The impact of remote work on candidate expectations
The rise of remote work is a hot topic in recruitment. It’s not just that more people are working remotely, but also that more companies are allowing employees to do their jobs from home or another location.
Although there are some advantages to this trend, it also creates new challenges for recruitment agencies and candidates alike. Let’s take a look at how the increasing prevalence of remote work affects both parties.
Remote work culture as a growing trend
Remote work is a growing trend, and it’s not just for tech companies. In fact, according to the U.S. Bureau of Labor Statistics, around 27% of the U.S. workforce is working remotely.
The benefits of remote work are many: it can save money on office space costs and allow companies to hire talent from around the world instead of being limited by where they live or commute from.
It also gives employees more flexibility with their schedules so they can support their parents or children while still earning an income – and when you’re working from home (or anywhere else), there’s no commute time wasted getting into town each day.
The rise of remote work
The pandemic dramatically shifted the world of work, ushering in a new era of remote work. And it’s not just for tech companies, who have been using remote workers for years. Remote work can be done from just about anywhere – in fact, some companies prefer to hire candidates who don’t live in major metropolitan areas so they can save costs on office space and other overhead expenses.
Remote work has become an attractive option for both candidates and employers, because it allows employees to maintain their personal lives while still maintaining their careers; this may be especially appealing if you’re considering relocating your company but don’t want to lose talent due to relocation constraints or cost-of-living differences between regions (e.g., Silicon Valley versus Eastern Europe).
What does this mean for candidates?
Candidates are looking for a remote work culture. In a survey of 3,000 workers conducted by Buffer, 98% of respondents would like to work remotely, at least some of the time, for the rest of their careers. They want to work from home, from a coffee shop, or anywhere else in the world.
This means that recruiters need to start thinking about how they can offer this type of flexibility if they want to attract top talent.
The need to meet – and exceed – candidate expectations
When it comes to meeting candidate expectations regarding remote work, it’s important to be transparent above all. Candidates want to know what they’re getting into and will appreciate honest answers. If you can’t provide all of the information they need, don’t feel pressured into withholding details; just let them know that more information is available upon request.
Candidates should also be aware of what companies are offering before applying for jobs, so recruiters should make sure they are clear about these things as well. For example: do you offer remote work? What kind of projects do you handle? Are there any travel requirements for this position? What type of environment does this company provide employees who work remotely (office space, equipment)? Are there hybrid options for those who want to work in an office?
Adjusting your recruitment strategies for remote work
The rise of remote work has changed the recruitment landscape. Candidates are more likely to apply for positions that allow them to work from home or another location, so if you want to attract top talent and keep them happy while they’re on your team, it’s important to find a culture that is supportive of this type of arrangement.
While it may seem like a challenge at first – especially if your office isn’t equipped with the right technology – there are ways for recruiters (and their clients) to make this process easier.
Remote work benefits both candidates and recruiters
For staffing firms who work in verticals in which work can be done remotely, offering that option is a win-win situation for both candidates and recruiters. Candidates get more flexibility in their schedules, while recruiters can get more time with them. Candidates don’t have to travel, which saves them money on gas or public transportation costs. Recruitment agencies also benefit from this arrangement because they can save money on office space, which may be another factor in attracting top talent
When will working from home end?
It seems remote work is here to stay; remote work is still popular in the workforce, even as more offices have re-opened following the waning of the pandemic. If you’re a recruiter, it’s important that you keep this trend in mind when hiring candidates and creating your culture. You can do this by offering flexible hours and remote positions as well as working from home opportunities for employees who want them. This will ensure that both sides are happy with their work-life balance and productivity levels!