This month, we move a step on fromestablishing the flexible working environment and look at staff selection. Itis not enough to have a policy – it needs to be put into practice. So how doyou go about developing a strategy for recruiting flexible staff?The process is derived from thebusiness plan. Every element of your flexible working scheme must mirror youroverall business strategy. Where will the business be in the short and longterms, and what resource does the business need to achieve those goals?DeliverablesFlexible recruitment is aboutunderstanding the deliverables of the role in question. Being clear about the contentof the role will highlight what proportion of time needs to be spent workingwith clients, colleagues or suppliers and what proportion is about individualwork being independent of time and location. This sets out where and when thework can be carried out. Can a candidate working part-timeachieve the deliverables or does it need a full-time role? If the role isfull-time, could it be shared between two employees in a job-share capacity? Look at the bigger picture too. A jobcannot be designed in isolation, so ensure that you understand and communicatethe impact of a flexible working position on the rest of the workforce. It isno good, for example, if your individual flexible work contracts leave you withonly a skeleton office staff – or indeed no staff – in the office on any oneday.This recruitment process results ina business case, which provides guidelines when deciding which roles can beperformed in a flexible way. Once you have identified the appropriate workingsolution, the manager needs to communicate clearly the parameters of the joband what they expect the employee to achieve. Communicate to the potentialcandidates what you expect them to achieve from their job role, not from thehours they invest.Once you have achieved all of theabove, you will have an effective template in place for a flexible recruitmentstrategy that should be piloted, evaluated and adapted as needed. This is not just about recruitmentbut also retention. By understanding what skills, experience and deliverablesare expected from the role, you can identify the potential employee, who may bean internal or external candidate. RequirementsTo attract that person, you need totreat them as you would a customer. Consider their personal requirements,pulling together a relevant, tailored package. Remember, there is no point inattracting people with a flexible contract if the environment does not supportthat culture.Flexible workers should not bepenalised for their status – if they are, you are likely to lose them. It isimportant to work out a benefits and appraisal package specifically for yourflexible workers that all the management team has contributed to and willsupport. By Carol SavageManaging directorThe Resource [email protected] Comments are closed. Previous Article Next Article How to recruit flexible employeesOn 21 Nov 2000 in Personnel Today Related posts:No related photos.