Is the 9-to-5 dead? | Will Apple's call screening change how we work? | MD Insights: Hire right, manage less! | Networking…without the awkwardness!

New data shows the 9-to-5 is dying – but are you ready for what's replacing it?

Microsoft 's latest Work Trend Index has revealed something many of us suspected but perhaps didn't want to face: the traditional working day is rapidly disappearing. What the tech giant calls the "infinite workday" is now the reality for millions of workers across the UK and beyond.

The statistics paint a stark picture. The data shows that by 6am, 40% of employees are already checking their emails, with nearly a third logging back in around 10pm. Even weekends aren't sacred – one in five workers check their inbox before Saturday or Sunday afternoon, and more than 5% are back online Sunday evening, preparing for the week ahead.

This always-on culture comes with a productivity cost. The average employee now faces interruptions every two minutes from emails, messages, or notifications. With 117 emails landing in inboxes daily and over 50 messages sent outside standard business hours, it's no wonder that critical concentration windows between 9-11am and 1-3pm are being eaten up by meetings.

"Technology is a benefit in terms of how quickly we can process and deal with matters, but it also creates an environment where we expect things to be done ever more quickly," warns Kathleen McAdams, director of Albany HR when speaking to CIPD publication, People Management Magazine.

The human cost is becoming increasingly clear. Microsoft's data shows that after-hours meetings have jumped 16% year-on-year, whilst separate research indicates employees are logging over 200 hours of unpaid overtime annually.

As recruitment professionals, we're seeing the impact firsthand. Candidates are increasingly prioritising employers who demonstrate genuine commitment to work-life balance, not just flexible working policies on paper. Meanwhile, businesses are struggling to attract and retain talent when their culture demands constant availability.

The solution isn't simply about HR policies – it requires leadership that models healthy boundaries and a fundamental shift in how we measure productivity and success.

Share your thoughts: When did you last check your work emails, and are you comfortable with that answer?

MD Insights: Stop micromanaging the people you don't trust - start hiring the people you do

Recently, our Managing Director, Daniel Bosley , shared his perspective on why micromanagement is actually a massive red flag about your hiring process, not your management style��

‘’If you can't trust your team, you hired the wrong team. We’ve seen it a lot in business we’ve worked with over the years: leaders drowning in daily check-ins, lengthy approval chains for minor decisions, and teams that can't move without permission. But in my opinion, micromanagement is actually a massive red flag about your hiring process.

When you hire the right people for your business, you get:

✅ People who understand the mission without constant reminders

✅ Professionals who escalate problems before they become crises

✅ Team members who deliver results, not just activity

✅ Individuals who communicate proactively, not defensively

When you hire wrong, you get:

❌ Endless meetings that produce no status

❌ Decision paralysis disguised as "alignment"

❌ Managers who mistake monitoring for managing

❌ A culture where initiative dies and bureaucracy thrives

The best leaders we've placed share one trait: they hire people smarter than themselves, then get out of their way. They focus on outcomes, not oversight. One lesson I’ve really had to get to grips with over the years is that your job as a leader isn't to control every decision - it's to hire people who make better decisions than you would. If you're spending more time managing your team than growing your business, the problem isn't your management style. It's your hiring standards.

The solution? Raise your bar. Hire for judgment, not just skills. Look for track records of ownership, not just accomplishment. Invest in better interviews that reveal character, not just competence. Stop managing the people you don't trust. Start hiring the people you do.’’’

Share your thoughts: Are you leading a team you trust to deliver without constant oversight, or are you caught in the micromanagement trap? We'd love to hear about your experiences - what changed when you shifted your hiring standards, or how you've built a culture of ownership in your organisation ⬇️

🔥 Hot topic: What does Apple's iOS 26 call screening feature mean for your career?

Apple 's iOS 26 introduces call screening technology that automatically answers unknown calls, asks callers to state their name and reason for calling, then shows you a transcript to decide whether to pick up. This goes beyond spam-blocking – it could change how professionals communicate at work.

Could this boost your productivity?

• Fewer interruptions: No more stopping meetings to answer sales calls. The system screens while you stay focused.
• Better preparation: Know who's calling and why before you answer, so you can prepare or reschedule.
• Time control: Review screened calls on your schedule instead of playing phone tag.

But what about missed opportunities?

• Screened out: Legitimate business calls might be filtered if callers don't explain themselves clearly to the automated system.
• Harder outreach: Making new connections by phone becomes more challenging if your role involves cold calling.
• Less spontaneity: Unexpected calls from colleagues with opportunities may become rarer.

How should you adapt?

• This shift reflects broader changes in professional communication, similar to how email etiquette evolved in the early 2000s.
• For incoming calls: Welcome the extra control over your time and attention. You can prioritise calls that matter while filtering out distractions.
• For outgoing calls: Have a clear elevator pitch ready when screening systems ask who you are and why you're calling. Be prepared to articulate your value quickly and professionally.
• Build your reputation: Your professional brand matters more than ever. When your name appears in screening transcripts, recipients should recognise you as someone worth speaking to.
• Use other channels: Email introductions, LinkedIn messages, and warm referrals may become more important for first contact, with phone calls serving as follow-up rather than initial outreach.

This reflects a broader shift toward more intentional communication. Your professional reputation matters more than ever – when your name appears in that screening transcript, what will it mean to the recipient? Most professionals will welcome better control over incoming calls. Those who rely on outbound calling will need to adapt.

Share your thoughts: How will this affect your professional communications? Are you excited about the extra control or concerned about networking barriers?

The JARS Guide to networking without feeling awkward

Networking doesn't have to feel like a sales pitch or uncomfortable small talk. With the right approach, you can build genuine professional relationships that benefit everyone involved. The key is shifting your mindset from "what can I get?" to "how can I help?" and focusing on authentic connections rather than transactional exchanges.

✅ Start with people you already know: Reach out to former colleagues, classmates, or friends in your industry to rebuild connections before approaching strangers. This warm-up approach helps you practice your networking skills in a comfortable environment while potentially uncovering opportunities through people who already know and trust you.

✅ Lead with genuine interest: Ask thoughtful questions about their work and challenges rather than immediately talking about yourself. Show authentic curiosity about their projects, industry trends they're seeing, or obstacles they're facing - this approach naturally creates engaging conversations and makes people feel valued.

✅ Offer value first: Share a relevant article, make an introduction, or offer your expertise before asking for anything in return. When you lead with generosity, you establish yourself as someone who contributes to their network rather than just takes from it.

✅ Follow up within 48 hours: Send a personalised message referencing your conversation and any promises you made. Include specific details from your discussion to show you were genuinely listening, and deliver on any commitments you made, whether that's sharing a resource or making an introduction.

✅ Use social media strategically: Engage meaningfully with professionals' LinkedIn posts and Twitter content to stay on their radar. Leave thoughtful comments that add value to the conversation rather than generic responses, and share content that demonstrates your expertise and interests.

✅ Attend industry events with a goal: Aim to have 3-5 quality conversations rather than collecting as many business cards as possible. Set a specific intention for each event, such as learning about a particular trend or meeting people in a specific role, which gives you natural conversation starters and makes interactions more purposeful.

✅ Maintain relationships consistently: Set reminders to check in with key contacts quarterly, not just when you need something. Share updates about your own work, congratulate them on achievements you see on social media, or simply ask how they're doing - consistent touchpoints keep relationships warm and mutually beneficial.

Effective networking is about building relationships, not transactions. When you focus on helping others and staying genuinely connected, opportunities will naturally follow. Remember that the best networkers are those who are known for their generosity and authentic interest in others' success. Start small, be consistent, and watch as your professional network becomes a source of mutual support and opportunity rather than a source of stress.

Check out our blog for more career advice and employment tips.

Working in partnership with clients and candidates to deliver trusted recruitment solutions since 2009

Working in collaboration with our fantastic portfolio of clients nationwide to connect them with the right talent, at the right time, is what we do best, so if you’re looking for a new role, or to expand your team, we’re the people for you! We specialise in a multitude of sectors nationwide, including HR, Legal, Finance, Procurement, Social Housing, Local Government, Engineering, Property Management and Technology and work with high quality contractors, consultants and professionals in both temporary and permanent placements.

So, whether we’re helping you find the perfect candidate, or you're looking for your own next career step, you can be assured, as a trusted specialist recruitment partner since 2009, that we’re with you on every step of the journey.

To register a vacancy or discuss how we can help you find the perfect fit for your next permanent or temporary career step, you can find our regional contact numbers here. For more about our specialist team of consultants and read testimonials from our clients at www.jarsolutions.co.uk.