Tapping into part time potential

identify whether a part time role is, in fact, feasible.

For example, if the business were hiring because a new role had been created, would it benefit from someone with expertise but, realistically, will the capacity be there for him or her to work on a full time basis?

Establish whether your full time salary budget could in fact bring you a more technical or experienced skill set in a part time capacity, adding real value for your business but over fewer hours. The right part time employee could positively contribute to the technical capacity of your business, but for no additional cost.

By being open to part time roles you will open your vacancies to a new set of candidates – including those who are looking to establish a better work life balance. Remember – a significant factor holding back people from part time positions is the concern that it may impact their progression or career.

Why not consider this when you are recruiting? Think about how you can provide part time staff with appropriate support, opportunities and training. Finally, speak with your recruitment agency about the fact you are considering making a role part time. They will help you market the role to the right candidates, who may only be considering part time work.

The term ‘part timer’ is often associated with negative connotations. However, as more and more job seekers are looking for a positive work life balance, it may be time for businesses to shift that perspective and tap into quality, experienced candidates on a part time basis.