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Attract AND retain great candidates by giving them flexibility

Written by Guest Author | September 29, 2015 | 1 Comment
Candidate attractionThere’s no doubt about it – flexibility is one of the watchwords among today’s recruitment experts. Candidates – especially Millennials – are increasingly expecting employers to be accommodating of their work schedule preferences, and going elsewhere if they don’t.
But why else is it so important to offer candidates and existing employees flexible hours? The short answer is that if you do, they will probably perform better during the hours that they do work for you.
Such employees will appreciate the freedom that you give them to better juggle their work and non-work-related commitments, whether the latter concern children, other family members, that football match or art class… the list goes on.
Just think about what would happen if you steadfastly refused to offer flexible hours. Your employees would probably be distracted during their working hours by thoughts of these other matters, which would then compromise their performance on the job.

Don’t disadvantage yourself in the race for talent

In an age in which many people are waking up incredibly early for long commutes and not arriving back at home until late at night – perhaps starved of the opportunity to indulge other parts of their life – it can make a big difference to them if you offer true work flexibility.
Let’s imagine that you are competing for a great candidate with one other company. Your salary offer to the candidate is actually slightly superior to your competitor firm, except that the other company shows a much greater interest in and commitment to the candidate’s work-life balance.
There isn’t any noticeable difference in the other benefits and perks offered between you and your rival company. In all likelihood, though, the candidate will opt for the firm that actually provides flexible work options.

Flexibility is easier to offer than you think

Obviously, in certain fields – such as retail – there may be limited scope to be flexible with hours.
But many other employers certainly can be flexible if they wish to, perhaps allowing their staffers to take an extended lunch and compensate for the time lost elsewhere, or work from home on certain days of the week if they don’t strictly need to be in the office.
Don’t presume that your candidates are fine without flexibility – anything that helps them achieve a better life-work balance is sure to be valued, and it’s easier for you to achieve than you might imagine.

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