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Equality and Diversity Flexible Working Interviews And CV's Press Release Recruitment Uncategorized

Job Description: The Future is Output-Based

The first step in recruitment is creating a job description. Yet while evolution has effected other aspects of recruitment, it has past right by job descriptions. We have had the same outdated format and content for decades, and it is massively understated the negative effect this has on candidates and employers alike. From ridiculous experience requirements to asking for redundant skills, businesses have gone unchallenged on this topic for long enough. The future is now and the future is output-based.

The “Ideal” Candidate does not Exist

Businesses need to manage their expectations when it comes to recruitment. All too often job descriptions contain a phrase that is counter productive to say the least. Many job descriptions contain the phrase “the ideal candidate will have:”. If you are a recruiter writing a job description, let me stop you right there, because this phrase tends to be followed by a long list of unrealistic expectations and you are setting up everyone involved (yourselves included) to fail. The majority of candidates will not apply based off of the fact they do not meet every single one of these needs. A small minority will lie and apply anyway just to take their chances.

The chances of you finding someone who ticks everyone of those 30 boxes are slim to none. The literal definition of the word “ideal” is satisfying one’s conception of what is perfect, existing only in their imagination and unlikely to become a reality. No human has achieved perfection since the beginning of our existence so how can it be expected from your applicants? The bottom line is your not going to get what your asking for and realistically a job description should not be about the candidate in the first place.

The Practice of Inclusivity Creates Exclusivity

Since society is making a genuine effort to be more diverse and inclusive across the board, business are trying to do the same with their workforce. When recruiting, employers now factor in; gender, BAME, LGBTQ+ and Neurodiversity as a plus. Within job descriptions, employers will even say they are committed to creating a diverse and inclusive working environment. However by actively including certain groups you are excluding others, there is something of a paradox there; you cannot be inclusive without being exclusive. This is called positive discrimination, which is a contradiction in terms in and of itself. It can be argued that by definition; discrimination in any form cannot be positive.

The whole point of diversity and inclusion is to create equality. If you are favouring someone because on their gender, sexuality or race then that is just a different brand of exclusivity. So a white, heterosexual male is automatically at a disadvantage regardless if they are just as capable of doing the job as other applicants who fall under the above categories? Is this not just more of the same issue in a different form? If every organisation does this then inclusivity is just an illusion that we are kidding ourselves with. The only way to be truly inclusive is to take inclusivity completely out of the equation and out of the job description.

Generic Job Descriptions don’t lead to Quality Candidates

Many business don’t put enough time and effort into the job descriptions. The format is so out-dated that businesses to tend to throw generic essential requirements in without thinking, or they overload it with paragraph after paragraph of information about the company. Yet they include very little about the roll itself. This is not appropriate, a full summary of the company comes later in the recruitment process not the beginning. And if the candidate really wants the job they will do their research on the company beforehand. A job description is a job description, not a company description and not a candidate description.

Another issue is the throwaway skills recruiters have in their job descriptions. What is a generic skill to an employer can be a deal breaker for an applicant. This issue particularly affects neurodiverse people. Neurodiverse people are some of the most talented people on the planet and yet so few are in employment today. They perceive things differently, so if they see a skill in a job description they do not have, they will take it no further. Though this does not just include neurodiverse people, many applicants move on when they see an essential skill that they do not have. Yet the role itself does not require the skills the job description asks for. A job where the person predominantly works alone does not require great interpersonal skills. But the at the end of the day, none of these should be included in a job description.

The Output-Based Job Description

So what is an output-based job description? Simple; you take the candidate: their skills, qualifications and experiences out of it. You also take the company out of it; no mission statements, passions, goals etc. A short two to three line introduction on what the company does is the most that should be in a job description. The rest of it is solely about the role itself and the output of the person within said role and what their day to day duties will be. It should be based off of what an existing or past employee within that role does. Or with a new role, the purpose of it and why it was created should be made abundantly clear. There should be no abbreviations of what skills these duties will require, if the description of said duties is clear and precise the candidate will know if they are cable or not.

Take all labels out of the equation no; ‘diversity & inclusion’ or ‘flexible working’. These labels, regardless of intent, are creating an unconscious bias that contradicts their meaning. The most inclusive way to form a job description is to not include any labels whatsoever, this is the mark of true inclusion. This will ensure that the right candidates apply for the role as opposed to candidates trying to be perfect for the role. This is the future of the job description. If we as a society hope to abolish all forms of discrimination and promote true equality within the workplace. It will give everyone the same chance, no one individual will have an advantage over another. This will of course have a domino effect on the entire recruitment process, but a positive one none the less. But one step at a time and its time to take that first step.

#OUTPUTChallenge

We at Find Your Flex challenge you and your business to take part in our #OUTPUTChallenge type form: https://findyourflex.typeform.com/to/I523nXuA. Be the pioneer businesses in creating a better Future of Work for candidates and businesses alike! Businesses will create their 3 best Output Job Descriptions and the winner will receive 100 business credits with us for a whole year and will also be the core focus of our press release on the ‘Future of Work’. The future is now, cement your part in it by taking the challenge!

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Automation Careers Equality and Diversity Flexible Working Press Release

Find Your Flex Join The Tech Talent Charter

Who is The Tech Talent Charter?

“The Tech Talent Charter (TTC) is a non-profit organisation leading a movement to address inequality in the UK tech sector and drive inclusion and diversity in a practical and uniquely measurable way.  The TTC’s ultimate goal is that the UK tech sector becomes truly inclusive and a reflection of the society which it represents.  There are now over 500 UK employers of tech involved with the TTC and working together to drive change.

Signatories of the TTC make a number of pledges in relation to their approach to recruitment and retention. Although it is very much an employer-led initiative, the TTC is supported by the UK Government’s Digital Strategy.”

Their goal: that the UK tech sector becomes truly inclusive, reflecting the society which it represents. They focus on the how, not just the why of inclusion.

Tech Talent Charter – Diversity In Tech Report 2020

Why We’ve Joined TTC

We want to see the innovators innovate, the entrepreneurs create and organisations step up with corporate social responsibility. Our belief is that diversity and inclusion is the key to better futures for both employees and for business. We know we can play our part by driving access to flexible working and raising the profile of those employers who share our beliefs. 

We might only be a micro business but by joining forces with The TTC we are saying that everyone can make a difference. Consider that 

  • only 19% of the workforce in the tech industry are women. Yet over 50% of women surveyed by the TTC would retrain in tech given the support and opportunity. 
  • flexible working is far more likely to be sought by women or other underrepresented groups such as people with disabilities (Timewise). However our stats show men are also seeking flexible working too.
  • research commissioned by the Fawcett Society revealed that 1 in 3 working mothers lost work or hours due to childcare needs, that women were more likely than men to lose work or be burdened with childcare during the crisis, and that ethnic minority women were more likely to have concerns about losing their jobs.
  • the latest McKinsey Report on diversity reveals that businesses who embrace D&I are not only more innovative and profitable but are also attracting and retaining quality talent.

and you can see there is work to be done.

Our mission as a flexible working jobs board is to bring true flexible working roles to everyone. Regardless of gender, ethnicity, sexual orientation, parental status etc. We work closely with employers who already value flexible working. We hope to bring the issue of automation and re-skilling to the forefront of their strategies. 

We believe that with the TTC and their signatories we can drive a movement for change. One that benefits all members of society regardless of which gender you were born, what your socio economic background is or which ethnic group you belong to.

Not yet a signatory? Take a look at signing up here.

Tech Talent Charter Logo

TTC CEO Debbie Forster:

The importance of greater inclusion and diversity in tech is, thankfully, no longer up for debate. Sectors and organisations now need to work together to shift the dial – and this will happen a lot quicker if we pool our successes, failures, ideas and learn from them to bring about real structural change.

In our inaugural report we stressed the importance of collaboration. One single company can’t do it alone, which is why we’re asking organisations to sign up to the Tech Talent Charter and join the movement (now approximately 500 Signatories).  Companies can also access our TTC Toolkit, a set of free resources designed to help organisations improve their inclusion and diversity”.

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Press Release

FIND YOUR FLEX LAUNCHES NEW APPRENTICESHIP AND RETURN HUBS

Applications for Flexible Working Triple and CEO Wins a Community Maker Award.

FindYourFlex, the job platform for parents and anyone who needs flexibility at work, has launched its popular apprentice and return hubs. These are designed to help job seekers find roles offering flexibility. 

The apprenticeship hub showcases roles to suit people in their early careers as well as midlife career changers. Whilst the return hub targets people returning to work after an extended career gap, offering re-training and leadership courses. 

Cheney Hamilton, CEO and Founder of FindYourFlex (to include Mummyjobs.co.uk and Daddyjobs.co.uk) comments: “Since the start of COVID, more than 51% of women have said that the pandemic has made them want to change industry or set up in business alone” She added: “We have also seen our audience double since the relaunch of these hubs and applications for flexible working have tripled

FindYourFlex has also commissioned an extensive D&I survey. Designed to show that flexible working is the key component in driving inclusivity and organic diversity in the workplace, due to the accessibility to work that flexible working affords.

Cheney added: “Our research shows that 14% of our audience has a disability, 36% are male, 43% are non- white British, 39% identify as being part of the LGBTQ+ community and 58% are Degree educated or higher”. Although these are early figures, they demonstrate diversity in the audience.

Last month, Cheney Hamilton, CEO and Founder of Find Your Flex was delighted to receive the Community Maker Award by She Has No Limits. These prestigious awards are held annually and celebrate women’s achievements in the workplace. 

The Community Maker Award recognises a woman who has been successful in creating and leading her community to the benefit of all. With care and consideration, she has gone the extra mile to make her tribe feel supported.

For more information contact: pr@findyourflex.co.uk or cheney@findyourflex.co.uk

Or see our press page here

ABOUT US 

The Find Your Flex group of companies was founded in 2017. FindYourFlex want flexible working to be the norm in all jobs in the UK. Cheney and her team of flexible working warriors came together to get employers and the Government to recognise flexible working as a viable and essential, working way of life. Over the years, FindYourFlex has worked with over 300 companies, promoting the benefits of flexible working to both employees AND businesses. 

Cheney Hamilton, CEO and Founder of the FindYourFlex group of companies is taking a different root to change and took the first step to become an MP by joining the 50:50 Parliamentary Group in Summer 2020. The group that brings together women with a passion for politics and change, is supported by the Labour Party female MP’s. Cheney’s ambition is to make change from within parliament for everyone in the UK. 

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Press Release

Find Your Flex Update Their Values And Mission Statement

What Matters To The Team

When company values were recently discussed amongst the team at Find Your Flex, it was a unanimous conclusion. It’s the people they serve that matter. A deep and shared belief that flexible working practices build better futures for people and business.

The team decided they wanted to be a movement for change. To raise the profile of flexible working. To make work even more accessible to more people than ever before.

The team take pride in how the company will only advertise jobs from companies who share their values.

  • Diversity and Inclusion
  • Add Social Value
  • Diligence
  • Pride
  • Passion
  • Leadership
  • People

Read more about The Find Your Flex Groups Mission and Values.

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Press Release

Cheney Hamilton Joins The 50:50 Parliamentary Group

A Bid To Make Positive Changes From Within Parliament

Mother Pukka lobbied the welsh assembly & parliament for more flex appeal. Joeli Brealey is taking government to court over it. Cheney Hamilton, CEO & Founder of the The Find Your Flex Group of companies is taking a different root to change and has taken the first step to become an MP by joining the 50:50 Parliamentary Group supporting women with a passion for politics and change, supported by the Labour Party female MP’s…. To make change from within parliament for everyone in the UK. 

Follow her journey as she takes her first steps into the world of politics, meets her ‘buddy’, learns the ropes in her constituency and shadows female MPs at Westminster. All whilst continuing to advocate for workers rights, flexible working and Diversity & Inclusion in her ‘day job’.

See more Press releases

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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.”