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7 advantages of flexible working for your business

robert.half — Wed, 20 Jul 2022 09:45:00 +0000

7 advantages of flexible working for your business robert.half Wed, 07/20/2022 - 09:45

If your company remains committed to employees working at their desk, you could be missing a trick. The business benefits of flexible working are becoming more apparent on a global scale.

In the digital age, advances in technology have enabled employees to share files, communicate with colleagues and collaborate on projects, without the added burden of a commute or distractions at work. It's no longer the case that every employee needs to be in the office to be productive. In many cases, managers are actively communicating to their employees the benefits of flexible working opportunities. We've listed the advantages of flexible working below.

Reduced costs

Hot-desking' schemes are becoming increasingly popular allowing employees to use communal seats and computers on the days they come into work. This gives businesses the opportunity to increase headcount without having to increase location size.

Increased productivity

If an employee has the ability to work remotely from home, they save time on the commute, meaning they may be inclined to start work earlier and finish later. Eighty-six per cent of respondents in a recent survey published in The National have seen an increase in productivity, further demonstrating the business benefits of flexible working. Conscious of the need to prove they can work effectively from home, and justify the arrangement, many employees work harder than ever to deliver results. The morale boost gained from flexible working and improving their work/life balance can see employees improve their performance.

Increased creativity

Happy, motivated employees - those who are grateful for the chance to work flexibly - may be more inclined to engage with their organisation and make a valuable contribution, as greater autonomy boosts creativity amongst their employees. Working in a different way can encourage professionals to 'think outside the box' and be more innovative. Some employees may become more actively involved when they are in the office, and more willing to offer up creative ideas. These could relate to work processes, ongoing projects or general life within the office.

Ease of management

If employees are eager to work flexibly, they will aim to cause as little disruption as possible, minimising the input needed from their manager. If employees can prove they are easy to manage on a non-standard shift, further flexible working opportunities may arise. In most cases, professionals simply get on with their work; they will be heard from when they need to collaborate with colleagues or managerial input is necessary.

Improved wellbeing

Employee wellbeing is a key concern for many managers as it impacts retention of key people. Offering flexible working to employees can boost morale and improve their physical and mental wellbeing. When staff members work from home, they are likely to be less tired and better rested, reducing the risks of fatigue, burnout and stress. As a result, they will be able to give their all on a daily basis.

Staff retention

Many employees see being offered flexible working as a sign they are a valued employee. Those who have other responsibilities or out-of-work interests may see this as being an absolute must or a deal-breaker for any organisation they work for. The business benefit from offering flexible working is that it may assist retention efforts.

Attracting talent

Some professionals actively look for jobs that will allow them to work flexibly. It could be that they have childcare responsibilities or voluntary commitments, and are looking to achieve a better work-life balance. Offering flexible working opportunities can allow employers to recruit talented professionals who would otherwise have been out of their reach.

Should you offer employees flexible working?

The potential benefits of flexible working for employees are well-known - including an improved work-life balance, greater autonomy and improved morale. But it's important for employers to recognise the business benefits of flexible working programmes too. It's not just staff members who stand to gain from such initiatives, as organisations can reduce costs, improve output and increase loyalty when schemes are implemented in the right way. When flexible working is used appropriately, with the necessary level of buy-in from both employers and employees, it can be to everyone's advantage.

To hear more from our team of experts, contact the Robert Half team today.

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10 virtual interview mistakes to avoid

robert.half — Fri, 15 Oct 2021 09:55:49 +0000

10 virtual interview mistakes to avoid robert.half Fri, 10/15/2021 - 09:55

You’ve applied for a number of jobs, and you get a call back to say they’d like you to have an interview! However, the twist is that it’s a virtual interview.

Research shows that businesses are increasingly turning to video interviews within the candidate selection process, so it’s important to familiarise yourself with the process. It’s a good way for businesses to quickly filter candidates at the early stages, whilst candidates can save all the hassle and expense of physically travelling to an interview.

If you’ve never experienced a virtual interview before, it can be daunting meeting a hiring manager for the first time through a screen in your living room, but don’t panic. For the best chance of securing your dream job, make sure you prepare. Firstly, understand whether you will be having a live interview or a recorded interview:

Live interview – This is where you talk to the interviewer through software such as Skype, Google Hangouts or Teams

Recorded interview – This is where you record video responses to pre-agreed questions so that the recruiter can play back your responses at their own leisure.

Whether you have a live or recorded video interview, there are a number of similarities to face-to-face interviews. For example, you will still be asked similar interview questions and it’s important to be polite and professional. However, there are also some key differences that you need to consider too.

Here are 10 virtual interview mistakes to avoid and what to do instead to ensure you’re on the right path to success:

1. Bad camera crop and focus

We all have our bad angles, so ensure your camera is positioned correctly before you get started. You don’t want to begin the interview and realise you’re out the picture; you ideally want the camera to be in line with the top of your head.

2. Staring into space

Being dazed is not a good look. If you were in a face-to-face interview you need to maintain clear eye-contact with the interviewer. A virtual interview is no different, so ensure you are engaged and keep eye-contact by looking directly at the camera when answering questions to ensure you are not looking down.

3. Having nearby distractions

With virtual interviews, you can often face distractions, such as the door bell, your phone ringing or other people talking. Agree to a time when you know you will have privacy. Close the door and put your mobile on silent; you could even put a note on your front door asking for nobody to knock during your job interview.

4. Buffering connection

We all hate it when we struggle to watch our favourite videos online; the same applies for a virtual interview. To have a virtual interview, you need to ensure you have a strong internet connection, good video quality and audio. Test this out with a friend or relative beforehand to ensure the interviewer will be able to talk to you naturally, instead of having a video that is constantly buffering or your sound not working correctly.

5. Last minute connection

It can sometimes take a while to get connected to the meeting so make sure you start getting set up a few minutes before the virtual interview kicks off. You don’t want to be rushing around at the last minute struggling to get connected.

6. Throwing on anything

You wouldn’t wear a dirty t-shirt or your pyjamas to a face-to-face interview. The same rules apply for a virtual interview. Make sure the clothes you wear are professionally appropriate. The best advice is to stick to block colours. Patterns and stripes can sometimes create optical illusions on videos which can be distracting for the interviewer.

7. Sitting in a messy room

Remember that as well as you, the interviewer will also see what is behind you. You want them to be focused on what you have to say, which can be a challenge if they’re staring at your posters, knickknacks or any mess you’ve left behind you. So, make sure you sit in a position where you will come across as professional and with minimal visual distractions.

8. Sitting in the dark

If your interviewer can’t see you, that’s not a great start. Make sure you sit in a room that is well lit so that the interviewer can see your face clearly when talking to you. Nothing beats natural lighting, however you can aid this with ceiling lights and lamps.

9. Moving fast

As with any interview, it can be a stressful experience. But it’s important to relax and take things slowly. Speaking at a lightning pace in most cases won’t deliver the impact the interviewer is looking for with your answers. Even in a virtual environment, your body language still speaks volumes. Take a few deep breathes before your interview starts and take a few seconds to process each question before replying. This also allows for any potential time lags in the audio.

10. Beginner’s luck

If you’re new to speaking on a webcam, practice with a friend or relative; do not attempt to have beginner’s luck. This way, you can guarantee everything runs smoothly when your actual interview comes around.

Preparation is key for a virtual interview

As with every job interview, you want to make a great first impression. Take the time before your next meeting to prepare these fine details for the best possible chance of securing the job you want.

Learn from Robert Half’s expert recruiters so you can build a talented team of employees or advance your career. Operating in over 300 locations worldwide, Robert Half can provide you with assistance where and when you need it.

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Have you been online networking all wrong?

robert.half — Wed, 15 Apr 2020 13:00:00 +0000

Have you been online networking all wrong? robert.half Wed, 04/15/2020 - 13:00

We’ve all heard how important networking is when it comes to finding a job and advancing in your career. And with today’s technology, connecting with professional contacts can be as easy as clicking a button. But even if you’re interacting online instead of face-to-face, that doesn’t make networking any less intimidating.

Wondering how you can become more confident and maximise your efforts when online networking? These five tips will help get you on track:

1. Choose the right channel(s)

Most people gravitate toward LinkedIn for online networking. It’s a natural choice if you’re looking to connect with former colleagues, post industry updates and search for jobs. You can also use social media like Instagram and Snapchat, but keep in mind that not everyone’s comfortable connecting with co-workers on those apps. Contributing to professional online communities or forums and joining virtual conferences when you can’t make it out to in-person events may also be options for building your digital presence and business relationships.

2. Make a good impression

Your LinkedIn profile and photo say a lot about you. Make sure they’re professional and up to date. Including relevant details about education, work history and interests may lead to conversations about commonalities, which can be networking gold. If you’re connected to colleagues on other social networking channels, be mindful of the images and posts you’re sharing. That may mean removing or adding privacy settings to personal photo albums.

3. Be choosy with connections

Online networking success isn’t about having a larger number of connections than anyone else. Think carefully before sending and accepting requests. Asking someone you don’t know to connect can raise eyebrows – and even come off as creepy. You may want to stick with those you’ve worked with or met. Ask for an introduction if there’s someone in your extended network you’d like to get in touch with.

4. Don’t make it all about you

Sure, your connections are there to provide advice or job leads if you need them, but you want to be seen as a resource to others. Share interesting news items, comment on posts and ask how you can help. Promptly respond to any requests that come through your network. When you do ask for help, be clear about what you need, don’t be pushy and show appreciation for any assistance.

5. Take it offline

Whenever you’re able, meet with connections in the real world to strengthen relationships. It might be as simple as chatting over coffee or taking a lunch break together during an event you’re both attending.

Whether online or in-person, reaching out to others to make business connections is never easy. By carefully choosing who you’ll contact and conducting all conversations with tact and respect for the other person, though, you’ll become much more comfortable with your networking efforts.

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How to use a competency-based telephone interview for remote hiring

robert.half — Thu, 09 Apr 2020 08:42:09 +0000

How to use a competency-based telephone interview for remote hiring robert.half Thu, 04/09/2020 - 08:42

Could a simple phone call be the only thing standing between you and a remote hiring process?

Our hiring experts have compiled a list of basic competency-based interview questions and explain how this method can be used to assist your hiring plans and keep your business moving forward when you’re unable to meet candidates face to face

At Robert Half we specialise in placing highly skilled professionals within a wide range of companies across the UAE. Contact our experienced recruitment consultants today to help you find professionals that are best for your business.

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How to use a telephone interview for pre-screening

Unlike your standard face-to-face interview, a telephone-based interaction can be arranged and carried out relatively quickly, without incurring any unnecessary costs.

Interviewing by phone eliminates the need to block out large chunks of time to meet with candidates who are potentially unsuitable, thereby saving both the candidate and yourself time.

The benefit of competency-based telephone interviews is that they act as a pre-screening stage for candidates, eliminating those who may look good on paper but don’t possess the qualities that the role demands.

To gain the most from a competency-based telephone interview, you should aim to cover off the following points:

1. Outline key competencies for the role

A ‘competency’ is defined as a desirable candidate characteristic outside of qualifications or technical skills. Competency examples include problem solving, decision making, leadership or ethics.

Before you start selecting candidates to book calls with, ensure that you have an agreed selection of qualities to screen for and that they’re in-line with the company’s future plans.

2. Design situational questions which cover your competencies

Unlike face-to-face interview questions, competency-based questions are usually situational, making it easier for employers to predict future behaviour based on the candidate’s historical choices.

Frame each competency up into a question in which your candidate has to recall a real-life situation, then score the answers they give for easy comparison later.

3. Create your interview shortlist

Once you’ve spoken to each candidate on your telephone shortlist, review the scores given for each candidate in each competency. From this, you’ll be able to create a shortlist of those you’d like to bring in for a face-to-face interview.

Typical competency-based interview questions:

Tell me about a time in which you were given negative feedback—what was your reaction and how did you manage/action the comments given?

If stress management and high emotional intelligence are key qualities your candidate will need for a role, questions such as this may prove useful. Do they have a constructive, proactive reaction or do they become defensive and overwhelmed?

Have you ever needed to completely change your approach to a task? What prompted the change and how did you adapt?

The current business landscape demands professionals who have the ability to be agile in their approach to work. Candidates who show signs of rigidity when confronted with sudden change may not suit your future business direction.

Describe a time when you were asked to work or behave in a way that you didn’t feel was right. What action did you take?

For roles that require strong ethics or integrity, you may want to ask questions in which the candidate has to recall an uncomfortable situation that tested their moral fibre. Did they handle themselves with integrity?

Tell me about a time in which you were part of a team which didn’t agree on the direction or execution of a project. What was the end resolution and how did you reach it?

Communication and teamwork are qualities which carry across most roles, so it’s a good idea to test for it in a pre-screening stage.

For more information on using a competency-based telephone interview or to discuss your hiring plans, contact the Robert Half team today.

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