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The pandemic has radically accelerated the transition from office-based work to remote work. People are now used to working remotely, and business owners are now offering more remote roles than ever before. In the past, businesses would offer work from home as a perk, it has now become the norm for many.
It was recently reported that the Government were looking to change the law for office workers. The change would make it illegal for employers to enforce staff to return to the office, unless deemed essential. These changes would come into effect later in the year. A government spokesperson has since stated there have been no such plans to make working from home a legal right. Nonetheless, remote working is here to stay.
It is reported that searches for ‘remote work’ is on the rise, and Indeed currently have over 16,500 remote roles advertised on their website. This suggests that people want to continue to work from home, and the opportunities are there to do so. Therefore, as a business owner it’s worth considering if you can offer the same opportunity.
At McCarthy we are seeing a growing number of our clients adopt an open approach to working with a hybrid team. Recruiting remotely has proven to be particularly beneficial when looking for a niche role or working from a rural location. See what we would consider to be more benefits below:
If you restrict the role to a certain location, you are narrowing your talent pool. If you advertise the role as remote, you are no longer limited by local geography. This allows you to speak to a more diverse pool of candidates, and diversity and inclusion are essential to business success. When you broaden your talent pool, people with a wider range of skills will also apply. For roles that require specialised skills, you are more likely to have a competitive shortlist of candidates. Offering remote work will also attract more ‘millennials’ and ‘Gen Z’, who consider flexible working a huge bonus.
Flexible working will help to attract the best talent, it will also help you retain the talent you currently have within the business. Many companies have reported that remote working has had a positive impact on employee retention. This is no surprise as many noticed a healthier work-life balance while working from home.
This can be reduced costs for both the employer and the employee. For the business owner, you can save money on office space that you no longer need. If you work with a hybrid team, you can look for reduced office space that is suitable for your office-based workers. However it’s essential to make sure your employees have enough space, ensuring they feel safe when returning to the office. For the employee, there is no longer a commuting cost to worry about. During the pandemic, it was a welcome break for many to have a short walk to their home office.
We are all trying to be more environmentally friendly, and there is increasing pressure on businesses to be ‘greener’. If you continue to work as a hybrid team the environmental benefits are important to note. There will be less cars on the road, reduced energy usage and lower organisational costs.
There are many benefits, however it’s important to consider how remote work could impact on your company’s culture. It’s also worth noting that a balanced approach that recognises the needs of a business is key.
The disadvantage of remote working and a hybrid team is that you could start seeing a division between remote and office-based workers. This could affect your productivity as a team and impact other areas such as staff retention. Therefore, businesses that hire remote workers need to make changes to their onboarding experience as well as their internal branding. There are now a wide range of web conferencing and videoconferencing applications that focus on the future of hybrid teams. These applications help people centre their business around the work they do, and not where they do it. Microsoft Teams has been one of the most popular applications used by people worldwide throughout the pandemic. Teams and other applications are helping us to adapt and create experiences that will reach everyone.
For every employer the answer to this question will be different and ultimately, it’s about what works for you and your business. If you’re considering a blended approach to recruitment then you must consider the wider range of skills this can offer, and how it can support the diversity of your business. You then must consider your culture. Focus on how you will continue to create shared experiences for both your remote and in-office workers.
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