I have been brought in to manage Flexology’s financial recruitment portfolio. Having spent the early part of my career in accounting roles across corporate, public sector and not-for-profit, I segued into recruitment a few years ago. My clients find it reassuring that they can ‘talk technical’ about finance roles to someone who knows and understands the finer details, with the ability to grasp the wider strategic and operational aspects of recruitment decisions. Over the course of my career, the opportunity to work flexibly has become more important to me. Whether that means taking on new projects, broadening my skills, juggling personal commitments or simply having some more leisure time: Flexology makes sense to me, and I will gladly extol the virtues of working flexibly because it is something I believe in.
From both employee and employer perspectives, there can be a certain amount of trepidation in abandoning the traditional 9-5-Monday-Friday paradigm. Candidates fear being stuck on the career ladder. Organisations fear having to manage flexible workers’ productivity, dealing with communication barriers and the structural complications of a full or partially remote workforce. With the right advice, embracing change needn’t be a problem.
I have seen first-hand how flexible working practices can benefit both organisations and candidates. Recruiting recently for a senior finance role, I headhunted a star candidate who looked like a great fit for my client. She loved the sound of the role, too. The problem was, as a mother to young children, she couldn’t commit to a 5-day week and still have the kind of work:life balance she needed. We worked together on a proposal to the client which included a case for how, through operational efficiency savings, she would be able to do the job in four days. The result: my candidate secured her dream job on a 4-day week against a competitive field all willing to work 5 days; and my client got their dream candidate, reduced costs and improved efficiency.
Offering flexible working arrangements to candidates can be a powerful way for organisations to differentiate themselves from competitors. In competitive industries like finance, where highly skilled, high-performing candidates are increasingly in demand, flexible working opportunities can often be more meaningful and attractive to candidates than salary, benefits and other incentives. And they can be very effective in retaining existing talent.
I’m always open to a friendly chat on the phone or over coffee, so get in touch and find out how we can help.