A report recently issued by the Recruitment and Employment Confederation (REC) suggests that more bosses within companies need to be far more adaptable across their workforces.
The REC questioned nearly thirty businesses about their family friendly policies. They are placing more emphasis on businesses to be aware of supporting flexibility which will in the long term provide them with more of a competitive edge.
In addition to advancing in their market space, companies could benefit from an increase in productivity, boost morale during these difficult economic times and reduce absenteeism. Business do fail to realise that by eroding talent and top performers through non flexible working, can hinder their business position in the long run.
The improvement of flexible working needs to be instilled amongst the managers firstly and teach them how to lead their teams effectively so that everyone across the company will benefit. This is really the time now to encourage businesses to embrace such changes.
Posted in Flexible working
More and more businesses are becoming increasingly under pressure to offer board room positions to more women by 2020. It appears that females at the top can help enforce family friendly policies by promoting equality to run down through the organisation.
These two points, females in board rooms and better family friendly policies continue to raise their heads and are becoming more evident at needing to increase.
A client development expert at Talking Talent, Nicola Jones suggests "we encourage companies to start at the top and look at what they are doing at a senior level." Supporting this argument are suggestions that businesses can achieve better commercial results from keeping hold of their female talent and not erode this population through not implementing family friendly working environments.
Recruiting expert Hays, Yvonne Smyth, Director says " Companies need to have a real belief that diversity will make a difference to the bottom line - there has to be good role modelling at the top so people can look up and see that is can work." "There are real commercial implications in losing people," says Yvonne Smyth. "Studies have found that age 29 is when women tend to drop off. All of that investment has gone into these women is just starting to pay off."
What businesses are too afraid to realise is that by recruiting and training new staff actually far outweighs the maternity costs. Where companies have invested in females throughout their career, they would be better to retain this knowledge and skill than erode away by not supporting more flexible working policies.
Posted in Flexible working
A study from the London Business School found that although working remotely may be a growing trend, it may actually be hindering chances of progression.
Interestingly, a lack of "passive face time" could stifle career progression by way of promotion as face-to-face interaction is deemed a successful way to measure leadership skills and dependability.
Even as a not so great performer, being office based when carrying out your daily working duties you will be deemed to be "responsible" and "dependable". Unfairly, being visible will earn you a description of "committed" and "dedicated".
We saw this summer, businesses demonstrate successful flexible working practices during the Olympics so we hope such a report will not dampen this.
There are some key tactics which could be applied to assist with remote working, such as sending voicemails and emails early or late could demonstrate job dedication.
Most companies who operate flexible working successfully have used "objective output measures" to effectively appraise their staff regardless of working in the office or at home.
Posted in Flexible working
New research has discovered that inflexible working practices are hindering career progression and employment opportunities of single parents.
Single parents classify an understanding line manager, part-time or flexible hours and a workplace close to their children's nursery or school as job priorities when seeking flexibility.
The survey carried out by Gingerbread identified that job opportunities with flexibility were limiting single parents. Over a third of the parents questioned claim that flexible hours were ideal so that they could continue working and also take responsibility for their caring duties.
During the survey a further in-depth study looked at how many parents have traded responsible careers and higher pay for flexible working hours. This is quite a common trend.
The chief executive of Gingerbread, Fiona Weir says that "single parents want to work, provide for their family and be a role model to their children but are being held back by a lack of jobs that enable them to work flexibly".
She goes on to say "more jobs that are flexible and accessible to all prospective staff plus affordable, modern childcare options could transform the lives of millions of working families across the UK, not just single parents and offer real benefits for employers and our economy".
These working arrangements are also beneficial to the employers too, such as home-working, staggered hours and jobs shares. The main positive outputs in study's show that their is higher employee morale, productivity and retention.
No matter how confident or well researched you are, nerves may always be a part of any interview. It is completely normal to feel nervous and in fact studies show that the more humane you come across the more you will demonstrate if you are right for the job.
Confident or not, here are some key points to consider when communicating which may make you shine above the rest….
Do your research
When meeting with a potential employer they will be interested to know how much you actually know about their company. You really should be able to understand their culture, growth plans, financial news and history. Knowing the headcount size isn’t really enough. Demonstrate that you have done your homework by reciting some facts and figures and show you understand their services/products.
Demonstrate your achievements
In today’s market employers are going to take their time in looking for the right person. With costs conscious businesses, investing in the best person for the job is key. You may be one of many attending an interview so ensure you stand out.
Being able to measure your success by examples will be more valuable than providing phrases, which tell the employer what you have done. If you feel that your management skills are a real strength, then you may wish to explain how you led a team and perhaps how they achieved high results compared to previous performances.
Promoting your skills
Your CV is a snapshot of your working history and credentials and it isn’t always possible to fit everything you have achieved on there. Even if you have taken a career break to raise your family you will probably have been acquiring skills along the way without even realising. For example, apart from working in a corporate environment, you will may be involved with groups at school, church, volunteering for organisations etc. They all require a level of skill when making a contribution, so remember what these are and have on you CV and on a list to hand when preparing for your interview. Again, if you haven’t a specific skill required for the job i.e systems, projects etc, think of a scenario to demonstrate a comparable example where you can confidently transfer the experience.
Smile and be positive!
Did you know, that a positive attitude and ability to smile, can often sway an employees decision to hire, even if there are candidates who have more skills for the job? In this climate, businesses need people they can rely on and are willing to add value to their role. If the role offers flexibility this is your chance to offer willingness and in return create a role that provides you with the balance you are looking for.