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15 days ago by Alex Swain
Hot Roles & Other Templates (13)

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The remote model is here to stay…

This week feels like a bit of a turning point, our conversations have shifted on both sides of the recruitment coin. Companies are now looking at the long-term model they want to introduce, as opposed to the reactive approach we’ve all faced since the start of 2020.

It’s synced nicely with a question we’re facing more & more often from prospective talent seeking their new opportunity “what is their current & future working policies?”.

Before this point it was standard that most companies had introduced 2 days from the office & 3 from home, but it feels like the dial has shifted (albeit only slightly). From our conversations and these are mainly with media agencies, adtech vendors & publishers, we are now looking at a full-time model of 3 days from the office & 2 from home.

It some rare cases, we have even seen 4 days in the office, but that has only been met with resistance from candidates who are looking for a better work/life balance.

Now, this blog isn’t to criticise the days spent in the office, but more to summarise the positives and help you identify a model that works for you and your team or business.

What is the consensus from candidates?

  1. 3 days feels like a stretch, but most are happy to do so. We have all become accustomed to 2 days, even some at 1 day per week, but let’s think rationally. Just over 2 years ago, we we’re sat in the office 5 days a week, and most of the time we we’re pretty content with this (we had the occasional day working from home).

  2. 2 days is the most ideal. It seems to suit most candidates and is the “go to” answer when we dig deeper into their situation and the preferences.

  3. Fully remote isn’t as attractive as we once thought. In some cases, and some roles, there isn’t a need to be in the office. On the odd occasion we have faced a dilemma where the opportunity provides no days in the office, or the candidate has begun a search because they miss the social interaction they are seeing across the industry.

There isn’t much public data yet, although some companies have begun to analyse deeply the impact of their models, which includes PwC and their latest policy to offer early finishes to every employee across the globe throughout the summer.

You can imagine our conversations have varied over the last two years and here are some real-life answers from candidates on the impact remote working has had. These aren’t just topics discovered online, but true examples of why it’s important to think about how this model impacts your team & your employees.

Real life impacts!

  1. Better work-life balance. A hot topic pre-pandemic was burnout and the impact it was having on both mental & physical health. Every employee is different, but one thing in common is the requirement of commuting to the office and the time it impacted on activities outside of work. We know commuting times differ, but with the cost of house prices and living going up, people are looking to move outside of the cities, which creates longer commutes.

  2. Flexibility throughout the day. We talk about productivity extensively and how important it is for employers to see deadlines met, KPI’s hit etc. but these are all relative and different based on your job. Many candidates we have spoken to are online earlier or even later, because they have the flexibility throughout the day to collect their kids from school, sort out a trivial maintenance issue at home or even see a friend of lunch. Again, it comes back to the work-life balance point of giving your employees the opportunity to have that time and use it as they see fit.

  3. Cost SavingsSalaries are stretching a little further, although we are in the middle of a UK wide cost of living crisis, that extra day at home saves money not on a variety of things including commuting, lunch, coffee’s etc. the list goes on but just think about how much that train ticket may cost your team.

  4. Being present This one comes from my own experience, but it’s certainly a topic people can relate to and that’s being present in the moment with your family, kids, or other loved ones. I am now home 3 days a week, for dinner time, for school pickups and I am relishing the time I get to spend with them. Long gone are the days of eating dinner at 8.30pm after I put the kids to bed.

As we set the strategies & plans for H2, key decision makers, business or agency owners should take the real-life impacts into account. Look to create employee surveys and let them speak to you and understand what motivates them and keeps them happy. Look outside of your industry, don’t just assume that another day in the office or another day at home will benefit the bottom line, if anything it could have negative connotations.

They’re not just numbers on a spreadsheet but the beating heart of your business.​

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Has that given you food for thought?

You can discuss these viewpoints further with Alex via the following:

Email - Alex@ultimateasset.com

LinkedIn - https://www.linkedin.com/in/alex-swain-a15a045a/