Are you missing out on talent by being inflexible in your employment practice?

“The future of leadership will see employees being given far more freedom and opportunity. The days of successful leaders being overly controlling are numbered – new ways of working mean flexibility and empowerment will become central to businesses large and small.”

Richard Branson

(see https://www.virgin.com/virgin-unite/entrepreneurship/five-things-you-need-to-know-about-the-future-of-work)

There are many articles written that suggest that the 9-5 model is now dead, maybe something of an over dramatisation! However, the way we work is undoubtedly changing. According to an Office of National Statistics report from 2004 68% of families with dependent children have both parents working, and it may be reasonable to assume that figure has risen in the last 12 years. That statistic alone requires a re-think in the meaning of working hours.

Changes in technology mean that the way we work is significantly different, most professionals are constantly connected, meaning working can be from anywhere. This was illustrated when a survey by Premier Inn cited the most important factor in deciding a hotel for business was a fast internet connection. The same survey suggested 40% of business was conducted outside ‘normal’ working hours.

Despite this it took a change in the law to mean that employees now have the right to ask for flexible working, but why are employers not proactively seeking these solutions? Possibly the fear of the unknown, or of a loss of control may be a driving factor. But why would you not seek the most efficient way to engage the best talent?

Consider the possibility of a successful and talented individual who has taken a career break to have and raise a family, that person remains as skilled and valuable, but now may have different priorities. The ability to do the school run once a week becomes more important to them than negotiating a big salary. In fact, for many candidates, workplace flexibility has a direct cash value.

Some concerns from employers include how the rest of the team will react to such a flexible contract, and how to find that unique individual. The former will require planning and conversations, and possibly more flexible working with your current team; the latter is simply resolved by contacting 9-2-3 Jobs. The benefit of embracing flexible working (especially if your competition isn’t) is a huge advantage when employing and retaining staff. Increased loyalty and possibly even productivity is a hugely valuable outcome.

If you would like to know how to embrace flexible working and find some extraordinary talent and help grow your business to new heights why not get in touch? Email helen@923jobs.com

Why should Employers Embrace Flexible Working?

If you Google ‘the way we work is changing’ there are over 270 million results, and articles by some heavyweight publishers. The reality of what work means is changing irrevocably, and changing rapidly. The demands of employees and the means of delivery are so different from even a few decades ago that we need new ways of working. As we reach toward infinite connectivity we are dipping in and out of work 24/7, so the idea of a 9-5 employee is slowly disappearing.

As an employer it is hard to let go from traditional methods of employment, and some remain remarkably intractable in their approach, feeling that they are doing their employee a favour employing them. The more forward looking understand that it is a two-way agreement. In some instances a lack of appropriate skills may mean that the balance is very much in the favour of the employee, and the traditional tool to combat this is to pay more. However there is an alternative, true flexible working.

Flexible working should be a true win/win situation, offering the employee a way of working on their career path and the employer getting access to talented and experienced staff who are dedicated and loyal, often at a lower cost! The team member who has an employer who understand their needs and helps them return to work after a career break, enables them to balance a rewarding career with outside commitments, and feel they can achieve both without compromising either will be less likely to leave.

Flexible working can mean as an employer you can have a senior, dedicated member of the team to help you compete with larger companies who are better resourced. Flexible working can mean you have longer term employees. Flexible working can mean you have employees who are less distracted whilst at work. Flexible working can often mean you get much more from your team.

If you want to know what flexible working means for your company, and how to create the role, and recruit the right person, get in touch. 9-2-3 Jobs is a specialist agency set up to match those returning to work with employers who are forward thinking enough to find a way of accommodating their needs, in order to access some unique talent for their organisation. You can get in touch with us by emailing: Helen@923jobs.com

Opportunities for Senior Returners (Summer 2016)

9-2-3 Jobs has five exciting roles especially for Senior Returners...

* Senior HRBP
* Senior Commercial Finance Manager

* Legal Partner (with a strong commercial b/g)

* Sales Manager (B2B)

* IT Project Manager

These are really fabulous opportunities for anyone looking to return from a career break (who has been out of the workplace for 6 months+). So if these roles aren't for you, please do spread the word anyway, and hopefully someone can benefit from the chance.

All five positions are being offered with a 4-day week (with at least one day likely to be from home), good salary, great benefits package and extra training & mentorship to ease the successful candidate back to the workplace. They are initially being offered as a 6-month contract, which if the role works out, is then likely to become a permanent position. They are based in the Thames Valley area (with the exception of the Sales position, which depending on the successful candidate, could also be based in Manchester, Birmingham or Glasgow).

For more information or to arrange a chat, please do send me an email: Helen@923jobs.com

A little update...

9-2-3 Jobs represents candidates with a hugely varied skill set and works with a growing number of clients of varying size and industry - all based in the Thames Valley and London areas.

Here's the pick of some of the flexible roles we have at 9-2-3 Jobs  (current in June 2016) :

• Project Manager for creative branding agency, nr Oxford (4-day week)
• Returners (out of workplace for 6+months) with senior technology/IT/telecoms experience for a 4-day week role (with one of those days likely to be from home)
• B2B telesales role, 9:30am-2:30pm (4 days) nr Brackley
• Rewarding, client-facing weekend position (in Long Hanborough)
• Lawyers with commercial/conveyancing experience seeking flexible opportunities in the Banbury area

Please do get in touch for more information on any of these roles (Helen@923jobs.com).

Our next 9-2-3 Networking Event is at The Crown in Woodstock (http://www.thecrownwoodstock.com/), on Thursday 7th July at 10am. This will be a fantastic opportunity to share experiences with others in a similar situation. We'll have tea, coffee and brownies, as well as a guest speaker. Tickets will be on sale soon. So please put the date in your diary!

At 9-2-3 Jobs we believe passionately in promoting flexible working - whether that's 9-2-3 hours, traditional part-time working or full-time "agile working". If you know of anyone looking for such work, or of any employers seeking flexible talent - please do spread the word about 9-2-3 Jobs!

The First Post

9-2-3 supports flexible and part-time working, with the emphasis on enabling parents to be around for their children, while still fulfilling their work commitments. This might mean 9-3 hours, working from home or even job sharing.

We want to address the skills shortage that many businesses are facing by introducing innovative working hours and by linking up talented individuals with forward-thinking businesses.

We want to enable well qualified and driven mums (and dads) to contribute in the workplace again.

 We want to give these high achievers the ability to go back to work and put their considerable professional experience to good use.