One of the leading big four accounting firms, PwC has introduced it’s Flexible Talent Network, designed to allow new recruits to design their own working week, when they apply for a position.
PwC says the aim is to attract skilled people who don’t want to be tied to traditional 9-to-5 hours.
Flexible working patterns can include anything from shorter weekly working hours, to only working for a few months a year.
PwC, which will match recruits to relevant projects rather than specific roles, hopes the move will give more diverse talent a route into the firm.
Thus far, more than 2,000 people have registered with the new network in the two weeks since the initiative was launched.
Want a better #WorkLifeBalance and to set your own hours? @PwC_UK has launched a Flexible Talent Network to meet the increasing demand to work flexibly #flexibleworking https://t.co/dK8KyJ7Z55 More info here: https://t.co/d1hUJxGplw
— Kevin Ellis (@KevinJDEllis) August 30, 2018
In addition to the flexible working scheme, PwC is also recruiting for its six-month paid senior internship programme Back to Business, which is designed to help senior professionals to restart their career after an extended break.
Laura Hinton, the chief people officer at PwC has said that “people assume that to work at a big firm they need to follow traditional working patterns – we want to make it clear that this isn’t the case. In order to recruit the best people, we recognise that we need to offer greater flexibility, different working options and a route back in for those looking to restart their careers.”
Offering flexible working was not only good for staff, but also good for business, the economy and ultimately society, she said.
“We’re likely to see a rise in people transitioning in and out of work throughout their careers and those organisations who responsibly support their people to do this will ultimately gain a competitive advantage,” Ms Hinton added.