Whilst the term ‘hybrid working’ has become a popular phrase commonly used by both employers and employees, the concept of what it actually means in real terms remains a grey area. The BIGGEST challenge we see hiring managers face is navigating the undefined parameters of hybrid working. Across the board, it seems to be the sticking point causing more and more employers to either lose staff or fail to attract new talent.
From Fully Remote, To Hybrid Working, And Now… Back To The Office?
The restrictions brought about by the pandemic threw many businesses into the unknown – having to adapt to a new model of working almost overnight. What’s been clear since then, is that the landscape of the working world has altered drastically with no signs of ever returning to what we knew as the ‘norm’ just a few years ago. With their eyes open to the seemingly endless possibilities of flexible working options, employees are now looking towards more modern ways of working.
Predictably so, when speaking with candidates now, we are finding that they are placing significant value on flexibility. And, candidates are increasingly prepared to turn down an opportunity if an employer does not offer working flexibility. Whilst work-life balance is an overused phrase, it is true that candidates are dedicated to striking the right balance with 3 out of 5 employees happier working from home. Hybrid working is something candidates appear unwilling to comprise on as they look to secure their next career opportunity it seems that they wanting to create a balance best suited to their lifestyle.
With family commitments, rising living costs, and a sustained spotlight on work-life balance, options for hybrid working aren’t just a ‘nice’ addition to an employment package and is fast becoming a necessity. Whilst employers shouldn’t be dictated to by candidates and their motivations, it’s important to keep an open mind about how you can attract the talent you need to make sure your business requirements are met. By considering and designing flexible packages, you will find your talent pool expands and your candidate options increase.
How Far Do Your Flexible Working Options Stretch?
Businesses operate differently and dependent on what kind of industry you work in, it’s not always as easy as just changing up working styles. Sometimes though, what is already working can be overlooked. Most of the time, I find that businesses have the foundations in place – all it takes is a change of perspective.
Hybrid Working Is…
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4-days in the office and 1-day working from home
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2-days in the office and 3-days working from home
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1- day in the office every 2 weeks and the rest working from home
With so many different ways of defining hybrid working, you can see where the confusion lies!
Assessing what you currently have in place, the effectiveness of your internal communications, and what already has been proven to work is a good starting point. And, it doesn’t necessarily have to be the case that everyone in your team has the same working pattern. However, taking into consideration individual preference alongside how your team performs at their best aligns you with a solution fit for everyone.
One thing is for certain, if employers don’t offer flexible working a massive 9 out 10 employees would consider resigning… With this in mind, are you reconsidering your candidate offering?
