FMCG Marketing Talent Insights

Every six months, our FMCG team come together to share insights and trends that they’ve seen in the job market. Maya Wettenhall, Specialist FMCG Marketing Consultant, explores current FMCG Marketing trends and how these are affecting talent and the industry.

The following five insights have been taken from the FMCG Marketing Talent Insights report. This can be accessed via the link below.

Marketers looking for meaning at work

Brand Marketers need to find meaning at work and want to contribute to a bigger picture. Employer brand and category are key drivers in why a Brand Marketer decides to join an organisation. For example - consumers are becoming more health and socially conscious which flows through to lifestyle and wellness brands becoming more attractive for marketers.

The impact of the Visa changes continues

Due to last year’s visa changes, hiring candidates without residency is almost impossible. This has impacted the FMCG market quite heavily as local talent is now the only option for most businesses. Companies that are aware of sponsorship possibilities have access to a much larger pool of top talent. We have seen success in bringing on candidates in initial 6-month contract roles to remove the “risk” associated with international sponsorship.

Marketers wanting ownership of portfolios

Tier One FMCG businesses are not as attractive to marketers as they once were. Despite their global brand recognition and great training/ development, marketers want to work in categories that are exciting and innovative with the ability to work across multiple channels, not just grocery as well as influence product development.

It's not all about salary

Candidates are seeking businesses that can offer strong leadership and mentorship, flexibility (part-time) and positive work-life balance. Therefore, businesses who are effectively communicating a strong employer value proposition are seeing great success in securing top talent.

Flexibility - a business imperative

The market is calling for roles that can offer increased flexibility, such as four days, compressed work weeks or working from home. Having flexible policies and roles must be more than an employment branding tool; It’s becoming a business imperative and it will give your business an edge over your competitors in the candidate market.




Want to read the full report? Get in touch with Maya Wettenhall.