Progressive Recruitment - Practicing what we preach
Written by Lyndsey Thomson - Project Coordinator (Lone Parents, Poverty & Work)
The Lone Parents, Poverty and Work project was launched in April 2022 with the main objective of addressing child poverty in Fife by supporting lone parents into flexible, well-paid and sustainable employment. A key part of this process is raising awareness of the barriers faced by lone parents when seeking employment to suit their current circumstances- the biggest barrier? Childcare.
Fife Gingerbread doesn’t only support families in need, we are also committed to campaigning for systems change. In order to try and do this successfully, we have to lead by example.
The term ‘flexible working’ is now understood and often used, yet not all employers are aware that this also applies to their recruitment processes and not just the terms and conditions they offer.
Fife Gingerbread has recently recruited for for two part-time administrative assistant posts. This was the ideal opportunity to put progressive recruitment into practice and prioritise and fast-track lone parents into jobs.
I work predominantly with lone parents seeking employment mostly within the school day, to reduce the requirement for childcare. Roles which offer flexibility by working from home can be more suitable for families, and we felt our vacancies could provide these measures.
We began our recruitment process by simplifying our application form and removing questions we felt were not relevant to the role or simply not necessary: - one generic application form is not always the best way to go! Next, we advertised the role internally amongst the parents and families currently receiving support. Potential candidates were then invited for an informal chat. We felt this was an important part of the process for candidates- some of whom had not interviewed for some time (or at all!)- the opportunity to chat with the person who would be their line manager. This helped reduce nerves and anxiety.
Applications were then welcomed from anyone who wished to proceed, and the offer of a guaranteed interview was extended to all. Seven individuals registered an interest and six came along for a chat. All six submitted applications and were invited to attend for interview.
No one likes an interview (they’re lying if they tell you that they do!). For many of us, its the fear of the unknown - the questions, the scenarios and the context. It makes sense for the candidates to be prepared and give the best answer they can.
Part of Fife Gingerbread’s recruitment process for administration roles is a skills test. For someone with little or no previous admin experience these tests can be daunting.
Along with the interview questions, candidates were provided with sample skills tests, similar to those they would be asked to complete during the interview. Candidates were also encouraged to think about the transferrable skills they have developed as parents, not just those they have gained in a work environment. Our experiences and the skills we develop and hone throughout our lives are highly transferrable into the job market – so don’t forget to think about these too when providing examples or listing your qualities!
From the six applicants interviewed, we selected two successfully. Both are lone parents who will benefit greatly from the flexible, part-time hours. Along with the hybrid working agreement this enables them to still do the school run and allows flexibility if children are sick or schools are closed. We are, after all, an organisation who supports lone parents so if we can’t embed progressive recruitment strategies and flexible working policies, who can?
Jhoanna Leal, one of our successful applicants, explained why this model of recruitment was helpful and what it means to her:
“I haven’t had the best experience of interviews since coming to Scotland. English isn’t my first language and I felt that was a major barrier for me. Trying to translate my previous work experience in business support roles into written English was quite difficult. I have interviewed for many admin and clerical roles and other than a few unsuccessful interviews, have got nowhere. I was really starting to lose hope of ever getting a job and it was starting to get me down. When this opportunity came along it sounded perfect! It was a part-time role, and the hours were able to be set around my circumstances. My son is just moving up to high school and I’m also at college two days a week. My hours work around me and my family which is great, and it allows me to continue studying. Being able to see the questions, think about answers and practice the skills tests at home before the interview was amazing. I still got nervous on the day and forgot a lot of what I had prepared but seeing Yvonne again after our first chat and having Lyndsey, who had been supporting me in looking for work, on the interview panel made me feel at ease and my examples came back to me when the questions were asked”.
Lynn Smith, successful applicant:
“I thought the recruitment process was fab! Having an informal chat before the interview really made me feel more at ease. Getting to know the interview questions and skills tests beforehand made things a lot easier. Being able to think about answers made things run a lot more smoothly.
I feel incredibly lucky to have been given this opportunity to work with Fife Gingerbread, an organisation that supports lone parents and knows exactly what it’s like to struggle to find suitable employment around childcare. The flexible working pattern is just what I needed to get me back into working life. Being able to work around my son’s school hours is a massive weight off my shoulders. This means that I get to do a job that I know I will love while still taking care of my child full-time without having to rely on childminders or family to help with childcare. This is a win-win situation.”
The result of this successful model of recruiting has meant a change in our future strategy- sharing the interview questions in advance and inviting members of our parent’s forum to be part of the selection process. Yvonne Moyes, Finance Manager, said:
“This was a completely new way of working for Fife Gingerbread - we have tried and tested what we are encouraging other organisations to do and I would absolutely recommend it. This approach to recruitment has produced two really good administrators, both with previous experience. We are thrilled to have Jhoanna and Lynn on board. I will definitely continue to use progressive recruitment strategies across all our recruitment drives from now on”.
Fife Gingerbread has worked with Fife Council on Progressive Recruitment which has proven to be successful. For some positions Fife Council has removed the requirement of a supporting statement and provided guaranteed interviews for lone parents receiving support from Fife Gingerbread. We’ve also opened up a Supply Pupil Support Assistant position for parents interested in a career in childcare who don’t have the qualifications to undertake the traditional route.
These adaptations, along with flexibility and creativity in recruitment and retention, are just some of the small changes employers can implement that will make a massive difference to the six priority family groups identified as being at a higher risk of child poverty. And it benefits employers too – they will receive more confident applicants, recruit candidates with a wealth of transferrable skills, encourage loyalty amongst the workforce, and have happier, healthier employees!