When in the hiring process should I ask about flexible working?

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When job hunting, at what stage of the hiring process would you approach your new or potential employer about flexible working?
I recently had to leave my job due to relocation and the job market is tough out there. I'm worried that if I ask for flexible working before recieving a job offer then they won't even consider my application.
I don't want to ask for anything crazy. I just might need to adjust my hours slightly so that I can drop off/collect from school wraparound on time.
I would love to hear from other mums on how you approached this.

Others may suggest a different approach but are you looking for jobs that offer flexible working in the first place

@Eviebeansi think all employers legally have to consider it but yes, if OP is going for nursing shift based work, very different to office based work that can be done whenever, for example

I just got a new job and I discussed this at the offer stage.

I would say that if flexible working is a "must have" - i.e. you wouldn't take the job if they couldn't offer FW, then you should mention it at the beginning of the process as there's no point in continuing with the application if they won't give you FW.
However, if it's a "nice to have", and you'd take the job without FW, then I'd bring it up at the offer stage.

Agree raise if you get an offer. Once they decide they want you, they may be far more open to it than if you are one of 10 people they are considering interviewing. Also, are you asking for it from day 1, or asking it it becomes possible once you have passed probation / been there six months, whatever…

What are the normal working hours of the employer and do they mention flexible working in the ad? You have the right to ask for flexible working from day 1 but it really depends what you’re asking for as it’ll differ between a retail or healthcare job where there are hours that must be staffed perhaps maintaining a ratio, to an office job that perhaps has core hours but offers flexi-time.
And be sure you know the difference between flexible working, hybrid working, flexitime etc! If it’s a deal breaker for you, then mention it as the very last question in the interview - after expressing enthusiasm for the role - but try and get some context in advance about what is the norm at this employer and whether what you’re asking for fits with that.

I do offer flexible working wherever possible, and someone who has an upfront conversation and has clearly put a lot of thought into how they can give their best at work, plus comes with the skills and experience I’m looking for would be great. Someone who expects the employer to flex around all of their requirements without any give or take,
not so much.

I'd say before interview if it is a complete deal breaker for you

No point in wasting everyone's time if they need say 9-5 and you need 8-4, no leeway.

I'd probably send my application, and then follow up with a phone call/email to ask if it would he possible. But then its normal in the jobs I apply for to go have a meeting/chat before interview

I waited til offer stage, but it wasn't a dealbreaker for me. My new employer actually asked with the offer, but new manager already knew I worked 4 days in my previous job as she was a client.

Careful, this topic really riles up Mumsnetters.

(Do it after you’ve received an offer)

Four days is a big call at offer stage - not in your circumstance - but generally. Its not a simple answer - it depends on what you mean by flexible working, its a very broad term and very job dependent

I’ve done it two ways: when receiving the offer and at interview. The first one felt really underhand, I could hear the disappointment in the voice of my boss when she heard and I felt like I was dishonest. I still got the job on both occasions but both were in areas of the NHS where they somehow were struggling to recruit.

After you receive the offer, and get any response in writing.

I’m recruiting at the moment and most candidates have enquired about this in the first interview. Which is also where I’m setting expectations on office attendance etc. No point moving through the process if we’re not all on the same page.

As an interviewee, I applied for a full time position but asked them upfront during first interview if they’d consider part-time or allow me to do school runs etc. Nothing to lose really.

OP I would either only apply for job that mention flexible working in the job ad.

If you should ask for flexible working once you are offered a job and make it sure you get the agreement written in your contract.

I have had a bad experience of being hired for a job where I was told at interview it was remote with attendance to team meetings every three months only. The contract therefore stated I would do 'hybrid' work'. Six month into the role they tried to get me to be in the office (which meant a 5 hour, costly journey) once a week. So I have learned to make sure my work pattern is clearly defined in a written contract before starting a job.

My current job, it said on the advert to mention any flexible requirements on the application, so I did. I work 4 days a week as look after GC the other day. I'm currently looking again and have been contacting the recruiter before applying. I'm not in a desperate hurry to move and can't be bothered with doing an application if they really want someone full time.

I do two things:

firstly at the very early stages (possibly before you apply, otherwise at a screening call) find out what the culture of the company is wrt flexible working. Yes it’s a day 1 right to REQUEST (not receive!) but some companies just won’t have a great attitude to it. Also find out if the role is do-able on a flexible basis. This is especially important if you want to work part time - compressing and flexing your hours is a bit different as you’re still 1 FTE. Some jobs simply can’t be done PT - you can find that out up front and save everyone the hassle. Don’t rely on any bold statements made in job ads about how flexible they are - speak to them, ask a few questions, you’ll soon find out if that’s actually true.

then at offer stage - and I take the approach of making sure it’s agreed up front in writing. I know some people say not to do that as it’s “too early” and you have to prove yourself in the role first etc - nonsense, a job has to work for you as well as them. I’ve taken this approach with every job I’ve had for the last 15 yrs, 100% of the time it’s worked (and that included variously PT, compressed, flex).

OP flexible working is a day 1 statutory right to request. Look out for hybrid working, which is a more informal request. You could wait until you have been hired, have signed a contract of employment and approach your line manager.

If it’s a deal breaker I would ask before interviewing as no point in wasting your and their time. Otherwise I would do it at offer point. I once did before interview and was told categorically no so i declined the interview. Another time I did it during interview and the interviewer(s) were really arsey about it and it affected the interview (I didn’t get the job)

I'd also consider that if you're finding interviews via a recruitment consultant, they will be mightily pissed off if you start putting conditions out there at job offer stage if this is news to them.

In my industry, it's usually a standard rule for everyone when it comes to hybrid, with flex given on a discretionary basis on coming in later/leaving early on certsin days for pick ups. I appreciate this varies massively between industries and depending on the company size.