Building a sustainable quality part-time recruitment market

This study comprised a mix of quantitative and qualitative research amongst employers in the London area. It explored what might trigger employers to generate quality part-time vacancies (those with a salary of £20k+ FTE). We found that many employers are unaware or unconvinced of the benefits of recruiting part-time staff, or of the high volume of skilled candidates seeking flexible work. 

Key findings:

• The London part-time recruitment market is skewed strongly in favour of low-paid vacancies. 22% of all jobs are part-time and paid less than £20k FTE. In sharp contrast, only 3% of jobs are part-time and paid more than £20k FTE.

• Part-time working is primarily used as a retention tool. This restricts employment mobility for skilled candidates who need to work part-time. While they may be able to reduce their hours with their existing employers, they will have difficulty switching to new jobs.
  
  
• 16% of employers reported that they ‘sometimes or frequently’ fill £20k+ full time vacancies with part-time candidates. This suggests that the pool of part-time applicants is of high quality.
  
  
• Resistance to part-time recruitment is related to workplace culture, with most resistance amongst employers who have not previously recruited part-time staff at £20k+ FTE. Concerns reduce with experience – those who have recruited at this level cite many benefits and few disadvantages.

Recommendations

To stimulate the flexible recruitment market, the debate around part-time working needs to move away from regulation and towards the business benefits of flexibility. Employers need to be convinced that part-time candidates offer good skills and experience. They also need to see hard evidence that it can work for their business.

Published March 2012