Tips for PR firms looking to hire an apprentice

/in /by

On National Apprentice Week (March 6 – 10) PR pros from The Wern PR and Rostrum give their top tips for hiring an apprentice after signing up their first candidates in 2017.

The benefits of hiring an apprentice are well-known, not only does it diversify teams but it also helps young talent that may want a career in PR but cannot afford to work for free.

It is for these reasons that Rostrum and The Wern decided to hire their first apprentices Tania Correia and Katarzyna Zdunczuk (respectively) this year.

Here the comms pros give their tips on how to find an apprentice and the best way to integrate them into the new team:

Work with a programme

Rostrum’s Michael Kahn, director of resources and development, signed the agency up to the PRCA’s PR Apprenticeship Programme. He says: “Each PR apprentice is assigned an assessor by PRCA who comes to see them once per month, and who sets and structures their work.

“They handled all the initial stages of recruitment and carried out assessment days and first interviews to ensure that the candidates sent to the second stage of the process could provide real value to our business.

“The curriculum provided by the PRCA has a diverse range of modules which cover the whole breadth and depth of PR. In addition, agencies are able to tailor the different study areas according to their individual requirements, which makes it much easier to link the apprentice’s studies with his/her day-to-day work.”

For an alternate route, The Wern’s founder Lucy Wern went outside the PR network to search for an apprentice and ultimately found her new starter at Digital Futures.

She says: “For me, it was more important that our candidate was interested in working for our type of clients rather than a PR consultancy. I found Digital Futures after they ran a campaign with The Drum for agencies to pledge job opportunities.”

Hire candidates with communications skills outside PR

Werner says that as PR skills become increasingly more varied she looked for a candidate that could specialise in social media, graphic design, marketing, copywriting, photography or content creation.

Kahn adds: “We look for the same qualities in our apprentices as we do in all our other employees: intelligence, creativity, a natural curiosity, and the ability to communicate clearly and confidently. At the same time, we are aware that PR is a service-based industry, and so we also look for candidates who show an interest and willingness to build strong relationships with our clients and the media.”

The PRCA recommends that PR firms look out for skills relevant to specific jobs roles, so a love of blogging, digital apps or writing stories, for example. This should also be considered alongside candidates age and experience.

Treat apprentices as equal members of the team

Rostrum’s Correia is able to participate in the same type of work that a junior account executive would normally take on, according to Kahn. This is because Rostrum’s scheme is linked to the PRCA, where apprentices benefit from a mix of classroom and on-the-job training, which Kahn believes is a ‘powerful combination’.

“In addition to learning the latest PR theories and best practice techniques from the PRCA, Tania enjoys a close-knit support network provided via her colleagues during the workday, as she continues to learn new skills and take on additional responsibilities,” continues Kahn.

Werner adds: “It is essential both for the personal development of an apprentice and own self-worth that they are treated like an equal member of the team. We do give our apprentice junior and administrative tasks but for her own develop we also want to empower her by providing her a job description that incorporates her own projects.”

To integrate a candidate the PRCA recommends the following: “Incorporate an apprentice in your everyday work flow, it is important that they are treated like any other new recruit in the business. However, it is vital to consult with relevant teams/potential line managers, to make sure everyone is clear about the requirements of the apprentice and are able to provide the required support.”

Quiller hires Chandler to lead corporate reputation practice

/in /by

Jon Chandler has joined public affairs and strategic communications agency Quiller Consultants to lead a dedicated corporate reputation practice.

Jon Chandler

Chandler was previously a partner at ReputationInc.  His career also includes senior international in-house roles at The Coca-Cola Company, Eastman Kodak and British Airways.

Chandler said: “Quiller has a proven track record providing senior counsel for the most challenging and complex political, regulatory and reputational issues.

“I believe there is an unmet need for an agile advisory firm that can provide foresight, diagnosis and integrated campaign planning across the full influencer mix. I look forward to being part of the firm.”

Howell James, CEO at Quiller Consultants, added: “Quiller’s longstanding reputation for understanding the world of Government, politics and regulation is well known. But as we work closely with our clients from all sectors it’s clear that broader support across the wider corporate reputation piece is valued.

“Whether it’s integrating reputation into business strategy, building powerful campaigns or coaching leadership teams, Jon’s track record speaks for itself. His wider business experience coupled with his extensive experience in corporate communications means he’ll add real firepower to our existing offering.”

Beattie hires digital marketing professional

/in /by

Deborah Hair, a former research associate at the University of Dundee, has joined Beattie as senior search marketing manager from Edinburgh digital agency Whitespace.

Laurna Woods and Deborah Hair

Kevin Roberts – the former global CEO of Saatchi & Saatchi – was appointed chairman of the group in January, and former Grayling CEO Alison Clarke became chairman of the Only Marketing brand in February.

Laurna Woods, CEO at Beattie, said: “In 2016, we recruited 30 new people into the agency to handle our growing client base.

“In 2017 we are continuing to recruit across all our offices as well as making strategic appointments at a senior level. When it comes to digital marketing, Deborah is outstanding and I look forward to her having a massive impact on our business.”

Beattie’s digital clients include Discovery Channel, High Street TV and pharmaceutical giant Merck.

Since January, Beattie Group has recruited Charlotte Lowe and Laura Withers in London, Jamie Connolly and Patrina Nolan in digital, Tomas Fallon in Birmingham, and Scot Morrison, Thessa Buchanan and Carla Rinaldi in Glasgow.

Headquartered in London, the group has eight offices in the UK. It recently announced its expansion into Canada.

Aston University appoints Journalista

/in /by

Aston University has appointed enterprise and healthcare specialist PR agency Journalista to lead on communications strategy and engagement for the next three years.

Aston University

Following a three-stage tender, the University chose the Journalista for its in-depth understanding of Aston’s academic strengths and successful campaigns to date for academic clients including UCL’s Institute for Global Prosperity and the Enterprise Research Centre (ERC), a multi-centre research institute based at Aston Business School.

David Farrow, executive director of marketing strategy and communications at Aston University, said: “Our ambition as an institution is to be the UK’s leading university for business and the professions. We were very impressed by the quality of the ideas that Journalista presented to us to help us realise that ambition.”

Journalista will lead campaigns to position the University’s credentials in graduate employability and social mobility, alongside promoting the University’s new medical school and the research findings of leading Aston academics.

James Tout, Director of Delivery at Journalista, added: “We’re delighted to have been selected as Aston University’s PR provider, as the institution seeks to reach new heights of media and stakeholder influence.”

 

Celicourt advises MKM Building Supplies

/in /by

Celicourt advised MKM Building Supplies on the sale of shares belonging to venture capital company 3i and private equity company LDC to Bain Capital Private Equity. 

MKM Building Supplies

Celicourt’s team comprised partner Ian Middleton, managing director Mark Antelme, director Joanna Boon and associate James Lea.

Established in Hull in 1995, MKM is an independent builders’ merchant.  It currently has 47 branches across England and Scotland, and employs more than 1,100 staff. Its branch directors all have an equity stake in the business.

FTI Consulting makes digital team hires

/in /by

FTI Consulting has strengthened its digital team with the appointment of directors Natalia Marczewska and Eddie Keough.

Both Marczewska and Keough will report to senior MD and head of digital Ant Moore.

Marczewska joins from Portland, while Keough joins FTI Consulting from Lansons, where he was a founding member of its digital team, working across media and digital for The Post Office, Experian and Shawbrook Bank.  Marczewska managed accounts for major international organisations, companies and governments, including Pfizer, Alexion Pharmaceuticals and African Leaders Malaria Alliance.

Moore said: “Natalia and Eddie are welcome and exciting additions to our growing team, and will strengthen our capabilities in providing corporate digital strategies and services across a wide range of sectors.”

 

Markettiers Manchester expands team

/in /by

Markettiers Manchester, the broadcast PR specialist, has appointed two new team members to help manage growth.

David Lee, Jessica Allen-Millbank and Alex Van Den Broek

David Lee joins the consultancy as a senior account executive. His experience encompasses ITV Daytime, Inside Out North West and BBC Breakfast. Lee will support north-west operations, working across a range of B2B and B2C clients.

Alex Van Den Broek joins markettiers as a junior account executive from Manchester-based creative agency Nuttersons.

David and Alex join Jessica Allen-Millbank, who has been with the agency for two years.

Josh Wheeler, general manager at Markettiers Manchester, said: “I’m thrilled to welcome Alex and David as new members of our team on the back of continued growth. Both join with substantial experience and proven skills that will benefit our clients at a time when the agency is flourishing.”

Markettiers Manchester plans to make further hires this year.

Brazen hires ex-BBC producer Claire Hoang

/in /by

Brazen has launched an in-house digital production and content division – Brazen Live – and brought in ex-BBC and ITV producer Claire Hoang as director of digital strategy and content.

Sarah Hodgetts and Claire Hoang

Hoang (pictured right) has worked with the BBC, ITV and, more recently, MEC Manchester’s Wavemaker team, where she was director of digital engagement.

As well as pioneering live TV voting, Hoang set up and managed BBC Children’s YouTube channels and was BAFTA nominated with the ITV This Morning team for Digital Innovation.

More recently she has developed branded Facebook bots for clients, creating Facebook Live broadcasts, and has participated in Amazon initiatives centred around Alexa Skills opportunities.

Hoang will host a Brazen Live workshop on Alexa Skills on Wednesday (8 March) at Manchester’s National Football Museum.

Joining Hoang at Brazen Live is another ex-BBC staffer, Sarah Hodgetts (pictured left), who is joining Brazen as a creative producer.

Both Hoang and Hodgetts have worked on shows including Songs of Praise, Strictly Come Dancing and Sport Relief.  They also have experience working with a mix of corporate clients, from FMCG to leisure, creating native social media rich content.

Brazen CEO Nina Webb said: “With the iron grip of video on social media and beyond, creative digital production is a hugely important part of the landscape now for PR agencies.

“We’ve created Brazen Live because our client campaigns deserve the latest and best creative digital production techniques. The fact we can now do everything in-house instead of out-sourcing means we have total control of the creative process from concept to share.

“Once we had formulated the Brazen Live plan, hiring Claire as director of digital strategy and content and Sarah as creative producer was a no-brainer. They’ve both worked in TV production at the highest level and are proven, experienced and acclaimed production and digital creatives. They add huge value to the Brazen offer.”

Hoang added: “Brazen immediately impressed me as a consultancy which clients come to for innovative and ground breaking ideas. In this fast moving world, we want our clients to lead, not follow. Brazen has the perfect mix of creative minds, client experience and bold behaviour to make this happen.

“The climate is changing daily, so we’re positively investigating cutting edge technologies like bots, Alexa skills and live social video with, of course, broadcast quality video as a standard.”

FieldHouse Associates builds senior team

/in /by

Tech PR agency FieldHouse Associates has appointed Liz Alexander as director, reporting to founder and MD Cordelia Meacher.

Other recent hires include senior associate Charlie Hamilton, junior associate Gayle Tupaz and graduate associate Ellie Crocker – with another member due to join in March 2017.

Liz Alexander

Prior to joining FieldHouse Associates, Alexander was a director at Kwittken, a comms agency with offices in New York, London and Toronto, where she was responsible for B2B corporate and technology accounts including American Express, Amadeus and YOTEL. She has also worked for H&K Strategies and Catalysis Communications.

Alexander said: “My decision to move on wasn’t one I took lightly. The immense drive and passion from not only the senior team but also the more junior members at FieldHouse is, in my view, unprecedented. It’s refreshing, unique, and very exciting.”

Cordelia Meacher, MD at FieldHouse Associates, added: “As we enter our fifth year with a bang we look forward to further accelerating the agency’s growth and have big aspirations for 2017.”

Alexander will work on clients including CensorNet, CityFibre, Egress, Malwarebytes, and Stanford Graduate Business School.

Opinion: PR needs to speed up progress in diversity

/in /by

Colin Byrne, Weber Shandwick’s CEO for UK & EMEA, explains why the agency is backing a new diversity initiative and why the PR industry needs to recognise and overcome its unconscious bias. 

Colin Byrne

At Weber Shandwick, we were pleased to have recently launched a new diversity talent initiative with The Media Trust – the media’s own charity with a focus on helping young people from less privileged backgrounds into media jobs. It struck me when I first got involved with the Trust that the media and PR have a common diversity problem.

Just as 51% of national newspaper journalists are privately educated vs 7% of the population, the PR industry – arguably more meritocratic – does not look or often think anything like the Britain it claims to understand.

I think the PR industry has faced up the gender equality challenge, much more than the more macho advertising industry – and at Weber Shandwick we are proud to have been named the world’s most gender equal PR firm – but we are very white and very middle class.

I think we have to accept that our industry – many of whose leading lights over recent decades have been posh rich kids with a contacts book or Tory peers – is rife with unconscious bias when recruiting people from different backgrounds or who didn’t go to an elite university. Recognising unconscious bias has to be the first step to overcoming it.

I started talking and writing about racial and social diversity ten years ago, before it became a hot industry topic, when I would regularly leaf through PR Week and count up the number of white and non-white PR people featured. It was usually 97% white faces.

Since then a number of terrific schemes and organisations have taken action on diversity, including The Taylor Bennett Foundation, who we are pleased to now be actively involved in, The Media Trust (which more PR firms should be supporting) and our industry organisations, the PRCA and CIPR. But you only have to go to one of the many PR industry conferences or awards dinners and look round the room to see that progress is slow.

Given we need less people with little black books of political and media contacts and we need more creatives, social media specialists, designers, bloggers, pop culture film makers, business graduates and influencers, to constantly fish in the same pool of talent makes no business sense. It makes even less sense if we are not doing “the right thing” in opening up opportunities for new, non-traditional talent. PR leaders need to work harder to find and encourage creative talent in schools, non-Russell Group universities etc.

On the “business case” for diversity I also point to the body of evidence that diverse groups produce better creative ideas than simply a room full of Oxbridge graduates with broadly similar social backgrounds and experiences.

So diversity is both a big challenge and a big opportunity for the PR industry, but we need to speed up progress.