NEW DELHI: A six-day work week is passe. A large majority of executive talent wants to work for organisations that offer a 5-day work week for office-based roles. This, say executive search firms, has made it difficult for them to hire candidates for those companies that still have a 5.5 to 6-day work week.
Companies that do not follow a 5-day work week norm have to make do with “leftover talent”, say headhunters.
A 6-day work week in a job offer is a deal-breaker, says Ronesh Puri, MD of leading global search firm Executive Access (India). “When we give the feedback to our clients, some are sensitive and explore the need to change their policies to enhance their ability to attract better talent. But there are still several companies that follow a 6-day work week norm,” says Puri.
According to James Agrawal, MD of BTI Executive Search, at a time when organisations have moved to a hybrid way of working, candidates find it difficult to understand why any company should operate a 6-day work week. “When we approach any CXO candidate with a 6-day work week job offer, they are shocked. Many of them are not interested in a 6-day week job. However, there are still companies — particularly in sectors like manufacturing, infrastructure and energy — where there’s a culture of a 5.5 to 6-day work week. These companies stand to lose out on a larger talent pool if they do not change their work culture,” says Agrawal.
Joseph Devasia, MD of the leading recruitment firm Antal International, says when a candidate is approached with an opportunity, it is generally assumed that the company in question has a 5-day work week. “At least 95% of the candidates want to join companies where there is a 5-day work week. As a result, what companies with a 6-day work week would get is the leftover talent,” says Devasia.
Recently, Antal managed to place a candidate in a CHRO position in a company that has a 6-day work week. “The candidate was placed from an MNC where it would have taken him at least two more years to become a CHRO. He thus compromised on the number of days he would have to work in a week. But I won’t be surprised if he moves within 12-15 months on getting a better offer,” says Devasia.
Radhika Tomar, HR director at Kimberly-Clark India, which operates a 5-day work week for office-based staff, says, “The key for us has been to be able to put control in the hands of our people, based on their specific roles, where they can design their work week and workdays in the way they think is most productive and efficient, while retaining our unique culture and human connections.”
Earlier, the corporate and R&D functions at pharma biggie
Sun Pharma required six days working with second and fourth Saturdays off. Since December 2021, things have changed and both corporate and R&D are now five-days working. Certain companies across sectors whom TOI reached out to did not wish to comment. Many including JSW Group and Zydus Lifesciences (erstwhile Zydus Cadila) follow an alternate six-day week. At a time when diversity, inclusion and equity is a topic widely gaining traction across companies, the part of equity needs closer scrutiny.
Several manufacturing and pharma companies operate for the full six days, or have an alternate six-day week, for reasons apparently of equity and fair play. “If plants are running for the full six days, and those handling the manufacturing functions have a six-day week, then why should others (in corporate functions) have a five-day arrangement?” an industry executive explained.
An Intas spokesperson said, “Aligned with industry and regional practice, the company has two weeks of five working days, and rest six working days, in non-manufacturing functions.”
The growing preference for a 5-day work week has a lot to do with the post-pandemic realisation of the importance of personal time and mental health. Several companies globally have embraced the hybrid way of working following the pandemic. “Working from home several days a week is welcome, where employees are able to balance job and family priorities. In India specifically, we have feedback where employees are enjoying re-connecting with colleagues and internal/external partners during their in-person workdays,” adds Tomar.
Life’s priorities too have undergone a change. Pre-Covid, Puri says 10-15% of candidates used to raise the question about number of working hours and days in a week. Today, at least 40% are asking such questions when approached for jobs. “It’s a complete change in mindset about life’s purpose and priorities, and today people value their personal time much more. They don’t want to be working on weekends and are rejecting such job offers,” says Puri.
Even the lure of making more money is not a good enough reason for them to take up offers which do not give weekends off, or are tight-fisted about leaves. “CXO candidates come and ask me, ‘What do I do with more money and better job prospects if I do not get time to spend with the family?’,” adds Puri.
Stay informed with the latest business news, updates on bank holidays, public holidays, current gold rate and silver price.