Every business wants a skilled workforce, a dependable one. A workforce that meets production goals and smashes deadlines.
But what about a flexible workforce? A workforce as agile as it is reliable.
If the pandemic made anything clear, it’s that the “new normal” is sticking around; 73% of employees want flexible work options to remain after COVID. Businesses need to develop an effective, flexible workforce strategy to ensure they stay competitive and attract top talent.
Why is a Flexible Workforce Model so Important?
A flexible workforce model will enable your business to tackle obstacles and attract new talent and reduce turnover. The conversation has largely centered around wages, which can offer a short-term boost in application flow. But for long-term success, many companies must dig deeper into their workforce models and provide what employees actually need.
The demands of the modern worker are changing, and flexible work options are a higher priority than ever for employees. A study from ManpowerGroup Solutions revealed that nearly 40% of job candidates worldwide said schedule flexibility is one of their top three factors in career decisions.
Job seekers and active employees crave opportunities for freedom and space. They want their career to fit within their personal life, not the other way around. Parents want to be able to show up for their kids, some want to continue their education, others want to travel the world. Offering flexible schedules and cultivating a healthy work-life balance for employees should be a top priority for every business, or they risk potentially suffering long-term vacancies and high turnover.
A business needs to keep a pulse on the demands of its workers and potential applicants, or else risk losing skilled talent to more attentive competitors.
The market has seen significant changes throughout 2020 and 2021, from record-high turnover to plummeting job participation. These changes can be transformed into an opportunity for employers to implement innovative part-time solutions to meet talent demands.
Could a Part-Time Model be a Solution?
Part-time work has historically been under-utilized in most industries, particularly within the manufacturing sector. But implementing a part-time program, especially with the guidance of experts, can significantly impact recruiting efforts and plant operations.
Well-paid part-time work is highly desirable among applicants, so the risk of long-term vacancies is significantly reduced. A part-time program can also increase retention due to improved work-life balance. It also gives businesses much more adaptability; when market demands change, the workforce can be adjusted accordingly.
Here at MAU, we’ve helped several companies meet their recruitment goals and navigate extreme demand fluctuations by implementing a Part-Time program, where our teams analyze a business’s specific workforce challenges and create a unique Part-Time Program to address those challenges.
The days of band-aid solutions are passed, and the best way forward is a fundamental change to the way we think of the typical workday.
Click below to learn more information on how our teams can analyze a business’s specific workforce challenges and create a unique Part-Time Program to address those challenges.