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Archive for the ‘Candidates’ Category

Feel The Love!

September 2nd, 2011   By   Filed Under: Candidates, Employers, Everyone

This is too long for a tweet, so this one’s for you bloggers #trynottosoundlikeaweddingdj

Thanks Suzanne!

“I will most certainly vote for you guys as the best recruitment agency in the world!…You guys do stand apart from the mass of recruitment bollocks out there! (excuse the French).”


Those with similar passionate thoughts about us I urge you to vote for Dylan at the upcoming MARA awards 2011. Go on it will only take a second!


How To Break Into Advertising

September 2nd, 2011   By   Filed Under: Candidates, Dylan in the press

Advertising is a particularly competitive industry to get your foot in to door as you’ll no doubt have found out if you are trying to break into it.  The Guardian threw the spotlight on this topic and asked Dylan MD, Phil Edleston to provide his thoughts on how to get on in the industry. Click on the image above to read Phil’s comments.

ZEEFAX – The Best CV Ever!

August 24th, 2011   By   Filed Under: Candidates, Digital, Employers, Everyone, Guest Blog

At Dylan we love to see people being innovative in their job search, going that extra mile in the search of a job they love. As we say: Love what you do. Never work Again.

So, having recently brought you The Best Cover Letter Ever courtesy of Gareth Cash’s video we are now happy to bring you The Best CV Ever, ZEEFAX! This time from Zef Narkiewics who has taken a nostalgic approach to that remnant of the past, Ceefax (or Teletext if you’d rather), to set himself apart from the crowd. Awesome, nice work Zef. Here is what Zef had to say about his CV:

“I remember attending a lecture at University where the visiting speaker was discussing ‘novelty’ CVs, describing them as a hit and miss approach, more often than not bordering on the miss. Opinions differ, as with anything; some designers might slap their thighs and roar with laughter at your baked-bean-tin-CV whilst others may chuck it in the bin with last week’s copy of Creative Review. A CV’s primary objective should not be sacrificed for a creative approach. Potential employers want easily obtainable information on who you are and what you can do – nothing should hinder them (too greatly) in discovering this. It was with this in mind that I took a punt and designed my CV to look like a Teletext service.


Why We Are Proud To Be Sponsoring The Best Newcomer Award At The Next Marketing and Advertising Recruitment Awards

August 17th, 2011   By   Filed Under: Candidates, Employers, Everyone

Dylan was created 4 years ago as a reaction to the status quo. Created by entrepreneurs, not recruiters, who were tired of the usual recruitment hyperbole and wanted to offer clients a different proposition to the ‘same old, same old’.

Every industry needs new rock star talent and innovation to be the force behind the creative destruction of industry norms. Innovation can come from companies continually adapting but it so often comes from the new kids on the block who want to, and can, do things differently. Better.

This is why we are delighted to be sponsoring the Best Newcomer award at the next Marketing and Advertising Recruitment Awards. To give praise to, shine a light on and encourage the best newcomer to our industry.

We were nominated for a few awards too, not this one though of course, and we’re all smiles about making the finalists in 5 categories (including Best Recruitment Website for this site!).  That also includes Best Recruitment Consultant for our very own Ant and Recruitment Boss of the Year for Phil and Julian.

You can find out more about the MARA awards on their website

We Do This For Love & Money

August 15th, 2011   By   Filed Under: Candidates, Digital, Everyone

As you may have gathered from our website, our success recipe at Dylan is relatively simple. Take an excellent consultant, support him or her with a great brand, remain true to the company values of integrity, professionalism, passion and ambition and you’ll provide a consultancy approach to recruitment that adds value to the candidate and the client. The recipe can be over baked, there can be too much of one ingredient or too little of another, but when you get it right, it’s brilliant. Our goal each and every day is to get it right.

So what does a great consultant look like? They have booming laughs, ridiculous haircuts, dimples, great dress sense, an excellent bowling arm and a penchant for culinary over indulgence. Or none of the above. The truth is, a great consultant is measured entirely by their actions. You can spot them by the way their eyes glint when talking about how great their candidates are, by listening to how excited they get when they talk about one of their clients recent achievements, by seeing the respect that they afford their colleagues and in observing their ability to maintain a strong balance of interest in candidate and client alike, managing the to and fro of communication and negotiation with honest aplomb.

Phil and I have made a promise to ourselves that success will never come at all costs. One of the costs we’re not prepared to pay is to work with individuals we don’t think rock. It might mean forsaking the opportunity to work with a huge billing consultant, or an agency with a thousand live jobs, it might mean never getting to represent a particular candidate who we know we could easily place each and every time. This is the price we pay for this stance. What it does mean though is that we get to come to work with a group of people who we respect highly, both professionally and personally, people we get to bounce ideas off, share ideology and pursue our goal together, to be the very best marketing recruitment agency we can be, for our candidates, for our clients, but most importantly, for ourselves.

This sign sits above a shop in Shoreditch. I love it.  It’s two reasons why they’ll be good at what they do, they’re passionate (love) and honest (money). I like to think we’re the same.   

If you would like to learn more about Dylan, e-mail Jules on and he’ll arrange to grab a coffee with you and have a chat.

A look into Google+ and the Growing Social Network Battle between Google and Facebook

August 5th, 2011   By   Filed Under: Candidates, Employers, Everyone

What is it?
Google+ launched on 28th June and is their 4th attempt at ‘cracking social’. Of course, social networks are popping up all over the place and whilst some quickly become obsolete (anyone remember Hi5, Ping!?) others, like this, are worth taking note of. Google+ took just two weeks to hit 10 million users globally, with many more trying to get invites to become beta users. Having failed with Wave and Buzz, this time, their focus is on a smarter, more intuitive interface with the ability to segment your friends, followers and any other group you want to create.


The Digital Skills Gap

July 15th, 2011   By   Filed Under: Candidates, Employers, Everyone

The current market place for Digital is an interesting space. Over the last 12 months the demand for Digital has doubled. Integrated agencies have worked hard to develop their Digital offering, pure play Digital Agencies are expending their offerings to be 360 in their approach and Social Media, well, I think we all know that that is the new “cool kid” at School.

So how has this affected the job market? Well, it has created a skills shortage. Over the last 6 months we have 3 jobs for every one Planner, AD or Media expert. If you are looking for a role in PPC then it’s your lucky day as there is a huge demand for your skills.

So what does this mean for companies? It means they need to up-skill staff or hire in digital freelancers to stay with the pack. Training is often seen as time consuming and expensive so the freelance route is often taken as a quick fix and easy way out to filling the skills gap. The problem with being reliant on freelancers for your company’s digital skill set is that their knowledge leaves the building when they do.

Freelancers, to an extent, have a stranglehold over the market place. It’s in their interest to keep freelancing as they can earn more than their permanent counterparts and the Digital Skill Gap continues to flourish.

Some companies have responded to this by bringing in senior Digital suits to up-skill their staff whilst working on live projects. A famous International Marketing Agency has done just this. Alongside their Digital offering they have brought in a permanent Senior Digital suit to concentrate on educating the agency on Digital; getting the ‘off-liners’ talking to and thinking like the ‘on-liners’. The initial outlay of bringing in a permanent suit can be expensive but it is a brilliant and necessary long term investment.

Read more about my thoughts in this great article from Marketing “Filling the digital skills gap”


Setting The Record Straight: AWR Myth-Buster

July 12th, 2011   By   Filed Under: Candidates, Employers, Everyone

For an in depth guide to the the Agency Worker’s Regulations you’ll find a great guide from APSCo (Association of Professional Staffing Companies) here But first, to blow a few myths away Alison Treliving, partner at law firm Squire Sanders Hammonds, identifies five common misconceptions agencies have regarding the Agency Workers Regulations:

MYTH: Agency workers will have to point to a comparator in order to bring a claim.

Agency workers will not have to point to a permanent employee doing the same job as them to bring a claim. They will simply have to show that they would, for example, have been paid more if they had been recruited directly by the hirer to do the same job. Being able to point to a comparator could, however, be useful for agencies and hirers defending a claim to show deemed compliance.

MYTH: The regulations are not an issue for agency workers who are on a higher rate of pay than permanent staff.

Although such workers may not be able to bring any claim in respect of their rates of pay, they will still be entitled to holidays and rest breaks. If an agency worker can point to individual elements of pay that are less, for example a lower bonus, then he or she may be able to claim.

MYTH: From October 2011 we are going to be inundated with claims from agency workers.

We are unlikely to see claims coming before tribunals until at least mid mid-2012. Agency workers will not gain the right to equal treatment until they have completed the 12-week qualifying period, which ends around 25 December 2011.

MYTH: Agencies can simply take an agency worker off their books if they start being difficult about their rights under the regulations.

Agencies need to ensure that they do not treat agency workers less favourably because, for example, they make a request for information relating to their treatment or otherwise do something under the regulations. If found liable, an agency could be required to pay compensation to the agency worker.

MYTH: If there is a 12-month qualifying period to receive a bonus, agency workers will have to wait 15 months (i.e. 12 months plus the 12 week qualifying period) before they become eligible to such a bonus.

If there is a 12-month qualifying period to receive a bonus, this is counted from the start of the agency workers assignment. They do not have to wait 15 months.

This forms part of a wider article, Getting down to business on AWR, featured in the summer edition of Recruitment Matters.

The Fine Art of Finding The Right People

July 8th, 2011   By   Filed Under: Candidates, Employers, Everyone, Talented@Talent

The comments by Martin Sorrell (Campaign Live 29.6.11) caught my eye – how refreshing to see someone addressing what is such a major issue in our industry, yet one that doesn’t get the attention it deserves considering that talent is all we sell, in effect.

Ask anyone in media land what the biggest challenge they face in their business is, and I bet ‘finding the right people’ comes near to the top. And ‘nicking staff’ will always be an effective, if uninspiring, way of doing this as companies look to take on a safe bet. A proven candidate will naturally come from a competitor. Employers need to be open to the potential of a broader range of people who can be developed into the next company superstar.

There’s also the argument that by doing something as simple as listening to the needs and desires of employees there wouldn’t be as many gaps to fill and the recruitment merry-go-round would spin a lot slower.

Although there is no substitute to the good old-fashioned face to face interview, using tools like Personality Profile Analysis can help make sure that your ‘safe bet’ really is safe and not a risk that you end up regretting. The cost of losing an employee in their first nine months lies between two and five times their annual salary – recruiting the wrong person is a pricey mistake.

The industry needs to stop burying its head in the sand and think more broadly about recruitment if it wants to avoid this nuclear talent race – right person, right time – shouldn’t be difficult.

Digital Pure-Play vs Integrated

July 1st, 2011   By   Filed Under: Candidates, Employers, Everyone

I clearly don’t have Miles Young’s experience, nor have I been in the industry for 30 years and seen things come and go, however, I do have the fortunate position to be in the middle of the Digital revolution.

I genuinely believe there is a place for pure-play Digital Agencies. Just like there is a place for PR or SP Agencies. The issue isn’t the silo-thinking; it’s how the silo thinking is integrated into the bigger picture.

We need people who live and breathe Digital, people who are so passionate about the discipline that that’s all they know and/or care for. This is how we progress the discipline. We need agencies of excellence that do nothing else than Digital, offering amazing solutions and exciting Ideas.

What we need to be careful of is who is leading the Strategy. Digital is just another channel. Sometimes it’s the right one to use and sometimes not. There is a need for specialists and there is a need for pure-plays. Marketing is a big puzzle and Digital is an essential piece. Without pure-play Digital agency, we would be missing a huge trick.

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