What do top performers have in common? – July 2018

Matt GoddardAs in-house recruiters, we have a great opportunity to champion flexible working from the outset, both for the positions for which we recruit but also to influence the businesses we work for with regard to our own roles. The benefits of flexible working are often reported as quite one-sided, focusing on the advantages it gives the employees, but various studies suggest that those advantages are far-reaching, and also positively impact employers. Increased employee engagement and motivation, higher productivity levels and a reduction in employee absenteeism are some of the key employer benefits of introducing flexible working.

So, what about in-house recruiters championing the cause for their own roles either in their existing ones or when looking for a new job? As key influencers in recruitment processes, surely it’s our role to ensure requirements of our own job or potential new job is scrutinised, and flexible working arrangements considered where possible. Does a successful resourcing professional need to be at their desk between 9 to 5 Monday to Friday to achieve their objectives?

As recruiters, we should be having these conversations with hiring managers about the positions we’re hiring across the wider business, and when resourcing managers hire other recruiters too. We’re finding that more and more of our top performing experienced candidates, as well as agency recruiters looking to move in-house, are looking for employers who have a flexibility mindset within their businesses, particularly after realising earlier in their career that with a laptop, ‘the cloud’ and a company mobile that they’re ‘good to go’ from anywhere.

Progressive resourcing managers looking to grow their teams of recruiters understand that to hire the best, the ability to offer flexible working arrangements needs to be front and centre. Here is an example of how this has worked in action for one of our clients, where senior business leaders were resistant to change. A senior talent acquisition manager was building her in-house team and in order to secure the best candidates knew she needed to get buy-in to trial something quite different; she created a flexible working model with a number of options to suit a variety of work-life balance needs.

The results after six months were so overwhelmingly positive – an engaged and motivated team, business critical KPIs exceeded, and 0% retention – that she was able to recommend the model be trialled within other business units. Hearts and minds shifted astonishingly.

Ultimately, times are changing, and we’re moving speedily towards a time where employers are not justifying why a job needs to offer a flexible working arrangement, but why it needs not to. Talent acquisition professionals have the opportunity to really make a difference in this area that will not only benefit the companies they recruit for and the candidates they recruit, but their own careers too. I’d go as far as saying that smart recruiters have the influence to be the catalysts of change in this area.

Matt Goddard is managing director at Rhembo Consultancy, a specialist agency recruiting in-house resourcing professionals via its Rhembo In-house Recruiters division

Back to listing