![]() It’s important to be proactive and transparent during the recruitment process about which forms of flexible working are possible for the role.Michigan Hockey knocked off Wisconsin in a two-game sweep this past weekend, firing Badgers head coach Tony Granato in the process. Many candidates are nervous to ask about flexibility – employers must not just assume they will. The part-time candidates who are ‘lost’ through the lack of decent vacancies include many experienced, mature workers who represent some of the very best available talent. ![]() But it is time for a mind-shift, as failing to offer flexibility cuts out a growing proportion of the candidate market – whether that is people who will now only consider a job with hybrid patterns, or those who need to work part-time due to other commitments. In a Timewise report published alongside this year’s Index, Can a more flexible jobs market raise the status and pay of part-time workers?, we explore the reasons why many employers are still resistant to flexible hiring. This may be gender based – they are male dominated roles where historically low requests for flexibility may have shaped cultural resistance to it. Those that are largely based around shifts offer flex the most – for example social services (44% of job adverts) and medical/health (36%).Ībove average access to flex is now offered in a number of office-based role categories, because of increased home-working – for example, HR (37%), marketing (33%), and finance (32%).īut some role categories have stubbornly low rates of flex, for example manufacturing (16%), and construction (17%). Hybrid working can support work-life balance without a reduction in take-home pay, but it is virtually off limits for low paid workers.ĭIFFERENCES IN FLEXIBILITY BY ROLE CATEGORYĪccess to flexible working at the point of hire varies widely depending on the type of role. Many of these people therefore become trapped in jobs below their skill level, unable to find a part-time arrangement at an appropriate salary, and thereby contributing to the UK’s persisting gender pay gap.Ĭonversely, home-working is more available in job adverts for highly paid roles, but in only 4% of those paid less than £20k. For some groups (particularly parents of young children, and even more so for single parents) the choice can often be to work part-time or not work at all. This lags far behind workplace practice, and even further behind candidate demand.ĭIFFERENCES BY TYPE OF FLEXIBILITY, AND BY SALARYĪt salaries above £20k FTE, and increasingly as pay gets higher, part-time workers are excluded from the jobs market. The proportion of job adverts offering any flexible working remains at only 30% this year, despite recent increases in home-working as a result of the pandemic. GAP BETWEEN SUPPLY AND DEMAND OF FLEXIBLE JOBS And yet this is the type of flex that is most highly sought – Timewise estimates that the volume of people wanting part-time work is outstripping available part-time jobs 4:1, in a complete inversion of the wider UK jobs market, where record numbers of vacancies remain unfilled, and employers report that they are still struggling to hire. Only 12% of job adverts offer part-time work, with most of posts concentrated at low pay levels. ![]() The problem is most acute for those seeking part-time work – the forgotten form of flexibility, given all the recent focus on hybrid working. ![]() Or, to look at it another way: people who need flexibility are unable to apply for 7 in 10 jobs. Only 3 in 10 jobs are advertised with flexible working. A change in recruitment practice would support people who struggle to enter or re-enter work into full-time, inflexible jobs.Īnd yet, our index shows that many recruiters are still failing to use flexible working – known to be a key employee benefit – as a tool to maximise job applications. By increasing offers of flexible working, at the point of hire, employers could help address both issues. Our 8 th annual Flexible Jobs Index is launched during a cost of living crisis, coupled with a continuing shortage of candidates to fill vacancies. ![]()
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