Northern England leads the charge as marketing jobs grow 25% over the first quarter of 2015

The number of marketing jobs advertised in the first quarter has risen by 25% year-on-year, according to new research from recruitment specialist Robert Walters.

Over the period, the biggest growth for marketing opportunities appeared in Northern England, with job listings up 48%.

There was also strong growth in London and the Midlands, with respective rises of 18% and 20%.

The rise in positions also ties in with an surge in spend, with the latest Bellwether report showing that marketing budgets were up 11.8% in the first three months of 2015, an increase from 6.1% in the final quarter of 2014, and the tenth successive quarter of growth.

“While the high level of vacancies demonstrates that employers are facing a general shortage of candidates, this is most acute in specialist or peripherals roles,” said Ben Stevenson, associate director of marketing at Robert Walters.

“Marketing professionals are in high demand, but with an increase in roles, finding suitable candidates is becoming more challenging.”

The figures follow Marketing Week’s Salary Survey 2015 back in January, which showed that 81% of marketers are planning to leave their current jobs over the next three years, with unhappiness over pay the reason for 69% of departures.

However, with the economic situation improving, over one third (37%) of marketers have seen new roles created within their team over the past year and 60% reckon staffing levels will increase again in 2015.

Back in February, the role of marketing manager was crowned the best job in the UK, by job reviewer site Glass Door, with each job ranked by earning potential, the number of job openings and a career opportunity ranking.

In the three months to the end of January there were 2,965 openings for marketing managers, with the role securing a career opportunities rating of 3.6.


Mark Ritson

How McDonald’s fell from employer hero to zero

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Congratulations to McDonald’s which has managed to keep costs down and flexibility up by putting most of its staff on ‘zero-hour’ contracts. The contracts, widely condemned by unions and politicians, essentially involve an employee committing to an employer without getting any commitment in return. No long term contract, no guarantee of regular work and no standard hours or stability of income.


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