The following aims to provide an insight specifically into marketing recruitment across FMCG year to date.Big business restructuresA number of marketing departments in bigger FMCG businesses have been restructuring in the first half of 2013. We have seen companies undergo large changes over the past few months which have been attributed to reorganisation and relocation. Some companies continue to experience natural movement, which has left hiring managers with structural gaps. This has led to uplift in the hiring of temporary staff as a short-term solution to offset the internal pressure created when roles are vacant. There seems to be more movement at junior to middle management level and this is where we have seen volume in roles being recruited. With teams being streamlined, employers are looking for top marketing talent at a lower level to deliver on their marketing objectives or, alternatively, turning to consultants for short-term project delivery.Candidate qualityIn an environment of change and uncertainty candidates become reluctant to move, which has made finding high calibre marketing professionals a challenge, as the ‘actively looking’ candidate pool becomes smaller.Employers are focusing on making better, long-term hires and the need for advertising and networking to identify and attract ‘passive browsers’ has become more evident. Those companies that secured the market’s best had engaged well with recruitment partners, made confident statements in the relevant media and recognised the need for flexibility, pace and strong offers.Brand and category have been the areas of most demand, making it particularly competitive for employers. Candidates from blue-chip companies continue to be highly sought after, especially as we have seen a real breakthrough of FMCG SMEs coming into the market looking for robust commercial skill sets to creatively cut through and get the most from retailers.The table below shows the breakdown of roles recruited in H1.RoleVolumeAssistant Brand Manager11%Brand Manager23%Senior Brand Manager/Marketing Manager25%Marketing Director4%Category Manager18%Trade/Shopper12%Insights7%The world of temporary recruitmentContracting has increasingly been seen by businesses as a cost effective and flexible alternative to permanent and outsourcing options.Fixed term contracts – salaried employees for longer term projectsDay rate contracts – day rate consultants for flexible projects, ad hoc work and providing interim cover whilst a permanent recruitment process is undertaken This table shows typical conversions between permanent salaries and day rate positions. Please note that the more sought after positions command a higher daily rate.RoleSalaryDaily RateHead of Marketing£70-100k+£350-650Marketing Manager£50-70k£250-400Category Manager£45-65k£200-450Trade Marketing Manager£35-50k£150-250Insights Manager£45-70k£200-400BM/SBM£35-55k£150-350ABM£25-35k£110-150Digital/Ecommerce SpecialistsN/A£350-500For the full list of marketing salaries, across all sectors, view the Michael Page Marketing 2013 salary survey.To speak to someone about your FMCG marketing recruitment process, please get in touch with the team:LondonLibby KiddT: 020 7269 6206E: [email protected] Northern Home CountiesElizabeth WoodfordeT: 01727 730 155E: [email protected]Southern Home CountiesAdam ColeT: 01932 264224E: [email protected]MarketingLinksAbout usSalary comparison toolTestimonialsJobs in ScotlandBrowse for jobsNews and updatesLinksOwn your digital presence: review sitesMarketing and digital: Combatting the skills gaps in a candidate-led marketHow might GDPR affect different business functions?Drive your brand image: take control of your marketing messagingHow to successfully transfer between marketing sectorsMeet Britain’s Future BoardInterview with Lyn MacDonald, Marketing & Sales Director at G1 GroupMarketing recruitment in 2015Interview with Fiona Harvey formerly Director of Corporate Communications with …PageGroup ladies event – From the boardroom to the shop floorMarket update July 2015 - marketing recruitmentInterview with top strategic marketer, Helen Warren-PiperInterview with Mark Davis, former Marketing Director at Brown-FormanDigital content jobs and demand in the NorthIs interim recruitment back?Marketing jobs in the MidlandsGreen shoots in the recruitment of executive marketing professionals?Insight and adviceLinks10 Marketing skills driving the industry forward in 2018How to properly assess your marketing candidates in an interviewAre automation and artificial intelligence changing the way companies market th…Employee satisfaction: the key to attracting top talent and retaining customersCustomers first: the growth of customer experience as a specialismThe evolving roles of marketing professionalsIs a degree better than work experience?Career development in marketing: postgraduate degreesBuilding an inclusive workforce Why hiring managers should think outside the box when recruitingBenefiting from the ‘ultra mindset’ in the workplaceThe skills you need to stay competitiveMarketing and the modern law firmTop tips for recruitment in a candidate-driven marketHow to get a great job in the not-for-profit sectorCareer advice - the curse of the employer 'buy back'CVs for temp and contract rolesCompany branding - use it to attract talentIs sector experience really essential?Freelance and contractsThe importance of digital skills for marketersThe value of CIM accreditationConsidering an interim role in marketing?Eight tips to start your social media careerInterim marketing managers tell allThe benefits of working on a contract in marketing