The unemployment rate currently stands at 3.8% so there is more demand than ever to find candidates to fill key roles within the business. This is particularly prevalent in the IT and financial services sector, especially with Brexit looming and migration dropping to a 10 year low. It is, therefore, important that employers have a more flexible approach in dealing with their recruitment requirements. These are some ways you can become more flexible and increase your chances of filling those hard-to-fill roles.

Flexible Working

The ability to work flexibly is still difficult to find, but there is an increasing demand, as people strive for a better work-life balance. Flexible working may include offering employees the opportunity to work from home on occasion or adapting their hours to suit childcare needs or to accommodate outside interests. If your business can cope with flexibility, it is well worth offering this. A flexible workforce can also be beneficial for a business, as it means you can often cover more time zones.

Part Time Hours

If you are recruiting for a full-time role, without success, why not consider hiring two part time employees instead, or offering it as a job share option. With 40% of UK workers having a side hustle and over 8 million people working part time, offering part time roles will open up your business to entrepreneurs who are looking for part time hours to suit their business, as well as part time workers.

Identify In-House Skills

Instead of looking externally to fill your role, could you train anyone in-house to cover the role? This not only saves you the time and hassle of recruiting, but it can also help with your retention rates. Businesses should always try to identify internal candidates for hard-to-fill roles, before exploring other options.

Analyse Benefits

Offering benefits such as childcare vouchers are great for those people with children, but what about the rest of your workforce? If you want to entice more candidates to your organisation, it is important that you are flexible with your benefits. Could you offer a gym membership or travel vouchers to reach a wider market?

Compressed Hours

Another option is to allow employees to work compressed hours and take days off during the week, if it fits in with your business operations. Some employees would prefer to work 12-hour shifts and take a day off, so it’s worth considering this flexible option when recruiting candidates.


If you are a business within Scotland or the wider UK looking to chat about your requirements or a candidate looking for advice, you can reach us on 07815939029 or email