Remote Working – Here To Stay?

While I don’t need to state the obvious, it’s been pretty quiet on the recruitment front as expected over the last few weeks! However frustrating this has been from a business perspective, from a personal one I’ve had the rare opportunity of spending time extra with my children, watching them learn and seeing my youngest take her first steps, something that I missed out on with my first as he stubbornly waited until he’d been deposited at nursery and I was firmly out of sight at work in the office! I will admit however that homeworking with two young children to watch has proved far more challenging than I’d ever have guessed and subsequently, I’ve not been as present on the work front as I’d have hoped to be.

The recruitment market will return, whatever the Prime Minister announces later today, and the skills that were in demand will be again. There has been a lot of talk about a changing landscape on the work front, how more businesses will increasingly embrace remote working after endless Teams and Zoom meetings over recent weeks. In fact, I read just a few moments ago that Britons could be given a legal right to work from home to ensure that they are not forced to go back to workplaces after the lockdown under plans being considered in Whitehall. How true this is remains to be seen but one certainty is that for those who do come into the workplace, the ‘normal’ nine-to-five will end for many for the foreseeable future. With employers staggering start/end times and office spaces being reconfigured to enable adequate social distancing therefore reducing capacity in most office buildings, home working is set to continue for many.

But how do employees and employers feel about it? Whilst many businesses have supported remote working in some capacity for years, there are many that have failed to embrace it despite the technology being readily available to support it. Has this now changed their view on the effectiveness and productivity of a remote workforce? Employees that can and have worked from home in the past invariably state they are more productive at home than they are when in the office, starting earlier and working for longer without the hours drive to and from the office to contend with, and ploughing through to do lists without interruption or distractions. But for many it was a once or twice weekly occurence, with more time than not spent in the office and not as a permanent, full-time arrangement. Can teams really work that collaboratively and effectively without physically being in the same workplace, especially creatively? We have been posing the question to our clients for years but we have always faced the same objections… that a physical presence on the office was essential to ensure teams had a seamless process and facilitate the sharing of minds and ideas but just as importantly, to maintain and drive the humour, camaraderie and energy you inevitably get when sat amongst colleagues that inspire and challenge you, rather than sitting solo at a laptop at home. I know I miss that unmistakable feeling of being part of a collective.

It’s clear most businesses have embraced technology more over the past few weeks and in recruitment, online interviews and virtual meeting rooms have played a huge part in keeping processes moving. But my question at the beginning of all of this was whether many candidates would accept a new job having not tested the commute, soaked up the culture of the business, having actually met a prospective line manager, shared a coffee, built rapport and had a good look around the office? In the past I’d have said no, as nothing beats the physical interaction, the look and feel, the sounds, and the resulting gut feeling about whether an opportunity was right or not. But is there a now a new ‘normal’ when it comes to hiring processes given the impact continued social distancing measures will have on all the above?

Keen to hear your thoughts and look forward to catching up with you all in the next few weeks!

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How To Handle Salary Expectations At An Interview

By Holly Wilkinson • November 12, 2025

Why It Matters Talking about money can feel uncomfortable but it’s one of the most important parts of the hiring process. Your salary expectation sends a message: it tells an employer how you value yourself and where you see your level of contribution. Pitching it right is about balance , go too low, and you risk underselling your worth; go too high without context, and you might price yourself out of contention. Being open, informed and confident in that conversation shows self-awareness, professionalism and credibility, all qualities employers notice and respect. How to Talk About Salary with Confidence Do your homework Before the interview, research average salaries for your role, level and location. Market rates can vary significantly between agency and in-house, or between Milton Keynes and London. If you’re unsure, we can share real-time local salary benchmarks so you walk in informed. Give a realistic range It shows flexibility while setting clear expectations. If your research suggests £40k–£45k, it’s fine to say, “I’m ideally looking for something around the mid-40s, depending on the role and responsibilities.” Frame it around value, not just numbers Explain why your expectations sit where they do, link them to results, ROI, leadership experience, or specialist knowledge. For example: “I’ve managed multi-channel campaigns with £500k+ budgets, consistently delivering ROI, so I’m targeting roles around the £50k mark.” This shifts the focus from cost to contribution. Don’t undersell yourself If you say you’d “take less for the right role,” there’s a good chance you’ll be offered less. Employers typically work within budgets, not above them so set your expectation confidently and let your experience justify it. Consider the whole package Salary is important, but benefits, flexibility, progression and culture can all make a huge difference. Be ready to discuss the overall value of the opportunity, not just the pay packet. Be mindful of proof Some employers may ask for evidence of current or previous salary, such as a P60 or recent payslip. It’s not a trap, it’s part of ensuring internal parity. Just make sure your expectations align realistically with your documented history and market value. Employer Perspective Most employers set a salary range before a role goes live. If your expectations fit that window, the process moves smoothly. If they don’t, it’s better to clarify early than waste anyone’s time. And remember: once you’ve put a figure on the table, it’s rarely possible to negotiate significantly higher later so preparation really does pay off. Final Thought Salary conversations don’t need to be daunting. With the right insight and preparation, they can be empowering. Know your worth. Be honest about your expectations. And let your recruiter help position you in the best possible light, we’ll share market data, guide you through the discussion, and make sure you’re representing your value with confidence. Talk to us about salary benchmarks and negotiation advice

Hand placing wooden block on staircase with upward arrow, rocket, and target.

Dealing With Rejection Constructively

By Holly Wilkinson • November 12, 2025

Why It Matters Rejection hurts and there’s no getting around that. You put time, energy and hope into an opportunity, only to hear “we’ve decided to move forward with another candidate.” But in a competitive market, where marketing and digital roles attract hundreds of applications , rejection isn’t a reflection of failure, it’s feedback, redirection and part of the process. The truth? It’s not about how many no’s you get. It’s about how you respond to them because that’s what shapes your next “yes.” How to Handle Rejection and Move Forward Ask for feedback Don’t be afraid to ask why you weren’t selected. Sometimes it’s about fit, team dynamics or timing ,not your ability. Constructive feedback gives you clarity and helps you improve how you present yourself next time. If you’ve worked with us, we’ll always ask on your behalf and be honest about what we hear. Don’t take it personally It’s easy to think, “What did I do wrong?” But remember, recruitment is often about nuances, one candidate might have slightly more experience with a tool, or a particular cultural fit. It’s rarely black and white. Reframe rejection as redirection Every “no” gets you closer to the right opportunity. Think of it as refining your path rather than blocking it. Many of the candidates we’ve placed in career-defining roles started with a rejection or two but each one helped them refine their story, focus their search and prepare better for the next. Keep your momentum The hardest part after rejection is not losing motivation. Take a day to reset, then get back into action. Keep learning, keep applying, keep connecting. Every interview builds experience and confidence and you never know when the right door will open. Zoom out — one role doesn’t define your career Your career is a long game. You’ll have highs, lows and everything in between. What matters is consistency, curiosity and resilience. Marketing and digital are fast-evolving industries, those who stay adaptable and open always bounce back faster. Employer Perspective Hiring managers often make decisions between two or three excellent candidates. Missing out doesn’t mean you weren’t good, it means someone else was a slightly better match for that brief, at that time. And here’s the thing: we’ve seen candidates who were runners-up get called back six months later when the perfect opportunity arises. A “no” today can still be a “not yet.” Final Thought Rejection isn’t the end of your story, it’s just another chapter. The next opportunity might be the one that changes everything. If you’ve had a setback, talk to us. We’ll help you review feedback, strengthen your approach and get you in front of the roles where you’ll genuinely thrive. Talk to us about your next move