Your Best Leverage in Recruiting May No Longer Be Salary

Apr 25, 2024

Quick: what is the most common buzzword in the world of work for the last several years? Hybrid work is one topic that continues to remain top of mind as employers and employees alike continue to adapt to this new preference. So, even though it feels like we’ve all heard about it on a weekly basis, let’s talk about it. Because the truth is, it matters.

As recruiters, we hear about the desire for “hybrid options” all the time. But, it’s important to reiterate that a hybrid model really does set you apart when trying to attract new talent.

Many studies show that a large portion of people will take a significant pay cut for better work life balance. That proportion grows higher in younger generations, who are the future of the workforce.

Also, according to Forbes, “98% of workers want to work remotely at least some of the time,” and “employers can save $11,000 per employee when switching to remote work.”

So, if your organization is not already utilizing the hybrid model, now is a good time to reconsider that option for the sake of your talent pipeline.

In my work as a recruiter, I’ve seen these facts unfold in front of my very eyes. People’s priorities have shifted, dramatically. One of the first questions job seekers ask is “is the role remote or hybrid?”

For instance, I had a conversation with a prospective new recruit and when asked if he would be ok going into the office 5 days/week, he said he would be willing to consider $10,000 less on salary if the hiring manager could consider the option of 2-3 days/in office. While salary used to be the end-all-be-all, now people everywhere are placing greater value on flexibility above pay.

As you can tell, I am a fan of the hybrid work options. There are innumerable benefits to offering a hybrid work model in the modern work world, and odds are, when you really look at your options, the pros outweigh the cons.

More Applicants:

Nowadays, there is a large portion of people who will simply not consider a job at all if it is not hybrid or remote in some form or another. In fact, 63% of people surveyed agreed that their top priority in accepting a new job is the consideration of whether it is remote, hybrid, or in person. By not offering a hybrid option, you’re inevitably shrinking your talent pool.

Higher Productivity

Hybrid work models are proven to boost employee productivity by improving focus as employees are allowed to work in an environment that best suits their unique work-style. Hybrid is also known to increase employee satisfaction and engagement, which also contributes to their quality and quantity of work.

Improved Employee Retention

When employees are happy and engaged with their work, they are also more likely to be loyal to their employer. That means that hybrid work models not only boost talent acquisition, but also talent retention. Plus, the positive impacts of hybrid work can reduce burnout, which also works to minimize turnover.

Lower Operational Costs:

Organizations that utilize some form of hybrid model can cut costs in a number of ways. From reducing real-estate expenses to paying lower salaries, and not to mention increased profitability through increased productivity. It costs more money to fight the progress of the times.

Better Hiring Success:

Offering a hybrid work model allows you to keep up with competitors and remain attractive to a breadth of candidates. Plus, if you must require on site, it will likely take longer to fill the role and it may also cost more. Hybrid not only helps bring talent in the door swiftly and effectively, it also helps keep them from walking out.

Hybrid could mean any number of things, and it looks different for every organization. In order to successfully implement a hybrid model within your own organization, you’ll have to find the approach that fits your needs and suits your employees. Some options to consider are as follows:

  • Fridays from home
  • 1 week per month remote (with, or without the choice of how to split that time)
  • One month of the year remote (with, or without the choice)
  • Alternating weeks remote and in-office
  • Alternating schedules between employees
  • Fully remote with scheduled team meetings in person throughout the year

Whichever model you form for your team, keep in mind that if you’re asking them to come into the office, make it feel ‘worth it’. Face-to-face interactions, team meetings, group projects, and other collaborative and connective engagements are a great way to really maximize that in-person time.

That said, the truth is that not every organization or every industry can offer a version of the highly sought after hybrid work model. We respect that and still recruit for many positions that require in-office, in-person commitments. But if you are “hybrid-curious” and want to try moving your organization towards a hybrid, flexible model you could be pleasantly surprised at how much it could do for your overall team environment, morale and retention. Changing to a hybrid model takes time and attention in order to do it right. Here are some tips and best practices when adjusting any work environment.

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