So you’ve understood the importance of flexible job design, and built flexible working into your strategy. But have you taken the next step and embraced flexible recruitment? Here’s why you should.
By Melissa Jamieson, CEO, Timewise
There’s no question that attitudes to flexible working have undergone a seismic shift as a result of the pandemic, and working practices are being transformed as a result. An IOD survey from April 2021 showed that over 60% of organisations plan to adopt hybrid working even after restrictions ease, and employee demand for flexible working is higher than ever, with more than 71% of UK workers saying they want flexible options to remain after the crisis has passed.
And yet, despite all the focus on new ways of working, attitudes towards flexible recruitment don’t seem to be adapting to match. The 2020 Timewise Flexible Jobs Index revealed that, even after the shift towards homeworking following the first lockdown, just 22% of jobs were being advertised as being flexible in some way.
So there’s a real opportunity here for forward-looking employers to offer potential candidates the flexibility they want – and reap the rewards.
If the success of a business rests on its people, attracting a talented, diverse pool of candidates is critical. And with demand as high as it is now, offering these opportunities up front clearly makes sense. Not only will it help put you at the top of candidates’ wish lists, it will also deliver a more committed, more inclusive workforce, and help close your gender pay gap.
And on a more macro level, flexible recruitment plays a vital role in enhancing your employer brand. By openly offering flexible working to candidates, you’ll send a clear message that you are an employer who prioritises employee wellbeing. You’ll show you understand what work-life balance actually means. You’ll also encourage candidates to believe that, if they join your company, they can bring their whole selves to work.
The knock-on effect of all of this is that the best candidates won’t just apply to work for you; they’ll actively seek you out. And with skills shortages on the rise, not to mention a growing sense that a ‘Great Resignation’ is coming, that kind of brand positioning will give you a real edge in the battle for talent.
So, how do you embed flexible recruitment into your organisation, and make sure everyone knows about it? Here are the four initial steps you should take:
Train managers to design and recruit for properly flexible roles
Employees are quick to see through ‘flexwashing’ – that is, implying that you’re up for flexible working without adapting your roles to make it viable. So make sure the jobs you’re advertising are designed so that they can genuinely be done on a flexible basis, and train up HR and line managers in interviewing and supporting your new recruits. If you need support with this, our consultancy team can help.
Make sure external teams are properly briefed
If you’re using a recruitment agency to help you in your talent search, it’s critical that they are on board with your thinking. They need to be clear that you are not just willing, but proactive about recruiting flexibly; otherwise all your hard work will be undermined. So:
Partner with flexible recruitment experts
An easy way to make sure your recruitment partners mirror your approach is to work with a flexible-focused jobs site, such as Timewise Jobs. As well as providing access to 90,000 high-calibre candidates, our team can help you phrase your position on flexible working in the most appealing way. And of course, posting your job on Timewise Jobs sends a clear message that you are an inclusive, flexible employer.
Speak out about your approach
Finally, once your flexible recruitment strategy is in place, and working, speak out about what you’re doing. Share stories about flexible workers on your website. Write up case studies of successful flexible recruitment campaigns and publish them on LinkedIn. Sponsor awards or campaigns, such as the Timewise Power 50.
Again, this is something the Timewise Jobs team can help with. As well as boosting your presence on our site with traditional display ads, we can help you build a microsite which links to your company profile, create a content strategy and deliver an email campaign. These elements all work together to ensure that your brand story is well put-together and clearly communicated.
As a candidate recently said to one of the Timewise Jobs team: “I’m hugely ambitious, but I also need to work flexibly, so I make sure I do my research before I start job hunting. If a potential employer isn’t openly mentioning a commitment to flexible working, I probably won’t be right for them – or them for me – so I tend to steer clear.”
The end goal of recruiting flexibly is that the best available candidates will seek you out and want to work with you. So don’t just sign up for flexible recruitment; prioritise it, and shout about it.
Published June 2021
