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.
We do a deeper dive on what it looks like to return to office in 2023 from an employer and employee perspective in this article. It’s going to happen, but the question is at what rate and who benefits that most?