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In this episode, we're thrilled to have Wendy Isaacs from Outside In Garden Rooms join us. Wendy shares her insights and experiences with transitioning to a four-day work week. We discuss the challenges and benefits of this modern work structure, the concept of "Soft Fridays," and how these changes have impacted productivity and workplace culture.

Tune in as we explore how Outside In Garden Rooms successfully implemented a four-day week, the importance of trust in the workplace, and the surprising reactions from clients and employees alike. Whether you're an employer considering flexible work schedules or an employee curious about new work trends, this episode is packed with valuable insights and practical advice.

Join us for a conversation that goes beyond recruitment and delves into the heart of modern work culture. Don't miss it!

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In this episode of "Recruitment and Beyond," host Ewan delves into the critical topic of flexible working with special guest Lynn Houmdi. Lynn is the Senior Manager for Learning Leadership at the Challenges Group and the founder of the Flexible Working Scotland community on Facebook, which boasts a membership of over 15,000 people. The discussion centres around the ongoing challenges and opportunities in the realm of flexible working.

Key Points Discussed:

1. Introduction to Flexible Working Scotland:
   • Lynn shares the origins and purpose of Flexible Working Scotland, a community she started in April 2021 to support and advocate for flexible working across Scotland. The community aims to normalize flexible work, support those looking for such opportunities, and challenge systemic barriers that prevent people from finding suitable work arrangements.
2. The Need for Flexible Work:
   • Despite the push towards flexible working during the pandemic, many organizations still struggle to implement it effectively. Lynn emphasizes that change is not linear and highlights how the lack of flexible work can trap people either out of the workforce or in roles without progression opportunities.
3. Barriers to Flexible Working:
   • Ewan and Lynn discuss various barriers to flexible working, including outdated perceptions of productivity, lack of managerial trust, and inadequate job design. Lynn introduces the concept of "flex washing," where employers falsely advertise flexible roles to attract candidates.
4. Employer and Employee Perspectives:
   • The conversation touches on the feedback from employees who feel misled about flexible working options and the importance of trust and output-focused work culture. Lynn argues that flexible working is not about working from exotic locations but about managing personal commitments like childcare and medical appointments while being productive.
5. Making Work Work Programs:
   • Lynn introduces the Making Work Work programs, designed to support women returners facing challenges in re-entering the workforce after a career break. These programs focus on building confidence, networks, and peer support among participants, many of whom switch careers post-program.
6. Employer Challenges and Solutions:
   • Ewan and Lynn explore the difficulties employers face in offering flexible work, such as job design and accommodating part-time roles. They stress the need for imaginative solutions and better communication about available flexible opportunities.
7. Cultural Shifts and Managerial Training:
   • The discussion highlights the shift in workplace culture due to the pandemic and the importance of managerial training in fostering a supportive environment for flexible work. Lynn points out that promoting flexible work can drive diversity and improve business outcomes.
8. Future Vision for Flexible Working:
   • Lynn envisions a future where flexible working is mainstream, job ads clearly state flexible options, and managers are equipped to handle diverse working arrangements. She emphasises that flexibility benefits both employees and employers, leading to a more committed and productive workforce.

Employers should be more transparent and proactive in offering flexible work arrangements, and employees sho

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This episode of the Recruitment and Beyond Podcast discusses onboarding and workaholics.

The hosts, Ewan and Natalie, explore the importance of a well-defined onboarding process for new hires. They discuss how a good onboarding process can help to reduce turnover and improve employee engagement.

They also discuss the challenges of workaholic tendencies and how organisations can create a culture that supports a healthy work-life balance.

Here are some key takeaways from the episode:

• Onboarding is a crucial process for new hires.
• A well-defined onboarding process can help to reduce turnover and improve employee engagement.
• Organisations should create a culture that supports a healthy work-life balance.

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Feeling chained to your desk?

The Recruitment and Beyond podcast tackles the growing trend of "Right to Disconnect" laws. With many countries already offering employees protection from after-hours work, will the UK follow suit?

Ewan and Natalie chat about:

• Why work-life balance is crucial in today's world
• How other countries are implementing the right to disconnect
• The challenges of creating such legislation
• What businesses can do to promote healthy boundaries
• The power of leadership in setting a positive example

Tune in and discover how to achieve a healthier work-life balance, both personally and professionally.

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In this episode of Recruitment and Beyond, hosts Ewan and Natalie delve into the vital role of feedback in fostering a thriving workplace culture.

They explore the nuances of providing constructive feedback, the challenges managers face in delivering it, and the significant impact it has on employee engagement and organisational growth.

With insights into various feedback mechanisms, including the emerging trend of 360 feedback, they offer actionable advice for developing effective feedback strategies that enhance performance and promote a culture of continuous improvement.

Tune in to discover how you can transform feedback from a managerial task into a cornerstone of your organisational culture, ultimately driving success and innovation.

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Download the Art of The Interview Report here

Welcome to "Recruitment and Beyond Podcast - The Art of the Interview," where hosts Ewan and Natalie delve deep into the evolving landscape of human resources, employer branding, and the intricacies of the interview process. In this engaging episode, listeners gain insider perspectives from Ewan, and Natalie Director from Beyond HR, as they explore the challenges and transformations required in getting the interview right.

They kicks off this episode reflecting on how remote working has shifted the dynamics of workplace relationships and the concept of 'work besties.' They ponder whether the lack of close workplace relationships is affecting company loyalty and employee retention, sparking a thought-provoking dialogue on balancing personal and professional boundaries.

The core of the podcast revolves around "The Art of the Interview," drawing insights from a comprehensive survey of over a thousand UK professionals. Ewan and Natalie dissect the results, emphasising the importance of preparation from both the interviewers and interviewees. They discuss common pitfalls such as lack of punctuality, unpreparedness, and the crucial first impressions that companies often underestimate.

Listeners will find invaluable tips on optimising interview processes to attract and retain top talent. The discussion also covers how the power dynamics in interviews have shifted towards prospective employees, who often juggle multiple job offers.

Natalie and Ewan stress the significance of a respectful, two-way interview process, where potential employers not only assess candidates but also present themselves as the right choice for candidates' career aspirations.

This podcast is a treasure trove for HR professionals, hiring managers, and candidates alike, offering fresh perspectives on traditional practices and advocating for a human-centric approach to recruitment.

Whether you're fine-tuning your interview skills or rethinking your recruitment strategy, "Recruitment and Beyond" provides the insights and real-world advice you need to navigate the complexities of modern hiring practices.

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Joy Lewis
AAI EmployAbility


Welcome to this episode of "Recruitment and Beyond," a podcast offering expert insights into the HR world and advancing the dialogue on recruitment, diversity, and workplace inclusion.

In today's session on Diversity Training in the Workplace, we're joined by Joy Lewis, the founder and CEO of AAI EmployAbility, known for its commitment to downright decent inclusion training. Ewan, Natalie and Joy, delve into the critical topics of diversity and inclusion in the workplace, providing listeners with actionable strategies and real-life examples to foster an inclusive environment.

Our discussion begins with Joy introducing us to the concept of "downright decent inclusion training." This unique approach helps organisations navigate the complexities of creating inclusive environments. Joy explains that many companies struggle to attract a diverse range of candidates or face pressure from clients about their diversity policies. AAI EmployAbility's workshops offer solutions by ensuring that job advertisements are welcoming to all groups and that inclusion practices can withstand scrutiny.

As the conversation deepens, Joy shares insights on the long journey towards genuine inclusion and diversity. She identifies common barriers, such as resistance to change at senior levels and a widespread lack of understanding about the benefits of diversity, not just as a moral imperative but as a significant enhancer of business performance. Citing a recent McKinsey report, Joy notes the proven positive impact of diverse boards on financial outcomes, reflecting broader trends in global business practices.

Our hosts engage Joy in a detailed discussion about the practical steps companies can take to make diverse candidates not only feel welcomed but valued over the long term. Joy emphasizes the importance of meaningful conversations and asks employers to encourage openness and curiosity about individual experiences and backgrounds. She shares a poignant story about personal biases unexpectedly revealed during a conference, underscoring the ongoing need for self-awareness and education. These strategies, rooted in real-life experiences, are designed to empower you, the HR professionals and leaders, to make a tangible difference in your workplace.

The dialogue also explores technological impacts on recruitment, where Joy voices concerns about AI and automated systems potentially exacerbating biases rather than eliminating them. She stresses the importance of balancing technological advancements with human judgment, particularly in ensuring that recruitment processes remain personal and inclusive.

As the episode wraps up, the discussion turns to the crucial role of leadership in driving diversity and inclusion. Joy argues that leaders must not only endorse but actively participate in diversity training and initiatives. They should set a strong example and hold themselves accountable to measurable outcomes, ensuring that diversity and inclusion are more than just buzzwords but integral parts of the organizational culture. This emphasis on leadership underscores the responsibility and accountability that HR professionals and leaders hold in fostering an inclusive environment.

Listeners are left with a wealth of knowledge on how to approach diversity and inclusion thoughtfully and effectively.

This episode of "Recruitment and Beyond" is not just a conversation but a ca

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Today’s workplaces are filled with a diverse mix of generations, each with its own values and motivations. From the experienced Silent Generation to the tech-savvy Generation Z, it’s crucial to navigate these differences to foster a collaborative and productive environment.

Even the way employees express frustration with work is changing. Take ‘QuitTok’ for example, a social media trend where frustrated employees (often Gen Z) document their resignations, highlighting the changing work landscape where transparency and feeling valued are increasingly important.

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