DIGITAL MARKETING RECRUITMENT IN 2018: PREDICTIONS FROM THE COALFACE

DIGITAL MARKETING RECRUITMENT IN 2018: PREDICTIONS FROM THE COALFACE

Well...2018 is fast approaching, and as always, there are a plethora of digital marketing job seekers out there looking out for digital marketing jobs.

As expected, digital has continued to develop and expand over the past year, so I thought I'd ask a few recruiters for their hunches about the landscape that lies ahead. What's in store for job hunters and job hunter-hunters...?
 

Jamie Webber
Director, RedCat Digital

2018 will be an interesting year in the digital recruitment space – recruitment agencies core markets will be challenged by new tools, technologies and platforms.

Growth and ambition will go in direct competition with the elephant in the room; Brexit. Towards the end of the year, Financial Directors will be demanding business cases for any hiring requests, clients will be very choosy, and candidates will only move for exceptional opportunities.

We all need to be on top of our game - candidates, clients and recruiters.


Tim Voake
Digital Recruitment Consultant, Graduate Recruitment Bureau (GRB)

It appears evident that Universities are waking up to digital marketing.

A recent candidate of mine studying at Cambridge attended a PPC lecture (the first of its kind) at her college due to digital's growing presence.As it stands at the moment, it rarely features in the more analytical degrees at undergraduate level.

In the future, I feel Universities will have to adapt by equipping graduates with the knowledge and skills to enter the digital realm. Due to this the catch 22 of entry level roles requiring 2+ year’s experience, a fresh graduate may soon find opportunities far more accessible.


Ashleigh Wright
Director, Westray Recruitment Consultants

As the whole world is turning to face the 'digital age', recruiters and other businesses need to be able to keep up with it all.

They need to keep the demand of the Millennials and Generation Z entertained.

Something which we have found works extremely well is the use of videos for attracting candidates to new job vacancies. Rather than just using traditional, written job adverts, our consultants will speak on camera about the available opportunity and really sell the benefits of working for that particular company.

This is something we feel will become more commonplace, and will attract more 'passive' candidates to niche job roles.


Danny Birks
Director & Digital Recruiter at Ignite Digital Talent

As always, I predict tech will impact digital recruitment in 2018. When ‘Google For Jobs’ (GFJ) rolls out in the UK, things could get quite interesting.

In order to rank in the Google SERPs, companies will have to structure their data and fill out compulsory fields. One of those fields will be salary - meaning more clarity on wages (which are often abdicated from company career pages).

Google is committing itself to helping people find jobs with Google technology, so I expect ‘employer brands’ will experience an upsurge in organic search traffic for their vacancies - and this could take a big chunk out of job board revenue.

At some stage, Google will push recruitment agency jobs down the pecking order in favour of more complete structured data from employers (agencies will abdicate full addresses for fear of giving away client information to competitors) - this will have a detrimental effect on the less adaptive, sluggish recruiters.


Alex Mountford
Director at Bookmark Recruitment

Making predictions for 2018 may well prove to be a dangerous game given the increasing uncertainty and flux around the Brexit negotiations.

However if any group of professionals should feel confident about their career prospects next year, it should be digital experts.

With significant candidate shortages across specialist skills such as SEO, PPC, UX and mobile, it’s likely that demand will continue to outstrip supply. The war for talent is likely to have an upwards pressure on salaries and give rise to more opportunities for interim specialists.

To attract the best, organisations will need to consider more than remuneration alone with culture and environment becoming increasingly important considerations for millennial candidates in particular.

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