AT THE END OF THE DAY, IT COMES DOWN TO STRATEGY
Organisations so far have been adopting rather tactical approaches to attract better talent.
Flexible work arrangements should be part of organisations’ strategy for candidate hiring and retention, as they cast a wider net for candidates, regardless of age or gender.
The job marketplace is competitive, and organisations are encouraged to embrace the diverse talent pool. Beyond the traditional target, mid-career switchers and stay-at-home mothers can be very valuable resources.
In fact, flexible work arrangements should be used as an opportunity to curb workplace stigmas.
Encouraging candidates to emerge from their traditional and socially labelled roles would be a step forward to highlight that they do not only have to take on just a single responsibility of either a caregiver or an employee.
As our society and the way we work changes, organisations also need to show stronger support and enable employees to balance work and life.
Furthermore, by broadening the talent pool, organisations can select candidates from different backgrounds and industries, different job experiences, age and gender, which can create very diverse teams. For organisations to thrive, diversity is essential to drive creativity and innovation, enhancing cross-learning which leads ultimately to better decision-making.
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