In the third Annual Event Salary Survey Q&A, Jill Hawkins talks to Kirsty Finding, talent director, TRO. She reveals the agency considers capabilities over qualifications when hiring potential employees.
Recruitment
Jill Hawkins: What the biggest recruitment challenge facing the industry now?
Kirsty Finding: Shortage of talent. We have found this has been due to people leaving the industry during the pandemic to diversify (as events were cancelled) and many have yet to return back to our industry. Also, the next generation of talent not being aware of the breadth of career opportunities the world of events and experiential marketing can offer.
JH: Could you share any initiatives you have implemented to help recruitment?
KF: We have developed an outreach programme that will see our teams engaging with schools and colleges plus visiting recruitment events to educate on the breadth of career opportunities our industry offers.
We are getting ready to launch our TRO School of Experience Placement Programme that is truly open to all – not just students, but those looking to change career, or return to work following time out.
We’ll be introducing a new work scenario questions application format using beapplied.com to ensure an unbiased process – no CVs needed, work scenario questions only.
We are reviewing our entire recruitment process – we’ll be moving away from standard job specs, and investing time in creating personalised pitches for each role that provide insights into the world of TRO and the role itself.
Salary
JH: How do you currently decide the salary for new starters?
KF: We have always worked in salary brackets dependent on level – we consider capabilities over qualifications. We continue to review salaries in line with industry benchmarks and adjust internal salary brackets accordingly – including regionally against cost of living.
JH: What do you think will happen to salaries in the 12-18 months?
We think this will plateau post pandemic. It isn’t sustainable to continuously increase salaries without our client budgets increasing too.
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?
KF: Job seekers are currently asking for hybrid working, a work/life balance, along with lots of learning and development opportunities and a strong company culture.
Corporate social responsibility and commitment for a better future for all. I don’t see this changing much over the next 12-18 months.
JH: What would you say to someone thinking of coming into the industry?
KF: Choosing your career is about what motivates you as a person and encourages you to be the best you can be. Our industry attracts people who want to be in a job they love and have a passion for. They need to love variety – no two days are the same, love travel, think creatively and love working with like-minded people.
There is nothing quite like that feeling when you’ve seen your work come to life in the real world. Anyone you speak to in our industry has created life-long friendships – be it with clients and/or peers.
JH: What do you think that the industry can do to attract the next generation of talent?
KF: We need to come together to form an active outreach programme that educates the next generation of talent on the breadth of exciting career opportunities we offer. We need to be top of our game with CSR, DEI and a fair environment and pay/reward.
