It's All About Balance: Flexibility Can Tip the Scale for Candidates
Click the link to download the report, Work, for Me: Understanding Candidate Preferences for Flexibility: http://www.manpowergroupsolutions.com/candidatepreferences/work-for-me.html
ManpowerGroup Solutions asked nearly 14,000 individuals in 19 countries what matters to them in the job search process. When it comes to workplace flexibility, the survey found:
- Flexible arrival and departure times and full-time work from home/location independence are generally the most desired types of flexible workplace policies. Twenty-six percent of global candidates say flexible arrival and departure times are most important, followed closely by the ability to work from home or any other place they choose (22 percent).
- The rise in the importance of schedule flexibility is driven by a wide range of local factors. These include the presence of multinational companies or unions in that location; the influence of technology firms in the marketplace; workforce composition, such as proportion of Millennials; and congestion, infrastructure or public transportation that can impact commuting times.
"Workplace flexibility doesn't just mean working remotely. It includes all types of working arrangements, from when to take breaks, working from home or caregiving leave. While no employer can accommodate every option, they can provide a range that appeal to a variety of candidates," said
Knowing how schedule flexibility is a priority for today's job seekers, ManpowerGroup Solutions shares key practical recommendations for employers in a world of flexible workplaces:
- Take baby steps. A company does not have to force the transition from traditional to virtual workplace overnight. Shift to a
10 a.m.- 7 p.m.schedule or designate a number of remote working flex days to combat long commute times.
- Normalize existing flexibility policies. Neutralize flexibility stigma by changing company culture to make working outside the office acceptable. It starts from the top - leaders need to be transparent and lead by example.
- Align incentives with outcomes. Replacing face-time requirements with logged hours on a virtual private network (VPN) can be perceived by employees as inauthentic. Instead, set goals and deadlines - if employees meet them, managers can worry less about clocking in and out.
To learn more about ManpowerGroup Solutions' global candidate preferences research and download Work, for Me: Understanding Candidate Preferences for Flexibility, visit www.manpowergroupsolutions.com/candidatepreferences.
About ManpowerGroup Solutions
ManpowerGroup Solutions provides clients with outsourcing services related to human resources functions, primarily in the areas of large-scale recruiting and workforce-intensive initiatives that are outcome-based, thereby sharing in the risk and reward with our clients. Our solutions offerings include TAPFIN-Managed Service Provider,
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