Digital Marketing Recruitment: SEO and Digital PR Professionals Demand Up to 20% Pay Raise | Blue board | Open mic

Specialized SEO provider, blue board, discusses resource challenges in digital marketing and search.

With marketing spending returning to pre-pandemic levels, there’s a lot of hiring right now. We are seeing headcount exceeding pre-pandemic hiring levels because there is such a demand for new talent. Post-Covid, most brands are shifting their budget to their online channels. Demand is growing, but there are not enough resources for everyone.

In the first quarter of 2021, PwC reported that digital advertising spend jumped 49% as marketers’ confidence returned, with £10.5bn spent. Additionally, it was announced in September that vacancies in the UK had reached a record 1 million, as payrolls rebounded to pre-Covid levels. In August alone, The Office for National Statistics said that the number of salaried employees increased from 241,000 to 29.1 million.

Since Covid-19, the recruitment landscape has shifted to a candidate-driven market. Digital marketing and research professionals demand better work standards. They’ve weathered the Covid storm and tackled plenty of curveballs over the past 18 months, and now they know their worth.

Stacey Tylisczuk, PPC, SEO and Digital Marketing Recruiter, said: “Since the summer of 2020, the demand for SEO and digital PR has not stopped. Before Covid, we found there was greater demand in paid media (PPC and paid social) than in SEO, but after disabling “paid taps” at the start of the pandemic to save marketing budgets , there has been an interesting shift, with SEO roles dominating the digital market. In part, I believe this is because as an industry, we see the value of consistent and ongoing investment in owned media.

“Since mid-2020, the number of digital SEO and PR roles has more than doubled. 2021 continues to be an applicant-driven market and I’m pretty sure that will continue throughout 2022.

“Historically, SEO roles were paid less than PPC, but SEO salaries have definitely increased since the change. SEOs and digital PRs know their worth and typically ask for a 10%-20% raise over what we see in the industry in 2019.

“With remote working, many London companies are also looking for talent in the North and South West, which is also driving up wages. In terms of poaching and headhunting, talented individuals receive around 15-20 messages per week from recruiters. Knowing that they are in demand and can get a raise definitely makes people think twice about their current roles and salaries. »

Simon Schnieders, founder of blue board, said, “Every agency owner is going through the Covid resourcing hangover right now. There are a lot of people who have been furloughed and then brought back. They endured Covid and that then led to itching to get a better package, a better work-life balance or a better role. Poaching has always existed, but it is much more prevalent these days. Candidates are looking for companies with strong values, attentive to their employees, capable of development and progress.

So what can you do to tackle the resource crisis head-on? Whether it’s investing in apprenticeships or adjusting work standards to retain current staff and attract new talent, you need to carefully consider your resources to be in a good recruiting position in 2022. Office chic? Candidates don’t care. What they really want to know is what the corporate culture looks like. Agencies need to show how they can improve the lives of their employees – from private health care and menstrual days to flexible working and improved maternity benefits. Clearly, employers will have to work just as hard on hiring as they do on new business and sales.

Get your 2022 agency resources on track with Blue Array’s 10 best things to adopt for next year:

1) Embrace a completely optional flexible working environment. Employees should have the ability to work both in an office and from home.

2) Review and compare industry salaries to maintain a competitive edge.

3) Avoid burnout by employing ahead of time and regularly monitoring their workload.

4) Launch your employer brand to compete with your competitors.

5) Create a compelling brand narrative that will inspire the most talented job seekers to take that first interview and fall in love with your brand.

6) Perfect your remote recruiting process.

7) Offer the most coveted benefit – flexibility.

8) Build a pool of reliable and committed freelancers.

9) Be sure to provide ongoing training and development opportunities for talent.

10) Adopt an ABR (always recruit) mindset.