Although some larger companies would like to bring remote workers back into corporate offices, many candidates still expect work from home options, according to a new survey.
Candidates applying for executive, managerial or professional jobs are continuing to demand that at least some of their work be performed in their own homes, according to the MRINetwork 2017 Recruiter Sentiment Study, which polled 265 MRINetwork executive recruiters worldwide, along with 100 employers and 263 candidates across the U.S.
The survey, conducted in June by The Martec Group, found that 68 percent of recruiters and 53 percent of employers say candidates ask for work from home options “somewhat often” to “very often.”
“Over half of the candidates state having a work from home option is somewhat to extremely important as they consider a new job,” the report says. “Therefore, not providing work from home options can put companies at a disadvantage in terms of attracting top talent.”
One recruiter participating in the survey says that, considering the U.S. unemployment rate is 2.8 percent within the executive, managerial and professional sector, companies that fail to provide work from home options “are definitely missing out on key talent.”
“In-demand candidates have choices,” the recruiter says. “The more specific or rare their skill set is, the more their options increase, especially if they work in a field where competition for candidates is fierce. If they don't want to relocate or work five-day weeks in an office environment, they may turn down a solid offer if they can't work remotely.”
Other key findings of the survey include:
While 90 percent of recruiters believe the labor market is candidate-driven, just over half of employers and candidates believe it’s an employer-driven market.
More than 80 percent of employers and 90 percent of recruiters review social media profiles “sometimes” or “all the time” for insight on candidates. Over 85 percent of recruiters and employers state the content within a social media profile is “somewhat” to “extremely important.” And while most candidates recognize the need to have a positive social media profile, 22 percent feel an online presence is “not very important.”
Factors candidates value when looking for a job include advancement opportunities and better compensation packages, but compensation remains the deciding factor when considering a new job. All respondents – candidates, employers and recruiters – list compensation as one of the primary reasons offers are rejected, followed by the acceptance of another offer.
More than 70 percent of recruiters and employers are “somewhat” to “extremely concerned” about replacing baby boomers who are reaching retirement. Employers are concerned that their organizations are not prepared for the workforce changes involved; that programs to retain baby boomers still need to be developed; and that the younger generations – many starting to raise families – naturally have more work-life balance demands.