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How To: Negotiate a Flexible Schedule During a Job Interview

October 6, 2021 by Aylish DeVore

Updated research shows that 55% of global businesses offer some capacity for remote work. Since the pandemic, workers have been redefining work/life balance and targeting opportunities with a flexible schedule. It has now become extremely important for companies to loosen the reins on what a typical employee’s work schedule and location look like. 

Remote work, hybrid schedules, increased and/or more relaxed PTO options, and unconventional working hours are just a few types of common flexible schedules job seekers are looking for in today’s job market. It’s critical for employers to cater to these common requests and present job opportunities as negotiable when it comes to a flexible schedule. Doing so will also grab the attention of those passive candidates who currently have an ideal flexible schedule, and aren’t looking elsewhere for fear of not having that same flexibility in a new role. For those looking to make a career move but will require an atypical schedule or work environment, we’ve laid out a few ground rules on how to tackle the discussion with your hiring manager. Read on for tips on how to sway the conversation in the right direction and negotiate a flexible schedule during the interview process.

Negotiate a Flexible Schedule - Make A Plan

Make a Plan:

The first step in the process is to map out a detailed plan to present to the company and/or hiring manager you’re interviewing with. Start by reflecting on your personal must-haves and differentiating between your nice-to-haves when it comes to the flexible schedule you want. Next, clearly map out how this flexible schedule would work logistically. Be prepared with an answer for all common situations or questions that may arise. When building your case, make sure to gather personal data and specific experiences to share. These will give real-life examples of how and why you’d be successful in this type of flexible schedule. Also, be sure to ask yourself if what you’re proposing makes or breaks whether you accept the role. If a flexible schedule is a “nice-to-have,” be sure you aren’t presenting it as an ultimatum. When drawing up your plan, be sure to compare your request to the insight you gather through past interview discussions. Then prepare for questions/concerns based on those findings. 

Negotiate a Flexible Schedule - Prepare to Compromise

Prepare to Compromise:

After you process what terms in your work schedule and expectations are must-haves and what are nice-to-haves, start preparing to compromise. In most negotiations, the end result will tend to include some sort of halfway point between both parties. Prepare for what you’re willing to give up so you don’t end up agreeing to terms you aren’t happy with. Though you’ll be hoping your ideal flexible schedule can be achieved, go into the conversation with a few revisions to the proposal in your back pocket. We suggest preparing at least two alternative options to present. These will be useful in case the initial ask is too far off from the company's standard routine/comfort zone. If the employer is skeptical, a great compromise strategy is to suggest an initial trial period. This helps set both parties at ease. It gives you the opportunity to prove your ability by showing how successful you can be working a flexible schedule. With this deal, the employer won’t feel any pressure to commit to a permanent change.

Assess the Situation

Assess the Situation

Your next step in preparation should be to assess the situation and evaluate who you're negotiating with. Does the company you’re applying for embrace forward-thinking principles that align with a flexible schedule? Or do they encourage the traditional 9 to 5 work schedule? When the floor opens up for you to ask questions, take advantage of diving deeper into this topic. Present strategic questions to be answered that will give you further insight into their working culture and outlook. Questions surrounding what the typical working day looks like, whether you will be given portable equipment/computer, if you’ll be required to access emails outside of the office, as well as what it’s like interacting with team members and cross-functional departments. These questions usually lead to insightful responses from the interviewer that you can dissect. 

Another topic that will help you gain further insight is asking about COVID-19 protocol. See how the company handled moving to a remote or flexible schedule. Ask how this may have changed their outlook on work, and the success it may have had for some departments. In most cases, the hiring manager’s facial expressions, tone, and body language will tell the whole story.

Negotiate a Flexible Schedule - Present the Discussion

Present the Discussion: 

Be absolutely sure to only present or mention the discussion around a flexible schedule after you receive an offer letter. This will ensure there is no animosity or negative inclinations when the employer is making their final hiring decision. When presenting your case, clearly map out what the options would look like. Ensure you're communicating your ask in a confident and positive way. Touch on how this flexible schedule will benefit them as an employer and as a company. This will help shift the focus from your personal needs. 

As mentioned before, this is the time to use tangible data. Prove how you’ll be successful in an unconventional working environment. With any negotiation, remember to stay practical, not emotional. Leave your ego at the door. Don’t let pushback or skepticism throw your confidence. Keep a level head throughout the discussion and continue working toward a result you’ll both be happy with. In closing, reassure your continued commitment to the company. Share your appreciation for the job offer, and excitement to be successful in the role. Afterward, consider sending a thank you note!  

Confirm the Consensus in Writing

Confirm the Consensus in Writing:

Though we’re sure companies will have the best intentions in mind, it is always important to get the discussion result in writing. You never know what kind of communication can get caught behind the scenes. It’s always best to cover your bases. A great way to do this is to kindly ask them to update the offer letter. Have them include the flexible schedule agreement you came to in your discussion. This protects both you and the company as it will include terms and conditions like initial trial periods and timelines. This will set expectations for progress reports down the line to discuss how it is going. This means no one will be caught off guard when the follow-up discussion is presented. Your manager will also stay diligent in monitoring how your flexible schedule is working throughout that trial time. 

The typical working environment of 9 to 5 in the office is quickly becoming a thing of the past. Though it is still possible for a company to reject the idea of working remotely or offering flexible hours. Be prepared for this outcome and, if it happens, don’t get discouraged. This is why mapping out your must-haves early on in the process is important. This will help everyone come to a decision that they’ll be confident in long term. If you’re unable to reach an agreement and a flexible schedule is on your must-have list, it’s most likely not a great fit overall. In the end, the most important thing is to trust your gut. Understand your needs when it comes to choosing your next employer. As always, reach out to Blue Signal for any further guidance on how to facilitate conversations with hiring managers and negotiate terms that are beneficial to both yourself and a potential employer.

Filed Under: Blog Posts, Career Advice Tagged With: blog, company culture, compromise, employers, flexibility, Flexible Schedule, hiring, hiring advice, hiring process, hiring tips, hiring trends, Home office, Interview, job, job interview, negotiation, pandemic, recruiter, recruiting, recruiting best practices, Remote, remote work, Remote Workers, research, schedule, Work from Home

[Guide] Researching Job Candidates on Social Media

December 9, 2016 by Lacey Walters

Nearly three-quarters of internet users have a social media footprint, making social recruiting one of the top ways for today’s employers to fill their open positions with the best talent. The majority of employers (at least 60% as of April 2016) use social media recruiting as part of their candidate sourcing process, and many conduct additional research on candidates’ social media profiles before making a hire.

Each platform has its own nuances and advantages. Here are tips for where to look, and how to find the right information:

LinkedIn and Professional Networks:

LinkedIn social media researchLinkedIn is a treasure trove of information about a candidate’s professional life. Many professionals post blogs, articles, publications, past work, and professional updates on their pages. A vibrant LinkedIn page signals that a candidate has invested time in staying up-to-date with his or her industry and in networking with the professional community. The variety and breadth of material on a candidate’s page provides insight into their influencers and professional interests. The same principles apply to niche professional social networking sites similar to LinkedIn.

How to check them:

With the exception of premium members who opt for total privacy, all LinkedIn members have a public page that anyone can view; simply search by name and current employer. Closer connections have access to more information, but it is preferable not to send a connection request solely for the purposes of seeing more information on a candidate.

Blogs:

Nearly every job requires strong written and verbal communication skills. Hiring managers can gauge verbal skills from an in-person interview and written skills from a candidate’s thank-you note, however, the interview process mostly reflects the candidate’s communication skills under pressure. Writing samples such as professional or personal blogs reflect a more complete picture of the candidate’s written communication style. Professionally themed pieces better indicate the level of communication that a hiring manager can expect to see from the candidate during his or her employment.

Personal blogs, while not as relevant, are a valuable window into the candidate’s personality, special interests, and the kind of audience they seek to engage.

How to check them:

A simple Google search of “(Candidate name) blog” will sometimes return relevant results. If not, it is generally easiest to ask the candidate during an interview if they have a blog URL they are willing to share.

 

Facebook, Twitter, Google+ and more:

candidates social mediaPersonal social media profiles offer a previously unavailable window for employers to explore a candidate’s personal life. Normally, a potential employer would see only a faint glimpse of this during the interview process, filtered heavily by what the candidate chooses to reveal. Social media profiles involve far less control on the candidate’s part and can provoke a dilemma for a potential employer who may see more than they bargained for.

How to check them:

It is legal to view a candidate’s public social media profiles as part of a job search process without a waiver, but the best practice is to wait until after meeting a candidate in person and to verbally disclose that the hiring protocol includes a review of public social media channels. Why? A hiring manager and a candidate each have time to prepare themselves before an interview; a candidate deserves the same opportunity to prepare his or her social media footprint for scrutiny by a potential employer. Additionally, it adds a layer of protection against potential accusations of unfair discrimination. Proceed cautiously, and when in doubt, seek professional legal advice.

As a general rule for all social media interactions, be consistent. Use the same searches and processes for each candidate to ensure fairness, and formally document any positive or negative hiring decisions made with information gathered from a social media profile, including screenshots. The interviewing process is still the best format to judge a candidate’s fit; treat social media as an extension of the in-person interview.

Lastly, be aware that candidates conduct their own social media research on prospective employers and hiring managers. It is well worth it for hiring managers and their HR departments to consider their own social media footprint during the interview process.

 

Additional reading:

Watch out for pitfalls, risks of using social media in hiring – Read More

Employers: Social Media is Your Friend – Read More

 

Need help with your hiring process? Contact our team of executive recruiters at info@bluesignal.com.

Filed Under: Blog Posts Tagged With: background, candidates, facebook, hiring, job candidates, linkedin, research, social media, twitter

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