If you’re having a hard time finding employees right now, you’re definitely not alone. The talent market is still tight, and candidates have made it very clear: flexibility isn’t just a perk anymore — it’s an expectation.
Let’s be honest. For many people, the traditional 40-hour workweek just doesn’t work. Who decided 40 hours was the magic number anyway? (Hint: it’s an outdated model that doesn’t reflect today’s realities.) Between commuting, family responsibilities, and just wanting to have some time to live their life, more and more candidates are looking for schedules that allow them to breathe. And truthfully, they’re willing to walk away from opportunities that feel too rigid.
I actually just had a conversation with a client about this. Their employee is so darn efficient, his hours were way down. But you know what? If he’s cool with it, so am I. The company is saving money, the employee gets more time to enjoy life — especially in our small window of sunshine — and it’s a win-win-win. Efficiency should be celebrated, not penalized.
So, if you’re struggling to fill roles, it might be time to rethink the old standards:
- Offer flexibility where you can. Could this role be 32–36 hours a week and still hit goals? Maybe it’s fewer days in the office, or varied start and end times.
- Focus on results, not hours. What matters more: someone clocking exactly 40 hours or someone producing great work in less time? Prioritize outcomes over optics.
- Get creative with schedules. Four-day workweeks, job sharing, part-time roles, or flexible shifts — these are the kinds of arrangements that catch a candidate’s eye.
At the end of the day, people want balance. They want to work hard and contribute, but they also want to have space for their families, hobbies, and their own well-being. If you’re willing to break the mold, you’ll open the door to great talent that might have otherwise passed you by.
The workforce is changing. It’s time our approach to work changes too.