Here at The Spark we’ve invested a lot of time, energy and resource in ensuring that ethical working practices for freelancers are front and centre to our decision making – through Vital Spark and the Code of Care. We’re currently trialling a dynamic recruitment process for our employed posts to explore how we can become an even more inclusive and accessible employer.

The world of work has changed post covid. There’s increased flexibility, more desire to address our work/life balance and recognise that everyone has differing needs.

Here at The Spark we’ve invested a lot of time, energy and resource in ensuring that ethical working practices for freelancers are front and centre to our decision making – through Vital Spark and the Code of Care. We’re currently trialling a dynamic recruitment process for our employed posts to explore how we can become an even more inclusive and accessible employer.

The world of work has changed post covid. There’s increased flexibility, more desire to address our work/life balance and recognise that everyone has differing needs.

The list is endless. And we know that the market for recruitment is a challenging one. So, we’ve done what we can to make our process and our work culture attractive. We’ve increased our statutory Annual Leave by 5 days, we’re developing our Mental Health and Wellbeing action plan and we’re putting our culture on the agenda in our monthly organisation development days.

We’re also trailing a dynamic recruitment model at The Spark that listens to the needs of its staff to ensure that we are attracting the best people for the jobs based on what the function of the role requires. Not placing invisible/visible barriers in the way of applying because people’s needs / circumstances make them feel like “it’s not for them”.

Essentially, in a nutshell, we are inviting applicants to start the conversation based on their needs. In the same way we would include an access rider for artistic projects and staff when they start- we are extending that to the application process.

Applicants are encouraged to state in their application how the job could practically work for them. Even In reference to the contract terms.

For example, we’re recruiting two posts now – Creative Producer: Learning, and Operations and Finance Manager – both roles are advertised with employment terms of 4 days a week. But we welcome applications from candidates who could only do these jobs if it, for example, was full time or three days a week etc. Candidates just reference that in Part One of their application form (which isn’t seen by the shortlisting panel, along with their personal details). And then, if an offer is made, this information is discussed with the candidate. The job description and associated duties and function of the role evolve realistically in line with the terms of the contract. E.g., the Job Description might be split across 2 people – if we appoint two people who would job share the role. Or we add some additional responsibilities if the role is going to evolve to a full-time basis.

I’ve had several chats with individuals interested in applying for the roles already who have said their reason for applying is this dynamic recruitment model. Parents/carers in particular, who say they haven’t applied for a job for 6 years because the terms of the role aren’t accessible to their personal circumstance.

Being a parent or carer is a pretty good lived experience in my opinion for an organisation that is driven to engage children in arts and culture. It’s important that our recruitment practices encourage those people to apply.

So hopefully this dynamic recruitment model will enable us to have meaningful conversations with applicants and start a two-way dialogue about their needs when they embark on a relationship with The Spark Arts for Children.

I’ll let you know how it’s gone in the new year – when hopefully we’ve got some brilliant new people joining The Spark! If you want to arrange a chat with me to find out more about the roles & how this Dynamic Recruitment process works, feel free to get in touch.