In June 2020 unemployment rates were about 11.1%, and those who were working were mostly doing so remotely. The most recent unemployment statistics put the unemployment rate around 5.8%, and many companies are talking about returning to in office work. These decreased unemployment rates reflect an increased number of job opportunities, and many companies are finding that they are unable to fill their current openings. This creates a shift in power from company to candidate.
However, this shift in power doesn’t mean certain job expectations can be foregone. Many candidates and current employees are leveraging their power to demand remote working options, with some employees threatening to quit if they cannot continue working remotely full time.
The past year caused everyone to reevaluate their needs and expectations, and in many industries remote work can and should continue to be an option. However, not all industries have the luxury of being able to offer WFH (work from home).
In industries like nuclear, engineering, and manufacturing WFH is not always efficient, and isn’t always possible. If your job involves working directly in the plant, maintaining machines, or other hands on work, then your job simply cannot be done from home.
Despite this, we have still come across candidates negotiating for remote working options. For certain positions within these industries we have successfully placed candidates in hybrid roles, where they work a combination of remote and in person. This has been a huge step for the future of hiring and recruiting, and it is exciting to watch the world of work evolve. However, when we are conducting a search for positions that require all hands on work, we have come across candidates who are still adamant about being able to work remotely despite the direct confrontation with the job requirements.
This begs the question, are certain companies and industries setting unrealistic expectations for candidates? Or are certain candidates getting caught up in the new WFH frenzy?