Flexible working is sought by all worker demographics

We often think of Generation Z as being the only generation seeking flexibility in their job roles.

However, in a survey in late 2022 by the Office for National Statistics of 50 to 65-year-olds who had left the workforce in the last year who were asked what would bring them back to work, the most common reason given was flexibility. This shows that any perceptions that Generation Z are the only ones looking for flexibility, are off the mark. The preference for workers to have a role that provides flexibility cuts across all demographics.

At a time when recruitment is one of the biggest challenges for many employers, the need to review and identify how work can be completed flexibly is a priority. Where employers can identify flexible options, vacant roles should be advertised as suitable for flexible working so potentially suitable applicants do not disregard the opportunity. Organisations risk losing out on candidates to their competitors if they do not offer flexible approaches to work.

There is also a need to adapt and be flexible with the recruitment process. With access to video conferencing through MS Teams or Zoom on smart phones, there is no reason why recruitment processes should be drawn out. By responding to applicant quickly and setting up interviews with potentially suitable candidates within a few days, employers can impress candidates and show high levels of efficiency with their processes. Irrespective of the age of a candidate if any employer can demonstrate speed and professionalism, it can only assist with recruitment within a challenging job market.

Employers should not forget their existing workers when reviewing flexible options as the need to retain existing employees is the second part of recruitment challenges. It is important to seek out the views of employees on the benefits they most value and desire. Employers can ask the workforce “What is your chosen preference for work?” Then it is for employers to consider the practicalities and where possible implement the benefits and flexibility sought.

Office working has rapidly evolved in the last three years. Initially driven by Covid when working in the office was restricted and then a need to get employees to return to the office, which has driven change and given rise to the concept of hybrid working. If employers demand a return to full time back at the office it risks pushing employees to seek out roles, potentially with competitors, that offer the flexibility they have become accustomed to and wish to retain.

Generation Z are seeking flexibility as a priority with the ability to work from home at least two days per week. They do not even regard flexibility in work as a perk or benefit. Instead, they regard it as a basic part of an “office” role. If employers don’t adapt and see flexibility as a basic right, they risk losing a strong job applicant and existing team members.

For employers where flexibility is impractical for operational reasons, then there are other ways to engage team members to combine benefits for recruitment and retention, such as:

• Wellbeing days
• Free breakfast
• Granting a day of leave on birthdays
• Extra days of leave
• Pasty days
• Free fruit days
• Dress down days
• Celebration and / or recognition days
• Team events (inside and outside core hours)
• Offering four days rather than a five-day week or nine-day fortnights

The focus for employers should be to do what it takes to stay ahead of the competition.

Source: Gavin Parrott