In the first Annual Event Salary Survey Q&A, Jill Hawkins talks to Dale Parmenter, CEO, DRPG. He says job seekers now prioritise a work-life balance, as well as a sustainable salary.
Recruitment
Jill Hawkins: What’s the biggest recruitment challenge facing the industry now?
Dale Parmenter: The biggest recruitment challenge is attracting and retaining high calibre and experienced events professionals within a salary range which is sustainable both from a commercial and team development perspective.
Salaries are at an all-time high of which businesses recovering from the lack of event specific support throughout the pandemic are now struggling to afford and sustain. There’s also a huge gap between candidate experience and their earning expectation.
This is largely inflated by supply and demand; all solely focused event companies have re-opened at the same time competing for the same talent.
The talent pool has also reduced due to experienced people leaving the industry over the past two years.
JH: Could you share any initiatives you have implemented to help recruitment?
DP: Here are some initiatives we have implemented:
1) Work experience/trial days to see what we do in real life
2) Partnered with local universities
3) Joining bonuses
4) Recruitment referral bonuses
5) Short/fixed term employment contracts
6) Flexible working arrangements
7) Range of benefits including: extending maternity and paternity, additional holiday days, limitless expenses and minimum accommodation standards when staying away from home, employee assistance programme.
Salary
JH: How do you currently decide the salary for new starters?
DP: We decide the salary by using a balance of market range analysis aligned to an individual’s experience and potential.
JH: What do you think will happen to salaries in the 12-18 months?
DP: As the industry starts to stabilise or the economy moves into recession, we are expecting salaries to drop and balance out.
The next generation of eventprofs
JH: What benefits are job seekers asking you for now and how do you think this may change over the next 12-18 months?
DP: Salary and agile working are by far the most prominent wants. Due to cost-of-living increases and experience of flexibility over the last two-three years. Seeking to achieve a better work life balance which is paid well is definitely the focus.
While salary expectations might reduce/balance out triggered by either stability or an economic downturn, I think the need for agile working will continue and businesses will have to keep adjusting to that landscape.
JH: What would you say to someone thinking of coming into the industry?
DP: It’s hard work and requires real drive and commitment. If you’re prepared to commit and get stuck in it can be the most rewarding career. Seeing an event come together and see people enjoying the experiences and moments you’ve created make it all worthwhile.
The ‘wow’ moments requires a lot of strategy and planning to get there.
JH: What do you think that the industry can do to attract the next generation of talent?
DP: Partner with local schools and universities to embed meaningful apprenticeship and graduate programmes to feed early careers/talent pipelines.
We are already working with a few and have more partnerships confirmed to begin this September.
Complete the Annual Event Industry Survey here.
