Why Remote Work Should Be Part of the New “Normal”
The benefits of a remote work policy are well-documented and include reducing commuting costs, promoting work-life balance and increasing the pool of qualified job candidates. Despite this, a pre-COVID-19 pandemic survey by Epson Canada Ltd. showed that only 56 per cent of Canadians worked from home on a regular basis.
Now that most Canadians are working remotely as a result of the pandemic, however, more Canadians than ever are in support of remote work. A new survey by Robert Half Canada Inc. showed that 60 per cent of respondents currently working remotely now realize that going into the office is an unnecessary part of their job, and 55 per cent reported that their work-life balance has improved since working remotely. Additionally, 85 per cent of respondents want to be allowed to work from home more frequently once offices reopen.
The New Normal
The majority of Canadians who are now working remotely are enjoying the benefits of doing so and want remote work to be a part of the new post-pandemic normal. As such, employers that offer remote work options will likely be seen as more appealing to prospective and existing employees in addition to benefitting from lower energy consumption, increased productivity, and reduced absenteeism and tardiness.
Furthermore, allowing employees to work remotely more often, especially in the early days of reopening the workplace, can help to reassure employees that their employer cares about their comfort and safety when it comes to the spread of illnesses.
For more information about the benefits of a remote work policy and tips for how to develop one, contact the experts at The Hull Group.
How to Utilize Video Conferencing for Recruitment
With organizations unable to conduct recruitment through traditional face-to-face interviews, many organizations are turning to video conferencing to bridge the gap. While hiring needs have been reduced in many industries, it’s important to practise safety during recruiting to reassure candidates that you have their best interests in mind. As such, the following tips can help you make the best of video
conferencing for recruitment:
- Send instructions ahead of time to allow candidates to come to the interview prepared. This includes providing instructions for how to join the video conference and what, if any, documents you might want to discuss with them and how to send them to you.
- Consider shorter pre-screening meetings to assess whether or not the candidate is interested in, and a good candidate for, moving onto the next step. Because travel isn’t a factor, candidates will feel less burdened by the prospect of setting aside 10 to 15 minutes for a pre-screening meeting.
- Record interviews for viewing later — both to review yourself and to share with others involved in the hiring process, such as the candidate’s potential direct report.
Enhancing Home Cyber Security
The recent increase in employees working from home brings with it an increased risk of cyber security threats as IT departments and cyber security groups are stretched thin. Take the following tips into consideration for your remote workforce:
- Develop a remote work policy specifically for the pandemic.
- Have employees connect to a virtual private network (VPN).
- Ensure cyber security software is up to date.
- Enforce basic cyber security practices such as using strong passwords.
- Train employees how to detect a phishing attack.
- Avoid using removable media, as it could get lost and end up in the wrong hands.
- Send a reminder with IT contact information.
Contact The Hull Group for more information.
87% of Canadians want remote work to become a more frequent part of the new normal.
According to a study by Universum, the most common tools used for remote recruitment are as follows:
© 2020 Zywave, Inc. All rights reserved.