Categories
Flexible Working

9 Reasons Why You Shouldn’t Join A MLMs

The Perils of Working Under A (MLMS) Multi Level Marketing Scheme.

  • You are statistically more likely to lose money when working under a MLMS, not make it. The numbers I have looked at say that 90% plus.
  • In fact, you are slightly better off being a professional gambler: Read More.
  • Because they want you to sell more, to disguise the fact that you are more than likely making nothing for yourself, there is often a pseudo self-help /motivation quality to the companies to keep you involved. Very often they conveniently counsel you to ignore ‘negative people’ or ‘haters’, just in case anybody close to you has any awkward questions, like ‘Are you making any money?’ Leave these companies and compare it to leaving a cult. Read More
  • You don’t have control over setting prices or sometimes even over which products you are sent to sell. Usborne books sellers have to stick to a price to make a profit, even though you can get them cheaper online. Read More.
  • Working under a MLMS your market will become very saturated, very fast. You only know a limited number of people willing to buy from you. It’s probable that you’re going to bore and alienate your friends and family trying to sell them stuff they don’t want or need. Probably running out of buyers pretty quickly.
  • To make any money at all, you have to work hard. REALLY hard and spend a lot of money upfront to do so. Especially if you have to re-stock (which seems to be a lot, for the companies I looked at). Or pay the company back for their starter kit. The fantasy that you can ‘work when YOU want’ is going to wear pretty thin when you have to get to unrealistic targets every month, just to have a chance to break even.
  • If you do succeed, the only way you can do this is by recruiting other people into the company, to take a cut of what they’re ordering. So you’re making money on the back of other people’s hard work.
  • The fact that they have no selection process at all should tell you something: they don’t care who signs up. Just as long as they can make money from your sales.
  • Donald Trump used to own an MLMs: – ’nuff said. Read More

Author: Kizzy Hamilton, Marketing Team at The Find Your Flex Group.

Read More about the pitfalls of MLMs over on MummyJobs.co.uk: Why At The FindYourFlex Group We Don’t Support MLM’s.

Read more of our blogs on all things careers and flexible working.

Categories
Flexible Working

Calling Employers – it’s time to incorporate flexible working into your employment strategy

With employment at an all-time high and a diverse population that’s fuelled by technology and a
24/7 culture, flexible working should be an integrated part of any employment strategy. It’s no
longer a ‘good to do’, but a ‘must do’. Those that don’t could risk missing out on the best candidates
for their organisations.
The aim of every employer should be to find the right candidate for the role, who will generate the
best results for the organisation. Creating an environment where the employee has the ability to
perform to their best is a crucial part of the equation.
So, what exactly is ‘flexible working’? It’s more than just a different start and finish time. There are
many different variants, so we thought we’d give you a quick run-down:

Flexible working hours

Start and finish times can be varied each day. Debit and credit hours can be rolled over to a new
month (usually a 4-week accounting period)

Annualised hours contract

The number of hours an employee is contracted to work is split over a full calendar year rather than
calculated by week. Longer hours are worked at certain parts of the year and shorter hours during
other periods. Variations in hours can be related to seasonal factors, school holidays or fluctuation
in demand for companies’ goods and service.

Term-time working

Employees work during the school or college term-time. Leave is unpaid but pay can be spread
evenly across the year.

Job sharing

A full-time position is divided, usually, between two people. Each employee works at different
times, but there may be some crossover.

Nine day fortnights

Individuals have one day off every fortnight. The day off may vary as long as the employee works
one five day week, followed by a four day week.

Four and a half day week

Typically, the employee works a half day on a Friday. The short day doesn’t have to be a Friday, but
it’s the most common day.

Zero hours contract

A person is not contracted to work a set number of hours and is only paid for the hours they work.
This is not an exhaustive list, as there will always be different requests based on personal
circumstances, but it should give you some idea of what to expect and what to cater for. Whatever
the agreed arrangement, it has to work for both the employer and employee. For more information, check out the CIPD Megatrends report on flexible working:
https://www.cipd.co.uk/knowledge/work/trends/megatrends/flexible-working
Categories
Flexible Working Press Release

The Find Your Flex Group Launches To Meet Growing Demand For Flexible Working

The Result Of Success

Following the exponential success of multi-award winning recruitment websites – mummyjobs.co.uk and daddyjobs.co.uk – the founders are launching FindYourFlex.co.uk. This also involves the rebranding the Mummyjobs Group to The Find Your Flex Group on 1 March 2019.  This move is to provide an inclusive platform for anyone looking for flexible working.

Cheney Hamilton launched Mummyjobs in 2017. This was fuelled by her own personal circumstances when she was unable to return to the 9-5 after the birth of her second baby.  Shocked by her employer’s unwillingness to offer flexibility, she quickly discovered it was a nationwide problem. It wasn’t just parents affected either, but a staggeringly large group of people. This included graduates to grandparents, who were looking for flexible work.

Cheney says “My own personal situation prompted me to set up mummyjobs.co.uk. However it quickly became clear that there’s a much bigger demand for flexible working across the labour market. Just after the initial launch, we went viral and over 1.2million people engaged with us over a 10-day period, searching or in support of flexible work.

Times have changed and so has the labour market.  We have five generations in the workforce. Generation Z are opting for work over University. We have the Gig economy and a 24/7 international community powered by technology. The traditional 9-5 is fast becoming a way of the past.  The demand for flexible working is clearly out there. Employers need to consider this when looking for the best talent.”

The New Job Board

The new job board (jobs.findyourflex.co.uk) offers a wide range of roles across all sectors from causal work to senior appointments.  All champion flexible working. It could be part-time, job-share, compressed hours, annualised hours, staggered hours, term-time only or phased retirement. The site also continues to share practical advice and provide a platform for people to share their experiences relating to flexible working. The Mummyjobs and Daddyjobs sites remain but will become campaigning sites for parental rights, closing the gender pay gap and equal leave benefits.

Cheney continues “This feels like a major turning point for the recruitment industry.  We’re working with small niche companies right through to big blue chip brands. I predict that many more employers will realise that flexibility needs to become a requisite part of their employment strategy. Failure to do so could lead to them missing or losing the best candidates for the role.”

Categories
Flexible Working

Flexible & Free (lance); the F generation

Is Flexible Working Such A Strange Concept?

If you look up flexible working online, you’re inundated with articles about the gig economy, digital nomads and freelance communities. It’s overwhelming, and by the time you’ve done a quick Google search, you feel like you need to pack your bags and retire to a digital commune in Bali living a penniless, but fulfilled existence, or stay in your full-time job, unhappy and miserable for the rest of your days.

There doesn’t seem to be a middle ground. You’re either berated for being an ungrateful millennial or being told you lack a work ethic and hard skills. It’s confusing, noisy and overwhelming. You started this trying to figure out a flexible way to manage life and work but suddenly, there’s no clear path. Before you know it, you’ve given up the job search (because what’s the point anyway) as you settle down to binge watch Friends. After all dropping all ten seasons on Netflix is the best thing to happen to you all month and feels a lot like the good old days when life was just easier.

Take Note From Generation Z

But we don’t think it has to be that way, in fact, everything we know tells us it doesn’t. Which is not to say you should stop watching Friends, because you’re right, it is the best thing to happen to us all recently. Spiraling into a pit of depression at the state of your work life isn’t the answer.

The missing ingredient here is that young graduates entering the workforce today don’t have to choose. To pigeonhole themselves into one role, or take on the uncomfortable nomad mantle. It doesn’t have to be one or the other, but rather, a blend of everything that gives you a broad range of skills, keeps you motivated and all while earning money.

The truth of the matter is, every option being peddled for the latest generation has pros and cons. The workforce also needs every type of worker, and it always will, so an entire freelance population by 2020 is just not going to happen, nor is it realistic. Or necessarily the right solution for the economy. 

The solution here lies in the opportunity to flex up and down, work across and develop different skills. Think of it as a career pic & mix. For example, the way we need to measure success is around outputs rather than time spent aimlessly at your desk. Did you get the project finished, what did you achieve and what have you produced? It allows you to utilize your skills and become more efficient with your time.

Flexible working gives you the opportunity to work for multiple employers in the same role and potentially move up the career ladder quicker. You’re not stagnant in one role gathering dust, but constantly searching for new solutions and challenges.

Remote working gives you the opportunity to stretch your experience over borders and state lines. What if you worked as a project manager on a six months contract across three separate organisations and countries. The knowledge you would gain in a year and a half amounts to what some manage in a decade at one business. Your perspective of the business world shifts to encompass more than one environment can ever give you. That kind of exposure is gold dust to those hungry ambitious types looking to learn and earn their way up the ladder.

At the same time, some roles don’t lend themselves to quick jumps and freelancer stints, and nor do some people. The idea of working remotely, displaced from the comfort of routine and having to hustle constantly for your next bit of work can send some into an anxiety spiral that not even the gang at Central Perk can lift you out of. But that’s okay, because the workforce doesn’t need to be full of digital backpackers and nor can it stay in its current state. It won’t survive the way it is and should wandering hearts and ambitious minds want to travel and jump and run and fly free across the globe, we need to build a workforce that can accommodate that, and actually, one that can thrive because of it.

Flexibility in the work place is growing in popularity, there is a reason for this – people thrive. Employers – take note!

Categories
Business Flexible Working

Flexibility, the business case…

At the beginning of 2018, commuters received their annual shock.

The holidays are over, you’re having a dry month, you promised yourself you’d exercise, and just when life can’t feel any harder going – oh, UK rail fares have jumped 3.4% on average!

Travel costs account for 13% of a person’s salary for the average Chelmsford to London commuter – in fact, much of the pain of these increases is felt by people who need to make their way into London from elsewhere to work.

It begs the question: why, in this world of flexible working, is commerce still so obsessed with working out of offices in London? According to Instant Offices, the average desk space in the West End now costs £732 per month. Multiplied by a workforce, this can be a serious expense. If you’ve got 100 employees you’re close to £1m a year before you even furnish the place.

So why are so many businesses still insisting on doing it?

When I joined TMP in 2013, the behaviours that drive the workplace looked very different than they do today. Physically, it was a huge space, spread over four floors on Tottenham Court Road. Its ‘commercial’ drivers equated to lots of hours, a culture on the serious side, and an expectation of punctuality and presence in the office.

Just five years later, most of my colleagues work flexibly, and that’s allowed us to shrink to just a single floor, with a rotating cast of people from day-to-day on hot desks. It’s buzzy yet relaxed, with a variety of collaboration spaces. People come and go, and we rate each other on our outcomes rather than our facetime.

It works for everyone. The workforce is happy to be trusted and carry out their jobs in a way that fits what they need to deliver as whole people – at work and at home.

The client service leads are happy that their people are out meeting clients and getting into their businesses, instead of taking up desk space and drinking all our coffee.

And the CFO and the rest of the leadership can certainly see the benefit of reducing expensive real estate costs, in a way that is win-win for everybody else concerned: by being flexible.

Not just cost saving or beneficial to clients, this can also attract top talent. A few years back, we had a talented candidate decline an offer from us, because at the time we were less enlightened and required a Monday to Friday, 9-5.30 commitment. As he had a choice where he worked, he chose a firm more willing to trust people to produce results.
Lesson learned, and luckily we’ve changed.

Flexibility also brings inclusion benefits. Forcing everyone to conform to establishment working structures will get you establishment people. A bit of flexibility might open up your business to candidates who think differently and construct their lives in a way that doesn’t follow the average.

Attracting cognitive diversity to your workforce means being open-minded about ways of working.

Being more flexible about where, when and how we work won’t solve our season ticket problems today. But as more businesses learn to focus more on outcomes than processes, we will see benefits to inclusion, less wasted time, and more people who are happy at work.

Heather DeLand is executive creative director of TMP Worldwide

This article was originally published in Recruiter Magazine and on Recruiter.co.uk