How the UK Skills Shortage Will Boost Flexible Working

War on Talent Continues as Top Talent Demand Flexible Working

August 2014 saw a record drop in the number of candidates applying for permanent and full-time jobs, a recent report commissioned by the Bank of Scotland has revealed

The Bank of Scotland chief economist Donald MacRae consolidates the report’s findings: ‘There was a record drop in people available for jobs and growing evidence of strong growth in pay, confirming the tightening of the jobs market’. However, this drop has been countered by a marked increase in individuals applying for short-term and part-time roles, confirming that the Scottish jobs market continues to go “from strength to strength”.

The change may be interpreted as a result of the skills shortage currently affecting the UK. A dearth of skilled candidates means that certain sectors continue to struggle to fill full-time positions, including the medical and care sectors, IT and computing and the engineering sector.

“A huge number of skilled candidates have been excluded from the job market because of a lack of part-time roles and flexible working positions. The ongoing skills shortage means that these professionals are highly sought-after, and are in a strong position to dictate their salaries and working conditions, including work schedules’. Flexiworkforce CEO Tracey Eker confirms.

Nevertheless, the growth in flexible, part-time and short contract positions may also be seen as a boon for employers seeking to broaden their talent pool by increasing their access talented candidates.

By hiring candidates on a flexible basis, companies can effectively get the skills that their business needs, for the money they can afford, something especially vital for emerging SMEs, many of whom rely on contractual workers. In particular, engineering and construction saw a marked increase in temporary job openings. This suggests that this rise modern flexible working has come about as a mutually beneficial option, resulting from the convergence in the needs of employees and businesses.

The skills shortage shows no sign of stopping, meaning that level of bargaining power that workers have to negotiate their working conditions is only set to increase. As the war for talent rages on, it is likely that flexibility will be a major factor in determine which companies ultimately survive, thrive and fail.

‘The last bastion of differentiation in the fight for mind share and market share for a business is its people. Yet hiring, retaining and motivating the best talent is no easy task in an age where loyalty to one job for life, or even five years, is starting to sound prehistoric’. Eker states.

‘Developing a flexible company culture that will help attract, retain and motivate the best employees to achieve amazing results is essential’.

Click here for more information on how you can hire the best candidates for your business.

Is Your Work ‘School for Grown Ups’?

Productivity and choice vs. Arbitrary Rules and Regulations

Work is, essentially, school for grown ups. At least, that is the view of entrepreneur Emma Sexton, who swapped the 9-5 for running her own business.
In a recent Guardian article, she explains how her lack of faith in ‘unnecessary rules’ lead her to seek a more results oriented work life, in which productivity counts for more than doggedly sticking to conventional office hours and regulations:

‘It involves a number of other unnecessary rules, such as getting exactly 23.5 days holiday per year. What? How dare you tell me how much time off from work I can have. Do you own me?’

Frustrated by the system, Emma resorted to leaving her job in order to run her own business. While this may seem an extreme measure, Emma’s decision reflects a dilemma faced by countless individuals, disillusioned by arbitrary rules, and employers who do not allow them the freedom of working in more agile manner. ‘I am now in the second year of having my own business and working harder than ever. Yet the freedom to make up my own rules is incredible’, she states.

Sexton is, by no means, alone in her experiences. Flexiworkforce founder and CEO Tracey Eker is another example of an entrepreneur who left conventional work behind in favour of a more agile, results-oriented work life.

The issue is not one which can simply be ignored. With over a third of UK employees expressing a desire for a more agile routine, the need and desire for flexible working, involving freedom, choice and trust does not appear to be going away any time soon.

It is unfair to imply that employers are backward in their attitudes to work. A majority of UK companies offer flexible working for their staff on request. However, these forward-thinking employers must be more transparent and upfront, in order to be honest about the extent

Nevertheless, employers’ attitudes are changing rapidly, as more and more discover the true benefits that trusting relationships with agile employees bring to their business. From greater efficiency to better staff retention, trusting your employees to work like adults will only be beneficial to business!