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I'm looking for work as a Credit Controller. Preferably remote or hybrid with a lot of flexibility. I've been working remotely for the last 1.5 years and would like to continue that. I have 8.5 years of experience as a Credit Controller in B2B set up. I'm based in England but happy to work in any country :) JPMorgan Chase Citi Wells Fargo Deloitte Accenture Amazon Tata Consultancy Infosys Morgan Stanley
BOA Planning for permanent WFH ?? Is that true??
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I was in office almost every day, after 4 years, I left that job for a $40k raise and 100% remote.
…so, I’m living in a pretty nice world, thanks!
Same here. And I was recruited away from my last employer, who was hybrid.
I think you need to re-evaluate a few things. Take this from someone who worked for a fortune 500 talent acquisition company for the last several years.
If a large cross-section of candidates are all saying that your work model isn't something that excites them, then you've got yourself a set of data with a clear trend. Whether you pay attention to what that data reveals will have an impact on your business outcomes.
The quality of candidates who will tell you that they don't mind going into the office are often going to be desperate for any job. Which is to say they might not actually be overly-enthusiastic about yours in particular. Plus, you may be screening out more skilled candidates by way of their hybrid/remote seeking. So you're going to limit your candidate pool and likely hire employees who aren't going to make the impact you'd hope for.
Look at any work-model study that doesn't cherry-pick its' data from the last 4 years. They will all say something to the effect of remote work being seen as a net positive, and going into the office is something that you'll be fighting upstream against. In a list of pros and cons, when weighing their options, most high level candidates (not all, to be certain, but most) will list your in-office need as a con that there needs to be something else you offer to counter that. You should consider whether you just want bodies in seats, or if you want talented people who are excited to be working for you over other companies. If you're going to insist on people coming into the office, it's significantly less likely that they're going to be in that latter bucket.
I can't tell you how many positions I worked on for companies that needed candidates to be in-person. What they all have in common, was that the geographic area was a limiting factor on who we could feasibly even submit for these roles. So by the time we placed someone in a role, oftentimes, it would have been the 5th or 6th best candidate we could have submitted. The others wouldn't be willing to take a look at the position, or they'd kick an offer because the in-office expectation wasn't something they were actually interested in. Many would take lower paying remote/hybrid jobs instead.
Sorry about this being long-winded. This is just a topic that I'm all too familiar with having worked in recruiting for a long time. Requiring employees to be on-site has negative business outcomes on several levels. Don't beat your head against the wall wondering why all of your candidates are asking the same questions, and not take any action on the information you get from those calls. It'll be worse for everybody involved.
As a former recruiter, couldn’t have said this better! I was just contacted about a position that is three days in office, about an hour commute each way. Pay would likely be more than I am currently making, but I am 100% remote and didn’t even entertain the conversation. Would never work for a person who uses #alwaysinoffice. #WTFyoubeen?
Here is with this, we live in a world where not all, but most work is 100% completed on a computer and through conference calls. This can be done from anywhere in the world. This should be a positive as it opens huge opportunities to hire relevant resources from anywhere in the world. Companies need yo be more flexible with this saving both the company and the employee from doing unnecessary spending in relocation costs.
I’m in the “employee needing industry”. But we work on computers so I couldn’t care less where people are located - we do a ton of our work via calls anyway. All I care about is their ability to deliver.
I agree somewhat, but I’m curious about the reason behind this vent. The level of emotion seems disconnected from the problem. If your applicants are self-selecting out because they want FT remote and you don’t offer that, it seems like a win for you.
If you are seeing a lot of requests for FT WFH, then the market is talking to you. The disconnect is that you don't like the answer. Either give the market what it wants or improve your job offer.
As a person with disabilities who needs remote/hybrid work, I am frustrated by the increase in competition. However, I also feel this type of job design is possible in many instances and promotes work-life balance, regardless of whether you have a disability.
Seems like the gap in expectations may lie with you. Unless you’re hiring nurses or teachers or jobs like that. With a real reason to be in person…
I decided to quit my job because they were not offering WFH and I’m doing very well as a contractor working from anywhere anytime I want . We need to accept diversity and some talents flourish under freedom and flexibility!
I worked in a boutique firm in capital markets in Montreal and the management was very traditional and no WFH mindset ! Guess what ? 80% of their talents left and they closed their office . They couldn’t attract top employees.
The world is changing and we need to adapt .
In general, I believe that most remote jobs will be the first to get replaced by AI.
I mean, that’s your choice. You are limiting your candidate pool this way, but any HM can do this if they so choose. What people need to realize is the world is never going back to everyone in office. Cats out of the bag. I choose to carefully vet my remote employees, but I’m not going to disqualify a stellar candidate because they would prefer remote or hybrid.
Right on!!!!
Curious at where you work Executive Director and type of role. AM1 makes a fair point, if you can’t handle where the market trend is going for employees, ultimately you will not have access to a better candidacy pool. However, I see one point in your comment, the on-site work should be required at certain levels of experience I.e. like new grads for a limited time until or client facing roles that require on-site a degree but how will you expense the logistics there. Remote work takes a lot out of unneeded costs for employees as wages aren't matching the increase of inflation. Are you prepared to pay for on-site?
Reading this post brings back to memory the following quote: “the future is now, old man”
I like going into the office. What type of positions do you have available?
Account Manager 1: So kind of you to supply such a detailed response. Thank you! I bet you are great to work with every day!
We're living in 2024, where are you living?? And why are you so angry about it?