Do You Give Enough Job Flexibility? 4 Ways To Offer More

June 18th, 2019

According to our Toronto marketing recruiters, job flexibility is one of the most desired perks for top marketing talent, and what most professionals are looking for when considering making a career move. But flexibility can mean a number of different types of work arrangements.

For companies, it’s important to understand the type of flexibility that candidates desire most. Keep in mind, it doesn’t have to be all or nothing when it comes to flexibility. You can be flexible in some areas and rigid in others. You can also adjust flexibility based on what candidates value.

Here are four ways you can offer job flexibility to candidates:

1. Work Remotely

Allowing employees to work from a completely remote location is growing in popularity. It allows your top talent to work at a convenient location, but it also affords your company flexibility. You don’t need to provide an office, and you can come to a work agreement that is mutually beneficial. It also allows you to cast a wider net when recruiting talent, as it removes certain geographic barriers that many companies face when looking for marketing talent.

2. Workplace Agility

Having the ability to be able to step out of the office for an hour here and there as needed is highly desirable by candidates. People today want to work for companies that afford them the time to step away for doctors’ appointments, go home early if their kids are sick, and give them the ability to step out of the office on a moment’s notice when something unexpected occurs.

3. Flex Hours

Not everyone wants to work 9-5. The ability to work a flexible schedule is ideal for many people so they can avoid rush hour traffic, have the ability work later hours when they are more productive, and work different hours to accommodate all the things that pop up in life. Some people enjoy working in the office but also to have the ability to work from home occasionally.

4. Minimal Travel

Some people just don’t like to travel for work. While some marketing jobs require it, you can come to an agreement as to how much a candidate will need to/ is willing to travel. Using technology and doing more virtual meetings is an easy way to reduce the travel requirements of a position.

More Marketing Industry Hiring Advice From a Toronto Recruiting Agency

3 Effective Recruiting and Retention Tactics for Marketing Companies

Top 5 Ways to Improve Recruiting Efficiency in the Marketing Industry

Common Mistakes to Avoid When Writing Marketing Job Ads

 


IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. IQ PARTNERS has its head office in Toronto and operates internationally via Aravati Global Search Network. Click here to view current job openings and to register with us.

Adrian Robinson

Adrian is a Partner and team lead within IQ PARTNERS’ Marketing Services group. He has an innate ability to create strong, trust-based relationships, combined with deep industry knowledge and experience, and respect for the clients and candidates he works with. Adrian treats people well… and he has the track record of strong results and repeat business to prove it.