Category Archives: Flexible Working

Business, Flexible Working, Hybrid Working, News

Hybrid Work Revolution: 72% of Business Leaders Back Flexible Future

Speakers Corner survey reveals key insights on work-life balance and productivity in UK businesses

(London, United Kingdom), Tuesday 13th August 2024: A recent survey of UK business owners and directors has uncovered significant trends in workplace productivity and employee well-being, with a strong focus on work-life balance and hybrid working models. The findings emphasise the growing importance of work-life balance and flexible working arrangements in today’s business environment, with 72%[1] of business leaders surveyed recognising the benefits of hybrid work models. Furthermore, the statistics surprisingly show a consistency of opinion across different age groups of business owners and directors.

The nationwide survey, commissioned by Speakers Corner, drew responses from 500 business owners and directors with at least 20% equity, for companies with at least 100 employees. Key findings include:

Hybrid Work Models Support Work-Life Balance

  • 72%1 of surveyed business leaders agree that a hybrid workstyle offers employees greater work-life balance.
  • 38% strongly agree with this statement, while only 5% disagree[2].

 

Age-Related Perspectives on Work-Life Balance

  • 57% of business leaders surveyed aged 45-54 and 59% of those aged 18-24 prioritise work-life balance and employee well-being.
  • Slightly fewer (53%) of those aged 25-34 share this focus.

 

Underutilised Strategies for Productivity Improvement

  • Less than 30% of business leaders surveyed consider the following strategies to enhance workplace productivity:
    • Reducing employee turnover (28%)
    • Adapting to neurodivergent individuals’ needs (27%)
    • Streamlining decision-making processes (26%)
    • Exploring outsourcing opportunities (26%)

 

Gender Differences in Promoting Work-Life Balance

  • 59% of female business leaders surveyed encourage work-life balance and employee well-being to boost productivity.
  • In comparison, 51% of male business leaders surveyed adopt this approach.

 

Nick Gold, Managing Director, Speakers Corner, said; “Whether we like it or not, it’s evident that hybrid work models are here to stay. What’s particularly interesting is that our survey findings highlight the consistency of opinion across different age groups of business owners and directors. Whether you’re looking at Gen-Z leaders in their early 20s or Gen-X leaders in their 50s, there’s a shared understanding of the importance of work-life balance. Ultimately, this generational alignment suggests that flexible working arrangements are becoming a universal expectation in the modern workplace, transcending age barriers.”

The survey also revealed potential areas for improvement in addressing employee needs and optimising workplace productivity, such as reducing employee turnover and boosting inclusivity. These low percentages (all under 30%) suggest that many business leaders may be overlooking these strategies as ways to improve productivity and address employee needs.

“So why is this important? If leadership teams look at how they can address employee needs this will go some way towards retaining valuable employees longer, shaping a welcoming and productive environment for all employees, improving decision-making processes, and accommodating diverse working styles.

—

References

[1] ‘Somewhat agree’ and ‘Strongly agree’ answers combined.

[2] ‘Somewhat disagree’ and ‘Strongly disagree’ answers combined.

Flexible Working, HR, HR News, News, Swansea

Almost half of workers in Wales want more flexibility – and almost 1 in 4 with children would consider term-time-only working, according to new survey

  • New survey from YouGov, commissioned by Amazon, explores Welsh views on workplace flexibility 
  • While 45% of workers in Wales would like more flexible working options from their employer, more than one in three workers (38%) say they have NO option to work flexibly at all 
  • Almost one in four (23%) of all parents with children aged 18 and under would consider term-time working; an innovative option recently introduced by Amazon for its Operations employees in Swansea and across the UK 

 

One in 3 parents want flexible working – over a third say employer offers zero flexibility

As parents across Wales plan ways to keep their children active and entertained during the school holidays, new research reveals that almost one in three working parents in Wales would consider term-time only working to improve work/life balance.

A YouGov poll commissioned by Amazon, reveals almost half (45%) of working parents in Wales want more flexibility in their jobs, while almost one in four (23%) parents in Wales said they would consider switching to a term-time contract.

Furthermore, more than a third (38%) of those questioned in Wales say their current employer offers no opportunity to work flexibly at all.

 

Amazon say their term-time only jobs help employees and their families

The survey follows a recent expansion of Amazon’s own ground-breaking term-time working option which aims to help employees and their families. The flexibility guarantees time off during the summer, Christmas and Easter school holidays for parents, grandparents and guardians of school-age children.

Launched as a response to employee feedback, term-time working is now available to thousands of people across Amazon’s operations network following a pilot in the company’s larger fulfilment centres to understand how the option could better support families during school holidays.

The company also recently introduced Amazon Anytime; a flexible part-time contract for a minimum of 80 hours a month, which lets employees pick and mix the shifts which suit their needs – part-day or full-day, day or night, weekday or weekend.

 

The new survey also reveals:

  • Three quarters (72%) of working parents in Wales say flexible working is a priority when thinking about their next job
  • A better work-life balance (58%) and less commuting (54%) are the top perceived benefits of flexibility for working parents in Wales

 

Swansea Dad: “Flexibility has a very positive impact and creates a great balance in the family unit”

David Brownhill (pictured with his daughters above) works at Amazon’s Swansea Fulfilment centre. The single dad, who has twin teenage daughters, joined Amazon six years ago after being made redundant from a previous job. He switched to a term-time contract last year and explains this gives him the stabilisation and flexibility he needs to prioritise his family. He says the contracts means he has ‘prioritised his children’ and it’s important they ‘know he’s there’.

“I’m turning 50 over the summer and we’re going to try and do something really special. One daughter will be abroad – volunteering for a time – but we’re trying to get away. We’re thinking about Egypt, but we like Cornwall too. It’s all about spending this special time with them before they’re older; creating more great memories after some challenges we’ve experienced.

“This contract takes so much pressure off, particularly as a single parent, when you’re managing a number of conflicting priorities. I’m trying to do the best I can for my kids and this flexibility gives me certainty.

“Before Amazon, my previous job took up much of my life and I lost some of the magical times with them when they were young. As I’ve got older my mindset has changed and I’m trying to catch up and be there more. This flexibility has a very positive impact and creates a great balance in the family unit. We’re all happier for it.”

 

John Boumphrey, Amazon’s UK Country Manager, said: “These findings clearly demonstrate the huge importance of workplace flexibility, and why it matters so much to employees in Wales and across the UK. At Amazon, we’re always listening to our employees and innovating for our people, and we’re delighted to offer these ground-breaking contracts to help provide employees and their families more flexible options.

“We have a variety of different full-time and part-time contracts, and we’ve also provided a four-day working week for our fulfilment centre employees for many years. Term-time working and Amazon Anytime are examples of how we continue to use feedback to support our people, help with childcare needs, and give families more time together.”

 

Amazon employees can also take advantage of Amazon’s pioneering Career Choice programme, which pre-pays up to 95% of costs for nationally accredited courses in high-demand fields (up to £8,000 over four years), regardless of whether the skills are relevant to a career at Amazon.

Competitive pay, comprehensive benefits and a modern, safe and engaging work environment are provided for Amazon employees. The roles pay a minimum of £12.30 per hour depending on location, as well as up to £33,500 a year for degree-level apprenticeships. All employees can also benefit from a package that includes private medical insurance, life assurance, income protection, and an employee discount – which combined are worth thousands annually – as well as a company pension plan.

Amazon has been named as a ‘Top Employer UK 2024’ by the Top Employer Institute, one of the world’s most prestigious certifications in the field of human resources management. This award recognises Amazon’s commitment to the development and well-being of its employees. In addition to the UK accolade, Amazon has also been certified as one of the Top Employers in Europe for a second consecutive year.

Amazon was also recently ranked first in the top 50 employers of veterans in the UK by the GREAT British Employers of Veterans, a comprehensive benchmark of the leading companies that employ veterans.

 

Flexible Working, News

Amazon Swansea Expands Term Time Working as Families Prepare for Christmas on Innovative Contract

  • Swansea families plan Christmas on unique new contract which guarantees time off during school holidays for operations employees
  • The innovative working pattern has now been expanded and figures show around two thirds of those currently term-time working are mums and grandmothers while dads and grandads make up the other third

 

Two Swansea parents are among hundreds of Amazon employees in the UK planning their first Christmas after joining the company’s innovative new term-time contract.

Launched earlier this year the contract, which remains a unique UK working option, guarantees time off for the Christmas school holidays, as well as Easter and the longer Summer break, without affecting a comprehensive range of benefits, including private medical insurance and life assurance.

Two-thirds of those who’ve signed up so far are mums and grandmothers. Dads and grandads make up the rest and one is David Brownhill, from Swansea.

David Brownhill and his twin teenage daughters

David joined Amazon’s Welsh fulfilment centre five years ago following redundancy from a previous role. The single dad, who has twin teenage daughters, says the contract is exactly what his family needs:

“I’m trying to do the best I can for my kids and this flexibility gives me certainty. I can spend the time I need to with them and with life being so busy, it’s one less thing to think about.

“As I’ve got older I’ve become a lot more reflective of the past and the importance of time together. I spent a lot of time away when the children were younger and this contract helps me to make up for that and spend a lot more time together now.”

 

Based on employee feedback and initially launched in Amazon’s larger fulfilment centres, the contract – which is aimed at better supporting family needs – has now been expanded to include thousands of employees in the company’s network of delivery stations as well.

David said: “We’re looking forward to Christmas and it means a lot to me to be able to plan and make those memories. It’s a stabilising effect, and it helps to give my kids the consistency and wellbeing they really need, so they can focus on what’s important to them.”

 

Veronica Perez also works at Amazon’s Swansea fulfilment centre and is a mum of three young boys:

Veronica Perez and her three boys

“I recently came back from maternity leave and went straight on to a term-time contract – I couldn’t believe it at first. It’s exactly what we needed and it takes a lot of pressure and cost off the family.

“I know I have the security that I’m going to be with my children and I don’t have to search for a holiday club or ask for help from others. This is my first Christmas on the contract and I’m looking forward to spending time with the children; not thinking about who I leave them with, and just enjoying the holiday together.”

 

A flexible part-time contract, with a minimum of 80 hours per month, is also now available to thousands of additional employees following its launch earlier this year. Amazon Anytime lets employees pick and mix the shifts which suit their needs; part-day or full-day, day or night, weekday or weekend. The contract is also aimed at supporting people who are unable to find work due to family or other commitments that require flexibility, return to the workplace.

Employee Benefits, Flexible Working, News

Research: tension between needs of parents, managers and leaders stops ‘frictionless flexibility’ in the workplace

  • Three main stakeholder groups expect different things from flexible working, creating tension and friction
  • 57% working parents say flexible working arrangements are ‘inadequate’ while 81% of managers lack training and right tools to support flexible working arrangements  
  • 55% of managers say that flexible work is available to employees at different levels within their organisation, impacting equity and trust
  • “Parents want autonomy, managers want predictability and leaders want growth”

Flexible working needs to balance the requirements of all stakeholders – not just one group – in order to be truly successful, says From Another, which helps organisations and individuals manage flexible work.

With three main stakeholder groups – parents, managers and leaders – having different expectations from flexible working, there’s a danger that opposing needs can result in friction and dissatisfaction leading to reduced productivity and low retention rates.

Following 110 hours of listening exercises over a 12-week period where From Another heard from 350 stakeholders about attitudes towards flexible working arrangements, potential conflicts of interest between all three main stakeholder groups were revealed. This provides clues as to how organisations can implement frictionless approaches to flexible working.

The From Another Frictionless Flexibility #1: Balancing the Needs of Employees and Managers report revealed that of the 70% of working parents who had access to flexible work arrangements, only 57% agreed that these arrangements were adequate for their needs. Additionally 81% of managers agreed that managing flexible work requires a different skillset to managing non-flexible work arrangements, however 44% did not feel they had the right training, tools and support for their needs.

The research also found that flexibility friction can be reduced by investing in relationships and training, being clear about objectives and agreeing boundaries of flexibility in advance.

Jess Lancashire, CEO of From Another, said:

“Our research shows that when it comes to flexibility, parents want autonomy, managers want predictability and leaders want growth. These different needs cause natural tension because they’re all pulling in different directions, eroding productivity and retention.

“But flexibility is not a one-way street. It needs to be broken down into different perspectives so we’re not just focusing on one group, but all three. It’s about looking at the set of different, nuanced relationships and looking at how you can balance those different needs. It’s important to find ways to empower team members to articulate their needs and then find mechanisms to help balance these against the needs of the organisation.”

The From Another report also highlights the imbalance within organisations when offering flexibility, as more than half of managers (55%) say flexible work is available to employees at different levels. This has an impact on equity and trust – lesser-known but crucial factors that often outweigh the emphasis on the specific time and place of work.

Jess Lancashire explained:

“Trust and equity play key roles in harnessing the benefits of flexible work while minimising the disbenefits. Trusting employees to manage their time and complete work in a way that suits them best encourages them to take ownership of their responsibilities and perform at their highest potential. When it comes to equity, organisations can provide, for instance, additional family leave days for parents to manage their children’s sickness. This inclusivity sends a strong message that the organisation values the diverse needs of its employees.

“By transparently communicating the rationale behind such benefits, organisations can help non-parent employees understand the importance of supporting working parents and how it contributes to a healthier, more balanced workplace overall. This also works towards resolving some of the problems faced when it comes to bias in the workplace”.

Frictionless Flexibility #1: Balancing the Needs of Employees and Managers report is based on listening exercises of over 110 hours, explores what flexible work truly means and innovative ways of approaching it.

It explores:

  •   Tensions between three main stakeholders – parents, managers and leaders.
  •   What can happen when these tensions are out of balance.
  •   How to make flexible work a success.

Download your copy here.

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About From Another

From Another delivers practical solutions to help employees, team leaders and organisations manage flexible work.

From Another’s team of experts, including business experts, an anthropologist and a counsellor, work with all people in an organisation – individuals, line managers, HR and leaders – to create productive and empathetic working environments. This supports recruitment, retention, engagement as well as diversity, equity, inclusion and belonging.

It does this through a research-led eco-system of courses, listening programmes and support that align with people’s and organisations’ objectives.

  • Individuals take courses to navigate and excel at work-life as their family grows, as well as participate in research to talk about their personal experiences.
  • Employers can support their employees and managers with courses and processes to maximise productivity and wellbeing. They can learn from anonymised insights and conduct From Another research to hone in on their specific circumstances and needs.

Flexibility at work isn’t about time and place. It’s about trust. From Another’s mission is to reimagine flexible work for 1 million families and 10,000 employers by 2030.

Accountancy & Accounts, Flexible Working, Hybrid Working, International Women's Day, News

ACCA calls on employers to continue to progress flexible working on International Women’s Day

As employers around the world today mark International Women’s Day, ACCA is emphasising the importance of flexible working and training in accelerating diversity.

Remote and hybrid work, education and training are proving invaluable in extending access to opportunity and ACCA is calling on employers to maintain the momentum.

Following the completion of a major piece of research surveying 8,000 finance professionals around the world, ACCA has found most people want hybrid working, believing it makes them more productive, with additional benefits reported by women.

ACCA’s 2023 Global Talent Trends report found that while men and women valued hybrid working almost equally (at 88% and 86% respectively), women felt the benefits of remote working more significantly, with 73% of women saying they felt they were more productive when they worked remotely, in comparison to 66% of male respondents.

Findings of the research suggest hybrid working also leads to better outcomes overall in terms of mental health and retention, with hybrid workers less likely to leave their organisations. But employers are still working through the potential impact on teamwork and collaboration.

Women felt better able to manage the impact of remote working on collaboration and engagement, with a lower percentage reporting they found collaboration harder when working remotely (43% in comparison to 52% of male respondents), or that they felt more disengaged.

 

ACCA Chief Executive, Helen Brand OBE, said: “Flexible approaches to working are bringing significant benefits to all, but can be particularly helpful to those where geographical, financial or additional commitments create restrictions that can impact on working location or hours.

“The cultural changes brought about by the pandemic, along with evolving technology, mean remote work and study is now an option for a greater diversity of people. As employers consider the culture of their organisations, it’s important this inclusivity benefit is kept front of mind.”

 

While not all work and study can be undertaken remotely, such as in the healthcare and construction sectors, increasing flexibility and access where it is an option can increase diversity. ACCA is committed to enhancing inclusivity for its members, and future members, and remote learning and exams also plays a part in extending the opportunity of professional careers to many more people.

 

Lloyd Powell, Head of ACCA Wales, said: “E-learning has brought extra flexibility to study, giving people who live in more remote areas, or with challenging commitments outside of study, the scope to build education into their lives. It opens up the promise of a profession to many who might have been excluded until now.”

 

Download the full ACCA Talent Trends report here.

 

Find out more about ACCA’s International Women’s Day activities here.

Flexible Working, HR, HR News, News, Remote Working

Alludo Global Survey: Leaders Say They Support Remote and Hybrid Work for Their Teams—the Data Tells a Different Story

Findings highlight the disconnect between the freedom offered to people managers (63%) versus individual contributors (40%) to work remotely

Alludo, a global technology company helping people work better and live better, released survey results that highlight a clear divide in the freedom and flexibility that global management teams have versus individual contributors. While the majority of respondents agree that remote and hybrid work is here to stay, only 40% of non-managers have the freedom to work remotely compared to 63% of people managers* who can work from anywhere.

The Alludo survey data shows that leadership has been slow to adopt change across all levels of the organization. Making the shift to a remote and hybrid work model requires a fundamental shift in the way leaders lead. In this new world, the employee-manager relationship is built on trust, and outcomes are the true indicators of success. Employees are no longer constrained by bureaucratic processes and micromanaging––a bottoms-up, “people-first” approach is needed instead of the command and control of the past. This concept is called Work3, an idea championed by Alludo during the company’s recent rebrand. Work3 is a shift in work culture that supports the notion that all employees should have the freedom and flexibility to choose where, when, and how they do their best work.

Copyright: Alludo

“True leadership isn’t about getting people in a room to do what you want,” said Christa Quarles, Chief Executive Officer at Alludo. “It’s about giving employees the room to deliver amazing results. The last few years have proven that knowledge workers can be productive at home. It’s time for leadership teams to leave the mandatory 9-to-5 office experience behind and recognize that freedom and flexibility are key to not only working better but living better.”

In addition to where they work, employees want flexibility in when they work. The survey data confirms that three-fourths (74%) of employees no longer want to work a standard 9-to-5 day. However, almost half (47%) of non-managers still work standard hours compared to nearly one-third of managers. Again, this highlights the gap in the freedom offered to individual contributors versus managers, with the former having less flexibility when it comes to determining when and where they work.

To be successful in the remote and hybrid world, leadership needs to create a cohesive vision, outline clear expectations and outcomes, and give their employees the freedom and flexibility to decide when, where, and how they do their best work. The reality, however, is a far different picture. The survey data shows that C-level executives believe they have adapted to the new way of managing, but non-managers disagree.

  • 58% of C-level executives believe their company has changed the way remote and hybrid employees are managed.
  • But 57% of non-managers disagree and say leadership has not changed their management style and 28% indicate they are still micromanaged.

If leaders do not evolve their management style to give their employees more freedom and flexibility to choose where, when, and how they work, data shows that 43% of individual contributors would consider quitting or even changing careers––that’s nearly half!

The survey polled 2,034 global knowledge workers who could effectively do their jobs remotely.

To download a copy of Alludo’s Work3 Survey Report 2022, click here.

To learn more about Alludo’s recent rebrand and what it means for the future of work, click here.

*People managers include C-level executives, vice presidents, directors, and team managers.

About Alludo

Alludo™ is a global technology company helping people work better and live better. We’re the people behind award-winning, globally recognizable brands including Parallels®, Corel®, MindManager®, and WinZip®.

Our professional-caliber graphics, virtualization, and productivity solutions are finely tuned for the digital remote workforce delivering the freedom to work when, where, and how you want.

With a 35+ year legacy of innovation, Alludo empowers all you do, helping more than 2.5 million paying customers to enable, ideate, create, and share on any device, anywhere. To learn more, visit alludo.com.

 

Flexible Working, News

Steve Herbert, Head of Benefits Strategy, Howden Employee Benefits & Wellbeing, considers the implications of flexible working ‘as a default’

Steve Herbert said, “Much has been made of the Conservative party 2019 manifesto commitment towards making flexible working the “default” for employment.  Yet flexible working is a far wider animal than just working at home – and in pre-pandemic world the commitment was almost certainly intended to encompass changes in working patterns and hours to support employees as they balance home and work commitments as much as (or more than) a change to home-working locations. Nevertheless it is clear that after 16 months of home working many (predominately office based) employees feel that they have demonstrated that they can indeed be trusted to work from home and remain as productive – or even more productive – as they were in their pre-pandemic jobs and locations.  Indeed a CIPD survey published in September last year found that 81% of employees expect to work from home at least 1 day a week post-lockdown. 

 “Employers recognise the benefits of this approach too.  The same survey identified that 70% of employers were intending to expand or introduce working from home.  And official figures from the Office for National Statistics (ONS) published in the last few weeks suggest that employers see the benefits of reduced overheads, increased productivity, wider recruitment reach and – importantly – both reduced sickness levels and improved employee wellbeing too.

 “Yet home working does bring new challenges for employers – one of which is how you identify and/or support employees who are struggling with their physical, mental, or financial wellbeing.  The key here is to ensure that suitable support is available wherever the employee may be based.  It follows that the trend towards digital and remotely accessible tools seen prior to the pandemic will continue and accelerate, and employers should seek to ensure that all their benefits support workers wherever they may be based.

 “The other key component of the debate is ensuring that benefits provided are equally attractive to home and location-based workers.  Providing benefits with a “geographical” bias (for instance free membership of a gym situated next to the employer’s head-office) might be a nice perk for those based there, but conversely could be seen as a disincentive for those that are not able to use it.  So the provision of flexible benefits will help ensure that all workers can see the value of their benefits package wherever they may be working from.”

Business, Flexible Working

Empty Flintshire site transformed into revolutionary business centre in pandemic

A RUNDOWN building is being transformed into a revolutionary Covid business centre by the team behind a leading marketing and IT company.

NorthWales Media has been renovating an empty former supermarket site on Church Street in Flint.

The firm, based on the town’s Market Square, has invested £200,000 and plans to unveil services including a recording studio, board room, games area, makeover space, a sensory perception suite, ‘Zoom Rooms’ for video conferencing and IT, exhibition and hot desk facilities.

With a focus on safety and security in light of the Coronavirus pandemic – and providing visitors with a carbon neutral environment – director Phill John has a sustainable vision for the iconic site.

“This building has a lot of history and had many different uses over the years, but it has been neglected for a long time,” he said.

“It’s one of the first things you see when you drive into Flint and also off the train, so utilising it in a positive way will have a big impact on the area.”

Phill added: “Covid-19 delayed our proposals, but work is well underway, and I’m delighted with how well the idea has been received.

“Virtual platforms and technology have been vital over the last year – and will continue to be – but people do still want human interaction and contact, for their mental health especially.

“By providing a happy, fun and safe environment to do business and network with other organisations, we can deliver that.”

Raised in Blaenau Ffestiniog, Phill is a former marine design engineer who launched NorthWales Media in 2008.

Primarily a retail and computer programming venture, the company is now an IT and marketing managed service provider and employs 14 people, with many more in the local supply chain.

He wants to expand and increase the workforce to 20 staff by the end of 2022 and is inclusive and selective as to who enters the fold.

“As someone with dyslexia I’ve faced challenges and am fully aware of the obstacles and barriers people face every day,” said Phill.

“We employ several people with disabilities and are a diverse group, which is the way it should be.

“Our ethos is to be there for people, including the clients we have in a variety of sectors, in the heart of a community deserving of support and investment.”

He added: “It does buck the trend, opening a business centre while many corporations close their doors and remote working is on the increase, but there is a need for balance.

“We will provide that by offering hot desks and meeting and conference facilities with social distancing in place until restrictions ease and we return to normality, whatever form that takes in the years ahead.

“There will also be virtual tours in advance of opening so people can see for themselves what is on offer.

“And it will be accessible for all at a low cost so charitable organisations as well as businesses can be a part of it.

“Ultimately, we want to bring a smile to people’s faces and join forces in recovering from this difficult and unprecedented year – and we want to do that together.”

For more news and information from NorthWales Media, visit www.northwalesmedia.co.uk

Flexible Working, News, Remote Working

The ‘hybrid workplace’ signals virtual recruitment is here to stay says Nicolas Speeckaert from skeeled

The COVID-19 pandemic has accelerated flexible working trends and ‘hybrid working’ is set to become the norm for many companies, cementing the role of virtual recruitment post pandemic, according to Nicolas Speeckaert, co-founder and director of skeeled, a provider of AI predictive talent acquisition software.

A recent survey from digital workplace firm, Claromentis[i] revealed that after the threat of the pandemic subsides almost three quarters (73%) of UK knowledge workers want a ‘hybrid’ working arrangement, splitting their time between home and the office. Of the 73%, the average employee wants to work from home for around two thirds (64%) of their working week and spend around a third (36%) of their time working from the office.

Nicolas says, “Flexible working trends were progressing prior to Covid-19, but some employees are keen to continue, and this will require them to review their processes and in particular their recruitment strategies. For example, BP recently told at least 25,000 employees around the world they will be expected to work from home for two days per week after the pandemic in a permanent shift to flexible working.”

“The pandemic was an ideal testing ground for virtual recruitment and showed employers that it is possible and effective with the right tools. Using digital recruitment solutions employers can streamline many of the repetitive and time-consuming processes, particularly in the early stages of recruitment in attracting, sifting, and selecting candidates for interview.

“Working in different locations doesn’t need to be a barrier to recruitment or slow the process down. Many companies embraced digital recruitment throughout the pandemic and are now set to continue recruiting this way.”

Insights from LinkedIn[ii] at the start of 2021 highlighted that 81% of talent professionals believe virtual recruitment will continue post-Covid and 70% say virtual recruitment will become the new standard.

Last year, recruitment outsourcing company Cielo[iii] also highlighted that most employers are now comfortable using technology for talent acquisition, with 82% of hiring managers saying they will continue to interview using video once the pandemic is over.

Two fifths (41%) are happy to onboard staff virtually and 32% are not concerned about making job offers without meeting candidates face to face.

Nicolas adds, “Businesses are adapting to the new normal and we are seeing demand grow for virtual talent acquisition solutions. Moving part of the recruitment process into the virtual world can remove the resource intensive and costly stages of recruitment when candidates are screened and selected for the first interview.

“With more people chasing jobs and employers seeing high volumes’ of applicants for each job role advertised this can be a real advantage. Technology can save companies hours of time and ensure a completely fair and objective selection process.

“We expect virtual recruitment will become the norm for many companies in the future, working in tandem with more traditional recruitment methods and complementing the overall recruitment strategy.”

For more information on skeeled visit: www.skeeled.com

Flexible Working, News

Job seeker opportunity comes with caution from award-winning career coach

60% of business leaders consider hiring more freelance workers

Research from PeoplePerHour shows 60% of business leaders said that they plan to use more freelance workers in 2021 to employ a more flexible workforce after COVID-19. This, says an award winning career coach, could be an interesting new work pathway for many job seekers.

Emma Louise O’Brien, award winning job coach of Renovo, said: “The PeoplePerHour survey showed that the most popular reasons for using freelancers was to introduce skills the business didn’t have in-house and help speed up projects.

“Freelancing is a really interesting opportunity for job seekers – it helps many gain more control of their working life and opens up different working potentials in an uncertain job market.”

However, she advises people who are considering freelancing to research the idea well. “Being self-employed can be rewarding, but should always be approached with caution and a sound strategy.

“Firstly, understand a business’s or team’s pressure points and key market issues so you can develop and present a clear solution to support their needs. You need to be clear on why they should hire your services and the benefit it will have to their company, not least as you may be marketing yourself to companies who would not traditionally use a freelancer.

“Secondly, networking is essential. Having a strong online presence in key industries you want to work in is vital, so incorporating this into your daily working routine will help highlight your expertise to a wide range of organisations and maximise your chances of success.

“And thirdly, don’t forget to research whether there are any legalities such as tax assessment or registrations that you will need to adhere to, as well as seeking further advice from an accountant.”

Here are the three key questions people ask Renovo about freelance work:

I have a variety of skills and don’t want to be tied down to one job. How can I take control of my career to shape work around me and my expertise?

Consider a pluralist or portfolio career. This is an agile, autonomous working style combining multiple streams of income using a mix of employment, freelancing and volunteering.

Having a portfolio career is a working style that has many benefits. It allows someone to take control of their career so they can shape work around them, their expertise and individual strengths. Not only are portfolio careers helping individuals redefine work, but they help achieve a healthier work life balance. Other advantages include higher earnings, stronger sense of personal growth, more variety (ideal if someone is not driven by one interest), more opportunities, and exposure to different cultures and environments than if they were employed full time and office based.

I have a skill I developed as a hobby over a period of time and I’m really good at it. Can I turn this into a business?

One of the most appealing factors is undoubtedly the chance to make a living out of something enjoyed – it’s little surprise that many people strive to turn hobbies into businesses. Nonetheless, it’s a serious challenge to turn a passion into a sound business strategy.

Bear in mind that once a hobby is combined with an income, a great deal of enjoyment may be removed from the process. Meeting the demands of customers could include working to a very tight deadline and repeating the same processes over and over again. This is why it’s important to start small. As demand rises it’s important to ask whether it’s still enjoyable. If not, individuals may wish to reconsider self-employment as a career choice. Some people do this alongside a part time or permanent role, so they can explore if this is something they want to commit to longer term.

I’m an expert in my field and I want to continue to do what I do. What do I need to do to be successful as a consultant?

Effective marketing is essential. Individuals will need to expand and excel at this in specific areas to help optimise success as a consultant. Before beginning any marketing, set goals to measure successes and route of travel. For instance, who will want the service? What is the current market demand and where do employers or customers look for this type of service or product?  Conducting research and having answers to these types of questions is a great place to start.

 

About Renovo

Renovo is the UK’s leading outplacement services specialist, working with hundreds of companies across 30 sectors, helping their employees during transition. It helps thousands of people to return to work twice as fast as the national industry average.

Outplacement helps manage change more effectively, with employees feeling more supported in their transition. It ensures departing employees become employer brand advocates and safeguards the morale, productivity and loyalty of remaining employees.

Employees feel supported and can focus positively on their next career step. They have expert support and direction in a complex job market to help find and secure the right opportunity.