How to solve a problem like flexible working?
Working from home and flexible working are not new concepts; we have all experienced varying levels of this flexibility over the past few years. However, with studios returning to life, coupled with the ever-increasing demand for talented additions, a few considerations need to be made when looking to hire.
Flexibility is expected, not a rare benefit.
The most dramatic shift in candidate perspective is expecting flexible working and not seeing it as a great, rarely seen perk. Previously, working from home one or two days per week was a huge perk, generally reserved for more senior staff members or granted on a case by case basis. Now it is a baseline expectation. In fact, just a single day working from home will likely be a con rather than a pro to many candidates of all levels.
Whether the culture of hybrid working will last is yet to be seen. What is certain is that in an exceptionally competitive market, the considerations around work/life balance are increasingly becoming vital.
Employer flexibility opens you up to a broader talent pool.
An unexpected pro to flexible working is that it will widen the pool of people available to you, should it be done correctly. Previously unattainable prospects ruled out by a long commute are much more likely to consider working for you if they don't need to be in the studio at 8.30 am, Monday to Friday. Personally, as a commuter from deepest darkest Essex, Soho was always the limit of what I found reasonable for my commute. However, should I only need to be in the office two days a week, I would very well consider prospects in West London.
There is also an increasing trend of having work done outside of London entirely, whether elsewhere in the UK or Europe. Many talented designers and creatives operate within our European neighbours. As long as designers are set up to complete UK projects, studios can tap into a substantial resource, especially when it comes to freelancers.
Be clear about your flexible working limits.
A studio's flexible working is a huge differentiating factor. It's no longer enough to say 'we're flexible', instead there needs to be a clear agreement of just how flexible you are willing to be amongst your leadership team.
Start with your core needs. For example, every team needs to be in the office together for a minimum of 1 day a week (pick a set day when the whole team will be together), or there needs to be someone available during specific hours of the day.
It would also be beneficial to look at what you'd be willing to agree to outside your standard arrangement, should a suitable person come your way. For example, if you usually work three days a week in the studio and two days from home, would you be willing to switch that to two days in and three days out for a specific person/talent gap?
Learn how to talk about it.
Interviews are tough at the best of times. And particularly in a creative environment, we prefer to work together to build and develop each other's ideas, hence the desire to have a studio in the first place. However, if we accept that flexibility is now an essential part of the workplace, and we have our set rules/availability in place, please please please do not then undermine this during your interview process.
A potential hire could question your long-term hybrid working structure if they hear comments such as, "We work two days a week at home, but I think we get our best work done in the studio."
You should be clear in what you offer and sell the model that works for your studio; talk about it positively. Discuss their own needs and how that may fit your studio's agreed flexibility.
Overall flexible/hybrid working will be the expected norm for at least a few years. It's time to decide whether you will commit to it and take advantage of its benefits or whether you pay it lip service and risk losing some of the best talent in the market to your competitors.
