Employee power has never been as obvious and instantly apparent as with the recent debate around working from home in a post-pandemic environment.
Some of the world's largest, most powerful companies are keeping 100% remote or hybrid office models due to employee demands and protests, or even just increased turnover.
For some, those employee demands have been met. In Apple’s case, it's to extend flexible working all year round, and in Google’s case, it's extending remote work to 20% of their workforce, while 60% work flexibly in and out of the office. It seems that for an increasing swathe of the working world, remote and hybrid work schemes are now realistically accessible after 18 months of facing down the pandemic.
However, this very public shifting of expectations in the wake of a global viral outbreak is very much group-oriented and collaborative in approach. One employee demanding a total shift of corporate culture will fall on sympathetic but ultimately deaf ears: thousands of employees, unified in demand, create change.
So how should the modern job seeker - alone, but expectant and desiring of remote work or a hybrid work setup - approach the remote working conversation in an interview?
As with everything revolving around recruitment, it’s best to create a remote work strategy, and that starts with analyzing your needs, understanding your market, effective negotiation, and finding a compromise.
Be a contender, but don’t go for the KO!
Stand your ground, but think of the big picture
Employees are rightly seeing the changes to remote work as nothing short of revolutionary. The benefits are proven, it’s inclusive nature is better for morale, productivity, work/life balance, and recruitment. But no one company, or employee, is the same. The most important thing to come out of the pandemic in this regard is the stretching of recruitment tolerance.
Long-term corporate decision-making will almost certainly include hybrid work; that is undeniable. But candidates have to understand and have respect companies that take a different approach to a remote team arrangement. Some companies are adapting quickly and then adjusting again months later. Other leaders are waiting until the future is more clear in order to have fewer changes.
Troy Ashby is the founder and president of Benchmark Search, a Dallas-based firm specializing in direct hire recruiting, executive search, and temporary staffing for accounting and finance professionals. With more than 15 years of professional service experience, including more than a decade with one of the nation’s largest recruiting firms, Ashby established Benchmark Search on the bedrock belief that exceptional people, progressive culture, and an unrelenting devotion to serving clients is the formula for developing deep and transformational relationships. BenchmarkSearchGroup.com.
Benchmark Search Group was founded by a CPA with prior experience in Big 4 public accounting, executive search, and a leader for one of the largest finance and accounting staffing firms in the United States.
With more than 30 years of recruiting and professional services experience, our firm was created with a focus on quality first and making a positive impact for our clients, candidates, and the Dallas - Fort Worth communities.
As a trusted advisor, we believe in establishing and continuing genuine relationships which empowers professionals to further their careers. Our commitment to excellence and integrity, combined with resilience allows our clients to focus on their business while we provide them with highly skilled employees.
Benchmark Search Group specializes in direct hire recruiting, executive search, and temporary staffing for accounting and finance professionals.