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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!

 

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Job interviews are your opportunity to demonstrate your personality and skills in action.  In your marketing interview, you should be ready to talk about your experiences, interests, strengths and weaknesses. Whether you are a graduate or a seasoned professional, interviews can be daunting.  In this article, we will review some interview basics and look more closely at how you can ace your next marketing agency interview.  

Interview Basics

You may have read our previous blog post on the Top 5 Interview Dos and Don'ts earlier this year, but if not, here are the basics: Be prepared, be on time, dress well. While different companies will have different dress codes, it is always a good idea to wear a suit or similar. You should practise answers to questions and prepare relevant questions to ask such as "What is the culture like at this agency?", "how big of a team would I work on" or " what's a client that the agency would love to land?" This shows you are interested in more than just a pay check and can help demonstrate commitment, particularly helpful if you are a graduate with limited experience.  Remember, as we come into the busy fourth quarter you might need to be ready at short notice so preparation is key.

Your Marketing Agency Interview

Now for some more specifics. Marketing agency jobs often require you to work quickly, as part of a team on different campaigns. It is a fast-paced office environment. You will need to demonstrate creativity, adaptability and strong communication skills. If the role is client-facing, interpersonal skills will also be important. 

Prove It With Numbers

In your interview, make sure you have numbers to back up your stories and experience. Data and metrics are a sure way to impress, especially at a digital marketing agency. Using numbers can give more weight to your experiences and ultimately make them more convincing in regard to showing your value. Some ways you can incorporate this into your interview are:
  • How many clicks were generated from campaigns
  • How many followers were gained as a result of your efforts
  • How much profit you generated

Learn and Upskill

Everyone is looking to get ahead of the competition, and in marketing agencies you will always be learning from your clients, co-workers and tasks. You can boost your chances of acing your agency interview by demonstrating your desire to learn and upskill. You can use certifications to get a deeper understanding of the tools that are used in the marketing industry and use your knowledge to impress your interviewer. The great news is there are plenty of free online resources that  you can use to upskill remotely.  

 Good Luck Out There!

Are you looking for your next marketing job? You can see all of our current vacancies at dotgap.com. Register with us today to help find your ideal job. For more interview tips, industry insight and more, visit our blog. You might enjoy these similar articles from the archive. What to Expect From a Second interview In-Demand Marketing Jobs and How To Get Them    

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Whether large or small, companies want to grow and maintain their position in the market. This means that marketing and promotional activity is absolutely essential for any business' success. Marketing jobs are growing at a faster rate than other industries and are expected to grow 10% in the next 10 years. This is great news for anyone looking for a marketing job in 2022.

Marketing Jobs 2022: Trends

One of the biggest trends for a number of years has been moving towards digital. The pandemic vastly accelerated the UKs digital transformation efforts. 2021 saw the majority of customer interactions taking place online. Companies needed to respond to increased online shopping and offer better web-based customer communications. This lead to traditional marketing departments needing to rapidly adapt in order to keep sales afloat. Throughout 2022, this digital demand has continued, digital marketing remains at the forefront of the most in-demand skills for recruiters and for learning. Marketing jobs in 2022 can be found at all kinds of organisations, from large firms to startups, and companies will be looking for staff to keep up with demand. So, what do you need to do to make sure you are equipped with the skills recruiters are looking for? First, we need to consider the most in demand jobs.

In-Demand Marketing Jobs in 2022

Some of the most sought-after positions at the moment are as follows:
  • Digital marketing managers
  • Digital marketing specialists
  • Social media managers
  • Marketing managers and strategists
  • Content writers
With other sources naming additional roles such as:
  • Copywriters and content strategists
  • SEO specialists
  • Data analysts
Employers are keen to fill these roles and you should find companies are more open to hybrid or remote working than before. This means they can look further afield and find the best candidates. If you are already a marketer in one of these fields, you might find you have some fantastic opportunities to advance your career by switching roles or companies. If you aren't currently in one if these roles, consider any certifications or additional qualifications you could take. This will boost your skillset and increase your chances of finding your dream job. Ramping up your skills in SEO, display ad, paid ads and marketing analytics, email marketing, mobile marketing and social media marketing can help you position yourself as an expert. You don't need to be an expert in every area of digital marketing but you do need to understand the connectivity between each channel.

So, What Next?

Let's face it, digital isn't going anywhere, and as the industry grows, so will remote opportunities. This is likely to mean there are more jobs for you to choose from, but also that competition may be stiffer as companies will have a larger talent pool to choose from. If you are looking to upskill, try  Futurelearn or LinkedIn Learning to get inspired and keep ahead of the competition. If you are looking for your next career move, get in touch with dotgap for the latest in digital opportunities.    

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With the pandemic still having an impact on hiring trends and the jobs market in general, all signs are pointing to a very busy last quarter of the year. Those of you in the know will be all too aware that recruitment in Q4 is always challenging.  Recruitment should be, and is a year-round effort, but no season is more challenging than the holiday season. Q4 sees company leaders wrap up the business before the Christmas break and plan for the coming year. Staff are using up holidays, and festive events are filling up calendars both in and out of work. January and February are usually the most popular hiring months because of this. So, how can you prepare for Q4 hiring and hit the ground running in the new year? We've put together five tips for any hiring managers out there to help prepare you for the rush.

#1 Develop a Recruiting Plan

A recruiting plan goes further than simply figuring out which departments are recruiting in Q4, going through CVs and allocating resources. A good place to start is analysing your top performers to use their characteristics in job descriptions. You can even involve top performers in your interview process if this works within your company.  Developing a plan will not only allow you to recruit and hire more quickly, but also save you countless hours down the road. 

#2 Start Recruiting For Q4 Early

The closer you get to holiday season the harder it is to hire. You will find your candidates are as busy as you are and this year, more than every, you want to get a head start. We are in a candidate driven market right now, with more jobs than candidates and the average time to hire is 42 days.  While remote recruitment is here to stay and it is great at speeding up the interview process, this will not necessarily be the case as we enter November and December as people are simply too busy.

#3 Use Your Networks

Don't rely on your job posting alone. Talk about your company, culture and opportunities on social networks. Engaging in conversations can widen your talent pool and help increase interest in future job openings at your company.  Ask your top employees to share news and information about jobs too to help broaden your search further.

#4 Use Metrics To Inform Recruiting In Q4

Setting up and having access to different recruitment metrics is the ultimate way to optimize your hiring process now and in the future. This will help you to deliver the best results. By focusing on the key recruitment metrics like the ones mentioned in this article, you’ll be able to provide your company with an accurate, quick, and reliable process that will make the process of finding and hiring new talent easy and replicable. 

#5 Ask For Help

So many people make the mistake of try to do everything themselves, especially if there is a perceived cost involved in asking for help. A recruitment company can take the daily admin of looking for your next hire off your hands. Small things like networking, engaging on social media and replying to emails can soon build up. This is an unnecessary additional workload for you going into Q4. COnsider involving a specialist recruitment agency to help source talent, filter the applications and only send you the top candidates to save you time.

Recruitment in Q4 Doesn't Have To Be Stressful

While you should be starting this process as soon as possible, you also need to make sure you don't rush. A bad hire will end up being costly in more ways than one. Use the tips in this article to get a robust process in place and remember that no hire is better than a bad one! In addition, remember that in today's candidate-driven market, you need to make your workplace appealing. Things like company culture and evidence of D, I & E are essential to attract the best and brightest to your workplace.  For more on diversity, inclusion and equality, check out our blog post Is Digital Diverse Enough? Are you ready to get started on your Q4 recruitment plan? Get in touch with Dotgap today!

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A career plan is a list of steps you can take to help you reach your professional goals. It starts with knowing where your skills, talents and interests lie and figuring out what roles and industries these translate to. You can work with this information to work out what qualifications you need and work out what careers will meet your financial needs. The process of making a career plan will help give you clarity. In today's fast-paced and highly competitive jobs market it can help you make choices and identify opportunities when they arise. Having a goal helps to keep you motivated and interested in your job. But what does a career plan look like? How do you implement it? We've put together a short article for you to get you started with some tips on how to work with it throughout your career.

How To Start Your Marketing Career Plan

Start by identifying your field, or fields, of interest. Are you looking to get into design, social or strategy for example? Then, identify your goals. This is not a fixed goal,  it is highly likely your interests will change over the course of your career, not to mention various life events potentially changing your perspective and needs. But, right now - what are your goals? Where do you want to be? Next, assess your current position and figure out what you need to do to start moving in the right direction. These steps should be more detailed (consider using the S.M.A.R.T. system) at first but will be more generic the further ahead into the future you are looking. Remember, marketing regularly adapts to changing market and customer needs so both you and your career plan need to be adaptable. There are so many different jobs in marketing and roles will vary between agencies and in-house teams depending on the size of the company and nature of the client. Identify any obstacles and how you might solve them. For example, if you lack a qualification, can you achieve this? Is it time to change companies to expand your horizons? How can you gain more experience? Finally, Write down your plan and you are good to go!

How To Implement Your Marketing Career Plan

You've written it all down, so what's next? Just move one step at a time, and be industry aware. Read books and articles, listen to podcasts and attend events related to your career plan and goals. Try to keep on to of new trends and technologies and take advantage of any opportunity you have to learn or improve your skills. All industries change and evolve, none more so than media, digital, tech and marketing. If your role or area of expertise becomes more reliant on technology you may find it harder to advance if you have limited technical skills. Remain flexible and evaluate your career plan from time to time. You may find your goals shift or a new route becomes available to you. Change is  good.

It's Your Career Plan, Design It Your Way

Your career plan it just that, yours. You can refer back to it to help start your career and inform your moves if you feel you are stuck or ready for a change. Share your goals with your employer and ask them for advice. They might be able to identify opportunities or obstacles you have overlooked. Fore more on career progression and possible career paths, visit the Dotgap digital marketing blog for more!

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Marketing remains a popular career choice for many young people. Roles are varied, and there is ever more demand for marketers. There are a great many career paths available so there is something to suit people from all backgrounds, with varied interests and desires. One thing that still divides opinion, however, is whether to focus your career in agency marketing spaces or work on building a career within corporate 'in-house marketing teams. Different workplaces suit different people, so let's consider the pros and cons of agency vs in0house for jobseekers to consider their needs at whatever stage of career progression you are at. Whether you are looking to learn new skills, add brands to your CV, work with different clients or change careers there is certainly a lot to think about.

Pros and Cons of In-House Marketing

In simple terms, in-house marketing is defined as marketing work that's done within an organisation or business by its employees rather than by external people. An in-house team will ultimately own the end-to-end digital process, determining strategies to create ads, emails, blogs and whitepapers, and analysing activities in real-time.

In-House Marketing Pros

  • Working for a big company allows you to progress up the career ladder in a straightforward and linear way: intern to assistant to executive and so on.
  • These roles can be diverse as they allow you to pull together your planning skills and liaise with different teams to put plans into action.
  • In a small in-house team, task diversity can be great. Marketers can get involved in multiple aspects of digital marketing and gain exposure to different roles and channels which is great for building skills.

In-Hour Marketing Cons

  • If marketing is just a small department, one of many functions in a company, there may be a less well-defined ladder to climb. So, if you are in a small in-house marketing team, it may not be as straightforward to plan career development. 
  • In companies with larger marketing teams, roles can be less diverse so your day-to-day task diversity may be limited. 
  • Working in-house, marketers typically concentrate on promoting a single company and so have less chance to get creative in solving diverse brand challenges. This doesn't apply to all companies, however. Exceptions to this rule would be companies which have a varied product portfolio or manage multiple brands.   
 

Pros and Cons of Agency Marketing Careers

A marketing agency is a company that serves various clients in one or more areas of marketing.  Agencies can work with many different clients with different budgets and different goals.

Agency Marketing Pros

  • Career development may not take such a linear path but in an agency, you usually have the opportunity to try more roles.
  • A range of clients can help agency marketers experience many different aspects of marketing that come with working with a variety of accounts. This can give individuals a broader understanding of marketing, media and advertising industries,  
  • Although larger marketing agencies may focus teams on single enterprise accounts, it’s more common for agency marketers to support a range of clients across multiple industries. This offers great exposure to how companies in different sectors adapt their marketing, and can be a valuable learning opportunity. 

Agency Marketing Cons

  • Agencies are employed by another business or individual so you will be at the beck and call of your clients. You will be expected to create and implement solutions and campaigns to their deadlines.
  • Because of this, it is unlikely you'll have the final say over campaigns. And, depending on the deadlines imposed the hours tend to be longer within agencies.
  • Roles can be very narrowly defined in terms of scope. Larger agencies create carefully structured teams for efficiency. As with in-house work, the big variable here is agency size – smaller agencies can offer the chance to experience more variety as they don't always have the same bandwidth as larger agencies to create silo-ed specialist teams.

Career Development In Agency Marketing vs In-House Marketing

This is where it gets interesting. Marketers can develop their careers within the same company or by switching companies. It’s common for marketers to feel that their career path should begin on the agency side in order to build the skills needed to ‘jump the fence’ to an in-house team.  Building a career on the agency side and embracing the learning opportunities this provides can give candidates a lot of experience across multiple sectors. This allows them to move to the corporate, in-house side potentially maximising their earnings and job satisfaction when they do. However, making this move too early can hold a marketer’s career back, as they may lack expertise to make an impact in an in-house team.

Which One Is Best For You?

There is no one-size-fits-all answer and much of this will come down to your personality and preference. Not all agencies can be compared like to like, neither can all corporate marketing teams. Some people are more suited to agency marketing work than in-house work from the outset. For example, if you enjoy different challenges and managing multiple types of projects, as well as a fast and more versatile pace of life then agency work might be more suitable for you. Many in-house roles are more structured and have shorter hours, although this is not universally applicable. So, what can you take away from this? Each job is different, whether it is agency or in-house and you should be clear on your career progression goals to help you make the right choice. There is always the opportunity to change and move on, so get out there and give it a go! Did you enjoy reading this today? You might enjoy Marketing Graduates and Employability or Graduate Salaries: What To Expect For the latest in digital marketing jobs, visit dotgap now and get your career moving.  

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This month, we have been talking about career progression and how you can change jobs to optimize your learning and build experience. But how do you demonstrate skills and talent when applying for a graduate role? In digital industries, marketing graduates are in a good position, as they know the latest developments and newest digital tech.  Graduate employers are looking to recruit motivated applicants who have relevant skills and who will fit into their company culture. A good degree is a standard requirement and while some will look for certain technical expertise, most are focused on potential. The question remains, how can you find relevant ways to showcase skills like commitment, teamwork and motivation to learn without previous work experience in the industry? Read on for our tips: 

# 1 Commitment

  A key step in career advancement is to establish loyalty and commitment, not only to the industry but to your team and company. For obvious reasons, this can be difficult if you are applying for your first role. Commitment gives you credibility and value as an employee. So how can you demonstrate these qualities using your life so far, before you become a marketing graduate? 
  • Make sure you demonstrate your passion and genuine interest for the industry. Is this just a job? Or the start of a career?
  • If you spend your spare time, reading and even working on projects related to your field of work, make sure you include this in any application or interview -these sorts of activities demonstrate commitment.
  • Talk about long term plans. Be clear about your plans and goals for personal development within the company!
  • You can also join groups on social media such as Facebook or LinkedIn and engage with discussions

#2 Team Player 

  Working well on a team improves productivity as each member is working towards a common goal, and the company culture created is a positive one, encouraging members to celebrate each other’s accomplishments and motivate them. So, as a marketing graduate, how can you demonstrate you are a team player and available to help your colleagues?
  • If you've ever played team sports, this is a great example of, quite literally, being a team player!
  • Think about any group projects you might have taken part in over your educational career and how you communicated, organised and problem-solved with that group.
  • Whatever your example, emphasise group successes and be clear about your actions and their contributions.

#3 Motivation 

Hiring managers and prospective employers will be looking for motivation as one of their key attributes in any potential hire, especially in a graduate. This is your chance to show you have the drive to work hard and perform well. You need to show what motivates you at work and whether you are able to work on your own initiative. Without employment history in the industry, you can still demonstrate your motivation the following ways:
  • Build an active presence in your industry on social media. Join groups and participate in discussions to show your interest and ideas
  • Volunteering in a role which chares skills or in the industry is also very well received - you must be motivated to work for free!
  • Think about the language you use on your CV when describing your accomplishments. Avoid generic verbs like "led," "managed," or "built" and replace them with word like "negotiated," "persuaded," or "appointed."
Click here for more action verbs you can use on your CV   

Marketing Graduates: You've Got This!

Getting a job as a marketing graduate comes down to this: Transferable skills. Transferable skills are competencies that can be carried over from one activity to another. So don't undervalue your experience. You should get involved in a wide range of activities and work experience while you are at university to develop these skills so you can promote yourself to employers.  Are you a marketing graduate? Dotgap has a wide range of opportunities for you! Check out our current vacancies here.

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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.  

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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? 
You can usually find published information on gender pay gaps; companies will be proud of what they offer  Look at the company's recruitment strategy too. Are they asking for specific age, location and education information or are they taking steps to eliminate unconscious bias in recruitment? 

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?
The answers to these questions can help give you more of a feel for day-to day life at the company and how deeply DE&I strategies are implemented.  

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.

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Our last blog post talked about diversity and why it is so important. This week we are diving into how you can improve your diversity through clever recruiting.   Having different perspectives and backgrounds in your team will contribute to new and more diverse ideas. This helps to drive innovation in your company. The development of a diversity recruitment strategy is one way to do this. On top of this, it is our belief that all companies should be striving for diversity regardless of business benefits. Building teams from qualified candidates regardless of their gender, orientation, race, religion, socioeconomic background, or disability is long overdue, and a step toward true equality in the workplace.  We recommend doing a diversity audit initially to see where you need to focus your efforts. You will probably find your HR department holds a lot of relevant information. However, an anonymous survey can be an invaluable tool for collecting information on diversity. Let your employees know you are working to improve your diversity and need their help to build a diversity recruitment strategy. You can quickly and easily create anonymous online surveys using tools such as SurveyMonkey

 Spend time Auditing Job Ads 

As an extension of the diversity audit of your company as a whole, you should spend time doing an audit of your previous job advertisements. Two main areas to consider are: 
  • Language use: It is important to find ways to be more inclusive in your language to appeal to candidates from different backgrounds. Many advertisements have language geared toward a certain demographic which inadvertently excludes others. 
  • Qualification criteria: Consider less focus on specific degrees or schools and instead, concentrate on competencies. For example, critical thinking, or the ability to work as part of a diverse team.  
When it comes to writing new ads, slow down and be methodical in your approach.  Take time to think and strategize over the design. Try to use gender neutral terms and identify skills that are not currently present in your organization, and include new criteria to attract a different set of candidates.   

Reduce Unconscious Bias with Blind Recruiting 

Blind hiring allows you to gear all your vacancies toward unbiased processes from the very start of your recruitment process. By intentionally removing any details that can give the reader insight into the applicant's background, you can screen the applications on job-related issues only thereby reducing bias.  CVs are edited to include only skills, and job-relevant experience and abilities. For example, age bias can be avoided by removing graduation dates and dates of previous employment and years of experience (as long as they are not relevant). All you need to include is what type of qualifications candidates have and how they rate themselves in the skills you set out in your advert. Try asking for them to rate experience as basic, intermediate, or expert for example.  You could use screening tests to help remove unconscious bias like geographic, education, affinity or gender biases.  

Agencies Can Help Improve Your Diversity 

Another thing you need is a diverse talent pool to source candidates from. Focussing on only the sources that you know best can result in a talent pool of similar candidates and a lack of diversity. So, how can you make sure you are casting the net as wide as possible?
  • Consider using a recruitment agency. With their own pool of people each with their own candidates sing an agency can really help you with your outreach.
  • Source your candidates from a variety of different places.
  • Think about including internships to candidates from specific backgrounds.

Use Your Existing Employees' Networks

Try reaching out to some of the employees on your team who might be part of the demographic you are looking to hire. You can encourage them to share job advertisements with their networks and make sure you support them and provide them with the tools to promote your company properly. This approach is great for company culture and makes employees and candidates feel valued. Creating a diverse referral program is a great way to boost your diversity recruitment strategy.

There’s No Reason You Can't Improve Your Diversity 

 In short, there is no excuse. From both a business perspective and a moral one you need to be taking steps to make sure you have a diverse and inclusive working environment.  As a creative agency it can propel your innovation and problem solving to new heights as well as making you and your product more relatable. Don't fall behind, get ahead of the pack and start today.  

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We would love to hear from you if you are either looking for a new job in the digital media industry or if you are looking to find talent and hire people from the digital media industry.

We work mainly with media agencies, advertisers, media owners, marketing agencies. technology companies and creative agencies.

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