- Chief Financial Officers
- Finance Directors
- Finance Managers/Controllers
- Talent/Recruitment Director/Managers
- HR Director/Managers
- In-house Lawyers
- PR Heads/Managers
Why does it make sense for companies to adopt flexible working for these roles? 1. That’s where the talent is (pull) and 2. It makes the most financial sense (push). We’ve categorised the themes explored in this piece below:
- Automation (pull and push)
- Disintermediation (push)
- Gender Diversity (pull)
Data collection and data processing have a potential for automation exceeding 60 per cent according to a McKinsey study examining the future of work. Processing and data collection are not limited to lower-level jobs, with the study showing people whose annual income exceed $200,000 still spend 31 per cent of their time doing it. [data collection and data processing].
It is unsurprising therefore that the highest demand to hire flexible workers has come from the accountancy space which processes and collects vast amounts of data. A number of mature automated solutions now exist and professionals in this space are becoming more comfortable and familiar with short bursts of higher-quality work, and getting software doing the processing.
Law, recruitment and PR are all necessary services that businesses engage with and traditionally third party providers have dominated, charging either retainers or one-off fees for specific chunks of work. roles 4, 6 and 7 (talent, law and PR) are typically done by professional services firms, but businesses are now feeling the benefit of hiring an in-house resource on a flexible basis as a more cost-effective solution
Supporting data from research firm SIP (Service Performance Insight) reported net profit in professional services firms declining for the second year running. (15.5% in 2015 to 14.2% in 2016) — their insight: “This could highlight that the pricing structures of larger firms are under pressure, as a result of increasing numbers of mid-tier competitors, or changing levels of client scrutiny on fees”.
Last year Bain published “The Power of Flexibility: A Key Enabler to Boost Gender Parity and Employee Engagement”. As businesses become more serious about hiring senior women, they turn to flexible workers to boost the pipeline of talent.
The roles on our list attract a high proportion of female professionals, consequently offering businesses a compelling reason to hire flexible workers. We have split the gender gap from the Juggle Jobs* platform below:
Less than 60% of female professionals
Chief Financial Officers
More than 60% of female professionals
*July 2017 — Juggle Jobs platform
When Juggle was founded two years ago, it was widely assumed “flexible working” would apply only to those who wanted a more balanced lifestyle (and this continues to be the major theme); but the wider macro trends touched on here suggest a growing and more permanent change for traditionally “full time” roles. Watch this space!
Next week we’ll explore the types of flexible worker and how this can fit within your business.