Once I have provided some information about me as well as my desired partner on a matchmaking website, I am promptly given details regarding two possible matches.
Alejandro is the epitome of style in his sharp suit and a bright smile. He holds a master's degree as well as a passion for jogging.
The other is Susan, who is not as academically proficient, however her profile is more recognizable. Plus, possibly even more importantly, she expresses she is very accepting of any errors someone else might commit.
I'm eager to see if Susan and I have any chemistry; I'm optimistic that we'd make a good couple based on our attributes on paper.
You may believe I'm testing a fresh dating app, but I'm actually trying out a website that connects those who are interested in job sharing.
The concept of WeJobShare, based in Switzerland, is to make it easier for persons to find people to share a job with, by combining the reach of strangers with the current pool of possible candidates.
Job Share Connect, a US start-up, has created a "robust talent pool" to help those who cannot locate a job sharing partner.
Ford's UK and mainland European division has implemented its own internal "matching system" for employees who are interested in job sharing with a colleague.
In September 2022, Ford provided the opportunity for employees to input information, comprising their current capabilities, preferences for a future colleague, aspirations regarding their upcoming role, and overall professional objectives.
An algorithm evaluates this data to devise compatible matches which then are shown to the user accompanied by a percentage match score.
The scheme enabled Emma Wright to locate her job partner in preparation for her resuming her position at Ford after her second maternity leave.
After her initial maternity leave, Ms Wright reduced her hours and began working part-time in the UK finance department of the company. Unfortunately, the part-time role was not as stimulating or energetic as she would have preferred.
She decided to look into a job share this time, hoping to find a more engaging position.
"I wanted to join the job sharing ranks of those who are highly successful in the finance field," she states.
WeJobShare co-founder Irenka Krone states that the objective of the company is to facilitate connections among women, since they are more likely to have part-time work than their male counterparts, due to considerations like childcare.
When signing up, users enter their relevant data such as their location, desired occupation, the hours per week they want to work, and whether they prefer to work with those who have likeminded or different proficiencies.
Next comes a survey that inquires about a variety of topics, such as "how does stress affect you?", "what are your innovative ideas?", "what is your attitude towards risks?", and "how much leeway do you grant a partner for mistakes?".
The software of the company, based on the data it gathers, produces possible matches. As of now, its website can be accessed only within Switzerland and it has successfully assisted 2,500 individuals in locating a job share companion.
Ms Krone remarks that companies have begun to understand that retaining the most talented female employees will depend on establishing modern employment models. She is well placed to know this, as she works alongside her job-sharing colleague, Razvan Oprea, to run the business.
They are endeavoring to retain female employees who are pondering leaving the sector as they reach a certain stage in their lives by investing capital in them and encouraging them to consider job sharing.
Ascertaining the increasing use of job sharing applications, Empower specified this year that such apps may be a definitive answer to a number of difficulties that female personnel are confronted with in the workforce, including childcare commitments restraining progress.
A job share is distinct from a part-time job as it consists of performing half of a full-time job instead of a role that often carries less responsibility, salary and opportunities for advancement.
Sharon Peake, the originator and leader of London-based corporate gender equality consultancy Shape Talent, expresses optimism in regards to the possibilities of tools that will increase the prevalence of job sharing.
She's worried that prejudiced ideas may enter job-sharing software systems. "This might lead to excellent female applicants being overlooked when it comes to STEM job roles, as those roles have been historically occupied by male candidates."
Ms Peake questions if the tech can measure essential soft skills such as teamwork and communication, as well as the chemistry between individuals.
Jess Baker, a UK business psychologist and writer, advises that individuals who are considering a job share with someone they're unfamiliar with should research if they have similar personalities. She recommends that "both of you take a personality profiling tool to become more mindful of your psychological traits; such as how you manage stress, make decisions, and interact with other individuals."
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Can an employer reject job share candidates to dodge having doubled HR and payroll effort? According to UK employment law experts Davidson Morris, a job share request from an existing employee "must be treated reasonably and should only be refused when there is a valid business justification for doing so".
Accoding to business psychologist Stuart Duff, most firms find that the advantages of having employees in job-sharing roles usually outweigh any extra paperwork. Despite the potential issues that can come with job-sharing, the benefits are usually worth it.
Many supervisors can possess firm perceptions of who is the most suitable individual for a specific job, only relying on preconceived notions or "gut feeling"; consequently, having diverse individuals with divergent backgrounds and ways of operating can throw fixed expectations off balance, and extend the scope of what is conceivable.
Will Smale contributed reporting.
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