Exploring the Hype Around Remote-First Roles
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What you need to know?
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:
- Remote-first jobs have declined 22% over the past three months.
- Hybrid positions that offer work from home 3-4 days per week are down 24%.
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.
What others say about it?
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;
- Why: What is the reason for the employees to be on site? There must be a clear and tangible reason for being there in person.
- How: RTO no longer looks the same as it did before the pandemic. Companies can make travel to and from work flexible, increase travel costs, relax their dress code and much more to make traveling to the office easier.
- Value: Aside from promoting office culture and visibility, what benefit does being there provide to the employee? What is achieved through the presence of employees and what results are achieved through personal presence?
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.
What this means for you?
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:
- Consider adding distance-friendly terms to job advertisements. Remote-friendly positions are the most competitive among job seekers. If you're having trouble recruiting the best talent, you may want to rethink your policies.
- Some flexibility is better than none at all. If you cannot offer remote-first positions, a hybrid solution with one or two days from home is more attractive to applicants than an office-only job.
- Be clear about what “mixed” means. Candidates will appreciate being specific about the number of days they will be required to be in the office, and clear wording in the job advert can help avoid subsequent terminations.
- The dream of working remotely will not go away. Recent quarters have shown that job seekers are continually looking for positions that allow them to work remotely. In September we predicted that the battle for RTOs was far from over - and we're sticking with it.
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.
