Designing a flexible job

A wider pool of talent is available if you can offer flexibility, so it’s a business win if you can offer flexible jobs.

Share this checklist with your hiring manager and ask them to use it as a guide to writing the job description for the role. You might also find our resources on job design useful:

  • What’s the purpose of the job?
  • What are the tasks and responsibilities? Do they match the job description?
  • What would success look like in this job?
  • What are the most important tasks? Prioritise them. Be clear about the expected outputs.
  • Specify the skills and experience needed. Is it realistic to expect one person to be able to fulfil all the tasks?
  • Who will the post holder work with: clients, customers, other teams? Map the network of people that the person would deal with. What are their needs?
  • Look at the tasks: has there been ‘job creep’, with the previous post holder accumulating duties and responsibilities? Can any of the tasks be done better or more efficiently elsewhere in the organisation? Does the job have to be done the way the last post holder did it?
  • What kind of flexibility is the role open to? List all the types of flexible working the role is open to, in the job advertisement, including whether it is inherently tied to a location. If there is an approach you wouldn’t consider, say so.
  • Are there any management or training needs to make a flexible working pattern work?
  • Finally, only use the strapline where the hiring manager has thought it through and really is ‘happy to talk flexible working’.

For more detail on identifying the flexibility in any role and thinking about role design and workload, visit our Happy to Talk resources page.

Next page – how will the candidate know you offer flexibility?