As we are all preparing our recruitment strategies for 2023, how do you plan to attract talent in this candidate-driven market?

The data points to flexibility in the workplace as the most critical demand from top candidates, as most are seeking remote and hybrid work environments. Why do people require flexibility with their jobs? Because people know what kinds of environments they are most productive within. I hear over and over again from candidates, “Why does it matter if I am in an office? The results that I am delivering should be what matters.” In my agency world, this holds true. If you are making placements, bringing in clients, and developing killer employer branding initiatives, it is truly a results-based work environment.

Given this increasing expectation, should every company institute remote or hybrid workplace policies? Obviously, this depends on your organization and whether it is essential to have employees on-site throughout the work week. If you are one of these organizations that require employees to be in-office, be transparent with candidates about the reasons for this requirement.

There are reasons for in-office requirements and you will save yourself a lot of time by stating these policies at the beginning of job descriptions, recognizing that your talent pool will filter themselves based on workplace preference.

If you are an organization that cannot or will not offer a remote or hybrid model, perhaps flexibility in other areas might attract desirable candidates, such as:

  • Condensed/compressed work week: allows an employee to work a traditional 35-40 hour work week in less than five workdays. For example, a full-time employee could work four 10-hour days instead of five 8-hour days.
  • Flexible/additional PTO options: time off that employees can take when they choose to and generally don’t have to accrue or count the hours. It can be used for vacation or sick time as needed.
  • Customized working hours: allowing employees to choose their own work hours (within reason) is a great perk – and free for an organization to offer. Some workers are morning people… while others have more energy in the evening. Some simply want to avoid rush hour or pick up their children at a certain time.
  • Modified work schedule: may involve adjusting arrival or departure times, providing periodic breaks, altering when certain functions are performed, allowing an employee to use accrued paid leave, or providing additional unpaid leave.
  • More team building and in-office bonding experiences: team bonding is all about having fun together and strengthening interpersonal relationships, making an in-office environment even more enjoyable. The primary objective is fun, with little to no emphasis on skill development.
  • Extended leave or sabbaticals: extended time away from work that is granted to an employee for varying purposes, including personal reasons, professional and academic growth, learning and development of new skills, or rest and recuperation – while maintaining their status and security as an existing employee.
  • Job sharing: a full-time job split between two individuals. Job sharing allows two staff members to share the responsibilities of one full-time position, typically with prorated salary and paid time off. This may work best in a commissioned-based environment.

Each company is as unique as each employee. And there are still employees that desire to work full-time in-office… they thrive in that environment. The beauty of having an employer brand is identifying corporate culture and best employee/employer fit. Attracting the right talent to the right environment means happier employees, a retained workforce, and company success.

Let us know how SPLICE can best help you navigate this new candidate landscape.