Category Archives: Company Culture

Flex-time at the workplace

By Adam Gellert, Founder / HR + Recruitment Consultant at Linkus Group

The average full time employee works 8 hours a day, 5 days a week, with the same schedule through the length of their career with a certain company.  Employees often spend more time at work than they do at home.  How do you ensure that employees stay focused and motivated, maintaining their ambition and drive, throughout their entire career with your company?  The answer lies in flex time.


What is flex-time?

Flexible work arrangements or flex-time are options given to employees to help ensure their ability to achieve work-life balance.  These arrangements could include allowing employees to work part-time, job-sharing agreements, customizing work hours to 10am-6pm instead of 8am-4pm, or compressed workweeks where employees work longer hours to have more time off on weekends.

Benefits of flex-time

From an employee perspective, flex-time option could be a unique benefit of working at a company, as it is not a widely offered.  Flex time allows employees to better control their day, avoid rush hour commutes, and of course provides work-life balance – allowing individuals to complete errands and appointments while they are not at work.  As a result, employees stay focused, motivated, and efficient during work hours.

What does flex-time mean for an employer?

Employers have historically found a structured and streamlined flow of continuous work to be an effective format for organization design. Flex-time may sound like it could cause havoc for employers. However, if planned correctly, flex-time actually benefits employers. It allows for employers to schedule work across a longer portion of the day, it helps retain staff who have important interests outside of work, it creates a more efficient shared workspace, and it can improve staff coverage when someone is away.

Implementing flex-time does offer challengers for the employer, including ensuring fairness between employees, finding ways to have effective communication while some employees are off-the-clock, and maintaining trust and supervision.  In order to overcome these challenges, clear policies should be created and implemented in the organizational strategy. Tracking hours worked is one such effective strategy to ensure employees are committing the required hours of work.

There is no reason to lose valuable employees to repetitiveness and work-life constraints.   Incorporating flex-time in an organizational strategy can improve the overall health of an organization.

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Why Should Someone Work for You – The Company Interview

As Spring hire season fast approaches, many companies are ramping up their recruitment strategies to ensure that they onboard the best talent.  At the same time, the number of eligible workers applying for jobs will also increase. The pool of candidates will include students, recent graduates, and also individuals who are looking to make a career transition. With such a large pool of candidates, top talent is inevitably mixed into the crowd.

standout in a crowdIt’s common to think as an employer ‘they want/need the job, they need to prove themselves worthy in an interview,’ however this is a serious misconception. In order to attract top talent, a fit must be established.  Employers need to express their need for top talent, and why a potential candidate should work for them. It’s a two way street.  Companies need to clearly establish what makes their organization a great place to work.

Here are 3 things to add into the interview process to explain why someone should want to work for you:

1. Skip the usual job description only advertisementYes, it’s easy to copy and paste the job description, add the location, a salary range and expected start date – but this is not a way to attract top talent.  Here’s a look at some of the information available to candidates on Coca-cola Company’s career page:

What do we offer

  • The Coca-Cola Company’s extraordinary heritage, our leading brands and the global scale of what we do;
  • The challenge of meaningful work – our unique global system offers constant opportunities to develop world-class skills and a truly international career;
  • A unique culture where people convert their passion into action;The kind of competitive compensation you would expect from a world leader.
  • The kind of competitive compensation you would expect from a world leader.
  • View our infographic:  Coca-Cola At A Glance

What do we expect from you

  • The ability to contribute, to make a difference and have a tangible impact – turning your passion into action;
  • Creative and fresh thinking in your work and your life, regardless of your role;
  • A spirit of collaboration – you thrive when you work with a diverse range of people with different views, perspectives and priorities;
  • A pragmatic and commercial mindset that understands the challenge of sustainability.

Top Reasons to work for The Coca-Cola Company

  1. Ability to make a difference
  2.  Ability to grow
  3. We want to become…
  4. We have embarked on a strategic journey…
  5. Values
  6. Be part of a diverse team
  7. One-of-a-kind experiences
  8. A unique culture
  9.  Accessibility to more than just a Company…
  10. Rewarding environment

The company has further written and visual material explaining the top 10 reasons to work for them.  This creates interest for potential top talent, and allows candidates to see whether a fit could exist.  It provides a rich picture of the company that captures the interest of readers.  Keep in mind that these readers could be anyone, including future employees, people who might refer the job to a friend or family member, or even employees of your competitors who may be looking for their next move.  This type of information should be shared throughout the entire interview process to keep the candidates interested and excited of the possibility to work with you!

2.  Provide valuable information to candidates when selected for an interview  – Provide candidates who are selected for interviews with PDF brochures or links to informational video’s for them to familiarize themselves with the company’s values and mission.  Set yourself apart from companies who merely ask if a candidate is available for an interview at a set date and time, and create a fit earlier in the process.  This makes the selection process more refined, as it will be easier to identify top talent – those who are prepared and a great fit with the company.

3.  Once a fit has been established and the ideal candidate has been selected, maintain and strengthen the employment relationship – Don’t let time constraints and fatigue of the interview selection process tire you out. Recruitment isn’t complete once an offer has been accepted.  Most employees quit within the first two weeks of employment if they do not identify a fit with the company.  This means ensuring that the on-boarding process has as much information and support for the candidate as promised prior to employment.  Provide them with resources and tools that will help them settle into their new role. For example, provide the names and phone numbers of key contact points in the organization.  Conduct a performance review two weeks into employment to see how the new employee is doing.

Remember that the job search process is a two-way street, both for the employer and candidate.  Each party has their own  wants  and needs — the goal is to establish a fit, to create a long lasting employment relationship.

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