Flexible working and employer brand… the challenges and opportunities
Flexible working and employer brand… the challenges and opportunities

Flexible working and employer brand… the challenges and opportunities

York Full-Time 36000 - 60000 £ / year (est.) Home office (partial)
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At a Glance

  • Tasks: Explore the challenges and opportunities of flexible working in the construction sector.
  • Company: Join a leading recruitment consultancy focused on procurement and commercial professionals.
  • Benefits: Enjoy flexible working options, competitive salaries, and a supportive work-life balance.
  • Why this job: Be part of a dynamic conversation shaping the future of work and employee satisfaction.
  • Qualifications: No specific qualifications required; just a passion for understanding workplace dynamics.
  • Other info: Opportunity to influence employer branding and culture in a post-COVID world.

The predicted salary is between 36000 - 60000 £ per year.

Flexible working and employer brand… the challenges and opportunities

January, 2025

From the recruitment consultants’ perspective, the most significant legacy of COVID-19 is an invigorated and ongoing tension between employers and employees over remote and flexible working.

A significant proportion of employees who were able to work from home during the pandemic found a work-life that they enjoyed and, often, in their opinion also benefited their employer. Our salary surveys of procurement and commercial professionals show that the construction industry is no exception with the numbers of respondents rating flexible working as a top three factor when choosing a move about the same as those prioritising salary. Nothing else comes close.

Nonetheless, many companies are trying to reduce the amount of flexible working they allow, or even mandating employees return to the office full time. So, what are the challenges of flexible and remote working patterns for employers? And are there also opportunities?

The challenges of flexible and remote working – how it can damage businesses
The most obvious challenge of remote and flexible working is its impact on communication, resulting in lost productivity and innovation. Practically, people not being in the office five days a week makes engineering face to face meetings (which are often more productive than online meetings) more challenging, however there are less obvious downsides to remote working too.

The zoom revolution is highlighting that the move to open plan offices over recent decades was as much about improved communications as it was about cost savings. Employers are finding that the reduced frequency of “watercooler chats” undermines business performance as it is often these impromptu conversations that drive innovation, lead to efficiencies and, from a recruitment and retention point of view, consolidate the friendships that underpin employee loyalty.

Developing and maintaining brand values and organisational culture is also more challenging remotely. As a species most of us feel a need to conform to the norms and expectations of those around us. The less time we are immersed in an environment, the less influence that environment exerts on our behaviour and values. As a result, organisational cultures become more dilute and less able to influence the group or individuals within it. In extremis, an organisation becomes an association of individuals and the lack of shared or collective purpose undermines performance.

Employers are also increasingly experiencing two-tier cultures. Employees who were “indoctrinated” with the organisational culture before flexible working patterns became the norm often have a different relationship with the employer and a different sense of the employee value proposition than more recent joiners who, for example, may have stipulations about flexible working (or the lack of it) as part of their contract. These different expectations can create a sense of tension. Often that tension can be exacerbated by perceived unfairness that not all teams or employees are subject to the same rules around flexible or remote working.

Many employers are also noticing that young employees working remotely are not developing as fast or in the same way as their predecessors who were embedded among their peers and more experienced heads in the office. It is clear that significant amounts of knowledge transfer results simply from being immersed in the office. A further challenge is that many young employees are missing out on the networking and face-to-face time that is critical for developing effective personal networks that help both with their own careers and day-to-day delivery for the employer.

So, with so many significant pitfalls and complications, why would all employers not follow Laing O’Rourke’s example and order employees back into the office five days a week?

The opportunities of flexible and remote working
As alluded to in the introduction, many employees really value flexible working patterns or the ability to work remotely and are willing to make sacrifices elsewhere (including to salary) to get a work-life balance that suits for them.

Consequently, employers who previously lacked the employee value proposition or employer brand to compete with industry leading companies for upper quartile candidates can improve the calibre of their employees by offering different flexible working patterns to their competitors. Another trend we are noticing, is employees who have a working pattern that suits them being reluctant to move companies if they cannot guarantee that the new employer will be able to match their current work-life balance.

The benefits are not simply around attraction and retention either. Some employers also find that employees who benefit from flexible working patterns are among their most loyal and their most productive.

And there can be other cost benefits too. A minority of companies are engineering flexible and remote working strategies that achieve cost savings through downsizing or eliminating the cost of permanent office space, offsetting any efficiency and innovation losses that might result from remote working.

Conclusion
There is no single right approach to flexible and remote working and every company needs to weigh the pros and cons of different strategies. Some employees appreciate being in the office full time and some of those would rather their colleagues operate to the same pattern. Others simply won’t go back to a restrictive regime.

All things being equal having employees in the office 9am to 5pm five days a week is probably, on balance, the most efficient set up for companies. However, things are not equal. Companies have different employee value propositions, employer brands, cultures, office locations etc and if a business can improve performance by attracting a higher calibre of employee or improving staff retention by offering more flexible working options, then why wouldn’t they take advantage?

As our salary surveys have shown, salary is no longer the overwhelming driver and flexible working means employee value propositions are more varied than ever before. That choice is great news for employees who want choice; and an opportunity for employers who can make it work for them.

About the author:

Adam has over 20 years’ experience recruiting procurement and commercial professionals across the construction sector.

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Flexible working and employer brand… the challenges and opportunities employer: AR Resourcing Group Ltd

At AR Resourcing Group Ltd, we pride ourselves on being an excellent employer that values flexibility and work-life balance, especially in the evolving landscape of remote working. Our supportive work culture fosters collaboration and innovation, while our commitment to employee growth ensures that every team member has access to development opportunities tailored to their career aspirations. Located in the vibrant city of York, we offer a unique blend of professional advancement and a fulfilling work environment, making us an attractive choice for those seeking meaningful employment.
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Contact Detail:

AR Resourcing Group Ltd Recruiting Team

StudySmarter Expert Advice 🤫

We think this is how you could land Flexible working and employer brand… the challenges and opportunities

Tip Number 1

Familiarise yourself with the latest trends in flexible working and employer branding. Understanding how companies are adapting to remote work can give you an edge in interviews, allowing you to discuss relevant challenges and opportunities.

Tip Number 2

Network with professionals in the construction sector who are involved in recruitment or HR. Engaging in conversations about flexible working can provide insights into what employers are looking for and help you make valuable connections.

Tip Number 3

Stay updated on the impact of flexible working on employee productivity and company culture. Being able to articulate your understanding of these dynamics during discussions can demonstrate your awareness and commitment to the role.

Tip Number 4

Consider how your own experiences with flexible working can add value to the role. Be prepared to share personal anecdotes that highlight your adaptability and how you’ve successfully navigated remote work challenges.

We think you need these skills to ace Flexible working and employer brand… the challenges and opportunities

Understanding of Flexible Working Policies
Employer Branding Strategies
Communication Skills
Conflict Resolution
Change Management
Employee Engagement Techniques
Analytical Skills
Knowledge of Remote Work Tools
Organisational Culture Development
Networking Skills
Adaptability to Change
Problem-Solving Skills
Stakeholder Management
Data Analysis for Employee Feedback

Some tips for your application 🫡

Understand the Role: Before applying, make sure to thoroughly read the job description. Understand the challenges and opportunities related to flexible working and employer branding as outlined in the posting.

Tailor Your CV: Highlight your relevant experience and skills that align with the job requirements. Emphasise any previous work involving flexible working arrangements or employer branding initiatives.

Craft a Compelling Cover Letter: Use your cover letter to express your understanding of the current landscape of flexible working. Discuss how you can contribute to addressing the challenges mentioned in the job description.

Showcase Your Knowledge: In your application, reference specific trends or statistics related to flexible working and employer branding. This demonstrates your awareness of industry dynamics and your proactive approach.

How to prepare for a job interview at AR Resourcing Group Ltd

Understand the Employer's Perspective

Before your interview, research how the company views flexible working. Understand their challenges and opportunities regarding remote work, as this will help you align your answers with their values and demonstrate your awareness of current industry trends.

Showcase Your Adaptability

Be prepared to discuss your experiences with flexible working arrangements. Highlight how you've successfully adapted to remote work, maintained productivity, and contributed to team dynamics, showcasing your ability to thrive in various work environments.

Emphasise Communication Skills

Since communication is a key challenge in flexible working, be ready to share examples of how you've effectively communicated with colleagues remotely. Discuss tools you've used and strategies you've implemented to ensure clear and efficient communication.

Discuss Cultural Fit

Employers are keen on maintaining their organisational culture, even in a flexible environment. Be prepared to talk about how you can contribute to and enhance the company's culture, especially if you're joining a team that has been working remotely.

Flexible working and employer brand… the challenges and opportunities
AR Resourcing Group Ltd
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