV for these tools too. Social recruiting is a growing trend in digital marketing recruitment. This involves using social media to find and engage with potential candidates. Companies can use social media platforms like LinkedIn, Twitter, and Facebook to post job openings. They are increasingly using them to engage with potential candidates, and build their employer brand. Candidate, be aware of your presence online with a social media audit and make sure you are making use of platforms such as LinkedIn to bolster your credibility.Empty asphalt road and New year 2023 concept. Driving on an empty road to Goals 2023 with sunset.
Looking Ahead: Digital Marketing 2023
Digital marketing recruitment is changing, and it's important for businesses to stay on top of the latest trends. As a jobseeker it is important for you to be aware of these trends too so you can review your career progression plans and continue to grow in the workplace. Dotgap is committed to keeping media professionals in their industry. Head to our website for the latest vacancies. Wishing you all a very Merry Christmas
Recently, we've been talking a lot about how to get jobs, perform well in interviews and utilise moving companies to your advantage. However, given the current economic climate and cost of living crisis, many people are looking for stability and assurance they will be in work and able to pay their bills. Upskilling enables you to strengthen your position, improve your skills and develop new ones.
In times of economic trouble, employers may focus on retention and fill job vacancies internally, making it a crucial time to upskill for your career growth. So, whether you are still looking for a new job, or staying where you are, you can secure your position and increase your chances of success by upskilling – in digital, there is no such thing as knowing too much!
Upskilling - How To Do it
Effective upskilling involves the combination of internal skills and external resources. Depending on where you work and what your current working situation is, you should be able to use a mix of your company’s training modules as well as your own creativity to your advantage. With so many of us working from home now it can be difficult to leverage company resources in the same way. So, whether you’re aiming to make a move, increase your pay or just make yourself more versatile, here are some of the top ways to upskill remotely, or fit it into your new hybrid working.#1 Make it a part of your routine
If you are trying to fit in upskilling around working from home, it can be really challenging. By the time you've done your work it can be really hard to stay at your desk and commit to learning. But, here's the thing. If you don't commit to it, you won't do it. Try starting small, half an hour before you start your working day for example, or a quiet hour after your evening meal.#2 Listen to podcasts
This seems to feature a lot in tips and blogs online and for good reason! There is a wealth of great information out there now, easily accessible and easy to fit in your life. You can listen to a podcast at the gym, on the bus, doing the washing up, or while working. Check out some of these upskilling podcasts as see what you think.#3 Read industry news and books
While many books are available online to listen to know, podcasts aren't for everyone. Try subscribing to industry newsletters or magazines and looking for industry-related books you can enjoy with your coffee.
#4 Try out new technologies
Take the opportunity whenever possible to have a go at new technologies. This might be something you get the chance to do at work or something you need to take on yourself. The truth is, even non-tech roles require a certain amount of technical proficiency in the digital marketing world. There are usually free tutorials for many platforms which aren't too time consuming or labour intensive.#5 Use online course providers
There are so many courses available online now. Udemy and LinkedIn Learning provide thousands of course options for a reasonable price - LinkedIn offers a one-month free trial. Google Analytics Academy and Codeacademy have free courses available and both provide fantastic insights for those working in digital industries.#6 Attend virtual events
Even though we are back out in the world there are still plenty of online events and conferences which allow you to attend from your own home and connect with people around the world. A great way to learn and upskill without leaving the house - saving you time.
Upskilling Is Futureproofing
With virtual options and free courses available, if you are thinking about upskilling for any reason, there really is nothing to stop you. Just don't overload your schedule. Start with small and manageable learning and see what works with your lifestyle. Don't forget to ask your employer if there is something specific related to your role or company you want to learn - they may be able to share excellent resources with you and might even give you time to learn in your working day. For more content like this, head to the dotgap blog!
Obviously, there are a great many factors to consider when you are considering changing jobs. Things like location, pay, company culture and how much you enjoy or don't enjoy your current job are all highly relevant. If you are in a position to change jobs tactically or a new opportunity has presented itself, this article can give you helpful guidance on optimising your moves to help your marketing career!
As you progress through your current job, you may notice your interests shift. In the fast-paced world of media, marketing, advertising and digital you may notice your job role shifts too. You can find yourself looking elsewhere for a new challenge or discover a new role you want to follow. To make sure you are changing careers an appropriate number of times to best demonstrate your desire to progress while still assuring recruiters and hiring managers you can commit, read on!
Agency Marketing Careers – Should You Jump Ship?
It is a long- held belief in the industry that marketers start on the agency side to build their skills before looking for a more permanent in-house team. It is certainly true that there are enourmous benefits to agency work in regards to building knowledge. You'll work with a variety of clients and potentially be exposed to many different fields and roles. However, this doesn't mean after a time you will complete this journey and be ready to 'settle' elsewhere. It is down to you and the opportunities that arise so ther eis nothing to say this established route is the best. Historical models for career progression don't really fit in the digital marketing world, with new developments, new technology and therefore new roles advancing all the time agencies have a great deal to offer those looking to explore all the industry has to offer. With traditional advice, and that of managers, often being to stay in their departments, hone their craft, and learn to nurture other people’s development you have to wonder if this is really still the best way to learn.Tactical Moves Can Help You Keep Ahead
Changing jobs can give you the exposure you get at an agency by letting you work in different roles and industries. This will strengthen your professional experience and ultimately enrich your marketing career. As the digital industry continues to grow, more emphasis is placed on skills specialist possess rather than time in a specific role. Given the fast-evolving nature of digital, many of the most knowledgeable digital marketers have the least work experience as they have come straight from learning new technologies and the most up to date innovations. Many traditional marketers might find they don't have time to learn these new things 'on-the-job. Employees can gain perspective about best practices and a new skill set as they move from one employer to another. A well-thought-out job change can let you learn new skills as part of your day-to-day job and new employee training.
Changing jobs is a balancing act
It doesn't take a genius to see that job hopping too much can hurt your employability. But it is possible that staying too long in one job can hold you back too! For most jobs, employers will be looking for a balance between commitment and progression so it is not a simple decision to know when to stay and when to move on.
Staying too long can look like complacency or lack of motivation and employers might assume you would have difficulty adapting to new situations or different company culture. In short, the number of times you should move depends on your preferences. All employers' requirements are different but a good rule of thumb is at least one to three years.
Staying in a role for three years or so can let employers know you are wiling to commit yourself but also that you are up for the chance to learn new things. It suggests an employee who is constantly learning and progressing and ready for the chance to learn new things.
Should I Stay or Should I go: Progressing Your Marketing Career
If you're happy in your role, there is no reason to move until you feel ready for an opportunity elsewhere. Many people stay in with the same company in similar positions for a long time because they enjoy the role and the company. You should change if feel there is no way to progress further where you are and you are hungry to learn more. Maybe you have a career plan and need to move companies in order to get to the role you are aspiring to. There is no one answer or quick-fix and there is no telling what opportunities might or might not arise in your current place of work - especially if you are with a start-up or rapidly expanding company. Are you ready for your next challenge? Dot-gap has a range of exciting opportunities available now, from entry-level to account director. Get in touch today to make your smart move.
Whether you are job seeking or have been headhunted, you are in a unique position to find out if a workplace is the right fit. This includes checking whether a company truly cares about diversity, equity and inclusivity. An inclusive workplace can look different for everyone. Here's our three tips on how to make sure your potential employer goes further than just ticking boxes.
1. Ask The Right Questions
Typically, a recruiter should be able to answer most questions you have. They work with the same companies over time and should know their processes and culture well. Think about what's important to you and pick a few key questions to ask. It is always a good idea to follow any phone calls with more detailed questions over email. Here are a few questions to get you started:- Do you take on school leavers and/or graduates as part of your talent pool development?
- What maternity/paternity cover is offered?
- If you are applying for a remote role, how does the company support inclusivity?
2. Be Specific About Your Needs
While you don't need to bare all on your CV, or divulge personal information in your interview if you aren't comfortable, it is important to express your needs to assess whether a company is ready to accommodate you. Consider talking to your recruiter if you are uncomfortable discussing anything at interview.
3. Make Connections
Check Facebook and LinkedIn for any groups or connections you can reach out to prior to any interview. People who currently work at the company or have previously worked at the company will be able to provide you with different insights into the working culture. They might also be able to offer you helpful advice for your interview. Prepare some questions to ask and be candid, you want to find out information from behind the scenes. Try these examples as a jumping off point:- What do you like/dislike about working at the company. (If they no longer work there, you can ask why they left if it is relevant.)
- How would you describe the company culture?
- How would you describe the work environment?
- What if any activities outside of work do you attend?
Company Culture: Trust Your Gut
What a company has published online, both on their website and social media provides key information on their DE&I policies. But it is important to dig a little deeper. You need to make a judgement on whether it feels authentic or not. Does it make clear, measurable commitments and report on progress? Check out sites such as LinkedIn and Glassdoor for more information on company structure and any potential red flags. Twitter and industry news sites can provide more relevant information on potential employers. Are senior executives leading conversations? Your instincts are usually right. so, don't forget to ask, express, and do your research! For the latest in digital jobs, head to dotgap now.
For a long time, digital industries and media agencies have had a lack of diversity in regard to their employees and senior members. Gender, age and race are the least balanced but this article will also look at LGBQT+ and disabilities to help highlight the problems, progress and areas to work on for a more diverse digital media world. While stats across all industries showed some improvements in these areas over the last decade, unfortunately, and especially in media agencies, this progress was negatively impacted by the Covid-19 pandemic, with stats showing a drop across all areas. For more information, you can check the IPA 2020 Census. This report suggests the pay gap widened too, as did the number of female employees. However, it would be remiss to ignore the latest findings of the same report. Only a year later we can see some improvement and there are some encouraging findings:
- More individuals from a non-white background are holding senior positions, as well as an increase in those holding entry-level and junior roles.
- There has been an increase, albeit a marginal one, of women holding senior roles in media agencies.
Why is Diversity Important?
With a team of diverse employees, you will have access to more creativity and wider skill sets. Plus, more diverse ideas for solving business problems, which will help your company grow. Another incredible benefit of diversity in tech is simply having more talent to choose from.
There are different types of diversity, let's look at them here:
Diverse Workforces: Ethnic Diversity
According to data collected by the Department of Culture, Media and Sport, a sobering 88.8% of employees in the digital sector are from a white ethnic group. What's more, a study entitled 'Black, Qualified and Unemployed' found that BME individuals who graduated with a first degree were twice as likely to be unemployed than white graduates.
2020 was a year of big change in terms of bringing racial discrimination to the foreground of public opinion. The Black Lives Matter Movement was unlike anything seen in decades and was impossible for businesses to ignore. BAME representation has improved in media and advertising agencies in the last few years, there is still more that can be done. There is so much untapped potential out there. It has been suggested that if individuals from BAME backgrounds were able to reach their full career potential through opportunities and progress in the workplace they would add 24 billion to the UK economy with the most diverse companies over 30% more likely to have higher earnings.
If you are interested in hearing more, BIMA (British Interactive Media Association) are pushing for more initiatives and accountability around improving diversity. They believe that a diversity index with baseline diversity stats would help everyone to set targets and see how much further it is for the UK sector to go. Head to their website for more information.
Diverse Workforces: Gender Diversity
When it comes to gender, women are taking up less than 40% of roles. So we need to ask why. Gender imbalance in digital and tech starts all the way back in the UK primary, secondary and higher education systems. Recent estimates have found that 50,000 girls turn away from STEM subjects every year, despite out-performing boys across STEM subjects.
Some studies suggest this starts with general misinformation about what school subjects can lead to what roles. For example, there are many outdated preconceptions around STEM (science, technology, engineering and maths) subjects and careers. But we should not forget that non-STEM subjects can lead to digital roles too. Digital, media and tech companies can counter this by doing outreach in schools, giving talks and making sure they are involved in communities in some way. Schools should be communicating career opportunities and pathways to all students.
There is still an image of STEM subjects and digital jobs being more masculine which is not helped in male-dominated classrooms and workspaces. Combined with a lack of support, from those teachers or parents who don't understand tech and digital, this can lead to a lack of confidence which sees women perhaps not going for careers they want.
Diverse Workforces: Ageism And Diversity
There is an age divide in the media, advertising and digital industries. It appears the under 25s and over 55s are affected the most. A report from 2020 found that only 7% of those employed by agencies were under 25 and only 6% were over 50.
With an average age of 34 in most media agencies, what causes this and what can be done to counter it? The truth is, with a wide age range of employees, you will be able to successfully talk to more consumers, something which is particularly important in the media advertising industries. If creativity and communication is the goal, creating a multi-generational environment can help fuel better solutions.
"More than 500% of budgets are targeted at millennials; yet consumers 55+ spend more than double the 18-34s." - Annalie Killian, Sparks & Honey, from this article in The Drum, reminding us that the older generations have more money to spend, so perhaps it is time fore a shift in focus.
Diverse Workforces: LGBTQ+ Representation
This is a more positive section of this article, the All In census found the number of employees identifying at LGBTQIA+ is significantly higher in media advertising agencies than the UK population average.
The UK average is 3% whereas 10% of those working in agencies identify as LGBTQIA+. However, this census did find that almost 40% of those who identified as LGBTQIA+ felt under-represented at senior levels, compared with only 23% of heterosexual employees.
It would be important to examine the reasons why this could be the case in your agency, and be sure to encourage all co-workers to apply for promotions and senior roles regardless of their gender identity or sexual orientation.
Diverse Workforces: Disability
When we think about diversity and inclusion, too often the disabled community is excluded. Research by The Valuable 500 found that out of all the articles discussing diversity published in 2019 and 2020, only three percent referenced disabilities. So, while there is a big conversation around other aspects of diversity, this is one community who are continually side-lined.
People with disabilities are the largest and fastest-growing minority group in the world including more than 750 million individuals. Disability inclusion significantly widens the talent pool. Moreover, companies that excel at disability employment and inclusion are likely to experience higher revenue, higher net income, higher economic profit margins and an increased likelihood of outperforming their peers.
A related point, taken from another blog post on disability diversity that should encourage all of us to care more about this issue is this: Unlike the other diversity types mentioned in this article, a disability can be developed at any point during your life. You can become disabled at any time so equity and inclusion should be important to all.
Diversity And Inclusion Mean Success
In short, being inclusive of gender, age, disability, race and LGBQT+ will give your company a diverse and representative workforce. What this means is that your output will likely be better for your consumer. Bringing as many different ideas and perspectives to the digital table is paramount to inclusive, supportive workplaces and brilliant products/services that are built with all users in mind.
Having more diverse teams at every level of development in a digital company means that end products and services can better reflect users and wider society. Creating products free of bias and prejudice cannot be achieved without a diverse creating team.
What Can We Do To Be More Diverse?
Within your company, you can make every day, micro-level changes. If we use gender diversity s the example here, you could think about preventing a male-centric groupthink, or encouraging a female colleague to go for a senior position. Something as simple as making space to listen to the concerns of women in the workplace can help to build a respectful, comfortable environment. People from different countries, cultures, religions, genders, sexual orientation, ages and so on must embrace such diversity – not just tolerate it. They need to seek out the opinions of people who may seem foreign to them and think differently from them. They need to bring them into the tents of strategy-making, business process redesign, business model revolution, and skill building. That’s the inclusion part of diversity, and it’s just as important as having a multitude of very different people from very different walks of life. Digital companies have to take the initiative and become pro-active when it comes to diversity. New initiatives nationally and regionally are worth engaging with, as well as looking at your recruitment policies and diversity and inclusion training for current employees. Blind hiring and unconscious bias training for all staff is a great way to start your journey to a truly diverse company. Policies and procedures in the workplace to support diversity, create comfortable workplaces and ensure employees don’t drop out are all well and good but starting at an earlier stage, before candidates get to the workplace is important too. Think about talking to your recruitment agency next time you are hiring. For more blog posts about media agencies, jobseeking and roles, head to dotgap now.
Broaching the subject of a pay rise can feel really awkward. Most people don't like talking about money, particularly us Brits! But if you would like to be paid what you believe you are worth, it's something that's you'll need to get comfortable with; or at least be completely prepared for. So, if you'd like to ask your boss for a pay rise, read on for our 5 must-dos to give yourself the best chance of getting the salary you want.
1. Do Your Research
You’ll want to do your homework before you request a pay rise. Calculate your worth based on the current job market – look at equivalent job ads and LinkedIn Salary to get an idea of the market rate, and compare with your current job role and responsibilities. You may also want to take into account any relevant qualification and/or specialist skills you have that make you an asset to the company, as well as your level of experience. Are you working at a higher level with more responsibilities than perhaps you were when you started the role? Think about what you have achieved in the role, and how your achievements have benefited the company (see point 4 for more about this). At this point, you’ll also want to research and consider what is an appropriate pay rise to ask for. 3% is the average increase for 2022 according to the CIPD, but with soaring inflation, you may feel that you deserve more.
2. Timing Is Key
There are definitely good and bad times to ask for a salary increase. Consider the following before you make your request... When company budgets are set – do you know or can you find out when the budgets for the year are planned? Leaving a request until your yearly review is often too late, so knowing when the most amount of money is in the pot will certainly help. However, you may find that an opportune time to ask is when someone in your team has just left. Your bosses may be nervous about losing someone else, and could be more open to a pay rise to keep you from leaving. When your boss isn’t stressed and busy – if the end of the month is always full on, or they’re working to a tight deadline, consider holding off until things have calmed down. They’ll be much more open to requests when they’re under less pressure.3. Book A Face-To-Face Meeting
Although it may feel easier to hide behind an email request, your boss will respect you more for asking for a salary increase in person. If you can’t book a face-to-face meeting, then suggest a video call. Remember, it’s also much easier for them to say no via email too! You may consider warning them in advance of the meeting what you want to talk about, so they can prepare too.
4. Prepare Your Case
Write a little script of what you want to say in the meeting, including the value you bring to the business, how you love your job, but feel that you are now worth more. Here’s where you can mention some of your achievements that have had an impact on the business – and where possible, these should be quantifiable e.g. the successful media campaign you ran for a client, that led them to increase the budget with your agency. You can also talk about your future plans to demonstrate your pro-activeness. Also consider your delivery here, including your body language. It is still a conversation, rather than a presentation. Sit up straight, make eye contact and speak confidently. Perhaps practise with a friend if you’re feeling particularly nervous.5. Be Prepared For The Answer
You need to be prepared for all eventualities. You may be required to take on more responsibility in order to earn the extra salary, or to demonstrate you have the skills to get a pay rise in a few months' time. A good manager will explain what you need to do to develop to become eligible for one if you’re not quite there yet. It may just be a no, and you need to be prepared for that to be the case too. Consider whether there are other ways for you to improve your role if a pay rise isn’t an option. Could you ask for training or negotiate other perks like flexible working? Avoid ultimatums. If it’s a straight no, consider whether it’s a deciding factor as to whether you stay at the company. You may need to consider looking for a new job in order to get the salary you want. dotgap can help you find a new digital marketing or media role. We're a recruitment agency with a difference. Being ex-agency ourselves, we understand you, your industry and the challenges you face. We don't believe in giving you the hard sell. At dotgap, we listen. For current vacancies, visit our jobs page or get in touch today!
This month we’ve been exploring a few of our most sought after and popular digital marketing roles, and the final one in this series is a look at what it takes to work as a media planner. Read on as we take a dive into what skills and experience are required, as well as what salaries to expect in the world of media planning.
What is a Media Planner?
Media planners identify which media platforms will best advertise their clients' brands or products to their target audience, and put plans together with the most effective media mix within the budget. They will then coordinate, monitor and evaluate those media campaigns and strategies. Media planners are under constant pressure to identify the right timing for their ad placements, to calculate how much time a plan needs to give clients results, and to manage their client's expectations while giving them the best advice and service.
Expected salary for a media planner
Expected starting salaries for junior, assistant and basic media planner/buyer roles can range from £25k - £32k. After a couple years’ experience, and managerial or team leader responsibilities, salaries increase to a range of £36,000 to £50,000.
At account director level, salaries range from £55,000 to £65,000 which is attainable after 5 or 6 years, then it's Director level, paying anything from £80k - £125k!
Skills and Personal Qualities
You'll need to be a creative thinker and effective researcher to develop appropriate media strategies that reach client’s target audiences as effectively as possible. You'll also need excellent organisational skills to develop and execute media plans for several clients simultaneously. Being able to work under pressure is a must, as is great communication skills, as you’ll work closely with clients, media owners and colleagues. Finally, a proficiency with numbers, for analysing campaign effectiveness, and for cost negotiations with media owners is important. As is enthusiasm and a passion for marketing, so that you can persuasively get client buy-in for your proposed media plans.
Qualifications and Experience
Any degree discipline is acceptable in media planning, although advertising/marketing, management, journalism, psychology, business studies, communications or media studies qualifications can be particularly helpful. You don’t need to have a degree, however - the most relevant work experience is anything that has helped you to develop interpersonal skills, such as work in a customer service or sales role. Internships in media, marketing or advertising agencies give applications an edge and are looked on favourably by employers.
What’s Next?
Skills are transferable and there are lots of progression opportunities within this field. You could move to data planning, research, broad or specialist marketing roles - agency or client side. dotgap is a recruitment agency with a difference. We are ex-agency ourselves so we understand you, your industry and the challenges you face. We don't believe in giving you the hard sell. At dotgap, we listen. For current vacancies, visit our jobs page or get in touch today!
Ever wondered what's involved in a programmatic advertising role? This month we're exploring a few of our most sought after and popular digital marketing roles, and number three on our list is a programmatic media manager.
Read on as we take a dive into what skills and experience are required, as well as what salaries to expect.
What is Programmatic Media/Advertising?
An offshoot of PPC-style digital advertising, programmatic advertising refers to real-time online ad buying to target products directly to specific customers. Also known as programmatic marketing or programmatic media, programmatic advertising uses automated technology as opposed to traditional digital advertising. In a programmatic media role you will work with a multitude of technologies, clients, and suppliers to build campaigns which help your customer target the right people at the right time.Expected salary
Starting salaries are in the region of £26k - £28k, increasing to around £38k after 2-years and circa £50k after 4 years. An experienced programmatic specialist could see their salary stretch to £100k at Director level, and £140k as Head of Department!
Skills and Personal Qualities
Ideal traits for a Programmatic specialist include being a strong analytical thinker and a numbers-oriented problem solver. You will need curiosity and an entrepreneurial spirit; both open-minded to try new ideas and disciplined in your data analysis. You will need knowledge of multiple paid advertising channels and technologies - you'll need an 'inner geek' and a love for technology to understand the systems, and to speak with confidence about them to colleagues and clients. The ability to work efficiently and prioritise in a fast-paced environment, as well as a high level of accuracy and attention to detail are must-haves. In addition, communication and interpersonal skills are vital for working closely with clients.