The Government has committed to new redundancy protections for pregnant women and new...read more
Lloyds Banking Group is one of a number of companies at the forefront of the move towards agile working and is a founding member of the Agile Future Forum. It has now taken that a step further by launching an agile hiring programme to ensure it recruits the very best talent.
In the past its vacancies were classified according to a full time or part time working pattern. Under the new programme, every vacancy has to be classified as either full time, reduced hours and/or agile, that is, compressed hours, a job share or some other form of flexibility. If the person recruiting for a vacancy says they cannot offer agile working they have to give a good business rationale and this information will be reported on and they will be challenged on that rationale.
The vacancies are also classified according to work location, which includes homeworking, mobile working, single office and multi-site working. Candidate searches for home or mobile working will return vacancies across the UK.
The agile hiring programme applies to internal and external vacancies and is part of the Group’s Helping Britain Prosper Plan which sets out clear targets to address a series of social and economic issues prioritised by its stakeholders. These include supporting small businesses and the UK’s manufacturing base and helping people and organisations acquire the digital skills and capability they need.
The agile hiring changes are communicated in vacancy descriptions and templates, with job adverts stating that Lloyds supports work life balance, is passionate about diversity and open to discussions about agile working.
“We are determined to find the right people for our jobs,” says Recruitment Manager Carol Breckenridge.
All her team work in an agile way and are “located across the UK”. No-one works a core 9-5pm pattern. “As a group Lloyds has been doing this internally for some time so this new programme is just making it part of our external talent attraction. We are just taking it a step further to reflect our agile culture,” says Carol.
She adds that she has already had many conversations with hiring managers about the degree of agility that can be accommodated in any role. “It’s a big selling point for us,” she adds.
The programme’s launch in early October is supported by Workingmums.co.uk. The Hire Me My Way campaign, launched earlier this year, says only 8% of roles are advertised as being agile, meaning many workers who need flexibility feel unable to progress their careers.
“We want to walk the talk,” says Carol. “We have come a long way and our culture embraces agile working across all levels and we feel our agile hiring programme will ensure we are hiring the best talent.”