My sense is that with a great big dollop of creativity and flexibility (in equal measure) we could get even more talented people back into work.  I accept that there are far fewer jobs available than there are people who want to work right now, although surely this is the time to innovate.  I’m not advocating a return to philanthropy, but I’m promoting a more holistic approach to resourcing and to recruitment.

I’m encouraging employers to think a little differently about the capabilities they need to succeed and remain agile.  And I’m inspiring job seekers to bring their whole self to this challenging marketplace and to acknowledge their alter ego.  I’m keen to be the arbiter of common sense and to encourage the market to embrace portfolio careers, volunteering and personal development options.

Just a few weeks ago, an individual client was contemplating a substantial adjustment to her income and status to remain employed.  The conclusion was not a surprise.  Financial flexibility was achievable although leading a team was a strength which she was reluctant to relinquish.  This is just one example of many which illustrates that talented people want to utilise their strengths and to flourish.  They may be open to reduced hours or other flexible arrangements, just so long as they know that they are making a valid contribution or learning new skills.

Job-sharing can be challenging for all concerned, although with some careful planning (and a watertight case on headcount) it brings skills diversity to a single need.  And in such a difficult employment market, job-sharing motivates two individuals, rather than just one.  I’ve heard several good news stories recently of brand-new businesses taking off as lockdown eases.  In a couple of instances, the business idea is an extension of the founder’s interests.  Accepting a role on a reduced hours basis creates time for additional learning and skills development or that upholstery side hustle we’ve discussed before.

I am backing innovation and flexibility.  This is an opportunity for employers to regain their reputation.  I am encouraging job seekers to consider all of their strengths (their whole self) when telling their stories or trying something new.  And I’m encouraging recruitment and search consultants to engage in the conversation.  Let’s work together to get even more talented people back into work.

Be the best candidate you know how to be (every single time):

• Know your strengths and what’s important to you (your values)

• Understand your/any limits to flexibility (minimum hours, budgets, location)

• Stay in touch with your networks

• Create a compelling CV (and make sure it sparkles)

• Study your market (organisations and sectors which need your strengths)

• Be discerning and invest time in tailoring your communications

• Research employers who show interest

• Prepare for interviews always

• Practise out loud (your answers to questions)

• Be clear on your questions (what you need to know)

• Accept a role because it works for you and you’ll flourish