Telework as a recruitment tool

Australia has a diverse workforce. Organisations that can take full advantage of this diversity are in a good position to increase their profit and their standing in the community.

Appropriate telework arrangements are vital to taking advantage of diversity—they overcome many of the challenges faced by potential employees, making it possible for them to contribute in a meaningful way.

With a growing number of mature age workers in the workforce, there are increasing pressures on employers. Older workers have many years experience and a knowledge base that is invaluable to their employers. Losing them to retirement or to ailments that are part of the ageing process is a potential threat to the organisation’s ongoing profitability.

However, should an employer be able to offer telework to such workers, the knowledge and skills need not be lost. Working from home or from a community telecentre can make it easier for mature age workers—there is a lower commuting requirement, workplace stress can be lower and it is easier for the employee to accommodate any medical requirements.

Similarly, many Australian workers have responsibilities for dependents that can interfere with their ability to fully contribute to an organisation’s performance. For some workers, the challenges relate to young children; for some, aged relatives might require increased assistance; and for others, a spouse or partner could need daily assistance.

Employees in such situations are still able to work effectively but they might need more flexibility—in terms of both work hours and work location. Telework can provide this flexibility.

Employers wishing to take advantage of the value that such employees offer should ensure that their telework initiative is appropriate to the needs of such staff. This will not normally require significant changes to the standard policy and guidelines, although additional flexibility in some areas might be necessary.

Among the issues that might require special attention are:

• The amount of time per week that employees can work outside the office;
• The timing of important team meetings;
• Ongoing, daily communication, to ensure that the employee is coping with the work and non-work challenges they face; and
• Flexible performance management criteria to accommodate occasional personal issues that may arise.