Workplace flexibility doesn’t just mean working remotely. It includes a broad spectrum of working arrangements – such as flexible arrival and departure times; compressed hours; greater choice and control in shift patterns; caregiving leave, and much more.

40% of workers say workplace flexibility is one of the top three factors they consider when making career decisions. Added to this, two-thirds of workers don’t believe they need to be sat in an office in order to get their work done. It’s clear that candidates are looking for a way to achieve ‘one life’, which aligns and integrates their work and home lives.

While no employer can accommodate every single flexible working arrangement, it’s increasingly important that they implement and facilitate a range of flexible working policies. This will ensure their organisation appeals to workers at each stage of their career.

Flexible Working: A Win-Win Strategy

Flexible working also has plenty of benefits from an organisational perspective too. After all, as companies look to become more multinational in their scope of services, suppliers and products, they will need a workforce that can operate flexibility in terms of hours and locations.

As a result, organisations need to be ready to drop old work models that emphasise presenteeism over performance. Workplace flexibility as a talent management policy is no longer an option: it’s an essential practice that enables organisations to attract and retain in-demand talent and meet strategic business objectives.

To understand how important flexibility is to jobseekers, ManpowerGroup Solutions interviewed 14,000 workers in 19 influential countries about their job search preferences and motivators. Our whitepaper analyses the flexible working arrangements candidates are looking for from their employer; and suggests immediate steps and longer-term actions that employers can take to better meet candidate demand for flexibility.

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