Offering remote work options can be effective in attracting talent to your organisation; however, there are a few drawbacks you should wary of.
Remote work conditions are attractive to a large number of skilled professionals from different demographics. This type of flexibility is particularly helpful for workers who are caregivers or experience difficult commutes.
HR Dive reports on a recent study conducted by Robert Hall about how telecommuting to work can increase the likelihood of candidates being attracted to a role:
Seventy-seven percent of workers in a recent survey said they’d be more likely to accept a job offer if they knew they could telecommute at least some of the time…
Enticed by visions of commute-free days, 86% of employees between the ages of 18 and 34 said they’d sooner sign a contract with remote work options. Employees older than 55 were the least likely to see working from home as a worthy perk, but 65% of them still answered in the affirmative.
On the flip side, the two biggest drawbacks cited in the study were people abusing the benefit and not sticking to work hours, and feelings of isolation from missing out on a team environment.
Other disadvantages also referenced include:
- interpersonal relationships suffering
- loss of facetime may result in missing new projects or promotions
- not having anyone to bounce ideas off.
If your organisation chooses to implement remote work options to attract more candidates, avoid some of these pitfalls by enforcing sound policies. Employers should work with staff to create a plan to manage expectations, create short and long-term goals, equip staff with secure technology, and create a working schedule.
In an increasingly tight job market, this job benefit might just be the perk you need to win over potential hires. If implemented correctly, it can result in benefits for both employers and staff.
Does your organisation offer remote work flexibility? If so, do you consider it a success? Tell us in the comments.
Source
How remote work options could win over potential hires
Katie Scheu
HR Dive