Flexible Working in Recruitment

We recently gave you the lowdown on working remotely in recruitment. When you have a life that doesn’t suit being in an office all the time, it’s important to work for a business that can accommodate this. Even when ‘accommodation’ means not physically accommodating you.

In this article we discuss flexible working in recruitment with the assistance of Hunted partner New Street Group. A business that knows being chained to a desk isn’t always best practice.

If you feel like a slave to the opening hours of your office, this article’s for you.

What Does ‘Flexible Working’ look like?

Flexibility in recruitment comes in many different forms. And it’s far from having a Manager that doesn’t mind if you work 10.5 hours in a day rather than the usual 11. It’s about having a management team that understands your individual circumstances, and lets you tailor your working day appropriately.

At New Street Group flexible working can take the following forms:

– Home working

– Part-time

– Job sharing

– Glide time

– Sabbaticals

Over the years they’ve worked hard to attract and employ proven and experienced professionals who can be trusted to work autonomously. This is why flexibility is more of a possibility.

Many of their staff have demanding commitments outside of work, such as childcare or training, and they do their best to accommodate them. Fitting work around your personal life, not the other way around.

It’s quite a forward thinking and refreshing attitude in recruitment, that benefits their employees, and equally the business.

Woman Laptop Bed

Examples in Real Life

Helen was able to work four days a week when she came back from maternity leave.

“The business understands I’m committed to them but have challenges to contend with; my husband works away running a business across Europe, which puts extra strain on childcare. Two careers in one house is never an easy option but the flex they have shown me in the two years I’ve worked here has increased my commitment to the business.”

“Working part time isn’t the easy option. It means working hard and smart. Short days means I have to focus and deliver in 6.5 hours what others deliver in 8. Flexibility from both employer and employee is paramount to success.”

Rob works from home on Fridays to stay connected to his children; through eliminating the commute time, he’s able to start work earlier and manages his time more productively.

David also takes advantage of glide time and working from home in the week which is supported by the correct use of technology.

“Flexible working is embraced throughout New Street Group. Glide time and a regular work from home day help me juggle childcare for two young children whilst working more efficiently. We enjoy a grown up culture – supported by technology like remote desktop access and VOIP telephony – which benefits the business and employees alike.”

Lisa enjoys glide time, which allows her to come home earlier and spend more time with her daughter before her bed time at 7pm.

“I requested to work half days on Wednesdays to allow me to spend more time with my daughter, as she had been in full time care since I started and I felt guilty that at weekends I was trying to spend time with her whilst also trying to do the housework, shopping etc.  Wednesday afternoons are now solely for my daughter.”

Is it Successful?

The short answer to this question is yes.

It’s extremely successful for the group, which has three different brands, but one unique and unifying culture. One of the biggest difficulties for many businesses in recruitment is retention. Keeping hold of staff that are successful and the driving force for revenue.

For New Street Group their flexible working policy has been instrumental in improving retention rate, increasing productivity and allowing for parents to find a better work/life balance. It’s perhaps surprising that many other businesses haven’t yet followed suit on flexible working policies.

In many cases there may be parallels to the workforce and management structure already in place.

younger average age may mean that management don’t trust their employees when not in an office. Perhaps a strange position given the complete meritocracy of the job. On the flip side, when you’re less experienced, exposure to an office environment is definitely conducive to success.

As recruitment evolves and the average age of the incumbents perhaps rises, surely more and more businesses will start to operate either remote working or fully flexible policies.

If you’re in a business that isn’t as agile and forward thinking as you need, it’s time for a change.