As more and more parents seek flexible working patterns a high proportion of this group are mums returning to work post maternity or after a career break.
We are seeing evidence of organisations working with flexible policies and they are embracing work-life balance. This is all very well and part time jobs have mostly been the option for working parents, however some businesses would benefit even more if they thought about a job share perhaps?
Even the best intended part time roles present challenges and unfortunately some working mums can end up even more stressed and over worked keeping the balance when working reduced hours. Many companies do compromise and really value returning mums and offer pretty much the same job with reduced hours. The main problem here is that unless the role is tailored to the output required, then the employee ends up squeezing more hours into fewer days. If you have a supportive boss and team which is what I experienced allowing me to work at full speed and be challenged, however at times I found it very tough. This isn’t always the fault of the organisation. If they are encouraging more women back to work as they realise the benefits of talent retention and skill, but the roles on offer are confined to set part time hours then it can sometimes turn out untenable for both parties.
Some organisations on the other hand offer part time roles where they can but are highly sensitive to reducing hours within client facing roles and some positions with high strategic content. Fair enough but by planning and structuring business needs around women wishing for more flexible working patterns they could be in more advantageous position.
I have never personally experienced job sharing in my career however I worked with a few clients over my time who operated in this work pattern and demonstrated efficiency and success.
A success story I recently heard of is of when a Global organisation restructured a client facing business team and it was decided that the roles would ideally be full time. The situation arose at a time when a couple of returning mums (ideally searching for flexible working) who figured that with their wealth of experience and relationship with their clients it would be a loss to the business if they were not to be a part of the team. Collectively they presented to the business that they could perform the role as a job share. Armed with the positives and not so much of a mention of many negatives they won over the support of the business leaders and since then have been successfully sharing a client facing, highly operational role between themselves for over 3 years now. They are delighted to have their flexible opportunity along with continuing to work in such a business. The clients themselves are equally satisfied to have the sustained relationship and level of service commitment. A real key to achieving their success is that they compliment each other extremely well with their skills and experience but more importantly work ethic and professional attitude.
If more businesses could think wider and not see a job share as a risk, but a positive retention of talented and skilled working mums who can continue to deliver and probably more efficiently too.
I think some guidelines are equally essential to consider when structuring such a position(s);
- An accurate workload agreed and divided equally
- Very clear lines of communication
- Clear lines of communication is compulsory between job sharers
- Compliment each others skills/experience along with work ethic and professional attitude
A recent survey carried out by Careerbuilder.co.uk found some very interesting findings when they questionned 100 UK businesses…
In a market which is so competitive employers are not only observing verbal communication of potential employees but behaviours and actions. Some of these will actually be considered when making a hiring decision.
Of the employers questioned, 83% said that lack of eye contact was an interview turnoff. This was followed by a weak handshake at 54%.
A real dislike from employers came when candidates crossed their arms over their chest. This was 41% of the employers thoughts followed by fidgeting with an object on a table which came in at 40%. Fidgeting with hair was 36%.
Additional feedback from employers which they considered a turnoff was bad posture, use of hand gestures and an overly strong handshake.
On a positive note if a potential employer had to compare candidates with similar skill-sets required for the role, then 34% said that they would chose the candidate with a sense of humour. This was considered a big factor. If you are well presented, then 28% of employer would offer you the job.
One final point to be aware of is dressing “too casual”. This is deemed a common complaint and tailoring yourself to the business you are interviewing for is a must.
The final research is summed up by Tony Roy – President of Career Builder EMEA “Employers are evaluating the whole package during job interviews and the non-verbal cues job candidates give can be very influential on the hiring decision”
If it has been some time since you have interviewed in the market or are considering another career avenue then perhaps ask trusted friends and family about your appearance and maybe run through some questions to gauge an opinion as to how you come across? Some honest and constructive feedback may help you get that job!