Why Aren’t You Putting your Work from Home Policy in your Job Ads?
What is your company’s current position on its post-pandemic work from home policy, and why isn’t any of this information on the job ads you are posting online?
Last year, amid global lockdowns, it was reported that more than half of Americans wanted to continue working from home, and two-thirds of companies “may render their current home working policies permanent.”
The shift to remote work has been positive for some companies, with big names announcing a sea of change in the way they operate. Twitter decided in May 2020 that all employees could work from home indefinitely. On 29 July, online real estate giant Zillow made the same commitment.
These companies, and others, have cited the huge benefits of home working policies, including:
· Saving on office space. Having a smaller building where employees only come in if they need to, joining a coworking space, or indeed foregoing an office altogether, significantly cuts down on one of the most painful overheads for any business.
· Hiring from all over the world. Since remote working means you can work from anywhere, companies can hire people no matter where they live. Not only does this open up access to talent you may not find near your office, but if the cost of living in the country you’re hiring from is lower, you can save there too.
· Appealing to the best candidates. A rigid regime that doesn’t work around a person’s life might put them off. Maybe they have caring commitments or certain times and places they think more creatively. Flexibility is becoming expected and will help a company stand out among competitors and hire the best people.
Despite all the benefits, however, very little seems set in stone right now, and aside from the giant internet brands of the world, very few companies have been bold enough to make such a permanent decision in these uncertain times, at least publicly. As an example, I worked with a client recently who took the massive decision to close 80% of it’s global offices and allow those employees to work from home on an ongoing basis – what an incredible benefit, and yet if you go to their online careers portal there is absolutely no mention of this whatsoever!
The reality is that most companies still haven’t made up their mind. I’ve spoken before about candidates applying for jobs that offer the chance to work from home and the importance of getting any flexible working promises in writing. But no matter how hard a candidate pushes the issue, sometimes a policy simply isn’t in place.
There could be several reasons for this:
· They’re waiting to follow the crowd – and not just because they’re sheep. Many companies genuinely rely on being able to work with clients and stakeholders efficiently, and the last thing you want to do is go fully remote only to find out two months later that your clients and partners prefer to meet face to face.
· They haven’t decided – especially for large organizations, there are huge numbers of people to consider, and conversations are lengthy. Deciding any big change can take months or years, and coming up with a policy that’s watertight can be difficult to navigate.
· Office space commitments – while remote working allows companies to save on office space, what about those currently in a five-year lease? Understandably, they won’t be ready to let that all go to waste—or maybe they’re negotiating it as we speak.
· “Anywhere in the world” isn’t actually desirable. With things being so uncertain, even companies who want to offer flexible working still want the option of having the team get together from time to time, so they might be slow to commit to global hiring—no matter the benefits.
If you haven’t yet figured out your company’s work from home policy for the indefinite future, that’s understandable. Not many businesses have.
When it comes to hiring, however, it’s essential to be transparent. With everything from salaries to expected working hours, showing details in the job description will avoid getting too far down the road with the ideal person and then realizing the offer doesn’t work out.
If you do have a policy in place, make it clear—but if you don’t, make that clear too. In these uncertain times, there’s nothing wrong with stating that things could be subject to change. Be honest about what you can and can’t commit to.
What is the latest on YOUR company’s long term flexible work policy? And, if you’re a hiring manager looking to speak with individuals about an opening on your team, how early do YOU bring up the topic of remote working and how your employer has responded so far?