By Nikki Slowey, co-founder and director of Flexibility Works
It’s never been so crucial to have the right people with the right skills and experience in your teams. Yet many employers are facing recruitment crises with some roles persistently hard to fill. The squeeze on employers is palpable right now.
To us at Flexibility Works, shouting about any flexible working you offer while recruiting will help you find more quality candidates. But too many Scottish businesses are still failing to do this, despite offering good flexibility to existing employees.
Skills shortages
The need to improve how we recruit people is clear. Seven in ten Scottish employers have skills shortages right now, according to a survey by the Open University and British Chambers of Commerce. And the CIPD in Scotland’s Gaps and Opportunities report shows that 77% of Scottish employers have job vacancies, and 41% have hard to fill vacancies.
Professional occupations appear to be hardest hit but, through our conversations with employers, we hear time and again that all sectors encounter challenges finding the right people, whether they’re looking for specific skills, or more diverse candidates.
Rising expectations for flexible working
The pandemic has undoubtedly given people a greater taste of flexible working with our recent Flex for Life report showing almost half (49%) of all Scottish workers saying they work more flexibly than pre-COVID.
More than eight in ten (84%) Scottish workers either already work flexibly, or would like to. Interestingly, our research shows seven in ten want more flexibility. This includes people who can’t currently work flexibly and those who have some flex but would like more. And they’re willing to change jobs to get it.
Of Scottish workers thinking about changing jobs, more say flexibility on time or location is an important factor (64%) than those who cite salary (60%). These figures are mirrored across frontline and non-frontline roles.
The desire for flexibility over salary rises among parents and people with a disability, and it’s highest among people who are currently unemployed. Recruiters take note when looking for pools of untapped talent.
Add in the fact that more than a quarter (27%) of Scottish workers who’ve changed jobs since the start of the pandemic said they moved for more flexibility and a better work life balance – and it’s clear how attractive flexibility is for job seekers.
Lack of flexible jobs
Just 44% of Scottish employers told us they advertised roles as flexible, while nearly a third (31%) said they never did this.
Flexible working consultancy Timewise analysed more than 340,000 Scottish job ads last year and found just 27% mentioned any form of flexible working.
There’s a myth that people will ask about flexible working during recruitment, if they want it. But the reality is, they usually don’t. They just don’t apply in the first place.
Benefits for employers
Flexible working isn’t just about being nice. Pursuit Marketing, a demand-generation and telemarketing company based in Glasgow, rarely pays to advertise roles now. Existing staff share job links with family and friends, and the company receives speculative applications all the time because it’s renowned for flexible working, and a four-day week on full pay in particular.
Insurer Zurich has seen a significant boost in applications and success in recruiting more women into senior roles. Since it started advertising all roles as a potential part-time, job-share or full-time opportunity with flexible working, all applications rose by two thirds. Nearly one in four (23%) women hired in the last year have opted for part-time working, including in senior roles that weren’t previously available on a part-time basis.
And by increasing home and hybrid working, the General Teaching Council for Scotland can now recruit a much more geographically diverse workforce, rather than being Edinburgh-focused. As a national body, representing teachers across Scotland, this is helpful.
How to change
If you’d like to be more up front about flexible working in recruitment, here are our top tips:
- Think about whether roles are dependent on time or location, or whether workers could have more choice and control over these. Lloyds Banking Group created a role design and agile hiring toolkit, which along with training for managers, has helped managers think about what sort of flexibility could be possible, and this is included in all recruitment materials.
- Flex on time is also really important, especially for the four in ten Scottish workers who can’t do their jobs from home. Consider part-time working, flexitime, compressed hours and term-term working.
- Small changes can make a big difference. Roles don’t need to be fully remote, or a free-for-all on hours. Flex such as being able to start or finish at slightly different times, or make up time in the evening, can make a big difference to how people feel.
- Clearly state any form of flexibility in job adverts and role descriptions and be specific about the way it can flex. Include information about flexible working on your website too. Edinburgh-based technology firm PODFather does this nicely. You don’t need a whole policy document.
- You’ll be more successful if flexible working is part of your organisation’s culture. This includes getting buy-in from senior managers, and often providing training for line managers to help them understand the business and personal benefits of flexible working.
- Showcase your flex credentials by supporting the CIPD’s Flex From 1st campaign on your website and social channels. The campaign aims to make flexible working more equal, and a ‘day one right’ for workers.
