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
Don’t force it It’s easy to assume that a Christmas party is welcomed by all, but some people actually dread the thought of socialising with their work associates! It can lead to peer pressure over what to wear, how much to drink, who to kiss under the mistletoe, are you a scrooge for not wanting[…..]
Who can remember life before Google?! Once upon a time, if you were looking for a job in Basingstoke you’d go to the yell.com website to search for a phone number…or maybe even scour the Basingstoke Gazette, community noticeboard, Thomson directory or Yellow Pages. These days, Google is so ubiquitous it’s basically become a verb.[…..]
Once the butt of many a joke, these days Basingstoke has shaken its ‘Boringstoke’ image of old and it’s thriving. A steady stream of development over the past decade has put the Hampshire town firmly on the map for many big businesses and retailers. The impact on employment in the region has been hugely positive[…..]
Unless you’ve been living on Mars, you’ll be aware that gender bias is a hot topic right now. Equality in the workplace is under greater scrutiny than ever before, industry-wide. The spotlight is shining on businesses to change how they recognise gender and to improve opportunities – for everybody. Implicit gender bias within the recruitment[…..]
October 10th, 2018 marks World Mental Health Day, providing another opportunity for all of us to tackle the stigma around mental health at work; opening the discussion around what more can be done to make mental health and wellbeing a higher priority for employers of full-time and part-time jobs in Basingstoke. The theme of this[…..]