Keep recruiters recruiting

20-Aug-2008

Persuading clients to offer their staff flexible working can be a great way to boost business

Current economic uncertainty means we're seeing a reluctance to recruit — and a reluctance to move on the part of candidates.

Long commutes are no longer as acceptable as they once were, and the huge rise in the cost of motoring, as well as a yearning for better work-life balance, are making candidates think twice before making the leap. Flexible working may offer a way round for clients and recruiters will share the benefits by making more placements.

What clients need to know

Flexible working can be an extremely attractive recruitment tool, more important than even a big salary increase. In a study by Monster in 2007, nearly 90% of people said they would be more attracted to a role which included flexible and remote working.

Costs are also cut for employees, not least with transport savings. With fewer miles in the car or on the train, or even just more economical commuting away from peak times, employees stand to keep more of their hard-earned salary.

Flexible working can be highly motivational. Recent studies associate it with quantifiable improvements in absenteeism rates and job commitment, making it a key tool in retention and engagement strategies. There are also documented improvements in employee health, with reduced stress levels at work and at home.

Convince them to get it on paper

Formalising agreements is essential to avoid confusion and ambiguity. Get things written down, and don't forget to build in review stages and how you will monitor performance. According to one US study, 60% of organisations lack confidence in the ability of managers to successfully control flexible workers, further proving the need for clear guidance.

Get them to make it relevant

Although flexible working yields rewards, remember that it includes a range of options, from flexi-time to working from home and condensed weeks. Choose what is right for the business model as well as job roles. Studies show it works best for professional and managerial roles, but clerical and technical roles also work well.

Encourage them to shout about it

One of the main problems associated with flexible working is the so-called 'trust gap'. In businesses where flexible working already exists, it is often applied patchily and can cause resentment. Studies also suggest flexible workers can be considered to be lacking in commitment by their colleagues — so communicating policies effectively, and on an ongoing basis, is key.

Tell them the importance of keepeing in touch with their employees

Trust will also be improved simply by keeping in regular touch with flexible workers. This is particularly important in relation to promotion opportunities. You may also find that flexible workers offer a new perspective on work by developing more efficient working methods.

How you will benefit

Don't underestimate flexible working as a recruitment tool. Businesses with formal policies, strong communication and clear measurement processes stand to attract, retain and more effectively engage their staff.

If recruiters can persuade more clients to embrace flexible working, we can reduce the threat of stagnation in the job market and boost business by making it easier for candidates to move.



How your clients can successfully implement flexible working 

• Make it work for both the business and employee
• Be open about policies 
• Help managers to successfully manage flexible workers