Remote working, or working from home, has become the norm since the coronavirus pandemic forced companies to close offices in an attempt to curb the spread of infections. As countries gradually get the grips with their various vaccine policies and it becomes safer for in person contact offices are opening up again.
Employees have no doubt got used to working from home and fortunately we live in a technological environment that enables this to happen without too much disruption. For the vast majority of people, the remote working option has been extremely attractive. However, employers spend vast amounts on physical office space and as a result are insisting that employees return to work in the office. Despite there being numerous advantages and disadvantages to remote vs. office working employers and employees are going to need to adapt to a new reality. This means adopting a hybrid working environment with the introduction of flexibility on how and where work is done.
Remote working does not suit all occupations or personality types and it will be the role of managers to determine what work can be performed remotely and what must be completed in an office environment. In addition, some people find remote working extremely difficult either because they struggle with the technology or they find it difficult to be productive without sufficient supervision and contact with work colleagues. There are certain job roles that are well suited to remote working particularly in the digital tech space where working with technology is the norm. Occupations in sectors like advertising, engineering and healthcare for example are less suited to remote working.
Human resources managers will need to change employment contracts for existing staff to reflect the employees work location, either fully remote or to a hybrid format for example. For hiring managers job descriptions will need to contain clear and specific indications if the work location either office, remote or hybrid. It is likely that more senior open roles will suit a high percentage of remote work, junior roles and administrative jobs are likely to remain office based. Potential candidates will now be putting the location of work high on their requirements from any potential employer and hiring managers should ensure that this is clearly indicated in their recruitment processes.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.