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The Three Influencers on PR Salaries in 2016

If you’re not where you want to be in your PR career and need a nudge in the right direction or you are interested in the insights we gathered from PR professionals in 2015 then this one’s for you. This is my professional opinion on the current PR market for candidates, and how it’s directly affecting the salary you take home.

Posted by Alexandra Lewington, PR Recruiter, Tuesday May 3 2016

Blog image_the top influences on PR salaries

If you’re not where you want to be in your PR career and need a nudge in the right direction or you are interested in the insights we gathered from PR professionals in 2015 then this one’s for you. This is my professional opinion on the current PR market for candidates, and how it’s directly affecting the salary you take home.

1. High demand / growth areas

Dare I say it, 2015 was a good year for PR. PR agencies seemed to be briefing us on more growth roles due to new business wins, rather than replacements for people leaving, representing the influx of income into the sector. However, fewer people seemed to be moving around, meaning the ‘war for talent’ was at its peak. What does that mean for you? Luckily, it means you are at your most valuable, to both your current and future employers. The shortage of talent means employers have had to accept that they may need to offer over and above previous market rates to ensure candidates join them, and aren’t successfully counter-offered by their current company. This phenomenon was particularly prevalent within certain sectors: notably, technology, finance and healthcare. This is unsurprising, given these are the areas that a driving the UK’s economy as a whole, but the rapid growth in these areas in general means the demand for talent far outweighs the number of candidates looking for roles. Companies in these sectors need to ensure their employer branding, salaries and benefits, and training of juniors are competitive, or else the growth is going to continue exponentially in relation to the talent.

2. Shift towards integrated PR

We’ve also noticed a huge shift in skill set requirements and the effect this has on salary demands. It’s no secret that traditional PR as we once knew it is now not enough. PR campaigns must be insight and research-led, content driven and delivered across multiple channels. This means candidates able to demonstrate fully integrated skill sets have been able to demand higher salaries due to the added value they can deliver to new employers.

3. Defining your worth – the value of metrics

Finally, it has become evident that employers are no longer focussed on ideas and creativity, they’re focussed on the results of those ideas. PR was once considered a ‘fluffy’ industry, and not particularly commercial. Not anymore. Candidates that are able to prove the ROI of their PR campaigns, and the tangible value they have added to a brand, put themselves in a far stronger position. This isn’t to say that creativity is no longer needed, but if you can’t back this up with metrics, then you will be overlooked in favour of those that can.

If the beginning of this year is anything to go by, 2016 will be building upon the growth of 2015, with an increase in PR job vacancies, and further value placed on an integrated skill set and tangible achievements. We’re certainly off to a busy start and feel positive about the PR market in general. If you’d like to chat through how this might affect you or our advice on how to apply this, please contact me on 0203 826 1222 or alexl@reuben-sinclair.com

Where do you want to go next?

> Download the 2016 - 2017 PR Salary Survey & Job Market Review here 

> Download our expert guide on getting the PR job you deserve

> Browse our latest PR jobs

> Contact our PR recruitment team for advice on your personal situation

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