The rise of those with second jobs: What it means for recruiters
Staffing Stream
The rise of those with second jobs: What it means for recruiters

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Even novice recruiters will be well aware of the growing flexibility of employment models. Gig working styles are becoming increasingly desirable as more people push for greater autonomy in their employment. But what this perhaps inadvertently has led to is an increase in individuals taking on a second job — and in some instances, it is causing quite a headache for staffing businesses.
Double Standards
Those who have seen the data from the Office for National Statistics (ONS) on people working second jobs will have noticed that all the signs are pointing to a steady uptick in numbers. The statistics suggest that there are around 1.26 million individuals in the UK who are working two or more jobs. That’s 3.8% of people in employment. And this figure has been growing since the beginning of last year.
Interest in taking on a second job looks set to continue, with new data revealing that four in 10 people have contemplated a second job in the last year. The reasons behind this are nuanced, but there’s no doubt that the increased costs of living that are putting pressures on household budgets will have an influence.
While there may be understandable reasons for workers taking on an extra job, for employers it presents a potential issue, particularly if they are unaware that someone is working for another businesses at the same time. There are the obvious concerns that an employee in this position will see a fall in productivity. However, of perhaps greater concern are the compliance risks this poses.
There’s the potential for data breaches if an individual is using the same device to work across multiple platforms for more than one company. Then, of course, there’s the added risk that trade secrets are being shared if they are working for similar or even competitor companies.
The Impact on Staffing Firms
For recruitment businesses, the impact is twofold. First and foremost, they will need to increasingly ensure that their own consultants aren’t working more than one job without declaring this to the firm. Added to this, the growth of people with a second job will also have an effect on the services recruiters are delivering to end-hirers. Clients will increasingly be turning to their recruitment partners to help weed out anyone who is likely to be working for multiple companies without disclosing it.
Staffing companies will also have to be more aware of how to spot someone who isn’t being honest about their intentions to work multiple jobs. Employers are becoming more savvy to this issue and are screening people out of the recruitment process. For recruiters, the time and lost revenue associated with this can be significant.
Spotting the Red Flags
So, how can recruiters spot a candidate that may be attempting to work at multiple jobs before they put them forward for a role?
Just ask. Sometimes the direct approach is best. Asking an applicant if they’ve ever worked more than one job at a time or if they plan to do so in the future will give you the response.
Check their profile. If an applicant’s LinkedIn profile is rather vague and they are equally evasive when asked about their current role, this may require further inquiry and investigation.
Keep track. Use your ATS or CRM to keep track of individuals that may be or have a history of working more than one role without telling their employer.
Spotting the red flags is far more intricate than this, and we’re seeing employment screening increasingly encapsulate this.
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