Recruiters for Remote Jobs Incorporating Flex and Hybrid Position Needs in Supply Chain
Recruiters for Remote Jobs Staying Busy
The global COVID-19 Pandemic forced employers around the world to adapt and required everyone to work remotely. This forced recruiters and other talent professionals to adjust sourcing strategies to accommodate these needs. Job seekers and employers are working to find the best ways to incorporate the new norm of flexible workplaces. In doing so, it has become a part of every job search, especially for those looking to hire for or find remote jobs.
What is considered Remote Work
While recruiting for remote jobs, talent professionals face myriad different classification of what constitutes remote work and what may not. Gartner defines remote work as a type of flexible working arrangement that allows an employee to work from a remote location outside of corporate offices.
Prior to 2020, recruiting for remote jobs wasn’t really a thing. Some companies had a “work from home” policy that could be deployed, as necessary. However, fully remote positions weren’t nearly as much of a consideration. Remote work in supply chain is fickle due to the nature of needing to be onsite a lot. However, that is starting to shift, with even logistics positions become more remote and flexible, requiring recruiters to hire for them.
Specialized Recruiters Learning to Hire for Remote Jobs
In the pre-COVID-19 Pandemic recruiting days, it was rare to have to recruit for remote positions. Geography was even more of a challenge before remote work became more normalized. These folks are charged with helping employers hire for remote jobs. Takes one to know one, as the old saying goes. Being able to do this and balance the needs of job seekers as well as employers has streamlined the hiring process.
Filling open positions with qualified candidates has long been a challenge for talent professionals. These remote job opportunities were once very rare. But now, it’s the norm for both recruiters, employers, and their human resources counterparts. Working remotely is a demand for job seekers and employers around the world are starting to adapt to this and are finding candidates that are a great fit for these roles.
Disconnect Between Management and Employees on Remote Work
According to a study done by the Harvard Business Review, managers believe that work-from-home reduces productivity while employees think it massively increases it.
This is a natural disconnect given the decades of workplace norms that are dramatically being challenged and reshaped in such a short period of time. Part of the disconnect centers around how each party views things like commuting time and camaraderie. Employees see the lack of a commute as a win for productivity. But managers don’t really factor in that time. Also, management wants to be able to observe interactions, productivity, and drive interpersonal relationships in the office. And let’s not forget about the office space that has been purchased or leased that likely sits empty. This cost has to be absorbed by the employer and goes on the books regardless of whether any employees utilize said space.
The balance seems to be the hybrid workplace where employees are free to come and go as they please. Recruiters echo this sentiment as they continue to see a rise in employers that offer flexible workplace environments.
Becca Bagniewski – Executive Supply Chain Recruiter
“I would say flexibility is high on the priority list for all candidates I speak with and drastically more so for candidates who I approach that are passively open to new opportunities (“If I were to make a move, it would need to be something hybrid or fully remote,” for example.) Those requiring a strictly remote workplace are around 15-20% of the candidates I speak with. A lot depends on the nature of the role, i.e. a project manager role I worked recently had responses closer to 50-60%+ candidates only interested in remote options for this line of work.
I would say a large majority who are able to offer some flexibility in the workplace, do (~70%+). This has been part of the evolution, and strategy really, to attract and retain top talent. Companies know that in order to secure the best talent, they have to be willing to put the work-life-balance money where their mouth is.
Lots of companies are going the “unlimited PTO” route. This is a draw in terms of talent attraction, retention, engagement, and financial obligation to employees.”
Emily Unger – Sr. Executive Supply Chain Recruiter & Training Manager,
“I feel like it’s hard to state any percentages of candidates seeking only remote work with any degree of confidence since we don’t really track that. Fully remote? Fairly minimal – I think the supply chain space is unique in that most do require some sort of on-site presence (either due to the job function, like running a warehouse, or due to the cross-functional/collaborative nature of the role). Hybrid is far more prevalent, especially for more strategic roles (anything more tactical/transactional like buyers, purchasing) vs sourcing – production, etc. there usually isn’t an expectation re: hybrid work. Same of course for warehouse work.
From a client perspective, I’d say most that can offer hybrid work will do, though may vary on policy (very different to offer 1 day versus 3 days remote).”
David Miller – Executive Supply Chain Recruiter
“I’ve definitely noticed more and more candidates asking about remote/flexible work, and some that won’t even consider a job if it isn’t some sort of hybrid. Percentage wise I’d say around 20% absolutely require it.
Clients have also begun to move towards more flexible work arrangements. 2 of my clients – while I was sourcing for them – decided to implement a hybrid work schedule. So I would say, depending on the type of role and company, there are more companies willing to offer a flexible work arrangement. Percentage wise, probably 30%-40%.
In other countries and even in the US a move towards a 4 day work week is becoming more prominent. The 9/80 schedule is one that is being adopted by large manufacturing companies such as Boeing. I think Covid has definitely exacerbated the want for more work/life balance and many companies are trying their best to implement things to help their employees have it.”
Jordan West – Practice Director, Supply Chain Recruiting
“Company leaders who had to devise really complex solutions during the Pandemic need/needed to work together and collaborate with other really smart people. When there’s talks of “rejection” to remote work…I think there’s a lot of context missing to what they saw as success and what got them there.
What is missing is a real understanding for leaders to navigate and take advantage of hybrid and remote working. Ultimately, more tactical positions (positions they haven’t been in for a very long time or ever) have a place in today’s workforce to be full-blown remote/hybrid – so what’s the strategy? What’s the opportunity for those people to have holding power and stability which, for some, fit the “I Inc.” mantra. IF people want stability and IF they want to work from home and IF they want to be someone long-term, have a strategy for them – have a strategy for those who start there and want more also. It cant be a one-size fits all. Right now, if someone is working remote and likes it and is told to come back to the office, or if someone is working remote and feels like they’re in a rut and can’t get promoted, they are likely to make themselves available to a lateral move offered by talent professionals.”
Influence of the Gig Economy on Remote Recruiting
The fluid and ever dynamic nature of supply chain continues into the latter half of the 2020’s. Pandemic influenced workplace shifts have become more permanent, forcing employers to shift strategies. Change management thus becomes a lot more crucial in order to adapt to the rapidly shifting tides. Recruiters for remote jobs are also grappling with employers who don’t want to invest in full time employees while they grow. This also trickles down to mid-level supply chain professionals who want to take advantage of maybe having a supply chain side hustle. After all, supply chain is a very niche skill set that can only be gained through experience. Things like remote logistics jobs could be right up the alley of a younger, mid-level supply chain professional who prefer to be remote workers.
Can you find remote jobs in a gig economy?
Do remote workers create an unnecessary burden on employers?
Are remote recruiter jobs more or less available in supply chain vs. other fields?
Conclusion
The natural disconnects between employees and managers/employers around remote work are absolutely understandable and likely will continue to evolve. Recruiters and talent professionals that seek to fill these gigs are carefully navigating treacherous waters, especially in supply chain. There are sometimes competing priorities between bosses and their charges which recruiters tend to end up mediating. While a lot of folks think remote working will eventually die, it seems that a balance will be struck that includes hybrid working arrangements when possible. Once the suddenness of the shift wears off, employers will have absorbed any balance sheet losses with an expanded talent pool from which to choose, especially in upper management and c-suite roles. The more qualified a candidate, the more likely they are to require some sort of remote package. The leverage still mostly lies with job seekers. But, only time will tell how long that lasts. For now, recruiters for remote jobs continue to walk the tightrope when it comes to these new comp packages and a shirking talent pool.
