Attracting Talent Flexible Working Mutable Outcome Shared-Workforce Talent Acquisition

Growing Through Outcomes: Services, Working Models & People

Business priorities are constantly shifting; whether it’s to grow, reach diversity and inclusion goals, provide a more flexible working model etc. The future of work is fast approaching and the future is based on Outcomes.

Therefore when it comes to a business’s workforce, working model and required internal services, the approach, strategy and solution to each should be outcome-based. 

But what are the outcome-based avenues available? The Find Your Flex group are proud to provide outcome-based services and solutions that help businesses grow while keeping people at the heart of every solution.   

Outcome-Based Working

Outcome-Based working is at the heart of what we do, as our research has shown that it is the only way both businesses can grow in a cost efficient way while enabling staff to not only work flexibly but potentially earn more than current ways of working.

When looking at outcome-based working we look at two primary avenues: outcome-based working models and outcome-based managed services.

An outcome-based working model is the shift from traditional fixed hourly rate of pay working. To a model where employees are paid based on the outcomes of their work. This way of working enables full flexibility while maximizing productivity. It will also organically result in a fully diverse and inclusive workforce. 

An outcome-based service is where your business outsources an internal service to a company like Find Your Flex. This is an alternative to having an in-house team provide the service as this will put a drain on your businesses resources and finances. 

Outsourcing services means you will be tapping into expertease, experience and resources that would have otherwise been unavailable to your business. Best of all it is more cost efficient and once the outcome has been delivered you no longer pay for the service until it is needed again. 

Both an outcome-based working model and outcome based services help remove fixed costs and working to outcomes enables staff to be fully flexible, working where,when and how they want.

A literal win-win, but to learn more about outcome-based working and what the benefits are click here.


Share-Workforce is a managed service we provide to companies who are in serious need of fixed cost removal. A shared-workforce is a great alternative to redundancies; instead of laying off part of your workforce, your business shares them with us!

We manage the services of your team (and the cost) and sell the service they provide back to you on an outcome basis. The fixed cost is removed, your organisation’s attrition rate remains unchanged and your employer reputation is intact.

There is also a potential for ROI; if we outsource your team’s services to other companies. Returning said team from a fixed cost liability to a revenue generating asset. Either way it is a much better alternative to laying off staff.

If you want to know more about Shared-Workforce and why it is the smart business choice take a look here.

Talent Acquisition

Talent Acquisition is a managed service we specialise in. In-house recruitment is one of the internal services that drains an organisation’s resources and finances. We provide an outcome-based managed service as the solution to this problem

It is a long and tedious process that HR departments dread. As recruitment campaigns can divert and distract from their day-to-day tasks. Which in and of itself can cause a domino effect with other departments. This results in a severe lack of productivity and even a potential loss of revenue.

Businesses do not often need in-house recruiters. Vacancies pop up and need filling and once they are the service will not be needed again until more vacancies need filling. Why incur such a fixed cost.

Outsourcing Talent Acquisition is the most cost effective way a business can recruit. They are tapping into expertease that knows exactly who to look for and more importantly where to find it. Shortening the lengthy filtering process and filling roles quickly and efficiently.

If you are interested in utilizing our TA managed service, find out more here!


Mutable is a philosophy and business framework that Find Your Flex and the Globalution group have developed as the ultimate future of working. One that encompasses all the previous elements discussed above.

At its core, Mutability puts the people of an organisation first. As it is the people that make an organisation what it is. To be Mutable means to be in a constant state of reinvention; this is the only way companies can keep up with the fast paced change and evolution of present day society.

It abolishes the use of costly, obsolete transformation programmes. Embraces and adapts to any and all changes presented whether they be technical, cultural, economical etc. Business will work in a more adaptive, flexible and cost effective way.

There are many different components to the Mutable journey and it is a journey that never ends, which is vital. To be in a constant state of evolution means there is no end of the road. And this mindset is what will prevent businesses from getting bogged down by external forces.

Becoming Mutable is the only answer to all the issues and pressures that businesses face. Which is why businesses need to start down this new path of Mutability and Find Your Flex are here to be your guide.

To delve deeper into the meaning of Mutable and why businesses need to be on board, click here to start your Mutable journey. 

What are the Outcomes?

The outcomes of everything we do is for businesses achieve growth through means that increase their employer reputation. And people have the ability to work completely flexibly and gain the potential to earn more.

Growth and flexibility are enabled for both businesses and people. This is why we do what we do. For more information, visit the HR evolution campaign hub here.

Attracting Talent Talent Acquisition

Talent Acquisition: Why is it the best way to grow your workforce?

The Find Your Flex group are proud providers of a Talent Acquisition Managed Service. But what is Talent Acquisition, how is it different from “recruitment” and why should businesses choose to outsource to a TA service provider like us over conducting in-house recruitment?

By reading this article we hope you will see why Talent Acquisition is the way forward to growing a skilled talented workforce through cost efficient means. And the Find Your Flex Group are happy to be the facilitators of that!

What is Talent Acquisition?

Talent Acquisition is a managed service that companies use to build and grow their workforce with new, skilled talent.

A Talent Acquisition Service Provider is not the same as a Recruiter; while both provide a service that adds to a company’s workforce the means and outcomes of these methods are entirely different.

Recruiters focus on filling vacancies, TA Service Providers focus on adding value to your company through providing the most skilled and talented people.

The company informs the TA service provider of the services they need a person to provide. The TA service provider will then use expertease and access to a built-up network of unique talent to source the right person for the job; who will add the most value to your organisation.

Talent Acquisition versus In-House Recruitment and Recruitment Companies

We briefly touched upon the difference between Talent Acquisition and Recruitment. However, it is important for businesses to know the key differences when choosing how to grow their workforce.

So why should your company outsource to a TA Managed Service Provider over recruiting in-house? Simple; it’s more cost effective, it’s quicker; you skip the costly, time wasting recruitment process and your HR department isn’t wasting 85-95% productivity time.

Why Talent Acquisition, why not just go with any Recruitment Company? Again, it is more cost effective; there is no commercial price for recruitment, their rates vary and appear to be baseless.

Furthermore, they seek only to fill vacancies; by casting the net wide and filtering until they find the best of the bunch… (again a long and costly process).

Talent Acquisition means actively going out and finding the right talent that will bring the most value. Not waiting for them to possibly find us by process of elimination; that’s not the right process to find talent.

Acquire Talent and Grow your Business

Having valuable talent is what makes a business. And the only way to truly grow your business is to acquire the best talent out there. The only way to do this is through utilizing a TA service like ours.

You gain access to the best people, you get them quickly and efficiently. By the most cost effective means. You acquire a valuable asset to your company, you don’t just fill a vacancy.

If you want to start growing your team by acquiring valuable talent, get in touch with Find Your Flex. We will use our expertise and vast network to source the best Talent for you!  

Attracting Talent

5 Reasons For Stating A Salary In A Job Description

We’ve seen it time and time again. No salary in a job description. Our mission here at The Find Your Flex Group is to help bring employers closer to their people..and potential people, creating great, inclusive and innovative teams. The salary, we’ve concluded is a huge deal beaker when attracting talent.

Recently we conducted a poll on the inclusion of stated salaries in job descriptions. We asked the question: “If a Salary isn’t stated on a job description does it put you off applying?“. The response pretty much confirmed our thoughts!

The post went viral, reaching over 100,000 views and over 4,100 people voted. We’ll reveal the results a little later. But for now we’ll share some of the insights.

So why should you state the salary in a job description?

1. You’ll get more quality applications

It usually puts me off entirely. If the job sounds like a particularly good fit and I enter a discussion with a recruiter about it, the salary range is the first question I’ll ask. If the recruiter won’t give me the salary range at the start, I’ll politely end the call there as I don’t want to waste my time.

The most prominent reason given for why people would be put off applying, was that they didn’t want to waste time.

Supplementary to that was that most people apply for jobs that will continue to facilitate their lifestyle needs.

Applicants don’t want to waste their time applying. Only to find out further down the line that the salary will not sufficiently meet their needs.

How can you make a decision about viability of changing a role/ company if you can’t equate whether you could continue to afford to live your existence?

Applicants also see this as a lack of respect in valuing their time. Or even shows ignorance about the amount of time and effort candidates put into their job applications.

When a role is much desired, a candidate can commit considerable time into perfecting their CV and covering letter specifically to that role and company.

Why should you spend the time and energy polishing a resume, applying, stressing, interviewing, waiting…just to find the salary range is something you would have never applied for in the first place?

2. People like transparency, it’s the start of building trust

Trust is incredibly important with existing teams and new hires. If you are wanting to attract talent into your teams then be transparent on what you offer. If you are an employer of choice then show potential hires why.

What puts me off is when the recruiter asks what salary you expect. I just reply, asking what the company is offering. You can’t beat around the bush… it gets you nowhere and does no one any favours in the long run … Be up front and don’t treat it like a game. Life is too short!!

Even if salaries are negotiable, a range between the minimum and maximum should be advertised to show applicants where they stand.

Stating a salary helps a person determine if the role is right for them. be that the seniority of the role or if the level of pay is enough to met their needs.

The ludicrous requirements for even the most junior roles make it difficult to determine the seniority, in a way that salary absolutely defines.

In negotiating anything, both sides need to be aware of the stakes. A candidate needs to know what it is they are negotiating for. It is better to state a salary in the job description than make applicants struggle to negotiate in the dark. This is just another form of playing games.

“Negotiating power lies with the employer if a salary isn’t listed. Whilst you can negotiate during the final stage of interviews, you should at least see salary expectations and that your potential employer has done some research into the role before you apply.

3. Bad experiences gain bad publicity!

Good candidates who pull out are less likely to apply to the organisation again and more likely to share their experience with their connections.

No company should ever underestimate the power of word of mouth.

It only takes one applicant to have a bad experience during the recruitment process for this to snowball. Social Networking and Social Media is a huge part of our daily lives.

All it takes is one post by an applicant with the right social connections to spread the word about how poor an employer’s recruitment process is.

I somehow always get the impression that these companies are looking for the highest skilled employee who ticks all the right boxes whom they can then insult by offering as little as possible for their services.

Let us consider brand reputation. Is this important to you as an employer? (It should be by the way). Then omitting the salary or salary range could negatively impact your company reputation.

“If a company has poor recruitment, they must be a poor employer. If they’re a poor employer, the service can’t be great. In which case I should take my custom elsewhere.”

Another respondent stated:

If you are proud of what you pay your people you will have no problem, putting this out.

4. Top quality candidates who know their worth will be looking for a salary.

It makes me feel like the recruiter is just trying to collect CVs to stick in a database and tick a box.”

Firstly, talented applicants don’t want to just be a part of a tick box exercise, with little chance of even getting to the interview stage. A lack of effort and details in a job description will be a sure sign to any applicant that the employer is not overly interested in the quality of the applicant.

Secondly, stating a salary (especially a competitive one) shows that you as a company have done your research into the role. That you want to attract talented individuals. Which also leads on to another subject – why getting the level of salary is important. But we’ll save that for another post.

If you don’t advertise a salary then for me it says to a potential applicant is these guys are potentially looking to do this on the cheap or have no idea about the marketplace and so can’t even pitch a salary for the role.”

Ask yourself – why would someone be attracted by ‘benefits’ such as gym memberships and discounted company products if they can’t determine if the salary would meet their needs?

5. It saves you time

Omit the salary and you risk the few talented applications you managed to attract pulling out once they know the salary. Just because there was no salary stated in the job description doesn’t mean someone will continue with their application if the salary doesn’t suit.

“It usually means HR and hiring managers spending unnecessary time sifting through more CV’s and interviewing candidates that if they discover the salary is too low will pull out.”

Salaries in job descriptions: The candidates have spoken.

Let us bring you back to the poll results. 84% of people who voted said; yes they would be put off by a job description that does not state a salary.

The response was loud and clear. The general theme that employers have a responsibility to state salaries in their job descriptions shouldn’t be ignored.

If employers continue to omit such crucial information from the job description they not only risk losing potentially amazing recruits, but could be doing substantial damage to their brand reputation.

To conclude, it’s not difficult to state a salary in job description. Even if it’s a range between the minimum and the maximum. Consequently, everyone then knows where they stand. The only one that stands to miss out on not stating a salary is the employer.