Exploring the Hype Around Remote-First Roles
Reading Time: 3 min
Reading Time: 3 min
When it comes to remote-first work, there is a fundamental disconnect between what employees want and what employers are offering. This is what the latest quarterly Flexible Working Index shows:
Nevertheless, demand for remote-first positions is still high: there are 305 applicants for each remote position. This comes at a time when UK employers are pushing the return to office (RTO) approach, with more people working five days in the office than from home for the first time since Covid-19.
As employers urge their teams to return to the office, there are three things companies and their recruiting and HR teams should keep in mind and communicate effectively;
When these key elements are defined and shared with candidates and employees (including in job postings!), they can see the value and benefit of being in the office; without them, it will be difficult for HR managers to address the discrepancy between the RTO expectations of employers and employees and the results.
This mismatch has the potential to make life difficult for hiring managers, but there are a few starting points that can help you attract the right people to your company:
Neglecting great talent and slow hiring timelines can hinder company performance. We encourage HR managers to make this pain clear to managers and emphasize the importance of flexibility in your company's work location policy.
In the evolving landscape of remote work preferences and the shifting dynamics between employers and employees, it's crucial for companies to bridge the gap. IceHrm understands the challenges and advocates for transparent communication, flexibility, and strategic talent attraction to create a harmonious work environment that aligns with the aspirations of both employers and job seekers.