The dreaded ‘B’ word. Many of the business circles we move in are abuzz with Brexit chatter amongst moans and groans of the circus of indecision it has become.
Some businesses are holding off on making major decisions until we have facts about what the future will look like. I read the other day about a South West based car manufacturer who have made the decision to halt production for the first six days in April.
One of the decisions Brexit is impacting is recruitment – and I get it – if there is uncertainty in your industry, it doesn’t always make sense to bring on additional overheads - but at what cost to your business?
Three practical tips to create a Brexit contingency that doesn’t stunt the growth of your business.
Work/life balance. It’s a statement bandied around by businesses and recruiters, to differentiate working culture and attempt to attract the best talent.
GOV.UK defines flexible working as a ‘way of working that suits an employee’s needs.
I worked with a candidate last year who struggled to land a suitable role. They had ten years marketing experience – but needed to work from home and be available to do the school run.
Believe it or not, this person was turned away from employers, because their flexible working requirements didn’t fit into the working ‘norm’. But, let’s be realistic – with a marketing role (a chunk of which is now increasingly digital) why would the candidate need to be physically present for eight hours a day straight?
Here are my top three reasons why flexible working should be on the cards for your business:
Is it time to rethink your stance on flexible working?