Insights from the Premier Salary Survey

Welcome to the Premier Salary Survey, our in-depth guide to the candidate market across PR, Marketing, and Creative sectors.

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In 2023, the need to adapt and become ever more resilient to change and uncertainty remains a constant. The fight for talent has never been more acute, and the demands of the economic climate, exacerbated by the cost-of-living crisis only increases this pressure further. The latest government analysis details that cost of living has been steadily increasing across the UK since early 2021. In addition, the annual rate of inflation reached 11.1% in October 2022, a 41-year high. As high inflation affects the affordability of goods and services for households, this is likely to dilute the impact of any pay increase; thus suggesting that businesses have to work harder to maintain their position as an employer of choice to existing and prospective talent pools, whilst managing budgets more tightly than before. 

Nationwide, there is still a large-scale skills shortage, with more roles available than candidates putting themselves forward for consideration. The move to hybrid or remote working has had a significant effect on this, with many skilled professionals now either unwilling or unable to return to the pre-pandemic structure of five-days-per-week in the office. According to the latest census data, more than eight in ten workers who had to work from home during the Coronavirus pandemic, said they planned to hybrid work from now on, and in addition, the proportion of professionals hybrid working has risen from 13% in early February 2022, to 24% in May 2022. Interestingly though, the percentage working exclusively from home has fallen from 22% to 14% in the same period, which indicates that whilst professionals now want and expect an element of flexibility, the need for interaction and variety in the working week remains strong.

According to the latest report from The Chartered Institute of Public Relations (CIPR) although there is evidence of considerable movement of talent within the Public Relations industry, professionals appear to be more likely to have moved jobs in the past six months than the six months preceding, with ambition rather than redundancy being the common impetus for movement. This trend looks set to continue, with a third of CIPR respondents saying that they are likely to look for a new job in the next six months and two-thirds of those feel very confident that they would get the role they applied for. The CIPR also suggests that Public Relations and Marketing Communications teams are more likely to grow than reduce in size in the coming months. However, fierce competition for talent means that recruiting the right level of quality 
talent remains a challenge. In this scenario, it’s even more important that recruiters, both internal talent teams and their specialist agency partners, understand why talented team members are 
leaving their posts, and how to attract them to new positions effectively.

At Premier, we believe this document will provide you with the statistics and insights to help you evolve your recruitment strategy in 2023 and attract and retain the best talent available. 

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