Companies very often combine roles to conveniently fit a 5 day week without considering alternatives.
Bolting roles together will often seem like a logical thing to do, but look more closely and it may not make business sense. People tend to specialise as their careers progress and they understand what they enjoy and what they are good at. If you broaden roles and cross over between disciplines, roles will become harder to fill as the quantity and quality of candidates will decline and the expected salary will increase. The sensible thing to do is to work out what you want to achieve by recruiting a role and then design it to ensure that it is as attractive to all those looking for employment. This can be done by keeping the role specialised or by making it part-time or remote. You will attract a far wider range of talent.
Businesses that understand these alternatives are reaping the rewards.
For instance, one of our clients, a small yet growing SME, has taken the bold and sensible step of splitting roles. Rather than recruit for a Sales and Marketing Manager, they recognised that the skills, qualifications and personality type of a sales, versus a marketing professional differ enormously. They predicted that combining the two jobs functions could have led to an imbalance of productivity – one element of the role would have been neglected, the other over worked. They also realised that it would be difficult and expensive to attract someone with such a broad range of skills. Their solution was to split the roles and create them as part-time positions. In fact, our client was even smarter and split the roles into three – a sales head, a traditional marketing ‘implementer’ and then a digital marketing specialist. All three work part-time, are experienced solely in their field and have clearly defined tasks. This enabled the recruitment process to be much more targeted – a search for a core set of skills rather than a broad range of skills to fit different disciplines. The company were inundated with fantastic applicants due to the flexible nature of the role and the specialism required. Productivity then grew and the staff were extremely motivated.
So next time that you are recruiting, take a look to see if there is scope for splitting roles to allow for them to be worked on a part-time basis. You will increase the appeal of the role and quality of candidates applying for them.