Read our latest instalment of our blog series titled 'Ask a recruiter', where we share questions we receive about interviews, CVs, the application process and really anything our candidates might be concerned or curious about. If you missed our last blog, make sure to check it out: "Ask a recruiter: Are non-compete clauses enforceable?")
Each week we’ll be answering one question that comes up in conversation with candidates; this week’s being about flexible working.
A Private Client Solicitor based in Maidstone asks: “What about flexible working?”
I've been asked this question a lot, and here at Harvey John we tend to ask it just as much!
Some people seem to think that flexible working is still taboo if you want an application to be taken seriously, especially in the legal sector.
This isn’t the case in today’s market - in fact, there's a definite trend within forward thinking law firms as they focus on bringing on board and retaining the best talent. Whether they label it “agile”, “flexible”, or “part-time” working, it’s the same - acceptance that to be the best, the firm should be working for you just as much as you’re working for them.
As time goes on, and questions of whether a move away from the 9-5.30 office-based work week should be implemented across the board seem to gain more support, research surrounding productivity in the workplace is also gaining momentum. Law firms aren’t ignorant to the changes in the wants and needs of their employees, and many employers are making active strides to ensure they’re up-to-date with the rise in flexible working.
If you can be more productive in a work week that suits both your needs and your firm’s, they’ll be benefiting just as much as you are.
It’s well worth asking about flexibility if it’s something you want or need from your next role.
Charlotte Scotland is a Resourcing Consultant in the Legal Division at Harvey John.
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