How flexible is your company?
09 August 2019
Flexible working is rising up the list of priorities for people when considering a new role. For companies that embrace it and get it right it can vastly increase their attractiveness in the eyes of potential candidates so it’s a real key driver for getting the best talent; motivating them to be more productive and retaining them.
Newer technology, the 24/7 world we now live in and the changing view on the role that a job should play in an employee’s life, are altering the landscape of working from the traditional 9-5pm to a more flexible arrangement.
According to a flexible working report by Hydrogen, ‘My Family Care’ flexible working is now the No.1 policy and benefit sought after by job seekers. Their findings show that 81% of people looking for a new role would look for flexible working before joining a new company and 53% would choose work flexibility over a 5% pay increase. It also reveals that 24% of people have turned down a job because of lack of flexible working.
What is ﬂexible working?
Flexible working is the name given to any type of working pattern which is different from the existing one.
Flexible working arrangements may include:
• Changing from full-time to part-time work
• Making your working hours to fit in with, for example, school hours, college hours or care arrangements
• Compressed hours, that is, working your usual hours in fewer days
• Flexitime, which allows you to fit your working hours around agreed core times
• Home working for part or all of the time
• Job sharing
Flexible working in the Healthcare Communications sector
It is great to see some of the key players in the Healthcare Communications Sector offering flexible working as a standard benefit. However, there are still many companies who are not seeing the benefits or the need to offer this to all existing and/or potential employees.
Flexible working can deliver significant cost savings to a business by cutting office space, while providing a better work-life balance, reducing sickness and absenteeism. Flexible roles can also help businesses as their employees can share and develop their skills through the experience of working within multiple teams. The same goes for skills retention, since greater workplace flexibility helps the business to keep hold of talented team members, especially in the event of life-changing events such as long-term illness or parenthood.
All top performing Healthcare Communications professionals have specialist skills, knowledge and experience that leading businesses need and want. Economic changes are on-going and unemployment rates are declining resulting in fewer candidates for open positions. All Hiring Managers tell us their roles are much harder to fill; significantly more so then only 2-3 years ago. This is unlikely to improve anytime soon, and with the upcoming retirement of the baby boomer generation, the workforce will become smaller still.
In addition, increasing scarcity of good talent in the market means candidates have options. This means that they are not likely to participate in a hiring process that doesn’t value their effort and time. With flexible working being one of the main drivers potential employees are looking for, all companies will need to address this or risk the rest of the sector leaving them behind.
So in a very candidate driven market employers need to be as flexible as possible to attract PRIME talent in our sector.
If you are a company that wishes to discuss flexible working or a candidate looking for a new role and want to know what flexible working opportunities we have available then please do get in touch.