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My name is Rhys, a first time dad blogging about my adventures and experiences of being a parent. [email protected]

New trends in remote employment

When remote work became a necessity during the quarantine, not everyone saw its benefits. This is due to the fact that people had to adapt to a large number of new and unpleasant things in a stressful regime. And only those who worked remotely, continued to work in their usual way without feeling stress, such as office workers: paper writer or journalist, for example. Three hours have passed – and along with adaptation to remote work, many have also come to understand the benefits of their work. That is why new trends began to form in this area.

“Distance” before and now

Today the sphere of telecommuting is becoming more disciplined. It used to be associated with freelancers, who could work anytime, but were limited to deadlines. This employment format has a lot of spontaneity and dynamism, because nobody controls the working process, only the result is important. And the freelancer himself is not a structural member of the company, so he is not “tied” to other professionals in the process of completing tasks, as he has enough autonomy.

When people from the office shifted to telecommuting during the lockdown, of course they did not become freelancers as a result. The only thing that changed was the location of the work. Now you can do all of your work from home, from a vacation home, or from a co-working space. But it is also important to work according to the schedule, and maintain good online communication with colleagues.

Since remote specialists, apart from freelancers, are now joined by “in-house” office workers, the sphere of remote work has experienced a low level of transformation. And the first of them is more disciplined and structured interactions between different employees within the same company.

Remote hiring procedure

A few years ago, it was hard to imagine that people could be hired without a real, live meeting with them. Now everything has changed. The availability of high-quality programs that allow you to have a video conversation makes it possible to solve this problem. That is why the format of the online discussion has become something of a mystery. This trend has opened up several advantages for both employers and candidates. Among them is the fact that:

The amount of time needed to prepare for the meeting is reduced. For the candidate it is possible not to go to the office of the company – especially in cases when the employer’s office is located in another city.

The procedure for signing contracts is spared, as you can also do it remotely. Even hiring has been simplified because electronic signature documents can be used.

However, new trends and opportunities have created more conditions for cooperation not only within one country, but also between different continents. If the company needs to hire a foreign expert, the possibility of remote recruitment helps to relieve the company from the heavy pressure in the material and organizational sense. Not every expert is willing to change the country of residence. And in the case of distant employment everything can be solved much easier and more economically.

Long psychological adaptation to new work formats

When people for many years have been working in a traditional employment format, accepting new models of interaction is not easy. And here it is not so much about the adaptation of skills, as about the psychological aspects. Difficulties in this context can be due to reasons:

Lack of skills of personal time-management, when it is difficult to efficiently organize the work process without the usual involvement in office work.

Emotional frustration associated with the absence of live communication with colleagues.

Lack of comfortable conditions at home, so that you could perform your work duties without excessive stress.

This combination of factors influences the fact that not all employees are able to accept telecommuting with the same ease. Therefore the task of HR-specialists in this context should be to test such systems of interaction with employees, in order to understand exactly which of them can adapt to this format, and who would prefer to work as before. After all, a person who stays on her own in comfortable conditions can normally perform her work remotely, unlike someone who, for example, rents a bed in an apartment with a boss. But if the person does have the proper conditions for comfortable work at home, but cannot get any instructions on this topic, the HR-specialist will be responsible for competent and non-intrusive informing.

A general review of trends

Many analysts investigating the field of employment agree that the segment of remote employment will soon be the most affected by the influence of trends such as:

Transformation of Hub Offices. Work locations will become more convenient, and the schedule will become more flexible. Hybrid work format is trending, when an employee can do part of his/her work tasks in person and part of them remotely. At the same time, he will not feel a great contrast between home and office, because the planning and structuring of space in hubs is more democratic than in traditional office buildings.

Development of platforms for interaction in online format. Since the labor market has a demand for such IT products, their number is likely to increase. Great competition, in turn, will help ensure that the quality of these platforms improves.

Online tests. Since discussions in a remote format are used more and more often, there is a need to improve the existing online tests to assess the skills of employees. Today the assortment of these tests is not enough. Probably, in order to provide the labor market with such tools, closer cooperation of today’s recruiters with psychologists is needed. At the same time, the trend itself is understandable. The format of remote work is just beginning to gain traction. So it is quite natural that the tools for it are created already in the process of work. When the phenomenon becomes more familiar, the tests for discussions with employees can be more systematized. At the same time, it is likely that there will be valuable author’s methods that will simplify the work for recruiters and set standards in this segment.

In addition to the above trends, the sphere of remote recruitment has a lot of open issues. This is standardization of benefits for employees from different countries who are involved in a team of one transnational company. This is an increase in the qualification of specialists who work remotely. This is a review of the success of such an increase in qualification. Therefore, the massiveness of remote work should not be taken for its unambiguous advantage over employment in a face-to-face format. Of course, there are advantages. But there are many difficulties and tensions which should not be underestimated.

Therefore, there is a whole field for the work of heads of enterprises, recruiters and corporate psychologists. And in the next few years it will be possible to see how successful this work is. Therefore, it remains to monitor, analyze and take active steps to ensure that remote recruitment will not be a stress for the labor market, but a new prospective opportunity for the traditional format of work.