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Become the employer of choice for working parents
Become the employer of choice for working parents
By Rose McCarter-Field
Want to become the employer of choice for motivated working parents? How in 2022 can you adapt your working practices to attract more skilled parents into your company?
And how as an employer, can you effectively support parents returning to work?
Losing top talent is a massive expense in money and time for any team. When we have staff members and contractors that we can trust to carry out their work to a high standard without detailed monitoring, it makes our lives as managers significantly easier. And it makes our company run more smoothly. So keeping top talent for me, is a priority.
In the current work climate, enabling staff to live their best life, is a big win for staff retention. Parents are at the forefront of this movement. With multiple high priority tasks at home and at work, parents are increasingly seeking a job that improves their work-life balance. But how as an employer can you provide this?
Understand Their Needs
Develop an understanding of their lives. How much support do they have? How do they share their responsibilities at home? What events or day-to-day activities would they like to attend? Get to know what they care about and what their work prevents them from doing. Take time to understand how their work commitments increase their home stresses.
Find out which aspects of home life they have CHOSEN to sacrifice, to work with you.
Know What You Need
How often do you need people in the office? And at what times? How much flexibility can you give, whilst ensuring your team(s) are carrying out their jobs successfully and communicating effectively?
It is important to be clear about what you need from your staff, and for these expectations to be reflected in your reporting and appraisal processes. This will provide a clear line between flexibility and work expectations.
Be Flexible
Be open to changes in working practices that will improve the lives of your team members. You CAN positively impact their lives and the lives of their whole family, simply by being flexible.
Some staff may benefit from flexible working hours, others from going part time or a job share. Others may benefit from changing their working hours, or having the ability to work from home.
Prevent Negative Impact
It’s important to consider the impact of your flexibility. For example, a member of staff in my team reduced their hours to 3 days. They now work from Tuesday to Thursday. However, this would mean that if I or a client wanted to get in touch with them on Friday, they would not get the message until Tuesday. So, we built in buffers of time to enable timely communication. We created a 0.1 hour buffer, so that messages are checked and responded to on Monday and Friday, enabling us to maintain our reputation of seamless and timely communication.
Or as an alternative, 5 half days may be a better option, from the perspective of you as a manager. This enables you to contact them every day, and enables them to collect the children from school every day.
Understand what they need, be clear about what you need, and create a flexible culture that benefits everyone.
Germany Employer Guidance 2
Germany: Country Resources
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Global Workforce Management
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The New Flexi-force
The New Flexi-force
Are you excited to enable a better future for you and your staff?
Or scared of your team becoming distant?
By Rose McCarter-Field
Flexible working can provide an improved work-life balance and has been shown to result in increased productivity (1). However, this flexibility must be implemented in the right way to sustain long-term benefits.
Every individual has a very different homelife. The nature of each person’s flexible working should ideally ensure work productivity as well as provide personal satisfaction in their work-life balance. Happy staff are easier to retain and easier to motivate. After all, if they are happy, they have less reason to leave and more reason to put effort into staying.
It’s useful to find out about each individual’s home situation. Some people may have a house full of children and would benefit from arranging their hours at times when they can get peace and quiet. Work that enables a member of staff to adjust their hours and location to suit their surroundings, will help this staff member to focus more effectively on their work.
Others may have personal, social, or family commitments at certain times of day. Or even hobbies that they care greatly about. Work that allows people to live their life to the full, is work that will get the most out of their employees.
Of course this flexibility must work for the company as well. And for the team. Some staff members crave daily face-to-face contact or the 9-5 timetable. And some jobs require staff members to be at the computer at certain times. All these factors are essential elements to creating a flexible workforce that has a positive impact on your company and your team.
There are also understandable hesitations to the flexible workforce concept. Perhaps you as a manager suffer from fear of your workforce becoming distant? Perhaps you have concerns that staff are out jogging and on social media, rather than working? If this is the case, I recommend taking a look at what you need your team to achieve. Base your trust on the work they do, the results they produce. Does it matter if a team member pops out to the shop for 20 minutes? If it has no impact on their work that day? What you give in trust, from many you will gain in loyalty and commitment. After all, performance isn’t so much about the number of hours sat at a desk, but the outcomes achieved for your company.
But what about being there to answer the phone, take a video call, and respond to emails? Whether your flexible working includes flexible hours, or flexible location, the communication you require from your staff needs to be considered. Once again, being contactable doesn’t have to mean sitting in an office.
Don’t know where to start in planning your flexible working policies? Here are some important considerations to get you started:
- What type of flexibility would help to improve the work-life balance of your staff?
- Do you need your staff to be in the office, or on the end of the phone during specific hours?
- How much do your staff need to collaborate? And is this collaboration spontaneous? or pre-planned meetings?
- How public should the availability of staff members be within the team?
- What outcomes do you need to see from each of your role types?
- How do you monitor the quality of the work being carried out?
Working from home during the pandemic for many resulted in completing more tasks due to a reduction in office distractions. Additionally many have become more accustomed to virtual communication. Flexible working, if managed in the right way, should have a positive outcome for your company and your team.
Imagine the life you can provide for your staff. Parents can pick their kids up from school, then work later in the evening, providing their children with more quality time. Young professionals can go for a morning run instead of spending 2 hours on a train before work, get home, stick the washing on, then start work. Someone stuck on a tricky work task can take their laptop to a cafe for an hour, work on their challenge from a fresh perspective, then return to the office.
The future of flexible working can provide an improved quality of life for all staff as well as improve company productivity. We just need to implement it in the right way.
Boosting Women in Tech
Boosting Women in Tech in an ever-changing market
A talk by Rose McCarter-Field at Project Recruit, Emma-Jayne Broadway at Talent Partnership Consulting, and Laura West at Escalla
23rd September 11.30am BST
ABOUT THIS TALK
17 June 2021 at 11:30am for 45 minutes
Ada Lovelace is credited as the first computer programmer and was an early trailblazer for women in tech!
But despite Ada, and many other pioneers like her, women are vastly underrepresented in the tech industry today. Women represent only 19% of the tech workforce…
In this webinar, you’ll discover the practical steps tech leaders can take to attract and retain more women. You’ll learn how to: spark early interest, introduce job diversity and flexibility, create inclusive roles, build diverse recruitment and how apprenticeships can help empower women to build their career in the tech industry.
Our expert panel will share best practice, case studies and success stories from women tech talents, recruiters and employers. We share insights on how to source the best talent for a gender diverse team, how some industries are putting women off joining their companies and how to increase your talent pool by attracting talented women.
We have the power to create a more diverse workplace. So, why not join the movement and help the tech industry discover the next generation of Adas!
How Do We Get More Women In Tech? Webinar
How Do We Get More Women in Tech?
Practical Steps for Leaders
A talk by Rose McCarter-Field at Project Recruit, Emma-Jayne Broadway at Talent Partnership Consulting, and Laura West at Escalla
17th June 11.30am BST
ABOUT THIS TALK
17 June 2021 at 11:30am for 45 minutes
Ada Lovelace is credited as the first computer programmer and was an early trailblazer for women in tech!
But despite Ada, and many other pioneers like her, women are vastly underrepresented in the tech industry today. Women represent only 19% of the tech workforce…
In this webinar, you’ll discover the practical steps tech leaders can take to attract and retain more women. You’ll learn how to: spark early interest, introduce job diversity and flexibility, create inclusive roles, build diverse recruitment and how apprenticeships can help empower women to build their career in the tech industry.
Our expert panel will share best practice, case studies and success stories from women tech talents, recruiters and employers. We share insights on how to source the best talent for a gender diverse team, how some industries are putting women off joining their companies and how to increase your talent pool by attracting talented women.
We have the power to create a more diverse workplace. So, why not join the movement and help the tech industry discover the next generation of Adas!
Only The Best Match Will Do
Only The Best Match Will Do
Finding the perfect candidates and matching them with the perfect jobs, takes a boutique approach.
By Rose McCarter-Field
Finding a person to fill a seat is easy. Finding the right person, takes commitment, consideration, and tenacity. And the payoffs are worth it.
The right person will be someone you can rely on to do a good job, someone who provides what you need. Someone who makes your life easier and noticeably improves the performance of your team and your company. The right person will stay longer, so you won’t be looking again in 3, or 6 months time.
Our team at Project Recruit have been carefully selected as recruiters who listen. They will stop at nothing to find the right people for our clients, and fast. We listen to your needs and we get to know and understand the candidates. We actively search the global talent pool to find the best options and source the best people for you.
Our company was founded on the idea that bespoke recruitment is the only way to get the best people for you. We have long standing relationships with our clients, because they know that we care about their needs, and all the nuances they need in their teams.
Get in touch to find out how we can help you to find the best people from the global talent pool.
More Than Planting Trees
More Than Planting Trees
The Project Recruit Journey to Becoming Carbon Neutral
By Rose McCarter-Field
Have you ever wondered how much of an environmental impact a recruitment company has? Or how it can be offset? At Project Recruit, we have taken on this challenge.
As a company whose operations are primarily digital, a substantial amount of our environmental impact is data usage. This combined with our office space, energy use, and occasional travel is how we have managed to quantify our carbon footprint.
Using providers that also offset their own carbon footprint and take measures to reduce their own environmental impact is one first big step. For example the servers that run our website and our internal data storage are managed by carbon neutral companies.
Where we haven’t yet managed to remove or reduce our environmental footprint, we have taken measures to offset our emissions.
Planting trees can be seen as the go-to solution for offsetting carbon. However, the effect is delayed until the trees are fully grown and only lasts as long as the lifespan of the trees. There is also the consideration of the carbon released into the atmosphere at the end of the tree’s life or when they are felled. So, alongside planting trees for the future, we are investing in carbon reducing programmes that have both an immediate and long term impact.
These programmes for example include sustainable composting and the provision of clean fuels for cooking in African countries. We are also investing in reforestation in the UK, to mitigate against a depleting number of woodland areas.
We are still perfecting our journey. The road to becoming carbon neutral is complex. As our understanding of the environment increases, the measures to reduce our environmental impact will adapt. We are dedicated to the continual improvement necessary to help our planet to thrive.
Watch this space for updates.
Responsible Recruitment and International Compliance
Responsible Recruitment and International Compliance
How a recruitment company can assure your legal compliance
By Rose McCarter-Field
International recruitment faces increasingly complex legislation as the world moves to a growing digital and global workplace. A company is accountable for international tax compliance and compliance to anti-money laundering legislation, in many of the companies in which it’s staff operate.
As an internal HR team, ensuring compliance with international tax and anti-money laundering legislation is a large and complex task. As a recruitment agency ensuring that staff resourcing and payroll comes with such compliance, requires a global network of resources.
HR specialists in every relevant country are essential to keep up to date with changing legislation. Outside specialist help is critical for compliance. As such, at Project Recruit we have partnered with 32 accountancy firms in order to ensure the acquisition of such complex knowledge. These firms provide global coverage of legislation systems. This allows our clients to comply with the laws now, and the laws as they change.
Read more about international tax legislation and how it is affecting staffing: https://projectrecruit.com/workplace-internationalization-has-triggered-a-change-in-tax-liabilities/
Get in touch to discuss international compliance in your recruitment and payroll.
Promoting Diversity in the Workplace
Promoting Diversity in the Workplace
A Project Recruit Story
By Rose McCarter-Field
Top talent comes in all shapes and sizes. At Project Recruit we are dedicated to finding the best candidates from the global talent pool. With this comes diversity.
As a Recruitment Company with a focus on IT and data analytics, we work in an industry that is 83% male and in the UK, white dominated. This sector is suffering from a staff shortage and we believe creating more diverse teams is one way to solve this shortage. We can achieve this whilst at the same time create a more innovative and modern workplace through diversity.
McKinsey research found that the most gender diverse companies are 25% more likely to achieve above average profitability than the least diverse companies. For enthnic diversity this likelihood is increased to 36% (1). The benefits of a diverse team go beyond ethics and staff numbers, diversity has been proven time and time again to show a direct correlation with successful company innovation and higher revenue figures.
We are running a series of articles and webinars to provide guidance to companies who wish to build a more diverse team. To stay up to date with this guidance and read the latest articles, go to our Women in Technology page. And follow me, Rose McCarter-Field on LinkedIn, to read my thoughts on diversity in recruitment.
- Financial Post, 2021 https://financialpost.com/fp-work/snowflake-ceo-says-diversity-goal-is-secondary-to-merit-in-hiring-choices
