Part-Time Hiring Practices

Has anyone noticed a similar trend? I posted the same role twice - full-time and part-time. The part-time role received 41.6% more applications! At first I thought it might just be a one-off… but when you look at the wider market, it actually reflects a bigger trend. Research shows around 1 in 4 people are looking for part-time work, yet only about 1 in 8 roles are advertised this way. There’s clearly a mismatch between what candidates want and what employers are offering. One factor that’s hard to ignore is childcare costs. They’re astronomical at the moment. For many parents, full-time work simply doesn’t stack up financially once full-time childcare is factored in. It’s no surprise that many talented people reduce hours or look specifically for part-time opportunities. From a recruitment perspective, it does make me wonder whether we sometimes limit our own talent pools by defaulting roles to full-time. If the skills exist but the working pattern doesn’t work for people’s lives, we miss out on great candidates. So what’s the solution? Some options that could help unlock more talent: • Job shares – two people splitting one role • Term-time contracts • Reduced-hour roles/ more flexibility • Designing roles around outputs rather than hours Interestingly, job shares and structured part-time roles still aren’t that common, despite the demand. For me, the takeaway is that flexibility isn’t just an employee benefit, it’s a smart recruitment strategy. Curious to hear from others in hiring: Have you seen higher application rates when roles are offered part-time or flexibly? And do many organisations you work with actually offer job shares, or is it still pretty rare?

𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐡𝐢𝐫𝐢𝐧𝐠: 𝐬𝐡𝐨𝐮𝐥𝐝 𝐌𝐞𝐝 𝐃𝐞𝐯𝐢𝐜𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐛𝐞 𝐦𝐨𝐫𝐞 𝐨𝐩𝐞𝐧 𝐭𝐨 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐚𝐫𝐭 𝐭𝐢𝐦𝐞 𝐭𝐚𝐥𝐞𝐧𝐭❓ I am writing to share some compelling advantages of considering 𝐏𝐚𝐫𝐭-𝐓𝐢𝐦𝐞 employment options for roles within the Medical Device sector. As the candidate market evolves, embracing flexible working models can provide significant benefits to your organization. Here are the key benefits we see when clients hire part-time #MedicalDevice professionals: ✔️ 𝐂𝐨𝐬𝐭 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲- Depending on whether a candidate works three or four days per week, the financial outlay can be 20% to 40% less than a full-time equivalent. ✔️ 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭- Part-time employees are often highly motivated, appreciative of the flexibility, and tend to dedicate 110% focus and energy to their work on the days they are scheduled. We have frequently observed that a candidate hired for a three-day week often works more than the allocated time providing additional value to the client! ✔️ 𝐄𝐱𝐩𝐚𝐧𝐝𝐞𝐝 𝐍𝐞𝐭𝐰𝐨𝐫𝐤 𝐏𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥- By hiring two part-time colleagues instead of one full-time employee, you gain access to their combined professional networks, essentially doubling your market reach for the cost of approximately one hire. ✔️ 𝐑𝐞𝐝𝐮𝐜𝐞𝐝 𝐇𝐢𝐫𝐢𝐧𝐠 𝐑𝐢𝐬𝐤 (𝐓𝐫𝐲 𝐁𝐞𝐟𝐨𝐫𝐞 𝐘𝐨𝐮 𝐁𝐮𝐲)- Part-time engagements can act as a lower-risk hiring strategy. This structure allows both the employee and the company to assess the fit, and the arrangement can easily be increased to full-time as the employee's personal situation or business needs change. Many exceptional candidates are now actively seeking part-time roles. If some organizations overlook this growing trend, they risk missing out on securing high-quality talent that might otherwise be unavailable. Adopting flexible work models not only attracts top professionals but also reflects positively on your organization, showcasing a people-focused culture that aligns with modern market desires. We are currently working with several outstanding part-time candidates at OneMD. I would be happy to discuss how we can leverage this talent pool to meet your specific hiring needs- please reach out to find out more! I would also love to hear people's thoughts on this... Have you had any experience hiring part time reps ❓ OR have you worked or currently work in this capacity and can share any first hand experiences❓ OneMD Casey Duggan Paul Bottomley Kim Jones Alexandra Falconer Jonathan Gertler #medicaldevices #sales #clinicalsupport #parttime #flexibleworking

Here's how you can attract Top Freelance Talent for your organization: (The First Step to a Robust Talent Pool 🏊♂️) One of the most effective ways to start building your freelancer pool is by tapping into the resources you already have. Your immediate network—current and former freelancers, employees, and professional connections—can be a goldmine for finding reliable, high-quality talent. Here’s how you can make the most of this valuable resource: 1️⃣ Current and Former Freelancers: Freelancers who have previously worked with your company are already familiar with your culture and expectations. Re-engaging them for new projects can save time and resources. 2️⃣ Silver Medalists: These are candidates who came close to getting a job in previous recruitment rounds but didn’t quite make the cut. Reaching out to them for freelance opportunities can yield excellent results, as they are often highly qualified and already interested in your company. 3️⃣ Employee Referrals: Encourage your existing employees to refer freelancers from their professional networks. This approach not only taps into trusted recommendations but also helps maintain a consistent cultural fit within your freelance workforce. 4️⃣ Previous Applicants: Candidates who have previously shown interest in your company but weren’t selected for a full-time role might be ideal for freelance assignments. These individuals are already familiar with your brand and may be eager for another opportunity to work with you. 5️⃣ Interns or Trainees: Those who have interned or trained with your company understand your culture and processes, making them strong candidates for freelance work. They bring both familiarity and a fresh perspective. 6️⃣ LinkedIn Network: Utilize your personal and professional connections on LinkedIn to identify potential freelancers. A simple outreach to your network can quickly yield a pool of interested and qualified candidates. Want to learn more about attracting and managing top freelance talent? 👉 Download our Freelance Management Blueprint for detailed strategies and insights [link in comments] #freelancemanagement  #talentacquisition  #talentpool

I've spent 13 years hiring for others. Today I'm putting my hand up for the first time — here's what I bring to the table. Most growing companies make the same hiring mistake. They wait until the pain is unbearable — then rush, make the wrong hire, lose 3 months, and start over. What they actually need isn't a full-time TA team. They need a senior recruiter who's done this before, embedded part-time, moving fast. That's exactly what I do. In years of talent acquisition, I've hired across two very different worlds — and delivered in both: Tech hiring: → .NET, Java, Cloud, Data, Full-stack & Backend roles → Product, engineering & IT leadership positions Manufacturing & engineering hiring: → Plant heads, operations leads, process & quality engineers → Cross-functional roles across multi-location setups Across sectors: IT · Manufacturing · Engineering · Healthcare · Pharma · Finance · Retail The results: → 50+ mid-to-senior roles closed across tech & business functions → Hiring cycle time reduced by 40% through structured sourcing & screening → Strong passive talent pipelines — not just active applicants I work with 2–3 companies at a time as a fractional TA partner — fully remote, retainer-based, senior-level execution. You get the experience of a seasoned TA head, without the full-time cost. If hiring is slowing your growth right now, let's talk. DM me or drop a comment and I'll reach out. #TalentAcquisition #TechHiring #ManufacturingHiring #EngineeringRecruitment #FractionalHR #HRConsulting #Recruitment

Why you should be open to part-time hires (…and why full-time is no longer the default preference) Over the past few months, I’ve noticed a huge shift in what healthcare professionals are looking for and I think it’s a conversation more organisations need to be having. Currently, around 70% of the candidates I’m working with are seeking part-time roles (3–4 days a week). And these aren’t average applicants…they’re some of the most experienced, passionate, and highly skilled nurses and healthcare professionals in the market. So why part-time? Work–life balance matters more than ever. Healthcare is demanding. People want time to rest, reset, spend time with family, or simply have a life outside of work. Maintaining diverse skill sets. Many clinicians want to keep their skills fresh by working across different areas of healthcare, something part-time hours allow them to do. An ageing workforce means we need to adapt. As the workforce continues to change, flexibility isn’t just “nice to have” it’s essential. Without it, organisations risk missing out on exceptional talent who simply cannot commit to full-time anymore. And here’s the truth: By holding out for full-time only, you are absolutely missing out on incredible people who would add enormous value to your team. If you’re open to exploring part-time options, even in traditionally full-time roles, you’ll tap into a much stronger, more motivated, and more sustainable talent pool. If your organisation hasn’t yet considered part-time options, now’s the time. Being flexible could be the difference between securing top talent and missing out and in today’s healthcare market, flexibility is key.