AWR - Agency Worker Regulations

The Agency Worker Regulations (AWR) have caused quite a stir of late. For good or bad they come into effect on 1 October 2011 and have certainly divided opinion across the industry.

This EU directive seeks to ensure equality between those workers supplied through an agency and those recruited directly by hirers, and it seems there is little that can stop it from being implemented. Such new equality rights may seem incredulous to some during these times of economic hardship, but to gain perspective it is important to remember those people working in sectors of the economy that don’t feature in PRWeek, the Financial Times or the weekly glossies. These are the people to whom these regulations will make the most difference.

For the most part in the digital, marketing and PR industries, agency worker rates of pay are at least on a par with, and frequently superior to, those of their directly recruited comparators. Therefore with AWR being focused on the issue of equality, clients needn’t throw the baby out with the bathwater and decide not to use agency workers at all. That said, ignoring or flouting the regulations can’t lead to anything good either. The focus needs to be on working with your recruitment partners to ensure compliance and finding the best way of going forward.
　
At Fabric we’ve been speaking to our clients for the last few weeks to ensure that everyone is aware of the regulations and working with us towards full compliance. As part of this process, and in consultation with the REC and senior figures in employment law, we’ve put together a guide - An Insight to AWR - which breaks down the AWR and demystifies it all. If you would like to discuss anything AWR related and see how Fabric can work with you to ensure a transition that is as smooth as possible, do get in touch.
 
Jody Dunn - Freelance Consultant

On & Offline Marketing: Job Market Update

Talk about unpredictable! 2011 has been an unusual and changeable year for jobhunters in London, so it seemed a good idea to give an overview of the marketing job market as it is at the moment.

 

Here is what we have been seeing over the past month or so:

• Salary levels are sluggish. I have been in marketing recruitment for many years and am usually able to accurately guess salaries. No longer! I am seeing a slight year on year decrease in some areas, particularly for broad marketing roles.
• Large international brands appear more optimistic than our smaller clients – we have had a relatively high volume of new roles from our global clients.
• Interesting roles = high competition. Jobhunters are cautious, so are only pursuing their ideal jobs. This is causing intense competition for the more creative and strategic client-side roles.
• Technical skills rule! We have been able to secure significant pay rises for candidates with specialist technical skills which are in demand (yes, search marketers, I mean you....).
• Feedback from clients is slow. Not unusual for this time of year, so don’t take it personally...
• B2B acquisition roles (on and offline) have been our most common new role whilst we have been quieter on the brand marketing side.

 

Most importantly, things change week by week so it has proved difficult to predict patterns and trends. Whilst the market certainly isn’t near its 2007 peak, there are some exciting current vacancies.

 

If you are thinking of looking for a new role, or would like a bit more insight in to the types of roles out there, please don’t hesitate to get in touch.

 

Tom Lakin, Head of Marketing Recruitment, Fabric

When is the right time to interview?

It may appear obvious – when you are losing interest in your current role, no longer learning or dreading going in to work – it’s time to get your CV out there and start interviewing.

However, it has struck me a number of times recently whilst interviewing candidates that they have simply got the timing wrong.

Interviewing too early is common at the moment.  Here are a few questions to ask yourself: 

-          Have you really reached your potential in your current role?

-          Have you examined opportunities within your current organisation?

-          Have you achieved what you set out to achieve when you joined?

-          Are your motives to move temporary – e.g. quiet time in your sector, overworked whilst colleagues are recruited etc

Make sure your CV remains strong by not moving jobs every 12 months.  Conversely, don’t leave it too long.  I interviewed a delightful candidate some time ago – lovely, bright and great experience – but who HATED her current role.  Our conversation often came back to the negatives of her current job.   A real shame she hadn’t contacted me six months earlier. 

Worth remembering - talking badly about your current or most recent job is like going on a first date and launching in to a monologue about your charmless ex... 

A common mistake, when things are not going so well, is to write a new CV and apply for lots of jobs.  We would recommend at least attempting to address the issues in your current job before looking for a new one – you will be far more confident, be proud of your achievements and your enthusiasm will shine through. 

Is the time right for you?  If so, email me at tom.lakin@fabricrecruitment.com   

- Tom Lakin, Marketing Division

“My experience speaks for itself – why should I waste time on my CV?”

This is a question I have just been asked.  The gentleman in question is indeed an excellent candidate – very well-placed for a number of exciting and challenging roles.

However, even in areas where there is a skills shortage, it really does pay to step back and take an objective look at your CV.  So often, as our career progresses, we simply add a paragraph or two to our previous CV.  This can be fine, but the marketing industry evolves so fast that one is likely to need to place emphasis on different skill sets at different times and for different opportunities. 

It is easy to argue that CVs are merely a tool to secure interviews.  However, as a marketer, your CV highlights ‘brand you’ – so it deserves more than a little love! 

CVs are subjective but here are a few pointers to bear in mind:

-          Set out your CV in a structured, consistent and clear manner

-          Your CV is likely to be read on screen initially so avoid a text-heavy format which is difficult to read

-          Avoid unnecessary details (photo, religion, date of birth etc)

-          Include a brief personal statement but avoid vague comments such as “work well in a team or autonomously”

-          Use a reverse chronological order format

-          Don’t make assumptions.  It may be obvious to you that social media is a core part of your role but make sure you specify that on your CV, particularly if your CV is being initially assessed by HR

-          CVs should be 2-3 pages

-          Proof your CV, the majority of CVs include typos or inconsistencies – make sure yours doesn’t!

If you are considering a new on or offline marketing role and would like Fabric to assist with your search to find an agency or client-side role or feel that you would benefit from some career consultancy, please do get in touch. 

tom.lakin@fabricrecruitment.com   Fabric Marketing

Freedom of Information Requests Valid via Twitter

The Information Commissioner’s Office has ruled that requests submitted via Twitter are valid FoI requests, so long as the requesters real name is available.  This could be in the Twitter ‘handle’ itself (eg in the same way that mine is @NicolaFranklin), or it would be equally valid if it were in the person’s Twitter profile page. 

The statement on the ICO website explains that an authority has a duty to check for tweets mentioning its corporate twitter account:  “...whether a request in a tweet that only refers to an authority in an @mention, for example @ICOnews, is really directed to and received by that authority. The ICO's view is that it is.  Twitter allows the authority to check for @mentions of itself, and so it has in effect received that request.”

The lesson is – if a public body has a Twitter account – check the ‘mentions’ tab frequently and ensure there is a mechanism in place to refer requests for information to your FoI team.

- Nicola Franklin