With remote work now of an accepted standard than an emergency accommodation, how have recruiting and hiring conversations changed, and what do businesses need to do to attract and retain top talent?

1. How Work-Anywhere Momentum
is Impacting Recruiting

2. • Pre-pandemic, the idea of working from
home was often met with resistance by
employers and/or employees.
• When quarantine forced millions to stay
home, people began to adapt to
working remotely, and work processes
and attitudes shifted.
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3. 3
• Especially among highly
skilled, highly educated workers, it
has become clear that they
can work just as effectively away from
the office three to five days a week.
• A McKinsey report suggests that
“Hybrid models of remote work are
likely to persist in the wake of the
pandemic.”

4. 4
• What does all of this mean for
recruiting and hiring?
• During the pandemic, these efforts
had to move online.
• Zoom interviews, remote onboarding,
and bringing new hires into a fully
virtual work environment became the
norm.

5. Recruiting and Hiring in the Remote
Work Environment

6. • With recruiting and hiring moving
online, digital strategies are
essential, especially when it comes to
appealing to digital natives in the
workforce.
• Opening job opportunities to the
remote worker can lead to a pool of
potential employees with richer
experience, education, and
professional networks.
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7. 7
Finding the best talent for the
right role requires recruiters to:
• Target online job search advertising
• Learn which digital channels are the
best talent sources
• Make the digital budget stretch
further

8. 8
In a Cielo survey, hiring managers
planned to:
• Interview candidates by video (82
percent)
• Onboard starters virtually (41
percent)
• Make offers without first meeting
face-to-face (32 percent)

9. 9
• This means those working in
staffing also need to familiarize
themselves with evolving
technologies.
• Training hiring managers to adapt
privacy and security considerations
is also important.

10. How Work-anywhere Is Shaping
Candidate Expectations

11. 11
• In a Conference Board survey, 77
percent of respondents expected “an
increase in employees working
remotely (at least a few days a week)
even 12 months after the COVID-19
pandemic has ended.”
• After all, as McKinsey observed, more
employers were seeing “somewhat
better productivity from their
remote workers” nine months into
the pandemic.

12. 12
• With a supporting connectivity
infrastructure, employees enjoyed
greater productivity, less time wasted
commuting, and more flexible hours.
• A late 2020 PwC survey found both
executives and office workers support a
permanent flexible work week.
• In June 2020, 73 percent of employers
labeled the shift to remote work a
success. Six months later? 83% – a game-
changer for recruiting and hiring.

13. 13
• One recruiter suggested, “Workers
will classify employers into one of
four categories:
• Employers that are remote-first;
• Employers that are remote-friendly;
• Employers that can’t accommodate
remote workers (but might offer a
flexible schedule);
• Employers that don’t get it.”

14. 14
• Candidates are looking for the flexibility
and freedom of work-anywhere culture.
• As a result, they're doing more research
before taking on a new role – asking
questions, checking sources, verifying
answers, and digging deeper into
company culture.
• This is pushing recruiters to reposition
how they talk about work/life balance:
it needs to be a differentiator.

15. The Office Is Here To Stay

16. 16
• Still, this isn't the end of the
office: employees do want to return
to the office to some degree.
• Some 87 percent of the employees
surveyed by PwC said, “the office is
important for collaborating with team
members and building relationships.”
• The office is also where
employees see themselves accessing
equipment, training, or documents.
• Meanwhile, employers want
employees in the office to meet
clients and build corporate culture.

17. 17
• The office environment is also critical
for least experienced workers,
according to PwC.
• Respondents with less than five years
of experience were more likely to
want to be in the office more often:
• 30 percent prefer being remote no more
than one day a week, versus just 20
percent of all respondents
• 34 percent are more likely to feel less
productive while working remotely
(compared to 23 percent)

18. 18
• Employees at all experience levels
also acknowledge some activities are
better done face-to-face.
• Coaching and providing support and
feedback are more likely to be
successful in person.

19. Ready Your Business For The Hybrid
Workforce

20. 20
• The work-anywhere environment has
its advantages for both employers
and employees.
• Encouraging employee engagement
and communicating business culture
will be important, even though the
office isn’t going away entirely.
• HR must increase personalization to
be successful: customizing which
employee groups work from home —
and how often — can offer
competitive advantage.

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