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Adapting recruitment strategies to embrace flexible working
Written by Danielle Fargnoli on 29 May 2024
The recent changes in flexible working legislation have redefined workplace dynamics and reshaped employee expectations. As a result, employers have been compelled to adapt their recruitment strategies to meet the growing demand for flexibility and maintain a competitive edge in attracting top talent.
In this blog, we will explore how these changes are shaping the recruitment landscape and what employers and job seekers can expect moving forward.
But first, what's changed?
The Employment Relations (Flexible Working) Act 2023, which came into effect in April 2024, grants employees the right to request flexible working arrangements from the first day of employment. This shift from the previous 26-week waiting period empowers employees to seek work patterns that suit their personal lives without delay.
The legislation also requires employers to respond to these requests within a shorter timeframe, ensuring swift and transparent decision-making.
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Impact on recruitment strategies
Attracting top talent
With new flexible working rights emerging, companies embracing and promoting flexible options gain a competitive edge in attracting top talent. Research underscores the priority job seekers place on work-life balance and seek out employers offering flexible arrangements.
According to CIPD’s Remote Work Statistics, 71% of workers view a flexible working pattern as important to them when considering a new role, while 69% say the ability to work remotely is important. Another poll found that a lack of flexible working would drive almost half of UK workers to reject a job offer.
With this in mind, providing these perks and showcasing them in job postings could be pivotal for recruitment success. Acknowledging the surge in interest in remote work, alongside other flexible options like flexible hours or compressed work weeks, showcases a deep understanding of modern workforce preferences and needs, appealing to a diverse range of candidates.
Expanding the talent pool
Flexibility in work arrangements enables organisations to tap into a wider talent pool, encompassing parents, caregivers, and those living in remote locations who may otherwise be precluded from traditional 9-to-5 office-based positions.
By eliminating geographical constraints and other limitations, employers can overcome challenges in filling specialised roles and ultimately appoint higher-quality candidates.
This flexibility not only facilitates recruitment efforts but also contributes to a more diverse workforce and nurtures an inclusive and accommodating workplace culture, resulting in increased productivity, enhanced employee satisfaction, and improved retention rates.
Streamlining recruitment processes
As flexible working becomes increasingly prevalent, recruitment processes must evolve accordingly. This will entail revising job descriptions to incorporate flexible options, educating hiring managers to engage in discussions and negotiations regarding flexible arrangements, and utilising technology for virtual interviews and onboarding.
While this will require some work from HR teams, these simplified processes can result in faster hires and enhanced candidate experiences overall.
Retention and employee satisfaction
While flexible working arrangements play a crucial role in attracting top talent, they are equally vital to retention and the overall success and stability of the organisation.
CIPD has reported that a lack of flexibility is prompting job and career changes for some, with an estimated 4 million UK employees having changed careers due to a lack of flexibility at work. One study found that three quarters (77%) of employees would actively look for a new job or be willing to consider one if their company’s flexible work policies were to be reversed.
Therefore, by fostering a work environment that prioritises employee satisfaction through flexibility, companies can mitigate the risk of losing skilled and experienced staff members, reducing turnover rates and the associated recruitment costs.
Tips for employers navigating the change
Train your team: Equip managers and HR with the knowledge and tools to handle flexible working requests effectively. Training can help them understand the legal requirements and manage requests fairly, effectively and consistently.
Promote flexibility in job listings: Be explicit about the flexible working options available in your job advertisements. This transparency can attract candidates who might otherwise overlook your company.
Foster an inclusive culture: Encourage a culture that values flexibility and inclusivity. This goes beyond policy and touches on the day-to-day operations and attitudes within the workplace.
Have a clear policy: During interviews, candidates often inquire about company culture and flexibility, so having a solid policy in place can be a decisive factor in their decision-making process.
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