Flexible working brings a more diverse pool of candidates – and could they be so wrong they’re right, like chocolate covered pork scratchings?
Honestly, it’s a thing! Belgian chocolate pork scratchings – it works because it is like “salted caramel on steroids”. It’s that whole salt/sweet combo but taken to another level, you first get the creamy Belgian chocolate taste coating your tongue then a crunch before getting that intense salty bacon hit. It sounds crazy but it works oh so well. We’ve tried them – they’re lush!
How the hoodle does this relate to recruitment, I hear you say. Well, sometimes you have to step out of your comfort zone to find something special. After all, the reason you take on staff is to grow your company. It’s one of the most important business decisions you will ever make – so you need to consider all the options. Yes, ALL the options, not just the ones you’ve considered before, or the ones you feel safe with.
There is an enormous amount of people who continuously get overlooked, because of their colour, ethnicity, religion, gender, sexual orientation, disability – I could go on but I won’t.
Surely, all we need to know is that they can do the job and they will bring their particular skill set to the company and maybe something new.
Guest blogger Esi Hardy from Celebrating Disability – www.celebratingdisability.co.uk points out some obvious but often overlooked advantages
“Many employers believe that staff members can only be productive if they’re working between the hours of 9 – 5 with a 30 minute break at lunchtime. For many employees this is impractical and nearly impossible. A few reasons preventing a potential employee from working conventional hours may include:
Many employers and managers miss out on having a diverse and experienced workforce because they don’t understand the potential benefits that come from hiring a part time employee or one with a flexible working pattern. After all, what’s the demographic of your customer base? Shouldn’t your workforce reflect that and so be able to relate to those customers’ needs?
There are many barriers that may prevent a disabled employee from working full time or being able to sustain full time hours. This doesn’t mean that an individual is not capable of sustaining employment. There are many strategies an employer can implement in order to support a disabled employee to be more successful in their role. It may even bring more advantages to the employer.
Flexible working patterns
As well as offering physical and emotional support to an employee in the workplace, employers also have an opportunity to offer flexible working patterns in environments that are accessible to the individual. For example, an employee with back related issues may not be able to sit at a desk for long amounts of time due to pain. But new thinking is that no-one should be sat still for long periods of time. Work based health risks such as deep vein thrombosis and repetitive strain mean that EVERYONE should have the ability to move around the office – so the barrier needn’t be there.
A person with an anxiety related disability may struggle to travel in rush hour therefore they are offered the opportunity to start and finish an hour late. In particularly busy times of the year, they may be allowed to work from home. Offering this flexibility would provide an opportunity to show the employee that they are a valued member of the team.
It may be as simple as offering somebody the ability to wear headphones in the workplace in order for them to cancel out noise. Let’s face it – we’ve all been distracted by someone else and made a mistake, why not let people focus more?
An employee with a physical disability may be limited to some extent by the support they rely on to carry out their role; I rely on such support and if my PA is ill, I cannot travel to work. An employer or manager may negotiate with the employee the ability to work from home or extend deadlines in the event of such occasions. “
So, think outside of the box, don’t limit your candidate pool by being blinkered to flexible working – you may just find someone who brings far more to your business than just a skill set.1
Maxine Hart, Operations Director at Wote Street People, made the finals of the recent Place to Be Proud of Awards, nominated alongside Lamb Brooks Solicitors and The Champion Group in the Business and the Community category. Following a public vote, Champion was announced as the winner at a ceremony on 6th June at the Haymarket[…..]
Whether you’re back in Basingstoke for the summer or you’ve recently left school or college, getting a summer job is an excellent opportunity to gain valuable work experience and earn funds – it can’t be all work and no play! What type of summer job could you get? Hospitality & Events, Production Line, Warehouse, Admin,[…..]
Over the last 20 years, we’ve moved towards a throwaway society in more ways than one. The debate around plastic pollution, in my mind, also reflects the recruitment conundrum of many older workers looking for jobs. Today, when we’ve finished with something, it’s simply taken away and “dealt with” with no remorse, no fuss and[…..]
Here at Wote Street People, we were absolutely delighted to hear that our very own Maxine Hart has been nominated in the Business and the Community category of the annual Place To Be Proud Of Awards! These awards are organised by Destination Basingstoke and recognise the contributions made by the individuals, groups, organisations, places and[…..]
Use your personal brand to get your dream job When you’re applying for jobs in Basingstoke, you’ll need to consider what will make you stand out as a candidate. Everyone applying for that role will have similar skills, but only you have your own ‘personal brand’. You say tomato, I say tomato Think of yourself[…..]