The COVID-19 pandemic forced us all to communicate remotely and productivity in the workplace improved as a result. And while a large majority would prefer to work from home for good, there are still groups of people who would rather commute to the office and work in-person. 

Flexibility & employee happiness 

Enter the hybrid work schedule. The biggest perk of working hybrid is its flexibility. Allowing employees to choose when they come in grants them autonomy and earns their trust. They’re able to determine when coming into the office works for them and when it doesn’t. Additionally, when employees don’t have to commute every single day, they aren’t forced to live in areas they can’t afford.  

Forbes stresses this point, saying, “When employees are able to work from anywhere, it won’t be as important to live near expensive urban areas (more than one-fifth of employees are already considering or planning to move somewhere more than 50 miles from work). The flexibility of remote work will also allow parents to balance work and childcare more easily, and hiring managers will be able to cast a wider net and find candidates from all across the country.” 

Social aspect 

When asked what they miss the most about office culture, many professionals allude to the social aspect. Working remotely keeps you behind a screen and doesn’t allow for socialization. When using a hybrid schedule, employees get the opportunity to meet people and network. This is especially important for young adults entering the workforce for the first time.  

Creativity & productivity 

Creativity and innovation can’t be forced. Employees know when they have the proper energy and resources to produce quality work. Hybrid schedules promote this idea. LinkedIn says, “A hybrid workforce lets employees develop their creative energy when they select. You also can support with easing and stress management. When workers feel less pressure and become comfortable, they have the prospect to produce their own time and relationships. More employers are finding that this leads to better time management with quicker goal accomplishment.” 

The ability to wake up and decide whether the commute is feasible is an amazing opportunity for professionals. Those with children, disabilities, or other ailments are given more independence in their work-life balance. WeWork mentions, “They can choose to work when they’re feeling most productive, whether that’s in the middle of the night or first thing in the morning. When employees are happier, better rested, and less stressed, they do better work.” 

What next?

All in all, hybrid schedules have just as many perks and benefits as remote or fully in-person work. No matter your preference, if you’re interested in chatting with one of our talented recruiters and finding the schedule that works for you, visit our Jobs Board today!

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Green Key

How to Prepare for a Recruiter Interview with a Staffing Agency

Because the basis of your job will revolve around communication and sourcing, you should be going into this conversation with specific talking points and questions at the ready.

Why Is Hiring So Difficult?

With unemployment at a historic high, filling jobs shouldn’t be difficult. Yet employers say it’s hard to find qualified people to hire.

The National Federation of Independent Business says a third of its members report having jobs they couldn’t fill. In the organization’s June survey, 84% of business owners hiring or trying to hire workers reported finding “few or no qualified applicants.”

The Federation’s members are small business owners who, in good economic times, typically have more difficulty filling jobs than large organizations that offer better pay, benefits and opportunities for advancement. Yet, more owners have at least one unfilled job today than they did at the height of the Great Recession a decade ago.

What accounts for this difficulty?

Multiple factors, according to Gad Levanon, VP of labor markets for The Conference Board. Writing in Forbes recently, he says the largest share of workers expect to return to their job once their business reopens.

Many others who might otherwise be job-hunting aren’t because of a generous COVID-19 unemployment supplement. Some hesitate because they fear becoming infected. Still others have no childcare with schools and summer camps closed.

“In sum,” he writes, “While the number of unemployed workers is historically high, the number of unemployed people who are seriously trying to find jobs is much smaller. Jobseekers are competing against a much smaller number of people for new spots than the unemployment rate suggests, making it easier to get a job.”

Of the17.8 million Americans counted as unemployed, 10.6 million say they are only temporarily laid off and expect to be called back to work once their business reopens.

Many of the other 7 million-plus aren’t actively looking, at least until the special $600 unemployment supplement expires at the end of the month.

“Two-thirds of [unemployment insurance] eligible workers can receive benefits which exceed lost earnings and one-fifth can receive benefits at least double lost earnings,” the National Bureau of Economic Research estimated in an analysis released in May.

Levanon expects the job picture to change significantly in the coming months.

With COVID-19 cases surging, states are reconsidering decisions allowing businesses to reopen. For some workers, that will mean their temporary layoff will become permanent, he says. Others will be motivated to start looking once their unemployment benefits are reduced.

Says Levanon, “The unemployment rate overestimates the slack in the US labor market. But not for long.”

If you’re having trouble finding just the right person for your opening, give us a call at 212.683.1988. You’ll talk with a recruiter who specializes in your industry and knows where the best people are.

Photo by Clem Onojeghuo on Unsplash


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Green Key