The latest thinking, news and events from the world of Recruitment

Rising Demand for Flexible Working Conditions

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In a survey sent to over 4,000 jobseekers and recruiters, totaljobs explored the rising popularity of flexible working conditions in the UK.

The results are displayed in the following infographic and detailed below.

totaljobs_flex_update1200

Candidates back in the driving seat

Employers are noticing a change in dynamics in the job market:

42% observe that candidates have become increasingly picky about the roles they accept;
39% acknowledge that the recruitment market is now candidate-led.
This indicates that candidates are back in the driving seat when it comes to recruitment. As a result, 66% employers are offering candidates more flexibility to attract the best talent.

Salary still most important decision factor

Salary is still the highest ranking decision factor for candidates when picking jobs (66% of respondents) followed by career progression (31%), company benefits (29%) and office culture (26%). Flexible working conditions are also very important to candidates (24%).

In fact, for parenting blogger Helen Wills, flexible working conditions are even more important than salary. She explains, “Being able to work around family commitments is essential to most mums – and to quite a lot of dads nowadays too. I work long hours, but those hours are split into sections – when the kids are at school, and after they’re in bed, plus weekends. It works well for me”.

The three least important things for candidates when evaluating offers are job security (12%), ‘making a difference’ (10%) and ethics (3%).

Flexible working conditions

Flexible working conditions include part-time working (74%), job shares (48%), working from home (65%) and flexi-time (73%).

However flexible working is not something that companies opt in to – what most people don’t know is that all employees have the legal right to request flexible working. Gillian Nissim, founder of Working Mums, agrees, “While a lot of employers offer flexible working, the number who advertise jobs as being possible to do on a flexible basis is still very small. This leaves employees to judge when to bring up the issue – whether before, during or after interview – and that will depend on a lot of different factors, including how competitive the applicant pool is.”

Parenting blogger Helen Wills also highlights that there needs to be a change in perception:

“The other thing that’s of vital importance to me is an employer who ‘gets it.’ I think people should be measured on their productivity rather than their visible hours at a desk.”