By using current case studies and advanced techniques, Omni’s EDI training programmes enable leadership teams to foster an inclusive environment within the workplace helping to retain and develop diverse talent.
Flexibility in the workforce arguably became one of the ‘key phrases of the pandemic”. As employers and employees faced the first round of lockdowns and working from home became the norm, it soon became apparent that remote working can really benefit organisations and employees alike.
Since the lockdown ended, people have slowly begun to return to the office. While some firms like Apple and BT have talked of mandating workplace returns, hybrid setups have emerged as the dominant way of working.
But what impact has this had on talent attraction and retention, and how will flexible working arrangements change in the future?
In our recent joint research report with the CIPD (the professional body for HR and people development), it was apparent that flexibility at work is a priority for recruitment. Of the 1,000+ HR professionals surveyed in the Resourcing and Talent Planning Report 2022, 69% revealed that at least some of the jobs they advertised were listed as open to flexible working, while one in five promoted all roles as flexible to some degree.
When we look at the comparisons from 2021 to 2022 data, the number of respondents that felt flexibility at work was the most effective way to attract candidates increased by six percentage points. A further 68% highlighted that offering different types of flexible and hybrid working had allowed their business to attract and retain more talent. When we consider that 70% also felt that competition for highly qualified talent has increased in the last year, offering flexible working clearly has its benefits.
Claire McCartney, senior resourcing and inclusion adviser for the CIPD, agreed with this sentiment:
“The pandemic showed the positive impact flexible working can have for both employees and organisations and our research continues to show that candidates increasingly look for flexible working during their job hunt. Greater availability of flexible working is usually a low-cost option for employers looking to improve their benefits package, and businesses can also reap the rewards through improved job satisfaction, loyalty and business flexibility.”
Allowing employees to choose how and where they work also has its benefits for talent retention. Developing a workplace culture that enables employees to feel more in control of their own working hours, allows a better work life balance and helps people to work in their preferred way, which will only bolster employees happiness and productivity.
In the Resourcing and Talent Planning Report 2022, 45% of HR professionals revealed that flexibility in the workforce had increased productivity across their business while 35% stated that it had a positive impact on engagement.
With flexibility clearly bolstering talent attraction and retention, it’s perhaps no surprise to note that most firms are planning to at least maintain current levels of hybrid working, with a number planning to increase flexible work options. Nearly a quarter of those surveyed in the CIPD report stated that hybrid and remote working will grow over the next year, while almost two thirds expect it to remain the same.
With flexible working clearly here for the future, how can HR practitioners drive best practice hybrid working standards that support talent attraction and retention?
Download your copy of the Resourcing and Talent Planning Report 2022 today to find out how other firms are adapting to the new talent landscape.
Absolutely. Omni’s development centres are specifically designed to unlock the potential of your existing employees. Our structured assessments, aligned to your internal frameworks, are designed to identify individuals’ strengths, skills gaps, and areas for improvement, informing targeted developmental activities that drive real impact on individual and organisational performance.
Our assessment solutions are designed to elevate your hiring process by identifying the best candidates based on their skills, potential, and fit for the role. We help you define the critical competencies required for success, develop tailored assessments that accurately evaluate these competencies, and provide deep insights into candidates’ aptitude and personality traits. This evidence-based approach improves productivity, reduces turnover, and ensures a positive candidate experience. There are several benefits that personality profiling can bring to the recruitment process, such as supporting inclusive hiring, improved decision making, and increased efficiency.
Omni enhances your Employer Brand by presenting your organisation in a way that resonates with different candidate personas. By identifying these personas through rigorous market research and engaging them where they spend time online, Omni ensures that your recruitment marketing is relevant and broadens your access to talent. This approach pulls on relevant levers that are important to candidates’ values and drivers. Enhancing the employer brand to attract and retain talent remains one of the top key trends in recruitment and Omni’s Talent Strategy team can help your organisation do so.
The Resourcing Effectiveness Assessment (REA) is a rapid and flexible audit of an organisation’s resourcing maturity. The REA takes an integrated approach with key data derived from surveying recent hires, regretted candidates, and hiring managers; focus groups with strategic leaders, hiring managers and HR/TA teams; align with desktop research. Evaluation uses Omni’s four-level maturity index across five key areas: Strategy, People & Experience, Process, Tech & Data and EDI, with a further 20 sub-categories.