Attracting and retaining that top talent is key to your business’ success – and remote work creates an atmosphere of trust and future-forward thinking. 35% of employees would change jobs if they could work remotely full-time – so remember that not
offering any sort of remote working or hybrid working facility will be a shot in the foot to your recruitment process.
Once, employees might say ‘I have to be in New York, it’s the only place for my industry’, or ‘I can’t work anywhere but London’. This is becoming less and less the case. Whilst some industries are geographically and socio-economically bound, many have been
unmuzzled by the potentiality of remote and hybrid working. Hire remote workers, after all, and you can hire from a pool of the best in the world – not just the best within commuting distance from your head office.
The 94% of workers facing a commute before, have had a chance to rethink, and many commuters are now keen to look for a hybrid work solution, where they work at least some days from home. The 10% of employees who have changed up their commute for home
working have reaped the reward of their commuting time – as well as being an astonishing 47% more productive than those working in an office environment.
The potential of hiring from anywhere in the world creates an amazing pool from which an employer can choose – and from which the best employees can pick. Competition works both ways, which is bringing both employees’ and employers’ standards up
across the board. Companies have to be at the top of their game in terms of company culture and benefits, etc, to reel in those high-profile employees.
Increased knowledge around employee tax and legalities Global workforces are still bound by their own country’s jurisdiction, and if you’re hiring within that market, the country’s legal issues are something you need to be abreast of pre-hire.
To capitalise on remote working trends and to enable work from home to be possible, and productive, employers are creating remote working policies. These outline expectations and protocols. Risks such as changing tax jurisdictions, permanent
establishment, and immigration issues can all be a massive headache which could have been averted with a remote working policy. Such a policy ensures you’re not exposing yourself, or your employees, to unnecessary risk.
A key remote working trend is going to be an investment in hiring protocols, enabling companies to broaden the geographical nets that they cast. How will you make sure you’re casting your net internationally, but not catching the tiddlers as well as the tuna?
You need sophisticated systems in place to appeal to the correct market sector and the top candidates within that. You’ll also have to comply with a country’s often unique employment laws.
Remote working cybersecurity is going to become more and more of a priority for organizations. When confidential information has to be accessible for remote work, a little more thought has to go into who can access what, where, and how.
A trend from remote working that is likely to impact everybody, everywhere, is the fact that these high-profile employees are no longer bound to live in the world’s largest cities to find the world’s most competitive jobs. Employees can take their skillset (as well as
their income) to the country’s smaller towns and rural areas, bringing wealth into regions which historically have had less.