Quick HR question re part time working(9 Posts)
I have applied for a job, and was first choice candidate following interview. the post was full-time, and I stated at interview that I would prefer to work p/t if at all possible. The interview panel advised that they would be willing for me to do so.
HR have now advised that this is difficult, as the post was advertised full-time, and they would be open to complaints from others who may have applied had they known a p/t option might be available.
I have previously applied for f/t jobs and been given p/t contracts without this issue arising. Can anyone given me any advice which might assist?
Interesting as I'm in an almost identical situation.
The posts were advertised as F/T but when I spoke to someone on the phone they said they would consider P/T.
I've basically been told after interviews that they want me but need F/T for the location I'm interested in. If they could offer P/T in this one location they would appoint me.
So, I guess what I'm saying is that it doesn't seem to be an issue in the similar situation I'm in, although admitedly the conversations that I've had haven't been with HR who could turn round and tell the appointing managers what you've been told (ie.the post was advertised full-time, and they would be open to complaints from others who may have applied had they known a p/t option might be available)
Not sure my post made sense
In a nutshell -Job was advertised full-time but they asked candidates at interview stage what hours they wanted to do (P/T or F/T).
Thanks Norbert. Interesting to hear that you've had a similar experience re adverts not matching up to working patterns available.
I wonder if any HR bods are around to shed some light on the legalities of this?
Well there's nothing illegal in not offering a post that was advertised full time on a part time basis if that's what you mean.
But it seems bizarre what you've been told by HR. I'm not sure who they are anticipating these complaints will come from, or in fact why it matters tbh. If the recruiting manager/s have found the best candidates for the job then some random person somehow getting wind of the fact that someone got this job part time when it was advertised full time seems both unlikely and unimportant in the scheme of things.
The issue I would say isn't complaints from other potential candidates, it would really be about saying to the managers, 'if you were prepared to recruit on a part time basis, we could have put that in the ad and got loads more good candidates.' But that would only be a problem if they hadn't found a candidate that they love already. Clearly finding enough good candidates wasn't an issue on this occasion, so what's the problem?
I would also be astonished if HR had the power to say that a recruiting manager couldn't hire the candidate they liked best. They could advise the manager that perhaps rethinking the advert might be sensible next time, but are they really going to have the power to say to a manager 'you can't have the best candidate for the job, you've got to have a second-rate candidate just in case some random person complains later on'. I mean, FGS!
I would suggest you contact the recruiting manager directly, say you've heard from HR and would like their confirmation as the recruiting manager that they are still happy to recruit you.
Thanks flowery. Discussions thus far have taken place with the recruiting manager, who does seem to be somewhat under the thumb of HR.
Apparently, the recruiting manager will be discussing this with HR this afternoon, but isn't hopefully of a resolution in my favour.
I also noted that the employer's website states that jobshare would be available for all posts unless otherwise stated (although HR have been v.quiet on this front). If I went down this route, would a jobshare partner need to be identified by me, or the recruiting manager at this stage, or could I take the post now and wait while a jobshare partner is found?
Sounds as though the recruiting manager is a bit wimpy!
If the manager comes back and says no, you could ask about a job share, as their website says it is available. I would certainly then that the manager ought to be more than happy you starting in a 'pending recruiting a job share' capacity. You wouldn't need to identify a job share partner yourself but could certainly help with recruitment of one.
It's really up to the recruiting manager tbh, or it ought to be! Recruiting a whole new person to be a job share when the recruiting manager has identified that actually one isn't needed seems daft in the extreme if you ask me. Perhaps you could speak to the recruiting manager and say could you start on the basis that you'll both look for a job share partner, but then just not look very hard and be able to say to HR 'look how marvellously it is working and how brilliant we are to have saved the organisation all that money'.
Thanks so much for your thoughts. I've just had a call from the recruiting manager who has been advised that he is "allowed" to take me on as a jobshare for 2.5 days week .
TBH I imagine they might have difficulty in recruiting a jobshare partner, as I work in an area where there is a chronic recruitment crisis. In which case they would have been better off taking me on 3/3.5days as I requested. But I guess that's local authorities for you .
This is where we need an eye-rolling emoticon!
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